Common use of Formal Selection Procedures Clause in Contracts

Formal Selection Procedures. A. When a position is advertised, there shall be an initial screening of applications to determine those applicants whose combination of training and experience most closely match the published qualifications for the position and who will be included in the procedures of the Interview Committee. B. The Interview Committee will interview eligible candidates. C. Human Resources will be responsible for securing the persons to serve on pre- screening and oral interview committees for each position. Persons identified will be trained in selection and interview procedures. The immediate supervisor for the open position shall serve on the Interview Committee, if available. D. Human Resources shall convene the Interview Committee which shall be constituted as follows: 1. three individuals from the affected bureau, office, division or department; 2. one district or region office administrator; 3. one school site administrator; and 4. an Executive Director/Supervisor for Human Resources, or designee (non- voting). E. At the conclusion of the interviews, the Interview Committee will attempt to identify a minimum of two finalists. If a minimum of two finalists are identified, the names and records will be forwarded to a Review Committee by Human Resources. If the Interview Committee identifies only one finalist, the name and records of the single finalist candidate shall be forwarded to the Review Committee and/ or be retained for further consideration. F. The Review Committee consisting of the appropriate Chief Officer (or pay grade equivalent) or designee, and two ranking administrators from the affected bureau, office, division or department who did not serve on the initial Interview Committee shall examine all interview data and interview each finalist. The Review Committee may opt to consider a single successful candidate. G. The Review Committee may select no more than one candidate to be recommended to the Superintendent. ▇. The name and records of the recommended candidate will be returned to Human Resources to initiate, when applicable, necessary and appropriate reference and clearance checks. I. Upon completion of appropriate reference and clearance checks, when applicable, Human Resources will forward the name and records of the recommended candidate to the Superintendent for consideration and School Board approval. J. If no applicant is a successful candidate for the open position, the Superintendent, or designee, shall determine if the position is to be re-advertised.

Formal Selection Procedures. A. When a position is advertised, there shall be an initial screening of applications to determine those applicants whose combination of training and experience most closely match the published qualifications for the position and who will be included in the procedures of the Interview Committee. B. The Interview Committee will interview eligible candidates. C. Human Resources will be responsible for securing the persons to serve on pre- screening and oral interview committees for each position. Persons identified will be trained in selection and interview procedures. The immediate supervisor for the open position shall serve on the Interview Committee, if available. D. Human Resources shall convene the Interview Committee which shall be constituted as follows: 1. three individuals from the affected bureau, office, division or department; 2. one district or region office administrator; 3. one school site administrator; and 4. an Executive Director/Supervisor for Human Resources, or designee (non- voting). E. At the conclusion of the interviews, the Interview Committee will attempt to identify a minimum of two finalists. If a minimum of two finalists are identified, the names and records will be forwarded to a Review Committee by Human Resources. If the Interview Committee identifies only one finalist, the name and records of the single finalist candidate shall be forwarded to the Review Committee and/ or be retained for further consideration. F. The Review Committee consisting of the appropriate Chief Officer (or pay grade equivalent) or designee, and two ranking administrators from the affected bureau, office, division or department who did not serve on the initial Interview Committee shall examine all interview data and interview each finalist. The Review Committee may opt to consider a single successful candidate. G. The Review Committee may select no more than one candidate to be recommended to the Superintendent. ▇. H. The name and records of the recommended candidate will be returned to Human Resources to initiate, when applicable, necessary and appropriate reference and clearance checks. I. Upon completion of appropriate reference and clearance checks, when applicable, Human Resources will forward the name and records of the recommended candidate to the Superintendent for consideration and School Board approval. J. If no applicant is a successful candidate for the open position, the Superintendent, or designee, shall determine if the position is to be re-advertised.