4020 - Appointments of Administrators

Policy 4020 Appointment of Administrator title box

It is the policy of the Southwest Vermont Supervisory Union, Bennington School District, Inc., Mount Anthony Union School District, North Bennington Graded School District, Pownal School District, Shaftsbury School District, and Woodford School District to follow a consistent hiring process for all administrators, other than the superintendent.

ADMINISTRATIVE APPOINTMENTS


I. This policy applies to the appointment of administrators.

II. Posting: When an administrative position becomes vacant, the Superintendent, or his/her designee, shall notify the appropriate local governing Board before posting the vacancy.

III. In between board meetings the Board Chair may in consultation with the superintendent delay the posting. The respective full Board reserves the right to delay and/or deny approval for posting of the position.

IV. Qualification of Candidates: Candidates must hold, or be eligible for, the appropriate Vermont Certification.

V. Application Process: Candidates must submit a resume, a letter of interest, copies of transcripts, appropriate certifications, and three current letters of reference to the Superintendent, or his/her designee, by the date of closing.

VI. Screening Process:
A. The Superintendent, or his/her designee, will conduct an initial review of applicants' credentials.
B. The Superintendent in consultation with the Board Chair will establish a Screening and Interview committee and process.

VII. Appointment Process:
A. The Superintendent will recommend a candidate for appointment.
B. In the event that the recommended candidate is not appointed, the Board may request the review of an additional candidate recommended by the Superintendent or direct the re-posting of the position.

Reference:
VT Statute 16 VSA §242

Policy 4020 warning and adoption dates


updated Policy 4020 warning and adoption dates

Administrative Regulations Policy #4020:

Southwest Vermont Supervisory Union Hiring Process

Step Responsible Party Timeline
 Determine need for filling vacancy or creating a position:
  • Replacement
    • Review/Update Job Description
  • New Position
    • Create Job Description
    • Identify funding source in collaboration with Human Resources/Finance
    • Present to Superintendent for approval
  • Submit final requests to Human Resources
 Hiring Manager  
 Submit New Position Proposal to appropriate School Board for approval.  Superintendent and Hiring Manager  Next available board meeting
 Post/Advertise vacancy.
  • Duration of posting to be determined by HR in consultation with Hiring Manager
 Human Resources  Within 24 hours of receipt of position approval
 Review all applications on SchoolSpring and from internal postings at end of posting period.  Hiring Manager  During/after posting period
 Identify candidates who meet posting qualifications and should be interviewed.
The Hiring Manager or his/her designee(s), will conduct an initial review of applicants' credentials.
 Hiring Manager  Within 5 days of posting close
 Conduct initial interviews.
The Hiring Manager or his/her designee(s), will conduct an initial interviews with questions from job qualifications.
 Hiring Manager  Immediately after identification
 The Hiring Manager or his/her designee(s), will Identify semi-finalist(s) based on initial interview results.  Hiring Manager  Upon close of initial interviews
 Conduct 2nd round interviews (if needed).  Hiring Manager  Within 72 hours of semi-finalist identification.
 Prioritize list of desired finalists (in case one or more turn down offer).  Hiring Manager  When interviews conclude.
 Determine salary for positions.  HR  After selection of candidate.
 Offer conditional position, pending:
  • Work background check
  • Criminal records check
  • Reference checks, and
  • Superintendent interview (certification review)
 Hiring Manager  Within 48 hours of candidate selection
 Direct selected finalist to Human Resource to complete criminal background checks information.  Hiring Manager  With Conditional Offer
 Complete work background and reference checks with consistent, appropriate questions; document responses  Hiring Manager  Within 72 hours of Conditional Offer
 Submit documentation for criminal record checks.  Human Resources  Within 24 hours of receiving authorization paperwork from candidate.
 Set up meeting for finalist to meet with Superintendent.  Hiring Manager  Upon completion of satisfactory background and reference checks.
 Confirm offer, prepare Nomination form. Submit to Human Resources for processing.  Hiring Manager  Upon positive response from Superintendent.
 Preparation of formal employment offer.  Human Resources  Upon acceptance of offer.
 Presentation of Nomination form to School Board (as needed).  Superintendent  Next available board meeting.
 New Hire/Current Employee Change information entered in Infinite Visions  Human Resources  Upon Board Approval

NOTE: The Hiring Manager is the School Principal or other school administrator who is initiating the hiring process.

 ADMINISTRATOR POSITION – Special Process Notes
 Screening Process:
A. The Superintendent, or his/her designee, will conduct an initial review of applicants' credentials.
B. The Superintendent in consultation with the Board Chair will establish a screening and interview committee and process.
(The screening committee, established by the Superintendent, will review and interview candidates and recommend 2 or more finalists to the Superintendent for consideration.)
 Appointment Process:
A. The Superintendent will recommend a candidate for appointment.
B. In the event that the recommended candidate is not appointed, the Board may request the review of an additional candidate recommended by the Superintendent or direct the re-posting of the position.