1. Serving on a District Hiring Committee
Steve Bovino & Christine Matuszak

2. Goals of Workshop Explore the hiring process at Ken-Ton UFSD
Understand the different types of employee classifications and hiring considerations
Understand your role as an interviewer
Evaluate candidate credentials
Plan an interview process
Hire the best qualified person

3. Activity One
Work with a partner. Based on your experience what is a positive about Ken-Ton's hiring process?
What is a negative?
What is a question you always wanted to ask about the hiring process?
What is your expectation of today's workshop?

4. Ken-Ton Hiring Philosophy
Simply, to hire the best qualified and talented people so that the district can meet its goal of being a premier school district by 2020!

5. The Big Picture
Recruitment
Hiring
Retention

6. New York State Civil Service Law administered by Counties and Cities
Unclassified
Classified
Teachers
Administrators
Teacher aides
Clerical
B&G
Custodians
Bus Drivers
Supervisory Positions

7. Hiring Considerations
Civil Service Rules
Contracts
Kenmore Teachers Association (KTA)
Kenmore Tonawanda School Employees Association (KTSEA)
Kenmore Administrators Association (KAA)
Non Represented Staff
Certification

8. Classified Personnel

9. Classes of Classified Positions
Competitive – Exam Required*
Non Competitive – No Exam/Review of Qualifications
Exempt – No Exam
Labor – No Exam

10. “Rule of Three”
Competitive Positions - All candidates at the highest score are immediately eligible for consideration for appointment. Candidates at lower scores can only be considered when there are fewer than 3 candidates at the highest score.

11. Transfer, Probationary & Provisional Appointments
Transfer - employee holds title or previously held title. Civil Service must approve external transfers. No probationary period.
Probationary - Permanent position, subject to a probationary period.
Provisional - Civil Service list does not exist for the position. Provisional employee must take next exam and score within the Rules of Three to be offered a probationary appointment.

12. Contractual Considerations – Support Staff
Seniority
Career Ladder
Recall Rights
Bumping

13. Hiring Non Competitive & Labor Class Staff
Non-Competitive Titles:
teacher aide bus driver carpenter cook mgr.
clerical working fewer than 20 hours per week (RPT)
automotive or maintenance mechanic electrician
plasterer plumber school monitor
Labor Class Titles:
bus attendant cleaner food service helper
laborer grounds worker

14. Non-Competitive & Labor Class
No civil service lists for these titles
Hire: 1. In-title transfers within District by seniority (must meet good attendance criteria, passed probation)
2. If no one qualifies under 1, then you can hire anyone you want to.

15. For Example … 10/1/10 - Teacher aide vacancy at Franklin El.
a. Teacher aide from Jefferson applies. She took 7 sick days last year and has no medical documentation.
b. Teacher aide from Edison who started with district on 9/1/10 applies.
c. Bus monitor who has worked for District for 5 years and has good attendance/good references applies.
d. Teacher aide from Ken West has worked there for 3 years and has good attendance but poor evaluations applies.
e. Five outsiders apply.
Who, if any of these people, do we have to offer the job to?

16. A Few Facts about Civil Service
Probationary periods anywhere from 8 weeks to 52 weeks. At Ken-Ton, most positions have a 6-month probationary period.
At Ken-Ton, we perform a 3-month evaluation of new employees.
If you do not pass someone on probation, Civil Service requires that they be given 7 days notice that they are being terminated

17. More Civil Service Facts …
Competitive class employees who have completed their probationary period with the District are eligible for coverage pursuant to Section 75.
The labor class, non-competitive class, and competitive employees still on probation do not have Civil Service Section 75 protection.
The KTSEA contract provides some protection for non- competitive employees who have completed at least five years of continuous service.

18. Non Classified (certified) Personnel
Teaching Assistants
Teachers
Administrators

19. Hiring Teachers & Administrators
Certification
Qualifications
Education
Previous Experience
Interview
Application Materials
Other Qualities

20. Activity Two
Work with a partner. What qualities should the district consider when hiring teachers and administrators? Come up with as many as you can.

21. Typical Interview Committee
Applicant Screening Day
Non-Disclosure Statement
General Discussion of Position/Building Need
Review of Candidates’ Materials
Discussion of Candidates
Building Consensus of Who to Interview

22. Interview Committee (cont’d)
After the Initial Screening
Submission of Interview Questions to HR
Reference Checks done by HR
Interviews Scheduled with Candidates
Interview Packets Assembled for Committee

23. Interview Committee (Cont’d)
Interview Day
Read the References
Interview the Candidates
Complete Candidate Scoring Rubrics
Discussion
Build Consensus of who to move forward in interview process

24. The Teacher Hiring Process
Review new materials
Page 25
Page 29
Page 31

28. Activity Three Select the finalists

29. Activity Four
In your group, review the applicant materials for an Assistant Principal position
Complete Applicant Screening Rubric for:
Cover Letter
Application
Reference Letters
Select two people to interview
Develop three unique interview questions that you would ask of an applicant for a high school assistant principal position at Ken-Ton.

30. Mock Interview
The entire group will serve as the interview committee for the Assistant Principal position.
Groups will rotate asking prepared questions of candidates.
Steve will be interview candidate #1.
Christine will be interview candidate #2.
Class Discussion of Interview

31. Questions