Board Policy 4020

Hiring Process

  • The District hires the most qualified personnel consistent with budget and staffing requirements and in compliance with School Board policy on equal employment opportunity and minority recruitment. The Superintendent is responsible for recruiting personnel and making hiring recommendations to the Board and shall ensure the District provides equal employment opportunities to all persons. If the Superintendent’s recommendation is rejected, the Superintendent must submit another. No individual will be employed who has been convicted of a criminal offense listed in Section 5/21B-80 of the School Code. All applicants must complete a District application in order to be considered for employment.

     

    Job Descriptions

     

    The Superintendent or designee shall develop and maintain a current, comprehensive job description for each position, other than the Superintendent’s job description, which is developed and maintained by the Board of Education. A provision in a collective bargaining agreement or individual contract will control in the event of a conflict.

     

    Investigations

     

    The Superintendent or designee shall ensure that a fingerprint-based criminal background investigation check and a check of the Statewide Sex Offender Database and the Statewide Child Murderer and Violent Offender Against Youth Database are performed on each applicant as required by State Law. The Superintendent or designee shall notify an applicant if the applicant is identified in either database. A conviction record shall be kept confidential and shared only with the Board, Superintendent, Regional Superintendent, State Superintendent of Schools, State Teacher Certification Board, or any other person necessary to the hiring decision, or for purposes of clarifying the information, the IL. Dept. of State Police and/or Statewide Sex Offender Database. The Board reserves its right to authorize additional background inquiries beyond a fingerprint-based criminal history records check when it deems it appropriate to do so, in accordance with applicable laws.

     

    Each newly hired employee must complete an Immigration and Naturalization Service Form as required by federal law.

     

    The District retains the right to discharge any employee whose fingerprint-based criminal background investigation reveals a conviction for committing or attempting to commit any of the offenses outlined in Section 5/21B-80 of The School Code or who falsifies, or omits facts from, his or her employment application or other employment documents. If an indicated finding of abuse or neglect of a child has been issued by the Il. Department of Children and Family Services or by a child welfare agency of another jurisdiction for any applicant for student teaching, applicant for employment, or any District employee, then the Board must consider that person’s status as a condition of employment.

     

    The Superintendent shall ensure that the District does not engage in any investigation or inquiry prohibited by law and complies with each of the following:

    1. The District uses an applicant’s credit history or report from a consumer reporting agency only when a satisfactory credit history is an established bona fide occupational requirement of a particular position.
    2. The District does not screen applicants based on their current or prior wages or salary histories, including benefits or other compensation, by requiring that the wage or salary history satisfy minimum or maximum criteria.
    3. The District does not request or require a wage or salary history as a condition of being considered for employment, being interviewed, continuing to be considered for an offer of employment, an offer of employment, or an offer of compensation.
    4. The District does not request or require an applicant to disclose wage or salary history as a condition of employment.
    5. The District does not ask an applicant or applicant’s current or previous employers about wage or salary history, including benefits or other compensation.
    6. The District does not ask an applicant or applicant’s previous employers about claim(s) made or benefit(s) received under the Workers’ Compensation Act.
    7. The District does not request of an applicant or employee access in any manner to his or her personal online account, such as social networking websites, including a request for passwords to such accounts.
    8. The District provides equal employment opportunities to all persons. See policy 4010, Equal Employment Opportunity and Minority Recruitment.

     

    Physical Examinations

     

    New employees must furnish evidence of physical fitness to perform assigned duties and freedom from communicable disease. All physical fitness examinations must be performed by a physician licensed in Illinois, or any other state, to practice medicine and surgery in any of its branches, or an advanced practice nurse who has a written collaborative agreement with a collaborating physician that authorizes the advanced practice nurse to perform health examinations, or a physician assistant who has been delegated the authority by his or her supervising physician to perform health examinations. The physical examination must have been taken by the employee no more than 90 days before the employee’s submitting evidence of same to the Board.

     

    Any employee may be required to have an additional examination by a physician who is licensed in Illinois to practice medicine and surgery in all its branches or an advanced practice nurse who has a written collaborative agreement with a collaborating physician that authorizes the advanced practice nurse to perform health examinations, or a physician assistant who has been delegated the authority by his or her supervising physician to perform health examinations, and approved in advance by the Superintendent or designee if the examination is job-related and consistent with business necessity. The Board will pay the expenses of any such examination.

     

    Orientation Program

    The District’s staff will provide an orientation program for new employees to acquaint them with the District’s policies and procedures, their school’s rules and regulations, and the responsibilities of their position. Before beginning employment, each employee must sign the Acknowledgement of Mandated Reporter Status form.

     

    Orientation for all new teachers prior to the start of the school term may be required. Such orientation shall be considered a pre-condition to employment and shall not carry any added salary or stipend. The decision to provide the program, and any related decisions about the content of the program, shall be determined by the Superintendent or designee.