WARREN COUNTY R­III SCHOOL DISTRICT

HIRING GUIDE

Human Resources Department

2015

Table of Contents HIRING CHECKLIST FOR CERTIFIED EMPLOYEE 2

HIRING CHECKLIST FOR NON­CERTIFIED EMPLOYEE 4

RECRUITING PROCESS AND PROCEDURES 6

RECRUITMENT PROCESS 6

INTERVIEWING 7

INTERVIEWING TIPS 7

INTERVIEW TEAM 8

EMPLOYMENT OFFER 9

RECOMMENDATION 10

EMPLOYMENT PROCESSING­ HR DEPARTMENT 10

HOW­TO’S OF HR PROCESSES 11

CREATING A JOB POSTING REQUISITION: 11

CHECKING REFERENCES: 11

REFERENCE WITH EMAIL ADDRESS 11

REFERENCE WITHOUT EMAIL ADDRESS 11

ADDING APPLICANTS TO A FOLDER 12

SCHEDULING INTERVIEWS ­INTERVIEW ASSISTANT IN APPLITRACK 12

EMPLOYMENT RECOMMENDATION FORM IN APPLITRACK 12

FORWARDING APPLICANT 13

SENDING APPLITRACK NOTICE TO APPLICANT 13

PROHIBITED PRE­EMPLOYMENT INQUIRIES 14

TEACHER STRENGTHS AND CONCERNS GRID 16

CANDIDATE RATING FORM 17

CONFIDENTLY AGREEMENT FORM FOR PARTICIPANT 18

RECOMMENDATION FOR EMPLOYMENT 19

RECOMMENDATION FOR TRANSFER 20

POSSIBLE SCRIPTS FOR PHONE CALLS TO CANDIDATES THAT DID NOT RECEIVE THE JOB 21

BACKGROUND CHECK FORMS FROM APPLITRACK 22

ADMIN BACKGROUND CHECK FORM 22

CERTIFIED TEACHER BACKGROUND CHECK FORM 24

CLASSIFIED BACKGROUND CHECK FORM 26

CLASSIFIED SALARY SCHEDULE DETAILS 28

NON­INSTRUCTIONAL DISCIPLINE NOTICE FORM 30

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Warren County R­III School District Hiring Checklist

For Certified Staff & Classroom Aides

Please complete this form, sign, and return to the Assistant Superintendent of Human Resource’s Office. Position: ____________________________Location:____________________________ Administrator: _______________________ Check when Completed Activity _____ Submit request to post position. _____ Screen applications & supporting papers on AppliTrack. _____ Review any in­district applicants. _____ Indicate applicants selected for interview. _____ Schedule interviews. If scheduling from the building, please inform HR Department office of the schedule in order

to assist in answering public inquires.

Dates: ______________Time:______________ Location: _____________

Candidates: _______________________ __________________________

_______________________ __________________________ _______________________ __________________________ _______________________ __________________________ _____ If any in­district applicant is not to be interviewed, note the specific requirements he/she fails to meet. (This

information may be needed, but you do not need to turn it in) _____ Appoint interview team and notify personnel of team members. _____ Orient team to hiring procedures/process. Have each member sign the Confidentiality Agreement Form pg 18.

Members: ________________________ ___________________________ ________________________ ___________________________ ________________________ ___________________________ _____ Conduct interviews, asking each candidate the same questions. Each interview team member completes an

interview rating sheet for each candidate and Candidate Strength & Concern Grid Form pg 16 for each candidate. _____ Administrator is to rate and identify top candidate(s) from interviews using Candidate Rating Form pg 17 and

Candidate Strength & Concern Grid Form.

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_____ Double check DESE website for candidate’s certification. _____ Conduct employment reference checks (2 minimum, 3 recommended) and include notations as part of formal

documentation. Use Background Reference Check found on Applitrack or the back of the HR Handbook. _____ Notify candidates who were interviewed but not selected for the position. ______ Deliver interview/recommendation materials to the Assistant Superintendent’s Office for review.

_____ Recommendation for Employment pg 19 or Recommendation for Transfer Form pg 20 and fill out the recommendation form on applitrack

_____ Copy of Applications/Resume of all applicants interviewed

_____ Interview questions/rating sheets with notes and interview questions

_____ Signed Confidentiality Agreement Forms pg 18

_____ Reference check notations

_____ Certified Hiring Checklist pg 2 and 3

_____ Set an appointment to have candidate meet with a Central Office Administrator

Principal’s Signature: _____________________________________________________

Recommendations should be sent to the HR Department no later than the Thursday, one week prior to the monthly board meeting. In the rare occasion that this deadline is not attainable, with Superintendent approval, recommendations can be sent to the HR Department no later than the Wednesday morning before the monthly board meeting.

Return To Human Resource Department HUMAN RESOURCE DEPARTMENT: _____ Confirm receipt of required materials.

Checklist Interview questions Teacher Strength & Concern Grid Form Candidate Rating Form DESE Certification Confidentiality Form Background reference check form Typed Recommendation­ pg 19 or 20 for the BoE and Recommendation on Applitrack

_____ Confirm candidate recommended; review related issues (certification, Affirmative Action, district employee, overlap

time, etc.)

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Warren County R­III School District Hiring Checklist

For Non­Certified Staff

Please complete this form, sign, and return to the Assistant Superintendent of Human Resource’s Office. Position: ____________________________Location:____________________________ Director: _______________________ Check when Completed Activity _____ Submit request to post position. _____ Screen applications & supporting papers on AppliTrack. _____ Review any in­district applicants. _____ Indicate applicants selected for interview. _____ Schedule interviews. If scheduling from the building, please inform HR Department office of the schedule in order

to assist in answering public inquires.

Dates: ______________Time:______________ Location: _____________

Candidates: _______________________ ___________________________

_______________________ ___________________________ _______________________ ___________________________ _______________________ ___________________________ _____ If any in­district applicant is not to be interviewed, note the specific requirements he/she fails to meet. (This

information may be needed, but you do not need to turn it in) _____ Appoint interview team and notify personnel of team members _____ Orient team to hiring procedures/process. Have each member sign the Confidentiality Agreement Form

Members: ________________________ ___________________________ ________________________ ___________________________ ________________________ ___________________________ _____ Conduct interviews, asking each candidate the same questions. Each interview team member completes an

interview rating sheet for each candidate and Candidate Strength & Concern Grid Form for each candidate.

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_____ Director is to rate and identify top candidate(s) from interviews using Candidate Rating Form and Candidate

Strength & Concern Form. _____ Conduct employment reference checks (2 minimum, 3 recommended) and include notations as part of formal

documentation. Use Background Reference Check found on Applitrack or the back of the HR Handbook. _____ Notify candidates who were interviewed but not selected for the position. ______ Deliver interview/recommendation materials to the Assistant Superintendent’s Office for review

_____ Recommendation for Employment pg 19 or Recommendation for Transfer Form pg 20 and fill out the recommendation form on applitrack

_____ Copy of Applications/Resume of all applicants interviewed

_____ Interview questions/rating sheets with notes and interview questions

_____ Signed Confidentiality Agreement Forms pg 18

_____ Reference check notations

_____ Certified Hiring Checklist pg 4 and 5

_____ Set an appointment to have candidate meet with a Central Office Administrator

Principal’s Signature: _____________________________________________________

Recommendations should be sent to the HR Department no later than the Thursday, one week prior to the monthly board meeting. In the rare occasion that this deadline is not attainable, with Superintendent approval, recommendations can be sent to the HR Department no later than the Wednesday morning before the monthly board meeting.

Return To Human Resource Department HUMAN RESOURCE DEPARTMENT: _____ Confirm receipt of required materials.

Checklist Interview questions Candidate Rating Form Signed Confidentiality Agreement Forms Background reference check form Typed Recommendation pg 19 or 20 for the BoE and Recommendation on Applitrack

_____ Confirm candidate recommended; review related issues (certification, Affirmative Action, district employee, overlap

time, etc.)

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RECRUITING PROCESS AND PROCEDURES

Initial Steps Once a position has been vacated or notice has been given that a position will be vacated, send a

copy of the resignation letter to the HR Department so that the recruiting process can be initiated and the position posted.

When notice has been given that a position will be vacated, the Principal/Director will create a

requisition to fill that position which will be approved by the Superintendent for Personnel Services.

After the requisition has been created the Superintendent or Asst. Superintendent will determine the need for internal/external job postings by approving the requisition, forwarding it to the HR Department, and the position will be posted in each school and district facility, through district email, on the district website, moreap.net, and on K12JobSpot.com. In extreme cases in which there are not qualified candidates for positions that have been posted, an ad will be run in the local newspaper directing the applicants back to the district website to apply through the online application process (Applitrack).

Recruitment Processes: All applicants will complete the on­line application form (AppliTrack) that is designated for the

position for which he/she is interested, as well as the appropriate on­line questionnaire (TeacherFit or JobFit). Any current, qualified employee meeting the stated requirements may apply for posted position vacancies.

TeacherFit/JobFit

High Average Low

Any current employee who desires a transfer to another building shall submit an electronic internal

application indicating his/her desire to be considered. To request a transfer, candidates must have worked one (1) year in their current position. Candidates

on a Growth Plan who seek a transfer may do so only if they are granted an exception by the Superintendent of Schools.

Initial candidate assessment criteria: Certified candidates meeting the District’s standards on the following criteria will be scheduled for a structured interview. No single criteria will necessarily qualify or disqualify a candidate. A high rating in one criterion may be counter­balanced by a low rating in other criteria. The minimum expectations are listed below. Recruitment procedures should not overlook the talents and potential of individuals already employed by the school district.

Criteria Minimum Expectation

TeacherFit 7 Certificates Highly Qualified Teacher Degrees At least BA/BS GPA 3.0 with no more than 10 C’s Student teaching grade Highest rating (A)

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Legal information No disclosures Recommendations/references Highest Rating Experience Relevant to the position EEOC Any special consideration District needs Per each opening

Special Considerations: these are additional factors regarding candidates which might be taken into

consideration when selecting candidates for initial interviews. Experience or higher degree when deemed essential for the position Extra­curricular sponsorships or coaching which must be filled with the vacant position National Board Certification Outstanding performance in student teaching

External candidates will be selected for initial structured interviews based on the criteria and special

considerations listed above. Interviews will be scheduled. Interview results on the DHPT will be scored as follows: Score Rating 12+ HP Highly Predictive of Effectiveness 10­11 MP+ Highly Moderately Predictive of Effectiveness 6­9 MP Moderately Predictive of Effectiveness 4­5 LP Low Prediction of Effectiveness 0­3 VLP Very Low Prediction of Effectiveness

Interviewing Interviews should be conducted in a timely manner (as soon as practical) Establish the times, dates, and locations for interviews and schedule appointments with candidates using the Applitrack scheduling assistant or calling the candidates. Make necessary preparations for the interviews, including selection of interview questions and copies of all applications. Applitrack has hundreds of interview question build into the system for both certified and non­certified positions. Please contact HR as necessary for sample interview questions or if you need help . Conduct a minimum of three (3) reference checks on all finalists. Choose the appropriate questions to fit the candidate being interviewed under (Administrative, Professional, Classified, or Teaching). If the reference does not have an email address, he/she will need to be called still using the appropriate questions.

Interviewing Tips Applitrack has several interview questions to pull from for both certified and non­certified. Organize your questions prior to the interview­­­prepare a script. Be a good listener. Avoid illegal questions (see Prohibited Employment Questions document). Ask only job­related questions. Consistently ask the same questions of all applicants. Questions can be repeated at the

candidate’s request, but should not be restated or rephrased. Take good notes by recording responses, note content of answers, state facts only. Record any relevant body language.

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Evaluate each interview independently. Document your decision. Give reason for the selection and the rejections. Avoid post­decision “off the cuff” discussions. Avoid idle chit chat with the candidate before and after the interview. Be professional at all times. Avoid telling the candidate what kind of person you are looking to hire. Simply state, “We hire

the best qualified candidate for every position.” Interview with a team of people. Give candidates a copy of the job description. Review interviewing guidelines with interviewing teams. Ask the interviewing team to disclose if they personally know the candidates and if they can make

an unbiased decision based on credentials and needs of the position. Emphasize with the committee the importance of confidentiality – candidates, discussion,

comments, etc., all is confidential and should not be discussed. Interviewing No No’s

Do not make decisions, comments, or notes on “attractiveness.” Do not make decisions, comments, or notes about personal appearance, i.e., hair, clothes,

make­up, weight, height, mental or physical impairments, or other protected class factors. Do not make decisions, comments, or notes about wedding rings. Do not ask the candidate where they live or how far they had to come for the interview. Do not record impressions without facts. Do not make a comment about “fit with team” unless you can back it up with facts. Do not make a job offer or tell them they are the recommended candidate. Do not give candidates false hope. Do not tell potential candidates that the Human Resources Department would not let you

interview them. Do not discuss salary or benefits. Those questions should be directed to HR.

Interview Team Determine the need for an interview team and select members using the following suggested guidelines.

District­Wide Administrative Personnel: This team will include Central Office Administrators,

and certified staff members. The remainder of this interview team will be filled at the discretion of the Superintendent or designee, and may include patrons, classified employees, building administrators, and up to two (2) BOE members.

Building Principal: A team of certified staff members and one (1) classified staff member appointed by the Superintendent or designee, building administrators, up to two (2) BOE members and Central Office Administrators will serve as the Interview Team. The team will make a recommendation for employment to the Superintendent.

Assistant Principal: A team of certified staff members selected by the building principal of the building, one (1) classified staff member appointed by the Superintendent or designee, building administrators, up to two (2) BOE members, and Central Office Administrators will serve as the Interview Team. The team will make a recommendation for employment to the Superintendent.

Teaching position: Department/grade level chairperson will be involved along with other certified staff members from the building selected by building principal. (*Note: If the vacancy is in a “department of one”, then at least one certified member from the district in that area will

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be included on the team.) Building Principal and Assistant Principal(s) will be included. A recommendation of employment will be made by the Principal.

Head Varsity Coach: The team will be comprised of up to two (2) parents, one (1) assistant coach from the sport involved, one (1) varsity coach from another sport, the High School administration, and CO administrators. The Athletic Director will make the recommendation for employment.

Assistant Coaches: The Activities Director, Head Varsity Coach from the sport involved and the Building Principal/Asst. Principals will make up this interview team. The Athletic Director will make the recommendation for employment.

*Note: Interview team members are expected to be able to attend all meetings. ** The Superintendent has the right to make any adjustments to the interview team as needed.

Employment Offer The candidate is informed by the building principal/director that he/she is being recommended to

Human Resources for consideration for Board approval. Details of employment including salary, benefit eligibility, start date, etc. will be determined by the HR Department in accordance with policies. (Principals/Directors/Interview committee leader will contact the candidate being recommended, informing them of the recommendation to hire, but should refer them to HR for specific salary and benefit information.

The employment recommendation is made by completing and attaching to the applicant’s application the “Employment Recommendation Form in Applitrack and the form found on page 18 or 19 of this handbook” and forwarding that applicant to the HR Department through Applitrack. Salary schedules are on Sharepoint with directions on salary placement. HR Department with the assistance of the Superintendents office will have final say on salary placement before the recommendation is sent to the Board of Education. Recommendations should be sent to the HR Department no later than the Thursday one week prior to the monthly board meeting. In the rare occasion that this deadline is not attainable, with Superintendent approval, recommendations can be sent to the HR Department no later than the Wednesday morning before the monthly board meeting. See page 9 and 10 for directions on how to fill out the Employment Recommendation Form and forwarding the applicant. Included in the file should be:

the candidate’s completed application, resume, cover letter, copy of transcript, copy of teaching certificate

Interview questions, strengths and concerns grid and rating forms Reference checks for the candidate Recommendation Form Once the HR Department receives the employment recommendation, the file is reviewed to ensure that

the candidate meets the necessary qualifications and the references are completed. If all information is present and the finalist meets the requirements of the position the HR Department will:

Contact the applicant to discuss salary and set up an appointment to do Background checks – Missouri background checks (HP and FBI) currently collected by L­1 Enrollment Services and sent to DESE, and child abuse and neglect (HP) checks with BSIU.

Vacancy list will be updated. The school administrator will contact all interviewed candidates notifying them that position has been

filled. This may be done by telephone, letter, email, or Applitrack notification. (See page10 for directions.)

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Recommendation The HR Department will add applicant information to the personnel sheet and submit it to the

Superintendent of Schools to be forwarded to the Board of Education for their review and consideration for approval. Included with the personnel sheet will be the Employment Recommendation Form from Applitrack AND page 18 or 19 in this handbook.

Certified contracts will be printed and presented at the board meeting for board member signatures and distributed to Applicants for signatures after the board meeting. Letters of appointment will be printed and distributed to Applicant after board meeting approval. (Contracts will be presented at board meeting if clear background checks have come back, otherwise board members will be contacted to sign contracts after the clear background has been received.

All applicants have to be board approved and have a clear fingerprint and child abuse and neglect background check returned to HR before employment can begin.

Employment Processing­ HR Department

Applicant is entered into the Job List in SISFIN thus creating a work record and check off list to ensure all new employee paperwork, original documents (transcripts/certifications/contract), and handouts are completed.

Each new employee is provided, individually or in a small group, with an orientation to the District which includes information pertaining to their particular position, essential leave policies, insurance programs, assistance with certification, and answers to their particular questions. Listed below are items that are included in a new employee folder.

I­9’s Payroll Information (W­4’s, Direct Deposit Information) Retirement (PSRS/PEERS)/ 403B Information/Retirement Questionnaire Medical, Dental, Eye, Life Insurance Information Flexible Spending Account Information Technology User Agreement Ethnicity/Race identification form

Smarter Adults” and “Safer Children” link is sent to new employees from the Personnel Sheet Completed Insurance paperwork is sent to medical and dental companies Technology User Agreement/Email Account sign­up sheet is sent to Technology Department(As soon as

a contract or MOU is signed the Technology Users Agreement can be filled out, and an email address assigned)

Ethnicity/Race Identification Form is sent to the Student Information Coordinator E­verify is completed online within 3 days of start date. New Applicant is added to Rejis Payroll Coordinator will enter information for the Portal, W­4, and direct deposit information, create a

game pass, and attendance card (with sick and personal days prorated by HR) Data card created Vacancy on Applitrack will be inactivated from Principal/Director When all items have been received, the Applicant file will be filed with the rest of the active employees.

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HOW­TO’S OF HR PROCESSES Creating a Job Posting Requisition: Log on to AppliTrack Click the “Job Posting” tab (top of the page) Click on “Create New Requisition” (top left) Fill in information on “Main” tab (Job Title, Building etc.) – “SAVE” Description Tab – Add any descriptions you want seen on the job posting, examples include times of the job, requirements, special certifications/licenses, etc. You can copy and paste a job description from Word if you have something Assigned Pages Tab – This will list pages that are on or available to the application. You will see an External and Internal Column. If it has “Selected for (and lists the Position Type)”, this page is already a part of the application for this job. You may click additional pages if you choose to do so. Per Posting Questions – This will allow you to add additional questions if you want. Under “Prompt” Type the question. In the drop box below the question choose text box or text area. Text area will allow more characters to be typed in the answer section. Approval Process – Under the “Approver” choose Mr. Jones, as 1st Approver, and Dr. Chandler as 2nd Approver. If this is for a Paraprofessional position, put Shanna Weber as the first Approver, Mr. Jones as 2nd and Dr. Chandler as the 3rd Approver. Under the “Final Approver”, choose Rhonda Woods. After a Superintendent has approved the position to be posted, it will go to the Personnel Coordinator to be posted. Check the box “Send all Approvers an e­mail when this requisition becomes a Job Posting” and an email will be sent to you when the job is posted. Submit Requisition Checking References: Hard Copies of these forms can be found at the end of this handbook. References WITH Email Addresses: Open the application of the candidate Under “Reference Materials” section click “Send Survey” (Choose the appropriate survey form for the position of the candidate – Administrative, Professional, Classified, or Teaching) It will show you the applicant name and form you are using – click “next” If you want to “receive an email notification upon submission” click that box at the bottom of the page and “Finish and Deliver”. It will show as pending under the applicants file until the reference completes the survey. References WITHOUT Email Addresses: Open the application of the candidate Under “Form” click “Fill Out a New Form” Choose under “Reference Survey” the appropriate survey form for the position of the candidate – Administrative, Professional, Classified, or Teaching) and click “Continue with Selected Form” Fill out the form and click “Submit”. This will attach that form to the applicant

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Setting Up Folders For Applicants: Click “My Account” tab (top of page) Click “Work with my Folders” Click “Create a new Folder” Fill in Appropriate Boxes – Name of folder, For Job ID, View Access, Modify Access Click “Save and Close” Adding Applicants to Folders: Click “Find Applications” Choose applicants “by vacancy”, “by positions desired”, or by last name Click the box to the left of the applicant you want to put in the folder (you can choose more than one applicant at a time) Click “Currently checked Applicants” (in the left hand margin) Check the box of the folder you want to add them to (Pop up box) Save and Close Scheduling Interviews ­ Interview Assistant in Applytrack: Call and Schedule Interviews OR Choose an applicant to interview and open their file Under “Interview Materials” click “Schedule an Interview” Create a new interview series (Most of the time you will pick “Specific Posting” but you may choose any of the three choices) – “Next” Choose a location – “Next” Sessions – Add new Sessions­Fill in each box, you will need to add a new session for each time that you want to interview. Example: If you are interviewing 5 people, and you want them to come at 5 different times for 60 minutes each, you will need to set up 5 sessions for 60 minutes duration with a date and time specific option for them to choose from. The first to respond will have 5 different times to choose from, the second to choose will have 4 times to choose from etc. ­ Save Session Participants Tab – Do Not Use Questionnaire Tab – Do Not Use Summary Tab – “Save and Finish” Employement Recommendation Form in Applitrack: Open the applicants file Under “Forms” click “Fill out a new form” Under “New Hire Forms” Check the box “Employment Recommendation Form – (Certified or Classified), “Continue with Selected Form” Fill out the Form and Submit

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Forwarding Applicant: Open the applicants file Top Tab “Forward to User” Click who to send the application to. A message may be put in the bottom box Ex. I’m recommending this person for Sample A Job. Click Forward to User button to send

Sending Applitrack Notice to Applicants: Choose the people you want to send the notice to through your folders or vacancy Click the box to the left of the name in the grid Click “send them an email” in the left hand margin Choose “currently checked applicants” Type your message in the pop up box. It will automatically add the name of the Applicant Check the box “copy email to public notepad. This will make a note next to the applicant to help others see that this person was interviewed. Send Message

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PROHIBITED PRE­EMPLOYMENT INQUIRIES The chart below provides general guidelines as to what may or may not be asked of an applicant as a part of the screening or interview process to select employees. The prohibitions for pre­employment inquiries are contained in the federal implementation regulations for Title IV, Title IX, Section 504 (Civil Rights Regulations), and the American with Disabilities Act. The pre­employment prohibitions include recruitment, hiring, transfers, promotions and other applicable conditions of employment. Good practice is to request only information that relates to the performance of specific job duties.

Subject What May Be Asked What May Not Be Asked

Race or Color None; Data may be collected after hiring.

Race, complexion or color, ethnic affiliation.

National Origin None. Inquiry into applicant’s ancestry, national origin, descent, parentage, or nationality. Nationality of applicant’s parents or spouse.

Sex None, except where sex is a bona­fide occupational qualification.

Marital Status Whether applicant has responsibilities or commitments which prevent him/her from meeting work schedules, if asked of all applicants.

Are you married? Application asks applicant to indicated Mr., Mrs., Ms. Where does your spouse work? What are the ages of your children, if any? Any inquiry whether the applicant is married, single, divorced, separated, engaged, widowed?

Age Are you over the age of 18? How old are you? What is your date of birth?

Name Have you ever worked for this company under a different name? Is any additional information relative to change of name, use of assumed name, or nickname necessary to enable a check on your work record? If yes, explain.

Original name of an applicant whose name has been changes by court order or otherwise. Maiden name of a married woman. If you have ever worked under another name, state name and dates.

Address Applicant’s place of residence. How long a resident of this state or city?

Photograph None, except after hiring. Requirement that an applicant affix a photograph to the employment form at anytime before hiring or at his/her option.

Birthplace/Citizenship

Can you, after employment, submit verification of your legal right to work in the United States?

Of what country are you a citizen? Whether an applicant is naturalized or native­born citizen. The date when the applicant acquired citizenship.

Language Inquiry into languages applicant speaks and writes fluently if job related. What foreign languages do

Applicant’s mother’s tongue, languages used by applicant at home, or how applicant acquired the ability to read, write, or speak a foreign language.

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you read fluently? Write fluently? Speak fluently?

Education Inquiry into the academic, vocational, or professional education of an applicant and the public and private schools attended.

Years of attendance or year of graduation.

Disabilities Following the review of the job description which lists the essential functions of a position: Are you able to perform these tasks with or without accommodation? If accommodation is necessary, please explain how you would perform the task(s) and with what accommodations.

General mental or physical condition: Do you have any disabilities? Have you ever filed a workers’ compensation claim? Have you ever been hospitalized? Have you ever seen a psychologist or psychiatrist? Are you currently taking any prescription drugs?

Relatives Names of applicant’s relatives already employed by the organization.

Names, addresses, ages, number, or other information concerning applicant’s children or other relatives not employed by the company

Military Experience Have you ever been a member of the armed forces of the U.S. or in a state militia? If so, did your military experience have any relationship to the position for which you have applied?

Inquiry into an applicant’s type or condition of discharge from the military.

Organizations Are you a member of any club, organizations, etc. (Exclude organizations, the name or character of which indicates the race, creed, color, gender, or national origin of its members)

List all the clubs, societies and lodges to which you belong.

References Who are persons that could be contacted as character and professional references for you?

Questions of applicant’s former employers or acquaintances which elicit applicant’s race, color, creed, national origin, physical disabilities, medical condition, marital status, age, gender, name of applicant’s pastor or religious leader.

Pregnancy None. Any inquiry into pregnancy, medical history of pregnancy, birth control or family plans.

Child Care None. Inquiries about child care arrangements of only female applicants.

Availability to work on weekends/evenings

Questions asked of all applicants and it is a business necessity for the person to be available to work weekends and or evenings.

Any inquiry about religious observance.

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Teacher Strengths/Concerns Grid Warren Co. R­III School District

CANDIDATE ____________________ SCREENER________________ Rank the following areas based on interview answers accordingly:

4 – Strong Evidence 3 – Some Evidence 2 – Little Evidence 1 – No Evidence

AREA 1 2 3 4 COMMENTS

Student Motivation Self Motivation Relationships

Instructional Practices Organization and Planning Curriculum Knowledge

Professionalism Parent Involvement

Classroom Management Data Analysis and Assessment

Collaboration Special Education Knowledge Experience and Training

Fit for School Climate and Culture TOTALS

TOTAL SCORE_____________

Additional Comments/Concerns: __________________________________________________________________________________________

__________________________________________________________________________________________

__________________________________________________________________________________________

__________________________________________________________________________________________

__________________________________________________________________________________________

________________________________________________________________________

Screener Signature__________________________________ Date______________

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Candidate Rating Form This is only filled out by the Administrator or Director

Candidate Names: Overall Rating

Low High

1. ___________________________ 1 2 3 4 5 2. ___________________________ 1 2 3 4 5 3. ___________________________ 1 2 3 4 5 4. ___________________________ 1 2 3 4 5 5. ___________________________ 1 2 3 4 5 6. ___________________________ 1 2 3 4 5 Additional Comments: _______________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________ _____________________ Administrator’s Signature

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Warren County R-III School District Confidentiality Agreement for Participation in the Selection

of Candidates for Vacant Positions

As a participant in the hiring process, I understand that I may be in possession of confidential information regarding applicants for vacant positions which may include both current District employees and outside applicants. This includes information regarding the identities of applicants, information derived from applications, documents, correspondence, email and electronic communications, telephone communications, video conferencing communications, and oral conversations, whether in or outside the screening/interview/selection meetings; such information shall be referred to as “Applicant Information.” Such Applicant Information shall be restricted to those who are directly involved in the process of selecting a candidate for the vacant position. I agree that I will not share or disclose Applicant Information to any person who is not directly involved in that process. I acknowledge and agree to keep all Applicant Information confidential. This includes all applicants and all candidates considered, interviewed, or presented during the hiring process. I acknowledge and understand that the information distributed and obtained by me during this interview process belongs to the School District. I further acknowledge that the applicants themselves (regardless of whether they are current Warrenton employees) have an interest in keeping their own information confidential. At the conclusion of each step of this process, I agree to deliver all written information back to the facilitator of that step. I understand and accept this promise of confidentiality as a condition of my participation in this process. I understand that any violation of the conditions of this Confidentiality Agreement may result in immediate disciplinary action, including dismissal, suspension, and/or exclusion from the process, as well as other appropriate sanctions. I understand that any violation of the conditions of this agreement will prevent me from participating in this process for any future positions as well. In addition, I acknowledge and understand that the disclosure of Applicant Information may be a violation of law. I agree to the terms of this Confidentiality Agreement and I hereby agree to accept my role in the hiring process for: Title of Vacant Position _____________________________________________________________________ Signature of Participant __________________________________________ Date ____________________ *If you have questions, concerns, or suggestions regarding the hiring process please feel free to contact the HR Department. We are always looking to improve our practices.

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Warren County R­III

385 West Veterans Memorial Parkway Warrenton, MO 63383

Dr. Jim Chandler, Superintendent Dr. Jill Schowe, Assistant Superintendent Mr. Aaron Jones, Assistant Superintendent

RECOMMENDATION FOR EMPLOYMENT

NAME: Aaron Jones

JOB TITLE: Asst. Superintendent

CERTIFICATE TYPE: K­12 Superintendent Education Leadership

EDUCATION: Specialist in Education Leadership, Missouri Baptist University

EXPERIENCE: 9 years teaching, 10 years principal, 3 years Asst Supt INTERVIEWED & RECOMMENDED BY: Dr. Chandler, Dr. Schowe 1ST DATE OF EMPLOYMENT: July 1, 2015

This Section Completed by the Human Resources Department SALARY: $ 100.00 Column 5 Step 5 Hours per Day: 200 Days per Year: 260 AUTHORIZED BY: Dr. Chandler DATE OF BOE MTG: 7/12/15

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Warren County R­III

385 West Veterans Memorial Parkway

Warrenton, MO 63383

Dr. Jim Chandler, Superintendent

Dr. Jill Schowe, Assistant Superintendent

Mr. Aaron Jones, Assistant Superintendent

RECOMMENDATION FOR TRANSFER NAME: Aaron Jones

Current Position: Basketball Coach

New Position: Baseball Coach

Additional Information: Has coached 10 years

This Section Completed by the Human Resources Department

Current position Salary: $ 555.00 Column 1 Step 1

Hours per Day: 5 Days per Year: 555

New Position Salary: $2000.00 Column 1 Step 5

Hours per Day: 5 Days per Year: 555

RECOMMENDED BY: Bobbie Spoonster

AUTHORIZED BY: Dr. Chandler

DATE OF BOE MTG: 10/12/15

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Possible script for phone calls to candidates that did not receive the job

Candidates that we call in for an interview should, when possible, receive a phone call from

administration.

Do not call before the position has been accepted.

When the position has been filled send an email to other candidates that did not interview

through Applitrack.

1.

Hello _________,

This is _______________ with the Warren Co R­III School District. We wanted to follow up with you

regarding your recent interview for the ____________ position at ______________. The committee

has chosen a different candidate at this time and they accepted the position. The board approved the

candidate at the last board meeting.

Thank you and we wish you luck in your continued search.

2.

Hello _______,

Thank you for your interest in the ___________ position at Warren Co R­III School District. We

appreciate you taking the time apply for this position.

Although we were very impressed by your credentials, we are unable to offer you a position at

this time. We will however, keep your resume in our current file for one year unless you direct us to

do otherwise. If you would like to update your application, please log in and click on the edit button.

We appreciate your interest in Warren Co School District and wish you every success in your

endeavors.

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Background Check Forms from Applitrack Admin Background check from Applitrack

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Certified Teacher Background Check from Applitrack

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Classified Background Check from Applitrack

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CLASSIFIED SALARY SCHEDULE DETAILS Each new employee would get one year on the salary schedule for each year of experience up to ten years. If the employee has more than ten years of experience, then one year on the schedule should be given for every two years of experience after ten years. Applicable Experience Guidelines for Salary Schedule Placement Administrative Assistants Experience for placement on the salary schedule will be accepted as follows: Admin Asst/Lead Admin Asst – School Administrative Assistant experience only. Central Office Admin Asst – School Administrative Assistant or Executive type Administrative Assistant experience which is defined as an Administrative Assistant with independent administrative responsibilities who assists an executive in a business firm. Examples would be but not limited to CEO, President, CFO, Business Owner, etc. Behavior Specialist Behavior Specialist will be on the teacher salary schedule and given same experience as a teacher. When/If they receive their BCBA (Board Certificate Behavioral Analyst License, they will be given an additional 5 steps. May 15 BOE meeting. Bus Drivers Experience for placement on the salary schedule will be accepted from previous route driver experience. Bus driving trips, and sub bus driving does not constitute experience for steps on the salary schedule. Custodians Experience for placement on the salary schedule will be accepted from institutional or school experience only. Institutional experience is defined as an organization, establishment, foundation, society, or the like, devoted to the promotion of a particular cause or program, especially one of a public, educational, or charitable character. Examples would be (but not limited to) school, colleges, nursing homes, day care, etc. Restaurant experience does not constitute experience for salary schedule credit. Finance Department Experience for placement on the salary schedule will be accepted as follows: Experience should relate to the position. Example: for the Accounts Payable positions, the experience should be in Accounts Payable. Food Service Department Experience for placement on the salary schedule will be accepted from institutional or school experience only. Institutional experience is defined as an organization, establishment, foundation, society, or the like, devoted to the promotion of a particular cause or program, especially one of a public, educational, or charitable character. Examples would be (but not limited to) school, colleges, nursing homes, day care, etc. Restaurant experience does not constitute experience for salary schedule credit. Latchkey Experience for placement on the salary schedule will be accepted from previous experience as a Paraprofessional or in a similar latchkey program. Maintenance Experience for placement on the salary schedule will be accepted from commercial/residential experience in the field related to the position. Examples may include but are not limited to sheet metal work in an industrial setting, electrical/plumbing, flooring, casework, mechanical experience, licensed welding, HVAC certification, licensed – A,B or C or Universal Card. Nurses

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Experience for placement on the salary schedule will be accepted from any nursing experience. Paraprofessionals Experience for placement on the salary schedule will be accepted from previous experience as a certified teacher or previous Paraprofessional experience from another school district. Parents as Teachers Experience for placement on the salary schedule will be accepted from previous Parents As Teachers positions. Speech Therapists Experience for placement on the salary schedule will be accepted from previous Public or Private institution where the person served in the role as a Speech Therapist. Speech Therapists will have a minimum of a Master Degree and DESE Certification. They will start on step 10 and will be given experience from step 10, one step for every year of experience up until the first 10 years of experience and one year of experience for every two years of experience thereafter. Substitute Substitute Administrative Assistant pay is $8.00/hour Substitute Bus Driver pay is $12.46/hour Substitute Bus Monitor pay is $8.00/hour Substitute Custodian pay is $8.00/hour Substitute Food Service pay is $8.00/hour Substitute Nurse pay is $75.04/day Substitute Paraprofessional pay is $10.00/hour ($75.00/day) Substitute Technology pay is $10.00/hour Substitute Teachers Substitute teacher pay is $10.63/hour – long term is $11.88/hour ($85/day longer term $95/day) Retired Teacher substitute teacher pay is $11.88/hour – long term is $13.13/hour $95/day – long term $105/day Long term is paid out for a job that is 10 consecutive days or more and goes back to day 1. Teachers Experience for placement on the salary schedule will be accepted from previous work from any Public or Private institution where the person served in the role as a Full Time Teacher. Extra Pay for Student Contact Hours $25.00 per hour will be given to certified teachers for any approved student contact hours. Examples will be summer school teacher, tutoring, and home bound services. Extra Pay for Curriculum Writing/Training $20.00 per hour will be given to certified teachers for any curriculum writing or teacher training. Prep time for training will be given at ½ time based on the length of the training class. Example: If a training class lasts 2 hours, 1 hour of preparation pay will be paid in addition to the 2 hour training class. Extra Pay for Full Day Additional Training: $85 per day for certified teachers (the same as substitute teacher pay). If substitute teacher pay increases, then training days will match substitute teacher pay. Extra Pay Tutoring for Students in Crisis at Tier Three Level $43.75 per day (2:45­4:30 – Tuesdays and Thursdays) for teachers and $50/day for retired teachers. Homework Help $25 per day. Monday – Thursday at the high school. Monday – Wednesday at the middle school.

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WARREN COUNTY R­III SCHOOL DISTRICT

NON­INSTRUCTIONAL DISCIPLINARY NOTICE FORM

Employee Name:______________________ Incident Date:_____________

Employee School:_____________________ Warning Date:_____________

Job Title:____________________________ Prior Warning Date:________

Type of Warning:

( ) Verbal ( ) Second Written Warning

( ) First Written Warning ( ) Final Written Warning

Description of Incident or Infraction of Policy: ________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

Action Plan: __________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

Administrator Comments: __________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

Employee Comments: __________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

I understand similar violation of company policy will be cause for further discipline up to and including termination.

Administrator Signature:_____________________________________ Date:______________

Employee Signature:________________________________________ Date:______________

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