Administrative Procedure 400

STAFF RECRUITMENT

Background

The employment of qualified professional and support personnel is one of the most important factors in providing excellent educational opportunities for students in the School. To this end, every effort will be made to recruit the best possible candidate for each position in harmony with the following procedures.

Procedures

1. General Screening for Hiring
1.1 All candidates are subject to an intervention record check pursuant to the Child, Youth and Family Enhancement Act and a criminal record check.
1.2 The Superintendent is responsible for the advertising of staff vacancies. The Superintendent may choose not to advertise certain vacancies at his/her discretion.
1.3 Applications for all advertised positions in the School shall be sent to the Superintendent.
1.4 The best applicant, as determined by the Superintendent, shall have first priority at the position, unless that hiring would violate Administrative Procedure 401 – Nepotism.
1.5 In the event a vacancy arises for a position that was previously advertised within the past six (6) months, the Superintendent has the option of making the selection from the original applicants instead of re-advertising for the position.
2. Instructional Staff (Certificated Teachers, Educational Assistants)
2.1 The Superintendent, in consultation with the Principal, shall be responsible for developing the selection criteria.
2.2 The Superintendent shall establish and chair an interview panel, composed of the Superintendent, member(s) of the school staff and other members as deemed appropriate by the Superintendent.
2.3 The interview panel, excepting the Superintendent, serves in an advisory role, and the final decision and appointment will be made by the Superintendent.
3. Support Staff (Non-Teaching)
3.1 The hiring of support staff shall be the responsibility of the Superintendent in consultation with the immediate supervisor over the area for which the staff member is being hired.
3.2 The Superintendent shall establish, in consultation with the appropriate supervisor, the selection criteria for all non-teaching support staff.                                                                                                          3.3 The Superintendent will establish and chair an interview panel consisting of the immediate supervisor and any
others as deemed appropriate by the Superintendent. The interview panel, excepting the Superintendent,
serves in an advisory role, and the final decision and appointment will be made by the Superintendent.
4. Substitute Instructional (Day-to-Day) Staff
4.1 The approval of substitute instructional staff shall be the responsibility of the Superintendent in consultation with
the immediate supervisor over the area for which the staff member is being hired.
4.2 The Superintendent shall establish, in consultation with the appropriate supervisor, the selection criteria for all
substitute instructional staff.
4.3 The day-to-day hiring of approved substitute personnel, whether instructional or non- instructional, shall be the
responsibility of the Principal.
5. Offers of Employment
5.1 Offers of employment for instructional staff and support staff positions shall be the responsibility of the
Superintendent.

References: Section 25, 26, 33, 52, 53, 55, 68, 196, 197, 198, 199, 203, 205, 222, 225 Education Act
Child, Youth and Family Enhancement Act

Administrative Procedure 400 Appendix

CRIMINAL RECORD AND CHILD INTERVENTION RECORD CHECKS

Background

It is important to provide a safe and secure environment for students and staff. As a matter of due diligence, all staff, including substitutes, employees and volunteers will be subject to a screening process through appropriate record checks and other references.

Procedures

1. The screening process for new employees will include a current (within six (6) months) Criminal Record Check and a Child Intervention Record Check. These record checks will be at the expense of the prospective employee.
2. All staff, employees and volunteers are required to provide updated Criminal Record and Child Intervention Record Checks every five (5) years. A record that is older than five years is considered not current.
3. When an employee is charged with or convicted of an offense, under the Criminal Code of Canada, the Controlled Drugs and Substances Act, the Child Youth and Family Enhancement Act or similar legislation, the employee is required to immediately inform the Superintendent. A written explanation may accompany the notification.
4. An employee who is subject to any prohibitions, restrictions or orders; including but not limited to probation, recognizance or similar orders; issued or imposed by the court, a law enforcement agency or other government agency, that restrict or forbid the employee from having contact with minor children or that are otherwise relevant to the position held by the employee, shall immediately inform the Superintendent of such limitations.
5. Failure by an employee to notify the Superintendent as required under this Administrative Procedure may justify termination of the employee’s employment with the School.
6. The Superintendent may require an employee to provide a current (within six (6) months) Criminal Record Check and/or Child Intervention Record Check at any time during the employment period.

Legal Reference: Section 25, 26, 33, 52, 53, 197, 222 Education
Act Alberta Human Rights Act
Child, Youth and Family Enhancement Act
Freedom of Information and Protection of Privacy Act Personal Information Protection Act
Teaching Profession Act
Controlled Drugs and Substances Act Criminal Code
Criminal Records Act Food and Drugs Act