Procedures for Employment

1. All individuals interested in employment in HISD must complete the application process.
2. As time permits, applicants will be screened under the direction of the Deputy Superintendent of Instruction, Accountability and Personnel, to form a pool of qualifiedapplicants. A specialized, research-based interviewing process will be used and proper documentation will be kept for reference.
3. A Notice of Position Vacancy Form (See FORMS #P-9) is sent to the Deputy Superintendent for approval before a job vacancy is posted.
4. After the Notice of Position Vacancy is processed, the Position Vacancy will be posted for a period of ten days for any position requiring a certificate of license. NOTE: It is not required to post a position for a minimum of 10 days in the following circumstances:
• A vacant position that "affects the safety and security of students" as determined by the Board Policy (DC Local).
• A position that becomes vacant “during the school year” for a “teacher” that the district “must fill in less than 10 school days”. The district is required to post the position but does not have to wait 10 school days before filling the position.
5. Interested individuals may request to have their applications pulled for consideration. Employees of the district must submit a written request to the Personnel Specialist for consideration of transfer.
6. The Deputy Superintendent or Principal may recruit individuals to apply for positions based upon critical needs, specialized areas of expertise, and/or a shortage of possible candidates for position(s) being filled.
7. The administrator or program director supervisor will have the responsibility of forming an interview team when a vacancy occurs. This team will consist of individuals who are most likely to work with the person in the position being filled. The Deputy Superintendent will form interview teams for Administration positions. The Deputy Superintendent will form interview teams for Administration positions.
8. The Administrator, Program Director, or Supervisor will be in charge of screening and selecting applicants to be scheduled for interviews.
9. The Personnel Specialist will contact applicants and schedule the interviews.
10. Telephone references will be checked by the team chairperson, or his designee. The chairperson of the interview team will make the final determination about this step.
11. Applicants are interviewed using a specialized, research-based interviewing and scoring process.
12. The SBDM makes recommendations regarding finalist selection to the Administrator in charge. The Deputy Superintendent, Principal, or Director in charge of the team makes the final recommendation to the Superintendent.
13. The Personnel Recommendation Form (See FORMS #Per-7) is completed by the chairperson and signed by each team member. This form, plus all documentation, is given to the Personnel Specialist.
14. The Personnel Specialist administers the criminal background check.
15. The Deputy Superintendent completes the form by adding the salary, contracted days and payroll account codes. This information is discussed and confirmed, only as a recommendation, with the Payroll Specialist.
16. The Personnel Specialist is responsible for scheduling the recommended applicants, in some positions, to visit with the Deputy Superintendent and Superintendent before the interviewing process is considered complete. The salary and benefits will be discussed at this time. This interview must be done prior to the board meeting.
17. The Personnel Specialist insures that all paper work on the recommended applicant is completed.
18. The Personnel Specialist writes the personnel recommendations for the board book.
19. The Superintendent recommends all professional employees to the Board of Trustees.
20. After board approval, the applicant is contacted by the Personnel Specialist and a time is scheduled for the remaining paperwork to be completed.
21. The Campus Principal, Director, or Supervisor will notify all applicants who were interviewed and not hired.