Date Adopted: April 27, 1981
Date Revised: July 22, 1986, June 27, 1994
In its dedication to excellence in education, the Board of Education is
committed to the employment of the most qualified staff.
Upon recommendation of the Superintendent, the Board shall approve the
employment and determine responsibilities and compensation for each employee.
Any employee who is related to any member of the Board shall receive the
affirmative vote of a majority of all members of the Board other than the
member related to the applicant. Relatives shall include: father, mother,
brother, sister, husband, wife, son, daughter, stepson, stepdaughter, grandchild,
nephew, niece, first cousin, sister-in-law, brother-in-law, uncle or aunt.
The Superintendent shall report annually to the Board all assignments and
reassignments of employees made during the school year, all appointments
exempt from the policies and regulations of the Board, and on any subjects
as the Board may deem necessary and proper.
The use of applicants prior to employment approval by the Board is authorized
when necessary to maintain continuity in the educational program or meeting
emergency conditions in the operation of the School District. Retroactive
employment shall be recommended at the next regular meeting of the Board.
a. State of Pennsylvania certification where such certification is required.
Appointments to positions are to be made from eligibility lists compiled
in score order as the result of examinations. When a vacancy exists, the
Office of Human Resources shall certify the top three names on the eligibility
list. The Superintendent shall select one of the three.
Appointments of personnel shall be made on merit without regard to race,
creed, color, national origin, sex, sexual orientation, marital status,
or membership in an employee organization.
An employee's deliberate misstatement of fact essential to qualifications
for employment or determination of salary shall be considered as grounds
All prospective employees must provide the Office of Human Resources:
b. Form SPR-164 "Request for Criminal History Record Information" which
has been completed by the Pennsylvania State Police. If the applicant is
not a resident of Pennsylvania, s/he must also provide an FBI fingerprint
card completed by the FBI.
a) Deputy superintendents, associate superintendents, regional superintendents,
directors of departments responsible directly to the Superintendent or
any deputy superintendent, and such personal assistants as the Superintendent
The School District shall consider the criteria set forth below to establish
whether an applicant's prior conviction(s) is(are) job-related. A conclusion
that a conviction is job related shall result in the rejection of an applicant.
The nature, number and circumstances of the offense(s) for which the applicant
The nature of the position for which the applicant is applying;
The length of time between the conviction(s) and the job application;
The individual's employment history, including work record;
The individual's efforts for rehabilitation.
The Superintendent shall develop procedures for the recruitment, screening
and recommendation of candidates for employment in accordance with the
following guidelines: candidates of good moral character who possess the
following attributes: successful educational training and experience, scholarship,
and intellectual vigor, appreciation of children, good physical health,
emotional and mental maturity and stability.
Staff vacancies which represent opportunities for professional advancement
or diversification shall be made known to District personnel as well as
non-District so that they may apply for such positions.
Screening procedures shall be used, as necessary, to determine the candidate's
ability to perform the tasks for which the candidate is being considered.
Recommendations from former employers and others as may be of assistance
in assessing the candidate's qualifications shall be sought. Such records
shall be retained confidentially and for official use only.
All employees, regardless of position, must be fingerprinted and photographed
for identification purposes. All information shall be kept confidential.
The identification card shall serve to admit employees to the various school
buildings in the course of their duty assignments.
Candidates shall be recruited and recommended in accordance with Board
policy as well as state and federal law. The Office of Human Resources
shall make appointments on merit without regard to race, religion, color,
national origin, sex, sexual orientation, marital status, or membership
in an employe organization.
Exception to this policy shall be made for the following:
b) Persons employed by contract to perform special services for the
District where the Superintendent certifies that such services cannot be
performed by District employees.
c) Persons temporarily appointed or designated to make or conduct a
special inquiry or study, or to perform a special service of a unique character
which cannot or should not be performed by District employees.
Physical examinations shall be required of all employees as follows:
3.131 Prior to employment by a licensed physician designated by the
A tuberculosis examination upon initial employment and every two years
Results of these examinations shall be made known to the Superintendent
on a confidential basis, discussed with the employee, and made part of
the employee's record.
When an employee is found to be unfit to perform duties assigned by the
District because of physical or mental condition, the employee may be transferred
to an available position for which s/he is qualified upon the recommendation
of the Superintendent and in accordance with Board Policy and collective
Board of Education Policy No. 101
Board Resolution, June 22, 1981
State School Code, SS 1106, 1142, 1146, 1111, 1201, 1418, 28:SS23.43
Home Rule Charter, 12-401, 12-308
P. L. 93-318, Title IX