MANAGEMENT RECRUITMENTMANAGEMENT RECRUITMENTAND

SELECTION PROCESS

JANUARY 13, 2009

RUTH G. PESHKOFF, ASSISTANT SUPT.HUMAN RESOURCES

To improve the recruitment and selection pprocess used to staff leadership positions

throughout the District.

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Ensure fair, competitive, transparent process.

Ensure most highly qualified candidate is l dselected.

Ensure input/participation of key stakeholders.

Focus on attracting a rich, diverse applicant pool.

Ensure confidentiality for all applicants.

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Planning with Hiring Managerg g g

Posting

Screening

First Level Panel Interview

Reference Checking

W iti S lWriting Sample

Final Interview

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Human Resources representative and hiring d l i f i f imanager to develop information for posting.

Timelines, roles and responsibilities are agreed upon.

Posting to the following:Posting to the following:District Web Site Sacramento BeeEd-Join Trade PublicationsSearch Soft Monster.comEd Cal Craig’s List

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Initial screening by Human Resources for minimum credentials/requirementsminimum credentials/requirements.

Double screening by Human Resources and hiring manager using following criteria:hiring manager using following criteria:

Administrative Application PacketLetter of IntentResumeResumeCredential (Areas of Certification)Reference LettersEducational Level/Leadership TrainingEducational Level/Leadership TrainingAdministrative ExperienceProfessional GrowthOverall ImpressionOverall Impression

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Determine top ranking 8-10 candidates.Human Resources representative and hiring p gmanager review:

unique aspects of position, key competencies h t i ti f hi h f i did tcharacteristics of a high performing candidate.

Interview questions developed.H R di i i lHuman Resources coordinates interview panel.

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f fl hMinimum of 5, reflecting as much diversity as possible.

Human Resources representativeHuman Resources representativeHiring managerSite administrator(s)SJTA d SJPEC t ti ( )SJTA and SJPEC representative(s)Parent(s)Teacher(s)Classified representative(s)Subject matter/Technical expertise

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H R d i i l d i iHuman Resources administrator leads interview panel.Panel members briefed on their responsibilitiesPanel members briefed on their responsibilities.Panel members review job requirements, interview questions, and “best fit” answers.Panelists review each candidate’s application materials.Panelists complete interview evaluation forms.Panelists rank candidates.

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ll d d l d b f hScores are tallied and panel debriefs the strengths and weaknesses of the candidates.

Advisory recommendation is made to:Advisory recommendation is made to:Advance 2-3 candidates to final level, orRecommend that job be reposted.

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d fHuman Resources contacts current and former supervisors.

Human Resources contacts other referencesHuman Resources contacts other references provided and by inference, may contact former colleagues in other districts.

On site visits may be arranged on a case-by-case basis.

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d d l d lCandidate completes timed writing sample.

Candidate is interviewed by Superintendent and cabinet level administrator(s)cabinet level administrator(s).

Results in offer of employment or reposting of positionposition.

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l d d d ff d bSelected candidate is offered position by Human Resources.

Salary is negotiated by Human ResourcesSalary is negotiated by Human Resources.

Candidate is confirmed by Board of Education.

Pre-employment processing is completed.

Newly appointed candidate is introduced at the y ppnext board meeting.

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