Hiring Process Guide
Revised 10192016
Monroe Public School Hiring Process Guide Page 2
Monroe Public Schools
Mission Statement The mission of the Monroe Public Schools is to prepare students to be citizens in a world where they can make positive contributions to the diverse
and global communities in which they learn live and work
Belief Statement We believe that recruitment and retention of highly qualified employees with determination and drive create a positive and effective 21
st Century
learning environment for our students
Goal Statement Monroe Public Schools will maximize student success by hiring training and retaining the most highly effective professional staff
This resource book has been prepared to guide hiring practices in the district It presents the varied aspects of the hiring process
in a standardized and organized format Included is the on-line documentation process for the various phases of the hiring and
interviewing
Over the past several years legislation has been enacted requiring diligent efforts on the part of the employer to provide fair and
equal representation for the applicant during the interviewing and hiring process The guidelines and documentation provided
in this booklet when properly implemented will enable the District to work within State and Federal mandates throughout the
hiring process
Monroe Public School Hiring Process Guide Page 3
Hiring Process
OPENING OCCURS (Retirement or Resignation)
Complete Employee Separation Form on Applitrack
POSTING A POSITION
Create a New Requisition on Applitrack
Posting a Position Internal Posting
When a position becomes available the initiating administrator will complete the Employee Separation form originating
on Applitrack (wwwapplitrackcom) and send to Assistant Superintendent any employee documentation
Positions are posted internally for the timeframe determined per negotiations by each employee group as follows
Employee Group Posting Timeframe
Administrators 10 days
Teachers 10 days
Paraprofessionals 5 days
Secretaries 5 days
Librarians 5 days
School Nurses 5 days
Custodians 10 days
External Posting
Placement of advertising depends upon the type of vacancy being advertised For example permanent certified
positions are advertised over a broader base than most non-certified positions
The most common advertising sources include
Certified
Monroe Website
CEA Website
CTREAP
Professional Organization
Non-Certified
Monroe Website
Weekly Publications
Monroe Public School Hiring Process Guide Page 4
APPLICATION PROCESS
Applicants inquiring about the application process may be directed to the Monroe website at wwwmonroepsorg
On the Human Resourcesrsquo page all applicants must complete the Online Application
Directions on required documentation as well as the ability to print our applications both certified and non-certified are then made
available
Applicant Paper Screening (Certified Employees) Check Applitrack for candidates for the position
If an application packet is reviewed again for another position Applicant Application Screening Form in Applitrack will
provide the administrator with key information thus saving additional time and effort in the screening process
Complete the Rating Sheet for Applicant Application Screening Form in Applitrack for
each application
EMPLOYMENT INTERVIEW
There are two (2) interviews ndash initial and final interviews
o The initial interview should be conducted after a thorough application review This interview is conducted by the principal using
the guidelines in the chart below
o The second interview is designed to interview the top candidates from the first interview and will include the superintendent on
this interview
The chart below describes the guidelines for number of interviewees and the interview committeesrsquo memberships
Superintendent
PrincipalsAssistant
PrincipalsAssistant
Directors
District Directors
AssistantsAssistant
Principals
Teacher Position
Other School Personnel
(ie para custodian
etc)
Initial Interview
Personnel
Committee of
BOE 1 Parent
1 Teacher 1
Admin
Superintendent
Assistant Super BOE
Member 1 Parent 1
Teacher 1 Admin
Superintendent
Assistant Super
Principal BOE
Member 1 Parent1 1
Teacher Admin
Principal amp 3 Teachers
(2 from the Depart or
grade level) district
admin parent and
student (where
possible)
Principal 1 Admin
Other school personnel
of interviewees TBD 5 interviewees 5 interviewees 5 interviewees 3 interviewees
Monroe Public School Hiring Process Guide Page 5
CLASSROOM OBSERVATION CHECKLIST (Classroom Certified Employees)
Use of the classroom observation depends upon the position the number of applicants and timing factors
If observations are conducted the use of the Classroom Observation Checklist on Applitrack will provide a consistent and universal
rating form which will also provide support for any legal repercussions
Complete the Classroom Observation Checklist for each observation
Superintendent
PrincipalsAssistant
PrincipalsAssistant
Directors
District Directors
AssistantsAssistant
Principals
Teacher Position
Other School Personnel
(ie para custodian
etc)
Second
Interviews
Principal
Personnel
Committee of
BOE 1 Parent1
1 Teacher 1
Admin
Superintendent
Assistant Super BOE
Member 1 Parent 1
Teacher 1 Admin
Superintendent
Assistant
Superintendent
Principal BOE
Member 1 Parent
Teacher Admin
Principal amp 3 Teachers
(2 from the Depart or
grade level) parent and
student (where
possible) Directors
Superintendent
Principal 1 Admin
Other school personnel
of interviewees TBD 3 interviewees 3 interviewees 3 interviewees 1 interviewees
Interview Analysis Sheets on Applitrack to be completed for each interview
APPLICANT REFERENCE CHECK
With the passage of Public Act 01-173 checking references is a requirement A documented good faith effort to contact previous
employers as part of the hiring process must be made
A minimum of two to three references should be contacted
Use the Reference Check Form on applitrack to document reference check
NEW HIRE FORM
Complete the New Hire Form in Applitrack
Once the New Hire Form is completed an interview will be set up by HR
Once all of the new hire paperwork is completed the building principal will be notified that the employee can start work
Monroe Public School Hiring Process Guide Page 6
APPENDIX
Steps to Use Applitrack Pages 7-10
Monroe BOE Policies on Hiring Pages 11-12
Forms found on Applitrack
Employee Separation Form Page 13
Requisition Form Page 14
Applicant Paper Screening Form Page 15
Interview Analysis Sheet Page 16
Classroom Observation Checklist Page 17
Reference Check Form Page 18
New Hire Form Page 19
Monroe Public School Hiring Process Guide Page 7
The Steps to Use Applitrack
1 Complete an Employee Separation Form On the home tab search for the employee that is taking a leave or retiring or resigning in the search box on the top right of page
Type in the name of the Employee and search the names
Once the employee page has been found click on ldquoFill Out a New Formrdquo at the bottom of the page
Check the box next to ldquoEmployee Separation Form with Workflowrdquo and click ldquoContinue with Selected Formsrdquo at bottom of page
Click on submit Form
2 Posting a Position Click on Job posting Tab
Click on Create a New Requisition (on left hand side)
Click on a Template
Click on Human Resources
Place in the Position Title in the Title section
Select Position Type with down arrow
Select Location with down arrow
Complete the Requisition Section
Complete the Display Info Section ndash click on Depends on InternalExternal
Click on based on Schedule for Internal amp External if you are posting the position Internally amp Externally (Note if you are only
posting internally just click on Based on Schedule for Internal Applicants)
Place in the date ranges you would like to have the position posted for excluding weekends
Place in the position start date if you have one or leave blank
Place in the application deadline if you have one or leave blank
Note No action required on AppliTrack Status or Selection Pipeline
Office Use Only ndash Click newly created position or vacancy is to find a replacement
Note Section ndash place in additional comments you would like to share with others
Fiscal Year ndash complete the section to read for example 2011-2012
Note No action required on remainder of page
Click Save amp Next
Complete the next screen with the following information Description
Job Summary
Qualifications Working Conditions
Monroe Public School Hiring Process Guide Page 8
Application Procedure Apply online
Selection Procedure Click Save (bottom of page right hand side)
Then click on Approval Process Tab
Click on Save (bottom of page right hand side)
Click on Submit Requisition (top left hand side)
3 View Applications Log into Applitrack
From the Home page click on Find Applications
Go to the Job Posting Tab
Click on List All Postings (On left hand side third from bottom)
Scroll down to category the position would be under
Click on the line under the position name (it should place to red lines above and below)
Click on the Job ID Number
Click on the Posting Tools Tab
Click on View All Applicants (to see all applicants that have applied for this position)
or
Click on View All Applicants (to see Only Applicants that have submitted their application for this position)
4 Manage the applications Send an email to all or some of the applicants You may want to email them and let them know that the position is filled or provide
them with more information about the job
Click on the Batch Actions amp tools on the left side of the applications
Monroe Public School Hiring Process Guide Page 9
You can do a lot of things from this area
Send an email Check the boxes of the applicants that you want to send the email
Once you ldquoChoose who you would like to send an email tordquo ndash a email box will appear
and you can write an email to the checked applicants These messages are
individualized to the specific candidate
Print all documents Once you select this option you can select any or all of the
documents from the candidate that you want to print You can also print a single
applicantrsquos documents from their application page
Mark with Notes You can put in a note for any employee so other administrators can
see the info An example may be that the applicant ldquohas another jobrdquo This note shows
up next to each applicant
Schedule an Interview This is a wonderful tool to schedule interviews for those
applicants you wish to interview for the position
1 Check those applicants who you wish to interview
2 Create new interview series ndash choose General Recruiting
3 Complete the series details ndash uncheck the Enable automatic phone interview
4 Add New Session to manage times location and to send a message
You can add additional sessions for as many applicants
5 You can invite others to the interviews and you can add interview questions
6 Once you save and finish an email will be sent to the applicant to pick a time
You can also schedule an single applicant for an interview from their application page
Monroe Public School Hiring Process Guide Page 10
5 Paperwork Once you have completed the initial and second interview and the classroom observation you need to complete the reference
check using the reference check on Applitrack
Go the specific applicantrsquos application by clicking on the ldquoopenrdquo
tag next to the name
Go to the bottom of the application and click
On ldquoFill Out a New Formrdquo
Choose the form from the new screen For the reference check
you check Reference Check and click on ldquocontinue with Selected Formsrdquo Once you complete the form Click on
Submit Form
Once you have completed the initial and second interview the classroom observation and the reference check AND you and
the superintendent have offered the position to the candidate you need to complete the New Hire Form with Workflow using
the form on Applitrack
Go the specific applicantrsquos application by
clicking on the ldquoopenrdquo tag next to the name
Go to the bottom of the application and click
On ldquoFill Out a New Formrdquo
Choose the form from the new screen For the new Hire form you New Hire Form with Workflow and click on ldquocontinue
with Selected Formsrdquo Once you complete the form Click on Submit Form
Once all of the new hire paperwork is completed the building principal will be notified that the employee can start work
Monroe Public School Hiring Process Guide Page 11
6 Emergency Hiring Procedure
There will be times when it becomes necessary to hire someone to fill a vacancy and not follow
the regular procedures
The Administrator will meet with the Assistant SuperintendentSuperintendent to discuss the
need for an emergency hire
In the case of an emergency hire the following steps must still be followedrdquo
1 Applicant must complete an on-line application
2 An interview with at least one other administrator must be conducted
3 The superintendent must meet the candidate to offer the position
4 All paperwork including background checks must be completed before the candidate
can begin work
5 An orientation meeting with the Assistant Superintendent must be schedule within the
first 2 weeks of working
Monroe Public School Hiring Process Guide Page 12
Monroe Board of Education Policy 4111
Personnel -- CertifiedNon-Certified
Recruitment and Selection
The Board of Education recognizes the diversity of the people who live in this school district and believes that this diversity should have an
important bearing on all aspects of the school systems activities
The Board of Education believes it is especially important that this diversity of population be recognized in the recruitment hiring promotion and
assignment of personnel
The Board of Education will implement an affirmative action plan and actively seek minority applicant for all open positions in the District
The schools shall engage in fair and sound personnel practices in the appointment of all school system employees The administration shall be
responsible for establishing recruitment selection and appointment procedures No advertisement of employment opportunities may by intent or
design restrict employment based upon discrimination as defined by law
The Superintendent of Schools shall be responsible for developing specific recruiting procedures and appropriate interviewing and evaluation
instruments to implement the Boardrsquos policy All such procedures and instruments shall comply with federal and state requirements
(cf 0521 ndash Affirmative ActionNondiscrimination) (cf 4111142111 ndash Affirmative Action)
Legal Reference Connecticut General Statutes
10-151 Employment of teachers Notice and hearing on termination of or failure to renew con-tract Appeal Definitions
10-153 Discrimination on account of marital status
10-155f Residency requirement prohibited
46a-60 Discriminatory employment practices prohibited
Title VII Civil Rights Act as amended by Title IX Equal Employment Opportunity Act 1972
Policy adopted October 18 2004
Personnel -- CertifiedNon-Certified
Recruitment and Selection
In the employment of teachers and other certified personnel special consideration is given to professional training teaching experience and personal
characteristics desirable in good teachers
Monroe Public School Hiring Process Guide Page 13
Each candidate will
1 Submit evidence of meeting the certification requirements of the state
2 Submit an official college transcript to the personnel office
3 Submit a record of teaching and other work experience to the personnel office Salary increments are based upon years of creditable
service
4 Appear unless unusual hardship prevents for a personal interview
The Superintendent will ensure that all employee manuals or handbooks are in compliance with federal law and include
The education and experience required of all new instructional employees
Any credentials that current instructional employees must acquire
A timetable for the satisfaction of any new requirements
The consequences for employees who fail to comply
All employees are to be advised of the revisions of the handbooks or manuals and of any implications for existing personnel
The Superintendent will ensure that parentsguardians of students in Title I schools are informed of their right to know the professional qualifications
of their childrsquos teacher and will describe where and how this information may be obtained The Superintendent will monitor Title I schools to ensure
that parentsguardians of all students are notified when those students are taught for 4 or more consecutive weeks by a teacher who is not highly
qualified as defined by law
Staffing patterns will be reviewed annually to ensure that poor and minority students are not at higher rates than are other children in the district
taught by inexperienced unqualified or out-of-field teachers If such patterns are noted strategies to correct the problem will be developed
Legal Reference Connecticut General Statutes
10-145 Certificate necessary to employment
10-151 Employment of teachers
10-153a to 10-153n Rights concerning professional organization and negotiations
PA 94-221 An Act Concerning School Discipline and Security
20 USCA sect6311(h)(6)(A) ndash No Child Left Behind Act
Regulation approved October 18 2004
Monroe Public School Hiring Process Guide Page 14
Employee Separation Form (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 15
Job Requisition Form (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 16
Interview Analysis Sheet (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 17
Applicant Paper Screening Rating Form (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 18
Classroom Observation Checklist (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 19
Reference Check Form (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 20
New Hire Form (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 2
Monroe Public Schools
Mission Statement The mission of the Monroe Public Schools is to prepare students to be citizens in a world where they can make positive contributions to the diverse
and global communities in which they learn live and work
Belief Statement We believe that recruitment and retention of highly qualified employees with determination and drive create a positive and effective 21
st Century
learning environment for our students
Goal Statement Monroe Public Schools will maximize student success by hiring training and retaining the most highly effective professional staff
This resource book has been prepared to guide hiring practices in the district It presents the varied aspects of the hiring process
in a standardized and organized format Included is the on-line documentation process for the various phases of the hiring and
interviewing
Over the past several years legislation has been enacted requiring diligent efforts on the part of the employer to provide fair and
equal representation for the applicant during the interviewing and hiring process The guidelines and documentation provided
in this booklet when properly implemented will enable the District to work within State and Federal mandates throughout the
hiring process
Monroe Public School Hiring Process Guide Page 3
Hiring Process
OPENING OCCURS (Retirement or Resignation)
Complete Employee Separation Form on Applitrack
POSTING A POSITION
Create a New Requisition on Applitrack
Posting a Position Internal Posting
When a position becomes available the initiating administrator will complete the Employee Separation form originating
on Applitrack (wwwapplitrackcom) and send to Assistant Superintendent any employee documentation
Positions are posted internally for the timeframe determined per negotiations by each employee group as follows
Employee Group Posting Timeframe
Administrators 10 days
Teachers 10 days
Paraprofessionals 5 days
Secretaries 5 days
Librarians 5 days
School Nurses 5 days
Custodians 10 days
External Posting
Placement of advertising depends upon the type of vacancy being advertised For example permanent certified
positions are advertised over a broader base than most non-certified positions
The most common advertising sources include
Certified
Monroe Website
CEA Website
CTREAP
Professional Organization
Non-Certified
Monroe Website
Weekly Publications
Monroe Public School Hiring Process Guide Page 4
APPLICATION PROCESS
Applicants inquiring about the application process may be directed to the Monroe website at wwwmonroepsorg
On the Human Resourcesrsquo page all applicants must complete the Online Application
Directions on required documentation as well as the ability to print our applications both certified and non-certified are then made
available
Applicant Paper Screening (Certified Employees) Check Applitrack for candidates for the position
If an application packet is reviewed again for another position Applicant Application Screening Form in Applitrack will
provide the administrator with key information thus saving additional time and effort in the screening process
Complete the Rating Sheet for Applicant Application Screening Form in Applitrack for
each application
EMPLOYMENT INTERVIEW
There are two (2) interviews ndash initial and final interviews
o The initial interview should be conducted after a thorough application review This interview is conducted by the principal using
the guidelines in the chart below
o The second interview is designed to interview the top candidates from the first interview and will include the superintendent on
this interview
The chart below describes the guidelines for number of interviewees and the interview committeesrsquo memberships
Superintendent
PrincipalsAssistant
PrincipalsAssistant
Directors
District Directors
AssistantsAssistant
Principals
Teacher Position
Other School Personnel
(ie para custodian
etc)
Initial Interview
Personnel
Committee of
BOE 1 Parent
1 Teacher 1
Admin
Superintendent
Assistant Super BOE
Member 1 Parent 1
Teacher 1 Admin
Superintendent
Assistant Super
Principal BOE
Member 1 Parent1 1
Teacher Admin
Principal amp 3 Teachers
(2 from the Depart or
grade level) district
admin parent and
student (where
possible)
Principal 1 Admin
Other school personnel
of interviewees TBD 5 interviewees 5 interviewees 5 interviewees 3 interviewees
Monroe Public School Hiring Process Guide Page 5
CLASSROOM OBSERVATION CHECKLIST (Classroom Certified Employees)
Use of the classroom observation depends upon the position the number of applicants and timing factors
If observations are conducted the use of the Classroom Observation Checklist on Applitrack will provide a consistent and universal
rating form which will also provide support for any legal repercussions
Complete the Classroom Observation Checklist for each observation
Superintendent
PrincipalsAssistant
PrincipalsAssistant
Directors
District Directors
AssistantsAssistant
Principals
Teacher Position
Other School Personnel
(ie para custodian
etc)
Second
Interviews
Principal
Personnel
Committee of
BOE 1 Parent1
1 Teacher 1
Admin
Superintendent
Assistant Super BOE
Member 1 Parent 1
Teacher 1 Admin
Superintendent
Assistant
Superintendent
Principal BOE
Member 1 Parent
Teacher Admin
Principal amp 3 Teachers
(2 from the Depart or
grade level) parent and
student (where
possible) Directors
Superintendent
Principal 1 Admin
Other school personnel
of interviewees TBD 3 interviewees 3 interviewees 3 interviewees 1 interviewees
Interview Analysis Sheets on Applitrack to be completed for each interview
APPLICANT REFERENCE CHECK
With the passage of Public Act 01-173 checking references is a requirement A documented good faith effort to contact previous
employers as part of the hiring process must be made
A minimum of two to three references should be contacted
Use the Reference Check Form on applitrack to document reference check
NEW HIRE FORM
Complete the New Hire Form in Applitrack
Once the New Hire Form is completed an interview will be set up by HR
Once all of the new hire paperwork is completed the building principal will be notified that the employee can start work
Monroe Public School Hiring Process Guide Page 6
APPENDIX
Steps to Use Applitrack Pages 7-10
Monroe BOE Policies on Hiring Pages 11-12
Forms found on Applitrack
Employee Separation Form Page 13
Requisition Form Page 14
Applicant Paper Screening Form Page 15
Interview Analysis Sheet Page 16
Classroom Observation Checklist Page 17
Reference Check Form Page 18
New Hire Form Page 19
Monroe Public School Hiring Process Guide Page 7
The Steps to Use Applitrack
1 Complete an Employee Separation Form On the home tab search for the employee that is taking a leave or retiring or resigning in the search box on the top right of page
Type in the name of the Employee and search the names
Once the employee page has been found click on ldquoFill Out a New Formrdquo at the bottom of the page
Check the box next to ldquoEmployee Separation Form with Workflowrdquo and click ldquoContinue with Selected Formsrdquo at bottom of page
Click on submit Form
2 Posting a Position Click on Job posting Tab
Click on Create a New Requisition (on left hand side)
Click on a Template
Click on Human Resources
Place in the Position Title in the Title section
Select Position Type with down arrow
Select Location with down arrow
Complete the Requisition Section
Complete the Display Info Section ndash click on Depends on InternalExternal
Click on based on Schedule for Internal amp External if you are posting the position Internally amp Externally (Note if you are only
posting internally just click on Based on Schedule for Internal Applicants)
Place in the date ranges you would like to have the position posted for excluding weekends
Place in the position start date if you have one or leave blank
Place in the application deadline if you have one or leave blank
Note No action required on AppliTrack Status or Selection Pipeline
Office Use Only ndash Click newly created position or vacancy is to find a replacement
Note Section ndash place in additional comments you would like to share with others
Fiscal Year ndash complete the section to read for example 2011-2012
Note No action required on remainder of page
Click Save amp Next
Complete the next screen with the following information Description
Job Summary
Qualifications Working Conditions
Monroe Public School Hiring Process Guide Page 8
Application Procedure Apply online
Selection Procedure Click Save (bottom of page right hand side)
Then click on Approval Process Tab
Click on Save (bottom of page right hand side)
Click on Submit Requisition (top left hand side)
3 View Applications Log into Applitrack
From the Home page click on Find Applications
Go to the Job Posting Tab
Click on List All Postings (On left hand side third from bottom)
Scroll down to category the position would be under
Click on the line under the position name (it should place to red lines above and below)
Click on the Job ID Number
Click on the Posting Tools Tab
Click on View All Applicants (to see all applicants that have applied for this position)
or
Click on View All Applicants (to see Only Applicants that have submitted their application for this position)
4 Manage the applications Send an email to all or some of the applicants You may want to email them and let them know that the position is filled or provide
them with more information about the job
Click on the Batch Actions amp tools on the left side of the applications
Monroe Public School Hiring Process Guide Page 9
You can do a lot of things from this area
Send an email Check the boxes of the applicants that you want to send the email
Once you ldquoChoose who you would like to send an email tordquo ndash a email box will appear
and you can write an email to the checked applicants These messages are
individualized to the specific candidate
Print all documents Once you select this option you can select any or all of the
documents from the candidate that you want to print You can also print a single
applicantrsquos documents from their application page
Mark with Notes You can put in a note for any employee so other administrators can
see the info An example may be that the applicant ldquohas another jobrdquo This note shows
up next to each applicant
Schedule an Interview This is a wonderful tool to schedule interviews for those
applicants you wish to interview for the position
1 Check those applicants who you wish to interview
2 Create new interview series ndash choose General Recruiting
3 Complete the series details ndash uncheck the Enable automatic phone interview
4 Add New Session to manage times location and to send a message
You can add additional sessions for as many applicants
5 You can invite others to the interviews and you can add interview questions
6 Once you save and finish an email will be sent to the applicant to pick a time
You can also schedule an single applicant for an interview from their application page
Monroe Public School Hiring Process Guide Page 10
5 Paperwork Once you have completed the initial and second interview and the classroom observation you need to complete the reference
check using the reference check on Applitrack
Go the specific applicantrsquos application by clicking on the ldquoopenrdquo
tag next to the name
Go to the bottom of the application and click
On ldquoFill Out a New Formrdquo
Choose the form from the new screen For the reference check
you check Reference Check and click on ldquocontinue with Selected Formsrdquo Once you complete the form Click on
Submit Form
Once you have completed the initial and second interview the classroom observation and the reference check AND you and
the superintendent have offered the position to the candidate you need to complete the New Hire Form with Workflow using
the form on Applitrack
Go the specific applicantrsquos application by
clicking on the ldquoopenrdquo tag next to the name
Go to the bottom of the application and click
On ldquoFill Out a New Formrdquo
Choose the form from the new screen For the new Hire form you New Hire Form with Workflow and click on ldquocontinue
with Selected Formsrdquo Once you complete the form Click on Submit Form
Once all of the new hire paperwork is completed the building principal will be notified that the employee can start work
Monroe Public School Hiring Process Guide Page 11
6 Emergency Hiring Procedure
There will be times when it becomes necessary to hire someone to fill a vacancy and not follow
the regular procedures
The Administrator will meet with the Assistant SuperintendentSuperintendent to discuss the
need for an emergency hire
In the case of an emergency hire the following steps must still be followedrdquo
1 Applicant must complete an on-line application
2 An interview with at least one other administrator must be conducted
3 The superintendent must meet the candidate to offer the position
4 All paperwork including background checks must be completed before the candidate
can begin work
5 An orientation meeting with the Assistant Superintendent must be schedule within the
first 2 weeks of working
Monroe Public School Hiring Process Guide Page 12
Monroe Board of Education Policy 4111
Personnel -- CertifiedNon-Certified
Recruitment and Selection
The Board of Education recognizes the diversity of the people who live in this school district and believes that this diversity should have an
important bearing on all aspects of the school systems activities
The Board of Education believes it is especially important that this diversity of population be recognized in the recruitment hiring promotion and
assignment of personnel
The Board of Education will implement an affirmative action plan and actively seek minority applicant for all open positions in the District
The schools shall engage in fair and sound personnel practices in the appointment of all school system employees The administration shall be
responsible for establishing recruitment selection and appointment procedures No advertisement of employment opportunities may by intent or
design restrict employment based upon discrimination as defined by law
The Superintendent of Schools shall be responsible for developing specific recruiting procedures and appropriate interviewing and evaluation
instruments to implement the Boardrsquos policy All such procedures and instruments shall comply with federal and state requirements
(cf 0521 ndash Affirmative ActionNondiscrimination) (cf 4111142111 ndash Affirmative Action)
Legal Reference Connecticut General Statutes
10-151 Employment of teachers Notice and hearing on termination of or failure to renew con-tract Appeal Definitions
10-153 Discrimination on account of marital status
10-155f Residency requirement prohibited
46a-60 Discriminatory employment practices prohibited
Title VII Civil Rights Act as amended by Title IX Equal Employment Opportunity Act 1972
Policy adopted October 18 2004
Personnel -- CertifiedNon-Certified
Recruitment and Selection
In the employment of teachers and other certified personnel special consideration is given to professional training teaching experience and personal
characteristics desirable in good teachers
Monroe Public School Hiring Process Guide Page 13
Each candidate will
1 Submit evidence of meeting the certification requirements of the state
2 Submit an official college transcript to the personnel office
3 Submit a record of teaching and other work experience to the personnel office Salary increments are based upon years of creditable
service
4 Appear unless unusual hardship prevents for a personal interview
The Superintendent will ensure that all employee manuals or handbooks are in compliance with federal law and include
The education and experience required of all new instructional employees
Any credentials that current instructional employees must acquire
A timetable for the satisfaction of any new requirements
The consequences for employees who fail to comply
All employees are to be advised of the revisions of the handbooks or manuals and of any implications for existing personnel
The Superintendent will ensure that parentsguardians of students in Title I schools are informed of their right to know the professional qualifications
of their childrsquos teacher and will describe where and how this information may be obtained The Superintendent will monitor Title I schools to ensure
that parentsguardians of all students are notified when those students are taught for 4 or more consecutive weeks by a teacher who is not highly
qualified as defined by law
Staffing patterns will be reviewed annually to ensure that poor and minority students are not at higher rates than are other children in the district
taught by inexperienced unqualified or out-of-field teachers If such patterns are noted strategies to correct the problem will be developed
Legal Reference Connecticut General Statutes
10-145 Certificate necessary to employment
10-151 Employment of teachers
10-153a to 10-153n Rights concerning professional organization and negotiations
PA 94-221 An Act Concerning School Discipline and Security
20 USCA sect6311(h)(6)(A) ndash No Child Left Behind Act
Regulation approved October 18 2004
Monroe Public School Hiring Process Guide Page 14
Employee Separation Form (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 15
Job Requisition Form (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 16
Interview Analysis Sheet (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 17
Applicant Paper Screening Rating Form (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 18
Classroom Observation Checklist (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 19
Reference Check Form (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 20
New Hire Form (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 3
Hiring Process
OPENING OCCURS (Retirement or Resignation)
Complete Employee Separation Form on Applitrack
POSTING A POSITION
Create a New Requisition on Applitrack
Posting a Position Internal Posting
When a position becomes available the initiating administrator will complete the Employee Separation form originating
on Applitrack (wwwapplitrackcom) and send to Assistant Superintendent any employee documentation
Positions are posted internally for the timeframe determined per negotiations by each employee group as follows
Employee Group Posting Timeframe
Administrators 10 days
Teachers 10 days
Paraprofessionals 5 days
Secretaries 5 days
Librarians 5 days
School Nurses 5 days
Custodians 10 days
External Posting
Placement of advertising depends upon the type of vacancy being advertised For example permanent certified
positions are advertised over a broader base than most non-certified positions
The most common advertising sources include
Certified
Monroe Website
CEA Website
CTREAP
Professional Organization
Non-Certified
Monroe Website
Weekly Publications
Monroe Public School Hiring Process Guide Page 4
APPLICATION PROCESS
Applicants inquiring about the application process may be directed to the Monroe website at wwwmonroepsorg
On the Human Resourcesrsquo page all applicants must complete the Online Application
Directions on required documentation as well as the ability to print our applications both certified and non-certified are then made
available
Applicant Paper Screening (Certified Employees) Check Applitrack for candidates for the position
If an application packet is reviewed again for another position Applicant Application Screening Form in Applitrack will
provide the administrator with key information thus saving additional time and effort in the screening process
Complete the Rating Sheet for Applicant Application Screening Form in Applitrack for
each application
EMPLOYMENT INTERVIEW
There are two (2) interviews ndash initial and final interviews
o The initial interview should be conducted after a thorough application review This interview is conducted by the principal using
the guidelines in the chart below
o The second interview is designed to interview the top candidates from the first interview and will include the superintendent on
this interview
The chart below describes the guidelines for number of interviewees and the interview committeesrsquo memberships
Superintendent
PrincipalsAssistant
PrincipalsAssistant
Directors
District Directors
AssistantsAssistant
Principals
Teacher Position
Other School Personnel
(ie para custodian
etc)
Initial Interview
Personnel
Committee of
BOE 1 Parent
1 Teacher 1
Admin
Superintendent
Assistant Super BOE
Member 1 Parent 1
Teacher 1 Admin
Superintendent
Assistant Super
Principal BOE
Member 1 Parent1 1
Teacher Admin
Principal amp 3 Teachers
(2 from the Depart or
grade level) district
admin parent and
student (where
possible)
Principal 1 Admin
Other school personnel
of interviewees TBD 5 interviewees 5 interviewees 5 interviewees 3 interviewees
Monroe Public School Hiring Process Guide Page 5
CLASSROOM OBSERVATION CHECKLIST (Classroom Certified Employees)
Use of the classroom observation depends upon the position the number of applicants and timing factors
If observations are conducted the use of the Classroom Observation Checklist on Applitrack will provide a consistent and universal
rating form which will also provide support for any legal repercussions
Complete the Classroom Observation Checklist for each observation
Superintendent
PrincipalsAssistant
PrincipalsAssistant
Directors
District Directors
AssistantsAssistant
Principals
Teacher Position
Other School Personnel
(ie para custodian
etc)
Second
Interviews
Principal
Personnel
Committee of
BOE 1 Parent1
1 Teacher 1
Admin
Superintendent
Assistant Super BOE
Member 1 Parent 1
Teacher 1 Admin
Superintendent
Assistant
Superintendent
Principal BOE
Member 1 Parent
Teacher Admin
Principal amp 3 Teachers
(2 from the Depart or
grade level) parent and
student (where
possible) Directors
Superintendent
Principal 1 Admin
Other school personnel
of interviewees TBD 3 interviewees 3 interviewees 3 interviewees 1 interviewees
Interview Analysis Sheets on Applitrack to be completed for each interview
APPLICANT REFERENCE CHECK
With the passage of Public Act 01-173 checking references is a requirement A documented good faith effort to contact previous
employers as part of the hiring process must be made
A minimum of two to three references should be contacted
Use the Reference Check Form on applitrack to document reference check
NEW HIRE FORM
Complete the New Hire Form in Applitrack
Once the New Hire Form is completed an interview will be set up by HR
Once all of the new hire paperwork is completed the building principal will be notified that the employee can start work
Monroe Public School Hiring Process Guide Page 6
APPENDIX
Steps to Use Applitrack Pages 7-10
Monroe BOE Policies on Hiring Pages 11-12
Forms found on Applitrack
Employee Separation Form Page 13
Requisition Form Page 14
Applicant Paper Screening Form Page 15
Interview Analysis Sheet Page 16
Classroom Observation Checklist Page 17
Reference Check Form Page 18
New Hire Form Page 19
Monroe Public School Hiring Process Guide Page 7
The Steps to Use Applitrack
1 Complete an Employee Separation Form On the home tab search for the employee that is taking a leave or retiring or resigning in the search box on the top right of page
Type in the name of the Employee and search the names
Once the employee page has been found click on ldquoFill Out a New Formrdquo at the bottom of the page
Check the box next to ldquoEmployee Separation Form with Workflowrdquo and click ldquoContinue with Selected Formsrdquo at bottom of page
Click on submit Form
2 Posting a Position Click on Job posting Tab
Click on Create a New Requisition (on left hand side)
Click on a Template
Click on Human Resources
Place in the Position Title in the Title section
Select Position Type with down arrow
Select Location with down arrow
Complete the Requisition Section
Complete the Display Info Section ndash click on Depends on InternalExternal
Click on based on Schedule for Internal amp External if you are posting the position Internally amp Externally (Note if you are only
posting internally just click on Based on Schedule for Internal Applicants)
Place in the date ranges you would like to have the position posted for excluding weekends
Place in the position start date if you have one or leave blank
Place in the application deadline if you have one or leave blank
Note No action required on AppliTrack Status or Selection Pipeline
Office Use Only ndash Click newly created position or vacancy is to find a replacement
Note Section ndash place in additional comments you would like to share with others
Fiscal Year ndash complete the section to read for example 2011-2012
Note No action required on remainder of page
Click Save amp Next
Complete the next screen with the following information Description
Job Summary
Qualifications Working Conditions
Monroe Public School Hiring Process Guide Page 8
Application Procedure Apply online
Selection Procedure Click Save (bottom of page right hand side)
Then click on Approval Process Tab
Click on Save (bottom of page right hand side)
Click on Submit Requisition (top left hand side)
3 View Applications Log into Applitrack
From the Home page click on Find Applications
Go to the Job Posting Tab
Click on List All Postings (On left hand side third from bottom)
Scroll down to category the position would be under
Click on the line under the position name (it should place to red lines above and below)
Click on the Job ID Number
Click on the Posting Tools Tab
Click on View All Applicants (to see all applicants that have applied for this position)
or
Click on View All Applicants (to see Only Applicants that have submitted their application for this position)
4 Manage the applications Send an email to all or some of the applicants You may want to email them and let them know that the position is filled or provide
them with more information about the job
Click on the Batch Actions amp tools on the left side of the applications
Monroe Public School Hiring Process Guide Page 9
You can do a lot of things from this area
Send an email Check the boxes of the applicants that you want to send the email
Once you ldquoChoose who you would like to send an email tordquo ndash a email box will appear
and you can write an email to the checked applicants These messages are
individualized to the specific candidate
Print all documents Once you select this option you can select any or all of the
documents from the candidate that you want to print You can also print a single
applicantrsquos documents from their application page
Mark with Notes You can put in a note for any employee so other administrators can
see the info An example may be that the applicant ldquohas another jobrdquo This note shows
up next to each applicant
Schedule an Interview This is a wonderful tool to schedule interviews for those
applicants you wish to interview for the position
1 Check those applicants who you wish to interview
2 Create new interview series ndash choose General Recruiting
3 Complete the series details ndash uncheck the Enable automatic phone interview
4 Add New Session to manage times location and to send a message
You can add additional sessions for as many applicants
5 You can invite others to the interviews and you can add interview questions
6 Once you save and finish an email will be sent to the applicant to pick a time
You can also schedule an single applicant for an interview from their application page
Monroe Public School Hiring Process Guide Page 10
5 Paperwork Once you have completed the initial and second interview and the classroom observation you need to complete the reference
check using the reference check on Applitrack
Go the specific applicantrsquos application by clicking on the ldquoopenrdquo
tag next to the name
Go to the bottom of the application and click
On ldquoFill Out a New Formrdquo
Choose the form from the new screen For the reference check
you check Reference Check and click on ldquocontinue with Selected Formsrdquo Once you complete the form Click on
Submit Form
Once you have completed the initial and second interview the classroom observation and the reference check AND you and
the superintendent have offered the position to the candidate you need to complete the New Hire Form with Workflow using
the form on Applitrack
Go the specific applicantrsquos application by
clicking on the ldquoopenrdquo tag next to the name
Go to the bottom of the application and click
On ldquoFill Out a New Formrdquo
Choose the form from the new screen For the new Hire form you New Hire Form with Workflow and click on ldquocontinue
with Selected Formsrdquo Once you complete the form Click on Submit Form
Once all of the new hire paperwork is completed the building principal will be notified that the employee can start work
Monroe Public School Hiring Process Guide Page 11
6 Emergency Hiring Procedure
There will be times when it becomes necessary to hire someone to fill a vacancy and not follow
the regular procedures
The Administrator will meet with the Assistant SuperintendentSuperintendent to discuss the
need for an emergency hire
In the case of an emergency hire the following steps must still be followedrdquo
1 Applicant must complete an on-line application
2 An interview with at least one other administrator must be conducted
3 The superintendent must meet the candidate to offer the position
4 All paperwork including background checks must be completed before the candidate
can begin work
5 An orientation meeting with the Assistant Superintendent must be schedule within the
first 2 weeks of working
Monroe Public School Hiring Process Guide Page 12
Monroe Board of Education Policy 4111
Personnel -- CertifiedNon-Certified
Recruitment and Selection
The Board of Education recognizes the diversity of the people who live in this school district and believes that this diversity should have an
important bearing on all aspects of the school systems activities
The Board of Education believes it is especially important that this diversity of population be recognized in the recruitment hiring promotion and
assignment of personnel
The Board of Education will implement an affirmative action plan and actively seek minority applicant for all open positions in the District
The schools shall engage in fair and sound personnel practices in the appointment of all school system employees The administration shall be
responsible for establishing recruitment selection and appointment procedures No advertisement of employment opportunities may by intent or
design restrict employment based upon discrimination as defined by law
The Superintendent of Schools shall be responsible for developing specific recruiting procedures and appropriate interviewing and evaluation
instruments to implement the Boardrsquos policy All such procedures and instruments shall comply with federal and state requirements
(cf 0521 ndash Affirmative ActionNondiscrimination) (cf 4111142111 ndash Affirmative Action)
Legal Reference Connecticut General Statutes
10-151 Employment of teachers Notice and hearing on termination of or failure to renew con-tract Appeal Definitions
10-153 Discrimination on account of marital status
10-155f Residency requirement prohibited
46a-60 Discriminatory employment practices prohibited
Title VII Civil Rights Act as amended by Title IX Equal Employment Opportunity Act 1972
Policy adopted October 18 2004
Personnel -- CertifiedNon-Certified
Recruitment and Selection
In the employment of teachers and other certified personnel special consideration is given to professional training teaching experience and personal
characteristics desirable in good teachers
Monroe Public School Hiring Process Guide Page 13
Each candidate will
1 Submit evidence of meeting the certification requirements of the state
2 Submit an official college transcript to the personnel office
3 Submit a record of teaching and other work experience to the personnel office Salary increments are based upon years of creditable
service
4 Appear unless unusual hardship prevents for a personal interview
The Superintendent will ensure that all employee manuals or handbooks are in compliance with federal law and include
The education and experience required of all new instructional employees
Any credentials that current instructional employees must acquire
A timetable for the satisfaction of any new requirements
The consequences for employees who fail to comply
All employees are to be advised of the revisions of the handbooks or manuals and of any implications for existing personnel
The Superintendent will ensure that parentsguardians of students in Title I schools are informed of their right to know the professional qualifications
of their childrsquos teacher and will describe where and how this information may be obtained The Superintendent will monitor Title I schools to ensure
that parentsguardians of all students are notified when those students are taught for 4 or more consecutive weeks by a teacher who is not highly
qualified as defined by law
Staffing patterns will be reviewed annually to ensure that poor and minority students are not at higher rates than are other children in the district
taught by inexperienced unqualified or out-of-field teachers If such patterns are noted strategies to correct the problem will be developed
Legal Reference Connecticut General Statutes
10-145 Certificate necessary to employment
10-151 Employment of teachers
10-153a to 10-153n Rights concerning professional organization and negotiations
PA 94-221 An Act Concerning School Discipline and Security
20 USCA sect6311(h)(6)(A) ndash No Child Left Behind Act
Regulation approved October 18 2004
Monroe Public School Hiring Process Guide Page 14
Employee Separation Form (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 15
Job Requisition Form (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 16
Interview Analysis Sheet (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 17
Applicant Paper Screening Rating Form (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 18
Classroom Observation Checklist (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 19
Reference Check Form (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 20
New Hire Form (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 4
APPLICATION PROCESS
Applicants inquiring about the application process may be directed to the Monroe website at wwwmonroepsorg
On the Human Resourcesrsquo page all applicants must complete the Online Application
Directions on required documentation as well as the ability to print our applications both certified and non-certified are then made
available
Applicant Paper Screening (Certified Employees) Check Applitrack for candidates for the position
If an application packet is reviewed again for another position Applicant Application Screening Form in Applitrack will
provide the administrator with key information thus saving additional time and effort in the screening process
Complete the Rating Sheet for Applicant Application Screening Form in Applitrack for
each application
EMPLOYMENT INTERVIEW
There are two (2) interviews ndash initial and final interviews
o The initial interview should be conducted after a thorough application review This interview is conducted by the principal using
the guidelines in the chart below
o The second interview is designed to interview the top candidates from the first interview and will include the superintendent on
this interview
The chart below describes the guidelines for number of interviewees and the interview committeesrsquo memberships
Superintendent
PrincipalsAssistant
PrincipalsAssistant
Directors
District Directors
AssistantsAssistant
Principals
Teacher Position
Other School Personnel
(ie para custodian
etc)
Initial Interview
Personnel
Committee of
BOE 1 Parent
1 Teacher 1
Admin
Superintendent
Assistant Super BOE
Member 1 Parent 1
Teacher 1 Admin
Superintendent
Assistant Super
Principal BOE
Member 1 Parent1 1
Teacher Admin
Principal amp 3 Teachers
(2 from the Depart or
grade level) district
admin parent and
student (where
possible)
Principal 1 Admin
Other school personnel
of interviewees TBD 5 interviewees 5 interviewees 5 interviewees 3 interviewees
Monroe Public School Hiring Process Guide Page 5
CLASSROOM OBSERVATION CHECKLIST (Classroom Certified Employees)
Use of the classroom observation depends upon the position the number of applicants and timing factors
If observations are conducted the use of the Classroom Observation Checklist on Applitrack will provide a consistent and universal
rating form which will also provide support for any legal repercussions
Complete the Classroom Observation Checklist for each observation
Superintendent
PrincipalsAssistant
PrincipalsAssistant
Directors
District Directors
AssistantsAssistant
Principals
Teacher Position
Other School Personnel
(ie para custodian
etc)
Second
Interviews
Principal
Personnel
Committee of
BOE 1 Parent1
1 Teacher 1
Admin
Superintendent
Assistant Super BOE
Member 1 Parent 1
Teacher 1 Admin
Superintendent
Assistant
Superintendent
Principal BOE
Member 1 Parent
Teacher Admin
Principal amp 3 Teachers
(2 from the Depart or
grade level) parent and
student (where
possible) Directors
Superintendent
Principal 1 Admin
Other school personnel
of interviewees TBD 3 interviewees 3 interviewees 3 interviewees 1 interviewees
Interview Analysis Sheets on Applitrack to be completed for each interview
APPLICANT REFERENCE CHECK
With the passage of Public Act 01-173 checking references is a requirement A documented good faith effort to contact previous
employers as part of the hiring process must be made
A minimum of two to three references should be contacted
Use the Reference Check Form on applitrack to document reference check
NEW HIRE FORM
Complete the New Hire Form in Applitrack
Once the New Hire Form is completed an interview will be set up by HR
Once all of the new hire paperwork is completed the building principal will be notified that the employee can start work
Monroe Public School Hiring Process Guide Page 6
APPENDIX
Steps to Use Applitrack Pages 7-10
Monroe BOE Policies on Hiring Pages 11-12
Forms found on Applitrack
Employee Separation Form Page 13
Requisition Form Page 14
Applicant Paper Screening Form Page 15
Interview Analysis Sheet Page 16
Classroom Observation Checklist Page 17
Reference Check Form Page 18
New Hire Form Page 19
Monroe Public School Hiring Process Guide Page 7
The Steps to Use Applitrack
1 Complete an Employee Separation Form On the home tab search for the employee that is taking a leave or retiring or resigning in the search box on the top right of page
Type in the name of the Employee and search the names
Once the employee page has been found click on ldquoFill Out a New Formrdquo at the bottom of the page
Check the box next to ldquoEmployee Separation Form with Workflowrdquo and click ldquoContinue with Selected Formsrdquo at bottom of page
Click on submit Form
2 Posting a Position Click on Job posting Tab
Click on Create a New Requisition (on left hand side)
Click on a Template
Click on Human Resources
Place in the Position Title in the Title section
Select Position Type with down arrow
Select Location with down arrow
Complete the Requisition Section
Complete the Display Info Section ndash click on Depends on InternalExternal
Click on based on Schedule for Internal amp External if you are posting the position Internally amp Externally (Note if you are only
posting internally just click on Based on Schedule for Internal Applicants)
Place in the date ranges you would like to have the position posted for excluding weekends
Place in the position start date if you have one or leave blank
Place in the application deadline if you have one or leave blank
Note No action required on AppliTrack Status or Selection Pipeline
Office Use Only ndash Click newly created position or vacancy is to find a replacement
Note Section ndash place in additional comments you would like to share with others
Fiscal Year ndash complete the section to read for example 2011-2012
Note No action required on remainder of page
Click Save amp Next
Complete the next screen with the following information Description
Job Summary
Qualifications Working Conditions
Monroe Public School Hiring Process Guide Page 8
Application Procedure Apply online
Selection Procedure Click Save (bottom of page right hand side)
Then click on Approval Process Tab
Click on Save (bottom of page right hand side)
Click on Submit Requisition (top left hand side)
3 View Applications Log into Applitrack
From the Home page click on Find Applications
Go to the Job Posting Tab
Click on List All Postings (On left hand side third from bottom)
Scroll down to category the position would be under
Click on the line under the position name (it should place to red lines above and below)
Click on the Job ID Number
Click on the Posting Tools Tab
Click on View All Applicants (to see all applicants that have applied for this position)
or
Click on View All Applicants (to see Only Applicants that have submitted their application for this position)
4 Manage the applications Send an email to all or some of the applicants You may want to email them and let them know that the position is filled or provide
them with more information about the job
Click on the Batch Actions amp tools on the left side of the applications
Monroe Public School Hiring Process Guide Page 9
You can do a lot of things from this area
Send an email Check the boxes of the applicants that you want to send the email
Once you ldquoChoose who you would like to send an email tordquo ndash a email box will appear
and you can write an email to the checked applicants These messages are
individualized to the specific candidate
Print all documents Once you select this option you can select any or all of the
documents from the candidate that you want to print You can also print a single
applicantrsquos documents from their application page
Mark with Notes You can put in a note for any employee so other administrators can
see the info An example may be that the applicant ldquohas another jobrdquo This note shows
up next to each applicant
Schedule an Interview This is a wonderful tool to schedule interviews for those
applicants you wish to interview for the position
1 Check those applicants who you wish to interview
2 Create new interview series ndash choose General Recruiting
3 Complete the series details ndash uncheck the Enable automatic phone interview
4 Add New Session to manage times location and to send a message
You can add additional sessions for as many applicants
5 You can invite others to the interviews and you can add interview questions
6 Once you save and finish an email will be sent to the applicant to pick a time
You can also schedule an single applicant for an interview from their application page
Monroe Public School Hiring Process Guide Page 10
5 Paperwork Once you have completed the initial and second interview and the classroom observation you need to complete the reference
check using the reference check on Applitrack
Go the specific applicantrsquos application by clicking on the ldquoopenrdquo
tag next to the name
Go to the bottom of the application and click
On ldquoFill Out a New Formrdquo
Choose the form from the new screen For the reference check
you check Reference Check and click on ldquocontinue with Selected Formsrdquo Once you complete the form Click on
Submit Form
Once you have completed the initial and second interview the classroom observation and the reference check AND you and
the superintendent have offered the position to the candidate you need to complete the New Hire Form with Workflow using
the form on Applitrack
Go the specific applicantrsquos application by
clicking on the ldquoopenrdquo tag next to the name
Go to the bottom of the application and click
On ldquoFill Out a New Formrdquo
Choose the form from the new screen For the new Hire form you New Hire Form with Workflow and click on ldquocontinue
with Selected Formsrdquo Once you complete the form Click on Submit Form
Once all of the new hire paperwork is completed the building principal will be notified that the employee can start work
Monroe Public School Hiring Process Guide Page 11
6 Emergency Hiring Procedure
There will be times when it becomes necessary to hire someone to fill a vacancy and not follow
the regular procedures
The Administrator will meet with the Assistant SuperintendentSuperintendent to discuss the
need for an emergency hire
In the case of an emergency hire the following steps must still be followedrdquo
1 Applicant must complete an on-line application
2 An interview with at least one other administrator must be conducted
3 The superintendent must meet the candidate to offer the position
4 All paperwork including background checks must be completed before the candidate
can begin work
5 An orientation meeting with the Assistant Superintendent must be schedule within the
first 2 weeks of working
Monroe Public School Hiring Process Guide Page 12
Monroe Board of Education Policy 4111
Personnel -- CertifiedNon-Certified
Recruitment and Selection
The Board of Education recognizes the diversity of the people who live in this school district and believes that this diversity should have an
important bearing on all aspects of the school systems activities
The Board of Education believes it is especially important that this diversity of population be recognized in the recruitment hiring promotion and
assignment of personnel
The Board of Education will implement an affirmative action plan and actively seek minority applicant for all open positions in the District
The schools shall engage in fair and sound personnel practices in the appointment of all school system employees The administration shall be
responsible for establishing recruitment selection and appointment procedures No advertisement of employment opportunities may by intent or
design restrict employment based upon discrimination as defined by law
The Superintendent of Schools shall be responsible for developing specific recruiting procedures and appropriate interviewing and evaluation
instruments to implement the Boardrsquos policy All such procedures and instruments shall comply with federal and state requirements
(cf 0521 ndash Affirmative ActionNondiscrimination) (cf 4111142111 ndash Affirmative Action)
Legal Reference Connecticut General Statutes
10-151 Employment of teachers Notice and hearing on termination of or failure to renew con-tract Appeal Definitions
10-153 Discrimination on account of marital status
10-155f Residency requirement prohibited
46a-60 Discriminatory employment practices prohibited
Title VII Civil Rights Act as amended by Title IX Equal Employment Opportunity Act 1972
Policy adopted October 18 2004
Personnel -- CertifiedNon-Certified
Recruitment and Selection
In the employment of teachers and other certified personnel special consideration is given to professional training teaching experience and personal
characteristics desirable in good teachers
Monroe Public School Hiring Process Guide Page 13
Each candidate will
1 Submit evidence of meeting the certification requirements of the state
2 Submit an official college transcript to the personnel office
3 Submit a record of teaching and other work experience to the personnel office Salary increments are based upon years of creditable
service
4 Appear unless unusual hardship prevents for a personal interview
The Superintendent will ensure that all employee manuals or handbooks are in compliance with federal law and include
The education and experience required of all new instructional employees
Any credentials that current instructional employees must acquire
A timetable for the satisfaction of any new requirements
The consequences for employees who fail to comply
All employees are to be advised of the revisions of the handbooks or manuals and of any implications for existing personnel
The Superintendent will ensure that parentsguardians of students in Title I schools are informed of their right to know the professional qualifications
of their childrsquos teacher and will describe where and how this information may be obtained The Superintendent will monitor Title I schools to ensure
that parentsguardians of all students are notified when those students are taught for 4 or more consecutive weeks by a teacher who is not highly
qualified as defined by law
Staffing patterns will be reviewed annually to ensure that poor and minority students are not at higher rates than are other children in the district
taught by inexperienced unqualified or out-of-field teachers If such patterns are noted strategies to correct the problem will be developed
Legal Reference Connecticut General Statutes
10-145 Certificate necessary to employment
10-151 Employment of teachers
10-153a to 10-153n Rights concerning professional organization and negotiations
PA 94-221 An Act Concerning School Discipline and Security
20 USCA sect6311(h)(6)(A) ndash No Child Left Behind Act
Regulation approved October 18 2004
Monroe Public School Hiring Process Guide Page 14
Employee Separation Form (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 15
Job Requisition Form (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 16
Interview Analysis Sheet (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 17
Applicant Paper Screening Rating Form (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 18
Classroom Observation Checklist (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 19
Reference Check Form (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 20
New Hire Form (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 5
CLASSROOM OBSERVATION CHECKLIST (Classroom Certified Employees)
Use of the classroom observation depends upon the position the number of applicants and timing factors
If observations are conducted the use of the Classroom Observation Checklist on Applitrack will provide a consistent and universal
rating form which will also provide support for any legal repercussions
Complete the Classroom Observation Checklist for each observation
Superintendent
PrincipalsAssistant
PrincipalsAssistant
Directors
District Directors
AssistantsAssistant
Principals
Teacher Position
Other School Personnel
(ie para custodian
etc)
Second
Interviews
Principal
Personnel
Committee of
BOE 1 Parent1
1 Teacher 1
Admin
Superintendent
Assistant Super BOE
Member 1 Parent 1
Teacher 1 Admin
Superintendent
Assistant
Superintendent
Principal BOE
Member 1 Parent
Teacher Admin
Principal amp 3 Teachers
(2 from the Depart or
grade level) parent and
student (where
possible) Directors
Superintendent
Principal 1 Admin
Other school personnel
of interviewees TBD 3 interviewees 3 interviewees 3 interviewees 1 interviewees
Interview Analysis Sheets on Applitrack to be completed for each interview
APPLICANT REFERENCE CHECK
With the passage of Public Act 01-173 checking references is a requirement A documented good faith effort to contact previous
employers as part of the hiring process must be made
A minimum of two to three references should be contacted
Use the Reference Check Form on applitrack to document reference check
NEW HIRE FORM
Complete the New Hire Form in Applitrack
Once the New Hire Form is completed an interview will be set up by HR
Once all of the new hire paperwork is completed the building principal will be notified that the employee can start work
Monroe Public School Hiring Process Guide Page 6
APPENDIX
Steps to Use Applitrack Pages 7-10
Monroe BOE Policies on Hiring Pages 11-12
Forms found on Applitrack
Employee Separation Form Page 13
Requisition Form Page 14
Applicant Paper Screening Form Page 15
Interview Analysis Sheet Page 16
Classroom Observation Checklist Page 17
Reference Check Form Page 18
New Hire Form Page 19
Monroe Public School Hiring Process Guide Page 7
The Steps to Use Applitrack
1 Complete an Employee Separation Form On the home tab search for the employee that is taking a leave or retiring or resigning in the search box on the top right of page
Type in the name of the Employee and search the names
Once the employee page has been found click on ldquoFill Out a New Formrdquo at the bottom of the page
Check the box next to ldquoEmployee Separation Form with Workflowrdquo and click ldquoContinue with Selected Formsrdquo at bottom of page
Click on submit Form
2 Posting a Position Click on Job posting Tab
Click on Create a New Requisition (on left hand side)
Click on a Template
Click on Human Resources
Place in the Position Title in the Title section
Select Position Type with down arrow
Select Location with down arrow
Complete the Requisition Section
Complete the Display Info Section ndash click on Depends on InternalExternal
Click on based on Schedule for Internal amp External if you are posting the position Internally amp Externally (Note if you are only
posting internally just click on Based on Schedule for Internal Applicants)
Place in the date ranges you would like to have the position posted for excluding weekends
Place in the position start date if you have one or leave blank
Place in the application deadline if you have one or leave blank
Note No action required on AppliTrack Status or Selection Pipeline
Office Use Only ndash Click newly created position or vacancy is to find a replacement
Note Section ndash place in additional comments you would like to share with others
Fiscal Year ndash complete the section to read for example 2011-2012
Note No action required on remainder of page
Click Save amp Next
Complete the next screen with the following information Description
Job Summary
Qualifications Working Conditions
Monroe Public School Hiring Process Guide Page 8
Application Procedure Apply online
Selection Procedure Click Save (bottom of page right hand side)
Then click on Approval Process Tab
Click on Save (bottom of page right hand side)
Click on Submit Requisition (top left hand side)
3 View Applications Log into Applitrack
From the Home page click on Find Applications
Go to the Job Posting Tab
Click on List All Postings (On left hand side third from bottom)
Scroll down to category the position would be under
Click on the line under the position name (it should place to red lines above and below)
Click on the Job ID Number
Click on the Posting Tools Tab
Click on View All Applicants (to see all applicants that have applied for this position)
or
Click on View All Applicants (to see Only Applicants that have submitted their application for this position)
4 Manage the applications Send an email to all or some of the applicants You may want to email them and let them know that the position is filled or provide
them with more information about the job
Click on the Batch Actions amp tools on the left side of the applications
Monroe Public School Hiring Process Guide Page 9
You can do a lot of things from this area
Send an email Check the boxes of the applicants that you want to send the email
Once you ldquoChoose who you would like to send an email tordquo ndash a email box will appear
and you can write an email to the checked applicants These messages are
individualized to the specific candidate
Print all documents Once you select this option you can select any or all of the
documents from the candidate that you want to print You can also print a single
applicantrsquos documents from their application page
Mark with Notes You can put in a note for any employee so other administrators can
see the info An example may be that the applicant ldquohas another jobrdquo This note shows
up next to each applicant
Schedule an Interview This is a wonderful tool to schedule interviews for those
applicants you wish to interview for the position
1 Check those applicants who you wish to interview
2 Create new interview series ndash choose General Recruiting
3 Complete the series details ndash uncheck the Enable automatic phone interview
4 Add New Session to manage times location and to send a message
You can add additional sessions for as many applicants
5 You can invite others to the interviews and you can add interview questions
6 Once you save and finish an email will be sent to the applicant to pick a time
You can also schedule an single applicant for an interview from their application page
Monroe Public School Hiring Process Guide Page 10
5 Paperwork Once you have completed the initial and second interview and the classroom observation you need to complete the reference
check using the reference check on Applitrack
Go the specific applicantrsquos application by clicking on the ldquoopenrdquo
tag next to the name
Go to the bottom of the application and click
On ldquoFill Out a New Formrdquo
Choose the form from the new screen For the reference check
you check Reference Check and click on ldquocontinue with Selected Formsrdquo Once you complete the form Click on
Submit Form
Once you have completed the initial and second interview the classroom observation and the reference check AND you and
the superintendent have offered the position to the candidate you need to complete the New Hire Form with Workflow using
the form on Applitrack
Go the specific applicantrsquos application by
clicking on the ldquoopenrdquo tag next to the name
Go to the bottom of the application and click
On ldquoFill Out a New Formrdquo
Choose the form from the new screen For the new Hire form you New Hire Form with Workflow and click on ldquocontinue
with Selected Formsrdquo Once you complete the form Click on Submit Form
Once all of the new hire paperwork is completed the building principal will be notified that the employee can start work
Monroe Public School Hiring Process Guide Page 11
6 Emergency Hiring Procedure
There will be times when it becomes necessary to hire someone to fill a vacancy and not follow
the regular procedures
The Administrator will meet with the Assistant SuperintendentSuperintendent to discuss the
need for an emergency hire
In the case of an emergency hire the following steps must still be followedrdquo
1 Applicant must complete an on-line application
2 An interview with at least one other administrator must be conducted
3 The superintendent must meet the candidate to offer the position
4 All paperwork including background checks must be completed before the candidate
can begin work
5 An orientation meeting with the Assistant Superintendent must be schedule within the
first 2 weeks of working
Monroe Public School Hiring Process Guide Page 12
Monroe Board of Education Policy 4111
Personnel -- CertifiedNon-Certified
Recruitment and Selection
The Board of Education recognizes the diversity of the people who live in this school district and believes that this diversity should have an
important bearing on all aspects of the school systems activities
The Board of Education believes it is especially important that this diversity of population be recognized in the recruitment hiring promotion and
assignment of personnel
The Board of Education will implement an affirmative action plan and actively seek minority applicant for all open positions in the District
The schools shall engage in fair and sound personnel practices in the appointment of all school system employees The administration shall be
responsible for establishing recruitment selection and appointment procedures No advertisement of employment opportunities may by intent or
design restrict employment based upon discrimination as defined by law
The Superintendent of Schools shall be responsible for developing specific recruiting procedures and appropriate interviewing and evaluation
instruments to implement the Boardrsquos policy All such procedures and instruments shall comply with federal and state requirements
(cf 0521 ndash Affirmative ActionNondiscrimination) (cf 4111142111 ndash Affirmative Action)
Legal Reference Connecticut General Statutes
10-151 Employment of teachers Notice and hearing on termination of or failure to renew con-tract Appeal Definitions
10-153 Discrimination on account of marital status
10-155f Residency requirement prohibited
46a-60 Discriminatory employment practices prohibited
Title VII Civil Rights Act as amended by Title IX Equal Employment Opportunity Act 1972
Policy adopted October 18 2004
Personnel -- CertifiedNon-Certified
Recruitment and Selection
In the employment of teachers and other certified personnel special consideration is given to professional training teaching experience and personal
characteristics desirable in good teachers
Monroe Public School Hiring Process Guide Page 13
Each candidate will
1 Submit evidence of meeting the certification requirements of the state
2 Submit an official college transcript to the personnel office
3 Submit a record of teaching and other work experience to the personnel office Salary increments are based upon years of creditable
service
4 Appear unless unusual hardship prevents for a personal interview
The Superintendent will ensure that all employee manuals or handbooks are in compliance with federal law and include
The education and experience required of all new instructional employees
Any credentials that current instructional employees must acquire
A timetable for the satisfaction of any new requirements
The consequences for employees who fail to comply
All employees are to be advised of the revisions of the handbooks or manuals and of any implications for existing personnel
The Superintendent will ensure that parentsguardians of students in Title I schools are informed of their right to know the professional qualifications
of their childrsquos teacher and will describe where and how this information may be obtained The Superintendent will monitor Title I schools to ensure
that parentsguardians of all students are notified when those students are taught for 4 or more consecutive weeks by a teacher who is not highly
qualified as defined by law
Staffing patterns will be reviewed annually to ensure that poor and minority students are not at higher rates than are other children in the district
taught by inexperienced unqualified or out-of-field teachers If such patterns are noted strategies to correct the problem will be developed
Legal Reference Connecticut General Statutes
10-145 Certificate necessary to employment
10-151 Employment of teachers
10-153a to 10-153n Rights concerning professional organization and negotiations
PA 94-221 An Act Concerning School Discipline and Security
20 USCA sect6311(h)(6)(A) ndash No Child Left Behind Act
Regulation approved October 18 2004
Monroe Public School Hiring Process Guide Page 14
Employee Separation Form (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 15
Job Requisition Form (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 16
Interview Analysis Sheet (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 17
Applicant Paper Screening Rating Form (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 18
Classroom Observation Checklist (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 19
Reference Check Form (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 20
New Hire Form (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 6
APPENDIX
Steps to Use Applitrack Pages 7-10
Monroe BOE Policies on Hiring Pages 11-12
Forms found on Applitrack
Employee Separation Form Page 13
Requisition Form Page 14
Applicant Paper Screening Form Page 15
Interview Analysis Sheet Page 16
Classroom Observation Checklist Page 17
Reference Check Form Page 18
New Hire Form Page 19
Monroe Public School Hiring Process Guide Page 7
The Steps to Use Applitrack
1 Complete an Employee Separation Form On the home tab search for the employee that is taking a leave or retiring or resigning in the search box on the top right of page
Type in the name of the Employee and search the names
Once the employee page has been found click on ldquoFill Out a New Formrdquo at the bottom of the page
Check the box next to ldquoEmployee Separation Form with Workflowrdquo and click ldquoContinue with Selected Formsrdquo at bottom of page
Click on submit Form
2 Posting a Position Click on Job posting Tab
Click on Create a New Requisition (on left hand side)
Click on a Template
Click on Human Resources
Place in the Position Title in the Title section
Select Position Type with down arrow
Select Location with down arrow
Complete the Requisition Section
Complete the Display Info Section ndash click on Depends on InternalExternal
Click on based on Schedule for Internal amp External if you are posting the position Internally amp Externally (Note if you are only
posting internally just click on Based on Schedule for Internal Applicants)
Place in the date ranges you would like to have the position posted for excluding weekends
Place in the position start date if you have one or leave blank
Place in the application deadline if you have one or leave blank
Note No action required on AppliTrack Status or Selection Pipeline
Office Use Only ndash Click newly created position or vacancy is to find a replacement
Note Section ndash place in additional comments you would like to share with others
Fiscal Year ndash complete the section to read for example 2011-2012
Note No action required on remainder of page
Click Save amp Next
Complete the next screen with the following information Description
Job Summary
Qualifications Working Conditions
Monroe Public School Hiring Process Guide Page 8
Application Procedure Apply online
Selection Procedure Click Save (bottom of page right hand side)
Then click on Approval Process Tab
Click on Save (bottom of page right hand side)
Click on Submit Requisition (top left hand side)
3 View Applications Log into Applitrack
From the Home page click on Find Applications
Go to the Job Posting Tab
Click on List All Postings (On left hand side third from bottom)
Scroll down to category the position would be under
Click on the line under the position name (it should place to red lines above and below)
Click on the Job ID Number
Click on the Posting Tools Tab
Click on View All Applicants (to see all applicants that have applied for this position)
or
Click on View All Applicants (to see Only Applicants that have submitted their application for this position)
4 Manage the applications Send an email to all or some of the applicants You may want to email them and let them know that the position is filled or provide
them with more information about the job
Click on the Batch Actions amp tools on the left side of the applications
Monroe Public School Hiring Process Guide Page 9
You can do a lot of things from this area
Send an email Check the boxes of the applicants that you want to send the email
Once you ldquoChoose who you would like to send an email tordquo ndash a email box will appear
and you can write an email to the checked applicants These messages are
individualized to the specific candidate
Print all documents Once you select this option you can select any or all of the
documents from the candidate that you want to print You can also print a single
applicantrsquos documents from their application page
Mark with Notes You can put in a note for any employee so other administrators can
see the info An example may be that the applicant ldquohas another jobrdquo This note shows
up next to each applicant
Schedule an Interview This is a wonderful tool to schedule interviews for those
applicants you wish to interview for the position
1 Check those applicants who you wish to interview
2 Create new interview series ndash choose General Recruiting
3 Complete the series details ndash uncheck the Enable automatic phone interview
4 Add New Session to manage times location and to send a message
You can add additional sessions for as many applicants
5 You can invite others to the interviews and you can add interview questions
6 Once you save and finish an email will be sent to the applicant to pick a time
You can also schedule an single applicant for an interview from their application page
Monroe Public School Hiring Process Guide Page 10
5 Paperwork Once you have completed the initial and second interview and the classroom observation you need to complete the reference
check using the reference check on Applitrack
Go the specific applicantrsquos application by clicking on the ldquoopenrdquo
tag next to the name
Go to the bottom of the application and click
On ldquoFill Out a New Formrdquo
Choose the form from the new screen For the reference check
you check Reference Check and click on ldquocontinue with Selected Formsrdquo Once you complete the form Click on
Submit Form
Once you have completed the initial and second interview the classroom observation and the reference check AND you and
the superintendent have offered the position to the candidate you need to complete the New Hire Form with Workflow using
the form on Applitrack
Go the specific applicantrsquos application by
clicking on the ldquoopenrdquo tag next to the name
Go to the bottom of the application and click
On ldquoFill Out a New Formrdquo
Choose the form from the new screen For the new Hire form you New Hire Form with Workflow and click on ldquocontinue
with Selected Formsrdquo Once you complete the form Click on Submit Form
Once all of the new hire paperwork is completed the building principal will be notified that the employee can start work
Monroe Public School Hiring Process Guide Page 11
6 Emergency Hiring Procedure
There will be times when it becomes necessary to hire someone to fill a vacancy and not follow
the regular procedures
The Administrator will meet with the Assistant SuperintendentSuperintendent to discuss the
need for an emergency hire
In the case of an emergency hire the following steps must still be followedrdquo
1 Applicant must complete an on-line application
2 An interview with at least one other administrator must be conducted
3 The superintendent must meet the candidate to offer the position
4 All paperwork including background checks must be completed before the candidate
can begin work
5 An orientation meeting with the Assistant Superintendent must be schedule within the
first 2 weeks of working
Monroe Public School Hiring Process Guide Page 12
Monroe Board of Education Policy 4111
Personnel -- CertifiedNon-Certified
Recruitment and Selection
The Board of Education recognizes the diversity of the people who live in this school district and believes that this diversity should have an
important bearing on all aspects of the school systems activities
The Board of Education believes it is especially important that this diversity of population be recognized in the recruitment hiring promotion and
assignment of personnel
The Board of Education will implement an affirmative action plan and actively seek minority applicant for all open positions in the District
The schools shall engage in fair and sound personnel practices in the appointment of all school system employees The administration shall be
responsible for establishing recruitment selection and appointment procedures No advertisement of employment opportunities may by intent or
design restrict employment based upon discrimination as defined by law
The Superintendent of Schools shall be responsible for developing specific recruiting procedures and appropriate interviewing and evaluation
instruments to implement the Boardrsquos policy All such procedures and instruments shall comply with federal and state requirements
(cf 0521 ndash Affirmative ActionNondiscrimination) (cf 4111142111 ndash Affirmative Action)
Legal Reference Connecticut General Statutes
10-151 Employment of teachers Notice and hearing on termination of or failure to renew con-tract Appeal Definitions
10-153 Discrimination on account of marital status
10-155f Residency requirement prohibited
46a-60 Discriminatory employment practices prohibited
Title VII Civil Rights Act as amended by Title IX Equal Employment Opportunity Act 1972
Policy adopted October 18 2004
Personnel -- CertifiedNon-Certified
Recruitment and Selection
In the employment of teachers and other certified personnel special consideration is given to professional training teaching experience and personal
characteristics desirable in good teachers
Monroe Public School Hiring Process Guide Page 13
Each candidate will
1 Submit evidence of meeting the certification requirements of the state
2 Submit an official college transcript to the personnel office
3 Submit a record of teaching and other work experience to the personnel office Salary increments are based upon years of creditable
service
4 Appear unless unusual hardship prevents for a personal interview
The Superintendent will ensure that all employee manuals or handbooks are in compliance with federal law and include
The education and experience required of all new instructional employees
Any credentials that current instructional employees must acquire
A timetable for the satisfaction of any new requirements
The consequences for employees who fail to comply
All employees are to be advised of the revisions of the handbooks or manuals and of any implications for existing personnel
The Superintendent will ensure that parentsguardians of students in Title I schools are informed of their right to know the professional qualifications
of their childrsquos teacher and will describe where and how this information may be obtained The Superintendent will monitor Title I schools to ensure
that parentsguardians of all students are notified when those students are taught for 4 or more consecutive weeks by a teacher who is not highly
qualified as defined by law
Staffing patterns will be reviewed annually to ensure that poor and minority students are not at higher rates than are other children in the district
taught by inexperienced unqualified or out-of-field teachers If such patterns are noted strategies to correct the problem will be developed
Legal Reference Connecticut General Statutes
10-145 Certificate necessary to employment
10-151 Employment of teachers
10-153a to 10-153n Rights concerning professional organization and negotiations
PA 94-221 An Act Concerning School Discipline and Security
20 USCA sect6311(h)(6)(A) ndash No Child Left Behind Act
Regulation approved October 18 2004
Monroe Public School Hiring Process Guide Page 14
Employee Separation Form (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 15
Job Requisition Form (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 16
Interview Analysis Sheet (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 17
Applicant Paper Screening Rating Form (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 18
Classroom Observation Checklist (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 19
Reference Check Form (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 20
New Hire Form (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 7
The Steps to Use Applitrack
1 Complete an Employee Separation Form On the home tab search for the employee that is taking a leave or retiring or resigning in the search box on the top right of page
Type in the name of the Employee and search the names
Once the employee page has been found click on ldquoFill Out a New Formrdquo at the bottom of the page
Check the box next to ldquoEmployee Separation Form with Workflowrdquo and click ldquoContinue with Selected Formsrdquo at bottom of page
Click on submit Form
2 Posting a Position Click on Job posting Tab
Click on Create a New Requisition (on left hand side)
Click on a Template
Click on Human Resources
Place in the Position Title in the Title section
Select Position Type with down arrow
Select Location with down arrow
Complete the Requisition Section
Complete the Display Info Section ndash click on Depends on InternalExternal
Click on based on Schedule for Internal amp External if you are posting the position Internally amp Externally (Note if you are only
posting internally just click on Based on Schedule for Internal Applicants)
Place in the date ranges you would like to have the position posted for excluding weekends
Place in the position start date if you have one or leave blank
Place in the application deadline if you have one or leave blank
Note No action required on AppliTrack Status or Selection Pipeline
Office Use Only ndash Click newly created position or vacancy is to find a replacement
Note Section ndash place in additional comments you would like to share with others
Fiscal Year ndash complete the section to read for example 2011-2012
Note No action required on remainder of page
Click Save amp Next
Complete the next screen with the following information Description
Job Summary
Qualifications Working Conditions
Monroe Public School Hiring Process Guide Page 8
Application Procedure Apply online
Selection Procedure Click Save (bottom of page right hand side)
Then click on Approval Process Tab
Click on Save (bottom of page right hand side)
Click on Submit Requisition (top left hand side)
3 View Applications Log into Applitrack
From the Home page click on Find Applications
Go to the Job Posting Tab
Click on List All Postings (On left hand side third from bottom)
Scroll down to category the position would be under
Click on the line under the position name (it should place to red lines above and below)
Click on the Job ID Number
Click on the Posting Tools Tab
Click on View All Applicants (to see all applicants that have applied for this position)
or
Click on View All Applicants (to see Only Applicants that have submitted their application for this position)
4 Manage the applications Send an email to all or some of the applicants You may want to email them and let them know that the position is filled or provide
them with more information about the job
Click on the Batch Actions amp tools on the left side of the applications
Monroe Public School Hiring Process Guide Page 9
You can do a lot of things from this area
Send an email Check the boxes of the applicants that you want to send the email
Once you ldquoChoose who you would like to send an email tordquo ndash a email box will appear
and you can write an email to the checked applicants These messages are
individualized to the specific candidate
Print all documents Once you select this option you can select any or all of the
documents from the candidate that you want to print You can also print a single
applicantrsquos documents from their application page
Mark with Notes You can put in a note for any employee so other administrators can
see the info An example may be that the applicant ldquohas another jobrdquo This note shows
up next to each applicant
Schedule an Interview This is a wonderful tool to schedule interviews for those
applicants you wish to interview for the position
1 Check those applicants who you wish to interview
2 Create new interview series ndash choose General Recruiting
3 Complete the series details ndash uncheck the Enable automatic phone interview
4 Add New Session to manage times location and to send a message
You can add additional sessions for as many applicants
5 You can invite others to the interviews and you can add interview questions
6 Once you save and finish an email will be sent to the applicant to pick a time
You can also schedule an single applicant for an interview from their application page
Monroe Public School Hiring Process Guide Page 10
5 Paperwork Once you have completed the initial and second interview and the classroom observation you need to complete the reference
check using the reference check on Applitrack
Go the specific applicantrsquos application by clicking on the ldquoopenrdquo
tag next to the name
Go to the bottom of the application and click
On ldquoFill Out a New Formrdquo
Choose the form from the new screen For the reference check
you check Reference Check and click on ldquocontinue with Selected Formsrdquo Once you complete the form Click on
Submit Form
Once you have completed the initial and second interview the classroom observation and the reference check AND you and
the superintendent have offered the position to the candidate you need to complete the New Hire Form with Workflow using
the form on Applitrack
Go the specific applicantrsquos application by
clicking on the ldquoopenrdquo tag next to the name
Go to the bottom of the application and click
On ldquoFill Out a New Formrdquo
Choose the form from the new screen For the new Hire form you New Hire Form with Workflow and click on ldquocontinue
with Selected Formsrdquo Once you complete the form Click on Submit Form
Once all of the new hire paperwork is completed the building principal will be notified that the employee can start work
Monroe Public School Hiring Process Guide Page 11
6 Emergency Hiring Procedure
There will be times when it becomes necessary to hire someone to fill a vacancy and not follow
the regular procedures
The Administrator will meet with the Assistant SuperintendentSuperintendent to discuss the
need for an emergency hire
In the case of an emergency hire the following steps must still be followedrdquo
1 Applicant must complete an on-line application
2 An interview with at least one other administrator must be conducted
3 The superintendent must meet the candidate to offer the position
4 All paperwork including background checks must be completed before the candidate
can begin work
5 An orientation meeting with the Assistant Superintendent must be schedule within the
first 2 weeks of working
Monroe Public School Hiring Process Guide Page 12
Monroe Board of Education Policy 4111
Personnel -- CertifiedNon-Certified
Recruitment and Selection
The Board of Education recognizes the diversity of the people who live in this school district and believes that this diversity should have an
important bearing on all aspects of the school systems activities
The Board of Education believes it is especially important that this diversity of population be recognized in the recruitment hiring promotion and
assignment of personnel
The Board of Education will implement an affirmative action plan and actively seek minority applicant for all open positions in the District
The schools shall engage in fair and sound personnel practices in the appointment of all school system employees The administration shall be
responsible for establishing recruitment selection and appointment procedures No advertisement of employment opportunities may by intent or
design restrict employment based upon discrimination as defined by law
The Superintendent of Schools shall be responsible for developing specific recruiting procedures and appropriate interviewing and evaluation
instruments to implement the Boardrsquos policy All such procedures and instruments shall comply with federal and state requirements
(cf 0521 ndash Affirmative ActionNondiscrimination) (cf 4111142111 ndash Affirmative Action)
Legal Reference Connecticut General Statutes
10-151 Employment of teachers Notice and hearing on termination of or failure to renew con-tract Appeal Definitions
10-153 Discrimination on account of marital status
10-155f Residency requirement prohibited
46a-60 Discriminatory employment practices prohibited
Title VII Civil Rights Act as amended by Title IX Equal Employment Opportunity Act 1972
Policy adopted October 18 2004
Personnel -- CertifiedNon-Certified
Recruitment and Selection
In the employment of teachers and other certified personnel special consideration is given to professional training teaching experience and personal
characteristics desirable in good teachers
Monroe Public School Hiring Process Guide Page 13
Each candidate will
1 Submit evidence of meeting the certification requirements of the state
2 Submit an official college transcript to the personnel office
3 Submit a record of teaching and other work experience to the personnel office Salary increments are based upon years of creditable
service
4 Appear unless unusual hardship prevents for a personal interview
The Superintendent will ensure that all employee manuals or handbooks are in compliance with federal law and include
The education and experience required of all new instructional employees
Any credentials that current instructional employees must acquire
A timetable for the satisfaction of any new requirements
The consequences for employees who fail to comply
All employees are to be advised of the revisions of the handbooks or manuals and of any implications for existing personnel
The Superintendent will ensure that parentsguardians of students in Title I schools are informed of their right to know the professional qualifications
of their childrsquos teacher and will describe where and how this information may be obtained The Superintendent will monitor Title I schools to ensure
that parentsguardians of all students are notified when those students are taught for 4 or more consecutive weeks by a teacher who is not highly
qualified as defined by law
Staffing patterns will be reviewed annually to ensure that poor and minority students are not at higher rates than are other children in the district
taught by inexperienced unqualified or out-of-field teachers If such patterns are noted strategies to correct the problem will be developed
Legal Reference Connecticut General Statutes
10-145 Certificate necessary to employment
10-151 Employment of teachers
10-153a to 10-153n Rights concerning professional organization and negotiations
PA 94-221 An Act Concerning School Discipline and Security
20 USCA sect6311(h)(6)(A) ndash No Child Left Behind Act
Regulation approved October 18 2004
Monroe Public School Hiring Process Guide Page 14
Employee Separation Form (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 15
Job Requisition Form (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 16
Interview Analysis Sheet (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 17
Applicant Paper Screening Rating Form (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 18
Classroom Observation Checklist (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 19
Reference Check Form (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 20
New Hire Form (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 8
Application Procedure Apply online
Selection Procedure Click Save (bottom of page right hand side)
Then click on Approval Process Tab
Click on Save (bottom of page right hand side)
Click on Submit Requisition (top left hand side)
3 View Applications Log into Applitrack
From the Home page click on Find Applications
Go to the Job Posting Tab
Click on List All Postings (On left hand side third from bottom)
Scroll down to category the position would be under
Click on the line under the position name (it should place to red lines above and below)
Click on the Job ID Number
Click on the Posting Tools Tab
Click on View All Applicants (to see all applicants that have applied for this position)
or
Click on View All Applicants (to see Only Applicants that have submitted their application for this position)
4 Manage the applications Send an email to all or some of the applicants You may want to email them and let them know that the position is filled or provide
them with more information about the job
Click on the Batch Actions amp tools on the left side of the applications
Monroe Public School Hiring Process Guide Page 9
You can do a lot of things from this area
Send an email Check the boxes of the applicants that you want to send the email
Once you ldquoChoose who you would like to send an email tordquo ndash a email box will appear
and you can write an email to the checked applicants These messages are
individualized to the specific candidate
Print all documents Once you select this option you can select any or all of the
documents from the candidate that you want to print You can also print a single
applicantrsquos documents from their application page
Mark with Notes You can put in a note for any employee so other administrators can
see the info An example may be that the applicant ldquohas another jobrdquo This note shows
up next to each applicant
Schedule an Interview This is a wonderful tool to schedule interviews for those
applicants you wish to interview for the position
1 Check those applicants who you wish to interview
2 Create new interview series ndash choose General Recruiting
3 Complete the series details ndash uncheck the Enable automatic phone interview
4 Add New Session to manage times location and to send a message
You can add additional sessions for as many applicants
5 You can invite others to the interviews and you can add interview questions
6 Once you save and finish an email will be sent to the applicant to pick a time
You can also schedule an single applicant for an interview from their application page
Monroe Public School Hiring Process Guide Page 10
5 Paperwork Once you have completed the initial and second interview and the classroom observation you need to complete the reference
check using the reference check on Applitrack
Go the specific applicantrsquos application by clicking on the ldquoopenrdquo
tag next to the name
Go to the bottom of the application and click
On ldquoFill Out a New Formrdquo
Choose the form from the new screen For the reference check
you check Reference Check and click on ldquocontinue with Selected Formsrdquo Once you complete the form Click on
Submit Form
Once you have completed the initial and second interview the classroom observation and the reference check AND you and
the superintendent have offered the position to the candidate you need to complete the New Hire Form with Workflow using
the form on Applitrack
Go the specific applicantrsquos application by
clicking on the ldquoopenrdquo tag next to the name
Go to the bottom of the application and click
On ldquoFill Out a New Formrdquo
Choose the form from the new screen For the new Hire form you New Hire Form with Workflow and click on ldquocontinue
with Selected Formsrdquo Once you complete the form Click on Submit Form
Once all of the new hire paperwork is completed the building principal will be notified that the employee can start work
Monroe Public School Hiring Process Guide Page 11
6 Emergency Hiring Procedure
There will be times when it becomes necessary to hire someone to fill a vacancy and not follow
the regular procedures
The Administrator will meet with the Assistant SuperintendentSuperintendent to discuss the
need for an emergency hire
In the case of an emergency hire the following steps must still be followedrdquo
1 Applicant must complete an on-line application
2 An interview with at least one other administrator must be conducted
3 The superintendent must meet the candidate to offer the position
4 All paperwork including background checks must be completed before the candidate
can begin work
5 An orientation meeting with the Assistant Superintendent must be schedule within the
first 2 weeks of working
Monroe Public School Hiring Process Guide Page 12
Monroe Board of Education Policy 4111
Personnel -- CertifiedNon-Certified
Recruitment and Selection
The Board of Education recognizes the diversity of the people who live in this school district and believes that this diversity should have an
important bearing on all aspects of the school systems activities
The Board of Education believes it is especially important that this diversity of population be recognized in the recruitment hiring promotion and
assignment of personnel
The Board of Education will implement an affirmative action plan and actively seek minority applicant for all open positions in the District
The schools shall engage in fair and sound personnel practices in the appointment of all school system employees The administration shall be
responsible for establishing recruitment selection and appointment procedures No advertisement of employment opportunities may by intent or
design restrict employment based upon discrimination as defined by law
The Superintendent of Schools shall be responsible for developing specific recruiting procedures and appropriate interviewing and evaluation
instruments to implement the Boardrsquos policy All such procedures and instruments shall comply with federal and state requirements
(cf 0521 ndash Affirmative ActionNondiscrimination) (cf 4111142111 ndash Affirmative Action)
Legal Reference Connecticut General Statutes
10-151 Employment of teachers Notice and hearing on termination of or failure to renew con-tract Appeal Definitions
10-153 Discrimination on account of marital status
10-155f Residency requirement prohibited
46a-60 Discriminatory employment practices prohibited
Title VII Civil Rights Act as amended by Title IX Equal Employment Opportunity Act 1972
Policy adopted October 18 2004
Personnel -- CertifiedNon-Certified
Recruitment and Selection
In the employment of teachers and other certified personnel special consideration is given to professional training teaching experience and personal
characteristics desirable in good teachers
Monroe Public School Hiring Process Guide Page 13
Each candidate will
1 Submit evidence of meeting the certification requirements of the state
2 Submit an official college transcript to the personnel office
3 Submit a record of teaching and other work experience to the personnel office Salary increments are based upon years of creditable
service
4 Appear unless unusual hardship prevents for a personal interview
The Superintendent will ensure that all employee manuals or handbooks are in compliance with federal law and include
The education and experience required of all new instructional employees
Any credentials that current instructional employees must acquire
A timetable for the satisfaction of any new requirements
The consequences for employees who fail to comply
All employees are to be advised of the revisions of the handbooks or manuals and of any implications for existing personnel
The Superintendent will ensure that parentsguardians of students in Title I schools are informed of their right to know the professional qualifications
of their childrsquos teacher and will describe where and how this information may be obtained The Superintendent will monitor Title I schools to ensure
that parentsguardians of all students are notified when those students are taught for 4 or more consecutive weeks by a teacher who is not highly
qualified as defined by law
Staffing patterns will be reviewed annually to ensure that poor and minority students are not at higher rates than are other children in the district
taught by inexperienced unqualified or out-of-field teachers If such patterns are noted strategies to correct the problem will be developed
Legal Reference Connecticut General Statutes
10-145 Certificate necessary to employment
10-151 Employment of teachers
10-153a to 10-153n Rights concerning professional organization and negotiations
PA 94-221 An Act Concerning School Discipline and Security
20 USCA sect6311(h)(6)(A) ndash No Child Left Behind Act
Regulation approved October 18 2004
Monroe Public School Hiring Process Guide Page 14
Employee Separation Form (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 15
Job Requisition Form (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 16
Interview Analysis Sheet (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 17
Applicant Paper Screening Rating Form (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 18
Classroom Observation Checklist (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 19
Reference Check Form (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 20
New Hire Form (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 9
You can do a lot of things from this area
Send an email Check the boxes of the applicants that you want to send the email
Once you ldquoChoose who you would like to send an email tordquo ndash a email box will appear
and you can write an email to the checked applicants These messages are
individualized to the specific candidate
Print all documents Once you select this option you can select any or all of the
documents from the candidate that you want to print You can also print a single
applicantrsquos documents from their application page
Mark with Notes You can put in a note for any employee so other administrators can
see the info An example may be that the applicant ldquohas another jobrdquo This note shows
up next to each applicant
Schedule an Interview This is a wonderful tool to schedule interviews for those
applicants you wish to interview for the position
1 Check those applicants who you wish to interview
2 Create new interview series ndash choose General Recruiting
3 Complete the series details ndash uncheck the Enable automatic phone interview
4 Add New Session to manage times location and to send a message
You can add additional sessions for as many applicants
5 You can invite others to the interviews and you can add interview questions
6 Once you save and finish an email will be sent to the applicant to pick a time
You can also schedule an single applicant for an interview from their application page
Monroe Public School Hiring Process Guide Page 10
5 Paperwork Once you have completed the initial and second interview and the classroom observation you need to complete the reference
check using the reference check on Applitrack
Go the specific applicantrsquos application by clicking on the ldquoopenrdquo
tag next to the name
Go to the bottom of the application and click
On ldquoFill Out a New Formrdquo
Choose the form from the new screen For the reference check
you check Reference Check and click on ldquocontinue with Selected Formsrdquo Once you complete the form Click on
Submit Form
Once you have completed the initial and second interview the classroom observation and the reference check AND you and
the superintendent have offered the position to the candidate you need to complete the New Hire Form with Workflow using
the form on Applitrack
Go the specific applicantrsquos application by
clicking on the ldquoopenrdquo tag next to the name
Go to the bottom of the application and click
On ldquoFill Out a New Formrdquo
Choose the form from the new screen For the new Hire form you New Hire Form with Workflow and click on ldquocontinue
with Selected Formsrdquo Once you complete the form Click on Submit Form
Once all of the new hire paperwork is completed the building principal will be notified that the employee can start work
Monroe Public School Hiring Process Guide Page 11
6 Emergency Hiring Procedure
There will be times when it becomes necessary to hire someone to fill a vacancy and not follow
the regular procedures
The Administrator will meet with the Assistant SuperintendentSuperintendent to discuss the
need for an emergency hire
In the case of an emergency hire the following steps must still be followedrdquo
1 Applicant must complete an on-line application
2 An interview with at least one other administrator must be conducted
3 The superintendent must meet the candidate to offer the position
4 All paperwork including background checks must be completed before the candidate
can begin work
5 An orientation meeting with the Assistant Superintendent must be schedule within the
first 2 weeks of working
Monroe Public School Hiring Process Guide Page 12
Monroe Board of Education Policy 4111
Personnel -- CertifiedNon-Certified
Recruitment and Selection
The Board of Education recognizes the diversity of the people who live in this school district and believes that this diversity should have an
important bearing on all aspects of the school systems activities
The Board of Education believes it is especially important that this diversity of population be recognized in the recruitment hiring promotion and
assignment of personnel
The Board of Education will implement an affirmative action plan and actively seek minority applicant for all open positions in the District
The schools shall engage in fair and sound personnel practices in the appointment of all school system employees The administration shall be
responsible for establishing recruitment selection and appointment procedures No advertisement of employment opportunities may by intent or
design restrict employment based upon discrimination as defined by law
The Superintendent of Schools shall be responsible for developing specific recruiting procedures and appropriate interviewing and evaluation
instruments to implement the Boardrsquos policy All such procedures and instruments shall comply with federal and state requirements
(cf 0521 ndash Affirmative ActionNondiscrimination) (cf 4111142111 ndash Affirmative Action)
Legal Reference Connecticut General Statutes
10-151 Employment of teachers Notice and hearing on termination of or failure to renew con-tract Appeal Definitions
10-153 Discrimination on account of marital status
10-155f Residency requirement prohibited
46a-60 Discriminatory employment practices prohibited
Title VII Civil Rights Act as amended by Title IX Equal Employment Opportunity Act 1972
Policy adopted October 18 2004
Personnel -- CertifiedNon-Certified
Recruitment and Selection
In the employment of teachers and other certified personnel special consideration is given to professional training teaching experience and personal
characteristics desirable in good teachers
Monroe Public School Hiring Process Guide Page 13
Each candidate will
1 Submit evidence of meeting the certification requirements of the state
2 Submit an official college transcript to the personnel office
3 Submit a record of teaching and other work experience to the personnel office Salary increments are based upon years of creditable
service
4 Appear unless unusual hardship prevents for a personal interview
The Superintendent will ensure that all employee manuals or handbooks are in compliance with federal law and include
The education and experience required of all new instructional employees
Any credentials that current instructional employees must acquire
A timetable for the satisfaction of any new requirements
The consequences for employees who fail to comply
All employees are to be advised of the revisions of the handbooks or manuals and of any implications for existing personnel
The Superintendent will ensure that parentsguardians of students in Title I schools are informed of their right to know the professional qualifications
of their childrsquos teacher and will describe where and how this information may be obtained The Superintendent will monitor Title I schools to ensure
that parentsguardians of all students are notified when those students are taught for 4 or more consecutive weeks by a teacher who is not highly
qualified as defined by law
Staffing patterns will be reviewed annually to ensure that poor and minority students are not at higher rates than are other children in the district
taught by inexperienced unqualified or out-of-field teachers If such patterns are noted strategies to correct the problem will be developed
Legal Reference Connecticut General Statutes
10-145 Certificate necessary to employment
10-151 Employment of teachers
10-153a to 10-153n Rights concerning professional organization and negotiations
PA 94-221 An Act Concerning School Discipline and Security
20 USCA sect6311(h)(6)(A) ndash No Child Left Behind Act
Regulation approved October 18 2004
Monroe Public School Hiring Process Guide Page 14
Employee Separation Form (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 15
Job Requisition Form (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 16
Interview Analysis Sheet (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 17
Applicant Paper Screening Rating Form (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 18
Classroom Observation Checklist (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 19
Reference Check Form (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 20
New Hire Form (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 10
5 Paperwork Once you have completed the initial and second interview and the classroom observation you need to complete the reference
check using the reference check on Applitrack
Go the specific applicantrsquos application by clicking on the ldquoopenrdquo
tag next to the name
Go to the bottom of the application and click
On ldquoFill Out a New Formrdquo
Choose the form from the new screen For the reference check
you check Reference Check and click on ldquocontinue with Selected Formsrdquo Once you complete the form Click on
Submit Form
Once you have completed the initial and second interview the classroom observation and the reference check AND you and
the superintendent have offered the position to the candidate you need to complete the New Hire Form with Workflow using
the form on Applitrack
Go the specific applicantrsquos application by
clicking on the ldquoopenrdquo tag next to the name
Go to the bottom of the application and click
On ldquoFill Out a New Formrdquo
Choose the form from the new screen For the new Hire form you New Hire Form with Workflow and click on ldquocontinue
with Selected Formsrdquo Once you complete the form Click on Submit Form
Once all of the new hire paperwork is completed the building principal will be notified that the employee can start work
Monroe Public School Hiring Process Guide Page 11
6 Emergency Hiring Procedure
There will be times when it becomes necessary to hire someone to fill a vacancy and not follow
the regular procedures
The Administrator will meet with the Assistant SuperintendentSuperintendent to discuss the
need for an emergency hire
In the case of an emergency hire the following steps must still be followedrdquo
1 Applicant must complete an on-line application
2 An interview with at least one other administrator must be conducted
3 The superintendent must meet the candidate to offer the position
4 All paperwork including background checks must be completed before the candidate
can begin work
5 An orientation meeting with the Assistant Superintendent must be schedule within the
first 2 weeks of working
Monroe Public School Hiring Process Guide Page 12
Monroe Board of Education Policy 4111
Personnel -- CertifiedNon-Certified
Recruitment and Selection
The Board of Education recognizes the diversity of the people who live in this school district and believes that this diversity should have an
important bearing on all aspects of the school systems activities
The Board of Education believes it is especially important that this diversity of population be recognized in the recruitment hiring promotion and
assignment of personnel
The Board of Education will implement an affirmative action plan and actively seek minority applicant for all open positions in the District
The schools shall engage in fair and sound personnel practices in the appointment of all school system employees The administration shall be
responsible for establishing recruitment selection and appointment procedures No advertisement of employment opportunities may by intent or
design restrict employment based upon discrimination as defined by law
The Superintendent of Schools shall be responsible for developing specific recruiting procedures and appropriate interviewing and evaluation
instruments to implement the Boardrsquos policy All such procedures and instruments shall comply with federal and state requirements
(cf 0521 ndash Affirmative ActionNondiscrimination) (cf 4111142111 ndash Affirmative Action)
Legal Reference Connecticut General Statutes
10-151 Employment of teachers Notice and hearing on termination of or failure to renew con-tract Appeal Definitions
10-153 Discrimination on account of marital status
10-155f Residency requirement prohibited
46a-60 Discriminatory employment practices prohibited
Title VII Civil Rights Act as amended by Title IX Equal Employment Opportunity Act 1972
Policy adopted October 18 2004
Personnel -- CertifiedNon-Certified
Recruitment and Selection
In the employment of teachers and other certified personnel special consideration is given to professional training teaching experience and personal
characteristics desirable in good teachers
Monroe Public School Hiring Process Guide Page 13
Each candidate will
1 Submit evidence of meeting the certification requirements of the state
2 Submit an official college transcript to the personnel office
3 Submit a record of teaching and other work experience to the personnel office Salary increments are based upon years of creditable
service
4 Appear unless unusual hardship prevents for a personal interview
The Superintendent will ensure that all employee manuals or handbooks are in compliance with federal law and include
The education and experience required of all new instructional employees
Any credentials that current instructional employees must acquire
A timetable for the satisfaction of any new requirements
The consequences for employees who fail to comply
All employees are to be advised of the revisions of the handbooks or manuals and of any implications for existing personnel
The Superintendent will ensure that parentsguardians of students in Title I schools are informed of their right to know the professional qualifications
of their childrsquos teacher and will describe where and how this information may be obtained The Superintendent will monitor Title I schools to ensure
that parentsguardians of all students are notified when those students are taught for 4 or more consecutive weeks by a teacher who is not highly
qualified as defined by law
Staffing patterns will be reviewed annually to ensure that poor and minority students are not at higher rates than are other children in the district
taught by inexperienced unqualified or out-of-field teachers If such patterns are noted strategies to correct the problem will be developed
Legal Reference Connecticut General Statutes
10-145 Certificate necessary to employment
10-151 Employment of teachers
10-153a to 10-153n Rights concerning professional organization and negotiations
PA 94-221 An Act Concerning School Discipline and Security
20 USCA sect6311(h)(6)(A) ndash No Child Left Behind Act
Regulation approved October 18 2004
Monroe Public School Hiring Process Guide Page 14
Employee Separation Form (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 15
Job Requisition Form (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 16
Interview Analysis Sheet (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 17
Applicant Paper Screening Rating Form (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 18
Classroom Observation Checklist (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 19
Reference Check Form (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 20
New Hire Form (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 11
6 Emergency Hiring Procedure
There will be times when it becomes necessary to hire someone to fill a vacancy and not follow
the regular procedures
The Administrator will meet with the Assistant SuperintendentSuperintendent to discuss the
need for an emergency hire
In the case of an emergency hire the following steps must still be followedrdquo
1 Applicant must complete an on-line application
2 An interview with at least one other administrator must be conducted
3 The superintendent must meet the candidate to offer the position
4 All paperwork including background checks must be completed before the candidate
can begin work
5 An orientation meeting with the Assistant Superintendent must be schedule within the
first 2 weeks of working
Monroe Public School Hiring Process Guide Page 12
Monroe Board of Education Policy 4111
Personnel -- CertifiedNon-Certified
Recruitment and Selection
The Board of Education recognizes the diversity of the people who live in this school district and believes that this diversity should have an
important bearing on all aspects of the school systems activities
The Board of Education believes it is especially important that this diversity of population be recognized in the recruitment hiring promotion and
assignment of personnel
The Board of Education will implement an affirmative action plan and actively seek minority applicant for all open positions in the District
The schools shall engage in fair and sound personnel practices in the appointment of all school system employees The administration shall be
responsible for establishing recruitment selection and appointment procedures No advertisement of employment opportunities may by intent or
design restrict employment based upon discrimination as defined by law
The Superintendent of Schools shall be responsible for developing specific recruiting procedures and appropriate interviewing and evaluation
instruments to implement the Boardrsquos policy All such procedures and instruments shall comply with federal and state requirements
(cf 0521 ndash Affirmative ActionNondiscrimination) (cf 4111142111 ndash Affirmative Action)
Legal Reference Connecticut General Statutes
10-151 Employment of teachers Notice and hearing on termination of or failure to renew con-tract Appeal Definitions
10-153 Discrimination on account of marital status
10-155f Residency requirement prohibited
46a-60 Discriminatory employment practices prohibited
Title VII Civil Rights Act as amended by Title IX Equal Employment Opportunity Act 1972
Policy adopted October 18 2004
Personnel -- CertifiedNon-Certified
Recruitment and Selection
In the employment of teachers and other certified personnel special consideration is given to professional training teaching experience and personal
characteristics desirable in good teachers
Monroe Public School Hiring Process Guide Page 13
Each candidate will
1 Submit evidence of meeting the certification requirements of the state
2 Submit an official college transcript to the personnel office
3 Submit a record of teaching and other work experience to the personnel office Salary increments are based upon years of creditable
service
4 Appear unless unusual hardship prevents for a personal interview
The Superintendent will ensure that all employee manuals or handbooks are in compliance with federal law and include
The education and experience required of all new instructional employees
Any credentials that current instructional employees must acquire
A timetable for the satisfaction of any new requirements
The consequences for employees who fail to comply
All employees are to be advised of the revisions of the handbooks or manuals and of any implications for existing personnel
The Superintendent will ensure that parentsguardians of students in Title I schools are informed of their right to know the professional qualifications
of their childrsquos teacher and will describe where and how this information may be obtained The Superintendent will monitor Title I schools to ensure
that parentsguardians of all students are notified when those students are taught for 4 or more consecutive weeks by a teacher who is not highly
qualified as defined by law
Staffing patterns will be reviewed annually to ensure that poor and minority students are not at higher rates than are other children in the district
taught by inexperienced unqualified or out-of-field teachers If such patterns are noted strategies to correct the problem will be developed
Legal Reference Connecticut General Statutes
10-145 Certificate necessary to employment
10-151 Employment of teachers
10-153a to 10-153n Rights concerning professional organization and negotiations
PA 94-221 An Act Concerning School Discipline and Security
20 USCA sect6311(h)(6)(A) ndash No Child Left Behind Act
Regulation approved October 18 2004
Monroe Public School Hiring Process Guide Page 14
Employee Separation Form (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 15
Job Requisition Form (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 16
Interview Analysis Sheet (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 17
Applicant Paper Screening Rating Form (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 18
Classroom Observation Checklist (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 19
Reference Check Form (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 20
New Hire Form (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 12
Monroe Board of Education Policy 4111
Personnel -- CertifiedNon-Certified
Recruitment and Selection
The Board of Education recognizes the diversity of the people who live in this school district and believes that this diversity should have an
important bearing on all aspects of the school systems activities
The Board of Education believes it is especially important that this diversity of population be recognized in the recruitment hiring promotion and
assignment of personnel
The Board of Education will implement an affirmative action plan and actively seek minority applicant for all open positions in the District
The schools shall engage in fair and sound personnel practices in the appointment of all school system employees The administration shall be
responsible for establishing recruitment selection and appointment procedures No advertisement of employment opportunities may by intent or
design restrict employment based upon discrimination as defined by law
The Superintendent of Schools shall be responsible for developing specific recruiting procedures and appropriate interviewing and evaluation
instruments to implement the Boardrsquos policy All such procedures and instruments shall comply with federal and state requirements
(cf 0521 ndash Affirmative ActionNondiscrimination) (cf 4111142111 ndash Affirmative Action)
Legal Reference Connecticut General Statutes
10-151 Employment of teachers Notice and hearing on termination of or failure to renew con-tract Appeal Definitions
10-153 Discrimination on account of marital status
10-155f Residency requirement prohibited
46a-60 Discriminatory employment practices prohibited
Title VII Civil Rights Act as amended by Title IX Equal Employment Opportunity Act 1972
Policy adopted October 18 2004
Personnel -- CertifiedNon-Certified
Recruitment and Selection
In the employment of teachers and other certified personnel special consideration is given to professional training teaching experience and personal
characteristics desirable in good teachers
Monroe Public School Hiring Process Guide Page 13
Each candidate will
1 Submit evidence of meeting the certification requirements of the state
2 Submit an official college transcript to the personnel office
3 Submit a record of teaching and other work experience to the personnel office Salary increments are based upon years of creditable
service
4 Appear unless unusual hardship prevents for a personal interview
The Superintendent will ensure that all employee manuals or handbooks are in compliance with federal law and include
The education and experience required of all new instructional employees
Any credentials that current instructional employees must acquire
A timetable for the satisfaction of any new requirements
The consequences for employees who fail to comply
All employees are to be advised of the revisions of the handbooks or manuals and of any implications for existing personnel
The Superintendent will ensure that parentsguardians of students in Title I schools are informed of their right to know the professional qualifications
of their childrsquos teacher and will describe where and how this information may be obtained The Superintendent will monitor Title I schools to ensure
that parentsguardians of all students are notified when those students are taught for 4 or more consecutive weeks by a teacher who is not highly
qualified as defined by law
Staffing patterns will be reviewed annually to ensure that poor and minority students are not at higher rates than are other children in the district
taught by inexperienced unqualified or out-of-field teachers If such patterns are noted strategies to correct the problem will be developed
Legal Reference Connecticut General Statutes
10-145 Certificate necessary to employment
10-151 Employment of teachers
10-153a to 10-153n Rights concerning professional organization and negotiations
PA 94-221 An Act Concerning School Discipline and Security
20 USCA sect6311(h)(6)(A) ndash No Child Left Behind Act
Regulation approved October 18 2004
Monroe Public School Hiring Process Guide Page 14
Employee Separation Form (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 15
Job Requisition Form (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 16
Interview Analysis Sheet (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 17
Applicant Paper Screening Rating Form (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 18
Classroom Observation Checklist (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 19
Reference Check Form (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 20
New Hire Form (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 13
Each candidate will
1 Submit evidence of meeting the certification requirements of the state
2 Submit an official college transcript to the personnel office
3 Submit a record of teaching and other work experience to the personnel office Salary increments are based upon years of creditable
service
4 Appear unless unusual hardship prevents for a personal interview
The Superintendent will ensure that all employee manuals or handbooks are in compliance with federal law and include
The education and experience required of all new instructional employees
Any credentials that current instructional employees must acquire
A timetable for the satisfaction of any new requirements
The consequences for employees who fail to comply
All employees are to be advised of the revisions of the handbooks or manuals and of any implications for existing personnel
The Superintendent will ensure that parentsguardians of students in Title I schools are informed of their right to know the professional qualifications
of their childrsquos teacher and will describe where and how this information may be obtained The Superintendent will monitor Title I schools to ensure
that parentsguardians of all students are notified when those students are taught for 4 or more consecutive weeks by a teacher who is not highly
qualified as defined by law
Staffing patterns will be reviewed annually to ensure that poor and minority students are not at higher rates than are other children in the district
taught by inexperienced unqualified or out-of-field teachers If such patterns are noted strategies to correct the problem will be developed
Legal Reference Connecticut General Statutes
10-145 Certificate necessary to employment
10-151 Employment of teachers
10-153a to 10-153n Rights concerning professional organization and negotiations
PA 94-221 An Act Concerning School Discipline and Security
20 USCA sect6311(h)(6)(A) ndash No Child Left Behind Act
Regulation approved October 18 2004
Monroe Public School Hiring Process Guide Page 14
Employee Separation Form (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 15
Job Requisition Form (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 16
Interview Analysis Sheet (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 17
Applicant Paper Screening Rating Form (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 18
Classroom Observation Checklist (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 19
Reference Check Form (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 20
New Hire Form (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 14
Employee Separation Form (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 15
Job Requisition Form (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 16
Interview Analysis Sheet (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 17
Applicant Paper Screening Rating Form (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 18
Classroom Observation Checklist (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 19
Reference Check Form (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 20
New Hire Form (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 15
Job Requisition Form (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 16
Interview Analysis Sheet (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 17
Applicant Paper Screening Rating Form (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 18
Classroom Observation Checklist (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 19
Reference Check Form (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 20
New Hire Form (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 16
Interview Analysis Sheet (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 17
Applicant Paper Screening Rating Form (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 18
Classroom Observation Checklist (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 19
Reference Check Form (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 20
New Hire Form (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 17
Applicant Paper Screening Rating Form (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 18
Classroom Observation Checklist (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 19
Reference Check Form (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 20
New Hire Form (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 18
Classroom Observation Checklist (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 19
Reference Check Form (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 20
New Hire Form (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 19
Reference Check Form (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 20
New Hire Form (wwwapplitrackcom)
Monroe Public School Hiring Process Guide Page 20
New Hire Form (wwwapplitrackcom)