- Last Updated: 26 October 2017 26 October 2017
|Policies and Regulations||NEPN Code: GCE|
Staff Recruiting and Employment
The Sioux Falls School District will recruit and retain a high-quality, diverse staff by implementing a recruitment program that incorporates best practices. The recruitment program will act within District policy and state law, including a criminal background check.
The District is an equal opportunity employer providing opportunities for employment without regard to race, color, creed, religion, age, gender (including pregnancy), sexual orientation, disability, national origin or ancestry, military/veteran status, genetic information or any other category protected by law. The recruitment program will include active recruiting of under-represented groups and will adhere to the District nepotism policy, GBEA.
District staffing needs and recruitment costs, including expenses related to obtaining VISA’s for hard-to-fill positions through the approval of the I-140 process, are recommended through the budgeting process for School Board approval.
The Human Resources Department will verify persons recommended for employment meet all qualifications established by law and District policy for the type of position for which recommendation is made. The Superintendent will recommend personnel to the School Board for final approval of employment. Majority vote of the School Board will confirm employment with the District.
Persons offered employment by the Sioux Falls School District must undergo fingerprinting for a South Dakota and Federal criminal background check. The Human Resources Department will establish written procedures for obtaining, managing, storing, and disseminating criminal record information. In addition, the Human Resources Department will outline disqualifiers for employment, including the process and timeline for appealing information found in the criminal record.
Candidates denied employment based upon information revealed within the criminal record will be notified in writing and allowed a reasonable amount of time for appeal.
Criminal record information will not be shared with the candidate or other individuals whom have not completed the Criminal Justice Information System (CJIS) Security Training.
13-10-2 General power of school boards to employ personnel.
13-10-12 Criminal background investigation of prospective employees and student teachers--
13-10-13 Criminal conviction as factor in hiring decision.
13-10-16 Conviction defined.
|Policy||Board Action||(formerly 4112)|