Page 11 - Teacher Selection and Onboarding Guide

Pregnancy Discrimination Act Unlawful to discriminate on the basis of
pregnancy or children.
Affirmative Action Employers take corrective action when
underrepresentation of protected classes is
present in the organization’s workforce.

Training and Guidance
Human Resources partners with Recruitment and Retention, and is available at (561) 434-8430
to answer questions you may have, and to ensure a successful process. Human Resources can
also provide guidance in the development and administration of the interviewing process.

Checking References
Once the interview(s) has/have concluded, the top candidate(s) is/are then determined based on
the information collected during the selection process. Although reference Form #0606 is
evaluated as part of the Central Office Process, it is required that principals conduct their own
reference check using Form #1631 on any candidate they are considering before extending an
employment offer. Sample Employment Reference Verification Forms are included (Appendix 2).

Final Candidate Selection
Once the top candidate has been chosen by the principal/hiring administrator(s) from the list of
top candidates, the school changes the applicant disposition and the date of the Interview. Call
the current or the most recent employer and complete the PBSD 1631. Email the HR Technician
and the HR Partner indicating the offer and the Effective Start Date for the applicant if known.
Change the Applicant disposition in PeopleSoft.

Candidate Notification
Candidates are understandably anxious to know about their status in the selection process at any
given point in time. Provide candidates with timely information regarding their status, as well as
the subsequent steps in the selection process.

It is recommended that the school use written communication to inform the candidates,
regardless of whether they were successful or unsuccessful in the given selection process.
Written communication sent via email allows for a consistent message and facilitates record
keeping. It is also helpful for legal purposes. The content of regret letters should be clear,
consistent, and concise. Sample Regret and Congratulations Letters are included (Appendix 3).

ONBOARDING – SETTING THE STAGE FOR TEACHER SUCCESS

Following the completion of the hiring process at the Central Office, it is important for principals
to engage in an Onboarding process that ensures the continual success of the teacher(s) they
hire. To do this, it is recommended that principals provide specific Onboarding activities during
the teacher’s first week of employment and throughout the initial two years of employment.

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