7S. Professional Staff Recruiting/Hiring
It is the responsibility of the executive director, with the assistance of other administrators, to determine the personnel needs of the BOCES and to locate suitable candidates to recommend to the Board for employment. The search for good teachers and other professional personnel shall extend to a wide variety of educational institutions and geographical areas. It shall take into consideration the diverse characteristics of the BOCES and the need for staff members of various backgrounds.
Recruitment procedures shall not overlook the talents and potential of individuals already employed by the BOCES. Any present employee of the BOCES may apply for a position for which he or she is licensed, qualified, and/or meets other stated requirements.
Prior to hiring any person, the BOCES shall conduct background checks with the Colorado Department of Education and previous employers regarding the applicant’s fitness for employment.
There shall be no discrimination in the hiring process on the basis of race, color, creed, sex, sexual orientation, genetic information, religion, national origin, ancestry, age, marital status or disability.
In all cases where credit information or reports are used in the hiring process, the BOCES shall comply with the Fair Credit Reporting Act and applicable state law.
All candidates shall be considered on the basis of their merits, qualifications and the needs of the BOCES. The Board directs that recruitment procedures will give preference to teacher candidates who meet the NCLB definition of highly qualified.
All interviewing and selection procedures shall ensure that the administrator directly responsible for the work of a staff member has an opportunity to aid in the staff member’s selection.
Appointment of candidates
Nominations shall be made at meetings of the Board. Nominations of teacher candidates who are not highly qualified, as defined by the NCLB, will be accompanied with an explanation as to why a highly qualified teacher candidate was not nominated for the position. The vote of a majority of the Board shall be necessary to approve the appointment of teachers or any professional staff member. If there is a negative vote by the Board, the executive director shall submit a new recommendation to the Board for approval.
Upon the hiring of any employee, information required by federal and state child support laws will be timely forwarded by the BOCES to the appropriate state agency.
LEGAL REFS.: 15 U.S.C. 1681 et seq. (Fair Credit Reporting Act)
20 U.S.C. 6319 (teacher requirements under No Child Left Behind Act of 2001)
42 U.S.C. 653 (a) (Personal Responsibility and Work Opportunity Reconciliation Act)
34 C.F.R. 200.55 (federal regulations regarding highly qualified teachers)
C.R.S. 8-2-126 (limits employers’ use of consumer credit information)
C.R.S. 14-14-111.5 (Child Support Enforcement procedures)
C.R.S. 22-2-119 (inquiries prior to hiring)
C.R.S. 22-32-109 (1)(f) (board duty to employ personnel)
C.R.S. 22-32-109.7 (inquiries prior to hiring)
C.R.S. 22-60.5-114 (3) (State Board can waive some requirements for initial license applicants upon request of BOCES)
C.R.S. 22-60.5-201 (types of teacher licenses issued)
C.R.S. 22-61-101 (prohibiting discrimination)
C.R.S. 24-5-101 (effect of criminal conviction on employment)
C.R.S. 24-34-402 (1) (discriminatory and unfair employment practices)
C.R.S. 24-72-202 (4.5) (definition of personnel file in open records law)
CROSS REF.: GBA, Open Hiring/Equal Employment Opportunity