Duluth Public Schools: Recruitment, Selection, and Assignment Report

This report details the recruitment, selection, and assignment procedures for Duluth Public Schools ISD 709. It outlines job qualifications, emphasizing the need for clearly defined job specifications and Minnesota Department of Children, Families & Learning licensure for teaching positions. The hiring process is managed by the Director of Human Resources, involving recruitment through various channels, including statewide and university placement agencies. The report describes the screening process, which includes an initial screening committee, point-based application evaluation, and the creation of an active list of candidates. It details the interview process, including committee composition, question development, reference checks, and confidentiality guidelines. The report also covers changes in assignment due to enrollment fluctuations and reviews of these regulations. The document also addresses travel expenses associated with pre-employment interviews. The report is a comprehensive guide to the school district's hiring and assignment practices.

4045R RECRUITMENT, SELECTION, AND ASSIGNMENT PROCEDURES
Job Qualifications
1. Each position will be clearly defined and described with job specifications and
qualifications prior to seeking a person to fill the position.
2. Minnesota Department of Children, Families & Learning licensure for teaching and
evidence of basic qualifications are to be regarded as minimum considerations for
employment as a teacher.
3. The School Board may establish minimum and desirable job qualifications for persons
assuming licensed positions if such qualifications are to call for more than a license
issued by the Minnesota Department of Children, Families & Learning.
4. Where a screening process is required, an overall grade point average of at least
2.50 on a 4.00 scale for all collegiate courses is required for consideration as a
teacher in the School District.
5. Teachers employed in grades 7-12 must have an academic major in any subject area
in which they teach more than half time. For subjects taught less than half time, the
teacher is required to hold at least an academic minor as otherwise required by the
Minnesota Department of Children, Families & Learning, whichever standard is
higher.
Hiring Process
The Director of Human Resources will be responsible for managing employment
procedures. Well qualified candidates will be recruited to fill vacancies after the application
of existing transfer procedures has been completed.
Job descriptions on file in the Human Resources Office shall include specifications and
qualifications which provide basic guidelines including a requirement for sufficient training,
experience, and general suitability to enable the School District to employ competent,
qualified persons but shall not be so restrictive to exclude protected class applicants. Job
descriptions shall be written by the appropriate administrator(s) and reviewed by the
Director of Human Resources.
Advertisement of vacancies shall be the responsibility of the Director of Human Resources.
Notices of vacancies shall be published in all or some of the following areas:
Statewide, including Duluth, Minneapolis, St. Paul
Upper Midwest, including Chicago, Des Moines, Detroit, Madison, Milwaukee
University Placement Agencies
Local Minority Organizations
School District Internet website and other relevant Internet website(s)
If recruiting in the foregoing agencies or locations does not produce a satisfactory number
of candidates, the recruiting area shall be expanded until a sufficient number of candidates,
including candidates from protected classes, are identified. The recruitment process shall
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attempt to generate candidates in identified job categories every year.
The Human Resources Office will determine which applications are complete and meet
minimum qualifications and are, therefore, appropriate for screening. An initial screening
will be completed by a committee appointed by the appropriate administrator, with the
approval of Director of Human Resources. The screening committee will consist of at least
two persons. For the purpose of screening internal transfer and assignment requests, the
appropriate administrator and Director of Human Resources will be the interview team.
Otherwise, the initial screening committee will assign each application a point total based
upon criteria established by the Superintendent which will include, when appropriate, a
graduated scale of points for college grade point average. Except for internal transfer and
assignment requests, screening will take place throughout the year with appropriate
updating of the active list following each screening. Those applicants with the highest point
totals will be considered the active list from which candidates for interview are selected.
The number of applicants on the active list will be three (3) times the number of anticipated
yearly vacancies in the licensure field in K-6 and five (5) times the number of anticipated
yearly vacancies in other licensure areas. The administrator responsible for the position will
review the screened list to determine those applicants (usually 3-6) to be interviewed for a
particular vacancy based upon building and School District needs. The interview committee
(usually four people) will be appointed by the principal or other supervisor with approval of
the Director of Human Resources. Usually the principal or supervisor will serve as the
chairperson of the interview committee with other members representing community and/or
staff. Only if the incumbent for the position has been promoted to supervise the position
may he/she be a member of the interview committee when selecting her/his replacement.
Efforts will be made to include protected class members in the screening/ interviewing
process by establishing a pool of qualified volunteers from the protected classes willing to
assist in the process.
The chairperson of the interview committee will be responsible for developing a set of
questions to be asked during the interviews. The Director of Human Resources will be
responsible for reviewing the proposed interview questions and scheduling the candidates
for interview.
During the interview, interview committee members will assess the candidate's
qualifications and acceptability for the position. After each interview, time will be allowed
for interview committee members to record notes on the candidate. Each interview
committee member will keep notes and records of each interview. The chairperson of the
interview committee will complete at least two telephone references to confirm the
qualifications of the top rated candidate(s) and prepare a recommendation that reflects the
committee's findings. The recommendation will be submitted to the Director of Human
Resources for review and processing. If no candidate interviewed is recommended, further
search for an acceptable candidate will be made.
The rating sheets from each interview committee member and set of questions asked in the
interview will be kept in the Human Resources Office for each position posted.
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Duluth Public Schools ISD 709 | 215 N First Avenue East | Duluth, MN 55802 | [phone]

Interview committee members are expected to maintain confidentiality with regard to
discussion carried on during the interview process. No interview committee member will
discuss the interviews with applicants, candidates, or others outside the selection process.
The Human Resources Office will notify all candidates of the recommendation of the
interview committee and submit the name of the recommended candidate to the
Superintendent for consideration and approval/disapproval.
The Director of Human Resources and the Superintendent will concur on each proposed
salary or wage to be paid prior to recommending the candidate to the School Board for final
action.
Travel Expenses Associated With Pre-Employment Interviews
Expenses incurred by an applicant associated with interviewing may be reimbursed to the
applicant by the School District with approval of the Superintendent. Upon completion of
travel, the applicant will submit an itemized statement of any transportation and lodging
expenses, including receipts, for approval by the Director of Human Resources.
Changes in Assignment
1. In keeping with his/her responsibilities, each principal or head of a unit in the School
District shall share in the selection and assignment of school personnel whose work
he/she will supervise.
2. Enrollment changes, late and unexpected loss of staff members and other
exigencies, occasionally force transfers of employed personnel to assignments other
than what was planned earlier.
Review of Regulation
These regulations will be reviewed by a committee representing certified staff,
administration and the Human Resources Office every three years. Following the review, a
report shall be made to the Human Resources Committee of the School Board.
Adopted: 07-28-1987 ISD 709
Revised: 01-16-1990
06-20-1995
05-15-2001 ISD 709
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