Admin

SUBJECT:                            Engagement of Supply Teachers

EFFECTIVE:                         October 29, 2004

REVISED:                             August 23, 2005; August 19, 2013

PURPOSE:                           To regulate practices and procedures related to the engagement of supply teachers.

REGULATION:

1. Supply teachers must be engaged from the approved district list established on the Supply Teachers’ Booking System.

2. Priority must be given firstly to qualified, licensed teachers, then retired teachers and lastly those who hold a local permit.  The maximum for retired teachers is 20 days per year; however, the District will be required to report to the Department of Education and Early Childhood Development every six months, detailed reasons as to why a retired teacher was rehired for a period of time exceeding 20 days to a maximum of 80.

3. A long-term supply assignment is one expected to last more than twenty (20) work days.  The procedures to follow in filling such a position are as outlined in Regulation 201, “Personnel Selection and Hiring Procedures for Permanent and Casual Positions”.

4. Every reasonable effort must be made to engage supply teachers from the approved list before alternatives are considered.

SUBJECT:                            Personnel Selection and Hiring Procedures for Permanent and Casual Positions

EFFECTIVE:                         March 4, 2002

REVISED:                             October 29, 2004; August 23, 2005; August 19, 2013

PURPOSE:                           To regulate practices and procedures related to the engagement or hiring of new employees.

REGULATION:

1. All positions must be open to all qualified persons with no discrimination on the basis of race, gender, age, religious affiliation, or nationality.

2. All vacancies must be filled through the office of the Director of Human Resources.

3. In the case of advertisements, applications will be received by the Director of Human Resources.  Screening and shortlisting of applications will be overseen by the Director of Human Resources in conjunction with the Superintendent.

4. A list of all applicants for each position must be prepared.  Applicants selected for interview must be indicated on such lists.

5. An interview panel consisting of a minimum of three (3) persons (one being from the Human Resources Department) will conduct interviews for each advertised teaching and non-teaching position.  The panel may include the Superintendent, Senior Education Officer (or designate) and the immediate supervisor of the position to be filled.  Every effort must be made to include a District Education Council representative and a Parent School Support Committee representative.

6. Based on Board of Management Policy 86.0180, staff and other employer representatives cannot participate in the hiring process when one or more relatives is a candidate.  Similarly, a principal or other supervisory personnel should not have direct responsibility for a relative.

7. Following interviews, a summary of panel findings and recommendations for hiring must be forwarded to the Superintendent.

8. A formal written evaluation, prepared by the school principal (or supervisor), is required immediately following the first six weeks of employment for all long-term replacement employees, including teachers classified under Article 44 of the NBTA Collective Agreement.