Procedure 1.2.22 HIRING

 

 

 

 

 

 

 

2.1.7 The list of candidates to be interviewed shall be determined by the following: 

• Qualifications, demonstrated ability, skill, knowledge, merit, and experience, as they pertain to the requirements for the position; 
• Transferable skills, abilities, merit, and knowledge through experience in previous or other positions, including lived and work experience; 
• Volunteer experience and outside activities where relevant skills, abilities and knowledge have been developed; 
• Demonstrated experience and commitment to creating a safe, inclusive, equitable, accessible, and high-quality learning environment; 
  Diversity and equity; 
• The requirements of applicable agreements.

 

2.2.1 The CEO is an ex officio member of all Interview Teams. 

 

2.2.2 The Interview Team shall consist of a minimum of three people with more than a single gender represented. 

 

2.2.3 Where possible, ensure diversity on hiring panels to include individuals who have the knowledge and experience, including lived experience, to reflect the needs and interests of communities in the school that have been historically under-represented in decision making. 

 

2.2.4 Following board policy 1.2.32 (Employee Conflict of Interest) any potential, apparent or actual conflicts of interest must be declared, in writing, to the Superintendent with Human Resources responsibilities prior to the scheduled interviews and, if an employee is found to be in conflict, they will be excused as a member. 

 

2.2.5 The composition of the Interview Teams shall be set and approved by the following individuals.   

For Occasional staff interviews, teams will consist of a minimum of two members with an effort to have more than one gender represented (teams must demonstrate an attempt to have more than one gender represented) but can proceed with one gender represented.  

For Permanent Teacher interviews, teams will consist of a minimum of three members with more than one gender represented.  

All other Interview Teams will consist of a minimum of three members. 

Each team will have a Chair.  Other personnel may be used as a resource.  

Any approvals for changes in Team composition must be submitted to the CEO and Superintendent with Human Resources responsibilities for approval.  

POSITION	TEAM ARRANGED BY
Custodians	Manager of Building Services
Custodian- Supply	Manager of Building Services
Department Heads	School Administration
CEO	Board Chair
Educational Assistants	Administrator
Educational Assistants (Supply)	Administrator
Elementary Teachers (Permanent & Long Term Occasional)	School Administrator
Executive Assistants to Senior Administrator	CEO
Indigenous Student Advisor	Indigenous Lead
Information Services Technicians	Manager of Information Services
Literacy Coaches & Initiative Coaches, Instructional Coaches, and District SERTS	Superintendent of Education responsible for portfolio
Maintenance	Manager of Building Services
Management	Appropriate Superintendent
Office Staff, School Clerical Staff	School Administration or Department Manager
Principals	CEO
PSSP	Superintendent responsible for the portfolio
Secondary Teachers (Permanent & Long Term Occasional)	School Administration
Superintendent	CEO
Supply Teachers	School Administration
Vice-Principals	CEO

 

2.3.1 The Chair of the Interview Team shall be responsible for ensuring that fair, consistent, and transparent practices are followed in each job competition.  

 

2.3.2 The Chair of the Interview Team shall arrange for each member of the Interview Team to be provided with the same package of information in advance, consisting of the posting and the application package for each candidate. 

 

2.3.3 The Supervisor and Interview Team shall, prior to the interview, establish common questions and tasks for each candidate, based upon the recruitment and selection criteria. 

 

2.3.4 Where possible, all interviews shall be in person; virtual interviews may be used as an alternative in exceptional circumstances. 

 

2.3.5 For all interviews, the following shall apply (excluding interviews for CEO, Superintendents, Managers, Principals and Vice Principals):

If the interview is in-person, the questions will be given during the interview and not prior to.  Candidates will have time after being read each question to compose their response before answering.

If the interview is through the TEAMS platform, the questions will be posted one at a time through the chat feature and be read aloud.  Candidates will have time after being read each question to compose their response before answering. 

 

2.3.6 During the interview, a member of the Interview Team may ask a candidate to clarify, expand on an idea, or to pursue a particular line of thinking without prompting or leading the candidate in a response. 

 

2.3.7 Questions and tasks shall: 

• Probe the skills, abilities, knowledge, and education of the candidate; 

• Probe performance and success of the candidate in a previous role; 

• Provide the candidate the opportunity to demonstrate specific areas of strength required in the position;            

• Provide the candidate with opportunity to demonstrate additional skills, abilities, and knowledge relevant to the position, obtained through both lived and work experience; 

• Provide the candidate with opportunity to demonstrate leadership and ability to grow professionally; 

• Provide the candidate with the opportunity to demonstrate their commitment to creating a safe, inclusive, equitable, accessible, and high-quality learning environment, and; 
• Provide the candidate with the opportunity to share additional information and make further comments. 

 

2.4.1 All tests shall evaluate only the bona fide occupational requirements for the position. 

 

2.4.2 All tests shall be administered in accordance with the Ontario Human Rights Code. 

 

2.4.3 Candidates may be requested to provide a professional portfolio or other professional documentation as evidence of skills and ability to perform the job. 

 

2.5.1 The Chair of the Interview Team shall contact and document a minimum of three references if applicable, for the preferred candidate. 

 

2.5.2 In the case of prospective teachers, the Chair of the Interview Team shall request copies of the most recent Teacher Performance Appraisals from the previous district school board or Practice Teacher Reports received while training for a teacher. 

 

2.5.3 In the case of internal candidates, past performance reviews shall be referenced, and a current supervisor will be asked for a reference. 

 

3.4.1 The Chair of the Interview Team will make a recommendation to the appropriate Superintendent regarding the preferred candidate to hire. 

 

3.4.2 Upon receipt and review of the documentation, the appropriate Superintendent will authorize the hire and the Chair of the Interview Team shall be advised that a job offer can be made to the prospective candidate. 

 

3.4.3 A Recommendation for Hire form will be completed and signed off by the Chair of the Interview Team. 

 

3.4.4 The Chair of the Interview Team shall contact the approved candidate, and offer the position. The completed form will be given to the Human Resources department for processing. 

 

3.4.5 In the event a job offer is declined, the Chair of the Interview Team shall offer the position to the next preferred candidate or recommend to the Superintendent with Human Resources responsibilities that a new hiring process be implemented. 

 

3.4.6 Following confirmation of acceptance, the Chair of the Interview Team shall ensure that the unsuccessful candidate(s) who were interviewed are informed. 

 

3.4.7 The Chair of the Interview Team shall arrange for unsuccessful candidates to be debriefed, if requested. 

 

3.4.8 The names of the successful candidates will be presented to the Board for information in the monthly Personnel Report. 

N/A

 

Agreements with: