CENTENNIAL APPROVED: March 8, 2016 SCHOOL DISTRICT › cms › lib › PA01001061... · 4. Quality...

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No. 304-AR-1

ADMINISTRATIVE REGULATION

APPROVED:

REVISED:

CENTENNIAL

SCHOOL DISTRICT

304-AR-1. RECRUITMENT, APPLICATION AND SELECTION OF ADMINISTRATORS

Recruiting Applicants

Applicants must apply for each position of interest.

Interviews shall be conducted in a manner that gives the candidate the opportunity to present

him/herself in a positive manner by providing all candidates with the opportunity to respond to

the same basic questions in a fair and equitable process.

The Director of Human Resources may make known the vacancies by:

1. Listing vacancy in classified newspaper advertisements and/or related Internet postings.

2. Notifying college/university placement services.

3. Notifying other school Districts in the Greater Philadelphia area.

4. Representation at job fairs and distribution of recruitment materials.

5. Internal posting

6. Providing information on local access cable channel and/or social media.

7. Recruiting outstanding individuals currently working in the District or those recommended

by colleagues in other school Districts.

Application and Selection Process

Interested applicants will be required to submit the following materials:

1. Letter of interest, resume, standard state application, and transcripts.

2. Valid Pennsylvania administrative certificate or letter of eligibility.

3. Three (3) letters of reference, dated within the last three (3) years, from individuals who have

first-hand knowledge of applicant’s work.

March 8, 2016

304-AR-1. RECRUITMENT, APPLICATION AND SELECTION OF ADMINISTRATORS -

Pg. 2

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4. All other legally mandated materials.

5. Other materials or records that would be helpful in evaluating candidacy.

Application Screening –

The Director of Human Resources will be responsible for screening applications in coordination

with the Superintendent and/or other applicable supervising administrator using the following

screening criteria:

1. Certification requirements for position (if any).

2. Grade point minimum average of 3.0 at undergraduate and graduate levels.

3. Reference requirements

4. Other criteria as may be determined.

5. Relevant experience

Hiring of Senior Administration –

1. All positions will be posted through normal hiring procedures including the website, district

notification and normal media outlets.

2. When the position is closed, the cabinet, including not less than the Director of Human

Resources, the Superintendent, the Assistant Superintendent and the relevant Directors will

perform a “paper” screening to get to the top five to nine candidates.

a. Relevant Directors for instructional positions will include (Assistant Principals,

Principals and Supervisors) the Director of Teaching and Learning, the Director

of Special Education and possibly the Director of Technology (at the

Superintendent’s request).

b. Relevant Directors for operational purposes (senior operations management: ACT

93) may include the Business Manager, the Director of Technology and the

Director of Operations.

c. The Board of School Directors may participate in this and all stages of hiring at

the request of the Board President. If a Board member is to participate, it should

be in all stages of the process through appointment. Inability to participate in a

given stage or throughout the entirety of a given stage should result in the Board

member stepping down from the process until the Board member rejoins the full

Board in the final stages of the search.

3. When the top five to top nine candidates have been identified on “paper”, from a previously

determined rubric outlining what the District is hoping to have in a successful candidate, those

advancing candidates will be invited to a first round of interviews for screening purposes.


Pg. 3

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The first round live interview will consist of a 20-30 minute “screening interview” to

determine whether the candidate:

a. Demonstrates core skills, knowledge and competencies expected for the position.

b. Possesses the requisite experiences in this position or a related position.

c. Conveys appropriate verbal communication skills.

d. Demonstrates effective written communication skills through a writing prompt.

4. From this pool of five to nine candidates, the pool will be reduced to three to five candidates

who will be invited back for an in-depth interview. The in-depth interview will be to

determine the following:

a. Is the candidate consistent in response?

b. In more position-specific questions, does the candidate appear to have the

knowledge and skills required?

c. Does the candidate have the ability to convey depth in responses, citing specific

examples and experiences?

d. Is the candidate truly a good fit for the District?

5. The committee will reconvene and identify the top two or three candidates that will advance

to site-based interviews. Site-based committees will winnow further from top two or three

candidates and help establish a ranking of candidates.

a. Committees would be organized depending on the position. For principal or

assistant principal positions, the committee would consist of teachers and support

staff/aides, volunteers, parents, students and additional administrators along with

a small committee of the Superintendent and or the Assistant Superintendent.

These committees would ideally interview the candidates on site.

b. For supervisors or cabinet level positions, the committee would consist of district

office support staff, a representative for the teachers and additional administrative

staff, along with the Superintendent and the Assistant Superintendent.

6. After the site-based interview, references will be checked. Candidates will be informed as

they leave that references will be checked. Candidates will sign a waiver permitting the

District to check both identified and to-be-named references, if appropriate. A complete

check of the candidate’s financials will be undertaken, if necessary.

7. When top candidates have been identified, site visits, if appropriate, will be scheduled for the

Superintendent and Assistant Superintendent to visit the candidates’ work locations for

further information gathering. Information to be gathered will include direct observation of

interactions with peers, subordinates and superiors, as appropriate.


Pg. 4

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8. When the top two or three candidates have been selected through the Superintendent’s

selection process, he/she will then notify the Board President that top candidates have been

selected. At this point, neither the Board nor the Board President will be informed who the

top candidate is. The Board will, in executive session, interview the top candidates for the

position having had the opportunity to review the applicants’ packets prior to Executive

Session. At the conclusion of the interviews, the Board President will ask the Superintendent

for a recommendation for filling the position. The Superintendent will inform the Board who

the preferred candidate is, and the Board will then have the opportunity to decide whether to

accept the Superintendent’s recommendation. If the Board does not accept the

Superintendent’s recommendation, the Board will ask the Superintendent if he/she can accept

their chosen candidate or whether the Superintendent recommends re-opening the search.

9. Depending on the timing of the Board interview, the Board will then either permit an

addendum to the personnel agenda and appoint the candidate that evening, or, if the

Superintendent recommends, wait until the next Action meeting and appoint the preferred

applicant at that time.

10. Rationale: the hiring of senior administrators is among the most important work in which a

district can engage. The Superintendent needs the opportunity to build a team and to recruit

the most qualified candidates for these positions and therefore efforts and confidentiality

through the process, until the final stages, is to be encouraged and supported. However many

eyes on the process can add insight and support for new hires and are particularly important

in the latter parts of the hiring process. Board involvement, as representatives elected by the

community, adds gravitas and insight as well as different perspectives from the professional

staff engaged in the search. Board involvement is particularly encouraged for positions of

high visibility within the District as they can often provide support to new hires within the

community.

Administrators Salary Placement –

The following guidelines shall be utilized in placing newly hired administrators in the salary

matrix:

1. Identify appropriate salary range for the position from the Administrators Compensation

Program.

2. Use the Act 93 Agreement to develop the starting salary offer.

3. Inquire as to candidates’ current and desired salary.

4. If existing administrators share the pay range in question, consider lowest salary and length

of service of those administrators.

5. If the recommended salary for a candidate of choice is above the Fourth Quartile Range, the

Superintendent, in conjunction with the Board President, will poll Board members. If there is

not a majority agreement with the salary, the Superintendent may request that the Board meet

in executive session to discuss the candidate and the recommended salary.

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No. 304-AR-2


APPROVED:

REVISED:

CENTENNIAL

SCHOOL DISTRICT

304-AR-2. RECRUITMENT, APPLICATION AND SELECTION

OF PROFESSIONAL STAFF











5. Internal posting.




Application and Selection Process – Professional Staff


1. Letter of interest, resume, standard state application, and transcripts.

2. Valid Pennsylvania teaching certificate.

3. Three (3) letters of reference from individuals who have first-hand knowledge of applicant’s

work.


March 8, 2016

304-AR-2. RECRUITMENT, APPLICATION AND SELECTION OF PROFESSIONAL

STAFF - Pg. 2

Page 2 of 3



The supervising administrator and/or Director of Human Resources will be responsible for

processing applications using the following screening criteria:

1. Certification requirements for position.

2. Grade point minimum average of 3.0 at undergraduate and graduate levels.

3. Transcript

4. Quality standards in written essay and cover/application letter.

5. Reference requirements

Screening Interview –

Supervising administrators shall further screen the candidate pool by:

1. Reviewing and ranking applications.

2. Conducting short interviews with candidates.

3. Arranging for a demonstration lesson for candidate, if desirable.

4. Determining the status of candidates.

Building Interview –

Building administrator(s) anticipating or having a vacancy shall:

1. Search the applicant pool for candidates for full interview.

2. Contact Director of Human Resources to initiate recruitment procedures if sufficient

candidates are not available.

3. The Director of Human Resources shall provide assistance when requested by:

a. Preparing appropriate, subject specific interview questions in cooperation with applicable

supervising administrator(s).

b. Scheduling interviews

c. Distributing interview materials

304-AR-2. RECRUITMENT, APPLICATION AND SELECTION OF PROFESSIONAL

STAFF - Pg. 3

Page 3 of 3

4. Conduct interviews in a manner that gives the candidate the opportunity to present

him/herself in a positive manner by providing all candidates with the opportunity to respond

to the same basic questions in a fair and equitable process.

5. Interview a minimum of three (3) candidates if possible.

6. Determine status of candidates.

7. Refer preferred candidate to the Superintendent or the Assistant Superintendent for interview

and final approval.

The interview committee must involve the applicable principal/central office administrator or

designee; and a minimum of two (2) other staff members selected by the principal.

Professional Staff Salary Placement –

The following formula for salary step placement is to be followed:

Years of Related Experience Outside

Centennial School District*

Salary Step

Credit

Initial Step

Placement

0-1 0 1

2 1 2

3-4 2 3

5+ 3 4

*Years of related experience includes public school experience only, whether in or outside of

Pennsylvania. No charter school experience will be counted.

In the event of critical need due to a lack of suitable certificated candidates or similar

extraordinary circumstance, it may be necessary to adjust this schedule to enable hiring the best

candidate. Therefore, the Superintendent may recommend to the Board of School Directors that

a candidate be employed at a step greater than prior experience dictates.

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No. 304-AR-3


APPROVED:

REVISED:

CENTENNIAL

SCHOOL DISTRICT

304-AR-3. RECRUITMENT, APPLICATION AND SELECTION OF SUPPORT STAFF











5. Internal posting




Application and Selection Process – Support Staff


1. Centennial School District standard application

2. Letter of interest and resume, if applicable

3. Certificates, if applicable

4. All other legally mandated materials

March 8, 2016


- Pg. 2

Page 2 of 3



The appropriate supervising administrator will use the following screening criteria:

1. Paper screening

2. Phone screening

3. Interview

4. References

Building/Departmental Interview –

The supervising administrator anticipating or having a vacancy shall:

1. Search the applicant pool for candidates for interview.

2. Contact Director of Human Resources to initiate recruitment procedures if sufficient

candidates are not available.

3. Conduct interviews in a manner that gives the candidate the opportunity to present

him/herself in a positive manner by providing all candidates with the opportunity to respond

to the same basic questions in a fair and equitable process.

4. Interview a minimum of three (3) candidates if possible.

5. Determine status of candidates.

The Director of Human Resources shall provide assistance, when requested, by:

1. Preparing appropriate, subject-specific interview questions in cooperation with applicable

supervising administrators(s).

2. Scheduling interviews.

3. Distributing interview materials.

The interview must involve the applicable supervising administrator and a minimum of one (1)

other staff member selected by the administrator.


- Pg. 3

Page 3 of 3

Disposition of Interview

The Director of Human Resources shall:

1. Complete a Request to Employ Form as initiated by the building or department supervising

administrator.

2. Determine classification, compensation, and benefits (in accordance with existing practices,

policies, compensation plans, collective bargaining agreements, and budget).

3. Ensure and verify the contact of candidate references, providing guidance on specific areas to

be addressed.

4. Verbally inform the successful candidate(s), followed by written confirmation, that his/her

name(s) will be processed as a recommendation to the Board for approval, clearly stating that

the recommendation is not a guarantee of employment.

5. Serve as District contact with candidates concerning employment issues and requirements.

6. Process Request to Employ Form for submission of the successful candidate’s name for

School Board action. This form will be circulated to the appropriate central office

administrators with the original copy residing in the candidate’s personnel file.

7. Ensure notification of unsuccessful candidate(s) by letter that another candidate has been

recommended for the position and his/her application(s) will be returned to the candidate

pool for future consideration.

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No. 304-AR-4


APPROVED: March 8, 2016

REVISED:

CENTENNIAL

SCHOOL DISTRICT

304-AR-4. EMPLOYMENT OF CO-CURRICULARS

(COACHES, ADVISORS, AND SPONSORS)



1. Internal posting


3. Internal posting


Application and Selection Process


1. Centennial School District standard application, letter of interest, and resume.



Criteria for Selection

Applicants for the position of coach/advisor/sponsor shall:

1. Demonstrate interest and successful experience in recognizing the needs and abilities of

students and working with them.

2. Demonstrate knowledge and experience in the theory and techniques of coaching and

advising.

3. Demonstrate basic knowledge of the activity for which application is made.

4. Possess knowledge of first aid techniques where applicable.

5. Possess knowledge of applicable training and conditioning principles.

304-AR-4. EMPLOYMENT OF CO-CURRICULARS - Pg. 2

Page 2 of 4

6. Demonstrate leadership skills.

7. Agree to comply with district policies, regulations, procedures and;

8. Agree to plan and conduct necessary meetings/practice sessions as determined by the

building administrator.

Priorities for Selection

Selection of coaches and advisors from among those who are qualified and acceptable and who

meet the criteria outlined above shall be based on the following priorities:

1. Members of the Centennial Education Association per the Collective Bargaining Agreement.

2. All others

Employment Process

Recommendation to appoint coaches, advisors and sponsors shall be forwarded by the building

principal to the Director of Human Resources.

When a candidate is recommended who is not a Centennial employee, all rules and regulations

affecting coaches and advisors as well as the completion of personnel and payroll forms shall

apply to that candidate.

If approved, the names of those recommended as coaches, advisors or sponsors shall be placed

on the Board Agenda for action.

Building principals and/or the Athletic Director shall annually review rules and regulations with

all coaches, advisors and sponsors.

Supervision and Evaluation

The employee shall be supervised and evaluated during each activity by the building principal or

designee.

Principals shall use established forms for documenting performance of coaches, advisors and

sponsors.

Duration of Appointment

All appointments shall be for one (1) school year.

All coaches, advisors and sponsors may be reappointed without consideration of other applicants

or they may be required to meet competition for the position at the discretion of the building

administrator per the Collective Bargaining Agreement.

All coaches, advisors, and sponsors must complete a supplemental agreement (see Page 3).

CENTENNIAL SCHOOL DISTRICT

CO-CURRICULAR VOLUNTEER AGREEMENT

Intending to be legally bound hereby, the parties hereto agree as follows:

NAME: ______________________________________________________

VOLUNTEER ROLE: __________________________________________

SPORT/ACTIVITY: ___________________________________________

SEASON: ____________________________________________________

BUILDING: __________________________________________________

SCHOOL YEAR: ______________________________________________

AMOUNT: ____________________________________________________

This agreement is entered into voluntarily by and between [insert name] (“Volunteer”) and the Board of Education of

the Centennial School District (the “District”). Volunteer, of her/his own free will, desires to volunteer her/his

services and time as [insert extra duty description] (the “volunteer services”) during the _____________ season. If

in a volunteer coaching position, the season ends after the final competition of the team’s season, regardless of how

far the team advances beyond the regular season schedule. There is no promise of re-appointment to any position.

The Volunteer serves at the pleasure of the District and must re-apply each year. The District may terminate that

services volunteered by the Volunteer at any time, with or without advance notice, and with or without reason.

Volunteer understands, agrees, and acknowledges that the reasons she/he is performing the volunteer services are

only civic and charitable as a result of his/her desire to contribute to the community and be of service to the students

of the School District. Volunteer understands, agrees, and acknowledges that she/he is performing the volunteer

services without assurance, expectation, or receipt of any form of compensation, benefits, or other remuneration.

Volunteer agrees that she/he is offering her/his volunteer services freely and without coercion, direct or implied,

from the District, from her/his supervisor(s), or from any employee of the District. Volunteer acknowledges,

understands, and agrees that the volunteer services are not in any way demanded or made mandatory by the District.

Volunteer will receive a nominal fee for the volunteer services in the amount of _____________ at the end of the

season. The payment will be at the end of the season. Volunteer will be paid this nominal fee regardless of the

team’s success or the amount of time the Volunteer devotes to team-related activities. This nominal fee is not a

substitute for wages. This nominal fee is not based on the length of the season or the number of competitions in

which the team competes. Volunteer is not obligated to record or report the amount of time spent volunteering for

the District.

If also an employee of the District, Volunteer understands, agrees, and acknowledges that the volunteer services are

not being performed in the course and scope of her/his regular employment at the District. Volunteer understands,

agrees and acknowledges that the volunteer services do not involve the same or similar type of services that

Volunteer performs as an employee of the District. Volunteer further understands, agrees and acknowledges that the

volunteer services are not closely related to her/his duties and responsibilities as an employee of the District

Volunteer understands, agrees and acknowledges that she/he is offering the volunteer services freely and without

coercion, direct or implied, from the District, from Volunteer’s supervisor(s), or from any employee of the District.

Volunteer understands, agrees and acknowledges that his/her volunteer services are not in any way required by the

District.

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304-AR-4. EMPLOYMENT OF CO-CURRICULARS - Pg. 3

304-AR-4. EMPLOYMENT OF CO-CURRICULARS - Pg. 4Volunteer understands that she/he may, from time to time, spend her/his own money related to his work with the

team. Volunteer understands that the District does not separately reimburse volunteers for such expenses.

Volunteer agrees that his/her participation as a Volunteer for the District may be terminated by either party to this

agreement at any time, with or without cause. This agreement shall terminate automatically upon termination or

non-renewal of regular employment with the District. Volunteer agrees that she/he may withdraw from participation

as a volunteer at any time for any reason and that such withdrawal will not affect her/his continued employment with

the District.

________________________________________ ___________________

VOLUNTEER DATE

________________________________________ ___________________

DIRECTOR OF HUMAN RESOURCES DATE

BOARD APPROVED DATE _________________

cc: Volunteer, School, Human Resources

Page 4 of 4

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No. 304-AR-5


APPROVED: March 8, 2016

REVISED:

CENTENNIAL

SCHOOL DISTRICT

304-AR-5. REQUEST TO FILL

The following form must be completed by the Principal and/or Director when a vacancy exists and

when there is a need to fill such vacancy.


REQUEST TO FILL VACANCY

*****RECRUITING AND INTERVIEW PROCESS MUST NOT BEGIN PRIOR TO CENTRAL OFFICE APPROVAL*****

The purpose of this form is to initiate the interview and employment process when a vacancy occurs and must be filled. HR will distribute copies when approved to facilitate communication and to keep all involved parties informed.

INSTRUCTIONS TO PRINCIPAL/SUPERVISOR: Please provide the following information, sign and date where indicated and forward to Human Resources.

For Building Use EMPLOYEE NAME (CREATING VACANCY) (If new position, so state)

LOCATION

POSITION NAME

FULL TIME / PART TIME (circle one)

REASON FOR VACANCY

START DATE (& END DATE IF APPLICABLE)

NOTES

WORKING HOURS

Principal’s/Supervisor’s Signature Date

_______________________________________ _______________________ Director’s Signature Date

For Central Office Use Business Manager: ____________________________________approval ________ date

*PLEASE RETURN TO HR AFTER SIGNED*

Director of Special Education*: __________________________approval ________date

(*only if Special Education teacher, PCA, IA) *PLEASE RETURN TO HR AFTER SIGNED

Assistant Superintendent: _______________________________approval ________date


Superintendent: _____________________________________ approval ________ date


Director of Human Resources: _______________________________ approval ________ date

For office use only Job posting __________________date(s) posted________________________________ Notes:

7/13/2015

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No. 304-AR-6


APPROVED:

REVISED:

CENTENNIAL

SCHOOL DISTRICT

304-AR-6. REQUEST TO EMPLOY

The following form must be completed by the Principal and/or Director when a successful candidate

has been identified for a vacancy.

March 8, 2016


Request to Employ

SUPERVISOR'S PROCESS: Complete Section I and reverse side of Request to Employ; retain copy; send form, application, and other related information to the Director of Human Resources.

SECTION I - Candidate Information PPID # (if Applicable)_____________________

Name ________________________________________________ Social Security # _______________________

Position ______________________________________________ Location(s) ____________________________

Replacing ____________________________________________ Reason _______________________________

Start Date _______________ End Probation _______________ Hours: ________AM/PM --__________AM/PM

Requested by _________________________________________ See Over (All interview data must be provided)

Comments: (i.e. other district positions held, funding, overlap days, temporary status, special circumstances, etc.)

________________________________________________________________________________________________

________________________________________________________________________________________________

HUMAN RESOURCES PROCESS: Complete Section II of Request to Employ; retain copies for board agenda and data

entry; circulate in Central Office; file in personnel file

SECTION II – Terms of Employment Action dates: Data Entry ________ Board Agenda ________

Status: ___Administrator Induction classification: Inductee _________ Orientee __________

___Professional Contract ___Temporary Professional Contract Employment: ____ Full time ____ Part time FTE __________ ___Long Term Substitute ___Support Staff Hours/day ______ Hours/week ______ Days/year _______ ___Per Diem Substitute ___Other Length of employment: ______________________________________

PA Certification: __________ Level Act 48 Continuing Education Hours ____________ (to date) __________ Date Issued Act 48 180-hour Window ____________________ (5 years)

Wage/Salary Prof. degree/credits ___________ Step _____Label:_______ Annual salary $_________ (or) Daily rate $ _______

Support classification _________________ Step _____ Annual salary $_________ (or) Hourly rate $_______

Benefits _____ Insurance-eligible Sick day entitlement ___________

_____ Retirement-eligible Personal day entitlement ________ Vacation day entitlement ________ (as of July 1)

►CIRCULATION: (initial and date)

HR ______Bus Mgr______Tech_______Teach. & Learn.______Special Ed. ______Operations _______Asst Supt.______Supt._______

PAYROLL PROCESS: Complete Section III of Request to Employ; retain copy for payroll records; return original to Human Resources.

SECTION III – Salary Calculations Budget Code

Completed by __________________________ Date _________


Reference Check


Request to Employ

Name of Applicant ________________________________________ Position Desired _______________________

Reference by ___________________________________________ Date __________________

Reference by ___________________________________________ Date ___________________

Reference by ___________________________________________ Date ___________________

Reference by ___________________________________________ Date ____________________

Name of administrator contacting references

Candidates Interviewed for this Position Members of the Interviewing Committee

1. _______________________________ 1. ________________________________

2. _______________________________ 2. ________________________________

3. _______________________________ 3. ________________________________

4. _______________________________ 4. ________________________________

5. _______________________________ 5. ________________________________

6. _______________________________ Recommending Administrator(s) (signatures)

7. _______________________________ _________________________ Date ______

8. _______________________________ _________________________ Date ______

11/19/2015

of 1

No. 304-AR-7


APPROVED:

REVISED:

CENTENNIAL

SCHOOL DISTRICT

304-AR-7. INTERVIEW SCHEDULE AND COMMITTEE RECOMMENDATIONS

The following candidates are scheduled for an interview on ________________________________

(Date)

for JOB POSTING ID #____________________ (Position)

Time Candidate Avg. 1

Rating

2

Code

Committee

Recommendation

Assignment

Cont/

LTS

Replaces

or New

Position

Note 1: Compute Average Rating by adding overall assessment scores from committee members

and dividing by number of members.

Note 2: Use the following to determine future status of candidate(s) not selected for position:

(Code)

A. Place on listing for future contract LTS position

B. Future interview consideration (retain in active files)

C. Recommend delete from active files

D. Other (Specify)

_________________________________________________________________

Interview Committee: __________________________________________________________

Chairperson is responsible for completion of required information and the forwarding of this

from (with rating sheets and interview questions attached) to the Director of Human Resources.

Approved by: ___________________________________________________________

(Chairperson) (Date)

___________________________________________________________

(Director of Human Resources) (Date)

March 8, 2016

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No. 304-AR-8


APPROVED:

REVISED:

CENTENNIAL

SCHOOL DISTRICT

304-AR-8. REFERENCE CHECKING CONSENT AND AUTHORIZATION FORM

(FOR ADMINISTRATOR VACANCIES)

Please read the information on this form carefully and completely.

I have applied for employment with Centennial School District (CSD) and have provided information

about my previous employment. I authorize CSD to conduct a reference check with my present and/or

previous employer(s). I understand that reference information may include, but may not be limited

to, verbal and written inquiries or information about my employment performance, professional

demeanor, rehire potential, dates of employment, salary, and employment history.

My signature below authorizes my former or current employers and references to release information

regarding my employment record with their organizations and to provide any additional information

that may be necessary for my application for employment to CSD, whether the information is positive

or negative. I knowingly and voluntarily release all former and current employers, references, and

CSD from any and all liability arising from their giving or receiving information about my

employment history, my academic credentials or qualifications, and my suitability for employment

with CSD.

I understand that any information released by my prior employer will be held in strictest confidence,

that it will be viewed only by those involved in the hiring decision, and that neither I nor anyone else

not so involved will have the right to see the information.

Name: _________________________________ Signature: _________________________________ (Please Print)

Date: _________________________________

March 8, 2016

of 1

No. 304-AR-9


APPROVED:

REVISED:

CENTENNIAL

SCHOOL DISTRICT

304-AR-9. TITLE I TEACHER COMPLIANCE

The following certification must be completed annually and signed by each principal in a school

that operates a Title I program.

I hereby attest that ___________________________________________ is in compliance with Insert School Name

requirements of Section 1119 of the No Child Left Behind Act of 2001 regarding highly

qualified teachers teaching in a Title I program.

School: _______________________________________________________

Signature of Principal: ___________________________________________

Name: ________________________________________________________

Date: _________________________________________________________

March 8, 2016

of 1

No. 304-AR-10


APPROVED:

REVISED:

CENTENNIAL

SCHOOL DISTRICT

304-AR-10. CERTIFICATE OF TITLE I PARAPROFESSIONALS FORM

The following certification must be annually completed and signed by each principal in a school

that operates a Title I program pursuant to P.L. 107-110, Section 1114 (schoolwide programs)

and P.L. 107-110, Section 1115 (targeted assistance schools).

School: _____________________________________

Principal: ___________________________________

1. I certify that every paraprofessional hired after January 8, 2002, and working in a program

supported by Title I funds, unless s/he is exempted by law, has received a high school

diploma or its equivalent and has met at least one (1) of the following criteria, pursuant to

P.L. 107-110, Section 1119:

a. Completed at least two (2) years of study at an institution of higher education.

b. Obtained an Associate’s or higher degree.

c. Met a rigorous standard of quality and demonstrated, through a formal state or local

academic assessment, knowledge of and the ability to assist in instructing either reading,

writing and mathematics or reading readiness, writing readiness and mathematics

readiness.

2. All paraprofessionals working in a Title I program are performing duties consistent with

Section 1119.

_______________________________

Signature of Principal

March 8, 2016

CENTENNIAL APPROVED: March 8, 2016 SCHOOL DISTRICT › cms › lib › PA01001061... · 4. Quality...

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