FILE:  GBC

Cf:  GBBA, GBD

 

RECRUITMENT

 

 

The Pointe Coupee Parish School Board shall make a concerted effort to recruit the best qualified applicants available.  When vacancies occur in existing positions, or, when new positions are created, and such positions are not filled by transfer of qualified personnel, the Superintendent or his/her designee shall post notices of the vacancies in prominent locations at the central office, maintenance department, and all schools.  The Superintendent shall have the discretion to advertise for certain non-administrative positions when circumstances warrant.

 

When filling vacancies in administrative positions or positions with policymaking duties (unless an internal move is made), the Superintendent shall advertise the vacant position and the job qualifications for it.  Such advertisement must be placed in the official journal at least twice before filling the vacancy.  Permission to advertise any new position must be granted by the Board.

 

The Superintendent or his/her designee shall not utilize only oral contacts and interviews of applicants considered, or use any other means to circumvent the provisions of state statute.  Nothing, however, shall prohibit oral contact prior to a person becoming an applicant or shall prohibit oral contact which may result in a written application or other documents.

 

APPLICATIONS

 

Applications submitted for any vacancy shall be retained by the personnel department.

 

Disclosure of Information by Applicant

 

As part of the application process, the School Board shall require the applicant to sign a statement that authorizes the release and disclosure of the following information by the applicant’s current or previous employer(s):

 

  1. All actual cases of sexual misconduct with a minor or student by the applicant.

  2. All instances of sexual misconduct with students, as defined by the Louisiana Board of Elementary and Secondary Education (BESE), and outlined in the Louisiana Handbook for School Administrators, Bulletin 741, committed by the applicant, if any, if such employer is/was a city, parish, or other local public School Board.

  3. All investigations of sexual misconduct by the applicant with a minor or student that occurred within thirty-six (36) months prior to the applicant’s resignation, dismissal, or retirement from employment.

  4. All actual or investigated cases of abuse or neglect committed by the applicant, if any, if such employer is/was the Louisiana School for the Deaf, the Louisiana School for the Visually Impaired, or the Louisiana Special Education Center.

    If an investigation determined that a formal allegation of an applicant was inconclusive, unjustified, or otherwise without cause for further formal pursuit, the applicant shall not be required to disclose such information.

 

The statement shall also request the current or previous employing School Board make available to the School Board, through its Superintendent or his/her designee,  within twenty (20) business days of receipt of the request, copies of all documents as contained in the applicant's personnel file maintained by such employer relative to instances of sexual misconduct, if any.  Such request for information shall include a copy of the required statement signed by the applicant.

 

The Superintendent, or principal, with the approval of the Superintendent, may employ any applicant on a conditional basis pending the Board's review of any information obtained pursuant to this request.  Permanent employment shall not occur until the information has been satisfactorily verified.  However, in accordance with statutory provisions, the School Board shall not hire any applicant who does not sign the statement as required by law.

 

Any information obtained by the School Board as a result of the statement and request outlined above shall be used by the Board only for the purpose of evaluating an applicant's qualifications for employment in the position for which he/she has applied, is not subject to the state public records statutes, and shall not be disclosed to any person, other than the applicant, who is not directly involved in the process of evaluating the applicant’s qualifications for employment.

 

In addition to the above, as part of the application process, the School Board shall request the applicant’s performance evaluation results, if applicable.  The applicant, once the evaluation results have been received, shall be given an opportunity to review the information received and provide any response or information the applicant deems appropriate.

 

Finally, the applicant shall grant permission by signing a statement on the application form that permits the School Board to have access to any and all reference, background, and previous employment information and to receive copies of any such documentation from a current or previous employer.

 

Disclosure of Applicant’s Records

 

The name of each applicant for certain positions of authority or those with policymaking duties, the qualifications of such an applicant, and any relevant employment history or experience of such an applicant shall be available for public inspection, examination, copying, or reproduction as provided for in the statutory provisions governing public works.

 

Bus Operators

 

All persons, prior to employment as a bus operator with the Board, shall fill out an application form.  Each applicant shall complete all prerequisites required by law and Bulletin 119, Louisiana Student Transportation Specifications and Procedures, before he/she shall be considered for employment as a bus driver or substitute bus driver.

 

Upon completion of the prerequisites, the applicant’s valid application shall be filed in the personnel department for consideration of employment to fill vacancies as they occur.  All applications shall be validated each year.

 

CRIMINAL HISTORY OF APPLICANTS

 

The Pointe Coupee Parish School Board shall require, in accordance with state law, applicants for employment with the School Board to submit necessary information regarding their backgrounds.  A prospective employee shall be required to provide authorization for the disclosure of any information regarding past criminal activities, including arrests, convictions, having pled nolo contendere, or other dispositions, including dismissal of convictions, of any criminal offense, in accordance with La. Rev. Stat. Ann. §15:587.

 

A standard applicant fingerprint card acceptable to the Louisiana Bureau of Criminal Identification and Information and a disclosure authorization form shall be provided the applicant by the School Board or may be obtained from local police authorities.  It shall be the responsibility of the applicant to have his/her fingerprints taken by a qualified individual and submitted to the proper authorities for processing.  Any cost associated with fingerprinting or the disclosure of background information on an applicant may be passed on to the applicant.

 

  1. No person who has been convicted of or has plead nolo contendere to crimes listed in La. Rev. Stat. Ann. §15:587.1 shall be hired as a teacher, substitute teacher, bus driver, substitute bus driver, or janitor, or as a temporary, part-time, or permanent school employee of any kind, unless approved in writing by a district judge and the district attorney with jurisdiction in this parish, or if employed on an emergency basis, unless approved in writing by the Superintendent.  Any such statement of approval shall be kept on file at all times at the location wherein the employee is assigned and shall be produced upon request by any law enforcement officer.

  2. For the purposes of reviewing the criminal history of prospective employees, any person employed to provide cafeteria, transportation, janitorial or maintenance services by any person or entity that contracts with a school or school system to provide such services shall be considered to be hired by the school system.

  3. Every such prospective employee shall be subjected to fingerprinting and each person's fingerprints shall be submitted to the proper authorities for a criminal history review.

  4. A person who has submitted his/her fingerprints may be temporarily hired pending the results of the inquiry, subject to the approval of the Superintendent.

  5. Upon the final conviction or upon a plea of nolo contendere of any crimes enumerated in La. Rev. Stat. Ann. §15:587.1, except La. Rev. Stat. Ann. §14:74 (criminal neglect of family), any teacher may be dismissed following a review held in accordance with statutory provision.

  6. Any other school employee if such employee is convicted of or pleads nolo contendere to crimes enumerated in La. Rev. Stat. Ann. §15:587.1, except La. Rev. Stat. Ann. §14:74, may be dismissed.

  7. A teacher or any other School Board employee shall report any final conviction or plea of guilty or nolo contendere to any criminal offense, excluding traffic offenses, to the School Board within forty-eight (48) hours of conviction or plea.

  8. The Superintendent, or principal with the approval of the Superintendent, may reemploy a teacher or other school employee who has been convicted of crimes enumerated in La. Rev. Stat. Ann. §15:587.1, except La. Rev. Stat. Ann. §14:74, only upon written approval of a district judge and the district attorney who has jurisdiction in this school district, or upon written documentation from the court in which the conviction occurred stating that the conviction had been reversed, set aside, or vacated.

 

Revised:  November, 1989 Revised:  November, 2006
Revised:  January, 1997 Combined with GCC:  May, 2008
Revised:  July, 2000 Revised:  July 19, 2012
Revised:  April, 2005  

 

 

Ref:     La. Rev. Stat. Ann. §§14:74, 15:587, 15:587.1, 17:15, 17:24.2, 17:81, 17:81.9, 17:83, 17:430, 17:3884, 23:291, 23:1208.1, 42:1119, 44:12.1, 44:31, 44:31.1, 44:32, 44:33, 44:34

La. Children’s Code, Art. 603, 606

Board minutes, 8-27-87, 7-27-00, 4-28-05, 7-19-12

 

Pointe Coupee Parish School Board