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HCPSS / POLICIES

Policy 7070 Implementation Procedures - Appointments to Certificated Administrator and Supervisor Positions

Policy Document

Implementation Procedures

I. Qualifications

  1. Prior to advertising a vacancy for a certificated administrator or supervisor position, the Executive Director of Human Resources/designee will consult with the Central Office position supervisor(s) to develop a current position description and vacancy announcement aligned with the Office of Human Resources policies and procedures.

  2. The minimum and preferred qualifications for education, certification, and experience will be identified in the vacancy announcement.

II. General Procedures for Vacancies

  1. Announcements of vacancies addressed by Policy 7070 will comply with current negotiated master agreements when applicable. Vacancy announcements will be available to current Howard County Public School System (HCPSS) employees and to the public in accordance with the Office of Human Resources procedures.

  2. Vacancy announcements will communicate specific application timelines, requirements, and procedures.

  3. The Office of Human Resources will screen submitted applications to identify those that meet the minimum qualifications.

  4. A selection committee will be established in accordance with the Office of Human Resources procedures.

  5. The selection committee will be responsible for the implementation of the interview selection process and implementation of interviews in order to select and recommend to the Superintendent/designee the candidate(s) best suited for the position. The selection committee will implement the following in consultation with the Office of Human Resources.

    1. Evaluate application materials and identify candidates to interview utilizing the Office of Human Resources interview selection process;

    2. Review candidates’ personnel history to determine if there are open complaints or investigations pending regarding violation of Policy 1010 Anti-Discrimination; Policy 1020 Sexual Discrimination, Sexual Harassment, and Sexual Misconduct; Policy 1025 Title IX Sexual Harassment; and Policy 7140 Bullying, Cyberbullying, Harassment, and Intimidation Involving Employees. If there are open complaints or investigations, the selection committee will contact the appropriate office or department to determine the status and time frame for the resolution.

    3. Review candidates’ personnel history to determine if there were prior investigations regarding allegations of violations of Policy 1010 Anti-Discrimination; Policy 1020 Sexual Discrimination, Sexual Harassment, and Sexual Misconduct; Policy 1025 title IX Sexual Harassment; and Policy 7140 Bullying, Cyberbullying, Harassment, and Intimidation Involving Employees. The status of any and all investigations will be determined and the selection committee will verify that the outcomes of such investigations are considered in the appointment process.

    4. Interview candidates identified by the interview selection process.

  6. General Procedures for Certificated Supervisor Vacancies.

    For certificated supervisor vacancies, the Superintendent/designee will utilize application and interview data to recommend a candidate for hire or promotion to the Office of Human Resources or reject all candidates and decline to fill the position at that time.

  7. General Procedures for Certificated Administrator Vacancies.

    1. For certificated administrator positions, the Superintendent/designee will utilize application and interview data to recommend candidates for placement in the applicable candidate pool.

    2. Candidates will be eligible to remain in the applicable pool for three years and may be recommended to the Superintendent for appointment or promotion.

  8. Prior to Board approval, the Superintendent will be notified of any complaints and resolutions regarding bullying, harassment, discrimination, and sexual harassment. The Board will be provided with verification that a review of the pertinent records has been completed to confirm compliance with Section II.E. of the implementation procedures.

III. Exceptions

The Superintendent may make exceptions to these procedures in the event that a specific vacancy presents unique needs.

IV. Definitions

Within the contact of these implementation procedures, the following definition applies:

HCPSS Employee – An individual who is a permanent or temporary employee of the HCPSS whose compensation is paid in whole or part by the Board including but not limited to, teachers, substitute teachers, paraeducators, and other school-based and Central Office support staff.

V. Monitoring

Policy 7070 implementation procedures will be overseen by the Division of Human Resources and Professional Development.

VI. History

ADOPTED: November 21, 1989

REVIEWED: February 24, 2022

MODIFIED: November 1, 2018

REVISED:

  • January 1, 1991

  • October 28, 1993

  • April 10, 2008

  • March 7, 2024

EFFECTIVE: July 1, 2024

Policy History Key

  • Adopted-Original date the Board took action to approve a policy
  • Reviewed-The date the status of a policy was assessed by the Superintendent’s Standing Policy Group
  • Modified-The date the Board took action to alter a policy that based on the recommendation of the Superintendent/designee did not require a comprehensive examination
  • Revised-The date the Board took action on a that policy based on the recommendation of the Superintendent/designee needed a comprehensive examination
  • Effective-The date a policy is implemented throughout the HCPSS, typically July 1 following Board action.