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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 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 Human Resources procedures.

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

  3. Submitted applications will be screened to identify those that meet the minimum qualifications.

  4. Applications that meet the minimum qualifications will be further evaluated in alignment with the advertised qualifications to determine advancement to the interview process.

  5. A selection committee will be established in accordance with Human Resources’ procedures.

  6. The selection committee will be responsible for the implementation of the interview process in order to select and recommend to the Superintendent/designee the candidate(s) best suited for the position.

  7. 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 Human Resources or reject all candidates and decline to fill the position at that time.

  8. 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 (3) years and may be recommended to the Superintendent for appointment or promotion.

  9. General Procedures for Internal Candidate Personnel History Review.

    Human Resources will implement the following in consultation with Employee and Labor Relations.

    1. 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, including Title IX complaints; and Policy 7140 Bullying, Cyberbullying, Harassment, and Intimidation Involving Employees. If there are open complaints or investigations, the status and time frame for the resolution will be considered.

    2. 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, including Title IX complaints; and Policy 7140 Bullying, Cyberbullying, Harassment, and Intimidation Involving Employees. The status of any and all investigations will be determined, and Human Resources will verify that the outcomes of such investigations are considered in the appointment process.

    3. Prior to recommendation to the Board of Education, 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.

  10. General Procedures for Previously Employed Candidates

    1. For candidates who were employed by the Board within the past seven (7) years, their personnel records should be reviewed to determine whether any complaints or investigations related to Policy 1020 Sexual Discrimination, Sexual Harassment, and Sexual Misconduct, including Title IX complaints; and Policy 7140 Bullying, Cyberbullying, Harassment, and Intimidation Involving Employees were filed against the candidate. The status of any and all investigations will be determined, and Human Resources will verify that the outcomes of such investigations were considered in the appointment process.

    2. Prior to recommendation to the Board of Education, 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.

III. Exceptions

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

IV. Definitions

Within the context of these implementation procedures, the following definitions apply:

  1. 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, school-based administrators, teachers, substitute teachers, paraeducators, and other school-based and Central Office support staff.

  2. Internal Candidate – An individual who has applied for a certificated administrator or supervisor position with HCPSS and is currently a HCPSS employee.

V. Monitoring

Policy 7070 implementation procedures will be overseen by Human Resources.

VI. History

ADOPTED: November 21, 1989

REVIEWED: February 24, 2022

MODIFIED:

  • November 1, 2018

  • January 29, 2026

REVISED:

  • January 1, 1991

  • October 28, 1993

  • April 10, 2008

  • March 7, 2024

EFFECTIVE: January 29, 2026

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.