skip to main content

HCPSS / POLICIES

Policy 7070 Implementation Procedures - Appointments to Administrative and Supervisory Certificated Positions

Policy Document

Implementation Procedures

I. Qualifications

  1. Prior to advertising a vacancy for a certificated administrative or supervisory position, the Executive Director of Human Resources/designee will review the current job description in consultation with personnel who oversee the position to ensure that the job description reflects high standards and current needs of the school system.

  2. Applicants for the position of assistant principal must:

    1. Have teaching experience or approved school-based experience and have met, as a minimum, Maryland State Department of Education (MSDE) requirements for certification as Administrator I;

    2. Be able to document performance at an exemplary level in their current and/or prior positions as applicable; and

    3. Present documentation which verifies training and background experiences and which indicates potential for outstanding contributions to the Howard County Public School System(HCPSS).

  3. Applicants for the position of principal must:

    1. Meet current MSDE certification requirements for a principalship;

    2. Be able to document performance at an exemplary level in (a) previous administrative position(s); and

    3. Present documentation which verifies training and background experiences and which indicates potential for outstanding contributions to the HCPSS.

  4. Applicants for Athletics and Activities Managers (AAMs) must hold or be eligible for a Maryland State Educators Certificate or possess a minimum of three years of successful teaching experience.

II. General Procedures for Vacancies

  1. Announcements of vacancies addressed by Policy 7070 Appointments to Administrative and Supervisory Certificated Positions must comply with current negotiated master agreements when applicable. Such vacancies will be announced to current employees and to the public through, at a minimum, circulars, postings in the Office of Human Resources, postings on the system website, and notice to the exclusive bargaining unit’s office.

  2. Candidates must submit the application and appropriate application materials: resume, transcripts, references, and other specified information to the Office of Human Resources by midnight of the day on the closing date which is designated in the advertisement. Failure to submit all documentation by the closing date may result in ineligibility for consideration.

  3. Credentials will be reviewed by staff in the Office of Human Resources to determine eligibility within the specifications of the job description.

  4. A screening committee will be designated by the Superintendent/designee. The screening committee will consist of at least three persons. At least one member of the screening committee should be presently assigned to a position which is comparable in level of responsibility and/or specialized skills required to the position for which the candidates are applying. A Community Superintendent/designee must be a member of the screening committee for school-based administrative positions.

  5. The screening committee will:

    1. Review the applications and supporting documents of all applicants who have been determined to meet the minimum requirements for the position;

    2. Interview those applicants who the committee determines are the most qualified for the position; and

    3. Select and recommend to the Superintendent/designee those candidates who committee members determine are best suited for the position.

  6. The Superintendent/designee may conduct additional interviews or screening activities for recommended candidates. Any finalist must be chosen from the committee’s list of recommendations. The Superintendent/designee may reject all recommendations and have the vacancy re-advertised.

  7. Appointments require Board approval.

  8. The Executive Director of Human Resources/designee will be available to discuss aspects of the screening procedures with applicants.

III. Additional Procedures for Assistant Principal Positions

Candidates who are recommended by the screening committee to the Superintendent will remain in an eligibility pool for three years. In addition, these candidates will be considered for leadership intern positions.

IV. Additional Procedures for Principal Positions

Candidates for the position of principal who are assessed by the screening committee as having excellent potential administrative talent and who are not selected for an announced vacancy may be considered viable candidates for future comparable positions without having to repeat the committee screening procedures.

V. Exceptions

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

VI. History

ADOPTED: November 21, 1989

REVIEWED:

MODIFIED: November 1, 2018

REVISED: January 1, 1991, October 28, 1993, April 10, 2008

EFFECTIVE: July 1, 2018