Recruiting and Hiring of Personnel


Adopted: 9-11-02
Revised:2-13-07, 5-13-15, 5-9-18


Recognizing that personnel are the most important resource within the District, the South Sanpete Board of Education is committed to attract, hire, and retain employees of the highest quality. The Board of Education directs the Superintendent to establish procedures to ensure that recruitment, screening, and selection of employees is orderly and consistent across the District. The recruiting and hiring process shall serve as the process in the selection of certified and classified employees, head coaches/advisors, and may be used for assistant coaches.


  1. Authority
    1. The Board of Education delegates to the Superintendent and/or designee the authority to determine available positions, perform comprehensive internal and external recruitment efforts, and selecting candidates for hire.  The Superintendent and/or designee will provide guidelines and procedures for screening applicants, interviewing, pre-employment reference checks, and final selection.
  2. Applicant Screening and Interview Committees
    1. To avoid a conflict of interest or the appearance of nepotism, an employee or community member of a screening or interview committee may not be an immediate family member of any of the applicants. An immediate family member is defined as a husband, wife, parent, children, brothers, sisters, grandparents, grandchildren, and the same relatives of one’s spouse. It also includes other persons living in the employee’s home on a permanentbasis.  See Policy GBCA.
    2. Members of screening and interview committees will be required to adhere to confidentiality requirements regarding the screening and interview process.
    3. In the case of vacancies in new or existing positions, favorable consideration will be given to qualified applicants among current employees. The District may transfer currently employed educators to comparable positions without (or prior to) posting and interviewing outside candidates as outlined in Policy GCI Professional Staff Assignment & Transfers.
  3. Equal Opportunity Employment
    1. It is the policy of the District to provide equal opportunities for employment, retention, and advancement of all people regardless of race, color, sexual orientation, religion, age, national origin, disability, or gender identity.See Policy GBA.
    2. The District is an equal opportunity employer and shall consider applicants on the basis of their merits, training, experience, qualifications, and needs of the District.
  4. Background Checks
    1. All offers of employment are contingent upon clearance of a criminal background check as outlined in Utah Code 53G-11-402 & 53G-11-403.
  5. Board Approval
    1. The Board retains the final authority to approve the employment of all personnel. They reserve the right to review the applications, placement files, and/or resumes of the recommended applicant before they officially approve a recommendation forhire.
    2. Should the Board not approve the employment of an applicant being recommended, it shall be the duty of the Superintendent to make another recommendation or begin the hiring processagain.
    3. The approval of the Board may be done at the regular monthly meeting; however, if time does not permit, the Superintendent may individually contact each of the Board members prior to themeeting.
    4. Any variations of this Policy must be approved by the Board. The Board retains the right to make any waiver of this Policy or procedure if it finds it necessary or desirable in the operation and in the best interest of South Sanpete School District. This may also include appointing qualified candidates or current employees without opening positions in some 
  6. Hiring Part-Time Classified and Student Employees
    1. The building principal, the immediate supervisor, or District administrator are responsible to hire part-time classified employees. Part-time classified employees hired after July 1, 2014, are allowed to work no more than 29 ½ hours per week and cannot receive any other employer sponsored benefit. Exceptions to this must receive prior-permission from the Business Administrator or Superintendent.
    2. Classified employees who work fewer than 29 ½ hours per week, and do not receive any other employer sponsored benefits, are considered at-will employees and have no property right to their jobs and no expectation of continued employment as outlined in Policy GCPDA.

Policy References:

GBA               “Equal Opportunity Employment” GBCA   “Staff Conflicts of Interest(Nepotism)”
GCG               “Provisional, Probationary and Career Employees” GCCB“BackgroundChecks”
GCI                 “Professional Staff Assignments and Transfers” GCPDA   “OrderlyTermination”
GBQ-1            “Re-employment for Former/RetiredEmployees”
CCA-13           “Expectations and Guidelines for Coaches and Advisors”
District           “Certified and Classified Salary Schedules andPolicies


Print Email