Section 300
Policy 302

Employment

1. The Board of Education hereby affirms its continuing policy of equal employment opportunities without discrimination on the basis of race, color, sex, religion, national origin, age, marital status or handicapping condition and, to the maximum extent feasible, to achieve a staff balance that reflects the composition of the student population. [See Policy 107]
   
   
2. No employee or official acting on behalf of the School District shall ask, indicate, or transmit orally, or in writing, the religion or religious affiliation of any person seeking employment or employed in the School District.

1. The Superintendent shall determine necessary positions to carry out the programs and services of the District within the policy parameters established by the Board of Education.
   
   
2. Job descriptions shall be developed and maintained for positions within the School District.
   
   
3. A position shall be considered vacant when an employee has been transferred, non-renewed, dismissed, or has resigned, and the Superintendent has determined that the position is to be filled by another employee. Once declared vacant, a position may be filled by transfer of an employee from another position or through the hiring process.

1. The Board of Education directs the Superintendent to develop and maintain a recruitment program designed to attract and hold the best possible personnel and to establish and implement a process for selecting and recommending staff for employment.
   
   
2. It is the responsibility of the Superintendent with the assistance of other administrators to locate suitable candidates to recommend to the Board for employment. The search for quality staff shall extend to a wide variety of educational institutions and geographical areas. It shall take into consideration the diverse characteristics of the school system and the need for staff members of various backgrounds.
   
   
3. Recruitment procedures shall not overlook the talents and potential of individuals already employed in the District. Any present employee of the Board may apply for a position for which he/she is licensed and/or otherwise qualified. However, assignment of an individual to a position shall be based upon who is best qualified as determined by the Principal or Director and the Superintendent.

1. Prior to the Superintendent recommending a candidate for a licensed position, a background check with the Colorado Department of Education, as required by law, and reference checks with previous employers must be completed.
   
   
2. Classified staff must submit fingerprints to be submitted to the Colorado Bureau of Investigation. Failure of an employee to have notified the District of a criminal offense shall be grounds for immediate termination of employment.

1. All candidates shall be considered on the basis of their merits, qualifications and the needs of the School District. Upon completion of the selection process, selected candidates shall be recommended to the Board of Education by the Superintendent.
   
   
2. The Board of Education shall have final authority in determining whether or not any individual shall be hired as an employee of the School District. A recommended employee shall only be considered to be employed through an affirmative vote by a majority of the Board, except that the Superintendent is authorized to offer employment for a period not to exceed 20 work-days when a vacancy must be immediately filled to maintain programs and services.

1. Any individual employed as a teacher shall hold a valid Colorado license or authorization, except that the District may hire a person who is not licensed and does not hold an authorization as a resident teacher pursuant to a teacher in residence program implemented by the School District.
   
   
2. Each teacher shall receive a written contract that fulfills requirements of Colorado law.
   
   
   
   1. The contract shall specify the teacher's placement on the salary schedule and the amount of salary per annum.
      
      
   2. The contract shall contain a provision for damages as required by law. Damages may be assessed in an amount up to one-twelfth of the specified annual salary if the teacher abandons, breaches, or otherwise refuses to perform services as contracted and has not provided 30 days written notice that he/she will not fulfill contract obligations.
      
      
   3. A teacher may be suspended temporarily during the contractual period until the date of dismissal as ordered by the Board, pursuant to law, or may have the employment contract cancelled during the contractual period when there is a justifiable decrease in the number of teaching positions. When a justifiable reduction in the number of teaching positions within a particular endorsement area occurs, the employment contracts of first-year probationary teachers who are occupying such positions shall be cancelled first. Further reductions in the number of teaching positions through the cancellation of employment contracts of second-year and third-year probationary teachers and non-probationary teachers shall be made based upon administrative determination of the best qualified individuals for each position based upon experience, training, endorsements and other criteria deemed important to best fulfill requirements of the assignment. The provisions of this article do not create any property right or contract right, expressed or implied, for second-year and third-year probationary teachers.
   
   
   
3. No teacher employment contract shall contain a provision that restricts or prohibits the School District from disclosing to another school or district the reason or reasons why a teacher left employment with the Platte Canyon School District.
   
   
4. No contract or employment arrangement made by and between the School District and teacher shall require by inference or otherwise that said teacher become a member of or belong to any group or organization.

1. The Superintendent shall be responsible for assigning or re-assigning staff to positions within the District. Once assigned to a school, the Principal shall assign and re-assign staff as necessary to positions for which they are qualified. Assignments and re-assignments of food services staff, transportation staff and itinerant special education staff shall be made by the appropriate Director unless such assignment extends beyond the program or service authority of the Director.
   
   
2. The Superintendent or designated Principal or Director shall assign an employee to a position based upon (1) needs of the District, (2) qualifications of the employee and (3) the employee's expressed desire. When it is not possible to meet all three conditions, personnel will be assigned based upon needs of the District; second, based upon the employee's qualifications and third, in accordance with the expressed preferences of employees in order of seniority.
   
   
3. Requests for transfers or changes of assignment must be submitted in writing by the employee to the Superintendent or, in the case of a re-assignment request within the school or program, to the Principal or Director. The request must include the reason for the desired change. The request may be granted based upon the criteria listed in paragraph B of this Article. The reason for not granting the request shall be given in writing by the Superintendent or appropriate Principal or Director.
   
   
4. Reasons for transfer or changes of assignment that are not voluntary shall be discussed with the employee and summarized in writing by the administrator prior to announcement of such transfer or re-assignment.

1. Extra-duty assignments including team leaders, department chairs, coaching, sponsorships, temporary duties and any other paid extra-duty may be made by administrators. However, such assignments may not be made for any individual until he/she is an employee of the District as stated in Article 6 of this policy.
   
   
2. Extra-duty assignments are for one year. No right for continuing placement in an extra-duty assignment is granted. Rather, annual assignments are to be made based upon program needs, qualifications of available staff, budget constraints, and the best interests of the school or District as determined by the administrator. Assignments may be terminated at any time if, in the judgment of the administrator in charge, the employee is not fulfilling responsibilities of the assignment or demonstrating conduct in violation of school or District codes or policies.