YOLO COUNTY NEWS

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School district runs administrative candidates through several interviews and checks

By From page A5 | June 30, 2013

What is the process that the Davis school district uses to screen candidates for an administrative post? Assistant Superintendent Matt Best outlines the steps along the way:

* Applicants apply via EdJoin.org, an online application service, for the open position.

* Applicants are screened by the appropriate administrator. In the case of the Davis High principal, the applications were screened by Best and Superintendent Winfred Roberson.

* During the screening process, Best does an initial reference check, googling the candidates and checking to ensure that they have an active administrative services credential.

* Depending on the number of qualified applicants, Best frequently does a screening interview with another administrator.

* Next, the district conducts a Tier I interview panel, which includes members from the site or department, district, parents, sometime students and community stakeholders.

* The district also has started conducting a practicum interview (demonstration activity) for most administrative positions — there was a practicum interview for the Davis High job, which was attached to the Tier I interview. The panel may forward between one and three candidates to the superintendent for consideration and a cabinet interview.

* A thorough check of references and employment history/performance is conducted.

* The superintendent’s cabinet interview the candidate or candidates.

* The superintendent makes a recommendation to the Board of Education for potential employment.

* Fingerprinting/DOJ check. Once a candidate is offered a job, he or she must complete the fingerprinting process and Department of Justice background check. “This occurs at this stage because there is a cost to the candidate for the background check,” Best said. “The background check produces relevant information, even if the record has been expunged.

“At this point, the information gathered may be used by the district to revoke an offer of employment within the confines of the law. The background check is one piece, of many, used to determine whether a candidate will be employed with the district. The district also considers job history, interview performance, evidence of leadership success, references and recommendations and the needs of the site to determine if a candidate is the best person for the job.”

* Board of Education deliberates.

* If the school board approves the recommended candidate, an employment contract is signed.

Jeff Hudson

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