The Fredonia Central School District seeks to hire the
best available teachers, administrators and teaching assistants.
Vacant positions are filled competitively unless a specific individual
has a legal or contractual right to the position.
There should be neither favoritism nor discrimination
shown to any candidate on the basis of experience, previous salary or
any reason prohibited by State and Federal Laws.
Building administrators and teachers are key partners
in the instructional staff hiring process. Administrators and teachers
carry the responsibility for supervision of new employees and
ultimately determine the success of the employee and the success of
the school program.
The Superintendent will advertise all instructional
staff position vacancies.
1. A vacancy in a certification area in which the
availability of candidates is known to be low will be advertised in
state-wide and out-of-state college placement offices and local
2. A vacancy in a certification area in which the availability of
candidates is known to be high will be advertised through the SUNY
College at Fredonia Placement Office and local newspapers.
When vacant positions are advertised, an announcement
of vacancies shall be posted in all school building offices and
faculty rooms by the building principals.
Copies of standard vacancy notices for newspapers and
college placement offices are found in Appendix A.
All instructional staff position vacancies will be
advertised except in the following instances:
1. If another position in the same area of
certification becomes vacant during the interview process or becomes
vacant within three (3) months of the most recent interviews for a
similar vacancy, and the hiring team deems the second, (third,
fourth, etc.) ranked candidate(s) to be of the same high
qualifications as the candidate who filled the first vacancy, then
the new vacancy may be filled without readvertisement of the
position at the discretion of the Superintendent of Schools.
2. If a current long-term substitute is available to
fill a long-term substitute vacancy in the same certification area,
for the same or a different person, then the current long-term
substitute may be continued without advertisement of the position at
the discretion of the Superintendent of Schools.
All inquiries regarding the possibility of joining the
professional staff are to be POSITIVELY ENCOURAGED. All applicants
must apply via a letter of interest to the Superintendent stating
their name, address and area(s) of certification. The Superintendent
will acknowledge the letter and inform the applicant of any vacancies
in the area of certification or that the letter of interest will
remain on file for one year. An application, notice of vacancy and job
description will be mailed to the applicant should a vacancy occur
within one year of the date of the letter of interest.
Dissemination of Applications
No person will be given an instructional staff
application unless a vacancy has been posted and advertised.
Applications will only be provided in response to
WRITTEN inquiries. If a person calls for an application, an
explanation of the application procedure should be given; i.e., the
request for an application must be in writing and applications are
only provided for advertised vacancies.
A summary of the application procedure, for use by
office staff, is found in Appendix B.
A copy of the current teacher application is found in
Application by Current Staff
Current staff members applying for a position need not
complete the entire application procedure. They should be advised to
submit a letter of interest to the Superintendent stating the position
in which they are interested and their reasons for applying. They
should be encouraged to update their file with a current vita, course
work, community service, references and other support materials. The
update of the file is not required and is the employee’s option.
C. SCREENING OF CANDIDATES
The hiring administrators may not interview any
candidate who does not meet the standards of the District and/or the
caliber in the available candidate group. A courtesy interview is not
Screening of Applications from the Current Staff
Candidates who are current employees of the District
shall be given careful consideration in the screening process.
Following the review of all applications, the hiring
administrator shall inform applicants who are current staff members of
one of the following:
1. They will not be considered for the position and
the reason(s) for this.
2. They will be considered for the position and will
Background and Experience of Candidates
It is important that the screening team seek
candidates with broad experience, certification or willingness to
obtain certification in more than one area, and willingness and
ability to teach students of diverse abilities at different grade
levels. These characteristics are extremely important in light of
factors such as the New York State Standards, shifting
enrollments at grade levels, shifts in curriculum to different grade
levels, and shifts in curricular emphasis in some programs.
Reference Checks of Applicants
Prior to the scheduling of an initial interview, the
hiring administrator must:
1. Have at least one positive candidate reference
from a school administrator (or cooperating teacher of an
inexperienced applicant) who has direct knowledge of the candidate.
2. Have the candidate’s completed application in
hand and have or make arrangements to have ALL support documents in
hand prior to an interview. (NOTE: If the candidate’s college
placement papers are not on hand, the hiring administrator must
order, receive and review them prior to the interview.)
Screening of Applicants
Any applicants screened from the hiring procedure
shall be notified in writing by the hiring administrators as soon as
reasonable. If there is an indication that the interview process may
not yield a successful candidate, then the notification in writing
should be sent only to those candidates who will not be considered
under any circumstances (i.e. bad reference, lack of certification,
unqualified, etc.) The notification in writing to screened-out
applicants shall be a personalized letter in a standard format (see:
A notification in writing need not be sent to persons
who do not return the District’s application.
A copy of the notification in writing shall be
attached to the application. The application shall be placed in the
file and the file returned to the District Office.
The interview team(s) shall interview not less than
five candidates for each vacancy unless the Superintendent agrees that
there are fewer than five qualified applicants in the pool of
applicants. If there is more than one vacancy in analogous positions
(same certification), an appropriate number of additional candidates
must be interviewed unless the Superintendent agrees that there are
too few qualified individuals in the pool of applicants.
NOTE: A candidate should not be interviewed unless
his/her application is complete INCLUDING POSITIVE PROOF OF
CURRENT NEW YORK STATE CERTIFICATION (or written verification of
eligibility). The Superintendent WILL NOT interview any candidate
without a complete application.
Arranging the Interview
When arranging the interview, the candidate should be
made aware of the following:
1. Correct spelling of the hiring administrator’s
2. Address and location of the District.
3. Date, time and place of the interview.
4. ANY SUPPORT MATERIALS MISSING FROM THE
CANDIDATE’S APPLICATION and the arrangements for receipt of the
missing support materials prior to the interview.
5. Approximate length of the interview.
6. With whom (s)he will interview (administrator,
7. The starting date for the position.
Scheduling the Interview
If possible, all candidates should be scheduled for
interviews over a short period of time, preferably on the same day.
Interdisciplinary Interviewing Team
In filling certified positions an interdisciplinary
team(s) including administrators, teachers, and in some cases other
certified personnel, shall be used to interview candidates.
1. Service of teachers on an interview team is
voluntary. However, the administrator should insure the existence of
an interdisciplinary (or multi-grade level in elementary) team.
2. The interview team should not have members who are
personal friends or relatives of any of the candidates being
interviewed. To the greatest extent possible the interview team should
be free of political bias. The hiring administrator shall discuss this
issue with the interview team. Members of the interview team should be
asked to forgo participation on the team if they cannot approach
all the candidates objectively.
3. To the greatest extent possible, the same team must
interview all candidates for the same position.
4. Prior to the interviews, the hiring administrator
MUST meet with the interview team to review:
a. The professional role of the interview team.
b. The advisory role of the interview team.
c. The need for confidentiality.
d. Equal treatment of all candidates
(1) Same introductory statement
(2) Same format (See: Appendix E)
(3) Same questions (See: Appendix F) and
e. Non-discrimination (See: Appendix G)
(1) Consistency of questioning
(2) Absence of jokes and innuendo during the
f. Employment criteria
g. Consideration for the position
(1) Special skills or characteristics sought
- team skills
- team match
- academic concentration
- teaching style
(2) Specific questions to be asked and the
responses being sought (See: Appendix F.1 and F.2)
h. Completion of the interview rating forms (See:
i. Ranking of the candidates
j. Follow-up meeting of the interview team
k. Security of confidential material and
1. The hiring administrator should review the
questions to be asked by the interviewing team. It is recommended
that questions be used from the approved question list (Appendix
5. After each interview, the members of the team will
promptly and independently complete the interview rating form for each
applicant. The candidates shall be rated against the interviewers’
expectations of the ideal.
6. Following the interviews of all the candidates the
members of the interview team (or the hiring administrator) will
review candidates and share the results with the Superintendent.
7. The hiring administrator will collect and hold
confidential the list of questions, interview rating forms and ranking
of all interviewers in case of any claims of discrimination in the
Interviews with the Superintendent
The Superintendent will interview at least the top
three candidates, unless there is sufficient reason to interview a
It is best that the Superintendent interview the same
day as the hiring administrator and the interdisciplinary team, rather
than having the candidates come back at a later date. If there is an
exceptionally large number of candidates, separate interviews with the
Superintendent may be arranged. If the Superintendent is to interview
on the same day as the hiring administrator and interdisciplinary
team, the interview schedule should be approved by the Superintendent
in advance so that he can be available.
If asked about salary, the hiring administrators may
state only the starting salary or the salary range for a position. The
Superintendent shall discuss salary with the candidates. (See:
NOTE: A candidate’s prior teaching experience is the
most important predictor of success, more important than the
interview. Care should be taken to invest adequate time and energy in
CAUTION: It is psychologically difficult to
objectively analyze the remarks of a reference after one has
psychologically "bonded" himself to the candidate.
A minimum of three comprehensive telephone references
are required (in addition to the pre-interview reference) for a
candidate to be recommended to the Superintendent, unless the
Superintendent agrees that fewer are needed. The hiring administrators
must have at least one reference from either an administrator who has
direct knowledge of the candidate’s professional performance or a
teacher who had direct supervision of the candidate’s student teaching
(in the case of an inexperienced teacher). The references must be
recorded on the District telephone reference form. (See: Appendix
I). It is the responsibility of the hiring administrators to spend
sufficient time with the telephone references to obtain a thorough
profile of the candidate.
If the candidate has prior teaching experience, the
hiring administrator should ask the Superintendent to obtain a
telephone reference from a Superintendent in a prior employment
District of the candidate. The hiring administrator should not contact
the prior Superintendent of a candidate if the Superintendent is
handling that reference.
For administrative positions, a visit to the
candidate’s home school is considered appropriate.
The hiring administrator (or interview team in some
buildings) will discuss the top candidates with the Superintendent.
If, after discussion of the candidates, the hiring
administrator and/or interview team and/or Superintendent determine
that the candidates do not meet the minimum acceptable standard for
recommendation to the Board, the position will be readvertised, and
new applicants will be sought.
If two or more finalists for a position are judged to
be equal, consideration will be given to the candidate with residency
and/or previous experience in the District.
The Superintendent will determine which, if any, of
the hiring administrator’s (and interview team’s) top candidates is to
be recommended to the Board. The Superintendent will not recommend to
the Board a candidate other than one of the top candidates without the
concurrence of the hiring administrators. If the Superintendent is not
satisfied with any of the top recommended candidates, the hiring
administrator will be directed to seek, screen and interview
additional qualified candidates.
The Superintendent will recommend to the Board the
person who in his opinion is the best candidate for the position.
When the candidate is called to be offered the job,
the hiring administrator shall inform the candidate of the following:
1. Acceptance of the position is a contractual
obligation under New York State law. The candidate may not accept
any other position without the required legal notice to and release
from the Fredonia Central School District Board of Education.
2. Starting salary.
3. Starting date.
4. Required attendance at new teacher orientation
and the dates.
5. Scheduled date of Board appointment.
6. Scheduling of the required physical exam.
7. Required inservice training (such as Essential
Elements of Instruction, Science Kits and Growing Healthy).
8. Obligations of part-time teachers, if applicable.
(Board Policy #7120)
9. Required official support documents:
a. Required letter(s) of verification of
previous professional employment (only for experiences being
credited on the salary schedule).
b. Required copy of certification (or formal
notice of certification status).
c. Required official transcripts of all college
Upon acceptance of the job by a candidate, the
non-selected candidates who were not interviewed shall be notified by
letter from the hiring administrator that the position has been filled
by another candidate (See: Appendix J).
Upon acceptance of the job by a candidate, all
non-selected candidates who were interviewed and/or who are District
employees shall be immediately notified by an appropriate letter,
mailed within 24 hours (if possible the same day). The applications
and support materials, with the copy of the letter of non-selection,
shall be returned to the District Office.
Immediately upon acceptance of the job by the
candidate, the hiring administrator shall notify: 1) the
Superintendent; 2) the members of the interview team of the selection;
and 3) the District Nurse (to schedule a physical exam). In the case
where the candidate hired was not the first choice (first ranked) of
the interview team, the hiring administrator shall, using discretion
and due regard for confidentiality, explain the reasons the candidate
was hired. The letter, memo or call to the interviewing team shall ask
them to hold the information confidential until the hiring
administrator has had time to notify the unsuccessful candidates.
Upon receipt of the successful candidate’s hiring
materials from the hiring administrator, the Superintendent shall
forward the candidate a letter of confirmation (See: Appendix K).
G. REQUIRED DOCUMENTATION
For a candidate to be recommended to the Board, the
following materials must be provided by the hiring administrators to
1. Teacher application and all support documents.
2. A minimum of three comprehensive telephone
references (in addition to the pre-interview reference) on the
3. Interview rating forms from:
a. Hiring administrators.
b. Interview team members.
Orientation for all new and returning staff (leave of
one year or longer) shall be held prior to the end of the first month
of the new school year.
The Fredonia Teachers’ Association shall be invited to
send a representative to observe the administration’s discussion of
the Agreement and the evaluation process.
The hiring administrators shall arrange orientation
for a new teacher hired during the school year.
Following the orientation, a letter shall be placed in
the oriented teacher’s personnel file indicating the completion of
orientation and the topics covered during orientation.