RECRUITMENT & SELECTION OF PERSONNEL

The Board reserves the sole authority to recruit and select an individual for the position of Superintendent. Further the Board has designated the Superintendent of Schools as Chief Executive Officer for the District. The Superintendent of Schools/CEO has sole authority for recruiting and selecting all other staff within existing legislation, budget allocations and collective agreements and within the following parameters, except for the Senior Executive Staff (Secretary Treasurer, Assistant Superintendent and Directors of Instruction).

Specifically

1. Selection and Appointment of Senior Executive Staff (Secretary Treasurer, Assistant Superintendent and Directors of Instruction)
   1. The Superintendent shall make a recommendation to the Board regarding the creation or filling of any senior executive position. The recommendation shall be accompanied by a formal role description. Where the Board approves the filling of such a position, the Superintendent shall develop: (1) an ideal candidate profile, (2) an advertisement for the position and (3) a recommended recruitment plan. The recruitment plan shall include provision for Board and partner group involvement, as appropriate, in the interview and selection processes. The Board shall retain authority for procedures and decisions related to the appointment of senior executive staff.  Upon approval of the plan, the Superintendent shall facilitate the execution of the recruitment process.
   2. Subsequent to hiring, the Superintendent shall ensure current job descriptions are in place for each member of the senior administrative team and that appropriate performance evaluations are completed in a timely manner.
2. Selection and Appointment of Principals

   The Board believes that the first consideration in the assignment of principals must be for the administrative needs of the district and its schools in support of student achievement. The Board also believes that consideration must be given to the benefits that a change in assignment will provide individual principals in the district and of the expertise and leadership that such principals will bring with them. In the assignment of a principal to a school, therefore, the Board will consider principals who are currently in the district. Once assignments of current principals have been finalized, any remaining vacant principalships shall be advertised. If the particular school location is known, the Superintendent will solicit appropriate input from school staff and school PAC / parent representatives during the selection process.

   1. Principals report to and are directly accountable to the Superintendent.
      1. The principal shall function as part of a District administrative team and play a leadership role in District initiatives as assigned by the Superintendent. Principals shall be appointed to the district and shall be assigned or reassigned to specific school assignments by Board motion.
      2. The Superintendent shall annually review principal assignments and make recommendations for reassignments where deemed warranted.
      3. Where the Board approves the filling of a principal position by competition, the shortlisting/interview panel will determine the shortlist and conduct the interviews. The panel will consist of the Superintendent, two senior staff selected by the Superintendent, three Trustees and invited representatives from the SAA, COPACS, STA, CUPE and W̱SÁNEĆ School Board. At the end of the interviews the representatives of COPACS, STA, CUPE 441 and W̱SÁNEĆ School Board will be asked to provide oral feedback and depart. The representative of the SAA will then do the same.
      4. The selection committee made up of the Superintendent, two senior staff selected by the Superintendent, and three Trustees will review all available information and make a consensus recommendation which will then be sent to the Board for a decision. Should consensus not be achieved the recommendation will be determined by majority vote of the committee. A special meeting of the Board may be called, if necessary to consider the recommendation.
      5. Criteria for Principals as contained in Appendix A shall be considered as a guide by the shortlisting/interview panel.
      6. Due to time constraints or emergent factors, the Superintendent may from time to time appoint an acting principalship of a specified duration, but in all cases no more than one year in length. The Superintendent will select the person to fill this temporary position and inform the Board as soon as practicable.
3. Selection and Appointment of Vice-Principals

   The Board believes that the first consideration in the assignment of vice-principals must be for the administrative needs of the district and its schools in support of student achievement. The Board also believes that consideration must be given to the benefits that a change in assignment will provide individual vice-principals as well as the expertise and leadership that such vice-principals will bring with them to new assignments. In the assignment of a vice-principal to a school, the Board will consider vice-principals who are currently in the district. After any reassignment of current vice-principals, further vacancies will be posted.

   1. Vice-principals report to and are directly accountable to the principal.
   2. The vice-principal shall function as part of a District administrative team and play a leadership role in District initiatives. Vice-principals shall be appointed to the district and shall be assigned or reassigned to specific school assignments by Board motion.
   3. Vice-principals can be viewed as potential principals and are to avail themselves of opportunities for training and experience so as to become a strong candidate for future principal appointments.
   4. The Superintendent shall annually review vice-principal assignments and make recommendations to the Board for reassignments where deemed warranted. Such review shall include discussions with or input from vice-principals regarding career plans and desires.
   5. Where the Board approves the filling of a vice-principal position by competition, the shortlisting/interview panel will determine the shortlist and conduct the interviews.  The panel will consist of the Superintendent, two senior staff selected by the Superintendent, three Trustees and invited representatives from the SAA, COPACS, STA, CUPE 441 and the W̱SÁNEĆ School Board.  At the end of which the representatives of COPACS, STA, CUPE 441 and the W̱SÁNEĆ School Board will be asked to provide oral feedback and depart. The representative of the SAA will then do the same.
   6. Criteria for vice-principals as contained in Appendix B shall be considered as a guide by the shortlisting/interview panel.
   7. The selection committee made up of the Superintendent, two senior staff selected by the Superintendent, and three Trustees will review all available information and make a consensus recommendation which will then be sent to the Board for a decision.
   8. Should consensus not be achieved the recommendation will be determined by majority vote of the committee. A special meeting of the Board may be called, if necessary to consider the recommendation.
   9. Due to time constraints or emergent factors, the Superintendent may from time to time appoint an acting vice-principalship of a specified duration, but in all cases no more than one year in length. The Superintendent will select the person to fill this temporary position and inform the Board as soon as practicable.
4. Selection and Appointment of District Management Staff
   1. The Board of Education delegates to the Superintendent of Schools the authority for procedures and decisions related to the appointment of district management staff.
   2. The Board encourages input and involvement in the selection processes from school administrators and partner group representatives as appropriate.
   3. From time to time and when necessary, the Superintendent may appoint an individual to an interim position pending the outcome of a recruitment and selection process.
   4. As vacancies occur, the Board will be informed of the vacancy and may make any change in the position or the assignment the Board feels is appropriate before commencement of a competition.
5. Selection and Appointment of Non‑Teaching Staff

   The Board and its administration subscribe to the provisions and principles of the BC Employment Standards Act and the BC Human Rights Code.

   1. The Superintendent shall provide for the recruitment and selection of non-teaching staff in accordance with applicable legislation and collective agreements.
   2. All offers of employment shall be conditional on the successful applicant providing a criminal record check through the Criminal Records Review Program (Ministry of Public Safety and Emergency Services).