TEMPORARY ATHLETIC TEAM COACHES
RECRUITMENT& SELECTION PROCEDURES
TABLE OF CONTENTS
SECTION
Page 1
TOPIC
PAGE
I.
Hiring Philosophy
2
II.
The Purpose of This Manual
2
III.
Temporary Athletic Coaches
2
IV.
Determination of Vacancy
2
V.
Recruitment & Selection Procedures
3
VI.
Equal Employment Opportunity
4
VII.
Prior to the Interview
5
VIII.
Checklist
5
IX.
The Interview
6
X.
Steps in Panel Interview
6
XI.
Do’s & Don’t’s
7
XII.
Acceptable and Unacceptable Pre-Employment
Inquiries
8
XIII.
Types of Questions
10
XIV.
Sample Interview Questions
10
XV.
Selection
12
XVI.
Notification
12
XVII.
Compensation
12
XVIII.
Return of Materials
12
Varsity Head Coach – Job Description
13
Sub-Varsity Head Coach – Job Description
16
Assistant Coach – Job Description
19
Announcement of Vacancy
23
Selection/Interview Criteria
24
Candidate Selection
25
Reference Check
26
I.
HIRING PHILOSOPHY
The philosophy of the Ceres Unified School District Office of Athletics is to hire the most highly qualified
individuals for all vacant positions. The most important factor in selecting employees is the evaluation of the
demonstrated proficiencies in those skills associated with the position being considered. Therefore each
temporary athletic team “head” coach vacancy will require an interview. The critical factors to be considered
when determining which of the candidates will be employed are based upon the National Standards for the
Coaching Profession.
II.
THE PURPOSE OF THIS MANUAL
The purpose of this manual is for use as a guide in conjunction with the screening and interviewing of candidates
being considered to fill a head coaching vacancy in the Ceres Unified School District.
It is an all-purpose resource in that it is intended for site administrators and athletic directors who are highly
experienced in school employee selection as well as those who are participating in this type of activity for the first
time.
Supplemental materials are as follows:
i. Job Descriptions
1. Varsity Head Coach
2. Sub-Varsity Head Coach
3. Assistant Coach
ii. Announcement of Vacancy
iii. Selection/Interview Criteria
iv. Candidate Selection
v. Employment Reference Check / Telephone Contact Report
III.
TEMPORARY ATHLETIC TEAM COACHES
A "temporary athletic team coach" is a certificated or non-certificated employee, other than a substitute employee,
hired to supervise or instruct interscholastic athletic activities as a temporary employee in a limited assignment
capacity. The term is applicable to a certificated employee who supervises or instructs interscholastic athletic
activities in addition to his or her regular assignment.
Any certificated teacher employed by the district who applies for a position as a temporary athletic team coach
and who satisfies the qualification criteria established for the position shall first be offered the position. (Education
Code 44919)
IV.
DETERMINATION OF VACANCY
All positions are temporary and annually stipend. (See Compensation) Non-certificated members’ assignments
are subject to rehire if a new certificated member expresses desire and demonstrates equal or greater
qualification. Certificated members currently assigned such responsibilities; retain such on an annual basis
contingent upon:
1. Continued eligibility
2. Compliance with all requirements
3. Site Principal/Designee recommendation
Positions become vacant as a result of the following:
1.
2.
3.
4.
Page 2
Resignation of Coach
Release of Coach (See Evaluation Procedures)
New Position
Currently Filled by Non-Certificated Member (unless no Certificated Member Interest)
V.
RECRUITMENT & SELECTION PROCEDURES
1.
Temporary Athletic Team Head Coaches (Middle & High Schools)
a. If you have a head coaching vacancy, contact the Personnel to have the position advertised.
i. The vacancy will be posted internally and externally simultaneously.
ii. Vacancy can be posted for: “5 days” or “Until Filled”
iii. A statewide or multi-state vacancy announcement may be issued along with other
recruitment procedures being implemented.
b. Once the position closes consider all candidates who have submitted an application indicating their
interest.
i. Existing Ceres certificated members who have met the minimum requirements of the
application process must be provided first consideration. (EC 44919.b)
ii. Screening of letters of application, application forms, resumes and reference information is
done by the site administrator and/or athletic director.
iii. Narrow the candidates to a list to be interviewed.
iv. If only one candidate has expressed interest, he/she must still be formally interviewed prior to
selection.
c.
The principal or his/her designee and a committee will interview candidate(s).
i. A specific strategy should be designed and implemented to solicit information and data
regarding the selection criteria. This process may be as simple as a phone interview or as
sophisticated as the formal interview requiring the constitution of an appropriate interview
committee, including such committee members as the athletic director, head coach, parent or
student.
ii. One member of the committee should be an athletic coach.
iii. The interview committee chairperson recommends a candidate to the principal.
iv. References of the candidates are checked by the principal or his (or her) designee.
d. The principal or his/her designee notifies the personnel Dept of the recommended candidate.
i. The Coordinator of Athletics ensures the clearance and certification of the candidate.
ii. The personnel department will offer employment
Page 3
VI.
EQUAL EMPLOYMENT OPPORTUNITY
1.
Statement of General Policy
It is a conscious, deliberate step taken by a hiring authority to assure equal employment opportunity for all
staff. Fairness in hiring and the avoidance of hiring decisions based on age, race, gender, marital family
status, religious beliefs, citizenship status, and handicapping condition is controlled by numerous laws
and regulations including:
a.
b.
c.
d.
e.
f.
g.
h.
i.
Title VII Civil Rights Act of 1964
Age Discrimination Act of 1967
Americans with Disabilities Act of 1990
Civil Rights Act of 1991
EEOC Procedural Regulations
Department of Agriculture, Immigration Reform and Control Act
California Constitution
California Fair Employment and Housing Act
California Labor Code
The Board of Trustees of the Ceres Unified School District recognizes the validity of and supports the
above laws. Therefore, it shall be the policy of the Ceres Unified School District, in meeting the
educational needs of the community, to actively promote the importance of equal employment
opportunity.
Page 4
VII.
PRIOR TO THE INTERVIEW
1.
Preliminary Steps
a. The administrator or chairperson responsible for the interview shall take the following preliminary
steps:
i. Arrange for interviews.
ii. Develop interview questions. The interview questions must correlate with the criteria on the
candidate rating sheet. A question should be formulated for each rating area to insure that
information is obtained from the candidate about his/her qualifications in each rating area.
iii. Gather necessary forms and application materials for use before and during the interviews.
iv. Convene the parties involved in the interviews prior to the interview and orient them to the
hiring process, answer any questions relating to it or the selection process, and review the
questions to be asked. Charge each interview panel member with the responsibility of
keeping all aspects of the interview process confidential.
v. Review related application material, which has been requested from the Human Resources
Office. Following are lists of needed materials as they pertain to the three types of applicants:
Certificated Member
Classified Member
Resume’
Letter of Reference
*ASEP/CIF Test Results
CPR/1st Aid Certification
Resume’
Letter of Reference
*ASEP/CIF Test Results
CPR/1st Aid Certification
Walk-On
Application
Resume’
Letter of Reference
*ASEP/CIF Test Results
CPR/1st Aid Certification
* Elementary Schools Coaches are exempt from this requirement.
VIII.
CHECKLIST
1.
Following is a checklist of materials and steps needed prior to a successful interview.
_____ Have candidates been apprised of the interview place, date, and time?
_____ Have interviewers been notified of the place, date, and time?
_____ Is the manual available for review by interviewers?
_____ Are application materials available for review by interviewers?
_____ Are the Class Specifications or Job Description available for review by the interviewers?
_____ Have interview questions been developed which relate to the candidate rating sheet?
_____ Have arrangements for tests been made?
_____ Has an interview schedule been provided?
_____ Have enough Oral Interview Rating Sheets as well as Referral Sheets been prepared or
gathered?
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IX.
THE INTERVIEW
1.
Role of the Chairperson
The role of the chairperson of an interview screening panel is to:
a. Orient the panel members regarding the confidential and legal aspects (including scoring) of the
interview.
b. Welcome and orient each candidate.
c. Control the atmosphere of the interview including questioning and time schedule.
d. Monitor the scoring process.
e. Develop a recommendation.
2.
Instruction
Orient each candidate prior to the interview:
a. Welcome each candidate outside the interview room.
b. Explain the interview situation, i.e., panel situation, number of panel members, names and titles of
panel members, length of time of interview.
c. Describe the interview process, i.e., same question being asked each candidate. Candidate will have
opportunity to describe job related background at beginning of interview and a few minutes at the end
of the interview to summarize or elaborate on any area which candidate feels is relevant or has not
been covered.
Control the “atmosphere” of the interview:
a. Charge each member of the interview panel with maintaining confidentiality
b. Follow the suggested format.
c. Control the time schedule—remind the interviewers of the time frame.
d. Control the questions. If an inappropriate question is asked (i.e. non-job-related), inform the candidate
that it is an inappropriate question and should not be answered.
e. Assist the candidate to “feel at ease.”
3.
X.
Monitor the scoring process:
a. Authenticate candidate’s evaluation scores.
b. Responsible for securing and compiling scores for identification.
STEPS IN PANEL INTERVIEW
1.
Preparation: General (Panel Members)
a.
b.
c.
d.
e.
2.
Become familiar with the job requirements and job description.
Review the interview instrument and criteria.
Review and discuss proposed job-related questions.
Develop rating standards.
Decide on specific interview procedures, including assignment of questions.
Preparation: Specific (Panel Members)
a. Review each candidate’s application form/resume prior to the interviews.
b. Note points on each which are not clear.
3.
Interview (Chairperson and Panel Members)
a.
b.
c.
d.
e.
Page 6
Bring candidate in, seat him/her.
Introduce candidate.
Introduce panel members.
Put candidate at ease.
Ask the candidate to briefly describe his/her coaching background relating to this position. (This will
provide an opportunity to observe the candidate’s communication skills and afford the candidate the
opportunity to expand on his/her qualifications for the job.)
f.
Ask specific job-related questions covering the interview format areas as developed and agreed upon
by panel. (Each candidate is to be asked the same opening question in each area. Do not introduce a
new area for any one candidate. All candidates must be given equal opportunity to respond to the
specific areas related to the job requirements.)
g. Ask follow-up questions (to be sure you understand the candidate’s reply and or presentation in that
area).
h. Cover all areas relative to the job requirements (as contained in your evaluation instrument).
i. Ask if the candidate has any points he/she feels are relevant to his/her qualifications for the job that
may not have been covered.
j. Close the interview by providing additional information and/or timelines regarding the selection
process.
k. Politely dismiss the candidate.
4.
EVALUATION (Chairperson and Panel Members)
a. Independently rate candidate in each area.
b. Total the candidate’s score, double check arithmetic
c. Identify the top candidates.
XI.
DO’S AND DON’TS
So that you may (1) provide equal opportunities to all candidates, (2) select highly qualified coaches, and (3) be
able to justify your selection in any litigation or discrimination charge:
1.
DO
a. know the requirements of the job thoroughly. Call in technical expertise on the interview panel if
necessary;
b. (if you are using an interview panel)—make certain you have selected persons for the panel who are
thoroughly familiar with the job and have no vested interest;
c.
in-service your interview panel regarding the legal aspects of the interview and advise them that they
are individually liable as well as you in a litigation or discrimination charge;
d. use Only the candidate interview form.
e. take time to develop your job-related questions; remember questions must be designed to solicit
information for each of the criteria on the candidate rating sheet.
f.
ask each candidate the same main questions. Clarifying questions are appropriate, if required.
g. read carefully all candidates’ applications;
h. return all documents to the District Office of Athletics as soon as possible outlining the job-related
rationale for your recommendation.
2.
DON’T
a. ask any personal non-job-related question in the interview. If a panel member does, do not allow the
candidate to answer.
b. indicate to any candidate that he/she has the job; references must be checked and your
recommendation must be approved before the job offer is made. Human Resources Office will make
all offers for employment.
Page 7
XII.
ACCEPTABLE AND UNACCEPTABLE PRE-EMPLOYMENT INQUIRIES:
ACCEPTABLE
Pre-Employment Inquiries
SUBJECT
“Have you worked for this organization under a
different name?”
Name
UNACCEPTABLE
Pre-Employment Inquiries
Former name of applicant whose name has
been changed
“Have you been convicted of a crime under
another name?”
Applicant’s place of residence
How long applicant has been a resident of this
state or city.
“Can you, after employment, submit a birth
certificate or other proof of US citizenship or
age?”
“Can you, after employment, submit a work
permit if under eighteen?”
Address or
Duration of
Residence
Birthplace
Birthplace of applicant.
Birthplace of applicant’s parents, spouse or
other relatives
Age
Requirement that applicant submit a birth
certificate, naturalization or baptismal record.
Questions which tend to identify
Applicants 40 to 64 years of age.
“Are you over eighteen years of age?”
“If hired, can you furnish proof of age?”/or
statement that hire is subject to verification that
applicant’s age meets legal requirements.
Religion
Applicants’ religion, denomination or affiliation,
church, parish, pastor, or religious holiday
observed.
“Do you attend religious services or a house of
worship?”
Applicant may not be told “This is a
Catholic/Protestant/Jewish/atheist organization.
Statement by employer of regular
Hours or shift to be worked.
Statement that photograph may be
required after employment.
Workdays
and shifts
Race or Color
Photograph
Complexion, color of skin, or other questions
directly or indirectly indicating race or color
Requirement that applicant affix a photograph
to this application form.
Request applicant, at his option, to submit
photograph.
“If you are not a US citizen, have
you the legal right to remain
permanently in the US? Do you
intend to remain in the US
permanently?”
Citizenship
Whether applicant or his parents are
naturalized or native-born US citizens.
Date when applicant or parents of or spouse
acquired US citizenship.
Statement by employer that if hired
applicant may be required to submit
proof of citizenship.
Languages applicant reads, speaks,
or writes fluently.
Requirement of photograph after interview but
before hiring.
“Are you a US citizen?”
Requirement that applicant produce
naturalization papers or first papers.
National
Origin or
Ancestry
Whether applicant’s parents or spouse are
citizens of the US.
Applicant’s nationality, lineage, ancestry,
national origin, descent or parentage.
Date of arrival in the US or port of entry; how
long a resident.
Nationality of applicant’s parents or spouse;
maiden name of applicant’s wife or mother.
Language commonly used by applicant. “What
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Education
Applicant’s academic, vocational,
or professional education; schools attended.
is your mothers tongue?”
How applicant acquired ability to read, write, or
speak a foreign language.
Experience
Date last attended high school.
Applicant’s work experience.
Applicant’s military experience (general).
Applicant’s military experience in
armed forces of US, in state militia•
(US), or in a particular branch of
the armed forces.
“Have you ever been convicted of
any crime?” If so, when, where, and disposition
of case.”
Name of applicant’s relatives
already employed by this organization.
Military
Service
Character
“Have you ever been arrested?”
Relatives
Marital status or number of dependents.
Name or address of relative, spouse, or
children of adult applicant. “With whom do you
reside?”
Name and address of parent or
guardian if applicant is a minor.
Name and address of person to be notified in
case of accident or emergency.
Organizations, clubs, professional societies or
other association of which applicant is a
member, excluding any names the character of
which indicate the race, religious creed, color,
national origin, or ancestry of its members.
“By whom were you referred for a position
here?”
“Do you have any physical condition which
may limit your ability to perform the job applied
for?”
Statement by employer that offer may be made
contingent on passing a physical examination.
Notice to applicant that any misstatements or
missions of material facts in his/her application
may be cause for dismissal.
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Notice in Case
of Emergency
Organizations
References
Physical
Condition
“Do you live with your parents?”
Name and address of relative to be notified in
case of accident or emergency.
List all organizations, clubs, societies, and
lodges to which you belong.
Requirement of submission of a religious
reference.
“Do you have any physical disabilities?”
Questions on general medical condition.
Inquiries as to receipt of Worker’s
Compensation.
Miscellaneous
Any inquiry that is not job-related or necessary
in determining an applicant’s eligibility for
Employment.
TYPES OF QUESTIONS
INTERVIEW QUESTION QUANTITY AND CONTENT SHOULD BE SUFFICIENT TO PROVIDE DATA ABOUT
THE CANDIDATE FOR ALL AREAS LISTED ON THE CANDIDATE INTERVIEW/EVALUATION SHEET.
1.
OPEN ENDED
a. These are questions which allow the candidate to answer freely and select the type of information to
be included in the answer. They are useful in learning how well the candidate organizes his/her
thoughts and sometimes reveal attitudes and feelings critical to effective job performance.
Example: How has your experience and training prepared you for this job?
2.
DIRECT
a. These are questions that deal with what, where, when, and how. They are easy to understand and
can be answered concisely. This type of question can be used to gain specific information.
Example: How much of your time was spent typing on that job?
3.
ALTERNATIVE CHOICE
a. These are questions that confine the response of the candidate to one of the two choices. They are
easy to understand and can be answered concisely. They also permit candidates to select the type of
information to be included in his/her answer. It is best to ask the candidates to explain the rationale
for his choice.
Example: Do you believe it is more important to be accurate or fast when doing clerical work? Why?
4.
SITUATIONAL
a. These are questions that present a situation and ask the candidate how the, situation should be
resolved. These are useful for getting information about the candidate’s attitude and experience that
are not readily available, from other sources.
Example: If one of your employees came in late frequently, what would you do?
5.
YES/NO
a. These are questions which can be answered by “yes” or “no” and are useful in verifying facts.
“Yes/No” questions are probably the least efficient for soliciting information.
Example: Would you be willing to split your workday between two shifts?
XIII.
SAMPLE INTERVIEW QUESTIONS
The following is a list of sample questions that can be used and are not intended to be all-inclusive. It is
suggested that prior to the interview, the panel or the administrators determine the questions to be used and
discuss who is to ask them. It is further suggested that they be asked in the same order of each applicant.
Additional amplification questions of the original question may be asked. Following the general questions,
questions that might be applicable to certain fields of teaching and administration are included. It is imperative
that the range and variety of questions is sufficient to guarantee the candidate will have the opportunity to provide
information for each of the rating areas listed in the candidate rating sheet.
1.
Philosophy and Ethics
a. Describe your coaching philosophy and what evidence would demonstrate its implementation.
b. How can we expect spectators to characterize participants in your program?
c. What can a student-athlete gain from participating in your program?
d. How would you anticipate an official describing a member of your staff or program?
2.
Safety and Injury Prevention
a. What are the characteristics of a safe facility for you to conduct practices?
b. Describe the pre, post and in-season steps you would take to ensure that all required equipment is
safe and functional.
c. What environmental conditions would require you to modify practices? How might you structure an
effective practice given those circumstances?
Page 10
d. What are the physical and mental characteristics that a student-athlete must possess prior to
participation?
e. Despite all efforts to minimize injury, they do occur. Describe the steps you would take if an injury
has occurred during practice.
f. How would you determine if a student-athlete is prepared to return to limited or full participation?
g. Describe the relationship you would maintain with an Injured student-athlete who can no longer
participate.
3.
Physical Conditioning
a. Strength and conditioning is a vital aspect of pre-habilitation. Describe your pre and in-season
conditioning program.
b. What characterizes good nutrition and health? How would you communicate that within your
program?
c. With supplements and drugs prevalent within our society, what efforts would you take to advocate a
“clean” program?
d. In what ways could you modify an activity to maintain the involvement of an injured athlete who can’t
return to full participation?
4.
Growth and Development
a. Describe a teaching progression that enables athletes to develop within your sport or program.
b. How will participation in your sport enable a student-athlete to succeed in other sports?
c. How will participation in your sport enable a student-athlete to maintain a lifelong fitness?
d. Student-athletes generally develop leadership skills and a work ethic that benefits them throughout
life. How might participation in your program assist them in acquiring such characteristics?
5.
Teaching and Communication
a. When attending a practice, how might an observer describe the general learning environment and
involvement of all participants?
b. How will you establish and monitor participant and program goals?
c. Briefly describe your pre, post and in-season activities and how they will enable peak performance.
d. How will you structure an efficient and effective practice, engaging all participants?
e. Outside of drills, what other strategies will you utilize to teach student-athletes?
f. In what ways will you assist student-athletes in acquiring the mental skills necessary to succeed?
g. Clear communication is essential in any effective organization. How will you communicate to your
athletes and how can they communicate to you?
h. What methods will you use to maintain motivation in your program?
6.
Sport Skills and Tactics
“Develop Sport Specific questions that enable the applicant to disclose extent of expertise”
7.
Organization and Administration
a. Please share, with detail, a description your team’s game day. Describe the events prior to and
following the game.
b. How will you promote this program both on and off campus?
c. How would you make effective use of additional staff and other personnel?
d. Athletic programs are not fully funded. How might you generate and manage fiscal resources?
e. Athletics is not without risk. What are some of the inherent risks associated with your sport and how
might you handle those situations?
f. School history is documented in athletic record books. How and what information with you manage.
g. What are some of legal responsibilities to a coach or any school employee?
8.
Evaluation
a. What criteria will you use to determine the participants on your team? Staff?
b. Confidence can be built with success. What short term and individual goals can you establish for you
athletes to acquire confidence?
c. Describe you will determine playing time. How will you make this clearly understood to players and
parents?
d. What criteria will you use to conduct a self evaluation and the evaluation of your staff?
Page 11
XIV.
XV.
XVI.
SELECTION

Following the last interview for a vacancy, interviewers will complete a Candidate Rating Sheet on each
candidate.

Interview committee discussion will take place prior to each committee member finalizing their ratings.

The chairperson shall complete a Referral Sheet based on analysis of the Candidate Rating Sheets.

All Candidate Rating Sheets and the Recommendation Sheet will be submitted to the Personnel Dept. It shall
be the responsibility of the Personnel to recommend a candidate for temporary employment from those
interviewed and found acceptable.
NOTIFICATION

The Personnel Department is responsible to notify the candidate of the outcome of the selection process.

The Personnel is responsible for the communication of the selected candidate to the superintendent for the
purpose of acknowledgement and approval for payment by the Board of Trustees.
COMPENSATION
Temporary Athletic Team Coaches are stipend for services for an identified period of time. (Ex. H.S. Cross
Country Coach = Fall or the period covering August to November.) Coaches receive a stipend for services upon
completion.
XVII.
RETURN OF MATERIALS





Page 12
All manuals shall be returned to a designated place at the site where they were originally filed.
Original application forms, application letters, resumes, placement files, and letters of reference used in the
interview process shall be returned to the Personnel.
Completed Candidate Rating Sheets and the Recommendation Sheet shall be submitted to Personnel
The Equal Employment Opportunity Rating Sheet will be filled out by the Equal Employment Opportunity
Representative and returned to the Office of Athletics.
Copies of the above documents or other incidental materials will be destroyed or confidentially filed at the
District Office pursuant to legal requirements.
CERES UNIFIED SCHOOL DISTRICT
CERTIFICATED JOB DESCRIPTION
VARSITY HEAD COACH
Overall Responsibilities
The job of Varsity Head Coach – Ceres is done for the purpose(s) of designing and implementing program activities in
accordance with applicable rules and regulations related to the sport; overseeing assistant coaches, student managers, and/or
volunteers; providing supervision of student-athletes during all aspects of the program; using sound instructional techniques
in overseeing program activities; serving as a positive role model to student-athletes; and may serve in a liaison capacity for
the school and program with other feeder schools within the district’s organizational structure, to the community, and to
various organizations. Individuals in this job classification are assigned to a position for a specific sport at the High School
level.
Specific Responsibilities
Specific knowledge of:
1.
Philosophy and Ethics




Develop and implement an athlete-centered coaching philosophy
Identify, model and teach positive values learned through sport participation.
Teach and reinforce responsible personal, social and ethical behavior of people involved in the sport program.
Demonstrate ethical conduct in all facets of the sport program.
2. Safety and Injury Prevention







Prevent injuries by providing safe facilities.
Ensure that all necessary protective equipment is available, properly fitted and used appropriately.
Monitor environmental conditions and modify participation as needed to ensure the health and safety of
participants.
Identify physical conditions that predispose athletes to injuries.
Recognize injuries and provide immediate and appropriate care.
Facilitate a coordinated sports healthcare program of prevention, care, and management of injuries.
Identify and address the psychological implications of injury.
3. Physical Conditioning




Design programs of training, conditioning and recovery that properly utilize exercise physiology and
biomechanical principles.
Teach and encourage proper nutrition for optimal physical and mental performance, and overall good health.
Be an advocate for drug-free sport participation and provide accurate information about drugs and supplements.
Plan conditioning programs to help athletes return to full participation following injury.
4. Growth and Development



Apply knowledge of how developmental change influences the learning and performance of sport skills.
Facilitate the social and emotional growth of athletes by supporting a positive sport experience and lifelong
participation in physical activity.
Provide athletes with leadership opportunities and responsibilities as they mature.
5. Teaching and Communication








Page 13
Provide a positive learning environment that is appropriate to the characteristics of the athletes and goals of the
program.
Develop and monitor goals for the athletes and program.
Organize practice based on a seasonal or annual practice plan to maintain motivation, manage fatigue and allow
for peak performance at the appropriate time.
Plan and implement daily practice activities that maximize time on task and available resources.
Utilize appropriate instructional strategies to facilitate athlete development and performance.
Teach and incorporate mental skills to enhance performance and reduce sport anxiety.
Provide clear communication.
Demonstrate and utilize appropriate and effective motivational techniques to enhance athlete performance and
satisfaction.
CERES UNIFIED SCHOOL DISTRICT
Head Varsity Coach – Job Descriptions cont’d
Page 2 of 3
6. Sport Skills and Tactics



Know the skills, elements of skill combinations and techniques associated with the sport being coached.
Identify, develop and apply competitive sport strategies for specific tactics appropriate for the age and skill
levels of the participating athletes.
Use scouting reports for planning practices, game preparation and game analysis.
7. Organization and Administration







Demonstrate efficiency in contest management.
Be involved in public relation activities for the sport program.
Manage human resources for the program.
Manage fiscal resources for the program.
Facilitate planning, implementation, and documentation of the emergency action plan.
Manage all information, documents and records for the program.
Fulfill all legal responsibilities and risk management procedures associated with coaching.
8. Evaluation




Implement effective evaluation techniques for team performance in relation to established goals.
Use a variety of strategies to evaluate athlete motivation and individual performance as they relate to season
objectives and goals.
Utilize an effective and objective process for evaluation of athletes in order to assign roles or positions and
establish individual goals.
Utilize an objective and effective process for evaluation of self and staff.
9. Other related duties as assigned.
Qualifications
Specific knowledge of:
1.
2.
3.
4.
5.
6.
7.
8.
9.
Community support organizations and public relations
Equipment used in activity/program
Injury prevention and appropriate treatment protocols
Pertinent laws, codes policies, and/or regulations
Participant eligibility, attendance and discipline guidelines
Public relations protocols
Relevant professional standards and practices
Safety practices and procedures
Overseeing financial transactions
Specific Ability to:
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
13.
14.
15.
16.
Page 14
Administer first aid
Schedule activities, meetings, and/or events
Gather and/or collect data
Use basic, job-related equipment.
Independently work with others in a wide variety of circumstances
Work with data utilizing defined but different processes
Operate equipment using defined methods.
Work with a diversity of individuals and/or groups
Work with a variety of data
Utilize job related equipment.
Solve problems independently to analyze issue(s) and create action plan(s).
Problem solving with data requires analysis based on organizational objectives
Problem solving with equipment is moderate to significant.
Communicating with persons of varied educational and cultural backgrounds
Dealing with frequent interruptions
Exhibiting strong leadership
17.
18.
Maintaining confidentiality
Meeting deadlines and schedules
CERES UNIFIED SCHOOL DISTRICT
Head Varsity Coach – Job Descriptions cont’d
Page 3 of 3
19.
20.
21.
22.
23.
24.
Modeling sportsmanship and enforcing sportsmanlike behavior among students
Motivating participating student-athletes
Providing a firm, fair, and consistent discipline approach
Providing leadership, direction, and team building
Traveling to off campus athletic events and competitions
Working extended hours that may include evenings and/or weekends
Education:
1.
High School Graduate. Bachelor’s degree is preferred.
Experience:
1.
Job related experience with increasing levels of responsibility.
License:
1.
ASEP Coaching Principles
2.
Valid CPR/First Aid Certificate from American Red Cross or American Heart Association
3.
Valid Driver’s License and Evidence of Liability
Employment Information
Supervisor’s Title:
Unit Membership:
Current Salary Schedule Placement:
Days:
Site Principal/Athletic Director
Temporary Athletic Team Coach
Seasonal?
Physical Demands of the Work Environment
These physical characteristics are representative of those that must be met by an employee to
successfully perform the essential functions of this job safely.
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
Mobility sufficient to move about, stand, and/or sit for extended periods, and access all locations in the work
environment.
Manual skill to appropriately control and manipulate objects, tools, materials, and equipment used on the job,
including a telephone and a computer.
Flexibility and strength to reach with hands and arms, bend and stoop.
Ability to hear and understand speech at normal room levels.
Ability to speak in audible tones so that others may understand clearly in normal conversations and on the telephone.
Ability to see and read with or without vision aids, computer screen, equipment used in the work environment,
instructional materials, training materials, directions, rules, policies, calendars, agendas, manuals, and other printed
matter.
Physical strength and agility to push, pull, twist, turn, squat, lift, and carry bulky objects of up to 25 pounds with or
without assistance.
Mental acuity to perform the essential functions of this position in a safe, accurate, neat, and timely fashion and to
make and evaluate the results of judgments and decisions.
Ability to drive all district vehicles.
High tolerance for continuing stressful situations.
Reasonable accommodations may be made to enable individuals with disabilities to perform the
essential functions in the work environment. This environment may be expected to include: moderate
noise level that is occasionally very noisy, frequent interruptions, and occasional movement from inside
to outside with exposure to elements, stairs, children, and duty hours before sunrise or after sunset.
Revised 02/22/2007
Page 15
CERES UNIFIED SCHOOL DISTRICT
CERTIFICATED JOB DESCRIPTION
SUB-VARSITY HEAD COACH
Overall Responsibilities
The job of Sub-Varsity Head Coach Ceres is done for the purpose(s) of designing and implementing team activities in
accordance with applicable rules and regulations related to the sport; overseeing assistant coaches, student managers, and/or
volunteers; providing supervision of student-athletes during all aspects of the team; using sound instructional techniques in
overseeing team activities; serving as a positive role model to student-athletes; and may serve in a liaison capacity for the
school, program, and team with other feeder schools within the district’s organizational structure, to the community, and to
various organizations. Individuals in this job classification are assigned to a position for a specific sport and team at the
Middle or High School level.
Specific Responsibilities
Specific knowledge of:
1.
Philosophy and Ethics




2.
Safety and Injury Prevention







3.




Apply knowledge of how developmental change influences the learning and performance of sport skills.
Facilitate the social and emotional growth of athletes by supporting a positive sport experience and lifelong
participation in physical activity.
Provide athletes with leadership opportunities and responsibilities as they mature.
Teaching and Communication








Page 16
Design programs of training, conditioning and recovery that properly utilize exercise physiology and
biomechanical principles.
Teach and encourage proper nutrition for optimal physical and mental performance, and overall good health.
Be an advocate for drug-free sport participation and provide accurate information about drugs and supplements.
Plan conditioning programs to help athletes return to full participation following injury.
Growth and Development


5.
Prevent injuries by providing safe facilities.
Ensure that all necessary protective equipment is available, properly fitted and used appropriately.
Monitor environmental conditions and modify participation as needed to ensure the health and safety of
participants.
Identify physical conditions that predispose athletes to injuries.
Recognize injuries and provide immediate and appropriate care.
Facilitate a coordinated sports healthcare program of prevention, care, and management of injuries.
Identify and address the psychological implications of injury.
Physical Conditioning

4.
Develop and implement an athlete-centered coaching philosophy
Identify, model and teach positive values learned through sport participation.
Teach and reinforce responsible personal, social and ethical behavior of all people involved in the sport
program.
Demonstrate ethical conduct in all facets of the sport program.
Provide a positive learning environment that is appropriate to the characteristics of the athletes and goals of the
program.
Develop and monitor goals for the athletes and program.
Organize practice based on a seasonal or annual practice plan to maintain motivation, manage fatigue and allow
for peak performance at the appropriate time.
Plan and implement daily practice activities that maximize time on task and available resources.
Utilize appropriate instructional strategies to facilitate athlete development and performance.
Teach and incorporate mental skills to enhance performance and reduce sport anxiety.
Provide clear communication.
Demonstrate and utilize appropriate and effective motivational techniques to enhance athlete performance and
satisfaction.
CERES UNIFIED SCHOOL DISTRICT
Sub-Varsity Head Coach – Job Descriptions cont’d
Page 2 of 3
6.
Sport Skills and Tactics



7.
Organization and Administration







8.
Demonstrate efficiency in contest management.
Be involved in public relation activities for the sport program.
Manage human resources for the program.
Manage fiscal resources for the program.
Facilitate planning, implementation, and documentation of the emergency action plan.
Manage all information, documents and records for the program.
Fulfill all legal responsibilities and risk management procedures associated with coaching.
Evaluation




9.
Know the skills, elements of skill combinations and techniques associated with the sport being coached.
Identify, develop and apply competitive sport strategies for specific tactics appropriate for the age and skill
levels of the participating athletes.
Use scouting reports for planning practices, game preparation and game analysis.
Implement effective evaluation techniques for team performance in relation to established goals.
Use a variety of strategies to evaluate athlete motivation and individual performance as they relate to season
objectives and goals.
Utilize an effective and objective process for evaluation of athletes in order to assign roles or positions and
establish individual goals.
Utilize an objective and effective process for evaluation of self and staff.
Other related duties as assigned.
Qualifications
Specific knowledge of:
1.
2.
3.
4.
5.
6.
7.
8.
9.
Community support organizations and public relations
Equipment used in activity/program
Injury prevention and appropriate treatment protocols
Pertinent laws, codes policies, and/or regulations
Participant eligibility, attendance and discipline guidelines
Public relations protocols
Relevant professional standards and practices
Safety practices and procedures
Overseeing financial transactions
Specific Ability to:
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
13.
14.
15.
16.
17.
18.
Page 17
Administer first aid
Schedule activities, meetings, and/or events
Gather and/or collect data
Use basic, job-related equipment.
Independently work with others in a wide variety of circumstances
Work with data utilizing defined but different processes
Operate equipment using defined methods.
Work with a diversity of individuals and/or groups
Work with a variety of data
Utilize job related equipment.
Solve problems independently to analyze issue(s) and create action plan(s).
Problem solving with data requires analysis based on organizational objectives
Problem solving with equipment is moderate to significant.
Communicating with persons of varied educational and cultural backgrounds
Dealing with frequent interruptions
Exhibiting strong leadership
Maintaining confidentiality
Meeting deadlines and schedules
CERES UNIFIED SCHOOL DISTRICT
Sub-Varsity Head Coach – Job Descriptions cont’d
Page 3 of 3
19.
20.
21.
22.
23.
24.
Modeling sportsmanship and enforcing sportsmanlike behavior among students
Motivating participating student-athletes
Providing a firm, fair, and consistent discipline approach
Providing leadership, direction, and team building
Traveling to off campus athletic events and competitions
Working extended hours that may include evenings and/or weekends
Education:
High School Graduate. Bachelor’s degree is preferred.
Experience:
Job related experience with increasing levels of responsibility.
License:
1.
ASEP Coaching Principles
2.
Valid CPR/First Aid Certificate from American Red Cross or American Heart Association
3.
Valid Driver’s License and Evidence of Liability
Employment Information
Supervisor’s Title:
Unit Membership:
Current Salary Schedule Placement:
Days:
Site Principal/Athletic Director
Temporary Athletic Team Coach
Seasonal?
Physical Demands of the Work Environment
These physical characteristics are representative of those that must be met by an employee to
successfully perform the essential functions of this job safely.
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
Mobility sufficient to move about, stand, and/or sit for extended periods, and access all locations in the work
environment.
Manual skill to appropriately control and manipulate objects, tools, materials, and equipment used on the job,
including a telephone and a computer.
Flexibility and strength to reach with hands and arms, bend and stoop.
Ability to hear and understand speech at normal room levels.
Ability to speak in audible tones so that others may understand clearly in normal conversations and on the telephone.
Ability to see and read with or without vision aids, computer screen, equipment used in the work environment,
instructional materials, training materials, directions, rules, policies, calendars, agendas, manuals, and other printed
matter.
Physical strength and agility to push, pull, twist, turn, squat, lift, and carry bulky objects of up to 25 pounds with or
without assistance.
Mental acuity to perform the essential functions of this position in a safe, accurate, neat, and timely fashion and to
make and evaluate the results of judgments and decisions.
Ability to drive all district vehicles.
High tolerance for continuing stressful situations.
Reasonable accommodations may be made to enable individuals with disabilities to perform the
essential functions in the work environment. This environment may be expected to include: moderate
noise level that is occasionally very noisy, frequent interruptions, and occasional movement from inside
to outside with exposure to elements, stairs, children, and duty hours before sunrise or after sunset.
Page 18
CERES UNIFIED SCHOOL DISTRICT
CERTIFICATED JOB DESCRIPTION
ASSISTANT COACH
Overall Responsibilities
The job of Assistant Coach – Ceres is done for the purpose(s) of designing and implementing team activities in accordance
with applicable rules and regulations related to the sport; providing supervision of student-athletes during all aspects of the
team; using sound instructional techniques in overseeing team activities; serving as a positive role model to student-athletes.
Individuals in this job classification are assigned to a position for a specific sport and team at the Middle or High School
level.
Specific Responsibilities
Specific knowledge of:
1.
Philosophy and Ethics




2.
Safety and Injury Prevention







3.




Apply knowledge of how developmental change influences the learning and performance of sport skills.
Facilitate the social and emotional growth of athletes by supporting a positive sport experience and lifelong
participation in physical activity.
Provide athletes with leadership opportunities and responsibilities as they mature.
Teaching and Communication








Page 19
Design programs of training, conditioning and recovery that properly utilize exercise physiology and
biomechanical principles.
Teach and encourage proper nutrition for optimal physical and mental performance, and overall good health.
Be an advocate for drug-free sport participation and provide accurate information about drugs and supplements.
Plan conditioning programs to help athletes return to full participation following injury.
Growth and Development


5.
Prevent injuries by providing safe facilities.
Ensure that all necessary protective equipment is available, properly fitted and used appropriately.
Monitor environmental conditions and modify participation as needed to ensure the health and safety of
participants.
Identify physical conditions that predispose athletes to injuries.
Recognize injuries and provide immediate and appropriate care.
Facilitate a coordinated sports healthcare program of prevention, care, and management of injuries.
Identify and address the psychological implications of injury.
Physical Conditioning

4.
Develop and implement an athlete-centered coaching philosophy
Identify, model and teach positive values learned through sport participation.
Teach and reinforce responsible personal, social and ethical behavior of all people involved in the sport
program.
Demonstrate ethical conduct in all facets of the sport program.
Provide a positive learning environment that is appropriate to the characteristics of the athletes and goals of the
program.
Develop and monitor goals for the athletes and program.
Organize practice based on a seasonal or annual practice plan to maintain motivation, manage fatigue and allow
for peak performance at the appropriate time.
Plan and implement daily practice activities that maximize time on task and available resources.
Utilize appropriate instructional strategies to facilitate athlete development and performance.
Teach and incorporate mental skills to enhance performance and reduce sport anxiety.
Provide clear communication.
Demonstrate and utilize appropriate and effective motivational techniques to enhance athlete performance and
satisfaction.
CERES UNIFIED SCHOOL DISTRICT
Assistant Coach – Job Descriptions cont’d
Page 2 of 3
6.
Sport Skills and Tactics



7.
Know the skills, elements of skill combinations and techniques associated with the sport being coached.
Identify, develop and apply competitive sport strategies for specific tactics appropriate for the age and skill
levels of the participating athletes.
Use scouting reports for planning practices, game preparation and game analysis.
Other related duties as assigned.
Qualifications
Specific knowledge of:
1.
2.
3.
4.
5.
6.
7.
Equipment used in activity/program
Injury prevention and appropriate treatment protocols
Pertinent laws, codes policies, and/or regulations
Participant eligibility, attendance and discipline guidelines
Public relations protocols
Relevant professional standards and practices
Safety practices and procedures
Specific Ability to:
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
13.
14.
15.
16.
17.
18.
19.
20.
21.
Administer first aid
Gather and/or collect data
Use basic, job-related equipment.
Independently work with others in a wide variety of circumstances
Work with data utilizing defined but different processes
Operate equipment using defined methods.
Work with a diversity of individuals and/or groups
Work with a variety of data
Utilize job related equipment.
Problem solving with equipment is moderate to significant.
Communicating with persons of varied educational and cultural backgrounds
Dealing with frequent interruptions
Exhibiting strong leadership
Maintaining confidentiality
Meeting deadlines and schedules
Modeling sportsmanship and enforcing sportsmanlike behavior among students
Motivating participating student-athletes
Providing a firm, fair, and consistent discipline approach
Providing leadership, direction, and team building
Traveling to off campus athletic events and competitions
Working extended hours that may include evenings and/or weekends
Education:
High School Graduate. Bachelor’s degree is preferred.
Experience:
Job related experience with increasing levels of responsibility.
License:
1.
ASEP Coaching Principles
2.
Valid CPR/First Aid Certificate from American Red Cross or American Heart Association
3.
Valid Driver’s License and Evidence of Liability
Page 20
CERES UNIFIED SCHOOL DISTRICT
Assistant Coach – Job Descriptions cont’d
Page 3 of 3
Employment Information
Supervisor’s Title:
Unit Membership:
Current Salary Schedule Placement:
Days:
Site Principal/Athletic Dir./Var./Sub-Varsity Head Coach
Temporary Athletic Team Coach
Seasonal?
Physical Demands of the Work Environment
These physical characteristics are representative of those that must be met by an employee to
successfully perform the essential functions of this job safely.
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
Mobility sufficient to move about, stand, and/or sit for extended periods, and access all locations in the work
environment.
Manual skill to appropriately control and manipulate objects, tools, materials, and equipment used on the job,
including a telephone and a computer.
Flexibility and strength to reach with hands and arms, bend and stoop.
Ability to hear and understand speech at normal room levels.
Ability to speak in audible tones so that others may understand clearly in normal conversations and on the telephone.
Ability to see and read with or without vision aids, computer screen, equipment used in the work environment,
instructional materials, training materials, directions, rules, policies, calendars, agendas, manuals, and other printed
matter.
Physical strength and agility to push, pull, twist, turn, squat, lift, and carry bulky objects of up to 25 pounds with or
without assistance.
Mental acuity to perform the essential functions of this position in a safe, accurate, neat, and timely fashion and to
make and evaluate the results of judgments and decisions.
Ability to drive all district vehicles.
High tolerance for continuing stressful situations.
Reasonable accommodations may be made to enable individuals with disabilities to perform the
essential functions in the work environment. This environment may be expected to include: moderate
noise level that is occasionally very noisy, frequent interruptions, and occasional movement from inside
to outside with exposure to elements, stairs, children, and duty hours before sunrise or after sunset.
Revised 02/22/2007
Page 21
Page 22
Announcement of Vacancy
Temporary Athletic Team Coach
Date: ______________________
Location/Site: _____________________________________
Sport: ______________________
Boys/Girls: ______ Level: ________ Position: __________
Number of Openings: __________
Deadline: ________________________________________
Season:
Salary: __________________________________________
_________________
Requirements:
Resume
Yes ____
No ____
Letter of Application
Yes ____
No ____
Letters of Recommendation
Yes ____
No ____
Contact Name: __________________
Contact Phone: ___________________________________
Contact E-Mail: ____________________________________________________________________
Submitted By: _____________________________________________________________________
Announcement of Vacancy Procedure: (District Use Only)
High Schools:
Middle Schools:
Elementary:
Internal
EdJoin.org
CIF & Section Sites
Internal
EdJoin.org
Internal
Page 23
SELECTION/INTERVIEW CRITERIA
Temporary Athletic Team Coach
Applicant’s Name_____________________________________
Below Expectations - 1
Do not consider.
Unqualified applicant.
#
Potential To Meet Expectations - 2
Should not be considered.
Under qualified applicant
Philosophy and Ethics
1
Safety and Injury Prevention
2
Physical Conditioning
3
Growth and Development
4
Teaching and Communication
5
Sport Skills and Tactics
6
Organization and Administration
7
Evaluation
8
Meets Expectations - 3
May consider. Average
applicant
Date______________
Exceeds Expectations - 4
Good first impression.
Strong applicant
Creates New Expectation - 5
Exceptional potential.
Outstanding applicant.
Below
Potential To
Expectations
Meet Expectations
Meets
Expectation
Exceeds
Expectation
Creates New
Expectation
1
2
3
4
5
Below
Potential To
Expectations
Meet Expectations
Meets
Expectation
Exceeds
Expectation
Creates New
Expectation
1
2
3
4
5
Below
Potential To
Expectations
Meet Expectations
Meets
Expectation
Exceeds
Expectation
Creates New
Expectation
1
2
3
4
5
Below
Potential To
Expectations
Meet Expectations
Meets
Expectation
Exceeds
Expectation
Creates New
Expectation
1
2
3
4
5
Below
Potential To
Expectations
Meet Expectations
Meets
Expectation
Exceeds
Expectation
Creates New
Expectation
1
2
3
4
5
Below
Potential To
Expectations
Meet Expectations
Meets
Expectation
Exceeds
Expectation
Creates New
Expectation
1
2
3
4
5
Below
Potential To
Expectations
Meet Expectations
Meets
Expectation
Exceeds
Expectation
Creates New
Expectation
1
2
3
4
5
Below
Potential To
Expectations
Meet Expectations
Meets
Expectation
Exceeds
Expectation
Creates New
Expectation
1
2
3
4
5
TOTAL SCORE
Concluding
Question
Conclusion
40
Is there any additional information you would like to share, or are there any questions that you have regarding this position?
This concludes our formal interview process. This committee’s selection will be recommended to the site principal and/or
Coordinator of Athletics for approval. You will be contacted by a district representative regarding this committee’s decision. We
appreciate your interest and cooperation today.
_________________________________
_________________________________
____________
INTERVIEWER’S NAME
INTERVIEWER’S SIGNATURE
DATE
Page 24
CANDIDATE SELECTION
Temporary Athletic Team Coach
INSTRUCTIONS
This sheet is to be submitted at the conclusion of the final selection interview by the chairperson of the interview selection
team.
This assignment is pending confirmation of clearance by the Office of Athletics.
Job Number: _________________
Site: _________________________________________________________
Sport: ______________________
Level: ________________
1.
The following referred candidates were interviewed:
Name
2.
Position: ____________________________
Score
Rank
Name
Score
Rank
The following candidate has been selected for this position:
Candidate’s Name_____________________________________
Date____________________
Approved By:__________________________________________
INTERVIEW COMMITTEE CHAIRPERSON
Approved By:__________________________________________
PRINCIPAL / DESIGNEE
Approved By:__________________________________________
COORDINATOR OF ATHLETICS
Page 25
CERES UNIFIED SCHOOL DISTRICT
Employment Reference Check
Temporary Athletic Team Coach
Telephone Contact Report
Applicant: __________________________________
Supervisor Called: _________________________________
Company: __________________________________
Position Held: _____________________________________
Phone: _____________________________________
Candidate’s Name_____________________________________
Date____________________
Area of Inquiry: *(if applicable)
1. Current/Previous position held
2. How long in position
3. Attendance
4. Student/Student-Athlete Management*
5. Rapport with students*
6. Rapport with co-workers
7. Attitude toward administration
8. Parent/Community acceptance (Customer service)
9. How would you rate this person in job performance on a scale of 1-10, 10 being the highest?
10. Strengths
11. Areas which could be improved
12. To your knowledge, has this person ever been involved in any criminal acts?
13. Would you rehire this person?
Additional Comments:
Note: Civil Code 47© provides that a communication regarding job performance, if based on credible evidence, is priveledged, and thus school districts
are not subject to liability for true reports of performance. (see also Randi W. v. Livingston School District, Fifth Appellate District, December 1995)
_________________________________________
PRINTED NAME
__________________________________________
SIGNATURE
Page 26
_______________________
DATE