CODE 4 APPOINTMENT
TABLE OF CONTENTS
4.01
FILLING VACANCIES
A.
B.
4.02
RECRUITMENT
4.03
APPLICATION
A.
B.
4.04
C.
D.
Requirements for Employment
Requirements for Employees Who Will Drive
School Board Vehicles
Additional Requirement for Employees Whose
Positions Require Direct Contact With Students
Denial of Employment Consideration Due to
Information on Criminal History Record
EXAMINATIONS
4.05.1
Preparing and Conducting Examinations
A.
B.
C.
4.06
Requirements
Date of Application
GENERAL QUALIFICATIONS FOR EMPLOYMENT
A.
B.
4.05
Initiating Action to Fill Vacancies
Approvals
Scheduling
Ranking Examinations
Notification of Results
ELIGIBILITY LISTS
A.
B.
C.
D.
E.
Regular Released and Demoted Lists
Open Lists
Promotion Lists
Purging of Lists
Duration of Lists
Page 1 of 3
Richmond Public Schools Administrative Procedures
CODE 4- APPOINTMENT
TABLE OF CONTENTS (continued)
4.07
SELECTION
4.07.1
General Procedures
A.
B.
C.
4.07.2
Classified Personnel
A.
B.
C.
D.
4.07.3
Types of Licensure
Obtaining a License
Renewal of License
Raising Licensure
Administrative and Supervisory Personnel
A.
B.
C.
4.08
Process of Selection
Appointment Prior to State Verification
of Licensure
Licensure for Instructional Employees
A.
B.
C.
D.
4.07.5
Number of Names to Be Certified
Selective Certification
Special Certification
Certification from Related Lists
Teachers
A.
B.
4.07.4
Review and Referral
Interview and Selection
Notification
Screening Process
Interviewing and Selection Process
Referral Process
REQUIRED EMPLOYEE INFORMATION
A.
B.
C.
Information Required of All Employees
Additional Requirements
Exceptions
Page 2 of 3
Richmond Public Schools Administrative Procedures
CODE 4- APPOINTMENT
TABLE OF CONTENTS (continued)
4.09
CONTRACTS
A.
B.
C.
D.
Continuing Contracts
Annual Contracts
Bus Operator Contracts
Coaching and Extracurricular Activity Contracts
4.10
NOTICE OF INTENT
4.11
PROBATION
4.11.1
Probation for Classified Employees
A.
B.
C.
D.
4.11.2
Probationary Periods
Apprenticeship and Promotion
Broken Probation Periods
Probation Following Resignation
Probation for Teachers, Principals, Assistant
Principals and Supervisors
A.
B.
C.
D.
Definitions
Probationary Terms
Probation Following Reemployment
Non-renewal of Probationary Contract
Page 3 of 3
Richmond Public Schools Administrative Procedures
APPOINTMENT
4.01
Code 4.01
FILLING VACANCIES
To ensure that the filling of positions is within budget parameters,
all position vacancies within the school division shall be filled following
established policies and procedures.
A.
Initiating Action to Fill Vacancies
When a current positions is vacated through resignation, death or
retirement the Human Resources Department initiates action to
fill the position upon receipt of the employee’s resignation letter
and/or departmental/school request to fill the vacancy.
B.
Approvals
1.
The Authorization To Fill form, or other specific written
authorization, shall be signed by the appropriate
principal/director before the the Human Resources
Department begins action to fill.
2.
Approval of the Superintendent or designee, in the form of
a signed Authorization To Fill form (or other specific
written authorization), is required before action is taken to
fill the following:
(a)
any current or new position
(b)
any position requiring an increase in the contract
length
(c)
any position requiring an increase in pay range
(d)
any position having high level administrative or
instructional supervisory responsibilities
(e)
any request which exceeds the allocation formulas
Dated 7/18/83
Revised 6/24/97
Richmond Public Schools Administrative Procedures
APPOINTMENT
Code 4.02
4.02
RECRUITMENT
The best qualified individuals (regardless of race, creed, color,
background origin, sex, age, or disabling conditions) are desired for
employment or promotion to all positions. Every effort is made to seek out the
best qualified individuals from within the division but efforts are made also to
recruit outside the division.
Notices of vacancies and future positions shall be posted, as deemed
necessary, throughout the school division and are sent to a limited number of
outside sources.
Procedure for Recruiting
1.
Superintendent
Approves filling of position.
2.
Human Resources Department
(a)
Prepares advertisement which includes:
(1)
(2)
(3)
(4)
(b)
3.
general statement of duties
example of duties
employment qualifications for the position
application procedure
Distributes notices to all schools and offices in the
school division and to other appropriate sources.
Principals/Supervisors
Place advertisements in locations that are convenient to all
employees.
Dated 7/18/83
Richmond Public Schools Administrative Procedures
APPOINTMENT
4.03
APPLICATION
A.
Requirements
Code 4.03
An individual who meets the qualifications and is interested in a
position with Richmond Public Schools shall submit a completed
official Application form, Pre-Employment Data form and any
other
documents required.
B.
1.
Application forms may be obtained from Human Resources
Department personnel.
2.
Applicants who fail to provide requested documentation
shall not be considered further for employment.
3.
Applications become a permanent part of the employee’s
file.
Date of Application
To be considered for a position, individuals shall apply by the close
of the business day of the closing date advertised for application for
that position; however, the Human Resources Department may extend
the date for application through re-announcement if review indicates
that there is an insufficient number of qualified applicants or for other
appropriate reasons.
Dated 7/18/83
Revised 6/24/97
Richmond Public Schools Administrative Procedures
APPOINTMENT
Code 4.04
4.04
GENERAL QUALIFICATIONS FOR EMPLOYMENT
The Human Resources Department performs the function of
employment in close harmony with the principal, supervisor, or administrator
in the department or school in which the vacancy occurs. Generally,
applications are screened by the Human Resources Department and/or the
school principal or departmental administrator.
A.
Requirements for Employment
All employees shall meet the minimum qualifications established by
law, Virginia Board of Education regulations, School Board policy
and regulations of the Superintendent. To be considered for
employment or promotion, an applicant shall meet the following
general qualifications in addition to the particular qualifications of
the position for which they are applying:
1.
provides proof that he/she meets the minimum
requirements and possesses the minimum qualifications
for appointment to the position being sought
2.
documents that he/she is a citizen of the United States or,
if a citizen of a foreign country has an unexpired
Immigration and Naturalization Services (INS)
employment authorization
3.
submits to fingerprinting and provides personal
descriptive information, as a condition of employment, to
the Human Resources Department (The applicant's
fingerprints and other descriptive information shall be
forwarded through the Central Criminal Records Exchange
to the Federal Bureau of Investigation for purpose of
obtaining criminal history record information regarding
such applicant.) The applicant may, at the discretion of
the School Board, be required to pay the cost of
fingerprinting and the criminal records check.
4.
attests to being physically and mentally able
to perform the essential job elements of the
position
5.
attests to no addiction to narcotics or excessive use of
intoxicating liquors
6.
agrees to and abides by the terms of the Drug and
Alcohol-Free Work Place policy
(ALSO SEE 3.03 B. EMPLOYEE PROTECTION and 12.02 (7). GROUNDS FOR DISCIPLINE)
Richmond Public Schools Administrative Procedures
APPOINTMENT
4.04
(cont.)
Code 4.04
GENERAL QUALIFICATIONS FOR EMPLOYMENT (continued)
A. Requirements for Employment (continued)
B.
7.
makes no false statement of any material fact in his/her
application
8.
uses no political pressure or bribery to secure an
advantage in the examination procedure or in any other
stage of the selection process
9.
uses no information to which he/she is not entitled
regarding the examination
10.
does no cheating on an examination
11.
has no unsatisfactory employment or personal record
which would demonstrate unsuitability for the position
sought
12.
certifies that he/she has no felony convictions and has
never been convicted of any offense involving sexual
molestation, physical or sexual abuse or rape of a child
Requirements for Employees Who Will Drive School Board
Vehicles
1.
2.
Before new employees, who shall drive School Board
vehicles as a responsibility listed in their job descriptions,
are hired to work for Richmond Public Schools, they shall
furnish to the appropriate director proof that they have a
satisfactory DMV (Department of Motor Vehicles) record.
Satisfactory driving history is interpreted as follows:
(a)
no at-fault accidents or moving violations during the
past year, or no more than one (1) at-fault accident
or moving violation during the past three (3) years
(b)
no DUI's (driving under the influence of alcohol or
drugs convictions)
If an individual is hired who shall not be driving School
Board vehicles, but it is later determined that the person
shall be driving School Board vehicles, then the individual
shall provide a DMV report and a copy of a valid driver's
license to the appropriate director for review. The DMV
Richmond Public Schools Administrative Procedures
report shall satisfy the above requirements before
permission to drive a School Board vehicle can be granted
by the director.
Richmond Public Schools Administrative Procedures
(cont.)
APPOINTMENT
Code 4.04
4.04
GENERAL QUALIFICATIONS FOR EMPLOYMENT (continued)
B. Requirements for Employees Who Will Drive School Board Vehicles
(continued)
3.
C.
DMV records shall be reviewed periodically to ensure
these guidelines are appropriately followed.
Additional Requirement for Employees Whose Positions Require
Direct Contact With Students
Any employee who is offered or accepts employment in a
position which requires direct contact with students shall, as a
condition of employment in such position:
D.
1.
certify that he/she has not been the subject of a founded
case of child abuse or neglect
2.
provide written consent and the necessary personal
information to the Human Resources Department. The
personal information shall be used to obtain a search of the
registry of founded complaints of child abuse and neglect
maintained by the Department of Social Services. The
applicant may, at the discretion of the School Board, be
required to pay the cost of the search.
Denial of Employment Consideration Due to Information on
Criminal History Record
An applicant who is denied employment consideration because of
information appearing in his/her Criminal History Record or
because he/she is the subject of a founded complaint of child
abuse or neglect shall be provided a copy of the information
obtained from the Central Criminal Records Exchange or from the
Registry of Founded Complaints of Child Abuse or Neglect. The
information provided to the School Board from the Registry of
Founded Complaints of Child Abuse or Neglect shall be
confidential and shall not be disseminated by the School Board.
Information provided to the School Board from the Central
Criminal Records Exchange shall not be disseminated except as
provided in Section 22.1-296 of the Code of Virginia as amended.
Dated 10/5/87
Richmond Public Schools Administrative Procedures
Revised 6/24/97
See:
School Board Bylaws and Policies, Section 7.09. Employee Qualifications and Certification
School Board Bylaws and Policies, Section 7.54. Drug and Alcohol-Free Workplace
Richmond Public Schools Administrative Procedures
APPOINTMENT
4.05
Code 4.05
EXAMINATIONS
All applicants for employment with Richmond Public Schools may be
subject to examination if it is specifically required as a condition for
employment in a particular position. Current employees seeking positions
which require examinations are subject to the same stipulation. Examinations
may include written, oral, physical, or performance tests, or any combination
of tests, and may take into consideration education and experience through a
scored training and experience examination.
A.
Reasons for Examinations
Examinations are given to:
B.
1.
Make certain the applicant meets the minimum
requirements of the class for which they are applying.
2.
Measure the knowledge, abilities, and skills of applicants.
3.
Determine the relative merit and fitness of
applicants.
Types of Examinations
Several types of examinations are given. These include the
following:
1.
Open Competitive
Examinations may be taken by any person, whether or not
employed by the school division, who applies for and is
is interested in being considered for a position and who
meets the general requirements to take the examination
for employment in one (1) or more positions.
2.
Open Continuous
Examinations are given continuously in contemplation of a
need for applicants for positions or classes of positions.
Dated 7/18/83
Revised 6/24/97
Richmond Public Schools Administrative Procedures
Code 4.05
4.05.1
APPOINTMENT
EXAMINATIONS: PREPARING AND CONDUCTING EXAMINATIONS
The Human Resources Department shall confer with appropriate
personnel in the departments concerned and with others skilled or familiar
with the work which shall be required before preparing and conducting
examinations.
The Human Resources Department shall determine when and where
examinations will be held and the individuals designated to conduct them.
Every reasonable precaution shall be taken to maintain the highest possible
integrity throughout the examination process.
A.
Scheduling
The Superintendent's designee may postpone the closing date of
application for examination or the actual date of examination if
there is an insufficient number of qualified applicants or for other
appropriate reasons. Examinations also may be cancelled if the
need for them ceases to exist. If an examination is postponed or
cancelled, applicants shall be notified by the Human Resources
Department.
B.
Ranking Examinations
In determining aggregate assessment, all elements of the
examination, including education, experience, and any other
pertinent factors, may be considered. All factors shall be
uniformly weighted for all examinees and the relative weight to be
assigned shall be established prior to giving the examination.
C.
Notification of Results
Each person taking an examination shall be notified of his/her
standing within 30 days and shall be advised that he/she has been
assigned to an eligibility list or of failure to obtain a place on a list.
Dated 7/18/83
Richmond Public Schools Administrative Procedures
APPOINTMENT
4.06
Code 4.06
ELIGIBILITY LISTS
The Human Resources Department establishes and maintains
eligibility lists as needed for specific classes of positions. The following kinds of
lists are among those which may be maintained for any class of positions:
A.
Released Regular Employees and Demoted Lists
Released Regular Employees and Demoted Lists are composed of
regular employees who, because of a reduction in force, either:
1.
2.
B.
have been released and are eligible for employment
or
have been demoted as an alternative to being laid off
and are eligible for appointment to their former
position
Open Lists
Open Lists are composed of all other individuals who are eligible for
employment or reemployment.
Within these divisions, individuals are placed on the lists in the
order of relative standing within four (4) categories:
C.
1.
best qualified
2.
qualified
3.
minimally qualified
4.
not qualified
Promotion Lists
Promotion Lists are comprised of regular employees who seek
appointment to a class with a higher maximum rate of pay and
have qualified upon a promotional examination.
Richmond Public Schools Administrative Procedures
(cont.)
APPOINTMENT
Code 4.06
4.06
ELIGIBILITY LISTS (continued)
D.
Purging of Lists
1.
2.
E.
The Human Resources Department shall remove a name
from an eligibility list when:
(a)
The individual has refused appointment to an offered
position in the class.
(b)
The individual has not responded to a written
inquiry concerning his/her availability for
employment within two (2) weeks after the inquiry
was mailed.
All individuals whose names are placed on an eligibility list
shall notify the Human Resources Department of any
change in address or telephone number.
Duration of Lists
Released Regular Employee Lists and Demoted lists have a
duration of 15 months. Lists established as the result of an
examination or advertisement with an established closing date
shall expire one (1) year from the date of establishment of the list
unless they are terminated earlier by the Superintendent or
designee. Names on lists maintained on an open continuous basis
are deleted one (1) year from the time they are placed on the list
through examination or application. Any eligibility list may be
extended by the Superintendent or designee for a further period
not to exceed one (1) year for designated reasons.
Dated 11/21/84
Richmond Public Schools Administrative Procedures
APPOINTMENT
4.07.1
Code 4.07
SELECTION: GENERAL PROCEDURES
The Human Resources Department maintains applicant files for
positions authorized by the school division.
A.
Review and Referral
Applications for all positions shall be reviewed and assessed by
the Human Resources Department, and the most qualified
applicants shall be certified or referred to the appropriate
director, principal, supervisor, or interviewing panel. It is the
practice of the school division to refer a minimum of three (3)
candidates for each position, however, subject to availability of
qualified candidates, it is desirable that at least five (5) names be
certified for each position.
B.
Interview and Selection
The principal or department administrator reviews applications
and all supporting documentation for those licensed. After
reviewing this information, the principal or department
administrator determines which candidates to interview,
interviews the candidates, and makes a selection. The principal
or department administrator may request that, upon approval by
the Human Resources Department, additional candidates be
referred for interview. All interview documentation for each
candidate shall be completed and returned to the Human
Resources Department.
C.
Notification
After the administrator has made his/her selection, the
Human Resources Department is notified of the chosen candidate
(and second choice, if applicable) along with the reasons for the
decision. When a selection is approved, the successful candidate
is notified within 30 days by the Human Resources Department.
Individuals not selected may seek an appointment with the
Human Resources Department to discuss their employment
status.
Dated 11/21/84
Revised 6/24/97
Richmond Public Schools Administrative Procedures
APPOINTMENT
Code 4.07
4.07.2
SELECTION: CLASSIFIED PERSONNEL
The Human Resources Department shall develop and maintain
eligibility lists for classes of positions. When a vacancy occurs, a list containing
the names of individuals highest on the appropriate eligibility list shall be
certified to the director making the selection. The director/principal makes
his/her selection from this list unless three-fifths of the certified candidates
refuse appointment or are otherwise disqualified and/or less than three (3)
names remain on the list. If this occurs, the director may request that a list of
additional candidates be certified.
A.
Number of Names To Be Certified
In general, when there are one (1) to five (5) vacancies, five (5)
names more than the number of vacancies shall be sent. When
there are six (6) or more vacancies, names equal to twice the
number of vacancies shall be certified.
B.
1.
If there are fewer than the above number of names on an
eligibility list, the Human Resources Department may,
after consultation with the appointing director or
supervisor, either certify the names on the existing list or
abolish the list and hold a new examination.
2.
When it is necessary for the Human Resources Department
to certify the names of the same eligibles for two (2) or
more positions at different locations or in different
departments simultaneously, every effort shall be made to
certify enough names to give each selecting supervisor a
choice of the appropriate number of eligibles.
Selective Certification
When there is a need to fill a position in a class which requires
specialized knowledge, abilities, or skills not applicable to all
positions in the class, the director in whose department the
vacancy exists may request that a list of only individuals who
fill such requirements be certified.
1.
The request for such selective certification shall be in
writing and shall specify and describe the special
requirements needed for the particular position.
2.
The Human Resources Department shall determine if
selective certification is appropriate.
Richmond Public Schools Administrative Procedures
(cont.)
APPOINTMENT
4.07.2
SELECTION: CLASSIFIED PERSONNEL(continued)
C.
Special Certification
Code 4.07
When normal recruiting efforts fail to produce any qualified
applicants for a position, the Superintendent or designee may
designate applicants who shall become qualified within 24
months. Appointment of a person so designated shall be subject
to the following conditions:
D.
1.
Any person so appointed shall be qualified in all other
respects to pass the required examination.
2.
Any person so appointed who fails to qualify for the class to
which appointed within the designated 24 months shall be
terminated from the position.
3.
Any person so appointed shall remain on probation until
fully qualified.
Certification from Related Lists
If there is no eligibility list for a class in which a vacancy occurs,
the Human Resources Department may certify names from the
eligibility lists for a related class in which the eligibles possess
the required qualifications.
Dated 7/18/83
Richmond Public Schools Administrative Procedures
APPOINTMENT
Code 4.07
4.07.3
SELECTION: TEACHERS
All teachers shall possess an appropriate degree from an accredited
college or university or meet the State endorsement requirements for specified
teaching areas before appointment in a professional teaching capacity. They
shall meet also the licensure requirements of the State Department of
Education. When necessary, individuals who are licensed but do not hold
proper endorsements may be hired if a provisional license is approved by the
State Department of Education as requested by the Board. Endorsement
requirements shall be completed in conjunction with State Department
requirements.
A.
Process of Selection
The Human Resources Department assembles a file and assesses
each applicant. When a position is available, the department
recommends the best qualified applicants to the selecting
supervisor. After interviewing these applicants, the selecting
supervisor ranks the candidates and the position is offered to the
top candidate by the Human Resources Department.
B.
Appointment Prior to State Verification of Licensure
Richmond Public Schools may contractually appoint a teacher
before the State Department of Education has issued a license or
endorsement, but before this occurs, the Human Resources
Department shall review and evaluate all transcripts. In the
event
the State Department of Education does not grant the appointed
teacher a license, the teacher may either be dismissed or granted
a reasonable period of time to take courses which are needed to
correct deficits. This latter option shall be available only if
required courses can be completed within one (1) year from the
date the State Department of Education notifies the Human
Resources Department of the additional course requirements.
Dated 11/21/84
See:
Code of Va., Section 22.1-299. License Required of Teachers
School Bylaws and Policies, Section 7.09. Employee Qualifications and Certification
Richmond Public Schools Administrative Procedures
APPOINTMENT
4.07.4
Code 4.07
SELECTION: LICENSURE FOR INSTRUCTIONAL EMPLOYEES
All instructional employees of Richmond Public Schools shall meet
the licensure requirements established by the State Department of Education
and state law. The revocation, suspension, denial, cancellation, and
reinstatement of teacher licenses follow the procedures established by these
laws.
A.
Types of Licensure
1.
Provisional License
A Provisional License is a three (3)-year non-renewable
license granted to any of the following:
(a)
individuals requesting initial teaching licensure who
hold a baccalaureate degree with one (1) or more
endorsement areas at the secondary level (grades
8-12)
(b)
individuals failing to meet all general and
professional education requirements but having
one (1) or more specific endorsement requirements
(c)
individuals seeking the Vocational Evaluator License
(d)
individuals entering the profession five (5) or more
years after their last formal study (Candidates are
required to achieve the designated passing score on
both the Core Battery Test and on an appropriate
speciality area test of the National Teacher
Examination (NTE) prior to initial licensure.)
Upgrading A Provisional License
Individuals upgrading a Provisional License shall
have demonstrated functional knowledge of selected
indicators of competence through satisfactory
performance in the classroom within the three (3)year provisional period as provided for in the
Beginning Teacher Assistance Program.
(See Collegiate Professional License)
(cont.)
Richmond Public Schools Administrative Procedures
APPOINTMENT
Code 4.07
4.07.4
A.
SELECTION: LICENSURE FOR INSTRUCTIONAL EMPLOYEES
(continued)
Types of Licensure (continued)
2.
Collegiate Professional License
A Collegiate Professional License is a five (5)-year
renewable license granted to an applicant who has
earned a baccalaureate degree from an accredited
institution and has completed the prescribed
general requirements, professional studies, and
specific endorsement requirements, or who has
completed a Virginia state-approved teacher
preparation program or an out-of-state teacher
preparation program at an institution with which the
state has a reciprocal agreement.
3.
Postgraduate Professional License
A Postgraduate Professional License is a five (5)-year
renewable license granted to an applicant who
has qualified for the Collegiate Professional License has
taught successfully for at least three (3) years in an
elementary, middle, or secondary school, and holds an
appropriate graduate degree from an accredited
institution.
4.
Pupil Personnel Services License
A Pupil Personnel Services License is a five (5)-year
renewable license applicable to a counselor, school
psychologist, school social worker and visiting teacher.
It is granted to an individual who has earned an
appropriate graduate degree from an accredited
institution, has completed prescribed requirements in
the areas of general education, professional education, and
has fulfilled other specific endorsement requirements.
5.
Technical Professional License
A Technical Professional License is a five (5) year,
renewable license available to a person who has graduated
from an accredited high school (or possesses a General
Education Development Certificate), who does not hold a
baccalaureate degree but has exhibited academic
Richmond Public Schools Administrative Procedures
proficiency, technical competency, and occupational
experience.
Richmond Public Schools Administrative Procedures
APPOINTMENT
4.07.4
Code 4.07
SELECTION: LICENSURE FOR INSTRUCTIONAL EMPLOYEES
(continued)
A. Types of Licensure (continued)
6.
Vocational Evaluator License
A Vocational Evaluator License is a five (5)-year, renewable
license granted to an applicant who has earned at least a
bachelor's degree from an accredited institution. Teaching
experience is not a requirement for this license.
7.
Superintendent License
A Superintendent License is a five (5)-year, renewable
license, available to an individual who has completed
an earned master's degree from an accredited institution
of higher education and completed specific state licensing
requirements.
B.
Obtaining a License
The Human Resources Department shall provide the teacher with all the
forms necessary to apply for a Virginia license.
1.
The teacher shall return to the Human Resources
Department all completed forms and official
transcripts covering all college and university course
work by the beginning date of employment.
2.
The Human Resources Department shall safeguard
and protect all applications, transcripts, and licensure
documents that are received by hand or mail delivery and
shall register the receipt of such documents with the
Department of Education within 15 days. Exceptions to
this rule may be allowed by the Human Resources
Department for specific problems; but when an
exception is granted, all needed documentation shall be
returned within a reasonable period of time depending on
the reasons for the specific problems or a legitimate
verification related to any specific deficit within the
documentation.
Richmond Public Schools Administrative Procedures
3.
If all credentials required for licensure are not received
within the specified period, the teacher’s contract shall be
null and void.
Richmond Public Schools Administrative Procedures
APPOINTMENT
Code 4.07
4.07.4
SELECTION: LICENSURE FOR INSTRUCTIONAL EMPLOYEES
(continued)
C.
Renewal of License
The Collegiate Professional, Postgraduate Professional, Vocational
Evaluator, and Pupil Personnel Service Licenses may be renewed
upon the accrual of minimum 180 professional development points,
based on an individualized professional development plan.
Employees are urged to complete renewal requirements within the
five (5)-year validity period.
1.
A minimum of 90 points (three (3) semester hours in a
content area) in the license holder's endorsement area(s)
shall be required of license holders without a master's
degree, and may be satisfied at the undergraduate (two
or four year institution) or at the graduate level.
2.
Special education course work designed to assist
classroom teachers and other school personnel in working
with students with disabilities may be completed to satisfy
the content course requirement one (1) cycle of the
renewal process.
3.
Technical Professional License holders without
baccalaureate degrees may satisfy the requirement through
vocational education workshops, vocational education
institutes, or through undergraduate course work at two or
four year institutions. The remaining 90 points may be
accrued by activities drawn from one (1) or more of ten
license renewal options.
4.
For Collegiate Professional, Postgraduate Professional,
Pupil Personnel Services, or Vocational Education License
holders with a master’s degree, undergraduate or
graduate-level course work within or outside of the
endorsement area(s) may be taken from an accredited
two- or four-year college or university.
It is the responsibility of the license holder to have a conference with
his/her assigned advisor within the first three (3) months of his/her validity
period to develop a plan for renewal of the license.
Richmond Public Schools Administrative Procedures
APPOINTMENT
Code 4.07
4.07.4
SELECTION: LICENSURE FOR INSTRUCTIONAL EMPLOYEES
(continued)
D.
Raising Licensure
When the holder of a Collegiate Professional License has three (3)
years of successful experience and an earned Master’s Degree,
he/she may apply for a Postgraduate Professional License.
Procedure
1.
The teacher shall forward an official transcript covering
the Master’s Degree program to the Human Resources
Department.
2.
The Human Resources Department shall then send the
transcript, the teacher’s license, and the Superintendent’s
or designee's recommendation to the State Department of
Education for evaluation and decision.
3.
The Human Resources Department shall notify the teacher
when the license is received from the State.
Dated 7/18/83
Revised 6/24/97
See:
School Board Bylaws and Policies, Section 7.09. Employee Qualifications and
Certification
Code of Va., Section 22.1-298. Regulations Governing Licensure
Code of Va.,Section 22.1-299. License Required of Teachers
Richmond Public Schools Administrative Procedures
APPOINTMENT
Code 4.07
4.07.5
A.
SELECTION: ADMINISTRATIVE AND SUPERVISORY PERSONNEL
Screening Process
When applications are received for a supervisory or administrative
position, the Human Resources Department screens all applicants,
eliminating those who do not meet minimum requirements, and
recommends the best qualified candidates to be interviewed by
an approved panel of appropriate personnel.
B.
Interviewing and Selection Process
The panel interviews the best qualified applicants, records
individual reactions on the candidate's evaluation form, and
tabulates scores for each candidate. A list containing the names of
the most qualified candidates, along with supporting
documentation, is then forwarded to the Superintendent.
C.
Referral Process
The Human Resources Department prepares a biographical sketch
of the recommended candidate and forwards it to the
Superintendent, then to the School Board, which makes the final
decision for appointments.
Dated 7/18/83
Richmond Public Schools Administrative Procedures
APPOINTMENT
4.08
REQUIRED EMPLOYEE INFORMATION
A.
Information Required of All Employees
Code 4.08
The following information shall be received before any prospective
employee can be placed on the payroll system:
1.
a completed official Application form
2.
a completed Pre-employment Data form
3.
a copy of Social Security card
4.
completed Medical Information forms including physical
exam certification, proof of rubeola and rubella vaccination
and tuberculosis skin test or chest x-ray within the past 12
months
5.
completed tax withholding statements (Federal and State)
6.
proven identity and citizenship or other right to work in
the United States. (A U.S. Passport or a driver’s license
[with photograph] and a social security card is adequate in
most cases. Aliens shall produce a work permit.) All newly
hired employees shall be required to sign a federal
government form verifying his/her identity and eligibility
to work in the U.S.
7.
a copy of Division of Motor Vehicles Record (If applicable)
8.
fingerprint verification
9.
a Substance Abuse Notice signed by employees
10.
a signed affidavit for the release of information regarding
criminal history record
11.
completed retirement and life insurance forms, if applicable;
Bank Direct Deposit forms, if applicable;
Group Health Insurance forms, if applicable; and Flexible
Spending forms, if applicable
Richmond Public Schools Administrative Procedures
APPOINTMENT
Code 4.08
4.08
REQUIRED EMPLOYEE INFORMATION (continued)
B.
Additional Requirements
Individuals applying for certain positions are required to furnish
the following additional information.
1.
Full-Time Instructional Personnel
(a)
official college transcript(s)
Transcripts shall be sent directly from the college
or university and shall bear the official seal of the
institution. Unofficial transcripts are accepted for
employment consideration only.
(b)
placement files
(c)
references
References not included in the new teacher's
placement file should be completed on the official
RPS reference form.
(d)
2.
3.
4.
results of the National Teacher Examination (NTE)
Substitute Teachers
(a)
teaching license, if licensed
(b)
official transcript
Bus Operators
(a)
official physical examination form
(b)
driver’s License (Code of Virginia, Section 46.2-339)
(c)
proof that he/she shall be at least 18 years of age, but
not over the age of 70, on the first day of the school
year
(d)
DMV records
Security Specialists
(a)
approved security check
(b)
completed fingerprinting statement
Richmond Public Schools Administrative Procedures
(c)
qualifies for special police powers
(cont.)
Richmond Public Schools Administrative Procedures
APPOINTMENT
4.08
Code 4.08
EMPLOYEE INFORMATION NEEDED (continued)
B. Additional Information Needed (continued)
5.
Other Employees
(a) completed resume
(b) references
(c) educational information: official transcript(s),
verification of high school diploma or GED,
professional or occupational diplomas or licensure
(d) DMV records (if applicable)
C.
Exceptions
All exceptions to the above requirements are subject to approval
by the Superintendent or Superintendent's designee.
Dated 7/18/83
Revised 6/24/97
Richmond Public Schools Administrative Procedures
APPOINTMENT
Code 4.09
4.09
CONTRACTS
Contracts or notification of employment shall be issued to all eligible
employees on or before July 1 of the contract year. Employees who are so
specified by Virginia law are issued the following types of contracts.
A.
B.
Continuing Contracts
1.
Continuing contracts are issued to qualified regular
teachers, principals, assistant principals, and supervisors
holding a Collegiate Professional or higher license, upon
completion of three (3) years of satisfactory service in the
division or, in the case of a teacher who has attained a
continuing contract status in another school division in the
State, following the completion of one (1) year of
satisfactory service with Richmond Public Schools.
2.
As used in this section, “supervisor” means a person who
holds a supervisory position as specified in the regulations
of the State Board of Education and who is required to
hold a license as prescribed by the State Board of
Education and school division.
Annual Contracts
Annual contracts are issued to all new teachers, principals,
assistant principals, and supervisors who do not qualify for a
continuing contract.
C.
Bus Operator Contracts
School bus operators are employed under contract as specified by
the State Board of Education.
D.
Coaching and Extracurricular Activity Contracts
A separate contract in a form prescribed by the Board of
Education shall be executed by the School Board with such
employee who is receiving a monetary supplement for any athletic
coaching or extracurricular activity sponsorship assignment. This
contract shall be separate and apart from the contract for
teaching.
Dated 11/21/84
Revised 6/24/97
See:
School Board Bylaws and Policies, Section 7.10. Contracts
School Board Bylaws and Policies, Section,7.11. Probationary Period Teachers
Code of Va., Section 22.1-302. Written Contracts Required; Execution of Contracts;
Rules and Regulations
Code of Va., Section 22.1-303. Probationary Terms of Service for Teachers
Richmond Public Schools Administrative Procedures
Code of Va., Section 22.1-304. Reemployment of Teacher Who Has Not Achieved
Continuing Contract Status; Effect of Continuing Contract; Resignation of Teacher;
Reduction in number of Teachers
Richmond Public Schools Administrative Procedures
APPOINTMENT
4.10
Code 4.10
NOTICE OF INTENT
All eligible employees shall complete and return, to the Human
Resources Department by the end of March, the form supplied indicating the
employee's request for continued employment.
Dated 7/18/83
Richmond Public Schools Administrative Procedures
APPOINTMENT
Code 4.11
4.11.1
PROBATION: CLASSIFIED EMPLOYEES
Richmond Public Schools considers the probationary period of an
employee to be one of the most important phases of his/her employment. This
trial, or working test period, gives the employee an opportunity to see if he/she
likes the new job, and also gives the school division an opportunity to
determine that the employee can perform satisfactorily the duties assigned.
Probationary requirements for professional other and classified personnel vary
according to the duties and positions of the employees.
A.
Probationary Periods
Classified Employees shall serve a probation of one (1) complete
school year. That is, employment during 160 or more teaching
days during one (1) school year; or, if employed on a 12-month
basis, employment for one (1) complete work year. For
example, a classified employee employed on January 1 would
serve probation through December 31.
B.
Apprenticeship and Promotion
The probationary period following appointment of a regular
employee to an apprenticeship program is six (6) months.
Following promotion of a regular employee, the probationary
period is three (3) months.
C.
Broken Probation Periods
If a classified employee is absent from the job during the
probationary period because of illness, military leave, or leave of
absence without pay for a period of two (2) weeks or longer, the
probationary period is automatically extended for this length of
time.
1.
Extension on Probation
When a principal/director is unable to determine within
the original probationary period whether or not an
employee should be given regular status, probation may
be extended for just cause. When an extension of probation
is necessary, the director or principal shall discuss the
situation with the employee and shall give the employee a
written statement of reasons for the extension. A copy of
this statement shall be sent to the Human Resources
Department and shall be kept in the employee’s file.
Richmond Public Schools Administrative Procedures
(cont.)
APPOINTMENT
Code 4.11
4.11.1 PROBATION: CLASSIFIED EMPLOYEES (continued)
C. Broken Probationary Periods (continued)
2.
Termination During Probation
Probationary employees may be terminated upon
recommendation of the director/principal with approval of
the Superintendent or designee.
3.
Demotion During Probation
Promoted employees may be demoted back to their
previous position by the department director during the
first three (3) months of the probationary period. If the
job has been filled, reduction in force procedures apply.
D.
Probation Following Resignation
All regular employees who resign or separate from
service with the school division and return within a period
of two (2) years to the same position, a new probationary
period is not required. If separation is for more than two
(2) years, a new probationary period is required.
Dated 7/18/83
Revised 6/24/97
Richmond Public Schools Administrative Procedures
APPOINTMENT
Code 4.11
4.11.2
PROBATION: PROBATION FOR TEACHERS, PRINCIPALS,
ASSISTANT PRINCIPALS AND SUPERVISORS
A.
Definitions
1.
Teacher
A teacher is a person (a) who is regularly employed
full-time as a classroom teacher, itinerant teacher,
visiting teacher, guidance counselor, or librarian, and
other individuals designated on the teacher's salary
schedule (b) who holds a valid teaching license.
2.
Principal
A principal is a person (a) who is regularly employed
full-time as a principal, and (b) who holds a valid
principal's license.
3.
Assistant Principal
An assistant principal is a person (a) who is regularly
employed full-time as an assistant principal, and (b) who
holds a valid principal's license.
4.
Supervisor
A supervisor is a person (a) who is regularly employed
full-time in a supervisory capacity, and (b) who is required
by the State Board of Education to hold a license to be
employed in that position.
(cont.)
Richmond Public Schools Administrative Procedures
APPOINTMENT
Code 4.11
4.11.2
PROBATION: PROBATION FOR TEACHERS, PRINCIPALS,
ASSISTANT PRINCIPALS AND SUPERVISORS (continued)
B.
Probationary Term
1.
The initial probationary period for a teacher under
contract shall be three (3) years before being issued a
continuing contract. If continuing contract status
has been attained by a teacher in another Virginia school
division, the teacher shall be required to serve a
probationary period of one (1) year before attaining
continuing contact status in this school division.
Teaching service outside of the Virginia public school
system shall not be counted as meeting in whole or in part
the required probationary term.
C.
2.
A person employed as a principal, assistant principal, or
supervisor, including a person who has previously achieved
continuing contract status as a teacher, shall serve three
(3) years with Richmond Public Schools before acquiring
continuing contract status as a principal, assistant
principal, or supervisor.
3.
In calculating probationary terms of service for teachers,
principals, assistant principals, and supervisors,
employment for 160 or more teaching days during the
first school year shall constitute a single year of service.
Probation Following Reemployment
1.
If a teacher, principal, assistant principal, or supervisor
separates from service during the probationary period and
does not return to service with the school division by the
beginning of the third year following the year of
separation, they shall be required to begin a new
probationary period.
2.
If a teacher who has attained continuing contract status
separates from service and does not return to teaching by
the beginning of the third year, they shall be required
to begin a new three-year probationary period.
Richmond Public Schools Administrative Procedures
(cont.)
APPOINTMENT
Code 4.11
4.11.2
PROBATION: PROBATION FOR TEACHERS, PRINCIPALS,
ASSISTANT PRINCIPALS AND SUPERVISORS (continued)
D.
Non-renewal of Probationary Contract
1.
Particular attention is given to teachers during the
probationary period, and extra assistance is given to those
whose performance is less than satisfactory. However,
there are times when it is necessary to recommend that a
contract not be renewed. This is a responsibility that the
principal shall face with fairness and personal
consideration, but the welfare of pupils shall be the major
consideration.
2.
The following guidelines shall be followed in pursuing the
non-renewal of a probationary contract:
(a)
Classroom observations and conferences shall be
held as required by the formal evaluation procedures.
Throughout the evaluation process, the employee
shall be provided with all possible assistance to bring
his/her performance up to acceptable standards.
The teacher shall be advised of what is expected and
the steps to be taken toward improvement. The
principal shall call upon the sources of the central
staff, instructional supervisors, and directors to
assist the employee.
(b)
The Human Resources Department and other
appropriate administrators shall be provided copies
of correspondence relating to these actions.
(c)
The letter recommending non-renewal, the
evaluation form, and other appropriate
documentation shall be forwarded to the Human
Resources Department, in accordance with the
specified time periods for non-renewal. Appropriate
action shall be taken in keeping with the evaluation
process of Richmond Public Schools. HRD shall
process non-renewal recommendations in keeping
with the practices of RPS and Virginia law.
Richmond Public Schools Administrative Procedures
Dated 11/21/84
Revised 6/24/97
See:
School Board Bylaws and Policies, Section 7.11. Probationary Period: Teachers
Code of Va., Section 22.1-305. Nonrenewal of Contract of Probationary Teacher
Code of Va., Section 22.1-303. Probationary Terms of Service for Teachers
Richmond Public Schools Administrative Procedures