5:030 Hiring Process and Criteria

General Personnel

Hiring Process and Criteria

The Superintendent or designee is responsible for recruiting personnel, in compliance with Board of Education policy, and making hiring recommendations to the Board of Education for action.  If the Superintendent or designee’s recommendation is rejected, the Superintendent or designee must submit another.  Educational support personnel applicants are initially screened by the Building Principal or supervisor.  The District shall hire the best qualified personnel consistent with budget and staffing requirements, and shall comply with Board of Education policy on equal employment opportunities and minority recruitment.  No individual will be employed who has been convicted of a criminal offense listed in Section 5/21B-80(c) of the School Code.

The Superintendent may select personnel on a short-term basis for specific project or emergency conditions before the Board of Education’s approval.

All applicants must complete a District application form in order to be considered for employment.


The District’s standards for employment decisions such as hiring, promoting, reappointing, evaluating, awarding salary, disciplining, and terminating employees are based on qualifications for the position, ability and performance.  The District strives to avoid conflicts of interest in employment decisions.


Applicants for employment shall not be denied employment opportunities because of their status as a family or household member of another employee.  However, no person shall be employed in the District that creates a direct supervisor-subordinate relationship with a relative.  District administrators, supervisors, and managers are expected to avoid hiring individuals to positions which would create a supervisor-subordinate relationship with a relative.  Applicant for any position as a new hire are expected to notify, in writing, the Board of Education and the Superintendent of any relatives employed by the District.


Employees shall not be denied advancement opportunities because of their status as a family or household member of another employee.  However, no person shall be promoted or transferred to a position in the District that would create a supervisor-subordinate relationship with a relative.  District administrators, supervisors and managers are expected to avoid transferring individuals to position which would create a supervisor-subordinate relationship with a relative.  Applicant for any position as a transfer and/or promotion are expected to notify, in writing, the Board and the Superintendent of any relatives employed by the District.  Employees that become related to each other during the course of employment must notify, in writing, the Superintendent, and District Administration within ten days of the commencement of the relationship.

Failure to disclose relative status may be cause for disciplinary action up to and including termination.

Current Employees

Persons who are employees of the Board on the date that this policy becomes effective shall not be discharged because of this policy.  Nor shall they be denied reemployment in succeeding years because of this policy.  However, if any person who is a member of the immediate family of a Board member or an administrator resigns or is not re-employed for other reasons (except reduction in force), this policy would apply for such period as the individual has such a family relationship under the “relative” definition herein.

Board Members

In cases where a Board member has a relative being recommended for employment by the Superintendent, the Board of Education and public shall be notified in writing in the personnel report of the regular Board Book and the Board Member should abstain from voting on that employment recommendation.

Definition of Relative

For the purpose of this policy, the definition of the term “relative” apply to the applicant for employment in the District and, if legally married at the time of prospective employment, the spouse of such applicant.  A “relative” includes the following:

  • Spouse
  • Mother; step or fosterstep, foster, motheror in-law
  • Father; step or fosterstep, foster, fatheror in-law
  • Sister; step,  or half-sister, or in-law
  • Brother; step,  or half-brother, or in-law
  • Child; step or foster child
  • Guardian or Ward
  • Grandmother; step or fosterstep, foster, grandmotheror in-law
  • Grandfather; step or fosterstep, foster, grandfatheror in-law
  • Grandchild; step or foster grandchild
  • Aunt or Uncle, step, foster, or in-law
  • Niece or nephew, step, foster, or in-law


This section, “nepotism,” shall not be applied to seasonal employees or substitute teachers.

Job Descriptions

The Superintendent or designee shall develop and maintain a current comprehensive job description for each position or job category other than the Superintendent.


The Superintendent or designee shall ensure that a fingerprint-based criminal history records check and a check of the Statewide Sex Offender Database is performed on each applicant as required by State law.  The Superintendent or designee shall notify an applicant if the applicant is identified in the Database as a sex offender.  The Board President or designee will keep a conviction record confidential and share it only with the Superintendent, Regional Superintendent, State Superintendent, State  Educator Preparation and Licensure Board, or any other person necessary to the hiring decision.

Each newly hired employee must complete an Immigration and Naturalization Service Form as required by federal law, demonstrating the employee may legally work in the United States.

The District retains the right to discharge any employee whose criminal background investigation reveals a conviction for committing or attempting to commit any of the offenses outlined in Section 5/ 21B-80 of The School Code or who falsifies, or omits facts from, his or her employment application or other employment documents.

Physical Examinations

Each new employee must furnish evidence of physical fitness to perform assigned duties and freedom from communicable diseases.  Applicants for any position with the District shall be tested for drug usage as a part of their routine pre-employment medical examination.  In addition, applicants who will be working directly in the Early Childhood Center setting shall be tested for tuberculosis.  The physical fitness examination must be performed by a physician licensed in Illinois, or any other state, to practice medicine and surgery in any of its branches, or an advanced practice nurse who has a written collaborative agreement with a collaborating physician that authorizes the advanced practice nurse to perform health examinations, or a physician assistant who has been delegated the authority by his or her supervising physician to perform health examinations.  The employee must have the physical examination performed no more than 90 days before submitting evidence of it to the District.

Orientation Program

The District’s staff will provide an orientation program for new employees to acquaint them with the District’s policies and procedures, the school’s rules and regulations, the evaluation instrument and procedures, and the responsibilities of their position.  Before beginning employment, each employee must sign the Acknowledgement of Mandated Report Status form as provided in Policy 5:090, Abused and Neglected Child Reporting.


In selecting coaches and activity supervisors the needs of students will be paramount. Every effort will be made to secure the best qualified candidates for these positions. Initial recruitment efforts will be made from employees within the District. In instances when coaches and activity supervisors are hired from outside the employee groups as vendors they must meet the standards of excellence expected of all district employees. Building administration will develop a schedule for reviewing coaching and activity supervisory positions filled by vendors on a rolling four year basis to guarantee that the best interests of students are maintained. Administration reserves the right to post coaching and activity supervisor positions on an annual basis.

Cross Reference: 

3:050 Administrative Personnel Other Than the Superintendent

5:010 Equal Employment Opportunity and Minority Recruitment

5:040 Communicable and Chronic Infectious Disease

5:280 Educational Support Personnel – Duties and Qualifications

5:220 Substitute Teachers

Legal Reference(s): 

Americans with Disabilities Act, 42 U.S.C. §12112, 29 C.F.R. Part 1630.

Immigration Reform and Control Act, 8 U.S.C. §1324a et seq.

105 ILCS 5/10-16.7, 5/10-20.7, 5/10-21.4, 5/10-21.9, 5/ 21B-10, 5/21B-80, 5/10-22.34, 5/10-22.34b, 5/22-6.5, and 5/24-1 et seq.

820 ILCS 55/ and 70/.

Duldulao v. St. Mary of Nazareth Hospital, 483 N.E.2d 956 (Ill.App.1, 1985), aff’d in part and remanded 505 N.E.2d 314 (Ill., 1987).

Kaiser v. Dixon, 468 N.E.2d 822 (Ill.App.2, 1984).

Molitor v. Chicago Title & Trust Co., 59 N.E.2d 695 (Ill.

Date Adopted:   December 15, 2009

Date Amended:  October 28, 2014

Date Amended:  February 21, 2017