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Screening and Hiring: GCE-R/GDE-R

  • Personnel: G
Screening and Hiring: GCE-R/GDE-R
Updated

Applications of all regular personnel to be employed by the district will be processed according to this procedure.

  1. 1Vacancies: All vacancies with promotional opportunities or potential salary increases shall be posted with HR through the posting/application system.
  2. Postings: Job postings post for 5 business days. With approval, postings may post for less time due to a specific business need.
  3. Applications: Applicants shall submit an application through the application process with HR.
    • Applicants are responsible for the information provided on the application and for any related requirements and/or deadlines.
    • Incomplete applications shall not be considered.
    • False or inaccurate application information shall be cause for termination.
  4. Interview: Certified and classified internal candidates shall be interviewed as outlined in the Employee Agreements.
  5. Certified/Administrative Licensure: All staff in a licensed position must demonstrate the ability to obtain a CDE license appropriate to the position. All job offers and the contracts are contingent upon the candidate obtaining a license prior to the start of employment.
  6. Reference Checks: Hiring managers shall conduct a minimum of 3 background checks. Hiring managers are not required to use references offered by a applicant.
  7. Criminal Background checks: Prior to hiring and in accordance with state law, the Human Resources office shall conduct a background check.
  8. Contract or job offer: All offers are conditional until Board authorization.
  9. Fingerprinting non-licensed administrators & staff shall submit fingerprints to the HR office.
    • The school district will release the fingerprints to the Colorado Bureau of Investigation for the purpose of conducting a state and national fingerprint-based criminal history record check utilizing the records of the Colorado Bureau of Investigation and the Federal Bureau of Investigation. Although an applicant may be conditionally employed prior to receiving the results, he or she may be terminated if the results are inconsistent with the information provided on the form. The district will notify the district attorney of such inconsistent results for action or possible prosecution.
    • Although an applicant may be conditionally employed prior to receiving the results, they may be terminated if the results are inconsistent with the information provided on the form. In accordance with state law, the employee or applicant must be terminated or disqualified from district employment if the results disclose a conviction for any of the following offenses:
      • felony child abuse, as described in C.R.S. 18-6-401;
      • a crime of violence, as defined in C.R.S. 18-1.3-406 (2);
      • a felony involving unlawful sexual behavior, as defined in C.R.S. 16-22-102 (9);
      • felony domestic violence, as defined in C.R.S. 18-6-800.3;
      • a felony drug offense, as described in C.R.S. 18-18-401 et seq., committed on or after August 25, 2012;
      • felony indecent exposure, as described in C.R.S. 18-7-302;
      • attempt, solicitation, or conspiracy to commit any of the offenses described in items 1-6; or
      • an offense committed outside of this state, which if committed in this state would constitute an offense described in items 1-7.
    • Credit reports The Human Resources office will not obtain a credit report on an applicant unless the office has first notified the individual in writing, in a document consisting solely of the notice.