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III. B. 1. Recruitment
Procedures for Teacher Search
In all cases, except as provided for by contract, the building Principal will establish a Teacher Search Committee which will consist of:
1. The Assistant Principal who will act as the chair (If the school does not have an Assistant Principal, the Superintendent's designee will chair).
2. Two teachers selected by the Principal
3. Two parents selected by the school's parents group
4. Appropriate Director if vacancy is either in special education or compensatory education
5. Appropriate department chair/head/coordinator, if the teacher vacancy is a secondary position
Function of the Teacher Search Committee
It will be the function of the Teacher Search Committee to:
1. Conduct a paper screening
2. Select candidates for interview
3. Develop questions for interview
4. Conduct all interviews
5. Complete all interview forms
6. Check all references
7. When possible, rank the top 3 candidates who were interviewed
8. Note candidates not acceptable and give rationale
9. Request further advertising if talent pool is not acceptable
10. Forward the ranked list (when possible) to the Principal
Upon receipt of a ranked list from the Teacher Search Committee, the Principal will interview those candidates and forward the recommended candidate to the Superintendent.
If no candidate is acceptable, the Principal will cause the position to be readvertised, and the process will begin anew.
Upon receipt of the recommendation from the Principal, the Superintendent will interview that person and if acceptable, forward the name and all interview sheets of the finalists to the School Committee for consent to appoint. If the recommendation of the Principal is not acceptable to the Superintendent, he or she will interview all ranked individuals. If no candidate is acceptable, the Superintendent will direct the position to be readvertised.
If, at any stage, any person feels that he or she cannot be objective towards any candidate, that person should excuse himself or herself from the process. This includes all Teacher Search Committee members, the principal, or individual members of the School Committee.
It will be the responsibility of the West Warwick School Committee to give advice and consent to the Superintendent's recommendation after concluding that the selection process was followed.
References
RI Gen. Laws § 16-2-11 General powers and duties of superintendent
RI Gen. Laws § 16-2-18 Selection of teachers and superintendent General control of schools Expenses.
Policy Adopted: 4/10/95
Placement on the Salary Schedule
As of the date this policy is adopted, the past practice of the West Warwick School Committee in placing teachers on the salary schedule based upon recognized service in parochial, private and non Rhode Island schools shall no longer be adhered to by the West Warwick School Committee.
Henceforth, in the hiring of all new full-time and part-time teachers by the West Warwick School Committee, [the West Warwick School Department shall recognize only prior teaching service in the public schools in the cities and towns in the State of Rhode Island in regard to the placement of said teachers on its salary schedule].
References
RI Gen. Laws § 16-7-29 Minimum salary schedule established by community.
Howard Union of Teachers et al vs. State of Rhode Island - Supreme Court of Rhode Island July 5, 1984
Policy Adopted: June 9, 1986