Recruitment And Selection Procedures Report Educational Administration Human Resources Research Paper

1103 words - 5 pages

Running head: RECRUITMENT AND SELECTION PROCEDURES REPORT
1
RECRUITMENT AND SELECTION PROCEDURES REPORT
Recruitment and Selection Procedures Report
Recruitment and Selection Procedures Report
School districts in California have a hiring process for both classified and certificated employees. This paper will take a look at the different steps involved in both the recruitment and selection procedures for both classified and certificated employees. It will also analyze and evaluate the difference in the recruitment and selection process between the two categories. This paper will evaluate how this process ensures that the best candidate is selected and helps achieve student and school success.
Certificated and Classified Personnel
The hiring process begins because a new position has been created or a standing position needs to be filled due to a vacancy. There are two types of school district employees; certificated and classified. According to our Self-Paced lesson on Recruitment and Selection, certificated employees are made up of teachers, nonadministrative certificated employees, and administrators. Classified employees are employees that are not teachers or administrators. They include senior management and confidential and/or classified management.
Certificated employees are made up of three categories: teachers, non-administrative certificated staff, and administrators. According to our Self-Paced lesson (CUI, 2018), student enrollment determines how many teachers are hired by the school district. The class size ratio plays a key role in the number of teachers that are hired. Classroom size ratios are determined by the state and school districts must adhere to the ratios. Non-administrative certificated employees such as counselors are determined not only by student enrollment but also by district mission and availability of funds. This is one area that varies from district to district, due to these positions not tied to classroom size ratios. The Self-Paced lesson (CUI, 2018) also indicates that there are no minimum numbers for administration. However, there is a maximum number that a school district must not exceed, and there are penalties attached if that number is exceeded.
The hiring of classified employees is different than certificated employees different because there are no legal mandates or requirements from the state. School Districts will use their budgets to determine the number of classified employees that are needed. However, there are certain cases such as IBIA or One to One instructional assistants that are written into IEPs that must be legally adhered to. If an aide or other service personnel is attached to an IEP this must be adhered to and can change the number of special education. Safety reasons can also dictate numbers for classified employees such as crossing guards, and yard supervisors.
Recruitment and Hiring Process
The recruitment and hiring process involves various steps. According to our Self Paced Lesson(CUI, 2018), there are six steps in the recruitment and selection process. They are as follows: Establishment of Goals, Assessment of Needs, Job Analysis, Job Description, Internal and External Recruiting, and Establishing an Applicant Pool. These six steps are mandated per California Education code and are adhered to by publicly funded school districts across the State of California.
The first step according to our Self-Paced lesson(CUI, 2018) is the establishment of goals. School districts set short and long-term goals for the recruitment process. This is to address a variety of issues such as attrition for retirement, need for classification of personnel and other goals that are set up by a school board, that can have personnel implications. Once goals are established the second goal must take place.
The second goal is the assessment of needs. This step evaluates if schools are indeed in need of these positions and if they are necessary. This is a critical step, especially during the tightening of budgets or shortfalls in the budget. Administrators must evaluate if there is a need for the position and could, for example, be filled by another teacher at a different school site. The third step is job analysis. The third step is one that may or may not take place depending on the school district´s needs.
The fourth step is one of the most important steps. It is important that the candidate must have the most detailed description and information on the position they are applying. The recruitment posting must include a heading, position purpose, duties and responsibilities, position qualifications, selection timeline, and other(which could include physical requirements, working conditions etc..). The recruitment posting must also include the location of the position.
The fifth step is internal and external recruitment. Internal recruitment is usually the first step for most districts. These positions appear on edjoin as ¨in-house¨ only. According to Rebore(2015), ¨promotion from within has high advantages, particularly in creating high morale among employees¨. This usually occurs when there are many qualified internal applicants for the position, who could be eligible for a promotion. External recruitment can concurrently take place with internal recruitment. External recruitment can help in ensuring diversity in school districts. Lack of diversity is a growing concern for many school districts. According to Rebore(2015), ¨of particular concern, are urban school districts where minority student populations continue to grow yearly. However, there is no corresponding increase in the percentage of minority teachers, and in fact, the trend signals a decline in African American and Hispanic teachers and/or administrators.¨ Active external recruitment can help in narrowing the gap between districts that have a diverse student population and do not have a diverse staff.
The last step is ensuring a diverse selection/recruitment team. Districts need to have a proactive approach to hiring for diversity. As was mentioned in our lesson, it must go beyond Equal Opportunity Employer. It is important that a diverse selection and recruitment panel must be selected before an interview. Districts must make these selections and plan for the hiring of diverse personnel to ensure that members are culturally aware and sensitive during the selection process.
Student Success
The steps that are inacted by school districts in the hiring process ensure that the best candidates are selected. By following the steps it can prevent nepotism and ensure that the positions are available to a wide variety of people, cultures, and backgrounds. The process ennsures that a fair hiring process is taking place.
There are complaints that hiring process at school districts are red taped. However, it is crucial that these steps are in place to ensure student success. The hiring of the best candidates for both classified and certificated positions, ensures that students have access a high quality education. It ensures that favoritism is not taking place.
References
Rebore, R. W. (2015). Human Resources Administration Education. Upper Saddle
River, NJ: Pearson Education, Inc
Recruitment and Selection of Employees. (n.d.). Retrieved May 27, 2018, from http://resources.cui.edu/courses/edua557/modules/2/player.html

RELATED

HR Global Recruitment And Selection

3279 words - 14 pages recruitment and selection practices in Canada, Greece and China. By qualitatively evaluating internal and external elements of each country in terms of HR a firm can be better prepared for international expansion.The first portion of this research paper will be to provide a cultural analysis through various Gert-Hofesteder cultural dimensions. This analysis will provide insight into specific cultural attributes and characteristics that help

The Recruitment And Selection Process

1395 words - 6 pages be possible to fill the vacancy from within the company.(b) It may be filled by a different kind of employee, e.g. a school-leaver or a part-timer.( c) The job and personnel specifications may need to be revised.2. The Recruitment and Selection ProcessThe recruitment and selection process therefore involves looking for suitable candidate to fill up a position in the organization. It begins when you know you need someone new in the organization

Educational Psychology final paper - educational psychology - Research paper

2665 words - 11 pages Baylie Skawinski Educational Psychology and Child Development Final Paper 12/15/17 KNOWLEDGE OF STUDENTS Bronfenbrenner’s model is a theory of educational psychology that studies human development over time. He came up with four ecological systems that an individual interacted with. Microsystem, mesosystem, exosystem, and macrosystem. The first layer (microsystem) Is the first and immediate layer of the nested systems. It holds the human

CIPD level 3 - 3HRC. recording, analysing and using human resources info. - wales - human resources

1252 words - 6 pages many duties undertaken by the Human resources department the help the business achieve their goals. I have decided to focus on three areas: · Recruitment and selection · Policies and procedures · Learning and development Recruitment and selection: One of the most important functions that the human resources department does is advertising for and attracting the right candidate with the necessary skills, knowledge and experience to drive the

Compare the different documents used in the selection and recruitment process of a organisation - Newvic - Essay

1713 words - 7 pages M1: Compare the purposes of the different documents used in the selection and recruitment process of a given organisation. In this task, I will be comparing the purposes of the different documents used in the selection process of a given organisation. During the process of recruitment and selection, there were many documents used and analysed during this time. The documents used during this process were a job description, a job advert, a person

human resources and concepts by elves manuel - cti - assignment

909 words - 4 pages specified the types of jobs to be filled in her department and tried to determine the kinds of individual who might best fill them." Build a pool of candidates - decide on internal or external recruitment "When it comes to recruiting job candidates for her department, Thozama leaves it up to the company’s Human Resources department to place the advertisements for the vacant positions." candidates complete application forms and do screening interviews

government policy, planning and administration - Social work - report

2843 words - 12 pages 0 Talayus Jones Student ID: 05036011 Paper: 279.301 Due date: 9th April 2018 Actual word count: 2540 Paper coordinator: Nicky Stanley-Clarke Government Policy, Planning and administration Assignment one 200-2500 words Report on the progression of the Omnibus Bill for Children, Young Persons, and Their Families (Oranga Tamariki) from inception to implementation. Executive summary This report will follow the Omnibus Bill for Children, Young

Level 2 City and Guilds unit 218 Administer Human Resources - City and Guilds - Essay

1648 words - 7 pages Level 2 unit 218 administer human resource records 1. Understand the administration of Human Resource (HR) records 1.1 Explain what HR-related information needs to be kept and why When working as a HR administrative there are many documents you need to keep that hold information on the employees for example you need to legally give an employee a contract and in the HR department we would then keep this contract for future reference if the

Exposure to Violence and the Social-Cognitive Effects on Children - Human Growth and Development - Research Paper

2849 words - 12 pages ://www.simplypsychology.org/piaget.html Myyry, L. (2003, November 24). Components of Morality. Retrieved from http://ethesis.helsinki.fi/julkaisut/val/sosps/vk/myyry/componen Television and Video Violence. (2013, November). Retrieved from https://www.apa.org/action/resources/research-in-action/protect.aspx

Child Abuse and how to prevent it - Human services - Research paper

1265 words - 6 pages warranted. This fact sheet is intended to help you better understand the legal definition of child abuse and neglect and recognize the signs and symptoms of abuse and neglect. Child Welfare Information Gateway is the congressionally-mandated and funded information service of the United States Children's Bureau, Administration for Children and Families, United States Department of Health and Human Services.

Comparative Analysis on Initiation and Merit of Human Rearing Practices and Transhumanism - AP English Language and Composition - Research Paper

2931 words - 12 pages trahnshumansim is promising indeed, but there still exists an unknown number of unforeseen technological issues and ethical dilemmas within our sights to dig in. Thus, in this research paper on the specific topic of initiation and the merit of traditional human rearing practices and conducts of transhumanism, which represent the old and the new, to explore future possibilities and issues. We conclude that the initiation processes of both conducts display

The Facts about Human Trafficking - TWU/English - Research Paper

1853 words - 8 pages Makenzy Hannick Dr. Griswold ENGL. 1023.12 1, April 2018 The reality of Human Trafficking Human trafficking has been a major issue in America and other countries for many years and still is today. Many females, mostly young, are kidnapped and taken away from their families and into this world of drug and violence. This paper will be a good source to inform those in the community of how serious sex trafficking is and give the reader a better

Putting a Price Tag on Human Dignity - university - research paper

1231 words - 5 pages traffickers would be prosecuted” (How To Stop Human Trafficking). The more people with knowledge of trafficking could help decrease the amount of trafficking occurring. If there were a law with a steady punishment, it would be easier to prevent trafficking, and it wouldn’t be so tough for victims to come forward and report their traffickers. Slowly people can put an end to trafficking, but the only way it will completely be abolished is if the world

Anthropology 1020 - Modern Human Origins - Anthropology 1020 - Research Paper

871 words - 4 pages . The idea that the lack of variation found in our population DNA means that we had to come from one separate species does not account for gene flow and natural selection in the changing environment. It makes more sense that homo sapiens must have originated from several different geographical sources with a mix of Neanderthal heritage. Works Cited: Frayer, David. “Theories of Modern Human Origins: The Paleontological Test” American

Erik Erikson stages of psychosocial - Human Development - Research Paper

1849 words - 8 pages resolution within this stage is critical to successfully navigating towards the end life psychosocial stage of ego versus despair, where an old aged individual can accept that they lived a life of meaning. This paper will examine the last two Erik Erikson psychosocial stages of development by comparing life tasks of middle and late adulthood and briefly identify a similar theoretical model which defines lifespan development between these two stages