Lincoln Public Schools

II. OPERATIONAL POLICIES OF THE HUMAN RESOURCES DEPARTMENT

A. Recruitment of Staff

The Lincoln Public Schools, through a comprehensive recruitment program, will employ an effective, well-qualified and diverse staff. To that end, the Lincoln Public Schools shall actively recruit certificated and classified minority applicants.

There shall be no discrimination against any employee or applicant for employment by reason of race, color, national origin, religion, marital status, sex, age, disability or sexual orientation.

To attain the goal of selecting the best qualified and diverse employees, the Lincoln Public Schools maintains a comprehensive, aggressive program of staff recruitment. Elements of the program include:

1. Continuous contacts with agencies which supply personnel.
2. Wide-scale advertising of available positions.
3. Staff visits to college campuses.
4. Participation in job and career fairs
5. Regular publication of internal vacancy bulletins.
6. Practicum student and student teacher placements.

For posting of vacancies and voluntary transfer procedures, see Professional Agreement, Article 6.

---

B. Selection of Staff (Policy 4300)

The process for the selection and assignment of staff is the responsibility of the Human Resources Division. It shall be the duty of the Associate Superintendent for Human Resources or designee to assure that all persons meet the qualifications established by law and the Board of Education for that position. The Lincoln Public Schools shall strive to attract and retain the best qualified personnel available for every position.

The selection procedure is uniformly applied to every candidate. There shall be no discrimination against any employee or applicant for employment by reason of race, color, national origin, religion, marital status, sex, age, disability or sexual orientation.

Human Resources will maintain a pool of potential applicants for the most frequently filled positions in order to reduce the time needed to fill vacancies.

---

C. Screening and Selection of Staff (Policy Regulation 4300.1)

The Human Resources Division coordinates the applicant screening and selection process. This process is uniformly applied to every candidate for a particular position, but can vary depending upon the position. Candidates may be eliminated from consideration throughout the process.

1. All persons must complete the appropriate application and requested accompanying documentation prior to consideration for employment.
2. The Human Resources Division coordinates an examination of the application and supporting material.
3. Reference checks are completed.
4. Structured interviews are coordinated by the Human Resources Division.
5. A supervisor conducts one or more interviews.
6. The supervisor makes a recommendation to the Human Resources Division concerning the selection for the position.
7. The Human Resources supervisor makes a conditional job offer and initiates background checks, including but not limited to criminal history, sexual offenses, child abuse; and any other requirement(s) for the position, i.e. post offer physical, Department of Transportation physical, licensing, etc.
8. Upon completion of the above checks, the Associate Superintendent for Human Resources recommends acceptable candidates to the Board of Education.
9. The Board of Education makes the final decision concerning the employment of the candidate.

---

D. Certification Requirements (Policy Regulation 4100.2)

Employees must maintain all licensure or certification required by the position as a condition of continued employment. The employee must immediately report the loss or suspension of licensure or certification to the appropriate supervisor in Human Resources.

---

E. Assignment of Staff

The assignment of all staff is the responsibility of the Human Resources Division. There are no rights to specific duties or positions/assignments except as defined in the Professional Agreement.

Assignment of Certificated Employees

In the assignment of certificated employees, first consideration is given to general needs of the school system. These needs include the factors of population shifts, emergency resignations, level of teaching, and subject of teaching. When multiple vacancies exist, personal requests for special assignment are considered. Whenever possible, only properly endorsed applicants are assigned to certificated positions.

All certificated personnel who teach regular classes in the Lincoln Public Schools will be assigned to individual schools by the Human Resources Division. Each person must be assigned under the supervision of the principal who assigns teachers to specific courses or subjects and other duties according to the staffing needs of the building. The course content, materials used, and methods of appraisal are those authorized by the Lincoln Public Schools.

1. Itinerant Assignment

(See Professional Agreement, Article 5, Section 12)

2. Part-Time Certificated Employees

(See Professional Agreement, Article 9, Section 7 and Professional Agreement, Article 13.)

3. Transfer of Assignments

The transfer of staff assignments is a responsibility of the Human Resources Division.

a. Transfers of Professional Staff (Policy Regulation 4300.2)

The following procedure applies to transfers of certificated employees:

1. Staff may request a transfer to an assignment following established procedures and practices.
2. In order to be considered for the position, staff must meet the minimum requirements for the position and be able to perform the essential functions of the position with or without reasonable accommodations.
3. Transfers may be made administratively by the Human Resources Division.
4. With Human Resources approval, supervisors may change assignments within a building or department for similar positions.

b. Voluntary Transfer

(See Professional Agreement, Article 6, Section 4)

The Human Resources Department will conduct two (2) annual seminars assisting certificated personnel with the writing of letters of application, resumes, interviewing techniques, updating files, and follow-up to applications and interviews. Certificated staff applying for transfer shall have full use of LPS/building facilities and equipment to prepare and produce voluntary transfer materials.

4. Changes in Placement -See Professional Agreement, Article 6

a. General Information

(See Professional Agreement, Article 6, Section 1)

c. Surplusing

(See Professional Agreement, Article 6, Section 3)

d. Voluntary Transfer Procedures

(See Professional Agreement, Article 6, Section 4)

e. Reduction In Force

(See Professional Agreement, Article 6, Section 5)

5. Assignment To Summer School Teaching

a. Staffing

The summer school program may vary substantially from year to year. It offers the opportunity for experimentation, and calls for flexibility in approach.

Preference for staffing shall be given, as feasible, to applicants from staff currently employed, but this shall not preclude the Board from employing outside personnel who, through special qualification, enrich the program. Summer school supervisors will assist the director of summer school and the Human Resources Division in selecting their staff.

b. Payment

(See Professional Agreement, Article 9, Section 6)

---

F. Grievance

(See Professional Agreement, Article 4)

---

G. Contracts (Policy 4710)

Certificated employees will be hired pursuant to a written contract approved by the Board of Education. After board action, all contracts for employees are issued by the Human Resources Division.

Whenever the employment agreement specifies a fixed number of hours or days of employment, it will be noted on either the personnel action form or the teaching contract.

Contract Year for Certificated Employees

(See Professional Agreement, Article 5, Section 3)

Notification of Extended Contract Other Than Extra Standard

(See Professional Agreement, Article 5, Section 11)

---

F. Meeting District Requirements for Permanent Certificated Employee Status

Basic Requirements

In order to attain permanent status, an employee must be employed on continuing contract for three years of consecutive service at .8 FTE or more. For service at .50 to .79 FTE, contact Human Resources for the service requirement. Employment which is less than .50 FTE is not counted toward consecutive service requirement for becoming a permanent employee.

All teachers new to LPS in 2004-2005 must demonstrate competence in three areas: Instructional Practices for the Skillful Teacher; Instructional Practices for the High Ability Learner; and Educational Equity. LPS staff development courses are regularly offered to fulfill this requirement. In some cases, college courses may fulfill the requirements.

Individuals are advised to complete the LPS tenure-required courses prior to the beginning of their second year of employment on continuing contract. To assure that classes are completed prior to the March deadline, requirements should be completed prior to the beginning of the third year on continuing contract.

Please consult the pamphlet "Meeting District Requirements for Permanent Certificated Employee Status" for more specific information concerning the courses, deadlines, the approved options to the courses, and answers to frequently asked questions.

Professional Growth Points

Certificated employees are required to accumulate 30 professional growth points dring the probationary period. Points must be recorded on the Professional Growth Form available at each school office and reviewed during an annual conference with your principal or supervisor.

Examples of activities fulfilling the requirement include:

Click here for more detailed information about professional growth points.

If you have additional questions contact:

Barbara Jacobson
Director of Curriculum and Professional Development
Phone: 404-436-1634
bjacob@lps.org

Vernon Fisher
Supervisor of School Improvement
Phone: 402-436-1645
vfisher@lps.org

or

Gail Bachinski
Phone: 402-436-1581
gbachin@lps.org

---

I. Staff Appraisal (Policy 4960 and Policy Regulations 4960.1 and 4960.2)

The Board of Education requires regular appraisal of certificated and classified employees. Leadership of a comprehensive system of staff appraisal is the responsibility of the Human Resources Division.

All appraisals must be completed using the official appraisal forms approved by Human Resources.

Supervisors reserve the right to observe, appraise or evaluate teachers more frequently than required by policy on an as-needed basis. Teachers are expected to participate constructively and positively in the evaluation process and to accept and implement constructive suggestions and improvement strategies developed by the administration.

All certificated summative appraisals will be reviewed by the appropriate Human Resources adminstrator/supervisor.

Employees will receive a copy of their appraisal document. Official copies will be maintained in the employee's personnel file in Human Resources.

Appraisal of certificated employees is the responsibility of the designated certificated administrator.

The actual appraisal process for certificated employees other than administrators is developed by a joint committee composed of representatives of Lincoln Education Association (LEA) and Lincoln Public Schools. Changes to the appraisal process must be approved by the LEA Board of Directors and the Board of Education, as well as approved by the Nebraska Department of Education.

(See Professional Agreement, Article 7, and the Teacher Appraisal Manual.)

---

J. Employee Records (Policy 4330 and Policy Regulation 4330.1)

Official personnel records shall be maintained by the Human Resources Division according to state and federal laws.

Personnel files shall be available for inspection by the employee in the presence of an administrator, except pre-employment and job promotion materials including confidential references. Any employee shall, upon his or her request, have access to his or her personnel file maintained by the district and shall have the right to attach a written response to any item in such file. An employee may, in writing, authorize any other person to have access to such file. Such authorization shall be honored by the district.

No other person, except school officials engaged in their professional duties, shall be granted access to such file nor should the contents thereof be divulged in any manner to any unauthorized person.

As an administrative practice, no job performance document will be placed in an employee's personnel file without providing the employee the opportunity to review the document and to acknowledge that he/she has read such document by affixing his/her signature and date on the actual document to be filed.

Attorney communications files may also be maintained by the Human Resources Division. These files and the records in them are made and kept for the purpose of facilitating the rendition of professional legal services to the district. Attorney communications files include attorney-client privileged information, or work product of the district and an attorney in furtherance of the rendition of professional legal services, and are not part of employee personnel files.

File maintenance and review

1. The official personnel records of all employees shall be maintained by the district Human Resources Division.
2. An employee's personnel file may contain an application and supporting documentation, personnel action forms, evaluative materials, contracts, and other documents as determined by the Associate Superintendent for Human Resources or designee.
3. Determination of what becomes or remains part of the personnel file is the responsibility of the Associate Superintendent of Human Resources or designee.
4. An employee or authorized representative can only review his/her personnel file by scheduling an appointment with an administrator or supervisor in the Human Resources Division.
5. After reviewing the personnel file, the employee will date and sign the folder to indicate the date of the review.
6. A teacher, administrator, or other employee shall have the opportunity upon request to review the employee's personnel file and to attach a response to any item in the personnel file.
7. Anonymous letters, materials and/or records of anonymous phone calls shall not be placed in an employee's file.
8. The district will maintain other employee records as necessary to conduct business and comply with all state and federal rules, regulations and laws. These records are only available for review by designated administrators and supervisors. Examples of these records may include medical records, background checks, Employment Eligibility Verifications (I-9) form, and payroll records.

---

K. Contract Termination, Cancellation or Non-Renewal (Policy Regulation 4400.2)

Contract terminations, cancellations and non-renewals of certificated employees as defined by state law will be in accordance with procedures set forth in statute and the negotiated agreement.

Supervisors shall notify the appropriate Human Resources supervisor about certificated employees with performance deficiencies or inappropriate behaviors at the earliest opportunity.

The Associate Superintendent for Human Resources or designee recommends contract terminations, cancellations, or non-renewals to the Superintendent and the Board of Education for approval.

---

L. Resignation (Policy Regulation 4400.1)

Staff members who wish to resign from the Lincoln Public Schools must complete the appropriate form or a letter of resignation and submit it to the Human Resources Office.

The district may refuse to accept the resignation of a certificated employee, including a resignation given mid-year and a resignation given for the following school year after April 15 or after execution of a contract or renewal letter.

---

M. Substitute Teachers

All arrangements for substitute teachers must be made through SubFinder. Teachers are not allowed to secure the services of any substitute teacher, or to make arrangements for the pay thereof. Such matters are strictly within the direction of the Board of Education. Substitutes will be attained through the SubFinder system supervised by the Human Resources Division.