Administrative​ ​Procedure​ ​401

FAIR​ ​HIRING​ ​PRACTICE Background The​ ​district​ ​believes​ ​that​ ​the​ ​quality​ ​of​ ​its​ ​education​ ​programs​ ​is​ ​directly​ ​related​ ​to​ ​the​ ​calibre​ ​of its​ ​teaching,​ ​administrative​ ​and​ ​support​ ​staff.​ ​The​ ​district​ ​will​ ​ensure​ ​that​ ​its​ ​recruitment​ ​and selection​ ​procedures​ ​are​ ​designed​ ​to​ ​secure​ ​the​ ​best​ ​possible​ ​personnel​ ​who​ ​will​ ​foster​ ​the district’s​ ​short-term​ ​and​ ​long-term​ ​goals​ ​of​ ​excellence​ ​in​ ​public​ ​education. Hiring​ ​processes​ ​will​ ​reflect​ ​the​ ​provisions​ ​of​ ​government​ ​legislation,​ ​applicable​ ​collective agreements​ ​and​ ​Board​ ​policies​ ​and​ ​district​ ​administrative​ ​procedures.​ ​The​ ​district​ ​recruitment and​ ​selection​ ​process​ ​will​ ​integrate​ ​the​ ​principles​ ​of​ ​employment​ ​equity. The​ ​district’s​ ​commitment​ ​to​ ​fair​ ​hiring​ ​will​ ​be​ ​reflected​ ​in​ ​practices​ ​relating​ ​to​ ​the​ ​engagement of​ ​full-time,​ ​term,​ ​part-time​ ​and​ ​casual​ ​or​ ​substitute​ ​employees. Procedures 1. Principles​ ​of​ ​Fairness 1.1

Accountability:​ ​All​ ​persons​ ​who​ ​are​ ​authorized​ ​to​ ​represent​ ​the​ ​district​ ​in​ ​hiring processes,​ ​as​ ​agents​ ​of​ ​the​ ​district,​ ​are​ ​governed​ ​by​ ​the​ ​procedures​ ​of​ ​the​ ​district, and​ ​are​ ​accountable​ ​to​ ​the​ ​chief​ ​superintendent.

1.2

Confidentiality:​ ​All​ ​persons​ ​involved​ ​in​ ​hiring​ ​processes​ ​are​ ​responsible​ ​for​ ​ensuring that​ ​information​ ​concerning​ ​candidates,​ ​which​ ​is​ ​acquired​ ​during​ ​the​ ​hiring​ ​process, is​ ​held​ ​in​ ​strict​ ​confidence​ ​and​ ​is​ ​shared​ ​only​ ​with​ ​the​ ​appropriate​ ​staff​ ​and​ ​resource persons.​ ​All​ ​documents​ ​relating​ ​to​ ​employment,​ ​including​ ​the​ ​application​ ​itself,​ ​are confidential​ ​documents.​ ​No​ ​public​ ​discussion​ ​will​ ​take​ ​place​ ​during​ ​a​ ​meeting​ ​that may​ ​divulge​ ​any​ ​personal​ ​matter​ ​concerning​ ​any​ ​candidate.

1.3

Competency:​ ​Those​ ​who​ ​represent​ ​the​ ​district​ ​in​ ​employee​ ​selection​ ​processes​ ​must have​ ​the​ ​knowledge​ ​and​ ​skills​ ​necessary​ ​to​ ​make​ ​defensible​ ​recommendations. Those​ ​responsible​ ​for​ ​preparing​ ​advertisements,​ ​screening,​ ​interviewing,​ ​testing​ ​and conducting​ ​reference​ ​checks​ ​must​ ​have​ ​a​ ​clear​ ​understanding​ ​of​ ​job​ ​requirements and​ ​ensure​ ​that​ ​applicants​ ​are​ ​treated​ ​consistently.

1.4

Impartiality:​ ​Candidates​ ​for​ ​employment​ ​with​ ​the​ ​district​ ​are​ ​entitled​ ​to​ ​a​ ​hiring process​ ​that​ ​is​ ​conducted​ ​by​ ​unbiased​ ​people.​ ​Selection​ ​committee​ ​members​ ​have an​ ​obligation​ ​to​ ​disqualify​ ​themselves​ ​as​ ​participants​ ​in​ ​a​ ​hiring​ ​process​ ​if​ ​their objectivity​ ​may​ ​be​ ​compromised​ ​for​ ​any​ ​reason​ ​including​ ​the​ ​fact​ ​that​ ​a​ ​candidate may​ ​be​ ​a​ ​relative.

1.5

Consistency:​ ​Consistency​ ​will​ ​be​ ​provided​ ​in​ ​the​ ​recruitment​ ​and​ ​selection​ ​process including:

Calgary​ ​Roman​ ​Catholic​ ​Separate​ ​School​ ​District​ ​No.​ ​1 Administrative​ ​Procedures​ ​Manual

April​ ​2016 Page​ ​1​ ​of​ ​3

1.5.1

Consistent​ ​use​ ​of​ ​selection​ ​criteria​ ​and​ ​weighting​ ​for​ ​similar​ ​jobs;

1.5.2

Consistency​ ​in​ ​the​ ​procedures​ ​applied​ ​to​ ​applicants​ ​in​ ​a​ ​competition;​ ​and

1.5.3

Consistency​ ​in​ ​the​ ​way​ ​in​ ​which​ ​applicants​ ​are​ ​treated​ ​in​ ​interviews.

1.6

Accessibility​ ​of​ ​information:​ ​The​ ​district​ ​will​ ​strive​ ​to​ ​ensure​ ​that​ ​the​ ​public​ ​and present​ ​employees​ ​(subject​ ​to​ ​provisions​ ​of​ ​collective​ ​agreements)​ ​will​ ​have reasonable​ ​access​ ​to​ ​information​ ​about​ ​employment​ ​opportunities​ ​with​ ​the​ ​district. Depending​ ​on​ ​the​ ​nature​ ​of​ ​the​ ​position,​ ​notices​ ​may​ ​be​ ​published​ ​through newspapers,​ ​bulletin​ ​board​ ​postings,​ ​direct​ ​mail,​ ​by​ ​electronic​ ​means,​ ​or​ ​through​ ​the services​ ​of​ ​Human​ ​Resources​ ​personnel.​ ​Copies​ ​of​ ​job​ ​descriptions​ ​will​ ​be​ ​available to​ ​candidates​ ​on​ ​request.

1.7

Continuity​ ​in​ ​human​ ​resources​ ​management:​ ​The​ ​employee​ ​selection​ ​process​ ​is considered​ ​to​ ​be​ ​the​ ​first​ ​step​ ​in​ ​an​ ​ongoing​ ​human​ ​resources​ ​relationship.​ ​In​ ​order to​ ​ensure​ ​that​ ​this​ ​relationship​ ​be​ ​founded​ ​on​ ​mutual​ ​understandings​ ​that​ ​will continue​ ​to​ ​develop​ ​in​ ​the​ ​workplace,​ ​it​ ​is​ ​important​ ​that​ ​where​ ​possible​ ​the supervisor​ ​who​ ​will​ ​be​ ​responsible​ ​for​ ​on-the-job​ ​evaluation​ ​of​ ​the​ ​employee​ ​is included​ ​in​ ​the​ ​hiring​ ​process.

2. Components​ ​of​ ​hiring​ ​process​ ​in​ ​assessing​ ​suitability​ ​for​ ​employment 2.1

Components​ ​of​ ​the​ ​hiring​ ​process​ ​in​ ​assessing​ ​suitability​ ​for​ ​employment​ ​will incorporate​ ​the​ ​provisions​ ​of​ ​the​ ​employment​ ​equity​ ​administrative​ ​procedure​ ​and programs​ ​of​ ​the​ ​district.

2.2

The​ ​selection​ ​of​ ​individuals​ ​for​ ​employment​ ​with​ ​the​ ​district​ ​is​ ​based​ ​on​ ​ability​ ​and qualifications,​ ​assessed​ ​through​ ​some​ ​or​ ​all​ ​of​ ​the​ ​following​ ​components:

2.3

2.2.1

Letters​ ​of​ ​application​ ​and​ ​resumé;

2.2.2

On-the-job​ ​experience​ ​and​ ​performance​ ​evaluations​ ​(existing​ ​employees);

2.2.3

Employment​ ​history;

2.2.4

Results​ ​of​ ​tests​ ​and​ ​other​ ​job-related​ ​assessment​ ​techniques;

2.2.5

Interview​ ​evaluations;

2.2.6

Reference​ ​checks.

Criminal​ ​record​ ​and​ ​security​ ​checks:​ ​ ​The​ ​district​ ​reserves​ ​the​ ​right​ ​to​ ​disqualify candidates​ ​whose​ ​history​ ​includes​ ​evidence​ ​that​ ​they​ ​are​ ​unsuitable​ ​for​ ​employment in​ ​an​ ​educational​ ​environment.

3. Hiring​ ​Team 3.1

Hiring​ ​team​ ​composition:​ ​The​ ​superintendent,​ ​human​ ​resources​ ​or​ ​designate​ ​will identify​ ​a​ ​hiring​ ​team​ ​for​ ​each​ ​competition.

Approval​ ​Date: Reference:

April​ ​12,​ ​2016 School​ ​Act​,​ ​Section​ ​20,​ ​60,​ ​61,​ ​113 Alberta​ ​Human​ ​Rights​ ​Act Child,​ ​Youth​ ​and​ ​Family​ ​Enhancement​ ​Act

Calgary​ ​Roman​ ​Catholic​ ​Separate​ ​School​ ​District​ ​No.​ ​1 Administrative​ ​Procedures​ ​Manual

April​ ​2016 Page​ ​2​ ​of​ ​3

Employment​ ​Standards​ ​Code Freedom​ ​of​ ​Information​ ​and​ ​Protection​ ​of​ ​Privacy​ ​Act Labor​ ​Relations​ ​Code Personal​ ​Information​ ​Protection​ ​Act Teaching​ ​Profession​ ​Act Constitution​ ​Act​ ​(Canadian​ ​Charter​ ​of​ ​Rights​ ​and​ ​Freedoms) Controlled​ ​Drugs​ ​and​ ​Substances​ ​Act Criminal​ ​Code Criminal​ ​Records​ ​Act Food​ ​and​ ​Drugs​ ​Act 

Calgary​ ​Roman​ ​Catholic​ ​Separate​ ​School​ ​District​ ​No.​ ​1 Administrative​ ​Procedures​ ​Manual

April​ ​2016 Page​ ​3​ ​of​ ​3

fair hiring practice

Apr 12, 2016 - selection procedures are designed to secure the best possible ... agreements and Board policies and district administrative procedures. ... that information concerning candidates, which is acquired during the hiring process, ... Criminal record and security checks: The district reserves the right to disqualify.

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