Lewisburg Area School District Policies	Printable version
302.1 Employment of Administrators 302.1. EMPLOYMENT OF ADMINISTRATORS The Board places substantial responsibility and authority for the effective management of the district with the administrators who are employed by the Board. The Board shall approve the employment, fix the compensation and establish the term of employment for each administrator employed by the Board. Such approval shall be given to those candidates for employment who meet the requirements of federal and state law and Board policy and, normally, who have been recommended by the Superintendent for promotion or recommendation by the Board as a result of the search process. Any employee's misstatement of fact-material to qualification for employment or the determination of salary shall be considered by the Board to constitute grounds for dismissal. No candidate for employment as an administrator shall receive recommendation for such employment without evidence of his/her certification, if such certification is required. Pre-Employment Requirements The district shall conduct an employment history review in compliance with state law prior to issuing an offer of employment to a candidate. Failure to accurately report required information shall subject the candidate to discipline up to, and including, denial of employment or termination if already hired, and may subject the candidate to civil and criminal penalties. The district may use the information for the purpose of evaluating an applicant’s fitness to be hired or for continued employment and may report the information as permitted by law. A candidate shall not be employed until s/he has complied with the mandatory background check requirements for criminal history and child abuse and the district has evaluated the results of that screening process. Each candidate shall report, on the designated form, arrests and convictions as specified on the form. Candidates shall likewise report arrests and convictions that occur subsequent to initially submitting the form. Failure to accurately report such arrests and convictions may subject the individual to denial of employment, termination if already hired, and/or criminal prosecution. The Superintendent shall develop procedures for the recruitment, screening, and recommendation of candidates for employment in accordance with the following guidelines: 1. S/He shall recruit applicants in accordance with Board policy and state and federal law. 2. S/He shall make known to district personnel the availability of staff vacancies so that they may apply for such positions. 3. S/He may apply such screening procedures as may be necessary to determine the candidate's ability to perform the tasks for which the candidate is being considered. 4. S/He shall seek such recommendations from former employers and others who may be of assistance in assessing the candidate's qualifications. Records of the search shall be retained confidentially and for official use only. References: School Code – 24 P.S. Sec. 108, 111, 111.1, 406, 508, 1089, 1106, 1107, 1109, 1109.2, 1111, 1142-1152, 1201, 1204.1 State Board of Education Regulations – 22 PA Code Sec. 4.4, 8.1 et seq., 14.105, 49.1 et seq., 403.2, 403.4, 403.5 Educator Discipline Act – 24 P.S. Sec. 2070.2 Criminal History Record Information Act – 18 Pa. C.S.A. Sec. 9125 Child Protective Services Law – 23 Pa. C.S.A. Sec. 6301 et seq. No Child Left Behind Act – 20 U.S.C. Sec. 6319, 7801 Americans With Disabilities Act – 42 U.S.C. Sec. 12101 et seq. Board Policy – 000, 104, 113,