A systematic process for the employment of personnel shall be used which will provide for the selection of the best candidate for each position and will treat each applicant equally. The Superintendent, or his designee, will establish an interview committee for each full-time vacant position.

A position opening announcement is made for all full-time position openings. The announcement of position openings is made by the Director of Human Resources and Compliance. The position opening announcement includes a summary of the job description for the position, instructions for applying for the position and the time frame within which applications/resumes will be accepted for the position. These must be submitted either electronically, by U.S. mail, or in person and must be received in the Human Resources Department before the posting period ends. Each application/resume not received electronically will be date stamped by the person receiving the application/resume and initialed by that person, and will forward immediately to the Director of Human Resources and Compliance.

Each application and resume will be screened and considered by the Director of Human Resources and Compliance and the appropriate Department Head with the selection committee appointed to determine which applicants may go forward in the selection process to the interview stage. The individuals selected for the interview stage are those whose qualifications most closely match the qualifications identified on the job description. All applications/resumes for a specific position will be screened using the same criteria and the same interview questions. Following the first round of interviews, candidate(s) are selected for a final interview with the Superintendent and/or the Superintendent’s designee. Upon the Superintendent’s approval of the results of the final interview, the Superintendent will recommend a candidate to the Board of Education who will then make the decision to offer or not offer a contract of employment.

After the Board makes an offer of employment to one individual, and the offer is accepted, each applicant will be notified verbally or in writing as to the decision of the Board. Upon recommendation of the Superintendent, the Board may appoint district employees to a vacant position or advertise vacant positions In-House only.

The Board will establish an interview committee for employment of a Superintendent.

No person shall be employed as a regular full-time or regular part-time employee by Northeast Tech unless he/she is recommended for employment by the Superintendent or the Superintendent’s designee and approved by the Board of Education at a regular or special Board Meeting. The Superintendent or assigned employee will verify and confirm felony record searches and background checks on all new employees.

Northeast Tech shall comply with all applicable federal and state laws and regulations governing the employment of personnel. It is the policy of the Board of Education that no individual who is related to a member of the Board of Education within the second degree of consanguinity or affinity shall be employed with the district in any capacity.

Nepotism, Employment of Relatives and Personal Relationships

Northeast Tech wants to ensure that district practices do not create situations such as conflict of interest or favoritism. This extends to practices that involve employee hiring, promotion and transfer. Close relatives, partners, those in a dating relationship or members of the same household are not permitted to be in positions that have a reporting responsibility to each other. Close relatives are defined as husband, wife, domestic partner, father, mother, father-in-law, mother-in law, grandfather, grandmother, son, son-in-law, daughter, daughter-in law, uncle, aunt, nephew, niece, brother, sister, brother-in-law, sister-in-law, step relatives, cousins and spouses or domestic partners of the above-named relatives.

If employees begin a dating relationship or become relatives, partners or members of the same household, and if one party is in a supervisory position, that person is required to inform Administration and Human Resources of the relationship.

NT reserves the right to apply this policy to situations where there is a conflict or the potential for conflict because of the relationship between employees, even if there is no direct-reporting relationship or authority involved.

Approved by the Board of Education - August 20, 2001
Amended on 08/06/07
Amended 02/8/2016
Amended September 14, 2020
Amended November 9, 2020
Amended February 12, 2024