School Board Report

By Broadus Schools Superintendent Jim Hansen

I am recycling some of this report from a few years ago, but since the district will more than likely be hiring numerous staff over the next few years, I thought it would be appropriate to discuss the districts hiring practices. There is a common misconception that school districts must advertise all job vacancies. This may be a requirement in some school districts if their collective bargaining agreement has provisions requiring them to advertise positions either internally or externally. In most instances, Broadus Public Schools has had a practice of adverting job vacancies. No matter the practice schools are required to comply with Montana’s Governmental Code of Fair Practices which requires schools to “recruit, appoint, assign, train, evaluate, and promote personnel on the basis of merit and qualifications without regard to race, color, religion, creed, political ideas, sex, age, marital status, physical or mental disability, or national origin.

Perspective employees should have access to a job description. A job description is usually given to candidates along with the district application. School districts are required to have policies that delineate job responsibilities. Compiling of job descriptions was one of the first items that I completed as superintendent. Job descriptions can be a reference point in performance evaluations by denoting the essential functions of the job, and they could protect the district in the event of a later claim against the district.

Broadus Public Schools does not have a defined policy on who will conduct employment interviews. Most of our interview committees consist of one or two administrators, a board member, and possibly another staff member. Due to the fact we have various individuals conducting interviews it is important to be avoid potential pitfalls. First, all candidates should be asked the same questions. Secondly, informal conversations regarding family, children, marital status, religion, and health could lead to possible claims of discrimination. Although, all candidates should be asked if they can perform the essential functions of the job, which should be included in the job description.

Your school district does not have a policy of requiring a pre-employment drug or psychological tests. However, in 2016 we instituted a pre-employment physical fitness tests for custodians, food service, and maintenance personnel. The district extends a conditional offer of employment pending a successful physical for these positions. Additionally, we do require all employees to submit to a criminal background check. If the district has not received the results of the background check or pre-employment physical, trustees should make a motion to approve the hiring pending satisfactory completion.

Hiring and retaining good employees is one of our most important duties. It is important as administrators and board members that we discuss and understand our employment practices so we can continue to provide a quality education to the students of Powder River County.