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Recruitment and Selection of Personnel and Criminal History Check Policy 7100

Purpose

The Eastern North Carolina School for the Deaf (ENCSD) Board of Trustees is committed to recruiting and selecting highly qualified personnel to support the academic, residential, and operational needs of its K-12 residential school for students who are Deaf and hard of hearing. This policy establishes procedures for recruitment, selection, and background screening to ensure a safe, effective, and legally compliant workforce.

Policy Statement

ENCSD will recruit and select personnel based on qualifications, experience, and the ability to meet the needs of students and the school.  All offers of employment are contingent upon the successful completion of a criminal history background check and other pre-employment screening required by law or Board policy.

The HR Director, as a direct report to the Board of Trustees, is responsible for overseeing recruitment, selection, and criminal history checks, ensuring that all hiring decisions comply with applicable law and ENCSD policies.  The HR director will keep the Board informed of recruitment efforts and any significant staffing matters.

Recruitment and Selection Procedures

  1. Vacancy Announcements
    • All vacancies shall be publicly posted to ensure broad access to qualified candidates.
    • Announcements will include the job description, qualifications, application procedures, and any special requirements.
  2. Application Review and Screening
    • The HR Director or designee shall review applications to ensure minimum qualifications are met.
    • Candidates may be screened through interviews, reference checks, and skills assessments as appropriate.
  3. Selection
    • The HR Director, in consultation with relevant school administrators, will recommend the most qualified candidates to the Superintendent for final approval before going to the Board.
    • Selection decisions shall be based on merit, experience, qualifications, and the ability to meet the needs of ENCSD students.

Criminal History Check

  1. Requirement
    • All applicants offered employment must undergo a criminal history check through the FBI and SBI, consistent with North Carolina law and Board policy.
    • Offers of employment are contingent upon satisfactory completion of these checks.
  2. Review of Results
    • The HR Director will review criminal history results to determine employment eligibility.
    • Convictions, charges, or other information that may indicate unsuitability to work with students must be carefully evaluated in accordance with law.
  3. Confidentiality
    • Criminal history results are confidential and will be shared only with personnel responsible for making employment decisions, under the oversight of the HR Director.

Special Considerations for ENCSD

Because ENCSD serves students who are deaf and hard of hearing in a residential setting:

  • All personnel must demonstrate the ability to work safely and effectively with students in both academic and residential environments.
  • Additional screening, training, or certification may be required for staff working directly with residential students.

Legal References

  • N.C. Gen. Stat. §115C-325 (Suspension and Dismissal of School Employees)
  • N.C. Gen. Stat. §115C-332 (Employment Background Checks)
  • N.C. Gen. Stat. §115C-307 (Criminal Record Checks for School Employees)
  • Federal Bureau of Investigation (FBI) Criminal Background Check Regulations
  • State Bureau of Investigation (SBI) Criminal Background Check Regulations
Policy