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RFP Guidelines
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An RFP is required when:
A vacancy needs to be filled due to an employee resignation or transfer
Requesting an increase in hours or calendar days
Requesting a decrease in hours or calendar days on a vacant position before it is
refilled
Changing a job title on a position
Changing an employee’s site (i.e. Special Education Aide, Custodian or Cook)
Hiring someone to do EXTRA work who will receive substitute pay for the
duration of their temporary employment. (Temporary LT Subs; Tutors/Aides)
An EWA is required when:
Hiring someone to do extra work.
Person receives substitute pay for the duration of the temporary employment
(Temp, LT Sub, Tutors/Aides). Temporary positions, like LT subs, clerical,
technical, office, etc require a funding string that is created by payroll.
Sites must obtain the appropriate funding strings from payroll before creating
Request for Personnel (RFP) Forms
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Adobe (writeable) is required to use the RFP form
RFPs must be completed, and include:
If request is “In-House ONLY”, or open to all applicants
All pertinent position details, i.e. work site, duty hours/days
A 36-digit funding string (“District” is not acceptable)
Growths RFP: In addition to the items above, a job
description and justification must accompany the
RFP.
Incomplete RFPs will be returned to the requestor
RFP Process
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Submit RFP via email to the HR Coordinator:
Classified to Rosa Romero / Certificated to Leisha Berry
HR Coordinator (Rosa/Leisha) obtains approvals from:
Site Supervisor
Budget/Finance
Overseeing Asst. Superintendent
Superintendent’s Cabinet (meets once a week)
This step may take up to 10 days - allow as much time as possible
HR Coordinators prepare list of RFPs for cabinet approval each Thursday
by 10:00 a.m.
RFPs received prior to the deadline will undergo the approval process
above and be added to the cabinet approval list prepared the following
week.
If approved by Cabinet - RFP will be processed by HR
When jobs close, the requesting site/dept will receive an email from EdJoin with a link to
view applications.
If denied by Cabinet - HR Coordinator will notify requesting
site/department
Guidelines for Conducting Interviews
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The following guidelines provide an overview of the hiring process which is available on the HR webpage under “Resources for
Administrators.” It is incumbent on each site administrator and department head to read the information on the HR webpage and ensure the hiring practices in all sites and departments are compliant.
A step by step interview process and forms are available online at the District Website www.centralunified.org Human Resources
> Resources for Administrators (login required) > Hiring Process.
Each administrator should become familiar with legally compliant practices to ensure non-discrimination in the hiring process, in
particular concerning what types of questions are appropriate to ask and which areas of inquiry should be eliminated from the interview process.
When scheduling interviews, keep in mind that the Board of Trustees meets on the second and fourth Tuesday of the month. Personnel Reports for Board approval are submitted the week prior to Board meeting dates, therefore new hire forms must be
submitted to HR with these time frames in mind.
The administrator in charge of an interview event should stress confidentiality of the interview process with the panel, including
requiring each panel member to sign the confidentiality agreement.
Each interview and hiring event should follow district procedures and use district forms consistently.
At the conclusion of the interview process, all interview materials must be collected and batch filed in a manila folder. Maintain batch filed records, including notes and rating sheets, of each individual hiring event for two years at the site or
department.
Inform all applicants either by phone or letter of their status at the conclusion of an interview. Human Resources makes all job offers for full time employees (6 or more hours);
Inform successful applicants for full time positions (6 or more hours) that they will be recommended to HR for a final interview.
Never tell a candidate you are offering them a position.
Completed new hire and reference forms for your successful applicant must be emailed to [email protected]. Once
new hire and reference forms are received, HR will conduct a final interview for all full time employees (except for lateral transfers) and make a determination whether or not the applicant will be given an offer of employment and recommended for Board approval.
Interview & Hiring
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All current employees MUST receive an interview.
Prior to interviews email INH Form including:
Names of candidates and selection panel members (3-minimum)
Date and times of interviews
The following hiring protocol is effective immediately:
Once top candidates are selected:
Site Supervisor/Director will meet top candidate to approve final
recommendation prior to submitting new hire paperwork to HR
If approved – Site Supervisor/Director will submit new hire forms to HR
(
[email protected]
) indicating approval. If candidate is a current
employee – work with supervisor of old job to determine START date and enter
that date on form before submitting forms
HR will schedule a Guiding Principles project meeting
Approved candidates will be presented for Board approval.
