CENTRAL GREENE SCHOOL DISTRICT
Support Personnel
Selection Process

Thank you for your interest in the Central Greene School District. The following procedures are utilized to identify the best possible candidates for available positions.

I.  Application: Each prospective support personnel applicant must have completed and have filed with CGSD all of the following items to be a candidate for employment.

• Non-Teaching Application and Application for Non-Teaching Position
  
  
• Act 34, Request for Criminal Record Check
  • Click here for Directions in regards to Request for Criminal Record Check 
  • https://epatch.state.pa.us
    
    
• Act 151, PA Child Abuse History Clearance
  • Click here for Directions in regards to Pennyslvania Child Abuse History Clearance
  • www.compass.state.pa.us/cwis/public/home
    
    
• Act 168, Commonwealth of PA Sexual Misconduct - Abuse Disclosure Release
  
  
• Act 168 Previous and Current Employment History Form
  
  
• Act 114 FBI Fingerprint Clearance
  
  
• PDE Health Record 

All of the preceding documents must be on file so that the contents may be used as a guide to establish interview priorities.

II.  Initial Interview: Should a candidate be selected for an initial interview, a record of that interview will be prepared by the person(s) conducting the interview. In most cases the building principals and Athletic Director will conduct this initial interview. Each candidate will be evaluated relative to his/her background/experience and other personal attributes.

III. Additional Interviews: The initial interview and documentation submitted by each applicant is used to establish priorities for subsequent interviews. Candidates may be invited back for a second and /or third interview. The number of positions available, the appropriateness of a candidate for a specific position, and other relevant factors are used as a guide during the final selection process. The final interview(s) are conducted by the Superintendent.

IV.  Board Action: The Administration recommends candidates for specific positions to the Board of School Directors. A candidate is officially hired upon approval by the Board at a public meeting.

V.   Future Considerations: Even though a candidate may not secure employment, it is important to remember that the number of positions in relationship to potential candidates is quite low. Therefore, a teaching candidate may have to wait a period of time before successfully acquiring a position. Of course, each year new graduates are added to the pool of potential candidates.

YOUR APPLICATION WILL REMAIN ACTIVE FOR TWO YEARS FROM THE DATE IT IS FILED. NOTIFY THE SUPERINTENDENT’S OFFICE IF YOU WISH TO KEEP IT ACTIVE BEYOND THAT DATE.