Hiring and developing great staff is very important to us! We believe having the very best people in front of students, regardless of their role, is the most important thing we do. The Medford School District has a well-defined hiring policy, which we use for all jobs and job applicants.
Equal Employment Opportunity
Equal employment opportunity and treatment shall be practiced by the district regardless of race, color, religion, gender, sexual orientation, national origin, marital status, age, veterans’ status, genetic information and disability if the employee, with or without reasonable accommodation, is able to perform the essential functions of the position.
Criminal Records Checks and Fingerprinting
In a continuing effort to ensure the safety and welfare of students and staff, the district requires all newly hired full-time and part-time employees not requiring licensure to undergo a criminal records check and/or fingerprinting. Other individuals, as determined by the district, that will have direct, unsupervised contact with students shall submit to criminal records checks and/or fingerprinting, as required by law.
An individual shall be subject to fingerprinting only after acceptance of an offer of employment or contract. The district shall not begin the employment of a subject individual or terms of a district contractor before the return and disposition of the required criminal records checks.
A subject individual who has been convicted of any crimes prohibiting employment or contract will be terminated and/or will not be employed or contracted. A subject individual, who fails to disclose the presence of convictions that would not otherwise prohibit employment or contract with the district as provided by law, will not be employed or contracted with by the district. A subject individual who knowingly made a false Criminal History Records Check and fingerprinting statement as to the conviction of any crime, will not be employed or contracted with the district.
Fees associated with a criminal records check and/or fingerprinting may be charged.
Oregon’s Veterans’ Preference Law requires the district to grant a preference to qualified and eligible veterans and disabled veterans at each stage in the hiring and promotion process. To be qualified for veterans’ preference, a veteran or disabled veteran must meet the minimum and any other special qualifications required for the position sought. To be eligible for veterans’ preference, a veteran or disabled veteran must provide certification that they are a veteran or disabled veteran as defined by Oregon law.
The district is not obligated to hire or promote a qualified and eligible veteran or disabled veteran. The district is obligated to interview all minimally qualified veterans or disabled veterans and to hire or promote a qualified or eligible veteran or disabled veteran if he or she is equal to or better than the top candidate after the veterans’ preference has been applied.
A veteran may submit a written request to the district for an explanation of the reasons why they were not selected for the position. The district shall provide the reasons for not selecting the candidate when requested.
Once an offer of employment has been made to an applicant, he or she is responsible for the completion of all employment contingencies for each offered position. Failure to properly complete employment contingencies may result in the withdrawal of an employment offer or the loss of position with the District.
Employment contingencies are monitored for completion by the Human Resources office and include, but are not limited to:
- Any newly hired individual, whether full-time or part-time, and not requiring licensure as a teacher, administrator, personnel specialist, or school nurse, shall be required to undergo a nationwide criminal background check and fingerprinting. (Individuals applying for reinstatement of an Oregon license with the Teacher Standards and Practices Commission (TSPC) that has lapsed for more than three years shall be required to undergo a nationwide criminal background check and fingerprinting with TSPC.).
- Pre-employment drug and alcohol screening.
- Completion of New Hire Orientation.
- Completion of SafeSchools new employment trainings.
- Board approval, when applicable.
- Provision of official transcripts, licensure, and or other certification(s) required for the position being offered.