Teacher Hiring Checklist

Specify grade band, subject, and the required state credential (e.g., Multiple Subject, Single Subject Math, Education Specialist Mild/Moderate). List EL authorization (CLAD/BCLAD or state equivalent) where applicable. Include FLSA classification, salary schedule range, and bargaining-unit assignment.

Post simultaneously on EdJoin (or SchoolSpring/state job board), the district site, and the applicant tracking system (Frontline Recruit, AppliTrack, or TalentEd). Confirm the EEO statement is on the posting; missing it triggers OCR audit findings.

Filter on credential held vs. credential needed first — out-of-state applicants without reciprocity will need an emergency or provisional permit and that adds weeks. Flag any gap-year resumes for follow-up rather than auto-rejecting.

Use a structured phone screen (15-20 min) covering credential status, classroom management philosophy, and earliest available start date. Document responses on the standard rubric so the panel interview team has consistent input.

Panel should include the principal, a grade-level or department lead, and a parent or community representative where required by board policy. Demo lesson topic given 48 hours in advance; provide standards reference and target grade level.

Score on the district rubric immediately after each candidate; calibrate as a panel before discussing. Avoid hallway-conversation impressions driving the decision — they don't survive an EEOC challenge if a non-selected candidate files.

Look up the credential directly through the state commission (CTC for California, TEA for Texas, etc.) — do not rely on the candidate's screenshot. Confirm authorization matches the assignment; a Multiple Subject holder cannot teach departmentalized middle-school math without supplemental authorization.

Triggered when no valid credential is on file for the assignment. Submit the permit packet to the state commission with the board-approved hire recommendation, transcripts, and basic-skills evidence. Approval takes 4-8 weeks; do not place the teacher of record without it.

Live Scan or state equivalent. Subsequent-arrest notification must be on file. Cross-check the sex-offender registry separately — fingerprint clearance does not always include it. Candidate cannot be alone with students until clearance returns.

TB risk assessment within last 60 days (state-specific). Collect any required immunization record. ADA accommodation requests should be routed to HR, not handled at the school site.

Most certificated hires require board action on the consent agenda. Confirm the next regular board meeting falls before the desired start date — special meetings cost staff time and can be avoided with planning. Personnel matters discussed in closed session.

Conditional on board approval, fingerprint clearance, valid credential or permit, and TB clearance. Letter states salary placement, FTE, work calendar, and reporting site. Set a 5-business-day acceptance deadline.

Step placement based on verified prior teaching years (transcripts and prior-employer letters required); column placement based on units beyond the bachelor's. Errors here are grievable under most certificated CBAs and create back-pay liability.

I-9 must be completed within 3 business days of start. State teacher retirement enrollment (CalSTRS, TRS, PSRS) is automatic but member election forms still required. Direct deposit, beneficiary designations, and benefits open enrollment all collected here.

Required modules typically include: mandated child-abuse reporting, FERPA, sexual harassment prevention, bloodborne pathogens, and suicide prevention (state-specific). Vector Solutions/SafeSchools or equivalent. Completion before first day of student contact; no exceptions for mandated reporter.

District email, SSO, SIS gradebook (PowerSchool, Infinite Campus, Aeries), LMS (Canvas, Schoology, Google Classroom), and any subject-specific platforms. Confirm role-based permissions match assignment — over-provisioned accounts are a FERPA exposure point.