District personnel staff gave the board a structured overview of hiring steps for civil-service and instructional positions, and described a new HELPS program that can allow provisional hiring in some competitive civil-service titles without immediate exam completion.

“On the backside of that, there’s non-competitive positions...we really can hire anybody,” a personnel administrator explained, summarizing internal posting, canvassing certified lists, screening interviews and committee demo lessons as part of the standard process. They said background fingerprinting and reference checks are used and that committees and administrators collaborate on final recommendations brought to the board.

Board members pressed whether the district could or should validate past employment beyond a candidate-provided reference list and what legal liability that might create. Several members said a standardized set of reference questions or requirements for prior-employer contacts might improve hiring decisions; administrators cautioned many employers now limit references to name and employment dates due to liability concerns and recommended legal advice before changing practice.

On athletics, the board heard that coaching certifications are tiered: certified PE teachers need CPR/AED/first-aid and concussion training; certified teachers have additional philosophy course requirements; noncertified coaches must complete temporary approvals and coursework and be tracked. The district acknowledged a certification-gap discovery for cheerleading when the sport’s safety course and an annual update were not broadly communicated; administration said it is coordinating with BOCES and the athletic section to close the knowledge gap and improve preseason certification tracking.

Board members requested a March follow-up with the athletic director to report on how certification gaps were closed and asked the administration to consult legal counsel about reference-check liabilities before adopting new policy.