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Santa Clara USD |  BP  4000  Personnel

Concept And Roles   

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The Governing Board recognizes that the success of district students and programs hinges on effective personnel. The Board desires to establish safe and supportive working conditions that will attract and retain staff members who are highly qualified and dedicated to the education and welfare of students. The district's personnel policies and related regulations shall be designed to ensure a supportive, positive climate and shall be consistent with collective bargaining agreements and in conformance with state and federal law and regulations.

As the legal representative of the district in negotiations with employee representatives, the Board shall set goals and guidelines for collective bargaining, maintain communications during the bargaining process, and adopt the negotiated contract. Terms and conditions of employment which have been negotiated and stated in employee contracts shall have the force of policy. The Board shall hear employee complaints and appeals when such hearings are in accordance with Board policy or negotiated agreements. The Board shall also adopt wage and salary schedules and shall commit budget funds for staff development so that staff members may continue developing their skills.

(cf. 4141/4241 - Collective Bargaining Agreement)

(cf. 4143/4243 - Negotiations/Consultation)

(cf. 4144/4244/4344 - Complaints)

(cf. 4231 - Staff Development)

(cf. 4331 - Staff Development)

(cf. 9000 - Role of the Board)

The Superintendent has primary responsibility for overseeing the district's personnel system. The Superintendent shall nominate all personnel for employment, and the Board shall consider for approval only those persons so recommended. Individuals who approach Board members regarding prospective employment shall be referred to the Superintendent or designee.

Process for Creation of New District Office Positions

The Board desires appropriate staffing at all levels of the organization. Prudent and well-planned expansion protects our students from disruption of service and our employees from unnecessary future reductions. Proposed new positions within the district office must be subject to thorough research, value driven, and vetted by multiple layers of management before reaching the Board.

1. The Superintendent or designee shall ensure the following steps are followed and documented in the creation of a new District Office position proposal:

a. Discussion item;

b. Planning item;

c. Action Item.

2. Presentation to the Board of Trustees about proposed new position will include:

a. The administrative employee requesting the new position.

b. Identified need and/or resource gap, as well as existing staff efficiencies and levels.

c. Measurable relationships of new position to major goal attainment of the district.

d. Job description:

* Title

* Tasks

* Responsibilities

* Organization Chart Assignment

* Education Experience

e. Value of investment, identifying the short and long-term total costs of the new position and whether it is within current departmental budget. Other options and their costs must also be presented.

f. The request must be anchored to strategic priorities of the district, with an explanation of the targeted and quantifiable outcomes.

g. Commentary and reasons for recommendations from the Superintendent, appropriate Assistant Superintendent, and any other relevant parties.

(cf. 4030 - Nondiscrimination in Employment)

(cf. 4111 - Recruitment and Selection)

(cf. 4211 - Recruitment and Selection)

(cf. 4311 - Recruitment and Selection)

The Superintendent or designee shall assign and supervise the work of all employees and shall evaluate their work in accordance with effective accountability systems approved by the Board. The Superintendent or designee also shall recommend disciplinary action which the Board may take against employees when warranted pursuant to Board policy, administrative regulations and/or state or federal law.

(cf. 4115 - Evaluation/Supervision)

(cf. 4118 - Suspension/Disciplinary Action)

(cf. 4215 - Evaluation/Supervision)

(cf. 4218 - Dismissal/Suspension/Disciplinary Action)

(cf. 4315 - Evaluation/Supervision)

The Board recognizes that every employee has a stake in the district's successful operation. The Board encourages all district employees to express their ideas, concerns and proposals related to the improvement of working conditions and the total educational program. The Superintendent or designee shall establish procedures whereby he/she will receive and consider employee suggestions and submit them, when appropriate, for consideration by the Board.

Legal Reference:


35020 Duties of employees fixed by governing board

35035 Powers and duties of superintendent

35160 Powers of governing board


3540-3549.3 Public education employer-employee relations


adopted: August 22, 2013 Santa Clara, California

revised: October 10, 2019