​​​​​5.11.5 Recruitment and Hiring of Teachers​​

The recruitment and hiring of teachers is the responsibility of the principal. Before hiring any applicant, the principal must:

• Identify the values​ and beliefs of the applicant and his or her compatibility with the role of a teacher in a Catholic school (see the Suggested Interview Questions Related to Catholic Identity​)

• Examine the​ appl​ic​ant'​s background to verify academic preparation and teaching experience required for the position in question

• Obtain and give careful consideration to recommendations of previous principals

• Consult with the pastor as needed for his operational responsibility
  

• Ascertain from referen​ces and other sources the nature of the applicant's personal convictions, lifestyle, and behavior patterns

• Check the Safe Environment Platform​ (SEP) database for any previous archdiocesan employment or call the Fingerprinting Department ​at 213-637-7411

• Confirm the teacher completes and clears the fing​erprinting process before the teacher begins his or her assignment

While Catholic candidates are ordinarily preferred, teachers of other faiths who accept the Catholic identity of the school and who themselves are committed to the religious education of youth may be considered (see Equal Employ​ment Opportunity).​​​ In both the teacher's professional and private life, the teacher is expected to model and promote behavior​ in conformity to the teachings of the Roman Catholic Church in matters of faith and morals. Anyone hired to teach religion, whether part-time or full-time, must be a Roman Catholic in good standing and currently participating in the sacramental life of the Church.

In high schools, before an applicant for the position of vice principal, business manager, religion teacher or campus minister is offered an agreement, the principal must consult with the regional or assistant regional superintendent in the Department of Catholic Schools. 

All employees must be entered into the SEP database.

5.11.5.1 Non-Degreed Educators

Transitional kindergarten teachers through 12th grade teachers, including substitute teachers, are expected to have at least a bachelor's degree or equivalent. Under certain exceptional circumstances, non-degreed educators who teach may be hired with the approval of the Department of Catholic Schools​. These educator positions must be classified as non-exempt. Furthermore, the employment of non-degreed educators shall be conditioned on acceptable progress toward a degree or other requirements as determined by the school in consultation with the Department of Catholic Schools. The Educator Agreement Full-time Non-Exempt​ must be used. Non-degreed educators may be assigned to classroom teaching in transitional kindergarten, kindergarten, or non-core elementary or high school subject areas only and may not hold any administrative position within the school, including that of a departmental chairperson.  Non-degreed educators who are independent contractors (e.g., they teach music, PE, or technology) can be paid in accordance with the professional services/contractor agreement.

5.11.5.2 Substitute Teachers

A substitute teacher is normally hired to work for a specific period to fill in for an absent employee or for a position vacated during the school term. Substitute teachers are considered tempo​rary employees and are not eligible for benefits except as required by law (such as sick time and workers' compensation). All substitute teachers must be cleared by the Department of Justice/FBI and be VIRTUS® trained​.  For a long-term substitute, a teacher's agreement modified to fit the terms and conditions of the assignment must be signed.  If substitute teachers are paid on a per diem basis they do not qualify as exempt employees.  See Guidelines for Paying a Flat or Piece Rate to Employees.  Substitute teachers who are independent contractors can be paid in accordance with the agreement that is reached with the teacher/contractor.

7-1-2021​, 6-1-2023, 5-15-2024​