As I stated at a board meeting when the OFAC report came out, it was poorly written. This report does not totally spell out everything and allows people to draw their own conclusions based on how it was written. The first item you pointed out talks about the irregularities in the employment process – even though HR was not mentioned by name, that department, as well as other areas play a major part in the employment process. I draw this conclusion as the OFAC sited information listed in a document titled HIRING – Procedures for Recruitment, Hiring, Filling Vacancies and Staffing Requirements. HR is to be notified of a vacancy and is responsible for posting the job (found under District Hiring Practice #1 & 3 on OFAC report). The HR department receives the responses to the postings and screens them for qualifications, credentials, etc (found under District Hiring Practice # 4 on OFAC report). Number 6 of the District Hiring Process states …the recommendation along with the interview evaluation forms and resumes should be sent to HR. What it doesn’t state is what HR is supposed to do with this information once they have it. But ultimately, HR is the one who contacts the candidate to begin the hiring process (found under District Hiring Practice #7 on OFAC report).
Renata’s Response: The problem is yes this is the process, but it was CURCUMVENTED –that’s what a lot of people keep forgetting. If the LEADER goes around the rules then what?? I’ll tell you –you have under qualified, overpaid people put in place and you overlook inhouse capable, ready and qualified staff.
In looking at the qualifications for the positions that both Borge and Kelly were ultimately hired into, neither one of the ladies should have even been interviewed because they each did not meet a number of the qualifications that were indicated in the job posting. So for that, HR did not do its part in screening responses for qualifications, credentials, etc. Had HR determined that neither lady possessed what I feel were the most important areas of the qualifications for the positions prior interviewing them, they would not have had to ask for documentation after the fact because they shouldn’t/wouldn’t have been considered.
Renata’s Response: Again – HR did not interview these two ladies as was noted in the OFAC report and substantiated during the public board meeting held earlier this year. Nor did HR put forth their paperwork to be interview or considered. They were handed the paperwork from the CSA to move forward with HIS selection.
Whereas, BOE Policy 4111 (Recruitment, Selection and Hiring) states The Chief School Administrator shall take steps to verify the academic credentials of any potential candidate for employment, and ensure any degrees cited, academic coursework or credits completed, or titles claimed by an individual have been granted by an accredited institution of higher education; Dr. Bailey was in fact the Interim Superintendent when that policy was amended effective May 19, 2009 Where the same policy also states Therefore, the Chief School Administrator shall have the responsibility of locating and recruiting the best qualified candidates to provide for the identified needs of district pupils. Dr. Bailey might not have held the title of CSA but she was acting in that capacity during the time of the amendment to this policy.
Renata’s Response: That’s just not true. SGIII was in place as of July, 2008.
BOE Policy 4211 (Recruitment, Selection and Hiring) states … C. It shall be the duty of the Director of Human Resources to see that persons nominated for employment shall meet all qualifications established by state or federal law, including the completion of a criminal history check and proof of citizenship or eligible alien status. This policy was adopted May 20, 1997; amended May 19, 2009 and April 13, 2010. What changed in the verbiage from 1997 to 2009, that had to be changed again in 2010? Dr. Bailey was Interim Superintendent when it was amended the first time in 2009.
Renata’s Response: Again -- Dr. Bailey was not the CSA during the time of this policy update. Additionally -- Dr. Bailey has provided evidence that her department sought to obtain the necessary paperwork on these ladies on several occassions, and further this was supported by reports issued by both the OFAC report and the Courier News follow-up story. Additionally, she went on the record to state that she kept the CSA abreast of the status including their certification denial and further provided Board Members with these updates for which soon after she was removed from the meeting agendas of all board meeting, and had the employment certification removed from under her responsibility. Another matter, although made public, many people fail to acknowledge. Why would this occur?
Let’s be clear hear – HR unlike in most companies/corporation does not have the POWER to higher or firer…that is at the sole discretion of the CSA. Keeping it real --we are not talking about two total strangers. We are talking about the CSA friends for whom he went over and above and outside of the process to have them hired. He admitted publically that in fact HE DID not, NOT HR – but HE WAS responsible for this debacle.
Let me end by saying that I do think it is very important to have someone leading the HR department who understands all facets of state law and statute. However, there has constantly been accusations and findings that individuals obtain employment within this school system who are not qualified and/or lack the certifications to do the job. These accusations and findings were there before, during and I’m sure after Dr. Bailey sat in the position. What troubles me ultimately is that the breakdown in the employment process is a regular occurrence within this district. I too do not agree 100% with bringing Dr. Bailey back, as I find it also troubling that individuals underneath her leadership were not developed for growth. I can only draw this conclusion based on the fact that there is no one presently in HR who can stand in on a temporary basis to get the job done while our Interim Superintendent posts and interviews candidates for the position.
Renata’s Response: You are certainly entitled to your position. However I would like to understand which employees under Dr. Bailey’s position as ICSA or HR were hired with the improper certifications? Again – Borge and Kelly were friends of Dr. Gallon – and it is clear he provided them with benefit that NO OTHER EMPLOYEE HAS EVER received, and that he admittedly went outside of the process to bring them on board. I don’t think it is accurate to state that there was an employment breakdown under her tenure; there is just no evidence to support your position.
Again – the QSAC remediation report speaks to the gains of HR under Bailey’s leadership which answered issue in the district PRIOR to her coming on board. This is evidence that she not only worked to improve our HR Department and deficiencies, but it was recognized by state officials as being completed and sufficient. This is fact – not rumor, opinion or hearsay.
To your last point -- It is not the Boss’s responsibility to “make” people develop to their full potential. Bailey has been gone for quite some time. Surely if there were individuals with the want to achieve Director level status in that department they could have been working towards that goal as the door is/was wide open. Individuals must own their own professional development. By contract such developmental opportunities exist should an individual wish to take advantage of same.
Christian Estevez mentioned that he worked so hard on getting policy around hiring updated, but I think there is still some areas in which it can be revised as I’m pretty sure in most instances the CSA does not personally take on the responsibility of locating and recruiting – almost guarantee that he/she gives this to HR to take care of.
Renata Response: I’m glad to see you are taking such interest in this area, and as I am the co-chair for the Board Policy piece. For the upcoming school year we will be looking to establish a committee made up of community persons, parents and professionals – I would certainly welcome your genuine input and effort. There should be as many eyes as possible on the establishment of processes and policies that will govern our district to avoid future issues such as those experienced in recent months.
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