704 KAR 7:130. Minority teacher recruitment

Link to law: http://www.lrc.ky.gov/kar/704/007/130.htm
Published: 2015

      704 KAR 7:130.

Minority teacher recruitment.

 

      RELATES TO: KRS

160.380(2)(d)

      STATUTORY

AUTHORITY: KRS 156.070(1), 160.380(2)(d)

      NECESSITY,

FUNCTION, AND CONFORMITY: KRS 160.380(2)(d) requires each school district

superintendent to report annually the school district's recruitment process and

the activities used to increase the percentage of minority teachers in the

district pursuant to administrative regulations of the Kentucky Board of

Education. This administrative regulation establishes the recruitment and

annual reporting procedures.

 

      Section 1. The

annual report required by KRS 160.380(2)(d) shall:

      (1) Be submitted

by a school district superintendent to the Department of Education; and

      (2) Include:

      (a) An education

recruitment plan that provides a description of:

      1. Measures of education recruitment

success used by the district;

      2. Sources used for recruiting

educators;

      3. Strategies and incentives used to

ensure productive recruitment results;

      4. Strategies used to retain quality

educators;

      5. Process used to obtain feedback

from newly hired educators; and

      6. Barriers that impact district

recruitment efforts;

      (b) Listing of positions advertised

during the current recruitment cycle;

      (c) Number of applicants for the

position of teacher who voluntarily revealed racial background and applied for

one (1) or more positions, disaggregated by race as follows:

      1. White, not Hispanic;

      2. Black, not Hispanic;

      3. Hispanic;

      4. Asian/Pacific Islander;

      5. American Indian/Native Alaskan;

and

      6. Other;

      (d) For the applicants identified in

paragraph (c)1 to 6 of this subsection, the number of applicants who received

one (1) interview and:

      1. Were hired;

      2. Were not hired; or

      3. Received but declined an offer;

      (e) For the applicants identified in

paragraph (c)1 to 6 of this subsection, the number of applicants who received

multiple interviews and:

      1. Were hired;

      2. Were not hired; or

      3. Received but declined an offer;

      (f) Number of applicants for the

position of principal disaggregated by race who voluntarily revealed racial

background, disaggregated by race as follows:

      1. White, not Hispanic;

      2. Black, not Hispanic;

      3. Hispanic;

      4. Asian/Pacific Islander;

      5. American Indian/Native Alaskan;

and

      6. Other;

      (g) For the applicants identified in

paragraph (f)1 to 6 of this subsection, the number of applicants who were

recommended by the superintendent to the school council and:

      1. Were hired;

      2. Were not hired; or

      3. Received but declined an offer;

      (h) For the applicants identified in

paragraph (f)1 to 6 of this subsection, the number of applicants who received

one (1) interview and:

      1. Were hired;

      2. Were not hired; or

      3. Received but declined an offer;

      (i) For the applicants identified in

paragraph (f)1 to 6 of this subsection, the number of applicants who received

multiple interviews and:

      1. Were hired;

      2. Were not hired; or

      3. Received but declined an offer;

      (j) Number of applicants for

administrative positions other than principal who voluntarily revealed racial

background, disaggregated by race as follows:

      1. White, not Hispanic;

      2. Black, not Hispanic;

      3. Hispanic;

      4. Asian/Pacific Islander;

      5. American Indian/Native Alaskan;

and

      6. Other;

      (k) For the applicants identified in

paragraph (j)1 to 6 of this subsection, the number of applicants who received

one (1) interview and:

      1. Were hired;

      2. Were not hired; or

      3. Received but declined an offer;

      (l) For the applicants identified in

paragraph (j)1 to 6 of this subsection, the number of applicants who received

multiple interviews and:

      1. Were hired;

      2. Were not hired; or

      3. Received but declined an offer;

      (m) The number of minorities who

applied from other states;

      (n) A description of the changes that

will be made in the recruitment plan if the district did not obtain its

measures of success with minority employment; and

      (o)

The signature of the district superintendent certifying that the information is

correct and in compliance with KRS 160.380(2)(d).

 

      Section 2. In

collecting data to complete the annual report, each school district shall have

on its application for employment a section for voluntary ethnic

identification.

 

      Section 3. For a

nonprincipal certified vacancy at a school-based decision making school, the

principal shall comply with the local school district's affirmative action

policy or plan in making the hiring decision. For a principal vacancy for which

a school council has hiring authority, the school council shall comply with the

local school district's affirmative action policy or plan in making the hiring

decision. (24 Ky.R. 238; eff. 9-4-97; Am. 27 Ky.R. 2578; 3249; eff. 6-8-2001.)
Read Entire Law on www.lrc.ky.gov