Frequently Asked Questions
The
following Frequently Asked Questions have been provided to assist internal and
external applicants in clarifying various processes and procedures in Human
Resources.
|
Careers Application Process |
HR Services |
Applications
Process
What are your vacancies?
All
vacancies in GCPS are listed in our e-Recruit Applications system. All jobs, including regularly open positions,
are listed here. Please see the
application system and instructions for its use under the Career Opportunities link.
How do I apply for a job?
You
need to submit a complete application and provide all of the necessary
supporting documentation to apply for a position with GCPS. To begin this process, you need to create an
applicant user account under our Career Opportunities page.
What happens after I submit my application? What is the status of my application?
After
submitting your completed application, be sure to regularly check your account
for updated communications from the
Will I be contacted for a job interview?
After
applications are reviewed, applicants qualified for specified positions are
referred to principals or other hiring managers for their consideration. Principals/Hiring Managers then contact the
candidates they are interested in interviewing.
The Division of Human Resources does not know who will be contacted for
interviews.
I submitted an application, but have not yet heard back. Who should I contact?
Unfortunately,
due to the large volume of applications we receive, we are unable to respond
personally to all applicants. Be sure to
regularly review your Careers Home and My Checklist pages under
your account for communications regarding items still needed for your file and
communications from hiring managers.
Should your qualifications match a staffing need, you will be directly
contacted.
Can I apply via email, fax, mail, or by directly contacting the
hiring department?
Gwinnett
County Public Schools only accepts applications submitted through the
electronic application system. For those
without Internet access, Human Resources has several "kiosks" that
can be used to access the electronic application system. Additional information is available at Do You Need Help?
Why do you exclusively accept electronic applications? Why don't you accept paper or emailed
resumes?
The
advantages of an electronic application system benefit both the applicants and
the school system. The electronic
application system provides more search options for applicants and more timely
updates to job postings. In addition,
applications to Job Openings can be processed expeditiously.
What happens to my application after I submit it?
Once
you apply, you will receive an email confirming submission of your
application. All applications are
reviewed and screened against position qualifications. Principals and hiring managers will contact
candidates who best meet the position requirements.
Who do I contact if I am having technical issues when applying
online?
Please
contact the GCPS Help Desk if you experience a technical issue when applying
online. The Help Desk can be reached
during business hours via phone at 678-301-6161. Additional information is available at Do You Need Help?
How frequently do you update the job postings?
Job
postings are updated daily with the addition of new positions and the removal
of filled positions.
A job has been posted for a number of months. Is is still open?
If
a position is on the website, it is still open and the principal or program
manager is still seeking candidates.
Do jobs remain posted after the position has been filled?
Postings
are removed once a job has been filled.
Can I update an application once it has been submitted?
Once
you have submitted an application, you will not be able to change the
information. The only information that
can be changed is information in your profile (for external applicants), such
as Address, Email address, and Phone Number.
Do I have to re-enter my information every time I apply?
If
you have already submitted an application in the past, the information you
entered will populate your new application so you do not have to re enter the
same information every time you apply.
Is an Educator certificate required in
Yes.
Any professional serving in the public schools must hold a current valid
certificate appropriate to the field of employment. All certificate fields are
classified as Paraprofessional, Teacher, Service, or Leadership.
How do I qualify for a professional certificate in
Professional
certification is based upon completion of a college’s state-approved
certification program in a field for which
What tests do I need to obtain a
Applicants
must take and pass the GACE Basic Skills Assessment and the GACE Content Assessment appropriate to the
certification field(s). Registration information is available on their website.
Do I have to take
If
you are currently or have been certified in another state and passed a
content-knowledge assessment(s) required for certification in the state of
certification, this test may be accepted in lieu of the GACE. For
consideration, you must submit a copy (front and back) of any
certificates/licenses you hold or held, and a copy of score reports for any
assessment(s) you have passed. If score reports are unavailable, attach
documentation from the state’s certifying authority to verify that you have
passed the required content assessment(s) for professional certification in
that state.
The
appropriate Specialty Test(s) of the NTE can be accepted only if it was taken
to qualify for out-of-state certification as a content knowledge (CK) test. The
NTE Core Battery is not acceptable toward the content knowledge assessment.
After I satisfy all requirements for a professional
A
Professional Clear Renewable certificate is valid for five (5) years, during
which time you must earn ten (10) quarter hour (6 semester hours) or acceptable
college credit or ten (10) Professional Learning Units (PLUs) of staff
development credit. College course work must be earned at regionally accredited
colleges. Continuing Education Units (CEUs) are not acceptable for
certification purposes.
How long will it take for my certificate application to be
processed?
Your
completed application package will be processed within three-four (3-4) weeks
from the time it is received by the Professional Standards Commission. You will receive an
educator certificate, a letter of eligibility, or an evaluation for
certification requirements to be met.
I do not have a teaching certificate, but I do have a bachelor’s
degree. What do I need to do in order to get certified to teach in
If
you want to teach in the Gwinnett County Public Schools you must affiliate with
a local college or university or affiliate with GATAPP (Georgia Alternative
Preparation Program) through Metropolitan Regional Education Service Agency
(MRESA).
What is the difference between professional and provisional
certification?
Professional
certification is based upon the applicant having completed a state-approved
certification program in the field of certification or holding or having held
professional certification in another state,
How do I receive a non-renewable certificate?
If
an applicant qualified for a non-renewable certificate based upon content, GPA,
and GACE requirements, the certificate can be issued only at the request of a
In completing requirements for Clear Renewable professional
certification, can I use teaching experience in lieu of student teaching?
Any
determination of what can or cannot be accepted toward requirements of the
initial professional certificate must be made by the college where the
applicant is completing the college’s state-approved teacher education program.
The PSC does not provide a course-by-course evaluation outlining these
requirements.
How can I add a field to my clear renewable certificate?
Professionals
who already possess a clear renewable teaching certificate in one field may add
other fields by taking and passing the appropriate GACE content assessment.
I have just finished a higher degree. What do I do now?
You
should have the college or university you attended send to you an official
transcript that has the date that your degree was conferred on it. After your
transcript is received, an Application for Certification should be completed
and sent to the Division of Human Resources Certification Unit for processing.
Compensation
How and when am I paid?
All
teachers will be paid monthly. The pay
cycle begins in August and ends in July of the following year. Paychecks will be sent through the
How will my salary be affected if I begin employment after the
first day of the fiscal year?
The
salary on the Teacher Salary Schedule is based on 190 days of work. If the first day of work is after the
teacher’s start date, the total annual salary from the salary schedule is
divided by 190 days and multiplied by the actual number of days you will
work. The salary is then divided over
the remaining months you will be paid.
I am working half time this school year. Will I receive experience credit and advance
on the salary schedule next year?
Employees
who work half time (a minimum of 20 hours per week) must work two consecutive
years to receive one year of experience credit and advance on the salary
schedule.
I began work after the first scheduled day of work (part year
employee). Will I receive experience
credit and advance on the salary schedule?
You
must work at least 63% of the scheduled days and hours for your position in
order to receive a year of experience credit and advance on the salary
schedule.
Will I receive credit for previous teaching experience?
Experience
from other districts is accepted on the basis of interpretation by the
Department of Human Resources in accordance with Rule 160-5-02.05 adopted by the Georgia
Department of Education. The Rule is
available at www.doe.k12.ga.us. A
properly completed Verification of Employment for Certified Employees form must be received within
the current school year for any salary adjustment to be made. A salary adjustment will not be made to a
previous fiscal year.
Can I receive credit for substitute teaching or paraprofessional
experience?
No,
teaching experience credit is not given for substitute or paraprofessional
experience.
Will I receive credit for military service?
In
order to receive credit for military service, a copy of your DD214 must be
submitted. You may receive up to three
years credit for active military service.
Experience credit is not granted if you are/were in the Reserves or
National Guard.
When should I file for a
You
may file for a
How can I check to see the status of my teaching certificate?
You
will need to contact The Georgia Professional Standards at www.gapsc.com.
As a current employee, what steps must I take to have my
certificate upgraded?
The
GCPS Certification Unit can assist in the process for certificate
upgrades. When a higher level, valid
certificate is received midyear, your salary will be adjusted using the
effective date found on your certificate.
The effective date is determined by The Georgia Professional Standards
Commission.
I am transferring to Gwinnett County Public Schools as a teacher
from another school district. How can I
transfer in my unused sick leave?
Sick
leave is only available for transfer if previous employment is from another
What type of benefits am I eligible to receive?
Our
How and when am I paid?
All
school based food nutrition employees will be paid monthly. The pay cycle begins in August and ends in
July of the following year. Paychecks
will be sent through the
How will my salary be affected if I begin employment after the
first day of the fiscal year?
The
school nutrition program salary schedule includes several different required
days to be worked depending on the position.
Should an employee work less than the required days for his/her
position, the salary would be prorated for the actual days worked.
I began work after the first scheduled day of work (part year
employee). Will I receive experience
credit and advance on the salary schedule?
You
must work at least 63% of the scheduled days and hours for your position in
order to receive a year of experience credit and advance on the salary
schedule.
Will I receive credit for previous experience?
Each
school food nutrition position has specific guidelines concerning related
experience that would count towards steps on the salary schedule. Properly completed Verification of Employment
for Classified Employees forms must be received within the current school year
for any salary adjustment to be made. A
salary adjustment will not be made to a previous fiscal year.
What happens if my previous employer is no longer in business?
We
will accept the following documentation for evaluation of experience for an
employer no longer in business:
Affidavit from the employee, including the employee's name,
address, social security number, detailed work history, dates of employment,
hours worked, position and job responsibilities. The affidavit must include the employee’s
signature and contain a notary of public signature and seal.
Copies of W2, 1040 or Social Security statement is required for
each year employed as stated on the completed affidavit.
I was self-employed. Will
I receive experience credit towards my salary?
We
will accept the following documentation for evaluation of experience for
self-employment:
Affidavit from the employee, including the employee's name,
address, social security number, detailed work history, dates of employment,
hours worked, position and job responsibilities. The affidavit must include the employee’s
signature and contain a notary of public signature and seal.
Copies of business license and/or 1040 forms for each calendar
year.
Statement from accountant attesting to the work experience.
Can I receive credit for working in a substitute position?
No,
experience credit is not given for substitute work.
Will I receive credit for military service?
In
order to receive credit for military service, a copy of your DD214 must be
submitted. You may receive up to three
years credit for active military service.
Experience credit is not granted if you are/were in the Reserves or
National Guard.
What type of benefits am I eligible to receive?
Our
How and when am I paid?
Bus
Drivers and Monitors have the option of receiving a monthly or semi-monthly
paycheck. The pay cycle begins in August
and ends in July of the following year.
Paychecks will be sent through the
How will my salary be affected if I begin employment after the
first day of the fiscal year?
The
salary on the Bus Driver/Monitor Salary Schedule is based on 185 days of
work. Should an employee work less than
the required days for his/her position, the salary would be prorated for the
actual days worked.
I began work after the first scheduled day of work (part year
employee). Will I receive experience
credit and advance on the salary schedule?
You
must work at least 63% of the scheduled days and hours for your position in
order to receive a year of experience credit and advance on the salary
schedule.
Will I receive credit for previous experience?
Each
position has specific guidelines concerning related experience that would count
towards steps on the salary schedule.
Properly completed Verification of Employment for Classified Employees forms must be received within
the current school year for any salary adjustment to be made. A salary adjustment will not be made to a
previous fiscal year. A CDL is required
for evaluation of experience towards salary credit.
What happens if my previous employer is no longer in business?
We
will accept the following documentation for evaluation of experience for an
employer that is no longer in business:
·
Affidavit from the employee, including the employee’s name,
address, social security number, detailed work history, dates of employment,
hours worked, position and job responsibilities. The affidavit must include the employee’s
signature and contain a notary of public signature and seal.
·
Copies of W2, 1040 or Social Security statement are required for
each year employed as stated on the completed affidavit.
I was self-employed. Will I
receive experience credit towards my salary?
We
will accept the following documentation for evaluation of experience for
self-employment:
·
Affidavit from the employee, including the employee’s name,
address, social security number, detailed work history, dates of employment,
hours worked, position and job responsibilities. The affidavit must include the employee’s
signature and contain a notary of public signature and seal.
·
Copies of business license and/or 1040 forms for each calendar
year.
·
Statement from accountant attesting to the work experience.
Will I receive credit for military service?
In
order to receive credit for military service, a copy of your DD214 must be
submitted. You may receive up to three
years credit for active military service.
Experience credit is not granted if you are in the Reserves or National
Guard.
What type of benefits am I eligible to receive?
Our
How and when am I paid?
All
benefited GCPS employees who are coaching will be paid monthly. The pay cycle begins in August and ends in
July of the following year. Lay coaches
or community coaches will be paid in one lump sum payment, near the season end
of the sport they are coaching.
Paychecks will be sent through the
Will I receive credit for previous coaching experience?
Experience
for paid coaching positions from other systems will be recognized as follows:
Head Coaching position for GCPS (at the High School Varsity
level):
If an employee is coaching in a head varsity
coaching position for Gwinnett County Public Schools, all experience obtained
from another system at the head varsity coaching level will count year for
year. Experience obtained from another
school system at the varsity assistant, JV, 9th grade, middle school or
elementary school level will be reduced by half for head coaching
consideration.
All other coaching positions for GCPS: If an employee is coaching for GCPS at the
varsity assistant, JV, 9th grade or middle school level, all prior approved
coaching experience will count year-for-year.
Properly
completed Verification
of Employment for Coaching Experience Forms must be received within the current school year
for any salary adjustment to be made. A
salary adjustment will not be made to a previous fiscal year.
Will I receive credit for military service?
In
order to receive credit for military service, a copy of your DD214 must be
submitted. You may receive up to three
years credit for active military service.
Experience credit is not granted if you are/were in the Reserves or
National Guard.
What is the goal of reclassification?
Mission: To develop a compensation and classification
structure that is compatible with the school system's goal of market placement
for every position in the salary structure; that has the flexibility to meet
the hiring demands of our Principals and Program Managers; that has the
consistency to meet the demands of acceptable/legal wage and salary practices;
and that allows for strategically planned position reclassifications.
The
Reclassification Process is designed to give multiple opportunities for
identifying and prioritizing positions that need to be considered for
reclassification. The multiple
opportunities allow for both strategic planning of position reclassification as
well as provide flexibility for immediate position reclassification changes
that need to be considered.
What is the Audit/Review Team?
The
Audit/Review Team is responsible for making reclassification recommendations to
the CEO/Superintendent. This team
consists of nine (9) members recommended by all Division Heads in the School
System. This provides a diverse cross-functional approach to position
reclassification decision-making.
Selection of a Team
The Audit/Review Team consists of nine (9) team members. Each team
member will serve a two-year assignment to the team. The assignment will run
from July through June of each fiscal year.
The selection of the team will come from recommendations by each
Division Head. The team member will not be limited to any position levels
(i.e., Director, Manager, Supervisor, etc.). However, it will be encouraged
that the team member be someone who can represent the division knowledgeably in
auditing and reviewing reclassification requests.
The make-up of the team should include one member each from
Business & Finance, Educational Leadership (Central Office Staff),
Facilities & Operations, Human Resources, Information Management, and
Organizational Advancement Divisions; and three (3) members from the
Educational Leadership Division (Local School Staff). The members from the
Educational Leadership Division should represent all levels (Elementary,
Middle, and High).
Function of the Team
The audit function requires the team members to determine if the
information obtained in the reclassification process is sufficient and
accurate.
The review function requires the team members to determine if the
process justifies a reclassification (up or down) and determines appropriate
salary/wage/grade levels.
The recommendation function requires the team members to develop a
recommendation report to be submitted to the CEO/Superintendent for
consideration.
Complete Consensus
There must be a quorum present (Five Members) for the Audit/Review
Team to consider any reclassification and make recommendations. The team will
strive to reach consensus on each position reclassification request. If
consensus cannot be reached, the reclassification should be submitted for
consideration with a statement concerning why the team could not reach
consensus.
Meeting Schedule
The Audit / Review Team will meet monthly (if applicable). An
annual meeting schedule will be developed, and meetings will be held if there
are reclassification requests to be considered. Each meeting will be
approximately four (4) hours in length.
How is it determined which positions will be scheduled for
reclassification?
The
process of determining which positions to schedule for reclassification and the
process for determining when the reclassification should be effective will be
driven by five (5) key events that will take place during a given fiscal year.
The period of time will be attached to our fiscal year calendar, July 1 through
June 30.
Reclassification Task Force
A Reclassification Task Force will meet, beginning in October of
each year. The Task Force will consist of eighteen (18) members. The make-up of
the Task Force will be as follows: Two (2) members each from Business &
Finance, Educational Leadership (Central Office), Facilities & Operations,
Human Resources, Information Management, and Organizational Advancement
Divisions; and six (6) members from the Educational Leadership Division (Local
Schools). The members from the local schools should represent all levels
(Elementary, Middle, and High). The team will meet with a target of ninety (90)
days to make recommendations concerning compensation issues specific to
positions that need to be considered by the Audit/Review Team for possible
reclassification.
The Executive Director of Human Resource Systems and/or the
Director of Compensation will bring recommendations to the Task Force
concerning positions that deserve or require some immediate consideration for
possible reclassification as well as positions from the Human Resources
Coordinated Selection Schedule. Task Force members will also present
information concerning positions that they would like for the members to
consider for reclassification.
The team will gather information and, with the assistance of the
Human Resources Compensation Office, make prioritized recommendations to the
Audit/Review Team. Those recommendations will be carried to the
Superintendent’s Cabinet during the Budget Review process. The decision of
which positions will be reclassified will come from the Superintendent’s
recommendations. The approved recommendations will become a part of Human
Resources Budget Requests for the following fiscal year.
These approved recommendations will be a part of the school
system’s budget process with implementation beginning July 1 of the approved
Budget Year.
Human Resources Coordinated
Selection Schedule
The Human Resources Compensation Office will prepare a schedule
that ensures all positions are studied for possible reclassification every five
years. This will represent a minimum of twenty-percent (20%) of all identified
positions selected among the low, medium, and high ranges of all salary
schedules in the school system. The twenty-percent (20%) will be presented to
the Reclassification Task Force.
Human Resources will coordinate the reclassification process with
the identified schools, offices, departments, or divisions. This process will
take place between July 1 and January 31 of each fiscal year. The results of
this process will be presented as a Budget Request from the Human Resources
Division for budget approval for the following fiscal year. (Example: Positions
are studied for reclassification between July 1, 2004 and January 31,
2005. Approved recommendations will be
presented to be part of the FY06 School System Budget. The effective date for
the reclassifications will be July 1, 2005.)
Reorganization
The Human Resources Compensation Office should be notified in the
event that an office, department, division, or local school is considering a
reorganization that might affect position classification. The Human Resources
Compensation Office will work cooperatively with the Principal/Program Manager
to study and make recommendations concerning not only position reclassification
but also organizational design.
The organizational recommendations would then be taken to the
appropriate decision-makers, i.e., Division Head or CEO/Superintendent for
approval. (Note: Some organizational changes and/or reclassifications may not
require the CEO/Superintendent’s approval. This approval process will be
governed by the CEO/Superintendent’s process for reorganization approval.)
These approved recommendations will become effective based on the
approved effective date.
Vacancy
It is recommended (not required) that a position be considered for
reclassification when the position becomes vacant. These are positions that
have only one individual in the position or, if more than one individual, all
positions must be vacant. The reclassification study and recommendation would
occur before the vacancy notice is prepared and published.
The approved recommendation will become effective on the new
hire/transfer’s effective report date.
CEO/Superintendent
Request
The Compensation Office will coordinate all reclassification
requests received from the CEO/Superintendent. The Audit/Review Team will
review the information gathered in the reclassification process and
recommendations will be submitted to the CEO/Superintendent for consideration.
Once a position has been scheduled for reclassification, what
happens next?
There
are three (3) core processes within the overall reclassification process:
Objective Criteria Information, Comparative Data–External Market Information,
and Internal Equity Information.
Objective Criteria
The Objective Criteria Information is obtained by studying
positions based on seven (7) prioritized components. These components are
directly linked to a Job Description Questionnaire that is available via Lotus
Notes. These objective criteria include:
·
Knowledge/skill/ability
·
Decision-making (nature and degree)
·
Scope and effect
·
Supervisory controls
·
Complexity of work
·
Personal contact
·
Physical demands/work environment
Comparative Data - External Market
The Comparative Data–External Market Information is obtained by
acquiring information on comparative jobs in other organizations. The emphasis
of identifying comparative jobs is on the primary job duties, not just on job
titles.
Comparative Data Process
The Human Resources Compensation Administration Office will
collect comparative salary data from a minimum of three similar job resources.
The information collected will not only be salary information but a general
primary responsibility description of each position. It is probable that many
of the resources used to compare jobs will not be exactly the same. The purpose
of this process is to collect as much information as possible to help the
Audit/Review Team in their discussion and decision concerning competitive
salary positioning of the GCPS job being reviewed.
The Compensation Administration Office will work with Principals
and Program Managers to identify resources with similar positions as well as to
utilize information from salary studies completed by organizations such as the
Metropolitan Regional Educational Service Agency (MRESA) and Compdata Surveys
(sponsored by the Georgia Chamber of Commerce).
The Compensation Administration Office will complete the Job
Comparative Data Form and present the information to the Audit/Review Team for
consideration.
Market Placement
The issue of market placement is not only highly demanding because
of budgetary requirements and possible major changes that will affect all
salaries in the GCPS System, but it also carries political implications. A commitment by the school system to market
positioning will require a great deal of data to support monetary changes, and
possibly more demanding, a cultural change across the school system.
The reclassification process is committed to reviewing comparable
market data for the purposes of maintaining competitive salaries. Teacher
salaries are compared to equivalent salary schedules of other Metro Atlanta
school districts (
The Board of Education will approve a Market Placement Directive
and Course of Action after:
·
Data has been gathered through the implementation and operation
phases of the Reclassification Process;
·
Research and study, working with the leadership guidance from the
CEO/Superintendent, is conducted to prepare implication and comparison
information concerning Market Placement options; and
·
A commitment and consensus of GCPS Leadership and the Board of
Education has been reached concerning the advantages of Market Placement.
Internal Equity
The Human Resources Compensation Administration Office will review
similar positions and/or situations within the system. This review is an
attempt to maintain a stable compensation environment.
The review will consider the affect the reclassification will have
on:
Organizational Structure - The organizational structure of the
office, department, division, or school.
The Immediate Environment - The jobs in the immediate office,
department, division, or school.
Across Divisional Lines - The comparative jobs in other offices,
departments, divisions, or schools.
The purpose of this process is to collect as much information as
possible to help the Audit/Review Team in their discussion and decision
concerning proper salary placement of the GCPS job being considered and the
affect any reclassification would have on the organization.
The Compensation Administration Office will complete the Internal
Equity Data Form and present the information to the Audit/Review Team for
consideration.
What happens when a decision has been made about reclassifying a
position?
The
recommendations from the Audit/Review Team will be presented monthly, or as
needed, to the CEO/Superintendent by representatives from the Human Resources
Division. The Human Resources Representatives will be the Chief Human Resources
Officer and/or the Executive Director of Human Resource Systems and/or the
Director of Compensation.
The
CEO/Superintendent's decision concerning each recommendation will be presented
to the Audit/Review Team each month at their regularly scheduled meeting.
The
decision will be communicated by the Chief Human Resources Officer, or
designee, to the appropriate Division Head, Executive Director, Department
Head, Program Manager, and/or Principal.
The
recommendations that come from the Reclassification Task Force, including the
HR Coordinated Selection Schedule, will become a part of the Human Resources
Budget Requests for the appropriate fiscal year.
Are appeals possible?
The
Reclassification Process contains an opportunity for appeals to be made
concerning reclassification decisions. The focus of the appeals process will be
on additional information that was not available at the time the original
reclassification request decision was made.
If
the Audit/Review Team or the appropriate Division Head feels that there is a
substantial reason why the decision concerning the reclassification should be
reconsidered, they can submit an appeal request providing additional
information concerning their request for the appeal.
The
appeal will be submitted to the Director of Compensation. The Chief Human
Resources Officer and/or the Executive Director of Human Resource Systems will
review the appeal. The primary focus of the review will be directed to the
additional information and exceptional circumstances concerning the “Appeal
Request.”
If
the Chief Human Resources Officer and/or the Executive Director of Human
Resource Systems determine that the additional information warrants
additional consideration, they will present the request to the
CEO/Superintendent for final decision. The CEO/Superintendent will also be
informed of those appeal requests that do not warrant additional consideration.
The
appeal decision will be communicated to the Audit/Review Team and/or the
appropriate Division Head.