INDUCTION
Equal Opportunity: DPS is an equal opportunity employer. We are
committed to providing a work environment free from discrimination and will
make hiring decisions based on qualifications, experience, ability to perform
the duties of the position and potential to contribute to the school’s vision. The
selection process will fair, consistent, and based on objective criteria.
Diversity: We strive to create a diverse and inclusive workforce that reflects
the community we serve.
RECRUITMENT PROCESS
1. Job Analysis and Description
Before a position is advertised, a thorough job analysis is conducted, a
detailed job description is developed with key responsibilities, required
qualifications, skills, and experience for the role. HR collaborates with the
Director/ Principal for this.
2. Advertising the Position
Job openings are advertised through a variety of channels, including the
school website, online job boards, social media, and local community
networks, to ensure a wide range of candidates have access to the
opportunity.
3. Recruitment Team includes the Director, Principal Dalhousie Public School
Dalhousie , Subject Expert/ Coordinator and the Principal.
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4. Application Process
Candidates are required to submit an application/interest form, and a
resume/CV.
Upon receipt of applications, candidates are sent an acknowledgment email
confirming receipt of their application and the timeline for further steps.
Applications are reviewed by the recruitment team, and shortlisting is based
on candidates’ experience, qualifications, and ability to meet the requirements
of the role.
5. Interview and Selection
Shortlisted candidates are invited for the first interview by the interview panel
( minimum 2 members).
Interviews are structured and based on competency-based questions to
assess candidates’ qualifications, skills, experience, and cultural fit for the
school.
For educator roles, candidates are required to complete teaching
demonstrations.
Following feedback from the first interview panel and the teaching
demonstrations, candidates attend the final interview with the Director.
6. Reference Checks & Verification
HR conducts background reference checks for all selected candidates.
These references will be from individuals who can speak to the candidate’s
qualifications, work ethic, and character, ideally including previous employers
or educators.
7. Offer and Contract
Once a candidate has been selected, they receive a formal Intent to Offer,
outlining the terms and conditions of the role. A signed contract is required
before the candidate begins their employment.
All staff hired will be working directly/indirectly with children, so they
will need to apply for a police verification certificate.
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8. Onboarding and Induction
Upon acceptance of the Offer, new hires will give a Joining Letter.
New employees will go through an onboarding process to introduce them to
the school’s policies, procedures, and culture. They will submit necessary
documents and certificates (tax forms, non-disclosure agreements,
certificates).
Induction will include an overview of the school’s educational philosophy,
health and safety procedures, safeguarding guidelines, and expectations for
staff conduct, and a signed consent that the new employee understands all
school guidelines and code of conduct.
New staff will also be paired with a mentor or supervisor for guidance and
support during their initial period of employment.
9. Recruitment and Retention
We are committed to providing professional development opportunities,
ongoing feedback, and career advancement for our staff.
Regular performance reviews and appraisals will be conducted to identify
opportunities for growth and development.
