Frequently Asked Questions

The Board has been working with the administration to develop a transportation plan for next year focused on efficiency and feasibility. We’ve received updates from the administration and our transportation consultant at the March 20, April 3, and April 22 meetings. Dr. Sanchez has also convened four meetings with parents to hear their concerns and ideas as the administration develops schedules and bus routes for the district. Our transportation team has been doing dry runs of the various options during weekdays without student attendance to test each option for real-world feasibility. 

What is our Hiring Process?

Our process is exhaustive, highly collaborative, and uses best practices to bring dedicated professionals to our district. These are the steps we uniformly follow through a trajectory that can take anywhere from weeks to months, depending upon the position, time of year, scheduling needs, and depth of the candidate pool.

• Resume Screening: The hiring process begins with a thorough review of all submitted resumes and applications, inclusive of reviewing appropriate certifications. The screening process is conducted by designated individuals, such as the Human Resources Department, building principals, department chairs, and district administrators, to identify candidates whose qualifications and experience align with the needs of the position.
• Initial Interviews: Selected candidates are invited for an initial interview with key district personnel. This step helps assess their experience, qualifications, and alignment with the district's mission and values.
• Performance Task: Candidates for administrative roles are required to complete a performance task designed to evaluate their leadership, problem-solving, and decision-making skills. This task may include case studies, data analysis, or scenario-based exercises relevant to the role. All teaching positions finalists must complete a demo lesson in front of students/adults
• Writing Task: Immediately after the committee interview, candidates are allotted up to one hour to complete a hand-written writing task.
• Committee Interviews: Candidates who advance past the initial screening are invited to participate in committee interviews. These committees typically include various stakeholders, such as staff members, administrators, and a community representative(s). This diverse group provides multiple perspectives on the candidates’ strengths and potential fit within the school community. All candidates are asked a series of “same questions” for consistency purposes.
• Central Office Interview: Finalists are invited to meet with the Superintendents’ Cabinet for formal interviews.
• Board of Education Interviews: For certain positions, particularly leadership roles, candidates participate in an interview with the Board of Education. This step allows the Board to engage directly with candidates and assess their ability to support the district’s goals and vision.
• Final Selection and Offer: After completing all interview rounds and assessments, feedback is collected from the various stakeholders involved in the process. The Superintendent then makes a final recommendation, and an offer is extended to the selected candidate once final reference checks and background checks are completed.

Where do we source candidates from?

Our HR Department uses OLAS, a job board provided through BOCES, as well as postings on  LinkedIn, Indeed and X. They also participate in job fairs with Long Island University, SUNY New Paltz, the Lower Hudson Council of School Personnel Administrators and plan to be at job fairs at Pace University, Lehman College, and Mercy University. In addition there is an effort to ensure our current employees have access to the postings as well, keeping our star performers at home in TUFSD.