Staff letter on internal hiring prompts committee questions about HR transparency
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Summary
A current district employee told the committee she was passed over for an internal posting and urged clearer agency procedures. Committee members pressed the superintendent and HR director for a firmer explanation and for consistent internal-posting practices.
A written citizen input read into the record on July 29 prompted several school committee members to press district leaders for clearer internal-hiring procedures and more consistent communication to internal applicants.
The letter, read by the clerk and authored by a current Fall River Public Schools employee, described multiple internal applications the author said did not result in interview invitations and urged that years of service be considered when filling vacancies. The author asked why some positions were not posted internally before being filled.
Committee member Mr. Dias asked administration to furnish the letter and to confirm whether the district had followed its clerical contract provision that, the letter said, gives "preference to an internal candidate if all things are equal." "If the internal candidate is not getting the job, they deserve an answer as to why they didn't get that preference," Mr. Dias said.
Human-resources director Brian Lally told the committee the district follows the contract language "that, with all things equal, preference is given to an internal candidate," and said hiring panels seek to follow the contract. "I can't speak to that because I wasn't part of any kind of hiring committee," he said when asked about the specific case cited by the letter.
Superintendent Dr. Curley said the hiring process is difficult to discuss publicly for privacy reasons but pledged the district would tighten communications to internal candidates. "I think that we have to tighten up with how HR communicates, especially for internal candidates," she said, and recommended clearer language in contracts so applicants understand the meaning of "preference."
Committee members asked administration to provide written follow-up on the specific case and to clarify where contract language leaves room for discretion. Several members also urged more consistent internal posting and clearer timelines for decisions so applicants would receive timely explanation if not selected.
Ending: The committee directed HR to supply the committee with the letter, a redacted account of the hiring steps taken in the cited case, and recommendations for clarifying internal-posting and feedback procedures.