As the academic year progresses, teachers are recognizing new faces teaching classes, leading labs and welcoming them into classrooms. But before these teachers can lead the classroom, they first have to go through an extensive and safety-based hiring process that makes sure they are the right fit for Prosper ISD’s emerging community.

The process starts long before the first bell rings. When a teacher’s position becomes available, in the case of a retiree, salary transfer or simply as a result of district growth, the hiring cycle starts at the central office. Administrators post a job listing on the Prosper ISD website and statewide teacher recruiting boards, asking for applicants from Texas and the surrounding area in the neighboring states.

“So I interviewed with Mrs. Trujillo and Mrs. Wilcox, and they were wonderful,” math teacher Joshua Tanner said. “There is a shortage of teachers out there, so it’s hard for a school to attract consistently wonderful teachers. I think PHS has done a pretty great job in the math department.”

Director of Human Resources Clint Poole details the specific process through which candidates are screened. After reviewing applications, a group of staff members, comprised of either administrators or department heads and sometimes experienced teachers, conducts interviews.

“After receiving the recommendation for hire form from the hiring manager,” Poole said. “HR launches the individual’s third-party background check, which conducts a search of county and national criminal and sex offender databases.”

At Prosper ISD, this requirement is said to be taken to the ‘next level.’

“Though not legally required,” Poole said. “Prosper ISD requires incoming employees to have the FBI component (nationwide arrest activity notification) of fingerprinting completed.”

When hiring teachers for roles in special education or elective subjects, the interviewing and screening procedure is similar.

“Principals will conduct interviews after reviewing resumes from the application system,” Poole said. “They may invite a special education administrator to serve on their interview panel to help them assess certain skill sets.”

When hiring coaches who also teach core subjects, they are required to go through two interview processes.

“What’s different for some coaches is that they honestly have a more strenuous interview process,” Principal Paige Trujillo said, “Because they have to interview with us in the building, but then they also have to interview with the coaches out in the field house and MPF.”

Once a candidate is chosen, their appointment is confirmed by the school district, and then the teacher is introduced into the classroom with the kids.

“At the end of the day, we look for our core ‘SHIP’ values,” Trujillo said, “Support, Honor, Inspire, and Protect.”

This article was edited by Kate Duncan, Trisha Panicker and Victoria Byers