2020 Archdiocese of Atlanta Employee Policy Manual/September 2020 - Manual / Resource - Page 73
PERSONNEL POLICIES & PROCEDURES FOR CATHOLIC SCHOOLS
EMPLOYEES
4000 RECRUITMENT & SELECTION OF TEACHERS
RECRUITMENT AND SELECTION OF TEACHERS
Recruitment and selection processes should give prominence to the unique Christian dimension of
the Catholic school. The Christian dimension and the teacher’s role in promoting it are to be given
priority when interviewing and making employment decisions. “All members of the faculty, at
least by their example, are an integral part of the process of religious education. … Teachers’ life
style and character are as important as their professional credentials.” (National Directory for
Catechesis)
Schools must provide applicants with the application approved through and provided by the
Office of Catholic Schools. (Copies in plastic sleeve)
Teachers should be Catholic, if possible. They must be persons whose attitudes and values are
consistent with the Catholic philosophy of education. They must have the personal qualities and
the experience needed to participate in the Church’s educational mission. Should it be impossible
to hire Catholics, those employed should be persons whose adherence to the Christian tradition is
unquestioned regardless of the Church with which they are associated.
Each prospective teacher, regardless of religious affiliation, shall accept responsibilities in the
educational ministry of the Archdiocese of Atlanta. The professional character of the
responsibilities accepted by the teacher includes responsibilities to the Christian community
served by the school, and above all, to the students attending the school and their parents. This
responsibility requires the teacher’s personal life to be conducted in accordance with the teachings
and principles of the Catholic Church and in such a manner as to set a proper example for
students; employees who choose to lead their lives outside of the teachings of the Catholic Church
jeopardize continued employment with Archdiocesan schools.
The principal is responsible for finding teachers suitable for the school’s academic program.
Recruitment literature must contain a statement of the school’s compliance with civil rights
legislation. The parish principal should consult with the Pastor prior to offering a contract for a
new hire. Before hiring an applicant who has previously worked in the Archdiocese of Atlanta, the
prior archdiocesan employer (chief administrator) must be contacted as part of the reference check
process. In addition, the principal must check with the Superintendent of Schools and the Director
of Human Resources.
Every Catholic child enrolled in the school must have the benefit of a religion course taught by a
Catholic teacher who is certified or in the process of achieving catechist certification.
4005: QUALIFICATIONS: CONTRACTED AND NON-CONTRACTED EMPLOYEES
All teachers and administrators in Catholic schools must have academic degrees which are
appropriate for their particular assignments and which meet accreditation requirements.
