New Hire Information

1. Application Review
   Your résumé will be reviewed by the hiring committee.

2. Interviews
   Qualified candidates will be invited to interview.

3. Final Candidate Selection
   A final candidate will be recommended for hiring.

4. Superintendent Meeting
   The Superintendent’s administrative assistant will contact the candidate to schedule a meeting with the Superintendent.

5. Offer of Employment
   After the meeting, the Superintendent may extend an offer of employment, pending board approval.

6. School Board Approval
   The Superintendent presents a recommendation to hire to the school board for approval.

7. Onboarding
   Once board approved, Human Resources will contact the new hire to begin onboarding, including issuance of a contract.

1. Application Review
   Your résumé will be reviewed by the hiring committee.

   2. Interviews
   Qualified candidates will be invited to interview.

   3. Final Candidate Selection
   A final candidate will be selected, and reference checks will be conducted.

   4. Job Offer
   The final candidate will be offered the position.

   5. Hiring Packet Submission
   The hiring packet will be forwarded to Human Resources.

   6. Onboarding
   Human Resources will contact the new hire to begin onboarding, which includes issuing a contract.

Wages for teachers and support staff are determined by the union agreements, called Collective Bargaining Agreements (CBA). Your post-secondary education and years of applicable experience are used to calculate your placement on the appropriate wage grid.

• Educational Support Personnel CBA

• Education Association (Teacher) CBA

Wages are based on post-secondary education and years of applicable experience, and transcripts are used to verify degree attainment and post-degree graduate level credit accumulation. The CBA dictates that transcripts must be official, but they need not be original or sealed; copies of official transcripts are sufficient.

Failure to provide official transcripts will affect placement on the wage schedule.

Enrollment eligibility varies by benefit. Please see our Benefit Resource Guide for more information. Enrollment for new eligible employees is available within 30 days of hire; enrollment or changes to enrollment for existing employees is available during Open Enrollment.

View our Benefit Resource Guide.

• Medical Insurance with HRA

• Dental Insurance

• Vision Insurance (Hardware only)

• Life Insurance

• Supplemental Life Insurance

• Short-term Disability Insurance

• Long-term Disability Insurance

• Flexible Spending Accounts - both medical and dependent care

• Retirement Plan matches

• Pet Insurance - coming soon!

• Employee Assistance Program - Invest EAP

• Identity Theft Protection

• Student Loan Solutions Program

Domestic Partners

Employees may add their domestic partner and the children of their domestic partner to their health and dental insurance plans.

To enroll a domestic partner and/or their child(ren), the employee must meet the eligibility requirements outlined in Section 5.6 of the Commission on Public School Employee Health Benefits [link], and submit the following to the Human Resources Department:

• Statement of Domestic Partnership (Affidavit)

• Supporting Documents

Tax Implications for Domestic Partner Coverage

When an employer provides health insurance coverage for an employee’s domestic partner, the tax treatment is typically different from that of coverage for a legal spouse. Below is a summary of what employees should expect:

• Imputed Income: The value of the employer-paid portion of a domestic partner’s health insurance is generally treated as taxable income to the employee. This imputed income is added to the employee’s gross income and is subject to federal income tax and Social Security/Medicare payroll taxes.

• After-Tax Contributions: Any portion of the domestic partner’s premium paid by the employee is usually deducted on an after-tax basis, unlike the pre-tax contributions available for coverage of a legal spouse.

We recommend consulting a tax advisor to fully understand how this may impact your individual tax situation.

Please contact Human Resources at HR@mtnviews.org if you need any documentation regarding your position.

Licensed educators new to the district will attend the New Teacher Orientation. All new hires will attend the District-wide In-Service on the Friday before the first student day.

• District Calendar

For School Year personnel, if arrangements have been made for additional workdays in July or early August, your supervisor should make HR aware so that we can expedite the new hire meeting. 

• All employees must undergo a fingerprint-supported Criminal Record Check. If you had a Criminal Record Check for a different Vermont school district within the last three years and have been continuously employed by that district, we can attempt to obtain a copy of the results.

• All employees must provide appropriate I-9 documentation within 72 hours of the first day worked. Failure to provide appropriate documentation will result in the employee being sent home until the necessary documents can be provided. 

  If you have questions regarding I-9 documentation, please contact HR prior to your new hire meeting. 

• State processing fee of $12 for the Criminal Record Check

• Documentation for your I-9 form

• Bank routing number and account number for direct deposit

• Social Security number and date of birth for all insurance enrollees

• Social Security number for all beneficiaries of policies and retirement accounts