• Application Process
     
    The La Mesa-Spring Valley School District is an equal opportunity employer and is committed to an active Nondiscrimination Program. It is the stated policy of the La Mesa-Spring Valley School District that applicants shall receive equal consideration and treatment. All recruitment, hiring, placements, transfers and promotions will be on the basis of qualification of the individual for the positions being filled regardless of Sex, Sexual Orientation, Race, Color, Ancestry, Religious Creed, National Origin, Physical Disability, Mental Disability, Medical Condition, Age, or Marital Status.

    Recruitment

    Available jobs are posted in public places, in newspapers, and on the internet. You can also obtain job postings by visiting our office during regular business hours (8:00am – 4:45 pm M-F).

    If you are interested in a job we are not currently recruiting for, you may fill out an electronic “Job Interest Card” on our website. When a recruitment is opened for that position, you will be notified by mail. If you want to apply for work with our District, you may complete the application package at that time.

    Examination Process
     
    We fill positions from qualified eligibles from competitive examinations. Examination processes are based on job-related knowledge, skills, and abilities. They are administered and scored objectively without regard to race, color, sex, religion, national origin, age, or handicap.
     
    You may be asked to do one or more of the following: 
       1) Fill out a supplemental application describing your duties on other jobs, your course work in school, or other experiences that would help you to do well on the job.
       2) Take a written test which questions the knowledge you have acquired (in school, in other jobs, or in other ways) that will be needed on the job.
       3) Take a performance test to demonstrate skills that will be needed on this job.
       4) Interview with a panel to assess your qualifications, skill, and abilities needed for the job.

    Eligibility List
     
    The Personnel Commission keeps an "Eligibility List" of all candidates who have passed the examination for a job. Candidates, successful on all components of the test, are placed on the eligibility list according to their total score. Eligibility lists may be kept for one year as long as there are sufficient ranks on the list to fill openings. If a list has insufficient ranks to fill openings, recruitment and examination processes may begin again in order to fill anticipated openings.
     
    Selection Interview
     
    When a job opening occurs, the Personnel Commission staff reviews the names on the eligibility list and schedules an interview by the job supervisor of the candidates in the top three ranks who are interested and available. Employees requesting transfer, and former employees requesting reinstatement, are also invited to interview. The supervisor then makes a selection and recommends final appointment to the job. The names of candidates not selected go back on the lists for future consideration according to their continued eligibility within the one-year period.
     
    Other Information

    If you are selected for appointment to the job, the California Education Code requires that you have a TB skin test to indicate that you do not have tuberculosis. In addition, each new employee is required to undergo a physical examination, performed by physicians under contract with the District and at the District’s expense. California State Law also requires that candidates selected for a position be fingerprinted; clearance must be received from the Department of Justice (DOJ) and Federal Bureau of Investigation (FBI) prior to employee orientation and start of work. You will also be asked to sign an Oath of Allegiance to the Constitutions of both the State and the United States, and complete other forms, such as the I-9, which documents your legal right to work in the United States.

    All new employees must successfully complete a probationary period, which means that a new employee is not permanent until after he/she has worked 130 paid days and the supervisor has judged that the employee’s work is satisfactory. Even after an employee becomes permanent, the supervisor regularly evaluates the employee’s work, reporting on areas of strength and weakness on the job.

    The California Education Code prohibits school districts from hiring people who are users of narcotics, registered sex offenders, or those who have been convicted for committing certain violent felonies.