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Recruitment and Selection Policy of a Montessori school
1. AHRM SEMESTER PROJECT
Author: Faisal Anwaar
Student of MS-Engineering Management
Foundation University Rawalpindi Campus
RECRUITMENT & SELECTION POLICY
RF MONTESSORI SCHOOL - RFMS
(GT ROAD-BRANCH)
2. RF MONTESSORI SCHOOL
Introduction:
“play” is a child’s work and that learning should happen naturally
through real-life experiences. (Italian educator and physician Maria
Montessori).
•RFMS follows the same
•Independence
•Learning environment
•Hands on, age oriented training
•Motivation, Self Discipline
3. RF MONTESSORI SCHOOL
Executive Summary:
•10 years of experience, name of trust in society for minors
•Prime Location of the campus
•Highly Supportive Environment for learning by Management
•04 years Montessori Education (Pre PG, PG, J-Montessori, S-Montessori)
•Excellent Environment
•State of the art learning aids
•Physical, Mental, Spiritual & emotional training of children
•Mathematics, Music, Outdoor experimentation, Puzzle etc
• On campus total no of Employees 21
•Total Strength of students 56 (04 classes, 14 students each)
•Highly Skilled & Experienced Teachers (02 Teachers for each class)
5. Objectives
• To ensure best talent is recruited (upon merit)
• Transparency / Equality for all applicants
• To discourage discrimination
• Legislation, recommendations and guidance.
• Safeguarding rights of children in selecting most suitable staff
Scope
• Applies to all positions at campus when ever recruitment process is to be
initiated
Recruitment & Selection Policy
6. Identification of Recruitment Need
• Regular Evaluation by Campus In charge for Recruitment (vacant seat, re-
designation, death, extra requirement etc)
New Job Opening
• Vacancy can only be finalized after evaluation of its need & JD
making/revision
• Vacant position can be filled internally / externally
Policy Procedure
7. Recruitment & Selection Costs
• Requisition by FM forwarded from Campus Incharge for Approval by MD.
Documentation
• Manager Admin & Security shall keep all documents .
(related to vacancy, pre analysis of the job, the applicant’s data, test results
etc.)
• Shall be well managed to be cross consulted anytime by the Campus
Incharge.
Policy Procedure..
8. Approval to Recruit
• Managing Director is the competent authority for it.
• Approval shall be obtained 15 days before advertisement (except where
urgent)
Type of Employment Contract
• "Regular Contract”: Renewal after every 2 years upon satisfactory
performance.
(Campus In charge, Lead Teachers, Assistant Teachers, Manager Admin &
Security, Finance Manager)
• Rest all positions will be hired on daily wages basis
Policy Procedure..
10. JD & Person Specifications
• Prior analysis of JD, JS for all vacancies announced. (updated review)
• If the job is new, a proper JD is defined and if the job becomes vacant, the
JD is revised. (Manager Admin & Security)
• It should be comprehensive and under consultation of Campus Incharge.
• Should depict wider choice for fair opportunity, shall not be individual
specific
Policy Procedure..
11. Advertising the vacancy:
Only after approval from Managing Director,
• Manager Admin & Security should spread the ad (internal/external)
• Job codes be assigned with diff positions to avoid mixing of applications
Internal
• Internal notice board, the weekly meeting or the closed social media contact group.
• Daily wages staff shall be considered as external candidate for jobs of regular contract.
External
• RFMS official website, all credible online job portals, shall be displayed at reception
desk and in the local Sunday newspaper.
• A clear detail of JD, JS, and closing date of applications, mode and address for
application submission shall be mentioned.
Policy Procedure..
12. Processing Applications:
• Collection & Scrutiny by Manager Admin & Security Manager
• Applications sent on official/advertised address only (no ref or by hand receiving)
• No unnecessary information shall be forwarded to candidates regarding the undergoing
process.
Short listing for Written Test / Demonstration:
• Recruitment file shall be made for Applications fit for test(written test or/and demonstration)
and interview.
• Reason shall be remarked on the unsuccessful applications.
• For Teachers - Demonstration Test is mandatory whereas, upon descrition of Campus
Incharge for Security Guard, Assistant & Office boy positions. Otherwise shall be called directly
for interview
Policy Procedure..
13. Written, Demonstration & Technical Test
• Written test preparation (by own faculty or outsourcing)
•Conduction with in campus
• Demonstration of Teachers must (after written test)
• Running Test for Security Guards, and Typing Speed Test for assistants & office
boys. (on discretion of Campus Incharge)
• Manager Admin & Security: arrangements on test day till complete result
compilation and short listing for interview with in 7 working days.
Policy Procedure..
14. Selection Panel / Committee
- 03 member Panel for interview (unless changed upon requirement)
15. Interviews
Arrangements
• Manager Admin & Security shall verify recruitment file for completion and update of test score
• Short listed candidates shall be informed via phone call, WhatsApp & email mentioned as per their
application form’s data (by post if required)
• Facilities arrangement
• Receiving and handling of Interview Panel & Interviewees
Interviewing
• Interview shall be balanced (aptitude, personality, IQ and Trade related level of the candidate)
• Nothing objectionable should be reflected by the panel during this activity.
• Each candidate shall be given equal time and same respect and privilege.
• Verification of the documents from Original ones (brought by the candidate)
• A summary of Q & A shall also be recorded by the Manager Admin &Security for future reference.
Policy Procedure..
16. Post Interview Decision
• Discussion after interview for each candidate
• phone calls by Manager Admin & Security to the references for verification
• Preparation of list for selected candidates after interview.
• Same shall be posted to Managing Director (MD) for approval (if not in the panel)
Provisional Appointment
• Successful candidates shall be issued Provisional appointment letters to their mentioned
addresses and a confirmation phone call shall also be made.
• Provisional appointment until (police clearance, medical fitness and declaration
certificates)
• He/She shall be allotted a time of 10 working days for mentioned verifications.
Policy Procedure..
17. Criminal History, Medical Fitness & Declaration
• Police verification (good moral charactar & no conviction of any crime so far)
• Medical Fittness Certificate-from registerd Docto (Surgical, Eye sight, color vision
etc.)
• Declaration by Employee (for no involvement in any political, religious
party/activity)
Offer and Joining
• Final appointment letters - After successful submission of pending documents
• Contract and complete terms and conditions to follow before date of employment
or joining.
• Joining date shall be given to new employee at RFMS after a settlement time of
two weeks.
Policy Procedure..
18. Unsuccessful Candidates
• The unsuccessful candidates who were screened out at any
phase of the complete selection process, shall be regretted via
email for their non-selection with a humble advice to stay
connected for any future openings.
• The Manager Admin & Security shall save the data for all
unsuccessful candidates (except para 6.17) for a period of next
01 year for verification or for use giving them the priority
among fresh cases.
Policy Procedure..
19. Post Joining Processes & Training
• Warm welcome talk and tour
• Necessary Form filling & registrations
• Presentation/orientation
• Manager Admin & Security shall brief and hand over the JD & shall be responsible
for smooth joining process of the employee at the campus
• Provision of RFMS Identification card, library card, transport registration, bank
account opening, next of kin form, discounted lunch coupons etc.
• Online training in Child Protection level one, Fire Safety, Emergency handling / First
Aid Training, Evacuation Drill and a grooming session.
• Further trainings needed to get on board smoothly shall be planned by the
Campus Incharge and shall be given in appropriate time.
Policy Procedure..
20. Compensation & Benefits
• A competitive salary package shall be offered as per the standard of the RF
group.
• It should be according to the qualification & experience of the employee.
• It should not be less than the last drawn salary of the employee and not be
less than what offered by the interviewer in the interview.
• Manager Admin & Security shall prepare a salary fixation letter and send it
to the Finance Manager for further action.
Policy Procedure..
21. Equal Opportunities
Discrimination
Manager Admin & Security is to ensure transparency in dealing all applicants
with differences on basis of gender, religion, cast and region. There shall be
no objection from any party in attending them on equal grounds
Encouragement for Diversity
No two blood relations or spouse can be selected in the same section
RF ensures a multi-cultural environment and same shall be followed while
recruiting talent.
Policy Procedure..
22. Secrecy
During the whole process of recruitment and selection any personal information,
official information, any pre/post interview recommendations, test making and
conduction, short listing process, calls to successful candidates. All above stated
reserves with RFMS and disclosure of any information whether intentional or
unintentional will be considered a breach of confidentiality and strict disciplinary
action will be taken against the guilty.
Manager Admin & Security shall ensure restricted access to all unconcerned during
the complete process and shall ensure the secrecy at top.
Complaints regarding discrimination
Manager Admin & Security shall receive any such application and should forward it
to Managing Director straight away.
The Managing Director (DM) shall conduct an independent inquiry in close
correspondence with concerned officials and the person found responsible shall be
strictly punished.
Policy Procedure..
