Step One: Browse Job Postings
To see a list of current vacancies within the district, visit the Job Postings page.
Step Two: Review Employment Procedures
Employment procedures should be reviewed prior to applying for any position in the district. You can view these procedures by visiting this link.
Step Three: Complete Application
To access applications, click on the appropriate link below:
Step Four: Contact Personnel
For job interest, applicants should contact the Personnel Department at (803) 981-1024.
Rock Hill School District Three encourages all certified applicants to complete an on-line application and submit it electronically. The on-line application can be accessed from the Job Postings page of the district web site (http://www.rock-hill.k12.sc.us/) or the Center for Educator Recruitment, Retention and Advancement website (www.winthrop.edu/scteach). All requested information should be submitted before being considered for a position. Information requested with the completed application includes:
- copy of current credential
- copy of official college transcripts (undergraduate and graduate)
- three references:
- Recent college graduates with no teaching experience who are listed with a college placement office should request that a copy of the official transcript and references be sent to Personnel. An experienced teacher should submit a copy of an official transcript of graduate and undergraduate courses and at least three work references. Included in these shall be a reference from the principal and/or superintendent of the district of the most recent employment.
If the application is completed on-line, all of the above information should be sent to the following address:
Center for Educator Recruitment, Retention and Advancement (CERRA)
The Ward House
Rock Hill, SC 29733
Paper applications are available in the Personnel Department or by downloading the form from the on-line application web site. Applications will be examined and qualified candidates will be invited to participate in a pre-screening interview with the district's Pre-employment Coordinator prior to their being scheduled for interviews at the school level. Criteria used in the screening process include consideration of the applicant’s educational background, training, previous experiences, abilities, communication skills, and information obtained from paper and phone references. Once a completed application is submitted, applicants are encouraged to check the district web site (http://www.rock-hill.k12.sc.us/) for available vacancies. Applicants should contact the Personnel Department at 803-981-1024 to indicate an interest in specific vacancies. (Applicants should not contact building administrators directly.)
Certified Employment Process:
The following procedure is utilized in the employment of certified personnel in Rock Hill School District Three:
- All certified applicants participate in a pre-screening interview either at a college job fair or at the District Office. School administrators then conduct interviews and make recommendations for employment to the Chief Personnel Officer.
- Pending requesting a SLED (South Carolina Law Enforcement Division) background report, the Chief Personnel Officer determines whether or not to submit the recommendation to the Board of Trustees for approval. If submitted and approved by the Board, a contract is then offered to the selected individual.
- Applicants who are interviewed for specific positions are notified when a final decision is made.
Non-Certified Application Process
All applicants must complete a non-certified employment application and submit all requested information before being considered for a position. Applicants are encouraged to include a cover letter and resume. Information to accompany the completed application includes:
- Three favorable references (preferably from previous supervisors, co-workers, etc.). References from relatives will not be accepted;
- Official college transcript, if college/university information is listed.
Criteria used in the application screening process include consideration of the applicant’s educational background, training, previous experiences, abilities, and communication skills. The interview process provides additional information about experiences, abilities and communication skills. Once a completed application is submitted, applicants are encouraged to check the district web site (http://www.rock-hill.k12.sc.us/) for available vacancies. Applicants should contact the Personnel Department at 803-981-1024 to indicate an interest in specific vacancies. (Applicants should not contact building administrators directly.) Administrators with specific vacancies will contact applicants for an interview upon reviewing Personnel's list of interested candidates.
Non-Certified Employment Process:
Non-Certified Full-time Employees:
The following procedure is utilized in the employment of full-time non-certified personnel in Rock Hill School District Three:
- Administrators complete the interview process and make a recommendation for employment to the Chief Personnel Officer.
- Pending requesting a SLED (South Carolina Law Enforcement Division) background report, the Chief Personnel Officer determines whether or not to submit the recommendation to the Board of Trustees for approval. If submitted and approved by the Board, an At-Will Employment Agreement is then offered to the selected individual.
- Applicants who are interviewed for specific positions are notified when decisions are made.
Procedures for Requesting Family and Medical Leave
Directions for Completing the Leave Request Form
Request Forms by Phone or E-Mail
803-981-1091 | email@example.com .
- Parts I and II (Request for Family and Medical Leave and Physician’s Statement of Disability) of the Family and Medical Leave Request should be completed and submitted to the Executive Director of Personnel upon reaching the fifth consecutive day of absence or as soon as it is determined that there is an absence expected to exceed 10 days.
- The entire form (both copies) must be submitted to the Chief Personnel Officer. The original form will be returned to the employee along with a response from the Chief Personnel Officer.
- Prior to returning to work, Part III, Request for Termination of Family and Medical Leave, must be completed by the physician and the employee and submitted to the Chief Personnel Officer. The employee must receive notification of the return date from the Chief Personnel Officer PRIOR TO returning to work.
In compliance with the Family and Medical Leave Act (FMLA), the following procedures will be used to request family and medical leave that is anticipated to exceed 10 days. FMLA eligible employees are those who meet the following criteria:
- Employee must have worked for the district for at least 12 months at the time the leave is to commence (these 12 months do not have to be consecutive months); and
- Employee must have worked for the district for at least 1,250 hours during the previous 12 month period before the leave begins (these months are consecutive).
The employee’s principal or supervisor must be notified as soon as possible after it is determined that a leave will be necessary. Employees who find it necessary to request an extended medical leave (a "standard sick leave absence" that is expected to exceed ten consecutive work days) for reasons covered under this policy must furnish to the Chief Personal Officer a statement, signed by a physician, identifying the nature and expected duration of the condition necessitating the absence (Board Policy GBRIB-R). A formal request for an extended medical leave should be made no later than the tenth consecutive day of absence. Return to active employment must be accompanied by the certification of a licensed physician that the employee is physically and emotionally fit to resume duties as prescribed by the Board of Trustees. If the employee is unable to return to work after 30 days and wishes to use accrued sick leave, a statement signed by a physician identifying the nature and expected duration of the condition necessitating the extended absence should be submitted to the Chief Personnel Officer.
When absences covered under this policy are expected to exceed 30 consecutive workdays, the district may place the employee on a leave of absence for the remainder of the school year. However, the leave of absence will not necessarily be for the remainder of the school year, since any employee on sick leave may, if he/she so wishes and the Superintendent concurs, fill any vacancy in the area of his/her certification or qualification during the leave period. Return to active employment will be guaranteed no later than the beginning of the school year following such leave. The district has met its obligation under this policy once a position for which the employee is qualified and certified has been offered for the subsequent year.
Employees may be granted leave to care for an adopted preschool child immediately after placement (Board Policy GBRIB-R). This leave will be authorized only if the employee is designated as the person primarily responsible for the care and nurture of the adopted preschool child. The employee may use accrued standard sick leave for this purpose, but the amount of paid sick leave may not exceed 30 workdays. The employee may request unpaid extended leave immediately following the initial paid adoption leave for the purpose of parenting, subject to the terms for requesting unpaid extended leave in Policy GBRIB-R. Standard accrued sick leave used for maternity reasons is limited to 30 workdays as well. Eligible employees may also take FMLA (unpaid) leave beyond the initial 30 days of maternity leave by providing written notice to the Chief Personnel Officer no later than the tenth consecutive day of absence. Any such request that is granted may be for the duration of the current school year. Return to active employment will be granted no later than the beginning of the immediate ensuing school year.