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Employment Opportunities

Employment Opportunities

Click link below to visit our Ed-Join public website.  All Baldwin Park Unified School District job opportunities are listed online with Ed-Join.  Ed-Join is a public education job search website.  We utilize to post our job openings.  Vacancy notices are also available at our office.

Certificated Vacancies

Click link below to view Certificated Vacancies offered to BPUSD Employees only.


Click link below to view Classified Vacancies offered to BPUSD Employees only.


Summary of Hiring Process for Certificated

Vacancies and job requirements are advertised throughout the District and in 91 college/university placement offices, other private and public placement sources, and professional journals and publications as needed. Prospective candidates are provided packets that include information about the District, the job, salary, application forms, and directions.

We attend about 20 job fairs a year at colleges and universities, exposing the District to thousands of prospective candidates.

Interested applicants must submit application materials that include such things as transcripts, copy of credentials, cover letter, resume, and placement file and/or reference letters.



Complete applications are reviewed by the Human Resources Office and/or the site or department administrator to select the best candidates for interviews.

Qualified applicants are contacted and scheduled for screening interviews with an administrative team. The interviews at the school or department are completed by the administrator or a panel that is set up by that administrator.

Selected candidates are offered employment provided their qualifications, credentials, references, and interview rating all support the decision to employ. Credential verification and applications are then processed.

Recommended candidates are then submitted to the Board for formal employment action.

Application materials for an adult or continuing education vacancy are sent directly to the Adult and Community Education Office for processing. The application packet should contain the same kinds of information as K-12 applicants. When application materials are received, the ACE administrator in charge of the program with a vacancy paper screens to select candidates for interview.

Selected applicants are scheduled for two interviews—one with an adult school administrator and the second with another administrator, teacher on special assignment, and/or department head. On some occasions a panel may be used.

The Senior Director of Adult and Community Education reviews the application and employment recommendations made by the ACE staff. The application packet, along with employment recommendation is then sent to the District Human Resources Office with the recommendation from the Senior Director. The Human Resources administrator and/or staff review their recommendations and the packet of materials to check on credential authorization, appropriateness of assignment, salary, etc. If questions or concerns are raised, Human Resources will then be involved in resolving concerns. If no concerns are evident after reviewing the application materials and recommendation, the candidate is recommended to the Board for employment. All employment paperwork is handled by the Human Resources Department.
All employees may request transfers to existing vacancies according based upon distict needs, district policy, and/or pertinent employee contracts.

Looking for a job?


Summary of Hiring Process for Classified

Vacancies and job requirements are posted throughout the District at all job sites. Advertisements are placed in newspapers, www.edjoin.org, placement offices, and specialty publications if necessary.

Completed applications are reviewed to insure minimum qualifications are met.

Appropriate candidates are tested for validation of minimum skills for jobs such as clerical, instructional aides, school police, bus drivers, etc.

When required testing is complete and references have been received, the complete application packet is evaluated by the Human Resources administrator, department manager, and/or school administrator to select the best candidates to be interviewed. Screening interviews are held and eligibility pools are established. Candidates are referred to sites and departments.

Following the interviews at the job site, candidates are rated and the school or department makes recommendations for employment.

When a conditional offer of employment is made, further checks are then legally possible. They include a criminal background check and physicals for specific jobs. Selected candidates who are still eligible are then recommended to the Board for employment and/or reassignment if a transfer is involved.



Vacancies and job requirements are advertised in professional trade publications as well as in at least 91 college/university placement offices, and private public placement sources.

Prospective candidates are provided application packets that include information about the job, selection procedures, and timelines to follow along with the appropriate application forms.

A complete application will include a resume, cover letter, verification of required credential and/or training, reference letters and/or placement file.

Typically, A committee will paper screen the applicants. This committee will normally include at least one administrator; one certificated unit member and one classified unit member; the Assistant Superintendent of Human Resources or his/her designee; and a parent representative, if possible. This team will recommend candidates who should proceed to the interview and testing phase after reading all the material the applicant submitted. Selected applicants will be ranked.

Initial interviews will be completed by a second team. The interview team will usually have representation from some or all of the following: certificated bargaining unit, classified bargaining unit, a administrator from another work site, a parent representative, an administrator from another district, and Human Resources. Multiple interviews are the norm emphasizing both a traditional and authentic assessment. A writing sample is sometimes required. Members will individually rank the candidates.

The supervising administrator, the Assistant Superintendent of Human Resources, and/or the Superintendent will compile and review the combined results from paper screening, testing, and interviewing. They will then interview the top scoring applicants. The team will then review past performance of applicants; this may include site visitations and/or consultation with previous colleagues and/or administrators. The Superintendent will make a final recommendation to the Board of Education for their consideration.


All employees may be considered for transfer upon request and are transferred to existing vacancies based upon district needs, their requests, district policy, and/or pertinent employee contracts.