Employment Information
General Employment Information
The initial employment application process is handled electronically through EdJoin.org. The Personnel Department does not accept or keep any hard copy applications or supporting documentation. Relevant documentation can be attached to the online Ed-Join application by logging onto EdJoin.org, viewing the application status, clicking on the paper-clip, and attaching the desired documents.
Classified (non-credentialed) applications are pre-screened for minimum required qualifications by the Personnel Department. Administration from each site performs the screening for certificated applications and completes supplementary screening for classified applications. Site administrators determine interview time-lines and specific guidelines used to select the applicants invited to interview. Applicants are notified by telephone or by e-mail.
The Assistant Superintendent of Personnel Office is the only District representative authorized to make official employment offers. Upon recommendation for employment, selected applicants must provide official proof of required education, credentials, licenses or certificates. As a condition of employment, prospective employees will be required to pass a background check from the Department of Justice and provide verification of a current negative tuberculosis test; some positions may require additional pre-employment clearance.
The Personnel Services Division appreciates your interest in employment with our District.
Substitute Employment Information
Applicants interested in substitute employment with Chaffey Joint Union High School District must complete a Substitute application on EdJoin at www.edjoin.org.
Substitute Pools are opened for specific classifications at various times of the school year, based on District needs. Please see the Substitute Employment Opportunities page of our website for sub pool information.
Applicants must include e-mail contact information on their application for three professional references. Applications are screened and references are verified before the start of the hiring process. Applicants must provide official proof of required education, credentials, licenses or certificates. Required documentation must be attached to the online EdJoin substitute application. As a condition of employment, prospective substitute employees will be required to pass a background check from the Department of Justice and FBI as applicable, at their expense, and provide verification of a current negative tuberculosis test; eligibility for some substitute classifications may require additional testing, qualifications, or clearance.
Our District uses an automated system (Frontline) for contract employees to report their absences/request for sub coverage. Substitute employees search for available substitute assignments through the Frontline website, mobile app or by phone. The Personnel Department Substitute Desk oversees the substitute search, decline and accept process of substitute assignments.
Substitute Employees must adhere to District rules, policies, and regulations. Substitutes are required to display a District issued parking permit on their vehicle and park in designated areas. Substitute Staff Identification is issued at the beginning of each school year and must be worn anytime substitute employees are on a school campus or District Facilities. Staff ID’s and parking permits must be returned to the Personnel Department when employment ends.
Substitute employees are hired on an as-needed basis; they are not guaranteed any frequency of assignments or continued employment. Our District will not maintain employment if the substitute employee is seldom or never available to accept substitute assignments.
The Personnel Services Division appreciates your interest in employment with our District. The Chaffey Joint Union High School District does not discriminate on the basis of sex, sexual orientation, gender, ethnic group identification, race, ancestry, national origin, religion, color, mental disability, physical disability, age or any other bias protected by law in its education programs or activities on in the personnel or employment practices.