Recruitment

ARYANPOUR SCHOOL OF CULTURE AND EDUCATION (ASCE) Personnel Policy Manual
To be considered for a position or vacancy, a candidate must complete an "Recruitment form” (see Appendix A FORMS) and submit a complete resume. CEO and HR Department will review applications and will interview selected candidates. Not all applicants will be selected for an interview. A job-related employment test will be administered to ensure the applicants possess required skills, aptitude or other factors required to join ASCE. Only job-related skills will be evaluated. For teachers, however, there will be a Teacher’s Evaluating Exam, which measures the applicant’s knowledge of both the language and the pedagogy.
An applicant will be eliminated from consideration if he/she:
1. Does not possess the knowledge, skills and/or abilities necessary to effectively perform the duties of the vacant
position (with or without reasonable accommodation for an individual with a qualifying disability);
2. Has a qualifying disability and is unable to perform the essential functions of the job, (with or without reasonable
accommodation);
3. Has made a false statement of material fact on the application form, resumes or any supplements to these
documents;
4. Has committed or attempted to commit a fraudulent act at any stage of the selection process; or
5. Has an unsatisfactory record of previous employment.
An applicant may be eliminated from consideration upon other reasonable and legal grounds relating to job requirements.

BACKGROUND CHECKS AND INVESTIGATIONS
ASCE recognizes the importance of maintaining a safe and productive workplace with honest, trustworthy, qualified, reliable and non-violent employees who do not present a risk of serious harm to their co-employees or others. For the benefit of all employees and ASCE, in furthering these interests and enforcing ASCE policies, ASCE may perform, or request that third parties perform, “background checks” or other types of investigations. These background checks and investigations may be performed by ASCE in whole or in part, at ASCE discretion.

EQUAL EMPLOYMENT OPPORTUNITY

ASCE is an equal opportunity employer and makes employment decisions on the basis of merit. ASCE policy prohibits unlawful discrimination based on race, color, gender, marital status, age, physical disability, medical condition, pregnancy or any other consideration made unlawful by IRI constitution. All such discrimination is unlawful. This commitment applies to all persons involved in ASCE operations and prohibits unlawful discrimination by any ASCE employee.

RECRUITMENT OF EMPLOYEES

The Human Resources staff will screen job applications based on the minimum qualification criteria identified in the job description. Applicants that meet the minimum qualifications will be forwarded to CEO. The CEO will determine which candidate to hire and from there the recruitment process commences.

PAYDAY

ASCE employees are paid every month. Paychecks are automatically deposited and employees should make the necessary bank arrangements through the Human Resources Department.

CHANGE OF ADDRESS OR PERSONAL INFORMATION

Any change in name, address or phone number should be promptly reported to Human Resources Department. It is advisable that employees periodically review information currently on file.

SALARY INCREASES
All employees may be eligible for an annual pay increase. The percentage or amount of increase is based on performance evaluation outcomes and overall performance.


REGULAR PROFESSIONAL DEVELOPMENT
ASCE offers employees various training and development opportunities to strengthen existing job skills<

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