Hiring and Application Process

  • We appreciate your interest in a position with the Wylie Independent School District. 
    Application Form 
    All information called for on the application form should be filled out accurately, completely and the application must be signed.
    For Teacher Applicants
    A copy of your official transcripts for all college and university work along with a copy of your teacher certification will need to be sent to the Human Resources Department. 
    For all Applicants
    If you have service years, contact your previous school for a copy of your service record. Be sure to list references requested. Include full names, titles and correct addresses  (including ZIP codes)
    of all references. Unsolicited letters of reference are not encouraged. Confidential inquiry from references will be solicited by the  Personnel Office.
    Criminal History Record Information
    Texas Education Code 22.083 authorizes a school district to obtain the criminal history record of every applicant for employment with Wylie Independent School District. Fingerprinting is done for all employees.   
    Personal Interviews
    A personal interview is required. Campus Principals will contact prospective employees to schedule an interview with the applicant.
    Renewal of Application
     All applications placed on file are active for one year. In order to keep your file active for another year, you should call or write the personnel office to make this request.
    Appointments to Positions
    Basis of appointment: The appointment of any person to any position shall depend solely upon qualifications as opposed to the date of filing application, race, color, religion, sex or national origin. Time of appointments: Appointments to positions are made at any time of the year as the need arises but occur more frequently during the spring and summer.
    Degrees and Certificates
    According to the laws of the State of Texas, every person paid for instructional work in the public schools must have registered a valid Texas Teacher's Certificate with the Personnel Office of that district. An applicant must have at least a bachelor's degree from an accredited college or university. Exceptions to the degree rule may be made for teachers of vocational and trade classes who submit trade and industrial training records in compliance with Texas Education Agency requirements. Graduates of a Texas college or university should apply through the Certification Office of the college to secure a Texas Teacher Certificate. Out of State Certification: Those who have out-of-state certification need to work directly with the Personnel Office to obtain Texas Certification at the time of employment. This will involve completing the proper forms for application, supplying the Personnel Office with official transcripts, a copy of the out-of-state certificate and a money order or cashier's check made out to SBEC-CRT in the amount of $125. After completion of these requirements, the State Board for Educator Certification of the Texas Education Agency will issue a one-year Texas Teacher's Certificate and a deficiency plan which must be met. In most cases, the only deficiency will be the TeXes test. This test is administered by the National Evaluation System, Inc., and there will be ADDITIONAL fees for each test.
    Offer of Employment (Contract)
    An offer of employment is given the applicant subject to the Superintendent's recommendation and approval by the Board of Education as required by state law. Professional employees are employed by contract for a term of one year. The first three years of continuous employment in the District are considered to be a probationary period.
    Retirement Plan
    All employees must participate in the Texas State Teacher Retirement System. Although employees do not participate in the Social Security System, new employees are required to participate in the FICA Medicare Program.
    Equal Employment Opportunity Statement
    The district shall not fail or refuse to hire or discharge any individual, or otherwise discriminate against any individual with respect to compensation, terms, conditions, or privileges of employment because of the individual’s race, color, religion, sex, or national origin. Nor shall the district limit, segregate, or classify its employees or applicants for employment in any way that would deprive or tend to deprive an individual of employment opportunities or otherwise adversely affect the status as an employee because of the individual’s race, color, religion, sex or national origin.