The department is on the third floor of Dalton City Hall, 300 W. Waugh St., Dalton, GA 30720.

You can visit our offices between 7:30 a.m. and 4:30 p.m. or you can call us at 706-876-4070. In addition you can contact Human Resources' Secretary Liz Morales or by fax at 706-529-6056.

No. The district only accepts applications for current vacancies through the online application system. Current vacancies are listed in the Career Center. Click on any job posting for which you believe you are qualified and then follow instructions on how to create a profile and apply for the position. You will receive electronic communication regarding the status of your application.

A cover letter is helpful because it allows you to highlight your most relevant qualifications in narrative form. However, a cover letter is not required unless specified.

An up-to-date, well-designed resume is an excellent communication tool for you to present your experience and qualifications for a job vacancy. A resume is required for all certified applicants, and is expected for all non-certified (classified) positions. [Classified positions are those positions that do not require Georgia professional educator certification.]

Certified positions require a professional teaching or leadership certificate as a minimum qualification. Classified positions include paraprofessionals, clerical staff, and maintenance and operations (school nutrition and custodians).

Dalton Public Schools does employ certified staff who have obtained or will obtain clear, renewable certification through an alternative route. Those individuals interested in employment through alternative certification must meet ALL requirements for initial non-renewable certification before the first day of school or placement in the classroom.

The two alternative routes available to Dalton Public Schools teacher candidates are the traditional (enrollment in an educator preparation program while teaching) and Georgia TAPP through Northwest Georgia RESA. Information regarding educator preparation and certification is available through the Georgia Professional Standards Commission (PSC).

All applicants must use the online application system available in the Career Center.

Electronic applications are active until the position closes. All applications attached to a job posting close with the posting. Your employee profile is always available to you to update and submit to other postings. Your profile must be submitted to each position of interest to you.

Yes. The TeachGeorgia posting is provided as a means to direct candidates interested in employment in north Georgia to the district’s website and online application system. If a district application is not completed, the application cannot be distributed to the appropriate hiring supervisor(s).

Yes. You are required to complete an application for a new position even if you previously worked for the district.

Applicants should not contact principals or hiring supervisors directly by telephone or by “dropping by” and letters of interest or resumes submitted to schools are not accepted as an application. All available jobs are posted on the district’s Career Center website. Cover letters and resumes may be submitted as part of the online application.

A cover letter and up-to-date resume are required for certified applicants. A resume is expected for classified applicants, with the exception of school nutrition and custodial positions. The documents should be submitted online with the application by attaching the documents to the candidate profile. Transcripts, reference letters and other documents are not required until after a candidate has been selected for an interview and is actively considered for employment.

You will receive a confirmation email from Human Resources once an application has been submitted. The status of the application will be updated online and the candidate may keep up with its progress there. A complete application will be reviewed and – if all qualifications are met – distributed to principals/supervisors as appropriate. Candidates who do not qualify for a position will be notified as well.

Unfortunately, due to the large volume of applications we receive, we are unable to respond personally to all applicants. Be sure to regularly sign in to your application account for communications and status updates. Should your qualifications match a staffing need, you may be contacted directly by human resources staff or a representative of the principal or hiring supervisor for whom the position was posted.

The salary and wage schedules for employees are posted on the website.

A brief summary of benefits is provided on the website.

A substitute job posting for either certified or non-certified substitutes is published whenever the district needs to augment the substitute teacher roster. Qualified candidates are interviewed and successful applicants are offered an opportunity to complete the orientation and/or training process. All substitutes are required to submit to a background check and pay a $50 fee, payable in cash or money, to process fingerprints. For more complete details visit the substitute information page.

Please refer to the pay rate information on the substitute teaching information page.

Substitutes may choose which school or schools at which they will teach. If you don't think you would like to teach high school students or you would like to only teach high school students, the option is yours. You can select only one school, some schools or all schools depending upon preferences of location, grade level or subject matter. Some substitutes only prefer middle grades, others only prefer math, and others are open to any school, grade level or content.

A certificate is required for any professional employed by the district. The current classifications are Paraprofessional, Support Personnel, Teacher, Service and Leadership. A certificate is not required for clerical, general administrative, technology or operations positions.

While Georgia certification requirements are standardized, the educational programs and certification requirements of out-of-state institutions and state departments of education are not. Therefore, the determination of whether a content test or other special Georgia requirement will be necessary must be evaluated on an individual basis. The best source of information for candidates who must obtain Georgia certification is the Georgia Professional Standards Commission, which is the state licensing agency for educators.

Dalton Public Schools must follow the laws, regulations and rules established by the local Board of Education, the state Board of Education, the departments of education of Georgia and the United States, the state General Assembly, Congress and other agencies with legal authority such as the state and federal departments of labor. Regarding local policies and regulations, the official Dalton Board of Education Policy Manual for Dalton Public Schools is available online.

Thank you for asking! If you know how to contact the employee’s supervisor (principal or department director) they will appreciate hearing directly from you. If you are unsure who to call please contact Human Resources at (706) 876-4070 or info@dalton.k12.ga.us, and you can either request how to reach the supervisor or human resources staff will forward your comment.

The district believes the best method of addressing concerns is to resolve them between or among the individuals directly involved. If you have attempted to do so and are still unsatisfied, or if you believe those involved cannot resolve the issue, you should either contact the principal or supervisor. Should you still need assistance you may contact the Superintendent Dr. Tim Scott at the central office at (706) 876-4004.

All regular employees and substitutes are paid on a monthly basis. Pay is distributed by direct deposit.

Yes. Employee pay is divided over 12 months although the majority of district employees work in schools on a 10-month work calendar from August through May or early June. An employee’s salary is calculated based on the number of hours per day and days per year that he/she works. For example, using a basic example, an hourly paid employee earning $15 per hour working 8 hours a day for 180 days will earn $21,600 annually. This pay is divided by 12 for equal monthly payments of $1,800, including the months of June and July. A teacher working under contract is paid 12 equal payments as determined by the annual contracted salary.

The effect of beginning employment after the normal work calendar has begun varies based on how many days the employee works and how many days have been “missed” on that calendar. All employees are paid for days worked but not for non-work days, such as spring break or holidays. Only 12-month maintenance employees earn paid vacation time. All employees are paid during the summer months. The later an employee begins working after the work calendar begins, the more fluctuation can occur.

The straightforward calculation is to multiply an employee’s daily rate times the number of days available on the work calendar and divide by the number of months left in the pay year. In other words, an employee who begins work in September (more than a month after the school year began in August) may only have 155 days of a 180-day calendar available to work. If the daily rate is $120, multiply that rate by 155 days and divide by 11 months instead of 12 months. The monthly pay is $1,691. Compare that monthly amount to $1,800 in the previous question – even though the daily rate of pay is the same – and you get an idea of the fluctuation that can occur.

Teaching experience credit cannot be awarded for substitute teaching or paraprofessional experience. Georgia Board of Education rules determine what experience may be granted for salary purposes.

In order to receive credit for military service as a teacher, a copy of the employee’s DD214 must be submitted. The employee may receive up to three years credit for active military service in the armed forces of the United States. Experience credit is not granted for service in the Reserves or National Guard.

Paraprofessional salary grades are determined by college or university credits (official transcripts required) and professional educator certification.