Once you find a job of interest, review the job announcement to be sure that you meet the requirements for the position, create or edit your candidate profile, complete any required questionnaires, and submit your application using our application management tool. 

As you complete your application, be sure to enter all information requested of you, keeping in mind that an incomplete application may disqualify you from further consideration.   For many positions, you will be requested to indicate the locations within Los Angeles in which you are willing to work.  It is important that you respond, as you will only be considered for positions located in chosen areas. 

To submit your application, click on the SUBMIT APPLICATION button on the bottom of the Instructions Screen or the Submit Application Tab on the Application Wizard.  Once submitted, the system will display a message letting you know that your application was sent successfully, and you should receive a confirmation email (and all additional correspondence) at the email address listed on your account.

Note that you need to submit an application for each job for which you wish to apply.

Candidates are invited to an employment assessment that will measure job-related competencies and traits.  These assessments help determine your potential for success in the role for which you applied.  As different roles within LAUSD require different skill sets, the tests you will take as part of the assessment, will vary. 

Typically, the employment assessment process will include one or more of the following:

A Scored Questionnaire:  As part of the application packet, candidates may be asked to complete a questionnaire containing inquiries about their job related background and skills.  The questionnaire is automatically scored based on point values that were derived from an analysis of the job.

An Evaluation of Training and Experience (T&E): A T&E is a scored evaluation of candidates’ application packets (which may include a completed application, a resume, responses to specific questions, etc.).  Experts who are familiar with the target job make the evaluations.

On-Line Skills Assessment: The On-Line Skills Assessment is often the first test part in the selection process, and is used to assess how prepared candidates are to assume the responsibilities and duties of a particular job.  The assessment typically consists of a number of multiple-choice questions with several possible responses.  The candidates are to choose the correct response to the question.

The skills assessment is designed to assess candidates’ knowledge of specific areas that are considered important to a particular type of job (e.g., knowledge of the industry, candidates' general cognitive abilities, or candidates' skills in responding to job-related circumstances).

An Interview: Interviews may consist of technical questions (to assess candidates’ knowledge in a technical area); situational questions (to determine how candidates would handle job-related scenarios); behavioral questions (to determine how candidates have responded to job-related situations in the past); role play questions (these questions require candidates to respond as though they were already in the target job); questions requiring candidates to respond with a presentation (to assess candidates’ oral communication and presentation skills); and finally, general questions (to elicit information about general traits that are critical to strong job performance).

A Performance Test: In a performance test, a real work situation is replicated to test candidates’ abilities and skills in performing critical and frequently performed job duties.

A Reference Check: Reference checks are often used to verify employment, education, and achievement records provided by candidates on their resumes, applications, or in an interview.

Once the assessment process has been completed, a list of candidates who were successful in the assessment process will be compiled.  In most cases, the names of the candidates will be ranked on the list based on the assessment score they achieved.  Generally, the candidates who have achieved the top three scores (ranks), will be considered first (although desired work location and work hours may be considered as well).  As job vacancies arise, candidates further down on the list will become eligible to be considered for employment.

If you have placed on the top three ranks and the hiring department wishes to interview you, you will be contacted to schedule an appointment.  If you are not selected for the initial position, you may be considered for future positions within the same job classification.

If you are selected, you will receive a tentative job offer made either by a representative of our Classified Employment Services Branch, or by the school site with the job vacancy.  The representative making the offer will also work with you to schedule a pre-hire on-boarding screening appointment.  Your offer of employment is contingent upon completion of our pre-employment screening process.

Before you can start your new job, you will need to attend a pre-employment on-boarding appointment during which you will complete new-employee documents and you will be fingerprinted.  A representative from your new work site or from our Employment Services Branch, will contact you to arrange your appointment time. 

Now you are part of the LAUSD team.