Describe the process and criteria used in hiring decisions for staff (licensure, education, credentials, experience, etc.)

Hiring decisions are based on the Mille Lacs Band of Ojibwe Hiring Process. After going through the Advisory Policy Board, jobs are posted by the MLBO HR Employment Coordinator for a minimum of two weeks. The Employment Coordinator schedules the interviews via telephone or mail. After interviews, the hiring manager completes the Hiring Justification Data Sheet, which indicates who was on the hiring committee, the candidate pool with American Indian Preference indicated and the justification for hiring the selection. This includes confirmation of job specific requirements such as licensure, degree credentials, and background checks. Mille Lacs Band and Native American preference applies to all positions. Hiring Managers must include specific detail as to why American Indian Preference members were not selected for hire.

Qualifications for Lead Instructors and Tutors include:

  • A bachelor’s degree in education/vocational or a similar field is required.
  • Minimum of three (3) years prior experience in the education/vocational field is required.
  • Minimum of three (3) years of supervisory experience preferred.
  • A valid, current Minnesota teacher’s license is required.
  • Understanding of Native American culture and ability to demonstrate cultural sensitivity is required, five (5) years working in Native American communities is preferred.
  • Must adhere to confidential information in accordance with Data Privacy Act.
  • Strong interpersonal, organizational, and communication skills.
  • Proficient in Microsoft office systems.
  • Knowledge of State GED requirements and procedures.
  • Ability to write effectively to prepare reports, memorandums, policies and procedures.
  • Ability to design and teach or facilitate groups of adults.
  • Ability to establish and maintain working relationships with others is required.
  • Must have a current valid driver’s license, reliable personal transportation, proof of current insurance coverage, and insurability under the Band’s Automobile Insurance Policy.
  • Must pass a pre-employment drug and alcohol test.
  • This position is grant funded and is dependent upon the continued funding of the Mille Lacs Band of Ojibwe’s P.L 102-477 grants program.
  • Per section 8 MLBSA § 1212(a-b): A staff person with direct contact with or access to children in care must disclose the arrest, conviction, and applicant background information if that staff person: (a)has a conviction of, has admitted to, has an adjudication of delinquency for, has been charged and is awaiting trial for, or a preponderance of the evidence indicates the person has committed: (1)a crime against a child; (2)an act of physical or sexual abuse; (3)neglect; (4)a felony; (5)the same or similar crimes as those in this subsection listed in the laws of another state or of the United States or of any Tribal law; (b) has a conviction of, has admitted to, has an adjudication of delinquency for, has been charged and is awaiting trial for, or a preponderance of the evidence indicates the person has committed any misdemeanor offense under Federal, State, or Tribal law involving crimes of violence; sexual assault, molestation, exploitation, contact or prostitution; crimes against persons; or offenses committed against children. The Licensing Committee may evaluate the nature and time of a misdemeanor assault charge as well as other types of misdemeanor crimes not specified in this section to determine whether employment is appropriate.

Qualifications for ABE Instructors are the same with the requirement added to have a current Minnesota Teaching License.

We do not have volunteers on staff. We may have Work Experience clients training in the classroom

Because they would work under the direct supervision of a classroom teacher, they do

not need to meet the training requirements set forth by the MDE/ABE in the Volunteer Training

Standards policy. All new WEX Trainees are provided with an orientation of the program and local office by their supervisor and Instructional Staff. This typically includes sharing information with them about curriculum, policies and procedures, and other pertinent information.


Describe the new staff orientation process and information included. Address the following:

How does the consortium ensure that new staff receive the training required for their position, such as ABE Foundations, CCRS Foundations, test administration certification and distance learning training?

When starting, all new staff are required to fill out paper work with Human Resources and attend an MLBO Employee Orientation Session. When complete, Aanjibimaadizing new employees meet with our Training Manager to complete our department new hire process. At this point they receive After this, they report to their supervisor where team specific trainings are scheduled.

For ABE staff, this is the Training Manager. If working in outside districts, new Instructors work under supervision of the Training Manager and other Lead Instructors for one week. This is typically in the D1 classroom. They return at least once per week for the following month. Online trainings are expected to be completed within 1 month, with priority placed on required ABE trainings.


Describe how the consortium supports professional development (PD) for staff. Address the following:

  • What is the process for determining PD needs and priorities at both the consortium and individual staff level?
  • What PD activities are mandatory for staff?
  • How does the consortium ensure all staff are aware of appropriate PD opportunities?
  • What is the amount and percent of total funding that the consortium sets aside or uses for professional development?

Professional Development needs are determined by federal P.L. 477 requirements, state ABE directives, program needs, and individual needs and goals as well as available resources and opportunities. Staff will need to complete training before offering that specific service.

Mandatory ABE trainings will include:

  • CASAS Paper Test Proctor Certification, Implementation Basics, Paper Test Implementation, Interpreting Test Results, and Instructional Reports
  • ABE Foundations
  • Northstar Digital Literacy Proctor Training
  • ACES Transitions Integration Framework (TIF)
  • SiDs

New staff are given a list of required training with information as to how to access those trainings, many of which are available online. Additionally, the Training Manager monitors the statewide newsletter, and often sends out additional emails, pointing out opportunities to staff.

Of the ABE funding received, 1% will be set aside for professional development. As we are unaware of the amount of funding that will be received, additional costs over and above this will be covered with P.L. 477 funding.