Human Resources

District 109 welcomes those who choose to give their time, talents and energy to supporting the students in our schools. Our team of substitute teachers is made up of parents who want to work with the children of the community, community members who know the value of good schools, and those looking for a flexible schedule and meaningful work. Take a look at the Guest Teacher Handbook for details of this important position's roles and responsibilities – and the support you receive when you work in our schools – and then learn the steps in the application and selection process:

1. Check your licensure: To be a Guest Teacher (substitute) in Illinois public schools, you must possess either a current Illinois Professional Educator License or a current Illinois Substitute License. For information on how to apply for a license, visit the ISBE website (click on Substitute Teacher Application). 
2. Apply: Complete an external application online (find the Guest Teacher posting)

3. Interview Analysis: The Department for Human Resources receives notification of your submitted online application and supporting interview. If selected, you will receive information on the next steps, which is...

4. Fingerprinting: A member from the Human Resources department will contact you to schedule an intake appointment where you will be fingerprinted on-site. A picture ID is required. The fingerprint process will be conducted if you hold a registered Substitute, Paraprofessional (with at least a Bachelor’s degree on file) or a PEL license in Lake County.

5. Red Rover: Once all your documentation has been submitted and your references have been cleared, you will be added to our guest teacher calling system (Red Rover).

If you have any questions about the Guest Teacher application process, contact Omar Lopez (847-945-1844 x7222).

• Diversity represents the rich tapestry of backgrounds, perspectives, and experiences that make our organization unique. It's about appreciating the differences in race, ethnicity, gender, sexual orientation, religion, ability, and every other facet of our identities. It's about recognizing that these differences are not weaknesses, but strengths that enrich our lives and make us stronger together.

• Equity goes beyond mere representation within the organization. It means ensuring that everyone has equal access to opportunities and resources, regardless of their background. It means removing systemic barriers that prevent certain groups from reaching their full potential. It means creating a level playing field where everyone can thrive.

• Inclusion is about creating a sense of belonging for everyone within our organization. It means actively inviting and embracing people from all walks of life. It means ensuring that everyone feels valued, respected, and heard. It means creating a safe space where everyone can be their authentic selves.

Starting July 1, 2023, a new law took effect for all Illinois schools. Faith's Law is named after a prevention advocate and child sexual abuse survivor from Illinois who pushed for change to state laws related to educator sexual misconduct in K-12 schools. 

Sexual misconduct is defined as:

Any act, including, but not limited to, any verbal, nonverbal, written, or electronic communication or physical activity, by an employee or agent of the school district, charter school or nonpublic school with direct contact with a student that is directed toward or with a student to establish a romantic or sexual relationship with the student. Such an act includes, but is not limited to, any of the following:

1. 1. A sexual or romantic invitation. 

   2. Dating or soliciting a date. 

   3. Engaging in sexualized or romantic dialog.

   4. Making sexually suggestive comments that are directed toward or with a student.

   5. Self-disclosure or physical exposure of a sexual, romantic, or erotic nature.

   6. A sexual, indecent, romantic, or erotic contact with a student

Faith’s Law Resource Guide

ISBE has developed and maintains the Faith’s Law Resource Guide that includes guidance for pupils, parents/guardians, and teachers about sexual abuse responses and prevention resources available in their community, including the contact information of entities that provide services for victims of child sexual abuse and their families.

DPS109 Employee Code of Professional Conduct Policy

Deerfield Public Schools District 109 has developed and implemented an employee code of professional conduct policy, 5:120 Employee Ethics; Code of Professional Conduct; and Conflict of Interest in compliance with Faith’s Law.

For more information about Faith’s Law, please visit ISBE’s Faith’s Law webpage.

We are dedicated to protecting our employees’ information. For this reason, we use Verifent to confirm verification of employment and/or verification of income (VOE/VOI) requests are legitimate, and a valid permissible purpose exists as defined by the Fair Credit Reporting Act (FCRA). Verifiers seeking employment and/or income information for our employee’s must submit VOE/VOI requests through Verifent.

Verifent is an employment and income verification service that proves consumer’s employment and/or income to credentialed verifiers. It allows credentialed verifiers with a valid Fair Credit Reporting Act (FCRA) Permissible Purpose quick access to important information that assists in their decisioning process. Additionally, it enables employers to quickly, securely, and confidently manage the employment and income information process.

To Submit a Request:

1. Log in to Verifent. New Verifent users will need to register and create an account before proceeding.
2. When prompted, enter our unique organization code: 00EE68
3. Please be prepared to provide the employee’s date of birth and the last four digits of the Social Security Number.
4. For additional information on this process, please visit Verifent.