Certificated Staff Reduction. In the event that it is necessary to reduce the number of employees for economic reasons, those employees who will be retained to implement the District's modified program and those employees who will be laid off will be identified by using the following criteria and the procedures outlined in Appendix N.
Certificated Staff Reduction. In the event that it is necessary to reduce the number of certificated employees pursuant to the provisions of applicable Board policy, those certificated employees who will be retained to implement the District's reduced or modified program and those certificated employees who will be terminated from employment will be identified by using the following procedures:
Certificated Staff Reduction. In the event that it is necessary to reduce the number of certificated 6 employees pursuant to the provisions hereof, those certificated employees who will be retained 7 to implement the District's reduced or modified program and those certificated employees who 8 will be terminated from employment will be identified by using the following procedures. 9
Certificated Staff Reduction. 50.1 In the event that it is necessary to reduce the educational program or the number of certificated positions for financial reasons, e.g., loss of revenue, those teachers and other nonsupervisory certificated employees (collectively “certificated employees” herein) who will be retained to implement the District’s reduced program and those certificated employees who will be terminated from employment or adversely affected in contract status will be identified by using the procedures set forth in paragraph 1.b. through 1.i. Sections 50.2-50.9 hereof.
50.2 The District will determine as accurately as possible, the total number of certificated staff known as of May 1 leaving the District for reasons of retirement, family transfer, normal resignations, leaves, discharge or nonrenewal, etc., and these vacancies will be taken into consideration in determining the number of available certificated positions for the following school year.
50.3 Possession of any valid Washington State Certificate which may be required for the position(s) under consideration shall be a prerequisite for retention. Those employees not holding a standard K-12 certificate must hold the appropriate endorsements which may be required for the positions under consideration as a prerequisite for a retention.
50.4 Credits applicable for placement on the salary schedule must be earned prior to October 1 of the current school year and documented by official transcripts. It will be the responsibility of the individual employee to furnish the District with such documentation on or before October 1.
50.5 The following employment categories are established to ensure the qualifications of personnel assigned to retained positions:
50.5.1 Grades Kindergarten (K) through five (5) 50.5.2 Grades six (6) through twelve (12): Language Arts, Foreign Language, Mathematics, Language Arts/Social Studies Block, Science, Social Studies, Traffic Safety, Middle School Technology 50.5.3 Special Education (P-12) 50.5.4 Music, Art, Health and Physical Education (K-12) 50.5.5 Specialists: Counselor, Librarian, Psychologist, Speech Language Pathologist, Occupational/Physical Therapist, Nurse. Specialists may be eligible for retention in one or more of the employment categories identified in paragraph 1.e. Section 50.5 above based on appropriate endorsement or certification.
Certificated Staff Reduction. The necessity for and the extent of staff reduction will be determined by the Board of Directors after receiving the recommendation of the Superintendent and his/her administrative staff. The following, in the order listed, will be the factors considered in determining the educational program or service provided and the certificated employees who will be employed to provide the educational program or services.
Certificated Staff Reduction. In the event the District adopts a reduced educational program by reason of financial necessity, employees who will be retained to implement the District’s reduced or modified program and those employees who will be laid off from employment or adversely affected in contract status shall be identified in accordance with this section. Prior to May 15, the Board of Directors, upon the recommendation of the superintendents shall determine whether or not the educational program of the District will permit the District to maintain its staff needs at the same level for the following school year. If it is determined that such program is not feasible for the following school year, the Board, upon recommendation of the Superintendent, shall identify the certificated staff members, if any, who must be non- renewed and placed in an employment pool. All such non-renewals shall be in accordance with statute. No District personnel outside of the bargaining unit shall be allowed retention under the Agreement.
Certificated Staff Reduction. 47 A. In the event that it is necessary to reduce the number of certificated employees for financial 48 reasons, those certificated employees who will be retained to implement the District's 49 reduced program and those certificated employees who will be terminated from employment 50 will be identified by using the procedure set forth in paragraphs (B) through (K) hereof.
1 B. The District will determine, as accurately as possible, the total number of certificated staff 2 known as of April 15, who are leaving the District for reasons of retirement, family transfer, 3 normal resignations, leaves, discharge or nonrenewal, etc. These vacancies will be taken 4 into consideration in determining the number of available certificated positions for the 5 following school year.
7 C. Possession of any valid Washington State Certificate or endorsement which may be 8 required for the position(s) under consideration shall be a pre-requisite for retention.
10 D. In the event that it becomes necessary to reduce the number of employees in the School 11 District, the District retains the sole authority to determine position qualifications and to 12 assign and transfer employees.
13 E. The following categories are established to ensure the qualifications of personnel assigned 14 to retained positions and to allow for the least disruption of the ongoing program:
16 1. Elementary teachers (K-6) (Except those listed in (E) (3) hereof), will be considered for 17 retention in the (K-6) category.
19 2. Secondary teachers (7-12) (except those listed in paragraph (E) (3) hereof, will be 20 considered for retention in the secondary categories such as: science, math, social 21 studies, language arts, industrial arts, home economics, languages (e.g.
Certificated Staff Reduction. If it becomes necessary for the District to reduce the number of certificated employees for reasons other than inadequate performance or disciplinary action, those employees who will be retained to implement such reduced or modified program and those employees who will be terminated from employment, will be identified and selected by using the following procedures.
A. Prior to the implementation of a reduced or modified program, the Superintendent shall:
1. By December 1 of each school year the District will compile and distribute to all employees and to the Association the certificated employee seniority list, ranking each from greatest to least seniority. Additional employee qualifications shall also be listed. including degrees, ESA certifications, endorsements, majors for those with K- 12 General Education certificates, as well as their current employment assignment. It shall be the responsibility of each employee to verify his/her seniority ranking and to promptly report any dispute thereof in writing to the District and the Association. Each employee who, within fifteen (15) days after posting, fails to notify the District and the Association that a dispute exists regarding his/her seniority ranking as posted, shall be presumed to have concurred with the seniority rankings ascribed to such employee on the posted list.
2. By February 1, the District will compile and distribute to all employees and the Association the final list, ranking from greatest to least seniority.
3. By April 15, the District shall tentatively determine the reduced programs and services to be implemented in the following school year.
4. By April 15, the District shall make an initial determination of probable cause under State Statute, or other applicable statutes and tentatively identify the names of any certificated employees to be terminated under the District’s reduced program and services; and provide the seniority list including and identifying those certificated employees whose contracts will tentatively be non-renewed for the ensuing school year on the basis of seniority as described in Paragraph C hereof which shall be furnished to the Association and all affected certificated employees. Any such certified employee on the list, may in writing, within five (5) working days of receipt of the list, file with the Superintendent his objection to the ranking order and may request consideration for modification of the same provided such individual includes in his written reque...
