Certificated Staff Retention. A. In the event that is necessary to reduce the number of certificated employees for any reason identified in this agreement, 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 procedures set forth in paragraphs below.
B. The District will determine, as accurately as possible the total number of certificated staff known as of April 5th leaving the District for reasons of retirement, family transfer, normal resignation, leaves, discharge or non-renewal, etc., and those vacancies will be taken into consideration in determining the number of available certificated positions for the following school year with existing staff moving into any vacancy created.
C. Certificated employees shall be considered for retention in available positions within the District by the following selective process:
(1) Total years of Washington State teaching experience.
(2) In the case of a tie, selection will be made on total year's experience in the District.
(3) In the case of a tie, total credits beyond a BA or higher degree held.
(4) In the case of a tie, seniority within the school District as determined by official Board action in employment.
(5) If a tie still exists, the determining factor will be the comprehensive summative evaluation performance rating from the employee’s most recent comprehensive evaluation.
D. Recommendations for certificated staff reductions developed in accordance with this policy shall be presented to the Board by April 10th (or such other date as may be subsequently established by law for certificated contract renewal) for further action by the Board in accordance with the requirements of the Laws of the State of Washington.
Certificated Staff Retention. Once determination has been made that certificated staff will be reduced, the District will determine what positions will be retained and reduced.
A. A preliminary determination of positions to be reduced shall be made following the Board's decision of the necessity for a reduced or modified program. The communication team will notify District employees of the results of this determination in writing within five days.
B. Vacancies created by leaves, resignations, retirements, etc., will be taken into consideration in determining the number of available certificated positions for the following school year.
C. The final experience/seniority list published in March will be used to determine which employees will be placed on the reduction-in-force list.
D. Using the experience/seniority list, employees will be placed into their original job assignments, including employees on leave. The most senior employee whose original position is no longer available to him/her will be the first person on the reduction-in-force list. Everyone with less seniority than this individual is then placed on the reduction-in-force list.
E. Notification of placement on the reduction-in-force list will not occur at the workplace, but instead will be mailed to the employee’s home address. As much information as possible regarding the number of eliminated positions and the total number of employees receiving reduction-in-force will be included in the notification.
F. Certificated employees shall be considered for retention in any and all endorsements and/or specialties for which they are qualified.
G. Starting with the most senior person on the reduction-in-force list, the Human Resources Director or designee will contact individuals to offer positions in conjunction with areas of endorsement. The offer will be:
a) to return to the original position if possible or, if A is not possible
b) to choose from a total of 5 positions, in any endorsed area(s). These choices will be taken from the least senior on the seniority list.
H. When there is a choice an employee may not choose an eligible position resulting in the unemployment of another employee with 10 or more years of seniority.
I. Full-time employees are not obligated to any part-time employment but may choose to accept such employment on a voluntary basis. Part-time employees may not be offered a position of greater FTE.
J. Individuals have one working day (until 5:00 pm following the day of offer) to accept or decline any of the po...
Certificated Staff Retention. A. In the event that is necessary to reduce the number of certificated employees for any reason identified in this agreement, 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 procedures set forth in paragraphs below.
B. The District will determine, as accurately as possible the total number of certificated staff known as of April 5th leaving the District for reasons of retirement, family transfer, normal resignation, leaves, discharge or non-renewal, etc., and those vacancies will be taken into consideration in determining the number of available certificated positions for the following school year with existing staff moving into any vacancy created.
C. Certificated employees shall be considered for retention in available positions within the District by the following selective process:
(1) Total years of Washington State teaching experience.
(2) In the case of a tie, selection will be made on total year's experience in the District.
(3) In the case of a tie, total credits beyond a BA or higher degree held.
(4) If a tie still exists, the determining factor shall be seniority within the school District as determined by official Board action in employment.
D. Recommendations for certificated staff reductions developed in accordance with this policy shall be presented to the Board by April 10th (or such other date as may be subsequently established by law for certificated contract renewal) for further action by the Board in accordance with the requirements of the Laws of the State of Washington.
