Common use of Needs Analysis Clause in Contracts

Needs Analysis. The identification of the surplus teacher(s) and/or the identification of unit holder(s) who are to lose units will be made in the following manner: (a) The employer shall conduct a needs analysis in consultation with staff to identify the future management structure, curriculum and other staffing needs of the school which will determine: (i) The most appropriate area(s) for the surplus position(s) to be identified from; and/or (ii) The most appropriate area(s) within the staffing structure for the reduction of units to occur. (b) The processes set out in clause 9A.4(c) and (d) should be co-ordinated in cases where both positions and units are lost. Boards should ensure that the outcomes of the processes set out in clause 9A.4(c) and (d) are consistent with the needs analysis. (c) For determining the surplus teachers the following process shall apply: (i) If the needs analysis identifies a specific position, the teacher holding that position will be deemed surplus and the provisions of clause 9A.6 will apply; (ii) Where there is more than one position in the affected area(s) the remaining positions from the affected area(s) will be advertised internally;

Needs Analysis. The identification of the surplus teacher(s) and/or the identification of unit holder(s) who are to lose units will be made in the following manner: (a) The employer shall conduct a needs analysis in consultation with staff to identify the future management structure, curriculum and other staffing needs of the school which will determine: (i) The most appropriate area(s) for the surplus position(s) to be identified from; and/or (ii) The most appropriate area(s) within the staffing structure for the reduction of units to occur. (b) The processes set out in clause 9A.4(c) and (d) should be co-ordinated in cases where both positions and units are lost. Boards should ensure that the outcomes of the processes set out in clause 9A.4(c) and (d) are consistent with the needs analysis. (c) For determining the surplus teachers the following process shall apply: (i) If the needs analysis identifies a specific position, the teacher holding that position will be deemed surplus and the provisions of clause 9A.6 will apply; (ii) Where there is more than one position in the affected area(s) the remaining positions from the affected area(s) will be advertised internally; (iii) The teachers from the affected area(s) will apply for those positions in their respective area(s); (iv) Those positions shall be filled by applicants from the relevant affected area(s). The teacher(s) not appointed as a result of this process will be deemed to be surplus and the provisions of clause 9A.6 will apply.

Needs Analysis. The identification of the surplus teacher(s) and/or the identification of unit holder(s) who are to lose units will be made in the following manner: (a) The employer shall conduct a needs analysis in consultation with staff to identify the future management structure, curriculum and other staffing needs of the school which will determine: (i) The most appropriate area(s) for the surplus position(s) to be identified from; and/or (ii) The most appropriate area(s) within the staffing structure for the reduction of units to occur. (b) The processes set out in clause 9A.4(c) and (d) should be co-ordinated in cases where both positions and units are lost. Boards should ensure that the outcomes of the processes set out in clause 9A.4(c) and (d) are consistent with the needs analysis. (c) For determining the surplus teachers the following process shall apply: (i) If the needs analysis identifies a specific position, the teacher holding that position will be deemed surplus and the provisions of clause 9A.6 will apply; (ii) Where there is more than one position in the affected area(s) the remaining positions from the affected area(s) will be advertised internally; (iii) The teachers from the affected area(s) will apply for those positions in their respective area(s); (iv) Those positions shall be filled by applicants from the relevant affected area(s). The teacher(s) not appointed as a result of this process will be deemed to be surplus and the provisions of 9A.6 will apply. (d) For determining the unit holders who are to lose units the following process shall apply: (i) If the needs analysis identifies a specific position, the teacher holding that position will be deemed to be the teacher who is to lose or have a reduction in unit(s). That teacher will have access to the salary protection arrangements specified in 9A.5; (ii) If a needs analysis identifies an area(s) involving more than one position, the employer shall develop descriptions of the roles and responsibilities associated with the unit(s), including the number of units to be allocated to each position, which shall be advertised internally. The position(s) shall have the remaining units available in the affected area(s) allocated to them. No teacher shall receive more units than she/he held before the review; (iii) Teachers from the affected area(s) shall apply for the positions within the relevant affected area(s); (iv) The teacher(s) who loses her/his unit(s) will be the teacher(s) appointed to a position with either a reduced number of units or no units allocated to it. Those teachers will have access to the salary protection arrangements specified in 9A.5.

Needs Analysis. The identification of the surplus teacher(s) and/or the identification of unit holder(s) who are to lose units will be made in the following manner: (a) The employer shall conduct a needs analysis in consultation with staff to identify the future management structure, curriculum and other staffing needs of the school which will determine: (i) The most appropriate area(s) for the surplus position(s) to be identified from; and/or (ii) The most appropriate area(s) within the staffing structure for the reduction of units to occur. (b) The processes set out in clause 9A.4(c) and (d) should be co-ordinated in cases where both positions and units are lost. Boards should ensure that the outcomes of the processes set out in clause 9A.4(c9A.4 (c) and (d) are consistent with the needs analysis. (c) For determining the surplus teachers the following process shall apply: (i) If the needs analysis identifies a specific position, the teacher holding that position will be deemed surplus and the provisions of clause 9A.6 will apply; (ii) Where there is more than one position in the affected area(s) the remaining positions from the affected area(s) will be advertised internally; (iii) The teachers from the affected area(s) will apply for those positions in their respective area(s); (iv) Those positions shall be filled by applicants from the relevant affected area(s). The teacher(s) not appointed as a result of this process will be deemed to be surplus and the provisions of 9A.6 will apply. (d) For determining the unit holders who are to lose units the following process shall apply: (i) If the needs analysis identifies a specific position, the teacher holding that position will be deemed to be the teacher who is to lose or have a reduction in unit(s). That teacher will have access to the salary protection arrangements specified in 9A.5; (ii) If a needs analysis identifies an area(s) involving more than one position, the employer shall develop descriptions of the roles and responsibilities associated with the unit(s), including the number of units to be allocated to each position, which shall be advertised internally. The position(s) shall have the remaining units available in the affected area(s) allocated to them. No teacher shall receive more units than she/he held before the review; (iii) Teachers from the affected area(s) shall apply for the positions within the relevant affected area(s); (iv) The teacher(s) who loses her/his unit(s) will be the teacher(s) appointed to a position with either a reduced number of units or no units allocated to it. Those teachers will have access to the salary protection arrangements specified in 9A.5.

Needs Analysis. The identification of the surplus teacher(s) and/or the identification of unit holder(s) who are to lose units will be made ade in the following manner: (a) anner: The employer e ployer shall conduct a needs analysis in consultation with staff to identify the future management anage ent structure, curriculum curriculu and other staffing needs of the school which will determine: (i) deter ine: The most ost appropriate area(s) for the surplus position(s) to be identified fromfro ; and/or (ii) and/or The most ost appropriate area(s) within the staffing structure for the reduction of units to occur. (b) . The processes set out in clause 9A.4(c) and (d) should be co-ordinated in cases where both positions and units are lost. Boards should ensure that the outcomes outco es of the processes set out in clause 9A.4(c) and (d) are consistent with the needs analysis. (c) . For determining deter ining the surplus teachers the following process shall apply: (i) : If the needs analysis identifies a specific position, the teacher holding that position will be deemed xxx xx surplus and the provisions of clause 9A.6 will apply; (ii) ; Where there is more ore than one position in the affected area(s) the remaining re aining positions from fro the affected area(s) will be advertised internally;; The teachers fro the affected area(s) will apply for those positions in their respective area(s); Those positions shall be filled by applicants fro the relevant affected area(s). The teacher(s) not appointed as a result of this process will be xxx xx to be surplus and the provisions of clause 9A.6 will apply. For deter ining the unit holders who are to lose units the following process shall apply: if the needs analysis identifies a specific position, the teacher holding that position will be xxx xx to be the teacher who is to lose or have a reduction in unit(s). That teacher will have access to the salary protection arrange ents specified in clause 9A.5; If a needs analysis identifies an area(s) involving ore than one position, the e ployer shall develop descriptions of the roles and responsibilities associated with the unit(s), including the nu ber of units to be allocated to each position, which shall be advertised internally. The position(s) shall have the re aining units available in the affected area(s) allocated to the . No teacher shall receive ore units than she/he held before the review; Teachers fro the affected area(s) shall apply for the positions within the relevant affected area(s); The teacher(s) who loses her/his unit(s) will be the teacher(s) appointed to a position with either a reduced nu ber of units or no units allocated to it. Those teachers will have access to the salary protection arrange ents specified in clause 9A.5.