Common use of Procedures for Reduction in Force Clause in Contracts

Procedures for Reduction in Force. 12.1 The Board of Education retains the rights, authority, duties, and responsibilities to determine the need for faculty positions which will best provide the educational environment they deem most beneficial for this school district. In the event that a reduction in force becomes necessary, the following procedures will be utilized by the district's administrative staff to adjust the teaching force. 12.2 To determine the number of teaching positions to be reduced, the administrative staff will ascertain the educational program for the district to meet the educational goals established by the Board. The number of teachers needed to implement the district's educational program will then be determined by the administrative staff based on those educational goals as determined by the Board. 12.3 All teachers district wide will be evaluated in relation to the educational goals of the district. Individual qualifications and specific skill areas or disciplines shall be ascertained and applied to the teacher needs as determined by the Board. 12.4 The following qualifications, such as but not limited to: Teacher certification, teaching experience in subject area, evaluations, current educational training and the employee's experience within the district will be considered along with other qualifications, identified by the Board, in making staffing recommendations to the Board. In the event two or more teachers have similar qualifications, as determined by the Board, in a teaching area deemed necessary to fulfill the district's educational goals, the teacher with the greatest continuous service in the district will be retained. 12.5 Based on recommendations submitted by members of the district's administrative staff, the Superintendent shall recommend to the Board the teacher or teachers best qualified for the position or positions remaining. Teachers who have been reduced that year shall be given priority consideration through the following year for openings for which they are qualified. Table of Contents

Procedures for Reduction in Force. 12.1 The Board of Education retains the rights, authority, duties, and responsibilities to determine the need for faculty positions which will best provide the educational environment they deem most beneficial for this school district. In the event that a reduction in force becomes necessary, the following procedures will be utilized by the district's administrative staff to adjust the teaching force. 12.2 To determine the number of teaching positions to be reduced, the administrative staff will ascertain the educational program for the district to meet the educational goals established by the Board. The number of teachers needed to implement the district's educational program will then be determined by the administrative staff based on those educational goals as determined by the Board. 12.3 All teachers district wide will be evaluated in relation to the educational goals of the district. Individual qualifications and specific skill areas or disciplines shall be ascertained and applied to the teacher needs as determined by the Board.. Table of Contents 12.4 The following qualifications, such as but not limited to: Teacher certification, teaching experience in subject area, evaluations, current educational training and the employee's experience within the district will be considered along with other qualifications, identified by the Board, in making staffing recommendations to the Board. In the event two or more teachers have similar qualifications, as determined by the Board, in a teaching area deemed necessary to fulfill the district's educational goals, the teacher with the greatest continuous service in the district will be retained. 12.5 Based on recommendations submitted by members of the district's administrative staff, the Superintendent shall recommend to the Board the teacher or teachers best qualified for the position or positions remaining. Teachers who have been reduced that year shall be given priority consideration through the following year for openings for which they are qualified. Table of Contents

Procedures for Reduction in Force. 12.1 The Board of Education retains the rights, authority, duties, and responsibilities to determine the need for faculty positions which will best provide the educational environment they deem most beneficial for this school district. In the event that a reduction in force becomes necessary, the following procedures will be utilized by the district's administrative staff to adjust the teaching force. 12.2 To determine the number of teaching positions to be reduced, the administrative staff will ascertain the educational program for the district to meet the educational goals established by the Board. The number of teachers needed to implement the district's educational program will then be determined by the administrative staff based on those educational goals as determined by the Board. 12.3 All teachers district wide will be evaluated in relation to the educational goals of the district. Individual qualifications and specific skill areas or disciplines shall be ascertained and applied to the teacher needs as determined by the Board. 12.4 The following qualifications, such as but not limited to: Teacher certification, teaching experience in subject area, evaluations, current educational training and the employee's experience within the district will be considered along with other qualifications, identified by the Board, in making staffing recommendations to the Board. In the event two or more teachers have similar qualifications, as determined by the Board, in a teaching area deemed necessary to fulfill the district's educational goals, the teacher with the greatest continuous service in the district will be retained. 12.5 Based on recommendations submitted by members of the district's administrative staff, the Superintendent shall recommend to the Board the teacher or teachers best qualified for the position or positions remaining. Teachers who have been reduced that year shall be given priority consideration through the following year for openings for which they are qualified. Table 13.0 SALARY SCHEDULE 13.1 The salary schedule for 2020-21 shall be composed of Contentsthe following: The base salary will be $40,700.

Procedures for Reduction in Force. 12.1 The Board of Education retains the rights, authority, duties, and responsibilities to determine the need for faculty positions which will best provide the educational environment they deem most beneficial for this school district. In the event that a reduction in force becomes necessary, the following procedures will be utilized by the district's administrative staff to adjust the teaching force. 12.2 To determine the number of teaching positions to be reduced, the administrative staff will ascertain the educational program for the district to meet the educational goals established by the Board. The number of teachers needed to implement the district's educational program will then be determined by the administrative staff based on those educational goals as determined by the Board. 12.3 All teachers district wide will be evaluated in relation to the educational goals of the district. Individual qualifications and specific skill areas or disciplines shall be ascertained and applied to the teacher needs as determined by the Board. 12.4 The following qualifications, such as but not limited to: Teacher certification, teaching experience in subject area, evaluations, current educational training and the employee's experience within the district will be considered along with other qualifications, identified by the Board, in making staffing recommendations to the Board. In the event two or more teachers have similar qualifications, as determined by the Board, in a teaching area deemed necessary to fulfill the district's educational goals, the teacher with the greatest continuous service in the district will be retained. 12.5 Based on recommendations submitted by members of the district's administrative staff, the Superintendent shall recommend to the Board the teacher or teachers best qualified for the position or positions remaining. Teachers who have been reduced that year shall be given priority consideration through the following year for openings for which they are qualified. Table of Contents.

Procedures for Reduction in Force. 12.1 The Board of Education retains the rights, authority, duties, and responsibilities to determine the need for faculty positions which that will best provide the educational environment they deem most beneficial for this school district. In the event that a reduction in force becomes necessary, the following procedures will be utilized by the district's administrative staff to adjust the teaching force. 12.2 To determine the number of teaching positions to be reduced, the administrative staff will ascertain the educational program for the district to meet the educational goals established by the Board. The number of teachers needed to implement the district's educational program will then be determined by the administrative staff based on those educational goals as determined by the Board. 12.3 All teachers district district-wide will be evaluated in relation to the educational goals of the district. Individual qualifications and specific skill areas or disciplines shall be ascertained and applied to the teacher teacher’s needs as determined by the Board. 12.4 The following qualifications, such as but not limited to: to Teacher certification, teaching experience in the subject area, evaluations, current educational training training, and the employee's experience within the district will be considered along with other qualifications, qualifications identified by the Board, Board in making staffing recommendations to the Board. In the event event, that two or more teachers have similar qualifications, as determined by the Board, in a teaching area deemed necessary to fulfill the district's educational goals, the teacher with the greatest continuous service in the district will be retained. 12.5 Based on recommendations submitted by members of the district's administrative staff, the Superintendent shall recommend to the Board the teacher or teachers best qualified for the position or positions remaining. Teachers who have been reduced that year shall be given priority consideration through the following year for openings for which they are qualified. Table 13.0 SALARY SCHEDULE 13.1 The salary schedule for 2024-25 shall be composed of Contentsthe following: The base salary will be $46,240.