Reduction in Force Criteria. The following criteria will be utilized in the event that it becomes necessary to reduce personnel:
A. The needs of the College community;
B. Employee performance as determined by existing evaluations*;
C. Educational qualifications and/or expertise in assigned position(s);
D. Relevant work experience;
E. Accreditation standards of appropriate agencies such as, but not limited to, SACSCOC, American Bar Association, Accreditation Commission for Education in Nursing, and other appropriate as applicable; and,
X. Xxxxxxxx’s years at the College as a full-time Faculty member. *Incorporated with the above criteria for reduction are the working definitions of the evaluative criteria as stated in the Florida Board of Education Rules. The College will establish the layoff unit, including but not limited to department, program, campuses, disciplines, and sub-disciplines. An individual whose position has been eliminated may be offered immediate placement into a vacancy for which the individual is qualified in another department or program, should such position vacancy exist. In the event such an offer of reemployment is not accepted, the employee shall receive no further consideration for reemployment pursuant to this Policy.
Reduction in Force Criteria. The following criteria will be utilized in the event that it becomes necessary to reduce personnel:
A. The needs of the College community;
B. Employee’s Faculty rank, years in rank, and years at the College as a full-time Faculty member within the bargaining unit, and the highest in-field degree/credential;
C. Employee performance as determined by existing evaluations*;
D. Educational qualifications and/or expertise in assigned position(s); and
E. Relevant work experience. *Incorporated with the above criteria for reduction are the working definitions of the evaluative criteria as stated in the Florida Board of Education Rules. The College will establish the layoff unit, including but not limited to department, program, campuses, disciplines, and sub-disciplines. The employee with the lowest rank in the specified work unit or program would be laid off, unless the College can demonstrate that the other Reduction-in-Force Criteria outweigh rank. An individual whose position has been eliminated may be offered immediate placement into a vacancy for which the individual is equally qualified in another department or program. In the event such an offer of reemployment is not accepted, the employee shall receive no further consideration for reemployment pursuant to this Policy.
Reduction in Force Criteria. The criteria for the selection of teachers to be laid off in the event of a reduction in force will be seniority within any licensure and/or endorsement under which they have been employed within the District, as computed in 8.6.
Reduction in Force Criteria. The following criteria will be utilized in the event that it becomes necessary to reduce personnel:
A. The needs of the College community;
B. Employee’s Faculty rank, years in rank, and years at the College as a full-time Faculty member within the bargaining unit, and the highest in-field degree/credential;
C. Employee performance as determined by existing evaluations and their student success rates in comparable courses (considering subject, modality and semester);
D. Educational qualifications and/or expertise in assigned position(s); and
E. Relevant work experience. The College will establish the layoff unit, including but not limited to department, program, campuses, disciplines, and sub-disciplines. An individual whose position has been eliminated may be offered immediate placement into a vacancy for which the individual is equally qualified in another department or program. In the event such an offer of reemployment is not accepted, the employee shall receive no further consideration for reemployment pursuant to this Policy.
Reduction in Force Criteria. The following criteria will be utilized in the event that it becomes necessary to reduce personnel: 3051 3052
A. E mployee’s years at the College as a full-time Faculty member. (moved up)
B. The demonstrable programmatic needs of the College community; C. Employee performance as determined by existing evaluations*;
