REDUCTION IN FORCE PROCEDURES. The term Reduction-In-Force as used herein refers to action of the District Board of Education reducing the number of regular full-time employees, not on Temporary Contracts, in the District because of the closing of a program, area, or position due to financial exigency, or due to other business necessity determined by the board. When, in accordance with the approved School Board RIF Policy and in the judgment of the Superintendent it is in the best interest of the School District, the Superintendent may recommend a reduction-in-force to the Board of Education.
5-1 Criteria – Personnel Affected – Certified & Non-Certified Instructor The following criteria shall be used to determine the employees to be affected by a reduction-in-force:
A. The technology center will dismiss or nonreemploy the instructor(s) who has the lowest composite rating under the technology center’s Teacher and Leader Effectiveness Evaluation System (IEI) in the position being eliminated. Ratings will be calculated by averaging the past three (3) years’ ratings (or fewer if 3 years are not available) and will be measured to the nearest hundredth of a decimal point.
B. If the instructors are equal under the above criteria, then the instructor(s) who has the most seniority in the technology center will be retained.
C. The technology center will retain the instructor who meets any federal requirements, such as “highly qualified” under No Child Left Behind, if required for the courses assigned to that instructor.
D. The technology center will retain the instructor having the most versatile certificate(s) in order to enable the technology center to have flexibility in planning future curriculum.
E. If the teachers are equal under the above criteria, the technology center will retain the teacher with the most advanced academic degree status.
F. If the instructors are equal under the above criteria, then the technology center will retain the instructor(s) who currently holds a contracted extra duty assignment, IF, after the reduction in force, that instructor will continue to be assigned such extra duty assignment.
G. If versatility of certificates is equal, the technology center will retain the instructor chosen by lot through a process determined by the superintendent or the superintendent’s designee and TAV-TACT President.
REDUCTION IN FORCE PROCEDURES. If the Board determines that it is necessary to reduce the number of certificated/licensed positions, such reductions shall be for one or more of the following reasons:
A. A decreased enrollment of pupils or a change in enrollment of pupils in a program at the secondary level.
B. A return of unit members from leaves of absence.
C. The suspension of school.
D. Territorial changes affecting the district.
E. Financial reasons. The Board shall determine which positions must be eliminated and the number of unit members to be affected by the reduction in staff. The financial savings to the district from a reduction in force shall not exceed the total financial deficit demonstrated by the Board.
REDUCTION IN FORCE PROCEDURES. Attrition by resignation and retirement shall be utilized as the first means of Employee reduction within each affected job classification.
REDUCTION IN FORCE PROCEDURES. Reduction-in-force shall be made on the basis of seniority accrued. Employees with the least seniority in the affected category shall be removed in such sequence (i.e., least to most senior) until the necessary reduction has been made, provided more senior employees are qualified to hold the positions of the less senior employees. In determining an employee’s qualifications for purposes of reduction-in-force, the Board shall consider any statutory or regulatory employment pre-requisites and the specific skills required for the position as determined by the District in its policies, rules, regulations, or job descriptions.
REDUCTION IN FORCE PROCEDURES. An employee designated for layoff due to the employee's position being abolished or transferred may exercise retention rights. Retention rights shall be exercised in the following manner:
(a) No employee may exercise retention rights over any employee who has greater seniority regardless of class or pay grade.
(b) An employee designated for layoff or transfer who has seniority shall exercise retention rights on the least senior employee in the same position class in the program and the geographic area to which the employee's position is assigned.
(c) If there are no employees on which to exercise retention rights under b., a senior employee may exercise retention rights over any employee who has less seniority in a position within the same program and geographic area where the position's pay grade is equal or not more than five (5) pay grades lower, as long as the employee meets the minimum qualifications of the "new" position.
(d) If there are no employees on which to exercise retention rights under c., a senior employee may exercise retention rights on any employee with less seniority in the same program statewide in a position with an equal or lower pay grade as long as the employee meets the minimum qualifications of the “new” position.
(e) An employee designated for layoff or transfer shall receive as part of their notice a list of positions on which the employee may exercise retention rights. Within 3 business days of receipt of the notice of layoff, the employee must notify the Court Administrator of the employee's intent to exercise their rights of retention and at that time must designate the position on which they wish to exercise their rights.
(f) Employees funded by a grant, federal or special funds, shall not be a member of a status group for layoff purposes. The time worked by employees originally funded by these funds shall not count toward seniority.
REDUCTION IN FORCE PROCEDURES. 8.8.1 In the event it becomes necessary to apply a reduction in force, the following procedure will be implemented:
8.8.1.1 The Association President and President Elect shall be exempt from non-renewal.
8.8.1.2 Retention of staff will be made by seniority among employees who have the required college preparation experience and certification; provided, however, the same percentage of racial minority employees shall be retained as existed immediately prior to the reduction in force. The Association will be provided verification of program staffing by the District through the Executive Director for Human Resources.
8.8.1.3 Employees currently assigned in full-time teaching positions shall be first assigned to all full-time teaching positions consistent with their individual seniority, college preparation, and experience for the position, and shall not be obligated to accept any part-time teaching position, but they shall be offered and may choose to accept such a position on a voluntary basis.
8.8.1.4 Employees currently assigned in part-time teaching positions shall be assigned to part-time teaching positions only based on their individual seniority, college preparation, and experience for the position, provided no part-time employee with less seniority shall be assigned to any part-time teaching position unless such a position is declined by all employees (full and part-time) with greater seniority where college preparation and experience for the position are equal.
8.8.1.5 The District will take official action related to non-renewal of personnel contracts in accordance with state laws and regulations.
REDUCTION IN FORCE PROCEDURES. As a result of authority granted to the Board of Education by the Kansas Constitution and Kansas statutes, the Board has the responsibility of determining composition of the professional staff necessary to implement and maintain educational programs of the District. From time to time, as the result of decreasing enrollment, limited financial resources, changes in educational programs, or other circumstances, it may be necessary to reduce the number of Professional Employees employed by the District. It is the policy of this District to use normal attrition of staff;
REDUCTION IN FORCE PROCEDURES. In making a recommendation on the educational program to be provided by the district in case of a reduction in force, the superintendent shall give consideration in the order listed, to the following factors: -The needs of students as developed by historical grade enrollments of students, requirements for accreditation, and the minimum program requirements. -The board, having determined all funds available for the implementation of the educational program; -The curriculum offerings based on the material developed under the preceding two paragraphs; and -The number and category of employee positions required to operate the educational program developed under the preceding paragraphs. If an educational program in the district is to be reduced or eliminated, the superintendent shall develop a list of employees to be recommended to the Board of Directors for retention by the district to fill the positions required to operate the educational program as defined in the preceding section pursuant to the following procedure: The following categories are hereby established to ensure the qualifications of employees assigned to retained positions provided that the most senior qualified employees will be retained. Throughout these categories, certification and "currently teaching" is construed as the date of the Board's Resolution to implement this reduction in force procedure. After the board determines the number of positions which will be required within each category (i.e., K, 1-8, and Specialists) employees will be retained in the category appropriate to the position held at the time of implementation of this procedure. An employee shall also be retained in additional categories if the employee qualified for that category; provided that employees will be considered for additional categories only if they are not to be retained in the category appropriate to the position held at the time of implementation of this procedure. When more than one person qualifies for a particular position under the criteria listed above, the employee who has the greatest length of service as an employee (teacher) within the State of Washington shall be given the position. In the event a tie exists, the employee who has the greatest length of service as an employee in the Pioneer School District No. 402 shall be given the position. In the event ties still exist under the criteria listed above, the employee who has achieved the greatest horizontal advancement on the salary schedule shall ...
REDUCTION IN FORCE PROCEDURES. 28.01 The Employer agrees to give the Union the maximum amount of advance notice, consistent with sound management practices, of expected reductions in force.
28.02 All reductions in force will be conducted in accordance with applicable regulations.
