Common use of REDUCTION IN PROFESSIONAL STAFF WORK FORCE Clause in Contracts

REDUCTION IN PROFESSIONAL STAFF WORK FORCE. SECTION I: Philosophy and Guidelines When it becomes necessary to reduce the number of licensed staff members in the district, teachers will be represented on any committee for reduction in force. Teacher representation will be selected from the affected building(s). The purpose of this committee will be to give input to persons making the final decisions in these matters. The following philosophy will govern release of staff members: Because the school exists for the child and the main obligation of the Board of Education is to provide the best education possible, the Board will, through procedures carried out by the administration, determine which teachers can best serve the needs of the student. The Board has the exclusive authority to eliminate licensed staff positions consistent with the provisions of this Agreement. Elimination of licensed staff positions may result from decreases in student enrollment, changes in the educational program, severe financial conditions, or other circumstances determined by the Board. Such determination will be made in keeping with the following guidelines: 1. Following determination by the Board that a need exists to consider the reduction or elimination of licensed staff positions, the administration shall prepare a list of all licensed staff positions where staff reduction may be feasible and shall make recommendations to the Board concerning which staff positions may be eliminated with the least negative impact upon the instructional program of the district. 2. Upon determination by the board that one or more licensed staff positions shall be eliminated, the principals and administrative staff shall submit to the Board, the names of those teachers recommended for non-renewal of contract due to licensed staff reduction. Those recommendations shall be based upon the following factors. a. Probationary status as explained in paragraph 4 below. b. Academic degree status and certification. c. Teaching performance as indicated by the written evaluations of skill and ability. d. Present teaching assignment. e. Length of service in the district. f. Other duties in the district. 3. Should a vacancy due to retirement, resignation, or for any other reason occur for which the professional staff member being considered for contract non-renewal be qualified by current certification, qualification and successful performance in the district, that position shall be offered to the staff member as an alternative to contract non-renewal. 4. As defined by the courts of the State of Kansas, where there are tenured and non-tenured teachers in the department and all are qualified by competence, interest and training, the non-tenured teacher(s) shall be the first terminated when staff reduction is required. 5. The reduction in force will be announced at the earliest possible date in the school year.

REDUCTION IN PROFESSIONAL STAFF WORK FORCE. SECTION I: Philosophy As a result of authority granted to the Board of Education by Kansas statutes, the Board has the responsibility of determining composition of the professional staff necessary to implement and Guidelines When maintain educational programs of Unified School District 480. From time to time, as the result of decreasing enrollment, limited financial resources, changes in educational programs, or other circumstances, it becomes may be necessary to reduce the number of licensed certified employees employed by the District. A decision to reduce professional staff members will, in all cases, remain within the district, teachers will be represented on any committee for reduction in force. Teacher representation will be selected from the affected building(s). The purpose of this committee will be to give input to persons making the final decisions in these matters. The following philosophy will govern release of staff members: Because the school exists for the child sole discretion and the main obligation judgment of the Board of Education is to provide the best education possible, the Board will, through procedures carried out by the administration, determine which teachers can best serve the needs of the studentEducation. The Board has may retain any certified employee who it deems necessary to staff all necessary programs of the exclusive authority to eliminate licensed staff positions consistent with District. It is the provisions policy of this Agreementschool system to use normal attrition of staff; i.e., resignations, retirement, leaves of absence, as the first means of achieving a reduction in professional staff. Elimination However, in certain cases, normal attrition may not be sufficient to achieve the necessary reduction of licensed professional staff. In the event that further reduction of professional staff is necessary, it shall be accomplished in a fair and orderly manner as provided in this policy. The following steps will be utilized by the district’s administrative staff to reduce the teaching staff: To determine the number of teaching positions may result from decreases in student enrollmentto be reduced, changes in the administrative staff will ascertain the educational program, severe financial conditions, or other circumstances program for the district to meet the educational goals established by the Board. The number of certified employees needed to implement the district’s education program will then be determined by the administrative staff based on these educational goals as determined by the Board. Such determination All certified employees will be made evaluated in keeping with the following guidelines: 1. Following determination by the Board that a need exists to consider the reduction or elimination of licensed staff positions, the administration shall prepare a list of all licensed staff positions where staff reduction may be feasible and shall make recommendations relation to the Board concerning which staff positions may be eliminated with the least negative impact upon the instructional program educational goals of the district. 2. Upon determination by the board that one Individual qualifications and specific skill areas or more licensed staff positions shall disciplines will be eliminated, the principals ascertained and administrative staff shall submit applied to the Boardcertified employee needs of the district. Evaluation forms, the names of those teachers recommended for non-renewal of contract due instruments or tools will be used to licensed measure each staff reduction. Those recommendations shall be based upon the following factors. a. Probationary status as explained in paragraph 4 below. b. Academic degree status and certification. c. Teaching performance as indicated by the written evaluations of skill and member’s teaching ability. d. Present teaching assignment. e. Length of service in the district. f. Other duties in the district. 3. Should a vacancy due to retirementA. DEFINITIONS (See Definitions, resignation, or for any other reason occur for which the professional staff member being considered for contract non-renewal be qualified by current certification, qualification and successful performance in the district, that position shall be offered to the staff member as an alternative to contract non-renewal. 4. As defined by the courts of the State of Kansas, where there are tenured and non-tenured teachers in the department and all are qualified by competence, interest and training, the non-tenured teacher(s) shall be the first terminated when staff reduction is required. 5. The reduction in force will be announced at the earliest possible date in the school year.Page 1)

REDUCTION IN PROFESSIONAL STAFF WORK FORCE. SECTION I: Philosophy and Guidelines When it becomes necessary to reduce In the number of licensed staff members in the district, teachers will be represented on any committee for reduction in force. Teacher representation will be selected from the affected building(s). The purpose of this committee will be to give input to persons making the final decisions in these matters. The following philosophy will govern release of staff members: Because the school exists for the child and the main obligation of event the Board of Education of the Xxxxxx-Xxxxxx School District #11-5 shall determine that it is necessary to provide the best education possiblereduce staff, the Board will, through procedures carried out by the administration, determine which teachers can best serve the needs of the student. The Board has the exclusive authority to eliminate licensed staff positions consistent with the provisions of this Agreement. Elimination of licensed staff positions may result from decreases in student enrollment, changes following shall be followed in the educational program, severe financial conditions, or other circumstances determined by the Board. Such determination will be made in keeping with the following guidelinesorder listed: 1. Following determination by the Board that a need exists An effort will be made to consider bring about the reduction or elimination through normal attrition, e.g. resignations, retirement and transfers. The Education Association will be notified, and its recommendations will be considered if received within 14 calendar days of licensed staff positions, the administration shall prepare a list of all licensed staff positions where staff reduction may be feasible and shall make recommendations to the Board concerning which staff positions may be eliminated with the least negative impact upon the instructional program issuance of the districtnotice. 2. Upon determination by If a staff member has been notified that his/her position is being reduced and such a member is eligible for early retirement the Board shall waive the number of staff eligible for early retirement during that fiscal year. Such employee shall notify the board that one or more licensed staff positions shall be eliminated, if it is their intent to take early retirement within 30 calendar days of the principals and administrative staff shall submit to the Board, the names of those teachers recommended for non-renewal of contract due to licensed staff reduction. Those recommendations shall be based upon the following factors. a. Probationary status as explained reduction in paragraph 4 below. b. Academic degree status and certification. c. Teaching performance as indicated by the written evaluations of skill and ability. d. Present teaching assignment. e. Length of service in the district. f. Other duties in the districtforce notification. 3. Should a vacancy due Positions held by teachers with less than full certification for their current teaching assignment will be open to retirement, resignation, or for any other reason occur for which the professional staff member being considered for contract non-renewal be qualified by current certification, qualification and successful performance in the district, properly certified teachers who have been notified that position shall be offered to the staff member as an alternative to contract non-renewaltheir position(s) have been eliminated. 4. As defined by When determining which staff shall be reduced, the courts following, not necessarily listed in order of the State importance, will determine which professional staff person(s) will be reduced: a. Years of Kansasexperience in Platte-Xxxxxx - Xxxxxx Schools b. Educational credit (i.e. certification, where there are tenured and non-tenured teachers qualifications, educational background) c. Experience in the department area to be taught d. Local, state and all are qualified by competencefederal mandates e. Administrative recommendation (i.e. prior evaluations, interest and training, the non-tenured teacher(s) shall be the first terminated when staff reduction is required.competency) f. Curriculum needs g. Other relevant considerations 5. The reduction Board shall follow the provisions of state law in force will making staff reductions involving professional staff members on a continuing contract status RECALL Any teacher laid off pursuant to this policy shall have recall rights, within his/her respective classification, to any position for which he/she is or may become certified and qualified for a period of fifteen (15) months from the effective date of such layoff, and teacher(s) laid off shall be announced at the earliest possible date recalled to available positions in the school yearreverse order of their layoff. Laid-off teachers shall be notified by registered mail, sent to the teacher’s address on file with the board, of vacancies in positions within his/her respective classification for which they are qualified and certified. Failure to respond to such notification within fourteen (14) calendar days of mailing such notification shall result in termination of the teacher’s rights of recall hereunder. A. Purposes