REDUCTION OF PROFESSIONAL EMPLOYEES. (RIF) 1. In the event the Board decides that the number of the Professional Employees must be reduced, the following guidelines will be followed. Reduction will be accomplished by the following steps: a. attrition due to retirements and/or resignations; b. non-renewal of non-tenured teachers; c. a determination by the Board (as outlined below). 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. 3. All teachers will be evaluated in relation to the educational goals of the District. Individual qualifications, certification, educational background, and specific skill areas or disciplines shall be ascertained and applied to the teaching needs of the District. The evaluation policy and forms currently in force in the District will be used to measure each staff member’s teaching ability. 4. In the event two or more tenured teachers have similar qualifications, educational background, skills, and teaching ability as measured by the evaluation of performance by administrators, necessary to fulfill the District’s educational goals, the Superintendent will recommend the teacher with the most years of experience in the District for the position in question. If teaching ability varies, the Superintendent may select the teacher to be re-employed. 5. Any certified employee who has not been re-employed as a result of reduction of Professional Employees shall be considered for re-employment if vacancies exist for which the teacher would qualify. The Superintendent will recommend the reinstatement of any such teacher whom he deems qualified and able to serve the best interest of the District. 6. It shall be the responsibility of the Professional Employee to notify the District of his/her address and teaching positions desired. In order to be notified of possible re-employment, the application must be made within thirty (30) days after the employee received a non-renewal notice. The Board shall not be required to consider reinstatement of any such employee after a period of one year from the date of non-renewal. 7. When a tenured teacher is selected over another tenured teacher who has more years’ tenure in USD 413, the non-renewed teacher will receive 10% of their year’s compensation as severance pay. 8. Extra-curricular assignments will not be a factor in determining the Board’s decision. 9. Due process rights are not waived by the policy.
Appears in 4 contracts
Samples: Professional Agreement, Professional Agreement, Professional Agreement
REDUCTION OF PROFESSIONAL EMPLOYEES. (RIF)
1. In the event the Board decides that the number of the Professional Employees must be reduced, the following guidelines will be followed. Reduction will be accomplished by the following steps:
a. attrition due to retirements and/or resignations;
b. non-renewal of non-tenured probationary teachers;
c. a determination by the Board (as outlined below).
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.
3. All teachers will be evaluated in relation to the educational goals of the District. Individual qualifications, certification, educational background, and specific skill areas or disciplines shall be ascertained and applied to the teaching needs of the District. The evaluation policy and forms currently in force in the District will be used to measure each staff member’s teaching ability.
4. In the event two or more tenured non-probationary teachers have similar qualifications, educational background, skills, and teaching ability as measured by the evaluation of performance by administrators, necessary to fulfill the District’s educational goals, the Superintendent will recommend the teacher with the most years of experience in the District for the position in question. If teaching ability varies, the Superintendent may select the teacher to be re-employed.
5. Any certified employee who has not been re-employed as a result of reduction of Professional Employees shall be considered for re-employment if vacancies exist for which the teacher would qualify. The Superintendent will recommend the reinstatement re-employment of any such teacher whom he he/she deems qualified and able to serve the best interest of the District.
6. It shall be the responsibility of the Professional Employee to notify the District of his/her address and teaching positions desired. In order to be notified of possible re-employment, the application must be made within thirty (30) 30 days after the employee received a non-renewal notice. The Board shall not be required to consider reinstatement of any such employee after a period of one year from the date of non-renewal.
7. When a tenured non-probationary teacher is selected over another tenured non-probationary teacher who has more years’ tenure experience in USD 413, the non-renewed teacher will receive 10% of their year’s compensation as severance pay.
8. Extra-curricular assignments will not be a factor in determining the Board’s decision.
9. Due process Fair dismissal rights are not waived by the policy.
Appears in 3 contracts
Samples: Professional Negotiated Agreement, Professional Negotiated Agreement, Professional Negotiated Agreement
