Common use of Reduction of Teaching Staff Clause in Contracts

Reduction of Teaching Staff. In the event the board decides the size of the teaching staff must be reduced, guidelines in the following proposal will be followed. Insofar as possible, reduction will be accomplished by attrition due to resignations and retirement. The following steps will be utilized by the district’s administrative staff: 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. All teachers 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 of the district. Evaluation forms, instruments or tools will be used to measure each staff member’s teaching ability. In the event two or more teachers have similar qualifications, skills and teaching abilities in a teaching area deemed necessary to fulfill the district’s educational goals, the superintendent shall recommend a more experienced teacher before recommending a less experienced teacher for the position in question. Any certified employee who has not been re-employed as a result of reduction of the teaching staff shall be considered for re-employment if a vacancy exists for which the teacher would qualify. The superintendent will recommend to the board reinstatement of any such teacher whom he deems qualified and able to serve the best interests of the district. The board shall not be required to consider reinstatement of any such teacher after a period of one year from the date of non- renewal.

Reduction of Teaching Staff. In the event If the board decides that the size of the teaching staff must be reduced, guidelines in the following proposal will provisions shall be followed. Reductions in force are implemented to address non-performance issues. Insofar as possible, possible reduction will of staff shall be accomplished by attrition due to resignations and retirement. The following steps will be utilized by the district’s 's administrative staff to reduce the teaching staff: To determine the The number of teaching positions to be reduced, the administrative staff will ascertain the educational program for the district to meet reduced shall be in accordance with the educational goals established by the board. The number of teachers needed to implement the district’s 's educational program will then be determined by the administrative staff based on those educational goals as determined by the board. All in determining which teachers will be evaluated nonrenewed due to reduction in relation to the force. The educational goals of the district. Individual qualifications and specific skill areas or disciplines shall be ascertained and applied to the teacher needs of the district, individual certifications, qualifications, training, skills, evaluations and interests shall be considered. Evaluation forms, instruments or tools will be used to measure each staff member’s teaching ability. In the event If two or more teachers have similar certifications, qualifications, skills training, skills, evaluations and teaching abilities interest in a teaching area deemed necessary to fulfill area, those teachers with the most years of service in the district will be retained. If all of the teachers have similar certifications, qualifications, training, skills, evaluations and interests, the teacher(s) who best meets the needs of the district’s educational goals, considering the superintendent shall recommend a more experienced teacher before recommending a less experienced teacher for the position in questionfactors outlined above and any other relevant factors, will be retained. Any certified employee who has not been re-employed reemployed as a result of reduction of the teaching staff shall be considered for re-employment reemployment if a vacancy exists for which the teacher would qualify. Certified employees who may be eligible for reemployment are required to notify the district of their current address. The superintendent will recommend to the board reinstatement of any such teacher whom he he/she deems qualified and able to serve the best interests of the district. The board shall not be required to consider reinstatement of any such teacher after a period of one year from the date of non- nonrenewal. The board and association agreed to the mutual benefit of the fair dismissal procedure for experienced teachers. This provision balances the relative security earned through an extended and successful probationary period with employer expectations of continued quality professional performance. If a teacher is terminated, he/she shall be afforded the rights to this procedure to appeal that decision. For the first four years of professional employment with the district, teachers are considered probationary and may be non-renewed prior to the statutory deadline for any reason. Starting in year five of teaching with the district, teachers shall have earned non probationary status. At its discretion, the board may formally grant non probationary status to any teacher earlier. Non-probationary teachers may be non-renewed for good cause, including ineffective performance, provided the procedural process is closely observed. Good cause is defined as any reason put forward by the administration or board in good faith and which is not arbitrary, irrational, or irrelevant to the board's task of building up and maintaining an efficient school system, which includes persistent unsatisfactory performance. While timelines are expected to be followed, extenuating circumstances may be considered for minor procedural errors. If the proposed non-renewal is to be based on ineffective performance, the district evaluation procedure shall be followed. If the non-renewal is based on other reasons, including disciplinary factors or reduction in force, those separate procedures as outlined in the agreement shall be followed prior to the termination or non-renewal.. If the non-probationary teacher is non-renewed, he/she shall be notified in writing prior to the statutory continuing contract date. The notification shall include the reasons for the non-renewal. The non-renewed teacher will have fourteen calendar days from postmark/hand delivery of the letter to file a written request with the board clerk for a hearing. Within seven calendar days, the parties shall meet and select a mutually agreeable party to be the hearing officer. If that is not possible, the hearing officers shall be an arbitrator selected by alternately striking names from the KSDE list approved by the commissioner of education. During the hearing, the entire basis for the non-renewal shall be proffered by the district and the teacher may present his/her response. Both parties shall be provided an opportunity to present matters in a rebuttal. If, in the opinion of the hearing officer, more time and/or information is needed for an appropriate decision, it shall be allowed. Otherwise, the hearing shall be closed at the end of the presentations. The decision by the hearing officer shall solely determine whether to sustain or reverse the non-renewal and shall be rendered in writing to both parties within seven calendar days. Such decision is binding on both parties and is final. No appeal of any kind is allowed. The teacher shall pay for his/her expenses, including any witnesses and/or representation. The cost of the hearing officer shall be borne equally by the Board and the teacher. All other expenses of the hearing shall be paid by the district. SUNSET PROVISION - This provision shall be in effect for the 2019-2020 and 2020-2021 school years and will not be included in subsequent agreements unless expressly agreed to. (Eliminated 2021) The Neodesha Sick Leave Bank has been established for employees of USD 461 who have themselves or have a spouse or child who has been seriously injured or has developed a very serious or terminal illness, and because of the illness or injury all accumulated sick leave has been used. The Sick Leave Bank will not be used for short-term injury or illness. Employees who are eligible under the Sick Leave Bank guidelines may apply to the committee for consideration. Applications may be submitted to the Superintendent of Schools or the President of the Neodesha-NEA. Upon receipt of an application, the person who received the application shall notify the other authorized person to receive applications and they shall jointly activate the Sick Leave Bank Committee. The Sick Leave Bank Committee shall consider the need of the applicants to the Sick Leave Bank, and will report its decision to the Board of Education. The committee will consist of (1) the superintendent of schools; (2) the principal of the building where the needy person is employed;