Common use of Retention by Employment Category Clause in Contracts

Retention by Employment Category. A prerequisite for retention in a category shall be possession of a properly endorsed Washington state teaching credential required by the position. Each certificated employee shall, in accordance with the criteria set forth in paragraph D hereafter, be considered for retention in the category or specialty appropriate to the position held at the time of the implementation of these procedures. For the purpose of this paragraph a certificated employee is currently performing in any given category or specialty if one teaching period or more of such employee's assignment is devoted to such category or specialty. Certificated employees shall also be considered for retention in such additional categories or specialties as any such employee may designate in writing to the Superintendent or his designee, provided, that in order to qualify for consideration in any such additional category, the certificated employee: (1) Must have had a minimum of one (1) year professional experience* of at least one (1) teaching period in each such additional category; or (2) Must have a college major, minor, or endorsement in each such additional category. *Employees who, by part-time assignments, have accumulated the equivalent of one (1) year, or major fraction thereof, experience in an additional category satisfy the requirements of this paragraph with respect to such additional category. (3) Must be considered “highly qualified” in a category in order to displace a highly qualified employee in that category. In the event that the No Child Left Behind Act and/or the “highly qualified” requirement is repealed, this limitation shall no longer apply All written designations for consideration in additional categories shall be submitted in writing within fifteen (15) working days after any request for such information is made by the Superintendent or his designee. Employees shall be considered for additional categories only if they do not qualify for retention in the category appropriate to the position held at the time of the implementation of these procedures. No certificated employee shall be considered for retention in a position of higher rank than the position held by such employee at the time of the implementation of these procedures. The District salary structure as of the time of the implementation of these procedures shall determine whether a position is "of higher rank" than the position currently held by the employee.

Retention by Employment Category. A prerequisite for retention in a category shall be possession of a properly endorsed Washington state teaching credential required by the position. Each certificated employee shall, in accordance with the criteria set forth in paragraph D hereafter"Selection Within Employment Categories" hereof, be considered for retention in the category or specialty appropriate to the position held at the time of the implementation of these procedures. For the purpose of this paragraph a certificated paragraph, an employee is currently performing in any given category or specialty if one teaching period or more of such employee's assignment is devoted to such category or specialty. Certificated employees Employees shall also be considered qualified in accordance with the criteria set forth in paragraph "Selection Within Employment Categories" hereof, for retention in such additional categories or specialties as any such employee may designate in writing to the Superintendent or his his/her designee, provided, that in order to qualify for consideration in any such additional category, the certificated employee: (1) . Must have had a minimum of one (1) year of full-time professional experience* of experience with at least one (1) teaching period in each such additional category; or (2) . Must have a college major, minor, major or endorsement minor in each such additional categorycategory with appropriate certification or 25 quarter hours in an endorsed teaching area as determined by the Office of Superintendent of Public Instruction. Note: *Employees who, by part-time assignments, assignments under a single written contract have accumulated the equivalent of one (1) year, or major fraction thereof, year of experience in an additional category satisfy the requirements requirement of this paragraph with respect to such additional category. 3. Must possess the required endorsement(s) for the category. a. An employee cannot better himself/herself in the RIF’ing/bumping process. (3) Must be considered “highly qualified” i.e. A .5 employee cannot bump to a position of more than .5 FTE.) b. A teacher XXX’xx from a full-time position may take less than a full-time position if qualified and next in a category line in order seniority. c. Refusal to displace a highly qualified accept an offered position does not remove the RIF’ed employee in that categoryfrom the pool. In the event that the No Child Left Behind Act and/or the “highly qualified” requirement is repealed, this limitation shall no longer apply All written designations for consideration in additional categories shall be submitted in writing within fifteen (15) working days after any request for such information is made by the Superintendent or his his/her designee. Employees shall be considered for additional categories only if they do not qualify for retention in the category appropriate to the position held at the time of the implementation of these procedures. No certificated employee shall be considered for retention in a position of higher rank than the position held by such employee at the time of the implementation of these procedures. The District salary structure as of the time of the implementation of these procedures shall determine whether a position is "of higher rank" than the position currently held by the employee.

Retention by Employment Category. A prerequisite for retention in a category shall be possession of a properly endorsed Washington state teaching credential required by the position. Each certificated employee shall, in accordance with the criteria set forth in paragraph D hereafter, be considered for retention in the category or specialty appropriate to the position held at the time of the implementation of these procedures. For the purpose of this paragraph a certificated employee is currently performing in any given category or specialty if one teaching period or more of such employee's assignment is devoted to such category or specialty. Certificated employees shall also be considered for retention in such additional categories or specialties as any such employee may designate in writing to the Superintendent or his designee, provided, that in order to qualify for consideration in any such additional category, the certificated employee: (1) Must have had a minimum of one (1) year professional experience* of at least one (1) teaching period in each such additional category; or (2) Must have a college major, minor, or endorsement in each such additional category. *Employees who, by part-time assignments, have accumulated the equivalent of one (1) year, or major fraction thereof, experience in an additional category satisfy the requirements of this paragraph with respect to such additional category. (3) Must be considered “highly qualified” in a category in order to displace a highly qualified employee in that categorymeet any other state or federal legal requirements for hire into the position. In the event that the No Child Left Behind Act and/or the “highly qualified” requirement is repealed, this limitation shall no longer apply All written designations for consideration in additional categories shall be submitted in writing within fifteen (15) working days after any request for such information is made by the Superintendent or his designee. Employees shall be considered for additional categories only if they do not qualify for retention in the category appropriate to the position held at the time of the implementation of these procedures. No certificated employee shall be considered for retention in a position of higher rank than the position held by such employee at the time of the implementation of these procedures. The District salary structure as of the time of the implementation of these procedures shall determine whether a position is "of higher rank" than the position currently held by the employee.

Retention by Employment Category. A prerequisite for retention in a category shall be possession of a properly endorsed Washington state teaching credential required by the position. Each certificated employee shall, in accordance with the criteria set forth in paragraph D hereafter"Selection Within Employment Categories" hereof, be considered for retention in the category or specialty appropriate to the position held at the time of the implementation of these procedures. For the purpose of this paragraph a certificated paragraph, an employee is currently performing in any given category or specialty if one teaching period or more of such employee's assignment is devoted to such category or specialty. Certificated employees Employees shall also be considered qualified in accordance with the criteria set forth in paragraph "Selection Within Employment Categories" hereof, for retention in such additional categories or specialties as any such employee may designate in writing to the Superintendent or his his/her designee, provided, that in order to qualify for consideration in any such additional category, the certificated employee: (1) A. Must have had a minimum of one (1) year of full-time professional experience* of experience with at least one (1) teaching period in each such additional category; or (2) B. Must have a college major, minor, major or endorsement minor in each such additional categorycategory with appropriate certification or 25 quarter hours in an endorsed teaching area as determined by the Office of Superintendent of Public Instruction. Note: *Employees who, by part-time assignments, assignments under a single written contract have accumulated the equivalent of one (1) year, or major fraction thereof, year of experience in an additional category satisfy the requirements requirement of this paragraph with respect to such additional category. C. Must possess the required endorsement(s) for the category. 1. An employee cannot better himself/herself in the RIF’ing/bumping process. (i.e. A .5 employee cannot bump to a position of more than .5 FTE.) 2. A teacher RIF’ed from a full-time position may take less than a full-time position if qualified and next in line in seniority. 3) Must be considered “highly qualified” in a category in order . Refusal to displace a highly qualified accept an offered position does not remove the RIF’ed employee in that categoryfrom the pool. 4. In the event that the No Child Left Behind Act and/or the “highly qualified” requirement is repealed, this limitation shall no longer apply All written designations for consideration in additional categories shall be submitted in writing within fifteen (15) working days after any request for such information is made by the Superintendent or his his/her designee. Employees shall be considered for additional categories only if they do not qualify for retention in the category appropriate to the position held at the time of the implementation of these procedures. No certificated employee shall be considered for retention in a position of higher rank than the position held by such employee at the time of the implementation of these procedures. The District salary structure as of the time of the implementation of these procedures shall determine whether a position is "of higher rank" than the position currently held by the employee.