Common use of Selection within Employment Categories Clause in Contracts

Selection within Employment Categories. Certified staff members will be considered for retention in available positions within the categories or specialties for which they qualify under Section 2, and 3, and 4 hereof. In the event that there are more qualified staff members than available positions in a given category or specialty, the following criteria will be used to determine which staff members will be retained. a. Within each employment category retention will be based upon seniority (on a district wide basis) within areas of certification. Seniority lists will be established in writing based on certificate endorsements/qualifications as provided for in this procedure. i. The employees with the greatest number of continuous in-district experience immediately preceding a reduction in force shall have the greatest seniority. ii. Should factor a.i. be equal, total years of certificated experience shall determine seniority. iii. Should factors a.i. and a.ii. be equal, the number of undergraduate or graduate credits as accepted by the district towards placement and advancement on the salary schedule will determine seniority. Should factors a.i., a.ii., and a.iii. be equal, and a tie exists, the person(s) to be retained will be determined by drawing lots among the tied staff members. b. Employees who have been granted a leave of absence prior to a reduction in force will retain seniority earned. A leave of absence will not count towards a year of seniority. c. Staff members on part-time contracts will earn seniority equivalent to the sum of their fractional contracts. d. When the need for a reduced educational program within an employment category becomes apparent, each certified employee shall be notified in writing that he/she will have ten (10) working days to update his/her personnel file. e. Seniority lists within employment categories will be established and distributed to each staff member as soon as possible after the identification of the need for a reduced educational program. Any staff member who wishes to challenge his/her placement on the seniority lists must file a written notice with the Human Resources Department within five (5) working days immediately following the distribution of said seniority lists. Any such notice shall identify the basis of the challenges. The Human Resources Department will review all written challenges and will make such changes as may be supported by information contained in the staff member’s personnel file. Notification, to staff members filing such challenges and to all staff members affected by any changes made, shall be given in writing by the Human Resources Department on or before fifteen (15) working days immediately following the initial distribution of the seniority lists. Any staff member adversely affected by any changes made in the seniority lists shall have five (5) working days following notification of changes in the lists to file a written challenge which shall be made in the same manner as specified for original challenges. Any staff member failing to challenge his/her placement on the seniority lists within the time limitations as specified shall be deemed to have waived any right to thereafter challenge such placement.

Selection within Employment Categories. Certified staff members will Employees shall be considered for retention in available positions within the categories or specialties for which they qualify under Section 2, paragraph 5 and 3, and 4 6 hereof. In the event that there are more qualified staff members employees than available positions in a given category or specialty, specialty the following criteria will shall be used to determine which staff members will employees shall be retainedrecommended for retention: a. Placement on the District's K-12 salary schedule and excluding any supplemental contracts shall be the basis for retention for those categories and specialties identified in paragraph 5 above. Within each category or specialty the employee(s) having the higher salary shall be recommended for retention. In the event ties exist, total seniority as a certificated employee shall be the basis for retention, the senior employee(s) having preference. "Seniority" within the meaning of this provision shall mean years of certificated experience of the nature eligible for recognition by the District for salary purposes, regardless of whether actually recognized on the given salary schedule. If ties still exist, the employee(s) having the highest number of college or university credits beyond the BA degree as recorded in the District Human Resources Department by October 20 of the current school year shall have preference. In the event that more than one (1) individual employee has the same number of credits after applying the above provisions, all employees so affected shall participate in a drawing, by a lot, to determine position on the retention list. a. Within each employment category retention will be based upon seniority (on a district wide basis) within areas b. When it becomes apparent to the District Board of certification. Seniority lists will be established in writing based on certificate endorsements/qualifications as provided for in this procedure. i. The employees with the greatest number of continuous in-district experience immediately preceding Directors that a reduction in force is necessitated the District will provide to the Association and all employees a list identifying the ranking of each employee within the specialties or categories identified in paragraph A.6 as allowed by the Right of Privacy Act. An employee believing his/her ranking is in error shall have the greatest seniority. iiright to file a grievance under the grievance procedure contained in this Agreement. Should factor a.i. Notification of additions, deletions or corrections shall be equal, total years provided within thirty (30) days of certificated experience shall determine seniority. iii. Should factors a.i. and a.ii. be equal, the number of undergraduate or graduate credits as accepted by the district towards placement and advancement on the salary schedule will determine seniority. Should factors a.i., a.ii., and a.iii. be equal, and a tie exists, the person(s) to be retained will be determined by drawing lots among the tied staff members. b. Employees who have been granted a leave of absence prior to a reduction in force will retain seniority earned. A leave of absence will not count towards a year of senioritytheir determination. c. Staff members on part-time contracts will earn seniority equivalent It is recognized that certificated employees of the District holding administrative positions and not included in the bargaining unit covered by this Agreement may be eligible, under appropriate Board policy and administrative procedures, for retention in one (1) or more of the employment categories. This provision shall apply only to certificated administrative employees who have prior service in a bargaining unit position and who have maintained a continuous employment relationship with the sum of their fractional contracts. d. When the need for a reduced educational program within an employment category becomes apparentDistrict since leaving said unit. Further, each certified employee retention shall be notified on the same basis as for employees in writing that he/she will have ten (10) working days to update his/her personnel file. e. Seniority lists within employment categories the bargaining unit and will be established and distributed to each staff member as soon as possible after the identification of the need for a reduced educational program. Any staff member who wishes to challenge his/her placement on the seniority lists must file a written notice consistent with the Human Resources Department within five (5) working days immediately following the distribution of said seniority lists. Any such notice shall identify the basis of the challenges. The Human Resources Department will review all written challenges and will make such changes criteria for retention as may be supported by information contained in the staff member’s personnel file. Notification, to staff members filing such challenges and to all staff members affected by any changes made, shall be given in writing by the Human Resources Department on or before fifteen (15) working days immediately following the initial distribution of the seniority lists. Any staff member adversely affected by any changes made in the seniority lists shall have five (5) working days following notification of changes in the lists to file a written challenge which shall be made in the same manner as specified for original challenges. Any staff member failing to challenge his/her placement on the seniority lists within the time limitations as specified shall be deemed to have waived any right to thereafter challenge such placementthis Article.