Shared Staffing. Shared staffing shall be defined as the duties and responsibilities of one specific teaching assignment being voluntarily shared equally by two employees for a specific length of time.
Shared Staffing. Shared staffing shall be defined as the duties and responsibilities of one specific teaching assignment being voluntarily shared equally by two (2) Professional Staff Members for a specific length of time. No more than two (2) Professional Staff Members may share a single specific teaching assignment.
A. A Professional Staff Member must have completed one (1) year of service in the School District to be eligible for a shared staffing assignment.
B. Shared staffing assignment requests by Professional Staff Members will be considered/granted by the Director of Human Resources.
C. Shared staffing assignments shall be limited to no more than twelve (12) Professional Staff Members. Priority for such assignment requests shall be given to those currently job sharing, then to the Professional Staff Members with greater School District seniority.
D. Shared staffing shall not be implemented for the purpose of avoiding the filling of a full-time position, to cover work of employees on RIF, nor to achieve a reduction in benefits.
E. All leaves and other privileges shall be in accordance with the appropriate provisions of the current AGREEMENT.
F. While in a shared staffing position, a Professional Staff Member will earn sick leave at the rate of 1.25 days per month.
G. Shared staffing partnerships must last through one (1) full school year.
H. Professional Staff Members requesting and receiving a shared staffing assignment must agree to be covered by their spouse's medical and dental insurance plans while on such shared staffing assignment. If the spouse is not covered by any insurance plan, the Professional Staff Member must pay fifty percent (50%) of the monthly premium costs for any insurance coverage offered through the BOARD.
I. Professional Staff Members shall be paid their salary according to their placement on the salary schedule, pro-rated to the percentage of the full-time job for which they are contracted.
J. Currently employed Professional Staff Members who are seeking to form a possible job sharing team or to dissolve a current team for the following year must apply in writing to the Director of Human Resources prior to March 15 of any given year unless there are unusual, extenuating circumstances. Partnerships must be formed no later than June 1. (Appendix Q)
K. The job-sharing team shall present a proposed teaching schedule, including all building responsibilities, to the appropriate Building Principal. While it may not be possible, efforts shall be m...
Shared Staffing. Shared staffing shall be defined as the duties and responsibilities of one specific teaching assignment being voluntarily shared equally by two employees for a specific length of time. No more than two (2) employees may share a single specific teaching assignment.
A. Shared staffing shall not be implemented for the purpose of avoiding the filing of a full-time position, to cover work of employees on RIF, nor to achieve a reduction of benefits. The two employees shall decide how to divide one (1) health package. The health benefits and such decision will remain in effect for the entire school year.
B. The decision by the Superintendent or his/her designee to grant or deny a request by an employee for a shared staffing position is final and not grievable. An employee denied a shared staffing assignment shall, upon request have a conference with the Superintendent to review the denial.
Shared Staffing. When it becomes necessary for a member of the bargaining unit to be working for a period of time due to their certification under more than one administrator, the administrator under which the employee spends the majority of his/her work hours per week shall be the employee's immediate supervisor and to whom said employee will be responsible.
Shared Staffing. A. Job sharing between Instructional Employees employed by the Board may occur with permission from the Superintendent or his/her designee.
B. Each Instructional Employee doing job sharing will be responsible for a three (3) hour and thirty (30) minute session each school day. The Instructional Employees, in consultation with the Principal, will determine by mutual agreement which Instructional Employee will teach in the morning and which will teach in the afternoon.
Shared Staffing. 1. Shared staffing will be defined as two teachers sharing the responsibilities for one full-time position.
2. Prior to submitting their request to the Assignment Committee, teachers shall present a proposal to the superintendent or designee for approval by March 15; the proposal shall specify the following: • Division of the workday or workweek at the elementary level; at the junior and senior high levels, the number of classes each shall teach and the specific periods. • The division of one set of benefits; • How the teachers will share planning and other responsibilities for the position; • Which staff meetings the teacher and principal have determined will require the teacher’s attendance.
3. Teachers shall submit their request for shared staffing to the superintendent and Assignment Committee (see Article 14, Assignment Committee), which shall determine whether to grant same. Approval shall be on an annual basis.
4. Teachers may not file for unemployment benefits while working in a shared staff assignment.
5. A full year’s seniority shall be accrued for each year worked.
6. The salary shall be pro-rated to reflect the fraction of the position shared. Each teacher’s placement on the salary schedule will be the same as he/she would be entitled to if employed on a full-time basis.
7. The district shall pay for one set of benefits (health, dental, vision, life) to be divided by the two teachers. The pro-ration of benefits may be the same as is the pro-ration of salary, or they may select any other division of fringe benefits as they may agree upon. The division of benefits shall be specified in the teachers’ proposal.
8. Paid leave days will be pro-rated to reflect the fraction of the position shared.
9. Teachers will attend open house and parent-teacher conferences. Attendance at building level meetings will be discussed by the teacher and the principal and will be at the discretion of the principal. The teachers should address this matter in their proposal to the superintendent. Teachers shall be available for a pro-rated amount of time that may be required for meetings or conferences with students, parents, administrators, etc.
10. When a shared teacher substitutes for a partner who is absent and on a paid or unpaid leave day listed in this Master Agreement, he/she will be paid a pro-rated amount of the district’s substitute teacher’s pay rate. Teachers may also cover each other’s classes as they may from time to time agree to do so, but it shall be wi...
Shared Staffing. A. Job sharing between Instructional Employees employed by the Board may occur with permission from the Superintendent or his/her designee.
Shared Staffing. None of the nine states had formal policies in place regarding shared staffing between the school for the deaf and the rest of the K-12 public school system during work shortages. Two states, however, described examples of shared staffing in practice: ▪ Colorado – In rural areas, where public schools have difficulty recruiting and retaining deaf educators, LEAs contract with the school for deaf for outreach teachers. ▪ Iowa – For the past 15 years, the school for the deaf and the Area Education Agency (AEA) that surrounds it have jointly shared staff – i.e., three school for the deaf teachers work in K-12 settings and a school psychologist and audiologist from the AEA are assigned to the school for the deaf. A third state, Arkansas, is considering the possibility of instituting “rotationals” where a teacher from the school for the deaf would rotate out to the public schools for a period of six to eight weeks and vice versa. Eight of the nine states (AR, AZ, IA, MI, NJ, OH, PA, VA) reported that initial placement at the state school for the deaf was determined by the student’s district of residence during Individualized Education Program (IEP) meetings. Most of these states reported that placement was based on least restrictive environment (LRE) and/or instructional need. The ninth state, Colorado, reported that placement was determined either by the students’ IEP team or as a result of parental choice.5 In Colorado, if the placements result from parental choice, parents are responsible for paying transportation costs to and from the school for the deaf. Several states reported that representatives from the school for the deaf attend IEP meetings whenever the school for the deaf was being considered as a placement option. Arkansas and Colorado reported that, because the schools for the deaf in their states primarily use American Sign Language (ASL), students who access communication via signed English and/or oral approaches are generally not considered appropriate candidates for placement in these facilities. One of the major trends observed in the course of this analysis, was the shifting role of many state-operated schools for the deaf from more insular stand-alone entities to statewide resources providing leadership to the rest of the K-12 public school system, usually in the form of technical assistance (TA) and outreach to LEAs and/or participation by school representatives in state- wide task forces and advisory boards. In some cases, as with New Jers...
Shared Staffing. Shared Staffing shall be defined as the duties and responsibilities of one specific teaching assignment being voluntarily shared equally by two employees which shall be identified as a team herein under for a specific length of time.
A. A teacher must have completed two (2) years of service in this District to be eligible to initiate a shared staffing assignment.
B. The teacher is responsible for finding the job-sharing partner; however, the building principal has the sole right to decide if the person meets the qualifications for employment.
C. An individual not in the employ of the Board who is hired for a job-share position must sign an agreement acknowledging that their employment shall be under a one-year limited contract that shall automatically non-renew at the end of its term without the necessity of Board action and without the need to comply with Ohio Revised Code Sections 3319.11 and 3319.111 or the non-renewal and discharge provisions of the Negotiated Agreement.
D. Shared Staffing assignments shall be limited to no more than two (2) current full-time teachers in any school year in any particular building. Priority for such assignment requests shall be given to teachers with greater district seniority.
X. Xxx sharing teachers who substitute teach will be paid at the rates set by the Board for substitute teachers until they have worked in that position for sixty consecutive days pursuant to RC 3319.10 at which time they will be placed and compensated (pro-rata) at the appropriate placement on the salary schedule.
F. Shared staffing shall not be implemented if it results in the avoiding the filling of a full- time position, to cover work of employees on RIF, nor to achieve a reduction in benefits.
G. All leaves and other privileges shall be in accordance with the appropriate provisions of the current Negotiated Agreement between the Xxxxxx Board of Education and the Xxxxxx Education Association and applicable statutes.
H. While in a shared staffing position, an employee will earn sick leave at the rate of 1.25 days per month.
I. Shared Staffing partnerships must last through the end of the school year. The bargaining unit member with the greatest District seniority shall have the right to the fringe benefits provided for the position. There will be one medical insurance plan, one dental insurance plan, and one vision insurance plan available to the job sharing team. The teachers sharing the jobs can divide the different types of insurances, but n...
Shared Staffing. 3 The Shared Staffing model concept is designed to expand and improve patient access to staff and 4 services In Public Health Center Programs across the Community Health Services, and help address 5 the trend of declining patient visits, and support decentralized service delivery.
