Staff Retention.
A. In the event that the Board determines that the assured financial resources of the District shall not be adequate to permit the District to maintain its programs and services substantially at the same levels for the following school year, it shall adopt a reduced plan of programs and services which take into consideration the guideline set forth in Section 2 of this agreement.
B. In the event reductions in certificated staff become necessary, Section 3. shall be applied to identify those certificated staff members, if any who must be terminated from employment. All such terminations from employment shall be accomplished in accordance with the Laws of the State.
Staff Retention. In the event there is modification of programs and services for financial reasons, the number of certificated personnel that are required to implement the modified educational programs and services shall be determined as provided in this Section.
Staff Retention. Section 1 Reduction in Force
Staff Retention. 1. In the event the District modifies programs and services, the number of certified personnel that are required to implement the modified educational programs and services shall be determined as provided below.
2. In an effort to eliminate the necessity of non-renewal or involuntary terminations, every reasonable effort shall be made to ascertain the number of certified positions which will be open for the following school year by reason of normal attrition as outlined below:
a. Voluntary and mandatory certified personnel retirements.
b. Normal certified personnel resignations.
c. Vacant positions will be filled by transferring currently employed certified staff members within the District unless by reason of certification, training or experience no person is available.
3. The certified staff retained to implement the educational program determined by the Board shall possess such valid State Certificates as may be required for the positions being filled. Certified employees shall be considered qualified in any category or specialty in which they are certified or teaching during the year the reduction in force is announced. Certified employees will be retained for available positions within each category or specialty on the basis of District affirmative action goals and seniority (years of experience) as a certified employee in education in the District as recorded in the District Superintendent’s office. A seniority list shall be provided the Association upon request. Within each category or specialty the senior employee shall be retained. The categories and specialties are established to allow for the least disruption of the ongoing program. Certified employees will be grouped District-wide in certification categories and specialties as follows:
Staff Retention. 59.1 The Provider management shall work proactively to retain good quality managers and Staff. In the event of a change in management succession planning shall be robust and evident.
Staff Retention a. In the event there is modification of programs and services for financial reasons, the number of certificated personnel which is required to implement the modified educational programs and services shall be determined as provided in this section.
b. In an effort to eliminate the necessity of non-renewal or involuntary terminations, every reasonable effort shall be made to ascertain the number of certificated positions which will be open for the following year by reason of normal attrition as outlined below. Such vacancies shall not be replaced except as indicated in #3 below.
1. Voluntary and mandatory certificated personnel requirements.
2. Normal certificated personnel resignations.
3. Vacant positions will be filled by transferring currently employed certificated staff members within the district, unless, by reason of certification, training, or experience no qualified person is available.
4. Greater than a 0.51 FTE can bump a full-time employee if the part-time position is eliminated.
c. To insure that the certificated staff recommended for retention will be qualified to complement the educational program determined by the Board, all certificated employees must possess such valid Washington State certificate(s) with appropriate endorsements as may be required by law for the position(s) under consideration. In addition, the following categories are established to allow for the least disruption of the ongoing program and to provide for the least deviation from the present assignment of personnel: Teachers will be grouped district-wide in separate categories as follows: Elementary Grade K - 5 Secondary Grade 6 - 12 Specialties: Defined as normally accepted academic major or minor areas Special Services
d. Each Certificated Employee will, in accordance with the criteria set forth in paragraph c. above, be considered for retention in the category or specialty held at the time of the implementation of these procedures and, in addition, in such additional categories or specialties as any such Employee may designate in writing to the Superintendent, provided that, in order to qualify for consideration in any such additional category or specialty, the Employee:
1. Must have had a minimum of one (1) year's full time professional experience teaching in each such additional category or specialty, or
2. Must have the equivalent of a college major (45-quarter hours or 30 semester hours) or minor (15-quarter hours or 10 semester hours) in each such additional cate...
Staff Retention. At NTT DATA, we recognize that staff turnover is costly and disruptive. In order to minimize staff turnover and keep our IT professionals in place with clients where they have earned trust, we pursue a range of strategies including offering competitive compensation packages, performance incentives, and career development opportunities to attract and retain highly qualified personnel. Many of these strategies boil down to valuing our employees and promoting job satisfaction. In doing so, we create an environment where we can deliver first-class services to our clients and ultimately, separate ourselves from other companies in the IT marketplace. Exhibit 2 highlights some of the other strategies we have taken to retain employees. At a broad level, these strategies involve offering our employees a sense of belonging and ownership, consistently improving employee satisfaction levels, delivering a high level of employee service, and focusing on employee career needs.
Staff Retention. Tenderers are asked to clarify how they manage the issue of staff retention generally and their plans for this service.
Staff Retention. Allina shall offer employment to those City EMS staff who are employed by the City as of July 1, 2020, provided such individuals are in good
Staff Retention a. In the event of modification of programs and services for financial reasons, the number of certificated personnel required to implement the modified educational programs and services shall be determined as provided in this section.
b. To minimize or avoid non-renewal or involuntary terminations, every reasonable effort shall be made to ascertain the number of certificated positions which will be open for the following year by reason of normal attrition. Such vacancies shall be filled by transferring currently employed certificated staff members within the District, unless by reason of certification, training or experience no qualified person is available.
c. To ensure that the certificated staff recommended for retention will be qualified to implement the educational program determined by the Board, all certificated employees must possess such valid Washington state certificate(s) as may be required for the position(s) under consideration. In addition, the following categories are established to allow for the least disruption of the ongoing program and to provide for the least deviation from the present assignment for personnel: Teachers will be grouped District-wide in separate categories as follows: Elementary Middle School High School Specialties: Defined as normally accepted academic major or minor areas.
d. Each certificated employee will, in accordance with the criteria set forth in sub- paragraph c., above, be considered for retention in the category or specialty held at the time of the implementation of these procedures and, in addition, in such additional categories or specialties as any such employee may designate, in writing, to the superintendent; provided that, in order to qualify for consideration in any such additional category or specialty, the employee:
1) Must have a minimum of one (1) year full-time professional experience teaching in each such additional category or specialty; or
2) The employee must have the equivalent of a college major or minor (fifteen [15] quarter hours, or ten (10) semester hours) in each such additional category or specialty. Any written designations for consideration in additional categories or specialties shall be submitted within five (5) days after any request for such information is made by the superintendent. Employees will only be considered for additional categories or specialties under this paragraph if they do not qualify for retention in the category or specialty held at the time of the implementati...
