Common use of Steps to Reduction Clause in Contracts

Steps to Reduction. In-Force 1. The person(s) with the least seniority in the program area being reduced will be identified and, if that person(s) has more than three (3) years of experience in the District and there are no situations where qualifications and experience of teachers are equal (tied), the contract of that person(s) will be terminated. Teacher assignment will be used in determining teacher program areas. Should a teacher have more than one assignment, the program area will be determined by the portion of his assignment in which he spends the larger percentage of his time. If percentages in program areas taught by a teacher are equal, the teacher may designate his program area. a. All licensed staff members must notify the Human Resources Office of any corrections on the Reduction-In-Force listing by February 15 of the current contract year. 2. If there are persons in the program area being reduced who have three (3) years or less of teaching experience in the District, the evaluations of those teachers shall be reviewed to determine whose contracts are to be terminated. Should a teacher desire an evaluation by a second administrator, the teacher must inform the Superintendent or designee of his request by March 1 of the current school year. 3. In the event the District seniority beyond three (3) years is equal for two (2) or more licensed staff members in a program area, the school district will use a combination of the following criteria on a point system. (The rating will be determined by the Superintendent or designee and building principals of the staff affected.) Numeric ratings to be assigned to each area below using the following guidelines: 0 – Absence of the criterion 1 – Partial presence of the criterion 2 – Complete/Extensive presence of the criterion Criteria: a. Degrees of staff members. b. Evidence of professional growth including special or advanced training and contribution to the profession. c. Judgment based on observation and written comprehensive evaluation (average of separate evaluations completed by the building principal and two other designees of the Superintendent). d. Co-Curricular assignments e. Prior teaching experience outside the Bismarck Public Schools

Steps to Reduction. In-Force 1. The person(s) with the least seniority in the program area being reduced will be identified and, if that person(s) has more than three (3) years of experience in the District and there are no situations where qualifications and experience of teachers are equal (tied), the contract of that person(s) will be terminated. Teacher assignment will be used in determining teacher program areas. Should a teacher have more than one assignment, ,the program area will be determined by the portion of his assignment in which he spends the larger percentage of his time. If percentages in program areas taught by a teacher are equal, the teacher may designate his program area. a. a) All licensed staff members must notify the Human Resources Office of any corrections on the Reduction-In-Force listing by February 15 of the current contract year. 2. If there are persons in the program area being reduced who have three (3) years or less of teaching experience in the District, the evaluations of those teachers shall be reviewed to determine whose contracts are to be terminated. Should a teacher desire an evaluation by a second administrator, the teacher must inform the Superintendent or designee of his request by March 1 of the current school year. 3. In the event the District seniority beyond three (3) years is equal for two (2) or more licensed staff members in a program area, the school district will use a combination of the following criteria on a point system. (The rating will be determined by the Superintendent or designee and building principals of the staff affected.) Numeric ratings to be assigned to each area below using the following guidelines: 0 0– Absence of the criterion 1 – Partial presence of the criterion 2 2– Complete/Extensive presence of the criterion Criteria: a. Degrees of staff members. b. Evidence of professional growth including growthincluding special or advanced training and contribution to the profession. c. Judgment based on observation and written andwritten comprehensive evaluation (average of separate evaluations completed by the building principal and two other designees of the Superintendent). d. Co-Curricular assignments e. Prior teaching experience outside the Bismarck Public Schools

Steps to Reduction. In-Force 1. The person(s) with the least seniority in the program area being reduced will be identified and, if that person(s) has more than three (3) years of experience in the District and there are no situations where qualifications and experience of teachers are equal (tied), the contract of that person(s) will be terminated. Teacher assignment will be used in determining teacher program areas. Should a teacher have more than one assignment, the program area will be determined by the portion of his assignment in which he spends the larger percentage of his time. If percentages in program areas taught by a teacher are equal, the teacher may designate his program area. a. All licensed staff members must notify the Human Resources Office of any corrections on the Reduction-In-Force listing by February 15 of the current contract year. 2. If there are persons in the program area being reduced who have three (3) years or less of teaching experience in the District, the evaluations of those teachers shall be reviewed to determine whose contracts are to be terminated. Should a teacher desire an evaluation by a second administrator, the teacher must inform the Superintendent or designee of his request by March Xxxxx 1 of the current school year. 3. In the event the District seniority beyond three (3) years is equal for two (2) or more licensed staff members in a program area, the school district will use a combination of the following criteria on a point system. (The rating will be determined by the Superintendent or designee and building principals of the staff affected.) Numeric ratings to be assigned to each area below using the following guidelines: 0 – Absence of the criterion 1 – Partial presence of the criterion 2 – Complete/Extensive presence of the criterion Criteria: a. Degrees of staff members. b. Evidence of professional growth including special or advanced training and contribution to the profession. c. Judgment based on observation and written comprehensive evaluation (average of separate evaluations completed by the building principal and two other designees of the Superintendent). d. Co-Curricular assignments e. Prior teaching experience outside the Bismarck Public Schools