Common use of Classification Committee Clause in Contracts

Classification Committee. A. The following administrators or professional-technical employees will serve on the Classification Committee: (1) Chief Human Resources Officer, Human Resources Division (2) Executive Director, ▇▇▇▇▇ County Association of School Administrators and Professional-technical Employees (3) Two School-based Administrators (4) One Non School-based Administrator (5) One Non School-based Professional-technical Employee B. The Chief Human Resources Officer, Human Resources Division, and the Executive Director, ▇▇▇▇▇ County Association of School Administrators and Professional-technical Employees, will be permanent members of the committee. The remaining four members will serve until replaced by mutual agreement of the School District and the Association. 20-11-2 Creation of New Positions A. The superintendent, deputy superintendents, associate superintendents, or assistant superintendents will submit a request for classification for a proposed new administrative or professional- technical position and a duties and responsibilities questionnaire for the new position to the Chief Human Resources Officer, Human Resources Division. B. The questionnaire will be analyzed and points assigned by the Human Resources Division using the approved criteria which may include market factors. C. The Classification Committee will be convened to review the analysis and the points assigned by the Human Resources Division. The Classification Committee will seek clarification for the position as needed. D. The final calculation of the Classification Committee will be submitted to the Superintendent. The Superintendent will determine if the position will be submitted to the Business and Finance Services Division for inclusion in the budget process. E. The Superintendent’s recommendation will be submitted to the Business and Finance Services Division. F. The position will be implemented in the next school year. Positions requiring an immediate creation can be created with the approval of the Superintendent. G. There is no appeal of the Classification Committee’s final calculation, other than verification of its accuracy. 20-11-3 Requested Review of Existing Non Site-based Positions A. The superintendent, deputy superintendents, associate superintendents, or assistant superintendents of the relevant position may request a review of salary-range placement of an existing position. B. The procedure for requesting salary-range placement review is as follows: (1) The superintendent, deputy superintendents, associate superintendents, or assistant superintendents sends a written request for the review with a rationale for the request and the position questionnaire to the Human Resources Division. (2) All position incumbents will be asked to submit the position description questionnaire. (3) The questionnaires will be analyzed and points will be assigned by the Human Resources Division using the approved criteria which may include market factors. (4) The Classification Committee will be convened to review the analysis, and, if appropriate, recommend revisions. (5) The final calculation of the Classification Committee will be submitted to the Superintendent. The Superintendent will determine if the salary-range placement change will be submitted to the Business and Finance Services Division for inclusion in the budget process. (6) The Superintendent’s recommendation will be submitted to the Business and Finance Services Division. (7) The salary-range placement change will be implemented in the next school year. The administrator’s salary placement will result in a one step increase. (8) There is no appeal of the Classification Committee’s final calculation, other than verification of its accuracy. C. The superintendent may override the Committee’s recommendations only by one of the following: (1) Submitting in writing to the Committee an explanation of the factual circumstances warranting a change in the Committee’s recommendations; or (2) Establishing actual evidence of the inability to locate a qualified candidate after a regularly conducted personnel search; or (3) Approval by the Board of School Trustees. 20-11-4 Annual Review of Non Site-based Positions A. During the month of April each year, the superintendent, deputy superintendents, associate superintendents, or assistant superintendents will review the administrative and professional- technical positions within his/her area of responsibility and certify that the positions remain essentially the same. B. If the review of the position by the superintendent, deputy superintendents, associate superintendents, or assistant superintendents reveals that the position has changed significantly, a new job description must be developed and both the old job description and the new job description will be submitted to the Human Resources Division by May 1. (1) The new job description will be analyzed and points will be assigned by the Human Resources Division using the approved criteria which may include market factors. (2) In June, the Classification Committee will be convened to review the analysis of the new job description, and, if appropriate, recommend revisions. (3) If the results of the point system place the administrator higher than his/her current salary-range placement, the administrator will be moved to the appropriate salary-range placement effective the first day of the contract year for that administrator. The administrator’s salary placement will result in a one step increase. (4) If the results of the point system place the administrator lower than his/her current salary-range placement, the administrator will be grandfathered in the position at the current salary-range placement. When the position is vacated, it will be advertised at the appropriate salary-range placement. A. On or shortly after state-count day, or when enrollment is finalized for funding purposes, the Human Resources Division will review the results of the point system applied to each school, taking into consideration all information available. B. If the results place the principal higher than his/her current salary- range placement for the school year, the principal will be moved to the appropriate salary-range placement effective retroactively to the beginning of the contract year. The administrator’s salary placement will result in a one step increase. C. If the results of the point system place the principal lower than his/her current salary-range placement, the principal will remain at his/her current placement for the remainder of the year. The principal will not be required to transfer from the school, despite his/her higher salary-range placement until the principal has been assigned as the principal of the school for a total of three years. If (1) the point system places the principal lower than his/her current salary-range placement; (2) the principal has remained in the assignment for the remainder of the initial year; and (3) the principal has been assigned as the principal for three years, the School District may (1) reassign the principal to a school in which the principal’s salary-range placement is commensurate with the identified salary-range placement for the school; (2) allow the principal to request to remain in the same school and receive a lower salary-range placement as prescribed by the point system; or (3) leave the principal in the same school at his/her current salary-range placement. D. If the principal requests a transfer to a site at which the principal’s salary-range placement is at a lower salary-range placement than the principal’s current position, he/she will be moved to the appropriate salary-range placement and receive the salary to which the position is entitled. E. If the principal is transferred, and has not requested such transfer, to a site at which the principal’s salary-range placement is at a lower placement than the principal’s current salary-range placement, he/she will remain at his/her current salary-range placement. F. A principal selected to open a new school will receive no less than his/her current salary-range placement for three years. The new school’s salary-range placement will be determined on or shortly after state-count day, or when enrollment is finalized for funding purposes. If the results of the point system places the principal higher than his/her current placement for the school year, the principal will be moved to the appropriate salary-range placement effective retroactively to the beginning of the contract year.

Classification Committee. A. The following administrators or professional-technical employees will serve on the Classification Committee: (1) Chief Human Resources Officer, Human Resources Division (2) Executive Director, ▇▇▇▇▇ County Association of School Administrators and Professional-technical Employees (3) Two School-based Administrators (4) One Non School-based Administrator (5) One Non School-based Professional-technical Employee B. The Chief Human Resources Officer, Human Resources Division, and the Executive Director, ▇▇▇▇▇ County Association of School Administrators and Professional-technical Employees, will be permanent members of the committeecommittee Committee. The remaining four members will serve until replaced by mutual agreement of the School District and the Association. 20-11-2 Creation of New Positions A. The superintendent, deputy superintendents, associate superintendents, or assistant superintendents will submit a request for classification for a proposed new administrative or professional- technical position and a duties and responsibilities questionnaire for the new position to the Chief Human Resources Officer, Human Resources Division. B. The questionnaire will be analyzed and points will be assigned by the Human Resources Division using the approved criteria which may include market factors. C. The Classification Committee will be convened to review the analysis and the points assigned by the Human Resources Division. The Classification Committee will seek clarification for the position as needed. D. The final calculation of the Classification Committee will be submitted to the Superintendent. The Superintendent will determine if the position will be submitted to the Business and Finance Services Division Unit for inclusion in the budget process. E. The Superintendent’s recommendation will be submitted to the Business and Finance Services Division.Unit. Page 39 of 75 between the ▇▇▇▇▇ County School District and the ▇▇▇▇▇ County Association of School Administrators and Professional Technical Employees F. The position will be implemented in the next school year. Positions requiring an immediate creation can be created with the approval of the Superintendent. G. There is no appeal of the Classification Committee’s final calculation, other than verification of its accuracy. 20-11-3 Requested Review of Existing Non Site-based Positions A. The superintendent, deputy superintendents, associate superintendents, or assistant superintendents of the relevant position may request a review of salary-range step placement of an existing position. B. The procedure for requesting salary-range placement review is as follows: (1) The superintendent, deputy superintendents, associate superintendents, or assistant superintendents sends a written request for the review with a rationale for the request and the position questionnaire to the Human Resources Division. (2) All position incumbents will be asked to submit the position description questionnaire. (3) The questionnaires will be analyzed and points will be assigned by the Human Resources Division using the approved criteria which may include market factors. (4) The Classification Committee will be convened to review the analysis, and, if appropriate, recommend revisions. (5) The final calculation of the Classification Committee will be submitted to the Superintendent. The Superintendent will determine if the salary-range placement change will be submitted to the Business and Finance Services Division for inclusion in the budget process. (6) The Superintendent’s recommendation will be submitted to the Business and Finance Services Division. (7) The salary-range placement change will be implemented in the next school year. The administrator’s salary placement will result in a one step increase. (8) There is no appeal of the Classification Committee’s final calculation, other than verification of its accuracy. C. The superintendent may override the Committee’s recommendations only by one of the following: (1) Submitting in writing to the Committee an explanation of the factual circumstances warranting a change in the Committee’s recommendations; or (2) Establishing actual evidence of the inability to locate a qualified candidate after a regularly conducted personnel search; or (3) Approval by the Board of School Trustees. 20-11-4 Annual Review of Non Site-based Positions A. During the month of April each year, the superintendent, deputy superintendents, associate superintendents, or assistant superintendents will review the administrative and professional- technical positions within his/her area of responsibility and certify that the positions remain essentially the same. B. If the review of the position by the superintendent, deputy superintendents, associate superintendents, or assistant superintendents reveals that the position has changed significantly, a new job description must be developed and both the old job description and the new job description will be submitted to the Human Resources Division by May 1. (1) The new job description will be analyzed and points will be assigned by the Human Resources Division using the approved criteria which may include market factors. (2) In June, the Classification Committee will be convened to review the analysis of the new job description, and, if appropriate, recommend revisions. (3) If the results of the point system place the administrator higher than his/her current salary-range placement, the administrator will be moved to the appropriate salary-range placement effective the first day of the contract year for that administrator. The administrator’s salary placement will result in a one step increase. (4) If the results of the point system place the administrator lower than his/her current salary-range placement, the administrator will be grandfathered in the position at the current salary-range placement. When the position is vacated, it will be advertised at the appropriate salary-range placement. A. On or shortly after state-count day, or when enrollment is finalized for funding purposes, the Human Resources Division will review the results of the point system applied to each school, taking into consideration all information available. B. If the results place the principal higher than his/her current salary- range placement for the school year, the principal will be moved to the appropriate salary-range placement effective retroactively to the beginning of the contract year. The administrator’s salary placement will result in a one step increase. C. If the results of the point system place the principal lower than his/her current salary-range placement, the principal will remain at his/her current placement for the remainder of the year. The principal will not be required to transfer from the school, despite his/her higher salary-range placement until the principal has been assigned as the principal of the school for a total of three years. If (1) the point system places the principal lower than his/her current salary-range placement; (2) the principal has remained in the assignment for the remainder of the initial year; and (3) the principal has been assigned as the principal for three years, the School District may (1) reassign the principal to a school in which the principal’s salary-range placement is commensurate with the identified salary-range placement for the school; (2) allow the principal to request to remain in the same school and receive a lower salary-range placement as prescribed by the point system; or (3) leave the principal in the same school at his/her current salary-range placement. D. If the principal requests a transfer to a site at which the principal’s salary-range placement is at a lower salary-range placement than the principal’s current position, he/she will be moved to the appropriate salary-range placement and receive the salary to which the position is entitled. E. If the principal is transferred, and has not requested such transfer, to a site at which the principal’s salary-range placement is at a lower placement than the principal’s current salary-range placement, he/she will remain at his/her current salary-range placement. F. A principal selected to open a new school will receive no less than his/her current salary-range placement for three years. The new school’s salary-range placement will be determined on or shortly after state-count day, or when enrollment is finalized for funding purposes. If the results of the point system places the principal higher than his/her current placement for the school year, the principal will be moved to the appropriate salary-range placement effective retroactively to the beginning of the contract year.