Common use of Determination of Reduced Program Clause in Contracts

Determination of Reduced Program. If the District is confronted with a levy failure, possibility of a levy failure, reduction in student enrollment, loss of funds, or other causes which may result in a reduction in the educational program and the number of employees in the District, the Board and the administrative staff of the District shall follow the sequence of steps below in assessing the degree of the financial shortage and steps to be taken: a) Review of student needs and the scope of the educational program to meet requirements (local, state and federal) b) Determination of the funds available from local budget, state funds, federal funds and special grants- -calculation of the shortage of funding to meet financial needs c) Review of current budget to determine where non-personnel expenditures can be reduced and still permit safe, legal operation of the schools d) Definition/description of a reduced educational program that will meet legal requirements and student needs e) Description of the positions necessary to carry on and adapt to the newly revised program f) Explicit definition and evaluation of the impact of the reduced program upon the certificated staff of the District g) An analysis by the administrative staff of the total number of employees leaving the District for reasons of retirement, family transfer, normal resignations, leaves of absence or discharge and/or those in provisional employee status h) Design of a plan to fill the openings created from the changes immediately described above with certificated employees currently employed by the District i) In considering and determining whether or not a certificated employee should be retained to fill a particular position or should be given notice of probable cause or causes for non-renewal of his/her contract under the procedures provided above, the following factors shall be considered: Application by administrative staff of the criteria described below to determine tentatively who will be placed in what positions where people will be transferred or reassigned:  Academic preparation for such position or similar positions, including the current requirements from the Office of the Superintendent of Public Instruction regarding endorsements and teacher assignments as provided in WAC 181-82 and other applicable laws/regulations such as Highly Qualified requirements; and  Experience in such position or similar position in district; and  If two or more certificated employees are deemed equally qualified to handle a position under the criteria above, the determination will take into account the time of service in such position or similar position in the State of Washington.  The assignment of staff members will be determined using the standard of placing employees in the positions that will provide maximum academic strength, educational experience and social development for students. j) Further determination as to what additional preparation for certain employees might be needed to fit a new assignment and the practicality of completing the training by the beginning of the coming school year k) Preparation by the administrative staff of a plan for the revised educational program, the tentative assignment and reassignments necessary to offer the program l) Recommendation of a tentative program and estimate of positions under this reduced program shall be referred to the Board by the Superintendent Thereafter, if determined necessary, the Superintendent shall make a determination of probable cause or causes for non-renewal in accordance with RCW 28A.405.210, based on the criteria herein set forth.

Determination of Reduced Program. If the District is confronted with a levy failure, possibility of a levy failure, reduction in student enrollment, loss of funds, or other causes which may result in a reduction in the educational program and the number of employees in the District, the Board and the administrative staff of the District shall follow the sequence of steps below in assessing the degree of the financial shortage and steps to be taken: a) Review of student needs and the scope of the educational program to meet requirements (local, state and federal) b) Determination of the funds available from local budget, state funds, federal funds and special grants- -calculation grants-calculation of the shortage of funding to meet financial needs c) Review of current budget to determine where non-personnel expenditures can be reduced and still permit safe, legal operation of the schools d) Definition/description of a reduced educational program that will meet legal requirements and student needs e) Description of the positions necessary to carry on and adapt to the newly revised program f) Explicit definition and evaluation of the impact of the reduced program upon the certificated staff of the District g) An analysis by the administrative staff of the total number of employees leaving the District for reasons of retirement, family transfer, normal resignations, leaves of absence or discharge and/or those in provisional employee status h) Design of a plan to fill the openings created from the changes immediately described above with certificated employees currently employed by the District i) In considering and determining whether or not a certificated employee should be retained to fill a particular position or should be given notice of probable cause or causes for non-renewal of his/her contract under the procedures provided above, the following factors shall be considered: Application by administrative staff of the criteria described below to determine tentatively who will be placed in what positions where people will be transferred or reassigned:  • Academic preparation for such position or similar positions, including the current requirements from the Office of the Superintendent of Public Instruction regarding endorsements and teacher assignments as provided in WAC 181-82 and other applicable laws/regulations such as Highly Qualified requirements; and  • Experience in such position or similar position in district; and  • If two or more certificated employees are deemed equally qualified to handle a position under the criteria above, the determination will take into account the time of service in such position or similar position in the State of Washington.  • The assignment of staff members will be determined using the standard of placing employees in the the· positions that will provide maximum academic strength, educational experience and social development for students. j) Further determination as to what additional preparation for certain employees might be needed to fit a new assignment and the practicality of completing the training by the beginning of the coming school year k) Preparation by the administrative staff of a plan for the revised educational program, the tentative assignment and reassignments necessary to offer the program lI) Recommendation of a tentative program and estimate of positions under this reduced program shall be referred to the Board by the Superintendent Thereafter, if determined necessary, the Superintendent shall make a determination of probable cause or causes for non-renewal in accordance with RCW 28A.405.210, based on the criteria herein set forth.

Determination of Reduced Program. If the District is confronted with a levy failure, possibility of a levy failure, reduction in student enrollment, loss of funds, or other causes which may result in a reduction in the educational program and the number of employees in the District, the Board and the administrative staff of the District shall follow the sequence of steps below in assessing the degree of the financial shortage and steps to be taken: a) : Review of student needs and the scope of the educational program to meet requirements (local, state and federal) b) Determination of the funds available from local budget, state funds, federal funds and special grants- -calculation grants--calculation of the shortage of funding to meet financial needs c) needs Review of current budget to determine where non-personnel expenditures can be reduced and still permit safe, legal operation of the schools d) schools Definition/description of a reduced educational program that will meet legal requirements and student needs e) needs Description of the positions necessary to carry on and adapt to the newly revised program f) program Explicit definition and evaluation of the impact of the reduced program upon the certificated staff of the District g) District An analysis by the administrative staff of the total number of employees leaving the District for reasons of retirement, family transfer, normal resignations, leaves of absence or discharge and/or those in provisional employee status h) status Design of a plan to fill the openings created from the changes immediately described above with certificated employees currently employed by the District i) District In considering and determining whether or not a certificated employee should be retained to fill a particular position or should be given notice of probable cause or causes for non-renewal of his/her contract under the procedures provided above, the following factors shall be considered: Application by administrative staff of the criteria described below to determine tentatively who will be placed in what positions where people will be transferred or reassigned:  Academic preparation for such position or similar positions, including the current requirements from the Office of the Superintendent of Public Instruction regarding endorsements and teacher assignments as provided in WAC 181-82 and other applicable laws/regulations such as Highly Qualified requirements; and  Experience in such position or similar position in district; and  If two or more certificated employees are deemed equally qualified to handle a position under the criteria above, the determination will take into account the time of service in such position or similar position in the State of Washington.  The assignment of staff members will be determined using the standard of placing employees in the positions that will provide maximum academic strength, educational experience and social development for students. j) . Further determination as to what additional preparation for certain employees might be needed to fit a new assignment and the practicality of completing the training by the beginning of the coming school year k) year Preparation by the administrative staff of a plan for the revised educational program, the tentative assignment and reassignments necessary to offer the program l) program Recommendation of a tentative program and estimate of positions under this reduced program shall be referred to the Board by the Superintendent Thereafter, if determined necessary, the Superintendent shall make a determination of probable cause or causes for non-renewal in accordance with RCW 28A.405.210, based on the criteria herein set forth. Legal Notices: Legal notices shall be sent as soon as possible (in all cases, prior to May 15) to the affected individuals as stipulated under the section of this agreement concerning the non-renewal of contracts in accordance with RCW 28A.405.210. Re-Employment Pool: Any certificated employee, upon hearing of the administrative recommendations as provided in paragraph 1 above, or of the determination that probable cause exists for non-renewal of his/her employment contract, may request and be entitled to receive a leave of absence for the ensuing school year by filing a written request no later than May 30th. Any employee taking such leave shall be placed in the employment pool. If it is necessary to apply this policy for the school year following that during which a certificated employee is on leave as provided herein, this policy shall then be applied to determine if probable cause exists for not renewing such employee's contract. Any certificated employee given notice that his/her contract will not be renewed at the end of the current school year, or taking leave as provided herein, shall receive preferential treatment in filling vacancies for which they are qualified. All employees given notice of non-renewal or taking leave shall be placed in an employment pool for possible employment for a period extending to the commencement of the first school year after that for which they took leave or were non-renewed, or for an additional school year, if requested in writing, on or before April 1, preceding such year. When a vacancy occurs, notification thereof shall be given by the school district to all employees in the pool by certified mail, return receipt requested, to the last known address of such employee or by personal delivery of such written notification to such employee. Any employee shall have ten (10) calendar days from receipt of such written notice to request consideration for the vacant position. Such vacancy shall be filled from the employment pool by the employee determined to be qualified by the Board, applying the criteria herein, to fill such vacancy. Priority and competency of all employees requesting consideration for a vacant position shall be determined by the Board following a consideration of the same factors and in the same order as enumerated in the criteria contained herein.