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Cobb County School District Reduction In Force Process

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Cobb County School District Reduction In Force Process ... In an elementary school, ... not be losing a position and it may appear that the current staff will remain ... – PowerPoint PPT presentation

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Title: Cobb County School District Reduction In Force Process


1
Cobb County School District Reduction In Force
Process
  • 2010-11

2
Principals Meeting April 29, 2010
  •  Agenda
  •  Welcome ..
  • Dr. Constantino/Dr. Dunnigan
  • Reduction In Force Overview..
  • Tim Baker
  • Questions

  • Packet Contents
  • PowerPoint Presentation
  • Surplus Position Worksheet
  • Q A
  • Letters - Part-time Limited
  • Scripts - Part-time Limited
  • Notification Checklist
  • Benefits Information
  • Contact List

3
  • This process will have two distinct facets
  • (1) RIF
  • (2)Reassignment
  • HR will determine the specific teachers, based on
    level and/or subject area, who will be RIFd
    based on District-wide seniority.
  • Individual schools will not identify those
    teachers/employees.
  • Supplements do not protect employees in a RIF.

4
  • After employees impacted by the RIF have been
    notified by May 15th, there most likely will be a
    need to reassign individuals from one location to
    another. This part of the process will occur at a
    later date.

5
Principals Receive Allotment Sheets
  • Review Allotment Sheets
  • Determine Subject Area Staffing Needs
  • Identify
  • Grade/Position/Subject Area
  • Not People
  • That Must Be Surplused for 2010-11

6
  • EXAMPLE
  • (1) For 2009-10, a high school needed 15 English
    positions to meet their staffing needs. For
    2010-11 (with the reduced allotment), that high
    school now only needs 12 English positions to
    meet their staffing needs. The high school will
    then have 3 English positions to be surplused
    for 2010-11.

7
  • EXAMPLE
  • (2) In an elementary school, for 2009-10, 35
    regular education elementary teachers were
    needed. For 2010-11 ( with the reduced allotment)
    only 30 teachers are needed. The elementary
    school will then have 5 early childhood positions
    to be surplusedfor 2010-11.

8
  • EXAMPLE
  • (3) For 2009-10, a middle school needed seven
    (7)General Curriculum SPED positions . For
    2010-11, only 5 positions are needed meaning
    that 2 positions will be added to the total
    number of General Curriculum SPED positions
    district-wide to be surplused .

9
IMPORTANT
  • Internal reassignments cannot be made at this
    time. Even if your employees hold other
    certifications, no internal reassignments can be
    made.

10
Rationale
  • We must be able to determine district-wide
    seniority by level and/or subject area.
  • Internal reassignments will prevent the
    appropriate identification of the least senior
    teacher in an identified surplus area.
  • Moving teachers into other subject areas could
    also potentially cause them to be moved into a
    surplus subject area position in which they
    would be subject to RIF.
  • Example A middle school teacher currently
    teaching Language Arts who also holds science
    certification cannot be moved into a science
    position. A special education teacher cannot be
    moved into a math position.

11
  • Once we determine the subject areas/positions
    that are to be surplused, the seniority of
    individuals will be determined based on their
    current teaching/job assignments.
  • If the individual teaches more than one subject,
    the primary subject area teaching assignment will
    be the one used to determine seniority. If he/she
    is 50/50, the last full day subject/job
    assignment will be used.
  • Part-time certified employees cannot be moved
    into full-time positions at this time.

12
  • SAMPLE OF FORM
  • Certified Position Surplus Worksheet
  • What certified positions (not people) are you
    overstaffed for the 2010-11 school year?
  • On the
  • Certified Position Surplus Worksheet
  • ( Due Monday, May 3rd)
  • After looking at staffing needs, please list the
    surplus (overstaffed) positions you have
    identified for your school. List only one
    position per line.
  • See examples on the following slides.

Subject/Grade (one per line)
Example For Elementary K-5/EIP PE
Example For Middle Math
Example for High School Science
Example for SPED General Curriculum (IRR)



13
Sample of Certified Position Worksheet (
Elementary)
  • Subject/Grade
  • (one per line)
  • K-5/EIP
  • K-5/EIP
  • 3. Physical Education
  • 4. Sped Ed General Curriculum
  • 5. Sped Ed General Curriculum

14
Sample of Certified Position Worksheet ( Middle
School)
  • Subject/Grade
  • (one per line)
  • Math
  • Math
  • Social Studies
  • 4. Language Arts
  • Band
  • Language Arts
  • 7. Sped Ed IRR

15
Sample of Certified Position Worksheet ( High
School)
  • Subject/Grade
  • (one per line)
  • Science
  • Social Studies
  • Science
  • Physical Education
  • 5. Drama

16
  • While schools are identifying their surplus
    positions and completing the Worksheet, HR will
    be reviewing and rechecking their lists of
    current employees which have been sorted by hire
    date and by
  • Elementary -- Level and/or Subject (K-5/EIP
    PE)
  • Middle School Level (MS) and Subject
    (MS-Math FACS)
  • High School -Level (HS)and Subject (HS
    Science Math)
  • Special Education Subject (General Curr.
    Adaptive)
  • to insure that the names of part-time
    certified, limited contract, retiring, and
    resigning employees and employees with
    performance issues have been removed from the
    employee lists.

17
  • The completed Certified Position Surplus Sheet
    for each school will be due in HR by NOON on
    Monday, May 3rd.
  • Please fax to HR 678.594.8580
  • Once the forms for all schools, divisions, and
    departments are received, HR will compile a list
    of identified surplus positions for elementary,
    middle school (by subject area), high school (by
    subject area),
  • and special education .

18
  • After the lists of positions have been compiled,
    HR will then determine the total number of
    positions for RIF by
  • Elementary -- Level and/or Subject (K-5/EIP
    PE)
  • Middle School - Level and Subject
    (MS --Math FACS)
  • High School -Level and Subject (HS
    Science Business)
  • Special Education Subject (General
    Curr Adaptive)

19
  • If the number of positions identified for RIF
    in
  • Elementary -- Level and/or Subject (K-5/EIP
    PE)
  • Middle School - Level and Subject (MS-Math
    FACS)
  • High School -Level and Subject (HS
    ScienceBusiness)
  • Special Education Subject (General Curr
    Adaptive)
  • is equal to or less than the numbers of
    employees (in the specific surplus areas) who
    have already identified as those leaving the
    District at the end of the school year
    (part-time, limited contract, performance,
    retirement, resignation), then no additional
    employees in that particular surplus area may
    be identified for RIF.

20
  • Specifically designated hire dates will be
    established for
  • Elementary
  • Special Education
  • Middle School
  • High School
  • Those teachers (in identified areas for surplus)
    whose hire dates are after the designated dates
    specific to those levels (elementary, middle,
    high) and/or subject area (Special Ed) will be
    non-renewed.

21
  • Lets say, for example, that the upcoming school
    year is 2019-20 and it has been determined that
    anyone (district-wide) hired in high schools
    after 8/4/2017 will be non-renewed. HR will
    review the list of high school teachers currently
    teaching in subject areas where surplus positions
    exist and identify the teachers with least
    district seniority who will be non-renewed for
    the 2019-20 school year.
  • See the English example on the next slide.
    Those in red font will be non-renewed. The
    process described will be used in all areas.

22
Name School Subject Hire Date
Joe Smith Rex HS English 8/1/2013
H. Jones Jones HS English 5/6/2013
B. Cloud Veterans HS English 8/3/2014
J. Kemp Skip HS English 8/1/2015
S. Long Bates HS English 1/5/2016
M. Sykes Vandy HS English 3/5/2016
J. Brown Wilhite HS English 9/7/2017
D. Hunt Phillips HS English 9/7/2017
B. Sorry Rex HS English 9/9/2017
I. Sears Vandy HS English 8/3/2018
V. Mitchel Jones HS English 1/9/2019
T. Long Rex HS English 2/5/2019
B. Kind Skip HS English 3/9/2019
NOTE Those in red font will be non-renewed.
23
  • Once HR has identified the specific teachers to
    be non-renewed, the Principals of those teachers
    will be notified.
  • Scripts will be provided to assist with
    conferences with those individuals who are being
    non-renewed. In addition to the scripts,
    information regarding benefits, COBRA,
    unemployment, etc., will be provided to give the
    employees.

24
IMPORTANT TO UNDERSTAND
  • It is possible that there may be a situation
    where a school may not be losing a position and
    it may appear that the current staff will remain
    in tact.
  • However, when surplus positions are reviewed
    district- wide and seniority is determined, a
    teacher in a particular subject area at that
    school , in fact, may be identified as having
    least district-wide seniority and may be RIFd.
    The vacant position at the school will then be
    filled by an appropriately certified teacher ,
    who has seniority, reassigned from another school.

25
Example
  • Rex HS does not need to place an English
    position on the surplus position list. Jane Doe
    is one of the English teachers at Rex HS. When
    the district-wide list is compiled and reviewed
    by subject and hire date, it is determined that
    Jane Doe is one of the teachers with least
    district-wide seniority and subsequently will be
    among those teachers being non-renewed. That will
    leave a vacant English position at Rex. That
    vacant position will likely be filled by an
    English reassignee (who has district seniority)
    from another school.

26
Timeline
  • April 29 Meeting with Principals
  • May 3 Surplus Worksheet Due To HR
  • May 3-7 HR Identifies Staff Reduction for the
    County
  • May 10 Principals/Supervisors are notified of
    RIFd employees in their school /division.
  • May 10-12 Principal/Supervisor meets with RIFd
    employee(s) using prepared script.
  • May 12 Contracts/Letters delivered to schools
  • May 13 Contracts/Letters given to staff
  • May 24 Contracts Due To Secretaries
  • May 26 Contracts Due to Central Office (Peggy
    Douglas)
  • TBD Reassignees Identified and Reassignment
    Meeting Held
  • June-July Competitive Rehires
  • June-July Competitive New Hires
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