Reduction in Force
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In the event the Board determines to reduce the number of positions or the number of hours in any position, the provisions set forth in this section shall apply. Staff reductions shall occur at the sole discretion of the Board, whose decision shall be final.
A. Attrition: Normal attrition resulting from employees retiring or resigning will be relied upon to the extent that it is administratively feasible in implementing a reduction in force.
B. Selection for Reduction: The elimination of a position does not necessarily mean the employee occupying the position will be dismissed. When determining who will be displaced as part of a reduction in force, the District will consider the following criteria:
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Needs of the District: Needs as identified and determined by the District in accordance with its constituted authority.
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Qualifications as Established by the District: Including, but not limited to specific job skills, certification [if applicable], training, District evaluations, etc.
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Qualifications of the Remaining Employees: Relevant qualifications will be those experiences and training that best relate to the position(s) to be maintained and District needs as determined by the Board. These experiences shall include but not be limited to current and past assignment and practical experience in the area of need.
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Performance of the Employees: Performance of the employees under consideration as previously and currently evaluated, including but not limited to District evaluations, discipline, and referrals.
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Length of Service: Is defined as length of service with the District commencing on the most recent date of hire. The District will annually produce a length of service list.
Although length of service in the District will be considered when reducing positions, it will not be the sole deciding factor in any decision regarding who will be displaced. Employees who are displaced do not have any right to displace or “bump” another employee.
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