Members of the RIF subcommittee:
For the District:
Gerrick Monroe, Assistant Superintendent for Business Services
Kevin Mendivil, Director of Certificated, Human Resources
Brian Minarcik, Principal, Guerrero Elementary
Gerry Slemmer, Principal, Red Mountain H.S.
For MEA:
Kirk Hinsey, Taylor J.H
Valerie Angus, Professional Development
Jennifer Tellez-Carson, Entz Elementary
Will Moore,
AEA Organizational Consultant.
Teacher RIF Procedure:
Tentative Agreement
November 29, 2010
The RIF Subcommittee last met on November 22, 2010, and the following tentative Agreement has been drafted:
Article 30 -- Reductions In Force
The purpose of this article is
to establish a process for implementing a reduction in force (“RIF”) for
certificated teachers (“teachers”) in order to effectuate economies in the operation
of the district or to improve the efficient conduct and administration of its
schools pursuant to A.R.S. § 15-544.
I.
RIF Preparations
In
connection with the planning of the budget for the following school year, the
Superintendent will determine whether it may be necessary to recommend that the
Governing Board order a RIF for teachers.
If the Superintendent determines that a RIF may be necessary, the
Superintendent will provide school principals and program directors who
supervise teachers:
1. A
timetable for the completion of teacher evaluations as provided fro in Policy
GCN and the Summative Teacher Evaluation Form Guidelines.
2. A
timetable for the completion of Teacher Profiles (TP).
II.
Teacher Profile
The
Human Resources Department will complete a Teacher Profile for each teacher
under their supervision who may be affected by the RIF. The TP will be based on the following
elements: Classroom Performance as measured by the teacher’s most recent evaluation
under the Teacher Evaluation System (50%), Professional Standards and Conduct
(26%), Professional Contributions (20%), and Educational Qualifications and
Certifications (4%).
The TP
will be reviewed annually by the Assistant Superintendent for Human Resources
or designee, together with MEA and principals, to determine whether factors
should be added or eliminated, or weighted differently. The TP will be revised to reflect the
teacher’s contribution to student academic growth as this element is incorporated
into the Teacher Evaluation System.
III.
Notification of Teachers
Based
on the projected number of teachers that may be released, the Superintendent
will determine the number of teachers that will be provided written and verbal
notification of the possible RIF and the fact that they may be released as a
result of the application of the Reduction in Force procedure. The notification will include a copy of the
teacher’s TP and will describe the Teacher Profile Appeal process.
IV.
Teacher Profile Appeals
A
teacher may appeal his or her TP by delivering a written appeal to the Human
Resources Department on or before 4:00 p.m. of the third (3rd)
school day after the teacher’s RIF notification and TP is delivered to the
teacher’s school or program mailbox. The
appeal must identify specifically what element or elements of the TP are
believed to be erroneous and explain specifically why the element or elements
are believed to be erroneous.
Appeals
will be reviewed by the Assistant Superintendent for Human Resources or
designee, who may, in his or her discretion, conduct a meeting with the teacher
or may decide the appeal by reviewing the TP and the teacher’s written
appeal. A written appeal decision will
be delivered by email or to the teacher’s school mailbox at least twenty-four
(24) hours prior to the Superintendent’s presentation of the list of teachers
recommended for release to implement the RIF.
V.
Governing Board Decision
If the
Governing Board orders a RIF, the Superintendent will submit a list of teachers
that are recommended for release to implement the RIF.
VI.
Notification of Governing Board Decision
Following
the decision by the Governing Board to terminate the employment of teachers to
implement a RIF, the affected teachers will be notified of the decision
promptly and in writing.
VII.
Post-RIF Recall
The
Human Resources Department will maintain a list of teachers released because of
a RIF and may consider such teachers for positions for which they are qualified
and certified that become available in the district. A teacher is responsible for keeping the
Human Resources Department informed of his or her current contact
information. If the district offers a
teacher a position and the teacher fails to promptly accept the offer, or if
the district is unable to contact the teacher after reasonable attempts to do
so, that teacher’s name will be removed from the list.