Uther wrote:You know who usually take these voluntary resignation incentives? Teachers that were going to leave (retire) in a year or so anyway, or those who are so good they know they will easily get another job at another School District. Neither of those actually improve the remaining pool of teacher talent.
Richard wrote: Also, if you do change school districts, you are now the low man because years in the district is the senoirity marker if the district has to layoff employees. So you may have a job right now, but in this environment, you could lose it next year.
scvsop wrote:Not necessarily, Find your District's Board Policy DFF (Local). It will lay out how the District has to handle a RIF. For example, here is an excerpt from Lewisville ISD, Board Policy DFF (Local)
The Superintendent shall recommend to the Board the discharge or nonrenewal of employees within the affected employment area(s) because of a reduction in force, based on the following criteria. These criteria are listed in order of importance; the Superintendent shall apply them sequentially to the extent necessary to identify the employees who least satisfy the criteria and therefore are subject to the reduction in force, i.e., if all necessary reductions can be accomplished by applying the operational necessity criterion, it is not necessary to apply the certification criterion, etc.
1. Operational Necessity: Importance to school’s operation as determined by the Superintendent.
2. Certification: Appropriate certification, endorsement, and/or highly qualified status for current or projected assignment.
3. Performance: Effectiveness as reflected by appraisal records and other written evaluative information.
If the Superintendent in his or her discretion decides that the ostensible performance differences between two or more reductionin-force prospects are too insubstantial to rely upon, he or she may proceed to apply criterion 4 and, thereafter and to the extent needed, criterion 5.
4. Seniority: Length of service in the District, as measured from the employee’s most recent date of hire.
5. Professional Background: Professional education and work experience related to the current assignment.
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