GDPA REDUCTION OF SUPPORT STAFF

Adoption Date: 4/8/1987, Revised: 10/13/1992, 2/14/2017
G - PERSONNEL

REDUCTION OF SUPPORT STAFF

Reductions in staff may, from time to time, be made necessary by decreased enrollments, revenue limitations, or other events beyond the control of the Board of Trustees. A decision to reduce the number of staff will, in all cases, remain within the sole discretion and judgment of the Board of Trustees under the provisions of Wyoming law and this policy.

It is the policy of the District to use normal attrition of staff consisting of resignations, retirements, leave of absences, and transfers as the first means of achieving a reduction-in-force (RIF). However, in certain cases, normal attrition may not be sufficient to achieve the necessary reduction in staff. In the event that a further RIF is necessary it shall be accomplished as provided in this policy.

In the event it becomes necessary to reduce the number of staff within the District, such reductions will be accomplished in the following manner:

A. The District administration will assess the staffing needs of the District for the forthcoming school year and determine the number of support staff that will be recommended for reduction.

B. In areas in which there is a surplus of support staff, temporary and probationary support staff will be recommended for termination. An "area" is defined as an employee’s present assignment within the District. Assignments include but are not limited to support staff positions in Food Service, Instruction (Aides, Secretaries, etc.), Custodians, Warehouse, Activities, Transportation, Maintenance, and Technology.

C. If there are no temporary or probationary support staff in an area of surplus, or if there still exists a surplus of support staff after terminating all temporary and probationary employees in the area of surplus, the District administration will attempt to reassign surplus support staff to positions in which they are qualified. The attempted reassignment will be to areas where there are vacancies or where there are positions held by temporary and probationary support staff.

D. If a staff member who has been identified for RIF has a current assignment in more than one area, the District shall follow the procedures outlined in paragraphs (B), (C), and (D) for the employee in the other area(s).

E. If there still exists a surplus of support staff after attempted reassignment, as set forth in paragraph C., the District administration shall examine the records of support staff within the area of surplus so as to make a recommendation to the Board of Trustees for termination due to a RIF in the following order or priority:

1. Seniority shall be given preference. Seniority is defined as: The number of years employed in the District, prorated in

accordance with the percent of time listed in each assignment.

2. The support staff member’s skill, ability, and competence as reflected by the written evaluations completed by the employee's

past and present immediate supervisor(s).

3. The Superintendent of Schools will consider the best interests of Uinta County School District #1’s students relating to its

curricular and extracurricular needs and will not be bound strictly by seniority. When considering curricular and extracurricular

needs of the District, the Superintendent will look at an employee’s “value added” status. Value added is work completed by the

staff member outside of the classroom that includes, committee membership, leadership positions, non-athletic sponsor, work

ethic, and athletic coaching positions.

Recall Procedures:

Staff members whose employment was terminated due to a RIF will be placed in a “pool” for a period of two years from the employment termination date. Staff members in the pool shall be notified of vacancies in the employment area in which they served and for which they are qualified. The District shall hire staff members from the pool who are properly qualified for re-employment for open positions until all staff members in the pool have been re-employed or offered re-employment. If more than one member of the pool applies for the same open position, the position shall be filled by following the priorities outlined in E: 1-3 above.

Offers for re-employment shall be made by direct contact or registered mail, with return receipt requested, and the staff member shall be notified that he/she must submit written acceptance within two (2) calendar days from the date of the notice. Failure to respond within two calendar days or rejection of the position eliminates all reemployment rights of the staff member, under the provisions of this policy, and automatically removes the staff member from the pool.

If a RIF pool member declines an offer of re-employment for a position with lower pay or fewer hours than his/her previous position that staff member will not be removed from the pool.

A staff member from the pool who accepts a position with lower pay or fewer hours than his/her previous position, will be removed from the pool. If a position with similar pay and hours to their previous position becomes available, the staff member may request a transfer to that position if they are qualified.

A staff member who has been terminated as a result of this policy who is subsequently re-employed shall be reinstated with all continuous experience and leave he/she had accrued at the time of termination.

Seniority List: A seniority list including years of service and assignment will be available the first Monday of December of each year. All staff are encouraged to review this list and notify the Human Resource Office in writing of any needed corrections or changes. All corrections and changes must be submitted by the last working day in January. A final list will be made available on the first Monday of February of each year. The information on this list will be used if a RIF is necessary

Hire Date: Hire date is the first day of employment.

Tie Breaking: In cases of identical initial hire dates, RIF decisions shall be based on the staff member’s skill, ability, competence as reflected by written evaluations, work history, preparation, previous experience, assignment location, and supervisor recommendation.

Leaves of Absence:

Employees who take an approved leave of absence, that does not provide seniority, will retain their original hiring date, but their position on the seniority list will be adjusted accordingly.

Part-Time/Full-Time Service: Employees will be given a year of “full-time” service when their workday averages four (4) hours or more during the work year. A work year is from anniversary date to anniversary date and consists of the number of days identified to accomplish their assignment.