DATE ISSUED: 6/13/ of 5 LDU DK(REGULATION)-X

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1 Employee Assignment / Reassignment When it becomes evident that staff will be reduced at a campus due to a program change, school closure, consolidation, reduced enrollment, and/or budget reductions, the immediate supervisor will select personnel for release in accordance to the criteria outlined in the contents of this regulation. Projected student needs and the projected staff assignment for the current and upcoming school year(s) may be considered when identifying the staff that will be reduced during the application of this policy. The considerations/criteria to identify the staff that are to be reduced will be on a campus-by-campus/department basis. The immediate supervisor will maintain documentation reflecting staffing decisions and will submit a copy of the documentation to Human Capital Management. The Superintendent or designee will be required to use reasonable efforts to reassign any affected staff member who holds the position being eliminated into a similar vacant position at his or her current campus/department. This reassignment will be based on the staff member s qualifications. If the Superintendent or designee determines that there is no available similar position at that campus/department, the affected staff member may be placed in the excess pool. The Superintendent or designee will be required to use reasonable efforts to assist the affected staff members identified in the excess pool to secure a similar position at another campus/department for which he or she is qualified. These efforts may include, but are not limited to: A specialized District job fair for internal employees; Preferential entry/access at District job fairs; Invitations/notifications of all District job fairs; and Program Change Low-Performing Employees Providing hiring managers/principals with their qualifications/certifications. Program changes, including special revenue availability, are to be considered in the application of this regulation. Excess personnel due to changes in programs may be placed in the excess pool. The Superintendent and/or designee will identify program changes. Low-performing employees with a documented pattern of disciplinary issues, such as being on a growth plan and/or unsatisfactory work performance, must have documentation submitted for review to Employee Relations prior to being considered for placement in the excess pool during Fall Leveling/Spring Budget. DATE ISSUED: 6/13/ of 5

2 Qualitative Measures Staffing: Fall Leveling / Spring Budget Employees who have one or more of the following qualitative measures may not be placed into the excess pool. Principals must provide a list of employees and roles that meet this requirement. 1. Chairperson of a department or grade-level chair. 2. Leadership roles in addition to assigned job duties. 3. Athletic coach. 4. Sponsoring extracurricular activities. To select personnel for placement into the excess pool, the immediate supervisor will consider and apply the below criteria in the following order: 1. Qualifications for current or projected assignment: Appropriate certification or endorsement according to TEA, including standard, intern, provisional, professional, probationary, emergency permit, or one-year certificate related to the current position or projected assignment. 2. Relative performance: A comparison of the employee to peers based on the employee s most recent evaluation on file: a. Fall Leveling: Employees who have earned unsatisfactory evaluation ratings may not be identified for placement in the excess pool during Fall Leveling. b. Spring Budget: Evaluation rating, as reflected by the most recent evaluation, as identified below and applied in the following order: (1) Unsatisfactory evaluation rating. (2) Progressing I evaluation rating. (3) Progressing II evaluation rating. 3. Seniority: Consecutive length of service in the District. An authorized leave will not be considered a break in service. 4. Professional background: Professional education and work experience related to the current or projected assignment will be considered in the following order: a. Additional state or national certification. b. Advanced degree in content area. c. Years of service in profession as verified in the service record. DATE ISSUED: 6/13/ of 5

3 Disclosure of Family Relationships among Employees Principal s Reassignment of Personnel Employee Voluntary Transfer Period Administrative Transfer Period Duplicate Applicant Selection Assignment Letter All employees who are being promoted, who apply for a new position within the District, or who receive notice of an involuntary transfer or demotion must disclose to the Human Capital Management department and their current or prospective supervisor any family relationships with other District employees. Family, in this context, is defined as spouse, children, parents, siblings, grandparents, grandchildren, mother- and/or father-in-law, sister- and/or brother-in-law, aunt, uncle, niece, nephew, great-grandparents, and great-grandchildren. [See DBE series] This disclosure will be made regardless of whether or not the reassignment would place the employee in the same department with a family member or would result in the employee supervising or being supervised by a family member. Relatives who are employed by the District will be assigned to different departments/campuses. In all cases, family members will not be in a direct supervisor/subordinate relationship. [See (LOCAL)] Reassignment of personnel may be identified by the principal and approved by Human Capital Management before the reassignment. Eligible employees may submit application forms during an approved employee voluntary transfer period. Positions for internal teacher, school counselor, media specialist, and instructional coach applicants must be approved by the receiving principal and Human Capital Management and will become effective at the beginning of the following school year. An employee may withdraw a transfer application by communicating such a request, in writing, to Human Capital Management. Employees may be administratively transferred at any time during the school year. If an employee requests to be transferred outside of the voluntary transfer period, a form may be completed and signed by the sending and receiving principals, executive directors/assistant superintendents, and Human Capital Management. In the event an applicant is recommended for more than one position, the applicant will have the discretion to choose the assignment. If the applicant does not express a preference, Human Capital Management will honor the recommendation with the earliest date/time stamp of electronic signature of the applicant. The official assignment notification will be provided by Human Capital Management. DATE ISSUED: 6/13/ of 5

4 Campus Schedule Alternative Work Arrangement The school day, as a minimum, is seven hours and 45 minutes. Exceptions to these time limits will be authorized by the principal and only in cases where the activity is a legitimate school function. Principals have the authority to make adjustments in the teacher workday to maintain the minimum seven hours and 45-minute work period. A principal may require teachers to be on duty more than seven hours and 45 minutes for activities such as, but not limited to, professional development, training, and/or staff meetings outside the regular instructional school day. Generally, at least one week s notice should be given to teachers in advance of such meetings, unless it is an emergency. Additionally, such meetings should generally not exceed 45 minutes each, for a total of 90 minutes within one work week. A telecommuting alternative work arrangement (AWA) request to work off-site or at a different work location must be approved in advance by the immediate supervisor and the chief of the department. Once approved, the form must be submitted to the Benefits Department. The arrangement will be evaluated by the immediate supervisor on an annual basis. AWAs will not be transferable. Staff members who transfer to a new position must reapply for an AWA, if desired. There will be no guarantee an AWA will be approved. The employee or supervisor may terminate the AWA at any time. Flex time will permit employees to work more or less hours within the same workweek and/or receive time for time previously earned. The immediate supervisor or designee may allow contract and noncontract employees to apply for flex time. When an employee is required, for personal reasons, to be absent from work for a portion of the workday, the employee may, with supervisory permission, make up the time, hour for hour, at a date and time mutually agreed upon by the employee and the supervisor. Such arrangements can be made only if the employee s type of work and work location are amenable to such arrangements. The immediate supervisor or designee may allow noncontract employees to work a flex schedule that meets the needs of the department. Telecommuting will allow employees to work from a remote location with approval from the chief of the department. A telecommuting arrangement may be granted under appropriate circumstances only to exempt, noncontract, and central staff employees. DATE ISSUED: 6/13/ of 5

5 The AWA Telecommuting Form must be submitted to the Benefits Department. Visit the Benefits webpage 1 to download the form. The employee is expected to be accessible during the designated business hours. The employee must be on-site as necessary to attend meetings, training sessions, or similar events, and as otherwise directed by his or her immediate supervisor. The employee must maintain a standard workload. An employee who telecommutes and is unable to work because of illness must use his or her time off. The absence must be reported to the immediate supervisor in accordance with the department s attendance procedures. Clocking In / Out District Business Hours Exceptions Adoption or Last Amended Date All employees will sign in using the biometric clock. Retirees that have been rehired will be required to sign in/out using the biometric clock. If employees leave during a regular workday, employees should notify their immediate supervisor and must follow the procedures for taking personal leave. Employees who do not adhere to daily work schedules and time frames may be required to sign in and sign out at the discretion of the supervisor. The Dallas Education Center and other central office locations will maintain hours from 7:30 a.m. to 5:00 p.m. Monday through Friday. See the District calendar for closures. Exceptions may be made to this regulation by the Superintendent of Schools or designee. This regulation was last adopted or amended on June 4, DATE ISSUED: 6/13/2018 REVIEWED: 5 of 5