1 / 42

Human Resource Staffing Procedures & Timeline

Human Resource Staffing Procedures & Timeline. June LeMaster , Ph.D. Human ResourcesAdministrator. Discussion Items. Intent to Return Provisional Status Non-renewals Extensions Staffing Procedures Reduction in Staff Transfers Hiring Timelines. Intent to Return.

morna
Download Presentation

Human Resource Staffing Procedures & Timeline

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Human ResourceStaffing Procedures & Timeline June LeMaster, Ph.D. Human ResourcesAdministrator

  2. Discussion Items • Intent to Return • Provisional Status • Non-renewals • Extensions • Staffing Procedures • Reduction in Staff • Transfers • Hiring • Timelines

  3. Intent to Return all leave returns (LOA, Military, Sabbatical & Educational)

  4. Provisional -Non-Renewals & Extensions DP313 – Provisional and Probationary Licensed Employees The status of a Licensed Provisional Employee may be extended for up to five (5) years in unusual or exceptional circumstances, upon the written request of a Principal to the Area Administrator of Schools for approval. A copy of this request shall be forwarded to the Administrator of Human Resources following a decision by the Area Administrator of Schools.

  5. Non-Renewal Extension

  6. Provisional Non-Renewals / Extensions • Complete Checklist • Issue the HR non-renewal or HR extension letter by the deadline. DUE to HR: March 1th DUE to Teacher: March 15th

  7. Reduction in Staff DP327 NEG

  8. Reduction in Staff • Principal’s Guidelines • Read DP327 Neg • Follow Enclosed Staffing Procedures & Timelines

  9. Reduction in Staff • FTE Version 2.0 • RIS due five (5) working days after you receive your FTE allocation – Version 2.0

  10. RIS – Protected Positions (DP 327NEG) • Exceptions • Program need • Can’t be reasonably filled by existing faculty • Exemption • The person in charge of each secondary extra-curricular activity • New Form • Approval of Area Administrator of Schools required • Signed copy to principal • Original to HR

  11. Protected Positions Declaration Form

  12. RIS – Identify RIS Teachers • Talk to faculty – ask for volunteers • Volunteers do not have “return to school” option • *REMEMBER: A voluntary RIS may become a RIF if no positions are available! • Teachers on probation may NOT volunteer for reduction-in-staff, but may be subject to reduction-in-force, based on seniority

  13. Identify RIS Teachers – continued • Determine least seniority in District • Seniority Request Form enclosed • Use the form for each and EVERY potential RIS • Keep this information confidential

  14. Identify RIS Teachers - continued Inform teacher in caring way

  15. Identify RIS Teachers – continued Ask teacher to complete Reduction-in-Staff Transfer Request Send forms to HR within 5 days “Positions will be filled by the Human Resources Department with consideration given to the teacher priority listing.” – Policy DP327 NEG

  16. Reduction in Staff Paperwork All paperwork for RIS should be completed and submitted to HR as soon as the changes are made.

  17. Reduction in Staff – Forms Protected Positions Declaration Building Level Seniority List Educators Endorsement and Degree List RIS Transfer Requests District Seniority Information Request

  18. Questions Now is a great time to ask your question about RIS!

  19. Transfers DP304 NEG

  20. Transfers The transfer procedure provides educators the opportunity of applying for advertised positions.

  21. Transfers All RIS and Leave Returns must be placed before Voluntary Transfers, and New Hires will occur. During transfer period (April 1 - June 1) all jobs will be posted for one week.

  22. Transfers • Transfer requests are submitted to HR when an opening is advertised. • Secondary Request Form • Elementary Request Form • Special Education Request Form • Each available on line!

  23. Questions

  24. Job Shares/Part-time DP351

  25. Job Shares / Part Time (DP351) Written plans must be submitted and approved by the Principal and Area Administrator of Schools before the new school year. These must be signed and submitted by the teacher(s) each year! Job Share teachers have no expectation of continued employment.

  26. Hiring Procedures DP304 NEG

  27. Position Advertisements • Upon the receipt of a resignation, or additional FTE send the Position Advertisement – Licensed form to Human Resources

  28. Interview Process • Interview only pre-screened candidates

  29. Interview Process You must interview a minimum of two qualified transfer candidates, if available.

  30. Interview Process Establish a set of questions that will be asked of all applicants (see attached list of sample questions) Check references – minimum of three

  31. Interview Process - continued • Call HR for approval before offering job • Call candidate and extend offer • Complete paperwork • New Hire/Transfer Form • Candidate Evaluation Form • Reference Check Form • Send letters of regret

  32. Hiring Process Questions

  33. Timelines

  34. Resignations All employees who resign MUST give HR 30 (calendar) days written notice – regardless of when they resign. $500 fine

  35. Retirement Retirees must give 30 (calendar) days notice. $500 fine

  36. Leave of Absence Educational and Sabbatical leaves will be granted for the 2011-2012 year.

  37. Classified

  38. Classified Allocations/Funding Classified allocations will be sent as soon as possible when approved. Funding for Nutrition, Custodial or Special Education will be determined by those departments.

  39. Reduction in ForceDP 349 NEG – Reduction in Force- Contract Classified Employees • Decisions are based on program and staffing needs of the District. • When funding/allocations are determined, HR will work with the school to determine those affected. • RIF is determined by school and Job title. • Seniority in the District shall apply to the extent it does not impact needs and services.

  40. Reduction in Force (continued)DP 349 NEG – Reduction in Force- Contract Classified Employees • Under normal circumstances, HR will notify those affected 30 days prior to the termination date. • Recall to equivalent position for which they qualify within 2 years. • HR will offer available jobs by seniority. • RIF’d employees may apply for posted jobs not equivalent to the prior position.

  41. Reduction in Force –Part time • Part time employees are considered at-will and are not guaranteed employment. • Use seniority if all other qualifications are equal. • Be careful displacing employees from one job to another. Call HR if you have questions. • HR will accept applications from Displaced employees and will send the list to schools with available positions.

  42. Questions? Brent Burge – Classified (567-8224) Kyle Hansen – Licensed (567-8215) Julie Brown – Special Ed (567-8200)

More Related