Common use of Phase Hiring Process Clause in Contracts

Phase Hiring Process. Each year SPS and the SEA agree to staffing processes for classified staff that include specific goals. Staffing dates and details will be agreed upon each year taking into consideration the budget situation and the following goals: 1. Advertise vacant positions as early in the Spring Staffing process as possible. 2. Maximize opportunities for regular employees who are displaced or transferring to apply for advertised positions (Phase 1). 3. Ensure that employees who are displaced due to school closures, program changes, and funding reductions have secured placement in available positions elsewhere in the district prior to any outside hire. 4. Prudently manage the displacement pool. 5. Notify classified employees of reduction in force (RIF) by the end of April. The classified staffing process will include the following Phases: Phase I: (Site-Based Selection Process) 1. Positions will be advertised for current employees in regular positions who have been retained or displaced for the following year including those requesting option transfers. 2. An eligible applicant may only apply for a position with the same work year, FTE and verified job title as he/she currently holds; an applicant may apply for a position with a shorter work year or lesser FTE than he/she currently holds. Employees may not increase their FTE or length of work year during Phase I. 3. Vacancies generated by Phase I hiring will be posted in Phase II. Phase II: (Placement of Employees Covered Under Section 504 of the Rehabilitation Act of 1973 and other Displaced Staff) The SPS shall comply with Section 504 of the Rehabilitation Act of 1973 when placing or transferring employees. In addition to the selection rights of all employees during the year, Human Resources will assign employees covered under Section 504 who require transfers or adjustments of their assignments to an available position within the same job title for which the employee will be able to perform the essential functions, with or without reasonable accommodation. This placement will be made based on the judgment of the Human Resources staff responsible for the 504 accommodation and will be aligned with the details of the approved 504 accommodation. In Phase II all remaining vacant positions will be advertised for 504 displaced staff only and they will receive priority for remaining positions beginning with the Job Fair. Remaining vacant positions will be advertised for displaced only (504 will have priority over other displaced). Human Resources will host a Job Fair where principals with vacant positions will meet with the 504 displaced to share information to prepare for in-person staffing. 1. In June, HR will host in-person staffing where remaining displaced employees will select a position in descending seniority order beginning with 504, then regular displaced, for the following school year. 2. At in-person staffing, displaced employees may select positions in one of their verified job titles at the same pay level or below, regardless of FTE. 3. A displaced employee may opt not to select a position until he/she is least senior, if there is an available position in one of his/her verified job titles, he/she shall be assigned to that position regardless of FTE. 4. Prior to Phase III (Open Hiring) described below, HR will recall laid-off employees to vacant positions for which they hold the verified job title, provided no displaced employee with the verified job title remains.

Phase Hiring Process. Each year SPS and the SEA agree to staffing processes for classified staff that include specific goals. Staffing dates and details will be agreed upon each year taking into consideration the budget situation and the following goals: 1. Advertise vacant positions as early in the Spring Staffing process as possible. 2. Maximize opportunities for regular employees who are displaced or transferring to apply for advertised positions (Phase 1). 3. Ensure that employees who are displaced due to school closures, program changes, and funding reductions have secured placement in available positions elsewhere in the district prior to any outside hire. 4. Prudently manage the displacement pool. 5. Notify classified employees of reduction in force (RIF) by the end of April. The classified staffing process will include the following Phases: Phase I: (Site-Based Selection Process) 1. Positions will be advertised for current employees in regular positions who have been retained or displaced for the following year including those requesting option transfers. 2. An eligible applicant may only apply for a position with the same work year, FTE and verified job title as he/she they currently holdshold; an applicant may apply for a position with a shorter work year or lesser FTE than he/she they currently holdshold. Employees may not increase their FTE or length of work year during Phase I. 3. Vacancies generated by Phase I hiring will be posted in Phase II. 4. At the request of the hiring team, qualified substitutes may be interviewed during Phase I. Phase II: (Placement of Employees Covered Under Section 504 of the Rehabilitation Act of 1973 and other Displaced Staff) The SPS shall comply with Section 504 of the Rehabilitation Act of 1973 when placing or transferring employees. In addition to the selection rights of all employees during the year, Human Resources will assign employees covered under Section 504 who require transfers or adjustments of their assignments to an available position within the same job title for which the employee will be able to perform the essential functions, with or without reasonable accommodation. This placement will be made based on the judgment of the Human Resources staff responsible for the 504 accommodation accommodations and will be aligned with the details of the approved 504 accommodation. In Phase II all remaining vacant positions will be advertised for 504 displaced staff only and they will receive priority for remaining positions beginning with the Job Fair. Remaining vacant positions will be advertised for displaced only (504 will have priority over other displaced). Human Resources will host a Job Fair where principals with vacant positions will meet with the 504 displaced to share information to prepare for in-person staffing. 1. In June, HR will host in-person staffing where remaining displaced employees will select a position in descending seniority order beginning with 504, then regular displaced, for the following school year. 2. At in-person staffing, displaced employees may select positions in one of their verified job titles at the same pay level or below, regardless of FTE. 3. A displaced employee may opt not to select a position until he/she is they are least senior, if there is an available position in one of his/her their verified job titles, he/she they shall be assigned to that position regardless of FTE. 4. Prior to Phase III (Open Hiring) described below, HR will recall laid-off employees to vacant positions for which they hold the verified job title, provided no displaced employee with the verified job title remains.

Phase Hiring Process. Each year SPS and the SEA agree to staffing processes for classified staff that include specific goals. Staffing dates and details will be agreed upon each year taking into consideration the budget situation and the following goals: 1. : Advertise vacant positions as early in the Spring Staffing process as possible. 2. Maximize opportunities for regular employees who are displaced or transferring to apply for advertised positions (Phase 1). 3. Ensure that employees who are displaced due to school closures, program changes, and funding reductions have secured placement in available positions elsewhere in the district prior to any outside hire. 4. Prudently manage the displacement pool. 5. Notify classified employees of reduction in force (RIF) by the end of April. The classified staffing process will include the following Phases: Phase I: (Site-Based Selection Process) 1. Positions will be advertised for current employees in regular positions who have been retained or displaced for the following year including those requesting option transfers. 2. An eligible applicant may only apply for a position with the same work year, FTE and verified job title as he/she currently holds; an applicant may apply for a position with a shorter work year or lesser FTE than he/she currently holds. Employees may not increase their FTE or length of work year during Phase I. 3. Vacancies generated by Phase I hiring will be posted in Phase II. Phase II: (Placement of Employees Covered Under Section 504 of the Rehabilitation Act of 1973 and other Displaced Staff) The SPS shall comply with Section 504 of the Rehabilitation Act of 1973 when placing or transferring employees. In addition to the selection rights of all employees during the year, Human Resources will assign employees covered under Section 504 who require transfers or adjustments of their assignments to an available position within the same job title for which the employee will be able to perform the essential functions, with or without reasonable accommodation. This placement will be made based on the judgment of the Human Resources staff responsible for the 504 accommodation and will be aligned with the details of the approved 504 accommodation. In Phase II all remaining vacant positions will be advertised for 504 displaced staff only and they will receive priority for remaining positions beginning with the Job Fair. Remaining vacant positions will be advertised for displaced only (504 will have priority over other displaced). Human Resources will host a Job Fair where principals with vacant positions will meet with the 504 displaced to share information to prepare for in-person staffing. 1. In June, HR will host in-person staffing where remaining displaced employees will select a position in descending seniority order beginning with 504, then regular displaced, for the following school year. 2. At in-person staffing, displaced employees may select positions in one of their verified job titles at the same pay level or below, regardless of FTE. 3. A displaced employee may opt not to select a position until he/she is least senior, if there is an available position in one of his/her verified job titles, he/she shall be assigned to that position regardless of FTE. 4. Prior to Phase III (Open Hiring) described below, HR will recall laid-off employees to vacant positions for which they hold the verified job title, provided no displaced employee with the verified job title remains.