The Classified Personnel Policy Committee met in Conference Room A of the Central Office at 1:30 p.m.on April 8, 2015. In attendance were Bill Goff, Julie Welfel, Becky Del Rio, Clint Walker, Charles Blake, Emry Chesterfield, Claude Johnson, Loria Bryant, and Derek Scott.
Chairperson Clint Walker called the meeting to order at 1:30 p.m. Minutes of March 4, 11, 19, and 31 were reviewed and approved.
Claude Johnson presented the prototype of the election ballot boxes for use with the Fall Classified PPC elections. Emry Chesterfield moved that the ballot box presented be used for the PPC elections. Derek Scott seconded the motion. Motion passed unanimously. Bill Goff suggested that the ballot box be shown to the PPC Certified Staff for their interest in also using these boxes. Derek Scott stated that his budget will supply the materials for the construction of these boxes.
Paul Brewer has not followed up on the changes to the FMLA policy and states will not be able to act upon that until a May meeting. Emry Chesterfield moved and Claude Johnson seconded that the PPC meet again at 1:00 p.m.on May 6, 2015 for discussion of the FMLA policy changes.
Reduction in Force Policy – The following proposal for changes in the Reduction in Force Policy was reviewed:
REDUCTION IN FORCE POLICY
The number and position titles of support staff personnel will be determined through an allocation system based on defined needs as recommended by the Superintendent and approved by the Board.
When it becomes necessary to reduce the size of the support staff work force, only those positions that are actually filled will be considered in the reduction. The Superintendent will recommend to the Board the divisional categories and number of positions to be reduced.
Assurance of an experienced support staff work force will be accomplished through use of a seniority system outlined in the procedures below.
Prior to commencing action for reduction of classified staff personnel, the greatest possible reduction will be accomplished through attrition.
Remaining reduction in the number of positions will be accomplished through layoff.
Identification of affected classified staff members in a specific divisional category will be as follows:
The Division of Human Resources will establish a divisional position
title codelisting by District seniority.
Employees with the least District seniority in a position
title codewithin athe divisional category to be reduced will be identified by the District as affected by the reduction process. An affected employee's District seniority will be applied by the District, first to all other position title codes with the same or a lesser pay grade level within the division for which he is qualified. A further affected employee having five (5) or more years seniority in the District will have his/her seniority applied by the District to all District position title codes having the same or lesser pay grade level and for which he/she is qualified.
An affected employee will be allowed to transfer into any open position with the same or lessor pay range and same or fewer number of contract days provided he/she is fully qualified for the position.
If there are no open positions equal to the affected employee’s position, they may bump the least-senior employee in a position with an equal or lessor pay range and same or fewer number of days, provided they previously held the position or can prove they are qualified for the position.
In no instance may the affected employee bump an employee with more District seniority.
Layoff will be applied to all employees not retained by the procedure in item three (3).
All personnel to be laid off will be notified in writing as soon as possible after procedures one through four (1-4) have been accomplished. Layoff notices will be sent to the building principal or immediate supervisor for delivery to the employee who has been laid off.
When notifying employees to be reassigned
by seniority, the employees will be given all information on positions available including location and hours to be worked. Employees will be given 24 hours from the time of notification in which to notify the Human Resources Division of their decision. If, after 24 hours, the employee has not notified the Human Resources division of a decision, Human Resources will make the assignment.
In the event there is a tie in the length of service (seniority) within the divisional category to be reduced, the tie will be broken by applying the factors of performance, ability, attendance and skill as determined by the employee's evaluations and work history.
Performance, ability and skill will outweigh seniority only when the written justification of the employee's supervisor is accepted and approved by the Superintendent.
Employees who have been laid-off will be placed on a recall list according to position title code and district seniority within that
codetitle, and remain on the list for a period of two (2) years.
When an employee is recalled to a position, they must accept the position within 24 hours of receiving notification or he/she will forfeit his/her recall rights.
It is the responsibility of each individual on layoff status to keep the Human Resources Division informed of his current address and telephone number.
Bill Goff moved and Emry Chesterfield seconded the proposed Reduction Force policy be added to the PPC manual. Motion carried unanimously.
Within the Compensation and Contracts section is the section which refers to the proof of experience for employees hired before July 1, 2013. During the February 14, 2015, a motion was passed to apply the step increases for the 329 employees who submitted their relevant experience to HR at the estimated total cost of $1, 612,843.95 be implemented at one time to bring all employees to the current qualifying seniority level of their step. Derek Scott seconded the motion. Motion carried unanimously. The policy within the manual should be amended and acted upon at the next meeting. At today’s meeting Becky Del Rio presented the following wording for that motion for inclusion to the PPC manual:
4. If the District’s Human Resources Department verifies the relevant experience submitted by the employee, the employee will be allowed to advance on the salary schedule
up to three steps per year (two additional steps per year) until his or herthe placement on the salary schedule that reflects all relevant years of experience. The additional advancement on the salary schedule will begin with the 2015-2016 school year.
Julie Welfel seconded motion. Motion carried unanimously.
Bill Goff presented a proposal for the inclusion of the position of Speech Pathology Assistant to the Salary Schedule Table for the 2015-2016 School Year at step 26, range 1 for 187 days. Emry Chesterfield seconded the motion. Motion passed with eight yeas and Becky Del Rio voting against.
Within the Compensation and Contracts Section of the PPC Manual –
Becky Del Rio moved and Bill Goff seconded that the following section be deleted from the PPC manual.
Phase-Out of Professional Growth/Staff Development Payments The Professional Growth/Staff Development program will cease to exist effective July 1, 2012. Credit hours completed by June 30, 2012, will qualify for professional growth/staff development contracts if proof of satisfactory completion is received in the Office of Staff Development by October 1, 2012. All professional growth/staff development contracts will be phased out over a three year period as follows: For the 2012-2013 school year supplemental salary will be equal to $2 per clock hour of instruction on an annual basis or 2.67% of salary for administrators. For the 2013-2014 school year supplemental salary will be equal to $1 per clock hour of instruction on an annual basis or 1.33% of salary for administrators. Beginning with the 2014-2015 school year, supplemental salary will not be paid.
Motion carried unanimously.
Becky Del Rio asked the members to entertain a motion regarding earlier notification for support staff on upcoming yearly changes to move from the state mandated 30 day notice prior to first day of contract to May 31st for all support staff personnel. After discussion by the members, the proposed motion was tabled until the May 2015 meeting.
Emry Chesterfield moved that the meeting by adjourned at 2:45 p.m. Claude Johnson seconded the motion. Motion carried unanimously. The next meeting is scheduled for May 6, 2015 at 1:00 p.m. in Conference Room B of the Central Office.
Becky Del Rio, Secretary
Approved April 10,2015