PLAN FOR PROPOSED ABOLISHMENT, RECLASSIFICATION, AND CREATION OF POSITIONS Page 1 of 22 Abolishment Plan for Report No. 14/15-5112 Atlanta Board of Education policy - Reduction in Force GAKA set forth procedures and guidelines applicable to the abolishment or reclassification of specific job classes or positions based upon specific program needs, divisions/department changes, or reorganization within a division/department. Specifically, the Abolition and Reclassification of Positions section of the aforementioned policy states, in relevant part: The abolition or reclassification of any such job class or position shall be accomplished only in accordance with a plan recommended by the Superintendent and approved by the Board that specifies: a. The reasons for abolishing or reclassifying these positions; b. The positions to be abolished, created or reclassified; and c. The procedure by which the person holding these positions may be selected in other positions at the same or lower job classification and may be given preference for up to six (6) months in applying for the same or other positions, from the effective dates of June 30, 2015. A. Reason for Abolishment and Reclassification of Positions and Creating Proposed New Positions The Atlanta Public School System has fewer resources available and faces increasing demands for mandatory expenditures. We have approximately $31 million in mandatory increases for special education, pension funding, and teacher retirement contributions as well as increased enrollment if our APS charter schools and a decline in enrollment in other APS schools. Yet, our goal to provide quality instructional programs remains a priority. As we prepare to transition to the new operating model, we have committed to allocating more discretionary money to the schools. However, the opportunity to utilize discretionary money to make more local staffing decisions does not negate the fact that we must tighten our budgets. Thus, the school based position abolishments were necessary to right-size the staffing levels in our schools. Principals worked collaboratively with their school communities and aligned their FY16 position allocations to their proposed master schedules, student course requests, Title I comparability regulations, and cluster plans. Given this, there was a need to reclassify the subject area for some teacher positions. A total of 305.01 positions are recommended for abolishment (22.75 are vacant positions), and a total of 251.2 new school based positions are recommended for creation to support the individual needs of our schools. Attached hereto is a plan containing a combination of exempt, classified, and at-will positions for abolishment and creation, effective July 1, 2015.
22
Embed
PLAN FOR PROPOSED ABOLISHMENT, RECLASSIFICATION, AND ... · PLAN FOR PROPOSED ABOLISHMENT, RECLASSIFICATION, AND CREATION OF POSITIONS Page 1 of 22 Abolishment Plan for Report No.
This document is posted to help you gain knowledge. Please leave a comment to let me know what you think about it! Share it to your friends and learn new things together.
Transcript
PLAN FOR PROPOSED ABOLISHMENT, RECLASSIFICATION, AND CREATION OF POSITIONS
Page 1 of 22
Abolishment Plan for Report No. 14/15-5112
Atlanta Board of Education policy - Reduction in Force GAKA set forth procedures and guidelines applicable to the abolishment or reclassification of specific job classes or positions based upon specific program needs, divisions/department changes, or reorganization within a division/department. Specifically, the Abolition and Reclassification of Positions section of the aforementioned policy states, in relevant part:
The abolition or reclassification of any such job class or position shall be accomplished only in accordance with a plan recommended by the Superintendent and approved by the Board that specifies:
a. The reasons for abolishing or reclassifying these positions; b. The positions to be abolished, created or reclassified; and c. The procedure by which the person holding these positions may be selected in other positions at the same
or lower job classification and may be given preference for up to six (6) months in applying for the same or other positions, from the effective dates of June 30, 2015.
A. Reason for Abolishment and Reclassification of Positions and Creating Proposed New Positions The Atlanta Public School System has fewer resources available and faces increasing demands for mandatory expenditures.
We have approximately $31 million in mandatory increases for special education, pension funding, and teacher retirement
contributions as well as increased enrollment if our APS charter schools and a decline in enrollment in other APS schools. Yet,
our goal to provide quality instructional programs remains a priority.
As we prepare to transition to the new operating model, we have committed to allocating more discretionary money to the
schools. However, the opportunity to utilize discretionary money to make more local staffing decisions does not negate the
fact that we must tighten our budgets. Thus, the school based position abolishments were necessary to right-size the staffing
levels in our schools.
Principals worked collaboratively with their school communities and aligned their FY16 position allocations to their
proposed master schedules, student course requests, Title I comparability regulations, and cluster plans. Given
this, there was a need to reclassify the subject area for some teacher positions. A total of 305.01 positions are
recommended for abolishment (22.75 are vacant positions), and a total of 251.2 new school based positions are
recommended for creation to support the individual needs of our schools. Attached hereto is a plan containing a combination
of exempt, classified, and at-will positions for abolishment and creation, effective July 1, 2015.
PLAN FOR PROPOSED ABOLISHMENT, RECLASSIFICATION, AND CREATION OF POSITIONS
Page 2 of 22
Abolishment Plan for Report No. 14/15-5112
B. Listing of Positions to be Abolished, Created or Reclassified
LIST OF PROPOSED ABOLISHMENTS AND RECLASSIFICATIONS OF POSITIONS
POSITION TITLE NUMBER OF POSITIONS
FUNDING SOURCES
SCHOOL GRADE
BAND TEACHER .25 GF BEECHER HILLS ELEM. T4-T7
BAND TEACHER .3 GF BENTEEN ELEM. T4-T7
ORCHESTRA TEACHER .3 GF BENTEEN ELEM. T4-T7
ACADEMY LEADER 2 GF BEST ACADEMY HIGH A3-5-A3-7
ART TEACHER .75 GF BEST ACADEMY HIGH T4-T7
BAND TEACHER .5 GF BEST ACADEMY HIGH T4-T7
COUNSELOR 1 GF BEST ACADEMY HIGH ST5-ST7
CTAE TEACHER (BUSINESS ED) 1 GF BEST ACADEMY HIGH T4-T7
DANCE TEACHER .5 GF BEST ACADEMY HIGH T4-T7
DRAMA TEACHER .5 GF BEST ACADEMY HIGH T4-T7
FRENCH TEACHER .5 GF BEST ACADEMY HIGH T4-T7
MATH TEACHER 1 GF BEST ACADEMY HIGH T4-T7
MEDIA SPECIALIST 1 GF BEST ACADEMY HIGH T4-T7
PHYSICAL EDUCATION TEACHER .5 GF BEST ACADEMY HIGH T4-T7
PRINCIPAL 1 GF BEST ACADEMY HIGH A6-5-A6-7
SCIENCE TEACHER 1 GF BEST ACADEMY HIGH T4-T7
SOCIAL STUDIES TEACHER 1 GF BEST ACADEMY HIGH T4-T7
ART TEACHER .75 GF BEST ACADEMY MIDDLE T4-T7
ASSISTANT PRINCIPAL 1 GF BEST ACADEMY MIDDLE A2-5-A2-7
BAND TEACHER .5 GF BEST ACADEMY MIDDLE T4-T7
COUNSELOR 1 GF BEST ACADEMY MIDDLE ST4-ST7
DEAN OF ACADEMICS 1 GF BEST ACADEMY MIDDLE A2-5-A2-7
FRENCH TEACHER .5 GF BEST ACADEMY MIDDLE T4-T7
GRADUATION COACH 1 GF BEST ACADEMY MIDDLE PMA5
PHYSICAL EDUCATION TEACHER 1 GF BEST ACADEMY MIDDLE T4-T7
PRINCIPAL 1 GF BEST ACADEMY MIDDLE A5-5-A5-7
SCHOOL CLERK 1 1 GF BEST ACADEMY MIDDLE SC1
SCHOOL SECRETARY 1 GF BEST ACADEMY MIDDLE PMA5
SPANISH TEACHER .5 GF BEST ACADEMY MIDDLE T4-T7
PLAN FOR PROPOSED ABOLISHMENT, RECLASSIFICATION, AND CREATION OF POSITIONS
PHYSICAL EDUCATION TEACHER 1 GF MAYS CLUSTER – YOUNG MIDDLE
T4-T7
TOTAL COMBINED POSITIONS 251.2
EFFECTIVE DATE JULY 1, 2015
C. Procedure for Interview Priority Consideration
The following procedure has been developed with regards to employees affected by the reclassification or abolishment of school based positions:
1) When a position is posted in which an affected employee is interested and for which she/he meets minimum
qualifications, the individual must submit a completed application for the specific position of interest and an interview priority form. Note: In accordance with Board Policy, in order to be eligible for priority consideration, the affected employee must submit a completed application packet, along with a request for priority consideration, for any posted position that is at an equivalent or lower classification. Additionally, such requests will be honored for six months following the approval by the Board.
2) The Human Resources Division will evaluate each application to vet qualifications and interviews may be granted to selected individuals.
PLAN FOR PROPOSED ABOLISHMENT, RECLASSIFICATION, AND CREATION OF POSITIONS
Page 22 of 22
Abolishment Plan for Report No. 14/15-5112
3) The hiring manager shall then consider the individual for an interview.
Note: This procedure does not in any way guarantee that the individual will be selected for the position and should not be construed in this manner.