The board has the exclusive authority to determine the appropriate number of licensed employees. A reduction of licensed employees may occur as a result of, but not be limited to, changes in the education program, staff realignment, changes in the size or nature of the student population, financial situation considerations, and other reasons deemed relevant by the board.
The reduction in licensed employees, other than administrators, shall be done through normal attrition if possible. If normal attrition does not meet the necessary reduction in force required, the board may terminate licensed employees.
It is the responsibility of the superintendent to make a recommendation for termination to the board. The superintendent shall consider the following criteria in making the recommendations:
1. Endorsements and educational preparation within the grade level and subject areas in which the employee is now performing;
2. Relative skills, ability and demonstrated performance;
3. Qualifications for co-curricular programs; and
4. Number of continuous years of service to the school district. This will be considered only when the foregoing factors are relatively equal
between licensed employees.
Due process for terminations due to a reduction in force shall be followed.
The requirements stated in the Master Contract between employees in that certified collective bargaining unit and the board regarding the reduction in force of such employees shall be followed.
Legal Reference: Iowa Code §§ 20.7, .24; 279.13, .15-.19, .27 (2013).
Cross Reference: 407.5 Licensed Employee Suspension
413.6 Classified Employee Reduction in Force
Reviewed: 11-13-06, 1-23-12, 11-28-16