GCPA-R: Reduction in Professional Staff Work Force

RETENTION OF TEACHERS

TEACHERS ON FULL-TIME APPOINTMENTS

For a teacher on a continuing appointment, seniority in the district is the main consideration for retention of a position, provided that the report on the learning situation in the classroom is satisfactory and the teacher is qualified for the subject taught and the teacher possesses the necessary qualifications for the position available.

The decline of pupil enrolment in Vancouver schools may lead to the required transfer of teachers within the system.  The following guidelines will govern the transfer of surplus teachers and the retention of teachers on staff:

1. The principal, in consultation with the staff of each school, will outline the educational program of the school and the personnel necessary to carry out the program.  The outline will be given in terms of teacher requirements and not by names of specific teachers, and should be completed by April 3O.  The Associate Superintendent - Area will co-ordinate this activity.
2. If one or more teachers will be surplus to established needs, the teacher(s) with least seniority in the district will be designated for transfer, and their names will be forwarded to the Associate Superintendent - Area who will be responsible for notification of the Human Resources Division.
3. If a less senior teacher in the district is judged essential to the school program by the principal after consultation with the staff, and this is agreed to by the Associate Superintendent - Area, the next least senior teacher will be designated for transfer and the name forwarded to Human Resources.
4. The teachers who are declared surplus will be placed in a pool along with teachers who are returning from leave.  A list will be sent to schools.  These teachers should receive priority in placement in any positions which become vacant.  It is anticipated that Human Resources and the Associate Superintendent - Area will work closely to match vacancies and available personnel. Any questions regarding the qualifications of suitability of any teacher will be directed to Human Resources, and the practice of soliciting information from other administrators is to be avoided. 

TEACHERS ON PART-TIME TEMPORARY APPOINTMENTS 

It has been the practice in Vancouver not to offer continuing appointments for part-time employment.  Since this practice results in a new contract each year, the decrease of the number of teachers on part-time temporary appointments needs careful consideration. 

It would seem fair that the teachers who have the longest service as a temporary teacher on a continuous renewal basis should be the teachers given first consideration for part-time teaching.  This means that if any decrease in the number of positions available occurs, the ones with the least service as part-time teachers would be first not to be renewed. It would also mean that part-time teachers would be compared to other part-time teachers, and not to those on continuing full-time contracts. 

DMT Responsibility: AS-HR