The following administrative procedures shall be used to implement policy GCPA:

Guidelines for Administrative and Supervisory Reductions: In the event that it is necessary to reduce the number of administrative and supervisory staff for any reason identified in this policy, those administrative and supervisory employees who shall be retained to implement the district's reduced or modified program shall be identified by using the following procedures:

1. The district shall determine, as accurately as possible, the total number of administrative and supervisory staff known as of April 5 leaving the district for reasons of retirement, family transfer, normal resignations, leaves, discharge, or nonrenewal, etc., and these vacancies shall be taken into consideration in determining the number of available administrative and supervisory positions for the following year.
2. Administrative and supervisory employees, with at least one year of experience in their position as recognized by the district, may apply for a one year leave of absence without pay or benefits. The superintendent shall recommend favorable action by the board for any applicant if granting of such leave would eliminate the necessity for terminating or adversely affecting another administrator orsupervisor, subject to the criteria established. The employee taking such a leave of absence shall be entitled to reemployment by the district following the expiration of the leave period in a position determined by the district and subject to the criteria established in this policy and procedure, and the provisions of RCW 28A.67.070 in the same manner as if actually employed by the district during the leave period. The employee shall be responsible for providing the superintendent or designee with their mailing address and any changes thereof during the leave period.
3. Possession of any valid Washington State Certificate which may be required for a position shall be a prerequisite for retention at the time of implementation of these procedures.
4. If a reduction in administrative and supervisory staff is necessary, the reduction shall be done without causing or aggravating an under- representation in administrative and supervisory positions. When underrepresentation by race or sex would occur or be aggravated by reason of reducing administrative or supervisory staff, the number of persons within the underrepresented group shall be reduced only to the same degree percentage-wise (as close as practicable) as the number of persons within the group as a whole is reduced. In determining under-representation in a group, the number shall reflect approximately the number of persons available within the appropriate labor market as determined, and in accordance and compliance with, the district's Affirmative Action Program.
5. The following categories and specialties are established to ensure the qualifications of personnel assigned to retained positions, to allow for the least disruption of the ongoing program and to cause the least deviation from the present assignment of personnel.

1. Building administrators shall be considered for retention in the following categories:
Senior High Principals
Junior High Principals
Elementary Principals
Senior High Assistant Principals
Junior High Assistant Principals
Elementary Assistant Principals.

Other certificated administrators and supervisors shall be considered for retention in their fields of specialty. Each administrative or supervisory field of specialty shall be considered to be one category. District administrative organization shall be taken into consideration in determining the field of specialty for an individual administrator or supervisor. No administrator or supervisor shall be considered for retention in a position of higher rank than the position held by such employee at the time of the implementation of these procedures. The district's salary structure as of the time of the implementation of these procedures shall determine whether a position is "of higher rank" than the position currently held by the employee.

6. Each employee will, in accordance with the criteria set forth hereof, be considered for retention in the category or specialty appropriate to the position held at the time of the implementation of these procedures; and, in addition, in such additional categories or specialties as any such employee may designate in writing to the superintendent or designee, provided, that in order to qualify for consideration in any such additional category the employee:

1. Must have a college major or certification in a field of preparation in such a category; or
2. Must have had a minimum of one year full-time professional experience (.5 FTE or more) teaching, administrating, performing or supervising in each such additional category (.4 FTE assignment or more) within the immediately preceding 10 years.

All written designations for consideration in additional categories shall be submitted in writing within 10 days after any request for such information is made by the superintendent or designee. Employees shall only be considered for additional categories if they do not qualify for retention in the category appropriate to the position held at the time of the implementation of these procedures.

7. Employees shall be considered for retention in available positions within the categories or specialties for which they qualify. In the event that there are more qualified employees than available positions in a given category or specialty, the following criteria shall be used to determine which employees shall be recommended for retention:

1. Total seniority as a certificated administrator or supervisory less any seniority attributable to any position of lower rank than the position or category under consideration shall be the basis for retention for those categories in (e) 4 and 5. The district's salary structure as of the date of the implementation of these procedures shall determine whether any position is "of lower rank" than the position or category under consideration. Within each category the senior employee(s) shall be recommended for retention. Experience as a certificated administrator or supervisory in position(s) that is not currently a category or specialty position in the district at the time of the implementation of these procedures shall be evaluated by the superintendent on the basis of its salary hierarchy at the time the position existed, and shall be related to the current salary structure standards.
2. Total seniority as a certificated employee shall be the basis for retention for those categories and specialties identified in (e) 1, 2, and 3. Within each such category or specialty the senior employee(s) shall be recommended for retention.
3. "Seniority" within the meaning of (g) shall mean years of certificated experience of the nature eligible for recognition by the district for salary purposes, regardless of whether actually recognized on a given salary schedule.
4. In the case of equality of seniority within those categories and specialties identified in (e) 1, 2, 3, 4, and 5 above, the determination factor shall be seniority within the school district as determined by official board action in employment. In the event that ties still exist, the employee(s) with the most recorded in the Personnel Office as of April 5 shall have preference. If ties remain, the employees to be retained will be determined by the employees involved by flipping a coin.

8. Staff reductions developed in accordance with these procedures shall be implemented prior to May 15 (or such other date as may be subsequently established by law for certificated contract renewal). The superintendent shall take such action as may be required by statute to nonrenew or adversely affect the employment contracts of affected employees.
9. Any certificated administrator or supervisor retained in a continuing position of lesser rank shall be placed in a pool for reappointment in a category or specialty held at the time these procedures were implemented or any other category or specialty designated by the employee provided that (f) 1 and 2 are satisfied. The conditions of reassignment from the pool shall be based upon the utilization of the criteria established. The employee's name shall remain in the reassignment pool until either reassigned to a position equivalent to that held at the time of the implementation of this policy, or for one year. Employees not reassigned, within one year, to a position equivalent may, at their written request to the superintendent or designee have their name remain in the reassignment pool. Such request must be submitted by February 1 of the year.
10. When a vacancy occurs for which person(s) in an employment pool category qualify, notification from the school district to such individual shall be by certified mail. Such individual shall have five calendar days from the receipt of the certified letter to accept the position. If an individual fails to accept a position offered, such individual shall be dropped from that employment pool category.
11. The district shall utilize employment pool personnel as substitutes on a first priority basis.



Approved:
8/5/74

Revised:
4/7/75
3/21/77
5/7/90