Presentation on theme: "Classified Staffing Reductions"— Presentation transcript:
1Classified Staffing Reductions Implementation of Layoffs and BumpingLong Beach Unified School DistrictPersonnel Commission
2Classified Staff Reductions The Personnel Commission is responsible for implementation of District staffing reductions which includes:Calculating seniorityDetermining placement of affected staffNotifying employees and sites of actions resulting from District staffing reductionsMaintaining reemployment listsProviding Displacement Services to affected employees
3Education Codes Governing the Classified Layoff Process REEMPLOYMENT PREFERENCE OFPERSONS LAID OFFEDUCATION CODE 45308LAYOFF AND REEMPLOYMENT OF CLASSIFIED EMPLOYEESEDUCATION CODE 45117NOTIFICATION OF LAYOFF
4Calculating Seniority Seniority hours are manually calculated by Commission Staff for each employeeSeniority must be calculated for all employees within a classificationSeniority hours change with each pay period and must be recalculatedHours worked as a substitute or on an overtime basis do not count toward seniority
5Calculating Seniority Two ways to calculate seniority – Date of hire (Certificated) Hours worked (Classified)Seniority includes hours worked in current class plusany higher classesExample: an employee worked as aStaff Secretary - Range 19Intermediate Office Assistant - Range 15Office Assistant - Range 10If bumped back to IOA, only the IOA & Staff Secretary hours count toward seniority. The Office Assistant hours are “still there” but since it is a lower classification, they wouldn’t be added.
6Placement in Current Classification 1: Vacancy in class at same Full Time Equivalent (FTE)/Calendar as current position2: Vacancy in class of greater FTE/Calendar as current position3: Displace least senior employee in class with equal FTE/Calendar4: Displace least senior employee in class with larger FTE/Calendar5: Displace least senior employee in class that is less than, but closest to FTE/Calendar
7Placement in Former Classification 1: Placement in vacancy at same Full Time Equivalent (FTE)/Calendar as current position2: Placement in vacancy of greater FTE/Calendar as current position3: Displace least senior employee in class with equal FTE/Calendar4: Displace least senior employee in class with larger FTE/Calendar5: Displace least senior employee in class that is less than, but closest to FTE/Calendar
8Determining Placement of Staff If there is one person assigned to the class at the site where the position is eliminated, that person will be bumped.If there are two or more people assigned to the class at the site where the position is eliminated, the manager will ask for volunteers for transfer:1. If two or more people volunteer for transfer, the employee with the most District seniority in the class will be transferred.2. If there are no volunteers for transfer, the employee with the least District seniority in the class at the site will be bumped.
9Notifying Employees & Sites California Education Code requires a minimum 60 calendar day written notice in time of layoff.We verbally notify each employee of the action and inform them of their options if any.Based on their decision, we proceed with written notification.CSEA, the District and appropriate site management are given copies of the letters
10Reemployment Lists (REL) Approved Vacancy Assignment receivedCheck for existing RELOffer vacancy to the most senior employee on RELIf declined, offer to next most senior until REL is exhaustedIf REL is exhausted and position not filled, certify from a regular list including any applicable transfers
11WAIVER OF OFFER OF APPOINTMENT Reemployment ListsWAIVER OF OFFER OF APPOINTMENTA person on a reemployment list may decline two offers of permanent appointments without affecting their status on the list, provided an acceptable written explanation is submitted for declining the appointments. A third refusal results in removing the candidate’s name from the list.
12What Does a Layoff Look Like? EMPLOYEE A100% 12 monthMechanicBumps to former class of BMWLOSS OF SALARYEMPLOYEE B100% 12 month BMWBumps to former class of Senior Office AssistantLOSS OF SALARYEMPLOYEE C100% 12 month Senior Office AssistantBumps to former class of IOA-SchoolsREDUCED FTE & LOSS OF SALARYEMPLOYEE D100% 217 DAY IOA – SchoolsBumps Least Senior in classREDUCED FTE & LOSS OF SALARYEMPLOYEE E100% 204 DAY IOA - SchoolsLEAST SENIOR IN CLASS – HAS NOT HELD STATUS IN ANY OTHER CLASSIS LAID OFFOne abolishment affects 5 employees in 4 classifications
13Displacement Services The Personnel Commission partners with the California Employment Development Department and the City of Long Beach to provide displacement services to LBUSD employees.Affected Employees are Provided:One-on-One Career Counseling with Commission StaffSpecial Administration Testing for Other ClassificationsTest Taking Preparation AssistanceInterviewing Techniques AssistanceResume Writing ServicesExternal Job Placement AssistanceInformation Regarding Post-Employment Benefits
14Displacement Services Personnel Commission held two “Surviving Downsizing” seminars in 2009.City of Long Beach Health and Human Services DepartmentWorkforce Investment GroupCalifornia Employment Development DepartmentIndependent Financial AdvisorLBUSD Risk Management DepartmentLBUSD Payroll DepartmentCalPERS
15Displacement Services 2009 CODESP Member Survey(Cooperative Organization for the Development of Employee Selection Procedures)Out of 75 agencies responding only 7 (including LBUSD) provide any type of Displacement Services for Classified staff.Written comments by the other 6 agencies show that what the LBUSD’s Personnel Commission provides is more comprehensive than the other agencies.
16A Displacement Services Success Story Husband and wife, Paul (Intermediate Office Assistant) and Mary (School Support Assistant), were laid off “out the door”Working with Displacement Services:Paul: tested and accepted a promotion to Elementary School Office SupervisorMary: tested and accepted a promotion to Instructional Aide-Special