PERSONNEL PUZZLE Pulling all the Pieces Together

MANEUVERING THE LANDMINDS

A – B – C ‘s of STAYING OUT OF COURT A lways B e C onsistent Inconsistency is a lawyers dream come true!!

HIRING 1 – 2 – 3’s 1) Begin with the end in mind Design interview questions based on skills needed 2) Ask BFOQ’s 3) Offers are contingent upon the background check and Superintendent’s approval Minimum of a state criminal history background check by State Police Only the Superintendent can appoint, promote or transfer KRS

STRONG EMPLOYMENT RELATIONSHIPS Assign a strong mentor Share expectations of the job – day one Provide the resources for success Share the organization’s and department’s mission and values Assure that policy manuals are available and the door is open for questions of those they do not understand Provide honest performance evaluations and recommend methods of improvement if applicable

DR. JEKYLL / MR. HYDE Document – Document – Document Document all counseling / disciplinary discussions Have a witness to the discussions Summarize the discussion and have the employee sign that they understand and provide them a copy

BEFORE SEVERING TIES... Make sure the employee knew what was expected (ie: job description, policy manual) Assure honest performance evaluations were given Expected improvement is specific and realistic Ample opportunity for improvement provided Resources / tools for success available Adequate follow-up during the period of review

CLASSIFIED TENURE MYTH NO SUCH THING AS CLASSIFIED “TENURE” Less than four (4) years of service No protection from termination Other than reasons protected by law (ie: discrimination, retaliation, etc) Four (4) or more years of service Provided greater protection from termination Not a guarantee of continued employment

FOUR (4) OR LESS YEARS Can be terminated / non-renewed upon written notice Notice must be provided no later than May 15 KRS The employee can request written explanation within 10 days of the non-renewal notice Employees being rehired for the coming school year, should be given a letter of reasonable assurance prior to the end of the school year Reduces unemployment claims costs

FOUR (4) + YEARS Can be non-renewed / terminated for the following reasons: Incompetency Neglect of duty Insubordination Inefficiency Misconduct Immorality Other reasonable grounds specifically contained in board policy

REDUCTION IN FORCE (RIF) Review each job classification affected and reduce classified employees on the basis of : Seniority and qualifications Less than four (4) years of continuous active service reduced first; then, Greater than four (4) years of service will be reduced based on seniority and qualifications within the job classification Shall have a right of recall KRS

REDUCTION IN PAY Employees should be notified of reduction in pay and responsibilities 90 days before the first day of students, or by May 15, whichever occurs first Follows KRS guidelines for certified staff

CLASSIFIED CONTRACTS Written contracts shall be issued to classified employees each year Exception: Non-renewed; or, Reduction in force KRS

CONFIDENTIALITY FERPA Family Educational Rights & Privacy Act (FERPA) Protects student educational records Only Superintendent/Principal can release authorized information (ie: name, address, school of attendance) HIPAA Health Insurance Portability and Accountability Act Protects individual’s health information Illegal to share protected health information Only share minimum information required to conduct business

OBLIGATION TO REPORT All District employees are obligated to report any reasonable belief that a child is dependent, neglected or abused to: Local law enforcement Cabinet for Families & Children Commonwealth’s Attorney or County Attorney Supervisor A written report must be submitted along with the verbal report Check with your Central Office for specific district guidelines

PULLING IT ALL TOGETHER Hire smart Provide tools for success Honest evaluations & Quick intervention Know the Policies and Statutes Document … Document … Document