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    MOA-4 Staffing Hard To Fill and HPS TA v1 02-17-2014

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    Early staffing

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    MOA-4 Staffing Hard To Fill and HPS TA v1 02-17-2014

    Uploaded by

    Steven Brandt
    104 views2 pages
    Early staffing

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    MOA-4 Staffing Hard to Fill and HPS TA v1 02-17-2014 (2)

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    Early staffing

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    104 views2 pages

    MOA-4 Staffing Hard To Fill and HPS TA v1 02-17-2014

    Uploaded by

    Steven Brandt
    Early staffing

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    of 2

    2-17-2014 REVISED DRAFT BASED ON 02-12-2014 DISCUSSION

    MEMORANDUM OF AGREEMENT
    BETWEEN

    THE MINNEAPOLIS FEDERATION OF TEACHERS


    AND

    MINNEAPOLIS PUBLIC SCHOOLS, SPECIAL DISTRICT No. 1

    Staffing Hard To Fill License Area and High Priority School Vacancies This Memorandum of Agreement (MOA) is made and entered into by and between the Minneapolis Public Schools (District) and the Minneapolis Federation of Teachers (MFT) to establish that all teacher vacancies shall be filled using the contractual Interview and Select (I&S) process. WHEREAS, the District and MFT are seeking to provide flexibility to staff vacancies at a time that is strategic to obtain new hire candidates during a hiring season; WHEREAS, in order to provide the best opportunity to match a teacher with a vacancy, the District and MFT are desirous to have an early round of Interview & Select occur prior to budget tie-out for contract teachers (i.e., current teachers and unassigned teachers) and external candidates to interview for vacancies for the following year that may arise at times earlier than the regular staffing process; NOW, THEREFORE BE IT RESOLVED THAT the District and Union hereby agree that the following parameters will apply to any High Priority Schools and hard-to-fill vacancies at any site: 1. Identification of High Priority Schools: By November 1st each year, the District shall notify the Union of the list of High Priority schools based on the Minnesota Department of Education (MDE) definition of priority and focus schools. No job postings relating to the positions identified in this MOA shall be made until the District and Union meet regarding these positions. 2. Identification of Hard to Fill License Areas: By November 1st each year, the District and Union will meet to discuss the list of hard to fill license areas. No job postings relating to the positions identified in this MOA shall be made until the District and Union meet regarding these positions. 1

    2-17-2014 REVISED DRAFT BASED ON 02-12-2014 DISCUSSION

    3. Extended Interview and Select: Interview and Select may take place at sites prior to budget tie-out to fill vacancies that are known by February 1st for the following school year due to reasons such as resignation, retirement, reassignment (e.g., taking a TOSA position), or additional funding (newly created positions.) 4. Stabilizing mid-year displacement: In the event that a teacher gives notice of a retirement or resignation date that is within the school year, the District will work with the teacher to provide an opportunity to exit at a natural break in the school calendar. With the agreement of the teacher after consulting with the Union, the District has the discretion to look for a temporary alternative assignment (e.g., Building Reserve, etc.). After reassignment of the teacher to the alternative assignment, the vacancy created may be posted and filled in accordance with this MOA and/or the Collective Bargaining Agreement (CBA.) 5. Licensure, Application Process: Current teachers must hold the proper license(s) listed for the position valid through the school year for which they are applying in order to be considered for positions. Teachers seeking a new position must go online and apply for specific positions at designated sites. Teachers shall submit a resume using the standard resume format when applying for positions. All MPS contract teachers (i.e., current teachers and unassigned teachers) and qualified external candidates (i.e., screened by Human Resources, also see below) may seek an interview. 6. Screening External Applicants: The District Human Resources Department will screen all external candidates to create a pool of qualified candidates. 7. Other Transfer Provisions: Other transfer provisions contained in the CBA will otherwise apply. 8. Adjustments to Process: Any necessary adjustments to the process outlined in this MOA that may arise will be brought to contract administration where the parties will meet to seek the solution.

    FOR THE DISTRICT: ______________________________ FOR THE UNION: _______________________________ DATE:__________________ DATE:__________________

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