Superintendent’s NUMBER: Circular...Jan 08, 2014 · A. Reassignment/Excess Process for Permanent Teachers There are three categories of Permanent Teachers who participate in the

Superintendent’s Circular # HRS-HS-7, 2013-2014 Revised: January 8, 2014 Page 1 of 22

Superintendent’s Circular

School Year 2013-2014

NUMBER: HRS-HS-7

DATE:

Revised January 8, 2014

STAFFING, REASSIGNMENT AND HIRING of PERMANENT AND PROVISIONAL TEACHERS

FOR SCHOOL YEAR 2014-2015

This circular outlines important dates and procedures regarding the staffing of schools for the 2014-2015 school year. Reflected in this circular are several important changes arising from the 2010-2016 BPS-BTU Collective Bargaining Agreement, as well as a new, accelerated hiring timeline and hiring autonomy framework designed to enable all BPS schools to attract and hire the most diverse, qualified and effective teachers as early as possible.

As an urban district with an increasingly diverse student body, it is also imperative that schools fully comply with the federal teacher and staff desegregation orders that require a minimum of 25% Black teachers and staff and 10% Other Minority teachers and staff for the district and for the examination schools. In addition, one of our hiring goals for this year includes increasing our numbers of bilingual teachers and staff to support our English Language Learner populations. We urge school leaders to take every possible step to help each school, and the district as a whole, meet these mandates and goals.

PLEASE NOTE THE INTRODUCTION OF ONLINE FORMS FOR THE SPRING 2014 STAFFING PROCESS. INSTRUCTIONS AND LINKS TO FORMS ARE PROVIDED LATER IN THIS CIRCULAR.

Table of Contents

I. Determination of School Staffing Needs .................................................................................................................................. 3 II. Open Posting of Teaching Positions......................................................................................................................................... 4

A. Determination of Open Posted Positions............................................................................................................................ 4 B. Applying for Open Posted Positions .................................................................................................................................... 4

III. Staffing of Permanent Teachers ............................................................................................................................................. 5 A. Reassignment Process for Permanent Teachers ............................................................................................................ 5 B. Qualifications for Additional Program Areas ....................................................................................................................... 8 C. Job Sharing for Permanent Teachers and Paraprofessionals .............................................................................................. 8

IV. Staffing for Provisional Teachers ............................................................................................................................................ 9 A. Reasonable Assurance for Provisional Teachers ................................................................................................................. 9 B. Provisional Teacher Positions During the Reassignment Process ..................................................................................... 10 C. Permanent Appointment of Provisional Teachers ............................................................................................................ 10

V. Leaves of Absence ................................................................................................................................................................. 11 A. Planning to Take a Leave of Absence in 2014-2015 .......................................................................................................... 11 B. Currently On Leave of Absence in this School Year ........................................................................................................... 11

VI. Hiring of International Teachers ........................................................................................................................................... 12 A. H-1B Visas.......................................................................................................................................................................... 12 B. Permanent Residency / Green Card .................................................................................................................................. 13

ATTACHMENT 1: Application for Reassignment for Teachers and Paraprofessionals............................................................... 16 ATTACHMENT 2: Application for Additional Program Areas (APA) ........................................................................................... 17 ATTACHMENT 3: Application for Job Sharing ............................................................................................................................ 18 ATTACHMENT 4: Job Sharing Program Participant Agreement ................................................................................................. 19


ATTACHMENT 5: School Year 2014-2015 Excess Notification Form………………………………….………………………………………………….20 FY 2014-15 Staffing Calendar……………………………………………………………………………………………………………………………………….………21


I. Determination of School Staffing Needs Timeframe: November to February Every fall, schools develop budget and staffing plans for the following year based on each school’s projected enrollment. Once a school’s estimated budget is established, the process known as Probable Organization begins, in which schools, together with representatives from the Office of Human Capital, identify their staffing plans for the upcoming school year. There are several components that make up this process:

1. The process begins when schools receive enrollment projections for the following year from the Office of Enrollment Services. Enrollment projections are expected to be released mid-November 2013.

2. Enrollment projections, once confirmed, are used to calculate each school’s Weighted Student Funding

(WSF), in which specific student characteristics (e.g., special needs, early childhood, etc.) are assigned weights that determine school funding above the school’s foundation amount plus base per-pupil amounts.

3. In January, a variety of other staffing-related data are collected for each school, including: a) Teachers

applying for Leaves of Absences for the following year; b) teacher submission of Additional Program Area requests; c) teachers’ voluntarily requests for reassignment; and d) position reductions due to programmatic or budget changes; and e) renewal decisions for provisional teachers. All of these decisions affect the staffing plans for each school.

4. In addition, school leaders are expected to complete formative assessments for all educators by the

beginning of Probable Org.

5. Once each of the above four steps have been taken, school leaders, together with representatives from other key departments such as Budget, Special Education and the Office of English Language Learners, determine the programming and staffing that will be needed to serve each school’s projected enrollment in the following year.

6. Once the above five steps have been completed, school leaders and the Office of Human Capital will be

able to finalize the number and types of vacancies, and get ready to post positions for the upcoming staffing cycle.

Boston Public Schools and our school leaders are committed to building excellent schools that prepare our students to compete and succeed in the 21st Century. In order to cultivate world class global citizens, we commit to recruiting, retaining and promoting a diverse, highly qualified, and effective workforce.


II. Open Posting of Teaching Positions

A. Determination of Open Posted Positions Beginning in January 2014, the staffing process for the 2014-2015 school year includes a hiring timeline designed to facilitate attracting and hiring the most diverse, qualified and effective teachers as early as possible. In order to remove inequalities of the recruitment and hiring processes between traditional and autonomous schools, the district is empowering all schools to hire early and efficiently through earned open posting and hiring autonomy. How Schools can Earn the Ability to Open Post Positions: Contractual Requirements Schools must either have a $1250 stipend set aside for the position in the 2014-15 budget, or obtain a 60% vote of the faculty by February 15. This $1250 is connected to the teacher’s position, so the teacher hired into the position will receive this stipend for any extra work associated with the position. Evaluations Schools must complete a formative assessment for each educator on a plan of one year or less by January 13, 2014. Formative assessment is defined as a rating on goals and/or standards. Feedback should be provided on an ongoing basis after observations, and the formative assessment should be a summary of evidence captured in observations and artifacts. Personnel Subcommittee Schools must have a personnel subcommittee of the School Site Council formed and ready to begin the hiring process by March 1. Trainings related to personnel subcommittees are offered by the Office of Family and Student Engagement and the Office of Human Capital. Details about the personnel subcommittee can be found in Superintendent’s Circular # FAM-04 Hiring In order to secure the most qualified candidates possible, schools should complete the hiring process efficiently. Positions that schools choose to open post must be filled within six weeks of posting or by June 15, 2014, whichever occurs first. All vacancies filled through open posting must be filled by qualified candidates and meet diversity hiring requirements:

Teachers hired must hold certification in the program area on or before August 15.

Teachers hired must move the school toward meeting or maintaining district diversity goals.

If three or fewer excessed BPS teachers apply to an open posted position, Personnel Subcommittees must interview all such applicants. If more than three excessed teachers apply to an open posted position, schools must interview at least three.

School leaders must complete reference checks. B. Applying for Open Posted Positions Eligibility: All teachers may apply for any open-posted position for which they are qualified during the open posting process. It is strongly encouraged that all candidates proactively apply for open-postings that align with their qualifications and interests. Process:


Open posted positions will be posted on the BPS Web Portal sometime in February or March, once Probable Org and determination of vacancies have been concluded. Teachers who wish to apply for an open posted position effective the first day of school for the upcoming school year must apply for open postings online through the Web Portal. All applicants will undergo an initial, competency-based screening process. Then, school leaders and Personnel Subcommittees will conduct additional screening, interviewing, and recommending for hire the best candidate for their positions.

The Boston Public Schools is committed to recruiting, retaining, and promoting a highly qualified, culturally and linguistically diverse workforce that reflects the rich diversity of our students and positively impacts both academic and non-academic student learning outcomes. The Office of Equity and Network Superintendents will establish an accountability process to review the final hiring recommendations of headmasters/principals and school personnel subcommittees and ensure that all efforts have been made to hire teachers that move schools and the district toward meeting and sustaining our workforce diversity goals.

III. Staffing of Permanent Teachers

A. Reassignment/Excess Process for Permanent Teachers

There are three categories of Permanent Teachers who participate in the Reassignment Process: (1) voluntarily reassigned/excessed teachers, (2) involuntarily reassigned/excessed teachers, and (3) teachers interested only in participating in the transfer process. NOTE: Voluntarily and involuntarily reassigned/excessed teachers should pay careful attention to all parts of this section, which covers reassignment/excess requests, the Transfer Process, the Post-Transfer Placement Process (PTPP), as well as the priority matching and administrative placement processes that take place after the PTPP has concluded. Teachers interested only in participating in the transfer process should pay careful attention to Part B of this section. All approved assignments will become effective on the first day of school for the upcoming school year. Any permanent teacher who accepts a position through one of the following is not eligible to apply for any additional posting for teaching jobs for the 2014-2015 school year:

Open Posting

Transfer Posting

Post Transfer Placement Process

Voluntary Reassignment/Excess Process Process 1: Voluntary and Involuntary Reassignment/Excess Deadline: By February 1 (for Voluntary) and April 15 (for Involuntary) What is Voluntary Reassignment/Excessing? All permanent teachers who meet the Voluntary Excessing requirements of the PTPP

1, including those on leave

of absence, may voluntarily request reassignment through the teacher reassignment process regardless if there is a reduction in the number of teaching positions. This is called submitting a Voluntary Reassignment Request. Teachers who voluntarily excess themselves will forfeit their rights to the position which they have left.

1 Refer to the Collective Bargaining Agreement (September 1

st 2010 – August 31

st 2016) pp. 79 for a list of requirements.


Submitting Voluntary Reassignment Requests Deadline for Voluntary Reassignment Requests: Friday, January 31, 2014 Teachers who wish to request reassignment should complete Attachment 1 “Application for Reassignment” and submit it to their Headmaster or Principal as well as the Office of Human Capital by February 1, 2014.

What is Involuntary Reassignment/Excess? If there is a reduction in the number of teaching positions within a school for the following school year, it will be necessary to reassign teachers within the affected program area. When a reduction in the number of positions occurs, involuntary reassignment/excess will be first by volunteers in a program area, then by reverse seniority within a program area unless:

a. a teacher with more seniority voluntarily requests to be reassigned, or;

b. the reassignment of the least junior teacher would prohibit compliance with U.S. District Court Orders.

Schools with specific types of staffing autonomy may also involuntarily excess teachers.

All involuntarily excessed teachers and nurses will be notified by April 15th

.

Process 2: Transfer Process Timeframe: March Determination of Transfer Positions Once school leaders and the Office of Human Capital have worked together to determine school staffing needs for the following year, available vacancies for positions will be finalized and those that are not classified as Open-Posted positions will be posted and tagged as “Transfer Postings.” Applying for Transfer Posted Positions * Eligibility for Participation in the Transfer Process: All permanent teachers (including those who have voluntarily requested reassignment and those on Leave of Absence) who have not received an overall evaluation rating of Unsatisfactory by February 1 are eligible to apply for transfer. Teachers who have been involuntarily reassigned (and who have not received an overall evaluation of Unsatisfactory) may also apply for a transfer position. Teachers with a Letter of Reasonable Assurance that do not have a BTU Building Representative shall be eligible to apply for transfers to their own positions during the transfer process. Teachers participating in the transfer process who have not voluntarily requested reassignment/excessed will still hold rights to the position they have left, should they not secure a position in the transfer process. * Process: Those who wish to apply for a transfer position effective the first day of school for the upcoming school year must apply for transfer postings online through the BPS Career Center during the “Transfer Posting Period

2”.

2 The Office of Human Capital will submit notice of upcoming and relevant dates.


Permanent teachers have ten (10) school days (from date of posting on the website) to apply for transfer, and can apply to no more than five transfer positions. Following the transfer posting period, Headmasters or Principals and School Site Council Personnel Subcommittees must interview transfer applicants and recommend their selected candidate through the BPS Career Center no later than March 24, 2014

3 to ensure prompt process.

Process 3: Post-Transfer Placement Process (PTPP) Timeframe: April

Determination of Post-Transfer Placement Positions All eligible vacancies as well as the vacancies created by those teachers who have voluntarily excessed themselves shall be included and listed in the PTPP. Applying for Post-Transfer Placement Positions * Eligibility for Participation in the PTPP: All voluntarily and involuntarily excessed permanent teachers who have not received an overall evaluation of Unsatisfactory or Needs Improvement by February 1

st and who did not secure a position during the Transfer

Process shall participate in the PTPP. * Process: All eligible vacancies shall be posted online through the BPS Career Center during the “Post Transfer Placement Posting Period”

4 which will be a five-day window in April.

Teachers participating in the PTPP may express interest in vacancies in either their Primary Program Area (PPA) or an Additional Program Area (APA)

5 but, but not in both

6. OHC will contact all PTPP pool participants to

determine whether or not they wish to participate using their PPA or APA prior to the start of the PTPP process. PTPP participants must express interest in five vacancies if there are five or more vacancies in his or her program area. If there are fewer than five vacancies, PTPP participants must express interest in all of the vacancies within that program area. All selections/applications have to be completed online within five (5) school days (from date of posting on the website). Teachers who do not submit selections during the PTPP posting period shall forfeit their rights to participate in the process and will be administratively placed in a position(s) by the Office of Human Capital. Headmasters or Principals and School Site Council Personnel Subcommittees must interview post transfer applicants. Where the vacancy occurs in a high school, the Personnel Subcommittees shall also include a student representative. Headmasters or Principals must recommend their selected candidate through the BPS Career Center by May 5, 2014

7. The PTPP has concluded when all positions for which qualified teachers have submitted

expressions of interest have been filled. No position will be left unfilled if a qualified and eligible teacher has submitted an expression of interest in that position and was unsuccessful in obtaining other positions.

3 This date is subject to change. OHC will submit notice of upcoming and relevant dates.

4 The Office of Human Capital will submit notice of upcoming and relevant dates.

5 However, this is conditional: Teachers may not bid in an APA if there is a layoff list in that area or if there are projected to be

insufficient vacancies in that area into which the person seeks to change into. 6 For teachers interested in applying for APAs in order to identify a non-primary subject area(s) in which he or she holds a

license, please refer to the below Section III (Part B) for more information on how to do so. 7 This date is just a guideline, and is subject to change. OHC will submit notice of upcoming and relevant dates.


Process 4: Placement of Remaining Teachers Determination of Remaining Positions Once PTPP positions have been filled, the Office of Human Capital will finalize the remaining vacancies and group this remaining list of vacancies by program area. The Office of Human Capital will first work to fill vacancies for the Priority-Matching Post-PTPP process (see below), and will then finalize remaining vacancies for the final rounds of administrative placements. * Process: Overview: Teachers who are not matched against vacancies will be assigned in a suitable professional capacity, including substitute service, and will remain eligible to fill vacancies, as they occur, up to November 1

st.

B. Qualifications for Additional Program Areas8

Deadline to submit Application for Additional Program Areas: January 15, 2014 Permanent Teachers may apply for Additional Program Area(s) in order to identify non-primary subject area(s) in which he or she holds a license(s) in the subject area. In order to be deemed qualified in program areas other than the "primary" subject area in which a teacher is currently teaching, a teacher must hold license in the subject area. The Massachusetts State license cannot be more than five (5) years old. Documentation of the license must be provided from the Massachusetts Department of Education stating the date the license was granted in the area being claimed under this provision. Re-licensure does not meet this criterion. Additionally, the employee must satisfy either criteria (a) or (b) or (c) and supply appropriate documentation: a. Fifteen (15) course credits, graduate or undergraduate, approved as relevant to the program area

qualification. All coursework must have been completed within the past five (5) years. Original transcripts are required if claiming an area under this provision. When submitting transcripts please indicate the fifteen (15) course credits relevant to the program area qualification. If transcripts are not attached the application may be denied; or

b. Two (2) years of teaching experience within Boston Public Schools in the subject area in the last ten (10)

years. A creditable year is one in which at least 50% of the weekly schedule is in the subject area. A letter from the Headmaster or Principal, stating that you taught at least 50% of the weekly schedule in that area and designation of the specific year(s) will be required in the area you are claiming under this provision. If a letter is not attached the application may be denied; or

c. A mean score on the National Teachers Examination, not more than ten (10) years old. Permanent teachers wishing to apply for additional program areas must complete Attachment 3 “Application for Additional Program Areas” and forward it with the necessary documentation to the Office of Human Capital. All applications must be received by January 15, 2014.

C. Job Sharing for Permanent Teachers and Paraprofessionals9

8 For more detailed information, please refer to Superintendent Circular (HRS-HS-7.1) “Qualifications for Additional Program

Areas” at this link: http://www.bostonpublicschools.org/view/circulars under the category “Human Resources”. 9 Also refer to Superintendent Circular (HRS-HS2) “Job Sharing For Permanent Teachers and Paraprofessionals For School

Year 2012-2013” at this link: http://www.bostonpublicschools.org/view/circulars under the category “Human Resources”.

http://www.bostonpublicschools.org/view/circulars

http://www.bostonpublicschools.org/view/circulars


Eligibility Teachers participating in job-sharing must hold the appropriate license for the position. Process Permanent teachers or paraprofessionals who wish to indicate their interest in job sharing should submit Attachment 4 “Application for Job Sharing”. This submission of the application is an indication of interest only and is not binding. This application should be sent to the Office of Human Capital no later than 5:00 p.m. Tuesday April 2, 2014 to ensure prompt process. Participation in job-sharing requires approval by the Principal/Headmaster. The Principal/Headmaster should submit a signed agreement to the Office of Human Capital (see Attachment 5 “Job Sharing Program Participant Agreement”). The application should be sent to the Office of Human Capital no later than 5:00 pm, April 2, 2014 to ensure prompt process.

IV. Staffing for Provisional Teachers

A. Reasonable Assurance for Provisional Teachers Provisional teachers may be recommended by their Principal/Headmaster for a provisional teaching contract for the following school year. Provisional teachers who receive this recommendation will be issued a “Letter of Reasonable Assurance.” Provisional teachers may apply to any open-posted position, including their own, if posted. Eligibility Provisional teachers must be licensed in the subject area in which they are teaching in order for a Letter of Reasonable Assurance to be granted. No exceptions will be made. In addition to budgetary and licensure concerns, a teachers’ performance, as measured through the Massachusetts Regulations on Evaluation of Educators (603 CMR 35.00), is a major factor in determining whether or not a provisional teacher receives a Letter of Reasonable Assurance. Principals and Headmasters will be held accountable for ensuring that all Provisional teachers receive an overall evaluation rating by Probable Org of each year. Provisional teachers who have not been evaluated will not be eligible to receive a Letter of Reasonable Assurance. The Massachusetts Regulations on Evaluation of Educators stipulate that achievement of Professional Teaching Status (e.g., being made a permanent teacher in BPS) is dependent upon receiving a rating of Proficient or above on all four of the Standards of Effective Teaching Practice. Therefore, no Provisional 3 Teacher who has not earned a rating of Proficient on all four standards and overall will receive a Letter of Reasonable Assurance or be offered a permanent appointment in the BPS. Principals and Headmasters will be held accountable for ensuring that all Provisional 3 teachers are evaluated in time to make these determinations in accordance with state regulations and the collective bargaining agreement. Process BTU building representatives will indicate approval by initialing beside the names of any candidates approved to receive a letter of reasonable assurance and signing Attachment 2 “Reasonable Assurance Sign-off Form”.


The Principal/Headmaster should bring the completed Attachment 2 “Reasonable Assurance Sign-off Form” to the scheduled Probable Organization meeting. If a Provisional 3 teacher has been evaluated and determined to be Proficient or Exemplary in all four standards of teacher effectiveness and overall and is given a Letter of Permanent Appointment, he or she will become permanent as of 9/1/2014. B. Provisional Teacher Positions During the Reassignment Process Positions held by provisional teachers with a Letter of Reasonable Assurance will not be posted provided that one BTU Building Representative. has granted written approval. For teachers with a Letter of Reasonable Assurance that do not have a BTU Building Representative, they shall be eligible to apply for transfers to their own positions during the transfer process. C. Permanent Appointment of Provisional Teachers Eligibility Only provisional teachers

10 who are in their third year at BPS and who have been rated Proficient or Exemplary

overall and on all four Standards of Effective Teaching Practice on a Formative Assessment released no later than Probable Org may be recommended for permanent appointment. Requests for permanent appointment for current Provisional 1 and Provisional 2 teachers will not be granted. In addition, Permanent Appointment will only be granted to teachers with licensure in the subject area in which they are teaching. No exceptions will be made. Process In order to recommend a provisional teacher for Permanent Appointment, the Headmaster or Principal must note in Future Force and certify on the Permanent Appointment letter that they have personally evaluated and collected evidence that the provisional teacher has successfully demonstrated successful teaching practice(s) by achieving a rating of Proficient or Exemplary on all four Standards of Effective Teaching Practice according to the Massachusetts Standards of Effective Teaching Practice. If an eligible Provisional 3 teacher is given Reasonable Assurance

11, he or she will become permanent as of

9/1/2014.

10

Educators eligible for Professional Teacher Status as defined by M.G.L. c.71 § 41 are teacher, school librarian, school adjustment counselor, school nurse, school social worker or school psychologist. 11

For more information on recommending Provisional Teachers to receive a letter of Reasonable Assurance see Section IV (Part A).


V. Leaves of Absence A. Planning to Take a Leave of Absence in 2014-2015 Deadline for Submission: January 15, 2014 For teachers who are not currently on leave but who are planning to take a Leave of Absence during the upcoming school year, please submit your leave application by January 15, 2014. School-based employees (except custodians, itinerants, cafeteria workers) must submit a request for leave electronically via The Hub. How to Request a Leave of Absence:

Login into your Hub account

Click on “My Benefits/Personal Info” located on the top menu bar

Click on “BPS Leave of Absence Form” at the bottom of the left sidebar

Read through the instructions page

Scroll down (be sure to scroll all the way, past the instructions) and click “Go” at the bottom right to proceed to the request form

Fill out the request form and press “Submit”

Submit your supporting medical documentation to OHC separately

OHC will review and authenticate your request and your documentation Once the leave request is submitted electronically, it is automatically sent to the employee’s supervisor for notification and to the Office of Human Capital for review and authentication. Employees and supervisors will be notified through their BPS email whether the leave was approved, denied, or is pending. B. Currently On Leave of Absence in this School Year Deadline for Submission: January 15, 2014 For teachers who are currently on leave, you should have received a letter notifying you about the expiration of your leave. Please fill out and submit the form accompanying the letter, stating your intent to remain or return from leave. This written notification should be submitted to the Office of Human Capital postmarked no later than January 15, 2014. If you are unsure as to whether or not your leave will continue into the next school year, you must submit a separate written explanation to the Office of Human Capital postmarked no later than January 15, 2014 as to why a definitive answer is not possible at this time. If you fail to notify the Office of Human Capital whether or not you will be returning from leave (or fail to explain why a definitive answer is not possible) by January 15, 2014, you will forfeit your rights to the position you left, and will immediately be placed into the excess pool. If you responded by January 15 as to why a decision could not have been made at that time, you must send a follow-up response, postmarked no later than May 1, 2014, to the Office of Human Capital as to whether or not you will return on the first day of the following year. If you fail to respond by May 1, 2014, you will forfeit your rights to the position you left, your excess pool rights, and will be subject to assignment by the Office of Human Capital.

Leaves of Absences Quick Facts

Important Note:

Supporting Medical Documentation must be sent SEPARATELY to the Office of Human Capital or faxed (Attention: Deborah Pullen) to 617-635-9672.

Types of Leave:

Maternity

Child Care

Personal Illness

Family Illness

Personal Reasons

Education/Study

How to Request a Leave of Absence:

Login into your Hub account

Click on “My Benefits/Personal Info” located on the top menu bar

Click on “BPS Leave of Absence Form” at the bottom of the left sidebar

Read through the complete instructions page

Scroll down and click “Go” at the bottom right to proceed to the request form

Fill out the request form and click “Submit”

Submit your supporting medical documentation separately

OHC will review and authenticate your request and your documentation


VI. Hiring of International Teachers International teachers are not legally allowed to work or to be paid without proof of official United States Citizenship & Immigration Services (USCIS) work authorization. Headmasters, Principals or RC Managers should make it a common practice to inquire about the work authorization status of all of their potential new hires

12.

The rules and regulations from the federal government regarding the hiring of candidates who do not have proper authorization to work in the United States can be complex and outside of the control of the Boston Public Schools. The Office of Human Capital must be contacted and consulted on these matters. A. H-1B Visas Candidates not currently authorized to work in the United States: Requirements: In order for a Massachusetts-licensed international candidate to be able to file for an H-1B Visa application to petition for an H-1B Visa, the candidate must first secure an offer from the hiring Headmaster, Principal or RC Manager. United States Citizenship & Immigration Services filing fee: The school or department that has recommended an H-1B Visa teacher candidate for hire is responsible for covering their candidate’s USCIS filing fee of $825.00 (subject to change). In addition, Federal Regulations prohibit the candidate from paying for the filing fee and requires that the employer pay the filing fee as well as the legal fee for the employer’s representation ($1,500-$2,000). The payment source may be audited by the U.S. Department of Labor. Attorney Services: In the H1B visa process, the attorney routinely represents both the employer and the candidate. While the employer is responsible for paying USCIS filing and legal fee pertaining to its representation, the candidate may be required to pay legal fees pertaining to his or her representation (usually about $500). BPS requires that a licensed and qualified immigration attorney complete the paperwork on behalf of the candidate. The Office of Human Capital can recommend an attorney with whom we work regularly. Candidates with authorization to work in the United States: Candidates who currently possess H-1B status can apply to transfer the status from their current employer to be effective for the Boston Public Schools. Candidates are responsible for securing their own immigration attorney services to assist with the H-1B transfer. The school that has recommended a candidate for hire who already possesses H-1B status is responsible for covering their candidate’s United States Citizenship & Immigration Services filing fee of $825 and the pertinent legal fee. H-1B Expiration H-1B Visas are usually effective for three (3) years for licensed teachers and usually up to one (1) year for those on license waivers. Employees are eligible to apply for up to a three year extension depending upon how many years of eligibility remain. Employees are eligible for a maximum total of six (6) years with H-1B Visa status unless a green card process has been initiated by the 5

th year in H-1B status. Employees are responsible for

securing an immigration attorney services to assist with the extension. The school that has recommended a candidate for hire who already possesses H-1B status is responsible for covering their candidate’s United States Citizenship & Immigration Services filing fee of $325 and the pertinent legal fee.

12

Please contact OHC Liaison Lauren McLean-Britt at [email protected] for any inquiries of this nature.

mailto:[email protected]


In the fourth year of H-1B Visa possession, employees should begin the application process for their Permanent Resident Status/Green Card in order to ensure that the process will be complete prior to the expiration of their maximum six (6) year limit. However, employees who apply for Permanent Residency/Green Card at least 365 days prior to the sixth year expiration date of their H-1B Visa may be eligible for additional extensions in one (1) year increments, subject to a $325 filing fee and pertinent legal fees that the employer is responsible for covering. Please refer to the following section on acquiring Permanent Residency/a Green Card for more information on this application process. B. Permanent Residency / Green Card There are 4 steps for an employee to acquire their Permanent Residency/Green Card:

1. Development of Case Strategy

2. Complete application for Alien Labor Certification

3. File Immigrant Petition for Alien Worker

4. Apply to register for US Permanent Residence Status

Effective July 16, 2007, the United States Department of Labor amended existing regulation with regard to Permanent Resident (Green Card) applications. Previously, employees were allowed to pay expenses associated with obtaining Alien Labor Certification (Step 2). Employers are now required to pay the costs of preparing, filing, and obtaining certification, and are prohibited from transferring those costs to the beneficiary. Any employee who is currently in their final year of their three year H-1B extension should contact the Office of Human Capital in order to initiate their Permanent Resident/Green Card process.

PERMANENT RESIDENT / GREEN CARD STEPS

COST* RESPONSIBILITY

1. Case Strategy Work: Preparation and Attorney fees

$2000 Employee

2. Alien Labor Certification: Preparation, filing, obtaining certification

$2000

Employer/School

3. Immigrant Petition for Alien Worker Legal/Attorney Fees USCIS Filing Fee

$2000 $580

Employee Employee

4. Apply to register for US Permanent Residence Status Legal/Attorney Fees USCIS Filing Fee

$2000** $1070

Employee Employee

*Costs are estimated based on market averages. Actual legal/attorney costs may vary depending on the provider. Fees are also subject to change.

**Cost is for principal applicant plus up to 1 dependent, $500 per additional family member.


NEW FOR SPRING 2014: ONLINE FORMS The Office of Human Capital has transitioned to using online forms. Applications for reassignment, job share, additional program area, and change in FTE status can now be found at the links below. Please note that employees will be required to sign in with their Boston Public Schools Gmail account. Some supplemental materials may need to be submitted—these are noted in the form itself and below. These links will also be made available through BTU and Paraprofessional representatives, the Boston Public Schools website, and the Superintendent’s bulletin.

Item Link Notes

Additional

Program Area

https://docs.google.com/a/bostonpublicschools

.org/forms/d/1NKbl_FKbhbXtlIwn7IlcwhA9kRUP

H86mun2Sv6LEdXA/viewform

ELAR License Information emailed to

[email protected]

Instructions for accessing ELAR License

Information:

1. Log on to DESE Security Portal at

https://gateway.edu.state.ma.us/R

esourceList

2. Click the link under Educator

Services for ELAR Welcome Page

3. Click on: Check license status and

history, make a payment

4. At the bottom of the page under

“License Information – View/Print,”

click View/Print button.

5. To Print: Click Print button

6. To Save: A) Right-click on Unofficial

License info B) Select Save As C)

Determine save destination D)

Insert your first initial, last name,

and BPS ID number before

“UNOFFICIAL LICENSE

INFORMATION.htm” in the File

Name field (e.g. –

JSmith012345UNOFFICIAL LICENSE

INFORMATION.htm) E) Click Save

Application for

Reassignment


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apIGwQXK54uhB2zKQ/viewform

Open only to permanent teachers,

permanent school nurses, permanent

student support services coordinators, and

paraprofessionals.

https://docs.google.com/a/bostonpublicschools.org/forms/d/1NKbl_FKbhbXtlIwn7IlcwhA9kRUPH86mun2Sv6LEdXA/viewform




https://gateway.edu.state.ma.us/ResourceList

https://gateway.edu.state.ma.us/ResourceList

https://docs.google.com/a/bostonpublicschools.org/forms/d/1oZVj8eynKuTV93tzV2N16UHT6UapIGwQXK54uhB2zKQ/viewform




Job Sharing—

Applicant


.org/forms/d/1q05b78_NU-xjhtCt35Y5-

6Bt5I3yDNmIG09tJ95xfx0/viewform

Each applicant must submit one form.

Principals must submit the form below for

approval.

Job Sharing—

Principal

Approval


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RfYJLI0lBgcm9FE/viewform

Principals must submit this form to approve

a job share request.

Change in FTE


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Qd3jihgP8tzXkYIkIKH3k-62Y/viewform

All employees impacted by a reduction in

FTE must submit this form acknowledging

their understanding.

The reasonable assurance sign off process will be finalized at probable org by principals/headmasters and staffing managers. Principals will receive a finalized list after probable org, which BTU building reps must then initial for approval. For more information about this circular, contact:

HR Liaison

Network

Phone

E-mail Address

Tomeka Cribb-Jones Sr. Manager – Voc/Tech Network

617-635-6582 [email protected]

Diane Daniels Network E & F 617-635-9088 [email protected]

Lauren McLean-Britt Network G High Schools 617-635-9646 [email protected]

Earnest Offley Network A & C 617-635-9610 [email protected]

Michelle O’Neil- Turner

Network B & D 617-635-1685 [email protected]

Fax: 617-635-9672

Name: Ross Wilson, Assistant Superintendent for Human Capital

Department: Office of Human Capital

Mailing Address: 26 Court St., Boston, MA 02108 3rd

Floor

Phone: 617-635-6796

Fax: 617-635-9672

E-mail: [email protected]

Interim Superintendent John McDonough

https://docs.google.com/a/bostonpublicschools.org/forms/d/1q05b78_NU-xjhtCt35Y5-6Bt5I3yDNmIG09tJ95xfx0/viewform



https://docs.google.com/a/bostonpublicschools.org/forms/d/1DePjKtjsFdHo7SZZk7u7POyvPF08RfYJLI0lBgcm9FE/viewform



https://docs.google.com/a/bostonpublicschools.org/forms/d/1PfixyZQYsRreUBcKO-Qd3jihgP8tzXkYIkIKH3k-62Y/viewform










ATTACHMENT 1: Application for Reassignment for Teachers and Paraprofessionals

APPLICATION FOR REASIGNMENT FOR TEACHERS AND PARAPROFESSIONALS

SCHOOL: ___________________________________________________________________________

____________________________________________________________________________________ (Last Name) (First Name) (Initial) (Maiden Name) (Employee I.D. #)

SELECT ONE: Permanent Teacher or Paraprofessional

THIS SECTION TO BE COMPLETED BY PERMANENT TEACHERS ONLY: I am requesting reassignment for the coming 2014-2015 academic year, because (please check one)

_ I am a permanent teacher

_ I am a permanent school nurse

_ I am a permanent student support services coordinator (SESS)

_ I am a paraprofessional

_ There is a reduction in my program area. My program area is_____________________and my seniority date

is _____________.

I understand that with this declaration this decision cannot be rescinded after February 14, 2014, and that I will

be reassigned in the coming school year in accordance with the provisions of the Boston Teachers Union Contract.

______________________________________ __________________ (Signature) (Date)

PLEASE RETURN this form to your Headmaster or Principal and OFFICE OF HUMAN RESOURCES.

HEADMASTERS, PRINCIPALS AND OTHER ADMINISTRATIVE HEADS MUST FORWARD THIS APPLICATION TO OFFICE OF HUMAN RESOURCES NO LATER THAN February 1, 2014.

Please mail, fax or email this form to: Diane Daniels 26 Court Street, 3rd Floor Boston, MA 02108 Fax: 617-635-9672 Phone: 617-635-9088 Email: [email protected]



ATTACHMENT 2: Application for Additional Program Areas (APA)

APPLICATION FOR ADDITIONAL PROGRAM AREA(S) (APA)

BOSTON PUBLIC SCHOOLS

__________________________________________________________________________________ (Last Name) (First Name) (Initial) (Employee I.D. #)

CURRENT ASSIGNMENT:

_________________________________________________________________________________ (Primary Program Area) (School)

Under Article IVC17 of the Contract between the Boston School Committee and the Boston Teachers Union, I am making application to be deemed qualified in the following additional program area(s) (as listed in Appendix A of

the Contract):

1. ________________________________________

2. ________________________________________

3. ________________________________________

I have attached the necessary documentation as required by Superintendent’s Circular HRS-7, to support each

program area for which I am making a claim. ____________________________

(Signature)

_____________________________ (Date)

This application, along with all necessary documentation, must be filed with the Office of Human Capital no later

than January 15, 2014.

Please mail, fax or email this form to: Rose Santos

26 Court Street, 3rd

Floor Boston, MA 02108 Fax: 617-635-9672

Phone: 617-635-9647 Email: [email protected]



ATTACHMENT 3: Application for Job Sharing

APPLICATION FOR JOB SHARING School Year 2014- 2015

PERMANENT TEACHER PARA

EMPLOYEE ID: _________________

Name: ____________________________________________________________________________

Last First Middle Initial

Home Address: _____________________________________________________________________

Home Phone Number: _______________________________________________________________

School/Work Location/s: ____________________________________________________________

Program Area/s: ___________________________________________________________________

I UNDERSTAND THAT THIS IS ONLY A SURVEY AND IS NOT BINDIDNG

___________________ _______________________________________________________ Date Signature

THIS FORM MUST BE ON FILE IN THE OFFICE OF HUMAN RESOURCES BY THE CLOSE OF BUSINESS,

April 2, 2014


ATTACHMENT 4: Job Sharing Program Participant Agreement

Boston Public Schools

JOB SHARING PROGRAM PARTICIPANT AGREEMENT

This agreement shall serve to confirm the participation of the undersigned individuals in the Boston Public

Schools Job-Sharing Program for the 2014-2015 school year.

We have read and agreed to the terms and conditions of participation as described in Superintendent’s Circular HRS-HS2

Teacher/Para: ________________________________________________________ Signature: _____________________________________________________________ Current Assignment: ____________________________________________________ BPS Employee ID: ______________________________________________________ Teacher/Para: ________________________________________________________ Signature: _____________________________________________________________ Current Assignment: ____________________________________________________ BPS Employee ID: ______________________________________________________

Approved: _________________________________________________________ Headmaster/Principal Signature Date _______________________________________________________________ School Name: _______________________________________________________________ RC Number: __________________________________________________________ Position number: (Required) _____________________________________________


ATTACHMENT 5: SCHOOL YEAR 2014-2015 EXCESS TEACHER NOTIFICATION

School Year 2014-2015 Excess Information Form For Pilot Schools, Innovation, Turnaround, In-District Charter

This form should be used to notify Human Resources of any permanent teachers who you wish to excess. Use additional sheets if necessary. SCHOOL: ____________________________________________________

Complete Section 1 if you are excessing teachers. Feel free to copy this sheet if additional space is needed. Complete Section 2 if you are not excessing any permanent teachers. The completed form(s) must be returned to your HR Network Liaison 12:00pm January 31, 2014.

Section 1:

Name of Permanent Teacher being Excessed

Position Control Number

Title / Subject of Position

Principal Signature _______________________________ Date: ____________

Section 2:

I am not excessing any permanent teachers. Principal Signature _______________________________ Date: ____________


FY 2014-15 Staffing Calendar

January 2014

January 4 Deadline for Teachers to submit application for Early Notification Incentive of Termination to receive $1,500

January 15 (contract

deadline)

Deadline for teachers to submit Alternate Program Area requests to OHC

Deadline for Teachers to submit Leave of Absence intent letters to OHC

Deadline for Level 4 Schools per the Joint Resolution Agreement (JRC) refer to the agreement or your staffing manager

January 15 – January 31

Probable Org

Deadline for principals to complete Reasonable Assurance Sign-Off Forms and return to OHC

February 2014

February 1 (contract deadline)

Deadline for teachers or paraprofessionals to submit reassignment requests due to reduction in program area (Voluntary Excess)

Deadline for Pilot, In-District Charter, Innovation Schools and Level 4 Teachers to excess themselves

OHC mails excess letters to permanent teachers without positions in Level 4 and Pilot Schools

February 13 OHC notifies Principals whether Open Posting Requests are approved

February 14 OHC Sends excess notices to Permanent Teachers without positions

February 14 Deadline date for teachers or paraprofessionals to rescind voluntary reassignment requests (Voluntary Excess)

February 14 Notification to Principals of Reasonable Assurance & Permanent Appointment decisions

February 17 – 21 February Recess

February 24 OHC sends Reasonable Assurance & Permanent Appointment letters to provisional educators

March 2014

March 1 “Open-posting” teaching positions (for eligible positions)

March 1 – 14 “Transfer posting” Permanent teacher transfer process

March 17 – 19 OHC completes review permanent teacher eligibility for transfer postings

March 19 – 21 Personnel Sub-Committees interview transfer applicants

March 24 Deadline for recommended teacher transfer applicant decisions to the Career Center

March 25 OHC sends assignment letters for teacher transfers

March 31

OHC sends notices to Permanent Teachers still without positions for Post Transfer Placement Process (PTPP)

OHC sends PTPP designation survey for PPA or APA designation

April 2014

April 1 OHC sends assignment letters for teacher transfers

April 2 Deadline for job share applications

April 15 (contract deadline)

Deadline to notify Permanent Teacher Excess

Deadline Teacher Reasonable Assurance Letters


April 7 – 11 Permanent Teacher Post Transfer Placement Process (PTPP)

April 14 – 17 OHC completes review permanent teacher eligibility for (PTPP) postings

April 16 OHC sends excess notices to Paraprofessionals

April 18 OHC sends layoff notices to Paraprofessionals

April 18-25 April recess

April 24 Excess notification to Guild members (Tentative)

April 28 – May 2 Personnel Sub-Committees interview (PTPP) applicants

April 28 – May 9 Paraprofessional transfer process

May 2014

May 1 Deadline for applications for Career Transition Leave (Pending Approval)

May 1 Deadline to complete hiring for “Open Postings”

May 5 Deadline for recommended PTPP applicant decisions to the Career Center

May 9 OHC sends assignment letters for PTPP transfers

May 14 Deadline for recommended Paraprofessional transfer applicant decisions to the Career Center

May 14 – 16 OHC completes review paraprofessional eligibility for transfer postings

May 15

All Evaluations due for licensed educators on 1-year plans

Deadline for Provisional 3 teachers to be rated proficient for Permanent Appointment

May 15 (contract deadline)

Deadline Guild Layoff Notices

May 21 OHC sends assignment letters for paraprofessional transfers

May 26 OHC sends paraprofessional reasonable assurance letters

May 27 Memorial Day

May 29 Paraprofessional Excess Pool participant and position lists available on MyBPS

June 2014

June 1 (contract deadline)

Deadline Permanent Teacher and BASAS Layoff Notices

June 1 Management Layoff Notice

June 5 Paraprofessional excess pool

June 13 Deadline for principals to submit paraprofessional excess pool rankings to OHC

June 12 GUILD Excess Pool (Tentative)

June 15 (contract deadline)

Deadline Provisional Non-Renewal notices

June 19 OHC finalizes paraprofessional excess pool assignments

June 30 Staffing Deadline for hiring

Contractual Dates in Red

Other dates subject to change

Documents

Superintendent’s NUMBER: Circular...Jan 08, 2014 · A. Reassignment/Excess Process for Permanent Teachers There are three categories of Permanent Teachers who participate in the