With the changes to Indiana state statute in 2011, transfer procedures are no longer bargainable, and as a result were removed from the most recent collective bargaining agreement between ETA and EVSC. In January, ETA engaged in discussions with the district regarding the procedures that will be used for excess and filling open positions. In general, teachers have the opportunity to be considered for other EVSC positions under a process which is similar to open hire under previous agreements. Postings are expected to begin the first workday in March. In order to apply for an open position, teachers need an active application in AppliTrack and a current resumé is recommended.
AppliTrack Assistance
Teachers who wish to access internal hire opportunities must have an active application in AppliTrack. Click here to log in to a previous application and update the information or to start a new application. The necessary information on an AppliTrack application for internal candidates includes Experience, Education, Licenses, and Highly Qualified Information. Internal applicants may also upload electronic copies of a teaching license, cover letter, resume, college transcripts and/or Praxis II results. Full instructions and screenshots are included in the file below.
When it is determined that a building has (an) excess teacher(s), the following procedures are followed:
Building administrator notifies every teacher in the affected license area.
Teachers with the applicable license have the opportunity to volunteer to be excessed. If more than one teacher volunteers, building administrator determines who will be excessed based on the needs of the building.
If no one volunteers, the teacher with the lowest final summative evaluation rating (Ineffective, Improvement Necessary, Effective, Highly Effective) from the previous year will be excessed. Teachers who do not have an evaluation for the previous year from EVSC will use their evaluation rating as of Feb. 15. If more than one teacher has the lowest final summative evaluation rating from the previous year, the building administrator will determine who is excessed based on the needs of the building. For example, if all teachers in the affected license area were rated Effective or Highly Effective and there are three teachers rated Effective, the building administrator will choose one of the teachers rated Effective to be excessed.
The Office of Human Resources places all excess teachers in the first available position by qualifications and seniority. These teachers are still eligible to apply for open vacant positions in their license area after placement.
Internal Hire Process Synopsis
Eligibility for internal hire will be determined as follows:
Teachers whose final summative evaluation rating from the previous year is Effective or Highly Effective are eligible to apply for open positions in their license area within the EVSC. Teachers who do not have an evaluation for the previous year from EVSC will use their evaluation rating as of Feb. 15 to determine eligibility for internal hire opportunities.
Teachers who are on a program for improvement or performance development plan are not eligible until the program has been successfully completed.
If 10% of the total building faculty has accepted other district positions, remaining faculty must receive approval from the building administrator to be eligible for internal hire. If the building administrator is unable to respond prior to the closing of a job posting, the Chief Human Resources Officer will consider the internal hire request for approval.
After July 1 all internal hire requests must receive approval from the sending building administrator to be eligible for internal hire. If the building administrator is unable to respond prior to the closing of a job posting, the Chief Human Resources Officer will consider the internal hire request for approval.
The following procedures will be used for internal positions:
Posting for vacancies will begin the first workday in March.
All postings will remain open for a minimum of five consecutive weekdays, excluding spring break, Memorial Day, and Independence Day. When a posting closes, HR will provide the administrator with a list of qualified internal candidates.
Building administrators will select and contact candidates for interviews. It is recommended that an administrator interview at least three qualified internal candidates, if available.
After the list of qualified internal candidates is received, an administrator has seven weekdays, excluding spring break, Memorial Day and Independence Day, to submit a recommendation to Human Resources.
Once a teacher accepts an internal position through this process, they may not return to their previously held position or apply for other internal positions until the next school year.
The item below applies only to Summer Instructional Program openings:
Summer Instructional Program openings in Title I and 21st Century programs will be posted within the school and filled with internal candidates having appropriate qualifications. Any unfilled positions will then be posted to the online EVSC application website for all EVSC teachers. Upon acceptance of a summer position, a teacher may not apply for another summer position.
Policy Document and Frequently Asked Questions
The files to the right are the full text of the excess and internal hire procedures and a set of frequently asked questions regarding excess and internal hire.
