8:4
9:1
A.
principal pool if there is such a vacancy. Should the staff reduction be at the level of a
middle school or senior high school principal, the principal so displaced may elect to
accept an assistant principalship within the secondary assistant principal pool if there is
such a vacancy.
Where normal attrition does not suffice ta reduce personnel in line with available
applicable positions, the following criteria will be considered within each pool-- First:
level of performance as determined by the performance evaluation, length of
administrative experience in the District, and needs of the District. Additionally, the
following items will be considered: total length of service with the District, prior
administrative experience outside the District; voluntary district-wide contributions; and
level of formal education.
Administrator(s) affected by a staff reduction will be assigned to a teaching position
should a vacancy for which the administrator is qualified and certifiable by the New
Hampshire State Department of Education be available. The administrator will be given
credit for relevant teaching and administrative experience for purposes of placement on
the teacher salary schedule.
The administrator(s) so affected will be rehired or reassigned to vacancies within their
respective pools which may subsequently occur within a period of two years following
the layoff or reassignment and for which the administrator is qualified and certifiable by
the New Hampshire State Department of Education.
Non-renewal for-unsatisfactory work performance as.an administrator
Hf an administrator is not renewed in or is dismissed from an administration position for
reasons which should not adversely affect performance as a teacher, the administrator
so affected will be assigned’to a teaching position should a vacancy for which the
administrator is qualified and certifiable by the New Hampshire State Department of
Education be, available. The administrator will be given credit for relevant teaching and
administrative experience for purposes of placement on the teacher salary schedule,
Should a teaching position for which the administrator is qualified and certifiable not be
available, the individual so affected may be considered for a teaching position during
the two year period following the end of service as an administrator.
The non-renewal.of an administrator shall not be subject to the grievance procedure or
binding arbitration.
ARTICLE IX
Performance Appraisal
All evaluations will be in accordance with the evaluation forms and procedures in the
Professional Development Master Plan {(PDMP} adopted by the Board or the Superintendent
prior to June 30 preceding the school year in which the forms and procedures will be used. If
Page 18
