Layoff decisions are made with a point system that considers both performance and length of service, with performance being given more weight.

Teachers are laid off based primarily on performance tiers. Teachers rated unsatisfactory are laid off first, followed by substitute or temporary teachers, probationary teachers by performance tiers, and tenured teachers by performance tiers.

Teachers are laid off based on a point system that considers both performance and length of service, with performance being given more weight.

Teachers are laid off in order of their performance evaluation grouping, with the most ineffective group laid off first.

Teachers with unsatisfactory performance evaluation ratings are laid off first, followed by substitute teachers, and finally those with the lowest scores according to planning and preparation, classroom environment, instruction, and professional responsibility.

Substitute or temporary teachers are laid off first, followed by “provisional” bargaining members, then a teacher whose most recent summative evaluation was unsatisfactory, followed by seniority as the determinative factor.

Teachers are given a “layoff priority score” with 75% being determined by seniority and 25% considering “credentials, experience and performance evaluation.”

Teachers are laid off based on consideration of certification, length of service in the district, and performance. In the case of equal performance, seniority is used as a tiebreaker.

Teachers are laid off based on consideration of four factors: certification, length of service in the district, evaluations, and needs of the system.

Teachers are laid off based on a consideration of the following factors: licensure, work experience, foreign language proficiency, length of service, work performance, and needs of students.

Layoffs are made based on seniority but exceptions may be made for teachers with “special qualifications.” The article explicitly notes that evaluation scores will be added to layoff criteria once an evaluation process is established.

Teachers are exempt from seniority-based layoffs if they speak a language “relevant to the assignment,” if their removal from a school would decrease its percentage of male or female teachers to under 30%, or if their removal would decrease the representation of teachers of color in that school to less than the representation of students of color in that school or less than the representation of teachers of color in the district overall.

Teachers who are graduates of “grow your own programs” and/or who are members of underrepresented populations are exempt from seniority-based layoffs.