RESIGNATION PROCEDURES
FOR TEACHERS AND SUPPORT STAFF

TEACHERS

The means of voluntary separation from the district include the following:

• Resignation
• Retirement

In order to resign from a teaching position in the district, the following procedures should be followed:

• Immediately contact your administrator to discuss your intent to resign.
• Any employee desiring to resign shall give to the superintendent written notice at least thirty days prior to the effective date of resignation. All resignations will be referred to the Talent Management department for immediate processing. Resignations should not be directed or written to principals, but they should be provided a copy only for their files.
• All written resignations should include:
  • Current position and work site
  • Date resignation is to be effective
• All Tulsa Public Schools property must be returned to the site administrator or Talent Management staff, (keys, badges, etc.) upon departure from the district.
• The Talent Management specialist will notify all appropriate personnel of the resignation, including the payroll department which will process and issue your final warrant.
• IMPORTANT: FOLLOW THE LINK BELOW TO COMPLETE AND SUBMIT THE EXIT INTERVIEW QUESTIONNAIRE TO THE Talent Management DEPARTMENT.
  Exit Interview Questionnaire - Teachers

Individuals who have resigned or otherwise terminated from the Tulsa Public Schools may be reemployed, but under the same terms and conditions applicable to any new employee. Employees who resign without giving the required notice or following the proper procedures will not be released from Tulsa Public Schools and may be denied future employment.

When a teacher resigns after completing a school year, has a change in plans, and requests that the resignation be rescinded, such request may be approved if the teacher has completed the previous school year and is available for the beginning of the following school year without any significant loss of teaching time. The individual may be continued without loss in salary status and in the same position he or she filled the previous year if the previous assignment is still available. In case the previous position has been filled, he or she may then be considered for another assignment if one is available.

Any questions or concerns regarding these procedures should be directed to Rita Smith, Talent Management specialist, at 918-746-6510 or smithri@tulsaschools.org.

Items appearing in red are copied from the most recent online Certified Staff Handbook.

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SUPPORT STAFF

The means of voluntary separation from the district include the following:

• Resignation
• Retirement

The procedures listed below should be followed when a decision has been made to resign your employment or retire from the district.

• Immediately notify your supervisor and/or principal of your intent to resign or retire.
• Put your intent to resign or retire in writing. In order to be eligible for rehire, a written notice of the intent to resign or retire must be given to the supervisor with a copy sent to the Talent Management department at least 14 calendar days prior to the last day of work.
• A resignation is effective on the date stated in the resignation. In the absence of a stated effective date, a resignation becomes effective on the date received.
• Once received, a resignation is considered final and non-revocable.
• A support employee who has resigned must turn in his/her identification badge and all other items of school district property in his/her possession or to which he/she has access to the immediate supervisor or the lead director of support personnel before the support employee’s final check will be issued.
• All written resignations or retirement notices should include:
  • Current position and work site
  • Date resignation is to be effective
• The Talent Management specialist will notify all appropriate personnel of the resignation, including the payroll department , which will process and issue the final pay check to include payments, when applicable, for unused sick and vacation.
• An employee will be considered to be entering “retirement” if one of the two conditions below exist:
  • Years of service plus retiree’s age equals 80 or 90 depending on the hire date:
    • Rule of 80 applies to employees hired prior to July 1, 1992
    • Rule of 90 applies to employees hired on or after July 1, 1992.
  • The employee has attained age 62 or greater at the time of their proposed retirement.
• IMPORTANT: FOLLOW THE LINK BELOW TO COMPLETE AND SUBMIT THE EXIT INTERVIEW QUESTIONNAIRE TO THE Talent Management DEPARTMENT.
  Exit Interview Questionnaire - Support Employees Only

Any questions or concerns regarding these procedures should be directed to the Talent Management department.

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