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Selection and Retention of Employees – Return to Work

For purposes of this procedural directive, a “hard-to-fill position” means a position that requires specific or unique endorsements, certificates, qualifications, or No Child Left Behind requirements that are held by a limited number of candidates.

A New Mexico Educational Board retiree may return to employment under the Return to Work Program. Although the retired member does not contribute or earn any service credit for employment under the Return to Work Program, the employer must contribute both the employer and employee retirement contribution.

Board of Education policy G.01 Equal Employment shall be implemented as follows:

  1. The superintendent, or his/her designee, shall assign employees to positions which the superintendent determines to be in the best interest of the school district. 
  2. As of July 1, 2010 candidates who will participate in the “return to work program” (RTW) will only be considered for “hard to fill” positions.
  3. Current employees participating in the Return to Work Program will be grandfathered into their position.
  4. On May 15, 2010, and each year thereafter, the Human Resources Staffing Department will identify “hard to fill” school and department positions for the upcoming year. 
  5. Return to Work applicants will be selected for “hard to fill” positions at no more than a 1.0 full time equivalent (fte) and only if there are no other qualified candidates.
  6. Return to Work employees will receive a one-year contract.
  7. The Human Resource Staffing Department will monitor the hiring of Return to Work candidates.

Administrative Position:  Executive Director of Human Resources

Department Director:  Director of Employee Relations and Staffing


Legal Cross Ref.: 

  • New Mexico Educational Retirement Board Return to Work Program
  • §22-11-25.1 NMSA 1978

Board Policy Cross Ref.: G.01 Equal Employment   

NSBA/NEPN Classification:    GBA, GCBA, GCE, GCF

Approved: March 26, 2010