Common use of Administrative Intern Clause in Contracts

Administrative Intern. Any member who serves in a full-time administrative intern position will be paid $1,000 per semester to cover extra-duty outside of the normal working day. D. District School Improvement Chairpersons 1. The Board of Education shall establish positions and responsibilities of District Improvement Chairpersons. 2. All chairpersons will be selected by the building principal using the process listed below: a. An individual interested in one of these positions will submit his/her name for the position of chairperson to the building principal. Each candidate will be granted an interview by the principal. All candidates will be informed of the decision as to which candidate is selected as the chairperson in writing by the principal. b. Pay Scale: District Improvement Chairpersons $1200 (Elementary – 1 person per building / Secondary – 2 persons per building) E. District / Building Leadership Positions District / Building Leadership positions will be determined annually at the discretion of the Administration. 1. The Board of Education shall establish positions and responsibilities of each leadership position. 2. All leadership positions will be selected by the principal using the process listed below: a. An individual interested in one of these positions will submit his/her name for the leadership position to the principal(s). Each candidate will be granted an interview by a team of principals and the Director of Curriculum. All candidates will be informed of the decision as to which candidate is selected in writing by the principal(s). b. Structure and Pay Scale: Grade Level Chairpersons $1100 (Elementary Only – 1 person per grade level – Kindergarten, First, Second, Third, Fourth, Fifth – Total of 6) Special Education Chairpersons $1100 (1 person per level – Elementary, Middle School, High School – Total of 3) Middle and High School Department Chairpersons $1100 (1 person per level in each of the four core areas – Language Arts, Math, Science, Social Studies – Total of 8) K-12 Department Chairpersons $1100 (1 person in each of the three areas – Business/Technology, Fine Arts, Physical Education/Health – Total of 3) The MiBLSi Leadership Positions will be determined by Administration. Some roles will be part an administrator’s assignment. Social Workers and Counselors may have MiBLSi duties as part of their job responsibilities and as determined by the building principal. When a teacher accepts a MiBLSi leadership role, the teachers will be compensated according to the following: DIT Member $1100 Literacy Coach $1100 Behavior Coach $1100 DIBELs Mentor $1100 SWIS Facilitator $1100 PBIS Assessment Coordinator $1100 SRSS Coordinator $1100 Tier II/III Intervention Coordinator $1100 Link Crew Teacher Mentor $1000 a. Both parties recognize that in the future partial restructuring of departments may be necessary and, in conjunction with the Association, the Administration may make such adjustments. F. The Board and the Association agree that it is most desirable that extra-duty positions be filled from current staff. The Board agrees to grant an interview to all current staff members who apply for extra-duty positions. In filling such positions, the Board agrees to consider the professional backgrounds of all applicants. When a request for such a position is denied, the reasons for the denial shall be made in writing to the current staff applicant within fifteen (15) days after the position is assigned. Extra-duty positions filled by persons outside the current staff shall be considered vacant at the end of each school year and current staff shall have the opportunity to apply. III. Experience credit A. Upon hire for placement on the salary schedule, credit up to seven (7) or eight (8) years will be given for all classroom teaching experience in a school as a certified teacher in a related certificated experience, excluding substitute teaching. See Paragraph B below. In the event that a teacher is initially hired for a non-traditional position (special education, CTE, vocational education, social worker or guidance/counseling, etc.), the Board may give up to one (1) year credit for all related experiences associated with their assignment with no limit on the total number of years credited for the initial salary placement purposes. B. Credit for classroom teaching experience will advance in future school years until eight (8) years is attained. 2020 – 2021: Step 7 (seven year cap) 2021 – 2022: Step 8 (eight year cap) C. Credit up to seven (7) or eight (8) years will be given for all previous extra duty experience. D. Credit for placement on the extra duty schedule will be rounded up to the nearest full year with a cap of seven (7) years for 2020 – 2021, and eight (8) years for 2021 – 2022. IV. Effective dates Increments become effective on the starting day of school each year.

Administrative Intern. Any member who serves in a full-time administrative intern position will be paid $1,000 per semester to cover extra-duty outside of the normal working day. D. District School Improvement Chairpersons 1. The Board of Education shall establish positions and responsibilities of District Improvement Chairpersons. 2. All chairpersons will be selected by the building principal using the process listed below: a. An individual interested in one of these positions will submit his/her name for the position of chairperson to the building principal. Each candidate will be granted an interview by the principal. All candidates will be informed of the decision as to which candidate is selected as the chairperson in writing by the principal. b. Pay Scale: District Improvement Chairpersons $1200 (Elementary – 1 person per building / Secondary – 2 persons per building) E. District / Building Leadership Positions District / Building Leadership positions will be determined annually at the discretion of the Administration. 1. The Board of Education shall establish positions and responsibilities of each leadership position. 2. All leadership positions will be selected by the principal using the process listed below: a. An individual interested in one of these positions will submit his/her name for the leadership position to the principal(s). Each candidate will be granted an interview by a team of principals and the Director of Curriculum. All candidates will be informed of the decision as to which candidate is selected in writing by the principal(s). b. Structure and Pay Scale: Grade Level Chairpersons $1100 (Elementary Only – 1 person per grade level – Kindergarten, First, Second, Third, Fourth, Fifth – Total of 6) Special Education Chairpersons $1100 (1 person per level – Elementary, Middle School, High School – Total of 3) Middle and High School Department Chairpersons $1100 (1 person per level in each of the four core areas – Language Arts, Math, Science, Social Studies – Total of 8) K-12 Department Chairpersons $1100 (1 person in each of the three areas – Business/Technology, Fine Arts, Physical Education/Health – Total of 3) The MiBLSi Leadership Positions will be determined by Administration. Some roles will be part an administrator’s assignment. Social Workers and Counselors may have MiBLSi duties as part of their job responsibilities and as determined by the building principal. When a teacher accepts a MiBLSi XxXXXx leadership role, the teachers will be compensated according to the following: DIT Member $1100 Literacy Coach $1100 Behavior Coach $1100 DIBELs Mentor $1100 SWIS Facilitator $1100 PBIS Assessment Coordinator $1100 SRSS Coordinator $1100 Tier II/III Intervention Coordinator $1100 Link Crew Teacher Mentor $1000 a. Both parties recognize that in the future partial restructuring of departments may be necessary and, in conjunction with the Association, the Administration may make such adjustments. F. The Board and the Association agree that it is most desirable that extra-duty positions be filled from current staff. The Board agrees to grant an interview to all current staff members who apply for extra-duty positions. In filling such positions, the Board agrees to consider the professional backgrounds of all applicants. When a request for such a position is denied, the reasons for the denial shall be made in writing to the current staff applicant within fifteen (15) days after the position is assigned. Extra-duty positions filled by persons outside the current staff shall be considered vacant at the end of each school year and current staff shall have the opportunity to apply. III. Experience credit A. Upon hire for placement on the salary schedule, credit up to seven (7) or eight (8) years will be given for all classroom teaching experience in a school as a certified teacher in a related certificated experience, excluding substitute teaching. See Paragraph B below. In the event that a teacher is initially hired for a non-traditional position (special education, CTE, vocational education, social worker or guidance/counseling, etc.), the Board may give up to one (1) year credit for all related experiences associated with their assignment with no limit on the total number of years credited for the initial salary placement purposes. B. Credit for classroom teaching experience will advance in future school years until eight (8) years is attained. 2020 – 2021: Step 7 (seven year cap) 2021 – 2022: Step 8 (eight year cap) C. Credit up to seven (7) or eight (8) years will be given for all previous extra duty experience. D. Credit for placement on the extra duty schedule will be rounded up to the nearest full year with a cap of seven (7) years for 2020 – 2021, and eight (8) years for 2021 – 2022. IV. Effective dates Increments become effective on the starting day of school each year.

Administrative Intern. Any member who serves in a full-time administrative intern position will be paid $1,000 per semester to cover extra-duty outside of the normal working day. D. District School Improvement Chairpersons 1. The Board of Education shall establish positions and responsibilities of District Improvement Chairpersons. 2. All chairpersons will be selected by the building principal using the process listed below: a. An individual interested in one of these positions will submit his/her name for the position of chairperson to the building principal. Each candidate will be granted an interview by the principal. All candidates will be informed of the decision as to which candidate is selected as the chairperson in writing by the principal. b. Pay Scale: District Improvement Chairpersons $1200 1,200 (Elementary – 1 person per building / Secondary – 2 persons per building) E. District / Building Leadership Positions District / Building Leadership positions will be determined annually at the discretion of the Administration. 1. The Board of Education shall establish positions and responsibilities of each leadership position. 2. All leadership positions will be selected by the principal using the process listed below: a. An individual interested in one of these positions will submit his/her name for the leadership position to the principal(s). Each candidate will be granted an interview by a team of principals and the Director of Curriculum. All candidates will be informed of the decision as to which candidate is selected in writing by the principal(s). b. Structure and Pay Scale: Grade Level Chairpersons $1100 1,100 (Elementary Only – 1 person per grade level – Kindergarten, First, Second, Third, Fourth, Fifth – Total of 6) Special Education Chairpersons $1100 1,100 (1 person per level – Elementary, Middle School, High School – Total of 3) Middle and High School Department Chairpersons $1100 (1 person per level in each of the four core areas – Language Arts, Math, Science, Social Studies – Total of 8) K-12 Department Chairpersons $1100 1,100 (1 person in each of the three areas – Business/Technology, Fine Arts, Physical Education/Health – Total of 3) The MiBLSi Leadership Positions will be determined by Administration. Some roles will be part an administrator’s assignment. Social Workers and Counselors may have MiBLSi duties as part of their job responsibilities and as determined by the building principal. When a teacher accepts a MiBLSi XxXXXx leadership role, the teachers will be compensated according to the following: DIT Member $1100 1,100 Literacy Coach $1100 1,100 Behavior Coach $1100 1,100 DIBELs Mentor $1100 1,100 SWIS Facilitator $1100 1,100 PBIS Assessment Coordinator $1100 SRSS Coordinator $1100 1,100 Tier II/III Intervention Coordinator $1100 1,100 Link Crew Teacher Mentor $10001,000 a. Both parties recognize that in the future partial restructuring of departments may be necessary and, in conjunction with the Association, the Administration may make such adjustments. F. The Board and the Association agree that it is most desirable that extra-duty positions be filled from current staff. The Board agrees to grant an interview to all current staff members who apply for extra-duty positions. In filling such positions, the Board agrees to consider the professional backgrounds of all applicants. When a request for such a position is denied, the reasons for the denial shall be made in writing to the current staff applicant within fifteen (15) days after the position is assigned. Extra-duty positions filled by persons outside the current staff shall be considered vacant at the end of each school year and current staff shall have the opportunity to apply. III. Experience credit A. Upon hire for placement on the salary schedule, credit up to seven (7) or eight (8) years will be given for all classroom teaching experience in a school as a certified teacher in a related certificated experience, excluding substitute teaching. See Paragraph B below. In the event that a teacher is initially hired for a non-traditional position (special education, CTE, vocational education, social worker or guidance/counseling, etc.), the Board may give up to one (1) year credit for all related experiences associated with their assignment with no limit on the total number of years credited for the initial salary placement purposes. B. Credit for classroom teaching experience will advance in future school years until eight (8) years is attained. 2020 – 2021: Step 7 (seven year cap) 2021 – 2022: Step 8 (eight year cap) C. Credit up to seven (7) or eight (8) years will be given for all previous extra duty experience. D. Credit for placement on the extra duty schedule will be rounded up to the nearest full year with a cap of seven (7) years for 2020 – 2021, and eight (8) years for 2021 – 2022. IV. Effective dates Increments become effective on the starting day of school each year.