Advancement on Salary Guide a. Teachers holding a standard certificate may, with the approval of the Board, advance from one column of the salary guide to a succeeding column by presenting evidence of professional growth in the form of: (1) an earned degree (required for advancement to the BA, MA, or doctorate column), (2) graduate credits earned after award of the degree, (3) undergraduate credits earned after award of the degree and given prior approval by the Board, and (4) equivalency credits granted by the Board. No more than seven credits in the form of undergraduate or equivalency credits may be presented as qualifying training for advancement to each column of the guide.
b. Teachers and nurses with a substandard certificate (provisional or emergency) will not be eligible Section D: Teachers for salary adjustment for additional training until the deficiency has been removed.
c. Application for salary adjustment by change in column on the salary guide must be made to the Superintendent in writing no later than October 1 of each academic year to establish eligibility for salary adjustment in that academic year. The application must be supported by.:
(1) an official transcript of credits earned in an approved college or university, and (2) certification of equivalency credits earned.
d. Upon application by a teacher in writing, equivalency credits may be granted, at the discretion of the Board and under the rules and regulations of the Board for:
(1) the successful completion of an in-service study program, workshop or course sponsored or co-sponsored by the Board, and (2) the successful completion of a non-credit seminar, workshop or institute sponsored by colleges, or universities, state department of education or other agency. The amount of credit for each activity will be based upon attendance and preparation requirements and, in general will follow college standards.
Advancement on Salary Guide. Ten (10) month employees hired prior to January 1st of any school year and twelve (12) month employees hired prior to December 1st of any school year shall advance one stop at the commencement of the following school year.
Advancement on Salary Guide. 1. NPS shall implement a new nurse evaluation system with four summative rating categories—highly effective, effective, partially effective, and ineffective—beginning in school year 2014-15. There shall be movement on the steps and remuneration on the scale only by effective professional performance and valued experience. o Only nurses who receive effective or highly effective annual summative evaluation ratings will be entitled to move up one step on the salary scale. o Nurses who receive an ineffective annual summative evaluation rating are frozen and will stay on their current salary step. These nurses may request a Peer Validator. o Nurses who receive a partially effective annual summative evaluation rating may remain on their current salary step. The decision about whether or not these nurses will remain on their step is at the sole discretion of the Superintendent who will consult with the Peer Validator. o Nurses who receive a partially effective annual summative evaluation rating and who did not receive a step the prior year, and are rated effective or highly effective in the following year’s annual summative evaluation rating shall be entitled to a one-time stipend worth 50 percent (50%) of the difference between their new step and their old step, as an incentive for improvement. o For nurses who are not evaluated, the default will be a rating of effective for the sole purpose of step movement. Nurses who have not received the statutorily required number of evaluations due to the nurse’s substantial absence will not advance on the salary guide. Substantial absence shall be defined as consecutive absences of 10 work days or more. In the event of extended absence, the nurse and his/her administrator will work to schedule all evaluations prior to June 15 of that school year, if possible; however, the inability to schedule all evaluations shall not invalidate the second sentence of the provision herein. o The final decision of step movement rests with the Superintendent. The specific intent of the parties is to create a new compensation system where increments and raises are earned through effective performance. The process set forth in this section shall be the full process and is binding.
Advancement on Salary Guide. For any extended leave of absence granted under this Article, if a ten-month employee works at least 105 workdays in the school year, the employee will advance on the salary guide for the next school year. If a twelve-month employee works at least 145 workdays in the school year, the employee will advance on the salary guide for the next school year.
