Career Ladder. Effective July 1, 2014, TALC and the District agreed to the 11 implementation of a Career Ladder for the advancement of instructional staff on the 12 Performance Salary Schedule. Elements of the Career Ladder are outlined and posted on 13 the District website and include detailed descriptions of Career Ladder levels and the 14 requirements for movement. All instructional staff hired on or after January 8, 2018 will 15 be placed on the Apprentice level of the Career Ladder.
Career Ladder. A joint UNION-STATE committee will consider the subject of a career ladder. If the STATE and the UNION agree that certain positions should be reclassified into a series of positions involving a career ladder, a joint recommendation will be made to the applicable authority.
Career Ladder. The parties shall continue to maintain the career ladder for Registered Nurses. The Registered Nurse Career Ladder Committee shall continue. Employees will continue to be paid by the employer for time spent. The Labor Management Committee may establish career ladders for other classifications.
Career Ladder. The purpose and intent of the career ladder process is to provide opportunities to all employees for advancement. This includes educational training, on the job training, cross training, and other resources that come available. The requirements outlined in the Career Ladder Process must be met before an employee can move along the division’s established career ladder path.
Career Ladder. The purpose of the Career Ladder is to provide full time employees the opportunity to further their education by taking college courses and/or obtaining a college degree in an area of study or discipline that could lead to career advancement within the District. Employees must be accepted in a District approved program leading to a degree.
Career Ladder. Purpose: To provide Xxxx 00 employees with necessary training and skills development opportunities in order to meet the general and unique needs of the Syracuse City School District while concurrently allowing the advancement of the employee’s formal education.
Career Ladder. The Sheriff's Office shall not consider applicants outside of the bargaining unit for promotion to the rank of Lieutenant if five or more qualified applicants, as defined in this section, who are members of the bargaining unit apply for the promotion. If less than five qualified applicants who are members of this bargaining unit apply for promotion to the rank of Lieutenant, then the Sheriff's Office may consider qualified applicants outside of the bargaining unit. The Sheriff's Office shall not consider applicants outside of the bargaining unit for promotion to the rank of Captain if three or more qualified applicants, as defined in this section, who are members of the bargaining unit apply for the promotion. If less than three qualified applicants who are members of this bargaining unit apply for promotion to the rank of Captain, then the Sheriff's Office may consider qualified applicants outside of the bargaining unit. The qualifications shall be that the candidate is not on probation and holds the rank in the Xxxxxx County Sheriff's Office immediately below the rank being sought in the promotion.
Career Ladder. Bargaining unit employees who hold valid Illinois teaching certificates may apply for any teaching vacancy for which they are qualified. All certificated assistants shall be eligible to apply for teaching vacancies for which they are qualified and shall be interviewed before any applicant is appointed to the position, except in case of emergency or where the District is obligated to appoint District #61 teachers to the position. If denied the position, the applicant may request a meeting with the Director of Human Resources to seek verbal reason why said applicant is denied.
Career Ladder. The HPS compensation system includes a teacher career ladder containing five tiers- Novice, Developing, Career, Advanced, and Master- that compensates teachers commensurate with their development and impact on students. It is envisioned that student outcomes will improve by creating a professional compensation system that will attract new high-potential teachers and retain our best performers and leaders. Novice teachers are typically first-year teachers entering teaching directly from college or who are new to the profession. Developing teachers are early career educators, typically in their second or third year in the profession. There are two levels within the Developing tier. Career teachers have been recognized as strong educators. Career teachers serve as role models to less-experienced educators, and proactively drive their own professional growth. There are five levels within the Career tier. Advanced teachers are outstanding educators who serve as school-wide models of excellence. Advanced teachers typically have at least five years of experience and possess deep expertise in their craft. Master teachers are exceptional educators who serve as district wide models of excellence. Master teachers have at least five years of experience, possess deep expertise in their craft, and are capable of elevating the practice of teachers who are still developing their craft to those educators who are highly skilled and talented. Master teachers will assume additional roles and responsibilities to support the district’s improvement. PK-8 MODEL (SY2019-2020 to SY2021-2022) - MASTER ------- ADVANCED $85,000 CAREER ---- $76,000 LEVEL V: $69,000 uired LEVEL IV: $66,000 Req LEVEL III: $62,000 cess LEVEL II: $58,000 n Pro DEVELOPING LEVEL I: $54,000 atio LEVEL II: $49,000 pplic NOVICE LEVEL I: $47,500 ---- A $46,000 ------- HIGH SCHOOL MODEL (SY2019-2020 to SY2021-2022) ---- MASTER ------ ADVANCED $85,000 CAREER ed - $76,000 LEVEL V: $67,000 equir LEVEL IV: $64,000 ss R LEVEL III: $60,000 roce LEVEL II: $56,000 ion P DEVELOPING LEVEL I: $52,000 licat LEVEL II: $47,000 - App NOVICE LEVEL I: $45,000 ------ $43,000 ------ A Career V teacher who receives the requisite evaluation ratings as described in Advancement on the Career Ladder shall receive an additional $1,000 added to their annual base salary annually. For SY2019-2020, High School Career V teachers who receives the requisite evaluation ratings as described in Advancement on the Career Ladder will receive an addi...
Career Ladder. Interval is a term used to describe movement on the pay scale. Achievement Units (AUs) describe the knowledge and skill necessary for an educator to evidence to move up on the new pay scale. When educators accumulate 3 AUs as a result of setting goals, reflection of progress towards goals, and completing an annual self-evaluation, they move one interval along the pay scale. All staff must attain 3 AU’s each year regardless of their interval standing.
