Career Ladder Advancement. To be eligible for an education allotment, Instructional and Pupil Service Personnel must have a bachelor’s degree plus 24 credits or a master’s degree, and three years of successful teaching experience. Credits must be received for the education allotment on the career ladder by September 1. Credits must be earned subsequent to a degree and initial certification. All credits are to be counted in semester hours or equivalent. If the approval of any credit is in question, the teacher should seek approval by the Professional Advancement Committee prior to course registration. Documentation of additional professional growth and approval of the Professional Advancement Committee shall be submitted to the District Human Resources Department eligibility for the education allotment on the career ladder.
1. Up to fifteen (15) semester hours of undergraduate course work credits may be accepted for education allotment.
2. Additional undergraduate classes in the area of technology taken subsequent to the implementation of the Idaho Technology Proficiency Requirement of July 1997 may be accepted for horizontal advancement during each contract year if they are in the following areas: Computing Environment (hardware and software), word processing, database, telecommunications, spreadsheets, presentation software, or the integration of technology into the classroom/curriculum.
Career Ladder Advancement. At the time the employee reaches their earliest date of promotion eligibility, the Department will decide whether or not to promote the employee. If an employee is rated as successful and is meeting the promotion criteria in the career ladder plan, the Department will certify the promotion which will be effective at the beginning of the first pay period after the requirements are met. If an employee is not meeting the criteria for promotion, the employee will be given a written notice at least 60 days prior to earliest date of promotion eligibility. The written notice will state what the employee needs to do to meet the promotion plan criteria. Should a career ladder plan require only a three month training period, the above notice shall be a reasonable period prior to the earliest date of promotion eligibility. If the employee is making progress, the supervisor will ensure that the employee has the opportunity to acquire pertinent skills and knowledge and to demonstrate that they meet promotion requirements as soon as feasible. If the employee is experiencing problems, the provisions in Paragraph B of this section are applicable. In the event that the employee met the promotion criteria, but the appropriate Department official failed to initiate the promotion timely, the promotion will be retroactive to the beginning of the first pay period after the pay period in which the requirements were met. At any time a supervisor and/or employee recognize an employee’s need for assistance in meeting the career ladder advancement criteria, the supervisor and employee will develop a plan tailored to assisting the employee in meeting the criteria. The plan should include all applicable training, as well as any other appropriate support. At the request of the employee, the local union may provide assistance. If a non-probationary employee fails to meet the promotion criteria after the appropriate assistance, the Department may: Provide the employee with additional time to meet the promotion criteria; Assign the employee duties commensurate with their current grade (The career ladder plan may end, and the employee will remain at the level they attained within the career ladder. The employee may be reinstated back into the career ladder plan non-competitively if the employee remains in the position covered by the career ladder plan.); or, The employee may be assigned to another position at the same grade and step. If an employee is denied a career ladder promotion becau...
Career Ladder Advancement. A. The certification board will consist of four members: one AFSCME field representative, one bargaining agent from the Craft Council, and two members from management of the Montana Department of Transportation. Alternate committee members may be substituted when current members are unable to attend. The board will approve certification requirements in the maintenance career ladder program, and resolve any disputes regarding career ladder decisions.
Career Ladder Advancement. This section provides the system for advancing MHP Communication System Operators (CSO’s) within the following Career Ladder. CSO’s will be promoted when they have met the requirements for advancement. This career progression ladder is separate from and in addition to salary survey base increases. The percentage increases are cumulative over the course of a CSO’s career.
Career Ladder Advancement. A. At the time the employee reaches his/her earliest date of promotion eligibility, the Agency will decide whether to promote the employee.
1. An employee in a career ladder position will be promoted on the first full pay period after the minimum time-in-grade and experience requirements have been met, if the employee has demonstrated the ability to perform at the next higher grade in the career ladder.
2. If an employee is not meeting the criteria for promotion, the employee will be provided with a written notice.
3. In the event that the employee met the promotion criteria but the appropriate management official failed to initiate the promotion timely, the promotion will be retroactive to the beginning of the first pay period after the pay period in which the requirements were met.
B. At any time management and/or the employee recognizes an employee’s need for assistance in meeting the career ladder advancement criteria, management will develop a plan to assist the employee in meeting the criteria. The plan should include all applicable training as well as any other appropriate support. If a non-probationary employee fails to meet the promotion criteria after the appropriate assistance, the Agency may,
1. provide the employee with additional time to meet the promotion criteria or the employee may be assigned to another position at the same grade and step.
Career Ladder Advancement. To be eligible for an education allotment, Instructional and Pupil Service Personnel must have a bachelor’s degree plus 24 credits or a master’s degree, and three years of successful teaching experience. Credits must be received for the education allotment on the career
1. Up to fifteen (15) semester hours of undergraduate course work credits may be accepted for education allotment.
2. Additional undergraduate classes in the area of technology taken subsequent to the implementation of the Idaho Technology Proficiency Requirement of July 1997 may be accepted for horizontal advancement during each contract year if they are in the following areas: Computing Environment (hardware and software), word processing, database, telecommunications, spreadsheets, presentation software, or the integration of technology into the classroom/curriculum.
Career Ladder Advancement. A. At the time the employee reaches his/her earliest date of promotion eligibility, the Administration will decide whether or not to promote the employee. If an employee is eligible for promotion, the Administration will certify the promotion which will be effective at the beginning of the first pay period after the requirements are met. If an employee is not meeting the criteria for promotion to the next grade level of the career ladder, the employee will be provided with 45 days written notice prior to earliest date of promotion eligibility. In the event that the employee met the promotion criteria but the appropriate management official failed to initiate the promotion timely, the promotion will be retroactive to the beginning of the first pay period after the pay period in which the requirements were met.
B. At any time a supervisor and/or the employee recognizes the employee's need for assistance in meeting the career ladder advancement criteria, the supervisor will develop a plan with input from the employee to assist the employee in meeting those performance expectations or the career ladder advancement criteria. The plan should include all applicable training as well as any other appropriate support. If a non-probationary employee fails to meet the promotion criteria after the appropriate assistance, the Administration will: Provide the employee with additional time to meet the promotion criteria. The Agency will promote the employee at any time that the employee meets the promotion criteria or Reassign the employee to another position at the same grade and step.
Career Ladder Advancement. 1. At the time the employee reaches his/her earliest date of promotion eligibility, the Employer will decide whether or not to promote the employee.
a. If an employee is rated as “Fully Successful” and is meeting the promotion criteria in the career ladder plan, the Employer will certify the promotion which will be effective at the beginning of the first pay period after the requirements are met.
b. If an employee is not meeting the criteria for promotion, the employee will be given a written notice at least 30 calendar days prior to the earliest date of promotion eligibility. The written notice will state what the employee needs to do to meet the promotion plan criteria. Should a career ladder plan require only a three month training period, the above notice shall be a reasonable period prior to the earliest date of promotion eligibility.
Career Ladder Advancement. This section provides the system for advancing MHP Communication System Operators (CSO’s) within the following Career Ladder. CSO’s will be promoted when they have met the requirements for advancement. This career progression ladder is separate from and in addition to salary survey base increases. The percentage increases are cumulative over the course of a CSO’s career. The purpose of this career ladder is to provide employees the opportunity to advance in their careers, to increase CSO retention by providing opportunity for periodic professional and economic growth, and to demonstrate MHP’s commitment to increasing CSO competency through training. Promotion within the career ladder is allowed without a vacancy. A CSO will be eligible for promotion with s/he has met the requirements of the career ladder progression. Promotion is not based on race, sex, age, religion, national origin, handicap, marital status, political beliefs, or any other factor that would be in violation of federal or state civil rights laws. The effective date for promotion will be the first pay period after the employee has met all promotion requirements. Promotion cannot be withheld based upon evaluation ratings or disciplinary action. Training designated as “approved training” for the purposes of accruing hours shall include APCO and POST certified communications trainings, as well as any others reviewed by management and deemed relevant to CSO work duties at the Montana Highway Patrol Communications Center.
Career Ladder Advancement. Advancement on the Career Ladder will be subject to negotiation. Employees who successfully complete the career ladder process by June 30, 2017 will be able to advance on the career ladder for the 2016-2017 school year only. Employees eligible for advancement will not be entitiled to retroactive compensation. Notwithstanding anything to the contrary herein, there will be no advancement on career ladders for the 2017-2018 school year and thereafter.
