Career Ladder Advancement Sample Clauses

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. All semester credits earned above a Bachelor’s Degree and initial certification must be graduate hours, except as follows:
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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.
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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. Title Education/Experience % Increase to Probationary Base Probationary CSO Meets minimum qualifications through competitive recruitment - CSO I Successful completion of duties assigned as probationary CSO through end of year 3. Performs at an acceptable level as reflected in performance appraisals CSO II  Minimum of 10 years completed MHP service  Minimum of 356 hours completed approved training 0.5% CSO III  Minimum of 16 years completed MHP service  Minimum of 548 hours completed approved training 1.5%
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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...
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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.
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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.
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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.
Sample 1
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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.
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Related to Career Ladder Advancement

  • Step Advancement Each faculty member will be granted one (1) increment on the salary schedule each year up to the maximum allowed. To qualify for advancement one (1) step on the salary schedule, employees must have been employed in a paid status or on any form of medical leave (FMLA, CFRA, etc.), or on military leave seventy-five percent (75%) or more of the school days in a school year.

  • Salary Advancement Assigned salary ranges normally contain 5 steps. Employees move through these steps on the basis of performance in the position hired/promoted into. Regular, full-time employees shall be eligible for salary step advancement consideration, as follows:

  • Salary Schedule Advancement The base salaries in each cluster within a step may be increased through COLA, turnover savings, increments, and additional educational attainment. Once placed in a cluster within a step, faculty do not move from cluster to cluster except as described in B.3.B below.

  • Reimbursement of Expenses Associated with Security Breach In the event of a Security Breach that is attributable to the Provider, the Provider shall reimburse and indemnify the LEA for any and all costs and expenses that the LEA incurs in investigating and remediating the Security Breach, without regard to any limitation of liability provision otherwise agreed to between Provider and LEA, including but not limited to costs and expenses associated with:

  • Advancement on Salary Schedule A worker will advance to the next step of the salary schedule on the first of the calendar month following the completion of the first six months of service, provided that he/she has received from the supervising manager a “good solid performance” rating. If the worker's supervising manager has not completed the evaluation and given a copy to the worker by the date when the worker is scheduled to receive the step increase, the increase shall be granted automatically. A classified hourly employee will advance to the second step of the salary schedule on the first of the calendar month following the completion of one year of service provided that he/she has received from the supervising manager a “good solid performance” rating. If the employee’s supervising manager has not completed the evaluation and given a copy to the employee by the date when the employee is scheduled to receive the step increase, the increase shall be granted automatically. A worker's first month of service will be the month during which he/she begins work providing he/she renders service before the 11th of the month. In all other cases, the worker's first month of service will be the calendar month following the date on which he/she begins work. A worker will advance to subsequent steps as he/she completes an additional year of service with a satisfactory rating on the annual evaluation. A classified hourly employee will advance to subsequent steps as he/she completes an additional two years of service with a satisfactory rating on the bi-annual evaluation. A year for 12-month workers is 12 months; for 11-month workers, 11 months; for 10-month workers, 10 months; for academic- day workers, the academic year. However, if the worker's supervising manager does not complete the annual evaluation and give a copy to the worker by the date the worker is scheduled to receive the step increase, the increase shall be granted automatically. A worker's anniversary date for salary increments shall be the anniversary of his/her first month of service after completing six months in a class. The anniversary date for a classified hourly employee shall be the date of hire in the classified hourly position. Any month during the worker's work year during which he/she is not in paid status will not count toward the anniversary date and will advance it by one month. A worker who demonstrates exceptional ability and diligence as a worker of the District may be given double advancement on recommendation of the supervising manager and with approval of the Director of Human Resources, the President, or the Chancellor.

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