Career Steps Sample Clauses

Career Steps. For Fiscal Year 2018, all faculty members who have completed ten
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Career Steps. Starting July 1, 2018, all faculty members who have completed ten (10), seventeen (17), or twenty-five (25) years of service shall receive two (2) additional steps on the salary schedule at the beginning of their eleventh (11th), eighteenth (18th), or twenty-sixth (26th) year of service respectively. Years of service shall be counted as of the end of the academic year. Beginning Fiscal Year 2019, career steps shall be implemented following the step advancements for promotion provided for in Section B and the minimum step placement provided for in Section L of this Article, at the start of the Fiscal Year that corresponds to the faculty member’s eleventh (11th), eighteenth (18th) or twenty-sixth (26th) years of service, as applicable. The seniority roster shall be used to determine years of service. Administrators who return to the bargaining unit shall have the years served as an administrator included in the years of service for purposes of this section only. (See Appendix I)
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Career Steps. All faculty members who have completed ten (10) years of service shall receive two (2) additional steps on the salary schedule at the beginning of their eleventh (11th) year of service. Faculty members who have completed twenty (20) years of service shall receive an additional two (2) steps on the salary schedule at the beginning of their twenty-first (21st) year of service. Faculty members who have completed thirty (30) years of service shall receive an additional two (2) steps on the salary schedule at the beginning of their thirty-first (31st) year of service. Years of service shall be counted as of the end of the academic year. Career steps shall be effective July 1. The seniority roster shall be used to determine years of service. Administrators who return to the bargaining unit shall have the years served as an administrator included in the years of service for purposes of this section only. (See Appendix I.) Unless extended or modified by the parties to this Agreement, this section shall sunset on June 30, 2013.
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Career Steps. All faculty members who have completed ten (10) years of service shall receive two (2) additional steps on the salary schedule at the beginning of their eleventh (11th) year of service. Faculty members who have completed twenty (20) years of service shall receive an additional two (2) steps on the salary schedule at the beginning of their twenty-first (21st) year of service. Faculty members who have completed thirty (30) years of service shall receive an additional two (2) steps on the salary schedule at the beginning of their thirty-first (31st) year of service. Years of service shall be counted as of the end of the academic year. Career steps shall be effective July 1. The seniority roster shall be used to determine years of service. Administrators who return to the bargaining unit shall have the years served as an administrator included in the years of service for purposes of this section only. (See Appendix I.)
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Career Steps. For Fiscal Year 2018, all faculty members who have completed ten (10) years of service shall receive two (2) additional steps on the salary schedule at the beginning of their eleventh (11th) year of service. Faculty members who have completed twenty (20) years of service shall receive an additional two (2) steps on the salary schedule at the beginning of their twenty-first (21st) year of service. Faculty members who have completed thirty (30) years of service shall receive an additional two (2) steps on the salary schedule at the beginning of their thirty-first (31st) year of service. Starting July 1, 2018, all faculty members who have completed ten (10), seventeen (17), or twenty-five (25) years of service shall receive two (2) additional steps on the salary schedule at the beginning of their eleventh (11th), eighteenth (18th), or twenty-sixth (26th) year of service respectively. Years of service shall be counted as of the end of the academic year. Career steps shall be implemented following the step advancements for promotion provided for in Section B and the minimum step placement provided for in Section L of this article, at the start of the fiscal year that corresponds to the faculty member’s 11th, 21st or 31st years of service, as applicable. Beginning Fiscal Year 2019, career steps shall be implemented following the step advancements for promotion provided for in Section B and the minimum step placement provided for in Section L of this Article, at the start of the fiscal year that corresponds to the faculty member’s 11th, 18th or 26th years of service, as applicable. For purposes of implementation of this section, as of July 1, 2018, those faculty members who have completed seventeen (17), eighteen (18), nineteen (19), or twenty (20) years of service shall receive two (2) additional steps; and those faculty members who have completed twenty-five (25), twenty-six (26), twenty-seven (27), twenty-eight (28), twenty-nine (29), or thirty (30) years of service shall receive two (2) additional steps.
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Career Steps. All faculty members who have completed ten (10) years of service shall receive two (2) additional steps on the salary schedule at the beginning of their eleventh
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Career Steps. Add $2,500 to the base salary of any administrator with a doctorate. PAY POLICY FOR NEW EMPLOYEES (EFFECTIVE JULY 1, 1989) New administrators hired on a 261 day contract will be paid on a July 1 through June 30 schedule. Less than 261 day administrators will be paid on an August 1 through July 31 schedule. In the event a new administrator begins work prior to August 1, the first pay period will be adjusted to reflect the earlier start. Appendix A (Rates of Pay) Continued… 2015-2016: Rate of Pay/Step Schedule ASSIST PRINCIPAL WMS Work Days 199 Holidays 10 Vacation 22 Total Contract 231 ASSIST PRINCIPAL WSHS / WALC* Work Days 216 Holidays 11 Vacation 24 Total Contract 251 ELEMENTARY PRINCIPAL Work Days 208 Holidays 10 Vacation 23 Total Contract 241 SECONDARY PRINCIPAL WMS Work Days 225 Holidays 11 Vacation 25 Total Contract 261 SECONDARY PRINCIPAL WSHS STEP II STEP III STEP IV STEP V Work Days 225 Holidays 11 Vacation 25 Total Contract 261 Annual 74,418 Annual 77,846 Annual 81,275 Annual 84,899 Annual 81,505 Annual 85,217 Annual 89,015 Annual 92,984 Annual 83,738 Annual 87,536 Annual 91,423 Annual 95,483 Annual 92,801 Annual 97,010 Annual 101,319 Annual 105,823 Annual 97,488 Annual 101,698 Annual 106,007 Annual 110,509 Annual is based on 261 year with paid time off as described in Article VII. *WALC Asst. Principal: Number of days may vary depending on summer school responsibilities. In district mileage stipend is eliminated and has been added to the base. Employees shall be eligible for one step advancement on July 1st of each year. Steps shall not be granted until such time as a contract is ratified by both parties. Steps may be withheld for cause as determined by the superintendent. Career Increment - Effective July 1, 2014, with a minimum of six years as an employed member of the Winona Administrators’ Association an additional payment of up to $2,050 career increment. Prior to July 1, 2014, Career Increment began with the 20th year of employment. Career increment is based on performance and contingent upon proficiency as determined in the District Evaluation Plan for Licensed Administrators (including Checkpoint (Career Increment is an annual payment and is not added to the base salary.) Appendix A (Rates of Pay) Continued… 2016-2017: Rate of Pay/Step Schedule ASSIST PRINCIPAL WMS Work Days 202 Holidays 10 Vacation 22 Total Contract 234 ASSIST PRINCIPAL WSHS / WALC Work Days 216 Holidays 11 Vacation 24 Total Contract 251 ELEMENTARY PRINCIPAL Work Days 2...
Sample 1
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Career Steps. Starting July 1, 2018, all faculty members who have completed 10, 17, or 25 years of service shall receive two additional steps on the salary schedule at the beginning of their eleventh, eighteenth, or twenty-sixth year of service respectively. Years of service shall be counted as of the end of the academic year. Beginning Fiscal Year 2019, career steps shall be implemented following the step advancements for promotion provided for in Section B and the minimum step placement provided for in Section L of this Article, at the start of the Fiscal Year that corresponds to the faculty member’s eleventh, eighteenth or twenty-sixth years of service, as applicable. The seniority roster shall be used to determine years of service. Administrators who return to the bargaining unit shall have the years served as an administrator included in the years of service for purposes of this section only. (See Appendix I)
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Related to Career Steps

  • Longevity Steps STEP 19 = 11 years of, full-time service in the Murrieta Valley Unified School District with the exception of broken service caused by an allowable necessity in accordance with the definition of “Allowable Necessity” contained in Appendix F “Definition of Terms.” STEP 22 = 14 years of, full-time service in the Murrieta Valley Unified School District with the exception of broken service caused by an allowable necessity in accordance with the definition of “Allowable Necessity” contained in Appendix F “Definition of Terms.” STEP 25 = 17 years of, full-time service in the Murrieta Valley Unified School District with the exception of broken service caused by an allowable necessity in accordance with the definition of “Allowable Necessity” contained in Appendix F “Definition of Terms.” STEP 28 = 20 years of, full-time service in the Murrieta Valley Unified School District with the exception of broken service caused by an allowable necessity in accordance with the definition of “Allowable Necessity” contained in Appendix F “Definition of Terms.”

  • Further steps Each party agrees, at its own expense, to do anything the other party asks (such as obtaining consents, signing and producing documents and getting documents completed and signed):

  • NEXT STEPS If you disagree with my findings you may request a hearing to appeal the decision by contacting me using the details provided. If you would like to discuss your application or if there is any confusion on how to proceed, you can write to, e-mail or telephone me. My contact details are shown at the top of this letter. Failure to Respond If you fail to respond by the date given above, your application will be refused under Section 3A(4) of the Registered Designs Act 1949.

  • Action Steps State scope of practice laws can allow for broad, unre- stricted CPAs between pharmacists and other providers. To build and strengthen collaborative practices, phar- macists can use the following strategies, which were proposed by the APhA Foundation’s expert group: Use simple, understandable terms to describe the patient care services that pharmacists can provide. Educate other health care professionals about the value of including pharmacists on health care teams. Encourage other health professional organizations to work together when proposing changes to scope of practice laws. Set up or participate in interprofessional committees to discuss how scope of practice laws can expand the role of pharmacists and other health professionals in team-based care. Talk with local health care providers about entering into CPAs. Talk with payers about using viable business models to support pharmacists’ patient care services. Share appropriate health information with providers through the use of EHRs. Show relevant stakeholders the value of aligning incentives and reimbursement for all health care team members involved in patient care to improve health and decrease costs. Maintain strong, trusting, and mutually beneficial relationships with patients, doctors, and other providers and encourage those individuals to promote pharmacists’ patient care services. Expanding and promoting pharmacists’ patient care services at the local level can help key stakeholders understand the value of CPAs. Patients, doctors, and other health care pro- viders can share their positive experiences with pharmacists to affirm and promote the value that pharmacists bring to the health care system. They can also champion policies that support collaborative practices.

  • Steps STEP 1: The designated Union Representative(s), with or without the employee, shall attempt to resolve the matter with the employee's immediate supervisor within twenty-one (21) calendar days after the employee, through the use of reasonable diligence, should have had knowledge of the first occurrence of the event giving rise to the grievance. The supervisor shall then attempt to resolve the matter and shall respond to the Union Representative within seven (7) calendar days.

  • Omitting Steps a. Nothing in this Collective Agreement shall prevent the parties from mutually agreeing to refer a grievance to a higher step in the grievance procedure.

  • Formal Steps 1. Step One A grievant or the Union shall initiate their grievance in writing and present it formally to the College/University President or his or her designee. Such statement of grievance should include specific reference to the following:

  • Procedural Steps 33. a. Step 1: An employee having a grievance other than one involving disciplinary suspension or discharge, may first discuss it with the employee's immediate supervisor and try to work out a satisfactory solution in an informal manner. Resolution of any grievance at this step without the formal intervention of the Union or the Director of the Employee Relations Division (ERD) shall not impair the position of either the Union or the Director of ERD in any subsequent dispute between the City and the Union which advances beyond this step.

  • Grievance Procedure Steps The following procedure shall be followed by an employee submitting a grievance:

  • 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.

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