Chairperson Compensation Sample Clauses

Chairperson Compensation. Departments are divided into levels based upon scores generated by the formula summarized below and detailed in Handbook Section 4.5. The score is meant to quantify chair workload. Variables of the formula include: 1) total number of sections of courses delivered by a department (Sections); 2) the number of majors within a department (Majors); 3) the number of academic programs within a department (Programs); 4) the departmental budget, calculated from specific 700 and 800 budget lines (Resource Management); and 5)
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Chairperson Compensation. Release time for the chairperson of the Academic Affairs and Standards Council may be mutually agreed upon between the faculty member and the college president or designee, in consultation with the MSCF grievance representative. If release time is not agreed upon, the chairperson shall receive a stipend of three thousand dollars ($3,000.00). The other faculty members of the Council may be compensated if and as agreed to by the college president or designee.
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Chairperson Compensation. Departments are divided into two levels (A and B) depending on the size and complexity of the department. Variables used in classifying departments are: 1) Full-Time Equivalent Faculty (FTEF); 2) number of majors; 3) number of academic programs; 4) amount of facilities. The first two variables (FTEF, Majors) are weighted twice as much as the second two. All variables are translated into a scale of 1 to 10 for purposes of combining them into a single "total score" for the department. A "unit of compensation" in the plan is defined as either a 3-credit release or direct payment of a 3-credit overload stipend (using the Fall/Spring rate). The per credit payment for summer compensation will be at the current overload rate. For purposes of determining released time, all chairs are defined as being on a 21-credit load. The Chair of FAC will be treated as being a level B, except that he/she does not participate in the summer compensation plan. The Chair of the Department of Faculty Librarians will receive a stipend equal to two units of compensation per academic year and will not participate in the summer compensation plan. The plan assumes and affirms that duties of department chairs are as defined currently in the Faculty Handbook. The compensation plan: A 4 * 3 credits B 3 * 2 credits * At least one of the units must be a released time. Biology Accounting Chemistry Computing Sciences Communication Economics/Finance Counseling and Human Services Health Administration/Human Resources Education History English & Theatre Latin American & Women’s Studies Exercise Science and Sport Mathematics Management / Marketing Occupational Therapy Nursing Operations and Information Management Philosophy Physical Therapy Physics/Electrical Engineering Political Science Psychology Sociology/Criminal Justice Theology/Religious Studies World Languages & Cultures A department chairperson will receive, upon successful application for a sabbatical leave, two summer research stipends in lieu of summer teaching if said chairperson has served at least two consecutive terms immediately prior to the start of the sabbatical.
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Chairperson Compensation. For the period commencing on March 1, 2021 and ending at the conclusion of the 2021 Annual Meeting of the Company, the Executive shall receive a fee of $200,000 in respect of her service as Chairperson of the Board, which shall be paid in equal monthly installments on the first day of each month. For the avoidance of doubt, the Executive shall not receive any compensation in respect of her service as Chairperson of the Board during the Term or as Chairperson of the board of directors of Elfa International AB during the Term.
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Chairperson Compensation. RE: CiPP IMPLEMENTATION....................... RE: RATIFICATION BONUS ...........................
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Chairperson Compensation. (all language up to and including the Table below is new)
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Chairperson Compensation. ORDER FLOW SPECIAL PAYMENT PROCEDURES..
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Chairperson Compensation. During the course of negotiations, the Company agreed to provide overtime compensation to the Full-time Chairperson as follows:
Sample 1
Chairperson Compensation. Departments are divided into two levels (A and B) depending on the size and complexity of the department. Variables used in classifying departments are: 1) Full-Time Equivalent Faculty (FTEF); 2) number of majors; 3) number of academic programs; 4) amount of facilities. The first two variables (FTEF, Majors) are weighted twice as much as the second two. All variables are translated into a scale of 1 to 10 for purposes of combining them into a single "total score" for the department. A "unit of compensation" in the plan is defined as either a 3-credit release or direct payment of a 3-credit overload stipend (using the Fall/Spring rate). The per credit payment for summer compensation will be at the current overload rate. For purposes of determining released time, all chairs are defined as being on a 21-credit load. The Chair of FAC will be treated as being a level B, except that he/she does not participate in the summer compensation plan. The Chair of the Department of Faculty Librarians will receive a stipend equal to two units of compensation per academic year and will not participate in the summer compensation plan. The plan assumes and affirms that duties of department chairs are as defined currently in the Faculty Handbook. The compensation plan: Units of Compensation Level in academic year Summer A 4 * 3 credits B 3 * 2 credits * At least one of the units must be a released time. Classification of Departments Level A: Level B: Biology Accounting Chemistry Computing Sciences Communication Economics/Finance Counseling and Human Services Exercise Science and Sport Education Foreign Languages & Literature English Health Administration/Human Resources History Management/Marketing Nursing Mathematics Occupational Therapy Operations and Information Management Philosophy Physical Therapy Physics/Electrical Engineering Political Science Psychology Sociology/Criminal Justice Theology/Religious Studies
Sample 1

Related to Chairperson Compensation

  • Executive Compensation Until such time as the Investor ceases to own any debt or equity securities of the Company acquired pursuant to this Agreement or the Warrant, the Company shall take all necessary action to ensure that its Benefit Plans with respect to its Senior Executive Officers comply in all respects with Section 111(b) of the EESA as implemented by any guidance or regulation thereunder that has been issued and is in effect as of the Closing Date, and shall not adopt any new Benefit Plan with respect to its Senior Executive Officers that does not comply therewith. “Senior Executive Officers” means the Company's "senior executive officers" as defined in subsection 111(b)(3) of the EESA and regulations issued thereunder, including the rules set forth in 31 C.F.R. Part 30.

  • Compensation Committee (A) The Compensation Committee shall be composed of not more than five (5) members who shall be selected by the Board of Directors from its own members who are not officers of the Company and who shall hold office during the pleasure of the Board. (B) The Compensation Committee shall in general advise upon all matters of policy concerning the Company brought to its attention by the management and from time to time review the management of the Company, major organizational matters, including salaries and employee benefits and specifically shall administer the Executive Incentive Compensation Plan. (C) Meetings of the Compensation Committee may be called at any time by the Chairman of the Compensation Committee, the Chairman of the Board of Directors, or the President of the Company.

  • Separation Compensation In exchange for your agreement to the general release and waiver of claims and covenant not to sue set forth below and your other promises herein, the Company agrees to provide you with the following:

  • Annual Incentive Compensation Executive shall be eligible to receive an annual bonus (“Annual Bonus”) with respect to each fiscal year ending during the Employment Period. The Annual Bonus shall be determined under the 2006 Omnibus Incentive Plan (the “Omnibus Plan”) or such other annual incentive plan maintained by the Company for similarly situated employees that the Company designates, in its sole discretion (any such plan, the “Bonus Plan”), in accordance with the terms of such plan as in effect from time to time. For each such fiscal year, Executive shall be eligible to earn a target Annual Bonus equal to seventy percent (70%) of Executive’s Base Salary for such fiscal year, if the Company achieves the target performance goals established by the Board for such fiscal year in accordance with the terms of the Bonus Plan. If the Company does not achieve the threshold performance goals established by the Board for a fiscal year, Executive shall not be entitled to receive an Annual Bonus for such fiscal year. If the Company exceeds the target performance goals established by the Board for a fiscal year, Executive may be entitled to earn an additional Annual Bonus for such year in accordance with the terms of the applicable Bonus Plan. The Annual Bonus for each year shall be payable at the same time as bonuses are paid to other senior executives of the Company in accordance with the terms of the applicable Bonus Plan, but in no event later than two and a half (21/2) months following the end of the applicable fiscal year in which such Annual Bonus was earned. Executive shall be entitled to receive any Annual Bonus that becomes payable in a lump-sum cash payment, or, at his election, (A) up to fifty percent (50%) of the Annual Bonus in the form of a grant of restricted stock units of Common Stock (as defined below) or (B) in any form that the Board generally makes available to the Company’s executive management team, provided that any such election is made by Executive in compliance with Section 409A of the Code and the regulations promulgated thereunder.

  • Director Compensation Petitioner shall not compensate members of the Charter School’s Governing Board in excess of reasonable expenses incurred in connection with actual attendance at board meetings or with performance of duties associated therewith.

  • Benefits Committee As per LOA#10, a benefits committee comprised of the employee representatives and the employer representatives, including the Crown, shall convene upon request to address all matters that may arise in the operation of the OSSTF ELHT.

  • Long-Term Incentive Compensation Subject to the Executive’s continued employment hereunder, the Executive shall be eligible to participate in any equity incentive plan for executives of the Firm as may be in effect from time to time, in accordance with the terms of any such plan.

  • Compensation of Employee Employer shall pay Employee, and Employee shall accept from Employer, in full payment for Employee's services hereunder, compensation as follows:

  • Basic Compensation (a) SALARY. Executive will be paid an annual base salary of $115,000.00, subject to adjustment as provided below (the "Salary"), which will be payable in equal periodic installments according to Employer's customary payroll practices, but no less frequently than monthly. The Salary will be reviewed by the Board of Directors not less frequently than annually, and shall be increased on each anniversary of the Effective Date during the term hereof by an amount equal to not less than ten percent (10%) of the prior year's base salary.

  • EMPLOYMENT TERM AND COMPENSATION A. The Board hereby employs the Employee for a salary of $6,769 per bi-weekly pay period ($175,997/Annualized), payable in installments less any legally authorized deductions as the D71, Director, Application Development. B. The term of this contract shall commence on 7/1/2024 and terminate on 6/30/2025. C. The Board shall designate eight and one-half (8.5) percent of Employee’s SURS-eligible earnings as the Board contribution on behalf of the Employee in satisfaction of the Employee's required contribution to the Illinois State Universities Retirement System. The purpose of this section is to allow such Board contribution for retirement to be tax sheltered after the qualifying period of time has been met and to the extent allowed by the appropriate statutes and regulations. Both parties acknowledge that the Employee did not have the option of choosing to receive the contributed amounts directly, instead of having such contributions paid by the Board to the State Retirement System, and that such contributions are made as a condition of employment to secure the Employee's future services, knowledge and experience.

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