Coaching Council Sample Clauses

Coaching Council. A. The District and the Association shall establish a Coaching Council. The Coaching Council shall be comprised of five (5) members chosen by the Association, the Athletic Director, High School Principal and Superintendent of Schools. The five members of the Association shall represent one fall coach, one winter coach, one spring coach, one boys coach and one girls coach. B. The Coaching Council shall meet at least once during each athletic season, with the ability to call additional meetings as needed. The Coaching Council shall discuss areas of mutual concern regarding the interscholastic athletic program. The District agrees to give members of the Athletic Council full access to information, with the exception of any information that is statutorily protected or in regards to a specific personnel matter. C. Annually, the Coaching Council shall develop a professional development plan for all coaches. The professional development plan may include either district sponsored professional development or coach-designed professional development. D. Annually, the Coaching Council shall conduct an evaluation of itself and make adjustments to the structure and scope of the Coaching Council as needed. E. Coaches who receive longevity payments are eligible to mentor individuals who are new to coaching for the district, specifically those individuals who are in their first or second year of coaching for the district. Coaches shall not be assigned to formally mentor more than one individual during a season where they are coaching and shall not be assigned to formally mentor more than two individuals in any season where they are not coaching. Nothing shall prevent coaches from informally mentoring individuals within their own program. Mentors are expected to attend the new coaches meeting for the season they are mentoring, regularly communicate (ie. conversations, emails, text messages, etc) with those individuals they are mentoring and observe matches and/or practices both formally and informally. At the end of the athletic season, the mentor shall submit a summary of the mentoring experience to the Athletic Director. Coaches who are assigned to mentor and who refuse the assignment shall not receive longevity payments for that school year.
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Related to Coaching Council

  • Training Committee The parties to this Agreement may form a Training Committee. The Training Committee will be constituted by equal numbers of Employer nominees and ETU employee representatives and have a charter which clearly states its role and responsibilities. It shall monitor the clauses of this Agreement which relate to training and ensure all employees have equal access to training.

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  • Hospital-Association Committee (a) There shall be a Hospital-Union Committee comprised of representatives of the Hospital, one of whom shall be the Chief Nursing Officer or designate and of the Union, one of whom shall be the Bargaining Unit President or designate. The number of representatives is set out in the Appendix of Local Provisions and the membership of the Committee may be expanded by mutual agreement. (b) The Committee shall meet every two (2) months unless otherwise agreed and as required under Article 8.01 (a) (iv). The duties of chair and secretary shall alternate between the parties. Where possible, agenda items will be exchanged in writing at least five (5) calendar days prior to the meeting. A record shall be maintained of matters referred to the Committee and the recommended disposition, if any, unless agreed to the contrary. Copies of the record shall be provided to Committee members. (c) The purpose of the Committee includes: i) promoting and providing effective and meaningful communication of information and ideas, including but not limited to workload measurement tools and the promotion of best practices. Such communication may include discussion of nursing workload measurement and patient acuity systems. The Hospital will provide, upon request, information on workload measurement systems applicable to nursing currently used by the Hospital, and evaluations completed by the Hospital of such systems. ii) reviewing professional responsibility complaints with a view to identifying trends and sharing organizational successes and solutions, making joint recommendations on matters of concern including the quality and quantity of nursing care and discussing the development and implementation of quality initiatives; iii) making joint recommendations to the Chief Nursing Officer on matters of concern regarding recurring workload issues including the development of staffing guidelines, the use of agency nurses and use of overtime; iv) dealing with complaints referred to it in accordance with the provisions of Article 8, Professional Responsibility; v) discussing and reviewing matters relating to orientation and in- service programs; vi) promote the creation of full-time positions for nurses, and discuss the effect of such changes on the employment status of the nurses. This may include the impact, if any, on part-time and full-time, job sharing and retention and recruitment. (d) The Hospital agrees to pay for time spent during regular working hours for representatives of the Union attending at such meetings. (e) Where a Committee representative designated by the Union attends Committee meetings outside of her or his regularly scheduled hours, she or he will be paid for all time spent in attendance at such meetings at her or his regular straight time hourly rate of pay. Such payment shall be limited to two (2) Committee representatives per meeting.

  • Recognition of Union Stewards and Grievance Committee In order to provide an orderly and speedy procedure for the settling of grievances, the Employer acknowledges the rights and duties of the Union Stewards. The Xxxxxxx shall assist any Employee, which the Xxxxxxx represents, in preparing and presenting her grievance in accordance with the grievance procedure.

  • School Board Any reference to School Board or District in this Agreement shall mean the District and/or its designated officials.

  • Central Bargaining Committee (a) In central bargaining between the Canadian Union of Public Employees and the participating hospitals, an employee serving on the Union's Central Negotiating Committee shall be paid for time lost from his normal straight time working hours at his regular rate of pay and without loss of leave credits for attending central negotiating meetings with the Hospitals' Central Negotiating Committee in direct negotiations up to the point of arbitration. In addition, an employee serving on the Union’s Central Negotiating Committee shall be paid for time lost from his normal straight time working hours at his regular rate of pay and without loss of leave credits for two (2) days of preparation time for such central negotiating meetings with the Hospital’s Central negotiating Committee. Upon reference to arbitration, the Negotiating Committee members shall receive unpaid time off for the purpose of attending arbitration hearings. It is understood and agreed that the maximum number of Union Central Negotiating Committee members entitled to payment under this provision shall be eight (8), and in no case will more than one employee from a hospital be entitled to such payment. The Union shall advise the Hospitals' Central Negotiating Committee, before negotiations commence, of those employees to be paid under this provision. The Hospitals' Central Negotiating Committee shall advise the eight (8) Hospitals accordingly. (b) Vice-Presidents of the Ontario Council of Hospital Unions shall be granted leave of absence by their employers in accordance with (a) above or Article 12.02 as the case may be, in order to fulfil the duties of their position.

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