Compensation for Credits. A. Staff members will be compensated for up to $400 per school year for the cost of National certifications listed below, college credits and/or clock hours. Unused compensation will not carry over to subsequent school years. Compensation will be for the total cost of the credit/certification including registration up to $400 per year. Compensation will be made upon submission of proof of payment for the course or credit. To access these funds, employees must either submit for reimbursement or provide notice to the District office of an intent to do so prior to April 1. The national certifications referenced above are National Board for Professional Teaching Standards, National Certified School Psychologist, National Certified School Counselor, Occupational Therapist Registered and the Certificate of Clinical Competencies in Speech-Language Pathology. For credits to be eligible for compensation, the class must deal with the employee’s professional plan, developed with the building principal (see Section 11.5 and 11.7) and/or is a class that the employee and principal discern would enhance his/her curriculum or instructional proficiency above and beyond building goals. The professional plan is flexible, and may be revised during the school year to better reflect the employee’s goals. This plan may state that an employee needs to take a class (or workshop, seminar, etc.) to deal with an area of concern.
Compensation for Credits. A. Staff members will be compensated for up to $300 per school year for National Board certification, college credits and/or clock hours. Unused compensation will not carry over to subsequent school years. Compensation will be for the total cost of the credit/certification including registration up to $300 per year. Compensation will be made upon submission of proof of payment for the course or credit. To access these funds, employees must either submit for reimbursement or provide notice to the District office of an intent to do so prior to April 1. For credits to be eligible for compensation, the class must deal with the employee’s professional plan, developed with the building principal (see Section 11.5 and 11.7) and/or is a class that the employee and principal discern would enhance his/her curriculum or instructional proficiency above and beyond building goals. The professional plan is flexible, and may be revised during the school year to better reflect the employee’s goals. This plan may state that an employee needs to take a class (or workshop, seminar, etc.) to deal with an area of concern.
Compensation for Credits. E. Any funds under this section which are not committed by June 30 August 15 each year shall be added to the health care pool identified in Section 4.2 for the following school year. D25. voc now called CTE (10.1)
Compensation for Credits. A. Staff members will be compensated for up to $500 $400 per school year for the cost of National certifications listed below, college credits and/or clock hours, conference registrations, professional memberships, and certification tests. Unused compensation will not carry over to subsequent school years. Compensation will be for the total cost of the credit/certification/conference/professional membership/certification test including registration uptest up to $400$500 per year. Compensation will be made upon submission of proof of payment for the course, registration, membership, certificate test or credit. To access these funds, employees must either submit for reimbursement or provide notice to the District oOffice of an intent to do so prior to April 1st. The national certifications referenced above are National Board for Professional Teaching Standards, National Certified School Psychologist, National Certified School Counselor, Occupational Therapist Registered and the Certificate of Clinical Competencies in Speech-Language Pathology. For credits, conference registrations, professional memberships, and certification tests to be eligible for compensation, the class, conference, membership, or exam mustexam must deal with the employee’s professional plan, developed with the building principal (see Section 11.5 and 11.7) and/or is a class, conference, membership, or exam that the employee and principal discern would enhance his/her curriculum or instructional proficiency above and beyond building goals. The professional plan is flexible, and may be revised during the school year to better reflect the employee’s goals. This plan may state that an employee needs to take a class (or workshop, seminar, etc.) to deal with an area of concern.
