Compensation of Department Chair Sample Clauses

Compensation of Department Chair. For 2000-2001 a Department Chair shall receive a Three Thousand Eight Hundred Sixty Seven dollar ($3,867.00) sti- pend for fulfilling his or her duties as Department Chair from the first full ser- vice day through commencement of the academic year. The stipend will be added to the Chair’s base salary by annotation of Appendix A1. (Two Co-Chairs shall share the stipend in proportions as determined by the department.) Other positions designated by the department do not receive additional compensation. Departments shall also be allocated reassigned time from a normal teaching loads as follows: NOTE: THE FOLLOWING CALCULATION WILL BE IMPLEMENTED ONLY IF IT PRODUCES A LOGICAL AND REASONABLE PRODUCT. THIS DECISION WILL BE JOINTLY MADE BY THE DISTRICT AND THE ASSOCIATION. A count of all full-time and part-time faculty will be taken as of the census date of the fall semester, the winter intersession, and the spring semester. The department count totals will be divided by two. The resulting number of headcount full-time and part-time faculty will become the basis for the calculation of departmental reassigned time for the following academic year. The departmental reassigned time per semester will be allocated based on the following chart: Headcount Semester FTE Reassigned 20 - 24 .3000 25 - 29 .3500 30 - 34 .4000 35 - 39 .4500 40 - 49 .5500 50 - 65 .6000 66 - + 1.000 The figures in the chart above represent minimum reassigned FTE. The District will consider additional reassigned FTE for special or changing conditions. In consideration of the stipend and the reassigned time, a Department Chair is expected to devote the time necessary to fulfill the responsibilities of such a position. At a minimum, a Department Chair will schedule regular weekly Chair office hours equal to 1.5 hours per .100 semester FTE reassigned. Each semes- ter he/she will notify, in writing, all of the department’s full and part-time fac- ulty, classified staff, and the appropriate xxxx of instruction of these regularly scheduled Chair office hours. It is understood that some of these contact hours will involve meetings and/or other district related activities at various District sites. Appropriate notice will be posted when the Department Chair is out of his/her office on related District business. These hours will be included on the Chair’s Teaching Assignment form. When the Vice President of Academic Af- fairs or designee determines that the duties of the Department Chair or other faculty el...
Sample 1
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Compensation of Department Chair. A Department Chair shall receive a stipend for fulfilling his or her duties as Department Chair from the first full service day through commencement of the academic year. The stipend will be added to the Chair’s base salary by annotation of Appendix A1. (Two Co-Chairs shall share the stipend in proportions as determined by the department.) Other positions designated by the department do not receive additional compensation. Departments shall also be allocated reassigned time from a normal teaching load as follows: Headcount Semester FTE Reassigned
Sample 1
Compensation of Department Chair. A Department Chair shall receive a stipend for fulfilling his or her duties as Department Chair from the first full service day through commencement of the academic year. The stipend will be added to the Chair’s base salary by annotation of Appendix A1. (Two Co-Chairs shall share the stipend in proportions as determined by the department.) Other positions designated by the department do not receive additional compensation. Departments shall also be allocated reassigned time from a normal teaching load as follows: Headcount Semester FTE Reassigned 30-34 35-39 40-47 48-55 56-64 65+ .3 .35 .40 .45 .55 .60 .80
Sample 1

Related to Compensation of Department Chair

  • Department Chairperson The department Chairperson has the dual responsibility of leading the department in fulfilling its responsibilities in academic and personnel areas and of facilitating the functioning of the department. The department Chairperson is the normal channel of communications between the department and other departments, division/areas or like groupings, offices and the administration.

  • Department Chairs The release time required to perform the administrative functions of the Department Chair positions shall be deducted from the total workload of the Department Chair with no less than fifty percent (50%) of this release taken from direct instructional duties.

  • Department Chairpersons The principal shall designate a high school librarian to serve as department chairperson, and such chairperson shall attend all school department chairperson meetings.

  • Director of Human Resources The person designated by the County Administrator to serve as the Assistant County Administrator-Director of Human Resources.

  • COMMISSIONER OF ADMINISTRATION As delegated to Office of State Procurement Print Name: XxXxxx Xxxx Date: 6/19/2020 Signature: Original signed Title: Contracts Specialist Date: 6/22/2020 Attachment A – Work Plan Contractor shall hire, train, and make available qualified personnel to perform and administer vocational rehabilitation services. Contractor shall conduct background checks using primary sources on all personnel authorized to provide direct services or transport persons served under this contract. When transportation is provided for persons served under this contract, Contractor shall maintain current records of driving licenses and satisfactory driving history of drivers. Contractor shall provide for the integrity and security of its information assets including, but not limited to, each automated system, electronic file, database or paper file, by establishing appropriate internal policies and procedures for preserving the integrity and security of the personal information of individuals served. Contractor shall work collaboratively as part of the team with VRS staff in providing services that are part of the person’s served Employment Plan. Contractor shall develop and share detailed written information outlining the procedure for notifying VRS and the person or their guardian regarding their acceptance for services listed in Attachment B, Fee-for-Service Rate Schedule. The written information, at a minimum, should include: (a) start date notification, (b) intake process and location, (c) orientation to the Contractor, (d) service planning and delivery, (e) monitoring of service provided, (f) communication and progress reports, (g) service exit or termination. Contractor shall provide the most effective mode(s) of communication to all populations without charge to VRS or persons served. Contractor shall provide Interpreter services for all services in Attachment B, Fee-for-Service Rate Schedule, and Performance Based Agreement (PBA) for Placement and Retention Services as referenced at xxxxx://xx.xxx/deed/job- seekers/disabilities/partners/. Contractor is responsible for all necessary interpreting costs. Documentation (phone calls, emails, report writing, case notes) time is built into the fee structure and rates, therefore is not billable. VRS expects all documentation be provided in accessible format whenever possible. Attachment B – Fee-for-Service Rate Schedule Contractor: Peace of Mind of Duluth, Inc SWIFT Number: 0000000000 Referral Contact(s) and phone number(s): Xxxxxxx Xxxxx Effective Date: 6/22/2020 Service Title Fee Unit Placement and Retention Services under a Performance Based Agreement (PBA) See Performance Based Agreement (PBA) for Placement and Retention Services as referenced at xxxxx://xx.xxx/deed/job- seekers/disabilities/partners/ Yes No Employment Supports/Job Coaching for Short Term Job Supports $45 Hour Informational Interviews $65 Each Intake (Not Applicable to PBA) $90 Each Internship $18 Hour Job Seeking Skills Training $65 Hour Job Shadowing $65 Hour On-the-Job Evaluation $65 Hour Transportation (Mileage Reimbursement) Current IRS Rate Per Mile Attachment C

  • Financial Services Compensation Scheme We are a participant in the Financial Services Compensation Scheme (the “FSCS”). As a retail client you may be eligible to claim compensation from the FSCS in certain circumstances if we, any approved bank, our nominee company or eligible custodian are in default. Most types of investment business are covered in full for the first £85,000 of any eligible claim. Not every investor is eligible to claim under this scheme: for further information please contact us, or the FSCS directly at xxx.xxxx.xxx.xx.

  • Department of Health and Human Services An employee notified of a positive controlled substance or alcohol test result may request an independent test of their split sample at the employee’s expense. If the test result is negative, the Employer will reimburse the employee for the cost of the split sample test. An employee who has a positive alcohol test and/or a positive controlled substance test may be subject to disciplinary action, up to and including dismissal, based on the incident that prompted the testing, including a violation of the drug and alcohol free work place rules.

  • Provision for Generation Compensation Grid unavailability in a contract year as defined in the PPA: (only period from 8 am to 6 pm to be counted): Generation Loss = [(Average Generation per hour during the Contract Year) × (number of hours of grid unavailability during the Contract Year)] Where, Average Generation per hour during the Contract Year (kWh) = Total generation in the Contract Year (kWh) ÷ Total hours of generation in the Contract Year. The excess generation by the SPD equal to this generation loss shall be procured by the Buying Utility at the PSA tariff so as to offset this loss in the succeeding 3 (three) Contract Years.

  • Grant Administration The District recognizes that Charter Schools are utilizing revenue sources associated with federal and state agency grants. The District is required to be Fiscal Agent on such grants meaning the District is responsible for oversight, approval, review and distribution of funds. These administrative tasks result in the utilization of District resources. In recognition of this, the District is mandating the following.

  • Compensation Complaints All complaints involving or concerning the payment of compensation shall be initially filed in writing with the Human Resources Director. Only complaints which allege that employees are not being compensated in accordance with the provisions of this MOU shall be considered as grievances. Any other matters of compensation are to be resolved in the meeting and conferring process, if not detailed in the MOU which results from such meeting and conferring process shall be deemed withdrawn until the meeting and conferring process is next opened for such discussion. No adjustment shall be retroactive for more than two (2) years from the date upon which the complaint was filed.

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