Correctional Career Incentive Stipend Sample Clauses

Correctional Career Incentive Stipend. Employees of the Department of Corrections in the following classifications shall be paid an additional two dollars ($2.00) per hour added to the base: Chief Correctional Firearms Instructor Chief of Security Correctional Auto Mechanic Supervisor Correctional Captain Correctional Electrician/Electronic Supervisor Correctional Food Service Manager Correctional Industries Manager Correctional Laundry Supervisor II Correctional Lieutenant Correctional Maintenance Mechanic Supervisor Corrections Unit Manager Juvenile Facilities Operations Supervisor Juvenile Program Manager
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Correctional Career Incentive Stipend. Employees of the Department of Corrections in the following classifications shall be paid an additional two dollars ($2.00) per hour added to the base: Assistant Classification Officer Correctional Caseworker Correctional Firearms Instructor
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Correctional Career Incentive Stipend. Employees of the Department of Corrections in the following classifications shall be paid an additional two dollars ($2.00) per hour added to the base: Correctional Boiler Operator Correctional Boiler Engineer Correctional Maintenance Mechanic
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Correctional Career Incentive Stipend. Employees of the Department of Corrections in the following classifications shall be paid an additional two dollars ($2.00) per hour added to the base. Office Associate II- (Unit Clerks)
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Correctional Career Incentive Stipend. Employees of the Department of Corrections in the following classifications shall be paid an additional two dollars ($2.00) per hour added to the base: Assistant Classification Officer Correctional Caseworker Correctional Firearms Instructor Effective May 1, 2020, employees of the DHHS Office of Aging and Disability Services in the Human Services Caseworker classification shall be paid an additional three dollars ($3.00) per hour added to the base. In addition to this, employees in the class who have a relevant Masters Degree shall be paid an additional one dollar ($1.00) per hour added to the base.
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Correctional Career Incentive Stipend. ‌ Employees of the Department of Corrections in the following classifications shall be paid an additional two dollars ($2.00) per hour added to the base: Assistant Classification Officer Community Program Coordinator – MSP, MCC Correctional Caseworker Correctional Librarian Correctional Firearms Instructor‌ Employees of the DHHS Office of Aging and Disability Services in the Human Services Caseworker classification shall be paid an additional three dollars ($3.00) per hour added to the base. In addition to this, employees in the class who have a relevant Masters Degree shall be paid an additional one dollar ($1.00) per hour added to the base.‌ Employees of the DHHS Office of Child and Family Services in the Child Protective Services Caseworker classification shall be paid an additional five dollars ($5.00) per hour added to the base. In addition to this, employees in this class who have arelevant Masters Degree shall be paid an additional one dollar ($1.00) per hour added to thebase.‌
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Correctional Career Incentive Stipend. ‌ Employees of the Department of Corrections in the following classifications shall be paid an additional two dollars ($2.00) per hour added to the base: Assistant Classification Officer Community Program Coordinator – MSP, MCC Correctional Caseworker Correctional Librarian Correctional Firearms Instructor T. OADS Caseworker Stipend‌ Employees of the DHHS Office of Aging and Disability Services in the Human Services Caseworker classification shall be paid an additional three dollars ($3.00) per hour added to the base. In addition to this, employees in the class who have a relevant Masters Degree shall be paid an additional one dollar ($1.00) per hour added to the base.
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Related to Correctional Career Incentive Stipend

  • Performance Improvement Plan timely and accurate completion of key actions due within the reporting period 100 percent The Supplier will design and develop an improvement plan and agree milestones and deliverables with the Authority 3.2 The Authority may from time to time make changes to the KPIs measured as set out in paragraph 3.1 above and shall issue a replacement version to the Supplier. The Authority shall give notice In Writing of any such change to the KPIs measured and shall specify the date from which the replacement KPIs must be used for future reports. Such date shall be at least thirty (30) calendar days following the date of the notice to the Supplier.

  • Developer Compensation for Emergency Services If, during an Emergency State, the Developer provides services at the request or direction of the NYISO or Connecting Transmission Owner, the Developer will be compensated for such services in accordance with the NYISO Services Tariff.

  • Incentive Compensation Program In order to enhance consistency in sales efforts for products offered inside and outside of Covered California, Contractor shall consider information provided by Covered California regarding sales commissions in order to credit the Agent’s sale of QDPs through Covered California for Small Business to the Agent’s sale of Contractor’s policies outside Covered California for purposes of determining Agent’s aggregate sales that shall be used by Contractor to determine incentive or other compensation payable by Contractor to Agent. Contractor shall provide information as may reasonably be required by Covered California from time to time to monitor Contractor’s compliance with the requirements set forth in this section.

  • Long-Term Incentive Award During the Term, Executive shall be eligible to participate in the Company’s long-term incentive plan, on terms and conditions as determined by the Committee in its sole discretion taking into account Company and individual performance objectives.

  • 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.

  • Physician Incentive Plans In the event Provider participates in a physician incentive plan (“PIP”) under the Agreement, Provider agrees that such PIPs must comply with 42 CFR 417.479, 42 CFR 438.3, 42 CFR 422.208, and 42 CFR 422.210, as may be amended from time to time. Neither United nor Provider may make a specific payment directly or indirectly under a PIP to a physician or physician group as an inducement to reduce or limit Medically Necessary services furnished to an individual Covered Person. PIPs must not contain provisions that provide incentives, monetary or otherwise, for the withholding of services that meet the definition of Medical Necessity.

  • Compensation for Additional Services Additional Services shall be compensated as set forth on Exhibit A for the stipulated payment amounts set forth therein. Other Additional Services not set forth on Exhibit A that are required or requested by the Owner shall be compensated as agreed, using the methodology set forth on Exhibit A, prior to the Design Professional undertaking such Additional Services; provided, however, that if such compensation cannot be agreed, the Additional Services shall be performed at the hourly rates set forth and listed in Exhibit B, plus reimbursable expenses pursuant to Article 4.1.3 below, with a limitation as to maximum amount specified.

  • Incentive, Savings and Retirement Plans During the Employment Period, the Executive shall be entitled to participate in all incentive, savings and retirement plans, practices, policies and programs applicable generally to other peer executives of the Company and its affiliated companies, but in no event shall such plans, practices, policies and programs provide the Executive with incentive opportunities (measured with respect to both regular and special incentive opportunities, to the extent, if any, that such distinction is applicable), savings opportunities and retirement benefit opportunities, in each case, less favorable, in the aggregate, than the most favorable of those provided by the Company and its affiliated companies for the Executive under such plans, practices, policies and programs as in effect at any time during the 120-day period immediately preceding the Effective Date or if more favorable to the Executive, those provided generally at any time after the Effective Date to other peer executives of the Company and its affiliated companies.

  • Long-Term Incentive Awards The Executive shall participate in any long-term incentive awards offered to senior executives of the Company, as determined by the Compensation Committee.

  • Staffing Plan The Board and the Association agree that optimum class size is an important aspect of the effective educational program. The Polk County School Staffing Plan shall be constructed each year according to the procedures set forth in Board Policy and, upon adoption, shall become Board Policy.