Department Chair Selection Sample Clauses

Department Chair Selection. 14.10.1 Each high school shall be eligible for a total of eight positions at a 10% stipend. Each middle school shall be eligible for a total of seven positions at a 7% stipend. Stipends shall not be shared. 14.10.1.1 Each department shall submit up to two nominees for the position of Department Chair after considering all volunteers who express interest. The names will then be forwarded to the principal. Prior to April 1 of each year, the Principal shall email the staff requesting each department begin the department chair selection process. Each department chair, during the month of April, shall allow all individuals interested in being considered by the Principal as the Department Chair for the following school year to submit their name to a vote. The department members may each vote for a minimum of one and a maximum of two nominees. The top two vote getting individuals shall have their names forwarded to the Principal for consideration. In the event there is only one name, that name shall be forwarded to the Principal for consideration. 14.10.1.2 The Principal shall make a selection based on the names submitted, if an individual is suitable for the position. 14.10.1.3 However, if after reviewing the qualifications of the two nominees in relation to the job responsibilities, the Principal does not feel comfortable appointing the nominees as a Department Chair, he/she may request additional names for consideration. 14.10.2 The Assistant Superintendent, Education Services, or designee, shall identify designated Department Chair positions and provide a list of those remaining positions which are at the discretion of the Principal.
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Department Chair Selection. 14.13.1 Each high school shall be eligible for a total of eight positions at a 10% stipend. Each middle school shall be eligible for a total of seven positions at a 7% stipend. Stipends shall not be shared. 14.13.1.1 Each department shall submit up to two nominees for the position of Department Chair after considering all volunteers who express interest. The names will then be forwarded to the principal. Prior to April 1 of each year, the Principal shall email the staff requesting each department begin the department chair selection process. Each department chair, during the month of April, shall allow all individuals interested in being considered by the Principal as the Department Chair for the following school year to submit their name to a vote. The department members may each vote for a minimum of one and a maximum of two nominees. The top two vote getting individuals shall have their names forwarded to the Principal for consideration. In the event there is only one name, that name shall be forwarded to the Principal for consideration. 14.13.1.2 The Principal shall make a selection based on the names submitted, if an individual is suitable for the position. 14.13.1.3 However, if after reviewing the qualifications of the two nominees in relation to the job responsibilities, the Principal does not feel comfortable appointing the nominees as a Department Chair, he/she may request additional names for consideration. 14.13.2 The Assistant Superintendent, Education Services, or designee, shall identify designated Department Chair positions and provide a list of those remaining positions which are at the discretion of the Principal. 14.13.3 The selection of department chairs is not meant to replace the established site based decision making process and consensus building process. 14.13.4 Department chair selection does not imply preference to receive 6/5th assignment. If a department chair receives a 6/5th assignment in consecutive years, the administrator responsible for the placement should provide rationale for the placement to all competing applicants within the department.
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Department Chair Selection. 9.1.1.1 A Department Chair must: 1. Be a full-time employee. 2. Teach a minimum of three periods within the department at the school site. 3. Must be a member with at least two (2) years of teaching experience in the subject matter area, unless no such member applies for the position. 4. Have a major, minor, vocational credential or meet ESSA compliance in at least one of the subject areas in the department. 9.1.1.2 Criteria for selection of Department Chair shall include but not be limited to the following: 1. At least satisfactory performance as a classroom teacher based on past and present evaluations. 2. Demonstrated leadership qualities. 3. Knowledge of curriculum and assessment and analysis of data to modify and enhance instruction. 4. Possess organizational skills (budget; conduct meetings; maintain inventory, records and reports). 5. Ability to work collaboratively with district office support staff. 9.1.1.3 A Principal shall notify Members at the school site of any vacancy in a Department Chair position for the upcoming school year by March 15. Any certificated staff member who is qualified to serve as a Department Chair may submit his/her their name to the Principal by April 1. 9.1.1.4 By April 15, the Principal will select the Department Chair from the names that have been submitted after seeking input from the department staff and after determining that the applicant to be selected meets the qualifications set forth in this Article. 9.1.1.5 Department Chair duties shall begin in the fall of the following school year. The Department Chair must attend District subject area meetings and carry out duties as instructed by the site administrator. 9.1.1.6 A Department Chair’s single term shall be for a period of two (2) years. A member can reapply and serve additional terms. 9.1.1.7 Termination of the Department Chair shall occur by: 1. Decision of the principal, or 2. Resignation or 3. Transfer/reassignment of department chair. 4. Expiration of the two (2) year term. 9.1.1.8 In the event of a vacancy during the school term, the Principal shall appoint a member to complete the school year as Department Chair.
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Department Chair Selection 
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Related to Department Chair Selection

  • 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 17.1 In each elementary, middle and senior high school, the need for department chairpersons/team leaders shall be determined by the principal. Each such department chairperson/team leader shall be appointed for one (1) academic year. If possible, such appointment should be made prior to the end of the preceding academic year. Teachers shall have the right to refuse such appointment. Team leaders will have coordinating and planning functions for their teams and shall serve as liaison between their teams and the principal. They shall not be considered administrative employees. 17.2 When feasible, and after consultation with them, department chairpersons and team leaders will be provided with release time commensurate with the responsibilities assigned to them by their principal.

  • Department Heads Department heads shall normally be tenured and hold the rank of Associate Professor or Professor in one of the departments to be served, unless mutually agreed to by the departmental faculty and administration. 3.1.2.1 When it becomes known that a department head position will become vacant, or if the department head position has already become vacant, or if a new department is created, the xxxx of the college shall meet with the department faculty within two (2) weeks to discuss qualifications and expectations for the position. Specific guidelines will be formulated which may include: a. Whether internal and/or external candidates shall be considered b. Desired qualifications, including rank c. Budgetary considerations d. The target number of recommended candidates that will be submitted to the xxxx for consideration 3.1.2.1.1 Following the discussion described in 3.1.2.1, the department faculty shall communicate their recommendations within two (2) weeks to the xxxx. The xxxx shall promptly confirm or modify the department faculty’s recommendations and communicate the guidelines and procedures in choosing the new department head. 3.1.2.2 The department faculty will formulate its recommendation(s) among all candidates and forward same to the xxxx, with supporting rationale. When the department faculty is able to find more than one (1) acceptable candidate, the department may rank order its list of acceptable candidates and give reasons for its ranking. If the department is able to find only one (1) acceptable candidate, it shall recommend that candidate. If the department faculty does not find an acceptable candidate, the search will be ended. The xxxx will review the departmental recommendation(s) with the PVPAA. If the department’s recommendation(s) is approved by the PVPAA, the PVPAA shall recommend the appointment of the candidate to the President of the University. If the University does not accept the recommended candidate(s), the University has the right to declare the search process has ended. 3.1.2.3 In the event a department head position is not filled in a timely fashion through the preceding procedures, the Board may appoint a department head for a period not to exceed one (1) year. During this year the procedures specified in sections 3.1.2.1 and 3.

  • Department Seniority Department seniority is defined as continuous length of service in calendar days within the employee’s department and where applicable, shall be used for internal department processes, such as vacation and schedule bids.

  • Department Head A. Within ten (10) business days from his/her receipt of the decision resulting from the previous level, the employee may appeal to the Department Head using the original copy of the grievance. B. Within ten (10) business days from the receipt of the employee's grievance, the Department Head or his/her designated representative who has not been involved in the grievance in prior levels shall make a thorough review of the grievance, meet with the parties involved and give a written decision and the reasons therefore to the employee and the Union representative. However, the Department Head or designate is not limited to denying a grievance for the reasons stated at any previous level in the procedure. Upon request, a copy of the decision will be given to the Union representative. C. If the Department Head or his/her designated representative fails to give a decision within the specified time limit, the Union shall have the option of referring a grievance alleging a violation of the negotiated agreement between the parties to arbitration. D. On matters that are not subject to arbitration pursuant to Section 8 hereafter, the written decision of the Department Head or his/her designated representative shall be final.

  • Statewide HUB Program Statewide Procurement Division Note: In order for State agencies and institutions of higher education (universities) to be credited for utilizing this business as a HUB, they must award payment under the Certificate/VID Number identified above. Agencies, universities and prime contractors are encouraged to verify the company’s HUB certification prior to issuing a notice of award by accessing the Internet (xxxxx://xxxxx.xxx.xxxxx.xx.xx/tpasscmblsearch/index.jsp) or by contacting

  • Departmental Seniority Departmental seniority is defined as the length of employment within the employee’s current department. Department seniority shall accrue as of the first day of employment or transfer into a new department.

  • Program Administration An activity relating to the general management, oversight and coordination of community development programs. Costs directly related to carrying out eligible activities are not included.

  • Grievance Commissioner System This is to confirm the discussion of the parties during collective bargaining that they are committed to encouraging early discussion and resolution of labour relations issues at the local level and seek to resolve grievances in a timely and cost efficient manner. To that end, this is to confirm that pursuant to Article 8, the parties agree that the Employer and Union at individual nursing homes may agree to utilize the following process in order to resolve a particular grievance through the utilization of a joint mediation-arbitration procedure:

  • Department Responsibilities The use of sick leave may properly be denied if these procedures are not followed. Abuse of sick leave on the part of the employee is cause for disciplinary action. Departmental approval of sick leave is a certification of the legitimacy of the sick leave claim. The department head or designee may make reasonable inquiries about employee absences. The department may require medical verification for an absence of three (3) or more working days. The department may also require medical verification for absences of less than three (3) working days for probable cause if the employee had been notified in advance in writing that such verification was necessary. Inquiries may be made in the following ways: 1. Calling the employee's residence telephone number or other contact telephone number provided by the employee if telephone notification was not made in accordance with departmental sick leave call-in guidelines. These inquiries shall be subject to any restrictions imposed by the employee under Section 14.4.a. 2. Obtaining the employee's signature on the Absence/Overtime Record, or on another form established for that purpose, as employee certification of the legitimacy of the claim. 3. Obtaining the employee's written statement regarding the sick leave claim and duration. 4. Requiring the employee to obtain a physician's certificate or verification of the employee's illness, date(s) the employee was incapacitated, and the employee's ability to return to work, as specified above. 5. In absences of an extended nature, requiring the employee to obtain from their physician a statement of progress and anticipated date on which the employee will be able to return to work, as specified above. Department heads are responsible for establishing timekeeping procedures which will insure the submission of a time card covering each employee absence and for operating their respective offices in accordance with these policies and with clarifying regulations issued by the Office of the County Administrator. To help assure uniform policy application, the Director of Human Resources or designated management staff of the County Human Resources Department should be contacted with respect to sick leave determinations about which the department is in doubt.

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