District Philosophy Sample Clauses

District Philosophy. 1. The parties to this Agreement recognize that the availability of satisfactory school facilities for both student and teacher is necessary to ensure the desirable high quality of education that is the objective of both the teacher and the Board. Therefore, the Board agrees to keep the schools equipped and maintained at all times. Further, it is recognized that the primary duty and responsibility of the teacher is to teach, and that the organization of the school day should be directed at ensuring that the energy of the teacher is primarily utilized to this end. Teachers will have autonomy in student evaluation and establishing homework requirements. The administration has the right to require teachers to fully implement and utilize local common assessments, in every class. Changes in or additions to existing requirements made of teachers that impact student discipline, parent communication, record keeping, standardization of policies and curriculum will take place with teacher representation. Committee work initiated by the administration will be voluntary and representatives will be selected by the faculty. 2. A need exists to provide content articulation in grades kindergarten through grade twelve. It is understood that this process may not occur without the teaching staff being provided an opportunity for comprehensive input. It is preferred that members of the teaching staff be utilized in leadership, coordinating, and/or department head function as needed. The administration and the teaching staff shall determine their function. Released time may be used for this function. The responsibility for the implementation of the K – 12 coordination of curriculum process as described, is that of the superintendent or designee. It is understood that the responsibility for building level curriculum and instruction will continue to be that of the building principal. Recognizing that students and society are changing their attitudes toward learning and staff development needs continue, a committee of teacher selected representatives and administrators will continue to address these changes. This committee will explore discipline, motivation, attendance, homework, and parental involvement.
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District Philosophy. 1. The parties to this Agreement recognize that the availability of satisfactory school facilities for both student and teacher is necessary to ensure the desirable high quality of education that is the objective of both the teacher and the Board. Therefore, the Board agrees to keep the schools equipped and maintained at all times. Further, it is recognized that the primary duty and responsibility of the teacher is to teach, and that the organization of the school day should be directed at ensuring that the energy of the teacher is primarily utilized to this end. Teachers will have autonomy in student evaluation and establishing homework requirements. Changes in or additions to existing requirements made of teachers that impact student discipline, parent communication, record keeping, standardization of policies and curriculum will take place with teacher representation. Committee work initiated by the administration will be voluntary and representatives will be selected by the faculty. 2. A need exists to provide content articulation in grades kindergarten through grade twelve. It is understood that this process may not occur without the teaching staff being provided an opportunity for comprehensive input. It is preferred that members of the teaching staff be utilized in leadership, coordinating, and/or department head function as needed. The administration and the teaching staff shall determine their function. Released time may be used for this function. The responsibility for the implementation of the K – 12 coordination of curriculum process as described, is that of the superintendent or designee. It is understood that the responsibility for building level curriculum and instruction will continue to be that of the building principal. Recognizing that students and society are changing their attitudes toward learning and staff development needs continue, a committee of teacher selected representatives and administrators will continue to address these changes. This committee will explore discipline, motivation, attendance, homework, and parental involvement.
Sample 1

Related to District Philosophy

  • District Responsibilities With respect to all sums deducted by the District pursuant to authorization of the employee, whether for membership dues or equivalent fees, the District agrees promptly to remit such monies to the Association together with an alphabetical list of unit members for who such deductions have been made, categorizing them as to membership or non-membership in the Association, and indicating any changes in personnel from the list previously furnished.

  • District Contribution Effective January 1, 2019:

  • Project Management Plan 3.2.1 Developer is responsible for all quality assurance and quality control activities necessary to manage the Work, including the Utility Adjustment Work. Developer shall undertake all aspects of quality assurance and quality control for the Project and Work in accordance with the approved Project Management Plan, Good Industry Practice and applicable Law. 3.2.2 Developer shall develop the Project Management Plan and its component parts, plans and other documentation in accordance with the requirements set forth in Section 1.5.2.5

  • Chiropractic Services This plan covers chiropractic visits up to the benefit limit shown in the Summary of Medical Benefits. The benefit limit applies to any visit for the purposes of chiropractic treatment or diagnosis.

  • Hospice Individuals whose permanent residence and principal work location are outside the State of Minnesota and outside of the service areas of the health plans participating in Advantage. If these individuals use the plan administrator’s national preferred provider organization in their area, services will be covered at Benefit Level Two. If a national preferred provider is not available in their area, services will be covered at Benefit Level Two through any other provider available in their area. If the national preferred provider organization is available but not used, benefits will be paid at the POS level described in paragraph “i” below. All terms and conditions outlined in the Summary of Benefits will apply.

  • Professional Development Plan Professional Development Plan (PDP) refers to plans developed by faculty members addressing the criteria contained in Article 22 and Appendix G.

  • Clinical Management for Behavioral Health Services (CMBHS) System 1. request access to CMBHS via the CMBHS Helpline at (000) 000-0000. 2. use the CMBHS time frames specified by System Agency. 3. use System Agency-specified functionality of the CMBHS in its entirety. 4. submit all bills and reports to System Agency through the CMBHS, unless otherwise instructed.

  • District Approval The work completed herein must meet the approval of the District and shall be subject to the District’s general right of inspection and supervision to secure the satisfactory completion thereof.

  • 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.

  • School District For purposes of administering this Agreement, the term "School District" shall mean the School Board or its designated representative.

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