Educational Attainment Sample Clauses

Educational Attainment i. Formal Academic Training (quarter system) Years attainment = credit hours/45 (2 per year maximum). ii. Special Technical Training (quarter system) Years attainment = 45 credit hours or 680 contact hours when credit hours are not available (2 per year maximum) TO A TOTAL MAXIMUM OF 12 POINTS (2 per year):

Educational Attainment. A. Any bargaining unit member who has earned or earns a minimum of an Associate’s degree or Certificate not already required as a condition of employment and pertains to the employee’s current assignment, upon verification and approval by the HR Director or designee, shall receive a wage differential of one ($1) dollar per hour over the wage rate specified in Appendix A of the contract. B. Any bargaining unit member who has earned or earns a minimum of an Associate’s degree not already required as a condition of employment and does not pertain to the employee’s current assignment, upon verification and approval by the HR Director or designee, shall receive a wage differential of fifty cents ($.50) per hour over the wage rate specified in Appendix A of the contract.

Educational Attainment. When a part-time faculty member earns an additional degree in their discipline, their salary will be increased to the next step in the same column as their current placement

Educational Attainment. Each classification of employee shall have five percent (5%) of base pay added to his annual wages, to be paid bi-weekly, for completion of an Associate Degree in Fire Science in accordance with Section 17.6A.

Educational Attainment. In Q2 2021, the Midlands region (along with the Mid- West region) had the highest share of persons holding FET qualifications (NFQ 4-6) at 16% compared to a national average of 14%. In contrast, the Midlands and Border regions had the lowest share of adults holding higher education qualifications. In Q4 2021, the lifelong learning rate for adults aged 25-64 years participating in learning activities in the previous four weeks in the Border region stood at 12.3%, on a par with the national average (12% with Dublin excluded, 13.1% with Dublin included). Of the 193,600 persons in employment in the Border region in Q1 2022, it is estimated based on 2016 county distributions that 44% were in Co. Donegal, representing approximately 85,200 persons. 4 22% 18% 18% 13% 11% 11% 13% 12% 10% 7% 9% 9% 8% 9% 9% 6% 8% 7% Donegal State Q4 2020 16,598 2,420 6,898 8,319 At the end of January 2022, there were 8,052 persons in Donegal on the Live Register, a fall of approximately 1,000 persons from the same period in the previous year. There was a significant fall in the number of people in receipt of Pandemic Unemployment Payments (PUP) over the 12- month period, declining by over 14,000 to just The CSO Labour Force Survey statistics indicate that the rate of unemployment in the Border region was around the national average before the outbreak of the COVID-19 pandemic (5.4% compared to 5.2% respectively in Q3 2019). Since Q3 2020 the Border region rate has fallen below the state average, reaching 3.7% compared to 5.7% by Q3 2021. By Q1 2022 it had risen again to 4.8%, on a par with the state average. PUP EWSS Jan-21 Jan-22 Persons on the Live Register and in receipt of PUP and EWSS: Donegal, end Jan 2021 and 2022 (EWSS data refers to November 2020 and 2021, latest available at time of calculation). over 2,400 persons. At the end of November 2021, there were 8,319 persons in receipt of the Employment Wage Subsidy Scheme (EWSS) administered by Revenue, an increase of approximately 1,400 on the previous year. In line with the elimination of COVID-19 related supports through 2022, there was expected to be a major increase in unemployment. In contrast, Ireland is approaching full employment. While the economic situation and outlook remains volatile and risk of increased unemployment remains, this will constrain demand for some courses designed to support people back into employment.

Educational Attainment. In Q2 2021, 14% of the adult population of the Mid-East region held FET qualifications (NFQ 4-6), the same as the national average of 14%. In contrast, in the Mid-East region 44% of adults held higher education qualifications, lower than the national average of 47%, although along with the South-West this is the highest share outside of Dublin. In Q4 2021, 11.1% of adults aged 25-64 years in the Mid- East region had participated in learning activities in the preceding four weeks. average of 7.6%. Louth and Meath have a diverse population ranging from rural dwellers to the Dublin commuter belt, and the large urban centres of Dundalk, Drogheda and Navan. In counties Louth and Meath, the share of employment in professional occupations was slightly smaller than the State average (due to a slightly 22% 19% This is slightly lower than the national average for the quarter of 13.1% (or 12% excluding the Dublin region 15% Of the 363,300 persons in employment in the Mid-East region in Q1 2022, it is estimated, based on 2016 county distributions, that 47% were in either Co. Louth or Co. Meath, representing approximately 170,751 persons. smaller share of persons working in business and STEM related occupations). In contrast, compared to the State average, counties Louth and Meath had slightly higher shares of persons working in skilled trades (due to comparatively higher shares in construction and metal/electronic 9%9% 12% 11%11% 13% 11% 7%8% 8%7% 9%9% which has the highest participation rate). As further information is released from the 2022 census it will be possible to update this demographic picture further. trades) and in caring and services occupations. Louth Meath Estimate State 25,000 20,000 21,011 At the end of January 2022, there were 6,770 persons in Louth on the Live Register, a fall of The CSO Labour Force Survey statistics indicate that in Q3 of 2019, the unemployment rate in the Mid-East was 6.1% compared to 5.2% nationally. During the COVID-19 pandemic the unemployment rate in the 15,000 7,672 6,770 4,335 3,658 <.. image(Graphical user interface, application, Word Description automatically generated) removed ..> almost 1,000 persons on the same period in the previous year. The number of people in receipt of Pandemic Unemployment Payments (PUP) fell by over 11,100 persons over the 12-month period to approximately 2,400. At the end of November 2021, there Mid-East dropped below the national average although it broadly tracked the national trends. By Q3 2...

Educational Attainment. Optimism can be expressed about practical ways to add educational attainment information to ADARE Project databases in some, but probably not all of the soon to be nine Project states. Florida has long been an, if not the acknowledged leader in the integration of confidential education records with other confidential administrative records for performance accountability and funds allocation purposes. Texas adopted many of the features of the Florida approach to database management and use. California has sought the counsel of the Florida program managers. Illinois, Maryland, Missouri and Washington have moved along independent paths, but awareness of what others have done and are doing continues to influence what is adopted and retained in each state. Ohio has moved rapidly in recent years to adopt some of the best practices of the earlier pioneers. Academic research use of confidential education administrative records remains beyond the reach of the Georgia ADARE Project researchers. An important fact about educational attainment is that it is dynamic— subject to change. Retrieval of a self-reported educational attainment level from a dated administrative record is increasingly vulnerable to understatement of a person’s current attainment level. The traditional categories of less-than-high school and high school diploma9 are inadequate for research use.

Educational Attainment. When a part-time faculty member earns an additional degree in his/her discipline, his/her salary will be increased to the next sStep in the same column as their current placement. Increased professional responsibilities In academic year 2014-15, up to 75 part-time faculty per year will be provided the opportunity to participate in the increased professional responsibilities program, as described below. In academic year 2015-16, up to 100 part-time faculty per year will be provided the opportunity to participate in the program. After teaching for a minimum of nine quarters, and every three calendar years thereafter, faculty may be eligible for a promotional increase through completion of an approved Professional Responsibilities Plan. Part-time faculty who qualify for the promotional increase will have their salary moved to the step and cluster on the General Part-time Faculty Schedule that is closest to a $1,000 increase. Faculty will create a professional responsibilities plan by selecting items below that they will perform over the next academic year. The professional responsibilities are divided vertically into three (3) tiers, with Tier 1 activities worth one point, Tier 2 activities worth two points, and Tier 3 activities worth three points. Each professional responsibilities plan will need to include a mix of activities with a minimum combined 8 points of value. The faculty and unit administrator may jointly include items that are not on this list and add them to one of the tiers. Published office hours Faculty advisor for student organization. Mentoring other faculty. Collaborative governance activities. Participation in activities regarding assessment, institutional effectiveness, strategic planning, curriculum, program review, accreditation. Curriculum development beyond professional obligations. Presenting or publishing relevant to faculty member’s subject area or to improving community college instruction or students services. Tier 3 Serve on Technical Advisory Committee. Community outreach as part of student or faculty recruitment or activities related to program viability. Attending departmental and/or divisional meetings. Serving on hiring committee. Program budget development, equipment/supply maintenance, and inventory. Course work relevant to professional development in the faculty member’s subject area. Designing or presenting workshops for other SCCD faculty. Tier 2 Community organization involvement related to instructional discipline. ...

Educational Attainment a) Teachers starting any coursework or program (MA, MA+30/MSW, or MA+60) will have their coursework/ program pre-approved by the Principal, in writing, prior to enrolling in any courses. Any disagreement between the Principal and the teacher regarding program or course approval will be resolved by a committee consisting of two teachers, selected by the Union President, and two administrators, selected by the Superintendent. In the event of a tie vote of the committee, the Superintendent will review the program or course request and make the final decision. The Superintendent will provide a written explanation to the teacher if their program or course request is denied. b) Teachers newly hired in the District shall be asked to provide documentation of coursework in progress that would make them eligible for an educational attainment salary increase after their date of hire. Acceptable documentation would include, but is not limited to, letter of acceptance into a program, tuition statement for newly-enrolled courses or official transcripts for previously completed courses. Documentation shall be signed by the District and newly hired teacher with a copy going to the newly hired teacher and a copy in the personnel file. c) Salary increases for MA, MA+30/MSW and MA+60 shall be effective at the beginning of any semester following the completion of the required number of hours and written notification of same to the Superintendent. d) Written notification shall include either evidence of the degree completed and the date awarded or an official transcript listing the graduate credits earned. e) Determination of Eligible Credit Hours: For MA+30/MSW and MA+60, graduate hours must be hours not used earning the Bachelor’s or Master’s degree and must be labeled graduate or graduate student-at-large by the school in which they are earned, or if such hours are labeled “undergraduate,” they must be a prerequisite for a prescribed course of study for an advanced degree or certification/additional endorsement. f) In the event a salary increase based on a teacher’s educational attainment causes a teacher with equal educational attainment but greater experience to earn less than a teacher with less experience, the Superintendent or designee shall meet with the Union President to determine a method to correct the salary structure such that the teacher with greater educational experience shall continue to earn more than the less experienced teacher with similar educational at...