Graduation Rates Sample Clauses

Graduation Rates. The School agrees to provide the Authority with the graduation rates for students participating in the K12 Programs in a manner prescribed by the Authority.
Sample 1Sample 2Sample 3
AutoNDA by SimpleDocs
Graduation Rates. Florida Cyber Charter Academies
Sample 1Sample 2Sample 3
Graduation Rates. Pursuant to Section 2.1 of the MYA, your university will continue to participate in the Key Performance Indicator initiative, including the provision of the data needed to determine graduation rates. The Ministry will use the graduation data to determine whether the graduation rate of 74 per cent for the university system is being maintained or improved, pursuant to the “Reaching Higher” Measurement and Results Schematic located in Appendix A of the MYA.
Sample 1Sample 2
Graduation Rates. A. District Level16 The present 4 year cohort graduation rate across all District high schools is % measuring the students who should have been in 9th grade in the (correct school year range) based on their age. For the students entering the 4 year cohort in (next school year range) the superintendent’s performance goal is to improve the 4 year cohort graduation rate to % or above by (end of the school year in four years). The present 5 year cohort graduation rate across all District high schools is % measuring the students who should have been in the 9th grade in the (correct school year range) based on their age. The superintendent’s performance goal is to improve the 5 year cohort (next school year range) to % (greater than 4 year cohort goal) or above. OPTIONAL: Should the superintendent meet this performance target; the superintendent shall be entitled to a bonus in the amount of $ . B. School Level Graduation Rate (Required for high schools with letter grades of “C” “D” or “F”)17 The present 4 year cohort graduation rate of the school is % measuring the students who should have been in 9th grade in the (correct school year range) based on their age. For the students entering the 4 year cohort in (next school year range) the superintendent’s 16 Information and recommendation: graduation rates are measured by tracking students who should be in 9th grade, based on their age, and graduation rates are measured by looking at the students who graduate four and five years after what should have been their 9th grade year. It is extraordinarily difficult to improve a graduation rate quickly, as this is a multi-year measure subject to many factors outside of the control of any school official. It is recommended that the superintendent only be held accountable for the students who are educated under the superintendent’s leadership after having had an opportunity to make leadership or staffing changes. A superintendent’s entire first year is with staff inherited from the prior administration. It should be noted that a very small percentage increase of graduation rate represents a tremendous achievement by staff and leadership. It should also be noted that schools with smaller numbers of secondary students will naturally experience much greater statistical fluctuation as the choices or life circumstances of a very small number of students can have a disparate impact on the overall graduation rate.
Sample 1
Graduation Rates. Pursuant to Section 2.1 of the MYA, your university will continue to participate in the Key Performance Indicator initiative, including the provision of the data needed to determine graduation rates. The Ministry will use the graduation data to determine whether the graduation rate of 74 per cent for the university system is being maintained or improved, pursuant to the “Reaching Higher” Measurement and Results Schematic located in Appendix A of the MYA. Through the consultation process, Waterloo students, staff and faculty identified an additional outcome, other than the monitoring of student retention (outcome 14) and the monitoring of graduation rates (outcome 15), related to student success. This item (outcome 16) is Noinvecmlubdere2d3,b2e00lo6w. University of Waterloo 18 of 21
Sample 1
Graduation Rates. Pursuant to Section 2.1 of the MYA, your university will continue to participate in the Key Performance Indicator initiative, including the provision of the data needed to determine graduation rates. The Ministry will use the graduation data to determine whether the graduation rate of 74 per cent for the university system is being maintained or improved, pursuant to the “Reaching Higher” Measurement and Results Schematic located in Appendix A of the MYA. UOIT graduated its first class of consecutive education students in 2004 and therefore will be participating in the MTCU Graduate Placement Survey for the first time in 2007. Beginning in 2009, UOIT’s four year degree graduates will also begin to participate in the survey.
Sample 1
Graduation Rates. The Superintendent will continue to maintain (or improve) the District Graduation Rate using 2021-2022 MySchoolInfo data as a baseline for improvement over the next three years.
Sample 1
AutoNDA by SimpleDocs
Graduation Rates. District Virtual Instruction Programs
Sample 1

Related to Graduation Rates

  • SALARY RATES Section 12.1 The following shall apply to full-time employees including so called TPL A and B: A. Effective the first full pay period in July 2020, employees who meet the eligibility criteria provided in Section 2 of this Article shall receive a two and one- half percent (2.5%) increase in salary rate. B. Effective the first full pay period in July, 2021, employees who meet the eligibility criteria provided in Section 2 of this Article shall receive a two percent (2%) increase in salary rate. C. Effective the first pay period in July, 2022, employees who meet the eligibility criteria in Section 2 of this Article shall receive a two percent (2%) increase in salary rate. D. All employees who are currently active upon the date of signing of this MOU, will receive a one-time COVID Recognition Payment of one and one-half percent (1.5%) of their base salary. (A minimum amount of $1,000 shall be set for the one-time payment.) Section 12.2 Employees who receive a "Below" rating on their annual EPRS evaluation shall not be eligible to receive the salary increases provided in Section 1 of this Article, nor any step increases. Employees who receive a "Below" rating will have their performance reviewed on a monthly basis in accordance with Article 24A of this Agreement and will become eligible for the salary and step rate increase previously denied effective upon the date of receiving a "Meets" or "Exceeds" rating. Section 12.3 The salary rate for new employees hired, reinstated or re-employed on or after July 1, 1990 shall be Step 1 for the job group of his/her position except in cases where a new employee is hired by a Department/Agency at a salary rate, approved by the Chief Human Resources Officer, above Step 1. A. Under the terms of this Agreement, an employee shall advance to the next higher salary step in his/her job group until the maximum salary rate is reached, unless he/she is denied such step rate by his/her Appointing Authority. An employee shall progress from one step to the next higher step after each fifty-two (52) weeks of creditable service in a step commencing from the first day of the payroll period immediately following his/her anniversary date. B. In the event an employee is denied a step rate increase by his/her Appointing Authority, he/she shall be given a written statement of reasons therefore not later than five (5) days preceding the date when the increase would otherwise have taken effect. Time off the payroll is not creditable service for the purpose of step rate increases, except in circumstances when an employee qualifies for Family and Medical Leave (FMLA), Paid Family Medical Leave (PFML), or any other unpaid leave taken pursuant to Article 8. Section 12.5 Whenever an employee paid in accordance with the salary schedules provided in Appendix A of this Agreement receives a promotion to a higher job group, the employee's new salary rate shall be calculated as follows: 1. For employees who are below the maximum step within their current job: a. Determine the employee’s current salary rate and step within his/her current job group; then b. Find the salary rate of the next higher step within the employee’s current job group; and c. Multiply the employee’s current salary rate by one and three one- hundredths (1.03); then d. Compare the higher of the resultant amounts from b) or c) above to the salary rates for the higher job group into which the employee is being promoted. e. The employee’s salary rate shall be the first rate in the higher job group that at least equals the higher of the resultant amounts from d) above. f. In the event the application of the above formula results in a salary that is less than the amount the employee would receive had he/she been promoted to the next lower grade, the employee’s salary upon promotion shall be increased to the next higher step in the grade the employee is being promoted into. 2. For employees who are at the maximum step within their current job: a. Determine the employee’s current salary rate and step within his/her current job group; then, b. Multiply the employee’s current salary rate by one and three one- hundredths (1.03); then, c. Compare the resultant amount from b) above to the salary rates for the higher job group into which the employee is being promoted. d. The employee’s salary rate shall be the first rate in the higher job group that at least equals the resultant amount from c) above. A. Salary rates of full time employees are set forth in Appendix A of this Agreement, which is attached hereto and is hereby made a part of this Agreement. B. The salary rates set forth in Appendix A shall remain in effect during the term of this agreement. Salary rates shall not be increased or decreased except in accordance with the provisions of this Agreement. C. Employees shall be compensated on the basis of the salary rate for their official job classification. Section 12.7 A regular part-time employee shall be entitled to the provisions of this Article in the proportion that his/her service bears to full-time service. A. An employee entering a position within a bargaining unit covered by this Agreement from a position in an equivalent salary grade in a bargaining unit not covered by this Agreement shall be placed at the first step-in-grade up to the maximum of the grade, which at least equals the rate of compensation received immediately prior to his/her entry into the bargaining unit.

  • Non-Student Rates The Residence Fees payable under this Agreement are a special student rate for full-time students of the Institution. If the Resident ceases to be a full-time student of the Institution, and wishes to continue to occupy a Room: (i) the Resident must deliver a written request to the Manager no later than two (2) business days after ceasing to be a full-time student of the Institution, which the Manager may accept or reject in its sole and unfettered discretion, and (ii) if the request is accepted by the Manager, the Resident must pay within two (2) business days of receiving notice of that acceptance (a) any unpaid Residence Fees (whether or not otherwise due) and (b) a supplementary fee equal to the difference between (1) the product of the number of days remaining in the Term as of two (2) business days after the date on which the Resident ceases to be a full-time student of the Institution and the daily conference rate then charged by the Manager for rooms in the Residence, minus (2) the Residence Fees.

  • FIXED RATES If a fixed rate is in this Agreement, it is based on an estimate of the costs for the period covered by the rate. When the actual costs for this period are determined, an adjustment will be made to a rate of a future year(s) to compensate for the difference between the costs used to establish the fixed rate and actual costs.

Draft better contracts in just 5 minutes Get the weekly Law Insider newsletter packed with expert videos, webinars, ebooks, and more!