Hard to Fill Positions. 23.9.1 Each year, hard-to-fill teaching positions will be identified, and stipend amounts will be determined in Professional Council.
Hard to Fill Positions. 1. A “hard to fill position” occurs whenever a vacancy for a teaching position is posted and either no applications are received or the applicants who do respond are deemed unacceptable to fill the position.
Hard to Fill Positions. 11.6.4.1 Hard to fill positions shall be defined as positions which are frequently vacated and/or consistently draw a low number of qualified applicants. Currently, these positions include assignments which require credentials in the areas of: Math, Science, Special Education Mild/Moderate and Moderate/Severe, Spanish, Psychologist and Speech and Language Pathologist.
11.6.4.2 These vacancies shall not be subject to 11.6. Instead, these positions will be posted as pools as soon as it is determined that a vacancy may exist in these credential areas for the following school year.
Hard to Fill Positions. In areas of shortage, the Board of Education may, upon notification to the Association, provide new employees a one-time signing bonus of up to $5,000.00 to be paid over three years. These determinations shall be within the sole discretion of the Board of Education, shall be non precedential, and such adjustments may be made differently as determined by the Board.
Hard to Fill Positions a. Each year prior to the staffing process in January, the Labor/Management Committee (LMC) will meet to determine if there are positions that should be listed as having a “hard to fill” designation . The LMC will meet to develop strategies to fill and retain employees in hard to staff positions. The LMC may utilize up to $57,454 for the purpose of filling hard to staff positions. The LMC may utilize up to $57,454 for the purpose of filling hard to staff positions.
Hard to Fill Positions. The Superintendent or designee shall have the discretion to give experience credit beyond ten (10) years for hard to fill positions.
Hard to Fill Positions. By December 1 of each school year, the District shall finalize a list of “hard to fill” position categories for the upcoming school year. The list and the accompanying rationale shall be provided to the CFT President by November 1 of each year for review. Any external candidate hired to fill one of these vacancies shall initially be placed on the salary schedule at a Step that is one greater than the one on which he/she should otherwise have been placed. Additionally, the District may, at its discretion, pay tuition and fees for any teacher seeking to gain an endorsement or additional licensure in one of the listed hard to fill teaching areas. Teachers in programs that require a clinical experience may be given release time in order to fulfill the requirements of the program. Annually, the District shall determine the amount of funding available for such tuition payments and the hard to fill areas being targeted under this provision. Funding allowances and the process by which to request tuition payments shall be announced by February 1 of each year for the upcoming school year. The District shall collaborate with CFT on the process used to select individual teachers whose tuition is being paid.
Hard to Fill Positions. The Executive Director may offer up to three (3) additional years of prior experience (total of 11 years of prior experience) if it is determined that this action is necessary to compete for staff to fill positions where the demand significantly exceeds the supply. Such placements are not typical and will be limited to situations in which the NTDSE is having difficulty filling a position such as speech therapist, psychologist and Instructional Coaches. NTDSE is committed to making all reasonable efforts to hire bargaining unit certified personnel to provide special education services to its students. When NTDSE has posted a vacancy for a full or part-time certified bargaining unit position for 14 calendar days or longer, but has been unable to fill the position with a suitable, qualified candidate, it may contract with independent service providers to deliver the necessary services and continue the contractual relationship for the balance of the school year. However, for any posted part- time position, a qualified internal part-time candidate shall be given consideration in filling said position before seeking an independent service provider.
Hard to Fill Positions. By December 1 of each school year, the District shall finalize a list of “hard to fill” position categories for the upcoming school year. The list and the accompanying rationale shall be provided to the CFT President by November 1 of each year for review. Any external candidate hired to fill one of these vacancies shall initially be placed on the salary schedule at a Step that is one greater than the one on which he/she should otherwise have been placed. Additionally, the District may, at its discretion, pay tuition and fees for any teacher seeking to gain an endorsement or additional licensure in one of the listed hard to fill teaching areas. Teachers in programs that require a clinical experience may be given release time in order to fulfill the requirements of the program. The District shall determine the amount of funding available for such tuition payments and the hard to fill areas being targeted under this provision. The District shall collaborate with CFT on the process used to select individual teachers whose tuition is being paid.
Hard to Fill Positions. 1 The District agrees to pay certificated employees on the Universal Salary Guide with a summative rating of effective or highly effective who teach in designated “hard-to-fill” positions, subjects, schools and/or grade levels in any district school other than Turnaround Schools under Article 24:6 a one-time payment that shall not be considered base salary as follows: Year 1 = $1,500 Year 2 = $750 Year 3 = $750
