Hiring Guidelines. The County shall hire the SRO, who shall at all times remain an employee of the County. The Parties agree that an effective Program cannot be implemented and maintained without an effective SRO. The County agrees to consult with the School District to draft hiring guidelines for the SRO position to ensure a qualified pool of SRO candidates. The ideal candidate should:
Hiring Guidelines. The staffing ratio/model, hiring process, job descriptions, and time commitment for the Q-Comp Coordinator, the Q-Comp Teacher Observer and PLC Leads will be reviewed by the Q-Comp Steering committee prior to the positions being posted. In the event that hiring is after the district hiring rounds, any openings as a result of the Q-Comp Coordinator or the Q-Comp Teacher Observer hiring will be a Round 2 posting for 5 days. Teacher Observers will receive additional, pro rata compensation if it is determined that their assignment exceeds the definition of the allotted FTE. The Q-Comp Steering Committee will serve as the hiring committee for the Q-Comp Observers and the Q-Comp Coordinator and will make their recommendation for hires to the Director of Learning, Teaching, and Curriculum.
Hiring Guidelines. CSEA shall be entitled to an annual average of 15 minutes of additional release time per each “hiring guidelines” checklist it will verify.
Hiring Guidelines. Hiring Range Amounts: Hiring range amounts in this Section shall be adjusted to reflect the non-contributory health insurance premium, (exclusive of contributions set forth in Section 9.2) which is tied to the last black hole year for salaries . The range reductions being Grade 1-$500 for the job class of Legal Secretary, Grade 2 and 3-$600 for the job class of Legal Assistant, FAST Family Advocate, and ATLAS Paralegal 1, Grade 4 and 5-$700 for the job class of Paralegal 1, ATLAS Paralegal2, Paralegal 2, Behavioral Health Advocate, Ombudsman, and FAST Parent/Youth Coordinator, Grade 6-$1000 for the job class of Attorney 1, Grade 7- $1250 for the job class of Attorney 2. Grade 1: Hiring Guidelines Range 0-1 year experience 19,331 - 19,961 1-2 years experience 19,962 - 21,012 2-3 years experience 21,013 - 22,588 3+ years experience 22,589 - 24,164 Grade 1 To Be Calculated At Date Of Hire: General secretarial experience ½ per Legal secretarial experience 1 year Legal Services secretarial experience 1 of Vocational/Technical ½ actual College Grade 2: 1 experience Hiring Guidelines Range 0-1 year experience 21,852 - 22,063 1-2 years experience 22,064 - 23,113 2-3 years experience 23,114 - 24,164 3+ years experience 24,165 - 25,740 Grade 2 Levels To Be Calculated At Date of Hire: Clerical/Secretarial ¼ per Legal Secretarial ½ year Legal Secretarial-Legal Services ¾ Vocational/Technical ½ of College 1 Legal Assistant-private ¾ actual Legal Assistant-Legal Services 1 experience Grade 3: Hiring Guidelines Range 0-1 year experience 25,214 - 26,265 1-2 years experience 26,266 - 27,316 2-3 years experience 27,317 - 28,366 3+ years experience 28,367 - 29,942 Grade 3 ATLAS Paralegals Levels To Be Calculated At Date of Hire: General Office/Secretarial ¼ per Legal Secretarial/Assistant ½ year Legal Secretarial/Assistant-Legal Services ¾ Vocational/Technical ½ of College 1 Paralegal experience-private ¾ actual Paralegal experience-Legal Services 1 experience Grade 3 –FAST Family Advocates--Levels To Be Calculated At Date of Hire: Direct experience 1 per year Other relevant work ½ of actual Vocational/Technical ½ of College 1 experience
Hiring Guidelines. The Parties agree that an effective Program cannot be implemented and maintained without an effective SRO. The Town agrees to consult with the School District to draft hiring guidelines for the SRO position to ensure a qualified pool of SRO candidates. The ideal candidate should:
Hiring Guidelines. The City shall hire all SROs, who shall at all times remain employees of the City. The Parties agree that an effective Program cannot be implemented and maintained without an effective SRO. The City agrees to consult with the School District to draft hiring guidelines for the SRO position to ensure a qualified pool of SRO candidates. The ideal candidate should:
