Hiring Guidelines Sample Clauses

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. Section 2. Job-Embedded Professional Development: Job-embedded professional development refers to all the professional learning opportunities licensed teachers have during their contract day throughout the year. Ongoing, site-based professional development is facilitated by trained teacher leaders through individual, team, and schoolwide learning activities and allows licensed teaching staff members to improve instructional skills to meet identified student needs. Professional development is collaborative in nature and builds professional relationships among licensed teaching staff members and administrators. It is aligned with district and site staff development plans, as well as state and local academic standards outlined under section 122A.413 and 122A.60. Ultimately, professional development activities are designed to improve content knowledge and instructional skills of all licensed teaching staff members. Subd. 1 Professional Learning Community
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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.
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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: i. have at least three (3) or more years of experience as a law enforcement officer; ii. abide by all federal, state and local laws when acting as an SRO; iii. be able to work effectively with the school community, including students, parents, teachers, and School Administrator;
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Hiring Guidelines. Faculty will be compensated based on their placement on the Hiring Guideline Schedule set forth in Appendix "B" and the criteria set forth on that Appendix for CTE (Appendix B-1) or Academic Transfer (Appendix B-2). For the term of this Agreement, each step ofeach hiring guideline will be readjusted annually using the same percentage as the total package increase from the preceding contract year.
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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: i. have at least three (3) or more years of experience as a law enforcement officer; ii. abide by all federal, state and local laws when acting as an SRO; iii. be able to work effectively with the school community, including students, parents, teachers, and School Administrator; iv. understand the importance of diversion programs and alternatives to arrest, including but not limited to restorative justice programs; v. respect youth and families of all backgrounds and cultures; vi. understand developmentally appropriate, trauma-informed practices for interacting with youth; vii. demonstrate strong interpersonal, public speaking, law-related, and mentoring skills; viii. demonstrate an interest in promoting and enriching the lives of youth; and ix. understand the specific needs and local concerns of the community.
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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: (1) have at least three (3) or more years of experience as a law enforcement officer; (2) abide by all federal, state and local laws when acting as an SRO; (3) be able to work effectively with the school community, including students, parents, teachers, and School Administrator; (4) understand the importance of diversion programs and alternatives to arrest, including but not limited to restorative justice programs; (5) respect youth and families of all backgrounds and cultures; (6) understand developmentally appropriate, trauma-informed practices for interacting with youth; (7) demonstrate strong interpersonal, public speaking, law-related, and mentoring skills; (8) demonstrate an interest in promoting and enriching the lives of youth; and (9) understand the specific needs and local concerns of the community.
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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: i. have at least three (3) or more years of experience as a law enforcement officer; ii. abide by all federal, state and local laws when acting as an SRO; iii. be able to work effectively with the school community, including students, parents, teachers, and School Administrator; iv. understand the importance of diversion programs and alternatives to arrest, including but not limited to restorative justice programs; v. respect youth and families of all backgrounds and cultures; vi. understand developmentally appropriate, trauma-informed practices for interacting with youth; vii. demonstrate strong interpersonal, public speaking, law-related, and mentoring skills; viii. demonstrate an interest in promoting and enriching the lives of youth; and ix. understand the specific needs and local concerns of the community.
Sample 1
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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 Grade 1: Hiring Guidelines Range Hiring Guidelines Range Grade 3 ATLAS Paralegals Levels To Be Calculated At Date of Hire: Grade 3 –FAST Family Advocates--Levels To Be Calculated At Date of Hire:
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