Common use of Increment/Guide Raise Clause in Contracts

Increment/Guide Raise. It shall be understood that the increment/guide raise is not automatic. In addition to a pattern of unsatisfactory performance of classroom and/or school responsibilities as substantiated by evaluations and failure to meet adequate progress of a Corrective Action Plan, an increment may also be withheld for the following reasons: 1. Violations of law, Board of Education policies and/or school district rules and regulations; 2. A record of an excessive and unusual pattern of attendance that undermines the effectiveness and reliability of the certified staff member. 3. For inefficiency or other good cause pursuant to N.J.S.A. 18A:29-14. After an increment has been withheld, dependent upon the improvement made during that year, a certified staff member may be returned to the proper step on the salary guide according to his/her training and experience the following year, continue to receive no increment/guide raise and continue on the Corrective Action Plan or any other legally appropriate salary restoration plan may be implemented as a result of discussions between the superintendent and the Board.

Increment/Guide Raise. It shall be understood that the increment/guide raise is not automatic. In addition to a pattern of unsatisfactory performance of classroom and/or school responsibilities as substantiated by evaluations and failure to meet adequate progress of a Corrective Action Plan, an increment may also be withheld for the following reasons: 1. Violations of law, Board of Education policies and/or school district rules and regulations;. 2. A record of an excessive and unusual pattern of attendance that undermines the effectiveness and reliability of the certified staff member. 3. For inefficiency or other good cause pursuant to N.J.S.A. 18A:29-14. After an increment has been withheld, dependent upon the improvement made during that year, a certified staff member may be returned to the proper step on the salary guide according to his/her training and experience the following year, continue to receive no increment/guide raise and continue on the Corrective Action Plan or any other legally appropriate salary restoration plan may be implemented as a result of discussions between the superintendent and the Board.