Individual Professional Growth Grants Sample Clauses

Individual Professional Growth Grants. A. Grants for the support of the professional growth of individual certificated staff members may be granted in areas of need recognized by the District. Use of IPGG funds for National Board and Professional Certification Activities is encouraged.
Sample 1Sample 2Sample 3
AutoNDA by SimpleDocs
Individual Professional Growth Grants. Grants for the support of the professional growth of individual certificated staff members may be granted in areas of need recognized by the District. Use of IPGG funds for National Board and Professional Certification Activities is encouraged. The District shall fund and expend $70,000 or the actual amount requested if it is less than the amount budgeted for any given year, for professional growth grants. A Professional Growth Committee comprised of three teachers from the three levels of instruction appointed by the Association and three members appointed by the Superintendent, shall have the following duties: Set criteria for awarding grants consistent with identified District and building goals. Such grants shall not exceed $2,000 in any year for any individual. Should the total amount of money for the year not be allocated approved grants for more than $2,000 may be funded until all those eligible have been fully funded or the total fund is expended. Define procedure. Screen applications. Recommend candidates to the Superintendent (with explanation in writing of reasons for denial). Applications must be sent to employees by at least March 1 and are due back by April 1. Applicants will be notified of the status of their grant request by at least June 1. Send OEA a list of all grant requests. The list should indicate whether the grant was allocated or denied, the amount requested and granted and the cumulative amount expended for grants during the current year. The application will be reviewed by the Professional Growth Committee on the following criteria: The relationship of the plan to District goals, building goals or individual professional goals. Potential for future service in the District and profession. An attempt to represent the different levels of the District staff. The impact of the plan on the building or District. Summer class work will be accepted for consideration from the current or preceding school year.
Sample 1
Individual Professional Growth Grants 
Sample 1Sample 2

Related to Individual Professional Growth Grants

  • Teacher Professional Growth Plan 9.1.1 Teacher Professional Growth Plans will consider but will not be required to include the School Division’s goals.

  • Professional Growth Plan A written plan, self-directed or jointly developed between the teacher and evaluator, designed for the sole purpose of continuing teacher growth focused on areas identified in the teacher’s observations and/or evaluation. The approved form for the Professional Growth Plan is found at Ohio ES.

  • Professional Growth Program There shall be a Professional Growth Program in place for all classified employees. Professional Growth is an organized activity designed to improve performance of employees in the classified service and to provide training for employees to gain new skills and abilities, to broaden their opportunity for promotion, to engage in study and related activities designed to retain and extend the high standards of the classified employee.

  • Professional Growth Professional growth is the continuous purposeful engagement in study and related activities designed to retain and extend the high standards of classified unit members.

  • Professional Growth and Improvement Plans A. Professional growth and improvement plans shall be developed as follows:

  • Outside Professional Activities The President/Superintendent may undertake outside professional activities, including consulting, speaking, and writing provided these activities do not interfere with the President/Superintendent’s duties.

  • Continuing Professional Development The Official Agency shall provide appropriate training for staff performing official controls, enabling them to undertake their duties competently and to carry out official controls in a consistent manner, as per legislative requirements. The Official Agency shall identify training needs for staff performing official controls and ensure that staff carrying out official controls are kept up to date in their area of competence and develop specialised expertise, in partnership with the Authority and other Local Authorities. While the provision of training is the primary responsibility of the Official Agency, the Authority may provide training interventions where the Official Agency has highlighted areas where training is required. The Authority will endeavour to facilitate networking and collaboration with other Official Agencies to assist in improving knowledge in such areas. The Authority will provide e-learning resources and training for official control staff so as to promote a consistent understanding and application of new legislation, guidance or procedures, as appropriate. The Official Agency shall support participants in using e-learning resources, disseminating knowledge or skills acquired and encourage the application of learning gained through the Authority’s training in official control activities. The Official Agency shall ensure that contractors used in the performance of the Service Contract provide evidence of Continuous Professional Development and Compliance with this section. Where staff from the Official Agency need to travel outside the Official Agency functional area to attend training courses/meetings, this shall be facilitated by the Official Agency. The Official Agency in partnership with the Authority shall develop and implement training programmes for all staff engaged in the performance of the Service Contract. Where staff have participated in Better Training for Safer Food (BTSF) the training content shall be disseminated to relevant staff/contractors in the Official Agency and other local authorities in partnership with the Authority.

  • File Management and Record Retention relating to CRF Eligible Persons or Households Grantee must maintain a separate file for every applicant, Eligible Person, or Household, regardless of whether the request was approved or denied.

  • EMPLOYER AND UNION SHALL ACQUAINT NEW EMPLOYEES The Employer agrees to acquaint new employees with the fact that a Collective Agreement is in effect and with the conditions of employment set out in the Articles dealing with Union Security and Dues Check-off. The Employer agrees to provide the name, worksite phone number, and location of the new employee's xxxxxxx in the letter of hiring. Whenever the xxxxxxx is employed in the same work area as the new employee, the employee's immediate supervisor will introduce her to her xxxxxxx. The Employer agrees that a Union xxxxxxx will be given an opportunity to interview each new employee within regular working hours, without loss of pay, for thirty (30) minutes sometime during the first thirty (30) days of employment for the purpose of acquainting the new employee with the benefits and duties of Union membership and the employee's responsibilities and obligations to the Employer and the Union.

  • Subrecipient’s Project Manager and Key Personnel Subrecipient shall appoint a Project Manager to direct the Subrecipient’s efforts in fulfilling Subrecipient’s obligations under this Contract. This Project Manager shall be subject to approval by the County and shall not be changed without the written consent of the County’s Project Manager, which consent shall not be unreasonably withheld. The Subrecipient’s Project Manager, in consultation and agreement with County, shall be assigned to this project for the duration of the Contract and shall diligently pursue all work and services to meet the project time lines. The County’s Project Manager shall have the right to require the removal and replacement of the Subrecipient’s Project Manager from providing services to the County under this Contract. The County’s Project Manager shall notify the Subrecipient in writing of such action. The Subrecipient shall accomplish the removal within five (5) business days after written notice by the County’s Project Manager. The County’s Project Manager shall review and approve the appointment of the replacement for the Subrecipient’s Project Manager. The County is not required to provide any additional information, reason or rationale in the event it The County is not required to provide any additional information, reason or rationale in the event it requires the removal of Subrecipient’s Project Manager from providing further services under the Contract.

Time is Money Join Law Insider Premium to draft better contracts faster.