Instructional Staff Clause Samples

Instructional Staff. A. General Requirements for Employment 1. Members employed in the District must have completed the requirements for and hold at least the required certificate/license, as defined by the ORC, prior to the start of the school year for which they were hired. Should no applicant meet the requirement set forth above the District may on an emergency basis seek temporary certification/licensure for a qualified applicant. 2. To be eligible for appointment as a teacher in the District, the candidate, future or present, must have on file the following credentials: a. An application properly completed. b. A complete transcript of college credits. c. A copy of the teacher's certificate. d. A copy of the discharge papers of any person having served in the armed forces of the United States. e. A record of the amount of unused sick leave transferred from another school district. f. Recommendations from individuals who are qualified to present them in reference to good qualities, character, reputation and successful experience. g. All credentials are to remain as a part of the permanent record of the candidate and become the sole property of the District. Responsibility for acquisition of the required credentials is the sole responsibility of the Member. The District shall notify the Member if his/her credentials are incomplete and/or about to lapse. The Member shall be responsible to see that his/her credentials are complete and/or renewed. Any costs for official transcripts, certification or recertification will be the responsibility of and borne by the applicant/Member. Credentials are not transferable but may be examined by properly authorized persons upon approval of the Superintendent. Copies of official credentials will be provided at no charge to the applicant/Member. Official credentials shall not be removed from the Central Office. Replacement of credentials lost within the District shall be the responsibility of the District. Upon making appointments, the best interest of the schools, along with the fitness and personal qualifications of the candidate, shall be given prime consideration. h. A personal interview is mandatory prior to employment. i. There shall be no back pay during the period the Member does not have on file the appropriate documents as stated above whereby the individual knowingly has been negligent in providing the Employer with the appropriate documents. j. Proficiency in speaking, writing, and reading English as determined by the interview p...

Instructional Staff. CESA #1 shall act as the employer of record for certified instructor(s), as needed, to support math and/or reading content areas. Instructor(s) will be familiar with practices for working in alternative settings or with students with special education needs.

Instructional Staff. For the purpose of this Agreement, the term Instructional Staff 11 shall mean those persons in the bargaining unit.

Instructional Staff. Instructional Staff includes all professional, nonsupervisory personnel (as certified by the State Employment Relations Board), both full- and part-time, whether under contract, either verbal or written, on sick leave and/or maternity leave from the District, or on a per diem or hourly rate basis, employed by the District performing any work currently being performed by teachers, including classroom teachers PreK-12, special, vocational, and substitutes in the same position for at least sixty (60) days, librarians, Title I, Athletic Directors who are otherwise covered under this clause, and intervention specialists. Hereinafter, the word Teacher means any member of the bargaining unit.

Instructional Staff. Nothing contained herein shall be construed to deny or 2 restrict any teacher any rights he/she may have under the Constitution and Laws of the United 3 States and of the State of Florida.

Instructional Staff. Evidence: a. Is documentation available to verify that the marketing instructor(s) meets state requirements for the position? b. Does the marketing instructor(s) participate in selected business/industry and community organizations for the purpose of occupational updating and/or training site development? c. Has the instructor successfully completed the staff development course for industry certification? d. Is the instructor able to demonstrate proficiency in current instructional technologies? e. Does the marketing instructor participate in the GACTE Summer Conference and the GMEA affiliate meetings? f. Has the instructor completed a state/university-sponsored internship(s), a part- time employment experience in marketing, an entrepreneurial/job shadowing experience or Train-the-Trainer Workshop within the last two years and incorporated these experiences into the classroom? g. Has the instructor attended the GACTE Conference, attended CTAERN Workshops, attended local workshops in the program area or completed college- level marketing coursework in the last three years? h. Is the instructor a member of the required professional marketing associations (ACTE, GACTE and GMEA)? Responsibility for the Marketing or Hospitality/Tourism programs’ personnel is assigned by the local school administration consistent with state and local policies. Standard 4.1: Instructional Staff a. Is documentation of the rules, regulations, policies, and procedures provided that supports all components of the program? b. Is evidence provided of collaboration between the secondary school and the local postsecondary institution(s)? c. Is documentation available which proves that classroom instruction, School- Based Enterprise (lab) instruction, DECA activities (local, state and international) and Work- Based Learning activities have been monitored and evaluated? DECA is a critical intra-curricular component of instruction and career preparation in the Marketing and Hospitality/Tourism Programs. DECA is the appropriate professional student organization for Marketing and Hospitality/Tourism students, and affiliation/participation is available on the local, state, and international levels. DECA affiliation and participation is required by the sponsoring body, the American Marketing Association of Atlanta.

Instructional Staff. Applies to in-school administrators and teachers whose long-term health benefits are with the Income Continuance Plan (ICP). Effective July 1, 2019 this ICP will be renamed Teachers’ Long-Term Disability Plan. These employees are exempt from the Workers’ Compensation Act.

Instructional Staff. Special Education teachers having appropriate certification for the area of assignment who provide direct instructional and/or support services, as defined in the current Michigan Special Education Rules as amended.

Instructional Staff. 1. Instructional Staff (except Guidance Counselors) will be evaluated by the STRIVE evaluation system, which shall be provided at the start of every school year, or date of hire for those hired after the commencement of the school year, by the Employer. Instructional Staff present for the full school year will receive at least two (2) formative STRIVE evaluations relating to their progress against available STRIVE metrics, and one (1) summative STRIVE report per academic year. At least one (1) formative STRIVE report must occur in the first two (2) quarters but may not occur in the first five weeks of the first quarter or the last five weeks of the school year. The summative STRIVE report shall include a final report of all STRIVE measures applicable to the individual Instructional Staff member. All evaluators must complete Teachscape Evaluator Training-or a similar evaluation training before completing the qualitative portion of the summative Strive report. The Employer shall provide the Union with a list of qualified evaluators quarterly. 2. As a component of the STRIVE framework, all Instructional Staff will receive a minimum of three (3) observations and timely written feedback regarding the same. Instructional Staff members will have the opportunity to request a post observation conference to discuss the feedback, which will not be unreasonably denied. 3. Issues with the application of the STRIVE evaluation framework to individual Instructional Staff Members should be dealt with through the scheduled network-wide labor management meetings referenced in ARTICLE 5, the Professional Solutions Committee referenced in ARTICLE 14, or the Dispute Resolution Process referenced in ARTICLE 18. With regard to any larger issues that may arise regarding the STRIVE evaluation framework itself, such issues may only be resolved by mutual agreement of the parties, and are not subject to the Dispute Resolution Process.