Leadership Compensation Sample Clauses

Leadership Compensation. X-8 13 Leaves ABE/ECFE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Appendix C-VIII 56 Adoption . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . XIII 22
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Leadership Compensation. The Company shall pay to Executive as full compensation for any and all leadership services rendered in any capacity under this Agreement monthly compensation of $2083.33 (“Leadership Comp”). Executive’s Leadership Compensation shall be payable in accordance with the customary payroll practices of the Company, as in effect from time to time. Leadership compensation may be suspended or discontinued should Executive's duties no longer be consistent with the position and/or requirements of an Executive Leadership Team (“ELT”) member.
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Leadership Compensation. Compensation Levels 2021-22 Stipend 2022-23 Stipend High School Department Leaders (English, Math, Science, Social Studies) Level B: Elementary Building Leaders (Special Education Child Study Team Leader) Elementary Curriculum Support Team Teachers (Art Curriculum Leadership, Music Curriculum Leadership, Physical Education Curriculum Leadership) Middle School Department Leaders (Art, Building Technology Coordinator, English, English Second Language (ESL), Family and Consumer Science, Guidance, Industrial Technology, Math, Music, Physical Education, Science, Social Studies, Special Education, Talent Development Leader, World Language) High School Department Leaders (Art, Building Technology Coordinator, Business Education, ESL, Family and Consumer Science, Guidance, Industrial Technology, Music, Physical Education, Special Education, World Language) Secondary Curriculum Support Team Teachers (Art, Business, Drivers Education, Family and Consumer Science, Guidance, Health, Music, Physical Education, Technical Education, World Language) Anoka-Hennepin Technical and Regional High School Department Leaders (Art/Technology, Business, English/Reading, ESL, Health/Physical Education, Math, Science, Social Studies, Special Education) TOSA-TALS and TOSA-Tech Facilitators Social Worker Leader (K-12) – designated individual Vocational Department Leaders (each High School and the STEP Program) Level C: Elementary Building Leaders (Kindergarten Representative, First Grade Representative, Second Grade Representative, Third Grade Representative, Fourth and Fifth Grade Inquiry Representative, Fourth and Fifth Grade Humanities Representative, Title 1 School Wide, Intervention Team Leader, English Second Language Building Program Leader) Middle School Department Leaders (Health, Media, Licensed School Nurse, Reading) High School Department Leaders (Chemical Hygiene Officer, Health, Licensed School Nurse, Media, Reading) Anoka-Hennepin Technical High School, Anoka-Hennepin Regional High School, and Alternative Site Department Leaders (Chemical Hygiene Officer) Special Education Department Leaders (River Trails Learning Center, Pathways Program, Bridges, Early Childhood Special Education Programs and District Evaluation Team) Elementary Building Leaders (Principal designated Building Lead Teacher, Targeted Assistance) Middle School Department Leaders (Chemical Hygiene Officer) Elementary Building Leaders (Comp Ed) Middle School Department Leaders (Anoka Middle School sixth gra...
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Leadership Compensation. This section is reorganized. All leadership positions are in current language unless noted.) Level A 2010 2030 Level B 1805 1820 Level C 1750 1770 Level D 1390 1405 Level E 1080 1095
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Leadership Compensation. Compensation Levels: 2015-2016 Stipend 2016-2017 Stipend
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Leadership Compensation. X-8 11 Leaves ABE/ECFE .....................................Appendix C-VIII 51
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Leadership Compensation. The District shall provide leadership compensation at the rate of up to $100.00 per building FTE per year. The District and Association shall meet annually to approve the plans for allocating this compensation.
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Leadership Compensation. The District and the Association agree that bargaining unit members who serve on the leadership team shall be compensated for their time and leadership skills at an annual rate of $1,519.
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Related to Leadership Compensation

  • Separation Compensation In exchange for your agreement to the general release and waiver of claims and covenant not to sue set forth below and your other promises herein, the Company agrees to provide you with the following:

  • Basic Compensation (a) SALARY. Executive will be paid an annual base salary of $115,000.00, subject to adjustment as provided below (the "Salary"), which will be payable in equal periodic installments according to Employer's customary payroll practices, but no less frequently than monthly. The Salary will be reviewed by the Board of Directors not less frequently than annually, and shall be increased on each anniversary of the Effective Date during the term hereof by an amount equal to not less than ten percent (10%) of the prior year's base salary.

  • Long-Term Incentive Compensation Subject to the Executive’s continued employment hereunder, the Executive shall be eligible to participate in any equity incentive plan for executives of the Firm as may be in effect from time to time, in accordance with the terms of any such plan.

  • Executive Compensation Until such time as the Investor ceases to own any debt or equity securities of the Company acquired pursuant to this Agreement or the Warrant, the Company shall take all necessary action to ensure that its Benefit Plans with respect to its Senior Executive Officers comply in all respects with Section 111(b) of the EESA as implemented by any guidance or regulation thereunder that has been issued and is in effect as of the Closing Date, and shall not adopt any new Benefit Plan with respect to its Senior Executive Officers that does not comply therewith. “Senior Executive Officers” means the Company's "senior executive officers" as defined in subsection 111(b)(3) of the EESA and regulations issued thereunder, including the rules set forth in 31 C.F.R. Part 30.

  • CONSULTANT’S COMPENSATION Consultant’s Compensation means the fees and expenses incurred directly in connection with the performance or furnishing of Basic and Additional Services for which the Owner shall pay the Consultant as indicated in Exhibit A.

  • Extra Compensation The Board shall pay no fees, other than described above, to the PA/E unless authorized by the Board as follows: A. If the scope of the Project or site is changed, the Board and the PA/E shall negotiate a reasonable fee based upon the probable estimated construction cost in changing the scope of the work and the approximate percentage of the estimated construction cost which was used to negotiate this Agreement if, and, as such may be applicable. B. If the DOE or Board requires the PA/E to make major or costly changes to the Schematic, Preliminary or Construction Document Phase submittals, which changes are not caused by architectural or engineering error or oversight, the PA/E shall be paid to redesign for additional expenses in an amount agreed to by the parties. Under no circumstances will the principals of the PA/E and the principals of his consultants be paid a fee in excess of $125.00 per hour.

  • Short-Term Incentive Compensation In addition to the foregoing Base Salary, the Executive shall be eligible during the Term to receive cash short-term incentive compensation, determined and payable in the discretion of the Compensation Committee of the Board. At least annually, the Compensation Committee shall consider awarding short-term incentive compensation to the Executive.

  • Fixed Compensation Each of the Co-Managers will receive certain additional fixed compensation pursuant to separate agreements with Masterworks, which is not tied specifically to this Offering or to any other specific offering, but a portion of which is deemed to be underwriting compensation for this Offering. Such additional fixed compensation relates to (i) a monthly retainer for administrative support services and (ii) fixed compensation payments to representatives of Arete. $8,224 is a reasonable estimate of costs and expenses referenced in clauses (i) and (ii) above that are appropriately allocated to this Offering.

  • Annual Incentive Compensation Executive shall be eligible to receive an annual bonus (“Annual Bonus”) with respect to each fiscal year ending during the Employment Period. The Annual Bonus shall be determined under the 2006 Omnibus Incentive Plan (the “Omnibus Plan”) or such other annual incentive plan maintained by the Company for similarly situated employees that the Company designates, in its sole discretion (any such plan, the “Bonus Plan”), in accordance with the terms of such plan as in effect from time to time. For each such fiscal year, Executive shall be eligible to earn a target Annual Bonus equal to seventy percent (70%) of Executive’s Base Salary for such fiscal year, if the Company achieves the target performance goals established by the Board for such fiscal year in accordance with the terms of the Bonus Plan. If the Company does not achieve the threshold performance goals established by the Board for a fiscal year, Executive shall not be entitled to receive an Annual Bonus for such fiscal year. If the Company exceeds the target performance goals established by the Board for a fiscal year, Executive may be entitled to earn an additional Annual Bonus for such year in accordance with the terms of the applicable Bonus Plan. The Annual Bonus for each year shall be payable at the same time as bonuses are paid to other senior executives of the Company in accordance with the terms of the applicable Bonus Plan, but in no event later than two and a half (21/2) months following the end of the applicable fiscal year in which such Annual Bonus was earned. Executive shall be entitled to receive any Annual Bonus that becomes payable in a lump-sum cash payment, or, at his election, (A) up to fifty percent (50%) of the Annual Bonus in the form of a grant of restricted stock units of Common Stock (as defined below) or (B) in any form that the Board generally makes available to the Company’s executive management team, provided that any such election is made by Executive in compliance with Section 409A of the Code and the regulations promulgated thereunder.

  • Bonus Compensation During the term hereof, the Executive shall participate in the Company’s Senior Executive Annual Incentive Plan, as it may be amended from time to time pursuant to the terms thereof (the “Plan,” a current copy of which is attached hereto as Exhibit A) and shall be eligible for a bonus award thereunder (the “Bonus”). For purposes of the Plan, the Executive shall be eligible for a Bonus, and the Executive’s specified percentage (the “Specified Percentage”) for such Bonus shall initially be fifty percent (50%) of Base Salary and shall thereafter be established annually by the Board of Directors (the “Board”) or, if the Board delegates the Specified Percentage determination process to a Committee of the Board, by such Committee. In the event the Board or Committee does not approve the Executive’s Specified Percentage within 90 days of the beginning of a fiscal year, such Specified Percentage shall be the same as the immediately preceding year. Whenever any Bonus payable to the Executive is stated in this Agreement to be prorated for any period of service less than a full year, such Bonus shall be prorated by multiplying (x) the amount of the Bonus otherwise earned and payable for the applicable fiscal year in accordance with this Sub-Section 4.2 by (y) a fraction, the denominator of which shall be 365 and the numerator of which shall be the number of days during the applicable fiscal year for which the Executive was employed by the Company. Executive agrees and understands that any prorated Bonus payments will be made only after determination of the achievement of the applicable Performance Measures (as defined in the Plan) in accordance with the terms of the Plan. Any compensation paid to the Executive as Bonus shall be in addition to the Base Salary.

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