Leadership Stipends Sample Clauses

Leadership Stipends. The district values the Profession Learning Community (PLC) work and realizes that teacher leadership is an important component to effective PLC’s. Based on the understanding that in almost all of the schools, the teachers fulfilling the role as the SILT member also fulfill the role as PLC lead as a component of the role/responsibility. To ensure consistency across the district SILT/PLC positions will be paid a stipend of $1,650 each except for at Centralia High School. The School Improvement Leadership Team (SILT) members shall each receive an annual stipend as outlined in this section and shall also be expected to perform in the role of the PLC lead as outlined in the Leadership Stipend job description. Each position shall have a three-year duration, with approximately one- third of position expiring each year. When a vacancy occurs the stipends must be posted as vacant job openings and employees must submit a letter of interest to be considered for the position. A School Leadership Team can submit a proposal to the superintendent to package their SILT/PLC leadership funds in a different manner. Each school shall be responsible for submitting a leadership plan to the district by October 1 of each year. It is the intent of this section that leadership/PLC stipends be provided for those individuals who are responsible for leadership/PLC activities associated with the school improvement plan. Leadership teams shall meet no more than one time per week, for no longer than a total of two (2) hours per month. If additional meetings are required, all members shall be compensated at their per-diem rate of pay. a. Centralia High School will be funded for 12 SILT/PLC stipends at $2,450 each and will include at least one member from each department (ELA, SS, Math, Science, FLAM, CTE, SPED/EL, and PE). In the event that there are no applicants who meet these criteria, principals can solicit applications to certificated staff within the building for an at-large leadership position. Additionally, CHS will be funded for 8 department logistic positions, formerly department chair positions, at $1,500 each. b. Futurus High school will receive one SILT/PLC stipend at $1,650. c. Centralia Middle School will be given $13,200 for 8 leadership/PLC stipends and will include at least one member from each department (ELA, SS, Math, Science, FLAM, CTE, SPED/EL, and PE). In the event that there are no applicants who meet these criteria, principals can solicit applications to certifi...
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Leadership Stipends. The parties agree that for the 2021-2022 school year the District will hire SJPEC members to serve in leadership roles supporting the Division of Teaching and Learning. The District and the Coalition agree to establish a Leadership Stipends Joint Committee no later than July 30, 2021. The purpose of the joint committee is to mutually develop the purpose, scope, expectations, interview process, and stipend amounts for these newly created positions.
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Leadership Stipends. 6 A full Leadership stipend is ten percent of Class III, Step 1. The local 7 administrator will designate leadership stipends which will not be less than 8 25 percent nor more than 200 percent of a stipend.
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Leadership Stipends. Each building will be allocated funds to be provided as certificated employee stipends for building leadership activities as determined by each building staff. The allocation shall be reviewed by the building staff annually. The funds shall be available according to the following formula:
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Leadership Stipends. Leadership Academy Training - $1,250
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Leadership Stipends. The following leadership positions shall receive an annual stipend in addition to their base salary in the amounts set forth below: Department Chair: 13% of the LSM’s base salary Xxxx: 13% of the LSM’s base salary Activity Director: 13% of the LSM’s base salary Program Director: 13% of the LSM’s base salary
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Leadership Stipends. The leadership stipends listed below shall receive the following stipend for the 2015-2016, 2016-2017 and 2017-2018 school years shall be increased by the consumer price index (CPI) which is 1.5% for 2015-2016, 0.8% for 2016-17, and 2017-2018 to be calculated once CPI is published in January 2016: 1. Elementary Student Services Coordinator: $4,263 stipend for 2015-2016; $4,297 for 2016-2017; and $4,297 plus CPI for 2017-2018;
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Leadership Stipends. A. Teachers will have the opportunity to apply for positions as project leaders related to specific projects. Such project positions will be posted with a project description, inclusive of duties, responsibilities, projected time commitments and projected stipend. B. Project Leader stipends will be a flat amount, based on the projected time commitment for the project multiplied by the applicable rate, below. C. Notwithstanding the above, if the time needed to perform the stipend work is substantially different than projected, the employee may appeal to the Executive Director. D. The project description will be provided to the selected teacher prior to start of the project and, if reasonably possible, at the start of the school year. E. LEARN will provide to the Association at the start of each school year a list of the anticipated Project Leader positions for that school year. The Executive Director retains the right, at his or her discretion, to create and eliminate Project Leader positions, notwithstanding a position being on such list. F. Hourly stipend rates for approved work will be as follows: 1. Project Leader on a project involving teaching: $37 per hour for projected hours; 2. Project Leader on a project involving non-teaching: $34 per hour for projected hours; 3. Teaching students outside summer school or the regular work day, such as tutoring: $37 per hour; 4. Assigned consulting and curriculum work not covered under a Project Leader assignment: $34 per hour; 5. Extended School Year/Summer school: $37 per hour.
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Related to Leadership Stipends

  • Leadership Develop strong joint leadership, shift to coaching style of leadership and share information, including financial data.

  • Executive Management The PH-MCO must include in its Executive Management structure: • A full-time Administrator with authority over the entire operation of the PH-MCO. • A full-time HealthChoices Program Manager to oversee the operation of the Agreement, if different than the Administrator. • A full-time Medical Director who is a current Pennsylvania-licensed physician. The Medical Director must be actively involved in all major clinical program components of the PH-MCO and directly participates in the oversight of the SNU, QM Department and UM Department. The Medical Director and his/her staff/consultant physicians must devote sufficient time to the PH-MCO to provide timely medical decisions, including after-hours consultation, as needed. • A full-time Pharmacy Director who is a current Pennsylvania-licensed pharmacist. The Pharmacy Director oversees the outpatient drug management and serves on the PH-MCO P&T Committee. • A Dental Director who is a current Pennsylvania-licensed Doctor of Dental Medicine or Doctor of Dental Surgery. The Dental Director may be a consultant or employee but must be available at a minimum of 30 hours per week. The Dental Director must be actively involved in all program components related to dental services including, but not limited to, dental provider recruitment strategy, assessment of dental network adequacy, providing oversight and strategic direction in the quality of dental services provided, actively engaged in the development and implementation of quality initiatives, and monitor the performance of the dental benefit manger if dental benefits are subcontracted. A full-time Director of Quality Management who is a Pennsylvania- licensed RN, physician or physician's assistant or is a Certified Professional in Healthcare Quality by the National Association for Healthcare Quality Certified in Healthcare Quality and Management by the American Board of Quality Assurance and Utilization Review Providers. The Director of Quality Management must be located in Pennsylvania and have experience in quality management and quality improvement. Sufficient local staffing under this position must be in place to meet QM Requirements. The primary functions of the Director of Quality Management position are: • Evaluate individual and systemic quality of care • Integrate quality throughout the organization • Implement process improvement • Resolve, track, and trend quality of care complaints • Develop and maintain a credentialed Provider network • A full-time CFO to oversee the budget and accounting systems implemented by the PH-MCO. The CFO must ensure the timeliness and accuracy of all financial reports. The CFO shall devote sufficient time and resources to responsibilities under this Agreement. • A full-time Information Systems Coordinator, who is responsible for the oversight of all information systems issues with the Department. The Information Systems Coordinator must have a good working knowledge of the PH-MCO's entire program and operation, as well as the technical expertise to answer questions related to the operation of the information system. • These full time positions must be solely dedicated to the PA HealthChoices Program.

  • Performance Management 17.1 The Contractor will appoint a suitable Account Manager to liaise with the Authority’s Strategic Contract Manager. Any/all changes to the terms and conditions of the Agreement will be agreed in writing between the Authority’s Strategic Contract Manager and the Contractor’s appointed representative. 17.2 The Contractor will ensure that there will be dedicated resources to enable the smooth running of the Framework Agreement and a clear plan of contacts at various levels within the Contractor's organisation. Framework Public Bodies may look to migrate to this Framework Agreement as and when their current contractual arrangements expire. The Contractor will where necessary assign additional personnel to this Framework Agreement to ensure agreed service levels are maintained and to ensure a consistent level of service is delivered to all Framework Public Bodies. 17.3 In addition to annual meetings with the Authority's Strategic Contract Manager, the Contractor is expected to develop relationships with nominated individuals within each of the Framework Public Bodies to ensure that the level of service provided on a local basis is satisfactory. Where specific problems are identified locally, the Contractor will attempt to resolve such problems with the nominated individual within that organisation. The Authority's Strategic Contract Manager will liaise (or meet as appropriate) regularly with the Framework Public Bodies' Contract Manager, and where common problems are identified, it will be the responsibility of the Contractor to liaise with the Authority's Strategic Contract Manager to agree a satisfactory course of action. Where the Contractor becomes aware of a trend that would have a negative effect on one or more of the Framework Public Bodies, they should immediately notify the Authority's Strategic Contract Manager to discuss corrective action. 17.4 Regular meetings, frequency to be advised by Framework Public Body, will be held between the Framework Public Bodies' Contract Manager and the Contractor's representative to review the performance of their Call-Off Contract(s) under this Framework Agreement against the agreed service levels as measured through Key Performance Indicators (KPIs). Reports will be provided by the Contractor to the Framework Public Bodies' Contract Manager at least 14 days prior to the these meetings. 17.5 Performance review meetings will also be held annually, between the Authority's Strategic Contract Manager and the Contractor's representative to review the performance of the Framework Agreement against the agreed service levels as measured through Key Performance Indicators. A summary of the quarterly reports will be provided by the Contractor at least 14 days prior to these meetings. 17.6 The Authority will gather the outputs from contract management to review under the areas detailed in the table below. Provision of management reports 90% to be submitted within 10 working days of the month end Report any incident affecting the delivery of the Service(s) to the Framework Public Body 100% to be reported in writing to FPB within 24 hours of the incident being reported by telephone/email Prompt payment of sub-contractors and/or consortia members (if applicable). Maximum of 30 from receipt of payment from Framework Public Bodies, 10 days target 100% within 30 days

  • Philosophy It is the Company’s intent to use regular staff to perform most of its work of a continuing nature. Furthermore, the Company will strive to provide regular staff with stability of employment. The parties agree that a consistent, managed and joint approach to the assignment of work within the Company is necessary to provide security for employees, a more effective, productive organization and an excellent product for the customer.

  • Committee Membership 1. Local representatives on committees specifically established by this Collective Agreement shall be appointed by the local. 2. In addition, if the employer wishes to establish a committee which includes bargaining unit members, it shall notify the local about the mandate of the committee, and the local shall appoint the representatives. The local will consider the mandate of the committee when appointing the representatives. If the employer wishes to discuss the appointment of a representative, the superintendent, or designate, and the president or designate of the local may meet and discuss the matter. 3. Release time with pay shall be provided by the employer to any employee who is a representative on a committee referred to in Article A.5.1 and A.5.2 above, in order to attend meetings that occur during normal instructional hours. Teacher teaching on call (TTOC) costs shall be borne by the employer. 4. When a TTOC is appointed to a committee referred to in Article A.5.1 and A.5.2 above, and the committee meets during normal instructional hours, the TTOC shall be paid pursuant to the provisions in each district respecting TTOC Pay and Benefits. A TTOC attending a “half day” meeting shall receive a half day’s pay. If the meeting extends past a “half day,” the TTOC shall receive a full day’s pay.

  • Career Development The City and the Union agree that employee career growth can be beneficial to both the City and the affected employee. As such, consistent with training needs identified by the City and the financial resources appropriated therefore by the City, the City shall provide educational and training opportunities for employee career growth. Each employee shall be responsible for utilizing those training and educational opportunities made available by the City or other institutions for the self- development effort needed to achieve personal career goals.

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