Leadership Structure Sample Clauses

Leadership Structure. There is no term tied to the school's leadership structure. Some program responsibilities will be reviewed/adjusted annually. Subject responsibilities may be reviewed/adjusted annually if equity or workload becomes a concern due to shifting in student course selection. Some minor subject responsibilities may be reviewed/adjusted so long as the specialist subject for which the incumbent was selected remains. This will be carried out by the Principal, in consultation with the ISSC.
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Leadership Structure. Pre-Opening Actions Checklist items discussed in this section are as follows: A permanent head of the school has been named. Written notice that the head of school has been named within 5 days of the hire date. Other key leadership roles in the school are filled or adequately covered. Updated organizational chart with names of specific individuals occupying key leadership roles.
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Leadership Structure. The Board and the Association recognize that the District’s Mission and Strategic Plan represent the fundamental principles for developing the future direction of the District. It is also recognized that the District’s Mission and Strategic Plan have been, and will continue to be, developed through a working partnership between the Board, administrators, teachers, parents and the community. A primary basis for the partnership is the goal of collaborative input, both in advance and through assessment, by the Association into decision-making by the administration and the Board in order to build a learning environment throughout the District that fosters trust and support of all of the District’s stakeholders and achievement of the Strategic Plan. District and building committees are an avenue to accomplish this goal. Active participation at all meetings is vital, and includes: being prepared, actively participating at the meeting, and sharing out information afterwards with appropriate stakeholders. Members who may need to leave early or arrive late must designate the time of arrival or departure on the sign-in sheet. The leadership structure for achieving this goal is as follows: A. Coordinating Council 1. Composition Additional participants may be invited as appropriate to the agenda. 2. Meetings
Sample 1
Leadership Structure. The Board reserves the right to determine, from time to time, how to configure the leadership of the Board and the Company in the way that best serves the Company. Subject, during the Governance Period, to the requirements in Exhibit 3, the Board specifically reserves the right to vest the chair and chief executive officer responsibilities in the same individual. The Board has no fixed policy with respect to combining or separating the offices of chair and chief executive officer. In the event one individual holds both positions or if the chair is otherwise not an independent Director, then the non-management Directors, after consulting with all members of the Board, shall, from time to time, appoint an independent Director to serve as the Lead Director.
Sample 1
Leadership Structure. The Steering Committee should select the individuals who they want to provide the leadership of the Committee under the following requirements: • A chapter leadership team must consist of three or more individuals. Three individuals will serve as co-chairs. Additional steering committee members will serve as chapter directors. • All chapter leaders must be current members of the MIA. • All parties involved will hold equal decision-making power. In no case should one individual have more influence over the direction of the chapter than any other member of the leadership team. The Chapter leadership are considered leaders of MIA and, as such, must be approved by the MIA. Chapter leaders and members represent MIA and are expected to carry themselves with professionalism and integrity. The term of office for each of the three chairs shall be one-year. The Co-chairs can serve more terms, but will need to be re-appointed for subsequent terms. XXX reserves the right to dismiss and replace any Chapter leader at any time, at its discretion. All individuals who assume a leadership role within the Chapter are required to sign an agreement (included in the separate document) that they understand the above and that they agree to enforce the policies of MIA. The steps to begin the Chapter are:
Sample 1
Leadership Structure. The positions of Chairman of the WMIH board of directors and Chief Executive Officer are held by two different individuals. The WMIH board of directors has determined that during his tenure, Xx. Xxxxxxx has been independent under the NASDAQ listing standards. The WMIH board of directors believes that this structure is appropriate for WMIH at this time. Except for the WMIH CS&D committee, on which Xx. Xxxxx and Xx. Xxxxxxxxx serve, each of WMIH’s board committees is made up solely of independent directors and sets its own agenda. The independent directors also meet in executive session on a regular basis without management present. WMIH has adopted a code of ethics which is applicable to WMIH’s board of directors and officers, including WMIH’s chief executive officer, president, chief financial officer, principal accounting officer and controller. The WMIH code of ethics focuses on honest and ethical conduct, the adequacy of disclosure in WMIH’s financial reports, and compliance with applicable laws and regulations. A current copy of the code of ethics is available on WMIH’s website at xxx.xxxx-xxxx.xxx, and is administered by the WMIH audit committee. Communications by WMIH stockholders to the WMIH board of directors should be sent to the attention of the chairman of the WMIH board of directors, in care of Xxxxxxx Xxxxxx Xxxxx, Chief Legal Officer and Secretary, WMIH Corp., 000 Xxxxx Xxxxxx, Xxxxx 0000, Xxxxxxx, Xxxxxxxxxx 00000. Such communications will be forwarded unopened to the individual serving as chairman of the WMIH board of directors, who will be responsible for responding to or forwarding such communications as appropriate, including communications directed to individual directors or board committees. Communications will not be forwarded if the chairman of the WMIH board of directors determines that they do not appear to be within the scope of the WMIH board of directors’ (or such other intended recipient’s) responsibilities or are otherwise inappropriate or frivolous. The following table summarizes information regarding director compensation for WMIH’s non-employee directors during the fiscal year ended December 31, 2017. As an employee of WMIH, Xx. Xxxxxxxxx does not receive any additional compensation for his service as a director. Fees Earned or Paid in Cash Stock Awards Total Xxxxx X. Xxxxxxxx . . . . . . . . . . . . . . . . . . . . . . . . 120,208 100,000 220,208 Xxxxxxxxxxx X. Xxxxxxxxxx(2) . . . . . . . . . . . . . . . . . Xxxxx X. Olson...
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Leadership Structure. Xxxxx, president and chief executive officer of MDA and president and chief executive officer of SSL MDA Holdings, will lead the combined company. Xx. Xxxxx’x extensive experience in the global aerospace, defense and security markets will help guide and inform the transition and will position the combined company to capture growing demand for end-to-end space systems solutions. The DigitalGlobe name, brand and headquarters in Westminster will be maintained. In addition, three of DigitalGlobe’s current directors will be appointed to the MDA Board of Directors. The combined company will have approximately 4,600 employees in the United States and will continue to employ more than 1,800 in Canada. The transaction is subject to customary closing conditions, including required regulatory approvals, as well as approval by both MDA and DigitalGlobe shareholders. MDA and DigitalGlobe will continue to operate as separate companies until the closing of the transaction.
Sample 1
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Leadership Structure 
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Related to Leadership Structure

  • Governance Structure The Academy shall be organized and administered under the direction of the Academy Board and pursuant to the governance structure as set forth in its Bylaws. The Academy’s Board of Directors shall meet at least six times per fiscal year, unless another schedule is mutually agreed upon by the University President or Designee and the Academy.

  • Structure a) The committee will meet as necessary at times determined by the Association and TEBA. b) The Association and TEBA shall each bear the cost of their participation in this committee. c) The Association and TEBA will each appoint three (3) representatives to the committee. d) The committee will be chaired jointly.

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

  • Individual Flexibility Arrangements 38.1 Where the Employer wants to enter into a individual flexibility arrangement (IFA) it must provide a written proposal to the Employee. Where the Employee’s understanding of written English is limited, the Employer must take measures, including translation into an appropriate language, to ensure the Employee understands the proposal. 38.2 The Employer and an Employee covered by this Agreement may agree to make an IFA to vary the effect of terms of the Agreement if: (a) it deals with one or more of the following matters: (i) Time between which ordinary hours are worked; (ii) Salary sacrifice Agreements; (iii) Reduction in ordinary hours; (iv) Increase in annual leave accrual each year; (v) Increase in rate of accrual of Rostered days off; (vi) Increase in wages; (vii) Increase in training leave (Union or otherwise); (b) The IFA meets the genuine needs of the Employer and the Employee covered by this Agreement in relation to one or more of the matters mentioned in paragraph (a) above; and (c) The IFA is genuinely agreed to by the Employer and the Employee. 38.3 The Employer must ensure that the terms of the IFA: (a) are about permitted matters under section 172 of the FW Act; and (b) are not unlawful terms under section 194 of the FW Act; and (c) result in the Employee being better off overall than the Employee would be if no IFA was made. 38.4 The Employer must also ensure that any such IFA is: (a) in writing (including details of the terms that will be varied, how the IFA will vary the effect of the Enterprise Agreement terms, how the Employee will be better off overall in relation to the terms and conditions of his or her employment as a result of the IFA, and the day on which the IFA commences); (b) includes the name of the Employer and Employee; (c) signed by the Employer and the Employee, and if the Employee is under 18, by a parent or guardian of the Employee; and (d) provided to the Employee within 14 days after it is agreed to. 38.5 The Employer or Employee may terminate the IFA by either the Employer or Employee giving written notice of not more than 28 days, or at any time by both parties agreeing in writing. 38.6 Where any of the requirements of ss 202 and 203 of the FW Act are not met, the IFA is of no effect.

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