– Licensed Employee Compensation Plan Sample Clauses

– Licensed Employee Compensation Plan. Teachers new to the Olympia School District in the 2016-17, 2017-18, 2018-19 school years, with no prior teaching experience, and no additional education, will have an individual base salary of $32,983, $34,005, $34,685 respectively. Teachers new to the Olympia School District, with previous experience and/or additional education beyond a BS/BA degree, will be placed at an individual base salary aligned with the New Teacher Hire Chart. Administration will consult with OEA should there be a need to deviate from this schedule. No new hire will make more than a current employee with commensurate experience and education. All current Olympia teachers will have the individual base salary in 2016-17 that they had as a salary schedule placement at the end of the 2015-16 school year. The individual base salary will be increased each year by a set of factors (below) to arrive at the individual total salary for the year. In the 2017-18, and 2018-19, the individual base salary will be the individual total salary from the previous year, and then will be eligible for increase based upon the following factors: Factors 2016-17 2017-18 2018-19 Performance 3.0% 2.75% 2.25% Activities 0.50% 0.50% 0.50% Attendance X 1.0% 1.25% Mentoring X X 0.50% College Coursework 1.5% 1.5% 1.5% 15 year longevity 1.75% 1.75% 1.75% 22 year longevity 2.75% 2.75% 2.75% National Board 5.0% 5.0% 5.0% Advanced Degree 5.0% 5.0% 5.0%
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– Licensed Employee Compensation Plan. Teachers new to the Olympia School District in the 2022-2023, 2023-2024, and 2024-2025 school years, with no prior teaching experience, and no additional education, will have an individual base salary of $40,000. Teachers new to the Olympia School District, with previous experience and/or additional education beyond a BS/BA degree, will be placed at an individual base salary aligned with the New Teacher Hire Chart. Administration will have the authority to place a new hire up to 2 steps above the corresponding placement cell, based on years of experience and coursework completed. Administration will consult with OEA should there be a need to deviate by more than two steps from this schedule. These discussions shall take place prior to Board approval. The individual base salary will be increased each year by a set of factors (below) to arrive at the individual total salary for the year. The individual base salary will be the individual total salary from the previous year, and then will be eligible for increase based upon the following factors: Factors 2022 - 2023 2023 - 2024 2024 - 2025 Performance 3.5 % 4.0% 4.0% Activities 0.50% 0.50% 0.50% College Coursework (Per 3 hour course) 1.0% 1.0% 1.0% 15 year longevity 1.75 % 1.75% 1.75% 22 year longevity 2.75 % 2.75% 2.75% Factors 2022 - 2023 2023 - 2024 2024 - 2025 Performance 3.5 % 4.0% 4.0% National Board 5.0 % 5.0% 5.0% Advanced Degree 5.0 % 5.0% 5.0% The total increase may not exceed 6.0 % for the Performance and College Coursework factors combined.
Sample 1

Related to – Licensed Employee Compensation Plan

  • Employee Compensation The wages, salaries and other compensation paid to employees who will be employed for the benefit of the Project, and to others who perform special services for the benefit of the Project, to the extent not otherwise paid through a Cash Management System, shall be paid by Owner from a Project Account pursuant to this Section 9.2.

  • Deferred Compensation Plan Manager shall be eligible to participate in the First Mid-Illinois Bancshares, Inc. Deferred Compensation Plan in accordance with the terms and conditions of such Plan.

  • Deferred Compensation Plans Employees are to be included in the State of California, Department of Personnel Administration's, 401(k) and 457 Deferred Compensation Programs. Eligible employees under IRS Code Section 403(b) will be eligible to participate in the 403(b) Plan.

  • Callout Compensation A regular employee who is called back to work outside their regular working hours shall be compensated for a minimum of three hours at overtime rates. They shall be compensated from the time they leave their home to report for duty until the time they arrive back upon proceeding directly to and from work.

  • Extra Compensation 1. CTSO Advisors will be paid twenty-five ($25) per hour (capped at eight (8) hours per day) for non-discretionary CTSO activities (e.g., conferences, conventions, and competitions) involving students on days not scheduled as part of the regular school year calendar.

  • Deferred Compensation Program ‌ Unit members shall continue to be eligible to join the County’s Deferred Compensation Plan. Said employees will be bound by the same Plan, rules and participation agreements as are generally applicable to other County employees. DSA acknowledges that County retains the right to alter, amend, or repeal the current plan, rules, and participation agreements, at any time. The County shall not charge an administrative fee to participating employees.

  • Employee Compensation Upon Separation An Employee, upon her separation from employment, shall be compensated for vacation leave to which she is entitled.

  • Employees' Compensation The Consultant shall be solely responsible for the following:

  • SALARY AND COMPENSATION ARTICLE 56

  • EMPLOYMENT TERM AND COMPENSATION A. The Board hereby employs the Employee for a salary of $6,547 per bi-weekly pay period ($170,210 Annualized), payable in installments less any legally authorized deductions as the DBM D71, Director, Application Development.

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