Placement and Advancement. 12.2.1 Placement of New Part-Time Adjunct Faculty on the Salary Schedule The Disciplines List by the Academic Senate for California Community Colleges will be the document used to determine academic/professional placement.
1. Academic Placement - Placement shall be made on the basis of academic education.
2. Vocational/Professional Placement - Placement shall be made for vocational/professional faculty on the basis of experience and academic education.
12.2.2 Advancement on the Salary Schedule Advancement shall be made based on earned degrees and units earned subsequent to the completion of all requirements for the degree involved. All degrees and units must be germane to the faculty member’s assignment, constitute an improvement of instructional skills or be germane to an alternate assignment of value to the District. All units, to be considered for lateral movement on the salary schedule, must be approved by the District in writing prior to taking the course. Application for approval shall be submitted to the Chair of the Academic Development Committee, c/o Human Resources, on Xxxxxxxx X-0 or D-2, for review and recommendation to the Superintendent/President for approval. If time constraints preclude prior recommendation by the Academic Development Committee to the Superintendent/President, the decision shall be made by the Superintendent/President or designee. All degrees and units must be completed by and reported to Human Resources prior to November 1st of the contract year for movement on the salary schedule that year.
12.2.3 Acceptable Degrees and Units for Placement or Lateral Movement on the Salary Schedule 1. Only degrees and units from colleges accredited by the following Regional Accreditation Associations are accepted:
a. Middle State Association of Schools and Colleges (MSA)
b. New England Association of College & Secondary Schools (NE)
c. North Central Association of Schools and Colleges (NC) d. Northwest Association of Secondary & Higher Schools (NW)
Placement and Advancement. All new drivers and dispatchers shall start at the beginning wage and shall advance to the next salary schedule step on July 1st of each year. Individuals employed after March 31st shall receive no service credit for that year and shall not advance to the next salary level until the following year. Advancement is contingent upon continuous employment. Individuals who leave the District and are re-employed at a later date will start their continuous service credit over at the beginning rate.
Placement and Advancement. 1. Placement of New Full-Time Faculty on the Salary Schedule The Disciplines List by the Academic Senate for California Community Colleges will be the document used to determine academic/professional placement. ACADEMIC VOCATIONAL/PROFESSIONAL* CLASS I MA Minimum qualifications** CLASS II MA + 15 or BA + 60*** AA with 6 years of professional experience** CLASS III MA + 30 or BA + 75*** BA with 2 years of professional experience** CLASS IV MA + 45 or BA + 90*** MA with 2 years of professional experience** Class V PhD MA + 60 or BA + 105*** or MA + 15 or BA + 60*** or PhD with 2 years of professional experience** * Those disciplines for which a Masters Degree is not generally expected or available. ** Required professional experience cannot be used for vertical progression on schedule. *** Including Masters Degree Note: Initial step placement not to exceed step 8. Note: Nursi ng faculty will be placed on the vocational/professional track.
a. Academic Track
1) Class placement - Placement shall be made on the basis of academic education.
2) Step placement - For new faculty entering the District, a maximum of seven
Placement and Advancement. Initial step placement on the salary schedule should be in accordance with the following rules:
Placement and Advancement. 16.2.1 Employees shall be placed and shall advance on the steps of the salary schedule as follows:
16.2.1.1 Employees new to the District shall be placed on the salary schedule allowing full credit for each year (135 consecutive work days or more) regardless of prior professionally or academically licensed experience service in the public schools, K-12.
16.2.1.2 Prior experience in private or parochial schools, District approved experience in colleges or universities, or other situations will be given year for year (135 consecutive work days or more) if the institution where the prior experience was obtained, required a professional license in order to be employed.
16.2.1.3 Substitute experience shall not count unless it was done on a full-time contract basis. Continuous service of 135 consecutive work days or more, or one (1) or two (2) assignments of no less than 135 consecutive work days of substitute teaching shall qualify as a year of experience in accordance with ORS 342.840. Credit for a part of a year will not be given unless two (2) segments or less total a school year.
16.2.1.4 Non-degree professionals with a restricted Career and Technical Education (CTE) teaching license shall be placed on the salary schedule at the appropriate experience step, equating to two (2) years (minimum 16 months) of work experience relevant to the area of teaching assignment with one (1) year of teaching experience up to a maximum Step 10. Determination of approved work experience is at the discretion of the Human Resources Director.
16.2.2 Employees shall receive advancement (increments) on the salary schedule for each year (135 consecutive work days or more including paid leave) of work completed in the District.
16.2.3 Beginning in the 2022-2023 school year, a salary step (Step 15 + 5 years) was added to the salary schedule for employees at a range of BA 60 or higher, which reflects an additional step increase of the same dollar amount as other step increases in each range. This new “Step 15 range max + 5 years” step will be available to employees who have been at Step 15 the maximum step of their respective range for five (5) years in the Centennial School District.
16.2.4 The following positions will receive stipends of $2,000 annually: Speech-Language Pathologist, School Psychologist, Learning Specialist, Occupational Therapist, Physical Therapist.
Placement and Advancement. 1. Initial placement of a new Professional Employee shall be determined by the Superintendent, subject to BOE approval. The determination of the years of experience and education shall be made at the time of employment.
Placement and Advancement. (a) Newly hired bargaining unit members shall be placed on Step 1 of the wage schedule for the job classification to which they are assigned; provided, however, that the Employer’s Superintendent may (in his/her discretion) place a new hire on a higher step when warranted or required by the facts and circumstances (e.g. education, experience, skills, training, specific job requirements and/or other relevant factors).
(b) For purposes of advancement on the wage schedule (if negotiated in the agreement), employees shall be credited with a year of service for any fiscal year (July 1 through June 30) during which they worked 575 or more hours in a bargaining unit position. For example, therefore, an employee who worked 575 or more hours during a given fiscal year shall advance one step on the wage schedule for the next fiscal year; and an employee who worked less than 575 hours during a given fiscal year shall remain on the same step of the wage schedule for the next fiscal year. Notwithstanding the foregoing, an employee who has remained in the bargaining unit shall not be denied advancement on the wage schedule (by virtue of his/her failure to achieve the 575 hour threshold) for more than two (2) consecutive years.
Placement and Advancement. (a) Newly hired bargaining unit members shall be placed on Step 1 of the wage schedule for the job classification to which they are assigned; provided, however, that the Employer’s Superintendent may (in his/her discretion) place a new hire on a higher step when warranted or required by the facts and circumstances (e.g. education, experience, skills, training, specific job requirements and/or other relevant factors).
(b) For purposes of advancement on the wage schedule, employees shall be credited with a year of service for any fiscal year (July 1 through June 30) during which they worked 575 or more hours in a bargaining unit position. For example, therefore, an employee who worked 575 or more hours during a given fiscal year shall advance one step on the wage schedule for the next fiscal year; and an employee who worked less than 575 hours during a given fiscal year shall remain on the same step of the wage schedule for the next fiscal year. Notwithstanding the foregoing, an employee who has remained in the bargaining unit shall not be denied advancement on the wage schedule (by virtue of his/her failure to achieve the 575 hour threshold) for more than two (2) consecutive years.
(c) Employees who transfer from one bargaining unit classification to another shall, upon such transfer, be paid as provided in the “Vacancies, Transfers, and Promotions” article of this Agreement.
Placement and Advancement. 1. New Professional Employees’ initial placement shall be determined by the Superintendent, subject to BOE approval. The determination of the years of experience and education shall be made at the time of employment.
2. Professional Employees taking additional hours for movement on the salary schedule must comply with the following:
a. Take additional hours that are graduate level hours taken in pursuit of an accredited masters or higher degree program
b. Take additional hours that are other graduate level hours taken to (1) satisfy a government requirement, and/or (2) improve the Professional Employee’s classroom instructional skill and competency, and/or (3) license the Professional Employee for additional subject areas or grades, and/or (4) satisfy a request of the Administration
c. Take additional hours that are undergraduate hours taken after employment with USD 402 for the purposes listed in Article 7.C.2.b. Half credit will be provided for up to twenty-four (24) such undergraduate hours.
d. Take additional hours that are graduate hours in the Professional Employee’s assigned area of teaching.
e. Upon obtaining a Masters degree the Professional Employee may apply the graduate hours earned prior to being awarded the degree to advance horizontally on the salary schedule not to exceed thirty
Placement and Advancement. Any employee hired after January 1st of a given year will not be eligible to move to the next step on the salary schedule in the next year. Advancement from one step to the next is not to be considered guaranteed and is subject to review by supervisors and administration. Should an employee be denied such advancement, he/she may utilize the grievance procedure outlined herein. The Union President shall be notified in instances where employees are hired at a step above the entrance level. Upon request, the Assistant Superintendent for Human Resources shall meet with the President to discuss the reasons for such action.
