Recruitment and Selection of Students Sample Clauses

Recruitment and Selection of Students. To secure the broadest applicant pool possible, YHSECA will recruit qualified eighth grade students no later than January of each year. Since the Ysleta ISD is an open enrollment district, there are no geographic limitations for YHSECA admission, although priority will be provided students living in the Y ISD. A recruitment team comprised of the YHSECA Principal and on-site YHSECA staff will spearhead this effort. The recruiting process will include the following activities: A. Creation of a YHSECA web site that provides recruitment and admission information with links to the EPCC homepage, EPCC Library homepage, and the EPCC Dual Credit/ECHS Program homepage; B. Distribution of recruitment/admission packets to middle school students in the school district; C. Meetings with middle school counselors to introduce and explain the concept of the ECHS; D. Student meetings at all middle school campuses explaining the opportunities and commitment required of YHSECA students; E. Conduct a community YHSECA informational meeting for interested students/parents; F. Presentation of recruitment and admission information in a bilingual mode; G. The content of any publication bearing both names (EPCC and YHSECA) will be jointly approved and shall follow EPCC and YISD procedures. Admission to YHSECA will be open to a maximum of 125 students each year served by the Y ISD. This will be known as a cohort. Criteria for admission to the YHSECA will allow 8th grade students to apply each year for the new cohort and enter YHSECA as 9th graders. The majority of the students accepted to the YHSECA will be those who are at risk of dropping out of high school or who wish to accelerate completion of the high school program; including first-generation college-goers, low-income students, and English language learners. In special circumstances, additional 9th graders, who meet the criteria for YHSECA, will be allowed to apply for any available openings in the cohort not to go over the maximum of 125 students. These students will be integrated into the existing cohort.
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Recruitment and Selection of Students. Xxxxx ISD shall be solely responsible for recruiting and selecting students for the P-TECH Program. An attempt will be made to recruit students from each Xxxxx ISD middle school. Priority will be given to those who are at risk of dropping out of high school or who wish to accelerate completion of the high school program including first-generation college- goers, low-income students, and English language learners. Other slots may be granted to out-of-district transfers. Remaining unused slots will be granted to underrepresented groups targeted for recruitment to include, but not limited to, Hispanic and African Americans. Recruiting efforts will include: A. Creation of a P-TECH website that provides recruitment and admission information with links to the EPCC homepage, EPCC Library homepage, and the EPCC Dual Credit/Program homepage; B. Distribution of recruitment/admission packets to middle school students in the school district; C. Meetings with middle school counselors to introduce and explain the concept of the TEA blueprint; D. Student/parent meetings at all middle school campuses to explain the opportunities and commitment required of P-TECH students; E. Presentation of recruitment and admission information in a bilingual mode. Recruitment materials will be reviewed by the steering committee in the planning year to ensure it meets TEA Blueprint and EPCC co-branding guidelines. EPCC Dual Credit Counseling and Administration will participate in parent and information sessions upon request. Admission to the P-TECH Program will be open to no more than 25 students per cohort at Horizon HS P-TECH Cybersecurity Academy and 50 students per cohort at Mountain View HS Health Professions Academy P-TECH served by Xxxxx ISD. Criteria for admission to the P-TECH Program will allow 8th grade students to apply.
Recruitment and Selection of Students. YISD shall be solely responsible for recruiting and selecting students for the P-TECH Program . An attempt will be made to recruit students from each YISD middle school. The majority of the students accepted to the P-TECH Program will be those who are at risk of dropping out of high school or who wish to accelerate completion of the high school program including first-generation college-goers, low-income students, and English language learners. Other slots may be granted to out-of-district transfers. Remaining unused slots will be granted to underrepresented groups targeted for recruitment to include, but not limited to, Hispanic and African-Americans. Recruiting efforts will include: A. Creation of a P-TECH Program website that provides recruitment and admission information with links to the EPCC homepage, EPCC Library homepage, and the EPCC Dual Credit Program homepage; B. Distribution of recruitment/admission packets to middle school students in the school district; C. Meetings with middle school counselors to introduce and explain the concept of the TEA blueprint; D. Student/parent meetings at all middle school campuses to explain the opportunities and commitment required of P-TECH students; E. Presentation of recruitment and admission information in a bilingual mode. Admission to the P-TECH Program will be open to no more than 125 students per cohort served by YISD. Criteria for admission to the P-TECH Program will allow 8th grade students to apply.

Related to Recruitment and Selection of Students

  • Recruitment and Selection Swedish Medical Center will recruit and hire the most qualified applicants to meet the staffing needs of the Center and thereafter transfer, promote, and retain such persons as employees. All such actions and decisions shall comply with the Center’s desire to promote from within whenever qualified candidates are identified, interested, and available.

  • Evaluation of Students Acknowledging the District’s adopted grading system, the teacher shall maintain the right and responsibility to determine grades and other evaluation of a student. No grade or evaluation shall be changed except by the teacher with the approval of the building administrator.

  • File Management and Record Retention relating to CRF Eligible Persons or Households Grantee must maintain a separate file for every applicant, Eligible Person, or Household, regardless of whether the request was approved or denied. a. Contents of File: Each file must contain sufficient and legible documentation. Documents must be secured within the file and must be organized systematically.

  • Recruitment and Retention Avenal, Ironwood, Calipatria and Chuckawalla Valley Prisons A. Effective July 1, 1998, employees who are employed at Avenal, Ironwood, Calipatria or Chuckawalla Valley State Prisons, Department of Corrections, for twelve (12) consecutive qualifying pay periods, shall be eligible for a recruitment and retention bonus of $2,400, payable thirty (30) days following the completion of the twelve (12) consecutive qualifying pay periods. B. If an employee voluntarily terminates, transfers, or is discharged prior to completing twelve (12) consecutive pay periods at Avenal, Ironwood, Calipatria, or Chuckawalla State Prisons, there will be no pro rata payment for those months at either facility. C. If an employee is mandatorily transferred by the department, he/she shall be eligible for a pro rata share for those months served. D. If an employee promotes to a different facility or department other than Avenal, Ironwood, Calipatria or Chuckawalla Valley State Prisons prior to completion of twelve (12) consecutive qualifying pay periods, there shall be no pro rata of this recruitment and retention bonus. After completing the twelve (12) consecutive qualifying pay periods, an employee who promotes within the Department will be entitled to a pro rata share of the existing retention bonus. E. Part-time and intermittent employees shall receive a pro rata share of the annual recruitment and retention differential based on the total number of hours worked excluding overtime during the twelve (12) consecutive qualifying pay periods. F. Annual recruitment and retention payments shall not be considered as compensation for purposes of retirement contributions. G. Employees on IDL shall continue to receive this stipend. H. If an employee is granted a leave of absence, the employee will not accrue time towards the twelve (12) qualifying pay periods, but the employee shall not be required to start the calculation of the twelve (12) qualifying pay periods all over. For example, if an employee has worked four (4) months at a qualifying institution, and then takes six (6) months’ maternity leave, the employee will have only eight (8) additional qualifying pay periods before receiving the initial payment of 2,400.

  • Files Management and Record Retention relating to Grantee and Administration of this Agreement a. The Grantee shall maintain books, records, and documents in accordance with generally accepted accounting procedures and practices which sufficiently and properly reflect all expenditures of funds provided by Florida Housing under this Agreement. b. Contents of the Files: Grantee must maintain files containing documentation to verify all funds awarded to Grantee in connection with this Agreement, as well as reports, records, documents, papers, letters, computer files, or other material received, generated, maintained or filed by Grantee in connection with this Agreement. Grantee must also keep files, records, computer files, and reports that reflect any compensation it receives or will receive in connection with this Agreement.

  • Implementation of Agreement Each Party must promptly execute all documents and do all such acts and things as is necessary or desirable to implement and give full effect to the provisions of this Agreement.

  • Consideration of Criminal History in Hiring and Employment Decisions 10.14.1 Contractor agrees to comply fully with and be bound by all of the provisions of Chapter 12T, “City Contractor/Subcontractor Consideration of Criminal History in Hiring and Employment Decisions,” of the San Francisco Administrative Code (“Chapter 12T”), including the remedies provided, and implementing regulations, as may be amended from time to time. The provisions of Chapter 12T are incorporated by reference and made a part of this Agreement as though fully set forth herein. The text of the Chapter 12T is available on the web at xxxx://xxxxx.xxx/olse/fco. Contractor is required to comply with all of the applicable provisions of 12T, irrespective of the listing of obligations in this Section. Capitalized terms used in this Section and not defined in this Agreement shall have the meanings assigned to such terms in Chapter 12T. 10.14.2 The requirements of Chapter 12T shall only apply to a Contractor’s or Subcontractor’s operations to the extent those operations are in furtherance of the performance of this Agreement, shall apply only to applicants and employees who would be or are performing work in furtherance of this Agreement, and shall apply when the physical location of the employment or prospective employment of an individual is wholly or substantially within the City of San Francisco. Chapter 12T shall not apply when the application in a particular context would conflict with federal or state law or with a requirement of a government agency implementing federal or state law.

  • Recruitment When advertising for employees, the contractor will include in all advertisements for employees the notation: "An Equal Opportunity Employer." All such advertisements will be placed in publications having a large circulation among minorities and women in the area from which the project work force would normally be derived. a. The contractor will, unless precluded by a valid bargaining agreement, conduct systematic and direct recruitment through public and private employee referral sources likely to yield qualified minorities and women. To meet this requirement, the contractor will identify sources of potential minority group employees, and establish with such identified sources procedures whereby minority and women applicants may be referred to the contractor for employment consideration. b. In the event the contractor has a valid bargaining agreement providing for exclusive hiring hall referrals, the contractor is expected to observe the provisions of that agreement to the extent that the system meets the contractor's compliance with EEO contract provisions. Where implementation of such an agreement has the effect of discriminating against minorities or women, or obligates the contractor to do the same, such implementation violates Federal nondiscrimination provisions. c. The contractor will encourage its present employees to refer minorities and women as applicants for employment. Information and procedures with regard to referring such applicants will be discussed with employees.

  • Supervision of Students At least one teacher is to remain with the students after the close of any activity, practice session or game until the last student has left the premises. This rule applies whether the group is at the home school or field or is away.

  • Orally Administered Anticancer Medication In accordance with RIGL § 27-20-67, prescription drug coverage for orally administered anticancer medications is provided at a level no less favorable than coverage for intravenously administered or injected cancer medications covered under your medical benefit.

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