Recruitment Incentives. 10.1 The Recruitment Incentive Fund (the “RIF”) is a program that, subject to section 10.3, makes financial benefits available to eligible physicians recruited to fill:
(a) vacancies identified in a Physician Supply Plan; or
(b) pending vacancies identified in a Physician Supply Plan, in any Rural Community, in accordance with the specific terms, conditions, rules and eligibility criteria approved or established by the JSC from time to time.
10.2 Responsibility for the governance and oversight of the RIF resides with the JSC, with day to day administration of the RIF provided by the Ministry.
10.3 Physicians recruited from any community (other than those listed as exceptions in section 4.1) where a recruitment and retention initiative funded by the Government is in place, are not eligible for RIF. In exceptional circumstances the JSC may waive this restriction.
10.4 The maximum benefit available under the RIF is $20,000, which is pro-rated in the case of physicians who are recruited to work less than full-time. Payment of the benefit is subject to the physician’s agreement to repay the benefit in full if he/she leaves the community to which he or she was recruited within one year from the date of commencement of practice in that community.
10.5 The Recruitment Contingency Fund (the “RCF”) is a program that makes payments available to Health Authorities to assist in the recruitment of physicians to Rural Communities, where the difficulty in filling a vacancy is, or is expected to be, especially severe and where the failure to fill the vacancy in a timely manner would have a significant impact on the delivery of medical care as required by the applicable Health Authority’s Physician Supply Plan; such payments are to be used to pay expenses associated with recruiting activities or to supplement the benefit available to a recruited physician under the RIF, in accordance with the specific terms, conditions, rules and eligibility criteria approved or established by the JSC from time to time.
10.6 Responsibility for the governance and oversight of the RCF resides with the JSC, with day to day administration of the RCF provided by the Ministry.
10.7 Health Authorities may apply to the JSC for a grant from the RCF and must include with such application an explanation of why RCF funds are needed and how they are proposed to be spent.
10.8 The Government will provide annual funding of $300,000 for the RCF.
Recruitment Incentives. Nothing in this Agreement shall preclude the Employer from providing new hires with additional compensation or other items of material value in instances where additional recruitment incentives are deemed warranted in the Employer’s discretion. The Association will be notified in advance of the offering of any recruitment incentives.
Recruitment Incentives. The following provisions recognize that certain incentives related to relocation expenses, vacation leaves, and health insurance benefits may assist the City in the recruitment and appointment of qualified candidates for certain key positions. The Commissioner-in- Charge may determine which positions are key, or in need of special recruitment efforts, and therefore merit recruitment and employment incentives. Such positions may include candidates whose job qualifications are uniquely suited to a particular City position or in a profession for which there are only a limited number of qualified candidates. Such positions should normally be identified as key before recruitment and examination efforts commence.
22.6.1 Based upon bona fide recruitment need, the initial permanent appointment to a classification may be at a rate up to the midpoint of the assigned range, at the discretion of the Bureau director. If the midpoint of the range is not on a step, the appointment shall be to a step below the midpoint. Initial permanent appointment above the midpoint of the assigned range may be made only with the approval of the Director of Human Resources.
22.6.2 Reasonable expenses associated with relocating permanently appointed new employees to key or special recruitment positions may be approved by the Commissioner-in-Charge. Such expenses shall be paid by the appointing Office or Bureau. The payment of such expenses is subject to the conditions provided for in the Human Resources Administrative Rules.
22.6.3 Permanently appointed new employees in key or special recruitment positions may be credited for prior professional service by placement at the appropriate step of the Annual Leave accrual table contained in Article 11 of this Agreement, when authorized by the Commissioner-in-Charge. Once placed on the schedule noted above, future service with the City shall count normally towards additional vacation accrual rates.
Recruitment Incentives. The following provisions recognize that certain incentives related to salary, relocation expenses, and vacation leave benefits may assist the City in the recruitment and appointment of qualified candidates for Police Officer positions.
65.1.1 Based upon a bona fide recruitment need, the Bureau may appoint a currently certified law enforcement officer to Police Officer up to the three-year step immediately below top step Police Officer if approved by the Director of the Bureau of Human Resources. Initial appointment above the three-year step to top step Police Officer may be made only with the approval by ordinance of the City Council.
65.1.2 Reasonable expenses associated with relocating permanently appointed Police Officers may be approved. The payment of such expenses is subject to the conditions provided for in the Personnel Rules.
65.1.3 Upon completion of probation, a new Police Officer may be credited for prior professional service by placement at the appropriate step of the vacation accrual table contained in Article 24 of this Agreement, as determined by the Chief, when authorized by the Commissioner-in-Charge. Once placed on the schedule noted above, future service with the City shall count normally towards additional vacation accrual rates.
65.1.4 When authorized by the Commissioner-in-Charge, a new Police Officer may receive a one-time crediting of 40 hours of vacation after completion of the probationary period.
65.1.5 Effective upon ratification, the City will implement the following hiring incentive program package: Amount at Swear-In Amount at End of Probation Amount Upon Completion of 3 Years of Service
65.1.5.1 The hiring incentives for new or lateral officers as set forth in the above table are payable separately upon the new or lateral officer’s completion of each of the following events: swear-in, end of probation, and three years of service with the City.
65.1.5.2 The [AK6]“finder fee” as set forth in the above table is payable separately to a currently employed officer who recruits a new officer upon the new officer’s end of probation. The “finder fees” as set forth in the above table are payable separately to a currently employed officer who recruits a lateral officer upon the lateral officer’s swear-in and end of probation.
65.1.5.3 The hiring incentive program set forth in this Article 65.1.5 expires on June 30, 2020.
Recruitment Incentives. Maintaining the highest possible quality of teachers is essential to maintaining the quality of the TSD. We have entered a period of increasing retirements, growing teacher shortages and intensifying competition between districts for both new and experienced teachers. Our district needs to do all it can to attract new teachers and to support them once they have come here. As our resources are likely to remain limited, we need to investigate a wide variety of no-cost and low-cost ways to accomplish these goals.
1. TSD will participate in a Recruitment Incentive plan in an effort to attract the highest quality candidates available to fill positions within the TSD.
2. With the agreement of Human Resources and the Xxxxxxxx Education Association President, new employees can be placed on the single Salary Schedule B up to Step 14 with acceptance of previous years of experience, at the time of recruitment.
a. This incentive will be open to new licensed employees in positions which it is difficult to recruit qualified candidates or individuals with sufficient skills and training. As a guideline, these positions will be recruited district-wide, and will be selected at the discretion of Human Resources and the Association President.
b. New employees will be hired for TSD, but not necessarily for an individual building.
3. Placement of returning employees on Salary Schedule B:
a. Employees with less than 12 years of experience steps – LAST STEP EARNED*
b. Employees with more than 12 years of experience steps – STEP 12
c. Employees who have been involved in a RIF reduction in the previous two years – LAST STEP EARNED
d. Returning probationary teachers must fulfill three consecutive school years of demonstrated effectiveness, as determined through his/her performance evaluations and continuous employment to gain non-probationary status.
e. Teachers having earned non-probationary status in Xxxxxxxx R2-J district may request non-probationary status upon returning to TSD. NOTE: This flexibility to offer positions up to Step 12 in items 2 and 3 is a response to competitive pressures with other districts, which should be reviewed if our salaries become more competitive.
Recruitment Incentives. Based upon bona fide recruitment need, the initial permanent appointment to a classification may be at a rate up to the midpoint of the assigned range, if approved by the director of the bureau. If the midpoint of the range is not on a step, the appointment shall be to a step below the midpoint. Initial permanent appointment above the midpoint of the assigned range may be made with the approval of the Director of the Bureau of Human Resources. Permanently appointed new employees in key or special recruitment positions may be credited for prior professional service by placement at the appropriate step of the vacation accrual table contained in Article 14 of this Agreement, when authorized by the Commissioner-in-Charge. Once placed on the schedule noted above, future service with the City shall count normally towards additional vacation accrual rates. When authorized by the Commissioner-in-Charge, a permanently appointed new employee in a key or special recruitment position may receive a one- time crediting of forty (40) hours of vacation upon appointment or after completion of the probationary period. The forty (40) hours of vacation are available to the employee to use upon credit. If a Bureau wishes to utilize one or more of the above recruitment incentives the Bureau will notify Laborers Local 483’s Business Manager, or their designee. The Business Manager, or their designee, will have one (1) business day (24) hours to veto the Bureaus decision. If the Bureau does not hear back from the Union, the Bureau may proceed with the recruitment incentive(s). Customer Service Center Representative Arts Arts Fitness & Membership Customer Service – Support/Training At-Risk Youth Outreach Tennis Senior Recreation Public Events Permit Teen Senior Recreation Tennis Special Events & Marketing Urban Parks Sports With respect to temporary employees in full-time budgeted positions in Recreation-represented classifications without permanent status with the City, who are represented as provided for by Article 1.1.7, articles of this contract do not specifically apply unless a direct reference to temporary employees is contained therein, with the following exceptions: Preamble Applies.
Recruitment Incentives. Nothing in this Agreement shall 24 preclude the Employer from providing new hires with additional compensation or 25 other items of material value in instances where additional recruitment incentives 26 are deemed warranted in the Employer’s discretion. The Association will be 27 notified in advance of the offering of any recruitment incentives.
Recruitment Incentives. Beginning January 18, 2008, the District will pay a one-time $2,000 recruitment stipend to teachers accepting employment with the District that are properly certified in the areas listed below and will be teaching in that subject. New teachers who are highly qualified by HOUSSE, but do not have the subject as listed below on their certificate are not eligible for this stipend. Furthermore, former employees will be eligible for the recruitment stipend if they have been gone from the District more than one (1) school year and have not received a recruitment stipend in the past. The maximum stipend payable to any new employee will be $2,000. This stipend must be approved annually by the board of education at its July board meeting for the fiscal year in question: • Special Education - certified in special education and one or more core secondary subjects, elementary education or early childhood education • Secondary - Math Analysis (5503, 0000), Xxxxxxx (5501, 5550, 5552), Geometry (5511, 5513, 5550, 5552), Calculus (5505, 5550), Trigonometry (5517, 5550), Statistics (5515, 5550), Intermediate Math (5552), Advanced Math (5550) • Secondary Science - Anatomy/Physiology (6001,6050), Biology (6003 or 6050), Botany (6005, 6050), Zoology (6017, 6050), Chemistry (6006), Earth Science (6009), Physical Science (6013, 6015, 6006), Physics (6015) • Foreign Language - French (2003, 3701), German (2005, 3703), Latin (2007, 3705), Russian (2006, 3709), Spanish (2011, 3711), Chinese (provision certification)
Recruitment Incentives. Any teacher new to the District may be reimbursed, upon submission of receipts, for the cost of classroom supplies, up to the sum of $300.
Recruitment Incentives. 1. In order to attract quality teachers to the Xxxxxx School District, newly hired teachers may be offered a signing bonus following acceptance of a full school year teaching contract. The Board of Trustees will have sole discretion as to whether bonuses will be offered to qualified staff for an upcoming school term, but the amount of any bonus is limited to a total of $5,000 per newly hired teacher. If a bonus is offered to a newly hired teacher for a specific school term, the Board will be obligated to offer the same bonus to each additional newly hired teacher for that same school term. Signing bonuses are paid in three payments during the school year as follows: The first payment is made upon acceptance of the District’s contract offer; the second payment will be issued in January of the school year; the third payment will be made following teacher renewal and contract acceptance for the next year. Teachers will be required to sign a Bonus Repayment Agreement at the time of hire and will be required to repay any monies received as a signing bonus if the teacher chooses not to complete his/her contract year.
