Common use of Recruitment Incentives Clause in Contracts

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. 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 16 with the acceptance of previous years of experience, 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 1216. 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 their 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 16 in items 2 and 3 is a response to competitive pressures with other districts, which should be reviewed if our salaries become more competitive.