Recruitment/Retention Stipend Sample Clauses

Recruitment/Retention Stipend a. All members of the instructional staff that are retained at the schools or transfer into the schools, and agree to remain at the school for one (1) school year with continued demonstration of Effective and/or Highly Effective VAM data will receive a stipend as per the last available Student Learning Data for Teacher Evaluation. Non VAM teachers will receive a stipend equating to Effective.
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Recruitment/Retention Stipend. All members of the instructional staff that are retained at the schools or transfer into the schools, and agree to remain at the school for one (1) school year with continued demonstration of Effective and/or Highly Effective VAM data will receive a stipend as per the last available Student Learning Data for Teacher Evaluation. Non VAM teachers will receive a stipend equating to Effective. Paraeducators and Educational Support (clerical) Personnel who agree to remain at the school for one (1) school year will receive a Recruitment/Retention Stipend. Xxxxxxxx will be paid in the first paycheck following the completion of each quarter (nine weeks). Leaving the school prior to the end of the quarter forfeits the stipend for that quarter (nine weeks). Staff that start after the first day of any quarter receive a prorated portion of the stipend as long as they complete the quarter. The annual recruitment and retention stipend pay is as follows for 2018-2019 and 2019-2020: Staff Highly Effective Effective Teachers/Coaches/Instructional Personnel $2,700 $2,200 Paraeducators $500 Educational Support Personnel $500 Use of Performance Data: All Essential Performance Criteria, as documented in Journey, will be monitored by the administration for performance. Any pattern of less than Effective on any Essential Performance Criteria, observable and non-observable, will result in intervention by administration and development of a plan for improvement. When student progress monitoring shows early data indicators in need of improvement, there will be a meeting with the teacher to discuss the Essential Performance Criteria and develop a plan for improvement as defined in the Teacher Collective Bargaining Agreement. The plan will be monitored and failure to show improvement can result in the teacher being moved out of the school. Teachers may be involuntarily moved if, in conjunction with the Superintendent’s designee, the school administration and/or External Operator, believes it is in the best interest of the students and the student data reflects the need for a change. Prior to removing teachers from the school, the Human Resource Services Division will work with the school administration and will ensure placement of identified instructional personnel.
Sample 1

Related to Recruitment/Retention Stipend

  • 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.

  • Recruitment and Retention Avenal, Ironwood, Calipatria, and Chuckawalla Valley Prisons

  • New Employee Orientation The Union will provide each agency personnel director with the names and addresses of up to two (2) authorized Union representatives per agency to receive notice of each formal orientation meeting held by the Department. The notice will be sent as soon as such meetings are scheduled (but not less than ten (10) days in advance) and will include date, time and location. Due to operational exigencies, agencies may schedule an orientation which will provide the Union with less than the requisite ten (10) days' notice; however the Union shall be notified as soon as possible after the scheduling of the orientation and the Union representative shall be released from duty. Agencies shall routinely schedule orientations in a manner that will allow for the ten (10) day advance notice to the Union. During the formal orientation, the Union will be permitted to give a twenty (20) minute presentation which may include an enrollment in supplemental Union benefits. The parties shall encourage employee attendance, although attendance shall not be mandatory if an employee objects to attending the presentation. In the event a formal orientation meeting is not held, or the Union is unable to attend the formal orientation because the designated Union representatives cannot be released under Article 4, the Employer shall allow the Union representative and the employee(s) to meet during duty hours at a mutually agreed upon time and location for twenty (20) minutes Employee participation in these meetings shall be encouraged although an employee shall not be required to attend such a meeting.

  • New Employee Orientations The County shall provide the Union written notice of County-wide new employee orientations, whether in person or online, at least ten (10) business days prior to the orientation. The notice shall include time, date, and location of the orientation. Representatives of the Union shall be permitted to meet with the new employees for up to thirty (30) minutes during a portion of the orientation for which attendance is mandatory. The Union shall provide the County at least five (5) business days prior to the orientation any materials it would like the County to distribute to new employees at the orientation. If the Union staff are unavailable, the County shall grant release time for one (1) union xxxxxxx to attend the orientation pursuant to Section 6.2.1 The County shall make best efforts to provide the Union with the name, job title, department, work location, work, home and personal cellular telephone numbers, personal email addresses, and home addresses of all employees in the bargaining unit every 90 days, but no less than once every 120 days.

  • Employee Orientation Each and every person working for a contractor, including sub- contractors, will be given an orientation to familiarize them with the site safety program. Unless otherwise specified, each sub-contractor is responsible for the orientation of their workers.

  • Recruitment Through Jobcentre Plus 5.1 One of the key objectives of the Department for Work and Pensions is to move people from welfare into work. DWP has a Great Britain-wide network of Jobcentre Plus offices that provide job broking services for unemployed people. The Contractor is therefore required to notify Jobcentre Plus when recruiting staff for any entry-level job vacancies located within Great Britain, which may arise from the delivery of their contract to the Authority.

  • Contractor Employee Conduct The Contractor’s employees shall adhere to the standards of conduct prescribed in the Customer’s personnel policy and procedure guidelines, particularly rules of conduct, security procedures, and any other applicable rules, regulations, policies and procedures of the Customer. The Contractor shall ensure that the Contractor’s employees wear attire suitable for the position, either a standard uniform or business casual dress.

  • Periodic Recruitment The State reserves the right to add new Contractors during the term of the Centralized Contract via periodic recruitment. OGS will formally announce when the periodic recruitment Solicitation is issued. It is at the discretion of OGS when a future periodic recruitment shall commence. A periodic recruitment will be publicly announced through all standard means including, but not limited to: the NYS Contract Reporter; and OGS website. All OGS Centralized Contracts awarded under the Periodic Recruitment will commence upon OGS approval. All Contracts will co-terminate on the then current end date of the Centralized Contract or at the end of any approved extension or renewal period.

  • Longevity Stipend One (1) Renton Technical College longevity stipend in the amount of six hundred dollars ($600) will be paid annually in July to each qualifying employee who has ten (10) or more year’s seniority on July 5th.

  • Contractor’s Project Manager and Key Personnel Contractor shall appoint a Project Manager to direct the Contractor’s efforts in fulfilling Contractor’s obligations under this Contract. This Project Manager shall be subject to approval by the County and shall not be changed without the written consent of the County’s Project Manager, which consent shall not be unreasonably withheld. The Contractor’s Project Manager shall be assigned to this project for the duration of the Contract and shall diligently pursue all work and services to meet the project time lines. The County’s Project Manager shall have the right to require the removal and replacement of the Contractor’s Project Manager from providing services to the County under this Contract. The County’s Project manager shall notify the Contractor in writing of such action. The Contractor shall accomplish the removal within five (5) business days after written notice by the County’s Project Manager. The County’s Project Manager shall review and approve the appointment of the replacement for the Contractor’s Project Manager. The County is not required to provide any additional information, reason or rationale in the event it The County is not required to provide any additional information, reason or rationale in the event it requires the removal of Contractor’s Project Manager from providing further services under the Contract.

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