Retention Preference Criteria Sample Clauses

Retention Preference Criteria. [a] Employees assigned in the contract year the reduction is identified to the program, grade level, subject area, or education assignment that has been identified as having a surplus of staff shall be identified for a reduction in staff. The following retention criteria shall apply to individuals thus identified. If a program is
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Retention Preference Criteria. Employees assigned in the contract year the reduction is identified to the program, grade level, subject area, or education assignment that has been identified as having a surplus of staff shall be identified for a reduction in staff. The following retention criteria shall apply to individuals thus identified. If a program is eliminated or downsized, the employees assigned to that program shall be identified as subject to reduction in staff and shall not displace educators in other programs or assignments. [a] First retention preference shall be given to employees whose performance was not rated as ineffective in any standard/indicator on their most recent evaluation report. [b] Second retention preference shall be given on the basis of educators who have received no disciplinary action (including written warnings or unpaid disciplinary suspensions) within the last three (3) school years. [c] Third retention preference shall be given on the basis of educators who possess a license and/or certifications or endorsements appropriate to the subject area in which they were assigned. [d] Fourth retention preference shall be given on the basis of educators who have accomplished career status. [e] Fifth retention preference shall be determined by a committee based on school needs. The names of all District educators with a license and/or endorsements in the area still needing reduction shall be gathered and submitted to a committee to determine which educator(s) will be subject to a reduction in staff. In making their determinations, the committee shall consider criteria including, but not limited to, licensing status and number of endorsements in which the employee has worked, participation in extra duty assignments, recency of working in endorsed areas, educational degrees, attendance punctuality, and whether or not there has been declining enrollment in the educator’s classroom.
Sample 1

Related to Retention Preference Criteria

  • Performance Criteria The Performance Criteria are set forth in Exhibit A to this Agreement.

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  • Lower Salary Level An employee who accepts another position with a lower salary range will be paid an amount equal to his or her current salary, provided it is within the salary range of the new position. In those cases where the employee’s current salary exceeds the maximum amount of the salary range for the new position, the employee will be compensated at the maximum salary of the new salary range.

  • Staffing Levels To the extent legislative appropriations and PIN authorizations allow, safe staffing levels will be maintained in all institutions where employees have patient, client, inmate or student care responsibilities. In July of each year, the Secretary or Deputy Secretary of each agency will, upon request, meet with the Union, to hear the employees’ views regarding staffing levels. In August of each year, the Secretary or Deputy Secretary of Budget and Management will, upon request, meet with the Union to hear the employees’ views regarding the Governor’s budget request.

  • Performance Goals A. The Trust and State Street have developed mutually acceptable performance goals dated March 1, 2011 , and as may be amended from time to time, regarding the manner in which they expect to deliver and receive the services under this Agreement (hereinafter referred to as “Service Level Agreement”). The parties agree that such Service Level Agreement reflects performance goals and any failure to perform in accordance with the provisions thereof shall not be considered a breach of contract that gives rise to contractual or other remedies. It is the intention of the parties that the sole remedy for failure to perform in accordance with the provisions of the Service Level Agreement, or any dispute relating to performance goals set forth in the Service Level Agreement, will be a meeting of the parties to resolve the failure pursuant to the consultation procedure described in Sections V. B. and V.C. below. Notwithstanding the foregoing, the parties hereby acknowledge that any party’s failure (or lack thereof) to meet the provisions of the Service Level Agreement, while not in and of itself a breach of contract giving rise to contractual or other remedies, may factor into the Trust’s reasonably determined belief regarding the standard of care exercised by State Street hereunder.

  • Table 7b - Other milestones and targets Reference Number Select stage of the lifecycle Please select target type from the drop-down menu Description (500 characters maximum) Is this a collaborative target? Baseline year Baseline data Yearly milestones (numeric where possible, however you may use text) Commentary on your milestones/targets or textual description where numerical description is not appropriate (500 characters maximum)

  • Performance Measurement Satisfactory performance of this Contract will be measured by:

  • Performance Factors (a) Each party will notify the other party of the existence of a Performance Factor, as soon as reasonably possible after the party becomes aware of the Performance Factor. The Notice will:

  • Performance Targets Threshold, target and maximum performance levels for each performance measure of the performance period are contained in Appendix B.

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