Salary Level. In accordance with Chapter VI, Article 5, Section A25-661 (e) of the Personnel Practices,"...the salary of the employee shall be placed at the step in the salary range which corresponds most closely to the salary received by the employee as of the time of injury. In the event that such a demotion would result in a salary loss of more than ten (10) percent, the employee's new salary shall be set at the rate closest to but not less than ten (10) percent below his salary as of the time of injury." It is understood that "salary as of time of injury" as used in the previous sentence refers to range and step, not specific dollars.
Salary Level. Each employee shall be notified of his/her salary level at the beginning of each school year.
Salary Level. The salary for such an employee will be determined in accordance with Section A25-661(e) of the Santa Xxxxx County Code, Personnel Practices. A25-661(e) states: "Voluntary demotion - In the event of a voluntary demotion required by a work-connected illness or injury and a resulting disability, the salary of the employee shall be placed at the step in the salary range which corresponds most closely to the salary received by the employee as of the time of injury. In the event that such voluntary demotion would result in a salary loss of more than ten percent (10%), the employee's new salary shall be set at the rate closest to, but not less than ten percent (10%) below his/her salary as of the time of injury."
Salary Level. In accordance with Chapter VI, Article 5, Section A25(e) of the Personnel Practices, "...the salary of the nurse shall be placed at the step in the salary range which corresponds most closely to the salary received by the nurse as of the time of injury. In the event that such a demotion would result in a salary loss of more than ten (10) percent, the nurse's new salary shall be set at the rate closest to but not less than ten percent (l0%) below their salary as of the time of injury."
Salary Level. Salary levels are based on a forty (40) hour work week and a 2080 hour work year. Part -time physicians shall have their salary levels prorated. Movement to the next salary level is available after two (2) years service after initial hire or two (2) years after the last movement upon demonstration of satisfactory performance measured by the performance evaluation. When an agency judges a physician's work to be outstanding, the agency may offer movement to the next salary level after one (1) year service. Within one hundred-twenty (120) days of the effective date of this Agreement, each Agency shall meet with the Union to discuss the performance appraisal/evaluation system. An additional step is available for P1, P2, and P3 above the existing level based on the following criteria:
1. The Performance Evaluation must be “exemplary” service;
2. Must be approved by the Director of the Agency; and
3. Approval or disapproval is non-grievable. The step will be four percent (4%) greater than the existing last step. presentation of proof that they now meet the qualifications for the level advancement. Physicians shall not be eligible for any supplements included in any other Article of this Agreement.
Salary Level. Salary levels are based on a forty (40) hour work week and a 2080 hour work year. Part-time physicians shall have their salary levels prorated. Movement to the next salary level is available after two (2) years service after initial hire or two (2) years after the last movement upon demonstration of satisfactory performance measured by the performance evaluation. When an agency judges a physician's work to be outstanding, the agency may offer movement to the next salary level after one (1) year service. Within one hundred-twenty (120) days of the effective date of this Agreement, each Agency shall meet with the Union to discuss the performance appraisal/evaluation system. All Limited License psychiatrists shall be hired at level one (1). Initial hires with Board eligibility shall start at Level two (2). Initial hires with Board certification will start at Level three (3). Initial hires with relevant Board certification or added qualifications in a psychiatric sub-specialty will start at Level four (4). Any limited License physician or psychiatrist who obtains a full license during the course of the agreement shall be granted a salary level change to the appropriate level on the pay period following presentation of proof that they now meet the qualifications for the level advancement. Physicians shall not be eligible for any supplements included in any other Article of this Agreement.
Salary Level. Salary levels are based on a forty (40) hour work week and a 2080 hour work year. Part-time physicians shall have their salary levels prorated. Movement to the next salary level is available after two (2) years service after initial hire or two (2) years after the last movement upon demonstration of satisfactory performance measured by the performance evaluation. When an agency judges a physician's work to be outstanding, the agency may offer movement to the next salary level after one (1) year service. Within one hundred-twenty (120) days of the effective date of this Agreement, each Agency shall meet with the Union to discuss the performance appraisal/evaluation system. An additional step is available for P1, P2, and P3 above the existing level based on the following criteria: 1. The Performance Evaluation must be “exemplary” service;
Salary Level. Salary levels are based on a forty (40) hour work week and a 2080 hour work year. Part-time physicians shall have their salary levels prorated. Movement to the next salary level is available after two (2) years service after initial hire or two (2) years after the last movement upon demonstration of satisfactory performance measured by the performance evaluation. When an Agency judges a physician’s work to be outstanding, the Agency may offer movement to the next salary level after one (1) year service. Within one hundred-twenty (120) days of the effective date of this Agreement, each Agency shall meet with the Union to discuss the performance appraisal/evaluation system. An additional step is available for P1, P2, and P3 above the existing level based on the following criteria:
1. The Performance Evaluation must be “exemplary” service;
2. Must be approved by the Director of the Agency; and
3. Approval or disapproval is non-grievable. The step will be four percent (4%) greater than the existing last step. All Limited License psychiatrists shall be hired at Level one (1). Initial hires with Board eligibility shall start at Level two (2). Initial hires with Board certification will start at Level three (3). Initial hires with relevant Board certification and additional sub-specialty credentials (e.g. Forensic, Geriatric, Child and Adolescent, Addiction, or Psychosomatic) will start at Level four (4). Any limited License physician or psychiatrist who obtains a full license during the course of the agreement shall be granted a salary level change to the appropriate level on the pay period following presentation of proof that they now meet the qualifications for the level advancement. Physicians shall not be eligible for any supplements included in any other Article of this Agreement.
Salary Level. In accordance with Personnel Policies and Procedures, the salary of the employee shall be placed at the step in the salary range which corresponds most closely to the salary received by the employee as of the time of injury. In the event that such a demotion would result in a salary loss of more than 10%, the employee’s new salary shall be set at the rate closest to but not less than 10%, below his salary as of the time of injury. It is understood that “salary as of time of injury” as used in the previous sentence refers to range and step, not specific dollars.
Salary Level. Increases to the teacher's salary level shall be based on performance, educational attainment, and/or years of experience, and leadership.
a. Performance (3 points) Teachers receiving a rating of Highly Effective or Effective at the completion of the annual performance evaluation shall receive three (3) points. Teachers that receive an overall rating of Improvement Necessary or Ineffective shall receive no performance points. In the event an individual teacher's evaluation is invalidated due to procedural error or if the evaluation is incomplete due to the teacher being out on an approved leave, the teacher's performance rating from the previous year shall be used.
b. Experience (1 point) At the completion of 120 contracted days, the teacher will receive 1 point for experience. Teachers contracted for fewer than 120 days will receive no experience points.
c. Leadership (up to 3 points) The teacher shall receive one point for each of the following up to a maximum of three points: volunteering for 9 hours OR for 5 events during the school year for school sanctioned events or for student related duties beyond contract hours; acquiring 9 PGP points for the 2016-17 school year; and/or maintaining a 98% attendance for the previous school year. Excused from the attendance calculation are all approved leaves including but not limited to: FMLA qualifying events, association leave, administrative leave and bereavement leave. For the 2016-17 school year, the attendance calculations will begin only with absences that occur the first work day and beyond after contract ratification. Detailed examples of Leadership point acquisition for the areas other than attendance are located in Appendix D.
d. Eligibility for Salary Level Increase A total of six (6) points must be earned for a teacher to be eligible for a Salary Level increase.
e. Student Academic Needs In order to ensure that the academic needs of all students are met to the highest level possible, compensation will be provided on three career paths. Teachers holding a Bachelor’s Degree are on Career Path I. Teachers holding a Master’s Degree are on Career Path II. Teachers holding a Master’s +30 are on Career Path III.
