SERVICE IMPROVEMENT ALLOCATION. In accordance with the Provincial Framework Agreement (Appendix A) Article 3 (Local Bargaining), the Parties agree that effective July 1, 2020 the Service Improvement Allocation ongoing annual funding of $263,000 will be used to add 30 minutes per week to the hours of work of full-time regular, 31 hours per week Education Assistants. Effective July 1, 2022, the Parties agree to the continuance of SIA funding as specified above. SCHOOL DISTRICT NO. 38 (RICHMOND) AND CUPE LOCAL 716 Collective Agreement 2022-2025 FOR THE BOARD OF EDUCATION, SCHOOL DISTRICT NO. 38 (RICHMOND): Xxxxx Xxxxxxx Director, Employee Relations FOR THE CANADIAN UNION OF PUBLIC EMPLOYEES, LOCAL 716 Xxxxxxxx Xxxxxxxx CUPE National Representative SCHOOL DISTRICT NO. 38 (RICHMOND) AND CUPE LOCAL 716 Collective Agreement 2022-2025
SERVICE IMPROVEMENT ALLOCATION. The Board and Union agree to the following Service Improvement Allocation Plan. The plan is effective July 1, 2020. The total amount expended in all categories must not exceed the total fund of $75,300 in any given year.
SERVICE IMPROVEMENT ALLOCATION. In accordance with the Provincial Framework Agreement (Appendix A) Article 3 (Local Bargaining), the Parties agree that effective July 1, 2020 the Service Improvement Allocation ongoing annual funding of $263,000 will be used to add 30 minutes per week to the hours of work of full-time regular, 31 hours per week Education Assistants. FOR THE BOARD OF EDUCATION, SCHOOL DISTRICT NO. 38 (RICHMOND): original signed
SERVICE IMPROVEMENT ALLOCATION. The Board will set aside remaining funds from the bargaining monies to fund learning academies: - Clerical academy – for supervision aides, clerical staff etc. to upgrade skills, to learn school office operations and provide advancement opportunities into higher classifications - EA training fund – provide training that will prepare EAs for more specialized roles or assist supervision aides in gaining basic skills to move into EA roles - Trades/custodians professional development. In accordance with the Provincial Framework Agreement (Appendix A) Article 3 (Local Bargaining), the Employer and Union agree that effective July 1, 2020, the Service Improvement Allocation ongoing annual funding of $199,993 provided for in the 2019-22 Provincial Framework Agreement, item 3, will be used to:
SERVICE IMPROVEMENT ALLOCATION. The district proposes to engage with the local Union during the bargaining process on service improvement proposals that fall within the mandate for usage of the service improvement allocation funds. Note: For discussion. Ex. Tuition reimbursement for EA’s, training fund
SERVICE IMPROVEMENT ALLOCATION. BCGEU Local 710 and School District No. 59 (Peace River South) agree that Service Improvement Allocation funding outlined in the Provincial Framework Agreement will be used for service enhancements that are beneficial to students. These enhancements may include, release time, collaboration and peer mentorship, and professional development for Educations Assistants. Scheduling of this support will meet operational requirements of the District, including the ability to arrange for replacements. Consideration will be give to the circumstances that may require flexibility in this scheduling. The support opportunities will be made accessible to all Educational Assistants and will be provided equitably. The funds will cover replacement costs while Educational Assistants participate in professional development opportunities. The needs of students will be assessed in consultation with the Learning Services Team and an action plan will be developed to address those needs. Educational Assistants will be advised of training opportunities in advance. Schedules of training will be provided in advance and registration will be required to monitor the hours attended. The District is under no obligation to expend more than the Service Improvement Allocation of $28,427.82 per year, commencing in the 2020/2021 school year. Signed and dated by both parties April 18, 2019. Moveup
SERVICE IMPROVEMENT ALLOCATION. BCGEU Local 710 and School District No. 59 (Peace River South) agree that Service Improvement Allocation funding outlined in the Provincial Framework Agreement will be used for service enhancements that are beneficial to students. These enhancements may include, release time, collaboration and peer mentorship, and professional development for Educations Assistants. Scheduling of this support will meet operational requirements of the District, including the ability to arrange for replacements. Consideration will be give to the circumstances that may require flexibility in this scheduling. The support opportunities will be made accessible to all Educational Assistants and will be provided equitably. The funds will cover replacement costs while Educational Assistants participate in professional development opportunities. The needs of students will be assessed in consultation with the Learning Services Team and an action plan will be developed to address those needs. Educational Assistants will be advised of training opportunities in advance. Schedules of training will be provided in advance and registration will be required to monitor the hours attended. The District is under no obligation to expend more than the Service Improvement Allocation of $28,427.82 per year, commencing in the 2020/2021 school year. Signed and dated by both parties April 18, 2019. Provincial Framework Agreement (“Framework”) between BC Public School Employers' Association ("BCPSEA") and The K-12 Presidents' Council and Support Staff Unions ("the Unions") BCPSEA and the Unions ("the Parties") agree to recommend the following framework for inclusion in the collective agreements between local Support Staff Unions who are members of the K-12 Presidents' Council and Boards of Education.
SERVICE IMPROVEMENT ALLOCATION. CUPE 4177 and School District 91 (Nechako Lakes) agree the Service Improvement Allocation funding outlined in the Provincial Framework Agreement item #3 will be used for service enhancements that are beneficial to students. The Funds will cover the cost of professional development training, including costs associated with hiring external providers to deliver this training. Sessions may include motivational or wellness topics for all employees. The training will be held on a regularly scheduled working day. Scheduling of the training will meet the operational requirements of the District. The joint Labour Management Committee will administer the Professional Learning Fund. Any remaining funds available at the conclusion of the year, will be rolled over to the following year. The District is under no obligation to expend more than the Service Improvement Allocation of $53,122.86 per annum, commencing in the 2020/2021 School Year.
SERVICE IMPROVEMENT ALLOCATION. Subject: Annual Allowance - Hard to Recruit Support Staff Positions It is expected that over the life of the next collective agreement, post-secondary education will continue to face recruitment and retention challenges for positions requiring specialized expertise that is in high demand. The parties to this agreement recognize a fresh approach is needed to recruit and to retain incumbents into hard to recruit positions. The Service Improvement Allocation presents an opportunity to address these recruitment and retention challenges through the creation of a Hard to Recruit Allowance to address immediate shortages in staffing that negatively impact services to students. The amount allocated by the Justice Institute of BC for this initiative each year will be in accordance with the following schedule: • July 1, 2019: $22,000 • July 1, 2020: $45,000 • July 1, 2021: $69,000* *Year 3 represents the amount of ongoing funding for this initiative. Not all support staff positions are defined as hard to recruit. Hard to recruit positions are those where: • Services to students are negatively impacted; • There are demonstrated recruitment or retention issues that can be objectively determined using data such as, but not limited to, time to fill, vacancy rates and turnover; • The issue is wage-related; • Other options to mitigate recruitment and retention pressures have been considered; and • Relevant market data from the appropriate market comparators is available. Hard to recruit positions will be reviewed annually by the Institute and the Union; additional positions may be deemed eligible for the allowance, subject to funding. Incumbents working in full-time assignments receive the full amount. Those in-part-time assignments receive a prorated amount, which is based on an FTE ratio. The amount of the allowance is calculated by multiplying the FTE ratio by amount of the allowance. Within ninety days of ratification, the Institute will meet with the Union executive to receive their input on what positions they view as hard to recruit. Final decisions about which job positions are deemed hard to recruit and therefore eligible to receive the allowance will be made by the Institute, taking into account the Union's input and current and future operational needs. The Service Improvement “add to pay” allowances agreed to by the parties in the Settlement Agreement dated June 30, 2021, will continue to be applied to the Hard to Recruit positions as identified in Appendix A o...
SERVICE IMPROVEMENT ALLOCATION. The Parties agree to the following Letter of Agreement: LETTER OF UNDERSTANDING (“XXX”) Between: Vancouver Island University And: BCGEU Collectively, the “Parties” Re: Service Improvement Allocation (SIA) To maintain and promote high quality education, diversity and access to vocational programs, Vancouver Island University shall provide both students and instructors with additional supports to promote teaching and learning: The following funding allocations shall be made available: Year Amount Year 1 - April 1, 2019 $41,000 Year 2 - April 1, 2020 $42,000 Year 3 - April 1, 2021 $43,000 The above amounts represent ongoing additional funding. For clarity, the total annual SIA funding allocation will be $126,000 in Year 3 and beyond. The Innovative Education Support Fund will be available to non-regular and regular BCGEU instructors.
