Staff Development Incentive Sample Clauses

Staff Development Incentive. A. The detailed provisions and procedures governing this Staff Development Incentive Program are contained in District Procedure B-5. B. An employee is eligible to receive a staff development incentive lump- sum payment equal to three percent (3%) of the employee’s annual base rate of pay upon satisfying the following conditions: 1. Is serving in a regular position in the LESPA bargaining unit and is no longer subject to annual non-reappointment under Section 13.03; 2. Has received a “Meets Expectation” evaluation or above for the most recent evaluation period; 3. Submits the Staff Development Incentive Program Credit Request Form, approved by the employee’s supervisor, and required documentation of completion of job-related training or coursework to the Staff Development Office within ninety (90) calendar days of completing the training or coursework; and 4. Notifies the Staff Development Office upon completion of 150 hours (100 hours for less than full-time employees) of eligible training that has been submitted as described in 3, above. C. A staff development incentive payment is limited to one every three (3) years, and no more than three (3) such payments shall be granted during an employee’s employment with the District.. D. Any staff development hours earned in excess of the 150 hours (100 hours for less than full-time employees) during the three (3) year period, not to exceed thirty (30) hours (twenty (20) hours for less than full-time employees), shall be applied to the next training period. E. Credit will not be granted for the following activities: 1. Primarily for personal enrichment; 2. Special assignments for which an employee receives compensation; 3. Training taken to achieve job certification which qualifies an employee to receive a per hour pay increase; 4. Training that enables an employee to meet or maintain the minimum qualifications of the job classification for the position in which they are currently appointed; and 5. Coursework being used for renewal of a professional teaching certificate. F. The changes in this section shall be effective July 1, 2010 or the date of ratification, whichever is later.
Sample 1See All (5)
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Staff Development Incentive. A. When an employee receives a “meets expectation” annual evaluation, meets other eligibility criteria as provided in School Board Procedure B-5, and submits documentation of his/her successful completion of a 150 hours (100 hours for employees appointed to fewer than 212 days per year) of credit for activities that strengthen the employee’s job-related skills and knowledge as agreed by the employee, his/her supervisor, and department head, the employee shall be given a one-time, lump-sum payment equal to three (3) percent of his/her base annual pay rate. The payment shall be made after the employee timely submits all completed paperwork to the Staff Development Office. Such payment shall be limited to one every three (3) years for the employee’s successful completion of either a 150-hour program (100 hours for employees appointed to fewer than 212 days per year) or his/her degree program (see below.) No more than four (4) such payments shall be granted during an employee’s employment with the District B. Any Staff Development hours/credits earned in excess of the 150 hours (or 100 hours where applicable), not to exceed 30 hours (not to exceed twenty (20) hours for employees appointed to less than 212 days per year), shall be applied to the next training period. When an employee receives a degree from an institution of higher education accredited by a regional accrediting body, including the Southern Association of Colleges and Schools Commission on Colleges (SACSCOC), Western Association of Colleges and Schools (WACS), Northwestern Association of Colleges and Universities (NWACU), Higher Learning Commission (HLC), New England Commission on Higher Education (NECHE), the Accrediting Commission for Community and Junior Colleges (ACCJC), and the Middle States Commission on Higher Education (MSCHE) when a degree program is determined by the employee’s supervisor and department head to strengthen the employee’s job- related skills and knowledge, the employee shall be given a one-time, lump- sum payment equal to three (3) percent of his/her base annual pay rate. This payment shall be limited to one every three (3) years for the employee’s successful completion of either his/her degree program or the Staff Development Incentive Program (see Section 5.11 A, above). No more than four (4) such payments shall be granted during an employee’s employment with the District.
Sample 1
Staff Development Incentive. A. When an employee receives a “meets expectation” annual evaluation, meets other eligibility criteria as provided in School Board Procedure B-5, and submits documentation of his/her successful completion of a 150 hours (100 hours for employees appointed to fewer than 212 days per year) of credit for activities that strengthen the employee’s job-related skills and knowledge as agreed by the employee, his/her supervisor, and department head, the employee shall be given a one-time, lump-sum payment equal to three (3) percent of his/her base annual pay rate. The payment shall be made after the employee timely submits all completed paperwork to the Staff Development Office. Such payment shall be limited to one every three (3) years for the employee’s successful completion of either a 150-hour program (100 hours for employees appointed to fewer than 212 days per year) or his/her degree program (see below.) No more than four (4) such payments shall be granted during an employee’s employment with the District B. Any Staff Development hours/credits earned in excess of the 150 hours (or 100 hours where applicable), not to exceed 30 hours (not to exceed twenty
Sample 1
Staff Development Incentive. A. The detailed provisions and procedures governing this Staff Development Incentive Program are contained in District Procedure B-5. B. An employee is eligible to receive a staff development incentive lump-sum payment equal to three percent (3%) of the employee’s annual base rate of pay upon satisfying the following conditions: 1. Is serving in a regular position in the LESPA bargaining unit and is no longer subject to annual non-reappointment under Section 13.03; 2. Has received a “Meets Expectation” evaluation or above for the most recent evaluation period; 3. Submits the Staff Development Incentive Program Credit Request Form, approved by the employee’s supervisor, and required documentation of completion of job-related training or coursework to the Staff Development Office within ninety (90) calendar days of completing the training or coursework; and 4. Notifies the Staff Development Office upon completion of 150 hours (100 hours for less than full- time employees) of eligible training that has been submitted as described in 3, above. C. A staff development incentive payment is limited to one every three (3) years, and no more than three
Sample 1

Related to Staff Development Incentive

  • Staff Development ‌ The County and the Association agree that the County retains full authority to determine training needs, resources that can be made available, and the method of payment for training authorized by the County. Nothing in this subsection shall preclude the right of an employee to request specific training.

  • Staff Development Leave (a) An employee will be granted leave without loss of pay, at their basic rate of pay, to take courses (including related examinations) or attend conferences, conventions, seminars, workshops, symposiums or similar out-of-service programs, at the request of the Employer. The amount of pay received by an employee will not exceed the full-time daily hours of work as outlined in Clause 14.2 (Hours of Work). When such leave is granted, the Employer will bear the full cost, including tuition fees, entrance or registration fees, laboratory fees, and course-related books. The Employer will also reimburse the employee for approved travelling, subsistence, and other legitimate, applicable expenses. (b) An employee may be granted leave without pay, with pay, or leave with partial pay, to take work related courses in which the employee wishes to enrol to acquire the skills necessary to enhance opportunities. (c) Approval of requests will be given reasonable consideration and leaves pursuant to this article will be administered in a reasonable manner. (d) Should the employee noted above terminate their employment for any reason during the six month period following completion of the above-noted leave, the employee will reimburse the Employer for all expenses incurred by the Employer (i.e. tuition fees, entrance or registration fees, laboratory fees, and course-required books) on a proportionate basis.

  • Professional Development Plan Professional Development Plan (PDP) refers to plans developed by faculty members addressing the criteria contained in Article 22 and Appendix G.

  • Employee Development The Employer may provide employees the opportunity to participate in appropriate seminars, workshops or short courses. When possible and appropriate the Employer will provide to all staff information on seminars, workshops or short courses by posting a notice on the Employer’s internal web site.

  • Career Development The City and the Union agree that employee career growth can be beneficial to both the City and the affected employee. As such, consistent with training needs identified by the City and the financial resources appropriated therefore by the City, the City shall provide educational and training opportunities for employee career growth. Each employee shall be responsible for utilizing those training and educational opportunities made available by the City or other institutions for the self- development effort needed to achieve personal career goals.

  • Professional Development Program (a) The parties agree to continue a Professional Development Program for the maintenance and development of the faculty members' professional competence and effectiveness. It is agreed that maintenance of currency of subject knowledge, the improvement of performance of faculty duties, and the maintenance and improvement of professional competence, including instructional skills, are the primary professional development activities of faculty members. (b) Information collected as part of this program shall be the sole property of the faculty member. This information or any judgments arising from this program shall not be used to determine non-renewal or termination of a faculty member's contract, suspension or dismissal of a faculty member, denial of advancement on the salary scale, nor affect any other administrative decisions pertaining to the promotion or employment status of the faculty member. (c) A joint advisory committee consisting of three regular faculty members who shall be elected by and are P.D. Committee Chairpersons and three administrators shall make recommendations for the operation, financing and management of the Professional Development Program.

  • Curriculum Development This includes the analysis and coordination of textual materials; constant review of current literature in the field, some of which are selected for the college library collection, the preparation of selective, descriptive materials such as outlines and syllabi; conferring with other faculty and administration on curricular problems; and, the attendance and participation in inter and intra-college conferences and advisory committees.

  • Independent Development Receiving Party may currently or in the future be developing information internally, or receiving information internally, or receiving information from other parties that may be similar to the Disclosing Party's Confidential Information. Accordingly, nothing in this Agreement will be construed as a representation or inference that Receiving Party will not develop or have developed products or services, that, without violation of this Agreement, might compete with the products or systems contemplated by the Disclosing Party's Confidential Information.

  • Program Development NWESD agrees that priority in the development of new applications services by XXXXX shall be in accordance with the expressed direction of the XXXXX Board of Directors operating under their bylaws.

  • Job Development ‌ a. Does the district conduct or access job development services to expand job opportunities for TA and SNAP participants? Yes No If Yes, select how the district participates in job development activities. District staff contacts employers to solicit jobs for TA and SNAP Participants. Describe below how this is done, including number of staff, frequency of contacts, etc. Self Sufficiency Supervisory Staff members promote the hiring of Temporary Assistance clients through the use of the Transitional Employment Advancement Program (TEAP). MCDSS offers periodic job interviews with 60 - 75 TA recipients (concentrating on the Safety Net Singles) to fill vacant positions with companies who may participate with TEAP or OJT. Daily, job openings are received from area employers and reviewed by the Self Sufficiency staff for possible applicant matching. All jobs are posted in our waiting rooms, handed out at our front windows, given during recertification interviews or employment assessments for clients and applicants to review and submit applications to. To find additional employers, intranet searches of employment web sites, phone calls, cold calls, and mailings are made to employers in the area to explain the TEAP and OJT contracts along with information about Tax Incentives. Self Sufficiency staff also attend Job Fairs, as they arise to speak with employers and discuss the benefits of hiring a client currently on Public Assistance. Individuals that are eligible for TEAP or OJT are also given a TEAP brochure and OJT literature to use to advise potential employers that they are eligible for TEAP or OJT if they are hired. The Employment Coordinator receives notifications of job postings from various Monroe County vendors, we then try to match clients with these positions. MCDSS screens recipients for job skills matching current openings at an employer. MCDSS then schedules recipients to come to office and have a job interview here in the building. We assist with online application filing and interview preparation before the interview is conducted with the employer. MCDSS receives notifications of community job fairs and advises employable individuals to attend. MCDSS is able to have a sign in table at these events and are able to mentor individuals and offer support during the fair. District contracts or has an agreement with another agency to contact employers and solicit jobs for TA and/or SNAP participants. Describe below how this is done, including number of staff, frequency of contacts, etc. RochesterWorks, Inc. - There are 3 full-time staff dedicated to employer outreach on the RochesterWorks Business Services team. Outreach is done on a daily basis in a variety of ways such as through daily job posts on behalf of business, presentations to business/industry associations and groups like the local Xxxxxxxx of Commerce, Pro-ROC (Professional Recruiters of Rochester) and other networks; one-on-one meetings at employers’ worksites, virtually, over the phone or via email; virtual and in-person recruitment events; and monthly business newsletters. RochesterWorks also engages employers referred by our local county Economic Development Department as well as the Department of Labor, to promote and connect job seekers with hiring companies. In addition to free job posting, recruitment events, and promotion, RochesterWorks offers work-based training grants in the form of On-the-Job Training (partial wage subsidy) and Transitional Jobs (fully subsidized). Career Systems currently refers Job Seekers from a number of programs to area job fairs. They will continue this and consider a referral to a job fair to be equivalent to a referral to potential employment; it will be a condition of continued eligibility for the program. They will facilitate, monitor and report this attendance and participation. Career Systems will also develop relationships with hiring agencies that will allow groups of participants to be interviews at the job site. Career Systems staff will facilitate, monitor and report attendance at these functions.

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