Staff Retention Sample Clauses

Staff Retention. In the event there is modification of programs and services for financial reasons, the number of certificated personnel that are required to implement the modified educational programs and services shall be determined as provided in this Section.

Staff Retention. ‌ A. In the event that the Board determines that the assured financial resources of the District shall not be adequate to permit the District to maintain its programs and services substantially at the same levels for the following school year, it shall adopt a reduced plan of programs and services which take into consideration the guideline set forth in Section 2 of this agreement. B. In the event reductions in certificated staff become necessary, Section 3. shall be applied to identify those certificated staff members, if any who must be terminated from employment. All such terminations from employment shall be accomplished in accordance with the Laws of the State.

Staff Retention. Section 1 Reduction in Force

Staff Retention. 59.1 The Provider management shall work proactively to retain good quality managers and Staff. In the event of a change in management succession planning shall be robust and evident.

Staff Retention a. In the event there is modification of programs and services for financial reasons, the number of certificated personnel which are required to implement the modified educational programs and services shall be determined as provided in this section. b. In an effort to eliminate the necessity of non-renewable or involuntary terminations, every reasonable effort shall be made to ascertain the number of certificated positions which will be open for the following year by reason of normal attrition as outlined below. Such vacancies shall not be replaced except as indicated in #3 below. 1. Voluntary and mandatory certificated personnel requirements. 2. Normal certificated personnel resignations. 3. Vacant positions will be filled by transferring currently employed certificated staff members within the District, unless, by reason of certification, training, or experience no qualified person is available. 4. Greater than a 0.51FTE can bump a full-time Employee if the part-time position is eliminated. c. To ensure that the certificated staff recommended for retention will be qualified to complement the educational program determined by the Board, all certificated Employees must possess such valid Washington State certificate(s) with appropriate endorsements as may be required by law for the position(s) under consideration. In addition, the following categories are established to allow for the least disruption of the ongoing program and to provide for the least deviation from the present assignment of personnel: Teachers will be grouped District-wide in separate categories as follows: Elementary Grade K-5 Secondary Grade 6-12 Specialties: Defined as normally accepted academic major or minor areas Special Services d. Each Certificated Employee will, in accordance with criteria set forth in paragraph c. above, be considered for retention in the category or specialty held at the time of the implementation of these procedures and, in addition, in such additional categories or specialties as any such Employee may designate in writing to the Superintendent, provided that, in order to qualify for consideration in any such additional category or specialty, the Employee: 1. Must have had a minimum of one (1) year’s full-time professional experience teaching in each such category or specialty, or 2. Must have the equivalent of a college major (45-quarter or 30 semester hours) or minor (15-quarter hours or 10 semester hours) in each such additional category or specialty. Any ...

Staff Retention. 1. In the event the District modifies programs and services, the number of certified personnel that are required to implement the modified educational programs and services shall be determined as provided below. 2. In an effort to eliminate the necessity of non-renewal or involuntary terminations, every reasonable effort shall be made to ascertain the number of certified positions which will be open for the following school year by reason of normal attrition as outlined below: a. Voluntary and mandatory certified personnel retirements. b. Normal certified personnel resignations. c. Vacant positions will be filled by transferring currently employed certified staff members within the District unless by reason of certification, training or experience no person is available. 3. The certified staff retained to implement the educational program determined by the Board shall possess such valid State Certificates as may be required for the positions being filled. Certified employees shall be considered qualified in any category or specialty in which they are certified or teaching during the year the reduction in force is announced. Certified employees will be retained for available positions within each category or specialty on the basis of District affirmative action goals and seniority (years of experience) as a certified employee in education in the District as recorded in the District Superintendent’s office. A seniority list shall be provided the Association upon request. Within each category or specialty the senior employee shall be retained. The categories and specialties are established to allow for the least disruption of the ongoing program. Certified employees will be grouped District-wide in certification categories and specialties as follows: Elementary Grades K through 5 Middle School Grades 6 through 8 High School Grades 9 through 12 Specialties are defined as normally accepted academic major and/or minor areas.

Staff Retention. ● Annually, regretted staff attrition remains lower than 5%.

Staff Retention. The Council hold the view that the relevant experience held by operatives contributes significantly to quality in providing the Services. The objective is for the majority of Staff, including supervisory staff and management, to have a minimum of six month’s relevant experience at any given point in the Contract Term. Staff who are dismissed as a result of poor work performance or as a consequence of disciplinary action shall not be included in the calculation. Staff with six months’ relevant parking enforcement experience from other local authority contracts may be discretionally accepted as ‘experienced’ for the purposes of inclusion in the measurement against this KPI, subject to certain training requirements as detailed in the Specification, and the Council’s approval.

Staff Retention. Other than as such action may involve a manager or equityholder of Manager or a direct family member of a manager or equityholder of Manager (which, in each case, shall require the prior written consent of the Oaktree Managers before Manager may proceed), and consistent with the Pre-Opening Budget for such Casino Operation or other funding approved by Manager and the Oaktree Managers, Manager shall recruit and hire on behalf of the applicable Owner at an appropriate time prior to the Operating Date with respect to such Eligible Operation a general manager, a resident manager, if applicable, a human resources manager, a food and beverage manager, a casino manager, a controller, a director of sales, a head housekeeper, and other required department heads in accordance with hiring criteria approved by the applicable Owner; and thereafter, with the assistance of such department heads, Manager will cause to be hired on behalf of the applicable Owner a full staff of employees for the Eligible Operation.

Staff Retention. This Agreement is between the State of Oregon, acting through its Department of Administrative Services (Employer) on behalf of the Oregon Health Authority/Oregon State Hospital (Agency) and AFSCME Council 75 (Union). It is agreed by the Parties that retaining staff is preferential to and less costly than replacing staff. The purpose of this Agreement is to create a joint labor management task team to identify recruitment and retention opportunities for Physicians at Oregon State Hospital. The primary focus will be student loan repayment, reimbursement, and forgiveness options for physicians employed at Oregon State Hospital in order to attract and retain physicians.