Career Ladder Sample Clauses

Career Ladder. ‌‌‌‌‌ A joint UNION-STATE committee will consider the subject of a career ladder. If the STATE and the UNION agree that certain positions should be reclassified into a series of positions involving a career ladder, a joint recommendation will be made to the applicable authority.

Career Ladder. ‌ The purpose of the Career Ladder is to provide full time employees the opportunity to further their education by taking college courses and/or obtaining a college degree in an area of study or discipline that could lead to career advancement within the District. Employees must be accepted in a District approved program leading to a degree.

Career Ladder. The parties shall continue to maintain the career ladder for Registered Nurses. The Registered Nurse Career Ladder Committee shall continue. Employees will continue to be paid by the employer for time spent. The Labor Management Committee may establish career ladders for other classifications.

Career Ladder. The purpose and intent of the career ladder process is to provide opportunities to all employees for advancement. This includes educational training, on the job training, cross training, and other resources that come available. The requirements outlined in the Career Ladder Process must be met before an employee can move along the division’s established career ladder path.

Career Ladder. Purpose: To provide ▇▇▇▇ ▇▇ employees with necessary training and skills development opportunities in order to meet the general and unique needs of the Syracuse City School District while concurrently allowing the advancement of the employee’s formal education.

Career Ladder. A series of positions of increasing complexity and at successively higher grades in the same line of work, through which employees may progress from entrance levels to the full-performance, or journey level. A career ladder may exist within one (1) organizational unit or it may cross organizational lines.

Career Ladder. ‌ Bargaining unit employees who hold valid Illinois teaching certificates may apply for any teaching vacancy for which they are qualified. All certificated assistants shall be eligible to apply for teaching vacancies for which they are qualified and shall be interviewed before any applicant is appointed to the position, except in case of emergency or where the District is obligated to appoint District #61 teachers to the position. If denied the position, the applicant may request a meeting with the Director of Human Resources to seek verbal reason why said applicant is denied.

Career Ladder. See Addendum B for individual Career Ladders Career ladders are managed following the Career Ladder Policy managed by Human Resources Department. This policy clearly states rules for moving within a career ladder and provides a form and process for an employee to request to their manager, a move to the next level. The mention in this policy regarding not hiring above the entry level of a ladder does not apply to these union positions. The Career Ladder will allow new hires to be placed based on their prior education and experience that directly aligns with the minimum qualifications of the position. This practice aligns with past practice in the unit and allows for recruitment of highly qualified candidates. Rules for Career Ladder progression can be found in the HR Career Ladder Procedure. Management holds the right to adjust Job Descriptions and Career Ladders. A Career Ladder will typically change only if significant changes are made in a Job Description. Any such changes will be communicated to all bargaining unit staff. In addition to the rules found in the Career Ladder Policy, managers will hold an initial meeting with each union member who is in Level I or Level II within a month of the CBA being ratified and approved by City Council. This initial meeting will allow the manager to understand whether or not the union member has an interest in pursuing the next level of the career ladder within the next fiscal year. This conversation will allow the manager to then build a career development plan for those staff with an interest in moving a level or make a plan to avoid regularly assigning “stretch assignments” to those who do not have an interest in moving a level within the next year. Occasional assignments outside the level of staff not interested in moving a level may be made due to staffing and workload. The manager will meet with each union member on an annual basis prior to March 1st of each year, to discuss progress in their development toward moving to the next level and to again gain knowledge of staff’s interest in pursuing future career ladder moves. The Planner Career Ladder levels are differentiated by amount of professional, directly related work experience; variety and complexity of assigned duties; degree of independent judgment exercised; ability to resolve complex problems, and oversight/review of work of other planners. Planner positions are hired for one of the three:

Career Ladder. The HPS compensation system includes a teacher career ladder containing five tiers- Novice, Developing, Career, Advanced, and Master- that compensates teachers commensurate with their development and impact on students. It is envisioned that student outcomes will improve by creating a professional compensation system that will attract new high-potential teachers and retain our best performers and leaders. Novice teachers are typically first-year teachers entering teaching directly from college or who are new to the profession. Developing teachers are early career educators, typically in their second or third year in the profession. There are two levels within the Developing tier. Career teachers have been recognized as strong educators. Career teachers serve as role models to less-experienced educators, and proactively drive their own professional growth. There are five levels within the Career tier. Advanced teachers are outstanding educators who serve as school-wide models of excellence. Advanced teachers typically have at least five years of experience and possess deep expertise in their craft. Master teachers are exceptional educators who serve as district wide models of excellence. Master teachers have at least five years of experience, possess deep expertise in their craft, and are capable of elevating the practice of teachers who are still developing their craft to those educators who are highly skilled and talented. Master teachers will assume additional roles and responsibilities to support the district’s improvement. PK-8 MODEL (SY2019-2020 to SY2021-2022) - MASTER ------- ADVANCED $85,000 CAREER ---- $76,000 LEVEL V: $69,000 uired LEVEL IV: $66,000 Req LEVEL III: $62,000 cess LEVEL II: $58,000 n Pro DEVELOPING LEVEL I: $54,000 atio LEVEL II: $49,000 pplic NOVICE LEVEL I: $47,500 ---- A $46,000 ------- HIGH SCHOOL MODEL (SY2019-2020 to SY2021-2022) ---- MASTER ------ ADVANCED $85,000 CAREER ed - $76,000 LEVEL V: $67,000 equir LEVEL IV: $64,000 ss R LEVEL III: $60,000 roce LEVEL II: $56,000 ion P DEVELOPING LEVEL I: $52,000 licat LEVEL II: $47,000 - App NOVICE LEVEL I: $45,000 ------ $43,000 ------ A Career V teacher who receives the requisite evaluation ratings as described in Advancement on the Career Ladder shall receive an additional $1,000 added to their annual base salary annually. For SY2019-2020, High School Career V teachers who receives the requisite evaluation ratings as described in Advancement on the Career Ladder will receive an addi...