ON TRACK. An employee is considered to be “on track” if they are making adequate progress, as determined by the District, toward meeting the goals of the performance improvement plan. It does not mean that an employee has to have met all of those goals. Ten-month employees will not be placed on an improvement plan after April 15. This does not apply to 12-month employees. An educational assistant must be “on track” with his/her improvement plan as of June 1 or risk losing a step advancement. The principal/program administrator must also be “on track” in providing support and monitoring the improvement plan. “On track” means following the actions and adhering to the timelines outlined in the improvement plan. An educational assistant who is not on track by the end of the school year will not receive step advancement. If the principal/program administrator is not on track, a step increment cannot be withheld. If an educational assistant is on track by the end of the school year or by October 15 of the next school year, he/she will receive the step increase retroactively to July 1 of that contract year. If the educational assistant continues to note on track after October 15, the step increase would be implemented proactively from the date the EA is on track. Placement on an improvement plan is not grievable; however, an educational assistant may appeal the components or timelines of an improvement plan to the next level supervisor. Throughout the duration of the improvement plan, the supervisor shall meet with the employee on a regular basis as outlined in the plan itself. The goal of these interim meetings is to identify the progress made by the employee and to identify any additional resources that may be available. A supervisor is considered to be “on track” if they have held regularly scheduled meetings with the employee to assess progress towards meeting the expectations of the employee’s performance improvement plan and if they have offered the necessary support to the employee (i.e., access to training, mentors, etc.) to assist the employee in meeting the performance expectations. OTHER PROVISIONS Although placement on an improvement plan is not grievable, an employee may grieve a disciplinary action or failure to reinstate a step increase.
Appears in 2 contracts
Samples: Memorandum of Agreement, www.spfe28.org
ON TRACK. An employee is considered to be “on track” if they are making adequate progress, as determined by the District, toward meeting the goals of the performance improvement plan. It does not mean that an employee has to have met all of those goals. Ten-month employees will not be placed on an improvement plan after April 15. This does not apply to 12-month employees. An educational assistant must be “on track” with his/her improvement plan as of June 1 or risk losing a step advancement. The principal/program administrator must also be “on track” in providing support and monitoring the improvement plan. “On track” means following the actions and adhering to the timelines outlined in the improvement plan. An educational assistant who is not on track by the end of the school year will not receive step advancement. If the principal/program administrator is not on track, a step increment cannot be withheld. If an educational assistant is on track by the end of the school year or by October 15 of the next school year, he/she will receive the step increase retroactively to July 1 of that contract year. If the educational assistant continues to note on track after October 15, the step increase would be implemented proactively from the date the EA is on track. Placement on an improvement plan is not grievable; however, an educational assistant may appeal the components or timelines of an improvement plan to the next level supervisor. Throughout the duration of the improvement plan, the supervisor shall meet with the employee on a regular basis as outlined in the plan itself. The goal of these interim meetings is to identify the progress made by the employee and to identify any additional resources that may be available. A supervisor is considered to be “on track” if they have held regularly scheduled meetings with the employee to assess progress towards meeting the expectations of the employee’s performance improvement plan and if they have offered the necessary support to the employee (i.e., access to training, mentors, etc.) to assist the employee in meeting the performance expectations. STEP INCREASES If a performance improvement plan is in place for an employee as of March 1st of the year and the employee is not on track with the components of the plan, the employee’s step as outlined in Section 10.5 may be withheld. If the employee’s supervisor is not on track, the employee’s step as outlined in Section 10.5 may not be withheld. When an employee has met the goals of an improvement plan or the supervisor has not been on track, the employee’s step shall be reinstated retroactive to July 1st. OTHER PROVISIONS Although placement on an improvement plan is not grievable, an employee may grieve a disciplinary action or failure to reinstate a step increase.. MEMORANDUM OF AGREEMENT REGARDING IMPROVEMENT PLAN PROCESS (Continued) INDEPENDENT SCHOOL DISTRICT XX. 000 XXXXX XXXXX 000, XXXXXXXX XXXXXXX 0 OF THE AMERICAN FEDERATION OF STATE, COUNTY, AND MUNICIPAL EMPLOYEES, AFL-CIO Chair, Board of Education AFSCME Council 5 Director Assistant Director of Labor Relations President, Local 844 Date Business Representative Date LETTER OF UNDERSTANDING BETWEEN AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES, DISTRICT COUNCIL 14, LOCAL NO. 844 (AFSCME) REGARDING TEN-MONTH EMPLOYEES’ VACATIONS October 15, 2002 Mr. Xxxxx Xxxxx, Business Representative American Federation of State, County and Municipal Employees, Council 14 000 Xxxxxxx Xxxxxx South, Suite 2 South Saint Xxxx, Minnesota 55075-2469 Re: Letter of Understanding Regarding Ten-Month Employees’ Vacations Dear Mr. Xxxxx: This letter will serve as clarification and as an understanding between the School District and the Union regarding when ten-month clerical and technical employees may take vacation. It is our understanding that ten-month employees may use vacation, in accordance with business office rules regarding vacation use, anytime within the employee’s ten-month work year, including days within the regular school year when school is not in session. These days when school is not in session include teacher workshop days, winter and spring break, and teacher prep/in-service days. All vacation must be requested in accordance with each department’s procedures and approved by an employee’s supervisor. There may be instances where an employee is required to work during these non-student contact days; however, if work is not scheduled, employees may use available vacation time. This letter addresses only the parties understanding regarding the issue of use of vacation for ten-month employees. It is not part of the labor agreement, nor does it supplant the District’s discretion in approving specific vacation requests or the scheduling of work during non-student contact periods. Sincerely, Xxxxx Xxxxx Negotiations/Labor Relations Manager MEMORANDUM OF UNDERSTANDING BETWEEN AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES, DISTRICT COUNCIL 5, LOCAL NO. 844 (AFSCME) REGARDING SICK LEAVE BANK
Appears in 1 contract
Samples: Agreement
ON TRACK. An employee is considered to be “on track” if they are making adequate progress, as determined by the District, toward meeting the goals of the performance improvement plan. It does not mean that an employee has to have met all of those goals. Ten-month employees will not be placed on an improvement plan after April 15. This does not apply to 12-month employees. An educational assistant must be “on track” with his/her improvement plan as of June 1 or risk losing a step advancement. The principal/program administrator must also be “on track” in providing support and monitoring the improvement plan. “On track” means following the actions and adhering to the timelines outlined in the improvement plan. An educational assistant who is not on track by the end of the school year will not receive step advancement. If the principal/program administrator is not on track, a step increment cannot be withheld. If an educational assistant is on track by the end of the school year or by October 15 of the next school year, he/she will receive the step increase retroactively to July 1 of that contract year. If the educational assistant continues to note on track after October 15, the step increase would be implemented proactively from the date the EA is on track. Placement on an improvement plan is not grievable; however, an educational assistant may appeal the components or timelines of an improvement plan to the next level supervisor. Throughout the duration of the improvement plan, the supervisor shall meet with the employee on a regular basis as outlined in the plan itself. The goal of these interim meetings is to identify the progress made by the employee and to identify any additional resources that may be available. A supervisor is considered to be “on track” if they have held regularly scheduled meetings with the employee to assess progress towards meeting the expectations of the employee’s performance improvement plan and if they have offered the necessary support to the employee (i.e., access to training, mentors, etc.) to assist the employee in meeting the performance expectations. STEP INCREASES If a performance improvement plan is in place for an employee as of March 1st of the year and the employee is not on track with the components of the plan, the employee’s step as outlined in Section 10.5 may be withheld. If the employee’s supervisor is not on track, the employee’s step as outlined in Section 10.5 may not be withheld. When an employee has met the goals of an improvement plan or the supervisor has not been on track, the employee’s step shall be reinstated retroactive to July 1st. OTHER PROVISIONS Although placement on an improvement plan is not grievable, an employee may grieve a disciplinary action or failure to reinstate a step increase.. MEMORANDUM OF AGREEMENT REGARDING IMPROVEMENT PLAN PROCESS (Continued) INDEPENDENT SCHOOL DISTRICT XX. 000 XXXXX XXXXX 000, XXXXXXXX XXXXXXX 0 OF THE AMERICAN FEDERATION OF STATE, COUNTY, AND MUNICIPAL EMPLOYEES, AFL-CIO Chair, Board of Education AFSCME Council 5 Director Assistant Director of Labor Relations President, Local 844 Date Business Representative Date LETTER OF UNDERSTANDING BETWEEN AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES, DISTRICT COUNCIL 14, LOCAL NO. 844 (AFSCME) REGARDING TEN-MONTH EMPLOYEES’ VACATIONS October 15, 2002 Mr. Xxxxx Xxxxx, Business Representative American Federation of State, County and Municipal Employees, Council 14 000 Xxxxxxx Xxxxxx South, Suite 2 South Saint Xxxx, Minnesota 55075-2469 Re: Letter of Understanding Regarding Ten-Month Employees’ Vacations Dear Mr. North: This letter will serve as clarification and as an understanding between the School District and the Union regarding when ten-month clerical and technical employees may take vacation. It is our understanding that ten-month employees may use vacation, in accordance with business office rules regarding vacation use, anytime within the employee’s ten-month work year, including days within the regular school year when school is not in session. These days when school is not in session include teacher workshop days, winter and spring break, and teacher prep/in-service days. All vacation must be requested in accordance with each department’s procedures and approved by an employee’s supervisor. There may be instances where an employee is required to work during these non-student contact days; however, if work is not scheduled, employees may use available vacation time. This letter addresses only the parties understanding regarding the issue of use of vacation for ten-month employees. It is not part of the labor agreement, nor does it supplant the District’s discretion in approving specific vacation requests or the scheduling of work during non-student contact periods. Sincerely, Xxxxx Xxxxx Negotiations/Labor Relations Manager MEMORANDUM OF UNDERSTANDING BETWEEN AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES, DISTRICT COUNCIL 5, LOCAL NO. 844 (AFSCME) REGARDING SICK LEAVE BANK
Appears in 1 contract
Samples: Agreement
ON TRACK. An employee is considered to be “on track” if they are making adequate progress, as determined by the District, toward meeting the goals of the performance improvement plan. It does not mean that an employee has to have met all of those goals. Ten-month employees Employees will not be placed on an improvement plan after April 15. This does not apply to 12-month employees. An educational assistant must be “on track” with his/her improvement plan as of June 1 or risk losing a step advancement. The principal/program administrator must also be “on track” in providing support and monitoring the improvement plan. “On track” means following the actions and adhering to the timelines outlined in the improvement plan. An educational assistant who is not on track by the end of the school year will not receive step advancement. If the principal/program administrator is not on track, a step increment cannot be withheld. If an educational assistant is on track by the end of the school year or by October 15 of the next school year, he/she will receive the step increase retroactively to July 1 of that contract year. If the educational assistant continues to note on track after October 15, the step increase would be implemented proactively from the date the EA is on track. Placement on an improvement plan is not grievable; however, an educational assistant may appeal the components or timelines of an improvement plan to the next level supervisor. supervisor MEMORANDUM OF AGREEMENT REGARDING IMPROVEMENT PLAN PROCESS (Continued) Throughout the duration of the improvement plan, the supervisor shall meet with the employee on a regular basis as outlined in the plan itself. The goal of these interim meetings is to identify the progress made by the employee and to identify any additional resources that may be available. A supervisor is considered to be “on track” if they have held regularly scheduled meetings with the employee to assess progress towards meeting the expectations of the employee’s performance improvement plan and if they have offered the necessary support to the employee (i.e., access to training, mentors, etc.) to assist the employee in meeting the performance expectations. OTHER PROVISIONS Although placement on an improvement plan is not grievable, an employee may grieve a disciplinary action or failure to reinstate a step increase.. INDEPENDENT SCHOOL DISTRICT NO. 625 SAINT XXXX FEDERATION OF TEACHERS LOCAL NO. 28 Chair, Board of Education President St. Xxxx Federation of Teachers Assistant Director, Employee and Labor Relations Director of Non-Licensed Personnel St. Xxxx Federation of Teachers Assistant Manager, Negotiations and Employee Relations Date Date MEMORANDUM OF AGREEMENT Educational Assistant Substitutes for Specialized Services This Memorandum of Agreement is by and between the Independent School District No. 625 (hereinafter “District”) and the Saint Xxxx Federation of Teachers, Local No. 28 (hereinafter “Federation”) exclusive representative of members of the Educational Assistants bargaining unit. It is entered into for the sole purpose of establishing substitutes effective with the 2016-17 school year, for full-time Educational Assistants serving special education students. The District and the Federation agree that Educational Assistants perform duties essential to student success in the St. Xxxx Public Schools and that their duties should be continued by a substitute when an Educational Assistant must be absent from work. To that end, the parties have agreed to the following:
Appears in 1 contract
Samples: Memorandum of Agreement
ON TRACK. An employee is considered to be “on track” if they are making adequate progress, as determined by the District, toward meeting the goals of the performance improvement plan. It does not mean that an employee has to have met all of those goals. Ten-month employees will not be placed on an improvement plan after April 15. This does not apply to 12-month employees. An educational assistant must be “on track” with his/her improvement plan as of June 1 or risk losing a step advancement. The principal/program administrator must also be “on track” in providing support and monitoring the improvement plan. “On track” means following the actions and adhering to the timelines outlined in the improvement plan. An educational assistant who is not on track by the end of the school year will not receive step advancement. If the principal/program administrator is not on track, a step increment cannot be withheld. If an educational assistant is on track by the end of the school year or by October 15 of the next school year, he/she will receive the step increase retroactively to July 1 of that contract year. If the educational assistant continues to note on track after October 15, the step increase would be implemented proactively from the date the EA is on track. Placement on an improvement plan is not grievable; however, an educational assistant may appeal the components or timelines of an improvement plan to the next level supervisor. Throughout the duration of the improvement plan, the supervisor shall meet with the employee on a regular basis as outlined in the plan itself. The goal of these interim meetings is to identify the progress made by the employee and to identify any additional resources that may be available. A supervisor is considered to be “on track” if they have held regularly scheduled meetings with the employee to assess progress towards meeting the expectations of the employee’s performance improvement plan and if they have offered the necessary support to the employee (i.e., access to training, mentors, etc.) to assist the employee in meeting the performance expectations. STEP INCREASES If a performance improvement plan is in place for an employee as of March 1st of the year and the employee is not on track with the components of the plan, the employee’s step as outlined in Section 10.5 may be withheld. If the employee’s supervisor is not on track, the employee’s step as outlined in Section 10.5 may not be withheld. When an employee has met the goals of an improvement plan or the supervisor has not been on track, the employee’s step shall be reinstated retroactive to July 1st. OTHER PROVISIONS Although placement on an improvement plan is not grievable, an employee may grieve a disciplinary action or failure to reinstate a step increase.. MEMORANDUM OF AGREEMENT REGARDING IMPROVEMENT PLAN PROCESS (Continued) INDEPENDENT SCHOOL DISTRICT XX. 000 XXXXX XXXXX 000, XXXXXXXX XXXXXXX 0 OF THE AMERICAN FEDERATION OF STATE, COUNTY, AND MUNICIPAL EMPLOYEES, AFL-CIO Chair, Board of Education President, Local 844 Executive Director of Human Resources Business Representative Negotiations/Employee Relations Assistant Manager Date Date LETTER OF UNDERSTANDING BETWEEN AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES, DISTRICT COUNCIL 14, LOCAL NO. 844 (AFSCME) REGARDING TEN-MONTH EMPLOYEES’ VACATIONS October 15, 2002 Mr. Xxxxx Xxxxx, Business Representative American Federation of State, County and Municipal Employees, Council 14 000 Xxxxxxx Xxxxxx South, Suite 2 South Saint Xxxx, Minnesota 55075-2469 Re: Letter of Understanding Regarding Ten-Month Employees’ Vacations Dear Mr. North: This letter will serve as clarification and as an understanding between the School District and the Union regarding when ten-month clerical and technical employees may take vacation. It is our understanding that ten-month employees may use vacation, in accordance with business office rules regarding vacation use, anytime within the employee’s ten-month work year, including days within the regular school year when school is not in session. These days when school is not in session include teacher workshop days, winter and spring break, and teacher prep/in-service days. All vacation must be requested in accordance with each department’s procedures and approved by an employee’s supervisor. There may be instances where an employee is required to work during these non-student contact days; however, if work is not scheduled, employees may use available vacation time. This letter addresses only the parties understanding regarding the issue of use of vacation for ten- month employees. It is not part of the labor agreement, nor does it supplant the District’s discretion in approving specific vacation requests or the scheduling of work during non-student contact periods. Sincerely, Xxxxx Xxxxx Negotiations/Labor Relations Manager MEMORANDUM OF UNDERSTANDING BETWEEN AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES, DISTRICT COUNCIL 5, LOCAL NO. 844 (AFSCME) REGARDING SICK LEAVE BANK
Appears in 1 contract
Samples: Agreement
ON TRACK. An employee is considered to be “on track” if they are making adequate progress, as determined by the District, toward meeting the goals of the performance improvement plan. It does not mean that an employee has to have met all of those goals. Ten-month employees will not be placed on an improvement plan after April 15. This does not apply to 12-month employees. An educational assistant must be “on track” with his/her improvement plan as of June 1 or risk losing a step advancement. The principal/program administrator must also be “on track” in providing support and monitoring the improvement plan. “On track” means following the actions and adhering to the timelines outlined in the improvement plan. An educational assistant who is not on track by the end of the school year will not receive step advancement. If the principal/program administrator is not on track, a step increment cannot be withheld. If an educational assistant is on track by the end of the school year or by October 15 of the next school year, he/she will receive the step increase retroactively to July 1 of that contract year. If the educational assistant continues to note on track after October 15, the step increase would be implemented proactively from the date the EA is on track. Placement on an improvement plan is not grievable; however, an educational assistant may appeal the components or timelines of an improvement plan to the next level supervisor. Throughout the duration of the improvement plan, the supervisor shall meet with the employee on a regular basis as outlined in the plan itself. The goal of these interim meetings is to identify the progress made by the employee and to identify any additional resources that may be available. A supervisor is considered to be “on track” if they have held regularly scheduled meetings with the employee to assess progress towards meeting the expectations of the employee’s performance improvement plan and if they have offered the necessary support to the employee (i.e., access to training, mentors, etc.) to assist the employee in meeting the performance expectations. STEP INCREASES If a performance improvement plan is in place for an employee as of March 1st of the year and the employee is not on track with the components of the plan, the employee’s step as outlined in Section 10.5 may be withheld. If the employee’s supervisor is not on track, the employee’s step as outlined in Section 10.5 may not be withheld. When an employee has met the goals of an improvement plan or the supervisor has not been on track, the employee’s step shall be reinstated retroactive to July 1st. OTHER PROVISIONS Although placement on an improvement plan is not grievable, an employee may grieve a disciplinary action or failure to reinstate a step increase.. MEMORANDUM OF AGREEMENT REGARDING IMPROVEMENT PLAN PROCESS (Continued) INDEPENDENT SCHOOL DISTRICT NO. 625 LOCAL UNION 844, DISTRICT COUNCIL 5 OF THE AMERICAN FEDERATION OF STATE, COUNTY, AND MUNICIPAL EMPLOYEES, AFL-CIO Chair, Board of Education AFSCME Council 5 Director Assistant Director of Labor Relations President, Local 844 Date Business Representative Date LETTER OF UNDERSTANDING BETWEEN AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES, DISTRICT COUNCIL 14, LOCAL NO. 844 (AFSCME) REGARDING TEN-MONTH EMPLOYEES’ VACATIONS October 15, 2002 Mr. Xxxxx Xxxxx, Business Representative American Federation of State, County and Municipal Employees, Council 14 000 Xxxxxxx Xxxxxx South, Suite 2 South Saint Xxxx, Minnesota 55075-2469 Re: Letter of Understanding Regarding Ten-Month Employees’ Vacations Dear Mr. Xxxxx: This letter will serve as clarification and as an understanding between the School District and the Union regarding when ten-month clerical and technical employees may take vacation. It is our understanding that ten-month employees may use vacation, in accordance with business office rules regarding vacation use, anytime within the employee’s ten-month work year, including days within the regular school year when school is not in session. These days when school is not in session include teacher workshop days, winter and spring break, and teacher prep/in-service days. All vacation must be requested in accordance with each department’s procedures and approved by an employee’s supervisor. There may be instances where an employee is required to work during these non-student contact days; however, if work is not scheduled, employees may use available vacation time. This letter addresses only the parties understanding regarding the issue of use of vacation for ten- month employees. It is not part of the labor agreement, nor does it supplant the District’s discretion in approving specific vacation requests or the scheduling of work during non-student contact periods. Sincerely, Xxxxx Xxxxx Negotiations/Labor Relations Manager MEMORANDUM OF AGREEMENT BETWEEN AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES, DISTRICT COUNCIL 5, LOCAL NO. 844 (AFSCME) REGARDING CONTINUOUS OPERATION EMPLOYEES
Appears in 1 contract
Samples: Agreement
