Academic Need Clause Samples
The 'Academic Need' clause defines the requirement for certain actions, services, or accommodations to be provided based on the academic requirements of an individual or institution. In practice, this clause may specify that resources, support, or adjustments must be made if they are necessary to fulfill educational objectives or to ensure academic progress. Its core function is to ensure that academic priorities are met and that any contractual obligations are aligned with the educational goals or necessities of the parties involved, thereby preventing conflicts between contractual terms and academic requirements.
Academic Need. The importance of retaining Teachers in the corporation whose salary is less than $66,218.
Academic Need. Eligible teachers who teach at least one approved dual credit course will receive a one time stipend of $750 for teaching the dual credit course during the school year. Limit one stipend per year. [Note: the education factor accounts for 50% of the maximum base salary increase available (Education $1,500 / Maximum Available $3,000 = 50%]
Academic Need. The need to retain teachers with one or more years’ experience with a salary at or below the new teacher minimum by increasing these teachers’ salaries up to an additional $4,410 in comparison to the increase in the new teacher minimum salary.
Academic Need. Eligible teachers must complete six (6) of the activities below based on the academic need of encouraging teachers to volunteer to provide supervision of students that benefits students and the school community: • Taking tickets at a student sporting event • Cafeteria Duty • Covering a class for a colleague when no substitute is available • Instructing professional development • After school collaboration with other teachers • Attending student events. • Any other activity mutually agreed upon by the Association and the Administration.
Academic Need. The salary increase for academic needs is a teacher retention catch-up. Teachers with salaries less than the new teacher salary schedule after increases for evaluation and education at the same level will receive an increase between $70-$4,410 to bring their salary to new hires at the same level.
Academic Need. The importance of retaining teachers in IPS who were hired during or before the 2017-2018 school year whose current salary is at Step A ($40,000) or Step B ($41,293) and satisfy all other eligibility requirements.
Academic Need. The academic need factor is required to allow for recruiting and retention of highly qualified teachers. This factor also provides for a previously hired and current FCS teacher with a catch-up contribution to his/her salary. This teacher retention catch-up allows the superintendent the discretion to adjust the salary of a current teacher to the amount on the New Teacher Salary Grid for a new teacher with comparable education and experience. The amount will be established by the difference between the New Teacher Grid and the present salary of an employee. See table below outlining the 2019-20 pay raises resulting from the “catch-up” factor.
Academic Need. The academic need factor is required to allow for recruiting and retention of highly qualified teachers. Teachers shall receive the following compensation for attendance at FCSC. When a teacher has accumulated a first-time total of 90 days, at the end of the school year any teacher with 90 or more days, the teacher shall receive a one-time increase to the base pay of $1,000. The 90 days will still be accumulated to the teacher’s sick leave total. This academic need factor also provides for a previously hired and current FCS teacher with a catch-up contribution to his/her salary. This teacher retention catch-up allows the superintendent the discretion to adjust the salary of a current teacher to the amount on the New Teacher Salary Grid for a new teacher with comparable education and experience. The amount will be established by the difference between the New Teacher Grid and the present salary of an employee. See table below outlining the 2019-20 pay raises resulting from the “catch-up” factor.
Academic Need. The teachers at Union County College Corner Joint School District are vital to the school corporation’s continued education excellence. There is a great need and desire to retain the teachers. Any amount over the 2% that a teacher receives for his/her evaluation is attributed to the need to RETAIN the teacher. A teacher who receives an ineffective or improvement needed performance level rating is not eligible for a salary increase. The teacher will remain at his/her 2019--2020 base salary. This does not apply to a teacher in the first two full school years in which the teacher provides instruction to students. If a teacher provides instruction to students in another state, that instruction counts toward the two-year exemption. ● The teacher will be placed in the column that meets the degree that the teacher has obtained. ● The teacher will be placed in a cell in the respective row as outlined in the chart. ● The teacher will be placed in the column that meets the degree that the teacher has obtained. ● A returning teacher will be placed in a cell in the respective column that represents a minimum of a 2% increase to his/her base salary over his/her 2019-2020 salary. New Teachers with experience will be placed in a cell in the respective column that represents a minimum of a 2% increase to his/her original salary placement on the 2019-20 scale. 2020-21 BS MS Years of Experience For Placement ONLY A 37000 38480 0 B 37740 39250 1-3 C 38495 40035 4-5 D 39265 40835 6-7 E 40050 41652 8 F 40851 42485 9 G 41668 43334 10 H 42501 44201 I 43351 45085 J 44218 45986 K 45102 46906 L 46004 47844 M 46924 48800 N 47862 49776
Academic Need. The importance of recruiting and retaining effective teachers in the corporation. The teacher must have received a highly effective or effective evaluation rating from Fairfield Community Schools, or another accredited school, for the prior year.