Hard to Fill Positions Sample Clauses

Hard to Fill Positions. 1. A “hard to fill position” occurs whenever a vacancy for a teaching position is posted and either no applications are received or the applicants who do respond are deemed unacceptable to fill the position.

Hard to Fill Positions. 11.6.4.1 Hard to fill positions shall be defined as positions which are frequently vacated and/or consistently draw a low number of qualified applicants. Currently, these positions include assignments which require credentials in the areas of: Math, Science, Special Education Mild/Moderate and Moderate/Severe, Spanish, Psychologist and Speech and Language Pathologist. 11.6.4.2 These vacancies shall not be subject to 11.6. Instead, these positions will be posted as pools as soon as it is determined that a vacancy may exist in these credential areas for the following school year

Hard to Fill Positions. The parties recognize that certain positions are “hard to fill”, which include the following: ▇▇▇▇▇, plumber, electrician, ▇▇▇▇▇▇▇▇▇ and HVAC. For these “hard to fill” positions, initial salary placement may be higher than entry level, but shall not exceed step 4 in the appropriate salary level, provided that all current employees in the same position and possessing equal qualifications shall not be paid less than the new employee. During the term of this Agreement, if the District determines that any other position is “hard to fill”, the Director of Human Resources or designee shall confer with DESPA and jointly determine whether the position in question is “hard to fill.” The parties agree that secretarial and custodial positions shall not be deemed “hard to fill”.

Hard to Fill Positions. 23.9.1 Each year, hard-to-fill teaching positions will be identified, and stipend amounts will be determined in Professional Council.

Hard to Fill Positions a. Each year prior to the staffing process in January, the Labor/Management Committee (LMC) will meet to determine if there are positions that should be listed as having a “hard to fill” designation . The LMC will meet to develop strategies to fill and retain employees in hard to staff positions. The LMC may utilize up to $57,454 for the purpose of filling hard to staff positions. The LMC may utilize up to $57,454 for the purpose of filling hard to staff positions.

Hard to Fill Positions. In areas of shortage, the Board of Education may, upon notification to the Association, provide new employees a one-time signing bonus of up to $5,000.00 to be paid over three years. These determinations shall be within the sole discretion of the Board of Education, shall be non precedential, and such adjustments may be made differently as determined by the Board.

Hard to Fill Positions. By December 1 of each school year, the District shall finalize a list of “hard to fill” position categories for the upcoming school year. The list and the accompanying rationale shall be provided to the CFT President by November 1 of each year for review. Any external candidate hired to fill one of these vacancies shall initially be placed on the salary schedule at a Step that is one greater than the one on which he/she should otherwise have been placed. Additionally, the District may, at its discretion, pay tuition and fees for any teacher seeking to gain an endorsement or additional licensure in one of the listed hard to fill teaching areas. Teachers in programs that require a clinical experience may be given release time in order to fulfill the requirements of the program. Annually, the District shall determine the amount of funding available for such tuition payments and the hard to fill areas being targeted under this provision. Funding allowances and the process by which to request tuition payments shall be announced by February 1 of each year for the upcoming school year. The District shall collaborate with CFT on the process used to select individual teachers whose tuition is being paid.

Hard to Fill Positions. The Superintendent or designee shall have the discretion to give experience credit beyond ten (10) years for hard to fill positions.

Hard to Fill Positions. Where there have been demonstrated difficulties in recruiting qualified candidates for specific classifications within the bargaining unit, the Chief of Human Resources may authorize a higher starting rate within the range for candidates meeting minimum qualifications. The Chief of Human Resources will notify the Union of such change at least two weeks prior to its effective date. The Chief of Human Resources will review the recruiting situation and the higher starting rate at least every six months. When a higher starting rate has been authorized pursuant to this Article, all candidates meeting the minimum qualifications will be given the higher start rate.