IMPLEMENTING NEW CURRICULUM Clause Samples

The 'Implementing New Curriculum' clause outlines the procedures and responsibilities for introducing and integrating a new educational curriculum within an institution or program. It typically specifies the timeline for rollout, the parties responsible for training and resource allocation, and any requirements for monitoring or reporting progress. For example, it may require teachers to attend workshops or mandate periodic reviews to assess the effectiveness of the new curriculum. This clause ensures a structured and coordinated approach to curriculum changes, minimizing confusion and facilitating a smooth transition for staff and students.
IMPLEMENTING NEW CURRICULUM. It is a primary responsibility of the teacher to participate as fully as possible in implementing new techniques, methods, and materials that allow for curriculum updates related to student needs and Board of Education goals.
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Related to IMPLEMENTING NEW CURRICULUM

  • Opening Negotiations 4.2.1 Between April 1 and April 30 of each ensuing year, either the Association or the Board shall submit a written request for negotiations to commence to the other party, if it desires there to be negotiations for that year. If no such request is made during the time period above, negotiations will not take place for the ensuing year. 4.2.2 The first negotiations session shall occur on a mutually agreeable date not more than thirty (30) days from the date of the written request to open negotiations. 4.2.3 The parties will exchange proposals at the initial negotiating session. Subsequent proposals may only be submitted upon mutual agreement of the parties.

  • Terms and Reopening Negotiations This Agreement shall remain in full force and effect for the period of July 1, 2021 through June 30, 2023 and thereafter until modifications are made pursuant to P.E.L.R. A. Unless otherwise mutually agreed, the parties shall not commence negotiations for the next Agreement more than 90 days prior to the expiration of this Agreement.

  • Term and Reopening Negotiations This Agreement shall remain in full force and effect for a period commencing on July 1, 2021 through June 30, 2023 and thereafter until modifications are made pursuant to the P.E.L.R.A. If either party desires to modify or amend this Agreement commencing on July 1, it shall give written notice of such intent no later than May 1. Unless otherwise mutually agreed, the parties shall not commence negotiations more than 90 days prior to the expiration of the Agreement.

  • Implementing Agreement The Governments of the Parties shall conclude a separate agreement setting forth the details and procedures for the implementation of this Agreement (hereinafter referred to in this Agreement as “the Implementing Agreement”).

  • Implementation i) Where the job/time sharing arrangement arises out of the filling of a vacant full-time position, the full-time position will be posted first and in the event that there are no successful applicants, then both job/time sharing positions will be posted and selection will be based on the criteria set out in the Collective Agreement. ii) An incumbent full-time employee wishing to share her or his position may do so without having her or his half of the position posted. The other half of the job/time sharing position will be posted and selection will be made on the criteria set out in the Collective Agreement. iii) It is understood and agreed that the arrangement is for a trial period of six (6) months for the full-time employee originating the request. Once the trial period is over, the employee cannot revert to her former position except under (v) below. iv) Where two (2) full-time employees wish to job/time share one (1) position, neither half will be posted providing this would create one (1) full-time position to be posted and filled according to the collective agreement. v) If one of the job/time sharers leaves the arrangement, her or his position will be posted. If there is no successful applicant to the position, the remaining employee will revert to her or his former status. If the remaining employee was previously full-time, the shared position will become her/his position. If the remaining employee was previously part-time and there is no part-time position available, she or he shall exercise her or his layoff bumping rights to obtain a part-time position. The shared position would then revert to a full-time position and be posted according to the Collective Agreement.