Initial Salary Placement - Experience Credit. 1. The Human Resources Department will recognize verified previous teaching experience and the teacher will advance one (1) vertical step on the Salary Schedule for each year of recognized service, up to a maximum of six (6) steps as specified below, provided the teaching experience meets at least one of the following conditions (a or b ): a. If the experience is in a public school the following applies: I. The teaching experience must have occurred while the teacher held a valid teaching certificate/license issued by that state, II. and the teaching experience must have been while under contract and the teacher was paid on the official Salary Schedule for certificated/licensed personnel of the District, III. and the teacher must have: a.) Worked at least a fifty percent (50%) contract, and b.) worked four (4) or more hours per day for ninety (90) days or more, or c.) worked an equivalent amount of time (360 hours) on a block or alternative schedule. Paid leave will be considered as time worked for the provisions of this policy. Unpaid leave will not count towards meeting the time requirements outlined above. b. If the experience is in non-public schools, the following applies: I. The qualifying professional work experience (private, public, educational) must have occurred after the date that the employee was conferred with the minimum degree required by the Cherry Creek School District for employment as a teacher, and; II. the experience was in a school setting for a period of six (6) months or more of full-time teaching experience during a twelve (12) month period. c. Individuals who serve as a resident teacher, or in a similar program, in the Cherry Creek School District will receive credit for one year of teaching experience, and move one (1) vertical step on the Salary Schedule, when they are employed as a regular teacher. d. Experience that will not grant vertical movement on the Salary Schedule: I. Experience as a substitute teacher, student teacher, internship, teaching at the college or university level, and/or any continuing training program will not count as recognized previous teaching experience for initial placement or vertical step movement on the Salary Schedule. 2. For teachers in their first year of employment with the District (either initial employment or after severance of at least ninety (90) days in the previous contract year), initial Salary Schedule placement will recognize verified prior teaching experience up to six (6) years, i.e., placement up to step seven (7) on the Salary Schedule in the appropriate educational column. In identified “hard-to-fill” positions in the District, teachers with experience beyond the six years allowed in this section may be hired and given credit for up to eleven (11) years of experience (as outlined in 4141) [i.e., initial placement up to step twelve (12) on the Schedule]. In addition, in identified “extremely hard-to-fill” positions in the District, teachers with experience beyond the six years allowed in this section may be hired and given credit for up to thirteen (13) years of experience (as outlined in 4141 ) [i.e., initial placement up to step 14 (fourteen) on the Schedule]. All teachers hired in any given school year for such “hard-to-fill” (or “extremely hard-to-fill”) positions shall be given full credit for their prior experience up to eleven (11) years (or thirteen (13) years, respectively) if any other new hire in such position in that school year is given credit beyond the normal six (6) years of experience credit provided in this policy. Annually, the District shall communicate with the Association President (or designee) the positions that have been identified as “hard-to-fill” and “extremely hard-to-fill” positions prior to hiring for the upcoming school year. This communication shall include the basis for the identification of positions as “hard-to-fill” and “extremely hard-to-fill;” i.e., number of applications on file for such positions, special requirements of the position, etc. Such communications shall be made on a regular basis, as needed, throughout the hiring for the following year. Additionally, not later than September 1 of each school year and the first of each month thereafter if such hiring is applicable, the District shall provide to the Association, in writing, a list of the names, position/assignment, building/facility, and cell placement for each person hired under this provision. Both the Association and the District agree that the time of the hiring shall not be a basis for defining a position as “hard-to-fill” or “extremely hard-to-fill.” That is, unfilled positions that were not considered “hard-to-fill” or “extremely hard-to-fill” in May shall not become “hard-to-fill” or “extremely hard-to-fill” simply because they are still not filled in August. a. Undergraduate courses qualify for horizontal advancement, but only if they are taken and approved after the individual has been contracted by the District. An EdS degree will be considered a master’s degree for the purposes of placement unless the EdS was earned subsequent to earning a master’s degree.
Appears in 1 contract
Sources: Negotiated Agreement
Initial Salary Placement - Experience Credit. 1. The Human Resources Department will recognize verified previous teaching experience and the teacher will advance one (1) vertical step on the Salary Schedule for each year of recognized service, up to a maximum of six (6) steps as specified below, provided the teaching experience meets at least one of the following conditions (a or b ):
a. If the experience is in a public school the following applies:
I. i. The teaching experience must have occurred while the teacher held a valid teaching certificate/license issued by that state, IIii. and the teaching experience must have been while under contract and the teacher was paid on the official Salary Schedule for certificated/licensed personnel of the District, IIIiii. and the teacher must have:
a.) Worked at least a fifty percent (50%) contract, and
b.) worked four (4) or more hours per day for ninety (90) days or more, or
c.) worked an equivalent amount of time (360 hours) on a block or alternative schedule. Paid leave will be considered as time worked for the provisions of this policy. Unpaid leave will not count towards meeting the time requirements outlined above.
b. If the experience is in non-public schools, the following applies:
I. i. The qualifying professional work experience (private, public, educational) must have occurred after the date that the employee was conferred with the minimum degree required by the Cherry Creek School District for employment as a teacher, and;
IIii. the experience was in a school setting for a period of six (6) months or more of full-time teaching experience during a twelve (12) month period.
c. Individuals who serve as a resident teacher, or in a similar program, in the Cherry Creek School District will receive credit for one year of teaching experience, and move one (1) vertical step on the Salary Schedule, when they are employed as a regular teacher.
d. Experience that will not grant vertical movement on the Salary Schedule:
I. i. Experience as a substitute teacher, student teacher, internship, teaching at the college or university level, teaching at a daycare/early childhood education center, and/or any continuing training program will not count as recognized previous teaching experience for initial placement or vertical step movement on the Salary Schedule.
2. For teachers in their first year of employment with the District (either initial employment or after severance of at least ninety (90) days in the previous contract year), initial Salary Schedule placement will recognize verified prior teaching experience up to six (6) years, i.e., placement up to step seven (7) on the Salary Schedule in the appropriate educational column. In identified “hard-to-fill” positions in the District, teachers with experience beyond the six years allowed in this section may be hired and given credit for up to eleven (11) years of experience (as outlined in 4141) [i.e., initial placement up to step twelve (12) on the Schedule]. In addition, in identified “extremely hard-to-fill” positions in the District, teachers with experience beyond the six years allowed in this section may be hired and given credit for up to thirteen (13) years of experience (as outlined in 4141 ) [i.e., initial placement up to step 14 (fourteen) on the Schedule]. All teachers hired in any given school year for such “hard-to-fill” (or “extremely hard-to-fill”) positions shall be given full credit for their prior experience up to eleven (11) years (or thirteen (13) years, respectively) if any other new hire in such position in that school year is given credit beyond the normal six (6) years of experience credit provided in this policy. Annually, the District shall communicate with the Association President (or designee) the positions that have been identified as “hard-to-fill” and “extremely hard-to-fill” positions prior to hiring for the upcoming school year. This communication shall include the basis for the identification of positions as “hard-to-fill” and “extremely hard-to-fill;” i.e., number of applications on file for such positions, special requirements of the position, etc. Such communications shall be made on a regular basis, as needed, throughout the hiring for the following year. Additionally, not later than September 1 of each school year and the first of each month thereafter if such hiring is applicable, the District shall provide to the Association, in writing, a list of the names, position/assignment, building/facility, and cell placement for each person hired under this provision. Both the Association and the District agree that the time of the hiring shall not be a basis for defining a position as “hard-to-fill” or “extremely hard-to-fill.” That is, unfilled positions that were not considered “hard-to-fill” or “extremely hard-to-fill” in May shall not become “hard-to-fill” or “extremely hard-to-fill” simply because they are still not filled in August.
a. Undergraduate courses qualify for horizontal advancement, but only if they are taken and approved after the individual has been contracted by the District. An EdS degree will be considered a master’s degree for the purposes of placement unless the EdS was earned subsequent to earning a master’s degree.
Appears in 1 contract
Sources: Negotiated Agreement
Initial Salary Placement - Experience Credit. (1. The ) Effective July 1, 2007, the Human Resources Department will recognize verified previous teaching experience and the teacher will advance one (1) vertical step on the Salary Schedule for each year of recognized service, up to a maximum of six five (65) steps as specified in (E)(2) below, provided the teaching experience meets at least one of the following conditions (a a, b or b c):
a. (a) If the experience is in a public school the following applies:
I. i. The teaching experience must have occurred while the teacher held a valid teaching certificate/license issued by that state, IIii. and the teaching experience must have been while under contract and the teacher was paid on the official Salary Schedule for certificated/licensed personnel of the District, IIIiii. and the teacher must have:
a.) Worked at least a fifty percent (50%) contract, and
b.) worked four (4) or more hours per day for ninety (90) days or more, or
c.) worked an equivalent amount of time (360 hours) on a block or alternative schedule. Paid leave will be considered as time worked for the provisions of this policy. Unpaid leave will not count towards meeting the time requirements outlined above.
b. (b) If the experience is in non-public schools, the following applies:
I. The qualifying professional work experience (private, public, educational) must have occurred after : Vertical step movement on the date that the employee was conferred with the minimum degree required by the Cherry Creek School District for employment as a teacher, and;
II. Salary Schedule will be given if the experience was in a school setting for a period meets the requirements of six provision (6E)(1)(a)(iii) months or more of full-time teaching experience during a twelve (12) month periodabove.
c. (c) Individuals who serve as a resident teacher, or in a similar program, in the Cherry Creek School District in the 1988 - 89 school year, or succeeding years, will receive credit for one year of teaching experience, and move one (1) vertical step on the Salary Schedule, when they are employed as a regular teacher.
d. (d) Experience that will not grant vertical movement on the Salary Schedule:
I. i. Experience as a substitute teacher, student teacher, internship, teaching at the college or university level, and/or any continuing training program will not count as recognized previous teaching experience for initial placement or vertical step movement on the Salary Schedule.
(2. For teachers in their first year of employment with the District (either initial employment or after severance of at least ninety (90) days in the previous contract year), initial Salary Schedule placement will recognize verified prior teaching Full experience credit for up to six and including five (65) years, i.e., placement up years will be granted to step seven (7) on the Salary Schedule both new and presently-employed teachers commencing in the appropriate educational columnSeptember 1970. In identified “hard-to-fill” positions in the District, teachers with experience beyond the six five years allowed in this section may be hired and given credit for up to eleven (11) years of experience (as outlined in 4141) [i.e., initial placement up to step twelve (12) on the Schedule]. In addition, in identified “extremely hard-to-fill” positions in the District, teachers with experience beyond the six years allowed in this section may be hired and given credit for up to thirteen (13) years of experience (as outlined in 4141 ) [i.e., initial placement up to step 14 (fourteen) on the Schedule]. All teachers hired in any given school year for such “hard-to-fill” (or “extremely hard-to-fill”) positions shall be given full credit for their prior experience up to eleven (11) years (or thirteen (13) years, respectively) if any other new hire in such position in that school year is given credit beyond the normal six (6) years of experience credit provided in this policy. Annually, the District shall communicate with the Association President (or designee) the positions that have been identified as “hard-to-fill” and “extremely hard-to-fill” positions prior to hiring for the upcoming school year. This communication shall include the basis for the identification of positions as “hard-to-fill” and “extremely hard-to-fill;” i.e., number of applications on file for such positions, special requirements of the position, etc. Such communications shall be made on a regular basis, as needed, throughout the hiring for the following year. Additionally, not later than September 1 of each school year and the first of each month thereafter if such hiring is applicable, the District shall provide to the Association, in writing, a list of the names, position/assignment, building/facility, and cell placement for each person hired under this provision. Both the Association and the District agree that the time of the hiring shall not be a basis for defining a position as “hard-to-fill” or “extremely hard-to-fill.” That is, unfilled positions that were not considered “hard-to-fill” or “extremely hard-to-fill” in May shall not become “hard-to-fill” or “extremely hard-to-fill” simply because they are still not filled in August.
a. Undergraduate courses qualify for horizontal advancement, but only if they are taken and approved after the individual has been contracted by the District. An EdS degree will be considered a master’s degree for the purposes of placement unless the EdS was earned subsequent to earning a master’s degree.ten
Appears in 1 contract
Sources: Negotiated Agreement