TEACHING CREDENTIALS Clause Samples

The TEACHING CREDENTIALS clause establishes the requirements for instructors or educators to possess specific qualifications or certifications before engaging in teaching activities. Typically, this clause outlines the necessary degrees, licenses, or professional certifications that must be held, and may require proof of such credentials prior to employment or assignment. Its core function is to ensure that only qualified individuals are entrusted with teaching responsibilities, thereby maintaining educational standards and compliance with regulatory or institutional policies.
TEACHING CREDENTIALS. Section 6.1 Both the District and the Association agree to the importance of having a properly certificated teacher with a minimum of a Bachelor's Degree in the classroom. Therefore, any teacher being initially employed on a regular basis and who is covered by the terms of this Agreement must meet the Michigan Teacher Certification Code requirements. Section 6.2 In order to comply with Section 1119 of the Every Student Succeeds Act (ESSA) also known as the No Child Left Behind Act (NCLB), teachers will be required to be “highly qualified” in their area of teaching in compliance with State and Federal Regulations. In the event that the laws are repealed or amended so as to not require the concept of “highly qualified”, this section shall be void. If a teacher’s mandated “highly qualified” status does not allow him/her to be placed into any assignment, he/she will be placed on an unpaid leave of absence. Section 6.3 A teacher whose certification expires may be allowed to be a permanent substitute in the AEA bargaining unit position and will be paid BA Step 1 until the close of business on the first workday in November. If prior to the close of business on the first workday in November, the teacher has renewed his/her teaching certificate, and the district elects to rehire the teacher, then the teacher will return to the appropriate placement on the Salary Schedule.
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TEACHING CREDENTIALS. Swing Education verifies whether a SwingSub teaching professional holds a substitute teaching permit or standard professional teaching credential, by having the SwingSub upload or submit such document to the Platform. Swing Education marks such SwingSubs as credentialed (or similar language) on the Platform. Swing Education also tracks the expiration date (if one exists) of such document. If such document expires, Swing Education will shortly thereafter label the SwingSub as non-credentialed (or similar language). Note that School is responsible for ensuring accuracy of SwingSub Requests where a permit or credential is or is not required.
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TEACHING CREDENTIALS. Section 6.1 Both the District and the Association agree to the importance of having a properly certificated teacher with a minimum of a Bachelor's Degree in the classroom. Therefore, any teacher being initially employed on a regular basis and who is covered by the terms of this Agreement must meet the Michigan Teacher Certification Code requirements. Section 6.2 In order to comply with Section 1119 of the Elementary and Secondary Education Act (ESEA) also known as the No Child Left Behind Act (NCLB), teachers will be required to be “highly qualified” in their area of teaching in compliance with State and Federal Regulations. In the event that the laws are repealed or amended so as to not require the concept of “highly qualified”, this section shall be void. If a teacher’s mandated “highly qualified” status does not allow him/her to be placed into any assignment, he/she will be placed on an unpaid leave of absence. Section 6.3 The parties establish the district-wide Professional Development Assessment Team (PDAT). The PDAT shall be composed of four (4) members; two (2) administrators appointed by the Superintendent and two (2) teachers appointed by the Association. The PDAT shall make a determination whether a teacher has become “highly qualified” through the portfolio method. An individual portfolio utilizing the approved form shall be completed by a teacher for each subject area in which the teacher wants to demonstrate his/her highly qualified status. The portfolio assessment shall be conducted by the PDAT using the Michigan Content Area Portfolio Guidelines. If the PDAT fails to indicate that competency has been demonstrated by the portfolio in all four of the categories, the PDAT will indicate on the approved form how the portfolio must be improved in order to demonstrate competency in all four categories A teacher may resubmit his/her revised portfolio until competency is demonstrated in all four categories. The teacher must submit the completed Portfolio Assessment Report to the Superintendent or designee. Section 6.4 A teacher whose certification expires will be allowed to be a permanent substitute in the AEA bargaining unit position and paid BA Step 1 for no longer than the end of the first marking period. Thereafter the teacher, if the teaching certificate has not been renewed, will be placed on an unpaid leave of absence. If during the first marking period, the teacher has renewed his/her teaching certificate, then the teacher will return to the ...
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TEACHING CREDENTIALS. 1. Each teacher will provide the school district with a transcript of college credits and shall be responsible for having his/her transcripts brought up-to-date annually if any additional college credit courses have been completed during the year. 2. Each teacher shall have the responsibility for maintaining full state certification. 3. Subject to the approval of the Superintendent, considering criteria currently set forth in Section 1527 of the Revised School Code, probationary teachers can earn professional development credit (time) required by Section 38.1526 of the school code by participating in training provided by the National Educational Association, the Michigan Education Association and MEA/NEA Local 1, Lakeview.
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TEACHING CREDENTIALS. The College shall employ Professional Instructors who meet the teaching qualifications as defined by the institution which shall be aligned with the assumed practices of our regional accrediting body. Should any Faculty Member who was hired be found at any time “not qualified” to teach the subject(s) they were originally hired for as defined by the regional accreditor, the college shall support to aid in them becoming qualified as defined by the aforementioned teaching qualifications. The support shall include reimbursement for up to 18 graduate credits and/or reassigned time for every credit hour for which they are enrolled, to a maximum of six (6) hours of reassigned time in any base load semester. A program of study is required to be completed and approved by the Vice President for Instruction before the faculty is approved. Faculty will not be eligible to teach classes that are solely overload in any semester in which they receive release time rather than tuition reimbursement. The reimbursement for tuition shall follow the established college procedure for Tuition Reimbursement (Professional Faculty Tuition Reimbursement Form dated 6/16/16). The Board and the Association shall not interfere with, restrain or coerce the employees covered by this Agreement because of membership in or non-membership in, or lawful activities on behalf of, the Association. The Board and the Association shall not discriminate in respect to any terms or conditions of employment of any employee covered by this Agreement because of membership in, non-membership in, or lawful activity on the behalf of the Association. The Board and the Association further agree that there shall be no discrimination in the application or administration of this Agreement on any basis made illegal by applicable law or contrary to written and published Board policy.
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TEACHING CREDENTIALS. The College shall employ instructors who meet the teaching qualifications as defined by the institution which shall be aligned with the assumed practices of our regional accrediting body. Should any faculty member who was hired be found at any time “not qualified” to teach the subject(s) they were originally hired for as defined by the regional accreditor, the college shall support to aid in them becoming qualified as defined by the aforementioned teaching qualifications. The support shall include reimbursement for up to 18 graduate credits and/or reassigned time for every credit hour for which they are enrolled, to a maximum of six (6) hours of reassigned time in any base load semester. A program of study is required to be completed and approved by the Vice President for Instruction before the faculty is approved. Faculty will not be eligible to teach classes that are solely overload in any semester in which they receive release time rather than tuition reimbursement. The reimbursement for tuition shall follow the established college procedure for Tuition Reimbursement (Professional Faculty Tuition Reimbursement Form dated 6/16/16). SECTION 0300-0315 APPOINTMENTS, PROMOTIONS AND RELATED‌
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Related to TEACHING CREDENTIALS

  • Credentials The names and credentials of the individuals who: (1) designed the statistical sampling procedures and the review methodology utilized for the Claims Review and (2) performed the Claims Review.

  • TEACHING HOURS AND TEACHING LOAD Section 1 Work Day For the applicable agreement period, the normal work day will be seven and one-quarter (7 ¼) hours including arrival time fifteen (15) minutes before and departure time (15) minutes after the students’ school day. The normal work day will include uninterrupted prep time. The Building Principal, as authorized by the Superintendent, upon request of a teacher or group of teachers, may waive the requirement to remain fifteen (15) minutes after the school day for a specific day or days. It is recognized; however, that the proper performance of their duties may, on occasion, require these persons to work longer than the normal work day, i.e. for conferences, faculty meetings, department meetings, etc. Therefore, “mandatory meetings will occur two times per month and be no longer than 90 minutes in length, inclusive of the additional 15 minutes beyond the scheduled student school day. A schedule of the meetings will be distributed by June 30th of the previous school year, but may be changed at the discretion of the Principal with 48 hours’ notice.” Teachers will also remain at school after the fifteen (15) minutes described above, during one (1) day each calendar week for such periods of time as is necessary to provide students extra help, and/or to meet with parents or guardians, concerning the progress of their children or wards. No teacher shall be required to work more than a normal seven and one- quarter (7 ¼) hour day, including fifteen (15) minutes before and (15) minutes after the students’ school day, which will include uninterrupted prep time; this provision does not apply to other contractually agreed upon time and meetings. Should state law require a longer instructional day, or more days, the teachers shall work the added time and the parties shall immediately commence impact bargaining on the issue. This article does not purport to cover the arrival and departure time of teachers involved in special assignments. Section 2 Other Personnel Personnel other than classroom teachers will work at their assigned tasks for the length of the regular teachers' work day. The exact daily schedule will be worked out on an individual basis between the Administration and the employee with notification to the Association. Instructional Coaches are required to work an additional five (5) days at their per diem rate, beyond the work year for a total of 189 days. These days will be determined prior to the start of the new school year and at the discretion of the Superintendent and the Chief Academic Officer.

  • Teaching Experience Recognized Years of Experience: Uncredited Experience:

  • Training a. The employer, in consultation with the local, shall be responsible for developing and implementing an ongoing harassment and sexual harassment awareness program for all employees. Where a program currently exists and meets the criteria listed in this agreement, such a program shall be deemed to satisfy the provisions of this article. This awareness program shall initially be for all employees and shall be scheduled at least once annually for all new employees to attend. b. The awareness program shall include but not be limited to: i. the definitions of harassment and sexual harassment as outlined in this Agreement; ii. understanding situations that are not harassment or sexual harassment, including the exercise of an employer's managerial and/or supervisory rights and responsibilities; iii. developing an awareness of behaviour that is illegal and/or inappropriate; iv. outlining strategies to prevent harassment and sexual harassment; v. a review of the resolution of harassment and sexual harassment as outlined in this Agreement; vi. understanding malicious complaints and the consequences of such; vii. outlining any Board policy for dealing with harassment and sexual harassment; viii. outlining laws dealing with harassment and sexual harassment which apply to employees in B.C.

  • Teaching Load 11-1 The parties recognize that the number of students, the number of preparations, and the amount of planning time are related to student performance. 11-2 CLASS SIZE 11-2-1 The parties recognize that class size is related to economics and that reduction of class size is faced with fiscal constraints. The parties further recognize that it is not feasible at this time to set general numerical limitations upon class size because of physical space available, special programs, special student needs, attendance area variances, differences in scheduling systems, busing, and because of other variable causes affecting class size. Nevertheless, the parties shall make reasonable effort to maintain class size at reasonable, workable, and educationally effective levels in all situations. 11-3 TEACHER LOAD 11-3-1 Teaching load shall be defined as the number of separate class preparations that a teacher has per school day as delineated in the course description guide.