Grade placement committe manual

IPRC Timeline. Hamilton-Wentworth District School Board is committed to the success of all learners. Because we understand that students develop and learn in different ways, we are dedicated to the provision of special education programs and services designed to support the individual strengths and needs of students with special learning needs.

The Education Act requires that school boards provide special education programs and services for their exceptional pupils. An Identification, Placement, and Review Committee is comprised of at least three school board personnel, one of whom must be a principal or supervisory officer of the board.

Students are identified according to these categories and definitions of exceptionalities provided by the Ministry of Education. Hamilton-Wentworth District School Board offers a range of special education placements for exceptional pupils.

The placements include: regular class with indirect support, regular class with resource assistance, regular class with withdrawal assistance, special education class with partial integration, and special education class full time.

HWDSB endeavours to meet the needs of all students in the most enabling environment, in accordance with parental preference.

The special learning needs of students, wherever possible, can and should be addressed within the home school. In special circumstances, it may be. Special education services are defined in the Education Act as the facilities and resources, including support personnel and equipment, necessary for developing and implementing a special education program.

The IPRC may also consider referring the student to a provincial committee for consideration of eligibility for admission to one of the Provincial Schools for blind, deaf or deaf-blind students, or to one of the Provincial Demonstration Schools for students with severe learning disabilities. Learning in Ontario. Employment Ontario.

Search Our Site. I'm looking for Go to search results. Student Requirements. Promotion Standards. Current Employees: In general, a UC employee who is promoted to a step-based position with a higher salary range maximum may receive a salary increase to the minimum of the new salary range or the equivalent of a one-step increase, whichever is greater, provided that the resultant salary does not exceed the maximum of the new salary range.

For non-represented positions, a UC employee who is promoted to a position with a grade-based salary range may receive a salary increase from percent, provided that the resultant salary does not exceed the maximum of the new salary range and all combined salary actions do not exceed 25 percent within a fiscal year.

A UC employee who transfers laterally into a position with an equivalent salary range typically does not receive a change in salary. Interview Guidelines. Guidance on interviewing and selecting an appropriate candidate for an open position.

Please refer to these steps to ensure a successful recruitment: Step 1: Profile the position functions The key to effective interviewing and hiring is the establishment of functions. Factors to consider in determining if a function is essential include: Whether the performance of the functions is one of the reasons the position exists The number of other employees available to perform the function or among whom the performance of the function can be distributed Consequences of not requiring that an employee perform the function The degree of expertise or skill required to perform the function Time spent performing the function The actual work experience of a present or past employee in the job.

What must an applicant know? Vested interest in the responsibilities of the position Knowledge of the goals of the unit or office Working relationships Supervisory responsibilities Campus interaction. Provide Selection Committee with selection criteria. Ensure that the same procedure is followed for each candidate. Escort the candidate into the room, introduce the panel, put the applicant at ease, explain the interview process, and ask the first question.

Ensure that no inappropriate questions are asked. Inform the candidate of the timeline for selecting a finalist and filling the position. Keep to the time schedule. Close the interview. Make final recommendations to the hiring authority on behalf of the selection committee. Screen the applications and make recommendations for interview if directed by the committee chairperson. Help develop interview questions based on selection criteria. Be mindful of legal guidelines pertaining to inappropriate questions.

Evaluate candidates during the interview and make recommendations to the committee chairperson or hiring authority regarding the most appropriate applicant. Direct questions are easy to understand, and are more likely to yield concise answers and specific information.

Example: "Why did you apply for this position? These questions must be specifically related to the job functions discussed in the position description. Example: Describe an experience when you