PROFESSIONAL COMPENSATION SYSTEM. The professional compensation system compensates employees based on individual effectiveness, professional growth, and student academic growth.
PROFESSIONAL COMPENSATION SYSTEM. Effective July 1, 2016, the Receiver/Superintendent implemented a new performance-based compensation system which contains a career path and which compensates employees based on individual effectiveness, professional growth, and student academic growth. This new system replaced the teachers’ salary schedule. By mutual agreement by the parties, the Professional Compensation Model document became effective in SY2017. (Appendix A) Effective July 1, 2019, a Pre-K to Grade 8 teacher will work a 7.5-hour student instructional day, unless otherwise stated in the school operational plan, for 180 days and up to 90 hours per year for additional responsibilities (e.g. before/after school duties, meetings, etc.); and an additional eight (8) days for professional development. Schools may adopt a 7 hour 5 minute student instructional day with 2 hours per week for common planning / professional development outside of the school day or a longer schedule through the school operational planning process. Effective July 1, 2019, a Grade 9-12 teacher will maintain the current student daily instructional schedule 6 hours and 37 minutes for 180 student days. In addition, teachers will be available 15 minutes before and after the student day, 3 hours per month for after-school meetings, and 1 hour per week for after-school office hours. These hours may be rolled into a lump amount of 160 hours per year to be scheduled by the principal, with input from staff. Grade 9-12 teachers will be required to participate in nine (9) professional development days per school year.
PROFESSIONAL COMPENSATION SYSTEM. The new compensation model will consist of three (3) pay bands for Deans and three (3) pay bands for Assistant Principals that compensate educators commensurate with their development and impact on students. All bargaining positions will have a level or a range of levels assigned to it that will be determined based on the knowledge and skills required for the position, the size and needs of the school, and all other factors that the Superintendent deems appropriate; once the highest level has been established for a given position, an educator’s base salary shall not exceed the maximum salary specified for that level. Assistant Principals Deans Minimum Maximum Minimum Maximum Level I 80,000 84,999 55,000 64,999 Level II 85,000 89,999 65,000 74,999 Level III 90,000 95,000 75,000 80,000 Transition into SY17-18 Employees hired into their current bargaining unit position prior to August 01, 2015 and have an overall rating of proficient or higher on their 2016-2017 evaluation will receive a five percent (5.0%) increase to their current base salary which will take effect on July 01, 2017. Employees hired into their current bargaining unit position between August 01, 2015 and December 31, 2016 and have an overall rating of proficient or higher on their 2016-2017 evaluation will receive a two and a half percent (2.5%) increase to their current base salary which will take effect on July 01, 2017. Employees hired into their current bargaining unit position between January 01, 2017 and June 30, 2017 will receive a one percent (1%) increase to their current base salary which will take effect on July 01, 2017. Any employee that is rated less than proficient will be dealt with on a case by case basis and will receive a maximum of a two percent (2%) increase for the 2017-2018 school year. If an educator is recommended for an increase that would exceed the maximum salary for their current level, the educator will be advanced to the next level so long as it does not exceed the maximum salary of the highest level identified for the position. If the recommended increase exceeds the maximum salary of the highest level identified for the position, the educator will receive the maximum base salary and the remainder in a lump-sum bonus to be paid no later than the last paycheck in February in the following school year. Longevity: Effective July 1, 2017, longevity payments will no longer exist. An employee who has already earned longevity pay based on her/ her length of service wi...
PROFESSIONAL COMPENSATION SYSTEM. Consistent with the Turnaround Plan, a compensation system has been developed which will compensate Nursing staff based on their performance. The compensation system includes a career ladder that contains three tiers- Novice, Developing, and Career- that compensates nurses commensurate with their development and impact on students. It is envisioned that student outcomes will improve my creating a professional compensation system that will retain our best performers and attract new high- potential nurses.
PROFESSIONAL COMPENSATION SYSTEM. The compensation model will consist of three (3) pay bands for Deans and three (3) pay bands for Assistant Principals that compensate educators commensurate with their development and impact on students. An educator’s base salary shall not exceed the maximum salary specified for that level. Asst. Principals/ Admin Deans Minimum Maximum Minimum Maximum Large HS $91,500 105,050 64,500 $86,300 MS/Small HS $87,350 $101,900 $61,350 $84,750 ES $83,200 $98,800 $57,200 $83,200 Transition SY 2023-24: All educators shall receive a five percent (5%) increase to their SY 2022-23 base salary or the minimum annual salary for their pay band, whichever is greater. Educators who have completed five (5) years of service in their current job classification by August 2023 shall receive the mid-point of the pay band or the five percent (5%) whichever is greater. Deans who were assigned to Level I for SY 2022-23 will receive a one time lump sum bonus of $1,000 at the end of SY 2023-24. Deans who were assigned to Level II for SY 2022-23 shall receive a one-time lump sum bonus of $500 at the end of SY 2023-24. Advancement SY 2024-25 and 2025-26 An educator who works more than half of the school year and receives an overall end-of-year rating of “exemplary” with a minimum rating of “proficient” across all four standards will receive a four (4) percent increase to their base pay. An educator who works more than half of the school year and receives an overall end-of-year rating of “proficient” with a minimum rating of “proficient” across all four standards will receive a three (3) percent increase to their base pay. An educator who works more than half of the school year and receives an overall end-of- year rating of “proficient” who has achieved less than “proficient” ratings on any of the four standards may still receive a two (2) percent maximum increase to their base pay with the recommendation of their building principal and the approval of the Superintendent. Assistant principals and deans who are at the maximum annual salary and receive an overall rating of “proficient” or “exemplary” with a minimum rating of “proficient” across all four standards will receive the appropriate percentage increase in the form of a one time bonus. An educator who works more than half of the school year and receives an overall end-of- year rating of “needs improvement” will receive a maximum of a one (1) percent increase to their base pay with the recommendation of their building principal and th...
