Common use of Compensation Model Clause in Contracts

Compensation Model. 1. The salary schedule for the 2020-2021 contract year is set forth in Appendix A, which is attached to and incorporated in this Agreement. Placement on the salary schedule and salary raises are based on evaluation and education factors. The evaluation factor is defined as receiving a rating of highly effective or effective. The education factor is defined as possessing a Master’s degree in a content area as defined by the Indiana Department of Education. a. For the 2020-2021 school year, a teacher who meets the evaluation factor will move up two (2) levels on their current Salary Schedule. b. In addition to the above raise, an eligible teacher on the Red (Bachelor) Salary Schedule for whom the 2020-2021 school year is the first year of satisfying the education requirement, shall move to the highest level permitted on the Hawks (Master’s) Salary Schedule without the resulting raise in salary attributable to that move exceeding the raise the teacher will receive under sub-paragraph a, above. When moving from ‘Red’ to ‘Hawk’ the movement will always be vertical and then lateral, not to exceed 50% of the raise. c. For the 2020-2021 school year, the minimum starting salary for a teacher with a bachelor’s degree shall be increased to $39,000 (level 10 on the Red/Bachelor Salary Schedule) and the minimum starting salary for a teacher with a content area Master’s degree shall be increased to $39,450 (level 110 on the Hawks/Master’s Salary Schedule). d. Eligible returning teachers with one (1) to twelve (12) years of experience will move up one additional level on their salary schedule. The salary increases under this subparagraph are intended as a teacher retention catch up based on the academic needs factor of attracting and retaining teachers with up to twelve years of experience with an additional $300 increase in comparison to the $300 increase to the minimum starting salary. 2. The salary schedule is based on estimated revenues available for increases after taking into consideration the potential adjustments under paragraph 3, below, including the redistribution of funds based on a projection of those teachers who will not be eligible for a salary increase due to a rating of needs improvement or ineffective. In the event the final number of teachers determined to be ineligible for raises changes, the available funds will be reallocated as pro-rata stipends to teachers eligible for raises and shall be paid prior to the end of the applicable school year. 3. Teachers receiving a final rating of needs improvement or ineffective shall not be eligible for a salary increase. Notwithstanding the preceding sentences, to the extent permitted by law, a teacher in the first two (2) full school years of providing instruction to students in elementary or high school who receives a needs improvement rating may be eligible to receive an increase under this compensation model. 4. The salary range prior to any raises under this collective bargaining agreement (i.e., the base salary range under the prior agreement) was $38,700 to $71,550. 5. A teacher who, during the previous school year, was on an approved sabbatical leave under Section K of Article V is deemed to have to have received a rating of effective for that year. A teacher who is returning from an approved leave under Section L of Article V, but who did not receive an effectiveness rating for the year when the leave was taken, and who received an effectiveness rating of effective or highly effective in the year prior to the leave, shall in no event be placed at a level on the salary schedule that is below the level on Appendix A-1 (New Hire Schedule) for teachers with similar education and years of effective service. The salary increases under this paragraph are a teacher retention catch up based the academic needs factor of retaining experienced teachers in comparison to raises given to new teachers and whose current salary resulted from the inability to compensate these teachers adequately under prior restrictions.

Compensation Model. 1. The salary schedule for the 20202018-2021 2019 contract year is set forth in Appendix A, which is attached to and incorporated in this Agreement. Placement on the salary schedule and salary raises are based on evaluation and education factors. The evaluation factor is defined as receiving a rating of highly effective or effective. The education factor is defined as possessing a Master’s degree in a content area as defined by the Indiana Department of Education. a. For the 20202018-2021 2019 school year, a teacher who meets the evaluation factor will move up two (2) levels on their current Salary Schedule. b. In addition to the above raise, an eligible teacher on the Red (Bachelor) Salary Schedule for whom the 20202018-2021 2019 school year is the first year of satisfying the education requirement, shall move to the highest level permitted on the Hawks (Master’s) Salary Schedule without the resulting raise in salary attributable to that move moved exceeding by fifty percent (50%) the raise the teacher will receive under sub-sub- paragraph a, above. When moving from ‘Red’ to ‘Hawk’ This restriction is for the movement purpose of assuring that the education factor will always be vertical and then lateral, not to exceed 50% one-third (1/3) of the teacher’s total available raise. For the 2018-2019 school year, a teacher receiving a salary increase under this sub-paragraph b shall also be paid a one-time stipend of One Hundred Fifty Dollars ($150). c. (1) For the 20202018-2021 2019 school year, the minimum starting salary for a teacher with a bachelor’s degree shall be increased to $39,000 36,900 (level 10 3 on the Red/Bachelor Salary Schedule) and the minimum starting salary for a teacher with a content area Master’s degree shall be increased to $39,450 37,350 (level 110 103 on the Hawks/Master’s Salary Schedule). d. . Eligible returning teachers with one (1) to twelve seven (127) years of experience will move up two additional levels on their salary schedule. Eligible returning teachers with eight (8) to thirteen (13) years of experience will move up one (1) additional level on their salary schedule. The In addition to these adjustments, teachers hired prior to 2015, and who the parties agree were not given full “2 for 1” credit under prior agreements, will be moved up to three (3) additional levels, subject to the limitation that the resulting salary increases under this subparagraph are intended as of a teacher retention catch up in this group may not exceed the mode salary of a teacher with comparable years of service and education. The provision of this sub-paragraph is intended to “reduce the gap” as permitted under Section 20-28- 9-1.5(d) and is based on academic needs. GCS has experienced the loss of teachers who were in the “2 for 1” group. It is acknowledged that the parties have agreed what teacher are in that group and how they will be affected by this change. The academic needs factor of attracting the students demand that GCS do its best to attract and retaining retain the most highly qualified teachers possible. Recent funding losses have affected the salaries of all teachers, but teachers hired in recent years and who are on the lower end of the salary range have been particularly hard hit. GCS must pay competitive salaries in order to attract and retain these teachers. (2) Prior to the “reduce the gap” adjustment, the salary range is $36,000 to $69,450, the statutory average is $52,725, and the “gap” between the minimum salary and the statutory average is $16,725. After applying the “reduce the gap” adjustment provided herein, the salary range is $36,900 to $69,450, the statutory average is $53,175, and the “gap” between the minimum salary and the new statutory average is $16,275. The result reduces the “gap” by $450. d. Eligible returning teachers with up to twelve fourteen (14) or more years of experience with an additional will be paid a stipend of One Hundred Fifty Dollars ($300 increase in comparison to the $300 increase to the minimum starting salary150). 2. The salary schedule is based on estimated revenues available for increases after taking into consideration the potential adjustments under paragraph 3, below, including the redistribution of funds based on a projection of those teachers who will not be eligible for a salary increase due to a rating of needs improvement or ineffective. In the event the final number of teachers determined to be ineligible for raises changes, the available funds will be reallocated as pro-rata stipends to teachers eligible for raises and shall be paid prior to the end of the applicable school year. 3. Teachers must receive a final rating of highly effective or effective in order to earn any increase. Teachers receiving a final rating of needs improvement or ineffective shall not be eligible for a salary increase. Notwithstanding the preceding sentences, to the extent permitted by law, a teacher in the first two (2) full school years of providing instruction to students in elementary or high school who receives a needs improvement rating may be eligible to receive an increase under this compensation model. 4. The salary range prior to any raises under this collective bargaining agreement (i.e., the base salary range under the prior agreement) was $38,700 36,000 to $71,55069,450. 5. A teacher who, during the previous school year, was on an approved sabbatical leave under Section K of Article V is deemed to have to have received a rating of effective for that year. A teacher who is returning from an approved leave under Section L of Article V, but who did not receive an effectiveness rating for the year when the leave was taken, and who received an effectiveness rating of effective or highly effective in the year prior to the leave, shall in no event be placed at a level on the salary schedule that is below the level on Appendix A-1 (New Hire Schedule) for teachers with similar education and years of effective service. The salary increases under this paragraph are a teacher retention catch up based the academic needs factor of retaining experienced teachers in comparison to raises given to new teachers and whose current salary resulted from the inability to compensate these teachers adequately under prior restrictions.

Compensation Model. 1. The salary schedule for the 20202019-2021 2020 contract year is set forth in Appendix A, which is attached to and incorporated in this Agreement. Placement on the salary schedule and salary raises are based on evaluation and education factors. The evaluation factor is defined as receiving a rating of highly effective or effective. The education factor is defined as possessing a Master’s degree in a content area as defined by the Indiana Department of Education. a. For the 20202019-2021 2020 school year, a teacher who meets the evaluation factor will move up two five (25) levels on their current Salary Schedule. b. In addition to the above raise, an eligible teacher on the Red (Bachelor) Salary Schedule for whom the 20202019-2021 2020 school year is the first year of satisfying the education requirement, shall move to the highest level permitted on the Hawks (Master’s) Salary Schedule without the resulting raise in salary attributable to that move exceeding the raise the teacher will receive under sub-paragraph a, above. When moving from ‘Red’ to ‘Hawk’ This restriction is for the movement purpose of assuring that the education factor will always be vertical and then lateral, not to exceed fifty percent (50% %) of the teacher’s total available raise. For the 2019-2020 school year, a teacher receiving a salary increase under this sub-paragraph b shall also be paid a one- time stipend of One Hundred Fifty Dollars ($150). c. (1) For the 20202019-2021 2020 school year, the minimum starting salary for a teacher with a bachelor’s degree shall be increased to $39,000 38,700 (level 10 9 on the Red/Bachelor Salary Schedule) and the minimum starting salary for a teacher with a content area Master’s degree shall be increased to $39,450 39,150 (level 110 109 on the Hawks/Master’s Salary Schedule). d. . Eligible returning teachers with one (1) to twelve three (123) years of experience will move up one two additional level levels on their salary schedule. The salary increases under this subparagraph are intended as a teacher retention catch up based on the academic needs factor of attracting and retaining Eligible returning teachers with up four (4) to twelve six (6) years of experience will move up three (3) additional levels on their salary schedule. Eligible returning teachers with an seven (7) or more years of experience will be paid one additional level (unless it exceeds the top of the schedule) plus a stipend of Two Hundred ($200). In addition to these adjustments, teachers hired prior to 2015, and who the parties have agreed were not given full “2 for 1” credit under prior agreements, will be moved up to thirty-six (36) additional levels, subject to the limitation that the resulting salary of a teacher in this group may not exceed the mode salary of a teacher with comparable years of service and education. The provision of this sub-paragraph is intended to “reduce the gap” as permitted under Section 20-28-9-1.5(d) and is based on academic needs. GCS has experienced the loss of teachers who were in the “2 for 1” group. It is acknowledged that the parties have agreed what teachers are in that group and how they will be affected by this change. The academic needs of the students demand that GCS do its best to attract and retain the most highly qualified teachers possible. Recent funding losses have affected the salaries of all teachers, but teachers hired in recent years and who are on the lower end of the salary range have been particularly hard hit. GCS must pay competitive salaries in order to attract and retain these teachers. (2) Prior to the “reduce the gap” adjustment, the salary range is $36,900 to $70,050, the statutory average is $53,475, and the “gap” between the minimum salary and the statutory average is $16,575. After applying the “reduce the gap” adjustment provided herein, the salary range is $38,700 to $71,550, the statutory average is $55,125, and the “gap” between the minimum salary and the new statutory average is $16,425. The result reduces the “gap” by $150. d. A $300 increase in comparison stipend will be paid to any eligible teacher who is ineligible for the Reduce the Gap stipend due to the $300 increase to the minimum starting salarysalary level cap. 2. The salary schedule is based on estimated revenues available for increases after taking into consideration the potential adjustments under paragraph 3, below, including the redistribution of funds based on a projection of those teachers who will not be eligible for a salary increase due to a rating of needs improvement or ineffective. In the event the final number of teachers determined to be ineligible for raises changes, the available funds will be reallocated as pro-rata stipends to teachers eligible for raises and shall be paid prior to the end of the applicable school year. 3. Teachers receiving a final rating of needs improvement or ineffective shall not be eligible for a salary increase. Notwithstanding the preceding sentences, to the extent permitted by law, a teacher in the first two (2) full school years of providing instruction to students in elementary or high school who receives a needs improvement rating may be eligible to receive an increase under this compensation model. 4. The salary range prior to any raises under this collective bargaining agreement (i.e., the base salary range under the prior agreement) was $38,700 36,900 to $71,55070,050. 5. A teacher who, during the previous school year, was on an approved sabbatical leave under Section K of Article V is deemed to have to have received a rating of effective for that year. A teacher who is returning from an approved leave under Section L of Article V, but who did not receive an effectiveness rating for the year when the leave was taken, and who received an effectiveness rating of effective or highly effective in the year prior to the leave, shall in no event be placed at a level on the salary schedule that is below the level on Appendix A-1 (New Hire Schedule) for teachers with similar education and years of effective service. The salary increases under this paragraph are a teacher retention catch up based the academic needs factor of retaining experienced teachers in comparison to raises given to new teachers and whose current salary resulted from the inability to compensate these teachers adequately under prior restrictions.

Compensation Model. 1. The salary schedule for the 20202018-2021 2019 contract year is set forth in Appendix A, which is attached to and incorporated in this Agreement. Placement on the salary schedule and salary raises are based on evaluation and education factors. The evaluation factor is defined as receiving a rating of highly effective or effective. The education factor is defined as possessing a Master’s degree in a content area as defined by the Indiana Department of Education. a. For the 20202018-2021 2019 school year, a teacher who meets the evaluation factor will move up two (2) levels on their current Salary Schedule. b. In addition to the above raise, an eligible teacher on the Red (Bachelor) Salary Schedule for whom the 20202018-2021 2019 school year is the first year of satisfying the education requirement, shall move to the highest level permitted on the Hawks (Master’s) Salary Schedule without the resulting raise in salary attributable to that move exceeding by fifty percent (50%) the raise the teacher will receive under sub-sub- paragraph a, above. When moving from ‘Red’ to ‘Hawk’ This restriction is for the movement purpose of assuring that the education factor will always be vertical and then lateral, not to exceed 50% one-third (1/3) of the teacher’s total available raise. For the 2018-2019 school year, a teacher receiving a salary increase under this sub-paragraph b shall also be paid a one-time stipend of One Hundred Fifty Dollars ($150). c. (1) For the 20202018-2021 2019 school year, the minimum starting salary for a teacher with a bachelor’s degree shall be increased to $39,000 36,900 (level 10 3 on the Red/Bachelor Salary Schedule) and the minimum starting salary for a teacher with a content area Master’s degree shall be increased to $39,450 37,350 (level 110 103 on the Hawks/Master’s Salary Schedule). d. . Eligible returning teachers with one (1) to twelve seven (127) years of experience will move up two additional levels on their salary schedule. Eligible returning teachers with eight (8) to thirteen (13) years of experience will move up one (1) additional level on their salary schedule. The In addition to these adjustments, teachers hired prior to 2015, and who the parties agree were not given full “2 for 1” credit under prior agreements, will be moved up to three (3) additional levels, subject to the limitation that the resulting salary increases under this subparagraph are intended as of a teacher retention catch up in this group may not exceed the mode salary of a teacher with comparable years of service and education. The provision of this sub-paragraph is intended to “reduce the gap” as permitted under Section 20-28- 9-1.5(d) and is based on academic needs. GCS has experienced the loss of teachers who were in the “2 for 1” group. It is acknowledged that the parties have agreed what teacher are in that group and how they will be affected by this change. The academic needs factor of attracting the students demand that GCS do its best to attract and retaining retain the most highly qualified teachers possible. Recent funding losses have affected the salaries of all teachers, but teachers hired in recent years and who are on the lower end of the salary range have been particularly hard hit. GCS must pay competitive salaries in order to attract and retain these teachers. (2) Prior to the “reduce the gap” adjustment, the salary range is $36,000 to $69,450, the statutory average is $52,725, and the “gap” between the minimum salary and the statutory average is $16,725. After applying the “reduce the gap” adjustment provided herein, the salary range is $36,900 to $69,450, the statutory average is $53,175, and the “gap” between the minimum salary and the new statutory average is $16,275. The result reduces the “gap” by $450. d. Eligible returning teachers with up to twelve fourteen (14) or more years of experience with an additional will be paid a stipend of One Hundred Fifty Dollars ($300 increase in comparison to the $300 increase to the minimum starting salary150). 2. The salary schedule is based on estimated revenues available for increases after taking into consideration the potential adjustments under paragraph 3, below, including the redistribution of funds based on a projection of those teachers who will not be eligible for a salary increase due to a rating of needs improvement or ineffective. In the event the final number of teachers determined to be ineligible for raises changes, the available funds will be reallocated as pro-rata stipends to teachers eligible for raises and shall be paid prior to the end of the applicable school year. 3. Teachers must receive a final rating of highly effective or effective in order to earn any increase. Teachers receiving a final rating of needs improvement or ineffective shall not be eligible for a salary increase. Notwithstanding the preceding sentences, to the extent permitted by law, a teacher in the first two (2) full school years of providing instruction to students in elementary or high school who receives a needs improvement rating may be eligible to receive an increase under this compensation model. 4. The salary range prior to any raises under this collective bargaining agreement (i.e., the base salary range under the prior agreement) was $38,700 36,000 to $71,55069,450. 5. A teacher who, during the previous school year, was on an approved sabbatical leave under Section K of Article V is deemed to have to have received a rating of effective for that year. A teacher who is returning from an approved leave under Section L of Article V, but who did not receive an effectiveness rating for the year when the leave was taken, and who received an effectiveness rating of effective or highly effective in the year prior to the leave, shall in no event be placed at a level on the salary schedule that is below the level on Appendix A-1 (New Hire Schedule) for teachers with similar education and years of effective service. The salary increases under this paragraph are a teacher retention catch up based the academic needs factor of retaining experienced teachers in comparison to raises given to new teachers and whose current salary resulted from the inability to compensate these teachers adequately under prior restrictions.