Common use of TRI COMPENSATION Clause in Contracts

TRI COMPENSATION. The District and Association agree and affirm the following beliefs: (a) the success of the ▇▇▇▇▇▇▇▇-▇▇▇▇▇▇ School District is dependent upon hiring and retaining the highest quality teachers; (b) providing a quality education for students requires from teachers a commitment to the profession beyond the base contract, normal workday hours and school year; (c) state law allows additional compensation for additional time, additional responsibilities or incentives; (d) the additional commitment required of ▇▇▇▇▇▇▇▇-▇▇▇▇▇▇'▇ teachers cannot be accurately measured in hours or days; and (e) the time necessary to fulfill any one teacher’s responsibilities will vary from that of another teacher as determined by the individual’s own professional judgment. For each year of the contract, each employee will be issued a supplemental contract for TRI compensation in an amount equal to the percentage listed below of each individual’s respective base salary after the legislature determines the COLA and any other amendments to the State-funded Salary Allocation Model (▇▇▇). These monies are in recognition of additional responsibilities and as an incentive to provide additional services. After said computation the District and Association shall review the TRI schedule for accuracy and attach it to this Agreement as Appendix F. Percentages referenced in paragraph two (2) above for each year are: The 2009-10 school year is 12.84% The 2010-11 school year is 14.84% The 2011-12 school year is 16.34% In addition to the TRI percentages above, employees placed on the salary schedule steps below will receive additional compensation as indicated below: BA+90, BA+135, MA, MA+45, and MA+90 on steps 17 through 19: $64.00 BA+90, BA+135, MA, MA+45, and MA+90 on steps 20 through 24: $564.00 BA+90, BA+135, MA, MA+45, and MA+90 on the 25th step: $864.00 The supplemental contract recognizes that employees will provide a professionally responsible level of service in the following areas which are above the basic contract: A. Preparation for school opening; B. Preparation for school closing; C. Parent conferences; D. Supporting community and student activities; E. Providing individual help to students; F. Evaluating student work; ▇. ▇▇▇▇▇▇▇▇▇▇ papers and projects; H. Workshops, classes and inservice work; I. Researching educational materials and supplies; J. Improving and maintaining professional skills; K. Preparation and revisions of materials; L. Consulting with other instructional staff; M. Instructional-departmental staff meetings; N. Working with computers and other technology; O. Making presentations to the School Board; and

TRI COMPENSATION. The District and Association agree and affirm the following beliefs: (a) the success of the ▇▇▇▇▇▇▇▇-▇▇▇▇▇▇ School District is dependent upon hiring and retaining the highest quality teachers; (b) providing a quality education for students requires from teachers a commitment to the profession beyond the base contract, normal workday hours and school year; (c) state law allows additional compensation for additional time, additional responsibilities or incentives; (d) the additional commitment required of ▇▇▇▇▇▇▇▇-▇▇▇▇▇▇'▇ teachers cannot be accurately measured in hours or days; and (e) the time necessary to fulfill any one teacher’s responsibilities will vary from that of another teacher as determined by the individual’s own professional judgment. For each year of the contract, each employee will be issued a supplemental contract for TRI compensation in an amount equal to the percentage listed below of each individual’s respective base salary after the legislature determines the COLA and any other amendments to the State-State- funded Salary Allocation Model (▇▇▇). These monies are in recognition of additional responsibilities and as an incentive to provide additional services. After said computation the District and Association shall review the TRI schedule for accuracy and attach it to this Agreement as Appendix F. Percentages referenced in paragraph two (2) above for each year are: The 20092012-10 13 school year is 12.8417.34% The 20102013-11 14 school year is 14.8419.59% The 20112014-12 15 school year is 16.3421.79% In addition to the TRI percentages above, employees placed on the salary schedule steps below will receive additional compensation as indicated below: BA+90, BA+135, MA, MA+45, and MA+90 on steps 17 through 19: $64.00 BA+90, BA+135, MA, MA+45, and MA+90 on steps 20 through 24: $564.00 BA+90, BA+135, MA, MA+45, and MA+90 on the 25th step: $864.00 The supplemental contract recognizes that employees will provide a professionally responsible level of service in the following areas which are above the basic contract: A. Preparation for school opening; B. Preparation for school closing; C. Parent conferences; D. Supporting community and student activities; E. Providing individual help to students; F. Evaluating student work; ▇. ▇▇▇▇▇▇▇▇▇▇ G. Correcting papers and projects; H. Workshops, classes and inservice work; I. Researching educational materials and supplies; J. Improving and maintaining professional skills; K. Preparation and revisions of materials; L. Consulting with other instructional staff; M. Instructional-departmental staff meetings; N. Working with computers and other technology; O. Making presentations to the School Board; and

TRI COMPENSATION. The District and Association agree and affirm the following beliefs: (a) the success of the ▇▇▇▇▇▇▇▇-▇▇▇▇▇▇ School District is dependent upon hiring and retaining the highest quality teachers; (b) providing a quality education for students requires from teachers a commitment to the profession beyond the base contract, normal workday hours and school year; (c) state law allows additional compensation for additional time, additional responsibilities or incentives; (d) the additional commitment required of ▇▇▇▇▇▇▇▇-▇▇▇▇▇▇'▇ teachers cannot be accurately measured in hours or days; and (e) the time necessary to fulfill any one teacher’s responsibilities will vary from that of another teacher as determined by the individual’s own professional judgment. For each year of the contract, each employee will be issued a supplemental contract for TRI compensation in an amount equal to the percentage listed below of each individual’s respective base salary after the legislature determines the COLA and any other amendments to the State-State- funded Salary Allocation Model (▇▇▇). These monies are in recognition of additional responsibilities and as an incentive to provide additional services. After said computation the District and Association shall review the TRI schedule for accuracy and attach it to this Agreement as Appendix F. Percentages referenced in paragraph two (2) above for each year are: The 20092012-10 13 school year is 12.8417.34% The 20102013-11 14 school year is 14.8419.59% The 20112014-12 15 school year is 16.3421.79% In addition to the TRI percentages above, employees placed on the salary schedule steps below will receive additional compensation as indicated below: BA+90, BA+135, MA, MA+45, and MA+90 on steps 17 through 19: $64.00 BA+90, BA+135, MA, MA+45, and MA+90 on steps 20 through 24: $564.00 BA+90, BA+135, MA, MA+45, and MA+90 on the 25th step: $864.00 The supplemental contract recognizes that employees will provide a professionally responsible level of service in the following areas which are above the basic contract: A. Preparation for school opening; B. Preparation for school closing; C. Parent conferences; D. Supporting community and student activities; E. Providing individual help to students; F. Evaluating student work; ▇. ▇▇▇▇▇▇▇▇▇▇ papers and projects; H. Workshops, classes and inservice work; I. Researching educational materials and supplies; J. Improving and maintaining professional skills; K. Preparation and revisions of materials; L. Consulting with other instructional staff; M. Instructional-departmental staff meetings; N. Working with computers and other technology; O. Making presentations to the School Board; and