SALARY AND WAGE PROVISIONS. Section 1. The performance-based compensation plan is set forth in Appendix A, which is attached hereto and incorporated herein as a part of this Agreement.
SALARY AND WAGE PROVISIONS. Section 1. The parties agree that salaries and wages to be affected by this Agreement are accurately reflected in Appendix A and Appendix B. Both are made a part of this Agreement, and the schedule of salaries and wages set forth in Appendix A and the extra pay set forth in Appendix B shall be the schedules which shall remain in force for the period of this Agreement, subject, however, to the effective date as set forth in the Appendix.
SALARY AND WAGE PROVISIONS. 1. Each teacher will be paid an hourly wage determined by his/her regular base contract per Diem. Indiana Code Section 20-28-6-7(d) provides that the superintendent shall determine the salary for a supplemental service (including summer school) contract. The Superintendent has determined that the supplemental service salary will be bargained.
SALARY AND WAGE PROVISIONS. The compensation model bargained between the Center Grove Community School Corporation and United Teachers Association of Center Grove shall be the B.A.R.I.C. (Bargaining, Analyzing, Researching Information for Compensation) Program. Under Indiana Code 20-28-9-1.5, a compensation model must use a combination of following factors: Experience/New Possession of a Content Area Degree/Content Area Credit Hours Beyond the Requirements for Employment, Teacher Evaluation, Leadership, and Meeting Academic Needs of Students. This model maintains a salary schedule using teacher evaluation and new possession of a content area degree or content area credit hours that are beyond the requirements for employment as criteria for a salary increase. Under this model, a teacher’s new possession of a content area degree or content area credit hours beyond the requirements for employment does not account for more than 33.33% of the calculation used to determine the teacher’s increase or increment. Under Indiana Code 20-28-9-1.5, a teacher rated “Ineffective or “Improvement Necessary” may not receive any raise or increment for the following year unless eligible for the increase in accordance with Indiana Code 20-28-9-1.5(d).
SALARY AND WAGE PROVISIONS. A. The parties agree that salaries and wages to be effected by this agreement for the school year 2023-2024 are accurately reflected in Appendix B for distribution in accordance with the Compensation Model. Salaries for extra-curricular duties are found in Appendix C.
SALARY AND WAGE PROVISIONS. 1. Each teacher will be paid an hourly wage determined by his/her regular base contract per Diem.
SALARY AND WAGE PROVISIONS. A. Teachers with prior administrative approval may receive a driving allowance for use of their car for school related duties.
SALARY AND WAGE PROVISIONS. 25 Section 1. The salaries and wages for the members of the Unit range between $37,298 and 26 $63,500. The hiring schedule used to employ new teachers for the 2017-2018 school year is 27 shown in Appendix A. The hiring schedule to be used starting in the 2018-2019 school year is 28 shown in Appendix B. 29 30 Section 2. The compensation plan for members of the Unit is presented in Appendix D. 31 32 Section 3. All teachers who are new employees of the Lakeland School Corporation will attend 33 a new teacher in-service prior to the beginning of the school year. Upon completion of the new 34 teacher in-service and attendance at the first day of school, attendees will be paid the substitute 35 teacher per diem for each day of attendance at the in-service. 36
SALARY AND WAGE PROVISIONS. The compensation model bargained between the Center Grove Community School Corporation and United Teachers Association of Center Grove shall be the B.A.R.I.C. (Bargaining, Analyzing, Researching Information for Compensation) Program. Under Indiana Code 20-28-9-1.5, a compensation model must use a combination of following factors: Experience/Degree Attainment, Teacher Evaluation, Leadership, and Meeting Academic Needs of Students. This model maintains a salary schedule using teacher evaluation and degree attainment as criteria for movement. Under this model, a teacher’s degree attainment does not account for more than 33% of the calculation used to determine the teacher’s increase or increment. Under Indiana Code 20-28-9-1.5, a teacher rated “Ineffective or “Improvement Necessary” may not receive any raise or increment for the following year. For the 2015-2016 school year, the parties agree to allow salary schedule movement for teachers who qualify for such movement in accordance with the rules set forth in Paragraph A below (“Salary Schedule Movement”). In addition, for the 2015-16 school year, the parties agree that teachers rated as “Highly Effective” for the 2014-2015 school year and who are still employed will receive a one-time lump sum stipend in the amount of $825.00. For the 2015-2016 school year, the parties agree that teachers rated “Effective” for the 2014-2015 school year and who are still employed will receive a one-time lump sum stipend in the amount of $425.00.
SALARY AND WAGE PROVISIONS. The compensation model bargained between the Center Grove Community School Corporation and United Teachers Association of Center Grove shall be the B.A.R.I.C. (Bargaining, Analyzing, Researching Information for Compensation) Program. Under Indiana Code 20-28-9-1.5, a compensation model must use a combination of following factors: Experience/Attainment of Content Area Degree/Content Area Credit Hours, Teacher Evaluation, Leadership, and Meeting Academic Needs of Students. This model maintains a salary schedule using teacher evaluation and content area degree attainment as criteria for movement. Under this model, a teacher’s content area degree attainment does not account for more than 33% of the calculation used to determine the teacher’s increase or increment. Under Indiana Code 20-28-9-1.5, a teacher rated “Ineffective or “Improvement Necessary” may not receive any raise or increment for the following year unless eligible for the increase in accordance with Indiana Code 20-28-9-1.5(d). For the 2016-2017 school year, the provisions allowing movement on the 2016-2017 salary schedule that are set forth in Article 3, Paragraph A (Salary Schedule Movement), subparagraph 1 (“Movement down one row”) will be suspended and teachers will not be eligible to receive a base salary increase under this provision. However, the provisions allowing movement on the 2016- 2017 salary schedule that are set forth in Article 3, Paragraph A (Salary Schedule Movement), subparagraph 2 (“Movement over to the right one column”) will continue in effect for the 2016- 2017 school year and teachers meeting the requirements to move over to the right one column on the salary schedule will be permitted to do so. In addition, for the 2016-2017 school year, the parties agree that teachers rated as “Highly Effective” for the 2015-2016 school year and who are still employed will receive a one-time lump sum stipend in the amount of $625.00. For the 2016-2017 school year, the parties agree that teachers rated “Effective” for the 2015-2016 school year and who are still employed will receive a one-time lump sum stipend in the amount of $250.00.
