1 n o i 6 t 1 a 0 2 s n 5 a n 1 l 0 e 2 p P m o C Texarkana Independent School District
2 Texarkana ISD Compensation Plan Table of Contents Board of Trustees... 1 Central Office Administrative Staff... 1 Campus Administrative Staff... 2 Introduction Compensation Plan Highlights... 4 Goals of the Compensation Plan... 4 Pay Systems Description... 5 Job Classification... 6 Exempt/Nonexempt Pay Basis... 7 Overtime Compensation... 8 Work Calendars... 9 Compensable Time... 9 Docking Pay... 9 Employee Pay Increases Promotion Increases Hiring Demotion Adjusting Pay Structures... Supplemental Duty Pay... Other Compensation Programs... Teacher, Librarian, and Nurse Pay Schedule Auxiliary Pay Grades Para-Professional Pay Grades Information Technology Grades Professional Pay Grades Supplemental Pay/Stipend Schedule Policies Relating to Compensation... 23
3 BOARD OF TRUSTEES President Paul Miller Vice President Wanda Boyette Secretary Bill Kimbro Members Amy Bowers Bryan DePriest Gerald Brooks Fred Norton, Jr. CENTRAL OFFICE ADMINISTRATIVE STAFF Superintendent Paul Norton Deputy Superintendent Autumn Thomas Assistant Superintendent of Alternative Education George Moore Assistant Superintendent of Community and Student Development Jo Ann Rice Chief Financial Officer Deidra Reeves, CPA Executive Directors Athletics Barry Norton Instructional Services Wes Kirkham Public Relations Tina Veal-Gooch Quality Assurance Nanette Power, CPA Support Operations Casey Nichols Directors Chief of Police Risk Management and Childcare Services Tony Dollarhide Georgette Duke Child Nutrition Special Programs and Title Beth Carson Shawn Davis Construction and Maintenance STEM Myron Stringer Ronda Jameson Human Resources Amy Nix Information Technology Rusty Ogburn Music Arnie Lawson Purchasing and Special Events David DeFoy
4 Campus Administrative Staff ACADEMIC LEARNING CENTER Adult Education 905 Martine Street Texarkana, Texas Fax Director Dean Ransdell OPTIONS & Virtual Academy 905 Martine Street Texarkana, TX Fax Principal Marsha Burris PAUL LAURENCE DUNBAR EARLY EDUCATION CENTER (PreK & Headstart) 2315 West 10 th Street Texarkana, TX Fax Principal Lakesha Taylor HIGHLAND PARK ELEMENTARY (PreK-5) 401 West 25 th Street Texarkana, TX Fax Principal Jennifer Cross Assistant Principal Eric Norton MORRISS ELEMENTARY (K-5) 4826 University Park Texarkana, TX Fax Principal Brandy Debenport NASH ELEMENTARY SCHOOL (PreK-5) 100 Burton Nash, TX Fax Principal Patti O Bannon Assistant Principal Liliana Luna Assistant Principal Elodia Witterstaetter SPRING LAKE PARK ELEMENTARY (PreK-5) 4324 Ghio-Fish Boulevard Texarkana, TX Fax Principal Anne Slade Assistant Principal Amanda Graham
5 TEXAS HIGH SCHOOL (9-) 4001 Summerhill Road Texarkana, TX Fax Principal Brad Bailey Assistant Principals Julius Anderson Joni Kerby Cathy Klopper David Lee Laurie Pace Lindsey Skinner Richard Stahl Bettie Stark Josclyn Wiley TEXAS MIDDLE SCHOOL (6-8) 2100 College Drive Texarkana, TX Fax Principal Tim Lambert Associate Principal Karen Brown Assistant Principals Colby Boyce Natasha Jones Bryan Ledford Sandra Stone Sherry Young THERON JONES EARLY LITERACY CTR (Kindergarten-2) 2600 West 15 th Street Texarkana, TX Fax Principal Melodie White WAKE VILLAGE ELEMENTARY (PreK-5) 400 Wildcat Drive Wake Village, TX Fax Principal Mindy Gennings Assistant Principals LeeAnn Hampton Brandon Washington WESTLAWN ELEMENTARY SCHOOL (3-5) 410 Westlawn Drive Texarkana, TX Fax Principal Taryn Wells Assistant Principals Vanessa Buchanan Amy Maxey
6 INTRODUCTION The TISD Compensation Plan is produced for all TISD employees and community members. It is designed to provide employees and community members information about the district s compensation procedures. The content of this report will be updated each year to reflect any changes that are made. Employees may receive a copy of the TISD Compensation Plan upon request. Copies are also available to community members upon request. It is also available on the TISD web-site All employees are welcomed, invited, and encouraged to bring to the attention of the Administration any concerns related to compensation. The information contained in this report is for the fiscal year. The compensation plan will be updated and changed annually through a process that begins with the development of each year s budget. The TISD Board of Trustees will adopt a compensation plan each year. The Human Resources Department, regardless of any possible typographical errors contained in this or future compensation reports, shall determine final calculations of all wages and salaries. TISD employs both contractual and non-contractual staff. Nothing in this report should be construed as an alteration of either the term contract status of contractual positions or the at will status of non-contractual positions COMPENSATION PLAN HIGHLIGHTS We are pleased to provide raises and equity adjustments to district employees for the school year. Teachers will receive their step raises. For employees with positions listed on the district paygrade salary system, the budget for includes 3% of midpoint raises for employees that have received a satisfactory performance rating of 3.0 or above on their appraisal for the school year as well as equity adjustments in variable amounts based on market rates for their position. Equity adjustments were applied to various job categories to remain competitive with the job market. Individuals who changed positions or duties received salary adjustments equivalent to their paygrade. GOALS OF THE COMPENSATION PLAN The goals of the TISD Compensation Plan are: Remain competitive with labor markets so that TISD can continue to recruit and retain highly qualified personnel. Reflect the varying and changing levels of knowledge, skill, effort, scope, and responsibility required of the different jobs within the school district. Reward outstanding performance of exemplary workers. Reflect compliance with all federal, state, and local laws and Board policies.
7 With these goals in mind, TISD has developed a job worth compensation system. A job worth system is designed to provide appropriate pay for the assessed market worth of individual jobs. The system takes into account the knowledge, skills, and effort needed to perform various jobs. PAY SYSTEMS DESCRIPTION Purpose and Authority The TISD compensation system is designed and administered for the purpose of attracting and retaining qualified employees to achieve the goals of the district. The Superintendent is responsible for the development, maintenance, and administration of employee pay systems in accordance with Board policies and administrative procedures in the district compensation plan. Description Classroom teachers and full-time librarians, counselors and nurses will be paid no less than the state minimum salary schedule based on years of experience. The local salary schedule for staff will be determined annually upon Board approval of the amount budgeted for pay increases. For other employees, the Superintendent will assign positions to pay ranges that set the minimum and maximum base pay for the position. Jobs are classified for pay purposes on the basis of qualifications and duties as defined by the district, and market surveys of competitive pay rates. All employees will be paid within the assigned pay range unless exceptions are granted by the Superintendent. Pay ranges are reviewed annually and adjusted as needed. Pay Distribution Employees will receive pay according to the district s payroll schedule. Paychecks are distributed at the employee work location during the school year to employees who have elected to receive paper paychecks. During the summer months of June and July, employees that have elected paper paychecks the paychecks are mailed to each employee s home address as listed in the Human Resources Department. Employees who have elected direct deposit may access their pay information through the TEAMS Employee Service Center at The schedule of pay dates for the new school year is as follows. The dates in bold are early paydays due to school holidays. PAY DATES July 24, 2015 August 25, 2015 September 25, 2015 October 23, 2015 November 20, 2015 December 17, 2015 January 22, 2016 February 25, 2016 March 24, 2016 April 25, 2016 May 25, 2016 June 24, 2016
8 Direct Deposit Direct Deposit is the only way to ensure that you will receive your check on time. Direct deposit money is deposited to your bank account on the morning of payroll. In the event you are not on direct deposit, and you lose your check, or it is lost in the mail, it will take five business days to receive a replacement check. For more information regarding paycheck distribution, call the TISD Business Office at ext JOB CLASSIFICATION Classification Job classification determines the assigned pay range for a position and is based on an assessment of job qualifications and assigned duties. All jobs are classified on the basis of common factors that include the level of skill, effort and responsibility of assigned duties and working conditions. The Human Resources office has collected job information, evaluated jobs for pay classification purposes, conducted a market survey, and recommended pay-grade assignments. The Superintendent has final authority concerning job classifications. The basic classification system is organized in four major divisions: Professional Para-Professional Auxiliary Information Technology The compensable factors used in the job classification process include the following: Knowledge Amount of education required for the job Amount of expertise required for the job Amount of experience required for the job Amount of structure inherent in the job Level of difficulty in the job Level of supervision received in the job Decision Making Clarity of choices in decision making Scope of planning required in decision making Degree of interpersonal communications required Level of personal autonomy and responsibility Job Responsibility/Accountability Level of organizational impact of the job Level of responsibility for financial assets Level and scope of interpersonal, business and public communications Working Conditions Environment
9 Job Reclassification Pay-grade assignments may be changed based on changes in the job duties assigned or changes in the competitive job market. A job reclassification occurs when the same position is moved to a different pay grade. A job reclassification is not the same as an employee promotion to a different job. No immediate pay change may result from reclassification actions if the employees are already paid within the new pay range. An upward or downward job reclassification will result in greater or lesser potential for pay advancement. Review of job classifications initiated by the supervisor will be conducted as follows: 1. The immediate supervisor of a position may request a classification review during the time of the year designated by the Human Resources office. The designated time for classification review will be April 1 st through June 1 st. 2. The Human Resources office is responsible for reviewing the information, obtaining additional information if needed, and reevaluating the compensable job factors. 3. The Human Resources office will prepare a recommendation for final approval. The Human Resources office will notify the supervisor and employee(s) of any action taken and its effective date. New Positions New budgeted positions must have a written job description. The Human Resources office will recommend the initial pay grade classification of new positions based on the job description and consultation with the job supervisor. New positions must be classified in the pay system prior to hiring new employees. EXEMPT/NONEXEMPT PAY BASIS Classification All jobs will be classified as exempt or nonexempt in accordance with the requirements of the federal Fair Labor Standards Act. The Human Resources office will determine the classification of each position based on a description of assigned job duties and the method of compensation. Generally, an employee is exempt if the employee s primary duties are executive, administrative, or professional as defined in federal regulations and the employee is compensated on a salary basis. Exempt Pay Basis Exempt employees are paid on a monthly salary basis for the number of months in their annual employment period. Exempt employees are not entitled to overtime compensation. Exempt employees are paid to perform a job and compensation is not based on an hourly rate. Nonexempt Pay Basis Nonexempt employees are paid on an hourly or daily wage basis for all hours worked each week.
10 OVERTIME Overtime Compensation Nonexempt employees who physically work more than 40 hours in any work week will receive overtime compensation at time-and-a half rates in compensatory time off or pay. For nonexempt certified law enforcement employees, overtime calculation begins after 43 hours in any work week. Nonexempt employees shall not be allowed to work beyond their regular schedule without prior authorization from their supervisor. Required overtime will be compensated with compensatory time off whenever possible. An employee s regular work schedule may be adjusted during the week to prevent overtime. The district s workweek begins at :01 a.m. on Sunday and ends at :00 p.m. on Saturday. Official time records of all hours worked, including overtime, and all compensatory time earned and used each week shall be maintained within each department/campus for all nonexempt employees. Use of Compensatory Time Compensatory time may be accumulated up to a maximum limit of 80 hours at full value. Compensatory time must be taken prior to using other employee leave. Authorization of Overtime A supervisor must approve all overtime worked in advance. Supervisors are responsible for preventing unauthorized overtime. Prior authorization must be obtained. If the supervisor has not approved overtime in advance, the time will be considered unauthorized, and the employee may receive a written reprimand regarding working beyond the regular schedule. Supervisors of nonexempt employees must ensure an agreement or understanding with the employees regarding the form of compensation for overtime (compensatory time off or pay) prior to the employee working overtime hours. Time Clocks/Hourly Employees The Employee Identification Number, as listed on your badge, will serve as the employee ID for time clock purposes. This number is to be used to clock in and clock out. Time clocks and computer kiosks have been placed at various locations throughout the district, and employees must clock in and out on the clock that is designated by their supervisor. Be sure to follow the time shown on the time clock and not the time of other clocks. If your clocking terminal does not function properly, you should report this immediately to your supervisor. Only YOU may clock in and out for yourself. Violation of this policy is grounds for immediate involuntary termination of employment for the employee who clocks in for another employee, and for the employee who allows another employee to clock in for him/her. NEVER CLOCK ANOTHER EMPLOYEE S TIME FOR ANY REASON. Willful falsification of work or absence records is grounds for immediate involuntary termination of employment. If you leave the campus/department for a personal reason, you must clock out. You must have authorization from your supervisor to leave the campus/department for any reason during scheduled work time. You are expected to report to work promptly at your scheduled time. Students and the jobs of other workers are dependent on you to be timely and to be ready to work at your start time.
11 Hourly employees are not authorized to work in excess of their assigned schedule without prior approval from their supervisor. You may clock in up to five minutes before the start of your scheduled work time. If you clock in later than five minutes after your scheduled start time, the timekeeping system will record you as tardy. This five-minute grace period is to be used only on an occasional, emergency basis. Abuse of the grace period may result in corrective action. WORK CALENDARS Work calendars and required duty days are designated by the Superintendent. TISD has established seven work calendars designated as 10 month, 10½ month, 11 month, and month positions. They are as follows for the school year. Ten Month 180 days August 24, 2015 through June 3, 2016 Ten Month 187 days August 17, 2015 through June 7, 2016 Ten and a Half Month 197 days August 10, 2015 through June 14, 2016 Eleven Month 207 days August 3, 2015 through June 21, 2016 Twelve Month days July 1, 2015 through June 30, 2016 Twelve Month 231 days July 1, 2015 through June 30, 2016 Twelve Month 261 days July 1, 2015 through June 30, 2016 COMPENSABLE TIME An exempt employee s salary includes compensation for all scheduled work days during the employment period. All salaries will be paid out over a twelve-month calendar period regardless of the number of months assigned to the position. Nonexempt employees are paid on an hourly or daily wage basis for all hours worked plus earned paid leave benefits. If breaks and meal periods of less than 30 minutes are provided, the time shall be included as compensable time worked for nonexempt employees. DOCKING PAY Purpose For exempt employees, pay will be reduced in hours equal to whole-day or half-day increments for absences that occur on a scheduled work day after all paid leave benefits have been exhausted. For docking purposes, annual salaries of exempt employees will be converted to daily increments on the basis of all compensable time during the salary period. For accrued hourly employees, time short of schedule in a monthly payroll will convert to leave balances. If there is no leave balance available, the employee will be docked any time short of schedule. This will be based on the hourly wage calculated by time short of schedule in the month. Dock Schedule For pre-approved medical leave, absence docks may be scheduled over a period ranging from one to six months following the absence(s). For all other absences, the total dock will be scheduled in the month immediately following the absence(s). Regardless of the docking
12 schedule, when an employee leaves employment with the district for any reason, the remaining dock balance will be deducted from the final paycheck. EMPLOYEE PAY INCREASES Purpose and Eligibility Employee salaries and wages are reviewed by the Superintendent annually for adjustment. An employee s performance must be satisfactory and Meet Expectations to receive a pay increase, unless exceptions are granted by the Board. General pay increases are given to employees to reward continued service to the district and to retain employees through competitive pay practices. Employees must have worked for the district for at least six months to be eligible for a general pay increase. In any event, classroom teachers and full-time librarians, counselors and nurses will be paid at least the minimum salary on the state salary schedule. Pay Increases/Budget The Superintendent will recommend an amount for employee pay increases to the Board each year as part of the annual budget process. Budget recommendations for pay increases will be based on available revenue, cost of living increases, changes in minimum pay laws, competitive job markets, and district compensation objectives. Employee pay increases will be based on the budget approved by the Board. General Pay Increases The percent increase approved by the Board will be applied to the mid-point of each employee s pay range to calculate general pay increases. No employee may be paid over the maximum of the assigned pay range without Superintendent or designee approval. An employee who is already at maximum pay will not receive a pay increase unless an adjustment to the pay range is made or an exception is granted. Pay increases for classroom teachers and full-time librarians, counselors and nurses will be planned in accordance with adjustments to the state minimum salary schedule. Equity Adjustments The Superintendent may make adjustments to individual employee salaries to correct identified pay deficiencies or inequities. Individual equity adjustments may not exceed the payroll budget approved by the Board. PROMOTION INCREASES Promotion Defined A promotion occurs when an employee is selected for a different job in a higher pay range. Reclassification of an existing job does not constitute a promotion. Promotions must be made effective at the beginning of a new payroll period. Promotion Increase A promotion increase is based on an employee s current base pay less any stipends paid for supplemental duties. Promotion increases are awarded in addition to any general annual pay raise given. The Superintendent or designee in accordance with these guidelines will determine promotion increases.
13 HIRING Position Control TISD has established a system for the hiring and transferring of employees. The TISD Position Control System precisely defines every position within the organization and systematically attaches every employee to a specific position. This system is established to set up a process for checks and balances between the Human Resources office and the annual budget. This system creates greater internal control, provides an instant overview of staffing, and ensures positions are not created without proper funding. It also simplifies the budget process, provides closer connection between the Human Resources and the Business office, and permits tracking of new employees and employee transfers. Salary Placement for Full-time Teachers, Librarians, Counselors and Nurses Hiring rates for full-time classroom teachers will be based on creditable years of experience according to state regulations and the district s salary schedule. Creditable experience is experience in accredited school districts, as determined by the Texas Education Agency and recorded on the employee s official service record. Salary schedules are subject to change each year. Other Personnel Hiring rates for all other employees will be determined on an individual basis based on job-related qualifications, salary history, and salaries of other employees in the position. Job postings may advertise a starting salary range for the position. Hiring rates for persons other than full-time teachers, librarians, counselors and nurses will be set in accordance with these guidelines: 1. New hires in positions that require little or no previous job experience will be placed at the minimum of the pay range whenever possible. 2. Persons with previous job experience or special skills may be hired at a rate comparable to their experience level. Starting pay will be determined with consideration given to each new employee s qualifications for the job, market competition and previous salary history. 3. Whenever possible, new employees will not start at pay rates above other district employees with comparable experience in the same position. DEMOTION Demotion Defined A demotion occurs when an employee is reassigned to a different job with a reduction in their base pay. Demotions may be voluntary or involuntary. A demotion does not occur as the result of general salary structure or position reclassification change or reassignment to another position that does not result in a base pay reduction. Pay Changes When a pay reduction is made, the employee s base rate will generally be reduced to the same relative position in the new pay range. Pay adjustments may also be made for a longer or shorter work year associated with the demotion.
14 ADJUSTING PAY STRUCTURES Adjustment Process District pay structures will be reviewed annually and adjusted as needed by the Superintendent with approval of the Board. Pay ranges will be adjusted on a regular basis to ensure that the pay structure remains competitive and maintains its value against inflation. The percent of structure adjustment will be applied equally to the minimum, mid-point, and maximum rate of each pay range to preserve the design of the structure. SUPPLEMENTAL DUTY PAY Supplemental Duty Compensation Supplemental pay occurs in addition to, but separate from, the employee s regular, contracted salary. Supplemental pay is authorized by the Board of Trustees on a year-to-year basis and is not a property right. Supplemental pay is discontinued upon cessation of the assignment originally generating it or upon the occurrence of any other event, which would cause the employee to become ineligible to receive the supplement. In the area of supplemental pay, as in other areas of compensation, TISD strives to maintain amounts that are competitive within our market. Exempt employees who are assigned supplemental duties that accrue extra pay will be compensated with salary stipends according to the district s supplemental duty pay schedule approved by the Board. Nonexempt employees who are assigned supplemental duties will be compensated on an hourly basis including overtime compensation when necessary. Stipend Pay Distribution Salary stipends in amounts less than $2500 may be paid in lump sum payments twice a year in December and May. Amounts greater than $2500 will be distributed in the employee s regular paycheck, unless the Superintendent or his/her authorized designee approves another arrangement. Before any salary stipends are distributed, the supervisor must sign and approve the supplemental duties. OTHER COMPENSATION PROGRAMS Texarkana ISD Tuition-Paid Master s Degree Programs Texas A&M University/Texarkana and TISD have joined together and developed a graduate degree program that is a Master of Education Degree in Curriculum and Instruction. This degree program requires 18 hours in professional educational pedagogy classes and 18 hours in a specified content area. The degree program will be focused on current best practices, successful research and strategies to increase student achievement in the classroom. Texarkana ISD has identified target areas in which the district will provide the option to pay for this master s degree program. This option is open to Westlawn Elementary teachers, Morriss Elementary STEM teachers, Texas Middle School STEM and IDEAS Academy teachers, and Texas High School STEM teachers. The first two courses have been designed specifically for our STEM and IDEAS Academy Teachers. All STEM and IDEAS Academy Teachers are required to complete these two courses within their first two years of hire.
15 The district will pay for the tuition and books for the required classes. Teachers must maintain a B average in each class or reimburse the district for tuition costs. They must also remain in the district for three years after the completion of the master s degree coursework or reimburse the district for the tuition paid for the program. Each year that a teacher remains in the district after the completion of the program is a year that pays back or forgives the tuition costs with all of the costs being negated after the third year of service after the completion of the program. Please contact Instructional Services at , extension 1308 for additional information. TISD Master s Degree Program Frequently Asked Questions Will the district pay for the tuition and books? Yes, TISD will pay for the tuition costs and required books for each class. Tuition will be paid directly to the university. Are there any grade requirements in the graduate classes? Yes, students will be expected to make at least a B in each graduate course or reimburse the district for tuition costs for the class. What if the employee does not finish the program.what if they take 3 classes and then drop out? If an employee drops out of the program, they will be required to reimburse the district for tuition and book costs that had been spent up until that time. What if an employee completes the degree program but then leaves the district two years after completion of the degree (which does not meet the three year requirement to stay)? The employee would then have to reimburse the district for one year of tuition costs because the teacher only stayed two years after completion. Each year that an employee stays in the district after the completion of the degree, one year of tuition costs is forgiven for the employee. Teacher Performance Incentive Plan Perfect Attendance In the past, TISD staff members on campuses with an exemplary rating for the year based on the Texas AEIS accountability system received performance pay when official Texas AEIS campus ratings were released. Because of the changes in the accountability system being implemented by the state of Texas, and the current uncertainty of the standards to be met, the district is implementing a Performance Incentive for Teachers for Perfect Attendance. Teachers that are performing their jobs with outstanding work attendance that is perfect for the school year, will receive a $300 Teacher Performance Incentive in their July paycheck. TISD Pathway To Teaching Program Para-professionals employed with Texarkana ISD may apply to be part of the Pathway to Teaching Program. This program is for para-professionals that are interested in becoming a certified teacher. A focus on teacher shortage areas is a priority for this program. An annual application program is announced each year as funds are available. Para-professionals make application to the program and applicants are selected to be part of the program as funds are available. The program pays for tution and books toward teacher certification. After completion of teacher certification, employees are required to work at least three years within the district or repay the tution and book costs of the program. If an employee drops out of the program and do not complete certification, the money will be owed back to the district.
16 Teacher Shortage Stipends A shortage stipend of $3,500 per year will be paid to certified teachers who teach a full schedule of academic coursework in the following grade levels/subject areas: 8- Science or Special Education Science 8- Math or Special Education Math PK- 5 th Bilingual For the school year, a new shortage stipend was added for the subject area of Secondary Foreign Language (6-) of $1,000. These stipends are due to the high market demand and need in these areas, given a limited supply of teaching candidates. Teachers must meet state certification and federal No Child Left Behind (NCLB) Highly Qualified teacher requirements in the subject assigned to be eligible to receive the shortage stipend amount. Teachers assigned to an approved shortage area without appropriate certification will receive half of the shortage stipend until full certification and NCLB highly qualified status are obtained. These stipend are not based on the value of one subject area over another, but based solely on supply and demand to enable us to compete in the market. A recent statewide survey of teacher market salaries determined that a majority of school districts with similar student enrollment pay shortage area stipends. There are also nine districts in our immediate area that pay this type of shortage stipend. If you are certified in either high school Math or Science, but are not currently teaching in these areas, and have an interest in teaching in high school math or science, we encourage you to contact the Human Resources office at , ext. 10. Certified teachers wishing to obtain additional certification in secondary Math or Science may do so by taking and passing the appropriate TExES certification exam. If you are interested in registering for an exam, please visit For assistance or additional information regarding certification, please contact the Human Resources Office, at ext. 10.
18 Auxiliary Compensation Plan Texarkana ISD Pay *Annual amounts are based on 8 hours per day. Minimum Midpoint Maximum A-1 (301) Hourly $8.30 $10.00 $ Days 11,952 14,400 16,848 Bus Monitor, Aide 180 A-2 (302) Hourly $8.64 $10.80 $.96 Catering Worker Days,096 15,0 18,144 Child Nutrition Worker Days,442 15,552 18,662 Crosswalk Guard Days,925 16,157 19,388 General Labor, Maintenance Days 16,036 20,045 24,054 Grounds Maintenance Days 18,040 22,550 27,060 Helper, Transportation Mechanic Helper, Transportation Maintenance Helper, Child Nutrition Security Guard A-3 (303) 187 Hourly $9.33 $11.66 $13.99 Asst Cafeteria Manager, Child Nutrition 180 Days 16,570 20,708 24,846 Building Maintenance Days 17,316 21,641 25,965 Catering Coordinator, Child Nutrition Days 19,481 24,346 29,211 Custodial Lead, Child Nutrition Delivery Driver, Child Nutrition Grounds Maintenance Lead, Maintenance Warehouse Delivery II, Intercampus Mail A-4 (304) Hourly $10.07 $.59 $15.11 Bus Driver, (Shuttle, SPED) Days 14,501 18,130 21,758 Bus Driver, Trip $10.07hr 187 Days 15,065 18,835 22,605 Building Maintenance Lead, Small School Days 21,026 26,288 31,550 A-5 (305) Hourly $10.88 $13.60 $16.32 Cafeteria Manager, Child Nutrition 175,177, Days 15,232 19,040 22,848 Mechanic, Transportation Days 15,406 19,258 23, Days 22,717 28,397 34,076 A-6 (306) Building Maintenance Lead, Large School Skilled Maintenance, Helper Technician, Support Services Warehouse Supervisor, Child Nutrition Hourly $11.64 $14.55 $ Days 17,413 21,767 26, Days 21,604 27,005 32, , Days 24,304 30,380 36, A-7 (307) Hourly $.81 $16.01 $19.21 Catering Chef Days 26,747 33,429 40,110 Skilled Maintenance, Non Licensed Days $23,775 $29,715 $35,654 Textbook Manager 261 A-8 (308) Hourly $14.09 $17.61 $21.13 Electrician, Licensed Days 29,420 36,770 44,119 HVAC, Licensed 261 Plumber, Licensed 261 Police Officer 261 Skilled Maintenance, Child Nutrition Skilled Maintenance, Licensed A-9 (309) 261 Hourly $15.50 $19.37 $23.24 Foreman, Maintenance Days 32,364 40,445 48,525 Skilled Trade, Master License 261
19 Para-Professional Compensation Plan Texarkana ISD Pay PP1 (201) *Annual amounts are based on 7.5 hours per day. Child Care Worker 261 Clerical Aide Instructional Aide Administrative Assistant, Child Nutrition Administrative Assistant, Childcare & Risk Management 261 Minimum Midpoint Hourly $9.21 $11.10 $ Days,572 15,152 17,731 Days,917 15,568 18,218 Days 18,029 21,728 25,428 Instructional Aide, Athletics 187 Instructional Aide, SPED 187 Fingerprinting Specialist PP2 (202) Hourly $9.86 $11.88 $13.90 Library Aide Days 13,829 16,662 19,495 Special Assignment Aide 187 Special Assignment Aide, CATE 187 Special Assignment Aide, Computer Lab 187 Special Assignment Aide, EDAEP 187 Special Assignment Aide, ISS 187 Special Assignment Aide, PE 187 Special Assignment Aide, PIE 187 Special Assignment Aide, SPED 187 Student Attendance Aide, High School 187 Student Attendance Aide, Middle School 187 PP3 (203) Hourly $10.65 $.83 $15.01 Administrative Secretary I, Middle School Days 14,937 17,994 21,052 Administrative Secretary I, Public Safety Days 16,534 19,919 23,303 Aide, Secondary ISS 187 Days 17,732 21,362 24,992 Bilingual Aide, Instructional Days 20,847 25,115 29,382 Child Care Asst Site Supervisor 261 Health Aide 187 Library Assistant, Middle School 187 Receptionist, Elem Campus 187 Receptionist, High School 207 Receptionist, Middle School 187, 207 Records and Certification Clerk, HR Student Attendance Clerk, Elem Campus PP4 (204) Hourly $13.84 $16.68 $19.52 Administrative Secretary II, High School Administrative Secretary II, Human Resources Administrative Secretary I, Instructional Services Administrative Secretary II, Middle School Administrative Secretary II, Options Administrative Secretary II, SDAEP Bookkeeper, High School Child Care Site Supervisor Print Shop Specialist Instructional Support Specialist, Adult Education Student Attendance Officer, High School Student Attendance Officer, Middle School 207, 207 Days 21,487 25,896 30,305 Days 23,044 27,772 32, Days 27,092 32,651 38, PP5 (205) Hourly $15.23 $18.35 $21.47 Administrative Assistant, College&Career Readiness 187 Days 21,360 25,736 30,
20 Administrative Assistant, Elem Campus 207 Days 23,645 28,488 33,332 Administrative Assistant, High School 207, Days 25,358 30,553 35,748 Administrative Assistant, Instructional Services 261 Days 29,813 35,920 42,028 Administrative Assistant, Middle School Administrative Assistant, Quality Assurance Administrative Assistant, Student & Community Development Clerk, Accounting Receiving Manager Registrar, Middle School Specialist, Inventory Control, Child Nutrition PP6 (206) Hourly $16.76 $20.19 $23.62 Administrative Assistant, Athletics 187 Days 23,506 28,316 33,7 Administrative Assistant, HR/Deputy Super Days 27,905 33,616 39,327 Administrative Assistant, Purchasing 261 Days 32,807 39,522 46,236 Administrative Assistant, Technology Area Supervisor, Child Nutrition Behavioral Support Specialist Office Manager, Maintenance Print Shop Manager Specialist, Accounts Payable Specialist, Food Service PP7 (207) Hourly $18.54 $21.81 $25.08 Communication Specialist Days 26,002 30,589 35,175 Registrar, High School 207 Days 28,783 33,860 38,937 Student Services Specialist, Middle School 187 Days 30,869 36,314 41,758 PP8 (208) Hourly $20.02 $23.55 $27.08 Administrative Assistant, Superintendent & BOT 187 Days 28,078 33,029 37,980 Case Manager Days 31,081 36,561 42,042 Deaf Education Interpreter 187 Days 33,333 39,211 45,088 Specialist, Comp & Position Control Specialist, Employee Benefits Specialist, Payroll PP9 (209) Hourly $21.02 $24.73 $ Days 29,481 34,684 39,
Compensation Plan 2014-15 Hooks Independent School District HOOKS ISD Compensation Plan 2014-2015 Table of Contents Board of Trustees 1 Administrative Staff 1 Introduction 2 2014-2015 Compensation Plan
DRIPPING SPRINGS INDEPENDENT SCHOOL DISTRICT Compensation Plan School Year Table of Contents Introduction... 1 Teachers and Facilitators of Learning & Innovation... 2 High School Stipends... 3 Middle School
Schedules 2015 16 Alvin Independent School District 2015 Texas Association of School Boards, Inc. All rights reserved. 2015 16 New Hire Guide for Teachers and Librarians Years of Experience New Hire Salary
2013-2014 Pay and Classification Plan Approved June 21, 2013 TABLE OF CONTENTS SECTION CONTENTS PAGE Part I General Regulations 3 Part II Position Classifications 11 Part III Salary Schedules: 17 Admin
Professional Salary Schedule 2013-14 Years 4th 3rd 2nd BA BA+15 MA MA+15 MA+30 MA+45 PHD/EDD Exp Class Class Class 0 30,767 31,456 31,722 33,165 33,978 35,937 36,794 37,651 38,412 39,538 1 31,095 31,784
Compensation Plan Wylie Independent School District Human Resources Department 2014-2015 Years of Experience New Hire Salary 0 $48,283 1 $48,483 2 $48,684 3 $48,884 4 $49,084 5 $49,282 6 $49,482 7 $49,682
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