WHITTIER UNION HIGH SCHOOL DISTRICT

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1 EMPLOYEE COMPENSATION Board Approval WHITTIER UNION HIGH SCHOOL DISTRICT BP In order to recruit and retain employees committed to the district's goals for student learning, the Whittier Union High School District Board of Trustees recognizes the importance of offering a competitive compensation package which includes salaries and health and welfare benefits. (cf Budget) (cf Management of Districts Assets/Accounts) (cf Concepts and Roles) (cf. 4154/4254/ Health and Welfare Benefits) The Board shall adopt separate salary schedules for certificated, classified, and supervisory and administrative personnel. These schedules shall comply with law and negotiated agreements and shall be printed and made available for review at the district office. (Education Code 45023, 45028) (cf Temporary/Substitute Personnel) (cf. 4141/ Collective Bargaining Agreement) (cf. 4143/ Negotiations/Consultation) Salary schedules for staff who are not a part of a bargaining unit shall be determined by the Board at the recommendation of the Superintendent or designee. (cf Contacts) The Superintendent or designee shall ensure that the district's payroll system complies with all applicable laws and bargaining agreements, including, but not limited to, timelines regarding payment of compensation and deductions of dues for employee organizations. (cf. 4140/ Bargaining Units)

2 Legal Reference: EDUCATION CODE Salaries, especially: Availability of salary schedule Salary schedule for certificated employees Salaries for classified employees Salary schedule for classified service in merit system districts GOVERNMENT CODE Meeting and negotiating, especially: Scope of representation Duty to meet and negotiate in good faith LABOR CODE 226 Employee access to payroll records 232 Disclosure of wages UNITED STATES CODE, TITLE A Deferred compensation plans CODE OF FEDERAL REGULATIONS, TITLE A-1 Definitions and covered plans BP

3 CERTIFICATED SALARY SCHEDULE* Admin Reg Revised (Effective ) WHITTIER UNION HIGH SCHOOL DISTRICT AR 4151 A B C D E F 1 47,572 47,572 50,720 54,219 57,716 61, ,572 49,846 53,345 56,841 60,340 63, ,971 52,470 55,968 59,467 62,963 66, ,595 55,094 58,591 62,090 65,588 69, ,219 57,716 61,214 64,711 68,211 71, ,841 60,340 63,839 67,336 70,834 74, ,467 62,963 66,462 69,960 73,460 76, ,090 65,588 69,085 72,583 76,082 79, ,711 68,211 71,709 75,207 78,705 82, ,834 74,334 77,829 81,328 84, ,955 80,454 83,952 87, ,322 87,871 91, ,712 93,211 96, or more years 95,117 98, ,114 Column Requirements A. B.A. B. B.A. plus 15 semester units* C. B.A. plus 30 semester units* D. B.A. plus 45 semester units or M.A.* E. B.A. plus 60 semester units including M.A. or M.A. plus 24 semester units* F. B.A. plus 75 semester units including M.A. or M.A. plus 36 semester units* NOTES: *Only those units taken after the degree has been granted will be allowed for credit. Compensation for the Earned Ph.D. or Ed.D. is 6.5% of Step 1 $3,092), Column A, to be incorporated in annual salary. Compensation for National Boards Certification is $2,000 per year, to be incorporated in annual salary. *Denotes negotiable policy

4 CERTIFICATED FULLY CREDENTIALED SALARY SCHEDULE* Board (Effective ) This salary schedule is for teachers who have a full credential (Preliminary or Professional Clear) ONLY A B C D E F 1 56,525 56, , ,528 Column Requirements A. B.A. plus a credential* (Preliminary or Professional Clear Only) B. B.A. plus 45 semester units or a M.A.* C. B.A. plus 60 semester units including M.A. or M.A. plus 24 semester units* D. B.A. plus 75 semester units including M.A. or M.A. plus 36 semester units* Notes: *Only those units taken after the degree has been granted will be allowed for credit. Compensation for the Earned Ph.D. or Ed.D. is 6.5% of Step 1 $3,092), Column A, to be incorporated in annual salary. Compensation for National Board Certification is $2,000 per year to be incorporated in annual salary. *Denotes negotiable policy

5 Board (Effective ) Psychologist Salary Schedule - 10 Months (188 Days) 1 86, , , , , , , , ,737 Compensation for the Earned Ph.D. or Ed.D. is 6.5% of Step 1 $3,092), Column A of the Certificated Salary Schedule, to be incorporated in annual salary. Experience as a professional Psychologist in an approved public or private agency determines step placement. The Psychologist hourly rate is based on Administrative Regulation Column F *Denotes negotiable policy

6 Advancement in Salary Personnel on this schedule should notify the Personnel Services Division prior to May 15 of expectations to change columns for the next fiscal year. 1. Only academic upper division or graduate level units applicable for a degree or credential program offered by an accredited institution and taken after the degree has been granted will be allowed for credit. 2. Credit for lower division units, after the degree has been granted, will be approved only if in a subject matter area beneficial to or required for the teaching assignment and authorized in advance by the Assistant Superintendent, Personnel Services. If an individual submits evidence to the Personnel Services Division on or before May 15 of any fiscal year that he/she has completed all of the requirements for change of column, his/her salary will be adjusted retroactively to the date during the fiscal year when all requirements were met. If notification is not received by May 15, no change will be effected until the succeeding fiscal year. Minimum Teaching Required for Increment Only those who have taught 75% of the scheduled school year or more during a given current school year will be eligible for the next year's increment. Part time teachers who work between 50-75% of a school year will be granted one year service credit for salary advancement for every two years in such assignment. Experience Prior service is recognized on the schedule as follows: I. An individual who for the first time is a contractual employee in the District will receive onefor-one salary credit for II. An individual who for the first time is a contractual employee in the District and who has out-of-state teaching or administrative experience in private or public schools or colleges will receive one-for-one salary schedule credit if: A. The experience was in an area or subject matter relevant to our high school curriculum B. The teacher or administrator possessed a valid credential in the state where the teaching was done and the credentialing system is similar to California's (Continued) WHITTIER UNION HIGH SCHOOL DISTRICT

7 Experience (Continued) C. The teaching or administration was done in an accredited school and the accreditation process was similar to California's See Administrative Regulation 4351, Twelve-Month Administrators' Salary Schedule, for additional information regarding placement of administrators. If a state's credentialing and accreditation procedures are significantly different from California's, the granting of salary schedule credit will be at the discretion of the Assistant Superintendent, Personnel Services. III. Salary schedule credit will not be granted for a partial year of teaching nor for additional teaching experiences while under contract to a public school district. Military Service A maximum of two years' military credit shall be granted. Ten months' military service shall be considered equal to one year for last year of service only. This does not apply for military service performed in the post-draft period. Military service during the period of teaching service in the Whittier Union High School District receives the same recognition as regular teaching service for pay purposes.

8 Extra Assignments Board (Effective ) Extra compensation may be granted in accordance with the schedule below. Assignments to any one individual shall normally be limited to a maximum of two. One additional assignment may be approved by the Superintendent when no other qualified person is available. A pro-rata scale may be paid based on the relationship of the assignment to a semester or to a completed activity. Two or more persons assigned to an activity may share the compensation. Athletics - Boys Coaches Rate Extra Team Weeks** Authorized Per Week Compensation Baseball 12 Varsity 1 Head Coach $296 $3,550 Varsity 1 Asst.Coach 229 2,745 JV 1 Head Coach 229 2,745 Frosh 1 Head Coach 229 2,745 Basketball 11 Varsity 1 Head Coach $335 $3,690 Varsity 1 Asst.Coach 229 2,517 JV 1 Head Coach 229 2,517 Frosh 1 Head Coach 229 2,517 **Official CIF calendar used to establish number of weeks worked. (Continued)

9 Extra Assignments (Continued) Athletics-Boys (Continued) Coaches Rate Extra Team Weeks** Authorized Per Week Compensation Football 12 Varsity 1 Head Coach $374 $4,486 Varsity 4 Asst.Coaches 229 2,745 JV 1 Head Coach 229 2,745 JV 1 Asst.Coach 229 2,745 Frosh 1 Head Coach 229 2,745 Frosh 2 Asst.Coach 229 2,745 Golf Varsity/JV 11 1 Head Coach $296 $3,254 Soccer 11 JV 1 Head Coach 229 2,517 Tennis 11 JV/Frosh/Soph 1 Head Coach 229 2,517 Volleyball 11 JV 1 Head Coach 229 2,517 Waterpolo 11 JV/Frosh/Soph 1 Head Coach 229 2,517 Wrestling 11 JV 1 Head Coach 229 2,517 **Official CIF calendar used to establish number of weeks worked. (Continued)

10 Extra Assignments (Continued) Athletics - Girls Coaches Rate Extra Team Weeks** Authorized Per Week Compensation Basketball 11 Varsity 1 Head Coach $335 $3,690 Varsity 1 Asst.Coach 229 2,517 JV 1 Head Coach 229 2,517 Frosh 1 Head Coach 229 2,517 Golf Varsity/JV 11 1 Head Coach $296 $3,254 Soccer 11 JV 1 Head Coach $229 2,517 Softball 12 Varsity 1 Head Coach $296 $3,550 Varsity 1 Asst.Coach 229 2,745 JV 1 Head Coach 229 2,745 Tennis 11 JV 1 Head Coach 229 2,517 Volleyball 11 JV 1 Head Coach 229 2,517 Frosh/Soph 1 Head Coach 229 2,517 Waterpolo 11 JV/Frosh/Soph 1 Head Coach 229 2,517 **Official CIF calendar used to establish number of weeks worked. (Continued)

11 Extra Assignments (Continued) Boys/Girls Coaches Rate Extra Team Weeks** Authorized Per Week Compensation Cross Country 11 Varsity 1 Asst.Coach 229 2,517 JV/Frosh/Soph 1 Head Coach 229 2,517 Swimming 11 Var./JV/Frosh/Soph 1 Head Coach $296 $3,254 2 Asst. Coaches 229 2,517 Track 11 Var./Frosh/Soph 1 Head Coach $296 $3,254 1 Asst.Coach 229 2,517 3 Asst. Coaches 229 2,517 CIF Playoffs--Services during CIF playoffs to be paid on a weekly rate. **Official CIF calendar used to establish number of weeks worked. Other Activities Extra Compensation *Bilingual Certificate of Competency 2,883 Academic Decathlon Coach 1,405 Annual 2,512 Band 4,907 Band Assistant 2,911 Choral 2,911 Compensatory Education Project Assistant (Per semester) 2,512 Drama 2,911 Drill Team 3,307 GATE Program Assistant*** 3,224 Newspaper 3,673 Pepster Advisor 3,307 Productions 2,512 ***From GATE Special Funds *20% for each period taught in the bilingual program (Continued)

12 Other Activities (Continued) Extra Compensation Speech 2,911 Stage 2,911 Stage (Whittier High School) 3,307 Curriculum Writing (30-Hr.Assign.Prorated) 1,245 ($41.50 per hr.) Guidance and Curriculum Support (Annual Stipend) Course Lead 2,000 Link Crew Coordinator 1,000 Freshman Mentor Coordinator 1,500 Link Crew Assistant 750 WASC Coordinator 1,000 Puente Coordinator 1,000 EADMS On-Site Technician (OST) 1,000 Senior Project Coordinator 1,000 AVID District Coordinator 1,500 CAHSEE Coordinator 2,000 AVID Program Coordinator 1,000 AVID Demonstration School Coordinator 1,500 Visually Handicapped Coordinator 3,000 LEP Stipend Effective September 1, 2005, for the , and school years, a one-time payment of $1,200 will be made to certificated employees possessing a valid teaching credential who during the , and school years acquire State-issued CLAD, CTEL, or BCLAD credentials. A one-time payment of $1, will be made at the end of Semester I or Semester II upon verification submitted prior to the end of each semester and no later than August 31, Teachers under the requirement of AB 1059 and SB 2042 are not eligible for the $1, LEP Stipend. Home Teachers Home teachers are paid on the Certificated Hourly and Mentor Teacher Salary Schedule. No mileage allowance is to be provided. Substitute Teacher Pay Board (Effective ) Substitute teachers receive $120 per day. Long-term substitutes, after ten consecutive work days in the same assignment, shall receive $130 per day. Period Substitutes (Effective ) Contract classroom teachers will receive $35 per period substituted. (Continued)

13 Staff Development Pay (Effective ) Staff development pay will be $120 for a six-hour session and $60 for a three-hour session. Effective June 1, 2014, Staff development pay will increase to $ for a six-hour session and $ for a three-hour session. This pay is for Saturdays or summers or evenings. Regular morning or afternoon staff meetings are not paid this stipend. Special Education Stipend (Effective ) $1,000 annual stipend paid to Special Education teachers with Special Education credentials. Basic Principles Certificated positions, either District or school, requiring regular and continuous summer work, shall be on a twelve-month basis. Administrators, department heads and teachers shall be expected to complete their normal duties within the regular work year. Special assignment must be approved in advance. Administrators and teachers perform duties which may include overtime work without overtime pay. Each school shall be under the supervision of either the principal or assistant principal during the entire calendar year. The District staff shall arrange for continuous supervision in each division during the entire calendar year. Administrative and supervisory staff personnel must hold valid credentials as required of their positions. The Board of Trustees recognizes for pay purposes, or for any other purposes relating to employment and conditions of employment, only the degrees and credits from those colleges and universities that have been approved and accredited by the regional accrediting association governing the location of the college or university and/or colleges or universities whose credits are acceptable for credentialing purposes by the California State Department of Education. (Continued)

14 Interim Salary When a certificated position in the W.S.E.A. bargaining unit is created, or an existing position is re-evaluated, and before an appropriate salary is assigned or negotiated by the bargaining unit, the Assistant Superintendent, Personnel Services, or designee, and the W.S.E.A. President, or designee, will discuss rationale and recommend an interim salary. The final salary will be subject to negotiation at the first CSC meeting following the recommendation. If necessary, the employee's salary will be adjusted retroactively after the final salary is negotiated. When an emergency situation exists, the District will exercise its prerogative and unilaterally assign an interim salary, subject to negotiation at CSC. An emergency situation will be deemed to exist only if the W.S.E.A. representative is unavailable for joint consideration of the interim salary. In no event will an emergency situation be deemed to exist until fifteen (working) days after the W.S.E.A. representative has been officially (and personally) requested to participate in the study of an interim salary and no recommendation has been agreed upon.

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