DATE ISSUED: 8/17/09 REVISED: 10/11/16 Page 1 of 19 DEA(REGULATION)

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1 PURPOSE AND AUTHORITY MINIMUM PAY REQUIREMENTS LOCAL PAY PLANS JOB CLASSIFICATION PURPOSE AND AUTHORITY Employee pay systems are 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. Certified classroom teachers, librarians, registered nurses, and counselors will be paid no less than the state minimum salary schedule based on total years of creditable eperience. Eperience will be credited according to the Commissioner s Rules on Creditable Service (19 TAC ). Local salaries for these employees will be determined annually after board approval of the pay increase budget. Noneempt employees will be paid no less than the current minimum wage in accordance with the Federal Fair Labor Standards Act (FLSA). The District will maintain position classification and pay range structures for all jobs. Jobs will be grouped into position classifications and pay range structures in the following categories: (1) teachers, librarians, registered nurses; (2) administrative/professional personnel-instructional leadership and support; (3) administrative/professional personnelbusiness and operations; (4) secretarial and clerical; (5) teacher aides; (6) food service; (7) transportation; (8) security/police department; (9) labor and trades. Each job will be assigned to a pay grade that determines the minimum to maimum pay range for the position. Pay ranges are set to be competitive with the relevant job market for benchmark positions. Jobs are assigned to pay grades on the basis of the following factors: (1) job qualifications and required skills; (2) job duties and responsibilities defined by the District; and (3) competitive job market prices. No employee will be paid more than the maimum rate for his/her pay grade unless the employee was earning more than that amount prior to the adoption of the pay plan. Pay ranges are reviewed annually and should be adjusted as needed. Employee salaries will advance through the pay range based upon the general pay increase budget approved by the Board each year. Job classification determines the assigned pay range for a job. Job classification is based on an assessment of job requirements and assigned duties. Jobs are compared and classified on the basis of the following factors: knowledge and skill requirements; compleity of assigned duties, job accountability, and working conditions. The Human Resources Department will collect job information, evaluate jobs for classification purposes, and recommend pay-grade assignments. The Superintendent has final authority concerning job classifications. DATE ISSUED: 8/17/09 REVISED: 10/11/16 Page 1 of 19

2 RECLASSIFICA- TION OF CURRENT POSITIONS SALARY ADJUSTMENT FOR JOB RE- CLASSIFICATION PROCEDURES FOR JOB RE- CLASSIFICATION A job reclassification occurs when the same position is moved to a higher or lower pay grade. An upward or downward job reclassification will result in greater or lesser potential for pay advancement over time. Jobs may be reclassified for a number of different reasons. Those reasons include significant and sustained increase or decrease in job duties and responsibilities assigned by the supervisor, a need to improve internal pay equity with other related jobs, or a significant change in the eternal job market. If the job is reclassified upward due to a significant and sustained increase in assigned job duties and responsibilities, the reclassification will be treated as a promotion. Refer to procedures in PROMOTION INCREASES. If the job is reclassified to improve internal equity with other related jobs and there is no significant and sustained increase in assigned duties, there will be no immediate pay increase. Future earning will be higher as a result of placement in a higher pay range. Employees will not be paid less than the minimum of the new pay range. If the job is reclassified downward due to a decrease in duties and responsibilities assigned, the employee s pay may be reduced at the direction of the Superintendent. In this case, the reclassification will be treated as a demotion. Refer to procedure in PAY ADJUSTMENTS FOR DEMOTION. Review of job classifications must be initiated by the job supervisor. Job reviews will be conducted two times a year in the months of October and May. Reviews will be conducted as follows: 1. The immediate supervisor may request a job classification review according to the schedule and procedures designated by the Chief Human Resource Officer 2. The supervisor must submit a completed reclassification request form to the appropriate Assistant Superintendent or Eecutive Director who supervises the campus or department making the request. [See (Ehibit)B] 3. The appropriate Assistant Superintendent or Eecutive Director will submit the reclassification request, after his/her review, to the Chief Human Resource Officer. 4. The Chief Human Resource Officer will review the request form, obtaining additional job information if needed. Additional information may be obtained by requesting a job analysis DATE ISSUED: 8/17/09 REVISED: 10/11/16 Page 2 of 19

3 questionnaire, by interviewing the supervisor and/or employee(s), or by visiting the worksite for observation. CLASSIFICATION OF NEW POSITIONS CLASSIFICATION OF POSITIONS AS EXEMPT AND NONEXEMPT BASIS OF PAY FOR EXEMPT EMPLOYEES BASIS OF PAY FOR NONEXEMPT EMPLOYEES PRORATED PAY FOR REDUCED WORK YEAR PAYROLL DEPOSIT 5. The Job Reclassification Committee will reevaluate the job against other benchmark jobs using standard compensable job factors. 6. The Job Reclassification Committee will prepare a written recommendation for pay grade assignment and will notify the supervisor and the employee. Administrative/Professional pay grade reclassifications will be determined by the Assistant Superintendent and Superintendent. New positions must have a written job description. The Human Resources Department will recommend to the appropriate Assistant Superintendent or Eecutive Director the 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 All jobs will be classified as eempt or noneempt in accordance with the requirements of the federal Fair Labor Standards Act (FSLA). The Human Resources Department will determine the classification of method of compensation. In order to be eempt, the employee s primary duties must fall under one of three types of eemption: eecutive, administrative, or professional, as defined under the FLSA, and the employee must be compensated on a salary basis. All employees who do not meet the legal requirement for eemption are classified as noneempt. Eempt employees are paid on a salary basis for the number of months in their annual employment period. Payment on a salary basis means that employees are paid a fied sum of the job regardless of the days or hours actually worked each week. Annual salaries may be adjusted for different duty assignments but salaried employees are not entitled to pay on a daily or hourly basis. Eempt employees do not receive overtime compensation. Noneempt employees are paid on an hourly wage basis for all hours worked each week. Employees who are noneempt will receive overtime compensation as described in OVERTIME COMPENSATION. Salaries may be adjusted proportionately for employees who work less than full-time or less than a full year. In order to conserve District funds and improve productivity, as allowed by Teas Labor Code the District has elected to begin to pay District employees through a direct deposit plan. Affected employees will be notified to enroll in the direct deposit plan by completing the forms supplied by the District Payroll Office. DATE ISSUED: 8/17/09 REVISED: 10/11/16 Page 3 of 19

4 PAYROLL PERIODS TIME RECORDS OVERTIME COMPENSATION OVERTIME DEFINED AUTHORIZATION OF OVERTIME COMPENSATION FOR OVERTIME USE OF COMPENSATORY TIME Employees will receive bank deposits according to the district s payroll schedule. Administrative, professional, clerical, paraprofessional, labor and trades employees will be paid once per month. Food service and transportation employees will be paid either monthly or semi-monthly. All employees who work less than twelve months will have their annual salary prorated over a twelve-month calendar period to provide yearround income. Weekly time records will be maintained on all noneempt personnel by the Kronos timekeeping system. Record will indicate all hours worked each week, including compensatory time earned and used. Weekly time records must be verified by the supervisor and submitted to payroll on designated dates. Official weekly time records shall be maintained on each campus or department for all noneempt personnel. All payroll checks, including time records, shall be maintained for a period of three (3) years, and shall be made available for inspection by government authorities on request. Failure to maintain accurate records of hours worked may result in disciplinary actions. Noneempt employees who work more than 40 hours in a workweek of seven (7) consecutive days (171 hours in 28 days for law enforcement personnel) are entitled to overtime compensation for time worked over 40 hours. Eempt employees (i.e. professional, administrative, and eecutive) are not entitled to overtime compensation. An employee s regular work schedule may be adjusted during the week to limit or eliminate overtime. The District s workweek begins at 12:01 a.m. on Monday and ends at 12:00 p.m. on Sunday. Overtime must be paid or accrued as compensatory time on the regular payday for the period in which the overtime workweek ended. Every workweek stands alone and different workweeks cannot be consolidated or averaged. All overtime worked must be approved by a supervisor in advance. Supervisors are responsible for preventing unauthorized overtime. Employees who work unauthorized overtime may be subject to disciplinary action. Supervisors of noneempt employees must ensure that employees understand how they will be compensated for overtime (compensatory time off or check) prior to the employee working overtime hours. Overtime pay requirements cannot be waived by voluntary agreement between the District and the employee. The employee cannot donate overtime or agree to be paid at reduced rates. Compensation for overtime hours will be awarded at 1 ½ times the regular rate. Compensation may be given in compensatory time off or paid in the regularly scheduled paycheck. Compensatory time may be accumulated up to a maimum of 24 hours at time-and-a-half rates. The accumulated compensatory time may be rolled over from one fiscal year to the net fiscal year. DATE ISSUED: 8/17/09 REVISED: 10/11/16 Page 4 of 19

5 ELIGIBILITY FOR GENERAL PAY INCREASE PAY INCREASE BUDGET GENERAL PAY INCREASE CALCULATION INDIVIDUAL EQUITY ADJUSTMENTS PLACEMENT OF NEW EMPLOYEES, TEACHERS, LIBRARIANS, REGISTERED NURSES, ATHLETIC TRAINERS Employee salaries and wages will be reviewed annually for adjustment. General pay increases are given to employees to reward continued service to the District. Classroom teachers, registered nurses, and librarians, will be paid no less than their minimum monthly salary on the state salary schedule. The Superintendent will recommend a total budget amount for general pay increases as part of the annual budget process. Budget recommendations for general pay increases will be based on available revenue, changes in minimum pay laws, competitive job markets, and District compensation objectives. Employees pay increases will be based on the budget approved by the Board. General pay increases will be calculated for each employee by applying a percent increase approved by the Board to the midpoint of each employee s pay range. All employees who are in the same pay range will receive the same pay increase. Eample: Range Midpoint X Percent Increase Pay increase Pay range midpoint for pay grade 5 is $12.50 per hour Pay increase budget approved by Board is 5% Hourly pay increase for all employees in pay grade 5 is $ =.63 An hourly employee in Pay Grade 5 is earning $11.50 per hour Employee s new hourly wage is $ = $12.13 No employee s pay will be increased beyond the maimum of their assigned pay range unless a special adjustment is approved by the Board. Increases to employees who are at or above the maimum may be approved as an adjustment to base pay or as a lump sum payment. Employees who have reached the maimum of pay range will receive the range adjustments made to the maimum rate. The Superintendent may make special equity adjustments to individual employees salaries to correct identified internal or eternal pay equity problems. Equity adjustments are made only on as needed basis at the direction of the Superintendent. Equity adjustments may be made to retain an employee who is at risk due to competitive pay problems, to correct an internal pay inequity, or to compensate an employee for a significant change in job responsibilities. Hiring rates for those employees paid on the teacher salary schedule will be based on total years of credible eperience as defined by state regulations. Salary schedules will be prepared annually to illustrate step placements by years of service. Salary schedules for these positions are subject to change each year and should not be used to predict future DATE ISSUED: 8/17/09 REVISED: 10/11/16 Page 5 of 19

6 salaries. Salary schedules are used only for placement of new employees. ADMINISTRATIVE AND PROFESSIONAL PERSONNEL NONEXEMPT PERSONNEL PROMOTION INCREASES Hiring rates for new administrative and professional employees who are not paid on the teacher salary schedule will be determined individually on the basis of each person s job-related qualifications. Hiring rates will be based on the job-related eperience and other qualifications of the individual. Consideration will be given to the salaries paid other employees in the District in the same position to ensure comparable pay for comparable eperience in the same position. Hiring rates will normally be offered up to the midpoint range but may be offered above the midpoint for hard-to-fill positions or for candidates with eceptional qualifications. [See (Ehibit)C] New employees hired in noneempt positions will normally be placed at the minimum of the pay range. Starting rates up to 90 percent of the midpoint may be authorized for employees with previous eperience in the position. Starting rates above this level shall require approval from the Superintendent. [See (Ehibit)C] A promotion occurs when an employee is assigned to a different job in a higher pay range. Pay adjustment for promotions will begin with the effective date of the new assignment. If an employee moves to a different job in a different pay structure (eample: from auiliary to professional group), the pay adjustment will be treated as addressed in PLACEMENT OF NEW EMPLOYEE. A promotion increase is based on employee s current base pay less any stipends paid for supplemental duties. Salary placement for a promotion will be determined by these guidelines: 1. If the employee s current base pay rate is less than the midpoint for the new job, the standard increase shall be ten (10) percent of the new midpoint. Eample: new midpoint = $14.00 Times().10 $ 1.10 increase amount 2 If the employee s current base pay rate is greater than the midpoint for the new position, the standard increase shall be five (5) percent of the new midpoint. Eample: new midpoint = $14.00 Times().05 $.70 increase amount 3. Considerations will be given to the pay of other employees in the same position. The standard promotion increase may be reduced accordingly to maintain internal pay equity. DATE ISSUED: 8/17/09 REVISED: 10/11/16 Page 6 of 19

7 4. No employee will be paid less than the minimum or more than the maimum of the new pay range. [See (Ehibit)D] DEMOTION DEFINED PAY ADJUSTMENTS FOR DEMOTION REVIEW OF PAY RANGES AMOUNTS OF STRUCTURE ADJUSTMENT STRUCTURE ADJUSTMENT PROCEDURE A demotion occurs when an employee is reassigned to a different job at a lower pay grade level. Demotions may be voluntary or involuntary. Position reclassification or general salary structure changes are not considered demotions. A reduction in pay as a result of a demotion will be made at the discretion of the Superintendent. When a pay reduction is made for a demotion, the employee s base pay rate will be reduced to the same relative position within the new pay range, typically measured as a ratio of the employee s salary to the range midpoint. For eample, if the employee s base pay was a 110 percent of the midpoint in the lower pay range. Pay adjustments may also be made for a longer or shorter work year associated with the change in assignment. The Superintendent will review pay range structures annually and make adjustments as needed. Pay ranges should be adjusted by an equal percent factor. The amount of percent adjustment made to pay ranges should be less than the percent adjustment made to the employee pay within the structure (i.e., the percent increase budgeted for pay raises). To prevent salary compression problems between new employees and eperienced employees, the pay increase budget must be sufficient to advance salaries within the pay range faster than the range itself is being adjusted. After the pay increase budget is established, the Superintendent will determine the appropriate amount of adjustment for pay-range in the District. To adjust a pay range structure, the adjustment factor will be applied to the midpoint of each pay range. The minimum and maimum rates of each range will then be recalculated off the adjusted midpoint to preserve the structure. Adjustments to pay ranges should be made prior to the calculation of general pay increases. Eample: Illustrated procedure for a range spread of 50 percent Unadjusted Unadjusted Unadjusted Minimum Midpoint Maimum (80% of midpoint) (120% of midpoint) Unadj. Pay range $2,400 $3,000 $3,000 Unadjusted Unadjusted Unadjusted Minimum Midpoint Maimum (80% of midpoint) (120% of midpoint) DATE ISSUED: 8/17/09 REVISED: 10/11/16 Page 7 of 19

8 Unadj. Pay range $2,448 $3,060 $3,672 SUPPLEMENTAL DUTY PAY EXEMPT PERSONNEL NONEXEMPT PERSONNEL METHOD OF PAYMENT TESTS OF EXEMPTION HIGHLY COMPENSATED EMPLOYEE TEST EXECUTIVE TEST A schedule of salary stipends for supplemental duties will be developed, reviewed and published annually. Eempt employees who are assigned supplemental duties that accrue etra pay will be compensated according to the District s schedule for supplemental stipend. [See (Ehibit)A] Noneempt employees who are assigned supplemental duties will be paid on an hourly basis including overtime compensation when hours eceed 40 in a workweek. The hours worked in supplemental duties must be combined with the hours worked in the regular job assignment for determining the total hours worked each week [See (Ehibit)A] Salary Stipends for non-job related activities (such as sponsorship) in amounts less than $500 will be paid in a lump sum. All other stipends shall be distributed in the employee s regular paycheck. There are three primary tests to determine whether an employee is eempt from FLSA: eecutive, administrative, or professional. Each test defines the salary, basis of pay (salary), and job duties. To qualify for eempt status, employees must meet all of the requirements of any one of the tests. The tests are used to define the primary function of the employee when determining eemption. Effective August 23, 2004, the regulations added the Highly Compensated category to the tests. [29 C.F.R ] The Highly Compensated eemption sets a salary threshold of $100,000. Under the Highly Compensated eemption, an employee is deemed eempt if: The employee earns total annual compensation of $100,000 or more, which included at least $455 per week on a salary basis; The employee s primary duty includes performing office or nonmanual work; and The employee customarily and regularly performs at least one of the eempt duties or responsibilities of an eempt eecutive, administrative, or professional employee. [29 CFR ] To be eempt from the overtime and minimum wage requirements of Fair Labor Standards Act, (FLSA), as an administrative employee, the employee must meet the criteria of either the standard test or the Highly Compensated Employee Test for the administrative eemption. The standard test must be used if the employee receives a total annual compensation of less than $100,000. All requirements under either test must be met. DATE EXECUTIVE ISSUED: 8/17/09 REVISED: 10/11/16 Page 8 of 19 STANDARD TEST

9 The employee must perform the following: ADMINISTRTIVE TEST ADMINISTRATIVE STANDARD TEST ADMINISTRATIVE EDUCATIONAL ESTABLISHMENT As a primary duty, be responsible for management of the organization or a department or subdivision; Customarily and regularly direct the work of at least two (2) fulltime employees or equivalent; Be compensated on a salary basis at a rate of at least $455 a week; eclusive of board, lodging or other facilities; and Have the authority to hire or fire, recommended hiring or firing, or, make recommendations that are given particular weight on these and other employment actions. [29 CFR ] To be eempt from the overtime and minimum wage requirements of the Fair Labor Standards Act, (FLSA), as an administrative employee, the employee must meet the criteria of either the standard test or the Highly Compensated Employee Test" for the administrative eemption. The standard test must be used if the employee receives a total annual compensation of less than $100,000. All requirements under either test must be met. The employee must perform the following: Perform office or non-manual work directly related to management or general business operations as primary duty; Perform work that requires the eercise of discretion; Independent judgment in respect to matters of significance; and Be compensated on a salary or fee basis at a rate of at least $455 a week, eclusive of board, lodging, or other facilities. [29 CFR ] Individuals employed in a bona fide administrative capacity in an educational establishment may be classified as eempt under the administrative eemption if they meet the following requirements: Be compensated for services on a salary or fee basis at a rate of at least $455 a week, eclusive of board, lodging, or other facilities or on a salary basis which is at least equal to the entrance salary for teachers in the educational establishment by which employed; and Whose primary duty is performing administrative functions directly related to academic instruction or training in an educational establishment or department or sub-division. The term educational establishment means an elementary or secondary school system. [29 CFR ] Employees whose duties are not directly related to academic instruction or training, such as directors of transportation, finance, payroll, food service, etc., are not covered under this subsection, but may qualify for eemption under one of the other tests, provided the requirements for such compensation are met. DATE ISSUED: 8/17/09 REVISED: 10/11/16 Page 9 of 19

10 PROFESSIONAL TEST PROFESSIONAL STANDARD TEST The professional eemption from the overtime and minimum wage requirements of the Fair Labor Standards Act (FLSA) encompasses two eemptions one for the learned professional and one for the creative professionals. To qualify for either eemption, an employee must meet the criteria of either the appropriate standard test or the Highly Compensated Employee Test. The standard test must be used if the employee receives annual compensation of less than $100,000. In order to meet the eemption test, all requirements under one of the tests must be met. The employee must perform the following: Perform work requiring: Advanced knowledge including the consistent eercise of discretion and judgment in a field of science or learning customarily acquired by a prolonged course of specialized intellectual instruction; or Perform work that requires invention, imagination, originality or talent in a recognized field of artistic or creative endeavor; and Be compensated on a salary basis at a rate of at least $455 a week, eclusive of board, lodging or other facilities. [29 CFT ] LEARNED PROFESSIONAL TEST COMPUTER EMPLOYEES To qualify for the Learned Professional eemption, an employee s primary duty must be the performance of work requiring advanced knowledge in a field of science or learning customarily acquired by a prolonged course of specialized intellectual instruction. This primary duty test includes three elements: The employee must perform work requiring advanced knowledge; The advanced knowledge must be in a field of science or learning; and The advanced knowledge must be customarily acquired by a prolonged course of specialized intellectual instruction. [29 CFR ] Computer systems analysts, computer programmers, software engineers or other similarly skilled workers in the computer field are eligible for eemption as professionals. The FLSA section 13(a)(1) eemption applies to any computer employee compensated on a salary or fee basis at a rate of at least $455 per week, eclusive of board, lodging or other facilities, and the section 13(a)(17) eemption applies to any computer employee compensated on an hourly basis at a rate of at least $27.63 an hour. Under either section 13(a)(1) or 13(a)(17), the eemptions apply only to computer employees whose primary duty consists of: The application of systems analysis techniques and procedures, including consulting with users, to determine hardware, software or system functional specifications; DATE ISSUED: 8/17/09 REVISED: 10/11/16 Page 10 of 19

11 The design, development, documentation, analysis, creation, testing, or modification of computer systems or programs, including prototypes, based on and related to user or system design specifications; The design, documentation, testing, creation, or modification of computer programs related to machine operating systems; or A combination of the aforementioned duties, the performance of which requires the same level of skills. [29 CFR ] STANDARD CLASSIFICATIONS, CONTRACT TERMS, AND SALARY SCHEDULES ADJUSTMENTS TO CONTRACT TERMS AND SALARY SCHEDULES COACHING ADDITIVES Classifications and standard contract terms are authorized in the current salary schedule authorized by the Board. Contract terms may be adjusted when (1) authorized under the Foundation School Program, (2) authorized by the Board, and/or (3) adjusted in a manner set forth in this regulation. Monthly salary schedules for the Teacher Hiring Schedule is based upon the state minimum salary plus the local additives outlined in the current salary schedule General. No adjustments to contract terms and conditions or salary payments may be made without specific authorization from the Superintendent or as set forth in this regulation. Vocational Teachers. Vocational teachers shall be paid a regular teacher s monthly salary for the number of months authorized. Number of months of duty shall be determined by Board approval for the designated unit. In general, positions and month of duty shall be: Teacher Coordinator for ICT, DE, VOE, HECE (11) Homemaking (10) Voc. Agriculture (11.5) Music Teachers. The salary schedule for music teachers shall be the regular teachers salary schedule for the number of months authorized plus the special additives indicated in the current salary schedule. Coaches. The salary schedule for athletic coaches shall be the regular teachers salary schedule for the number of months authorized plus the special additives indicated in the current salary schedule. All special coaching additives are calculated on continuous assignment to coaching duties though out the year. Service of less than a full contract period shall result in a pro rata special additive based on a daily rate. For the purpose of classification of duties and salaries, the assignment of coaches is authorized as indicated below: Group 1 10 ½ Months Additive (See Board Approved Salary Schedule) a) Assistant Varsity Football DATE ISSUED: 8/17/09 REVISED: 10/11/16 Page 11 of 19

12 Allocation = 4 per H.S. b) Boys Head Basketball c) Boys Head Track d) Head Baseball e) Boys Athletic Trainer f) Boys Head Soccer g) Head Volleyball h) Girls Head Track i) Girls Head Basketball j) Girls Head Softball k) Girls Athletic Trainer l) Girls Head Soccer m) Head Tennis Allocation 1 per H.S. Group 1 10 Months Additive (See Board Approved Salary Schedule) a) Head Swimming b) Head Gymnastics Allocation 1 per H.S. c) Girls Head Golf d) Boys Head Golf Group II 10 Months Additive (See Board Approval Salary Schedule) 10 Months Additive (See Board Approved Salary Schedule) a) Boys High School JV Football and Asst. for other sports Allocation = 6 per H.S. b) Girls Assistant Basketball and Assistant Track DATE ISSUED: 8/17/09 REVISED: 10/11/16 Page 12 of 19

13 c) Girls Assistant Basketball and Assistant Softball d) Girls Assistant Volleyball and Assistant Softball e) Boys Junior High School Coordinator and Head Coach Allocation = 1 per J.H.S. f) Girls Junior High School Coordinator and Head Coach Allocation = 1 per J.H.S. g) Girls Title IX Allocation = 1 per J.H.S. h) Junior High Swimming Allocation = 2 (1 PHS 1 Ector) 10 ½ Months = Additive (See Board Approved Salary Schedule) a) Head Boys Cross Country b) Head Girls Cross Country c) Power Lifting coach 10 ½ Months = Additive (See Board Approved Salary Schedule) a) Girls Coordinator b) Dual Sports coordinator c) Assistant Head Football Coach Group III 10 Months Additive (See Board Approved Salary Schedule) a) Boys Junior High Assistant Coaches Allocation = 5 per J.H.C. b) Girls Junior High Assistant coaches Allocation = 4 per J.H.S. c) Junior High Tennis Allocation = 1 per J.H.S. d) Junior High Golf Allocation = 1 per (Ector) e) Junior High Gymnastics Allocation = 4 (2 PHS 1 Ector 1 OHS) f) Adaptive P.E. (11 month eception) DATE ISSUED: 8/17/09 REVISED: 10/11/16 Page 13 of 19

14 Allocation = 3 per school district Group IV 10 Months Additive (See School Board Approved Salary Schedule) a) Elementary Coaches Allocation = 1.5 per Elem. School (P.E. Teacher) The four varsity assistant football coaches shall have contracts that terminate when the contract of the Head Coach/Athletic Director terminates. The new Head Coach/Athletic Director shall be allowed to employ four assistant varsity football coaches subject to approval of the board. Each year on July 1, or as soon thereafter as practicable, the Assistant Superintendent shall identify the names of the four affected coaches. BILINGUAL ADDITIVE ESL ADDITIVE A bilingual teacher shall be eligible for a special Additive (see Board Approved Salary Schedule) ($2100 annually) if the person is: 1) Fully certified as a bilingual teacher, assigned as Pre-K through 5 th grade bilingual teacher of record, and actually teaching bilingual classes in an identified instructional bilingual classroom. 2) Additive for (a) above will be based on percentage of bilingual students assigned to a bilingual teacher. Teacher will get 100% of the additive ($2100) if the teacher has more than or equal to 50% of bilingual students assigned to him/her. Teacher will get 50% of the additive ($1100) if the teacher has less than 50% and more than or equal to 15% of assigned bilingual students. A teacher with less than 15% of assigned bilingual students will receive a $300 additive. The bilingual additive will be calculated based upon bilingual student assignments reflected in the Fall and Spring PEIMS snapshot. Two pay checks will be granted to the teacher who instructs bilingual students during the current academic year. Corresponding additive will be divided between two checks: one in December and another in June. Students whose parents denied services in the Bilingual program (Parent Denials), Monitor year 1 and Monitor year 2 students do not count as part of the additive. EXCEPTION: The appropriate Assistant Superintendent or Eecutive Director may submit a recommendation for an eception to the regulation. The Chief Human Resource Officer and the Chief of Staff will review the recommendation for final approval. A teacher shall be eligible for an ESL Special Additive (see Board Approved Salary Schedule) ($2100 annually) if the person is: DATE ISSUED: 8/17/09 REVISED: 10/11/16 Page 14 of 19

15 1) In Grades PreK 12, fully certified as Generalist or certified in his/her content area (ELA, ELAR Reading, Math, Science, Social Studies or Special Education or Gifted and Talented) and certified in ESL. 2) Additive for (a) above is based on percentage of ESL students assigned to a teacher. Teacher will get 100% of the additive ($2100 of record as described in number 1 above) if the teacher has more than or equal to 50% of ESL students assigned to him/her. Teacher will get 50% of the additive ($1100) if the teacher less than 50% and more than 15% of assigned ESL students. A teacher with less than or equal to 15% of assigned ESL students will receive a $300 additive. The ESL additive will be based upon ESL student assignment reflected in the PEIMS snapshot. Two pay checks will be granted to teachers who instruct ESL students during the current academic year. Corresponding additive will be divided between two checks: one in December and another in June. Parent Denials, Monitor year 1 and Monitor year 2 students do not count as part of the additive. 3) Campus principal shall collaborate with the Bilingual/ESL director and respective HR Director to designate and complete required assignment change for the Generalist, Content or Special Education and ESL certified teachers who are participants in the ESL program cohort. 4) The designated teacher must be approved by the Bilingual/ESL Director and the Eecutive Director of Special Education as applicable. 5. All eligible teachers shall complete and document mandatory District requirements for sheltered instruction and ELPS training annually. 6) The designated teacher(s) shall collaborate with the campus lead ESL teacher regarding all aspects impacting ESL students (LPAC process/paperwork, monitoring instruction ) ELIGIBILITY REQUIREMENTS FOR REIMBURSEMENT OF ESL TEES TRAINING AND ESL CERTIFICATION FEES Teachers who obtain an English as a Second Language (ESL) certification are eligible to be reimbursed once for the cost of taking the TEES eam and fees associated with having it added to their certification. DATE ISSUED: 8/17/09 REVISED: 10/11/16 Page 15 of 19

16 REQUIRED DOCUMENTATION The following items must be submitted to the Bilingual/ESL Department in order for a reimbursement request to be processed and approved. 1) A copy of the official ESL TEES Eam Score Report reflecting a passing score; and 2) A copy of the receipt reflecting the cost of taking the ESL TeES Eam which must contain the teacher s name; and 3) A copy of the receipt reflecting the cost of adding the ESL endorsement onto the certification via the State Board for Educator Certification (SBEC). CIRCUMSTANCES REQUIRING PRIOR APPROVAL SECONDARY (7-12) CERTIFIED MATH OR SCIENCE SPECIAL EDUCATION Additional fees associated with late or emergency registration for the ESL TEES eam may qualify for reimbursement. Requests are subject to the approval of the Bilingual/ESL Director. Only the requests approved by the Bilingual/ESL Director will qualify for reimbursement. A teacher shall be eligible for a special additive (See Board Approved Salary Schedule) if the person is: a) Fully certified as a math or science teacher b) Assigned to teach in a regular secondary math or science classroom setting c) Teaching no less than 50% of instructional time of a school day in a regular secondary math or science classroom setting EXCEPTION: The appropriate Assistant Superintendent or Eecutive Director may submit a recommendation for an eception to the regulation. The Chief Human Resource Officer will review the recommendation for final approval. Upon initially being hired by the District, a certified teacher shall be eligible for a one-time signing incentive (See Board approved Salary Schedule). The certified teacher must be placed in a critical shortage area as defined by the Human Resource Department in order to be eligible for the signing incentive. The certified teacher will receive the incentive on the first regular paycheck following their employment date. A teacher shall be eligible for a special additive (See Board Approved Salary Schedule) if the person is: a) Fully certified as a special education teacher, and b) Actually teaching classes of students identified as Severely/Profoundly Handicapped (SPH), Emotionally Disturbed (ED), Training Mentally Retarded (TMR), Orthopedically Handicapped (OH), Multi-handicapped (H), or Autistic. Special Education teachers serving all other special education students shall be eligible for a $250 DATE ISSUED: 8/17/09 REVISED: 10/11/16 Page 16 of 19

17 HIGH SCHOOL ACTIVITIES ACADEMIC DECATHLON ADDITIVES OTHER SPECIAL ADDITIVES MASTER DEGREE ADDITIVE MASTER DEGREE INCENTIVE PROGRAM SECONDARY AVID CAMPUS COORDINATOR additive. Teachers receiving a special education additive shall not be eligible for any other classroom additive. EXCEPTION: The appropriate Assistant Superintendent or Eecutive Director may submit a recommendation for an eception to the regulation. The Chief Human Resource Officer will review the recommendations for final approval. At the conclusion of each Spring District UIL Meet, each high school UIL principal shall submit to the Payroll office the names of faculty members engaged in the program and the amount of pay due each teacher. The minimum grant shall be $100, and the maimum shall be $250, regardless of number of staff entitled to the grant. At the conclusion of the annual Academic Decathlon activities, each secondary principal shall submit to the payroll office the names of faculty members engaged in the program and the amount due each teacher. The maimum grant shall be $1,250 in a high school and $600 in a junior high school. The schedule of special additives is included in the current salary schedule adopted by the Board. An employee paid on the teacher step salary schedule (if not a job requirement) shall be eligible for the $2,600 additive per year upon providing an official transcript confirming the completion of a Master Degree. The additive will be paid monthly in 12 equal payments. An employee paid on the teacher step salary schedule that have not completed a Master Degree may apply for the Master Degree Incentive Program. Program Requirements: Apply to program Provide a degree plan with appropriate signatures Upon acceptance into the program, the employee will provide an official transcript with grades and a receipt for payment to be reimbursed for the courses completed. Grades of A or B are acceptable for reimbursement. Employees receiving financial aid, (scholarships or grants) do not qualify. An employee will be reimbursed according to the schedule of stipends and additives. No employee will be reimbursed for more than the maimum amount in one year. An AVID teacher shall be eligible for a stipend (See Board Approved Salary Schedule) if the person is: a. Fully Certified as a secondary teacher, and DATE ISSUED: 8/17/09 REVISED: 10/11/16 Page 17 of 19

18 b. Serving as the campus AVID Coordinator/teacher, and who oversees site team meetings, AVID data, Certification Self Study (CSS), and other etra coordinating duties involved. Teachers who teach AVID, but are NOT designated as the Coordinator do NOT receive the stipend. SUBSTITUTE TEACHERS Substitute teachers will be paid in accordance with the Board Approved Salary Schedule [See (EXHIBIT)A] Substitute teachers shall have a minimum of 45 semester hours of college credit. Eperience credit for local salary purposes shall be determined by the Teas Education Agency for Foundation School Program (F.S.P.) eligibility, ecept: 1) As authorized by the board, or 2) Under the following local conditions. To receive one year s local eperience for salary purposes, personnel shall work: a) At least one-half the days in a contract period, or b) At least 85 days in the period covered by the F.S.P. authorized months. In instances where an individual is given advanced placement on the salary schedule, the individual shall advance each year. However, should the individual leave the position for which advanced placement is authorized future calculations of eperience credit shall be made from actual creditable eperience and shall be based upon the schedule in force at the time of the change. Standard contract terms shall be as follows: 10 months 10 ½ months 11 months 11 ½ months 12 months No special additives are authorized for administrative or supervisory personnel. The Master s degree is the minimum requirement for all principals and assistant principals, as well as all system administrative and supervisory positions that work directly with curriculum and instruction of pupils. In addition, all administrative and supervisory positions that work directly DATE ISSUED: 8/17/09 REVISED: 10/11/16 Page 18 of 19

19 with curriculum and instruction of pupils shall hold valid state certification for the work performed. Additional qualifications may be set forth in the approved job description for each administrative or supervisory position. SUBSTITUTE PRINCIPALS ADJUSTMENTS TO WORK YEAR TERMS NON-CONTRACT STATUS Substitute principals will be paid in accordance with the Board Approved Salary Schedule. [See (EXHIBIT)A] The assumption is made of an eight-hour workday. Jobs requiring less than eight hours of work shall be treated on an individual basis. The scheduled workday for each noneempt employee shall be eight hours, eclusive of lunch periods. Transportation workers shall work hours assigned by the Director of Transportation; and food service works shall work hours assigned by the Director of Food Services. No Special additives are authorized for noneempt personnel. Substitute, part-time, and temporary workers will be paid in accordance with the Board Approved Salary Schedule. [See (EXHIBIT)A] The beginning and end date of the work year shall be as specified by the Chief Human Resource Officer or appropriate department administrator. No person in the noneempt pay groups shall be construed as having a contract of employment or any property interest in the work. Any full-time employee who is on the teacher salary schedule will be eligible for a $3,000 retention incentive. Full time instructional aides will be eligible for an $800 retention incentive. All full time paraprofessionals (ecluding instructional aides) will be eligible for a $300 retention incentive. The teacher retention incentive will be paid in two $1,500 payments in December and May. The Instructional aide retention incentive will be paid in two $400 payments in December and May. The paraprofessional retention incentive will be paid in two $150 payments in December and May. Qualification will also be based on status of employment on a specific day in December and May, and will be set each year that this incentive is active. Qualifying employees on leave without pay might not receive the incentive until they return to work and pay is evaluated. Qualifying employees who do not work the entire school year will receive the incentive according to the prorated schedule. This incentive is not part of the regular salary schedule and will be evaluated in subsequent years and will only be offered if funding eists to sustain the incentive. DATE ISSUED: 8/17/09 REVISED: 10/11/16 Page 19 of 19