THE SCHOOL BOARD HIGHLANDS COUNTY 2012/2013 SALARY SCHEDULE

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1 THE SCHOOL BOARD OF HIGHLANDS COUNTY 2012/2013 SALARY SCHEDULE To be effective July 1, 2012 (Unless otherwise specified)

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3 THE SCHOOL BOARD OF HIGHLANDS COUNTY SALARY SCHEDULE 2012/2013 TABLE OF CONTENTS Page PAYROLL DATES...1 I. ADMINISTRATIVE and ELECTED PERSONNEL...2 A. Administrative Salary Schedules...3 B. Elected Personnel Salary Schedules...6 II. INSTRUCTIONAL PERSONNEL...7 A. Members of Instructional Bargaining Unit...8 B. Teachers Years of Experience...9 C. Supplements...11 D. Differentiated Pay...16 E. Substitute Teachers Non-Bargaining...17 III. NON-INSTRUCTIONAL BARGAINING SUPPORT PERSONNEL...18 A. Classified Personnel - Bargaining...19 IV. NON-INSTRUCTIONAL NON-BARGAINING SUPPORT PERSONNEL...23 A. Managerial Staff / Specialized - Non-Bargaining...24 B. Specialized Non-Bargaining...25 C. Classified Personnel Non-Bargaining.29 V. MISCELLANEOUS SALARY SCHEDULE...32 A. Miscellaneous Salary Information...33

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5 PAYROLL DATES ON THE 15 th AND THE LAST DAY OF EACH MONTH, THE FOLLOWING WILL RECEIVE CHECKS: Administrative Personnel Bus Attendants Instructional Personnel Lunchroom Personnel Managerial Personnel Miscellaneous Non-bargaining Non-instructional - Bus Operators Non-instructional - 11 and 12 months Other Non-instructional - 10 and 10 1/2 months Substitutes Teachers will receive their first paycheck on the last pay date in August, When a payday falls on or during a school holiday or weekend, employees shall receive their paychecks on the last previous working day prior to the holiday. Employees who receive multiple summer installments will receive the remainder of their contracted salary in the last June paycheck. Employees will receive pay for supplemental positions as per finance memorandum #M00212rb. 1

6 I. ADMINISTRATIVE AND ELECTED PERSONNEL 2

7 A. ADMINISTRATIVE SALARY SCHEDULES The salary of the Superintendent shall be at least 10% greater than that of the highest paid administrator in the district. POSITION BASE SALARY 2012/2013 SCHOOL BASED ADMINISTRATORS High School Principal Middle School Principal Elementary Principal High School Assistant Principal * Middle School Assistant Principal * Elementary School Assistant Principal * $75, $71, $67, $61, $58, $57, DISTRICT BASED ADMINISTRATORS Deputy Superintendent Assistant Superintendent of Curriculum & Instruction $82, $79, Assistant Superintendent of Business/Operations $79, Director of Elementary Programs $67, Director of Secondary Programs $67, Director of Student Support Services $67, Director of Facilities $67, Director of Finance $67,

8 Director of Human Resources, Recruitment & Professional Development $67, Director of Transportation $67, Director of Food and Nutrition Service $67, Director of Management Information Services $67, Coordinator of Career and Technical Education $66, Coordinator of Student Services $66, Coordinator of Purchasing $66, Coordinator of Exceptional Student Education * $57, *11-MONTH CONTRACT POSITION BASE SALARY 2012/2013 Director of Heartland Educational Consortium $75, Coordinators/HEC $67, Coordinators/HEC 11 months / 8 hours $57, Project Manager/HEC 11 months $57, In addition to this base rate, the administrator will earn 1.1% per year for administrative experience up to 15 years. At year 16, the administrator will earn % over the base. Assistant Principals will earn 1.1% of the base per year up to 16 years. At year 17, the Assistant Principals will earn % over the base. Administrators may be placed on the appropriate salary schedule as recommended by the Superintendent. It will be based on the following criteria: 1. Years of related experience 2. Market conditions and availability 4

9 Compensation for advanced degrees earned from an institution which was accredited at the time the degree is awarded will be added after experience is calculated on the base as follows: Specialist $2, Ph.D. $3, Administrative employees will have $50,000 of term life insurance paid by the Board. Effective October 1, 1994, the position of Deputy Superintendent and Assistant Superintendents were enrolled in the Senior Management Class of the Florida Retirement System. The chief negotiator for the School Board s bargaining teams will be paid a supplement of $ Other members of the team will be paid a supplement of $ The supplement for each Principal who supervises/mentors a Preparing New Principal (PNP) Program participant (new Assistant Principal) shall be $1,000 per year, payable at the end of the two-year PNP Program and upon submission of the PNP participant s portfolio to the Department of Human Resources, Recruitment and Professional Development Director and the Superintendent. The supplement for each Principal who supervises/mentors a new Principal as part of the district s New Principal Protégé (NPP) Program shall be $1,000 per year, payable at the end of the one-year program (extension of an additional year may be granted by the Superintendent upon agreement of mentoring Principal, new Principal and Department of Human Resources, Recruitment and Professional Development Director). Performance-Based Pay Plan for Administrators The School Board s Human Resources Leadership Effectiveness, Assessment and Development (L.E.A.D.) Plan includes an incentive plan that rewards 12-month District Administrators and School-Based Administrators for their performance. There are two levels of monetary recognition in the plan. District-based Administrators Tier I ($2,000) Tier II ($1,000) School-based Administrators Tier I A 5% pay for performance bonus may be earned in addition to their individual salary as per (1) (4). Tier II Eligibility based on L.E.A.D. Plan performance appraisal guidelines. Performance based pay earned in one fiscal year will be paid in the next fiscal year. Availability of performance-based pay is at the discretion of the Superintendent, determined by budgetary considerations. Returning Administrative Retirees After meeting FRS guidelines regarding the definition of normal retirement, returning administrative retirees will be placed on the beginning pay level for the position held based on the Board approved salary schedule. 5

10 B. ELECTED PERSONNEL SALARY SCHEDULES The salary of the Superintendent is established by the calculation provided by the state and based on the population of the county. Under Florida Statute and (1) a locally established factor may be added into the Superintendent s salary as well as the state requirement of $2,000 for state certification as a Superintendent. SUPERINTENDENT Base $112, Certification $ 2, Locally Established Factor $.00 Total Salary $114, The new salary schedule will now be in effect for the 2012/2013 fiscal year and therefore is in effect as of July 1, SCHOOL BOARD MEMBERS Base $30,

11 II. INSTRUCTIONAL PERSONNEL

12 MEMBERS OF INSTRUCTIONAL BARGAINING UNIT The schedule below is the product of extensive, cooperative negotiations between the Highlands County Education Association (HCEA) and the Office of the Superintendent. It applies to all members of the bargaining unit as defined in the contract negotiated in compliance with. Ch This schedule lists the base salary for members holding a valid Florida Educator s Certificate, regardless of each individual s contractual status. The schedule lists salary as an annual figure. For working part-time beyond the regular contract year, (including summer school), pay will be computed in terms of the individual s professional hourly rate. The professional hourly rate is derived by two calculations. The individual s annual base salary is divided by the number of contracted days worked to obtain the daily rate. The daily rate is then divided by seven (7) to obtain the hourly rate. INSTRUCTIONAL SALARY SCHEDULE 2012/2013 EFFECTIVE July 1, 2012 Schedule 1 LEVEL AMOUNT 1 $34, $34, $35, $35, $36, $38, $40, $42, $44, $46, $50, $54, ASSOCIATE TEACHER $31,000 CLASSROOM TEACHING ASSISTANT $25,000 The Board will fully pay the single coverage cost of health benefits for the school year. The supplement schedule will continue to be indexed at step three (3) for district employees and step one (1) for nondistrict employees. The Associate Teacher Salary is listed in Article XIV Wages and Salary of the Instructional Contract. BEGINNING JULY 1, 2006, ALL NEW EMPLOYEES SHALL RECEIVE THEIR PAYCHECK VIA DIRECT DEPOSIT AND DOCULIVERY 8

13 B. TEACHERS YEARS OF EXPERIENCE The chart below correlates years of experience to the appropriate salary level. It is to be used for all new Teachers hired during FY 2012/2013 excluding teachers on Associate Teacher Pay. After a teacher is placed on the appropriate level in their year hired, they will advance 1 level each year per that year s collective bargaining agreement. YEARS EXPERIENCE LEVEL 0 1 1/2 2 3/4 3 5/6/ / / / /

14 Below is a listing of terms of contracts held by various instructional staff members. POSITION NUMBER OF MONTHS WORKED NUMBER OF DAYS WORKED NUMBER OF HOURS WORKED Teacher Classroom Teacher Associate Teacher Itinerant Teacher Guidance Teacher Media Crisis Intervention Social Worker ESE Program Specialist Psychologist Resource Teacher A. Associate Teacher When an applicant is hired on a Temporary Educator s Certificate, he/she shall be placed at a salary of $31,000 annually for the current school year. Such a person shall be designated an Associate Teacher. B. Classroom Teaching Assistant (CTA)- To support Class size Amendment requirements, when an applicant is hired to serve in a classroom as the co-teacher assisting a supervising teacher, he/she shall be placed at a salary of $25,000 annually for the current school year. CTA s shall hold a valid Educator s Certificate. C. A year s credit for experience is earned if the employee receives monetary compensation for at least one day over half of the normal contract period (for teachers on a 196-day contract, this calculates to 99 days). D. The salary of ROTC instructors shall be at least the minimum instructor pay as calculated by the Air Force or Army. The work year for ROTC instructors shall be 10 calendar months. E. Returning instructional retirees (who meet the definition of normal retirement ) and approved DROP extenders will be placed on the beginning pay level for the position held based on the Board approved salary schedule. 10

15 C. SUPPLEMENTS The following salary supplement schedule will be in effect for the school year 2012/2013. All position supplements must be justified by the administrator, recommended by the Superintendent, and approved by the School Board. Addenda Code ASSIGNMENT INDEX SUPPLEMENT AMOUNT IN-HOUSE LEVEL 3 SUPPLEMENT AMOUNT PUBLIC LEVEL Athletic Director High School , , Athletic Director Middle School , , Athletic Trainer High School , , Athletic Trainer Middle School Business Manager High School , , Baseball and Softball 337 Head Coach High School , , Assistant Coach High School , , Junior Varsity Coach , , A Junior Varsity Assistant Coach , , Middle School Coach , , Assistant Middle School Coach Basketball 334 Head Coach High School , , Junior Varsity Coach , , Middle School Coach , , Assistant Middle School Coach Cheerleaders 370 Varsity , , Assistant , ,

16 Addenda Code ASSIGNMENT INDEX SUPPLEMENT AMOUNT IN-HOUSE LEVEL 3 SUPPLEMENT AMOUNT PUBLIC LEVEL Middle School , , Cross Country 353 Cross Country Coach , , Football 332 Head Coach High School , , Assistant Coach High School , , Junior Varsity Coach , , H Head Coach Middle School , , A Assistant Coach Middle School , , Golf 346 Golf Coach , , J.V. Golf Coach Soccer 355 Head Coach High School , , A Assistant Coach High School , , Middle School Coach , , Swimming Coach 342 Head Coach High School , , Assistant Coach High School , , Tennis 349 Tennis Coach , , Track 339 Head Coach High School , , Assistant Coach High School , ,

17 Addenda Code ASSIGNMENT INDEX SUPPLEMENT AMOUNT IN-HOUSE LEVEL 3 SUPPLEMENT AMOUNT PUBLIC LEVEL 0 Volleyball 351 Head Coach High School , , Assistant Coach High School , , Middle School Coach , , Weight Lifting 396 Weight Lifting Coach High School , , A Weight Lifting Assistant Coach Wrestling 344 Head Coach High School , , Assistant Coach High School , , Academic Team Advisor 361 High School , , Middle School Annual Sponsor 309 High School , , Middle School Band Director 303 High School , , H Marching Band Assistant High School Middle School , , Band Auxiliary , , Class Sponsor 305 Senior Class , ,

18 Addenda Code ASSIGNMENT INDEX SUPPLEMENT AMOUNT IN-HOUSE LEVEL 3 SUPPLEMENT AMOUNT PUBLIC LEVEL 0 305J Junior Class , , SO Sophomore Class F Freshman Class Choral Director 304 High School , , Middle School E Elementary School FBLA (Future Business Leaders of America) 363 High School , , Middle School FCCLA Sponsor (Family Career & Community Leaders of America) 302 High School , , Middle School FFA Sponsor (Future Farmers of America) 302F High School , , F Middle School , , JROTC 364 Commander , , Assistant Officer , , National Honor Society , , National Junior Honor Society Newspaper Sponsor High School Newspaper Sponsor Middle School

19 Addenda Code ASSIGNMENT INDEX SUPPLEMENT AMOUNT IN-HOUSE LEVEL 3 SUPPLEMENT AMOUNT PUBLIC LEVEL 0 Student Government Advisors 360 High School , , Middle School Elementary School Others 400 Substitute Designee 1, N/A 380 Flex Positions High School (Maximum of 2 per school) Flex Positions Middle School (Maximum of 2 per school) Triad Supplement SADD Sponsor N/A Flex positions are approved by the Principal. Student participation must be proven from previous experience. These supplements are for existing, active, successful non-athletic activities. 15

20 D. DIFFERENTIATED PAY ADVANCED DEGREE SUPPLEMENTS (1)(c) Pay for advanced degrees (for teachers or school administrators) may be provided for those hired on or after July 1, 2011 only if the degree is held in the area of certification and is only a salary supplement. Supplements for an advanced degree will be paid retroactive to the date the degree was conferred as indicated on the transcript, if received within the current school year. DEGREE AMOUNT Masters $2, Specialists $2, Doctorates $3, CRITICAL SHORTAGE INDEX ESE Program Staffing Specialist Occupational Therapist Physical Therapist Licensed Mental Health Counselor Psychologist Social Worker Speech Pathologist Teachers of the Speech Language Impaired *Base Salary x 1.13 for 196 Days *Base Salary x 1.13 for 196 Days *Base Salary x 1.13 for 196 Days *Base Salary x 1.13 for 196 Days *Base Salary x 1.13 for 196 Days *Base Salary x 1.13 for 196 Days *The Base salary for these positions shall be the salary earned by that individual on the Board adopted teacher salary schedule multiplied by

21 ADDITIONAL SUPPLEMENTS FOR DIFFERENTIATED PAY ( ) Eligible Instructional and Administrative personnel meeting category requirements listed below must work in the assignment at least one (1) day over half of their contract period in order to be paid the supplement. CATEGORY I Supplement Amount School Demographics Classroom teachers who teach core academic subject areas based on FLDOE course code for at least 50% of the day and School Administrators who meet the following criteria: School in ESEA Focus or Priority Category (D school for 3 or more years or F school; required under NCLB) AND Schools that meet all of the criteria below: D school for less than 3 years School population of 60% or higher minority students. School population of 80% or higher of students on free & reduced lunch. CATEGORY II $800 Supplement amount may vary based on # of schools meeting Category I requirements and funds available. Level of Job Performance Difficulty (classroom teachers) Classroom teachers who hold the applicable certification and/or endorsement and are teaching students corresponding to the following endorsement areas based on FLDOE Course Code: $700 Teaching Reading and ESOL, instructing ELL students and fully certified/endorsed in both Reading and ESOL. Teaching Reading at least 50% of day and fully certified/endorsed in both Reading and ESOL. Teaching Intensive Math at least 50% of day and certified / HQ in Math. CATEGORY III Critical Shortage Areas Classroom Teachers who are certified and HQ for all subjects taught based on FLDOE Course Code in the following subject areas: 100% Full-time ESE self-contained classroom teachers. (BIC Unit Teachers =additional $100). High School upper level and STEM core academic courses including DE, AP, Honors, IB (Math, Science, English) for at least 50% of day. CATEGORY IV $600 Additional Responsibilities: Teacher Development Peer/mentor teachers ITRT s *CLT members *See Board approved job description for CLT s to be paid up to 50 additional hours $500 17

22 E. SUBSTITUTES NON-BARGAINING The following schedule applies to SBHC approved substitutes. Every substitute must have in their personnel file one of the following: a) valid SBHC substitute certificate b) valid Educator s Certificate or c) valid Statement of Status of Eligibility (SOE) issued by the FLDOE. The individual's daily rate of pay is based on the amount of educational training completed. The following scale will be used in 2012/2013. These rates are effective on December 10, 2007 to be reflected on the January 15, 2008 check. INSTRUCTIONAL ASSIGNMENT LEVEL DAILY RATE High School Diploma $67.00 Associate Degree $72.00 Bachelor's Degree $82.00 Master s Degree or Higher $84.00 Degreed/Certificated Short-Term Substitute $ The following regulations apply to the degreed/certificated short-term substitute rate: 1. The substitute must hold a valid Educator s Certificate from any state or a valid SOE verifying requirements for issuance of a temporary or professional certificate to qualify for this rate. 2. This special daily rate is to compensate the substitute for their fulfillment of all the duties and responsibilities of the absent teacher, including open house and report card evenings. 3. This rate will only apply when the teacher s absence exceeds 20 continuous days in the same classroom assignment. 4. A principal may direct degreed/certified short-term substitutes to work teacher work days as needed. 5. This substitute designation must be recommended by the Principal and approved by the Superintendent. NON- INSTRUCTIONAL ASSIGNMENTS Substitutes filling a non-instructional contracted position will be paid at the entry level (0 experience), hourly rate for the clerk I position. These positions include all clerical, paraprofessional, part-time employees or emergency personnel. 18

23 III. NON-INSTRUCTIONAL BARGAINING SUPPORT PERSONNEL 19

24 A. CLASSIFIED PERSONNEL BARGAINING PAY GRADE POSITION NUMBER OF MONTHS WORKED DUTY DAYS WORK DAY 5 Custodian I 11/12 216/256 Varies 5 Food & Nutrition General Worker Varies 7 Athletic Fields/Grounds Keeper I Varies 7 Bus Attendant Varies 7 Clerk I 10/10 ½/11/12 196/206/216/256 Varies 7 7 Custodian II Food & Nutrition Assistant 11/12 216/256 Varies Varies 7 Health Worker I /196/216 Varies 7 Machine Operator Varies 7 MIS Technician I 11/12 216/256 Varies 7 Paraprofessional I Varies 8 Clerk II 10/11/12 196/216/256 Varies 8 Health Worker II 10/11 185/196/216 Varies 8 Receptionist/Switchboard Varies 8 Secretary I 10/10 ½ /11/12 196/206/216/256 Varies Paraprofessional II Athletic Fields/Grounds Keeper II Food & Nutrition Assistant Manager Varies Varies Varies 9 Delivery Worker 10/12 196/256 Varies 9 Secretary II 10 ½/11/12 206/216/256 Varies 9 9 Paraprofessional III Varies Transportation Parts Room Technician Varies 10 Bookkeeper III 11/12 216/256 Varies 20

25 PAY GRADE POSITION NUMBER OF MONTHS WORKED DUTY DAYS WORK DAY 10 Bus Operator Varies 10 Clerk III 11/12 216/256 Varies 10 Mechanic I Varies 10 Secretary III 10 Volunteer Program Specialist (Academy) 11/12 216/256 Varies Varies 11 Bookkeeper IV 11/12 216/256 Varies 11 Clerk IV Varies 11 Data Operator - High School 11/12 216/256 Varies 11 Desktop Publisher Varies 11 Mechanic II Varies 11 MIS Data Operations Tech I Varies 11 Plant Operator Elem. & Middle Varies 11 Secretary IV 11/12 216/256 Varies 11 Stock Clerk-Shipping/ Receiving Varies 12 Resource Assistant Varies 12 Clerk V Varies 13 Mechanic III Varies 13 MIS Data Operations Tech II Varies 13 MIS Technician III 10/12 196/256 Varies 21

26 PAY GRADE POSITION NUMBER OF MONTHS WORKED DUTY DAYS WORK DAY 13 Plant Operator High School Varies 14 Inventory Specialist Varies 14 Mechanic IV Varies 14 Printer Varies 15 Mechanic V Varies 15 MIS Data Operations Tech III Varies 15 MIS Technician V Varies The above positions require the number of months and hours indicated unless revised and approved in writing by the Superintendent. The following chart lists the wage of each pay grade and shows the experience increment. The annual salary is determined by multiplying hourly rate (including approved experience), times the number of hours worked, times the number of duty days. Sample Pay Grade 7 5 years experience - 12 months duty days - 8 hours: $10.13 x 8 = $81.04 daily x 256 = $20, annual. The salary for summer school employees will be calculated by using the employee s hourly rate of pay for the school year preceding summer school. Paraprofessionals that are fully credentialed as an American Sign Language (ASL) interpreter and are assigned by the Director of Student Support Services to provide interpreting services for deaf students will receive an index of.13 of their salary. Returning support/non-instructional retirees who meet the definition of normal retirement will be placed on the beginning pay level for the position held based on the Board approved salary schedule. Effective July 1, 2012, the following shall apply: Said employees will be considered to be rehired retirees (for salary scale purposes) if they retired with 30 years in the system and/or are 62 years of age AND receiving a pension or disbursement of funds in whole or in part from their respective retirement plan. Individuals considered to be rehired retirees will return to the beginning level of pay appropriate for the position for which they are hired. 22

27 Pay grade Years School Board of Highlands County Non-Instructional Bargaining 2012/2013 Salary Schedule No new employee shall be awarded more than (5) years experience on the Salary Schedule except as stated below: The Superintendent may declare a critical shortage in a job classification. In order to attract applicants for such classification, the Superintendent may authorize that the new employee hired be allowed to bring in up to ten (10) years of relevant/comparable experience credit. For such employees only, verified relevant/comparable experience shall be considered. Beginning July 1 st 2006, all new employees shall receive their paycheck via direct deposit and Doculivery. Non-Instructional Bargaining Employees hired prior to 10/9/12 shall receive a one-time bonus for the school year as follows: (Employee s contract work hours) x (Employee s Actual contract days) x ($0.35) 23

28 IV. NON-INSTRUCTIONAL NON-BARGAINING SUPPORT PERSONNEL 24

29 A. MANAGERIAL STAFF/SPECIALIZED NON-BARGAINING This group includes individuals responsible for recommending employment and termination, directing and evaluating staff, organizing work, and overseeing budget matters. They are considered salaried/exempted employees and are not covered by wage/hour restrictions within the Fair Labor Standards Act (FLSA). All positions are for twelve (12) months and at least eight (8) hours per day. These positions and the base salary of each are: 12-MONTH POSITIONS BASE SALARY 2012/2013 Manager/Accounting $51, Manager/Computer Repair and Installation $51, Manager/Construction /UBCI $47, Manager-Maintenance/Fire Environmental Safety $43, Manager/Garage $43, Manager/Transportation Operations $43, Manager/Human Resources, Recruitment & Professional Development $43, Manager/Finance and Human Resource Data Base $43, Manager/Student Database and FTE $43, Manager/Network $43, Manager- Maintenance/Safety, Health and Casualty $43, Manager-Food & Nutrition Services $43, Accountant $38, Area Transportation Supervisor $31, % per year for approved supervisory, related, or technical experience will be added to the base rate, up to 16 years. At year 17, the Manager will earn % over the base salary. Credit for verified managerial experience may be granted. The employee will be placed on the appropriate level on the Salary Schedule to reflect this credit. Employees on the managerial/specialized staff salary schedule who hold Bachelor s degrees or higher from an accredited institution and provide verification of degree conferral to the Department of Human Resources, upon approval, will receive $1, added to base compensation. 25

30 B. SPECIALIZED NON-BARGAINING They are considered salaried/exempted employees and are not covered by wage/hour restrictions within the Fair Labor Standards Act (FLSA). All positions are for eleven (11) months and at least eight (8) hours per day. These positions and the base salary of each are: 11-MONTH POSITIONS BASE SALARY 2012/2013 Content Area Specialist $61, Educational Research Specialist $61, % per year for approved supervisory, related, or technical experience will be added to the base rate, up to sixteen (16) years. At year 17, Specialists will earn % over the base. The employee will be placed on the appropriate level on the Salary Schedule to reflect this credit. Compensation for advanced degrees will be added to the base as follows: DEGREE AMOUNT Specialists $2, Doctorates $3,

31 FOOD & NUTRITION MANAGERS BASE SALARY 2012/ Days - 8 Hours Per Day $25, Days 8 Hours Per Day $32, % per year for approved supervisory, related or technical experience will be added to the base rate, up to seventeen (17) years. At year 18, Food & Nutrition Managers will earn % over the base. Credit for verified comparable experience may be granted. The employee will be placed on the appropriate level on the Salary Schedule to reflect this credit. Managerial employees will have $50,000 of term life insurance paid by the Board, effective January 1, Returning managerial/specialized retirees will be placed on the beginning pay level for the position held passed on the Board approved salary schedule. SY Manager Incentive Plan I. Site Manager (30 points total) A. Specific Criteria- listed below are 4 functional areas with specific points describing areas that will be used to rate performance and establish incentive ratings 1. Evaluations and Professional Development (0-12 points) 1. Manager Evaluations (0-4 points) - Up to 4 points will be distributed based on the performance evaluations completed annually. From 0 to 12 quality points will be assigned to each area of the performance evaluation and the average (by percentage) will be multiplied by the 4 points for this area. 2. Site Evaluations (0-4 points) - Up to 4 points will be distributed based site evaluations completed on the manager s school site for the year. From 0 to 13 quality points will be assigned to each area of the Site Review Document and the average (by percentage) will be multiplied by the 4 points for this area. 3. Health Department Evaluations - (0-2 points) - 1 points can be earned on each of the two by managers who receive satisfactory Health Department reviews that do not contain critical violations. 4. Professional Growth and Development (0-2 points) - Up to 2 points will be earned by managers who participate in continuing education activities. These can include the local food service association, district sponsored events, classes, or workshops attended. 2. Meal Produced (0-11 points) a. Meal Equivalent Annual ranking (0-3 points) Points assigned based upon annual rankings among schools of the same grade levels and similar menus. 27

32 3 points Ranked #1 in group 2 points Ranked #2 in group 1 point Ranked #3 in group 0 points All others b. Meal Equivalent Historical Growth (0-2 points) Points assigned based upon comparison of current year s meal equivalents versus previous year s meal equivalents. 2 points Greater than 5% increase over previous year. 1 point Up to 5% increase over previous year. 0 points No increase over previous year. c. Additional Programs (0-6 points) Points based upon assignment/completion of programs listed beyond scope of traditional School Meals Program 3 points Preparation Center for BIC meals with or without Satellite Meal to Off Campus Sites and/or Mentor Manager 3 points Catering Sales greater than $10,000 2 points Catering Sales between $5,000-$10,000 1 point Breakfast in the Classroom School with or without Satellite Meal to Off Campus Sites 1 point Fresh Fruit and Vegetable Program 1 point Catering Sales between $1,000 -$5,000 0 points No Additional Programs or catering Sales less than $1, Costs (0-5 points) a. Meals per labor hour (0-2 points) Points assigned based upon comparison of achieved meals per labor hour (MpLH) versus department standards. 2 points Achieve above department standards. 1 point Achieve department standards in MpLH. 0 points Fall below department standards for MpLH b. Plate Cost (0-3 points) Points assigned based upon comparison of annual plate cost calculation rankings among schools of same grade levels and similar menus. 3 points Ranked #1 in group 2 points Ranked #2 in group 1 point Ranked #3 in group 0 points All others 4. Satisfaction Surveys (0-2 points) - Up to 2 points will be distributed based on the results from several different surveys. Surveys will include Principal evaluations and anonymous surveys conducted with Survey Monkey soliciting parent, student and site staff input. a. Minimum Expectations - As this plan is intended to reward individuals that go beyond the call of duty so individuals that receive less than a total of 10 points will not receive compensation. b. Bonus Payout - Individuals receiving incentive payment will be given $50 per point earned. This payment is to be distributed in the following fiscal year. II. Area Manager Criteria (30 points total) A. Specific Criteria- listed below are 2 functional areas with specific points describing areas to be used to rate performance and establish incentive ratings 28

33 1. Individual Criteria (0-15 points) a. Manager Evaluations (0-6 points) - Up to 6 points will be distributed based on the 2 evaluations done annually From 0 to 12 quality points will be assigned to each area and the average (by percentage) will be multiplied by the 6 points for this area. b. Site Manager Evaluations (0-3 points) Site Managers will provide input on effectiveness of actions/support/coaching of Area Managers.\ c. Department Procedures (0-3 points) Up to 3 points will be distributed based upon the development, implementation and monitoring of Department Policies and Procedures for area of responsibility. d. Professional Growth and Development (0-3 points) - Up to 3 points will be earned by managers who participate in continuing education activities. These can include the local food service association, district sponsored events, classes, or workshops attended. 2. Shared Criteria (0-15 points) - Ratings achieved for activities in this area are based on outcomes that involve all sites and mutual accountability. a. Site Manager Coaching Outcomes (0-6 points) Up to 6 points will be distributed based upon the outcome of Site Manager Criteria 1-4. Area Supervisors will receive points equal to the average received by the school managers. b. Site Evaluations (0-3 points) - Up to 3 points will be distributed based on the average score of all site evaluations completed and follow-up on issues identified. From 0 to 13 quality points will be assigned to each area of the Site Review Document. The average (by percentage) will be multiplied by the 3 points for this area. c. Systems Accountability (0-3 points) - Up to 3 points will be distributed based upon the outcome of reviews from accrediting agencies received during the year. These reviews may include, but are not limited to: Reviews from the Office of the Inspector General, site Health Inspections, and Commodity Program Review. d. Satisfaction surveys (0-3 points) - Up to 3 points will be distributed based on the results from several different surveys. Surveys may include anonymous surveys conducted with Survey Monkey, manager evaluations, etc. B. Minimum Expectations - As this plan is intended to reward individuals that go beyond the call of duty, individuals that receive less than a total of 10 points will not receive compensation. C. Bonus Payout - Individuals receiving incentive payment will be given $100 per point earned. This payment is to be distributed in the following fiscal year. Middle School Manager - $750 annually High School Manager - $1500 annually SY Manager Supplement Plan Currently all managers are on the same pay scale, regardless of site assignment. To differentiate the greater menu complexity and larger number of staff supervised, the above noted supplement will be awarded to managers who work at Middle and High School sites. This supplement will be paid in June on the last pay check of the school year. In cases where a manager does not complete a full school year at a Middle or High School, the amount of supplement received will be proportional to time worked at an eligible site. 29

34 C. CLASSIFIED PERSONNEL NON-BARGAINING PAY GRADE POSITION NUMBER OF MONTHS WORKED DUTY DAYS INCLUDES PAID HOLIDAYS WORK DAY 9 Secretary II 10/11/12 206/216/ Bookkeeper III 11/12 216/256 7/8 10 Clerk III Varies 10 Secretary III 11/12 216/256 7/8 11 Bookkeeper IV 11/12 216/256 7/8 11 Clerk IV /8 11 Secretary IV 11/12 216/256 7/8 12 Clerk V /8 13 Secretary V /8 15 Executive Secretary to the School Board Executive Secretary to the Superintendent The above positions require the number of months and hours indicated unless revised and approved in writing by the Superintendent. The following chart lists the wage of each pay grade and shows the experience increment. The annual salary is determined by multiplying hourly rate (including approved experience), times the number of hours worked, times the number of duty days. Sample Pay Grade 9 10 years experience - 12 months duty days - 8 hours: x 8 = $ daily x 256 = $25, annual Non-instructional, non-bargaining employees may be rewarded up to ten (10) years of verifiable, comparable outside work experience. Non-instructional, non-bargaining employees will have $50,000 of term life insurance paid by the Board, effective January 1, Returning support/non-instructional non-bargaining retirees who meet the definition of normal retirement will be placed on the beginning pay level for the position held based on the Board approved salary schedule. Effective July 1, 2012, the following shall apply: Said employees will be considered to be rehired retirees (for salary scale purposes) if they retired with 30 years in the system and/or are 62 years of age AND receiving a pension or disbursement of funds in whole or in part from their respective retirement plan. Individuals considered to be rehired retirees will return to the beginning level of pay appropriate for the position for which they are hired. 30

35 THE SCHOOL BOARD OF HIGHLANDS COUNTY Non-Instructional Non-Bargaining 2012/2013 Salary Schedule Years

36 JOB IMPROVEMENT INCENTIVES FOR NON-INSTRUCTIONAL NON-BARGAINING PERSONNEL A. Employees with two or four year (A.A., A.A.S., A.S. or higher) program degrees from accredited colleges or universities providing verification of degree conferral and approved by the Department of Human Resources will receive an annual $ salary supplement. B. Employees contracted as of December 1 each year are eligible for the supplement. Eligible employees will need to complete and submit verification of degree programs or certificate/diploma programs prior to December 15 of the current year to receive the supplement. 32

37 V. MISCELLANEOUS SALARY SCHEDULE 33

38 A. MISCELLANEOUS SALARY INFORMATION 1. All clerical and paraprofessional subs, part time employees or emergency personnel, are paid at paygrade 7, level Sub custodians and sub lunchroom employees will be paid at pay grade 5, level Sub Bus Operators will be paid at paygrade 10, level A campus monitor will be paid $7.67 to $9.17 per hour. 5. The Executive Secretary to the Board will receive $ per month additional salary for attending Board meetings and performing other Board work. 6. Temporary help: $7.67 to $9.17 per hour. Rate is determined based on assignment and approved in advance by the Superintendent. 7. Workshop participants: $7.67 to $20.00 per hour. 8. Part time instructors: $7.67 to $25.00 per hour. Rate is determined based on assignment, degree/certification, and as allowed by program grant (if applicable) and approved in advance by the Superintendent. 9. Specialty areas requiring Experts in The Field may be paid a higher rate based on degree level, certification and experience upon approval by the Superintendent. 10. Computer programming time in-house: $7.67 to $20.00 per hour. 11. Day labor craftsmen and other hourly personnel: $7.67 to $20.00 per hour. 12. Any unspecified position not included in this salary schedule including substitute daycare workers will be paid at the current minimum wage rate. 13. Bus Operators on contract who drive in and out of county field trips shall be paid at the same hourly rate as their contract. Bus Attendants who attend field trips shall be paid the same hourly rate as their contract. 14. Lunchroom and/or custodial personnel performing work for outside agencies or organizations will be paid for a minimum of 2 hours work. 15. Professional consultants up to $1,000 per day approved by the Director of Finance; between $1,000 and $1,500 approved by the Superintendent; over $1,500 approved by the School Board. 16. The Board of Education will pay an annual tool allowance of $ to each full-time automotive mechanic (any auto mechanic working 131 days or more is considered full-time for this allowance). 17. Hourly personnel asked to perform emergency-related duties will be paid according to current School Board pay schedules. Overtime will be paid consistent with the federal Fair Labor Standards Act. 18. When the Superintendent declares an Emergency, salaried personnel may be allowed to earn compensatory time or will be paid at the individual s hourly rate, at the Superintendent s discretion, for time worked beyond the normal workday. However, if the emergency is officially declared an emergency by the federal government, the salaried employee will receive his/her hourly rate of pay for the time the Superintendent has directed the person to work in addition to his/her regular work schedule. 19. Special events security: $25.00 per hour. 34

39 NEGOTIATED SETTLEMENT Highlands County Education Association (HCEA) One-time bonus of $1,000 for teachers currently at the top of salary schedule Step plus one-time bonus of $500 for teachers on levels 2-5 Step for levels 6-11 Highlands County Educational Support Professionals Association (HCESPA) One-time bonus of $.35 cents times employees contract work hours times employees actual contract days. Non-Instructional Non-Bargaining Support, Mid-Managers and Specialized Personnel Step Employees at the top of the schedule will receive a one-time bonus of the higher of $.35 cents times employee contract work hours times employees actual work days or 1%. Administrators Step Employees currently on the top of the salary schedule will receive a one-time bonus of 1% 35

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