THE ST. MARY PARISH SCHOOL BOARD

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1 THE ST. MARY PARISH SCHOOL BOARD COMPREHENSIVE SALARY AND JOB CLASSIFICATION

2 TABLE OF CONTENTS Rules Governing the Salary Policy..2-3 Length of Work Year 4 Sick Leave Policy Annual Leave Policy Administrative Salary Schedule School Clerical Staffing Formula..10 Teachers Salary Schedule Music Teacher's Supplement.14 Coaches Salary Supplement...15 Coaching Staff Allotments..16 Retired Coaches, College Students as Coaches, Bus Coordinators...17 Paraprofessional Coaches..18 Occupational/Physical Therapist.. 19 Salary Schedules: School Secretaries 20 Salary Schedules: Clerk/Typist & Account Clerks...21 Salary Schedules: Account Clerk III, Administrative Secretary, Finance Administrator, Executive Secretary & Operation/Program Asst., Computer Tech/Analyst..22 Assistant Supervisor of Maintenance, Planner/Technician, Maintenance Technician, Maintenance Foreman/Planner, Maintenance Foreman...23 Salary Schedules: Maintenance Personnel..24 Salary Schedules: Truck Drivers, Asst. Warehouse Administrator 25 Salary Schedules: Custodians.26 Salary Schedules: School Food Service 27 Technology Personnel...28 Bus Drivers, Attendants, & Para Professionals..29 Salary Schedules: Sign Language Interpreter/Braille Tutor.30 Notes to Comprehensive Salary and Job Classification 31 Recap of Stipend Pay..32 Substitutes.33 i

3 PERSONNEL POSITIONS FILE: GBB The number of teachers and other school personnel to be employed in the school district shall be determined by the St. Mary Parish School Board. It is the intent of the School Board to activate a sufficient number of positions to accomplish the district s goals and objectives. The Superintendent shall be delegated the authority to make recommendations to the Board for adding new positions and for making revisions and/or adaptations to existing job titles and/or descriptions, or for making adjustments to the system s personnel that will contribute to more efficient operations. The Superintendent shall maintain a comprehensive and up-to-date set of job descriptions of all positions in the school district. These job descriptions shall be kept on file and utilized in conjunction with the performance evaluation plan. All personnel shall be given a copy of their respective job description when first employed and any time the job description is revised. RULES GOVERNING THE SALARY POLICY 1. Implementation will be effective July 1, 2015 and will be based on the employee s verified experience step for the specific job category for the fiscal year. (Exception, #16) 2. Salary advancement for experience in position will be automatic on July 1 as prescribed by "time in step" on the schedule. Individuals will be given credit for a year's advancement if they have served for at least one-half of the normal employment year.* 3. Any support employee being promoted or returning to Board employment following an absence shall be given credit for prior experience within the same job classification providing the employee has not been gainfully employed by another agency. If the individual's departure was a result of RIF Policy implementation, the individual shall be given credit for previous Board employment if it was within the same job classification. Credit for a year's advancement in the salary schedule shall be given if the individual has served at least one-half of the normal employment year as a Board employee. EXAMPLES of moves within the SAME job classification are: Clerk I to Clerk II; Clerk to Administrative or Executive Secretary; School Secretary to C.O.C. Clerk; Custodian to Head Custodian; Food Services Technician to Food Services Managers, etc. EXAMPLES of moves to OTHER classifications are: Custodian to Secretary; Teacher Aide to Secretary; Food Service Technician to Custodian, etc. The Superintendent shall consider extraordinary situations on a case-by-case basis with his decision being final. 4. The Board authorizes the Superintendent to grant additional salary steps for special skills and/or unique experience up to a maximum of five years. Anything beyond five years shall require Board approval. 5. Certified management employees possessing a teacher s certificate shall be eligible for sabbatical leave. They shall enjoy all the privileges, which they would have enjoyed had they been in active service, except that they shall not earn annual leave during the period of sabbatical leave. 6. Only the Board shall have the right to change the Pay Grade assignments of positions. All potential reassignments will be submitted by the Superintendent for review and recommendation. (a) All new positions shall be reviewed for initial Pay Grade assignment as they are created. (b) The Superintendent shall have the right to request Pay Grade reassignment. He shall consider changing responsibilities and other factors pertinent to the position. Page 2 of 33

4 (c) The board authorizes the Superintendent to change the Pay Grade assignments of Maintenance Grade 3-5 to a maximum of Grade 6 when employees possess specialized licensing, credentials, and/or training deemed beneficial to the maintenance needs of the district. Recommendation for change in Pay Grade assignments must initially be approved by the Maintenance Supervisor. Employees may advance a maximum of one Pay Grade per year. (d) The board authorizes the Superintendent to change the Pay Grade assignments of Computer Technicians I II when employees possess specialized credentials and/or training required by specific job description. Recommendation for change in Pay Grade assignments must initially be approved by the Chief Technology Officer. Employees may advance a maximum of one Pay Grade per year. 7. Employees currently being compensated above the appropriate pay level shall remain frozen at that level until such time as the Pay Grade reaches their level based on years of experience. 8. Persons requesting reassignment to a lesser position will immediately be placed in their new Pay Grade on the same experience level in which they are presently assigned. 9. All personnel involuntarily reassigned to a lesser position than previously held will be placed at the salary schedule appropriate to the new position with years of experience being carried over. Employees who are employed with performance contracts who are transferred prior to the completion of the contract will be compensated at the contracted rate for the duration of the contract. LA R.S. 17:444 will apply. 10. Employees being placed in a temporary position (acting or appointed substitute) will receive a normal promotion as outlined in Rule No. 3. Such promotion is effective for the term of the appointment only, and upon completion of this term, the employee shall return to his regular grade and step. A step increase will be granted in the regular grade if applicable. 11. All positions are full-time, twelve month positions unless noted otherwise. Maintenance, Custodial, Food Service, and related personnel are employed for a forty hour week unless otherwise noted. Principal's office hours are in accordance with stated board policy. All other office hours are 8:00 A.M. - 4:00 P.M. unless otherwise noted. 12. Compensatory time will not be granted to any employee without specific prior approval from the Superintendent. No employee may work more than 40 hours in any week (exclusive of lunch) without specific approval by the Superintendent. 13. Because there is an extreme shortage of speech therapists, a $3,000 salary supplement will be paid to A.S.H.A.-certified speech therapists employed by the Board. 14. Speech therapists and Audiologists shall have the option of working a 10-month year. To exercise the option the therapist shall declare his/her intention to work the extra month at the time the contract is signed. Those choosing to exercise the option shall receive 10/9ths of salary that would have been earned as a regular 9-month employee. 15. Any teacher who has not passed the National Teacher Exam (NTE) /PRAXIS will be paid on a bachelor's degree/level 1 salary scale as a Temporary Authority to Teach teacher. Outof-state teachers with three or more years of experience are eligible for a three year provisional certificate. Persons qualifying for provisional certificates will be paid for appropriately verified qualifying experience. 16. School Nurses shall follow the same work calendar as teachers. Compensation shall be based on the teacher s salary schedule Bachelor degree category. 17. All St. Mary Parish School Board employees will receive their compensation, net of all payroll deductions for taxes and benefits, equally over the twelve (12) month fiscal year with the exception of New Teacher hires. They will receive 13 checks and School Guards will receive 10 checks. *Board must approve the step increase each year. Page 3 of 33

5 LENGTH OF WORK YEAR The length of the work year is as follows: (a) Non Certified Central Office Personnel - Seven and one-half hours per day for 240 days (exclusive of lunch). (b) School based clerical and non certified personnel - Seven hours per day for 180 days, 200 days, 210 days, 212 days, 220 days or 240 days, as designated in individual job descriptions (exclusive of lunch). (c) (d) Maintenance and custodial personnel may work 9, 10, 11, or 12 months as designated in individual job descriptions and work assignments. Certified Central Office and School-level personnel shall work two (2) additional days. Work calendars shall be 182 days, 202 days, 222 days, or 242 days. The work day shall be seven and one-half hours exclusive of lunch. SICK LEAVE POLICY 1. Sick leave for regular employees* shall be earned on the basis of years of experience recognized by the St. Mary Parish School System. Such leave shall be separate and apart from other types of leave or approved office closures. New employees must first work before becoming eligible for sick leave. Employees may accumulate an unlimited number of sick days. 2. Sick leave shall be granted as follows: (a) (b) (c) (d) Nine-month personnel shall be eligible for 10 days of sick leave. Ten-month personnel shall be eligible for 11 days of sick leave. Eleven-month personnel shall be eligible for 12 days of sick leave. Twelve month employees who work the full workday calendar shall earn sick leave as follows: 1 to 3 years as a full-time twelve month employee twelve (12) days per year 4 to 10 years as a full-time twelve month employee fifteen (15) days per year After 10 years as a full-time twelve month employee - eighteen (18) days per year (e) Non Certified Personnel (except bus drivers) who begin employment after the fiscal year has begun shall have eligible sick leave days identified by determining the percentage of the work year remaining in the fiscal year and multiplying it by the number of days allocated for one who has worked the complete fiscal year. Total computed days shall be rounded to the nearest day. Example: = 67% x 10 days = 6.7 = 7 days = 42% x 12 days = 5.04 = 5 days Page 4 of 33

6 (f) Certified personnel who change work calendars during the fiscal year will be allocated the additional time for the year. For example; a teacher who is promoted to a principal ship at midyear... The teacher had used 4 days of sick leave. The maximum days for a first year principal are 12 days. Thus, two additional days are added to the unused account... which would total 8 for the year. *Regular employee is defined as all employees except substitutes, school guards and temporary employees. **Supplemental and extended employment will receive no sick leave or other benefits other than those benefits funded from the source of employment (Federal and/or State). Page 5 of 33

7 ANNUAL LEAVE POLICY 1. Annual leave shall be earned based on years of experience in a regular full-time twelve month position with the St. Mary Parish School system. Such leave shall be separate and apart from other types of leave or approved office closures. Annual leave is earned at the conclusion of each fiscal year of employment. 2. The applicant for annual leave, at times other than summer, shall apply at least two (2) weeks in advance to his/her immediate supervisor for approval and recommendation to the Superintendent of Schools. Such application shall be in written form indicating the specific time requested and anticipated job-related activities during the leave period. All offices must be kept open and requested leaves should be approved with this in mind. Tentative summer vacation schedules (requests) should be developed by May 15th each year. All vacation requests must be approved by the immediate supervisor and recommended to the Superintendent. 3. Effective July 1, 1996, the Board has authorized first-year 12-month employees who have worked three complete months the opportunity to use a maximum of two (2) days of annual leave providing permission to use the specific days has been approved by the immediate supervisor. (A complete month is the first working day of the month thru the last working day of the month.) 4. Unused leave as of June 30 shall be forwarded to the succeeding year up to a maximum of ten (10) total days. 5. Annual leave shall be earned by those who have worked the complete fiscal year as follows: YEARS OF EXPERIENCE DAYS PER YEAR After year(s) 1, 2 or 3 10 After 4 Years 11 After 5 Years 13 After 10 Years 15 After 15 Years 17 After 20 Years Individuals who become 12-month employees after the start of the fiscal year will earn annual leave based on the percentage of the work year remaining at the time of employment. This percentage will be multiplied by the annual leave days the employee could have earned by working the entire 12 month work calendar. Total computed days will be rounded to the nearest day. Example: = 31% 31% x 10 days = 3.1 days = 3 days = 78 % 78% x 10 days = 7.8 days = 8 days = 8% 8% x 10 days =.8 days = 1 day Page 6 of 33

8 7. All twelve month employees are grand fathered into the old vacation schedule and frozen until they reach the level in the new schedule that coincides with the old schedule. 8. Actual vacation time will be guided by one s workload. Immediate supervisors shall approve requested vacation times month employees who work at least ½ of the prescribed work year (120 or 121 days) will be granted 1 year of longevity to determine the number of days of annual leave earned. COMPENSATION FOR UNUSED ANNUAL LEAVE At the time of discharge or final retirement of a full-time twelve month employee, the Board shall compensate the employee for all unused and/or accrued annual leave as outlined in this policy. The rate of compensation shall be equivalent to the employee s rate of pay at the time of discharge or retirement. Page 7 of 33

9 ST. MARY PARISH SCHOOL BOARD ADMINISTRATIVE SALARY SCHEDULE Every administrative position listed below is indexed to the teacher salary schedule in force on July 1, 2015 (see attached salary schedule). Each administrator's salary will be computed by multiplying the index to the schedule he/she would be placed on as a teacher. SUPERINTENDENT Negotiated Positions Index Budgeted ASST. SUPERINTENDENT OF CURRICULUM DIRECTOR OF HUMAN RESOURCES SUPERVISOR Instructional (2) Federal Programs (1) Child Welfare & Attendance (1) Food Service (1) Special Services (1) Maintenance (1) TECHNOLOGY 6 Chief Technology Officer (1) 1.52 Computer Programmer (2) 1.35 Computer Networking Specialist (1) 1.33 Technology Facilitator (2) 1.33 COORDINATOR Sp. Ed. Coord. of Sp. & Related Services (1) Sp. Ed. Coord. of Sp. & Instructional Services (1) Sp. Ed. Coord. of Pupil Appraisal Services (1) Sp. Ed. Coord. of Elem. Schools (1) Sp. Ed. Coord. of Jr. & Sr. High Schools (1) BEHAVIORAL SUPPORT ACCOUNTABILITY MANAGER COMPLIANCE OFFICER SPECIAL EDUCATION LIASION INSTRUCT. PROGRAM MANAGER (11 Month) BUSINESS SERVICES 3 Chief Financial Officer (1) 1.60 Chief Accountant (1) 1.35 Payroll Accountant (1) 1.33 SPECIALIST (10 Mo.) Instructional (4) At Risk Interventionist (1) NURSING FACILITATOR (10 mo.) Page 8 of 33 38

10 ADMINISTRATIVE SALARY SCHEDULE Every administrative position listed below is indexed to the total current teacher salary schedule in force on July 1, Each administrator's salary will be computed by multiplying the index to the schedule he/she would be placed on as a teacher. Additionally, Principals including the Alternative School Program Supervisor indexes will include an increase of ½ of 1 percent for each year of experience as a Principal, Alternative School Program Supervisor. (capped at 10 years). The index will not increase after that time. INDEX # OF TEACHERS and/ or # OF STUDENTS PRINCIPALS / ALTERNATIVE PROGRAM SUPERVISOR High School or more Large High School Medium High School Small High School or less 450 or less Large Jr. High School Medium Jr. High School Small Jr. High School or less 300 or less Large Elementary School Medium Elementary School Small Elementary School or less 250 or less Combination School (K - 12) or more ASSISTANT PRINCIPALS Large High School 1.20 Medium High School 1.19 Small High School 1.18 Large Jr. High School 1.17 Medium Jr. High School 1.16 Small Jr. High School 1.15 *Elementary School 1.14 Combination School (K - 12) or more *Elementary Schools ending the school year with 375 or more students shall be entitled to an Assistant Principal for the next school year. If an Assistant Principal is in place and the ending population falls below 375 for the two-year average beginning with the (4/16/15) school year, the school loses the position for the next school year. If the student population reaches 501 or more students in an Elementary or Middle school, that school shall be entitled to an additional Assistant Principal for the next school year beginning with the school year. If an Assistant Principal is in place and the ending population falls below 501 for the two year average beginning with the school year; the school loses the position for the next school year. All other professional personnel not falling in the above categories and working more than 9 months will be indexed as follows with no additional increments. 10 months months months months 1.33 Page 9 of 33

11 School Clerical Staffing Formula Elementary Elementary Elementary Elementary Over Middle Middle Middle Middle Over High School High School High School Over High School Guidance Counselor Staffing Formula Guidance Clerk Over Page 10 of 33

12 ST. MARY PARISH SCHOOL BOARD TEACHER'S SALARY SCHEDULE REVISED JULY 1, 2015 (9 MONTHS) BASE SALARY EXPERIENCE DEMAND _ EFFECTIVENESS *Advanced Degrees must be related to Educational Leadership, Administration and COMPASS Composite Supervision, Curriculum and Instruction, Educational Technology, Core Content Area or Score of 2.5 or above Special Credentials recommended by the Superintendent and approved by the Board. CPA credentials are equivalent to a Master s degree for pay purpose for the CFO position. Step BACHELOR'S MASTER'S MASTER'S EDUCATIONAL PH.D Effective Proficient or Pay Step Increase DEGREE DEGREE +30 SPECIALIST or ED.D Highly Effective 1 40,000 41,500 42,000 42,500 43,500 2 $ ,225 41,725 42,225 42,725 43,725 $ $ ,450 41,950 42,450 42,950 43,950 $ $ ,675 42,175 42,675 43,175 44,175 $ $ ,900 42,400 42,900 43,400 44,400 $ $ ,125 42,625 43,125 43,625 44,625 $ $ ,350 42,850 43,350 43,850 44,850 $ $ ,575 43,075 43,575 44,075 45,075 $ $ ,800 43,300 43,800 44,300 45,300 $ $ ,025 43,525 44,025 44,525 45,525 $ $ ,250 43,750 44,250 44,750 45,750 $ $ ,475 43,975 44,475 44,975 45,975 $ $ ,700 44,200 44,700 45,200 46,200 $ $ ,925 44,425 44,925 45,425 46,425 $ $ ,150 44,650 45,150 45,650 46,650 $ $ ,375 44,875 45,375 45,875 46,875 $ $ ,600 45,100 45,600 46,100 47,100 $ $ ,825 45,325 45,825 46,325 47,325 $ $ ,050 45,550 46,050 46,550 47,550 $ $ ,275 45,775 46,275 46,775 47,775 $ $ ,500 46,000 46,500 47,000 48,000 $ $ ,725 46,225 46,725 47,225 48,225 $ $ ,950 46,450 46,950 47,450 48,450 $ $ ,175 46,675 47,175 47,675 48,675 $ $ ,400 46,900 47,400 47,900 48,900 $ 225 Page 11 of 33

13 ST. MARY PARISH SCHOOL BOARD TEACHER'S SALARY SCHEDULE REVISED JULY 1, 2015 (9 MONTHS) BASE SALARY EXPERIENCE DEMAND _ EFFECTIVENESS_ *Advanced Degrees must be related to Educational Leadership, Administration and COMPASS Composite Supervision, Curriculum and Instruction, Educational Technology, Core Content Area or Score of 2.5 or above Special Credentials recommended by the Superintendent and approved by the Board. CPA credentials are equivalent to a Master s degree for pay purpose for the CFO position. Step BACHELOR'S MASTER'S MASTER'S EDUCATIONAL PH.D Effective Proficient or Pay Step Increase DEGREE DEGREE +30 SPECIALIST or ED.D Highly Effective 26 $ ,625 47,125 47,625 48,125 49,125 $ $ ,850 47,350 47,850 48,350 49,350 $ $ ,075 47,575 48,075 48,575 49,575 $ $ ,300 47,800 48,300 48,800 49,800 $ $ ,525 48,025 48,525 49,025 50,025 $ $ ,750 48,250 48,750 49,250 50,250 $ $ ,975 48,475 48,975 49,475 50,475 $ $ ,200 48,700 49,200 49,700 50,700 $ $ ,425 48,925 49,425 49,925 50,925 $ $ ,650 49,150 49,650 50,150 51,150 $ $ ,875 49,375 49,875 50,375 51,375 $ $ ,100 49,600 50,100 50,600 51,600 $ $ ,325 49,825 50,325 50,825 51,825 $ $ ,550 50,050 50,550 51,050 52,050 $ $ ,775 50,275 50,775 51,275 52,275 $ $ ,000 50,500 51,000 51,500 52,500 $ $ ,225 50,725 51,225 51,725 52,725 $ $ ,450 50,950 51,450 51,950 52,950 $ $ ,675 51,175 51,675 52,175 53,175 $ $ ,900 51,400 51,900 52,400 53,400 $ $ ,125 51,625 52,125 52,625 53,625 $ $ ,350 51,850 52,350 52,850 53,850 $ $ ,575 52,075 52,575 53,075 54,075 $ $ ,800 52,300 52,800 53,300 54,300 $ $ ,025 52,525 53,025 53,525 54,525 $ 225 Page 12 of 33

14 ST. MARY PARISH SCHOOL BOARD TEACHER'S SALARY SCHEDULE REVISED JULY 1, 2015 (9 MONTHS) BASE SALARY EXPERIENCE DEMAND EFFECTIVENESS *Advanced Degrees must be related to Educational Leadership, Administration and COMPASS Composite Supervision, Curriculum and Instruction, Educational Technology, Core Content Area or Score of 2.5 or above Special Credentials recommended by the Superintendent and approved by the Board. CPA credentials are equivalent to a Master s degree for pay purpose for the CFO position. Step BACHELOR'S MASTER'S MASTER'S EDUCATIONAL PH.D Effective Proficient or Pay Step Increase DEGREE DEGREE +30 SPECIALIST or ED.D Highly Effective 51 $ ,250 52,750 53,250 53,750 54,750 $ $ ,475 52,975 53,475 53,975 54,975 $ $ ,700 53,200 53,700 54,200 55,200 $ $ ,925 53,425 53,925 54,425 55,425 $ $ ,150 53,650 54,150 54,650 55,650 $ $ ,375 53,875 54,375 54,875 55,875 $ $ ,600 54,100 54,600 55,100 56,100 $ $ ,825 54,325 54,825 55,325 56,325 $ $ ,050 54,550 55,050 55,550 56,550 $ $ ,275 54,775 55,275 55,775 56,775 $ $ ,500 55,000 55,500 56,000 57,000 $ $ ,725 55,225 55,725 56,225 57,225 $ $ ,950 55,450 55,950 56,450 57,450 $ $ ,175 55,675 56,175 56,675 57,675 $ $ ,400 55,900 56,400 56,900 57,900 $ 225 Note No. 1: Personnel who are initially employed with, or later acquire, an advanced degree will have their base salary adjusted by the following amounts: Master' Degree: $1,500 ($1,275 + $225) Master s +30 Degree: $2,000 ($1,775 + $225) Educational Specialist Degree: $2,500 ($2,275 + $255) Doctorate Degree: $3,500 ($3,275 + $225) Page 13 of 33

15 ST. MARY PARISH SCHOOL BOARD CHORUS AND BAND SUPPLEMENT The following adjustments shall be computed on the teacher salary schedule in force on July 1, This supplement is contingent on the employee completing a program of activities listing in writing and approved by the principal at the start of the school year. A copy shall be sent to the supervisor of music. JUNIOR AND SENIOR HIGH CHORUS 4% ELEMENTARY BAND OR CHORUS 2% JUNIOR HIGH BAND 7% SENIOR HIGH BAND 13% High School Band Programs with more than 100 students will receive an additional supplement of 7% NOTE: A director may only receive one supplement. Directors will participate in all of the activities listed below for their appropriate grade level in order to receive the proposed new supplement: SENIOR HIGH: Football games and parades (as designated by the principal), homecoming activities, Christmas and Spring Concerts, conduct a summer band camp. In addition directors will rehearse and prepare students to perform for: marching and concert festivals, District level Honor Band, Solo and ensemble, Parish level Honor Band. JUNIOR HIGH: Football games and parades (as designated by the principal), Christmas and Spring concerts. In addition directors will rehears and prepare students to perform for: Concert festival, District level Honor Band, Solo and Ensemble, Parish level Honor Band. ELEMENTARY: Christmas and Spring Concerts. In addition directors will rehearse and prepare students to perform for one of the following: Concert festival, Solo and Ensemble or Parish All-Star Band. CHORUS: Christmas and Spring Concerts. In addition directors will rehearse and prepare students to perform for: Concert festivals, District Level Honor Choir, All-State Honor Choir. Directors will participate in any other activities at the direction or request of the principal. Page 14 of 33

16 ST. MARY PARISH SCHOOL BOARD COACHES SALARY SUPPLEMENT SENIOR HIGH SCHOOLS Coaches salary supplements are indexed on the teacher salary schedule in force on July 1, A base of 7% will be added to full time coaches salaries (full time - coaching three sports), plus the following: SMPAD 5% Athletic Director- 5% Head Football - 5% Head Basketball- 4% Head Baseball - 4% Minor Sports (1.5%) Head Track - 4% Head Softball - 4% Tennis Head Volleyball- 4% Golf Wrestling Weight Lifting Cross Country Soccer Indoor Track High School Swimming Asst. Football - 2.0% Asst. Basketball 1.5% Asst. Baseball - 1.5% Asst. Track - 1.5% Asst. Softball - 1.5% Asst. Volleyball- 1.5% If coaching only one (1) sport, the supplement will be 1/3 of 7% of the Teachers Salary Schedule; plus the percent of sport coached. If coaching two (2) sports, the supplement will be 2/3 of 7% of the Teachers Salary Schedule; plus the percent of sports coached. The Athletic Director position shall be equivalent to one of the sports coached. For example, for an Athletic Director to receive the full 7% base he/she shall coach two sports in addition to serving as Athletic Director. Maximum Percentage for Athletic Director - 17% Maximum Percentage for all other High School Coaches - 14% JUNIOR HIGH SCHOOLS All Junior High Coaches will receive 3 1/3% for each sport coached with a maximum of 10% Page 15 of 33

17 COACHING STAFF ALLOTMENTS 1. The following allotments are for both boys and girls athletics. 2. The allotments listed are full time coaching positions. 3. Coaching assignments are divided into major and minor sport coaching assignments. 4. Major coaching positions are Football, Basketball, Track, Softball, Volleyball and Baseball. Minor sports are golf, soccer, tennis, wrestling, weightlifting, and cross country; Junior High sports will be considered minor sports. 5. FULL TIME COACHING means coaching THREE (3) sports. 6. Non-coaching assignments are scouting, scorekeeping, officiating, etc. 7. High School allotments are made on the basis of an average of coaches allotted state wide for the different classifications. ST. MARY PARISH COACHING STAFF ALLOTMENTS HIGH SCHOOLS CLASS ALLOTMENT AAAA 10 AAA 8 AA 8 A 4 B/C 3 LARGE JUNIOR HIGH/MIDDLE SCHOOL (6-8) 4 MEDIUM JUNIOR HIGH/MIDDLE SCHOOL (6-8) 3 SMALL JUNIOR HIGH/MIDDLE SCHOOL (6-8) 2 Junior High/Middle schools with football shall have a minimum of three coaching allotments. NOTES: 1. High schools opting to play up in classification shall be assigned coaching allotments as per the class determined by their enrollment - not the class determined by playing up. 2. Using the October 1 enrollment of LHSAA classification years (even years), junior high/middle school enrollment shall be determined in order to assign junior high/middle school coaching allotments for the two years following the classification year. 3. The principal of each school will sign a letter of assurance stating that each sport plays a minimum number of games. If the school does not play the minimum number of games as listed, then the school will be penalized one coaching spot in the ensuing year. Page 16 of 33

18 COACHES PAY FOR RETIREES RETIREES WHO COACH UNDER RULE OF THE LHSAA HANDBOOK SHALL BE PAID ACCORDING TO THE PROPER PERCENTAGE CALCULATION OF THEIR SALARY AS PER THE SALARY SCALE OF THE ST. MARY PARISH SCHOOL BOARD. COLLEGE STUDENTS AS COACHES By approval of the Louisiana High School Athletic Association (rule ) and the St. Mary Parish School Board (April 9, 1998) college students majoring in education, physical education (Kinesiology), sports administration or sports management curriculum, and student teachers shall be allowed to serve as an assistant coach at any level in any sport provided he/she is always under the supervision of a faculty coach who meets the requirements of the coaches rule and meets with the approval of the school principal. Guidelines are included in the contract of the college students as coaches and will be paid accordingly: $500/sport coached/year (paid following the completion of the sport). If the college student/coach or student teacher does not complete the entire sports season for any reason (quit, termination, etc.), then payment will be made only for the percentage of the season that the person worked. A school shall be limited to allowing no more than four of these students to coach in boys sports and four of these students to coach in girls sports. The college student/ assistant coach shall not be required to drive a school bus; however, if he/she opts to do so, he/she must complete the bus driving certification requirements. BUS COORDINATOR A school level bus coordinator will be appointed at each high school and at each junior high school by the principal of each school. The duties of the bus coordinator are defined on the Bus Coordinator Contract. Compensation will be as follows: High Schools: Junior High Schools: $500/year (paid monthly just as coaching supplements) $300/year (paid monthly just as coaching supplements) NON FACULTY COACHES RULE OF THE LOUISIANA HIGH SCHOOL ATHLETIC ASSOCIATION HANDBOOK STATES THE FOLLOWING: In the sports of baseball, football, boys and girls basketball, girls softball, boys and girls indoor track and field, boys and girls outdoor track and field and girls volleyball, a school shall be allowed to use four non-faculty assistant coaches provided the individual has successfully completed the LHSAA s Coaches Education and Certification Program. Guidelines are included in the contracts of the non-faculty assistant coaches and will be paid accordingly: High School Assistant Football Coach $1000 Other High School Sports $800 Junior High $550 per sport If the non-faculty coach does not complete the entire sports season for any reason (quit, termination, etc.), then payment will be made only for the percentage of the season that the person worked. The non-faculty coach shall not be required to drive a school bus; however, if he/she opts to do so, he/she must complete the bus driving certification requirements. Page 17 of 33

19 PARAPROFESSIONAL COACHES NOTE: Any paraprofessional that is assigned coaching duties is considered a faculty coach according to LHSAA rule , , and , as long as the person works at an LHSAA school the entire day and completes the CECP requirements. This person will be paid the same as CECP non-faculty coaches. Page 18 of 33

20 ST. MARY PARISH SCHOOL BOARD SALARY SCHEDULE (9 MONTHS) PAY STEP OCCUPATIONAL/ PHYSICAL THERAPIST 1 54, , , , , , , , , , , , , , ,423 Page 19 of 33

21 ST. MARY PARISH SCHOOL BOARD SCHOOL SECRETARIES EFFECTIVE JULY 1, 2015 (4 1/4 HRS) PAY STEP 12 MONTHS 11 MONTHS 10 1/2 MONTHS 10 MONTHS 10 MONTHS 1 21,353 19,917 19,197 18,481 12, ,697 20,233 19,498 18,765 12, ,049 20,555 19,807 19,057 12, ,406 20,885 20,119 19,357 12, ,771 21,220 20,441 19,663 13, ,146 21,561 20,767 19,974 13, ,525 21,911 21,098 20,290 13, ,914 22,266 21,439 20,613 13, ,310 22,628 21,783 20,943 13, ,713 22,999 22,137 21,279 14, ,126 23,375 22,496 21,623 14, ,543 23,761 22,864 21,974 14, ,974 24,153 23,239 22,328 14, ,411 24,553 23,623 22,695 14, ,498 24,636 23,700 22,767 14, ,588 24,718 23,777 22,842 15, ,037 25,131 24,172 23,218 15, ,129 25,213 24,253 23,293 15, ,220 25,300 24,332 23,371 15, ,683 25,721 24,736 23,755 15, ,777 25,808 24,818 23,832 15, ,871 25,894 24,902 23,914 15, ,348 26,329 25,318 24,310 15, ,444 26,418 25,402 24,390 15, ,541 26,508 25,488 24,468 15, ,032 26,954 25,913 24,876 16, ,130 27,047 26,002 24,961 16, ,228 27,138 26,087 25,045 16, ,330 27,230 26,176 25,129 16, ,433 27,322 26,262 25,210 16, ,531 27,416 26,355 25,297 16,496 Page 20 of 33

22 ST. MARY PARISH SCHOOL BOARD CENTRAL OFFICE PERSONNEL EFFECTIVE JULY 1, 2015 RECEPTIONIST / CLERK CLERK ACCOUNT ACCOUNT PAY STEP SWITCHBOARD TYPIST I TYPIST II CLERK I CLERK II 1 17,383 20,832 21,986 21,986 22, ,730 21,167 22,344 22,344 23, ,085 21,507 22,709 22,709 23, ,447 21,855 23,080 23,080 23, ,815 22,208 23,459 23,459 24, ,191 22,573 23,844 23,844 24, ,576 22,940 24,237 24,237 25, ,967 23,316 24,640 24,640 25, ,366 23,700 25,052 25,052 26, ,774 24,094 25,471 25,471 26, ,189 24,493 25,898 25,898 26, ,613 24,900 26,332 26,332 27, ,045 25,315 26,776 26,776 27, ,486 25,736 27,231 27,231 28, ,576 25,823 27,323 27,323 28, ,667 25,909 27,417 27,417 28, ,120 26,347 27,881 27,881 29, ,212 26,434 27,978 27,978 29, ,305 26,524 28,072 28,072 29, ,771 26,972 28,554 28,554 29, ,866 27,065 28,650 28,650 29, ,961 27,157 28,749 28,749 29, ,441 27,616 29,241 29,241 30, ,539 27,712 29,344 29,344 30, ,637 27,806 29,443 29,443 30, ,130 28,279 29,950 29,950 31, ,230 28,377 30,054 30,054 31, ,331 28,474 30,159 30,159 31, ,433 28,570 30,262 30,262 31, ,534 28,670 30,369 30,369 31, ,636 28,767 30,473 30,473 31,739 Page 21 of 33

23 ST. MARY PARISH SCHOOL BOARD CENTRAL OFFICE PERSONNEL EFFECTIVE JULY 1, 2015 ACCOUNT ADMINISTRATIVE FINANCE EXECUTIVE SECRETARY TO PAY STEP CLERK III SECRETARY ADMINISTRATOR SUPERINTENDENT & BOARD 1 24,578 25,442 28,669 30, ,988 25,869 29,158 31, ,404 26,303 29,654 31, ,829 26,748 30,163 32, ,262 27,199 30,681 33, ,708 27,662 31,212 33, ,159 28,132 31,750 34, ,620 28,615 32,301 34, ,090 29,102 32,859 35, ,568 29,604 33,430 36, ,058 30,113 34,013 36, ,555 30,632 34,609 37, ,066 31,161 35,217 38, ,583 31,704 35,838 38, ,689 31,815 35,964 38, ,797 31,924 36,089 39, ,330 32,481 36,727 39, ,438 32,595 36,857 39, ,548 32,710 36,990 40, ,096 33,280 37,644 40, ,209 33,398 37,773 40, ,319 33,514 37,910 41, ,886 34,101 38,583 41, ,999 34,222 38,720 41, ,115 34,341 38,858 42, ,693 34,948 39,548 42, ,813 35,070 39,689 43, ,931 35,193 39,834 43, ,049 35,317 39,975 43, ,170 35,444 40,118 43, ,290 35,568 40,262 43,634 Page 22 of 33

24 ST. MARY PARISH SCHOOL BOARD EFFECTIVE JULY 1, 2015 (12 MONTHS) MAINTENANCE MAINTENANCE/ ASSISTANT SUPV. PLANNER/ MAINTENANCE FOREMAN/ WAREHOUSE PAY STEP MAINTENANCE TECHNICIAN TECHNICIAN PLANNER FOREMAN 1 42,182 33,522 30,739 30,739 29, ,843 34,110 31,271 31,271 29, ,514 34,706 31,814 31,814 30, ,202 35,313 32,366 32,366 30, ,900 35,934 32,932 32,932 31, ,613 36,568 33,508 33,508 31, ,343 37,215 34,095 34,095 32, ,084 37,874 34,694 34,694 33, ,840 38,548 35,307 35,307 33, ,613 39,231 35,930 35,930 34, ,401 39,934 36,567 36,567 34, ,205 40,644 37,214 37,214 35, ,024 41,374 37,875 37,875 36, ,859 42,115 38,551 38,551 36, ,031 42,265 38,687 38,687 36, ,203 42,419 38,826 38,826 36, ,061 43,183 39,520 39,520 37, ,237 43,339 39,662 39,662 37, ,412 43,496 39,805 39,805 37, ,297 44,281 40,521 40,521 38, ,478 44,441 40,665 40,665 38, ,659 44,600 40,811 40,811 38, ,567 45,409 41,543 41,543 39, ,751 45,572 41,693 41,693 39, ,939 45,739 41,846 41,846 39, ,871 46,568 42,599 42,599 40, ,062 46,739 42,754 42,754 40, ,253 46,908 42,908 42,908 40, ,443 47,077 43,061 43,061 40, ,638 47,249 43,218 43,218 41, ,832 47,422 43,374 43,374 41,193 Page 23 of 33

25 ST. MARY PARISH SCHOOL BOARD MAINTENANCE PERSONNEL EFFECTIVE JULY 1, 2015 (12 MONTHS - 8 HOURS) ASST. WAREHOUSE FOREMAN MAINTENANCE MAINTENANCE MAINTENANCE MAINTENANCE PAY STEP GRADE 6 GRADE 5 GRADE 4 GRADE ,756 26,450 24,002 21, ,249 26,899 24,399 22, ,751 27,352 24,805 22, ,263 27,819 25,219 22, ,785 28,294 25,637 23, ,319 28,775 26,070 23, ,864 29,271 26,509 23, ,419 29,772 26,955 24, ,985 30,285 27,413 24, ,563 30,807 27,876 25, ,148 31,341 28,353 25, ,751 31,884 28,840 25, ,363 32,439 29,332 26, ,990 33,004 29,837 26, ,117 33,120 29,939 26, ,244 33,236 30,042 27, ,887 33,819 30,560 27, ,018 33,938 30,667 27, ,150 34,058 30,774 27, ,809 34,656 31,305 28, ,944 34,777 31,415 28, ,079 34,902 31,525 28, ,757 35,516 32,073 28, ,898 35,641 32,184 28, ,036 35,769 32,297 29, ,731 36,401 32,861 29, ,874 36,530 32,974 29, ,019 36,662 33,090 29, ,162 36,791 33,207 29, ,308 36,921 33,320 29, ,451 37,051 33,439 30,041 Page 24 of 33

26 ST. MARY PARISH SCHOOL BOARD MAINTENANCE PERSONNEL EFFECTIVE JULY 1, 2015 (8 HOURS) TRUCK DRIVERI/WAREHOUSE TRUCK DRIVER I / WAREHOUSE TRUCK DRIVER II / WAREHOUSE PAY STEP 12 MONTHS 11 MONTHS 12 MONTHS 1 20,832 19,372 24, ,167 19,679 24, ,507 19,992 25, ,855 20,309 25, ,208 20,635 25, ,573 20,965 26, ,940 21,305 26, ,316 21,650 27, ,700 22,002 27, ,094 22,361 28, ,493 22,726 28, ,900 23,100 29, ,315 23,481 29, ,736 23,870 30, ,823 23,948 30, ,909 24,028 30, ,347 24,427 30, ,434 24,509 31, ,524 24,589 31, ,972 25,000 31, ,065 25,086 31, ,157 25,170 31, ,616 25,592 32, ,712 25,678 32, ,806 25,766 32, ,279 26,200 33, ,377 26,288 33, ,474 26,377 33, ,570 26,467 33, ,670 26,555 33, ,767 26,646 33,863 Page 25 of 33

27 ST. MARY PARISH SCHOOL BOARD SCHOOL CUSTODIANS EFFECTIVE JULY 1, 2015 CUSTODIAN CUSTODIAN CUSTODIAN HEAD PAY STEP I II III CUSTODIAN 1 16,215 17,567 20,259 21, ,459 17,834 20,582 21, ,705 18,112 20,909 21, ,956 18,393 21,244 22, ,215 18,677 21,587 22, ,475 18,968 21,937 22, ,740 19,266 22,292 23, ,012 19,569 22,656 23, ,294 19,875 23,025 24, ,574 20,192 23,403 24, ,863 20,514 23,789 24, ,158 20,841 24,181 25, ,461 21,177 24,583 25, ,764 21,515 24,993 26, ,826 21,585 25,079 26, ,891 21,657 25,160 26, ,206 22,006 25,579 26, ,271 22,076 25,667 26, ,334 22,147 25,754 26, ,661 22,510 26,186 27, ,727 22,583 26,273 27, ,793 22,658 26,363 27, ,128 23,029 26,808 28, ,192 23,103 26,898 28, ,262 23,179 26,990 28, ,605 23,561 27,447 28, ,673 23,637 27,539 28, ,743 23,716 27,635 28, ,814 23,796 27,728 28, ,887 23,873 27,822 29, ,956 23,951 27,916 29,191 Custodian I - 9 Months Custodian II - 10 Months Custodian III - 12 Months Head Custodian - 12 Months Custodian personnel may work 3, 4, 6, or 8 hours per day as assigned by Supervisor. Page 26 of 33

28 ST. MARY PARISH SCHOOL BOARD SCHOOL FOOD SERVICE EFFECTIVE JULY 1, 2015 (9 MONTHS) PRODUCTION MANAGER* TECHNICIAN TECHNICIAN MANAGER MANAGER A PAY STEP 4 1/4 HRS. 7 HRS. 8 HRS. 8 HRS. 8 HRS. 1 10,021 14,627 16,228 17,833 18, ,148 14,837 16,471 18,107 18, ,279 15,050 16,716 18,386 19, ,412 15,268 16,969 18,669 19, ,545 15,488 17,223 18,959 19, ,682 15,717 17,485 19,258 20, ,823 15,948 17,754 19,561 20, ,965 16,185 18,027 19,866 20, ,113 16,425 18,304 20,181 21, ,263 16,671 18,587 20,502 21, ,414 16,922 18,877 20,831 21, ,569 17,178 19,172 21,164 22, ,726 17,438 19,470 21,505 22, ,889 17,702 19,775 21,850 22, ,923 17,759 19,841 21,924 22, ,954 17,812 19,902 21,993 22, ,120 18,085 20,215 22,349 23, ,154 18,140 20,281 22,421 23, ,187 18,198 20,346 22,495 23, ,358 18,478 20,670 22,863 23, ,394 18,536 20,737 22,937 23, ,428 18,592 20,804 23,013 24, ,602 18,883 21,136 23,388 24, ,639 18,940 21,206 23,467 24, ,675 18,997 21,272 23,545 24, ,856 19,295 21,618 23,934 24, ,892 19,357 21,684 24,012 25, ,930 19,419 21,755 24,092 25, ,968 19,479 21,828 24,172 25, ,005 19,538 21,897 24,252 25, ,043 19,602 21,969 24,334 25,404 Manager serving additional line (exclusive of salads) or satellite in excess of 200 meals $450 for first option and $225 per additional option. Three steps will be granted for a degree in food nutrition. *Discontinued effective August 1, See Notes. 182 Day Work Year Increased by Board Action 2003 Page 27 of 33

29 ST. MARY PARISH SCHOOL BOARD TECHNOLOGY PERSONNEL EFFECTIVE JULY 1, 2015 SOFTWARE TECHNICIAN/ PAY STEP TECHNICIAN I TECHNICIAN II TECHNICIAN III 1 26,450 28,756 30, ,899 29,249 31, ,352 29,751 31, ,819 30,263 32, ,294 30,785 32, ,775 31,319 33, ,271 31,864 34, ,772 32,419 34, ,285 32,985 35, ,807 33,563 35, ,341 34,148 36, ,884 34,751 37, ,439 35,363 37, ,004 35,990 38, ,120 36,117 38, ,236 36,244 38, ,819 36,887 39, ,938 37,018 39, ,058 37,150 39, ,656 37,809 40, ,777 37,944 40, ,902 38,079 40, ,516 38,757 41, ,641 38,898 41, ,769 39,036 41, ,401 39,731 42, ,530 39,874 42, ,662 40,019 42, ,791 40,162 43, ,921 40,308 43, ,051 40,451 43,374 Page 28 of 33

30 BUS DRIVERS, ATTENDANTS & PARAPROFESSIONALS EFFECTIVE JULY 1, 2015 PARAPROFESSIONALS BUS BUS ASSOCIATE LPN 7 HRS 5 HRS PAY STEP DRIVERS ATTENDANTS DEGREE 9 MONTHS 9 MONTHS 9 MONTHS 1 15,011 12,248 18,410 17,031 15,819 12, ,235 12,416 18,689 17,287 16,050 12, ,462 12,585 18,972 17,548 16,288 12, ,694 12,756 19,265 17,818 16,533 12, ,933 12,934 19,558 18,091 16,778 12, ,176 13,115 19,862 18,367 17,031 12, ,421 13,296 20,169 18,652 17,287 13, ,675 13,483 20,481 18,941 17,548 13, ,931 13,674 20,803 19,235 17,818 13, ,193 13,870 21,130 19,296 18,091 13, ,459 14,068 21,461 19,359 18,367 13, ,734 14,270 21,803 19,661 18,652 14, ,012 14,478 22,147 19,723 18,941 14, ,296 14,686 22,500 19,786 19,235 14, ,352 14,730 22,573 20,096 19,296 14, ,409 14,772 22,647 20,160 19,359 14, ,703 14,990 23,009 20,224 19,661 14, ,762 15,035 23,084 20,545 19,723 14, ,820 15,081 23,160 20,611 19,786 14, ,122 15,300 23,532 20,676 20,096 15, ,183 15,346 23,605 21,006 20,160 15, ,244 15,391 23,683 21,071 20,224 15, ,552 15,622 24,069 21,141 20,545 15, ,616 15,668 24,146 21,207 20,611 15, ,679 15,716 24,225 21,276 20,676 15, ,997 15,952 24,620 21,343 21,006 15, ,061 16,001 24,697 21,412 21,071 15, ,126 16,048 24,781 21,482 21,141 15, ,191 16,097 24,860 21,550 21,207 15, ,256 16,145 24,942 21,620 21,276 16, ,323 16,194 25,024 21,688 21,343 16,076 Paraprofessionals who will be paid for an attained Associate's Degree must present a diploma and official transcript from a regionally accredited university, community college, or technical institute. Paraprofessionals who were paid on the 2002/2003 Associate's Degree Salary Scale will be frozen at that salary (plus the 2003/2004 state raise of $476, the 2006/2007 State raise of $500 and the 2007/2008 state raise of $1,000) until they reach the appropriate step on the Salary Scale. Page 29 of 33

31 ST. MARY PARISH SCHOOL BOARD SIGN LANGUAGE INTERPRETER/BRAILLE TUTOR EFFECTIVE JULY 1, 2015 *PAY STEP **HOURLY RATE AND ABOVE *MINIMUM OF 4 HOURS PER PAY** ANYONE WITH SLIP, RID OR CST CERTIFICATION SHALL RECEIVE AN ADDITIONAL $1.00 PER HOUR, AFTER 5 YEARS EXPERIENCE Page 30 of 33

32 NOTES TO COMPREHENSIVE SALARY AND JOB CLASSIFICATION ROTC ROTC staff will be paid the minimum monthly Instruction Pay (which is Total Active Duty Pay less Retired Pay) as determined by the Department of the Army as of July 1 of each year, plus 16% of a beginning teacher s salary No adjustments will be made until July 1 of the following year. ROTC personnel are paid for 12 months. Bus Drivers Bus drivers step increases were re-instituted effective 7/1/93. All bus drivers receive an operational allowance of 125 % of the state schedule. Bus drivers are also reimbursed up to $ per year for the cost of insurance on their buses, and up to $40.00 for the cost of physicals. Bus Attendants Attendants hired on or after July 1, 1993 are paid at the stated rate. Those employed before that date were frozen and paid according to the salary schedule until accumulated experience placed them at a higher rate on the current salary schedule. As of July 1, 1996 all attendants had advanced beyond their frozen pay rate. Account Clerk III Account Clerk III category was eliminated as of 10/1/87; however personnel in place at that time retained their pay rate. The category was reinstated as of 7/1/98. Vocational Agricultural Teachers Vocational Agricultural Teachers were paid on a reduced salary scale only for the 3 summer months effective July 1, Effective July 1, 1998, Vocational Agricultural Teachers are paid both the state and local wage scale for the full 12 months. Cafeteria Manager A Cafeteria Managers A who are receiving an additional $ for serving 550 meals or an additional line will continue to receive this compensation. Those managers who are appointed after August 12, 1999, will not receive the additional compensation. School Nurses School nurses will be paid on the teacher salary scale. Page 31 of 33

33 St. Mary Parish School Board Recap of Stipend Pay Professional Development Workshop Attendance: Teacher $12.50 Paraprofessional $ 8.50 Tutoring / After School Programs During School Year.* Teacher $ Paraprofessional $ Student Minimum Wage Tutoring / Summer School Programs: Teacher $ Paraprofessional $ Student $ Minimum Wage Fast Forword Proctors $ Extended Day/Credit Recovery/5 th Block: Teacher $25.00 Paraprofessional $12.50 Administrator in Charge $30.00 *This Stipend schedule does not apply to the following programs, which are paid on their individual hourly rate: 1. After School Daycare Programs 2. Adult Education Workplace Literacy 3. Adult Education English Language / Civics Program 4. Part Time Curriculum Facilitators 5. Online Courses 6. Special Education ESY Therapists, Nurses, LPN, Bus Attendants, Bus Drivers are to be paid on their individual hourly rate. Special Education Pre-School testing for summer personnel pay will be determined by Special Ed. Supervisor based on the prevailing market rate. Para-educators who are conducting non-complex medical procedures under the supervision and/or direction of a RN shall be paid an annual stipend of $500 to be paid equally over twelve (12) month fiscal year. 7. Instructional Calendar Development 8. Dual Credit Page 32 of 33

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