Brownsville Independent School District. Employee Compensation Plan

Transcription

1 Brownsville Independent School District Department of Human Resources Employee Compensation Plan Board Approved: August 4, 205 In accordance with Title VI - Civil Rights Act of 964, Title IX - Education Amendment of 972, Section Rehabilitation Act of 973 and Title II of the Americans with Disabilities Act of 2, BISD does not discriminate on the basis of race, color, national origin, sex, religion, age, disability or genetic information in employment or provision of services, programs or activities.

2 BROWNSVILLE INDEPENDENT SCHOOL DISTRICT DEPARTMENT OF HUMAN RESOURCES COMPENSATION PLAN Table of Contents STAFFING GUIDELINES PAGES Certified / Classified Fine Arts Special Programs CERTIFIED PERSONNEL Professional Hiring Schedule... Administrators & Special Assignment Pay Grades Educator and Program Job Group Business Management Job Group OT / PT & Athletic Coordinator Job Group... 7 JROTC Salary Formula... 8 CLASSIFIED PERSONNEL Manual Trades Pay Grades Clerical Administrative Pay Grades Technical Specialized Pay Grades Instructional Support Pay Grades SUBSTITUTE TEACHERS Substitute Teacher Pay Scale SUPPLEMENTAL PAY (STIPENDS) Teachers, Nurses, Librarians and Counselors Department Heads... 3 Bilingual / ESL Band / Choir Career and Technology (CATE) Coaching Supplements U.I.L Other Athletic Department Game Workers APPENDIX Appendix A: Qualifying Rules for Associates or Bachelors Degree Credit for Classified Appendix B: Qualifying Rules for Master s Degree Credit Appendix C - 5: Compensation Model & Components Appendix D & E: Five Year Phase In Plan for Fine Arts & Athletics

3 Staffing Guidelines

4 Brownsville Independent School District Department of Human Resources : Staffing Guidelines: Certified Personnel Management Team: Elementary Schools Principal Enrollment No. of Positions Funding Days 20 Assistant Principal Up to Dean of Instruction (Supplemental) Middle Schools Principal Assistant Principal Up to ,250, Dean of Instruction (Supplemental) High Schools Principal Assistant Principal Up to,750,75 2,250 2,25 2,750 2, Special Ed Assist Principal Dean of Instruction (Supplemental) Number of positions is subject to availability of funding (federal and categorical funds) Sometimes an extenuating circumstance(s) on a campus may merit an exception to one or more of the staffing guidelines. Extenuating circumstances could include unusually high numbers of a certain special population of students, unique features to the facility, special programs on a campus that merit more time for staff, etc. When the principal believes that there is justification for additional staff because of the extenuating circumstances, the principal must submit a proposal to their Area Assistant Superintendent for consideration. The Area Assistant Superintendent will meet with the Assistant Superintendent for Human Resources and the Chief Financial Officer and a recommendation may be made to the Superintendent. All Supplemental positions must be documented as a need in the Comprehensive Needs Assessment in the Campus Improvement Plan and must also have an activity documenting the provision of allowable services. Positions are based on student enrollment numbers and subject to the availability of funding. When the principal believes that there is justification for additional staff because of the extenuating circumstances, the principal must submit a proposal to their Area Assistant Superintendent for consideration. The Area Assistant Superintendent will meet with the Human Resource Administrator and the Chief Financial Officer and a recommendation may be made to the Superintendent. BISD does not discriminate on the basis of race, color, national origin, sex, religion, age, disability or genetic information in employment or provision of services, programs or activities. Board Approved: August 4, 205

5 Brownsville Independent School District Department of Human Resources : Staffing Guidelines: Certified Personnel Other: Elementary Schools Enrollment No. of Positions Funding Days Counselor Middle Schools Up to Counselor 3 20 High Schools Counselor Up to 2,500 2,50 3,000 3,00 3, Testing Coordinator 25 Alternative Education Program Counselor Up to Note: Counselors funded from categorical funds will remain and will not affect the allocations. Number of positions is subject to availability of funding (federal and categorical funds) Sometimes an extenuating circumstance(s) on a campus may merit an exception to one or more of the staffing guidelines. Extenuating circumstances could include unusually high numbers of a certain special population of students, unique features to the facility, special programs on a campus that merit more time for staff, etc. When the principal believes that there is justification for additional staff because of the extenuating circumstances, the principal must submit a proposal to their Area Assistant Superintendent for consideration. The Area Assistant Superintendent will meet with the Assistant Superintendent for Human Resources and the Chief Financial Officer and a recommendation may be made to the Superintendent. All Supplemental positions must be documented as a need in the Comprehensive Needs Assessment in the Campus Improvement Plan and must also have an activity documenting the provision of allowable services. Positions are based on student enrollment numbers and subject to the availability of funding. When the principal believes that there is justification for additional staff because of the extenuating circumstances, the principal must submit a proposal to their Area Assistant Superintendent for consideration. The Area Assistant Superintendent will meet with the Human Resource Administrator and the Chief Financial Officer and a recommendation may be made to the Superintendent. BISD does not discriminate on the basis of race, color, national origin, sex, religion, age, disability or genetic information in employment or provision of services, programs or activities. Board Approved: August 4, 205 2

6 Brownsville Independent School District Department of Human Resources : Staffing Guidelines: Certified Personnel Teacher Staffing Guidelines for Allocating Full-Time Equivalents (FTEs) to Campuses* Funding Days CAMPUS LEVEL Elementary Schools 22: K-4 25: 5 th Grade** Middle Schools 25: Projected Enrollment** 87 High Schools 25: Projected Enrollment** 87 Staffing allocations outside the parameters must have approval of the Area Assistant Superintendent, Assistant Superintendent for Human Resources and Chief Financial Officer prior to consideration by the Superintendent. *Only K-4, 22: ratio, is a required teacher/student ratio for BISD. All other ratios are for distribution of full-time equivalents to campuses, and teacher/student ratios can vary by course, period or content area. ** Special funds may be used to lower the teacher/student ratio, as funds are available. Sometimes an extenuating circumstance(s) on a campus may merit an exception to one or more of the staffing guidelines. Extenuating circumstances could include unusually high numbers of a certain special population of students, unique features to the facility, special programs on a campus that merit more time for staff, etc. When the principal believes that there is justification for additional staff because of the extenuating circumstances, the principal must submit a proposal to their Area Assistant Superintendent for consideration. The Area Assistant Superintendent will meet with the Assistant Superintendent for Human Resources and the Chief Financial Officer and a recommendation may be made to the Superintendent. All Supplemental positions must be documented as a need in the Comprehensive Needs Assessment in the Campus Improvement Plan and must also have an activity documenting the provision of allowable services. Positions are based on student enrollment numbers and subject to the availability of funding. When the principal believes that there is justification for additional staff because of the extenuating circumstances, the principal must submit a proposal to their Area Assistant Superintendent for consideration. The Area Assistant Superintendent will meet with the Human Resource Administrator and the Chief Financial Officer and a recommendation may be made to the Superintendent. BISD does not discriminate on the basis of race, color, national origin, sex, religion, age, disability or genetic information in employment or provision of services, programs or activities. Board Approved: August 4, 205 3

7 Brownsville Independent School District Department of Human Resources : Staffing Guidelines: Certified / Classified Personnel Elementary Schools Enrollment No. of Positions Funding Days Librarian 96 Librarian Aide (Supplemental) 2 87 Physical Ed Teacher , P.E. Aides ,200, Nurse Up to,000,00 + / 2 / Health Aid Up to,000, Number of positions is subject to availability of funding (federal and categorical funds). Sometimes an extenuating circumstance(s) on a campus may merit an exception to one or more of the staffing guidelines. Extenuating circumstances could include unusually high numbers of a certain special population of students, unique features to the facility, special programs on a campus that merit more time for staff, etc. When the principal believes that there is justification for additional staff because of the extenuating circumstances, the principal must submit a proposal to their Area Assistant Superintendent for consideration. The Area Assistant Superintendent will meet with the Assistant Superintendent for Human Resources and the Chief Financial Officer and a recommendation may be made to the Superintendent. All Supplemental positions must be documented as a need in the Comprehensive Needs Assessment in the Campus Improvement Plan and must also have an activity documenting the provision of allowable services. Positions are based on student enrollment numbers and subject to the availability of funding. When the principal believes that there is justification for additional staff because of the extenuating circumstances, the principal must submit a proposal to their Area Assistant Superintendent for consideration. The Area Assistant Superintendent will meet with the Human Resource Administrator and the Chief Financial Officer and a recommendation may be made to the Superintendent. BISD does not discriminate on the basis of race, color, national origin, sex, religion, age, disability or genetic information in employment or provision of services, programs or activities. Board Approved: August 4, 205 4

8 Brownsville Independent School District Department of Human Resources : Staffing Guidelines: Certified / Classified Personnel (Cont d) Middle Schools Enrollment No. of Positions Funding Days Librarian Up to, Librarian Aide Up to, P.E. / Health Teacher Up to,,200 + AC / 4 PE / 2 Health AC / 5 PE / 2 Health Nurse Up to,000,00 + / 2 / Health Aide High Schools Up to,000, Librarian, Librarian Aide, Health Aide,602 to 2,500 2, AC = Athletic Coordinator Number of positions is subject to availability of funding (federal and categorical funds). Sometimes an extenuating circumstance(s) on a campus may merit an exception to one or more of the staffing guidelines. Extenuating circumstances could include unusually high numbers of a certain special population of students, unique features to the facility, special programs on a campus that merit more time for staff, etc. When the principal believes that there is justification for additional staff because of the extenuating circumstances, the principal must submit a proposal to their Area Assistant Superintendent for consideration. The Area Assistant Superintendent will meet with the Assistant Superintendent for Human Resources and the Chief Financial Officer and a recommendation may be made to the Superintendent. All Supplemental positions must be documented as a need in the Comprehensive Needs Assessment in the Campus Improvement Plan and must also have an activity documenting the provision of allowable services. Positions are based on student enrollment numbers and subject to the availability of funding. When the principal believes that there is justification for additional staff because of the extenuating circumstances, the principal must submit a proposal to their Area Assistant Superintendent for consideration. The Area Assistant Superintendent will meet with the Human Resource Administrator and the Chief Financial Officer and a recommendation may be made to the Superintendent. BISD does not discriminate on the basis of race, color, national origin, sex, religion, age, disability or genetic information in employment or provision of services, programs or activities. Board Approved: August 4, 205 5

9 Brownsville Independent School District Department of Human Resources : Staffing Guidelines: Certified / Classified Personnel (Cont d) Other: All Campuses Campus Secretary Custodians Elementary Schools Clerical Middle Schools Clerical Hall Monitors High Schools Clerical Hall Monitors Enrollment No. of Positions 8,000 sq. ft. : 300: 200: 2 200: 3 Number of positions is subject to availability of funding (federal and categorical funds). Sometimes an extenuating circumstance(s) on a campus may merit an exception to one or more of the staffing guidelines. Extenuating circumstances could include unusually high numbers of a certain special population of students, unique features to the facility, special programs on a campus that merit more time for staff, etc. When the principal believes that there is justification for additional staff because of the extenuating circumstances, the principal must submit a proposal to their Area Assistant Superintendent for consideration. The Area Assistant Superintendent will meet with the Assistant Superintendent for Human Resources and the Chief Financial Officer and a recommendation may be made to the Superintendent. All Supplemental positions must be documented as a need in the Comprehensive Needs Assessment in the Campus Improvement Plan and must also have an activity documenting the provision of allowable services. Positions are based on student enrollment numbers and subject to the availability of funding. When the principal believes that there is justification for additional staff because of the extenuating circumstances, the principal must submit a proposal to their Area Assistant Superintendent for consideration. The Area Assistant Superintendent will meet with the Human Resource Administrator and the Chief Financial Officer and a recommendation may be made to the Superintendent. BISD does not discriminate on the basis of race, color, national origin, sex, religion, age, disability or genetic information in employment or provision of services, programs or activities. Board Approved: August 4, 205 6

10 Brownsville Independent School District Department of Human Resources : Staffing Guidelines: Department of Fine Arts Campuses who have met the student/teacher ratios may be provided additional staff units that will not count against their personnel units. Refer to Fine Arts 5 year plan Band Staff: High Schools Enrollment No. of Positions Funding Days Head Band Director 20 Assistant Band Director * Middle Schools Up to Head Band Director 205 Assistant Band Director * Estudiantina Staff: High Schools Up to Enrollment No. of Positions Funding Days Estudiantina Director 205 Assistant Director * Up to * Additional Staff will be itinerant. BISD does not discriminate on the basis of race, color, national origin, sex, religion, age, disability or genetic information in employment or provision of services, programs or activities. Board Approved: August 4, 205 7

11 Brownsville Independent School District Department of Human Resources : Staffing Guidelines: Department of Fine Arts (Cont d) Campuses who have met the student/teacher ratios may be provided additional staff units that will not count against their personnel units. Refer to Fine Arts 5 year plan Choir Staff: High Schools Head Choir Director Enrollment No. of Positions Funding Days 205 Assistant Choir Director * Up to Middle Schools Head Choir Director 205 Assistant Choir Director * Up to Elementary Schools Music and / or Art Teacher or 2 87 * Additional Staff will be itinerant. Sometimes an extenuating circumstance(s) on a campus may merit an exception to one or more of the staffing guidelines. Extenuating circumstances could include unusually high numbers of a certain special population of students, unique features to the facility, special programs on a campus that merit more time for staff, etc. When the principal believes that there is justification for additional staff because of the extenuating circumstances, the principal must submit a proposal to their Area Assistant Superintendent for consideration. The Area Assistant Superintendent will meet with the Human Resource Administrator and the Chief Financial Officer and a recommendation may be made to the Superintendent. BISD does not discriminate on the basis of race, color, national origin, sex, religion, age, disability or genetic information in employment or provision of services, programs or activities. Board Approved: August 4, 205 8

12 Brownsville Independent School District Department of Human Resources : Staffing Guidelines: Special Programs Supplemental State Compensatory: No. of Positions Funding Days Elementary Schools Pre K -4 Teacher.5 * 62 / 87 Middle Schools Teacher (State Comp) ** At-Risk Counselor High Schools Teacher (State Comp) ** At-Risk Counselor Drop-Out Prevention Program Specialist * Funded 50% from State Compensatory Funds. ** Positions are limited to core only areas as per funding guidelines. Alternative Education Program: Disciplinary Alternative Education Program Teacher Alternative Education Program Teacher No. of Positions X (5: Ratio) X (5: Ratio) Funding Days xxx xxx Alternative Education Program Administrator(s) * Up to 350 = = Parent Liaison (BAC, BLA, Lincoln Park) Security Officers * Ratio includes the Principal Number of positions is subject to availability of funding (federal and categorical funds). All supplemental positions must be documented as a need in the Comprehensive Needs Assessment in the Campus Improvement Plan and must also have an activity documenting the provision of allowable services. Positions are based on student enrollment numbers and subject to the availability of funding. When the principal believes that there is justification for additional staff because of the extenuating circumstances, the principal must submit a proposal to their Area Assistant Superintendent for consideration. The Area Assistant Superintendent will meet with the Human Resource Administrator and the Chief Financial Officer and a recommendation may be made to the Superintendent. BISD does not discriminate on the basis of race, color, national origin, sex, religion, age, disability or genetic information in employment or provision of services, programs or activities. Board Approved: August 4, 205 9

13 Federal Programs: Supplemental Title I Part A Brownsville Independent School District Department of Human Resources : Staffing Guidelines: Special Programs (Cont d) No. of Positions Funding Days Three Year Old Program Aide (at participating schools) All Campuses (: Ratio) (50: Ratio) Dyslexia Lab Aide (at participating schools) Elementary Schools (50: Ratio) / 2 87 Pre-K / K Instructional Aide Instructional Aide Librarian Aide Parental Liaison (50: Pre-K / K Ratio) (400: Ratio) Middle Schools Librarian Aide Parental Liaison Instructional Aide High Schools Librarian Aide Parental Liaison Instructional Aide Number of positions is subject to availability of funding (federal and categorical funds). Sometimes an extenuating circumstance(s) on a campus may merit an exception to one or more of the staffing guidelines. Extenuating circumstances could include unusually high numbers of a certain special population of students, unique features to the facility, special programs on a campus that merit more time for staff, etc. When the principal believes that there is justification for additional staff because of the extenuating circumstances, the principal must submit a proposal to their Area Assistant Superintendent for consideration. The Area Assistant Superintendent will meet with the Assistant Superintendent for Human Resources and the Chief Financial Officer and a recommendation may be made to the Superintendent. All Supplemental positions must be documented as a need in the Comprehensive Needs Assessment in the Campus Improvement Plan and must also have an activity documenting the provision of allowable services. Positions are based on student enrollment numbers and subject to the availability of funding. When the principal believes that there is justification for additional staff because of the extenuating circumstances, the principal must submit a proposal to their Area Assistant Superintendent for consideration. The Area Assistant Superintendent will meet with the Human Resource Administrator and the Chief Financial Officer and a recommendation may be made to the Superintendent. BISD does not discriminate on the basis of race, color, national origin, sex, religion, age, disability or genetic information in employment or provision of services, programs or activities. Board Approved: August 4, 205 0

14 Professional Hiring Schedule

15 BROWNSVILLE INDEPENDENT SCHOOL DISTRICT HIRING SCHEDULES Teacher, Counselor, Nurse & Librarian Salary Schedule BACHELOR'S BACHELOR'S + 5 HOURS* MASTER'S* DOCTORATE Minimum $ 4, $ 42,72.00 $ 44, $ 45, Maximum $ 59, $ 60, $ 62, $ 63, TEACHER COUNSELOR NURSE LIBRARIAN Notes:. Maximum is based on 27 years of experience 2. * Bachelor s + 5 and Master s must be in a teaching field for which teacher is eligible to teach (see Appendix B). 3. Positions assigned more than 87/Duty Days will be compensated at the Daily Rate for Base Salary plus Degree. 4. If employed prior to 07/0/2005: Nurses will receive $00 for every year of work experience outside of the District up to 5 years. Non-Teaching Positions (Paid on the Teacher Scale) BACHELOR'S BACHELOR'S + 5 HOURS* MASTER'S* DOCTORATE Minimum $ 4, $ 42,72.00 $ 44, $ 45, Maximum $ 59, $ 60, $ 62, $ 63, Adaptive P.E. Assistive Technology Athletic Coordinator (MS) Athletic Trainer (MS) Athletic Trainer (HS) Audiologist Auditory / Hearing Impaired Color Guard / Theatre Arts Coordinator Dance Advisor Day Care Coordinator Defense / Offense Coordinator Educational Diagnostician Family Engagement Specialist GED Chief Examiner JROTC Instructor Lead Teacher Lead Diagnostician Licensed Specialist in School Psychology Orientation - Mobility OT / PT Assistant Program Specialist Project Coordinator Site Coordinator Social Worker Special Education Behavior Specialist Speech Language Pathologist Speech Language Pathologist (Asst) Speech Therapist Teacher Specialist Testing Coordinator Visually Impaired Vocation al Adjustment Coordinator Youth Project Coordinator Notes:. The Hiring Schedules does not include fringe benefit amounts 2. Employees on these Hiring Schedules will not receive less base salary than the previous year. 3. Full-Time professional employees listed above may be who are not on the Special Assignment/Administrators Salary Schedule (ED & BM) are eligible for Supplemental Duty Assignments that are paid according to the Board approved Supplemental Duty Salary Schedule. BISD does not discriminate on the basis of race, color, national origin, sex, religion, age, disability or genetic information in employment or provision of services, programs or activities. BOARD APPROVED: August 4, 205

16 Administrators and Special Assignment Pay Grades

17 BROWNSVILLE INDEPENDENT SCHOOL DISTRICT ADMINISTRATORS & SPECIAL ASSIGNMENT PAY GRADES EDUCATOR AND PROGRAM JOB GROUP PAY CODE PAY GRADE DAYS 230 ABE Instructor 87 PAY CODE PAY GRADE 2 DAYS NO CURRENT POSITIONS PAY CODE PAY GRADE 3 DAYS 2095 Coordinator for Career Technology Education Coordinator for Federal Programs Coordinator for Wellness Programs Evaluator II 226 PAY CODE PAY GRADE 4 DAYS 00 Administrator for STAMP Program Assistant Administrator for Library/Media Services Assistant Principal for Alternative Campus Assistant Principal for Elementary School Assistant Principal for Middle School Assistant Principal for High School Assistant Principal for High School: Special Education Coordinator for Aquatic Center Coordinator for Migrant Services Coordinator for Assessment, Research, & Evaluation Coordinator for Parental Involvement 220 Coordinator for Special Programs Coordinator for State Compensatory Coordinator for Student Assessment & Planning Dean of Instruction for High School Dean of Instruction for Middle School Dean of Instruction for Elementary School Grant Specialist 226 BISD does not discriminate on the basis of race, color, national origin, sex, religion, age, disability or genetic information in employment or provision of services, programs or activities. BOARD APPROVED: August 4, 205 2

18 BROWNSVILLE INDEPENDENT SCHOOL DISTRICT ADMINISTRATORS & SPECIAL ASSIGNMENT PAY GRADES EDUCATOR AND PROGRAM JOB GROUP PAY CODE PAY GRADE 4 (Cont d) DAYS 2088 Specialist: Bilingual / ESL Specialist: Early Childhood Specialist: Fine Arts Specialist: Language Arts Specialist: Math Specialist: P.E Specialist: Pre K-2 Math Curriculum Specialist: Professional Development Specialist: RTI Curriculum Specialist: Science Specialist: Science (Secondary: Title I) Specialist: Social Studies Supervisor for Choral Activities Supervisor for Instrumental Music Supervisor for Pupil Services (Admission & Attendance) Supervisor for Special Services Supervisor for Federal Programs Supervisor for Visual Arts 226 PAY CODE PAY GRADE 5 DAYS 00 Administrator for Advanced Academics Administrator for Assessment, Research & Evaluation Administrator for Adult Continuing Education Administrator for Bilingual Education Administrator for Career and Technology Administrator for Dyslexia and Administrator for Federal Programs Administrator for Grants Administrator for Guidance and Counseling Administrator for Health Services Administrator for ITV Studio Administrator for Library and Media Services Administrator for Music and Fine Arts Administrator for Professional Development Administrator for Pupil Services Administrator for State Compensatory Assistant Athletic Administrator Assistant Administrator for Special Services Assistant Administrator for Technology Coordinator for Student Assessment / District Planner District Coordinator for School Improvement 226 BISD does not discriminate on the basis of race, color, national origin, sex, religion, age, disability or genetic information in employment or provision of services, programs or activities. BOARD APPROVED: August 4, 205 3

19 BROWNSVILLE INDEPENDENT SCHOOL DISTRICT ADMINISTRATORS & SPECIAL ASSIGNMENT PAY GRADES EDUCATOR AND PROGRAM JOB GROUP PAY CODE PAY GRADE 5 (Cont d) DAYS 006 Principal for Alternative Schools (BAC, BLA, Lincoln Park) Principal for Elementary School Principal for High School Principal for Middle School Project Director for 2 st Century CCLC Project Director for Texas Literacy Initiative 226 PAY CODE PAY GRADE 6 DAYS 005 Administrator for Athletics Administrator for Elementary Curriculum Administrator for Secondary Curriculum Administrator for Special Programs Administrator for Special Services 226 PAY CODE PAY GRADE 7 DAYS NO CURRENT POSITIONS PAY CODE PAY GRADE 8 DAYS 004 Assistant Superintendent Area Assistant Superintendent 226 BISD does not discriminate on the basis of race, color, national origin, sex, religion, age, disability or genetic information in employment or provision of services, programs or activities. BOARD APPROVED: August 4, 205 4

20 BROWNSVILLE INDEPENDENT SCHOOL DISTRICT ADMINISTRATORS & SPECIAL ASSIGNMENT PAY GRADES BUSINESS MANAGEMENT JOB GROUP PAY CODE PAY GRADE DAYS 223 ABE Accountant Accountant Bid Control Accountant Graphic Artist 226 PAY CODE PAY GRADE 2 DAYS NO CURRENT POSITIONS PAY CODE PAY GRADE 3 DAYS 205 Compensation Manager Coordinator for Finance Energy Manager Internal Auditor ITV Studio Scriptwriter Purchasing Specialist Purchasing and Accounts Supervisor Transportation Supervisor for Food and Nutrition Services Supervisor for Maintenance Electrician/HVAC Supervisor for Maintenance - Plumber 226 PAY CODE PAY GRADE 4 DAYS 009 Assistant Administrator for Food and Nutrition Services Assistant Administrator for Transportation Business Software Specialist Computer Programmer Computer Systems Operator Coordinator- Federal Program Accounts Human Resource Specialist Coordinator for Warehouse/Textbooks/Fixed Assets PEIMS Specialist Risk Manager Supervisor for Environmental, Health, Safety and Custodial Training Supervisor for Management Information System Specialist 226 BISD does not discriminate on the basis of race, color, national origin, sex, religion, age, disability or genetic information in employment or provision of services, programs or activities. BOARD APPROVED: August 4, 205 5

21 BROWNSVILLE INDEPENDENT SCHOOL DISTRICT ADMINISTRATORS & SPECIAL ASSIGNMENT PAY GRADES BUSINESS MANAGEMENT JOB GROUP PAY CODE PAY GRADE 5 DAYS 00 Administrator for PEIMS Administrator for Security and Police Services Policy/Records/Recycle Manager Project/Facilities Manager 226 PAY CODE PAY GRADE 6 DAYS 005 Administrator for Certified Personnel Administrator for Classified Personnel Administrator for Computer Services Administrator for Employee Benefits / Risk Management Administrator for Finance/Budget Administrator for Food and Nutrition Services Administrator for Maintenance/Facilities Administrator for Payroll Administrator for Public Information Administrator for Purchasing Administrator for Transportation Administrator for Warehouse & Textbooks Lead Internal Auditor 226 PAY CODE PAY GRADE 7 DAYS NO CURRENT POSITIONS PAY CODE PAY GRADE 8 DAYS 04 Chief Financial Officer Staff Attorney 226 BISD does not discriminate on the basis of race, color, national origin, sex, religion, age, disability or genetic information in employment or provision of services, programs or activities. BOARD APPROVED: August 4, 205 6

22 Occupational / Physical Therapist & High School Coordinator for Athletics Pay Grades

23 BROWNSVILLE INDEPENDENT SCHOOL DISTRICT ADMINISTRATORS & SPECIAL ASSIGNMENT PAY GRADES POSITION DAYS MINIMUM MIDPOINT MAXIMUM Occupational /Physical Therapist High School Coordinator for Athletics $38.27 $38.92 $ Please Note: The High School Coordinator for Athletics are now paid using the new compensation model. Please see Appendix C for more information. BISD does not discriminate on the basis of race, color, national origin, sex, religion, age, disability or genetic information in employment or provision of services, programs or activities. BOARD APPROVED: August 4, 205 7

24 JROTC SALARY FORMULA

25 BROWNSVILLE INDEPENDENT SCHOOL DISTRICT JROTC SALARY FORMULA BISD s Share. Base Salary from Teacher Base Salary Schedule divided by 87 Days equals Daily Rate 2. Daily Rate Times 220 days equals Annual Salary per BISD Department of Defense s (DOD) Share of Minimum Instructor Pay (MIP). 50% of the MIP stated on the Acceptance Letter from the DOD 2. Multiply the 50% of the MIP by 2 equals Annual Salary per DOD Formula BISD s Annual Salary (Teacher Base Salary Schedule) + DOD s Annual Salary (50% of MIP) = Total Annual Salary Total Annual Salary / 2 = Monthly Income Note:. Dock Rate: For BISD s Share by Board Policy. For DOD s Share - by DOD s Policy. 2. MIP is determined by calendar days from January to December at 30 days per month. 3. JROTC (Air Force): Brownsville ISD received word that reimbursements will change from 2 months to 0 months. For FY , the District will not reduce the salary amounts despite the reduction in funding. Subsequent to change. BISD does not discriminate on the basis of race, color, national origin, sex, religion, age, disability or genetic information in employment or provision of services, programs or activities. BOARD APPROVED: August 4, 205 8

26 CLASSIFIED PERSONNEL: Manual Trades

27 BROWNSVILLE INDEPENDENT SCHOOL DISTRICT MANUAL TRADES SALARY PAY GRADES FOR THE FISCAL YEAR ENDING JUNE 30, 206 Pay Grade MINIMUM MIDPOINT MAXIMUM *MT Part Time Part Time Part Time MT 2 $ 8.93 $ 0.89 $ 2.85 MT 3 $ 9.7 $.9 $ 3.2 MT 4 $ 9.36 $.4 $ 3.46 MT 5 $ 9.96 $ 2.6 $ 4.35 MT 6 $.5 $ 3.6 $ 6.07 MT 7 $ 2.5 $ 5.26 $ 8.00 MT 8 $ 4.00 $ 7.07 $ 20.4 *Refer to Supplemental Duty Pay - page 38 BISD does not discriminate on the basis of race, color, national origin, sex, religion, age, disability or genetic information in employment or provision of services, programs or activities. Board Approved: August 4, 205 9

28 Brownsville Independent School District Manual Trades (MT) Positions PAY GRADE MT - DAYS 372 Food and Nutrition Services (FNS) Student Worker (Part Time) TBD 3659 Office Clerk (Part Time) TBD 380 PT Seasonal Employee TBD 490 Security Officer (Part Time) TBD 366 Student Worker TBD 4504 Substitute Bus Monitor TBD 3904 Substitute Custodian TBD 3905 Substitute FNS Custodian TBD 422 Substitute FNS Worker TBD PAY GRADE MT Custodian FNS Custodian-C FNS Worker Landscaper Maintenance Helper 26 PAY GRADE MT Bus Monitor FNS Clerk FNS Clerk Trainee FNS Truck Driver General Maint. Person Groundskeeper Runner Tractor Driver Truck Driver (Maintenance) Truck Driver (Media Services) Warehouse Delivery Person Warehouse Stockman 26 PAY GRADE MT (CPO) Certified Pool Operator A/C & EMS Helper A/C Filter Changer Brick Layer Helper Carpenter's Helper Brush/Recycling Truck Operator Bus Driver Carpenter's Helper Electrician's Helper Head Custodian 26 4 Intercom Repair Helper Painter's Helper Plumber's Helper Roofer's Helper Security Officer Welder's Helper 26 PAY GRADE MT Brick Layer/Masonry Worker Dispatcher (e.g. Transportation Department) Dispatcher-Communications Officer Fence Worker FNS Warehouse Specialist Glazier Painter Roofer Warehouse Person Welder 26 BISD does not discriminate on the basis of race, color, national origin, sex, religion, age, disability or genetic information in employment or provision of services, programs or activities. 20 Board Approved: August 4, 205

29 Brownsville Independent School District Manual Trades (MT) Positions PAY GRADE MT - 6 DAYS 55 A/C & EMS Technician Carpenter Carpenter (Cabinet) Electrician FNS Inst. Equip. Repair Tech FNS Manager FNS Manager Trainee Head Dispatcher Intercom Repairman Inventory Clerk Locksmith Mechanic Parts Room Clerk Plumber Property Control Clerk Sergeant Security Officer Supply Manager Warehouse Clerk I 26 PAY GRADE MT Communications Supervisor Equipment Operator FNS Inst. Equip. Repair Supervisor FNS Manager I-C (Elem) FNS Manager I-C (HS-MS) Head Fields Monitor High School Maint Supervisor Intercom Technician Lead AC/EMS Technician Lead ADA Worker Lead Carpenter Lead Custodial Operations Lead Electrician Lead Groundskeeper Lead Plumber Lead Warehouse Person Warehouse Clerk III 26 PAY GRADE MT AC/EMS Mechanical Foreman AC/EMS Programmer Custodial Operations Foreman FNS Manager II FNS Trainer FNS Warehouse Supervisor Foreman Operations Foreman Prop Control Clk Supervisor Shop Foreman Warehouse Supervisor 26 Special Note: Funding Codes for Instructional and Clerical positions are subject to change. BISD does not discriminate on the basis of race, color, national origin, sex, religion, age, disability or genetic information in employment or provision of services, programs or activities. 2 Board Approved: August 4, 205

30 CLASSIFIED PERSONNEL: Clerical Administrative

31 BROWNSVILLE INDEPENDENT SCHOOL DISTRICT CLERICAL ADMINISTRATIVE SALARY PAY GRADES FOR THE FISCAL YEAR ENDING JUNE 30, 206 Pay Grade MINIMUM MIDPOINT MAXIMUM CA 2 $ 8.93 $ 0.89 $ 2.85 CA 3 $ 9.66 $.79 $ 3.9 CA 4 $ 0.59 $ 2.93 $ 5.25 CA 5 $.59 $ 4.4 $ 6.68 CA 6 $ 2.72 $ 5.52 $ 8.32 CA 7 $ 4.23 $ 7.37 $ 20.5 CA 8 $ 5.96 $ 9.48 $ CA 9 $ 7.88 $ 2.8 $ BISD does not discriminate on the basis of race, color, national origin, sex, religion, age, disability or genetic information in employment or provision of services, programs or activities. Board Approved: August 4,

32 Brownsville Independent School District Clerical Administrative (CA) Pay Grades PAY GRADE CA-2 DAYS 3420 Attendance Clerk 87/ Clerical Assistant II FNS Clerk (Merchandising) Hall Monitor Parent Center Aide Receptionist/Clerk I Records Rm Clerk 92/ St Comp Attendance Clerk 87/ St Comp Clerical Assistant II St Comp Hall Monitor Title I Clerical Assistant II 96 PAY GRADE CA Asst. Route Coordinator Attendance Liaison Bilingual Tester/Clerk Typist Clerical Assistant III Health Aide I Library Clerk Mail Clerk Migrant Clerk 92/ Migrant Parent Liaison Migrant Recruiter Migrant System Clerk Parent Liaison Parent Trainer Print Shop Aide Receptionist/Clerk II Records Management Clerk I St Comp Clerical Assistant III St Comp Parent Liaison TTIPS Clerical Assistant III 92 PAY GRADE CA Bus Monitor Coordinator Data Management Clerk Field Trip Coordinator FNS Junior Buyer Health Aide II Human Resource Clerk Insurance Clerk Lead Bilingual Tester Migrant Data Entry Clerk Payroll Clerk I Public Information Recept/Clerk Records Management Clerk II Route Coordinator Secretary IV St Comp Data Management Clerk St Comp Secretary IV XXXX Title I Secretary IV Title III Secretary IV Transmission Programmer 227 BISD does not discriminate on the basis of race, color, national origin, sex, religion, age, disability or genetic information in employment or provision of services, programs or activities. 23 Board Approved: August 4, 205

33 Brownsville Independent School District Clerical Administrative (CA) Pay Grades PAY GRADE CA Accounting Clerk II Criminal Records Clerk Disciplinarian Fixed Assets Clerk Head Mail Room Clerk Human Resource Officer Lead Migrant Clerk Migrant Accounting Clerk II Migrant Secretary V Museum Coordinator Payroll Clerk II Position Control Officer Registrar Secretary V St Comp Accounting Clerk II St Comp Secretary V Title I Accounting Clerk II Title I Secretary V Title II Accounting Clerk II TTIPS Liaison TTIPS Secretary V 227 PAY GRADE CA Bookkeeper Driver Trainer FNS Procurement Specialist FNS Staffing Clerk Payroll Clerk III Safety Risk Management Foreman Secretary VI SEMS Coordinator 202 PAY GRADE CA C.P.R. Trainer FNS Quality Assurance Specialist Lead Accounting Clerk Secretary VII Special Assignment/Board Agenda Sec. 227 PAY GRADE CA Legal Assistant Payroll Specialist 227 PAY GRADE CA Administrative Assistant Sec/Board of Trustees 227 Special Note: Funding Codes for Instructional and Clerical positions are subject to change. BISD does not discriminate on the basis of race, color, national origin, sex, religion, age, disability or genetic information in employment or provision of services, programs or activities. 24 Board Approved: August 4, 205

34 CLASSIFIED PERSONNEL: Technical Specialized

35 BROWNSVILLE INDEPENDENT SCHOOL DISTRICT TECHNICAL SPECIALIZED SALARY PAY GRADES FOR THE FISCAL YEAR ENDING JUNE 30, 206 Pay Grade MINIMUM MIDPOINT MAXIMUM TE 22 $ 0.67 $ 3.0 $ 5.35 TE 23 $.93 $ 4.56 $ 7.9 TE 24 $ 3.37 $ 6.3 $ 9.25 TE 25 $ 4.95 $ 8.25 $ 2.55 TE 26 $ 6.77 $ $ 24.4 TE 27 $ 8.78 $ $ BISD does not discriminate on the basis of race, color, national origin, sex, religion, age, disability or genetic information in employment or provision of services, programs or activities. Board Approved: August 4,

36 Brownsville Independent School District Technical Specialized (TE) Positions PAY GRADE TE-22 DAYS 3482 Computer Support Clerk Graphic/Layout Artist Printer Production Tech I 227 PAY GRADE TE Junior Buyer Production Tech II 227/26 PAY GRADE TE-24 NO CURRENT POSITIONS PAY GRADE TE Advanced Interpreter Computer Operator Electronic Technician FNS Micro Computer Specialist II ITV Chief Editor Lead Production Technician Migrant Computer Operator Police Officer School Attendance/Police Officer 26 PAY GRADE TE Drafting & Plans Coordinator Emergency Prepared Program Manager Level IV/V Interpreters Network Specialist Security Network Specialist Senior Buyer Sergeant Investigator Sergeant Police Officer 26 PAY GRADE TE Assistant Energy Manager Commander Police Officer Construction Inspector District Travel Specialist FNS Micro Computer Specialist III Instrument Repair Technician License Vocational Nurse Master Interpreter Micro Computer Specialist Coordinator Webmaster 227 Special Note: Funding Codes for Instructional and Clerical positions are subject to change. *Note starting hourly for TE-25 Police Officers and School Attendance/ Police Officers is $5.35 *Note starting hourly on IS-35 Level I Interpreters is $3.00 and each subsequent level will be 8% above BISD does not discriminate on the basis of race, color, national origin, sex, religion, age, disability or genetic information in employment or provision of services, programs or activities. 26 Board Approved: August 4, 205

37 CLASSIFIED PERSONNEL: Instructional Support

38 BROWNSVILLE INDEPENDENT SCHOOL DISTRICT INSTRUCTIONAL SUPPORT SALARY PAY GRADES FOR THE FISCAL YEAR ENDING JUNE 30, 206 Pay Grade MINIMUM MIDPOINT MAXIMUM IS 3 $ 8.20 $ 8.20 $ 8.20 IS32 $ 9. $.2 $ 3. IS 33 $ 9.74 $.90 $ 4.04 IS 34 $.0 $ 3.44 $ 5.86 IS 35 $ 2.45 $ 5.9 $ 7.92 IS 36 $ 4.8 $ 7.30 $ BISD does not discriminate on the basis of race, color, national origin, sex, religion, age, disability or genetic information in employment or provision of services, programs or activities. Board Approved: August 4,

39 PAY GRADE IS-3 Brownsville Independent School District Instructional Support (IS) Positions DAYS DAYS 396 Lifeguard (Part Time) TBD TBD 37 Mentor/Tutor (Part Time) TBD TBD 393 Substitute Lifeguard TBD TBD 3908 Substitute Swim Instructor TBD TBD 398 Swim Instructor (Part Time) TBD TBD PAY GRADE IS ADA/504 Assistant Aide/Interpreter Day Care Aide Level Interpreter PAY GRADE IS Bilingual Aide Computer Lab Aide CTE Instructional Aide Deaf Ed Aide Dyslexia Aide ESL Instructional/LPAC Aide Federal Program Aide Federal Program Computer Aide Library Aide Lifeguard P. E. Aide Pre-K Aide Special Ed Inclusion/CM/Resource Special Ed One to One Aide St Comp Library Aide State Comp Computer Aide St Comp Pre-Kinder Aide State Comp Dyslexia Aide St Comp Teacher Aide St Comp Basic Skills Swim Instructor Three-Year-Old Teacher Aide Title I-A Pre-Kinder Aide Title I-A Computer Aide Title I-A Library Aide Title I-A Dyslexia Aide Title I-A Instructional Aide Title I-A 3 Yr Old Aide 87 PAY GRADE IS Aquatic Center Swim Aide Career Resource Lab Aide Lead Lifeguard Lead Swim Instructor Special Ed BI Aide Special Ed CBVI Aide Special Ed Lifeskills Aide Special Ed PPCD Aide Structure for Life Aide AV Technology Lab Aide PAY GRADE IS Level I Interpreter St Comp Drill Instructor PAY GRADE IS Basic/Level II Interpreter St Comp Senior Drill Instructor Special Note: Funding Codes for Instructional and Clerical positions are subject to change. *Note starting hourly on IS-35 Level I Interpreters is $3.00 and each subsequent level will be 8% above BISD does not discriminate on the basis of race, color, national origin, sex, religion, age, disability or genetic information in employment or provision of services, programs or activities. 28 Board Approved: August 4, 205

40 Substitute Teacher Pay Scale

41 BROWNSVILLE INDEPENDENT SCHOOL DISTRICT SUBSTITUTE TEACHER PAY SCALE SCHOOL YEAR Description Daily Rate Non-Degreed* $80.00 Degreed ** $90.00 Certified *** $5.00 * Minimum 48 college hours ** Bachelor s Degree or higher *** Teacher Certification Note: Effective School Year, all non-degreed substitutes will be grandfathered to previous minimum requirements. All new substitute teachers must meet the new minimum requirements. BISD does not discriminate on the basis of race, color, national origin, sex, religion, age, disability or genetic information in employment or provision of services, programs or activities. 29 BOARD APPROVED: August 4, 205

42 Supplemental (Stipend) Pay

43 Brownsville Independent School District Department of Human Resources Supplemental Duty Pay: Teachers Teachers, Nurses, Librarians, and Counselors Stipend Secondary Math Certification $,500 Secondary Science Certification; $,500 Secondary Reading - Certification $,500 Social Studies Composite/Social Studies - 8-2/Social Studies 4-8 MS only $2,000 Science Composite, Chemistry, Science, or Physics 8-2 grade; Science 4-8 MS Only $2,000 Secondary English - Certification $,500 Counselors $2,000 Librarian Learning Resource Endorsement $,500 Librarian Learning Resource Specialist $3,000 School Librarian $3,000 Nurses $4,000 Brownsville Academic Center: Performance Training Program Teachers $3,500 Dyslexia/504: Diagnostician $5,500 $3,500 Certified Academic Language Therapist Special Education: All levels $,500 Plus: Life Skills/PPCD/SFL $2,000 Adaptive Physical Education $,500 Behavioral Intervention $2,000 Behavior Specialist $2,000 Hearing Impaired $3,500 Visually Impaired $3,500 Licensed Speech Language Pathologist $4,000 Speech Therapist $,000 Speech Language Pathologist SLP (CFY) Intern $0,500 Speech Language Pathologist Assistant $4,500 Licensed Specialist in School Psychology $0,000 Educational Diagnostician $4,000 Audiologist $0,000 Assistive Technology $3,000 OT/PT $4,000 OT/PT Assistant $4,500 Orientation & Mobility $3,500 Pre-K 3 Year Old Program $,200 Special Note: ) All supplemental salaries are to be paid to full time District employees according to levels as indicated in this schedule. 2) Supplemental duty assignments/recommendations must have written prior approval of the Superintendent or designee prior to implementation of program. Yearly amounts are paid in 2 equal monthly payments. 3) All non-administrative full-time professional employees are eligible for supplemental duty assignments that are paid according to the Board approved supplemental duty salary schedule. 4) Employees on the Special Assignment/Administrators Salary Schedule are not eligible for supplemental duty assignment unless the assignment is administrative in nature and the Superintendent or designee has given prior approval. BISD does not discriminate on the basis of race, color, national origin, sex, religion, age, disability or genetic information in employment or provision of services, programs or activities. BOARD APPROVED: August 4,

44 Brownsville Independent School District Department of Human Resources Supplemental Duty Pay: Department Heads High School Stipend Science $,500 History $,500 Reading $,500 English $,500 Math $,500 Special Education $,500 Physical Education/Health $,200 Foreign Language $,200 Fine Arts $,200 Technology/Other $,200 R.O.T.C. $,200 Pre AP / AP $,500 Alternative Schools Stipend 2 to 4 Teachers per department $500 5 to 7 Teachers per department $ Teachers per department $,000 Middle School Stipend Science $,000 History $,000 English $,000 Math $,000 Reading $,000 Special Education $,000 Physical Education /Health $750 Other (Foreign Lang., Fine Arts, or Tech.) $750 Elementary School Stipend Up to 5 Teachers per grade level $ Teachers per grade level $,000 All Schools Stipend LPAC Chairperson (Based on Student Enrollment) $600 - $,200 Special Note: ) All supplemental salaries are to be paid to full time District employees according to levels as indicated in this schedule. 2) Supplemental duty assignments/recommendations must have written prior approval of the Superintendent or designee prior to implementation of program. Yearly amounts are paid in 2 equal monthly payments. 3) All non-administrative full-time professional employees are eligible for supplemental duty assignments that are paid according to the Board approved supplemental duty salary schedule. 4) Employees on the Special Assignment/Administrators Salary Schedule are not eligible for supplemental duty assignment unless the assignment is administrative in nature and the Superintendent or designee has given prior approval. BISD does not discriminate on the basis of race, color, national origin, sex, religion, age, disability or genetic information in employment or provision of services, programs or activities. BOARD APPROVED: August 4, 205 3

45 Supplemental Duty Pay: Bilingual/ESL Brownsville Independent School District Department of Human Resources Elementary Grade Level Stipend Stipulations **Bilingual/ESL Certified/Permit Teacher assigned Bilingual/ESL students. Secondary **ESL certified/permit teacher assigned to ESL I or English SL students. In lieu of a non-certified ESL/English Teacher a Reading/ESL certified teacher assigned to ESL students and PEIMS teacher of record/service will receive the stipend. $55.00 per assigned Bilingual/ESL student on PEIMS snapshot at a cap of $,200. $55.00 per assigned Bilingual/ESL student on PEIMS snapshot at a cap of $,200. Bilingual and ESL stipends at elementary level (PK-5) will be based on: Bilingual/ESL certification. PEIMS teacher of service responsible for meeting the linguistic needs of the Bilingual/ESL student. PEIMS/teacher of record/service changing assignments will be prorated to date of assignment and/or date of employment by PEIMS Snapshot. Trained in the Transitional Bilingual Early Exit Model (Every three years) Sheltered Instruction (Every three years) Six (6) credit hours related to Bilingual or ESL instruction (Annually). ESL stipends at Secondary level will be based on: English, or ELA certification plus a Certification/Permit in ESL. PEIMS teacher of service responsible for meeting the linguistic needs of the Bilingual/ESL student. PEIMS/teacher of record/service changing assignments will be prorated to date of assignment and/or date of employment by PEIMS Snapshot. Trained in the English As a Second Language Content-Based Program (Every three years). Sheltered Instruction (Every three years). Six (6) credit hours related to ESL instruction (Annually). **PEIMS teacher of record/service reflecting Bilingual/ESL students on LPAC minutes and e-schools on October 30, 205, by 0:00a.m. Special Note: ) All supplemental salaries are to be paid to full time District employees according to levels as indicated in this schedule. 2) Supplemental duty assignments/recommendations must have written prior approval of the Superintendent or designee prior to implementation of program. Yearly amounts are paid in 2 equal monthly payments. 3) All non-administrative full-time professional employees are eligible for supplemental duty assignments that are paid according to the Board approved supplemental duty salary schedule. 4) Employees on the Special Assignment/Administrators Salary Schedule are not eligible for supplemental duty assignment unless the assignment is administrative in nature and the Superintendent or designee has given prior approval. BISD does not discriminate on the basis of race, color, national origin, sex, religion, age, disability or genetic information in employment or provision of services, programs or activities. BOARD APPROVED: August 4,

46 Brownsville Independent School District Department of Human Resources Supplemental Duty Pay: Band/Choir/Music/Dance High School Stipend Head Band Director $9,000 Assistant Band Director $6,000 Color Guard /Theater Arts Advisor $6,000 Head Choir Director $5,000 Assistant Choir Director $2,500 Estudiantina Director $3,000 Dance Team Instructor $3,000/7 Days Middle School Stipend Head Band Director $6,550 Assistant Band Director $5,200 Head Choir Director $4,000 Assistant Choir Director $2,200 Dance Team Instructor $850 Elementary School Stipend Music (Music Teachers Employed Prior to 7//2005) $800 Dance Advisor All Levels Stipend $3,000/7 Days Special Note: ) All supplemental salaries are to be paid to full time District employees according to levels as indicated in this schedule. 2) Supplemental duty assignments/recommendations must have written prior approval of the Superintendent or designee prior to implementation of program. Yearly amounts are paid in 2 equal monthly payments. 3) All non-administrative full-time professional employees are eligible for supplemental duty assignments that are paid according to the Board approved supplemental duty salary schedule. 4) Employees on the Special Assignment/Administrators Salary Schedule are not eligible for supplemental duty assignment unless the assignment is administrative in nature and the Superintendent or designee has given prior approval. BISD does not discriminate on the basis of race, color, national origin, sex, religion, age, disability or genetic information in employment or provision of services, programs or activities. BOARD APPROVED: August 4,

47 Brownsville Independent School District Department of Human Resources Supplemental Duty Pay: Career & Technology Education (CTE) Activity or Event Stipend Maximum Career & Technology Student Participation - $30 per paid affiliated member at Student Organization Regional Competition $600 (CTSO) Sponsorship Sponsor/Chaperone attendance at Leadership Training Conference - $75/half day or $50/full day $750 Sponsor Preparation of students for competition - $75/half day or $50 full day. Sponsor/Chaperone attendance at Student Competition - $75/half day or $50 full day. $450 Region $300 State $50 - National $,200 Professional Development Professional Duties Regional or State conference/training - $75/half day or $50 full day (non-contract days). Program Required (PLTW, AYES, PT I, OSHA, ATC) - $75/half day or $50 full day (non-contract days). AYES Intern Supervision Non-contract day, $35 per site, once every two weeks HST Teacher Stipend - $200 for every year of work experience earned outside of teaching, requiring Allied Health Professional Certification, if not already compensated. Career Preparation (CP) - non-extended year contract. Offcontract Coordination Days - $50/half day or $300 full day (Limited to 5 days per CP section taught) Coordination Periods (minimum of one) per every two CO sections taught $450 $ 975 $700 $2,000 $6,000 maximum Special Note: ) All supplemental salaries are to be paid to full time District employees according to levels as indicated in this schedule. 2) Supplemental duty assignments/recommendations must have written prior approval of the Superintendent or designee prior to implementation of program. Yearly amounts are paid in 2 equal monthly payments. 3) All non-administrative full-time professional employees are eligible for supplemental duty assignments that are paid according to the Board approved supplemental duty salary schedule. 4) Employees on the Special Assignment/Administrators Salary Schedule are not eligible for supplemental duty assignment unless the assignment is administrative in nature and the Superintendent or designee has given prior approval. BISD does not discriminate on the basis of race, color, national origin, sex, religion, age, disability or genetic information in employment or provision of services, programs or activities. BOARD APPROVED: August 4,

48 Brownsville Independent School District Department of Human Resources Supplemental Duty Pay: Coaching Supplement High School Stipend # of Days Teach/Coach Football Varsity Offensive Coordinator Football Varsity Defensive Coordinator $8,500 87/20 Football Varsity Assistants (Two Sports) $7,000 87/3 Head Coach (Two Sports) Baseball, Basketball, Cross Country, Soccer, Softball, Tennis, Track, Volleyball, $7,000 87/3 Power-Lifting/Weight Conditioning. * Head Coach Swimming, Golf with full team $7,000 87/6 Assistant Coach High School (One Sport) $3, Assistant Coaches (Two Sports) * $6,50 87 Athletic Trainer $2, Designated Head Trainer $3,750 N/A Third Sport $2,550 N/A Freshman/JV Soccer $2,550 N/A Middle School Stipend # of Days Teach/Coach Athletic Coordinator (Two Sports Only) $6,550 87/0* Per Sport (Football/Volleyball, Basketball, Softball, Soccer, Track/Cross Country) $2,000 87/5* Intramural Coaching (Tennis, Swimming, Golf) $,200 N/A District Stipend # of Days Teach/Coach Diving Coach (District-Wide) $7,000 87/6 Special Olympics Head Coach $2,850 87/5 Special Olympics Coach $2,350 Retired Coaches: Sport Stipend and Substitute Pay for Additional Days As per University Interscholastic League regulations school districts may hire retired coaches for coaching purposes only. BISD will consider employment of retired coaches as per University Interscholastic League regulations which stipulate retired coaches may be a head coach in only Golf, Tennis/Team Tennis, Swimming, Cross Country and Track & Field, and an assistant coach in the other sports. BISD will employ retired coaches at the rates above. They will be paid the stipend assigned to the sport. If the sport being coached carries additional days they will be compensated for additional days at the same rate as substitute teachers. * - As needed. Will be given 3 days if assists in sports beginning in August in accordance with UIL. Special Note: ) All supplemental salaries are to be paid to full time District employees according to levels as indicated in this schedule. 2) Supplemental duty assignments/recommendations must have written prior approval of the Superintendent or designee prior to implementation of program. Yearly amounts are paid in 2 equal monthly payments. 3) All non-administrative full-time professional employees are eligible for supplemental duty assignments that are paid according to the Board approved supplemental duty salary schedule. 4) Employees on the Special Assignment/Administrators Salary Schedule are not eligible for supplemental duty assignment unless the assignment is administrative in nature and the Superintendent or designee has given prior approval. BISD does not discriminate on the basis of race, color, national origin, sex, religion, age, disability or genetic information in employment or provision of services, programs or activities. BOARD APPROVED: August 4,

49 Brownsville Independent School District Department of Human Resources Supplemental Duty Pay: U.I.L. High School Stipend U.I.L. Campus Coordinator $,000 U.I.L. Coaches/Sponsors (Up to 20) $800 One-Act Play (Varsity) $,200 Practice Meets $00 per meet limit to 8 meets Mock Trial Sponsor $550 Middle School Stipend U.I.L. Campus Coordinator $800 U.I.L. Coaches/Sponsors (7): Zone Meet (to include one act play) $700 Practice Meets $00 per meet limit to 3 meets U.I.L. Literary District Meet Director $650 One Act Play District Meet Director $600 Elementary School Must attend the district meet District Allocation / Stipend U.I.L. Division Organizer (District Meet) $600 U.I.L. Campus Coordinator $500 Practice Meet $00 U.I.L. Coaches/Sponsors (up to 6) District Meet $400 (up to $2,400 per school) Organizers cannot coach UIL activities nor coordinate UIL campus program. Elementary coordinator may coach only one event to earn maximum of $900. Coaches will coach by event not by grade level. Special Note: ) All supplemental salaries are to be paid to full time District employees according to levels as indicated in this schedule. 2) Supplemental duty assignments/recommendations must have written prior approval of the Superintendent or designee prior to implementation of program. Yearly amounts are paid in 2 equal monthly payments. 3) All non-administrative full-time professional employees are eligible for supplemental duty assignments that are paid according to the Board approved supplemental duty salary schedule. 4) Employees on the Special Assignment/Administrators Salary Schedule are not eligible for supplemental duty assignment unless the assignment is administrative in nature and the Superintendent or designee has given prior approval. BISD does not discriminate on the basis of race, color, national origin, sex, religion, age, disability or genetic information in employment or provision of services, programs or activities. BOARD APPROVED: August 4,

50 Brownsville Independent School District Department of Human Resources Supplemental Duty Pay: Other High School Stipend Cheerleader Sponsor $2,000/5 Days Academic Decathlon (2 sponsors per campus) $700 Technology Support Teacher (One per campus) $,200 Testing Coordinator (,200+ Student Enrollment) 28 Days Middle School Stipend Cheerleader Sponsor $600 Technology Support Teacher (One per campus) $,200 Elementary Stipend Technology Support Teacher $,200 District Wide Stipend Gear Up Coordinator $6,500 Adult Education Coordinator (Board Approved Grant Funded) $8,500 Cell Phone Usage (Designated Administrators) Administrators and Special Assignment Pay Grade 6 and above who do not have a BISD issued cell phone. $50 per month Classified Personnel: Incentive Pay for Associate s and Bachelor s Degree Classified employees who hold an Associate s Degree are entitled to a $ incentive. Classified employees who hold a Bachelor s Degree are entitled to a $ incentive. Incentives will be paid in two increments: the first increment in December and the second increment in May. (see Appendix A) Special Note: ) All supplemental salaries are to be paid to full time District employees according to levels as indicated in this schedule. 2) Supplemental duty assignments/recommendations must have written prior approval of the Superintendent or designee prior to implementation of program. Yearly amounts are paid in 2 equal monthly payments. 3) All non-administrative full-time professional employees are eligible for supplemental duty assignments that are paid according to the Board approved supplemental duty salary schedule. 4) Employees on the Special Assignment/Administrators Salary Schedule are not eligible for supplemental duty assignment unless the assignment is administrative in nature and the Superintendent or designee has given prior approval. BISD does not discriminate on the basis of race, color, national origin, sex, religion, age, disability or genetic information in employment or provision of services, programs or activities. BOARD APPROVED: August 4,

51 Brownsville Independent School District Department of Human Resources Supplemental Duty Pay: Other (continued) District Wide Supplement Elementary and Secondary Support Staff $2 per hour Classified Instructional Supplemental Duties (T,SS, Etc.) $2 per hour Student Workers $8.50 per hour Assigned Supplemental Duties Food and Nutrition Services Managers $8.50 per hour Head Chess Sponsor (5 Tournaments) $,000 Assistant Head Chess Sponsor (5 Tournaments)* $800 Destination/Imagination ($250 per meet) Up to $,000 Special Services Classified Individual, Student Support Staff Assignment ( to ) $2 per hour Special Services Certified / Professional & Related Service Provider/Therapist/Assistant Therapists $30 per hour Contracted Evaluation Compensation. Special Education evaluations completed during non-working days by District Assessment Personnel on Teacher Hiring Schedule. Must be $600 per evaluation assigned through Special Services Administrator for Saturday and/or Summer Testing. Staff Development Compensation Only for Professionals on teacher hiring schedule, inclusive of JROTC Instructors, Physical Therapist, and Occupational Therapist Minimum $50 of 6 hours Staff Development Compensation Only for Professionals on teacher hiring schedule, inclusive of JROTC Instructors, Physical Therapist, and Occupational Therapist Minimum $75 of 3 hours Additional Manual Trade Summer Positions $8.50 per hour Part time Temporary Classified Employees $8.20 per hour Special Note: ) All supplemental salaries are to be paid to full time District employees according to levels as indicated in this schedule. 2) Supplemental duty assignments/recommendations must have written prior approval of the Superintendent or designee prior to implementation of program. Yearly amounts are paid in 2 equal monthly payments. 3) All non-administrative full-time professional employees are eligible for supplemental duty assignments that are paid according to the Board approved supplemental duty salary schedule. 4) Employees on the Special Assignment/Administrators Salary Schedule are not eligible for supplemental duty assignment unless the assignment is administrative in nature and the Superintendent or designee has given prior approval. BISD does not discriminate on the basis of race, color, national origin, sex, religion, age, disability or genetic information in employment or provision of services, programs or activities. BOARD APPROVED: August 4,

52 Brownsville Independent School District Department of Human Resources Supplemental Duty Pay: Other (continued) Assigned Supplemental Instructional/Other Duties (Campus Tutorial/Summer School, Extended School Year, Curriculum Writing, In-Home Parent Training) Advanced Academics and CATE Lead Teachers Supplemental Duty Long-term Administrator Substitute (as approved by Supt.) $30 per hour $50 per day $50 per day Special Note: ) All supplemental salaries are to be paid to full time District employees according to levels as indicated in this schedule. 2) Supplemental duty assignments/recommendations must have written prior approval of the Superintendent or designee prior to implementation of program. Yearly amounts are paid in 2 equal monthly payments. 3) All non-administrative full-time professional employees are eligible for supplemental duty assignments that are paid according to the Board approved supplemental duty salary schedule. 4) Employees on the Special Assignment/Administrators Salary Schedule are not eligible for supplemental duty assignment unless the assignment is administrative in nature and the Superintendent or designee has given prior approval. BISD does not discriminate on the basis of race, color, national origin, sex, religion, age, disability or genetic information in employment or provision of services, programs or activities. BOARD APPROVED: August 4,

53 Brownsville Independent School District Department of Human Resources Athletic Department Game Workers Non-BISD Employees and Seasonal / PT Employees *: Sport Position New Hourly Rate Football Ticket Seller Supervisor $9 Football games Ticket Seller - $5 at Sam Stadium Ticket Taker $5 Ushers $3 End Zone Camera $5 Scoreboard Operator $20 25-Second Clock $20 Announcer $20 Spotter (assists the announcer) $0 Chain Crew (3) $0 Football Position New Hourly Rate at the High School Scoreboard $ Ticket Seller $ at the Middle School Scoreboard $ Ticket Seller $ Volleyball Position New Hourly Rate at the High School Scoreboard $ Tuesday Nights Scorebook $ Ticket Seller $ at the High School Scoreboard $ Saturday s Scorebook $ Ticket Seller $ at the Middle School Scoreboard $ Saturday s Scorebook (6 matches) $ Ticket Seller (6 matches) $ Basketball Position New Hourly Rate at the High School Scoreboard $ Scorebook $ Ticket Seller $ Special Note: ) All supplemental salaries are to be paid to full time District employees according to levels as indicated in this schedule. 2) Supplemental duty assignments/recommendations must have written prior approval of the Superintendent or designee prior to implementation of program. Yearly amounts are paid in 2 equal monthly payments. 3) All non-administrative full-time professional employees are eligible for supplemental duty assignments that are paid according to the Board approved supplemental duty salary schedule. 4) Employees on the Special Assignment/Administrators Salary Schedule are not eligible for supplemental duty assignment unless the assignment is administrative in nature and the Superintendent or designee has given prior approval. BISD does not discriminate on the basis of race, color, national origin, sex, religion, age, disability or genetic information in employment or provision of services, programs or activities. BOARD APPROVED: August 4,

54 Brownsville Independent School District Department of Human Resources Athletic Department Game Workers Non-BISD Employees and Seasonal / PT Employees *: (continued) Basketball Position New Hourly Rate at the Middle School Scoreboard $ Scorebook $ Ticket Seller $ Soccer Position New Hourly Rate at the High School Scoreboard (Clock operator) $ Ticket Seller $ at the Middle School Scoreboard (Clock operator) $ Ticket Seller $ Softball Position New Hourly Rate at the High School Scoreboard/Scorekeeper $ Varsity Ticket Seller $ Sub-Varsity Scoreboard/Scorekeeper $ Ticket Seller $ at the Middle Schools Scoreboard/Scorekeeper $ Ticket Seller $ Baseball Position New Hourly Rate at the High School Scoreboard/Scorekeeper $ Varsity Ticket Seller $ Sub-Varsity Scoreboard/Scorekeeper $ Ticket Seller $ Power Lifting Meets Position New Hourly Rate at the High School Ticket Seller - City Meet $ Varsity Ticket Seller Invitational $ Sam s Stadium Position New Hourly Rate (see below) * Sound Technician $5 * When there are no available bands available for an event at the stadium. Special Note: ) All supplemental salaries are to be paid to full time District employees according to levels as indicated in this schedule. 2) Supplemental duty assignments/recommendations must have written prior approval of the Superintendent or designee prior to implementation of program. Yearly amounts are paid in 2 equal monthly payments. 3) All non-administrative full-time professional employees are eligible for supplemental duty assignments that are paid according to the Board approved supplemental duty salary schedule. 4) Employees on the Special Assignment/Administrators Salary Schedule are not eligible for supplemental duty assignment unless the assignment is administrative in nature and the Superintendent or designee has given prior approval. BISD does not discriminate on the basis of race, color, national origin, sex, religion, age, disability or genetic information in employment or provision of services, programs or activities. BOARD APPROVED: August 4, 205 4

55 Appendix

56 APPENDIX A BROWNSVILLE INDEPENDENT SCHOOL DISTRICT Qualifying Rules Associates or Bachelors Degree Salary Credit. The Associate s or Bachelor s degree from an accredited university in order to earn credit. 2. Full year salary credit enrollment period closes September 30 th of each year. Half-year salary credit enrollment period closes January 3 st of each year. 3. An official transcript with degree notation must be on file with the Human Resources Department prior to the closing of the enrollment period. 4. Employees are responsible for submitting all required documents prior to the closing period. BISD does not discriminate on the basis of race, color, national origin, sex, religion, age, disability or genetic information in employment or provision of services, programs or activities. BOARD APPROVED: August 4,

57 APPENDIX B BROWNSVILLE INDEPENDENT SCHOOL DISTRICT Qualifying Rules Master s Degree Salary Credit. The Master s degree from an accredited university must be in an approved teaching field in order to receive credit and the teacher must be eligible to teach the subject. 2. Full year salary credit enrollment period closes September 30 th of each year. Half-year salary credit enrollment period closes January 3 st of each year. 3. An official transcript with degree notation must be on file with the Certified Personnel Department prior to the closing of the enrollment period. 4. For an employee who has a Master s degree in a non-approved field*, Master s credit may be earned by submitting an official Master s Program of Study (degree plan) from an accredited university for a second Master s in an approved teaching field. A minimum of thirty (30) graduate hours of that plan must be completed. 5. A Master s degree in Curriculum and Instruction will be considered for salary credit only if it contains a minimum of twelve (2) hours of Graduate Level Credit in one of the following: Mathematics, Reading, Language Arts, Social Studies, or Science. 6. Employees are responsible for submitting all required documents prior to the closing period. Bachelor s + Fifteen (5) Graduate Hours Credit. The fifteen (5) graduate hours from an official Master s degree plan from an accredited university must be in an approved teaching field in order to earn credit. 2. Full year salary credit enrollment period closes September 30 th of each year. Half-year salary credit enrollment period closes January 3 st of each year. 3. An official transcript showing completed hours and official Master s Program of Study (degree plan) from an accredited university must be on file with the Certified Personnel Department prior to the closing of the enrollment period. 4. For an employee who has a Master s Degree in a non-approved field*, fifteen (5) graduate hours credit may be earned by submitting an official Master s Program of Study (degree plan) from an accredited university for a second Master s degree in an approved teaching field. A minimum of fifteen (5) graduate hours of that plan must be completed. 5. Employees are responsible for submitting all required documents prior to the closing period. *Examples of non-approved fields: Administration, Supervision, Counseling, Learning Resources and any other not approved by the Certified Personnel Department. BISD does not discriminate on the basis of race, color, national origin, sex, religion, age, disability or genetic information in employment or provision of services, programs or activities. BOARD APPROVED: August 4,

58 Appendix C- Brownsville Independent School District Teacher & Professional Hiring Schedule Years of Exp Bachelor's $ 4,672 44,672 $ 42,288 45,288 $ 42,808 $ 42,962 $ 43,089 $ 43,86 $ 44,544 $ 45,273 $ 46,00 $ 46,728 $ 47,456 $ 48,84 $ 48,92 $ 49,640 $ 50,367 $ 5,095 $ 5,822 $ 52,55 $ 53,279 $ 54,006 $ 54,734 $ 55,46 $ 56,90 $ 56,98 $ 57,645 $ 58,373 $ 59,00 $ 59, Masters $3, Doctorate $3, Bachelor's + 5 Hours $ $ 45,422 $ 42,72 $ $ 46,038 $ 42,788 $ 45,808 $ 46,558 $ 43,308 $ 45,962 $ 46,72 $ 43,462 $ 46,089 $ 46,839 $ 43,589 $ 46,86 $ 47,566 $ 44,36 $ 47,544 $ 48,294 $ 45,044 $ 48,273 $ 49,023 $ 45,773 $ 49,00 $ 49,75 $ 46,50 $ 49,728 $ 50,478 $ 47,228 $ 50,456 $ 5,206 $ 47,956 $ 5,84 $ 5,934 $ 48,684 $ 5,92 $ 52,662 $ 49,42 $ 52,640 $ 53,390 $ 50,40 $ 53,367 $ 54,7 $ 50,867 $ 54,095 $ 54,845 $ 5,595 $ 54,822 $ 55,572 $ 52,322 $ 55,55 $ 56,30 $ 53,05 $ 56,279 $ 57,029 $ 53,779 $ 57,006 $ 57,756 $ 54,506 $ 57,734 $ 58,484 $ 55,234 $ 58,46 $ 59,2 $ 55,96 $ 59,90 $ 59,940 $ 56,690 $ 59,98 $ 60,668 $ 57,48 $ 60,645 $ 6,395 $ 58,45 $ 6,373 $ 62,23 $ 58,873 $ 62,00 $ 62,850 $ 59,600 $ 62,829 $ 63,579 $ 60,329 Employees on the Teacher Hiring Schedule will not have a salary lower than the previous Teacher Hiring Schedule. Compensation Model Board Approved: May 4, 205 Compensation Plan Board Approved: August 4,

59 Appendix C-2 Brownsville Independent School District Teacher (87 Day-Daily Rate Schedule) Years of Exp Bachelor's Masters Doctorate Bachelor's $3,000 $3, Hours $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ 32.6 $ $ $ $ $ $ $ $ $ $ $ Employees on the Teacher Hiring Schedule will not have a salary lower than the previous Teacher Hiring Schedule. Compensation Model Board Approved: May 4, 205 Compensation Plan Board Approved: August 4,

60 Appendix C-3 Brownsville Independent School District Compensation Model Component Number of "Certified" Educational Years Look up your completed years through the school year. See Appendix D-. Degree: If you have a Bachelor's degree only, refer to column (D-) If you have a Master's Degree, refer to column 2 and a doctorate refer to column 3. For Masters & Doctorate credit, Human Resources must have your degree (official transcript) on file. Component 2 Number of "Certified" Educational Years in an Administration role. Based on Service Records. Applies to pay grades 3-8. Note: Applies to pay grades 3-8 only. For every 3 years of administrative experience, the employee will receive a $ 3,000 salary adjustment. It is capped at $2,000 or 2 years (see D-4). $ $ $ 3,000 / $ 3, Component 3 Position Adjustment. Depending on your current position, your compensation will be given an adjustment (see D-5). Component 4 Responsibility Adjustment. Depending on your current position, your compensation will be given an adjustment (see D-5). Total * $ $ $ * This is based on a 226-day contract. For those Special Assignment Administrative Positions, (ED & BM groups) who are not on a 226-day contract, take the total projected salary and divide it by 226 days. This will be your new daily rate. Take your new daily rate and multiply it by your contract days. This will give you your projected salary for the upcoming school year. To see how your contract days, refer to the Administrators & Special Assignment Pay Grades section of this Compensation Manual. Note: The model does is not applicable to the Superintendent & Staff Attorney position(s). Compensation Model Board Approved: May 4, 205 Compensation Plan Board Approved: August 4,

61 Appendix C-4 Brownsville Independent School District Administrative Years Component For Pay Grades - 8 Years of Administrative Exp. Salary Adjustment 0 $ - $ - 2 $ - 3 $ 3,000 4 $ 3,000 5 $ 3,000 6 $ 6,000 7 $ 6,000 8 $ 6,000 9 $ 9,000 0 $ 9,000 $ 9,000 2 $ 2,000 3 $ 2,000 4 $ 2,000 5 $ 5,000 6 $ 5,000 7 $ 5,000 8 $ 8,000 9 $ 8, $ 8,000 2 $ 2, $ 2, $ 2, $ 2, $ 2, $ 2, $ 2,000 For every 3 years of administrative experience, the employee will receive a $ 3,000 salary adjustment. It is capped at $2,000 or 2 years. Compensation Model Board Approved: May 4, 205 Compensation Plan Board Approved: August 4,

62 Appendix C-5 Brownsville Independent School District Position & Responsibility Salary Adjustment Components Position Responsibility Pay Grade One (All Positions) $, $ - Pay Grade Three (All Positions) $ 3, $, Pay Grade Four Asst Admin / Coordinators / Manager $ 5, $, Specialists $ 3, $, Dean of Instruction $ 5, $ - Assistant Principal (ES) $ 7, $, Assistant Principal (MS) $ 0, $, Assistant Principal (HS) $ 0, $, Pay Grade Five Principal (ES) $ 0, $, Principal (MS) $ 5, $ 2, Principal (HS) $ 20, $ 3, Principal (ECHS) $ 5, $ 2, Principal (BLA) $ 5, $ 2, Principal (BAC) $ 5, $ 2, Police Chief $ 5, $ 3, Adult Ed, Bilingual, Guidance, Professional Development $ 5, $, Pupil Serv, Health Serv, Fine Arts, PEIMS $ 5, $, Library Serv, CATE, Research & Evaluation $ 5, $, All Others $ 5, $, Pay Grade Six (All Administrative / Dept. Heads) $ 5, $ 5, Pay Grade Eight Area / Assistant Superintendents $ 35, $ 5, Chief Financial Officer $ 45, $ 5, Staff Attorney $ - $ - Athletic Coordinators (High School) $ 30, $ 3, Compensation Model Board Approved: May 4, 205 Compensation Plan Board Approved: August 4,

63 Appendix D Department of Fine Arts Five Year Phase-In Plan for Elementary Fine Arts Services Approximate costs for additional full time FTE: $55,000.00; Approximate costs for start-up supplies per campus per program: $6,000 plus $5,000 for piano as needed. Campuses that receive initial funding their first year will be reviewed for additional funding their 2 nd year Year One: Music Art Personnel/Start Up Cost Russell Sharp Personnel: $0,000 Start up cost: Art: $32,000 Perez Keller Year Two: Music Art Personnel/Start Up Cost.5 Longoria Personnel: $275,000.5 Victoria Heights Start up cost: Morningside Music: $32,000 Brite Pianos: $0,000 Art: $96,000 Year Three: Art El Jardin Palm Grove Benavides Hudson Southmost Year Four: Art Ortiz Garden Park Canales Pullam Gallegos Personnel/Start Up Cost Personnel: $275,000 Start up cost: Art: $80,000 Personnel/Start Up Cost Personnel: $275,000 Start up cost: Art: $80,000 Year Five: Art Breeden Yturria Castaneda Putegnat Egly Pena Personnel/Start Up Cost Personnel: $330,000 Start up cost: Art: $96,000 49

64 Appendix E Brownsville Independent School District Department of Athletics: Staffing Guidelines Campuses who have met the student/teacher ratios may be provided additional staff units that will not count against their personnel units. Refer to Athletics 5 year plan. Athletic Staff: High Schools Each campus will have Athletic Coordinator / Head Football Coach, and two assistants: Offensive Coordinator, Defensive Coordinator Enrollment (additional staff units): Assistant Up to Funding Middle Schools Each campus will have Athletic Coordinator, and will have the following teachers assigned for each athletic periods for both genders. 2 Female Sport- P.E. Coach / 2 Male Sport- P.E. Coach Up to th Grade Intramural Coaches -Male / -Female $ Stipend As per House Bill 530, a school district shall require students in grade levels, six, seven, and eight to participate in moderate or vigorous daily physical activity for at least 30 minutes for at least 4 semesters during those grade levels as part of the Districts physical education curriculum. The four minimum semesters of PE/Athletic classes for both genders will be scheduled during grades 7 th and 8 th. It is strongly recommended that A pre-athletic class for 6 th graders be offered at the Middle School level. According to research, it is highly recommended that students complete 6 semesters of Athletics in order to ensure a strong middle school foundation that will be vertically aligned with each respective high school athletic program. Elementary Schools Each Elementary School will have 2 Male and 2 Female Intramural Coaches for 5 th Graders. $ Stipend Days Sometimes an extenuating circumstance(s) on a campus may merit an exception to one or more of the staffing guidelines. Extenuating circumstances could include unusually high numbers of certain special population of students, unique features to the facility, special programs on a campus that merit more time for staff, etc. When the principal and Athletic Administrator believes that there is justification for additional staff because of the extenuating circumstances, the principal must submit a proposal to their Area Assistant Superintendent for consideration. The Area Superintendents for the campus and Athletics will meet with the Assistant Superintendent for Human Resources and the Chief Financial Officer and a recommendation may be made to the Superintendent. In accordance with Title VII Civil Rights Act of 964, Title IX Education Amendment of 972, Section 504 Rehabilitation Act of 973 and Title II of the Americans with Disabilities Act of 2, BISD does not discriminate on the basis of race, color, national origin, age, religion, gender, marital status, military or veteran status, the presence of medical condition or any other legally protected status. 50