Dickinson Independent School District PERSONNEL COMPENSATION PLAN

Transcription

1 Dickinson Independent School District PERSONNEL COMPENSATION PLAN DISD MISSION STATEMENT The mission of the Dickinson Independent School District is to ensure that all students have successful learning opportunities that help them reach their full potential and add quality throughout their lives.

2 Table of Contents SECTION 1 POLICY AND PROCEDURE... 1 Board Policy DEA (Local), DEAB (Legal) and Administrative Regulations... 2 Board and Administrator Role in Salary Administration Definition of a Pay System Basic Objectives of Pay Systems Pay Equity Basic Elements of Personnel Compensation Compensable Factors Anatomy of a Salary Range Structure SECTION 2 STAFFING / HIRING Staffing Guidelines Hiring Procedures SECTION 3 ADMINISTRATIVE Administrative / Professional Pay Range Administrative / Professional Job Classification Administrative / Professional Hiring Schedule Assistant Principal Salary Schedule SECTION 4 PROFESSIONAL Administrative / Professional Pay Ranges Professional Job Classification / Hiring Schedule Counselor Salary Schedule LSSP, LSSP Intern, Diagnostician Hiring Schedule Occupational Therapist Hiring Schedule Physical Therapist Hiring Schedule Speech Pathology Staff Hiring Schedule School Health Personnel Hiring Schedule Teacher Salary Schedule... 38

3 Personnel Compensation SECTION 5 PARAPROFESSIONAL/ CLERICAL/TECHNICAL Paraprofessional / Clerical / Technical Pay Ranges PCT Job Classification PCT Hiring Schedule SECTION 6 SUPPORT SERVICES Support Services Pay Ranges Support Services Job Classification Maintenance and Custodial Services Hiring Schedule Maintenance & Custodial Compensations Adjustments Custodial Services Step Schedule for Hiring Maintenance Step Schedule for Hiring Transportation Hiring Schedule Transportation Step Schedule for Hiring SECTION 7 STIPENDS AND EXTRA DUTY PAY Stipends and Supplemental Pay for Supplemental Duties Extra Duty Pay Schedule for Specific Professional Staff Extra Duty Pay Schedule for Specific Paraprofessional Staff Special Duty Salary Schedule Extra Curricular Pay Scale SECTION 8 FORMS Extra Duty Agreement Form Additional Assignment Agreement... 77

4 FOREWORD This compensation plan was initially adopted in August 1996 to establish a direction and procedure to equitably compensate Dickinson ISD employees. This plan is to be the sourcebook and guidance document for compensation policies and procedures for Dickinson ISD. With the knowledge that this type of system is generally in continual development, it is to be reviewed and updated each budget year. CERTIFICATION This Personnel is the official pay policy of Dickinson Independent School District and is to be utilized for all personnel compensation questions/decisions/actions. The official copy shall be maintained and updated in the office of the Executive Director for Human Resources. Vicki Mims, Superintendent

5 SECTION 1 POLICY AND PROCEDURE Page 1

6 Dickinson ISD COMPENSATION AND BENEFITS SALARIES, WAGES, AND STIPENDS DEA (LOCAL) Board Policy DEA (Local), DEAB (Legal) and Administrative Regulations PAY ADMINISTRATION ANNUAL PAY INCREASES MID-YEAR PAY INCREASES CONTRACT EMPLOYEES NONCONTRACT EMPLOYEES CLASSIFICATION OF POSITIONS EXEMPT The Superintendent shall recommend to the Board for approval compensation plans for all District employees. Compensation plans may include wage and salary structures, stipends, benefits, and incentives. The Superintendent shall administer the compensation plans consistent with the budget approved by the Board. The Superintendent or designee shall classify each job title within the compensation plans based on the qualifications and duties of the position. Within these classifications, the Superintendent or designee shall determine appropriate pay for new employees and employees reassigned to different positions. The Superintendent shall recommend to the Board an amount for employee pay increases as part of the annual budget. The Superintendent or designee shall determine annual increases for individual employees, within budgeted amounts. A contract employee s pay shall not be increased after performance on the contract has begun unless there is a change in the employee s job assignment or duties that warrants additional compensation. Any such changes in pay during the term of the contract shall require Board approval. [See DEAB for public hearing requirements] The Superintendent may grant a pay increase to a noncontract employee after duties have begun only when there is a change in the employee s job assignment or duties, or when an adjustment in the market value of the job warrants additional c ompensation. The Superintendent shall report any such pay increases to the Board at the next regular meeting. The Superintendent or designee shall determine the classification of positions or employees as exempt or nonexempt for purposes of payment of overtime in compliance with the Fair Labor Standards Act (FLSA). The District shall pay employees who are exempt from the overtime pay requirements of the FLSA on a salary basis. The salaries of these employees are intended to cover all hours worked, and the District shall not make deductions that are prohibited under the FLSA. An employee who believes deductions have been made from his or her salary in violation of this policy should bring the matter to the District s attention, through the District s complaint policy. [See DGBA] If improper deductions are confirmed, the District will reimburse the employee and take steps to ensure future compliance with the FLSA. DATE ISSUE: 07/15/2008 Page 1 of 3 Board Policy DEA (Local) UPDATE 83 DEA (LOCAL)-A Page 2

7 Dickinson ISD COMPENSATION AND BENEFITS SALARIES, WAGES, AND STIPENDS DEA (LOCAL) The Superintendent or designee may assign noncontractua l supplemental duties to personnel exempt under the FLSA, as needed. [See DK(LOCAL)] The employee shall be compensated for these assignments according to the District s compensation plans. NONEXEMPT WORKWEEK DEFINED COMPENSATORY TIME ACCRUAL USE ANNUALIZED SALAR Y REQUIRED Nonexempt employees may be compensated on an hourly bas is or on a salary basis. Employees who are paid on an hourly basis shall be compensated for all hours worked. Employees who are paid on a salary basis are paid for a 40 -hour workweek and do not earn additional pay unless the employee works more than 40 hours. A nonexempt employee shall have the approval of his or her supervisor before working overtime. An employee who works overtime without prior approval is subject to discipline but shall be compensated in accordance with the FLSA. For purposes of FLSA compliance, the workweek for District employees shall be 12:00 a.m. Saturday until 11:59 p.m. Friday. At the District s option, nonexempt employees may receive compensatory time off, rather than overtime pay, for overtime work. The employee shall be informed in advance if overtime hours will accrue compensatory time rather than pay. Compensatory time earned by nonexempt employees may not accrue beyond a maximum of 60 hours. If an employee has a balance of more than 60 hours of overtime, the employee will be required to use compensatory time or, at the District s option, will receive overtime pay. An employee shall use compensatory time within the duty year in which it is earned. If an employee has any unused compensatory time remaining at the end of a fiscal year, the employee shall receive overtime pay. Compensatory time may be used at either the employee s or the District s option. An employee may use compensatory time in accordance with the District s leave policies and if such use does not unduly disrupt the operations of the District. [See DEC(LOCAL)] The District may require an employee to use compensatory time when in the best interest of the District. The District shall pay all salaried employees over 12 months, regardless of the number of months employed during the school year. A salaried employee shall receive his or her salary in equal monthly or bimonthly payments, beginning with the fir st pay period of the school year. DATE ISSUE: 07/15/2008 Page 2 of 3 Board Policy DEA (Local) UPDATE 83 DEA (LOCAL)-A Page 3

8 Dickinson ISD COMPENSATION AND BENEFITS SALARIES, WAGES, AND STIPENDS DEA (LOCAL) EARLY SEPARATION If a salaried employee separates from service before the last day of instruction, the employee shall receive in his or her final paycheck the unpaid amount the employee has actually earned from the beginning of the 12-month pay period until the date of separation. For purposes of this policy, separation from service shall be as defined in IRS regulation 26 CFR 1.409A -1(h). A salaried employee who separates from service on or after the last day of instruction shall be paid as follows: 1. An employee who is retiring under the Texas Teacher Retirement System shall receive in his or her final paycheck the unpaid amount the employee has actually earned from the beginning of the 12 -month pay period until the date of separation. If the employee is eligible and elects to continue enrollment in the District s group health coverage for one or more months of the summer, the employee s share of premiums shall be withheld from the final paycheck. 2. All other employees shall be paid according to the annualized salary provisions above. [For provisions on continuation of coverage after resignation, see CRD(LEGAL).] DATE ISSUE: 07/15/2008 Page 3 of 3 Board Policy DEA (Local) UPDATE 83 DEA (LOCAL)-A Page 4

9 Dickinson ISD COMPENSATION AND BENEFITS SALARIES, WAGES, AND STIPENDS DEAB (LEGAL) MINIMUM SALARY SCHEDULE EDUCATORS DEFINITIONS CLASSROOM TEACHER LIBRARIAN COUNSELOR NURSE FULL-TIME PLACEMENT ON SALARY SCHEDULE The District shall pay each classroom teacher, full-time librarian, full-time school counselor, or full-time nurse not less than the minimum monthly salary, based on the employee s level of experience, specified in Education Code and 19 Administrative Code Classroom teacher means an educator who teaches an average of at least four hours per day in an academic or career and technology instructional setting, focusing o n the delivery of the Texas Essential Knowledge and Skills, and who holds the relevant certificate from the State Board for Educator Certification (SBEC). Although noninstructional duties do not qualify as teaching, necessary functions related to the educator s instructional assignment, such as instructional planning and transition between instructional periods, should be applied to creditable classroom time. Librarian means an educator who provides full-time library services and holds the relevant certificate from SBEC. Counselor means an educator who provides full-time counseling and guidance services and holds the relevant certificate from SBEC. Nurse means an educator employed to provide full -time nursing and health-care services and who meets all the requirements to practice as a registered nurse (RN) pursuant to the Nursing Practice Act and the rules and regulations relating to professional nurse education, licensure, and practice and has been issued a license to practice professional nursing in Texas. Full-time means contracted employment for at least ten months (187 days) for 100 percent of the school day, in accordance with the definitions of school day in Education Code , employment contract in Education Code , and school year in Education Code TAC (a) The Commissioner s rules determine the experience for which a teacher, librarian, school counselor, or nurse is to be given credit in placing the teacher, librarian, school counselor, or nurse on the minimum salary schedule. The District shall credit the teacher, librarian, school counselor, or nurse for each year of experience, whether or not the years are consecutive. Education Code (a),.403(c); 19 TAC DATE ISSUE: 11/19/2013 Revised & Approved Page 1 of 7 Board Policy DEAB (Legal) UPDATE 98 DEAB (LEGAL)-P Page 5

10 Dickinson ISD COMPENSATION AND BENEFITS SALARIES, WAGES, AND STIPENDS DEAB (LEGAL) EMPLOYEES FORMERLY ON CAREER LADDER PAY INCREASES PUBLIC HEARING CONTRACT EMPLOYEES SALARY ADVANCES AND LOANS DESIGNATION OF COMPENSATION FOR BENEFITS USE A teacher or librarian who received a career ladder supplement on August 31, 1993, is entitled to at least the same gross monthly salary the teacher or librarian received for the school year as long as the teacher or librarian is employed by the same district. In addition, a teacher or librarian who was on level two or three of the career ladder is entitled, as long as he or she is employed by the same district, to placement on the minimum salary schedule according to the guidelines at Education Code (d). Education Code (f),.403(d) The District shall not grant any extra compensation, fee, or allowance to a public officer, agent, servant, or contractor after service has been rendered or a contract entered into and performed in whole or in part. Tex. Const. Art. III, Sec. 53 The District may not pay an employee or former employee more than an amount owed under a contract with the employee unless the District holds at least one public hearing. Notice of the hearing must be given in accordance with notice of a public meeting under the Texas Open Meetings Act [see BE]. The Board must state the following at the public hearing: 1. The source and exact amount of the payment; 2. The reason the payment is being offered, including the public purpose that will be served by making the payment; and 3. The terms for distribution of the payment that effect and maintain the public purpose. Loc. Gov t Code The District shall not lend its credit or gratuitously grant public money or things of value in aid of any individual, association, or corporation. Tex. Const. Art. III, Sec. 52; Brazoria County v. Perry, 537 S.W.2d 89 (Tex. Civ. App. Houston [1st Dist.] 1976, no writ) An employee who is covered by a cafeteria plan or who is eligible to pay health-care premiums through a premium conversion plan may elect to designate a portion of the employee s compensation to be used as health-care supplementation. The amount designated may not exceed the amount permitted under federal law. Education Code An employee may use the compensation designated for health - care supplementation for any employee benefit, including depositing the designated amount into a cafeteria plan in which the employee is enrolled or using the designated amount for health - DATE ISSUE: 11/19/2013 Revised & Approved Page 2 of 7 Board Policy DEAB (Legal) UPDATE 98 DEAB (LEGAL)-P Page 6

11 Dickinson ISD COMPENSATION AND BENEFITS SALARIES, WAGES, AND STIPENDS DEAB (LEGAL) care premiums through a premium conversion plan. Education Code ANNUAL ELECTION DEFINITION TRS CONTRIBUTIONS FOR NEW HIRES Each school year, an active employee must elect in writing whether to designate a portion of the employee s compensation to be used as health-care supplementation. The election must be made at the same time that the employee elects to participate in a cafeteria plan, if applicable. Education Code For purposes of the designation of compensation as health-care supplementation, employee means an active, contributing member of TRS who: 1. Is employed by the District; 2. Is not a retiree eligible for coverage under Insurance Code Chapter 1575 (retiree group health benefits); 3. Is not eligible for coverage by a group insurance plan under Insurance Code Chapter 1551 (stat e employee health insurance) or Chapter 1601 (state university employee health insurance); and 4. Is not an individual performing personal services for the District as an independent contractor. Education Code (2) During each fiscal year, the District shall pay an amount equal to the state contribution rate, as established by the General Appropriations Act for the fiscal year, applied to the aggregate compensation of new members of the retirement system, during their first 90 days of employment. New member means a person first employed on or after September 1, 2005, including a former member who withdrew retirement contributions under Government Code and is reemployed on or after September 1, On a monthly basis, the District shall: 1. Certify to TRS the total amount of salary paid during the first 90 days of employment of a new member and the total amount of employer payments under this section for the payroll periods; and 2. Retain information, as determined by TRS, sufficient to allow administration of this section, including information for each employee showing the applicable salary as well as aggregate compensation for the first 90 days of employment for new employees. DATE ISSUE: 11/19/2013 Revised & Approved Page 3 of 7 Board Policy DEAB (Legal) UPDATE 98 DEAB (LEGAL)-P Page 7

12 Dickinson ISD COMPENSATION AND BENEFITS SALARIES, WAGES, AND STIPENDS DEAB (LEGAL) The District must remit the amount required under this section to TRS at the same time the District remits the member s contribution. In computing the amount required to be remitted, the District shall include compensation paid to an employee for the entire pay period that contains the 90th calendar day of new employment. Gov t Code TRS SURCHARGE FOR REHIRED RETIREES TRS FUND CONTRIBUTIONS HEALTH INSURANCE CONTRIBUTIONS EXCEPTION NOTICE REGARDING EARNED INCOME TAX CREDIT During each payroll period for which a retiree is reported, the District shall contribute to the retirement system for each retiree reported an amount based on the retiree s salary equal to the sum of: 1. The current contribution amount that would be contributed by the retiree if the retiree were an active, contributing member; and 2. The current contribution amount authorized by the General Appropriations Act that the state would contribute for that retiree if the retiree were an active, contributing member. In addition, each payroll period and for each rehired retiree who is enrolled in TRS Care (retiree group health insurance), the District shall contribute to the TRS Care trust fund any difference between the amount the retiree is required to pay for the retiree and any enrolled dependents to participate in the group program and the full cost of the retiree s and enrolled dependents participation in the group program, as determined by TRS. If more than one employer reports the retiree to TRS during a month, the amount of the required payment shall be prorated among employers. The District is not required to contribute these amounts for a retiree who retired from the retirement system before September 1, Gov t Code ; Insurance Code Not later than March 1 of each year, the District shall provide employees with information regarding general eligibility requirements for the federal earned income tax credit by one of the following means: 1. In person; 2. Electronically at the employee s last known address; 3. Through a flyer included, in writing or electronically, as a payroll stuffer; or 4. By first class mail to the employee s last known address. The District may not satisfy this requirement solely by posting information in the workplace. DATE ISSUE: 11/19/2013 Revised & Approved Page 4 of 7 Board Policy DEAB (Legal) UPDATE 98 DEAB (LEGAL)-P Page 8

13 Dickinson ISD COMPENSATION AND BENEFITS SALARIES, WAGES, AND STIPENDS DEAB (LEGAL) In addition, the District may provide employees with IRS publications and forms, or information prepared by the comptroller, relating to the earned income tax credit. Labor Code DECREASING PAY WIDESPREAD SALARY REDUCTIONS FURLOUGH PROGRAM The Commissioner has held that a district may reduce educator compensation if it gives sufficient warning of a possible reduction in pay when educators can still unilaterally resign from their contracts. A sufficient warning must be both formal enough and specific enough to give educators a meaningful opp ortunity to decide whether to continue employment with the District. Brajenovich v. Alief Indep. Sch. Dist., Tex. Comm r of Educ. Decision No R1O-1106 (2009) The following provisions apply only to a widespread reduction i n the amount of annual salaries paid to classroom teachers in the District based primarily on District financial conditions rather than on teacher performance. For any school year in which the District has reduced the amount of the annual salaries paid to classroom teachers from the amount paid for the preceding school year, the District shall reduce the amount of the annual salary paid to each District administrator or other professional employee by a percent or fraction of a percent that is equal to the average percent or fraction of a percent by which teacher salaries have been reduced. Education Code The Board may not reduce salaries until the District has complied with the requirements at Education Code [see SALARY REDUCTION/FURLOUGH PRO CESS, below]. Education Code In accordance with District policy [see DFFA(LOCAL)], the Board may implement a furlough program and reduce the number of days of service otherwise required under Education Code [ see DC] by not more than six days of service during a school year if the Commissioner certifies that the District will be provided with less state and local funding for that year than was provided to the District for the school year. Education Code (a) The Board may not implement a furlough program until the District has complied with the requirements at Education Code [see SALARY REDUCTION/FURLOUGH PROCESS, below]. Education Code DATE ISSUE: 11/19/2013 Revised & Approved Page 5 of 7 Board Policy DEAB (Legal) UPDATE 98 DEAB (LEGAL)-P Page 9

14 Dickinson ISD COMPENSATION AND BENEFITS SALARIES, WAGES, AND STIPENDS DEAB (LEGAL) FUNDING LEVELS SALARIES FURLOUGH DAYS CONTRACT RESIGNATION NO APPEAL SALARY REDUCTION/ FURLOUGH PROCESS EMPLOYEE INVOLVEMENT Not later than July 1 of each year, the Commissioner shall determine whether the estimated amount of state and local funding per student in weighted average daily attendance to be provided to the District under the Foundation School Program for maintenance and operations for the follow ing school year is less than the amount provided to the District for the school year. If the amount estimated to be provided is less, the Commissioner shall certify the percentage decrease in funding to be provided to the District. Education Code Notwithstanding Education Code (minimum salary schedule), the Board may reduce the salary of an employee who is furloughed in proportion to the number of days by which service is reduced. Any reduction in the amount of the annual s alary must be equally distributed over the course of the employee s current contract with the District. A furlough program must subject all contract personnel to the same number of furlough days. An educator may not be furloughed on a day that is included in the number of days of instruction required under Education Code [ see EB]. Implementation of a furlough program may not result in an increase in the number of required teacher workdays. An educator may not use personal, sick, or any other paid leave while the educator is on a furlough. If the Board adopts a furlough program after the date by which a teacher must give notice of resignation from a probationary, term, or continuing contract [see DFE], an employee who subsequently resigns is not subject to sanctions imposed by SBEC. A decision by the Board to implement a furlough program is final and may not be appealed and does not create a cause of action or require collective bargaining. Education Code The Board may not implement a furlough program under Education Code or reduce salaries until the District has complied with the requirements below. The District must use a process to develop a furlough program or other salary reduction proposal, as applicable, that: 1. Includes the involvement of the District s professional staff; and Provides District employees with the opportunity to express opinions regarding the furlough program or salary reduction DATE ISSUE: 11/19/2013 Revised & Approved Page 6 of 7 Board Policy DEAB (Legal) UPDATE 98 DEAB (LEGAL)-P Page 10

15 Dickinson ISD COMPENSATION AND BENEFITS SALARIES, WAGES, AND STIPENDS DEAB (LEGAL) 1. proposal, as applicable, at the public meeting described below. PUBLIC MEETING The Board must hold a public meeting at which the Board and District administration present: 1. Information regarding the options considered for managing the District s available resources, including consideration of a tax rate increase and use of the District s available fund balance; 2. An explanation of how the District intends, through implementation of a furlough program or salary reductions, as applicable, to limit the number of District employees who will be discharged or whose contracts will not be renewed. Any explanation of a furlough program must state the specific number of furlough days proposed to be required; and 3. Information regarding the local option residence homestead exemption. The public and District employees must be provided with an opportunity to comment at the public meeting. Education Code DATE ISSUE: 11/19/2013 Revised & Approved Page 7 of 7 Board Policy DEAB (Legal) UPDATE 98 DEAB (LEGAL)-P Page 11

16 Board and Administrator Role in Salary Administration THE BOARD S ROLE IN DISTRICT SALARY ADMINISTRATION 1. Set goals and pay philosophy for the district. 2. Establish policies to govern the pay system. 3. Approve adjusted compensation plans. 4. Approve amount of general employee pay increases annually and adopt budget. 5. Balance employee needs against fiscal control needs of the District and community. 6. Plan compensation package for the Superintendent. THE SUPERINTENDENT'S ROLE IN DISTRICT SALARY ADMINISTRATION 1. Present pay plans and policies to meet the goals and philosophy of the Board. 2. Research economic factors and develop recommendations for annual pay increase and the payroll budget. 3. Administer individual pay actions according to District policy and procedures. 4. Communicate the District pay plan and policies to employees and respond to requests for information. 5. Monitor and adjust the district salary structures regularly. Page 12

17 Definition of a Pay System A pay system consists of all the policies, procedures and management tools that are used to define the basis for organizational pay actions. A pay system should include: Job titles and job descriptions Defined pay ranges for each job Policies and administrative procedures Plan for communicating with employees Process for maintaining the system Page 13

18 Basic Objectives of Pay Systems Pay systems should be designed strategically to control and facilitate the following basic objectives: 1. Objective: Pay for Job Responsibility Strategy: Set and maintain the proper pay differential between jobs that require different levels of skill, effort, and responsibility. 2. Objective: Pay Competitively Strategy: Keep trained employees paid within a proper range of the competitive job market. 3. Objective: Provide Continued Pay Advancement Strategy: Prevent employees from topping out of pay scales too soon OR becoming overpaid for the worth of the job. 4. Objective: Recruit Good Applicants Strategy: Keep starting salaries attractive by allowing inflationary adjustments to be made easily and within budget. 5. Objective: Keep Payroll Costs Affordable Strategy: Keep payroll cost increases flexible to allow annual planning in response to revenue and market changes. 6. Objective: Keep Good Employees Strategy: Pay trained employees fair salaries for the worth of their job in an appropriate period of time. Pay Equity DEFINITION Fair pay for the worth of the work performance to the organization. INTERNAL EQUITY What jobs are worth to the organization on the basis of job content (skills, responsibility, effort required). To have internal equity, the system must identify the relative worth of all jobs according to a common set of compensable (job worth) factors. EXTERNAL EQUITY What jobs are worth to the organization on the basis of the outside job market (competitive pay). To have external equity, the system must identify the relative worth of jobs in the competitive marketplace. Page 14

19 Basic Elements of Personnel Compensation Page 15

20 Compensable Factors Definition Any factor (job characteristic) used to provide a basis for judging job value in a job evaluation process. The most commonly employed compensable factors include skill, effort, responsibility, and working conditions, where applicable. Skill: Knowledge and abilities required to successfully perform the job. Education or specialized knowledge acquired through formal training or lower-level training. Experience work experience beyond education or specialized training needed to perform the job. Effort: Difficulty of the work performed in terms of physical or mental energy. Working conditions adverse conditions (physical hazards, stress or excessive time) associated with performing normal job duties. Complexity difficulty of task and mental focus needed to complete tasks. Judgment frequency and importance of independent decisions necessary to perform the job. Responsibility: Effects of proper or improper action on the products or services of the entire organization. Scope of authority the degree to which influence is exercised over school operations and the scope of impact the job has on the district as a whole. Supervision of others accountability and obligation for work performed by other employees. Page 16

21 Anatomy of a Salary Range Structure Page 17

22 SECTION 2 STAFFING / HIRING Page 18

23 Staffing Guidelines PURPOSE: Guidelines provide a frame of reference for equitably allocating district resources to all students. These guidelines are divided into major functional areas of the district. Not all jobs are included. The areas covered by this document are: elementary/intermediate instruction, junior high instruction, high school instruction, continuation center and district-wide services. Unless campus designation is used, the number of students refers to the total student population of that instructional level. NOTE: The Superintendent is authorized to modify staffing guidelines as required to meet budget constraints. STAFFING GUIDELINES ELEMENTARY/INTERMEDIATE INSTRUCTION (PK-4) Instructional Services Teachers Classroom Teacher Each increment of 25 students 1 Full-Time person per classroom Special Education/Special Programs Teacher To be determined by Special Programs department approved by the Superintendent Special Assignment Teachers ARD Committee Facilitator/ Dyslexia Teacher Paraprofessionals (Aides) Special Education Varies by program/ campus design Gr. PreK-4 As required to provide instruction and in appropriate group sizes as approved by Superintendent 0.5 Full-Time person Academic Coach Classroom *START 1 to 3 students 1 Full-Time person 4+ students additional Full-Time person *PPCD Each classroom unit 1 Full-Time person *STRIVE Based on campus need 1 Full-Time person *PASS Each classroom unit 1 Full-Time person *Structured Learning Each classroom unit 1 Full-Time person *IMPACT Each classroom unit 1 Full-Time person (*Additional staffing as recommended by Director of Special Programs and approved by Superintendent) Assistant/Clerical Each campus 1 Full-Time person Early Literacy Aide Each campus 1 Full-Time person *Bilingual Literacy Aide K-4 Based on campus need 1 Full-Time person (*Additional staffing as recommended by Deputy Assistant Superintendent for Educational Services and approved by Superintendent) Computer Each Campus 1 Full-Time person In-School Suspension Each Campus 1 Full-Time person Physical Education Each Campus 1 Full-Time person Pre-K (Regular/Bilingual) For each class over 15 students 1 Full-Time person Substitute and other duties Each campus 1 Full-Time person Library/Media Services Librarian Each campus 1 Full-Time person Library Aide 500 to 750 students 1/2-Time person 700 to 1000 students additional 1/4-Time person 900 to 1250 students additional 1/4-Time person Page 19

24 STAFFING GUIDELINES ELEMENTARY/INTERMEDIATE INSTRUCTION (PK-4) - continued Counseling Services Health Services Administration Secretarial/Clerical Counselor 250 to 750 students 1 Full-Time person 700 to 1000 students additional 1/2-Time person (as counselor or social worker) 900 to 1250 students additional 1/2-Time person Nurse (RN or LVN) Each campus 1 Full-Time person Clinic Aide Any campus without an RN or 1 Full-Time person LVN Principal Each campus 1 Full-Time person Assistant Principal Up to 800 ADA (FTE s) 1 Full-Time person For campus with 801+ ADA (FTE s) 1 additional person Secretary Each campus 1 Full-Time person Receptionist/Clerical 500 to 800 students 1 Full-Time person For each additional increment of 250 students additional 1/2-Time person Attendance/Data Entry Clerk Each campus 1 Full-Time person Page 20

25 STAFFING GUIDELINES MIDDLE AND JUNIOR HIGH INSTRUCTION (5-8) Instructional Services Classroom Teacher 25 to 32 students per classroom 1 Full-Time person not to exceed 150 total students without superintendent's prior approval Special Education/Special Programs Teacher To be determined by Special Programs department and approved by Superintendent ARD Committee Facilitator Each Campus (5-8) 1 Part-Time/Full-Time person Dyslexia Teacher Each Campus (5-8) 1 Part-Time/Full time person (based on student needs) ESL Aide Each campus of students 1 Full-Time person Regular Aide Up to 600 students 1 Full-Time person For every increment of additional person Special Education/Special Programs Aide Library/Media Services students To be determined by Special Programs department and approved by Superintendent Librarian Up to 900 students 1 Full-Time person Library Aide For every increment 1 Full-Time person of 900 additional students Counseling Services Health Services Administration Secretarial/clerical Counselor Up to 600 students 1 Full-Time person For every increment of additional person students Nurse (RN or LVN) Each campus 1 Full-Time person Clinic Aide Any campus without an RN or 1 Full-Time person LVN Principal Each campus 1 Full-Time person Assistant Principal Up to 650 students 1 Full-Time person 600 to 1000 students 1 additional Full-Time person 900 to 1300 students 1 additional Full-Time person Over 1300 students 1 additional Full-Time person Secretary Each campus 1 Full-Time person Receptionist/Clerical For students 1 Full-Time person If more than 600 students 1 additional person Attendance/Data Entry Each campus 1 Full-Time person Clerk Assistant Principal s For each 2 A.P. positions in 1 Full-Time person Secretary grades 5-6 For each A.P. position in grades 1 Full-Time person 7-8 Counselor s Secretary For Jr. High campus 1 Full-Time person Page 21

26 STAFFING GUIDELINES HIGH SCHOOL INSTRUCTION (9-12) Instructional Services Classroom Teacher students per classroom 1 Full-Time person not to exceed 150 total students without superintendent's prior approval Special Education/Special To be determined by Sp. Programs department and approved by Supt Programs Teacher ESL Aide Each Secondary of Full-Time person students Regular Classroom Aide Up to 1000 students for every 1 Full-Time person Special Education/Special Programs Aide increment of 500 students To be determined by Special Programs department and approved by Superintendent 1 additional person ARD Committee Facilitator Each Campus (9-12) 1 Full-Time person For caseloads in excess of 150 additional 1/2-Time person Dyslexia Teacher Each Campus (9-12) (based on student needs) 1 Part-Time/Full-Time person Library/Media Services Counseling Services Health Services Administration Secretarial/Clerical Librarian Up to 900 students 1 Full-Time person Library Aide students 1 additional person students 1 additional person (Part-Time/Full-Time) Counselor 475 students 1 Full-Time person students 1 additional person students 1 additional person students 1 additional person Sp. Education (DHS) cases 1 Full-Time person Nurse Each campus 1 Full-Time person Clinic Aide Any campus without RN or LVN 1 Full-Time person Campus over 1600 students 1 additional person Principal Each campus 1 Full-Time person Assistant Principal Up to 550 students 1 Full-Time person students 1 additional person students 1 additional person students 1 additional person students 1 additional person students 1 additional person Secretary Each principal & asst. principal 1 Full-Time person Registrar Each campus 1 Full-Time person Office/Clerical Up to 800 students 1 Full-Time person For every increment of additional person students Attendance/Data Entry Each campus 1 Full-Time person Clerk Bookkeeper Each campus 1 Full-Time person Counseling Services Each campus 1 Full-Time person Page 22

27 STAFFING GUIDELINES DICKINSON CONTINUATION CENTER / DALC Instructional Services Classroom Teacher based on ADA up to 40 students 2 Full-Time positions 41 to 65 students 1 additional position 66 to 80 students 1 additional position 81 to 95 students 1 additional position (1 additional teacher per 15 students to be considered after 5th teacher is added) Counseling Services Administration Secretarial/Clerical Counselor/Social Worker DCC / DALC Campus 1 Full-Time person Principal/ Site Coordinator DCC / DALC Campus 1 Full-Time person Secretary DCC 1 Full-Time person Secretary DALC 1 Full-Time person Receptionist/Clerical DCC Campus 1 Full-Time person STAFFING GUIDELINES GATOR ACADEMY Administration Director of Employee Child Care Center Gator Academy 1 Full-Time person Instructional Lead Services (Infant) Lead Instructor up to 8 infants 1 Full-Time position (Toddlers 5 Years) Lead up to 11 children 5 Full-Time positions Instructor Part-Time Day Care Aides As required by Department of Protective and Family Services Page 23

28 STAFFING GUIDELINES DISTRICT-WIDE SERVICES Curriculum Specialists As approved by the Board of Trustees As Assigned School Health Personnel A minimum of 3 Registered Nurse positions will be maintained in the District. Campus placements will be subject to reassignment based upon identified campus needs. Nurse positions will generally be filled with an appropriately qualified Licensed Vocational Nurse, after the 3 RN positions are filled. As a clinic aide position is vacated due to reassignment, resignation or retirement, the position will be filled with Licensed Vocational Nurse. One clinic aide position will be maintained and will be assigned to the same campus as the Registered Nurse/ Program Coordinator is assigned. One Registered Nurse will be selected to serve as the Program Coordinator for all district school health services. LSSP's As approved by the Superintendent As Assigned Food Service Food Service Manager Each campus 1 Full-Time person Food Service Worker Full-Time worker may work less than eight hours. To be determined by Food Nutrition Services Department Maintenance/Facilities/Custodian Custodian For each 24,000 sq. ft. or as determined by Supervisor and Supt. 1 Full-Time person Staffing levels are to be monitored by budget managers. Any increase over approved levels will require prior approval of the Superintendent. Any increase over approved levels that will require additional budget allocation shall have prior Board approval. Maintenance and Transportation staffing shall be determined by the Superintendent annually during budget planning and as conditions warrant during the budget year. Page 24

29 Hiring Procedures "New" Positions Any personnel decision which affects budget expenditure code 6100 expenditures (other than discretionary substitutes) will require approval of the Superintendent. Budget managers will have indirect responsibility for personnel expenditure decisions through the recommendation process. Requests for additional personnel expenditures, new positions, stipends or additional days must be in writing to the Superintendent. If approved, the Superintendent will indicate approval by signing the request and forwarding copies to the requesting budget manager, business office and human resources office. "New" and "Replacement" Positions Copy of the approval to the Executive Director for Human Resources (for all "new" positions). Complete Request for Posting, if necessary. (Requires posting unless prior approval by the Superintendent is obtained) Postings for positions that require a certificate or license shall be placed, no later than the tenth day before a position is filled, in an area convenient to the public in the District's administrative office, in the administrative office of each campus and on the internet. Follow interview procedures. Complete employee recommendation form. Send fully completed recommendation form to Human Resources. (Incomplete forms will be returned.) Human Resources will complete a Personnel Action form and forward the information to Payroll. Human Resources will forward salary notification to the employee. Page 25

30 SECTION 3 ADMINISTRATIVE PAY RANGES JOB CLASSIFICATION HIRING SCHEDULE SALARY SCHEDULE Page 26

31 Administrative / Professional Pay Range For % +20% Pay Grade Minimum Midpoint Maximum Range % AP1 $ $ $ % AP2 $ $ $ % AP3 $ $ $ % AP4 $ $ $ % AP5 $ $ $ % AP6 $ $ $ % AP7 $ $ $ % AP8 $ $ $ % ADMINISTRATIVE PAY RANGE AP9 $ $ $ % Page 27

32 Administrative / Professional Job Classification PAY GRADE A/P 1 Annual Days Cafeteria Manager-Elementary, Middle School, JHS 188 Coordinator of Benefits 221 Coordinator of Safety & Compliance 221 DCC Case Manager (with LCDC) 221 Energy Manager 221 Junior Accountant (with Associate Degree) 221 Occupational Therapist Assistant (with Associate Degree) 200 Office Services and Support 221 PC Tech Apprentice 221 Physical Therapist Assistant (with Associate Degree) 186 Route Coordinator 221 PAY GRADE A/P 2 Accountant (FNS) 221 Attendance Officer 187 Assistant Director Energy Manager/Stadium Manager 221 Cafeteria Manager--High School 188 Custodial Supervisor (for less than 45 employees) 221 Data Specialist 221 Education Diagnostician 200 Help Desk and Digital Content Specialist 221 PC Support Specialist 221 SASI/FinancePLUS Specialist 221 Senior Mentor Manager (20 hrs. per week) 180 Transportation Supervisor 221 ADMINISTRATIVE JOB CLASSIFICATION PAY GRADE A/P 3 Accountant (Business Services) 221 Assistant Principal Intern 210 Communications Specialist 221 Construction Project Coordinator 221 Custodial Supervisor (for more than 45 employees) 221 Director for Employee Child Care Center-Gator Academy 221 DCC Case Manager (BA or BS) 221 Instructional Technologist 221 Licensed Specialist in School Psychology (LSSP) 200 Social Worker (without teaching/counseling credentials) 216 Specialized Counselor Special Education, Etc. 205 Therapist Occupational and Physical Page 28

33 PAY GRADE A/P 4 Annual Days Assistant Director of Transportation 210 Assistant Principal (addl. days may be required for summer school admin.) Dickinson Continuation Center (DCC) 200 Elementary (Grades PK-4) Middle School (Grades 5-6) 205 Junior High School (2) (Grade 7-8) 211 Coordinator of Business Ancillary Services 221 Director of Custodial Services 230 Education Foundation Administrator 221 FNS - Compliance Dietician 221 FNS - Nutrition Educator 205 Security Systems Assistant 221 Senior Accountant 221 Senior Information Specialist 221 Social Worker (with teaching/counseling credentials or Masters in Social Work) 221 Technology Applications Coordinator 221 PAY GRADE A/P 5 Assistant Principal (addl. days may be required for summer school admin.) High School (4) (Grades 9-12) Associate Principal High School (1) (Grades 9-12) Junior High School (1) (Grade 7-8) 215 Director of Career/Technology Education 221 Director of Communications Director of Energy Management Director of Human Resources 221 Director of Maintenance 230 Director of Student Services and Special Projects 221 Director of Technology Operations 221 Director of Transportation 221 Disaster Recovery & Security Manager 221 FNS - Operations Supervisor 221 Infrastructure Manager 221 Instructional Technology Manager 221 Network Manager 221 Principal of CAP 205 Principal of DCC/DALC 221 Senior Systems Manager 221 Server Manager 221 System Application Assistant 221 Technology Services Manager 221 Page 29

34 PAY GRADE A/P 6 Annual Days Curriculum Director 221 Director of Alternative Education 221 Director of Assessment/Evaluation & Compliance 221 Director of Athletics / Head Football Coach Director of Career Technology and Career Readiness (new) Director of Food and Nutrition Services 221 Director of Federal and Bilingual/ELL Programs 221 Director of Fine Arts 221 Director of Purchasing 221 Director of Special Programs 221 Director of Staff Development and Advanced Academics 221 Director of Student Ancillary Services 221 Principal Elementary School 221 Principal Middle School 221 Principal Junior High School 221 Executive Director for Business Services Executive Director for Human Resources Executive Director for Information Systems Executive Director for Payroll PAY GRADE A/P 7 PAY GRADE A/P 8 Assistant Superintendent for Administration 221 Executive Director for Facility Planning and Construction 221 PAY GRADE A/P 9 Deputy Superintendent for Business and Operations 221 Deputy Superintendent for Educational Services 221 Principal High School ADMINISTRATIVE JOB CLASSIFICATION Page 30

35 Administrative / Professional Hiring Schedule A/P PAY GRADE DAYS HIRING RANGE AP % of Midpoint to + 10% of midpoint AP % of Midpoint to + 10% of midpoint AP % of Midpoint to + 10% of midpoint AP % of Midpoint to + 20% of midpoint AP % of Midpoint to + 10% of midpoint AP % of Midpoint to + 10% of midpoint AP % of Midpoint to + 10% of midpoint AP % of Midpoint to + 10% of midpoint AP % of Midpoint to + 10% of midpoint Assistant Principal Salary Schedule An assistant principal s salary shall be no less than the daily rate they would earn as a classroom teacher, times the number of days they are to work. Hiring ranges for assistant principals shall generally be: For pre-k through 8th assistant principals Beginning Salary 3 to 5 years teaching experience -10% of Midpoint to midpoint 5 to 10 years teaching experience -5% of Midpoint to +5% of midpoint 10 to 15 years teaching experience Midpoint to +10% of midpoint 15+ years teaching experience +5% of Midpoint to + 15% of midpoint ADMINISTRATIVE HIRING SCHEDULE For high school assistant principals 3 to 5 years teaching experience -5% of Midpoint to + 5% of midpoint 5 to 10 years teaching experience +5% of Midpoint to +15% of midpoint 10 to 15 years teaching experience +7.5% of Midpoint to +17.5% of midpoint 15+ years teaching experience +10% of midpoint to +20% of midpoint Any exception to these amounts shall be approved in writing, in advance by the superintendent. Such exception shall be considered for exceptional abilities in an area that is of significant importance to the district, (such as curriculum, special education, etc.) Page 31

36 SECTION 4 PROFESSIONAL PAY RANGES JOB CLASSIFICATION HIRING SCHEDULE SALARY SCHEDULE/COMPENSATION CHART Page 32

37 Administrative / Professional Pay Ranges For % +20% Pay Grade Minimum Midpoint Maximum Range % AP1 $ $ $ % AP2 $ $ $ % AP3 $ $ $ % AP4 $ $ $ % AP5 $ $ $ % AP6 $ $ $ % AP7 $ $ $ % AP8 $ $ $ % AP9 $ $ $ % PROFESSIONAL PAY RANGE Page 33

38 Professional Job Classification / Hiring Schedule Counselor Salary Schedule Step Counselor Increment Counselor Days 0-1 $0.00 Elementary $1, Middle Schools $2, Junior High $3, DHS $4, DHS Lead 214 +$5,000 stipend $4, DHS Sp. Education $5, DCC/DALC 208 A counselor's base salary and local experience increment shall be calculated utilizing the Teacher Salary Schedule/Compensation Chart. The counselor increment listed above is to be paid in addition to the total salary the counselor would have made as a teacher. A certified teacher serving as a social worker would be paid as a certified counselor. Pay strategy for professional support staff in the following categories shall ensure that total salary is no less than total salary they would earn as a 187 day teacher: Diagnosticians LSSP's Occupational Therapists Physical Therapists Speech Pathologists PROFESSIONAL JOB CLASSIFICATION / HIRING SCHEDULE Page 34

39 LSSP, LSSP Intern, Diagnostician Hiring Schedule Qualifications/ Position Starting Rate Contract No Experience Days Increment/Years of Experience For Hiring Rate LSSP Lead LSSP LSSP Trainee LSSP Intern LSSP Student Intern Diagnostician Beginning teacher daily rate plus Masters Incr. ($5.35) plus $35/per day + $2500 total stipend Beginning teacher daily rate plus Masters Increment ($5.35) plus $35/per day Beginning teacher daily rate plus Masters Increment ($5.35) plus $25/per day Beginning teacher daily rate plus Masters Increment ($5.35) plus $15/per day $50 less than beginning teacher daily rate Beginning teacher daily rate plus Masters Increment if earned ($5.35) 205 $3.00 per day per year of experience, with a maximum experience counted for purposes of a starting salary of 20. An LSSP with a Ph.D. would have $5.35 per day added to the Master's degree rate. 200 $3.00 per day per year of experience, with a maximum experience counted for purposes of a starting salary of 20. An LSSP with a Ph.D. would have $5.35 per day added to the Master's degree rate. 200 $3.00 per day per year of experience, with a maximum experience counted for purposes of a starting salary of 20. (May convert retroactively during year when documentation of full LSSP certification is provided.) 200 $3.00 per day per year of experience, with a maximum experience counted for purposes of a starting salary of 20. In no event would an LSSP intern be paid less than the daily rate they would earn as a classroom teacher times the number of days in work calendar (plus Masters supplement and local experience increment). This individual would perform the same number and type of activities as the LSSP, as well as participate in the activities prescribed by a licensed psychologist in order to meet LSSP licensing requirements. 160 The LSSP Student Intern will perform assessment, consultation and counseling activities as assigned by and under the supervision of the Lead Psychologist. The Student Intern will not be allowed nor expected to perform independently in the same manner as the LSSP or the LSSP Intern. The Student Intern will not be provided any type of benefits by DISD. 200 $3.00 per day per year of experience with a maximum experience counted for purposes of a starting salary of 20. A diagnostician with a Ph.D. would have $5.35 per day added to the Master's degree rate. PROFESSIONAL JOB CLASSIFICATION / HIRING SCHEDULE Page 35

40 Occupational Therapist Hiring Schedule Qualifications/ Position Certified Occupational Therapist Therapist Trainee Therapist Assistant (COTA) Qualifications/ Position Certified Physical Therapist Therapist Trainee Therapist Assistant (LPTA) Beginning salary schedule for Occupational Therapist Starting Rate No Experience Beginning teacher salary plus $30 plus Master's Increment ($5.35) Beginning teacher salary plus $10 $50 less than beginning teacher salary Days Increment/Years of Experience For Hiring Rate 200 $3.50 per day per year of experience as a certified therapist, with a maximum experience counted for purposes of a starting salary of 15. A therapist with a Ph.D. would have $5.35 per day added to the Master's degree rate. 200 $2.50 per day per year of TRS recognized experience, with a maximum experience counted for purposes of a starting salary of 15. (May convert retroactively during year when documentation of certification is provided.) 180 $2.00 per day per year of experience as a therapist assistant, with a maximum experience counted for purposes of a starting salary of 15. Physical Therapist Hiring Schedule Beginning salary schedule for Physical Therapist Starting Rate Increment/Years of Days No Experience Experience For Hiring Rate Beginning teacher salary plus $30 plus Master's Increment ($5.35) Beginning teacher salary plus $ $3.50 per day per year of experience as a certified therapist, with a maximum experience counted for purposes of a starting salary of 15. A therapist with a Ph.D. would have $5.35 per day added to the Master's degree rate. 200 $2.50 per day per year of TRS recognized experience, with a maximum experience counted for purposes of a starting salary of 15. (May convert retroactively during year when documentation of certification is provided.) 180 to 186 $2.00 per day per year of experience as a therapist assistant, with a maximum experience counted for purposes of a starting salary of 15. PROFESSIONAL JOB CLASSIFICATION / HIRING SCHEDULE Page 36

41 Speech Pathology Staff Hiring Schedule Qualifications/ Position Masters, CCC** & Ph.D. Masters & CCC** Clinical Fellowship Year (CFY) Bachelors & TEA Certificate Licensed Assistant Starting Rate No Experience Beginning teacher daily rate + Masters Increment ($5.35) + $50/day + Ph.D. Increment ($5.35) Beginning teacher daily rate + Masters Increment ($5.35) + $45/day Beginning teacher daily rate +Masters Increment ($5.35) + $35/day Beginning teacher daily rate +$30/day Beginning teacher daily rate +$15/day Days Increment/Years of Experience For Hiring 190 +$3.00 per day per year of experience up to a maximum of 20 yrs $3.00 per day per year of experience up to a maximum of 20 yrs $3.00 per day per year of experience up to a maximum of 20 yrs 187 +$3.00 per day per year of experience up to a maximum of 20 yrs. *187 +$2.50 per day per year of experience up to a maximum of 20 yrs. Coordinator approximately 20% reduction in caseload plus $3,000 stipend for coordination, plus three days. At no time will a speech pathology staff member make less than a classroom teacher with similar degree and professional experience. No experienced DISD speech pathology staff member will make less than a new hire in the department in a similar circumstance. Individuals assigned to work fewer or more days than specified will be paid the daily rate for the number of days worked. Full benefits will be paid to individuals who work more than 20 hours per week. For individuals who are incorporated and desire an hourly or daily rate without benefits, a rate will be negotiated with the Superintendent through the Director of Special Programs. *For the first year of employment with the district, the contract for the licensed assistant may be 190 days. In subsequent years, the contract will be 187 days. The purpose of the initial 190 day contract is to provide time for the licensed assistant to prepare with the speech and language coordinator in addition to participating in new teacher inservice. **CCC Certificate of Clinical Competence Qualifications/ Position School Health Personnel Hiring Schedule Starting Rate Contract No Experience Registered Nurse/Program Coordinator Teacher pay scale plus $ Registered Nurse Teacher pay scale 187 Licensed Vocational Nurse 70% of teacher pay scale 187 Days PROFESSIONAL JOB CLASSIFICATION / HIRING SCHEDULE Clinic Aide Paraprofessional pay scale 187 Page 37

42 Teacher Salary Schedule Step or Local DISD DISD Exp. Compensation Daily Rate Rate 0 $47, $ $47, $ $47, $ $47, $ $48, $ $48, $ $48, $ $48, $ $49, $ $49, $ $49, $ $50, $ $50, $ $51, $ $51, $ $52, $ $53, $ $53, $ $54, $ $55, $ $55, $ $56, $ $57, $ $57, $ $58, $ $58, $ $59, $ $60, $ $60, $ $61, $ $61, $ $61, $ $62, $ $63, $ $63, $ $64, $ $64, $ $65, $ $65, $ $66, $ $66, $ Teacher is defined as a classroom teacher, a counselor, a librarian, and a registered nurse. DISD Teacher Salary Schedule is based on a Bachelor's Degree. Master's Degree: Add $1,000 to the appropriate step on DISD Base Salary Schedule. Doctorate: Add $2,000 to the appropriate step on DISD Base Salary Schedule. Career Ladder Level II: Add 1 Step Level. Career Ladder Level III: Add 2 Step Levels. This compensation chart is approved for the school year only and, in no way, is intended to be interpreted for future use beyond the school year for which it was approved. If a teacher has more than 40 years experience or qualifies for a step above 40, an additional $500 per step will be added to the DISD Schedule above to determine base salary, up to a maximum of $70,230 at step 45. **Master s and Doctorate Degrees credited once HR notified (Deadline Aug. 15th/Jan. 15th) Page 38

43 SECTION 5 PARAPROFESSIONAL/ CLERICAL/TECHNICAL PAY RANGES JOB CLASSIFICATION HIRING SCHEDULE SALARY SCHEDULE Page 39

44 Paraprofessional / Clerical / Technical Pay Ranges Daily Rates For % +25% Pay Grade Minimum Midpoint Maximum Range % PCT 1 $88.91 $ $ % PCT 2 $94.56 $ $ % PCT 3 $98.85 $ $ % PCT 4 $ $ $ % PCT 5 $ $ $ % PCT 6 $ $ $ % PCT 7 $ $ $ % PCT 8 $ $ $ % PCT 9 $ $ $ % PCT 10 $ $ $ % PCT 11 $ $ $ % PCT PAY RANGE Page 40

45 PCT Job Classification Paraprofessional/Clerical/Technical PAY GRADE PCT 1 Maximum Annual Days Clerical Aide 183 Library Aide 180 Library Aide (DHS) 184 PE Aide 180 Publication Aide 190 PAY GRADE PCT 2 Academic Coach Aide 180 CHAMPS Aide 180 Day Care Aides Part-Time 177 / 205 Early Literacy Aide 180 In-School Suspension Aide 180 JJAEP Aide 180 Pre-Kinder Aide 180 Reading Lab Aide 180 Receptionist/Clerk DCC / DALC 180 Receptionist/Clerk High School 193 / 221 Receptionist Junior High 192 Receptionist Middle School 192 Receptionist/Clerk Food & Nutrition 187 Receptionist/Clerk Elementary Special Education ARD Clerk Special Education 1 on 1 Aide 180 Special Education STRIVE Aide 180 Special Education PPCD Aide 180 Special Education Speech Aide 180 Special Education Transition Aide 180 PAY GRADE PCT 3 Bilingual Literacy Aide 180 Clinic Aide (Not a Certified Nursing Assistant) 183 Computer Lab Monitor 180 ESL Aide 180 Lead Instructor Gator Academy 198 / 205 Receptionist/Clerk O & F Sub/Other Special Education Bilingual ARD Clerk (+$500 stipend added 13-14) Special Education IMPACT Aide 180 Special Education PASS Aide 180 Special Education START Aide 180 Special Education Structured Learning Aide 180 Special Education Visually Impaired Aide PAY GRADE PCT 4 Assistant Principal s Secretary Junior High and High School 192 Assistant Principal s Secretary High School/Summer School 215 Clinic Aide (Those who qualify as Certified Nursing Assistant) 183 Counselor s Secretary Junior High 192 Counselors' Secretary High School 198 DALC Aide 180 Esmond Center Records Clerk 183 Receptionist Central Office 221 Page 41

46 PAY GRADE PCT 5 Max. Annual Days Attendance/Data Entry Clerk Elementary 202 Attendance/Data Entry Clerk Junior High & High School 192 Attendance/AP Secretary Middle School 192 Data Entry/Counselor's Secretary Middle School 198 Electronic Data/Information Specialist/Bid Coordinator 221 PEIMS Scheduling Secretary High School Publications/Business Technician Registrar Junior High 192 SASI Secretary Secretary to Principal DCC/DALC Technical Support Specialist PAY GRADE PCT Esmond Center Educational Records Secretary Operations & Facilities Payroll Specialist PEIMS Specialist 221 Registrar DHS 221 Secretary to Director of Athletics/Director of Fine Arts 221 Secretary to Director of Career and Technology Education 221 Secretary to Fine Arts Program 221 Secretary to Executive Director of Information Systems 221 Secretary to Director of Transportation 221 Special Education Assessment Secretary 210 Special Education PEIMS Secretary 217 PAY GRADE PCT 7 Accounts Payable Food & Nutrition Accounting Asst. / Receptionist Finance Specialist 221 Human Resources Generalist 221 Secretary to Athletic Department--DHS 221 Payroll Specialist 221 Secretary to Director of Alternative Education Secretary to Director of Special Programs Secretary to Educational Services Department 221 Secretary to Elementary Principal 221 Secretary to Junior High Principal 221 Secretary to Middle School Principal 221 PAY GRADE PCT 8 Accounting Assistant Accounting Clerk/Bookkeeper DHS Operations & Facilities Coordinator 221 Secretary to Executive Director for Human Resources 221 PAY GRADE PCT 9 Secretary to High School Principal 221 Secretary to Deputy Superintendent for Business and Operations 221 Secretary to Deputy Superintendent for Educational Services 221 PAY GRADE PCT 10 Secretary to Superintendent s Office/Assistant Superintendent for Administration 221 PAY GRADE PCT 11 Secretary to Superintendent of Schools 221 Page 42

47 PCT Hiring Schedule Paraprofessional/Clerical/Technical DAILY RATES for HIRING SCHEDULE -- CURRENT EMPLOYEES NOT TO MAKE LESS THAN Years Experience PCT 1 PCT 2 PCT 3 PCT 4 PCT 5 PCT6 PCT 7 PCT 8 PCT 9 PCT 10 PCT 11 0 $88.91 $94.56 $98.85 $ $ $ $ $ $ $ $ $89.91 $95.26 $99.85 $ $ $ $ $ $ $ $ $90.91 $95.81 $ $ $ $ $ $ $ $ $ $92.91 $97.06 $ $ $ $ $ $ $ $ $ $94.91 $98.31 $ $ $ $ $ $ $ $ $ $96.91 $99.56 $ $ $ $ $ $ $ $ $ $98.91 $ $ $ $ $ $ $ $ $ $ $99.91 $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ Daily rate for employees in these categories shall not be less than the amount shown on this schedule. Daily rates above are subject to adjustment above the base amount based on performance of the specific job duties for the position, with prior approval of the superintendent. Page 43

48 SECTION 6 SUPPORT SERVICES PAY RANGES JOB CLASSIFICATION HIRING SCHEDULE SALARY SCHEDULE Page 44

49 Support Services Pay Ranges for HOURLY RATES NON-CONTRACTUAL -30% +30% Pay Grade Minimum Midpoint Maximum Range % SS1 $8.82 $12.60 $ % SS2 $9.72 $13.88 $ % SS3 $10.60 $15.14 $ % SS4 $12.37 $17.67 $ % SS5 $14.14 $20.20 $ % SS6 $16.18 $23.11 $ % SS7 $18.16 $25.95 $ % SUPPORT SERVICES PAY RANGE Page 45

50 Support Services Job Classification PAY GRADE SS 1 Annual Days Bus Monitor 177 Food & Nutrition Apprentice 177 PAY GRADE SS 2 Custodian 210 / 235 Food & Nutrition Technician 177 Transportation Utility *235 / 245 PAY GRADE SS 3 Asst. Athletic Field Caretaker 235 Driver Trainee 177 Food & Nutrition Specialist (Asst. Mgr., Elementary & Middle) 177 Grounds Worker *235 / 245 Laundry Worker *235 / 245 Mail Carrier *235 / 245 Laundry/Custodian/Mail Worker *235 / 245 Mechanic Assistant *235 / 245 Shift Lead Custodian Junior High and High School 210 / 235 Utility Worker *235 / 245 Warehouse Worker *235 / 245 PAY GRADE SS 4 Athletic Complex Caretaker 235 Athletic Field Caretaker *235 / 245 Bus Driver (Route Driver) 177 Food & Nutrition Specialist (Asst. Mgr., Junior High) 177 Craft Apprentice *235 / 245 Head Custodian Elementary and Middle Schools *235 / 245 Mechanic/Grounds *235 / 245 Transportation Dispatcher 190 PAY GRADE SS 5 AC/Filter Technician 235 Food & Nutrition Specialist (Asst. Mgr., High School) 177 General Maintenance High School 210 Head Custodian Junior High and High School 235 Inventory/Warehouse Technician *235 / 245 Lead Driver 177 Maintenance Foreman Grounds, Utility 235 Maintenance Inventory Technician 235 Mechanic *235 / 245 Pest Control Operator *235 / 245 PAY GRADE SS 6 Food & Nutrition Cafeteria Manager (Probationary Year) 177 Food & Nutrition Warehouse Manager 221 Door Hardware Specialist 235 Driver Trainer I 190 Technician (Carpenter, Grounds, General Maintenance, Painter, Electronic/Alarm Systems) *235 / 245 Inventory and Information Management Technician 215 PAY GRADE SS 7 Appliance Technician 235 Driver Trainer II 190 Fleet Manager *235 / 245 Technician (HVAC, Electrical, Plumbing) *235 / 245 *NOTE: Refer to policy DED(LOCAL)--Different for those employed after 9/1/01. SUPPORT SERVICES JOB CLASSIFICATION Page 46

51 Maintenance and Custodial Services Hiring Schedule HOURLY RATES FOR NOTE: This hiring schedule is somewhat different than most other hiring schedules as it is based on qualifying factors that result in STEPS rather than placement on the schedule on experience alone. STEP SS1 SS2 SS3 SS4 SS5 SS6 SS7 1 $8.82 $9.72 $10.60 $12.37 $14.14 $16.18 $ $9.20 $10.13 $11.36 $13.25 $16.16 $18.49 $ $9.58 $10.55 $12.11 $14.14 $17.17 $20.80 $ $10.08 $11.10 $13.63 $15.90 $18.18 $23.11 $ $10.71 $11.80 $14.38 $16.79 $20.20 $24.27 $29.84 Pay differential for leaders: # RESPONSIBLE FOR PAY DIFFERENTIAL 1 2 $.50 per hour 3 5 $.75 per hour 6-10 $1.00 per hour 10+ $1.50 per hour Maintenance & Custodial Compensations Adjustments Current employees' hourly rates shall be no less than a new employee who meets the criteria for the same step, based on the step requirements. Each adjustment is a stand-alone adjustment. ** Credited once HR notified (Deadline Aug. 15 th /Jan. 15 th ) SS3 (The following compensation adjustments are not a condition of employment.) SUPPORT SERVICES HIRING SCHEDULE Grounds Worker (Pest) 1. Obtain Texas CDL - $.50 per hour 2. Obtain TDA Applicators License with weed category - $1.00 per hour 3. Applicators (3) additional categories (lawn and ornamental, pest and termite) - $1.50 per hour Grounds Worker (Irrigation) 1. Obtain Texas certification for irrigation installer certification - $.75 per hour 2. Become Texas licensed irrigator - $1.25 per hour Warehouse Worker (If employed on Step 1) Meet requirements of Step 2, 3, 4, or 5 as approved by the Director of Maintenance. Step 2 - $.75 per hour Step 3 - $1.00 per hour Step 4 - $1.50 per hour Step 5 - $2.00 per hour Page 47

52 SS4 DICKINSON INDEPENDENT SCHOOL DISTRICT Craft Apprentice A. Plumber 1. Possess Texas Drain Cleaner s license - $1.50 per hour 2. Obtain Texas Journeyman Plumbers license - $1.75 per hour B. Electrical 1. Obtain Texas Maintenance Electrician license - $1.00 per hour 2. Obtain Texas Journeyman Electrician license - $1.50 per hour 3. Obtain Texas Master Electrician license - $1.75 per hour C. HVAC 1. Obtain EPA certification in refrigerant recovery (universal) - $1.00 per hour 2. Obtain Texas class B license in HVAC or NATE certification in 3 categories or Associate s Degree in air conditioning technology- $1.50 per hour 3. Obtain Texas class A license in HVAC - $1.75 per hour D. Mechanic/Grounds 1. Obtain certification in small engine repair - $1.00 per hour 2. Obtain certification in diesel engine repair - $1.50 per hour 3. Obtain certification in hydraulic systems repair - $1.75 per hour (Certification through OPEESA/EETC Technician Certification Program / Outdoor Power Equipment and Engine Service Association/Equipment and Engine Training Council) E. Athletic Field Caretaker / Athletic Complex Caretaker Meet requirements of Step 2, 3, 4 or 5 as approved by Director of Maintenance. Step 2 - $1.00 per hour Step 3 - $1.50 per hour Step 4 - $2.00 per hour Step 5 - $2.25 per hour F. Other SS4 shall be compensated at no less than hiring rate for which they qualify at the beginning of each budget year. SS5 Maintenance Foreman--Grounds, Utility SUPPORT SERVICES HIRING SCHEDULE SS6 1. Obtain TDA Applicators license weed control - $1.00 per hour Applicator (3) additional categories (lawn and ornamental, pest, termite) - $1.50 per hour 2. Become Texas licensed irrigator- $1.75 per hour *Other SS5 shall be compensated at no less than hiring rate for which they qualify at the beginning of each budget year. Technician (Carpenter, Door Hardware Specialist, Grounds, General Maintenance, Painter, O&F Coordinator) Shall be compensated at no less than hiring rate for which they qualify at the beginning of each budget year. SS7 Technician (HVAC, Electrical, Plumbing) Shall be compensated at no less than hiring rate for which they qualify at the beginning of each budget year. Page 48

53 Custodial Services Step Schedule for Hiring Step Schedule for Hiring - SS2 Step Schedule for Hiring - SS3 SHIFT LEAD CUSTODIAN CUSTODIAN SS2 (JUNIOR HIGH AND HIGH SCHOOL) SS3 STEP 1 STEP 1 1. Demonstrate ability to lift 60 pounds safely. 2. Read and understand instructions for cleaning, maintenance, and safety procedures. 1. Demonstrate ability to lift 60 pounds safely. 2. Read and understand instructions for cleaning, maintenance, and safety procedures. STEP 2 STEP 2 1. At least 1 year of related work experience. 1. At least 1 year of related work experience. 2. Basic knowledge of cleaning agents and their 2. Basic knowledge of cleaning agents and their applications. applications. 3. Basic knowledge of custodial practices used in 3. Basic knowledge of custodial practices used in cleaning schools. cleaning schools. 4. Knowledge of custodial safety procedures including 4. Knowledge of custodial safety procedures including MSDS sheets, Blood-borne Pathogens, etc. MSDS sheets, Blood-borne Pathogens, etc. STEP 3 STEP 3 1. At least 3 years of related work experience. 1. At least 3 years of related work experience. 2. Experienced in the operation of floor maintaining 2. Experienced in the operation of floor maintaining equipment (i.e., auto scrubbers, burnishers, wet equipment (i.e., auto scrubbers, burnishers, wet vac, etc.) vac, etc.) 3. Experienced in carpet care procedures. 3. Experienced in carpet care procedures. STEP 4 STEP 4 1. At least 5 years of related work experience. 1. At least 5 years of related work experience. 2. Experience in classroom cleaning including marker 2. Experience in classroom cleaning including marker boards, furniture, windows, etc. boards, furniture, windows, etc. 3. Performs job duties without direct supervision. 3. Performs job duties without direct supervision. STEP 5 STEP 5 1. At least 7 years of related work experience. 1. At least 7 years of related work experience. 2. Experience with minor building maintenance such 2. Experience with minor building maintenance such as replacement of light bulbs, ceiling tile, furniture as replacement of light bulbs, ceiling tile, furniture repair, etc. repair, etc. 3. Experience with appropriate procedures for 3. Experience with appropriate procedures for opening, closing and safeguarding facilities. opening, closing and safeguarding facilities. Includes securing exit doors, activating alarms, etc. Includes securing exit doors, activating alarms, etc. SUPPORT SERVICES HIRING SCHEDULE Page 49

54 Step Schedule for Hiring - SS4 Step Schedule for Hiring - SS5 HEAD CUSTODIAN HEAD CUSTODIAN (ELEMENTARY AND MIDDLE SCHOOLS) SS4 (JUNIOR HIGH AND HIGH SCHOOL) SS5 STEP 1 STEP 1 1. At least 1 year of work related experience. 2. Basic knowledge of custodial practices used in cleaning schools. 3. Knowledge of custodial safety procedures including MSDS sheets, Blood-borne Pathogens, etc. 4. Read and understand written and verbal directives. 5. At least 5 years planning and directing experience. 6. Experienced in training personnel in custodial safety procedures. STEP 2 1. At least 3 years of related work experience. 2. At least 1 year of supervisory experience. STEP 3 1. At least 5 years verifiable experience as a custodian. 2. Planning and directing experience. 3. At least 2 years of supervisory experience. STEP 4 1. At least 7 years of verifiable related work experience. 2. At least 3 years of verifiable satisfactory supervisory experience. 3. At least 2 years planning and directing experience. STEP 5 1. At least 9 years of verifiable related experience. 2. At least 5 years of verifiable building keeper supervisory experience. 3. At least 5 years planning and directing experience. 4. Experienced in training personnel in custodial safety procedures. 1. At least 1 year of work related experience. 2. Basic knowledge of custodial practices used in cleaning schools. 3. Knowledge of custodial safety procedures including MSDS sheets, Blood-borne Pathogens, etc. 4. Read and understand written and verbal directives. STEP 2 1. At least 3 years of related work experience. 2. At least 1 year of supervisory experience. STEP 3 1. At least 5 years verifiable experience as a building keeper. 2. Planning and directing experience. 3. At least 2 years of supervisory experience. STEP 4 1. At least 7 years of verifiable related work experience. 2. At least 3 years of verifiable satisfactory supervisory experience. 3. At least 2 years planning and directing experience. STEP 5 1. At least 9 years of verifiable related experience. 2. At least 5 years of verifiable building keeper supervisory experience. 3. At least 5 years planning and directing experience. 4. Experienced in training personnel in custodial safety procedures. Page 50

55 Maintenance Step Schedule for Hiring Step Schedule for Hiring - SS3 MAIL CARRIER SS3 STEP 1 1. Possess a valid Texas Driver's license with a good driving record. 2. Demonstrates ability to lift lbs. routinely. 3. No job related experience required. STEP 2 1. Experienced in the sorting of mail. 2. Demonstrate the ability to establish delivery route according to need. 3. At least 1 year of related work experience. 4. Exhibits high level of oral/written communication skills. 5. Demonstrates ability to work without supervision. STEP 3 1. At least 3 years of related work experience. 2. Experienced in the use of a postage machine. 3. Knowledge of cleaning procedures for office area. 4. Proficient at reading maps and using GPS. STEP 4 1. At least 5 years of related work experience. 2. Knowledge of postal regulations and requirements. STEP 5 1. At least 7 years of related work experience. 2. Experienced in the regulations and procedures required to ship various types of parcels via private carrier. LAUNDRY/CUSTODIAN/MAIL WORKER SS3 STEP 1 1. No related job experience. 2. Possess valid Texas Driver s license with a good driving record. 3. Demonstrate the ability to read, write and follow instructions and directions 4. Demonstrate the ability to lift lbs routinely. STEP 2 1. At least 1 year of work related experience. 2. Demonstrate the ability to perform routine custodial tasks such as mopping, sweeping, and dusting. 3. Demonstrate the ability to pick up laundry from different sites to sort, load, wash and dry as required. 4. Experienced in the sorting of mail and distribution of mail. STEP 3 1. At least 3 years of work related experience. 2. Experienced in the detailed cleaning of commercial offices and restroom areas. 3. Experienced in the washing and drying of clothes including bleaching, handling and stain removal. 4. Experience in the usage of a postage machine. STEP 4 1. At least 5 years of work related experience. 2. Experienced in general floor care practices such as stripping, waxing, buffing, burnishing and carpet cleaning. 3. Demonstrate the ability to organize and implement a schedule for pick-up and delivery of laundry. STEP 5 1. At least 7 years of work related experience. 2. Experienced in minor building maintenance such as replacement of light bulbs, ceiling tile replacement, etc. 3. Experienced in the regulations, requirements, and procedures involved with district and postal service delivery of mail, board folders, etc. 4. Experienced in all areas of commercial laundry procedures. UTILITY WORKER SS3 STEP 1 1. Possess valid Texas Driver's license. 2. Demonstrate ability to lift up to 50 lbs. on a frequent basis. 3. Demonstrate the ability to follow written and verbal instructions. STEP 2 1. At least 1 year of related work experience. 2. Experienced in use of pallet jack, truck cart, vending dolly and other moving equipment. 3. Skilled in use of basic hand tools (screwdrivers, hammers, wrenches, etc.) STEP 3 1. At least 3 years of related work experience. 2. Experienced in transport and delivery of various materials and supplies. 3. Experienced in use of power tools (drills, saws, etc.). STEP 4 1. At least 5 years of related work experience. 2. Basic knowledge of parking lot maintenance and repair procedures. 3. Demonstrate ability to work independently to complete work orders, furniture transfers, etc. STEP 5 1. At least 7 years of related work experience. 2. Possess certification in fork lift operation. 3. Possess valid Texas CDL. 4. Demonstrate ability to properly complete work orders. SUPPORT SERVICES HIRING SCHEDULE Page 51

56 Maintenance Step Schedule for Hiring - SS3 (continued) GROUNDS WORKER SS3 LAUNDRY WORKER SS3 (continued) STEP 1 1. No experience in related field. 2. Possess valid Texas Driver's license with a good driving record. STEP 2 1. At least 1 year of related work experience. 2. Exhibits the knowledge of basic grounds keeping practices. 3. Demonstrates ability to operate various types of mowers, weed eater, trimmers, etc. STEP 3 1. At least 3 years of related work experience. 2. Basic knowledge of irrigation systems. 3. Experienced in the operation of heavy equipment including tractors, backhoes, trenchers, etc. STEP 4 1. At least 5 years of related work experience. 2. Knowledge of various classes of plants, trees, flowers, etc. and their care. 3. Experienced in repairs to irrigation systems. STEP 5 1. At least 7 years of related work experience. 2. Possess a Pesticide Technician License issued by the Texas TDA. 3. Exhibits knowledge in the diagnosis and treatment of horticulture problems caused by disease, insects, etc. 4. Experienced in the supervision of grounds keeping and landscaping projects. LAUNDRY WORKER SS3 STEP 1 1. Have valid Texas Driver's license with good driving record. 2. Demonstrates ability to lift 75 lbs. properly. STEP 2 1. At least 1 year related work experience. 2. Exhibits effective oral and written communication skills. 3. Knowledge of cleaning procedures for office areas. 4. Knowledge of basic washing and drying of clothes according to color, volume and fabric type. STEP 3 1. At least 3 years related work experience. 2. Demonstrates ability to organize and implement a laundry schedule. 3. At least 3 years of experience in cleaning of office areas and restrooms. STEP 4 1. At least 5 years of related work experience. 2. Experienced in the washing and drying of clothes including bleaching, stain removal, handling, etc. 3. Experienced in commercial carpet cleaning procedures. STEP 5 1. At least 7 years of related work experience. 2. Experienced in all areas of commercial laundry procedures. 3. Experienced in the maintaining of commercial flooring including stripping, waxing and buffing. WAREHOUSE WORKER SS3 STEP 1 1. No work related experience. 2. Demonstrates ability to lift up to 60 lbs. on a frequent basis. 3. Possess a valid Texas CDL Driver's license with a good driving record. STEP 2 1. At least 1 year of work related experience. 2. Exhibits knowledge of basic warehouse procedures (including storing, inventory, tracking, receiving, etc.) 3. Demonstrates basic computer skills. 4. Experienced in the verification of shipments with information on invoices, packing slips, purchase orders, and computer. STEP 3 1. At least 3 years of related work experience 2. Experienced in warehouse shipping and receiving practices. 3. Experienced in the moving of inventory to various locations by safely and properly operating fork lift, pallet jack, and/or handcart. 4. Proficient in the use of the computerized maintenance management inventory system. STEP 4 1. At least 5 years of related work experience. 2. Possess strong computer skills (demonstrates ability to use software programs to develop management assistance documents). 3. Provides evidence of appropriate training and experience in warehouse management. 4. Experienced in the organization and implementation of the delivery of materials and supplies to designated destinations. STEP 5 1. At least 7 years of related work experience. 2. Proficient in the areas of purchasing procedures and inventory control. 3. Obtain certification in forklift operation. SUPPORT SERVICES HIRING SCHEDULE Page 52

57 Maintenance Step Schedule for Hiring - SS3 (continued) ATHLETIC FIELD CARETAKER ASSISTANT SS3 STEP 1 1. Have valid Texas Driver's license with good driving record. STEP 2 1. At least 1 year related work experience. 2. One year experience in grounds keeping or athletic field maintenance practices. 3. Skilled in the use of various types of mowers, weed eaters, striping machines, etc. STEP 3 1. At least 3 years related work experience. 2. Exhibits knowledge in the operation of irrigation systems. 3. Experienced in the mowing of natural turf in various patterns using a reel mower. 4. Exhibits knowledge in basic procedures for maintaining and layout of athletic fields including football, soccer, baseball, etc. STEP 4 1. At least 5 years of related work experience. 2. Exhibits knowledge in the operation and repair of irrigation systems. 3. Proficient in painting procedures for athletic fields including layout, decal applications, striping and chalking. STEP 5 1. At least 7 years of related work experience. 2. Exhibits knowledge in the diagnosis and treatment of horticulture problems caused by disease, insects, etc. 3. Possess a Pesticide Technician License issued by the Texas Department of Agriculture. 4. Experienced in the restoration of athletic field surfaces using aerators, top dressers, tractors, sod cutter, etc. Page 53

58 Step Schedule for Hiring - SS4 CRAFT'S APPRENTICE SS4 ATHLETIC FIELD CARETAKER SS4 (continued) STEP 1 1. No related work experience in related field. 2. Possess a valid Texas Driver s license with good driving record. STEP 2 1. At least 1 year of work related experience. 2. Knowledge of tools in designated craft. 3. Basic knowledge of work related systems (i.e., plumbing, A/C, electrical, etc.) STEP 3 1. At least 3 years related work experience. 2. Knowledge of general maintenance duties related to assigned craft. 3. Demonstrates ability to work unsupervised. STEP 4 1. At least 5 years related work experience. 2. Experienced in the procurement of supplies and parts. 3. Experienced in work order system procedures. STEP 5 1. At least 7 years related work experience. 2. Experienced in troubleshooting procedures related to assigned craft. 3. Possess certification in assigned craft. ATHLETIC FIELD CARETAKER SS4 STEP 1 1. No work related experienced required. 2. Demonstrates basic knowledge of turf (natural) including aeration, mowing, irrigation, etc. 3. Possess a valid Texas Driver s license with a good driving record. STEP 2 1. At least 1 year of experience in grounds keeping and landscaping procedures. 2. Experienced in the mowing of turf (natural) in various patterns using a reel mower. 3. Demonstrates basic knowledge of various procedures required to maintain athletic fields including football, baseball, soccer, etc. 4. Demonstrates basic knowledge in the layout of athletic fields including football, baseball, soccer, etc. 5. Skilled in use of various types of mowers, weed eaters, striping machines, aerators, etc. STEP 3 1. At least 3 years of experience in grounds keeping and landscaping procedures. 2. Knowledge in painting procedures for athletic fields including layout, decal applications, striping and chalking. 3. Experienced in recognition of various problems related to turf management caused by disease, weeds, insects, etc. STEP 4 1. At least 5 years of experience in grounds keeping and landscaping. 2. At least 1 year of experience in athletic field preparation and procedures. 3. Experienced in the repair of athletic field irrigation systems. STEP 5 1. At least 7 years of experience in grounds keeping and landscaping. 2. At least 2 years of experience in athletic field preparation and procedures. 3. Experienced in the supervision of grounds personnel in athletic field procedures and preparation MECHANIC / GROUNDS SS4 STEP 1 1. Possess a valid Texas Driver's license with good driving record. 2. Demonstrates basic knowledge of grounds and landscaping procedures. STEP 2 1. At least 1 year experience in repair of lawn equipment. (i.e., walk behind and riding mowers, weed eaters, blowers, etc.) 2. Demonstrates knowledge of preventive maintenance procedures for lawn equipment. STEP 3 1. At least 3 years of experience in repair of lawn equipment. (i.e., walk behind and riding mowers, weed eaters, blowers, etc.) 2. Proficient in the use of all lawn equipment and tractors. 3. Demonstrates knowledge in the operation of heavy equipment (i.e., backhoes, loaders, tractors). 4. Experienced in the repair of two stroke and four stroke engines. STEP 4 1. At least 5 years of experience in repair of commercial lawn and power equipment. 2. Experienced in the maintenance and repair of spray equipment (i.e., chemical sprayers, striping machines, etc.) 3. Experience in the repair of hydraulic systems on heavy equipment. STEP 5 1. At least 7 years of experience in lawn equipment repair including heavy equipment. 2. Demonstrate detailed knowledge of grounds and landscaping procedures. SUPPORT SERVICES HIRING SCHEDULE Page 54

59 Maintenance Step Schedule for Hiring - SS4 (continued) Step Schedule for Hiring SS5 (continued) ATHLETIC COMPLEX CARETAKER SS4 AC/FILTER TECHNICIAN SS5 (continued) STEP 1 1. No work related experienced required. 2. Possess valid Texas Drivers license with a good driving record. STEP 2 1. At least 1 year of related work experience. 2. Demonstrates knowledge of basic grounds keeping practices. 3. Demonstrates basic knowledge of custodial practices used in cleaning schools. 4. Experience with appropriate procedures for opening, closing and safeguarding facilities, including securing gates, activating alarms, etc. STEP 3 1. At least 3 years of experience in work related field. 2. Experience in operation of floor care equipment (i.e., buffers, wet vacs, burnishers, etc.). 3. Basic knowledge in the care of artificial turf. 4. Basic knowledge in the care of synthetic running track surfaces. STEP 4 1. At least 5 years of related work experience. 2. Experience in the care and minor maintenance of aluminum bleachers. 3. Experience with minor building maintenance such as replacement of light bulbs, ceiling tile, etc. STEP 5 1. At least 7 years of related work experience/ 2. Experienced in interior and exterior maintenance of athletic facilities, including locker rooms, press boxes, restrooms, mechanical rooms, etc. 3. Experienced in field preparation and set up for football, soccer and other athletic events. Step Schedule for Hiring SS5 AC/FILTER TECHNICIAN SS5 STEP 1 1. No experience in related field. 2. Possess valid Texas Driver s license with a good driving record. 3. Demonstrate the ability to follow written and verbal instructions. STEP 2 1. At least 1 year of work related experience. 2. Skilled in the use of basic hand tools (screwdrivers, hammers, wrenches, etc.) power tools and ladders. 3. Demonstrate the ability to work unsupervised. 4. Basic knowledge of HVAC theory and related practices. STEP 3 1. At least 3 years of work related experience. 2. Demonstrate the ability to read wiring diagrams and schematics for diagnostic purposes. 3. Experienced in basic preventative maintenance practices. 4. Demonstrate the ability to troubleshoot minor problems with HVAC systems. 5. Proficient in the use of a computer for documentation and communication purposes (i.e., work orders, PM logs, requisitions, , etc.). STEP 4 1. At least 5 years of work related experience. 2. Proficient in the completion of work orders, requisitions, preventative maintenance logs and other required documents and forms. 3. Experienced in organizing and maintaining a preventative maintenance program for HVAC systems. 4. Demonstrate the ability to troubleshoot complex electrical and mechanical problems with HVAC systems. STEP 5 1. At least 7 years of work related experience. 2. Possess EPA certification in refrigerant recovery (universal). 3. Proficient in the use of a computer for documentation and communication purposes (i.e., work orders, PM logs, requisitions, , etc.). MAINTENANCE FOREMAN GROUNDS SS5 STEP 1 1. Demonstrates knowledge of seasonal mowing and trimming requirements. 2. Demonstrates knowledge of various types of equipment used in mowing operations. 3. Possess valid Texas Driver's license with good driving record. STEP 2 1. At least 1 year of related work experience. 2. Demonstrates basic knowledge of landscaping procedures. 3. Demonstrates basic knowledge of irrigation installation and repairs. STEP 3 1. At least 3 years related work experience. 2. At least 1 year planning/directing a mowing and landscaping operation. STEP 4 1. At least 5 years related work experience. 2. Demonstrates knowledge of various classes of plants, trees, flowers, etc. 3. At least 3 years planning/directing a mowing and landscaping operation. STEP 5 1. At least 7 years related work experience. 2. Experienced in the identification and treatment of horticultural problems caused by disease, insects, etc. 3. Experienced in landscaping installation and modifications. SUPPORT SERVICES HIRING SCHEDULE Page 55

60 Maintenance Step Schedule for Hiring SS5 - continued MAINTENANCE FOREMAN UTILITY SS5 PEST CONTROL OPERATOR SS5 STEP 1 STEP 1 1. Possess valid Texas Driver s license. 1. Experienced in maintaining accurate pest control 2. No experience as supervisor required. records as required by Texas SPCB. 3. Ability to follow written and verbal instructions. 2. Knowledge of safety procedures in handling 4. Demonstrates ability to lift up to 50 lbs. on a frequent chemicals as required by Texas SPCB. basis. 3. Understanding of State IPM laws. 4. Possess valid Texas Driver's license with good driving record. STEP 2 STEP 2 1. Experienced in moving furniture and related moving practices. 2. At least 1 year of supervisory experience. 3. Experienced in the use of a pallet jack, truck cart, vending dolly and other moving equipment. 4. Experienced in the use of hand tools (hammers, screwdrivers, socket sets, etc.). STEP 3 STEP 3 1. At least 3 years supervisory experience. 2. Demonstrates knowledge of parking lot maintenance and repair procedures. 3. Experienced in transport and delivery of various materials and supplies within specified time frames. STEP 4 STEP 4 1. At least 5 years supervisory experience. 2. Experienced in set up procedures for special events such as banquets, fairs, graduation, etc. 3. Proficient in completion of work orders, furniture transfer requests, and other required documents and forms. STEP 5 STEP 5 1. At least 7 years supervisory experience. 2. Demonstrates basic computer skills. 3. Experienced in transport and delivery of large heavy equipment and furniture (i.e., pianos, risers, etc.) 1. At least 1 year related work experience. 2. Possess Texas SPCB Applicator s License, Pest Control. 3. Experienced in the identification of resolution of pest control issues. 1. At least 3 years related work experience. 2. Experienced in the planning of pest and weed control strategies. 3. Experienced in the application of IPM procedures related to schools. 1. At least 5 years related work experience. 2. Possess Texas SPCB termite license. 3. Experienced in the identification and resolution of termite issues. 1. At least 7 years related work experience. 2. Verifiable supervisory experience. 3. Knowledge of procedures in control of nuisance wildlife. INVENTORY MANAGEMENT TECHNICIAN SS5 STEP 1 STEP 4 1. No work related experience. 1. At least 5 years work related experience. 2. Demonstrate the ability to lift up to 60 lbs. on a 2. Experienced in the use of a bar coding system. frequent basis. 3. Exhibit advanced computer skills with the ability to 3. Possess a valid Texas Driver s license. compile detailed inventory reports. 4. Exhibit basic computer skills. 4. Exhibit knowledge of tool crib operating procedures. SUPPORT SERVICES HIRING SCHEDULE STEP 2 STEP 5 1. At least 1 year of work related experience. 1. At least 9 years of related work experience. 2. Exhibits knowledge of basic warehouse procedures (including storing, inventory, tracking, receiving, etc.). 2. Proficient in following and implementing district and departmental purchasing procedures. 3. Experienced in inventory control methods and procedures. 3. Provide documentation of training and experience in warehouse management. 4. Demonstrate knowledge of advanced computer skills. STEP 3 1. At least 3 years work related experience. 2. Proficient in the use of computerized inventory management system. 3. Exhibit knowledge of warehouse and truck stock distribution, stocking, and auditing. 4. Possess certification as a trained forklift operator. Page 56

61 Maintenance TECHNICIAN GROUNDS SS6 STEP 1 1. No work related work experience required. 2. Possess valid Texas Driver's license with good driving record. 3. Demonstrate basic knowledge of grounds and landscaping procedures. STEP 2 1. At least 1 year of related work experience. 2. Knowledge of turf management, including disease control, irrigation and drainage. STEP 3 1. At least 2 years of supervisory experience. 2. At least 3 years of work related experience. 3. Knowledge of indoor pest management procedures. STEP 4 1. At least 3 years of supervisory experience. 2. At least 5 years of work related experience. STEP 5 1. At least 7 or more years of supervisory experience. 2. Experienced in the design and installation of irrigation systems. ELECTRONIC TECHNICIAN - SS6 STEP 1 1. At least 1 year work related experience required. 2. Demonstrate ability to trouble shoot AC and DC circuits using proper equipment. 3. Possess valid Texas Driver's license with good driving record. STEP 2 1. At least 3 years of related work experience. 2. Demonstrate proficient computer skills. 3. Demonstrate ability to prepare and maintain a PM schedule on AV equipment. Demonstrate ability to repair and maintain a variety of electronic equipment. STEP 3 1. At least 5 years of related work experience. 2. Demonstrate ability to keep accurate records on all serviced equipment. 3. Experienced in trouble shooting and repair of security alarm systems. STEP 4 1. At least 7 years of related work experience. 2. Experienced in trouble shooting and repair of fire alarm systems. STEP 5 1. At least 9 years of related work experience. 2. Demonstrate ability to load computer programs onto computer hard drives. CARPENTER TECHNICIAN SS6 STEP 1 3. Possess a valid Texas Driver's license with good driving record. 4. Demonstrate ability to use hand tools and portable power tools. 5. At least 1 year work related experience required. Step Schedule for Hiring SS6 CARPENTER TECHNICIAN SS6 (continued) STEP 2 1. At least 3 years of related work experience. 2. Demonstrate ability to read blueprints. 3. Demonstrate ability to organize vehicle with necessary materials for daily work. STEP 3 1. At least 5 years of related work experience. 2. Demonstrate ability to operate stationary and portable power tools. 3. Demonstrate the ability to use carpentry hand tools. 4. Demonstrate the ability to follow established safety procedures and techniques used to perform job duties. STEP 4 1. At least 7 years of related work experience. 2. Demonstrate ability to plan basic construction projects. 3. Demonstrate ability to read basic architectural drawings. STEP 5 1. At least 9 years of related work experience. 2. Demonstrate ability to make drawings or sketches of construction projects. 3. Demonstrate ability to plan and order materials for construction projects. 4. At least 5 years of supervisory experience. WAREHOUSE TECHNICIAN SS6 STEP 1 1. At least 1 year work related experience required. 2. Possess a valid Texas Driver's license with good driving record. 3. Exhibit knowledge of routine warehouse set up. 4. Demonstrate ability to organize a warehouse by specified criteria. STEP 2 1. At least 3 years of related work experience. 2. Demonstrate ability to keep accurate records of purchases. 3. Demonstrate ability to keep accurate records of disbursements of materials. 4. Demonstrate proficient computer skills. STEP 3 1. At least 5 years of related work experience. 2. Demonstrate ability to use district purchasing system. 3. Demonstrate ability to use a pallet-jack safely. STEP 4 1. At least 7 years of related work experience. 2. Some supervisory experience. STEP 5 1. At least 9 or more years of related work experience. 2. At least 3 years of supervisory experience SUPPORT SERVICES HIRING SCHEDULE Page 57

62 Maintenance Step Schedule for Hiring SS6 - continued PAINTER TECHNICIAN SS6 STEP 1 1. Possess valid Texas Driver's License with good driving record. 2. At least 1 year work related experience required. 3. Skilled in the use of tools in the paint trade such as brushes, rollers, spray equipment, and drywall tools. STEP 2 1. At least 3 years of work related experience. 2. Demonstrate the skills and knowledge required to prepare and recoat any pre-coated paint surface. 3. Experienced in the preparation of new surfaces for painting. Surfaces include wood, metal, drywall, masonry, etc. 4. Demonstrate the ability to follow established safety procedures and techniques used to perform job duties (i.e., climbing, lifting, etc.) STEP 3 1. At least 5 years of work related experience. 2. Demonstrate the ability to use correct procedures for mixing, tinting and matching colors of various types of paint. 3. Demonstrate the ability to measure, cut, paste, and apply commercial wall covering materials. STEP 4 1. At least 7 years of work related experience. 2. Demonstrate the ability to tape, float, and texture new drywall surfaces. 3. Demonstrate the ability to repair damaged drywall surfaces to maintain a uniform appearance of the surrounding area. 4. Experienced in the use of stains, sealants, varnishes and lacquers to coat wood surfaces. STEP 5 1. At least 9 years of work related experience. 2. Demonstrate the ability to develop and implement a schedule for painting a facility which minimizes inconvenience to building occupants. 3. Experienced in the directing and training of personnel in procedures and methods related to the painting field. 4. Proficient in the completion of paperwork for documentation and procurement purposes (i.e., work orders, requisitions, etc.) DOOR HARDWARE SPECIALIST SS6 STEP 1 1. At least 1 year of related work experience. 2. Possess a valid Texas Driver's license with good driving record. STEP 2 1. At least 3 years of related work experience. 2. Experienced in the operation of key coding and duplicating machine. 3. Experienced in the use of various hand and power tools. 4. Basic knowledge in building security practices. DOOR HARDWARE SPECIALIST SS6 (continued) STEP 3 1. At least 5 years of related work experience. 2. Demonstrate ability to install and repair cylindrical and mortise locks. 3. Demonstrate ability to install and repair door closures and exit devices STEP 4 1. At least 7years of related work experience. 2. Experienced in implementation and maintaining of a facility key code system. 3. Experienced in repair of various types of interior and exterior doors. 4. Experienced in repair and replacement of door mullions, thresholds, hinges, and glazing systems. STEP 5 1. At least 9 years of related work experience. 2. Knowledge of ADA laws related to doors and door hardware. 3. Experienced in repair and replacement of locker hardware. 4. Experienced in repair and maintenance of electronic door devices. GENERAL MAINTENANCE TECHNICIAN SS6 STEP 1 1. At least 1 year work related experience required. 2. Possess valid Texas Driver's license with good driving record. 3. Demonstrate basic knowledge of building maintenance related to electrical, plumbing and carpentry. STEP 2 1. At least 3 years of related work experience. 2. Demonstrate ability to work without supervision. 3. Experienced in organizing and maintaining a preventative maintenance program. 4. Experienced in minor electrical, plumbing and carpentry repairs STEP 3 1. At least 5 years of related work experience. 2. Documented training and/or experience with organization and implementation of preventive maintenance program. 3. Experienced in troubleshooting and repair of electrical and lighting systems. 4. Experienced in troubleshooting and repair of plumbing fixtures and systems. 5. Experienced in repair and replacement of doors, hardware, ceilings and flooring systems in commercial buildings. STEP 4 1. At least 7 years of related work experience. 2. Possess a valid Asbestos Inspector's License with the State of Texas. 3. Demonstrate the ability to interpret blueprints and schematics to troubleshoot electrical, plumbing and structural problems STEP 5 1. At least 9 years of related work experience/5 years with school facility maintenance. 2. Extensive training with documentation in the area of maintenance related to school facilities and/or commercial buildings. 3. Demonstrate ability to plan and direct crew in a supervisory role. SUPPORT SERVICES HIRING SCHEDULE Page 58

63 Maintenance Step Schedule for Hiring - SS7 APPLIANCE TECHNICIAN SS7 ELECTRICIAN SS7 STEP 1 STEP 1 1. Possess valid Texas Driver's License with good 1. At least 1 year of experience as an Electrician or 3 driving record. years as an Electrical Apprentice. 2. At least 1 year of work related experience. 2. Possess a valid Texas Driver s license with good 3. Skilled in the use of power tools, hand tools and driving record. meters. 3. Skilled in the use of power tools, hand tools, and 4. Demonstrate the ability to read wiring diagrams meters. and schematics for diagnostic purposes. 4. Demonstrate the ability to read wiring diagrams and schematics for diagnostic purposes. STEP 2 STEP 2 1. At least 3 years of work related experience. 2. Knowledge of and experience with the Uniform Mechanical Code, International Fuel Gas Code, and National Electrical Code. 3. Demonstrate the ability to troubleshoot and repair gas/electric domestic appliances. 4. Demonstrate knowledge of safety practices in a commercial kitchen environment. STEP 3 STEP 3 1. At least 5 years of work related experience. 2. Demonstrate the ability to organize and maintain a preventative maintenance program for domestic and commercial appliances. 3. Experienced in the troubleshooting, installation and repair of gas/electric commercial kitchen equipment. 4. Proficient in the use of a computer for documentation and communication purposes (i.e., work orders, , requisitions, etc.) STEP 4 STEP 4 1. At least 7 years of work related experience. 2. Experienced in the troubleshooting and repair of commercial floor care equipment. 3. Experienced in the troubleshooting and repair of commercial water heaters and boilers. 4. Experienced in the troubleshooting and repair of commercial laundry equipment. STEP 5 STEP 5 1. At least 9 years of work related experience. 2. Possess documentation of advanced training in commercial kitchen equipment (i.e., combi-ovens, steamers, warewashers, etc.) 3. Experienced in the direction and training of personnel to install, maintain, repair, and operate commercial appliances. 4. Experienced in the repair and maintaining of commercial kitchen exhaust systems. 1. At least 3 years of experience as an Electrician or 5 years as an Electrical Apprentice. 2. Possess a valid Electrical Apprentice license issued by the State of Texas. 3. Knowledge of and experience with the National Electric Code and relevant local codes. 4. Skilled in the testing of malfunctioning electrical circuits and systems using test equipment. 1. At least 5 years of experience as an Electrician or 7 years as an Electrical Apprentice. 2. Experienced in the cutting, bending, threading and running of electrical conduit materials. 3. Experienced in the pulling of insulated wires and cables through conduit including terminations to complete installation of electrical circuits. 1. At least 7 years of experience as an Electrician. 2. Possess a valid Journeyman or Maintenance Electrician license issued by the State of Texas. 3. Experienced in the installation, troubleshooting, and repair of commercial lighting fixtures and systems. 4. Demonstrate the ability to read and interpret detailed drawings, plans and specifications. 1. At least 9 years as an Electrician. 2. Possess a Master Electrician license issued by the State of Texas. 3. Experienced in the installation, troubleshooting, and repair of commercial lighting fixtures and systems. 4. Experienced in the direction and training of personnel to install, maintain, and repair of electrical circuits and systems. 5. Experienced in electrical load calculations and planning for large jobs and special projects. SUPPORT SERVICES HIRING SCHEDULE Page 59

64 Maintenance Step Schedule for Hiring - SS7 - continued HVAC TECHNICIAN SS7 PLUMBER SS7 STEP 1 STEP 1 1. At least 1 year of experience as a HVAC 1. At least 1 year of experience as Plumber or 3 Technician or 3 years as a HVAC Apprentice. years as a Plumber s Apprentice. 2. Possess a valid Texas Driver s license with good 2. Possess a valid Texas Driver s license. driving record. 3. Skilled in the use of power tools, hand tools, and 3. Skilled in the use of power tools, hand tools, and trade related instruments. meters. 4. Demonstrate the ability to read basic architectural 4. Demonstrate the ability to read wiring diagrams drawings. and schematics for diagnostic purposes. STEP 2 STEP 2 1. At least 3 years of experience as a Plumber or 5 1. At least 3 years of experience as a HVAC years as a Plumber s Apprentice. Technician or 5 years as a HVAC Apprentice. 2. Registered as a Plumber s Apprentice with the 2. Possess EPA Certification in refrigerant recovery Texas State Board of Plumbing Examiners. (universal). 3. Registered as a Drain Cleaner restricted 3. Knowledge of and experience with the Uniform registrant with the Texas State Board of Plumbing Mechanical Code and related laws and Examiners. regulations. 4. Knowledge of and experience with the National STEP 3 Plumbing and Uniform Mechanical code. 1. At least 5 years of experience as an HVAC STEP 3 Technician or 7 years as a HVAC Apprentice. 1. At least 5 years of experience as a Plumber or 7 2. Possess a valid Class B HVAC license issued by years as a Plumber s Apprentice. the State of Texas or NATE certification in Air 2. Experienced in the cutting, threading, bolting, Conditioning or Commercial Refrigeration soldering, and other established pipe joining Services, or a degree in air conditioning, or procedures. refrigeration engineering. 3. Experienced in the installation and repair of 3. Experienced in the diagnosis and troubleshooting commercial plumbing fixtures (re: toilets, of commercial HVAC systems 25 tons and under. lavatories, drinking fountains). STEP 4 4. Experienced in the cleaning of obstructions in 1. At least 7 years of experience as a HVAC drain and sewer lines using the appropriate Technician. equipment. 2. Experienced in the troubleshooting, calibration and STEP 4 repair of pneumatic and DDC control systems. 1. At least 7 years of experience as a Plumber. 3. Experienced in the diagnosis and troubleshooting 2. Possess a valid Journeyman Plumber s license of air conditioning, heating, refrigeration systems issued by the State of Texas. of any size or capacity. 3. Experienced in the installation and repair of STEP 5 domestic water heaters and boilers. 1. At least 9 years of experience as an HVAC 4. Demonstrate the ability to read and interpret Technician. detailed drawings, plans, and specifications to 2. Possess a valid Class A HVAC license issued by determine layout, methods, materials, and the State of Texas or NATE certification in air equipment needed to complete work orders and conditioning, heating, hydronics and commercial projects. refrigeration service or a degree in air STEP 5 conditioning/refrigeration technology. 1. At least 9 years of experience as a Plumber. 3. Proficient in the use of a computer for 2. Possess a valid Master Plumber s license issued documentation and communication purposes (i.e., by the State of Texas. work orders, , heat load calculations, 3. Possess a valid Backflow Preventer license issued refrigerant tracking, etc.) by the State of Texas 4. Experienced in the programming of energy 4. Experienced in the installation, repair and testing management systems. of commercial natural gas piping systems. 5. Experienced in the direction and training of 5. Experienced in the direction and training of personnel to install, maintain and repair personnel to install, maintain and repair commercial HVAC systems. commercial plumbing systems. SUPPORT SERVICES HIRING SCHEDULE Page 60

65 Transportation Hiring Schedule BUS MONITORS (SS1), DRIVER TRAINEES (SS3), DRIVERS I (SS4) HOURLY RATES Years Experience SS1 SS3 SS4 0 $8.85 $10.60 $ $9.00 $10.85 $ $9.10 $10.95 $ $9.25 $11.05 $ $9.40 $11.25 $ $9.55 $11.45 $ $9.70 $11.65 $ $9.85 $11.85 $ $10.00 $12.05 $ $10.15 $12.25 $ $10.30 $12.45 $ $10.45 $12.65 $ $10.60 $12.85 $ $10.75 $13.05 $ $10.90 $13.25 $ $11.05 $13.45 $ $11.20 $13.65 $ $11.35 $13.85 $ $11.50 $14.05 $20.85 Pay differential: DRIVERS II $.50 per hour LEAD DRIVER / TRAINER $1.00 per hour SUBSTITUTE PAY-MONITORS $8.75, DRIVERS $14.50 Extracurricular trip rate is $10.00 per hour TRANSPORTATION HIRING SCHEDULE (OTHER THAN DRIVERS, DRIVER TRAINEES & BUS MONITORS) HOURLY RATES FOR STEP SS2 SS3 SS4 SS5 SS6 SS7* 1 $9.72 $10.60 $12.37 $14.14 $16.18 $ $10.41 $11.36 $13.25 $17.17 $19.64 $ $11.10 $12.11 $14.14 $19.19 $21.95 $ $11.80 $12.87 $15.90 $21.21 NA NA 5 $12.49 $14.38 NA $22.22 NA NA SS2 UTILITY WORKER SS3 ASSISTANT MECHANIC SS4 DISPATCHER SS5 MECHANIC Certification is obtained, salary increase w ill be aw arded as follow s: at least one area +$.25 four areas of cert. tow ards Master Mechanic +$.75 Master Mechanic +$1.50 Inspections Dept. of Transportation +$.25 Pay differential for leaders: # RESPONSIBLE FOR PAY DIFFERENTIAL 1 2 $.50 per hour 3 5 $.75 per hour 6+ $1.00 per hour *With Bachelor's Degree, rate is $1.00 more ** Credited once HR notified (deadline Aug.15th/Jan. 15th) SUPPORT SERVICES HIRING SCHEDULE Critical Shortage Superintendent is authorized to negotiate salaries (initial and/or adjusted) for SS positions deemed to be critical shortage areas, not to exceed $5.00/hr. above normal rates. Page 61

66 Transportation Step Schedule for Hiring Step Schedule for Hiring TRANSPORTATION UTILITY WORKER SS2 ASSISTANT MECHANIC SS3 DISPATCHER SS4 STEP 1 STEP 1 STEP 1 1. Related work experience not 1. Entry level training. 1. Related work experience not required. 2. Experienced in mechanics. required. 2. General knowledge of motor vehicle. 2. General knowledge of basic computer programs. 3. Able to obtain a CDL driver's license. 3. Able to obtain a CDL license. STEP 2 STEP 2 STEP 2 1. At least 2 years of verifiable At least 2 years verifiable related work experience. related work experience. 2. Demonstrate knowledge of motor vehicle operation and maintenance. 3. Have CDL driver's license. STEP 3 STEP 3 STEP 3 3. At least 5 years verifiable related At least 5 years verifiable work experience. related work experience. 4. Perform under hood checks on school buses. STEP 4 STEP 4 STEP 4 1. At least 8 years verifiable related At least 8 years related work work experience. experience. 2. Perform under hood checks on school buses. STEP 5 STEP 5 1. At least 10 years or more of verifiable related work experience. 2. Ability to perform oil and filter change. 3. Perform seat maintenance and other general maintenance items. LEAD DRIVER SS5 Lead drivers may be assigned as follows: STEP drivers = 1 lead driver drivers = 2 lead drivers drivers = 3 lead drivers drivers = 4 lead drivers drivers = 5 lead drivers At least 10 years or more of related work experience. MECHANIC SS5 1. At least 2 years of verifiable mechanical experience. 2. Evidence of some type of automotive technical training. 3. Able to obtain CDL driver's license.* Lead drivers shall be available to: STEP 2 STEP 4 Drive any route in the district. Assist with office duties as necessary (dispatching, etc.) Assist with route auditing Assist with training of drivers. Assist with training of students. Provide special project support as assigned by the Asst. Director for Transportation. Compensation for lead driver position shall be regular driver salary plus $1.00 per hour. 1. At least 3-5 years of verifiable mechanical experience. 2. Evidence of appropriate automotive technical training. 3. Have CDL driver's license. 1. At least 2 years verifiable related work experience. 2. Have P and S endorsements. At least 8 years verifiable related work experience. At least 10 years or more verifiable related work experience. 1. At least years of verifiable mechanical experience. 2. Associate degree in automotive technical training or at least three verifiable areas of certification. STEP 3 STEP 5 1. At least 5-10 years verifiable 1. At least years or more of mechanical experience. verifiable mechanical experience. 2. ASE certification in at least one 2. Associate degree in automotive area or two verifiable certifications. technical training or ASE or equivalent Master Mechanic certification. SUPPORT SERVICES HIRING SCHEDULE Each STEP must also meet qualifications of preceding STEP. Page 62

67 Transportation Step Schedule for Hiring - continued DRIVER TRAINER I SS6 DRIVER TRAINER II SS7 STEP 1 1. At least 2 years of school bus driving experience. 2. Knowledge of driver duties and routes sufficient to provide support and training. STEP 2 1. At least 4 years of school bus driving experience. 2. Completed the Train the Trainer Course sponsored by TEEX. (Texas Engineering Extension) STEP 3 1. At least 6 years of school bus driving experience. 2. Is a Certified Certification Instructor. Each STEP must also meet qualifications of preceding STEP. Associate Degree or 90 college hours and meet all criteria in SS6, STEP 3. SUPPORT SERVICES HIRING SCHEDULE Page 63

68 FOOD and NUTRITION HIRING SCHEDULE HOURLY RATES FOR Years of SS1 SS2 SS3 SS4 SS5 SS6 SS7 Exp. 3 Hr. Apprentice 7 Hr. Technician Elem. & Middle Asst. Manager Junior High Asst. Manager High School Asst. Manager Probation Mgr. Warehouse Mgr. Appliance Technician 0 $9.60 $11.35 $13.65 $14.65 $16.15 $18.20 $ $9.85 $11.60 $13.90 $14.90 $16.40 $18.45 $ $10.10 $11.85 $14.15 $15.15 $16.65 $18.70 $ $10.35 $12.10 $14.40 $15.40 $16.90 $18.95 $ $10.60 $12.35 $14.65 $15.65 $17.15 $19.20 $ $10.85 $12.60 $14.90 $15.90 $17.40 $19.45 $ $11.10 $12.85 $15.15 $16.15 $17.65 $19.70 $ $11.35 $13.10 $15.40 $16.40 $17.90 $20.20 $ $11.60 $13.35 $15.65 $16.65 $18.15 $20.70 $ $11.85 $13.60 $15.90 $16.90 $18.40 $21.20 $ $12.10 $13.85 $16.15 $17.15 $18.65 $21.70 $ $12.35 $14.10 $16.40 $17.40 $18.90 $22.20 $ $12.60 $14.35 $16.65 $17.65 $19.15 $22.70 $ $12.85 $14.60 $16.90 $17.90 $19.40 $23.20 $ $13.10 $14.85 $17.15 $18.15 $19.65 $23.70 $ $13.35 $15.10 $17.40 $18.40 $20.15 $24.20 $ $13.60 $15.35 $17.65 $18.65 $20.65 $24.70 $ $13.85 $15.60 $17.90 $18.90 $20.90 $25.20 $ $14.10 $15.85 $18.15 $19.15 $21.15 $25.70 $ $14.35 $16.10 $18.40 $19.40 $21.40 $25.95 $ $14.60 $16.35 $18.65 $19.65 $21.65 $26.20 $ $14.85 $16.60 $18.90 $19.90 $21.90 $26.45 $ $15.10 $16.85 $19.15 $20.15 $22.15 $26.70 $ $15.35 $17.10 $19.40 $20.40 $22.40 $26.95 $ $15.60 $17.35 $19.65 $20.65 $22.65 $27.20 $ $15.85 $17.60 $19.90 $20.90 $22.90 $27.45 $ $16.10 $17.85 $20.15 $21.15 $23.15 $27.70 $31.45 SUPPORT SERVICES HIRING SCHEDULE Substitute Rate $9.00/hr. Salary Certification Increment Level Increase 1 (App SS1) $ (Tech SS2) $ (Amgr SS3,4,5) $ Probation Mgr $2.25 (SS6-K-12 School) ** Certifications credited once HR notified (Deadline Aug. 15 th /Jan. 15 th ) Page 64

69 SECTION 7 STIPENDS AND EXTRA DUTY PAY Page 65

70 Stipends and Supplemental Pay for Supplemental Duties Academic Coach... $2,000 Academic Head Coach... $2,500 Academic Decathlon DHS Sponsor/Coach... $5,000 Service Stipends (for secondary math, science) Math Teacher (certified in grades 5-8 or 8-12)... $1,750 Years 10 through 20 of DISD math teaching experience... $2,250 Years 21 or more of DISD math teaching experience... $2,500 Science Teacher (certified in grades 5-8 or 8-12)... $1,750 Years 10 through 20 of DISD science teaching experience... $2,250 Years 21 or more of DISD science teaching experience... $2,500 (Stipend will be adjusted based on the percentage of time teaching acute shortage area.) Service Stipends for acute shortage area teachers other than math and science. Years of service in acute shortage areas: Years 2 through 4... $250 Years 5 through 9... $375 Years 10 through $500 Years 15 through $750 Years 20 through $1000 Years 25 or more... $1250 (Note that some acute shortage areas, such as special education and bilingual education have specific stipends assigned for those positions. For those teachers, the HR department will ensure they receive the larger of the stipends for which they are eligible. There will be no combination stipends earned.) Aides ABU Aide... $750 Bilingual Receptionist/Attendance Clerk (involved in interpreting)... $500 Athletic Stipends ATHLETIC STIPENDS Days - Athletic Stipend "days" calculated at $150/day for all athletic coaches. MAX. # OF DAYS DAYS STIPEND TOTAL BASE STIPEND TOTAL STIPEND HIGH SCHOOL COORDINATOR - GIRLS 10 $1,500 $3,000 $4,500 TRAINER 39 $5,850 $9,250 $15,100 JR HIGH COORDINATOR - BOYS 10 $1,500 $2,500 $4,000 JR HIGH COORDINATOR - GIRLS 10 $1,500 $2,500 $4,000 STRENGTH & CONDITIONING COACH $3,250 $3,250 ACADEMIC ADVISOR $1,100 $1,100 BASEBALL VARSITY HEAD 12 $1,800 $6,250 $8,050 VARSITY ASSISTANT 12 $1,800 $3,250 $5,050 JV (2) 10 $1,500 $1,750 $3,250 BASKETBALL - Boys and Girls VARSITY HEAD 11 $1,650 $6,750 $8,400 VARSITY ASSISTANT/JV HEAD 11 $1,650 $3,250 $4,900 VARSITY ASSISTANT/9TH HEAD 11 $1,650 $2,750 $4,400 SOPHOMORE (BOYS) 10 $1,500 $1,500 $3,000 9TH GRADE (2) 10 $1,500 $1,500 $3,000 8TH HEAD 5 $750 $2,000 $2,750 8TH ASSISTANT 5 $750 $1,250 $2,000 7TH HEAD 5 $750 $1,500 $2,250 7TH ASSISTANT 5 $750 $1,000 $1,750 Page 66

71 FOOTBALL DEFENSIVE COORDINATOR 20 $3,000 $8,500 $11,500 VARSITY ASST. HEAD $2,500 $2,000 OFFENSIVE COORD-QB 20 $3,000 $8,500 $11,500 VARSITY ASSISTANT (9) 17 $2,550 $5,050 $7,600 JV HEAD - (VARSITY LB) 17 $2,550 $5,000 $7,550 JV ASSISTANT (2) 17 $2,550 $4,750 $7,300 9TH HEAD -(VARSITY SP. TEAMS) 17 $2,550 $5,000 $7,550 9TH ASSISTANT (4) 17 $2,550 $4,750 $7,300 8TH HEAD 10 $1,500 $4,500 $6,000 8TH ASSISTANT (3) 5 $750 $3,000 $3,750 7TH HEAD 5 $750 $3,500 $4,250 7TH ASSISTANT (3) 5 $750 $2,750 $3,500 EQUIPMENT COORDINATOR 6 $900 $2,250 $3,150 VIDEO COORDINATOR $1,750 $1,750 VARSITY STATISTICIAN $900 $900 VARSITY VIDEO $900 $900 GOLF - Boys and Girls VARSITY HEAD (1) 10 $1,500 $1,250 $2,750 POWERLIFTING / VARSITY HEAD 6 $900 $5,500 $6,400 VARSITY ASSISTANT I JV 6 $900 $1,100 $2,000 SOCCER - Boys and Girls VARSITY HEAD 3 $450 $5,600 $6,050 VARSITY ASSISTANT 3 $450 $3,000 $3,450 JV (2) 2 $300 $2,250 $2,550 JR HIGH (2) $500 $500 SOFTBALL / VARSITY HEAD 10 $1,500 $6,750 $8,250 VARSITY ASSISTANT 10 $1,500 $3,750 $5,250 JV 10 $1,500 $2,250 $3,750 SWIMMING - Boys and Girls HEAD 15 $2,250 $6,000 $8,250 TENNIS - Boys and Girls VARSITY HEAD 4 $600 $3,750 $4,350 VARSITY ASSISTANT/JV 2 $300 $1,750 $2,050 JR HIGH (2) $800 $800 TRACK - Boys and Girls VARSITY HEAD (2) 10 $1,500 $6,250 $7,750 VARSITY ASSISTANT (2) 10 $1,500 $3,500 $5,000 JV (2) 10 $1,500 $2,500 $4,000 9TH GRADE BOYS 10 $1,500 $1,500 $3,000 X-COUNTRY-VARSITY 2 $300 $2,500 $2,800 X-COUNTRY-JR HIGH $1,500 $1,500 JR HIGH HEAD 5 $750 $2,250 $3,000 JR HIGH ASSISTANT (6) $1,000 $1,000 VOLLEYBALL / VARSITY HEAD 14 $2,100 $6,750 $8,850 VARSITY ASSISTANT 14 $2,100 $3,250 $5,350 JV HEAD 14 $2,100 $2,500 $4,600 9TH HEAD 9 $1,350 $2,250 $3,600 9TH ASSISTANT 9 $1,350 $2,000 $3,350 8TH HEAD 8 $1,200 $2,250 $3,450 8TH ASSISTANT 8 $1,200 $1,500 $2,700 7TH HEAD 8 $1,200 $1,750 $2,950 7TH ASSISTANT 8 $1,200 $1,250 $2,450 Page 67

72 Audio Visual/Radio Broadcast... $4,500 AVID Tutors. Students $10.00hr...Adults $12.00hr Paraprofessional Coaching Compensation - A paraprofessional assigned coaching duties will be paid at their established hourly rate up to 40 hrs. per work week and time and a half for hours above 40. Benefits... Superintendent... Negotiated by contract agreement All other employees... As approved by Board of Trustees Bilingual (as listed for regular classroom for special education classroom add $250) Bilingual endorsement in Bilingual Classroom... $1,750 Bilingual endorsement in ESL Classroom... $1,250 Bilingual endorsement in Other Classroom... $500 Bilingual permit in Bilingual Classroom... $750 ESL permit in Bilingual Classroom... $375 Bilingual endorsement but opting not to accept special assignment class Bilingual/ESL Campus Contacts Total Bil/ESL Students Stipend Amt. 0 Bilingual Classes 0 to $200 0 Bilingual Classes 25 to $400 0 Bilingual Classes $ Bilingual Classes < $ Bilingual Classes $ Bilingual Classes < $ Bilingual Classes $ Bilingual Classes < $ Bilingual Classes 100 to $ Bilingual Classes $1, Bilingual Classes < $1, Bilingual Classes $1,200 9 or More Bilingual Classes < $1,150 9 or More Bilingual Classes $1,200 Bus Driver Training for Extracurricular Sponsors/IMPACT Teacher... $9 per hour, not to exceed $300 Car Allowances... Varies according to approximate mileage Executive Director of Information Systems traveled per year based on mileage rate Director of Food & Nutrition Services Director of Student Services and Special Projects Director of Energy Management Cheerleader Coach High School... $3,200 High School Assistant... $1,200 Junior High School... $1,450 Curriculum Specialists (207 days)... $5,000 Debate Team Sponsor... $3,500 District-Wide Coordinator Speech Pathologist Coordinator... $2,500 Behavior Specialist... $3,500 Library... $250 Department Head / Pod Leader / Team Leader / Grade Level Chair... $750 Page 68

73 Drama High School (5 $150/day - in addition to stipend)... $4,425 High School Assistant (5 $150/day - in addition to stipend)... $3,075 Junior High School (4 $150/day - in addition to stipend)... $1,020 Middle Schools (4 $150/day - in addition to stipend)... $840 Drill/Dance Team... $6,000 Drill/Dance Team Assistant... $2,925 Drill/Dance Club (Junior High)... $900 Dual Credit Instructor (for number of dual credit students receiving credit per semester) 5-9 Dual Credit students... $1, Dual Credit students... $1, Dual Credit students... $2, Dual Credit students... $2, Dual Credit students... $3, Dual Credit students... $4, Dual Credit students... $4, Dual Credit students... $5, Dual Credit students... $5, Dual Credit students... $6, Dual Credit students..... $7, Dual Credit students... $7,600 ESL (as listed for regular classroom for special education classroom add $250) ESL endorsement in Bilingual Classroom (working on Bilingual Endorsement)... $750 ESL endorsement in ESL Classroom... $375 ESL permit in ESL Classroom... $150 Gifted and Talented Activities Coach (Elementary only)... $6,000 Odyssey of the Mind, Future Problem Solving, MATH Counts, Texas Creative Problem Solving (to be distributed after event, total not to exceed $2000 per campus, not to exceed $600 for one event). Licensed Specialist in School Psychology (LSSP), Sp. Ed. Counselor, Diagnostician Speech Pathologist (Bilingual working with Bilingual / Regular Ed. students)... $2,500 (Must demonstrate ability to provide and evaluate therapy) Music High School Band Director #1... $15,600 High School Band Director #2... $7,200 High School Band Director #3... $5,850 Junior High Head Band Director (also percussion at DHS)... $7,200 Junior High Band Director #2... $4,500 High School Choir... $3,870 Junior High School Choir... $2,700 Middle School Choir... $1,530 Middle School Band Director... $2,250 Color Guard / Winter Guard... $3,200 National Honor Society High School... $800 Junior High School (amount may be split if 2)... $600 Newspaper High School... $800 Junior High School... $300 Middle School... $300 Page 69

74 Nurse Supervisor District-wide... $1,000 Science Fair High School... $900 Special Education ABU/ABCD Teacher... $2,250 ABU Paraprofessional... $500 ARD Committee Facilitator Campus... $2,250 ARD Committee Facilitator Alt. Ed. Programs... $1,000 Behavior Specialist (PASS)... $750 Crisis Intervention Teacher... $750 High School Special Ed. Transition Teacher... $250 IMPACT Teacher... $375 Junior High School Special Ed. Transition Teacher... $125 PPCD / VAC Teacher... $150 START Teacher... $375 Structured Learning Teacher... $500 Teacher of Visually Impaired...$2,250 Special Olympics (in sports maintain ratio of 1 to 4) Maximum Authorized Special Olympics Coordinator...(1)... $1.250 Head Coach Basketball...(4)... $200 Asst. Coach Basketball...(4)... $125 Head Coach Bowling...(1)... $100 Asst. Coach Bowling...(6)... $80 Head Coach Tennis...(1)... $200 Asst. Coach Tennis... (6)... $125 Head Coach Track...(1)... $125 Asst. Coach Track...(6)... $80 Head Coach Summer and Winter Games...(2)... $175 Asst. Coach Summer and Winter Games...(6)... $100 Other Sports Assignments must be approved in advance by the Superintendent with a total not to exceed $800 Student Council High School... $800 Junior High School... $800 Middle Schools... $400 UIL Spring Events Academic Coordinator... $2,500 Elementary (to be distributed at or after event time) [total not to exceed]... $3,000 High School (to be distributed at or after event time) [total not to exceed]... $5,500 Junior High (to be distributed at or after event time) [total not to exceed]... $1,250 Middle Schools (to be distributed at or after event time) [total not to exceed]... $600 Vocational Agriculture Science Teacher (depending on experience/involvement)... $2,800-$5,800 Yearbook High School... $1,250 Junior High School... $800 Middle Schools... $750 Page 70

75 Extra Duty Pay Schedule for Specific Professional Staff The following scale is for extra-duty pay for professional staff (teachers, registered nurses, and/or LVN s, librarians, specialty personnel and administrators). For attendance at required staff development, study groups, etc., if on a Saturday or during the summer months. (Exception if paid by a grant, time required during the work week [outside the normal school day] may be reimbursed, providing prior specific approval is granted by the Superintendent [or designees] and there is no expense to local funds.) For curriculum work as directed by the appropriate Educational Services Department Staff. Also for presentation of workshops and related pre-approved preparation time.* For direct instruction of students or parents in a classroom setting, such as summer school and related pre-approved preparation time. Also includes homebound instruction.* For specialty/support positions to provide services for extended school year (Speech Pathologist, LSSP, Diagnostician, Occupational Therapist, Physical Therapist, Behavior Specialist). For Administration of Summer school Programs. Other special assignments/duties (such as athletic competition duty i.e., gate, field, etc.) Not to Exceed $18.00/hour of seat time (attendance) not to exceed $110.00/day $23.00/hour not to exceed $140/day $28.00/hour not to exceed $170.00/day Days beyond work calendar be paid on the employee's regular daily rate. To be paid either 1/2 or full day basis with a minimum of 3 hours for half day. NOTES: *Any preparation time, to be reimbursable, requires prior approval of appropriate Educational Services Department Staff, and is not to exceed two hours per day (without prior approval of the Superintendent). Agreement Form Required Each occasion to result in extra-duty pay will require the full and accurate completion of an Extra Duty Agreement form. Original must be maintained on file in the Human Resources office. Responsibility for Notification Project directors are responsible for insuring proper notification through the payroll process when employees are to receive extra-duty pay under the above conditions. Special Circumstances For special circumstances not covered above, advance written approval/authorization of the superintendent is required. Page 71

76 Extra Duty Pay Schedule for Specific Paraprofessional Staff Use the following scale for extra-duty pay for paraprofessional staff. For attendance at required staff development, study groups, etc., if on a Saturday or during the summer months. For curriculum work as directed by the appropriate Educational Services Department Staff. Also for assistance in presentation of workshops. For job coaching of students, working directly with students, such as summer school. Other special assignments/duties (such as athletic competition duty i.e., gate, field, etc.) Not to Exceed $9.00/hour of seat time (attendance) not to exceed $60.00/day $12.00/hour not to exceed $96.00/day $12.00/hour not to exceed $84.00/day Amount as per PCT/Extra Curricular scale as communicated to the employee by Executive Director for Human Resources in advance. NOTES: *During a workweek, a paraprofessional may not be assigned more than 40 hours of work in a same or similar job without the benefit of time plus one-half (time and a half) pay for work beyond 40 hours. The Executive Director for Human Resources shall be consulted prior to arranging any such pay agreement. In lieu of time plus one-half pay, the employee may be allowed to trade-off one and onehalf hour(s) of regularly scheduled work time, for each hour of work beyond 40 hours in a work week. Such arrangement must be agreed to, in advance, by the employee and each direct or indirect supervisor. Agreement Form Required Each occasion to result in extra-duty pay will require the full and accurate completion of an Extra Duty Agreement form. Original must be maintained on file in the Human Resources office. Responsibility for Notification Project directors are responsible for insuring proper notification through the payroll process when employees are to receive extra-duty pay under the above conditions. Special Circumstances For special circumstances not covered above, advance written approval/authorization of the Superintendent is required. Page 72

77 Special Duty Salary Schedule SUBSTITUTES Day to Day Substitutes - less than 11 consecutive days in same assignment. *Long Term Substitute - 11 to 30 consecutive days in same assignment. *Permanent Substitute - 31 or more consecutive days in same assignment. *Substitute is allowed to miss one unpaid day in any twenty (20) day period for personal or family illness and still retain long term or permanent substitute status. FOR TEACHERS Full Day 1/2 Day Non-certified Day to Day... $80.00 $40.00 Long Term... $ N/A Permanent... $ N/A **Certified (valid Texas) or Certified (Other State) if in ACP or on a Texas 3-year permit Day to Day... $90.00 Long Term... $ Permanent... $ FOR PARAPROFESSIONALS Day to Day... $70.00 $35.00 Long Term... $80.00 $40.00 FOR OTHERS As approved by the Superintendent must be at or above minimum wage rate as set by Federal Government not to exceed 90% of rate of full-time employees NON-CERTIFIED TEACHERS FOR TEACHING POSITIONS assigned to specific duty with signed agreement Degreed Non-Certified On Permit... 80% of Regular Teacher Schedule Degreed Non-Certified... 70% of Regular Teacher Salary Non-Degreed Non-Certified with % of Regular Teacher Salary or more college hours - and - currently working on degree plan Non-Degreed Non Certified with % of Regular Teacher Salary or fewer college hours OTHERS Other positions not covered by the above shall be approved on an individual basis by the Superintendent. Page 73

78 Extra Curricular Pay Scale Varsity Football Games Per Game Administrative Ushers... $50.00 Cart Operators (4)... $40.00 FNS Concession Supervision (2)... $50.00 Football Announcer/Clock... $50.00 Football Elevator Control Attendant (1)... $55.00 Football Pass Gate... $30.00 Football Scoreboard... $25.00 Football Spotter... $30.00 Football (Head) Ticket Seller (1)... $60.00 Football Ticket Seller... $40.00 Football Ticket Taker... $35.00 Football Ushers... $25.00 Ground Level Elevator Attendant (1)... $55.00 Main Entry Gate Ticket Takers (2)... $50.00 Parking Attendants... $40.00 Porch Level Press Box Attendant (1)... $55.00 Press Box Supervisor (1)... $ Special Events are events and games not sponsored by DISD Stadium / Gym Manager/Equipment Manager... $25.00 per hour Support Staff will be paid on the Varsity Football Pay Scale Sub-Varsity Football Games Football Announcer/Clock... $20.00 Football Chain Crew... $10.00 Football Ticket Seller/Taker... $20.00 Other Sports Per Game Baseball/Softball Ticket Seller/Taker... $25.00 Baseball/Softball Books & Clocks... $15.00 Basketball Books & Clock... $15.00 Basketball Ticket Seller/Taker... $20.00 Soccer Books & Clock... $15.00 Soccer Ticket Seller/Taker... $20.00 Track (District Meet) Starter...$25.00 per hour/$ for day Volleyball Books & Clock... $15.00 Volleyball Ticket Seller/Taker... $20.00 Graduation Ceremony Paid on the Varsity Football Pay Scale Junior High School Games Basketball Books & Clock... $10.00 Volleyball Books & Clock... $10.00 Junior High Facilities Per Event Auditorium Manager... $60.00 Custodial for All Events Number of custodians determined by Campus Principal working with Stadium Manager Per Hour Based on employee hourly rate (Clock in / out through O/F) Security for All Events Per Hour Officers (Varsity Home Games/Weekend Events)..$30.00 (4 hour minimum) Officers (all other events including bus escorts).. $25.00 (4 hour minimum) Sargent (Administrative/Scheduling Duties)... $35.00 (4 hour minimum) Page 74

79 SECTION 8 FORMS Page 75

80 Extra Duty Agreement Form DICKINSON INDEPENDENT SCHOOL DISTRICT Extra Duty Agreement This is an agreement between DIckinson ISD and 1) The above named individual will on date(s) from time(s) for current school year. Special requirements include: (See attached job description (if applicable). 2) For providing this service to the District, the above named employee will receive $ *DISD Policy DK (LOCAL): Assigned supplemental duties for which supplemental pay is received may be modified or discontinued by the District at any time. An employee who wishes to relinquish a paid supplemental duty may do so only with consent of the Superintendent or designee. Paid supplemental duties are not part of the District's contractual obligation to the employee, and an employee shall hold no expectation of continuing assignment to any paid supplemental duty. Signature of Parties to the Agreement: (All signatures are required for the Agreement to be valid.) Assistant Superintendent for Human Resources Date Project Director (Budget Manager) Budget Code Date Assistant Superintendent (for Administration, Educational Services, or District Operations) Date Employee Employee ID# Date cc: Human Resources Payroll Budget Manager HR (Revised 07/09) Page 76

81 Additional Assignment Agreement To Be Completed Each for Employees Date: To: From: Subject: Teacher Additional Assignments, Principal Employee ID# I hereby waive my planning and preparation time during the regular school day as required under TEC I will accept additional duties during that time, such as teaching an additional class, providing appropriate remuneration is paid. I understand that amount to be. I further understand that I must do my parent conferences, planning, etc. outside the normal school day. Payment for my services will be disbursed equally each month for the remainder of the contract year. Should duties not be rendered for the full, remuneration will be based on the number of days extra duties were performed. Signed Teacher Date (To be completed by principal) First Semester Second Semester Full Year Beginning Date of Assignment: Ending Date of Assignment: Approval Approval Approval Principal Assistant Superintendent for Human Resources Superintendent Date Date Date cc: Principal Human Resources Payroll Human Resources revised 08/09 Page 77