CENTENNIAL SCHOOL DISTRICT

Transcription

1 CENTENNIAL SCHOOL DISTRICT ACT 93 ADMINISTRATORS COMPENSATION PLAN SALARY AND FRINGE BENEFIT PROGRAM July 1, 2012 to June 30, 2014

2 I. Recognition This document outlines terms and conditions of employment for the following positions: Days in Work Year Assistant Principal 260 Athletic Director 260 Director of Human Resources 260 Director of Student Services 260 Director of Technology 260 Elementary School Principal 260 Secondary School Principal 260 Special Education Supervisor 260 Supervisor of Facilities 260 Supervisor of Nutritional Services 260 Supervisor of Transportation 260 1

3 II. Salary A. Salaries for administrators are determined by the Board of School Directors. B. The school year begins implementation of a salary band structure created using five comparably sized Bucks County school districts and PSBA statewide medians (adjusted for cost of living in Bucks): Category Band 1 Band 2 Band 3 Secondary Principal 121, , ,000 Elementary Principal 118, , ,600 Athletic Director 73,500 77,400 81,300 Assistant Principal, 260 Day 111, , ,000 Director of Special Education/Pupil Services 117, , ,300 Director of Technology & Information Services 107, , ,300 Director of Human Resources 103, , ,600 Facilities Supervisor 84,200 88,600 93,000 Special Education Supervisor 109, , ,300 Food & Nutrition Services Supervisor 71,000 74,000 78,000 Transportation Supervisor 71,000 74,000 78,000 C. Band 1 represents the salary target for employees hired with less than 10 years of school district ( sd ) administrative experience. Band 2 represents the salary target for employees hired with at least 10 but less than 20 years of administrative experience (sd). Band 3 represents the salary target for employees hired with at least 20 years of administrative experience (sd). D. The bands increase by 0.75% for : Category Band 1 Band 2 Band 3 Secondary Principal 121, , ,005 Elementary Principal 118, , ,579 Athletic Director 74,051 77,980 81,909 Assistant Principal, 260 Day 111, , ,915 Director of Special Education/Pupil Services 118, , ,277 Director of Technology & Information Services 107, , ,187 Director of Human Resources 104, , ,459 Facilities Supervisor 84,831 89,264 93,697 Special Education Supervisor 110, , ,209 Food & Nutrition Services Supervisor 71,532 74,555 78,585 Transportation Supervisor 71,532 74,555 78,585 E. Human Resources staff shall be responsible for verifying proper band placement. F. Employees shall be responsible for reviewing their band placement and promptly notifying Human Resources of any corrections. 2

4 G. Individual movement toward the band target is capped at 3.5% all-in for and 3% all-in for Employees below their band target would make progress, but not more than 3.5% and 3% in a given year, respectively. H. Act 93 administrators beyond the band would receive the minimum increases of 1% in and 0.75% in I. Movement on the band and receipt of the minimum increase requires a satisfactory rating. J. The Superintendent would continue to have the ability to recommend to the Board an entry point that is more or less than the applicable band where she/he deems appropriate given the overall quality, experience and fit of a particular candidate. K. For any classification created before the next compensation plan is created, the Business Administrator shall be responsible to creating a band recommendation for the Board consistent with this model. L. Full implementation of salary bands would require a multiyear process to align Centennial s structure with the K12 marketplace in Bucks County. During the time of transition care will be taken so as to not advantage new hires or transfers over existing employees in the same position and experience band. M. The total adjustment to the Act 93 administrative salary plan for the two years is projected at 2.39% and 1.59%, respectively. N. Salary increases for persons beginning employment as an administrator between July 1 and January 31 shall be prorated based on length of service during the first year. An administrator hired after February 1 shall not receive an increase in salary until the second July of employment. O. Upon the recommendation of the Superintendent, the Board may increase a base salary when performance and conditions warrant such action. III. Paid Leaves of Absence A. Sick 1. Administrators shall receive twelve (12) sick days per year on July 1. Days may accumulate without limitation. A doctor s excuse is required beginning with the fourth day of consecutive absence. 2. Up to two (2) sick days, deductible from accumulated sick days, may be used for illness in the immediate family. Board policy defines members of the immediate family. 3

5 B. Vacation Persons employed as administrators prior to July 1, 2000 and the grandfathered employees listed below, shall receive twenty-five (25) vacation days per year. Grandfathered Employees Effective Year Keely Mahan July 1, 2014 Kelley O Leary July 1, 2017 Maryanne Ormsby July 1, 2009 Persons employed as administrators after July 1, 2000, shall receive twenty (20) days per year. Administrators may carry over no more than ten (10) vacation days per year, with excess days converting to sick days as of July 1. C. Personal Administrators shall receive three (3) personal days per year. Unused days shall convert to sick days as of July 1. D. Holidays Administrators shall receive the following paid holidays: Independence Day Labor Day Rosh Hashanah (on a weekday) Yom Kippur (on a weekday) Thanksgiving Day Day after Thanksgiving Day before Christmas Christmas Day Day after Christmas Day before New Year s New Year s Day Martin Luther King Day Presidents Day Good Friday Day after Easter Memorial Day Should a holiday fall on a Saturday, it will be observed on the previous Friday. Should a holiday fall on a Sunday, it will be observed on the following Monday. This provision shall not apply to Rosh Hashanah and Yom Kippur. The Superintendent or designee shall utilize the school calendar to annually determine paid holidays. E. Bereavement and Legal Reasons Administrators shall receive bereavement (currently Death) and legal reasons days as per the terms and conditions of the Centennial Education Association (CEA) Agreement. 4

6 F. Proration Sick, vacation and personal days shall be prorated during the first and last years of service. IV. College Credit Subsidy A. Tuition shall be reimbursed up to the graduate or Ph.D. program (doctoral) credit cost amount for Temple University subject to the administrator s approved program as follows: 1. Fifty percent (50%) payment for a grade of A or P 2. Forty-five percent (45%) payment for a grade of B B. Prior approval of the Superintendent/designee is required for all course selection. When an administrator resigns for any reason, or the administrator s employment is terminated for cause by the Board, the administrator shall repay the Board for the previous two (2) years of reimbursement. C. Employees already in an approved program as of July 1, 2012 would be grandfathered (100% for an A or P, 90% for a B ). V. Retirement Severance Upon retirement, persons with a minimum of ten (10) years of service as an administrator in the District shall receive a payment of One Hundred Dollars ($100) per year to a maximum of Two Thousand Dollars ($2,000), plus fifty percent (50%) of the administrator s per diem rate times the number of unused sick days, to a maximum of One Thousand Five Hundred Dollars ($1,500). VI. Layoff Severance In the event of a reduction in staff, a person with a satisfactory rating and five (5) or more years of service as an administrator in the District shall receive payment for twenty (20) days at the administrator s per diem rate; and a person with less than five (5) years of service shall receive payment for ten (10) days at the administrator s per diem rate. No such payment shall be made if there is a recall within a seventy-five (75) day period. VII. Professional Membership Dues As approved by the Superintendent, the District shall pay up to Five Hundred Dollars ($500) annually for each administrator s membership dues in a local, state or national professional organization. Such membership shall not be in conflict with any District institutional professional membership. 5

7 VIII. Business Expenses Administrators are eligible for reimbursement of business related travel expenses as per Board policy. Mileage shall be reimbursed at the current IRS rate. IX. Summer Flex Hours The Superintendent may develop a thirty-five (35) hour per week summer work schedule. X. Workers Compensation Salary and Benefits For a period not to exceed one (1) year, administrators shall receive the difference between current salary and payment from Workers Compensation. In addition, the Board shall provide all other benefits, as listed in this agreement, subject to applicable deductions and/or payments from the administrator. XI. Insurance A. Insurance changes are offset by savings generated through reduced tuition reimbursement and cash in lieu of benefits. The changes to medical, dental, prescription and vision would become effective only after completion of a mini, passive open enrollment to be conducted at the earliest time mutually acceptable to the District and the Delaware Valley Health Insurance Trust. B. Medical The District will offer HMO 10/15 and QPOS 10/15 plans through the Delaware Valley Health Insurance Trust or equivalent with eligible administrative employees contributing on the same basis as Centennial Education Association employees for the same plan design. The District will also offer HMO 25/50 and QPOS 25/50 plans through the Delaware Valley Health Insurance Trust or equivalent as a cost savings with eligible administrative employees contributing 60% of the employee share of the HMO 10/15 and QPOS 10/15 plans. C. Dental The District will offer Delta Dental or equivalent plans with eligible administrative employees contributing on the same basis as Centennial Education Association employees for the same plan design. D. Prescription Drug The District will offer Caremark or equivalent plans with eligible administrative employees contributing on the same basis as Centennial Education Association employees for the same plan design. 6

8 E. Vision The District will offer Vision Benefits of America or equivalent plans with eligible administrative employees contributing on the same basis as Centennial Education Association employees for the same plan design. F. Payment in Lieu of Health Insurance Administrators electing not to participate in the health insurance plans/programs of medical, dental, prescription drug and/or vision may receive cash in lieu of benefits at a rate of fifty percent (50%) of the Board s premium cost rate for such plans. The fifty percent (50%) rate for medical shall be based on the cost of the Keystone HMO Flex C4-F3 plan. Administrators must provide proof of an alternate medical plan to participate in this option for medical. This benefit shall not be available to administrators who are married to a more senior employee who is also eligible to receive identical benefits, unless the administrator was participating in the plan prior to July 1, Beginning with , the in lieu of health insurance payment is capped at $300 per month. G. Term Life The Board shall pay one hundred percent (100%) of the premium cost for term life insurance in an amount equal to two (2) times an administrator s annual salary, rounded up to the nearest thousand dollars. Subject to the insurance carrier s regulations, administrators may also purchase additional life insurance coverage, provided there is no cost to the Board. H. Long-Term Disability The Board shall pay one hundred percent (100%) of the premium cost for a long-term disability insurance plan. I. Duplicate Coverage No administrator shall be permitted to receive duplicate health insurance coverages if married to a more senior employee who is also eligible to receive identical benefits. XII. Other Considerations For a period of sixty (60) days following the death of an administrator, the Board shall continue to pay for all health benefits for the family of a deceased administrator. In no case shall the Board be obligated to begin to pay for new insurance coverage for any family 7

9 member that was not covered by the previous payments of the Board and/or the deceased administrator. Administrative employees on unpaid approved leaves of absence may continue insurance coverages, provided there is no cost to the Board. XIII. Flexible Spending Accounts The Board shall contribute up to Eight Hundred Dollars ($800) annually toward the payment of Flexible Spending Account claims for administrators participating in the Board s medical insurance plan. In addition, Administrators may contribute an additional pretax payroll deduction up to Two Thousand Five Hundred Dollars ($2,500) per coverage year for an optional health care flexible spending account through payroll deductions. Administrators may also contribute a pretax payroll deduction up to Five Thousand Dollars ($5,000) per coverage year for an optional dependent/elder care flexible spending account. XIV. Tax-Sheltered Annuity in Lieu of Vacation Days Administrators may convert up to seven (7) unused vacation days at per diem rate to a Board approved tax-sheltered annuity payment per year. XV Early Retirement Incentive Payments Employees shall be eligible for an early retirement incentive payment ("ERIP"), in accordance with the terms, conditions, and limitations outlined in Appendix B. There shall be no expectation whatsoever that such an incentive would be offered after

10 Centennial School District Act 93 Pay Plan Appendix A, Summary of Changes 1. Term 2 years, and Recognition The list of positions has been updated, including reflection of all Assistant Principals as 260 employees effective July 1, Raises Partial implementation of salary bands as follows: a. The band structure was created using five comparably sized Bucks County school districts and PSBA statewide medians (adjusted for cost of living in Bucks): Category Band 1 Band 2 Band 3 Secondary Principal 121, , ,000 Elementary Principal 118, , ,600 Athletic Director 73,500 77,400 81,300 Assistant Principal, 260 Day 111, , ,000 Director of Special Education/Pupil Services 117, , ,300 Director of Technology & Information Services 107, , ,300 Director of Human Resources 103, , ,600 Facilities Supervisor 84,200 88,600 93,000 Special Education Supervisor 109, , ,300 Food & Nutrition Services Supervisor 71,000 74,000 78,000 Transportation Supervisor 71,000 74,000 78,000 i. Band 1 represents the salary target for employees hired with less than 10 years of school district ( sd ) administrative experience. ii. Band 2 represents the salary target for employees hired with at least 10 but less than 20 years of administrative experience (sd). iii. Band 3 represents the salary target for employees hired with at least 20 years of administrative experience (sd). b. The bands increase by 0.75% for : Category Band 1 Band 2 Band 3 Secondary Principal 121, , ,005 Elementary Principal 118, , ,579 Athletic Director 74,051 77,980 81,909 Assistant Principal, 260 Day 111, , ,915 Director of Special Education/Pupil Services 118, , ,277 Director of Technology & Information Services 107, , ,187 Director of Human Resources 104, , ,459 Facilities Supervisor 84,831 89,264 93,697 Special Education Supervisor 110, , ,209 Food & Nutrition Services Supervisor 71,532 74,555 78,585 Transportation Supervisor 71,532 74,555 78,585 Appendix A, 1 of 4

11 Centennial School District Act 93 Pay Plan Appendix A, Summary of Changes c. Human Resources staff shall be responsible for verifying proper band placement. d. Employees shall be responsible for reviewing their band placement and promptly notifying Human Resources of any corrections. e. Individual movement toward the band target is capped at 3.5% all-in for and 3% all-in for Employees below their band target would make progress, but not more than 3.5% and 3% in a given year, respectively. f. Act 93 administrators beyond the band would receive the minimum increases of 1% in and 0.75% in g. The Superintendent would continue to have the ability to recommend to the Board an entry point that is more or less than the applicable band where she/he deems appropriate given the overall quality, experience and fit of a particular candidate. h. For any classification created before the next compensation plan is created, the Business Administrator shall be responsible to creating a band recommendation for the Board consistent with this model. i. Implementation of salary bands would require a multiyear process to align Centennial s structure with the K12 marketplace in Bucks County. j. The total adjustment to the Act 93 administrative salary plan for the two years is projected at 2.39% and 1.59%, respectively. 4. Calendar Add language to reflect that the Superintendent or designee shall utilize the school calendar to annually determine paid holidays. 5. Tuition Reimbursement Reduce the percentage reimbursement to 50% of the Temple rate for an A and 45% for a B. Employees already in an approved program as of July 1, 2012 would be grandfathered (100% for an A or P, 90% for a B ). 6. Insurance Insurance changes are offset by savings generated through reduced tuition reimbursement and cash in lieu of benefits. The changes to medical, dental, prescription and vision would become effective only after completion of a mini, passive open enrollment to be conducted at the earliest time mutually acceptable to the District and the Delaware Valley Health Insurance Trust. a. Medical i. The District will offer HMO 10/15 and QPOS 10/15 plans through the Delaware Valley Health Insurance Trust or equivalent with eligible administrative employees contributing on the same basis as Centennial Education Association employees for the same plan design. Appendix A, 2 of 4

12 Centennial School District Act 93 Pay Plan Appendix A, Summary of Changes ii. The District will also offer HMO 25/50 and QPOS 25/50 plans through the Delaware Valley Health Insurance Trust or equivalent as a cost savings with eligible administrative employees contributing 60% of the employee share of the HMO 10/15 and QPOS 10/15 plans. b. Dental The District will offer Delta Dental or equivalent plans with eligible administrative employees contributing on the same basis as Centennial Education Association employees for the same plan design. c. Prescription Drugs The District will offer Caremark or equivalent plans with eligible administrative employees contributing on the same basis as Centennial Education Association employees for the same plan design. d. Vision The District will offer Vision Benefits of America or equivalent plans with eligible administrative employees contributing on the same basis as Centennial Education Association employees for the same plan design. e. Payment in Lieu of Health Insurance Beginning with , the in lieu of health insurance payment is capped at $300 per month. f. Impact on budget The exchange of reduced tuition and in lieu of health insurance payments in return for a lower medical, dental, pharmacy and vision contribution schedule closely approximates a $0 impact on the budget. 7. Early Retirement Incentive Payments Employees shall be eligible for an early retirement incentive payment ("ERIP"), in ac cordance with the f ollowing terms, conditions, and limitations: a. To be eligible f or the ERIP, the Employee must: (i) sign a severance agreement in the for m specified by th e Solicitor and submit it to the Hum an Resources office prior to July 31, 2012, to retire effective July 31, 2012; (ii) promptly take all action necessary to apply for and retire u nder PSERS; and (iii) meet one of the following conditions as of July 31, 2012: (1) The Employee is age sixty-two (62) with at least one full year of credited service in PSERS; (2) The Employee is age sixty (60) and ha s thirty (30) or more years of credited services in PSERS; (3) The Employee has at leas t thirty-five (35) years of credited s ervice regardless of age; or Appendix A, 3 of 4

13 Centennial School District Act 93 Pay Plan Appendix A, Summary of Changes (4) The Employee is at least fifty-five (55) years of age and has twenty-five (25) or more years of credited service. b. The ERIP to be paid on account of each em ployee retiring shall be a payment by the School District in the amount of Thirty Thousand Dollars and No Cents ($30,000.00) into a retirement savings medical account in accordance with the following: (1) For those who fulfill the foregoing eligib ility requirements by July 31, 2012 in order to retire effective July 31, 2012, there shall be a paym ent of Ten Thousand Dollars and No Cents ($10,000.00) prior to S eptember 30, 2012; a second payment of Ten Thousand Dollars and No Cents ($10,000.00) prior to Septem ber 30, 2013; and a third and final paym ent of Ten Thousand Dollars and No Ce nts ($10,000.00) prior to September 30, (2) Notwithstanding the foregoing, the pa rties recognized that the School District must create and adopt the H ealth Retirement Account and will act to adopt it reasonably prom ptly. Howe ver, if the plan is not ready f or contributions by September 30, 2012, th e School District shall not be required to make the payments until the plan is ready to accept payments. c. In addition to the terms and conditi ons set forth above, the following minimums and maximums shall apply: (1) For retirements effective July 31, 20 12, at least one (1) Employee m ust timely submit severance agreem ents to the Hum an Resource department by July 31, 2012, for the ERIP to be triggered. A maximum of five (5) Employees shall be eligible. d. Tie-Breaker In the event that more than five (5) Employees apply, the first five (5) who applied shall be eligible and the others shall not be eligible. If any Employee is not eligible under this clause, the School District will promptly notify the Employee and the Employee will be permitted to revoke his or her retirement Appendix A, 4 of 4

14 Centennial School District Act 93 Pay Plan Appendix B, Early Retirement Incentive 1. Early Retirement Incentive Payments Employees shall be eligible for an early retirement incentive payment ("ERIP"), in accordance with the following terms, conditions, and limitations: a. To be eligible for the ERIP, the Employee must: (i) sign a severance agreement in the form specified by the Solicitor and submit it to the Human Resources office prior to July 31, 2012, to retire effective July 31, 2012; (ii) promptly take all action necessary to apply for and retire under PSERS; and (iii) meet one of the following conditions as of July 31, 2012: (1) The Employee is age sixty-two (62) with at least one full year of credited service in PSERS; (2) The Employee is age sixty (60) and has thirty (30) or more years of credited services in PSERS; (3) The Employee has at least thirty-five (35) years of credited service regardless of age; or (4) The Employee is at least fifty-five (55) years of age and has twenty-five (25) or more years of credited service. b. The ERIP to be paid on account of each employee retiring shall be a payment by the School District in the amount of Thirty Thousand Dollars and No Cents ($30,000.00) into a retirement savings medical account in accordance with the following: (1) For those who fulfill the foregoing eligibility requirements by July 31, 2012 in order to retire effective July 31, 2012, there shall be a payment of Ten Thousand Dollars and No Cents ($10,000.00) prior to September 30, 2012; a second payment of Ten Thousand Dollars and No Cents ($10,000.00) prior to September 30, 2013; and a third and final payment of Ten Thousand Dollars and No Cents ($10,000.00) prior to September 30, (2) Notwithstanding the foregoing, the parties recognized that the School District must create and adopt the Health Retirement Account and will act to adopt it reasonably promptly. However, if the plan is not ready for contributions by September 30, 2012, the School District shall not be required to make the payments until the plan is ready to accept payments. c. In addition to the terms and conditions set forth above, the following minimums and maximums shall apply: Appendix B, 1 of 2

15 Centennial School District Act 93 Pay Plan Appendix B, Early Retirement Incentive (1) For retirements effective July 31, 2012, at least one (1) Employee must timely submit severance agreements to the Human Resource department by July 31, 2012, for the ERIP to be triggered. A maximum of five (5) Employees shall be eligible. d. Tie-Breaker In the event that more than five (5) Employees apply, the first five (5) who applied shall be eligible and the others shall not be eligible. If any Employee is not eligible under this clause, the School District will promptly notify the Employee and the Employee will be permitted to revoke his or her retirement Appendix B, 2 of 2