3.1 LICENSED PERSONNEL SALARY SCHEDULE. District salary schedule. 1. Helena-West Helena School District Licensed Salary Schedule

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1 LICENSED PERSONNEL SALARY SCHEDULE District salary schedule. 1 Helena-West Helena School District Licensed Salary Schedule Day Licensed Employee Contract Salary Schedule Years of Experience Step Bachelor s Master s Master s+0 or EdS EdD 0 1 $, $,01 $1,01 $,01 1 $, $, $1, $, $, $0, $, $, $, $0,0 $,0 $,0 $,0 $1,01 $,01 $,01 $,1 $,1 $,1 $,1 $, $, $, $, $0, $, $, $, $1,1 $, $, $, $1, $,0 $,0 $,0 $, $, $, $0, 1 $,0 $, $, $0, 1 1 $, $, $, $1, 1 1 $,1 $,00 $,00 $, $,0 $, $, $, 1 1 $,1 $, $0, $, 1 1 $,1 $, $0, $, 1 1 $,0 $, $1, $, 1 1 $, $0,1 $,1 $,1 The Superintendent or Chief Executive Officer may assign a licensed employee additional duties for which a teaching license is required and that require work beyond days and/or outside the normal daily schedule of a.m. to :0 p.m. In such cases, if the employee is not paid a stipend under this schedule to account for the extra duties, the employee will be paid additional salary as follows: 1. For additional days before or after the -day term of the employee s contract, the employee will be paid a daily rate calculated by dividing the employee's experience/education step amount on this schedule by days.. For additional hours outside the employee s regular working hours during the -day term of the employee s contract, the employee will be compensated at the rate of $0 per hour and will be paid under a separate contract with the licensed employee..1 Page 1 of

2 . Instructional duties for summer school will be compensated at the rate of $0 per hour and will be paid under a separate contract with the licensed employee. Licensed Employees Administrator/Director Stipends Years Current Position Deputy Superintendent Director IV Director III Director II Director I 0 days 0 days 0 days 0 days 0 days 0 $ 1,000 $ 1,000 $,000 $,000 $,000 1 $ 1,00 $ 1,00 $,00 $,00 $,00 $ 1,00 $ 1,00 $,00 $,00 $,00 $ 1,00 $ 1,00 $,00 $,00 $,00 $ 1,000 $ 1,000 $,000 $,000 $,000 $ 1,00 $ 1,00 $,00 $,00 $,00 $ 1,00 $ 1,00 $,00 $,00 $,00 $ 0,00 $ 1,00 $ 1,00 $,00 $,00 $ 0,00 $ 1,00 $ 1,00 $,00 $,00 $ 1,000 $ 1,000 $ 1,000 $,000 $,000 $ 1,00 $ 1,00 $ 1,00 $,00 $,00 Years Current Position Senior High 0 days Junior High 0 days Elementary Elementary Assistant 0 days 0 days Jr. High Assistant Sr. High Assistant 0 days 0 $ $,00 $,000 $,000 $,000 $,00 $,000 1 $ $,00 $,00 $,00 $,00 $1,00 $,00 $ $,00 $,00 $,00 $,00 $1,00 $,00 $ $,0 $,00 $,00 $,00 $1,0 $,00 $ $,00 $,000 $,000 $,000 $1,00 $,000 $ $,00 $,00 $,00 $,00 $1,00 $,00 $ $,00 $,00 $,00 $,00 $1,00 $,00 $ $,00 $,00 $,00 $,00 $1,00 $,00 $ $1,0 $,00 $,00 $,00 $,00 0 days.1 Page of

3 $1,0 $ $1,00 $ $1,00 $1,00 $1,00 $,000 $,000 $,00 $,00 $,000 $,00 $ $,000 $ $,00 The appropriate experience/responsibility amount shown will be added to the salary that is determined by dividing the education/experience step amount on the licensed employee contract salary schedule by one-hundred ninety () days and then multiplying by the number of contract days. Up to ten () years of experience at a lower administrator/director position will be counted at the rate of one (1) for each two () years of experience (one year s credit given for two or three years experience; two years credit for four or five years experience; three for six or seven; four for eight or nine; and five for ten or more)..1 Page of

4 Licensed Employee Stipends Senior High Stipends Jr. High Stipends Head Football $,000 Head Football $,000 Asst. Football $,000 Asst. Football $,000 Offensive Coord. $ 1,000 Head Volleyball $,000 Defensive Coord. $ 1,000 Asst. Volleyball $ 1,00 Head Volleyball $,000 Head Basketball $,000 Asst. Volleyball $,000 Asst. Basketball $,000 Head Basketball $,000 Head Track $,000 Asst. Basketball $,000 Asst. Track $ 1,00 Head Track $,00 Off-Season $ 00 Asst. Track $,00 Band $,000 Cross Country $ 1,00 Choral $,000 Head Baseball $,00 Cheer Sponsor $ 1,00 Asst. Baseball $ 1,00 Dept. Chair $ 0 / semester Head Softball $,00 Asst. Softball $ 1,00 All Employees Gymnastics $,00 Natl. Board Cert. $,00 Golf $,000 Doctorate Degree $,000 Tennis $,000 Specialist Degree or $,000 Off-Season $ 00 *Master s + 0 hours Cheer Sponsor $ 1,00 Field Maintenance $,000 Asst. Cheer $ 1,00 Parent Facilitator $ 1,0 / semester Band $,000 Club Sponsor $ 0 / semester Majorettes $ 1,00 (VICASkills USA), Choral $,000 FBLA, Art, Cougar Drama $ 1,00 Press, French, Newspaper $ 1,00 Student Council, Annual $ 1,00 Quiz Bowl, Asst. Quiz Service Learning $,00 Bowl, and FCCLA) Dept. Chair Jr. Class Sponsor Sr. Class Sponsor Graduation Spons.Sponsor Prom Sponsor CCAP $ 0 / semester $ 0 / semester $ 0 / semester $ 0 / semester $ 0 / semester $ 1,0 / semester Stipends paid by semester are a part of an employee s contract but are not added to an employee s regular installment payments; instead, one-time payments for the amounts shown are made near the end of each semester. All other stipends will be added to the employee s original contract amount and payments will be distributed over twenty-four () pay periods. *Master s + 0 In order to qualify for the additional dollars the 0 hours above the masters must be in the individual's assigned teaching area and must be from an accredited college or University who can recommend a licensure area recognized by the Arkansas Department of Education..1 Page of

5 State law requires each District to include its teacher salary schedule, including stipends and other material benefits, in its written personnel policies unless the District recognizes a teachers union in its policies for, among other things, the negotiation of salaries. In developing the salary schedule, the District will establish a normal base contract period for teachers. The District is required to post the salary schedule on its website by September 1 of each year and should place an obvious hyperlink, button, or menu item on the website's homepage that links directly to the current year licensed policies and salary schedule. For the purposes of the salary schedule, a teacher will have worked a year if he/she works at least days. For the purposes of this policy, a master s degree or higher is considered relevant to the employee s position if it is related to education, guidance counseling, or the teacher s content area and has been awarded for successful completion of a program at the master s level or higher by an institution of higher education accredited under Arkansas statutory requirements applicable at the time the degree was awarded. Teachers who have earned additional, relevant degrees or sufficient college hours to warrant a salary change are responsible for reporting and supplying a transcript to Human Resources. The appropriate salary increase will be reflected in the next paycheck provided it is at least two () weeks from the time the notice and documentation is delivered. All salary changes will be on a go forward basis, and no back pay will be awarded. Licensed Substitute Teachers 1. A substitute teacher holding a current, valid Arkansas teaching license will be paid $0/day, except as provided below.. A substitute teacher, holding a current, valid Arkansas teaching license and who is employed as a substitute teacher in the same position for twenty (0) or more consecutive days, will be paid a daily rate calculated by dividing the education/experience step amount on the licensed employee contract salary schedule by one-hundred ninety () days.. A substitute teacher, holding a current, valid Arkansas teaching license and who the District expects to be employed as a substitute teacher in the same position for twenty (0) or more consecutive days, may be paid a daily rate calculated by dividing the education/experience step amount on the licensed employee contract salary schedule by one-hundred ninety () days. AlternativeArkansas Professional Pathway to Educator Licensure (APPEL) Program, no prior teaching license Each employee newly hired by the district to teach under the alternative licensure program (ALP)Arkansas Professional Pathway to Educator Licensure (APPEL) Program shall initially be placed on the salary schedule in the category of a bachelor s degree with no experience, unless the ALPAPPEL program employee has previous teaching experience which requires a different placement on the.1 Page of

6 schedule. Upon receiving his/her initial or standard teaching license, the employee shall be moved to the position on the salary schedule that corresponds to the level of education degree earned by the employee. which is relevant to the employee s position. Employee s degrees which are not relevant to the ALP sappel program's position shall not apply when determining his/her placement on the salary schedule. An alternative licenseda teacher with a non-traditional provisional license shall be eligible for step increases with each successive year of employment, just as would a teacher possessing a traditional teaching license. Licensed employee, seeking additional area or areas of licensure Licensed employees who are working on an ALPalternative licensure plan (ALP) to gain licensure in an additional area are entitled to placement on the salary schedule commensurate with their current license, level of education degree and years of experience. Degrees which are not relevant to the employee s position shall not apply when determining his/her placement on the salary schedule. Notes: A.C.A. --1 requires employee contract information to be available on the district s website and also identifies the contract items that must be redacted. A.C.A. -1- requires the Board to adopt a resolution that it has reviewed and adopted all salary increases of % or more, but most of the Act's listing of reasons are statutorily required raises and are paid by the state and not district funds. The Act's language requires the resolution even for an employee who moves from one position to another higher paying position such as going from teaching to administration. None-the -less, the resolution is required. Policy 1. directs the Board to review the salaries when adopting changes to this policy. We recommend the following language for the Board's resolution: Whereas, the superintendent has identified all changes from last school-year's published salary schedule, and has identified and presented the Board of Directors with each employee's salary increase of % or more as required under A.C.A. -1- and created a spreadsheet explaining each; Therefore, the Helena-West Helena School District Board of Directors approves and resolves that the spread sheet including those explanations are a factual representation of the raises given for the insert date school-year. 1 Your district's salary schedule should be inserted in place of this paragraph. The remainder of the policy should remain in the policy. It's important to note that any changes to the salary schedule must go through the PPC and the Board adopt the policy with the actual salary schedule included in the adopted policy. The ADE Rules governing salary schedules includes the following definition which you can use to ensure you have included the data they will be looking for when you are reviewed. Licensed Salary Schedule is a set of matrices that are updated and published each school year that contains the minimum salary licensed employees earn based on number of years of experience, education degrees, computations for extended contracts, and.1 Page of

7 salary supplements for additional duties or responsibilities. The salary schedule is required to reflect the actual pay practices of the district. Select the number of days your district chooses to use to qualify teachers to be eligible for a step increase. days is merely a suggestion, but it aligns with the Teacher Retirement s requirement to earn credit toward retirement benefits. Insert the title of the appropriate person. This sentence is optional, but you do need to establish a date when a pay increase triggered by additional schooling will take effect. Include a period of advance notice that works for your district. In selecting the length of time, consider your employee s time to verify the transcript and execute the contract addendum. Cross References: Policy 1. POLICY FORMULATION Legal References: A.C.A , 0, 0 A.C.A. -0-0(f)() ADE Rules Governing School District Requirements for Personnel Policies, Salary Schedules, Minimum Salaries, and Documents Posted to District Websites Date Adopted: September 00 Last Revised: September 00.1 Page of