THE SCHOOL BOARD HIGHLANDS COUNTY SALARY SCHEDULE

Transcription

1 THE SCHOOL BOARD OF HIGHLANDS COUNTY SALARY SCHEDULE To be effective July 1, 2015

2 THE SCHOOL BOARD OF HIGHLANDS COUNTY SALARY SCHEDULE TABLE OF CONTENTS Page PAYROLL DATES...1 I. ADMINISTRATIVE and ELECTED PERSONNEL...2 A. Administrative Salary Schedules...3 B. Elected Personnel Salary Schedules...8 II. INSTRUCTIONAL PERSONNEL...9 A. Members of Instructional Bargaining Unit...10 B. Teachers Years of Experience...11 C. Supplements...13 D. Differentiated Pay...18 E. Substitute Teachers Non-Bargaining...22 III. NON-INSTRUCTIONAL BARGAINING SUPPORT PERSONNEL...23 A. Classified Personnel - Bargaining...24 IV. NON-INSTRUCTIONAL NON-BARGAINING SUPPORT PERSONNEL...29 A. Managerial Staff / Specialized - Non-Bargaining...30 B. Specialized Non-Bargaining...31 C. Classified Personnel Non-Bargaining.35 V. MISCELLANEOUS SALARY SCHEDULE...38 A. Miscellaneous Salary Information

3 PAYROLL DATES ON THE 15 th AND THE LAST DAY OF EACH MONTH, THE FOLLOWING WILL RECEIVE CHECKS: Administrative Personnel Bus Attendants Instructional Personnel Lunchroom Personnel Managerial Personnel Miscellaneous Non-bargaining Non-instructional - Bus Operators Non-instructional - 11 and 12 months Other Non-instructional - 10 and 10 1/2 months Substitutes Teachers will receive their first paycheck on the last pay date in August, When a payday falls on or during a school holiday or weekend, employees shall receive their paychecks on the last previous working day prior to the holiday. Employees who receive multiple summer installments will receive the remainder of their contracted salary in the last June paycheck. Employees will receive pay for supplemental positions as per finance memorandum #. 1

4 I. ADMINISTRATIVE AND ELECTED PERSONNEL 2

5 A. ADMINISTRATIVE SALARY SCHEDULES The salary of the Superintendent shall be at least 10% greater than that of the highest paid administrator in the district. POSITION BASE SALARY SCHOOL BASED ADMINISTRATORS Minimum Maximum High School Principal $77, $92, Middle School Principal $73, $87, Elementary Principal $70, $83, High School Assistant Principal * Middle School Assistant Principal * Elementary School Assistant Principal * $63, $76, $60, $72, $59, $71,

6 School Based Administrators hired during FY will be placed on the following Placement Schedule based on their years of experience. High School Principal Middle School Principal Elementary School Principal High School Assistant Principal Middle School Assistant Principal Elementary School Assistant Principal Level 0 $75, $71, $67, $61, $58, $57, $76, $71, $68, $61, $59, $57, $ $72, $69, $62, $59, $58, $77, $73, $69, $63, $60, $59, $78, $74, $70, $63, $61, $59, $79, $75, $71, $64, $61, $60, $80, $75, $72, $65, $62, $61, $81, $76, $72, $66, $62, $61, $81, $77, $73, $66, $63, $62, $82, $78, $74, $67, $64, $62, $83, $78, $75, $68, $64, $63, $84, $76, $75, $68, $65, $64, $85, $80, $76, $69, $66, $64, $85, $81, $77, $70, $66, $65, $86, $82, $78, $70, $67, $66, $87, $82, $78, $71, $68, $66, $89, $84, $80, $72, $68, $67, N/A N/A N/A $73, $70, $68,

7 DISTRICT BASED ADMINISTRATORS Deputy Superintendent $85, Assistant Superintendent of Curriculum & Instruction $81, Assistant Superintendent of Business/Operations $81, Director of Elementary Programs $69, Director of Secondary Programs $69, Director of Student Support Services $69, Director of Facilities $69, Director of Finance $69, Director of Human Resources, Recruitment & Professional Development $69, Director of Transportation $69, Director of Food and Nutrition Service $69, Director of Management Information Services $69, Coordinator of Career and Technical Education $68, Coordinator of Student Services $69, Coordinator of Purchasing $68, Coordinator of Exceptional Student Education * $59, In addition to this base rate, the administrator will earn 1.1% per year for administrative experience up to 15 years. At year 16, the administrator will earn % over the base. Assistant Principals will earn 1.1% of the base per year up to 16 years. At year 17, the Assistant Principals will earn % over the base. 5

8 *11-MONTH CONTRACT POSITION BASE SALARY Director of Heartland Educational Consortium $77, Coordinators/HEC $69, Coordinators/HEC 11 months / 8 hours $58, Project Manager/HEC 11 months $59, Administrators may be placed on the appropriate salary schedule as recommended by the Superintendent. It will be based on the following criteria: 1. Years of related experience 2. Market conditions and availability Compensation for advanced degrees earned from an institution which was accredited at the time the degree is awarded will be added after experience is calculated on the base as follows: Specialist $2, Doctorate $3, Administrative employees will have $50,000 of term life insurance paid by the Board. Effective October 1, 1994, the position of Deputy Superintendent and Assistant Superintendents were enrolled in the Senior Management Class of the Florida Retirement System. The chief negotiator for the School Board s bargaining teams will be paid a supplement of $ Other members of the team will be paid a supplement of $ The supplement for each Principal who supervises/mentors a Preparing New Principal (PNP) Program participant (new Assistant Principal) shall be $1,000 per year, payable at the end of the two-year PNP Program and upon submission of the PNP participant s portfolio to the Department of Human Resources, Recruitment and Professional Development Director and the Superintendent. The supplement for each Principal who supervises/mentors a new Principal as part of the district s New Principal Protégé (NPP) Program shall be $1,000 per year, payable at the end of the one-year program (extension of an additional year may be granted by the Superintendent upon agreement of mentoring Principal, new Principal and Department of Human Resources, Recruitment and Professional Development Director). 6

9 Performance-Based Bonus Plan for Administrators The School Board s Human Resources Leadership Effectiveness, Assessment and Development (L.E.A.D.) Plan includes an incentive plan that rewards 12-month District - Level Administrators. There are two levels of monetary recognition in the plan. District-Level Administrators Tier I ($2,000) Tier II ($1,000) Returning Administrative Retirees: Normal retirement is defined as 62 years or 30 years of service prior to 07/01/11. After 07/01/11 retirement is defined as 65 years or 33 years of service. After meeting FRS guidelines regarding the definition of normal retirement, returning administrative retirees will be placed on the beginning pay level for the position held based on the Board approved salary schedule. 7

10 B. ELECTED PERSONNEL SALARY SCHEDULES The salary of the Superintendent is established by the calculation provided by the state and based on the population of the county. Under Florida Statute and (1) a locally established factor may be added into the Superintendent s salary as well as the state requirement of $2,000 for state certification as a Superintendent. SUPERINTENDENT Base $117, Certification $ 2, Locally Established Factor $.00 Total Salary $119, The new salary schedule will now be in effect for the fiscal year; therefore, is in effect as of July 1, SCHOOL BOARD MEMBERS Base $31,

11 II. INSTRUCTIONAL PERSONNEL

12 A. MEMBERS OF INSTRUCTIONAL BARGAINING UNIT The schedules below are the product of extensive, cooperative negotiations between the Highlands County Education Association (HCEA) and the Office of the Superintendent. It applies to all members of the bargaining unit as defined in the contract negotiated in compliance with. Ch These schedules list the minimum and maximum salary for members holding a valid Florida Educator s Certificate, regardless of each individual s contractual status. For work extended beyond the employee s regular contract, (may include summer school), pay will be computed in terms of the individual s professional hourly rate. The professional hourly rate is derived by two calculations. The individual s annual base salary is divided by the number of contracted days worked to obtain the daily rate. The daily rate is then divided by seven (7) to obtain the hourly rate. INSTRUCTIONAL GRANDFATHER SALARY SCHEDULE EFFECTIVE July 1, 2015 Schedule 1 MINIMUM MAXIMUM $35,000 $56,761 INSTRUCTIONAL PERFORMANCE SALARY SCHEDULE EFFECTIVE July 1, 2015 Schedule 1 MINIMUM MAXIMUM $35,001 $56,762 10

13 ASSOCIATE TEACHER $31,000 CLASSROOM TEACHING ASSISTANT (CTA) $25,000 The Board will fully pay the single coverage cost of health benefits for the school year. The supplement schedule will continue to be indexed at step three (3) for district employees and step one (1) for nondistrict employees. The Associate Teacher Salary is listed in Article XIV Wages and Salary of the Instructional Contract. BEGINNING JULY 1, 2006, ALL NEW EMPLOYEES SHALL RECEIVE THEIR PAYCHECK VIA DIRECT DEPOSIT AND DOCULIVERY B. TEACHERS YEARS OF EXPERIENCE The chart below correlates years of experience to the appropriate salary level. It is to be used for all New Teachers hired during FY excluding teachers on Associate Teacher Pay. After a teacher is placed on the appropriate level in their year hired, they will be compensated per that year s collective bargaining agreement. YEARS EXPERI ENCE BEGI NNI NG SALARY 0-7 $35, $35, $36, $38, $40, $42, $44, $46, $50, $54,

14 Below is a listing of terms of contracts held by various instructional personnel. POSITION NUMBER OF MONTHS WORKED NUMBER OF DAYS WORKED NUMBER OF HOURS WORKED Teacher Classroom Teacher Associate Teacher Itinerant Teacher Guidance Teacher Media Crisis Intervention Social Worker ESE Program Specialist Psychologist Resource Teacher A. Associate Teacher When an applicant is hired on a Temporary Educator s Certificate, he/she shall be placed at a salary of $31,000 annually for the current school year. Such a person shall be designated an Associate Teacher. B. Classroom Teaching Assistant (CTA)- To support Class size Amendment requirements, when an applicant is hired to serve in a classroom as the co-teacher assisting a supervising teacher, he/she shall be placed at a salary of $25,000 annually for the current school year. CTA s shall hold a valid Educator s Certificate. C. A year s credit for experience is earned if the employee receives monetary compensation for at least one day over half of the normal contract period (for teachers on a 196-day contract, this calculates to 99 days). D. The salary of ROTC instructors shall be at least the minimum instructor pay as calculated by the Air Force or Army. The work year for ROTC instructors shall be 10 calendar months. E. Returning instructional retirees (who meet the definition of normal retirement ) and approved DROP extenders will be placed on the beginning pay level for the position held based on the Board approved salary schedule. 12

15 C. SUPPLEMENTS The following salary supplement schedule will be in effect for the school year All position supplements must be justified by the administrator, recommended by the Superintendent, and approved by the School Board. Addenda Code ASSIGNMENT INDEX SUPPLEMENT AMOUNT IN-HOUSE $35, SUPPLEMENT AMOUNT PUBLIC $34, Athletic Director High School , , Athletic Director Middle School , , Athletic Trainer High School , , Athletic Trainer Middle School Business Manager High School , , Baseball and Softball 337 Head Coach High School , , Assistant Coach High School , , Junior Varsity Coach , , A Junior Varsity Assistant Coach , , Middle School Coach , , Assistant Middle School Coach Basketball 334 Head Coach High School , , Junior Varsity Coach , , Middle School Coach , , Assistant Middle School Coach Bowling Head Coach- High School , , Cheerleaders 370 Varsity , , Assistant , , Middle School , ,

16 Addenda Code ASSIGNMENT INDEX SUPPLEMENT AMOUNT IN-HOUSE $35, SUPPLEMENT AMOUNT PUBLIC $34, Cross Country 353 Cross Country Coach , , Flag Football Head Coach High School , , Assistant Coach High School Football 332 Head Coach High School , , Assistant Coach High School , , Junior Varsity Coach , , H Head Coach Middle School , , A Assistant Coach Middle School , , Golf 346 Golf Coach , , J.V. Golf Coach Soccer 355 Head Coach High School , , A Assistant Coach High School , , Middle School Coach , , Swimming Coach 342 Head Coach High School , , Assistant Coach High School , , Tennis 349 Tennis Coach , , Track 339 Head Coach High School , , Assistant Coach High School , ,

17 Addenda Code ASSIGNMENT INDEX SUPPLEMENT AMOUNT IN-HOUSE $35, SUPPLEMENT AMOUNT PUBLIC $34, Volleyball 351 Head Coach High School , , Junior Varsity Coach , , Middle School Coach , , Weight Lifting 396 Weight Lifting Coach High School , , A Weight Lifting Assistant Coach Wrestling 344 Head Coach High School , , Assistant Coach High School , , Academic Team Advisor 361 High School , , Middle School Annual Sponsor 309 High School , , Middle School Band Director 303 High School , , H Marching Band Assistant High School Middle School , , Band Auxiliary , , Class Sponsor 305 Senior Class , , J Junior Class , , SO Sophomore Class F Freshman Class

18 Addenda Code ASSIGNMENT INDEX Choral Director SUPPLEMENT AMOUNT IN-HOUSE $35, SUPPLEMENT AMOUNT PUBLIC $34, High School , , Middle School E Elementary School FBLA (Future Business Leaders of America) 363 High School , , Middle School FCCLA Sponsor (Family Career & Community Leaders of America) 302 High School , , Middle School FFA Sponsor (Future Farmers of America) 302F High School , , F Middle School , , JROTC 364 Commander , , Assistant Officer , , National Honor Society , , National Junior Honor Society Newspaper Sponsor High School Newspaper Sponsor Middle School Student Government Advisors 360 High School , , Middle School Elementary School

19 Addenda Code ASSIGNMENT INDEX Others SUPPLEMENT AMOUNT IN-HOUSE $35, SUPPLEMENT AMOUNT PUBLIC $34, Substitute Designee 1, N/A 380 Flex Positions High School (Maximum of 2 per school) Flex Positions Middle School (Maximum of 2 per school) Triad Supplement SADD Sponsor N/A Fl ex posi t i ons ar e appr oved by t he Pr i nci pal. St udent par t i ci pat i on must be pr oven f r om pr evi ous exper i ence. These suppl ement s ar e f or exi st i ng, act i ve, successf ul non - at hl et i c act i vi t i es. ON St af f : I ndex over 03 i s pai d i n 22 i nst al l ment s I ndex under. 03 i s pai d 1 t i me i n November Not on St af f : 50% Mi dway 50% on Compl et i on 17

20 D. DIFFERENTIATED PAY Pay for advanced degrees may be provided for teachers and school administrators (hired prior to July 1, 2011) who qualify by providing documentation of degree conferral (official transcript) from an accredited institution; pay will be retroactive to the date of degree conferral if received within the current school year (1) I Pay for advanced degrees (for teachers or school administrators) may be provided for those hired on or after July 1, 2011 only if the degree is held in the area of certification and is only a salary supplement. Supplements for an advanced degree will be paid retroactive to the date the degree was conferred as indicated on the transcript, if received within the current school year. DEGREE AMOUNT Masters $2, Specialist $2, Doctorate $3, CRITICAL SHORTAGE INDEX ESE Program Staffing Specialist (For those employees whose contract began prior to the SY) Occupational Therapist Physical Therapist Licensed Mental Health Counselor Psychologist Social Worker (For those employees whose contract began prior to the SY) Speech Pathologist Teachers of the Speech Language Impaired *Base Salary x 1.13 for 196 Days *Base Salary x 1.13 for 196 Days *Base Salary x 1.13 for 196 Days *Base Salary x 1.13 for 196 Days *Base Salary x 1.13 for 196 Days *Base Salary x 1.13 for 196 Days *The Base salary for these positions shall be the salary earned by that individual on the Board adopted teacher salary schedule multiplied by

21 ADDITIONAL SUPPLEMENTS FOR DIFFERENTIATED PAY ( ) Eligible personnel meeting category criteria listed below must also meet the following requirements to be paid the appropriate categorical supplement: Hold a valid Florida Department of Education issued Professional Educator s Certificate Must have physically worked at least 99 days of a contract year, in the same assignment, and receive a final summative performance evaluation Must receive an overall Instructional Practices Component (IPC) rating of at least Effective on the Performance Evaluation Instrument for Instructional Personnel. Employees who have physically worked 99 days or more, but elect to leave the district of their own free will, either within the contract period or at the end of the current school year, will not be eligible for any categorical supplement. Differentiated Pay supplements are applicable only for as long as the employee meets the designated criteria. Supplements are not part of an employee s continuing base salary. The supplement is a fixed dollar amount and is subject to change from fiscal year to fiscal year as funding and the collective bargaining process permits. CATEGORY I: School Demographics Classroom teachers who teach core academic subject areas, as based on FLDOE course codes, for at least 50% of the day AND school administrators who meet the following criteria: Schools in Elementary and Secondary Education Act (ESEA) PRIORITY status F grade; required under NCLB), OR Schools in ESEA FOCUS status ( D grade) for three (3) or more consecutive years (required under NCLB), AND meet both of the following criteria: o 60% or higher minority students o 80% or higher free/reduced lunch rate, OR Supplement Amount $800 max/per Supplement amount varies based upon the number of schools meeting Category I requirements ($50,000 cap divided by number of individuals to be paid at qualifying locations) Schools designated as a CHOICE school NOTE: Category I (DA status schools) supplemental pay is based on previous (not current) school year s DA status; eligible Category I teachers are paid based on current employment at a DA status school as long as the teacher continues employment at a DA status school for the subsequent school year. CATEGORY II: Level of Job Performance Difficulty Classroom teachers who hold the applicable certification(s)/endorsement(s) and are instructing in areas as defined by NCLB, based on FLDOE Course Code, AND who meet one of the following criteria (only one supplement in this category will be paid): Teaches Reading and holds certifications/endorsements in BOTH Reading AND ESOL, AND instructs a minimum of 25% ELL classroom population (e.g., 20 classroom students; 5 must be classified as LY students = 25%) Teaches Intensive Reading at least 50% of day and holds certification/endorsements in BOTH Reading AND ESOL Teaches Intensive Math at least 50% of day and holds appropriate Math certification; HQ in appropriate Math Teaches more than four (4) secondary preps in the following core subject areas: Math, Language Arts, Reading, Science, Social Science Supplement Amount $700 max/per Supplement amount varies based upon the number of individuals meeting Category II requirements ($40,000 cap divided by number of individuals to be paid) 19

22 CATEGORY III: Critical Shortage Areas Classroom teachers who hold the applicable certification(s)/endorsement(s) and are instructing in areas as defined by NCLB, based on FLDOE Course Code, AND who meet one of the following criteria (only one supplement in this category will be paid): Teaches full-time, self-contained ESE students 100% of day (students pulled for specials only); BIC units receive additional $100 supplement Teaches high school Honors, Advanced Placement, IB, and/or Dual Enrollment courses in the following core academic subject areas: English, Math, Science at least 50% of day Supplement Amount $600 max/per Supplement amount varies based upon the number of individuals meeting Category III requirements ($30,000 cap divided by number of individuals to be paid) CATEGORY IV: Additional Responsibilities: Teacher Development Supplement Amount Teacher Development: Mentor teachers $500 Teacher Leadership: Curriculum Leadership Team (CLT)* $1,505 PROCESS FOR IDENTIFYING PERSONNEL WHO QUALIFY FOR DIFFERENTIATED PAY In addition to supplemental pay for advanced degrees and critical shortage areas, there are five (5) additional categories of Differentiated Pay as described in The School Board of Highlands County Salary Schedule. The process for each category is as follows: CATEGORY I: School Demographics May -- HR/MIS personnel pull data for the following information: Identify schools in Elementary and Secondary Education Act (ESEA) Priority status ( F grade; required under NCLB) Identify schools in ESEA Focus status ( D grade) for three (3) or more consecutive years (required under NCLB) Identify schools who meet 60% or higher minority students Identify schools who meet 80% or higher free/reduced lunch rate Identify schools who have been designated as a Choice school Identify certificated personnel who hold a Professional Educator s Certificate issued by FLDOE Identify certificated personnel who have physically worked at least 99 days of the current contracted school year, in the same teaching assignment, and received a final summative performance evaluation Identify certificated personnel who received an overall Instructional Practices Component (IPC) rating of Effective or higher on the final summative performance evaluation Identify classroom teachers who teach core academic subject areas, as defined by NCLB and based on FLDOE course codes Review teacher class schedules to determine percentage of instructional day core academic courses are taught by each teacher June Supplements are paid in the last June paycheck. NOTE: Category I (DA status schools) supplemental pay is based on previous (not current) school year s DA status; eligible Category I teachers are paid based on current employment at a DA status school as long as the teacher continues employment at a DA status school for the subsequent school year. 20

23 CATEGORY II: Level of Job Performance Difficulty May -- HR/MIS personnel pull data for the following information: Identify classroom teachers who hold a Florida Educator s Certificate and teach core academic subject areas, as defined by NCLB and based on FLDOE course codes, in Reading, Intensive Math, and/or ESOL Review teacher class schedules to determine percentage of day core academic course are taught by each teacher Identify ELL students assigned to teachers who hold certification(s)/endorsement(s) in BOTH Reading AND ESOL; calculate ELL percentage of classroom population Identify secondary teachers who teach more than four (4) preps in core academic subject areas, as defined by NCLB and based on FLDOE course codes, in Math, Language Arts, Reading, Science, and/or Social Science Identify certificated personnel who hold a Professional Educator s Certificate issued by FLDOE Identify certificated personnel who have physically worked at least 99 days of the current contracted school year, in the same teaching assignment, and received a final summative performance evaluation Identify certificated personnel who received an overall Instructional Practices Component (IPC) rating of Effective or higher on the final summative performance evaluation June Supplements are paid in the last June paycheck. CATEGORY III: Critical Shortage Areas May -- HR/MIS personnel pull data for the following information: Identify teachers who teach in a full-time, self-contained ESE classroom Identify teachers who teach in a BIC unit Identify high school teachers who teach Honors, Advanced Placement, IB, and/or Dual Enrollment academic subject areas, as defined by NCLB and based on FLDOE course codes, in English, Math, and/or Science Review teacher class schedules to determine percentage of day core academic course are taught by each teacher Identify certificated personnel who hold a Professional Educator s Certificate issued by FLDOE Identify certificated personnel who have physically worked at least 99 days of the current contracted school year, in the same teaching assignment, and received a final summative performance evaluation Identify certificated personnel who received an overall Instructional Practices Component (IPC) rating of Effective or higher on the final summative performance evaluation June Supplements are paid in the last June paycheck. CATEGORY IV: Additional Responsibilities Teacher Development: Mentor teacher assigned to new and/or developing teacher are paid a $500 supplement upon completion and final review of mentor program notebook (Due date: May 15). Teacher Leadership: School Curriculum Leadership Team (CLT) teachers are responsible for meeting at specified dates/times for data discussion, curriculum planning, coaching, training, observing, and supporting colleagues. A $1,505 supplement is paid in 22 installments beginning the last pay period in September (total supplement amount based on percentage of beginning teacher pay). NOTE: All qualifying reports are reviewed by district- (HRRPD, MIS, C&I) and school-level administrators to determine eligibility for Categories I, II & III. 21

24 E. SUBSTITUTES NON-BARGAINING The following schedule applies to SBHC approved substitutes. Every substitute must have in their personnel file one of the following: a) valid SBHC substitute certificate b) valid Educator s Certificate or c) valid Statement of Status of Eligibility (SOE) issued by the FLDOE. The individual s daily rate of pay is based on the amount of educational training completed. The following scale will be used in INSTRUCTIONAL ASSIGNMENT LEVEL Daily Rate July 1 June 30, 2015 High School Diploma $70.00 Associate Degree $74.00 Bachelor s Degree $84.00 Master s Degree or Higher $86.00 Short-Term Certified Substitute $ The following regulations apply to the degreed/certificated short-term substitute rate: 1. The substitute must hold a valid Educator s Certificate from any state or a valid SOE verifying requirements for issuance of a temporary or professional certificate to qualify for this rate. 2. This special daily rate is to compensate the substitute for their fulfillment of all the duties and responsibilities of the absent teacher, including open house and report card evenings. 3. This rate will only apply when the teacher s absence exceeds 20 continuous days in the same classroom assignment. 4. A principal may direct short-term certified substitutes to work teacher work days as needed. 5. This substitute designation must be recommended by the Principal and approved by the Superintendent. NON- INSTRUCTIONAL ASSIGNMENTS Substitutes filling a non-instructional contracted position will be paid at the entry level (0 experience), hourly rate for the clerk I position. These positions include all clerical, paraprofessional, part-time employees or emergency personnel. Non-Instructional substitutes will be guaranteed a minimum of a half days compensation for the position assigned. 22

25 III. NON-INSTRUCTIONAL BARGAINING SUPPORT PERSONNEL 23

26 A. CLASSIFIED PERSONNEL BARGAINING PAY GRADE ASSIGNMENT NUMBER OF MONTHS WORKED DUTY DAYS WORK DAY 5 Custodian 1 11/12 216/256 Varies 5 General Worker (Food & Nutrition) Varies 7 Athletic Fields Grounds Keeper Varies 7 Bus Attendant Varies 7 Clerk 1 10/11/12 196/216/256 Varies 7 Custodian 2 11/12 216/256 Varies 7 Health Worker Varies 7 Machine Operator Varies 7 MIS Computer Technician 1 (School) 11/12 216/256 Varies 7 Paraprofessional - Enhancement Varies 7 Site Assistant (Food & Nutrition) 11/12 216/256 Varies 8 Clerk 2 10/11/12 196/216/256 Varies 8 Health Worker with Degree Varies 8 8 Paraprofessional - Enhancement with Para-Pro Assessment Paraprofessional - Instructional Program w/para-pro Assessment Varies Varies 8 Receptionist Varies 8 Secretary 1 10/11/12 196/216/256 Varies 9 Athletic Fields Grounds Keeper Varies 9 Assistant Site Supervisor (Food & Nutrition) Varies 9 Delivery Worker Varies 9 Secretary 2 11/12 216/256 Varies 9 9 Paraprofessional Enhancement with Degree Paraprofessional - Instructional Program with Degree Varies Varies 24

27 PAY GRADE ASSIGNMENT NUMBER OF MONTHS WORKED DUTY DAYS WORK DAY 10 Bookkeeper Varies 10 Bus Operator Varies 10 Clerk 3 11/12 216/256 Varies 10 Data Operator Varies 10 Dispatcher Varies 10 Inventory Control 1 (Transportation) Varies 10 Mechanic Varies 10 MIS Computer Technician 2 (School) 11/12 216/256 Varies 10 Secretary 3 11/ Varies 11 Bookkeeper /256 Varies 11 Clerk 4 11/12 216/256 Varies 11 Data Operator Varies 11 Inventory Control 2 (Property Records/Warehouse) Varies 11 Mechanic Varies 11 MIS Data Operations Technician Varies 11 Plant Operator 1 (Elementary/Middle) Varies 11 Secretary 4 11/12 216/256 Varies 11 Volunteer Program Facilitator (Academy at Youth Care Lane) Varies 12 Resource Assistant Varies 12 Clerk Varies 13 Mechanic Varies 25

28 PAY GRADE ASSIGNMENT NUMBER OF MONTHS WORKED DUTY DAYS WORK DAY 13 MIS Data Operations Technician Varies 13 MIS Computer Repair Technician Varies 14 Plant Operator 2 (High School) Varies 14 Mechanic Varies 14 Print Shop Operations Varies 15 Mechanic Varies 15 MIS Data Operations Technician Varies 15 MIS Computer Repair Technician Varies The above positions require the number of months and hours indicated unless revised and approved in writing by the Superintendent. The following chart lists the wage of each pay grade and shows the experience increment. The annual salary is determined by multiplying hourly rate (including approved experience), times the number of hours worked, times the number of duty days. 26

29 Sample Pay Grade 7 5 years experience 12 months 256 duty days 8 hours: $10.23 x 8 = $81.84 daily x 256 = $20, annual. The salary for summer school employees will be calculated by using the employee s hourly rate of pay for the school year preceding summer school. Paraprofessionals that are fully credentialed as an American Sign Language (ASL) interpreter and are assigned by the Director of Student Support Services to provide interpreting services for deaf students will receive an index of.13 of their salary. Returning support/non-instructional retirees who meet the definition of normal retirement will be placed on the beginning pay level for the position held based on the Board approved salary schedule. Effective July 1, 2015, the following shall apply: Normal definition of retirement is defined as 62 years of age or 30 years of service prior to 7/01/2011; After 7/01/2011, retirement is defined as 65 years of age or 33 years of service. Individuals considered to be rehired retirees will return to the beginning level of pay appropriate for the position for which they are hired. 27

30 Pay grade Years School Board of Highlands County Non-Instructional Bargaining Salary Schedule No new employee shall be awarded more than (5) years experience on the Salary Schedule except as stated below: The Superintendent may declare a critical shortage in a job classification. In order to attract applicants for such classification, the Superintendent may authorize that the new employee hired be allowed to bring in up to ten (10) years of relevant/comparable experience credit. For such employees only, verified relevant/comparable experience shall be considered. Beginning July 1 st 2006, all new employees shall receive their paycheck via direct deposit and Doculivery. 28

31 IV. NON-INSTRUCTIONAL NON-BARGAINING SUPPORT PERSONNEL 29

32 A. Managerial (all levels), B. specialized (all levels), and C. supervisory (all levels) employees will hold $50,000 of term life insurance paid by the Board, effective January 1, Effective July 1, 2015 the following shall apply: Rehired Retirees managerial, specialized, and supervisory who meet the definition of normal retirement will be placed on the pay level for the position that is closest to and not to exceed a 15.8% reduction from the level held at retirement based on the Board approved salary schedule. Normal definition of retirement is defined as 62 years of age or 30 years of service prior to 7/01/2011; After 7/01/2011, retirement is defined as 65 years of age or 33 years of service. A. MANAGERIAL NON-BARGAINING This group includes individuals responsible for recommending employment and termination, directing and evaluating staff, organizing work, and overseeing budget matters. They are considered salaried/exempted employees and are not covered by wage and hour restrictions within the Fair Labor Standards Act (FLSA). All positions are for twelve (12) months and at least eight (8) hours per day. These positions and the base salary of each are included in the salary grid below: MANAGERIAL 12 Month Positions Manager of Accounting Manager of MIS Repair & Installation Manager of Finance Staff & Student Databases Manager of Construction & Building Inspection BASE SALARY Level 1 $53, Level 2 $48, Level 3 $45, Manager of Maintenance & Fire Environmental Safety Manager of Transportation Garage Manager of Transportation Operations Manager of Human Resources, Recruitment & Professional Development Manager of MIS Network Manager of Maintenance, Health & Casualty Safety Manager of Food & Nutrition Services 1.1% per year for approved supervisory, related, or technical experience will be added to the base rate, up to 16 years. At year 17, the Manager will earn % over the base salary. Credit for verified managerial experience may be granted; the employee will be placed on the appropriate level on the Salary Schedule to reflect this credit. Employees on the managerial staff salary schedule who hold a bachelor s degree or higher from an accredited institution and provide verification of degree conferral to the 30

33 Department of Human Resources, upon approval, will receive $1, added to base compensation. B. SPECIALIZED NON-BARGAINING SPECIALIZED LEVEL 1: They are considered salaried/exempted employees and are not covered by wage and hour restrictions within the Fair Labor Standards Act (FLSA). All positions are for eleven (11) months and at least eight (8) hours per day. These positions and the base salary of each are: SPECIALIZED 1 11 Month Positions BASE SALARY Content Area Specialist $63, Educational Research Specialist $63, Recruiting Specialist $63, % per year for approved supervisory, related, or technical experience will be added to the base rate, up to sixteen (16) years. At year 17, Specialized Level 1 employees will earn % over the base. The employee will be placed on the appropriate level on the Salary Schedule to reflect this credit. A qualifying supplement for advanced degrees will be added to the base as follows: DEGREE AMOUNT Specialist $2, Doctorate $3, SPECIALIZED LEVEL 2: This group includes individuals responsible for recommending employment and termination, directing and evaluating staff, organizing work, and overseeing budget matters. They are considered salaried/exempted employees and are not covered by wage and hour restrictions within the Fair Labor Standards Act (FLSA). All positions are for twelve (12) months and at least eight (8) hours per day. These positions and the base salary of each are included in the salary grid below. SPECIALIZED LEVEL 2 12 Month Positions BASE SALARY Accountant $39, Assistant Finance & Staff Databases $39, Area Supervisor - Transportation $32, % per year for approved supervisory, related, or technical experience will be added to the base rate, up to 16 years. At year 17, the Specialized Level 2 employee will earn % over the base salary. Credit for verified managerial experience may be granted; the employee will be placed on the appropriate level on the Salary Schedule to reflect this credit. Employees on the Specialized Level 2 staff salary schedule who hold a bachelor s degree or higher from an accredited institution and provide verification of degree conferral to the Department of Human Resources, upon approval, will receive $1, added 31

34 to base compensation. C. SUPERVISORY NON-BARGAINING SUPERVISORY Food & Nutrition Services Area Supervisor 256 days; 8 hours per day Site Supervisor 196 days; 8 hours per day BASE SALARY $33, $25, % per year for approved supervisory, related or technical experience will be added to the base rate, up to seventeen (17) years. At year 18, Food & Nutrition Supervisors will earn % over the base. Credit for verified comparable experience may be granted. The employee will be placed on the appropriate level on the Salary Schedule to reflect this credit. Employees on the Supervisory staff salary schedule who hold a bachelor s degree or higher from an accredited institution and provide verification of degree conferral to the Department of Human Resources, upon approval, will receive $1, added to base compensation Supervisory Incentive Plan for SY I. Area Supervisor (30 points total) A. Specific Criteria- listed below are 2 functional areas with specific points describing areas to be used to rate performance and establish incentive ratings 1. Individual Criteria (0-15 points) a. Supervisor Evaluations (0-6 points) - Up to 6 points will be distributed based on the 2 evaluations completed annually from 0 to 12 quality points will be assigned to each area and the average (by percentage) will be multiplied by the 6 points for this area. b. Site Supervisor Evaluations (0-3 points) Site supervisors will provide input on effectiveness of actions/support/coaching of area supervisors. c. Department Procedures (0-3 points) Up to 3 points will be distributed based upon the development, implementation and monitoring of department policies and procedures for area of responsibility. d. Professional Growth and Development (0-3 points) - Up to 3 points will be earned by managers who participate in continuing education activities. These can include the local food service association, district sponsored events, classes, or workshops attended. 2. Shared Criteria (0-15 points) - Ratings achieved for activities in this area are based on outcomes that involve all sites and mutual accountability. a. Site Supervisor Coaching Outcomes (0-6 points) Up to 6 points will be distributed based upon the outcome of site supervisor Criteria 1-4. Area Supervisors will receive points equal to the average received by the site managers. b. Site Evaluations (0-3 points) - Up to 3 points will be distributed based on the average score of all site evaluations completed and follow-up on issues identified. From 0 to 13 quality points will be assigned to each area of the Site Review Document. The average (by percentage) will be multiplied by the 3 points for this area. c. Systems Accountability (0-3 points) - Up to 3 points will be distributed based upon the outcome of reviews from accrediting agencies received during the year. These reviews may include, but are not limited to: Reviews from the Office of the Inspector General, site Health Inspections, and Commodity Program Review. d. Satisfaction surveys (0-3 points) - Up to 3 points will be distributed based on the results from several different surveys. Surveys may include anonymous surveys conducted with Survey Monkey, supervisor evaluations, etc. 32

35 B. Minimum Expectations - As this plan is intended to reward individuals that go beyond the call of duty, individuals that receive less than a total of 10 points will not receive compensation. C. Bonus Payout - Individuals receiving incentive payment will be given $100 per point earned. This payment is to be distributed in the following fiscal year. II. Site Supervisor (30 points total) A. Specific Criteria- listed below are 4 functional areas with specific points describing areas that will be used to rate performance and establish incentive ratings 1. Evaluations and Professional Development (0-12 points) a. Supervisor Evaluations (0-4 points) - Up to 4 points will be distributed based on the performance evaluations completed annually. From 0 to 12 quality points will be assigned to each area of the performance evaluation and the average (by percentage) will be multiplied by the 4 points for this area. b. Site Evaluations (0-4 points) - Up to 4 points will be distributed based site evaluations completed on the site supervisor s school site for the year. From 0 to 13 quality points will be assigned to each area of the Site Review Document and the average (by percentage) will be multiplied by the 4 points for this area. c. Health Department Evaluations (0-2 points) - 1 points can be earned on each of the two by site supervisors who receive satisfactory Health Department reviews that do not contain critical violations. d. Professional Growth and Development (0-2 points) - Up to 2 points will be earned by site supervisors who participate in continuing education activities. These can include the local food service association, district sponsored events, classes, or workshops attended. 2. Meal Produced (0-11 points) a. Meal Equivalent Annual ranking (0-3 points) Points assigned based upon annual rankings among schools of the same grade levels and similar menus. 3 points Ranked #1 in group 2 points Ranked #2 in group 1 point Ranked #3 in group 0 points All others b. Meal Equivalent Historical Growth (0-2 points) Points assigned based upon comparison of current year s meal equivalents versus previous year s meal equivalents. 2 points Greater than 5% increase over previous year. 1 point Up to 5% increase over previous year. 0 points No increase over previous year. c. Additional Programs (0-6 points) Points based upon assignment/completion of programs listed beyond scope of traditional School Meals Program 3 points Preparation Center for BIC meals with or without Satellite Meal to Off Campus Sites and/or Mentor Manager 3 points Catering Sales greater than $10,000 2 points Catering Sales between $5,000-$10,000 1 point Breakfast in the Classroom School with or without Satellite Meal to Off Campus Sites 1 point Fresh Fruit and Vegetable Program 1 point Catering Sales between $1,000 -$5,000 0 points No Additional Programs or catering Sales less than $1, Costs (0-5 points) a. Meals per labor hour (0-2 points) Points assigned based upon comparison 33

36 of achieved meals per labor hour (MPLH) versus department standards. 2 points Achieve above department standards. 1 point Achieve department standards in MPLH. 0 points Fall below department standards for MPLH b. Plate Cost (0-3 points) Points assigned based upon comparison of annual plate cost calculation rankings among schools of same grade levels and similar menus. 3 points Ranked #1 in group 2 points Ranked #2 in group 1 point Ranked #3 in group 0 points All others 4. Satisfaction Surveys (0-2 points) - Up to 2 points will be distributed based on the results from several different surveys. Surveys will include principal evaluations and anonymous surveys conducted with Survey Monkey soliciting parent, student and site staff input. a. Minimum Expectations - As this plan is intended to reward individuals that go beyond the call of duty so individuals that receive less than a total of 10 points will not receive compensation. b. Bonus Payout - Individuals receiving incentive payment will be given $50 per point earned. This payment is to be distributed in the following fiscal year. Supervisory Supplement Plan for SY All site supervisors are placed on the same pay scale, regardless of site assignment. To differentiate the greater menu complexity and larger number of staff supervised, the supplement noted below will be awarded to site supervisors who work at middle and high school locations. This supplement will be paid in June on the last pay check of the school year. In cases where a site supervisor does not complete a full school year at a middle or high school, the amount of supplement received will be proportional to time worked at an eligible location. SUPERVIORY SUPPLEMENT PLAN AMOUNT (Annually) Site Supervisor Middle School $ Site Supervisor High School $1,

37 D. CLASSIFIED PERSONNEL NON-BARGAINING PAY GRADE POSITION NUMBER OF MONTHS WORKED DUTY DAYS INCLUDES PAID HOLIDAYS WORK DAY 9 Secretary 2 10/11/12 206/216/256 7/8 10 Bookkeeper 3 11/12 216/256 7/8 10 Clerk Varies 10 Secretary 3 11/12 216/256 7/8 11 Bookkeeper 4 11/12 216/256 7/8 11 Clerk /8 11 Secretary 4 11/12 216/256 7/8 12 Clerk /8 13 Secretary /8 15 Executive Secretary to the School Board Executive Secretary to the Superintendent The above positions require the number of months and hours indicated unless revised and approved in writing by the Superintendent. The following chart lists the wage of each pay grade and shows the experience increment. The annual salary is determined by multiplying hourly rate (including approved experience), times the number of hours worked, times the number of duty days. Sample Pay Grade 9 10 years experience - 12 months duty days - 8 hours: x 8 = $ daily x 256 = $26, annual Non-instructional, non-bargaining employees may be rewarded up to ten (10) years of verifiable, comparable outside work experience. Non-instructional, non-bargaining employees will have $50,000 of term life insurance paid by the Board, effective January 1, Effective July 1, 2015, the following shall apply: Rehired retirees support/non-instructional non-bargaining who meet the definition of normal retirement will be placed on the pay level for the position that is closest to and not to exceed a 15.8% reduction from the level held at retirement based on the Board approved salary schedule. Normal definition of retirement is defined as 62 years of age or 30 years of service prior to 7/01/2011; After 7/01/2011, retirement is defined as 65 years of age or 33 years of service. 35

38 THE SCHOOL BOARD OF HIGHLANDS COUNTY Non-Instructional Non-Bargaining Salary Schedule Years

39 JOB IMPROVEMENT INCENTIVES FOR NON-INSTRUCTIONAL NON-BARGAINING PERSONNEL A. Employees with two or four year (A.A., A.A.S., A.S. or higher) program degrees from accredited colleges or universities providing verification of degree conferral and approved by the Department of Human Resources will receive an annual $ salary supplement. B. Employees contracted as of December 1 each year are eligible for the supplement. Eligible employees will need to complete and submit verification of degree programs or certificate/diploma programs prior to December 15 of the current year to receive the supplement. 37

40 V. MISCELLANEOUS SALARY SCHEDULE 38

41 A. MISCELLANEOUS SALARY INFORMATION *Minimum Wage = $8.05 as of January 1, All clerical and paraprofessional subs and bus attendant subs are paid at paygrade 7, level Temporary help and other hourly personnel including Part-time personnel, (e.g. Daycare Workers, Daycare Managers and Campus Monitors): minimum wage to $20.00 per hour. Approved in advanced by the Superintendent/ Designee. 3. Sub Bus Operators will be paid at paygrade 10, level Workshop participants: minimum wage to $20.00 per hour. 5. Workshop Trainers: Hourly Rate 6. Part-time instructors: minimum wage to $30.00 per hour. Rate is determined based on assignment, degree/certification, and approved in advance by the Superintendent/ Designee. 7. Professional consultants up to $1,000 per day approved by the Director of Finance; between $1,000 and $1,500 approved by the Superintendent; over $1,500 approved by the School Board. 8. Hourly personnel asked to perform emergency-related duties will be paid according to current School Board pay schedules. Overtime will be paid consistent with the federal Fair Labor Standards Act. 9. When the Superintendent declares an Emergency, salaried personnel may be allowed to earn compensatory time or will be paid at the individual s hourly rate, at the Superintendent s discretion, for time worked beyond the normal workday. However, if the emergency is officially declared an emergency by the federal government, the salaried employee will receive his/her hourly rate of pay for the time the Superintendent has directed the person to work in addition to his/her regular work schedule. 10. Special events security within Sebring City Limits: $25.00 per hour. 39