SOUTHEAST DELCO SCHOOL DISTRICT ADMINISTRATIVE COMPENSATION AND FRINGE BENEFITS PLAN BETWEEN SOUTHEAST DELCO SCHOOL DISTRICT AND MANAGEMENT TEAM

SOUTHEAST DELCO SCHOOL DISTRICT ADMINISTRATIVE COMPENSATION AND FRINGE BENEFITS PLAN BETWEEN SOUTHEAST DELCO SCHOOL DISTRICT AND MANAGEMENT TEAM 2011-2014 Date approved: 8/25/2011 Page 1 of 14

SOUTHEAST DELCO SCHOOL DISTRICT ADMINISTRATIVE COMPENSATION AND FRINGE BENEFITS PLAN The Board of School Directors of Southeast Delco School District, having held Meet and Discuss sessions in good faith with the Management Team, adopts the Administrative Compensation Plan pursuant to the Public School Code of 1949, as amended, Section 1164. I. RECOGNITION The term Administrator shall include the following positions for the purpose of this plan. Nothing in this Agreement is intended to obligate the District to maintain the positions set forth above. The Board retains the sole discretion to add, reduce or modify all administrative positions. Education Administrative Positions Assistant Principal, Academy Park High School Assistant Principal, Grades 1-8 Schools Director of Elementary Education and Professional Development Director of Standards Aligned Systems/Curriculum Director of Special Education Principal, Academy Park High School Principal, Grades 1-8 Schools Principal and Grant Writer, Kindergarten Center Business Administrative Positions Assistant to the Coordinator of Food Services Coordinator of Food Services Coordinator of Public Safety Director of Building and Grounds Director of Information Technology District Accountant Network Manager Technology Specialist Supervisor Transportation Supervisor II. TERM OF COMPENSATION PLAN This plan is effective July 1, 2011, and shall continue until June 30, 2014. III. NO STRIKE/NO LOCKOUT PROVISION/STRIKES BY OTHER BARGAINING UNITS Page 2 of 14

School employers and school administrators shall continue to be subject to the Act of June 30, 1947 (P.L. 1183, No. 491) commonly known as the No Strike Act. In the event of a strike by another bargaining unit, the Management Team will develop a Strike Emergency Plan. IV. DUTIES AND WORKING CONDITIONS A. Job Security and Job Progression The provisions of the Pennsylvania School Code shall govern the manner in which job security, job progression and reduction in force practices shall be effected with respect to school administrators. No administrator shall be discharged except as provided by the Pennsylvania School Code. Notification or any proposed changes affecting job security, job description or reassignment of any administrator shall be timely in order to preserve the management team concept. B. Working Conditions Every reasonable attempt should be made to provide administrators with timely strategic information regarding the overall management of the school district. It is assumed that appropriate procedures and a consistent chain of command shall be observed wherever reasonably possible. C. Job Description There will be a current job description for each administrative position, which outlines general and specific responsibilities. Nothing in this Plan precludes the District from abolishing or modifying any administrative position referenced in this Plan, if determined by the Board, in its sole discretion, to be in the best interests of the School District subject only to the limitations of the Pennsylvania School Code. D. Management Team Work Year Administrators have two classifications regarding work year as follows: CLASS A: 12 month (261 days) work year includes 20 vacation days, 2 personal days, and 12 sick days. Assistant Principal, Academy Park High School Assistant Principal, Grades 1-8 Schools Director of Elementary Education and Professional Development Director of Standards Aligned Systems/Curriculum Director of Special Education Principal, Academy Park High School Principal, Grades 1-8 Schools Principal and Grant Writer, Kindergarten Center Coordinator of Food Services Coordinator of Public Safety Director of Building and Grounds Page 3 of 14

Director of Information Technology District Accountant Network Manager Technology Specialist Supervisor Transportation Supervisor CLASS B: 10-month (200 days) work year which includes the 190 teacher days plus 10 extra workdays and includes 10 sick days and 2 personal days. Assistant to the Coordinator of Food Services V. HEALTH BENEFITS A. The core medical plan: The Board will provide Keystone Direct POS C1-F1-O1 plan coverage as the core medical plan. The Management Team Agreement includes an eight and three quarters percent (8.75%) employee contribution for core healthcare benefits for the 2011-2012 Fiscal Year. The employee contribution for the 2012-2013 Fiscal Year will be ten percent (10%) for core healthcare benefits. The employee contribution for the 2013-2014 Fiscal Year will be eleven (11%) for core healthcare benefits. The buy-up medical plan: Administrators have the option to continue with the Personal Choice 10/20/70 medical insurance plan. Administrators who choose to subscribe to Personal Choice 10/20/70 medical insurance plan shall pay the same employee contribution rates required of subscribers to the Keystone Direct POS C1-F1-O1, plus the entire cost differential between the two plans. B. Prescription drug plan: The Board shall pay the full cost of Express Scripts or equivalent prescription plan from another carrier for each eligible confidential employee, including family coverage. The prescription drug plan will include a $15.00 appropriate co-pays for generic prescriptions, $30.00 appropriate co-pays for preferred brand prescriptions and $45.00 appropriate co-pays for nonpreferred brand prescriptions and $75.00 appropriate co-pays for injectables after an annual deductible of $50.00 individual or $150.00 family, is met. The prescription drug plan will include a mandatory mail order requirement for maintenance drugs as defined by the carrier. The mail order service will permit employees to order up to a 90-day supply, and pay two copays at the appropriate rate. If the individual s doctor wants the individual to start the drug immediately, the initial 30-day supply may be obtained at a retail pharmacy for the appropriate retail copayment. All subsequent refills must be purchased through the mandatory mail order service. This prescription drug plan will be the only plan offered with either the core medical plan or the buy-up medical plan. Page 4 of 14

C. Dental insurance plan: Core Dental: The Board will pay the cost of United Concordia Dental Plan or its equivalent to include oral surgery (100%); prosthetics (50%); crowns (100%); orthodontics (50%) up to a lifetime amount of $800.00 for dependent children; and periodontics (100%) and adult orthodontist for a lifetime amount of $800.00. Buy-up Dental: Employees will have the opportunity to purchase a dental plan with a $2,000.00 annual maximum allowance through payroll deduction, here by known as the buy-up dental plan. The employee will pay the difference between the dental plan provided by the Board and the buy-up dental plan. The employee will be permitted to make their selection during the open enrollment period each year. D. Vision insurance plan: The Board will pay the full cost of the individual and family for National Vision Associates (NVA) or its equivalent vision plan. E. When a current employee in this category (employed as of April 28, 1993) retires under the superannuation provisions of the Pennsylvania School Employees' Retirement System, and after age 57 and has fifteen (15) consecutive years of service in the District, the Board shall pay the cost of the core benefits described above for the retiree and his or her spouse. The retiree will be responsible for paying the current employee contributions as listed in either Article V. A. or B. The same benefit shall apply to all new employees in this category retiring after age 60 and twenty (20) consecutive years of service. This benefit shall terminate at the earlier of the retiree attaining age 65 or death. VI. LIFE INSURANCE Each administrator shall be insured for the following amount of Life Insurance and Principal Sum of Accidental Death and Dismemberment Insurance set forth in the following table. Attained Age Amount of Life Insurance and Principal Sum of Accidental Death and Dismemberment Insurance. If applicable.* Under Age 70 Two and One-Half (250%) times basic annual earnings, rounded to the higher One Thousand ($1,000.00) Dollars subject to a maximum of Two Hundred Thousand ($200,000.00) Dollars. At Age 70 Actively Employed - One times (100%) basic annual earnings rounded to the lower One Thousand ($1,000.00) Dollars subject to a maximum of One Hundred Fifty Thousand ($150,000.00) Dollars. Retired None. Page 5 of 14

*The principal Sum of Accidental Death and Dismemberment Insurance shall cease upon termination of active service. VII. INCOME PROTECTION PLAN (Long Term Disability) Management Team Employees will be provided the opportunity to purchase group disability income protection through payroll deduction. There will be an enrollment period beginning each September with an effective date of July 1 st. New employees will be given the opportunity to select coverage during the first thirty (30) calendar days from the time they become eligible for insurance. If the new employee fails to elect coverage within thirty (30) calendar days of initial eligibility he/she will have to wait until the next enrollment period. For any employee who does not enroll during his/her initial eligibility period, a health questionnaire must first be completed in order to be considered for coverage. In order for this disability plan to be implemented, a minimum of 45% of eligible employees must participate. If the plan cannot be implemented due to insufficient participation, an alternate voluntary coverage will be made available to eligible employees. VIII. WAIVER OF INSURANCE Employees, excluding those with spouses employed by the District, electing not to be covered under the health care insurance provided by this Agreement shall be eligible to receive the following: A) Any eligible employee who discontinues all coverage in the district paid medical plan for a period of at least one year shall receive an incentive payment of $2,500.00 at the end of each year in which coverage is discontinued. B) If an eligible employee, having discontinued coverage in the school district s medical plan, wishes to enroll in a current district paid medical plan, he/she may do so upon giving appropriate notice, the employee can opt into the medical coverage and will receive a prorated amount of the $2,500.00 based on the number of months they opted out of medical coverage. IX. SECTION 125 FLEXIBLE BENEFITS PLAN The District will maintain a Section 125 Flexible Spending Account Plan to allow participants to use tax laws to their advantage in funding medical insurance premium contributions, waiver options, medical/dental co-payments, unreimbursed medical expenses, and dependent care expenses as permitted by law. Page 6 of 14

X. SICK LEAVE Employees in this category shall earn sick leave at the rate of one day per month to a maximum of twelve days per year. Sick leave is accumulative. XI. FAMILY ILLNESS DAYS Employees may be absent from work for up to two (2) days, singularly or consecutively to attend to the illness of their dependent child, spouse or their parent. Such absences shall be deducted from the employee s accumulated sick leave as defined in Article X. XII. PERSONAL LEAVE Employees in this category shall be permitted a maximum of two personal days per year when such days are approved by the Superintendent. Personal leave days are accumulative to a maximum of four days. By May 1 of each year, the employee may notify the Business Manager of the desire to be compensated at the rate of 1½ times the approved rate received by teachers for each accumulated unused personal leave day to which they are entitled. XIII. VACATION An employee in this category will receive twenty (20) days of vacation after one full year of employment. For new employees, or employees separating from service, two days per month of vacation are allowed for each month worked, not to exceed twenty (20) days per year. Approval of time off using vacation days is subject to pre-approval of the superintendent according to established procedure. Vacation days are cumulative to a maximum of five (5) days. However, no more than fifteen (15) consecutive vacation days shall be taken. Vacation leave shall be planned so as not to interfere with job responsibilities and the efficient and effective operation of the School District. The Board will buy back unused vacation days to a maximum of five (5) days per year at the administrator s current per diem rate. An employee may not borrow against their earned vacation time after the second full year of employment starting after July 1 st in their second fiscal year of employment. XIV. JURY DUTY/LEGAL PROCEEDINGS When an employee is required to serve as a juror, or is subpoenaed as a witness, the employee will receive his or her regular pay. The employee will turn into the district any check(s) issued by the court for juror services. Page 7 of 14

XV. DEATH LEAVE BENEFITS In the case of an employee's father, mother, sister, brother, son, daughter, husband, wife, parent-in-law, or any other person with whom the employee has made his/her home, such employee shall be allowed up to five (5) days consecutive leave with pay, one day being the day of the funeral. When an employee is absent because of the death of a near relative, (s)he/she shall receive one day leave with pay for the express purpose of attending the funeral. A near relative shall be defined as first cousin, grandfather, grandmother, grandchild, aunt, uncle, niece, nephew, son-inlaw, daughter-in-law, brother-in-law, or sister-in-law. An employee shall be paid if any such day(s) occur during the employee's regularlyscheduled work-week and he/she would have had work opportunity during such days. If any such day(s) occur while the employee is unable to work because of illness or injury, the employee shall not be paid for such days or day under this leave. Death Certificates or other satisfactory proof of death may be required by the immediate supervisor. Under no circumstances shall the provisions of this section result in an increase in an employee's normal earnings. XVI. RETIREMENT A. A retirement benefit will be paid for unused sick and personal leave for anyone retiring under superannuation retirement providing that the individual retiring has ten years of fulltime service with the School District. The Board shall pay the administrator for accumulated unused sick and personal leave as follows: Days at Retirement Payment for Each Day 1 to 100 $60.00 101 to 200 $75.00 201 to + days $97.50 In the event an administrator leaves the District as provided by the School Code, after having completed five (5) years in this District, the administrator is entitled to receive the rate per day for unused day(s) of sick leave accumulated over the twenty-five (25) days which are transferable to another district. Sick Days Payment for Each Day 1 to 100 $60.00 101 to 200 $75.00 Page 8 of 14

201 to + days $97.50 An employee with ten (10) or more years of consecutive service in the district, who dies prior to retirement, shall have the benefit under this provision paid to his/her estate. XVII. TUITION REIMBURSEMENT The Board shall pay 100% of the tuition of courses pre-approved by the Superintendent with a maximum number of credits per year of 12 credits. Any payment under tuition reimbursement is conditioned upon continuing employment in a full-time position in the district for one year following the date of reimbursement to the employee. In the event the employee does not satisfy this requirement, he/she shall be liable to the District for the reimbursement payments. If the employee does not satisfy the one year requirement, the employee will repay the entire amount. XVIII. HOLIDAYS The Board shall provide a list of all holidays for employees in this category by July 1 of the School Year. An employee in this category shall have as holidays, all holidays as shown in the school calendar. XIX. MILEAGE When using a personal vehicle, on official school business, approved by the Superintendent, an employee in this category will receive reimbursement from the school district based on a flat rate per mile in accordance with the current guidelines for mileage reimbursement as set forth by the Internal Revenue Service. XX. paid. MEMBERSHIP IN PROFESSIONAL ORGANIZATIONS Dues for job-related professional organizations as approved by the Superintendent will be XXI. UNPAID LEAVE OF ABSENCE An employee who is unable to work because of personal illness or disability and who has exhausted all sick, vacation, and personal leave shall be granted a leave of absence without pay for a period of up to one (1) years after which he or she would be entitled to return to work if a position is available for which he or she is qualified. No benefits shall accrue to said employee during this time of his or her absence. Page 9 of 14

XXII. MAINTENANCE OF BENEFITS Eligible employees are covered by District paid benefits while absent from work and on paid sick, vacation or personal leave. If all available paid leave is exhausted and the employee is on an approved unpaid leave of absence, district paid benefits will continue in accordance with the Family and Medical Leave of Absence Policy. Following a FMLA Leave of Absence, the employee shall be notified in writing that benefits may continue at the employee's own cost (COBRA). The written notification shall include a breakdown of cost and include instructions for payment. Paid benefits will be reinstated when the employee returns to fulltime employment, in accordance with Policy and law. After consideration of length of service, attendance record and performance evaluations, the Superintendent may recommend for Board approval that an employee's benefits be continued to be paid by the district for a period of up to one (1) years while on an approved unpaid leave of absence. XXIII. OTHER BENEFITS All benefits accorded to the professional employees in the collective bargaining agreement between the Board of School Directors and professional employees shall also be granted to the Management Team in this category with the exception of employee contribution towards healthcare and healthcare coverage. XXIV. SALARY - Description of Administrator Salary Plan An administrator who receives an overall rating of Fails to Achieve Expectations on his/her performance evaluation in the current fiscal year will not be awarded the annual salary increase for the following fiscal year. An administrator who receives an overall rating of Approaches Expectations on his/her performance evaluation in the current fiscal year, they will receive.25% less than the percentage of salary increase explained below. If during any fiscal year, the percentage of salary increase is 0% for all administrators, then the administrator receiving a rating of Approaches Expectations on his/her performance evaluation will not receive a salary increase. An administrator who receives an overall rating of Achieves Expectations on his/her performance evaluation in the current fiscal year, they will receive the percentage of salary increase explained below. If during any fiscal year, the percentage of salary increase is 0% for all administrators, then the administrator receiving a rating of Achieves Expectations on his/her performance evaluation will not receive a salary increase. If a non-building administrator receives an overall rating of Achieves Expectations on his/her performance evaluation in the current fiscal year and the administrator has achieved his/her merit pay performance goal approved by his/her supervisor and the superintendent, they Page 10 of 14

will receive the percentage of salary increase explained below, plus they will receive an additional one-time payment in the amount of $4,000. This payment will be added to the last pay period in January of the current fiscal year. This payment will not be added to the administrator s annual salary for salary calculation purposes. The administrator must be employed by the district in January of the current fiscal year in order to receive this payment. If during any fiscal year, the percentage of salary increase is 0% for all administrators, then the administrator receiving a rating of Exceeds Expectations or Achieves Expectations on his/her performance evaluation and achieves his/her merit pay performance goal will not receive a salary increase, but will receive the one-time payment of $4,000. If a principal or assistant principal receives an overall rating of Exceeds Expectations or Achieves Expectations for a school year and overall student achievement levels on the PSSA test for his/her school have increased from the previous year with the school making Adequate Yearly Progress status under NCLB, the administrator will receive an additional one time payment in the amount of $4,000. This payment will be added to the last pay period in January of the current fiscal year. This payment will not be added to the administrator s annual salary for salary calculation purposes. The administrator must be employed by the district in January of the current fiscal year in order to receive this payment. In addition, the principal or assistant principal who receives an Exceeds Expectations on his/her performance evaluation in the current fiscal year, they will receive the percentage of salary increase explained below. If during any fiscal year, the percentage of salary increase is 0% for administrators, then the administrator receiving an Exceeds Expectations or Achieves Expectations on his/her performance evaluation and achieves his/her merit pay performance goal will not receive a salary increase but will receive the one-time payment of $4,000. For each position a minimum salary and a maximum salary was established. Administrators will receive a salary adjustment during fiscal year 2011-2012 based on a position by position determination. These adjustments are reflected in Addendum #1. During fiscal year 2012-2013, the salary increase will be limited to the Act 1 index or up to a 3.00% maximum. The Superintendent will meet and discuss with the Management Team, the percentage of increase in May 2012. During fiscal year 2013-2014, the salary increase will be limited to the Act 1 index or up to a 3.50% maximum. The Superintendent will meet and discuss with the Management Team, the percentage of increase in May 2013. No salary increases will be granted to any administrator who has reached the maximum salary for his/her position under this Administrative Compensation and Fringe Benefits Plan. Salary provisions, approved in the Administrative Compensation and Fringe Benefits Plan are attached (Addendum #1) labeled Salary Schedule. Page 11 of 14

New employees hired or current employees promoted to a position covered by this Administrative Compensation and Fringe Benefits Plan shall be hired at a rate set by the Superintendent and approved by the School Board, based on qualifications and experience. This salary plan is to exist for a period of three (3) years expiring on June 30, 2014 unless extended after meeting and discussing between the two parties. The re-calculation of salary ranges based on marketplace conditions will be completed following the end of this agreement. More specifically, on July 1, 2014, the minimum salary and maximum salary for each position will be recalculated based on the then current marketplace. Because marketplace values can change in either direction, it is acknowledged that any or all of the salary ranges may change in either direction. Any administrator, who then equals the maximum salary limit as defined in this salary plan, will not have his/her salary reduced, although no further increases will be granted for the remainder of this agreement, unless the administrator is eligible based on evaluation rating. If the maximum salary increases then the administrator who was at maximum salary will earn the percentage increase until he/she reaches the maximum salary again. TABLE 1 - Salary Ranges* For Each Position Covered by this Administrative Compensation Plan for 2011-2012. The salary ranges will be adjusted at the beginning of 2012-2013 and 2013-2014 by Southeast Delco Act 1 index up to 3%. POSITION Starting Salary Beginning Skills and Experience in Position 25% of range Mid Salary Proficient Skills and Experience in Position 50% of range Maximum Salary Advanced Skills and Experience in Position 25% of range Assistant Principal, Academy Park High School Assistant Principal, Grades 1-8 Schools Director of Elementary Education and Professional Development $93,000 98,000 $83,000 88,000 $105,500 111,750 Director of Standards Aligned Systems/Curriculum $105,500 111,750 Director of Special Education $105,500 111,750 Principal, Academy Park High $110,500 School 116,750 $98,000 108,000 $88,000 98,000 $111,750 124,250 $111,750 124,250 $111,750 124,250 $116,750 129,250 $108,000 113,000 $98,000 103,000 $124,250 130,500 $124,250 130,500 $124,250 130,500 $129,250 135,500 Page 12 of 14

Principal, Grades 1-8 Schools $97,000 $102,000 Principal and Grant Writer, $90,000 Kindergarten Center $95,000 Coordinator of Food Services $47,000 52,000 $102,000 112,000 $95,000 105,000 $52,000 62,000 $112,000 117,000 $105,000 110,000 $62,000 67,000 Coordinator of Public Safety $55,000 60,000 $60,000 70,000 $70,000 75,000 Director of Building and Grounds $65,000 70,000 $70,000 80,000 $80,000 85,000 Director of Information Technology $105,500 111,750 $111,750 124,250 $124,250 130,500 District Accountant $47,000 52,000 $52,000 62,000 $62,000 67,000 Network Manager $47,000 52,000 $52,000 62,000 $62,000 67,000 Technology Specialist Supervisor $37,000 39,500 $39,500 44,500 $44,500 47,000 Transportation Supervisor $47,000 52,000 $52,000 62,000 $62,000 67,000 *All salary ranges are expressed in thousands of dollars and rounded to the nearest $1,000.00 or $500.00. All salaries, after determining the increased value, may be adjusted up or down to the nearest $1.00 to provide a whole cent value when divided by the normal 26 pay periods of the year. Criteria for Placement on Salary Range Starting Salary Beginning Skills Experience: O-3 years in similar position Education: Advanced courses above Master s level, multiple administrative certs (possibly higher in range) Skills: Beginning to Proficient skill level in position Rating: Achieves Expectations Adjustment within Range: After 2 nd year to at least middle of beginning range, dependent on initial placement, skills and rating must meet criteria Mid Salary Proficient Skills Experience: 3 years in similar position Education: Advanced courses above Master s level, multiple administrative certs (possibly higher in range) Skills: Proficient skill level in position Rating: Achieves Expectations Page 13 of 14

Adjustment within Range: After 5 th year to at least middle of proficient range, skills and rating must meet criteria Maximum Salary Advanced Skills Experience: 7 years in similar position Education: Advanced courses above Master s level, multiple administrative certs Skills: Advanced skill level in position Rating: Exceeds Expectations Adjustment within Range: After 9 th year to at least middle of advanced range, skills and rating must meet criteria Initial placement in a salary range is done at the discretion of the superintendent. Future changes between levels is done upon meeting criteria as indicated by the written recommendation of the supervisor of the administrator, the approval of the superintendent, and the approval of school board through the approval of the annual budget. XXV. Approval Approved by the Southeast Delco School District Board of School Directors at a regular meeting held on August 25, 2011. Donald Young President, Board of School Directors Received by: Dr. Monica Watson Chairperson, Management Team Attachment: Addendum #1 Page 14 of 14