MOON AREA SCHOOL DISTRICT

No. 328 MOON AREA SCHOOL DISTRICT SECTION: TITLE: ADMINISTRATIVE EMPLOYEES WAGE AND SALARY (COMPENSATION PLAN) ADOPTED: October 10, 2000 REVISED: 328. WAGE AND SALARY (COMPENSATION PLAN) 1. Purpose The Moon Area Board of School Directors and the Moon Area Administrative Association strongly support the concept that a thorough and effective school system can only exist if the day-to-day management of the schools is entrusted to dedicated and competent persons. Good management relies on the abilities of persons to perform the responsibilities for which they were hired. 2. Authority SC 1150, 1151, 1164 3. Delegation of Responsibility It is therefore incumbent on the Moon Area Board of School Directors to institute a plan of compensation, based upon responsibility and performance, which will provide a fair and equitable financial incentive for all management personnel. The implementation of this plan shall be the responsibility of the Superintendent. 4. Definition For the purposes of this policy, school administrators shall be defined as any employee of the school district belonging to the Moon Area Administrative Association. The term "Administrator" shall include the following positions for the purposes of the plan: 1. Principal J.A. Allard Elementary School. 2. Principal Bon Meade Elementary School. 3. Principal Richard J. Hyde Elementary School. 4. Principal Pleasant View (Brooks) Elementary School. 5. Principal Moon Area Middle School. 6. Asst. Principal Moon Area Middle School. 7. Principal Moon Area Sr. High School. 8. Asst. Principal Moon Area Sr. High School. Page 1 of 17

328. WAGE AND SALARY (COMPENSATION PLAN) - Pg. 2 9. Asst. Principal Moon Area Sr. High School. 10. Athletic Director. 11. Coordinator of Technology. 12. Psychologist. 5. Guidelines The plan shall include: 1. A description of the program for determining administrative salaries. 2. Salary amounts and/or salary schedules. 3. A list of fringe benefits to be provided to administrators. The compensation will be determined through good faith meet and discuss procedure, upon request, with appropriate Moon Area Administrative Association representatives. Fringe Benefits The documented fringe benefits contained herein will not be reduced or modified and are intended to remain in effect from year to year. Work Year Each administrator will be required to work the actual days in the school calendar. Except for the Coordinator of Technology and the Psychologist (200 days), this is 260 days annually. All administrators will be required to attend the official Board meeting at 6:30 p.m. (2nd Tuesday of each month). Administrators will be available for discussion with Board members or residents, if needed. Vacations Administrators will have fifteen (15) days annual vacation beginning after their first year of employment as an administrator, twenty (20) days annual vacation after their fifth year of employment as an administrator, and twenty-five (25) days after their twentieth year of employment. Administrative experience in other districts may be counted in determining the amount of vacation. Page 2 of 17

328. WAGE AND SALARY (COMPENSATION PLAN) - Pg. 3 Holidays Administrators will receive the following holidays or an equivalent day off as determined by the Superintendent: 1. Independence Day. 2. Labor Day. 3. Thanksgiving Day. 4. The day after Thanksgiving. 5. Christmas Day. 6. Day before or after Christmas. 7. New Year's Day. 8. Good Friday. 9. Memorial Day. 10. Floating Holiday. Personal Days Each member will have five (5) noncumulative personal days. Carryover days will be added to sick leave the next year. At the end of each fiscal year, unused personal days may be relinquished at a rate of $50 per unused day to a maximum of $250. Sick Leave Administrators will receive one (1) day for each month of employment, but no less than ten (10) sick leave days per year, cumulative, with no limitations. Page 3 of 17

328. WAGE AND SALARY (COMPENSATION PLAN) - Pg. 4 Unused Sick Leave Administrators will be provided with payment of the number of unused sick leave days accumulated in the district at the time of resignation, death, retirement or severance based on the following: 0-100 days $20.00 per day 101-200 days $25.00 per day 201-250 days $30.00 per day over 250 days $35.00 per day Insurance Protection 1. Health/Major Medical/Dental/Vision The district will provide Select Blue health insurance coverage at no cost to fulltime employees and families. The district proposes that employees electing to retain family indemnity coverage pay a copayment equal to.90% of their gross annual salary, employees electing parent/child indemnity coverage pay a copayment equal to.75% of their gross annual salary and employee's electing single indemnity coverage pay a copayment equal to.33% of their gross annual salary. 2. Life Insurance The Board will provide group life insurance in the amount of $150,000. Administrators may elect to obtain additional coverage, subject to carrier eligibility requirements, up to $150,000, upon paymemt of the prevailing rate per $1,000. Retirees will be provided with a $10,000 Life Insurance Policy for life. Additional amounts of life insurance may be arranged through the school by assuming the responsibility for any additional premium costs provided it is in accordance with the insurance carrier's policies. 3. Travel Accident Insurance The Board will provide travel accident insurance in the amount of $50,000 while traveling on regular school business. Page 4 of 17

328. WAGE AND SALARY (COMPENSATION PLAN) - Pg. 5 4. Income Protection Insurance Upon exhaustion of or not more than 180 days of an individual's sick leave, the Board will guarantee income until the Long-Term Disability Insurance, which will provide two-thirds salary up to $4,000 per month, becomes effective. Mileage Reimbursement Reimbursement for use of private vehicles will be consistent with IRS standards. Professional and Educational Development 1. Tuition Reimbursement Administrators may be reimbursed for tuition costs upon successful completion of graduate courses taken at approved colleges or universities with prior approval of the courses by the Superintendent. Such tuition reimbursement shall be limited to $3,000 per year. Payment shall be made upon receipt of Form 010 (Administrator Credit Reimbursement Form), Form 011 (Allowance for Administrator Credits), proof of a passing grade, and a receipt of payment. 2. Professional Memberships The district will provide up to $500 per year to each member for professional memberships, subscriptions, and purchase of staff development materials. 3. Professional Development/Conferences Professional growth and development is a continuous process. Unit members may attend a national professional conference every three (3) years. Attendance at state, district or local conferences will be dependent subject to approval of the Superintendent. Page 5 of 17

328. WAGE AND SALARY (COMPENSATION PLAN) - Pg. 6 Sabbatical Leave 1. Administrator Entitled LEAVES OF ABSENCE SC 1166, 1167 Any person employed in the Moon Area School District of Pennsylvania, of which five (5) years were in Moon Area School District, shall be entitled to a leave of absence for restoration of health, study, travel, or, at the discretion of the Board, for other purposes. Such leave of absence shall be for a half or full school term, or for two (2) half school terms during a period of two (2) years, at the option of such person. Provided, however, if a sabbatical leave is requested because of the illness of the administrator, a leave shall be granted for a period equivalent to a half or full school term or equivalent to two (2) school terms during a period of two (2) years. Provided further, that if a sabbatical leave for one-half (1/2) school term or its equivalent has been granted and the administrator is unable to return to school service because of illness or physical disability, the administrator, upon written request prior to the expiration of the original leave, shall be entitled to a further sabbatical leave for one-half (1/2) school term or its equivalent. Provided further, that if a sabbatical leave for a full school term or its equivalent has been granted and the administrator is unable to return to school service because of illness or physical disability, the Board may extend such sabbatical leave for such periods as it may determine, but not to exceed one (1) full school term or its equivalent. Thereafter, one (1) leave of absence shall be allowed after each seven (7) years of service. 2. References: Limitations Applications for sabbatical leave must be made at least sixty (60) days prior to the start of the semester in which the sabbatical leave will commence. Upon petition to the Board, the sixty (60) day limitation may be waived in cases of emergency. SC 1167 Applications for sabbatical leave shall be given preference according to the years of service since the previous sabbatical leave of the applicant, and in accordance with the provisions of this plan. The school district shall limit the total number of sabbatical leaves granted in any school year to ten percent (10%) of the number of administrators regularly employed in this district who are eligible for such sabbatical leave. Page 6 of 17

328. WAGE AND SALARY (COMPENSATION PLAN) - Pg. 7 3. Return to Employment SC 1168 SC 1168 No sabbatical leave shall be granted unless such person shall agree to return to his/her employment with the school district for a period of not less than one (1) school term immediately following such sabbatical leave. No sabbatical leave shall be considered a termination or breach of the contract of employment, and the person on sabbatical leave shall be returned to the same position in the same school or schools s/he occupied prior thereto. Upon expiration of a sabbatical leave, by consent of the Board, the requirement that the person on sabbatical leave shall return to the service of the school district or to the same position in the same school or schools that s/he occupied prior thereto, may be waived. If the Board has not waived the obligation to return to school service upon expiration of the sabbatical leave and the administrator fails to do so unless prevented by illness or physical disability, the administrator shall forfeit all benefits to which the administrator would have been entitled under the provisions of the Article for the period of the sabbatical leave. If such administrator resigns or fails to return to his/her employment, unless the requirement to return to service is waived by the Board, the amount contributed by the school district under Section 1170 of the Public School Code of 1949, as amended to the Public School Employees' Retirement Fund, shall be deducted from the refund payable to such employee under existing law and the amount so deducted shall be refunded to the school district by which it was paid. 4. Salary When On Leave SC 1169 The person on sabbatical leave shall receive one-half (1/2) his/her regular salary during the period s/he is on sabbatical leave. The Board will continue to pay all insurance benefit premiums for people on sabbatical leave. 5. Rights Retained Every administrator, while on sabbatical leave, shall be considered to be in regular full-time daily attendance in the position from which the sabbatical leave was taken, during the period of said leave, for the purpose of determining the administrator's length of service and the right to receive increments, as provided by law. Page 7 of 17

328. WAGE AND SALARY (COMPENSATION PLAN) - Pg. 8 SC 522.1 Every person on sabbatical leave shall continue his/her membership in the School Employees' Retirement Association. The school district shall pay into the School Employees Retirement Fund on behalf of each such administrator on leave, in addition to the contributions required by law to be paid, the full amount of the contributions required by law to be paid by the administrator, as though said administrator were actually in regular full-time daily attendance in the position from which the sabbatical leave was taken, so that such administrator s retirement rights shall be in no way affected by such sabbatical leave. The amount of the contribution required to be paid by the administrator shall be deducted from any compensation payable to the administrator while on sabbatical leave. Nothing in this subdivision of this policy shall be construed to prevent any person on sabbatical leave from receiving a grant for further study from any institution of learning. 6. Regulations The Board shall have the right to make regulations such as requiring doctors' or hospitals' certifications, school transcripts, and transportation vouchers and tickets to ensure that administrators on sabbatical leave utilize such sabbatical leave properly for the purpose for which it was granted. Childbearing Leave The school district shall grant an unpaid (unsalaried) childbearing leave to a female employee who becomes pregnant. The provisions governing childbearing leaves are set forth below: 1. A pregnant employee may continue her work for as long as her health permits her to carry on her duties. 2. During any period of disability caused or contributed to by pregnancy, childbirth, miscarriages, or abortion, the employee shall be entitled to use any or all of her accumulated sick days. 3. During the childbearing leave, the employee shall be entitled to all benefits. 4. Following the termination of the pregnancy, the employee shall remain on leave until such time as she has regained her health and her physician has certified her fitness to resume her full duties. Page 8 of 17

328. WAGE AND SALARY (COMPENSATION PLAN) - Pg. 9 5. Prior to her return, the employee shall supply the district with a physician's certification that her health is satisfactory to permit her to carry out her duties and to verify that, for reasons of health, she was unable to work during the period of absence. 6. Upon return from leave, the employee shall be returned to the position occupied at the time of commencement of leave, such position being the same assignment and building. If the position no longer exists, the administrator shall be given another position for which she is properly certified. 7. In the event the pregnancy is terminated in miscarriage, or if the child is stillborn, or dies shortly after birth, the employee shall reserve the right to cancel childbearing leave on thirty (30) days written notice. Childrearing Leave 1. Employees of the school district may request and will be granted an unpaid leave of absence of up to one (1) year for any one of the following reasons: a. Adoption of a Child Upon thirty (30) days notice to the Director of Personnel the employee shall be provided with a maximum of one (1) year leave of absence. Such leave may be set to coincide with the school term or semester term. b. Birth of a Child Upon the birth of a child to an employee or the spouse of an employee, the employee may request a leave of absence for a period of up to one (1) year. Such leave may be set to coincide with the school term or semester term. 2. The above leaves shall be unpaid leaves for purposes except that the employee may request that fringe benefits be continued upon payment by the employee of the district's participation, if any, in such benefit. 3. In the event the district employs a full-term substitute for the period of childrearing leave, the employee shall remain on leave for the full period of the leave. 4. Upon return from childrearing leave, the administrator shall be returned to the position occupied at the time of commencement of leave, such position being the same assignment and building. If that position no longer exists, the administrator shall be given another position for which s/he is properly certified. Page 9 of 17

328. WAGE AND SALARY (COMPENSATION PLAN) - Pg. 10 5. The period of the childrearing leave shall not be recognized for salary step or service increment credit. 6. In the event the pregnancy is terminated in miscarriage, or if the child is still born, or dies shortly after birth, the employee shall reserve the right to cancel childrearing leave on thirty (30) days written notice. 7. A second year of unpaid leave may be granted at the sole discretion of the Board. Bereavement SC 1154 (b) (c) For a period not exceeding five (5) days, there shall be no deduction in the salary of an administrator in the event of the death of a spouse, child, parent, brother, sister, parent-in-law, or near relative who resides in the same household, or any person with whom the administrator has made his/her home. A period of not more than three (3) days leave with pay will be provided in the event of the death of a grandparent or grandchild to attend the funeral. A period of not more than two (2) days leave with pay will be provided in the event of the death of an aunt, uncle, niece, nephew, brother-in-law or sister-in-law to attend the funeral. Additional bereavement days will be awarded consistent with need as determined by the Superintendent. Death of a Spouse or Disability of a Dependent Upon the death of a spouse, the employee may request and will be granted a leave of absence for a period of up to one (1) year. Upon the disability of a dependent, as certified by a physician, an employee may request and will be granted an unpaid leave of absence for up to one (1) year. The above leaves are unpaid; however, the employee may request that fringe benefits be continued upon payment by the employee of the district's participation cost, if any, in such benefit. A second year of unpaid leave due to the death of a spouse or disability of a dependent may be granted at the sole discretion of the Board. Upon return from leave, the administrator shall be returned to the position occupied at the time of commencement of leave, such position being the same assignment and building. If that position no longer exists, the employee shall be given another position for which s/he is properly certified. Page 10 of 17

328. WAGE AND SALARY (COMPENSATION PLAN) - Pg. 11 Individual Protection 1. Loss and Damage of Personal Property The Board shall reimburse any administrator replacement costs for any loss, damage, or destruction of clothing or personal property of the administrator as a result of the performance of his/her duties in the school or while discharging duties on a school-sponsored activity. Such payment will be made within fortyfive (45) days of the report of the incident. Instructional materials brought in whose value exceeds one hundred dollars ($100) will be registered with the business office on an annual basis. Such articles will not be left unattended or overnight unless secured in a place designated by the business manager. Any loss or damage subject to the reimbursement provisions shall be reported before the end of the day in which the loss or damaged occurred, whenever possible. 2. Liability Insurance The Board will provide legal liability insurance to $1,000,000 aggregate limit. The district will assume any deductible costs. The Board will provide liability insurance, limit $1,000,000 and an extension of excess blanket catastrophic liability to $3,000,000. 3. Medical Examinations Medical examinations or tests required by the Board or by law shall be paid by the district. The Board is supportive of exploring a Wellness Program for the MAAA members. 4. Leaves When absence from duty or disability arises because of an injury/assault incurred by the administrator while acting in the discharge of his/her duties, the administrator shall not suffer any loss of pay or other benefits during the period of time necessary for recovery. No loss of time incurred will be deducted from the administrator's accumulated sick leave. Page 11 of 17

328. WAGE AND SALARY (COMPENSATION PLAN) - Pg. 12 Evaluation and Compensation Plan The evaluation and compensation plan will be composed of six (6) parts: A. Educational Accountability PART I - Valued at 25% Promotes excellence in education as the first priority in the schools. Meets regularly with students and staff, evaluates curriculum and protects the integrity of instruction through the guidance and evaluation of classroom teachers. B. Leadership Skills Exhibits a creative approach which engenders cooperation and support for achievement of objectives and support for programs. Promotes maximum effort from staff and fosters high levels of achievement from students. C. Professional Judgment Has the ability to evaluate and apply creative and positive solutions to existing or potential concerns. D. Planning/Organizational Skills Establishes procedures for the execution of management responsibilities; develops and adapts exemplary programs in an orderly, productive and timely manner. E. Communication Skills Has the ability to discuss issues and convey information in a clear and positive manner which promotes understanding and support for district policies, plans and programs. Page 12 of 17

328. WAGE AND SALARY (COMPENSATION PLAN) - Pg. 13 Ratings: 3 (Exceptional) 1 (Satisfactory) 2 (Good) 0 (Unsatisfactory) A. B. C. D. E. Total PART II - ADMINISTRATIVE RESPONSIBILITIES Valued at 50% Revised job descriptions for each of the MAAA members will be completed and used for the evaluation of each member under this plan. PART III - GOALS AND OBJECTIVES Valued at 25% Goal 1 Rating Goal 2 Rating Goal 3 Rating Page 13 of 17

328. WAGE AND SALARY (COMPENSATION PLAN) - Pg. 14 Goal 4 Total Points Ratings: 3 (Exceptional) 1 (Satisfactory) 2 (Good) 0 (Unsatisfactory) PART IV - ADDITIONAL STIPEND Part IV allows the Board of Education to give an additional monetary stipend which would be part of the total salary increase. The additional stipend is based on unique circumstances. An example would be to give an additional stipend to provide equity in situations where there are more students and teachers in one building as compared to others. COMMENTS: Part V - SALARY RANGES A. Salary Range Caps. Regardless of what the annual and/or evaluation increases in salaries would be for a particular administrator, his/her salary shall be capped at the maximum range in any given year. An example follows: Grade 5 1993-94 salary...... $66,302.00 Grade 5 1994-95 maximum salary range.... $68,349.00 1994-95 annual increase (1.7% of $66,302)...... $ 1,127.00 1994-95 performance evaluation increase (3% of $66,302)... $ 1,989.00 Total Potential Salary Increase... $ 3,116.00 Page 14 of 17

328. WAGE AND SALARY (COMPENSATION PLAN) - Pg. 15 Salary increase capped at ($68,349 $66,302)...... $ 2,047.00 Salary ranges for 1994-1995 will be determined by the percentage increase of the average administrators' salaries in the Allegheny Intermediate Unit from the years 1992 to 1993. Salary ranges for 1995-1996 for the Moon Area School District administrators will be determined similarly with the exception that the average percent increase will be based on the year 1993-1994. The minimum percentage that the range will move will be 1.5%. MAAA SALARY RANGES MOON AREA SCHOOL DISTRICT ADMINISTRATORS PROPOSED SALARY RANGES 94-95 GRADE MINIMUM MIDPOINT MAXIMUM 8 $59,936 $72,700 $86,037 7 $54,937 $67,300 $79,659 6 $50,871 $62,300 $73,763 5 $47,137 $57,700 $68,349 4 $43,652 $53,500 $63,295 3 $40,415 $49,500 $58,601 2 $37,428 $45,800 $54,270 1 $34,605 $42,400 $50,178 1.7 % INCREASE Page 15 of 17

328. WAGE AND SALARY (COMPENSATION PLAN) - Pg. 16 B. Salary Percentage Increases:* PART VI - SALARY INCREASES Effective July 1, 1994, to June 30, 1995 5.0 percent (1.5 percent salary increase, 3 percent based on performance evaluation). Effective July 1, 1995, to June 30, 1996 4.7 percent (1.7 percent salary increase, 3 percent based on performance evaluation). * An individual who receives an unsatisfactory evaluation will receive a zero percent salary increase. An individual who is below maximum and whose total dollars of increase carries him/her beyond the maximum will receive only the amount of money up to the maximum. No individual will receive money beyond the cap. To determine monies allotted for the performance evaluation increase, a pool will be established based on the total salaries of all administrators who have received at least a satisfactory rating. The salary increase beginning July 1, 1994, will be based on performance evaluation for the period of July 1, 1993 to June 30, 1994. In subsequent years, the performance evaluation will be based on the period from July 1 to June 30. C. Early Retirement Incentive Plan 1. Offer of Retirement Bonus: The retirement bonus as set forth in Paragraph 3 below shall be offered by the district for retiring administrators for two (2) or three (3) school years commencing with the 1994-1995 school year and ending with the 1996-1997 school year. The next year for which such retirement bonus shall be offered shall be 1995-96. 2. Eligibility for Bonus: In order to be eligible for the retirement bonus set forth in Paragraph 3, employees must meet all of the following requirements: (1) be a full-time employee of the district; (2) have attained the age of fifty-five (55) at the time of retirement; (3) have been employed for a minimum of fifteen (15) years with the Moon Area School District; (4) have a minimum of thirty (30) years professional service in Pennsylvania as credited by the Pennsylvania School Employees Retirement System. In order to receive the bonus, eligible employees must grant the district written notice of their retirement by the first day of April immediately prior to their June 30 retirement. Page 16 of 17

328. WAGE AND SALARY (COMPENSATION PLAN) - Pg. 17 3. Retirement Bonus: Employees who meet the eligibility and notice criteria set forth in Paragraph 2 shall be entitled to a retirement bonus of $20,000. Such $20,000 is payable in four (4) increments of $5,000 with the first increment payable on July 1 of the year of retirement and payments of $5,000 to be paid on July 1 in each of the three (3) years thereafter. 4. Death of Retiree: In the event a retiree who has elected to receive the above bonus dies before receiving all bonus increments as set forth in Paragraph 3, all remaining payments owed by the district shall be paid to the benefit of the retiree's estate. D. Administrators who are beginning their 23rd year in education will receive an additional career increment of $1,000 to be added to their regular salary each year. The salary increase or evaluation shall not effect this area. E. Term of Compensation Plan: This plan is effective July 1, 1994 and shall continue until June 30, 1996. Evaluations received during the 1995-96 school year (the last year of the Compensation Plan) shall not entitle the administrator to any increase for the 1996-97 school year and subsequent years shall be governed by a new compensation plan. F. Intent of Compensation Provisions for the 1994-95 School Year: It is acknowledged that the administrators have claimed that they were entitled to a 3% pooled performance increase payable in the 1994-95 school year as a result of 1993-94 evaluations. It is the specific intent of this plan that continuation of the 3% pooled performance increases for plan year 1994-95 encompasses this claim and is not an addition thereto. Page 17 of 17