Compensation Plan 2014-2015

Compensation Plan 2014-2015 1

Table of Contents STRUCTURE OF COMPENSATION PLAN Page 12 Teachers, Nurses, Librarians Page 13 Instructional Specialist Page 14 Counselors Page 15 Bus Drivers Page 16 Professional Educators Page 17 Professional Operations Page 19 Clerical Technical Page 21 Manual Trades Page 26 STIPENDS/ SUPPLEMENTAL PAY Page 29 Judson Independent School District does not discriminate on the basis of race, color, national origin, sex, disability or age in employment in its programs and activities. Questions regarding the Compensation Plan may be referred to Executive Director of Human Resources 210.945.5101 3

BOARD POLICY SALARIES, WAGES, AND STIPENDS AUTHORITY FOR COMPENSATION PLAN The Superintendent or designee shall recommend to the Board for approval pay structures and compensation plans for all District employees. Pay structures shall be designed and administered for the purpose of attracting and retaining qualified employees to achieve District goals. The Superintendent or designee shall administer and maintain pay systems in accordance with administrative regulations for the District compensation plan. DESCRIPTION Certified classroom teachers, librarians, nurses (RNs), and counselors will be paid no less than the minimum monthly salary on the state salary schedule based on years of experience as required by law. For other employees, the Superintendent or designee shall assign positions to pay ranges that define the minimum and maximum base pay for the position. Jobs will be classified on the basis of qualifications and duties as defined by the District. All employees will be paid within the assigned pay range unless exceptions are granted by the Board. The Superintendent or designee shall review pay structures annually and make approved adjustments to pay ranges (if any). PAY INCREASE The Superintendent or designee shall recommend to the Board an amount for employee pay increases as part of the annual budget. The Superintendent or designee shall determine annual increases for individual employees, within budgeted amounts. EMPLOYEE PAY ADJUSTMENT The Superintendent or designee shall review employee salaries annually for adjustment. Annual pay increases, promotion increases, special equity adjustments, and hiring rates for new employees shall be determined by the Superintendent or designee in accordance with the approved budget and administrative procedures. EXEMPT/NONEXEMPT The Superintendent or designee shall determine the classification of employees as exempt or nonexempt for purposes of payment of overtime in compliance with the Fair Labor Standards Act (FLSA). Exempt employees shall be compensated on a salary basis for their employment period and are not entitled to overtime compensation. Nonexempt employees shall be compensated on an hourly wage basis for all hours worked each week and shall be compensated for overtime in accordance with federal regulations and the District s compensation plan. Nonexempt employees shall not work overtime without prior approval of their supervisor. 4

WORK DAY CALENDARS The Superintendent or designee shall determine duty schedules and calendars for all employees. Employees on ten-month contracts shall work at least the minimum days of service required by law. SUPPLEMENTAL DUTIES The Superintendent or designee may assign non-contractual supplemental duties to personnel exempt under the FLSA as needed. The employee shall be compensated for these assignments according to the supplemental duty pay schedule. These assignments may be discontinued at any time for any reason or no reason, by either party. The assignment of these duties shall not create any expectation of continued assignment to that same duty or any other duty. SCHOOL SPONSORSHIPS AND OTHER ASSIGNMENTS WITH SUPPLEMENTAL SALARY School sponsorships and other assignments are not part of the professional s contract, and are authorized on a year-to-year basis by the principal, and entitle the employee to receive a salary supplement for performance of those duties (if verified by the principal). The salary supplement is not a property right and the supplement amount may need to be prorated in the event that an individual is unable to perform the duties of the entire period. The school principal shall assign professionals to sponsor all approved school clubs and organizations, including academic coordinators, sponsors of yearbooks, UIL activities, and to other approved sponsorships, depending upon the level (elementary, middle, high) and school programs. Only professional employees shall be assigned as sponsor of any school approved club or organization. PAY PLAN ADMINISTRATIVE PROCEDURES DESCRIPTION OF COMPENSATION Purpose and Authority Employee pay systems are designed and administered for the purpose of attracting and retaining qualified employees to achieve the goals of the District. The Superintendent or designee is responsible for the development, maintenance, and administration of employee compensation in accordance with Board policies and administrative procedures. Minimum Pay Requirements Certified classroom teachers, librarians, registered nurses (RNs) and counselors will be paid no less than the state minimum salary schedule based on total years of creditable experience. Experience will be credited according to the commissioner s rules on creditable service (19 TAC 153.102101). Local salaries for these employees will be paid no less than the current minimum wage in accordance with the Federal Fair Labor Standards Act (FLSA). Local Pay Plans The District will maintain position classification and pay range structures for all jobs. Jobs will be grouped into position classification and pay ranges in the following categories: (1) Professional Educator; (2) Professional Operations; (3) Clerical/Technical/Paraprofessional; (4) Manual Trades; (5) Teachers/Nurses (RNs)/Librarians; (6) Bus Driver; (7) Counselor; and (8) Specialists (Instructional and Technology). 5

Each job will be assigned to a pay grade that determines the minimum to maximum pay range for the position. Pay ranges are set to be competitive with the relevant job market for benchmark positions. Jobs are assigned to pay grades on the basis of the following factors: (1) job qualifications and required skills; (2) job duties and responsibilities defined by the District; and (3) competitive job market prices. Pay ranges are reviewed annually and can be adjusted as needed with Board approval. Employee compensation will advance through the pay range based upon the general pay increase budget approved by the Board each year. JOB CLASSIFICATION Purpose and Authority Job classification determines the assigned pay range for a job. Job classification is based on an assessment of job requirements, assigned duties, and market values. Jobs are compared and classified on the basis of the following factors: knowledge and skill requirements, complexity of assigned duties, job accountability, and working conditions. The Human Resources department will collect job information, evaluate jobs for classification purposes, and recommend pay-grade assignments. The Superintendent or designee has final authority concerning job classifications. Reclassification of Current Position A job reclassification occurs when the same position is moved to a higher or lower pay grade. An upward or downward job reclassification will result in greater or lesser potential for pay advancement over time. Jobs may be reclassified for a number of different reasons. Those reasons include a significant and sustained increase or decrease in job duties and responsibilities assigned by the supervisor, a need to improve internal pay equity with other related jobs or a significant change in the external job market. Salary Adjustment for Job Reclassification If the job is reclassified upward due to a significant and sustained increase in assigned job duties and responsibilities, the reclassification will be treated as a promotion. Refer to procedures on promotion increases. If the job is reclassified due to a change in the external job market, special equity adjustments may be made at the direction of the Superintendent or designee. Refer to procedures on individual equity adjustments. If the job is reclassified downward due to a decrease in duties and responsibilities assigned, the employee s pay may be reduced at the direction of the Superintendent or designee. In this case, the reclassification will be treated as a demotion. Refer to procedures on pay adjustments for demotion. Classification of New Positions New positions must have a written job description. The Human Resources department will recommend to the Superintendent or designee the pay grade classification of new positions based on the job description and consultation with the job supervisor. New positions must be classified in the compensation plan prior to hiring a new employee. BASE PAY FOR EXEMPT AND NONEXEMPT EMPLOYEES Classification of Positions as an Exempt or Nonexempt All jobs will be classified as exempt or nonexempt in accordance with the requirements of the Federal Fair Labor Standards Act (FLSA). The Human Resources department will determine the classification of 6

each position based on a description of assigned job duties and the method of compensation. In order to be exempt, the employee s primary duties must fall under one of three types of exemptions: executive, administrative or professional, as defined under the FLSA, and the employees must be compensated on a salary basis. All employees who do not meet the legal requirements for exemption are classified as nonexempt. Basis of Pay for Exempt Employees Exempt employees are paid on a salary basis for the number of months in their annual employment period. Payment on a salary basis means that employees are paid a fixed sum for the job regardless of the days or hours actually worked each week. Annual salaries may be adjusted for different duty assignments but salaried employees are not entitled to pay on a daily or hourly basis. Exempt employees do not receive overtime compensation. Basis of Pay for Nonexempt Employees Nonexempt employees are paid on an hourly wage basis for all hours worked each week. Employees who are nonexempt will receive overtime compensation. Prorating Pay for Reduced Work Year Wages may be adjusted proportionally for employees who work less than full-time or less than a full year. Payroll Period Employees will receive bank or pay card deposits according to the District s payroll schedule. Most employees who work less than twelve months will have their annual compensation prorated over a twelve-month calendar period to provide year-round income. Deposits will not be released to any person other than the District employee named on the account without written authorization. OVERTIME COMPENSATION Overtime Defined Nonexempt employees who work in excess of 40 hours within the defined JISD workweek are subject to overtime regulations in accordance with FLSA. For specific information regarding the computation of overtime at a premium or standard rate, or compensatory time in lieu of monies, refer to Administrative Policy. An employee s regular work schedule may be adjusted during the week to limit or eliminate overtime. The District s workweek begins at 12:00 AM on Saturday and ends at 11:59 PM on Friday. Overtime must be paid or accrued as compensatory time. Time Records Weekly time records will be maintained on all nonexempt personnel in a manner approved by the District. Records will indicate all hours worked each week, including compensatory time earned and used. Weekly time records must be verified by the supervisor and submitted to payroll on designated dates. Official weekly time records shall be maintained in the central payroll office for all nonexempt personnel. All payroll records, including time records, shall be maintained for a period of seven years and shall be made available for inspection by government authorities on request. Failure to maintain accurate records of hours worked may result in disciplinary actions. 7

Authorization of Overtime A supervisor must approve all overtime worked in advance. Supervisors are responsible for preventing unauthorized overtime. Employees who work unauthorized overtime may be subject to disciplinary action. Supervisors of nonexempt employees must ensure that employees understand how they will be compensated for overtime (compensatory time off or pay) prior to the employee working overtime hours. Overtime pay requirements cannot be waived by voluntary agreement between the school District and the employee and the employee cannot donate overtime or agree to be paid at a reduced rate. Compensation for Overtime Compensation for overtime hours will be awarded at 1½ times the regular rate of pay after working a 40 hour week. Compensation may be given in compensatory time off or paid in the regularly scheduled paycheck. Use of Compensatory Time Employees who have accrued compensatory time must use that time before using other accrued leave, unless prior approval has been obtained from supervisor. GENERAL PAY INCREASES Eligibility for General Pay Increase Salaries and wages for employees will be reviewed annually for adjustment. General pay increases are given to employees to reward continued service to the District. Classroom teachers, nurses (RNs), librarians and counselors will be paid no less than their minimum monthly salary on the state salary schedule. Pay Increase Budget The Superintendent or designee will recommend a total budget amount for general pay increases as part of the annual budget process. Budget recommendations for general pay increases will be based on available revenue, changes in minimum pay laws, competitive job markets, and District compensation objectives. Employee pay increases will be based on the budget approval by the Board. General Pay Increase Calculation General pay increases will be calculated for each employee by applying a percent increase approved by the Board to the District midpoint in each employee s pay range. All employees who are in the same pay range associated with the same midpoint will receive the same pay increase. Each range has a midpoint. Example: Midpoint x Percent Increase = Pay Increase Pay range midpoint for pay grade 5 is $12.50 per hour Pay increase budget approved by the Board is 4.25% Hourly pay increase for all employees in pay grade 5 is $12.50 x.0425 = $.53 An hourly employee in pay grade 5 is earning $11.50 per hour Employee s new hourly wage is $11.50 + $.53 = $ 12.03 No employee s pay will be increased beyond the maximum of their assigned pay range unless the Board approves a special adjustment. Increases to employees who are at or above the maximum may be approved as an adjustment to base pay or as a lump sum payment. 8

Individual Equity Adjustments The Superintendent or designee may make special equity adjustments to an individual employee s compensation to correct identified internal or external pay equity problems. Equity adjustments are made only on an as-needed basis at the direction of the Superintendent or designee. Equity adjustments may be made to retain an employee who is at risk due to competitive pay problems; to correct an internal pay inequity; or to compensate an employee for a significant change in job responsibilities. Placement of New Employees Option A: Placement by Total Creditable Years of Service Hiring rates for classroom teachers, librarians, nurses (RNs); counselors; specialists and bus driver jobs will be based on total years of creditable experience as defined by state regulations when official service records are submitted. Salary schedules will be prepared annually to illustrate step placements by years of service. Salary schedules for these positions are subject to change each year and should not be used to predict future salaries. Salary schedules are used only for placement of new employees. The entry level maximum for new hires will be at year 25. Option B: Placement by Individual Job Qualifications Hiring rates for all jobs without specific hiring schedules will be determined individually on the basis of each person s work experiences and qualifications that are directly related to the position. In addition to Human Resources, other department personnel may review job-related experience to determine if the experience is comparable. Hiring rates are also sensitive to internal equity concerns of other employees in the same job. Compensation above the pay grade midpoint may be offered only for hard-to-fill positions with the approval of the Superintendent. Option C: Placement by Years of Job Experience Hiring rates for teacher assistant; clerical/technical/paraprofessional; bus monitor; child nutrition workers; custodians and manual trades will be based on years of job-related experience of comparable service according to annual prepared pay schedules based on District needs. The Human Resources department will determine the credit given for job-related experience. Compensation above the pay grade midpoint may be offered only for hard-to-fill positions with the approval of the Superintendent. Option D: Placement at Minimum of the Pay Grade New employees in certain annually determined jobs will be placed at the minimum of the pay grade. Placement above the minimum is permissible only for an exceptional candidate in a hard-to-fill position. New hires will be placed above the job-control rate. Exceptions to this procedure require approval from the Superintendent. PROMOTION INCREASES Promotion Defined A promotion occurs when an employee is assigned to a different job in a higher pay range, that is, one with a higher midpoint. Pay adjustments for promotions will begin with the effective date of the new assignment. If an employee moves to a different job in a different pay structure (example: from auxiliary to professional group), the pay adjustment will be treated as placement of a new employee. Promotion Increase A promotion increase is based on an employee s current base pay rate less any stipends paid for supplemental duties. For exempt jobs, the daily salary rate is the base. For nonexempt jobs, hourly rate is the base rate. Consideration will be given to the pay of other employees in the same position. The 9

standard promotion increase may be reduced accordingly to maintain internal pay equity but no less than the minimum rate set above. No employee will be paid less than the minimum of the new pay range. DEMOTION Demotion Defined A demotion occurs when an employee is reassigned to a different job at a lower pay grade level. Demotions may be voluntary or involuntary. Position reclassification or general salary structure changes are not considered demotions. Pay Adjustments of Demotion A reduction in pay as a result of a demotion will be made at the discretion of the Superintendent or designee. When a pay reduction is made for a demotion, the employee s base pay rate will be reduced to the same relative position within the new pay range, typically measured as a ratio of the employee s salary to the range market rate. For example, if the employee s base pay was 110% of the market rate in the higher pay grade, that person s pay would be reduced to an equivalent of 110% of the market rate in the lower pay grade. Pay adjustments may also be made for a longer or shorter work year associated with the change in assignment. ADJUSTING PAY-GRADE STRUCTURES Review of Pay Ranges The Superintendent or designee will review pay-range structures annually and make adjustments as needed. Amount of Structure Adjustment Pay ranges should be adjusted by an equal percent factor. After the pay increase budget is established, the Superintendent or designee will determine the appropriate amount of adjustment pay-range structures in the District. Structure Adjustment Procedure When an increase for adjustment to the pay-range is approved, the adjustment will be applied to the midpoint rate of each pay grade. The minimum and maximum rates of each range will then be adjusted to preserve the structure. Adjustments to pay ranges should be made prior to the calculation of general pay increases. SUPPLEMENTAL PAY The Board will approve a schedule of stipends for extra duties. Exempt employees who are assigned supplemental duties that accrue extra pay will be compensated according to the District s schedule for extra duty stipends. A stipend is NOT a property right, and all stipends and supplements are reviewed and modified on an annual basis, and are dependent on available funding. Supplemental pay for educators to perform duties outside of the regular workday and or contract period will be in the amount of $25.00 per hour for teachers and $35 per hour for administrators, unless, the program under which the position is administered authorizes a different hourly or daily rate. Stipends paid are for extra duty and days required outside of the normal work day/calendar. Employees receiving a stipend will be required to submit a Stipend Verification Form to the district annually. An employee will be required to work until the 15th of the month to receive the full monthly amount. Should the employee exit prior to the 15th of the month they will only receive ½ of the monthly amount. Employees who accept a stipend assignment prior to the 15th of the month will receive the full monthly 10

amount, if the assignment is accepted after the 15th of the month they will receive ½ of the monthly amount. DIFFERENTIAL PAY Occasionally a position becomes vacant through resignations, retirement, leave of absence, or an extended employee absence. During these situations, the supervisor may find it necessary to delegate the responsibilities of that position to another employee for continued efficiency within the department or school campus. The employee delegated these responsibilities assumes these added responsibilities in addition to that employee s regular duties and responsibilities. In such situations, the employee s supervisor may request approval to award that employee differential pay for the period of time during which the employee performs these added responsibilities. An employee is eligible to receive differential pay only for the period of time during which the employee is assigned the responsibilities of another position in addition to the employee s existing responsibilities. The period of time may not exceed a period of sixty (60) working days except in unusual circumstances approved by the Executive Director of Human Resources. The rate of differential pay will be calculated by determining what the employee would earn if that employee had been assigned, (promoted, reclassified, demoted) to the vacant position. TEMPORARY EMPLOYMENT Personnel hired after May 1 st of each year shall be offered a Notice of Temporary Appointment for the remainder of that school year. These personnel shall only be employed on a temporary basis with no expectation of employment for the next school year. 11

STRUCTURE OF COMPENSATION PLAN 12

JISD 2014-15 Teacher/Nurse/Librarian Pay Scale Years Bachelor's Degree 0 $48,500.00 1 $48,550.00 2 $48,600.00 3 $48,650.00 4 $48,700.00 5 $48,750.00 6 $48,800.00 7 $48,850.00 8 $48,900.00 9 $49,250.00 10 $49,750.00 11 $50,100.00 12 $50,650.00 13 $50,825.00 14 $51,250.00 15 $51,700.00 16 $52,150.00 17 $52,550.00 18 $53,050.00 19 $53,750.00 20 $54,350.00 21 $55,250.00 22 $56,150.00 23 $56,750.00 24 $57,400.00 25 $58,150.00 26 $58,550.00 27 $59,050.00 28 $59,650.00 29 $60,350.00 30 $60,750.00 31 $61,250.00 32 $61,850.00 33 $62,050.00 34 $62,150.00 Schedule above is for entry-level base salary for Teachers, Nurses, Librarians It represents a 187 work day calendar and will be for the 2014-2015 school year ONLY Master s Degree will receive a $1,500.00 differential Any employee receiving in excess of the flat $1,500.00 master s differential will be grandfathered at current rate (applicable to persons employed during the 12-13 school year). The entry level maximum for new hires will be at year 25 Career ladder and other employee benefits are not included in this schedule 13

JISD 2014-15 Instructional Specialist Pay Scale Years Bachelor's Degree 3 $56,694.65 4 $56,752.41 5 $56,810.16 6 $56,867.91 7 $56,925.67 8 $56,983.42 9 $57,387.70 10 $57,965.24 11 $58,369.52 12 $59,004.81 13 $59,206.95 14 $59,697.86 15 $60,217.65 16 $60,737.43 17 $61,199.47 18 $61,777.01 19 $62,585.56 20 $63,278.61 21 $64,318.18 22 $65,357.75 23 $66,050.80 24 $66,801.60 25 $67,667.91 26 $68,129.95 27 $68,707.49 28 $69,400.53 29 $70,209.09 30 $70,671.12 31 $71,248.66 32 $71,941.71 33 $72,172.73 34 $72,288.24 This schedule includes a $500 adjustment for a Bachelor s Degree and a $1,500 for a Master s Degree Any employee earning more than the published 14-15 scale during the 12-13 school year will be grandfathered at current rate in addition to any approved increase. The schedule represents a 216 day work calendar and will be for the 2014-2015 school year ONLY The entry-level maximum for new hires will be at year 25 14

JISD 2014-15 Counselor Pay Scale Years Elementary 197 Days Secondary 207 Days High School 220 Days 3 $54,251.60 $56,853.21 $60,235.29 4 $54,304.28 $56,908.56 $60,294.12 5 $54,356.95 $56,963.90 $60,352.94 6 $54,409.63 $57,019.25 $60,411.76 7 $54,462.30 $57,074.60 $60,470.59 8 $54,514.97 $57,129.95 $60,529.41 9 $54,883.69 $57,517.38 $60,941.18 10 $55,410.43 $58,070.86 $61,529.41 11 $55,779.14 $58,458.29 $61,941.18 12 $56,358.56 $59,067.11 $62,588.24 13 $56,542.91 $59,260.83 $62,794.12 14 $56,990.64 $59,731.28 $63,294.12 15 $57,464.71 $60,229.41 $63,823.53 16 $57,938.77 $60,727.54 $64,352.94 17 $58,360.16 $61,170.32 $64,823.53 18 $58,886.90 $61,723.80 $65,411.76 19 $59,624.33 $62,498.66 $66,235.29 20 $60,256.42 $63,162.83 $66,941.18 21 $61,204.55 $64,159.09 $68,000.00 22 $62,152.67 $65,155.35 $69,058.82 23 $62,784.76 $65,819.52 $69,764.71 24 $63,469.52 $66,539.04 $70,529.41 25 $64,259.63 $67,369.25 $71,411.76 26 $64,681.02 $67,812.03 $71,882.35 27 $65,207.75 $68,365.51 $72,470.59 28 $65,839.84 $69,029.68 $73,176.47 29 $66,577.27 $69,804.55 $74,000.00 30 $66,998.66 $70,247.33 $74,470.59 31 $67,525.40 $70,800.80 $75,058.82 32 $68,157.49 $71,464.97 $75,764.71 33 $68,368.18 $71,686.36 $76,000.00 34 $68,473.53 $71,797.06 $76,117.65 Schedule above is for new hire counselors ONLY The entry-level maximum for new hires will be at year 25 The schedule will be for the 2014-2015 school year ONLY 15

JISD 2014-15 Bus Driver Pay Scale Years Amount 0 $12.66 1 $12.86 2 $13.05 3 $13.15 4 $13.30 5 $13.45 6 $13.66 7 $13.96 8 $14.25 9 $14.55 10 $14.78 11 $14.97 12 $15.17 13 $15.38 14 $15.58 15 $15.77 16 $15.97 17 $16.18 18 $16.37 19 $16.57 20 $16.77 21 $16.96 22 $17.15 23 $17.31 24 $17.49 25 $17.68 26 $17.84 27 $18.02 28 $18.19 29 $18.37 30 $18.55 31 $18.72 32 $18.89 33 $19.07 34 $19.25 SUBSTITUTE DRIVER RATE $12.00 PER HOUR 16

2014-2015 PROFESSIONAL EDUCATOR JOB CLASSIFICATION Pay Grade Low Mid High Extension Pending Funding (EPF) Positions - days vary 1 $203.22 $254.03 $304.83 Temporary Positions - days vary Assistant to the District Attendance Officer - 197 days 2 $218.52 $273.15 $327.78 Social Worker - 202 days 2 District Attendance Officer - 187 days 3 $234.91 $293.64 $352.37 Special Education Supervisor - 202 days 3 Education Diagnostician - 202 days 3 Program/Teacher Supervisor for Special Education - 216 days 3 School Counselor: (grandfathered, hired before July 2007) 3 ES - 197 days /MS & HS - 207 days /HS Lead - 220 3 Assistant Principal Sec Alt School - 207 days 4 $252.54 $315.66 $378.79 Data Research Instructional Specialist - 226 days 4 Director of Instructional Technology - 226 days 4 District Attendance Office Coordinator 213 days 4 Special Education Coordinator - 216 days 4 Student Support Services/Assessment Coordinator - 226 days 4 Professional Development K-12 Coordinator - 226 days 4 District Fine Arts Director 226 days 4 Licensed Specialist in School Psychology - 202 days 4 Speech Pathologist 187 days 4 Advanced Academic Coordinator - 216 days 5 $271.48 $339.34 $407.21 Asst Principal/Academic Dean: ES - 202 days /MS - 207 days /HS - 207 & 216 days 5 Bilingual Coordinator - 226 days 5 Instructional Materials Coordinator - 226 days 5 PreK-12 ESL Coordinator - 226 days 5 Response to Intervention Coordinator - 226 days 5 Lead Coordinator for Special Education - 226 days 5 LPAC Coordinator 216 days 5 Assistant Special Education Director 226 days 5 17

2014-2015 PROFESSIONAL EDUCATOR JOB CLASSIFICATION Pay Grade Low Mid High Athletic Coordinator/Head Football Coach - 226 days 6 $291.82 $364.77 $437.74 Director of Human Resources - 226 days 6 Alternative School Principal - 216 days 6 Federal Programs/Grants Administrator - 226 days 6 Principal - Judson Learning Academy - 216 days 6 Supervising Licensed Specialist in School Psychology - 226 days 6 Athletic Director/Men s Program - 226 days 7 $313.72 $392.15 $470.58 Athletic Director/Women s Program - 226 days 7 Deputy Principal - 226 days 7 Pupil Services Director - 226 days 7 Director of Career Technology Education - 226 days 7 Director of Guidance and Counseling - 226 days 7 Director of K-12 Curriculum and Instruction - 226 days 7 Special Education Director - 226 days 7 Chief Technology Officer - 226 days 8 $337.26 $421.58 $505.88 Executive Director of Human Resources - 226 days 8 Executive Director of Operations - 226 days 8 Executive Director of Student Support Services - 226 days 8 Principals: ES - 216 days /MS - 216 days /HS - 226 days 8 STEM Academy Director 216 days 8 Associate Superintendent Curriculum and Instruction - 226 days 9 $362.56 $453.20 $543.84 Assistant Superintendent of Schools - 226 days 9 Chief Financial Officer - 226 days 9 18

2014-2015 PROFESSIONAL OPERATIONS JOB CLASSIFICATION Pay Grade Low Mid High Extension Pending Funding (EPF) Positions - days vary 1 $132.98 $166.22 $199.47 Temporary Positions - days vary Adult & Community Education Coordinator - 220 days 2 $156.45 $195.56 $234.68 Draftsman (CAD) Operator - 226 days 2 Drill Instructor - 187 days 2 Dropout Recovery Specialists - 197 days 2 Lead Computer Technician - 226 days 2 Network Technician I - 226 days 2 Performing Arts Center (PAC) Manager - 216 days 2 Secretary to the Board of Trustees - 226 days 2 Systems Administrator (Technology) - 226 days 2 Special Systems Administrator - 226 days 2 Telecommunications Technician - 230 days 2 Accounts Payable Supervisor - 226 days 3 $179.93 $224.91 $269.89 Child Nutrition Supervisor - 210 days 3 Child Nutrition Systems Support Specialist - 226 days 3 Assistant Supervisor of Custodial Services- 240 days 3 Executive Asst to the Superintendent - 226 days 3 Network Technician II - 226 days 3 PEIMS/Student Records Coordinator - 226 days 3 Multi Media Specialist - 210 days 3 Attendance Officer 187 days 3 Accountant II - 226 days 4 $206.91 $258.63 $310.36 Child Nutrition Accountant - 226 days 4 Child Nutrition Asst Director/Dietician - 226 days 4 Custodial Supervisor - 240 days 4 Construction Project Manager - 226 days 4 Maintenance Supervisor - 250 days 4 Applications Engineer - 226 days 4 19

2014-2015 PROFESSIONAL OPERATIONS JOB CLASSIFICATION Pay Grade Low Mid High Business Partnership Coordinator - 216 days 5 $237.94 $297.42 $356.91 Coordinator of Business Applications - 226 days 5 Systems Engineer - 226 days 5 Database Administrator - 226 days 5 Director of Desktop Services - 226 days 5 Programmer/Web Applications Developer - 226 days 5 Tax Assessor/Collector - 226 days 5 Webmaster - 226 days 5 Chief of Police - 226 days 6 $273.27 $341.59 $409.91 Director of Accounting - 226 days 6 Director of Child Nutrition - 226 days 6 Director of Data Services - 226 days 6 Director of Facility and Planning - 226 days 6 Director of Maintenance - 226 days 6 Director of Network Services - 226 days 6 Director of Purchasing - 226 days 6 Director of Public Information - 226 days 6 Director of Transportation - 226 days 6 Energy Manager - 226 days 6 Technology Applications Trainer - 226 days 6 20

2014-2015 CLERICAL TECHNICAL JOB CLASSIFICATION Pay Grade Low Mid Max Extension Pending Funding (EPF) Positions - days vary 1 $8.50 $10.62 $12.74 Temporary Positions - days vary Alternative School Aide - 185 days 2 $9.16 $11.45 $13.74 Alt School Receptionist/Clerical - 185 days 2 Cafeteria Clerk - 182 days 2 Elementary Receptionist - 185 days 2 Elementary Supervision/Clerical Aide - 177 days 2 Hall Monitor - 185 days 2 Library Processing Clerk - 226 days 2 Mailroom Clerk - 226 days 2 Office Clerical Support - 193 days 2 Secondary Attendance Aide - 185 days 2 Secondary Clerical Aide - 185 days 2 Receptionist MS - 193 days 2 Study Hall Monitor - 185 days 2 Textbook Clerk - 210 days 2 Receptionist HS - 226 days 2 Accounting Clerk I - 226 days 3 $9.87 $12.33 $14.80 Administrative Assistant/Receptionist (HS) - 226 days 3 Adventure Club Clerk - 202 days 3 Alternative School PEIMS/ISS Aide - 185 days 3 Attendance Clerk HS - 193 days 3 Bilingual Aide - 185 days 3 Classroom Instructional Aide - 185 days 3 ELL Clerk - 197 days 3 Data Entry Clerk/High School - 190 days 3 Data Processing Clerk/JSAS - 185 days 3 Data Processing Clerk-Police Dept. - 226 days 3 District Attendance Officer Clerk - 185 days 3 District Library Processing Clerk - 226 days 3 District Office/ERC Receptionist - 226 days 3 Elementary PEIMS Clerk - 205 days 3 Health ES/Health/Clerical Aide MS/HS/JECA - 185 days 3 In-School-Suspension ES/ISS/Clerical MS - 185 days 3 21

2014-2015 CLERICAL TECHNICAL JOB CLASSIFICATION Pay Grade Low Mid Max Intake Officer/Parent Education Program - 192 days 3 $9.87 $12.33 $14.80 Instructional/Clerical Aide - 185 days 3 Office Clerical/Campus Exceeding 800 Students-193 days 3 Physical Education Aide - 185 days 3 Pre-Kindergarten Aide - 185 days 3 Purchasing Clerk - 226 days 3 SERS Clerk - 197 days 3 Student Services Secretary (HS) - 185 days 3 Title 1 Aide - 185 days 3 Transportation Data Proc. Clerk/Receptionist - 226 days Parent Student Liaison 187 days Adult Education Clerical Aide - 226 days 4 $10.62 $13.28 $15.93 At-Risk Clerk - 185 days 4 Bilingual/ESL Secretary - 216 days 4 Career Center Clerk - 185 days 4 Child Care Center Aide/Wagner HS - 185 days 4 District Office Data Entry Clerk - 226 days 4 Dyslexia Aide - 185 days 4 General Athletic Secretary - 195 days 4 Attendance/ PEIMS Clerk - 193 days 4 JECA Receptionist/Attendance Clerk - 210 days 4 Payroll Clerk I - 226 days 4 Registrar/Data Processor JLA - 187 days 4 Secretary to Asst Principal/Discipline - 193 days 4 SE Appraisal Clerk - 216 days 4 SE Dept. Assistant - 185 days 4 SE Instructional Asst - 185 days 4 SE Visual Impairment Assistant - 185 days 4 SE Vocational Trainer - 185 days 4 Study/Social Skills Aide - 185 days 4 Technology Aide - 185 days 4 3 3 Adventure Club Liaison Supervisor - 226 days 5 $11.47 $14.34 $17.21 Alternative School Data Processing Clerk - 185 days Federal Program-Grants Admin Sec - 226 days 22

2014-2015 CLERICAL TECHNICAL JOB CLASSIFICATION Pay Grade Low Mid Max Adventure Club Liaison Supervisor - 226 days 5 $11.47 $14.34 $17.21 Alternative School Data Processing Clerk - 185 days 5 Federal Program-Grants Admin Sec - 226 days 5 Child Care Center Specialist/Wagner HS - 185 days 5 Child Nutrition Data Entry Clerk - 190 days 5 Data Research Assessment Clerk - 206 days 5 Employee Services Secretary - 226 days 5 High School Data Processing Clerk - 190 days 5 HR App Clerk/Tech - Professional Staff - 226 days 5 HR App Clerk/Tech - Auxiliary Staff - 226 days 5 HR App Clerk/Tech- Employee Services 226 days 5 HR App Clerk/ Tech- Records Management 226 days 5 PEIMS Secretary - 210 days 5 Professional Development Eduphoria Sys Mgr. - 226 days 5 Secondary Counseling Secretary - MS/202; HS/206 5 Secondary Data Processing Clerk - 210 days 5 JECA Computer Lab Manager - 193 days 5 Tax Clerk I - 226 days 5 Testing Materials Handler/504 Vento - 226 days 5 Testing Clerk - 226 days 5 Transportation Field Trip Clerk - 226 days 5 Transportation Data Mgmt. Processor - 226 days 5 Transportation Data Processing Clerk - 226 days 5 Secretary Coordinator of Judson Evening HS - 190 days 5 Accounting Clerk II - 226 days 6 $12.34 $15.42 $18.51 Athletics Secretary - 226 days 6 Bond Secretary 226 days 6 Child Nutrition Bookkeeper - 226 days 6 Child Nutrition Secretary - 226 days 6 Computer Technician I - 226 days 6 Elementary Curriculum Secretary I 6 ELL Compliance Data Processor/Clerk - 226 days 6 HR AESOP Operator - 226 days 6 JLA Secretary - 202 days 6 23

2014-2015 CLERICAL TECHNICAL JOB CLASSIFICATION Pay Grade Low Mid Max Maintenance Dept. Secretary - 226 days 6 $12.34 $15.42 $18.51 Maintenance Dept. Specialist - 240 days 6 Payroll Clerk II - 226 days 6 Pupil Services Director Secretary - 226 days 6 Purchasing Secretary - 226 days 6 Secretary to Chief of Police - 226 days 6 Tax Clerk II - 226 days 6 Technology Software Applications Trainer - 226 days 6 Transportation Secretary - 226 days 6 Campus Budget/SAF Manager (HS) - 226 days 7 $13.30 $16.62 $19.94 Chief Technology Officers Secretary - 226 days 7 Data Manager/JECA - 226 days 7 HS Student Data Manager - 226 days 7 Assistant Principal 7 ES/210 days; MS/216 days; HS/JECA/226 days 7 Public Information Secretary - 226 days 7 Secondary Alternative School Secretary - 216 days 7 Secretary to Career & Technology - 226 days 7 Secretary to K-12 Curriculum Director - 226 days 7 Special Education Secretary - 226 days 7 Technology Dept. Data Specialist - 226 days 7 Technology/PEIMS Data Specialist/Trainer - 226 days 7 Secretary-Guidance & Counseling/ Advanced 7 Academics/Dyslexia 216 days 7 Computer Technician II - 230 days 8 $14.33 $17.91 $21.50 Payroll Assistant Manager - 226 days 8 Tax Office Bookkeeper - 226 days 8 HR Certification Specialist - 226 days 9 $15.44 $19.30 $23.15 Chief Financial Officer Secretary - 226 days 9 Employee Services Program Specialist - 226 days 9 HR Employee Benefits /Services Specialist - 226 days 9 HR Auxiliary Employee Specialist - 226 days 9 Purchasing Buyer - 226 days 9 Sec to Assoc. Supt for Curr. & Instruction - 226 days 9 24

2014-2015 CLERICAL TECHNICAL JOB CLASSIFICATION Pay Grade Low Mid Max Sec to Asst. Supt for Secondary Schools - 226 days 9 $15.44 $19.30 $23.15 Sec to Executive Director of Operations - 226 days 9 Sec to Executive Director of Student Services - 226 days 9 Sec to Executive Director of Human Resources - 226 days 9 Computer Technician III - 226 days 10 $16.61 $20.78 $24.93 Help Desk Technician - 226 days 10 Licensed Vocational Nurse (LVN) 10 25

2014-2015 MANUAL TRADES JOB CLASSIFICATION Pay Grade Low Mid Max Concessions Substitutes - days vary 1 $7.62 $9.54 $11.44 Temporary Positions - days vary 1 Child Nutrition Substitutes 1 $7.50 Bus Monitors - 187 days 2 $8.50 $10.62 $12.74 Child Nutrition General Worker: ES/190 days; MS & HS/190 days 2 Floating Child Nutrition General Worker - 190 days 2 Athletic/District Groundskeeper - 260 days 3 $9.48 $11.85 $14.21 Child Nutrition Driver/Server - 190 days 3 Custodian - 260 days 3 District Distribution Drivers A & B - 226 days 3 Floating Custodian - 260 days 3 Materials Expeditor - 260 days 3 P.D. Clerical/Data Entry/Dispatcher Clerk - 226 days 3 Concessions Assistant - 198 days 4 $10.56 $13.19 $15.84 Secondary Assistant Head Custodian - 260 days 4 Warehouseman I Child Nutrition - 260 days 4 Cafeteria Manager I - 192 days 5 $11.78 $14.73 $17.67 Cafeteria Manager II Elem/Alt. School - 193 days 5 Cafeteria Manager I JECA - 193 days 5 *additional.75/hour for Elementary Production Kitchens Carpenter - 260 days 5 Carpenter/Masonry - 260 days 5 Carpenter/Roofer - 260 days 5 Child Nutrition Production Coordinator - 197 days 5 Child Nutrition Trainer - 193 days 5 Elementary Cafeteria Manager I - 191 days 5 Elementary Head Custodian - 260 days 5 Energy Mgmt. Assistant Technician - 260 days 5 Equipment Operator/Grounds - 260 days 5 Equipment Repairman Assistant - 240 5 Field Trip Processing Clerk-Transportation - 226 days 5 Floating Cafeteria Manager - 191 days 5 Grounds & Equipment Operations - 260 days 5 Hardware Repair/Keys - 260 days 5 26

2014-2015 MANUAL TRADES JOB CLASSIFICATION Pay Grade Low Mid Max HVAC Filter-Water Treatment - 260 days 5 $11.78 $14.73 $17.67 Head Custodian JECA - 260 days 5 Lead Grounds District/Athletics/Landscaping - 260 days 5 Mechanic - 260 days 5 Painter - 260 days 5 Secondary Assistant Cafeteria Manager - 193 days 5 Central Kitchen Asst Production Manager - 193 days 5 Snack Bar Manager - 190 days 5 Warehouseman 260 days 5 Automated Bus Routing Specialist 1-226 days 6 $13.14 $16.43 $19.71 Cafeteria Manager III - 193 days 6 Central Kitchen Production Manager - 193 days 6 *additional.75/hour for HS serving 2000+ students 6 Central Kitchen Production Coordinator 193 6 Child Nutrition Warehouse Supervisor - 240 days 6 Child Nutrition Functions Coordinator - 204 days 6 HVAC Mechanic - 260 days 6 Maintenance Cabinet Maker - 260 days 6 MS Head Custodian (6+ employees) - 260 days 6 Transportation Route Coordinator - 226 days 6 Transportation Training Specialist I - 226 days 6 Transportation Trainer/Stud Mgmt. Specialist - 226 days 6 Warehouse Supervisor - 240 days 6 Automated Bus Routing Specialist II 7 $14.66 $18.31 $21.98 Bus Routing Specialist II - 226 days 7 Child Nutrition Procurement Agent - 226 days 7 Fleet Mechanic - 260 days 7 Head Custodian (10+ employees) - 260 days 7 Irrigation Technician - 260 days 7 Lead HVAC Filter Water Treatment - 260 days 7 Pest Control Specialist - 260 days 7 Procurement Agent - CN/226 days; MT/260 days 7 Transportation Master Mechanic - 260 days 7 Transportation Training Specialist II - 226 days 7 Assistant Shop Foreman - 260 days 8 $16.33 $20.40 $24.48 Equipment Repairman - Child Nutrition - 240 days 8 27

2014-2013 MANUAL TRADES JOB CLASSIFICATION Pay Grade HVAC Technician - 260 days 8 Journeyman Electrician - 260 days 8 Lead Carpenter - 260 days 8 Plumber - 260 days 8 Welder - 260 days 8 Low Mid Max Electronics Technician/Fire Alarm - 260 days 9 $18.20 $22.75 $27.31 Master Electrician - 260 days 9 Lead HVAC Technician - 260 days 9 Master Mechanic (Heating, Ventilation & A/C) - 260 days 9 Master Plumber - 260 days 9 Police Officer - 226 days 9 Transportation Shop Foreman - 260 days 9 Plumbers and Electricians with a state licensure will be paid an additional $1.00 per hour 28

SUBSTITUTES & STIPENDS Stipends paid are for extra duty and days required outside of the normal work day/calendar. Employees receiving a stipend will be required to submit a Stipend Verification Form to the district annually. An employee will be required to work until the 15 th of the month to receive the full monthly amount. Should the employee exit prior to the 15 th of the month they will only receive ½ of the monthly amount. Employees who accept a stipend assignment prior to the 15 th of the month will receive the full monthly amount, if the assignment is accepted after the 15 th of the month they will receive ½ of the monthly amount. 29

2014-2015 SUBSTITUTE RATES Substitute Rates Substitutes are compensated with the rate of pay as follows: Substitute Non-Degreed: (High School Diploma or GED) $ 65.00 per day Substitute 60+ College Hours: (60+ accredited college hours or Degree) $ 75.00 per day Substitute Certified Teacher: (Valid certification from Texas or other state) $ 85.00 per day Long Term Substitute Rates Substitutes in the same assignment (assignment must be for a teacher in a classroom) for more than 10 consecutive days are eligible for additional pay starting on the 11 th day when the campus administrator submits the completed Long Term Substitute Form to the Executive Director of Human Resources. The rate of pay is as follows: Substitute Non-Degreed: (High School Diploma or GED) $ 75.00 per day Substitute 60+ College Hours: (60+ accredited college hours or Degree) $ 95.00 per day Substitute Certified Teacher: (Valid certification from Texas or other state) $ 105.00 per day Administrator Substitute Rates Certified administrators in an administrator substitute assignment are eligible for the following rates: Certified Administrator: (Valid Texas Certificate) Long Term Substitute Rate for Certified Administrator: (Valid Texas Certificate) $ 210.00 per day $ 235.00 per day Counselor Substitute Rates Certified counselors in a counselor substitute assignment are eligible for the following rates: Certified Counselor: (Valid Texas Certificate) Long Term Substitute Rate for Certified Counselor: (Valid Texas Certificate) $ 135.00 per day $ 160.00 per day 30

Position 2014-2015 STIPEND LISTS ATHLETICS Stipend Amount Position Stipend Amount ADMINISTRATIVE SOCCER Athletic Coordinator $ 8,400 Head Coach $ 5,300 Asst Coordinator $ 2,500 Asst. Coach $ 3,100 College Coordinator $ 1,800 Head Coach - MS $ 3,100 Equipment Coordinator (FB only) $ 1,800 Asst. Coach MS $ 1,000 Video Coordinator (FB only) $ 1,800 SWIM Off Season (FB only) $ 1,800 Head Coach $ 5,820 Trainer $ 5,600 VOLLEYBALL Asst Trainer $ 4,750 Head Coach $ 6,420 Asst Coach $ 5,020 FOOTBALL Head Coach* $ 9,360 WRESTLING Asst Head Coach $ 9,260 Head Coach $ 5,300 1 st Asst Coach $ 8,760 Asst Coach $ 1,800 2 nd Asst Coach $ 6,860 *If the position is held by the Athletic Coor., maximum received is $5200.00 MIDDLE SCHOOL BASEBALL/SOFTBALL Athletic Coordinator - MS $ 3,100 Head Coach $ 5,300 Asst Coordinator $ 1,550 Asst Coach $ 3,100 Head Coach $ 2,550 Asst Coach $ 1,000 BASKETBALL Tennis $ 1,000 $ 8,050 *Athletic Coor., is only eligible to receive 1Head Asst Coach $ 3,200 Coach Stipend and 2 Asst. Coach stipends in GOLF addition to the Coordinator stipend. Head Coach $ 4,800 TENNIS Head Coach $ 6,100 Asst Coach $ 3,820 TRACK Head Coach $ 5,300 Asst Coach $ 3,100 Cross Country $ 4,400 31

2014-2015 STIPEND LISTS CAMPUS Position Amount Position Amount AGRICULTURE DISTRICT Lead Teacher $ 11,640 Bilingual $ 1,500 Ag Teacher $ 6,700 Doctorate $ 1,500 *Doctorate degree must be from a College or University CHEER Spirit Activities Facilitator $ 3,500 whose Accrediting Agency is recognized by the Texas Education Agency (TEA) with an original transcript that has been submitted/ retained in the Human Resources office. High School Health Services Facilitator $ 1,500 Cheer Sponsor HS $ 7,400 Jumbotron Coordinator $ 5,000 Asst. Cheer Sponsor HS $ 5,100 Jumbotron Assistant $ 2,500 Dance Team Sponsor $ 3,500 Secondary Math $ 1,000 Drill Team Sponsor HS $ 3,500 Secondary Science $ 500 Pep Squad HS $ 3,500 Police Lieutenant $ 1,500 Asst. Pep Squad HS $ 600 Police Sergeant $ 750 Middle School Police Corporal $ 500 Cheer Sponsor MS $ 600 FINE ARTS Pep Squad MS* $ 250 Fine Arts Facilitator $ 3,500 Band Director HS $ 13,830 CTE* Asst. Band Director HS $ 9,480 CTE - Automotive Lab $ 780 Color Guard $ 1,500 CTE - Career Prep $ 2,600 Orchestra HS $ 2,000 CTE - Childcare Center $ 1,300 Choir Director HS $ 5,060 CTE - Computer Lab $ 780 Asst. Choir Director HS $ 3,560 CTE - Culinary Lab $ 780 Band Director MS $ 6,900 CTE - Health Internship $ 2,600 Asst. Band Director MS $ 5,400 CTE - Health Lab $ 780 Orchestra Director MS $ 1,500 CTE - Media Lab $ 780 Choir Director MS $ 1,500 CTE - Trades Lab $ 780 CTE Stipends are funded exclusively through CTE monies. FEDERAL PROGRAMS DEPARTMENT CHAIR DODEA GRANT $ 1,000 HIGH SCHOOL KHMS/ OE/ SE/ RME/ CE 8 + teachers $ 1,500 4-7 teachers $ 1,000 JROTC 1-3 teachers $ 750 JROTC $ 7,540 Middle School 8 + teachers $ 1,000 4-7 teachers $ 750 1-3 teachers $ 500 32

SPECIAL EDUCATION - INSTRUCTIONAL & HIGH SCHOOL MISCELLANEOUS RELATED SERVICES AP Honors $ 900 Adaptive PE - Head Coach $ 3,000 Class Sponsor *11th & 12th grades $ 1,000 Adaptive PE - Asst. Coach $ 1,500 Computer Science Club $ 700 Auditory Impaired $ 2,000 Destination Imagination $ 1,000 Autism $ 1,000 FHA $ 500 BAC/ Life Skills $ 1,000 French Club $ 500 CoTeach/ Inclusion $ 500 German Club $ 500 Department Chair HS $ 1,500 IB $ 1,500 Department Chair - MS $ 1,000 Occupational/ Physical Asst. IB $ 500 Therapist - Assistant w/ $ 1,000 degree Occupational/ Physical Therapist - Assistant w/o $ 500 National Honor Society $ 500 degree Newspaper $ 600 Occupational/ Physical Therapist - Bachelors $ 2,000 Photographer* $ 500 Occupational/ Physical Therapist - Master's $ 3,000 Spanish Club $ 500 PPCD $ 1,000 Student Council $ 600 Resource $ 500 Yearbook $ 600 Social Worker (SPED) $ 1,000 MIDDLE SCHOOL MISCELLANEOUS Special Olympics Coach $ 700 Destination Imagination $ 1,000 Special Olympics Coach - Assistant $ 500 National Junior Honor Speech Pathologist - $ 300 Society Assistant $ 3,000 Newspaper $ 400 Visually Impaired $ 2,000 Photographer* $ 500 Public Relations* $ 125 UIL Student Council $ 250 Campus Coordinator HS $ 1,700 Campus Coordinator MS $ 600 SPECIAL EDUCATION ADMINISTRATION Events Coordinator - Lead $ 3,500 15+ students $ 700 Diagnostician $ 1,000 10-14 students $ 500 LSSP $ 2,000 1-9 students $ 250 LSSP - Supervisor $ 1,500 *Limit 3 events per teacher (unless Speech Pathologist - Lead $ 4,000 campus cannot find alternate teacher - HR approval required). All events must be on UIL list of approved events. Teacher must submit Stipend Verification Form to be paid *Approved Schools Only 33