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For Teachers

Performance Pay

Current Contract Language

A. Salary

1. 2000-2001 Compensation. Teachers covered by this Agreement shall be paid as provided in this Article effective July 1, 2000. All teachers will be paid a base salary computed as provided in Section XIV.A.2. of this Article. In addition, teachers will qualify for additional pay, more fully described in subsequent the subsections of this:

• Group Incentive
• Responsibility Pay
• Outstanding Teacher
• Skill Blocks

The District will report to the Union annually regarding the funds applied to each of these programs. Whenever in this article reference is made to the Performance Pay Plan for Teachers, such reference is to the latest revision of such plan.

Teachers will continue to receive salary increases for additional educational attainment as under the previous salary schedule. However the computation will be as determined by the formula set forth in this section. Evaluation advancement contingent on a determination that the teacher is proficient (satisfactory), replaces the previous experience step increase plan. A teacher rated as unsatisfactory will not be entitled to an evaluation level advancement, market increase (increase related to a base pay increase), or a knowledge level increase for the year for which he/she was rated unsatisfactory.

2. Base Salary Formula. For the 2000-2001 school year, a teacher's compensation will be calculated using the values for base salary and the value of evaluation advancement at each corresponding level as set forth in the following tables of revised salary formula values:

a) The Hybrid Formula:

Teacher Salary = BASE x (1 +K I ) + E C (E V)

BASE = District Base Salary, $27,452 for 2000-2001

K_I = Percentage increase for Knowledge Levels, .03 for 2000-2001
K_L = A Teacher's Knowledge Level (See Table)
E_C = A Teacher's current Evaluation Level (Subject to limits shown on Table)
E_V = The Knowledge Level's Evaluation Value See Table

b) Knowledge Level. Each teacher will be assigned to a knowledge level based on the number of semester hours, or their equivalent, attained by the teacher and recognized by the District in accordance with the knowledge level placement provisions of this Agreement. Effective July 1, 1997, knowledge levels are determined by semester hours. Previous District records were compiled on a quarter-hour basis, and those levels will now be recognized on a semester hour basis as described in the Salary Determination Table that follows.

c) Evaluation Level. A teacher's base salary shall be determined by multiplying the negotiated base salary of $27,452 by (1+.03) raised to the power represented by the knowledge level factor identified on the Salary Determination Table which corresponds to the semester hours of knowledge attained by the teacher. To this product, will be added an amount equal to the product of the evaluation level - the teacher previously attained, not to exceed the maximum evaluation level applicable to the semester hour knowledge attained, multiplied by the value of the evaluation advancement at that level. See Salary Determination Table. Teachers new to the District without experience recognized under Section XIV.A.7. of this Article will be at Evaluation Level "O."

d) Evaluation Advancement After Fall, 1994. After knowledge and evaluation placements are determined for the Summer and Fall of 1994, any further advancement in evaluation level will occur annually for teachers who have worked 90 or more days of the school year, and who have been rated at least "proficient" on the teacher evaluation administered through the District Teacher Plan, which includes the formal summative evaluation every three years and the professional growth plans in intervening years. Limits on knowledge level BA+36 (Semester Hours)

2000-2001 Salary Determination Table
 

Notes:
1. Only teachers who are on the BA-54 (quarter hour) level of the 1993-94 schedule are eligible to be paid at the BA-36 (semester hour) knowledge level.
2. Semester hours totals are 2/3 of quarter hour totals.

3. Effective September 1, 1991, the contract between the parties provided that no District employee could be placed on the BA+54 (quarter hour) lane of the then-current District salary schedule. However, employees who had attained that level prior to that date could continue to move through the lane, as long as they were continuously employed by the District. In order to continue to recognize that commitment, teachers who achieved placement on the BA+54 (quarter hour) lane of the 93-94 salary schedule will be paid on the basis of an attained knowledge level of BA+36 semester hours, which represents knowledge level factor 3 on the Salary Determination Table above. No new teachers hired in the District may attain this level.

4. Probationary Teachers. Teachers who are probation teachers employed by the District on and after July 1, 2000 and who hold a Bachelor's Degree, will be paid 98.4% of the base salary computed in Section XIV.B. above. Probationary teachers who hold a Master's or a Doctorate Degree will be paid 97.4% of the base salary calculated above. Upon attaining regular teacher status in the District, these employees will be paid the full amount determined by the formula indicated above.

5. Longevity Pay. Effective July 1, 2000, in addition to the base compensation provided by the above formula, beginning their 15th, 20th, 25th, and 30th years of successful teaching experience recognized by the Douglas County Schools as determined by the teacher's placement in the District salary formula, the teacher will receive an additional annual bonus of $750.00.

6. Special Assignment Pay.

a) Secondary School Activities. Effective July 1, 2000, teachers who are assigned special duties will be compensated for performing such assignment according to Schedule A, attached. The amounts on Schedule A are 4.% greater than the amounts in effect for the 1999-2000 school year.

b) Elementary Co-Curricular Pay. The District will fund elementary co-curricular activities at the rate of $4.75 per student per year. Student numbers will be determined as of October 1 student count day. Each elementary school's budget for co-curricular pay shall be administered by a Co-Curricular Committee composed of two (2) administrators, two (2) teachers selected by the Union from among the teachers assigned to the building, and two (2) parents selected by the administrator and teacher members of the committee. All monetary requests from co-curricular sponsors shall be made to the committee whose decisions shall be final and not subject to the grievance procedure.

c) Site-Based Responsibility Pay.

(1) Process For Determining Responsibility Pay. School building certified staff shall develop a process and the criteria by which responsibility pay will be distributed. Each process shall adhere to the following standards:

(a) The process shall be jointly developed by building staff and administration.

(b) The process shall outline how decisions will be made regarding those responsibilities that will be compensated and how monetary compensation will be allocated. These decisions shall be made no later than the eighth (8th) week after the school year has commenced.

(c) Decisions regarding the approved responsibilities and monetary compensation shall be disclosed to the entire staff prior to the assignment of duties.

(d) Monies allocated to each building under this section will be spent solely for the purpose of responsibility pay.

(e) Allocation of available monetary compensation and opportunities for participation in the program shall be equitable and voluntary.

(f) It is understood that all teachers make contributions and assume responsibilities beyond classroom instruction and job description. It is not the intention of the responsibility pay component to compensate for all of them.

(g) Guidelines. Responsibility pay will be considered in the following situations, but not limited to these:

• Beyond the scope of the typical job description;
• Committee work;
• Curriculum work;
• Ongoing commitment;
• Positively impacts/affects students;
• Mentor role for colleagues;
• Draws upon professional skills and knowledge;
• Additional responsibility during the school day.

(2) Problem Resolution Process. It is the intent of the Board and the Union that responsibility pay decisions be made collaboratively at the building level. Accordingly, teachers and building administrators should work cooperatively with each other to resolve problems in the implementation of this section. The Union and the Department of Human Resources may assist buildings to develop processes to resolve problems if requested. Neither the Union nor the District should substitute its judgment for decisions made at the building level.

(3) Funding. The District will provide each site with $5.75 per pupil (determined as of October 1) to support site-based responsibilities.

d) District Responsibility Pay. The District and the Union will jointly manage a District Responsibility Pay Plan supported by not less than $25 per full time equivalent teacher employed as of October 1 student count day. The President of the Union, in consultation with the Director of Human Resources, will identify activities that qualify for responsibility pay and shall also identify, the indicators of successful performance of the responsibility. This money is intended to support joint District and Union activities and activities connected with the Performance Pay Plan for Teachers.

7. Initial Salary Determination. A teacher who is new to the District will be assigned a knowledge level and evaluation level by the Superintendent. Placement will be based on previous teaching experience and professional preparation in accordance with the following:

a) An evaluation level will be assigned equivalent to successful experience. Up to five (5) years of successful experience shall be recognized provided that it occurred in the six (6) calendar years immediately preceding the date of employment.

b) A knowledge level will be assigned using credits from colleges or universities holding regional accreditation. Credits beyond the degree shall be accepted if obtained as part of the teacher's preparation program or in the area of the teachers certification, license or assignment at the time of placement.

c) As a general rule and except in extenuating circumstances, a newly hired teacher will not be assigned an evaluation or knowledge level higher than justified by his/her previous education, training, teaching experience or applicable non-teaching experience.

d) Once a teacher's contract is signed, the matter of initial placement is closed.

8. Knowledge Level Advancement. Knowledge level placement changes will be made under the following conditions:

a) The School District will recognize approved in-service programs toward knowledge level advancement up to half the number of hours required to attain the next level.

b) To be applicable toward knowledge level advancement, all college and in-service hours must be earned following receipt of the degree to which the individual's compensation is tied. Credit for in-service or college hours must be earned outside the regular contract day unless pre-approved by Human Resources.

c) Half (1/2) the hours applicable to knowledge level advancement, including equivalent in-service credit must be earned in the last six (6) years prior to advancement date.

d) The credits required for knowledge level advancement shall be approved semester hours from a college or university holding regional accreditation and shall be obtained in the area of work directed toward a degree in education, the area of the teacher's certification or license, or in the area of the teacher's current teaching assignment to include curricular, co-curricular or extra-curricular. In-service hours shall be District offered in-service hours. Requests for credit for other courses or travel require the advance approval of the Professional Growth Committee. The Professional Growth Committee shall consider requests for credit for course work or travel if they are deemed to result in increased competence in the field to which the teacher is assigned. The decisions of the Professional Growth Committee as herein provided are final and not subject to review in accordance with the grievance procedure set forth in this Agreement.

e) Each teacher desiring knowledge level advancement shall be responsible for completing the necessary application and pay record form and delivering the same to the Human Resource office, together with an official transcript verifying credits claimed. Paperwork submitted by the second Tuesday of the month will, if approved for payment, result in an adjustment in salary effective the first day of the following month (appearing on the payroll on the 20th). The teacher will begin to earn salary at the higher rate on his/her first work day of the month following the month in which such forms and verification are received and the Human Resources office has determined that the requirements for advancement to the next knowledge level have been met.

B. Outstanding Teacher

In addition to the compensation provided above, a teacher who is rated "outstanding" in accordance with the following procedures will receive an extra payment equal to $1,250. It is contemplated that this payment will be at the conclusion of an academic year. Part-time teachers will receive pro rated payment.

1. Application. To be eligible to be an "outstanding teacher," the teacher must hold a professional license, be on regular teacher status in Douglas County, and either apply for the designation or be nominated by another person. The application/nomination must be submitted by the end of the first quarter. The "outstanding teacher" designation is available to all teachers including classroom teachers, library media specialists, counselors, speech therapist, social workers and psychologists.

2. Criteria. The criteria for determining an "outstanding" educator are as set forth in the Performance Pay Plan for Teachers.

3. Selection Process. The teacher wishing to be considered "outstanding" will be required to provide evidence of performance in the areas indicated, and in a manner as required in the Performance Pay Plan for Teachers. A teacher must be rated at least proficient on the District Teacher Evaluation Plan. Teachers must submit their completed packets by no later than May 1st. The principal must submit his/her determination by June 1st. The teacher's application for "outstanding teacher" designation will be reviewed by the building administrator who will determine if the "outstanding teacher" criteria are met. If the building administrator cannot support the application for "outstanding" designation, the building administrator must provide specific reasons in writing to the teacher involved.

4. Appeal Process. In the event the teacher disagrees with the determination of the building administrator, the teacher may appeal the decision of the building administrator to the Review Board. The Review Board will consist of four (4) administrators and five (5) teachers. The Review Board will act by a majority plus one (1) of the members voting. The Review Board will issue a decision, recommending to the Superintendent whether the decision of the building administrator appears consistent with the stated criteria. The Superintendent will make the final decision. Neither the decision of the Review Board nor the Superintendent is subject to further appeal through the grievance procedure. The Union and the District may jointly agree upon a different appeal body.

C. Skill Blocks

1. Definition. Skill Blocks are practical and/or innovative skills that teachers acquire and demonstrate in their classrooms. They are not intended to replace professional development activities, but, instead, to augment those programs. Skill Blocks must support the strategic goals of the District.

2. Skill Blocks Advisory Committee. The Skill Blocks program will be governed by the Skill Blocks Advisory Committee which will consist of three (3) teachers appointed by the Union, two (2) administrators, and one (1) community member chosen by the District, and a liaison from the Staff Development Department. Skill Blocks will be identified through regularly conducted teacher needs assessments and review of current educational research.

3. Acquisition of Skills. The District will provide training to support the acquisition of skills. Any source of the skills acquisition identified in the skill blocks is acceptable. Teachers may also acquire the skill through professional reading, District in-service, college course work, observation and coaching with a colleague, or any other avenue of their choosing.

4. Assessment of Skills. Rubrics will be developed by the District which defines the required standard for demonstration of the skills. The successful demonstration of the skill will be in accordance with criteria developed by the District. The rubrics will define specific standards so teachers will be informed of the acceptable performance criteria.

5. Payment. Upon successful demonstration of the skill as certified by the Staff Development Department, the teacher will be paid a one-time payment. The payment amount will be determined jointly by the Union and the District for the attainment of the skill block based on the nature and complexity of the skill block. The District commits to support this program with an amount equal to $160 per licensed full-time equivalent teacher employed by the District determined on the October 1 student count day.

D. Group Incentive

The group incentive program will be administered as identified in the document entitled Performance Pay Plan For Teachers, dated March 9, 1994. The District will support a group incentive plan with funds equal to $325 per licensed full-time equivalent teacher employed by the District determined on the October 1 student count day. The group incentive program will be governed by the Group Incentive Board which will consist of four (4) teachers appointed by the Union and two (2) District appointees, including one (1) community member.

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