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For Teachers

Performance Pay - General Pay

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. 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.

7. 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.

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