SCHOOL BOARD OF ALACHUA COUNTY, FLORIDA
SALARY
SCHEDULES
2021-2022
SCHOOL BOARD
of
ALACHUA COUNTY, FLORIDA
2021-2022
EFFECTIVE DATE
July 1, 2021
SCHOOL BOARD OF ALACHUA COUNTY, FLORIDA
TABLE OF CONTENTS
PAGE
TEACHERS 1
Raises 2021-2022 2
Footnotes 3
Salary Schedules 11
EDUCATION SUPPORT PROFESSIONALS (Bargaining Unit Members) 13
Raises 2021-2022 14
Footnotes 15
Job Titles/Salary Grades Index 22
Salary Schedule 25
PROFESSIONAL/TECHNICAL PERSONNEL (Non-Bargaining Unit Members) 27
Raises 2021-2022 28
Footnotes 29
Job Titles/Salary Grades Index 36
Salary Schedule 38
OTHER COMPENSATION 40
1.
Overtime Provision
41
2.
Additional Hours Compensation
41
3.
Education Support Professionals Workshop Activities
41
4.
Non-FTE Generating Programs through Adult Education and CROP
41
4a.
Hourly Rates for OPS Teachers
41
5.
Extra Duties/Athletic Events
41
6.
Extended Day
42
7.
Non-Contracted Substitute Teachers
43
7a.
Alachua eSchool (FLVA Franchise)
43
8.
Substitute Bus Drivers
43
9.
Substitute Aides/Custodians
44
10.
Substitute Food and Nutrition Services
44
11.
Summer Rates/Camp Crystal
44
12.
Specials Projects
44
13.
Certified Teacher Aides Program
44
14.
Migrant Education/Tutorial Teachers
45
15.
Bus Driver and Bus Attendant Attendance Incentives
45
16.
On-Call Employee Services
45
17
Superintendent’s Salary
45
18
Board Members’ Salaries
45
19
21
st
Century Grant
45
20.
Alternate Salary Schedule
46
21.
Supplement Schedule
47
ADMINISTRATIVE PERSONNEL 49
Administration Procedures and Compensation Plan 50
Placement Index 55
Salary Schedule 57
SCHOOL BOARD
of
ALACHUA COUNTY, FLORIDA
Robert P. Hyatt, Board Chair
Tina Certain, Board Co-Chair
Leanetta McNealy, Ph.D.
Gunnar F. Paulson, Ed. D.
Mildred Russell
SUPERINTENDENT OF SCHOOLS
Dr. Carlee Simon
School Board of Alachua County
620 East University Avenue
Gainesville, Florida 32601
FORWARD
This salary handbook contains the salary schedules applicable to Teachers and Education
Support Professionals (Bargaining Unit Members) pursuant to the negotiated agreements with
the respective units in effect for the 2021-2022 fiscal year.
Additionally, the salary schedules for Professional/Technical Personnel (Non-Bargaining
Unit Members) and Administrative Personnel are included in this handbook.
Regulations and policies contained herein are not intended to supplement or modify the
contractual provisions between the School Board of Alachua County and the represented
bargaining units.
IN ALL INSTANCES, WHERE CONTRACT PROVISIONS EXIST, THE AGREEMENTS AND PROVISIONS OF EACH
BARGAINING UNIT CONTRACT WILL SUPERSEDE THE CONTENT OF THIS SALARY HANDBOOK.
1
TEACHER
SALARY SCHEDULE
2021-2022
2
INSTRUCTIONAL SALARY ADJUSTMENTS FOR 2021-2022
1. Instructional personnel who have worked the required number of days or more in the
2020-2021 school year advanced one (1) step on the Salary Schedule. Increases for this
step were reflected in the August 25, 2021 paychecks.
2. Instructional personnel who did not work the required number of days or more in the 2020-
2021 school year will not advance a step on the 2021-2022 Instructional Salary Schedule.
3. The Grandfathered and Performance Pay salary schedules will be as follows. The cell
amounts for the Grandfathered Bachelors steps 0 through 25 will be increased by $357.
The cell amounts for the Performance Pay Bachelors steps 0 through 42 will be increased
by $357. Increases for this raise will be paid retroactively to the beginning of the 2021-2022
contract period.
4. There will be no increase in the dollar amount of the Degree Supplements for the
Grandfathered or Performance Pay Salary Schedules.
5. Subject to final ratification by both parties, any necessary payroll adjustments shall be
made as soon as administratively feasible. Employees on leave must return to active
status to be eligible for retroactive adjustments.
6. In order to be eligible for retroactive pay, instructional personnel must be employed at the
time of ratification.
7. Once personnel on Continuing Contract or Professional Services Contract reach the top of
the Instructional Salary Schedule (step 25), they will remain on the current top cell.
Longevity Adjustment will be applied as outlined in the Instructional Salary Schedule for
Continuing Contract or Professional Services Contract only.
8. Placement on the salary schedule shall be in accordance with 2021-2022 footnotes.
3
Footnotes to 2021-2022 Teacher Salary Schedule
1.
Differentiated pay will be awarded to instructional personnel at TSSSA eligible schools for the
2021- 2022 school year for the purposes of recruitment and retention. A $1,250 payment will be
made on the final pay period of December 2021 to all active instructional staff members of
Idylwild
Elementary, Lake Forest and Williams Elementary Schools. A second $1,250 payment
will be awarded in the last pay period of June 2022 to all active instructional personnel at those
schools.
2.
Instructional personnel actively employed on January 10, 2022, and at the time of ratification, will
receive a one-time bonus of $1,250.
3.
Instructional personnel actively employed at the end of the school year who complete the
following trainings on or before July 31st, 2022 will be eligible for a one-time bonus of $1,000.
For employees completing the designated training before June 15th, the bonus will be paid on
June 30, 2022. For employees completing the designated training before July 31st, the bonus
will be paid on August 15th, 2022.
•
Youth Mental Health First Aid
•
KnowBe4 Security Awareness Training
4.
Veteran Teacher Bonus – All teachers on steps 10 through 42 on the grandfathered and
performance pay schedules actively employed at the time of ratification will receive a one-time
bonus of $1,000.
4
DESCRIPTION:
1.
Procedures for determining creditable teaching experience:
State regulations require that satisfactory verification of previous teaching or work experience
be on file in the Personnel Office before salary credit is given for that experience. These
verifications are to be sent to former employers by the employee, using forms provided by the
Personnel Department
.
Salary adjustments retroactive to the beginning date of duty are made if verification is on file
prior to the end of the fiscal year. Such adjustments shall be in accordance with the salary
schedule or schedules in existence for all or part of a given fiscal year.
For determining experience credit to the maximum allowed, the following will be accepted:
a. Each school year of service as a full-time teacher in a K-12 school, adult center, or
school for students ages 0-21 if part of a public school for handicapped.
b. Each school year in which more than one-half of the total number of days worked was
as a full-time teacher. (All experience based on 196-day contract year.)
c. Other appropriate experience may be approved by the Executive Director,
Human Resources Division, or designee.
2.
Commencing with the 1990-91 school year, teachers who are appointed for two (2)
consecutive years in Alachua County at .50 will have earned one (1) year of experience for
salary purposes.
3.
Salary amounts for persons employed less than full-time may be adjusted to reflect hours
rounded to two (2) decimal places as shown on Position Control.
4.
No employee will receive a pay cut solely because of adjustments in the salary schedule.
PLACEMENT:
5.
Teachers coming into the district with no creditable experience will be placed on the
Instructional Salary Schedule at step 0. Experienced teachers coming into the district will be
placed on the Instructional Salary Schedule at a point not to exceed current School Board of
Alachua County Professional Services Contract teachers with comparable experience.
6.
Except for teachers who did not receive a step increase in prior years, as per paragraph 14 of
the salary schedule, teachers will be placed on the appropriate step based on years of
creditable experience.
5
7.
A maximum of six (6) years of verified work experience will be considered over and above
that required by the State of Florida, Department of Education, and Alachua County
schools for issuance of a district vocational teaching certificate in any vocational program
certification area provided such work is certified by the district Director of Vocational
Education to be in direct line with the subjects being taught. Occupational specialists may
be eligible to receive this credit beginning with the 1993-94 school year.
8.
In the event of a formal military call-up, teachers may receive credit for one (1) year of
experience for every year of duty. If a teacher previously went on military leave but did not
receive credit for years of experience, the teacher may request credit for additional years
beginning with 2016-2017 school year. The teacher must present documentation for the
leave to the Human Resources Division by July 31, 2016, or upon return from military
leave.
9.
An instructor employed under an ROTC program will receive an annual salary equal to at
least 12 times the difference between his total monthly active duty pay and retirement pay.
ROTC instructors may be placed on the teacher salary schedule if such placement is
elected by the instructor. If the difference between active duty pay and retirement pay
after annual adjustment results in a decrease in salary, the higher rate will be maintained.
10.
Entry level required experience for NROTC/ROTC instructors shall be fifteen (15) years of
military experience (retirement from active duty). An NROTC/ROTC instructor shall be
granted a year of teaching experience for every year of military experience beyond the
entry level required experience, up to a maximum of six (6) years experience.
Teachers whose annual contracted period is 12 months will receive an additional one-
tenth of the annual salary agreed upon for their step for each month of employment
beyond 10 months.
11.
Hourly salaries/rates for teachers in extended school year and/or adult education will not
be less than the teacher's hourly rate of pay for the just completed school year if the
program generates full-time equivalent student funding.
12.
The annual salary of DROP Extension teachers will be reduced to reflect their increased
retirement cost to the District, which is the difference between the FRS DROP rate
(estimated 18.34% for 2021, subject to change effective July 1, 2022) and the FRS
Regular Class rate (estimated 10.82% for 2021, subject to change effective July 1 2022).
For initial placement, DROP Extension teachers will be placed on the salary schedule
closest to, but not less than, this calculated net reduction in pay (estimated 7.52% for
2021, pending legislation changes effective July 1, 2022).
13.
Teachers who have retired through the Florida Retirement System, or who have otherwise
retired from a teaching position in another state, and who are subsequently hired by the
School Board will be placed on the Instructional Salary Schedule at Step 13.
6
ADJUSTMENT:
14.
Denial of salary increase is not a routine measure. Such action must be supported by
appropriate written documentation utilizing the teacher observation/evaluation system
contained in the contract or the Alachua Teachers Assistance Program. A teacher
denied salary increase may apply for reevaluation at midyear the next school year. An
acceptable rating at midyear may warrant retroactive restoration of the salary
increase. Any teacher under consideration for salary holdback will be notified in writing
no later than March 15. Written notice of final determination of salary holdback will be
provided to the teacher no later than May 15. ACEA will receive a list of those
teachers under consideration no later than March 25 and a list indicating the final
determinations no later than May 25.
15.
All adjustments to salary as a result of the receipt of an advanced degree will be made
within one
(1) month after satisfactory verification of the degree. Payment may be
retroactive during the current year to date the degree was awarded. Teachers applying
for adjustments will be responsible for providing appropriate documentation to the
Board.
16.
It is the intent of the Board that all employees' payroll check stubs reflect accurate
information. Should an employee receive an overpayment or underpayment, the Board will
notify the employee in writing of such overpayment or underpayment upon discovery.
Should an employee discover an overpayment or underpayment, the employee will notify
the Board in writing. The Board shall respond to such notice within five (5) work days.
In all instances of overpayment, the Board will work with the employee to develop a
reasonable schedule of repayment. Reimbursement to the Board will be made within 12
months of overpayment notification. Underpayments will be reimbursed to the employee
no later than the next regular paycheck.
The Board will reimburse the employee for bank fees incurred as a result of the Board’s
underpayment error of contract salary. Reimbursement to the employee will be made no
later than the next regular payroll following the Board’s receipt of documentation of such
fees.
17.
A full-time teacher who is selected to teach an additional period(s) or who is assigned the
duties of another regular position during an additional period will receive his regular salary
plus a supplement of one divided by the number of periods normally taught by full-time
teachers at that school. The percentage derived will be multiplied times his daily rate of
pay for the additional period. No teacher will be assigned more than one extra period
under this paragraph.
7
BENEFITS:
18.
Terminal pay for accumulated sick leave will be granted to a teacher at normal retirement or
to his beneficiary if service is terminated by death. Such terminal pay will be determined as
described below:
a. During the first three (3) years of service in Florida, the daily rate of pay multiplied by 35
percent times the number of days of accumulated sick leave.
b. During the next three (3) years of service in Florida, the daily rate of pay multiplied by
40 percent times the number of days of accumulated sick leave.
c. During the next three (3) years of service in Florida, the daily rate of pay multiplied by
45 percent times the number of days of accumulated sick leave.
d. During and after the tenth year of service in Florida, the daily rate of pay multiplied by
50 percent times the number of days of accumulated sick leave.
e. During and after the thirteenth year of service in Florida, the daily rate of pay will be
multiplied by the total number of days of accumulated sick leave.
The daily rate of pay is that amount resulting from dividing total salary by the number of days
the teacher is under contract.
For purposes of terminal pay for accrued sick leave and accrued vacation leave paid at
retirement, or upon death of the employee, the daily rate of pay until June 30, 1994, will be
computed by dividing the total salary, excluding supplements, by the number of days the teacher
must be on the job to earn the annual salary for the year. (This is interpreted as 180 days for
10-month personnel and as 210 days for 12-month personnel.) For teachers under 12-month
contracts, payouts for leave accrued after that date shall be calculated in the same manner
except that the percentage of daily rate shall be equal to that of a retiring teacher on a standard
10-month contract. (This is interpreted as the percentage which applies to 10-month teachers or
196 days divided by 180.) Use of accrued leave shall be on a "last-in, first-out" basis.
Rates for payouts for leave accrued after February 1, 1996, shall be calculated by dividing the
employee’s annual salary by 196 days or 252 days depending upon whether the employee’s
contract is for ten (10) or twelve (12) months. Use of accrued leave shall be on a “last-in, first-
out” basis. Credit already accrued would be paid at the higher rate or “grandfathered” in for
existing employees.
19.
A teacher must be regularly employed at the close of the payroll period during which paid
holidays fall to be eligible to receive these paid holidays.
20.
Teachers will have the option of receiving salary and supplement payments in 20 or 24
(last four
(4) installments to be paid in one (1) check) equal installments.
21.
Upon written authorization from a teacher, the Board will provide up to three (3) payroll
deduction positions on teacher payroll checks for economic services programs sponsored
by the Association. One of these is for ACEA dues. The Association will hold the Board
harmless in any matter dealing with such deductions and will, upon request, provide to the
Board information concerning the economic services programs.
8
22.
Teachers will be provided the opportunity for concurrent participation in more than one tax deferred
annuity program.
23.
Beginning January 1, 2011, all teachers must utilize direct deposit of regular payroll checks.
24.
Any teacher who
a. uses no more than seven (7) days combined sick leave/personal leave in a year, of which no
more than three (3) days may be personal leave, in one (1) school year may elect to be
compensated for up to two (2) personal leave days at 80 percent of the teacher's daily rate of
pay; or
b. uses no more than five (5) days combined sick leave/personal leave in a year, of which no
more than two (2) days may be personal leave, in one school year may elect to be
compensated for up to four (4) personal leave days at 80% of the teacher’s daily rate of pay.
Such compensated-for days will be deducted from the teacher's sick leave accrual. The Board
will buy a maximum of four (4) days each year. To qualify, the teacher must submit such a
request in writing no later than May 1. Contribution to the Sick Leave Bank will not be included for
purposes of this section. This section applies only to regular work year, excluding extended
school year.
25.
A teacher may authorize transfer to his spouse, child, parent, or sibling who is also a district
employee, of accrued sick leave, providing that the transfer relates to an illness or injury of the
person to whom the leave is transferred. The person receiving the transfer may not use the
donated sick leave until he has exhausted all of his accrued leave. Donations may be in amounts
of five (5) or more days, or the remainder of the employee’s sick leave balance if less than five (5)
days, and shall not be covered by terminal leave payouts.
DIFFERENTIATED PAY:
26.
a. Instructional staff who are required to travel 30 miles or more round trip
to selected schools will receive a supplement as follows:
Lake Forest Elementary $300.00
Metcalfe Elementary $300.00
Rawlings Elementary $300.00
Shell Elementary $500.00
*Bishop Middle $300.00
*Lincoln Middle $300.00
Oak View Middle $300.00
*Eastside High $300.00
Hawthorne High $500.00
A. Quinn Jones $300.00
Lanier $300.00
**D or F Schools $300.00
*Major program only.
**Instructional staff who are required to travel 30 miles or more round trip to a school,
except those listed above, receiving a D or F grade the prior school year will receive a
supplement of $300
.
Mileage will be documented by map quest from residence to school of record.
9
b. Differentiated pay will be awarded to instructional personnel at TSSSA eligible schools for
the 2021-2022 school year for the purposes of recruitment and retention. A $1,250 payment
will be made on the final pay period of December 2021 to all active instructional staff
members of Idylwild Elementary, Lake Forest and Williams Elementary Schools. A second
$1,250 payment will be awarded in the last pay period of June 2022 to all active
instructional personnel at those schools.
OTHER:
27.
Teachers receiving supplements for additional duties shall be paid according to the
adopted Supplement Schedule in the Other Compensation section of this Salary Schedule.
28.
Teachers receiving a supplement(s) will be provided with a copy of the form
recommending supplement(s) which will include the amount(s) to be paid. An outline of
responsibilities will be available for review with the principal. The principal will provide the
teacher a copy of the supplement recommendation and offer to review job responsibilities
as soon as practical. Should a teacher resign or otherwise be unable to complete the
duties for which he received a supplement(s), the salary supplement(s) will be prorated on
an equitable basis. If disagreement arises over the proration which cannot be resolved, the
teacher may request a review. A tripartite review panel will review the matter and
determine an equitable resolution for proration which will be binding on the parties.
Membership on the panel will consist of one person selected by the Superintendent, one
person selected by the Association, and one person selected by the representative of the
parties on the panel. The person selected by the representative must be receiving a
similar supplement in question.
29.
At the written request of the teacher, supplements for extra duty will be paid in equal
installments over the time the supplemented activity occurs, or in a lump sum at the
conclusion of the activity. The payment method will not be changed following teacher’s
selection and implementation of the payment process.
30.
No supplement increases for 2021-2022.
31.
Teachers who attend workshop activities when school is not in session may be paid
$20.00 per hour. Teachers who perform duties as their school CREATE Contact person
during hours not included in their contract work day may be paid $20.00 per hour.
32.
Camp Crystal:
• A $ 152 supplement for teachers who stay overnight at Camp Crystal with a fifth-
grade class only one night during the year.
• A $ 299 supplement for teachers who stay overnight at Camp Crystal with a fifth-
grade class more than one night during the year.
• Teacher participation in Camp Crystal activities is voluntary, and no teacher will be
required to attend Camp Crystal. Fifth-grade classroom teachers who wish to stay
overnight with their class shall receive priority consideration for the supplement(s).
10
33.
Rates of pay for extra duties at athletic events shall be as follows:
Regular ticket takers, ticket sellers, and gate keepers will be paid $25.00 to $ 50.00 per
activity, depending upon responsibility and the particular event. The principal will
determine which rate of pay is appropriate. Rates for post-season activities are at the
discretion of the principal.
Scorekeepers and timers will be paid $10.00 to $20.00 per activity. Rates for post-season
activities are at the discretion of the principal.
34.
Hours worked by instructional personnel for COVID-19 related tutoring programs outlined
in the District’s Spring Reopening Plan will be paid at the employee’s hourly rate for the
remainder of the 2020-2021 school year.
It is the intent of the School Board of Alachua County to honor the step increases and a negotiated
increase to the Salary Schedule annually.
11
GRANDFATHERED TEACHER SALARY SCHEDULE 2021-2022
Step
Bachelors
Masters
Specialist
Doctorate
0
44,500
46,421
48,341
50,262
1
44,500
46,451
48,398
50,348
2
44,500
46,480
48,459
50,435
3
44,500
46,508
48,516
50,525
4
44,500
46,540
48,579
50,617
5
44,500
46,572
48,642
50,709
6
44,500
46,602
48,703
50,801
7
44,500
46,632
48,765
50,895
8
44,500
46,663
48,829
50,991
9
44,946
47,142
49,340
51,535
10
45,385
47,614
49,846
52,072
11
46,060
48,325
50,587
52,848
12
46,746
49,042
51,340
53,635
13
47,442
49,774
52,105
54,435
14
48,148
50,514
52,881
55,246
15
48,864
51,267
53,668
56,069
16
49,591
52,030
54,467
56,904
17
50,331
52,806
55,279
57,754
18
51,080
53,593
56,103
58,613
19
51,839
54,392
56,938
59,487
20
52,611
55,202
57,788
60,375
21
53,397
56,025
58,650
61,275
22
54,192
56,861
59,525
62,189
23
55,000
57,708
60,412
63,116
24
55,820
58,569
61,313
64,057
25
56,652
59,442
62,226
65,014
2021-2022 Longevity Adjustments Grandfathered Only:
Years of
Experience
Bachelors
Masters
Specialist
Doctorate
25
800
2,450
3,100
4,075
26-44
2,850
4,500
5,150
6,125
45-46
4,350
6,175
7,175
8,300
47+
4,450
6,275
7,275
8,400
12
PERFORMANCE TEACHER SALARY SCHEDULE
2021-2022
Step
Bachelors
Masters
Specialist
Doctorate
Performance Pay Add-on
0
44,500
46,421
48,341
50,262
1
44,500
46,451
48,398
50,348
2
44,500
46,480
48,459
50,435
Highly Effective
3
44,500
46,508
48,516
50,525
$90
4
44,500
46,540
48,579
50,617
5
44,500
46,572
48,642
50,709
6
44,500
46,602
48,703
50,801
Effective
7
44,500
46,632
48,765
50,895
$45
8
44,500
46,663
48,829
50,991
9
44,946
47,142
49,340
51,535
10
45,385
47,614
49,846
52,072
11
46,060
48,325
50,587
52,848
12
46,746
49,042
51,340
53,635
13
47,442
49,774
52,105
54,435
14
48,148
50,514
52,881
55,246
15
48,864
51,267
53,668
56,069
16
49,591
52,030
54,467
56,904
17
50,331
52,806
55,279
57,754
18
51,080
53,593
56,103
58,613
19
51,839
54,392
56,938
59,487
20
52,611
55,202
57,788
60,375
21
53,397
56,025
58,650
61,275
22
54,192
56,861
59,525
62,189
23
55,000
57,708
60,412
63,116
24
55,820
58,569
61,313
64,057
25
56,652
59,442
62,226
65,014
26
57,504
60,333
63,161
65,991
27
58,367
61,240
64,109
66,981
28
59,243
62,159
65,071
67,988
29
60,133
63,094
66,049
69,009
30
61,034
64,040
67,041
70,046
31
61,951
65,003
68,048
71,098
32
62,880
65,979
69,070
72,166
33
63,825
66,968
70,107
73,251
34
64,783
67,975
71,161
74,351
35
65,758
68,996
72,231
75,469
36
66,743
70,031
73,314
76,603
37
67,745
71,084
74,416
77,755
38
68,764
72,151
75,534
78,924
39
69,797
73,236
76,670
80,109
40
70,847
74,336
77,821
81,316
41
71,911
75,453
78,990
82,538
42
72,992
76,586
80,178
83,778
43
74,089
77,737
81,384
85,039
Experienced Teachers coming into the district will be placed on the salary schedule at a point not
to exceeded current Professional Services Contract teachers with comparable experience.
13
EDUCATION SUPPORT PROFESSIONALS
(Bargaining Unit Members)
SALARY SCHEDULE
2021-2022
14
ESP SALARY ADJUSTMENTS FOR 2021-2022:
1. Eligible ESPs on steps 0-28 and employed prior to January 1, 2021, advanced one (1) step
effective July 1, 2021. The increase for 12-month personnel was reflected in the July 15, 2021
paychecks and for 10-month employees in the August 25, 2021 paychecks. In addition to this
step, a twenty four (24) cents per hour increase will be added to each step of the Educational
Support Professional salary schedule. Increases for 10-month employees will be paid
retroactive to the August 25 paycheck, or appointment date, whichever is later. Increases for
12-month employees will be paid retroactive to the July 15 paycheck, or appointment date,
whichever is later.
2. Differentiated pay will be awarded to instructional paraprofessionals at TSSSA eligible schools
for 2021-2022 school year for the purposes of recruitment and retention. A $500 payment will
be made on the final pay period of December 2021 to all active instructional paraprofessional
staff members of Idylwild Elementary, Lake Forest and Williams Elementary Schools. A second
$500 payment will be awarded in the last pay period of June 2022 to all active instructional
paraprofessional personnel at those schools.
3. Educational Support personnel actively employed on January 10, 2022, and at the time of
ratification, will receive a one-time bonus of $1,250.
4. Educational Support personnel who are employed at the end of the school year and complete
the following trainings on or before July 31, 2022 will be eligible for a one-time bonus of
$1,000. For employees completing the designated training before June 15
th
, the bonus will be
paid on June 30, 2022. For employees completing the designated training before July 31
st
, the
bonus will be paid on August 15
th
2022.
• Youth Mental Health First Aid
• KnowBe4 Security Awareness Training
5. Employees at the top of the salary schedule (step 28), or off schedule (step 99), will remain on
their current step.
6. Subject to final ratification by all parties, payroll adjustments shall be made as soon as
administratively feasible.
7. Placement on the salary schedule shall be in accordance with 2021-2022 footnotes.
It is the intent of the School Board of Alachua County to honor the step increases and a negotiated
increase to the salary schedule annually.
15
Footnotes to 2021-2022 Education Support Professionals (Bargaining Unit Members) schedule:
DESCRIPTION:
1. The schedule represents the hourly rate for an employee. For payroll purposes, the hourly rate
of
pay will be the basis for salary calculations. Hourly rates are calculated by using the mid-
point on the employee’s salary range.
2. Non-Exempt employees may be eligible for overtime.
Overtime will be paid in accordance with the Fair Labor Standards Act. Overtime must be
approved by the employee's supervisor prior to the employee working. When eligible
employees work more than 40 hours in one work week, pay will be computed as follows:
a. Work on unpaid (U) day(s) will be paid at time and one half (1 1/2) hourly rate.
b. Work on Saturdays and/or Sundays after 40 hours will be paid at time and one half(1
1/2) hourly rate.
c. Work on paid (P) holiday(s) will be paid regular hourly wage plus time and one half(1
1/2) hourly rate. (This is equivalent to premium pay at 2.5 times hourly rate.)
d. Work on scheduled vacation (V) day(s) will be regular pay and the vacation day(s) will be
rescheduled for the following work day.
3. Exempt Education Support Professional employees who are authorized in advance to work a
specified number of additional hours shall be compensated at time and one half (1 1/2) hourly
rate for approved hours.
4. The Education Support Professionals Salary Schedule does not represent years of service.
Salary increases are not automatic.
5. Salary amounts for persons employed less than full time may be adjusted to reflect hours
rounded to two (2) decimal places as shown on Position Control.
6. No employee will receive a pay cut solely because of adjustments in the salary range.
PLACEMENT:
1. New Hires: Initial placement for new hires shall be as follows: New employees shall be hired
at Step 00 with credit for one (1) year of experience for every two (2) years of verified work
experience in the field in which they will be employed, not to exceed step 15 of the Education
Support Professionals Salary Schedule.
a. No employee shall be hired over step 15 in his salary range unless determined by the
Superintendent after considering the recommendation of the Classification/Compensation
Committee. If the Superintendent rejects or changes the recommendation of the committee,
the committee shall be notified of the reasons for the Superintendent's decision.
b. The Classification/Compensation Committee shall be composed of eight members, one half
of which will be appointed by the Superintendent or designee and one-half appointed by
the Alachua County Education Association (ACEA).
16
2. Promotions/Reclassifications/Assignment to a Lower Salary Grade/Return from Retirement
a. Within salary grade promotion: When a promotion or position upgrade is within the
same salary grade as the previous position, the employee shall receive a 4% increase,
which shall not exceed the maximum (step 28).
b. Higher Salary Grade Promotion or Position Upgrade: When a promotion or position
upgrade is in a higher salary grade, the employee shall be placed on the new salary
grade at a step closest to but not less than an 8% increase or to the minimum salary
(step 00), whichever is greater.
c. Lateral Moves: When a lateral move occurs within the same salary grade, the
employee’s salary shall remain the same.
d. Involuntary Assignment/Demotion to a Lower Salary Grade: When an employee is
involuntarily moved to a lower salary grade, the employee shall be placed on the new
salary grade at the step closest to but not less than his current salary. If the current
salary is above the maximum, continue the salary until the new fiscal year and place at
maximum (step 28) for that range.
e. Voluntary Assignment to a Lower Salary Grade: When an employee initiates and
voluntarily accepts a position at a lower salary grade, the employee shall be placed on
the same percentage of mid-point on the new salary grade.
f. Return from Retirement: Education Support Professionals who have completed
DROP and are rehired by the School Board will be placed on the Education Support
Professionals Salary Schedule at step 15.
3. Training/Education Compensation:
An employee shall receive a 4% increase (within range promotion) based on training completed,
as described below, not to exceed the maximum (step 28), and will receive not more than one
increase based on such training per two-year period.
a. Upon completion of five (5) Automotive Service Excellence (ASE) training certificates,
mechanics and mechanics’ helpers will receive a 4% increase. Upon completion of ten
(10) ASE certificates, mechanics will receive an additional 4% increase. Upon
completion of fifteen (15) ASE certificates, mechanics will receive an additional 4%
increase.
Employees who receive step increases for certifications are required to keep certification
current. Failure to do so will negate the increase and the employee will be placed on the
appropriate step the following July 1.
b. Upon successful completion of certification as a school bus inspector, mechanics, auto
service workers, and vehicle service specialists will receive a 4% increase. No more
than one (1) salary increase will be granted for such certification.
17
c. Upon successful completion of certification as a school bus inspector trainer, mechanics,
auto service workers, and vehicle service specialists will receive a 2% increase. No
more than one (1) salary increase will be granted for such certification.
d. Bus drivers who complete all certification requirements for the driver-trainer position shall
receive a 2% increase.
4. Facilities Apprenticeship Program:
Upon satisfactory completion of each year of the Santa Fe Community College Apprentice
Program, the employee will receive a salary adjustment as described below, not to exceed the
maximum (step 28).
Electrical/HVAC/Plumbing Programs
First Year: 2% increase
Second Year: 3% increase
Third Year: 3% increase
Fourth Year: 4% increase
Masonry Program
First Year: 2% increase
Second Year: 3% increase
Third Year: 4% increase
Carpentry Program
First Year: 2% increase
Second Year: 4% increase
Upon completion of the program, each employee will be given consideration for the next
available permanent position in his respective trade.
ADJUSTMENTS:
5. Adjustments to salary will be made within 30 days of appropriate verification of the completion of
requirements for such adjustments. Payment may be retroactive during the current year to the
date the requirements were fulfilled. Employees applying for adjustments will be responsible for
providing appropriate documentation to the Board.
6. It is the intent of the Board that all employees' payroll check stubs reflect accurate information.
Should an employee receive an overpayment or underpayment, the Board will notify the
employee in writing of such overpayment or underpayment upon discovery. Should an
employee discover an overpayment or underpayment, the employee will notify the Board in
writing. The Board shall respond to such notice within five (5) work days.
In all instances of overpayment, the Board will work with the employee to develop a reasonable
schedule of repayment. Underpayments will be reimbursed to the employee no later than the
next regular paycheck.
18
7. To be competitive, or when the applicant's training, experience, or other qualifications are
substantially above those required for entry level into the position, or when there are no qualified
applicants available who are willing to accept the entry rate, starting salaries above 90% of mid-
point shall be determined by the Superintendent after considering the recommendation of the
Classification/Compensation Committee. If the Superintendent rejects or changes the
recommendation of the committee, the committee shall be notified of the reasons for the
Superintendent’s decision.
8. The Superintendent, after considering the recommendation of the Classification/ Compensation
Committee, may make adjustments in salaries to reflect additional responsibilities, maintain
internal equity and/or external competitiveness. If the Superintendent rejects or changes the
recommendation of the committee, the committee shall be notified of the reasons for the
Superintendent’s decision.
BENEFITS:
9. Eligible employees accrue vacation leave at a rate of two (2) days per calendar month. Vacation
leave is credited the last day of each month. Any new employee or present employee who
becomes eligible for vacation leave will earn a full month credit if they are employed for 11 days
or more. When an employee is released or resigns, he will be paid for vacation time
accumulated through the end of the last full month worked but not including the last partial
month worked. Accrued vacation leave is paid on the last day of the last month worked at 100
percent of pay. The Board may schedule up to ten days of vacation per year.
Maximum accrued vacation leave is 700 hours on June 30. All vacation leave over 700 hours is
deleted on July 1 each year. Vacation leave is accrued by 12-month (252-day) employees only.
Part-time 12-month employees accrue pro-rata. Upon death of an employee, vacation pay will
be paid to beneficiary or employee's estate.
10. Employees will receive salary in semimonthly installments.
11. Upon written authorization from an employee, the Board will provide up to three (3) payroll
deductions on employee payroll checks for economic services programs sponsored by the
Association. One is for Association dues. The Association will hold the Board harmless in any
matter dealing with such deductions and will, upon request, provide the Board information
concerning the economic services programs.
12. Employees will be provided the opportunity for concurrent participation in more than one tax
deferred annuity program.
13. ESPs hired after September 1, 2005, must utilize direct deposit of regular payroll checks.
14. For purposes of terminal pay for accrued sick leave and accrued vacation leave paid at
retirement, or upon death of the employee, the daily rate of pay until June 30, 1994, will be
computed by dividing the total salary by the number of days the employee must be on the job to
earn the annual salary for the year. (This is interpreted as 180 days for 10-month personnel and
as 210 days for 12-month personnel.)
19
Payouts for leave accrued between July 1, 1994, and February 1, 1996, shall be calculated in
the same manner except that the percentage of daily rate shall be equal to that of a retiring
teacher on a standard 10-month contract during that period. (This is interpreted as the
percentage which applies to 10-month teachers or 196 days divided by 180.) Rates for payouts
for leave accrued after February 1, 1996, shall be determined by using the actual hourly rate
earned by the employee at the time of retirement. Use of accrued leave shall be on a “last-in,
first-out” basis.
For employees hired on or after July 1, 1995, terminal pay for accrued vacation leave may not
exceed a maximum of 60 days of actual payment.
15. Personal Leave Buy-Back: Any employee who:
a. uses no more than seven (7) days combined sick leave/personal leave in a year, of
which no more than three (3) days may be personal leave, in one (1) year may elect to
be compensated for up to two (2) personal leave days at 80 percent of the employee's
daily rate of pay; or
b. uses no more than five (5) days combined sick leave/personal leave in a year, of which
no more than two (2) days may be personal leave, in one school year may elect to be
compensated for up to four (4) personal leave days at 80% of the employee’s daily rate
of pay.
Such compensated-for days will be deducted from the employee's sick leave accrual.
The Board will buy a maximum of four (4) days each year. To qualify, an employee must
submit such request in writing no later than May 1. Contribution to the Sick Leave Bank
will not be included for purposes of this section.
16. A district employee may authorize transfer to his spouse, child, parent, or sibling who is also a
district employee, of accrued sick leave, providing that the transfer relates to an illness or injury
of the person to whom the leave is transferred. The person receiving the transfer may not use
the donated sick leave until he has exhausted all of this accrued leave. Donations may be in
amounts of five (5) or more days, or the remainder of the employee’s sick leave balance if less
than five (5) days, and shall not be covered by terminal leave payouts.
Food and Nutrition Services Employees
17. Food and Nutrition Services employees who are certified at any time during the current school
year under the School Nutrition Association (SNA) Certification Program will be paid an annual
lump sum supplement at the close of the regular school year. Once a Food and Nutrition
Services employee is certified, he/she must earn one-third (1/3) of the points required for the
specific certification level held (five (5) points Level I, ten (10) points Level II, fifteen (15) points
Level III) each year in order to receive a $200.00 certification supplement. At each level, one
location Association meeting must be included as part of the minimum total requirement per
year.
20
The salary supplement of $200.00 will be prorated on an equitable basis to the period of
certification. If disagreement arises over the proration which cannot be resolved and the ESP
requests a review, a tripartite review panel consisting of one person each chosen by the parties
and a third person receiving similar supplement(s) chosen by the representatives of the parties,
will review the matter and determine an equitable resolution for proration which will be binding
on the parties.
18. A professional uniform dress allowance of $186.40 per school year will be paid to school Food
and Nutrition Services personnel. This allowance will be divided into two (2) payments of
$93.20. This is a maintenance allowance only. Certain items of uniform dress may be provided
by the Board as described in the current Uniform Guidelines. Repeated failure to wear the
prescribed dress is grounds for forfeiture of said allowance.
If a person has not been employed for the full five-month period, covered by a single payment, a
prorated allowance will be paid. The employee must have been an active full-time food and
nutrition services worker for a minimum of three (3) work weeks to be eligible for all or part of
this allowance.
19. Food and Nutrition Services Assistant Is who enroll and successfully complete Phase 1 of the
Food and Nutrition Services Career Ladder program as certified by the Food and Nutrition
Services Director will receive a six-step increase. Food and Nutrition Services Assistant IIs who
were “grandfathered” in during the 2000-2001 school year and complete the Career Ladder
Program will receive a three-step increase. Food and Nutrition Services Assistant IIs who have
not completed requirements of the Career Ladder Program shall not be eligible for these
increases until they complete the requirements for eligibility.
20. Bus Drivers
a. Drivers will be paid at their normal hourly rate of pay for time worked due to needed bus
repairs, mechanical breakdowns, and student disciplinary procedures.
b. Drivers for extracurricular trips will be paid at their normal hourly rate of pay.
c. All changes in rates of pay will become effective when the school year starts in August.
d. On overnight trips, drivers will be paid a minimum of eight (8) hours. In addition, meals
and lodging for drivers will be paid for by the school or sponsoring organization.
Payment for meals will be at the current approved per diem rate.
e. A professional uniform dress allowance of $100 will be paid to bus drivers and aides.
21. Stipend: Education Support Professional participants who attend workshop activities outside of
their normal work hours may be paid $10.00 per hour. These rates do not include travel time.
21
22. Extended School Year: Education Support Professionals employed on a 10-month basis who
are appointed for summer work in the same position shall be paid a rate of pay based upon the
salary schedule of the school year just completed.
23. Special Conditions for Supplements
a. Each supplement amount will be prorated when less than a full supplement is earned.
Education Support Professionals may be eligible for supplements listed in the Teacher
Salary Schedule when appropriate.
b. Extra pay for extra duties will be paid two (2) times per year if the duties are assigned
over the course of the year or in a lump sum at the conclusion of the duties, at the
request of the employee. Should an employee resign or otherwise be unable to
complete the duties for which he/she agreed to receive extra pay, the total amount
available for the duties/time assigned, will be prorated on an equitable basis.
24. Analyst–Programmer: After an employee works as an Analyst-Programmer I for two (2) years,
he/she will be eligible to be considered for a promotion to an Analyst-Programmer II. After an
employee works as an Analyst-Programmer II for three (3) years, he/she will be eligible to be
considered for a promotion to an Analyst-Programmer III.
25. In the event an ESP substitutes for an absent teacher or a Medical Tech substitutes for a Nurse,
the ESP shall be paid a $25 per day supplement (the amount may be prorated if less than a day)
in addition to their regular salary. ESPs shall receive their supplements for substituting in two (2)
payments, the first pay period in December and the second pay period in June.
26. A Trades Helper in the Facilities Department, who is assigned the duties of an employee in a
higher salary grade for a full day, shall be paid a $20.00 per day supplement in addition to his
regular salary. The supplement will be paid in two (2) payments, the first pay period in
December and the second pay period in June.
27. Regular ticket takers, ticket sellers, and gate keepers will be paid $25.00 to $ 50.00 per activity,
depending upon the responsibility and the particular event. The principal will determine which
amount is appropriate. Rates for post-season activities are at the discretion of the principal
28. Wrecker Service Supplement - Effective January 6, 2020, a mechanic who accepts this
assignment will be paid a $25 supplement per assignment not to exceed two (2) mechanics
($50) per wrecker service call. Mechanics will be paid this supplement during the current or
next payroll cycle according to payroll cut-off dates.
22
EDUCATION SUPPORT PROFESSIONALS JOB TITLES/PAY GRADES INDEX
JOB TITLE
STATUS
SALARY GRADE
POINT TOTAL
Accountant, Junior
Non-Exempt
25
23
Advocate -- Migrant Support Resource
Non-Exempt
24
21
Advocate -- Migrant Support Resource, Secondary
Non-Exempt
26
Aide -- Clerical, Guidance
Non-Exempt
23
20
Aide -- Curriculum Resource Teacher (CRT)
Non-Exempt
23
20
Aide -- Extended Day Enrichment Program, ESE
Non-Exempt
23
20
Aide -- Media
Non-Exempt
23
20
Analyst -- Certification
Non-Exempt
29
32
Analyst I -- Programmer
Exempt
28
28
Analyst II -- Programmer
Exempt
29
30
Analyst III -- Programmer
Exempt
30
33
Assistant -- Certified Occupational Therapist
Non-Exempt
27
27
Assistant -- Clerical
Non-Exempt
22
18
Assistant -- Deaf/Hard of Hearing
Non-Exempt
24
21
Assistant -- Executive
Non-Exempt
27
28
Assistant -- Instructional Technology
Non-Exempt
24
21
Assistant -- Personnel Services
Non-Exempt
26
26
Assistant I -- Food and Nutritional Services
Non-Exempt
22
17
Assistant II -- Food and Nutritional Services
Non-Exempt
22
18
Assistant, Senior -- Clerical
Non-Exempt
24
21
Attendant -- Bus, Exceptional Student Education
Non-Exempt
23
19
Attendant -- Bus Service
Non-Exempt
23
20
Bookkeeper
Non-Exempt
26
25
Cabinet Maker
Non-Exempt
26
25
Carpenter
Non-Exempt
26
25
Clerk – Accountant
Non-Exempt
23
19
Clerk -- Database
Non-Exempt
26
25
Clerk -- Data Entry, Migrant Education
Non-Exempt
23
19
Clerk -- Data Entry, Transportation
Non-Exempt
23
19
Clerk -- Inventory
Non-Exempt
23
19
Clerk, Senior -- Inventory
Non-Exempt
24
21
Coach -- Job
Non-Exempt
23
20
Coordinator -- District Data Base
Non-Exempt
27
28
Coordinator -- Migrant Services Program
Exempt
27
27
Coordinator -- Project
Exempt
28
30
Custodian
Non-Exempt
22
18
Custodian, Head
Non-Exempt
25
23
Custodian, Lead
Non-Exempt
23
20
Dispatcher – Facilities
Non-Exempt
24
21
Driver -- Bus
Non-Exempt
25
26
Electrician
Non-Exempt
26
26
Electrician, Lead
Non-Exempt
27
27
Facilitator – Sign Language
Non-Exempt
25
23
Glazier
Non-Exempt
26
25
Helper - Mechanic’s
Non-Exempt
23
20
Helper -Trades
Non-Exempt
24
21
Inspector - SREF
Non-Exempt
29
32
Interpreter I - Sign Language
Non-Exempt
27
27
Interpreter II - Sign Language Interpreter
Non-Exempt
28
29
Interpreter III - Sign Language Interpreter
Non-Exempt
29
31
Interpreter IV - Sign Language Interpreter
Non-Exempt
30
33
Liaison -- Supply
Exempt
26
25
Locksmith
Non-Exempt
26
25
Mason
Non-Exempt
26
25
Mechanic -- Appliance
Non-Exempt
26
25
Mechanic -- Heating
Non-Exempt
26
25
23
JOB TITLE
STATUS
SALARY GRADE
POINT TOTAL
Mechanic -- Paint & Body
Non-Exempt
26
25
Mechanic -- Physical Plant
Non-Exempt
26
26
Mechanic I -- Auto/Diesel
Non-Exempt
25
23
Mechanic II -- Auto/Diesel
Non-Exempt
26
25
Mechanic/Welder
Non-Exempt
26
26
Mentor – Program Services, HIPPY
Non-Exempt
23
19
Nurse -- Lead Registered
Non-Exempt
30
33
Nurse -- Licensed Practical
Non-Exempt
27
27
Nurse – Registered
Non-Exempt
29
31
Officer -- Attendance
Non-Exempt
25
24
Operator -- Equipment
Non-Exempt
25
23
Operator -- Press
Non-Exempt
24
22
Operator -- Warehouse
Non-Exempt
24
21
Operator, Senior -- Press
Non-Exempt
25
23
Operator, Senior -- Warehouse
Non-Exempt
25
23
Painter
Non-Exempt
25
24
Painter, Lead
Non-Exempt
26
26
Paraprofessional I – General
Non-Exempt
22
Paraprofessional I – Instructional
Non-Exempt
22
Paraprofessional II – Behavioral
Non-Exempt
23
Paraprofessional II – Instructional
Non-Exempt
23
Paraprofessional II – Instructional ESE
Non-Exempt
23
Paraprofessional II – Non-Instructional ESE
Non-Exempt
23
Paraprofessional III-- Instructional, High School
Non-Exempt
24
22
Plumber
Non-Exempt
26
26
Proctor -- Computer Lab
Non-Exempt
24
21
Receptionist
Non-Exempt
23
19
Registrar
Non-Exempt
25
24
Roofer
Non-Exempt
26
25
Secretary
Non-Exempt
24
21
Secretary – Administrative
Non-Exempt
26
26
Specialist – Accounts Payable
Non-Exempt
26
25
Specialist – Business Partnership
Non-Exempt
27
27
Specialist – Data, ESE/Student Records
Non-Exempt
25
24
Specialist – Data Communications
Exempt
29
31
Specialist – Dropout Prevention
Non-Exempt
27
27
Specialist – Family Liaison
Non-Exempt
26
Specialist – Graphic Production
Non-Exempt
25
23
Specialist – Insurance
Non-Exempt
26
25
Specialist – Maintenance Parts
Non-Exempt
25
24
Specialist – Payroll Records
Non-Exempt
26
25
Specialist – Production
Non-Exempt
25
23
Specialist – Project Control
Non-Exempt
26
25
Specialist – Project Development
Exempt
28
29
Specialist – School Volunteer Program
Non-Exempt
24
21
Specialist – Student Service
Non-Exempt
23
20
Specialist – Technical Support (School-Based)
Non-Exempt
25
Specialist – Vehicle Service
Non-Exempt
24
21
Specialist I – Student Assignment
Non-Exempt
26
Specialist II – Student Assignment
Non-Exempt
27
Technician – Bindery
Non-Exempt
23
19
Technician – Drafting
Non-Exempt
28
Technician – Electronics, Instructional Technology
Non-Exempt
27
28
Technician -- Electronics, Maintenance
Non-Exempt
27
28
Technician -- Electronics, Transportation
Non-Exempt
25
23
Technician -- Electronics Repair
Non-Exempt
28
29
24
JOB TITLE
STATUS
SALARY GRADE
POINT TOTAL
Technician -- Energy Systems Support
Non-Exempt
27
28
Technician -- Environmental
Non-Exempt
27
28
Technician -- Generator Maintenance
Non-Exempt
26
26
Technician – Grounds
Non-Exempt
25
23
Technician -- HARV
Non-Exempt
26
26
Technician, Lead – HARV
Non-Exempt
27
27
Technician -- Network Support
Non-Exempt
27
28
Technician -- School Health Medical
Non-Exempt
25
23
Transcriptionist -- Braille
Non-Exempt
25
23
Tutor
Non-Exempt
23
20
Tutor -- Migrant Education
Non-Exempt
23
**Certain employees may not be members of the bargaining unit.
25
2021-2022
SCHOOL BOARD OF ALACHUA COUNTY
Education Support Professional & Professional Technical Salary Schedule
Step
Pay Grade
22
Pay Grade
23
Pay Grade
24
Pay Grade
25
Pay Grade
26
Pay Grade
27
Pay Grade
28
00
12.44 12.55 14.19 16.08 18.20 20.61 23.42
01
12.44
12.69
14.39
16.25
18.41
20.88
23.68
02
12.44
12.85
14.53
16.45
18.63
21.12
23.97
03
12.44
13.00
14.71
16.65
18.86
21.38
24.24
04
12.44
13.13
14.85
16.81
19.04
21.62
24.54
05
12.44
13.31
15.04
17.02
19.29
21.89
24.80
06
12.56
13.43
15.20
17.20
19.48
22.10
25.09
07
12.70
13.58
15.36
17.39
19.73
22.38
25.36
08
12.82
13.74
15.55
17.59
19.91
22.61
25.68
09
12.95
13.87
15.69
17.80
20.15
22.87
25.94
10
13.10
14.03
15.87
17.96
20.36
23.12
26.23
11
13.21
14.17
16.04
18.17
20.58
23.36
26.51
12
13.34
14.32
16.20
18.33
20.81
23.62
26.79
13
13.48
14.46
16.38
18.54
21.03
23.83
27.04
14
13.74
14.59
16.55
18.74
21.22
24.12
27.36
15
14.02
14.76
16.69
18.92
21.46
24.33
27.61
16
14.27
14.90
16.85
19.12
21.65
24.58
27.91
17
14.54
15.20
17.18
19.48
22.09
25.09
28.46
18
14.81
15.50
17.53
19.87
22.52
25.57
29.03
19
15.06
15.80
17.86
20.25
22.97
26.08
29.60
20 Mid-Point
15.33
16.09
18.21
20.61
23.42
26.57
30.16
21
15.59
16.38
18.52
21.02
23.84
27.06
30.72
22
15.85
16.67
18.87
21.40
24.27
27.57
31.30
23
16.10
16.97
19.21
21.76
24.71
28.06
31.85
24
16.36
17.24
19.51
22.16
25.13
28.55
32.41
25
16.96
17.53
19.87
22.52
25.59
29.03
32.99
26
16.96
17.83
20.22
22.92
26.00
29.53
33.57
27
16.96
18.12
20.54
23.28
26.44
30.03
34.11
28
16.96
18.76
21.28
24.14
27.41
31.12
35.34
26
2021-2022
SCHOOL BOARD OF ALACHUA COUNTY
Education Support Professional & Professional Technical Salary Schedule
Step
Pay Grade
29
Pay Grade
30
Pay Grade
31
Pay Grade
32
Pay Grade
33
Pay Grade
34
Pay Grade
35
00
26.55 30.16 34.26 38.96 44.28 50.35 57.28
01
26.89
30.53
34.70
39.41
44.82
50.98
57.99
02
27.22
30.90
35.11
39.89
45.38
51.59
58.70
03
27.53
31.24
35.50
40.37
45.91
52.21
59.39
04
27.84
31.61
35.94
40.84
46.45
52.82
60.13
05
28.17
32.00
36.37
41.32
46.98
53.46
60.82
06
28.47
32.35
36.79
41.78
47.56
54.07
61.51
07
28.82
32.73
37.18
42.28
48.08
54.69
62.22
08
29.14
33.09
37.59
42.74
48.63
55.32
62.93
09
29.48
33.44
38.02
43.22
49.16
55.92
63.62
10
29.79
33.82
38.44
43.70
49.71
56.54
64.34
11
30.10
34.19
38.88
44.19
50.25
57.16
65.06
12
30.42
34.56
39.28
44.64
50.78
57.78
65.75
13
30.72
34.93
39.68
45.11
51.33
58.42
66.48
14
31.04
35.28
40.12
45.59
51.88
59.02
67.16
15
31.40
35.65
40.53
46.07
52.40
59.65
67.87
16
31.72
36.00
40.94
46.56
52.98
60.23
68.58
17
32.34
36.77
41.77
47.52
54.06
61.50
69.98
18
32.99
37.50
42.64
48.46
55.15
62.74
71.40
19
33.64
38.22
43.47
49.41
56.21
63.97
72.81
20 Mid-Point
34.27
38.98
44.29
50.38
57.30
65.21
74.20
21
34.93
39.68
45.11
51.32
58.41
66.47
75.63
22
35.59
40.43
45.96
52.29
59.48
67.68
77.05
23
36.21
41.17
46.81
53.24
60.57
68.92
78.43
24
36.84
41.88
47.63
54.18
61.66
70.17
79.87
25
37.50
42.64
48.46
55.15
62.74
71.40
81.29
26
38.14
43.36
49.30
56.10
63.83
72.64
82.69
27
38.77
44.08
50.13
57.05
64.89
73.87
84.09
28
40.20
45.71
51.99
59.13
67.30
76.59
87.21
27
PROFESSIONAL/TECHNICAL PERSONNEL
(Non-Bargaining Unit Members)
SALARY SCHEDULE
2021-2022
28
PROFESSIONAL & TECHNICAL SALARY ADJUSTMENTS FOR 2021-2022:
1. Eligible Professional/Technical employees on steps 0-28 and employed prior to January 1, 2021,
advanced one (1) step effective July 1, 2021. The increase for 12-month personnel was reflected
in the July 15, 2021 paychecks and for 10-month employees in the August 25, 2021 paychecks.
In addition to this step, a twenty four (24) cents per hour increase will be added to each step of the
Professional/Technical salary schedule. Increases for 10-month employees will be paid retroactive to
the August 25 paycheck, or appointment date, whichever is later. Increases for 12-month employees
will be paid retroactive to the July 15 paycheck, or appointment date, whichever is later.
2. Professional /Technical personnel actively employed on January 10, 2022, and at the time of
ratification, will receive a one-time bonus of $1,250.
3. Professional/Technical personnel who are employed at the end of the school year and complete
the following trainings on or before July 31st, 2022 will be eligible for a one-time bonus of $1,000. For
employees completing the designated training before June 15
th
, the bonus will be paid on
June 30, 2022. For employees completing the designated training before July 31
st
, the bonus will
be paid on August 15, 2022.
• Youth Mental Health First Aid
• KnowBe4 Security Awareness Training
4. Employees at the top of the salary schedule (step 28) or off schedule (step 99), will remain on
their current step.
5. Subject to final ratification by all parties, payroll adjustments shall be made as soon as administratively
feasible.
6. Placement on the salary schedule shall be in accordance with 2021-2022 footnotes.
It is the intent of the School Board of Alachua County to honor the step increases and a negotiated
increase to the salary schedule annually.
29
Footnotes to 2021-2022 Professional/Technical Personnel Salary Schedule:
DESCRIPTION:
1. The schedule represents the hourly rate for a professional/technical personnel employee (non-
bargaining unit member).
2. Non-exempt employees in pay grades 20-35 may be eligible for overtime. Overtime will be paid in
accordance with the Fair Labor Standards Act. Overtime must be approved by the employee's
supervisor prior to the employee working. When eligible employees work more than 40 hours in one
work week, pay will be computed as follows:
a. Work on unpaid (U) day(s) will be paid at time and one half (1 1/2) hourly rate.
b. Work on Saturdays and/or Sundays after 40 hours will be paid at time and one half
(1 1/2) hourly rate.
c. Work on paid (P) holiday(s) will be paid regular hourly wage plus time and one half
(1 1/2) hourly rate. (This is equivalent to premium pay at 2.5 times hourly rate.)
d. Work on scheduled vacation (V) day(s) will be regular pay and the vacation day(s) will be
rescheduled for the following work day.
3. Exempt Professional/Technical employees who are authorized in advance to work a specified
number of additional hours shall be compensated at time and one half (1 1/2) hourly rate for
approved hours.
4. The Professional/Technical Salary Schedule does not represent years of service. Salary increases
are not automatic.
5. Salary amounts for persons employed less than full-time may be adjusted to reflect hours rounded
to two (2) decimal places as shown on Position Control.
6. No employee will receive a salary reduction solely because of adjustments in the salary schedules.
PLACEMENT:
7. New Hires: Initial placement for new hires shall be as follows: New employees shall be hired at
Step 00 with credit for one (1) year of experience credit for every two (2) years of verified work
experience in the field in which they will be employed, not to exceed step 15 of the
Professional/Technical Salary Schedule. No employee shall be hired over step 15 unless
approved by the Superintendent or designee.
8. Promotions/Reclassifications/Assignments to a Lower Salary Grade/Return from Retirement:
a. Within Salary Grade Promotion: When a promotion or position upgrade is within the same
salary grade as their previous position, the employee shall receive a 4% increase.
30
b. Higher Salary Grade Promotion or Position Upgrade: When a promotion or position
upgrade is in a higher salary range, the employee shall receive an 8% increase or placement
at the minimum salary, whichever is greater.
c. Lateral Moves: When a lateral move occurs within the same salary grade, the employee’s
salary shall remain the same.
d. Involuntary Assignment/Demotion to a Lower Salary Grade: When an employee is
involuntarily moved to a lower salary grade, the employee shall be placed at the current
salary on the new range. If the current salary is above the maximum, continue the salary
until the new fiscal year and place at maximum for that range.
e. Voluntary Assignment to a Lower Salary Grade: When an employee voluntarily accepts a
position at a lower salary grade, the employee shall be placed on the same percentage of
midpoint on the new salary grade.
f. Return from Retirement: Professional/Technical employees who have completed DROP
and are rehired by the School Board will be placed on the Professional/ Technical Salary
Schedule at step 15.
ADJUSTMENT:
9. An employee administratively assigned, for the convenience of the Board, to a position in a
different salary grade subsequent to July 1 will remain at his previously held salary grade for the
remainder of the contract year and shall be placed on the appropriate salary grade on the
following July 1 at the step closest to but not less than his current salary. For other than the
convenience of the Board, on July 1 of the following year, the employee will be placed on the
step closest to but not more than his current salary in the appropriate salary grade.
10. To be competitive, or when the applicant's training, experience, or other qualifications are
substantially above those required for entry level into the position, or when there are no
qualified applicants available who are willing to accept the entry rate, starting salaries above the
entry rate shall be determined by the Superintendent or designee and the administrator,
supervisor, or principal of the department or school to which the new employee is assigned.
With the approval of the Superintendent, adjustments may be made in salaries to reflect
additional responsibilities, maintain internal equity, and/or external competitiveness.
11. It is the intent of the Board that all employees' payroll check stubs reflect accurate information.
Should an employee receive an overpayment or underpayment, the Board will notify the
employee in writing of such overpayment or underpayment upon discovery. Should an
employee discover an overpayment or underpayment, the employee will notify the Board in
writing. The Board shall respond to such notice within five (5) work days.
In all instances of overpayment, the Board will work with the employee to develop a reasonable
schedule of repayment. Underpayments will be reimbursed to the employee no later than the
next regular paycheck.
31
12. A Classification Committee will meet at least annually or as needed to review and ratify new position
assignments and existing position reassignments (e.g., new jobs, jobs with changing duties and
responsibilities, and jobs believed to be inappropriately classified). The Classification Committee
shall be appointed by the Superintendent.
BENEFITS:
13. For purposes of terminal pay for accrued sick leave and accrued vacation leave paid at retirement,
or upon death of the employee, the daily rate of pay until June 30, 1994, will be computed by
dividing the total salary by the number of days the employee must be on the job to earn the annual
salary for the year. (This is interpreted as 180 days for 10-month personnel and as 210 days for 12-
month personnel.)
Payouts for leave accrued between July 1, 1994, and February 1, 1996, shall be calculated in the
same manner, except that the percentage of daily rate shall be equal to that of a retiring teacher on
a standard 10-month contract during that period. (This is interpreted as the percentage which
applies to 10-month teachers or 196 days divided by 180.)
Rates for payouts for leave accrued after February 1, 1996, shall be determined by using the actual
hourly rate earned by the employee at the time of retirement. However, for purposes of computing
the amount of terminal pay for accumulated sick leave, sick leave accrued after June 30, 2004, shall
be compensated at no more than the daily rate of pay applicable at the time the sick leave was
earned
.
Use of accrued leave shall be on a “last-in, first-out” basis for leave accrued prior to June 30, 2004.
Use of leave accrued after June 30, 2004, shall be on a “first-in, first-out” basis.
14. Terminal pay for accrued vacation leave may not exceed a maximum of 60 days of actual payment
for leave accrued after July 1, 2001.
Effective July 1, 2005, the above rule applies for a DROP employee also. This means that vacation
accrued after he/she joined DROP will be limited to the 60 days of actual payment when he/she
terminates from DROP
.
15. Twelve-month personnel shall earn two (2) days’ vacation per month. No employee shall carry
forward more than 700 hours beyond June 30 of each year. Up to ten days may be scheduled for
the convenience of the Board.
16. Employees paid on the regular Professional/Technical Personnel Salary Schedule will receive six (6)
paid holidays. This shall not be interpreted as applying to persons paid under an alternate salary
schedule.
17. Employees will receive salary in semimonthly installments.
18. All Professional/Technical employees must utilize direct deposit of regular payroll checks.
32
19. Personal Leave Buy-Back: Any employee who:
a. uses no more than seven (7) days combined sick leave/personal leave in a year, of which
no more than three (3) days may be personal leave, in one (1) year may elect to be
compensated for up to two (2) personal leave days at 80 percent of the employee's daily
rate of pay; or
b. uses no more than five (5) days combined sick leave/personal leave in a year, of which no
more than two (2) days may be personal leave, in one school year may elect to be
compensated for up to four (4) personal leave days at 80% of the employee’s daily rate of
pay.
Such compensated-for days will be deducted from the employee's sick leave accrual. The Board
will buy a maximum of four (4) days each year. To qualify, an employee must submit such request
in writing no later than May 1. Contribution to the Sick Leave Bank will not be included for
purposes of this section.
20. A district employee may authorize transfer to his spouse, child, parent, or sibling who is also a
district employee, of accrued sick leave, providing that the transfer relates to an illness or injury of
the person to whom the leave is transferred. The person receiving the transfer may not use the
donated sick leave until he has exhausted all of this accrued leave. Donations may be in amounts
of five (5) or more days, or the remainder of the employee’s sick leave balance if less than five (5)
days, and shall not be covered by terminal leave payouts.
FOOD AND NUTRITION SERVICES:
21. Food and Nutrition Services:
a. The Food and Nutrition Services Manager levels are based on school types as shown below:
Level I
Elementary
Salary Grade 26
Level II Middle Salary Grade 27
Level III High
Production Center
Salary Grade 27
Note: Exception to the above classifications designation may be based on unique situations and as
per direction of the Food and Nutrition Services Director.
b. Food and Nutrition Services Managers may receive supplements for the base school site when
a school serves “Total Daily Meal Equivalents” as listed on the District Annual Participation
Report as indicated below:
450 - 549 TME = $600
850 -
949 TME = $1,000
550 - 649 TME = $700
950 -
1,049 TME = $1,100
650 - 749 TME = $800
1,050 -
1,149 TME = $1,200
750 - 849 TME = $900
1,150 -
1,249 TME = $1,300
33
Any Manager not currently earning the supplement but who reaches the required TME
based on the Y-T-D August-February participation report will be paid the supplement
retroactive to the beginning of the year. If currently earning a supplement and show an
increase in TME in the Y-T-D August-February participation report, you will be
compensated in the following contract year if you remain at the current location. Any
manager who is currently earning the supplement but who has dropped below the
required TME will receive the supplement for the remainder of that school year (if the
level is not increased to the required level as shown in the annual report, the supplement
will be dropped for the following year).
(1) Food and Nutrition Services Managers may be awarded $500-$5,000 for satellite type
programs. The specific dollar amount will be based on the number of meal equivalents
served using the chart listed below. The maximum amount that will be paid for satellite
sites is $5,000.
1 -
24 TME = $ 500
250 - 274 TME = $3,000
25 -
49 TME = $ 750
275 - 299 TME = $3,250
50 -
74 TME = $1,000
300 - 324 TME = $3,500
75 -
99 TME = $1,250
325 - 349 TME = $3,750
100 -
124 TME = $1,500
350 - 374 TME = $4,000
125 -
149 TME = $1,750
375 - 399 TME = $4,250
150 -
174 TME = $2,000
400 - 424 TME = $4,500
175 -
199 TME = $2,250
425 - 449 TME = $4,750
200 -
224 TME = $2,500
450 - 474 TME = $5,000
225 -
249 TME = $2,750
c. Food and Nutrition Services Managers, Assistant Food and Nutrition Services
Managers, Food and Nutrition Services Interns may receive supplements as indicated
below:
(1) For SNA certification as follows: Professional/Technical employees who are certified at
any time during the current school year under the SNA Certification Program will be paid
an annual lump sum supplement of $200 at the close of the regular school year. This
salary supplement will be prorated on an equitable basis to the period of certification. To
be eligible for the supplement, the employee must be an active full-time food and nutrition
services employee at the time the supplement is awarded.
(2) Assistant Managers who are assigned additional responsibilities as designated by the
Food and Nutrition Services Director, i.e., full schools with a kitchen, as a second site,
may be awarded a $500 supplement. The specific dollar amount will be based on the
complexity of additional responsibilities.
(3) Managers who have been designated to be a Training Manager for Manager Interns will
be paid a supplement not to exceed $850 per school year as designated by the Food and
Nutrition Director.
34
d. Food and Nutrition Managers may receive a supplement for Fresh Fruit and Vegetable
Program (FFVP). The specific dollar amount will be based on the number of students
enrolled in the school serving the program using the chart listed below:
FFVP
Supplement
Enrollment
$
0-150
500
151-250
550
251-350
600
351-450
650
451-650
700
551-650
750
651-750
800
751-850
850
851-950
900
951-1050
950
e. Food and Nutrition Managers may receive a supplement for the Supper Program. The
specific dollar amount will be based on the number of meal equivalents served using the chart
listed below:
Supper
Supplement
TME
$
0-24
100
25-49
200
50-74
300
75-99
400
100-124
500
125-149
600
150-174
700
175-199
800
200-224
900
225-249
1000
250-274
1100
275-299
1200
f. Managers assigned to work the summer food and nutrition services program will receive the
manager hourly rate of pay, based on the preceding school year. All Food and Nutrition
Services Professional/Technical staff for a non-designated manager position who voluntarily
accept and are selected to work the summer food and nutrition services program will be
placed in a Food and Nutrition Services Assistant II position according to the Salary Schedule,
reference Placement item 8e.
g. Upon an employee's satisfactory completion of the Manager Intern Program, if no manager
position is available, the employee will be placed on salary grade 25 as a Food and Nutrition
Services Manager Intern II. A Manager Intern II may be placed back as a Food and Nutrition
Services Assistant II at salary grade 22. A Manager Intern I not completing the Intern
Program, not making satisfactory progress as deemed by the Food and Nutrition Services
Director, or completing the program with an unsatisfactory performance evaluation shall be
placed at salary grade 22 as a Food and Nutrition Services Assistant II.
35
h. A professional uniform allowance of $186.40 per school year will be paid to school Food and
Nutrition Services personnel. This allowance will be divided into two (2) payments of $93.20.
This is a maintenance allowance only. Repeated failure to wear the prescribed uniform is
grounds for forfeit of said allowance. Certain items of uniform may be provided by the Board
as prescribed in the current Uniform Guidelines.
If a Food and Nutrition Services employee has not been employed for the full five-month
period, covered by a single payment, a prorated allowance will be paid. The employee must
have been an active full-time food and nutrition services worker for a minimum of three (3)
work weeks to be eligible for all or part of this allowance.
i. If Food and Nutrition Services Professional/Technical staff are required to attend in-service
managers' meetings or emergency situations that exceed the normal working hours, the Food
and Nutrition Services Director may authorize compensation for additional hours worked. All
overtime pay must be PRE-APPROVED by the Food and Nutrition Services Director or
designee.
j. Security Deposit Stipend: A Food and Nutrition Services Manager or designee may be paid a
stipend of $10/trip to serve as courier to take the completed deposit to the approved
depository. The manager may not make deposits unless approved by the Food and Nutrition
Services Director. A monthly stipend form will be submitted to the Food and Nutrition
Services Department for payment.
OTHER:
22. Systems Programmer: After an employee works as a Systems Programmer I for three (3) years,
he/she will be eligible to be considered for a promotion to a Systems Programmer II. After an
employee works as a Systems Programmer II for three (3) years, he/she will be eligible to be
considered for a promotion to a Systems Programmer III.
23. In the event a professional/technical employee substitutes for an absent teacher, the
professional/technical employee shall be paid a $25 per day supplement (the amount may be
prorated if less than a day) in addition to their regular salary. Professional/technical employees
shall receive their supplements for substituting in two (2) payments, the first pay period in December
and the second pay period in June.
TRAINING/EDUCATION COMPENSATION:
24. Upon completion of five (5) Automotive Service Excellence (ASE) training certificates, lead
mechanics will receive a four-step increase. Upon completion of ten (10) ASE certificates, lead
mechanics will receive an additional four-step increase.
25. Upon successful completion of certification as a school bus inspector, lead mechanics will receive a
four-step increase. No more than one (1) salary increase will be granted for such certification.
26. Upon successful completion of certification as a school bus inspector trainer, lead mechanics will
receive a two-step increase. No more than one (1) salary increase will be granted for such
certification.
Employees who receive step increases for certifications are required to keep certification current. Failure to
do so will negate the increase and the employee will be placed on the appropriate step the following July1.
36
PROFESSIONAL/TECHNICAL PERSONNEL
JOB TITLES/SALARY
GRADES INDEX
OVERTIME ELIGIBILITY
JOB TITLE STATUS SALARY GRADE POINT TOTAL
Accountant, Chief
Exempt
31
Accountant, Senior
Exempt
29
32
Agent, Purchasing
Exempt
29
Analyst – Fleet
Non-Exempt
27
Analyst -- Instructional Technology Systems Support
Exempt
30
33
Analyst -- Network Systems
Exempt
31
35
Analyst, Systems/Project Leader
Exempt
31
Architect, Staff
Exempt
30
34
Assistant, Auditor
28
** Assistant -- Executive
Non-Exempt
27
28
Assistant -- Legal
Exempt
29
31
** Bookkeeper
Non-Exempt
26
25
Buyer
Exempt
27
27
Buyer, Senior
Exempt
28
29
Coordinator -- Benefits
Exempt
28
30
Coordinator -- Environmental/Safety, Facilities
Exempt
30
34
Coordinator – Farm to School
Exempt
29
Coordinator -- Homeless Education
Exempt
29
Coordinator -- Maintenance Parts
Non-Exempt
27
27
Coordinator – Online Presence
29
Coordinator -- Program Services
Non-Exempt
27
28
Coordinator -- Program Services, HIPPY
Non-Exempt
28
29
** Coordinator -- Project
Exempt
28
30
Coordinator – Project, Custodial
Exempt
28
30
Coordinator – Records Management
28
Coordinator -- Route
Exempt
27
27
Coordinator -- Routing System
Non-Exempt
27
27
Coordinator – Senior Project
Non-Exempt
30
31
Coordinator -- Technical Support
Exempt
28
29
Coordinator – Testing
Non-Exempt
28
Coordinator – Transportation Parts
Non-Exempt
27
27
Dispatcher – Transportation
Non-Exempt
25
23
Foreman – Maintenance
Exempt
30
34
Manager – Data Communications
Exempt
30
34
Manager – Data Analytics
31
Manager – Employee Relations
Exempt
29
Manager – Executive Services, Office of Assistant Supt.
Exempt
29
31
Manager – Graphic Production
Non-Exempt
27
27
Manager – Human Resources Data
Non-Exempt
27
27
Manager – Payroll
Exempt
29
32
Manager – Personnel Services
Exempt
29
Manager - Physical Distribution
Exempt
30
Manager – Position Control
Exempt
29
31
Manager – Production
Non-Exempt
27
27
Manager - Purchasing
Exempt
31
35
Manager – Research and Evaluation
Exempt
28
Manager – Special Projects
31
Manager – Student Assessment
31
Manager – Telecommunications
Exempt
30
Manager – Transportation Maintenance
Non-Exempt
27
28
Manager I – Food and Nutrition Services
Exempt
26
25
Manager II – Food and Nutrition Services
Exempt
27
27
Manager III – Food and Nutrition Services
Exempt
27
28
Manager, Assistant -- Food and Nutrition Services
Non-Exempt
25
24
Manager, Assistant – Payroll
Non-Exempt
27
28
Manager Intern I – Food and Nutrition Services
Non-Exempt
24
21
Manager Intern II – Food and Nutrition Services
Non-Exempt
25
23
Mechanic, Lead
Non-Exempt
27
28
37
Programmer I – Systems
Exempt
29
31
Programmer II – Systems
Exempt
30
33
Programmer III – Systems
Exempt
31
35
**Secretary – Administrative
Non-Exempt
26
26
Secretary to the Superintendent
Non-Exempt
31
35
Specialist – Energy Conservation
Exempt
29
Specialist -- Field Trip
Non-Exempt
26
25
Specialist -- Financial
Non-Exempt
26
25
Specialist -- Food and Nutrition Services
Non-Exempt
28
29
Specialist – Language Translator/Facilitator
28
Specialist – Parent Academy Program
Exempt
29
Specialist -- Personnel
Exempt
28
29
Specialist -- Preschool
Exempt
29
Specialist -- Program Services
Non-Exempt
28
29
Specialist -- Warehouse
Non-Exempt
25
24
Trainer -- Driver
Non-Exempt
27
28
**Certain employees may be members of a bargaining unit.
NOTE: Substitutes, temporary employees, and student trainees will be paid on the alternate schedule.
38
2021-2022
SCHOOL BOARD OF ALACHUA COUNTY
Education Support Professional & Professional Technical Salary Schedule
Step
Pay Grade
22
Pay Grade
23
Pay Grade
24
Pay Grade
25
Pay Grade
26
Pay Grade
27
Pay Grade
28
00
12.44 12.55 14.19 16.08 18.20 20.61 23.42
01
12.44
12.69
14.39
16.25
18.41
20.88
23.68
02
12.44
12.85
14.53
16.45
18.63
21.12
23.97
03
12.44
13.00
14.71
16.65
18.86
21.38
24.24
04
12.44
13.13
14.85
16.81
19.04
21.62
24.54
05
12.44
13.31
15.04
17.02
19.29
21.89
24.80
06
12.56
13.43
15.20
17.20
19.48
22.10
25.09
07
12.70
13.58
15.36
17.39
19.73
22.38
25.36
08
12.82
13.74
15.55
17.59
19.91
22.61
25.68
09
12.95
13.87
15.69
17.80
20.15
22.87
25.94
10
13.10
14.03
15.87
17.96
20.36
23.12
26.23
11
13.21
14.17
16.04
18.17
20.58
23.36
26.51
12
13.34
14.32
16.20
18.33
20.81
23.62
26.79
13
13.48
14.46
16.38
18.54
21.03
23.83
27.04
14
13.74
14.59
16.55
18.74
21.22
24.12
27.36
15
14.02
14.76
16.69
18.92
21.46
24.33
27.61
16
14.27
14.90
16.85
19.12
21.65
24.58
27.91
17
14.54
15.20
17.18
19.48
22.09
25.09
28.46
18
14.81
15.50
17.53
19.87
22.52
25.57
29.03
19
15.06
15.80
17.86
20.25
22.97
26.08
29.60
20 Mid-Point
15.33
16.09
18.21
20.61
23.42
26.57
30.16
21
15.59
16.38
18.52
21.02
23.84
27.06
30.72
22
15.85
16.67
18.87
21.40
24.27
27.57
31.30
23
16.10
16.97
19.21
21.76
24.71
28.06
31.85
24
16.36
17.24
19.51
22.16
25.13
28.55
32.41
25
16.96
17.53
19.87
22.52
25.59
29.03
32.99
26
16.96
17.83
20.22
22.92
26.00
29.53
33.57
27
16.96
18.12
20.54
23.28
26.44
30.03
34.11
28
16.96
18.76
21.28
24.14
27.41
31.12
35.34
39
2021-2022
SCHOOL BOARD OF ALACHUA COUNTY
Education Support Professional & Professional Technical Salary Schedule
Step
Pay Grade
29
Pay Grade
30
Pay Grade
31
Pay Grade
32
Pay Grade
33
Pay Grade
34
Pay Grade
35
00
26.55 30.16 34.26 38.96 44.28 50.35 57.28
01
26.89
30.53
34.70
39.41
44.82
50.98
57.99
02
27.22
30.90
35.11
39.89
45.38
51.59
58.70
03
27.53
31.24
35.50
40.37
45.91
52.21
59.39
04
27.84
31.61
35.94
40.84
46.45
52.82
60.13
05
28.17
32.00
36.37
41.32
46.98
53.46
60.82
06
28.47
32.35
36.79
41.78
47.56
54.07
61.51
07
28.82
32.73
37.18
42.28
48.08
54.69
62.22
08
29.14
33.09
37.59
42.74
48.63
55.32
62.93
09
29.48
33.44
38.02
43.22
49.16
55.92
63.62
10
29.79
33.82
38.44
43.70
49.71
56.54
64.34
11
30.10
34.19
38.88
44.19
50.25
57.16
65.06
12
30.42
34.56
39.28
44.64
50.78
57.78
65.75
13
30.72
34.93
39.68
45.11
51.33
58.42
66.48
14
31.04
35.28
40.12
45.59
51.88
59.02
67.16
15
31.40
35.65
40.53
46.07
52.40
59.65
67.87
16
31.72
36.00
40.94
46.56
52.98
60.23
68.58
17
32.34
36.77
41.77
47.52
54.06
61.50
69.98
18
32.99
37.50
42.64
48.46
55.15
62.74
71.40
19
33.64
38.22
43.47
49.41
56.21
63.97
72.81
20 Mid-Point
34.27
38.98
44.29
50.38
57.30
65.21
74.20
21
34.93
39.68
45.11
51.32
58.41
66.47
75.63
22
35.59
40.43
45.96
52.29
59.48
67.68
77.05
23
36.21
41.17
46.81
53.24
60.57
68.92
78.43
24
36.84
41.88
47.63
54.18
61.66
70.17
79.87
25
37.50
42.64
48.46
55.15
62.74
71.40
81.29
26
38.14
43.36
49.30
56.10
63.83
72.64
82.69
27
38.77
44.08
50.13
57.05
64.89
73.87
84.09
28
40.20
45.71
51.99
59.13
67.30
76.59
87.21
40
OTHER COMPENSATION
41
1. OVERTIME PROVISION
Overtime will be paid in accordance with the Fair Labor Standards Act. Overtime must be approved by
the employee's supervisor prior to the employee working overtime. When eligible employees work
more than 40 hours in one work week, pay will be computed as follows:
a. Work on unpaid (U) day(s) will be paid at time and one half (1 1/2) hourly rate.
b. Work on Saturdays and/or Sundays after 40 hours will be paid at time and one half
(1 1/2) hourly rate.
c. Work on paid (P) holiday(s) will be paid regular hourly wage plus time and one half
(1 1/2) hourly rate. (This is equivalent to premium pay at 2.5 times hourly rate.)
d. Work on scheduled vacation (V) day(s) will be regular pay and the vacation day(s) will be
rescheduled for the following work day.
2. Exempt Education Support Professionals and Professional/Technical employees who are authorized
in advance to work a specified number of additional hours shall be compensated at time and one half
(1 1/2) hourly rate for approved hours.
3. Eligible employees may be paid $10.00 per hour to attend workshop activities participated in during
hours not included in their normal work day.
4. Non-contracted adult education, CROP and teachers tutoring with students will be paid $28.00per
hour.
4a. HOURLY RATES FOR OPS TEACHERS
OPS teachers will be paid $25.00 per hour.
5. RATES OF PAY FOR EXTRA DUTIES AT ATHLETIC EVENTS
Regular ticket takers, ticket sellers, and gate keepers will be paid $25.00 to $ 50.00 per activity,
depending upon responsibility and the particular event. The principal will determine which rate of
pay is appropriate. Rates for post-season activities are at the discretion of the principal.
Scorekeepers and timers will be paid $10.00 to $20.00 per activity. Rates for post-season activities
are at the discretion of the principal.
42
6. Employment in the Extended Day Enrichment Program (EDEP) is contingent upon student
enrollment in the program and is solely supported by student fees. Staff is appointed
annually based upon the number of children enrolled in the program. EDEP positions
are considered time-limited appointments and are not construed to have an expectation of
employment from year-to-year. Benefits and seniority may not be attached to the EDEP
positions.
(1) EDEP on-site coordinators will be paid following the salary schedule below. Placement on
the schedule will be based on verifiable experience. Non-instructional Coordinators and
EDEP Coordinator Interns who are appointed for more than 20 hours are eligible for sick
leave, health insurance, paid holidays, and certain employees may be eligible for
membership in the bargaining unit.
(2) EDEP Activity Leaders will be paid following the salary schedule below. Placement on the
schedule will be based on verifiable experience. Appointments are for less than 20 hours
per week. When an Activity Leader employee is assigned as an On-Site Extended Day
Enrichment Program Coordinator Intern, the employee will remain at his/her current rate of
pay, but the employee’s hours will be increased from less than 20 hours to 40 hours per
week.
(3)
Step
YEARS OF
EXPERIENCE
COORDINATORS
ACTIVITY
LEADERS
1
0
$19.61
$13.00
2
1
20.61
13.50
3
2
21.61
14.00
4
3
22.61
14.50
5
4
23.61
15.00
6
5- 8
24.61
16.00
7
9-14
25.61
19.00
8
15+
26.61
20.00
Program Size Bonuses:
• Programs averaging 150+ students = $1,500/year.
• Programs averaging 200+ students = $2,000/year.
These bonuses will be paid twice a year, 1/2 in December and 1/2 in June.
(4) If an employee is not assigned to a Coordinator position upon their satisfactory completion of
the Coordinator Intern training, the employee will continue to work as a Coordinator Intern
which includes substituting for EDEP employees as needs arise.
43
(5) A Coordinator Intern not completing the Intern Program, not making satisfactory progress as
deemed by the District EDEP Coordinator, or completing the Program with an unsatisfactory
performance evaluation will be placed back as an Activity Leader at the same salary and with
the same number of hours the employee had before entering the Intern Program. Since the
employee’s hours would be less than 20 hours per week, the employee would not continue
receiving benefits.
(6) Teachers employed in the EDEP will be paid by stipend.
(7) EDEP aides and center aides will be paid in accordance with the aide career salary
schedule. Appointments are hourly, time limited, and less than 20 hours per week.
*Placement will be determined according to the number of years of employment in the current EDEP
position.
7.
NON-CONTRACTED SUBSTITUTE TEACHERS
Rates of pay for non-contracted substitute teachers are as follows:
• HS Diploma (GED) (must be 21) $70.00 per seven (7) hour day, $10.00 per hour
• AA Degree: $77.00 per seven (7) hour day, $11.00 per hour
• Degreed $84.00 per seven (7) hour day, $12.00 per hour
• Retired Alachua County Teachers: $98.00 per seven (7) hour day, $14.00 per hour
b. Substitutes who work more or less than the regular day may have their pay adjusted
accordingly.
c. Permanent substitute teachers will be paid $12.00 per hour and assigned seven (7) hours per
day.
d. Long-term substitute teachers will be paid $38,416 (2019-2020 Salary Schedule Step 0).
ALACHUA eSCHOOL (FLVA FRANCHISE)
Rate of Pay for Teachers:
• Base Pay $1,500.00 per Semester
• Bonus $30.00 for each Student Completing and Earning Credit
For a class to make, a minimum of six (6) students must be enrolled at the beginning of the
semester. Classes will be capped at 35 students per teacher per semester and, therefore, are not
subject to class size amendment restrictions.
8. SUBSTITUTE BUS DRIVERS
Substitute bus drivers will be paid on pay grade 25, step 0, on the Education Support Professionals
Salary Schedule
44
9. SUBSTITUTE AIDES/CUSTODIANS
Substitute aides and custodians will be placed on pay grade 01AS, step 30, of the OPS Worker’s
Salary Schedule. ($10.00)
10. SUBSTITUTE FOOD AND NUTRITION SERVICES
Food and nutrition services substitutes will be placed on pay grade 01AS, step 30, of the OPS
Worker's Salary Schedule ($10.00)
Retired managers who are approved by the Food and Nutrition Services Director to work in the
Manager or Assistant Manager capacity shall be paid $10.00 per hour to substitute in Food Service.
11. SUMMER RATES FOR CAMP CRYSTAL PROGRAMS
Counselors employed in the Camp Crystal program will be paid $100, $110, $120, $130, $140, $150,
$160, $170, $180, $185, $190, $200, $210, $235, or $260 per week, based upon prior experience at
Camp Crystal and qualifications as determined by the Camp Manager. Other employees include Health
Coordinator, $150-250 per week. Counselors are provided room and board as a part of their wages.
The manager of the food and nutrition services program at Camp Crystal will receive the same
hourly rate of pay as the preceding school year.
12. SPECIAL PROJECTS
Salaries for personnel employed in specially funded projects will be included in the project plans
when approved by the Board. Salaries approved in special projects will amend the adopted salary
schedules. Notwithstanding job titles or funding sources, salaries will be comparable.
13. CERTIFIED TEACHER AIDES PROGRAM
Persons employed in the Certified Teacher Aides Program under the legislative established welfare-
to-work program shall be paid in accordance with mandated rates contained in that legislation
provided the system receives full or partial reimbursement for employment of such persons.
45
14. MIGRANT EDUCATION/TUTORIAL TEACHERS
The rate of pay for tutorial teachers in the Migrant Education program will be $10.00 per hour.
15. BUS DRIVER AND BUS ATTENDANT ATTENDANCE INCENTIVES
ACPS school bus drivers and bus attendants who maintain perfect attendance during any of the four
quarters (9 weeks) of the school year will be eligible for monetary reward in the sum of $125 every
nine weeks. Work and/or activity runs attached to routes are included
.
16. ON-CALL EMPLOYEE SERVICES
Compensation for service employees who are officially on-call during non-working hours and on
holidays shall be paid in accordance with applicable Federal wage and hour regulations.
17. SUPERINTENDENT’S SALARY
The Superintendent’s salary shall be stated in the contractual agreement and any amendments
thereto between the Board and the Superintendent.
18. BOARD MEMBERS’ SALARIES
The salaries of the School Board members shall be established annually by the School Board as
prescribed by Section 1001.395, Florida Statutes
.
19. 21
st
CENTURY GRANT
21
st
Century Grant Tutors, Instructor Is, and Instructor IIs will be paid according to the
schedule below
:
POSITION
HOURLY RATE
Tutor
$10.50
Instructor I
15.00
Instructor II
25.00
46
ALTERNATE SALARY SCHEDULE
The student trainee and OPS workers' Salary Schedule is shown below: Payment for services under
this schedule will not be eligible for retroactive pay adjustments made available as a result of
collective bargaining agreements.
ALTERNATE SALARY SCHEDULE - PG 01AS
STEP
HOURLY RATE
STEP
HOURLY RATE
STEP
HOURLY RATE
1
4.63
34
7.16
67
15.54
2
5.25
35
13.00
68
7.25
3
5.88
36
6.50
69
25.00
4
1.92*
37
8.00
70
7.31
5
2.40*
38
9.29
71
28.00
6
2.50**
39
12.00
72
7.67
7
2.75**
40
17.00
73
7.79
8
3.00**
41
9.43
74
7.83
9
3.25**
42
7.43
75
8.05
10
3.35*
43
10.71
76
18.05
11
3.50**
44
6.40 (eff 1/1/06)***
77
20.86
12
3.59*
45
10.14
78
23.57
13
3.75**
46
8.14
79
14.19
14
3.83*
47
11.43
80
16.65
15
4.00**
48
14.30
81
8.65
16
4.25
49
16.50
82
9.00
17
4.31
50
18.70
83
14.00
18
4.50**
51
12.10
84
13.00
19
4.55
52
13.20
85
13.50
20
4.75**
53
10.50
86
14.00
21
4.79
54
37.50 (exp 6/9/11)
87
14.50
22
5.00
55
7.21 (eff 1/1/09)***
88
15.00
23
5.07
56
10.85
89
16.00
24
5.28
57
8.85
90
19.00
25
5.59
58
12.14
91
20.00
26
6.00
59
15.40
92
19.61
27
7.00
60
17.80
93
20.61
28
7.50
61
20.10
94
21.61
29
8.50
62
14.20
95
22.61
30
10.00
63
16.85
96
23.61
31
11.00
64
19.47
97
24.61
32
15.00
65
21.99
98
25.61
33
20.00
66
13.24
99
26.61
Student trainees may be paid minimum wage or placed on the OPS schedule.
*Student trainee program
**See #11, Summer Rates for Camp Crystal
***Agency for Workforce Innovation (AWI) is to perform an annual calculation to establish a new minimum wage (indexed to inflation)
each year and to publish that information. AWI will perform this calculation on September 30, with the new wage becoming effective the
following January 1 of each year.
47
2021-2022 SUPPLEMENT SCHEDULE
ACADEMIC
2021-22
Amount
Hours
ATAP Consulting Teacher
$ 5,340
356
Art Teachers
534
36
Band Auxiliary Units Sponsor
803
54
Band (MS)
1,460
97
Band, Marching and Concert (HS)
4,096
273
Band Director, Assistant
3,027 202
Camp Crystal Overnight Trip (Teacher)
154 10
Camp Crystal More Than One Overnight Trip (Teacher)
302 20
Cheerleader Sponsor, Varsity
2,404 160
Cheerleader Sponsor, JV
1,545 103
Chorus Sponsor (30 students, 4 activities) (MS/HS)
1,423
95
Class Sponsor, Junior
803
54
Class Sponsor, Senior
803
54
Club Sponsor
712
47
Coordinator of Traffic Safety Center
2,671
178
Behavioral Resource Specialist/Dean Middle School, Full-Time
2,492
166
Behavioral Resource Specialist/Dean High School, Full-Time
3,117 208
Department Head or Title 1 Lead Teacher:
2-4 persons
803 54
5-9 persons
1,247
83
10+ persons
1,604
107
Department Chairperson, Assistant (10 or more teachers in a dept. required)
803 54
Drama Sponsor (3 productions, include 1 major)
2,047
136
Elementary/Middle Flexible Activity Supplement
Enrollment of 0 - 300
380 25
Enrollment of 301 -500
507 34
Enrollment of 500+
632 42
Elementary Music (30 students, prorated based on 4 activities)
1,368 91
Forensics Sponsor (4 activities)
1,423 95
Future Educators of America Sponsor (MS/HS)
891
59
Health, Safety, and Wellness Trainer
1,280
85
Newspaper Sponsor
1,423
95
Peer/Mentor Teacher
1,247
83
Pre-collegiate Coordinator
891
59
Psychologist
2,671
178
Psychologist, Lead
5,340 356
Robotics, Lead Sponsor
712 47
Safety Patrol Sponsor
803 54
Science Fair Sponsor
712 47
Speech Language Pathologists (Grandfathered Bachelors)
1,000 67
Speech Language Pathologists (Certification)
1,500
100
Sports Ability Games Coordinator
445
30
Student Activities Director
2,048
137
Teacher Specialist/Seminar Leader
2,492
166
Career & Technical Student Organizations Sponsor
1,423
95
High School Land/Animal Lab
2,923 195
School Site Technology Support
2,205 147
Yearbook Sponsor (MS)
803 54
Yearbook Advisor (HS)
1,604
107
NON-INSTRUCTIONAL
2021-22
Amount
Hours
Collective Bargaining
$ 1,213
81
Chief Negotiator
2,919
195
Assistant to Chief Negotiator
1,751
117
Hearing Officer
1,460
97
Peer Principal
1,357 90
48
2021-2022 SUPPLEMENT SCHEDULE
ATHLETICS
2021-22
Amount
Hours
Athletic Business Manager
$ 2,847
190
Athletic Director
3,649
243
Athletic Faculty Sponsor
891
59
Baseball, Head
2,492
166
Assistant Baseball
1,203
80
Baseball, JV
1,423
95
Baseball, 9th Grade
1,068
71
Basketball, Head
3,469
231
Basketball, Assistant
2,402
160
Basketball, JV
2,402
160
Basketball, 9
th
1,423
95
Basketball, 9th Grade Girls
1,423
95
Cross Country
1,511
101
Diving
1,203
80
Football, Head
Fall
3,560
237
Spring
891
59
Football, Offensive Coordinator
Fall
2,778
185
Spring
693
46
Football, Defensive Coordinator
Fall
2,778
185
Spring
693
46
Football, Assistant and 9th Grade
Fall
2,423
162
Spring
604
40
Football, Head JV
Fall
2,778
185
Spring
693
46
Golf
1,604
107
Intramurals
891
59
Lacrosse, Head
2,047
136
Lacrosse, Assistant
1,247
83
Lacrosse, JV
1,247
83
Soccer
2,048
137
Soccer, Assistant Varsity (HS)
1,247
83
Soccer, JV
1,247
83
Softball
2,492
166
Assistant Softball
1,203
80
Softball, JV
1,423
95
Softball, 9th Grade Girls
1,068
71
Swimming
1,870
125
Assistant Swimming
1,203
80
Tennis, Head
1,870
125
Tennis, JV
1,068
71
Track, Head
2,492
166
Track, Assistant or JV
1,423
95
Volleyball, Head
2,048
137
Assistant Volleyball
1,203
80
Volleyball, JV
1,247
83
Volleyball, 9th Grade Girls
1,068
71
Weightlifting, Head
2,048
137
Weightlifting, Assistant
1,247
83
Wrestling, Head
2,048
137
Wrestling, Assistant
1,247
83
Wrestling, JV
1,247
83
Middle School Sports
1,182
79
Special Olympics Coordinator
1,247
83
Special Olympics (Lanier)
803
54
Ten percent (10%) of the current supplement will be awarded to each teacher/coach for advancement
to and participation in each level of competition above the district level. Football is the only sport for
which coaches receive an extra 10% compensation for district playoffs. This additional supplement
applies only to those teachers/coaches who have been properly appointed to coach the team which is
participating in the playoffs.
49
ADMINISTRATIVE PERSONNEL
SALARY SCHEDULE
2021-2022
50
SALARY SCHEDULE ADMINISTRATION PROCEDURES AND COMPENSATION PLAN
The Superintendent will appoint a Committee to review and make recommendations to him to
address and maintain internal equity within the Administrative Salary Schedule.
ADMINISTRATIVE SALARY ADJUSTMENTS FOR 2021-2022:
a. Eligible Administrators on steps 0-28 and employed prior to January 1, 2021, advanced one (1)
step, effective July 1, 2021. The increase was reflected in the July 15, 2021 paychecks. In
addition to this step, a twenty-four (24) cents per hour increase will be added to each step of the
Administrative salary schedule and employees will be paid retroactive to their appointment date.
b. Administrative personnel actively employed on January 10, 2022, and at the time of ratification,
will receive a one-time bonus of $1,250.
c. Administrative personnel who are employed at the end of the school year and complete the following
trainings on or before July 31st, 2022 will be eligible for a one-time bonus of $1,000. For employees
completing the designated training before June 15th, the bonus will be paid on June 30, 2022. For
employees completing the designated training before July 31st, the bonus will be paid on August 15th,
2022.
• Youth Mental Health First Aid
• KnowBe4 Security Awareness Training
d. Employees at the top of the salary schedule (step 28), will remain on their current step.
1. New Hires – Placement of new employees will be determined by evaluation of comparable
administrative experience and an analysis of internal equity. New employees will be placed on the
appropriate pay grade at the entry pay level with consideration of comparable experience credit for
higher placement on the schedule.
2. Salary Increases – An employee will be eligible for a salary increase if a satisfactory or higher
performance rating is received during the previous fiscal year as reflected on the employee’s annual
evaluation completed by the immediate supervisor; however, no employee will receive an increase
above the maximum pay level of the pay grade.
3. Promotions
a. An employee who is promoted from a position on the instructional, professional/technical, or
education support professional’s salary schedule to a position on the administrative salary
schedule will be placed on the appropriate pay grade on Pay Level 0. Comparable administrative
experience may be considered for higher placement on the schedule.
b. An employee who is promoted to a higher pay grade within the administrative salary schedule may
be placed on the pay level that provides an eight (8%) percent increase or the minimum pay level
for the pay grade, whichever is higher.
51
4. Voluntary Acceptance of a Position in a Lower Pay Grade – An employee who voluntarily accepts a
position on a lower pay grade will be:
• Placed on the pay grade assigned to the new position; and
• Placed on the pay level to which he/she is currently assigned.
• The new pay grade and pay level changes will be effective the date of the transfer to the new
position.
5. Reassignment to a Position in a Lower Pay Grade –
An employee who is reassigned effective July 1 to a position on a lower pay grade will be:
a. Placed on the pay grade assigned to the new position; and
b. Placed on the pay level to which he/she is currently assigned.
An employee who is reassigned subsequent to July 1 to a position of a lower pay grade will:
a. Remain at the previously held pay grade and pay level for the remainder of the fiscal year; and
b. Effective July 1 of the following fiscal year, be placed on the new pay grade on the pay level to
which he/she is currently assigned.
6. Lateral Move within Same Pay Grade – An employee who transfers to a different position within the
same pay grade will be placed at the same level of the pay grade.
7. Leave of Absence – A Board-approved leave of absence shall not constitute a break in service.
8. Year of Service – A year of service is defined as at least one day more than one-half the prescribed
work year for the specified job classification within the Alachua County school’s employee group.
9. Salary Supplements – The following salary supplements may be approved by the Superintendent for
no more than one (1) year at a time and shall not be added to the base pay of the employee for either
future years or calculation of percentage increases upon promotion.
• Advanced Degrees - Administrators shall be eligible to receive a supplement for advanced
degrees as follows:
a. Earned Specialist $1,275 Above Masters
b. Earned Doctorate $2,550 Above Masters
c. The degree must be from a college or university accredited by a recognized accrediting agency.
d. An official transcript documenting the degree must be on file in the Human Resources Division
prior to the supplement being paid. It must be received no later than June 30
th
of the fiscal year
for any credit to be awarded for the prior school year.
e. The supplement amount will be prorated based on the date the degree was awarded.
52
School Size Supplements - Principals will be eligible to receive an annual school size supplement
based on student enrollment for October FTE. The supplement is school specific and if the principal
is reassigned during the school year, a prorated supplement will be paid.
School size supplements are designated as follows:
700 – 1200 students
$2,000
1201 – 1700 students $3,000
1701 – 2200 students $4,000
2201+ students
$5,000
10. Benefits
a. Vacation Days – Accrual
Twelve-month personnel shall earn two (2) days vacation per month credited the last day of each
month. Employees must be employed for eleven or more days in a month to earn vacation days for
the month. Up to ten (10) days may be scheduled for the convenience of the Board. Effective
January 1, 2007, no employee shall carry forward more than 700 vacation hours beyond December
31 of each year for vacation hours earned after October 1, 1997. Vacation hours in excess of 500
hours, but not greater than 700 hours, accrued as of October 1, 1997, shall be “frozen” and may be
used in the event leave hours earned after October 1, 1997, are depleted.
Twelve-month personnel shall earn two (2) days vacation per month. NO employee shall carry
forward more than 700 hours beyond June 30 of each year. Up to ten days may be scheduled for
the convenience of the Board.
Vacation Days – Terminal Pay
For employees who retire on or after July 1, 2006, terminal pay for vacation leave shall include
• the balance of vacation hours “frozen” as of February 1, 1996, calculated at the daily rate of
pay at October 1, 1997. Terminal payments shall be calculated pursuant to the method
being used on October 1, 1997 (10b and 10c below);
• the balances of vacation hours accrued from February 1, 1996, until June 30, 2001,
calculated at the daily rate of pay at retirement or death; and
• up to 480 hours of vacation leave accrued from July 1, 2001, until the date of retirement or
death, calculated at the daily rate of pay at retirement or death.
When an employee is released or resigns, he will be paid for vacation time accumulated through
the end of the last full month worked. This does not include the last partial month worked.
Vacation leave shall be paid at 100 percent of pay.
Section 1012.65, Florida Statutes, states for new hires effective July 1, 2001, terminal pay for
accrued vacation leave may not exceed a maximum of 60 days of actual payment. This limit does
not impair any contractual agreement established before July 1, 2001.
For unused vacation leave accumulated before July 1, 2001, terminal payment shall be made
pursuant to the district school board’s policies, contracts, or rules that were in effect on June 30,
2001
.
53
Effective July 1, 2005, the above rule applies for a DROP employee also. This means that vacation
accrued after he/she joined DROP will be limited to the 60 days of actual payment when he/she
terminates from DROP.
Sick Leave – Accrual
Employees shall earn one (1) day sick leave per month, credited in accordance with section
1012.61, Florida Statutes. Sick leave hours earned shall be accrued with no limit on accrual. Sick
leave hours accrued as of October 1, 1997, shall be “frozen” and may be used in the event sick
leave hours earned after October 1, 1997, are depleted
.
Sick Leave – Terminal Pay
For employees who retire on or after July 1, 2006, terminal pay for sick leave include
• the balance of sick leave hours “frozen” as of October 1, 1997, calculated at the daily rate
of pay at October 1, 1997. Terminal payments shall be calculated pursuant to the method
being used at June 30, 1997 (10b and 10c below);
• the balance of sick leave hours accrued from October 1, 1997, through June 30, 2004,
calculated at the daily rate of pay at retirement or death; and
• the balance of sick leave hours accrued after June 30, 2004, calculated at the daily rate of
pay applicable at the time the sick leave was accrued.
Employees who retired prior to July 1, 2006, shall be paid in accordance with salary schedules in
effect at the time of retirement.
b. For purposes of terminal pay for accrued sick leave and accrued vacation paid at retirement, or
upon death of the employee, the daily rate of pay until June 30, 1994, will be computed by dividing
the total salary by the number of days the employee must be on the job to earn the annual salary
for the year. (This is interpreted as 180 days for 10-month personnel and as 210 days for 12-
month personnel.)
c. Payment for leave accrued between July 1, 1994, and February 1, 1996, shall be calculated in the
same manner except the percentage of daily rate shall be equal to that of a retiring teacher on a
standard 10-month contract during that period. (This is interpreted as the percentage, which
applies to a 10-month teacher’s annual salary, divided by 180.) Rates for terminal pay for leave
accrued after February 1, 1996, shall be determined by using the actual hourly rate earned by the
employee at the time of retirement. Use of accrued leave shall be on a “last-in, first-out” basis for
leave accrued prior to June 30, 2004. Use of leave accrued after June 30, 2004, shall be on a
“first-in, first-out” basis.
For purposes of computing the amount of terminal pay for accumulated sick leave, sick leave
accrued after June 30, 2004, shall be compensated at no more than the daily rate of pay applicable
at the time the sick leave was earned.
54
d. Employees paid on the regular Administrative Salary Schedule will receive six (6) paid holidays.
e. Employees will receive salary in semimonthly installments.
f. All administrators must utilize direct deposit of regular payroll checks.
g. A district employee may authorize transfer to his spouse, child, parent, or sibling who is also a
district employee, of accrued sick leave, providing that the transfer relates to an illness or injury of
the person to whom the leave is transferred. The person receiving the transfer may not use the
donated sick leave until he has exhausted all of this accrued leave. Donations may be in amounts
of five (5) or more days, or the remainder of the employee’s sick leave balance if less than five (5)
days, and shall not be covered by terminal leave payouts.
11. Adjustments
a. Adjustments to salary will be made within thirty (30) days of appropriate verification of the
completion of requirements for such adjustments. Payment will be retroactive during the current
year to the date the requirements were fulfilled. Employees applying for adjustments will be
responsible for providing appropriate documentation to the Human Resources Division.
b. An increase in salary may be denied for unsatisfactory work performance. Such action must be
supported by appropriate, written documentation. An employee denied a salary increase may
apply for reevaluation at midyear. An acceptable rating at midyear may warrant restoration of the
salary increase at midyear. Under normal conditions, an employee being considered for a salary
holdback will be notified in writing no later than March 15. Written notification of final determination
of salary holdback will be provided to the employee no later than May 15. Unusual circumstances
may warrant a later notification
.
12. Post DROP
Administrators who have completed DROP and are rehired by the Board will be placed at mid-
point on the Administrative Salary Schedule.
Board Commitment
The School Board of Alachua County is committed to maintaining an internally equitable salary schedule
that enhances the recruitment and retention of administrators. It is the intent of the Board to honor the step
increases annually.
55
PAY GRADE 00
SUPERINTENDENT, DEPUTY
PAY GRADE 0
ATTORNEY, STAFF
CHIEF – EQUITY, INCLUSION & COMM ENGAGEMENT
CHIEF – FINANCE
CHIEF – OPERATIONS
CHIEF – TEACHING & LEARNING
SUPERINTENDENT, ASSISTANT BUSINESS SVCS
SUPERINTENDENT, ASSISTANT, HUMAN RESOURCES
SUPERINTENDENT, ASSISTANT, OPERATIONS
PAY GRADE 1
DIRECTOR, EXECUTIVE – CURRICULUM, ELEM/SECON
DIRECTOR, EXECUTIVE - CURRICULUM & SCHL IMPROV
DIRECTOR, EXECUTIVE – EARLY LEARN/PARENT ACADEMY
DIRECTOR, EXECUTIVE – ESE/STUDENT SUPPORT SVCS
DIRECTOR, EXECUTIVE – FACILITIES
DIRECTOR, EXECUTIVE – FINANCE/PURCHASING
DIRECTOR, EXECUTIVE – HUMAN RESOURCES
DIRECTOR, EXECUTIVE – SCHOOLS SUPERVISION
OFFICER, CHIEF – TECHNOLOGY & INFORMATION SVCS
PAY GRADE 2
DIRECTOR II – CAREER & TECH ED
DIRECTOR II – EARLY CHILDHOOD
PRINCIPAL-CAREER & TECH ED
PRINCIPAL – EARLY CHILDHOOD
PRINCIPAL, HIGH SCHOOL
PAY GRADE 3
VACANT
PAY GRADE 4
PRINCIPAL - ESCHOOL
PRINCIPAL, MIDDLE SCHOOL
PAY GRADE 5
ASST TO SUPERINTENDENT – COMM & SCHOOL RELATIONS
CHIEF – SECURITY & SCHOOL SAFETY
DIRECTOR - BUDGET
DIRECTOR – CAMP CRYSTAL
DIRECTOR – CAREER AND TECHNICAL EDUCATION
DIRECTOR – COLLEGE AND CAREER PATHWAYS
DIRECTOR – COMMUNICATIONS/COMMUNITY INITIATIVES
DIRECTOR – COMMUNITY PLANNING & STUDENT ASSIGN
DIRECTOR – CONSTRUCTION & MAINTENANCE
DIRECTOR - CURRICULUM
DIRECTOR – CURRICULUM/SCHOOL IMPROVEMENT
DIRECTOR – EDUCATIONAL EQUITY & OUTREACH
DIRECTOR – ENERGY SYSTEMS
DIRECTOR – EVALUATION, ACCOUNTABILITY & ANALYTICS
DIRECTOR – FINANCE
DIRECTOR – FOOD & NUTRITION SERVICES
DIRECTOR – FTE & STATE REPORTING
DIRECTOR – GRANTS ACQUISITION/SPECIAL PROJECTS
DIRECTOR – HEAD START PROGRAM
DIRECTOR – PARENT ACADEMY PROGRAM
DIRECTOR – PROFESSIONAL DEVELOPMENT
PAY GRADE 5 CONT’D.
DIRECTOR - PURCHASING
DIRECTOR – RESEARCH, ASSESSMENT, AND STUDENT
ACHIEVEMENT
DIRECTOR – RISK MANAGEMENT & BENEFITS
DIRECTOR – SCHOOL CHOICE
DIRECTOR – SCHOOL RENEWAL, TITLE I/III
DIRECTOR – SMALL & RURAL DISTRICTS
DIRECTOR – SYSTEM OF CARE
DIRECTOR – TECHNOLOGY & INFORMATION SVCS
DIRECTOR – TRANSPORTATION
DIRECTOR – VOLUNTARY PRE-K/EARLY CHILDHOOD
PRINCIPAL, CENTER SCHOOL
PRINCIPAL, ELEMENTARY SCHOOL
SECURITY & SCHOOL SAFETY CHIEF
PAY GRADE 6
VACANT
PAY GRADE 7
VACANT
PAY GRADE 8
PRINCIPAL, ASSISTANT – HIGH SCHOOL
SUPERVISOR II – ADULT EDUCATION/ATHLETICS/
PHYSICAL EDUCATION/DRIVER EDUCATION
SUPERVISOR II – CURRICULUM
SUPERVISOR II – EXCEPTIONAL STUDENT ED
SUPERVISOR II – HEALTH SERVICES
SUPERVISOR II - INFORMAITON SUPPORT
SUPERVISOR II - PERSONNEL
SUPERVISOR II – PROJECT DEVELOPMENT
SUPERVISOR II – RESEARCH, ASSESSMENT AND
STUDENT INFORMATION
SUPERVISOR II – RISK MANAGEMENT
SUPERVISOR II – SCHOOL COUNSELING SERVICES
SUPERVISOR II – SMALL & RURAL DISTRICTS
SUPERVISOR II - TESTING/HOME SCHOOLING
SUPERVISOR II – TCHR/LEARNING RESOURCES
PAY GRADE 9
PRINCIPAL, ASSISTANT – CENTER SCHOOL
PRINCIPAL, ASSISTANT – ELEMENTARY SCHOOL
PRINCIPAL, ASSISTANT – MIDDLE SCHOOL
SUPERVISOR I – CURRICULUM
SUPERVISOR I – EXCEPTIONAL STUDENT ED
SUPERVISOR I – EXTENDED DAY ENRICHMENT
SUPERVISOR I – FOOD & NUTRITION SVCS
SUPERVISOR I - MEDIA SERVICES
SUPERVISOR I – MENTAL HEALTH SUPPORT SVCS
SUPERVISOR I – MIGRANT EDUCATION
SUPERVISOR I – PERSONNEL
SUPERVISOR I – PROFESSIONAL DEVELOPMENT
SUPERVISOR I – SCHOOL VOLUNTEER & PARTNERSHIPS
SUPERVISOR I – TECHNICAL SUPPORT
SUPERVISOR I - TESTING
SUPERVISOR I – TITLE I
SALARY SCHEDULE PLACEMENT INDEX FOR ADMINISTRATORS
56
PAY GRADE 10
AUDITOR, INTERNAL
MANAGER, TRANSPORTATION AREA, LEAD
PAY GRADE 11
COORDINATOR – COMMUNITY ENGAGEMENT
COORDINATOR – FAMILY, COMM, ENGAGEMENT (HEADSTART)
COORDINATOR – FAMILY, COMM ENGAGMENT (PRESCHOOL)
COORDINATOR – FOOD & NUTRITION SVCS
COORDINATOR – HEALTH, SAFETY, FACILITIES (HEADSTART)
COORDINATOR – INSTRUCTIONAL TECHNOLOGY SYSTEMS
COORDINATOR – SUPP EDUCATIONAL INTERVENTIONS
MANAGER – FACILITY MAINTENANCE
MANAGER – FACILITY PLANNING
MANAGER – FLEET
MANAGER – STUDENT ASSIGNMENT
MANAGER – TRANSPORTATION AREA
57
SCHOOL BOARD OF ALACHUA COUNTY
ADMINISTRATIVE SALARY SCHEDULE
2021-2022
Pay
Grade
0
1
2
3
4
5
6
7
8
9
10
11
12
13
14
00
98,550
99,531
100,519
101,522
102,532
103,552
104,582
105,624
106,675
107,736
108,809
109,891
110,987
112,091
113,208
0
94,996
95,940
96,894
97,860
98,834
99,818
100,810
101,814
102,827
103,851
104,884
105,928
106,983
108,047
109,122
1
90,601
91,501
92,410
93,332
94,259
95,197
96,144
97,100
98,067
99,043
100,029
101,023
102,029
103,044
104,071
2
87,920
88,795
89,678
90,569
91,472
92,381
93,300
94,229
95,164
96,113
97,069
98,035
99,010
99,995
100,991
3
84,008
84,843
85,688
86,538
87,399
88,268
89,145
90,033
90,928
91,834
92,746
93,669
94,601
95,542
96,494
4
81,811
82,625
83,445
84,276
85,112
85,960
86,815
87,679
88,551
89,430
90,319
91,217
92,127
93,042
93,967
5
79,655
80,448
81,248
82,055
82,871
83,695
84,527
85,368
86,216
87,074
87,940
88,814
89,697
90,591
91,490
6
75,583
76,333
77,092
77,858
78,631
79,413
80,202
81,000
81,804
82,617
83,439
84,269
85,106
85,953
86,808
7
73,516
74,246
74,985
75,729
76,482
77,241
78,009
78,783
79,569
80,358
81,157
81,964
82,779
83,602
84,434
8
71,642
72,354
73,072
73,800
74,532
75,271
76,019
76,776
77,539
78,310
79,087
79,873
80,668
81,469
82,278
9
69,378
70,067
70,763
71,467
72,176
72,893
73,617
74,347
75,087
75,832
76,586
77,347
78,115
78,892
79,677
10
65,984
66,639
67,300
67,969
68,644
69,325
70,013
70,710
71,411
72,121
72,837
73,562
74,290
75,030
75,775
11
56,848
57,412
57,981
58,556
59,137
59,724
60,315
60,915
61,519
62,128
62,746
63,367
63,996
64,632
65,273
Pay
Grade
15
16
17
18
19
20
21
22
23
24
25
26
27
28
00
114,334
115,473
116,623
117,784
118,958
120,143
121,339
122,547
123,768
125,001
126,247
127,505
128,773
130,057
0
110,208
111,306
112,415
113,534
114,665
115,807
116,960
118,124
119,300
120,488
121,689
122,901
124,124
125,362
1
105,105
106,152
107,210
108,276
109,354
110,442
111,543
112,652
113,775
114,908
116,052
117,208
118,375
119,555
2
101,995
103,010
104,036
105,072
106,118
107,173
108,240
109,318
110,406
111,505
112,616
113,736
114,869
116,012
3
97,451
98,421
99,402
100,391
101,390
102,399
103,418
104,448
105,487
106,536
107,597
108,668
109,750
110,843
4
94,901
95,847
96,800
97,762
98,737
99,719
100,711
101,713
102,726
103,749
104,781
105,823
106,878
107,940
5
92,400
93,319
94,249
95,186
96,132
97,090
98,056
99,031
100,017
101,012
102,018
103,033
104,057
105,094
6
87,672
88,543
89,424
90,311
91,210
92,119
93,035
93,960
94,894
95,840
96,792
97,755
98,728
99,711
7
85,273
86,121
86,976
87,842
88,715
89,596
90,490
91,388
92,297
93,216
94,143
95,081
96,025
96,982
8
83,097
83,923
84,757
85,599
86,452
87,312
88,179
89,056
89,942
90,837
91,740
92,652
93,574
94,505
9
80,468
81,268
82,077
82,891
83,715
84,548
85,389
86,238
87,096
87,961
88,836
89,720
90,613
91,515
10
76,528
77,289
78,056
78,831
79,616
80,406
81,207
82,013
82,828
83,652
84,484
85,323
86,172
87,029
11
65,921
66,576
67,237
67,904
68,579
69,259
69,947
70,642
71,343
72,052
72,767
73,489
74,220
74,957
Supplement:
Earned Specialist
Earned Doctorate
$ 1,275
$ 2,550
Above Masters
Above Masters
