Chesterfield County Public Schools Coordinated Pay Plan 2019

Chesterfield County

Public Schools

Coordinated Pay Plan

2019 - 2020

School Year

Effective July 1, 2019

Department of Human Resources

Office of Compensation and Benefits

EQUAL OPPORTUNITY EMPLOYER

The Chesterfield County public school system does not unlawfully discriminate on the basis of sex, race, color, age, religion,

disabilities or national origin in employment or in its educational programs and activities.

2019 – 2020

Coordinated Pay Plan

Contents

School Board Policy 5400 - Compensation Plan ____________________________________________ 4

General Principles ___________________________________________________________________ 4

Salary Increases _____________________________________________________________________ 4

Teacher Salary Information ___________________________________________________________ 5

Salary Placement ____________________________________________________________________ 5

Compensation for a doctorate degree and/or certifications _________________________________ 5

Movement on Salary Scale for Teachers Employed Less than Full Time ________________________ 5

Teacher Travel ______________________________________________________________________ 5

FTE Allocation for Split MS/HS Teaching Positions _________________________________________ 5

Graded Salary Information ____________________________________________________________ 6

Salary Placement ____________________________________________________________________ 6

Graded Pay Scale Compensation for Doctorate/Certifications ________________________________ 6

Promotion _________________________________________________________________________ 6

Promotional Adjustments for same position going from Middle School to High School ___________ 6

Transfers to Position in the Same Pay Grade ______________________________________________ 6

Demotion/Transfer to Position in a Lower Pay Grade ______________________________________ 6

Graded Salary Information…continued __________________________________________________ 6

Acting Pay _________________________________________________________________________ 7

Reclassification _____________________________________________________________________ 7

Regrade ___________________________________________________________________________ 7

Special Salary Adjustments ____________________________________________________________ 7

Permanently Increased Responsibilities _________________________________________________ 7

Internal Salary Equity ________________________________________________________________ 7

Re-employment within Six Months _____________________________________________________ 7

Re-employment beyond Six Months ____________________________________________________ 7

Graded Salary Information…continued __________________________________________________ 7

Reinstatement after Completion of Approved Leave of Absence _____________________________ 7

Employee Calendar Months ___________________________________________________________ 8

Pay Cycles for Various Contract Lengths _________________________________________________ 8

Position Analysis, Evaluation and Development ___________________________________________ 8

Position Classification Review – Vacant Position __________________________________________ 8

Position Classification Review – Filled Position ____________________________________________ 8

Fair Labor Standards Acts _____________________________________________________________ 8

Non-Exempt Employees ______________________________________________________________ 9

Principal/Supervisor Requirements _____________________________________________________ 9

Managing the Work Week ____________________________________________________________ 9

Fair Labor Standards Act...continued ___________________________________________________ 10

Compensatory Time ________________________________________________________________ 10

Compensatory Time Sample Form _____________________________________________________ 10

Fair Labor Standards Act...continued ___________________________________________________ 11

Time Sheets _______________________________________________________________________ 11

Leave Slips ________________________________________________________________________ 11

Wait Time ________________________________________________________________________ 11

Timesheet ________________________________________________________________________ 12

Timesheet Notes ___________________________________________________________________ 12

Lunches and Breaks _________________________________________________________________ 13

Summer Sports Camp Income/Expense Worksheet _______________________________________ 14

Temporary Work Assignments (TWA) Procedures ________________________________________ 15

Additional Notes Regarding TWAs _____________________________________________________ 16

Intra and Extracurricular Activities _____________________________________________________ 16

Teacher Pay Scale __________________________________________________________________ 17

Graded Pay Scale ___________________________________________________________________ 18

Graded Position by Alpha ____________________________________________________________ 19

Graded Position by Alpha ____________________________________________________________ 20

Graded Position by Alpha ____________________________________________________________ 21

Positions by Grade _________________________________________________________________ 27

Substitute Rate Schedule ____________________________________________________________ 34

Temporary Work Assignment _________________________________________________________ 35

High School Athletic Stipend__________________________________________________________ 36

Middle School Athletic Stipend _______________________________________________________ 37

Music and Drama Stipend Scale _______________________________________________________ 39

High School Academic Stipend ________________________________________________________ 40

Middle School Academic Stipend ______________________________________________________ 41

Middle and High School _____________________________________________________________ 42

Additional Academic Stipend _________________________________________________________ 42

Elementary School Stipend ___________________________________________________________ 43

2019 Summer Session _______________________________________________________________ 44

School Board Policy 5400 - Compensation Plan

It is the policy of Chesterfield County School Board and Chesterfield County Government to establish and maintain

a compensation system that is internally and externally equitable. Our goal is to attract, motivate and retain

qualified employees at all levels of service while being consistent with budgetary and other fiscal restraints.

General Principles

Compensation of employees will be based on the salary schedules developed in the annual compensation plan.

These guidelines are intended to cover most compensation actions for which the Superintendent is

responsible. Those not specifically covered, shall be interpreted by the Superintendent or designee. Deviation

from specified compensation practices due to exceptional circumstances requires approval by the Superintendent

or designee. It is the responsibility of the Office of Compensation and Benefits to establish, maintain, implement

and administer the compensation plan. This includes continuous monitoring of compensation paid by external

market organizations through market surveys and evaluation of internal equity issues. Adjustments to salaries,

re-grades or reclassification of positions are approved by the Superintendent or designee.

Employees shall not be entitled to additional, retroactive experience credit or retroactive salary adjustments as a

result of a change in compensation policies, changes in an employee’s job, moves to other positions or the

employee’s failure to include all prior experience at the time of hire. Corrections to salary errors will be retroactive

to the position start date within the school year that the error is detected.

The school division uses a variety of tools to ensure proper classification and to determine the most appropriate

pay range. Job analysis and evaluation is conducted, considering factors that affect the level of the position, such

as complexity, scope of responsibility, level of supervision, judgment and decision making, impact of actions and

required knowledge, skills and abilities. Additionally, market analysis is conducted as needed and internal and

external equity is considered.

The annual compensation plan adopted by the School Board as a result of the approved budget will provide the

general framework for the salary structure. Market rates, or the estimate of wage rates that are generally

acceptable in the external labor market for a given job or occupation, are determined from evaluation data from a

number of sources, both private and public, by conducting salary surveys with other employers of similar positions

or occupations. Positions are assigned to a salary range by completing a job evaluation. This is a process that

determines the value of the specific duties and responsibilities of the position. Similar positions are grouped into

job classes and assigned a specific salary range on the graded pay plan salary scale.

Salary Increases

Annual salary adjustments and salary structure adjustments are based on the relationship to the external market

and the availability of funds. Such an adjustment would usually be a uniform percentage change in all dollar values

of all salaries within the grade and granted to every employee who has performed satisfactorily during the

previous school year and has not exceeded the maximum of their salary range. This type of adjustment is also

known as a general increase or an across-the-board increase. The effective date of the annual increase is usually

an employee's start date for the upcoming school year. Annual salary increases for part time teachers and teachers

hired at the end of the school year may vary depending on experience placement. Employees, who reach the top

of their scale, will receive the approved increase providing there is sufficient funding available.

Teacher Salary Information

Salary Placement

The placement of new teachers on the appropriate salary schedule is administered within the following guidelines:

a. Credit for teaching experience on a year-for-year basis, is granted when the teaching experience was full-time and

 in a public school in the United States, including resident public schools;

 college or university teaching, provided the college/university is accredited by the Virginia State Department of

Education;

 in a U.S. military post dependent school;

 in an accredited private school in the United States, provided the school is accredited at time of employment by the

state Board of Education of that state.

b. Vocational education teachers, where the requirement calls for occupational work experience beyond the apprentice

level, will be given credit for one year of teaching experience for each two years of work experience.

c. Up to three years of non-job related experience for active service in the U.S. Armed Forces.

d. Full year credit may be given in any approved experience area, if the individual worked full time at least one-half of the

contract year.

e. Positions that are deemed hard to fill, may be given a full year of credit in an approved experience area through a one

year combination of full-time equivalent contractual teaching experience.

f. At no time can the placement of a new teacher exceed the salary schedule maximum.

g. High School T-Dean of Students and School Counseling Coordinators are placed one degree level higher on the teacher’s

salary schedule while assigned to the position (example: High School T-dean of students with bachelor’s degree is placed

on master’s degree scale).

h. Credit for substitute or apprenticeship experience is not considered credible experience for salary placement.

Compensation for a doctorate degree and/or certifications

a. Master’s or doctorate degree, if degree is related to the job assignment (doctorate in field) and if the degree was awarded

by a regionally accredited institution.

b. Speech Therapists with a master’s degree and Certificate of Clinical Competency (CCC) or a doctorate degree related to

their job assignment (doctorate in field) and Certificate of Clinical Competency (CCC). The effective date is normally the

date of conferral of the certificate or degree within the fiscal year.

c. Chesterfield County Public Schools guarantees proposed State Contribution for teachers who have achieved National

Board Certification. Teachers with National Board Certification will receive a one-time $5,000 stipend and a $2,500

annual stipend thereafter for the life of the certificate. Current CCPS teachers who complete the National Board

Certification process in January through CCPS and meet DOE eligibility criteria will receive a $2,500 award administered

through the Organizational Development Office.

Movement on Salary Scale for Teachers Employed Less than Full Time

Annual salary increases, for less than full time teachers, may vary depending on experience placement and approval of

budgeted increases.

Teacher Travel

If a teacher must travel between schools during a school day, no duty period is to be assigned to this teacher. Any adjustment

to this arrangement must be requested by the school principal and authorized by the human resource administrator and

instructional director.

FTE Allocation for Split MS/HS Teaching Positions

Teachers will receive additional contractual pay for teaching a class that is: (i) in excess of the number of classes prescribed

by the State Board of Education Regulations and (ii) is taught by the teacher for the entire time of the school year for which

the class exists. Such additional pay shall be included in the teacher's VRS benefit base. An additional class for middle schools

is a seventh class; for high school, it is a sixth class. (Middle School/High School Split Position Staffing: three middle

school and three high school classes = 1.1 Full Time Equivalent (FTE). Two middle school and three high school classes = 1

FTE.)

Graded Salary Information

Salary Placement

The placement of new employees on the appropriate salary schedule is administered within the following guidelines:

a. Placement on the graded pay schedule is generally in relation to experience and internal alignment of existing personnel.

b. Up to three years credit of non-job related experience for active service in the U.S. Armed Forces.

c. At no time may the placement exceed the salary range maximum.

d. Salary offers above the midpoint of the salary range require approval by the Superintendent or designee.

e. Year for year experience for full-time employment with Chesterfield County Government will be given.

f. Full year credit may be given in an approved experience area, if the individual worked full-time for at least one-half of the

year.

g. Credit for substitute or apprenticeship experience is not considered credible experience for salary placement purposes.

Graded Pay Scale Compensation for Doctorate/Certifications

Current employees on the graded pay plan below the Superintendent level may receive an in-grade adjustment (typically 5%)

for possession of a doctorate degree related to their job assignment (doctorate in field); or for the following approved

certifications: Psychologists – National Association of School Psychologists (NASP), School Social Workers – Certified School

Social Work Specialist (C-SSWS).

a. The effective date is normally the date of conferral of the certificate or degree within the fiscal year.

b. Certificates must remain in effect to maintain the additional 5% adjustment.

Promotion

a. When an employee is promoted (selected to fill a vacancy in a higher pay grade), the salary is increased by 5% or to the

minimum of the new range, whichever amount is greater, and placed on the new pay range. The Compensation

Administrator may approve an additional increase with appropriate justification. This is typically done to fairly adjust

salary and equivalent experience to current employees within the same position.

b. Promoted employees are eligible for annual increases. Across the board increases are processed prior to other salary

adjustments effective July 1, including salary adjustments due to pay structure movement, position reclassification,

promotions and title regrades. If after applying the across the board increase and other applicable salary adjustments,

the employee is below the new minimum of the pay grade, the employee’s salary will be increased to the minimum of the

new grade.

c. Salary calculations for positions with a different contract length are reflective of the new contract length.

d. Employees going from a position assigned to the teacher salary scale to a position on the graded pay scale will be

considered a promotion starting with grade 40. Grade 39 is considered a lateral move and below grade 39 will be

considered a demotion.

Promotional Adjustments for same position going from Middle School to High School

Employees who are promoted/transferred from the following classifications will receive a 5% increase:

 School Counseling Technician going from MS to HS

 Fiscal Technician III going from MS to HS

 Office Manager Senior going from MS to HS

 Assistant Principal going from MS to HS

 Principal going from MS to HS

Transfers to Position in the Same Pay Grade

a. Employees transferring to another position within the same pay grade will receive no change to their hourly rate of pay.

b. Employees transferring into a position in the same pay grade are eligible for annual increases.

c. Salary calculations for positions with a different contract length are reflective of the new contract length.

Demotion/Transfer to Position in a Lower Pay Grade

a. The salary of the employee will be reduced by at least 5% (based on the hourly rate of pay), and may be reduced by more

than 5%, as salary placement will be based on consideration of experience and internal alignment of existing personnel.

b. The new/reduced salary may not exceed the maximum of the new salary range. The effective date will be the date the

action is approved.

c. Employees transferring into a position at a lower pay grade are eligible for annual increases.

d. Salary calculations for positions with a different contract length are reflective of the new contract length.

Acting Pay

An employee may be temporarily assigned to a higher level position which is vacant or in which the incumbent is unavailable

to perform the duties of the position due to illness or other extenuating circumstances. “Acting Status” is normally for a period

exceeding 12 workweeks and less than one year in duration. Acting pay will result in a 5% increase, or the minimum of the

new grade. The employee returns to his/her former pay level at the end of the assignment. Acting pay for certain positions,

such as Food Service employees may be granted for less than the minimum of 12 weeks. Approval of acting pay for less than

12 weeks must be approved by the Compensation Department designee. Acting pay assignments are temporary, pending

recruitment and selection or return of the current incumbent, and shall not be used for promotional purposes.

Reclassification

A reclassification reflects a substantial change in the level of duties and responsibilities assigned to a position and results in

the reassignment of a position from one salary grade to another. An increase in volume of work does not warrant the

reclassification of a position. Reclassification requires the approval of the Superintendent or designee. The salary for a

reclassified employee is determined by applying the guidelines for “Promotion” or “Transfer to a Position in a Lower Pay

Grade”, as appropriate.

Regrade

A regrade is the change in pay grade assignment for a job classification and effects all positions assigned to that

classification. Regrades are recommended to adjust the range assignment with comparable jobs in the labor market or for

internal alignment within the organization. Regrades are recommended by the Office of Compensation and Benefits and

require the approval of the Superintendent or designee. The employee’s rate of pay is not affected by a regrade unless the

rate is below the minimum of the new salary range. The effective date of a regrade is normally the contract start date of the

next school year.

Special Salary Adjustments

Salary increases other than for new hires, promotions, or annual pay raises fall under the category of special salary

adjustments. The adjustments are recommended by the Office of Compensation and Benefits and require the approval of the

Superintendent or designee. Any such salary adjustment is subject to available funds. Special salary adjustment will typically

be less than a 5% increase.

Permanently Increased Responsibilities

Special salary adjustments for permanently increased duties recognize new assignments which require greater skills, new

knowledge, a greater level of authority and responsibility, or other changes in duties which enhance the value of a position to

Chesterfield County Public Schools, but do not qualify for a reclassification of the position as determined by the Office of

Compensation and Benefits.

Increased workload with the same or similar duties does not justify a special pay increase. In the case of non-exempt

employees, increased workload is compensated through payment of overtime or accumulation of compensatory leave time.

In the case of exempt employees, workload fluctuations are considered a normal part of a job. Exempt employees do not qualify

for overtime compensation.

Assignments which justify special salary adjustments for duties are typically the result of departmental reorganizations or job

consolidation. They may also result from significant functions or programs being given to a department to perform.

Internal Salary Equity

In determining internal salary equity, consideration is given to factors including, but not limited to, supervisory

responsibilities, external competitiveness, special knowledge, skills, or abilities required, and/or length of service. Salary

equity does not mean that all employees in the same classification have identical pay.

Re-employment within Six Months

An employee returning to a position within the same classification on the graded pay plan within six months from separation

or the beginning of an approved leave of absence will return to the salary assigned at the time of separation.

Re-employment beyond Six Months

Employees returning to CCPS following a period of separation exceeding six months will be placed according to the guidelines

for “New Employee Salary Placement”.

Graded Salary Information…continued

An employee returning to a position within the same classification within one year from the beginning of an approved leave

of absence will return to the salary assigned at the time of separation. Employees returning to a position on a different salary

grade will be placed according to the guidelines for promotion or demotion. Employees who return to employment after

completion of an approved leave of absence will receive any annual salary increase approved by the School Board

provided: (1) he/she completed more than half of the contract year at time of departure, and (2) other similarly classed

employees receive an increase.

Employee Calendar Months

Employees are paid on either a 10, 11, or 12 month calendar. The work months that correspond to each calendar are as

follows:

10 Month Calendar: Pay period is from September 1 through August 31

11 Month Calendar: Pay period is from August 1 through July 31

12 Month Calendar: Pay period is from July 1 through June 30

Pay Cycles for Various Contract Lengths

All Chesterfield County Public School employees receive contract/assignment pay spread over 24 pay periods, regardless of

their position contract length. It is important to note, however, that pay cycles change when an employee moves to a job

position with a different contract length. Such change may result in a month’s lapse in pay. If an employee’s contract length

changes from 12 months to 11 months; from 11 months to 10 months; or from an extended contract to a regular contract the

employee should contact the Payroll Office to determine impact on the pay cycle.

Example: An employee changes from a 12 month contract position to an 11 month contract position. While working the 12

month position, the employee receives 24 paychecks prorated from July through June. When working the 11 month position,

the employee will receive 24 paychecks prorated from August through July. There is a 1 month lapse in paychecks for the

month of July.

Position Analysis, Evaluation and Development

Position descriptions are developed by a position's supervisor and maintained in the Office of Compensation and Benefits. The

position description is an important management tool for communicating with employees, determining the distribution of

work and for organizational design. It is used to inform performance appraisals, recruitment, salary surveys, evaluations and

job analysis. In addition, it is used for determining Fair Labor Standards Act (FLSA) exemptions, accommodations under the

Americans with Disabilities Act (ADA) and to assist in the processing of Workers Compensation and Disability Retirement

requests. It is important that position descriptions accurately reflect the duties and responsibilities expected of employees

assigned to respective position classifications. Accordingly, the school division has implemented procedures to ensure that

position descriptions are periodically reviewed.

a. As a part of the recruitment process, the position descriptions of vacant positions are reviewed prior to position

advertisement. A position review may also be requested when an administrator/supervisor determines that the position

description no longer accurately reflects the duties and responsibilities of the position. See Position Classification

Review – Filled Position for details.

b. Job templates and assistance in writing or revising a job description are available through the Office of Compensation

and Benefits.

Position Classification Review – Vacant Position

When there is an indication that a vacant position is not properly classified, a position classification review may be

requested. To initiate a position classification review, the supervisor of the vacant position must submit a Position Action

Form (PAC), approved and signed by an appropriate Chief level position, along with a revised job description and an

organizational chart, to the Office of Compensation and Benefits. The Office of Compensation and Benefits shall perform a job

evaluation and determine the appropriate position classification.

Position Classification Review – Filled Position

When there is an indication that a currently filled position is not properly classified, a position classification review may be

requested. To initiate a position classification review, the supervisor of the position must submit a PAC form, approved and

signed by an appropriate Chief level position, along with a revised job description and an organizational chart, to the Office of

Compensation and Benefits. A position may require reclassification if the duties have changed significantly over a period of

time. The Office of Compensation and Benefits shall perform a job evaluation and determine the appropriate position

classification.

Graded Salary Information…continued

Reinstatement after Completion of Approved Leave of Absence

The Fair Labor Standards Act (FLSA) establishes minimum wage, overtime pay, record keeping, and child labor standards

affecting full-time and part-time workers in the private sector and in Federal, State, and local governments. Under the FLSA

an employer must pay employees at least the minimum wage of $7.25 an hour and additionally compensate non-exempt

employees who physically work in excess of 40 per week at an overtime rate. The overtime premium is one and one-half times

the regular rate of pay or compensatory time at the same rate for every overtime hour worked. Non-exempt employees who

have worked more than their normal hours, but less than 40 for the week, are given compensatory time for up to 40 hours or

are paid at their regular rate of pay if the compensatory time cannot be taken within 30 days.

Employees who are determined to be professional, managerial, or executive by definition outlined within the statute, are not

covered by the FLSA and are referred to as “exempt” employees, meaning they are exempt from the statute requirements.

Job titles and their associated FLSA status are listed under the Graded Classifications table.

Non-Exempt Employees

a. are prohibited from working more than one full-time or part-time position, except as approved by the Office of

Compensation and Benefits in accordance with School Board Policy Appendix A Section 9;

b. are prohibited from working a temporary work assignment (TWA) during the contractual/normal annual work

assignment period;

c. are permitted to do sporadic work typically performed in after school athletic events as defined by the FLSA guidelines

(i.e. ticket taker). Payment must come from the Student Activities Funds. The time worked must be reported on the

employee’s regular timesheet and submitted to payroll for payment and is subject to overtime;

d. may not volunteer for any position without compensation (i.e. a club sponsor who normally does not receive a stipend);

e. are not permitted to work on days outside their work assignment without additional compensation;

f. Shall be compensated at the regular rate or with compensatory time for hours up to 40 and overtime/compensatory time

at time and one half the regular rate of pay for all hours worked beyond 40 per week. This includes work done after

school hours;

g. shall not work overtime without the express approval of the supervisor;

h. must keep an accurate time sheet of all hours worked.

Principal/Supervisor Requirements

The requirements of the FLSA are unwavering; non-exempt employees must be paid overtime pay or granted the required

compensatory time off for any time worked in excess of forty hours per week. No exceptions. Uncompensated overtime work

increases the likelihood of compensatory and punitive damage claims levied against the school system. Principals and/or

supervisors who do not follow these guidelines may be subject to disciplinary action. Principals and supervisors must monitor

the employees’ work, ensure that overtime provisions of this policy and the FLSA requirements are followed and ensure that

all employees are compensated for any overtime worked.

Managing the Work Week

Principals or supervisors may need to adjust daily schedules to prevent non-exempt employees from being paid additionally

at their regular rate or at the overtime rate. One way commonly used to avoid overtime pay or compensatory leave is to

rearrange the employee’s work schedule. For example, if secretarial assistance is required in the evening for a special situation

such as kindergarten enrollment, the administrator may allow an equal number of hours off that same week, thus ensuring

that the total number of hours worked is the normal 40. Some situations will allow compensatory time to be taken the

following week without regard to overtime requirements.

Example:

An employee’s normal schedule is 7 hours per day/35 per week. Monday and Tuesday the offices were closed due

to inclement weather. The employee worked 9 hours and 30 minutes on Wednesday, 8 hours and 30 minutes on

Thursday and 11 hours on Friday, thus he/she worked an additional 8 hours during those three days.

The two days the offices were closed do not count towards the 40 hours for overtime calculation purposes, but the

extra hours the employee worked entitle him/her to compensatory time for the 8 additional hours actually worked.

The principal has adjusted the employee’s schedule the following week where he/she will leave 2 hours early

Monday through Thursday to compensate for the additional hours worked the prior week.

Fair Labor Standards Acts

Fair Labor Standards Act...continued

Compensatory Time

In lieu of overtime compensation, non-exempt employees shall receive compensatory time for up to 40 hours and at a rate of

not less than one and one-half (1.5) hours for each one hour of overtime worked beyond 40. The compensatory time

agreement form (Form No. AAA-FLSA02-located on CNET must be completed, signed and kept on file for the employee.

Compensatory time must be taken within one month from the time the work was completed. As long as the requested use of

the compensatory time does not unduly disrupt the operation of the school division, the employee’s request to use the time

shall be granted as requested. If the compensatory time is not used within thirty days, it must be converted to paid overtime

and be submitted to the payroll department via the employee’s timesheet. Compensatory time log sheets are located on CNET.

Compensatory Time Sample Form

Form No. AAA-FLSA02

COMPENSATORY TIME AGREEMENT

In accordance with the Fair Labor Standards Act, Chesterfield County Public Schools shall grant employees compensatory

time off in lieu of monetary compensation for hours worked in excess of the assigned work schedule. I understand that

compensatory time will be granted at straight time for all hours worked up to 40 hours and time and one-half for all hours

worked in excess of 40 hours per week. I further understand that the compensatory time must be taken within one month

in which the work was completed or documentation will be submitted to payroll for payment of the compensatory time not

taken.

_____________________________________ _______________________________________

Employee signature/date Employee social security number

Refer to the back of this form for a worksheet that should be used for recording approved compensatory time.

Compensatory Time Earned Compensatory Time Taken

Date Hours Approved Date Hours Approved

If compensatory leave has not been taken within 30 days of the time it was earned, please use the following procedures to

process the time for payment:

1. Resubmit the time sheet for the affected week marked “REVISED”.

2. For the day the compensatory leave was earned, place an “X” across the hours in the compensatory leave column and

enter the hours that have not been taken as compensatory leave in the paid overtime column.

Fair Labor Standards Act...continued

Time Sheets

The FLSA requires that all non-exempt employees keep a timesheet. CCPS time sheets are located on CNET and are the only

approved form for timekeeping. The time sheet is a log of hours actually worked each day during a 7-day week. Many school

employees are not normally scheduled for a full 40 hours per week; however, a single time sheet must be kept by each non-

exempt employee showing all hours worked at all assignments. Time worked beyond the normal hours per week is

compensated with compensatory leave or compensated at the regular rate of pay for the hours worked up to 40. Beyond 40

hours worked, the employee is eligible for compensatory leave or overtime pay at time and one-half.

Copies of the time sheets must be kept in a file at the work site and are subject to inspection by the Wage and Hour Division

of the Department of Labor. It is important to remember that the law requires payment at the time and one-half rate only

when the hours worked exceed 40. If the employee uses paid leave time (sick, annual, or personal) or if there is an inclement

weather closing or holiday during the workweek, those hours do not count toward the initial 40.

Example:

Maintenance workers are needed to work six hours on Saturday to finish a project. With the additional work on

Saturday, the actual hours worked were 46 hours for the week. These workers will be paid or given compensatory

at 1 ½ times the regular rate of pay/compensatory time for the six additional hours they worked beyond the 40.

One of the maintenance workers took two days of paid sick leave on Tuesday and Wednesday of that week. This

employee worked six hours on Saturday as well. Because the paid leave time does not count towards 40 for

overtime purposes, this employee is not eligible for the overtime rate of 1 ½ times. The employee will be paid at

his/her normal hourly rate for the actual work hours of 30 and 16 hours of paid time off.

Please note that CCPS follows the 7 minute rule when reporting time on the timesheets. For example, an employee arrives

for an 8 am shift at 8:07 their time would count them at here at 8 am. However, if they arrived at 8:08 am it would round

their time to 8:15 am.

Leave Slips

All employees must complete leave slips due to absences for any reason. All leave requests must be approved and signed by

the employee’s supervisor as well as department director where indicated on the form. Approval for leave before or after

holidays will be based on operational or administrative needs. Leave taken on parent/teacher conference days is discouraged

except in emergency situations or when required for SRP participants working only during instructional days.

Wait Time

Time spent by the employee while “waiting” to work is typically paid time and considered hours worked. The most common

example of this includes a bus driver waiting for children at a field trip or athletic event. Employees waiting at the loading

dock for arrival of the delivery truck are likewise “on the clock."

Special Education Instructional Assistants who ride the bus as part of their assignment will be paid for the time the Assistant

is engaged in the principal activity of aiding the assigned student(s) on the bus, i.e. starting with the pickup of the assigned

student and ending with the drop off of the assigned student. The Instructional Assistant is not paid for travel time or mileage

to or from the starting or ending point of a bus route.

Timesheet

Timesheet Notes

1. All non-exempt employees are required to record the hours actually worked each day during a 7-day week.

2. Starting and ending times should be reflective of the actual times the employee is working.

3. Copies of all timesheets must be kept on file at the work site in accordance with the CCPS records retention

and disposition schedules.

4. Timesheets on which paid overtime is reported must be forwarded to the Payroll Department on a weekly

basis.

5. Non-exempt employees located at a school that are considered to be on the clock or on call during their lunch

break, would only record one start time and one finish time each day, not indicating the lunch break.

6. Non-exempt employees located at buildings other than schools generally are considered to be off the clock

during lunch breaks and would consequently report more than one start and finish time for each day, which

would include the start and end of the lunch period.

7. A funding source (operating fund, grants fund, or activity funds) must be indicated on the timesheet where any

overtime payment is required. If the funding source is a grant, an explanation of the work performed during

overtime must be provided. If the funding source is activity funds, please indicate in the funding source box

(SAF- School Name). The approving administrator will be notified by the Payroll Department of the total

amount due. Do not remit an activity fund check until this notification has been received.

8. It is the employee’s responsibility to record all time worked and to obtain the appropriate approvals prior to

submitting the timesheet to the timekeeper.

9. A temporary work assignment (TWA) must be completed for any employee performing work outside of his or

her normal annual work assignment. For example, a technology resource assistant who comes to the school

during the last week of August to set up the computers for the class and has not started his/her work

assignment for the upcoming school year.

10. Employees must also complete leave forms for reporting absences for time and attendance purposes

Lunches and Breaks

 Rest periods are not required but if given may be paid or unpaid depending on the circumstances. Rest

periods of 20 minutes or less are counted as time worked in all circumstances. The employee is not

considered “off the clock” for this amount of time and will be paid for the break.

 School employees normally have a lunch period of 20 to 30 minutes “on the clock" because of the unique

nature of the work within the school building itself. In other words, the lunch break of 30 minutes is

considered paid time. Normally, school personnel are on duty or on call during lunch. Even when an

employee is on lunch break, he/she typically is available to handle unexpected situations. All personnel

supervising students during lunch are “on the clock." In some situations, it may not be feasible to provide

a break.

Example: An instructional assistant works from 8 a.m. to 3:30 p.m. and takes a 30 minute lunch

but is on call during lunch and cannot leave the premises. The employee will be paid for 7.5

hours for the day.

 Employees who work in a non-school location and are required to work 8 hours a day may take up to one

hour for lunch (breaks are counted towards the lunch hour). 30 minutes are paid and 30 minutes are

unpaid. Scheduled hours of work will encompass 8.5 hours, which includes the hour for lunch/and or

breaks that equal the same.

 It is expected that the employee take at least a 30 minute lunch daily. Occasionally, unforeseen operational

issues may cause an employee not to be able to take at least a 30 minute lunch. If this happens, the

supervisor will adjust the non-exempt employee’s schedule accordingly so the hours worked for the day

do not exceed 8.

 Lunch periods that are waived are not permitted to be saved or used later. If the break is not taken in the

day, it is lost.

 Breaks or lunches should not normally be used to enable an employee to arrive late or leave early. Lunch

times are established by the supervisor. For operational reasons lunch times may not necessarily fall in the

middle of the work period.

 Employees who request the use of paid leave, who have worked at least half their normal work day, and

who leave at the start of the lunch period will be assessed leave for the remaining hours of the work day

after the lunch period.

Summer Sports Camp Income/Expense Worksheet

The primary goal of summer athletic camps is to provide sound instructional programs to young people. The

second goal is fund raising. All summer athletic camps are non-profit and must be carefully administered to ensure

the highest quality program at a reasonable cost to students. The following are requirements to hire/compensate

summer camp employees:

 Temporary Work Assignments (TWA) are required for all camp employees.

 The hourly rates indicated below are the maximum allowable per position. Minimum wage is $7.25 per

hour.

 Total hours – Camp Directors’ hours are based on twice the total hours of camp operation. All others may

receive one additional hour for each day of operation, where applicable, for camp preparation and closing.

 Nepotism – The employment of spouses or other relatives is prohibited by the State and Local Government

Conflict of Interest Act. All employment will be consistent with these requirements.

LOCATION:

TYPE OF CAMP:

DAYS OF OPERATION:

COST PER STUDENT:

PROJECTED INCOME:

STAFF PROJECTIONS:

Multiply number of workers by the hourly rate, total hours and FICA (7.65%).

JOB TITLE RATE #EMPS HOURLY RATE TOTAL HOURS AMOUNT

CAMP DIRECTOR

$15.45 per hour max $ $

ASST DIRECTOR

$12.36 per hour max $ $

COACH/INSTRUCTOR

$12.36 per hour max $ $

STUDENT WORKER

$7.47 per hour max $ $

CONCESSION WORKER

$7.47 per hour max $ $

CERTIFIED ATHLETIC TRAINER

$12.36 per hour max $ $

GUEST SPEAKERS

$ $

STAFF TOTALS

OTHER COSTS - EQUIPMENT AND SUPPLIES

ITEM DESCRIPTION AMOUNT

PRINTING

POSTAGE

T-SHIRTS

CONCESSIONS

ATHLETIC EQUIPMENT

TROPHIES

OTHER

TOTAL SUPPLY COSTS:

CONTRIBUTION TO STUDENT ACTIVITY FUND (income minus expenses):

APPROVALS:

Camp Director:

Principal:

Director:

HOURS OF OPERATION:

(student contact time per day)

NUMBER OF ANTICIPATED STUDENTS:

Temporary Work Assignments (TWA) Procedures

Step 1: Hiring supervisor/administrator - Gather the information required for the TWA and provide it to the

designated creator in the school or department.

 The TWA webform must be completed 10 work days prior to the employee's requested first work day.

Workflow will route the request for required approvals.

 No work is to begin until Human Resources Office approval notification is received via email.

 The maximum working hours for a TWA is 28 hours per week. This limit is generally applicable to all

employees except those that are full-time and have an exempt FLSA status.

(a) If the request involves a current employee of Chesterfield County Public Schools, only the employee's ID or

social security number is needed in Section 1 of the webform. The system will populate the remaining

information.

(b) If the request involves an individual who is NOT a current employee of Chesterfield County Public Schools,

the entire section 1 of the TWA webform should be completed. Additionally, before the individual may

begin work, he/she will be required to report to the Human Resources Office for pre-employment

processing (Please refer to the HR CNet site for current requirements). Schools and Departments should

not have individuals complete employment paperwork at their respective sites.

Step 2: School/Department Approval

 The TWA request is routed through workflow to all the appropriate individuals for approvals. Workflow then

routes the request to the Office of Compensation and Benefits.

Step 3: Office of Compensation and Benefits - Pay Rate Establishment and Approval

 The Office of Compensation and Benefits verifies or establishes the rate of pay, designates whether the request

is for a non-exempt position and falls under the Fair Labor Standards Act, and approves or denies the request.

 If the request is approved, workflow then routes the request to the Office of Management and Budget or the

Finance and Grants Office.

Step 4: Office of Management and Budget/Finance and Grants Office - Funding Approval

 The Office of Management and Budget or Finance and Grants Office certifies the available funding and approves

the request. Workflow then routes the request to the Human Resources Office.

Step 5: Human Resources Office - Approval and Data Entry

 The Human Resources Office receives the request and then obtains/verifies all necessary employment

paperwork.

 Once completed and approved, emails will be sent out to both the creator and approver of the TWA. Again, no

work is to begin until Human Resources approval notification is received via email.

 Human Resources Systems then enters the data into OneSolution and forwards the TWA to the Office of Finance

for payroll processing.

Step 6: Office of Finance - Authorizing Payment

 The rate of pay for temporary work assignments reflects either an hourly or a flat rate of pay; therefore, the

administrator will authorize payment either on a pay period basis for hourly work or on a one-time basis when

a flat rate job is completed.

a. Hourly Rate of Pay: Hours worked by TWA employees must be approved on the CCPS Temporary Work

Assignment Time Sheet (form FIN.003) and submitted weekly by the administrator to the Office of Finance

within established payroll cut off periods.

b. Lump Sum Payment: When assignments based on a flat rate of pay are completed, the administrator must

forward to the Office of Finance a CCPS Time Sheet (For “Lump Sum Payment” – Temporary Work

Assignment use only) (form FIN.004) certifying completion of the assignment and authorizing payment.

NOTE: When payment is made from Student Activity Funds, a monthly bill will be sent from Payroll and the school check

should be processed for the invoice amount. This amount will include an additional 7.65% for the employer’s portion of FICA

tax.

Additional Notes Regarding TWAs

 All non-exempt employees employed by The Chesterfield County School system are covered by the Fair

Labor Standards Act (FLSA). Non-exempt employees may not work a TWA during their contract period.

For more information on non-exempt employees please refer to the information pertaining to the Fair

Labor Standards Act on page 6 located in this booklet.

 Virginia High School League lump sum payments may be submitted directly to the Office of Finance for

payment.

 Student activity funded activities paid as a lump sum, not listed on the temporary work assignment rate

schedule, that meet FLSA and HR criteria, and approved by the principal and directors of elementary,

middle or high school, may be submitted directly to the Office of Finance for payment.

 Student workers must be assigned an hourly rate and may not be paid a lump sum.

 All rates must be approved by the Office of Compensation and Benefits. Refer to the rate schedule for

temporary work assignments on page 36 for the most common areas. Areas not listed on the rate schedule

must be pre-approved by the Office of Compensation and Benefits prior to being offered or used.

 Nepotism: The employment of spouses or other relatives in certain reporting structures is prohibited by

the "State and Local Government Conflict of Interest Act". All employment will be consistent with these

requirements.

 The TWA /webform request may be denied at any point in the approval process for various reasons, such

as incorrect dating or when a worker is already under a TWA/another pay assignment, etc.

Intra and Extracurricular Activities

Employees may receive a monetary stipend for athletic and other extracurricular activities. Such monetary

stipend shall be separate and apart from the employees’ benefits base pay (not included in determining retirement

earnings). Stipends shall be compensated in accordance with the established teaching, athletic and academic salary

schedules. When performing athletic and other extracurricular activities, employees may only be compensated

for working one job at a time.

Teacher Pay Scale

2019-2020

EXP

Bachelor's

Teacher

(200/8)

Master's

Teacher

(Speech

Therapist

& HS Dean

Bachelor's)

(200/8)

PHD

Teacher

(Speech

Therapist

w/Master's &

CCC or HS

Dean w

Masters)

Counseling

Coordinator

w/Masters

(12 mo)

Speech

Therapist with

PHD & CCC or

HS Dean or

Counseling

Coordinator

w/PHD

(200/8)

Counseling

Coordinator

w/PHD in

Field

(12 mo)

Bachelor's

Teacher

hourly

Master's

Teacher,

(Speech

Therapist &

HS Dean with

Bachelor's)

hourly

PHD/Ed. D

Teacher (Speech

Therapist

w/Master & CCC

or HS Dean or

Counseling

Coordinator

with Master's)

hourly

PHD/Ed.D

in field for

Speech

Therapist

w/CCC or HS

Dean or

Counseling

Coordinator

hourly

0 $45,817 $48,108 $50,513 $65,667 $53,039 $68,951 $27.06 $28.41 $29.83 $31.32

1 $46,041 $48,343 $50,760 $65,988 $53,298 $69,288 $27.39 $28.76 $30.20 $31.71

2 $46,266 $48,579 $51,008 $66,310 $53,558 $69,626 $27.53 $28.90 $30.35 $31.86

3 $46,937 $49,283 $51,748 $67,272 $54,335 $70,635 $27.92 $29.32 $30.79 $32.33

4 $47,168 $49,527 $52,003 $67,604 $54,603 $70,984 $28.06 $29.47 $30.94 $32.49

5 $47,635 $50,017 $52,518 $68,273 $55,144 $71,687 $28.34 $29.76 $31.25 $32.81

6 $47,740

$50,127

$52,634 $68,424 $55,265 $71,845 $28.40 $29.82 $31.31 $32.88

7 $47,845 $50,238 $52,750 $68,575 $55,387 $72,003 $28.47 $29.89 $31.38 $32.95

8 $48,492 $50,917 $53,463 $69,502 $56,136 $72,977 $28.85 $30.29 $31.81 $33.40

9 $48,597 $51,027 $53,579 $69,652 $56,258 $73,135 $28.91 $30.36 $31.88 $33.47

10 $48,702 $51,138 $53,694 $69,803 $56,379 $73,293 $28.98 $30.42 $31.95 $33.54

11 $48,808 $51,248 $53,810 $69,953 $56,501 $73,451 $29.04 $30.49 $32.01 $33.62

12 $48,913 $51,358 $53,926 $70,104 $56,622 $73,609 $29.10 $30.56 $32.08 $33.69

13 $49,018 $51,469 $54,042 $70,255 $56,744 $73,767 $29.16 $30.62 $32.15 $33.76

14 $49,347 $51,815 $54,405 $70,727 $57,126 $74,263 $29.36 $30.83 $32.37 $33.99

15 $49,452 $51,925 $54,521 $70,878 $57,247 $74,422 $29.42 $30.89 $32.44 $34.06

16 $50,202 $52,712 $55,348 $71,952 $58,115 $75,550 $29.87 $31.36 $32.93 $34.58

17 $51,055 $53,608 $56,288 $73,175 $59,103 $76,834 $30.38 $31.89 $33.49 $35.16

18 $51,908 $54,504 $57,229 $74,398 $60,090 $78,117 $30.88 $32.43 $34.05 $35.75

19 $52,763 $55,401 $58,171 $75,623 $61,080 $79,404 $31.39 $32.96 $34.61 $36.34

20 $53,616 $56,297 $59,112 $76,845 $62,067 $80,688 $31.90 $33.49 $35.17 $36.93

21 $54,471 $57,195 $60,054 $78,071 $63,057 $81,974 $32.41 $34.03 $35.73 $37.52

22 $55,324 $58,090 $60,995 $79,293 $64,045 $83,258 $32.92 $34.56 $36.29 $38.10

23 $56,179 $58,988 $61,938 $80,519 $65,034 $84,545 $33.42 $35.09 $36.85 $38.69

24 $57,032 $59,884 $62,878 $81,741 $66,022 $85,828 $33.93 $35.63 $37.41 $39.28

25 $57,887 $60,781 $63,821 $82,967 $67,012 $87,115 $34.44 $36.16 $37.97 $39.87

26 $58,740 $61,677 $64,761 $84,189 $67,999 $88,399 $34.95 $36.69 $38.53 $40.46

27 $59,595 $62,575 $65,704 $85,415 $68,989 $89,685 $35.46 $37.23 $39.09 $41.04

28 $60,448 $63,470 $66,644 $86,637 $69,976 $90,969 $35.96 $37.76 $39.65 $41.63

29 $61,303 $64,368 $67,587 $87,863 $70,966 $92,256 $36.47 $38.30 $40.21 $42.22

30 $62,156 $65,264 $68,527 $89,085 $71,953 $93,539 $36.98 $38.83 $40.77 $42.81

31 $63,011 $66,162 $69,470 $90,310 $72,943 $94,826 $37.49 $39.36 $41.33 $43.40

32 $63,864 $67,057 $70,410 $91,533 $73,931 $96,110 $38.00 $39.90 $41.89 $43.98

33 $64,719 $67,955 $71,353 $92,758 $74,920 $97,396 $38.50 $40.43 $42.45 $44.57

34 $65,572 $68,851 $72,293 $93,981 $75,908 $98,680 $39.01 $40.96 $43.01 $45.16

***********************************************************************

Teachers with a National Board Certification will receive from the Commonwealth of Virginia, a one-time $5,000 stipend and a $2,500 stipend thereafter for the

life of the certificate. CCPS guarantees proposed State contributions. Current CCPS teachers who complete the National Board Certification process through CCPS

and meet DOE eligibility receive a $2,500 award administered through the Professional Development Office.

Hourly Rates

Part Time VRS Ineligible

July 1, 2019

Annual Salary

Full Time VRS Eligible

July 1, 2019

Graded Pay Scale

2019-2020

The annual is based on a 12-month, 260 days/year, 8 hrs/day calendar or 2080 hours per year.

For positions working less than 2080 hours, refer to the alphabetical listing of positions.

GRADE

LEVEL

Annual Salary Hourly Rates

Min Mid Max Min Mid Max

33 22,198 30,053 37,908 10.67225 14.44857 18.22488

34 25,359 34,333 43,306 12.19189 16.50612 20.82035

34+5% 26,628 36,052 45,476 12.80213 17.33284 21.86355

35 28,975 39,227 49,479 13.93016 18.85901 23.78785

35+5% 30,427 41,188 51,949 14.84471 19.80212 24.97572

36 33,104 44,816 56,529 15.91536 21.54639 27.17742

36+5% 34,758 47,056 59,355 16.71054 22.62330 28.53607

37 37,824 51,206 64,588 18.18449 24.61831 31.05214

37+5% 39,714 53,765 67,817 19.09303 25.84876 32.60449

37IST 37,824 55,805 73,786 18.18449 26.82925 35.47402

38 43,209 58,497 73,786 20.77342 28.12371 35.47402

38+5% 45,372 61,424 77,476 21.81333 29.53077 37.24821

38 IST 43,209 63,757 84,305 20.77342 30.65229 40.53116

39 49,370 66,837 84,305 23.73545 32.13331 40.53116

39+5% 51,838 70,180 88,522 24.92223 33.74052 42.55881

39 IST 49,370 72,845 96,319 23.73545 35.02140 46.30735

40 56,406 76,363 96,319 27.11846 36.71290 46.30735

40+5 59,227 80,181 101,135 28.47438 38.54854 48.62271

40 IST 56,406 83,225 110,044 27.11846 40.01217 52.90589

41 64,443 87,244 110,044 30.98227 41.94407 52.90589

41 IST 64,443 95,086 125,729 30.98227 45.71437 60.44648

42 73,627 99,677 125,729 35.39759 47.92148 60.44648

43 84,119 113,880 143,642 40.44164 54.75008 69.05853

44 96,102 130,101 164,100 46.20275 62.54855 78.89435

44+5% 100,907 136,606 172,305 48.51288 65.67597 82.83906

45 109,809 148,661 187,514 52.79287 71.47185 90.15083

Graded Position by Alpha

E=Exempt/NE=Non Exempt (NE is subject to the Fair Standards Labor Act)

Title FLSA Grade

Access Control Technician NE 37

Accountant NE 37

Accountant Senior NE 38

Accounts Receivable Specialist NE 37

Administrative Assistant NE 37

Administrative Assistant Sr. NE 38

Administrative Secretary NE 36

Administrator of Communities In Schools E 42

Annual Substitute Teacher E 38+5%

Application Developer/SIS LD Program Analyst E 40IST

Application Support Analyst E 40IST

Area Manager of Student Transportation E 41

Asbestos Specialist NE 36+5%

Assessment Specialist E 41

Assistant Director of Finance E 42

Assistant Director of Facility Support E 42

Assistant Director of Food Services E 42

Assistant Director of Human Resources E 42

Assistant Director of Maintenance E 42

Assistant Director of Management and Budget E 42

Assistant Director of Recruitment E 42

Assistant Director of Student Transportation E 42

Assistant Manager of Safety and Security E 39+5%

Assistant Principal Elementary E 40

Assistant Principal High E 41

Assistant Principal Middle E 41

Assistant Project Manager E 39

Assistant School Board Attorney E 43

Assistive Technology Tech SE NE 36

Associate Principal Elementary E 40

Associate Principal High E 41

Associate Principal Middle E 41

Automation Specialist NE 37

Benefits Administrator E 41

Benefits Technician NE 35

Bilingual Interpreter NE 36

Boiler Mechanic NE 36+5%

Budget Analyst E 40

Budget Analyst Senior E 41

Budget Technician NE 37

Build-A-House Coordinator E 39

Graded Position by Alpha

E=Exempt/NE=Non Exempt (NE is subject to the Fair Standards Labor Act)

Title FLSA Grade

Building Automation Systems Analyst NE 37+5%

Building Operations Supervisor Elementary NE 37

Building Operations Supervisor Secondary NE 37+5%

Bus Attendant NE 35+5%

Bus Driver NE 35+5%

Bus Driver Trainer NE 36

Bus Driver/Auxiliary Trainer NE 35.50%

Business Analyst E 40

Business Process Manager E 40IST

Business Systems Analyst E 40IST

Capital Projects Manager E 41

Carpenter NE 36

Carpentry Lead NE 38

Carpentry Supervisor NE 39

Chief Academic Officer E 45

Chief Finance Officer E 45

Chief of Schools E 45

Chief Operations Officer E 45

CIS Site Coordinator Elementary E 39

CIS Site Coordinator Secondary E 39

Clinic Assistant NE 34+5%

Compensation & Benefits Analyst E 38

Compensation Administrator E 41

Conference Center Technician NE 37

Construction Contract Administrator E 41

Construction Project Manager E 41

Coordinator of Alternative Programs E 42

Coordinator of Assessment Remediation & Project Lead the Way E 40

Coordinator of Community Use Of Schools NE 38

Coordinator of Constituent Services and Student Leadership E 42

Coordinator of Curriculum E 42

Coordinator of Database Services E 41IST

Coordinator of Disability Support E 42

Coordinator of Early Childhood Services E 42

Coordinator of Employee Wellness E 41

Coordinator of ESL E 42

Coordinator of Family and Community Engagement E 42

Coordinator of Gifted Education E 42

Coordinator of Networks E 41IST

Coordinator of Professional Development E 42

Coordinator of Psychological Services E 42

Graded Position by Alpha

E=Exempt/NE=Non Exempt (NE is subject to the Fair Standards Labor Act)

Title FLSA Grade

Coordinator of Research and Evaluation E 42

Coordinator of School Counseling E 42

Coordinator of School Technology Services E 41IST

Coordinator of Social Workers E 42

Coordinator of Special Education and Transition Services E 42

Coordinator of Student Health E 42

Coordinator of Title 1 E 41

Custodian-Day Porter NE 33

Capital Projects Manager E 41

Carpenter NE 36

Carpentry Lead NE 38

Chief Academic Officer E 45

Chief Finance Officer E 45

Customer Service Coordinator NE 37

Database Administrator Senior E 40IST

Deputy School Board Clerk NE 39

Deputy Superintendent E

grade

Director of Career and Technical Education E 44

Director of Compensation & Benefits E 44

Director of Construction E 44

Director of Curriculum Development and Supt E 44

Director of Elementary School Leadership E 44

Director of Elementary School Leadership/Title I E 44

Director of Equity and Student Support Services E 44

Director of Facilities and Maintenance E 44

Director of Finance E 44

Director of Food Services E 44

Director of Government, Policy and Media Services E 44

Director of High School Leadership E 44

Director of Instructional Innovation E 44

Director of Management & Budget E 44

Director of Middle School Leadership E 44

Director of School Improvement E 44

Director of Special Education E 44

Director of Student Transportation E 44

Division-Level Mental Health Support Specialist E 40

Division Mental Health Intervention Specialist E 40

Division Testing Support Specialist NE 38

Document Production Specialist NE 35

Electrician NE 36+5%

Energy Management Engineer E 41

Graded Position by Alpha

E=Exempt/NE=Non Exempt (NE is subject to the Fair Standards Labor Act)

Title FLSA Grade

Enterprise Systems Analyst E 40IST

Enterprise System Administrator E 40IST

Executive Assistant & Clerk School Board E 41

Executive Director Communications and Community Outreach E 44+5%

Executive Director Constituent Services and Student Leadership E 44+5%

Executive Director HR and Talent Management E 44+5%

Executive Director of Technology Services E 44+5%

Facility Services Supervisor E 39

Family and Community Engagement GE/SE E 39

Field Supervisor - Chef E 39

Field Supervisor - Marketing E 39

Field Supervisor - Nutrition E 39

Field Supervisor - Special Programs E 39

Field Supervisor - Staff Develop E 39

Finance Specialist NE 36

Financial Analyst E 40

Financial Analyst - One Solution Liaison E 40

Financial Compliance & Security Coordinator E 38

Fire Detection & Sprinkler Equip Tech NE 36

Fiscal Technician II NE 35

Fiscal Technician III NE 36

Fixed Assets Clerk NE 36

Food Services Associate NE 33

Food & Nutrition Services Employment Support Specialist E 38

Food & Nutrition Services Manager NE 36+5%

Food & Nutrition Services Manager in Training NE 34+5%

General Maintenance Mechanic NE 35

Grants Administrator E 41

Graphic Design/Web Specialist E 38

Head Start Instructional Assistant NE 34

Hearing Impaired Assistant NE 35

Home School Support Specialist E 38

Human Resource Administrator E 41

Human Resources Assistant NE 37

Human Resources Technician NE 35

HVAC Helper NE 35

HVAC Mechanic NE 36+5%

HVAC Team Leader NE 38

IA ESL NE 34

IA GE/GE Library NE 34

IA GE (CA) NE 34

Graded Position by Alpha

E=Exempt/NE=Non Exempt (NE is subject to the Fair Standards Labor Act)

Title FLSA Grade

IA GE Title I NE 34

IA GE VA Preschool Initiative NE 34

IA SE NE 34+5%

Kitchen Equipment Technician NE 36+5%

Kitchen Equipment Technician Team Leader NE 37+5%

Lead Accountant E 39

Lead Network Analyst E 40IST

Lead Programmer Analyst E 40IST

Lead Technology Support Analyst E 40IST

Lead Technology Systems Analyst E 40IST

Library Assistant NE 34

Library Assistant Senior NE 35

Licensed Practical Nurse NE 37

Local Area Network Technician NE 38IST

Locksmith NE 36

Mail Distribution Carrier NE 33

Mail Distribution Team Leader NE 35

Manager of Business (Food Service) E 40

Manager of Capital Projects E 41

Manager of CIS Program E 41

Manager of Construction Project E 41

Manager of Custodial Services E 40

Manager of Payroll E 42

Manager of Preventative Maintenance E 39

Manager of Safety and Security E 41

Masonry/Tile Tech NE 36

McKinney Vento Liaison E 39+5%

Media Technician E 39

Medicaid Support Specialist E 39

Music Therapist E 40

Network Analyst E 39IST

Nurse - LPN NE 37

Nurse - RN/RN Exceptional Education E 40

Occupational/Physical Therapist E 40

Occupational/Physical Therapy Technician NE 36

Office Administrator NE 37

Office Assistant NE 33

Office Assistant Sr. NE 34

Office Manager NE 36

Office Manager Sr. NE 37

Operations Analyst E 40IST

Graded Position by Alpha

E=Exempt/NE=Non Exempt (NE is subject to the Fair Standards Labor Act)

Title FLSA Grade

Painter NE 36

Payroll Specialist NE 37

Pest Control Specialist NE 36+5%

Planning Administrator E 41

Plumber NE 36+5%

Principal Detention Home E 42

Principal Elementary School E 42

Principal High School E 43

Principal Middle School E 43

Print Shop Team Leader NE 36+5%

Printer NE 35

Program Technician I NE 34

Program Technician I Special Ed NE 35

Program Technician II NE 35

Program Technician III NE 36

Program Technician III Security NE 36

Psychologist / Psychologist NCSP E 40

Purchasing Coordinator NE 38

Records Support Specialist E 38

Report Writer/SIS Support E 38IST

Residency Technician NE 37

Roofer NE 36

Routing Coordinator NE 36

School Board Attorney E 44

School Counseling Technician NE 35

School Security Officer NE 35

School Social Worker /School Social Worker C-SSWS E 40

Secretary NE 35

Secretary Special Education NE 35

Security Analyst E 40IST

Security Electronic Equip Tech NE 36

Senior Payroll Specialist E 39

Senior Programmer Analyst E 39IST

Senior SIS Specialist E 40IST

Service Crew NE 34

Service Crew Team Leader NE 35

Shop Equipment Mechanic NE 36

Sign Language Interpreter NE 39

Sign Language Interpreter DHH Certified NE 39+5%

Sign Language Interpreter Sr. NE 39+5%

SIS Application Specialist E 39IST

Graded Position by Alpha

E=Exempt/NE=Non Exempt (NE is subject to the Fair Standards Labor Act)

Title FLSA Grade

SIS System Specialist E 39IST

Skilled Facilities Mechanic-Glazier NE 36

Special Assistant to the Superintendent NE

Specialist - Adult Continuing Education E

Specialist - Assessment (DDOT) E

Specialist - Classified Development E

Specialist - Credentialing E 41

Specialist - Deaf & HI E 41

Specialist - Development E 41

Specialist - Early Childhood Special Ed E 41

Specialist - Educational Data E 41

Specialist - Elementary Literacy Curriculum E 41

Specialist - Elementary Math Curriculum E 41

Specialist - Elementary Science Curriculum E 41

Specialist - Elementary Social Studies Curriculum E 41

Specialist - Gifted E 41

Specialist - Head Start and VPI E 41

Specialist - Homebound Instruction E 41

Specialist - Instructional Grants E 41

Specialist - Instructional Resources E 41

Specialist - Intervention Training - PBIS/RP/TIC E 41

Specialist - Learning Experience Design E 41

Specialist - Library Services E 41

Specialist - Medicaid E 41

Specialist - Online Training Development E 41

Specialist - OT/PT E 41

Specialist - PBL Training E 41

Specialist - Programs E 41

Specialist - Research E 41

Specialist - Results Driven Accountability E 41

Specialist - School Improvement E 41

Specialist - Secondary Curriculum E 41

Specialist - Secondary SPED & Transition Support E 41

Specialist - Social and Emotional Intervention E 41

Specialist - Special Education Nursing E 41

Specialist - Special Placement E 41

Specialist - Special Projects Development E 41

Specialist - SPED & 504 Compliance E 41

Specialist - Speech and Language E 41

Specialist - Student Conduct, Intervention & Response E 41

Graded Position by Alpha

E=Exempt/NE=Non Exempt (NE is subject to the Fair Standards Labor Act)

Title FLSA Grade

Specialist - Student Growth E 41

Specialist - Student Wellness E 41

Specialist - Summer Session E 41

Specialist - Title I E 41

Specialist - Vision & Assistive Tech E 41

Specialist - VPI+ Grant E 41

Storekeeper NE 34

Student Activities Director E 41

Student Data Management Specialist E 39IST

Student Information System Specialist E 40IST

Student Transportation Coordinator NE 36

Supervisor of Auxiliary Services E 39

Supervisor of Carpentry E 39

Supervisor of Custodial Services NE 39

Supervisor of Electrical, Fire Sys & Plumbing E 39

Supervisor of HVAC E 39

Supervisor of Nurses E 41

Supervisor of Nurses Exceptional Ed E 41

Supervisor of Office Equip & Electronics E 39

Supervisor of Print Shop E 39

Supervisor of Routing and Technology E 39

Technology Support Analyst NE 39IST

Technology Systems Specialist NE 39IST

Telecom Install & Repair Tech NE 37IST

Testing and Career Center Coordinator NE 38

Transition Employment Technician NE 36

Truck Operator Assistant NE 33

Tutor Monitor NE 35

Vending Machine Technician NE 36

Virtual Course Facilitator E 38+5%

Vision Program Technician NE 35

Warehouse Lead NE 38

Water Treatment Operator NE 36+5%

Web Administrator E 39IST

Writer/Editor NE 39

Positions by Grade

E=Exempt/NE=Non Exempt (NE is subject to the Fair Standards Labor Act)

Min Max Min Max

33 Custodian-Day Porter 8 260 NE $10.67225 $17.50671 22,198$ 36,414$

Custodian-Day Porter - Floater 8 260 NE 22,198$ 36,414$

Food & Nutrition Services Associate varies 185 NE $11.16500 $19.03125

Mail Distribution Carrier 8 260 NE 22,198$ 36,414$

6 200 NE 12,807$ 21,008$

8 260 NE 22,198$ 36,414$

Truck Operator Asst 8 260 NE 22,198$ 36,414$

34 Head Start Instructional Asst 7.5 207 NE $12.19189 $20.82036 18,928$ 32,324$

IA ESL 6 200 NE 14,630$ 24,984$

IA GE (CA) 6 200 NE 14,630$ 24,984$

IA GE Title I 7.5 207 NE 18,928$ 32,324$

IA GE VA Preschool Initiative 7.5 207 NE 18,928$ 32,324$

IA GE/GE Library 6 200 NE 14,630$ 24,984$

Library Assistant 8 211 NE 20,580$ 35,145$

Office Assistant Sr 6 200 NE 14,630$ 24,984$

Program Technician I 8 260 NE 25,359$ 43,306$

Program Technician I Special Ed 6.5 200 NE 15,849$ 27,066$

Service Crew 8 260 NE 25,359$ 43,306$

Storekeeper 8 260 NE 25,359$ 43,306$

34+5% Clinic Assistant 6.5 205 NE $12.80213 $21.86355 17,059$ 29,133$

Food & Nutrition Service Manager in Training 7 203 NE 18,192$ 31,068$

IA SE 6.5 200 NE 16,643$ 28,423$

35 Benefits Technician 8 260 NE $13.93016 $23.78785 28,975$ 49,479$

Document Production Specialist 8 260 NE 28,975$ 49,479$

Fiscal Technician II 8 260 NE 28,975$ 49,479$

General Maintenance Mechanic 8 260 NE 28,975$ 49,479$

Hearing Impaired Assistant 6.5 200 NE 18,109$ 30,924$

Human Resources Technician 8 260 NE 28,975$ 49,479$

HVAC Helper 8 260 NE 28,975$ 49,479$

8 260 NE 28,975$ 49,479$

7.5 206 NE 21,522$ 36,752$

Mail Distribution Team Leader 8 260 NE 28,975$ 49,479$

Printer 8 260 NE 28,975$ 49,479$

8 260 NE 28,975$ 49,479$

6.5 200 NE 18,109$ 30,924$

Program Technician II 8 260 NE 28,975$ 49,479$

School Counseling Technician 8 260 NE 28,975$ 49,479$

School Security Officer 7.25 200 NE 20,199$ 34,492$

8 200 NE 22,288$ 38,061$

8 237 NE 26,412$ 45,102$

8 260 NE 28,975$ 49,479$

Secretary Special Education 8 200 NE 22,288$ 38,061$

Service Crew Team Leader 8 260 NE 28,975$ 49,479$

Technology Resource Assistant 7 200 NE 19,502$ 33,303$

Tutor Monitor 7.25 200 NE 20,199$ 34,492$

Vision Program Technician 6.5 200 NE 18,109$ 30,924$

35+5% Bus Attendant 6 202 NE $15.59471 $25.72572 18,901$ 31,180$

6 202 NE 18,901$ 31,180$

8 202 NE 25,201$ 41,573$

Bus Driver/Auxiliary Trainer 8 202 NE $16.59471 $26.72572 26,817$ 43,189$

Annual Salary

Office Assistant

Library Assistant Senior

Program Tech I Special Ed

Secretary

FLSA

Hourly Rates

Grade Title Hrs Days

Bus Driver

Positions by Grade

E=Exempt/NE=Non Exempt (NE is subject to the Fair Standards Labor Act)

Min Max Min Max

36 Administrative Secretary 8 260 NE $15.91536 $27.17742 33,104$ 56,529$

Assistive Technology Tech SE 8 237 NE 30,176$ 51,528$

Bilingual Interpreter 7 200 NE 22,282$ 38,048$

Bus Driver Trainer 8 202 NE $16.91536 $28.17742 27,335$ 45,535$

Carpenter 8 260 NE 33,104$ 56,529$

Fire & Sprinkler Equip Tech 8 260 NE 33,104$ 56,529$

Fiscal Technician III 8 260 NE 33,104$ 56,529$

Fixed Assets Clerk 8 260 NE 33,104$ 56,529$

Locksmith 8 260 NE 33,104$ 56,529$

Masonry/Tile Tech 8 260 NE 33,104$ 56,529$

Office Manager 8 260 NE 33,104$ 56,529$

Occupational/Physical Therapy Technician 8 222 NE 28,266$ 48,267$

Painter 8 260 NE 33,104$ 56,529$

7.25 200 NE 23,077$ 39,407$

6 205 NE 19,576$ 33,428$

Prog Tech III/Program Tech III Security 8 260 NE 33,104$ 56,529$

Roofer 8 260 NE 33,104$ 56,529$

Routing Coordinator 8 260 NE 33,104$ 56,529$

Security Electronic Equip Tech 8 260 NE 33,104$ 56,529$

Shop Equipment Mechanic 8 260 NE 33,104$ 56,529$

Skilled Fac Mech/Glazier 8 260 NE 33,104$ 56,529$

Student Transportation Coordinator 8 237 NE 30,176$ 51,528$

Transition Employment Technician 6.5 200 NE 20,690$ 35,331$

Vending Machine Technician 8 260 NE 33,104$ 56,529$

36+5% Asbestos Specialist 8 260 NE $16.71054 $28.53607 34,758$ 59,355$

Bilingual Interpreter Lead 7 200 NE 23,395$ 39,950$

Boiler Mechanic 8 260 NE 34,758$ 59,355$

Electrician 8 260 NE 34,758$ 59,355$

HVAC Mechanic 8 260 NE 34,758$ 59,355$

Kitchen Equipment Technician 8 260 NE 34,758$ 59,355$

8 205 NE 27,405$ 46,799$

8 206 NE 27,539$ 47,027$

Pest Control Specialist 8 260 NE 34,758$ 59,355$

Plumber 8 260 NE 34,758$ 59,355$

Print Shop Team Leader 8 260 NE 34,758$ 59,355$

Water Treatment Operator 8 260 NE 34,758$ 59,355$

37 Access Control Technician 8 260 NE $18.18449 $31.05213 37,824$ 64,588$

Accountant 8 260 NE 37,824$ 64,588$

Accounts Receivable Specialist 8 260 NE 37,824$ 64,588$

Administrative Assistant 8 260 NE 37,824$ 64,588$

Automation Specialist 8 260 NE 37,824$ 64,588$

Budget Technician 8 260 NE 37,824$ 64,588$

Building Operations Supervisor Elem 8 260 NE 37,824$ 64,588$

Conference Center Technician 8 260 NE 37,824$ 64,588$

Finance Specialist 8 260 NE 37,824$ 64,588$

Head Start Support Specialist 8 237 NE 34,478$ 58,875$

HR Assistant 8 260 NE 37,824$ 64,588$

Office Administrator 8 260 NE 37,824$ 64,588$

Office Manager Sr 8 260 NE 37,824$ 64,588$

Nurse - LPN 6.5 200 NE 23,640$ 40,368$

Payroll Specialist 8 260 NE 37,824$ 64,588$

Residency Technician 7.25 237 NE 31,245$ 53,355$

Supervisor of Custodial Services 8 260 NE 37,824$ 64,588$

Hrs Days FLSA

Hourly Rates Annual Salary

Program Technician III

Food & Nutrition Services Manager

Grade Title

Positions by Grade

E=Exempt/NE=Non Exempt (NE is subject to the Fair Standards Labor Act)

Min Max Min Max

37+5% Building Automation Systems Analyst 8 260 NE $19.09303 $32.60450 39,714$ 67,817$

Building Operations Supervisor Secondary 8 260 NE 39,714$ 67,817$

HVAC Chiller Mechnanic 8 260 NE 39,714$ 67,817$

Kitchen Equipment Technician Team Leader 8 260 NE 39,714$ 67,817$

37IST Technician - AV Equipment 8 260 NE $18.18449 $35.47402 37,824$ 73,786$

Technician - Office Repair 8 260 NE 37,824$ 73,786$

Technician - Telecom 8 260 NE 37,824$ 73,786$

38 Accountant Sr. 8 26 NE $20.77342 $35.47402 43,209$ 73,786$

Administrative Assistant Sr 8 260 NE 43,209$ 73,786$

Carpentry Lead 8 260 NE 43,209$ 73,786$

Compensation & Benefits Analyst 8 260 E 43,209$ 73,786$

Coordinator of Community Use Of Schools 8 260 NE 43,209$ 73,786$

Division Testing Support Specialist 8 260 NE 43,209$ 73,786$

Food Service Employment Support Specialist 8 260 NE 43,209$ 73,786$

Graphic Design/Web Specialist 8 260 E 43,209$ 73,786$

Home School Support Specialist 8 260 E 43,209$ 73,786$

HVAC Team Leader 8 260 NE 43,209$ 73,786$

Media Technician 8 260 NE 43,209$ 73,786$

Purchasing Coordinator 8 260 NE 43,209$ 73,786$

Records Support Specialist 8 260 E 43,209$ 73,786$

Testing/Career Ctr Coordinator 8 221 NE 36,727$ 62,718$

Warehouse Lead 8 260 NE 43,209$ 73,786$

38+5% Annual Substitute Teacher 8 200 E $25.50194 $25.50194 40,803$ 40,803$

Educational Interpreter/DHH II 7.25 205 NE $21.81333 $37.24820 37,902$ 37,902$

Virtual Course Facilitator 8 200 E 40,803$ 40,803$

38IST Local Area Network Technician 8 260 NE $20.77342 $40.53116 43,209$ 84,305$

Report Writer/SIS Support 8 260 E 43,209$ 84,305$

39 Assistant Project Manager 8 260 E $23.73545 $40.53116 49,370$ 84,305$

Auxiliary Services Supervisor 8 260 E 49,370$ 84,305$

Build-A-House Coordinator 8 215 E 40,825$ 69,714$

CIS Site Coordinator Secondary 8 237 E $28.83295 $40.53116 54,667$ 76,847$

CIS Site Coordinator Elementary 8 211 E $28.83295 $40.53116 48,670$ 68,417$

Deputy School Board Clerk 8 260 NE 59,973$ 84,305$

Energy Management Coordinator 8 260 E 59,973$ 84,305$

Family and Community Engagement GE/SE 8 237 E $25.67394 $40.53116 48,678$ 76,847$

Field Supervisor - Chef 8 260 E 53,402$ 84,305$

Field Supervisor - Marketing 8 260 E 53,402$ 84,305$

Field Supervisor - Nutrition 8 260 E 53,402$ 84,305$

Field Supervisor - Special Programs 8 260 E 53,402$ 84,305$

Field Supervisor - Staff Develop 8 260 E 49,370$ 84,305$

Lead Accountant 8 260 E 49,370$ 84,305$

Manager of Preventative Maintenance 8 260 49,370$ 84,305$

Medicaid Support Specialist 8 260 E 49,370$ 84,305$

Senior Payroll Specialist 8 260 E 49,370$ 84,305$

Special Assistant to the Superintendent 8 260 NE 49,370$ 84,305$

Supervisor of Auxiliary Services 8 260 E 49,370$ 84,305$

Supervisor of Carpentry 8 260 E 49,370$ 84,305$

Supervisor of Custodial Services 8 260 E 49,370$ 84,305$

Supervisor of Electrical, Fire Sys & Plumbing 8 260 E 49,370$ 84,305$

Supervisor of Facility Services 8 260 E 49,370$ 84,305$

Supervisor of HVAC 8 260 E 49,370$ 84,305$

Supervisor of Office Equip & Electronics 8 260 E 49,370$ 84,305$

Supervisor of Print Shop 8 260 E 49,370$ 84,305$

Supervisor of Routing and Techology 8 260 NE 49,370$ 84,305$

Writer/Editor 8 260 E 49,370$ 84,305$

Hrs Days FLSA

Hourly Rates Annual Salary

Grade Title

Positions by Grade

E=Exempt/NE=Non Exempt (NE is subject to the Fair Standards Labor Act

Min Max Min Max

39+5% McKinney Vento Support Specialist 8 260 E $24.92223 $42.55881 51,838$ 88,522$

7.25 205 NE 37,041$ 63,253$

8 215 NE 42,866$ 73,201$

Assistant Manager of Safety and Security 8 260 E 51,838$ 88,522$

39IST Network Analyst 8 260 E $23.73545 $46.30733 49,370$ 96,319$

Senior Programmer Analyst 8 260 E 49,370$ 96,319$

SIS Application Specialist 8 260 E 49,370$ 96,319$

SIS System Specialist 8 260 E 49,370$ 96,319$

Student Data Mgt Specialist 8 260 E 49,370$ 96,319$

Technology Support Analyst 8 260 NE 49,370$ 96,319$

Technology Systems Specialist 8 260 NE 49,370$ 96,319$

Web Administrator 8 260 E 49,370$ 96,319$

40 8 237 E $27.11846 $46.30733 51,417$ 87,799$

8 260 E 56,406$ 96,319$

Associate Principal Elementary 8 260 E 56,406$ 96,319$

Budget Analyst 8 260 E 56,406$ 96,319$

Business Analyst 8 260 E 56,406$ 96,319$

Construction Coordinator 8 260 E 56,406$ 96,319$

Coordinator of Assess Rem & Proj Lead the Way 8 237 E 51,417$ 87,799$

Division-Level Mental Health Support Specialist 8 218 E 47,295$ 80,760$

Division Mental Health Intervention Specialist 8 218 E 47,295$ 80,760$

Financial Analyst 8 260 E 56,406$ 96,319$

Financial Analyst-One Solution Liaison 8 260 E 56,406$ 96,319$

Manager of Custodial Services 8 260 E 56,406$ 96,319$

Manager of Business (Food Service) 8 260 E 56,406$ 96,319$

Music Therapist 8 235 E 50,983$ 87,058$

Nurse - RN/RN Except Educ 8 218 E $28.32500 $46.30733 49,399$ 80,760$

Occupational/Physical Therapist 8 211 E $28.83952 $46.30733 48,681$ 78,167$

8 218 E $28.90951 $47.30733 50,418$ 82,504$

8 237 E 54,812$ 89,695$

8 260 E 60,132$ 98,399$

8 218 E $27.90951 $46.30733 48,674$ 80,760$

8 237 E 52,916$ 87,799$

40IST Application Developer/SIS LD Program Analyst 8 260 E $27.11846 $52.90589 56,406$ 110,044$

Application Support Analyst 8 260 E 56,406$ 110,044$

Business Process Manager 8 260 E 56,406$ 110,044$

Business Systems Analyst 8 260 E 56,406$ 110,044$

Database Administrator Senior 8 260 E 56,406$ 110,044$

Enterprise Systems Administrator 8 260 E 56,406$ 110,044$

Enterprise Systems Analyst 8 260 E 56,406$ 110,044$

Lead Network Analyst 8 260 E 56,406$ 110,044$

Lead Programmer Analyst 8 260 E 56,406$ 110,044$

Lead Technology Support Analyst 8 260 E 56,406$ 110,044$

Lead Technology Systems Analyst 8 260 E 56,406$ 110,044$

Operations Analyst 8 260 E 56,406$ 110,044$

Security Analyst 8 260 E 56,406$ 110,044$

Senior SIS Specialist 8 260 E 56,406$ 110,044$

Student Information System Specialist 8 260 E 56,406$ 110,044$

Hrs Days FLSA

Hourly Rates Annual Salary

Psychologist / Psychologist NCSP

School Social Worker/School Social Worker C-SSWS

Grade Title

Sign Language Interpreter DHH Certified

Assistant Principal Elementary

Positions by Grade

E=Exempt/NE=Non Exempt (NE is subject to the Fair Standards Labor Act

Min Max Min Max

41 Area Manager of Student Transportation 8 260 E $30.98227 $52.90589 64,443$ 110,044$

8 237 E 58,742$ 100,310$

8 260 E 64,443$ 110,044$

Associate Principal Secondary 8 260 E 64,443$ 110,044$

Benefits Administrator 8 260 E 64,443$ 110,044$

Budget Analyst Senior 8 260 E 64,443$ 110,044$

Compensation Administrator 8 260 E 64,443$ 110,044$

Construction Contract Administrator 8 260 E 64,443$ 110,044$

Coordinator of Employee Wellness 8 260 E 64,443$ 110,044$

Coordinator of School Health Services SE 8 260 E 64,443$ 110,044$

Coordinator of Title I 8 260 E 64,443$ 110,044$

Energy Management Engineer 8 260 E 64,443$ 110,044$

Exec Asst & Clerk School Board 8 260 E 64,443$ 110,044$

Grants Administrator 8 260 E 64,443$ 110,044$

Human Resources Administrator 8 260 E 64,443$ 110,044$

Manager of Capital Projects 8 260 E 64,443$ 110,044$

Manager of CIS Program 8 260 E 64,443$ 110,044$

Manager of Contruction Project 8 260 E 64,443$ 110,044$

Manager of Safety and Security 8 260 E 64,443$ 110,044$

Nurse Supervisor/Excep Ed 8 260 E 64,443$ 110,044$

Planning Administrator 8 260 E 64,443$ 110,044$

Specialist - Adult Continuing Education 8 260 E 64,443$ 110,044$

Specialist - Assessment (DDOT) 8 260 E 64,443$ 110,044$

Specialist - Classified Development 8 260 E 64,443$ 110,044$

Specialist - Credentialing 8 260 E 64,443$ 110,044$

Specialist - Deaf & Hard of Hearing 8 260 E 64,443$ 110,044$

Specialist - Development 8 260 E 64,443$ 110,044$

Specialist - Early Childhood Special Ed 8 260 E 64,443$ 110,044$

Specialist - Educational Data 8 260 E 64,443$ 110,044$

Specialist - Elementary Literacy Curriculum 8 260 E 64,443$ 110,044$

Specialist - Elementary Math Curriculum 8 260 E 64,443$ 110,044$

Specialist - Elementary Science Curriculum 8 260 E 64,443$ 110,044$

Specialist - Elementary Social Studies Curriculum 8 260 E 64,443$ 110,044$

Specialist - Gifted 8 260 E 64,443$ 110,044$

Specialist - Head Start and VPI 8 260 E 64,443$ 110,044$

Specialist - Homebound Instruction 8 260 E 64,443$ 110,044$

Specialist - Instructional Grants 8 260 E 64,443$ 110,044$

Specialist - Instructional Resources 8 260 E 64,443$ 110,044$

Specialist - Intervention Training - PBIS/RP/TIC 8 260 E 64,443$ 110,044$

Specialist - Learning Experience Design Specialist 8 260 E 64,443$ 110,044$

Specialist - Library Services Specialist 8 260 E 64,443$ 110,044$

Specialist - Medicaid 8 260 E 64,443$ 110,044$

Specialist - Online Training Development 8 260 E 64,443$ 110,044$

Specialist - OT/PT 8 260 E 64,443$ 110,044$

Specialist - PBL Training 8 260 E 64,443$ 110,044$

Specialist - Prof Develop Integration 8 260 E 64,443$ 110,044$

Specialist - Programs 8 260 E 64,443$ 110,044$

Specialist - Research 8 260 E 64,443$ 110,044$

Specialist - Results Driven Accountability 8 260 E 64,443$ 110,044$

Specialist - School Improvement 8 260 E 64,443$ 110,044$

Specialist - Secondary Curriculum 8 260 E 64,443$ 110,044$

Annual Salary

Grade Title Hrs Days FLSA

Hourly Rates

Assistant Principal Secondary

Positions by Grade

E=Exempt/NE=Non Exempt (NE is subject to the Fair Standards Labor Act

Min Max Min Max

41 cont Specialist - Secondary SPED 8 260 E 64,443$ 110,044$

Specialist - Secondary SPED & Transition Support 8 260 E 64,443$ 110,044$

Specialist - Social and Emotional Intervention 8 260 E 64,443$ 110,044$

Specialist - Special Education 8 260 E $30.98227 $52.90589 64,443$ 110,044$

Specialist - Special Placement 8 260 E 64,443$ 110,044$

Specialist - Special Projects Development 8 260 E 64,443$ 110,044$

Specialist - SPED & 504 Compliance 8 260 E 64,443$ 110,044$

Specialist - Speech and Language 8 260 E 64,443$ 110,044$

Specialist - Student Conduct, Intervention & Response 8 260 E 64,443$ 110,044$

Specialist - Student Growth 8 260 E 64,443$ 110,044$

Specialist - Student Wellness 8 260 E 64,443$ 110,044$

Specialist - Summer Session 8 260 E 64,443$ 110,044$

Specialist - Vision & Assistive Technology 8 260 E 64,443$ 110,044$

Specialist -Special Education Nursing 8 260 E 64,443$ 110,044$

Student Activities Director 8 237 E 58,742$ 100,310$

41IST Coordinator of Database Services 8 260 E $30.98227 $60.44648 64,443$ 125,729$

Coordinator of Networks 8 260 E 64,443$ 125,729$

Coordinator of School Technology Services 8 260 E 64,443$ 125,729$

42 Administrator of Communities In Schools 8 260 E $35.39758 $60.44538 73,627$ 125,726$

Administrative Coordinator 8 260 E 73,627$ 125,726$

Assistant Director of Facility Support 8 260 E 73,627$ 125,726$

Assistant Director of Finance 8 260 E 73,627$ 125,726$

Assistant Director of Food Service 8 260 E 73,627$ 125,726$

Assistant Director of Human Resources 8 260 E 73,627$ 125,726$

Assistant Director of Maintenance 8 260 E 73,627$ 125,726$

Assistant Director of Management and Budget 8 260 E 73,627$ 125,726$

Assistant Director of Recruitment 8 260 E 73,627$ 125,726$

Assistant Director of Student Transportation 8 260 E 73,627$ 125,726$

Coordinator of Alternative Programs 8 260 E 73,627$ 125,726$

Coordinator of Constituent Services and Student Leadership 8 260 E 73,627$ 125,726$

Coordinator of Counseling 8 260 E 73,627$ 125,726$

Coordinator of Curriculum 8 260 E 73,627$ 125,726$

Coordinator of Disability Support 8 260 E 73,627$ 125,726$

Coordinator of Early Childhood Services 8 260 E 73,627$ 125,726$

Coordinator of ESL 8 260 E 73,627$ 125,726$

Coordinator of Family and Community Engagement 8 260 E 73,627$ 125,726$

Coordinator of Gifted Education 8 260 E 73,627$ 125,726$

Coordinator of Instructional Technology 8 260 E 73,627$ 125,726$

Coordinator of Online Learning 8 260 E 73,627$ 125,726$

Coordinator of Professional Development 8 260 E 73,627$ 125,726$

Coordinator of Psychological Services 8 260 E 73,627$ 125,726$

Coordinator of Research and Evaluation 8 260 E 73,627$ 125,726$

Coordinator of Social Worker 8 260 E 73,627$ 125,726$

Coordinator of Special Education and Transition Services 8 260 E 73,627$ 125,726$

Coordinator of Student Health 8 260 E 73,627$ 125,726$

Payroll Manager 8 260 E 73,627$ 125,726$

Principal Detention Home 8 260 E $41.89327 $59.55210 87,138$ 130,886$

Principal Elementary 8 260 E $41.89327 $62.92596 87,138$ 130,886$

Senior Project Manager 8 260 E 73,627$ 125,726$

43 Assistant School Board Attorney 8 260 E $40.44163 $69.05852 84,119$ 143,642$

Principal High School 8 260 E $51.75048 $74.06346 107,641$ 154,052$

Principal Middle School 8 260 E $46.82163 $68.49471 97,389$ 142,469$

Grade Title Hrs Days FLSA

Hourly Rates Annual Salary

Positions by Grade

E=Exempt/NE=Non Exempt (NE is subject to the Fair Standards Labor Act

Min Max Min Max

44 Director of Career and Technical Education 8 260 E $46.20275 $78.89435 96,102$ 164,100$

Director of Compensation & Benefits 8 260 E 96,102$ 164,100$

Director of Construction 8 260 E 96,102$ 164,100$

Director of Curriculum Development and Supt 8 260 E 96,102$ 164,100$

Director of Elementary School Leadership 8 260 E 96,102$ 164,100$

Director of Elementary School Leadership/Title I 8 260 E 96,102$ 164,100$

Director of Equity and Student Support Services 8 260 E 96,102$ 164,100$

Director of Facilities and Maintenance 8 260 E 96,102$ 164,100$

Director of Finance 8 260 E 96,102$ 164,100$

Director of Food Services 8 260 E 96,102$ 164,100$

Director of Government, Policy and Media Services 8 260 E 96,102$ 164,100$

Director of Health Services 8 260 E 96,102$ 164,100$

Director of High School Leadership 8 260 E 96,102$ 164,100$

Director of Instructional Innovation 8 260 E 96,102$ 164,100$

Director of Management & Budget 8 260 E 96,102$ 164,100$

Director of Middle School Leadership 8 260 E 96,102$ 164,100$

Director of Organizational Development 8 260 E 96,102$ 164,100$

Director of School Improvement 8 260 E 96,102$ 164,100$

Director of Special Education 8 260 E 96,102$ 164,100$

Director of Student Transportation 8 260 E 96,102$ 164,100$

School Board Attorney 8 260 E 96,102$ 164,100$

44+5% Executive Director Communications and Community Outreach 8 260 E $48.51289 $82.83907 100,907$ 172,305$

Executive Director Constituent Svcs and Student Leadership 8 260 E 100,907$ 172,305$

Executive Director HR and Talent Mgmt 8 260 E 100,907$ 172,305$

Executive Director of Technology Services 8 260 E 100,907$ 172,305$

45 Chief Academic Officer 8 260 E $52.79287 $90.15083 109,809$ 187,514$

Chief Finance Officer 8 260 E 109,809$ 187,514$

Chief of Schools 8 260 E 109,809$ 187,514$

Chief Operations Officer 8 260 E 109,809$ 187,514$

graded

Deputy Superintendent 8 260 E N/A N/A

Annual Salary

Grade Title Hrs Days FLSA

Hourly Rates

Substitute Rate Schedule

Title

Hours

per day

Hourly

rate

Half-day

rate

Daily

rate

Classroom Teachers, Elementary School Librarian

6.5 $43.78 $87.55

Licensed, Degreed or Non-Degreed with minimum of 60 hours of

college credit.

After 20 consecutive days in same position; retro to start of

assignment

8 $101.46 $202.92

Bus Driver n/a $15.59

Clinic 6.5 $28.84 $57.68

Family Life Educators 8 $101.46 $202.92

Food Services Associate n/a $10.30

Instructional Assistant - ESL and Pre-K 6 $22.66 $45.32

Instructional Assistant - Special Education 6.5 $26.27 $52.53

Program Tech I SE 6.5 $28.84 $57.68

Tutor Monitor 6.5 $24.72 $49.44

Technology Resource Assistant 6.5 $24.72 $49.44

After 20 consecutive days in same position; retro to start of

assignment

7 $45.32 $90.64

Please note:

All other jobs require prior approval from the appropriate Executive Director or designee and

are filled through the use of temporary work assignments. Rates for these positions are

determined in the Office of Compensation and Benefits.

Temporary Work Assignment

Title Rate

Title

(instructional and student tutors)

Rate

After School Administrator

(restricted to

exempt employees. Oversees Teachers working

with students after school)

$26.27

Instructional Tutor Licensed

Requirement: Incumbent holds a valid teaching

license.

$22.96

After School Monitor

(oversees students staying after school)

$15.45

Bilingual Interpreter

$25.75

Bus Driver

(current CCPS Bus Driver)

hourly rate

Bus Drive

r (not current CCPS Bus Driver) $15.59

Bus Driver Transportation Trainer

(currently employed bus driver w/CCPS)

hourly rate

Clerical

(general office duties, office asst) $9.91

Clerical

(secretarial, SOL clerical) $12.68

Custodian

(retired CCPS Custodian) $11.33

Detention

(after school/Saturday) $15.45

Educational Interpreter/DHH

(VQAS II/III Certified or EIPA 3.0)

$20.65

Event Workers

$15.45

Nursing Instructor

(Registered Nurse) $25.42

Facilities Helper

$8.67

Food Service Associate

(Retired CCPS Food Service Manager)

$13.39

Food Service Manager/Assistant Manager

(Retired CCPS Food Service Mgr)

$15.97

Locker Maintenance

$7.47

Adult Ed Instructor

$22.96

Professional Development Training

Participant

(licensed teachers only)

$10.30

Carver Career Academy Night School

Teacher's scale

Curriculum Development

$22.96

Driver's Ed Instructor

$22.96

Site Coordinator (

exempt employees) $26.27

Homebound Teacher

$24.10

Social Worker

(licensed) $25.16

Homebound Case Mgr/Lead Lab Teacher

$26.27

SOL Testing Coordinator

$22.96

Professional Development Training

Presenter

$22.96

Testing/AP Proctor

$15.45

VGLA Scoring

$22.96

Registered Nurse

$28.32

Non-Exempt employees (during their contractual calendar), SRP participants, part-time employees or substitutes.

Professional Development Training

Participant

(Non-Exempt Employees

attending outside contractual hours)

$7.47

Temporary Work Assignment rates for areas not listed, will be determined and approved by the office of Compensation and

Benefits. Positions that are not listed will be based on the graded pay plan for the comparable position. Student workers must

be paid an hourly rate and may not be paid a lump sum.

Student Monitor

Provides a supervised and structured

environment for students i.e. cafeteria, etc.

$7.64

Assignments below may only be filled by currently licensed

teachers

Temporary Work Assignments are not permitted for the following:

High School Tutor School Students

High School Student; tutoring, assisting

students, peer mentoring.

$8.24

Verification that the incumbent holds the requirement(s) listed is the responsibility of the employee requesting the TWA.

Before/After School Remediation PALS,

SOL

Requirement: Incumbent has an expired teaching

license and/or minimum of bachelor's degree.

$21.27

Instructional Tutor Non Licensed

Requirement: Background that includes

professional certification or equivalent,

related college coursework. Delivers

instruction but is not a licensed teacher.

$15.45

High School Athletic Stipend

SCALE

GRADE

APPROVED POSITIONS

PER

SCHOOL

SEASON PAYMENT SCHEDULE

3 ASST ATHLETIC DIR 1 FALL, WINTER, SPRING FALL, WINTER, SPRING

3 BAND ASSISTANT 1 FALL FALL

4 BASEBALL ASSISTANT 1 SPRING SPRING

6 BASEBALL HEAD 1 SPRING SPRING

5 BASKETBALL ASSISTANT - BOYS 1 WINTER WINTER

5 BASKETBALL ASSISTANT - GIRLS 1 WINTER WINTER

5 BASKETBALL FRESHMAN ASST - BOYS 1 WINTER WINTER

5 BASKETBALL FRESHMAN ASST - GIRLS 1 WINTER WINTER

7 BASKETBALL HEAD - BOYS 1 WINTER WINTER

7 BASKETBALL HEAD - GIRLS 1 WINTER WINTER

2 CHEERLEADER FRESHMAN 1 FALL, WINTER FALL, WINTER

3 CHEERLEADER HEAD 1 FALL, WINTER FALL, WINTER

2 CHEERLEADER ASSISTANT 1 FALL, WINTER FALL, WINTER

5 CROSS COUNTRY HEAD - BOYS 1 FALL FALL

5 CROSS COUNTRY HEAD - GIRLS 1 FALL FALL

1 DANCE TEAM 1 FALL, WINTER FALL, WINTER

D2 DRAMA 2 ANNUAL CONTRACT

4 FIELD HOCKEY ASSISTANT 1 FALL FALL

6 FIELD HOCKEY HEAD 1 FALL FALL

6 FOOTBALL ASSISTANT 5 FALL FALL

6 FOOTBALL FRESHMAN ASSISTANT 1 FALL FALL

8 FOOTBALL HEAD 1 FALL FALL

1 FORENSICS ASSISTANT 1 WINTER WINTER

3 FORENSICS HEAD 1 WINTER WINTER

4 GOLF HEAD 1 FALL FALL

M3 INSTRUMENTAL varies ANNUAL CONTRACT

4 LACROSSE ASSISTANT - BOYS 1 SPRING SPRING

4 LACROSSE ASSISTANT - GIRLS 1 SPRING SPRING

6 LACROSSE HEAD - BOYS 1 SPRING SPRING

6 LACROSSE HEAD - GIRLS 1 SPRING SPRING

4 SOCCER ASSISTANT - BOYS 1 SPRING SPRING

4 SOCCER ASSISTANT - GIRLS 1 SPRING SPRING

6 SOCCER HEAD - BOYS 1 SPRING SPRING

6 SOCCER HEAD - GIRLS 1 SPRING SPRING

4 SOFTBALL ASSISTANT 1 SPRING SPRING

6 SOFTBALL HEAD 1 SPRING SPRING

M2 STRINGS varies ANNUAL CONTRACT

4 SWIM ASSISTANT - BOYS 1 WINTER WINTER

4 SWIM ASSISTANT - GIRLS 1 WINTER WINTER

6 SWIM HEAD - BOYS 1 WINTER WINTER

6 SWIM HEAD - GIRLS 1 WINTER WINTER

4 TENNIS HEAD - BOYS 1 SPRING SPRING

4 TENNIS HEAD - GIRLS 1 SPRING SPRING

4 TRACK INDOOR HEAD - BOYS 1 WINTER WINTER

4 TRACK INDOOR HEAD - GIRLS 1 WINTER WINTER

4 TRACK OUTDOOR ASSISTANT - GIRLS 1 SPRING SPRING

4 TRACK OUTDOOR ASSISTANT -BOYS 1 SPRING SPRING

6 TRACK OUTDOOR HEAD - BOYS 1 SPRING SPRING

6 TRACK OUTDOOR HEAD - GIRLS 1 SPRING SPRING

M2 VOCAL varies ANNUAL CONTRACT

4 VOLLEYBALL ASSISTANT - BOYS 1 FALL FALL

4 VOLLEYBALL ASSISTANT - GIRLS 1 FALL FALL

6 VOLLEYBALL HEAD 2 FALL FALL

2 WEIGHT ROOM SUPV 1 FALL, WINTER, SPRING FALL, WINTER, SPRING

5 WRESTLING ASSISTANT 1 WINTER WINTER

7 WRESTLING HEAD 1 WINTER WINTER

Middle School Athletic Stipend

Scale

Grade

Approved Positions Per School Seasons

Payment

Schedule

4 BASKETBALL HEAD - BOYS 1 WINTER WINTER

4 BASKETBALL HEAD - GIRLS 1 FALL FALL

5.1 CHEERLEADER 1 FALL, WINTER FALL, WINTER

4 CROSS COUNTRY 1 FALL FALL

3 CROSS COUNTRY ASSISTANT 1 FALL FALL

D1 DRAMA 1 ANNUAL CONTRACT

M1 INSTRUMENTAL VARIES ANNUAL CONTRACT

4 SOCCER HEAD - BOYS 1 FALL FALL

4 SOCCER HEAD - GIRLS 1 SPRING SPRING

M1 STRINGS VARIES WINTER CONTRACT

3 TRACK OUTDOOR ASSISTANT - BOYS 1 SPRING SPRING

3 TRACK OUTDOOR ASSISTANT - GIRLS 1 SPRING SPRING

4 TRACK OUTDOOR HEAD - BOYS 1 SPRING SPRING

4 TRACK OUTDOOR HEAD - GIRLS 1 SPRING SPRING

M1 VOCAL VARIES ANNUAL CONTRACT

HOURS

FALL, WINTER, SPRING

Intramurals (270 hour yearly limit)

10 hours

$419

20 hours

$628

30 hours

$943

Intramurals are an organized sport or academic activity that is individualized by the school for a sport or

academic activity that isn't already budgeted. The intramural stipend is not to be used for coaching positions

that are already listed.

Middle and High School Athletic Stipend Scale

EXPERIENCE GR 1 GR 2 GR 3 GR 4 GR 5.1 GR 5 GR 6 GR 7 GR 8

0 906 1,087 1,305 1,566 939 1,879 2,255 2,706 3,247

1 919 1,103 1,324 1,589 953 1,907 2,288 2,745 3,295

2-4 929 1,114 1,337 1,605 963 1,925 2,311 2,773 3,327

5 950 1,140 1,368 1,641 985 1,970 2,364 2,837 3,404

6-12 971 1,166 1,399 1,678 1,007 2,014 2,417 2,900 3,480

13 993 1,192 1,430 1,716 1,030 2,059 2,471 2,966 3,559

14 1,016 1,219 1,462 1,755 1,053 2,106 2,527 3,032 3,639

15 1,038 1,246 1,495 1,794 1,077 2,153 2,584 3,101 3,721

16 1,062 1,274 1,529 1,835 1,101 2,202 2,642 3,170 3,804

17 1,086 1,303 1,563 1,876 1,126 2,251 2,701 3,242 3,890

18 1,110 1,332 1,598 1,918 1,151 2,302 2,762 3,315 3,977

19 1,135 1,362 1,634 1,961 1,177 2,354 2,824 3,389 4,067

20 1,161 1,393 1,671 2,005 1,203 2,407 2,888 3,465 4,158

21 1,187 1,424 1,709 2,051 1,230 2,461 2,953 3,543 4,252

22 1,213 1,456 1,747 2,097 1,258 2,516 3,019 3,623 4,348

23 1,241 1,489 1,787 2,144 1,286 2,573 3,087 3,705 4,446

24 1,269 1,522 1,827 2,192 1,315 2,631 3,157 3,788 4,546

25 1,297 1,557 1,868 2,241 1,345 2,690 3,228 3,873 4,648

26 1,326 1,592 1,910 2,292 1,375 2,750 3,300 3,960 4,752

27 1,356 1,627 1,953 2,343 1,406 2,812 3,375 4,049 4,859

28 1,387 1,664 1,997 2,396 1,438 2,875 3,450 4,141 4,969

29 1,418 1,701 2,042 2,450 1,470 2,940 3,528 4,234 5,080

30+ 1,450 1,740 2,088 2,505 1,503 3,006 3,607 4,329 5,195

Music and Drama Stipend Scale

Exp.

Music

Exp.

Drama

Middle School

Vocal/String

Instrumental

Middle School

High School

0 1,387 1,998 3,451 0 1,088 1,879

1 1,407 2,027 3,502 1 1,104 1,907

2-4 1,421 2,047 3,537 2-4 1,115 1,926

5-6 1,453 2,093 3,617 5 1,140 1,970

7-12 1,486 2,141 3,699 6-12 1,166 2,014

13 1,520 2,189 3,782 13 1,192 2,059

14 1,555 2,238 3,868 14 1,219 2,106

15 1,589 2,288 3,954 15 1,246 2,153

16 1,625 2,340 4,044 16 1,274 2,202

17 1,662 2,393 4,134 17 1,303 2,251

18 1,699 2,446 4,228 18 1,332 2,302

19 1,737 2,502 4,323 19 1,362 2,354

20 1,777 2,558 4,420 20 1,393 2,407

21 1,817 2,615 4,519 21 1,424 2,461

22 1,858 2,674 4,622 22 1,456 2,516

23 1,899 2,734 4,725 23 1,489 2,573

24 1,942 2,796 4,831 24 1,522 2,631

25 1,985 2,859 4,941 25 1,557 2,690

26 2,030 2,924 5,051 26 1,592 2,750

27 2,076 2,988 5,165 27 1,627 2,812

28 2,123 3,057 5,281 28 1,664 2,875

29 2,170 3,125 5,400 29 1,701 2,940

30 2,219 3,196 5,521 30 1,740 3,006

High School Academic Stipend

Stipend

Scale

Approved

Positions

Positions per

School Seasons

Payment

Schedule

4 ACADEMIC TEAM 1

WINTER WINTER

2 DEBATE ASSISTANT 1

WINTER WINTER

4 DEBATE HEAD 1

WINTER WINTER

1 FORENSIC ASSISTANT 1

WINTER WINTER

3 FORENSIC HEAD 1

WINTER WINTER

2 JUNIOR CLASS SPONSOR 1

SPRING SPRING

1 MAGAZINE 1

SPRING SPRING

4 NEWSPAPER 1

SPRING SPRING

3 SENIOR CLASS SPONSOR 1

SPRING SPRING

3 STUDENT GOVERNMENT 1

SPRING SPRING

4 YEARBOOK 1

SPRING SPRING

Stipend Scale

Experience GR 1 GR 2 GR 3 GR 4

0 897 1,077 1,292 1,550

1-3 910 1,092 1,311 1,573

4 931 1,118 1,341 1,609

5-11 952 1,143 1,371 1,646

12 974 1,168 1,402 1,683

13 996 1,195 1,434 1,720

14 1,018 1,222 1,466 1,759

15 1,041 1,249 1,499 1,799

16 1,064 1,277 1,533 1,839

17 1,088 1,306 1,567 1,881

18 1,113 1,335 1,602 1,923

19 1,138 1,365 1,638 1,966

20 1,163 1,396 1,675 2,010

21 1,190 1,427 1,713 2,056

22 1,216 1,460 1,752 2,102

23 1,244 1,492 1,791 2,149

24 1,272 1,526 1,831 2,197

25 1,300 1,560 1,872 2,247

26 1,330 1,595 1,915 2,297

27 1,359 1,631 1,958 2,349

28 1,390 1,668 2,002 2,402

29 1,421 1,706 2,047 2,456

30+ 1,453 1,744 2,093 2,511

Middle School Academic Stipend

Stipend

Scale

Approved

Positions

per school Season

Payment

Schedule

1 NEWSPAPER OR MAGAZINE 1

SPRING SPRING

2 STUDENT GOVERNMENT 1

SPRING SPRING

4 YEARBOOK 1

SPRING SPRING

Stipend Scale

Experience GR 1 GR 2 GR 3 GR 4

0 897 1,077 1,292 1,550

1-3 910 1,092 1,311 1,573

4 931 1,118 1,341 1,609

5-11 952 1,143 1,371 1,646

12 974 1,168 1,402 1,683

13 996 1,195 1,434 1,720

14 1,018 1,222 1,466 1,759

15 1,041 1,249 1,499 1,799

16 1,064 1,277 1,533 1,839

17 1,088 1,306 1,567 1,881

18 1,113 1,335 1,602 1,923

19 1,138 1,365 1,638 1,966

20 1,163 1,396 1,675 2,010

21 1,190 1,427 1,713 2,056

22 1,216 1,460 1,752 2,102

23 1,244 1,492 1,791 2,149

24 1,272 1,526 1,831 2,197

25 1,300 1,560 1,872 2,247

26 1,330 1,595 1,915 2,297

27 1,359 1,631 1,958 2,349

28 1,390 1,668 2,002 2,402

29 1,421 1,706 2,047 2,456

30+ 1,453 1,744 2,093 2,511

Middle and High School Additional Academic Stipend

Middle School

Approved Positions

Positions

Per School Min-Max Payment Schedule

DEPARTMENT CHAIR:

Minimum of 4 teaching FTE's, Core: Language Arts,

Math, Science and Social Studies Non-Core:

Health/P.E., Fine Arts (includes World Languages

and Electives)

No additional planning period provided

6 $1,229 SEMESTER

WEB CURATOR 1 $515 SEMESTER

High School

Approved Positions

Positions

Per School Min-Max Payment Schedule

DEPARTMENT CHAIR: Core: Language Arts, Math,

Science and Social Studies Non-Core: Health/P.E.,

Fine Arts, World Languages, Vocational Education

Minimum of 4 teaching FTE's, core subject area,

regular supplement and planning period

$677 -$1,178 SEMESTER

Excess of 21 teaching FTE's, core subject area,

double supplement and planning period

$1,353 - $2,358 SEMESTER

Minimum of 4, and up to and including 8 teaching

FTE's, non-core subject area, double supplement,

no personal planning period

$1,353 - $2,358 SEMESTER

More than 8 teaching FTE's, non-core subject area,

regular supplement and planning period

$677 - $1,178 SEMESTER

WEB CURATOR 1 $515 SEMESTER

SPECIALTY CENTER COORDINATOR** 1 $1,414 SEMESTER

**Daily functions and teaching assignments are determined by the school principal with consideration of the needs of

the school. Must teach 2 classes during semester to be eligible for supplement.

Elementary School Stipend

APPROVED ELEMENARY SCHOOL POSITIONS

POSITIONS

PER SCHOOL

MIN-MAX

PAYMENT

SCHEDULE

DEPARTMENT CHAIR:

K-5 - One per grade level

6 $515 ANNUAL

Lead Teacher (CONTENT AREAS) - 4

ESOL - 1

Special Education - 1

Resource - 1

7 $515 ANNUAL

WEB CURATOR 1 $515 SEMESTER

SUPPLEMENT NOTES

FTE= 1 full time position or the equivalent number of part time teaching positions to equal one full time position.

If a principal determines the need for a core department chair to teach a 5th class, the employee will be paid an

additional .2 FTE. Core department chair incumbents may not teach more than 5 classes at any time.

Intramurals are an organized sport that is individualized by the school for a sport that isn't already budgeted for. The

intramural supplement is not to be used for coaching positions that are already listed.

In the event that an employee cannot complete the supplement assignment, the supplement payment will be prorated

based on the percentage completed.

Special Education Department Chair duties are performed by the Special Education Coordinator as part of their job

function.

Only teachers that are assigned students and teaching duties are eligible to receive Department Chair and Specialty

Center supplements. A minimum of two classes taught per semester is required.

PAYMENT SCHEDULE FOR SUPPLEMENTS

ANNUAL Supplement paid 50% at the end of each semester

CONTRACT Added to base salary

FALL Paid in November

SEMESTER Paid in November and paid again in May

SPRING Paid in May

WINTER Paid in February

2019 Summer Session

Position Rate

Assistant Site Coordinator $4,184.38

Assistant Testing Coordinator $4,326.00

Central Office Liaisons $4,326.00

Clinic Assistant $10.30

Coordinator & Assistant Coordinator - Split $4,703.24

Counseling Coordinator $5,222.10

Counseling Coordinator - Academy $5,222.10

Elementary Supervisor $5,222.10

ESOL Liaison - Academy $25.75

ESOL Site Coordinator $5,222.10

Graduation Planner $1,442.00

Home School Liaison $1,030.00

Instructional Assistant - General Ed. $9.27

Instructional Assistant - Special Ed. $10.30

Librarian $25.75

Licensed Practical Nurse $2980.25

Office (Building) Liaison - Academy $4,326.00

SAT Coordinator $5,222.10

Secondary Supervisor $5,222.10

Secretary $11.33

Secretary - SAT Academy $11.33

Secretary - SOL Academy $12.68

Security Monitor $10.30

Site Coordinator $5,222.10

Site Coordinator - Split $2,611.05

SOL Coordinator $5,222.10

Special Education Consultant Teacher $25.75

Special Education Coordinator - Academy $5,222.10

Substitute - Instructional Assistant - Gen Ed $9.27

Substitute - Instructional Assistant - Special Ed $10.30

Substitute - Secretary $11.33

Substitute Assistant Site Coordinator $25.75

Substitute Site Coordinator $25.75

Substitute Teacher - Degreed $25.75

Substitute Teacher - Non-Degreed $12.36

Summer Session Office Liaison $4,326.00

Teacher $25.75