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10.1 Teachers shall be paid in accordance with the Certificated Salary Schedules, attached herein (Appendix A)
10.1.1 Effective July 1, 2019, adopt the restructured twenty (20) step salary schedule (4.65% average salary increases per unit member). Attached as Appendix A
10.1.2 Effective July 1, 2020, increase all cells of the newly adopted restructured twenty (20) step salary schedule by two and a half percent (2.5%).
10.1.3 Effective January 10, 2022, adopt the 5% on the Certificated Salary Schedule retroactive to July 1, 2021; adopt the $50 extra duty hourly rate for certificated staff; adopt the extension of the current contract through the 2023-2024 school year; open negotiations for salary and benefits in 2022-2023 and 2023-2024.
10.1.4 Effective February 8, 2023, adopt the 6.5% increase on the Certificated Salary Schedule retroactive to July 1, 2022.
10.1.5 Unit members working in the following positions: SCD, RSP, Speech, Counselor and Psychologist (hired after June 30, 2017) will receive the following salary adjustments:
$2500 1-5 years
$5000 6-18 years
$7500 19+ years
10.1.6 The Stipend list has been updated and modified.
10.2 Initial placement on the salary schedule shall be determined by years of prior teaching experience and college credits.
10.3 For initial placement purposes, a unit member shall be given credit for no more than ten (10) years prior teaching experience in which he/she provided teaching service to an employing school district for at least seventy-five percent (75%) of a regular school year in a position requiring a preliminary or clear credential. Such credit experience shall be given on a one-to-one ratio. Example: a unit member hired with ten (10) or more years of qualified prior teaching experience would be placed on Step eleven (11). A unit member hired with two (2) years of qualified prior experience would be placed on Step three (3).
10.4 Permanent teachers hired prior to July 1, 2010, will be paid on a 12-month pay cycle and have their step adjustments effective as of July 1 of each year as per the Certificated Salary Schedule.
10.4.1 Teachers hired after July 1, 2010, will be paid on an 11-month pay cycle and have the option of an arrears check in July. Their adjustments will be effective beginning August 1 of each year as per the Certificated Salary Schedule.
10.4.2 A teacher shall advance according to the salary schedule. To be credited with a year of service, the unit member must be in paid service for 75% of the regular school year. Teachers reaching the last step on a column remain frozen on that step until enough approved units have been accrued to move to the next column. Teachers eligible for any advancement shall move down the salary schedule no more than one (1) step per year. Teachers’ salaries will be adjusted as of July 1 if hired prior to the 10/11 school year and August 1st if hired for the 10/11 school year or later, per the attached Certificated Salary Schedule. (Appendix A).
10.5 A teacher shall move one (1) column for each 15 semester credits of approved upper division or graduate college work. Units for placement on the salary schedule must be reported on the Intent to Return form and turned in no later than February 15 for movement across the salary schedule for the next school year. District-approved units must be completed by the first workday of the succeeding school year, with transcripts attached to the District form and submitted no later than October 1st of each school year. Teachers eligible for column movement will have their salary adjusted upon successful completion of required paperwork (See Article X, section F) and will receive a retro paycheck back to the beginning of their pay cycle.
10.6 Part-time probationary and permanent teachers shall receive compensation based on the proportion of time worked compared to a full-time position. (i.e., a part-time employee who works 60% of the number of days that a full-time employee would work would be paid 60% of the full-time salary.)
10.7 Beginning with the 2019-2020 school year, add one (1) work day dedicated to professional development to the bargaining unit contract work year, increasing the work year from 183 to 184 work days. Beginning with the 2019-2020 school year, bargaining unit members may attend one (1) additional optional work day (185th day) dedicated to professional development at the employee's per diem daily rate of salary.
10.8 The focus and planning for the professional development days will be selected through a collaborative process by a joint Association-District PD committee.
10.9 Supplemental Pay shall apply to supplemental and instructional programs offered by the district outside of the contract workday to benefit students. Each year, the District will determine which and how many supplemental services will be offered based upon site needs. See Appendix ‘B’ for a list of assignments and compensation rates and/or stipend amounts.
10.9.1 All supplemental assignments will be publicized 3-5 days prior to filling.
10.9.2 The District reserves the right to fill vacant assignments without an interview. Priority will go to District applicants.
10.9.3 One teacher may be hired for one or more positions.
10.10 Independent Study Teaching Positions shall be classified as a temporary teaching position shall be classified as temporary teachers and shall be paid as per the following formula:
10.10.1 Teacher’s annual salary divided by 184 contract days divided by a 25-student cap for independent study which will give a daily rate/student enrolled in the program.
10.10.2 A 15% increase will be added to the rate determined by the formula for Independent Study Teachers (Supervising Teachers) serving students who: require more frequent meetings than once every 20 days, may have an active IEP but do not have a disability which falls within the severe category, who may not be classified as a Special Education Student with an active IEP. (This placement will be determined on a case-by-case basis by mutual agreement with the site administrator, teacher, and parent prior to the rate going into effect.)
10.10.3 Independent Study Teachers (Supervising Teachers) serving Students who are not identified as special education with a primary disability, but have an identified need to meet weekly via a 504 or other extenuating factors, will be paid an additional 25% of the per student daily rate as defined by the above formula on a case-by-case basis. (This placement will be determined on a case-by-case basis by mutual agreement with the site administrator, teacher, and parent prior to the rate going into effect.)
10.10.4 Independent Study Teachers (Supervising Teachers) serving Special Education Students with a primary disability that falls within the category of Severely Impaired as defined by CASEMIS will be paid an additional 25% of the per-student daily rate as defined by the above formula. This rate will not apply to non-severe categories of Speech, Specific Learning Disability, or Other Health Impaired except on a case-by-case basis.
10.10.5 Independent Study Teachers (Supervising Teachers) serving Special Education Students with a primary disability listed under the severe category will be required to meet with students a minimum of one time per week.
10.10.6 Independent Study Teachers (Supervising Teachers) will be paid for one additional day after a student exits the program, to complete all necessary paperwork.
10.10.7 A teacher hired solely as an Independent Study Teacher must work 75% of the school year with a caseload of a minimum of 16 students to advance on the salary schedule and be credited with a year of service.
10.10.8 If applicable, a teacher hired solely as an Independent Study Teacher must work 75% of the school year and will be paid a pro-rata share of the Master’s stipend based upon the % of students served, where a caseload of 30 students is considered 100%.
10.10.9 Current full-time certificated staff may volunteer to take up to 5 Independent Study students while maintaining their full-time classroom position. Additional students may be added on a case-by-case basis.
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