2016-2017 Compensation Plan
2016-2017 Compensation Plan
Purpose The purpose of this Compensation Plan is to communicate the District’s Annual Compensation Plan for all District employees. The Annual Compensation Plan includes wage and salary structures, stipends, benefits and incentives. The plan supports District goals for hiring and retaining highly qualified employees. The Blanco ISD Board of Trustees shall approve the Annual Compensation Plan as part of the annual budget development process. In addition, the Board shall determine the total compensation package for the Superintendent in conjunction with the approval of the Superintendent’s employment contract. The Superintendent, or designee, shall implement the Annual Compensation Plan and establish procedures for plan administration consistent with the adopted budget. The Annual Compensation Plan shall be administered in compliance with: -
School Board Policy DEA Legal – Compensation Plan School Board Policy DEA Local – Compensation Plan School Board Policy DEAA Legal – Incentives and Stipends School Board Policy DEAA Local – Incentives and Stipends
1
Proposed – August 8, 2016
Blanco ISD Board of Trustees -
Joe Hernandez Troy Immel Larry Kuebel Tim Nance Charles Riley Liza Struck Darrel Wagner
District Administrative Team Name Dr. Buck Ford Keitha St.Clair Dr. Kathryn Korelich Jowie Walker Dina Johnson Kathryn Rutherford Matthew Streger Tony Petri James Caudell Collin Gaskamp
Position Superintendent BHS Principal BMS Principal BES Principal Director of Curriculum, Instruction Director of Special Education Business Manager Maintenance Director Network Administrator Instructional Tech Specialist
2
Email (@blancoisd.org) buck.ford keith.stclair kathryn.korelich jowie.walker dina.johnson kathryn.rutherford matthew.streger tony.petri james.caudell collin.gaskamp
Proposed – August 8, 2016
Salary Structures For 2016-2017, annual salaries for individual positions, as outlined under this heading (i.e., Salary Structures) will not decrease from the 2015-2016 fiscal year. Movement between district positions, or new positions, will be subject to the pay scale in place for the applicable position. Note that this section does not affect possible changes as noted under Stipends & Extra Duty Pay (see next section). Teacher Hiring Scale The Teacher Hiring Scale is used for the initial placement of teachers, nurses, librarians, and counselors. The placement is based on the number of years or creditable service as specified in the TEA Commissioner’s Rules on Creditable Service (TAC 153.1021) and Minimum Salary Schedule for Certain Professional Staff (TAC 153.1022). The total years of creditable service must be verified by receipt of a Teacher Service Record or other acceptable documentation. The Teacher Hiring Scale includes additional annual compensation for a Master’s and Doctorate degree. An employee placed on the Teacher Hiring Scale shall be entitled to the additional compensation for their highest advanced degree earned after submitting an original, certified transcript. The additional compensation is: $1,500 for a Master’s Degree and $2,000 for a Doctorate. For 2016-2017, the Teacher Hiring Scale is based on an annual target for 187 work days. For those positions that are approved by the Superintendent to work in excess of the standard 187 work days, pay for excess days will be added at the position’s computed daily rate. Mid-Point Salary Schedule The Mid-Point Salary Schedule shall be used for the initial placement of all employees other than teachers, nurses, and librarians. And, the schedule shall be used to determine annual salary increases by applying the percentage increase, if any, to the midpoint salary. The Mid-Point Salary Schedule includes three Job Classifications: Administrative/Professional, Clerical/Technical and Manual Trades. All employees categorized as “exempt” under the Fair Labor Standards Act (FSLA) shall be placed on the Administrative/Professional Job Classification and shall be paid from a Professional Salaries account (object code 6119). All employees placed on this pay scale shall meet the FLSA tests including salary level, salary basis, and job duties test, as appropriate. All employees placed on the Clerical/Technical and Manual Trades Job Classifications shall be categorized as non-exempt under the FLSA. Non-exempt employees shall be subject to appropriate FLSA regulations including: Minimum Wage, Overtime, Recordkeeping and Child Labor Laws.
3
Proposed – August 8, 2016
For those positions that are approved by the Superintendent to work in excess of their approved work calendar, pay for excess days will be added at the position’s daily or hourly rate as applicable. Substitute Employee Pay Schedule The Substitute Employee Pay Schedule shall be used to compensate employees categorized as “substitute”. Substitutes, who are TRS retirees, shall be defined as determined by the Teacher Retirement System of Texas (TRS). Substitute employees include: Substitute teachers, aides, custodians, food service, etc.
Stipends & Extra Duty Pay Schedule The Stipend & Extra Duty Pay Schedule is used to compensate professional staff for extra assignments and/or extra duty beyond the normal workday or duty calendar. Stipends are defined as a flat amount that is paid to a professional employee for performing a specific assignment such as sponsoring an event, coaching a sport, or leading a group. If an employee does not complete the full year stipend assignment, the stipend shall be pro-rated to compensate for the portion of the assignment verified by the immediate supervisor as complete. Stipends will generally not be paid to non-exempt staff. In the event that an exception is made due to hardship, the District shall ensure that the non-exempt employee’s stipend pay complies with FLSA. Extra duty pay is defined as a rate of pay, either hourly or daily, for performing duties beyond the normal work schedule such as tutoring, attending professional development, etc.
Benefits The employee benefits are described in detail on the Summary of Employee Benefits. Part-time and full-time employees who meet the TRS eligibility criteria shall be eligible for district paid group health, dental, and term life insurance. Other benefits are available to employees on a voluntary basis at their cost.
4
Proposed – August 8, 2016
Blanco ISD Teacher Hiring Scale 2016-2017 Step 0 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30+
Bachelor's Degree $41,040 $41,040 $41,240 $42,020 $42,800 $43,580 $44,360 $45,140 $45,920 $46,700 $47,480 $48,270 $49,050 $49,830 $50,610 $51,390 $52,170 $52,950 $53,730 $54,510 $55,290 $56,070 $56,170 $56,221 $56,270 $56,323 $56,670 $56,731 $56,731 $57,070 $57,170
Master's Degree $42,540 $42,540 $42,740 $43,520 $44,300 $45,080 $45,860 $46,640 $47,420 $48,200 $48,980 $49,770 $50,550 $51,330 $52,110 $52,890 $53,670 $54,450 $55,230 $56,010 $56,790 $57,570 $57,670 $57,721 $57,770 $57,823 $58,170 $58,231 $58,231 $58,570 $58,670
Doctorate Degree $43,040 $43,040 $43,240 $44,020 $44,800 $45,580 $46,360 $47,140 $47,920 $48,700 $49,480 $50,270 $51,050 $51,830 $52,610 $53,390 $54,170 $54,950 $55,730 $56,510 $57,290 $58,070 $58,170 $58,221 $58,270 $58,323 $58,670 $58,731 $58,731 $59,070 $59,170
NOTE: This pay scale is used for initial placement of teachers, licensed nurses, certified librarians, and counselors.
5
Proposed – August 8, 2016
Blanco ISD Mid-Point Salary Schedules - All Classifications 2016-2017 AP - Administrative/Professional Job Classifications (daily rates) Pay Grade
Minimum
Mid-Point
Maximum
Positions
AP1
$225.71
$238.13
$250.55
Maintenance Director Transportation Foreman
AP2
$240.72
$271.65
$302.58
Instructional Technologist Band Director Student Success Coordinator
AP3
$288.10
$323.02
$357.94
Network Administrator 2015 Certified Librarians Educational Diagnostician ESL Coordinator Interventionists
AP4
$306.37
$347.32
$388.27
Speech Pathologist School Psychologist BMS Principal Business Manager BES Principal
AP5
$357.87
$378.60
$399.33
Special Education Director Assistant Athletic Director Curriculum, Instruction, & Special Programs Director
AP6
$369.60
$399.57
$419.55
BHS Principal Athletic Director
CT - Clerical/Technical Job Classifications (hourly rates) Pay Grade
Minimum
Mid-Point
Maximum
Positions
CT1
$11.78
$17.14
$22.50
Aides
CT2
$15.54
$19.65
$23.75
Administrative/Campus Secretaries
CT3
$16.17
$20.59
$25.00
Business/Campus Nutrition Specialists
CT4
$20.00
$23.75
$27.50
District Nutrition Coordinator
MT - Manual Trades Job Classifications (hourly rates) Pay Grade MT1
Minimum
Mid-Point
Maximum
$10.38
$12.63
$15.36
6
Positions Custodians
Proposed – August 8, 2016
MT2
$11.40
$14.33
$17.25
Food Service Workers
MT3
$12.84
$15.03
$18.28
Maintenance/Groundskeeper
MT4
$16.00
$19.31
$22.90
Bus Drivers
7
Proposed – August 8, 2016
BLANCO INDEPENDENT SCHOOL DISTRICT
2016-2017 SUPPLEMENTAL STIPEND SCHEDULE FOOTBALL Athletic Director/Head Football Coach First Assistant Football Assistant Football, JV Football Middle School Football VOLLEYBALL Head Volleyball Assistant Volleyball Middle School Volleyball BASKETBALL Head Basketball Assistant Basketball Middle School Basketball BASEBALL Head Baseball Assistant Baseball SOFTBALL Head Softball Assistant Softball TRACK Head Track Assistant Track Middle School Track TENNIS Head Tennis Middle School Tennis GOLF Head Golf CROSS COUNTRY Head Cross Country POWERLIFTING Powerlifting ATHLETIC TRAINER District-wide
CHEERLEADERS High School Sponsor Cheerleaders - Middle School JOURNALISM / STUDENT COUNCIL Yearbook Student Council UIL / ONE ACT PLAY High School UIL Coordinator Middle School UIL Coordinator Elementary UIL Coordinator BHS UIL Coaches (campus-wide) BMS UIL Coaches (campus-wide) BES UIL Coaches (campus-wide) High School One Act Play Sponsor Middle School One Act Play Sponsor DYSLEXIA District-wide BAND Band Director Assistant Band Director
$7,500 $4,300 $3,500 $2,700 $4,200 $2,500 $2,300 $4,200 $2,500 $2,300 $4,200 $2,500 $4,200 $2,500
$3,200 $1,500 $2,500 $200 $1,633 $900 $900 $10,000 $9,000 $7,000 $1,700 $850 $200 $4,500 $3,500
$4,200 $2,500 $2,300 $2,900 $2,200 $2,900 $2,900 $2,200 $7,700
The Superintendent or designee shall assign supplemental duties to personnel as needed. These non-contractual duties may be modified or discontinued at any time for any reason or no reason, at the sole discretion of the district. If reassigned, stipends will be prorated for the portion of a year in which the employee performs the supplemental duty. The assignment of these duties shall not create any expectation of continued assignment to that same duty or any other duty. An employee who requests to relinquish a supplemental duty listed in the Supplemental Stipend Schedule and be assigned solely to a classroom teaching position may do so only with the consent of the Superintendent. This policy does not create any contractual obligations or other expectations of employment in any supplemental duty assignment.
8
Proposed – August 8, 2016
BLANCO INDEPENDENT SCHOOL DISTRICT
2016-2017 GRANDFATHERED “OTHER” PAY SCHEDULE
Positions Athletic Lead Supplement
$3,075
Assistant Business Manager Supplement
$3,000
Campus Tech Supplement
$1,100
SPED I Supplement
$1,000
SPED II Supplement
$727
SPED III Supplement
$680
Spanish Supplement
$680
Math Supplement
$851
ELA Supplement
$731
PreK Supplement
$731
5th Grade Supplement
$727
4th Grade Supplement
$729
2nd Grade Supplement
$441
PPCD Supplement
$433
PE Supplement
$723
3rd Grade Supplement
$729
9
Proposed – August 8, 2016
Blanco ISD Substitute Pay Schedule 2016-2017 Substitute Teacher Pay Rates Texas Certified & Degreed Degreed (Not Texas Certified) Non-Degree
$ 90.00 $ 85.00 $ 80.00
Substitute Teacher Pay Rates After 11+ Consecutive Days in the Same Assignment Texas Certified & Degreed Degreed (Not Texas Certified) Non-Degree
$ 105.00 $ 95.00 $ 80.00
Substitute Non-Exempt Pay Rates Includes: Clerical, Aides, Nutrition, Custodial, and Transportation Per Hour
$ 10.00
All non-exempt substitutes shall be paid in compliance with FLSA.
10
Proposed – August 8, 2016
Purpose The purpose of this Compensation Plan is to communicate the District’s Annual Compensation Plan for all District employees. The Annual Compensation Plan includes wage and salary structures, stipends, benefits and incentives. The plan supports District goals for hiring and retaining highly qualified employees. The Blanco ISD Board of Trustees shall approve the Annual Compensation Plan as part of the annual budget development process. In addition, the Board shall determine the total compensation package for the Superintendent in conjunction with the approval of the Superintendent’s employment contract. The Superintendent, or designee, shall implement the Annual Compensation Plan and establish procedures for plan administration consistent with the adopted budget. The Annual Compensation Plan shall be administered in compliance with: -
School Board Policy DEA Legal – Compensation Plan School Board Policy DEA Local – Compensation Plan School Board Policy DEAA Legal – Incentives and Stipends School Board Policy DEAA Local – Incentives and Stipends
1
Proposed – August 8, 2016
Blanco ISD Board of Trustees -
Joe Hernandez Troy Immel Larry Kuebel Tim Nance Charles Riley Liza Struck Darrel Wagner
District Administrative Team Name Dr. Buck Ford Keitha St.Clair Dr. Kathryn Korelich Jowie Walker Dina Johnson Kathryn Rutherford Matthew Streger Tony Petri James Caudell Collin Gaskamp
Position Superintendent BHS Principal BMS Principal BES Principal Director of Curriculum, Instruction Director of Special Education Business Manager Maintenance Director Network Administrator Instructional Tech Specialist
2
Email (@blancoisd.org) buck.ford keith.stclair kathryn.korelich jowie.walker dina.johnson kathryn.rutherford matthew.streger tony.petri james.caudell collin.gaskamp
Proposed – August 8, 2016
Salary Structures For 2016-2017, annual salaries for individual positions, as outlined under this heading (i.e., Salary Structures) will not decrease from the 2015-2016 fiscal year. Movement between district positions, or new positions, will be subject to the pay scale in place for the applicable position. Note that this section does not affect possible changes as noted under Stipends & Extra Duty Pay (see next section). Teacher Hiring Scale The Teacher Hiring Scale is used for the initial placement of teachers, nurses, librarians, and counselors. The placement is based on the number of years or creditable service as specified in the TEA Commissioner’s Rules on Creditable Service (TAC 153.1021) and Minimum Salary Schedule for Certain Professional Staff (TAC 153.1022). The total years of creditable service must be verified by receipt of a Teacher Service Record or other acceptable documentation. The Teacher Hiring Scale includes additional annual compensation for a Master’s and Doctorate degree. An employee placed on the Teacher Hiring Scale shall be entitled to the additional compensation for their highest advanced degree earned after submitting an original, certified transcript. The additional compensation is: $1,500 for a Master’s Degree and $2,000 for a Doctorate. For 2016-2017, the Teacher Hiring Scale is based on an annual target for 187 work days. For those positions that are approved by the Superintendent to work in excess of the standard 187 work days, pay for excess days will be added at the position’s computed daily rate. Mid-Point Salary Schedule The Mid-Point Salary Schedule shall be used for the initial placement of all employees other than teachers, nurses, and librarians. And, the schedule shall be used to determine annual salary increases by applying the percentage increase, if any, to the midpoint salary. The Mid-Point Salary Schedule includes three Job Classifications: Administrative/Professional, Clerical/Technical and Manual Trades. All employees categorized as “exempt” under the Fair Labor Standards Act (FSLA) shall be placed on the Administrative/Professional Job Classification and shall be paid from a Professional Salaries account (object code 6119). All employees placed on this pay scale shall meet the FLSA tests including salary level, salary basis, and job duties test, as appropriate. All employees placed on the Clerical/Technical and Manual Trades Job Classifications shall be categorized as non-exempt under the FLSA. Non-exempt employees shall be subject to appropriate FLSA regulations including: Minimum Wage, Overtime, Recordkeeping and Child Labor Laws.
3
Proposed – August 8, 2016
For those positions that are approved by the Superintendent to work in excess of their approved work calendar, pay for excess days will be added at the position’s daily or hourly rate as applicable. Substitute Employee Pay Schedule The Substitute Employee Pay Schedule shall be used to compensate employees categorized as “substitute”. Substitutes, who are TRS retirees, shall be defined as determined by the Teacher Retirement System of Texas (TRS). Substitute employees include: Substitute teachers, aides, custodians, food service, etc.
Stipends & Extra Duty Pay Schedule The Stipend & Extra Duty Pay Schedule is used to compensate professional staff for extra assignments and/or extra duty beyond the normal workday or duty calendar. Stipends are defined as a flat amount that is paid to a professional employee for performing a specific assignment such as sponsoring an event, coaching a sport, or leading a group. If an employee does not complete the full year stipend assignment, the stipend shall be pro-rated to compensate for the portion of the assignment verified by the immediate supervisor as complete. Stipends will generally not be paid to non-exempt staff. In the event that an exception is made due to hardship, the District shall ensure that the non-exempt employee’s stipend pay complies with FLSA. Extra duty pay is defined as a rate of pay, either hourly or daily, for performing duties beyond the normal work schedule such as tutoring, attending professional development, etc.
Benefits The employee benefits are described in detail on the Summary of Employee Benefits. Part-time and full-time employees who meet the TRS eligibility criteria shall be eligible for district paid group health, dental, and term life insurance. Other benefits are available to employees on a voluntary basis at their cost.
4
Proposed – August 8, 2016
Blanco ISD Teacher Hiring Scale 2016-2017 Step 0 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30+
Bachelor's Degree $41,040 $41,040 $41,240 $42,020 $42,800 $43,580 $44,360 $45,140 $45,920 $46,700 $47,480 $48,270 $49,050 $49,830 $50,610 $51,390 $52,170 $52,950 $53,730 $54,510 $55,290 $56,070 $56,170 $56,221 $56,270 $56,323 $56,670 $56,731 $56,731 $57,070 $57,170
Master's Degree $42,540 $42,540 $42,740 $43,520 $44,300 $45,080 $45,860 $46,640 $47,420 $48,200 $48,980 $49,770 $50,550 $51,330 $52,110 $52,890 $53,670 $54,450 $55,230 $56,010 $56,790 $57,570 $57,670 $57,721 $57,770 $57,823 $58,170 $58,231 $58,231 $58,570 $58,670
Doctorate Degree $43,040 $43,040 $43,240 $44,020 $44,800 $45,580 $46,360 $47,140 $47,920 $48,700 $49,480 $50,270 $51,050 $51,830 $52,610 $53,390 $54,170 $54,950 $55,730 $56,510 $57,290 $58,070 $58,170 $58,221 $58,270 $58,323 $58,670 $58,731 $58,731 $59,070 $59,170
NOTE: This pay scale is used for initial placement of teachers, licensed nurses, certified librarians, and counselors.
5
Proposed – August 8, 2016
Blanco ISD Mid-Point Salary Schedules - All Classifications 2016-2017 AP - Administrative/Professional Job Classifications (daily rates) Pay Grade
Minimum
Mid-Point
Maximum
Positions
AP1
$225.71
$238.13
$250.55
Maintenance Director Transportation Foreman
AP2
$240.72
$271.65
$302.58
Instructional Technologist Band Director Student Success Coordinator
AP3
$288.10
$323.02
$357.94
Network Administrator 2015 Certified Librarians Educational Diagnostician ESL Coordinator Interventionists
AP4
$306.37
$347.32
$388.27
Speech Pathologist School Psychologist BMS Principal Business Manager BES Principal
AP5
$357.87
$378.60
$399.33
Special Education Director Assistant Athletic Director Curriculum, Instruction, & Special Programs Director
AP6
$369.60
$399.57
$419.55
BHS Principal Athletic Director
CT - Clerical/Technical Job Classifications (hourly rates) Pay Grade
Minimum
Mid-Point
Maximum
Positions
CT1
$11.78
$17.14
$22.50
Aides
CT2
$15.54
$19.65
$23.75
Administrative/Campus Secretaries
CT3
$16.17
$20.59
$25.00
Business/Campus Nutrition Specialists
CT4
$20.00
$23.75
$27.50
District Nutrition Coordinator
MT - Manual Trades Job Classifications (hourly rates) Pay Grade MT1
Minimum
Mid-Point
Maximum
$10.38
$12.63
$15.36
6
Positions Custodians
Proposed – August 8, 2016
MT2
$11.40
$14.33
$17.25
Food Service Workers
MT3
$12.84
$15.03
$18.28
Maintenance/Groundskeeper
MT4
$16.00
$19.31
$22.90
Bus Drivers
7
Proposed – August 8, 2016
BLANCO INDEPENDENT SCHOOL DISTRICT
2016-2017 SUPPLEMENTAL STIPEND SCHEDULE FOOTBALL Athletic Director/Head Football Coach First Assistant Football Assistant Football, JV Football Middle School Football VOLLEYBALL Head Volleyball Assistant Volleyball Middle School Volleyball BASKETBALL Head Basketball Assistant Basketball Middle School Basketball BASEBALL Head Baseball Assistant Baseball SOFTBALL Head Softball Assistant Softball TRACK Head Track Assistant Track Middle School Track TENNIS Head Tennis Middle School Tennis GOLF Head Golf CROSS COUNTRY Head Cross Country POWERLIFTING Powerlifting ATHLETIC TRAINER District-wide
CHEERLEADERS High School Sponsor Cheerleaders - Middle School JOURNALISM / STUDENT COUNCIL Yearbook Student Council UIL / ONE ACT PLAY High School UIL Coordinator Middle School UIL Coordinator Elementary UIL Coordinator BHS UIL Coaches (campus-wide) BMS UIL Coaches (campus-wide) BES UIL Coaches (campus-wide) High School One Act Play Sponsor Middle School One Act Play Sponsor DYSLEXIA District-wide BAND Band Director Assistant Band Director
$7,500 $4,300 $3,500 $2,700 $4,200 $2,500 $2,300 $4,200 $2,500 $2,300 $4,200 $2,500 $4,200 $2,500
$3,200 $1,500 $2,500 $200 $1,633 $900 $900 $10,000 $9,000 $7,000 $1,700 $850 $200 $4,500 $3,500
$4,200 $2,500 $2,300 $2,900 $2,200 $2,900 $2,900 $2,200 $7,700
The Superintendent or designee shall assign supplemental duties to personnel as needed. These non-contractual duties may be modified or discontinued at any time for any reason or no reason, at the sole discretion of the district. If reassigned, stipends will be prorated for the portion of a year in which the employee performs the supplemental duty. The assignment of these duties shall not create any expectation of continued assignment to that same duty or any other duty. An employee who requests to relinquish a supplemental duty listed in the Supplemental Stipend Schedule and be assigned solely to a classroom teaching position may do so only with the consent of the Superintendent. This policy does not create any contractual obligations or other expectations of employment in any supplemental duty assignment.
8
Proposed – August 8, 2016
BLANCO INDEPENDENT SCHOOL DISTRICT
2016-2017 GRANDFATHERED “OTHER” PAY SCHEDULE
Positions Athletic Lead Supplement
$3,075
Assistant Business Manager Supplement
$3,000
Campus Tech Supplement
$1,100
SPED I Supplement
$1,000
SPED II Supplement
$727
SPED III Supplement
$680
Spanish Supplement
$680
Math Supplement
$851
ELA Supplement
$731
PreK Supplement
$731
5th Grade Supplement
$727
4th Grade Supplement
$729
2nd Grade Supplement
$441
PPCD Supplement
$433
PE Supplement
$723
3rd Grade Supplement
$729
9
Proposed – August 8, 2016
Blanco ISD Substitute Pay Schedule 2016-2017 Substitute Teacher Pay Rates Texas Certified & Degreed Degreed (Not Texas Certified) Non-Degree
$ 90.00 $ 85.00 $ 80.00
Substitute Teacher Pay Rates After 11+ Consecutive Days in the Same Assignment Texas Certified & Degreed Degreed (Not Texas Certified) Non-Degree
$ 105.00 $ 95.00 $ 80.00
Substitute Non-Exempt Pay Rates Includes: Clerical, Aides, Nutrition, Custodial, and Transportation Per Hour
$ 10.00
All non-exempt substitutes shall be paid in compliance with FLSA.
10
Proposed – August 8, 2016
