Weatherford ISD. Compensation Plan

Transcription

1 Weatherford ISD Compensation Plan

2 TABLE OF CONTENTS HIRING SCHEDULE PAGE 3 ADMINISTRATIVE/PROFESSIONAL COMPENSATION PLAN PAGE 4 CLERICAL/PARAPROFESSIONAL COMPENSATION PLAN PAGE 6 AUXILIARY COMPENSATION PLAN PAGE 8 SUBSTITUTE TEACHER SALARY PAGE 9 DISTRICT PAY GUIDELINES PAGE 10

3 Weatherford ISD New Hire Salary Schedule for Classroom Teachers, Librarians, and Nurses (RN) Years Exp Bachelor's 0 $ 47,000 1 $ 47,563 2 $ 47,831 3 $ 48,331 4 $ 49,331 5 $ 50,531 6 $ 50,931 7 $ 51,181 8 $ 51,431 9 $ 51, $ 51, $ 52, $ 52, $ 52, $ 53, $ 53, $ 54, $ 54, $ 55, $ 55, $ 56, $ 56, $ 57, $ 57, $ 58, $ 59, $ 60, $ 60, $ 61,341 Minimum Midpoint Maximum $5,210 $ 47,000 $ 52,100 $ 70,000 Master s Degree Stipend: $1,000 The salaries listed above are based on 10 month employment for the school year. Salary plans are determined on an annual basis and salary advancement is not guaranteed. Pay increases are based on the annual pay raise budget approved by the Board of Trustees. 3

4 Administrative/Professional Pay Plan Weatherford ISD Pay 1 Job Title Asst Principal, Elementary 11 Counselor, ES 11 Diagnostician 11 Facilitator, Technical Education 11 Licensed Professional Counselor 11 LSSP 11 Program Specialist 11 Monthly $4,739 $5,850 $6, Months 52,124 64,350 76, Months 56,862 70,200 83,538 2 Asst Principal, Middle School 11 Counselor, HS 11 Counselor, HS Lead 11 Counselor, MS 11 Director, Child Nutrition 12 Director, Custodial Services 12 Network Manager 12 Occupational Therapist 10 PASSCoordinator/Counselor 11 Physical Therapist 10 Speech Pathologist 10, 11 Student Data Manager 12 Monthly $5,023 $6,201 $7, Months 50,228 62,010 73, Months 55,251 68,211 81, Months 60,274 74,412 88,550 3 Assistant Athletic Director 12 Asst Principal, HS 11 Asst Principal, Ninth Grade Center 11 CATE Coordinator 12 Coordinator, Bilingual/ESL 12 Director of Maintenance 12 Director, Community Education 12 Federal Grants Coordinator 12 Instructional Coordinator - Elementary Math 12 Instructional Coordinator - Generalist 12 Instructional Coordinator - Secondary Math 12 Monthly $5,492 $6,697 $7, Months 60,408 73,668 86, Months 65,899 80,365 94,831 4 Coordinator, Bridge Academy 12 Director of Marketing and Communications 12 Director, Accounting 12 Monthly $6,041 $7,367 $8, Months 66,448 81,035 95, Months 72,489 88, ,314 4

5 Director, Finance 12 Director, Public Information 12 Director, Purchasing 12 Director, Support Services 12 Director, Tech & Instructional Support 12 Principal - ES 11 5 Associate Principal - Ninth Grade 12 Director, Assessment & Prof. Dev. 12 Principal - MS 11 Monthly $6,645 $8,103 $9, Months 73,093 89, , Months 79,738 97, ,745 6 Monthly $7,442 $9,076 $10,710 Executive Director Athletics Months 89, , ,515 Executive Director, C&I 12 Executive Director, Communications 12 Executive Director, School Operations 12 Executive Director, Secondary Education 12 Executive Director, Special Programs 12 Executive Director, Student Services 12 Executive Director, Technology 12 Principal - HS 12 7 Monthly $8,707 $10,619 $12,530 Chief Human Resources Officer Months 104, , ,362 8 Monthly $9,230 $11,256 $13,282 Asst Supt Business & Operations Months 110, ,071 15, 384 Deputy Superintendent 12 5

6 Clerical Paraprofessional Pay Plan Weatherford ISD Pay 1 Job Title Aide-Classroom Teacher 187 Aide-Pre Kindergarten 187 Aide-Special Education Resource/CM 187 Parking Lot Attendant 175 Hourly $10.01 $12.50 $ Days 14,014 17,500 21, Days 14,735 18,400 22, Days 14,975 18,700 22,440 2 Aide- Library 187 Aide-Bilingual 187 Aide-Computer Lab 187 Aide-Instructional Suppt 187 Aide-Intervention Specialist 187 Aide-ISS 187 Aide-Special Education Self-Contained 187 Aide Attendance 187 Clerk 187, 200, 210, 226 Clinic Aide Truancy Officer Attendance Clerk, ES 203 Attendance Clerk, HS 200 Attendance Clerk, MS 200 Community Ed Supervisor 226 Counselor Secretary 195 Receptionist, HS 226 Registrar, 9th Grade 210 Registrar, District 226 Registrar, MS Receptionist, DSB Admin Assistant, 9th Grade 226 Admin Assistant, Child Nutrition 226 Admin Assistant, Community Ed 226 Admin Assistant, ES 210 Admin Assistant, HS Career & Tech 226 Admin Assistant, MS 218 Adult Ed Supervisor 226 Aide-Communication Asst 187 Kids Unite Supervisor 226 Registrar, HS Hourly $11.88 $14.85 $ Days 18,533 23,166 27, Days 19,008 23,760 28, Days 19,293 24,116 28, Days 19,958 24,948 29, Days 21,479 26,849 32,219

7 5 Admin Assistant, Assessment & Prof Dev 226 Assessment Specialist 226 Hourly $15.70 $19.62 $ Days 28,386 35,473 42,560 6 Admin Assistant, Athletics 226 Admin Assistant, HR 226 Admin Assistant, HS 226 Admin Assistant, Maintenance 226 Admin Assistant, Special Ed 226 Admin Assistant, Student Services 226 Interpreter 187 LVN 187 Hourly $17.58 $21.97 $ Days 26,300 32,867 39, Days 31,785 39,722 47,659 7 Accts Payable Coordinator 226 Help Desk Technician 226 HR Specialist/Sub Coordinator 226 HR Specialist/Benefits Coordinator 226 HR Specialist/Admin Assistant 226 Hourly $19.34 $24.17 $ Days 34,967 43,699 52,432 8 Payroll Supervisor 226 Executive Admin Assistant 226 Hourly $25.14 $31.42 $ Days 45,453 56,807 68,162 7

8 uxiliary Pay Plan Weatherford ISD Pay Job Title 1 Child Nutrition Worker 180 Custodian 250 Hourly $9.14 $11.43 $ Days 13,162 16,459 19, Days 18,280 22,860 27,440 2 Hourly $10.98 $13.72 $16.46 Groundskeeper Days 21,960 27,440 32,920 3 Hourly $12.74 $15.92 $19.10 Child Nutrition Mgr, ES 183 Child Nutrition Mgr, MS 183 General Maintenance Worker 250 Mail/Delivery Clerk Days 18,448 23,052 27, Days 18,651 23,307 27, Days 25,480 31,840 38,200 4 Carpenter 250 Child Nutrition Mgr, HS 183 Painter 250 Warehouse Manager 250 Hourly $15.40 $19.26 $ Days 22,546 28,197 33, Days 30,800 38,520 46,240 5 Hourly $18.49 $23.11 $27.73 Computer Technician 226 Electrician 250 HVAC Technician 250 Master Craftsman 250 Plumber 250 Custodial Supervisor Days 27,513 34,388 41, Days 33,430 41,783 50, Days 36,980 46,220 55,460 Assistant Director of Child Nutrition 226 Maintenance Coordinator 250 Hourly $22.18 $ Days 41,1 50, 60,1 250 Days 44,3 55,4 66,5 8

9 SUBSTITUTE SALARY SCHEDULE The salary rates for substitute teachers shall be set by the Weatherford Independent School District Board of Trustees and recorded in Board minutes. The rates are as follows for the school year: Professional Substitute Teaching Assignment Daily Rate No Degree or Teacher Certification one-half day (up to five hours) Bachelor s Degree or above one-half day (up to five hours) $70.00/day $35.00/day $80.00/day $40.00/day Professional Long Term Substitute Teaching Assignment Tiered Rate After ten consecutive days within the same teaching assignment No Degree or Teacher Certification One-half day (up to five hours) Bachelor s Degree or above one-half day (up to five hours) Bachelor s Degree or above & Teacher Certification one-half day (up to five hours) $70.00/day $35.00/day $80.00/day $40.00/day $105.00/day $52.50/day * Starting rate may be adjusted due to market availability for hard-to fill positions and must be approved by the Deputy Superintendent for Administrative Services or Chief Human Resources Officer. * Substitutes who serve in consecutive long term assignments without a break in service within the same school year may be eligible to retain their current Long-Term rate. Professional/Administrative Daily or Professional/Administrative Long Term Substitute Non-teaching Assignments Substitute rates of pay for non-teaching professional or administrative positions will be established prior to services rendered with no tiered rating scheme and must be approved by the Deputy Superintendent for Administrative Services or Chief Human Resources Officer. 9

10 WEATHERFORD INDEPENDENT SCHOOL DISTRICT PAY GUIDELINES PURPOSE This is a guide for administering salaries and wages for employees of the Weatherford Independent School District. Practices described are intended to implement local Board policy and goals, state and federal regulations, and appropriate accreditation standards. JOB CLASSIFICATION District jobs are assigned to pay grades based upon compensable factors and grouped with jobs of similar value. On a periodic basis, selected jobs from each job family will be reviewed to ensure that conditions in the district, such as organizational structure, major programs, or significant responsibilities in a particular job, have not changed to a degree warranting a change in job grade classification. This review is to be at the direction of the Superintendent or designees, who shall be the Deputy Superintendent for Administrative Services or the Chief Human Resources Officer. Options for conducting the review include, but are not limited to, an executive level administrative review panel, outside consultant, or trained district salary administrator. Newly established jobs are analyzed, job descriptions written, and pay grade assignments are determined prior to hiring personnel for the position. This procedure accomplishes three objectives. First, the job description establishes the responsibilities and duties required to ensure the position is properly classified and in the proper pay grade. Second, the appropriate pay range becomes part of the recruitment and hiring strategy of the district. Third, a consistent practice of salary administration is established at the initiation of each job. SALARY ADVANCEMENTS Regular or general salary advancement is considered annually by the Board of Trustees. General pay increase recommendations presented to the Board of Trustees by the administration shall be based on consideration of such factors as cost of living indexes, wage increases within competitive job markets, and budget resources. PAY GRADES Pay grades represent the internal job classification as well as external job market pay levels. The greater the level of compensable factors present in a job, the higher the placement in the pay grade structure. Jobs with similar overall degrees of compensable factors will be in the same pay grade. The use of pay grade levels facilitates payroll administration and maintains the integrity of the job worth. The job rate or grade midpoint is the chief control point in the system. A minimum and maximum pay rate for each grade is computed from the midpoint using technical standards that are designed to maintain pay equity or fair pay for each job in the system of jobs. 10

11 Employees shall be assigned to a pay grade and paid a salary rate between the minimum and maximum (inclusive). Minimum and maximum pay rates are valid for only one year. No general pay action is intended to extend an employee s pay above the pay range or add pay to an employee s pay already paid above the assigned range maximum. Annualized Salary: If the Employee will work on a less-than-12-month basis, the Employee s salary will be paid on an annualized basis. The District will make deductions from each paycheck for income tax withholding and benefits. INITIAL EMPLOYMENT Employment, assignment, and salary placement should be in accordance with the job requirements as specified in the job description. Where job requirements include transcripts, certificates, or licenses, these must be official and on file with the district. A Texas educator service record or chronology of prior work history (if previously employed full time) is necessary. Salary placement will be at the direction of the Superintendent or designees who shall be the Deputy Superintendent for Administrative Services and the Chief Human Resources Officer. The personnel office shall determine hiring rates based upon job-related qualifications, previous experience and salaries of other employees in the same position. Advertisements for positions typically will identify the pay grade for the position. Salary placement strategies may be different for each employee group consistent with the attainment of district goals. Administrators/Non-Teaching Professional Employees. The Superintendent or designees who shall be the Deputy Superintendent for Administrative Services and the Chief Human Resources Officer shall individually set hiring rates for new administrators/non-teaching professional employees under the following guidelines. 1. Pay rates will be set based upon prior experience and job-related qualifications. 2. New administrators/non-teaching professional employees shall normally not be started at a rate above the salary of other district employees with more experience in the job. Auxiliary/Educational Assistants. The Superintendent or designees who shall be the Assistant Superintendent for Administrative Services, the Chief Human Resources Officer and the Human Resource Specialist shall individually set hiring rates for new auxiliary employees under the following guidelines. 1. Pay rates will be set based upon prior experience and job-related qualifications. 2. New auxiliary/educational assistants shall normally not be started at a rate above the hourly rate of other district employees with more experience in the job. Instructional Personnel. The Superintendent or designees who shall be the Deputy Superintendent for Administrative Services and the Chief Human Resources Officer shall annually develop a hiring schedule for new classroom teachers. The hiring schedule will reflect the hiring objectives of the district. The hiring schedule will not place new teachers above salary levels of continuing teachers with similar years of experience or training. 11

12 The Superintendent or designees who shall be the Deputy Superintendent for Administrative Services and the Chief Human Resources Officer may approve hiring rates up to or above the midpoint of the range when an applicant has exceptional job qualifications or the position cannot otherwise be filled. PROMOTION For compensation purposes, a promotion occurs when an employee is placed in a higher pay grade except for general pay structure changes or position reclassification. The effective date of the promotion is determined by the Superintendent or designees, who shall be the Deputy Superintendent for Administrative Services and the Chief Human Resources Officer. The new salary rate shall be figured based on years of experience and qualifications for the new position. 1. The basis for computing a promotion increase shall be the employee s previous base pay rate, exclusive of stipends or supplements, and years of experience with the District. 2. If promotion increase does not advance employee to new grade minimum, adjust promoted employee s pay to at least the range minimum. 3. The district can, if necessary, exceed the promotion increase in order to keep at the current market value. 4. The adjusted salary for newly promoted employees shall normally not be started at a rate above the salary of other district employees with more experience in the job. Increases are calculated on a monthly or hourly rate of pay. Increases over 30 percent in total pay must be approved by the Superintendent or designees, which shall be the Deputy Superintendent for Administrative Services and the Chief Human Resources Officer. RECLASSIFICATION On a periodic basis jobs may be reclassified into a different pay grade or salaries may be adjusted within pay grades in order to maintain the internal/external equity to other jobs of similar worth in the district. Reclassification of a job is not a promotion or demotion. Reclassification changes result when there has been a significant modification of job duties or qualifications as determined by the school district. If an employee s job is reclassified, no special increase has to be given unless the employee is below the minimum for the new pay grade or the current job incumbent s pay rate is in an inequitable position in comparison to comparable jobs. These job reclassifications and salary adjustments may be conducted at the direction and approval of the Superintendent or designees, which shall be the Deputy Superintendent for Administrative Services and the Chief Human Resources Officer. DEMOTION For compensation purposes, a demotion occurs when an employee is placed in a lower pay grade except for general salary structure changes or position reclassification. At the direction of the Superintendent or designees, which shall be the Deputy Superintendent for Administrative Services and the Chief Human Resources Officer, an employee s pay rate may be reduced. 12

13 REASSIGNMENT Placement in a lower pay grade not resulting from a demotion may not immediately reduce salary. Programmatic, organizational, or funding changes are examples of such actions which may create this condition. These guidelines apply: 1. If an employee s rate is within the pay range of the reassigned pay grade, then salary advancement will be the same as others in the same pay grade. 2. If an employee s rate is greater than the maximum of the lower pay grade, then the employee s salary may be frozen until such time as the lower pay grade range includes the employee s salary. When the rate is recaptured, the salary increases may be granted in accordance with normal practice. SALARY RANGES Annual salary ranges should be reviewed and recomputed to include updated economic information. Sources for making this determination include consumer price increases, chamber of commerce business changes, university reports, government statistics, and reputable economic periodicals. Adjustments to the salary structure are independent of individual pay actions. Once the adjusting percent is discerned, this value should be applied to all job grade control points. The structure should be adjusted prior to computing new salary or wage increase 13