certiﬁed 2007 2006 - arizonaea.orggilbert uniﬁed school district statement on sexual harassment...

MEMORANDUM

OF

UNDERSTANDING

2006Certified2007

Gilbert Unified School DistrictStatement on Sexual Harassment

Sexual harassment is a form of discrimination in employment and educational opportunities on the basis of sex. It is prohibited by Title VII of the federal Civil Rights Act of 1964, by Title IX of the Education Amendments of 1972, by the

Arizona Civil Rights Act, and by District policy.

Sexual harassment includes unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature. This includes employee to student actions, student to employee actions, employee to employee

actions and student to student actions. If you feel you have been sexually harassed or you know someone who has been sexually harassed, you are encouraged to report it immediately to your supervisor, Assistant Superintendent (certified

employees), or Director of Human Resources (classified employees).

Sexual harassment by District employees will not be tolerated and will result in disciplinary action.

GILBERT PUBLIC SCHOOLSGILBERT, ARIZONA

Certified Memorandum of Understanding2006 - 2007 School Year

TABLE OF CONTENTS

ARTICLE TITLE PAGE

1. Association Rights ................................................................................................................ 1 2. Preparation/Planning Time ................................................................................................... 2 3. Traveling Teachers ............................................................................................................... 3 4. Professional Work Day ......................................................................................................... 4 5. Part Time Teacher/Prep Period Pay Calculations ................................................................. 5 6. Professional Growth ............................................................................................................. 6 - 11 7. Curriculum Development ..................................................................................................... 12 8. Leaves of Absence ................................................................................................................ 13 - 21 9. Industrial Leave .................................................................................................................... 22 - 23 10. Early Retirement Incentive ................................................................................................... 24 11. Group Insurance ................................................................................................................... 25 12. Admission to Athletic Events ............................................................................................... 26 13. Summer Employment ........................................................................................................... 27 14. Early Release for Grading .................................................................................................... 28 15. Calendar Development ......................................................................................................... 29 16. Grievance Regulations ......................................................................................................... 30 - 32 17. Professional Staff Assignments and Transfers Professional Staff Reduction in Work Force Discipline, Suspension and Dismissal of Professional Staff Members ................................ 33 18. Mobile Relief Substitute ....................................................................................................... 34 19. Staff Voluntary Transfer of Accrued Medical Leave ............................................................ 35 - 36 20. Teacher Service Reemployment ........................................................................................... 37 21. Head Coaching Release Periods ........................................................................................... 38 22. National Board Certified Teachers ....................................................................................... 39 23. Pay for Performance Plan ..................................................................................................... 40 - 47 24. Phased Retirement ................................................................................................................ 48 - 49 25. Shared Contracts .................................................................................................................. 50 - 51 26. 2006 - 2007 Calendar ........................................................................................................... 52 2006 - 2007 Certified Salary Schedule ................................................................................. 53 2006 - 2007 Supplemental Salary Schedules ....................................................................... 54 - 57 2006 - 2007 Department Head Schedule .............................................................................. 58

1. ASSOCIATION RIGHTS (Revised 6/14/05)

• The Association shall have the right to post notices of activities and matters of Association concern on Association bulletin boards in the teacher lounge with the Principal’s approval given within 5 working days.

• The Governing Board agrees that, within the provisions of district policy and the Arizona Revised Statutes, it will provide for the Association any records of public domain upon request.

• Teachers shall be permitted to leave their campus at the conclusion of the school day to attend meetings of the Gilbert Education Association. Building administrators will be notified of such meetings twenty-four (24) hours in advance, when it is possible to do so.

• The administration understands the need for the Gilbert Education Association leadership to carry out his/her duties in serving the needs of all Association members. During the school year, the Gilbert School District will grant release time to the President of the Gilbert Education Association when approved by the Superintendent.

• The District shall also provide for the cost of substitutes, when necessary, for the Gilbert Education Association when

obligations require it and it is approved by the Superintendent.

• The District and the Association shall provide the Association leadership with an Office Assistant for 180 hours per year. This salary shall be jointly paid by the Association and the District.

2. PREPARATION / PLANNING TIME (Revised 6/14/05)

All district teachers shall be allocated time during the students’ instructional day for purposes of preparation and plan-ning.

Preparation period shall mean an assigned period set aside for all teachers to be used for professional preparation and plan-ning purposes, and, upon prior arrangement when possible, conferencing with parents, students, and administrators.

• The teacher/administrative team supports the principle of teacher empowerment in determining preparation time at each campus. Therefore, all decisions related to this issue at the elementary level will be determined at each campus by a representative committee of teachers and the administration, taking into consideration individual campus needs. An average of thirty (30) minutes per day standard will be considered when devel-oping these plans. It is understood that the unit administrator shall have the final responsibility for setting the schedule.

• All junior high and high school classroom teachers shall be assigned a preparation period within the school day. The preparation period shall be the same length as the normal classroom period. Junior high and high school shall be expected to provide coverage for absent unit members. When a junior high or high school teacher is directed by the building administrator to provide coverage for an absent unit member, shall be compensated for said coverage at a rate of $14.00 per hour and said teacher will lose his or her preparation period for that day.

• The District shall, in October and February, review the status of preparation periods for all special area/special education teachers. These teachers shall receive time as determined by the administration that may include the use of mobile relief substitutes or a dollar reimbursement equivalent to the cost of the mobile relief sub-stitute.

• At the elementary level during his/her preparation period to provide coverage for an for an absent colleague, the teacher shall be compensated for said coverage at a rate of $14.00 per hour and said teacher will lose his or her preparation period for that day.

• The District understands the need for individual preparation during the orientation days. To that end, regular classroom teachers’ schedules shall include a minimum of two half days meeting-free for individual prepara-tion. It is not the intent of this agreement to prevent district level meetings from taking place for special area teachers; i.e., special education teachers, elementary physical education teachers, ALP teachers, etc.

• The GEA and Administration support and understand the need for team planning to enhance the educational program. Therefore, decisions relating to the use of collegial planning time will be determined at each site by a representative committee of staff and administration. This decision shall take into consideration district and individual campus needs, but will include team planning as a focus for a minimum of 25% of the total collegial planning time.

• The District shall allocate to each elementary school the sum of seventy dollars ($70) per classroom teacher. The school will develop plans using this money to provide a minimum of one 2-hour team planning time per quarter. The plans shall be developed by a team made up of representatives from each grade level, special areas and administration. These plans shall be submitted to the Assistant Superintendent of Elementary Education for approval on or before October 1.

3. TRAVELING TEACHERS (Revised 6/14/05)

• Teachers who use their personal automobile in traveling from school to school shall be reimbursed for all such travel at the rate of the Arizona Department of Administration limit per mile.

• For purposes of assignment of duties, the following procedures will be implemented:

• Traveling teachers between two schools will have duty only at the campus at which their day origi-nates.

• Traveling teachers between three schools will not be assigned duty at any campus.

4. PROFESSIONAL WORK DAY

Teachers will perform all of their contractual obligations.

Faculty meetings may be called at the principal’s discretion but will be held on the same day of the week and during the working day as much as possible to allow staff members to plan their time. When faculty meetings are held prior to the start of the professional work day, teachers may leave at the conclusion of the student day as long as their professional obligations are fulfilled. When faculty meetings extend beyond the end of the professional work day, teachers may leave the following day at the conclusion of the student day as long as their professional obligations are fulfilled. Teachers can be required, at the principal’s discretion, to return for a reasonable number of evening activities. On such occasions, teachers may leave their respective campuses at the conclusion of the student day as long as their professional obligations are fulfilled.

A teacher who believes that they are being asked to return for an unreasonable number of evening activities may choose to utilize the grievance procedure in the Memorandum of Understanding.

Each teacher shall have a duty-free lunch of at least thirty (30) uninterrupted minutes. When a thirty (30) minute duty-free lunch is not provided, and if the teacher has no other professional obligations, the teacher shall be allowed to leave at the end of the student day.

The administration shall make every effort to see that adjunct duty responsibilities of teachers are equally shared by all of the teachers at a particular school, and that these responsibilities are scheduled as far in advance as possible so that teachers may plan their instructional preparation activities to accommodate for them.

5. PART TIME TEACHER/PREP PERIOD PAY CALCULATIONS

The District will, in staffing of programs and schools, on occasion find it necessary to employ part-time teachers or request that a teacher give up his/her plan period to provide instruction to students. When this happens, the following formula shall be used to calculate the teacher’s salary.

• Teacher salary ÷ number of contract days =X • X ÷ 8 = Y (the rate of pay per hour) • Y x hours = compensation

6. PROFESSIONAL GROWTH (Revised 6/13/06)

District Requirements for Certified Teachers New to Gilbert Public Schools

All teachers new to Gilbert Public Schools will participate in the district’s Induction Program. All New Teachers are required to complete 20 clock hours of Instructional Methods coursework (4 Hours of Diversity Training and 16 Hours of Self-Selected Courses from the Induction Program Menu provided during Orientation Week).

• A menu of Induction Program courses will be offered through the staff development catalog and will be provided to new teachers and all administrators (divided by grade level – Preschool/Special Ed, Elementary, Secondary) during New Teacher Orientation.

• All New Teachers will choose a minimum of 20 hours worth of staff development coursework from the Induc-tion Program Menu (4 Hours must be diversity training and 16 Hours of self-selected courses).• New Teachers may take up to 6 hours in any one area.• New Teachers will create a Course of Study Plan with the assistance of the Assigned Mentor or De-

partment Chair/Grade Level Chair with each signing the plan.• New Teachers will submit the Course of Study Plan to the building administrator for signature and

will submit a copy of the plan to the Induction Program Coordinator.• Upon approval by the building administrator, the new teacher may begin enrolling in the courses

designated on the Course of Study Plan through the on-line staff development catalog.• Course instructors will submit copies of the roster to the Staff Development Department and will pro-

vide the teacher with a certificate of course completion (for the teachers’ records). Staff Development credit is entered from the Staff Development Sign-In Roster upon completion of the class.

• New Teachers Course of Study Plan may be changed with written notice being provided to the Induc-tion Program Coordinator.

The district reserves the right to exempt teachers from participation in the district’s induction program. For example: em-ployees currently pursuing alternative certification as requested by the district and/or other district approved educational plans. Courses that may be Approved for Professional Growth Credit for all Certified Employees

Graduate credits. Graduate courses taken at an accredited college or university will be allowed when such courses will add to the educational background of the teacher. Such course work will be awarded salary credit if it is relevant to the teacher’s current teaching assignment. Credit will also be granted for courses deemed not relevant to the current teaching assignment under the following conditions:

• The course is part of a master’s degree in education. • The teacher presents a plan for education certification in another area, including all proposed course work,

prior to enrollment. Interdisciplinary course credit. Teachers are encouraged to take classes that will enhance the philosophical instructional model of interdisciplinary/integrated curriculum. To that end, professional growth credit will be granted for course work taken outside the teachers’ regular teaching assignment. Such course work must be given prior approval by the professional growth committee in order to receive credit. Teachers must complete an Incentive Plan/Professional Growth Request Form, attach a course description and provide written rationale for the course.

Undergraduate credits. Teachers may receive up to twenty-four (24) credits of professional growth credit at the under-graduate level for content area courses after initial employment by the district. These courses must be:

• In the content presently being taught by the teacher; and/or • part of an approved plan of study that allows the teacher to meet requirements to teach in a different content area

Credit will also be granted for second language courses, sign language and computer classes which are not part of under-graduate degree requirements. (Example: Spanish, English, and Intro to Microsoft Word). Teachers wishing to receive credit must complete a Request for Undergraduate Credit Professional Growth Form before taking the course, meet with and have it approved by the building Principal. When approval is granted a copy of the approval form must be filed with Professional Growth in the Human Resources Department. Request forms are available from Professional Growth in the Human Resources Department or the school office.

Special certification credits. Certified members may obtain District credit for special certifications that relate to their teaching duties which may include, but are not limited to: Advanced Lifesaving, CPR, Emergency Medical Technician, etc. Credit is subject to Professional Growth committee approval.

Staff development credit. Certificated staff members may earn credit by completing classes offered through the staff devel-opment program. The Staff Development Catalog offers a variety of classes; however, classes that do not qualify for staff development credit will be noted in the class description. Staff Development classes may be repeated once as a “refresher” class. Staff Development credit will not be granted after completion of the initial and “refresher” class. One unit of credit will be awarded upon the accumulation of fifteen (15) hours of in-class staff development instruction. Prior approval is not necessary. Staff Development credit is entered from the Staff Development Sign-In Roster upon completion of the class. Employees must sign-in on the Staff Development Sign-In Roster for staff development credit to be granted.

Workshops/conferences. Certificated employees may obtain District credit for workshops and conferences when the costs of the workshop / conference and substitute teacher are paid by the employee. The certificated employee would need to take a Personal Day to obtain credit. For example, use of district funds to pay for registration or providing the teacher with a school business day would prevent the teacher from receiving credit. Prior approval must be obtained from the adminis-trator. The teacher must complete the Incentive Plan/Professional Growth Form and provide: • Workshop/Conference program • Payment receipt

Travel credit. The District understands that teachers may travel and during those times experience activities that may be used to enhance their classroom curriculum. Teachers may receive credit for travel after May 22, 1998, if the travel meets the following conditions:

• The travel experience must be directly related to the teacher’s current assignment. • The travel experience must enhance the classroom and/or grade level curriculum. • The credit may not be for an identical experience.

Thirty (30) days prior to traveling, teachers requesting travel credit must file with their principal and the Professional Growth Committee a Projected Request for Travel Credit form including:

• An itinerary of the trip. • The relationship of the trip to their current teaching assignment. • The expected outcome of the trip as it relates to the curriculum. • The projected number of hours they expect to receive.

Approval for travel credit will not be granted until all documentation is received after the travel is completed. Documenta-tion must be submitted on or before December 1.

Upon their return, the teacher must submit the following documents to the principal and Professional Growth Committee to be granted final credit:

• A journal of travel activities including dates and times of the trip that were spent viewing items; i.e., attending lectures, visiting museums, and how these activities relate to the classroom curriculum.

• A synopsis of the above activities. • A synopsis of what was learned and how they relate to the curriculum. • Documentation of activities; i.e., admission tickets, brochures, etc.

• A classroom lesson/unit plan developed from the travel experience to include: • objectives of the lesson • student activities • supplies and materials needed • a student evaluation instrument to measure learner outcomes

It is understood the teacher will receive credit for the time spent viewing items related to their actual teaching assignment. Travel time, preparation time, documentation time, meal time, etc. cannot be used for credit.A teacher may only earn 45 clock hours (3 credits) during a three (3) year period for travel.

Recertification Credit (Hours which must be completed in order to renew an existing certificate)

Standard Certificate• Must complete 180 hours of coursework (seat time hours) between the date a certificate was issued and its

date of expiration. • Professional Growth Hours as described previously may also be used towards recertification • Pay for Performance Hours as described previously may also be used towards recertification • College Coursework (1 college credit = 15 hours of recertification) • Staff in-services / trainings • Hours may be obtained during the employee’s contract day OR outside the contract day

• NOTE: It is the responsibility of the employee to keep certificates and other documentation that can be used to verify the completion of the 180 hours. Professional Growth, Staff Development and Human Resources do NOT keep track of recertification hours for employees.

Provisional Certificate• Must provide documentation of two years of teaching experience in order to convert certificate to a standard

certificate.• Provide documentation of the completion of 45 hours (3 college credits) of Phonics coursework - most recent

graduates from AZ university will have this documented on their transcripts.• If an employee does not have two years of teaching experience, they need to apply for an extension of the

provisional certificate for an additional two years.

Reciprocal Certificate• See Instructions / Deficiencies listed on your certificate

Pay for Performance (Also Known As Prop 301) Hours• In order to qualify for compensation under the Pay for Performance Plan, employees are required to complete

15 hours of Knowledge and Skills coursework. • Coursework must be related to the campus’ School Improvement Goal • Coursework must be approved by the site School Improvement Committee (SIC) • All paperwork related to Pay for Performance courses is handled by the site SIC• Courses taken in conjunction with Pay for Performance are NOT eligible for professional growth credit (move-

ment on the salary schedule).• Courses taken in conjunction with Pay for Performance DO qualify as recertification hours

General Considerations for Approval of Credit

Prior approval of courses. The purpose of the Professional Growth Committee is to approve credit work for salary ad-vancement. Employees are advised and encouraged, but not required, to submit an Incentive Plan/Professional Growth Request Form for course approval prior to enrollment. Staff members should be aware that unless prior approval is obtained they may successfully complete a course but may not receive professional growth credit. The Assistant Superintendent or designee shall have the authority to approve courses relevant to the work assignment that are offered by the North Central Association approved institution. All other requests, including those for undergraduate credit, workshops, and conferences shall be approved by the unit administrator and forwarded to Professional Growth in the Human Resources Department for action.

Limitation on number of credits. Courses taken at an accredited college or university for the purpose of professional growth on the salary schedule shall not exceed twenty-four (24) semester credits in a calendar year or six (6) semester credits during any semester that the teacher is employed by the District. These guidelines may be exceeded with prior written approval by the unit administrator and the Professional Growth Committee.

Hours above a degree. Once a course is approved for credit, it shall continue to be allowable for continued salary advance-ment; i.e., a course approved for B.A. +12 may also be counted after conferral of the master’s degree if it is not a part of the master’s degree program.

Verification of completed course work. Official transcripts that show verification of credit must be submitted for evaluation. To qualify for approval, all verification must show a minimum grade of C for course work. Symbols used to indicate that a course was passed and credit was received are also acceptable. (Example: Y used at Arizona State University to indicate that credit was received.) Courses taken for audit credit will be granted for salary advancement under the same guidelines as for workshops / conferences. Employees may not earn more than 6 credits of professional growth at the audit level.

Projected dates for filing applications for additional pay:

• Coursework must be completed prior to the first contractual day of school.• Salary advancement will be awarded, retroactively, provided that official transcripts are received in Profes-

sional Growth in the Human Resources Department on or before December 1.

Professional Growth Hours for Movemement on the Salary Schedule

12 credit hours are required for lateral movement on the salary schedule for all ranges except movement from BA 36 to BA 54 which requires 18 hours.

Every 15 hours of seat time in a staff development class or other approved outside professional growth opportunity is equivalent to 1 college credit hour.

• 15 seat hours = 1 college credit • 45 seat hours = 3 college credits • 90 seat hours = 6 college credits

• 180 seat hours = 12 college credits and movement on the salary schedule except as noted above

You may use combinations of college credit hours and professional growth hours towards movement on the salary schedule (see section 6 of the Certified Memorandum of Understanding for a complete listing of qualifying professional growth opportunities / restrictions):

• 6 college credit hours plus 90 seat hours of professional growth would make an employee eligible for movement on the salary schedule except as noted above.

All hours must be taken outside the contract day• Personal Day (employee provides own substitute by using a personal day)• Weekends, after contract day has ended (after school), summer or other non-contracted times

All hours must be free or paid for by the employee• Hours earned at any seminar or course paid for by the District or by an individual campus or department

in the District are not eligible for movement on the salary schedule.

College credits must be graduate level courses with the following exceptions:• Computer courses and Modern Language courses (including Sign Language) are not required to be graduate

level courses, but may not be part of your undergraduate degree.• Any other college coursework that is not graduate level MUST be pre-approved by submitting the “Request

for Undergraduate Professional Growth Credit Form”.• When in doubt, submit a “Request for Undergraduate Professional Growth Credit Form” for pre-approv-

al.

Professional Growth hours earned by attending classes offered in the District will be automatically submitted to Profes-sional Growth in the Human Resources Department based upon the Staff Development Sign-In Roster. Employees are not required to send anything in to Professional Growth. Certificates issued at staff development classes are for the employee’s records.

Professional Growth hours taken outside the District (not college courses) must be submitted to Professional Growth in the Human Resources Department in order for hours to be applied toward movement on the salary schedule. • Submit an “Incentive Plan/Professional Growth Request Form” • Attach a COPY of the course certificate indicating the number of seat hours accumulated • Attach a copy of proof of payment / receipt • Outside courses must have a direct application to the employees teaching assignment • Pre-approval for outside seminars / coursework is highly recommended

Professional Growth hours taken through a college / university program must be submitted to Professional Growth in the Human Resources Department in order for hours to be applied toward movement on the salary schedule. • Submit an OFFICIAL transcript to Professional Growth in the Human Resources Department • Opened transcripts are acceptable (Human Resources recommends employees open transcripts and review

their accuracy prior to submitting them)

All professional growth hours may also be used towards recertification of a standard teaching certificate.

Professional Growth Committee

Function. The committee shall evaluate and make recommendations on all applications made for credit toward salary range advancement except for requests pre approved by the Assistant Superintendent or designee.

Committee membership:

• The Assistant Superintendent of Human Resources or designee, who shall chair the committee but vote only in cases if ties.

• One principal, to serve two (2) years beginning 2005/2006 • One principal or other administrator, to serve three (3) years beginning 2005/2006 • One teacher, to serve two (2) years beginning 2005/2006 • One teacher, to serve three (3) years beginning 2005/2006 • The Director of Staff Development

Appointments. All appointments will be made by the Assistant Superintendent of Human Resources or designee. The Gilbert Education Association will recommend teachers for committee appointments.

Meetings. The Professional Growth Committee will meet as necessary, and the applicants will be informed in writing of the committee’s decisions.

Appeal. A teacher who disagrees with a decision of the Professional Growth Committee may appeal the decision, provided that the following guidelines and procedures are observed.

• Appeal proceedings shall be kept as informal and confidential as may be appropriate at any level of the appeal procedure. All documents, communications, and records dealing with the processing of an appeal shall be permanently filed in the Human Resources office. It is important that appeals be processed as expeditiously as possible.

• Appeal procedure:

• A teacher may resubmit the original request with additional documentation within ten (10) school days of the denial. The Professional Growth Committee will deliver a written decision after the ap-peal has been submitted.

• If the teacher decides to appeal the decision, it must be submitted in writing to the Assistant Super-

intendent of Human Resources within ten (10) days after receipt of that decision.

• Upon receipt of the appeal, the Assistant Superintendent of Human Resources or designee will re-view the initial request and subsequent appeal and may meet with the teacher. A written decision will be delivered within ten (10) school days after presentation of the appeal. The decision of the Superintendent or designee shall be final.

District / State Committee Credit

Teachers may earn up to one hundred eighty (180) hours of professional growth credit for serving on district committees that enhance their instructional skills or content area knowledge. These requests for credit must be submitted to the Profes-sional Growth Committee by the committee chair in writing on appropriate letterhead at least thirty (30) days prior to the first committee meeting.

The committee chair shall also provide Professional Growth with a roster of individuals to receive credit within thirty (30) days of last committee meeting.

It is understood that: • Credit is granted only for committee meeting time.

• All work is done outside the professional work day. • Teachers are not paid for this work by the district.

7. CURRICULUM DEVELOPMENT

It is recognized that curriculum development is of vital importance in maintaining quality education in the District. The District will provide the opportunity for qualified teachers to engage in the process of developing or rewriting curriculum. Curriculum development projects will take place outside the professional working day or during summer vacation when possible to do so. Before accepting responsibility for such tasks, teachers will be advised of the goal and objectives of the project. The Assistant Superintendent will also meet with the project writer to determine an appropriate stipend. Teachers who engage in developing curriculum during the school day will have classes covered for them.

8. LEAVES OF ABSENCE (Revised 6/14/05)

The Gilbert Education Association (GEA) and Administration would ask that all teaching staff use professional judgement in taking leave days. When employees are absent: 1) students’ learning is impacted; 2) the cost of substitutes impacts the budget; and 3) availability of qualified substitutes often creates a situation where colleagues cover for the absent teacher.

MEDICAL LEAVE (Revised 6/14/05)

Each employee shall accrue medical leave days one day per month for the first 5 years. For employees 6 years and beyond, medical leave days will accrue one day plus the fractional portion each month so that the following rate is achieved:

• 6 - 10 Years 11 Days (1.1 days/month) • 11 - 15 Years 12 Days (1.2 days/month) • 16 - 20 Years 13 Days (1.3 days/month) • 21 or More 14 Days (1.4 days/month)

Medical leave may be used for:

• Personal illness (elective surgery must be done outside the contracted employment days)

• Medical appointments that cannot be scheduled outside of the regular work day

• Pregnancy

• Mother: The mother of a newborn child may use up to 6 weeks of accrued leave for her recuperation imme-diately following birth. She may also take leave longer than 6 weeks without pay under the Newborn Child Care policy and Family Medical Leave Act. In cases where the doctor verifies that further medical care is necessary for the mother or the child, the employee may request an extension of the leave and use accrued medical leave if available.

• Father: The father of a newborn child may request up to a 6 week leave and use accumulated medical leave during this absence to assist in the recuperation of the mother/child immediately following birth. He may also take leave longer than 6 weeks without pay under the Newborn Child Care policy and Family Medical Leave Act. In cases where the doctor verifies that further medical care is necessary for the mother or the child, the employee may request an extension of the leave and use accrued medical leave if available.

• Adoption: Individuals adopting children may request up to 6 weeks of leave or the number of days required by the placement agency and draw from their accumulated medical leave immediately following the adoption. They may also take leave longer than 6 weeks without pay under the Newborn Child Care policy and Family Medical Leave Act. In cases where the doctor verifies that further medical care is necessary for the mother or the child, the employee may request an extension of the leave and use accrued medical leave if available.

• Attend to an illness of a member of the family (e.g., spouse, father, mother, child, brother, sister, foster parents,

in-laws, grandparents, and grandchildren.

Accrued personal days may be used for medical leave if medical leave days have been exhausted.

All medical leave time taken from the District must be for recuperative activity or adoption care.

The district maintains the right to request medical verification of absences under this policy.

All unused medical leave will be accrued.

Employees absent for 6 consecutive work days or more shall provide the District with a Return to Work Form and/or a physician’s release.

PERSONAL LEAVE (Revised 6/14/05)

Each employee shall have (3) days of personal leave per year. An Employee Action Request Form (EAR) shall be filed with the site administrator at least (3) working days prior to the leave except in an emergency to allow for securing a substitute. Unused personal leave days will accrue at a rate of 1:1 for each unused personal leave day into an individual’s medical leave (sick leave) at the end of each contract year.

Staff will be required to use personal leave for any religious holiday.

These days may be used with the exception of the following blackout dates:

• First five instructional days of the school year • Last five instructional days of the school year • Last three days of first semester • First three days of second semester • The day before or after any scheduled holiday • State mandated testing days • Early release days • Collegial planning days

Employees requesting to use personal leave days during the blackout dates must request approval from the District Leave Committee at least thirty days prior to the date of the requested leave. These days will only be granted in cases of emergen-cies, which must be explained in detail to the committee.

Employees who have banked personal leave days which were accrued prior to July 1, 2003, may use them before retire-ment/termination as outlined in the Certified Memorandum of Understanding or have them bought back at retirement at the employee’s daily rate upon retirement/termination if not used.

An employee may use days from his/her personal leave bank as follows:

• Up to 4 consecutive personal leave days by filing an EAR with the site administrator at least 3 working days prior to commencement of the leave. Such leave may not be used during the black-out days.

• 5 or more consecutive days may be requested by filing an extended personal leave request 30 calendar days prior to commencement of the leave with the site administrator, except in extenuating circumstances.

The administrator shall review the request and forward it to the District Leave Committee for approval/disapproval.

BEREAVEMENT LEAVE (Revised 6/14/05)

An employee may use up to 5 days leave which would not be deducted from their personal or medical leave to attend the funeral of an immediate family member (spouse, parents, children, siblings). An employee may use medical or personal leave if bereavement leave is needed for someone who is not an immediate family member. If more than 5 days are needed, the employee shall apply in writing to the Assistant Superintendent for Human Resources for approval. Such leave, if granted, shall be deducted from personal and/or medical leave.

MEDICAL LEAVE BUY BACKFull time employees terminating employment will be reimbursed for unused medical leave at the following rates:

• *25 - 49 Accumulated medical leave = $25.00 per day • 50 - 74 Accumulated medical leave = $30.00 per day • 75 - 99 Accumulated medical leave = $40.00 per day • 100 - 149 Accumulated medical leave = $56.00 per day • 150 or more Accumulated medical leave = $73.00 per day

*Employees with 25 - 49 days requesting reimbursement must have more than 10 years employment with the Gilbert School District.

Individuals wishing to apply for this benefit must notify the Superintendent or his/her designee in writing 180 calendar days prior to terminating employment. In the event of the death of a certificated staff member with 10 or more years of continuous service to the District, medical leave reimbursement will be distributed to the employee’s beneficiaries/estate. Should more employees apply for this program than the District budget allows, monies shall be distributed on a first-to-ap-ply, first-reimbursed basis. When funds are not available, reimbursement will be given the following year.

PERSONAL LEAVE BUY BACK (Revised 10/20/03)

Accrued personal leave will be bought back at the employee’s daily rate upon retirement/termination. The employee must have reached a total of 70 points (using years of employment in Gilbert and the employee’s age) to participate in the personal leave buy back program. The employee will notify the Assistant Superintendent in writing of his/her intent to retire/termi-nate service 15 months prior to retiring. In the event of the death of a certificated staff member with 10 or more years of continuous service to the District, personal leave reimbursement will be distributed to the employee’s beneficiaries/estate. An individual may consult with the Assistant Superintendent to establish a pay plan.

DISTRICT LEAVE COMMITTEE

The District Leave Committee shall be composed of:

• An elementary, junior high school and high school teacher appointed by the Gilbert Education Association. • An elementary, junior high school and high school administrator appointed by the School Superintendent.

• The committee shall be chaired by the Assistant Superintendent of Human Resources who shall have no voting power.

The committee shall meet as needed and approve/disapprove requests for leave during black-out days and extended leave.

The committee shall consider such factors it deems necessary including but not limited to:

• The reason for the leave • The frequency of the leave • The employee’s attendance/performance • The recommendation of the site administrator

LONG TERM LEAVE

Long term leave, without pay, may be granted an employee upon the recommendation of the Superintendent or his designee for a period of not longer than one (1) year for medical reasons, including pregnancy. This would also include leave to care for an ill spouse, son, daughter or parent. An accompanying statement from the employee’s personal physician (M.D. or D.O.) is required before such leave is granted. An employee granted a long term leave for a full year shall be reemployed at the conclusion of the leave at the same step on the salary schedule. Any leave for less than one-half year shall be granted one (1) step on the salary schedule the following year. Notification of intention to resume employment, after a leave, must be submitted in writing to the Superintendent or his designee on or before March 1 of the year in which the leave is granted. A minimum of one (1) week prior to return, the employee must submit a medical release from their physician stating that the employee is able to resume full responsibilities.

NEWBORN CHILD CARE

Staff members with more than 3 years employment may request up to one year’s unpaid leave for the purpose of newborn child care. Such leave shall be for the duration of a semester or academic year. Such leave must be requested at least ninety (90) days prior to the semester/year for which the leave is requested. Teachers being granted newborn child care leave for a full year shall not be given salary service advancement credit. Teachers granted such leave shall notify the Superintendent or his designee in writing of his/her intention to return at least thirty (30) days prior to the end of the semester. Employees with newborn children and/or adopting children are referred to the Family Medical Leave Act which is further explained in this policy.

FAMILY AND MEDICAL LEAVE ACT (FMLA) (Revised 6/14/05)

The District shall fully comply with the Federal Family and Medical Leave Act and all interim and final regulations inter-preting the FMLA issued by the U.S. Department of Labor. Accordingly, all portions of this procedure that pertain to the FMLA shall be interpreted in a manner consistent with the FMLA and its regulations. Subject to the conditions set forth herein, any eligible employee (having completed 12 months and 1,250 hours of service with this district) of the District

may take up to twelve (12 weeks of leave (FMLA leave) during any twelve (12) month period, without pay, for any one or more of the following reasons:

• Because of the birth of a child of the employee and in order to care for such child. The leave may start before the birth of a child, but it must be verified by a doctor’s certificate.

• Because of the placement of a child with the employee for adoption or foster care.

• In order to care for the spouse or a son, daughter, or parent of the employee, if such person has a serious health condition.

• Because of a serious health condition that renders the employee incapable of performing the functions of his/her job.

Calculation of the 12-month period: For the calculation of the 12-month period used to determine employee eligibility for FMLA, this Plan uses:

• a rolling 12-month period measured backward in time from the date the employee uses any FMLA leave.

Serious medical condition means an illness, injury, impairment, or physical condition that involves inpatient care in a hospital, hospice, or residential medical facility, or outpatient care with continuing medical treatment by a licensed physician.

Employee eligible for FMLA: Any employee who has been employed by the district at least twelve (12) months and who has completed at least 1,250 hours of service, with this District, immediately prior to the time the FMLA is to commence shall be eligible for FMLA leave.

Special conditions applicable to FMLA: Entitlement to leave for the birth of a child or the placement of a child for adop-tion or foster care ends at the expiration of a twelve (12) month period, beginning on the date of the event.

A husband and wife working for the District may be limited to a total of twelve (12) weeks of leave during each fiscal year for the birth of a child or the placement of a child for adoption or foster care and to care for an employee’s parent with a serious health condition.

The District shall not require any employee to substitute accrued medical leave for FMLA leave used by reason of a birth, adoption, or foster placement. In any other circumstance, an employee’s accrued medical, vacation, personal, or other applicable leave shall be substituted for FMLA leave, to the extent available by policy, unless otherwise agreed to by the District.

Employee application for FMLA: An employee must provide the District’s Benefits Department at least thirty (30) days notice before the FMLA leave is to begin if the need for the leave is foreseeable based on an expected birth, placement for adoption, or foster care, or planned medical treatment for a serious health condition of the employee or family member. If thirty (30) days notice is not practicable, notice must be given as soon as practicable. The notice shall be in the form of a request for leave of absence as specified in this policy. The District may deny FMLA leave to any eligible employee until such time as the employee has provided the required notice.

Medical certification: All medically related FMLA leave shall be supported by medical certificate provided by the em-ployee and their appropriate health provider in the form of the exhibit accompanying this policy. In any instance where the FMLA leave must be preceded by thirty (30) days’ notice, the medical certificate should accompany the request for leave of absence. In any other instance, the medical certificate should be provided within fifteen (15) days after the FMLA leave commences.

The employee may be requested to provide recertification of medical conditions in support of leave if the District feels that the circumstances so warrant and notice is given. Recertification shall generally not be required for intervals shorter than thirty (30) days.

Whenever a medical certification or recertification is required of an employee, notice describing such requirement and pro-viding the form of such certification shall be provided to the employee. An employee shall not be denied FMLA leave or other rights under the FMLA unless a notice required by FMLA in such situation has first been provided to the employee.

Intermittent or reduced time (IRT) leave: FMLA leave may be taken intermittently or on a reduced leave schedule only: 1) if medically necessary to care for a family member or for the employee’s own serious health condition; or (2) if approved by the District. The District may, for the term of the leave, transfer the employee to an alternative position with equivalent pay and benefits. The District may also require medical certification and re-certification on a reasonable basis.

If the IRT leave is for an instructional employee (one whose principal function is to instruct students in a class, small group, or as individuals), the District can require the employee either to take leave for a period or periods of a particular duration not greater than the duration of the planned treatment or to transfer temporarily to an available alternative position with equivalent pay and benefits that provides better accommodation of recurring periods of leave, provided the leave is:

• Requested to care for a qualifying family member or as a result of the employee’s serious health condition preventing job performance;

• Foreseeable, based upon planned medical treatment; and

• For more than twenty (20%) of the working days in the leave period.

The employee may be granted leave under these circumstances, subject to reasonable efforts to schedule treatment so as not to unduly disrupt the educational program.

Special end-of-semester circumstances for instructional employees: Under each of the following conditions, leave for an instructional employee may be required to continue to the end of the academic semester:

• Leave begins more than five (5) weeks before the end of the semester, leave is for at least three (3) weeks, and return to employment would occur during the last three (3) weeks of the semester.

• Leave other than for the employee’s serious health condition begins within the last five (5) weeks of the se-mester, leave is for greater than two (2) weeks’ duration, and return to employment would occur during the last two (2) weeks of the semester.

• Leave other than for the employee’s serious health condition begins within the last three (3) weeks of the semester and leave exceeds five (5) working days.

Employee notification regarding FMLA: With each request for FMLA leave, the employee shall be notified:

• About FMLA by provision of the FMLA fact sheet (exhibit 2).

• As appropriate concerning the expectations, obligations, and consequences of taking FMLA leave per 29 C.F.R. Section 825.301 of FMLA.

• That FMLA leave may be withheld until a requested notice is provided or the time frame is met.

• That if leave is granted to an employee who is unable to perform the work required, restoration may be de-nied until the employee has complied with the request to provide medical certification of ability to return to work.

• How to appeal an adverse decision re: FMLA

The District will post notices in conspicuous places on the District premises that provide a summary of FMLA and infor-mation on how to file a charge about an FMLA violation.

Health care continuation: An employee taking FMLA leave shall be entitled to have the health care plan in which the

employee is participating continue under the same terms and conditions applicable to actively working employees. While you are officially on such a family or medical leave, you can keep medical and dental coverage for yourself and your De-pendents in effect during that family or medical leave period by continuing to pay your contributions. During that period your medical, dental and vision coverage will be kept in effect. Since you will not be paid while you are on family or medical leave, you may:

a. pay your contributions as they come due on the dates you would have been paid by sending a check to the Insur-ance Benefits Department; or

b. make arrangements with the District to have any applicable premiums deducted from your first paycheck(s) after you return from leave; or

c. pay your contributions for benefits on some other schedule agreed to by you and the District had you not taken family or medical leave, in which case your contributions will be made on an after-tax basis; or

d. you may elect to have extra contributions withheld from your pay before you begin your family or medical leave, in which case your contributions will be made on a before-tax basis.

The District shall require the repayment of any health care premiums paid by the District for continuing coverage during the period of the FMLA leave if the employee fails to return to work after the FMLA leave expires and the failure to return is not due to circumstances beyond the employee’s control.

Return to Work:

a. An employee who returns to work for at least 30 calendar days is considered to have “returned” to work.

b. An employee who transfers directly from taking FMLA leave to retirement or who retires during the first 30 days after the employee returns to work is deemed to have “returned” to work.

c. When an employee fails to return to work, any health and non-health benefit premiums that the FMLA regulation permits the District to recover are considered to be a debt owed by the non-returning employee to the District. The District may recover the costs through deduction of any sums due to the employee such as unpaid wages, vacation pay, profit sharing, etc. (as permitted by law). Additionally, the District may initiate legal action against the employee to recover such costs.

When the employee elects or the District requires “paid leave” to be substituted for FMLA leave, the District may not recover its share of health insurance or other non-health benefit premiums for any periods of FMLA leave covered by the paid leave. Whether or not you keep your coverage while you are on family or medical leave, if you return to work promptly at the end of that leave, your health care coverage will be reinstated without any additional limits or restrictions imposed on account of your leave. This is also true for any of your Dependents who were covered by the Plan at the time you took your leave.

Any changes in the Plan’s terms, rules or practices that went into effect while you were away on that leave will apply to you and your Dependents in the same way they apply to all other employees and their Dependents. To find out more about your entitlement to family or medical leave as required by federal and/or state law, and the terms on which you may be entitled to it, contact the Gilbert Public Schools Insurance Benefits Department.

Premium Payment

In the absence of any established District policy to the contrary, the District’s obligations to maintain health insurance cover-age under FMLA ceases if an employee’s premium payment is more than 30 calendar days late (the FMLA grace period).

In order to drop coverage for an employee whose premium is late, the District will:

a. Provide written notice to the employee that the payment has not been received.

b. This notice will be mailed to the employee at least 15 days before coverage is to cease advising that coverage will be dropped on a specified date at least 15 days after the date of the letter unless the payment has been received by that date.

If coverage lapses because an employee fails to make timely health insurance payments during the FMLA leave period,

upon the employee’s return from FMLA leave the District will restore the employee to coverage/benefits equivalent to those the employee would have had if leave has not been taken and the premium payments had not been missed, including family/dependent coverage.

If an employee fails to return to work after FMLA leave and there is a loss of group health coverage the District will issue a HIPAA Certificate of Creditable Coverage and a COBRA election notice. Generally the 18-month period of COBRA begins on the last day of the FMLA leave.

How to Appeal an Adverse FMLA Decision

You have the right to appeal an adverse decision related to FMLA by sending a written request for appeal to the Assistant to the Superintendent at 140 South Gilbert Road, Gilbert, AZ 85296 within 90 days after you receive the adverse determi-nation. The District will review your request and a written decision will be sent to you within 90 days after the District’s receipt of your appeal request. In order to resolve your appeal you may be requested to submit additional documentation as appropriate to and requested by the District. Questions about the appeal process can be sent to the Gilbert Public Schools Benefits Specialist at 140 South Gilbert Road, Gilbert, AZ 85296.

Position restoration: Upon return from FMLA leave, an employee shall be restored to the same position held before the FMLA leave commenced or to an equivalent position with equivalent pay, benefits, and working conditions. The District requires an employee to provide a medical certificate from a health care provider that the employee is able to resume work before returning from FMLA leave for a serious personal health condition. The District may delay the return of an instructional employee from FMLA leave at the end of a semester, in accordance with Section 103(d) of FMLA. The District may deny restoration of position to any key employee (i.e., one who is among the highest ten (10%) of all employees of the District), in accordance with Section 104(b) of FMLA.

PROFESSIONAL LEAVE

A professional leave of absence without pay may be granted to an employee who has been employed a minimum of four (4) consecutive years. This leave will be for a period of not longer than one (1) year for reasons of professional improve-ment:

• Attendance at a college or university for the purpose of obtaining a higher degree;

• A professional project approved by the Superintendent and Governing Board. The Board or Superintendent may request appropriate written documents related to the project and may meet with the teacher for further clarification of the project.

SABBATICAL LEAVE (Revised 6/14/05)

A member of the teaching staff, who has been employed by the District seven (7) or more consecutive years, may be granted, upon request, a sabbatical leave for one (1) year. This will be a paid leave of absence granted for formal professional education, that will enhance the District’s education program. Official transcripts of work shall be submitted to support additional education. During the sabbatical leave, the staff member shall be considered to be in the employ of the District, and shall be paid at the rate of one-half (l/2) of the last salary received. Upon returning to duty with the District, the staff member will be placed on the appropriate salary range in conjunction with the employee’s level of preparation.

Guidelines for instituting the sabbatical leave are:

• Budget capacity is available.

• A maximum of three percent (3%) of the combined elementary and high school faculty members may be granted sabbaticals in any one year.

• February 15 is the last date that a sabbatical may be applied for to be effective the following year. Board approval or rejection of such application should be given by May 15.

Guidelines for Board to use in selecting applications are:

• The staff member must have been employed by the District as a teacher for at least seven (7) years.

• The staff member must present a program of study that will enrich the educational program of the school.

• Work will be at any approved educational institution.

• The staff member may be required to explain the proposed education program if the Board desires such explanation.

If more than the maximum three percent (3%) apply for sabbatical leaves, the Board should consider:

• The value of the program to the school.

• The years of service of each staff member.

• The number of years left in the staff member’s career.

If one person has been accepted for a sabbatical in a given year from the junior or senior high schools, the preference should be shown the person from one of the elementary schools, if programs are of like value.

A staff member, upon return from sabbatical leave, shall be restored to the former position or to a position of a like nature and status. A staff member on sabbatical leave who does not return by the end of the one-year period shall repay to the District the amount received from the District during the leave period. If such amount is not so paid, the Board shall direct the county attorney to institute suit against such person to collect the amount due. If a staff member should leave District employment before fulfilling three (3) years of employment following the sabbatical, then that staff member must return that pro rata amount of money received for the sabbatical. If a staff member dies or becomes unemployable because of ill-ness before the three (3) years of employment is completed after a sabbatical leave, the Board may, if they feel the situation warrants such action, waive the reimbursement fee to the District for not fulfilling the sabbatical contract.

CIVIC DUTY LEAVE (Revised 6/14/05)

Members of the certificated staff called to serve jury duty shall be granted leave for such service. Individuals so called are to report their anticipated absence to substitute services personnel a minimum of twenty-four (24) hours prior to such service, when possible. Upon return from jury duty, the employee shall complete the normal absence report and provide documentation of their duty.

• If an employee is subpoenaed to appear in court, he/she shall notify both the Assistant Superintendent for Human Resources and the Assistant Superintendent for Business Services prior to the court appearance.

• If the subpoena is for a school related item, the employee shall be granted school business days.

• If the subpoena is for a non-school related item, the employee shall use all accumulated leave. If all leave is exhausted, the employee shall meet with the Assistant Superintendent for Human Resources to determine compensation related to this leave.

MILITARY LEAVE (Revised 04/01/04)

The District recognizes that employees may perform voluntary or involuntary service for the military. In those cases, it is the intention of the district to comply with all rules and regulations, now in effect or as they may be modified in the future, of the Uniformed Services Employment and Reemployment Rights Act (USERRA).

Employees performing military duty should inform their immediate supervisor and the Human Resources Department of any pending military service preferably in writing prior to the military leave.

Included in these regulations are:

• The employee may, at his/her option, use his/her personal days, vacation time or other paid leave to maintain income during period of active military service.

• Military service will be counted as time with the Arizona State Retirement System (ASRS) and the District shall contribute both the employee and employer contributions.

• Any Gilbert Public Schools employee who is a member of the National Guard shall be entitled to leave of absence from his/her duties without loss of time or efficiency rating on all days during which he/she is engaged in field training as provided by this chapter and for a period during leave of absence not to exceed thirty days in any two consecutive years he/she shall be entitled to his/her pay.

• The employee military service shall not cause a change in seniority status.

• The employee shall receive salary credit as though he/she were continuously employed.

• The employee and/or covered dependents may elect to continue to receive District health insurance for up to eigh-teen months at a rate of 102% of the cost in lieu of military insurance that commences on the 31st day of military service.

• Health insurance shall be immediately reinstated upon the employee’s return to work.

• If the military leave exceeds thirty days, the employee shall provide documentation of the service to the District.

• Employees of the District shall comply with rules and regulations of the USERRA regarding the time line for the return to work of the employee.

• Employees should notify their supervisor and the Human Resources Department as soon as possible regarding their return to work date.

9. INDUSTRIAL LEAVE (Revised 6/14/05)

The District expects that employees perform their duties in a safe manner but realize that a teacher may occasionally be injured at the work site through no fault of their own. If an employee is injured on the job and granted Workman’s Com-pensation, the District will pay his/her insurance premium for up to nine months after all leave has been exhausted.

When an employee is injured at work, the District provides a replacement income insurance policy through the Workman’s Compensation Plan. This plan provides compensation at 2/3 of an employee’s salary to the state allowable maximum.

The Workman’s Compensation Plan provides replacement income at the following rates:

Days 1-7. No compensation unless employee is off work fifteen (15) days or more. When the employee is off work fifteen (15) days or more, the plan provides compensation retroactively to the first day.

Day 8 or Longer. 2/3 of pay to the state allowable maximum.

The District understands that employees may or may not have medical days available to compensate for lost income during this time period. Therefore, the following benefits are provided:

Employees with more than Seven (7) Medical Days Available

Days 1-7. Employees with medical days available may use medical leave to continue pay. Medical leave will be de-ducted.

Day 8 or Longer. The employee may:

• Accept the state compensation award and have no medical leave deducted, or

• Use his/her available medical leave to supplement his/her income up to 90% of his/her normal take-home pay. Medical leave will be deducted on a pro rata basis in this case, depending on the medical leave supplemented in each case, or

• When or if the employee runs out of medical leave, he/she will be compensated at the pay rate awarded by State Comp.

Employees with less than Seven (7) Medical Days Available

If an employee has less than seven (7) medical days, he/she may request that medical days be advanced. This advance may not be more than:

• The medical days available to that employee for the rest of the fiscal year, or

• The combination of accrued medical leave plus the advance may not exceed seven (7) days.

Requesting Medical Day Advance

The request for a medical day advance must be submitted in writing to the Assistant to the Superintendent of Business Services within ten (10) working days unless extenuating circumstances exist (i.e., employee hospitalized).

The Director of Finance may approve or deny the request based on:

• The employee’s years of employment • The employee’s past medical record • The employee’s past attendance record

The Director of Finance shall respond in writing within three (3) working days of receipt of the request.

If the Director of Finance denies the request, the employee may appeal his/her decision to the Industrial Leave Committee within five (5) working days of receipt of the denial. This appeal shall be in writing and delivered to the Assistant Super-intendent or designee and state the reasons why the decision of the Director of Finance should be overturned. The Indus-trial Leave Committee shall meet within seven (7) working days of the request and either uphold, overturn, or modify the decision of the Director of Finance. The Committee may request that the employee and/or Director of Finance meet with them to clarify issues. The employee may request to make a presentation to the committee. The Committee shall deliver its decision in writing. The decision of the Committee shall be final.

Requesting Reinstatement of Medical Leave (Days 1 through 14)

Employees who believe they have been injured through no fault of their own may appeal to the Director of Finance that the first seven (7) days medical leave be reinstated. The employee shall provide all necessary documents to the Director of Finance, including but not limited to:

• A copy of the industrial report • A detailed description of the incident • Notarized witness statements • The reason for the request

This reinstatement claim must be filed within thirty (30) calendar days of the accident except in extenuating circumstances. The Director of Finance shall deliver his written response within ten (10) working days. If the Director of Finance denies the claim, the employee may file an appeal with the Industrial Leave Committee through the Assistant Superintendent or designee within ten (10) days of the Director of Finance’s decision. The committee shall meet twice during the fiscal year. The written decision of the committee shall be final.

Industrial Leave Committee Composition

• The Assistant Superintendent or designee for Certified Personnel who shall chair the committee and only vote in cases of ties.

• Two (2) certified teachers, recommended by the GEA. • Two (2) administrators appointed by the Assistant Superintendent or designee.

Compensation

Days 1-7. If the request for advanced days is approved, the employee will receive full pay for the number of days advanced. If the employee goes beyond fifteen (15) days and is reimbursed by the Industrial Commission, he/she will have deducted an amount equivalent to the compensation award. This reimbursement to the District must be completed by the end of the fiscal year and his/her medical leave will be reinstated.

Day 8 and beyond. The amount of the compensation award.

It is understood that should money be granted an employee, and a determination is made that the injury was not industrial, he/she shall be liable to refund all monies received through medical leave advancement prior to the end of the fiscal year.

10. EARLY RETIREMENT INCENTIVE (Revised 6/14/05)

A full time staff member with ten (10) years consecutive service to the District who retires early, may apply to work in the District’s Early Retirement Program. Written application must be made before January 1 of the preceding year. In the event of extenuating circumstances, the District will evaluate on a case by case basis.

Early retirees may work a maximum of forty (40) days at a rate of $120. per day. Early retirees may work only nineteen (19) hours per week.

Early retirement benefits are granted on a year-to-year basis.

In the event more individuals apply for this program than District budget allows, participants will be selected on a first-to- apply, first-selected basis.

Early retirees will have the opportunity to carry their insurance through one of the following options:

• Private insurance carrier at the employee’s expense.

• COBRA insurance for eighteen (18) months through the Gilbert Employee Benefit Trust. The employee will be responsible for costs above the state reimbursement.

• The insurance program offered through the Arizona State Retirement System.

• Insurance coverage through the Benefit Extended Plan.

• Employees who have worked for the District for fifteen (15) years and have eighty (80) points may qualify for the Benefit Extended Plan for three (3) years through the Gilbert Employee Benefit Trust.

11. GROUP INSURANCE (Revised 6/14/05)

The District shall continue to provide group insurance coverage for each full-time member of the professional teaching staff as defined by the Trust Document. The Governing Board shall continue to give consideration to recommendations on specific details on insurance programs presented through the Superintendent from the District Insurance Committee. Committee membership is defined by the Plan Document of the Gilbert Employee Benefit Trust.

12. ADMISSION TO ATHLETIC EVENTS (Revised 8/05/04)

Certificated employees may use their GPS photo I.D. for admission to GPS athletic events. This pass shall admit the em-ployee and one (1) guest. Family athletics passes are available for purchase through the District Athletic Office.

13. SUMMER EMPLOYMENT

The District recognizes that, in order to provide a quality educational program, certain positions may require additional contract days for staff personnel. Staff members who work additional contract days will be paid on a stipend basis depen-dent on the nature of the task(s). The District shall advise the staff member(s) of the task(s), the goals and objectives of such task(s), and the stipend(s). The District may first offer these stipends to the individuals to whom such task(s) are most relevant. If an individual chooses not to accept such assignment, the District may, if warranted, post the position.

14. EARLY RELEASE FOR GRADING

All students will be released early on the last day of the first (1st) and third (3rd) grading periods in order to provide teach-ers time to complete student records and reports to parents. It is recognized by the district that this release time is to allow teachers to calculate and record student grades. Administrators will not schedule meetings during this release time unless the teacher is not responsible for grades.

The amount of this release time will be not longer than one hundred eighty (180) minutes, and also will be of such duration so as to comply with statutory provisions for the student attendance count to be equivalent to a full ADM day.

15. CALENDAR DEVELOPMENT (Revised 6/14/05)

The Superintendent or his/her designee shall annually meet with the president of the Gilbert Education Association to determine the process used to recommend the school calendar(s) to the Governing Board.

16. GRIEVANCE REGULATIONS (Revised 6/14/05)

The following terms will be used within these procedures, using the accompanying definitions:

• A grievance is any claim by any employee or any group of employees that an administrator(s) or supervisor(s) has violated, misinterpreted, or misapplied a Board policy or an administrative regulation.

• The aggrieved person(s) shall mean the employee or group of employees making the claim.

• The offender(s) shall mean the person or group of persons against whom the claim is made.

Guidelines:

• A grievance shall not apply to any matter to which a method of review is prescribed by law or by any rule or regulation of the Arizona State Board of Education or the Superintendent of Public Instruction that has the force and effect or law, or by any policy of the Arizona State Board of Education; nor shall it apply to any matter in which the Governing Board is without authority to act.

• The Assistant Superintendent for Human Resources shall be liaison for the Superintendent and the Board in all matters affecting interpretation of employee contracts, grievances, or complaints. The Assistant Superinten-dent for Human Resources shall be informed of all grievances and provided copies of written documentation related to all grievances.

• Grievance proceedings shall be kept as informal and confidential as may be appropriate at any level of the grievance procedure.

• All documents, communications, and records dealing with the processing of a grievance shall be permanently filed in the Human Resources office.

• Any aggrieved person shall continue to follow Board policy and administrative direction during the processing of a grievance, regardless of the status of the grievance, until such grievance is properly completed.

• All grievance meetings, at the administrative level, shall be conducted in private, as opposed to a public meet-ing, and shall include only such parties as heretofore referred to in this grievance procedure.

• Nothing contained herein shall be construed as limiting the right of any teacher, administrator, or other em-ployee having a complaint to discuss the matter informally with the appropriate person or persons and having the complaint adjusted without use of the grievance procedure.

• It is important that grievances be processed as rapidly as possible. The number of days indicated at each level shall be considered as a maximum. Every effort shall be made to expedite the process. The time limits specified may, however, be extended by mutual agreement of the parties concerned.

• All time limits consist of working days, except that when a grievance is submitted less than ten days before the close of the current school term, it will be processed as soon thereafter as possible.

• School days, for the purpose of the grievance procedure, shall mean days of scheduled school attendance for teachers.

• In cases of extenuating circumstances, any administrator may waive personal involvement in the grievance procedure.

Procedure for submitting a grievance:

• Each grievance to be processed through the formal grievance procedure shall be submitted in writing.

• Each grievance shall identify the aggrieved party, the provision(s) of these procedures, established Board policy, the memorandum of understanding, or administrative regulation(s) involved in the grievance; the time and the place where the alleged offense constituting the grievance occurred; a statement of the grievance; a statement of redress sought by the aggrieved party; and, if known, the identity of the person or persons responsible for causing the offense.

• A formal grievance shall be deemed waived and void unless it is submitted, in writing, within 45 working days of the date when the offense occurred.

• The employee may be accompanied by another district employee or a representative of a professional orga-nization recognized by the district. This individual’s role will be to observe the meeting.

• Failure at any step in this procedure to communicate decisions, in writing, as called for on a grievance within the specified time limits shall permit the grievance to proceed to the next step. Failure at any step to appeal a decision to the next step, in writing, within the specified time limits shall be deemed to be acceptance of the decision rendered at that step and there shall be no further right of appeal.

Informal Procedure

An aggrieved person shall first discuss, informally and privately, the potential grievance with the building principal or im-mediate supervisor, with the objective of resolving the matter informally. The grievance need not be written at the informal procedure level, but the discussion must take place within ten working days of the occurrence.

Formal Procedure

Level One:

• If the aggrieved person is not satisfied with the disposition of the grievance at the informal level, or if no decision has been rendered within five working days after presentation of the grievance, the aggrieved person may submit the grievance, in writing, to the building principal or immediate supervisor.

• The building principal or immediate supervisor shall deliver a written decision within fifteen working days. If the aggrieved person is not satisfied with the response of the building principal or supervisor, or if no deci-sion has been rendered within fifteen working days, the aggrieved person may submit a copy of the grievance to the appropriate Assistant Superintendent who supervises the employee’s administrator. This must be done within five days after the decision of the building principal or supervisor.

Level Two:

• Upon receipt of the grievance, the Assistant Superintendent shall confer with the aggrieved person and other persons with respect to the grievance in an effort to resolve the grievance.

• The Assistant Superintendent shall deliver a written decision to the aggrieved person within fifteen working

days after it is received.

• If the aggrieved person is not satisfied with the disposition of the grievance at Level Two, or if no decision has been rendered, the aggrieved person may submit an appeal of the grievance, in writing, to the Superintendent within five working days after disposition at Level Two.

Level Three:

• Upon receipt of the grievance, the Superintendent shall confer with the aggrieved person and other persons with respect to the grievance in an effort to resolve the grievance, or may simply review all material relating to the matter and prepare a written reply to the complainant.

• The Superintendent shall deliver a written decision to the aggrieved person within fifteen working days after it is received.

Level Four:

• If the aggrieved person is not satisfied with the disposition at Level Three, or if no decision has been rendered within fifteen working days after presentation of the grievance, the aggrieved person may submit an appeal of the grievance, in writing, to the Governing Board. Such an appeal shall be filed with the Superintendent not later than five working days after notification of the Superintendent’s decision at Level Three.

• The Superintendent shall provide to the Governing Board members a copy of all documents related to this griev-ance. After reviewing these documents, the Governing Board president may choose to have the employee(s) meet with the Governing Board or may review the grievance with the Assistant Superintendent for Human Resources. The Governing Board shall then in an open meeting give direction to the Assistant Superintendent for Human Resources their response, who shall prepare the response and deliver it to the employee. A copy of this response shall be provided to all Governing Board members. The Governing Board in conjunction with the Assistant Superintendent for Human Resources shall complete this process within a reasonable time.

17. PROFESSIONAL STAFF ASSIGNMENTS AND TRANSFERS PROFESSIONAL STAFF REDUCTION IN WORK FORCE DISCIPLINE, SUSPENSION AND DISMISSAL OF PROFESSIONAL STAFF MEMBERS (Revised 6/14/05)

The following documents are contained in the Gilbert Unified School District Governing Board Policy Manual: Professional Staff Assignments and Transfers (GCK-R); Professional Staff Reduction in Work Force (GCQA-R); Discipline, Suspen-sion and Dismissal of Professional Staff Members (GCQF). If it becomes necessary to modify the procedures stated in the documents or to develop a new procedure, both the teacher leadership (GEA) and administrative team will be notified and a committee may be convened to develop revisions when necessary and agreed upon. A request for review may be initiated by either the teacher leadership or the administration. All revisions must be approved by the Governing Board.

18. MOBILE RELIEF SUBSTITUTE

Mobile relief substitutes used in the special education department will receive full benefits including travel reimbursement and be paid according to the following salary calculation formula:

Salary Calculation Formula 20 days times the substitute salary plus the number of days in a teachers contract less 20 days times 80% of a beginning teachers daily rate.

Mobile relief substitutes employed prior to the 1998 - 1999 school calendar year are exempt from the above salary calcula-tion formula.

19. STAFF VOLUNTARY TRANSFER OF ACCRUED MEDICAL LEAVE (Revised 06/14/05)

The District recognizes that employees may face catastrophic illnesses/injuries that may exhaust their medical leave. To provide assistance to employees in these cases, the District shall establish a medical leave assistance program to which employees may voluntarily contribute medical days for use by other employees.

Contribution of Medical Days

Employees will be given the opportunity to contribute medical days to the bank after two (2) years of full-time employment. Initially, an employee may only contribute to the bank if he/she has more than ten (10) days in his/her own account.

The bank shall initially be established by requesting a one day contribution from all employees. If at any point the bank has less than ninety (90) days, the District shall request additional donations to the bank of one (1) day. Employees must contribute each time donations are requested to remain an active member of the bank. The District shall annually, during the last week of October and first week of November, accept medical day contributions from new members to become eligible for the medical bank.

It is understood that once these days are contributed they shall not be returned to the employee and shall become the pos-session of the medical bank.

Withdrawal of Medical Bank Days

A full-time employee may request days from the medical bank for catastrophic illness/accident to himself/herself or a member of his/her immediate family. This illness/accident must be verified by a medical doctor.

In order to qualify, the employee: • must have been employed by the District full-time for two (2) full years. • must be a sick leave bank contributor.The employee’s application will be reviewed by the Medical Bank Committee for approval/disapproval, within ten (10) working days of receipt of the application.

An employee must use all his/her accumulated leave including vacation and compensatory time before applying to the medical bank.

An employee who withdraws from the bank may contribute at his/her discretion to the bank with no limitations.

Pay

An employee may draw from the medical bank until he/she is covered by:

• the District Short Term Disability Program. • the Long Term Disability Program. • disability benefits provided by no-fault insurance. • Social Security disability benefits. • rehabilitation income. • any salary, wages, commission or similar compensation payments. • loss of time benefits provided by any other insurance.

Catastrophic Illness/Accident Defined

A catastrophic illness/accident is defined as a sudden, unexpected illness/injury with disastrous consequences. Such con-sequences shall include, but not be limited to: terminal illness, inability to perform duties or loss of income. In addition, it will include loss of the ability to perform basic life functions, i.e., ability to feed oneself, ability to communicate, ability to perform activities of daily living or mobility in which it is projected the employee will be absent from the workplace a minimum of eleven (11) days. (Normal pregnancy and childbirth are not included.)

The use of the medical leave bank for a member of the immediate family shall be the same as defined above. The neces-sity for the employee to be absent from work shall be for the purpose of care-giving to the immediate family member as verified by a doctor.

Immediate Family

The immediate family of an employee is defined as spouse, children, adopted children, parents of the employee, brother, sister or any other blood relatives who have lived with and been dependent on the employee for the previous twelve (12) continuous months.

Committee Composition

• Assistant Superintendent for Human Resources or designee, who shall chair the committee but have no voting rights.• Two (2) certified employees appointed by the Superintendent from a list of ten (10) names recommended by GEA.• Two (2) classified employees appointed by the Superintendent from a list of ten (10) names recommended by GSCP.• One (1) administrator appointed by the Superintendent.

All decisions of the committee shall be final.

20. TEACHER SERVICE REEMPLOYMENT

Staff members who resign with more than five (5) years service to the district and are re employed within three (3) years after that resignation shall be reemployed at the step on which they left. Teachers shall not lose any right to any other benefits provided by law or the rules and regulations of the governing board on their return to the school district.

21. HEAD COACHING RELEASE PERIODS (Revised 6/14/05)

The following programs shall be asterisked in the Memorandum of Understanding, and the following statement placed at the bottom of the salary schedule:

• *High School Football • *High School Baseball • *High School Basketball (2) • *High School Softball • *High School Track (2) • *High School Wrestling • *High School Soccer (2) • *High School Tennis (2) • *High School Volleyball (2) • *High School Badminton • *High School Golf (2) • *High School Swimming (2) • *High School Cross Country (2) • *High School Spirit Squad • *High School Chess Coach (receives only if class does not make)

The asterisked programs may receive a supplemental addenda of $600 per program where there are off-season responsibili-ties between July 1 and June 30. In order to obtain this stipend, the program must be involved in a minimum of sixty (60) hours of practices and provide a minimum of one (1) competitive opportunity for the team. The coach(es) in charge of the program, shall meet with the site Athletic Director before the last day of the preceding school year and outline his/her off-season activities. Before the first day of classes of the next school year, the coach will submit a log of his/her off-season practices, competition opportunities and a roster of the students who where involved. The site Athletic Director shall review this log and based on this log, approve or disapprove the stipend.

It is understood that coaches shall not be reimbursed in any other way for logged activities, e.g., camps, swimming lessons, etc. Programs whose head coaches are presently receiving a release period shall not qualify for this supplemental addenda.

The following positions shall continue to receive a release period for head coaching responsibilities as long as the incumbent remains in that position:

Gilbert High School • Chess Coach

Highland High School • Head Girls Basketball • Head Boys Wrestling

Their successors shall not receive the release period.

22. NATIONAL BOARD CERTIFIED TEACHERS (Revised 6/14/05)

The District recognizes that certified staff completing National Board Certification requirements meet high standards of professionalism that is valuable to the district.

To encourage and recognize these individuals, the District provides the following support and remuneration:

QualificationsIndividuals being supported by the District must have completed three (3) years of successful teaching experience in Gilbert.

ProgramThe District will support teachers in the following manner:

1. The District will pay up to 1/2 of the fee, not funded by grants, to a maximum of $750. per individual. The maximum budget for these reimbursements per year shall be $7,500. If more than ten (10) teachers apply, the reimbursement will be distributed among all applicants.

2. The enrolled teachers shall: a. receive an additional five (5) professional release days to complete the program; and b. be released from all extra duties.

Program CompensationTeachers completing all requirements, the written assessment, and who do not receive National Board Certification will be reimbursed a one time Completion Bonus of $1,500. after submitting a certificate of test completion to the Human Resources office.

When a teacher receives the National Board Certification, he/she will receive supplemental pay for each year for the life of the certificate. This pay shall be $3,000. the first year and be increased by $100. for each year of the certificate. The completion bonus shall be included as part of the first year payment.

23. PAY FOR PERFORMANCE PLAN (Revised 4/25/06)

INTRODUCTION

This Pay for Performance Plan, developed by the District Oversight Committee (DOC) in collaboration with the District Interest Based Bargaining Team (IBBT), representing administrators, teachers, and the Gilbert Educa-tion Association (GEA), describes how Classroom Site Funds Category C Performance Pay funds will be dis-tributed. See Appendix I attached for more details on the breakdown of Classroom Site Funds (Prop. 301).

OVERVIEW

The Pay For Performance Plan consists of three components which are weighted for distribution of funds: • Academic Goal - 50%• Knowledge and Skills - 35%• Measurement Indicator of Academic Success - 15

COMMITTEES:

The following two committees oversee the development and administration of the Pay for Performance Plan. All members of both committees must attend Interest Based Bargaining Decision Making training in order to receive their stipend.

1. District Oversight Committee (“DOC”)

The Gilbert Public Schools DOC consists of administrators, certified teachers and a Governing Board member. Their duty is to review and approve “Site Goals”. They are also responsible for the continued development of the Pay for Performance Plan.

The committee is composed of:

• Associate Superintendent who will chair the committee• Two elementary school teachers• Two junior high school teachers• Two high school teachers• Three building level administrators: one each from the elementary, junior high and senior high level• Director of Curriculum• One governing board member

Advisory non-voting members:

• Director of Assessment• The IBBT Administrative Liaison• The GEA President

This committee is appointed by the Superintendent. Certified teachers are appointed to the committee from a list of names submitted by GEA to include at least three names for each opening on the committee. Members serve three year staggered terms.

Each certified teacher member of DOC receives a stipend of $3,503.

NOTE: All stipends and money figures contained in this document are estimates only. Final figures will be calculated when projections of sales tax revenues are released by the Department of Revenue.

2. School Improvement Committee (“SIC”)

SIC consists of the administrator and certified teachers representative of each grade level/department at the school. SIC is appointed by the school administrator, in consultation with the president of the GEA. Their duties include, but are not limited to, establishing the school Academic Goal, approving individual Action Plans, developing the Knowledge and Skills programs, and approving Knowledge and Skills hours.

Compensation for members of SIC is determined as follows:

A. Each elementary school receives eight stipends of $600 each. B. Each junior high school receives nine stipends of $600 each. C. Each high school receives seventeen stipends of $600 each.

In addition, each school receives $10 for each full time equivalent (FTE) member eligible certified teacher as of September 30. This money may be used to increase the number of members on the committee, or divided equally among the members of the committee.

SCHOOL ACADEMIC GOAL:

The Academic Goal is designed to improve student learning in one of the core subject areas (reading, writing, or math). Each school, through the SIC, sets an academic goal in one of the core subject areas to improve student learning. This goal is developed using a collaborative model and ratified by 75% of the school certified staff. After ratification, this goal is forwarded to DOC for review and final approval.

Academic Action Plan (“Action Plan”):

• Certified teachers develop an Action Plan which is implemented over the course of the school year. The instructional activities that the certified teachers implement in the Action Plan must support the school goal and target student achievement.

• The proposed Action Plan is submitted to the SIC for review and approval. At the time certified teachers submit their proposed Action Plan, they must also identify the documentation that could be provided for evidence of completion of the activities and identify a classroom assessment that will be used to assess student achievement following completion of the Action Plan.

• When the activities have been completed, the certified teacher provides an Evaluative Reflection on the Action Plan and signs a verification stating that it has been completed and documentation can be provided upon request.

• The Action Plan Evaluative Reflection section is split into four subsections to require: the strengths and weaknesses of the plan, discussion on the results from a teacher assessment of student achievement fol-lowing the Action Plan, indications of the follow up or reteaching necessary after the assessment, and an indication of the learning acquired from Knowledge and Skills classes incorporated into the Action Plan (if the Knowledge and Skills component was completed).

• The Action Plan Evaluation Reflection may not be completed prior to the end of the third quarter.

After approval and completion of the activities, the certified teacher submits evidence to the SIC documenting comple-tion. The SIC may return an Action Plan for revision before final approval. After approval by the SIC that these activities were successfully completed, requests for the individual certified teacher’s performance pay are forwarded to the Payroll Department.

Each certified teacher successfully completing this Academic Action Plan receives a projected stipend of $1,053.00.


SPECIAL NOTE1. If a certified teacher decides to opt out of the Action Plan, he/she must still work towards the school goal and

establish a professional development plan.

2. Completion of the Action Plan is necessary for receipt of Measurement funds.

3. Certified teachers may complete the Action Plan but not participate in Knowledge and Skills hours if they wish.

KNOWLEDGE AND SKILLS PROGRAM

The SIC, in collaboration with certified teachers, develops a Knowledge and Skills Proposal, which includes a description of the program. It must follow a criteria/rubric that supports the Academic Goal. The DOC must approve each school’s Knowledge and Skills Program. As a means of guidance for their staff, a school may provide a list/menu of classes for the teachers’ use. Certified teachers may submit requests to add additional conferences, workshops, on-line training, and classes that support the Academic Goal, and these classes must meet the specific criteria/rubric developed by the SIC. Ap-proval by the SIC is required.

• The Program, which serves the diverse needs of the certified teachers, identifies courses, workshops, seminars, conferences, on-line training, video courses with a facilitator, college credit courses, and staff development classes, which support the Academic Goal.

• Teachers may complete five of their knowledge and skills hours through collaborative grading or collaborative curriculum work. To participate in these hours teachers need to follow specific guidelines and submit a request and proposal for the work to the SIC Committee and Educational Services. (A packet with details is available for teachers and SIC members.)

• Certified teachers may teach classes or workshops for Pay for Performance Knowledge and Skills hours if ap-proved by SIC as part of the Knowledge and Skills Program. However, only the hours for the first time the class is taught can be used, and normal staff development payment is made for subsequent hours.

• If a certified teacher is to receive credit for hours for the Knowledge and Skills Program, the certified teacher must be involved in a an activity that provides growth and learning to the teacher. An activity that takes place to provide learning for a student does not provide Pay for Performance credit. Activities such as planning, indepen-dent study, or chaperoning student field trips/conferences cannot be part of the Knowledge and Skills Program. Meetings or discussions cannot be part of the program unless they are structured under the collaborative grading and collaborative curriculum work outlined above.

After completion of the program, the SIC forwards a list of successful participants to the Payroll Department of pay. Each program consists of a minimum of 15 hours. These Knowledge and Skills hours, approved by the SIC, may take place during the teacher contract hours (while the teacher is not responsible for student instruction) or they may be outside of contract hours. Certified teachers must complete all 15 hours to receive the stipend, unless they are part time teachers as specified below in Clarifications and Definitions #6 and #7. Documents of Knowledge and Skills hours must be provided to the SIC prior to approval and payment of the stipend.

Each certified teacher successfully completing the Knowledge and Skills Program receives a projected stipend of $738.00.

SPECIAL NOTE:

1. Certified staff will not be granted professional growth credit for Knowledge and Skills hours.

2. Completion of Knowledge and Skills hours is not necessary for receipt of the Measurement funds outlined be-low.


3. Certified Staff may participate in Knowledge and Skills hours and not complete the Action Plan, or they may com-plete the Action Plan and not participate in Knowledge and Skills. However, the Action Plan must be completed to be eligible for the Measurement funds outlined below.

MEASUREMENT:

The third portion of the Category C Performance Pay funds is allocated based on a performance indicator of school aca-demic success (Measurement). The indicator to be used for the Measurement will be the Achievement Profiles reported by Arizona State’s Accountability Program, Arizona Learns (“AZLearns”) Achievement Profiles.

Certified teachers receive the Measurement funds following the success of their school on any one of three Performance Indicators listed below:

• The school will maintain or increase the AZLearns Achievement Profile as compared with the previous year.• The school will maintain or increase the subject (in the area of the academic goal) AZLearns total points as com-

pared with the previous year.• The school will maintain or increase the school AZLearns total points as compared with the previous year.

NOTE: If any one of the above three Performance Indicators is met, the school is successful.

However, in the event a school had an Excelling Achievement Profile, but drops to Highly Performing, it is still considered to be successful, and teachers receive the Measurement funds.

For the 2005 - 2006 school year, each eligible certified teacher at a school successfully meeting any one of the Measurement Performance Indicators will receive a projected stipend up to $300.00.

For the 2006 - 2007 school year, each eligible certified teacher at a school successfully meeting any one of the Measurement Performance Indicators receives a projected stipend of $316.00.

SPECIAL NOTE: If they wish, certified teachers may participate in the Knowledge and Skills hours and not com-plete the Action Plan, or they may complete the Action Plan and not participate in the Knowledge and Skills hours. However, participation in the Action Plan will be necessary for payment of the Measurement funds.

MEASUREMENT APPEALS:

1. Appeal Categories:

If a school does not meet at least one of the three Performance Indicators listed in the Measurement section, but the SIC believes that the teachers are eligible to receive Measurement performance pay, they may appeal to the Appeals Committee on the basis of one or more of the three following categories:

• Statistical — evidence of incorrect statistical/numerical data or calculations used for the AZLearns Achievement Profile.

• Substantive — evidence of substantive problems associated with the AZLearns data causing the school AZLearns Achievement Profile to inaccurately reflect the growth in student achievement at the school.

• Circumstantial — evidence of unavoidable situations at the school that resulted in the school being unable to meet the required growth in student achievement.


2. The Appeal Committee:

The Appeals Committee consists of the DOC members, with the exception of the three advisory members. The Assessment Director acts as a liaison between the school and DOC while supporting the school with the appeal. The DOC Chairman chairs the Appeals Committee, but is a non-voting member. A quorum consists of nine out of the eleven voting DOC mem-bers on the Appeals Committee. The Appeals Committee has the final decision. If a DOC member is a faculty member at a school that is requesting an Appeal, the member will recuse him or herself from the Appeals Committee.

3. Appeal Time line:

Appeals must be made to DOC within 60 calendar days of receipt of final AZLearns Achievement Profiles. In the event an appeal is made by GPS to the Department of Education, it is understood that this 60-day period commences after receipt of the Department of Education’s decision on the District appeal.

The Appeals Committee meets to hear the Appeal within 15 working days of receipt of the full appeal documentation. A decision on the Appeal is made at the meeting or, if needed, a second meeting may take place within 5 working days and the decision will be made at that meeting.

4. Appeal Process:

A school notifies the Assessment Director of their intention to appeal. The SIC and the Assessment Director meet to dis-cuss the process and content of the appeal. School members, with the assistance of the Assessment Director, complete an Application for Appeal. Supporting evidence, data, and documentation are gathered and added to the Appeal Application. The Appeal Application is sent to the DOC Chairman who notifies the school and DOC members of the date and location for an Appeal Hearing.

The school appoints the spokesperson who presents the school’s case to the Appeals Committee. The presentation may last no more than 30 minutes. The Appeals Committee may ask questions for clarification for a maximum of 15 minutes and votes on the Appeal after school members have left the meeting. The final decision is based upon a simple majority vote.

Further details of the Appeal Process are contained in the PFP Appeals Guidelines, which is provided to all schools.

5. Joint School Appeal:

If future adjustments to the AZLearns Achievement Profile formula result in lower AZLearns Achievement Profiles (with not time to change the PFP Plan) and cause a number of schools to not meet one of the Measurement Performance Indicators, the Assessment Coordinator, in conjunction with the SIC, will provide equivalency data to identify all the schools that have made appropriate student achievement progress, and will submit the Appeal that the teachers at all the schools identified should receive Measurement performance pay.

DISTRIBUTION OF PERFORMANCE PAY MONEY:

Category C Pay for Performance monies will be distributed to certified teachers as outlined below:

1. Academic Goal/Action Plan:

Verification of completion is submitted to the Payroll Department between April 1 and April 30 (and not before) and funds are distributed to certified teachers on three consecutive subsequent pays no later than the second pay of June.


2. Knowledge and Skills Program:

Verification of completion is submitted to the Payroll department. Funds for verifications submitted on or before November 15 are distributed to teachers on or before January 30. All verifications must be submitted to the Payroll department by April 30 and funds are distributed to certified teachers on three consecutive pays no later than the second pay of June.

3. Measurement:

Verification of eligibility is submitted to the Payroll Department, and Payroll will distribute funds as follows:

• Measurement funds are distributed after AZLearns Achievement Profiles have been announced, and after any and all Appeals have been decided by the Appeals Committee.

• Certified teachers who transfer to a different school within the district remain eligible for measurement funds contingent on the success of the school they were members of during the measurement year.

• Certified teachers who leave the district at the end of the measurement year for any reason other than retire-ment are not eligible for measurement funds.

• It is intended that all measurements funds earned during a school year will be distributed by February 15th in the following year.

4. Additional Funds:

After all PFP stipends have been distributed, if sufficient funds exist to provide each eligible certified teacher an additional stipend of $100 or more, the money will be distributed as soon as possible, but no later than June 30th. If less than $100 per eligible participant is available, the money will be carried over to next year.

• Teachers must complete both the Knowledge & Skills hours and the Action Plan, participate at a school which earns the measurement money, and return to the school district the following year (or retire) to receive any additional money discussed above.

PROCEDURES AND DEADLINES:

1. The Pay for Performance Plan will be submitted for Board approval at the second Board Meeting in April each year.

2. Academic Goals and the Knowledge and Skills Programs may be submitted to DOC for approval any time between the date the Pay for Performance Plan has been approved by the Board and October 15th.

3. The DOC may return a school’s Academic Goal and Knowledge and Skills Program for revision before final ap-proval.

4. Certified teachers must submit the first section of the Action Plan (Page 1) to the SIC for approval on or prior to November 15th.

5. Certified teachers may submit for approval Knowledge and Skills hours taken at any time after, but not prior to, the Board approval of the Pay for Performance Plan at the second Board Meeting in April.


6. Certified teachers who have completed all of their Knowledge and Skills hours prior to November 15th may submit their documentation to SIC for approval. If received by Human Resources prior to November 15th, payment will be made in the next three paychecks.

7. Completion of the Action Plan and Knowledge and Skills hours must be submitted to the SIC for approval prior to April 15th.

8. SIC must submit the list of teachers who have completed their PFP requirements to Human Resources prior to the April 30th deadline.

CLARIFICATIONS AND DEFINITIONS:

1. A certified teacher participating in the Pay for Performance Plan is defined as any contracted employee who holds a teaching certificate issued by the Arizona Department of Education, who is paid from the certified salary schedule, and whose duties involve ongoing instructional or counseling contact with students.

2. Traveling certified teachers, and other eligible certified teachers who are not connected to a specific school, will participate in the program at a school as designated by the Associate Superintendent of Administrative Services.

3. Full-time, certified teachers beginning after the start of the school year, but on or prior to the first day of the second quarter, are eligible to participate in the Action Plan. Certified teachers employed after this date may not participate in the Action Plan.

4. Full-time, certified teachers who start any time after the beginning of the year may submit a prorated number of Knowledge and Skills hours and receive a prorated portion of the funds, depending upon their months or hours of employment, or, if they wish, they may complete and receive payment for the total 15 hours.

5. Part time certified teachers who start at the beginning of the school year, or after the start of the school year but on or prior to the first day of the second quarter, are eligible to participate in the Action Plan, Part time certified teachers employed after the first day of the second quarter may not participate in the Action Plan. Part time certi-fied teachers will receive payment for the Action Plan and Measurement on a prorated basis, depending upon their hours worked.

6. Part time certified teachers who start at the beginning of the school year or after may submit a prorated number of Knowledge and Skills hours and receive a prorated portion of the funds, depending upon their months or hours of employment, or, if they wish, they may complete and receive payment for the total 15 hours.

7. If long-term, certified, substitute, teachers begin on or prior to the first day of the second quarter, and are employed in the same teaching assignment until the end of the year, they are also eligible to take part in the Academic Goal Action Plan and Knowledge & Skills hours as stated in 4 and 5 above.

8. A certified teacher whose contract is terminated by the Governing Board will not receive Pay for Per-formance stipends for that year. In the event these stipends have been paid, the district may deduct these stipends from the employee’s final paycheck or the teacher will refund the money to the district.

9. A certified teacher whose contract is not renewed by the Governing Board will not receive measurement funds.

10. Certified teachers who are on family medical leave or maternity leave during the school year, but are working in their classroom for at least 28 weeks are able to receive Action Plan funds if they complete all of the requirements.


APPENDIX I

CLASSROOM SITE FUNDS (PROPOSITION 301):

Proposition 301 was passed by the voters of Arizona in the fall of 2000 to further fund education through an increase in the state sales tax effective July 1, 2001. This initiative provided additional funding to schools in three separate categories.

Category A – Teacher Compensation

20% These monies are to be added to teachers’ salary schedules. The distribution of these monies on the salary schedule will be considered as a part of the Meet and Confer process.

Category B – Menu Items

40% These monies are overseen by the Governing Board to be distributed either district-wide or at individual sites. The money may be allocated with princi-pal input for the following items:

• Class Size Reduction• Teacher Compensation• AIMS Intervention• Teacher Development• Dropout Prevention• Teacher Liability

As a result of input received from principals, it was recommended to the Governing Board that a significant portion of Category B dollars continue to be used for teacher compensation.

Category C – Performance Pay for Teachers

40% These monies are to be expended through a collaboratively designed and developed performance based pay plan.

The monies from Categories A and B built into the salary schedule are distributed to employees as a part of their regular paycheck be-ginning August 2001. Monies from Category C will be distributed to certified teachers as outlined in this Pay for Performance Plan.


24. PHASED RETIREMENT (Revised 10/24/06)

The Governing Board recognizes the value that long-term staff members provide to the school District. In an effort to rec-ognize these contributions to the District, the following policy is adopted allowing certified employees to draw benefits from the Arizona State Retirement System and phase their retirement as an employee through a 3rd party contracted employer.

Employment by smartschoolsplus,inc.GPS has entered into a contract with a private 3rd party employer, smartschoolsplus,inc. who provides senior and expe-rienced staff members who have retired through the Arizona State Retirement System, to Gilbert Public Schools on an as needed basis. smartschoolsplus,inc. employees will be placed in the District in a position for which they are qualified. smartschoolsplus, inc. shall be responsible for the smartschoolsplus,inc. employee’s salary, benefits (e.g. medical days, performance pay) and direct supervision through the phased retirement placement. smartschoolsplus,inc. employees may be placed to a maximum of five (5) years, but are employed on a year-to-year basis.

QualificationsIndividuals applying to this program must be eligible to retire from the Arizona State Retirement System, have at least eighty (80) points (age plus years of service), and have been employed by Gilbert Public Schools for a minimum of ten (10) years or at least 62 years of age and have been employed by the District for a minimum of ten (10) years.

Application for this ProgramIndividuals wishing to apply to the phased retirement program must submit a letter of interest, a current résumé and a letter of resignation to the district on or before the first school day after Winter Break. The District will review this application and notify the individual and smartschoolsplus, inc. of its decision regarding their application on or before April 15.

In subsequent years, the employee shall notify the Human Resources Department, smartschoolsplus, inc. and their supervi-sor of their desire to remain in the program, or resign, on or before the first school day after Winter Break of the preceding year. This shall be done in writing. The District shall review this request and inform the employee, their supervisor and smartschoolsplus, inc. of their decision on or before April 15, if possible.

Retirees who receive a satisfactory evaluation shall be eligible for continued employment through the phased retirement program to a maximum of five (5) years. Retirees are advised that selection into this program is at the sole discretion of the District based on individual site and staffing needs. smartschoolsplus,inc. phased retirement contracts are granted on a year-to-year basis.

Medical Leave/Personal Leave Buy BackThe District will buy back these retirees’ medical leave/personal leave pursuant to the present policy as outlined in the Memorandum of Understanding. These days shall be bought back over a three (3) year period.

Medical LeaveIndividuals selected to participate in this program shall earn medical leave on a pro rata basis during their continued employ-ment. They shall be allowed to accumulate up to a maximum of twenty (20) days of medical leave. Employees entering this program may also choose to carry over days from their regular employment medical leave to supplement these days up to ten percent, to a maximum of ten (10) days, of their accumulated days. When days are used, they may be earned back as long as the employee does not exceed the twenty (20) day limit. These days will not be eligible for buy back from the District at any time. The Assistant Superintendent shall be able to advance days to an employee in extenuating circumstances. Employees will be deducted the cost of a substitute from their salary for each day missed.

Personal DaysRetirees participating in the program are not eligible for personal days.

Insurance CoverageContracted employees participating in this program may purchase their insurance in the following manner: 1) they may continue their insurance coverage with GPS under the guidelines adopted by the Gilbert Employee Benefit Trust; 2) they may purchase insurance through the Arizona State Retirement System plan; 3) they may purchase insurance through smartschoolsplus,inc.; 4) they may purchase insurance through COBRA; 5) they may purchase coverage through the Gilbert Public Schools Extended Benefit Plan; or 6) they may purchase an individual insurance plan.

DutiesContracted employees will be expected to adhere to District Policies and Procedures as outlined in the Memorandum of Understanding, attending faculty meetings, open house nights, and perform other duties required of regularly employed school district employees.

Salary Schedule PlacementSelected employees will be paid a salary commensurate with their range and step of the ensuing year by smartschoolsplus,inc. This salary will remain constant for the first five (5) years of employment with smartschoolsplus,inc.

Re-employment at the Conclusion of Phased RetirementAfter the five (5) year period, an employee wishing to be re-employed by the District or smartschoolsplus,inc. must complete all requirements to become a part of the District applicant pool and complete the required interviewing process.

25. SHARED CONTRACTS (Implemented 4/01/04)

The District and the Gilbert Education Association recognize the value of shared contracts to both employees and students. In the District’s interest to retain quality staff, the following guidelines are the requirements for shared contract em-ployment.

Qualifications• Partner teachers must have a minimum of three years experience, one of which is in the Gilbert School District.

• Partner teachers must be recommended by the building principal and approved by the Assistant Superintendent of Human Resources and the Superintendent.

• The building administrator must have worked with the partner teachers for a minimum of one year unless approved by the building administrator, Assistant Superintendent and Superintendent.

• The building administrator will ensure that there is at least one full time teacher at the grade level where a shared contract is to occur.

• Student placement into the shared contract classroom will be voluntary.

• The number of students in the shared contract classroom must meet the school average.

Criteria• Partner teachers will attend all pre service days as required by the district.

• Partner teachers will be expected to jointly attend parent/teacher conferences, in-services, collegial days, grade level activities, and faculty meetings (at site administrator’s discretion).

• Partner teachers will be expected to establish adequate weekly common planning time to ensure student success.

• Partner teachers will both teach the first two weeks of school if the shared contract is in grades 1, 2, or 3.

• Partner teachers will both teach the last week of the school year.

• Partner teachers will both teach the first week of school if the shared contract is in grades 4, 5, or 6.

• Planning and coordination of the teaching schedule of the partner teachers will be developed in conjunction with the building administrator and approved by the building administrator.

Limitations• Partner teachers will earn .50 of their regular salary and receive .50 of accrued medical leave.

• No insurance benefits are provided for the partner teachers.

• Partner teachers will receive full movement on the salary schedule

If circumstances require one partner teacher to be removed from the shared contract, the remaining partner will be expected to assume full-time teaching responsibilities (with appropriate compensation and benefits.)

The District reserves the right to remove one or both partners if the District feels the educational and emotional needs of the students are not being met..

ApplicationIndividuals wishing to be employed under shared contract shall file a letter of intent with the building principal by the first Friday in March. This letter shall include the following items:

• Name• Address• Telephone Number• Employment history with Gilbert Public Schools• Employment history outside Gilbert.• Partner (co-teacher) — Name/Address/Telephone Number• Reason for sharing contract• Proposed schedule: i.e., 1/2 days, share week, etc. . . .• Philosophy of shared contract• Things that are needed for success

The District shall make every attempt to approve or disapprove requests for shared contracts before the first Friday of May.

GILBERT PUBLIC SCHOOLSCALENDAR

JULY 2006 - JUNE 2007JULY (21 Days) AUGUST (23 Days) SEPTEMBER (20 Days) OCTOBER (17/22 Days)

M T W T F M T W T F M T W T F M T W T F

1 2 3 4 C 1 E3 4 5 6 7 A 7 8 9 10 11 4 5 6 7 8 2 3 4 5 6

10 11 12 13 14 14 15 16 17 18 D 11 12 13 14 15 F 9 10 11 12 13 H17 18 19 20 21 B 21 22 23 24 25 18 19 20 21 22 16 17 18 19 2024 25 26 27 28 28 29 30 31 25 26 27 28 29 G 23 24 25 26 27 I31 30 31

NOVEMBER (19 Days) DECEMBER (16/19 Days) JANUARY (17/20 Days) FEBRUARY (19 Days)


1 2 3 1 1 2 3 4 5 N 1 2 P6 7 8 9 10 J 4 5 6 7 8 L 8 9 10 11 12 5 6 7 8 9

13 14 15 16 17 11 12 13 14 15 15 16 17 18 19 O 12 13 14 15 16 Q20 21 22 23 24 K 18 19 20 21 22 M 22 23 24 25 26 19 20 21 22 2327 28 29 30 25 26 27 28 29 29 30 31 26 27 28

MARCH (17/22 Days) APRIL (20 Days) MAY (22 Days) JUNE (21 Days)


1 2 R 1 2 3 4 15 6 7 8 9 2 3 4 5 6 7 8 9 10 11 W 4 5 6 7 8 Y

12 13 14 15 16 S 9 10 11 12 13 U 14 15 16 17 18 11 12 13 14 1519 20 21 22 23 16 17 18 19 20 21 22 23 24 25 X 18 19 20 21 22 Z26 27 28 29 30 T 23 24 25 26 27 V 28 29 30 31 25 26 27 28 29

30

= School Starts: August 9 = School Ends: May 24 (Early Release)= Winter Holiday: December 22 (Early Release)= Holidays= Fall Break: October 16 - 20; Winter Break: December 25 - January 5; Spring Break: March 12 - 16= Professional Training Day: August 30; September 27; November 29; January 24; February 21; March 28; April 18; May 9 (Early Release)= Grading Day: October 13 & March 9 (Early Release)= Elementary/Junior High School Conference: October 26 & October 27 (Early Release)= Pay Day

.

A B C D E F G H I J

BA 36 BA 54 MA 60 MA 72

BA 0 BA 12 BA 24 MA 0 MA 12 MA 24 MA 36 MA 48 Ed.S. Ed.D./Ph.D.

STEP

1 $32,672 (1) $33,246 (1) $34,130 (1) $35,040 (1) $35,973 (1) $36,932 (1) $37,916 (1) $38,927 (1) $39,983 (1) $41,033 (1)

2 $32,842 (2) $33,413 (2) $34,301 (2) $35,215 (2) $36,154 (2) $37,118 (2) $38,107 (2) $39,123 (2) $40,166 (2) $41,238 (2)

3 $33,069 (3) $33,632 (3) $34,527 (3) $35,420 (3) $36,390 (3) $37,361 (3) $38,357 (3) $39,382 (3) $40,431 (3) $41,511 (3)

4 $33,275 (4) $33,850 (4) $34,753 (4) $35,678 (4) $36,629 (4) $37,606 (4) $38,608 (4) $39,639 (4) $40,695 (4) $41,783 (4)

5 $34,157 (5) $35,067 (5) $36,001 (5) $36,961 (5) $37,946 (5) $38,958 (5) $39,998 (5) $41,065 (5) $42,162 (5)

6 $34,300 (6) $35,212 (6) $36,152 (6) $37,115 (6) $38,105 (6) $39,121 (6) $40,164 (6) $41,236 (6) $42,338 (6)

7 $35,146 (7) $36,082 (7) $37,044 (7) $38,031 (7) $39,045 (7) $40,088 (7) $41,158 (7) $42,255 (7) $43,384 (7)

8 $36,972 (8) $37,959 (8) $38,970 (8) $40,010 (8) $41,077 (8) $42,174 (8) $43,300 (8) $44,458 (8)

9 $37,885 (9) $38,896 (9) $39,932 (9) $40,999 (9) $42,093 (9) $43,217 (9) $44,370 (9) $45,556 (9)

10 $38,820 (10) $39,856 (10) $40,920 (10) $42,012 (10) $43,134 (10) $44,286 (10) $45,469 (10) $46,685 (10)

11 $40,840 (11) $41,932 (11) $43,050 (11) $44,201 (11) $45,381 (11) $46,593 (11) $47,840 (11)

12 $41,849 (12) $42,969 (12) $44,115 (12) $45,294 (12) $46,505 (12) $47,748 (12) $49,024 (12)

13 $42,885 (13) $44,031 (13) $45,206 (13) $46,414 (13) $47,656 (13) $48,929 (13) $50,238 (13)

14 $45,120 (14) $46,325 (14) $47,563 (14) $48,835 (14) $50,142 (14) $51,483 (14)

15 $46,236 (15) $47,471 (15) $48,741 (15) $50,044 (15) $51,383 (15) $52,757 (15)

16 $47,381 (16) $48,647 (16) $49,948 (16) $51,284 (16) $52,656 (16) $54,065 (16)

17 $52,554 (17) $53,960 (17) $55,405 (17)

18 $54,120 (18) $55,618 (18) $57,161 (18)

19 $56,613 (19) $58,199 (19) $58,751 (19)

20 $62,015 (20)

1. Staff members at Range H / Step 19 during the 2005 - 2006 school year shall receive a $1,182 stipend.

2. Staff members at Range I / Step 19 during the 2005 - 2006 school year shall receive a $1,216 stipend.

3. Staff members at Range J / Step 20 during the 2005 - 2006 school year shall receive a $1,296 stipend.

4. Each teacher may earn an additional $1,792 for completion of the Academic Goal ($1,053) and Knowledge & Skills Goal ($739) of the Performance Pay Plan.

5. Each teacher who retires or returns for the 2006 - 2007 school year will be eligible for a $316 stipend to be determined as per the Pay for Performance

measurement component.

Certified Salary Schedule 2006 - 2007

CLASS POSITION CLASS POSITION

A Junior Class Sponsor F Badminton Head Coach

National Junior Honor Society 9th Grade Band JV/Frosh

Baseball Junior High School

Baseball JV/Frosh

B AIMES Coordinator Basketball Junior High School

Drama Junior High School Basketball JV/Frosh

Elementary Art Teacher Cross Country Head Coach

Elementary Music Teacher (one per employee) Diving Coach

Future Teacher Club Sponsor Football Junior High School Assistant

High School Math Team Coach Football JV/Frosh Assistant

Honor Society High School Golf Head Coach

Honor Society Junior High School Music Junior High School

Junior High School Vocational Student Organizations Softball Junior High School

Sports Program Coordinator Elementary Softball JV/Frosh

Spirit Squad High School JV (2 seasons)

Student Council High School

C Computer Specialist Elementary/Junior High School Student Council Junior High School

Student Council (elementary) Tennis Head Coach

Testing Coordinator Elementary/Junior High School Volleyball Junior High School

Volleyball JV/Frosh

Wrestling Junior High School

D Cross Country Junior High School Wrestling JV/Frosh

Dance Line

Honors Decathlon G Band Assistant High School

Newspaper/Yearbook Junior High School Band Auxiliary Director

Spirit Squad Frosh (2 seasons) Baseball Varsity Assistant

Spirit Squad Junior High School (2 seasons) Basketball Varsity Assistant

Vocational Student Organizations Football Head Junior High School

Football JV/Frosh Head Coach

Football Varsity Assistant

Orchestra

E Chess Coach Soccer Head Varsity

Choral Assistant High School Softball Varsity Assistant

Cross Country JV/Frosh Speech

Dance Spirit Squad High School (2 seasons)

Drama High School Swimming Head Varsity

Newspaper High School Track Head Varsity

Orchestra Assistant High School Vocal Coach

ROTC Assistant Volleyball Varsity Assistant

Soccer Assistant Wrestling Varsity Assistant

Soccer Junior High School

Soccer JV/Frosh H Baseball Head Varsity

Speech Assistant Basketball Head Varsity

Tennis JV/Frosh Football Offensive/Defensive Coordinator

Track Junior High School Softball Head Varsity

Track JV/Frosh Volleyball Head Varsity

Trainer Junior High School Wrestling Head Varsity

Yearbook High School

I Band Director

Football Head Varsity

J Trainer

SCHOOL YEAR 2006 - 2007

New hires to positions on the Supplemental Salary Schedule will be placed on the 2006 - 2007 schedule.Employees hired prior to August 15, 1994, will be placed on the schedule that receives the higher stipend amount("Grandfather" Supplemental Salary Schedule or 2006 - 2007 Supplemental Salary Schedule).

Supplemental Salary Schedule Positions 2006 - 2007

CLASS STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7

J $3,478 $3,582 $3,688 $3,872 $4,065 $4,269 $4,482

I $3,069 $3,161 $3,255 $3,416 $3,588 $3,766 $3,955

H $2,660 $2,740 $2,821 $2,962 $3,109 $3,265 $3,427

G $2,250 $2,318 $2,387 $2,505 $2,631 $2,763 $2,900

F $1,840 $1,895 $1,951 $2,050 $2,151 $2,259 $2,371

E $1,637 $1,686 $1,735 $1,823 $1,913 $2,009 $2,109

D $1,431 $1,474 $1,517 $1,593 $1,674 $1,757 $1,845

C $1,228 $1,265 $1,302 $1,366 $1,435 $1,506 $1,582

B $1,017 $1,047 $1,078 $1,131 $1,188 $1,247 $1,310

A $862 $888 $913 $960 $1,007 $1,057 $1,111

• The District may place new head varsity coaches at Step 2 dependent on experience

• Spirit Squad includes: Boys and girls basketball, football, wrestling

• The concert music stipend shall only be granted to choral/chorus teachers if class is held outside the regular day


New hires to positions on the Supplemental Salary Schedule will be placed on the 2006 - 2007 schedule.

Employees hired prior to August 15, 1994 will be placed on the schedule that receives the higher stipend amount

("Grandfather" Supplemental Salary Schedule or 2006 - 2007 Supplemental Salary Schedule.)

Supplemental Salary Schedule 2006 - 2007


New hires to positions on the Suppplemental Salary Schedule will be placed on the 2006 - 2007 schedule.

Employees hired prior to August 15, 1994, will be placed on the schedule that receives the higher stipend amount ("Grandfather"

Supplemental Salary Schedule or 2006 - 2007 Supplemental Salary Schedule).

CLASS POSITION CLASS POSITION

ZERO Trainer SIX Archery

Baseball FroshONE Band Director Basketball Frosh

Football Head Varsity* Cheer Frosh

Cross Country FroshTWO Baseball Head Varsity* Football Junior High School Assistant

Basketball Head Varsity* Mat Maids High School

Softball Head Varsity* Newspaper High School

Track Head Varsity* Softball Frosh

Wrestling Head Varsity* Speech Assistant

Tennis FroshTWO A Band Assistant High School Track Frosh

Football Assistant Varsity Volleyball Frosh

Soccer Head* Wrestling Frosh

Tennis Head* Yearbook High School

Volleyball Head*SIX A Baseball Junior High School

THREE Badminton Head* Basketball Junior High School

Band Auxillary Instructor Cheer Junior High School

Chess Coach* Cross Country Junior High School

Cross Country Head* FFA Coaching

Golf Head* Music Junior High School

Spirit Squad High School Soccer Junior High School

Swimming Head* Softball Junior High School

Track Junior High SchoolTHREE A Baseball Varsity Assistant Trainer Junior High School

Basketball Varsity Assistant Volleyball Junior High School

Football Head J.V. Wrestling Junior High SchoolSoftball Varsity Assistant

Volleyball Assistant SEVEN Mat Maids Frosh

Wrestling Varsity Assistant Yearbook Junior High School

FOUR Baseball J.V.

Basketball J.V. SEVEN A Mat Maids Junior High School

Football Assistant J.V.Football Head Frosh EIGHT Future Business Leader of America

Orchestra Honor Society High School

Soccer J.V. Honor Society Junior High School

Softball J.V. Student Council High School

SpeechTrack Assistant NINE District Science Fair Chairperson

Vocal Coach Head Junior Class Sponsor

Volleyball J.V. Student Council Elementary

Wrestling J.V.TEN Concert Music Conductors Elementary

FIVE Auditorium Elementary Sports Program Coordinator

Dance

DramaFootball Assistant Frosh

Football Head Junior High School

Spirit Squad Assistant High School

Student Council Junior High School

Swimming Assistant

*Indicates these coaches will receive coaching time during their season for 2006 - 2007

Coaches may take the option of $1,000. in lieu of the coaching period.

Grandfather Supplemental Salary Schedule Positions 2006 - 2007

New hires to positions on the Supplemental Salary Schedule will be placed on the 2006 - 2007schedule. Employees hired prior to August 15, 1994, will be placed on the schedule that receivesthe higher stipend amount ("Grandfather" Supplemental Salary Schedule or 2006 - 2007Supplemental Salary Schedule).

CLASS STEP 1 STEP 2 STEP 3 STEP 4 STEP 5

0 $3,374 $3,543 $3,720 $3,813 $3,927

1 $2,977 $3,126 $3,282 $3,364 $3,465

2 $2,581 $2,710 $2,845 $2,916 $3,004

2A $2,382 $2,501 $2,626 $2,692 $2,772

3 $2,183 $2,292 $2,407 $2,467 $2,541

3A $1,984 $2,083 $2,188 $2,243 $2,310

4 $1,785 $1,875 $1,968 $2,017 $2,078

5 $1,588 $1,667 $1,750 $1,794 $1,848

6 $1,389 $1,458 $1,531 $1,569 $1,616

6A $1,290 $1,354 $1,422 $1,458 $1,501

7 $1,191 $1,250 $1,313 $1,346 $1,386

7A $1,091 $1,146 $1,203 $1,233 $1,270

8 $986 $1,035 $1,087 $1,114 $1,148

9 $836 $878 $922 $945 $973

10 $581 $610 $640 $656 $676

*The District may place new head varsity coaches at Step 2 dependent on experience.

Grandfather Supplemental Salary Schedule 2006 - 2007

Department Head Schedule

2006 - 2007

DEPARTMENT SALARY

P.E. K-6 $1,420 and Release Time

Elementary Music $596 and Release Time

HIGH SCHOOL

English $3,004

Math $3,004

Science $3,004

Social Studies $3,004

Special Education $3,004

Business $1,475

Home Economics $1,475

Industrial Arts $1,475

Vo Ag $1,475

Counseling $1,475

P.E. $1,475

Art $1,475

Foreign Language $1,475

Basic Skills $1,475

Music $1,475

Library $1,475

Communications $1,475

JUNIOR HIGH SCHOOL

English $1,621

Math $1,621

Science $1,621

Social Studies $1,621

Reading $1,621

Special Education $1,621

P.E. $1,076

Practical Arts $1,076

Fine Arts $1,076

ELEMENTARY

Elementary Department Head Stipends per School $5,102

Department heads at the high school and junior high school may be granted release time by the administration.

If release time is granted, the department chair will receive .3 of the stipend.