Compensation Model. I. New Money Pay Increase
Compensation Model. There will be two factors relating to compensation for teachers employed at the Community School Corporation of Southern Xxxxxxx County.
Compensation Model. The compensation model demonstrating the starting pay for teachers new to Xxxxx and demonstrating increases for teachers returning to Xxxxx is outlined in Appendix B.
Compensation Model. Eligible teachers may earn up to eight (8) units. Teachers receiving an Ineffective or Needs Improvement rating on the WCS RISE Evaluation Model are not eligible to earn units. Units available to earn include: Evaluation – five (5) units Evaluations for the 2016-2017 school year were completed using the WCS RISE Evaluation Model. Teachers who are rated as Effective or Highly Effective earn five (5) units. Ability to earn units applies only to staff members who worked in the 2016-2017 school year and are also working in the 2017-2018 school year. Years of Experience – two (2) units Teachers who were employed 120+ days during the 2016-2017 school year earn two(2) units. Ability to earn years of experience units applies only to staff members who worked in the 2016-2017 school year and are also working in the 2017-2018 school year. Leadership – one (1) unit Teachers who are assigned and actively participated on a Professional Learning Community (PLC) team during the 2016-2017 school year earn one (1) unit. Ability to earn a leadership unit applies only to staff members who worked in the 2016- 2017 school year and are also working in the 2017-2018 school year. The above eight (8) units will be added to the base salary of teachers. In determining unit value, the total amount available for raises will be divided by the number of units for all individuals who earn an “effective” or “highly effective” rating. Individuals who score “improvement necessary” or “ineffective” will not be awarded any increases. Subject to the preceding paragraph, each unit has a tentative value of $116.00. The salary range is $35,000 - $67,070.04 prior to any salary increases for the current contract period.
Compensation Model. 1. The salary schedule for the 2018-2019 contract year is set forth in Appendix A, which is attached to and incorporated in this Agreement. Placement on the salary schedule and salary raises are based on evaluation and education factors. The evaluation factor is defined as receiving a rating of highly effective or effective. The education factor is defined as possessing a Master’s degree in a content area as defined by the Indiana Department of Education.
Compensation Model. The Compensation Model is based on the following factors.
Compensation Model. 1. Employees with a Master’s Degree or higher will be placed in the MA column. All other certified staff members will be placed in the BA column.
Compensation Model a. The School Board and Association will bargain a sum of money (the “Available Funds”) to be distributed among teachers as follows: Tentative Agreement 50% – “Evaluation” 50% – “Experience”
Compensation Model. 7.1 59.9% of new monies from the basic tuition support, special education grant, career and technology grant, or $159,616, will be made available for the 2012-13 school year for teacher salaries, increments, fringe benefits (i.e. TRF, FICA, VEBA), stipends and insurance (a family plan the corporation pays 60% plus $500 of the total premium with the employee paying 40%; in an individual plan the corporation pays 70% plus $500 of the total premium with the employee paying 30%).
Compensation Model. Article II Salary & Wages
