Academic Need. The importance of retaining Teachers in the corporation whose salary is less than $66,218.
Academic Need. Eligible teachers who teach at least one approved dual credit course will receive a one time stipend of $750 for teaching the dual credit course during the school year. Limit one stipend per year. [Note: the education factor accounts for 50% of the maximum base salary increase available (Education $1,500 / Maximum Available $3,000 = 50%]
Academic Need. Eligible teachers must complete six (6) of the activities below based on the academic need of encouraging teachers to volunteer to provide supervision of students that benefits students and the school community: • Taking tickets at a student sporting event • Cafeteria Duty • Covering a class for a colleague when no substitute is available • Instructing professional development • After school collaboration with other teachers • Attending student events. • Any other activity mutually agreed upon by the Association and the Administration.
Academic Need. The need to retain teachers with one or more years’ experience with a salary at or below the new teacher minimum by increasing these teachers’ salaries up to an additional $4,410 in comparison to the increase in the new teacher minimum salary.
Academic Need. The importance of retaining teachers in IPS who were hired during or before the 2017-2018 school year whose current salary is at Step A ($40,000) or Step B ($41,293) and satisfy all other eligibility requirements.
Academic Need. The salary increase for academic needs is a teacher retention catch-up. Teachers with salaries less than the new teacher salary schedule after increases for evaluation and education at the same level will receive an increase between $70-$4,410 to bring their salary to new hires at the same level.
Academic Need. The academic need factor is required to allow for recruiting and retention of highly qualified teachers. At the end of the 2019-20 school year, those teachers who had accumulated 90 sick days received a one-time increase to their base salary of $1,000. From 2020-21 and in future school years, the first time the certified employee ends the school year at 90 sick days, the $1,000 increase will be added to their base salary . The $1,000 increase will remain in their base salary, regardless of whether or not the certified employee maintains the 90 day balance. The 90 days will still be accumulated to the teacher’s sick leave total. The teacher is only eligible for this increase one time. This academic need factor also provides for a previously hired and current FCS teacher with a catch-up contribution to his/her salary. This teacher retention catch-up allows the superintendent the discretion to adjust the salary of a current teacher to the amount on the New Teacher Salary Grid (Appendix A) for a new teacher with comparable education and experience. The amount will be established by the difference between the New Teacher Grid and the present salary of an employee. See table below outlining the 2020-21 pay raises resulting from the “catch-up” factor. Teachers will also receive an additional $1,000 to their base salary for earning a Master’s degree in in an eligible content area as defined by IDOE. The teacher will be responsible for contacting the Human Resource department by June 30th following completion of their degree and submitting required transcripts for verification. The increase to base salary will then be effective in the following school year. 9 XXXX XXXXX $ 487.80 19 XXXXXXXX XXXXXX $ 69.64 14 XXXXXXXXXX XXXXXXX $ 26.00 12 XXXXXXXXX XXXXX $ 1,217.00 13 XXXX XXX $ 1,145.34 14 XXXXXX XXXXXXX $ 1,276.00 14 XXXXXXX XXXXXX $ 1,276.00 20 XXXXXXX XXXXX $ 837.02 8 XXXX XXXXX $ 322.78 18 XXXXXX XXX $ 1,403.00 7 XXXXXXX XXXXXXX $ 1,081.00 11 XXXXXXXXX XXXXXX $ 1,188.00 14 XXXXXXX XXXX $ 1,276.00 5 XXXXX XXXXX $ 230.11 18 XXXXX XXXXXX $ 1,403.00 18 XXXXXXX XXXXX $ 1,403.00 18 XXXXXX XXXX $ 1,403.00 13 XXXXXXXXXX XXXXXXXX $ 1,246.00 4 XXXXX XXXXXXXX $ 149.11 9 XXXXXXXXX XXXXXXX $ 1,133.00 16 XXXXXXX XXXXXXX $ 1,338.00 6 XXXXX XXXXXX $ 309.11 10 XXXXXX XXXXXXX $ 652.26 19 XXXXXX XXXXXXX $ 1,342.59 7 XXXXX XXXXXX $ 387.11 19 XXXXXXX XXXXX $ 1,418.26 0 XXXXX XXXXXXX $ 487.80 9 XXXXXXXX XXXXX $ 487.80 15 XXXXXX XXXXX $ 845.82 17 XXXXX XXXXXX $ 472.40 20 XXXXX XXXXXX...
Academic Need. The academic need factor is required to allow for recruiting and retention of highly qualified teachers. This factor also provides for a previously hired and current FCS teacher with a catch-up contribution to his/her salary. This teacher retention catch-up allows the superintendent the discretion to adjust the salary of a current teacher to the amount on the New Teacher Salary Grid for a new teacher with comparable education and experience. The amount will be established by the difference between the New Teacher Grid and the present salary of an employee. See table below outlining the 2019-20 pay raises resulting from the “catch-up” factor.
Academic Need. The academic need factor is required to allow for recruiting and retention of highly qualified teachers. Teachers shall receive the following compensation for attendance at FCSC. When a teacher has accumulated a first-time total of 90 days, at the end of the school year any teacher with 90 or more days, the teacher shall receive a one-time increase to the base pay of $1,000. The 90 days will still be accumulated to the teacher’s sick leave total. This academic need factor also provides for a previously hired and current FCS teacher with a catch-up contribution to his/her salary. This teacher retention catch-up allows the superintendent the discretion to adjust the salary of a current teacher to the amount on the New Teacher Salary Grid for a new teacher with comparable education and experience. The amount will be established by the difference between the New Teacher Grid and the present salary of an employee. See table below outlining the 2019-20 pay raises resulting from the “catch-up” factor.
Academic Need. The academic need factor is required to allow for recruiting and retention of highly qualified teachers. From 2020-21 and in future school years, the first time the certified employee ends the school year at 90 sick days, a $1,000 increase will be added to their base salary. The $1,000 increase will remain in their base salary, regardless of whether or not the certified employee maintains the 90-day balance. The 90 days will still be accumulated to the teacher’s sick leave total. The teacher is only eligible for this increase one time. Teachers will also receive an additional $1,000 to their base salary for earning a Master’s degree in an eligible content area as defined by IDOE. This academic need factor also provides for a previously hired and current FCS teacher with a catch-up contribution to his/her salary. This teacher retention catch-up allows the superintendent the discretion to adjust the salary of a current teacher to the amount on the New Teacher Salary Grid (Appendix A) for a new teacher with comparable education and experience. The catch-up amount will be established by the difference between the New Hire Placement Base Salary Schedule (Appendix A) and the 2024-25 salary of the existing employee with comparable education and Returning teachers with contracts for the 2024-25 school year will receive a 2.00% one-time stipend calculated using their new base salary for 2024-25. In order to be eligible for the stipend, a teacher must have received an evaluation rating of highly effective or effective in the 2023-24 school year. Teachers who have completed their Xxxxx Xxxxxxxxxx (OG) certification will receive a one-time stipend of $500, once all requirements have been completed and they make the Assistant Superintendent aware of this completion. If as teacher moves to a different grade level and completes training for the new grade level, the teacher will not qualify for another stipend.
