Compensation and Evaluation. 9.1. Unit members will continue to be compensated for any extended day units they were assigned for the 2019-2020 school year.
9.2. Teachers at secondary schools who have reached individual agreements with their administrator, prior to the closure of schools on March 16, 2020, to work through their preparation period shall continue to be paid the rate they were previously paid for teaching through their preparation period.
9.3. It is recognized that staff is developing and experimenting with distance learning lessons, instruction, and/or services during this pandemic. As such, unit members shall not be evaluated or disciplined based on the method of delivery, or quality of instruction and services provided through the various distance learning modalities; this provision does not apply to employee misconduct, and/or violations of policy or law.
9.3.1 Unit Members will be “held harmless,” and will not receive a lesser employee evaluation rating than their rating on March 13, 2020.
9.4. Visiting Teacher pay will be pursuant to the terms set in the MOU reached by the parties on March 23, 2020.
Compensation and Evaluation. Any compensation tied to the evaluation process would be agreed upon through the negotiation process.
Compensation and Evaluation. 1. For the period from July 1, 2012 to June 30, 2013, the Superintendent shall receive a base salary of $170,000, prorated for time worked.
2. The Board shall annually contribute to the Superintendent’s non-elective tax deferred annuity (403-b) account, the amount of $7,735.
Compensation and Evaluation. A. Administrators covered by this agreement will be compensated by using a factor multiplied by Step 10 of the teacher M.A. salary level. The salary would be distributed over twenty-four (24) equal pays (twice monthly on the 8th and the 23rd of each month) with direct deposit required. (No step increases for administrators for 2011-12). 1st and 2nd Year 3rd Year 4th Year 5th Year High School Principal 1.36 1.39 1.41 1.425 Middle School Principal 1.28 1.31 1.33 1.345 Elementary Principal 1.21 1.24 1.26 1.275 High School Assistant Principal 1.19 1.22 1.24 1.255 Alternative High School Principal 1.18 1.21 1.23 1.245 High School/Middle School AP/AD 1.18 1.21 1.23 1.245 Middle School Assistant Principal 1.17 1.20 1.22 1.235 Xxxx of Students 1.05 1.10 1.14 1.170
1. Years above are defined as years in position with the ECSD. Administrators hired from outside the district may be given up to two years experience in position to be placed up to the third year step at the superintendent’s discretion.
2. Additional administrative responsibilities will be assigned to administrators who are supervising buildings that are significantly smaller than the average size for that level.
3. Administrators who receive an unsatisfactory rating on their annual performance evaluation will not be eligible for a salary increase until the rating has been adjusted to satisfactory. 1st Year 2nd year 3rd Year 4th Year 5th Year High School Principal 1.34 1.35 1.37 1.39 1.410 Middle School Principal 1.26 1.27 1.29 1.31 1.330 Elementary Principal 1.19 1.20 1.22 1.24 1.260 High School Assistant Principal 1.17 1.18 1.20 1.22 1.240 Alternative High School Principal 1.16 1.17 1.19 1.21 1.230 High School/Middle School AP/AD 1.16 1.17 1.19 1.21 1.230 Middle School Assistant Principal 1.15 1.16 1.18 1.20 1.220 Xxxx of Students 1.05 1.08 1.10 1.12 1.150
Compensation and Evaluation. As compensation for all required services, as outlined herein, the City agrees to pay the Alternate Municipal Court Judge $ 50.00 per hour, with a minimum of two hours, for court dockets, trial dates, or arraignments conducted at the Keller Detention Center (which shall not include payment for travel time to, or from, the court facility). The Alternate Municipal Court Judge will only be paid for hours worked or called out.
Compensation and Evaluation. As compensation for all required services, as outlined herein, the City agrees to pay the Regional Municipal Court Judge $4,615.38 bi-weekly which equates to annual compensation of $120,000. The Regional Municipal Court Judge and qualifying family members shall also qualify for the Xxxxxx Pointe Family Membership discounted rate. No other compensation or benefits shall be paid to the Regional Municipal Court Judge.
Compensation and Evaluation. Eligibility:
Compensation and Evaluation. Eligibility: In order to be eligible for an increase on the base salary, a teacher must meet both of the following eligibility criteria:
Compensation and Evaluation. For services rendered by the Contractor, the County shall pay the Contractor at a rate of $16.20 per hour. The County will reimburse the Contractor at the rate of $0.56 per mile for any related travel expenses incurred while fulfilling specified services. All hours of service performed and related travel expenses incurred under this agreement shall be properly documented and accounted for using County provided forms. The County shall supply all related office supplies needed to fulfill specified services. No reimbursements will be made to the Contractor for out-of- pocket expenses. The County will provide suitable office space, equipment and technologies for the conduct of contracted services.
Compensation and Evaluation. The Board agrees to pay the Superintendent for his services during each year of this Contract paid in twenty-four (24) equal installments or portion thereof for each school year, payable in accordance with the standard District payroll cycle. Base salary shall be
a. The Superintendent shall receive an Innovation and Collaboration stipend of $12,000 for each fiscal year in recognition of innovative and collaborative work. This is remuneration for services.
b. The Board shall conduct a formal evaluation of the Superintendent in writing, during December of each year. The Board shall utilize either the MASB Superintendent Evaluation Tool or another tool agreed to, in writing, by the Board and Superintendent.
c. Quarterly informal evaluations will be held in April, June, and September of each year to provide the Superintendent an opportunity to hear concerns of the Board in a timely manner with any shortcomings provided in writing with suggestions for improvement and an opportunity to improve.
d. The Superintendent shall receive an education stipend of $10,000 for each fiscal year in recognition of his Doctoral Degree and paid in accordance with the other Administrators in the District. This is remuneration for services.
e. As additional remuneration, the Board will contribute $12,000 for each fiscal year of this contract into a tax deferred annuity and paid in accordance with the other Administrators in the District.
