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. 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 2022-2023 and 2023-2024 school year are 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 2022-2023 and working in the 2023-2024 school year or 2023-2024 and working in the 2024-2025 school year. Years of Experience – two (2) units Teachers who were employed 120+ days during the previous school year earn two (2) units. Ability to earn years of experience units applies only to staff members who worked in the 2022-2023 for the 2023-2024 school year or worked in the 2023-2024 school year for the 2022-2023 school year. Leadership – one (1) unit Teachers who are assigned and actively participated on a Professional Learning Community (PLC) team during the 2022-2023 school year earn one (1) unit for the 2023-2024 school year and those participating in a PLC during the 2023-2024 will receive 1 unit for the 2024-2025 school year.. Ability to earn a leadership unit applies only to staff members who worked in the 2022- 2023 for the 2023-2024 school year and those who work in the 2023-2024 for the 2024-2025 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 $275.00 for the 2023-2024 school year and $187.50 for the 2024-2025 school year. The amount for salary increases is estimated at $1,127,687 ($1,000,743 for salaries, $50,602 for TRF and $76,342 for FICA) for 2023-2024 and $767,496 ($681,060 for salaries, $34,450 for TRF and $51,986 for FICA) for the 2024-2025 school year. If the entire amount available for salary increases is not distributed because of a teacher or teachers not receiving an effective or highly effective rating, the balance shall be distributed as a stipend equally to all teachers eligible for a salary increase. The salary range for 2023-2024 is $45,800 - $77,804 and for 2024-2025 ...
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. 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. Section A Base Salary Increases and New Hire Salary Placement Schedule 1. General Eligibility Criteria Under IC 20-28-11.5, a teacher rated ineffective or improvement necessary may not receive any raise or increment for the following year except as otherwise provided in IC 20-28-9-1.5(f). The teacher must have been employed in the Beech Grove City Schools for at least 120 days in the prior school year, and returned to employment with the Beech Grove City Schools for the current school year.
Compensation Model. 7.1 60% of new monies from the basic tuition support, special education grant, career and technology grant, or $170,760 will be made available 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%). This money will be added to the compensation model beginning with the second pay in January 2015. The teacher leadership stipend will be paid the second pay in February, 2015.
