PROFESSIONAL COMPENSATION SYSTEM Clause Samples

PROFESSIONAL COMPENSATION SYSTEM. Effective July 1, 2016, the Receiver/Superintendent implemented a new performance-based compensation system which contains a career path and which compensates employees based on individual effectiveness, professional growth, and student academic growth. This new system replaced the teachers’ salary schedule. By mutual agreement by the parties, the Professional Compensation Model document became effective in SY2017. (Appendix A) Effective July 1, 2019, a Pre-K to Grade 8 teacher will work a 7.5-hour student instructional day, unless otherwise stated in the school operational plan, for 180 days and up to 90 hours per year for additional responsibilities (e.g. before/after school duties, meetings, etc.); and an additional eight (8) days for professional development. Schools may adopt a 7 hour 5 minute student instructional day with 2 hours per week for common planning / professional development outside of the school day or a longer schedule through the school operational planning process. Effective July 1, 2019, a Grade 9-12 teacher will maintain the current student daily instructional schedule 6 hours and 37 minutes for 180 student days. In addition, teachers will be available 15 minutes before and after the student day, 3 hours per month for after-school meetings, and 1 hour per week for after-school office hours. These hours may be rolled into a lump amount of 160 hours per year to be scheduled by the principal, with input from staff. Grade 9-12 teachers will be required to participate in nine (9) professional development days per school year.

PROFESSIONAL COMPENSATION SYSTEM. The new compensation model will consist of three (3) pay bands for Deans and three (3) pay bands for Assistant Principals that compensate educators commensurate with their development and impact on students. All bargaining positions will have a level or a range of levels assigned to it that will be determined based on the knowledge and skills required for the position, the size and needs of the school, and all other factors that the Superintendent deems appropriate; once the highest level has been established for a given position, an educator’s base salary shall not exceed the maximum salary specified for that level. Asst. Principals/ Admin Deans Minimum Maximum Minimum Maximum Level I 80,000 95,000 55,000 80,000 Level II 84,000 98,000 59,000 81,500 Level III 88,000 101,000 62,000 83,000 An educator who works more than half of the school year and receives an overall end-of-year rating of “proficient” or “exemplary” with a minimum rating of “proficient” across all four standards will receive between a two (2) and four (4) percent increase to their base pay. An educator who works more than half of the school year and receives an overall end-of-year rating of “proficient” who has achieved less than “proficient” ratings on any of the four standards may still receive a two (2) percent maximum increase to their base pay with the recommendation of their building principal and the approval of the Superintendent. Assistant principals who are at the maximum annual salary and receive an overall rating of “proficient” or “exemplary” with a minimum rating of “proficient” across all four standards will receive the recommended percentage increase in the form of a one time bonus. An educator who works more than half of the school year and receives an overall end-of-year rating of “needs improvement” will receive a maximum of a one (1) percent increase to their base pay. An educator who receives an overall end-of-year rating of “unsatisfactory” will not be eligible for an increase to their base pay. Percentage increases will be recommended by the employee’s immediate supervisor and approved by the Superintendent or his/ her/their designee. Employees who work half of the school year or less will be eligible for an increase upon completion of their first full school year. An educator shall not have his/ her salary reduced based on the performance evaluation. An Evaluation Committee consisting of two Holyoke Educators Association members, two members from the Holyoke Public S...

PROFESSIONAL COMPENSATION SYSTEM. Consistent with the Turnaround Plan, a compensation system has been developed which will compensate Nursing staff based on their performance. The compensation system includes a career ladder that contains three tiers- Novice, Developing, and Career- that compensates nurses commensurate with their development and impact on students. It is envisioned that student outcomes will improve my creating a professional compensation system that will retain our best performers and attract new high- potential nurses.

PROFESSIONAL COMPENSATION SYSTEM. The compensation model will consist of three (3) pay bands for Deans and three (3) pay bands for Assistant Principals that compensate educators commensurate with their development and impact on students. An educator’s base salary shall not exceed the maximum salary specified for that level. Asst. Principals/ Admin Deans Minimum Maximum Minimum Maximum