Common use of Replace Sections A Clause in Contracts

Replace Sections A. Basic Salary of Employees, D. Effective Date, E. Reclassification, and F. Advancement on Salary Schedule, w ith the follow ing provisions: Teachers in years one through four will receive an increase of pay equivalent to 1% of their base pay for successfully completing a year’s service and, if making adequate progress in the collaboratively-established professional development program, will receive another 0.5% increase. Teachers in years five through eight will receive an increase of pay equivalent to 1% of their base pay for successfully completing a year’s service and making adequate progress in the collaboratively-established professional development and master’s program. Teachers in years five through eight will have the option of earning another 0.5% increase on their base salary by meeting student learning growth targets. Growth targets and how they are assessed shall be mutually agreed upon by the teacher and the building administration and may vary from teacher to teacher, team to team, and building to building. Growth targets shall be based on the needs of the students and shall clearly demonstrate meaningful student learning – respectful of multiple intelligences, varied needs of students, and different learning modalities, - which can be demonstrated through a variety of measures, including - but not limited to - portfolios, presentations, written work samples, essays, projects, performances, and tests. Growth targets must be based on the curriculum being taught and the District Graduate Ends and shall never be based solely on nationally-available, norm referenced tests. If the student growth targets are met, the teacher shall receive the additional financial compensation, which represents additional pay above and beyond the contractual salary, not a bonus. If student growth targets are not met, there will be no evaluative repercussions; however, teachers are encouraged, with support from their team, to reflect on the results and consider if adjustments in the teacher’s practice and/or assessment method should be adjusted for the subsequent year. Teachers in year nine will have an earned master’s degree in teacher effectiveness through the district program from an accredited university and will be compensated per the already existing salary schedule on the appropriate cell for their experience and education. Current Contract Sections B. Supplemental Job Assignments, C. Extra Duties, G. Schedule of Pa yment, and H. Personal Property Damage, w ill remain in force.

Replace Sections A. Basic Salary of Employees, D. Effective Date, E. Reclassification, and F. Advancement on Salary Schedule, w ith with the follow ing following provisions: Teachers in years one through four will receive an increase of pay equivalent to 1% of their base pay for successfully completing a year’s service and, if making adequate progress in the collaboratively-established professional development program, will receive another 0.5% increase. Teachers in years five through eight will receive an increase of pay equivalent to 1% of their base pay for successfully completing a year’s service and making adequate progress in the collaboratively-established professional development and master’s program. Teachers in years five through eight will have the option of earning another 0.5% increase on their base salary by meeting student learning growth targets. Growth targets and how they are assessed shall be mutually agreed upon by the teacher and the building administration and may vary from teacher to teacher, team to team, and building to building. Growth targets shall be based on the needs of the students and shall clearly demonstrate meaningful student learning – respectful of multiple intelligences, varied needs of students, and different learning modalities, - which can be demonstrated through a variety of measures, including - but not limited to - portfolios, presentations, written work samples, essays, projects, performances, and tests. Growth targets must be based on the curriculum being taught and the District Graduate Ends and shall never be based solely on nationally-available, norm referenced tests. If the student growth targets are met, the teacher shall receive the additional financial compensation, which represents additional pay above and beyond the contractual salary, not a bonus. If student growth targets are not met, there will be no evaluative repercussions; however, teachers are encouraged, with support from their team, to reflect on the results and consider if adjustments in the teacher’s practice and/or assessment method should be adjusted for the subsequent year. Teachers in year nine will have an earned master’s degree in teacher effectiveness through the district program from an accredited university and will be compensated per the already existing salary schedule on the appropriate cell for their experience and education. Current Contract Sections B. Supplemental Job Assignments, C. Extra Duties, G. Schedule of Pa ymentPayment, and H. Personal Property Damage, w ill will remain in force.

Replace Sections A. Basic Salary of Employees, D. Effective Date, E. Reclassification, and F. Advancement on Salary Schedule, w ith with the follow ing following provisions: Teachers in years one through four will receive an increase of pay equivalent to 1% of their base pay for successfully completing a year’s service and, if making adequate progress in the collaboratively-established professional development program, will receive another 0.5% increase. Teachers in years five through eight will receive an increase of pay equivalent to 1% of their base pay for successfully completing a year’s service and making adequate progress in the collaboratively-established professional development and master’s program. Teachers in years five through eight will have the option of earning another 0.5% increase on their base salary by meeting student learning growth targets. Growth targets and how they are assessed shall be mutually agreed upon by the teacher and the building administration and may vary from teacher to teacher, team to team, and building to building. Growth targets shall be based on the needs of the students and shall clearly demonstrate meaningful student learning – respectful of multiple intelligences, varied needs of students, and different learning modalities, - which can be demonstrated through a variety of measures, including - including-but not limited to - to-portfolios, presentations, written work samples, essays, projects, performances, and tests. Growth targets must be based on the curriculum being taught and the District Graduate Ends and shall never be based solely on nationally-available, norm referenced tests. If the student growth targets are met, the teacher shall receive the additional financial compensation, which represents additional pay above and beyond the contractual salary, not a bonus. If student growth targets are not met, there will be no evaluative repercussions; however, teachers are encouraged, with support from their team, to reflect on the results and consider if adjustments in the teacher’s practice and/or assessment method should be adjusted for the subsequent year. Teachers in year nine will have an earned master’s degree in teacher effectiveness through the district program from an accredited university and will be compensated per the already existing salary schedule on the appropriate cell for their experience and education. Current Contract Sections B. Supplemental Job Assignments, C. Extra Duties, G. Schedule of Pa ymentPayment, and H. Personal Property Damage, w ill will remain in force.

Replace Sections A. Basic Salary of Employees, D. Effective Date, E. Reclassification, and F. Advancement on Salary Schedule, w ith with the follow ing following provisions: Teachers in years one through four will receive an increase of pay equivalent to 1% of their base pay for successfully completing a year’s service and, if making adequate progress in the collaboratively-established professional development program, will receive another 0.5% increase. Teachers in years five through eight will receive an increase of pay equivalent to 1% of their base pay for successfully completing a year’s service and making adequate progress in the collaboratively-established professional development and master’s program. Teachers in years five through eight will have the option of earning another 0.5% increase on their base salary by meeting student learning growth targets. Growth targets and how they are assessed shall be mutually agreed upon by the teacher and the building administration and may vary from teacher to teacher, team to team, and building to building. Growth targets shall be based on the needs of the students and shall clearly demonstrate meaningful student learning – respectful of multiple intelligences, varied needs of students, and different 44 learning modalities, - which can be demonstrated through a variety of measures, including - including-but not limited to - to-portfolios, presentations, written work samples, essays, projects, performances, and tests. Growth targets must be based on the curriculum being taught and the District Graduate Ends and shall never be based solely on nationally-available, norm referenced tests. If the student growth targets are met, the teacher shall receive the additional financial compensation, which represents additional pay above and beyond the contractual salary, not a bonus. If student growth targets are not met, there will be no evaluative repercussions; however, teachers are encouraged, with support from their team, to reflect on the results and consider if adjustments in the teacher’s practice and/or assessment method should be adjusted for the subsequent year. Teachers in year nine will have an earned master’s degree in teacher effectiveness through the district program from an accredited university and will be compensated per the already existing salary schedule on the appropriate cell for their experience and education. Current Contract Sections B. Supplemental Job Assignments, C. Extra Duties, G. Schedule of Pa ymentPayment, and H. Personal Property Damage, w ill will remain in force.

Replace Sections A. Basic Salary of EmployeesEmplo yees, D. Effective Date, E. Reclassification, and F. Advancement on Salary Schedule, w ith the follow ing provisions: Teachers in years one through four will receive an increase of pay equivalent to 1% of their base pay for successfully completing a year’s service and, if making adequate progress in the collaboratively-established professional development program, will receive another 0.5% increase. Teachers in years five through eight will receive an increase of pay equivalent to 1% of their base pay for successfully completing a year’s service and making adequate progress in the collaboratively-established professional development and master’s program. Teachers in years five through eight will have the option of earning another 0.5% increase on their base salary by meeting student learning growth targets. Growth targets and how they are assessed shall be mutually agreed upon by the teacher and the building administration and may vary from teacher to teacher, team to team, and building to building. Growth targets shall be based on the needs of the students and shall clearly demonstrate meaningful student learning – respectful of multiple intelligences, varied needs of students, and different learning modalities, - which can be demonstrated through a variety of measures, including - but not limited to - portfolios, presentations, written work samples, essays, projects, performances, and tests. Growth targets must be based on the curriculum being taught and the District Graduate Ends and shall never be based solely on nationally-available, norm referenced tests. If the student growth targets are met, the teacher shall receive the additional financial compensation, which represents additional pay above and beyond the contractual salary, not a bonus. If student growth targets are not met, there will be no evaluative repercussions; however, teachers are encouraged, with support from their team, to reflect on the results and consider if adjustments in the teacher’s practice and/or assessment method should be adjusted for the subsequent year. Teachers in year nine will have an earned master’s degree in teacher effectiveness through the district program from an accredited university and will be compensated per the already existing salary schedule on the appropriate cell for their experience and education. Current Contract Sections B. Supplemental Job Assignments, C. Extra Duties, G. Schedule of Pa yment, and H. Personal Property Damage, w ill remain in force.