SUPPLEMENTAL CONTRACTS FOR STIPENDED ASSIGNMENTS. 1. As professional staff members, all certificated non-supervisory employees who work in schools perform certain duties that contribute to the activity program, to the guidance program, and to the good climate and efficient operation of the school as well as their assignment duties. Compensation for those duties is paid according to Certificated Non-Supervisory Employees Salary Schedule and through supplemental compensation. Some special and supplemental assignments make heavy time demands beyond the school day or call for unusual diligence, effort, responsibility, or skill. The special or supplemental assignments are made on a yearly basis in accordance with RCW 28A.405.240 through Supplemental Contracts and are paid according to the Compensation Schedule for Supplemental Assignments. 2. Duties which are compensated on the Compensation Schedule for Special and Supplemental Assignments involve one or more of the following criteria: a. Special skills, responsibility, effort, or diligence; b. Extra days of duty served beyond the contract year; c. Extra duties regularly extending substantially beyond the work day as defined in Article IX, A of this Agreement; and, d. Responsibility for leadership of other adult professional employees. 3. The special and supplemental assignments vary in terms of required time, effort, and skill for their execution. Relevant factors to determine the amount of the compensation on the Schedule are as follows: a. Professional training and experience required; b. Responsibilities as described in the job description; c. Number of students supervised; d. Extra time and days required over and above the work day and work year of employees and; e. Number of other adults working with the employee in their leadership role. 4. Activity coordinators, deans, house administrators and head counselors shall not have any additional supplemental assignments. The building principal/program manager should seek to balance other extracurricular and special assignments at the building level. No employee may have more than two
Appears in 3 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
SUPPLEMENTAL CONTRACTS FOR STIPENDED ASSIGNMENTS. 1. As professional staff members, all certificated non-supervisory employees who work in schools perform certain duties that contribute to the activity program, to the guidance program, and to the good climate and efficient operation of the school as well as their assignment duties. Compensation for those duties is paid according to Certificated Non-Supervisory Employees Salary Schedule and through supplemental TRI compensation. Some special and supplemental assignments make heavy time demands beyond the school day or call for unusual diligence, effort, responsibility, or skill. The special or supplemental assignments are made on a yearly basis in accordance with RCW 28A.405.240 through Supplemental Contracts and are paid according to the Compensation Schedule for Supplemental Assignments.
2. Duties which are compensated on the Compensation Schedule for Special and Supplemental Assignments involve one or more of the following criteria:
a. Special skills, responsibility, effort, or diligence;
b. Extra days of duty served beyond the contract year;
c. Extra duties regularly extending substantially beyond the work day as defined in Article IX, A of this Agreement; and,
d. Responsibility for supervision and leadership of other adult professional employees.
3. The special and supplemental assignments vary in terms of required time, effort, and skill for their execution. Relevant factors to determine the amount of the compensation on the Schedule are as follows:
a. Professional training and experience required;
b. Responsibilities as described in the job description;
c. Number of students supervised;
d. Extra time and days required over and above the work day and work year of employees and;
e. Number of other adults working with the employee in their leadership role.
4. Activity coordinators, deans, house administrators and head counselors shall not have any additional supplemental assignments. The building principal/program manager should seek to balance other extracurricular and special assignments at the building level. No employee may have more than two
Appears in 3 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
SUPPLEMENTAL CONTRACTS FOR STIPENDED ASSIGNMENTS. 1. As professional staff members, all certificated non-supervisory employees who work in schools perform certain duties that contribute to the activity program, to the guidance program, and to the good climate and efficient operation of the school as well as their assignment duties. Compensation for those duties is paid according to Certificated Non-Supervisory Employees Salary Schedule and through supplemental TRI compensation. Some special and supplemental assignments make heavy time demands beyond the school day or call for unusual diligence, effort, responsibility, or skill. The special or supplemental assignments are made on a yearly basis in accordance with RCW 28A.405.240 through Supplemental Contracts and are paid according to the Compensation Schedule for Supplemental Assignments.
2. Duties which are compensated on the Compensation Schedule for Special and Supplemental Assignments involve one or more of the following criteria:
a. Special skills, responsibility, effort, or diligence;
b. Extra days of duty served beyond the contract year;
c. Extra duties regularly extending substantially beyond the work day as defined in Article IX, A of this Agreement; and,
d. Responsibility for leadership of other adult professional employees.
3. The special and supplemental assignments vary in terms of required time, effort, and skill for their execution. Relevant factors to determine the amount of the compensation on the Schedule are as follows:
a. Professional training and experience required;
b. Responsibilities as described in the job description;
c. Number of students supervised;
d. Extra time and days required over and above the work day and work year of employees and;
e. Number of other adults working with the employee in their his/her leadership role.
4. Activity coordinators, deans, house administrators and head counselors shall not have any additional supplemental assignments. The building principal/program manager should seek to balance other extracurricular and special assignments at the building level. No With the exception of the Level 1 School Teacher Stipend, no employee may have more than twotwo (2) compensated supplemental assignments except as provided in b) below. Assignments shall not have overlapping times, except department heads may have an overlapping compensated supplemental assignment for one (1) sports season during the school year.
a. Any employee who has more than two (2) compensated supplemental assignments shall submit to the building principal/program manager a list of those compensated supplemental assignments which he/she currently holds, in preference order.
b. The building principal/program manager shall attempt to reallocate compensated supplemental assignments other than the top two (2) selected by the employee. If no qualified employee in the building who is eligible to hold a supplemental assignment is willing to accept the assignment, the assignment shall be returned to the employee currently holding that assignment.
5. Appointments to supplemental assignments are on a yearly basis in accordance with RCW 28A.405.240. An employee appointed to an assignment shall normally be reappointed to the assignment for the forthcoming school year, provided that:
a. Employees holding supplemental assignments shall have their appointment to a supplemental assignment reviewed each year by the building principal/program manager. This review will be based on the written job description or posting.
b. Every five (5) years from the date of initial appointment each supplemental assignment will be reviewed by the principal/program manager. The appointment will be reviewed using the following considerations. An employee may exercise an exception to this review by declaring his/her intent to retire. An employee may use the retirement exception once for any given supplemental assignment.
1) General female/male and racial minority/majority balance of supplemental assignments throughout the building;
2) Established education requirements needed for the assignment, as stated on the job description;
3) Established experience requirements needed for the assignment, as stated on the job description;
4) Progress of the department/assigned area in meeting building/program goals established by the building CSIP where appropriate; or,
5) The opportunity to provide leadership experience and/or professional growth for other qualified employees in the building/program.
c. Any employee not reappointed shall be given notification of his/her removal by the first Monday in June of the current school year. An exception to the June date is allowed when the activity is not offered due to insufficient participation, reorganization, financial reasons, or when the employee is not reassigned to the building. In the case of an exception to the June date being used, the principal/supervisor will notify the employee at the earliest possible time thereafter.
6. Employees who are not reappointed to a supplemental assignment shall have a conference with the building principal/program manager and shall receive a written explanation including the reasons from the building principal/program manager by the close of the current school year.
a. The written explanations shall include a just and sufficient cause only when the non- reappointment is a result of the yearly review and not the result of the provisions set forth in Article IV.E.5.b above.
b. Employees not reappointed shall have the right to utilization of the grievance process.
c. Appointments for positions are finalized through issuance of the Supplemental Contract. The SPS shall issue Supplemental Contracts for the next year as early as possible. Assignments are confirmed through prompt return of the signed Supplemental Employee Contract.
d. When an employee in a stipend position is absent for more than twenty (20) consecutive days without pay, he/she shall not receive the stipend pay for the period of time during which substitute service is rendered. An employee from within the school or from another school who substitutes for another employee in a stipend position shall receive the stipend pay after twenty (20) consecutive days of service retroactive to the first day of service.
7. Appointments to the positions of department head, team leader, head counselor, xxxx, house administrator and subject matter specialist shall be made by the process described below from a list of candidates who have applied through the Site-Based Hiring Process.
a. Human Resources shall advertise all openings in the weekly job postings and on the SPS’s web site.
b. Applications will be filed with the school/program that has the opening and the Site-Based Hiring Process will be followed.
c. Applicants will be interviewed using the Site-Based Process. Recommendations will be forwarded to Human Resources, who will make the final offer.
d. In the event there is no vacancy in a building in the subject area/grade level or department in which a stipend is available, the stipend will be publicized within the building. Current employees interested in the position will notify the school and the Site-Based Hiring Process will be utilized.
e. If a stipend position is filled by someone who is already in the building or program, the position created by this movement may be filled using the candidate pool who applied for the stipend position.
Appears in 2 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement
SUPPLEMENTAL CONTRACTS FOR STIPENDED ASSIGNMENTS. 1. As professional staff members, all certificated non-supervisory employees who work in schools perform certain duties that contribute to the activity program, to the guidance program, and to the good climate and efficient operation of the school as well as their assignment duties. Compensation for those duties is paid according to Certificated Non-Supervisory Employees Salary Schedule and through supplemental TRI compensation. Some special and supplemental assignments make heavy time demands beyond the school day or call for unusual diligence, effort, responsibility, or skill. The special or supplemental assignments are made on a yearly basis in accordance with RCW 28A.405.240 through Supplemental Contracts and are paid according to the Compensation Schedule for Supplemental Assignments.
2. Duties which are compensated on the Compensation Schedule for Special and Supplemental Assignments involve one or more of the following criteria:
a. Special skills, responsibility, effort, or diligence;
b. Extra days of duty served beyond the contract year;
c. Extra duties regularly extending substantially beyond the work day as defined in Article IX, A of this Agreement; and,
d. Responsibility for leadership of other adult professional employees.
3. The special and supplemental assignments vary in terms of required time, effort, and skill for their execution. Relevant factors to determine the amount of the compensation on the Schedule are as follows:
a. Professional training and experience required;
b. Responsibilities as described in the job description;
c. Number of students supervised;
d. Extra time and days required over and above the work day and work year of employees and;
e. Number of other adults working with the employee in their his/her leadership role.
4. Activity coordinators, deans, house administrators and head counselors shall not have any additional supplemental assignments. The building principal/program manager should seek to balance other extracurricular and special assignments at the building level. No With the exception of the Level 1 School Teacher Stipend, no employee may have more than two (2) compensated supplemental assignments except as provided in b) below. Assignments shall not have overlapping times, except department heads may have an overlapping compensated supplemental assignment for one (1) sports season during the school year.
a. Any employee who has more than two (2) compensated supplemental assignments shall submit to the building principal/program manager a list of those compensated supplemental assignments which he/she currently holds, in preference order.
b. The building principal/program manager shall attempt to reallocate compensated supplemental assignments other than the top two (2) selected by the employee. If no qualified employee in the building who is eligible to hold a supplemental assignment is willing to accept the assignment, the assignment shall be returned to the employee currently holding that assignment.
5. Appointments to supplemental assignments are on a yearly basis in accordance with RCW 28A.405.240. An employee appointed to an assignment shall normally be reappointed to the assignment for the forthcoming school year, provided that:
a. Employees holding supplemental assignments shall have their appointment to a supplemental assignment reviewed each year by the building principal/program manager. This review will be based on the written job description or posting.
b. Every five (5) years from the date of initial appointment each supplemental assignment will be reviewed by the principal/program manager. The appointment will be reviewed using the following considerations. An employee may exercise an exception to this review by declaring his/her intent to retire. An employee may use the retirement exception once for any given supplemental assignment.
1) General female/male and racial minority/majority balance of supplemental assignments throughout the building;
2) Established education requirements needed for the assignment, as stated on the job description;
3) Established experience requirements needed for the assignment, as stated on the job description;
4) Progress of the department/assigned area in meeting building/program goals established by the building CSIP where appropriate; or,
5) The opportunity to provide leadership experience and/or professional growth for other qualified employees in the building/program.
c. Assignments to a specialized or supplemental assignment will be made to non- certificated staff only if a qualified certificated staff person is not available for the assignment.
d. Any employee not reappointed shall be given notification of his/her removal by the first Monday in June of the current school year. An exception to the June date is allowed when the activity is not offered due to insufficient participation, reorganization, financial reasons, or when the employee is not reassigned to the building. In the case of an exception to the June date being used, the principal/supervisor will notify the employee at the earliest possible time thereafter.
6. Employees who are not reappointed to a supplemental assignment shall have a conference with the building principal/program manager and shall receive a written explanation including the reasons from the building principal/program manager by the close of the current school year.
a. The written explanations shall include a just and sufficient cause only when the non- reappointment is a result of the yearly review and not the result of the provisions set forth in Article IV.E.5.b above.
b. Employees not reappointed shall have the right to utilization of the grievance process.
c. Appointments for positions are finalized through issuance of the Supplemental Contract. The SPS shall issue Supplemental Contracts for the next year as early as possible. Assignments are confirmed through prompt return of the signed Supplemental Employee Contract.
d. When an employee in a stipend position is absent for more than twenty (20) consecutive days without pay, he/she shall not receive the stipend pay for the period of time during which substitute service is rendered. An employee from within the school or from another school who substitutes for another employee in a stipend position shall receive the stipend pay after twenty (20) consecutive days of service retroactive to the first day of service.
7. Appointments to the positions of department head, team leader, head counselor, xxxx, house administrator and subject matter specialist shall be made by the process described below from a list of candidates who have applied through the Site-Based Hiring Process.
a. Human Resources shall advertise all openings in the weekly job postings and on the SPS’s web site.
b. Applications will be filed with the school/program that has the opening and the Site- Based Hiring Process will be followed.
c. Applicants will be interviewed using the Site-Based Process. Recommendations will be forwarded to Human Resources, who will make the final offer.
d. In the event there is no vacancy in a building in the subject area/grade level or department in which a stipend is available, the stipend will be publicized within the building. Current employees interested in the position will notify the school and the Site- Based Hiring Process will be utilized.
e. If a stipend position is filled by someone who is already in the building or program, the position created by this movement may be filled using the candidate pool who applied for the stipend position.
8. The following Career Ladder positions will be open to those teachers who meet certain qualifications for each position: Demonstration Teacher Mentor Teacher Master Teacher STAR Mentor Teacher Evaluation Support Consulting Teacher Coach Consulting Teacher Curriculum Specialist
a. All schools will be eligible for career ladder positions. Low-performing schools and/or those with a disproportionate number of students that quality for free and/or reduced- price lunch may receive a greater pro rata share of positions.
b. To be considered for Career Ladder positions, an employee, in addition to meeting position-specific criteria, must:
1) Have a summative evaluation rating of Distinguished and a state student growth impact rating that is “average” or higher; or have a summative evaluation rating of Proficient and state student growth impact rating of “high”.
2) Agree to have his/her student growth and academic goals reviewed more closely.
3) Show that he/she achieved high student growth over two years.
4) Show that he/she achieved goals developed under PG&E guidelines.
5) Have prior experience as a Demonstration or Mentor Teacher to apply for a Master Teacher position.
6) In the case of positions at a low-performing school, have taught at least two years in a school defined as low-performing when the employee taught there.
c. Eligible candidates will apply for positions within their building using the Site-Based Process. The principal will make the final offer.
d. In the event that a school has no qualified candidates, and there is an open certificated position, the school may advertise the Career Ladder position to all eligible candidates within SPS.
e. Career Ladder will be two-year positions and an employee may re-apply.
f. Each school will be allotted ten (10) substitute days for the year. For schools who have a Career Ladder Master Teacher, an additional five (5) substitute days will be allotted and can be used for the following purposes:
1) Substitute days for Mentor or Master teachers to observe and/or work with other teachers to help them improve their instruction 2) Schools to set up lab-site classrooms in order to have teachers observe Demonstration, Mentor, or Master Teachers.
9. The Compensation Schedule for Special and Supplemental Assignment shall be shown in Appendix F of this Agreement.
a. Supplemental assignments will be reported by building principals/program managers to Human Resources as early as possible. Every reasonable effort will be made to begin stipend payments for school year assignments on the 10/01 payroll. Assignments that are dependent on the 10/01 student enrollment count, e.g., department head, team leader, will be paid retroactively on the November payroll.
b. Once a department head or team leader stipend is established on the basis of the 10/01 classification report, that amount will not be changed either up or down due to enrollment changes for the remainder of the school year.
c. Copies of job descriptions for all positions on the Compensation Schedule for Special and Supplemental Assignments are available in Human Resources and at each work site.
d. Substitutes shall be provided as needed for coaches who receive approval of the appropriate building and SPS administrators to attend tournaments and championship interscholastic sports events.
e. Each senior high school will receive three (3) periods of released time or its equivalent. These released periods shall be assigned by the building principal/program manager for utilization by department heads and/or other staff in order to assist the instructional program of the school in accordance with the building decision-making process.
f. Per Diem Days: Each secondary and middle school shall be allotted twenty-five (25) extra days of duty per year for the use of its curriculum area departments. Individuals who serve these days shall be paid at their per diem rate. An individual employee, a department head, or a group of department heads, Building Leadership Team or the faculty representative organization may submit a proposal for utilizing the time available to their school, subject to approval by the building principal/program manager.
g. Per Diem Days: Per Diem for any supplemental assignment of an employee who is assigned additional days beyond those specified in his/her contract shall be his/her contract salary, excluding stipends, divided by the number of days specified in his/her contract.
Appears in 2 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement
SUPPLEMENTAL CONTRACTS FOR STIPENDED ASSIGNMENTS. 1. As professional staff members, all certificated non-supervisory employees who work in schools perform certain duties that contribute to the activity program, to the guidance program, and to the good climate and efficient operation of the school as well as their assignment duties. Compensation for those duties is paid according to Certificated Non-Supervisory Employees Salary Schedule and through supplemental TRI compensation. Some special and supplemental assignments make heavy time demands beyond the school day or call for unusual diligence, effort, responsibility, or skill. The special or supplemental assignments are made on a yearly basis in accordance with RCW 28A.405.240 through Supplemental Contracts and are paid according to the Compensation Schedule for Supplemental Assignments.
2. Duties which are compensated on the Compensation Schedule for Special and Supplemental Assignments involve one or more of the following criteria:
a. Special skills, responsibility, effort, or diligence;
b. Extra days of duty served beyond the contract year;
c. Extra duties regularly extending substantially beyond the work day as defined in Article IX, A of this Agreement; and,
d. Responsibility for leadership of other adult professional employees.
3. The special and supplemental assignments vary in terms of required time, effort, and skill for their execution. Relevant factors to determine the amount of the compensation on the Schedule are as follows:
a. Professional training and experience required;
b. Responsibilities as described in the job description;
c. Number of students supervised;
d. Extra time and days required over and above the work day and work year of employees and;
e. Number of other adults working with the employee in their his/her leadership role.
4. Activity coordinators, deans, house administrators and head counselors shall not have any additional supplemental assignments. The building principal/program manager should seek to balance other extracurricular and special assignments at the building level. No With the exception of the Level 1 School Teacher Stipend, no employee may have more than two (2) compensated supplemental assignments except as provided in b) below. Assignments shall not have overlapping times, except department heads may have an overlapping compensated supplemental assignment for one (1) sports season during the school year.
a. Any employee who has more than two (2) compensated supplemental assignments shall submit to the building principal/program manager a list of those compensated supplemental assignments which he/she currently holds, in preference order.
b. The building principal/program manager shall attempt to reallocate compensated supplemental assignments other than the top two (2) selected by the employee. If no qualified employee in the building who is eligible to hold a supplemental assignment is willing to accept the assignment, the assignment shall be returned to the employee currently holding that assignment.
5. Appointments to supplemental assignments are on a yearly basis in accordance with RCW 28A.405.240. An employee appointed to an assignment shall normally be reappointed to the assignment for the forthcoming school year, provided that:
a. Employees holding supplemental assignments shall have their appointment to a supplemental assignment reviewed each year by the building principal/program manager. This review will be based on the written job description or posting.
b. Every five (5) years from the date of initial appointment each supplemental assignment will be reviewed by the principal/program manager. The appointment will be reviewed using the following considerations. An employee may exercise an exception to this review by declaring his/her intent to retire. An employee may use the retirement exception once for any given supplemental assignment.
1) General female/male and racial minority/majority balance of supplemental assignments throughout the building;
2) Established education requirements needed for the assignment, as stated on the job description;
3) Established experience requirements needed for the assignment, as stated on the job description;
4) Progress of the department/assigned area in meeting building/program goals established by the building CSIP where appropriate; or,
5) The opportunity to provide leadership experience and/or professional growth for other qualified employees in the building/program.
c. Assignments to a specialized or supplemental assignment will be made to non- certificated staff only if a qualified certificated staff person is not available for the assignment.
d. Any employee not reappointed shall be given notification of his/her removal by the first Monday in June of the current school year. An exception to the June date is allowed when the activity is not offered due to insufficient participation, reorganization, financial reasons, or when the employee is not reassigned to the building. In the case of an exception to the June date being used, the principal/supervisor will notify the employee at the earliest possible time thereafter.
6. Employees who are not reappointed to a supplemental assignment shall have a conference with the building principal/program manager and shall receive a written explanation including the reasons from the building principal/program manager by the close of the current school year.
a. The written explanations shall include a just and sufficient cause only when the non- reappointment is a result of the yearly review and not the result of the provisions set forth in Article IV.E.5.b above.
b. Employees not reappointed shall have the right to utilization of the grievance process.
c. Appointments for positions are finalized through issuance of the Supplemental Contract. The SPS shall issue Supplemental Contracts for the next year as early as possible. Assignments are confirmed through prompt return of the signed Supplemental Employee Contract.
d. When an employee in a stipend position is absent for more than twenty (20) consecutive days without pay, he/she shall not receive the stipend pay for the period of time during which substitute service is rendered. An employee from within the school or from another school who substitutes for another employee in a stipend position shall receive the stipend pay after twenty (20) consecutive days of service retroactive to the first day of service.
7. Appointments to the positions of department head, team leader, head counselor, xxxx, house administrator and subject matter specialist shall be made by the process described below from a list of candidates who have applied through the Site-Based Hiring Process.
a. Human Resources shall advertise all openings in the weekly job postings and on the SPS’s web site.
b. Applications will be filed with the school/program that has the opening and the Site- Based Hiring Process will be followed.
c. Applicants will be interviewed using the Site-Based Process. Recommendations will be forwarded to Human Resources, who will make the final offer.
d. In the event there is no vacancy in a building in the subject area/grade level or department in which a stipend is available, the stipend will be publicized within the building. Current employees interested in the position will notify the school and the Site- Based Hiring Process will be utilized.
e. If a stipend position is filled by someone who is already in the building or program, the position created by this movement may be filled using the candidate pool who applied for the stipend position.
8. Contingent on the passage of the Supplemental Levy or other funding becoming available, the following Career Ladder positions, and positions in addition to ones currently funded, will be open to those teachers who meet certain qualifications for each position: • Demonstration Teacher • Mentor Teacher • Master Teacher • STAR Mentor Consulting Teacher • Human Resources Consulting Teacher • Coach • Consulting Teacher
a. Each year SPS will allot a certain number of Career Ladder positions District-wide. All schools will be eligible for career ladder positions. Low-performing schools and/or those with a disproportionate number of students that quality for free and/or reduced-price lunch may receive a greater pro rata share of positions.
b. To be considered for Career Ladder positions, an employee, in addition to meeting position- specific criteria, must:
1) Be rated “Innovative” in at least two of the following domains of the PG&E: Classroom Environment; Planning and Preparation; or Instruction. They must be at least “Proficient” in the other domains.
2) Agree to have his/her student growth and academic goals reviewed more closely.
3) Show that he/she achieved high student growth over two years.
4) Show that he/she achieved goals developed under PG&E guidelines.
5) Have prior experience as a Demonstration and Mentor Teacher to apply for a Master Teacher position.
6) In the case of positions at a low-performing school, have taught at least two years in a school currently defined as low-performing.
c. Eligible candidates will apply for positions within their building using the Site-Based Process. The principal will make the final offer.
d. In the event that a school has no qualified candidates, and there is an open certificated position, the school may advertise the Career Ladder position to all eligible candidates within SPS.
e. Career Ladder will be two-year positions and an employee may re-apply.
f. Contingent on passage of the Supplemental Levy or other funding becoming available, all schools will have available, upon written request to the building principal/program manager, one (1) substitute day per month per Career Ladder Mentor. The Mentor teachers will use this day to observe and/or work with other teachers in his/her building and help them improve their instruction.
9. The Compensation Schedule for Special and Supplemental Assignment shall be shown in Appendix F of this Agreement.
a. Supplemental assignments will be reported by building principals/program managers to Human Resources as early as possible. Every reasonable effort will be made to begin stipend payments for school year assignments on the 10/01 payroll. Assignments that are dependent on the 10/01 student enrollment count, e.g., department head, team leader, will be paid retroactively on the November payroll.
b. Once a department head or team leader stipend is established on the basis of the 10/01 classification report, that amount will not be changed either up or down due to enrollment changes for the remainder of the school year.
c. Copies of job descriptions for all positions on the Compensation Schedule for Special and Supplemental Assignments are available in Human Resources and at each work site.
d. Substitutes shall be provided as needed for coaches who receive approval of the appropriate building and SPS administrators to attend tournaments and championship interscholastic sports events.
e. Each senior high school will receive three (3) periods of released time or its equivalent. These released periods shall be assigned by the building principal/program manager for utilization by department heads and/or other staff in order to assist the instructional program of the school in accordance with the building decision-making process.
f. Per Diem Days: Each secondary and middle school shall be allotted twenty-five (25) extra days of duty per year for the use of its curriculum area departments. Individuals who serve these days shall be paid at their per diem rate. An individual employee, a department head, or a group of department heads, Building Leadership Team or the faculty representative organization may submit a proposal for utilizing the time available to their school, subject to approval by the building principal/program manager.
g. Per Diem Days: Per Diem for any supplemental assignment of an employee who is assigned additional days beyond those specified in his/her contract shall be his/her contract salary, excluding stipends, divided by the number of days specified in his/her contract.
Appears in 1 contract
Samples: Collective Bargaining Agreement
SUPPLEMENTAL CONTRACTS FOR STIPENDED ASSIGNMENTS. 1. As professional staff members, all certificated non-supervisory employees who work in schools perform certain duties that contribute to the activity program, to the guidance program, and to the good climate and efficient operation of the school as well as their assignment duties. Compensation for those duties is paid according to Certificated Non-Supervisory Employees Salary Schedule and through supplemental TRI compensation. Some special and supplemental assignments make heavy time demands beyond the school day or call for unusual diligence, effort, responsibility, or skill. The special or supplemental assignments are made on a yearly basis in accordance with RCW 28A.405.240 through Supplemental Contracts and are paid according to the Compensation Schedule for Supplemental Assignments.
2. Duties which are compensated on the Compensation Schedule for Special and Supplemental Assignments involve one or more of the following criteria:
a. Special skills, responsibility, effort, or diligence;
b. Extra days of duty served beyond the contract year;
c. Extra duties regularly extending substantially beyond the work day as defined in Article IX, A of this Agreement; and,
d. Responsibility for leadership of other adult professional employees.
3. The special and supplemental assignments vary in terms of required time, effort, and skill for their execution. Relevant factors to determine the amount of the compensation on the Schedule are as follows:
a. Professional training and experience required;
b. Responsibilities as described in the job description;
c. Number of students supervised;
d. Extra time and days required over and above the work day and work year of employees and;
e. Number of other adults working with the employee in their his/her leadership role.
4. Activity coordinators, deans, house administrators and head counselors shall not have any additional supplemental assignments. The building principal/program manager should seek to balance other extracurricular extra curricular and special assignments at the building level. No employee may have more than twotwo (2) compensated supplemental assignments except as provided in b) below. Assignments shall not have overlapping times, except department heads may have an overlapping compensated supplemental assignment for one (1) sports season during the school year.
a. Any employee who has more than two (2) compensated supplemental assignments shall submit to the building principal/program manager a list of those compensated supplemental assignments which he/she currently holds, in preference order.
b. The building principal/program manager shall attempt to reallocate compensated supplemental assignments other than the top two (2) selected by the employee. If no qualified employee in the building who is eligible to hold a supplemental assignment is willing to accept the assignment, the assignment shall be returned to the employee currently holding that assignment.
5. Appointments to supplemental assignments are on a yearly basis in accordance with RCW 28A.405.240. An employee appointed to an assignment shall normally be reappointed to the assignment for the forthcoming school year, provided that:
a. Employees holding supplemental assignments shall have their appointment to a supplemental assignment reviewed each year by the building principal/program manager. This review will be based on the written job description or posting.
b. Every five (5) years from the date of initial appointment each supplemental assignment will be reviewed by the principal/program manager. The appointment will be reviewed using the following considerations. An employee may exercise an exception to this review by declaring his/her intent to retire. An employee may use the retirement exception once for any given supplemental assignment.
1) General female/male and racial minority/majority balance of supplemental assignments throughout the building;
2) Established education requirements needed for the assignment, as stated on the job description;
3) Established experience requirements needed for the assignment, as stated on the job description;
4) Progress of the department/assigned area in meeting building/program goals established by the building CSIP where appropriate; or,
5) The opportunity to provide leadership experience and/or professional growth for other qualified employees in the building/program.
c. Assignments to a specialized or supplemental assignment will be made to non- certificated staff only if a qualified certificated staff person is not available for the assignment.
d. Any employee not reappointed shall be given notification of his/her removal by the first Monday in June of the current school year. An exception to the June date is allowed when the activity is not offered due to insufficient participation, reorganization, financial reasons, or when the employee is not reassigned to the building. In the case of an exception to the June date being used, the principal/supervisor will notify the employee at the earliest possible time thereafter.
6. Employees who are not reappointed to a supplemental assignment shall have a conference with the building principal/program manager and shall receive a written explanation including the reasons from the building principal/program manager by the close of the current school year.
a. The written explanations shall include a just and sufficient cause only when the non- reappointment is a result of the yearly review and not the result of the provisions set forth in Article IV.E.5.b above.
b. Employees not reappointed shall have the right to utilization of the grievance process.
c. Appointments for positions are finalized through issuance of the Supplemental Contract. The SPS shall issue Supplemental Contracts for the next year as early as possible. Assignments are confirmed through prompt return of the signed Supplemental Employee Contract.
d. When an employee in a stipend position is absent for more than twenty (20) consecutive days without pay, he/she shall not receive the stipend pay for the period of time during which substitute service is rendered. An employee from within the school or from another school who substitutes for another employee in a stipend position shall receive the stipend pay after twenty (20) consecutive days of service retroactive to the first day of service.
7. Appointments to the positions of department head, team leader, head counselor, xxxx, house administrator and subject matter specialist shall be made by the process described below from a list of candidates who have applied through the Site-Based Hiring Process.
a. Human Resources shall advertise all openings in the weekly job postings and on the SPS’s web site.
b. Applications will be filed with the school/program that has the opening and the Site- Based Hiring Process will be followed.
c. Applicants will be interviewed using the Site-Based Process. Recommendations will be forwarded to Human Resources, who will make the final offer.
d. In the event there is no vacancy in a building in the subject area/grade level or department in which a stipend is available, the stipend will be publicized within the building. Current employees interested in the position will notify the school and the Site- Based Hiring Process will be utilized.
e. If a stipend position is filled by someone who is already in the building or program, the position created by this movement may be filled using the candidate pool who applied for the stipend position.
8. The Compensation Schedule for Special and Supplemental Assignment for 2009-10 shall be shown in Appendix F of this Agreement.
a. Supplemental assignments will be reported by building principals/program managers to Human Resources as early as possible. Every reasonable effort will be made to begin stipend payments for school year assignments on the 10/01 payroll. Assignments that are dependent on the 10/01 student enrollment count, e.g., department head, team leader, will be paid retroactively on the November payroll.
b. Once a department head or team leader stipend is established on the basis of the 10/01 classification report, that amount will not be changed either up or down due to enrollment changes for the remainder of the school year.
c. Copies of job descriptions for all positions on the Compensation Schedule for Special and Supplemental Assignments are available in Human Resources and at each work site.
d. Substitutes shall be provided as needed for coaches who receive approval of the appropriate building and SPS administrators to attend tournaments and championship interscholastic sports events.
e. Each senior high school will receive three (3) periods of released time or its equivalent. These released periods shall be assigned by the building principal/program manager for utilization by department heads and/or other staff in order to assist the instructional program of the school in accordance with the building decision-making process.
f. Per Diem Days: Each secondary and middle school shall be allotted twenty-five (25) extra days of duty per year for the use of its curriculum area departments. Individuals who serve these days shall be paid at their per diem rate. An individual employee, a department head, or a group of department heads, Building Leadership Team or the faculty representative organization may submit a proposal for utilizing the time available to their school, subject to approval by the building principal/program manager.
g. Per Diem Days: Per diem for any supplemental assignment of an employee who is assigned additional days beyond those specified in his/her contract shall be his/her contract salary, excluding stipends, divided by the number of days specified in his/her contract.
Appears in 1 contract
Samples: Collective Bargaining Agreement
SUPPLEMENTAL CONTRACTS FOR STIPENDED ASSIGNMENTS. 1. As professional staff members, all certificated non-supervisory employees who work in schools perform certain duties that contribute to the activity program, to the guidance program, and to the good climate and efficient operation of the school as well as their assignment duties. Compensation for those duties is paid according to Certificated Non-Supervisory Employees Salary Schedule and through supplemental TRI compensation. Some special and supplemental assignments make heavy time demands beyond the school day or call for unusual diligence, effort, responsibility, or skill. The special or supplemental assignments are made on a yearly basis in accordance with RCW 28A.405.240 through Supplemental Contracts and are paid according to the Compensation Schedule for Supplemental Assignments.
2. Duties which are compensated on the Compensation Schedule for Special and Supplemental Assignments involve one or more of the following criteria:
a. Special skills, responsibility, effort, or diligence;
b. Extra days of duty served beyond the contract year;
c. Extra duties regularly extending substantially beyond the work day as defined in Article IX, A of this Agreement; and,
d. Responsibility for supervision and leadership of other adult professional employees.
3. The special and supplemental assignments vary in terms of required time, effort, and skill for their execution. Relevant factors to determine the amount of the compensation on the Schedule are as follows:
a. Professional training and experience required;
b. Responsibilities as described in the job description;
c. Number of students supervised;
d. Extra time and days required over and above the work day and work year of employees and;
e. Number of other adults supervised working with the employee in their his/her leadership role.
4. Activity coordinators, deans, house administrators and head counselors shall not have any additional supplemental assignments. The building principal/program manager should seek to balance other extracurricular extra-curricular and special assignments at the building level. No employee may have more than twotwo (2) compensated supplemental assignments except as provided in b) below. Assignments shall not have overlapping times, except department heads may have an overlapping compensated supplemental assignment for one (1) sports season during the school year.
a. Any employee who has more than two (2) compensated supplemental assignments shall submit to the building principal/program manager a list of those compensated supplemental assignments which he/she currently holds, in preference order.
b. The building principal/program manager shall attempt to reallocate compensated supplemental assignments other than the top two (2) selected by the employee. If no qualified employee in the building who is eligible to hold a supplemental assignment is willing to accept the assignment, the assignment shall be returned to the employee currently holding that assignment.
5. Appointments to supplemental assignments are on a yearly basis in accordance with RCW 28A.405.240. An employee appointed to an assignment shall normally be reappointed to the assignment for the forthcoming school year, provided that:
a. Employees holding supplemental assignments shall have their appointment to a supplemental assignment reviewed each year by the building principal/program manager. This review will be based on the written job description or posting.
b. Every five (5) years from the date of initial appointment each supplemental assignment will be reviewed by the principal/program manager. The appointment will be reviewed using the following considerations. An employee may exercise an exception to this review by declaring his/her intent to retire. An employee may use the retirement exception once for any given supplemental assignment.
1) General female/male and racial minority/majority balance of supplemental assignments throughout the building;
2) Established education requirements needed for the assignment, as stated on the job description;
3) Established experience requirements needed for the assignment, as stated on the job description;
4) Progress of the department/assigned area in meeting building/program goals established by the building Academic Achievement Plan/Transformation Plan CSIP where appropriate; or,
5) The opportunity to provide leadership experience and/or professional growth for other qualified employees in the building/program.
c. Assignments to a specialized or supplemental assignment will be made to non- certificated staff only if a qualified certificated staff person is not available for the assignment.
d. Any employee not reappointed shall be given notification of his/her removal by the first Monday in June of the current school year. An exception to the June date is allowed when the activity is not offered due to insufficient participation, reorganization, financial reasons, or when the employee is not reassigned to the building. In the case of an exception to the June date being used, the principal/supervisor will notify the employee at the earliest possible time thereafter.
6. Employees who are not reappointed to a supplemental assignment shall have a conference with the building principal/program manager and shall receive a written explanation including the reasons from the building principal/program manager by the close of the current school year.
a. The written explanations shall include a just and sufficient cause only when the non- reappointment is a result of the yearly review and not the result of the provisions set forth in Article IV.E.5.b above.
b. Employees not reappointed shall have the right to utilization of the grievance process.
c. Appointments for positions are finalized through issuance of the Supplemental Contract. The SPS shall issue Supplemental Contracts for the next year as early as possible. Assignments are confirmed through prompt return of the signed Supplemental Employee Contract.
d. When an employee in a stipend position is absent for more than twenty (20) consecutive days without pay, he/she shall not receive the stipend pay for the period of time during which substitute service is rendered. An employee from within the school or from another school who substitutes for another employee in a stipend position shall receive the stipend pay after twenty (20) consecutive days of service retroactive to the first day of service.
7. Appointments to the positions of department head, team leader, head counselor, xxxx, house administrator and subject matter specialist shall be made by the process described below from a list of candidates who have applied through the Site-Based Hiring Process.
a. Human Resources shall advertise all openings in the weekly job postings and on the SPS’s web site.
b. Applications will be filed with the school/program that has the opening and the Site- Based Hiring Process will be followed.
c. Applicants will be interviewed using the Site-Based Process. Recommendations will be forwarded to Human Resources, who will make the final offer.
d. In the event there is no vacancy in a building in the subject area/grade level or department in which a stipend is available, the stipend will be publicized within the building. Current employees interested in the position will notify the school and the Site- Based Hiring Process will be utilized.
e. If a stipend position is filled by someone who is already in the building or program, the position created by this movement may be filled using the candidate pool who applied for the stipend position.
8. The Compensation Schedule for Special and Supplemental Assignment for 20094-1005 shall be shown in Appendix F of this Agreement.
a. Supplemental assignments will be reported by building principals/program managers to Human Resources as early as possible. Every reasonable effort will be made to begin stipend payments for school year assignments on the 10/01 payroll. Assignments that are dependent on the 10/01 student enrollment count, e.g., department head, team leader, will be paid retroactively on the November payroll.
b. Once a department head or team leader stipend is established on the basis of the 10/01 classification report, that amount will not be changed either up or down due to enrollment changes for the remainder of the school year.
c. Copies of job descriptions for all positions on the Compensation Schedule for Special and Supplemental Assignments are available in Human Resources and at each work site.
d. Substitute teachers shall be provided as needed for coaches who receive approval of the appropriate building and SPS administrators to attend tournaments and championship interscholastic sports events.
e. Each senior high school will receive three (3) periods of released time or its equivalent. These released periods shall be assigned by the building principal/program manager for utilization by department heads and/or other staff in order to assist the instructional program of the school in accordance with the building decision-making process.
f. Per Diem Days: Each secondary and middle school shall be allotted twenty-five (25) extra days of duty per year for the use of its curriculum area departments. Individuals who serve these days shall be paid at their per diem rate. An individual employee, a department head, or a group of department heads, Building Leadership Team or the faculty representative organization may submit a proposal for utilizing the time available to their school, subject to approval by the building principal/program manager.
g. Per Diem Days: Per diem for any supplemental assignment of an employee who is assigned additional days beyond those specified in his/her contract shall be his/her contract salary, excluding stipends, divided by the number of days specified in his/her contract.
Appears in 1 contract
Samples: Collective Bargaining Agreement
