Common use of Teacher's Salary Clause in Contracts

Teacher's Salary. The Administrative and Supervisory (A&S) scale is grounded in and tied to the teachers’ scale. The A&S scale will be adjusted to reflect percentage increases applied to the teachers’ scale times 125%. Grade 1 of the 12 month salary schedule will be tied directly to the Teacher’s scale at the Master’s plus 30 at Step 15. Grades 2-8 will be adjusted to maintain the integrity of the 3 x 1 salary schedule. The longevity for 12-month administrative and supervisory personnel will be calculated at 125% of the rate established for teachers at the conclusion of every five years of experience beyond the salary schedule to determine total salary. Administrators who receive a proficient or higher rating on their performance evaluation will be eligible to receive a step increment on the salary schedule. If an administrator does not receive a performance evaluation he/she will be deemed to be rated proficient. Any principal responsible for a school with an enrollment that falls five (5) percent or more above the established policy for school size with receive a $3000 stipend. This adjustment will be reviewed annually based on September 30 enrollment figures. The stipend will be disseminated annually as a one time only payment within 30 days of the validation of the official enrollment count. High School Assistant Principals who perform supervisory duties beyond the normal work day, will receive a $2000 annual stipend for the 2018 – 2019 school year and then receive a stipend as follows:  Increase to $2,500 for the 2019 – 2020 School Year  Increase to $3,000 for the 2020 – 2021 School Year  Stipend increase will be subject to any negotiated COLA for all subsequent school years The stipend will be disbursed in three (3) equal payments that are aligned with each sport’s season extra duty pay. The Superintendent of Schools, if he/she deems it appropriate, may increase an individual’s salary. Teachers receiving appointments to administrative or supervisory assignments shall have three years without salary penalty in order to qualify for a certificate to cover a new assignment providing a certificate is required and it is not in direct conflict with state requirements. Administrators who earn 30 additional credits beyond a Master’s Plus 30 will receive a $3000 salary differential added to the appropriate step of the appropriate salary schedule. The additional 30 credits must be approved through a process established by the Board. Administrators who earn a Doctorate shall receive an additional salary differential of $500. All salary adjustments are contingent upon funding. Duty Year. Twelve-month employees will work a standard duty year of 260 days including approved holidays. In fiscal years that have more than 260 days, twelve-month APSASHC employees will not work on the day(s) beyond 260. These extra day(s) will not count as a duty day or holiday. The specific dates assigned as work day(s) in the school calendar will be determined by the Superintendent of Schools. Ten-month administrative employees shall work twenty days beyond the number of days required of teachers. The days must be worked within the current fiscal year and shall be agreed upon by the supervisor or principal and the ten-month administrative employee.

Teacher's Salary. The Administrative and Supervisory (A&S) scale is grounded in and tied to the teachers’ scale. The A&S scale will be adjusted to reflect percentage increases applied to the teachers’ scale times 125%. Grade 1 of the 12 month salary schedule will be tied directly to the Teacherhighest step and educational level on the teacher’s scale at the Master’s plus 30 at Step 15scale. Grades 2-8 will be adjusted to maintain the integrity of the 3 x 1 salary schedule. The longevity for 12-month administrative and supervisory personnel will be calculated at 125% of the rate established for teachers at the conclusion of every five years of experience beyond the salary schedule to determine total salary. Administrators who receive a proficient or higher rating on their performance evaluation will be eligible to receive a step increment on the salary schedule. If an administrator does not receive a performance evaluation he/she will be deemed to be rated proficient. Any principal responsible for a school with an enrollment that falls five (5) percent or more above the established policy for school size with receive a $3000 stipend. This adjustment will be reviewed annually based on September 30 enrollment figures. The stipend will be disseminated annually as a one time only payment within 30 days of the validation of the official enrollment count. High School Assistant Principals and High School ten-month school-based Administrators, who perform supervisory duties beyond the normal work day, will receive a $2000 annual 1500 stipend for the 2018 – 2019 school year and then receive a stipend as follows:  Increase to $2,500 for the 2019 – 2020 School Year  Increase to $3,000 for the 2020 – 2021 School Year  Stipend increase will be subject to any negotiated COLA for all subsequent school years annually. The stipend will be disbursed in three (3) equal payments that are aligned with each sport’s season extra duty payas a one-time only payment. The Superintendent of Schools, if he/she deems it appropriate, may increase an individual’s salary. Teachers receiving appointments to administrative or supervisory assignments shall have three years without salary penalty in order to qualify for a certificate to cover a new assignment providing a certificate is required and it is not in direct conflict with state requirements. Administrators who earn 30 additional credits beyond a Master’s Plus 30 will receive a $3000 salary differential added to the appropriate step of the appropriate salary schedule. The additional 30 credits must be approved through a process established by the Board. Administrators who earn a Doctorate shall receive an additional salary differential of $500. All salary adjustments are contingent upon funding. The Board will provide a step and longevity increment for all eligible APSASHC represented employees effective July 1, 2014 subject to the following conditions being satisfied: The County funding authorities provide $8 million in the budget categories from which salaries and benefits for teachers are paid, which $8 million shall be in excess of the total funding received by the Board from the County funding authorities for FY15. Duty Year. Twelve-month employees will work a standard duty year of 260 days including approved holidays. In fiscal years that have more than 260 days, twelve-month APSASHC employees will not work on the day(s) beyond 260. These The extra non-work day(s) will not count as a duty day or holiday. The specific dates assigned as extra non-work day(s) in the school calendar will be determined by the Superintendent of Schools. Ten-month administrative employees assistant principals shall work twenty days beyond the number of days required of teachers. The days must be worked within the current fiscal year and shall be agreed upon by the supervisor or principal and the ten-month administrative employeeassistant principal.

Teacher's Salary. The Administrative and Supervisory (A&S) scale is grounded in and tied to the teachers’ scale. The A&S scale will be adjusted to reflect percentage increases applied to the teachers’ scale times 125%. Grade 1 of the 12 month salary schedule will be tied directly to the Teacher’s scale at the Master’s plus 30 at Step 15. Grades 2-8 will be adjusted to maintain the integrity of the 3 x 1 salary schedule. The longevity for 12-month administrative and supervisory personnel will be calculated at 125% of the rate established for teachers at the conclusion of every five years of experience beyond the salary schedule to determine total salary. Administrators who receive a proficient or higher rating on their performance evaluation will be eligible to receive a step increment on the salary schedule. If an administrator does not receive a performance evaluation he/she will be deemed to be rated proficient. Any principal responsible for a school with an enrollment that falls five (5) percent or more above the established policy for school size with receive a $3000 stipend. This adjustment will be reviewed annually based on September 30 enrollment figures. The stipend will be disseminated annually as a one time only payment within 30 days of the validation of the official enrollment count. High School Assistant Principals who perform supervisory duties beyond the normal work day, will receive a $2000 annual stipend for the 2018 – 2019 school year and then receive a stipend as follows:  • Increase to $2,500 for the 2019 – 2020 School Year  • Increase to $3,000 for the 2020 – 2021 School Year  • Stipend increase will be subject to any negotiated COLA for all subsequent school years The stipend will be disbursed in three (3) equal payments that are aligned with each sport’s season extra duty pay. The Superintendent of Schools, if he/she deems it appropriate, may increase an individual’s salary. Teachers receiving appointments to administrative or supervisory assignments shall have three years without salary penalty in order to qualify for a certificate to cover a new assignment providing a certificate is required and it is not in direct conflict with state requirements. Administrators who earn 30 additional credits beyond a Master’s Plus 30 will receive a $3000 salary differential added to the appropriate step of the appropriate salary schedule. The additional 30 credits must be approved through a process established by the Board. Administrators who earn a Doctorate shall receive an additional salary differential of $500. All salary adjustments are contingent upon funding. Duty Year. Twelve-month employees will work a standard duty year of 260 days including approved holidays. In fiscal years that have more than 260 days, twelve-month APSASHC employees will not work on the day(s) beyond 260. These extra day(s) will not count as a duty day or holiday. The specific dates assigned as work day(s) in the school calendar will be determined by the Superintendent of Schools. Ten-month administrative employees shall work twenty days beyond the number of days required of teachers. The days must be worked within the current fiscal year and shall be agreed upon by the supervisor or principal and the ten-month administrative employee.