TRI COMPENSATION. The District and Association agree and affirm the following beliefs: (a) the success of the Xxxxxxxx-Xxxxxx School District is dependent upon hiring and retaining the highest quality teachers; (b) providing a quality education for students requires from teachers a commitment to the profession beyond the base contract, normal workday hours and school year; (c) state law allows additional compensation for additional time, additional responsibilities or incentives; (d) the additional commitment required of Xxxxxxxx-Xxxxxx'x teachers cannot be accurately measured in hours or days; and (e) the time necessary to fulfill any one teacher’s responsibilities will vary from that of another teacher as determined by the individual’s own professional judgment. For each year of the contract, each employee will be issued a supplemental contract for TRI compensation in an amount equal to the percentage listed below of each individual’s respective base salary after the legislature determines the COLA and any other amendments to the State-funded Salary Allocation Model (XXX). These monies are in recognition of additional responsibilities and as an incentive to provide additional services. After said computation the District and Association shall review the TRI schedule for accuracy and attach it to this Agreement as Appendix F. Percentages referenced in paragraph two (2) above for each year are: The 2009-10 school year is 12.84% The 2010-11 school year is 14.84% The 2011-12 school year is 16.34% In addition to the TRI percentages above, employees placed on the salary schedule steps below will receive additional compensation as indicated below: BA+90, BA+135, MA, MA+45, and MA+90 on steps 17 through 19: $64.00 BA+90, BA+135, MA, MA+45, and MA+90 on steps 20 through 24: $564.00 BA+90, BA+135, MA, MA+45, and MA+90 on the 25th step: $864.00 The supplemental contract recognizes that employees will provide a professionally responsible level of service in the following areas which are above the basic contract:
A. Preparation for school opening;
B. Preparation for school closing;
C. Parent conferences;
D. Supporting community and student activities;
E. Providing individual help to students;
F. Evaluating student work;
X. Xxxxxxxxxx papers and projects;
H. Workshops, classes and inservice work;
I. Researching educational materials and supplies;
J. Improving and maintaining professional skills;
K. Preparation and revisions of materials;
L. Consulting with other instructional staff;
M....
TRI COMPENSATION. TRI schedules for additional 2012-13 TRI compensation can be found in Appendix D (7.
TRI COMPENSATION. TRI compensation, in addition to the Mandatory time listed in Section 7 paragraph A., and Anacortes Professional Growth Model listed in Section 7 paragraph B, shall be based on a TRI (time, responsibility and incentive) schedule. • For 2013-2014, said schedule base will be equivalent to (13.5) % of the 2013-2014 State Salary Allocation Model base. • For 2014-2015, said schedule base will be equivalent to (15.0) % of the 2014-2015 State Salary Allocation Model base. • For 2015-2106, said schedule base will be equivalent to (17.25) % of the 2015-2016 State Salary Allocation Model base. TRI compensation based on an employee’s FTE will be for responsibilities including, but not limited to: • opening and closing of school, • orderly check-in/check-out procedures, • extended staff meetings, • student progress reports, • team planning, activities that directly support the State’s educational reform efforts, • open house, • staff development, • site-based management, • in-service workshops, • essential Academic Learning Requirement, • district Strategic Planning Goals, and • other related activities under the supervision of the building principal/program director. • Verification of responsibilities will be documented on a District form. Part-time employees hired prior to 10/1/2000 will be compensated as if said employee were full-time employees. An employee working less than 1.00 FTE on an annualized basis will receive TRI pay on a prorated basis. Seventy Five percent (75%) of the base of the Anacortes Certificated Salary Schedule as applied to the additional compensation schedules will become null and void for the following year in the event of a double levy failure. When a subsequent levy passes this compensation will be restored during the term of this contract.
1. End of the first semester (secondary), end of the first trimester to prepare for fall conferences (elementary), for the purpose of school record-keeping and progress reporting. The date(s) will be determined by the District.
2. Early release the last day of school.
3. Two additional early releases determined by the District for the purpose of staff planning, program development, departmental planning, coordination & evaluation activities. At the elementary level, one of these additional early release days will precede the spring conferences and will be used for the purpose of student record-keeping and progress reporting and conferencing.
4. More early release days will be provided on a regular basis...
TRI COMPENSATION. For 2009-2010, TRI compensation, in addition to mandatory time above, shall be based on TRI (Time, Responsibility and Incentive) schedule. Said schedule base will be equivalent to 9.75% of the 2009-2010 Salary Allocation Model base. TRI compensation based on an employee’s FTE will be for responsibilities including, but not limited to: opening and closing of school, extended staff meetings, student progress reports, open house, orderly check-in/check-out procedures, staff development, site-based management, in-service workshops, team planning, activities that directly support the State’s educational reform efforts, essential Academic Learning Requirement, district Strategic Planning Goals, and other related activities under the supervision of the building principal/program director. Verification of responsibilities will be documented on a District form. Part-time employees hired prior to 10/1/2000 will be compensated as if said employee were full-time employees. An employee working less than 1.00 FTE on an annualized basis will receive TRI pay on a prorated basis. One and one tenth (1.1) of the base of the Anacortes Certificated Salary Schedule as applied to the additional compensation schedule will become null and void for the following year in the event of a double levy failure. When a subsequent levy passes these hours will be restored during the term of this contract. Four (4) early release days as follows:
TRI COMPENSATION. Each full time employee will receive TRI compensation equal to 77 hours for each year of the contract (at individual per diem pay rate in compensation for the additional responsibilities not included in the mandatory daily average hours of instruction and accomplished outside of the employee's regular contract workday. In addition to the 77 hours, each full time employee will also receive a TRI amount of $730.00 for each year of the contract. This amount may be used, at the employee’s discretion, for professional growth and development or other TRI funded activities. The District has the prerogative to schedule four (4) hours of mandatory district or building in-service as an inclusive part of TRI. The District, upon scheduling professional growth and development from funding sources other than TRI, or when scheduling the four (4) hours of TRI in-service, will provide related clock hours. Employees are not required to submit professional development proposals and will not otherwise report or document professional development expenditures when utilizing the emplloyee’s TRI resources. The employee will sign a TRI contract at the beginning and end of the school year as written confirmation that the requirements of the TRI supplemental contract have been completed. TRI amounts are pro-rated for eligible part time employees. TRI compensation will be paid in equal distribution in the October - August payrolls with any adjustments for uncompleted TRI obligations in the July and August payrolls, or the employee's final payroll if he/she doesn't complete the entire school year.
TRI COMPENSATION. Each full time employee will receive TRI compensation equal to 77 hours for 2009-2010 and 2010-2011 (at individual per diem pay rate in compensation for the additional responsibilities not included in the mandatory daily average hours of instruction and accomplished outside of the employee's regular contract workday. The employee will sign a TRI contract at the beginning and end of the school year as written confirmation that the requirements of the TRI supplemental contract have been completed. TRI compensation will be paid in equal distribution in the October - August payrolls with any adjustments for uncompleted TRI obligations in the July and August payrolls, or the employee's final payroll if he/she doesn't complete the entire school year. Employees will be allowed to transfer any portion of this amount into their individual professional staff development fund. To do so they must submit (Appendix N) no later than October 1 of the year for which the transfer is to occur. They can then use the account for reimbursement of professional expenditures that may not meet the professional staff development guidelines, or may exceed the professional staff development amount available.
TRI COMPENSATION. 5 A. Each full time employee will receive TRI compensation equal to 108 hours for the 2015-16 6 school year and 134 hours for the 2016-17 school year (at individual per diem pay rate in 7 compensation for the additional responsibilities not included in the mandatory daily average 8 hours of instruction and accomplished outside of the employee's regular contract workday).
9 B. Three (3) hours of the TRI compensation increase from 2015-16 to 2016-17 is a one-year 10 agreement and will be discontinued at the end of the 2016-17 school year.
11 C. In addition to the 108 hours (2015-16) or 134 hours (2016-17), each full time employee will also 12 receive a TRI amount of $730.00 for each year of the contract. This amount may be used, at the 13 employee’s discretion, for professional growth and development or other TRI funded activities.
14 D. Employees are not required to submit professional development proposals and will not otherwise 15 report or document professional development expenditures when utilizing the employee’s TRI
