Frequently Asked Questions

  • Question and Answer Session - 12/18/2019

     

    1. Who does this compensation system apply to?

    The new compensation model applies to teachers and special service providers who have been on Effectiveness and Results (E&R), and new staff joining our district. Licensed staff who were on the Non-E&R Salary Schedule will also move to the new compensation model but will not be subject to the salary placement process as they already have a placement determined by years of experience and education.

     2. Why is it not a set amount but rather percentage for moving between ranges?

    A “range” model allows the District more flexibility in being able to support movement within the salary schedule, as well as flexibility in determining increases to the salary schedule itself. Previously, “step” increases were set at 3%, which led to “freezes” or increases to the base rather than being able to move employees within the schedule.

     3. Are years in service just in district or all years?

    The district will honor all years of experience, up to 20 years, that have been verified through the initial hiring process or during the current review process.

     4. How do we see the whole salary schedule and not just the ranges?

    The salary schedule is an internal document that will be used to place current and new staff to the district based on specific criteria and consistent guidelines.  The HR Department has spent a significant amount of time discussing and developing a process centered around this document. This document, along with our District Policy, GCBA, currently in draft, will guide placement for all licensed staff.  If the document were to be made public, there would be potential for confusion and incorrect assumptions regarding salaries as it would be representative of only one part of the process.

     5. For BA+12, if you don’t have the college credit it could be BA plus 180 PD hours?

    Yes.  PD is a one of the ways to move horizontally on the salary schedule. Fifteen PD hours will equate to 3 continuing education units.

     6. How many years back does PD go?

    For the initial placement, the district will only use the last five years of PD.  Starting with the 2020-21 school year, there will be no expiration date on PD completed during the 2014-15 school year forward.

     7. What PD counts?

    PD that supports teacher content, social and emotional learning, classroom management, etc. are examples of PD that can be used for movement on the salary schedule.  If a licensed staff member wants to attend PD that is not connected to their content area or in the field of education, the staff member must get approval from HR before attending in order for the PD to be considered as eligible for movement on the salary schedule.

     8. How can specials teachers get these PD hours if there aren’t many offerings?

    The district will be working with Specials Teachers to develop systemic PD throughout the year in order to provide more opportunity to gain PD hours.

     9. Our pies and SLOS have no bearing on salary?

    E&R pies no longer have any bearing on salary.  SLOs may not have a bearing on salary, however they do impact teacher and SSP summative evaluations based on SB 10-191. Summative evaluations will continue to be based 50% on student learning objectives (achievement).

     10. Is there a place that authorizes what PD can count?

    HR is working on developing an approved PD list for staff.

     11. I have multiple master’s degrees – where will I be placed?

    There are several factors that can play into an individual placement, so every situation will be reviewed one by one. All individual placements will be determined by HR Specialists by the middle of February 2020.  Licensed staff will be notified via email of their initial placement.

     12. I am a half-time teacher and half-time admin – how does this affect me?

    The initial placement will impact the half-time teacher salary not the half-time administrative salary.

     13. As an adjunct where do I fall?

    HR will be looking at the adjunct salary in order to make recommendations on whether we keep the adjunct salary schedule as a separate salary schedule or include them in the new salary schedule.

     14. Are you relooking at admin salaries?

    Administrators and other administrative staff have always been on a salary range and will remain on the current salary structure to remain competitive with surrounding districts. 

     15. What happens to teachers that were on the cusp on DTE?

    The Superintendents have agreed that teachers who were eligible to move from Proficient I to Proficient II will receive a 2% increase to their initial placement. 

     16. When will people be notified?

    See below. 

     Audit Week

    17. How do I turn in paperwork with transcripts, employment verification, or PD?

    Once a licensed staff member gets notified of the initial placement, instructions on what to turn in will be identified in the body of the email. It is important to note the HR team member that is handling your review and to send information/documents directly to that person.

     18. How do I appeal my placement?

    If a licensed staff member wants to appeal the initial placement, an appeals form will be sent to the staff member with instructions on how to engage in the appeals process.

     19. How do I go back and get credit for PD from past years that isn’t documented?

    Licensed staff members should communicate with their administrators about PD that has been completed over the last five years to determine how to document the PD.

     20. What if I get more credits over summer?

    Licensed staff will have until August 31, 2020, to turn in additional PD hours and continuing educational units for horizontal movement.

     21. What if I don’t get credit for all my years of service?

    If employment cannot be verified, it will not be counted for the initial placement.

     22. Are there any hard to fill stipends?

    Psychologists, SLPs, OTs, and PTs are identified as hard to fill positions and therefore receive a $5,000 stipend, split over two years with a signed two-year commitment.

     23. Will longevity pay be provided?

    Longevity pay is not part of the salary schedule because it is not sustainable.

     24. Are CEUs and PD hours used interchangeably?

    No.  CEUs are college and university specific.  PD hours can be attained through a variety of settings. 

     25. Do PDs offered during PLC count?

    PD that was conducted during PLCs must have been approved for credit prior to holding the PD.

     26. Are there any PDs that won’t count moving forward?

    PD that will not count for movement in the salary schedule will be PD that does not improve or deepen the staff member’s current position.  Here’s an example of PD that will not count.  ELA teacher submits PD hours for attending basic electrical wiring for home improvement seminars. 

     27. Do mentoring hours count?

    Staff will have the opportunity to choose between PD hours or be paid the $400 stipend for mentoring. 

     28. Does a teacher leader that provides PD get credit for the PD?

    Staff who provide PD will not only get credit for the PD, but will also receive one hour of planning time.

     29. Is everyone getting a $4000 raise?

    Not everyone will receive a $4,000 raise. Rather, $4,000 is the maximum base increase that a licensed staff member can receive.

     30. Do you have to get all the 12 CEUs in one year?

    No.  CEUs can be completed over several years.  Once a licensed staff member accumulates 12 CEUs, transcripts should be sent to HR for movement on the salary schedule. Horizontal movements based on education (PD/CEUs/Degrees) are calculated once per year and any increases will begin with the September paycheck.

     31. Can you move past MA+60 in any other ways than having to get a doctorate?

    This will be something to look at if there are a number of employees who fall into this category.  Right now, MA+60 will be the maximum a licensed staff member will be allowed to move on the salary range.

     32. What are the benefits to range system?

    It allows flexibility for pay increases to the base and returning staff because we are not locked in to providing increases based on pre-determined steps.