SS3 - Dickinson ISD

DICKINSON INDEPENDENT SCHOOL DISTRICT 

Personnel Compensation 

2010-2011 

PERSONNEL 

COMPENSATION 

PLAN 

DISD MISSION STATEMENT 

 

The mission of the Dickinson 

Independent School District 

is to ensure that all students 

have successful learning opportunities 

that help them 

reach their full potential and 

add quality throughout their 

lives. 

Dickinson 

Independent 

School 

District 

1 

Approved by Board of Trustees November 2, 2009



FOREWORD 

This compensation plan was initially adopted in August 1996 to establish 

a direction and procedure to equitably compensate Dickinson ISD 

employees. 

This plan is to be the sourcebook and guidance document for compensation 

policies and procedures for Dickinson ISD. 

With the knowledge that this type of system is generally in continual 

development, it is to be reviewed and updated each budget year. 

CERTIFICATION 

This Personnel Compensation Plan is the official pay policy of Dickinson 

Independent School District and is to be utilized for all personnel 

compensation questions/decisions/actions. The official copy shall be 

maintained and updated in the office of the Assistant Superintendent for 

Human Resources. 

Leland Williams, Ed.D., Superintendent 

2



Table of Contents 

SECTION 1 — POLICY AND PROCEDURE 

Board Policy DEA (Local) .................................................................................................................... 5 

Other DISD Board Policies that Relate to Compensation Factors for Reference ................................... 10 

Board and Administrator Role in Salary Administration ........................................................................ 11 

Definition of a Pay System ................................................................................................................... 12 

Basic Objectives of Pay Systems ........................................................................................................ 13 

Pay Equity ........................................................................................................................................... 14 

Basic Elements of Personnel Compensation ........................................................................................ 15 

Compensable Factors .......................................................................................................................... 16 

Anatomy of a Salary Range Structure .................................................................................................. 17 

SECTION 2 — STAFFING / HIRING 

Staffing Guidelines ............................................................................................................................... 19 

Hiring Procedures ................................................................................................................................ 25 

SECTION 3 — ADMINISTRATIVE 

Administrative/Professional Pay Ranges .............................................................................................. 27 

Administrative/Professional Job Classification ...................................................................................... 28 

Administrative/Professional Hiring Schedule/Salary Schedule .............................................................. 31 

SECTION 4 — PROFESSIONAL 

Administrative/Professional Pay Ranges .............................................................................................. 33 

Professional Job Classification/Hiring Schedule ................................................................................... 34 

—Counselor .................................................................................................................................. 34 

—LSSP/LSSP Interns/Diagnosticians ........................................................................................... 35 

—Physical/Occupational Therapist ................................................................................................ 36 

—Speech Pathology Staff.............................................................................................................. 37 

—School Health Personnel ............................................................................................................ 38 

Teacher Compensation Chart .............................................................................................................. 39 

SECTION 5 — PARAPROFESSIONAL/CLERICAL/TECHNICAL 

Paraprofessional/Clerical/Technical Pay Ranges .................................................................................. 41 

PCT Job Classification ......................................................................................................................... 42 

PCT Hiring Schedule ............................................................................................................................ 44 

SECTION 6 — SUPPORT SERVICES 

Support Services Pay Ranges............................................................................................................. 46 

Support Services Job Classification...................................................................................................... 47 

Maintenance and Custodial Services Hiring Schedule .......................................................................... 48 

—Maintenance & Custodial Compensation Adjustments ............................................................... 48 

—Custodial Services Step Schedule for Hiring ............................................................................... 50 

—Maintenance Step Schedule for Hiring ........................................................................................ 52 

Transportation Dept. (Drivers and Others) Hiring Schedule ................................................................... 62 

—Transportation Step Schedule for Hiring ..................................................................................... 63 

Child Nutrition Hiring Schedule ............................................................................................................. 65 

SECTION 7 — STIPENDS AND EXTRA DUTY PAY 

Stipends for Supplemental Duties ........................................................................................................ 67 

Extra Duty Pay Schedule for Specific Professional Staff ...................................................................... 72 

Extra Duty Pay Schedule for Paraprofessional Staff ............................................................................. 73 

Special Duty Salary Schedule .............................................................................................................. 74 

Extra Curricular Pay Scale ................................................................................................................... 76 

SECTION 8 — FORMS 

Extra Duty Agreement Form ................................................................................................................ 78 

Additional Assignment Agreement ....................................................................................................... 79 

3 

Revised June 2010



SECTION 1 

POLICY AND PROCEDURE 

4

DICKINSON ISD 

084901 



POLICY ADOPTED BY THE 

BOARD OF TRUSTEES IN JULY 1998 

WITH REVISIONS, 11/2000, 9/20/2002, 11/01/2004, 11/14/2005 

COMPENSATION AND BENEFITS 

SALARIES AND SUPPLEMENTS 

DEA 

(LOCAL) 

PAY SYSTEM 

The Superintendent or designee shall develop and recommend to the Board 

for adoption a pay system for all District personnel. The pay system shall be 

designed to provide appropriate pay for the assessed worth of individual jobs. 

The system shall be administered with the intention that employee pay: 

1. Stay competitive with appropriate labor markets for the various categories 

of personnel. 

2. Recognize the levels of skill, effort, and responsibility required of different 

jobs. 

3. Recognize job performance. 

4. Reward continued length of service to the District. 

5. Be fiscally controlled and cost effective. 

OFFICIAL COPY 

PAY STRUCTURES 

The official copy of the District’s personnel compensation plan shall be 

available in the office of the Assistant Superintendent for Human Resources.. 

The pay system shall consist of salary structures for each of the major 

nonteaching employee groups: administrative/ professional, paraprofessional/clerical/technical, 

and support services. 

The salary structure for teachers shall be the Board-adopted compensation 

chart for teachers. 

References to pay grades, midpoints, pay ranges, and percent increases do 

not apply to teachers, as their compensation is drawn specifically from the 

teacher compensation chart. 

JOB CLASSIFICATION 

ADJUSTMENTS AND 

ASSIGNMENTS 

Each job in the District shall be assigned to a pay grade based on the 

level of skill, effort, and responsibility required of the job assignment. The 

Superintendent shall classify new positions or reclassify existing positions 

as necessary based on job requirements and comparability to other positions 

in the District. The Superintendent is authorized to adjust categories of 

employees within the approved pay ranges and between pay ranges if and 

when market conditions require an adjustment, at any time in the budget 

cycle. 

The District honors career ladder level II (one step increase) and career 

ladder level III (two step increase) with step advances on the local compensation 

chart, regardless of where the career ladder level was obtained, with 

proper documentation. 

Page 1 of 5 

5 

Revised May 2006



DEA 

(LOCAL) 

PAY RANGES 

Pay ranges for each pay grade shall be based on an assessment of job worth 

and shall establish minimum and maximum rates of pay within the range. All 

pay ranges shall be established by daily or hourly base rates to promote 

consistent treatment of employees who have different work periods. Employees 

shall be paid within the range of daily or hourly rates established for the 

position assigned. Payment of a rate outside the established range shall 

require Board approval, unless covered by another provision of this policy. 

The Superintendent or designee shall review pay structures and pay ranges 

on an annual basis and make adjustments consistent with the previous 

year’s Board-approved increase in rate of pay. Minimums and maximums 

will be adjusted from the new midpoint. 

SALARY 

ADVANCEMENT 

Pay ranges shall be structured to allow opportunities to increase employee 

pay within the range for continued service to the District. The Superintendent 

shall make recommendations regarding employee increases on an annual 

basis. Recommendations shall be based on consideration of such factors as 

cost of living indexes, wage increases within competitive job markets, and 

budget resources. 

Individual pay increases within a pay range shall normally be calculated on 

the midpoint rate of the range. The midpoint rate shall be multiplied by the 

percent increase granted by the Board to determine the individual pay 

increases. When an employee reaches the maximum rate of pay within a pay 

grade, the employee shall receive only one-half the adjustments for inflation 

that are applied to the entire pay structure. 

Any basis for across-the-board pay increases shall require Board approval. 

HIRING RATES 

ADMINISTRATOR 

STRATEGY 

Hiring rates for administrative staff shall be designed to recruit the best 

qualified people in the most cost effective manner possible. Hiring rates shall 

be determined individually, based upon job-related qualifications, salary 

history, and salaries of other employees in the same job classification. 

The Superintendent shall set hiring rates for new administrators under the 

following guidelines: 

1. Persons with previous job experience or special skills may be hired at a 

rate up to but usually not exceeding the midpoint of the pay range. 

2. New administrators shall normally not be started at a rate above the 

salary of other District employees with more experience in the job. 

3. New administrators may be started at a salary above the midpoint if 

required to maintain internal and external equity. 

4. Placement in the range shall depend on such factors as: 

a. Experience 

b. Training 

c. Degree (formal education) 

d. Certification(s) 

Page 2 of 5 

6 Revised May 2006



DEA 

(LOCAL) 

TEACHER 

STRATEGY 

Base hiring rates for teachers shall be determined on the basis of teaching 

experience and degrees. Teachers with no experience shall be hired at the 

minimum rate. Teachers with experience shall be started at a base salary 

equal to the base salary of other District teachers with the same experience 

and degree level. The local experience increment shall be added as experience 

level dictates. 

AUXILIARY STAFF Auxiliary employees shall be hired at the minimum rate of the pay range or 

STRATEGY the rate on an approved hiring schedule. The Superintendent or designee 

(PARAPROFESSIONAL/ may approve a rate higher in the pay range to accommodate exceptional job 

CLERICAL/ qualifications or when the position cannot otherwise be filled. Placement in 

TECHNICAL AND the range will depend on such factors as: 

SUPPORT SERVICES) 1. Experience 

2. Training 

3. Degree (formal education) 

4. Certification(s) 

New employees shall not normally be hired above the pay of District 

employees with more experience in the job. 

PROMOTION 

INCREASES 

Employees within the District who are promoted to a job in a higher pay grade 

shall receive a salary adjustment determined in accord with the following 

guidelines: 

1. The basis for computing a promotion increase shall be the employee’s 

previous daily rate. 

2. Promotion increases shall normally be greater than the general increases 

given to other employees who have not changed job levels. If an employee 

is below the midpoint of the new pay range, the promotion increase shall 

normally be at least one and a half times the general increase approved 

for the year. 

3. If an employee is already paid above the midpoint of the new pay range, 

no special increase shall normally be given. Compensation for the 

promotion shall occur over time by advancement through the higher pay 

range. 

4. Any increase during the budget year shall receive prior approval of the 

Superintendent. 

PART-TIME 

EXTENDED 

CONTRACT 

Professional personnel employed for less than full time or less than a full year 

shall be paid an amount specified in the employment agreement or special 

duty assignment agreement. Part-time auxiliary staff shall be paid as specified 

in an agreement approved prior to beginning work. 

When the nature of the contract employee's job assignment dictates, the 

Board may extend the number of contracted days beyond the agreed 

contract term with consent of the contract employee. 

7 

Page 3 of 5 

Revised May 2006





DEA 

(LOCAL) 

NON-CERTIFIED 

PERSONNEL 

SUPPLEMENTAL 

DUTIES 

BUDGET LIMIT 

EXEMPT 

Non-instructional employees shall be paid wages and/or salary in accordance 

with the compensation plan adopted by the Board, with adjustments 

in the annual budget process. 

The Superintendent or designee may assign supplemental duties to personnel 

exempt under the Fair Labor Standards Act, as needed. These noncontractual 

duties may be modified or discontinued at any time for any reason 

or no reason, at the sole discretion of the District. The assignment of these 

duties shall not create any expectation of continued assignment to that same 

duty or any other duty. The employee shall be compensated for these 

assignments according to the supplemental duty payment stipend schedule 

established by the administration and approved by the Board as a part of the 

annual budget process. Such supplemental duties shall be compensated 

with a “stipend” as on the stipend schedule in the compensation plan or shall 

be on a special assignment/duty contract with duties and compensation 

specified. (See the "FORMS" in the Compensation Plan.) 

The Board desires to limit the amount of district resources committed to 

stipends. The Superintendent or designee shall provide information during 

budget review/planning comparing proposed stipend totals in the proposed 

budget with stipend totals from the previous year. Any proposed increases 

shall be approved by the Board. Stipend amounts for individual positions shall 

be determined by referencing the Board approved stipend schedule in the 

compensation plan. 

The District shall pay employees who are exempt from the overtime pay 

requirements of the Fair Labor Standards Act (FLSA) on a salary basis. The 

salaries of these employees are intended to cover all hours worked, and the 

District shall not make deductions that are prohibited under the FLSA. 

An employee who believes deductions have been made from his or her salary 

in violation of this policy should bring the matter to the District’s attention, 

through the District’s complaint policy [see DGBA]. If improper deductions 

are confirmed, the District will reimburse the employee and take steps to 

ensure future compliance with the FLSA. 

NON-EXEMPT 

Nonexempt employees may be compensated on an hourly basis or on a 

salary basis. Employees who are paid on an hourly basis shall be compensated 

for all hours worked. Employees who are paid on a salary basis are 

paid for a 40-hour workweek and do not earn additional pay unless the 

employee works more than 40 hours. 

A nonexempt employee must have the approval of his or her supervisor 

before working overtime. An employee who works overtime without prior 

approval is subject to discipline but shall be compensated in accordance with 

the Fair Labor Standards Act. 

8 

Page 4 of 5 

Revised May 2006





DEA 

(LOCAL) 

COMPENSATORY 

TIME 

Compensation for overtime hours shall be awarded at one and a half 

times the employee’s regular rate of pay or by time and a half earned in 

compensatory time. The employee shall be informed in advance if overtime 

hours will accrue compensatory time rather than pay. Compensatory time 

earned by nonexempt employees may not accumulate beyond a maximum of 

60 hours. If an employee has a balance of more that 60 hours of overtime, the 

employee will be required to take compensatory time or, at the District’s 

option, will receive overtime pay.Compensatory time shall be used within the 

duty year in which it is earned. The District shall pay an employee overtime 

for all unused compensatory time remaining at the end of the fiscal year. Use 

of compensatory time may be at the employee’s request or as determined by 

the employee’s supervisor to protect the District’s schedules and activities. 

OVERTIME 

COMPENSATION 

SUBSTITUTE 

TEACHER 

SALARY NOTICES 

DESIGNATED 

REPRESENTATIVE 

Supervisors of nonexempt employees shall ensure an agreement or 

understanding with the employees regarding the form of compensation for 

overtime (cash or compensatory time off) prior to the performance of the work 

occasioning the overtime duty. These agreements or understandings need 

not be in writing, but the supervisor shall maintain some record of them, such 

as a calendar notation, a memo to the file, or some similar indication that the 

employee was notified of the type of compensation to expect. 

Substitute teachers shall be paid on a schedule approved by the Board. 

Employees shall be entitled to be advised annually of their salary and the basis 

for it. 

The Superintendent or designee is authorized to interpret the pay system 

for all employees or any employee. 

DATE ISSUED: 07/22/2004 APPROVED 05/01/2006 Page 5 of 5 

UPDATE 73 

DEA(LOCAL)-X 

Revised May 2006 

9



Other DISD Board Policies 

that Relate to Compensation Factors for Reference 

Other Board policies of DISD may impact employee compensation. 

That list includes, but is not limited to: 

DAA (LOCAL) – EMPLOYMENT OBJECTIVES: EQUAL EMPLOYMENT OPPORTUNITY 

DAB (LOCAL) – EMPLOYMENT OBJECTIVES: OBJECTIVE CRITERIA FOR PERSONNEL 

DECISIONS 

DBA (LEGAL) – EMPLOYMENT REQUIREMENTS AND RESTRICTIONS: CREDENTIALS AND 

RECORDS 

DBB (LOCAL) – EMPLOYMENT REQUIREMENTS AND RESTRICTIONS: MEDICAL EXAMINA- 

TIONS AND COMMUNICABLE DISEASES 

DBD (LOCAL) – EMPLOYMENT REQUIREMENTS AND RESTRICTIONS: CONFLICT OF INTER- 

EST 

DBF (LOCAL) – EMPLOYMENT REQUIREMENTS AND RESTRICTIONS: NONSCHOOL EM- 

PLOYMENT 

DC (LOCAL) – EMPLOYMENT PRACTICES 

DCB (LOCAL) – EMPLOYMENT PRACTICES: TERM CONTRACTS 

DCD (LOCAL) – EMPLOYMENT PRACTICES: AT-WILL EMPLOYMENT 

DEC (LEGAL) – COMPENSATION AND BENEFITS: LEAVES AND ABSENCES 

DED (LOCAL) – COMPENSATION AND BENEFITS: VACATIONS AND HOLIDAYS 

DGBA (LOCAL) – PERSONNEL-MANAGEMENT RELATIONS: EMPLOYEE COMPLAINT/GRIEV- 

ANCES 

DH (LOCAL) – EMPLOYEE STANDARDS OF CONDUCT 

DJ (LOCAL) – EMPLOYEE RECOGNITION AND AWARDS 

DMC (LOCAL) – PROFESSIONAL DEVELOPMENT: CONTINUING PROFESSIONAL EDUCA- 

TION 

DN (LOCAL) – PERFORMANCE APPRAISAL 

DP (LOCAL) – PERSONNEL POSITIONS 

DPB (LOCAL) – PERSONNEL POSITIONS: SUBSTITUTE, TEMPORARY, AND PART-TIME 

POSITIONS 

NOTE: Senate Bill 9 requires all non-certified personnel and contractors hired after January 

1, 2008 to be fingerprinted prior to employment. All required fees will be paid by the district, 

but the applicant must sign a document indicating they are aware that if they resign or are 

terminated from the district within 60 days, the fee of $50.20 will be deducted from their final 

compensation. 

Retrieve from: 

http://www.dickinsonisd.org 

10



THE BOARD’S 

ROLE IN DISTRICT 

SALARY ADMINISTRATION 

THE SUPERINTENDENT'S 

ROLE IN DISTRICT 

SALARY ADMINISTRATION 

1. Set goals and pay philosophy for 

the district. 

2. Establish policies to govern the pay 

system. 

3. Approve adjusted compensation 

plans. 

4. Approve amount of general employee 

pay increases annually and 

adopt budget. 

5. Balance employee needs against 

fiscal control needs of the District 

and community. 

6. Plan compensation package for the 


1. Present pay plans and policies to meet 

the goals and philosophy of the Board. 

2. Research economic factors and develop 

recommendations for annual pay 

increase and the payroll budget. 

3. Administer individual pay actions according 

to District policy and procedures. 

4. Communicate the District pay plan and 

policies to employees and respond to 

requests for information. 

5. Monitor and adjust the district salary 

structures regularly. 

11 

Revised Nov.2000



DEFINITION OF A PAY SYSTEM 

A pay system consists of all the policies, procedures and management 

tools that are used to define the basis for organizational pay actions. 

A pay system should include: 

• Job titles and job descriptions 

• Defined pay ranges for each job 

• Policies and administrative procedures 

• Plan for communicating with employees 

• Process for maintaining the system 

12 

Revised Nov.2000



BASIC OBJECTIVES OF PAY SYSTEMS 

Pay systems should be designed strategically to control and facilitate the following basic 

objectives: 

1. Objective: Pay for Job Responsibility 

Strategy: 

Set and maintain the proper pay differential between jobs that 

require different levels of skill, effort, and responsibility. 

2. Objective: Pay Competitively 

Strategy: 

Keep trained employees paid within a proper range of the 

competitive job market. 

3. Objective: Provide Continued Pay Advancement 

Strategy: 

Prevent employees from topping out of pay scales too soon OR 

becoming overpaid for the worth of the job. 

4. Objective: Recruit Good Applicants 

Strategy: 

Keep starting salaries attractive by allowing inflationary adjustments 

to be made easily and within budget. 

5. Objective: Keep Payroll Costs Affordable 

Strategy: 

Keep payroll cost increases flexible to allow annual planning in 

response to revenue and market changes. 

6. Objective: Keep Good Employees 

Strategy: 

Pay trained employees fair salaries for the worth of their job in 

an appropriate period of time. 

13 

Revised Nov.2000



PAY EQUITY 

DEFINITION — Fair pay for the worth of the work performance to the 

organization. 

INTERNAL EQUITY — What jobs are worth to the organization on the 

basis of job content (skills, responsibility, effort required). To have internal 

equity, the system must identify the relative worth of all jobs according to 

a common set of compensable (job worth) factors. 

EXTERNAL EQUITY — What jobs are worth to the organization on the 

basis of the outside job market (competitive pay). To have external equity, 

the system must identify the relative worth of jobs in the competitive 

marketplace. 

14 

Revised Nov.2000



BASIC ELEMENTS OF PERSONNEL COMPENSATION 

JOB EVALUATION 

Rank jobs according to compensable 

factors 

—Internal Equity— 

JOB ANALYSIS 

JOB DESCRIPTIONS 

SALARY 

STRUCTURE 

SALARY 

ADMINISTRATION 

Survey all jobs 

SALARY SURVEYS 

Construct 

pay grades — 

Set minimum and 

maximum rates 

Pay distribution 

through system 

Identify average market rate 

for certain 

benchmark jobs 

— External Equity— 

15 

Revised Nov.2000



COMPENSABLE FACTORS 

Definition: 

Any factor (job characteristic) used to provide a basis for judging job 

value in a job evaluation process. The most commonly employed 

compensable factors include skill, effort, responsibility, and working 

conditions, where applicable. 

Skill: • Knowledge and abilities required to successfully perform the job. 

• Education or specialized knowledge — acquired through formal training 

or lower-level training. 

• Experience — work experience beyond education or specialized training 

needed to perform the job. 

Effort: • Difficulty of the work performed in terms of physical or mental energy. 

• Working conditions — adverse conditions (physical hazards, stress or 

excessive time) associated with performing normal job duties. 

• Complexity — difficulty of task and mental focus needed to complete 

tasks. 

• Judgment — frequency and importance of independent decisions 

necessary to perform the job. 

Responsibility: • Effects of proper or improper action on the products or services of the 

entire organization. 

• Scope of authority — the degree to which influence is exercised over 

school operations and the scope of impact the job has on the district as 

a whole. 

• Supervision of others — accountability and obligation for work performed 

by other employees. 

16 

Revised Nov.2000



ANATOMY OF A SALARY RANGE STRUCTURE 

Daily Rate 

$330 

$320 

$315 

$310 

$305 

$300 

$298 

$290 

$285 

$280 

$275 

$270 

$265 

$260 

$255 

$250 

$245 

$240 

$235 

$230 

$225 

$220 

$215 

$210 

$205 

$200 

$195 

$190 

$185 

$180 

$175 

$170 

$165 

$160 

$155 

$150 

$145 

$140 

$135 

$130 

$125 

$120 

$115 

$110 

$105 

$100 

$ 95 

1) 

+20% 

R 

A 

N 

G 

E 

W 

I 

D 

T 

H 

-20% 

$ 

$ 

$ 

Pay Grade 1 

2) 

$ 

$ 

INCREASE 

BETWEEN 

RANGES 

15% 

$ 

Pay Grade 2 

$ 

$ 

$ 

Pay Grade 3 

$ 

$ 

$ 

Pay Grade 4 

Job Worth Hierarchy 

Dimensions of Structure: 

1) Width of Range 

Maximum 

Rates 

(Maximum 

pay for job 

worth) 

Midpoint 

Rates 

(Average pay 

for job worth) 

Minimum 

Rates 

(Minimal pay 

for job worth) 

2) Increase Between Ranges 

17 

Revised Nov.2000



SECTION 2 

STAFFING / HIRING 

18



STAFFING GUIDELINES 

PURPOSE: Guidelines provide a frame of reference for equitably allocating district resources to all students. These guidelines are 

divided into major functional areas of the district. Not all jobs are included. The areas covered by this document are: elementary/ 

intermediate instruction, junior high instruction, high school instruction, continuation center and district-wide services. Unless 

‘campus’ designation is used, the number of students refers to the total student population of that instructional level. 

NOTE: The Superintendent is authorized to modify staffing guidelines as required to meet budget constraints. 

STAFFING GUIDELINES — ELEMENTARY/INTERMEDIATE INSTRUCTION (PK-4) 

Instructional Services 

Teachers 

Classroom Teacher Each increment of 1 full-time person per classroom 

22 students 

Special Education/Special 

Programs Teacher 

To be determined by Special Programs department 

and approved by Superintendent 

Special Assignment Teachers Varies by program/ As required to provide instruction 

campus design 

in appropriate group sizes as 

approved by the Superintendent 

ARD Committee Facilitator Gr. PreK-4 1 full-time person 

/Dyslexia Teacher 

Paraprofessionals (Aides) 

Special Education 

*START 1 to 3 students 1 full-time person 

4+ students additional full-time person 

*PPCD Each classroom unit 1 full-time person 

*STRIVE Based on campus need 1 full-time person 

*PASS Each classroom unit 1 full-time person 

*Structured Learning Each classroom unit 1 full-time person 

*IMPACT Each classroom unit 1 full-time person 

(*Additional staffing as recommended by Director of Special Programs and approved by Superintendent) 

Academic Coach 

Assistant/Clerical Each campus 1 full-time person 

Early Literacy Aide Each campus 1 full-time person 

*Bilingual Literacy Aide K-4–Based on 1 full-time person 

campus need 

(*Additional staffing as recommended by Assistant Superintendent for Educational Services and approved by 

Superintendent) 

Classroom 

CHAMPS 500 to 750 students 1/4-time person 

700 to 1000 students additional 1/4-time person 


Computer Each Campus 1 full-time person 

In-School Suspension Each Campus 1 full-time person 

Physical Education Each Campus 1 full-time person 

Pre-K (regular/Bilingual) For each class over 15 stu. 1 full-time person 

Substitute and other duties Each campus 1 full-time person 

Library/Media Services 

Librarian Each campus 1 full-time person 

Library Aide 500 to 750 students 1/2-time person 



19 

Revised June 2007



STAFFING GUIDELINES — ELEMENTARY/INTERMEDIATE INSTRUCTION (PK-4) 

continued 

Counseling Services 

Counselor 250 to 750 students 1 full-time person 

700 to 1000 students additional half-time person 

(as counselor or social worker) 

900 to 1250 students additional half-time person 

Health Services 

Nurse (RN or LVN) Each campus 1 full-time person 

Clinic Aide Any campus without 1 full-time person 

an RN or LVN 

Administration 

Principal Each campus 1 full-time person 

Assistant Principal Up to 800 ADA (FTE’s) 1 full-time person 

For campus with 

1 additional person 

801+ ADA (FTE’s) 

Secretarial/clerical 

Secretary Each campus 1 full-time person 

Receptionist/Clerical 500 to 800 students 1 full-time person 

For each additional additional 1/2 time person 

increment of 250 students 

Attendance/Data Entry Clerk Each campus 1 full-time person 

20 

Revised Nov. 2005



STAFFING GUIDELINES — MIDDLE AND JUNIOR HIGH INSTRUCTION (5-8) 


Classroom Teacher 25 to 30 students 1 full-time person 

per classroom — not to 

exceed 150 total students 

without superintendent's 

prior approval 





ARD Committee Facilitator Each Campus (5-8) 1 part-time/full-time person 

Dyslexia Teacher Each Campus (5-8) 1 part-time/full time person 

(based on student needs) 

ESL Aide Each campus of 1000+ students 1 full-time person 

Regular Aide Up to 600 students 1 full-time person 

For every increment 

of 400 students 



Programs Aide 




Librarian Up to 900 students 1 full-time person 

Library Aide For every increment 1 full-time person 

of 900 additional students 


Counselor Up to 600 students 1 full-time person 

For every increment of 

400 students 1 additional person 


Nurse (RN or LVN) Each campus 1 full-time person 

Clinic Aide 

Any campus without 

an RN or LVN 

1 full-time person 



Assistant Principal Up to 650 students 1 full-time person 

600 to 1000 students 1 additional full-time person 

900 to 1300 students 1 additional full-time person 

Over 1300 students 

1 additional full-time person 


Secretary Each campus 1 full-time person 

Receptionist/Clerical For 400-600 students 1 full-time person 

If more than 600 students 1 additional person 


Assistant Principal’s Secretary For each 2 A.P. positions 1 full-time person 

in grades 5-6 

For each A.P. position 1 full-time person 

in grades 7-8 

21 

Revised Nov. 2005



STAFFING GUIDELINES — HIGH SCHOOL INSTRUCTION (9-12) 


Classroom Teacher 25-30 students 1 full-time person 

per classroom — not to 

exceed 150 total students 

without superintendent's 

prior approval 





ESL Aide Each Secondary of 1 full-time person 

1500+ students 

Regular Classroom Aide Up to 1000 students 1 full-time person 


of 500 students 1 additional person 


Programs Aide 



ARD Committee Facilitator Each Campus (9-12) 1 full-time person 

For case loads in additional 1/2 time person 

excess of 150 

Dyslexia Teacher Each Campus (9-12) 1 part-time/full time person 

(based on student needs) 


Librarian Up to 900 students 1 full-time person 

Library Aide 850-1800 students 1 additional person 

1700-2700 students 1 additional person 

(part-time/full-time) 


Counselor 475 students 1 full-time person 





Nurse Each campus 1 full-time person 

Clinic Aide 

Any campus without 

RN or LVN 

1 full-time person 

Campus over 1600 students 1 additional person 



Assistant Principal Up to 550 students 1 full-time person 





2301+ students 1 additional person 


Secretary 

Each principal & asst. principal 1 full-time person 

Registrar Each campus 1 full-time person 

Office/clerical Up to 800 students 1 full-time person 


of 600 students 



Bookkeeper Each campus 1 full-time person 

Counseling Services Each campus 1 full-time person 

22 

Revised Nov. 2006



STAFFING GUIDELINES — DICKINSON CONTINUATION CENTER 


Classroom Teacher up to 40 students 2 full-time positions 

41 to 50 students 1 additional position 



(1 additional teacher per 10 students to be 

considered after 5th teacher is added) 

Assistant Instructor DCC Campus 1 full-time person 


Case Manager DCC Campus 1 full-time person 

Counselor/Social Worker DCC Campus 1 full-time person 


Director of DCC DCC Campus 1 full-time person 

Assistant Principal DCC Campus 1/2-time person 

Secretarial/Clerical 

Administrative Assistant DCC Campus 1 full-time person 

Receptionist/Clerical DCC Campus 1/2-time person 

23 

Revised Aug. 2007



STAFFING GUIDELINES — DISTRICT-WIDE SERVICES 

Curriculum Specialists As approved by the Board of As assigned 

Trustees 

School Health Personnel 

A minimum of 3 Registered Nurse 

positions will be maintained in the 

District. Campus placements will 

be subject to reassignment based 

upon identified campus needs. 

Nurse positions will generally be 

filled with an appropriately qualified 

Licensed Vocational Nurse, after 

the 3 RN positions are filled. 

As a clinic aide position is vacated 

due to reassignment, resignation or 

retirement, the position will be filled 

with Licensed Vocational Nurse.One 

clinic aide position will be maintained 

and will be assigned to the same 

campus as the Registered Nurse/ 

Program Coordinator is assigned. 

One Registered Nurse will be 

selected to serve as the Program 

Coordinator for all district school 

health services. 

LSSP's As approved by the Superintendent As Assigned 

Food Service 

Food Service Manager Each campus 1 full-time person 

Food Service Worker 

To be determined by Child 

Nutrition Department 

Full-time worker may work less than eight hours. 

Maintenance/Facilities/Custodian 

Custodian For each 20,000 sq. ft. 1 full-time person 

or as determined by 

cleaning contractor 

Staffing levels are to be monitored by budget managers. Any increase over approved levels will require 

prior approval of the Superintendent. Any increase over approved levels that will require additional 

budget allocation shall have prior Board approval. 

Maintenance and Transportation staffing shall be determined by the Superintendent annually during 

budget planning, and as conditions warrant during the budget year. 

24 

Revised Oct. 2004



HIRING PROCEDURES 

"New" Positions 

Any personnel decision which affects budget expenditure code 6100 expenditures (other than 

discretionary substitutes) will require approval of the Superintendent. Budget managers will have 

indirect responsibility for personnel expenditure decisions through the recommendation process. 

Requests for additional personnel expenditures, new positions, stipends or additional days must 

be in writing to the Superintendent. If approved, the Superintendent will indicate approval by 

signing the request and forwarding copies to the requesting budget manager, business office 

and human resources office. 

"New" and "Replacement" Positions 

• Copy of the approval to the Assistant Superintendent for Human Resources (for all "new" 

positions). 

• Complete Request for Posting, if necessary. (Requires posting unless prior approval by the 

Superintendent is obtained) 

• Postings for positions that require a certificate or license shall be placed, no later than the 

tenth day before a position is filled, in an area convenient to the public in the District's 

administrative office, in the administrative office of each campus and on the internet. 

• Follow interview procedures. 

• Complete employee recommendation form. 

• Send fully completed recommendation form to Human Resources. (Incomplete forms will 

be returned.) 

• Human Resources will complete a Personnel Action form and forward the information to 

Payroll. 

• Human Resources will forward salary notification to the employee. 

25 

Revised Oct. 2009



SECTION 3 

ADMINISTRATIVE 

PAY RANGES 


HIRING SCHEDULE 

SALARY SCHEDULE 

26



ADMINISTRATIVE / PROFESSIONAL PAY RANGES 

FOR 2010-2011 

-20% +20% 

Pay Grade Minimum Midpoint Maximum Range % 

AP1 $168.22 $210.27 $252.33 33.33% 

ADMINISTRATIVE - PAY RANGE 

AP2 $198.59 $248.24 $297.88 33.33% 

AP3 $217.27 $271.59 $325.91 33.33% 

AP4 $238.31 $297.88 $357.46 33.33% 

AP5 $303.73 $379.66 $455.59 33.33% 

AP6 $329.43 $411.79 $494.15 33.33% 

AP7 $365.65 $457.06 $548.47 33.33% 

AP8 $385.50 $481.88 $578.25 33.33% 

AP9 $420.54 $525.68 $630.82 33.33% 

27 

Revised Oct. 2009



ADMINISTRATIVE/PROFESSIONAL PERSONNEL 


PAY GRADE — A/P 1 

Annual Days 

Cafeteria Manager--Elementary, Middle School, JHS 188 

Communications Specialist 226 

Coordinator of Safety & Compliance 226 

DCC Case Manager (with LCDC) 226 

Energy Manager 226 

Junior Accountant 226 

Occupational Therapist Assistant (with Associate Degree) 200 

Office Services and Support 226 

Physical Therapist Assistant (with Associate Degree) 186 

Route Coordinator 226 


Attendance Officer 187 

Cafeteria Manager--High School 188 

Child Nutrition Supervisor 226 

Custodial Supervisor (for less than 45 employees) 226 

Data Specialist 226 

Education Diagnostician 200 

Help Desk and Digital Content Specialist 226 

PC Support Specialist 226 

SASI/FinancePLUS Specialist 226 

Senior Mentor Manager (20 hrs. per week) 180 

ADMINISTRATIVE - JOB CLASSIFICATION 


Accountant 226 

Assistant Principal Intern 210 

Compliance Supervisor for CNS 226 

Construction Project Coordinator 226 

Custodial Supervisor (for more than 45 employees) 226 

DCC Case Manager (BA or BS) 220 

Instructional Technologist 226 

Licensed Specialist in School Psychology (LSSP) 205 

Social Worker (without teaching/counseling credentials) 216 

Specialized Counselor — Special Education, Etc. 205 

Therapist — Occupational and Physical 200 

28 

Revised June 2010



ADMINISTRATIVE/PROFESSIONAL JOB CLASSIFICATION (Continued) 


Annual Days 

Assistant Director of Transportation 210 

Assistant Principal (additional days may be required for summer school administration) 

Dickinson Continuation Center (DCC) 200 

Elementary (Grades PK-4) 210 

Junior High School (2) (Grade 7-8) 216 

Middle School (Grade 5-6) 210 

Coordinator of Business Ancillary Services 226 

Coordinator of Human Resources Support Services 226 

Director of Communications 226 

Director of Custodial Services 226 

Director of Employee Induction/Grants 220 

Director of DCC 226 

Education Foundation Administrator 226 

Nutrition Educator 190 

Security Systems Assistant 226 

Senior Accountant 226 

Senior Information Specialist 226 

Social Worker (with teaching/counseling credentials or Masters in Social Work) 226 

Technology Integration Coordinator 226 



Assistant Principal (additional days may be required for summer school administration) 

High School (4) (Grades 9-12) 216-220 

Associate Principal 

High School (1) (Grades 9-12) 220 

Junior High School (1) (Grade 7-8) 220 

Director of Business Operations 226 

Director of Career/Technology Education 226 

Director of Human Resources 226 

Director of Maintenance 226 

Director of Payroll 226 

Director of Transportation 226 

Disaster Recovery & Security Manager 226 

Infrastructure Manager 226 

Instructional Technology Manager 226 

Network Manager 226 

Operations Supervisor (CNS) 226 

Senior Systems Manager 226 

Server Manager 226 

System Application Assistant 226 

Technology Services Manager 226 

29 

Revised June 2010



ADMINISTRATIVE/PROFESSIONAL JOB CLASSIFICATION (Continued) 


Annual Days 

Curriculum Director 226 

Director of Alternative Education 226 

Director of Assessment/Evaluation & Compliance 226 

Director of Athletics 226 

Director of Child Nutrition 226 

Director of Federal and Bilingual/ELL Programs 226 

Director of Fine Arts 226 

Director of Special Programs 226 

Director of Student Ancillary Services 226 

Director of Technology 226 

Principal — Elementary School 226 

Principal — Middle School 226 

Principal — Junior High School 226 


Business Manager 226 



Assistant Superintendent for Administration 226 

Assistant Superintendent for Business Services 226 

Assistant Superintendent for District Operations 226 

Assistant Superintendent for Educational Services 226 

Assistant Superintendent for Human Resources 226 

Executive Director of Facility Planning and Construction 226 


Deputy Superintendent 226 

Principal — High School 226 

30 

Revised Aug. 2009



ADMINISTRATIVE STAFF 


A/P PAY GRADE DAYS HIRING RANGE 

AP1 226 - 20% of Midpoint to + 10% of midpoint 








ADMINISTRATIVE - HIRING SCHEDULE 


ASSISTANT PRINCIPAL SALARY SCHEDULE 

2010-2011 

An assistant principal’s salary shall be no less than the daily rate they would earn as a classroom 

teacher, times the number of days they are to work. 

Hiring ranges for assistant principals shall generally be: 

For pre-K through 8 th assistant principals 

Beginning Salary 

3 to 5 years teaching experience -10% of Midpoint to midpoint 

5 to 10 years teaching experience -5% of Midpoint to +5% of midpoint 

10 to 15 years teaching experience Midpoint to +10% of midpoint 

15+ years teaching experience +5% of Midpoint to + 15% of midpoint 

For high school assistant principals 

3 to 5 years teaching experience -5% of Midpoint to + 5% of midpoint 

5 to 10 years teaching experience +5% of Midpoint to +15% of midpoint 

10 to 15 years teaching experience +7.5% of Midpoint to +17.5% of midpoint 

15+ years teaching experience +10% of midpoint to +20% of midpoint 

Any exception to these amounts shall be approved in writing, in advance by the superintendent. Such 

exception shall be considered for exceptional abilities in an area that is of significant importance to 

the district, (such as curriculum, special education, etc.) 

31 

Revised Nov. 2005



SECTION 4 

PROFESSIONAL 

PAY RANGES 



SALARY SCHEDULE/COMPENSATION CHART 

32



ADMINISTRATIVE / PROFESSIONAL PAY RANGES 

FOR 2010-2011 

-20% +20% 


AP1 $168.22 $210.27 $252.33 33.33% 

AP2 $198.59 $248.24 $297.88 33.33% 

AP3 $217.27 $271.59 $325.91 33.33% 

AP4 $238.31 $297.88 $357.46 33.33% 

AP5 $303.73 $379.66 $455.59 33.33% 

PROFESSIONAL - PAY RANGE 

AP6 $329.43 $411.79 $494.15 33.33% 

AP7 $365.65 $457.06 $548.47 33.33% 

AP8 $385.50 $481.88 $578.25 33.33% 

AP9 $420.54 $525.68 $630.82 33.33% 

33 

Revised Oct. 2009



COUNSELOR SALARY SCHEDULE 

Step 

Counselor 

Increment 

Counselor 

Days 

0 - 1 $0.00 

2 $1,000.00 

3 $2,000.00 

4 $3,000.00 

5 - 10 $4,000.00 

11 - 25 $4,500.00 

26+ $5,000.00 

A counselor's base salary and local experience increment shall be calculated utilizing the 

Teacher Salary Schedule/Compensation Chart. The counselor increment listed above is to be 

paid in addition to the total salary the counselor would have made as a teacher. 

A certified teacher serving as a social worker would be paid as a certified counselor. 

Pay strategy for professional support staff in the following categories shall ensure 

that total salary is no less than total salary they would earn as a 187 day teacher: 

Diagnosticians 

LSSP's 

Occupational Therapists 

Physical Therapists 

Speech Pathologists 

Elementary ........ 193 

Middle Schools .. 198 

Junior High ......... 198 

DHS ................... 203 

DHS Lead .......... 213 

PROFESSIONAL - JOB CLASSIFICATION / HIRING SCHEDULE 

Revised October 2004 

34



LSSP, LSSP Intern, Diagnostician 

Hiring Schedule 

Position Starting Rate Contract Increment/Years of 

No Experience Days Experience For Hiring Rate 

LSSP Lead Beginning teacher daily rate 

plus Masters Incr. ($5.35) plus 

$35/per day + $2500 total stipend 

210 $3.00 per day per year of experience, with a maximum 

experience counted for purposes of a starting 

salary of 20. An LSSP with a Ph.D. would have 

$5.35 per day added to the Master's degree rate. 

LSSP Beginning teacher daily rate 

plus Masters Increment ($5.35) 

plus $35/per day 

*200 or 205 $3.00 per day per year of experience, with a maximum 


salary of 20. An LSSP with a Ph.D. would have 

$5.35 per day added to the Master's degree rate. 

LSSP Trainee Beginning teacher daily rate 





salary of 20. (May convert retroactively during 

year when documentation of full LSSP certification 

is provided.) 

LSSP Intern Beginning teacher daily rate 





salary of 20. In no event would an LSSP intern 

be paid less than the daily rate they would earn as 

a classroom teacher times the number of days in 

work calendar (plus Masters supplement and local 

experience increment). This individual would 

perform the same number and type of activities as 

the LSSP, as well as participate in the activities 

prescribed by a licensed psychologist in order to 

meet LSSP licensing requirements. 

LSSP Student $50 less than beginning teacher **160 to 164 The LSSP Student Intern will perform assess 

Intern 

daily rate 

ment, consultation and counseling activities as 

assigned by and under the supervision of the Lead 

Psychologist. The Student Intern will not be allowed 

nor expected to perform independently in the 

same manner as the LSSP or the LSSP Intern. The 

Student Intern will not be provided any type of 

benefits by DISD. 

Diagnostician Beginning teacher daily rate 

plus Masters Increment if 

earned ($5.35) 

*200 or 205 $3.00 per day per year of experience with a maximum 


salary of 20. A diagnostician with a Ph.D. would 

have $5.35 per day added to the Master's degree 

rate. 


* The length of the contract would be 200 or 205 days as recommended by the Director of Special Programs. 

**This is a part time assignment, approximately 160 to 164 days per year, as agreed upon by the DISD Director of 

Special Programs and the Director of the LSSP program at the University of Houston/Clear Lake. 

35 

Revised Aug. 2007



Occupational Therapist 


Beginning salary schedule for Occupational Therapist 

Qualifications/ Starting Daily Rate Increment/year of 

Position No Experience Days Experience For Hiring 

Certified Occupational Beginning teacher *200 to 205 $3.50 per day per year of experience as a certified 

Therapist 

salary plus $30 plus 

therapist, with a maximum experience counted for 

Master's Increment 

purposes of a starting salary of 15. A therapist with 

($5.35) 

a Ph.D. would have $5.35 per day added to the 

Master's degree rate. 

Therapist Trainee Beginning teacher 

salary plus $10 

*200 to 205 $2.50 per day per year of TRS recognized experience, 

with a maximum experience counted for 

purposes of a starting salary of 15. (May convert 

retroactively during year when documentation of 

certification is provided.) 

Therapist Assistant $50 less than 

*180 to 186 $2.00 per day per year of experience as a therapist 

(COTA) 

beginning 

assistant, with a maximum experience counted for 

teacher salary 

purposes of a starting salary of 15. 

Beginning salary schedule for Physical Therapist 

Physical Therapist 


Qualifications/ Starting Daily Rate Increment/year of 

Position No Experience Days Experience For Hiring 

Certified Physical Beginning teacher *200 to 205 $3.50 per day per year of experience as a certified 

Therapist 

salary plus $35 plus 

therapist, with a maximum experience counted for 

Master's Increment 

purposes of a starting salary of 15. A therapist with 

($5.35) 

a Ph.D. would have $5.35 per day added to the 

Master's degree rate. 

Therapist Trainee Beginning teacher *200 to 205 $2.50 per day per year of TRS recognized experience, 

with a maximum experience counted for 

salary plus $10 

purposes of a starting salary of 15. (May convert 

retroactively during year when documentation of 

certification is provided.) 

Therapist Assistant $50 less than 

*180 to 186 $2.00 per day per year of experience as a therapist 

(LPTA) 

beginning 

assistant, with a maximum experience counted for 

teacher salary 

purposes of a starting salary of 15. 


* The length of the contract would be as recommended by the Director of Special Programs. 

36 

Revised Aug. 2007



SPEECH PATHOLOGY STAFF 


Position/ Starting Daily Rate Increment/year of 

Qualifications No Experience Days Experience For Hiring 

Masters, CCC** Beginning teacher daily 190 +$3.00 per day 

& Ph.D. rate + Masters Increment ($5.35) per year of experience up 

+ $50/day + Ph.D. Increment ($5.35) to a maximum of 20 yrs. 

Masters & CCC** Beginning teacher daily 190 + $3.00 per day 

rate + Masters Increment ($5.35) 

per year of experience up 

+ $45/day to a maximum of 20 yrs. 

Clinical Fellowship Beginning teacher daily 188 +$3.00 per day 

Year (CFY) rate +Masters Increment ($5.35) per year of experience up 

+ $35/day to a maximum of 20 yrs 

Bachelors & Beginning teacher daily 187 +$3.00 per day 

TEA Certificate rate +$30/day per year of experience up 

to a maximum of 20 yrs. 

Licensed Beginning teacher daily *187 +$2.50 per day 

Assistant rate +$15/day per year of experience up 

to a maximum of 20 yrs. 

Coordinator — approximately 20% reduction in caseload plus $3,000 stipend for coordination, plus three days. 

At no time will a speech pathology staff member make less than a classroom teacher with similar degree and 

professional experience. No experienced DISD speech pathology staff member will make less than a new hire in the 

department in a similar circumstance. 

Individuals assigned to work fewer or more days than specified will be paid the daily rate for the number of days worked. 

Full benefits will be paid to individuals who work more than 20 hours per week. 

For individuals who are incorporated and desire an hourly or daily rate without benefits, a rate will be negotiated with 

the Superintendent through the Director of Special Programs. 


*For the first year of employment with the district, the contract for the licensed assistant may be 190 days. In 

subsequent years, the contract will be 187 days. The purpose of the initial 190 day contract is to provide time for the 

licensed assistant to prepare with the speech and language coordinator in addition to participating in new teacher 

inservice. 

**CCC—Certificate of Clinical Competence 

37 

Revised Aug. 2007



SCHOOL HEALTH PERSONNEL 


Qualifications 

Starting Rate Contract 

Rate No Experience Days 

Registered Nurse/ Teacher pay scale plus $1500 187 

Program Coordinator 

Registered Nurse Teacher pay scale 187 

Licensed Vocational 70% of teacher pay scale 187 

Nurse 

Clinic Aide paraprofessional pay scale 187 


Revised Oct. 2003 

38




TEACHER COMPENSATION CHART 2010-2011 

Step or 2010-11 2010-11 Supplemental 2010-11 2010-11 2010-11 

Local DISD Compensation DISD DISD DISD 

Exp. Schedule from as per HB 3646 Compensation Daily Rate Experience 

State and Local from Federal Chart of Total Increment 

Funds Economic Stimulus $$ Total Compensation 

0 $43,500.00 $1,035.00 $44,535.00 $238.16 $0.00 

1 $43,600.00 $1,035.00 $44,635.00 $238.69 $200.00 

2 $43,800.00 $1,035.00 $44,835.00 $239.76 $300.00 

3 $44,000.00 $1,035.00 $45,035.00 $240.83 $400.00 

4 $44,200.00 $1,035.00 $45,235.00 $241.90 $500.00 

5 $44,450.00 $1,035.00 $45,485.00 $243.24 $600.00 

6 $44,700.00 $1,035.00 $45,735.00 $244.57 $700.00 

7 $45,050.00 $1,035.00 $46,085.00 $246.44 $800.00 

8 $45,400.00 $1,035.00 $46,435.00 $248.32 $900.00 

9 $45,750.00 $1,035.00 $46,785.00 $250.19 $1,000.00 

10 $46,200.00 $1,035.00 $47,235.00 $252.59 $1,100.00 

11 $46,750.00 $1,035.00 $47,785.00 $255.53 $1,200.00 

12 $47,300.00 $1,035.00 $48,335.00 $258.48 $1,300.00 

13 $47,850.00 $1,035.00 $48,885.00 $261.42 $1,400.00 

14 $48,400.00 $1,035.00 $49,435.00 $264.36 $1,500.00 

15 $48,950.00 $1,035.00 $49,985.00 $267.30 $1,600.00 

16 $49,600.00 $1,035.00 $50,635.00 $270.78 $1,700.00 

17 $50,250.00 $1,035.00 $51,285.00 $274.25 $1,800.00 

18 $50,900.00 $1,035.00 $51,935.00 $277.73 $1,900.00 

19 $51,550.00 $1,035.00 $52,585.00 $281.20 $2,000.00 

20 $52,200.00 $1,035.00 $53,235.00 $284.68 $2,100.00 

21 $52,750.00 $1,035.00 $53,785.00 $287.62 $2,200.00 

22 $53,300.00 $1,035.00 $54,335.00 $290.56 $2,300.00 

23 $53,850.00 $1,035.00 $54,885.00 $293.50 $2,400.00 

24 $54,400.00 $1,035.00 $55,435.00 $296.44 $2,500.00 

25 $54,950.00 $1,035.00 $55,985.00 $299.39 $2,600.00 

26 $55,400.00 $1,035.00 $56,435.00 $301.79 $2,700.00 

27 $55,850.00 $1,035.00 $56,885.00 $304.20 $2,800.00 

28 $56,300.00 $1,035.00 $57,335.00 $306.60 $2,900.00 

29 $56,750.00 $1,035.00 $57,785.00 $309.01 $3,000.00 

30 $57,200.00 $1,035.00 $58,235.00 $311.42 $3,100.00 

31 $57,700.00 $1,035.00 $58,735.00 $314.09 $3,200.00 

32 $58,200.00 $1,035.00 $59,235.00 $316.76 $3,300.00 

33 $58,700.00 $1,035.00 $59,735.00 $319.44 $3,400.00 

34 $59,200.00 $1,035.00 $60,235.00 $322.11 $3,500.00 

35 $59,700.00 $1,035.00 $60,735.00 $324.79 $3,600.00 

36 $60,200.00 $1,035.00 $61,235.00 $327.46 $3,700.00 

37 $60,700.00 $1,035.00 $61,735.00 $330.13 $3,800.00 

38 $61,200.00 $1,035.00 $62,235.00 $332.81 $3,900.00 

39 $61,700.00 $1,035.00 $62,735.00 $335.48 $4,000.00 

40 $62,200.00 $1,035.00 $63,235.00 $338.16 $4,100.00 

•DISD experience increment is based on number of years of employment in DISD. 

•Teacher is defined as a classroom teacher, a counselor, a librarian, and a registered nurse. 

•DISD Teacher Salary Schedule is based on a Bachelor's Degree. 

•Master's Degree: Add $1,000 to the appropriate step on DISD Base Salary Schedule. 

•Doctorate: Add $2,000 to the appropriate step on DISD Base Salary Schedule. 

•Career Ladder Level II: Add 1 Step Level. 

•Career Ladder Level III: Add 2 Step Levels. 

•This compensation chart is approved for the 2010-2011 school year only and, in no w ay, is 

intended to be interpreted for future use beyond the school year for w hich it w as approved. 

•If a teacher has more than 40 years of experience, or qualifies for any step above 40, 

an additional $500 per step w ill be added to the DISD Schedule above to determine base 

salary, up to a maximum of $65,735 at step 45. 

PROFESSIONAL - COMPENSATION CHART 

39



SECTION 5 

PARAPROFESSIONAL/ 

CLERICAL/TECHNICAL 

PAY RANGES 




40



PARAPROFESSIONAL / CLERICAL / TECHNICAL PAY RANGES 

DAILY RATES 

FOR 2010-2011 

-25% +25% 


PCT 1 $80.58 $107.44 $134.30 40.00% 

PCT 2 $85.71 $114.27 $142.84 40.00% 

PCT 3 $89.60 $119.46 $149.33 40.00% 

PCT 4 $91.36 $121.82 $152.27 40.00% 

PCT 5 $95.39 $127.19 $158.99 40.00% 

PCT 6 $98.01 $130.68 $163.35 40.00% 

PCT 7 $100.62 $134.16 $167.70 40.00% 

PCT 8 $108.46 $144.62 $180.77 40.00% 

PCT 9 $133.11 $177.48 $221.85 40.00% 

PCT - PAY RANGE 

PCT 10 $157.69 $210.25 $262.81 40.00% 

PCT 11 $166.39 $221.85 $277.32 40.00% 


41



PARAPROFESSIONAL/CLERICAL/TECHNICAL 


PAY GRADE — PCT 1 

Maximum Annual Days 

Clerical Aide 183 

Library Aide 184 or 185 

PE Aide 180 

PAY GRADE— PCT 2 

Academic Coach Aide 180 

CHAMPS Aide 180 

Early Literacy Aide 180 

In-School Suspension Aide 180 

JJAEP Aide 180 

Pre-Kinder Aide 180 

Reading Lab Aide 180 

Receptionist/Clerk—DCC (part time) 177 

Receptionist/Clerk—High School 207 

Receptionist—Junior High 197 

Receptionist—Middle School 197 

Receptionist/Clerk—Elementary 189 

Special Education 1 on 1 Aide 180 

Special Education STRIVE Aide 180 

Special Education PPCD Aide 180 

Special Education Speech Aide 180 

Special Education Transition Aide 180 

Sub/other 180 


Bilingual Literacy Aide 180 

Clinic Aide (Not a Certified Nursing Assistant) 183 

Computer Lab Monitor 180 

DCC Assistant Instructor 187 

ESL Aide 180 

Receptionist/Clerk—O & F 226 

Special Education IMPACT Aide 180 

Special Education PASS Aide 180 

Special Education START Aide 180 

Special Education Structured Learning Aide 180 

Special Education Visually Impaired Aide 180 


Assistant Principal’s Secretary—Junior High and High School 197 

Clinic Aide (Those who qualify as Certified Nursing Assistant) 183 

Counselors' Secretary—DHS 203 

DALC Aide 180 

Esmond Center Records Clerk 183 

Receptionist—Central Office 226 

Secretary to Director of DCC 226 

PCT - JOB CLASSIFICATION 

42 

Revised June 2010



PARAPROFESSIONALCLERICAL/TECHNICAL JOB CLASSIFICATION 

(Continued) 


Maximum Annual Days 

Attendance/Data Entry Clerk—Elementary 207 

Attendance/Data Entry Clerk—Junior High & High School 197 

Attendance/AP Secretary—Middle School 197 

Data Entry/Counselor's Secretary—Middle School 203 

Electronic Data/Information Specialist/Bid Coordinator 226 

PEIMS Scheduling Secretary—High School 220 

Publications/Business Technician 226 

Registrar—Junior High 197 

SASI Secretary 226 

Secretary to Coordinator of Career and Technology Ed.—High School 210 

Secretary to Dean of Instruction—High School 220 

Technical Support Specialist 226 


Esmond Center Educational Records Secretary 200 

Registrar—DHS 226 

PEIMS Specialist 226 

Secretary to Athletic Department—DHS 226 

Secretary to Director of Athletics/Director of Fine Arts 226 

Secretary to Director of Career and Technology Education 226 

Secretary to Band Program—DHS 226 

Secretary to Director of Maintenance 226 

Secretary to Director of Technology 226 

Secretary to Director of Transportation 226 

Special Education Assessment Secretary 200 

Special Education PEIMS Secretary 217 


Accounts Payable Specialist (Business Office) 226 

Business Services Specialist (Benefits) 226 

Child Nutrition Finance Specialist 226 

Finance Specialist 226 

Human Resources Specialist 226 

Payroll Specialist 226 

Secretary to Director of Alternative Education 226 

Secretary to Director of Educational Services 226 

Secretary to Director of Human Services 226 

Secretary to Director of Special Programs 226 

Secretary to Elementary Principal 226 

Secretary to Junior High Principal 226 

Secretary to Middle School Principal 226 


Accounting Assistant 226 

Accounting Clerk/Bookkeeper—DHS 217 

Secretary to Assistant Superintendent for District Operations 226 

Secretary to Assistant Superintendent for Educational Services 226 

Secretary to Assistant Superintendent for Human Resources 226 


Secretary to High School Principal 226 


Secretary to Assistant Superintendent for Administration 226 

Secretary to Deputy Superintendent 226 


Secretary to Superintendent of Schools 226 

PCT - JOB CLASSIFICATION 

43 

Revised June 2010



PCT HIRING SCHEDULE 

(Paraprofessional/Clerical/Technical) 

DAILY RATES 

for 2010-2011 

HIRING SCHEDULE -- CURRENT EMPLOYEES NOT TO MAKE LESS THAN 

Years 

Experience PCT 1 PCT 2 PCT 3 PCT 4 PCT 5 PCT6 PCT 7 PCT 8 PCT 9 PCT 10 PCT 11 

0 $80.75 $85.75 $89.75 $91.50 $95.50 $98.25 $100.75 $109.00 $133.50 $157.75 $166.50 

1 $82.75 $87.00 $91.05 $92.85 $97.50 $100.25 $102.75 $110.60 $135.20 $159.75 $168.50 

2 $84.75 $88.25 $92.35 $94.20 $99.50 $102.25 $104.75 $112.20 $136.90 $161.75 $170.50 

3 $86.75 $89.50 $93.65 $95.55 $101.50 $104.25 $106.75 $113.80 $138.60 $163.75 $172.50 

4 $88.75 $90.75 $94.95 $96.90 $103.50 $106.25 $108.75 $115.40 $140.30 $165.75 $174.50 

5 $90.75 $92.00 $96.25 $98.25 $105.50 $108.25 $110.75 $117.00 $142.00 $167.75 $176.50 

6 $91.75 $93.25 $97.55 $99.25 $106.50 $109.25 $111.75 $118.00 $143.70 $169.75 $178.50 

7 $92.75 $94.50 $98.85 $100.50 $107.50 $110.25 $112.75 $119.00 $145.40 $171.75 $180.50 

8 $93.75 $95.75 $100.15 $101.75 $108.50 $111.25 $113.75 $120.00 $147.10 $173.75 $182.50 

9 $94.75 $97.00 $101.45 $103.00 $109.50 $112.25 $114.75 $121.00 $148.80 $175.75 $184.50 

10 $95.75 $98.25 $102.75 $104.25 $110.50 $113.25 $115.75 $122.00 $150.50 $177.75 $186.50 

11 $96.75 $99.50 $104.05 $105.50 $111.50 $114.25 $116.75 $123.00 $152.20 $179.75 $188.50 

12 $97.75 $100.75 $105.35 $106.75 $112.50 $115.25 $117.75 $124.00 $153.90 $181.75 $190.50 

13 $98.75 $102.00 $106.65 $108.00 $113.50 $116.25 $118.75 $125.00 $155.60 $183.75 $192.50 

14 $99.75 $103.25 $107.95 $109.25 $114.50 $117.25 $119.75 $126.00 $157.30 $185.75 $194.50 

15 $100.75 $104.50 $109.25 $110.50 $115.50 $118.25 $120.75 $127.00 $159.00 $187.75 $196.50 

16 $101.75 $105.75 $110.55 $111.75 $116.50 $119.25 $121.75 $128.00 $160.70 $189.75 $198.50 

17 $102.75 $107.00 $111.85 $113.00 $117.50 $120.25 $122.75 $129.00 $162.40 $191.75 $200.50 

18 $103.75 $108.25 $113.15 $114.25 $118.50 $121.25 $123.75 $130.00 $164.10 $193.75 $202.50 

19 $104.75 $109.50 $114.45 $115.50 $119.50 $122.25 $124.75 $131.00 $165.80 $195.75 $204.50 

20 $105.75 $110.75 $115.45 $116.50 $120.50 $123.25 $125.75 $132.00 $167.50 $197.75 $206.50 

21 $106.75 $112.00 $116.45 $117.50 $121.50 $124.25 $126.75 $133.00 $169.20 $199.75 $208.50 

22 $107.75 $113.25 $117.45 $118.50 $122.50 $125.25 $127.75 $134.00 $170.90 $201.75 $210.50 

23 $108.75 $114.50 $118.45 $119.50 $123.50 $126.25 $128.75 $135.00 $172.60 $203.75 $212.50 

24 $109.75 $115.75 $119.45 $120.50 $124.50 $127.25 $129.75 $136.00 $174.30 $205.75 $214.50 

25 $110.75 $117.00 $120.45 $121.50 $125.50 $128.25 $130.75 $137.00 $176.00 $207.75 $216.50 

26 $111.75 $118.25 $121.45 $122.50 $126.50 $129.25 $131.75 $138.00 $177.70 $209.75 $218.50 

27 $112.75 $119.50 $122.45 $123.50 $127.50 $130.25 $132.75 $139.00 $179.40 $211.75 $220.50 

28 $113.75 $120.50 $123.45 $124.50 $128.50 $131.25 $133.75 $140.00 $181.10 $213.75 $222.50 

29 $114.75 $121.50 $124.45 $125.50 $129.50 $132.25 $134.75 $141.00 $182.10 $215.75 $224.50 

30 $115.75 $122.50 $125.45 $126.50 $130.50 $133.25 $135.75 $142.00 $183.10 $217.75 $226.50 

31 $116.75 $123.50 $126.45 $127.50 $131.50 $134.25 $136.75 $143.00 $184.10 $219.75 $228.50 

32 $117.75 $124.50 $127.45 $128.50 $132.50 $135.25 $137.75 $144.00 $185.10 $221.75 $230.50 

33 $118.75 $125.50 $128.45 $129.50 $133.50 $136.25 $138.75 $145.00 $186.10 $223.75 $232.50 

34 $119.75 $126.50 $129.45 $130.50 $134.50 $137.25 $139.75 $146.00 $187.10 $225.75 $234.50 

35 $120.75 $127.50 $130.45 $131.50 $135.50 $138.25 $140.75 $147.00 $188.10 $227.75 $236.50 

36 $121.75 $128.50 $131.45 $132.50 $136.50 $139.25 $141.75 $148.00 $189.10 $229.75 $238.50 

Daily rate for employees in these categories shall not be less than the amount shown on this schedule. Daily rates above are 

subject to adjustment above the base amount based on performance of the specific job duties for the position, with prior approval of 

the superintendent. 

Revised Oct.2009 

PCT - HIRING SCHEDULE/SALARY SCHEDULE 

44



SECTION 6 

SUPPORT SERVICES 

PAY RANGES 




45



SUPPORT SERVICES PAY RANGES 

FOR 2010-2011 

HOURLY RATES — NON-CONTRACTUAL 

-30% +30% 


SS1 $7.99 $11.41 $14.83 46.15% 

SS2 $8.81 $12.58 $16.36 46.15% 

SS3 $9.61 $13.73 $17.85 46.15% 

SS4 $11.21 $16.01 $20.82 46.15% 

SS5 $12.82 $18.31 $23.80 46.15% 

SS6 $14.67 $20.95 $27.24 46.15% 

SS7 $16.60 $23.72 $30.83 46.15% 

SUPPORT SERVICES - PAY RANGE 


46



SUPPORT SERVICES PERSONNEL 


PAY GRADE—SS 1 

Annual Days 

Bus Monitor 177 

Child Nutrition Apprentice 177 


Custodian 210 

Child Nutrition Technician 177 

Transportation Utility *235 / 245 


Child Nutrition Specialist (Asst. Mgr., Elementary) 177 

Grounds Worker *235 / 245 

Laundry Worker *235 / 245 

Mail Carrier *235 / 245 

Laundry/Custodian/Mail Worker *235 / 245 

Mechanic Assistant *235 / 245 

Shift Lead Custodian—Junior High and High School 210 

Sub Driver 177 

Utility Worker *235 / 245 

Warehouse Worker *235 / 245 


Athletic Complex Caretaker 235 

Athletic Field Caretaker *235 / 245 

Bus Driver (Route Driver) 177 

Child Nutrition Specialist (Asst. Mgr., Secondary) 177 

Craft Apprentice *235 / 245 

Head Custodian—Elementary and Middle Schools *235 / 245 

Mechanic/Grounds *235 / 245 

Pest Control Operator *235 / 245 

Transportation Dispatcher 177 


AC/Filter Technician 235 

Cafeteria Manager (Probationary Year) 177 

Head Custodian—Junior High and High School 235 

Inventory/Warehouse Technician *235 / 245 

Lead Driver 177 

Maintenance Foreman 235 

Maintenance Inventory Technician 235 

Mechanic *235 / 245 


Child Nutrition Warehouse Manager 226 

Door Hardware Specialist 235 

Driver Trainer I 190 

Technician (Carpenter, Grounds, General Maintenance, Painter, Electronic/Audio Visual) *235 / 245 

Inventory and Information Management Technician 220 


Appliance Technician 235 

Driver Trainer II 190 

Fleet Manager *235 / 245 

Technician (Mechanical, Electrical, Plumbing) *235 / 245 

SUPPORT SERVICES - JOB CLASSIFICATION 

*NOTE: Refer to policy DED(LOCAL)--Different for those employed after 9/1/01. 

47 

Revised June 2010



MAINTENANCE & CUSTODIAL SERVICES HIRING SCHEDULE 

HOURLY RATES 

FOR 2010-2011 

NOTE: This hiring schedule is somewhat different than most other hiring schedules as it is based on qualifying factors that 

result in STEPS rather than placement on the schedule on experience alone. 

SS1 SS2 SS3 SS4 SS5 SS6 SS7 

STEP 177-day 177-235-day 235-day 235-day 235-day 235-day 235-day 

schedule schedule schedule schedule schedule schedule schedule 

1 $8.00 $8.85 $9.65 $11.25 $12.85 $14.70 $16.60 

2 $8.20 $9.00 $10.15 $11.95 $14.55 $16.90 $19.10 

3 $8.50 $9.20 $11.00 $12.95 $15.55 $19.00 $21.50 

4 $8.90 $9.65 $12.25 $14.55 $17.25 $21.10 $23.95 

5 $9.40 $10.05 $13.30 $16.35 $19.45 $23.15 $26.45 

SS2 

SS3 

SS4 

SS5 

SS6 

SS7 

CUSTODIAN 

MAIL CARRIER, LAUNDRY WORKER, GROUNDS WORKER, SHIFT LEAD CUSTODIAN (JUNIOR HIGH AND 

HIGH SCHOOL), UTILITY WORKER, WAREHOUSE WORKER 

CRAFT APPRENTICE (HVAC, PLUMBER, ELECTRICIAN), HEAD CUSTODIAN (ELEMENTARY AND MIDDLE 

SCHOOL), MECHANIC/GROUNDS, PEST CONTROL OPERATOR, ATHLETIC FIELDS CARETAKER, 

ATHLETIC COMPLEX CARETAKER 

HEAD CUSTODIAN (JUNIOR HIGH AND HIGH SCHOOL), MAINTENANCE FOREMAN--GROUNDS, UTILITY, 

AC/FILTER TECH., MAINT. INVENTORY TECH. 

TECHNICIAN (CARPENTER, GROUNDS, GENERAL MAINT., PAINTER, ELEC./AUDIO), DOOR HARDWARE 

SPECIALIST 

TECHNICIAN (MECHANICAL, ELECTRICAL, PLUMBING) 

Pay differential for leaders: 

# RESPONSIBLE FOR PAY DIFFERENTIAL 

1–2 $.50 per hour 

3–5 $.75 per hour 

6-10 $1.00 per hour 

10+ $1.50 per hour 

Compensations Adjustments - Effective Sept. 2007 

Current employees' hourly rates shall be no less than a new employee who meets the criteria for the 

same step, based on the step requirements. Each adjustment is a stand-alone adjustment. 

SS3 (The following compensation adjustments are not a condition of employment.) 

Grounds Worker – (Pest) 

1. Obtain Texas CDL - $.25 per hour 

2. Obtain TDA Applicators License with weed category - $.75 per hour 

3. Applicators (3) additional categories (lawn and ornamental, pest and termite) - $1.25 per 

hour 

Grounds Worker – (Irrigation) 

1. Obtain Texas licensed irrigation installer - $.50 per hour 

2. Become Texas licensed irrigator - $1.25 per hour 

SUPPORT SERVICES - HIRING SCHEDULE 

Revised June 2010 

48



Warehouse Worker – (If employed on Step 1) 

Meet requirements of Step 2, 3, 4, or 5 as approved by the Director of Maintenance. 

Step 2 - $.75 per hour 

Step 3 - $1.25 per hour 



SS4 

Craft Apprentice 

A. Plumber 

1. Registered as a Plumber’s Apprentice with TSBPE - $.50 per hour 

2. Registered as a Drain Cleaner – Restricted Registrant with TSBPE -$.50 per 

hour 

3. Possess Drain Cleaner’s license with TSBPE - $1.50 per hour 

4. Obtain Journeyman Plumbers license from TSBPE - $1.75 per hour 

B. Electrical 

1. Obtain Maintenance Electrician license from TDLR - $1.00 per hour 

2. Obtain Journeyman Electrician license from TDLR - $1.50 per hour 

3. Obtain Master Electrician license from TDLR - $1.75 per hour 

C. HVAC 

1. Obtain NATE Certification in three categories - $1.00 per hour 

2. Obtain class “B” license in HVAC - $1.50 per hour 

3. Obtain class “A” license in HVAC - $1.75 per hour 

D. Mechanic/Grounds 

1. Obtain certification in small engine repair - $1.00 per hour 

2. Obtain certification in diesel engine repair - $1.50 per hour 

3. Obtain certification in hydraulic systems repair - $1.75 per hour 

(Certification through OPEESA/EETC Technician Certification Program / 

Outdoor Power Equipment and Engine Service Association/Equipment 

and Engine Training Council) 

E. Athletic Field Caretaker / Athletic Complex Caretaker 

Meet requirements of Step 2, 3, 4 or 5 as approved by Director of Maintenance. 





F. Other SS4 shall be compensated at no less than hiring rate for which they qualify at 

the beginning of each budget year. 

SS5 

Maintenance Foreman--Grounds, Utility 

1. Obtain TDA Applicators license – weed control - $.75 per hour 

a. Applicator (3) additional categories (lawn and ornamental, pest, termite) - $1.25 per 

hour 

2. Become Texas licensed irrigator- $1.75 per hour 

Other SS5 shall be compensated at no less than hiring rate for which they qualify at the 

beginning of each budget year. 

SS6 

Technician (Carpenter, Grounds, General Maintenance, Painter) 

Shall be compensated at no less than hiring rate for which they qualify plus $2.00; at the 


SS7 

Technician (Mechanical, Electrical, Plumbing) 

Shall be compensated at no less than hiring rate for which they qualify plus $2.00; at the 



49



CUSTODIAL SERVICES 

Step Schedule for Hiring 

SS2 



CUSTODIAN — SS2 

STEP 1 

1. Demonstrate ability to lift 60 pounds safely. 

2. Read and understand instructions for cleaning, 

maintenance, and safety procedures. 

STEP 2 

1. At least 1 year of related work experience. 

2. Basic knowledge of cleaning agents and their 

applications. 

3. Basic knowledge of custodial practices used in 

cleaning schools. 

4. Knowledge of custodial safety procedures 

including MSDS sheets, Bloodborne Pathogens, 

etc. 

STEP 3 

1. At least 3 years of related work experience. 

2. Experienced in the operation of floor maintaining 

equipment (i.e. auto scrubbers, burnishers, wet 

vac, etc.) 

3. Experienced in carpet care procedures. 

STEP 4 


2. Experience in classroom cleaning including 

marker boards, furniture, windows, etc. 

3. Performs job duties without direct supervision. 

STEP 5 


2. Experience with minor building maintenance 

such as replacement of light bulbs, ceiling tile, 

furniture repair, etc. 

3. Experience with appropriate procedures for 

opening, closing and safeguarding facilities. 

Includes securing exit doors, activating alarms, 

etc. 

SHIFT LEAD CUSTODIAN 

(JUNIOR HIGH AND HIGH SCHOOL) — SS3 

STEP 1 

1. Demonstrate ability to lift 60 pounds safely. 

2. Read and understand instructions for cleaning, 

maintenance, and safety procedures. 

STEP 2 


2. Basic knowledge of cleaning agents and their 

applications. 



4. Knowledge of custodial safety procedures including 

MSDS sheets, Bloodborne Pathogens, etc. 

STEP 3 


2. Experienced in the operation of floor maintaining 

equipment (i.e. auto scrubbers, burnishers, wet vac, 

etc.) 

3. Experienced in carpet care procedures. 

STEP 4 


2. Experience in classroom cleaning including marker 

boards, furniture, windows, etc. 

3. Performs job duties without direct supervision. 

STEP 5 


2. Experience with minor building maintenance such 

as replacement of light bulbs, ceiling tile, furniture 

repair, etc. 

3. Experience with appropriate procedures for opening, 

closing and safeguarding facilities. Includes 

securing exit doors, activating alarms, etc. 


50 

Revised June 2010



CUSTODIAL SERVICES 


SS4 

HEAD CUSTODIAN 

(ELEMENTARY AND MIDDLE SCHOOLS) — SS4 

STEP 1 





etc. 

3. Read and understand written and verbal directives. 

STEP 2 


2. At least 1 year of supervisory experience. 

STEP 3 

1. At least 5 years verifiable experience as a building 

keeper. 

2. Planning and directing experience. 

3. At least 2 years supervisory experience. 

STEP 4 

1. At least 7 years of verifiable related work experience. 

2. At least 3 years verifiable satisfactory supervisory 

experience. 

3. At least 2 years planning and directing experience. 

STEP 5 

1. At least 9 years of verifiable related experience. 

2. At least 5 years verifiable building keeper supervisory 

experience. 

3 At least 5 years planning and directing experience. 

4. Experienced in training personnel in custodial 

safety procedures. 


SS5 

HEAD CUSTODIAN 

(JUNIOR HIGH AND HIGH SCHOOL) — SS5 

STEP 1 





etc. 

3. Read and understand written and verbal directives. 

STEP 2 



STEP 3 

1. At least 5 years verifiable experience as a building 

keeper. 

2. Planning and directing experience. 


STEP 4 

1. At least 7 years of verifiable related work experience. 

2. At least 3 years verifiable satisfactory supervisory 

experience. 

3. At least 2 years planning and directing experience. 

STEP 5 

1. At least 9 years of verifiable related experience. 

2. At least 5 years verifiable building keeper supervisory 

experience. 

3 At least 5 years planning and directing experience. 

4. Experienced in training personnel in custodial 

safety procedures. 


51 

Revised June 2010



MAINTENANCE 



MAIL CARRIER — SS3 

STEP 1 

1. Possess a valid Texas Driver's license with a good 

driving record. 

2 Demonstrates ability to lift 30-50 lbs. routinely. 

STEP 2 

1. Experienced in the sorting of mail. 

2. Demonstrates ability to establish delivery route according 

to need. 


4. Exhibits a high level of oral and written communication 

skills. 

5. Demonstrates ability to work without supervision. 

STEP 3 


2. Experienced in the use of a postage machine. 

3. Knowledge of cleaning procedures for office area. 

4. Proficient at reading a map. 

STEP 4 


2. Knowledge of postal regulations and requirements. 

STEP 5 


2. Experienced in the regulations and procedures required 

to ship various types of parcels via private 

carrier. 

LAUNDRY/CUSTODIAN/MAIL WORKER — SS3 

STEP 1 

1. High School diploma or GED desired. 

2. No related job experience. 

3. Possess valid Texas Driver’s license with a good 


4. Demonstrate the ability to read, write and follow 

instructions and directions 

5. Demonstrate the ability to lift 30-50 lbs routinely. 

STEP 2 

1. At least 1 year of work related experience. 

2. Demonstrate the ability to perform routine custodial 

tasks such as mopping, sweeping, and 

dusting. 

3. Demonstrate the ability to pick up laundry from 

different sites to sort, load, wash and dry as 

required. 

4. Experienced in the sorting of mail and distribution 

of mail. 

STEP 3 

1. At least 3 years of work related experience. 

2. Experienced in the detailed cleaning of commercial 

offices and restroom areas. 

3. Experienced in the washing and drying of clothes 

including bleaching, handling and stain removal. 

4. Experience in the usage of a postage machine. 

STEP 4 

1. At least 5 years experience of work related 

experience. 

2. Experienced in general floor care practices such 

as stripping, waxing, buffing, burnishing and 

carpet cleaning. 

3. Demonstrate the ability to organize and implement 

a schedule for pick up and delivery of laundry. 

STEP 5 


2. Experienced in minor building maintenance such 

as replacement of light bulbs, ceiling tile replacement, 

etc. 

3. Experienced in the regulations, requirements, and 

procedures involved with district and postal 

service delivery of mail, board folders, etc. 

4. Experienced in all areas of commercial laundry 

procedures. 

UTILITY WORKER — SS3 

STEP 1 

1. Possess valid Texas Driver's license. 

2. Demonstrate ability to lift up to 50 lbs. on a frequent 

basis. 

3. Demonstrate the ability to follow written and verbal 

instructions. 

STEP 2 


2. Experienced in use of pallet jack, truck cart, vending 

dolly and other moving equipment. 

3. Skilled in use of basic hand tools (screwdrivers, 

hammers, wrenches, etc.) 

STEP 3 


2. Experienced in transport and delivery of various materials 

and supplies. 

3. Experienced in use of power tools (drills, saws, etc.). 

STEP 4 


2. Basic knowledge of parking lot maintenance and 

repair procedures. 

3. Demonstrate ability to work independently to complete 

work orders, furniture transfers, etc. 

STEP 5 


2. Possess certification in fork lift operation. 

3. Possess valid Texas CDL. 

4. Demonstrate ability to properly complete workorders, 


--CONTINUED-- 

52 

Revised Oct. 2008



MAINTENANCE 

SS3 — Continued 

GROUNDS WORKER — SS3 

STEP 1 

1. No experience in related field. 

2. Possess valid Texas Driver's license. 

STEP 2 


2. Exhibits knowledge of basic grounds keeping practices. 

3. Demonstrates ability to operate various types of 

mowers, weed eater, trimmers, etc. 

STEP 3 


2. Basic knowledge of irrigation systems. 

3. Experienced in the operation of heavy equipment 

including tractors, backhoes, trenchers, etc. 

STEP 4 


2. Knowledge of various classes of plants, trees, flowers, 

etc. and their care. 

3. Experienced in repairs to irrigation systems. 

STEP 5 


2. Possess a Pesticide Technician License issued by 

the Texas TDA. 

3. Exhibits knowledge in the diagnosis and treatment of 

horticulture problems caused by disease, insects, 

etc. 

4. Experienced in the supervision of grounds keeping 

and landscaping projects. 

LAUNDRY WORKER — SS3 

STEP 1 

1. Have valid Driver's license with good driving record. 

2. Demonstrates ability to lift 75 lbs. properly. 

STEP 2 

1. At least 2 years related work experience. 

2. Exhibits effective oral and written communication 

skills. 

3. Knowledge of cleaning procedures for office areas. 

4. Knowledge of basic washing and drying of clothes 

according to color, volume and fabric type. 

STEP 3 


2. Demonstrates ability to organize and implement a 

laundry schedule. 

3. At least 3 years experience in cleaning of office areas 

and restrooms. 

STEP 4 


2. Experienced in the washing and drying of clothes 

including bleaching, stain removal, handling, etc. 

3. Experienced in commercial carpet cleaning procedures. 

STEP 5 


2. Experienced in all areas of commercial laundry procedures. 

3. Experienced in the maintaining of commercial flooring 

including stripping, waxing and buffing. 

WAREHOUSE WORKER — SS3 

STEP 1 

1. Demonstrates ability to lift up to 60 lbs. on a frequent 

basis. 

2. No work related experience. 

STEP 2 


2. Valid Texas CDL Driver's license with a good driving 

record. 

3. Exhibits knowledge of basic warehouse procedures 

(including storing, inventory, tracking, receiving, etc.) 

4. Demonstrates basic computer skills. 

5. Experienced in the verification of shipments with 

information on invoices, packing slips, purchase 

orders, and computer. 

STEP 3 

1. At least 3 years of related work experience 

2. Experienced in warehouse shipping and receiving 

practices. 

3. Experienced in the moving of inventory to various 

locations by safely and properly operating fork lift, 

pallet jack, and/or handcart. 

4. Proficient in the use of the computerized maintenance 

management inventory system. 

5. Experienced in the organization and implementation 

of the delivery of materials and supplies to designated 

destinations. 

STEP 4 


2. Possess strong computer skills (demonstrates ability 

to use software programs to develop management 

assistance documents). 

3. Provides evidence of appropriate training/experience 

in warehouse management. 

STEP 5 


2. Proficient in the areas of purchasing procedures and 

inventory control. 


53 

Revised Oct. 2007



MAINTENANCE 


SS4 

PEST CONTROL OPERATOR — SS4 

STEP 1 

1. Experienced in maintaining accurate pest control 

records as required by Texas SPCB. 

2. Knowledge of safety procedures in handling chemicals 

as required by Texas SPCB. 

3. Understanding of State IPM laws. 

4. Have valid CDL Driver's license with good driving 

record. 

STEP 2 


2. Possess Texas SPCB Applicator’s License, Pest Control. 

3. Experienced in the identification of resolution of pest 

control issues. 

4. Experienced in the application of IPM procedures 

related to schools. 

STEP 3 


2. Experienced in the planning of pest and weed control 

strategies. 

STEP 4 


2. Possess Texas SPCB termite license. 

3. Experienced in the identification and resolution of 

termite issues. 

STEP 5 


2. Verifiable supervisory experience. 

3. Knowledge of procedures in control of nuisance wildlife. 

CRAFT'S APPRENTICE — SS4 

STEP 1 

1. No related work experience in related field. 

STEP 2 


2. Possess valid Texas Driver's license with good driving 

record. 

3. Knowledge of tools in designated craft. 

4. Basic knowledge of work related systems (i.e. plumbing, 

A/C, electrical, etc.) 

STEP 3 


2. Knowledge of general maintenance duties related to 

assigned craft. 

3. Demonstrates ability to work unsupervised. 

STEP 4 


2. Experienced in the procurement of supplies and parts. 

3. Experienced in work order system procedures. 

STEP 5 


2. Experienced in troubleshooting procedures related 

to assigned craft. 

3. Possess certification in assigned craft. 

MECHANIC / GROUNDS — SS4 

STEP 1 

1. Possess a valid Texas Driver's license. 

2. At least 1 year experience in repair of lawn equipment. 

(i.e. walk behind and riding mowers, weed eaters, 

blowers, etc.) 

3. Demonstrates basic knowledge of grounds and landscaping 

procedures. 

STEP 2 

1. At least 3 years experience in repair of lawn equipment. 

2. Proficient in the use of all lawn equipment and tractors. 

4. Demonstrates knowledge of preventive maintenance 

procedures for lawn equipment. 

STEP 3 

1. At least 5 years experience in lawn equipment repair. 

2. Certification in 2 stroke and 4 stroke categories of 

small engine repair or equivalent. 

3. Demonstrates knowledge in the operation of heavy 

equipment (i.e. backhoes, loaders, tractors). 

STEP 4 

1. At least 7 years experience in repair of commercial 

lawn and power equipment. 

2. Experienced in the maintenance and repair of spray 

equipment (i.e. chemical sprayers, striping machines, 

etc.) 

3. Experience in the repair of hydraulic systems on 

heavy equipment. 

STEP 5 

1. At least 9 years experience in lawn equipment repair 

including heavy equipment. 

2. Certified in diesel engine repair. 

ATHLETIC FIELD CARETAKER — SS4 

STEP 1 

1. At least 1 year experience in grounds keeping and 

landscaping. 

2. Demonstrates basic knowledge of turf (natural) including 

aeration, mowing, irrigation, etc. 

3. Demonstrates basic knowledge in the layout of athletic 

fields including football, baseball, soccer, etc. 

4. Skilled in use of various types of mowers, weed 

eaters, striping machines, aerators, etc. 


--CONTINUED-- 

54 

Revised Oct. 2007



MAINTENANCE 

SS4 — Continued 

STEP 2 

1. At least 2 years experience in grounds keeping and 

landscaping. 

2. Experienced in the mowing of turf (natural) in various 

patterns using a reel mower. 

3. Demonstrates basic knowledge in care of synthetic 

turf. 

4. Demonstrates basic knowledge of various procedures 

required to maintain athletic fields including 

football, baseball, soccer, etc. 

STEP 3 


landscaping. 

2. At least one year experience in athletic field preparation 

and procedures. 

3. Proficient in painting procedures for athletic fields 

including layout, decal applications, striping and chalking. 

4. Experienced in recognition of various problems related 

to turf management caused by disease, weeds, 

insects, etc. 

STEP 4 


landscaping. 

2. At least 2 years experience in athletic field preparation 


3. Possess a Pesticide Technician License issued by 

the Texas TDA. 

4. Experienced in the repair of athletic field irrigation 

systems. 

STEP 5 


landscaping . 

2. At least 3 years experience in athletic field preparation 


3. Experienced in the diagnosis and resolution of problems 

with synthetic turf including seam repairs, staining, 

drainage issues, etc. 

4. Experienced in the supervision of grounds personnel 

in athletic field procedures and preparation. 

ATHLETIC COMPLEX CARETAKER — SS4 

STEP 1 


2. Possess valid Texas Drivers License. 

STEP 2 


2. Demonstrates knowledge of basic grounds keeping 

practices. 

3. Demonstrates basic knowledge of custodial practices 

used in cleaning schools. 

4. Experience with appropriate procedures for opening, 

closing and safeguarding facilities, including securing 

gates, activating alarms, etc. 

STEP 3 

1. At least 3 years experience in work related field. 

2. Experience in operation of floor care equipment (i.e. 

buffers, wet vacs, burnishers, etc.). 

3. Basic knowledge in the care of synthetic turn. 

4. Basic knowledge in the care of synthetic running 

track surfaces. 

STEP 4 


2. Experience in the care and minor maintenance of 

aluminum bleachers. 

3. Experience with minor building maintenance such as 

replacement of light bulbs, ceiling tile, etc. 

4. Knowledge of various classes of plants, trees, flowers, 

etc. 

STEP 5 

1. At least 7 years of related work experience/ 

2. Experienced in interior and exterior maintenance of 

athletic facilities, including locker rooms, press boxes, 

restrooms, mechanical rooms, etc. 

3. Experienced in field preparation and set up for football 

and soccer games. 


55 

Revised Oct. 2007



MAINTENANCE 


SS5 

AC/FILTER TECHNICIAN — SS5 

STEP 1 

1. High School diploma or GED desired. 


3. Possess valid Texas Driver’s license. 

4. Demonstrate the ability to follow written and 

verbal instructions. 

STEP 2 


2. Skilled in the use of basic hand tools 

(screwdrivers, hammers, wrenches, etc.) power 

tools and ladders. 

3. Demonstrate the ability to work unsupervised. 

4. Basic knowledge of HVAC theory and related 

practices. 

STEP 3 


2. Demonstrate the ability to read wiring diagrams 

and schematics for diagnostic purposes. 

3. Experienced in basic preventative maintenance 

practices. 

4. Demonstrate the ability to troubleshoot minor 

problems with HVAC systems. 

STEP 4 

1. At least 5 years experience of work related 

experience. 

2. Proficient in the completion of work orders, 

requisitions, preventative maintenance logs and 

other required documents and forms. 

3. Experienced in organizing and maintaining a 

preventative maintenance program for HVAC 

systems. 

4. Demonstrate the ability to troubleshoot complex 

electrical and mechanical problems with HVAC 

systems. 

STEP 5 


2. Possess EPA certification in refrigerant recovery 

(universal). 

3. Proficient in the use of a computer for documentation 

and communication purposes (i.e., work 

orders, PM logs, requisitions, email, etc.). 

MAINTENANCE FOREMAN — GROUNDS — SS5 

STEP 1 

1. At least 2 years experience supervising a mowing 

operation. 

2. Demonstrates knowledge of seasonal mowing/trimming 

requirements. 

3. Demonstrates knowledge of various types of equipment 

used in mowing operations. 


record. 

STEP 2 


2. At least 3 years planning and directing a mowing 

operation. 

3. Demonstrates basic knowledge of landscaping procedures. 

4. Demonstrates basic knowledge of irrigation installation 

and repairs. 

STEP 3 


2. At least 5 years planning and directing a mowing/ 

landscaping operation. 

3. Possess TDA applicator's license - weed control. 

STEP 4 


2. Experienced in athletic field layouts including football, 

soccer, baseball, etc. 

3. Demonstrates knowledge of various classes of plants, 

trees, flowers, etc. 

4. At least 7 years experience planning and directing a 

mowing/landscaping operation. 

STEP 5 


2. Experienced in the application of pesticides and fertilizers 

using proper techniques and procedures. 

3. Experienced in the identification and treatment of 

horticultural problems caused by disease, insects, 

etc. 

MAINTENANCE FOREMAN — UTILITY — SS5 

STEP 1 


2. Possess valid Texas CDL. 

3. Ability to follow written and verbal instructions. 

4. Demonstrates ability to lift up to 50 lbs. on a frequent 

basis. 

STEP 2 

1. Experienced in moving furniture and related moving 

practices. 

2. At least 3 years of supervisory experience. 

3. Experienced in the use of a pallet jack, truck cart, 

vending dolly and other moving equipment. 

4. Experienced in the use of hand tools (hammers, 

screwdrivers, socket sets, etc.). 

STEP 3 


2. Demonstrates knowledge of parking lot maintenance 

and repair procedures. 

3. Experienced in transport and delivery of various materials 

and supplies within specified time frames. 

STEP 4 


2. Experienced in set up procedures for special events 

such as banquets, fairs, graduation, etc. 

3. Proficient in completion of work orders, furniture 

transfer requests, and other required documents and 

forms. 

STEP 5 


2. Demonstrates basic computer skills. 

3. Possess certification in forklift operation. 

4. Experienced in transport and delivery of large heavy 

equipment and furniture (i.e. pianos, risers, etc.) 

56 


SUPPORT SERVICES - HIRING SCHEDULE



MAINTENANCE 


SS6 

TECHNICIAN — GROUNDS — SS6 

STEP 1 



record. 

3. Demonstrate basic knowledge of building maintenance 

related to electrical, plumbing and carpentry. 

STEP 2 


2. Ability to design and install irrigation systems. 

3. Knowledge of turf management, including disease 

control, irrigation and drainage. 

STEP 3 


2. Ability to function as IPM coordinator. 

STEP 4 


2. Have Texas Association of Nurserymen License (TAN). 

STEP 5 

1. At least 10 or more years of supervisory experience. 

2. Have Backflow Preventer License. 

3. Have Texas Irrigator License. 

ELECTRONIC/AUDIO VISUAL TECHNICIAN - SS6 

STEP 1 


2. Demonstrate ability to trouble shoot AC and DC circuits 

using proper equipment. 

3. Demonstrate ability to service and repair all minor AV 

equipment. 


record. 

STEP 2 


2. Demonstrate proficient computer skills. 

3. Demonstrate ability to prepare and maintain a PM 

schedule on AV equipment. 

4. Demonstrate ability to repair and service all assigned 

equipment. 

5. Demonstrate ability to order parts as needed. 

STEP 3 


2. Demonstrate ability to keep accurate records on all 

serviced equipment. 

3. Experienced in trouble shooting and repair of security 

alarm systems. 

STEP 4 


2. Experienced in trouble shooting and repair of fire 

alarm systems. 

3. Demonstrate ability to work without supervision. 

STEP 5 


2. Demonstrate ability to load computer programs onto 

computer hard drives. 

CARPENTER TECHNICIAN — SS6 

STEP 1 

1. Possess a valid Texas Driver's license with good 


2. Demonstrate ability to use hand tools and portable 

power tools. 


STEP 2 


2. Demonstrate ability to follow directions. 

3. Demonstrate ability to organize vehicle with necessary 

materials for daily work. 

STEP 3 


2. Demonstrate ability to operate stationary and portable 

power tools. 

3. Have some supervisory experience. 

STEP 4 


2. Demonstrate ability to plan simple construction 

projects. 

3. Demonstrate ability to read basic architect drawings. 

STEP 5 


2. Demonstrate ability to make drawings or sketches of 

construction projects. 

3. Demonstrate ability to plan and order materials for 

construction projects. 


PAINTER TECHNICIAN — SS6 

Step 1: 

1. Possess valid Texas Driver's License with good 



3. Skilled in the use of tools in the paint trade such as 

brushes, rollers, spray equipment, and drywall tools. 

Step 2: 


2. Demonstrate the skills and knowledge required to 

prepare and recoat any pre-coated paint surface. 

3. Experienced in the preparation of new surfaces for 

painting. Surfaces include wood, metal, drywall, 

masonry, etc. 

4. Demonstrate the ability to follow established safety 

procedures and techniques used to perform job 

duties (ie: climbing, lifting, etc.) 

Step 3: 


2. Demonstrate the ability to use correct procedures 

for mixing, tinting and matching colors of various 

types of paint. 

--CONTINUED-- 


57 

Revised Oct. 2009



MAINTENANCE 


3. Demonstrate the ability to measure, cut, paste, and 

apply commercial wall covering materials. 

Step 4: 


2. Demonstrate the ability to tape, float, and texture new 

drywall surfaces. 

3. Demonstrate the ability to repair damaged drywall 

surfaces to maintain a uniform appearance of the 

surrounding area. 

4. Experienced in the use of stains, sealants, varnishes 

and lacquers to coat wood surfaces. 

Step 5: 


2. Demonstrate the ability to develop and implement a 

schedule for painting a facility which minimizes inconvenience 

to building occupants. 

3. Experienced in the directing and training of personnel 

in procedures and methods related to the painting 

field. 

4. Proficient in the completion of paperwork for documentation 

and procurement purposes (ie: work orders, 

requisitions, etc.) 

WAREHOUSE TECHNICIAN — SS6 

STEP 1 




3. Exhibit knowledge of routine warehouse set up. 

4. Demonstrate ability to organize a warehouse by specified 

criteria. 

STEP 2 


2. Demonstrate ability to keep accurate records of purchases. 

3. Demonstrate ability to keep accurate records of disbursements 

of materials. 

4. Demonstrate proficient computer skills. 

STEP 3 


2. Demonstrate ability to use district purchasing system. 

3. Demonstrate ability to use a pallet-jack safely. 

STEP 4 


2. Some supervisory experience. 

STEP 5 

1. At least 10 or more years of related work experience. 


GENERAL MAINTENANCE TECHNICIAN — SS6 

STEP 1 



record. 

3. Demonstrate basic knowledge of building maintenance 

related to electrical, plumbing and carpentry. 

STEP 2 


2. Demonstrate ability to work without supervision. 

3. Experienced in organizing and maintaining a preventative 

maintenance program. 

4. Experienced in minor electrical, plumbing and carpentry 

repairs. 

STEP 3 


2. Documented training and/or experience with organization 

and implementation of preventive maintenance 

program. 

3. Experienced in troubleshooting and repair of electrical 

and lighting systems. 

4. Experienced in troubleshooting and repair of plumbing 

fixtures and systems. 

5. Experienced in repair and replacement of doors, hardware, 

ceilings and flooring systems in commercial 

buildings. 

STEP 4 


2. Possess a valid Asbestos Inspector's License with 

the State of Texas. 

3. Demonstrate the ability to interpret blueprints and 

schematics to troubleshoot electrical, plumbing and 

structural problems. 

STEP 5 

1. At least 10 years of related work experience/5 years 

with school facility maintenance. 


3. Extensive training with documentation in the area of 

maintenance related to school facilities and/or commercial 

buildings. 

4. Demonstrate ability to plan and direct crew in a supervisory 

role. 

DOOR HARDWARE SPECIALIST — SS6 

STEP 1 




STEP 2 


2. Experienced in the operation of key coding and duplicating 

machine. 

3. Experienced in the use of various hand and power 

tools. 

4. Basic knowledge in building security practices. 

STEP 3 


2. Demonstrate ability to install and repair cylindrical 

and mortise locks. 

3. Demonstrate ability to install and repair door closures 

and exit devices. 

--CONTINUED-- 


58 

Revised Aug. 2008



MAINTENANCE 


STEP 4 


2. Experienced in implementation and maintaining of a 

facility key code system. 

3. Experienced in repair of various types of interior and 

exterior doors. 

4. Experienced in repair and replacement of door mullions, 

thresholds, hinges, and glazing systems. 

STEP 5 


2. Knowledge of ADA laws related to doors and door 

hardware. 

3. Experienced in repair and replacement of locker 

hardware. 

4. Experienced in repair and maintenance of electronic 

door devices. 


SS7 

APPLIANCE TECHNICIAN — SS7 

Step 1 

1. Possess valid Texas Driver's License with good 



3. Skilled in the use of power tools, hand tools and 

meters. 

4. Demonstrate the ability to read wiring diagrams and 

schematics for diagnostic purposes. 

Step 2 


2. Knowledge of and experience with the Uniform Mechanical 

Code, International Fuel Gas Code, and 

National Electrical Code. 

3. Demonstrate the ability to troubleshoot and repair 

gas/electric domestic appliances. 

4. Demonstrate knowledge of safety practices in a 

commercial kitchen environment. 

Step 3 


2. Demonstrate the ability to organize and maintain a 

preventative maintenance program for domestic 

and commercial appliances. 

3. Experienced in the troubleshooting, installation and 

repair of gas/electric commercial kitchen equipment. 


and communication purposes (ie: work orders, 

email, requisitions, etc.) 

Step 4 


2. Experienced in the troubleshooting and repair of 

commercial floor care equipment. 


commercial water heaters and boilers. 


commercial laundry equipment. 

Step 5 


2. Possess documentation of advanced training in 

commercial kitchen equipment (ie: combi-ovens, 

steamers, warewashers, etc.) 

3. Experienced in the direction and training of personnel 

to install, maintain, repair, and operate commercial 

appliances. 

4. Experienced in the repair and maintaining of commercial 

kitchen exhaust systems. 


--CONTINUED-- 

59 

Revised Oct. 2009



MAINTENANCE 

SS7— Continued 

ELECTRICIAN — SS7 

STEP 1 

1. At least 1 year of experience as an Electrician or 3 

years as an Electrical Apprentice. 

2. Possess a valid Texas Driver’s license with good 


3. Skilled in the use of power tools, hand tools, and 

meters. 



STEP 2 

1. At least 3 years of experience as an Electrician or 5 


2. Possess a valid Electrical Apprentice license issued 

by the State of Texas. 

3. Knowledge of and experience with the National Electric 

Code and relevant local codes. 

4. Skilled in the testing of malfunctioning electrical 

circuits and systems using test equipment. 

STEP 3 

1. At least 5 years experience as an Electrician or 7 


2. Experienced in the cutting, bending, threading and 

running of electrical conduit materials. 

3. Experienced in the pulling of insulated wires and 

cables through conduit including terminations to 

complete installation of electrical circuits. 

STEP 4 

1. At least 7 years experience as an Electrician. 

2. Possess a valid Journeyman or Maintenance Electrician 

license issued by the State of Texas. 

3. Experienced in the installation, troubleshooting, and 

repair of commercial lighting fixtures and systems. 

4. Demonstrate the ability to read and interpret detailed 

drawings, plans and specifications. 

STEP 5 

1. 10 or more years as an Electrician. 

2. Possess a Master Electrician license issued by the 

State of Texas. 

3. Experienced in the installation, troubleshooting, and 

repair of commercial lighting fixtures and systems. 


to install, maintain, and repair of electrical circuits 

and systems. 

5. Experienced in electrical load calculations and planning 

for large jobs and special projects. 

HVAC TECHNICIAN — SS7 

STEP 1 

1. At least 1 year of experience as a HVAC Technician 

or 3 years as a HVAC Apprentice. 

2. Possess a valid Texas Driver’s license with good 


3. Skilled in the use of power tools, hand tools, and 

meters. 



STEP 2 

1. At least 3 years of experience as a HVAC Technician 


2. Possess EPA Certification in refrigerant recovery 

(universal). 

3. Knowledge of and experience with the Uniform Mechanical 

Code and related laws and regulations. 

STEP 3 

1. At least 5 years of experience as an HVAC Technician 


2. Possess a valid Class “B” HVAC license issued 

by the State of Texas or NATE certification in Air 

Conditioning or Commercial Refrigeration Services, 

or a degree in air conditioning, or refrigeration 

engineering. 

3. Experienced in the diagnosis and troubleshooting of 

commercial HVAC systems 25 tons and under. 

STEP 4 

1. At least 7 years of experience as a HVAC Technician. 

2. Experienced in the troubleshooting, calibration and 

repair of pneumatic and DDC control systems. 

3. Experienced in the diagnosis and troubleshooting of 

air conditioning, heating, refrigeration systems of 

any size or capacity. 

STEP 5 

1. 10 or more years of experience as an HVAC Technician. 

2. Possess a valid Class “A” HVAC license issued by 

the State of Texas or NATE certification in air conditioning, 

heating, hydronics and commercial refrigeration 

service or a degree in air conditioning/refrigeration 

engineering. 


and communication purposes (ie: work orders, 

e-mail, heat load calculations, refrigerant tracking, 

etc.) 

4. Experienced in the programming of energy management 

systems. 


to install, maintain and repair commercial HVAC 

systems. 


--CONTINUED-- 

60 

Revised Aug. 2008



MAINTENANCE 

SS7— Continued 

PLUMBER — SS7 

STEP 1 

1. At least 1 year of experience as Plumber or 3 years 

as a Plumber’s Apprentice. 

2. Possess a valid Texas Driver’s license. 

3. Skilled in the use of power tools, hand tools, and trade 

related instruments. 

4. Demonstrate the ability to read basic architectural 

drawings. 

STEP 2 

1. At least 3 years of experience as a Plumber or 5 years 


2. Registered as a Plumber’s Apprentice with the Texas 

State Board of Plumbing Examiners. 

3. Registered as a Drain Cleaner – restricted registrant 

with the Texas State Board of Plumbing Examiners. 

4. Knowledge of and experience with the National 

Plumbing and Uniform Mechanical code. 

STEP 3 

1. At least 5 years of experience as a Plumber or 7 years 


2. Experienced in the cutting, threading, bolting, 

soldering, and other established pipe joining 

procedures. 

3. Experienced in the installation and repair of 

commercial plumbing fixtures (re: toilets, lavatories, 

drinking fountains). 

4. Experienced in the cleaning of obstructions in drain 

and sewer lines using the appropriate equipment. 

STEP 4 

1. At least 7 years of experience as a Plumber. 

2. Possess a valid Journeyman Plumber’s license issued 

by the State of Texas. 

3. Experienced in the installation and repair of domestic 

water heaters and boilers. 

4. Demonstrate the ability to read and interpret detailed 

drawings, plans, and specifications to determine 

layout, methods, materials, and equipment needed to 

complete work orders and projects. 

STEP 5 

1. 10 years of experience as a Plumber. 

2. Possess a valid Master Plumber’s license issued by 

the State of Texas. 

3. Possess a valid Backflow Preventer license issued 

by the State of Texas 

4. Experienced in the installation, repair and testing of 

commercial natural gas piping systems. 


to install, maintain and repair commercial plumbing 

systems. 


61



TRANSPORTATION HIRING SCHEDULE 

BUS MONITORS (SS1), STANDBY DRIVERS (SS3), DRIVERS I (SS4) 

HOURLY RATES 

2010-2011 

Years 

Experience SS1 SS3 SS4 

0 $8.15 $9.65 $13.80 

1 $8.30 $9.85 $14.00 

2 $8.45 $10.05 $14.40 

3 $8.60 $10.25 $14.80 

4 $8.75 $10.45 $15.20 

5 $8.90 $10.65 $15.60 

6 $9.05 $10.85 $16.00 

7 $9.20 $11.05 $16.40 

8 $9.35 $11.25 $16.80 

9 $9.50 $11.45 $17.20 

10 $9.65 $11.65 $17.60 

11 $9.80 $11.85 $18.00 

12 $9.95 $12.05 $18.40 

13 $10.10 $12.15 $18.80 

14 $10.25 $12.25 $19.20 

15 $10.40 $12.35 $19.60 

16 $10.55 $12.45 $20.00 

17+ $10.70 $12.55 $20.40 

Pay differential: 

DRIVERS II 

LEAD DRIVER / TRAINER 

$.50 per hour 

$1.00 per hour 

Extracurricular trip rate is $10.00 per hour 

TRANSPORTATION HIRING SCHEDULE 

(OTHER THAN DRIVERS, STANDBY DRIVERS & BUS MONITORS) 

HOURLY RATES 

FOR 2010-2011 

STEP 

SS2 SS3 SS5 SS6 SS7* 

235-day 235-day 235-day 235-day 235-day 

schedule schedule schedule schedule schedule 

1 $8.85 $9.90 $13.50 $14.70 $16.60 

2 $9.05 $10.35 $14.20 $15.25 $16.85 

3 $9.25 $11.10 $14.90 $15.80 $17.45 

4 $9.70 $11.80 $16.20 NA NA 

5 $10.20 $12.55 $17.40 NA NA 

SS2 


SS5 

UTILITY WORKER 

ASSISTANT MECHANIC 

MECHANIC (If not in Step 3,4 or 5 at time of employment and ASE 

Certification is obtained, salary increase will be awarded as follows:) 

•at least one area +$.50 

•Master Mechanic +$1.00 

Pay differential for leaders: 

# RESPONSIBLE FOR PAY DIFFERENTIAL 

1–2 $.50 per hour 

3–5 $.75 per hour 

6+ $1.00 per hour 


*With Baccalaureate Degree, rate is $1.00 more 

Critical Shortage--Superintendent is authorized to negotiate salaries (initial and/or adjusted) for SS 

positions deemed to be critical shortage areas, not to exceed $5.00/hr. above normal rates. 

62 

Revised Oct. 2009



TRANSPORTATION 


SS2 SS3 SS5 


UTILITY WORKER — SS2 

STEP 1 

1. Related work experience not 

required. 

2. General knowledge of motor 

vehicle. 

3. Able to obtain a CDL driver's 

license. 

STEP 2 

1. At least 2 years of verifiable 

related work experience. 

2. Demonstrate knowledge of 

motor vehicle operation and 

maintenance. 

3. Have CDL driver's license. 

STEP 3 

1. At least 5 years verifiable 

related experience. 

2. Perform under hood checks 

on school buses. 

STEP 4 



2. Perform under hood checks 

on school buses. 

STEP 5 

1. Ten (10) years or more of 

verifiable related work 

experience. 

2. Ability to perform oil and filter 

change. 

3. Perform seat maintenance 

and other general maintenance 

items. 

ASSISTANT MECHANIC — SS3 

STEP 1 

1. Entry level training. 

2. Experienced in mechanics. 

STEP 2 



STEP 3 



STEP 4 

1. Eight (8) or more years related 

experience. 

STEP 5 

1. Ten (10) years or more of 


LEAD DRIVER — SS5 

Lead drivers may be assigned as 

follows: 

1-20 drivers = 1 lead driver 

21-30 drivers = 2 lead drivers 




Lead drivers shall be available to: 

* Drive any route in the district. 

* Assist with office duties as 

necessary (dispatching, etc.) 

* Assist with route auditing 

* Assist with training of drivers. 

* Assist with training of students. 

* Provide special project 

support as assigned by the 

Asst. Director for Transportation. 

Compensation for lead driver 

position shall be regular driver 

salary plus $1.00 per hour. 


Each STEP must also meet qualifications of preceding STEP. 

63 

Revised Nov. 2006

SS5 





SS6 

SS7 

MECHANIC — SS5 

DRIVER TRAINER I — SS6 

DRIVER TRAINER II — SS7 

STEP 1 


mechanical experience. 

2. Evidence of some type of 

automotive technical training. 

3. Able to obtain CDL driver's 

license.* 

STEP 2 



2. Evidence of appropriate 

automotive technical training. 

3. Have CDL driver's license. 

STEP 3 



2. ASE certification in at least 

one area. 

STEP 4 



2. Associate degree in automotive 

technical training or at 

least three ASF certification 

areas. 

STEP 5 

1. Twenty (20) years or more of 

verifiable mechanical experience. 

2. Associate degree in automotive 

technical training or ASE 

Master Mechanic certification. 

STEP 1 

1. At least 2 years of school bus 

driving experience. 

2. Knowledge of driver duties and 

routes sufficient to provide 

support and training. 

STEP 2 



2. Completed the Train the Trainer 

Course sponsored by TEEX. 

(Texas Engineering Extension) 

STEP 3 



2. Is a Certified Certification 

Instructor. 

Associate Degree or 90 college 

hours and meet all criteria in 

SS6, STEP 3. 


Each STEP must also meet qualifications of preceding STEP. 

64 

Revised Nov. 2006



CHILD NUTRITION HIRING SCHEDULE 

HOURLY RATES 

FOR 2010-2011 

Years 

of SS1 SS2 SS3 SS4 SS5 SS6 SS7 

Exp. 3 Hr. Apprentice 7 Hr. Technician Elem. Asst. 

Manager 

Secondary 

Asst. Mgr. 

Probation 

Manager 

Warehouse 

Manager 

Appliance 

Technician 

0 $8.25 $9.50 $12.00 $12.50 $16.00 $16.50 $16.75 

1 $8.50 $9.75 $12.25 $12.75 $16.25 $17.00 $17.25 

2 $8.75 $10.00 $12.50 $13.00 $16.50 $17.50 $17.75 

3 $9.00 $10.25 $12.75 $13.25 $16.75 $18.00 $18.25 

4 $9.25 $10.50 $13.00 $13.50 $17.00 $18.50 $18.75 

5 $9.50 $10.75 $13.25 $13.75 $17.25 $19.00 $19.25 

6 $9.70 $10.95 $13.45 $13.95 $17.45 $19.50 $19.75 

7 $9.90 $11.15 $13.65 $14.15 $17.65 $20.00 $20.25 

8 $10.10 $11.35 $13.85 $14.35 $17.85 $20.50 $20.75 

9 $10.30 $11.55 $14.05 $14.55 $18.05 $21.00 $21.25 

10 $10.50 $11.75 $14.25 $14.75 $18.25 $21.50 $21.75 

11 $10.65 $11.90 $14.40 $14.90 $18.40 $21.75 $22.25 

12 $10.80 $12.05 $14.55 $15.05 $18.55 $22.00 $22.75 

13 $10.95 $12.20 $14.70 $15.20 $18.70 $22.25 $23.25 

14 $11.10 $12.35 $14.85 $15.35 $18.85 $22.50 $23.75 

15 $11.25 $12.50 $15.00 $15.50 $19.00 $22.75 $24.25 

16 $11.40 $12.65 $15.15 $15.65 $19.15 $23.00 $24.75 

17 $11.55 $12.80 $15.30 $15.80 $19.30 $23.25 $25.25 

18 $11.70 $12.95 $15.45 $15.95 $19.45 $23.50 $25.75 

19 $11.85 $13.10 $15.60 $16.10 $19.60 $23.75 $26.25 

20 $12.00 $13.25 $15.75 $16.25 $19.75 $24.00 $26.75 

21 $12.15 $13.40 $15.90 $16.40 $19.90 $24.25 $27.25 

22 $12.30 $13.55 $16.05 $16.55 $20.05 $24.50 $27.75 

23 $12.45 $13.70 $16.20 $16.70 $20.20 $24.75 $28.25 

24 $12.60 $13.85 $16.35 $16.85 $20.35 $25.00 $28.75 

25 $12.75 $14.00 $16.50 $17.00 $20.50 $25.25 $29.25 

Substitute Rate $7.50/hr. 

Salary 

Certification Increment 

Level Increase 

1 (App) $0.75 

2 (Tech) $1.25 

3 (A Mgr) $1.50 

4a (K-6 Mgr) $2.00 

4b (7-8 Mgr) $2.25 

4c (9-12 Mgr) $2.50 


65 

Revised Oct. 2009



SECTION 7 

STIPENDS AND EXTRA DUTY PAY 

66



STIPENDS AND SUPPLEMENTAL PAY FOR SUPPLEMENTAL DUTIES 

Academic Coach ................................................................................................................. 4000 

Academic Head Coach ........................................................................................................ 5000 

Academic Decathlon—DHS 

Sponsor/Coach ............................................................................................................. 6000 

Acute Shortage Area Teachers 

Sign-on Stipend (to be paid on 2nd paycheck of month following employment) ...................... 1000 

(Stipend is paid to teachers newly employed in "acute teacher shortage 

areas" as defined by the Texas Education Agency for the current school year; 

including secondary math, science and foreign languages, elementary 

bilingual and all-level special education and technology applications.) 

Currently employed teacher that moves to acute shortage area ..................................... 500 

Service Stipends (for secondary math, science) 

Math Teacher (certified in grades 5-8 or 8-12) ......................................................... 3500 

Years 10 through 20 of DISD math teaching experience ................................... 4500 

Years 21 or more of DISD math teaching experience ........................................ 5000 

Science Teacher (certified in grades 5-8 or 8-12) ........................................................... 3500 

Years 10 through 20 of DISD science teaching experience ............................... 4500 

Years 21 or more of DISD science teaching experience.................................... 5000 

(Stipend will be adjusted based on the percentage of time teaching acute shortage area.) 

Service Stipends for acute shortage area teachers other than math and science. 

Years of service in acute shortage areas: 

Years 2 through 4 ............................................................................................. 500 

Years 5 through 9 ............................................................................................. 750 

Years 10 through 14 ......................................................................................... 1000 

Years 15 through 19 ......................................................................................... 1500 

Years 20 through 24 ......................................................................................... 2000 

Years 25 or more .............................................................................................. 2500 

(Note that some acute shortage areas, such as special education and bilingual 

education have specific stipends assigned for those positions. For those teachers, 

the HR department will ensure they receive the larger of the stipends for which 

they are eligible. There will be no combination stipends earned.) 

Aides 

ABU Aide ...................................................................................................................... 1000 

Bilingual Receptionist/Attendance Clerk (involved in interpreting) ................................... 500 

Athletic Stipends 

Academic Advisor ......................................................................................................... 1500 

Baseball, Softball 

Varsity Head Baseball coach .................................................................................. 7000 

Varsity Head Softball coach .................................................................................... 7000 

Varsity Assistant .................................................................................................... 4000 

J.V.(2) ..................................................................................................................... 2500 

Basketball Boys Girls 

Head coach .............................................................................................. 7500 7500 

Varsity Assistant ...................................................................................... 4000 4000 

J.V. Head .................................................................................................. 3500 3500 

9th ............................................................................................................ 2000 2000 

8th Head Coach ........................................................................................ 2500 2500 

8th Assistant ............................................................................................ 1750 1750 

7th Head Coach ........................................................................................ 2000 2000 

7th Assistant ............................................................................................ 1500 1500 

67 

Revised June 2008



STIPENDS AND SUPPLEMENTAL PAY FOR SUPPLEMENTAL DUTIES (Continued) 

Days--Athletic stipend "days" calculated at $150/day for all athletic coaches. 

Football Varsity JV 9th 8th 7th 

Head ......................................... 10000 5250 5250 4500 3500 

Assistant Head ......................... 1500 — — — — 

Def. Coord. ............................... 7500 — — — — 

Off. Coord. ................................ 7500 — — — — 

Admin. Asst to A.D................... 5000 — — — — 

Asst. Coach.............................. 5300 (10) 5000 (2) 5000 (5) 3000 (3) 2750 (3) 

Statistician ............................... 500 — — — — 

Video Coord. ............................. 1500 — — — — 

Logistics Coach ........................ 2500 

Golf 

Head coach ............................................................................................................ 1500 

Powerlifting 

Head coach ............................................................................................................ 3000 

Soccer Boys Girls 

Head coach .............................................................................................. 6000 6000 

Varsity Asst. ............................................................................................ 3500 3500 

J.V. ...................................................................................................... 2500 (2) 2500 (2) 

Swimming—Boys and Girls 

Head coach ...................................................................................................... 6500 

Tennis .......................................................................................................... Varsity Jr. High 

Head coach .............................................................................................. 4000 — 

Asst./J.V. ................................................................................................. 2000 900 (2) 

Track Varsity Varsity Asst. J.V. 7th & 8th 

Track-Boys/Girls .............................. 5500 3500 2500 2500 

Cross Country-Boys/Girls ................ 2500 — — 1500 

Jr. High Asst.-Boys/Girls ................. — — 1000 (3) 

Volleyball Varsity Varsity Asst. J.V. 9th 8th 7th 

Head Coach ........................ 7500 4000 3000 2500 (2) 2500 2000 

Asst.................................... — — — — 1750 1500 

Asst. A.D. for Girls Sports............................................................................................. 4750 

Trainer ........................................................................................................................... 10,000 

Jr. High Coordinator-Boys/Girls (2) ................................................................................ 3000 

Strength & Conditioning Coordinator .............................................................................. 4000 

Conditioning Coach ....................................................................................................... 2000 

Audio Visual/Radio Broadcast ............................................................................................. 5000 

Paraprofessional Coaching Compensation - 

A paraprofessional assigned coaching duties will be paid at their established hourly 

rate up to 40 hrs. per work week and time and a half for hours above 40. 

Benefits 

Superintendent ..........................................................Negotiated by contract agreement 

Athletic Director ........................................................Negotiated by contract agreement 

All other employees .................................................. As approved by Board of Trustees 

Bilingual (as listed for regular classroom—for special education classroom add $500) 

Bilingual endorsement in Bilingual Classroom ............................................................... 3500 

Bilingual endorsement in ESL Classroom ...................................................................... or enrolled in 

2500 

Bilingual endorsement in Other Classroom .................................................................... authorized Alternative 1000 

Bilingual permit in Bilingual Classroom .......................................................................... Certification Program 1500 

ESL permit in Bilingual Classroom ................................................................................ 750 

Bilingual endorsement but opting not to accept special assignment class ..................... - 0 - 

68 

Revised Aug. 2009




Bilingual/ESL Campus Contacts 

Total Bil/ESL Students or enrolled in 

Stipend Amt. 

0 Bilingual Classes 0 to 25 ................................................................ authorized Alternative 

250 

0 Bilingual Classes 25 to 50 ............................................................... 

Certification Program 

500 

0 Bilingual Classes 50+ .................................................................. 700 

1-2 Bilingual Classes




Dual Credit Instructor (for number of dual credit students receiving credit per semester) 

5-9 Dual Credit students ................................................................................................ 1200 

10-19 Dual Credit students ............................................................................................ 1800 









100-109 Dual Credit students ........................................................................................ 7200 

110+ Dual Credit students ............................................................................................. 7800 

ESL (as listed for regular classroom—for special education classroom add $250) 

ESL endorsement in Bilingual Classroom (working on Bilingual Endorsement) .............. 1500 

ESL endorsement in ESL Classroom ............................................................................ 750 

ESL permit in ESL Classroom ....................................................................................... 300 

ESL endorsement in Other Classroom .......................................................................... 200 

ESL endorsement but opting not to accept special assignment class ........................... - 0 - 

Gifted and Talented Activities Coach (Elementary only) ....................................................... 8000 

Odyssey of the Mind, Future Problem Solving, MATH Counts, Texas Creative 

Problem Solving (to be distributed after event, total not to exceed $2000 per 

campus, not to exceed $600 for one event). 

Licensed Specialist in School Psychology (LSSP), Sp. Ed. Counselor, Diagnostician 

Speech Pathologist (Bilingual—working with Bilingual students).................................... 3000 

(Certified as Bilingual —working with Bilingual students) ............................................... 3500 

LSSP Lead ............................................................... (see LSSP Hiring Schedule, p. 35) 

Music 

High School — Band Director #2 ................................................................................... 8000 

High School — Band Director #3 ................................................................................... 6500 

Junior High — Head Band Director (also percussion at DHS) ........................................ 7500 

Junior High — Band Director #2..................................................................................... 4000 

High School Choir ......................................................................................................... 4300 

Junior High School Choir ............................................................................................... 3000 

Middle School Choir ...................................................................................................... 1700 

Middle School — Band Director..................................................................................... 2500 

Color Guard / Winter Guard ........................................................................................... 3500 

National Honor Society 

High School................................................................................................................... 1000 

Junior High School (amount may be split if 2) ................................................................ 800 

Newspaper 

High School................................................................................................................... 1000 

Junior High School ........................................................................................................ 400 

Middle School ............................................................................................................... 400 

Nurse Supervisor 

District-wide .................................................................................................................. 1500 

70 

Revised Oct. 2009




Science Fair — High School ................................................................................................ 1000 

Special Education 

ABU/ABCD Teacher ...................................................................................................... 4500 

ABU Paraprofessional ................................................................................................... 1000 

ARD Committee Facilitator—Campus ........................................................................... 4500 

ARD Committee Facilitator—Alt. Ed. Programs ............................................................ 2000 

Behavior Specialist (PASS) ........................................................................................... 1500 

Crisis Intervention Teacher ............................................................................................. 1500 

High School Special Ed. Transition Teacher .................................................................. 500 

IMPACT Teacher ........................................................................................................... 750 

Junior High School Special Ed. Transition Teacher ........................................................ 250 

PPCD / VAC Teacher .................................................................................................... 300 

START Teacher ............................................................................................................. 750 

Special Olympics (in sports maintain ratio of 1 to 4) 

Maximum Authorized 

Special Olympics Coordinator ............................................... (1) ............................ 1500 

Head Coach—Basketball ...................................................... (4) ............................ 250 

Asst. Coach—Basketball ............................................... (4) ............................ 150 

Head Coach—Bowling .......................................................... (1) ............................ 120 

Asst. Coach—Bowling .................................................... (6) ............................ 100 

Head Coach—Tennis ............................................................ (1) ............................ 250 

Asst. Coach—Tennis ..................................................... (6) ............................ 150 

Head Coach—Track .............................................................. (1) ............................ 150 

Asst. Coach—Track ....................................................... (6) ............................ 100 

Head Coach—Summer and Winter Games ........................... (2) ............................ 200 

Asst. Coach—Summer and Winter Games .................... (6) ............................ 125 

Other Sports Assignments must be approved in advance by 

the Superintendent with a total not to exceed ................................................... 1000 

Structured Learning Teacher .......................................................................................... 1000 

Teacher of Visually Impaired .......................................................................................... 4500 

Student Council 

High School................................................................................................................... 1000 


Middle Schools ............................................................................................................. 500 

UIL Spring Events 

Academic Coordinator ................................................................................................... 3000 

Elementaries (to be distributed at or after event time) [total not to exceed] .................... 3200 

High School (to be distributed at or after event time) [total not to exceed]...................... 6000 

Junior High (to be distributed at or after event time) [total not to exceed] ....................... 1500 

Middle Schools (to be distributed at or after event time) [total not to exceed] ................ 800 

Vocational 

Agriculture Science Teacher (depending on experience/involvement) ............................. 3000-6000 

Year Book 

High School................................................................................................................... 1500 


Middle Schools ............................................................................................................. 900 

71 

Revised Oct. 2009



EXTRA DUTY PAY SCHEDULE FOR SPECIFIC PROFESSIONAL STAFF 

The following scale is for extra-duty pay for professional staff (teachers, registered nurses, and/or 

LVN’s, librarians, specialty personnel and administrators). 

• For attendance at required staff development, study 

groups, etc., if on a Saturday or during the summer 

months. 

(Exception — if paid by a grant, time required during the 

work week [outside the normal school day] may be 

reimbursed, providing prior specific approval is granted 

by the Superintendent [or designees] and there is no 

expense to local funds.) 

Not to Exceed 

$20.00/hour 

of seat time (attendance) 

not to exceed $120.00/day 

• For curriculum work as directed by the appropriate 

Educational Services Department Staff. Also for presentation 

of workshops and related pre-approved preparation 

time.* 

• For direct instruction of students or parents in a classroom 

setting, such as summer school and related preapproved 

preparation time. Also includes homebound 

instruction.* 

• For specialty/support positions to provide services for 

extended school year (Speech Pathologist, LSSP, Diagnostician, 

Occupational Therapist, Physical Therapist, 

Behavior Specialist). For Administration of Summer 

school Programs. 

• Other special assignments/duties (such as athletic 

competition duty — i.e., gate, field, etc.) 

$25.00/hour 


$30.00/hour 


Days beyond work calendar 

be paid on the employee's 

regular daily rate. To be 

paid either 1/2 or full day 

basis with a minimum of 3 

hours for half day. 

NOTES: 

*Any preparation time, to be reimbursable, requires prior approval of appropriate Educational 

Services Department Staff, and is not to exceed two hours per day (without prior approval of the 

Superintendent). 

Agreement Form Required 

Each occasion to result in extra-duty pay will require the full and accurate completion of an Extra 

Duty Agreement form. Original must be maintained on file in the Human Resources office. 

Responsibility for Notification 

Project directors are responsible for insuring proper notification through the payroll process when 

employees are to receive extra-duty pay under the above conditions. 

Special Circumstances 

For special circumstances not covered above, advance written approval/authorization of the 

superintendent is required. 

72 

Revised Oct. 2009



EXTRA DUTY PAY SCHEDULE FOR PARAPROFESSIONAL STAFF 

Use the following scale for extra-duty pay for paraprofessional staff. 

Not to Exceed 

• For attendance at required staff development, study 

groups, etc., if on a Saturday or during the summer 

months. 

• For curriculum work as directed by the appropriate 

Educational Services Department Staff. Also for assistance 

in presentation of workshops. 

• For job coaching of students, working directly with 

students, such as summer school. 

• Other special assignments/duties (such as athletic competition 

duty — i.e., gate, field, etc.) 

$10.00/hour 

of seat time (attendance) 


$12.00/hour 


$12.00/hour 


Amount as per PCT/Extra 

Curricular scale as communicated 

to the employee by 

Assistant Superintendent for 

Human Resources in advance. 

NOTES: 

*During a workweek, a paraprofessional may not be assigned more than 40 hours of work in a 

same or similar job without the benefit of time plus one-half (time and a half) pay for work beyond 

40 hours. The Assistant Superintendent for Human Resources shall be consulted prior to 

arranging any such pay agreement. In lieu of time plus one-half pay, the employee may be allowed 

to trade-off one and one-half hour(s) of regularly scheduled work time, for each hour of work 

beyond 40 hours in a work week. Such arrangement must be agreed to, in advance, by the 

employee and each direct or indirect supervisor. 

Agreement Form Required 

Each occasion to result in extra-duty pay will require the full and accurate completion of an Extra 

Duty Agreement form. Original must be maintained on file in the Human Resources office. 

Responsibility for Notification 

Project directors are responsible for insuring proper notification through the payroll process when 

employees are to receive extra-duty pay under the above conditions. 

Special Circumstances 

For special circumstances not covered above, advance written approval/authorization of the 

superintendent is required. 

73 

Revised Oct. 2009



SPECIAL DUTY SALARY SCHEDULE 

SUBSTITUTES 

Day to Day Substitutes - less than 11 consecutive days in same assignment. 

*Long Term Substitute - 11 to 30 consecutive days in same assignment. 

*Permanent Substitute - 31 or more consecutive days in same assignment. 

*Substitute is allowed to miss one unpaid day in any twenty (20) day period for personal or family 

illness and still retain long term or permanent substitute status. 

FOR TEACHERS Full Day 1/2 Day 

Non-certified (degreed + $10) 

Day to Day...................................................................... 80.00 40.00 

Long Term ...................................................................... 100.00 N/A 

Permanent...................................................................... 120.00 N/A 

**Certified (Other State)—Not in ACP 

or on a Texas 3-year permit 

Day to Day...................................................................... 40% 20% 

Long Term ...................................................................... 50% N/A 

Permanent...................................................................... 60% N/A 

**Certified (valid Texas)—or Certified 

(Other State) if in ACP or on a 

Texas 3-year permit 

Day to Day...................................................................... 50% 25% 

Long Term ...................................................................... 60% N/A 

Permanent...................................................................... 70% N/A 

***Retired from DISD with 10 or more 

years of DISD service 

Day to Day...................................................................... 60% 30% 

Long Term ...................................................................... 75% N/A 

Permanent...................................................................... 90% N/A 

(With a signed extra-duty agreement a qualified DISD retiree may be paid 100% 

providing agreement is for sub to stay to the end of the semester or year, even if the 

District subsequently has reason to terminate the agreement earlier.) 

**Pay for Certified substitutes shall be based on the listed percentage of daily rate for a beginning 

teacher in DISD. 

***Percent of pay for a qualified DISD retiree (with 10 or more years of DISD service) shall be based 

on where the individual would fall on the current DISD teacher compensation chart, not to exceed 

Step 20. 

FOR PARAPROFESSIONALS 

Day to Day...................................................................... 70.00 35.00 

Long Term ...................................................................... 80.00 40.00 

74 

Revised Oct. 2009



SPECIAL DUTY SALARY SCHEDULE 

SUBSTITUTES (Continued) 

FOR OTHERS 

As approved by the Superintendent 

—must be at or above minimum wage rate as set by Federal Government 

—not to exceed 90% of rate of full-time employees 

NON-CERTIFIED TEACHERS 

FOR TEACHING POSITIONS — assigned to specific duty with signed agreement 

Degreed — Non-Certified — On Permit .......... Regular Teacher Schedule 

Degreed — Non-Certified ................................ 80% of Regular Teacher Salary 

Non-Degreed — Non-Certified with 90............. 70% of Regular Teacher Salary 

or more college hours - and - 

currently working on degree plan 

Non-Degreed — Non Certified with 89 ............. 60% of Regular Teacher Salary 

or fewer college hours 

OTHERS 

Other positions not covered by the above shall be approved on an individual basis by the 


75 

Revised Oct. 2002



EXTRA CURRICULAR PAY SCALE 

*Varsity Football Games 

Per Game 

CNS Concession Supervision (2) ........................................................ 50.00 

Football Announcer ............................................................................. 50.00 

Football Spotter .................................................................................. 30.00 

Football Scoreboard ............................................................................ 25.00 

Football Head Ticket Seller ................................................................. 60.00 

Football Ticket Seller .......................................................................... 40.00 

Football Ticket Taker .......................................................................... 35.00 

Football Pass Gate ............................................................................. 30.00 

Football Ushers .................................................................................. 25.00 

Stadium Manager ............................................................................... 150.00 

**Varsity Football Games Administrative Control Positions 

Per Game 

Football Pass Gate Attendant (1)........................................................ 60.00 

Football Elevator Control Attendant (1) ................................................ 60.00 

Press Box Supervisor (1) .................................................................... 110.00 

Main Entry Gate Ticket Takers (2) ...................................................... 50.00 

Ushers (2) ........................................................................................... 50.00 

Porch Level Press Box Attendant (1) .................................................. 55.00 

Cart Operators (2) ............................................................................... 55.00 

Ground Level Elevator Attendant (1) .................................................... 55.00 

*Sub-Varsity Football Games 

Football Ticket Seller/Taker ................................................................ 20.00 

Football Announcer/Clock ................................................................... 20.00 

Football Chain Crew ............................................................................ 10.00 

Stadium Manager (one game) ............................................................. 60.00 

Stadium Manager (two games) ........................................................... 85.00 

*Other Sports 

Per Game 

Baseball/Softball Ticket Seller ............................................................ 25.00 

Volleyball Ticket Seller ....................................................................... 20.00 

Volleyball Books & Clock ................................................................... 15.00 

Basketball Ticket Seller ...................................................................... 20.00 

Basketball Books & Clock .................................................................. 15.00 

Soccer Ticket Seller ........................................................................... 20.00 

Soccer Stadium Manager (one game) ................................................. 30.00 

Soccer Stadium Manager (two games) ............................................... 50.00 

Soccer Books & Clock ....................................................................... 15.00 

*Junior High School Games 

Volleyball Books & Clock ................................................................... 10.00 

Basketball Books & Clock .................................................................. 10.00 

*Junior High Facilities 

Per Event 

Auditorium Manager ............................................................................ 60.00 

Security for All Events 

Per Hour 

Number of officers determined ........................................ No less than $25 

by Campus Principal working 

(or as per proposal approved 

with Stadium Manager 

by Superintendent) 

* School district employees only 

** School district administrator only 

76 

Revised June 2009



SECTION 8 

FORMS 

77


DICKINSON Personnel INDEPENDENT Compensation 

SCHOOL DISTRICT 

Personel Compensation 


Extra Duty Agreement 

This is an agreement between DIckinson ISD and 

1) The above named individual will 

on date(s) 

from time(s) 

for current school year. 

Special requirements include: (See attached job description (if applicable). 

2) For providing this service to the District, the above named employee will receive $ 

*DISD Policy DK (LOCAL): Assigned supplemental duties for which supplemental pay is received may 

be modified or discontinued by the District at any time. An employee who wishes to relinquish a paid 

supplemental duty may do so only with consent of the Superintendent or designee. Paid supplemental 

duties are not part of the District's contractual obligation to the employee, and an employee shall hold 

no expectation of continuing assignment to any paid supplemental duty. 

Signature of Parties to the Agreement: 

(All signatures are required for the Agreement to be valid.) 

Assistant Superintendent for Human Resources 

Date 

Project Director (Budget Manager) Budget Code Date 

Assistant Superintendent 

(for Administration, Educational Services, or District Operations) 

Date 

Employee Employee ID# Date 

cc: Human Resources 

Payroll 

Budget Manager HR (Revised 07/09) 

78



ADDITIONAL ASSIGNMENT AGREEMENT 

To Be Completed Each __________________ 

for ______________ Employees 

Date: 

To: 

From: 

Subject: 

Teacher 

Additional Assignments 

, Principal 

Employee ID# 

I hereby waive my planning and preparation time during the regular school day as required under TEC 21.404. I 

will accept additional duties during that time, such as teaching an additional class, providing appropriate remuneration 

is paid. I understand that amount to be ______________________________. 

I further understand that I must do my parent conferences, planning, etc. outside the normal school day. Payment 

for my services will be disbursed equally each month for the remainder of the contract year. Should duties not be 

rendered for the full __________________________, remuneration will be based on the number of days extra 

duties were performed. 

Signed 

Teacher 

Date 

(To be completed by principal) 

First Semester 

Second Semester 

Full Year 

Beginning Date of Assignment: 

Ending Date of Assignment: 

Approval 

Principal 

Date 

Approval 

Assistant Superintendent for Human Resources 

Date 

Approval 

cc: 

Principal 

Human Resources 

Payroll 

Superintendent 

Date 

79 

Human Resources revised 08/09

SS3 - Dickinson ISD

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