SS3 - Dickinson ISD

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$7th Grade Math Year at a Glance- STAAR (Process ... - Dickinson ISD$

COMPENSATION AND BENEFITS SALARIES AND SUPPLEMENTS 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
COMPENSATION AND BENEFITS SALARIES AND SUPPLEMENTS 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
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SS3 - Dickinson ISD

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