,

. Columbus Administrators Association

Compensation Package Effective August 1, 2015

Compensation Package Provided by the Columbus Board of Education Effective August 1, 2015

This Comg¥,nsation Package is in effect as of August 1, 2015, unless otherwise specified. This Compensation Package constitutes all current pay and benefits for administrators and supersedes all economic benefits that the Board of Education has previously conferred by resolution on administrators. 'Items that are italicized indicate changes from prior agreements.

1. Administrative Salary Schedule Adjustment Effective August 1, 2015, the salary schedule for administrators below the level of Superintendent shall be increased ,1.8%. All Salaries shall be expressed to the nearest $1.00.

Effective August 1, 2016, the salary schedule for administrators below the level of Superintendent shall be increased 2.2%. All Salaries shall be expressed to the nearest $1.00.

2. Step Increases Salary increments/step increases shall become effective only on the date on which a new pay year begins.

Qualification for compensation change: An administrator is eligible for a salary change by step advancement andlor across the board increase only if the administrator received a successful performance evaluation during the previous school year.

3. Incentives for Priority Schools Principals assigned to priority schools identified by the Superintendent may be provided an incentive package not to exceed $5,000.00 per administrator, for each continuous school year for a maximum of three (3) complete and continuous school years while assigned to the priority school. Assistant principals assigned to priority schools identified by the Superintendent may be provided an incentive package not to exceed $3,000.00 per administrator, for each continuous school year for a maximum of three (3) complete and continuous school years while assigned to the priority schooL Placement of the administrator in the position, criteria for payment of the incentive, dollar amount of incentive, andlor school improvement objectives tied to the payment of the incentive are subject to approval of the Superintendent or designee. The assignment incentives shall be paid as supplemental compensation at the end of the school year and shall not become a part of the salary schedule. The designation as a priority school will be reviewed annually by a committee designated by the Superintendent. Administrators assigned to the schools so designated will be notified armually.

4. Residency Incentive The Board of Education shall compensate administrators, with a successful administrator performance evaluation during the previous school-year, one-and-one-half percent (Hi%) of their annual salary for residing within the Columbus City School District. New administrators or administrators moving within the District during a school year shall be paid a prorated district residency incentive if they present proof of residency within Columbus City School district boundaries to the Director of Human Resources within ninety (90) days of the move. Administrators moving out of the district have the responsibility to notify the treasurer's office within 30 days of moving outside of the district. The incentive will then be prorated.

5. Earned Doctorate Degree Administrators who present official proof of an earned doctorate degree from an accredited college or university related to position assignment and who have received a successful performance evaluation during the previous school-year shaH receive an additional $2,500 per year, which shan not become a part of the salary schedule.

6. Initial Salary Schedule Placement for Leadership Interns

The initial Administrator Salary Schedule placement for fonner CCS leadership interns shall be based on annual salary, including leadership interns' supplemental contracts, plus 5% not to exceed Step H without the Superintendent's approval. The leadership intern will be placed on the Administrator Salary Schedule at the step that is closest to (but does not exceed) this placement salary. Leadership interns from outside CCS shall be given credit for up~10 ten (10) years of previous service credit as similarly prescribed in Article 901.07 of the Master Agreement between the Board of Education and the Columbus Education. Association. Placement on the Administrator Salary Schedule of an outside CCS leadership intern will be calculated the same as that of a fonner CCS leadership intern.

7 . Promotions/Appointments Effective August 1, 2009, and thereafter, current administrators being promoted to a higher classification shall receive either a 10% increase or the percentage. difference of their experience placement step (old versus new position) on the administrator salary schedule, whichever is less. An administrator's salary shall be expressed to the nearest $1.00. If the calculated promotional increase is between salary placement steps on the salary schedule, the promotional salary will be at the higher step. An administrator's new salary shall be no less than step A.

Consistent with past practices and Board authorization, the Superintendent has the authority to set the salary and fringe benefits for newly appOinted administrators or newly promoted administrators subject to Board ofEducation· approval.

8. Hourly Rate of Pay for Administrators Effective August 1,2009, and each year after, the rate ofpay for substitute administrators or hourly rate ofpay for extended time shall increase at the same percentage increase as agreed to for any annual increase applied to the Administrative Salary Schedule.

9. Reorganization of Grade Levels into Single Site Schools The reorganization of school sites into schools of expanded grade levels (e.g., K-8 or 6-12) shall result in the administrator being assigned to the highest pay scale (e.g., K-8 would be on the middle school salary schedule; 6-12 would be on the high school pay scale) when at least 2 grades ofthe higher level are provided at the school.

10. Working in Higher Job Classification Any administrator qualified to be assigned to work in a higher job classification for fifteen (15) consecutive workdays shall be retroactively paid either a 10% increase or the percentage difference of their experience placement step on the administrator salary schedule, whichever is less. An administrator's new salary shall be expressed to. the nearest $1.00. If the calculated increase is between salary placement steps on the salary schedule the salary will be at the higher step. The interim administrator will be considered for full promotion into the higher administrative position if the position is vacated by the prior administrator and if the interim administrator is performing successfully, as determined by the interim administrator's supervisor in conjunction with the Superintendent, over a service period of120 days

11. Longevity Retainment Steps Longevity retainment steps as follows will be awarded August 1 of each school year to administrators who received a successful rating on the Administrator's Evaluation Instrument the previous school year.

• Administrators with a minimum of nineteen (19) but less than twenty-three (23) years of experience with Columbus City Schools shall have $1,000 added to the salary, which shall not become part of the salary schedule.

• Administrators with a minimum of twenty-three (23) but less than twenty-seven (27) year~ of experience with Columbus City Schools shall have $2,000 added to the salary, 'which shall not become part of the salary schedule.

• Administrators with a minimum of twenty-seven (27) but less than thirty (30) years of experience with Columbus City Schools shall have $3,000 added to the salary, which shall not become part of the salary schedule. .

• Administrators with a minimum of thirty (30) of experience with Columbus City Schools shall have $4,000 added to the salary, which shall not become part of the salary schedule.

• The longevity retainment steps shall not apply to administrators who return from retirement and assume a full­time administrator contract.

12. Vacation Vacation rates shall be those described in Board Policy 4119.

13. 'Work Year The work year for administrators is described in Board Policy 4113 .2.

14. Professional Leave for Administrative Meetings The Columbus Administrators Association shall receive administrators' applications for funds to attend professional meetings/conferences. An administrator may not be allowed to access these funds in .two consecutive years. The Board will appropriate $30,000 per school year to fund this professionaTleave provision.

15. Sabbatical Leave An administrator employed five (5) years or more as an administrator in the CCS shall be granted a full contract year educational leave of absence subject to approval of the Superintendent and the Board.

16. Leaves of Absence Administrators shall have access to all leaves of absence (except union) as provided all other certificated personnel in the district. These leaves are identified in the Master Agreement between the Board of Education and the Columbus Education Association and referenced below:

General Rules Pertaining to Sick Leave (CEA Article 701.01) A. Unused sick leave shall be cumulative without limit. For administrators, sick leave shan accumulate at a rate of

fifteen (15) days per year. All such administrators shall be credited with one and one-half (1.5) days on the second payday of each month. The accruals will occur September through June. The effective date for deducting'sick leave credit shall be the final day of each pay-reporting period.

B. Each new full-time administrator shall be credited with five (5) days of sick leave, which may be used in case any such employee is unable to work because ofpersonal illness or illness or death in hislher immediate family, after beginning hislher employment but before he/she has accumulated that amount of sick leave in the manner provided in Paragraph A above. If any of said five (5) days ofsick leave is used, it shall be deducted from the total sick leave which he/she may accumulate during the first year of service as provided in Section (A) above.

C. It shall be the responsibility of each administr~tor to transfer any unused sick leave from a previous employer to the office ofthe Treasurer of the Columbus Board ofEducation. When a former administrator in the Columbus School System returns to the employ of the Board, hislher unused accumulated sick leave, if any, shall be automatically reinstated. Such transfer or reinstatement of sick leave will be accepted by the Board provided the administrator's most recent employment takes place within ten (l0) years ofthe date of the last termination from Ohio public service and provided such sick leave was earned in Ohio public service.

Sick Leave Use (Modified CEA Article 701.02) Sick leave with pay may be used only for the purposes provided in paragraphs A, B, C and D below: A. For absence of the administrator due to personal illness, pregnancy, injury or exposure to contagious disease

which could be communicated to others. B. For absence of the administrator due to illness or injury of someone in the administrator's immediate family.

Immediate family is defined as father, mother, brother, sister, son, daughter,.wife, husband, grandmother, grandfather, grandson, granddaughter, father-in-law, mother-in· law, legal guardian, or foster or step-parents of said administrator; and all dependents as defined by IRS living in the home or any person living in the home to whom a administrator becomes the primary caregiver. A physician must certify the primary caregiver. 1. If a administrator is absent not more than three (3) consecutive school days because of the illness of a

member of the administrator's immediate family, the administrator need only make the report of absence required by the Board in'order to be eligible for sick leave with pay for such absence.

2. If a administrator is absent in excess of three (3) consecutive school days for this reason, the administrator must provide the administrator of Human Resources, with a doctor's certificate setting forth the identity of the patient, the nature of the illness involved and the need for the absence of the administrator in order for the administrator to be eligible for sick leave with pay for such absence.

C. For absence due to death in the immediate family of an administrator. Death in the immediate family of a administrator is defined to mean the death ofthe father, mother, brother, sister, son, daughter, husband, wife, grandmother, grandfather, grandson, granddaughter, aunt, uncle, father-in-law, mother-in-law, son-in-law, daughter-in-law, brother-in-law, or sister-in-law, legal guardian or foster or step-parents of the said administrator; or dependents as defined by IRS. Absence due to death in the immediate family shall not exceed five (5) consecutive school days unless approved by the Human Resources Director.

D. For legal adoption of a child. Administrators may utilize sick leave for up to twenty (20) consecutive work days or the maximum number of days required by other states in order to travel to other countries for legal adoption ofa child, up to maximum of thirty (30) calendar days. •

Assault Leave (CEA Article 701.02D)

Certificates Required in Case of Sick Leave Absence (CEA Article 701.06)

Health Leaves of Absence (CEA Article 701.01)

MaternitylPaternity/Adoptive Leave (CEA Article 702.02)

Professional Study or Travel (CEA Article 702.04)

Military Leave (CEA Article 702.05)

Special Leaves (CEA Article 702.06)

Special Le~ve \yithout Publicly Stated Reasons '(CEA Article 702.07)

Personal Leave (CEA Article 702.12)

Jury Duty Leave (Modified CEA Article 702.13) Any Administrator, upon making a request, including a copy ofthe subpoena, to the Department ofHuman Resources, shall be eligible for leave for the number ofdays or partial days needed to accept jury duty. Upon submission ofproofofjury service and/or any compensation received to the payroll department for jury service, the Administrator shall be paid hislher regular salary for the number ofdays involved. Such leave shall not be deducted from any other leave. This is not intended to allow double pay for jury duty.

National Service Leave (CEA Article 702.15)

17. Severance

The cash payment to an eligible administrator or beneficiary receiving severance pay shall be determined by and shall include the following: A Fifty percent (50%) of the Administrator's accrued but unused personal leave days.

B. The- folklwing percentage of the Administrator's accrued but unused sick leave will be available to an Administrator if the Administrator gives the Director of Human Resources. 'Written notice of intent to retire by February I for a retirement date effective June 1 through July 31. If retirement is to take place after August 1 but before the following June 1, the Administrator must give the Director of Human Resources 'Written notice of intent to retire ninety (90) days prior to the effective of retirement.

Percentage Applicable to Accumulated Sick Leave the Specified Number of Days ~IOO 25% >100-200 30% >200-300 35% >300-400 40% >400 45%

C. However, an administrator shall be compensated twenty percent (20%) of the administrator's accrued but unused sick leave, if the member gives the Director of Human Resources written notice of intent to retire after February] of a school year with a retirement date effective June I through July 31 or gives the Director o( Human Resources written notice of intent to retire less than ninety (90) days before the date of retirement if the retirement is to take place after August 1 but before the following June 1.

Severance pay benefits for an eligible administrator who dies while on active status or on leave of absence shall be paid to the administrator's life insurance beneficiary. An administrator shall be eligible fOF this benefit if, at the time of death, the administrator was eligible for superannuation retirement benefits .

. 18. Benefits Administrators shall be provided the same access to fringe benefits (health, dental, prescription drug program, vision, fee waivers, assault leave, term life insurance & Employee Assistance Program [EAP]) as is provided to the members of CEA Each administrator shall be provided a document at the beginning of each contract year that defines salary and benefits amounts. The District shall provide an administrator, who gives the District prior notice as defined in Severance Benefits of this Compensation Package, information regarding severance benefits, obligations, insurance, and other separation information.

19. Term Life Insurance The Deputy Superintendents and Chief Officers shall continue to receive $100,000 Board -paid group term life insurance. They ·may elect to buy additional group term life insurance in addition to the above in the maximum amount permitted by the carrier. To the extent possible, coverage shall be without need of physical exams. This additional insurance shall be paid through payroll deduction with the employee paying the total cost ofthe voluntary additional life insurance, effective January 1, 20] O. Election of this additional coverage or deletion of this additional coverage shall be made each year only during the open enrollment period with an effective date of the following January 1.

Administrators below the level of Chief Officers shall continue to receive $50,000 Board-paid group term life insurance. They may elect to buy additional group term life insurance in addition to that above in the maximum amount permitted by the carrier. To the extent possible, coverage shall be without need ofphysical exams. This additional insurance shall be paid through payroll deduction with the employee paying the total cost ofthe voluntary additional life insurance, effective January 1,2010. Election of this additional coverage or deletion of this additional coverage shall be made each year only during the open enrollment period with an effective date of the following January I.

20. . P!yroll Deductions The Board shall continue to provide payroll deductions from the annual salary of any administrator for tax deferred annuity which is available from a company conforming to the Board's General Policies and for U.S. Savings Bonds.

All administrators' payroll deductions towards the premium(s) for health;· dental, life and/or disability insurance(s) will be paid into a Section 125 Plan.

21. Direct Payment of New Employee Relocation Expenses for Moving Personal Effects The Board of Education shall pay the actual relocation expenses directly to the relocation agent for certain administrators. Three (3) written estimates, CCS administrative and Board of Education approval are required. Payment of relocation expenses shall be for moving household goods directly related to the permanent move. An employee who voluntarily resigns employment within 260 workdays of initial date of employment after receiving direct relocation payments (paid by the Board on behalf of the administrator): shall reimburse the District 50% of the direct relocation expense paid, prior to acceptance of the resignation, and shall reimburse the District the remaining 50% within 90 days after Board acceptance of the resignation.

22. Retired Administrators Reemployed as Contract Administrators An administrator who has retired from a Culumbus City School District administrative position shall be placed on the Administrative Salary Schedule at a step comparable or higher to the step held upon retirement with a maximum at Step H. An administrator who has retired from a school district other than the Columbus City School District shall be placed on the Administrative Salary Schedule based on years of service and commensurate with the salary of the job category to which assigned. An administrator returning from retirement to a full-time contract shall have 'access to all salary and benefits as defined by the compensation package for all administrators approved by the Columbus Board of Education. Said administrator shall not have access to longevity or severance benefits. Because retired administrators reemployed as contract administrators are on I-year contracts, these administrators (hired after September 2004) during a reduction-in-force will be considered least seI!!or in all administrative categories, hence the first administrators to be reduced.

23. Suspension of Administrative Contracts 4112.33 Suspension of administrative contacts will follow Board Poliey 4112.33

24. Mileage Reimbursement When an administrator uses one's personal vehicle to conduct the business of the school district, the administrator will be reimbursed for travel. Travel to and from school/district events and travel to and from authorized school business/operations will be reimbursed at the current Internal Revenue Service rate of mileage reimbursement. Travel to and from school/district events and travel to and from authorized school business/operations will be reimbursed at the current Internal Revenue Service rate of mileage reimbursement.

School Administrators Steps *'A'~ through "H- are one year steps Step, _1M .hro~gh flM" ate.2 year steps

A B C 0 E F G H I J K L M M+ Position D.l" 0 1 2 3 4 5 6 7 8,9 10,11 12,13 14,15 16,17 18

201 ().2011 PRINCPAl· SENIOR 260 260 98,412 '19,949 101,179 10),024 104,562 105,792 107.3)0 109,176 111.329 112.l52 113.479 IIs.ol7 117.171

2011-2012 98,412 99,181 100,564 102.102 103,793 105,ln 106.561 108.253 110,253 111.791 112.866 114.248 116.094

2012-2013 98,412 99,181 99,949 101,179 103.014 104,562 105,792 107,no 110.253 111,791 112.866 114,2.8 116,094

2013-2014 98,412 99,181 99,,.9 101.179 103,Q24 104,562 105.m 107.330 110.253 111,791 112._ 11.,248 IIM'4

2014-2015 98,412 99,181 99,949 101.179 103,024 104.562 IOS,792 107,330 110,253 111,791 112,866 1",2.8 116.094 117,171

2016-2016 1.8% __811115por6l16lIS_ 100.183 101,1.8 103,000 104.878 10604« 107,696 109.262 111,141 113,333 114.273 115,522 117,087 119,280 119,280

2016-2017 2.2%~.. eftacWeMJ16 pet $116115 BoIwd 101.)87 103,987 105,266 107.186 108.786 110.066 111,666 1Il,S86 115,826 116,787 118,063 119,663 121,904 121.904

~~~:1~t~M~:a~f~~~iWri~~~~~.&~~:!~lf:>H ~:~:'7{j ~l~;i "'/' I '~:i'~ 't~ ~~"" ~ i\ ~.j< :~"; ~1; ;/,,' :~;1·-:~:.''':' W~" ,:,' .1. -}: , I 'j .'~: , I I I ' ,_.:~, " ,r'

2010-2011 AS$TPRtfCPAl-SEHtOR2tlO 260 82,114 83,342 M,263 85,801 87.HO 88,570 89.493 9O.n4 91,262 94,106 95,336 ",lln 99,019

2011-2012 82,IH 82,n8 83,803 85,Ol2 86,511 87,955 89,032 90,109 91,49] 93, 1M 9.,721 96,105 97,951

2012-2013 82.IH 82.728 83,342 8.,26) 85,801 87,HO 88,570 89,493 "'.9) 9),18-1 9-4,nl 96,105 97,951

2013-2014 82,114 82,728 83,H2 .

84,263 85,801 87,HO 88,570 89,.93 91,.a2 93,18-1 ",721 96,105 97,951

2014-2015 82,114 82.m 83,H2 84,263 85.8411 87,340 88,5741 8M93 91,.92 91,184 ",721 96.105 97,951 99,4129

2015-2016 1.8"1Iaeue~8I1I\5J*611611$8oauf 83.592 M.M2 85,7841 87,H5 88,912 90.164 91,I~ 9U51 93,92) 95,llOO 97,052 98,611 100,812 100,812

2016-2017 2.2% __81IN&por6l161IS_d 85,431 86,709 87,667 89,267 90,868 91,1'18 93,108 9.,389 95,989 97,908 99,187 100.786 103.019 10),029

~j~i~~~:~~:~S;'ll\~,~" t.:;f.~~~~~~lf~·~,~W!{ti~(~~~~~~*:hw,t~ ~~:~ il~ :;. :! $ \, J ~,:~ .' ,J. " -,p ',1 ' f~ t '; -,.1 . •• n ::' l' , I' 1-' . ' 1 I 1 I " ,.. I , 2010-2011 1\SST~~-SENIORI15 215 76.19. 71,110 78.582 19,852 81,126 82.397 83,413 M,9)S 86,211 87,227 88,500 '0.025 91,5541

2011·2012 76.294 76,802 ,77,946 79,217 80,489 81,762 82.905 M,I76 85,575 86,719 87,864 89,263 90,788

2012-2013 76,294 76,802 71.110 78.582 79,852 81,126 82.397 83,413 85,575 86,719 87,ll~ 89,263 90,788

2013-2014

2014-2015

2015-2016

2016-2017

ti\\~i!.<t~~~;d::',.~~"f1~~~~Z4i~~~3i.'~'1:lf~;1t;'fl,i'it~h~~~"'P';:h N\~"/J .. { .C''1'?I,·~;:£J'}.:·'Il5-~·<f;i'':'.·g-;..:,:.. ,,·:: +-; ',. "-.;;'1' ,,,~, '1 '. j­ .... 1 ! j , r,~,, 2010-2011 AANCPAl. • "'COlE 220 87,695 88,996 90,298 91,598 93,6841 9.,721 95,762 97,063 98,104 99,925 101,747 101,109 104,869

2011-2012 81,695 88,146 89,641 90.948 92,639 94.201 95,H2 ",413 97,584 99.015 100,836 102,528 10-1,089

2012-2013 87,695 88,3'16 88,996 90,298 91,598 93,680 94,721 95,762 97,584 99.015 100.836 102,528 104.089

2013-2014 87.695 88,H6 88,996 90,298 91.598 93,680 94,nl 95,762 97,584 99,015 100,836 102,528 104._

2014-2015 87,695 88,H6 88,996 9O,lli' 91.598 93.680 9.,721 95,762 97,Sa. 99.015 100,836 102.528 104.089 104.869

2015-2016 1.8% "".... _811NSpor61I1II1S_ 89.274 90,598 91,923 93,247 95,166 96••26 97,.86 98,8141 99,870 IQI,72~ 10],578 105,"9 106,757 106,757

2016-2017 2.2% inaNH elfediw 811116 per$l1&'15 Bowd 91,238 92,591 93,946 95.298 97,.64 98,547 99,630 100,984 102,067 103,962 105.857 107,~ 109.105 109,105

1I;~t'~lj~~f~~~~~~~3f~~rJ.~...::'~f~'~!'~t-:~~!"J:41; l')·, ',' ~~ ;:.tt::J;":r~I~_:t·:;r.~:,;-;r~':~' ,.,~., ;,,~n( ,;'. " ~! i ,: {1' >" ~~'...,~']~r:", .-,j, " . 1 . ~"~" ~~I ~'~:""~'~,,5i 2010-2011 .o.ssr PRHC""", "OOlE 215 76,29~ 71,310 78.582 79,952 81,126 82,397 83,413 ~,9J8 86,211 81,227 88,500 90,025 91,550

2011-2012 16,29~ 16,002 71,946 79,217 80...e, 81,762 82,9QS 84,176 85,575 86,719 87,8~ 89,263 90,788

2012-2013 16,294 76,llO2 77.310 78,582 19,852 81,126 82,)97 81,.1] 85,575 86,719 87,864 89,263 90.788

2013-2014 76,29. 16,802 77.310 78,5a2 79,852 81,126 82.297 83•• 1) 85,575 86,719 87,864 89,263 90,788

2014-2015 76,294 76,802 71,310 78.582 79,852 81,126 82,297 8],413 85,575 86,719 87,8~ 89,263 90,788 91,550

2015--2016 1.8% Incte.'llH; e~ 811115 per GJ,$ltS Boatd 77,661 78,702 79,996 81,289 82,586 83,_ 84,91. 86,467 87,763 88,197 90,09) ",~S 93,198 93.198

2016-2017 2.2% ina'ea$o IIIft!ocINe &1111$ pet 6116115 BoaId 79,)76 80,431 81,756 8].078 8.,403 85,n6 86.78] 88.267 89.69. 90,751 92.075 9],662 9S,H8 95,2>48

_~~_~~~f.;~ikR~~t}~~~~~J~Ai;&;~~"f~;._~~s;~i.~'~j-;;·~:~jf:!~~~;:~~~~~~f~:~~~;,~l~>~tt_!,,'l' '~"~~~,;'~ \1:1~~~,~,~~~ .r;i"~·I,~ ~,:~~. ~l~ ~~::~:,;; ~j,~:~ ~;,~::: 2010-2011 PlIlNCiP.... -ELEMENTARY 220 81.188 82,751 M,052 85,092 86,654 87,695 88.996 90,298 91.S98 93.680 9.,721 96,022 97,321

2011-2012 81,188 81,910 8l,~O2 8-1.572 85,873 87,175 88,H6 89,647 90,9.8 92.639 94,201 95,ln 96,673

~~::!: 81,188 . 81.970 82.751 84,052 85,092 86,654 87,695 88,996 90,9.8 91,6]9 94,201 95,)n 96,673 ,

81,188 81.91" 82,751 M,052 85,092 86,654 87,695 88.996 9O,9.a 92.629 9.,201 95,372 96.673 •

2014-2015 81,188 81,970 82,751 8.,052 85.092 86,65. 87,695 88,996 90.948 92.6]9 94,201 95,372 96,673 97,323

2015--2016 1,8%iDQ'eHe~811/i5p«611fj/15tloatd 82,~9 84.HI 85,565 86,6H 88,21. 89,27. 90,598 91,923 9),247 95,166 96,426 97,750 99,075 99,075

2016-2017 2.2% inc:fe'M eIJectI're 1V1116per6l16115 BoeId 84.468 86,094 87,.47 88.529 90,154 91.128 92,591 91.''16 95,n8 '7,~ 98,S~7 99,901 101.254 101,25. i

1::::Y;ii;ii'}'\ . ;~'!,":"':ci::",i;*, re!·'t':'l::, ~:,; ':~:i <, , 'W:~,,:~~'~ ~:,4,'~,:,,?!,,;;,~lr. r:~~~~~i.f. l'!i~,~~rSt~ ~t~~:.Il(':i ~>;:f:~";<!n~ h;\j'~!Il-l:' ,~~ifiii"X~i:~ ''l;f;i';~;~!';;;··1

Revised 7/30/2015

School Administrators Swpa "A," through "H" .,. one y.., steps Steps "I" through "M" are 2 year .taps

A B C D E F G H I J K L M M+ Position Days 0 1 2 3 4 5 6 7 8,9 10.11 12.13 14,15 16,17 18

2010-2011 ASST PRN::PAL Et..£;MENIAHY 215 69.426 "70.188 71.970 72,731 73.751 74,767 76,039 77.310 78.582 79.852 81.126 al397 83.413

2011-2012 69.426 69.807 71.07'1 72,lSI 73.241 74.259 75.403 76,675 77.946 79.217 80,489 81.762 82,9OS

2012-2013 69.426 69,807 70,188 71.970 72.731 73,751 H.761 76.039 71.946 79.217 80.189 81,762 82,905

2013-2014

2014.2015

2015-2016 1.8% ftetuy eIh:dNe Nt/IS per 6116115 Board 70,676 71.451 73.265 74,040 75.079 16,113 71.408 18,102 19.996 BI.289 82,586 83.880 84.914 84.914

2016·2017 Z2"~~8111t5'*et1C1i15~ 72.231 73.023 74.877 75.669 76,730 77,787 79.111 80,43] 81.756 81.078 84.40] 85.736 86,78] 86.783

R~~l1~~J, ;l~:-~h\~5J~~;t':m§~~~~i£~}~:I~~ :l~t~t~~~l ~t-<.· :! '. ~ vl:~' ,~~: ,'-}~l \ .~t~ ~ ~ .~1 ,:' ;;.' 1':- '.: j "": ' .'1 I I I I I I, 2010-2011 OIRECTOO· CAREER CNTR 260 96.873 98,412 99.949 101.179 IOl.024 104,561 105.792 107.330 109.176 111.021 112,252 111.479 115.942

2011-2012 96,813 97.643 99,181 100.564 102.102 103.793 105..171 106,561 loa.253 110.099 111.631 112,866 114,711

2012-2013 96,873 97,643 9MI2 99.949 101.179 10].024 104,562 los.792 108.2S3 110.099 111,637 112,866 114,711

2013·2014 96,813 97,643 98,412 ".949 101.179 103.024 104,562 105.192 loa.2S3 110,099 111.631 112.866 IH.711

2014-2015 96,873 97,643 98,412 9U49 101.119 103,024 104,562 105.792 loa.253 110,099 111,631 112,866 114,111 115.942

2015-2016 U% __MlIS ...81UII1S_ 98,617 100,183 101,748 103,_ 10',878 106.4" 107,696 109.262 Ill,t<4. 113.019 114,273 IIs,sn 118,029 116,029

2016-2017 .2% inu_~M/t6petM6flS 9oa'd 100.786 102,]81 103,981 105,266 101,186 loa.786 110,066 111,666 113,586 115,506 116,781 118.063 120,616 120,626

f;!(;t ~~;:~,:!''.:':'' '~~lr~!~~~~~;~~;:t~~~~~~~1F~7 f~t~~'~F':: ~ 1 , , , I -­ I I' ; ,~ 'j " I I I I i I, 2010-2011 S\JPERVlSORM60 CAREER CNTR 260 81.6049 88,879 89,801 91,031 92.561 94.413 95,643 97,411'1 9'1,029 100,257 101,487 103,l31 104,869

2011·2012 81.6049 88,264 89,340 90.416 91.79'1 93,490 95.028 96,566 98,lS9 99,643 IQ0,8n 102.410 104,101

2012-2013 87.6049 88,264 88.879 89,801 91,031 92,561 94.413 95,643 98,259 ",6043 100,812 102,410 104.101

2013·2014 81,649 88.264 88.879 89,801 91.031 92,567 94.413 95,6043 98,259 n.643 100,872 102,410 104,101

2014·2015 87,649 88,266 88.819 89.801 91.031 92.567 94.413 95,643 98.259 99,643 IQ0,8n 102.410 104,101 104,869 ~-

2015-2016 1.8% ~ eMedive8l1ltSpec 6/161'15 PMrd 89,227 90.419 91,411 92,610 94,233 96,112 97,365 99,244 100.812 102.062 103.314 105,192 106,757 106.157

2016-2017 2.2%~elllcdMt8i1Jt6pwet1f1'S8oerd 71,190 92,'" 93,429 94,108 96,306 98.227 99.507 101,'21 103,029 104.301 105.587 107.506 109,105 109,105

~7¥.!~ &~~~. i·::~!:;·-7;~~· :l'i;~~~~_Ji{J~~fjfii~~Mh, ~ ~~; .1 ;: ­ 'I ' ,~ " l ,', j r":1 ,;~, \) j:~ ';i~' .''1'' ,;.•.. j I I I ! I

I 2010-2011 SU~A-t2tlCAAEER CNTit; 220 1'.165 75.20' 75.984 77.021 78,ll7 79,888 80.930 82,491 83.792 8',83) 85,8]) 87,05 88,731

2011-2012

2012·2013

2013·2014

2014-2015

2015-2016

2016·2017

m~~~~~t~t~~~f:~~~~~~rGf'$.;U~~~fij~~·;~r:::~!j·~:~~··~~(~ ~J:~~;~~~~i~~t~tr~~~~r~~J' ~"'~~f:l~~~~J~i~1~'{k~;tf\! ~11f~: "~J~:f~":"J~'::"~~;, 0; ~ ~ ., '-j, ;

I'­ .. '-:1 • t :::1:~. ~ 2010-2011 MANAGER· UATH 260 89.186 90,415 91,953 93.490 95,028 96,565 98,104 99.641 IOO,8n 101,717 104,254 las.... 106,408

2011·2012

2012-2013

2013·2014

2014·2015

~16 2016·2011

Revised 7/30/2015

Steps Athrough Hare every year

'I' through 'M" are 2 year steps

Revised 7/30/2015

Revised 7/30/2015

Revised 7/30/2015

Non-School Administrators Steps "A" through "H" are on. year steps Steps "I" through ·'M" are 2 year steps

A B C 0 E F G H I J K L M School

Position 0Year 1 2 3 4 5 6 7 8,9 10,11 12,13 14,15 16,17

2011·2012 55,296 56,343 57,127 58,173 59,479 41,0<!9 62,095 6],662 44.971 66,01S 67,061 68,629 69,935

2012·2013 55,296 56,H] 57,127 58,173 59,479 6I.0<!9 62,095 6],442 44,971 66,015 67.061 68.6a 69,935

2013·2014 55.296 56,H3 57,127 58.173 59,479 61.049 62.095 63.662 64.971 66.015 67.061 68.6a 69,935

2014-2015 55.296 56,H] 57,127 58,173 59,4" 61.0<!9 62,095 6],662 64.971 66,015 67.06' 68,629 69.935

2015·2016 u% """....1IocIM> 811115 per 6116115 Board 56.291 57.357 58.155 59,220 6O,SSO 62.148 6],213 64,908 66,140 67.203 68,268 69.864 71,194

2016-2017 UliO __8I1116per8l16115_ 57,5]0 58,619 59.135 6O.523 41.882 0.515 44.403 64,231 67,596 48.681 69,nO 71.401 71,740

~!i1~,:~,.~~~~~t1~{~~)iJii·~~:~·V~ lE~l1r;;:~;~:.t,.\':i't~~ z~i¥:; :"'!:" :<.' • .' .::,j , .~ ::J' :'.' ", '(:1 :'.: . '!,;':: '11' .. " j' " , J i" 'f~ :l. " '. ~ . ': .. 1 I I 2010-2011 PRC»'ESSIONAL H' 260 65.056 66.285 67.210 68.439 69.975 71,813 7],051 74.899 74,135 77.645 78,896 80,740 82,278

2011·2012 65.056 66.285 67,210 68,439 69,975 71,823 nos I 74,899 76,435 n,665 78,896 80,740 82,278

2012·2013 65.056 64,285 67,210 68,439 69.975 71,813 73,051 14,899 76,435 77,445 78,896 80,740 82,278

2013-2014 65,056 66.285 67,210 68,139 69,975 71.81] 73.051 74,8'19 76,135 17.665 78,896 80,710 82,278

2014·2015 65.056 66,285 67,210 68,43' 69.975 71,823 73.051 74,899 76.435 n,665 78,896 80.740 82.278

. 2015-2016 1.&% ioctease effeclive 811/15 per 6116115 Board 66,217 61,478 68,420 69.671 71,235 73.116 74,366 76,247 77,all 79,063 80,316 82,193 83,759

2016-2017 2.2% ina_ase. efted.ive 811116 ~f 6116115 Soard 67.684 68.963 69,925 71,20<! 72,802 74,724 76.002 77.925 19,523 80,802 82,083 84.002 85.602 --­

Revised 7/30/2015