Compensation Model Sample Clauses

Compensation Model. There will be two factors relating to compensation for teachers employed at the Community School Corporation of Southern ▇▇▇▇▇▇▇ County.

Compensation Model. Eligible teachers may earn up to eight (8) units. Teachers receiving an Ineffective or Needs Improvement rating on the WCS RISE Evaluation Model are not eligible to earn units. Units available to earn include: Evaluations for the 2022-2023 and 2023-2024 school year are completed using the WCS RISE Evaluation Model. Teachers who are rated as Effective or Highly Effective earn five (5) units. Ability to earn units applies only to staff members who worked in the 2022-2023 and working in the 2023-2024 school year or 2023-2024 and working in the 2024-2025 school year. Years of Experience – two (2) units Teachers who were employed 120+ days during the previous school year earn two (2) units. Ability to earn years of experience units applies only to staff members who worked in the 2022-2023 for the 2023-2024 school year or worked in the 2023-2024 school year for the 2022-2023 school year. Teachers who are assigned and actively participated on a Professional Learning Community (PLC) team during the 2022-2023 school year earn one (1) unit for the 2023-2024 school year and those participating in a PLC during the 2023-2024 will receive 1 unit for the 2024-2025 school year.. Ability to earn a leadership unit applies only to staff members who worked in the 2022- 2023 for the 2023-2024 school year and those who work in the 2023-2024 for the 2024-2025 school year. In determining unit value, the total amount available for raises will be divided by the number of units for all individuals who earn an “effective” or “highly effective” rating. Individuals who score “improvement necessary” or “ineffective” will not be awarded any increases. Subject to the preceding paragraph, each unit has a tentative value of $275.00 for the 2023-2024 school year and $187.50 for the 2024-2025 school year. The amount for salary increases is estimated at $1,127,687 ($1,000,743 for salaries, $50,602 for TRF and $76,342 for FICA) for 2023-2024 and $767,496 ($681,060 for salaries, $34,450 for TRF and $51,986 for FICA) for the 2024-2025 school year. If the entire amount available for salary increases is not distributed because of a teacher or teachers not receiving an effective or highly effective rating, the balance shall be distributed as a stipend equally to all teachers eligible for a salary increase. The salary range for 2023-2024 is $45,800 - $77,804 and for 2024-2025 is $47,200 - $79,304 prior to any salary increases for the current contract period.

Compensation Model. The compensation model demonstrating the starting pay for teachers new to ▇▇▇▇▇ and demonstrating increases for teachers returning to ▇▇▇▇▇ is outlined in Appendix B.

Compensation Model. Section A Base Salary Increases and New Hire Salary Placement Schedule 1. General Eligibility Criteria

Compensation Model of new monies from the basic tuition support, special education grant, career and technology grant, or $215,163.50 will be made available for teacher salaries, increments, fringe benefits (i.e. TRF, FICA, VEBA), stipends and insurance (a family plan the corporation pays 60% plus $500 of the total premium with the employee paying 40%; in an individual plan the corporation pays 70% plus $500 of the total premium with the employee paying 30%). This money will be added to the compensation model beginning with the first pay in January 2014.

Compensation Model. 1. The salary schedule for the 2020-2021 contract year is set forth in Appendix A, which is attached to and incorporated in this Agreement. Placement on the salary schedule and salary raises are based on evaluation and education factors. The evaluation factor is defined as receiving a rating of highly effective or effective. The education factor is defined as possessing a Master’s degree in a content area as defined by the Indiana Department of Education. a. For the 2020-2021 school year, a teacher who meets the evaluation factor will move up two (2) levels on their current Salary Schedule. b. In addition to the above raise, an eligible teacher on the Red (Bachelor) Salary Schedule for whom the 2020-2021 school year is the first year of satisfying the education requirement, shall move to the highest level permitted on the Hawks (Master’s) Salary Schedule without the resulting raise in salary attributable to that move exceeding the raise the teacher will receive under sub-paragraph a, above. When moving from ‘Red’ to ‘Hawk’ the movement will always be vertical and then lateral, not to exceed 50% of the raise. c. For the 2020-2021 school year, the minimum starting salary for a teacher with a bachelor’s degree shall be increased to $39,000 (level 10 on the Red/Bachelor Salary Schedule) and the minimum starting salary for a teacher with a content area Master’s degree shall be increased to $39,450 (level 110 on the Hawks/Master’s Salary Schedule). d. Eligible returning teachers with one (1) to twelve (12) years of experience will move up one additional level on their salary schedule. The salary increases under this subparagraph are intended as a teacher retention catch up based on the academic needs factor of attracting and retaining teachers with up to twelve years of experience with an additional $300 increase in comparison to the $300 increase to the minimum starting salary. 2. The salary schedule is based on estimated revenues available for increases after taking into consideration the potential adjustments under paragraph 3, below, including the redistribution of funds based on a projection of those teachers who will not be eligible for a salary increase due to a rating of needs improvement or ineffective. In the event the final number of teachers determined to be ineligible for raises changes, the available funds will be reallocated as pro-rata stipends to teachers eligible for raises and shall be paid prior to the end of the applicable school year. 3. Te...

Compensation Model a. The School Board and Association will bargain a sum of money (the “Available Funds”) to be distributed among teachers as follows: 50% – “Evaluation” 50% – “Experience” b. The amount of the Available Funds for a school year shall be stated in the form provided as Addendum 2. c. 50% Evaluation – a teacher earning a summative evaluation rating of effective or highly effective as the final result from the Teacher Evaluation Model shall have an amount added to his or her base salary in proportion to 50% of the Available Funds. d. 50% Experience – a teacher earning an additional year of experience (defined as having been compensated for at least 120 days in the previous by the school corporation) shall have an amount added to his or her base salary in proportion to 50% of the Available Funds. e. Any teacher who receives a final summative evaluation rating of Ineffective or Improvement Necessary shall not be eligible for compensation increases – this is not applicable to teachers in the first two full years of instruction. Any compensation remaining after being allocated in accordance with the Compensation Model in this Section 2 shall be distributed equally among those teachers who received the merit raise under Subsection c of this Section 2. f. New teachers with no previous experience shall be placed on the Salary Scale (Addendum 1) in row 0 and their appropriate degree column. Teachers being hired with previous experience shall be placed in the appropriate column that matches their current year of experience from INPRS/TRF. An exception for a new hire’s placement may occur however no new hire shall be placed in a row that exceeds three rows below or beyond their current years of experience. Newly hired teachers during the current school year are not eligible for compensation increases. g. The proportion is the applicable percentage times the Available Funds per category divided by the number of teachers employed on the regular teacher contract.

Compensation Model. 1. Employees with a Master’s Degree or higher will be placed in the MA column. All other certified staff members will be placed in the BA column. 2. Salary increases will be given to effective and highly effective teachers under the compensation model described below to create the compensation placement table found in Appendix D. Fifty percent (50%) of the possible increase in salary is based on evaluation and fifty percent (50%) is based on academic needs or education. a. No teacher rated “ineffective” or “improvement necessary” will receive any increase in compensation and will remain at the same level of compensation as the previous year. Based on anticipated evaluation results, the parties believe that all funds will be distributed and that no redistribution will be necessary. However, in the event that there are funds that were otherwise allocated for teachers rated “ineffective” or “improvement necessary”, those funds will be equally redistributed to all teachers rated “effective” or “highly effective”. The redistribution will be paid as a stipend in the last payroll of the school year. b. Teachers in their first two full school years of instructing students are exempt from the evaluation eligibility requirement as stated in IC 20-28-9-1.5(e), (f)-.

Compensation Model. Eligible teachers may earn up to eight (8) units. Teachers receiving an Ineffective or Needs Improvement rating on the WCS RISE Evaluation Model are not eligible to earn units. Units available to earn include: Evaluations for the 2016-2017 school year were completed using the WCS RISE Evaluation Model. Teachers who are rated as Effective or Highly Effective earn five (5) units. Ability to earn units applies only to staff members who worked in the 2016-2017 school year and are also working in the 2017-2018 school year. Teachers who were employed 120+ days during the 2016-2017 school year earn two(2) units. Ability to earn years of experience units applies only to staff members who worked in the 2016-2017 school year and are also working in the 2017-2018 school year. Teachers who are assigned and actively participated on a Professional Learning Community (PLC) team during the 2016-2017 school year earn one (1) unit. Ability to earn a leadership unit applies only to staff members who worked in the 2016- 2017 school year and are also working in the 2017-2018 school year. In determining unit value, the total amount available for raises will be divided by the number of units for all individuals who earn an “effective” or “highly effective” rating. Individuals who score “improvement necessary” or “ineffective” will not be awarded any increases. Subject to the preceding paragraph, each unit has a tentative value of $116.00. The salary range is $35,000 - $67,070.04 prior to any salary increases for the current contract period.