SALARY GUIDELINES Clause Samples
The Salary Guidelines clause establishes the rules and parameters for determining employee compensation within an organization or under a contract. It typically outlines the methods for setting salary levels, such as referencing industry benchmarks, internal pay scales, or performance metrics, and may specify procedures for salary reviews or adjustments. By providing a clear framework for how salaries are set and managed, this clause ensures consistency, fairness, and transparency in compensation practices, helping to prevent disputes and misunderstandings regarding pay.
SALARY GUIDELINES. 1. Typically, persons entering employment will be placed on the minimum step of the appropriate salary scale.
2. One (l) incremental step credit for each year of in-service qualifying previous work experience in area of employment within a ten (10) year period.
3. One (l) incremental step credit for every two (2) years of outside qualifying previous work experience within a ten (10) year period.
4. No incremental step credit for education beyond the minimum educational requirements for a particular salary category.
5. No maximum step placement upon entry into the school system for any new employee.
6. Personnel on flat-rate salary, transferring to the High School or greater category would be placed on the appropriate step corresponding with the years of satisfactory in-service experience; however, this step placement shall not exceed the step upon which they fall had they not been on a flat-rate salary.
7. An employee qualifying for transfer from a lower salary grade to a higher salary grade will be placed on the corresponding step in the higher grade.
8. Persons transferring from the aide's Salary Scale to a higher Salary Scale will advance to the minimum step of the new salary scale or the step immediately higher than the person's current salary, whichever is greater.
9. Persons entering assignments after February 15 of any calendar year will not be eligible for an additional step increment until September 1 of the following calendar year .
10. Salary changes for college credits earned will be made effective the beginning of the second payroll period following the receipt and recording of the credits.
11. Persons transferring from any Paraprofessional Salary Scale to the Teachers' Salary Scale shall be given credit for salary scale placement at the rate of one step for every two years service as a Paraprofessional with a maximum of 8 steps.
SALARY GUIDELINES. 1. The salary range (see B.7.) applies to a nine-month (9) base contract relating to the academic years 2010-11, 2011-12, and 2012-13. One-ninth (1/9) of the nine-month (9) base contract salary will be added for each additional month for employees who are employed more than nine (9) months. A proportionate amount will be paid for any contract less than a month. Academic support faculty who are under summer contract will be guaranteed to work 300 hours during the summer session for two-ninths (2/9) of the nine-month (9) contract salary. Academic support faculty who work less than or more than 300 hours will be paid an hourly rate based on the following formula: Rate per hour equals 9-month salary divided by (number of days in the academic calendar year multiplied by 8 hours per day).
2. Summer term and intersession will be paid by special contract. Full-time instructors will be paid 1/36 of the contract salary per equated credit hour up to 11 ECH during the summer session with no more than eight (8) ECH during the summer term and no more than four (4) ECH during intersession. All other equated credit hours during the summer term and intersession will be paid at the overload rate. No overloads will be assigned without prior approval of the Vice President for Academic Services. Each academic year a two (2) year plan shall be prepared based upon the projected needs of the educational program. This plan will identify courses and instructional activities which are expected to be offered during the summer session. In order to provide staff members with an equitable opportunity for summer employment each division will prepare a two (2) year rotational plan identifying those staff members who will be offered summer term and/or intersession employment consistent with the educational needs plan. Each division shall prepare an equitable summer term rotation plan and intersession rotation plan that is mutually acceptable to the division and the Vice President for Academic Services. The educational needs plan and the division rotational plan shall be reviewed annually and revised as needed.
3. Compensation for overload assignments (teaching assignments in excess of thirty (30) equated semester hours in the academic year or eight (8) equated semester hours in the summer session) will be paid at the following rate: Academic Year 2010-2011 Academic Year 2011-2012 Academic Year 2012-2013
4. Instructors supervising an independent study or limited student course shall be paid...
SALARY GUIDELINES. 8.1 SALARY Absent extenuating, non-discriminatory circumstances as provided for in this Article, the Superintendent will utilize the following formula in establishing the starting salary for a newly hired administrator: Salary = Base x (1+ Differential) x (number of days administrator is contracted to work*) (number of contract days based on HEA negotiated agreement) * For the purpose of this formula Full time is 221 days Base – The salary amount on the current year’s HEA Salary Schedule, considering the administrator’s years of experience in education and attained educational level. Differential – Percent over teacher’s salary at appropriate step on the current salary schedule at the time of hire. The Superintendent determines a newly hired administrator’s Differential. The Differential range for any newly hired administrator will not be lower than .17 or higher than .25. If requested by the HAA, the Superintendent will provide the HAA with justification for placement within the differential range upon offering of the contract.
8.2 Upon the recommendation of the Superintendent and with the approval of the Board, an administrator’s salary can be increased if an inequity in that administrator’s salary is identified by November 30 for the succeeding year.
8.3 Upon attainment of a PhD Degree or an Ed.D, an Administrator can request of the Superintendent a one- time salary increase of up to .5% based on the Administrator’s current fiscal year salary. The request must be made by December 1st of the preceding school year. Official transcripts, or a letter of completion, if transcripts will not be immediately available, conferring the degree from an accredited college or institution, must be submitted prior to the year in which the salary increase will be implemented. If the request is approved, the salary increase will be applied to the Administrator’s salary in the following fiscal year.
8.4 Salary Increase: 7%, 4%, 3.5% A. 2023-2024: Administrators employed on an administrative contract during the 2022-2023 fiscal year (July 1 through June 30) shall receive a salary increase for the 2023-2024 fiscal year equal to $7,578.08.
SALARY GUIDELINES a. Base on salary schedule was increased by $348 to the amount of $34,050.
b. Appendix B – AD salary was increased from $3500 to $5000.
c. Appendix C – FBLA sponsor was removed and replaced with Safe Schools Sponsor at a salary of $500. Service Learning sponsor was added at a salary of $750. The Instrumental/Vocal Music Sponsor was corrected to be $6,000.
d. Credit hour reimbursement was increased to $100 per credit hour.
SALARY GUIDELINES. 1 . Typically, persons entering employment will be placed on the minimum step of the appropriate salary scale .
2 . One (1) incremental step credit for each year of in-ser- vice qualifying previous work experience in area of em- ployment within a ten (10) year period .
3 . One (1) incremental step credit for every two (2) years of outside qualifying previous work experience within a ten (10) year period .
SALARY GUIDELINES. The base salary for a new educator with a BA degree and no prior experience shall be: For the 2023/2024 school year: $48,360 For the 2024/2025 school year: $49,810 For the 2025/2026 school year: The base salary for a new educator with a BA degree and no prior experience shall be increased (over the 2024/2025 base salary) by a percentage that is 0.5 percentage points less than the increase provided to returning educators for the 2025/2026 school year. For the 2026/2027 school year: The base salary for a new educator with a BA degree and no prior experience shall be increased (over the 2025/2026 base salary) by a percentage that is 0.5 percentage points less than the increase provided to returning educators for the 2026/2027 school year. For the 2027/2028 school year: The base salary for a new educator with a BA degree and no prior experience shall be increased (over the 2026/2027 base salary) by a percentage that is 0.5 percentage points less than the increase provided to returning educators for the 2027/2028 school year. Each returning educator shall receive salary increases as follows: For the 2023/2024 school year: 6.00% over the educator’s 2022/2023 salary For the 2024/2025 school year: 5.75% over the educator’s 2023/2024 salary For the 2025/2026 school year: Increase equal to the Consumer Price Index for All Urban Consumers (CPI-U) for calendar year 2024, but not less than 2.00% or greater than 4.00%. For the 2026/2027 school year: Increase equal to the Consumer Price Index for All Urban Consumers (CPI-U) for calendar year 2025, but not less than 2.00% or greater than 4.00%. For the 2027/2028 school year: Increase equal to the Consumer Price Index for All Urban Consumers (CPI-U) for calendar year 2026, but not less than 2.00% or greater than 4.00%. Educational Advancement salary increases will be available for completing additional coursework as follows: 2023/2024 2024/2025 2025/2026 2026/2027 2027/2028 Additional Terms
SALARY GUIDELINES. An employee who is promoted (on a career path as per definition of promotion) will receive the starting salary of the new positions or a 10% raise to their current salary, whichever is higher.
SALARY GUIDELINES. 1. Pay for the base salary for the 2021-2022 school year shall be $41,450. See APPENDIX A.
2. All college courses allowed for credit on the columns must be earned after the date the degree was granted. All additional undergraduate hours must have been approved in advance by the superintendent.
3. The years of service credit for prior teaching experience shall be determined by the Board of Education, upon the recommendation of the superintendent. The Board shall have the right to allow more or less than the actual number of years of service credit for any teacher.
4. No teacher shall advance more than one vertical step in one year.
5. New teachers in the system will receive no credit for the past years’ service under one-half year. Credit between one-half year and one will be recognized as one year of service for initial placement on the salary schedule.
6. Teachers will receive a (one) payment of $75.00 per hour for any hour taken above BS+60, for those teachers who have completed Step 17 of column 6, or MS + 45, for those teachers who have completed Step 25 of column 10 on the salary schedule (In service points may apply).
7. Pay for SUPPLEMENTAL/EXTRA DUTY ASSIGNMENTS shall be in accordance with APPENDIX B and C.
8. The Board of Education will reimburse teachers $100.00 per credit hour for hours taken with the prior approval of the superintendent. This reimbursement will be for approved hours, up to and including 16 hours per teacher per year (current year defined as June 1 – May 31). However, there will be a budget limitation of $8,000.00 for certified teaching staff requesting reimbursement. If requests are made for more than this total amount, the $8,000.00 will be proportionally distributed to all those who qualify for the reimbursement.
9. USD #338 Teachers will be compensated $1,200 per course for teaching IDL classes.
10. If requested by an administrator (Superintendent, Principal, Assistant Principal) to use that teacher’s plan time for Standardized Testing or Classroom Coverage, the teacher will be paid $25.00 per hour. It is the responsibility of the teacher to fill out a timesheet reflecting that coverage.
11. Teachers working outcomes club, homework sessions, detentions, or any after school supervision will be paid $25.00 per hour.
12. Administrative coverage by teachers at KSHSAA sponsored events will be paid at $25.00 per hour.
13. USD #338 high school dual-credit class teachers will receive a stipend of $300 per class receiving college cre...
SALARY GUIDELINES. STARTING SALARY - Starting salaries for new teachers will be established off of an annual base salary of:
1. 2016/2017 school year - $42,645 2. 2017/2018 school year - $43,711 3. 2018/2019 school year - $44,803 SALARY ADVANCEMENT GUIDELINES - salary increases are calculated on two variables:
A. Longevity Increase:
1. 2016/2017 school year - 5% salary increase for all teachers.
a. Targeted Salary Increase - An additional $1,000 one-time increase for teachers who were initially hired in a licensed position by the school district between August 1997 through June 2011.
2. 2017/2018 school year - 4.5% salary increase for all teachers.
3. 2018/2019 school year - 4.5% salary increase for all teachers.
SALARY GUIDELINES. 1. Typically, persons entering employment will be placed on the minimum step of the appropriate salary scale.
2. One (l) incremental step/interval credit for each year of in-service qualifying previous work experience in the area of employment within a ten (10) year period. Contract work for the Board shall be considered in-service work for the purpose of initial salary placement.
3. One (l) incremental step/interval credit for every two (2) years of outside qualifying previous work experience in the area of employment within a ten (10) year period. Relevant, outside work experience does not need to take place in a school system or in education for the purpose of initial salary placement.
4. No incremental step credit for education beyond the minimum educational requirements for a particular salary category.
5. No maximum step placement upon entry into the school system for any new employee.
6. Personnel on flat-rate salary, transferring to the High School or greater category would be placed on the appropriate step corresponding with the years of satisfactory in-service experience; however, this step placement shall not exceed the step upon which they fall had they not been on a flat-rate salary.