Compensation Plan 2021 - 2022 - Judson Independent School District
Compensation Plan2021 - 2022BOARD OF TRUSTEESRenée A. PaschallPresidentSuzanne KenoyerVice PresidentJennifer RodriguezSecretaryDebra EatonTrusteeRafael Diaz Jr.
TrusteeShatonya KingTrusteeADMINISTRATIVE STAFFDr. Jeanette BallSuperintendentRebecca RobinsonDeputy Superintendent of StaffDr. Milton Fields IIIDeputy Superintendent of OperationsWilliam AtkinsAssistant Superintendent of FinanceCecilia DavisAssistant Superintendent of Curriculum and InstructionLacey GoschAssistant Superintendent of TechnologyDr. Nicole TaguinodChief Communications OfficerTable of ContentsMission StatementAuthority for Compensation PlanDescriptionPay Plan Administrative ProceduresBase Pay for Exempt and Non-Exempt EmployeesOvertime CompensationSupplemental Duty PayDifferential PayStipend PayGeneral Pay IncreasesPromotional IncreaseNew Hire Placement
Structure of Compensation PlanTeachers, Counselors, Nurses, LibrariansPolice DepartmentAuxiliaryClerical & Instructional SupportInformation TechnologyAdministrative / ProfessionalBus DriversSubstitute Pay RatesSupplemental Pay RatesPart-Time / Temporary Pay RatesSummer Extra Help Pay RatesStipends
Judson Independent School District does not discriminate on the basis of age, race, religion, color, national originveteran status, disability or other legally protected status in its programs, services or activities as required by TitleRights Act of 1964, as amended; Title IX of the Education Amendments of 1972; and Section 504 of the RehaAct of 1973, as amended.Questions regarding the Compensation Plan may be referred to the Assistant Superintendent ofHuman Resources at (210) 945-5621JUDSON INDEPENDENT SCHOOL DISTRICTMISSION STATEMENTAll Judson Independent School District students will receive a quality education enabling them to become succeBOARD POLICY - SALARIES, WAGES, AND STIPENDAuthority for Compensation PlanBoard Policy DEA (LOCAL) states, "The Superintendent shall recommend to the Board of Trusteescompensation plans for all District employees. Compensation plans may include wage and salary strubenefits, and incentives." Pay structures shall be designed and administered for the purpose of attracting and remployees to achieve District goals. The Superintendent shall administerand maintain pay systems in accordance with board policies and administrative procedures.The Superintendent shall administer the compensation plans consistent with the budget approved by the BoarSuperintendent or designee shall classify each job title within the compensation plans based on the qualificatithe position. Within these classifications, the Superintendent or designee shall determine appropriate pay fand employees reassigned to different positions. A retention incentive may be paid in February of 2022 ifavailable and employees have not retired as ofJanuary 31, 2022.The Judson Independent School District pay plan design is facilitated by the Texas Association of SHuman Resources Services. The plan is based on recognized pay principles that strive for equitable pay baseand competitive markets.DescriptionCertified classroom teachers, librarians, nurses (RNs), and counselors will be paid no less than the minimum monthlyschedule based on total years of creditable experience as required by law. For other employees, the Superintendentpositions to pay grades that define the minimum and maximum base pay for the position. Jobs will be classifiedqualifications and duties defined by the District. All employees will be paid within the assigned pay grade unless excBoard of Trustees. The Superintendent or designee shall review pay structures annually and make approved adapplicable).
Pay Plan Administrative ProceduresMinimum Pay RequirementsCertified classroom teachers, librarians, registered nurses, and counselors will be paid no less than the stsalary schedule based on total years of credible experience. Experience will be credited according to the comon creditable service (19 TAC 153.1021). Salaries for these employees will be determined annually afTrustees approval of the budget. Nonexempt employees will be paid noless than the current minimum wage in accordance with the federal Fair Standards Labor Act (FLSA).Local Pay PlansThe District will maintain position classification and pay structures for all jobs. Jobs will be groupedclassification and pay grades in the following categories: (1) teachers, counselors, librarians, and regi(RN's), (2) police department, (3) auxiliary, (4) clerical/instructional support, (5) informationtechnology, (6) administrative/professional, and (7) bus drivers.Each job will be assigned to a pay grade that determines the minimum to maximum pay range for the positioncompetitive with the relevant job market for benchmark positions. Jobs are assigned to pay grades on the bas(1) job qualifications and required skills; (2) job duties andresponsibilities defined by the district; and (3) competitive job market prices.Pay ranges are reviewed annually and adjusted as needed by the Board of Trustees. Employee compensationthrough the pay range based upon the general pay increase budget approved by the Board of TrusteeReclassification of Current PositionsPay grade assignments may be changed based on significant and sustained changes in the job duties assignedreduced) or changes in the competitive job market. A job reclassification occurs when the same position ishigher or lower pay grade with Board approval. An upward or downward jobreclassification will result in greater or lesser potential for pay advancement over time.Base Pay for Exempt and Nonexempt EmployeesClassification of Positions as Exempt or NonexemptAll jobs will be classified as exempt or nonexempt in accordance with the requirements of the fedeStandards Act (FLSA). The Human Resources department will determine the classification of each pdescription of assigned job duties and the method of compensation. In order to be exempt, the employee's prifall under one of three types of exemptions: executive, administrative, or professional, as defined under themployee must be compensated on a salary basis. Allemployees who do not meet the legal requirements for exemption are classified as nonexempt.Basis of Pay for Exempt EmployeesExempt employees are paid on a salary basis for the number of months in their annual employment periodsalary basis means that employees are paid a fixed sum for the job regardless of the days or hours actually woAnnual salaries may be adjusted for different duty assignments but salaried employees are not entitledaily or hourly basis. Exempt employees do not receive overtimecompensation.
Basis of Pay for Nonexempt EmployeesNonexempt employees are paid on an hourly wage basis for all hours worked each week. Employees who arereceive compensation for additional hours worked through time or pay.Prorating Pay for Reduced Work YearWages may be adjusted proportionately for employees who work less than full-time or less than a full year.Payroll PeriodEmployees will receive bank deposits or pay cards according to the district's payroll schedule. All employeesbiweekly auxiliary employees, who work less than twelve months will have their annual compensattwelve-month calendar period to provide year-round income.Overtime CompensationOvertime DefinedNonexempt employees who work in excess of 40 hours within the defined JISD workweek are subjeregulations in accordance with FLSA. For specific information regarding the finance computation of overtimstandard rate, or compensatory time in lieu of monies, refer to Policy DEA (LEGAL).An employee's regular work schedule may be adjusted during the week to limit or eliminate overtime. Thbegins at 12:00 a.m. on Sunday and ends at 11:59 p.m. on Saturday.At the District's option, nonexempt employees may receive compensatory time off, rather than overtime pay,for overtime work. The employee shall be informed in advance if overtime hours will accrue compensatory tAuthorization of OvertimeA senior staff member must approve all overtime worked in advance. Supervisors are responsible founauthorized overtime. Employees who work unauthorized overtime may be subject to disciplinary action.nonexempt employees must ensure that employees understand how they will becompensated for overtime (compensatory time or pay) prior to the employee working overtime hours.Overtime pay requirements cannot be waived by voluntary agreement between the school district andemployee cannot "donate" overtime or agree to be paid at reduced rates.Compensation for OvertimeCompensation for overtime hours will be awarded at 1.5 times the regular rate of pay after physically workingworkweek. Compensation may be given in compensatory time or paid in the regularly scheduled payUse of Compensatory Time
Employees who have accrued compensatory time must use that time before using other accrued leave, unlessimmediate supervisor prior to the absence. All compensatory time must be used prior to the end of the emplocalendar work days.Supplemental Duty PayExempt employees who are assigned supplemental duties that accrue extra pay will be compensated according to theextra duty pay. Extra duty pay is not a property right. All extra duty pay and supplements are reviewed and modifieare dependent on available funding.Differential PayOccasionally a position becomes vacant through resignations, retirement, leave of absence, or an extended emthese situations, the supervisor may find it necessary to delegate the responsibilities of that position within the depfor continued efficiency. The employee delegated these responsibilities will assume them in addition to their reguresponsibilities.In such situations, the employee's supervisor may request approval from the Superintendent to awarddifferential pay for the period of time during which the employee performs responsibilities in additioduties. An employee is eligible to receive differential pay only for the period of time during which the emplthe responsibilities of another position in addition to the employee's existing responsibilities. The perionot exceed a period of sixty (60) working days except in unusual circumstances approved by the Superate of differential pay will be calculated by determining the difference between the current daily rate andwhat the employee would earn if that employee had been assigned, promoted, or reclassified to the vacDifferential pay is not available for employees who assume delegated responsibilities of positions in an equgrade than the one in which they are currently classified.Stipend PayThe Board of Trustees will approve a schedule of stipends for extra duties. Employees on the teacher pay scaschool athletic coordinators are eligible for stipends. Employees receiving a UIL event or mentor stipeto submit a stipend verification form twice per year. Employees receiving a UIL event stipend must competedistrict level UIL competition. An employee will be required to work until the 15th of the month to receive tamount. Should the employee exit prior to the 15th of the month, they will receive only half of the monthly awho accept a stipend assignment prior to the 15th of the month will receive the full monthly amount, if the asaccepted after the 15th of the month they will receive half of the monthly amount. In the event of a partial orAthletics or Academics season due to a mandatory school closure such as, but not limited to, a temporary COpartial or no stipends may be paid for the particular season which was cancelled or shortened.Exempt Employees
Exempt employees who are assigned stipend duties that accrue extra pay will be compensated according to thschedule for extra duty stipends. These assignments may be discontinued at any time for any reason or no reaparty. The stipend may be prorated in the event that an individual is unable to perform the duties for the entirindicated. It is the responsibility of the principal to verify that an individual met the minimum standards to bstipend. An employee does not have a property right to a stipend and all stipends are authorized on a year-to-General Pay IncreaseEligibility for General Pay IncreaseEmployee salaries and wages will be reviewed annually by the Board of Trustees for adjustments.Pay Increase BudgetThe Superintendent may recommend an amount for general pay increases as part of the annual budget procesrecommendations for general pay increases will be based on available revenue, changes in minimum pay lawmarkets, and district compensation objectives. Employee pay increases will be based on the budget approvedTrustees. A retention incentive may be paid in February of 2022 iffunding is available and employees have not retired as of January 31, 2022.General Pay Increase CalculationsThe general pay increase will be calculated for each employee by applying the percent of the salary increase aBoard of Trustees to the midpoint of each employee's pay grade such that all employees in thepay grade receive the same rate of increase. State required pay increases for classroom teachers, libraand other certain professionals will comply with the state minimum salary standards.No employee's pay will be increased beyond the maximum of their assigned pay grade unless the BoTrustees approves a special adjustment.Promotional IncreasePromotion DefinedA promotion occurs when an employee is selected for a different job in a higher pay grade. Pay adjustmentsbegin with the effective date of the new assignment.Promotion Increase for the Exempt EmployeesA promotion increase is based on an employee's current base pay less any stipends. Promotion increases willof pay for the assigned pay grade and will be determined by these guidelines: 1. No employee willminimum of the new pay grade. 2. Employees entering a new or different paygrade will be paid in accordance with Judson ISD human resources standards.Promotion Increase for Non-Exempt EmployeesA promotion increase is based on an employee's current hourly base rate of pay and will be determined by theNo employee will be paid below minimum of the new pay grade. 2. Employees entering a new or different ppaid in accordance with Judson ISD human resources standards.
New Hire PlacementTeachers, Counselors, Librarians, and Registered NursesFor these job titles, a hiring schedule is prepared annually to facilitate placements by total years of creditableExperience is credited for teachers, counselors and librarians according to the commissioner's rules on creditaRegistered nurses are required to submit an experience affidavit and are credited with verifiable full-tiexperience as a registered nurse. The hiring schedule for these positions is subject to change each year andused to predict future salaries. Experience is counted based on theauthorized date of the hiring schedule.Administrative/Professional Pay StructuresPlacement of new hires will be determined by the employee's applicable years of experience in the drelevant to the position. The guidelines for placement are as follows: 1. The human resources depardetermine each new hire's level of job-specific experience based on verifiable documentation or service recornew hire within 30 calendar days from the first work day. Any additional pay resulting from amendments toexperience approved by the human resources departmentwill not be retroactive. 2. No employee will be placed below the minimum of the pay grade.Police, Clerical/Instructional Support, and Auxiliary Pay StructuresPlacement of new hires will be determined by the employee's pay grade and applicable years of experience inrelevant to the position. The guidelines for placement are as follows: 1. The human resources depadetermine each new hire's level of job-specific experience based on verifiable documentation submittedwithin 30 calendar days from the first work day. Any additional pay resulting from amendments to applicablexperience approved by the human resources department will not be retroactive. For skilled or technical posidepartment personnel will assist with determinationof job-specific experience. 2. No employee will be placed below the minimum of the pay grade.21-22 Teacher, Counselor, Nurse, Librarian Pay ScaleYears ofExperienceTeacherSalary 21-22DailyRate01234567 53,712 53,912 54,392 54,692 54,992 55,842 56,732 57,182 287.23 288.30 290.87 292.47 294.07 298.62 303.38 305.79891011 57,332 57,482 57,632 57,832 306.59 307.39 308.19 309.26The salaries listed are based on employment for the2022 school year. Salary plans are determined oannual basis and salary advancement is not guaranPay increases are based on the annual budget approthe Board of Trustees. Teacher - 187 Days Academic Trainer- 197 Days
12 58,23213 58,83214 59,03215 59,232 314.61 315.68 316.75 1617 59,432 59,832 317.82 319.9618 60,43219 60,632 Librarian - Elementary School - 190 Days 323.17 Librarian - Middle School - 190 Days 324.24 Librarian - High School - 202 Days2021 60,832 61,032 325.30 326.3722232425262728293031323334353637383940 61,232 61,432 61,632 61,832 62,032 62,232 62,502 63,102 63,752 64,502 64,902 65,402 66,002 66,702 67,102 67,602 68,202 68,402 68,502 68,602 327.44 328.51 329.58 330.65 331.72 332.79 334.24 337.44 340.92 344.93 347.07 349.74 352.95 356.70 358.83 361.51 364.72 365.79 366.32 366.8641 311.40Counselor - Elementary School - 197 DaysCounselor - Middle School - 207 DaysCounselor - High School - 207 DaysCounselor - Lead High School - 220 Days Nurse - 187 DaysMasters Degree Stipend: 1,500* 20-21 hires and beyond will only be eligible for a MaDegree Stipend if their degree is in their teaching conten(Ex. MS Math for a Math Teacher, MS Spanish for a SpTeacher, MS Early Childhood for an Elementary TeachePolice - PCPPayGrade101HourlyMinimumJob TitleDays220 21.01
220Police Officer102DaysPolice Corporal 24.32220Police Sergeant220103Days 26.96220Police LieutenantAuxiliary - ACPPayGradeJob Title203HourlyMinimumDaysBus MonitorCustodianDriver/Server - Child NutritionGeneral Worker - Child NutritionGroundskeeper, LandscaperMaterials Expediter204205206 16.97 15.48 18.21 17.21 20.25193260260260260260193DaysBus Route Specialist ICafeteria Manager IIICarpenter, RooferCustodian - Lead - ERC, HSHVAC MechanicLocksmithProduction Kitchen Manager - Child NutritionSupervisor - Child NutritionTrainer/Student Management Specialist - TransportationTraining Specialist I - Transportation 14.43193260260220260260260DaysCafeteria Manager - Floating, I or IICustodian - Lead - Middle SchoolGroundskeeper or Landscaper - LeadHeavy Equipment OperatorHVAC F/W MechanicPainterProduction Coordinator - Child Nutrition 14.78187260190190260260DaysCafeteria Manager - AssistantCustodian - Assistant LeadCustodian - Lead - Elementary SchoolDistribution DriverEquipment Repair Technician - CustodialVehicle Mechanic HelperWarehouse Worker - CN, DO, Maintenance 14.04HourlyMidpoint220193260260260260193193220220
Transportation Dispatcher220207DaysBus Route Specialist IIElectronics Controls Technician IIrrigation TechnicianMill CarpenterPest Control ApplicatorTraining Specialist II - TransportationVehicle MechanicVideo Safety Specialist - TransportationWarehouse Supervisor - Child NutritionPayGrade 19.07 22.43220260260260260220260220240Job TitleHourlyMinimum208DaysCarpenter - LeadElectrician - JourneymanEquipment Repair Technician - Child NutritionFleet MechanicHVAC TechnicianPlumberShop Foreman - AssistantSupervisor - Terminal - TransportationWarehouse Supervisor - District OfficeWelder 21.04HourlyMidpoint 24.75260260260260260260260220240260209Controls Technician IIEnergy Controls TechnicianSecurity Systems TechnicianShop ForemanWarehouse Supervisor - Maintenance260260260260260HVAC Technician - LeadElectrician - MasterPlumber - Master260260260210Days 22.69 26.70Days 25.47 29.27Clerical & Instructional Support - CISPayGrade303Job TitleDaysAide - Adventure Club, Adventure Club Supervisor185Aide - Health185Aide - Instructional, Special Education185 (or 188 ifgrandfathered)HourlyMinimum 14.96
185 (or 190 orClerk - Office Supportgrandfathered)Clerk - Special Education (Campus)Receptionist - ERC, DO, High SchoolSecretary - Counselor - Middle School193 if185220202304DaysClerk - Data Processing - TransportationClerk - PEIMS - Elementary SchoolClerk - Data ResearchClerk - ELL/Title III, Federal ProgramsClerk - Field Trip, BondManager - Comp Lab - JECA220205206197220185 (or 193 ifRegistrar/Counselors Secretary - High School206Secretary - ESL/BilingualSecretary - General Athletics - High SchoolTechnician - Human Resources216195220305grandfathered)DaysClerk - Accounts Payable, C & I, PayrollClerk - Testing Assistant, Transportation PayrollClerk - Data Processing, PEIMS Middle School andJCAREData Processor - MaintenanceData System Manager - Special EducationSecretary - Campus - ES and MSSecretary - Police / Dispatcher, PurchasingSpecialist - Testing 15.72 16.97220220210240210216220220PayGradeJob TitleDays306HourlyMinimum 18.02Assistant Supervisor - PayrollCampus Bookkeeper/SAF Manager - High SchoolBuyer-CN/MaintenanceClerk - Data - Child NutritionData Manager/PEIMS - High SchoolLicensed Vocational Nurse (LVN)Secretary - Athletic Department, Bond ConstructionSecretary - Child Nutrition, Employee ServicesSecretary - Curriculum and InstructionSecretary - Guidance and Counseling, Pupil ServicesSecretary - JCARESecretary - PEIMS - Special Education220220220190220187220220220220216210
Secretary - Maintenance, Transportation, Special Ed.Secretary - Campus - High School, JECASystems Operator - Human Resources220220220Secretary - Senior StaffSpecialist - Career and Technology, PayrollSpecialist - Employee Programs, Employee ServicesSpecialist - Human Resources220220220220Secretary - Board of Trustees, Superintendent220307Days308Days 21.12 25.90Information Technology - ITPayGrade401Job TitleComputer Technician IDaysSpecialist - Data/Trainer402Computer Technician IITechnician - Help Desk403Computer Technician - LeadNetwork , Cabling Technician ISpecial Systems AdministratorSystems AdministratorSystems Support - Child Nutrition404405Coordinator - Bond Construction NetworkCoordinator - Technology ApplicationsNetwork AdministratorNetwork ManagerPEIMS Manager406Application EngineerCoordinator - Business Systems ApplicationsDatabase AdministratorProgrammer/Web Application DevelopmentDailyMidpoint 190.69 197.20 207.58 222.46 234.17 262.49 279.25 297.57 323.44 326.41 rk Technician IIDailyMinimum 181.15220Days220220220220220Days220220220220
Senior Systems AdministratorSystem Administrator - VOIPSystems Engineer220220220Administrative/Professional - APPayGradeJob Title501DaysCoordinator - CN, HR, Multimedia, PurchasingDietician - Child NutritionDropout Recovery SpecialistDrill Instructor - JCARESupervisor - Child Nutrition - OperationsSupervisor - Custodial ServicesCommunication / Community Relations LiaisonTruancy Officer502503Inspector - Construction (MEP)Inspector - Construction (MEP)Manager - Construction Projects (Designer)Project Manager - Bond ConstructionSocial Worker - At-Risk - Elementary SchoolSocial Worker - At-Risk - MS, HS, DO, SPEDSpeech Language Pathologist (SLP) - AssistantSpecialist - Curriculum and Instruction, C & I DataSpecialist – Health and WellnessSpecialist - Instructional TechnologySpecialist – MultimediaSpecialist - Military FamilySpecialist - Response to Intervention (RTI)Specialist - Special Education 244.14220220220240DaysInspector - General Bond ConstructionOccupational Therapist - AssistantPhysical Therapist - Assistant 228.34220220220187187210260220187DaysAccountant II Assistant Director - TransportationSupervisor - Bond ConstructionSupervisor - Maintenance504DailyMinimumAccountant I 16220216 294.82
505DaysAcademic Coach - Middle SchoolAcademic Coach - Elementary SchoolAssistant Director - Child NutritionAssistant Principal - Elementary SchoolAssistant Principal - Middle School, JCARECoordinator - Accounts Payable, CTECoordinator - Dyslexia/504, Guidance and CounselingCoordinator - IM and Records Management, SPEDOccupational TherapistSpeech Language Pathologist (SLP)Speech Language Pathologist (SLP) Minimum506DaysAcademic Coach - High SchoolAcademic Dean - High SchoolAssistant Director - Facilities and Planning, SpecialEducationAssistant Director of AthleticsAssistant Principal - High SchoolCoordinator - PayrollManager - EnergyPolice Chief507 320.62Coordinator - Athletic207216220220220220220DaysAdministrator of Student and Family Support220Coordinator - AthleticDiagnosticianLicensed Specialist School Psychology (LSSP)Principal - Elementary School220508509510 439.70220220DaysChief of Diversity and EquitySenior Staff 394.62220220220216220DaysExecutive DirectorPrincipal - High School 363.91202220220DaysDirectorDirector of Leadership DevelopmentDirector of Systems and Cyber SecurityPrincipal - JCARE, JECAPrincipal - Middle School 342.87220220 or 228 483.40
Bus DriversYears ofExperienceHourly 42526272829303132 15.50 15.73 15.73 15.93 15.93 16.02 16.14 16.27 16.52 16.77 17.02 17.27 17.52 17.77 18.02 18.27 18.52 18.77 19.02 19.27 19.52 19.77 19.92 20.07 20.22 20.37 20.52 20.67 20.82 20.97 21.12 21.27 21.42
333435 21.57 21.72 21.87Substitute RatesNon-Degreed - High school diploma or GED60 College Hours - 60 Accredited hours or degreeCertified Teacher or Nurse - Valid Texas Teaching Certificate or Nurse LicenseLong-Term Substitute Position (After 11th day in the same professional assignment)Non-Degreed - High school diploma or GED60 College Hours - 60 Accredited hours or degree Certified Teacher - Valid Texas teaching certificateCounseling Substitute RatesLong-Term Substitute Position (Only for Counselor Absences of 20 or more consecutive days)Certified Counselor - Valid Texas certificateAdministrative Substitute RatesDaily rate for Assistant PrincipalElementarySecondaryBus Driver Substitute RatesHourlyRateBus DriverBus MonitorSupplemental Pay Rates - Exempt StaffCoordination of after school/evening school instruction (per hour)Private event rental supervisor (per hour)Teachers/Librarians - Tutoring/after school instruction (per hour)Teachers - Bus driving for athletic events (per day)Part-Time / Temporary Employee RatesAide - Adventure Club( 10 for HS students)HouRate
Computer TechnicianParaprofessional - Extra help or part-timeSupervisor - Adventure ClubSupervisor - Community EducationSummer Extra Help RatesBus DriverBus MonitorChild Nutrition Driver - Summer Feeding ProgramChild Nutrition Manager - Summer Feeding ProgramChild Nutrition Manager - Central Kitchen - Summer Feeding ProgramChild Nutrition Worker - Summer Feeding ProgramCustodian, MaintenanceStipendsAthletics - High SchoolPositionAdministrativeAthletic CoordinatorCollege Coordinator (2 per HScampus)Equipment Coordinator (Football)Off Season (Football)Stipend 8,400 900PositionAthletic TrainerAthletic Trainer(2 per campus) 1,800 1,800Strength and Conditioning
Video CoordinatorFootballHead CoachAssistant Head Coach 1st Assistant Coach 2ndAssistant CoachBaseball/Softball Head Coach AssistantCoachBasketballHead Coach Assistant CoachCross CountryHead CoachGolfHead CoachPowerliftingHead Coach Approved Campuses 1,800 9,360 9,260 8,760 6,860 5,300 4,000 8,050 4,000 4,400 4,800 4,400Coordinator for both Boys and(1 per campus)TennisHead Coach Assistant CoachTrackHead Coach Assistant CoachSoccerHead Coach Assistant CoachSwimmingHead CoachVolleyballHead Coach Assistant CoachWrestlingHead Coach Assistant CoachAthletics - Middle SchoolPositionAthletic CoordinatorHead Coach Stipend 3,100 2,550PositionAssistant CoachTennis Coach - Head Middle School Athletic Coordinator is only eligible to receive 1 Head Coach stipend and 2 Assistant Coachaddition to the Coordinator stipend StipendsCounselorsPositionCounselorStipend 1,500PositionLead Counselor - HS
SpiritHigh SchoolMiddle SchoolPositionCheer SponsorAssistant Cheer SponsorDance / Drill /Pep Squad Sponsor AssistantPep Squad SponsorStipend 7,400 5,100 3,500 600PositionCheer Sponsor Pep Squad Approved Campuses Department ChairHigh SchoolPositionDepartment ChairMiddle SchoolStipend 2,000PositionDepartment ChairFine ArtsHigh SchoolPositionBand DirectorBand Director - AssistantChoir DirectorChoir Director - AssistantColor GuardFine Arts FacilitatorMariachi DirectorOrchestra DirectorOrchestra Director - AssistantTheatre DirectorTheatre Director - AssistantMiddle SchoolStipend 13,830 9,480 5,060 3,560 1,500 3,500 5,500 4,000 2,000 5,500 2,000PositionBand DirectorBand Director - Assistant Choir DirectorMariachi Orchestra Director Designated Campus Theatre DirectorCareer and Technical EducationPositionAgriculture TeacherAgriculture Teacher - LeadAutomotive LabCareer PrepComputer LabStipend 6,700 11,640 780 2,600 780StipendPositionCulinary LabHealth InternshipHealth LabMedia LabTrades Lab
StipendsElementary SchoolPositionArt Program (1 per campus)Math Lead Teacher (1 per campus)Stipend 500 800PositionReading Lead Teacher (1 per campus)WebmasterUniversity Interscholastic League (UIL)High SchoolPositionCampus CoordinatorElementary /Middle SchoolStipend 1,700PositionMS Campus CoordinatorES Campus Coordinator (Campus musthave a min. of 3 events)UIL Events (Elementary and Secondary) or Robotics (Elementary)# of Students1- 910 - 1415 Maximum of 3 events per teacherMust attend a minimum of district UIL competition or 1 Robotics CompetitionUIL event stipends paid ½ in December 2021 and ½ in June 2022Special EducationPositionAdaptive Physical EducationLife Skills, ECSE, APPLE, BAC,ResourceStipend 3,000 2,300Inclusion or Co-teach (employedbefore 7/2019) 2,000Inclusion or Co-teach (began employmentafter 7/2019) 1,500PositionSpecial Olympics - AssistantSpecial Olympics - LeadSLP Assistant SupervisionSLP Assistant SupervisionSLP LeadStipendsMiscellaneous - District
Po
calendar work days. Supplemental Duty Pay Exempt employees who are assigned supplemental duties that accrue extra pay will be compensated according to the District's schedule for extra duty pay. Extra duty pay is not a property right. All extra duty pay and supplements are reviewed and modified on an annual basis, and
Feb 19, 2022 · Miami-Dade County Daily Covid-19 Hospital Report Category 02/05/2022 02/06/2022 02/07/2022 02/08/2022 02/09/2022 02/10/2022 02/11/2022 02/12/2022 02/13/2022 02/14/2022 02/15/2022 02/16/2022 02/17/2022 02/18/2022 Beds Acute Care Beds Beds that may be converted to Acute Care Beds IC
2014 ANNUAL REPORT . 1. JUDSON UNIVERSITY MISSION STATEMENT. Judson is an evangelical Christian university that represents the Church at work in higher education, equipping students to
Plan Compensation If using Form W-2 or 3401(a) compensation, plan compensation may not automatically include pre-tax elective deferrals -Check base document if not stated on Adoption Agreement 19 Plan Compensation PPA Adoption Agreement Excerpt: Compensation with respect to any participant is defined as follows: Base definition - A .
2. indirect compensation (pension plan, group insurance benefits and paid leave); 3. non-financial compensation (training and development, and unpaid leaves of absence); and 4. options for incremental increases in compensation (salary grid(s) or indexing compensation increases). To achieve this, the KEB requires a compensation plan and options .
National Bank of the Republic of North Macedonia Statistics Department Skopje, 31 January 2023 Press Release Significant developments in interest rates of banks and savings houses1: . 12.2021 1.2022 2.2022 3.2022 4.2022 5.2022 6.2022 7.2022 8.2022 9.2022 10.2022 11.2022 12.2022 in % on annual level
TABLE OF CONTENTS UNIT LESSON TITLE PAGE NO. I 1.1 Compensation 3 1.2 Compensation Responsibilities 17 1.3 Compensation System Design Issues 23 1.4 Compensation Philosophies 29 1.5 Compensation Approaches 34 II 2.1 Fringe Benefits 41 2.2 Strategic Compensation
Clinic compensation (Total Compensation -Academic Compensation) 170,000 Dr. Smith earned 5 points in 3 different categories in calendar year 2018. Dr. Smith has therefore met the expectations for 100% the benchmark. Dr. Smith's compensation in FY20 is 200,000 30,000 (Academic Compensation) 170,000 (Clinical Compensation)
compensation paid or debited directly from a plan account. Compensation paid by the plan sponsor will be treated as paid by the plan if the plan reimburses the plan sponsor. Indirect compensation is compensation received in connection with services rendered to the plan or the person's position with the plan.
