2014-2015 Compensation Plan Table of Contents Pay Guidelines ………………………………………………………………………………………. Page 2 Job Classification …………………………………………………………………………………… Page 2 Pay Increases ……………………………………………………………………………………….. Page 2 Pay Ranges …………………………………………………………………………………………… Page 3 Initial Employment ………………………………………………………………………………… Page 3 Classroom Teachers ………………………………………………………………………………. Page 4 Promotion …………………………………………………………………………………………….. Page 4 Reclassification ……………………………………………………………………………………… Page 5 Demotion ……………………………………………………………………………………………… Page 5 Reassignment ……………………………………………………………………………………….. Page 6 Training/Adjustments …………………………………………………………………………….. Page 6 Salary Ranges ……………………………………………………………………………………….. Page 6 Hiring Schedule - Teacher/Nurse/Librarian ………………………………………………. Page 7 Hiring Schedule – Administrative Program ……………………………………………….. Page 8 Hiring Schedule – Administrative Management …………………………………………. Page 11 Hiring Schedule – Administrative Support ………………………………………………… Page 12 Hiring Schedule – Instructional Support …………………………………………………… Page 14 Hiring Schedule – ROCK After School Program …………………………………………. Page 15 Hiring Schedule – Auxiliary …………………………………………………………………….. Page 16 Substitute Pay Rates ……………………………………………………………………………… Page 18 Monthly Payroll Dates ….………………………………………………………………………… Page 19 Semi-Monthly Payroll Dates ……………………………………………………………………. Page 20 Work Calendars ……………………………………………………………………………………. Pages 21-33

Pay Guidelines This is a guide for administering salaries and wages for Teachers, Administrative Program, Administrative Management, Administrative Support, Instructional Support and Auxiliary (Child Nutrition and Maintenance) of Rockwall Independent School District. Practices described are intended to implement local School Board policy and goals, state and federal regulations, and appropriate accreditation standards. Job Classification District jobs are assigned to pay ranges based upon compensable factors and grouped with jobs of similar value. On a periodic basis, selected jobs from each job grade will be reviewed to ensure that conditions in the district, such as organizational structure, major programs, or significant responsibilities in a particular job, have not changed to a degree warranting a change in job range classification. This review is to be at the direction of the Superintendent or his designees, which shall be the Chief Financial Officer and the Executive Director of Human Resources. Newly established jobs should be analyzed and range assignment determined prior to hiring personnel for the position. This procedure accomplishes two objectives. First, the appropriate pay range becomes part of the recruitment and hiring strategy of the District. Second, a consistent practice of salary administration is established at the initiation of each job. Pay Increases Annual pay increases are not guaranteed. If approved, raises are based on the Mid-point of each pay range. Rockwall ISD does not operate on a Step schedule. In order to qualify for a raise, an employee must be employed on the last day of their Contract year and, without a break in service, have earned a year of creditable service. The Texas Education Agency (TEA) refers to 90 full-time equivalent days (% of day employed multiplied by number of days employed) as a creditable year of Experience (i.e.: days employed x FTE = Equivalent Days Worked). Child Nutrition, Maintenance and ROCK employees must be employed prior to the 90th day of the appropriate work schedule and must be employed on the last day of their contract year and, without a break in service, in order to earn a year of service.

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General pay increase recommendations presented to the Rockwall ISD Board of Trustees by the administration shall be based on consideration of such factors as cost of living indexes, wage increases within competitive job markets, and budget resources. Pay Ranges Pay ranges represent the internal job classification as well as external job market pay levels. The greater the level of compensable factors present in a job, the higher the placement in the pay range structure. The use of pay range levels facilitate payroll administration and maintains the integrity of the job worth. The midpoint is the chief control point in the system. A minimum and maximum pay rate for each range is computed from the control rate using technical standards that are designed to maintain pay equity or fair pay for each job in the system of jobs. Employees should be assigned to a pay range and paid a salary rate between the minimum and maximum (inclusive). Minimum and maximum pay rates are valid for only one year. No general pay action is intended to extend an employee’s pay above the pay range or add pay to an employee’s pay already paid above the assigned range maximum. Initial Employment Employment, assignment, and salary placement should be in accordance with the job requirements as specified in the job description. Where job requirements include transcripts, certificates, or licenses, these must be official and on file with the district. A Texas educator service record or chronology of prior work history (if previously employed full time) including the last current salary or wage is required. Salary placement will be at the direction of the Superintendent or his designees, which shall be the Chief Executive Officer and the Executive Director of Human Resources. The Department of Human Resources shall determine hiring rates based upon jobrelated qualifications, salary history, and salaries of other employees in same position. Advertisements for positions typically will identify the range minimum up to the control rate as the possible starting salary range. Salary placement strategies may be different for each employee family consistent with objectives of District goals. Administrators/Non-teaching Professional Employees – The Superintendent or his designees, which shall be the Chief Executive Officer and the Executive Director of Human Resources, shall individually set hiring rates for the new administrators/nonteaching professional employees under the following guidelines: 1. Persons with previous job experience or special skills may be hired at a rate up to but not exceeding the control rate of the pay range.

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2. New administrators/non-teaching professional employees 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 control rate if a pay decrease would otherwise occur. 4. A new employee in a hard to fill position or with special qualifications may be placed above the control rate with consideration given for current employees in that specific pay range. Classroom Teachers The Superintendent or his designees, which shall be the Chief Executive Officer and the Executive Director of Human Resources, shall annually establish a starting salary for all new hire teachers with zero years teaching experience. The starting salary will reflect the hiring objectives of the District. Starting salaries for all other new hire teachers will be based upon consideration for experience and area of teaching specialty. New teachers to the District will not be placed above salary levels of continuing teachers with similar training and teaching experience. Certified teachers will only receive an advanced degree stipend if it relates to their field of teaching. The Superintendent or his designees, which shall be the Chief Executive Officer and the Executive Director of Human Resources, may approve hiring rates up to or above the midpoint range when an applicant has exceptional job qualifications or the position cannot otherwise be filled. Promotion For compensation purposes, a promotion occurs when an employee is placed in a higher pay range except for general structure changes or position reclassification. The effective date of the promotion is determined by the Superintendent or his designees, which shall be the Chief Executive Officer and the Executive Director of Human Resources. The new salary rate shall be equal to or greater than the minimum, rate for the new range, but in no case shall it exceed the maximum rate for the new range. Promotion increases shall normally follow these guidelines: 1. The basis for computing a promotion increase shall be the employee’s previous base pay rate, exclusive of stipends or supplements, and the midpoint of the new range. 2. If current pay rate is above the midpoint of the new range, may give up to 3.0 percent of new range control rate for a promotion increase.

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3. If current pay rate is below new midpoint, may give up to 7.0 percent of the new midpoint for a promotion increase. 4. If a promotion increase advances employee’s pay above new midpoint, adjust promotion increase to a rate not to exceed new midpoint. 5. If promotion increase does not advance employee to new range minimum, adjust promoted employee’s pay to new range minimum. 6. If the promotion adjustment is applied when new raises are effective, an employee may receive the general pay increase from his or her current pay range; and the promotional increase will then be computed. 7. The District can if necessary, exceed the promotion increase in order to keep at the current market value. 8. The adjusted salary for newly promoted employees shall normally not be started at a rate above the salary of other District employees with more experience in the job. Increases are calculated on daily or hourly rates of pay. Increases over 30 percent in total pay must be approved by the Superintendent or his designees, which shall be the Chief Executive Officer and the Executive Director of Human Resources. Reclassification On a periodic basis, jobs may be reclassified into a different pay range or salaries may be adjusted within pay ranges in order to maintain the internal/external equity to other jobs of similar worth in the District. Reclassification of a job is not a promotion or demotion. Reclassification changes result when there has been a significant modification of job duties or qualifications as determined by the District. If an employee’s job is reclassified, no special increase will be given unless the employee is below the minimum for the new pay range or the current job incumbent’s pay rate is in an inequitable position in comparison to comparable jobs. These job reclassifications and salary adjustments may be conducted at the direction and approval of the Superintendent or his designees, which shall be the Chief Executive Officer and the Executive Director of Human Resources. Demotion For compensation purposes, a demotion occurs when an employee is placed in a lower pay range except for general salary structure changes or position reclassification. At the direction of the Superintendent or his designees, which shall be the Chief Executive Officer and the Executive Director of Human Resources, an employee’s pay rate may be reduced.

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Reassignment Placement in a lower pay range not resulting from a demotion may not immediately reduce salary. Programmatic, organizational, or funding changes are examples of such actions, which may create this condition. Training Adjustments/Requirements For the $1,500 differential for teachers earning a Master’s Degree and/or a $1,000 differential for teachers earning a Doctorate Degree, the employee must provide an official transcript showing the date the Master/Doctorate degree was conferred/awarded. Librarians must have completed a Master’s degree in library science. Rockwall Independent School District Compensation Package: Unless otherwise specified by a supervisor, the district unilaterally designates that all employees will be paid on an annualized (12-month) basis in accordance with the district’s payroll calendar. In addition to salary, the compensation package also includes a District contribution of $328.00 per month per employee, for those who are enrolled in the TRS Active Care Plan, along with a $15,000 term life insurance policy. Salary Ranges The district will continue to align its pay structure with the market data presented. The pay structure divides position titles into job grades and within each job grade are pay ranges that categorize/align those positions that have common skills, responsibilities, and expectations. Each pay range consists of a minimum rate, midpoint rate and maximum rate. The midpoint is the market value of the position based on average salaries for similar positions in sixteen school districts that make up RISD’s comparison/peer group. The sixteen/peer districts Allen Duncanville Grapevine-Colleyville Lewisville Northwest Wylie

are: Carrollton-Farmers Branch Frisco Highland Park McKinney Plano

Coppell Garland Irving Mesquite Richardson

To identify an employee’s pay range, please refer to the 2014-2015 compensation plans located on the Human Resource page of the www.rockwallisd.com website. Rockwall ISD continues to be a market sensitive competitor for all positions in the District.

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TEACHER/NURSE/LIBRARIAN HIRING SCHEDULE

STARTING TEACHER SALARY = $47,540 Rockwall ISD does not operate on a Step schedule. Certified teachers will only receive advanced degree stipends if it relates to field of teaching.

($1,500 for Master’s Degree - $1,000 for Doctorate Degree).

Minimum

Daily Rate

Rockwall ISD Compensation Plan

Midpoint

$254.22 $279.55

2014-2015

Maximum

$355.91

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ADMINISTRATIVE PROGRAM COMPENSATION

Job Grade Minimum Midpoint Maximum Daily Rate AP 1 $216.27 $259.00 $301.74 Assistant Occupational Therapist (Certified) Assistant Speech Therapist (Bachelor’s) Job Grade Minimum Midpoint Maximum Daily Rate AP 2 $242.11 $295.26 $348.41 Adaptive PE Specialist Assistive Technology Specialist Behavior Specialist Counselor – Choice/DAEP Counselor - Elementary Counselor – Middle School Diagnostician Language Testing/Translation Specialist Licensed Specialist in School Psychology (LSSP) Occupational Therapist (Registered) Physical Therapist Social Worker Speech Therapist (Master’s) Vision Specialist Job Grade Minimum Midpoint Maximum Daily Rate AP 3 $242.89 $310.02 $362.72 Assistant Principal – Elementary Counselor – High School Executive Assistant to Superintendent and Board of Trustees Benefits Specialist Lead Counselor – High School Risk Management Specialist

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Job Grade Minimum Midpoint Maximum Daily Rate AP 4 $276.04 $328.62 $381.20 Assistant Principal – Middle School Coordinator – Advanced Academics Coordinator – Band Coordinator – Bilingual/ESL Coordinator – Career Technical Education Coordinator – Elementary Math/Science Coordinator – ELA/LOTE/Librarians Coordinator – Federal Programs Coordinator – Gifted & Talented Coordinator – Health Services Coordinator - Human Resources Coordinator – Instructional Technology/eLearning Coordinator – Literacy Coordinator – Physical Education/Health/Wellness Coordinator – ROCK After School Program Coordinator – Secondary Math Coordinator – Secondary Science Coordinator – Section 504/Dyslexia Coordinator – Social Studies/AVID Coordinator – Special Education Coordinator – Testing Energy Education Specialist Job Grade Minimum Midpoint Maximum Daily Rate AP 5 $292.61 $348.34 $404.07 Assistant Principal – High School Associate Principal – High School District Alternative Education Coordinator Job Grade Minimum Midpoint Maximum Daily Rate AP 6 $336.88 $396.32 $455.76 Director – Aquatics Director – Counseling Services Director – Fine Arts Director – Human Resources Director – Instructional Technology Director – Marketing, Advertising & Multi-media Director – Safety & Security Director – Student & Family Services Director – Special Education Principal – Elementary

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Daily Rate

Job Grade Minimum Midpoint Maximum AP 7 $358.24 $421.46 $484.68 Athletic Coordinator – Head Football Coach Principal – Middle School

Job Grade Minimum Midpoint Maximum AP 8 $432.57 $486.03 $539.50 Athletic Director Executive Director – Elementary Campus Services Executive Director - Elementary Curriculum/Mentoring/Professional Learning Executive Director – Finance Executive Director – Human Resources Executive Director – Operations Executive Director – Secondary Campus Services Executive Director – Secondary Curriculum/Assessment/Accountability Executive Director – Special Education Principal – High School Daily Rate

Job Grade Minimum Midpoint Daily Rate AP 9 $549.92 $617.88 Chief Academic Officer Chief Administrative Officer Chief Financial Officer Chief Information Officer Chief Technology Officer

Rockwall ISD Compensation Plan

2014-2015

Maximum $685.85

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ADMINISTRATIVE MANAGEMENT COMPENSATION

Daily Rate

Daily Rate

Job Grade Minimum Midpoint Maximum AM 1 $178.89 $214.24 $249.59 Communications Coordinator Information Systems Analyst Marketing Coordinator PEIMS Coordinator Reservations Manager Skyward Technician Job Grade Minimum Midpoint AM 2 $209.30 $250.66 Accounts Payable Manager Technology Manager Safety and Security Manager

Maximum $292.02

Job Grade Minimum Midpoint Maximum Daily Rate AM 3 $242.89 $285.75 $328.62 Accounting Manager Assistant Director for Child Nutrition Payroll Manager Staff Accountant Daily Rate

Daily Rate

Job Grade Minimum Midpoint AM 4 $276.98 $325.86 Director – Child Nutrition Director – Maintenance Director – Purchasing

Maximum $374.74

Job Grade Minimum Midpoint Maximum AM 5 $318.53 $374.74 $430.95 Director – Information Services Director – Technology Infrastructure Finance & Budget Software Administrator

Job Grade Minimum Midpoint Maximum Daily Rate AM 6 $380.22 $427.21 $474.20 Executive Director – Technology Services

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ADMINISTRATIVE SUPPORT COMPENSATION Job Grade Minimum Midpoint Maximum Daily Rate AS 1 $83.40 $100.44 $117.52 Bilingual Receptionist – Parent Education Center Campus Office Assistant - Elementary Campus Receptionist Child Nutrition Receptionist Library Assistant Job Grade Minimum Midpoint Daily Rate AS 2 $91.73 $110.48 Attendance Clerk – Secondary Counselor’s Secretary Special Programs Assistant

Maximum $129.22

Job Grade Minimum Midpoint Maximum Daily Rate AS 3 $99.07 $119.33 $139.58 After School Program Assistant Assistant Principal Secretary Associate Principal Secretary Bilingual Community Liaison Department Secretary Facility Specialist Lead Site Supervisor – ROCK After School Program Print Shop Clerk Receptionist – Administration/Education Center Daily Rate

Rockwall ISD Compensation Plan

Job Grade Minimum Midpoint AS 4 $108.90 $131.25 Accounting Clerk Accounts Payable Specialist Bookkeeper – High School Business Specialist – Child Nutrition Campus Athletic Secretary Campus Technologist Data Clerk – Parent Center Elementary Principal Secretary Grade Book Administrator Purchasing Specialist Registrar – High School ROCK Secretary

2014-2015

Maximum $153.60

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Daily Rate

Daily Rate

Job Grade Minimum Midpoint AS 5 $117.67 $141.75 Athletic Secretary Director Secretary Secondary Principal Secretary Job Grade Minimum Midpoint AS 6 $135.38 $163.05 Certification Assistant e-Rate Purchasing Technician District Technologist Help Desk Human Resource Assistant Lead Campus Technician Payroll Specialist Substitute Assistant Truancy Specialist

Maximum $165.82

Maximum $190.73

Job Grade Minimum Midpoint Maximum Daily Rate AS 7 $157.95 $185.85 $213.75 Administrative Assistant (CFO, CLO, CAO, CIO, CTO) Applications Specialist Network Specialist Systems Specialist

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INSTRUCTIONAL SUPPORT COMPENSATION

Job Grade Minimum Midpoint Maximum Daily Rate IS 1 $76.87 $92.03 $107.18 Health Services Assistant Instructional Assistant – Bilingual Instructional Assistant – C.H.A.T. Instructional Assistant – Culinary Arts Instructional Assistant – General Education Instructional Assistant – Head Start Instructional Assistant – Physical Education Instructional Assistant – Pre-Kindergarten Instructional Assistant - Resource Instructional Assistant – Title 1 Job Grade Minimum Midpoint Maximum Daily Rate IS 2 $83.87 $100.27 $116.85 Instructional Assistant – Independent Study Special Ed Instructional Assistant – Functional Academics 1 or 2 Special Ed Instructional Assistant – Pre-School Program for Children w/Disabilities Special Ed Instructional Assistant - Transitions Daily Rate

Job Grade Minimum Midpoint IS 3 $92.10 $110.33 Reserved for future use

Job Grade Minimum Midpoint Daily Rate IS 4 $101.33 $121.35 In-School Suspension Assistant

Rockwall ISD Compensation Plan

2014-2015

Maximum $128.55 Maximum $141.37

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ROCK AFTER SCHOOL PROGRAM COMPENSATION

Job Grade Minimum Midpoint Maximum Hourly ROCK 1 $7.25 $9.25 $11.25 Aide Hourly rate for ROCK Aides is $7.25 an hour. Job Grade Minimum Midpoint Maximum Hourly ROCK 2 $10.00 $12.00 $14.00 Instructional Assistant Hourly rate for ROCK Instructional Assistants is $10.00 an hour. Job Grade Minimum Midpoint Maximum Hourly ROCK 3 $18.00 $20.00 $22.00 Site Coordinator Hourly rate for ROCK Site Coordinators is $18.00 an hour.

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AUXILIARY COMPENSATION Hourly

Job Grade Minimum Midpoint AUX 1 $8.00 $10.00 Child Nutrition Worker I

Maximum $12.00

Job Grade Minimum Midpoint Maximum Hourly AUX 2 $9.52 $11.90 $14.28 Child Nutrition Worker II Crossing Guard (starting hourly rate is $10.00) Grounds Maintenance Hourly

Job Grade Minimum Midpoint AUX 3 $11.42 $14.28 Assistant Catering Manager Child Nutrition Manager – Elementary Child Nutrition Manager Trainee Electrician Helper Field Tech I Lead Grounds Painter Security Guard Warehouse Delivery

Maximum $17.14

Job Grade Minimum Midpoint Maximum Hourly AUX 4 $13.62 $16.71 $19.80 Catering Manager Child Nutrition Manager – Secondary Field Tech II General Maintenance Heating, Ventilation and Air Conditioning Helper (HVAC) Irrigation Technician Plumber Helper Job Grade Minimum Midpoint Maximum Hourly AUX 5 $15.53 $19.05 $22.57 Equipment Repair Technician – Child Nutrition Mechanic Metal Works/Paint Supervisor Locksmith Welder/Hardware Warehouse Supervisor

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Job Grade Minimum Midpoint Maximum Hourly AUX 6 $18.14 $21.72 $25.30 Aquatics Supervisor Child Nutrition Multi-campus Supervisor Game Field Supervisor Grounds Supervisor Plant Manager Warehouse Manager Job Grade Minimum Midpoint Maximum Hourly AUX 7 $21.05 $24.76 $28.47 Purchasing Agent – Child Nutrition Environmental Supervisor Heating, Ventilation and Air Conditioning Technician (HVAC) Journeyman Plumber Job Grade Minimum Midpoint Maximum Hourly AUX 8 $24.00 $28.23 $32.46 Master Electrician Maintenance Supervisor Print Shop Manager Senior Heating, Ventilation and Air Conditioning Technician (HVAC)

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2014-2015 Substitute Pay Rates TEACHER/NURSE/LIBRARIAN TX Certified/Registered Nurse Certified Degreed Non-degreed TX Certified/Registered Nurse Certified Degreed Non-degreed TX Certified/Registered Nurse Certified Degreed Non-degreed

1-10 days 1 – 10 days 1 – 10 days 1 – 10 days 11 – 30 days 11 – 30 days 11 – 30 days 11 – 30 days 31 + days 31 + days 31 + days 31 + days

$80.00/day $75.00/day $70.00/day $60.00/day $90.00/day $85.00/day $80.00/day $70.00/day $125.00/day $125.00/day $100.00/day $100.00/day

SPECIAL ED INSTRUCTIONAL ASSISTANT ASSIGNMENTS Special Ed Instructional Assistant – Transitions/Functional Academics (FA1 or FA 2)/ Preschool Program for Children with Disabilities (PPCD) and In School Suspension Assistant positions are paid at your teacher rate of pay.

PARAPROFESSIONAL (Clerical)/ GENERAL ED INSTRUCTIONAL ASSISTANT ASSIGNMENTS 1 – 10 days

$60.00/day

11 + days

$65.00/day

FRIDAYS = DAILY RATE + $10.00* *Applies to all Fridays unless you are filling a long term substitute assignment of 10+ days, in which case daily rate + $10.00 only applies to the first 10 days of the long term assignment. Long-term assignments are defined as 10 or more consecutive days in the same assignment. All rates of pay are based on eight (8) hour day. Half day jobs that extend past 4 ½ hours will qualify for a full day’s pay. Please be prepared to work the remainder of the day if asked.

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ROCKWALL INDEPENDENT SCHOOL DISTRICT 2014-2015 MONTHLY PAYROLL DATES CUT OFF DATES

PAY DATES

September 12, 2014

September 25, 2014

October 10, 2014

October 24, 2014

November 7 , 2014

November 21, 2014

December 5, 2014

December 19, 2014

January 9, 2015

January 23, 2015

February 6, 2015

February 25, 2015

March 6, 2015

March 25, 2015

April 10, 2015

April 24, 2015

May 8, 2015

May 21, 2015

June 5, 2015

June 25, 2015

July 10, 2015

July 24, 2015

July 31, 2015

August 25, 2015

You may enroll in direct deposit at any time by completing the ACH Authorization Form, attaching a void check and sending it to the payroll office by the monthly cut-off date (in order to be effective for the current month.) If you are already enrolled in Direct Deposit, please do not close your bank account without notifying the Payroll Department as soon as possible. Pay dates that fall on a weekend will be paid on Friday.

Rockwall ISD Compensation Plan

2014-2015

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ROCKWALL INDEPENDENT SCHOOL DISTRICT 2014-2015 SEMI-MONTHLY PAYROLL DATES CUT OFF DATES

PAY DATES

August 29, 2014 September 12, 2014 September 26, 2014 October 10, 2014 October 24, 2014 November 7, 2014 November 28, 2014 December 5, 2014 January 2, 2015 January 16, 2015 January 30, 2015 February 13, 2015 February 27, 2015 March 13, 2015 March 27, 2015 April 10, 2015 April 24, 2015 May 8, 2015 May 22, 2015 June 5, 2015 June 26, 2015 July 10, 2015 July 24, 2015 August 31, 2015 (projected)

September 15, 2014 September 30, 2014 October 15, 2014 October 30, 2014 November 14, 2014 November 21, 2014 December 15, 2014 December 19, 2014 January 15, 2015 January 30, 2015 February 13, 2015 February 27, 2015 March 6, 2015 March 30, 2015 April 15, 2015 April 30, 2015 May 15, 2015 May 29, 2015 June 15, 2015 June 30, 2015 July 15, 2015 July 30, 2015 August 14, 2015 August 28, 2015

You may enroll in direct deposit at any time by completing the ACH Authorization Form, attaching a void check and sending it to the payroll office by the cutoff date (in order to be effective for the current pay period). If you are enrolled in Direct Deposit, please do not close your bank account without notifying the Payroll Department as soon as possible. Pay dates that fall on a weekend will be paid on Friday.

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