Act 93 ADMINISTRATIVE COMPENSATION PROGRAM "TREAT PEOPLE AS ADULTS; TREAT THEM WITH DIGNITY; TREAT THEM WITH RESPECT." IN SEARCH OF EXCELLENCE

Transcription

1 STEEL VALLEY SCHOOL DISTRICT Act 93 ADMINISTRATIVE COMPENSATION PROGRAM "TREAT PEOPLE AS ADULTS; TREAT THEM WITH DIGNITY; TREAT THEM WITH RESPECT." IN SEARCH OF EXCELLENCE BY THE STEEL VALLEY BOARD OF SCHOOL DIRECTORS for the years (done) (done) (this year) Date of Adoption: May 28, 2013 Date Effective: July 1,

2 Administration of Compensation Introduction: The Act 93 Compensation and Benefits Plan is prepared in conjunction with School Board Policy, Administrator Compensation and Evaluation pursuant to the Pennsylvania Public School Code of 1949 as amended. The Act 93 Compensation and Benefits Plan shall have the following objectives: 1. To enable the District to attract and retain the highest caliber professionals by maintaining a salary program that is competitive in the geographic region. (Allegheny County, Western Pennsylvania) 2. To recognize and reward the quality of performance of duties assigned as provided through the results of a functional and effective program of evaluation. Effective dates for this agreement: July 1, 2010 Through June 30, Positions Covered by the Program This Administrative Compensation Program covers the following positions: Assistant Superintendent, Director, Supervisor, Principal, Assistant Principal or Coordinator. Schedule of Benefits All administrators included in this plan will receive the following benefits: 1. Sick Leave Days On the first day of each school year, each administrator shall be credited with sick leave allowance in accordance with the following schedule: 12-month employee 12 days Administrators hired during the year shall be entitled to one (1) day for each month of employment. Any unused sick leave days allowance shall accumulate from year to year. 2. Sick Leave Bank The administrators will establish a Sick Leave Bank to which employees may contribute days of personal sick leave. Such Sick Leave Bank shall be administered by the Administrators, which shall establish and furnish to the employer a copy of the rules and regulations governing the same. The Administrators shall certify to the employer the contributors thereto and the employer agrees to honor withdrawals there from upon proper certification by the Administrators. Membership in the Sick Leave Bank shall be voluntary. The Administrators shall hold the district harmless for and from any and all claims related in any manner to the Sick Leave Bank, including those of past or current employees, or those resulting from any judicial or administrative determination regarding the legality or rationality of the Sick Leave Bank or its operation. PURPOSE The Sick Leave Bank is intended to supplement the Administrative employees personal accumulated sick leave. TERMS OF MEMBERSHIP a. All Administrators who are covered by this Act 93 agreement who have accumulated ten (10) days of personal sick leave shall be eligible for membership in the Sick Leave Bank b. Any new members must join by donating one (1) day no later than October 1 of each school year by written notification to the Chairperson of the Sick Leave Bank committee. Existing membership shall be continuous from year to year. To withdraw membership, an individual must notify the Chairperson in writing. Such notice must be given by October 1 of that school year. 2

3 c. The membership fee shall be one (1) day in the first year of membership and one (1) day in each of the following years. If necessary, an additional day or days may need to be donated in a given school year. d. Termination may be voluntary or the result of leaving the district. e. Members on leave shall not be required to make donations during the period of their leave. Those returning from leave at the beginning of the second semester shall have until March 1 to file donation forms for membership for the remainder of that school year. f. Administrators upon retirement or resignation may contribute twenty-five percent (25%) of their accumulated sick leave, but no greater than thirty (30) days, to the Bank. USE OF THE BANK a. The Sick Leave Bank will cover catastrophic illnesses and accidents. Catastrophic pertains to extraordinary circumstances such as might be caused by pneumonia, heart attack, and/or cancer and is not intended to relate to circumstances as what may be considered routine, (i.e. common cold, flu, etc.). The preceding is not to be all encompassing, and as such, each case will be determined on an individual basis in accordance with the established guidelines. b. For protection of everyone, no more than fifty (50) days will be granted to any individual in any school year. c. In the event of catastrophic illness, a Sick Leave Bank member shall be eligible, upon approval of his/her application, to receive benefits from the Sick Leave Bank upon exhaustion of all personal sick leave and after the observance of a waiting period in accordance with the following scale: Days of Accumulated Leave At the Onset of this Illness Waiting Period 1-10 days 7 days days 6 days days 5 days days 4 days days 3 days 51+ days 0 days d. Persons desiring to use the Sick Leave Bank must make a written Application to the Sick Leave Bank committee. A physician s letter or prognosis and a signed release granting the Sick Leave Bank committee access to information concerning the status of the applicant s accumulated sick leave balance must be included as part of the application. In addition, it shall be the responsibility of the member to provide a progress report from the physician every tenth (10 th ) day of Sick Leave Bank use. Failure to provide this report may result in termination of Sick Leave Bank use. 3. Personal and Emergency Leave Days Each administrator shall be credited with personal and emergency leave days in accordance with the following schedule: First year administrator (new to the district) 2 days Second and Third year 3 days Fourth year and above 4 days Any personal or emergency leave days earned but not taken shall be accumulated as sick leave days the following year. 4. Legal Time Each administrator shall be entitled to legal time off for days necessary for appearances in any legal proceeding that the administrator is required to attend as a result of responsibilities of the position or jury duty. 5. Bereavement Each administrator shall be entitled to not more than a three (3) school day absence upon the death of a member of the administrator's immediate family. Members of the immediate family shall be defined as father, mother, brother, sister, son, daughter, husband, wife, parent-in-law, or near relative who resides in the same household or any person with whom the employee has made his home. 3

4 An administrator shall be entitled to not more than one (1) school day absence upon the death of a near relative. A near relative shall be defined as first cousin, grandfather, grandmother, aunt, uncle, niece, nephew, son-in-law, daughter-in-law, brother-in-law, or sister-in-law. Additional bereavement days may be granted by the Board upon written request with reason within 10 school days of death of family member. Submit request in writing to the Superintendent. 6. Compensated Professional Leaves of Absence Each administrator may be granted a classroom occupational exchange leave, sabbatical leave for the restoration of health and/or a leave for professional development in accordance with the provisions of the applicable sections of the Pennsylvania School Code of 1949 as amended (Section and Sections 1166 through 1171) and district policy (#831). 7. Mileage Reimbursement Each administrator shall be reimbursed for out of district travel at the current IRS rate allowable. 8. Health Care On or before June 30, 2010, administrators may: a. Enroll in the applicable classifications (individual, family, etc.) in the Preferred Provider Organization currently offered by the Allegheny County Schools Health Insurance Consortium. During the term of this agreement, should the Allegheny County Schools Health Insurance Consortium replace or supplement the current Preferred Provider Organization, the Board will provide the new plan if the new plan provides health insurance coverage as good as or better than the plan in effect at a cost savings. Such coverage shall continue on a twelve (12) month basis from year to year. b. Maintain enrollment in the applicable classifications (individual, family, etc.) in the Indemnity program of Blue Cross/Blue Shield, Major Medical (a maximum of $1,000,000 with a $200 deductible for the life of the agreement) Prevailing Fee program. Those employees electing the said Indemnity coverage shall pay the full difference in premium between the Preferred Provider Organization and the above Indemnity coverage. Such coverage shall continue on a twelve (12) month basis from year to year. c. During the term of this agreement should the Allegheny County Schools Health Insurance Consortium replace or supplement the current Indemnity program and the new plan provides health coverage as good as or better than the current Indemnity plan at a cost savings, the Board will provide the new plan. Those employees electing the new plan shall pay the full difference in premium between the Preferred Provider Organization and the new Indemnity coverage unless the premium for the new Indemnity coverage is less than the Preferred Provider Organization d. 30-day window period will be offered each year of this agreement, between September 1 up to and including September 30, for any employee who has previously selected Preferred Provider Organization to change health care plans back to the Indemnity program subject to the contributions as outlined above. Employees may move from the Indemnity program to Preferred Provider Organization at any time during the life of this collective bargaining agreement subject to any requirements and limitations of the carrier. e. In the event two (2) employees of the District are spouses, the District will provide individual coverage to each employee, however, they can elect family coverage as long as one (1) employee is designated as primary and the other employee as dependent. f. Any employee electing not to receive health care insurance coverage benefits in any year of the Agreement shall be paid four thousand dollars ($4,000) for each year of such election in lieu of such health care insurance. The District will pay an employee who did not elect health insurance in the prior year by August 1 of the next year the four thousand dollars ($4,000). 4

5 g. The obligation of the District is to make the required premium payments. Any dispute concerning coverage, eligibility, etc., is governed by the terms of the insurance contract and is to be settled by the employee and the carrier. The District will not be a party to such disputes and will not be liable for any resolution thereof. h. All benefits shall be in accordance with the provisions of the insurance policies provided by the Board. No sick leave or other benefits provided by this Agreement shall pay or benefit the employee more than the employee's daily rate. i. Each employee shall make a premium contribution of the employee cost per month for coverage Individual 3% Family 3% Individual 5% Family 5% Individual 6% Family 6% Account a. The District agrees to establish a Section 125 plan of the Internal Revenue Code which allows participants the option of deferring salary on a pre-tax basis to pay for medical premiums, medical co-pays and deductibles, prescription drugs, dental care, eye care, dependent care, and other qualifying expenses of such plans. The employer shall establish this benefit in a manner consistent with and to meet all requirements of Section 125 of the Internal Revenue Code, as amended, including the development of a separate plan document to be approved by the Association, and the filing of all initial and subsequent documentation required to maintain such a plan. The employer agrees to establish said plan by September 1, 2006, or as soon thereafter as possible. b. The Flexible Spending Account program shall be implemented and administered by Kades- Margolis or the currently endorsed PSEA provider and their designated administrator and insurance carrier. c. The District will establish a payroll deduction slot for the current vendor or their designated administrator and insurance carrier. The District will allow a 30-minute yearly information meeting in each building and an individual 15-minute personal counseling session with the 125 counselors to insure proper communication and sign up opportunities for all eligible employees. An employee may elect to withdraw or enroll from the plan on a yearly basis at times approved by the District, the Association, the plan administrator and the Internal Revenue Code. d. Employees, at their option, may choose to participate in said plan in accordance with the following provisions: (1) Employees must provide written notification, prior to the start of the plan year, of the amount they choose to contribute to a flexible spending account. Changes during the plan year will be allowed only when there is a change in employee or employee family status as defined by the IRS. (2) The maximum contribution for each employee shall be $3,000 for the flexible spending accounts and up to the maximum dollar amount allowable under law for the dependent care accounts. The designated amount shall be deducted from the employee s salary through payroll deduction in equal installments over the period of the plan year. (3) Employees must use the money designated for allowable expenses within the plan year or forfeit unused amounts. Employees shall have ninety (90) days following the conclusion of the plan year to submit any expenses within the plan year for reimbursement. Any forfeited balances shall be used by the employer to offset administrative costs of operating the plan. 5

6 (4) The period of coverage shall be twelve (12) months or the entire length of any shortened plan year agreed upon by the parties. Effective 2006, the plan year shall commence on September 1, (5) The participant must provide written substantiation of any claim prior to being reimbursed. Reimbursement shall be made once $25 of claims have been submitted to the administrator and will only be made for claims incurred during the period of coverage. All aspects of reimbursement will be handled directly by the plan administrator. e. The employer will support all educational programs involving this product and will encourage employees to participate in the plan. f. The employer agrees that once the plan is established the District s only obligation thereafter will be to make the appropriate contributions. The Association agrees to save and hold harmless the District for any and all other claims that arise. 10. Dental Each administrator shall be provided with a Dental Plan as offered by the Allegheny County Schools Health Insurance Consortium including basic, riders A, B, C, and D and the employee shall pay a percentage of the premiums as follows: Individual 3% Family 3% Individual 5% Family 5% Individual 6% Family 6% 11. Vision Each administrator shall be provided with a basic vision care plan through the Allegheny County Schools Health Insurance Consortium and the employee shall pay a percentage of the premiums as follows: Individual 3% Family 3% Individual 5% Family 5% Individual 6% Family 6% 12. Life Insurance Each administrator shall be provided with life insurance in the amount of one and one-half (1 1/2) times the administrator's annual salary rounded to the next highest thousand. 13. Vandalism and Personal Injury Reimbursement The Board shall consider reimbursement for any loss, damage or destruction of clothing or personal property while on duty in the school, on the school premises or on a school-sponsored activity. 14. Credit Reimbursement Each administrator shall be reimbursed for tuition for academic study at the college level at full tuition rate up to a maximum of $6,000 a year. All credits shall be pre-approved using established criteria by the superintendent and subject to a grade of B or better or P where appropriate. The School Board must pre-approve any course work that would necessitate absence from the regular workday. The course must be within your field of study. 15. Conferences Administrators may be eligible to attend seminars and professional conferences that will benefit the school district. Upon return, administrators will share the acquired information and distribute to their administrative colleagues and Board Members appropriate materials from the seminars and/or conferences. 16. Professional Membership Each administrator shall be entitled to membership(s) in professional association(s) or unified membership(s) at the expense of the school district. The membership(s) covered shall be mutually determined between the 6

7 Superintendent and each administrator from an approved list and will not exceed seven hundred dollars ($700) total per administrator per year. Approved Professional Associations PA School Personnel Administrators Association Western PA School Personnel Administrators Association Association of Supervision & Curriculum Development PA Association of Supervision & Curriculum Development National Association of Secondary School Principals PA Association of Elementary & Secondary School Principals A/CAPA- Attendance/Child Accounting Professional Association PAFPC- Pennsylvania Association of Federal Program Coordinators Pennsylvania Association of Pupil Service Administrators Phi Delta Kappa PA Association of School Administrators Food Service Directors Association American Association of School Administrators National Association of Elementary School Principals National Association of School Psychologists National Counsel of Exceptional Children National Association of Pupil Service Administrators 17. Physical Examination Each administrator is entitled to up to two hundred dollars ($200) reimbursement for use for biannual physical examination for actual costs not covered by the current hospitalization plan. 18. Stipend Administrators who supervise educational programs for students (e.g. tutoring) beyond their eight (8) hour work day before or after the regular school day shall receive a stipend commensurate with and equivalent to the hourly rate earned by teachers within their contractual agreement. 19. Upon Retirement The Steel Valley School District recognizes a need to provide an incentive for interested and eligible employees to retire. a. Benefits Any eligible employee electing to participate in the Retirement Incentive Program (RIP) will qualify for the following: (1) Twelve thousand dollars ($12,000) retirement incentive each year for ten (10) years. (2) One hundred dollars ($100) for each unused sick day at the time of retirement (i) By July 31 in the calendar year of retirement, each retiree will receive a twelve thousand dollar ($12,000) incentive, plus an amount for unused sick days as defined in (2) above not to exceed the taxable cap limit established during that calendar year. This amount may be paid in cash to the retiree over a two calendar year period to be determined by the retiree and the District or may be designated as payable by the district as a contribution into the retiree s 403(b) tax sheltered account established through Kades-Margolis Corporation, the Association s selected provider. There shall be no cash option for this provision. (ii) Regarding 403(b) contributions, in each of the next five (5) calendar years the District shall make additional 403(b) contributions equal to twelve thousand ($12,000) for each retiree. Thereafter, in each of the next following five (5) calendar years, the District shall pay twelve thousand ($12,000) dollars directly to each retiree. (3) The right to purchase health care insurance from the school district s insurance carrier at the district s rate or from any other source of the retiree s choosing until the age of 65. (4) A 30-day window period will be offered each year of this agreement, between September 1 up to and including September 30, for any employee who has previously opted out of the District s Health Care plan to change health care plans back to the District plan. Employees may move into and out of the district health care plan at any time, subject to the time limits above and any requirements and limitation of the carrier. (5) Installments will be paid monthly, quarterly, semi-annually, or annually as selected by the retiree. 7

8 (6) In the event that the retiree dies within this ten-year period, installments will continue to be paid to his/her spouse for the remainder of the ten-year period. Upon the death of the retiree and the retiree s spouse, the remaining installments will be paid to the estate. b. Eligibility Requirements During the duration of the agreement, the Retirement Incentive Program (RIP) will be made available to anyone who meets the following criteria: (1) The Administrator must submit an irrevocable written notice of intention to retire from the Steel Valley School District and public school service 120 days prior to the date he/she intends to retire. Exceptions to the 120-day notification will be made to those employees whose retirement is forced due to medical reasons certified by a physician. (2) An administrator must retire from the Pennsylvania Public School Employee Retirement System and he/she must not be subject to a Permanent Disability Retirement. (3) An administrator who is fifty-five (55) years of age or older with a minimum of three (3) years of service in the Steel Valley School District may be eligible to participate in the Retirement Incentive Program (RIP). OR Has thirty (30) years of service or greater regardless of age 20. Vacation Each twelve (12) month, two hundred sixty day (260) work year, eight (8) hours a day administrator is entitled to a paid vacation of twenty (20) days per year. Vacation time is accrued on a pro-rated day/month basis from the first day of work and accumulated until June 30 of the first year of employment. Beginning July 1, following the first year of employment, previously accrued vacation will be available for use during the second year of employment. Subsequently, all earned vacation will be used between July 1 and June 30 of the year following the accrual unless otherwise approved by the School Board. On August 15, any unused vacation days will be converted to sick days (maximum 5) and/or turned in for compensation (maximum 5). Any additional unused vacation days will be lost. Vacation days earned prior to the school year and accrued prior to the adopted date of this agreement may be used, or they will be converted on an annual basis. If the number of such accrued vacation days is ten days or greater, then ten days will be converted into sick days and/or will be turned in for compensation. If the number of such accrued vacation days is less than ten days, then those days will be converted to sick days and/or turned in for compensation. The use or conversion of such accrued vacation days shall occur by or on August 15 each year until every such accrued vacation day has been depleted. 21. Cycle of Appraisal The regular appraisal process shall be continuous throughout the school year with at least two (2) appraisal conferences scheduled during the school year. The first appraisal conference shall occur during the first semester following a preliminary conference between the administrator and his/her evaluator in which the appraisal criteria (a document to be mutually agreed upon by the Superintendent or Superintendent s designee and the administrative team). The second appraisal conference shall occur during the second semester. Following the appraisal conferences, the administrative performance rating packet including the job description analysis, job management skill analysis, goals and self-evaluation of special competencies related to key performance areas shall be signed by the administrator and their evaluator to be submitted to the Superintendent for a final review and/or conference. 22. Each administrator shall be evaluated based on: a. goals mutually established between the administrator and the Superintendent in the fall of the school year b. a mid-year review will be held on the agreed upon goals during the month of January c. a final review of such goals will occur at the end of each school year d. should there become a need, a two-week grace period shall be permitted 8

9 Each administrator shall receive a written appraisal by June Salary If the Board of School Directors does not approve the administrators annual salary raises on or before their last meeting in June, each administrator will receive the mutually agreed upon salary increases as stipulated in the Act 93 agreement. In order to be eligible for an increase in each academic year, an administrator must receive a satisfactory rating (meets expectations or goals) for the immediately preceding year. Any administrator who is rated satisfactory will receive: Less than $80,000 Between $80, $89, Greater than or equal to $90, % 0% 0% % 0% 0% $4,500 $3,000 $1, % 3.5% 2.0% % 3.0% 1.5% Administrator Incentives The District makes AYP $ No school in the District is on the Low Achieving Schools list (provided the list still exists) $ Enrollment in the District increases by 100 students $ If an administrator is rated unsatisfactory (does not meet expectations or goals), he/she will not receive a salary increase. Signatures The parties hereto have negotiated, understood and read the foregoing provisions of the Collective Bargaining Agreement, being duly authorized to bind the party they represent, and intending to be legally bound, have made and entered into this Agreement this 28 th day of May WITNESS: BOARD OF SCHOOL DIRECTORS OF THE STEEL VALLEY SCHOOL DISTRICT Edward Wehrer Superintendent of Schools Beth Cannon President 9