TENTATIVE PROPOSAL BY THE GOVERNING BOARD

2005-2006 CERTIFIED and CERTIFIED PNT EMPLOYEES TENTATIVE PROPOSAL BY THE GOVERNING BOARD *Subject to SEA ratification June 2, 2005

BOARD COMMITMENT TO SALARY SCHEDULE Every action of the Sunnyside Unified School District is based on the commitment for all students to succeed and therefore, the Governing Board and the SEA are pleased to offer this mutually agreed upon approach to compensation for certified employees. As in the past, the Board remains committed to compensate its certified employees to remain competitive, to attract new teachers, to promote professional growth, and to retain current staff. Annually, the Governing Board will assess its financial capacity to reach the ultimate goals of this compensation plan and will allocate appropriate resources for its achievement. SALARY # 1. The SEA and DISTRICT agree to continue the following compensation plan whose ultimate goal is to pay the certified staff salaries as follows: Established 1996-97 ULTIMATE GOAL FOR CERTIFIED SALARY RANGES BA- BA 45- MA 45 BA 44 MA 44 PHD $33,000 $37,950 $42,900 TO TO TO $44,800 $49,830 $54,780 The above is a long range goal that is contingent upon the District s ability to fund on-going expenditures and future salary increases from budgetary capacity, student growth and funding levels from the State Legislature. ACTUAL 2005-06 Certified Salary Ranges BA- BA 45- MA 45 BA 44 MA 44 PHD $31570 $33820 $36239 To To To $52638* $58562* $60731* *Plus Prop 301 Performance Pay ($1800), Site Career Ladder ($600-$725), and Individual Career Ladder ($ varies) 2

In order to move towards the Ultimate Goal for Certified Salary Ranges, the SEA and District agree to the following: ν Increase the base salary of all CONTINUING employees by 3.0% PLUS $570. (Avg. Inc. 4.44%) Every CONTINUING (returning to the District from 2004-05 to 2005-06 but excluding 2004-05 ESI Program Participants) employees 2005-06 contract shall reflect an increase of 3.0% plus $570 (to be prorated based on full time equivalent). The 3.0% increase shall be funded from the District s M&O budget (for those employees on M&O funded contracts) and the $570 shall be funded from Prop 301 monies ($150 from the 20% Fund and $420 from the 2 nd 40% Fund - M&O funded Certified employees only). Non M&O funded certified employees shall have the 3.0% and $570 increase funded through their respective funding source (respective state or federal grants). Certified and Non-Certified PNT employees that do not qualify for the receipt of Prop 301 monies as defined by the Attorney General, i.e. PNT employees receiving certified benefits shall be entitled to the 3% increase and the $570. The 3% and $570 shall be paid from their respective funding source, not from Prop 301 funds. In addition, all continuing certified employees, including NON-M&O funded certified employees, but not PNT employees receiving certified benefits, shall receive one time payments for the 2005-06 school year only of: 1. $624 from Prop 301 2004-05 Carry Forward Monies (prorated based on fte and contract length). $624 divided by 212 equals $2.94/contract day. One half the amount to be paid prior to Winter Break and the other one half to be paid at the end of the contract year. (Of the $624, $103 will be paid from the 1 st 20% and $521 will be paid from the 2 nd 40% ). (Avg. Inc. 1.57%) 2. $663 from Prop 301 2005-06 $70/student One Time Monies (prorated based on fte and contract length). $663 divided by 212 contract days equals $3.13/contract day. One half the amount to be paid prior to Winter Break and the other one half to be paid at the end of the contract year. (Of the $663, $221 will be paid from the 1 st 20% and $442 will be paid from the 2 nd 40%.) (Avg. Inc. 1.67%) Certified and Non-certified PNT employees receiving certified benefits shall also be entitled to the one time Prop 301 equivalent payments. However, these amounts shall be paid for from their respective funding source, not from Prop 301 funds. Payments shall be made on the same timeframe as above. Any continuing employee who separates from the District prior to the end of the contract year shall be entitled to be paid the amount earned based on the number of contract days worked up to the time of separation. Indian Gaming Monies (Classroom Site Funds) Each returning certified employee shall receive a one time payment of $150 (prorated based on contract length and fte). This amount shall be paid on the last pay period prior to winter break. PNT employees receiving certified benefits shall not be entitled to receive this payment since they do not qualify under the Attorney General s definition. 3

(Avg. inc. 0.38%) Any continuing employee who separates from the District prior to the end of the contract year shall be entitled to be paid the amount earned based on the number of contract days worked up to the time of separation. Increase New Teacher Placement Guide The 2005-06 New Teacher Placement Guide shall be increased by $820 at each step and level. The Guide shall contain 11 steps and 3 Columns (as in prior years) with the following ranges: BA-BA+44 BA+45-MA+44 MA+45-PHD/ED Step 1 $31570 $33820 $36239 Step 11 $35512 $38058 $40795 *refer to Board Adopted Guide for actual amounts for steps 2-11 Of the $820 increase: 1. $250 will be paid for from M&O monies 2. $150 from 1 st 20% Prop 301 monies 3. $420 from 2 nd 40% Prop 301 monies The District acknowledges SEA s concern regarding increasing the New Teacher Placement Guide and their desire to have these funds spent elsewhere. However, in order to remain competitive, it is extremely important that SUSD continue to increase the New Teacher Placement Guide on an annual basis, budget permitting. ν Continuation of payment of Prop 301 Monies as agreed upon for 2001-02 Clarification: It is the intent of the District and SEA to continue the payment and expenditure of Prop 301 monies in the same manner and in the same amounts for FY 2005-06 as in FY 2004-05, except for the changes noted above. For Prop 301 purposes only, teachers hired in 2001-02, 2002-03, 2003-04, and 2004-05 are not continuing teachers, but rather new teachers. New teachers hired in 2005-06 shall be considered new teachers. 1. 100% of the 1 st 20% of Proposition 301 Monies, shall be used to increase the base salary by $800 for each teacher. Associated FICA, Arizona Retirement System contributions, and Workman s Compensation Insurance costs shall also be paid from this amount. (Note: This was done in FY 2001-05 and is reflected in the base salary of all teachers). In addition, for 2005-06 an additional $150 of these monies will be used to increase the base salary of all teachers. 2. 100% of the 1 st 40% of Proposition 301 Monies, shall be set aside to compensate teachers for SUSD s Performance Based Compensation Plan as approved by the Governing Board. Based on the number of individuals identified as qualifying for the plan, $1800 per teacher may be earned for the 2002-2003 FY, of which 70% 4

($1260) is based on the completion of process outcomes and the remaining 30% ($540) is based on schools being labeled Performing or making annual yearly progress (AYP). Associated FICA, Arizona Retirement System contributions, and Workman s Compensation Insurance costs shall also be paid from this amount. (note: This was done in FY 2001-05 and will be done again in FY 2005-06) 3. 100% of the 2 nd 40% of Proposition 301 Monies, shall be set aside as follows: a. In addition to the $800 referenced in #1 above: 1. An additional $200 will be used to increase the NEW TEACHER PLACEMENT GUIDE at each level. 2. An additional $925 shall be used to increase the base salary for continuing teachers. (note: this was done in 2001-05 and shall be maintained for FY 2005-06.) In addition, for 2005-06 an additional $420 of these monies shall be used to increase the base salary of all teachers. b. $583 per teacher shall be used to increase the District s contribution towards the least expensive employee cost of Health, Dental and Life Insurance. The increased amount is from $2048 per full-time employee to $2631 per full-time employee. (note: this was done in 2001-05 and shall be maintained for FY 2005-06). Note: The District s contribution for insurance was increased to $3390 in 2004-05. Of this amount, $583 is being paid for from Prop 301 monies. c. Payment of two (2) additional in-service days in FY 01-02, 02-03, 03-04 and 04-05. (note: this will continue in FY 2005-06.) In addition to the continuation of payment Proposition 301 Monies, it is agreed that the FY 2005-06 Teacher Contract shall consist of 212 contract days for returning and continuing teachers and 217 days for New Teachers hired in 05-06. INSURANCE: #2. The SEA and DISTRICT agree to keep the DISTRICT insurance contribution at $3390 per fulltime employee. The cost of insurance in excess of this amount shall be paid for by the employee from the 2005-06 salary amount via pre-tax payroll deduction. The SEA and the District agree that certified employees that received $660 for not taking the District Health Insurance because of being covered by Health Insurance elsewhere shall receive $660 for four (4) more years only (2008-09 will be the last year of this payment). Only those employees 5

having received the $541 in 03-04 were eligible to receive the $660 for the 2004-05 year and thru the 2008-09 year, if they continue to meet the eligibility requirements. The SEA and the District agree that all certified employees shall continue to be automatically enrolled in the District s Cafeteria Flexible Benefits Plan and only if the employee elects to Opt out shall the District not treat the employee s portion of Health and Dental premiums as pre-tax. The SEA and the District agree that those employees not utilizing the District s Health Insurance and thereby receiving the $660 shall be eligible for Dental Insurance paid by the District but only for the Employee s cost. Dental insurance premiums in excess of the Employee premium shall be paid for by the employee. SICK LEAVE BUY BACK #3. The SEA and DISTRICT agree to continue the Sick Leave Early Cap Day Buy-Back Plan. Subject to available funding, $100,000 will be used from savings in attrition to fund the Early Cap Day Buy-Back Plan. The maximum number of sell-back days can be up to 20 per year per employee. This amount may be reduced if money paid to retiring teachers exceeds amount saved through attrition. If requests for buy-back days are less than $100,000, those employees who have elected to sell back days may increase their request. Eligibility Requirements: At the beginning of the school year, a person must have completed eighteen (18) consecutive years of full-time service in the Sunnyside School District. Application Process: A certified employee may select this plan by making a written application to the District s Director of Personnel on or before March 15. Applications received after March 15 will not be accepted. Selection Criteria: Preference for sell back days will be given to those with the highest number of cap days. EMERGENCY SUBSTITUTE COVERAGE #4 The hourly rate, for emergency coverage paid to teachers for teaching during their respective individual planning time when no substitute is available, shall be $25 per hour. SICK LEAVE BUY BACK PROGRAM #5 Effective July 1, 2001 all certified employees will be eligible for the District s new Sick Leave Buy Back Program for all days earned after June 30, 2001. Teachers with at least 10 years of consecutive full time service with SUSD at 6

the time of retirement or separation from the District, are eligible to request and receive pay for 90% of the days of unused accumulated leave days earned after June 30, 2001 at 50% of substitute pay. When absent, days will first be deducted from days earned since June 30, 2001. Effective July 1, 2003 this program was frozen, whereby no new certified employees are eligible to accumulate sellable sick leave days and whereby the number of days earned by prior eligible employees is frozen/capped. In other words, this program was eliminated effective July 1, 2003 and those frozen/capped days may be sold back in the future (at 50% of $85 sub rate) when and if the original requirements are met. LEAVE DAYS: PILOT PROGRAM FOR FY 2003-04 #6 Beginning July 1, 2003: Certified employees shall be credited and shall earn Fourteen (14) Personal Leave days. Personal Leave shall be used for the following purposes: h Personal Illness h Family Illness h Death in the Family h Personal Business (Subject to current District Policy guidelines, no more than 14 personal leave days may be used for Personal Business during FY 2003-04.) In addition a calendar of requested and approved Personal Business Days shall be maintained and posted at each site in a location designated by the Building Administrator. Non-continuing Teachers: shall be credited with two (2) personal leave days at the beginning of their contract and shall earn 1 personal leave day for each 17 contract days (Maximum = 12). The total number of Personal Leave days to be credited and earned 2 + 12=14. Continuing Teachers: shall be credited with 14 personal leave days at the beginning of each contract year (one day for every 15 contract days). For the 2005-06 school year, SEA and the District agree to continue the Pilot Program for the entire 2005-06 school year. h CERTIFIED EMPLOYEE CATASTROPHIC SICK LEAVE BANK #7 The SEA and the District agree to continue with the Certified Sick Leave Bank Program established during the 2003-04 school year July 1, 2004. PRESIDENTIAL RELEASE h #10 The Superintendent and the SEA President shall meet to discuss the issue of Presidential Release. 7