Texarkana ISD Compensation Plan

Texarkana ISD Compensation Plan 2021-2022

Table of Contents

Board of Trustees 1 Central Office Administrative Staff 1 Campus Administrative Staff 2 Introduction 4 2021-2022 Compensation Plan Highlights 4 Goals of the Compensation Plan 4 Pay Systems Description 5 Job Classification 6 Exempt/Nonexempt Pay Basis 7 Overtime Compensation 7 Work Calendars 9 Compensable Time 9 Docking Pay 9 Employee Pay Increases 10 Promotion Increases 10 Hiring 10 Demotion 11 Adjusting Pay Structures 11 Supplemental Duty Pay 12 Other Compensation Programs 12 Teacher, Librarian, and Nurse Pay Schedule 16 Auxiliary Pay Grades 17 Paraprofessional Pay Grades 18 Information Technology Grades 20 Professional Pay Grades 21 Supplemental Pay/Stipend Schedule 23 Transportation Compensation 25 Policies Relating to Compensation 27

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BOARD OF TRUSTEES 2021-2022 President

Fred Norton, Jr. Vice President Gerald Brooks Secretary Amy Bowers Members

Wanda Boyette Bryan DePriest Bill Kimbro Paul Miller

CENTRAL OFFICE ADMINISTRATIVE STAFF Superintendent Dr. Doug Brubaker Deputy Superintendent Autumn Thomas Associate Superintendent of Family and Community Engagement

Jo Ann Rice Chief Operating Officer Ken Reese Chief Academic Officer Holly Tucker Chief Financial Officer Anita Clay Chief Communications Officer Tina Veal-Gooch Chief Innovation Officer Sherri Penix Executive Directors Athletics Gerry Stanford Human Resources Amy Nix

Instructional Services Christy Tidwell

Directors Chief of Police/Director of Security Music

Brad Irvin Arnie Lawson Child Nutrition Special Programs and Title Christie Lammers Shawn Davis Construction and Maintenance CTE and STEM Jason Green Todd Marshall Humanities Student Services Laurie Pace Amanda Eisley Information Technology Purchasing and Special Events Rusty Ogburn David DeFoy

Management Information Systems Transportation Kevin McCarty Kaye Oliver

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Campus Administrative Staff PAUL LAURENCE DUNBAR EARLY EDUCATION CENTER 2315 West 10th Street 903-794-8112 Texarkana, TX 75503 Fax 903-794-5841 Principal Lakesha Taylor Assistant Principal Vanessa Buchanan

HIGHLAND PARK ELEMENTARY (PreK-5) 401 West 25th Street 903-794-8001 Texarkana, TX 75503 Fax 903-793-1702 Principal Jennifer Cross Assistant Principal Cora Patton

MORRISS ELEMENTARY (K-5) 4826 University Park 903-791-2262 Texarkana, TX 75503 Fax 903-798-6875 Principal Brandy Debenport Assistant Principal Erin Davis

NASH ELEMENTARY SCHOOL (PreK-5) 100 Burton 903-838-4321 Nash, TX 75569 Fax 903-831-7158 Principal Liliana Luna Assistant Principal Assistant Principal Jacquelyn Smith

OPTIONS 905 Martine Street 903-793-5632 Texarkana, TX 75599 Fax 903-798-2131 Principal Amy Doss

SPRING LAKE PARK ELEMENTARY (PreK-5) 4324 Ghio-Fish Boulevard 903-794-7525 Texarkana, TX 75503 Fax 903-794-0633 Principal Anne Slade Assistant Principal Amanda Sumpter

TEXAS HIGH SCHOOL (9-12) 4001 Summerhill Road 903-794-3891 Texarkana, TX 75503 Fax 903-792-8971 Principal Patti O’Bannon Associate Principals Richard Stahl

Bettie Stark

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Assistant Principals (THS) Julius Anderson Debra Davis William Harris Charlotte Leon Jo Lott

Lauren Pilgreen Lara Herring

TEXAS MIDDLE SCHOOL (6-8) 2100 College Drive 903-793-5631 Texarkana, TX 75503 Fax 903- 792-2935 Principal Tim Lambert Associate Principal Karen Brown Kevin Hamilton Assistant Principals Brooke Beall Natosha Jones Amy Maxey Franschiska Banks Brown Assistant Principal Intern Latasha Harris THERON JONES EARLY LITERACY CTR (K-2) 2600 West 15th Street 903-793-4871 Texarkana, TX 75503 Fax 903-793-7596 Principal Melodie White Assistant Principal Deborah Scott

WAGGONER CREEK ELEMENTARY (PreK-5) 6335 Gibson Lane 903-255-3301 Texarkana, TX 75503 ____________ Principal Angie Griffin Assistant Principal Lindy Davis

WAKE VILLAGE ELEMENTARY (PreK-5) 400 Wildcat Drive 903-838-4261 Wake Village, TX 75501 Fax 903-832-6809 Principal Mindy Gennings Assistant Principals Kristi Lewis Andrew McCarter

WESTLAWN ELEMENTARY SCHOOL (3-5) 410 Westlawn Drive 903-223-4252 Texarkana, TX 75503 Fax 903-223-4262 Principal Elodia Witterstaetter Assistant Principal Theresa Knight-Allen Assistant Principal Intern Kedric Jones

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INTRODUCTION The TISD Compensation Plan is produced for all TISD employees and community members. It is designed to provide employees and community members information about the district’s compensation procedures. The content of this report will be updated each year to reflect any changes that are made. Employees may receive a copy of the TISD Compensation Plan upon request. Copies are also available to community members upon request. It is also available on the TISD web-site www.txkisd.net. All employees are welcomed, invited, and encouraged to bring to the attention of the Administration any concerns related to compensation. The information contained in this report is for the 2021-2022 fiscal year. The compensation plan will be updated and changed annually through a process that begins with the development of each year’s budget. The TISD Board of Trustees will adopt a compensation plan each year. The Human Resources Department, regardless of any possible typographical errors contained in this or future compensation reports, shall determine final calculations of all wages and salaries. TISD employs both contractual and non-contractual staff. Nothing in this report should be construed as an alteration of either the term contract status of contractual positions or the “at will” status of non-contractual positions.

2021-2022 COMPENSATION PLAN HIGHLIGHTS We are pleased to provide raises and equity adjustments to district employees for the 2021-2022 school year. Teachers will receive their step raises. For employees with positions listed on the district paygrade salary system, the budget for 2021-2022 includes 3% of midpoint raises for employees that have received a satisfactory performance rating of 3.0 or above on their appraisal for the 2020-2021 school year, as well as equity adjustments in variable amounts based on marked rates for their positions. Equity adjustments were applied to various job categories to remain competitive with the job market. Individuals who changed positions or duties received salary adjustments equivalent to their paygrade. GOALS OF THE COMPENSATION PLAN The goals of the TISD Compensation Plan are to:

● Remain competitive with labor markets so that TISD can continue to recruit and retain highly qualified personnel.

● Reflect the varying and changing levels of knowledge, skill, effort, scope, and responsibility required of the different jobs within the school district.

● Reward outstanding performance of exemplary workers. ● Reflect compliance with all federal, state, and local laws and Board policies.

With these goals in mind, TISD has developed a job worth compensation system. A job worth system is designed to provide appropriate pay for the assessed market worth of individual jobs. The system takes into account the knowledge, skills, and effort needed to perform various jobs.

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http://www.txkisd.net/

PAY SYSTEMS DESCRIPTION Purpose and Authority The TISD compensation system is designed and administered for the purpose of attracting and retaining qualified employees to achieve the goals of the district. The Superintendent is responsible for the development, maintenance, and administration of employee pay systems in accordance with Board policies and administrative procedures in the district compensation plan. Description Classroom teachers and full-time librarians, counselors and nurses will be paid no less than the state minimum salary schedule based on years of experience. The local salary schedule for staff will be determined annually upon Board approval of the amount budgeted for pay increases. For other employees, the Superintendent will assign positions to pay ranges that set the minimum and maximum base pay for the position. Jobs are classified for pay purposes on the basis of qualifications and duties as defined by the district, and market surveys of competitive pay rates. All employees will be paid within the assigned pay range unless exceptions are granted by the Superintendent. Pay ranges are reviewed annually and adjusted as needed. Pay Distribution Employees will receive pay according to the district’s payroll schedule. Paychecks are distributed at the employee work location during the school year to employees who have elected to receive paper paychecks. During the summer months of June and July, employees that have elected paper paychecks – the paychecks are mailed to each employee’s home address as listed in the Human Resources Department. Employees who have elected direct deposit may access their pay information through the Skyward system at www.txkisd.net. The schedule of pay dates for the new school year is as follows. The dates in bold are early paydays due to school holidays. Pay Dates: July 23, 2021 August 25, 2021 September 24, 2021 October 25, 2021 November 19, 2021 December 16, 2021 January 25, 2022 February 25, 2022 March 25, 2022 April 25, 2022 May 25, 2022 June 24, 2022

Direct Deposit Direct Deposit is the only way to ensure that you will receive your check on time. Direct deposit money is deposited to your bank account on the morning of payroll. In the event you are not on direct deposit, and you lose your check, or it is lost in the mail, it will take five business days to receive a replacement check.

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http://www.txkisd.net/

For more information regarding paycheck distribution, call the TISD Business Office at 903-794-3651 ext. 1021.

JOB CLASSIFICATION Classification Job classification determines the assigned pay range for a position and is based on an assessment of job qualifications and assigned duties. All jobs are classified on the basis of common factors that include the level of skill, effort and responsibility of assigned duties and working conditions. The Human Resources office has collected job information, evaluated jobs for pay classification purposes, conducted a market survey, and recommended pay-grade assignments. The Superintendent has final authority concerning job classifications. The basic classification system is organized in four major divisions:

● Professional ● Para-Professional ● Auxiliary ● Information Technology

The compensable factors used in the job classification process include the following: Knowledge Amount of education required for the job Amount of expertise required for the job Amount of experience required for the job Amount of structure inherent in the job Level of difficulty in the job Level of supervision received in the job Decision Making Clarity of choices in decision making Scope of planning required in decision making Degree of interpersonal communications required Level of personal autonomy and responsibility Job Responsibility/Accountability Level of organizational impact of the job Level of responsibility for financial assets Level and scope of interpersonal, business and public communications Working Conditions Environment Job Reclassification Pay-grade assignments may be changed based on changes in the job duties assigned or changes in the competitive job market. A job reclassification occurs when the same position is moved to a different pay grade. A job reclassification is not the same as an employee promotion to a different job. No immediate pay change may result from reclassification actions if the employees are already paid

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within the new pay range. An upward or downward job reclassification will result in greater or lesser potential for pay advancement. Review of job classifications initiated by the supervisor will be conducted as follows:

1. The immediate supervisor of a position may request a classification review during the time of the year designated by the Human Resources office. The designated time for classification review will be April 1st through June 1st.

2. The Human Resources office is responsible for reviewing the information, obtaining additional information if needed, and reevaluating the compensable job factors.

3. The Human Resources office will prepare a recommendation for final approval. The Human Resources office will notify the supervisor and employee(s) of any action taken and its effective date.

New Positions New budgeted positions must have a written job description. The Human Resources office will recommend the initial pay grade classification of new positions based on the job description and consultation with the job supervisor. New positions must be classified in the pay system prior to hiring new employees. EXEMPT/NONEXEMPT PAY BASIS Classification All jobs will be classified as exempt or nonexempt in accordance with the requirements of the federal Fair Labor Standards Act. The Human Resources office will determine the classification of each position based on a description of assigned job duties and the method of compensation. Generally, an employee is exempt if the employee’s primary duties are executive, administrative, or professional as defined in federal regulations and the employee is compensated on a salary basis. Exempt Pay Basis Exempt employees are paid on a monthly salary basis for the number of months in their annual employment period. Exempt employees are not entitled to overtime compensation. Exempt employees are paid to perform a job and compensation is not based on an hourly rate. Nonexempt Pay Basis Nonexempt employees are paid on an hourly or daily wage basis for all hours worked each week.

OVERTIME Overtime Compensation Nonexempt employees who physically work more than 40 hours in any work week will receive overtime compensation at time-and-a half rates in compensatory time off or pay. For nonexempt certified law enforcement employees, overtime calculation begins after 43 hours in any work week. Nonexempt employees shall not be allowed to work beyond their regular schedule without prior authorization from their supervisor. Required overtime will be compensated with compensatory time off whenever possible.

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An employee’s regular work schedule may be adjusted during the week to prevent overtime. The district’s workweek begins at 12:01 a.m. on Sunday and ends at 12:00 p.m. on Saturday. Official time records of all hours worked, including overtime, and all compensatory time earned and used each week shall be maintained within each department/campus for all nonexempt employees. Use of Compensatory Time Compensatory time may be accumulated up to a maximum limit of 80 hours at full value. Compensatory time must be taken prior to using other employee leave. Authorization of Overtime A supervisor must approve all overtime worked in advance. Supervisors are responsible for preventing unauthorized overtime. Prior authorization must be obtained. If the supervisor has not approved overtime in advance, the time will be considered unauthorized, and the employee may receive a written reprimand regarding working beyond the regular schedule. Supervisors of nonexempt employees must ensure an agreement or understanding with the employees regarding the form of compensation for overtime (compensatory time off or pay) prior to the employee working overtime hours. Time Clocks/Hourly Employees The Employee Identification Number, as listed on the employee badge, will serve as the employee ID for time clock purposes. This number is to be used to clock in and clock out. Time clocks and computer kiosks have been placed at various locations throughout the district, and employees must clock in and out on the clock that is designated by their supervisor. Employees should follow the time shown on this time clock and not the time of other clocks. If the clocking terminal does not function properly, this should be reported immediately to a supervisor. Only the employee may clock in and out for himself/herself. Violation of this policy is grounds for immediate involuntary termination of employment for the employee who clocks in for another employee, and for the employee who allows another employee to clock in for him/her. Employees must NEVER CLOCK ANOTHER EMPLOYEE’S TIME FOR ANY REASON. Willful falsification of work or absence records is grounds for immediate involuntary termination of employment. If an employee leaves the campus/department for a personal reason he/she must clock out. The employee must have authorization from the supervisor to leave the campus/department for any reason during scheduled work time. Every employee is expected to report to work promptly at the scheduled time. Students and the jobs of other workers are dependent on the employee to be timely and to be ready to work at the designated start time. Hourly employees are not authorized to work in excess of their assigned schedule without prior approval from their supervisor. An employee may clock in up to five minutes before the start of the scheduled work time. If an employee clocks in later than five minutes after the scheduled start time, the employee is “tardy”. This five-minute grace period is to be used only on an occasional, emergency basis. Abuse of the grace period may result in corrective action.

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WORK CALENDARS Work calendars and required duty days are designated by the Superintendent. TISD has established seven work calendars designated as 10 month, 10½ month, 11 month, and 12 month positions. They are as follows for the 2020-2021 school year. Ten Month 173 days August 11, 2021 through May 25, 2022 Ten Month 187 days August 3, 2021 through May 26, 2022 Ten and a Half Month 197 days July 27, 2021 through June 3, 2022 Eleven Month 207 days July 20, 2021 through June 10, 2022 Twelve Month 222 days July 1, 2021 through June 30, 2022 Twelve Month 231 days July 1, 2021 through June 30, 2022 Twelve Month 261 days July 1, 2021 through June 30, 2022 COMPENSABLE TIME An exempt employee’s salary includes compensation for all scheduled work days during the employment period. All salaries will be paid out over a twelve-month calendar period regardless of the number of months assigned to the position. Nonexempt employees are paid on an hourly or daily wage basis for all hours worked plus earned paid leave benefits. If breaks and meal periods of less than 30 minutes are provided, the time shall be included as compensable time worked for nonexempt employees. DOCKING PAY Purpose For exempt employees, pay will be reduced in hours equal to whole-day or half-day increments for absences that occur on a scheduled work day after all paid leave benefits have been exhausted. For docking purposes, annual salaries of exempt employees will be converted to daily increments on the basis of all compensable time during the salary period. For accrued hourly employees, time short of schedule in a monthly payroll may result in dock pay if an employee leave type is not entered to cover the time short of schedule. If leave is not entered and if there is no compensatory leave balance available, the employee will be docked any time short of schedule. This will be based on the employee’s hourly wage calculated and the time short of schedule in the month. Dock Schedule For pre-approved medical leave, absence docks may be scheduled over a period ranging from one to six months following the absence(s). For all other absences, the total dock will be scheduled in the month immediately following the absence(s). Regardless of the docking schedule, when an employee leaves employment with the district for any reason, the remaining dock balance will be deducted from the final paycheck.

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EMPLOYEE PAY INCREASES

Purpose and Eligibility Employee salaries and wages are reviewed by the Superintendent annually for adjustment. An employee’s performance must be satisfactory and “Meet Expectations” to receive a pay increase, unless exceptions are granted by the Board. General pay increases are given to employees to reward continued service to the district and to retain employees through competitive pay practices. Employees must have worked for the district for at least six months to be eligible for a general pay increase or approved by the Superintendent or designee. In any event, classroom teachers and full-time librarians, counselors and nurses will be paid at least the minimum salary on the state salary schedule. Pay Increases/Budget The Superintendent will recommend an amount for employee pay increases to the Board each year as part of the annual budget process. Budget recommendations for pay increases will be based on available revenue, cost of living increases, changes in minimum pay laws, competitive job markets, and district compensation objectives. Employee pay increases will be based on the budget approved by the Board. General Pay Increases The percent increase approved by the Board will be applied to the mid-point of each employee’s pay range to calculate general pay increases. Employees may be paid over the maximum of the assigned pay range with Superintendent or designee approval. Pay increases for classroom teachers and full-time librarians, counselors and nurses will be planned in accordance with adjustments to the state minimum salary schedule. Equity Adjustments The Superintendent may make adjustments to individual employee salaries to correct identified pay deficiencies or inequities. Individual equity adjustments may not exceed the payroll budget approved by the Board. PROMOTION INCREASES Promotion Defined A promotion occurs when an employee is selected for a different job in a higher pay range. Reclassification of an existing job does not constitute a promotion. Promotions must be made effective at the beginning of a new payroll period. Promotion Increase A promotion increase is based on an employee’s current base pay less any stipends paid for supplemental duties. Promotion increases are awarded in addition to any general annual pay raise given. The Superintendent or designee in accordance with these guidelines will determine promotion increases. HIRING Position Control TISD has established a system for the hiring and transferring of employees. The TISD Position Control System precisely defines every position within the organization and systematically attaches every employee to a specific position. This system is established to set up a process for checks and

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balances between the Human Resources office and the annual budget. This system creates greater internal control, provides an instant overview of staffing, and ensures positions are not created without proper funding. It also simplifies the budget process, provides closer connection between the Human Resources and the Business office, and permits tracking of new employees and employee transfers. Salary Placement for Full-time Teachers, Librarians, Counselors and Nurses Hiring rates for full-time classroom teachers will be based on creditable years of experience according to state regulations and the district’s salary schedule. Creditable experience is experience in accredited school districts, as determined by the Texas Education Agency and recorded on the employee’s official service record. Salary schedules are subject to change each year. Other Personnel Hiring rates for all other employees will be determined on an individual basis based on job-related qualifications, salary history, and salaries of other employees in the position. Job postings may advertise a starting salary range for the position. Hiring rates for persons other than full-time teachers, librarians, counselors and nurses will be set in accordance with these guidelines: 1. New hires in positions that require little or no previous job experience will be placed at the minimum

of the pay range whenever possible. 2. Persons with previous job experience or special skills may be hired at a rate comparable to their

experience level. Starting pay will be determined with consideration given to each new employee’s qualifications for the job, market competition and previous salary history.

3. Whenever possible, new employees will not start at pay rates above other district employees with comparable experience in the same position.

DEMOTION Demotion Defined A demotion occurs when an employee is reassigned to a different job with a reduction in their base pay. Demotions may be voluntary or involuntary. A demotion does not occur as the result of general salary structure or position reclassification change or reassignment to another position that does not result in a base pay reduction. Pay Changes When a pay reduction is made, the employee’s base rate will generally be reduced to the same relative position in the new pay range. Pay adjustments may also be made for a longer or shorter work year associated with the demotion.

ADJUSTING PAY STRUCTURES Adjustment Process District pay structures will be reviewed annually and adjusted as needed by the Superintendent with approval of the Board. Pay ranges will be adjusted on a regular basis to ensure that the pay structure remains competitive and maintains its value against inflation. The percent of structure adjustment will be applied equally to the minimum, mid-point, and maximum rate of each pay range to preserve the design of the structure.

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SUPPLEMENTAL DUTY PAY Supplemental Duty Compensation Supplemental pay occurs in addition to, but separate from, the employee’s regular base salary. Supplemental pay is authorized by the Board of Trustees on a year-to-year basis and is not a property right. Supplemental pay is discontinued upon cessation of the assignment originally generating it or upon the occurrence of any other event, which would cause the employee to become ineligible to receive the supplement. In the area of supplemental pay, as in other areas of compensation, TISD strives to maintain amounts that are competitive within our market. Exempt employees who are assigned supplemental duties that accrue extra pay will be compensated with salary stipends according to the district’s supplemental duty pay schedule approved by the Board. Nonexempt employees who are assigned supplemental duties will be compensated on an hourly basis including overtime compensation when necessary. Stipend Pay Distribution Salary stipends in amounts less than $2500 may be paid in lump sum payments twice a year in December and May. Amounts greater than $2500 will be distributed in the employee’s regular paycheck, unless the Superintendent or his/her authorized designee approves another arrangement. Before any salary stipends are distributed, the supervisor must approve the supplemental duties.

OTHER COMPENSATION PROGRAMS Texarkana ISD Tuition-Paid Master’s Degree Programs Texas A&M University/Texarkana and TISD have joined together and developed a graduate degree program that is a Master of Education Degree in Curriculum and Instruction. This degree program requires 18 hours in professional educational pedagogy classes and 18 hours in a specified content area. The degree program will be focused on current best practices, successful research and strategies to increase student achievement in the classroom. Westlawn Teachers have the option of pursuing their Master’s Degree after their first complete year of teaching at the campus. Bilingual PK- 5 fully certified teachers with permanent residency status also have the option to pursue a Master’s Degree under this program that would apply to and enhance their bilingual teaching classroom. The district will pay for the tuition and books for the required classes. Teachers must maintain a B average in each class or reimburse the district for tuition costs. If the course is dropped in the middle of the semester prior to the full reimbursement date, the teacher will reimburse the district for tuition costs. If the teacher begins the master’s degree program and then drops out of the program, and has not taken classes for one year, they will begin the process of reimbursing the district any previous costs for coursework, books, etc. through payroll deduction. They must also remain in the district for three years after the completion of the master’s degree coursework or reimburse the district for the tuition paid for the program. Each year that a teacher remains in the district after the completion of the program is a year that “pays back” or “forgives” the tuition costs with all of the costs being negated after the third year of service following completion of the program. Please contact Instructional Services at 903-793-7561 for additional information.

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TISD Master’s Degree Program Frequently Asked Questions Will the district pay for the tuition and books? Yes, TISD will pay for the tuition costs and required books for each class. Tuition will be paid directly to the university. Are there any grade requirements in the graduate classes? Yes, students will be expected to make at least a B in each graduate course or reimburse the district for tuition costs for the class. What if the employee does not finish the program….what if they take 3 classes and then drop out? If an employee drops out of the program, they will be required to reimburse the district for tuition and book costs that had been spent up until that time. What if an employee completes the degree program but then leaves the district two years after completion of the degree (which does not meet the three year requirement to stay)? The employee would then have to reimburse the district for one year of tuition costs because the teacher only stayed two years after completion. Each year that an employee stays in the district after the completion of the degree, one year of tuition costs is “forgiven” for the employee. STEM Certification Requirement New teachers hired to teach STEM at the following campuses will be required to complete National Institute of STEM Education (NISE) STEM Teacher Certification: ● Martha and Josh Morriss Math and Engineering Elementary School ● Texas Middle School STEM Academy ● Ross Perot STEM Academy at Texas High School. Texarkana ISD is providing this certification to all STEM teachers at no cost! The NISE National Certification for STEM Teaching certifies teaching professionals in delivering high quality STEM education. Participants are guided through a self-paced, mentor-led, competency-based program that demonstrates proficiency in 15 teacher actions essential to STEM learning. The average completion time for this certification process is 5-6 months, but teachers can have up to 10-11 months for completion. Teachers already teaching STEM at one of the locations listed above prior to the 2020-2021 school year may choose to proceed with completing their master’s degree or may choose to transition to the STEM Certification pathway. TISD Pathway to Teaching Program Paraprofessionals employed with Texarkana ISD may apply to be part of the Pathway to Teaching Program. This program is for paraprofessionals that are interested in becoming a certified teacher. A focus on teacher shortage areas is a priority for this program. An annual application program is announced each year as funds are available. Paraprofessionals make application to the program and applicants are selected to be part of the program as funds are available. The program pays for tuition and books toward teacher certification. After completion of teacher certification, employees are required to work at least three years within the district or repay the tuition and book costs of the program. If an employee drops out of the program and does not complete certification, the money will be owed back to the district.

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Performance Incentive Plans Performance Incentive for Perfect Attendance The district will provide a Performance Incentive for Teachers for Perfect Attendance. Teachers that are performing their jobs with outstanding work attendance that is perfect for the school year, will receive a $300 Teacher Performance Incentive in their July paycheck. Performance Incentives- Campus, Department and District Programs Various performance incentives are provided to staff members based on local criteria as part of the overall compensation plan approved in budget developed for campus, department, and district programs. Teacher Incentive Allotment Performance Pay The Board of Trustees may adjust the compensation reflected in this plan as necessary to utilize funds available under the Teacher Incentive Allotment (TIA), which were not known at the time the plan was initially adopted. Distribution of Teacher Incentive Allotment (TIA) funds will comply with state law and Texas Education Agency guidance. For any funds received by Texarkana ISD for a designated teacher under the Teacher Incentive Allotment (TIA), 90 percent will be paid to the designated teacher. The remaining 10 percent will be used for training and support of the system, expansion of the system, administrative expenses, and professional development. ESSER Teacher Retention Stipend A $1,000 annual ESSER Teacher Retention Stipend will be provided to teachers for the 21-22 school year. ESSER is the funding established through the Elementary and Secondary School Emergency Relief Fund to address the impact that COVID-19 has had and continues to have on elementary and secondary schools. This funding is temporary so the stipend will be provided for this school year in order to assist in retaining teachers in Texarkana ISD. Teacher Shortage Stipends A shortage stipend of $4,000 per year will be paid to certified teachers who teach a full schedule of academic coursework in the following grade levels/subject areas:

● 8-12 Science or Special Education Science ● 8-12 Math or Special Education Math ● PK- 5th Bilingual

A shortage stipend of $3000 per year is provided to certified teachers who teach Secondary Foreign Language (6-12). These stipends are due to the high market demand and need in these areas, given a limited supply of teaching candidates. Teachers must meet state certification in the subject assigned to be eligible to receive the shortage stipend amount. Teachers assigned to an approved shortage area without appropriate certification will receive half of the shortage stipend until full certification status is obtained.

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These stipends are not based on the value of one subject area over another, but based solely on supply and demand to enable us to compete in the market. A recent statewide survey of teacher market salaries determined that a majority of school districts with similar student enrollment pay shortage area stipends. There are also nine districts in our immediate area that pay this type of shortage stipend. If you are certified in either high school Math or Science, but are not currently teaching in these areas, and have an interest in teaching in high school math or science, we encourage you to contact the Human Resources office at 903-794-3651, ext. 1012. Certified teachers wishing to obtain additional certification in secondary Math or Science may do so by taking and passing the appropriate TExES certification exam. For assistance or additional information regarding certification, please contact the Human Resources Office, at 903-794-3651 ext. 1012. Dual Credit Stipend Guidelines If teaching Dual Credit courses that have 10 or more students, the Dual Credit teacher will receive a base pay of $1,650. In addition to the base pay, DC teachers with 10+DC students will earn $40/DC student. Any DC teacher with less than 10 DC students will earn $200/DC student (no base pay). Examples: Example 1: Teacher One has 7 DC students: 7 is less than 10, Teacher One does not earn the $1,650 base pay 7 DC students times $200 = $1,400 per semester ($2,800 per year if the DC enrollment is the same for both semesters) Example 2: Teacher Two has 97 DC students: Teacher Two earns the $1,650 base pay 97 DC students times $40 = $3880 Total DC stipend: $1,650 + $3,880 = $5530 / semester ($11, 060 per year if DC enrollment is the same for both semesters)

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Step / Years Completed TISD Bachelor's Scale TISD Master's Scale

0 $43,000 $44,0001 $43,388 $44,3882 $43,806 $44,8063 $44,266 $45,2664 $44,729 $45,7295 $45,193 $46,1936 $45,902 $46,9027 $46,877 $47,8778 $48,091 $49,0919 $49,311 $50,31110 $50,462 $51,46211 $52,055 $53,05512 $53,090 $54,09013 $54,245 $55,24514 $55,400 $56,40015 $56,704 $57,70416 $57,962 $58,96217 $58,693 $59,69318 $59,278 $60,27819 $59,980 $60,98020 $61,472 $62,47221 $61,940 $62,94022 $62,320 $63,32023 $62,520 $63,52024 $62,720 $63,720

25+ $63,000 $64,000

+ $3,000 Shortage Stipend for Secondary Foreign Language

+ $4,000 Shortage Stipend 8-12 Math and Science

+ $4,000 Shortage Stipend for PK-5th grade Bilingual Teachers

2021-2022 Texarkana ISD Scale for Teachers, Nurses and Librarians

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Pay Grade Job Title Calendars Minimum Midpoint MaximumA-1 (301) Hourly $8.94 $10.77 $12.61Bus Monitor, Aide Stu Days 170 Days 12,158 14,647 17,150A-2 (302) Hourly $10.03 $11.95 $14.79Catering Worker 231 170 Days 13,641 16,252 20,114Child Nutrition Worker Stu Days 178 Days 14,283 17,017 21,061Crosswalk Guard Stu Days 187 Days 15,005 17,877 22,126General Labor, Maintenance 261 231 Days 18,535 22,084 27,332GroundsKeeper, Athletic 261 261 Days 20,943 24,952 30,882Helper, Transportation 261A-3 (303) Hourly $10.56 $13.08 $15.38Asst Cafeteria Manager, Child Nutrition Stu Days 170 Days 14,362 17,789 20,917Building Maintenance 261 222 Days 18,755 23,230 27,315Cafeteria Manager Trainee, Child Nutrition Stu Days 231 Days 19,515 24,172 28,422Child Nutrition Floater Stu Days 261 Days 22,049 27,311 32,113Custodial Lead, Child Nutrition 261Grounds Maintenance Lead, Maintenance 261Mechanic Helper, Transportation 261Warehouse Facilitator/Intercampus Mail Delivery 222Warehouse Delivery 222A-4 (304) Hourly $11.37 $14.07 $16.79Building Maintenance Delivery Driver 261 170 Days 15,463 19,135 22,834Building Maintenance Lead, Small School 261 187 Days 17,010 21,049 25,118Delivery Driver, Child Nutrition 231 261 Days 23,741 29,378 35,058Warehouse Worker, Child Nutrition 231A-5 (305) Hourly $12.41 $15.34 $18.65Cafeteria Manager, Child Nutrition Stu Days 170 Days 16,878 20,862 25,364Lead Bus Driver Stu Days 178 Days 17,672 21,844 26,558Life Guard 261 Days 25,912 32,030 38,941Mechanic, Transportation 261Security Guard 187A-6 (306) Hourly $13.40 $16.88 $19.80Building Maintenance Lead, Large School 261 187 Days 20,046 25,252 29,621Lead Security Guard 187 231 Days 24,763 31,194 36,590Skilled Maintenance, Helper 261 261 Days 27,979 35,245 41,342Technician, Support Services 187,261Warehouse Supervisor, Child Nutrition 231A-7 (307) Hourly $14.52 $18.38 $21.83Child Nutrition Chef 231 231 Days 26,833 33,966 40,342 Lead Painter 261 261 Days 30,318 38,377 45,581 Pool Technician 261Skilled Maint, Non Licensed/IPM Applicator 261Skilled Maintenance, Non Licensed 261A-8 (308) Hourly $16.21 $20.00 $23.80Building Maintenance Manager, Texas High 261 261 Days 33,846 41,760 49,694Electrician, HVAC, Plumber Licensed 261Skilled Maintenance, Child Nutrition 261Skilled Maintenance, Licensed 261

2021-2022 Auxiliary Compensation PlanTexarkana ISD *Annual amounts are based on 8 hours per day.

17

A-9 (309) Hourly $16.96 $21.12 $25.45Coordinator of Building Maintenance 261 261 Days 35,412 44,099 53,140Coordinator of Maintenance 261Foreman, Maintenance 261Skilled Trade, Master License 261Warehouse Manager 261A-PD Hourly $24.00 $29.00 $34.00Police Officer 222 222 Days 42,624 51,504 60,384

222

18

PayGrade Job Title Calendars$10.72 $12.92 $15.11

Child Care Worker 261 187 Days 15,035 18,120 21,192Clerical Aide 187 222 Days 17,849 21,512 25,158Instructional Aide ( PK, Other) 187 261 Days 20,984 25,291 29,578Instructional Aide, Athletics 187Instructional Aide, SPED 187

$11.42 $13.75 $16.09Fingerprinting Specialist 232 187 Days 16,017 19,284 22,566Library Aide 187 207 Days 17,730 21,347 24,980Media & Library Aide 187 232 Days 19,871 23,925 27,997Special Assignment Aide 187Special Assignment Aide, Computer Lab 187Special Assignment Aide, CTE 187Special Assignment Aide, ISS 187Special Assignment Aide, PE, Creative Movement 187Special Assignment Aide, PIE 187Special Assignment Aide, SPED 187Student Attendance Aide, High School 187Student Attendance Aide, Middle School 187Tiger Vision Assistant 207PP3 (203) $12.55 $15.12 $17.59Administrative Secretary I, Middle School 207 187 Days 17,601 21,206 24,670Aide, Secondary ISS 187 207 Days 19,484 23,474 27,308Bilingual Aide, Instructional 187 222 Days 20,896 25,175 29,287Child Care Asst Site Supervisor 261 261 Days 24,567 29,597 34,432Child Care Specialist 261Child Nutrition Inventory Clerk 222Library Assistant, Middle School 187Receptionist, Elem Campus 187Receptionist, High School 207Receptionist, Middle School 187, 207

PP4 (204) $14.99 $18.05 $21.13Administrative Assistant, Child Nutrition 222 207 Days 23,272 28,023 32,804Administrative Assistant, Childcare & Risk Management 261 222 Days 24,958 30,053 35,181Administrative Secretary II, High School 207, 222 261 Days 29,343 35,333 41,362Administrative Secretary II, Human Resources 222Administrative Secretary II, Middle School 207Administrative Secretary II, Options 222Bookkeeper, High School 222Bookkeeper, Middle School 222Child Care Site Supervisor 261Health Aide 187Print Production Specialist 222Registrar/Attendance Clerk, Elementary 222Student Attendance Officer, High, School 207Student Attendance Officer, Middle School 207Warehouse Specialist 261

2021-2022 Para-Professional Compensation Plan

Texarkana ISD *Annual amounts are based on 7.5 hours per day.

Hourly

Hourly

PP2 (202) Hourly

Minimum Midpoint MaxPP1 (201) Hourly

19

PP5 (205) $16.48 $19.87 $23.24Administrative Assistant, 21st Century Learning Center(ACE)

222 187 Days 23,113 27,868 32,594

Administrative Assistant, Chief Academic Officer 222 207 Days 25,585 30,848 36,080

Administrative Assistant, College & Career Readiness 207 222 Days 27,439 33,084 38,695Administrative Assistant, Elem Campus 222 261 Days 32,260 38,896 45,492Administrative Assistant, High School 207,222Administrative Assistant, Middle School 222Certification, Contracts and Leave Advisor, HR 222Clerk, Accounting 222Specialist, Production Record & Logisitics 222Virtual School Registrar 222Virtual School Registrar/PEIMS Specialist 222PP6 (206) $18.14 $21.86 $25.57Administrative Assistant, Athletics 222 187 Days 25,441 30,659 35,862Administrative Assistant, DAEP, Public Safety 222 222 Days 30,203 36,397 42,574Administrative Assistant, HR/Deputy Super 222 261 Days 35,509 42,791 50,053Administrative Assistant, Purchasing 222Administrative Assistant, Quality Assurance 222Area Supervisor, Child Nutrition 222Behavioral Support Specialist 187Child Nutrition Lead Mgr and Training Supervisor 222Office Manager, Maintenance, IT 222,261Print Production Manager 222Registrar, Middle School 222Specialist, Accounts Payable 222Specialist, Staff Development 222Specialist,Child Nutrition 222PP7 (207) $20.07 $23.61 $27.16Behavioral Intervention Coordinator 207 187 Days 28,148 33,113 38,092Communication Specialist, Deaf Ed 187 207 Days 31,159 36,655 42,166Registrar, High School 222 222 Days 33,417 39,311 45,221Specialist - Instructional Services 222PP8 (208) $21.67 $25.50 $29.32Administrative Assistant, Superintendent & BOT 222 187 Days 30,392 35,764 41,121Deaf Education Interpreter 187 207 Days 33,643 39,589 45,519Specialist, HR 222 222 Days 36,081 42,458 48,818Specialist, Compensation & Postion Control 222Specialist, Employee Benefits 222Specialist, Family & Community Engagement 222Specialist, Payroll 222Student Services Specialist, Middle School 207PP9 (209) $22.75 $26.78 $30.77

187 Days 31,907 37,559 43,155Hourly

Hourly

Hourly

Hourly

Hourly

20

PayGrade Job Title Calendars

Hourly $11.68 $14.62 $17.54Audio-Visual Technician, Technology 222 222 19,447 24,342 29,204

Hourly $21.05 $26.30 $31.57Computer Technician, Technology 222 222 35,048 43,790 52,564Help Desk Manager, Technology 222Infrastructure Technician, Technology 222Network Technician, Technology 222

Hourly $29.95 $36.09 $42.21Applications Developer, Technology 222 Daily $224.64 $270.65 $316.66Child Nutrition Systems Analyst 222 222 49,870 60,084 70,299Systems Administrator, Technology 222Senior Infrastructure Technician

Daily $247.10 $297.72 $348.33Sr Network Administrator, Technology 222 222 54,856 66,094 77,329Sr Systems Administrator, Technology 222

Daily $284.18 $342.39 $400.56Director, Technology 222 222 63,088 76,011 88,924IT-5 (405)

2021-2022 Information Technology Compensation PlanTexarkana ISD *Annual amounts are based on 7.5 hours per day.

IT - 4 (404)

IT-3 (403)

Minimum Midpoint Max

IT - 1 (401)

IT-2 (402)

21

Texarkana ISDPay Grade Job Title Calendar

Minimum Midpoint Maximum

$168.89 $211.11 $253.32Academic Advisor 12 187 Days 31,582 39,478 47,371Administrative Intern 12 222 Days 37,494 46,866 56,237Assistant Director, Maintenance 12 261 Days 44,080 55,100 66,117Case Manager 11Coordinator, Child Nutrition 12Coordinator, Transportation 12Instructor, (Ath, Content, Deaf Ed, ISS, SDAEP, SPED, Band) 10Student Information Specialist 12Testing Assistant/Academic Support (ESSER) 10

$206.66 $249.00 $291.34Administrative Support Specialist 12 197 Days 40,712 49,053 57,394Coordinator, Child Care Services 12 207 Days 42,779 51,543 60,307Coordinator, Risk Management and Safety 12 222 Days 45,879 55,278 64,677Family Engagement Specialist 11 261 Days 53,938 64,989 76,040Social Worker 11Specialist, Behavior Intervention 12Specialist, Graphic Design 12Trainer, Athletics

$254.20 $306.27 $358.33Assistant Director, Athletics 12 187 Days 47,535 57,272 67,008Assistant Principal, Elementary Campus 11 197 Days 50,077 60,335 70,591Chief Accountant, Business Operations 12 207 Days 52,619 63,398 74,174Comptroller, Child Nutrition 12 222 Days 56,432 67,992 79,549Coordinator, 21 Century Community Learning Center (ACE) 12 261 Days 66,346 79,936 93,524

Coordinator, 21 Century Family Engagement (ACE) 12Coordinator, Dyslexia 11,12Coordinator, Health Services 11Counselor 10.5, 11Diagnostician 11

Director, Transportation 12Instructional Coach, Lead 11Licensed Specialist School Psychologist (LSSP) 11Principal, DAEP and TILC 12Speech Pathologist, Certified 10

$269.44 $324.65 $379.82Assistant Principal, Middle School 11, 12 197 Days 53,080 63,956 74,825Associate Principal, Middle School 12 207 Days 55,774 67,203 78,623Coordinator, Instructional Services 12 222 Days 59,816 72,072 84,320Coordinator, SPED 12 261 Days 70,324 84,734 99,133Curriculum Coach, Middle School 11Director, MIS 12Director, Student Services 12

2021-2022 Professional Compensation Plan

P-4 (104) Daily

P-3 (103) Daily

P-2 (102) Daily

P-1 (101) Daily

22

P-5 (105) $285.62 $344.29 $402.62Assistant Principal, High School 11, 12 187 Days 53,411 64,382 75,290Associate Principal, High School 12 207 Days 59,123 71,268 83,342Director School Security/Police Chief 12 222 Days 63,408 76,432 89,382Director, 21st Century Project (ACE) 12 261 Days 74,547 89,860 105,084Director, Music and High School Band 12Director, Purchasing & Special Events 12Occupational Therapist 10Physical Therapist 10Principal, Options 12P-6 (106) $319.89 $385.41 $450.91Director, Child Nutrition 12 187 Days 59,819 72,072 84,320Director, Construction & Facilities Projects 12 222 Days 71,016 85,561 100,102Director, Humanities 12 261 Days 83,491 100,592 117,688Director, Maintenance & Construction 12Director, CTE and STEM Education 12Principal, Elem Campus 12

Daily $342.27 $412.37 $482.48Director, SPED and Federal Programs 12 222 Days 75,984 91,546 107,111Exec Director, Athletics 12Exec Director, Human Resources 12Principal, Middle School 12P-8 (108) Daily $366.22 $441.24 $516.26Assistant Superintendent, Alternative Education 12 222 Days 81,301 97,955 114,610Exec Director, Curriculum and Instruction 12Principal, High School 12

$468.83 $551.56 $634.28Associate Supt, Family & Community Engagement 12 222 Days 104,080 122,446 140,810Chief Academic Officer 12Chief Communications Officer 12Chief Financial Officer 12Chief Innovation Officer 12Chief Operating Officer 12

$501.63 $590.16 $678.68Deputy Superintendent 12 222 Days 111,362 131,016 150,667P-10 (110) Daily

P-9 (109) Daily

P-7 (107)

Daily

Daily

23

Type of Supplemental Duty Stipend

Assistant Coach 1st Sport $3,000.00 -$3,500.00Assistant Coach 2nd Sport $3,000.00-$3,500.00Assistant Coach 3rd Sport $3,000.00-$3,500.00Head Coach High School 7,000.00$ Head Coach Middle School 6,000.00$

Co-Curricular 3,000.00$ Convergent Media Stipend 1,500.00$ Landscaping/Facilities Management Stipend 3,000.00$ Technology Coordinator 2,500.00$ CTE HS Media 5,000.00$ TISD Video, Media and other projects 14,700.00$

Dual Credit Teacher Base(with 10 or More students) 1,650.00$ Dual Credit Teacher (with 10 or More students) per student amount 40.00$ Dual Credit Teacher (With less than 10 students) per student amount 200.00$ HS Cheer Sponsor 3,500.00$ HS Dance Assistant/Choreographer for Theatre Production 500.00$ HS Debate Sponsor 2,000.00$ HS Department Chair 2,000.00$ HS Department Chair PE 1,250.00$ HS Department Chair SPED 2,000.00$ HS Detention and Supervision 2,500.00$ HS Drama Assistant Sponsor 3,000.00$ HS Drama Sponsor 6,000.00$ HS Grounds Improvement Program 2,500.00$ HS Lead Teacher Leader in Me 2,000.00$ HS Leadership 5,000.00$ HS Mu Alpha Theta Sponsor 500.00$ HS Musical Assistant for Theatre Production 500.00$ HS Musicals Choir 500.00$ HS Musicals Dance 500.00$ HS National Honor Society Sponsor 750.00$ HS Operations and Facilities Management 3,000.00$ HS REACH Coordinator 2,500.00$ HS REACH Teacher 1,000.00$ HS Rosebud Sponsor 750.00$ HS Student Council 4,000.00$ HS Student Council Co-Sponsor $1,000.00 - $2,500.00HS TBOTS (Asst Coach, Design, Head Coach) 1,000.00$ HS Theater Technical Director 6,000.00$

Stipend Schedule 2021-2022

ATHLETICS

CAREER and TECHNOLOGY

HIGH SCHOOL

24

HS UIL Academic Coordinator 3,000.00$ HS Yearbook Sponsor 6,500.00$

MS Cheerleader Head Coach 6,000.00$ MS Interventions $2,000/ $4,000MS National Honor Society Sponsor 600.00$ MS Pep Squad Co-Chair 1,000.00$ MS REACH Coordinator 3,000.00$ MS REACH Teacher 1,000.00$ MS Robotics Facilitator 750.00$ MS Robotics Program (includes Club) 1,500.00$ MS Student Council Co-Sponsor 2,500.00$ MS Team Leader 1,000.00$ MS Tiger Vision Junior 3,000.00$ MS UIL Coach 300.00$ MS UIL Co-Coordinator 600.00$ MS Yearbook Sponsor 3,000.00$

HS and MS Band Assistant Director $ 7,500.00-7,700.00HS Band Director & Director of Percussion 9,200.00$ HS Choir 5,000.00$ HS Color Guard 5,000.00$ HS Drill Team 5,000.00$ MS Choir 5,000.00$ MS Head Band Director 11,700.00$ Strings Program 2,500.00$

Alternative Teacher Placement/Extended Day (SDAEP, TILC, RISE) 2,000.00$ Bilingual Teacher (Certified, approved placement) 4,000.00$ Bilingual/Translator Services (assigned staff at approved locations) 1,000.00$ Campus Club Stipend (Student Development) 500.00$ Campus PIE Contact 1,000.00$ Director on-call Increment 1,200.00$ ESSER Teacher Retention Stipend (ESSER funded) 1,000.00$ Fine Arts 500.00$ HeadStart, Pre-Kindergarten 750.00$ HS and MS Conference Period Buy-out/ Teaching per section 5,500.00$ In-home Training (Special Populations) 3,500.00$ Instructional Coach 4,000.00$ Intramural Program $ 2,000.00-2,500.00Lead Speech Language Pathologist and Medicaid Support 1,250.00$ Lead Teacher (Visually Impaired) 2,000.00$ Performing Arts Center Coordination 2,500.00$ Police Crosswalk Management 1,500.00$ Police Lieutenant 4,000.00$ Police Sergeant 2,000.00$

OTHER STIPENDS

MIDDLE SCHOOL

MUSIC

25

Shortage Stipend (8th-12th grade Math & Science, Certified approved placement) 4,000.00$ Shortage Stipend (Secondary Foreign Language) 3,000.00$ Specialist, 504 4,000.00$

26

Texarkana ISD Transportation Compensation Administrative Regulation

Bus Drivers

Hourly Driver Pay Plus Flat Rate for Out-of-Town Trips Only

• Employees who are employed only as Substitute/As Needed Drivers • Other Transportation Department employees who are driving outside of their regular workday

schedule • Hourly Pay Scale:

o 0 to 5 years: $11.00 an hour o 6 to 10 years: $12.00 an hour o 11+ years: $13.00 an hour

• Flat Rate Trip Pay Scale (out-of-town trips only): o 1 to 50 miles - $20 o 51 to 100 miles - $30 o 101 to 149 miles - $40 o 150+ miles - $50

Accrued Driver Pay

• Employees who are employed only as full-time Special Education Bus Drivers

Half-Route Driver Pay

• Drivers for summer school, tutorials, clubs, other special in-town routes outside the regular school day

• Half-route pay - $23.00

Flat Rate Driver Pay Only

• Professional/Exempt employees driving for the employee’s assigned sport/extracurricular activity (stipend-paid area)

• Flat Rate Trip Pay Scale: o 1 to 50 miles - $20 o 51 to 100 miles - $30 o 101 to 149 miles - $40 o 150+ miles - $50

27

Flat Rate Driver Pay Plus Hourly Wait Time Pay

• Professional/Exempt employees (such as teacher/coaches) driving outside the employee’s assigned sport/extracurricular activity

• Flat Rate Trip Pay Scale: o 1 to 50 miles - $20 o 51 to 100 miles - $30 o 101 to 149 miles - $40 o 150+ miles - $50

• Hourly Pay Scale: o 0 to 5 years: $11.00 an hour o 6 to 10 years: $12.00 an hour o 11+ years: $13.00 an hour

Flat Rate Driver Pay Plus Regular Hourly Pay

• Hourly/Nonexempt district employees driving for any reason • Flat Rate Trip Pay Scale:

o 1 to 50 miles - $20 o 51 to 100 miles - $30 o 101 to 149 miles - $40 o 150+ miles - $50

• Regular hourly rate of pay based on employee’s primary position

28

Texarkana ISD 019907 COMPENSATION AND BENEFITS DEA COMPENSATION PLAN (LEGAL)

DATE ISSUED: 10/11/2019 1 of 7 UPDATE 114 DEA(LEGAL)-P

A district shall pay each classroom teacher, full-time librarian, full-

time school counselor, or full-time nurse not less than the minimum

monthly salary, based on the employee’s level of experience, spec-

ified in Education Code 21.402 and 19 Administrative Code

153.1021.

“Classroom teacher” means an educator who teaches an average

of at least four hours per day in an academic or career and tech-

nology instructional setting, focusing on the delivery of the Texas

Essential Knowledge and Skills, and who holds the relevant certifi-

cate from the State Board for Educator Certification (SBEC). Alt-

hough noninstructional duties do not qualify as teaching, necessary

functions related to the educator’s instructional assignment, such

as instructional planning and transition between instructional peri-

ods, should be applied to creditable classroom time.

“Librarian” means an educator who provides full-time library ser-

vices and holds the relevant certificate from SBEC.

“Counselor” means an educator who provides full-time counseling

and guidance services and holds the relevant certificate from

SBEC.

“Nurse” means an educator employed to provide full-time nursing

and health-care services and who meets all the requirements to

practice as a registered nurse (RN) pursuant to the Nursing Prac-

tice Act and the rules and regulations relating to professional nurse

education, licensure, and practice and has been issued a license to

practice professional nursing in Texas.

“Full-time” means contracted employment for at least ten months

(187 days) for 100 percent of the school day, in accordance with

the definitions of school day in Education Code 25.082, employ-

ment contract in Education Code 21.002, and school year in Edu-

cation Code 25.081.

19 TAC 153.1022(a)

The Commissioner’s rules determine the experience for which a

teacher, librarian, school counselor, or nurse is to be given credit in

placing the teacher, librarian, school counselor, or nurse on the

minimum salary schedule. A district shall credit the teacher, librar-

ian, school counselor, or nurse for each year of experience,

whether or not the years are consecutive. Education Code

21.402(a), .403(c); 19 TAC 153.1022

A teacher or librarian who received a career ladder supplement on

August 31, 1993, is entitled to at least the same gross monthly sal-

ary the teacher or librarian received for the 1994–95 school year as

long as the teacher or librarian is employed by the same district.

Minimum Salary Schedule — Educators

Definitions Classroom Teacher

Librarian

Counselor

Nurse

Full-Time

Placement on Salary Schedule

Employees Formerly on Career Ladder

29



In addition, a teacher or librarian who was on level two or three of

the career ladder is entitled, as long as he or she is employed by

the same district, to placement on the minimum salary schedule

according to the guidelines at Education Code 21.403(d). Educa-

tion Code 21.402(f), .403(d)

A district shall not grant any extra compensation, fee, or allowance

to a public officer, agent, servant, or contractor after service has

been rendered or a contract entered into and performed in whole

or in part. Tex. Const. Art. III, Sec. 53

A district may not pay an employee or former employee more than

an amount owed under a contract with the employee unless the

district holds at least one public hearing. Notice of the hearing must

be given in accordance with notice of a public meeting under the

Texas Open Meetings Act [see BE].

The board must state the following at the public hearing:

1. The source and exact amount of the payment;

2. The reason the payment is being offered including the public

purpose that will be served by making the payment; and

3. The terms for distribution of the payment that effect and main-

tain the public purpose.

Local Gov’t Code 180.007

During any school year for which the maximum amount of the

basic allotment provided under Education Code 48.015(a) or (b) is

greater than the maximum amount provided for the preceding

school year, a district must use at least 30 percent of the district’s

increased funding to provide compensation increases to full-time

district employees other than administrators as follows:

1. 75 percent must be used to increase the compensation paid

to classroom teachers, full-time librarians, full-time school

counselors certified under Education Code Chapter 21, Sub-

chapter B and full-time school nurses, prioritizing differenti-

ated compensation for classroom teachers with more than

five years of experience; and

2. 25 percent may be used as determined by the district to in-

crease compensation paid to full-time district employees.

"Compensation" includes benefits such as insurance premiums.

Education Code 48.051(c), (d)

Pay Increases

Public Hearing—Contract Employees

Increase in Basic Allotment

30



A district shall not lend its credit or gratuitously grant public money

or things of value in aid of any individual, association, or corpora-

tion. Tex. Const. Art. III, Sec. 52; Brazoria County v. Perry, 537

S.W.2d 89 (Tex. Civ. App.—Houston [1st Dist.] 1976, no writ)

An employee who is covered by a cafeteria plan or who is eligible

to pay health-care premiums through a premium conversion plan

may elect to designate a portion of the employee’s compensation

to be used as health-care supplementation. The amount desig-

nated may not exceed the amount permitted under federal law. Ed-

ucation Code 22.103

An employee may use the compensation designated for health-

care supplementation for any employee benefit, including deposit-

ing the designated amount into a cafeteria plan in which the em-

ployee is enrolled or using the designated amount for health-care

premiums through a premium conversion plan. Education Code

22.106

Each school year, an active employee must elect in writing whether

to designate a portion of the employee’s compensation to be used

as health-care supplementation. The election must be made at the

same time that the employee elects to participate in a cafeteria

plan, if applicable. Education Code 22.105

For purposes of the designation of compensation as health-care

supplementation, “employee” means an active, contributing mem-

ber of the Teacher Retirement System (TRS) who:

1. Is employed by a district;

2. Is not a retiree eligible for coverage under Insurance Code

Chapter 1575 (retiree group health benefits);

3. Is not eligible for coverage by a group insurance plan under

Insurance Code Chapter 1551 (state employee health insur-

ance) or Chapter 1601 (state university employee health in-

surance); and

4. Is not an individual performing personal services for the dis-

trict as an independent contractor.

Education Code 22.101(2)

During each fiscal year, a district shall pay an amount equal to the

state contribution rate, as established by the General Appropria-

tions Act for the fiscal year, applied to the aggregate compensation

of new members of the retirement system, during their first 90 days

of employment.

Salary Advances and Loans

Designation of Compensation for Benefits

Use

Annual Election

Definition

TRS Contributions for New Hires

31



“New member” means a person first employed on or after Septem-

ber 1, 2005, including a former member who withdrew retirement

contributions under Government Code 822.003 and is reemployed

on or after September 1, 2005.

On a monthly basis, a district shall:

1. Certify to TRS the total amount of salary paid during the first

90 days of employment of a new member and the total

amount of employer payments under this section for the pay-

roll periods; and

2. Retain information, as determined by TRS, sufficient to allow

administration of this section, including information for each

employee showing the applicable salary as well as aggregate

compensation for the first 90 days of employment for new em-

ployees.

A district must remit the amount required under this section to TRS

at the same time the district remits the member’s contribution. In

computing the amount required to be remitted, a district shall in-

clude compensation paid to an employee for the entire pay period

that contains the 90th calendar day of new employment.

Gov’t Code 825.4041

During each payroll period for which a retiree is reported, a district

shall contribute to the retirement system for each retiree reported

an amount based on the retiree’s salary equal to the sum of:

1. The current contribution amount that would be contributed by

the retiree if the retiree were an active, contributing member;

and

2. The current contribution amount authorized by the General

Appropriations Act that the state would contribute for that re-

tiree if the retiree were an active, contributing member.

Gov’t Code 825.4092(b)

In addition, each payroll period and for each rehired retiree who is

enrolled in TRS Care (retiree group health insurance), a district

shall contribute to the TRS Care trust fund an amount established

by TRS. In determining the amount to be contributed by the district,

TRS shall consider the amount a retiree is required to pay for the

retiree and any enrolled dependents to participate in the group pro-

gram and the full cost of the retiree’s and enrolled dependents’ par-

ticipation in the group program. If more than one employer reports

the retiree to TRS during a month, the amount of the required pay-

ment shall be prorated among employers.

TRS Surcharge for Rehired Retirees

TRS Fund Contributions

Health Insurance Contributions

32



A district is not required to contribute these amounts for a retiree

who retired from the retirement system before September 1, 2005.

Gov’t Code 825.4092(c), (e); Insurance Code 1575.204(b)

Not later than March 1 of each year, a district shall provide employ-

ees with information regarding general eligibility requirements for

the federal earned income tax credit by one of the following means:

1. In person;

2. Electronically at the employee’s last known email address;

3. Through a flyer included, in writing or electronically, as a pay-

roll stuffer; or

4. By first class mail to the employee’s last known address.

A district may not satisfy this requirement solely by posting infor-

mation in the workplace.

In addition, a district may provide employees with IRS publications

and forms, or information prepared by the comptroller, relating to

the earned income tax credit.

Labor Code 104.001–.003

The Commissioner has held that a district may reduce educator

compensation if it gives sufficient warning of a possible reduction in

pay when educators can still unilaterally resign from their contracts.

A sufficient warning must be both formal enough and specific

enough to give educators a meaningful opportunity to decide

whether to continue employment with a district. Brajenovich v. Alief

Indep. Sch. Dist., Tex. Comm’r of Educ. Decision No. 021-R1O-

1106 (2009)

The following provisions apply only to a widespread reduction in

the amount of annual salaries paid to classroom teachers in a dis-

trict based primarily on district financial conditions rather than on

teacher performance.

For any school year in which a district has reduced the amount of

the annual salaries paid to classroom teachers from the amount

paid for the preceding school year, the district shall reduce the

amount of the annual salary paid to each district administrator or

other professional employee by a percent or fraction of a percent

that is equal to the average percent or fraction of a percent by

which teacher salaries have been reduced.

Education Code 21.4032

Exception

Notice Regarding Earned Income Tax Credit

Decreasing Pay

Widespread Salary Reductions

33



A board may not reduce salaries until the district has complied with

the requirements at Education Code 21.4022 [see Salary Reduc-

tion/Furlough Process, below]. Education Code 21.4022

In accordance with district policy [see DFFA], a board may imple-

ment a furlough program and reduce the number of days of service

otherwise required under Education Code 21.401 [see DC] by not

more than six days of service during a school year if the Commis-

sioner certifies that the district will be provided with less state and

local funding for that year than was provided to the district for the

2010–11 school year. Education Code 21.4021(a)

A board may not implement a furlough program until the district has

complied with the requirements at Education Code 21.4022 [see

Salary Reduction/Furlough Process, below]. Education Code

21.4022

Not later than July 1 of each year, the Commissioner shall

determine for each district whether the estimated amount of state

and local funding per student in weighted average daily attendance

to be provided to the district under the Foundation School Program

for maintenance and operations for the following school year is

less than the amount provided to the district for the 2010–11 school

year. If the amount estimated to be provided is less, the

Commissioner shall certify the percentage decrease in funding to

be provided to the district. Education Code 48.010

Notwithstanding Education Code 21.402 (minimum salary sched-

ule), a board may reduce the salary of an employee who is fur-

loughed in proportion to the number of days by which service is re-

duced. Any reduction in the amount of the annual salary must be

equally distributed over the course of the employee’s current con-

tract with the district.

A furlough program must subject all contract personnel to the same

number of furlough days. An educator may not be furloughed on a

day that is included in the number of days of instruction required

under Education Code 25.081 [see EB]. Implementation of a fur-

lough program may not result in an increase in the number of re-

quired teacher workdays. An educator may not use personal, sick,

or any other paid leave while the educator is on a furlough.

If a board adopts a furlough program after the date by which a

teacher must give notice of resignation from a probationary, term,

or continuing contract [see DFE], an employee who subsequently

resigns is not subject to sanctions imposed by SBEC.

Furlough Program

Funding Levels

Salaries

Furlough Days

Contract Resignation

34



A decision by a board to implement a furlough program is final and

may not be appealed and does not create a cause of action or re-

quire collective bargaining.


A board may not implement a furlough program under Education

Code 21.4021 or reduce salaries until the district has complied with

the requirements below.

A district must use a process to develop a furlough program or

other salary reduction proposal, as applicable, that:

1. Includes the involvement of the district’s professional staff;

and

2. Provides district employees with the opportunity to express

opinions regarding the furlough program or salary reduction

proposal, as applicable, at the public meeting described be-

low.

A board must hold a public meeting at which the board and district

administration present:

1. Information regarding the options considered for managing

the district’s available resources, including consideration of a

tax rate increase and use of the district’s available fund bal-

ance;

2. An explanation of how the district intends, through implemen-

tation of a furlough program or salary reductions, as applica-

ble, to limit the number of district employees who will be dis-

charged or whose contracts will not be renewed. Any

explanation of a furlough program must state the specific

number of furlough days proposed to be required; and

3. Information regarding the local option residence homestead

exemption.

The public and district employees must be provided with an oppor-

tunity to comment at the public meeting.


No Appeal

Salary Reduction / Furlough Process

Employee Involvement

Public Meeting

35

Texarkana ISD 019907 COMPENSATION AND BENEFITS DEA COMPENSATION PLAN (LOCAL)

DATE ISSUED: 7/23/2018 1 of 2 UPDATE 111 DEA(LOCAL)-X

The Superintendent shall recommend an annual compensation plan for all District employees. The compensation plan may include wage and salary structures, stipends, benefits, and incentives. [See also DEAA] The recommended plan shall support District goals for hiring and retaining highly qualified employees. The Board shall review and approve the compensation plan to be used by the District. The Board shall also determine the total compensa-tion package for the Superintendent. [See BJ series]

The Superintendent shall implement the compensation plan and establish procedures for plan administration consistent with the budget. The Superintendent or designee shall classify each job title within the compensation plan based on the qualifications, duties, and market value of the position.

The District shall pay all salaried employees over 12 months in equal monthly or bimonthly installments, regardless of the number of months employed during the school year. Salaried employees hired during the school year shall be paid in accordance with ad-ministrative regulations.

The Superintendent shall recommend to the Board an amount for employee pay increases as part of the annual budget. The Super-intendent or designee shall determine pay adjustments for individ-ual employees, within the approved budget following established procedures.

A contract employee’s pay may be increased after performance on

the contract has begun only if authorized by the compensation plan of the District or there is a change in the employee’s job assign-

ment or duties during the term of the contract that warrants addi-tional compensation. Any such changes in pay that do not conform with the compensation plan shall require Board approval. [See DEA(LEGAL) for provisions on pay increases and public hearing requirements]

The Superintendent may grant a pay increase to a noncontract employee after duties have begun because of a change in the em-ployee’s job assignment or to address pay equity.

During an emergency closure, all employees shall continue to be paid for their regular duty schedule unless otherwise provided by Board action. Following an emergency closure, the Board shall adopt a resolution or take other Board action establishing the pur-pose and parameters for such payments. [See EB for the authority to close schools]

Pay Administration

Annualized Salary

Pay Increases

Mid-Year Pay Increases

Contract Employees

Noncontract Employees

Pay During Closing

36

Texarkana ISD 019907 COMPENSATION AND BENEFITS DEA COMPENSATION PLAN (LOCAL)

DATE ISSUED: 7/23/2018 ADOPTED: 2 of 2 UPDATE 111 DEA(LOCAL)-X

Nonexempt employees who are required to work during an emer-gency closing for a disaster, as declared by a federal, state, or lo-cal official or the Board, shall be paid at the rate of one and one-half times their regular rate of pay for all hours worked up to 40 hours per week. Overtime for time worked over 40 hours in a week shall be calculated and paid according to law. [See DEAB] The Su-perintendent or designee shall approve payments and ensure that accurate time records are kept of actual hours worked during emergency closings.

Federally Declared Disasters

37

Texarkana ISD Compensation Plan

Documents

Transcript of Texarkana ISD Compensation Plan