D. Except for the specific provisions applying to the Athletic Trainer position contained in this Agreement, the parties agree that the terms and conditions of employment in place for the Athletic Trainer as of February 8, 2007, shall remain in place, unless and until changed by the parties in writing.

4. Level Four

If the aggrieved is not satisfied with the disposition of the grievance at Level Three, the aggrieved may submit the grievance to the Board of Education, in writing, within ten (10) days after receiving the written decision of the Superintendent in Level Three. The Board of Education shall review the information provided at its next regularly scheduled meeting and the grievant and his/her representatives shall have a right to an appearance before the Board at that meeting. The Board shall render a decision in writing within 15 days from the date of the meeting.
5. Level Five

D. Any instructional aide who has three years (3) or more of District service shall not be reduced in force before any other instructional aide who has fewer than three years (3) of experience and who works in an in-class support situation.

I. The Association will be provided with one (1) Association business day per year to be used by the President or his/her designee for Association business.

1. The in-school day for teachers and instructional aides shall be eight periods. Such day shall not exceed seven hours and 23 minutes and shall include a duty-free lunch. Each instruction period shall be 43 minutes. The in-school day for teachers and instructional aides shall begin 15 minutes before the opening of the pupils’ school day and shall end 15 minutes after the close of the pupils’ school day. On Fridays or on days preceding holidays or vacations, the teachers’ and instructional aides’ day may end at the close of the pupils’ day. On Fridays that are in-service days, teacher dismissal shall occur no later than the normal time that teachers are dismissed on Fridays.
The parties agree to set up a subcommittee to discuss possible changes in scheduling affecting school teachers. Subcommittee discussions will begin as soon as possible. The subcommittee may make proposed changes in terms and conditions to the Association and the Board, and, if such changes are tentatively agreed to by each party, they shall be included in a sidebar and subject to the ratification process of each party.
2. Athletic Trainer. The workday will be from noon until the end of the last home athletic event. .

1. Effective June 30, 2004: Teaching staff hired on or before January 1, 1999, shall be eligible to be assigned up to 30 teaching periods in any week at no additional salary compensation. No such teacher shall be assigned more than 25 teaching periods in any week in more than one year in each two-year period beginning with the 2004-2005 school year. In the second year, a teacher may volunteer to teach more than 25 teaching periods in any week but, if they are so assigned, that year shall be treated, for the purpose of the preceding sentence, as if they had not been so assigned. If a teacher teaches a sixth period in that second year, he/she shall be compensated at the rate of $2,500 per year.

2. Teaching staff hired after January 1, 1999, shall be eligible to be assigned up to 30 teaching periods in any week at no additional salary compensation. Teaching staff hired after January 1, 1999, will not be assigned more than 25 teaching periods in any week until they have completed, at a minimum, one full semester of teaching experience in the profession, unless they should choose to waive this limitation without compensation.

3. The following provisions are effective July 1, 2002 and are applicable to all teaching staff members:

a. Teachers who are assigned to 25 teaching periods in any week shall also be assigned to five duty periods, five preparation periods and five professional periods.

b. Teachers who are assigned to 26 teaching periods in any week shall also be assigned to four duty periods, five preparation periods and five professional periods.

c. Teachers who assigned to 27 teaching periods in any week shall also be assigned to three duty periods, six preparation periods and four professional periods.

d. Teachers who are assigned to 28 teaching periods in any week shall also be assigned to two duty periods, seven preparation periods and three professional periods.

e. Teachers who are assigned to 29 teaching periods in any week shall also be assigned to one duty period, nine preparation periods and two professional periods.

f. Teachers who are assigned to 30 teaching periods in any week shall also be assigned to nine preparation periods and one professional period.

g. A professional period may include teacher/supervisor contacts, teacher/parent contacts and other professional duties as assigned but may not include direct instruction of students or pupil supervision except as limited in the next sentence. A teacher with a professional period may be assigned up to six (6) times per year to a class coverage with no additional compensation.

h. A “week” is defined as five full-length instructional days as defined above.

i. Effective July 1, 2002, the Board shall make every reasonable effort to limit the number of preparations to three (3) in a day. In any event, the maximum number of preparations for a teacher shall be four (4) in one day. The parties recognize that special circumstances make a preparations limit impossible to devise for the following teachers: World Language, Family and Consumer Science, Art, Music, Technology Education, Title 1, Special Education and Business. The Board recognizes that it is desirable to take into consideration the number of preparations for these teachers.

F. Instructional aides shall attend one (1) Back-to-School Night each year.

G. Administrative meetings -- devoted to the organization and operation of the school programs. Teachers are requested to reserve Monday (after school) for staff meetings. There shall be no more than 24 after-school meetings per year, with no more than three (3) in any one month. The Administration shall provide as much advance notice of said meetings as far in advance as possible, but at least two (2) weeks in advance of any such meeting, except in the case of an emergency. To the extent that meetings are known by early September, the Administration shall inform teachers of those dates at that time.

C. Previously accumulated unused leave days from this system will be restored to all returning teachers and instructional aides.

D. Employees shall be notified of their contract and salary status for the ensuing year no later than May 15.

E. All teachers shall be given written notice of their class and/or subject assignments for the forthcoming year not later than May 30. In the event that changes in such assignments become necessary, any teacher affected shall be notified as soon as possible.

2. Payment for Unused Sick Leave Upon Retirement

In the event a teacher or instructional aide who has accumulated sick leave qualifies for a service, age or disability retirement under the New Jersey State pension plan and notifies the Board of Education on or before December 15th of the school budget year in which he or she retires, the Board shall make payment at the beginning of the next school budget year to that teacher or instructional aide in the following amounts:

Instructional aides: through 160 days - $30 per day.

In the event a teacher or instructional aide does not provide the aforementioned notice by December 15th of the school budget year in which he or she plans to retire, the aforementioned payments shall be made at the beginning of the school budget year next following the year in which payment would have been made had timely notice been provided.

Should a teacher or instructional aide die any time prior to receipt of such payment, payment shall be made to his or her estate.

B. The parties agree to abide by the provisions of N.J.S.A. 18A:30-6.:

"N.J.S.A. 18A:30-6. Prolonged absence beyond sick leave period

When absence, under the circumstances described in section 18A:30-1 of this article, exceeds the annual sick leave and the accumulated sick leave, the board of education may pay any such person each day's salary less the pay of a substitute, if a substitute is employed or the estimated cost of the employment of a substitute if none is employed, for such length of time as may be determined by the Board of Education in each individual case. A day's salary is defined as 1/200 of the annual salary."

C. The Athletic Trainer will earn one (1) compensatory day for each day of training camp in August each year, to a maximum of 18 earned days per year. Additionally, one (1) compensatory day will be awarded for a legal holiday worked when school is not in session. These days are in addition to contractual days granted for sick leave and personal leave, and may only be taken with permission between athletic seasons when no athletic events are taking place.

C. Disability Leave

1. Any employee who anticipates undergoing a state of disability such as but not limited to surgery, hospital confinement, medical treatment or pregnancy, may apply for a leave of absence based upon said anticipated disability in accordance with provisions hereinafter set forth.

2. All employees anticipating a state of disability shall notify the Superintendent of the condition expected to result in disability as soon as the condition which may result in disability is known.

a. In the case of anticipated disability due to childbirth, the employee must request a leave of absence under this section at least ninety (90) days prior to the anticipated delivery date.

3. The employee requesting a leave under the provisions of Paragraph C. shall specify in writing the anticipated date on which he or she wishes to commence said anticipated leave and the date on which he or she wishes to return to employment following recovery from said disability.

4. The employee requesting leave under Paragraph C. must produce a statement from his or her physician stating that the employee is or will be disabled pursuant to Section C.1. The statement must include anticipated commencement and termination dates for said disability.

5. The Board may request that its physician, or a physician of its choosing, confer with the employee’s physician. The Board may require, with cause, the employee to be examined by its own physician if recommended by the Board's physician after said conference. Said examination will be at the Board's expense.

6. In all cases where there is a dispute or difference of opinion between the employee’s physician and the Board's physician, the two doctors will select a third, and the parties will be governed by the opinion of the third physician. The expense of the third physician will be borne by the Board.

7. If the provisions of the foregoing sections have been met, the Board shall grant an unpaid leave of absence to a tenured teacher or to an employee with more than three (3) years of completed service in the District up to the balance of the year which concludes on June 30 and for one (1) additional year, if necessary.

8. During the period of actual disability, an employee may use accumulated sick leave pursuant to the provisions of N.J.S.A. 18A:30-1 et seq.

9. Any pregnant employee will be deemed eligible for sick leave to the extent allowable or to utilize accumulated sick leave twenty (20) working days prior to the expected date of birth (whichever date last occurs) and shall continue until twenty (20) working days after the date of birth. If an employee shall file a certificate from her physician that she is disabled beyond the times stated as a consequence of an abnormal pregnancy or birth, she shall be paid sick leave for the period of time she is so disabled. The presumption of disability does not exist for actual work days for a staff member which are far removed from the date of birth. For example, if a child is born on June 15, the 20 working days prior to the birth are covered by the presumption. However, if the next working days for the staff member begin on September 1, the first 20 working days in the new school year are not presumed to be days for which sick leave can be automatically taken. In applying this provision, “working days” are defined as all week days except for observed holidays (e.g. July 4^th and Labor Day.

10. A statement from a physician certifying that the employee is physically able to return to duty shall be furnished to the Board before the person is permitted to return from disability leave.

11. Except as provided above, no employee shall be barred from returning to duty after the birth of the person's child solely on the ground that there has not been a specified time lapse between the birth and the employee's desired date of return.

12. No employee shall be required to leave work because of her pregnancy at any specific time prior to expected birth nor be prevented from returning to work after birth solely on the grounds that there has not been a lapse of specific duration between child birth and the desired return date.

D. Child Care Leaves

1. A non-tenured employee shall only be entitled to a leave up to the expiration of his/her contract.

2. Tenured approved leaves of absence shall run from their commencement date until the end of that school year or any marking period within the year requested by the employee. These leaves of absence may be extended for the subsequent school year or any number of consecutive marking periods in that year by applying to the Superintendent of Schools by April 1st of the initial leave year or within thirty (30) days after the date of birth or adoption, whichever is later. No further extensions shall be granted.

3. Nothing herein shall prevent the employee and the Board from agreeing that a tenured teacher may return on other than the beginning of a marking period if such earlier return is administratively convenient to the Board. Such decision is not grievable. Any change in the return date shall be submitted in writing to the Superintendent sixty (60) days prior to the return.

4. Application

a. Application for child-rearing leave shall be made by the employee to the Superintendent at least ninety (90) days prior to the anticipated birth of the child.

b. Any employee adopting a child shall be granted a child-rearing leave in conformity with the provisions of D.1. or D.2. as relevant, which shall commence upon the date such employee obtains custody of the child. Since such date of custody cannot be predicted in all cases, notices shall be given to the Superintendent at least ninety (90) days prior to the anticipated date of custody if possible and, if not, as soon as practicable.

The expiration of all child-rearing leaves shall coincide with the beginning of the next school year unless a tenured teacher is permitted to return at another time under the provisions of D.3. above.

5. Child-rearing leave time shall not be credited toward seniority nor shall the time involved in such leave be counted toward the fulfillment of the time requirements for acquiring tenure.

6. The Board and the principal assume no responsibility for reassigning the employee to the same classroom or the same grade.

7. An employee on a voluntary leave of absence shall not be eligible to either receive or accrue benefits except as statutorily required.

E. All other extended leaves (except child-care leaves) shall terminate at the first day of the last or 2nd semester.

1. To pay one-half (1/2) of the cost of tuition up to 12 credits per year at the Rowan University Graduate rate at the time the course is taken in connection with courses beyond the Bachelor Degree which aid in the performing or improving of teacher duties. A year is defined as courses completed between July 1 and the following June 30. The Superintendent of Schools or his/her designee has the right to review the course reimbursement requests prior to enrollment and reimbursement will be granted if approved by the Superintendent. No specific course grade shall be required for a tuition refund. Claims for tuition reimbursement shall only be honored if they are made within sixty days of the conclusion of the course for which reimbursement is sought. If the teacher can establish that he/she has not yet received a grade, the deadline will be extended to the teacher's grade receipt.

2. Effective July 1, 2008, there shall be a teacher sub-group Board maximum cap covering reimbursements under A. 1. The annual cap shall be $42,000.

3. The Board shall make all tuition reimbursement payments before the end of July following when the course was successfully completed under the terms of A. 1. above as long as the grade is submitted to the District by June 15. Furthermore, any employee who terminates employment with the Board of Education before such payment is made shall forfeit any amounts due under this subsection.

4. If all tuition reimbursement claims under A. 1. exceed the cap set forth in A. 2. above, all claims shall be prorated. For example, if the cap set forth will cover 95% of all claims, all individual claims will be reimbursed at 95% of the claim amount.

5. Board Policy 3153.1 governs repayment of tuition reimbursement monies in case of departure soon after receipt of said monies.

6. In instances where the Superintendent agrees with a request for funding for an undergraduate course, the Board of Education will reimburse 100% of the tuition cost associated with taking the approved course. The Board shall not be required to reimburse teachers for undergraduate courses taken to obtain or maintain a certification or endorsement unless the Board has directed that the teacher take the course; or unless the teacher is required to take the course as a result of transfer or reassignment by the Board made after the initial hiring and assignment.

7. Coursework taken on the undergraduate level, following the receipt of an undergraduate degree, will not count for credential placement shifts on the guide.

8. Undergraduate coursework taken with the approval and included in the Professional Improvement Plan of the employee may be counted toward the current 100 hour requirement for professional improvement.

B. Effective July 1, 2005, the Board agrees to withhold from the mentee the State-mandated mentoring fee in equal installments throughout the year and forward that amount to the mentor semi-monthly (15^th/30^th).

B. WORK YEAR

1. The parties agree that the teacher work year shall be one hundred and eighty-eight (188) days and that two (2) of those days shall be devoted to attendance at the N.J.E.A. Convention which shall be mandatory in accordance with existing statutory law. Effective with the 2015-2016 year, the foregoing sentence is obsolete and the teacher work year shall be 187 days, with no more than 180 instructional days. Any snow days that occur, will be added at the end of the year, at the discretion of the Board of Education.

2. Athletic Trainer. The work year for this position is the work year under B. 1. Above, and all other days when athletic practices or competitions are scheduled on campus. Attendance may be required at an off-campus event at the discretion of the Principal. This position requires the Athletic Trainer to be present for August physicals and practices.

D. Effective July 1, 2008, all salaries will be paid through the direct deposit system.

E. Appendix B column adjustments are made twice a year. In order to move to a new column on September 1, all information required to make such an adjustment must be in the Superintendent’s office in writing before the close of business on August 15. In order to move to a new column on February 1, all information required to make such an adjustment must be in the Superintendent’s office in writing before the close of business on January 15.

F. ACTIVITIES AND CLUBS

1. The Board shall review individual and Association requests for changes in position levels. Such requests shall be submitted by June 1 each year. The Board shall review time logs, discuss the suggested change with the teacher and the Association, and shall decide whether a change is warranted. This decision shall be made by August 1. The decision shall be in writing and binding.

2. After two (2) years of continuous operation, if the Association requests that an undesignated club be placed onto Appendix C, and the Board agrees, it shall be placed at the appropriate level.

4. Effective on the first of a month following the mutual ratification of the 2004-2007 Memorandum of Agreement, the Patriot X plan shall be modified by the changes identified as Option 4. Under Option 4, the specialist co-pay shall be $25 and the emergency room visit co-pay shall be $50.

5. Effective July 1, 2008, the Board-paid plan shall be Patriot V for all insurance eligible employees hired on or after that date.

2. Effective July 1, 2008, the Board shall pay a maximum contribution to an eligible employee’s premium as follows:
Single $1,158.40
Parent/Child $1,562.90
Husband/Wife $2,175.40
Family $2,724.94

Effective July 1, 2009, the Board shall pay 82.6% of an eligible employee’s premium. The employee shall pay the balance over the course of the year.

Effective after ratification of the 2004-2007 Agreement, dependent coverage will be available at employee cost.

1. There shall be a voluntary health insurance waiver plan for employees eligible to receive coverage under A./C. or any enrollment level under D. above. Employees may waive health-hospitalization/prescription and dental; or may waive health-hospitalization/prescription only or dental only.
2. Each year, the Board shall provide appropriate forms to all employees with coverage under A., C. and/or D. above. Said form will contain a final return date.
3. Effective July 1, 2014, employees who voluntarily elect to waive coverage shall receive the following relevant amount(s):
Health and hospitalization insurance:
Family coverage: $4,350
Single coverage: $1,450
2 Adult: $3,775
P/C: $2,950

Prescription insurance:
Family coverage: $860
Single coverage: $360
2 Adult: $685
P/C: $435

Dental Insurance:
Any coverage: $80
4. Payment of the monies in 3. above shall be made by separate check before July 31 after the conclusion of the waived year.
5. Employees must waive such insurance for a full year (July 1 through June 30) to be eligible for said payment.
6. Employees who have no other comprehensive family or husband/wife insurance shall not be permitted to waive coverage under A. above.
7. An employee who waives coverage may re-enroll for the next year during the open enrollment period.
8. Employees shall be permitted to re-enroll in coverages under A./C above (not D.) in emergency situations during the year. The amount of the waiver payment shall be prorated to the amount of time that the relevant insurance was waived.
9. In order to protect all employees’ insurance benefits from federal taxation because of agreement to this waiver plan, the Board shall file the necessary Section 125 paperwork and shall pay all administrative costs.

Effective July 1, 2004, the Board of Education, pursuant to a proposal made by the Association under the terms of N.J.S.A. 34:13A-5.5, agrees to a representation fee in lieu of dues under the following terms:


A. PURPOSE OF THE FEE


If any employee does not become a member of the Association during any membership year which is covered in whole or in part this agreement, said employee will be required to pay a representation fee to the Association for that membership year. The purpose of this fee will be to offset the employee's per capita cost of services rendered by the Association as majority representative.

The representation fee to be paid by nonmembers/fee-payers will be pursuant to the determination of an impartial arbitrator in accordance with the law.

B. DETERMINATION OF FEE

Prior to the beginning of each membership year (September 1 through August 31), the Association will notify the Board in writing of the amount of the regular membership dues, initiation fees, and assessments charged by the Association to its own members for the academic year. The representation fee to be paid by non-members will be determined by the Association in accordance with the law.
C. DEDUCTION AND TRANSMISSION OF FEE

1. Notification

Once during each membership year, but no later than October 1 of the year, the Association will submit to the Board a list of those employees who have not become members of the Association for the then current year. The Board will deduct from the salaries of such employees, in accordance with paragraph 2. below.

2. Payroll Deduction Schedule

The Board will deduct the full amount of the yearly representation fee in equal installments from the paychecks paid to each employee on the aforesaid list during the February through June period.

3. Termination of Employment

If an employee terminates his or her employment with the Board before the Association has received the prorated amount of the representation fee to which it is entitled under this Article, the Board will deduct the unpaid portion of the prorated fee from the last paycheck paid to said employee during the academic year in question.

4. Mechanics

The mechanics for the deduction of representation fees and the transmission of such fees to the Association will, as nearly as possible, be the same as those used for the deduction and transmission of regular membership dues to the Association.

5. New Employees

Each month in which the Board hires a new unit member(s), the Board will notify the Association in writing of the name(s), job title(s) and date(s) of employment of the new employee(s).

D. INDEMNIFICATION

The Association shall indemnify and hold the Board harmless against any and all claims, demands, suits, and other forms of liability that may arise out of, or by reason of, any action taken or not taken by the Board in conformance with this provision.

STEP	STEP	BA	BA+15	BA+30	MA	MA+15	MA+30
13-14	14-15		800	1600	2400	3200	4000
***	1	51471	52271	53071	53871	54671	55471
1	2	51771	52571	53371	54171	54971	55771
2	3	52071	52871	53671	54471	55271	56071
3	4	52371	53171	53971	54771	55571	56371
4	5	53471	54271	55071	55871	56671	57471
5	6	54671	55471	56271	57071	57871	58671
6	7	55871	56671	57471	58271	59071	59871
7	8	57071	57871	58671	59471	60271	61071
8	9	60021	60821	61621	62421	63221	64021
9	10	63221	64021	64821	65621	66421	67221
10	11	67221	68021	68821	69621	70421	71221
11	12	71521	72321	73121	73921	74721	75521
12	12A	75821	76621	77421	78221	79021	79821
13	13	80126	80926	81726	82526	83326	84126
14	14	81426	82226	83026	83826	84626	85426

STEP	STEP	BA	BA+15	BA+30	MA	MA+15	MA+30
14-15	15-16		800	1600	2400	3200	4000
***	1	51552	52352	53152	53952	54752	55552
1	2	51852	52652	53452	54252	55052	55852
2	3	52152	52952	53752	54552	55352	56152
3	4	52452	53252	54052	54852	55652	56452
4	5	53614	54414	55214	56014	56814	57614
5	6	54776	55576	56376	57176	57976	58776
6	7	55976	56776	57576	58376	59176	59976
7	8	57076	57876	58676	59476	60276	61076
8	9	60176	60976	61776	62576	63376	64176
9	10	63476	64276	65076	65876	66676	67476
10	11	67476	68276	69076	69876	70676	71476
11	12	71776	72576	73376	74176	74976	75776
12	12A	76076	76876	77676	78476	79276	80076
12A	13	80326	81126	81926	82726	83526	84326
13/14	14	81926	82726	83526	84326	85126	85926

STEP	STEP	BA	BA+15	BA+30	MA	MA+15	MA+30
16-17	17-18		800	1600	2400	3200	4000
***	1	51616	52416	53216	54016	54816	55616
1	2	51916	52716	53516	54316	55116	55916
2	3	52216	53016	53816	54616	55416	56216
3	4	52516	53316	54116	54916	55716	56516
4	5	53616	54416	55216	56016	56816	57616
5	6	54801	55601	56401	57201	58001	58801
6	7	56001	56801	57601	58401	59201	60001
7	8	57201	58001	58801	59601	60401	61201
8	9	59551	60351	61151	61951	62751	63551
9	10	62951	63751	64551	65351	66151	66951
10	11	66951	67751	68551	69351	70151	70951
11	12	70951	71751	72551	73351	74151	74951
12	12A	74951	75751	76551	77351	78151	78951
12A	13	79076	79876	80676	81476	82276	83076
13/14	14	82726	83526	84326	85126	85926	86726

If the person performing said duties is not a full-time teacher in the District, compensation shall be at the Board’s discretion.

All coaches will attend 1 of 2 district offered sport clinics per year not to exceed 3 1/2 hours in length in lieu of a practice, match or game.

An assistant coach moving to a head coach position in the same sport shall not be compensated at a lower rate, but shall be placed at the first step greater than his/her previous stipend.

* An assistant drama director moving to drama director shall not be compensated at a lower rate, but shall be placed at the first step greater than his/her previous stipend.

Levels	1	2	3	4
Hours to Level Ranges	+150	+100	+60	+40
	2400	1500	1250	1000

Builders Club	2
Student Council - HS	2
French Club	2
Book Club – H.S.	3
Freshman Class Advisor	3
German/Russian Club	3
Intl. Thespian Society	3
Leo Club	3
Science League	3
Sophomore Class Advisor	3
Student Council - MS	3
Student Publications	3
Art Club – H.S.	4
Key Club	4
Mock Trial	4
Spanish Club	4
Varsity Club	4
Weight Training – each season (4 seasons)	4

If the person performing said duties is not a full-time teacher in the District, compensation shall be at the Board’s discretion.

All coaches will attend 1 of 2 district offered sport clinics per year not to exceed 3 1/2 hours in length in lieu of a practice, match or game. An assistant coach moving to a head coach position in the same sport shall not be compensated at a lower rate, but shall be placed at the first step greater than his/her previous stipend.

APPENDIX C-2, continued CO-CURRICULAR AND ATHLETIC SALARY SCHEDULE 2015-2016 PERFORMING ARTS 1 2 3 4 5 Marching Band Director 2998 3152 3408 3818 5253 Assistant Marching Band Director 1522 1635 1743 1953 2793 Choral Director 1743 1850 2014 2281 3203 Jazz Band Director 1102 1204 1307 1358 2127 Madrigals 1204 1307 1522 1743 2486 Concert Band Director 846 938 1051 1153 1563 MUSICAL 1 2 3 4 5 Musical Director 1522 1743 1953 2229 3101 Musical Drama Director 1522 1743 1953 2229 3101 Musical Orchestra Director 794 846 999 1128 1256 Rehearsal Accompanist (only as additional person) 743 820 897 974 1051 Business Manager 1051 948 1102 1179 1614 Costumes (Based upon need and administrative approval) 764 825 907 979 1133 Choreographer (Based upon need and administrative approval) $359-$1067 Stage Manager (Based upon need and administrative approval) $359-$1067 FALL PLAY 1 2 3 4 5 Drama 1102 1307 1522 1743 2153 Assistant Drama * 794 846 999 1128 1256 * An assistant drama director moving to drama director shall not be compensated at a lower rate, but shall be placed at the first step greater than his/her previous stipend. YEARBOOK 1 2 3 4 5 Yearbook Editor 2793 3049 3408 3716 4843 Yearbook Business 1051 1153 1256 1358 1871 APPENDIX C-2, continued CO-CURRICULAR AND ATHLETIC SALARY SCHEDULE 2015-2016 Levels 1 2 3 4 Hours to Level Ranges +150 +100 +60 +40 2460 1538 1281 1025 STUDENT ACTIVITIES/CLUBS ASSIGNED Level FCCLA - HS1 FCCLA - MS1 Latin Club1 Senior Class Advisor1 Junior Class Advisor 1 National Honor Society1 Builders Club 2 Student Council - HS 2 French Club 2 Book Club – H.S. 3 Freshman Class Advisor 3 German/Russian Club 3 Intl. Thespian Society 3 Leo Club 3 Science League 3 Sophomore Class Advisor 3 Student Council - MS 3 Student Publications 3 Art Club – H.S. 4 Key Club 4 Mock Trial 4 Spanish Club 4 Varsity Club 4 Weight Training – each season (4 seasons) 4 The process for creation of compensated clubs and changes in the level for existing clubs is contained in Article 26, F.

If the person performing said duties is not a full-time teacher in the District, compensation shall be at the Board’s discretion.
All coaches will attend 1 of 2 district offered sport clinics per year not to exceed 3 1/2 hours in length in lieu of a practice, match or game. An assistant coach moving to a head coach position in the same sport shall not be compensated at a lower rate, but shall be placed at the first step greater than his/her previous stipend.

APPENDIX C-3, continued CO-CURRICULAR AND ATHLETIC SALARY SCHEDULE 2016-2017 PERFORMING ARTS 1 2 3 4 5 Marching Band Director 3073 3231 3493 3914 5384 Assistant Marching Band Director 1560 1676 1786 2001 2863 Choral Director 1786 1896 2064 2338 3283 Jazz Band Director 1129 1234 1340 1392 2180 Madrigals 1234 1340 1560 1786 2548 Concert Band Director 867 961 1077 1182 1602 MUSICAL 1 2 3 4 5 Musical Director 1560 1786 2001 2285 3178 Musical Drama Director 1560 1786 2001 2285 3178 Musical Orchestra Director 814 867 1024 1156 1287 Rehearsal Accompanist (only as additional person) 762 841 919 998 1077 Business Manager 893 972 1129 1208 1655 Costumes (Based upon need and administrative approval) 783 846 930 1003 1161 Choreographer (Based upon need and administrative approval) $368 to $1094 Stage Manager (Based upon need and administrative approval) $368 to $1094 FALL PLAY 1 2 3 4 5 Drama 1129 1340 1560 1786 2206 Assistant Drama * 814 867 1024 1156 1287 * An assistant drama director moving to drama director shall not be compensated at a lower rate, but shall be placed at the first step greater than his/her previous stipend. YEARBOOK 1 2 3 4 5 Yearbook Editor 2863 3126 3493 3809 4964 Yearbook Business 1077 1182 1287 1397 1917 APPENDIX C-3, continued CO-CURRICULAR AND ATHLETIC SALARY SCHEDULE 2016-2017 Levels 1 2 3 4 Hours to Level Ranges +150 +100 +60 +40 2522 1576 1313 1051 STUDENT ACTIVITIES/CLUBS ASSIGNED Level FCCLA - HS1 FCCLA - MS1 Latin Club1 Senior Class Advisor1 Junior Class Advisor 1 National Honor Society1 Builders Club 2 Student Council - HS 2 French Club 2 Book Club – H.S. 3 Freshman Class Advisor 3 German/Russian Club 3 Intl. Thespian Society 3 Leo Club 3 Science League 3 Sophomore Class Advisor 3 Student Council - MS 3 Student Publications 3 Art Club – H.S. 4 Key Club 4 Mock Trial 4 Spanish Club 4 Varsity Club 4 Weight Training – each season (4 seasons) 4 The process for creation of compensated clubs and changes in the level for existing clubs is contained in Article 26, F.

If the person performing said duties is not a full-time teacher in the District, compensation shall be at the Board’s discretion.
All coaches will attend 1 of 2 district offered sport clinics per year not to exceed 3 1/2 hours in length in lieu of a practice, match or game. An assistant coach moving to a head coach position in the same sport shall not be compensated at a lower rate, but shall be placed at the first step greater than his/her previous stipend.

APPENDIX C-4, continued CO-CURRICULAR AND ATHLETIC SALARY SCHEDULE 2017-2018 PERFORMING ARTS 1 2 3 4 5 Marching Band Director 3150 3311 3581 4011 5519 Assistant Marching Band Director 1599 1718 1831 2051 2935 Choral Director 1831 1944 2116 2396 3365 Jazz Band Director 1158 1265 1373 1427 2235 Madrigals 1265 1373 1599 1831 2611 Concert Band Director 888 985 1104 1212 1642 MUSICAL 1 2 3 4 5 Musical Director 1599 1831 2051 2342 3258 Musical Drama Director 1599 1831 2051 2342 3258 Musical Orchestra Director 835 888 1050 1185 1319 Rehearsal Accompanist (only as additional person) 781 862 942 1023 1104 Business Manager 915 996 1158 1238 1696 Costumes (Based upon need and administrative approval) 802 867 953 1028 1190 Choreographer (Based upon need and administrative approval) $377 to $1121 Stage Manager (Based upon need and administrative approval) $377 to $1121 FALL PLAY 1 2 3 4 5 Drama 1158 1373 1599 1831 2261 Assistant Drama * 835 888 1050 1185 1319 * An assistant drama director moving to drama director shall not be compensated at a lower rate, but shall be placed at the first step greater than his/her previous stipend. YEARBOOK 1 2 3 4 5 Yearbook Editor 2935 3204 3581 3904 5088 Yearbook Business 1104 1212 1319 1427 1965 APPENDIX C-4, continued CO-CURRICULAR AND ATHLETIC SALARY SCHEDULE 2017-2018 Levels 1 2 3 4 Hours to Level Ranges +150 +100 +60 +40 2585 1615 1346 1077 STUDENT ACTIVITIES/CLUBS ASSIGNED Level FCCLA - HS1 FCCLA - MS1 Latin Club1 Senior Class Advisor1 Junior Class Advisor 1 National Honor Society1 Builders Club 2 Student Council - HS 2 French Club 2 Book Club – H.S. 3 Freshman Class Advisor 3 German/Russian Club 3 Intl. Thespian Society 3 Leo Club 3 Science League 3 Sophomore Class Advisor 3 Student Council - MS 3 Student Publications 3 Art Club – H.S. 4 Key Club 4 Mock Trial 4 Spanish Club 4 Varsity Club 4 Weight Training – each season (4 seasons) 4 The process for creation of compensated clubs and changes in the level for existing clubs is contained in Article 26, F.

If the person performing said duties is not a full-time teacher in the District, compensation shall be at the Board’s discretion.
All coaches will attend 1 of 2 district offered sport clinics per year not to exceed 3 1/2 hours in length in lieu of a practice, match or game. An assistant coach moving to a head coach position in the same sport shall not be compensated at a lower rate, but shall be placed at the first step greater than his/her previous stipend.