ARTICLE NUMBER	TITLE	PAGE NUMBER
	Agreement	1
1	Recognition	1
2	Board's Rights	2
3	Negotiation of a Successor Agreement	2
4	Grievance Procedure	3
5	Employee Rights	5
6	Association Rights	6
7	Protection of Employees	7
8	School Calendar	8
9	Employment	8
10	Fair Dismissal Procedure	9
11	Teacher Workday	10
12	Paraprofessional Workday/Year	20
13	Secretarial and Custodial/Maintenance/Groundskeeper Work Year, Including Holidays and Vacation	21
14	Custodians', Maintenance, Groundskeeper and Secretaries' Work Week, Workday and Overtime	24
15A	Absence and Lateness	26
15B	Voluntary Reassignment	26
16	Involuntary Reassignment	27
17	Promotions	27
18	Non-Teaching Duties	29
19	Sick Leave	29
20	Temporary Leaves of Absence	31
21	Extended Leaves of Absence	32
22	Sabbatical Leave	35
23	Insurance Protection	36
24	Professional Development	37
25	Automobile Use	39
26	Employee and Association Obligations	39
27	Class Size	39
28	Teacher Evaluation	40
29	Custodial, Maintenance, Groundskeeper, and Secretarial Evaluation	44
30	Personnel Files	47
31	Board-Staff Relations Committee	47
32	Salaries	47
33	Working Conditions – Video Production Technician	52
34	Ten Month PM Secretary Terms and Conditions of Employment	53

35	Support Employee Discipline	54
36	Agency Fee	54
37	Miscellaneous	55
38	Duration	55
Schedule A	Professional Staff Salary Guide - 2021-2024	57
Schedule B		58
Schedule C		59
Schedules D/E/F	Inter-Scholastic Guides - 2021-2024	60
Schedules G/H/I	Intra-Scholastic Guides - 2021-2024	62
Schedule J	Miscellaneous and Hourly Positions – 2021-2024	64
Schedule K	Secretary Salary Guide - 2021-2024	65
Schedule L		65
Schedule M		66
Schedule N	12 Month Custodial/Maintenance Salary Guide – 2021-2024	67
Schedule O		68
Schedule P		69
Schedule Q	Non-Certified Salary Guides - 2021-2024	70
Schedule R	Media Assistant – Ten Months Plus Two Weeks’ Salary Guide – 2021-2024	73
	Board Policy #4160	74

1. All certified, non-supervisory personnel with the Board.

2. All clerical personnel employed by the Board, including secretaries, attendance clerks and the Media Assistant.

4. Video Production Technician, Athletic Trainer, Teacher Aide.

5. All positions not covered in 1. through 4. above for whom schedules are contained within the contract.

g. Assistant Night Foreman
h. All other supervisory and confidential employees within the meaning of the Act.

D. The parties have an obligation pursuant to Chapter 123, P.L. 1974 to negotiate in good faith with respect to terms and conditions of employment.

The term "grievance" means a complaint by any person or persons that, as to them, there has been an inequitable, improper or unjust application, interpretation or violation of a policy, agreement or administrative decision affecting said person or persons. The "aggrieved person" is the person or persons making the claim.

The term "grievance" and the procedure relative thereto shall not be deemed applicable in the following instances:

1. The failure or refusal of the Board to renew a contract of a non-tenure teacher.

2. In matters where a method of review is mandated by law, or by any rule, regulation or law of the State Commissioner of Education or the State Board of Education.

4. In matters where the discretion of the Board may not be unlimited, but where, after the exercise of such discretion, a further review of the Board's action is available to teachers under provisions of State Law.

An employee or the Association shall first discuss the grievance orally with the immediate supervisor if the subject matter of the grievance is within the supervisory employee's jurisdiction. The Association or employee will specifically identify the fact that the discussion is a Level One grievance. If the subject matter of the grievance is not within the immediate supervisor's jurisdiction, then the employee shall discuss the grievance orally with the Principal, if a teacher, or with the Business Administrator, if a clerical or custodial and maintenance employee.

An employee or the Association shall submit the grievance at this level by submitting the grievance, in writing, and specifying:

Teachers shall file the written grievance with the Superintendent. Clerical and custodial and maintenance employees shall file the written grievance with the Business Administrator. Within three (3) workdays of receipt of the written grievance (unless a different period which is mutually agreed upon), the Superintendent or Business Administrator shall hold the hearing at which all parties in interest shall have the right to be heard. Within three (3) workdays of said hearings (unless a different period is mutually agreed-upon), the Superintendent or Business Administrator shall, in writing, advise the person and the person's representative, if any, of the determination.

An employee or the Association who is dissatisfied with the recommendation at Level Two, the employee or the Association may appeal that recommendation to the next level. This appeal shall be in writing and occur within ten (10) workdays of the receipt of the written determination from the preceding level or within ten (10) workdays from when the written determination should have been made at that level. The employee or the Association filing a Level Three grievance may submit written materials in support of the grievance provided, however, that those same materials shall be served upon the Superintendent or Business Administrator at least ten (10) days prior to any hearing by the Board. The Board shall hold a hearing with the grievant and the grievant’s representative if so requested by the grievant in writing at the time the grievant is filed at this level. The Board shall make a determination within thirty (30) calendar days from the date of the grievance hearing and shall notify the employee in writing, with a copy of the determination to the representative, if any, of the determination by the Board. This time period may be extended by mutual agreement of the parties.

a. In the event that the Association is dissatisfied with the determination of the Board, the Association shall have the right to request the appointment of an arbitrator.
(1) Requests for appointment of an arbitrator shall be made to the Public Employment Relations Commission (hereinafter “PERC”). The parties shall then be bound by the rules and procedures of the PERC in the selection of an arbitrator. Such requests shall be made no later than fifteen (15) calendar days following the determination of the Board or forty-five (45) calendar days having passed with no determination having been made by the Board after receipt of the grievance. Failure to file within said time period shall constitute a bar to such arbitration unless the aggrieved employee and the Board shall mutually agree upon a longer time period within which to assert such a demand.

(2) Such request for the appointment of an arbitrator can be honored only if the aggrieved person in writing waives the right, if any, to submit the underlying dispute to any other administrative or judicial tribunal, except for the purpose of enforcing the arbitrator's decision.

(3) The arbitrator shall be limited to the issues submitted and shall consider nothing else. The arbitrator can add nothing to nor subtract anything from this Agreement.

(4) The arbitrator shall render a decision in writing within thirty (30) days after the completion of the arbitration proceedings. Only the Board, the aggrieved person, and Association representative shall be given copies of the arbitrator's decision. The decision of the arbitrator shall be final and binding on both parties.

(5) Each party shall bear the total cost incurred by themselves. Fees and expenses of the arbitrator will be shared by the parties equally.

(6) No matter shall be arbitrable which would constitute a waiver by the Board of those rights and powers which it is forbidden by law to waive or delegate.

C. Any complaint regarding a teacher made to any member of the Administration by any person will be promptly investigated and called to the attention of the teacher involved. A teacher shall be given an opportunity to respond to a complaint and shall have the right to be represented at any hearings held on such complaint.

I. The SEA President shall not be assigned to detention or duty periods.

1. In accordance with N.J.S.A. 18A:16-6, whenever any civil action has been brought or shall be brought against any teacher or Paraprofessional for any act or omission arising out of and in the course of the performance of the duties of such teacher or Paraprofessional, the Board shall defray the cost of defending such action, including reasonable counsel fees and expenses, together with costs of appeal, if any, and shall save harmless and protect such teacher or Paraprofessional from any financial loss resulting therefrom. This subparagraph shall apply to the use of automobiles in the performance of personnel's duties provided, however, that the use of such automobile shall have been authorized in writing in advance by the Superintendent.

2. During the time of suspension of a teacher pending charges, the teacher shall not receive pay provided, however, that a Board hearing upon any charge leading to suspension shall be held within two (2) weeks of the filing of the charges and further provided that if the charges are found to be without merit, the teacher shall be reinstated with all accumulated benefits and shall be reimbursed in the amount of pay withheld during suspension.

1. In accordance with N.J.S.A. 18A:16-6, whenever any action is brought against a secretarial employee before the Board or before the Commissioner of Education of the State of New Jersey which may affect the employee's employment or salary status, the Board of Education shall reimburse the employee for the cost of the defense if the action is dismissed or results in a final decision in favor of the employee.

2. The Board shall give full support including legal and other assistance for any assault upon secretarial employees while acting in the discharge of their duties.

Any suspension of a custodial and maintenance employee shall be with full pay and benefits. This shall be in effect until the Board of Education brings formal charges against said employee.

1. An employee shall immediately report any case of assault upon such employee's person or property arising out of or in connection with assigned duties. Such matters shall be reported to the Superintendent or the employee's immediate supervisor for any action which the Superintendent or supervisor deems appropriate.

2. Employees will not be required to work under unsafe or hazardous conditions nor will they receive assignments dangerous to their health and safety. Further, in the event of a civil disorder on the school property, representatives of the Association shall have the right to meet with the Board's designated representatives concerning the safety of employees.

3. It is recognized that in any emergency situation caused by fire, bomb threat, riot and the like, employees are charged with the responsibility of using all prudent means to assure the safety and well-being of students.

In accordance with N.J.S.A. 18A:16-6.1, should any criminal action be instituted against any secretary or teacher or Paraprofessional for any act or omission arising out of the performance of the duties of such teacher, Paraprofessional or secretarial employee and such proceeding is dismissed or results in a final disposition in favor of such teacher or secretarial employee or Paraprofessional, the Board of Education shall reimburse the employee for the cost of defending such proceedings, including reasonable counsel fees and expenses of the original hearing or trial and all appeals.

1. The teacher work year is one hundred eighty-seven (187) days. If the student year does not exceed one hundred eighty (180) days, the teacher year will not exceed one hundred eighty-six (186) days.

2. New teachers may be required to attend up to five (5) additional days prior to September 1. These additional days shall be for orientation and in-service purposes. These days may be scheduled beginning August 20 or later.

The Board shall notify the Association in writing of all job postings. An inadvertent failure of the Board to notify the Association of the posting of a position or the Association’s failure to receive said notification (e.g. through E-mail notification) shall not result in a rescission of an appointment to a position or the re-posting of a position.

1. A written offer of a contract for employment for the next succeeding year, providing for at least the same terms and conditions of employment, but with such increases in salary and benefits as may be required by law or agreement between the Board and the Association; or

statement of reasons for non-reemployment, such custodian may request in writing an informal appearance before the Board of Education. Such written request must be submitted to the Business Administrator within ten (10) workdays of receipt of the Board's statement of reasons.

2. Such an informal appearance shall be scheduled within thirty (30) workdays from receipt of the Board's statement of reasons.

3. A custodian's appearance before the Board of Education shall not be an adversary proceeding. The purpose of such an appearance shall be to permit the employee to convince the members of the committee to offer reemployment.

5. Within three (3) working days following the informal appearance, the Board of Education shall notify the affected custodian, in writing, of its final determination.

(2) There shall also be ten (10) other monthly meetings. The purpose of this time is for staff meetings, parent/teacher meetings, supervisor/teacher meetings, student tutoring and related instructional activities.

(3) Meetings under (1) and (2) shall start no later than fifteen (15) minutes after student dismissal and last no longer then forty-five (45) minutes.

5. However, teachers shall make themselves available in a professional manner to consult with students needing or requesting additional instruction or assistance immediately beyond the eighteen (18) minute period described above.

7. Except for 8. below, the normal teacher day shall consist of five (5) teaching periods, one (1) lunch period, one (1) duty period and one (1) prep period. For seventy-two (72) half periods a year or thirty-six (36) full periods per year, or any combination thereof, each teacher not covered by 8. below shall be available for student tutoring on a schedule developed by the Administration. There shall be an ad hoc Administration Association Committee to study the best ways to utilize Article 11. A. 7 time periods.

8. Four (4) teachers are assigned to each twenty-five (25) minute student lunch period as a duty. During one-half (1/2) of the school year, these teachers shall be provided with one (1) additional full prep period. During the other half of the school year, these teachers shall be assigned to one (1) additional full duty period.

9. A teacher shall not be required to teach more than twenty-five (25) instructional periods per week, except as required by present practice. It is agreed that teachers may voluntarily accept assignment to additional instructional periods. Neither the Association nor the Administration shall interfere or discourage the intent of this paragraph.

1. The normal teaching workday shall consist of four blocks plus two (2) half blocks.

2. Teachers shall be required to sign in eight (8) minutes before the teacher’s first assigned block (teaching, prep or duty).

On non-scheduled delayed opening days, teachers and Paraprofessionals may not be required to report to work more than forty-five (45) minutes before the student reporting time and, in no event, no earlier than they are required to report on a day with a normal opening time.

Teachers who teach in the period labeled as “6,” which is defined to mean forty (40) minutes after dismissal, will be excused from regularly scheduled faculty meetings and that part of PLC morning in-services which occur prior to their arrival time. The teachers defined above who are excused and do not attend the regularly scheduled faculty meetings and the part of the PLC morning in-services that occur prior to their arrival time will remain responsible for the content of the aforementioned faculty meetings and in-services.

3. a. Abbreviated student days designated as in-service or workshops are considered full teacher days and shall be dismissed at the close of the normal staff workday.
b. Annually there shall be twenty (20) meetings for staff after school. These meetings shall start no later than ten (10) minutes after student dismissal and last no longer than forty-five (45) minutes.

c. On Fridays and on days preceding holidays and vacations, the teachers shall be permitted to leave at the end of the normal student school day.

d. Should assignment time be available at the end of the normal teacher workday, teachers shall make themselves available in a professional matter to consult with students need or requesting additional instruction or assistance.

4. Blocks shall be eighty (80) minutes in length except for one block which is eighty-three (83) minutes and two (2) separate smaller blocks of forty (40) minutes each.

a. Five (5) full teaching blocks over the course of two (2) semesters, with no more than three (3) full teaching blocks in one (1) semester; one (1) full block of prep in each semester; the equivalent of two (2) full blocks of duty (160 minutes) over the course of two (2) semesters, with no more than one hundred twenty (120) minutes of duty in one (1) semester; and one (1) half block duty-free lunch period in each semester. A “full teaching block” is defined as either eighty (80) or eighty-three (83) minutes. A “half block” is defined as forty (40) minutes.

b. Any classroom teacher beginning work in the District on or after September 1, 2009, may be assigned the following schedule in both semesters: Six (6) full teaching blocks over the course of two (2) semesters, with no more than three (3) full teaching blocks in one (1) semester; and one (1) full block of prep in each semester; the equivalent of one (1) full block of duty (80 minutes) over the course of two (2) semesters; and one (1) half block duty-free lunch period in each semester. A “full teaching block” is defined as either eighty (80) or eighty-three (83) minutes. A “half block” is defined as forty (40) minutes.

6. Teachers hired prior to September 1, 2009, shall not be required to teach more than five (5) blocks a year (three [3] blocks in one semester and two [2] blocks in the other semester).
Teachers hired after September 1, 2009 shall not be required to teach more than six (6) blocks a year (three [3] blocks in one semester and three [3] blocks in the other semester).

It is agreed that teachers may volunteer to accept an additional block in lieu of having a prep period. Any volunteer assigned and teaching an additional block shall receive an annual payment for that year of eight thousand dollars ($8,000). Neither the Association nor the Administration shall interfere or discourage the intent of this paragraph.

All teachers who volunteer to teach an additional block class will be compensated during the time they are actually scheduled to teach the extra block as follows:

A quarter course will be paid over five (5) pay periods.

A semester course will be paid over ten (10) pay periods.

7. Full-time teachers shall receive preparation time on any full school day which is equal in minutes to the length of a regular class block. While preparation time need not be scheduled consecutively, a full-time teacher shall be provided with no period of preparation time less than forty (40) consecutive minutes in length.

8. Employees may leave the building without requesting permission during non-assigned time provided, however, the Administration must be notified of such absence in advance.

a. Teaching two (2) blocks per semester: one (1) lunch period and one (1) prep period and is paid at 6/8ths of applicable guide rate.

b. Teaching two (2) blocks one semester and one (1) block the other semester: one (1) lunch period and one (1) prep period in the two (2) block teaching semester; and, no lunch period and no prep period in the one block teaching semester. Such a teacher is paid at 4/8ths of applicable guide rate.

c. Teaching one block each semester: no lunch period and no prep period in either semester. Such a teacher is paid at 2/8ths of applicable guide rate.

d. Teaching two (2) blocks in one semester and no blocks in the other semester: one (1) lunch period and one (1) prep period in the teaching block semester. Such a teacher is paid at 3/8ths of applicable guide rate.

e. Teaching one block in one semester: no lunch period and no prep period. Such a teacher is paid at 1/8ths of applicable guide rate.

f. A part-time teacher may be assigned after-school duties proportionate to the part-time teacher’s ratio to full-time according to the provisions of a. through e. above. If a part-time teacher is assigned beyond the part-time teacher’s proportionate time, the part-time teacher shall be paid at the negotiated homebound instruction are for each hour worked beyond that proportionate amount.

The teacher will be assigned to coverage in the following order:

1. The Administration may first assign a substitute teacher or a teacher who owes coverage. Compensation shall not be paid.

2. If step 1 is unavailable, the Administration will first ask a teacher in the same department to go without their prep in order to cover the class of their absent colleague. The teacher will be compensated at the rate set forth in Article 11 (E) above and is expected to ensure the continuation of the course curriculum.

3. If steps 1 and 2 are unavailable, the Administration will ask teachers who have previously volunteered to without their prep in order to cover a class: a list shall be maintained by the Main Office. The teacher will be compensated at the negotiated rate.

4. If steps 1, 2 and 3 are unavailable, the Administration shall release a teacher from their duty in order to cover the class. This teacher will not be compensated and is expected to serve the role of supervisor of the class only.

In a non-block scheduling workday mode, the teacher overseeing the School Media Center after school shall be permitted to arrive fifteen (15) minutes before the close of Period 1. In a block scheduling mode, the arrival time shall be the same as all other teachers and the position occupant(s) shall be paid at the Homebound Instruction rate for all time worked after the close of the regular teacher workday. The position shall be posted annually.

If a teacher is present in school but absent from the evening Parent Teacher-Conference due to illness, the teacher will be charged half (1/2) a sick leave day. If a teacher is present in school but absent from the evening Parent Teacher-Conference due to personal reasons, the teacher will be charged half (1/2) a personal leave day.

If a teacher is present in school but absent from the Back-to-School night due to illness, the teacher will be charged half (1/2) a sick leave day. If a teacher is present in school but absent from the evening Back-to-School Night due to personal reasons, the teacher will be charged half (1/2) a personal leave day.

Teachers will report at the no earlier than eighty (80) minutes after the normal opening time the day following.

I. If the Board and Administration determine that there is need for the scheduling of teacher outside the regular day under Article 11, B., the Board shall:

1. Inform the SEA, through the administration, of the differing schedule prior to its posting;

2. Post the differing schedule and invite applications from qualified teachers on staff (“qualified” includes certification and/or endorsement requirements). Said posting shall be for at least ten (10) days prior to the application deadline;

3. Abide by all agreements between the parties as to terms and conditions of employment set forth in Article 11, B., except for the school arrival time set forth in BD. 2. and post arrival time set forth in B. 3. If the appointed teacher’s schedule begins earlier than the arrival time set forth in B. 2., the teacher is not obligated to attend meetings under the terms of B. 3. b. If the appointed teacher’s schedule extends beyond the normal dismissal time for other teacher, the teacher may not be able to attend such after-school meetings. In no case, shall the workday for the teacher so assigned be longer than the workday for all other full-time teachers.

2. The administration will survey the staff in writing at the beginning of September and again at the end of January to determine whether a teacher:

a. is not interested in providing any homebound instruction during the upcoming semester

b. is interested in providing homebound instruction only to his/her students

c. is interested in providing homebound instruction to any student

It is understood that responses b. and c. indicate interest, not a specific volunteering for homebound instruction.

3. When there is a need for homebound instruction which occurs outside the regular workday, the administration will:

a. approach the teacher of the student if he/she has not replied under 2. above to determine if that teacher is willing to provide the instruction;

b. in the event that that teacher is not willing to provide the instruction, the administration will make the homebound instruction opportunity available to members of the department who have indicated that they are interested under 2. c. above;

c. in the event that that no department teacher is willing to provide the instruction, the administration will make the homebound instruction opportunity available to all teachers qualified to provide the instruction who have indicated that they are interested under 2. c. above

Note: teachers who have indicated that they are not interested in providing homebound instruction in the semester will not be contacted with respect to homebound instruction opportunities.
d. In the event that following the provisions in 2. and 3. a., b. and c. above does not result in an appointee, a certified person who is not a member of the SEA unit may be appointed. e. In the event that there is no qualified volunteer under a., b. and c. above, or appointee under d. above, the Administration may assign a teaching staff member. If teacher has concerns that the location of instruction is an unsafe environment, he/she shall bring it to the immediate attention of the administration. After investigation of concerns, the administration will determine the location where instruction will occur. The location shall not exceed a five (5) miles radius from SHS.

1. The Pride Program will operate beginning fifteen (15) minutes after student dismissal time Monday through Friday.

2. Teachers assigned to work in the PRIDE program as an extra class will be compensated according to D. 9. above.

3. Teachers who volunteer to work in the PRIDE program as an extra class shall be paid at the following rate: forty-one dollars and eighty cents ($41.80) per hour for every assigned PRIDE program hour.

4. Paraprofessionals assigned to work in the PRIDE program beyond their regular workday shall be compensated at twenty dollars and ninety cents ($20.90) per hour.

5. The administration will survey the staff in writing at the beginning of June to determine whether a teacher or Paraprofessional is interested in volunteering to work in the PRIDE Program during the following school year.

6. Teacher assigned to the extended day under 1. above shall not be required to attend morning in-service programs. The principal will be responsible to provide such a teacher with the in-service information covered.

7. The PRIDE Program shall follow the school calendar as it pertains to holidays and school closings. Schedules may be changed pending circumstances such as delayed openings, early closings, in-service days, etc.

1. The Athletic Trainer will begin the work year one (1) day prior to the commencement of the preseason for fall athletics (as determined by NJSIAA) and the work year will conclude on the last teacher workday in June.

2. The Athletic Trainer will work the following hours when school is in session:


a. Fall Season: From noon until athletic events are over.
b. Winter Season: From 1:00 p.m. until athletic events are over.
c. Spring Season: From noon until athletic events are over.
d. The Athletic Trainer may be required to work weekends and certain holidays, when athletic events or practices are scheduled, and may be required to report prior to the above stated hours for specific circumstances such as playoff games, tournaments, or other events as determined by the Athletic Director.
e. The Athletic Trainer shall be required to sign-in upon arrival to work.
f. The Athletic Trainer shall not have any assigned duty.
g. The Athletic Trainer shall not have a designated prep period.
h. The Athletic Trainer shall be entitled to take a fifty (50) minute duty-free lunch. The Athletic Trainer may leave the building without requesting permission during this time provided, however, the Administration must be notified of such absence in advance.

3. The Athletic Trainer’s salary shall be in accordance with the Teacher’s salary guide. The Athletic Trainer shall receive an additional annual payment of ten percent (10%) of their base salary, not to exceed eight thousand dollars ($8,000), in consideration of the time worked during weekends, holidays, and August. This additional annual payment is pensionable and will be paid over the twenty (20) payments from September through June.

4. The Administration may assign the Athletic Director to cover classes in accordance with Article 11, section E, above, expect that the Athletic Trainer shall not be entitled to compensation.

5. The Athletic Trainer shall be required to two (2) Back to School Nights, in accordance with Article 11, section H above and attend one (1) duty each year in accordance with Article 11, section I, above.

6. The remaining provisions of Article 11 shall not apply to the Athletic Trainer.

1. The School Nurse’s work year shall be the same as the Teacher’s Work Year.

2. The School Nurse’s workday and hours shall be the same as the Teachers’ Workday and hours with the following exceptions:

a. The School Nurse shall not have a designated prep period.

b. The School Nurse shall not be assigned any duty.

c. The School Nurse shall be entitled to a duty-free lunch period of fifty (50) minutes. The School Nurse may leave the building without requesting permission during this time provided, however, the Administration must be notified of such absence in advance.

d. The School Nurse shall be required to sign-in upon arrival to work.

3. The School Nurse’s salary shall be in accordance with the Teacher’s salary guide.

4. The School Nurse shall be required to two (2) Back to School Nights, in accordance with Article 11, section H above and attend one (1) duty each year in accordance with Article 11, section I, above.

5. The remaining provisions of Article 11 shall not apply to the School Nurse.

1. The Guidance Counselor and YST work year shall be the same as the Teacher’s Work Year with the following exception:
a. All counselors and Youth Study Team members shall be available annually at least three (3) days during the week immediately preceding the first day for teachers and three (3) days immediately following the last day for teachers. Counselors and Youth Study Team members shall receive compensatory time for these days during the regular school year. The time to be used will be at the counselor's discretion up to and including six (6) consecutive days as approved by the Principal and the Superintendent.
2. The Guidance Counselors and YST workday and hours shall be the same as the Teachers’ Workday and hours with the following exceptions:
a. Guidance Counselors and YST shall not have a designated prep period.

b. Guidance Counselors and YST shall not be assigned any duty.

c. Guidance Counselors and YST shall be entitled to a duty-free lunch period of fifty (50) minutes. The Guidance Counselors and YST may leave the building without requesting permission during this time provided, however, the Administration must be notified of such absence in advance.

d. Guidance Counselors and YST shall be required to sign-in upon arrival to work.

3. The Guidance Counselors and YST salaries shall be in accordance with the Teacher’s salary guide.

4. The Administration may assign the Guidance Counselors and YST to cover classes in accordance with Article 11, section E, above, expect that the Guidance Counselors and YST shall not be entitled to compensation.

5. Guidance Counselors and YST shall attend four (4) evening activities assigned by the Administration which may include parent-teacher conferences or other student activities. Counselors are not covered by the provisions of H. and I. above.

1. 1. The Media Center Specialist work year shall be the same as the Teacher’s Work Year with the following exception:

2. The Media Center Specialist workday and hours shall be the same as the Teachers’ Workday and hours with the following exceptions:

a. Media Center Specialist shall not have a designated prep period.

b. Media Center Specialist shall not be assigned any duty.

c. Media Center Specialist shall be entitled to a duty-free lunch period of fifty (50) minutes. The Media Center Specialist may leave the building without requesting permission during this time provided, however, the Administration must be notified of such absence in advance.

d. Media Center Specialist shall be required to sign-in upon arrival to work.

3. The Media Center Specialist salaries shall be in accordance with the Teacher’s salary guide.

4. The Media Center Specialist shall be required to two (2) Back to School Nights, in accordance with Article 11, section H above and attend one (1) duty each year in accordance with Article 11, section I, above.

5. The remaining provisions of Article 11 shall not apply to the Media Center Specialist and YST.

1. On non-scheduled delayed opening days, paraprofessionals may not be required to report to work more than 45 minutes before the student reporting time and, in no event, no earlier than they are required to report on a day with a normal opening time.

2. Paraprofessionals shall leave at the close of the normal staff workday with exceptions for a, b, and c below.

a. Abbreviated student days designated as in-service or workshops are considered full instructional aide days and shall be dismissed at the close of the normal staff workday.

b. Annually there shall be twenty (20) meetings for staff after school. These meetings shall start no later than ten (10) minutes after student dismissal and last no longer than forty-five (45) minutes.
c. On Fridays and on days preceding holidays and vacations, the instructional aides shall be permitted to leave at the end of the student school day.
d. Should assignment time be available at the end of the normal paraprofessional workday, they shall make themselves available in a professional manner to consult with students needing or requesting additional instruction or assistance.

3. The normal paraprofessional day shall consist of a half block duty-free lunch period in each semester.

1. If a paraprofessional is present in school but absent from the Back-to-School night due to illness, the paraprofessional will be charged ½ sick leave day. If a paraprofessional is present in school but absent from the evening Back-to-School Night due to personal reasons, the paraprofessional will be charged ½ personal leave day.

2. Paraprofessionals will report no earlier than eighty minutes after the normal opening time the day following.

1. Custodial and maintenance employees are expected to work on days when school is closed due to inclement weather.

2. On days when school is closed due to emergency closings, secretarial employees will not be required to work.

1. Secretarial employees shall be granted the following ten (10) designated holidays annually:

In addition, secretaries shall receive the same Winter and Spring recess as the teaching staff.

In addition, there shall be two (2) “floater days” which will be scheduled as agreed to by the employee, the employee’s immediate supervisor. The prerogative for selecting the day after New Year's shall be negated if school is in session.
2. Whenever any of the holidays in 1. above falls on a Saturday or Sunday, the holiday will be scheduled as agreed to by the secretarial, custodial and maintenance employee and the immediate supervisor and approved by the Business Administrator.

3. Twelve (12) month custodial and maintenance employees shall be granted thirteen (13) paid holidays annually as follows:

These days are to be mutually agreeable to the employee and the Supervisor of Buildings and Grounds. The workload is to be taken into consideration.
4. The Supervisor of Buildings and Grounds will set the schedule for items c., f., h., and k. in 3. above.

1. Vacation eligibility shall be determined as of June 30 of each year and earned vacation credited on July 1.

2. Secretarial, custodial and maintenance employees who have completed one (1) year of employment as of July 1 in any year shall receive ten (10) days’ vacation.

3. Secretarial, custodial and maintenance employees shall receive fifteen (15) days’ vacation after the completion of one hundred twenty (120) months of continuous employment. Secretarial, custodial and maintenance shall receive sixteen (16) days’ vacation after the completion of one hundred eighty (180) months of continuous employment.

4. Secretarial employees initially employed between July 1 and September 30 of a given year will be granted ten (10) working days of paid vacation as of July 1 of the following year. Secretarial employees initially employed after September 30 shall be granted one (1) day per month for paid vacation as of July 1 of the following year.

6. Vacation Scheduling

a. All custodial and maintenance shall take five (5) vacation days during the months of July, August, and the last week of June. All remaining vacation days can be taken anytime during the twelve (12) months of the year. Vacation days may not necessarily be consecutive. Determinations shall be made by seniority. Application for vacation days to be used in July must be submitted by June 1; application for vacation days to be used in August must be submitted by July 1.
b. Should the services of one or more custodian or maintenance employee be required during the common vacation week, such determination of who shall work will be made on the basis of volunteers. Should no custodian or maintenance volunteer, an individual(s) shall be assigned to work by the Business Administrator.

c. Secretaries are expected to utilize vacation leave days when students are not present in school; however, in exceptional circumstances, secretaries shall be allowed to take vacation leave days when students are present in school but must apply at least thirty (30) days in advance. Requests for vacation are subject to the approval of the Superintendent or administrative designee.

7. Consistent with Section C(6) above, vacation time shall be scheduled to coordinate with the work schedule to the approval of the Business Administrator or administrative designee should the full-time Business Administrator be unavailable. Such approval shall not be arbitrarily withheld.

8. Vacation requests of custodial and maintenance employees are to be submitted to the Supervisor of Buildings and Grounds and vacation requests of secretarial employees are to be submitted to the immediate supervisor.

9. Vacation time accrued to the date of termination of employment will be determined by years of service and prorated according to the length of time employed on the current contract year. (Example: If an employee who is eligible for ten (10) days’ vacation time annually elects to terminate employment after six months of a contract year, the employee will be granted five (5) days vacation prior to termination of services.)

(40) hours, composed of five (5) eight (8) hour days. During the months of June, July, and August, when school is not in regular session, the normal work week of custodial, maintenance, and groundskeeper employees may be composed of four (4) ten (10) hour days at the discretion of the Superintendent or designee and Board approval, as applicable.

2. Working hours shall be assigned by the Business Administrator or administrative designee. The employee and the Association will be given at least two (2) weeks notice of any change to their working hours.

2. On the workday prior to Christmas, Easter and Thanksgiving, secretaries may leave thirty (30) minutes after teachers.

3. During the months of July and August, the normal work week of secretarial employees is thirty-five (35) hours.

4. Secretarial employees shall not be required to work before 7 a.m. or past 5 p.m. except in overtime situations as set forth in H. below. Effective September 1, 2012, the departure time for a part-time secretarial employee hired to cover the PRIDE Program shall not extend past 7:15 p.m.

5. Working hours shall be assigned by the employee's immediate supervisor. The employee and the Association will be given at least two (2) weeks notice of any change to their working hours.

1. One (1) day reduction: April 15
2. Two (2) day reduction: February 1
3. Three (3) day reduction: November 15
4. Four (4) day reduction: September 1

1. Work in excess of forty (40) hours per week will be compensated at the rate of one and one-half times the employee's hourly rate as defined in I. below.

2. Time worked between the thirty-fifth (35^th) and fortieth (40^th) hours shall be paid at the regular hourly rate for secretarial employees.

3. Work performed by a secretarial employee on Saturdays, Sundays and holidays shall be compensated at one and one-half (1 ½) times the employee's hourly rate. Work performed by a custodial and maintenance employee on Sundays shall be compensated at two (2) times the employee's hourly rate. Work performed by a custodial and maintenance employee on a legal holiday shall be compensated at two and one-half (2 ½) times the employee's hourly rate.

4. Any time worked over thirty-five (35) hours in a week by a secretarial employee shall be approved in advance by the Business Administrator or designee. Any time worked over forty (40) hours in a week by a custodial/ maintenance employee shall be approved in advance by the Business Administrator or designee.

5. Overtime for secretarial employees shall be considered voluntary. If no secretarial employee volunteers to work when overtime is required, the Business Administrator or designee shall designate an employee(s) to work overtime as needed.

6. When a custodial and maintenance employee is called in and works overtime which is not immediately before or immediately after the employee's regular scheduled workday, such employee shall receive a minimum of two (2) hours pay.

N. The Secretary to the Vice Principal is a ten (10) month position. The secretary shall work a minimum of five (5) days in the summer the week before school opens and be paid on a per diem basis.

B. An employee shall notify the District of the employee’s lateness as soon as the employee is aware that they shall be late. The District shall determine to whom said notification shall be given.

C. If discipline is given to an employee for failure to comply with the terms of A. and B., said discipline shall be subject the grievance procedure and shall be consistent with just cause standards.

Association and its members of the availability of promotional positions when such positions are opened. For the purpose of this Agreement, promotional positions shall include the positions paying a salary differential and/or positions on the administrative-supervisory levels of responsibility, including but not limited to positions such as Superintendent, Superintendent-Principal, Assistant to the Superintendent, Coordinator, Principal, Vice Principal, Guidance Director, Supervisors, and Athletic Coach or Director.

2. For the purpose of this Agreement, promotional positions for custodial and maintenance employees shall include positions on the supervisory levels of responsibility.

3. For the purpose of this Agreement, promotional positions for secretarial employees shall include positions paying a salary differential and/or positions on the administrator-supervisory levels of responsibility.

4. All vacancies in promotional positions, including specialists and positions in programs funded by the federal government, shall be adequately publicized by the Superintendent or administrative designee.

1. Teachers who desire to apply for such promotional positions shall submit to the Superintendent a written application which shall be kept on file and given consideration in the filling of the promotional positions and any similar positions as may be described in the said writing until such writing may be requested to be withdrawn by the teacher filing it.

2. All qualified teachers shall be given ten (10) days from the posting of the electronic notice to make application, and no position shall be filled until all properly submitted applications have been considered. During summer recess, teachers shall have fifteen (15) days from the posting of the electronic notice of the opening.

The Board agrees to give due consideration to the professional background and attainments of all applicants and other relevant factors. In filling such vacancies, preference may be given to qualified teachers already employed by the Board; and when all other factors are substantially equal, length of service in the district may be the deciding factor.

Notice of the filling of the positions shall be given promptly to all unsuccessful applicants. Upon request of the applicant, the Superintendent shall meet with the applicant to discuss the appointment. A determination as to the qualifications of any applicant shall be made by the Superintendent.

1. Custodians who desire to apply for promotional positions in A. above shall submit to the Superintendent or designee a written application which shall be kept on file by the Superintendent or designee and given consideration in the filling of the promotional positions and any similar positions as may be described in the said writing until such writing may be requested to be withdrawn by the custodian filing it.

2. All qualified custodians shall be given fifteen (15) calendar days from the posting of the electronic notice to make application and no position shall be filled until all properly submitted applications have been considered.

1. When school is in session, a notice of secretarial promotions shall be posted electronically as far in advance as practicable, ordinarily at least five (5) school days before the final date when applications must be submitted. A copy of said notice shall be given to the Association at the time of posting. Employees who desire to apply for such vacancies shall submit their applications in writing to the Business Administrator within the time limit specified in the notice.

2. All qualified secretarial employees shall be given adequate opportunity to make application, and no position shall be filled until all properly submitted applications have been considered. Each employee applicant not selected shall, upon request, receive a written explanation from the Business Administrator. Appointments shall be posted in the office or distributed to the interested employees. Announcements of appointments shall be made by posting a list in the School Office. The list shall be given to the Association and shall indicate which positions have been filled and by whom.

1. All accumulated unused sick leave which had accrued through June 30, 1977, either through prior unused annual sick leave or unused personal days by prior contractual arrangement.

2. All accumulated unused sick leave which had accrued on or after July 1, 1977, through unused annual sick leave only.

It is the intention of this paragraph to exclude from the category of "accumulated unused sick leave" for purposes of any such future legislation any unused personal days which accrue on or after July 1, 1977, and which, in accordance with Article 19 E. 2., are eligible, if unused in the year granted, for use in future years for illness.

shall be paid at the following relevant rate per day times the number of accumulated sick leave days:

Through 125 days Beyond 125 days

$43.89 $50.17

2. Upon retirement, after 15 years of service to Sterling, every secretary. custodial/maintenance employee, and Paraprofessional shall be paid at the following relevant rate per day times the number of accumulated sick leave days:

Through 125 days Beyond 125 days

$29.29 $33.45

3. If retirement notification is given in writing to the Board by February 1st prior to the retirement, payment under 1. and 2. shall be made to the employee on or before July 15^th following the effective date of retirement or on either of the following two January 1sts, at the employee’s choice. If retirement notification is given in writing to the Board on or after the February 1st prior to the retirement, payment under 1. and 2. shall be made to the employee on the first regularly scheduled payday of the second July following the effective date of retirement, or on the 2nd January 1st, at the employee’s choice. If an employee who has given written notice of retirement passes away, payment will be to the estate of the employee under these same terms.

4. "Retirement" means application for, qualification for and receipt of payment under TPAF or PERS, as applicable.

The employee must present to the Administration official court documentation of attendance. Attendance in court shall be limited to the actual days of attendance.

1. Personal leave days shall be granted for any of the following stated reasons:

e. Settlement of the permanent residence or one (1) second or vacation home

2. Personal Day Non-Accumulation, Use for Personal Illness, and Conversion to Accumulated Sick Leave Days
a. The four (4) days (or three (3) for secretaries) with fewer than five (5) years of District service) specified herein for personal leave shall not be cumulative if not used in the year granted except in those conditions listed below under b. or c. below. Personal leave may be used for illness or injury in the year granted provided that such employee has exhausted annual sick leave and all accumulated sick leave.

b. Unused personal leave may also be used in future years for illness provided that the employee has exhausted all annual sick leave and all accumulated sick leave. However, from and after July 1, 1977, any unused personal leave accruing after such date (which is herein made eligible for use in future years for illness where the employee has exhausted all annual and accumulated sick leave) shall not be deemed "accumulated unused sick leave" as defined in Article 18, K. for purposes of any future legislation mandating payment on retirement or otherwise for accumulated unused sick leave. It is the intention of this subparagraph that from and after July 1, 1977, a separate record shall be maintained for "unused personal days" which accrue after July 1, 1977, and are eligible for use in future years for illness in the event that an employee has exhausted all annual and accumulated sick leave but that such record of "unused personal days" shall in no event be deemed to be "accumulated unused sick leave" for the purpose of such legislation.

c. At the employee’s option annually, he/she may either continue to convert unused personal leave to sick leave as currently defined in b. above or convert unused personal leave to accumulated sick leave which may be used as sick leave and may be reimbursed under the terms of Article 18, L. 1. and 2. at the following rate:
Four (4) unused personal leave days = Two (2) accumulated sick leave days
Two (2) or Three (3) unused personal leave days = One (1) accumulated sick leave day
5. Unit employees who work less than five (5) days per week shall receive prorated personal leave.

be granted by the Board, in its discretion, in which event deductions will be made at the rate of one two-hundredths (1/200) of the annual salary (in the case of ten [10]-month personnel) and one two-hundreds and fiftieth (1/250) of the annual salary (in the case of twelve [12]-month personnel) per day of absence.

2. Absences of secretaries and custodial/maintenance employees beyond those allowable pursuant to this Article may be granted by the Board, in its discretion, in which event deductions will be made at the hourly rate set forth in Article 13, I.

1. Any regularly appointed employee should notify the Superintendent of pregnancy as soon as it is medically confirmed but not later than sixty (60) days prior to the expected birth.

2. The Board shall not remove any employee from her duties during pregnancy except on any one of the following bases:
a. the pregnant employee fails to produce a certification from a physician that the employee is medically able to continue teaching; or

b. the Board of Education's physician and employee's physician agree that the employee cannot continue teaching; or

c. following any difference of medical opinion between the Board's physician and the employee's physician, the Board may request expert consultation, in which case a third impartial physician agreed upon by the employee and the Board shall be appointed to examine the employee and whose medical opinion shall be conclusive and binding on the issue of medical capacity to continue working. The expense of any examination by an impartial third physician under this paragraph shall be shared equally by the employee and the Board.

3. The Board shall grant child rearing leaves of absence without pay to employees under the following terms and conditions:

a. Any employee seeking such leave of absence shall make application to the Board or its authorized agent at least sixty (60) days prior to the commencement date of such leave of absence. Said application shall set forth, in writing, the commencement date of the requested leave of absence. The Board shall grant such leave of absence with the requested commencement date that starts after the employee’s disability ends.

c. The Board shall not be required to extend the leave of non-tenured employees beyond the school year for which they were hired. Non-tenured employees wishing to return for the following school year shall be considered by the Board for reemployment for the following year.

d. An employee with more than three (3) years consecutive years’ experience in the District shall be granted a child-rearing leave, without pay, for a maximum of twelve (12) months from the time the child is born or adopted.

4. Except as otherwise provided in this Article, no tenured or non-tenured employee shall be barred from returning to work after the birth of a child by any prescribed waiting period between the date of birth and the date of return to work; however, each such employee shall be required to file, at least two weeks prior to the date of return or at the time of giving the required notice of intention to return, whichever is earlier, a certificate from a physician saying that the employee is physically capable of resuming full duties. provided that if the Board's physician is in disagreement, that conflict of medical opinion shall be resolved in the same manner as set forth in Paragraph A. 2. b.(3) of this Article.

5. Any teacher granted a leave of absence under this Article shall be eligible for an increment in the following year (or in a subsequent year in which return from such leave occurs) provided at least five (5) months of work has been completed during the school year in which the leave commences.

2. An employee's eligibility for benefits, including unused accumulated sick leave and credits toward sabbatical eligibility, shall be unaffected by a military leave of absence as provided for in this Article. For this purpose, the employee's service prior to leave of absence and subsequent to return to employment shall be continuous service as though the same had not been interrupted by military leave.

3. Time necessary for persons called into temporary active duty of any unit of the United States Reserves or the State National Guard shall be granted provided such obligations cannot be fulfilled on days when school is not in session. Such leave shall result in no loss of sick days or personal leave. For the purpose of this Agreement, the determination of what constitutes "Temporary Active Duty" shall be made by the Board in its discretion. In no event shall the term "Temporary Active Duty" apply to service rendered by an individual beyond initial military obligation as required by federal statute. An employee absence on account of such temporary active duty shall be paid the difference between regular pay and any amounts received during such period from the state or federal government. Such leave shall result in no loss of sick days or personal leave.

1. The teacher has served in the State of New Jersey for ten (10) years and has been continuously employed by the Board for a period of at least seven (7) years; or

2. The teacher has been continuously employed by the Board for a period of at least nine (9) years.

employee must work at least twenty-five (25) hours per week. For the purposes of this section, the parties agree that a teacher who is paid for at least three periods is considered as to be working at least twenty-five (25) hours per week.

2. Under block scheduling, “twenty-five (25) hours per week” as referred to in 1. above is defined as any teacher who is paid at least 4/8ths of a full salary.

1. Each year, the Board shall provide appropriate forms to all employees eligible to receive health/hospitalization, prescription or dental insurance. Said form will contain a final return date.

2. Effective July 1, 2015, employees who voluntarily elect to waive coverage shall be entitled to receive twenty-five (25%) of the premium cost of the waived insurance up to an annual payment of One thousand five hundred dollars ($1,500.00).

3. Payment of the monies in 2. above shall be made in July after the conclusion of the waived year.

4. Employees employed for the full year must waive such insurance for a full year (July 1 through June 30) to be eligible for said payment, as modified by 5. below. New employees shall be allowed to waive coverage upon hire and will receive a pro-rated payment.

5. An employee who waives coverage may re-enroll on July 1 or January 1. Re-enrollments must be made in a timely manner on a schedule devised by the Administration. If such re-enrollment occurs on January 1, there will no payment for that year. However, an employee who has a life changing event during the course of the year and then chooses to waive coverage will be eligible for a pro-rated payment.

6. A Section 125 account must be instituted to comply with Federal and New Jersey tax laws.

1. There shall be a tuition reimbursement plan for all unit employees to take course work reflecting their areas of certification and/or employment.

Five thousand dollars ($5,000) will be available for non-certificated staff members who do not possess a BA/BS degree each school year for prior, approved courses in the area(s) in which they work. Said monies for those non-certificated staff members are separate from those set forth in C. 2. below. Monies not expended do not carryover from year to year. Members will receive the reimbursement payment on a pro-rata basis for approved courses at the end of the school year.

2. Thirty thousand dollars ($30,000) will be available each year for certificated staff. A calendar year for tuition reimbursement will consist of three (3) semesters” Summer, Fall, and Spring. Monies not expended in a particular calendar year do not carry over.

3. The reimbursement rate shall be based at the then current credit rate charged by Rowan University.

4. An earned minimum grade of "B" average or equivalent verified by an official transcript shall be required before reimbursement occurs. An official transcript must be received within thirty (30) days of course completion in order to be eligible for tuition reimbursement.

5. Requests and approvals for such tuition reimbursement must be made in accordance with N.J.S.A. 18A:6-8.5. The employee shall obtain approval from the superintendent of schools prior to enrollment in any course for which tuition assistance is sought. In the event that the Superintendent denies the approval, the employee may appeal the denial to the Board of Education. Written application for approval must be filed by June 1, in advance of Summer courses, by September 11 in advance of Fall courses and by January 1, in advance of Spring courses.

6. The above tuition reimbursement funds ($30,000) shall be distributed equally among all eligible members to cover the cost of the first three (3) credits earned by each member.

If the amount claimed by the eligible employees in any particular year exceeds the cost to the District as indicated above ($30,000), then the amount of monies available shall be prorated among the employees (per person) claiming such reimbursement.

If the initial amount of reimbursement requested at three (3) credits per member does not exceed the cost to the District as indicated above ($30,000), any remaining funds will be distributed equally among all eligible members (per person) to cover the cost of any fourth credit earned by each member, and so on until thirty thousand dollars ($30,000) is exhausted.

1. All workshops, seminars and conferences which the teacher desires to have credited toward the salary guide shall require the written, pre-approval of the Superintendent.

2. Each full 15 hours of work in workshops, seminars or conferences approved under 1. above equal one credit. The Administration shall maintain records on hours accumulation towards the 15 hours.

3. Credit is limited to one credit for any workshop, seminar or conference which lasts a week or less.

4. The maximum number of credits which may be applied to the guide by an individual teacher is ten (10).

5. No credit is granted for being a presenter at a workshop, seminar or conference.

The Board will endeavor to maintain the optimal class size within the realm of economic feasibility. The Board will consider the recommendations of the Sterling Education Association in determining optimal class size provided, however, that the Board will retain the right in its sole discretion to make final determinations as to class size.

The Board acknowledges as a goal that, under block scheduling, it will strive to maintain the physical education class size limit at a maximum of forty (40).

B. Pre-conferences

1. An evaluation preconference shall be conducted between the in-district certified supervisor conducting the observation and the employee being evaluated.
a. For classroom teachers, this preconference shall include but is not limited to the following issues:
(1) Domains to be observed
(2) Lesson plan
(3) Characteristics of the students/class profile

b. For other certificated staff, the preconference shall include but is not limited to the following issues:
(1) Domains/services to be observed
(2) Characteristics of the students served

2. A preconference, when required, shall occur within seven workdays prior to the observation, not including the day of the observation. Since lesson sequencing and components may vary based on the needs of the students, teaching staff members will not be penalized for adjusting the lessons to meet student needs.

3. The Association and the district mutually shall establish the issues to be discussed in the preconference.

1. Each required observation will result in a written report and a performance rating which shall be shared with the employee within ten (10) days and which shall be discussed at a post-observation conference.

2. All monitoring or observation of the work performance of an employee shall be conducted openly and with full knowledge of the employee. The use of any electronic surveillance devices for the purpose of this Article is strictly prohibited.

3. There shall be at least twenty-one (21) days from the post observation conference to the subsequent observation or evaluation.

1. An employee shall be given a copy of any formal or informal observation report prepared by his/her evaluator(s) at least two (2) workdays before any post-observation conference. No such report shall be finalized or submitted to the central office, placed in the employee’s file, electronically finalized, or otherwise acted upon until after the post-observation conference with the employee has occurred.

2. Evaluation reports shall be presented to each employee in accordance with the following procedures:

a. Such reports shall be addressed to the employee.

b. Such reports shall contain a narrative that includes:

(1) Strengths of the employee as evidenced during the period since the previous report, citing specific domains and indicators.

(2) Specific suggestions as to measures which the employee might take to improve his/her performance in each of the areas wherein “ineffective” or “partially effective” have been indicated, citing specific domains and indicators.

c. No employee shall be required to sign a blank or incomplete evaluation form. An employee’s signature on a completed evaluation indicates only that an employee has reviewed a copy of the evaluation, not that the employee is in agreement with any or all of the findings of the evaluation.

d. Each employee shall have the right to attach a written statement of response to all evaluations within ten (10) working days of the post-observation conference.

e. All evaluation reports and written responses shall be physically signed and stored physically in the employee’s personnel file.

3. All evaluation reports, documents, records, and other evaluative materials are considered confidential personnel records and are subject to confidentiality requirements of P.L. 2012, c.26, and other statutes establishing confidentiality of public employee records. The individual records may not be made available or released to the public. The school district shall be fully responsible for the security of employee evaluation records and data. Access shall only be permitted to the certified supervisor(s) conducting the evaluation, the individual employee, and the Association representative for fair representation purposes.

1. Every post-observation conference must occur face-to-face between the certified supervisor conducting the evaluation and the employee who was evaluated.

2. The post-observation shall include data from the observation and all the evidence that shall be included in the evaluation report, as well as the draft evaluation report.

3. Provisions must be made to attach a signed employee response physically to the evaluation.

4. Each staff member shall have the right to have an Association representative present during any post-observation conference.

1. Any observation – whether formal or informal – shall be conducted openly and with the knowledge of the employee being observed.

2. All employees shall have copies of any forms or checklists being used as part of informal observations prior to any informal observations being conducted. Information on these approaches, including criteria, shall be included in training on the teacher practice evaluation rubric being used.

3. When informal observations are being used as part of the evaluation, written feedback must be provided to the teacher within five (5) working days. If the administrator has concerns as a result of the informational observation or walkthrough, a face-to-face post-informational observation/ walkthrough conference must be conducted within five (5) days of the employee receiving the written feedback.

4. Walkthroughs shall only be used to assess building-wide implementation of new practices or policies. They may not be used for evaluative assessment of individual employees. Employees shall be informed in advance of the purpose and criteria of walkthroughs and be provided with copies of any forms or checklists being used prior to walkthroughs being conducted. Information on this approach and its criteria shall be included in staff training.

Employees shall be provided annually with all materials being used in evaluation prior to any observation/evaluation being conducted, whether formal or informal. This includes any criteria, forms, or other documents.

Any question or criticism by a supervisor, administrator, or Board member of an employee’s performance or instructional methodology shall be made in confidence and not in the presence of students, parents, co-workers, or members of the public.

1. During a classroom or workplace observation or evaluation, whether formal or informal, no device with video or audio recording capability shall be used to record the staff member for evaluative purposes.

2. Evaluation of a staff member shall not be accomplished through electronic monitoring or taping.

1. The Individual Professional Development Plan (PDP) shall be developed by the teaching staff member and the teaching staff member’s certified district supervisor.

2. The PDP shall be considered a living document. The employee shall have the right to modify the plans, goals, and activities listed throughout the calendar year to meet his/her emerging goals, amending the plan in collaboration with his/her immediate certified supervisor.

3. The PDP shall require no more than the minimum required twenty (20) hours of professional development a year.

4. The PDP shall include no more than five (5) goals, such as a professional practice goal, school goal, and/or district goal.

5. Any professional development required of any school staff member, whether through a PDP or Corrective Action Plan, shall be provided during the regularly scheduled work year and workday, unless otherwise mutually agreed upon between the employee and the administrator.

6. Any professional development activity or experience required by the district shall be fully funded by the district, including payment of associated fees or expenses.

7. The PDP form shall be negotiated between the Association and the school district.

1. Any Corrective Action Plan (CAP) shall be developed collaboratively by the staff member who needs to address the deficiency or deficiencies which led to an “ineffective” or “partially effective” annual summative rating and the individual’s certified supervisor.

2. Any professional development required of any school staff member through a CAP shall be job-embedded and provided during the regularly scheduled work year and wok day, unless otherwise mutually agreed upon between the employee and the administrator.

3. Any experiences which can help address the identified deficiency or deficiencies that are outside of the school day or year must be mutually agreed upon by the school staff member and the certified supervisor. In all instances, the district shall be responsible for payment of all fees, expenses, and required resources.

4. The CAP shall require no more than the minimum required twenty (20) hours of professional development a year.

5. The CAP must define both the individual’s responsibilities and the district’s and supervisors’ responsibilities in helping the employee address any identified deficiencies.

6. The CAP shall spell out which specific evaluation component(s) and elements need to be addressed. It shall include the individual’s opportunities to view modeling of “effective” representations of meeting the components by the certified supervisor and those rated “effective” or “highly effective” in such components/elements and be provided opportunities to practice and demonstrate them.

7. The CAP shall be established in September and remain in place until the subsequent Annual Evaluation has been written in order to provide the individual with sufficient time and multiple resources to address the identified deficiency or deficiencies, as well as the district to provide the necessary time, resources, and support.

8. The employee who is required to have a CAP shall have the right to have an Association representative present during any conference with the employee where a CAP is created or discussed.

9. Every individual on a CAP shall be provided regular and continuous support toward and feedback about their progress in addressing any deficiencies. “Regular” shall be defined as at least once every three (3) weeks.

10. Observations of individuals with CAPs shall be conducted by multiple district certified supervisors. “Multiple” shall be defined as at least three (3).

11. Any employee on a Corrective Action Plan will receive a mid-year evaluation by February 15.

1. Training on the teacher evaluation model shall clearly outline developmentally appropriate exemplars and specific descriptions for each domain and element within the teacher practice model.

2. The training shall include the specific information regarding the rating system and criteria, development and assessment for Student Growth Objectives, and how the final rating is determined for each component and the evaluation system as a whole.

3. Evaluation training shall be offered by the district as part of the professional development program during the school day and school year and be fully funded by the school district. Training shall be provided in-person in collaborative settings and not rely on video or other electronic means, except as providing an exemplar to stimulate collaborative discussions among those present at the training.

4. When district certified supervisors who conduct evaluations and observations are trained in the evaluation models, tools, and rubrics to be used to evaluate school staff, Association representatives will be notified of such training and provided an opportunity to attend that training.

B. Pre-conferences

1. An evaluation preconference shall be conducted between the in-district certified supervisor conducting the evaluations and the employee being evaluated upon being hired.
a. This preconference shall include but is not limited to the following issues:
(1) The form that will be used to conduct the evaluations
(2) The characteristics and expectations of the work to be performed
2. The Association and the district mutually shall establish the issues to be discussed in the preconference.

1. Employees will be evaluated at least three (3) times a year and be given an annual summative evaluation at the end of each year. Each first-year employee will be evaluated upon the completion of the probationary period of employment.

2. Each required evaluation will result in a written report and a performance rating which shall be shared with the employee within ten (10) days and which shall be discussed at a post-evaluation conference.

3. All monitoring of the work performance of an employee shall be conducted openly. The use of any electronic surveillance devices for the purposes of evaluating an employee’s work performance is strictly prohibited.

4. There shall be at least twenty-one (21) days from the post evaluation conference to subsequent observation or evaluation.

1. An employee shall be given a copy of any formal or informal evaluation report prepared by the employee’s evaluator(s) at least two (2) days before any post-evaluation conference. No such report shall be finalized or submitted to the central office, placed in the employee’s file, electronically finalized, or otherwise acted upon until after the post-evaluation conference with the employee has occurred.

2. Evaluation reports shall be presented to each employee in accordance with the following procedures:

a. Such reports shall be addressed to the employee.
b. Such reports shall contain a narrative that includes:

(1) Strengths and weaknesses of the employee as evidenced during the period since the previous report, citing specific categories and indicators.

(2) Specific suggestions as to measures which the employee might take to improve his/her performance in each of the areas wherein weaknesses have been indicated, citing specific categories and indicators.

c. No employee shall be required to sign a blank or incomplete evaluation form. An employee’s signature on a completed evaluation indicates only that an employee has reviewed a copy of the evaluation, not that the employee is in agreement with any or all of the findings of the evaluation.

d. Each employee shall have the right to attach a written statement of response to all evaluations within ten (10) working days of the post-evaluation conference.

e. All evaluation reports and written responses shall be physically signed and stored physically in the employee’s personnel file.

3. All evaluation reports, documents, records, and other evaluative materials are considered confidential personnel records and are subject to confidentiality requirements of P.L. 2012, c.26, and other statutes establishing confidentiality of public employee records. The individual records may not be made available or released to the public. The school district shall be fully responsible for the security of employee evaluation records and data.

1. Every post-evaluation conference must occur face-to-face between the certified supervisor conducting the evaluation and the employee who was evaluated.

2. The post-evaluation shall include data from the evaluation and all the evidence that shall be included in the evaluation report, as well as the draft evaluation report.

3. Provisions must be made to attach signed employee responses physically to the evaluation.

4. Each employee shall have the right to have an Association representative present during any post-evaluation conference.

Employees shall be provided annually with all materials being used in evaluation prior to any evaluation being conducted, whether formal or informal. This includes any criteria, forms, or other documents.

Any question or criticism by a supervisor, administrator, or Board member of an employee’s performance shall be made in confidence and not in the presence of students, parents, or members of the public.

1. Any Corrective Action Plan (CAP) shall be developed collaboratively by the employee who needs to address the deficiency or deficiencies and the individual’s certified supervisor.

2. Any professional development required of any employee through a CAP shall be provided during the regularly scheduled work year and workday. Any experiences which can help address the identified deficiency or deficiencies that are outside of the school day or year must be mutually agreed upon by the employee and the certified supervisor. In all instances, the district shall be responsible for payment of all fees, expenses, and required resources.

3. The CAP must define both the individual’s responsibilities and the district and supervisors’ responsibilities in helping the employee address any identified deficiencies.

4. The CAP shall spell out which specific evaluation component(s) and elements that need to be addressed. It shall include the individual’s opportunities to view modeling of effective representations of meeting the components by the certified supervisor and those identified as deficient in such categories and be provided opportunities to practice and demonstrate them.

5. The CAP shall be established for a period of not less six (6) months in order to provide the individual with sufficient time and multiple resources to address the identified deficiency or deficiencies, as well as the district to provide the necessary time, resources, and support.

6. The employee who is required to have a CAP shall have the right to have an Association representative present during any conference where a CAP is created or discussed with the employee.

7. Every individual on a CAP shall be provided regular and continuous support toward and feedback about their progress in addressing any deficiencies. “Regular” shall be defined as at least once every three (3) months.

1. Employees shall receive their paychecks on the fifteenth (15^th) and the thirtieth (30^th) of each month. When a payday falls on a single day holiday or weekend, employees shall receive their paychecks on the previous working day (except for their last paycheck in June).

All employees shall receive their last pay and the pay schedule for the following year on the last day in June only if the Superintendent or other designated representative of the Board shall have first certified that a teacher has fulfilled his responsibilities prior to the release of such checks. The teacher check-out responsibilities will be consistent with the “Clearance” document dated 5/27/97 with the addition of “Room Inventory”.

The employee will be permitted at least one (1) bank change per school year. All unit members shall be paid through a direct deposit system under rules established by the Administration. Electronic paystubs will be provided to all employees. If such an electronic paystub approach is not possible, employees will receive their paystub as soon as possible but not later than the first workday after the scheduled pay date.

1. The District shall comply with all statutory and regulatory requirements in the withholding of an increment for predominantly evaluative reasons, however, action shall be taken by the Board as soon as reasonably possible, but no later than July 15.

2. If the reason or reasons contained in the notification set forth in the preceding paragraph concern classroom performance, there shall have taken place prior to said notification at least three (3) classroom evaluations. All such evaluations shall be conducted in accordance with the standards set forth in Article 28.

1. The salaries of all employees included in the collective negotiation unit represented by the Association for the years covered by this Agreement and shall be as set forth in the Schedules annexed hereto and made a part hereof (Schedules A through Q).

2. Horizontal placement on the salary schedule through the recognition of graduate credits and advanced degrees shall be provided for a degree reflecting their areas of certification and/or related to the employee’s current job responsibility and governed by the policy annexed hereto as Policy 3411.

3. In the event that new minimum salary legislature is enacted during the term of this contract, the parties agree that the State money which replaced local money shall be re-distributed on the guide. In order to make calculations of "saved money” and in order to redistribute said monies, if any, the parties shall use the agreed-upon scattergram attached to the Memorandum of Agreement. Distribution must be mutually agreeable.

This shall be the payment schedule for stipended activities:

a. Fall activities under Schedules D, E and F shall be paid on October 15 and December 15.

b. Winter activities under Schedules D, E and F shall be paid on January 30 and March 15.

c. Spring activities under Schedules D, E and F shall be paid on April 30 and June 15.

d. Year-long activities under Schedules G, H and I shall be paid on November 15, January 30, March 30 and June 15.

e. Non year-long activities under Schedules G, H and I shall be paid on the 15^th of the month following completion of the activity.

f. Hourly employees under Schedule I. shall be made on the 15th of the month following submission of time sheets.

g. The last payment under the above shall not be made until the completion of all duties: reports, equipment accounting, etc.

2. New employees who do not possess a recently granted Black Seal License may be required to obtain such within twelve (12) months of employment under penalty of discharge.

2. The Board and Administration shall make a reasonable attempt to equally distribute summer night shift coverage and shall accept volunteers first if qualified to perform necessary work tasks.

1. Teaching four (4) periods: The teacher gets one (1) lunch period and one (1) prep period. Paid at 6/8 of applicable salary rate.

2. Teaching three (3) periods: The teacher gets one (1) lunch period or one (1) prep period. Paid at 4/8 of applicable salary rate.

3. Teaching two (2) periods: No lunch period, no prep period. Paid at 2/8 of applicable salary.

4. Teaching one (1) period: No lunch period, no prep period. Paid at 1/8 of applicable salary.

5. When work is performed beyond the time set forth in 1. through 4. above, any fraction of the applicable salary rate shall be paid on the basis of additional student contact time. “Student contact time” is time when a teacher is responsible for the supervision of students beyond the time set forth in 1. through 4. above.

Q. When a ten (10) month secretary performs secretarial services in the period from July 1 through August 31, the secretary shall be paid at the ten (10) month secretaries’ rate of pay for that year (July 1 through June 30). Example: the work is performed in July of 2015. The pay rate is determined by the 2015-2016 ten (10) month secretary guide.

This position is covered by the contract sections which cover custodial and maintenance employees, with the following exceptions:

1. The position is not covered by Article 7, A., C. and D. The position is covered by Article 7, B. and E.

2. This position is not covered by Article 12, A. 1. However, the position occupant is responsible to update the Channel 18 bulletin board in the event of an inclement weather closing.

3. Instead of Article 12, B. 3., the position has the following holiday schedule:

a. Labor Day
b. Thanksgiving (except the position occupant works when there is a Home football game)
c. The Friday after Thanksgiving
d. Christmas Eve
e. Christmas Day
f. New Year’s Eve
g. New Year’s Day
h. Martin Luther King Day

j. Good Friday or Easter Monday
k. Memorial Day
I. Two (2) additional days to be granted.
These days are to be mutually agreeable to the employee and the Superintendent and administrative designee. The workload is to be taken into consideration.

5. The position is not covered by Article 12, C.

6. The position has a ten (10) month work year (September 1 through June 30). In addition, there shall be twenty (20) workdays during the months of July and August which shall be scheduled as agreed to between the position occupant and the Superintendent or administrative designee.

7. The position is not covered by Article 13. The following is the work week:

a. The normal workday will be eight (8) and one-half (1/2) hours with a half-hour (1/2) lunch period.

b. The position is subject to flextime scheduling to accommodate the needs of the position. All flextime work is to be used as leave in lieu of paid overtime and may only be taken with the advanced approval of the Superintendent or administrative designee.

8. The position is covered by Article 32, A.

9. The position is not covered by Article 32, K, L., M. and R.

10. The salary for this position is covered by Schedule Q.

11. The position occupant must check in and out by time clock. All overtime must be approved in advance by the Superintendent or administrative designee.

1. The secretary job duties shall include but not be limited to Curriculum, Athletics, Maintenance and Pride Program.

2. The secretary job duties shall include any other normal secretarial duties as deemed necessary by the Principal and the Superintendent and/or their designee to accomplish assigned tasks.

3. The workday for this particular position shall commence at 11:00 a.m. and conclude at 7:00 p.m. on Monday through Thursday, and shall 11:00 a.m. and conclude at 6:00 p.m. on Friday.

4. During the aforesaid hours set in paragraph 3 above, it is additionally agreed that this position shall be assigned to work in the PRIDE Program: Monday through Thursday from 3:00 p.m. to 7:00 p.m., and on Fridays 3:00 p.m. through 6 p.m. unless otherwise directed by the Principal and/or Superintendent. However, this secretarial position will be limited in that:

a. No person holding this position will be involuntarily placed in another secretarial position covered by the Agreement; and,

b. No person holding any other secretarial position shall be involuntarily placed into the position of “10 month PM secretary”.

5. The PM Secretary will work in compliance with the Agreement between the parties, namely Article 12 and 13 which cover the duties and responsibilities of secretaries.

6. The PM Secretary will be paid in accordance with the Secretary Salary Guide in the CNA.

7. The PM Secretary will be entitled to a break of fifteen (15) minutes (in lieu of the morning break that other secretaries covered by the Agreement receive).

1. Secretarial employees shall not be reduced in rank or job classification without just cause.

2. Any secretarial employee reduced in rank or job classification, regardless of compensation, may request and receive from the Superintendent or administrative designee reasons for such reduction not later than fifteen (15) working days of either the effective date of reduction in rank or job classification or of the date on which the employee was formally notified.

3. Any reduction in rank or job classification of a secretary, unless the employee's job has been previously abolished regardless of compensation, shall be subject to the grievance procedure.

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.

YEAR 1 2021-22	Sterling Teachers
Salary Guide Step	BA	BA+15	BA+30	MA	MA+15	MA+30	DOC
1	54,966	55,682	56,499	58,135	58,850	59,872	60,690
2	55,716	56,432	57,249	58,885	59,600	60,622	61,440
3	57,216	57,932	58,749	60,385	61,100	62,122	62,940
4	58,716	59,432	60,249	61,885	62,600	63,622	64,440
5	60,716	61,432	62,249	63,885	64,600	65,622	66,440
6	62,716	63,432	64,249	65,885	66,600	67,622	68,440
7	64,816	65,532	66,349	67,985	68,700	69,722	70,540
8	67,016	67,732	68,549	70,185	70,900	71,922	72,740
9	69,416	70,132	70,949	72,585	73,300	74,322	75,140
10	71,816	72,532	73,349	74,985	75,700	76,722	77,540
11	74,266	74,982	75,799	77,435	78,150	79,172	79,990
12	76,716	77,432	78,249	79,885	80,600	81,622	82,440
13	79,316	80,032	80,849	82,485	83,200	84,222	85,040
14	82,066	82,782	83,599	85,235	85,950	86,972	87,790
15	85,066	85,782	86,599	88,235	88,950	89,972	90,790
16	89,899	90,615	91,432	93,068	93,783	94,805	95,623

YEAR 2 2022-23	Sterling Teachers
Salary Guide Step	BA	BA+15	BA+30	MA	MA+15	MA+30	DOC
1	55,809	56,525	57,342	58,978	59,693	60,715	61,533
2	56,559	57,275	58,092	59,728	60,443	61,465	62,283
3	57,309	58,025	58,842	60,478	61,193	62,215	63,033
4	58,809	59,525	60,342	61,978	62,693	63,715	64,533
5	60,809	61,525	62,342	63,978	64,693	65,715	66,533
6	62,809	63,525	64,342	65,978	66,693	67,715	68,533
7	64,909	65,625	66,442	68,078	68,793	69,815	70,633
8	67,109	67,825	68,642	70,278	70,993	72,015	72,833
9	69,509	70,225	71,042	72,678	73,393	74,415	75,233
10	72,009	72,725	73,542	75,178	75,893	76,915	77,733
11	74,559	75,275	76,092	77,728	78,443	79,465	80,283
12	77,209	77,925	78,742	80,378	81,093	82,115	82,933
13	79,959	80,675	81,492	83,128	83,843	84,865	85,683
14	82,859	83,575	84,392	86,028	86,743	87,765	88,583
15	86,059	86,775	87,592	89,228	89,943	90,965	91,783
16	90,899	91,615	92,432	94,068	94,783	95,805	96,623

YEAR 3 2023-24	Sterling Teachers
Salary Guide Step	BA	BA+15	BA+30	MA	MA+15	MA+30	DOC
1	57,124	57,840	58,657	60,293	61,008	62,030	62,848
2	57,874	58,590	59,407	61,043	61,758	62,780	63,598
3	58,624	59,340	60,157	61,793	62,508	63,530	64,348
4	59,374	60,090	60,907	62,543	63,258	64,280	65,098
5	61,374	62,090	62,907	64,543	65,258	66,280	67,098
6	63,374	64,090	64,907	66,543	67,258	68,280	69,098
7	65,474	66,190	67,007	68,643	69,358	70,380	71,198
8	67,699	68,415	69,232	70,868	71,583	72,605	73,423
9	70,099	70,815	71,632	73,268	73,983	75,005	75,823
10	72,599	73,315	74,132	75,768	76,483	77,505	78,323
11	75,199	75,915	76,732	78,368	79,083	80,105	80,923
12	77,899	78,615	79,432	81,068	81,783	82,805	83,623
13	80,799	81,515	82,332	83,968	84,683	85,705	86,523
14	83,799	84,515	85,332	86,968	87,683	88,705	89,523
15	87,099	87,815	88,632	90,268	90,983	92,005	92,823
16	91,899	92,615	93,432	95,068	95,783	96,805	97,623

POSITION	STEP 1	STEP 2	TOP
BAND (Marching Director)	5247	5523	6170
Assistant Director	2279	2399	2680
Assistant	1894	1994	2227
Assistant	1894	1994	2227
Assistant	1894	1994	2227
BAND (Stage)	2445	2574	2875
Class Advisors
12th (2)	1616	1701	1900
11th (2)	1616	1701	1900
10th (2)	1398	1472	1644
9th (2)	1398	1472	1644
Jr./Sr. Activities	2168	2282	2549
DRAMA - FALL
Director	2890	3040	3406
Sets	1340	1420	1581
DRAMA - SPRING
Director	3106	3269	3652
Music (Inst/Voc)	2554	2688	3002
Choreographer	1891	1990	2223
Sets	1274	1341	1498
Costumer	1274	1341	1498
SCHOOL RELATED
Audio Visual	2174	2288	2555
Believe in U	2554	2688	3002
Clay Club	1558	1640	1832
Early Cafeteria (2)	1977	2081	2324
Knowledge Bowl (2)	1558	1640	1832

POSITION	STEP 1	STEP 2	TOP
Nat. Honor Society	1558	1640	1832
PAC Coordinator	2554	2688	3002
Publications Coordinator	2554	2688	3002
SADD Coordinator	2554	2688	3002
School Store	2554	2688	3002
Stage Manager	2116	2227	2487
Stock Market Club	1558	1640	1832
Student Council	2554	2688	3002
Vocal Music	2997	3155	3524
Yearbook/Editorial.	4269	4494	5021
Yearbook/Revenue	1558	1640	1832
FBLA			798
Orchestra			798
7/8 Grade Wrestling	2500
7/8 Grade Cross Country	1500
7/8 Grade Field Hockey	1500
Teacher Leader			5000
Dance Team			2000

MISCELLANEOUS
Internship Coordinator	2255
HOURLY
Homebound Instruction	$32.74
Internship Summer – Max. of 100 hours	$34.44
Media Center Writing Lab	$29.18
Morning News	$25.58
Saturday Detention	$32.74
Web Site Developer	$32.74

MISCELLANEOUS HOURLY RATES
Summer school, and after-school teaching rate	$41.40
Weight Room Supervisor	$30.10
Security at games	$50.00 per event
Ticket Seller	$50.00 per event
Announcers	$45.00
Alcohol Detection Device	$50.00
Ticket Collector	$35.00
Pass Checker	$35.00
Clock Keeper	$51.00 per event
Front Gate	$32.00
Chain Gang	$37.00

YEAR 1 2021-22	Sterling Secretaries
Salary Guide Step	10 Mon	12 Mon
1	37,483	44,979
2	37,899	45,479
3	38,316	45,979
4	38,733	46,479
5	39,149	46,979
6	39,566	47,479
7	39,983	47,979
8	40,399	48,479
9	40,816	48,979
10	41,233	49,479

YEAR 2 2022-23	Sterling Secretaries
Salary Guide Step	10 Mon	12 Mon
1	38,548	46,257
2	38,964	46,757
3	39,381	47,257
4	39,798	47,757
5	40,214	48,257
6	40,631	48,757
7	41,048	49,257
8	41,464	49,757
9	41,881	50,257
10	42,298	50,757

YEAR 3 2023-24	Sterling Secretaries
Salary Guide Step	10 Mon	12 Mon
1	39,697	47,636
2	40,113	48,136
3	40,530	48,636
4	40,947	49,136
5	41,363	49,636
6	41,780	50,136
7	42,197	50,636
8	42,613	51,136
9	43,030	51,66
10	43,447	52,136

YEAR 1 2021-22	Sterling Custodian, Maintenance, Grounds
Salary Guide Step	Cust	Maint	Grounds
1-2	32,609	49,514	38,909
3	32,909	49,834	39,209
4	33,209	50,154	39,509
5	34,552	51,256	40,690
6	35,895	52,357	42,033
7	37,237	53,547	43,375
8	38,569	54,747	44,407
9	40,469	55,947	46,307
9A	42,369	57,147	48,207
10	44,229	58,307	50,067

YEAR 2 2022-23	Sterling Custodian, Maintenance, Grounds
Salary Guide Step	Cust	Maint	Grounds
1	32,609	49,514	38,909
2-3	32,909	49,834	39,209
4	33,209	50,154	39,509
5	34,552	51,256	40,690
6	35,895	52,357	42,033
7	37,237	53,547	43,375
8	38,569	54,747	44,407
9	40,469	55,947	46,307
9A	42,369	57,147	48,207
10	44,229	58,307	50,067

YEAR 3 2023-24	Sterling Custodian, Maintenance, Grounds
Salary Guide Step	Cust	Maint	Grounds
1	33,502	50,206	39,640
2	33,852	50,556	39,990
3-4	34,202	50,906	40,340
5	34,552	51,256	40,690
6	35,895	52,357	42,033
7	37,237	53,547	43,375
8	38,569	54,747	44,407
9	40,469	55,947	46,307
9A	42,369	57,147	48,207
10	44,779	58,307	50,067

Video Production Technician			Video Production Technician		Video Production Technician
2021-2022			2022-2023		2023-24
STEP	Salary		STEP	Salary		STEPSalary
1	46564		1	48230		149977
2	47087		2	48753		250500
3	47610		3	49276		351023
4	48133		4	49799		451546
5	48655		5	50321		552068
6	49178		6	5-944		652591
7	49701		7	51368		753114
8	50224		8	51890		853637
9	50746		9	52412		954159
10	51269		10	52935		1054682

Instructional Classroom Aide				Instructional Classroom AideInstructional Classroom Aide
2021-22				2022-232023-24
STEP	Salary		STEP	Salary	STEPSalary
1	27,049		1	27,840	128,534
2	27,349		2	28,140	228,834
3	27,649		3	28,440	329,134
4	27,949		4	28,740	429,434
5	28,540		5	29,315	530,009
6	29,129		6	29,890	630,584
7	29,720		7	30,465	731,159
8	30,309		8	31,040	831,734
9	30,987		9	31,715	932,409
10	32,197		10	32,697	1033,391

Classroom Signer				Classroom SignerClassroom Signer
2021-2022				2022-20232023-2024
STEP	Salary			STEP	SalarySTEPSalary
1	28779			1	29865131003
2	28996			2	30082231220
3	29548			3	30634331772
4	30098			4	31184432322
5	30649			5	31735532873
6	31199			6	32285633423
7	31751			7	32837733975
8	32301			8	33387834525
9	32851			9	33937935075
10	33403			10	344891035627

2021-2022			2022-2023			2023-2024
STEP	CLASS CLEANER		STEP	CLASS CLEANER		STEP	CLASS CLEANER
1	13.00		1	14.00		1	15.00
2	13.30		2	14.30		2	15.30
3	13.60		3	14.60		3	15.60
4	13.90		4	14.90		4	15.90
5	14.20		5	15.20		5	16.20

Internal Suspension Monitor				Internal Suspension MonitorInternal Suspension Monitor
2021-2022				2022-20232023-2024
STEP	Salary		STEP	Salary	STEPSalary
1	27963		1	29000	130088
2	28180		2	29217	230305
3	28511		3	29548	330636
4	28841		4	29878	430966
5	29172		5	30209	531297
6	29722		6	30759	631847
7	30274		7	31311	732399
8	30824		8	31861	832949
9	31375		9	32412	933500
10	31925		10	32962	1034050

Media Assistant				Media AssistantMedia Assistant
2021-2022				2022-20232023-2024
STEP	Salary		STEP	Salary	STEPSalary
1	26074		1	27175	128330
2	26291		2	27392	228547
3	26791		3	27892	329047
4	27491		4	28592	429747
5	28191		5	29292	530447
6	29191		6	30292	631447
7	30291		7	31392	732547
8	31491		8	32592	833747
9	32691		9	33792	934947
10	33891		10	24992	1036147