Administrator, Professional and Technical Employee

2007-2008 Performance Pay Plan

(Group Incentive, District Responsibility and

Skill Block Pay Plans)

Purpose

The Administrator, Professional and Technical Employee 2007-2008 Performance Pay

Plan seeks to reward those individuals who make qualitative differences in student and/or

staff achievement in the system. Compensation will be determined through participation ve

in a variety of system, department or site improvement options. Varied levels of

compensation have been pre-determined to reward administrative, professional and pe

technical employees whose work improves the system.

Philosophy

The District believes all employees should receive compensation for individual

contributions to important system improvement work. Administrative, professional and

technical employees can earn additional compensation beyond salary for work that

exceeds that which is expected.

Eligibility for Performance Pay Plan Compensation

Administrative, Professional and Technical Performance Pay Plan options are available

to all administrative, professional and/or technical employees. Candidates must

demonstrate significant commitment and contribution in the performance of his/her job ons

requirements and to the attainment of district, site and/or department goals.

Employees Exempt from Eligibility

Participation in the Administrative, Professional and Technical Employee’s Performance

Pay Plan will not include those personnel hired by the District as independent contractors.

Employees who are exempt from the program include:

•

Independent Contractors hired by the District

•

PERA retired, 110-day employees

•

Employees working on a team or committee that replicates the job expectations of

that employee

•

Administrative Interns and/or Deans (but these individuals e

are

eligible for

certified performance pay options)

Performance Pay Plan Options

Since 1995, performance pay options for administrative, professional and technical

employees have included Outstanding Administrator / Professional / Technical

Employee, District Responsibility Pay, Skills Block Pay and Group Incentive pay. The

District will shift resources that previously were distributed to these components into a

comprehensive Performance Pay Plan. Skills Block pay and Group Incentive Plans will

continue to be available options, and administrators, professional and technical

employees will continue to have varied methods for achieving additional compensation

over and beyond contract salary. For school year 2007-2008, additional compensation

options will be available for:

District Responsibility Pay = $25 - $30 per hour, varied based on time, systemic

impact, and results.

•

Admin/PT GIP Board

•

Teacher GIP Board

•

Teacher Evaluation MOU

•

District Crisis Team

•

School Administrator Mentor Program

•

Calendar Committee

•

Insurance Committee

•

ATU Negotiations

•

DCFCE Negotiations

•

DCFT Negotiations

•

Long Range Planning Committee

•

Knowledge Level MOU

•

Admin/PT PPIC

•

Teacher PPIC

•

Classified PPIC

•

District Policy Council

•

Classified Recognition Program

•

Diversity Council

•

DAC Budget/Finance Committee

•

System Improvement Teams sanctioned by a member of the

Superintendent’s Cabinet

2. Group Incentive Plan compensation = same amount as Certified GIP participants

are paid, approximately $500.

3. Skills Block compensation = varied based on course requirements

4. Evaluation Credit = Administrators and Professional/Technical employees can ua

qualify for additional compensation based on receiving a ‘satisfactory’ evaluation

for a given School Year. Should you be placed on a Performance Improvement

Plan, you would not receive the evaluation credit payment, nor will you receive a

salary increase. These dollars are paid in the June 20

paycheck as follows:

•

Administrator = $2000

•

Professional/Technical = $1000

When a Project Improvement, a System Improvement Team or a District Committee is

established, a Superintendent’s Cabinet member must approve the proposal prior to

implementation.

Cabinet members and Human Resources personnel charged with

supervising the Performance Pay Program will not be eligible for additional

compensation for supervising this program.

Compensation Amount Criteria

•

Budget capacity

•

Work that would not be accomplished in day-to-day activities without additional

effort

•

Work that relates directly to improving student achievement

•

Work that will accelerate organizational learning

•

Work that is visionary or breaks new ground

•

Work that will significantly improve existing processes or practices

•

Work that could save the District money long-term

•

Results are data-driven and/or measurable

•

Results impact the district, site or department as a whole

•

Results solve a problem or significant challenge to the organization

The Superintendent or his designee reserves the right to adjust compensation amounts at

the completion of work based on results achieved. Should an employee or group of m

employees elect to suspend or cancel a project or team, no additional compensation will

be paid. Incomplete or partially completed projects will also be subject to adjustments to

compensation amounts.

How to Participate

Anyone interested in participating in a Project/SIT Team or District Committee should

submit a request to their supervisor. The supervisor, in turn, will submit the request to the

Assistant Superintendent of Human Resources who will get the request to the appropriate

team/committee leader.

District Responsibility Pay:

Administrative, Professional and Technical employees can

volunteer to Project Team Leaders to participate on District Improvement Teams and/or

Committees. Project Team Leaders have sole authority to assign participants to Project

and/or System Improvement Teams and/or District Committees. Employees may refuse

an assignment to a Team and/or Committee resulting in no negative impact on their

individual annual performance evaluation. Compensation for participation will be based

on established criteria and range from approximately $100 - $1800 per participant. Time,

system impact and achieved results will be the criteria considered for payment

determinations, as determined by the Assistant Superintendent of Human Resources.

Group Incentive Plans:

Should a group of administrative, professional and/or technical

employees wish to initiate a Group Incentive Plan (GIP), a Cabinet member or

Department Director will need to pre-approve the proposal. Department Directors who

are supervising a GIP are expected to notify their Cabinet representative of each proposal.

Group Incentive Teams are expected to utilize continuous improvement processes and

tools. Group Incentive Teams will be required to submit documentation at the

completion of their work to receive additional compensation. Compensation amounts

will be the same as Teacher Group Incentive Plan participants. In SY 2005-2006, amount

was $509 per participant.

Skills Block Pay:

Administrative, professional and technical employees can sign up for

and complete District approved Skills Blocks for additional compensation. Skills block

compensation will be distributed at the completion of the course requirements. The basic

criteria for a Skills Block are:

•

Minimum of 18 instructional contact hours

•

Must be an assessment of skills and knowledge learned through an

application project, end of course assessment, a rubric evaluation, etc.

•

Content must be of high interest according to District and/or Board of

Candidates may appeal the decision of the Assistant Superintendent of Human Resources

by submitting a written rationale and accompanying documentation to the employee’s

direct supervisor. The supervisor and/or cabinet representative who approved the initial

proposal will make the final decision as to the validity of the appeal. The i

Superintendent’s Cabinet will serve as final arbitrator of the appeal process. Decisions of

the Superintendent’s Cabinet are final.

Those administrative, professional and technical employees who declare their intention to

retire prior to March 1, 2008, will be allowed to accelerate the completion of a

Performance Pay Summary Report to receive compensation for successful completion

prior to the last day of employment. The Office of Human Resources will determine the

date for compensation distribution in these individual situations.

GLOSSARY OF TERMS:

District Responsibility Pay

– District Responsibility Pay is available to administrative,

professional and technical category employees for work on District

committees and/or Project or System Improvement Teams.

Teachers and classified personnel have separate budget accounts

for similar compensation for their respective constituents.

Group Incentive Plans

for Administrative/Professional/Technical Employees - Group

Incentive Plans are created by employees to address site or

department challenges as needed. These projects tend to be on a

smaller scale than Project or System Improvement Teams but can

be interdisciplinary.

Project Teamsr

- Teams developed under the supervision of a Superintendent

Cabinet’s member that directly align to Board of Education Goals

and/or Executive Limitations. Frequent meetings and significant

time will be required of participants on Project Teams.

Skill Blocks

- Classes offered to increase knowledge and skill. Individual class

participants receive compensation upon completion of course work

for one-time payments. Skill Block compensation amounts are set

by the Department of Staff Development.

Summary Report –

Participating employees will need to complete a report outlining

Revised 06/07/07