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									HISD Compensation Manual
   2009 – 2010 (Revised)
I. Compensation Management at HISD
           A. Overview ......................................................................................1
           B. Compensation Philosophy ..........................................................1
           C. The Compensation Management Process ..................................1
           D. Compensation Terminology .........................................................3

II.    The Job Evaluation Process
                A. Overview ......................................................................................6
                B. Job Evaluation Program Objectives .............................................6
                C. The Job Evaluation Process ........................................................7
                D. Approval Authorities for Job Evaluations ...................................12
                E. The Compensation Committee ..................................................12

III.   Determining a Job’s Market Value
                A. Overview ....................................................................................13
                B. Objectives of the Valuation Process ..........................................13
                C. Valuation Techniques Used at HISD .........................................13

IV.    Determining Employee Pay
                A. Overview ....................................................................................14
                B. Assessing Education .................................................................14
                C. Evaluating Prior Work Experience .............................................16
                D. Duty Schedules..........................................................................18
                E. Initial Placement of New Employees into the Pay Structure ......20
                F. Review of Approval Policies.......................................................35
                G. Approval Process for Policy Exceptions ....................................35
                H. Former HISD Employees Returning to HISD Employment ........35
                I.  Rehire of TRS Retiree ...............................................................35

V.     Pay Administration
               A. Pay Changes Due to Position Changes .....................................36
               B. Annual Pay Adjustments ............................................................47
               C. Overtime Pay .............................................................................48
               D. Compensatory Time ..................................................................49
               E. Leave of Absence ......................................................................50
               F. Employee Pay Periods …….………………………………………50

VI.    Variable Pay Programs
                A. Overview ....................................................................................51
                B. Longevity Pay ............................................................................51
                C. Teacher Allotment ......................................................................52
                D. Grants .......................................................................................52
                E. Exempt Employees Special Project Pay ....................................52
                 F. Stipends .....................................................................................53
                     Athletics .....................................................................................55
                     Athletics - High School ...............................................................55
                     Athletics - Middle School ...........................................................56
                     Chairperson, Asst. Principal, Principal, Lead Teacher ...............57
                     Co-Curricular - High School .......................................................58
                          Co-Curricular - Middle School & Elementary School .................59
                          Coordinators ..............................................................................59
                          Curriculum Department ..............................................................61
                          External Funding ……………………………………………………62
                          Gifted and Talented ...................................................................62
                          Magnet Instructional Program ....................................................62
                          Multilingual - Bilingual & ESL Programs ....................................63
                          Professional Development Services ..........................................69
                          Project GRAD ............................................................................72
                          Reading Programs .....................................................................72
                          Special Education/Behavior Programs ......................................75
                          Special Education/Child Study ...................................................77
                          Speech Therapists .....................................................................78
                          Special Populations Department …………………………………79
                          Technology ................................................................................80
                          Recruitment & Retention ............................................................80
                          Critical Shortage & New Teacher...............................................80
                          Student Support .........................................................................81
                          Special Education ......................................................................82
                          Virtual School……………….……………………...……………….83
                          Extra Duty Pay ...........................................................................83

VII. Pay Rates / Classifications for Specific jobs
              A. Associate Teachers .................................................................85
              B. Temporary Personnel ................................................................86

VIII.   Performance Incentive Programs
               A. Performance Incentive ...............................................................95
                    1. Teacher Performance Pay Incentive…………………… ........95
                   2. Campus Principals and Assistant Principals - Performance
                   Pay Incentive .............................................................................95
                   3. Executive Principals and Regional Superintendents -
                     Performance Pay Incentive…………………… ..........................95
               B. School Bus Driver Recruitment and Incentive Plans..................95
               C. School Bus Driver Attendance Incentive Plan………..………….96

IX. Food Service
             A.              Duty Schedules ......................................................................97
             B.              Differentials and Special Pay….. ..........................................100

X. Information on Compensation Manual...........................................................102

XI. Appendix………………………………………………………………..……...……...103
                           HISD Board of Education
                       Human Capital Philosophy Statement


The District’s greatest strength is its human capital. The personal, face-to-face
 contact between teacher and child will always be the central event in education.
 Changes in the district’s structure, governance, and policies underscore the
 importance of this relationship; that is, through reform, they exist to support the
 relationship. In addition, the District sets high expectations for school leadership to
 inspire creative thinking and innovative approaches that lead to instructional and
 operational excellence.

Employees identified as high performers using value-added data should be rewarded.
 The District must establish levels of compensation and differentiated salaries driven
 by performance, value-added data, and accountability for all employees.

Reform measures must focus on higher standards for recruitment and selection, job
 performance and compensation, professional development and career planning,
 and provide employees a viable career path within the organization.




It is a policy of the Houston Independent School District not to discriminate on the basis of
   age, color, handicap or disability, ancestry, national origin, marital status, race, religion, sex,
   veteran status, or political affiliation in any of its compensation programs and practices.
                                                                Houston Independent School District
                                                           Compensation Manual 2009-2010 (revised)

I. Compensation Management at HISD

A.     Overview
This section provides an overview of the HISD processes used to manage the compensation
 program and the HISD compensation philosophy, from evaluating positions and establishing
 pay rates to administering pay programs over the long term.

B. Compensation Philosophy
The compensation philosophy of HISD has two major components:

  •    Compensation position: For non-teacher, central /regional administration and
         business support positions, HISD targets compensation and benefits at market
         competitive levels for which HISD competes for talent. Compensation for teachers
         is targeted at the top quartile for large urban Region IV school districts.
  •    Labor markets: Primary labor market is the greater Houston metropolitan area with an
         emphasis on education. HISD will consider general industry pay practices for
         administrative and business operations.
  •    Employees identified as high performers using value-added data should be rewarded.
         The District must establish levels of compensation and differentiated salaries driven
         by performance, value-added data, and accountability for all employees


The following diagram shows the relationship between our objectives of external
 competitiveness and internal equity.



                                                                      Compare pay
      Compare pay                                                     to similar job
         to the        Is pay competitive?   Is pay equitable?        classifications
        external
                                                                           and
      marketplace
                                                                        employee
                                                                         profiles




   aStrategic Goal: Maintain a balance between external and internal competitiveness and equity




C. The Compensation Management Process
Compensation management at HISD is a multi-faceted process focused on furthering the
 organization’s compensation philosophy. The major aspects include defining and
 evaluating jobs, establishing pay rates and ranges for jobs, determining the proper
 compensation level for employees, and administering various aspects of the pay program
 over the long term.




 Revised 9/11/2009                                                                           Page 1
                                                                                                   Houston Independent School District
                                                                                              Compensation Manual 2009-2010 (revised)
I. Compensation Management at HISD

Overview of the compensation management process



 The Compensation
   Management
      Process
                                  Job Definition                      Employee Pay                  Ongoing
                                  and Valuation                       Determination               Administration




 Organization of the
   Compensation
      Manual                     Sections II and III                  Section IV covers             Sections V through
                                 cover policies                       policies concerning           IX cover the many
                                 concerning job                       initial pay rates for         policies that impact
                                 creation and                         employees                     ongoing pay
                                 evaluation                                                         management needs




The following policies reflect the major elements of the compensation management process
 at HISD.


   1. Defining and Evaluating Jobs: Job evaluation is a systematic process for
        determining the relative value of various jobs within the district. Once a position
        has been in use for a period of time, re-evaluation may become necessary if the
        scope of the job has changed substantially.

       HISD uses a modified point-factor job evaluation system which measures a number of
         factors that are typically present in all jobs. This job evaluation system is described
         in more detail in Section II of this manual.


             Examples of factors present in two different types of positions


                                             L e s s Im p o rt an t                                 M o re Im p o rt a n t
                                                 in th e Jo b                                          in t h e J o b



                       L e a d e rs h ip /
                       S up e rv is io n


                       In t e rn a l/E x te rn a l
                       C o n tacts


                       M in im u m
                       E d u c a t io n
                       R e q u ire d

                                                                J ob # 1                         J ob #2




Revised 9/11/2009                                                                                                             Page 2
                                                                Houston Independent School District
                                                           Compensation Manual 2009-2010 (revised)
I. Compensation Management at HISD

     2. Determining a Job’s Market Value: Once a position’s relative internal value has
          been established through the HISD job evaluation system, the Compensation
          department determines its dollar value in the external marketplace. To accomplish
          this, the Compensation department relies on a series of surveys which allow
          comparisons with numerous types of positions.

          Through combining the information obtained from both the job evaluation process and
            the market valuation process, jobs can be assigned to appropriate pay grades. A
            more detailed discussion of determining a job’s market value and pay grade
            assignment is presented in Section II.C of this manual.

     3. Determining an Employee’s Actual Pay Rate: Once the position has been
          assigned a specific pay grade, that grade’s pay range can be used to assist in
          assigning the employee’s salary or pay rate.

          Many other factors can impact an employee’s pay rate within a particular pay grade.
            Section IV presents a series of policies used to determine how employees are
            paid, based on factors such as experience, the length of the duty schedule, and
            even the job family associated with certain positions (such as employees in the
            Food Service Department).

     4. Administering Pay Over the Long Term: The prior three steps are just the
          beginning of compensation management at HISD. Over time, any number of
          changes can be made to an employee’s pay rate. From promotions and transfers
          to periodic adjustments made to pay grades and individual pay, the Compensation
          department monitors and occasionally may recommend adjustments to employee
          pay and the supporting structures in order to achieve external competitiveness and
          internal equity.

          Sections IV through IX present detailed coverage of the policies used to ensure that
            the district’s compensation program remains both competitive and equitable.

D.        Compensation Terminology
The purpose of this section is to provide definitions for key terms and processes presented in
 the Compensation Manual.

     1.     Exempt Employee – An employment status that indicates that an employee is
             exempt from the provisions of the Fair Labor Standards Act (FLSA) regarding
             payment of overtime wages. Exempt employees are paid on a salaried basis.

     2.     Demotion – A demotion occurs when an employee moves into a position which is
             in a lower pay grade than the position s/he was in previously.

     3.     Hourly (Regular Status and Temporary Status) – An employment status
             indicating that the regular or temporary status employee is compensated with an
             hourly wage versus a monthly salary. An hourly employee may not work more
             than 32 hours a week for longer than a four month period.


 Revised 9/11/2009                                                                         Page 3
                                                              Houston Independent School District
                                                         Compensation Manual 2009-2010 (revised)
I. Compensation Management at HISD

  4.     Job Evaluation – The process used by HISD to review job duties via a Job
          Analysis Questionnaire (JAQ) for assignment of a pay grade and for determining
          exempt/non-exempt status.

  5.     Nonexempt Employee – An FLSA employment status that indicates an employee
          must receive overtime compensation at a rate of one and one-half times the
          regular rate of pay for all hours worked over 40 in a work week.

  6.     Pay Grade – The numeric designation that identifies the range of difficulty and
          responsibilities of work and the level of qualification requirements for the job.

  7.     Pay Plan – A compensation and payroll construct that groups people who have like
          duty schedules and like professional attributes. Please see Section XI, Appendix
          E for pay plan codes and definitions.

  8.     Performance Contract – An agreement between HISD and certain administrators
          which specifies a predetermined level of compensation in exchange for that
          administrator’s performance of his or her duties.

  9.     Promotion – A promotion occurs when an employee moves into a position which is
          in a higher pay grade than the position s/he was in previously.

  10.    Re-evaluation – This is the process used for assessing the value of a job when the
          duties and responsibilities of an existing job have changed substantially.

  11.    Regular status employee – This status indicates that an employee works for HISD
          on an open-ended basis, rather than for short periods of time. Regular status
          employees can be classified further as either salaried (exempt) or hourly
          (nonexempt).

  12.    Salary – A salary is an annual compensation amount paid to exempt employees in
          exchange for performance of job duties. Monthly rates for exempt employees are
          calculated by dividing their annual salary by the number of months in their duty
          schedule. Longevity, allotment pay and performance contract pay are not used to
          calculate a salaried employee’s base salary.

  13.    Salaried Employee – This status indicates that an employee is not eligible for
          overtime or other compensation which is paid on an hour-by-hour basis, since
          exempt compensation is not based on the number of hours worked.

  14.    Salary Survey – HISD participates in and subscribes to several third party surveys
          that provide information concerning outside pay levels for a wide variety of
          positions. HISD also conducts special surveys which pertain to special
          competitive situations and other pay practices which are strategically important to
          the district.

  15.    Structure Adjustment – Periodically, the district may choose to increase the
          minimum, midpoint, and/or maximum of any or all of the pay grades. When this
          process occurs, it is a structure adjustment.
Revised 9/11/2009                                                                         Page 4
                                                           Houston Independent School District
                                                      Compensation Manual 2009-2010 (revised)
I. Compensation Management at HISD


  16.    Temporary Status Employee – This status indicates that an employee works at
          HISD on an hourly, as-needed basis, rather than an open-ended basis.

  17.    Transfer / Lateral - A transfer occurs when an employee moves into a position
           which is in the same pay grade as the position he/she was in previously. A
           change in duty schedule only is not considered a lateral transfer.



                        Types of Employment Status at HISD

                    Employment        Exempt /        Non-Exempt /
                      Status          Salaried          Hourly
                      Regular      Regular Salaried   Regular Hourly
                                                       Temporary
                    Temporary            N/A
                                                         Hourly




Revised 9/11/2009                                                                     Page 5
                                                                            Houston Independent School District
                                                                       Compensation Manual 2009-2010 (revised)
II Job Evaluation Process

A.   Overview
The purpose of this section is to describe the objectives of the job evaluation program, the
 process of evaluating a job (including responsibilities of both the requesting department
 and the Compensation department), and finally the authority granted under policy to
 recommend and approve job evaluations and re-evaluations.

B.   Job Evaluation Program Objectives
The major objectives of the job evaluation program relate mainly to appropriate assignment
 of a position to a pay grade as well as compliance with the Fair Labor Standards Act as it
 pertains to determining whether a job is exempt or nonexempt. The purpose of this section
 is to specify HISD policies concerning job evaluation objectives.

 1. Relationship of a Job to Others within HISD: As important as the outside salary
        market is to HISD, so is the relationship among positions within the organization.
        Without consideration for these relationships, it would be possible for a number of
        pay inequities to surface, thereby presenting potential employee relations issues.

     The job evaluation process at HISD is focused not only on defining a position’s own
        internal value to the organization, it is also concerned with maintaining equity with
        all other positions. The following table demonstrates the consideration of
        relationships between positions:

      Achieving proper value relationships between jobs

        Supervisor
                         • Proper “spacing” allows for the employee in the staff position
                           to be paid in the upper portion of the pay range without
                           causing pay compression issues with the supervisor.
                         • Appropriate spacing between jobs creates long-term salary
          Staff
                           growth potential for the staff employee, and allows for a
                           promotion to the supervisor position.


 2. Assignment of a Job to an Appropriate Pay Grade. A position’s internal value, and
        its relationship to all other jobs at HISD, is quantified and assigned a “grade” on one
        of the district’s salary schedules. Grade levels, and their associated pay ranges,
        are much more efficient than to attempt to match comparable market pay rates for
        individual jobs. By combining positions of similar value internally and externally,
        HISD achieves greater efficiency.




 Revised 9/11/2009                                                                               Page 6
                                                                   Houston Independent School District
                                                              Compensation Manual 2009-2010 (revised)
II Job Evaluation Process
   The following diagram shows how several jobs of similar value are often combined into a
   single pay grade.

                                    Combining similar jobs into a pay grade

                                                    Pay Grade Z

                     Electrician


                    HVAC Repairer                   Pay Grade Y    Best Fit


                      Plumber

                                                    Pay Grade X



   3. Exemption Status Determination and FLSA Compliance: Another important
       objective of the job evaluation process is the determination of whether a job is
       subject to the requirements of the Fair Labor Standards Act in terms of eligibility for
       overtime pay past 40 hours during a work week. The Compensation department
       analyzes each job submitted for evaluation with this issue in mind.


C. The Job Evaluation Process
The job evaluation process at HISD typically involves employees and management from both
 the department requesting a job evaluation or re-evaluation, as well as staff from the
 Human Resources and Compensation departments. The purpose of this section is to
 specify HISD policies and procedures concerning the job evaluation process.

   1. Job Family Governance:

        a. Jobs at HISD have been organized into job families. All non-teaching jobs at
           HISD have been assigned to a job family.

        b. A job family is a group of jobs that perform similar work functions, regardless of
           level, department or organizational structure. HISD currently has nineteen job
           families that are market-based, accurately reflect the work performed, and allow
           for career growth.

        c. Job family governance of each of the nineteen job families within HISD is the
           responsibility of a chief or direct report to the superintendent who has assumed
           “ownership” of one or more job families. New positions (including new or
           converted open), or significant changes to existing positions, must be reviewed
           and approved by the job family owner.

        d.   Job families and their respective owners are as follows:




Revised 9/11/2009                                                                             Page 7
                                                                Houston Independent School District
                                                           Compensation Manual 2009-2010 (revised)
II Job Evaluation Process

                    Academics – Chief Academic Officer
                    Administration – Chief of Staff
                    Communications & Marketing – Asst Superintendent, Communications
                    Customer Service – Deputy Superintendent, Human Talent
                    Finance & Accounting – Chief Financial Officer
                    Food Services – Chief, Business Operations
                    Health, Medical & Social Services - Chief Academic Officer
                    Human Resources – Deputy Superintendent, Human Talent
                    Information Technology – Chief Financial Officer
                    Legal – General Counsel
                    Construction & Facilities Services – Chief, Business Operations
                    Policy Admin & Board Services - Chief of Staff
                    Public Safety - Chief, Business Operations
                    Research & Accountability – Asst Superintendent, Research
                    Risk Management – Chief Financial Officer
                    School-Based Programs – Chief Academic Officer
                    Training – Chief Academic Officer
                    Transportation – Chief, Business Operations
                    Warehouse – Chief Financial Officer


  2. Job Evaluation Procedure:

        a. New positions will be established according to business needs. When a
           department identifies a need to develop a new job, department leadership will
           work with Compensation staff to review the job, including making a determination
           if the job already exists. If there is an 80% match to a current position, HISD will
           not pursue developing a new job. If there is not an 80% match, the department
           prepares a Job Analysis Questionnaire (JAQ) and obtains approval for the
           evaluation by the direct report to the superintendent.
        b. To move forward with the evaluation process, new jobs must be reviewed and
           approved by the job family owner.
        c. Once the Job Analysis Questionnaire (JAQ) is approved for evaluation by the
           direct report to the superintendent, and by the job family owner, it is forwarded to
           Compensation for analysis.
        d. Compensation staff will prepare a pay grade recommendation using a
           combination of a market based approach and internal value review.
        e. Compensation develops and finalizes the job description.
        f.   Use of the “Director” title must be approved by both the Deputy Superintendent,
             Human Talent and the Chief Academic Officer.
        g. New positions or upgrades to grades 32 and above require superintendent of
           schools approval.
        h. All new positions must tie into the budget process and recognize the dual
           practice of budget and Human Resources.
        i.   Board approval is required for all new job titles.

Revised 9/11/2009                                                                          Page 8
                                                              Houston Independent School District
                                                         Compensation Manual 2009-2010 (revised)
II Job Evaluation Process
   3. When Jobs Are Evaluated:

           a. Re-evaluations will occur annually between November and February.
              Exceptions will be reviewed by the Compensation Committee.
           b. All job reclassification requests must be submitted in writing to the
              Compensation department by a direct report to the Superintendent of
              Schools. When a position is vacated, department leadership will review the
              position and has the option to request that the position be re-evaluated by
              Compensation, if it is found that the job has changed substantially based on
              business needs.
           c. If a new job is created from an existing position, the job family owner must be
              involved to determine need, level of skill set, titling, etc.
           d. Re-evaluation of the superintendent’s direct reports and their direct reports
              must be approved by the superintendent of schools. In addition, jobs in grade
              32 or higher will require a recommendation from the Compensation
              Committee and approval from the superintendent of schools.
           e. If, in the judgment of a direct report to the superintendent of schools and the
              Human Resources department, it is deemed that a position has changed
              significantly:
                       The Job Analysis Questionnaire (JAQ) process will be initiated by the
                       requesting department. Using the JAQ, Compensation will develop an
                       updated job description using HISD’s standard format and titling
                       guidelines. If the job is in a job family with governance outside of the
                       requesting department, Compensation staff will facilitate further
                       reviews and approvals.
                       Once approved, the job will be evaluated by Compensation staff and
                       assigned the appropriate pay grade based on both internal equity and
                       market. Evaluation results are communicated back to the originating
                       department.
                       If the department does not agree with the job evaluation results, the
                       Compensation Committee will make the final determination of the
                       salary grade.




Revised 9/11/2009                                                                         Page 9
                                                                                        Houston Independent School District
                                                                                   Compensation Manual 2009-2010 (revised)
II Job Evaluation Process

                                          The Job Evaluation Process at HISD
Procedure for Establishing a                Procedure for Reevaluating                    Procedure for Opening a New Position
New Job Title for a New Job                 an Existing Job Title                         for an Existing Job Title

 New job identified based on business       Department reviews the inventory of             New position identified based on
 need                                       tasks included in job and determines if         business need
                                            an update to the job description is
                                            required or if changes are significant
 Department works with Compensation         enough to request a review of the job
                                                                                            Department works with Compensation
 to review the job                          grade
                                                                                            to review the job


 Compensation determines if the job         If a review of job grade is requested,          Compensation determines job already
 already exists or if there is an 80%       inventory of tasks included in job are          exists within HISD
 match to a current job                     incorporated into Job Analysis
                                            Questionnaire (JAQ)

 Inventory of tasks included in job are                                                     Compensation notifies job family
 incorporated into Job Analysis                                                             owner of department’s request to use
 Questionnaire (JAQ)                        Direct report to the superintendent             existing job title
                                            approves JAQ

 Direct report to the superintendent                                                        Job family owner reviews and either
 approves JAQ                               Job family owner reviews and                    approves or denies request to use
                                            approves job to move forward                    existing job title

 Job family owner reviews and
 approves job to move forward
                                            Budgeting confirms funding is                   Budgeting confirms funding is
                                            available                                       available

 Budgeting confirms funding is
 available
                                            Original, signed JAQ is routed to
                                            Compensation department

 Original, signed JAQ is routed to
 Compensation department
                                            Compensation department evaluates
                                            JAQ and recommends pay grade and
                                            job title to job family owner
 Compensation department evaluates
 JAQ and recommends pay grade and
 job title to job family owner
                                            With appropriate approvals from job
                                            family owner, Compensation
                                            discusses evaluation with originating
 With appropriate approvals from job
                                            department. No additional approvals
 family owner, Compensation
                                            are necessary for grades below 32
 discusses evaluation with originating
 department. No additional approvals
 are necessary for grades below 32
                                            NOTE: Jobs in grades 32 or higher
                                            require the review and
 NOTE: Jobs in grades 32 or higher          recommendation of the Compensation
 require the review and                     Committee and approval from the
 recommendation of the Compensation         superintendent of schools. The
 Committee and approval from the            superintendent of schools approves all
 superintendent of schools. The             new and re-evaluated jobs grade 32
 superintendent of schools approves all     or above, and all direct report and
 new and re-evaluated jobs grade 32__       direct report to direct report job
 or above, and all direct report and        evaluations
 direct report to direct report job
 evaluations
                                             Evaluation is finalized and the job
                                            description is revised
 The board approves all new job titles



 Evaluation is finalized, a job
 description is created, and a new job
 code is established as necessary



Revised 9/11/2009                                                                                                              Page 10
                                                             Houston Independent School District
                                                        Compensation Manual 2009-2010 (revised)
II Job Evaluation Process
 4. Job Analysis Questionnaire (JAQ) requirements.

         a. Describe the minimum education and experience requirements of the
            job being evaluated or re-evaluated as if it were vacant. It is important to
            indicate specific education and experience requirements necessary to
            effectively perform the job. Indicate whether the position requires TEA
            certification. TEA requirements for certification are limited to positions
            with direct student access. HISD may make a local decision to include a
            certification required or preferred.
         b. Describe each of the job’s major duties.
         c. Include a percentage time estimate for each of the major duties.
         d. Note any supervisory responsibilities included in the position, and the
            titles of positions supervised.
         e. Include as detailed an organization chart as possible to assist with the
            assignment of a grade which does not conflict with other related
            positions.
         f.   Complete the physical demands and working conditions section of the
              JAQ.
         g. Provide additional information that better explains the nature of the job.


   5. Pay Grade Assignments and Maintaining Pay Data

         a. Compensation staff will use a combined approach of internal equity and
            external market value to assign jobs to pay grades.
                     External market analysis: HISD will conduct market research, where
                       data are available, and compare HISD’s positions to comparable
                       jobs in total compensation surveys, using a consistent total rewards
                       philosophy which targets the competitive marketplace.
                     Internal equity analysis: jobs are evaluated on the following factors:
                       education, work experience, leadership, work
                       complexity/independent judgment, problem solving, impact of
                       decisions, communications/interaction, and customer service.
         b. On an annual basis, the Compensation department will research external pay
            practices and present findings/recommendations to retain the market sensitivity
            of the pay structure.
         c. Teacher pay is evaluated annually for competitiveness in the local and large
            urban school district marketplace. All other job families will be reviewed at a
            minimum of once every 5 years in line with the compensation philosophy to
            keep employees’ salaries at levels competitive with general industry pay
            practices.
                     Job reviews will tie to the budget calendar.




Revised 9/11/2009                                                                          Page 11
                                                                       Houston Independent School District
                                                                  Compensation Manual 2009-2010 (revised)
II Job Evaluation Process

D. Approval Authorities for Job Evaluations
                        Approval Authorities for Types of Job Evaluations*

  Level of Position                          Evaluation and Approval Process

  All jobs below
                              •   Compensation staff evaluates the job, determines market
  Grade 32
                                  value if available, and recommends pay grade.
                              •   Compensation manager approves the evaluation.



                              •   Compensation staff evaluates the job, determines market
                                  value if available, and recommends salary grade.
  Jobs Grade 32 and
                              •   Compensation Committee reviews evaluation results and
  above
                                  makes a recommendation to the superintendent of schools.
                                  Final approval rests with the superintendent of schools.


                              •   Compensation staff re-evaluates the job.
  Appeals Process
                              •   Compensation Committee reviews evaluation results and
                                  makes final determination of salary grade.

* Note:   The table above is representative of the process used for most evaluations. Based on the position in
          question, higher organizational levels may be involved in the final evaluation decision.



E. The Compensation Committee
 The roles and responsibilities of the Compensation Committee are to:
     o Direct, guide and oversee the job evaluations, pay grade assignments as defined
         in C1, 2, 3, 4, and 5 of this section, and pay grade appeal processes at HISD,
         particularly as these processes relate to jobs in pay grades 32 or higher, or with
         the potential to be placed in pay grades 32 or higher.
     o Review and approve new-hire salaries above the midpoint of the salary range.
         Superintendent of schools has final approval.
     o Review and approve promotional increases outside of the standard calculation.
         Superintendent of schools has final approval.

 The Compensation Committee is composed of the superintendent of school’s cabinet
    which includes:
    o Chiefs (Academic, Business Operations, Financial, Staff)
    o Deputy Superintendent of Human Capital
    o General Counsel




 Revised 9/11/2009                                                                                     Page 12
                                                                    Houston Independent School District
                                                              Compensation Manual 2009-20010 (revised)
III Determining a Job’s Market Value

A. Overview
An additional check on the internal point-factor evaluation of a job is to compare the
   evaluation to the going-rate in the outside marketplace for a similar position functioning in
   a competitively similar environment.

B. Objectives of the Valuation Process
The major objectives of the valuation process are as follows:
   ▪ To maintain parity between the outside market value for a job and the pay range
     assignment for that job generated by our own grade structure.
   ▪ To assess the accuracy of external compensation survey data.
   ▪ To ensure that our evaluation system captures important dimensions of the job.

C. Valuation Techniques Used at HISD
It is the policy of HISD to utilize various resources to ensure that our compensation levels
     remain competitive with the external marketplace. To ensure compliance with this
     objective, the Compensation department subscribes to a variety of compensation
     surveys which enable us to match numerous positions at HISD with corresponding jobs
     outside our organization. We also utilize various online survey and pay analysis systems
     to assist the district in keeping up with salary market dynamics.


            Market Information Used by the Compensation Department



                                       Economic
                                        Trends
                                                               Internally
                 Annual                                        Generated
                 Surveys                                        Surveys
                                         HISD
                                      Compensation
                                        Program               Other School
                Online                                          District
                Surveys                                         Surveys

                                      Professional
                                      Association
                                        Surveys




 Revised 9/11/2009                                                                        Page 13
                                                                    Houston Independent School District
                                                               Compensation Manual 2009-2010 (revised)
IV Determining Employee Pay

A. Overview
The policies presented in prior sections have mainly dealt with determining the correct pay
   range for a particular job. Once the decision concerning this pay range has been made,
   it is then the responsibility of Human Resources to recommend the actual pay rates for
   individual employees in these positions.

The goal of this section is to define the policies concerning the determination of individual
   employee pay. In some cases, this determination is shaped by credit for prior experience
   or education. In other cases, duty schedules associated with a position will serve to
   define the actual pay rate, or HISD policy will outline certain pay rates that are to be
   used.

Exceptions to these policies are not permitted without documentation of extenuating
   circumstances and written approval by the deputy superintendent of human talent.
   Certain actions may require additional authorization of the superintendent of schools.

B. Assessing Education
For many positions at HISD, an employee’s initial pay rate depends on an evaluation of
   certain educational credentials. These credentials determine many aspects of pay,
   including the appropriate teacher pay track (Bachelor’s, Master’s, or Doctorate), as well
   as whether a candidate would be eligible for employment in a particular job (e.g., a
   Bachelor’s degree requirement for a particular administrative position).

Because of the importance of establishing the validity of educational credentials, HISD
   employs a formal process of evaluating an employee’s educational background and a
   formal process for granting advanced pay placement for prior work experience as
   outlined below.

   1. Evaluating Education Credentials: An element important to the pay determination
       process concerns evaluation of educational credentials, especially where
       credentials are required by a position. Several important rules apply to the
       credential evaluation process:
          ▪ Each employee in a position which requires a Bachelor’s, Master’s, or a Doctorate
             degree must furnish an official transcript showing conferral of the required
             degree(s).
          ▪ Official transcripts submitted become the property of HISD and will not be
             released to the employee or a third party. Copies of transcripts are available to
             employees from HISD for a nominal charge.

   2. Policy Concerning Acceptable Degrees:
          ▪ The only degrees acceptable are those conferred by institutions of higher learning
             which were accredited or otherwise approved by a state Department of
             Education, recognized governmental organization, or a regional accrediting
             organization at the time the degree was conferred.

          ▪ “Accredited Institutions of Post Secondary Education” will be used to determine
              an institution’s accreditation status.
 Revised 9/11/2009                                                                               Page 14
                                                              Houston Independent School District
                                                         Compensation Manual 2009-2010 (revised)
IV Determining Employee Pay
         ▪   Recognized regional accrediting agencies include:
                • Southern Association of Colleges and Schools
                • Middle States Association of Colleges and Schools
                • North Central Association of Colleges and Schools
                • New England Association of Schools and Colleges
                • Western Association of Schools and Colleges
                • Northwestern Association of Schools and Colleges
                • Commission on International and Trans-regional Accreditation;
                • International Baccalaureate Organization
                • National Council for Private School Accreditation
                • European Council of International Schools/Council of International
                  Schools

  3. Policy Concerning Submission of Educational Credentials: HISD has
     established the following policies concerning submission of advanced degrees for
     those employees entering teacher positions. New and current teachers seeking
     advanced salary placement based on degree will be required to sign a contingency
     letter if official documentation is delayed.
         ▪ New Employees: Advanced degree lane salary placement for new employees is
            based on the advanced degree earned. Advanced degree salary placement is
            effective the date the degree was earned as indicated on the official transcript, if
            the official degree transcript is received by the Human Resources Department
            within the time allotted as directed on the Contingency Letter.
         ▪ Current Employees: Advanced degree lane salary increases are effective the
            date the degree was earned as indicated on the official transcript. Official
            degree transcripts must be submitted to Human Resources within 45 days of
            the degree effective date. If an employee provides a transcript after 45 days of
            the effective date of the degree, credit will be given effective the pay period in
            which the official transcript is submitted. Employees may submit other
            documentation from school officials but will be required to sign a Contingency
            Letter while waiting for the official transcript to be issued.
         ▪ Exceptions to this policy are not permitted without documentation of extenuating
             circumstances and written approval by the deputy superintendent of human
             talent.




Revised 9/11/2009                                                                                   Page 15
                                                             Houston Independent School District
                                                        Compensation Manual 2009-2010 (revised)
IV Determining Employee Pay

C. Evaluating Prior Work Experience
To maintain consistency and equity, HISD may consider past experience of its new
  employees in determining the initial pay rate assignment. Because of the importance of
  establishing the validity of credentials, HISD employs a formal process for granting
  advanced pay placement for prior work experience as outlined below.

   1. Policies Concerning Credit for Prior Experience

        a. Teachers: HISD grants one (1) year of teaching experience for every one (1)
             year of TEA approved teaching experience. (See TEA approved accrediting
             agencies on page 13.) Experience credit is granted by placement at the
             appropriate step on the appropriate degree lane of the Teacher Salary
             Schedule.
              • Beginning with the 2004-05 school year, a certified teacher aide who
                   subsequently attains certification may count up to two years of full-time
                   equivalency of direct student instruction for salary increment purposes.
                   Such experience must be verified on the teacher service record or other
                   similar form containing the same information.
              • Experience from foreign private schools, colleges, and universities that
                   have been accredited by a recognized accrediting agency of the foreign
                   country may be recognized for salary increment purposes, provided the
                   minimum requirements in subsection (f) of Chapter 153-School District
                   Personnel, Subchapter CC-Commissioner’s Rule on Creditable Years of
                   Service are met. The recognized accrediting entity in the foreign
                   country is the foreign Department of Education or the Higher Education
                   Authority of that foreign country. It is the responsibility of the foreign
                   country to provide such relevant, credible, and accurate information
                   before any credit is given. Such experience will be considered on an
                   individual country basis. The placement on the appropriate salary
                   schedule becomes effective after final approval from the Texas
                   Education Agency is received. Once the Texas Education Agency gives
                   final approval the pay is for that year and no prior years. The district or
                   charter school is not liable for any previously non-compensated salary
                   related to such experience.
              • HISD grants one (1) year of teaching experience for every one year of
                   creditable year of HISD professional experience in pay grades 26 or
                   above.
              • For non-teachers, HISD may grant a 5% increase over the pay range
                   minimum for every two years of related work experience. Experience
                   credit is only granted for those years of experience that exceed the
                   minimum years of REQUIRED experience on the job description.
                   Maximum salary placement is 25% over the pay range minimum.
              • New hires who meet the minimum requirements for the position will be
                   placed at the minimum of the salary range.
              • Employees have 90 calendar days from the date of hire to document prior
                   experience. Documents should be provided to the HISD Office of
                   Human Resources.


 Revised 9/11/2009                                                                                 Page 16
                                                             Houston Independent School District
                                                        Compensation Manual 2009-2010 (revised)
IV Determining Employee Pay
       b. Nurses and Speech Therapists: HISD grants one (1) year of HISD experience
            for every two years of non-school based experience. No more than twenty (20)
            years of total non-school based experience will be credited toward advanced
            salary placement.

  2. Submission of Service Records and Other Related Pay Placement Provisions

  A service record validating prior service must be hand carried to the Office of Human
  Resources and date stamped by Human Resources no later than 4:30 PM on the last
  day of the first semester employed as a teacher.

  If the employee does not receive advanced salary placement in accordance with the
  provisions above and is initially placed on Step 1 of the Teacher Salary Schedule, the
  employee will receive retroactive placement at the appropriate pay step for the first
  semester of the employee’s first school year as a teacher with HISD if the employee
  provides a valid service record substantiating advanced placement no later than 4:30 PM
  on the last day of the first semester the teacher is employed with the district. Those
  employees who do not submit their service record information before this deadline will
  receive advanced salary placement credit as of the pay period in which the service
  record is received and date stamped by HISD Human Resources.

  Salary placement based on prior experience that is determined to be both relevant and
  verifiable, will be effective from the date of employment, assuming submission no later
  than 4:30 PM on the last day of the first semester employed at HISD. All submissions
  after this deadline will be made effective as of the pay period in which the service record
  is date stamped in the HISD Office of Human Resources.

  If the prior service record is not received on or before 4:30 PM on the last day of the first
  semester of the school year, any advanced salary placement based on such experience
  will be rescinded and the employee’s pay will be reduced to the confirmed experience
  level for their respective pay lane, retroactive to the date of hire.

  Should prior service record information received by the HISD Office of Human Resources
  reflect different information than was reported by the employee at the time of application,
  an investigation may be initiated. Depending on the results of the investigation,
  disciplinary action may be utilized, up to and including reporting to the State Board of
  Educator Certification, and termination of employment.

  For any former contract teacher who was placed as an associate teacher due to a lapse
  in certification, the promotion back to contract status will require a hire memo from a
  principal and/or proof of certification. Any pay adjustments to be made will be effective
  on the closest pay period to the dates on the hire memo and/or the certification
  credentials presented.

  Exceptions to this policy are not permitted without documentation of extenuating
  circumstances and written approval by the deputy superintendent of human talent.




Revised 9/11/2009                                                                                  Page 17
                                                                  Houston Independent School District
                                                             Compensation Manual 2009-2010 (revised)
IV Determining Employee Pay
D.      Duty Schedules
This table defines the number of duty days required based on the number of scheduled
   months of employment with the district.

                                              Months Employed During School Year
 Career Area or Position                12     11 ½     11         10 ½     10          9

 Staff paid from the Teacher Salary
 Schedule. Includes teachers,
 nurses, librarians, magnet             254    216     206         197      187         -
 coordinators, counselors, evaluation
 specialists, and others.

 Career and Technology Education
 (CTE) teachers
                                         -       -       -           -      187         -


 Administrators and administrative      254    218     208         197      185         -
 support staff

 School Administrators (principals,
 assistant principals, deans)
                                        254    215     205           -       -          -


 Outdoor Education                       -       -       -           -       -       162/167
 (depends on assignment)

 Food Service Attendants/Floater         -       -       -           -      185         -
 Senior Production Attendant

 Senior Food Service Attendants,
 Senior Food Service Training
 Attendants, Food Service Attendant
                                         -       -       -           -      186         -
 Trainees, Trainer I Food Service,
 Production Attendant


 Crafts & Trades (CTS)
                                        254      -     215           -       -          -


 Food Service Café Managers –            -       -     212           -       -          -
 Secondary

 Police Officers                        254      -     220           -       -          -


 JROTC                                  227      -       -           -       -          -


 Bus Drivers                             -       -       -           -      179         -




Revised 9/11/2009                                                                                       Page 18
                                                              Houston Independent School District
                                                         Compensation Manual 2009-2010 (revised)
IV Determining Employee Pay
  1. Additional Policies Concerning Duty Schedules
         a. Employees are required to work the number of days specified within the
             position’s annual duty schedule.
         b. Specific duty schedules are published annually and available on HISD’s web
             pages, giving the beginning date and ending date for each classification of
             employee.
         c. Support or CTS employees in assignments of 10, 10 1/2, 11, or 11 1/2 months
             who are approved to work prior to the scheduled beginning date or beyond
             the scheduled ending date must:
                 ▪ be given comparable time off during the year; or
                 ▪ paid at their current hourly rate on an extended time basis which must
                     be approved in advance by the immediate supervisor.

  2. Daily Duty Schedules: The following policies pertain to daily duty schedules in
      various jobs and job categories within HISD:

       a. All HISD contract and regular personnel in the following categories and jobs are
            required to work an eight (8) hour day, exclusive of the lunch period, unless
            assigned to a position established for a different number of hours. Applicable
            categories and jobs include the following: administrators, counselors, evaluation
            specialists, non-instructional, and administrative support (including, but not
            limited to teaching assistants, aides, clerks, school secretaries, custodians,
            crafts and trades, instructional coordinators, and speech therapist assistants).
       b. All full-time teachers (including, but not limited to librarians, nurses, speech
            therapists, magnet coordinators, exchange teachers and registrars) are required
            to work a seven hour and forty-five minute day. This time period includes a
            thirty minute duty-free lunch.

  3. Planning and Preparation Time-Classroom Teachers: Each classroom teacher is
       entitled to at least 450 minutes within each two-week period for instructional
       preparation, including parent-teacher conferences, evaluating students’ work, and
       planning. A planning and preparation period may not be less than 45 minutes
       within the instructional day. During a planning and preparation period, a classroom
       teacher may not be required to participate in any other activity.

  4. Additional Teacher Scheduling Policy: Any duty schedule which requires the
      teacher to teach a credit course outside of the regular day must be paid at that
      teacher’s hourly rate from campus or regional office funds.

  5. Work Time in Excess of the Daily Duty Schedule: The following policies apply to
      situations which involve work beyond the regular duty schedule:

             ▪      Administrators and exempt administrative support employees are often
                     expected to work in excess of a “typical” forty (40) hour workweek. Exempt
                     employees are compensated with a salary, versus an hourly wage. For
                     exempt staff, completion of work assignments is the primary emphasis.
                     Since there is no overtime pay for exempt staff, the number of hours is of
                     secondary importance.

Revised 9/11/2009                                                                                   Page 19
                                                                 Houston Independent School District
                                                            Compensation Manual 2009-2010 (revised)
IV Determining Employee Pay
              ▪      Teachers: for policies regarding extra duty pay for teachers, refer to Section
                      VII.B, sections 4-6 of this Compensation Manual.
              ▪      Non-exempt, non-instructional staff in administrative support, custodian, and
                      CTS positions who work beyond the regular duty schedule are covered in
                      Section V.C (Overtime) and Section V.D (Compensatory Time) of this
                      Compensation Manual

E. Initial Placement of New Employees into the Pay Structure
In all cases, the Texas Education Agency guidelines for crediting experience and degree
  levels will be followed, where applicable.

      ▪ New employees whose education, knowledge, skills, and related experience meet
         the minimum requirements of the job are hired to at least the minimum of the pay
         grade for the job for which they are being hired. New hire rates are established
         using a combination of the candidate's past pay history, past relevant job
         experience, department budget, and relevant/related experience and
         qualifications as compared to current HISD peers. It is the intent of HISD that
         newly hired employees will not receive more favorable treatment than existing
         HISD employees who meet established performance standards.
      ▪ All initial placement policies apply to new employees.
      ▪ Where applicable, policies relating to former district employees returning to the
         district will be noted. Employees who return to HISD employment within a period
         of six months from their last date of employment with HISD will be placed at the
         same salary they were earning on the last date of their employment as long as
         they are returning to the same job code and/or pay grade, but not to exceed the
         maximum of the range.
      ▪ Employees who return to HISD employment after a period of six months from their
         last date of employment with HISD will be placed in the same manner as new
         employees.
      ▪ Credit for experience is only granted for those years of experience that exceed the
         minimum years of experience on the job description, i.e. only relevant/related
         experience that exceeds the minimum experience required for the job is used for
         salary placement purposes. New hires who meet the minimum requirements for
         the position will be placed at the minimum of the salary range.
      ▪ Teacher allotment and longevity are not restored to rehired employees.




 Revised 9/11/2009                                                                                     Page 20
                                                        Houston Independent School District
                                                   Compensation Manual 2009-2010 (revised)
IV Determining Employee Pay

1. New Teachers

      Policy Component             Description
      Scope of Policy              This policy applies to new teachers.
      Determination of             Teachers new to the district will be placed on the
      Placement on the Teacher     appropriate step and degree lane of the Teacher
      Salary Schedule              Salary Schedule according to creditable years of
                                   teaching experience and degree-level attained..

      Experience Credit            The Texas Education Agency guidelines for crediting
                                   experience and degree levels will be followed.

                                   Please see Assessing Education and Assessing
                                   Experience in Section IV.B and C. in this
                                   Compensation Manual for complete details
                                   concerning the process for gaining experience and
                                   educational credits.

      Salary Placement             Based on the determination of creditable experience,
                                   a teacher will be placed on the appropriate step of the
                                   appropriate degree lane of the Teacher Salary
                                   Schedule.




2. New JROTC Instructors

      Policy Component             Description
      Scope of Policy              This policy applies to all JROTC instructors.
      Determination of Placement   The department head for the JROTC program
      in Pay Range                 determines the appropriate placement for JROTC
                                   instructors.




Revised 9/11/2009                                                                             Page 21
                                                        Houston Independent School District
                                                   Compensation Manual 2009-2010 (revised)
IV Determining Employee Pay

3. New Career and Technology Education Teachers – Work Experience Required

      Policy Component             Description
      Scope of Policy              This policy applies to Career and Technology
                                   Education teachers who are in their CTE assignment
                                   more than 50% of their time or at least half days.

                                   These assignments include the following: Marketing
                                   Education, Health Science Technology, Office
                                   Education, Trade and Industry, and Occupational
                                   Orientation.
      Determination of Placement   Only Trade and Industry positions do not require a
      on the Teacher Salary        four-year degree. Instructors approved for these
      Schedule                     positions will be placed on the Bachelor’s degree lane.
      (Local HISD Policy)
                                   If the instructor holds a Bachelor’s or Master’s degree
                                   from an accredited college or university and is
                                   approved under SBEC guidelines, placement will be
                                   on the Master’s degree lane.
      Salary Placement             Based on the determination of creditable experience,
                                   one year of teaching experience will be granted for
                                   two years of related work experience, not to exceed
                                   four additional teaching years.
      Experience Credit            Work experience in the amount of two years will be
      Working                      granted in accordance with State policy on Vocational
                                   Certification requirements.

      Teaching                     Based on the determination of creditable teaching
                                   experience and work experience, the instructor will be
                                   placed on the appropriate step of the appropriate
                                   degree lane of the Teacher Salary Schedule.
      Review and Approval          1. Relevant work experience is determined by the
      Process                      appropriate Human Resources generalist and/or the
                                   administrator over the applicable area of employment.

                                   2. If no agreement can be reached over relevant
                                   experience, the final determination is made by the
                                   deputy superintendent of human talent.

                                   TEA guidelines for CTE teacher certification requirements
                                   will be followed.




Revised 9/11/2009                                                                              Page 22
                                                       Houston Independent School District
                                                  Compensation Manual 2009-2010 (revised)
IV Determining Employee Pay

4. New Career and Technology Education Teachers – No work Experience Required

      Policy Component             Description
      Scope of Policy              This policy applies to Career and Technology
                                   Education instructors who are in their CTE assignment
                                   more than 50% of their time or at least half days.

                                   These assignments include the following: Agriculture,
                                   Business Education, Family and Consumer Science,
                                   Human Development and Family Studies, Hospitality
                                   Nutrition and Food Science, Technology Education,
      Determination of Placement   The Texas Education Agency guidelines for crediting
      on the Teacher Salary        experience and degree levels will be followed.
      Schedule
                                   Please see Assessing Education and Assessing
                                   Experience in this Compensation Manual for
                                   complete details concerning the process for gaining
                                   experience and educational credits.

      Experience Credit            Based on the determination of creditable teaching
                                   experience, the instructor will be placed on the
                                   appropriate step of the appropriate degree lane of the
                                   Teacher Salary Schedule.
      Review and Approval          TEA guidelines for CTE teacher certification
      Process                      requirements will be followed.




Revised 9/11/2009                                                                            Page 23
                                                       Houston Independent School District
                                                  Compensation Manual 2009-2010 (revised)
IV Determining Employee Pay

5. Psychologists

      Policy Component             Description
      Scope of Policy              This policy applies to new psychologists or current
                                   psychologist trainees. Because the psychologist
                                   trainee is a pass-through classification while the
                                   trainee is completing their dissertation, the trainee
                                   promoted to psychologist will be treated as a new hire
                                   for experience credit.
      Determination of Placement   An employee in this category will be placed into the
      in Pay Range                 master salary range system within the appropriate
                                   pay range for the job.
      Experience Credit            Psychologists with the following validated experience
                                   will be given one year credit for every one year of
                                   school experience.
                                               • providing services such as
                                                  psychological assessment, counseling,
                                                  therapy with children, adolescents,
                                                  families in school settings
                                               • consultation with school personnel in
                                                  school setting
                                               • non-school related psychological
                                                  services or employment
                                               • formal Doctoral Internships in
                                                  psychology
      Salary Placement             HISD may grant a 5% increase over the pay range
                                   minimum for every one year of related outside work
                                   experience. Experience is only granted for those
                                   years of experience that exceed the minimum years
                                   of required experience on the job description.
                                   Maximum salary placement is 25% over the pay
                                   range minimum. Any new employee who holds or
                                   existing employee who earns an LSSP will be granted
                                   a one time five percent (5%) increase in salary unless
                                   the employee is at the maximum of the pay range.
                                   The experience credit guideline on Page 16 which
                                   states credit for experience is only granted for those
                                   years of experience that exceed the minimum years
                                   of experience on the job description, does not apply.
      Review and Approval          1. Relevant work experience is determined by the
      Process                      appropriate Human Resources generalist and/or the
                                   administrator over the applicable area of employment.

                                   2. If no agreement can be reached over relevant
                                   experience, the final determination is made by the
                                   deputy superintendent of human talent.

Revised 9/11/2009                                                                            Page 24
                                                        Houston Independent School District
                                                   Compensation Manual 2009-2010 (revised)
IV Determining Employee Pay

6.   Psychologist Trainees

      Policy Component             Description
      Scope of Policy              This policy applies to new or existing employees.
      Determination of Placement   An employee in this category will be placed into the
      in Pay Range                 master salary range system within the appropriate
                                   pay range for the job.
      Experience Credit            Psychologist trainees with the following validated
                                   experience will be given one year credit for every one
                                   year of school experience:
                                              • providing services such as
                                                  psychological assessment, counseling,
                                                  therapy with children, adolescents,
                                                  families in school settings
                                              • consultation with school personnel in
                                                  school setting
                                              • non-school related psychological
                                                  services or employment


      Salary Placement             HISD may grant a 5% increase over the pay minimum
                                   for every one year of related outside work experience.
                                   Experience credit is only granted for those years of
                                   experience that exceed the minimum years of
                                   required experience on the job description. Maximum
                                   salary placement is 25% over the pay range
                                   minimum. Any new employee who holds or existing
                                   employee who earns an LSSP will be granted a one
                                   time five percent (5%) increase in salary unless the
                                   employee is at the maximum of the pay range. The
                                   experience credit guideline on Page 16 which states
                                   credit for experience is only granted for those years of
                                   experience that exceed the minimum years of
                                   experience on the job description, does not apply.
      Review and Approval          1. Relevant work experience is determined by the
      Process                      appropriate Human Resources generalist and/or the
                                   administrator over the applicable area of employment.

                                   2. If no agreement can be reached over relevant
                                   experience, the final determination is made by the
                                   deputy superintendent of human talent.




Revised 9/11/2009                                                                             Page 25
                                                      Houston Independent School District
                                                 Compensation Manual 2009-2010 (revised)
IV Determining Employee Pay

7. New School-Based Counselors

      Policy Component            Description
      Scope of Policy             This policy applies to new school-based counselors
      Determination of            School-based counselors are paid on the Doctorate
      Placement on the Teacher    lane of the Teacher Salary Schedule.
      Salary Schedule
      Experience Credit           The Texas Education Agency guidelines for crediting
                                  experience and degree levels will be followed.

                                  Please see Assessing Education and Assessing
                                  Experience in Section IV.B and C. in this
                                  Compensation Manual for complete details
                                  concerning the process for gaining experience and
                                  educational credits.
      Advanced Salary Placement   Based on the determination of creditable experience,
                                  a school-based counselor will be placed on the
                                  appropriate step of the appropriate degree lane of the
                                  Teacher Salary Schedule.




Revised 9/11/2009                                                                           Page 26
                                                       Houston Independent School District
                                                  Compensation Manual 2009-2010 (revised)
IV Determining Employee Pay

8. New School Nurses

      Policy Component             Description
      Scope of Policy              This policy applies to new school nurses.
      Determination of Placement   Nurses who hold a Bachelor’s, Master’s, or Doctorate
      on the Teacher Salary        degrees will be paid from the appropriate degree lane
      Schedule                     of the Teacher Salary Schedule.

                                   An RN licensure and a Bachelor’s degree are
                                   required for employment as a school nurse.
      Experience Credit            Non-school based experience is credited in
                                   accordance with Section IV.C of the Compensation
                                   Manual.

                                   The Texas Education Agency guidelines for crediting
                                   experience and degree levels will be followed.

                                   1. Validated hospital based nursing experience will be
                                   credited on a one for one year basis if that experience
                                   was in a hospital operated or owned by a public
                                   college or university accredited and recognized by
                                   TEA, or a private college or university accredited by a
                                   TEA approved recognized regional accrediting
                                   agency.

                                   2. Validated school based experience will be credited
                                   on the basis of one year for each year of validated
                                   experience. Placement will be on the appropriate
                                   degree lane of the Teacher Salary Schedule based
                                   on verified and approved experience.
      Salary Placement             No more than twenty (20) years total non school
                                   based experience will be credited toward advanced
                                   salary placement - for a maximum of 10 years on a
                                   two-for-one basis.
      Review and Approval          1. Relevant work experience is determined by the
      Process                      appropriate Human Resources generalist and/or the
                                   administrator over the applicable area of employment.

                                   2. If no agreement can be reached over relevant
                                   experience, the final determination is made by the
                                   deputy superintendent of human talent.




Revised 9/11/2009                                                                            Page 27
                                                       Houston Independent School District
                                                  Compensation Manual 2009-2010 (revised)
IV Determining Employee Pay

9. New Speech Therapists

      Policy Component             Description
      Scope of Policy              This policy applies to new employees or current
                                   employees who are new to the speech therapist
                                   classification.

      Determination of Placement   New employees will be placed on the appropriate
      on the Teacher Salary        step on the appropriate degree lane of the Teacher
      Schedule                     Salary Schedule according to creditable years of
                                   experience.
      Experience Credit            Non-school based experience is credited in
                                   accordance with Section IV.C of the Compensation
                                   Manual.

                                   1. Validated hospital based speech therapist
                                   experience will be credited on a one for one year
                                   basis if that experience was in a hospital operated or
                                   owned by a public college or university accredited
                                   and recognized by TEA, or a private college or
                                   university accredited by a TEA approved recognized
                                   regional accrediting agency.

                                   2. Validated school based experience will be credited
                                   on the basis of one year for each year of validated
                                   experience. Placement will be on the appropriate
                                   degree lane of the Teacher Salary Schedule based
                                   on verified and approved experience.
      Salary Placement             No more than twenty (20) years total non-school
                                   based experience will be credited toward advanced
                                   salary placement - for a maximum of 10 years on a
                                   two-for-one basis.

                                   If the employee holds a Bachelor’s degree from an
                                   accredited institution, placement will be on the
                                   Master’s degree lane plus one (1) additional step.

                                   If the employee holds a Master’s degree from an
                                   accredited institution, placement will be on the
                                   Doctorate degree lane plus three (3) additional steps.

      Review and Approval          1. Relevant work experience is determined by the
      Process                      appropriate Human Resources generalist and/or the
                                   administrator over the applicable area of employment.

                                   2. If no agreement can be reached over relevant
                                   experience, the final determination is made by the
                                   deputy superintendent of human talent.

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IV Determining Employee Pay

10. New Evaluation Specialists

      Policy Component             Description
      Scope of Policy              This policy applies to new hires or transfers who are
                                   new to the evaluation specialist classification.


      Determination of Placement   New employees will be placed on the appropriate
      on the Teacher Salary        step on the appropriate degree lane of the Teacher
      Schedule                     Salary Schedule according to creditable years of
                                   experience and degree-level attained.
      Experience Credit            The Texas Education Agency guidelines for crediting
                                   experience and degree levels will be followed.

                                   Evaluation specialists with the following validated
                                   experience will be given one year credit for every one
                                   year of experience:
                                              • providing evaluation services to
                                                  children, adolescents, and/or families in
                                                  school settings
                                              • consultation with school personnel in
                                                  school setting including teaching
                                                  experience verified by the Human
                                                  Resources department
                                              • non-school related evaluation services
                                                  or employment

      Salary Placement             Based on the determination of creditable experience,
                                   an evaluation specialist will be placed on the
                                   appropriate step of the Master’s Teacher Salary
                                   Schedule (or Doctorate, if applicable) plus the $3,000
                                   evaluation specialist pay.

                                   Evaluation specialists are not eligible for longevity or
                                   allotment pay, or a retention bonus.
      Review and Approval          1. Relevant work experience is determined by the
      Process                      appropriate Human Resources generalist and/or the
                                   administrator over the applicable area of employment.

                                   2. If no agreement can be reached over relevant
                                   experience, the final determination is made by the
                                   deputy superintendent of human talent.




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11.   New Curriculum Specialists

      Policy Component             Description
      Scope of Policy              This policy applies to new curriculum specialists.

      Determination of Placement   The pay for curriculum specialists new to the district
      in the Pay Range             will be determined based on the appropriate step and
                                   degree lane of the Teacher Salary Schedule
                                   according to creditable years of teaching experience
                                   and degree-level attained and relevant work
                                   experience. The salary may not exceed the
                                   maximum of the pay range.

                                   Curriculum specialists will be paid in the Master
                                   Salary Range and are eligible to receive the annual
                                   increase for employees on the Master Salary
                                   Schedule approved by the board each year.

      Experience Credit            The Texas Education Agency guidelines for crediting
                                   experience and degree levels will be followed.

                                   Please see Assessing Education and Assessing
                                   Experience in Section IV.B and C. in this
                                   Compensation Manual for complete details
                                   concerning the process for gaining experience and
                                   educational credits.

      Salary Placement             All relevant work experience and creditable
                                   experience will be combined to determine placement
                                   in the Master Salary Range for the job.


      Review and Approval          1. Relevant work experience is determined by the
      Process                      appropriate Human Resources generalist and/or the
                                   administrator over the applicable area of employment.

                                   2. If no agreement can be reached over relevant
                                   experience, the final determination is made by the
                                   deputy superintendent of human talent.




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IV Determining Employee Pay

12.   Administrators, Non-Instructional, Instructional Support and Administrative
      Personnel

      Policy Component               Description
      Scope of Policy                This policy applies to new employees and former
                                     employees.

      Former Employees               Any former employee returning to the same job code
                                     or salary grade after a period of less than six months
                                     will be placed at the same salary as they were
                                     employed (assigned), but not to exceed the maximum
                                     of range.
      Determination of Placement     An employee in this category will be placed into the
      in Pay Range                   master salary range system within the appropriate
                                     pay range for the job.

                                     This determination is based on a review of prior
                                     relevant work experience by a Human Resources
                                     generalist and upon recommendations and approval
                                     of the hiring department.
      Experience Credit and          HISD may grant a 5% increase over the pay range for
      Salary Placement               every two years of related work experience.
                                     Experience credit is only granted for those years of
                                     experience that exceed the minimum years of
                                     required experience on the job description. Maximum
                                     salary placement is 25% over the pay range
                                     minimum.
      Performance Contracts          Compensation established for a newly hired
                                     employee entering a position with a performance
                                     contract includes pay for that contract.

      Review and Approval            1. Relevant work experience is determined by the
      Process                        appropriate Human Resources generalist and/or the
                                     administrator over the applicable area of employment.

                                     2. If no agreement can be reached over relevant
                                     experience, the final determination is made by the
                                     deputy superintendent of human talent.




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IV Determining Employee Pay

13.   New Employees Holding Certain Professional Certifications

      Policy Component              Description
      Scope of Policy               This policy applies to new employees and existing
                                    employees.
      Determination of Placement    Any new employee who holds or existing employee
      in Pay Range                  who earns one of the following certificates – PMP,
                                    CPA, CPCU, CPM, CISA or CIA, CPP, S/PHR, LSSP
                                    - which is directly related to their job assignment or
                                    required for the position, will be granted a one time
                                    five percent (5%) increase on the salary schedule
                                    unless the employee is at maximum for the pay range.

                                    Any new employee who holds or existing employee
                                    who earns a CPPO which is directly related to their
                                    job assignment or required for the position will be
                                    granted a one time two and one-half percent (2.5%)
                                    increase on the salary schedule unless the employee
                                    is at maximum for the pay range.

                                    An employee may receive this increase for only one of
                                    the certificates.



14. New Crafts/Trades, Food Service, and Custodian Personnel

      Policy Component              Description
      Scope of Policy               This policy applies to new employees at or above
                                    grade 19.
      Determination of Placement    Employees new to the district will be placed at the
      in Pay Range                  minimum salary of the assigned pay range for the
                                    current school year. Those at or above grade 19 may
                                    receive advanced pay placement, based on a review
                                    of their experience.
      Experience Credit and          HISD may grant a 5% increase over the pay range
      Salary Placement              minimum for every two years of related work
                                    experience. Experience credit is only granted for
                                    those years of experience that exceed the minimum
                                    years of required experience on the job description.
                                    Maximum salary placement is 25% over the pay
                                    range minimum.
      Review and Approval           1. Relevant work experience is determined by the
      Process                       appropriate Human Resources generalist.




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15. New Police Officers

      Policy Component             Description
      Scope of Policy              This policy applies to new employees.
      Determination of Placement   Police officers new to the district will be placed into
      in Pay Range                 the pay grade based upon the standard experience
                                   analysis presented in this Compensation Manual
                                   “Evaluating Prior Work Experience.” Initial placement
                                   requires the Texas Commission for Law Enforcement
                                   Standards and Education (TCLEOSE) Basic
                                   Certification.
      Experience Credit            The Texas Education Agency guidelines for crediting
                                   experience and degree levels will be followed to
                                   determine the employee’s base rate.

                                   See “Evaluating Prior Work Experience” in this
                                   Compensation Manual for additional details
                                   concerning the process for gaining experience and
                                   educational credits.
      Salary Placement             Special salary increases will be provided as officers
                                   increase in level of TCLEOSE certification, in $1,100
                                   increments added to base salary as follows:

                                                                     Annual
                                     TCLEOSE Certification Level   Pay Increase
                                     Basic                          Required

                                     Intermediate                   $1,100

                                     Advanced                       $1,100

                                     Masters                        $1,100

      Review and Approval          1. Relevant work experience is determined by the
      Process                      appropriate Human Resources generalist and/or the
                                   administrator over the applicable area of employment.

                                   2. If no agreement can be reached over relevant
                                   experience, the final determination is made by the
                                   deputy superintendent of human talent.




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IV Determining Employee Pay

16.   New Hourly Personnel

      Policy Component             Description
      Scope of Policy              This policy applies to new employees.

      Determination of Placement   Employees will be placed at the equivalent hourly
      in Pay Range                 rate for the minimum salary of the pay range to which
                                   their position is assigned or they will be assigned an
                                   hourly rate listed in Section VII, Section B Pay
                                   Rates/Classifications for Specific Jobs.

      Experience Credit and        HISD may grant a 5% increase over the pay range
      Salary Placement             minimum for every two years of related work
                                   experience. Experience credit is only granted for
                                   those years of experience that exceed the minimum
                                   years of required experience on the job description.
                                   Maximum salary placement is 25% over the pay
                                   range minimum.
      Review and Approval          Relevant work experience is determined by the
      Process                      appropriate Human Resources generalist.




17. New Hourly Crafts/Trades, Food Service, and Custodian Personnel

      Policy Component             Description

      Scope of Policy              This policy applies to new employees.

      Determination of Placement   Employees new to the district will be placed at the
      in Pay Range                 minimum salary of the assigned pay range for the
                                   current school year. Those at or above grade 19 may
                                   receive advanced pay placement, based on a review
                                   of their experience.
      Experience Credit and        HISD may grant a 5% increase over the pay range
      Salary Placement             minimum for every two years of related work
                                   experience. Experience credit is only granted for
                                   those years of experience that exceed the minimum
                                   years of required experience on the job description.
                                   Maximum salary placement is 25% over the pay
                                   range minimum.
      Review and Approval          Relevant work experience is determined by the
      Process                      appropriate Human Resources generalist.




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IV Determining Employee Pay

F.    Review and Approval Policies
Relevant work experience is determined by the appropriate Human Resources generalist
   and/or the administrator over the applicable area of employment.

If no agreement can be reached over relevant experience, the final determination is made by
    the deputy superintendent of human talent.

G. Approval Process for Policy Exceptions
Upon the recommendation of the hiring manager and the superintendent’s direct report over
   the hiring manager, requests to offer pay above the midpoint of the salary range will be
   reviewed and approved by the Compensation Committee. Superintendent of schools has
   final approval.


H. Former HISD Employees (Non-Teachers, Non-TRS Retiree)
   Returning to HISD Employment
Employees who return to HISD employment within a period of six months from their last date
  of employment with HISD will be placed at the same salary they were earning on the last
  date of their employment as long as they are returning to the same job code or pay
  grade, not to exceed maximum of the pay range. Employees who return to HISD
  employment after a period of six months from their last date of employment with HISD
  will be treated in the same manner as new employees. Allotment and longevity are not
  restored to rehired employees.

I. Rehire of TRS Retiree
For retirees returning to HISD employment, Standard Practice Memo (SPM) No.3202.1,
  Guidelines and Procedures Regarding Hiring Teacher Retirement Retirees,
    applies.




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A. Pay Changes Due to Position Changes
The following section details those policies that pertain to pay changes which result from
   different types of position changes.

   1. Promotional Increases to Base Salary:
              Promotional opportunities will be created based on business needs and align
              with budgetary requirements. A formal annual promotional process will take
              place in January.
              Promotions will be tied to the budget process.
              A promotion is defined as an advancement to a job in a higher level pay
              grade which may include increased authority, duties, and/or responsibilities.
              Career paths are defined as opportunities for employees to advance through
              the organization on a designated course, based on individual performance,
              business needs, and available budget. Moving through a career path does
              not result in an automatic adjustment to base pay. There may be
              circumstances where a career path provides for lateral movement and
              therefore, may not be accompanied by a pay increase.
              Requests for promotional increases outside of the standard calculation must
              be reviewed by the appropriate direct report and approved by the
              Compensation Committee and superintendent of schools.
              If standard promotional increase does not bring employee to the minimum of
              the pay grade, the employee's pay will be brought to the minimum of the new
              pay grade. If the standard adjustment brings the employee outside of the
              maximum of the grade, the employees pay will be brought to the maximum of
              the new pay grade.


        The following table outlines the promotional adjustments for all regular employees
        and temporary status employees promoted to regular status positions excluding
        assistant principals, deans, principals, executive principals or any employee
        promoting to a position at a pay grade of 34 or higher.
             Scope of Promotion           HISD Promotion Policy
             One pay grade                The employee will receive a six percent (6%) increase
                                          over the prior salary, not to exceed the maximum of the
                                          new pay range.

                                          If the 6% adjustment does not place the employee’s
                                          salary above the pay range minimum, the employee’s
                                          pay will be increased to the minimum of the new pay
                                          range.

                                          Exception: Because the psychologist trainee position is
                                          a pass-through position while a dissertation is
                                          completed, psychologist trainees who complete their
                                          Doctorate will be promoted to Psychologist under the
                                          same experience credit rules as explained on Page 23:
                                          Determining Employee Pay-Psychologists.



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            Two pay grades             The employee will receive a twelve percent (12%)
                                       increase over the prior salary and placement into the
                                       new range, not to exceed the maximum of the new pay
                                       range.

                                       If the 12% adjustment does not place the employee’s
                                       salary above the pay range minimum, the employee’s
                                       pay will be increased to the minimum of the new pay
                                       range.

            Three or more pay grades   The employee will receive an eighteen percent (18%)
                                       increase over the prior salary, and placement into the
                                       new range, not to exceed the maximum of the new pay
                                       range.

                                       If the 18% adjustment does not place the employee’s
                                       salary above the pay range minimum, the employee’s
                                       pay will be increased to the minimum of the new pay
                                       range.

            Teacher promotion to       A teacher moving to any position in pay grade 29 will
            positions in Grade 29      move to that position at the correct number of months
                                       and receive the standard one pay grade increase (6%)
                                       for the change, even though the salary ranges are
                                       considered to be lateral, not to exceed the maximum of
                                       the new pay range.

                                       If a teacher transfers to a curriculum specialist position,
                                       the employee must have worked in the teacher position
                                       for at least 90 days to be eligible to receive the 6%
                                       promotional increase.

                                       Teachers who are transferred or promoted to a non-
                                       contract position must relinquish their teacher contract.
                                       Teachers who are transferred or promoted to an
                                       administrator contract position must relinquish their
                                       teacher contract and agree to the appropriate contract
                                       for the new position.



  2.   Classification and Promotional Adjustments for Assistant Principals and Deans
  Salary is based on the following salary schedule.
  An employee who does not earn a creditable year of service and/or who remains on
   the same pay step for any other reason (such as being at the maximum pay step) is
   not eligible for a pay increase beyond any increase made to the pay step to which the
   employee is assigned. Note: assistant principals or deans who work less than half
   time are not eligible to earn experience credit and will not advance on the step scale.




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       Salary for 11-Month Assistant Principal
                   Step                ES*                   MS*                  HS*
                    0                $55,991               $57,090              $61,650
                    1                $57,093               $58,215              $63,131
                    2                $58,195               $59,317              $64,612
                    3                $59,297               $60,419              $66,093
                    4                $60,399               $61,521              $67,574
                    5                $61,501               $62,623              $69,055
                    6                $62,603               $63,725              $70,536
                    7                $63,705               $64,827              $72,017
                    8                $64,807               $65,929              $73,498
                    9                $65,909               $67,031              $74,979
                    10               $67,011               $68,133              $76,460
                    11               $68,113               $69,235              $77,941
                    12               $69,215               $70,337              $79,422
                    13               $70,317               $71,439              $80,903
                    14               $71,419               $72,541              $82,384
                   15+               $72,521               $73,643              $83,865
                         Maximum experience is capped at 15 years
         *$5,000 Performance Contract Pay is included in the salary schedule.
         *Longevity pay is included in the salary schedule.

  One year of experience is valued at $1,481 for HS, $1,125 for MS, and $1,102 for ES.


       a. Non-Assistant Principal or Dean Experience
            o Experience credit is not given until the minimum requirement for the
               assistant principal position of five year’s of teaching experience is met.
            o Employees with certified educational experience such as classroom
               teacher will be given one year credit for every two year’s of experience
               after the minimum five years of teaching experience is met. Maximum
               placement for this experience is step 5.
            o Employees with certified, full-time, non-teaching experience in positions
               above teacher but not requiring administrative certification, such as
               counselor, magnet coordinator, title I coordinator, school improvement
               facilitator, etc., will be given one year credit for each year of experience.
               This experience will be in addition to any steps earned through teacher
               experience. Maximum placement combining teacher-plus experience and
               teacher experience is step 5.
       b. Assistant Principal, Dean, or Equivalent Experience
            o Employees holding any position, in or out of the district, requiring
               administrative certification, will receive one-for-one experience credit up to
               the maximum of the salary schedule.
       c. Non-assistant principal or dean experience and assistant principal, dean or
       equivalent experience as described above will be combined to determine
       placement on the salary scale.
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  Exceptions to the experience credit guidelines in all cases will require the review and
     approval of the deputy superintendent of human talent.
  Additional Components
    • $1,000 is paid for a Doctorate degree. Exception: If an assistant principal’s or
          dean’s salary currently exceeds the Salary Schedule (pay is grandfathered),
          the employee is not eligible for the additional payment for a Doctorate degree.

  3. Classification and Promotional Adjustments for Principals
  Salary is based on a combination of the following pay variables: principal experience
      and school type, size and complexity. Campus-based variables are calculated and
      produced by the Research department, and are determined by averaging school
      data taken for PEIMS reporting the last Friday in October, and taken again the last
      Friday in April of the same school year.

  An employee who does not earn a creditable year of service and/or who remains on
     the same pay step for any other reason (such as being at the maximum pay step) is
     not eligible for a pay increase beyond any increase made to the pay step to which
     the employee is assigned. Note: principals who work less than half time are not
     eligible to earn experience credit and will not advance on the step scale.

  Experience Component
         Years of Principal       Increase
                                                      ES*                 MS*                 HS*
            Experience            Per Year
                 0                    --           $68,000              $73,000             $86,000
                 1                 $1,000          $69,000              $74,000             $87,000
                 2                 $1,000          $70,000              $75,000             $88,000
                 3                 $1,000          $71,000              $76,000             $89,000
                 4                 $1,950          $72,950              $77,950             $90,950
                 5                 $1,950          $74,900              $79,900             $92,900
                 6                 $1,950          $76,850              $81,850             $94,850
                 7                 $2,275          $79,125              $84,125             $97,125
                 8                 $2,275          $81,400              $86,400             $99,400
                 9                 $2,275          $83,675              $88,675            $101,675
                10                 $1,625          $85,300              $90,300            $103,300
                11                 $1,625          $86,925              $91,925            $104,925
                12                 $1,625          $88,550              $93,550            $106,550
                13                  $650           $89,200              $94,200            $107,200
                14                  $650           $89,850              $94,850            $107,850
                15                  $650           $90,500              $95,500            $108,500
                          The experience component is capped at 15 years
       *$7,500 Performance Contract Pay is included in the salary schedule.
       *Longevity pay is included in the salary schedule.
       *K-8 principals are paid on the middle school lane. Principals at elementary schools
       transitioning to K-8 or PK-8 will be paid on the middle school lane of the principal pay model
       after the school has completed its transition to a middle school.



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       After meeting the minimum experience requirements for principal, additional
       experience as principal or equivalent (or higher), will be considered for placement
       on the experience ladder.


  Size of School Component

                              E               D             C                 B               A             X
                                                                                                          HS Only

             ES:           0 – 599                          600-899         900-1199         1200 +


             MS:           0 – 699                          700-999        1000-1399         1400 +


             HS:           0- 1149        1150-1499        1500-1999        2000-2499       2500-2999      3000 +


           $ Value of          $0                           $7,000          $10,000          $12,000       $13,000
              Size
                                             $4,000
          Component
       *K-8 principals are paid on the middle school schedule.
       *For principals assigned to multiple campuses, the school type with the greater value dictates
        the lane.

  Complexity Component

                                     D              C                  B                A                 X
          Economically
                                  0 – 35%      36% – 50%        51% - 75%         76% - 90%             91% +
          Disadvantaged

               Value                 $0           $2,700          $4,000            $5,000              $6,000


                G.T.              0 – 11%       12% - 40%       41% - 80%          81% +


               Value                 $0           $2,000          $3,000            $4,000

     For principals assigned to multiple campuses, combined school characteristics are used to
     determine complexity values.


  Superintendent Component

     The superintendent of schools will exercise his/her discretion to determine an additional
     pay component/incentive for a principal.


 a. Changes in Component Values
       The principal pay model is a placement structure for new or transferring principals.
       An established principal will maintain the component values associated with their
       campus unless:
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       ●   S/he transfers to a new campus, at which time their pay is recalculated using
           the current component values for that campus
       ●   A campus component decreases by 50% from the time the component was
            established, at which time the component value will be reduced accordingly.
            For each component the calculation is determined by:
                Size of School                       number of students
                Economically Disadvantaged           overall percentage decrease
                Gifted and Talented                  overall percentage decrease
       ●   A campus component increases by 25% from the time the component was
            established, at which time the component value will be increased accordingly.
            For each component the calculation is determined by:
                Size of School                       number of students
                Economically Disadvantaged           overall percentage increase
                Gifted and Talented                  overall percentage increase
       ●   When a school is new, consolidated or reconfigured, campus-based variables
           will be evaluated using PEIMS data on the first day after Labor Day and any
           needed pay adjustments will be made. The variables will be reevaluated after
           the fall PEIMS snapshot and any adjustments will be made retroactive to the
           beginning of the school year.
       •   Principals at elementary schools transitioning to K-8 or PK-8 will be paid on the
           middle school lane of the principal pay model after the school has completed its
           transition to the middle school.

  b. Additional Components
     • From time to time the superintendent of schools requires flexibility to recruit
          principals to unique situations.
     • $1,000 is paid for a Doctorate degree. Exception: If a principal’s salary already
          exceeds the Principal Pay Model (pay is grandfathered), the employee is not
          eligible for the additional $1,000 payment for a Doctorate degree.

  c. Exceptions to Principal Pay Model
     ● In some circumstances, the principal experience plus school components may
        be less than the employee’s current rate of compensation. With approval of the
        superintendent of schools, the employee may be granted a pay increase not to
        exceed 6% above their current salary. The salary will remain unchanged until it
        meets or exceeds the district’s approved salary schedule.

  d. Non-Traditional Specialty School Administrators
     ● The superintendent of schools will exercise his/her discretion to define salary
       for non-traditional specialty school administrators.
     ● Specialty School Administrators are eligible to receive Economically
       Disadvantaged and Gifted and Talented component pay when the campus is at
       full capacity. Final approval for component pay resides with the superintendent
       of schools. See the Complexity Component schedule on page 40 of this
       Compensation Manual.

  e. Program Implementation
     • This program was implemented in the 2006-2007 SY.


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  f.   Hold Harmless Rule
       • Principals, assistant principals and deans with grandfathered salaries $5,000 or
            less: Salaries will be held harmless until matched to the pay model.

           Example: If the current salary exceeds the principal pay model by $5,000 or
           less, the current salary will remain “as is” until the model pay either meets or
           exceeds the grandfathered salary, at which time the model salary prevails.

  To remain eligible for the $5,000 hold harmless rule, the employee must remain in the
  same or equivalent pay level position.
      • 6-Year Rule: Principals, assistant principals and deans with grandfathered
         salaries greater than $5,000: Salaries will be grandfathered at current salary
         for three years (SYs ’06-‘07; ’07-’08; ’08-’09).
      • If by SY 2009-2010 the salary still exceeds the model, the amount over the
           model will remain grandfathered.

  To remain eligible for the 6-year rule, the employee must remain in the same or
  equivalent pay level position.

  4. Classification and Promotional Adjustments for chiefs, direct reports to the
     superintendent of schools, executive principals and those promoting to pay
     grades 34 or higher

  The salaries for these positions are determined by the superintendent of schools.

  Initial Placement: Superintendent will make the initial pay grade placement of existing
  staff or new hires who become chiefs, direct reports, or executive principals, or who are
  placed in positions in pay grade 34 or above based upon need, duties and market
  conditions.

  Before Contract Term Begins: Prior to the beginning of a contract term, the
  superintendent has the authority to place direct reports and executive principals within
  a salary range with notice to the board after any salary change is made. Any change in
  pay grade placement requires board approval.

  After the Beginning of the Contract Period: All salary adjustments or changes in
  pay grade made during the contract term based upon need, additional duties or market
  conditions require board approval.

  5.   General Administration of Performance Contracts (administrators only)

  Administrators promoted to positions with Performance Contracts will have their
    base salaries administered in the same manner as other employees, with the
    exception of executive principals and direct reports. Performance Contract pay
    will be administered as follows:

  •    Regional superintendents will receive Performance Contract pay as negotiated
       and determined by the superintendent of schools, not to exceed an additional
       $15,000 for signing a Performance Contract.
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  •    Executive principals will receive Performance Contract pay as negotiated and
       determined by the superintendent of schools, not to exceed an additional $7,500
       for signing a Performance Contract.
  •    The $7,500 Performance Contract pay for principals is included in the total
       compensation package.
  •    The $5,000 Performance Contract pay for assistant principals is included in the
       total compensation package.
  •    An employee promoted or hired into a position which is eligible for a Performance
       Contract may receive an additional $7,500 for signing a Performance Contract.
       Employees on Performance Contracts who are reassigned to positions not eligible
       for Performance Contracts shall have their Performance Contract and pay
       associated with it removed from their salary at the same time of reassignment and
       then have their other salary components adjusted based upon the procedures in
       this manual.
  •    Employees and new hires working under a Performance Contract may have their
       salaries exceed the maximum of the salary range by up to the value of the
       Performance Contract pay.

  6. Transfers.
  The following policies apply to different types of employee transfer situations.
     Note: While a change in duty schedule for the same job or position may result in a
     change in salary, it is not considered a transfer or demotion.

      a. Hourly employees who transfer to regular employment status
      Employees in this transfer situation will be placed at the minimum salary of the
          assigned pay range. Full-time validated experience may be reviewed as stated
          in Assessing Education and Experience in this Compensation Manual. Hourly
          CTS, food service, and custodian employees transferring to regular
          employment status will be treated as new hires under Section IV.B.12:
          Determining Employee Pay-New Hourly Crafts/Trades, Food Service and
          Custodian employees.

      b. Regular employees transferring to the same position, but in an hourly
         status
      An administrative support, non-instructional, crafts/trades, food service, or custodial
           employee changing from a regular position to the same position on an hourly
           basis will receive an hourly rate equivalent of their former base hourly pay rate.

           •   For 12 month employees, the annual rate will be divided by 2,032 hours
                  due to a 254 day duty schedule; or
           •   If the duty schedule is less than 12 months, then the appropriate number of
                  hours for that duty schedule will be used.

      c. Hourly status employees changing from one hourly status position to
          another hourly status position

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     An administrative support, non-instructional, crafts/trades, food service, bus driver,
         or custodial employee changing from one hourly position to another hourly
         position in the same range or lower will be placed in the new position using the
         same policy as for hourly employee hires.

     d. Voluntary Transfer to a Position in a Lower Pay Grade – Employee has
         been in current position longer than one year
     When an employee voluntarily transfers to a position in a lower pay grade based
         upon the employee’s written voluntary request, the following procedures will
         apply:

     Employees on the Master Salary Schedule
        Salary Reduction:
             The employee’s pay will be reduced by 3% for a one-grade reduction, 6%
             for a two-grade reduction, or 9% for a three-grade reduction, or to the
             maximum of the pay range, whichever salary is lower. The minimum
             salary reduction will be 3%.
             In addition, longevity pay may be affected.
             If the position is paid on a step salary scale, the employee will be paid
             the step amount specified by the placement guidelines for that job.

             Duty Schedule Reduction: The employee’s pay will also be adjusted
             accordingly at the time of transfer due to the reduction in the duty schedule.

                    Example: a twelve month employee who transfers to an eleven month
                    position will have his/her annual salary (less performance money and/or
                    longevity) divided by twelve months and multiplied by eleven months to
                    determine the new annual salary. In addition, longevity pay is also reduced
                    based on the formula.

     Employees with a Contract (Teacher, Performance or Administrative)
     The contract employee’s pay will be adjusted in accordance with policy not to
         conflict with the terms of the contract or state regulations. If reassigned
         during the contract period, the employee will be compensated at their
         current salary for the remainder of the contract period. Thereafter, the
         employee will be paid a salary commensurate with the position to which
         they are reassigned. If the position is paid on a step salary scale, the
         employee will be paid the step amount specified by the placement
         guidelines for that job. Employees with a performance contract will have
         their pay adjusted by the performance amount.

    e. Voluntary Transfer within one year
    The employee’s pay will be reduced by 6% for a one grade reduction, 12% for a two
         grade reduction, or 18% for a three grade reduction, or to the maximum of the
         pay range, whichever is lower, if the employee has been in their current
         position less than one year. The minimum reduction will be 6%.
    The salary will be adjusted for any raise approved by the board for that school year.
         In addition, longevity pay may be affected. See the previous example
         regarding a reduction in duty schedule.

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    Employees with a Contract (Teacher, Performance or Administrative)
    The contract employee's pay will be adjusted in accordance with policy not to
       conflict with the terms of the contract or state regulations. If reassigned during
       the contract period, the employee will be compensated at their current salary for
       the remainder of the contract period. Thereafter, the employee will be paid a
       salary commensurate with the position to which they are reassigned. If the
       position is paid on a step salary scale, the employee will be paid the step
       amount specified by the placement guidelines for that job. Employees with a
       performance contract will have their pay adjusted by the performance amount.

    f. Lateral Transfer
    Refers to an employee moving from one position to another at the same pay grade.

       Lateral Transfer Resulting in Pay Adjustment
     Employees transferring to positions in the same pay grade but with greater or lesser
       duty schedules will have their salaries adjusted accordingly at the time of transfer.
       See previous example for calculating a salary adjustment due to a reduction in
       duty schedule.

    g. Involuntary Transfers and Transfers Due to Staffing Reductions or Reorganizations
     o Pay Adjustments for Involuntary Transfers
     Employees on the Master Salary Schedule
     Employees who are reassigned to a lower pay range will be placed in the new pay
       range at their current rate of pay. If their current rate of pay exceeds the
       maximum rate of the new pay range, their salary will be reduced to the maximum
       of the new range, effective the date of the transfer. In addition, longevity pay
       may be affected. If the position is paid on a step salary scale, the employee will
       be paid the step amount specified by the placement guidelines for that job. If the
       duty schedule changes, then pay is adjusted per the previous example.

     Employees with a Contract (Teacher, Performance or Administrative)
     For employees who have contracts, the employee’s pay will be adjusted in
       accordance with policy not to conflict with the terms of the contract or state
       regulations. If reassigned during the contract period, the employee will be
       compensated at their current salary for the remainder of the contract period.
       Thereafter, the employee will be paid a salary commensurate with the position to
       which they are reassigned. If the position is paid on a step salary scale, the
       employee will be paid the step amount specified by the placement guidelines for
       that job. Employees with a performance contract will have their pay adjusted by
       the performance amount.

     Hourly Status Personnel
     The employee who is reassigned to an hourly assignment in a lower pay range will
       be placed in the new pay range at the appropriate lower hourly rate for that
       position. If that hourly rate exceeds the maximum hourly rate of the new pay
       range, the rate will be reduced to the maximum of the new range, effective the
       date of the transfer.



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     o Personnel Involuntarily Reassigned for Performance Reasons
     When an employee is reassigned to a position in a lower pay grade, due to an
       inability to perform at a satisfactory level, or a reassignment under a
       performance contract, as assessed and documented by administration, the
       following procedures will govern pay adjustments:

    Employees on the Master Salary Schedule
       • Salary Reduction: The employee’s pay will be reduced by 6% for one pay
              grade, 12% for two pay grades, or 18% for three pay grades, or to the
              maximum of the pay range, whichever is lower. In addition, longevity
              pay may be affected. If the position is paid on a step salary scale, the
              employee will be paid the step amount specified by the placement
              guidelines for that job.
       • Duty Schedule Reduction: The employee’s pay will also be adjusted
              accordingly at the time of transfer due to the reduction in the duty
              schedule (see previous example). In addition, longevity pay is also
              reduced.
       • Involuntary Transfer within One Year: If the employee involuntarily
               transfers to a position in a lower grade after serving less than one full
               year in the position, the employee will be returned to his/her previous
               salary. The salary will be adjusted for any raise approved by the school
               board for that school year.

     Employees on a Contract (Teacher, Performance or Administrative)
     For employees who have contracts, the employee’s pay will be adjusted in
       accordance with policy not to conflict with the terms of the contract or state
       regulations. If reassigned during the contract period, the employee will be
       compensated at their current salary for the remainder of the contract period.
       Thereafter, the employee will be paid a salary commensurate with the position to
       which they are reassigned. If the position is paid on a step salary scale, the
       employee will be paid the step amount specified by the placement guidelines for
       that job. Employees with a performance contract will have their pay adjusted by
       the performance amount.

     h. General Provisions
     Employees are not entitled to a promotional increase if the former grade is restored
        due to a transfer, reorganization or reclassification for a period of one (1) year
        from the date of prior transfer. Previous pay reductions, however, may be
        restored.

     i. Changes in Duty Schedule
     Positions, due to varying business needs, will at times have their duty schedules
        adjusted accordingly. An employee whose duty schedule is changed but who
        continues to occupy the same job or position will be compensated at the current
        rate of pay, adjusted to account for the new duty schedule. Salaries will be
        adjusted upward or downward using the same formula used previously. The pay
        grade is not affected.



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   Exceptions to the above policy on involuntary transfers must be approved in writing by
   the deputy superintendent of human talent prior to communication to the employee
   affected by policy.

B. Annual Pay Adjustments
The following policies apply to the various annual pay adjustments which may occur at the
   discretion of HISD Administration. Exceptions to these policies must be approved by
   the superintendent of schools.

   1. Teacher Salary Schedule Employees
   •    For the 2009-2010 school year, teachers earning a creditable year of service will
         receive an average increase of 2.95%.
   •    Teachers not earning a creditable year of service, as defined in this
         Compensation Manual, will receive at least the same salary as paid in the
         2008-2009 Teacher Salary Schedule.

   2. Master Salary Schedule Employees
   For the 2009-2010 school year, eligible regular status employees on the Master Salary
       Schedule who completed a creditable year of service will receive a 1.5% salary
       increase.
   • For holders of performance contracts, the maximum of the range is extended by
         the value of the contract held ($5,000, $7,500, or $15,000). For employees with
         longevity, the range is extended by the value of the longevity amount.
   • Effective in the 2010-2011 school year, employees paid over the maximum of the
         pay range will receive up to 50 percent of the annual salary increase.
   • A “Needs Improvement” or lower evaluation of an employee assigned to the
         Master Salary Schedule will result in the withholding of the 2009-2010 pay
         increase increment.
   The direct report to the superintendent of schools of the assigned department must
   notify the appropriate Human Resources generalist, in writing, of any employee
   subject to this provision no later than July 31 of that school year.

   3.   Other Annual Pay Adjustments for Specific Jobs
   Eligible hourly personnel paid from the Master Salary Schedule who have completed a
         creditable year of service will receive a 1.5% salary increase.
   Eligible bus drivers completing at least 90 duty days for the 2008-2009 school year will
       receive a 1.5% salary increase. Bus drivers hired for the 2009-2010 school year
       will be assigned the hourly rate published in the section Pay Rates for Specific
       Jobs in this Compensation Manual.

   4. Creditable Year of Service
   An important part of the HISD salary administration process is the determination of
       creditable year of service. This measure determines whether an employee
       qualifies for base pay increases in association with overall pay structure
       enhancements which may be made.

       Since the 1998-1999 school year, the state considers an employee who satisfies
         one of the criteria a. or b. below as having earned a creditable year of service.
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V Pay Administration

     a. 90 days of full-time service or 180 days of half-time service earned during a 12
            month period as defined by TRS Guidelines. Employees who work less than
            half-time are not eligible to earn a creditable year of service.

     b. 90 full-time equivalent days.

   Notes concerning criteria a. and b.:
   1. During the 1977-1978 through 1996-1997 school years, the requirement for
      earning a creditable year of service was 90 days of full-time service or 180 days of
      half-time service. This was changed for the 1997-1998 school year to 85 days of
      full-time service or 175 days of half-time service. From 1998-1999 school year to
      the present, criteria a. and b. above have been in place.

   1. Beginning in the 1998 -1999 school year, full-time equivalent days have been
      calculated by multiplying the total number of days worked by the percentage of
      time employed in the district. From the 1978-1979 through 1997-1998 school
      years, the full-time equivalent credit was calculated by including all of the days
      employed at 100% time plus one half of all days at 50-99% time.

C. Overtime Pay
   Exemption status is a legal determination based on a comparison of job duties to a
   series of Federal Labor Standards Act (FLSA) tests and the applicable case law. An
   “exempt” or “nonexempt” designation is then assigned to the job and applies to all
   employees who perform that job. The Legal department has final determination of a
   job’s FLSA status. FLSA status is a legal compliance decision, not a measure of job
   worth.
   In addition to these federal and local laws, HISD has District and department
   requirements for advanced approval of overtime hours; regardless of approvals, if a
   job has been determined to be nonexempt and an employee in that job works
   overtime, the employee must be compensated or receive compensatory time.
   While paying for overtime is a legal requirement, scheduling overtime is not an
   entitlement. Employees should not view overtime as a permanent part of base pay
   and should understand that these earnings are flexible. When an employee moves
   from a nonexempt to exempt position, through a reclassification of a job,
   Compensation staff will conduct an analysis of possible pay loss as a result of the
   change, and determine if any action is necessary.

The general rule under the Fair Labor Standards Act is that all covered employees must
   be paid at least 1.5 times their regular rate of pay, which may be a blended rate, for all
   hours physically worked over forty in a workweek. A nonexempt employee must
   receive an overtime premium of one-half their regular rate of pay for all overtime hours
   worked. Paid time off (sick, personal leave, paid holiday, and vacation) does not count
   towards the 40 hour calculation with the exception of jury duty. The HISD workweek
   begins on Monday 12:01 am and ends on Sunday, 12:00 am. Nonexempt employees
   and hourly nonexempt employees may be given 1.5 hours of paid compensatory time
   off for each hour of overtime worked rather than paying a premium rate for the
   overtime.

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Earning of either compensatory time or overtime must be approved in advance by the
   supervisor or designee. All of the above compensatory time must be properly
   reported per procedures in the Finance Procedures Manual. Nonexempt employees
   are compensated for all hours worked. Exempt employees are not eligible for
   overtime pay.


D. Compensatory Time
Regular and Hourly Status Nonexempt Staff: Regular and hourly status nonexempt
   employees are eligible to earn compensatory time at straight time to forty hours, and
   time and a half for time worked over forty. Compensatory time should be used in the
   same pay period as earned or in a reasonable period of time, or converted to overtime
   pay as defined by law.

   1.     Regular Status Exempt Staff
          a. Regular status exempt employees are eligible to earn and accumulate up to
               five (5) compensatory days each year for work significantly beyond the
               scope of the employee’s normal duties. Compensatory time must be used
               by the end of the school year in which it was earned. Unused
               compensatory time may not be carried over to successive school years.
               Administration of compensatory time is at the discretion of the department
               manager.
          b. The superintendent of schools, in emergency situations, may grant up to three
               (3) additional days of compensatory time each year for work significantly
               beyond the scope of an employee’s normal duties. This is in addition to the
               up-to-five (5) compensatory days referenced in 1a. above.
          c. By the nature of their positions, exempt staffs are often required to work
               beyond a “typical” forty hour work week. Compensatory time is not
               intended to be used to compensate for each incremental hour worked
               beyond forty hours per week; rather, compensatory time is intended for use
               in recognizing work beyond the normal scope of duties required by the
               position.

E. Leave of Absence
The following policies apply to the administration of compensation following an
   employee’s return to work at HISD.

Employees who return to work prior to the exhaustion of the leave of absence and who
  return to a position in the same pay range will receive their previous salary, plus
  approved annual increment, if a creditable year of service has been earned.

If the new job assignment has a different pay range, the employee will be assigned to the
     pay range of that position and receive the greater of the minimum for the new pay
     range, or the former salary plus annual increment, subject to the following provisions:

The employee must meet eligibility criteria for the annual increment, as defined by
   Creditable Year of Service presented in this Compensation Manual.

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If the former salary exceeds the pay range maximum for the new job assignment, the
     employee’s pay will be reduced to the maximum for the new job assignment.

Note: Pay treatment of educators on contract will follow the terms of their contract.


F.    Employee Pay Periods
All HISD employees are paid as follows:

1. Salaried employees are paid over 26 pay periods
2. Hourly employees are paid for every pay period in which there are earnings.
3. Bus drivers may choose between the bus driver 26 pay choice program or to be paid
   as hourly employees.




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VI Variable Pay Programs


A. Overview
HISD provides a broad offering of variable pay programs which are designed to provide
   compensation for situations and assignments outside the traditional scope of a job
   role. As the name “variable” implies, these pay programs are situational and may be
   added, modified, or removed as situations and the district’s needs change.

B. Longevity Pay
Longevity pay will be paid to all eligible employees assigned to administrative support,
   non-instructional, counselor, administrative, food service, and CTS positions.
   Employees in hourly positions are not eligible for longevity pay.

Longevity is not considered base salary, however longevity pay is one component of an
   employee’s total compensation package.
Longevity amounts are not used in calculating an employee’s position in the salary range.
   Longevity amounts are deducted from an employee’s salary when calculating
   promotional increases or other adjustment amounts.
Employees who transfer to a teacher or other position on the Teacher Salary Schedule
  (with the exception of counselors) will have longevity amounts removed from their
  salary. Longevity amounts will be restored if the employee transfers to an eligible
  position.
Longevity pay for employees on part time assignments will be calculated on a pro rata
   basis.
Employees who do not complete their full duty schedule will receive a pro-rated longevity
  payment based on the percent of duty schedule completed.
Beginning with the 2004-2005 school year, former employees and retirees who
   had longevity amounts at the time they left the district forfeited longevity
   amounts if rehired. Employees will regain eligibility according to the eligibility
   policy for all employees.
Effective in the 2006-2007 school year, longevity pay for principals, assistant principals,
    and deans was folded into total compensation based on the Principal or Assistant
    Principal Pay Model.

Eligible employees' longevity pay will be calculated using the appropriate calculated value
    from the following table:
                                                                     Years with HISD
                                                                   Unit Calculation Value
 Pay Range / Groups Eligible                                     13-14      15-19       20+
 CTS Pay Ranges                                                  $2.00      $4.50       $5.00
 Food Service / Custodian                                        $2.00      $4.50       $5.00
 Non-Instructional and Instructional Support –equivalent to
                                                                 $2.00      $4.50       $5.00
 former pay grades 1-11
 Counselors                                                      $2.00      $5.00       $6.00
 Administrators, Administrative Support, and Non-Instructional
                                                                 $2.00      $6.00       $8.00
 –equivalent to former pay grades 12 and above


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                            Formula for Calculating Longevity Pay

Years of HISD                   Number                        Unit                    Annual
 Experience          X      of Duty Months       X       Calculation Value     =     Longevity

Note: For rehires, HISD experience starts at the most recent rehire date.

C. Teacher Allotment
For the 2009-2010 school year, the former career ladder supplement now carried as
   teacher allotment will continue. No new career ladder supplements or teacher
   allotments will be added for new employees or rehires. Eligibility for teacher allotment
   will be resumed for a teacher who is grandfathered but loses eligibility after
   transferring to a non-teaching position within HISD and then returns to an HISD
   teaching position. Grandfathered teachers had allotment in their salaries at the
   beginning of school year 1993.

Teacher allotment is not considered to be a component of an employee's base salary and
   is not used to calculate an employee’s position in the salary range. Teacher allotment
   is deducted from an employee’s salary when calculating promotional increases or
   other adjustment amounts.

D. Grants
1. Grant-funded Positions
   a. New jobs must go through the normal JAQ Job Evaluation Process. Salary
       amounts budgeted for in the grant application are only approximations until
       approved by the Compensation and Salary Administration.
   b. Grant duties replacing current duties and salaries of an existing position will require
       that position to be split-funded. General or other special revenue funds for the
       position will be returned to the school/department.

2. Grant-funded Stipends
   a. Must be comparable to stipends in the Compensation Manual.
   b. New stipends must follow the new stipend policies
   c. Stipends amounts, though budgeted for in the grant request, are not finalized until
        approved by the Stipend Review Committee.
   d. Stipends duties must be above and beyond the exempt employee’s normal job
        duties and normal work day.

E. Exempt Employees Special Project Pay (Central, Regional Office
    Employees)
Funding for this program is suspended. If funding is restored, appropriate
   guidelines/criteria will be implemented.
Central and Regional Office employees are eligible to receive Special Project Pay only if
   initiated or approved by the superintendent of schools.




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VI Variable Pay Programs

F. Stipends
1.   Existing Stipends - (on the stipend list in the Compensation Manual)
      a. Process
          1. Locate the stipend and its payment amount in the stipend listing.
          2. Determine the stipend amount within the minimum and maximum range.
          3. Complete and sign the Stipend Request Form.
          4. Send to Payroll for processing.
       b. Policies
          1. Exempt employees only are eligible to receive stipends.
          2. Non-Exempt employees are not eligible for stipends and are compensated
                 for extra duties by overtime.
          3. Multiple employees working within the same stipend program must be paid
                 within the same stipend range.
          4. Schools may elect not to offer certain stipends but must notify affected
                 employees at the beginning of the school year.
          5. Stipends and stipend amounts will be reviewed and approved each year.
       c. Prorating Stipends
          1. If an employee involuntarily transfers into a stipend ineligible position from
                 one that was stipend eligible, the stipend will be prorated.
          2. No stipend will be given if an employee is:
             • Involuntarily terminated
             • Voluntarily transfers into a position that is ineligible for a stipend.
             • Voluntarily terminates before the end of the stipend period.

2.   New Stipend (not on the stipend summary list)
      a. Policies
         1. All new stipends (including those in a proposed grant) must be approved by
               the Stipend Review Committee before the duties can begin.
         2. The new stipend will be in effect for the current school year only and must
               be reviewed and approved annually.
         3. Stipend duties should be above and beyond the employee’s normal job
               duties.
         4. New stipends must not duplicate or supplement the annualized amount of
               existing stipends, even if the stipend is part of a grant.
         Central and Regional Office exempt employees Special Project Pay –
         funding for this program is suspended.
      b. Process
         1. Establish standards and criteria for the new stipend using the Stipend Tier
               Assignment Form.
         2. Determine the appropriate stipend tier level using the Stipend Tier Matrix.
               • Based on the general trend (i.e. most of the evaluations are “Tier 3”
                     and one dimension is “Tier 4”), select the appropriate overall tier
                     level.
         3. Refer to the Stipend Compensation Chart to determine the dollar range.
               • Determine a stipend payment
               • Verify the stipend amount is appropriate by comparison to similar
                     stipends.
               • Actual stipend amount depends upon money available in your budget.
         4. Complete the Stipend Creation Form describing the new stipend.
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VI Variable Pay Programs
            5. Obtain necessary principal/regional superintendent signatures.
                  • Tier 4 stipends require regional superintendent approval.
                  • The principal may approve all other stipends, unless the district has
                        specific policies requiring different approvals.
            6. Send the Stipend Creation Form and Tier Assignment form to
                  Compensation, Route 10 at the school year beginning or before the
                  stipend work begins.
                  • The stipend will be evaluated by the Stipend Review Committee
            7. Compensation will notify you of the approval status
            8. If approved, communicate the stipend terms to the employee.
                  • Employee signs her/his agreement to the Stipend terms and begins
                        performing the stipend duties.
                  • Maintain a copy of the signed Stipend Creation Form in the school
                        files.
            9. At the end of the stipend period (semester or school year end) send in a
                  copy of the Stipend Creation Form to Compensation to request stipend
                  payment.

3.    Performance Standards and Evaluations
           a. Incents achievement of a variety of goals rather than one specific goal.
           b. Measurements such as win/loss records may not be used as performance
              measures due to regulatory compliance issues
           c. For determining eligibility, a stipend cannot be withheld based on student
              TAKS scores or any other performance metric.

4.    Process
          1. At the beginning of the school year, identify 3-4 goals/achievements
          2. Establish overall performance guidelines using the Performance Standards
               and Evaluation Worksheet.
          3. Ensure the goals are meaningful and easily measurable.
          4. Use the Tier Assignment form to determine the stipend potential.
          5. Throughout the stipend period, assess the employee’s performance relative
               to the established goals. Achievements, or lack thereof, should be
               documented and discussed with the employee in a timely manner.
          6. Principal or supervisor has the authority to end the stipend at any time
               during the stipend period. Principal or supervisor must notify the
               employee of his/her decision in writing immediately.
          7. Determine the percentage of stipend, if any, based on the employee’s
               performance.
          8. Meet with the employee to discuss their performance
          9. Send the Performance Standards and Evaluation Worksheet and Tier
               Assignment form to Compensation, Route 10 for payment.




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                                                                         Compensation Manual 2009-2010 (revised)
VI Variable Pay Programs


       Stipend List
       ▪ Arranged in alphabetical order by category
       ▪ Refer to index to find a stipend name
       ▪ If you have questions about a stipend refer to the
            Contact column for the appropriate department to
            contact
                                                                                                                  Athletics
       Athletics                                                                                                713-556-6913
19 -   All stipend request forms must be sent to the Athletic
 81
          Department for eligibility determination.
       The following up-to-date certification/training is required for
          receipt of stipend: CPR/AED, Sports Safety Training,
          COPE, National Federation of High School Coaches
          Certification Training.
       The following fully completed paperwork is required for
          receipt of stipend:
            ▪ Athletic Master sheets to Athletic Department and
                 Athletic Trainers
            ▪ Eligibility Form to Athletic Department and UIL
            ▪ Athletic Physicals to Athletic Trainers
            ▪ Awards List to Butler Sports Complex
            ▪ Athletic Insurance to Athletic Department
       Non-exempt employees are not eligible for Athletic
          stipends
       NOTE: Stipends are not contingent on win-loss record.
       Athletics - High School
19 Athletic Coordinator                                                           $1,100   $2,350/EE   $3,600
                                                                                            Dec/May
21     Baseball - Assistant Coach Boys                                             $850      $1,325    $1,800
                                                                                            Mar/May
22     Baseball - Head Coach Boys                                                 $1,400     $2,500    $3600
                                                                                            Mar/May
23     Basketball - Assistant Coach Boys                                          $1,200     $1,800    $2,400
                                                                                            Dec/Mar
24     Basketball - Assistant Coach Girls                                         $1,200     $1,800    $2,400
                                                                                            Dec/Mar
25     Basketball - Freshman Coach Boys                                           $1,200     $1,710    $2,200
                                                                                            Dec/Mar
27     Basketball - Freshman Coach Girls                                          $1,200     $1,710    $2,200
                                                                                            Dec/Mar
28     Basketball - Head Coach Boys                                               $1,950     $3,075    $4,200
                                                                                            Dec/Mar
30     Basketball - Head Coach Girls                                              $1,950     $3,075    $4,200
                                                                                            Dec/Mar
31     Cheerleader Sponsor                                                         $400       $800     $1,200
                                                                                            Dec/May
34     Cross Country - Head Coach Boys                                             $400       $560     $720
                                                                                              Nov
36     Cross Country - Head Coach Girls                                            $400       $560     $720
                                                                                              Nov
37     Drill Squad - Head Coach Girls                                             $1,835     $2,570    $3,300
                                                                                            Nov/May
380    Field Maintenance Stipend                                                             $1,000
                                                                                            Dec/May
38     Football - Assistant Coach Boys (Fall)                                     $1,850     $2,725    $3,600
                                                                                            Oct/Nov
41     Football - Assistant Coach Boys (Spring)                                    $850      $1,325    $1,800
                                                                                              June

Revised 9/11/2009                                                                                                Page 55
                                                    Houston Independent School District
                                               Compensation Manual 2009-2010 (revised)
VI Variable Pay Programs
40     Football - Head Coach Boys (Fall)                $2,700    $4,350    $6,000
                                                                 Oct/Nov/
                                                                   Dec
43     Football - Head Coach Boys (Spring)              $1,200    $2,400    $3,600
                                                                   June
47     Golf - Head Coach Boys                            $550      $755     $960
                                                                   May
48     Golf - Head Coach Girls                           $550      $755     $960
                                                                   May
55.1   Soccer - Assistant Coach Boys                    $1,200    $1,710    $2,220
                                                                 Feb/Apr
56.1   Soccer - Assistant Coach Girls                   $1,200    $1,710    $2,220
                                                                 Feb/Apr
55     Soccer - Head Coach Boys                         $1,400    $2,500    $3,600
                                                                 Feb/Apr
56     Soccer - Head Coach Girls                        $1,400    $2,500    $3,600
                                                                 Feb/Apr
57     Softball - Assistant Coach Girls                  $850     $1,325    $1,800
                                                                 Mar/May
58     Softball - Head Coach Girls                      $1,400    $2,500    $3,600
                                                                 Mar/May
346    Strength & Conditioning – Coach                  $1,100    $1,870    $2,640
                                                                 Dec/May
81     Swimming Coordinator                             $2,500    $3,470    $4,440
                                                                 Dec/May
62     Swimming - Head Coach Boys                        $550      $755     $960
                                                                   Mar
63     Swimming Head Coach Girls                         $550      $755     $960
                                                                   Mar
64     Tennis - Head Coach Boys                          $550      $755     $960
                                                                   May
65     Tennis - Head Coach Girls                         $550      $755     $960
                                                                   May
       Tennis Coordinator                               $2,500    $3,470    $4,440
                                                                 Dec/May
67     Track & Field - Assistant Coach Girls             $850     $1,175    $1,500
                                                                 Mar/May
68     Track & Field - Head Coach Boys                  $1,400    $2,500    $3,600
                                                                 Mar/May
69     Track & Field - Head Coach Girls                 $1,400    $2,500    $3,600
                                                                 Mar/May
72     Track/Baseball - Freshman Coach Boys              $700     $1,070    $1,440
                                                                 Mar/May
73     Track/Softball - Freshman Coach Girls             $700     $1,070    $1,440
                                                                 Mar/May
74     Volleyball - Assistant Coach Girls               $1,000    $1,400    $1,800
                                                                 Oct/Nov
77     Volleyball - Freshman Coach Girls                $1,000    $1,400    $1,800
                                                                 Oct/Nov
78     Volleyball - Head Coach Girls                    $1,400    $2,500    $3,600
                                                                 Oct/Nov
79.1   Wrestling - Assistant Coach Boys                 $1,000    $1,400    $1,800
                                                                 Dec/Mar
       Wrestling – Assistant Coach Girls                $1,000    $1,400    $1,800
                                                                 Dec/Mar
79     Wrestling - Coach Boys                           $1,400    $2,020    $2,640
                                                                 Dec/Mar
       Wrestling – Coach Girls                          $1,400    $2,020    $2,640
                                                                 Dec/Mar

       Athletics - Middle School
26     Basketball –Coach Boys – 7th Grade                $800     $1,060    $1,320
                                                                 Dec/Mar
       Basketball – Coach Girls – 7th grade              $800    $1,060     $1,320
                                                                 Dec/Mar
29     Basketball –Coach Boys - 8th grade               $1,100    $1,630    $2,160
                                                                 Dec/Mar
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                                                                          Houston Independent School District
                                                                     Compensation Manual 2009-2010 (revised)
VI Variable Pay Programs
        Basketball – Coach Girls – 8th grade                                     $1,100    $1,630   $2,160
                                                                                          Dec/Mar
 32     Cheerleader Sponsor                                                      $320       $640    $960
                                                                                          Dec/May
35a     Cross Country - Head Coach Boys – 7th grade                              $400       $560    $720
                                                                                            Nov
35b     Cross Country - Head Coach Boys - 8th grade                              $400       $560    $720
                                                                                            Nov
35c     Cross Country - Head Coach Girls – 7th grade                             $400       $560    $720
                                                                                            Nov
35d     Cross Country - Head Coach Girls – 8th grade                             $400       $560    $720
                                                                                            Nov
 44     Football - Assistant Coach Boys                                          $1,100    $1,690   $2,280
                                                                                          Oct/Nov
 45     Football –Coach Boys - 7th grade                                         $800      $1,180   $1,560
                                                                                          Oct/Nov
 46     Football - Head Coach Boys - 8th grade                                   $1,200    $1,980   $2,760
                                                                                          Oct/Nov
337a    Soccer – Head Coach Boys                                                 $800      $1,180   $1,560
                                                                                            May
337     Soccer – Head Coach Girls                                                $800      $1,180   $1,560
                                                                                            May
347     Strength & Conditioning – Coach                                          $1,100    $1,870   $2,640
                                                                                          Dec/May
60a     Swimming –Coach Boys - 7th grade                                         $250       $365    $480
                                                                                            Mar
 60     Swimming –Coach Girls - 7th grade                                        $250       $365    $480
                                                                                            Mar
61a     Swimming –Coach Boys - 8th grade                                         $250       $365    $480
                                                                                            Mar
 61     Swimming –Coach Girls - 8th grade                                        $250       $365    $480
                                                                                            Mar
70a     Track - Coach Boys - 7th grade                                           $300       $750    $1,200
                                                                                            May
 70     Track - Coach Girls - 7th grade                                          $300       $750    $1,200
                                                                                            May
71a     Track - Coach Boys - 8th grade                                           $300       $810    $1,320
                                                                                            May
 71     Track - Coach Girls - 8th grade                                          $300       $810    $1,320
                                                                                            May
 75     Volleyball –Coach Girls - 7th grade                                      $800      $1060    $1,320
                                                                                          Oct/Nov
 76     Volleyball - Head Coach Boys / Girls                                     $1,000    $1,460   $1,920
                                                                                          Oct/Nov
        Chairperson, Principal, Assistant
        Principal, Lead Teacher
120     Chairperson, Department (All department chairs) -                        $800      $1,000   $1,200   Compensation
                                                                                          Dec/May            713-556-7323
          Department Chairperson or Secondary Grade Level
          Chairperson (Basic Skills Non-Administrative).
        Cannot be combined with any other Chairperson stipend
        Secondary school use only

121.1   Chairperson, Department - Senior JROTC                                   $800      $1,000   $1,200      JROTC
                                                                                          Dec/May            713-636-6454
        Secondary school use only.
345     Chairperson/Team Leader, Grade Level                                     $300      $400     $500     Compensation
                                                                                          Dec/May            713-556-7323
        Cannot be combined with any other Chairperson stipend
        Elementary school use only.
130     Principal, Lead - responsible for providing leadership for   $10,000                                 Compensation
                                                                     Bi-weekly                               713-556-7323
           two or more schools with a defined area.
                                                                       10 M
        Must be approved by Academic Services
144     Principal, Summer School - Designee/Supervisor of H.S.        $1,000                                  Academic
                                                                     summer                                   Services
           Tuition Summer Program
 Revised 9/11/2009                                                                                            Page 57
                                                                             Houston Independent School District
                                                                        Compensation Manual 2009-2010 (revised)
VI Variable Pay Programs
        Secondary school use only                                                                                713-556-6800

158     Principal/Coordinator Title I (Summer School) -                  $500                                      External
                                                                         June                                      Funding
           Supervision of the Title I Summer School Program
                                                                                                                 713-556-6928
        Must be an administrator or teacher. If more than one
           person performs the duties the stipend will be equally
           split.
        Administered by External Funding only.
349     Principal/Coordinator (Summer School) – Supervision of                               $500                   External
                                                                                            summer                 Funding
           the Summer School Program (non-Title I)
                                                                                                                 713-556-6928
        Must be an administrator or teacher. If more than one
           person performs the duties the stipend will be equally
           split.
335     Small Learning Community Coordinator (SLC) or Cluster            $500     $1,000    $1,500               Compensation
                                                                                 Dec/May                         713-556-7323
           Leader – (paid out of campus funds) Plans agendas;
           facilitates meetings; attends coordinator meetings,
           conferences and off-campus meetings; and administers
           the programs
        Secondary School use only
 13     Teacher, Lead - Secondary School - Four qualify per                                $250/ year            Compensation
                                                                                            Dec/May              713-556-7323
           secondary school, in addition to the Department
           Chairperson
        Secondary school use only
131.1   Teacher - Master Teacher for Partnership for Quality            $3,000                                   Hamilton MS
                                                                         June
           Education Grant
        Administered by Hamilton MS only.
        Co-Curricular - High School
        ▪ These stipends are for work performed beyond the
            school day and resulting in a production or product.
        ▪ Except where noted the stipends are paid in December
            and May                                                                                              Compensation
        ▪ The following up-to-date certification/training is required                                            713-556-7323
            for receipt of stipend: CPR/AED                                                                      except where
                                                                                                                     noted
        ▪ Submit stipend forms to Secondary Curriculum
            Instruction and Assessment Department unless
            otherwise noted
 2      Academic Coach - Principals may elect to pay teachers                     $300       $600       $900
                                                                                             June
           who work with students in the afternoon and weekends
           on academic competition
 3      Academic Decathlon - Gifted/Talented - coaches - local,                              $900
                                                                                             June
           state, and national competition
        Secondary school use only
165     Band or Orchestra Director                                               $2,400     $3,360      $4,320
160     Band Director, Assistant                                                 $1,200     $1,680      $2,160
167     Choral Director                                                          $1,200     $1,680      $2,160
162     Choral Director, Assistant                                                $680       $950       $1,225
170     Dance Director , Assistant                                                $680       $950       $1,225
173     Dance Director                                                           $1,360     $1,905      $2,450
175     Drama/Theater Director                                                   $1,360     $1,905      $2,450
164     Drama/Theater Director, Assistant                                         $680       $950       $1,225
        Houston Urban Debate League – ($5,000 max per campus;                                $2,500
          $2,500 max per individual)                                                        Dec/May




 Revised 9/11/2009                                                                                                Page 58
                                                                           Houston Independent School District
                                                                      Compensation Manual 2009-2010 (revised)
VI Variable Pay Programs
278   JROTC Coach of Color Guard, Rifle or Drill Team - can be                  $1000       $1500        $2000       JROTC
                                                                                           Dec/May                713-636-6454
         prorated when JROTC instructors have not participated
         the full term as coach.
      Administered by the JROTC department only.
179   Newspaper Sponsor                                                         $800        $1, 120      $1,440
182   Piano Director                                                            $960        $1,345       $1,730
379   Robotics                                                                  $500         $750        $1,000
183   Speech/Debate Sponsor                                                     $1,360      $1,905       $2,450
185   Student Council Sponsor                                                   $320         $450         $575
279   Vocational Agriculture Teacher - Additional duties and                    $2400       $3000        $3600       CATE
                                                                                           Biweekly               713-556-6981
         responsibilities beyond the normal workday such as
                                                                                             12M
         monitoring and supervising students, attending livestock
         shows and events, and caring for livestock at the
         district’s satellite agricultural sites.
      Administered by the CATE department only.
186   Yearbook Sponsor                                                          $800        $1,120       $1,440

      Co-Curricular - Middle School &
      Elementary School
      ▪ These stipends are for work performed beyond the
          school day and resulting in a production or product.
      ▪ Elementary Schools with programs comparable to
          Middle Schools may pay up to the minimum of the
          Middle School stipend amount
      ▪ Except where noted the stipends are paid in December
          and May
      ▪ The following up-to-date certification/training is required
          for receipt of stipend: CPR/AED
      ▪ Submit stipend forms to appropriate Curriculum
          Instruction and Assessment Department unless
          otherwise noted
 2    Academic Coach - Principals may elect to pay teachers                         $300              $600           $900
                                                                                                      June
         who work with students in the afternoon and weekends
         on academic competition
 3    Academic Decathlon - Gifted/Talented - coaches - local,                                         $900
                                                                                                      June
         state, and national competition
      Secondary school use only
166   Band Director                                                    $1,200      $1,680             $2,160
161   Band Director, Assistant                                          $720       $1,010             $1,295
168   Choral Director                                                   $720       $1,010             $1,295
171   Dance                                                             $720       $1,010             $1,295
174   Drama/Theater                                                     $720       $1,010             $1,295
350   Newspaper                                                         $560        $785              $1,010
181   Orchestra                                                         $440        $615              $790
379   Robotics                                                          $500        $750              $1,000
184   Speech/Debate                                                     $720       $1,010             $1,295
351   Student Council                                                   $320        $450              $575
279   Vocational Agriculture Teachers - Additional duties and          $2400       $3000              $3600
                                                                                  Biweekly
         responsibilities beyond the normal workday such as
                                                                                    10M
         monitoring and supervising students, attending livestock
         shows and events, and caring for livestock at the
         district’s satellite agricultural sites.
      Administered by the CATE department only.
187   Yearbook Sponsor                                                  $560        $785              $1,010

Revised 9/11/2009                                                                                                  Page 59
                                                                          Houston Independent School District
                                                                     Compensation Manual 2009-2010 (revised)
VI Variable Pay Programs

      Coordinators
      ▪ Except where noted the stipends are paid in December
          and May
P01   Coca Cola Valued Youth Program – applicable to Board             $1,000
                                                                      Dec/May
         approved high schools only
      Administered by the Student Engagement department only
128   Instructional Coordinator – Any school without an Assistant      $2,000
                                                                      Dec/May
         Principal or other administrator may designate a teacher
         to be the Instructional Coordinator. Designated
         teachers must have full-time teaching responsibilities to
         receive this stipend.
      Section 504 Coordinator –                                        Range                           Compensation
                                                                     $700-$1,000                      713-556-7323
           Stipend amount should be commensurate with the
           number of students receiving 504 accommodations
           Initiates/completes the Campus Referral Report when
           appropriate.
           Contacts/works with parents/guardians and teachers
           in regards to meetings and other related information.
           Informs parents of services and options available.
           Stay in communication with the evaluation specialist to
           begin the referral process.
           Complete all associated 504 forms (i.e., Section 504
           Committee Meeting, Section 504 Accommodations
           Plans, Section 504 Accommodations, Section 504
           Accommodations Report, etc.).
           Conduct/facilitate all meetings.
           Work with medical officers and school nurse to
           complete medical information if necessary.
           Researches and collects all academic information
           (work samples, teacher surveys, permanent record
           information, TAKS data, etc.) for the referred student.
           Conduct re-evaluation meetings and facilitate the re-
           evaluation process for students that are coded 504.
           Ensure that 504 students are receiving the appropriate
           modifications that are created for their individual
           needs.
           Runs a monthly report from Chancery.
      Maintains and secures all Section 504 records.
154   TAKS Coordinator - Manages a school’s TAKS testing               #forms       #forms   #forms
                                                                       0-400       401-700    >700
         procedures. The stipend amount is based on the
         number of TAKS forms submitted for the spring                  $400        $500     $600
         administration.                                                            May
         ▪ If more than one name is submitted from a school the
               stipend will be equally divided.
         ▪ Administrators such as assistant principals are not
               eligible
         ▪ Stipend is for work done beyond the school day.
157   Textbook Selection Committee Participant                          $200




Revised 9/11/2009                                                                                      Page 60
                                                                           Houston Independent School District
                                                                      Compensation Manual 2009-2010 (revised)
VI Variable Pay Programs
 18    Title I Teacher - Stipend to assist with integrating Title I     $1,600        $2,000   $2,400
                                                                                     Dec/May
          supplemental services into the total school program and
          the school improvement plan; analyzing academic data
          for all students, especially the disadvantaged students,
          improving student achievement and making sure that
          the parents are meaningfully involved in their children’s
          education. Persons assigned to this position must
          agree to work beyond the regular school day to
          complete any special Title I requirements and often are
          assigned to supervise the extended day program
       Administered by the External Funding Department only.


       Curriculum Department
       Stipends in this section are administered by the                                                  Curriculum
        Curriculum Department only                                                                      713-556-6823
303    Curriculum Writing Assignments – development of                  $4,000                            Rachele
                                                                       maximum                             Vincent
          curriculum documents and related materials.
                                                                                                          Elem CIA
       The amount paid is negotiated based on the actual
          services performed. Payments will be made at the                                                 Jolene
          conclusion of each project when the product is in hand                                          Yoakum
                                                                                                          Sec CIA
          and any corrective action has been taken by the
          developer/writer. Payment for services is negotiated in
          advance of the work assignment.
383A   HISD/Baylor College of Medicine Elementary Science             $1,000 total                      Sandy Antalis
                                                                      $500 - Dec.                          Teresa
          Learning and Leadership Collaborative (SLLC) Catalyst
                                                                       $500-May                            Phillips
          - Participating teachers are selected by the principal                                          Elem CIA
          and must complete 5 days of summer training, 4 half-
          day Saturday trainings, and provide science
          leadership throughout the school year by presenting two
          or more approved science trainings for
          the campus/feeder pattern.
383B   HISD/Baylor College of Medicine Elementary Science             $1,000 total                      Sandy Antalis
                                                                      $500- Dec.                           Teresa
          Learning and Leadership Collaborative (SLLC) Interns -
                                                                       $500-May                            Phillips
          Participating teachers are selected by the principal and                                        Elem CIA
          must complete 10 days of summer training, attend 8
          days of training during the school year, complete online
          assignments, and provide science leadership at the
          campus throughout the school year by implementing,
          modeling, and sharing best practices.
329    Rodeo Institute - Reading Mastery Teacher Trainers               $3,000                             Lauren
                                                                       Bi-weekly                           Nguyen
          provide professional development and coaching to the
                                                                         10 M                             Elem CIA
          elementary schools implementing Reading Mastery
          programs.
387    Science Fair Regional Coordinator - Selected teacher will         $750                              Tisha
                                                                         May                              Sinnette
          help with the successful organization and
                                                                                                         Secondary
          implementation of the Secondary Science Fair for their                                            CIA
          Region and also the Science and Engineering Fair of
          Houston.
 12    Teacher Lead – Elementary Math, Language Arts,                   $1,000                            Rachele
                                                                         May                               Vincent
          Science, Social Studies (one of each per school) – The
                                                                                                          Elem CIA
          campus administrator will identify who will serve as
          content area lead teachers and establish and define
          expectations for school-based roles and responsibilities.

 Revised 9/11/2009                                                                                       Page 61
                                                                           Houston Independent School District
                                                                      Compensation Manual 2009-2010 (revised)
VI Variable Pay Programs
        In addition to school-based responsibilities, lead
        teachers will be required to attend (4) lead
        teacher meetings sponsored through the Curriculum,
        Instruction, and Assessment department.
        A teacher may serve only serve as a lead teacher for
        one content area and may only receive one lead
        teacher stipend not to exceed $1000 per year. To serve
        as a lead teacher, the teacher must be on a teacher
        contract.
      Curriculum Department use only. Submit Elementary
        Lead Teacher Documentation form to the Department of
        Elementary Curriculum, Instruction, and Assessment by
        the defined deadline, April 16, 2010.

      External Funding
      School Improvement Program (SIP) Academy - Year 1              $200-$1,000                         External
                                                                    Paid after SPA                       Funding
        The campus facilitator will be the primary contact for a
                                                                      event has                        713-556-6928
        SIP Academy campus.                                            occurred
        The facilitator will be responsible for all SIP Academy
        forms and reporting requirements for activities.
        The facilitator will manage, plan, and facilitate all
        required SIP Academy activities.
        This designee will be required, if the campus chose the
        SIRC technical assistant option in the application, to
        participate in the 3-day Summer Planning Academy
        (SPA) training provided by SIRC.
        The facilitator must be one of the leadership team
        receiving coaching.
      One to ten days is required to complete the stipend duties.
      The recipient of this stipend will coordinate the Summer
      Planning Academy (SPA) event before/after school or on
      weekends before it is presented to the school staff.
      School Improvement Program (SIP) Academy –                     $200-$1,000                         External
                                                                    Paid after SPA                       Funding
      Year 2 and 3                                                    event has                        713-556-6928
        The campus facilitator will be the primary contact for a       occurred
        SIP Academy campus.
        The facilitator will be responsible for all SIP Academy
        forms and reporting requirements for activities.
        The facilitator will manage, plan, and facilitate all
        required SIP Academy activities.
        The facilitator must be one of the leadership team
        receiving coaching.
      One to ten days is required to complete the stipend duties.
      The recipient of this stipend will coordinate the Summer
      Planning Academy (SPA) event before/after school or on
      weekends before it is presented to the school staff.
                                                                                                         Advanced
                                                                                                        Academics
      Gifted and Talented                                                                              713-556-6954
16    Vanguard (G/T) Coordinator                                                           $720
                                                                                           June
      If two Coordinators are at campus the amount will be split.
      Magnet Instructional Program                                                                     Magnet Office
      Administered by the Magnet Department only                                                       713 556-6947
 14   Magnet Instructional Coordinator (School and Camp - plus         $3,000
                                                                    Biweekly 10M
        a maximum of 20 days extended time paid at daily rate
 Revised 9/11/2009                                                                                      Page 62
                                                                                 Houston Independent School District
                                                                            Compensation Manual 2009-2010 (revised)
VI Variable Pay Programs
          of pay. Only one stipend is allowed per Coordinator.
 52     Camp Cullen and Camp Olympia Magnet Instructional                    $2,400
                                                                          Biweekly 10M
          Coordinator. Paid 24 weeks at the Extra Duty rate.
305     Olympia Camp Manager housing allowance paid at extra              $5610 Biweekly
                                                                               10M
          duty rate
        Multilingual Department - Bilingual
        and ESL                                                                                               Multilingual
        Administered by the Multilingual Department only                                                     713 556-6961
100     Bilingual - Secondary Core Subjects                               $300/class per
                                                                            semester
                                                                           (Begins year 2)
                                                                            Dec/June
                                                                           Up to $3,000
                                                                           max per year
101 -   Bilingual - A bilingual classroom teacher or Alternative
 105
           Certification Program (ACP) Intern who meets the
           baseline requirements listed below may participate in
           the bilingual education stipend program. To be eligible
           for participation, the teacher/ACP Intern must:
        A. Hold a valid bilingual teaching certificate or permit.
               Teachers on a permit will receive the bilingual
               stipend upon completion of permit requirements for
               the year and upon submission of necessary
               documentation. Bilingual teachers at Charter
               schools must also have bilingual certification or
               permit. Stipend subject to prorate based on permit
               signature date.
        B. Be assigned to a basic state required bilingual
               instructional program as the classroom teacher of
               record. The bilingual classroom teacher must be
               using native language for instruction not just for
               clarification and directions to limited English
               proficient (LEP) students assigned to his/her self-
               contained classroom, or be in the pre-exit phase
               (applies to Grades 4 and 5 only) of the bilingual
               education program. Be on a teacher pay schedule
               appropriate for assignment and assigned to a job
               code for a bilingual teaching assignment.
            1. Title 1 bilingual certified/permit teachers assigned as
                  the teacher of record in a bilingual classroom to
                  reduce the teacher/pupil ratio in Title I school-wide
                  programs will be eligible for the stipend if they
                  meet all the baseline requirements listed above.
            2. Itinerant, supplementary and/or ancillary personnel
                  are not eligible for the bilingual stipend.
            3. Teachers with a Special Education job code who are
                  Bilingual Certified/Permit and serving LEP
                  students see section 254.
        C. Have verifiable documentation through the LEP roster
               generated from Chancery for both elementary and
               secondary schools which shows LEP students are
               served in appropriate program and secondary
               courses are from approved lists and show number of
               LEP students. If teacher and students are not on the
               roster or teacher matrix, teacher will not be eligible.

 Revised 9/11/2009                                                                                            Page 63
                                                                               Houston Independent School District
                                                                          Compensation Manual 2009-2010 (revised)
VI Variable Pay Programs
              Alternative Region schools that have LEP students
              checking in and out of the program during the year
              must submit rosters with the stipend verification
              forms.
        D. Be assigned to the bilingual class from the beginning
              to the end of the school year. If the teacher is
              assigned after the beginning of the school year or
              leaves before the end of the school year a prorated
              amount will be paid according to the number of days
              the teacher is in the classroom providing native
              language instruction will be eligible to receive the
              second half of the stipend. The stipend will also be
              prorated if the job code is not correct.
        E. Teachers are not eligible for the Bilingual stipend if the
              teacher received a first-year recruitment incentive.
        F. Teachers who receive a Bilingual stipend during the
              first half of the school year and who meet all the
              qualifications during the second half of the school
              year except for the number of students shall be
              eligible to receive the second half of their stipend.
        G. Any Bilingual teacher who resigns or terminates from
              HISD before the stipend is paid out will not be
              eligible to receive the stipend.
101.1   Bilingual ACP and Teach for America Interns who have               $3,000
                                                                        (Begins year 1)
           successfully completed their internship
                                                                          Dec/June
104     Bilingual - Not Self-Contained                                  $300/class per
                                                                          semester
        Bilingual content courses taught in the native language
                                                                          Dec/June
           that are not self-contained may be eligible for a prorated
           stipend of $300 per class per semester not to exceed         Up to $3,000
           $1,500 per semester ($3,000 per year).                       max per year
        A. To be eligible for the maximum,
              ▪ Accelerated block must have 3 classes in one 9-
                   week period and 2 classes in the other;
              ▪ Every-other-day schedule must have 3 classes on
                   one day and 2 on the other day during the 18
                   weeks;
              ▪ Regular schedule must have 5 classes during the 18
                   weeks.
        B. These courses must be pre-authorized through the
             regional superintendent’s office and Spanish (or other
             appropriate native language) must be used for
             instruction not just for clarification and directions.
        C. Only one teacher per core subject area (math, science,
             social studies, English/language arts) and grade level
             with a class load of 20 or less LEP students will be
             eligible to receive this stipend.
        D. Content area courses must have a bilingual course title
             and number (i.e., Bilingual Math 6, 2014, etc.).
102     Bilingual - Pre-K Self-Contained Full Day - Full and half-         $3,000
                                                                        (Begins year 2)
           day Pre-Kindergarten bilingual teachers (employed full-        Dec/June
           time) shall receive the full stipend.
        A. No more than one Pre-Kindergarten Bilingual teacher
             per school with less than 22 LEP students is eligible
             to receive a full stipend.

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103   Bilingual - Pre-K Self-Contained Half Day - Teachers                   $1,500
                                                                          (Begins year 2)
         employed on a half-time basis receive a prorated                   Dec/June
         stipend. (See Full Day requirements)
105   Bilingual - Self-Contained – Full day self-contained                   $3,000
                                                                          (Begins year 2)
         bilingual classroom teachers who are assigned a major              Dec/June
         duty code and position control number that reflects a
         bilingual assignment.
      A. Must use native language for instruction, not just for
           clarification and direction.
      B. While more than one teacher at a grade level may
           receive the stipend, only one teacher per grade level
           with a self-contained class that has less than 20 LEP
           students will be eligible for the stipend.
101   Bilingual - Self-Contained – Full day self-contained                   $3,000
                                                                          (Begins year 2)
         elementary bilingual teachers offering the foundation              Dec/June
         state-mandated bilingual program to LEP students.
         Only one teacher per grade level with a class of less
         than 22 LEP students grade PK – 4, or 25 LEP students
         grades 5-6 is eligible to receive the stipend.
      The only exceptions are:
         o Alternative Region schools such as Community
              Services (Home Bound, Hospital Bound, etc.) that
              have specialized programs offered at particular
              times will be evaluated on a one-to-one basis.
         o Dual Language programs (Two-way and
              Developmental) may have less than 22 students per
              class due to Fluent English Proficient (FEP) and
              monitored LEP students that remain in bilingual
              education due to program design/description and
              parent request/approval.
254   Bilingual/Special Education – Certified special education              $3,000
                                                                          (Begins year 2)
         teachers, including Community Services Teachers also               Dec/June
         certified in Bilingual Education or have a permit for
         Bilingual Education who are teaching Special Education
         students whose Individual Education Program (IEP)
         indicates the need for Bilingual/Special Education
         Instruction in a Special Education setting and who meet
         the requirements listed below:
              1. Must be certified in Special Education and have
                   a permit or certification for Bilingual instruction.
                   Stipend subject to prorate based on permit
                   signature date.
              2. Assigned a major duty code as a Special
                   Education Teacher to a special education
                   instructional assignment as a classroom
                   teacher.
              3. Must provide bilingual instruction to assigned
                   students. Bilingual instruction must be
                   documented by the building principal.
              4. Principals must verify state required language
                   support services are provided and report the
                   names of all served students
              5. Community Services Teachers – the state
                   requirement for certification in Special
                   Education is required.
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114    Bilingual - Two-Way Language -                                        $3,000
                                                                       (Begins year 2)
       Requirements
                                                                           Dec/June
       A. Valid teaching certificate and hold a valid bilingual
              certificate or permit if serving limited English
              proficient (LEP) students. The only exceptions are:
          ▪ Alternative Region schools such as Community
               Services (Home Bound, Hospital Bound, etc.) with
               specialized programs offered at particular times will
               be evaluated on a one-to-one basis.
          ▪ Students in Dual Language programs (Two-way and
               Developmental) may have less than twenty two (22)
               students per class due to Fluent English Proficient
               (FEP) and monitored LEP students that remain in
               bilingual education due to program
               design/description and parent request/approval.
       B. Proficient in Spanish and English.
       C. Assigned to a two-way dual language self-contained
              classroom, with a combination of English-speaking
              students of approximately 50% and Spanish-
              speaking students of approximately 50% taught in
              English and Spanish. Spanish must be taught at
              least 50% of the day.
       D. On teacher pay schedule and must have bilingual
              major duty code if serving LEP students.
       E. Assigned to the two-way program from the beginning
              of the school year. If the teacher is assigned after
              the beginning of the school year, leaves before the
              end of the school year, a prorated amount will be
              paid according to the number of days the teacher is
              in the classroom providing native language
              instruction.
       F. Verifiable documentation through the LEP roster
              generated from Chancery for both elementary and
              secondary schools which shows LEP students are
              served in appropriate program. If teacher and
              students are not on the roster, teacher will not be
              eligible. A list of Fluent English Proficient (FEP)
              students must be submitted.
       G. Payment will be approved by appropriate Region
              Superintendent and processed through the
              Multilingual Programs Department.
108-   ESL - An ESL classroom teacher/ACP Intern who meets
113
          the baseline requirements listed below may participate
          in the English as a Second Language stipend program.
          To be eligible for participation a teacher must:
       A. Hold a valid ESL Endorsement Certificate or be on a
            permit. Teachers on a permit will receive the ESL
            stipend upon completion of permit requirements for the
            year and upon submission of necessary
            documentation. ESL teachers at Charter schools must
            also have ESL endorsement or permit. Stipend subject
            to prorate based on permit signature date.
       B. Be on a teacher pay schedule and job code for an ESL
            assignment. Itinerant, supplementary content area,
            and/or ancillary personnel are not eligible for the ESL
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VI Variable Pay Programs
           stipend. Be assigned to the basic state mandated ESL
           instructional program (providing ESL and using ESL
           state adopted system).
      C. Have verifiable documentation generated from
           Chancery for both elementary and secondary schools
           which shows LEP students are served in appropriate
           program and secondary courses are from approved
           lists that show number of LEP students. If teacher and
           students are not on the roster or teacher matrix,
           teacher will not be eligible. Alternative Region schools
           that have students checking in and out of the program
           during the year must submit rosters with the stipend
           verification forms.
      D. Be assigned to the ESL class from the beginning to the
           end of the school year. If the teacher is assigned after
           the beginning of the school year or leaves before the
           end of the school year a prorated amount will be paid
           according to the number of days the teacher is in the
           classroom providing ESL instruction. The stipend will
           also be prorated if the job code is not correct.
      E. Teachers who receive an ESL stipend during the first
           half of the school year and who meet all the
           qualifications during the second half of the school year
           except for the number of students shall be eligible to
           receive the second half of their stipend.
      F. Teachers are not eligible for the ESL stipend if the
           teacher received a first-year recruitment incentive.
      G. Teachers will qualify for the Bilingual or ESL stipend
           upon verification of the above criteria and verification
           of the use of native language or ESL as the mode of
           instruction by Bilingual Supervisors. Bilingual or ESL
           stipends will then be approved by the appropriate
           Region Superintendent and processed each semester
           through the Multilingual Programs Department.
      H. Any ESL teacher who resigns or terminates from HISD
           before the stipend is paid out will not be eligible to
           receive the stipend.
108   ESL – Full Day / Self-Contained - Full day self-contained          $1,000
                                                                      (Begins year 2)
         ESL teacher providing the foundation state mandated            Dec/June
         ESL to LEP
      A. Only one teacher at each grade level with a class that
           has less than 22 LEP at PK – 4, or 25 LEP students
           grades 5-6 shall be eligible to receive the stipend. The
           only exceptions are:
         ▪ Alternative Region schools such as Community
               Services (Home Bound, Hospital Bound, etc.) that
               have specialized programs offered at particular
               times will be evaluated on a one-to-one basis.
         ▪ Students in Dual Language programs (Two-way and
               Developmental) may have less than twenty two (22)
               students per class due to Fluent English Proficient
               (FEP) and monitored LEP students that remain in
               bilingual education due to program
               design/description and parent request/approval.
      B. Teachers must have non-Spanish speaking LEP
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             students in the class. The only Spanish speakers in
             the class are those for whom there is no room in the
             bilingual classroom per the LEP roster.
108.1   ESL – Full Day / Self-Contained (ACP/TFA Only) - ESL               $1,000
                                                                        (Begins year 1)
           ACP and Teach for America Interns who successfully             Dec/June
           complete the internship
109     ESL – Full Time ESL Teaching Assignment                            $1,000
                                                                        (Begins year 2)
        Requirements                                                      Dec/June
        a. Teaches 5 ESL classes to LEP students:
           ▪ Regular schedule - 5 classes for 18 weeks
           ▪ Accelerated block - 5 classes (3 in one 9 week-period
                 and 2 in the other) for 18 weeks
           ▪ Every-other-day schedule - 5 classes (3 on one day
                 and 2 in the other) for 18 weeks
        b. All courses must be from the approved list.
        c. Each of these classes must have 20 or more ESL
              students or 25 or more Transition students per class.
              Only one of these classes may have less than the
              required number of students in order to be eligible for
              a full stipend.
        d. Verification will be made by means of computerized
              grade sheets or teacher matrix. Verification must
              show that ESL is the mode of instruction used. (ESL
              essential knowledge and skills and state-adopted ESL
              systems.)
109.1   ESL - Full Time ESL Teaching Assignment (ACP/TFA                   $1,000
                                                                         (Begins year 1)
           Only) - ESL ACP and Teach for America Interns who              Dec/June
           successfully complete the internship
110     ESL - Non-Full Time ESL Teaching Assignment                     $100/class per
                                                                          semester
        Requirements –
                                                                           $1,000
        A. Assigned one, two, three, etc. ESL/English Transitional      maximum per
              classes with 20 or more LEP students.                         year
        B. Only one of these classes may have less than the               Dec/June
              required number of students in order to be eligible.
        C. ESL and English Transitional classes must have one of
              the Master Catalog course numbers 1052, 1057,
              1060, 1067, 1085, 1086, 1087, 1106, 1107, 1108,
              1126, 1127, 1128, 1133, 1135, 1165-1169, 1182-
              1186, 1189-1199, 1217, 1218, 1219, 1236, 1237,
              1238, 1265-1269, 1284-1288, 1307, 1308, 1318,
              1319, 1326-1328, 1344, 1363, 1370, 1406, 1414,
              1415, 1424, 1427, 1428, 1457, 1458, 1459, 1462,
              1463, 1466, 1469, 1470, 1471, from 1501 through
              1688, 1700, 1709, 1716, 1767, 1877, 1878, 1898,
              1899, 1904, 1907, and 1922.
        D. Teachers who teach electives, content subjects and
              other courses that are not part of the required state
              ESL program are not eligible for the stipend.
        E. Verification will be made by means of computerized
              grade sheets or teacher matrix. Verification must
              show that ESL is the mode of instruction. (ESL
              essential knowledge and skills and state adopted ESL
              systems).
111     ESL - Not Self-Contained - Non-self contained ESL                 $100/class
                                                                        each semester
           teachers providing the foundation mandated ESL to
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VI Variable Pay Programs
           LEP students for a portion of time (i.e. 45 minutes, etc.)      Dec/June
           shall receive a prorated stipend.
                                                                          Max $1,000
        A. A prorated stipend of $100 per class per semester is            per year
             paid according to the number of 45-minute class
             periods.
        B. Teachers must have non-Spanish speaking LEP
             students in the class. The only Spanish speakers in
             the class are those for whom there is no room the
             bilingual classroom per the LEP roster.
 112    ESL - Pre-K, Full Day - Full and half-day Pre-Kindergarten           $1000
                                                                         (Begins year 2)
           ESL teachers (employed full-time) shall receive the full        Dec/June
           stipend.
        A. No more than one Pre-Kindergarten ESL teacher per
             school with less than 22 LEP students shall be eligible
             to receive a full stipend for a half-day.
        B. Teachers employed on a half-time basis receive a
             prorated stipend.
        C. Teachers must have non-Spanish speaking LEP
             students in the class. The only Spanish speakers in
             the class are those for whom there is no room the
             bilingual classroom per the LEP roster.
 113    ESL - Pre-K, Half Day (see ESL - Pre-K, Full Day)                     $500
                                                                         (Begins year 2))
                                                                           Dec/June
 115    ESL/Special Education - Special Education Teachers,                 $1,000.
                                                                         (Begins year 2)
           including Community Services Teachers, who provide              Dec/June
           state required language support services to students
           identified as limited English proficient in a Special
           Education setting.
        Requirements:
        A. State required language support services must be
             documented in the IEP and verified through daily
             lesson plans.
        B. Principals must verify language support services are
             provided and must report the names of all served
             students.
        C. Must be certified in Special Education and have a permit
             or certification for ESL instruction. Stipend subject to
             prorate based on permit signature date.
        Professional Development Services
        Administered by the Professional Services
           Department only
 301    Content Area Training – Required HISD sponsored                  $20/hr pd only                       Rachele
                                                                          for training                      Vincent Elem
          training for selected teachers.
                                                                           outside of                           CIA
        Training rate may vary if a different rate is specified by the      regular                            Jolene
          grant, state, etc.                                               work/duty                        Yoakum Sec
                                                                           schedule                             CIA
        Lead Assessor/Facilitator – Stipend is paid upon                      $710                           Professional
                                                                                                            Development
        successful completion and acceptable performance of
                                                                                                              Services
        overall assessment center duties.                                                                   713-556-7100

00006   New (1st or 2nd year) Teacher Mentor - Beginning the                                                 Professional
                                                                                                            Development
          2004-2005 year
                                                                                                              Services
        Requires two-year commitment on the part of both                                                    713-556-7100
          teachers.
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VI Variable Pay Programs
         Mentor must hold same certification as new teacher and
           remain at the same school.
        Mentor teachers must meet training and other
           requirements for stipend eligibility. Requirements
           published separately on PDS website.
         Teachers may not receive the mentor stipend for more
           than 2 beginning teachers per year.
        Stipend may be prorated by semester as applicable
        Stipend may be prorated ($300 deduction) for not
        completing and verifying yearly mentor training
        requirements
        New Teacher Mentor – Year 1 - Beginning the 2004-2005            $800/yr
                                                                         Dec/May
        year
        New Teacher Mentor - Year 2 - Beginning the 2004-2005            $600/yr
                                                                         Dec/May
        year
 367    Full Time Release Mentor (FTM)                                    $2,500                          Professional
                                                                         Dec/May                         Development
          FTM applies and is selected through an interview
                                                                                                           Services
          process with PDS to complete the district full time                                            713-556-7100
          mentor role. The FTM must complete developmental
          professional development sessions scheduled
          throughout the school year. The FTM must plan and
          present professional development sessions for mentors
          and new teachers scheduled throughout the school
          year.
00005   Campus Lead Mentor Contact Person (CLM)                         $50 - $200                        Professional
                                                                       Per Semester                      Development
          Principals may identify a teacher as the Campus Lead
                                                                         Fall/Spring                       Services
          Mentor (CLM) to communicate mentor expectations and                                            713-556-7100
          assist with mentor practices and documentation at the
          campus level.
        CLMs will have to meet minimal requirements of attending
          one CLM meeting each semester, participating in
          mentor training each year, conducting campus-based
          mentor/new teachers sessions, and
          collecting/submitting mentor documentation in the
          designated time frames for stipend eligibility. Other
          requirements published separately on the PSD website.
        $50 - $200 per semester (Fall and Spring) depending on
          eligibility requirements
        NOTE: Campus Administrator who serves as the contact
          person (CCP) are not stipend eligible. Stipend eligibility
          based on district finance guidelines.
        DIFFERENTIATED CLM STIPEND FOR 2009-2010
        CLMs at campuses WITH mentoring relationships
        supporting first and/or second-year teachers
             $200 Fall/$200 Spring
        CLMs at campuses WITHOUT mentoring relationships to
        support first and/or second year teachers
             $50 Fall/$50 Spring
        Campus-based Mentor Program Pilot (BTIMP c3)                     $1,200/yr
                                                                       Master Mentor
        Based on proposed action research under the TEA
          Beginning Teacher Induction and Mentoring Program
          cycle 3 guidelines, 4-10 campuses are selected to             $1,150/yr
          participate in the campus-based quality mentoring pilot.      BT Mentor
          Campus commitments and requirements are published

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                                                                               Houston Independent School District
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VI Variable Pay Programs
        separately on PDS website. The pilot provides stipends
        for the roles:
                     Master Mentor – Will participate in on-going
                     mentor trainings and will conduct forums
                     with campus mentors and/or beginning
                     teachers.
                     BeginningTeacher (BT) Mentor – Must be
                     serving as the primary support for a
                     beginning 1st-year or 2nd-year teacher
                     under district mentor guidelines. In addition,
                     participate in mentor forums and other
                     requirements.


364   teachHOUSTON                                                          $250 per
                                                                       teachHOUSTON
       The program offers HISD math and science teachers the
                                                                          student per
         opportunity to serve as supervisors for the                    semester – not
         teachHOUSTON students from UH and to provide a                   to exceed 2
         strong basis for the preparation and recruitment of             students per
                                                                           semester
         highly qualified mathematics and science teachers.
       The program is funded by the University of Houston to: -           $20/hour
         provide a stipend for the teachHOUSTON supervising            teachHOUSTON
                                                                       training (max of 5
         teacher for no more than two (2) teachHOUSTON                   hrs) semester
         students per semester, providing that the requirements          Fall/Spring
         are met. Each teachHOUSTON supervising teacher
         must attend a required skill development and
         expectation training per semester in which makes them
         eligible for the training stipend.
309   Training - Houston Partnership for Character. Paid at the            $20 hour                          Character
                                                                                                             Education
      end of the 3 hours training                                                                             Karen
                                                                                                            Washington
                                                                                                           713-556-7180

304   Principal, Mentor – Assumes responsibility for supporting         New principals                      Professional
                                                                                      st
                                                                         $3,000 for 1                      Development
         new principal or new assistant principal for the first year
                                                                           principal                         Services
         of assignment in an administrative position. Mentor             $1,500 for an                     713-556-7102
         principals are mandated by the state as part of the New          additional.
         Administrator Induction Program. No principal should           New AP/Deans
                                                                         $1,500 each
         mentor more than 2 new administrators.
                                                                             May
      The Houston Independent School District (HISD) Aspiring
      Principals’ Institute (API) is a fourteen-month program
      designed to recruit, train, and support a high-quality cadre
      of aspiring leaders to meet District’s need for effective
      school leadership in a large urban setting.
384       • Aspiring Principals’ Institute (API) Principal                  $2,500                          Professional
                                                                             June                          Development
              Stipend                                                     (per intern)                       Services
              During the Fellows’ residency year, the principals                                           713-556-7100
              of the selected school will receive a stipend of
              $2,500 (a one time payment) to be paid in June.




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VI Variable Pay Programs
385       •   Aspiring Principals’ Institute (API) Adjunct          $500 per class                      Professional
                                                                        June                           Development
              Faculty Stipend                                                                            Services
              During the API Summer Institute and the                                                  713-556-7100
              residency year the adjunct faculty member
              selected to conduct classes will receive a stipend
              of $500 (per class) to be paid in June.
      Teacher Leadership Development – A program designed           $250 per class                      Professional
                                                                         upon                          Development
      to support and enhance the leadership skills of campus-
                                                                    completion of                        Services/
      based teacher leaders.                                           plan and                         Leadership
          • During the school year, teacher leaders will             presentation                      713-556-7102
              develop and present professional development
              seminars for other teachers. Stipend payable upon
              completion of plan and presentation.
                                                                                                       Project GRAD
      Project GRAD                                                                                         Laurie
      Administered by PROJECT GRAD only                                                                  Ballering
                                                                                                       832-325-0380
282   Administrator, Manager PROJECT GRAD                              $6,000
                                                                      Dec/May
238   Algebra - PROJECT GRAD/GEAR UP - For Foundations               $3,000 max
                                                                     2 payments
         to Algebra 6th grade Math/Science Camp, and 9th
                                                                       Summer
         Grade Preparatory Academy curriculum preparation
         and teaching for selected teachers
236   Consistency Mgmt & Cooperative Discipline (CMCD) -               $1,500
                                                                      Dec/May
         Selected CMCD teachers in PROJECT GRAD schools
291   PROJECT GRAD Training for teachers in PROJECT                  $20/hr $900
                                                                       max per
         GRAD schools
                                                                       training
286   Endowed Chairs/Coaches stipend in PROJECT GRAD                   $5,000
                                                                      Dec/May
         schools
313   Fine Arts Camp, Summer – Teachers who conduct the             $750 - $2,600
                                                                      Summer
         camp for students in the Davis Vertical Team schools.
237   Fine Arts - PROJECT GRAD - Fine arts teachers in the          $800-$1,500
                                                                      Dec/May
         Davis vertical team schools for arts integration
         managers or fine arts teachers
283   Summer Bridge – GEAR UP teacher/facilitators -                $360 Summer
         orientation for 6th Graders
      Reading Programs
      Administered by the Department only unless noted
       otherwise
      Dyslexia Contact Person – Campus                                 Range                            Compensation
                                                                    $700-$1,000                        713-556-7323
         • Stipend amount should be commensurate with the             Biannual
              number of identified dyslexic students                  Dec/May
         • Facilitate the implementation of the campus
              dyslexia program; run Chancery Dyslexia Report
         • Facilitate the campus parent education program
         • Conduct inservices on dyslexia and related
              disorders    for   campus      staff;  disseminate
              information regarding dyslexia and related
              disorders to campus administrators, faculty, and
              other key campus staff
         • Maintain         dyslexia    program       compliance
              documentation        for     campus,      including
              documentation of students not meeting standards
              on the TPRI, Tejas LEE, etc. the interventions
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                                                                       Compensation Manual 2009-2010 (revised)
VI Variable Pay Programs
                attempted, their results and any further
                recommendations for student success
           • Attend inservice training on dyslexia and related
                disorders; contact core collaborative meetings
           • Be knowledgeable regarding The Dyslexia
                Handbook: Procedures Concerning Dyslexia and
                Related Disorders and HISD Dyslexia Procedures
                Handbook
           • Be knowledgeable about Texas laws and §504 as
                it relates to dyslexia and related disorders and the
                Committee of Knowledgeable Persons
           • Be knowledgeable about dyslexia and related
                disorders, HISD guidelines and procedures
                regarding dyslexia and related disorders, program
                descriptors, instructional approaches
           • Be knowledgeable about Dyslexia Compliance
                Indicators
           • Maintain communication with administrative region
                Special Populations Manager/Dyslexia Contact
                Person
           • Collaborate with administrative region and campus
                level 504 coordinators, referral chairpersons,
                evaluation specialists, dyslexia instructional
                support teachers, and special education
                chairpersons as needed
           • Support district dyslexia program initiatives and
                awareness campaigns
      Collaborative with campus 504 coordinator and other staff
      to ensure data quality and accountability for dyslexia
      students in Chancery SMS.
242   Dyslexia Support Teacher Trainer – Charter School - The           $2,000                            Reading
                                                                       Bi-weekly                        713-556-6823
         principal (administrative head) of an extended hours
                                                                         10 M
         program may approve stipends to compensate campus
         teachers for their daily extra hours of work.
      Principal must continue to maintain attendance records
         (sign in sheets).
      This stipend is provided in lieu of extended time pay and
         should be approximately the same amount. This
         stipend cannot exceed the amount the teacher would
         have earned on an hourly basis. Teachers who receive
         this stipend must:
         ▪ Participate in yearly dyslexia professional
              development activities.
         ▪ Facilitate the implementation of district dyslexia
              guidelines
         ▪ Provide in-services/training on dyslexia for teachers
              and administrators
         ▪ Develop modules/CLEAR curriculum on dyslexia,
              instructional strategies,
         ▪ Work beyond the normal hours.
      Dyslexia Support Teacher Trainer-Department/Regions              $5, 000
                                                                       Biannual
      Provides support to teachers and principals on
                                                                       Dec/May
      implementing HISD dyslexia policy, and provides
      instruction/demonstration when appropriate for identified

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VI Variable Pay Programs
      dyslexia students K-12. Dyslexia Support Teacher Trainer
      receives training in the components and instructional
      approaches appropriate for students having dyslexia or a
      related disorder and program(s) to meet students’ needs.
      Training for Dyslexia Support Teacher Trainer involves
      study beyond that required of a classroom teacher.
      Training should include:
          • Understanding the reading process
          • Knowledge of the structure of language, including
              knowledge of
                  o English speech sound system and its
                      production,
                  o Oral language development,
                  o Stages of spelling development and
                      orthography (spelling patterns) and its
                      relationship to sounds and meaning, and
                  o Grammatical structure.

      Dyslexia Support Teacher Trainer expected to know how
      to pinpoint specific areas of weakness in reading
      performance and have expertise in using structured
      language methods and techniques (explicit, direct,
      systematic, sequential, cumulative, process oriented,
      multi-sensory) to address the needs of and teaching
      children with dyslexia and/or a related disorder
           • Works with the Program Coordinator of Dyslexia
                Program Support Services.
           • Assist in planning and writing dyslexia modules for
                administrator and teacher training.
           • Demonstrates multisensory structured language
                program lessons.
           • Participates with Dyslexia Intervention Program or
                other multisensory structured language program
                lesson observations.
           • Prepare and present dyslexia training to
                administrators and teachers.
           • Support district dyslexia program initiatives and
                awareness campaigns.
           • Assume responsibility for continuous knowledge in
                dyslexia research and programs.
      Maintains knowledge of the state law and federal laws,
         Section 504, ADA, IDEA and HISD dyslexia policy.
344   Master Reading Teacher (MRT) state MRT certified and              $4,850                            Reading
                                                                         July                           713-556-6823
         teaches reading and mentors other teachers as they
         meet the diverse reading needs of their students and
         meets requirements set by HISD.
          ▪ Is designated by their principal to teach and mentor
              on a TEA eligible high-need campus.
          ▪ Has a plan of action on file with the school principal.
          ▪ Monthly logs are approved/signed by the principal and
              forwarded to the Reading Department.
          ▪ Must attend meetings/trainings as established by the
              Reading Department.
      Reading First Literacy Coach is not eligible for this stipend.

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       Stipend may be pro-rated, if certified during the course of
          the school year.
       Special Education/Behavior Programs                                                                Special
       Administered by the Special Education Department                                                  Education
         only                                                                                          713-556-7025
362    Audiologist – Retention – Regional Day School Program           $1000
                                                                      Dec/May
          for the Deaf
83 -   Behavior Support Class Teacher
 85
       Basic Eligibility Requirements–
          ▪ Must maintain current Crisis Prevention Institute (CPI)
               training certification
          ▪ Teachers currently working in a behavior class and
               utilizing the Review 360 Program. Documentation
               indicating annual completion of 6 hours course
               credit or 15 clock hours from a college/university,
               education service center, HISD Professional
               Development, professional workshops and or state
               and local conferences related to strategies for
               working with student’s with behavioral challenges.
          ▪ Assigned to a major duty code as a Behavior Support
               teacher
       Structured Learning Class Teacher
       Basic Eligibility Requirements–
          ▪ Must maintain current Crisis Prevention Institute (CPI)
               training certification
          ▪ Teachers currently working in a Structured Learning
               class and utilizing the Assessment of Basic
               Language and Learning Skills (ABLLS).
               Documentation indicating annual completion of 6
               hours course credit or 15 clock hours from a
               college/university, education service center, HISD
               Professional Development, professional workshops
               and or state and local conferences related to
               strategies for working with student’s with autism.
       Assigned to a major duty code as a Structured Learning
          Class teacher
       Ineligible Teachers:
          ▪ Long-term substitute teachers are not eligible for a
               behavior stipend.
          ▪ Behavior Support/ Structured Learning teachers
               assigned to a medical facility in which psychiatric
               support personnel are provided are not eligible for
               this stipend.
375    Structured Learning Class Teacher 1st and 2nd year. –           $500
                                                                      Dec/May
          Recruitment Stipend
83     Behavior / Structured Learning Class Teacher - Level 1 -        $1000
                                                                      Dec/May
          Third year of consecutive experience as a Behavior
          Support/Structured Learning Class Teacher.
84     Behavior / Structured Learning Class Teacher - Level 2 -        $1,500
                                                                      Dec/May
          Fourth year of consecutive experience as a Behavior
          Support/Structured Learning Class Teacher.
85     Behavior / Structured Learning Teacher - Level 3 - Five or      $2,000
                                                                      Dec/May
          more years of consecutive experience as a Behavior
          Support/Structured Learning Class Teacher.

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 256    Chairperson 1 - Special Education, Elementary - less than      $500
                                                                      Feb/May
            60 students
        Can not be combined with Department Chairperson
            stipend #345.
        Special Education use only
 257    Chairperson 2 - Special Education, Elementary - 60 to 89       $1000
                                                                      Feb/May
        Can not be combined with Department Chairperson
            stipend #345.
        For Special Education use only
 258    Chairperson 3 - Special Education, Elementary - 90 and         $1,500
                                                                      Feb/May
            above
        Can not be combined with Department Chairperson
            stipend #345.
        Special Education use only
 261    Chairperson 1 - Special Education, Secondary - For                        $1,600    $2,000 $2,400 Compensation
                                                                                           Dec/May        713-556-7323
            schools with 150 and greater special education
            students. Plus 20 days extended time at daily rate of
            pay
        Can not be combined with Department Chairperson
            stipend #120.
 262    Chairperson 2 - Special Education, Secondary - For                        $800      $1,000 $1,200 Compensation
                                                                                           Dec/May        713-556-7323
            schools with fewer than 150 special education students.
        Can not be combined with Department Chairperson
            stipend #120.
303SE   Curriculum Writing Assignments – development of                $4,000
                                                                      maximum
            curriculum documents and related materials.
        The amount paid is determined based on the actual
            services performed. Payments will be made at the
            conclusion of each project and approved by respective
            manager. Payment for services is determined in
            advance of the work assignment.
        This program also applies to those engaged by the Special
            Education Department.
 251    Internship Special Education - Special Education ACP and       $1,000
                                                                      Dec/May
            Teach for America interns who successfully complete
                                                                         1x
            internship. Paid after the completion of the first year
            only.
 376    Itinerant Teacher – Retention Stipend                          $2,000
                                                                      Dec/May
        Retention of Itinerant teachers who serve low incidence
            student populations
              • Visually Impaired Teacher
              • Orientation and Mobility Specialist
              • Auditory Impaired Teacher
              • Parent Infant Teacher
              • Itinerant Preschool/Private School Teacher
 377    Lead In-Home Trainer – supervises the district’s in-home       $3,000
                                                                      Dec/May
            training program.
90SE    Mentor of Psychologist /Trainees /Certified Psychologist       $1,500
                                                                      Dec/May
            under the professional guidance of licensed
            Psychologist in the Special Education Departments.
            Psychology trainees are not eligible for the mentor
            stipend.
255.1   Lead Nurse, district-wide Special Education – supervises       $3,000
                                                                      Dec/May
            and supplemental nurse services including contract and

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          itinerant nurses.
142    Lead Occupational and Physical Therapy Coordinator -                $3,000
                                                                          Dec/May
          Provides leadership and supervision to occupational
          and physical therapists and therapy assistants
          throughout the district.
SE02   Special Education Leadership - Implements exemplary             $1,000 - $4,320
                                                                          Dec/May
          projects that support student achievement and/or
          improve services to students with disabilities. Project(s)
          must be approved by respective special education
          manager. Payment for services will be determined in
          advanced of assignment.
267    Special Education Social Workers Leadership –                       $1,000
                                                                          Dec/May
            • Social Worker who provides leadership,
                consultation and support to assigned social
                workers and social worker interns
            • Social Workers at the Regional Day School
                Program for the Deaf
268    Special Olympics Coach - Teachers and other professional            $500
                                                                        1-4 athletes
          employees serve as Special Olympics coaches in after-
          school programs and must accompany students to                   $750
          Special Olympics competitions.                                5-7 athletes
       Basic Eligibility Requirements
                                                                          $1,000
          ▪ approved as coaches by Special Olympics, Regional
                                                                         8 or more
               Office, and the Office of Special Education                athletes
       Must coach students for Special Olympic competitions
          according to criteria specified by the Office of Special
          Education
       Teacher assistants or other non-exempt positions are not
          eligible.
276    Teacher Multiple Impaired Students - Special Education              $500
                                                                          Dec/May
          teachers of students with severe disabilities.
       The teacher must be assigned a major duty code as a
          teacher of the multiple impaired. Verified by Special
          Education Department.
116    Trainer of Interpreters - ARD/IEP - Special Education               $1,200
                                                                          Dec/May
          professional staff that develop and implement training
          for language interpreters for the ARD/IEP process.
277    Visually Impaired Teacher Education - Teachers who
                                                                           $1,500
          successfully complete coursework resulting in
                                                                             1x
          endorsement as a teacher of visually impaired students.
                                                                                                           Child Study
                                                                                                          713-867-5220
       Special Education – Child Study                                                                    except where
       Administered by the Child Study Department only                                                        noted

 82    ACP Program Evaluation Specialist Coordinator –                     $3,000
                                                                          Dec/May
         Provides coordination and supervision of the ACP
         Educational Diagnostician program-content and
         implementation.
 99    Evaluation Specialist Bilingual                                     $3,000
                                                                       (Begins Year 2)
         ▪ Assigned to a major duty code as a Bilingual
                                                                          Dec/May
             Evaluation Specialist;
         ▪ Evaluation log must reflect a minimum of 50%
             bilingual assessments
         ▪ Must be certified as a Bilingual Teacher or achieved a

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               passing score on the Texas Oral Proficiency Test
               (TOPT);
          ▪ Certified by appropriate agency as an educational
               diagnostician, or licensed specialist in school
               psychology;
          ▪ Maintain a minimum of satisfactory or above rating on
               the previous year’s appraisal instrument;
          ▪ Documentation of approved continuing education in
               bilingual assessment issues verified by Child Study
               Department.
 88    Intake Centers Evaluation Specialist Coordinator –               $3,000
                                                                       Dec/May
          Provides coordination of staff and services to parents
          for the evaluation and report writing for students
          evaluated through the Intake Center.
88.1   Lead Evaluation Specialist (LES)                                 $1,500
                                                                       Dec/May
          ▪ Appointed by Child Study Manager and Regional
               Special Education Director;
          ▪ Attends regularly schedule meetings for LES by the
               Child Study;
          ▪ Submits quarterly and year end evaluation data for
               respective region to Child Study;
          ▪ Maintains inventory of testing materials issued to
               respective regions for short term distribution.;
          ▪ Disseminates information relative to evaluation
               procedures and or policies to evaluation specialist
               in the district in a timely fashion;
          ▪ Audits/reviews evaluation and state folders;
          ▪ Coordinates Central MDTs in the region;
          ▪ Presents problem cases for review;
          ▪ Follows evaluation guidelines established by the Child
               Study Department
       LSSP Intern Program Evaluation Specialist Coordinator            $3,000
                                                                       Dec/May
 89    Materials Center Evaluation Specialist Coordinator –             $3,000
                                                                       Dec/May
         Identifies and maintains evaluation materials;
           • Maintains a database of technology used for
               evaluations
SE03   Mentor of Non-certified Educational Diagnosticians or            $1,500                             Child
                                                                       Dec/May                             Study
         Licensed Specialists in School Psychology
                                                                                                       713-867-5220
         Trainees/Interns
         ▪ Minimum of 3 years continuing experience in the
             district
         ▪ Be a certified Educational Diagnostician or Licensed
             Specialist in School Psychology
         ▪ Maintain an HISD appraisal rating of proficient or
             above
         ▪ Must have completed a minimum of 65 evaluations as
             documented by the previous years approved
             auditable evaluation log
       Speech Therapists                                                                                  Special
       Administered by the Special Education Department                                                  Education
        only                                                                                           713-556-7025
252    Assistive Technology Team Member – Speech Therapists          $2,000 Dec/May
         that are assigned to the Assistive Technology Team to
         complete Assistive Technology evaluations will be paid
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VI Variable Pay Programs
         this stipend
253   Bilingual Speech Therapy Assessor - Conducts                     $3,000 Dec/May
         evaluations in Spanish for students district-wide
269   Coordinator Leader, Speech - Additional responsibilities         $3,000 Dec/May
         beyond the normal work day, such as monitoring and
         supervising the district’s Saturday Speech Therapy
         Compensatory Program, the End of Day Speech
         Therapy Program Services and other Saturday training
         responsibilities
270   Hard to Staff Positions - Speech Therapists assigned to              $2,000
                                                                           Dec/May
         campuses that has had speech therapy vacancies for
         two or more years and/or criteria as determined by the
         Regional Office and Office of Special Education
         Services
         ▪ Determined by Special Education Department.
         ▪ The stipend will be prorated for therapists hired after
              January 31st.
260   Lead Speech Therapist - A master’s level professional with       $3,000 Dec/May
         clinical fellowship certification who will provide
         assistance to other therapists
135   Mentor - Speech Therapists, Mentor for the Clinical              $2,000 Dec/May
         Fellowship Year (CFY). Supervision cycle must be
         totally completed each semester for this stipend to be
         paid. Supervisors that cease supervision of the intern
         before the cycle is completed will be ineligible to receive
         this stipend
137   Mentor - Speech Therapy Svcs., Mentor Graduate                        $500
                                                                           Dec/May
         Clinicians – Speech Therapists that provide mentoring
         and clinical support to their assigned graduate clinician
         that is actively enrolled in a program recognized by the
         American Speech and Hearing Association - ASHA
136   Mentor - Speech Therapy Svcs., Mentor Licensed                        $3000
                                                                           Dec/May
         Assistants Speech Therapists that provide Testing/ARD
         responsibility and Assistant supervision.
      Licensed Assistants Supervisors that cease supervision of
         the assigned Assistant will be ineligible for this stipend
      Special Populations Department
      Administered by the Special Populations Department
      Dyslexia Evaluation Specialist - Bilingual                              $3,000
                                                                         (Begins Year 2
        ▪ Primary assignment must be as a Dyslexia Evaluation
                                                                        unless ineligible
            Specialist;                                                for sign on bonus)
        ▪ Conducts assessments in Spanish for Dyslexia/504                  Dec/May
            referrals for all schools in assigned region and
            district-wide as appropriate;
        ▪ Current year’s evaluation log must reflect a minimum
            of 25% bilingual assessments per semester;
        ▪ Must be certified as a Bilingual Teacher or achieved a
            passing score on the Texas Oral Proficiency Test
            (TOPT) or scored Fluent Spanish Speaker (FSS) on
            a district-administered Oral Spanish Proficiency
            Test;
        ▪ Certified by appropriate agency as an educational
            diagnostician, or licensed specialist in school
            psychology;
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           ▪ Maintain a minimum of satisfactory or above rating on
              the current year appraisal instrument;
           ▪ Documentation of approved continuing education in
              bilingual assessment issues verified by Special
              Populations Department.
        Technology
        Administered by the Technology Department only
326     SAP/PS Retention and Recruitment - designated                         $3,750 to $15,000
                                                                                  Bi-weekly
          individuals critical to the development and support of
          SAP/PS systems
        The Sr. Management of Technology, Controller and
          Human Resources approve these stipends at the time
          of hire or on an annual basis.
          Recruitment & Retention
           ▪ Employee retention stipends can not be created without
               prior approval from the Deputy Superintendent of Human
               Talent.
           ▪ Critical shortage stipends may not be augmented by new
               stipends during the 2009-10 school year.


        Critical Shortage and New Teacher
119     Critical Shortage Teacher - Special Education, Spanish,                    $1,000                          Human
           Secondary Math, Secondary Science                                       March                          Resources
           ▪ Teacher must be certified and recognized by “No Child Left                                           Generalist
                 Behind” and the State in the critical shortage area.
           ▪ Must be in a critical shortage position each year to be
                 entitled to the bonus.
           ▪ Secondary Math, Science or Spanish must be a required
                 middle or high school course to be considered as a
                 "critical shortage" course.
           ▪ Teachers who received a current school year Recruitment
                 Incentive are not eligible for this stipend; refer to the
                 Recruitment Incentive contract for specific rules.
        Administered by Human Resources only
118     Critical Shortage Recruitment Incentive- Year 2 (hired on or               $2,000
           before 8/24/09) - Math, Science, Special Education, Spanish,
           Bilingual
           ▪ Payment will be made in April of Year 2
           ▪ Recipient agrees to attend 3 additional training days as
                 scheduled by HISD
336     IDRA Transition to Teaching Grant Participants (ACP interns) –              $500                             ACP
           overall GPA of 3.5+ at time of ACP enrollment                             1X                          713-802-6850
        This stipend is administered by ACP only
139     New Teacher Recruitment Incentive (Non-Critical Shortage) -                $1,500
           Year 2 (hired on or before 8/24/09)
                   Recipient must have received the 1st year Recruitment
                   Incentive to be eligible.
                   Recipient agrees to attend 3 additional training days as
                   scheduled by HISD.
                   Payment will be made in April of Year 2
342 –   Recruitment Incentive – New Teachers                                                                        Human
 343    In order to improve student achievement and recruit highly                                                Resources
           qualified teachers for the district, HISD will implement a                                              Generalist
                                                                                                                 713-556-7406
           program to support these goals.
        Eligible Participants
           ▪ Agrees to attend additional training days
           ▪ Certified teacher recognized by SBEC, with full time

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VI Variable Pay Programs
               classroom and school based instructional assignments in
               specific areas, and first time to be employed by HISD.
         ▪ Former HISD employees are eligible only if they resigned
               and were not on a teacher contract at the beginning of the
               2001-2002 school year and have not been on a teacher
               contract since that time.
      Ineligible Participants
           ▪ Health                              ▪ Project Grad
           ▪ Drama                               ▪ Music
           ▪ Art                                 ▪ Dance
           ▪ CATE (all areas)                    ▪ Librarian
           ▪ PE                                  ▪ Nurse
           ▪ Student Referral                    ▪ ROTC
           ▪ Teacher Coordinators                ▪ Counselor
           ▪ HISD Retirees                       ▪ Pregnant Girl Program
           ▪ Literacy Coach                      ▪ Coordinators (all job
                                                     codes)
           ▪ Virtual School Teachers             ▪ Teacher Specialists
           ▪ Visiting International Teachers
           ▪ Speech Therapist (No Change to the Current Recruitment
               Incentive)
          ▪ Teacher on school district permit or deficiency plan
          ▪ Active HISD employee on any type of contract or in a grade
            13 position or above.
      Refer to Recruitment Incentive contract for specifics.
      Administered by Human Resources only
342   Recruitment Incentive (Year 1 after hire)                    Payment will
      Employee is not eligible for the annual Critical Shortage    be within 30-
        #119, Bilingual #101-105, 254, 114, or ESL # 108-113        40 days of
              Employed on or before August 24, 2009 and                hire
              reported to a campus and remain with HISD two
              complete calendar years.
         Bilingual                $4,000
         Secondary Science        $4,000
         Secondary Math            $4,000
         Secondary Spanish $3,000
         ESL                      $3,000
         Spec Education            $3,000
              Employed on or before August 24, 2009 and
              report to a campus and remain with HISD two
              calendar years.
         *Other eligible academic areas $1,500
         *The first 100 teachers to sign a contract and report to
         a campus on or before August 24, 2009 will receive a
         recruitment incentive for other eligible academic areas.
343   Retention Incentive (Year 2 after hire)                          April
      Second year payout will be based on the classroom
        assignment in year two.
                                                         Bilingual    $2,000
                                                              ESL     $2,000
                                                  Secondary Math      $2,000
                                               Secondary Science      $2,000
                                                Special Education     $2,000
                                                Secondary Spanish     $2,000
                                     Other eligible academic areas    $1,500
      Student Support

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141    Health and Medical Services - Nurse Consultant                  $500-$3,000                         Student
                                                                         Dec/May                          Support
          Coordinators, Pregnancy Parenting Coordinators PRS
                                                                                                        713-349-7423
          Teacher and Dropout Coordinator
            • Stipend duties must be above and beyond the
                 employee’s normal job duties and normal work
                 day.
            • Stipend awarded pending funding sources- PRS
                 and Life Skills-Award amount not to exceed
                 $3,000.
            • Amount paid is negotiated based on actual
                 services performed.
            • Documentation submitted to Student Support
                 Services Dept. for review and approval.
 91    Psychologist Retention - Two or more (year 3 or more) full     $3,000 Dec/May                     Psychological
                                                                                                           Services
          years of service in HISD as Psychologist in the Student                                       713-426-8300
          Support Services Departments. Must provide
          supervision to interns in the Doctoral Internship and
          Residence program. Psychology residents and/or
          trainees are not eligible for the mentor stipend.
 90    Mentor of Post-Doctoral Psychologist Interns/Trainees in       $1,500 Dec/May                     Psychological
                                                                                                           Services
          pre-doctoral internship program and postdoctoral                                              713-426-8300
          resident or trainee programs under the professional
          guidance of Student Support Services Department.
          Psychology residents and/or trainees are not eligible for
          the mentor stipend.
 92    Psychologist Sign-On Bonus - if employed prior to April 1          $3,000                          Human
                                                                       On placement                      Resources
          of each school year and not have been employed by the
                                                                       into position
          district during the prior 12 months in a sign-on bonus
          eligible position. Psychology residents and/or trainees
          that have completed training in the Student Services
          Departments, and meet position requirements and are
          placed in a psychologist position are eligible for the
          sign-on bonus.
       Stipend is administered by the Human Resources
          Department

       Special Education
       Administered by the Special Education Department
         only
87     Evaluation Specialist Sign-On Bonus either new to the              $3,000                          Human
                                                                           1X                            Resources
          district (not employed by HISD as an Evaluation
          Specialist in previous 24 months) or transferred from
          another position into an Evaluation Specialist position,
          will receive a one time sign on bonus received upon
          receipt of license
       Stipend is administered by the Human Resources
       Department
91SE   Psychologist Retention – Two or more completed                 $3,000 Dec/May                       Special
                                                                                                          Education
       consecutive full years of service in HISD Special
                                                                                                        713-556-7025
       Education Department. This stipend is paid starting in the
       3rd year of employment with HISD.
92SE   Psychologist Sign-On Bonus - if employed prior to April 1          $3,000                          Human
                                                                            1X                           Resources
          of each school year and not have been employed by the
                                                                          At hire
          district during the prior 12 months in a sign-on bonus
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VI Variable Pay Programs
        eligible position. Psychology trainees, interns or
        Certified Psychologists that have completed training,
        meet position requirements, and are placed in a
        psychologist position are eligible for the sign-on bonus.
      Speech Therapist Referral bonus – Therapists currently                $1000
                                                                              1x
        employed and refer speech therapists
                                                                       at time of hire
272   Speech Therapist Retention Bonus - Certificate of Clinical      $2,000 Dec/May
         Competence- For those Speech Therapists and
         Audiologists who possess the Certificate of Clinical
         Competence
271   Therapist (Speech, Occupational, Physical)                      $2,000 Dec/May
      Retention Bonus - Second Year
      – Any therapist receiving a sign-on bonus who leaves prior
         to two years of service may not receive an additional
         sign-on bonus if they return in three years or less.
273   Therapist (Speech, Occupational, Physical)                      $1,500 Dec/May
      Retention Bonus - Three or more years of employment
         with HISD.
275   Therapist (Speech, Occupational, Physical)                          $3,000
                                                                            1X
      Sign-On Bonus
                                                                          At hire
           • The stipend will be prorated for therapists hired
               after January
           • Any therapist receiving a sign-on stipend who
               leaves prior to two years of service may not
               receive an additional sign-on stipend if they return
               in three years or less.
374   Licensed Speech Therapist Assistant Sign-On Bonus;
           • The stipend will be prorated for licensed assistants         $1,500
               hired after January.                                         1X
           • Any licensed assistant receiving a sign-on stipend           At hire
               who leaves prior to two years of service may not
               receive an additional sign-on stipend if they return
               in three years or less.
                                                                                                        Virtual School
      Virtual School                                                                                    713-349-2062
381   e-Teacher Stipend – E-Teachers are the teachers of              $100/regular on
                                                                        line student
         record for online courses taken by students of HISD’s
                                                                          $115/AP
         Virtual School Department and are required to                 online student
         communicate regularly with their students, providing
         online guidance, feedback and grades.
      Extra Duty Pay – Paid through Time and Labor
      Extra Duty Pay during contract period for those paid on the        $25 /hour                       Compensation
                                                                                                        713-556-7323
        Teacher Salary Schedule.
      Extra Duty Pay for required training after hours during the        $25 /hour
        school year as well or after the contract period.
        Exceptions may be made for grants or state mandated
        training that require a different rate.
      Extra Duty Pay during the contract period for those                $40/hour                        Community
                                                                                                          Services
        teachers providing instruction after regular school hours
                                                                                                        713-636-6066
        to general education students receiving
        homebound/hospital services.
      Extra Duty Pay for teachers and employees paid on the             Hourly Rate                      Compensation
                                                                                                        713-556-7323
        teacher salary schedule who work at priority schools

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                                                                       Houston Independent School District
                                                                  Compensation Manual 2009-2010 (revised)
VI Variable Pay Programs
        identified as third or more year academically
        unacceptable according to state accountability
        standards. Pay is only for content areas which have
        been deemed academically unacceptable. Eligibility will
        be determined on or after August 1st, 2008.
      Should a priority school move to academically acceptable,
        the chief academic officer may continue to provide
        support at this level. The chief academic officer will
        approve strategic area(s) and duration of the program
        not to exceed 3 years.
308   Graduation Coordinator - coordinates the on-site smooth     Hourly rate
        running of graduation ceremonies
      Administered by School Operational Support only.
      TAKS Tutorials or Curriculars Weekend Supervision -                       $22     $27      $32   Compensation
                                                                                      per hour         713-556-7323
        Assistant Principals and Deans who supervise weekend
        TAKS tutorials or other curricular activities, such as
        weekend TAKS tutorial.




Revised 9/11/2009                                                                                       Page 84
                                                            Houston Independent School District
                                                       Compensation Manual 2009-2010 (revised)
VII Pay Rates / Classifications for Specific Jobs

A. Associate Teachers – 2009-2010
   Term         Teaching Position                                  Rate
 Day-to-day     Non-Degreed Patron Associate                    $56.19 Daily -
AT6 H06254      Teacher                                        $7.25 per hour
                Cannot be placed in a long-term position.

 Day-to-day     Non-Degreed Associate Teacher                  $70.99 Daily -
AT1 H00253      Limited to 5 days in same position.            $9.16 per hour
                Cannot be placed in a long-term position.

 Day-to-day     Degreed Associate Teacher                      $83.24 Daily -
AT2 H00254                                                    $10.74 per hour
 Day-to-day     Texas Certified Associate Teacher              $91.06 Daily -
AT7 H07254      (Degreed)                                     $11.75 per hour

 Day-to-day     Nurse Associate Teacher (Degreed               $95.40 Daily -
AT4 H00256      and RN)                                       $12.31 per hour

                HISD Retired Associate Teacher                 $96.64 Daily -
 Day-to-day
                (Degreed)                                     $12.47 per hour
AT8 H08254
                Dedicated Associate Teacher                    $83.24 Daily -
AT3 H00247      (Degreed)                                     $10.74 per hour

 Long Term      Associate Teacher                             $110.13 Daily -
                Certified, Retired, Nurse, Dedicated          $14.21 per hour
                Must be Degreed


  Long term is defined as an associate teacher with a four-year Bachelors degree, placed in
  the same position/classroom, in the same school, for over 10 days.

  A dedicated associate teacher is eligible for five (5) state leave days. Unused leave days
  are forfeited upon release or resignation from the assignment. Dedicated associate
  teachers are eligible for health benefits and participate in the Teacher Retirement System
  of Texas (TRS).

  Associate teachers holding Texas teacher certificates must show evidence of completion
  of the TECAT or TASP requirement in order to receive pay as Texas certified associate
  teachers.




Revised 9/11/2009                                                                         Page 85
                                                         Houston Independent School District
                                                    Compensation Manual 2009-2010 (revised)
VII Pay Rates / Classifications for Specific Jobs

B. Temporary Personnel

1. Substitutes and Hourly Personnel: Employees placed into hourly positions not listed
    below should be assigned the minimum pay rate for the position’s salary grade.


           Position                                      Pay Rate per Hour

           CF019H Hourly Custodian                                    $8.06


           TS002H Hourly Transportation Attendant                     $9.09

           Hourly Student – Career and Technology
                                                                     $10.24
           Education ONLY

           HM010H Psychologist Intern                                $13.63


           TS007H Bus Driver                                         $14.34


           PS001H Crossing Guard                                     $15.82


           PS002H Crossing Guard Team Leader                         $18.92

           PS012H Patrolman (Certified Police
                                                                     $26.92
           Officer – non-HISD)
           SB009H Hourly Manager, Stadium and
                                                                     $27.24
           Equipment




Revised 9/11/2009                                                                      Page 86
                                                            Houston Independent School District
                                                       Compensation Manual 2009-2010 (revised)
VII Pay Rates / Classifications for Specific Jobs

2. Part Time Degreed Teachers and Hourly Lecturers

            Part Time Degreed Teachers Part time degreed teachers are
            paid the hourly rate equivalent of the Teacher Salary Schedule.
            Service credit experience and degree level determines
            placement on the schedule.
            Part Time Degreed Teachers – Bachelors        $31.05-$45.67

            Part Time Degreed Teachers – Masters          $31.76-$48.00

            Part Time Degreed Teachers – Doctorate        $32.47-$50.32
            Hourly Lecturer (should not be used for
            part-time certified teachers)
            Hourly Lecturers – Degreed                       $21.48

            Hourly Lecturers – Non-Degreed                   $14.31

            Hourly Lecturers – Non-Degreed Special
                                                             $21.48
            Schools Critical Skills


3. Skilled Crafts Personnel: Skilled craftsmen may be hired on a temporary basis to
    supplement the normal work force. These employees have the opportunity to be paid a
    competitive rate for their respective craft and such authorizations and approved rates
    may be made only by the chief operations officer - Facilities Management and
    Operations. Skilled craftsmen include:
              •      Electricians                           •       Painters
              •      General Maintenance Workers            •       Roofers
              •      HVAC Technicians                       •       Sheet Metal Workers

4. Professionals paid on the Teacher Salary Schedule and who have assignments
    beyond the regular day during the school year shall be paid at the standard rate of $25
    per hour for the additional time worked. (EXPAY)

Teachers and employees paid on the Teacher Salary Schedule who work at priority
    schools identified to be their third or more year of academically unacceptable according
    to state accountability standards may be paid extra-duty pay on an hourly basis at their
    individual daily rate of pay when requested to work past the regular school day by their
    supervisor and approved by the superintendent of schools.

When hourly work which would be eligible for extended day pay if worked by a currently
    employed certified professional (employees paid on the Teacher Salary Schedule) is
    worked by other hourly classified employees, the hourly rate listed in the previous
    section will be used to determine their hourly rate for the assignment. After forty hours
    are worked in a work week, the non-exempt employee will be eligible for overtime at one
    and one half times their regular rate of pay consistent with HISD and federal overtime
    policies.

 Revised 9/11/2009                                                                  Page 87
                                                               Houston Independent School District
                                                          Compensation Manual 2009-2010 (revised)
VII Pay Rates / Classifications for Specific Jobs
5. Summer School Assignments are considered to be extra optional assignments
    performed after completion of the regular or contract duty schedule and are not
    classified as extended time assignments. Employees working on additional
    authorization during the summer will be paid at the base hourly rate for the additional
    assignment. These summer assignments are programs that are board approved.

      Transportation hourly employees are to be paid based on the type of work performed.
      The rates of pay are the same as used during the normal school year based on the job
      and employee’s rate of pay.

                         Position

            Clerk, Teaching Assistant, Non-      Regular hourly rate based on
            Instructional Aide, Custodian             regular daily rate

            Food Service                               Daily rate of pay

            Speech Therapist and other
                                                       Daily rate of pay
            professional staff approved by the
            Board for the summer program

            Summer School Teacher                      $25.00 per hour


            Summer Teacher – other than                $25.00 per hour
            Professional staff – Training Rate


6.    Professional Development Training outside of the regular workday/workweek or duty
      schedule is paid at $25 per hour unless a different rate of pay is specified by the grant,
      state, etc.

7.   Extended Time (EXTM) may be authorized by the principal or department head based
     on budget availability. Extended time is not a contract extension but is for work
     performed after the end date of the contract. Employees assigned to extended time do
     not accrue additional sick leave or vacation days for the extended time period. No
     property rights to such extensions are given or implied through extended time
     assignments. Extended time is paid at the teacher’s daily rate of pay. Extended time
     for assistant principals is also paid at the employee’s daily rate of pay. This policy
     excludes summer school assignments which are explained above in section 5.

8.   Summer temporaries working in the Internal Audit Division of the Office of
      Inspector General or Accounting shall be placed on the non-instructional salary
      schedule. A temporary activity fund auditor/accountant returning from a prior year shall
      receive a pay increase of $.75 per hour. The college intern lead position shall be
      designated for the position of lead activity fund auditor (college intern lead).




 Revised 9/11/2009                                                                     Page 88
                                                                  Houston Independent School District
                                                             Compensation Manual 2009-2010 (revised)
VII Pay Rates / Classifications for Specific Jobs
9. Coaching Assignment Extended Time. In addition to the coaching stipend for extra
    duties during the school year, extended time will be granted in this category in the
    following amounts based on the teacher’s current salary. New coaches may be hired on
    an hourly basis (based on last year’s salary schedule).

                                            High School
    Coaching Assignment                                                       Number of Days
    Baseball – Boys Assistant Coach                                                 5
    Baseball – Boys Head Coach                                                      5
    Basketball - Boys Assistant Coach                                               5
    Basketball - Boys Head Coach                                                    7
    Basketball - Girls Assistant Coach                                              5
    Basketball - Girls Head Coach                                                   7
    Football - Assistant Coach (Spring Training)                                   10
    Football - Assistant Coach *                                                   15
    Football – Head Coach*                                                         25
    Football - Head Coach (Spring Training)                                        20
    Soccer – Boys/Girls Assistant Coach                                             5
    Soccer – Boys/Girls Head Coach                                                  5
    Softball – Girls Head Softball/Asst. Coach                                      5
    Track – Boys/Girls Head Coach/Asst. Coach                                       5
    Volleyball - Girls Assistant Coach                                             10
    Volleyball - Girls Freshman Coach                                               7
    Volleyball - Girls Head Coach                                                     15
    Wrestling – Assistant Coach                                                       5
    Wrestling - Boys/Girls Head Coach (School-Based Budget)                           7

•     High school football coaches not participating in spring training are eligible for five (5)
      additional days of extended time.


                                           Middle School
    Coaching Assignment                                                       Number of Days
    Football - Head Coach                                                          5
    Football - Assistant Coach                                                     5
    Volleyball - Head Coach                                                        3




    Revised 9/11/2009                                                                       Page 89
                                                                                                                 Houston Independent School District
                                                                                                            Compensation Manual 2009-2010 (revised)
VII Pay Rates / Classifications for Specific Jobs
10. Technology Department Intern Program. Interns working in the Technology
   Department or approved by the Technology Department to work in other departments
      or sites, shall be placed according to the compensation schedule listed below.
      Attendance and conduct records will be requested from the teacher/instructor who
      taught the student during his/her coursework. Recommendations and comments from
      the teacher/instructor, on behalf of the student, regarding the student’s professional
      ethics, integrity, communications skills, and teamwork abilities are highly encouraged.
      College interns are expected to be either attending or enrolled at an accredited college
      or university.
     P ro g ra m                                                                                                                                  P a y R a te
     T e c h n o lo g y D e p a r t m e n t H ig h S c h o o l In t e r n
     C u r r e n t H IS D J u n io r o r S e n io r s tu d e n t a c h ie v in g s u c c e s s fu l c o m p le tio n o f a T e c h n ic a l,      $ 9 .0 0 /h o u r
     D a ta P r o c e s s in g , o r In fo r m a tio n S y s te m s b a s e d tr a in in g c u r r ic u lu m w ith in H IS D ,
     a c c r e d ite d U n iv e r s ity , o r C e r tifie d In d e p e n d e n t T r a in in g P r o v id e r .

     R e tu r n in g , o r s e c o n d y e a r , T e c h n o lo g y D e p a r tm e n t H ig h S c h o o l In te r n a c h ie v in g               $ 1 0 .0 0 /h o u r
     s u c c e s s fu l c o m p le tio n o f a T e c h n ic a l, D a ta P r o c e s s in g , o r In fo r m a tio n S y s te m s b a s e d
     tr a in in g c u r r ic u lu m w ith in H IS D , a c c r e d ite d U n iv e r s ity , o r C e r tifie d In d e p e n d e n t T r a in in g
     P r o v id e r .
     T e c h n o lo g y D e p a r t m e n t H ig h S c h o o l In t e r n ( w it h C e r t if ic a t io n C r e d e n t ia ls )
     C u r r e n t H IS D ju n io r o r s e n io r s tu d e n t a c h ie v in g s u c c e s s fu l c o m p le tio n o f a T e c h n ic a l,       $ 1 1 .0 0 /h o u r
     D a ta P r o c e s s in g , o r In fo r m a tio n S y s te m s b a s e d tr a in in g c u r r ic u lu m w ith in H IS D ,
     a c c r e d ite d U n iv e r s ity , o r C e r tifie d In d e p e n d e n t T r a in in g P r o v id e r .

     R e tu r n in g , o r s e c o n d y e a r , T e c h n o lo g y D e p a r tm e n t H ig h S c h o o l In te r n a c h ie v in g               $ 1 2 .5 0 /h o u r
     s u c c e s s fu l c o m p le tio n o f a T e c h n ic a l, D a ta P r o c e s s in g , o r In fo r m a tio n S y s te m s b a s e d
     tr a in in g c u r r ic u lu m w ith in H IS D , a c c r e d ite d U n iv e r s ity , o r C e r tifie d In d e p e n d e n t T r a in in g
     P r o v id e r .
     T e c h n o lo g y D e p a r t m e n t C o lle g e In t e r n s
     F ir s t y e a r c o lle g e s tu d e n t m a jo r in g in a T e c h n ic a l, E n g in e e r in g , o r In fo r m a tio n S y s te m s      $ 1 4 .0 0 /h o u r
     d is c ip lin e , c o m p le tin g 2 4 c r e d it h o u r s
     R e tu r n in g , o r s e c o n d y e a r , T e c h n o lo g y D e p a r tm e n t C o lle g e In te r n m a jo r in g in a                   $ 1 4 .5 0 /h o u r
     T e c h n ic a l, E n g in e e r in g , o r In fo r m a tio n S y s te m s d is c ip lin e , c o m p le tin g 4 8 c r e d it h o u r s


     R e tu r n in g , o r th ir d y e a r , T e c h n o lo g y D e p a r tm e n t C o lle g e In te r n m a jo r in g in a T e c h n ic a l,     $ 1 5 .0 0 /h o u r
     E n g in e e r in g , o r In fo r m a tio n S y s te m s d is c ip lin e , c o m p le tin g 7 2 c r e d it h o u r s


     R e tu r n in g , o r fo u r th y e a r , T e c h n o lo g y D e p a r tm e n t C o lle g e In te r n m a jo r in g in a T e c h n ic a l,   $ 1 5 .5 0 /h o u r
     E n g in e e r in g , o r In fo r m a tio n S y s te m s d is c ip lin e , c o m p le tin g 9 6 c r e d it h o u r s

     T e c h n o lo g y D e p a r t m e n t C o lle g e In t e r n s ( w it h T e c h n ic a l C e r t if ic a t io n C r e d e n t ia ls )
     F ir s t y e a r c o lle g e s tu d e n t m a jo r in g in a T e c h n ic a l, E n g in e e r in g , o r In fo r m a tio n S y s te m s      $ 1 5 .0 0 /h o u r
     d is c ip lin e , c o m p le tin g 2 4 c r e d it h o u r s
     R e tu r n in g , o r s e c o n d y e a r , T e c h n o lo g y D e p a r tm e n t C o lle g e In te r n m a jo r in g in a                   $ 1 5 .5 0 /h o u r
     T e c h n ic a l, E n g in e e r in g , o r In fo r m a tio n S y s te m s d is c ip lin e , c o m p le tin g 4 8 c r e d it h o u r s


     R e tu r n in g , o r th ir d y e a r , T e c h n o lo g y D e p a r tm e n t C o lle g e In te r n m a jo r in g in a T e c h n ic a l,     $ 1 6 .5 0 /h o u r
     E n g in e e r in g , o r In fo r m a tio n S y s te m s d is c ip lin e , c o m p le tin g 7 2 c r e d it h o u r s


     R e tu r n in g , o r fo u r th y e a r , T e c h n o lo g y D e p a r tm e n t C o lle g e In te r n m a jo r in g in a T e c h n ic a l,   $ 1 8 .0 0 /h o u r
     E n g in e e r in g , o r In fo r m a tio n S y s te m s d is c ip lin e , c o m p le tin g 9 6 c r e d it h o u r s




Any exception to special assignment compensation must be approved in writing by the
superintendent of schools.




 Revised 9/11/2009                                                                                                                                               Page 90
                                                             Houston Independent School District
                                                        Compensation Manual 2009-2010 (revised)
VII Pay Rates / Classifications for Specific Jobs
11. Acting Pay. A regular employee assigned to perform duties of a higher level position on
      a temporary basis will receive temporary additional pay which is equal to the
      incremental dollar value of the promotional adjustment, as calculated under the
      promotion policy in Pay Administration in this Compensation Manual. This temporary
      additional pay is payable each pay period for the length of time assigned, The
      superintendent of schools must approve Acting Pay for any assignment exceeding
      one year.

                The pay rate will be determined using HISD’s policies for determining a
                promotional increase.
                Once the interim period is over, the employee shall return to their previous
                position and their salary shall be adjusted accordingly.
                If the annual pay increase occurs during the interim period, the employee
                holding the interim position will receive the percentage increase applied to
                their current salary in the interim position.
                When the interim period is complete, the employee’s salary shall be adjusted
                to their previous salary level plus the annual salary increase based on their
                regular job.
                Employees serving in an interim role for more than 30 calendar days will
                receive retroactive pay back to the beginning of taking on the role.
                Employees in nonexempt jobs moving to exempt jobs will not be eligible for
                overtime pay or hours. Employees will receive a temporary increase in
                accordance with the policy outlined above.
                Nonexempt employees can receive acting pay for another higher level
                nonexempt position. The overtime rate for nonexempt employees is
                calculated according to the acting pay rate calculations defined above.
                For positions requiring certifications, the employee must meet the
                requirements of the certified position.


        Principal Acting Pay is calculated under the promotion policy in Pay Administration
        in this Compensation Manual or $50 minimum per day, whichever is greater.

The Human Resources generalist will calculate the pay for all acting pay assignments.

Exceptions must be approved by the superintendent of schools.

12. Differential Compensation. Differential compensation will be paid to an employee who
       works in the following assignments: non-exempt crafts/trades, non-instructional or
       administrative support employees regularly who are assigned to a mid-day, evening
       or overnight shift, if the employee works a minimum of six (6) consecutive hours per
       shift. Exempt employees are not eligible for differential compensation.

        Differential pay will be paid when an employee performs or is assigned on a regular
        schedule to work evening or graveyard shifts, lock-up responsibilities, or a lead
        person position.




 Revised 9/11/2009                                                                   Page 91
                                                                Houston Independent School District
                                                           Compensation Manual 2009-2010 (revised)
VII Pay Rates / Classifications for Specific Jobs

        Differential compensation will be prorated based on the time served in the function or
        position. When employees transfer out of temporary assignments, differential pay
        associated with the former position will be discontinued. Employees are not eligible
        for shift pay during vacations or other absences.

          Shift differential hourly pay rates

                 Shift              Shift Duration           Shift Differential
                Evening        3:00 P.M. to Midnight          $0.35 per hour
               Overnight       Midnight to 6:00 A.M.          $0.60 per hour

        See below for Police Shift Mid-Day Differential.

        Any Crafts/Trades employee who secures the building will receive lockup pay at the
        rate of $0.30 per hour. Plant Operators are not eligible for lock-up pay.

a. Lead Person Pay. Lead Person Pay may be earned by any crafts/trades, food production
   or administrative support employee temporarily assigned to direct the work activities of other
   employees for at least 30 days while performing their regular assigned duties. The lead
   person will receive compensation based on the number of employees supervised. This is a
   temporary assignment and will be used only in the absence of a supervisor or manager.
   Although this is a temporary assignment, there is no time limit placed on its usage. Lead
   Person differential hourly pay rates are:

                              Number of
                         Employees Supervised           Differential
                     1-10 employees                    $0.35 per hour
                     11 or more employees              $0.40 per hour

         Note: It is the department’s responsibility to establish eligibility for these temporary
         assignments on an annual basis with appropriate notification to Human Resources.
         Note: Those earning Lead Person pay are also eligible to earn Lock-up Pay.

b. Hazardous Duty Differential. Employees involved with hazardous material removal or
   asbestos abatement will receive a $1.00 per hour Hazardous Duty Differential over their
   base hourly rate of pay for actual hours worked. This work is performed in hazardous
   and uncomfortable conditions. This differential will be administered through the payroll
   system as a separate pay item. Hazardous Duty Differential is a work-based
   decision and must have management authorization.

c. Police Officer Court Appearance Pay. Police officers who are eligible for overtime
   compensation will receive a minimum of two (2) hours pay, paid at time and a half of their
   regular rate of pay, for each authorized court appearance, unless this time period
   overlaps their regular assigned work shift.


 Revised 9/11/2009                                                                       Page 92
                                                                         Houston Independent School District
                                                                    Compensation Manual 2009-2010 (revised)
VII Pay Rates / Classifications for Specific Jobs
d. Police Officer Mid-Day Differential: Police officers who are assigned to a mid-day shift
   (11:00 a.m. To 7:00 p.m.) will receive differential pay at the rate of $0.35 per hour.
   Employees are not eligible for shift pay during vacations or other absences.

e. Bus Driver Supplemental Compensation
   •   A bus driver assigned to a special education or alternative education route will
          receive a six percent (6%) increase for the duration of the assignment.
   •   A bus driver assigned as a response operator will receive a six percent (6%)
          increase for the duration of the assignment.

13. Allowances

       TYPE            RATE

 Money Carrier        $6.31 per   Will be granted for use of personal vehicle. Time spent carrying money is considered
                         trip     time worked. All Food Service requests must be approved by the General Manager of
                                  Food Services.
    Dog Handler       $100 per    Police officers who are responsible for the upkeep and maintenance of a police dog are
                       month      given $100 per month to offset expenses.

        Car          Up to $700   The superintendent of schools may authorize a car allowance of up to $700 a month.
                      a month

     Relocation         Up to     The superintendent of schools may authorize the payment of relocation expenses up to
                       $5,000     $5,000 for employees hired into principal positions and positions on the Master Salary
                                  Schedule.
 Telecommunication    Up to $75   Certain HISD staff who use cell phones, pagers and other electronic devices for district
                      per month   business may be provided with a telecommunication allowance with pre-approval from
                                  the superintendent or his/her designee. Those receiving the allowance are not eligible
                                  for other district funded cell phones or pagers.


14. Apprenticeship Practices
Pay rates for approved apprentices consist of different percentages of the appropriate pay
     range for the different apprenticeship assignment(s). The purpose of this section is to
     define the system used by the district to compensate those functioning in apprentice
     positions.

      a. Pay Rate Structure: A progressively increasing schedule of wages will be paid to
      the apprentice, consistent with the skill acquired. The entry level will not be less than
      the minimum wage required by federal law or other applicable regulation. The rates
      may be below the minimum of HISD’s salary range while employees are progressing
      through the schedule. The rates shown in the following table reflect the percentage of
      the Journeyman rate provided by DOL for each skilled occupation.

                     Wage               Percent of                      Wage                     Percent of
                  Progression          Market Value *                Progression                Market Value *
                      1                       70%                           5                         90%
                      2                       75%                           6                        92.5%
                      3                       80%                           7                         95%
                      4                       85%                           8                        97.5%


 Revised 9/11/2009                                                                                           Page 93
                                                                 Houston Independent School District
                                                            Compensation Manual 2009-2010 (revised)
VII Pay Rates / Classifications for Specific Jobs
     b. Movement within the Pay Rate Structure: All apprentices will advance one wage
     progression increment upon the completion of 1,000 worked hours of on-the-job
     training (less time-off) provided that they have met the following criteria:

            •       been employed at least six months in the present school year, and
            •       demonstrated proficiency in their individual craft(s), as determined by the
                     Apprenticeship Advisory Committee for the respective program.
            •       apprentices are on their own salary structure and may fall below the
                     minimum of the HISD Master Salary Schedule.

    c. Apprenticeship Agreements: All apprentices will sign an Apprenticeship
    Agreement with the district and be subject to a twelve month probationary period, for
    which they will receive full credit toward completion of the Apprenticeship Program.
    Further:

            •       During this period, the Apprenticeship Agreement may be terminated by
                      either the district of the apprentice.
            •       After the probationary period is successfully completed, the Apprenticeship
                      Agreement may be cancelled for causes deemed adequate by
                      administration and the cancellation action communicated to the
                      Registration Agency (Bureau of Apprenticeship Training for the U.S.
                      Department of Labor).

     d. Advanced Standing: Applicants accepted into the program, whose creditable
     experience and job skills are verified and approved by the Human Resources
     Generalist/Apprenticeship Advisory Committee for the respective program, may be
     granted advanced standing as apprentices.

     Those admitted to advanced standing will be paid the wage rate for which such credit
     advances them, according to “Policies Concerning Credit for Prior Experience” in
     Section IV of this Compensation Manual.

    e. Completion Of The Apprenticeship Program: Upon successful completion of the
    respective apprenticeship program as set forth in the Standards for Apprenticeship
    Agreement and passing mandated examinations, the employee will be recommended
    for a Certificate of Completion.

    Apprentices will then be eligible for placement on the appropriate pay range of the
    respective craft(s) as recommended by the Apprenticeship Advisory Committee.




Revised 9/11/2009                                                                        Page 94
                                                                     Houston Independent School District
                                                                Compensation Manual 2009-2010 (revised)
VIII Performance Incentive Programs

A. Performance Incentives for SY 2009-2010

1. Teacher Performance Pay Incentive (ASPIRE)
                                                      FILLER
   This item was incomplete at the time of the printing of the
   2009-2010 Compensation Manual. Copies of the
   completed item will be ready before the appropriate
   Board of Education meeting.

2. Campus Principal and Assistant Principal Performance Pay Incentive (ASPIRE)
                                                      FILLER
   This item was incomplete at the time of the printing of the
   2009-2010 Compensation Manual. Copies of the
   completed item will be ready before the appropriate
   Board of Education meeting.

3. Executive Principals and Regional Superintendents Performance Pay Incentive
   (ASPIRE)
                                                      FILLER
   This item was incomplete at the time of the printing of the
   2009-2010 Compensation Manual. Copies of the
   completed item will be ready before the appropriate
   Board of Education meeting.

B. School Bus Driver Recruitment Incentive
All HISD nonexempt Transportation department employees (except supervisors) are eligible
     to participate in the School Bus Driver Recruitment Incentive program. For each
     applicant the current employee refers, where the applicant successfully completes
     training and three (3) months of employment, the referring employee will receive a $50
     referral incentive. The applicant must turn in the referral form at the time of application.
     The referring employee must be a current HISD Transportation employee at the time the
     $50 incentive is paid.




 Revised 9/11/2009                                                                        Page 95
                                                                         Houston Independent School District
                                                                    Compensation Manual 2009-2010 (revised)
VIII Performance Incentive Programs
C. School Bus Drivers Attendance Incentive Plan
HISD bus drivers are also eligible to receive an incentive payment, based on their attendance.
    The following table details the incentive payment structure.

                        Number of Runs/Partial Runs          Financial Incentive
                          Absent per Semester*                  Per Semester
                                     0                              $250
                                     1                              $220
                                     2                              $180
                                     3                              $130
                                     4                               $70
•     Must be employed at the end of the semester to be eligible. Payment for employees starting after the
      beginning of the semester will be prorated




    Revised 9/11/2009                                                                                  Page 96
                                                                              Houston Independent School District
                                                                         Compensation Manual 2009-2010 (revised)
IX Food Service

A. Duty Schedules
1. Annual Duty Schedules: The following table defines the number of duty days required
   for the respective number of scheduled months of employment with the district.

                                                  Months Employed During School Year

 Career Area or Position                   12       11 ½       11        10 ½     10        9

 Food Service Attendants/Floater           -         -          -             -   185       -

 Senior Food Service Attendants,
 Senior Food Service Training
 Attendant, Food Service Attendant
                                           -         -          -             -   186       -
 Trainees, Trainer I Food Service


 Senior Production Attendant                                                      186

 Production Attendant                                                             185

 Food Service Café Managers –
 Secondary
                                           -         -         212            -    -        -




2. Daily Duty Schedule: Requires employees to work the number of hours per day shown
   in the table.

                               Position                  Daily Duty Schedule

                  Food Service Attendant                     7 hours daily*

                  Food Service Attendant
                  Floaters, Senior Food Service
                                                            7 ½ hours daily
                  Attendants, and Senior Food
                  Service Attendant Trainees
                  Senior Food Service Training
                                                             8 hours daily
                  Attendants
                  Café Managers                              8 hours daily
                  Hourly Food Service Substitute           hours as needed
                  7 Hour Food Service Attendant              7 hours daily
                  Hourly Food Service Attendant            hours as needed
                  Production Attendant                       7 hours daily
                  Senior Food Production
                                                            7 ½ hours daily
                  Attendant

                *Note: Assignments vary for Food Service Attendants as needed.




Revised 9/11/2009                                                                                Page 97
                                                             Houston Independent School District
                                                        Compensation Manual 2009-2010 (revised)
IX Food Service

3. New Food Service Employee
     Policy Component              Description

      Scope of Policy              This policy applies to new employees.


      Determination of Placement   Employees new to the district will be placed at the
      in Pay Range                 minimum salary of the assigned pay range for the
                                   current school year. Those at or above grade 19 may
                                   receive advanced pay placement, based on a review
                                   of their experience.
      Experience Credit and         HISD may grant a 5% increase over the pay range
      Salary Placement             minimum for every two years of related work
                                   experience. Experience credit is only granted for
                                   those years of experience that exceed the minimum
                                   years of REQUIRED experience on the job description.
                                   Maximum salary placement is 25% over the pay
                                   range minimum.
      Salary Placement             HISD may grant a 5% increase in base pay over the
                                   pay range minimum for each year of HISD experience
                                   credit, up to a maximum of 25% of range minimum.


      Review and Approval          Relevant work experience is determined by the
      Process                      appropriate Human Resources generalist


4. New Regular or Hourly Food Service Employee

      Policy Component             Description
      Scope of Policy              This policy applies to any regular or hourly food
                                   service employee new to the district.
      Determination of Placement   Employees in these positions / areas will be placed at
      in Pay Range                 the equivalent hourly rate for the minimum salary of
                                   the assigned pay range.
      Advanced Salary Placement    Food Service employees will receive a percentage of
                                   salary raise based on budgetary funds available and
                                   approved by the board.

      Review and Approval          1. Relevant work experience is determined by the
      Process                      appropriate Human Resources generalist and/or the
                                   administrator over the applicable area of
                                   employment.

                                   2. If no agreement can be reached over relevant
                                   experience, the final determination is made by the
                                   deputy superintendent of human talent.



Revised 9/11/2009                                                                Page 98
                                                                   Houston Independent School District
                                                              Compensation Manual 2009-2010 (revised)
IX Food Service

5. New Senior Food Service Attendant
     Policy Component              Description
     Scope of Policy               This policy applies to new Senior Food Service
                                   Attendant employees.
     Determination of Placement    Classification of the senior food service attendant is
     in Pay Range                  determined by the number of regular and hourly food
                                   service attendants, service hours, service lines,
                                   breakfast/lunch participation and a la carte sales.
                                   The table below defines the various senior food
                                   service attendant classifications according to set
                                   criteria.

      Manager Classifications and        Title                                      Grade
      Grade Assignments                  Food Service Attendant Team Leader 1         17
                                         Food Service Attendant Team Leader 2         18
                                         Food Service Attendant Team Leader 3         19

      Review and Approval                1. Relevant work experience is determined by the
      Process                            appropriate Human Resources generalist and/or the
                                         administrator over the applicable area of
                                         employment.

                                         2. If no agreement can be reached over relevant
                                         experience, the final determination is made by the
                                         deputy superintendent of human talent.


6. Annual Adjustment to Food Service Employees

   Non-school based Food Service employees will receive a one and one-half percent
   (1.5%) increase for the 2009-2010 school year. School-based Food Service employees
   will receive a one and one-half percent (1.5%) increase plus incentives as outlined in this
   Compensation Manual.

7. Rates for Specific Hourly Positions

           H00500 Food Service Substitute                             $8.00




Revised 9/11/2009                                                                      Page 99
                                                                    Houston Independent School District
                                                               Compensation Manual 2009-2010 (revised)
IX Food Service

B. Differentials and Special Pay
1. Food Service Attendants in training as Senior Food Service Attendants
     Food service attendants employed as senior food service attendant trainees will be
       given a 50¢ per hour increase over the attendant rate as long as the attendant
       remains in the program.

     Food service attendants in training assigned to a senior food service attendant position
       will be placed in the new pay range in accordance with promotional procedures as
       outlined in Pay Administration/Pay Changes Due to Position Changes in this
       Compensation Manual.

     Food service attendants in training as senior food service attendants will be returned to
       their previous salary level if they do not satisfactory complete the senior food service
       attendant training program.

2. Food Service Travel Compensation
     In addition to regular pay, one-hour regular pay per day or mileage will be paid for any
       regular or hourly food service cafeteria employee who is required to travel from one
       school to another.

3. Food Service Temporary Acting Pay
     Food service attendant trainees, certified regular food service attendants, and hourly
       certified regular food service attendants who substitute for a senior food service
       attendant in a higher pay range will be paid $1.00 per hour more than the regular
       rate of pay.

     Certified food service attendants of a lower classification school who substitute for a
       senior food service attendant in a higher pay range will be paid 50¢ per hour more
       than the regular rate of pay.

These differences will be paid as extra pay and administered through the Time and Labor
System (TRC).

4. Food Service Certification
      Food Service school-based employees who have Texas School Food Service
      Certification will be granted an annual incentive payment for the highest
      certificate level held. It is the employee's responsibility to provide the Food Services
      Department a copy of certification by February of each year. No retroactive
      adjustment will be granted for certificates received after the school year for which it
      was granted. Payment will be made on the first scheduled pay

        Period in April as follows:

                               Level 1     $120
                               Level 2     $240
                               Level 3     $360
                               Level 4     $480


 Revised 9/11/2009                                                                     Page 100
                                                                  Houston Independent School District
                                                             Compensation Manual 2009-2010 (revised)
IX Food Service

5. Food Service Incentive Plans

  •    Operations Staff Incentive Program
       Food Service Area Managers, Café Managers, Campus Trainers, Senior Food Service
        Attendant, Manager Trainees, Food Service Attendants, and 7 Hour Food Service
        Attendants Incentive Program. The Operations-Food Services Incentive Plan will
        focus on financial performance and compliance and improvement of business
        processes.

  •    Support Staff Incentive Program
       The Support Staff Incentive Program will be administered for the following groups of
        employees: Senior Production Attendants, Production Attendants,
        Satellite/Shipping, Warehouse and Distribution, Maintenance, Technology,
        Purchasing, Quality Control, S.E.A., Training and Administration. The Support
        Services Incentive will focus on financial performance and compliance and
        improvement of business processes.


  •    Special Incentive Program
       Food Service employees will receive a $50 incentive for completion of approved
         special projects and programs by the Food Service Executive General Manager.
         The incentive program aims to reward employees for their outstanding contribution
         toward improving customer service, increasing meal participation, enhancing quality,
         promoting a safe work environment and perfect attendances, initiatives to decrease
         on the job injuries, approved employee ideas, program ideas or operational
         efficiency. Only two incentives may be paid out during a school year (August to
        July 31) to any employee.




Revised 9/11/2009                                                                   Page 101
                                                                     Houston Independent School District
                                                                Compensation Manual 2009-2010 (revised)
X Information on Compensation Manual

The following table is intended to assist client department management in initiating contact on
 the issues presented in the HISD 2009-2010 Compensation Manual. In most cases,
 employees should first direct questions to their immediate supervisor before contacting
 Human Resources. Generally, each area’s Human Resources generalist is the most
 appropriate initial contact for your compensation questions; however, the staff of the
 Compensation Department is available to help clients who may need further assistance.

Note: Questions on paycheck issues should be directed to the Customer Service
Center.

Question or Issue                                    Initial Suggested Contact


Compensatory time                                    HR Generalist
Contracts – Teacher, Performance and other
                                                     Compensation Analyst
Administrative
Recruitment Incentive Bonus                          HR Generalist or Compensation Analyst

Duty schedule                                        HR Generalist

Exception to pay placement                           HR Generalist

Experience or education                              HR Generalist

Job Analysis Questionnaire (JAQ) submission          Compensation Analyst

Overtime pay                                         HR Generalist or Compensation Analyst

Pay adjustments after return from Leave of Absence   HR Generalist or Compensation Analyst

Pay placement in range                               HR Generalist

Pay rates for specific jobs                          HR Generalist or Compensation Analyst

Performance incentive programs                       HR Generalist or Compensation Analyst

Promotion or transfer pay adjustments                HR Generalist

Stipends and other Supplemental Compensation         Compensation Analyst

Variable pay programs                                HR Generalist or Compensation Analyst




 Revised 9/11/2009                                                                     Page 102
                                                                       Houston Independent School District
                                                                  Compensation Manual 2009-2010 (revised)
XI Appendix

Appendix A-1 – Teacher Salary Schedule - 2009-2010

 An employee who does not earn a credited year of service and/or who remains on the same
 pay step for any other reason (such as being at the maximum pay step) is not eligible for a
 pay increase beyond any increase made to the pay step to which the employee is assigned.
 Note: teachers who work less than half time are not eligible to earn experience credit and
 will not advance on the step scale.

                       10 Month Teacher – 2009-2010 School Year


          10-M Bachelors                  10-M Masters                       10-M Doctorate

   Step   Experience    Pay Rate   Step   Experience   Pay Rate       Step    Experience   Pay Rate

    1         0-1       $44,987     1        0-1       $46,017         1         0-1       $47,047
    2          2        $45,437     2         2        $46,467         2          2        $47,497
    3          3        $45,952     3         3        $46,982         3          3        $48,012
    4          4        $46,467     4         4        $47,497         4          4        $48,527
    5          5        $46,982     5         5        $48,012         5          5        $49,042
    6         6-8       $48,436     6        6-8       $49,466         6         6-8       $50,496
    7        9-10       $49,761     7        9-10      $50,791         7         9-10      $51,821
    8         11        $50,211     8        11        $51,241         8         11        $52,271
    9         12        $50,774     9        12        $51,804         9         12        $52,830
    10      13-14       $52,798    10        13        $53,828        10         13        $54,278
    11      15-17       $54,561    11        14        $54,328        11         14        $54,778
    12      18-19       $56,098    12       15-16      $56,098        12        15-16      $57,751
    13      20-22       $57,751    13       17-19      $57,751        13         17        $58,201
    14      23-25       $59,404    14       20-21      $59,404        14        18-19      $61,051
    15      26-27       $61,051    15       22-23      $61,051        15        20-21      $62,701
    16      28-29       $62,701    16       24-25      $62,701        16        22-23      $64,355
    17       30+        $66,182    17       26-27      $64,355        17        24-25      $66,005
                                   18        28        $64,805        18         26        $66,455
                                   19        29+       $69,550        19         27+       $72,920




Revised 9/11/2009                                                                          Page 103
                                                                       Houston Independent School District
                                                                  Compensation Manual 2009-2010 (revised)
XI Appendix


Appendix A-2 – Teacher Salary Schedule - 2009-2010

An employee who does not earn a credited year of service and/or who remains on the same
pay step for any other reason (such as being at the maximum pay step) is not eligible for a
pay increase beyond any increase made to the pay step to which the employee is assigned.
Note: teachers who work less than half time are not eligible to earn experience credit and
will not advance on the step scale.

                        10.5 Month Teacher – 2009-2010 School Year


        10.5-M Bachelors                  10.5-M Masters                     10.5-M Doctorate
                           Pay                             Pay                                  Pay
 Step      Experience      Rate    Step     Experience     Rate       Step      Experience      Rate

   1          0-1        $47,236    1          0-1       $48,318       1           0-1         $49,399
   2           2         $47,709    2           2        $48,790       2            2          $49,872
   3           3         $48,250    3           3        $49,331       3            3          $50,413
   4           4         $48,790    4           4        $49,872       4            4          $50,953
   5           5         $49,331    5           5        $50,413       5            5          $51,494
   6          6-8        $50,858    6          6-8       $51,939       6           6-8         $53,021
   7          9-10       $52,249    7          9-10      $53,331       7           9-10        $54,412
   8           11        $52,722    8          11        $53,803       8           11          $54,885
   9           12        $53,313    9          12        $54,394       9           12          $55,472
  10         13-14       $55,438   10          13        $56,519       10          13          $56,992
  11         15-17       $57,289   11          14        $57,044       11          14          $57,517
  12         18-19       $58,903   12         15-16      $58,903       12         15-16        $60,639
  13         20-22       $60,639   13         17-19      $60,639       13          17          $61,111
  14         23-25       $62,374   14         20-21      $62,374       14         18-19        $64,104
  15         26-27       $64,104   15         22-23      $64,104       15         20-21        $65,836
  16         28-29       $65,836   16         24-25      $65,836       16         22-23        $67,573
  17          30+        $69,491   17         26-27      $67,573       17         24-25        $69,305
                                   18          28        $68,045       18          26          $69,778
                                   19          29+       $73,028       19          27+         $76,566




Revised 9/11/2009                                                                            Page 104
                                                                         Houston Independent School District
                                                                    Compensation Manual 2009-2010 (revised)
XI Appendix

Appendix A-3 – Teacher Salary Schedule – 2009-2010

 An employee who does not earn a credited year of service and/or who remains on the same
 pay step for any other reason (such as being at the maximum pay step) is not eligible for a
 pay increase beyond any increase made to the pay step to which the employee is assigned.
 Note: teachers who work less than half time are not eligible to earn experience credit and
 will not advance on the step scale.

                        11 Month Teacher – 2009-2010 School Year


         11-M Bachelors                   11-M Masters                       11-M Doctorate

  Step     Experience   Pay Rate   Step    Experience    Pay Rate     Step     Experience   Pay Rate

   1          0-1       $49,486     1         0-1        $50,619       1          0-1       $51,752
   2           2        $49,981     2          2         $51,114       2           2        $52,247
   3           3        $50,547     3          3         $51,680       3           3        $52,813
   4           4        $51,114     4          4         $52,247       4           4        $53,380
   5           5        $51,680     5          5         $52,813       5           5        $53,946
   6          6-8       $53,280     6         6-8        $54,413       6          6-8       $55,546
   7          9-10      $54,737     7         9-10       $55,870       7          9-10      $57,003
   8          11        $55,232     8         11         $56,365       8          11        $57,498
   9          12        $55,851     9         12         $56,984       9          12        $58,113
  10         13-14      $58,078    10         13         $59,211       10         13        $59,706
  11         15-17      $60,017    11         14         $59,761       11         14        $60,256
  12         18-19      $61,708    12        15-16       $61,708       12        15-16      $63,526
  13         20-22      $63,526    13        17-19       $63,526       13         17        $64,021
  14         23-25      $65,344    14        20-21       $65,344       14        18-19      $67,156
  15         26-27      $67,156    15        22-23       $67,156       15        20-21      $68,971
  16         28-29      $68,971    16        24-25       $68,971       16        22-23      $70,791
  17          30+       $72,800    17        26-27       $70,791       17        24-25      $72,606
                                   18         28         $71,286       18         26        $73,101
                                   19         29+        $76,505       19         27+       $80,212




Revised 9/11/2009                                                                             Page 105
                                                                           Houston Independent School District
                                                                      Compensation Manual 2009-2010 (revised)
XI Appendix

Appendix A-4 – Teacher Salary Schedule – 2009-2010

 An employee who does not earn a credited year of service and/or who remains on the same
 pay step for any other reason (such as being at the maximum pay step) is not eligible for a
 pay increase beyond any increase made to the pay step to which the employee is assigned.
 Note: teachers who work less than half time are not eligible to earn experience credit and
 will not advance on the step scale.

                         11.5 Month Teacher – 2009-2010 School Year


         11.5-M Bachelors                   11.5-M Masters                     11.5-M Doctorate

  Step      Experience    Pay Rate   Step     Experience   Pay Rate     Step      Experience   Pay Rate

   1           0-1        $51,735     1          0-1       $52,920       1           0-1       $54,104
   2            2         $52,253     2           2        $53,437       2            2        $54,622
   3            3         $52,845     3           3        $54,029       3            3        $55,214
   4            4         $53,437     4           4        $54,622       4            4        $55,806
   5            5         $54,029     5           5        $55,214       5            5        $56,398
   6           6-8        $55,701     6          6-8       $56,886       6           6-8       $58,070
   7           9-10       $57,225     7          9-10      $58,410       7           9-10      $59,594
   8           11         $57,743     8          11        $58,927       8           11        $60,112
   9           12         $58,390     9          12        $59,575       9           12        $60,755
  10          13-14       $60,718    10          13        $61,902       10          13        $62,420
  11          15-17       $62,745    11          14        $62,477       11          14        $62,995
  12          18-19       $64,513    12         15-16      $64,513       12         15-16      $66,414
  13          20-22       $66,414    13         17-19      $66,414       13          17        $66,931
  14          23-25       $68,315    14         20-21      $68,315       14         18-19      $70,209
  15          26-27       $70,209    15         22-23      $70,209       15         20-21      $72,106
  16          28-29       $72,106    16         24-25      $72,106       16         22-23      $74,008
  17           30+        $76,109    17         26-27      $74,008       17         24-25      $75,906
                                     18          28        $74,526       18          26        $76,423
                                     19          29+       $79,983       19          27+       $83,858




Revised 9/11/2009                                                                              Page 106
                                                                     Houston Independent School District
                                                                Compensation Manual 2009-2010 (revised)
XI Appendix

Appendix A-5 – Teacher Salary Schedule – 2009-2010

 An employee who does not earn a credited year of service and/or who remains on the same
 pay step for any other reason (such as being at the maximum pay step) is not eligible for a
 pay increase beyond any increase made to the pay step to which the employee is assigned.
 Note: teachers who work less than half time are not eligible to earn experience credit and
 will not advance on the step scale.

                       12 Month Teacher – 2009-2010 School Year


        12-M Bachelors                   12-M Masters                      12-M Doctorate
                         Pay                             Pay                                 Pay
 Step     Experience     Rate     Step    Experience     Rate       Step     Experience      Rate

   1          0-1       $53,984    1         0-1        $55,220      1          0-1         $56,456
   2           2        $54,524    2          2         $55,760      2           2          $56,996
   3           3        $55,142    3          3         $56,378      3           3          $57,614
   4           4        $55,760    4          4         $56,996      4           4          $58,232
   5           5        $56,378    5          5         $57,614      5           5          $58,850
   6          6-8       $58,123    6         6-8        $59,359      6          6-8         $60,595
   7          9-10      $59,713    7         9-10       $60,949      7          9-10        $62,185
   8           11       $60,253    8          11        $61,489      8          11          $62,725
   9           12       $60,929    9          12        $62,165      9          12          $63,396
  10         13-14      $63,358   10          13        $64,594      10         13          $65,134
  11         15-17      $65,473   11          14        $65,194      11         14          $65,734
  12         18-19      $67,318   12        15-16       $67,318      12        15-16        $69,301
  13         20-22      $69,301   13        17-19       $69,301      13         17          $69,841
  14         23-25      $71,285   14        20-21       $71,285      14        18-19        $73,261
  15         26-27      $73,261   15        22-23       $73,261      15        20-21        $75,241
  16         28-29      $75,241   16        24-25       $75,241      16        22-23        $77,226
  17          30+       $79,418   17        26-27       $77,226      17        24-25        $79,206
                                  18          28        $77,766      18         26          $79,746
                                  19         29+        $83,460      19         27+         $87,504




Revised 9/11/2009                                                                         Page 107
                                                                 Houston Independent School District
                                                            Compensation Manual 2009-2010 (revised)
XI Appendix

Appendix B-1 – Master Salary Schedule 2009 - 2010

 An employee who does not earn a credited year of service and/or who remains in the same
 pay range for any other reason (such as being at the maximum pay range) is not eligible for
 a pay increase beyond any increase made to the pay range to which the employee is
 assigned. Note: employees who work less than half time are not eligible to earn
 experience credit and will not advance on the pay scale.

                              Master – 12 Months

                    Grade    Minimum        Midpoint       Maximum
                     37      $114,885       $152,223       $189,561
                     36      $104,441       $138,385       $172,328
                     35       $94,947       $125,804       $156,662
                     34       $86,315       $114,367       $142,420
                     33       $78,468       $103,970       $129,473
                     32       $71,335        $94,519       $117,702
                     31       $64,850        $85,926       $107,002
                     30       $58,954        $78,115        $97,275
                     29       $53,595        $71,013        $88,432
                     28       $48,723        $64,557        $80,392
                     27       $46,030        $58,689        $71,347
                     26       $41,846        $53,353        $64,861
                     25       $38,042        $48,503        $58,964
                     24       $34,583        $44,094        $53,604
                     23       $31,439        $40,085        $48,731
                     22       $28,581        $36,441        $44,301
                     21       $25,983        $33,128        $40,273
                     20       $23,621        $30,117        $36,612
                     19       $21,473        $27,379        $33,284
                     18       $19,521        $24,890        $30,258
                     17       $17,747        $22,627        $27,507
                     16       $16,133        $20,570        $25,007
                     15       $14,732        $18,733        $22,733



Revised 9/11/2009                                                                  Page 108
                                                                  Houston Independent School District
                                                             Compensation Manual 2009-2010 (revised)
XI Appendix


 Appendix B-2 – Master Salary Schedule 2009 - 2010

An employee who does not earn a credited year of service and/or who remains in the same
pay range for any other reason (such as being at the maximum pay range) is not eligible for a
pay increase beyond any increase made to the pay range to which the employee is assigned.
Note: employees who work less than half time are not eligible to earn experience credit and
will not advance on the pay scale.

                                   Master – 11.5 Months

                     Grade      Minimum           Midpoint        Maximum
                      37        $110,098          $145,880        $181,663
                      36        $100,089          $132,619        $165,148
                      35         $90,991          $120,562        $150,134
                      34         $82,719          $109,602        $136,486
                      33         $75,199           $99,638        $124,078
                      32         $68,363           $90,581        $112,798
                      31         $62,148           $82,346        $102,544
                      30         $56,498           $74,860         $93,222
                      29         $51,362           $68,054         $84,747
                      28         $46,693           $61,867         $77,042
                      27         $44,112           $56,244         $68,374
                      26         $40,102           $51,130         $62,158
                      25         $36,457           $46,482         $56,507
                      24         $33,142           $42,257         $51,371
                      23         $30,129           $38,415         $46,701
                      22         $27,390           $34,923         $42,455
                      21         $24,900           $31,748         $38,595
                      20         $22,637           $28,862         $35,087
                      19         $20,578           $26,238         $31,897
                      18         $18,708           $23,853         $28,997
                      17         $17,008           $21,684         $26,361
                      16         $15,461           $19,713         $23,965
                      15         $14,118           $17,952         $21,786


 Revised 9/11/2009                                                                  Page 109
                                                                  Houston Independent School District
                                                             Compensation Manual 2009-2010 (revised)
XI Appendix


 Appendix B-3 – Master Salary Schedule 2009 – 2010

An employee who does not earn a credited year of service and/or who remains in the same
pay range for any other reason (such as being at the maximum pay range) is not eligible for a
pay increase beyond any increase made to the pay range to which the employee is assigned.
Note: employees who work less than half time are not eligible to earn experience credit and
will not advance on the pay scale.

                               Master – 11 Months

                Grade      Minimum           Midpoint         Maximum
                 37        $105,311          $139,538         $173,764
                 36         $95,738          $126,853         $157,967
                 35         $87,035          $115,320         $143,607
                 34         $79,122          $104,836         $130,552
                 33         $71,929           $95,306         $118,684
                 32         $65,390           $86,642         $107,894
                 31         $59,446           $78,766          $98,085
                 30         $54,041           $71,605          $89,169
                 29         $49,129           $65,095          $81,063
                 28         $44,663           $59,177          $73,693
                 27         $42,194           $53,798          $65,401
                 26         $38,359           $48,907          $59,456
                 25         $34,872           $44,461          $54,050
                 24         $31,701           $40,420          $49,137
                 23         $28,819           $36,745          $44,670
                 22         $26,199           $33,404          $40,609
                 21         $23,818           $30,367          $36,917
                 20         $21,653           $27,607          $33,561
                 19         $19,684           $25,097          $30,510
                 18         $17,894           $22,816          $27,737
                 17         $16,268           $20,741          $25,215
                 16         $14,789           $18,856          $22,923
                 15         $13,504           $17,172          $20,839

 Revised 9/11/2009                                                                  Page 110
                                                                  Houston Independent School District
                                                             Compensation Manual 2009-2010 (revised)
XI Appendix

 Appendix B-4 – Master Salary Schedule 2009 – 2010

An employee who does not earn a credited year of service and/or who remains in the same
pay range for any other reason (such as being at the maximum pay range) is not eligible for a
pay increase beyond any increase made to the pay range to which the employee is assigned.
Note: employees who work less than half time are not eligible to earn experience credit and
will not advance on the pay scale.

                           Master – 10.5 Months

             Grade      Minimum          Midpoint         Maximum
              37        $100,524         $133,195         $165,866
              36         $91,386         $121,087         $150,787
              35         $83,079         $110,079         $137,079
              34         $75,526         $100,071         $124,618
              33         $68,660          $90,974         $113,289
              32         $62,418          $82,704         $102,989
              31         $56,744          $75,185          $93,627
              30         $51,585          $68,351          $85,116
              29         $46,896          $62,136          $77,378
              28         $42,633          $56,487          $70,343
              27         $40,276          $51,353          $62,429
              26         $36,615          $46,684          $56,753
              25         $33,287          $42,440          $51,594
              24         $30,260          $38,582          $46,904
              23         $27,509          $35,074          $42,640
              22         $25,008          $31,886          $38,763
              21         $22,735          $28,987          $35,239
              20         $20,668          $26,352          $32,036
              19         $18,789          $23,957          $29,124
              18         $17,081          $21,779          $26,476
              17         $15,529          $19,799          $24,069
              16         $14,116          $17,999          $21,881
              15         $12,890          $16,391          $19,891



 Revised 9/11/2009                                                                  Page 111
                                                                  Houston Independent School District
                                                             Compensation Manual 2009-2010 (revised)
XI Appendix


Appendix B-5 – Master Salary Schedule 2009 – 2010

An employee who does not earn a credited year of service and/or who remains in the same
pay range for any other reason (such as being at the maximum pay range) is not eligible for a
pay increase beyond any increase made to the pay range to which the employee is assigned.
Note: employees who work less than half time are not eligible to earn experience credit and
will not advance on the pay scale.

                                  Master – 10 Months

                     Grade    Minimum          Midpoint         Maximum
                      37      $95,738          $126,853         $157,968
                      36      $87,034          $115,321         $143,607
                      35      $79,123          $104,837         $130,552
                      34      $71,929           $95,306         $118,683
                      33      $65,390           $86,642         $107,894
                      32      $59,446           $78,766          $98,085
                      31      $54,042           $71,605          $89,168
                      30      $49,128           $65,096          $81,063
                      29      $44,663           $59,178          $73,693
                      28      $40,603           $53,798          $66,993
                      27      $38,358           $48,908          $59,456
                      26      $34,872           $44,461          $54,051
                      25      $31,702           $40,419          $49,137
                      24      $28,819           $36,745          $44,670
                      23      $26,199           $33,404          $40,609
                      22      $23,818           $30,368          $36,918
                      21      $21,653           $27,607          $33,561
                      20      $19,684           $25,098          $30,510
                      19      $17,894           $22,816          $27,737
                      18      $16,268           $20,742          $25,215
                      17      $14,789           $18,856          $22,923
                      16      $13,444           $17,142          $20,839
                      15      $12,276           $15,610          $18,944



 Revised 9/11/2009                                                                  Page 112
                                                      Houston Independent School District
                                                 Compensation Manual 2009-2010 (revised)
XI Appendix


  Appendix C - Hourly Salary Schedule 2009 - 2010


                              Hourly Master
                        2009-2010 Hourly Rates

         Grade      Minimum           Midpoint           Maximum
           37       $56.54             $74.91              $93.29
           36       $51.40             $68.10              $84.81
           35       $46.73             $61.91              $77.10
           34       $42.48             $56.28              $70.09
           33       $38.62             $51.17              $63.72
           32       $35.11             $46.52              $57.92
           31       $31.91             $42.29              $52.66
           30       $29.01             $38.44              $47.87
           29       $26.38             $34.95              $43.52
           28       $23.98             $31.77              $39.56
           27       $22.65             $28.88              $35.11
           26       $20.59             $26.26              $31.92
           25       $18.72             $23.87              $29.02
           24       $17.02             $21.70              $26.38
           23       $15.47             $19.73              $23.98
           22       $14.07             $17.93              $21.80
           21       $12.79             $16.30              $19.82
           20       $11.62             $14.82              $18.02
           19       $10.57             $13.47              $16.38
           18       $ 9.61             $12.25              $14.89
           17       $ 8.73             $11.14              $13.54
           16       $ 7.94             $10.12              $12.31
           15       $ 7.25             $ 9.20              $11.19




Revised 9/11/2009                                                      Page 113
                                                             Houston Independent School District
                                                        Compensation Manual 2009-2010 (revised)
XI Appendix


    Appendix D – Technology Salary Schedule 2009 – 2010


                    Technology Salary Schedule – 12 Months

                    Grade   Minimum        Midpoint       Maximum
                     T17    $107,505       $142,444       $177,383
                     T16     $97,732       $129,495       $161,258
                     T15     $88,847       $117,722       $146,598
                     T14     $80,770       $107,020       $133,271
                     T13     $73,427        $97,291       $121,155
                     T12     $66,752        $88,447       $110,141
                     T11     $60,684        $80,406       $100,128
                     T10     $55,167        $73,096        $91,026
                     T9      $50,152        $66,451        $82,751
                     T8      $47,381        $60,410        $73,440
                     T7      $43,073        $54,918        $66,764
                     T6      $39,157        $49,926        $60,694
                     T5      $35,598        $45,387        $55,176



Placement of jobs on the Technology Salary Schedule must be reviewed by the Assistant
Superintendent, Technology and Information Systems and approved by the Chief Financial
Officer.




Revised 9/11/2009                                                             Page 114
                                                                      Houston Independent School District
                                                                 Compensation Manual 2009-2010 (revised)
XI Appendix

Appendix E – Salary Plans 2009 - 2010

 Salary Administration Pay Plan                    Description
AD5                               Administrator 12 Months Exempt
AE1                               10M Admin Exempt
AE2                               10.5M Admin Exempt
AE3                               11M Admin Exempt
AE4                               11M Admin Exempt
AE5                               12M Admin Exempt
AS1                               10M Admin Support Non-Exempt
AS2                               10.5M Admin Support Non-Exempt
AS3                               11M Admin Support Non-Exempt
AS4                               11.5M Admin Support Non-Exempt
AS5                               12M Admin Support Non-Exempt
AS6                               Admin Support 11M 220Day
AS7                               Admin Support 11M 220Day Alt
AT1                               Non Degreed Associate
AT2                               Degreed Associate
AT3                               Dedicated Assoc. Teacher
AT4                               Nurse Associate
AT6                               Patron Associate
AT7                               Texas Certified Associate
AT8                               HISD Retired Certified Associate
AT9                               Critical Shortage Assoc. Teach
AX5                               12Month Administrators - 254 D
BU1                               Bus Driver
CT3                               11 M Food Service CAFE Manager
CT5                               Crafts/Trades 12 Months
CTA                               Crafts/Trades 1296 Hrs 9M8H
CTB                               Crafts/Trades 1336 Hrs 9M8Hr
CTC                               Crafts/Trades 930 Hrs 10Mos
CTD                               Crafts/Trades 1295 Hrs 10M7Hr
CTE                               Crafts/Trades 1387 Hr 10M7.5Hr
CTF                               Crafts/Trades 1395Hrs 10M7.5Hr
CTG                               Crafts/Trades 1488 Hrs 10M8Hr
CU3                               Crafts/Trades 1720 Hrs 11M8Hr
ES1                               Counselor 10 Months
ES2                               Counselor 10.5 Month
ES3                               Counselor 11 Months
ES4                               Counselor 11.5 Month
ES5                               Counselor 12 Months
H10                               10 Month Hourly
PE5                               Principal, ES 12 Months
PH5                               Principal, HS 12 Months
PM5                               Principal, MS 12 Months
PS5                               Principal, Specialty Sch 12 Months
RO5                               JROTC
Revised 9/11/2009                                                                      Page 115
                                                       Houston Independent School District
                                                  Compensation Manual 2009-2010 (revised)
XI Appendix

RT1                 Regular Teacher 10 Months
RT2                 Regular Teacher 10.5 Months
RT3                 Regular Teacher 11 Months
RT4                 Regular Teacher 11.5 Months
RT5                 Regular Teacher 12 Months
SE3                 Assistant Principal, ES 11 Months
SE4                 Assistant Principal, ES 11.5 Months
SE5                 Assistant Principal, ES 12 Months
SH3                 Assistant Principal, HS 11 Months
SH4                 Assistant Principal, HS 11.5 Months
SH5                 Assistant Principal, HS 12 Months
SM3                 Assistant Principal, MS 11 Months
SM4                 Assistant Principal, MS 11.5 Months
SM5                 Assistant Principal, MS 12 Months
SS3                 Assistant Principal, Specialty School 11 Months
SS4                 Assistant Principal, Specialty School 11.5 Months
SS5                 Assistant Principal, Specialty School 12 Month
VT1                 Vocational Teacher 10 Months
VT2                 Vocational Teacher 10.5 Month
VT3                 Vocational Teacher 11 Months
VT4                 Vocational Teacher 11.5 Months
VT5                 Vocational Teacher 12 Months




Revised 9/11/2009                                                       Page 116
                                                                      Houston Independent School District
                                                                 Compensation Manual 2009-2010 (revised)
XI Appendix

A                                  Programs · 75                   Coca Cola Valued Youth
                                Bilingual                            Program · 60
                                   ACP · 63                        Committee
Academic
                                   Evaluation Specialist · 77        Compensation . 12
  Coach · 58
                                   Not Self-Contained · 64           Textbook Selection · 60
  Decathlon · 58
                                   Pre K Self Contained · 64       Compensation
  Bilingual · 63
                                   Pre-K Self-Contained Half         Introduction, Human
  Coordinator Child Study ·
                                      Day · 65                          Capital Philosophy
     77
                                   PROJECT GRAD · 72                 Bus Driver Supplemental ·
  ESL · 66
                                   Self-Contained · 65                  93
Administrative
                                   Special Education · 65            Food Service Travel · 100
  New Employee · 31
                                   Speech Therapy Assessor           Job Family Governance . 7
Administrator
                                      · 79                           Management Process · 1
  Duty Days · 18
                                   Teach for America · 64            Overview · 1
  Longevity Pay · 51
                                   Transportation Attendant          Philosophy · 1
  New Employee · 31
                                   Pay Rates · 86                    Terminology · 3
  Vertical Team - PROJECT
                                Bus Driver                         Compensatory Time
     GRAD · 72
                                   Duty Days · 18                    Exempt · 49
Advanced
                                   Incentive Plan · 95, 96           Non-Exempt · 49
  Degree · 14
                                   Pay Adjustment · 47             Consistency Management
  Degree lane · 14
                                   Pay Rates · 86                    & Cooperative Discipline -
  Salary Placement
                                   Supplemental                         PROJECT GRAD · 72
     Teacher · 20
                                      Compensation · 93            Contract Employee
Adventure Play Leader
                                                                     Transfer, Involuntary · 45
  Pay Rates · 86
                                                                   Coordinator
Algebra
  PROJECT GRAD · 72             C                                    ACP Child Study · 77
                                                                     Graduation · 84
Apprenticeship Practices · 93
                                                                     Instructional · 60
Assessment                      Car allowance · 93
                                                                     Intake - Child Study · 78
  Education · 14                CATE
                                                                     Leader, Speech · 79
  Experience · 16                 New Employee · 22
                                                                     Magnet · 62
Assessor                          Police - TCLEOSE · 33
                                                                     Materials Center - Child
  Speech Therapy, Bilingual       Professional · 32
                                                                        Study · 78
     · 79                         Vocational · 22
                                                                     Nurse Consultant · 82
Assistive Technology Team       Chair, Endowed - PROJECT
                                                                     Occupational & Physical
  Member · 78                     GRAD · 72
                                                                        Therapy · 77
Associate Teacher · 85          Chairperson
                                                                     Pregnancy Parenting · 82
Athletic Coordinator · 55         Department · 57
                                                                     PRS Teacher · 82
Athletics                         Department Senior ROTC ·
                                                                     Small Learning Community
  High School Coach · 55             57
                                                                        · 58
  Middle School, Coach · 56       Secondary Grade Level ·
                                                                     TAKS · 60
                                     57
                                                                     Teacher · 60
                                  Special Education · 76
                                                                     Vanguard G/T · 62
B                               Cheerleader Sponsor
                                                                   Counselor
                                  High School · 55
                                                                     Duty Days · 18
                                  Middle School · 56
Band Director                                                        Longevity Pay· 51
                                Choral Director
  High School · 58                                                   New Employee · 26
                                  High School · 58
  Middle School · 59                                               Crafts & Trades
                                  Middle School · 59
Baseball                                                             Apprenticeship Program ·
                                Clerk
  Coach, High School · 55                                               93
                                  Pay Rates · 88
Basketball                                                           Daily Duty Schedule · 18
                                Coach
  Coach, High School · 55                                            Differential Pay · 91
                                  Academic · 58
  Coach, Middle School · 56                                          Duty Days · 18
                                  Athletic, High School · 55
  Extended Time · 89                                                 New Employee · 32, 34
                                  Athletic, Middle School · 56
Behavior / Autism                                                    Pay Rates · 87
                                  Literacy · 81
  Class Teacher · 75                                               Credentials

 Revised 9/11/2009                                                                        Page 117
                                                                      Houston Independent School District
                                                                 Compensation Manual 2009-2010 (revised)
XI Appendix

  Evaluating · 14               Duty Schedule                        Bilingual · 77
  Submission · 15                 Additional Policies · 19           New Employee · 29
Creditable Year of Service ·      Annual · 18, 97                    Retention Bonus · 82
  48                              Daily · 19                         Sign-On Bonus - · 82
Critical Shortage                 Days · 18, 97                    Exempt
  Sign-On Bonus · 80                                                 Compensatory Time · 49
Cross Country                                                        Daily Duty Schedule · 18
  Coach, High School · 55       E                                    Definition · 3
  Coach, Middle School · 57                                          Overtime · 48
Crossing Guard                                                       Salary Schedule
                                Education Assessment · 14
  Pay Rates · 86                                                        10 month · 103
                                Employee Pay
  Supervisor                                                            10.5 month · 104
                                  Experience · 16
      Pay Rates · 86                                                    11 month · 105
                                Employee, New
Curriculum                                                              11.5 month · 106
                                  Administrative · 31
  Writing Assignments · 61                                              12 month · 107
                                  Administrator · 31
Curriculum Department · 61                                           Status determination · 7
                                  Approval process · 35
Custodian                                                          Experience
                                  CATE · 22
  Daily Duty Schedule · 18                                           Assessment · 16
                                  Content Area Specialist .
  Longevity Pay · 51                                                 Evaluation · 17
                                     30
  New Employee · 32, 34                                            Extended Time · 89
                                  Counselor · 26
  Pay Rates · 86                                                     Coaching Assignment · 89
                                  Craft & Trades · 32, 34
                                                                   Extra Duty
                                  Custodian · 32, 34
                                                                     Contract period · 83
                                  Evaluation Specialist · 29
D                                 Food Service · 34, 98
                                                                     Professional Development
                                                                        · 69
                                  Hourly · 34
Dance · 58                        JROTC Instructor · 21
Decathlon, Academic · 58          Non-Instructional · 31
Definition                        Nurse · 27                       F
   Compensation · 3               Placement into Pay
Degree                               Structure · 20                Fine Arts
   Acceptance · 14                Police Officer · 33                 PROJECT GRAD · 72
Demotion · 45                     Professional Certification ·     FLSA compliance · 7
   Definition · 3                    32                            Food Service
Department                        Psychologist · 24                   Attendants
   Chairperson · 57               Speech Therapist · 28                  Duty Days · 18, 97
   Chairperson, Sr ROTC · 57      Teacher · 21                        Daily Duty Schedule · 96
Differential                    Employee, Returning to HISD           Incentive Plan · 101
   Compensation · 91              · 35                                Longevity Pay · 51
   Hazardous Duty · 92          ESL                                   New Employee · 32, 34, 98
   Police Officer Court           Full Day - Self-Contained ·         New Employee, Hourly · 98
      Appearance · 92                67                               Pay Adjustment · 99
   Shift · 91                     Full Day Self-Contained             Pay Rates · 99,
Director                             ACP/TFA · 68                     Special Pay Adjustment ·
   Band, High School · 58         Full Time Teaching                     100
   Band, Middle School · 59          Assignment ACP/TFA ·             Temporary Acting Pay ·
   Choral, High School · 58          68                                  100
   Piano · 59                     Non-Full Time Teaching              Travel Compensation · 100
Regional Superintendent              Assignment · 68               Football
   Performance Contract · 46      Not Self-Contained · 68             Coach, High School · 55
   Performance Pay · 95           Pre-K · 69                          Coach, Middle School · 57
District-wide Special             Special Education · 69              Extended Time · 89
   Education Nurse · 76           Two-Way Language · 66
Dog Handler · 93                External Funding
Drama Teacher, High School        School Improvement
   · 58                              Program . 62
Drill Squad, High School · 58   Evaluation Specialist
 Revised 9/11/2009                                                                        Page 118
                                                                      Houston Independent School District
                                                                 Compensation Manual 2009-2010 (revised)
XI Appendix

G                                J                                 M
Golf                             Job                               Magnet Coordinator · 62
  Coach, High School · 56          Analysis Questionnaire            Duty Days · 18
Gifted and Talented                  (JAQ) · 11                    Market value · 13
  Vanguard                         Assignment to a pay grade       Master
  Coordinator · 62                   ·6                              Salary Schedule
Graduation Coordinator · 84        Evaluation · 6                       Pay Adjustment · 47
                                     Approval Authorities · 12     Master Teacher · 58
                                     Factors · 7                   Materials Center Coordinator
H                                    Objectives · 6                  Child Study · 78
                                     Process · 7                   Math
                                   Evaluation, Definition · 4        /Science · 61
Hazardous Duty Differential ·
                                   Evaluation, Process · 7           Lead Teacher · 58
  92
                                   Exemption Status                  Mathematics/Science
Health and Medical Services ·
                                     Determination · 7                  Training · 61
  82
                                   Job Family Governance . 7         PROJECT GRAD · 72
Hourly
                                   Market Value · 13               Matrix
  Definition ·3
                                     Techniques · 13                 Stipend Tier · 53
  New Employee · 34
                                   Pay Rate · 3                    Mentor
  Pay Adjustment · 47
                                 JROTC                               New Teacher · 69
  Student
                                   Coach · 58                        Post-Doctoral Psychologist
     Pay Rates · 86
                                   Duty Days · 18                       Intern · 82
  Transfer · 44
                                   New Employee · 21                 Principal · 70
  Transfer, Involuntary · 45
                                                                     Psychology Trainees · 76
                                                                     Speech Therapists · 79
I                                L                                 Money Carrier · 93

                                 Lateral Transfer · 45
Incentive
                                    Definition · 5
    Bus Driver · 95, 96
                                 Lead                              N
    Teacher Performance
                                    Principal · 57
      Incentive· 95
                                    Speech Therapist · 78          Vanguard G/T Coordinator ·
    Regional Superintendent ·
                                    Teacher Special Education        62
      95
                                       · 75                        New Hire
    Food Service · 101
                                    Teacher, Math & Lang Arts        Recruitment Incentive · 80
    Performance ·
                                       · 61                        New Teacher Sign-On Bonus
    Principal · 95
                                    Teacher, Secondary               · 80
Institute
                                       School · 58                 Newspaper Sponsor, High
    Rodeo · 61
                                 Lead Person Pay · 92                School · 59
Instructional Coordinator · 59
                                 Leader                            Non-Exempt
    Magnet · 62
                                    Social Workers, Special          Compensatory Time · 49
    Outdoor Education · 62
                                       Education · 75                Daily Duty Schedule · 18
Intake Coordinator Child
                                    Special Education · 75           Definition · 4
    Study · 78
                                    Speech Coordinator · 79          Salary Schedule
Intern
                                 Leave of Absence · 50                  10 month · 112
    ACP, Bilingual · 63
                                 Lecturer, Hourly                       10.5 month · 111
    ACP, ESL · 66
                                    Pay Rates · 87                      11 month · 110
    Mentor, Post-Doctoral · 82
                                 Librarian                              11.5 month · 109
    Psychologist Pay Rates ·
                                    Duty Days · 18                      12 month · 108
      86
                                 Literacy Coach · 81               Non-Instructional
    Special Education · 75
                                 Longevity                           Longevity Pay · 51
Involuntary transfers · 45
                                    Calculation · 51                 New Employee · 31
Itinerant Special Education
                                 Longevity Pay · 51                Nurse
    Reading Multisensory
                                                                     Associate Pay Rates · 85
    Teachers · 74
  Revised 9/11/2009                                                                       Page 119
                                                                     Houston Independent School District
                                                                Compensation Manual 2009-2010 (revised)
XI Appendix

  District-wide Special        Performance Standards and            Dyslexia . 72
     Education · 76               Evaluation · 54                 Re-evaluation
  Duty Days · 18               Philosophy                           Definition · 4
  Experience · 27                 Introduction – Human            Regional Accrediting
  New Employee · 27               Capital                           Agencies · 15
Nurse Consultant Coordinator      Compensation · 1                Regular status employee
  · 82                         Piano Director · 59                  Definition · 4
                               Planning and preparation · 19      Relocation allowance · 93
                               Police                             Reorganization · 40
O                                 Dog Handler · 93                Retention
                                  Officer Court Appearance          Behavior Class Teacher ·
                                     Pay · 91                         80
Occupational and Physical
                                  Officer Pay Rates · 86            Evaluation Specialist · 77
  Therapy Coordinator · 77
                                  Officer, New Employee · 33        Psychologist · 82
Orchestra
                                  Officers                          Speech Therapy · 83
  High School · 58
                                     Duty Days · 18                 Rodeo Institute · 61
  Middle School · 59
                               Pregnancy Parenting
Outdoor Education · 62
                                  Coordinator · 82
  Duty Days · 18
                               Principal
Overtime Pay · 48
                                  Assistant                       S
                                     Promotion · 37
                                  Classifications · 37
P                                 Lead · 57
                                                                  Salary
                                                                    Definition · 4
                                  Mentor · 70
                                                                    Survey
Pay                               Performance Pay · 95
                                                                       Definition · 4
  Actual Rate · 3                 Promotion · 37
                                                                  Salary Schedule
  Administering · 3               Summer Program · 58
                                                                    Master Pay 10 month · 112
  Lead Person · 92                Summer School, Non Title
                                                                    Master Pay 10.5 month ·
Pay Adjustment                       I · 58
                                                                       111
  Teacher · 47                    Summer School, Title I · 58
                                                                    Master Pay 11 month · 110
Pay Adjustment                 Professional
                                                                    Master Pay 11.5 month ·
  Master Schedule · 47            Certification New
                                                                       109
Pay Adjustment                       Employee · 29
                                                                    Master Pay 12 month · 108
  Hourly · 47                        Food Service · 100
                                                                    Teacher, 10 month · 103
Pay Adjustment                 Project
                                                                    Teacher, 10.5 month · 104
  Bus Driver · 47                 GRAD · 72
                                                                    Teacher, 11 month · 105
Pay Adjustment                 Promotion · 36, 38
                                                                    Teacher, 11.5 month . 106
  Food Service · 99               Definition · 4
                                                                    Teacher, 12 month · 107
Pay Rates                      PRS Teacher and Dropout
                                                                    Technology · 114
  Extended Time · 88              Coordinator · 82
                                                                    Speech Compensatory
  Hourly · 85, 113             Psychologist · 24
                                                                       Program · 78
  Intern, Technology · 90         Intern
                                                                    Speech Coordinator
  Professionals · 87                 Pay Rates · 86
                                                                       Leader · 79
  Skilled Crafts · 87             Mentor Interns · 78
                                                                  Schedule
  Substitutes · 85                New Employee · 24
                                                                    Food Service · 97
  Summer School · 88              Retention · 82
                                                                    Teacher, Lead · 58
  Teacher, Part Time · 87         Sign-On Bonus · 82
                                                                    Teacher, Lead/ Summer
  Temporary · 86
                                                                       Institute · 61
Performance Contract · 46
                                                                  Service Records · 17
  Assistant Principal, New ·   R                                  Sign-On Bonus
     37
                                                                    Bilingual Teacher Ineligible
  Definition · 4
                               Reading                                 · 81
  Promotion · 37
                                 Teacher Trainer · 74               Critical Shortage · 80
  Range Maximum · 37
                                 Teacher, Itinerant Special         Evaluation Specialist · 82
  Reassigned · 43
                                   Education · 75                   New Teacher · 80
                               Reading Programs · 72                Psychologist · 82
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                                                                       Houston Independent School District
                                                                  Compensation Manual 2009-2010 (revised)
XI Appendix

Soccer                            Support Services                     Part Time Degreed
   Coach, High School · 56          Pay Rates · 86                        Pay Rates ·87
Social Worker                     Teacher, Supervising · 70            Pay Adjustment · 47
   Special Education            Summer                                 Special Education Reading
      Leadership · 77             Bridge - GEAR UP · 72                   · 75
Softball                          Compensatory Time for                Specialist - PROJECT
   Coach, High School · 56          Teachers · 49                         GRAD · 72
Special                           Fine Arts Camp · 72                  Supervising - Student
   Education Leadership · 77      Project GRAD · 72                       Teachers · 67
   Olympics Coach · 77            School Pay Rates · 88                Title I · 61
   Project Pay · 52               School Principal · 38                Visually Impaired · 77
Special Education                 School Teacher                       Vocational Education,
   Chairperson · 76                 Pay Rates · 88                        Agriculture, High School
Special Populations . 79          School Title I Principal · 58           · 59
   Dyslexia Bilingual             Teacher Specialist -                 Vocational Education,
      Evaluation Specialist ·       Project Grad · 72                     Agriculture, Middle
      79                          Temporary                               School · 59
Specialist                          Pay Rates · 86                  Teaching Assistant
   Bilingual Evaluation · 77    Supervisor                             Pay Rates · 88
   Department, Extra Duty ·       TAKS Tutorials · 84               Team
      77                        Swimming                               Member
   Evaluation · 77                Coach, High School · 56                 Assistive Technology ·
   Teacher, PROJECT GRAD          Coach, Middle School · 57                  78
      · 72                                                          Technology
Speech                                                                 Intern
   Coordinator Leadership ·     T                                         Pay Rates · 90
      79                                                               Salary Schedule · 114
   High School · 59                                                 Telecommunication
                                TAKS
   Middle School · 59                                                  allowance · 93
                                  Coordinator · 60
Speech Therapist · 78                                               Temporary
                                  Tutorials Supervisor · 84
   Critical Location · 79                                              Status employee
                                Teacher
   Experience · 28                                                        Definition · 5
                                  Salary Schedule
   New Employee · 28                                                   Summer · 89
                                     12 month · 106
   Pay Rates · 88                                                   Tennis
                                Teacher
Speech Therapy                                                         Coach, High School · 56
                                  Advance Salary Placement
   Assessor · 79                                                    Textbook Selection
                                     · 16
Sponsor                                                                Committee · 60
                                  Allotment · 52
   Cheerleader, Middle                                              Therapist, Speech · 78
                                  Associate · 85
      School · 56                                                   Title
                                  Behavior class · 75
   Cheerleader, High School ·                                          I Teacher · 61
                                  Compensatory Time · 49
      55                                                            Track
                                  Contract · 16
   Newspaper, High School ·                                            Coach, Middle School · 57
                                  Creditable Year of Service
      59                                                            Track & Field
                                     · 48
   Student Council · 59                                                Coach, High School · 56
                                  Daily Duty Schedule · 18
   Yearbook · 59                                                    Trainer
                                  Dance, High School · 58
Staffing Reduction · 45                                                Athletic · 55
                                  Drama, High School · 58
Stipend                                                                Character Education · 71
                                  Duty Days · 18
   New · 53                                                            Interpreters · 77
                                  Lead · 58
   Policies ·53                                                        Reading Teacher · 74
                                  Lead, Secondary School ·
   Prorating · 53                                                   Training ·
                                     58
   Special Project Pay · 52                                            PROJECT GRAD · 72
                                  Master · 58
   Summary List · 55                                                   Success for All - PROJECT
                                  Master Science Lead ·61
Structure Adjustment                                                      GRAD · 72
                                  Mentor, New · 69
   Definition · 4                                                      University/College · 61
                                  Multiply Impaired Students
Student                                                                Workshops · 61
                                     · 77
   Council Sponsor · 59                                             Transfer
                                  New Employee · 21
 Revised 9/11/2009                                                                          Page 121
                                   Houston Independent School District
                              Compensation Manual 2009-2010 (revised)
XI Appendix

  Hourly · 44
  Involuntary · 45
  Lateral · 45
Transportation Attendant
  Pay Rates · 86
Tutor
  Pay Rates
     Parent · 86
     Reading · 86


V
Valuation
  Factors · 13
Visually Impaired Teacher
  Education · 77
Vocational Agriculture
  Teacher
  High School · 59
  Middle School · 59
Volleyball
  Coach, High School · 56
  Coach, Middle School · 57
  Extended Time · 89


W
Wrestling
  Coach, High School · 56
  Extended Time · 89
Writing
  Curriculum Assignments ·
     61


Y
Yearbook Sponsor
  High School · 59
  Middle School · 59
Youth Program, Coca Cola ·
  60




 Revised 9/11/2009                                  Page 122

								
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