Salary Schedule - School Board Of Alachua County by liwenting

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									SCHOOL BOARD OF ALACHUA COUNTY
           FLORIDA




         SALARY

      SCHEDULES




        2010-2011
    SCHOOL BOARD

            of

ALACHUA COUNTY, FLORIDA



       2010-2011




      EFFECTIVE DATE

        JULY 1, 2010
                SCHOOL BOARD OF ALACHUA COUNTY, FLORIDA

                                TABLE OF CONTENTS
                                                                 PAGE

TEACHERS                                                           1
     Raises 2010-2011                                              2
     Footnotes                                                     3
     Salary Schedule                                               9

EDUCATION SUPPORT PROFESSIONALS (Bargaining Unit Members)         10
     Raises 2010-2011                                             11
     Footnotes                                                    12
     Job Titles/Salary Grades Index                               20
     Salary Schedule                                              23

PROFESSIONAL/TECHNICAL PERSONNEL (Non-Bargaining Unit Members)    26
     Raises 2010-2011                                             27
     Footnotes                                                    28
     Job Titles/Salary Grades Index                               34
     Salary Schedule                                              35

OTHER COMPENSATION                                                38
      1.  Overtime Provision                                      39
      2.  Additional Hours Compensation                           39
      3.  Education Support Professionals Workshop Activities     39
      4.  Non-Contracted Adult Education Teachers                 39
      5.  Extra Duties/Athletic Events                            39
      6.  Community Education Rates                               39
      7.  Non-Contracted Substitute Teachers                      40
      8.  Substitute Bus Drivers                                  40
      9.  Substitute Aides/Custodians                             40
     10.  Substitute Food and Nutrition Services                  41
     11.  Summer Rates/Camp Crystal                               41
     12.  Special Projects                                        41
     13.  Certified Teacher Aides Program                         41
     14.  Migrant Education/Tutorial Teachers                     41
     15.  Bus Driver and Bus Aide Attendance Incentives           41
     16.  On-Call Employee Services                               41
     17.  Superintendent’s Salary                                 41
     18.  Board Members’ Salaries                                 42
     19.  Alternate Salary Schedule                               42
     20.  21st Century Grant                                      42
     21.  Supplement Schedule                                     43

ADMINISTRATIVE PERSONNEL                                          46
      Administration Procedures and Compensation Plan             47
      Placement Index                                             52
      Salary Schedule                                             53

INFORMATION ITEMS                                                 54
     Work Schedule                                                55
      SCHOOL BOARD

               of

ALACHUA COUNTY, FLORIDA




  Barbara J. Sharpe, Chairman

 April M. Griffin, Vice-Chairman

    Gunnar F. Paulson, Ed.D.

        Carol Oyenarte

         Eileen F. Roy




SUPERINTENDENT OF SCHOOLS

   W. Daniel Boyd, Jr., Ed.D.




 School Board of Alachua County
   620 East University Avenue
    Gainesville, Florida 32601
                                           FORWARD


This salary handbook contains the salary schedules applicable to Teachers and Education Support
Professionals (Bargaining Unit Members) pursuant to the negotiated agreements with the respective
units in effect for the 2010-2011 fiscal year.

Additionally, the salary schedules for Professional/Technical Personnel (Non-Bargaining Unit
Members) and Administrative Personnel are included in this handbook.

Regulations and policies contained herein are not intended to supplement or modify the contractual
provisions between the School Board of Alachua County and the represented bargaining units.


IN ALL INSTANCES, WHERE CONTRACT PROVISIONS EXIST, THE AGREEMENTS AND
PROVISIONS OF EACH BARGAINING UNIT CONTRACT WILL SUPERSEDE THE CONTENT OF
THIS SALARY HANDBOOK.
   TEACHER



SALARY SCHEDULE




   2010-2011
SALARY ADJUSTMENTS FOR 2010-2011:

1.   Eligible instructional personnel advanced one (1) step on the 2010-2011 salary schedule,
     effective August 16, 2010, and the increases were reflected in the August 31, 2010,
     paychecks. In addition, instructional employees employed at the time of ratification will
     receive a one-time $634 supplement.

2.   Instructional personnel not eligible for a step increase based on placement on the salary
     schedule (26 or more years of service) will receive a one-time $634 supplement.

3.   Subject to final ratification by both parties, payroll adjustments shall be made on the
     March 15, 2011, payroll.

4.   Placement on the salary schedule shall be in accordance with 2010-2011 footnotes.
Footnotes to 2010-2011 Teacher Salary Schedule:

DESCRIPTION:

 1. Procedures for determining creditable teaching experience:

     State regulations require that satisfactory verification of previous teaching or work experience
     be on file in the Personnel Office before salary credit is given for that experience. These
     verifications are to be sent to former employers by the employee, using forms provided by the
     Personnel Department.

     Salary adjustments retroactive to the beginning date of duty are made if verification is on file
     prior to the end of the fiscal year. Such adjustments shall be in accordance with the salary
     schedule or schedules in existence for all or part of a given fiscal year.

     For determining experience credit to the maximum allowed, the following will be accepted:

     a.    Each school year of service as a full-time teacher in a K-12 school, adult center, or
           school for students ages 0-21 if part of a public school for handicapped.

     b.    Each school year in which more than one-half of the total number of days worked was
           as a full-time teacher. (All experience based on 196-day contract year.)

     c.    Other appropriate experience may be approved by the Assistant Superintendent,
           Human Resources Division, or designee.

 2. Commencing with the 1990-91 school year, teachers who are appointed for two (2)
    consecutive years in Alachua County at .50 will have earned one (1) year of experience for
    salary purposes.

 3. Salary amounts for persons employed less than full-time may be adjusted to reflect hours
    rounded to two (2) decimal places as shown on Position Control.

 4. No employee will receive a pay cut solely because of adjustments in the salary schedule.


PLACEMENT:

 5. Teachers coming into the district with no creditable experience will be placed on step 0.
    Experienced teachers coming into the district will be placed on the salary schedule at a point
    not to exceed School Board of Alachua County teachers with comparable experience.

 6. Except for teachers who did not receive a step increase in prior years, as per paragraph 11 of
    the salary schedule, teachers will be placed on the appropriate step based on years of
    creditable experience.

 7. A maximum of six (6) years of verified work experience will be considered over and above
    that required by the State of Florida, Department of Education, and Alachua County schools
    for issuance of a district vocational teaching certificate in any vocational program certification
    area provided such work is certified by the district Director of Vocational Education to be in
    direct line with the subjects being taught. Occupational specialists may be eligible to receive
    this credit beginning with the 1993-94 school year.
 8. An instructor employed under an ROTC program will receive an annual salary equal to at
    least 12 times the difference between his total monthly active duty pay and retirement pay.
    ROTC instructors may be placed on the teacher salary schedule if such placement is elected
    by the instructor. If the difference between active duty pay and retirement pay after annual
    adjustment results in a decrease in salary, the higher rate will be maintained.

     Entry level required experience for NROTC/ROTC instructors shall be fifteen (15) years of
     military experience (retirement from active duty). An NROTC/ROTC instructor shall be
     granted a year of teaching experience for every year of military experience beyond the entry
     level required experience, up to a maximum of six (6) years experience.

 9. Teachers whose annual contracted period is 12 months will receive an additional one-tenth of
    the annual salary agreed upon for their step for each month of employment beyond 10
    months.

10. Hourly salaries/rates for teachers in extended school year and/or adult education will not be
    less than the teacher's hourly rate of pay for the just completed school year if the program
    generates full-time equivalent student funding.

11. Teachers who have completed extended DROP and who are rehired by the School Board will
    be placed on Step 13 of the salary schedule.


ADJUSTMENT:

12. Denial of salary increase is not a routine measure. Such action must be supported by
    appropriate written documentation utilizing the teacher observation/evaluation system
    contained in the contract or the Alachua Teachers Assistance Program. A teacher denied
    salary increase may apply for reevaluation at midyear the next school year. An acceptable
    rating at midyear may warrant retroactive restoration of the salary increase. Any teacher
    under consideration for salary holdback will be notified in writing no later than March 15.
    Written notice of final determination of salary holdback will be provided to the teacher no later
    than May 15. ACEA will receive a list of those teachers under consideration no later than
    March 25 and a list indicating the final determinations no later than May 25.

13. All adjustments to salary as a result of the receipt of an advanced degree will be made within
    one (1) month after satisfactory verification of the degree. Payment may be retroactive during
    the current year to date the degree was awarded. Teachers applying for adjustments will be
    responsible for providing appropriate documentation to the Board.

14. It is the intent of the Board that all employees' payroll check stubs reflect accurate
    information. Should an employee receive an overpayment or underpayment, the Board
    will notify the employee in writing of such overpayment or underpayment upon discovery.
    Should an employee discover an overpayment or underpayment, the employee will notify
    the Board in writing. The Board shall respond to such notice within five (5) work days.

     In all instances of overpayment, the Board will work with the employee to develop a
     reasonable schedule of repayment. Reimbursement to the Board will be made within 12
     months of overpayment notification. Underpayments will be reimbursed to the employee no
     later than the next regular paycheck.

     The Board will reimburse the employee for bank fees incurred as a result of the Board’s
     underpayment error of contract salary. Reimbursement to the employee will be made no later
     than the next regular payroll following the Board’s receipt of documentation of such fees.
15. A full-time teacher who is selected to teach an additional period(s) or who is assigned the duties
    of another regular position during an additional period will receive his regular salary plus a
    supplement of one divided by the number of periods normally taught by full-time teachers at that
    school. The percentage derived will be multiplied times his daily rate of pay for the additional
    period. No teacher will be assigned more than one extra period under this paragraph.

16. Performance Pay: One percent of all new money for instructional salaries will be set aside for
    performance incentives for all instructional personnel who receive satisfactory performance
    evaluations. Satisfactory performance shall be determined by a yes answer to the following
    statement that is included on all assessment forms: “This employee consistently meets and/or
    exceeds the district expected level of competency.        yes    no.” The performance pay will be
    divided equally among all who qualify. In the event no new monies are available, all instructional
    personnel who receive a satisfactory performance evaluation will receive a $5.00 performance
    bonus. Instructional personnel who demonstrate outstanding performance as measured under
    the Board-adopted Performance-Pay Plan shall earn a five (5) percent supplement in addition to
    their individual negotiated salary. This provision is effective July 1, 2002, and will remain in effect
    until Florida law mandating this inclusion is amended or repealed.


BENEFITS:

17. Terminal pay for accumulated sick leave will be granted to a teacher at normal retirement or
    to his beneficiary if service is terminated by death. Such terminal pay will be determined as
    described below:

     a.     During the first three (3) years of service in Florida, the daily rate of pay multiplied by 35
            percent times the number of days of accumulated sick leave.
     b.     During the next three (3) years of service in Florida, the daily rate of pay multiplied by
            40 percent times the number of days of accumulated sick leave.
     c.     During the next three (3) years of service in Florida, the daily rate of pay multiplied by
            45 percent times the number of days of accumulated sick leave.
     d.     During and after the tenth year of service in Florida, the daily rate of pay multiplied by
            50 percent times the number of days of accumulated sick leave.
     e.     During and after the thirteenth year of service in Florida, the daily rate of pay will be
            multiplied by the total number of days of accumulated sick leave.

     The daily rate of pay is that amount resulting from dividing total salary by the number of days
     the teacher is under contract.

     For purposes of terminal pay for accrued sick leave and accrued vacation leave paid at
     retirement, or upon death of the employee, the daily rate of pay until June 30, 1994, will be
     computed by dividing the total salary, excluding supplements, by the number of days the
     teacher must be on the job to earn the annual salary for the year. (This is interpreted as 180
     days for 10-month personnel and as 210 days for 12-month personnel.) For teachers under
     12-month contracts, payouts for leave accrued after that date shall be calculated in the same
     manner except that the percentage of daily rate shall be equal to that of a retiring teacher on a
     standard 10-month contract. (This is interpreted as the percentage which applies to 10-month
     teachers or 196 days divided by 180.) Use of accrued leave shall be on a "last-in, first-out"
     basis.
     Rates for payouts for leave accrued after February 1, 1996, shall be calculated by dividing the
     employee’s annual salary by 196 days or 252 days depending upon whether the employee’s
     contract is for ten (10) or twelve (12) months. Use of accrued leave shall be on a “last-in, first-
     out” basis. Credit already accrued would be paid at the higher rate or “grandfathered” in for
     existing employees.

18. A teacher must be regularly employed at the close of the payroll period during which paid
    holidays fall to be eligible to receive these paid holidays.

19. Teachers will have the option of receiving salary and supplement payments in 20 or 24 equal
    installments.

20. Upon written authorization from a teacher, the Board will provide up to three (3) payroll
    deduction positions on teacher payroll checks for economic services programs sponsored by
    the Association. One of these is for ACEA dues. The Association will hold the Board
    harmless in any matter dealing with such deductions and will, upon request, provide to the
    Board information concerning the economic services programs.

21. Teachers will be provided the opportunity for concurrent participation in more than one tax
    deferred annuity program.

22. Beginning January 1, 2011, all teachers must utilize direct deposit of regular payroll checks.

23. Any teacher who

     a.   uses no more than seven (7) days combined sick leave/personal leave in a year, of which
          no more than three (3) days may be personal leave, in one (1) school year may elect to
          be compensated for up to two (2) personal leave days at 80 percent of the teacher's daily
          rate of pay; or
     b.   uses no more than five (5) days combined sick leave/personal leave in a year, of which
          no more than two (2) days may be personal leave, in one school year may elect to be
          compensated for up to four (4) personal leave days at 80% of the teacher’s daily rate of
          pay.

     Such compensated-for days will be deducted from the teacher's sick leave accrual. The
     Board will buy a maximum of four (4) days each year. To qualify, the teacher must submit
     such a request in writing no later than May 1. Contribution to the Sick Leave Bank will not be
     included for purposes of this section. This section applies only to regular work year, excluding
     extended school year.

24. A teacher may authorize transfer to his spouse, child, parent, or sibling who is also a district
    employee, of accrued sick leave, providing that the transfer relates to an illness or injury of the
    person to whom the leave is transferred. The person receiving the transfer may not use the
    donated sick leave until he has exhausted all of his accrued leave. Donations may be in
    amounts of five (5) or more days, or the remainder of the employee’s sick leave balance if
    less than five (5) days, and shall not be covered by terminal leave payouts.




DIFFERENTIATED PAY:
25. Instructional staff who are required to travel 30 miles or more round trip to selected schools
    will receive a supplement as follows:

       Duval Elementary                                      $300.00
       Lake Forest Elementary                                $300.00
       Metcalfe Elementary                                   $300.00
       Rawlings Elementary                                   $300.00
       Shell Elementary                                      $500.00
       Waldo Community                                       $300.00
      *Bishop Middle                                         $300.00
     * Lincoln Middle                                        $300.00
       Oak View Middle                                       $300.00
      *Eastside High                                         $300.00
       Hawthorne High                                        $500.00
       A. Quinn Jones                                        $300.00
       Character Counts                                      $300.00
       Horizon                                               $300.00
     **D or F Schools                                        $300.00

            *Major program only.
           **Instructional staff who are required to travel 30 miles or more round trip to a school, except
            those listed above, receiving a D or F grade the prior school year will receive a supplement of
            $300.

     Mileage will be documented by map quest from residence to school of record.

26. Speech Language Pathologists will receive a supplement as follows:

     SLP Testing Supplement – Grandfathered Bachelors                                     $1,000.00
     SLP ASHA Certification                                                               $1,500.00

     Supplement will be prorated depending on appointment percentage.

OTHER:

27. Teachers receiving supplements for additional duties shall be paid according to the adopted
    Supplement Schedule in the Other Compensation section of this Salary Schedule.

28. Teachers receiving a supplement(s) will be provided with a copy of the form recommending
    supplement(s) which will include the amount(s) to be paid. An outline of responsibilities will
    be available for review with the principal. The principal will provide the teacher a copy of the
    supplement recommendation and offer to review job responsibilities as soon as practical.
    Should a teacher resign or otherwise be unable to complete the duties for which he received a
    supplement(s), the salary supplement(s) will be prorated on an equitable basis. If
    disagreement arises over the proration which cannot be resolved, the teacher may request a
    review. A tripartite review panel will review the matter and determine an equitable resolution
    for proration which will be binding on the parties. Membership on the panel will consist of one
    person selected by the Superintendent, one person selected by the Association, and one
    person selected by the representative of the parties on the panel. The person selected by the
    representative must be receiving a similar supplement in question.


29. At the written request of the teacher, supplements for extra duty will be paid in equal
    installments over the time the supplemented activity occurs or in a lump sum at the conclusion
     of the activity. The payment method will not be changed following teacher’s selection and
     implementation of the payment process.

30. It is the intent of the School Board of Alachua County that future increases in the supplement
    schedule be in line with the percentage of dollar increase given to beginning teachers in the
    county.

31. Teachers who attend workshop activities when school is not in session may be paid $15.00
    per hour. Teachers who perform duties as their school CREATE Contact person during hours
    not included in their contract work day may be paid $15.00 per hour.

32. Camp Crystal:
         • A $120 supplement for teachers who stay overnight at Camp Crystal with a fifth-
            grade class only one night during the year.
         • A $239 supplement for teachers who stay overnight at Camp Crystal with a fifth-
            grade class more than one night during the year.
         • Teacher participation in Camp Crystal activities is voluntary, and no teacher will be
            required to attend Camp Crystal. Fifth-grade classroom teachers who wish to stay
            overnight with their class shall receive priority consideration for the supplement(s).

33. Rates of pay for extra duties at athletic events shall be as follows:

     Regular ticket takers, ticket sellers, and gate keepers will be paid $25.00 to $35.00 per
     activity, depending upon responsibility and the particular event. The principal will determine
     which rate of pay is appropriate. Rates for post-season activities are at the discretion of the
     principal.

     Scorekeepers and timers will be paid $10.00 to $20.00 per activity. Rates for post-season
     activities are at the discretion of the principal.

34. Stipends for instructional staff participating in the home education testing program will be
    based on the teacher's hourly rate of pay.


It is the intent of the School Board of Alachua County to honor the step increases and a negotiated
increase to the Salary Schedule annually.
                 TEACHER SALARY SCHEDULE

                            2010-2011

 Years of
Experience     Step      Bachelors Masters Specialist Doctorate

   00            0        32,450     33,950    34,950      35,950
   01            1        32,750     34,400    35,450      36,550
   02            2        33,150     34,850    35,950      37,150
   03            3        33,550     35,300    36,450      37,750
   04            4        33,950     35,750    36,950      38,375
   05            5        34,400     36,200    37,500      39,000
   06            6        34,850     36,650    38,050      39,650
   07            7        35,300     37,150    38,600      40,300
   08            8        35,750     37,650    39,150      40,950
   09            9        36,250     38,175    39,750      41,625
   10           10        36,750     38,700    40,350      42,300
   11           11        37,350     39,350    40,975      42,975
   12           12        37,950     40,000    41,625      43,650
   13           13        38,550     40,650    42,275      44,350
   14           14        39,150     41,325    42,975      45,050
   15           15        39,750     42,000    43,675      45,800
   16           16        40,400     42,700    44,375      46,550
   17           17        41,050     43,400    45,075      47,300
   18           18        41,725     44,125    45,800      48,050
   19           19        42,400     44,850    46,550      48,800
   20           20        43,100     45,625    47,300      49,575
   21           21        43,800     46,425    48,050      50,350
   22           22        44,500     47,225    48,800      51,125
   23           23        45,225     48,025    49,550      51,900
   24           24        46,025     48,975    51,150      52,750
  25-33         25        49,850     53,950    57,050      60,475

2010-2011 Longevity Adjustments:

 Years of
Experience     Step      Bachelors Masters Specialist Doctorate

  34-35      Longevity      $1,500     1,675      2,025       2,175
  36-37      Longevity      $1,600     1,775      2,125       2,275
   38+       Longevity      $2,625     3,000      2,925       3,175

Note: Longevity will apply to employees who are above the top step
during compression of the salary schedule.
EDUCATION SUPPORT PROFESSIONALS
     (Bargaining Unit Members)



       SALARY SCHEDULE




           2010-2011
RAISES FOR 2010-2011:

 1.   All employees on steps 0-39 hired prior to January 1, 2010, shall receive a one-step
      increase. In addition, employees on steps 0-39 will receive a one-time lump sum
      supplement of $434.

 2.   Once employees reach the top of the salary schedule (step 40), they will remain on the
      current top cell.

 3.   The salary of employees who are on or above the salary range (step 40) will receive a one-
      time lump sum supplement of $434.

 4.   Education Support Professionals must be employed at the time of ratification to be eligible
      for retroactive pay.

 5.   Subject to final ratification by all parties, payroll adjustments shall be made on the March 15,
      2011, payroll. Retroactive pay shall be made after current pay adjustments and shall be
      available no later than 45 days after current salaries have been adjusted and are included in
      a payroll distribution. Employees on leave must return to active status to be eligible for
      retroactive adjustments.

 6.   Placement on the salary schedule shall be in accordance with footnotes to the salary
      schedule, effective July 1, 2010.

 7.   It is the intent of the School Board of Alachua County to continue to implement this salary
      schedule annually.
Footnotes to 2010-2011 Education Support Professionals (Bargaining Unit Members) Schedule:

DESCRIPTION:

 1.   The schedule represents the hourly rate for an employee. For payroll purposes, the hourly
      rate of pay will be the basis for salary calculations. Hourly rates are calculated by using the
      mid-point on the employee’s salary range.

 2.   Non-Exempt employees may be eligible for overtime.

      Overtime will be paid in accordance with the Fair Labor Standards Act. Overtime must be
      approved by the employee's supervisor prior to the employee working. When eligible
      employees work more than 40 hours in one work week, pay will be computed as follows:

       a.      Work on unpaid (U) day(s) will be paid at time and one half (1 1/2) hourly rate.

       b.      Work on Saturdays and/or Sundays after 40 hours will be paid at time and one half
               (1 1/2) hourly rate.

       c.      Work on paid (P) holiday(s) will be paid regular hourly wage plus time and one half
               (1 1/2) hourly rate. (This is equivalent to premium pay at 2.5 times hourly rate.)

       d.      Work on scheduled vacation (V) day(s) will be regular pay and the vacation day(s)
               will be rescheduled for the following work day.

 3.    Exempt Education Support Professional employees who are authorized in advance to work a
       specified number of additional hours shall be compensated at time and one half (1 1/2)
       hourly rate for approved hours.

 4.    The Education Support Professionals Salary Schedule does not represent years of service.
       Salary increases are not automatic.

 5.    Salary amounts for persons employed less than full time may be adjusted to reflect hours
       rounded to two (2) decimal places as shown on Position Control.

 6.    No employee will receive a pay cut solely because of adjustments in the salary range.


PLACEMENT:

 1.    New Hires: Initial placement for new hires shall be as follows: New employees shall be
       hired at 80% of the mid-point (Step 00) plus a year of experience for every two years of
       verified work experience in the field in which they will be employed, not to exceed 90% of the
       mid-point.

       a.      No employee shall be hired over 90% of the mid-point in his salary range unless
               determined by the Superintendent after considering the recommendation of the
               Classification/Compensation Committee. If the Superintendent rejects or changes
               the recommendation of the committee, the committee shall be notified of the reasons
               for the Superintendent's decision.

       b.      The Classification/Compensation Committee shall be composed of eight members,
               one half of which will be appointed by the Superintendent or designee and one-half
               appointed by the Alachua County Education Association (ACEA).
2.   Promotions/Reclassifications/Assignment to a Lower Salary Grade/Return from Retirement:

     a.     Within salary grade promotion: When a promotion or position upgrade is within
            the same salary grade as the previous position, the employee shall receive a four-
            step increase, which shall not exceed the maximum (step 40).

     b.     Higher Salary Grade Promotion or Position Upgrade: When a promotion or
            position upgrade is in a higher salary grade, the employee shall be placed on the
            new salary grade at a step closest to but not less than an 8% increase or to the
            minimum salary (step 00), whichever is greater.

     c.     Lateral Moves: When a lateral move occurs within the same salary grade, the
            employee’s salary shall remain the same.

     d.     Involuntary Assignment/Demotion to a Lower Salary Grade: When an employee
            is involuntarily moved to a lower salary grade, the employee shall be placed on the
            new salary grade at the step closest to but not less than his current salary. If the
            current salary is above the maximum, continue the salary until the new fiscal year
            and place at maximum (step 40) for that range.

     e.     Voluntary Assignment to a Lower Salary Grade: When an employee initiates and
            voluntarily accepts a position at a lower salary grade, the employee shall be placed
            on the same percentage of mid-point on the new salary grade.

     f.     Return from Retirement: When an employee is rehired within thirteen (13) months
            of retirement to the same position previously held, he shall be placed on the same
            pay grade and step as of the date of retirement, not to exceed step 40.

3.   Training/Education Compensation:

     An employee shall receive a four-step increase (within range promotion) based on training
     completed, as described below, not to exceed the maximum (step 40), and will receive not
     more than one increase based on such training per two-year period.

     a.     Upon completion of five (5) Automotive Service Excellence (ASE) training
            certificates, mechanics will receive a four-step increase. Upon completion of ten (10)
            ASE certificates, mechanics will receive an additional four-step increase.

     b.     Upon successful completion of the state of Florida's prescribed custodial training
            courses, Levels 1-5, custodians will become Certified Custodians and receive a four-
            step increase. Upon successful completion of Levels 6-8, custodians will earn a
            Master Custodian status and receive an additional four-step increase.

     Employees who receive step increases for certifications are required to keep certification
     current. Failure to do so will negate the increase and the employee will be placed on the
     appropriate step the following July 1.

     c.     Current employees, hired as Environmental Technicians prior to July 1, 2006,
            required to hold an Asbestos Inspector for Florida license will, upon certification,
            receive a one-step increase. No more than one (1) salary increase will be granted
            for such certification.

     d.     Upon successful completion of certification as a school bus inspector, mechanics,
            auto service workers, and vehicle service specialists will receive a four-step increase.
            No more than one (1) salary increase will be granted for such certification.
      e.     Upon successful completion of certification as a school bus inspector trainer,
             mechanics, auto service workers, and vehicle service specialists will receive a two-
             step increase. No more than one (1) salary increase will be granted for such
             certification.

      f.     Hearing Impaired Interpreters will receive a four-step increase upon presentation of
             test scores showing successful completion for the required certification from the
             Florida Registry for Interpreters for the Deaf (FRID) or the National Registry for the
             Interpreters for Deaf (NRID). No more than one (1) salary increase will be granted
             for such certification.

      g.     Hearing Impaired Interpreters who increase their level of certification will receive an
             additional four-step increase. Verification will be provided through the presentation
             of a certificate or evaluation level from the NRID or the FRID. No more than one (1)
             four-step will be granted for verified training.

      h.     Employees required to hold a “highly qualified” designation in their current position
             during the 2008-2009 school year shall receive a $300 supplement.

4.    Facilities Apprenticeship Program:

      Upon satisfactory completion of each year of the Santa Fe Community College Apprentice
      Program, the employee will receive a salary adjustment as described below, not to exceed
      the maximum (step 40).

             Electrical/HVAC/Plumbing Programs
                     First Year:          2 pay step increase
                     Second Year:         3 pay step increase
                     Third Year:          3 pay step increase
                     Fourth Year:         4 pay step increase

             Masonry Program
                   First Year:               2 pay step increase
                   Second Year:              3 pay step increase
                   Third Year:               4 pay step increase

             Carpentry Program
                    First Year:              2 pay step increase
                   Second Year:              4 pay step increase

      Upon completion of the program, each employee will be given consideration for the next
      available permanent position in his respective trade.

ADJUSTMENTS:

 5.   Adjustments to salary will be made within 30 days of appropriate verification of the
      completion of requirements for such adjustments. Payment may be retroactive during the
      current year to the date the requirements were fulfilled. Employees applying for adjustments
      will be responsible for providing appropriate documentation to the Board.

 6.   It is the intent of the Board that all employees' payroll check stubs reflect accurate
      information. Should an employee receive an overpayment or underpayment, the Board will
      notify the employee in writing of such overpayment or underpayment upon discovery.
      Should an employee discover an overpayment or underpayment, the employee will notify the
      Board in writing. The Board shall respond to such notice within five (5) work days.
      In all instances of overpayment, the Board will work with the employee to develop a
      reasonable schedule of repayment. Underpayments will be reimbursed to the employee no
      later than the next regular paycheck.

 7.   Denial of salary increase is not a routine measure. Such action must be supported by
      appropriate, written documentation. An employee denied a salary increase may apply for
      reevaluation at midyear the next year. An acceptable rating at midyear may warrant
      restoration of the salary increase at midyear. Any employee under consideration for salary
      holdback will be notified in writing no later than March 15. Written notice of final
      determination of salary holdback will be provided to the employee no later than May 15.

 8.   To be competitive, or when the applicant's training, experience, or other qualifications are
      substantially above those required for entry level into the position, or when there are no
      qualified applicants available who are willing to accept the entry rate, starting salaries above
      90% of mid-point shall be determined by the Superintendent after considering the
      recommendation of the Classification/Compensation Committee. If the Superintendent
      rejects or changes the recommendation of the committee, the committee shall be notified of
      the reasons for the Superintendent’s decision.

 9.   The Superintendent, after considering the recommendation of the Classification/
      Compensation Committee, may make adjustments in salaries to reflect additional
      responsibilities, maintain internal equity and/or external competitiveness. If the
      Superintendent rejects or changes the recommendation of the committee, the committee
      shall be notified of the reasons for the Superintendent’s decision.


BENEFITS:

10.   Eligible employees accrue vacation leave at a rate of two (2) days per calendar month.
      Vacation leave is credited the last day of each month. Any new employee or present
      employee who becomes eligible for vacation leave will earn a full month credit if they are
      employed for 11 days or more. When an employee is released or resigns, he will be paid for
      vacation time accumulated through the end of the last full month worked but not including the
      last partial month worked. Accrued vacation leave is paid on the last day of the last month
      worked at 100 percent of pay. The Board may schedule up to ten days of vacation per year.

      Maximum accrued vacation leave is 700 hours on December 31. All vacation leave over 700
      hours is deleted on January 1 each year. Vacation leave is accrued by 12-month (252-day)
      employees only. Part-time 12-month employees accrue pro-rata. Upon death of an
      employee, vacation pay will be paid to beneficiary or employee's estate.

11.   Employees will receive salary in semimonthly installments.

12.   Upon written authorization from an employee, the Board will provide up to three (3) payroll
      deductions on employee payroll checks for economic services programs sponsored by the
      Association. One is for Association dues. The Association will hold the Board harmless in
      any matter dealing with such deductions and will, upon request, provide the Board
      information concerning the economic services programs.

13.   Employees will be provided the opportunity for concurrent participation in more than one tax
      deferred annuity program.

14.   ESPs hired prior to September 1, 2005, will be provided the opportunity for direct deposit of
      regular payroll checks. ESPs hired after September 1, 2005, must utilize direct deposit of
      regular payroll checks.
15.    For purposes of terminal pay for accrued sick leave and accrued vacation leave paid at
       retirement, or upon death of the employee, the daily rate of pay until June 30, 1994, will be
       computed by dividing the total salary by the number of days the employee must be on the job
       to earn the annual salary for the year. (This is interpreted as 180 days for 10-month
       personnel and as 210 days for 12-month personnel.)

       Payouts for leave accrued between July 1, 1994, and February 1, 1996, shall be calculated
       in the same manner except that the percentage of daily rate shall be equal to that of a
       retiring teacher on a standard 10-month contract during that period. (This is interpreted as
       the percentage which applies to 10-month teachers or 196 days divided by 180.) Rates for
       payouts for leave accrued after February 1, 1996, shall be determined by using the actual
       hourly rate earned by the employee at the time of retirement. Use of accrued leave shall be
       on a “last-in, first-out” basis.

       For employees hired on or after July 1, 1995, terminal pay for accrued vacation leave may
       not exceed a maximum of 60 days of actual payment.

16.    Personal Leave Buy-Back: Any employee who:

       a.      uses no more than seven (7) days combined sick leave/personal leave in a year, of
               which no more than three (3) days may be personal leave, in one (1) year may elect
               to be compensated for up to two (2) personal leave days at 80 percent of the
               employee's daily rate of pay; or

       b.      uses no more than five (5) days combined sick leave/personal leave in a year, of
               which no more than two (2) days may be personal leave, in one school year may
               elect to be compensated for up to four (4) personal leave days at 80% of the
               employee’s daily rate of pay.

               Such compensated-for days will be deducted from the employee's sick leave accrual.
               The Board will buy a maximum of four (4) days each year. To qualify, an employee
               must submit such request in writing no later than May 1. Contribution to the Sick
               Leave Bank will not be included for purposes of this section.

17.    A district employee may authorize transfer to his spouse, child, parent, or sibling who is also
       a district employee, of accrued sick leave, providing that the transfer relates to an illness or
       injury of the person to whom the leave is transferred. The person receiving the transfer may
       not use the donated sick leave until he has exhausted all of this accrued leave. Donations
       may be in amounts of five (5) or more days, or the remainder of the employee’s sick leave
       balance if less than five (5) days, and shall not be covered by terminal leave payouts.


Food and Nutrition Services Employees

18.    Food and Nutrition Services employees who are certified at any time during the current
       school year under the School Nutrition Association (SNA) Certification Program will be paid
       an annual lump sum supplement at the close of the regular school year. Once a Food and
       Nutrition Services employee is certified, he/she must earn one-third (1/3) of the points
       required for the specific certification level held (five (5) points Level I, ten (10) points Level II,
       fifteen (15) points Level III) each year in order to receive a $200.00 certification supplement.
       At each level, one location Association meeting must be included as part of the minimum
       total requirement per year.
      The salary supplement of $200.00 will be prorated on an equitable basis to the period of
      certification. If disagreement arises over the proration which cannot be resolved and the
      ESP requests a review, a tripartite review panel consisting of one person each chosen by the
      parties and a third person receiving similar supplement(s) chosen by the representatives of
      the parties, will review the matter and determine an equitable resolution for proration which
      will be binding on the parties.

19.   A professional uniform dress allowance of $186.40 per school year will be paid to school
      Food and Nutrition Services personnel. This allowance will be divided into two (2) payments
      of $93.20. This is a maintenance allowance only. Certain items of uniform dress may be
      provided by the Board as described in the current Uniform Guidelines. Repeated failure to
      wear the prescribed dress is grounds for forfeiture of said allowance.

      If a person has not been employed for the full five-month period, covered by a single
      payment, a prorated allowance will be paid. The employee must have been an active full-
      time food and nutrition services worker for a minimum of three (3) work weeks to be eligible
      for all or part of this allowance.

20.   Food and Nutrition Services Assistant Is who enroll and successfully complete Phase 1 of
      the Food and Nutrition Services Career Ladder program as certified by the Food and
      Nutrition Services Director will receive a six-step increase. Food and Nutrition Services
      Assistant IIs who were “grandfathered” in during the 2000-2001 school year and complete
      the Career Ladder Program will receive a three-step increase. Food and Nutrition Services
      Assistant IIs who have not completed requirements of the Career Ladder Program shall not
      be eligible for these increases until they complete the requirements for eligibility.

21.   Bus Drivers

      a.     Drivers will be paid at their normal hourly rate of pay for time worked due to needed
             bus repairs, mechanical breakdowns, and student disciplinary procedures.

      b.     Drivers for extracurricular trips will be paid at their normal hourly rate of pay.

      c.     All changes in rates of pay will become effective when the school year starts in August.

      d.     On overnight trips, drivers will be paid a minimum of eight (8) hours. In addition,
             meals and lodging for drivers will be paid for by the school or sponsoring
             organization. Payment for meals will be at the current approved per diem rate.

22.   Head Start Personnel

      a.     Head Start/VPK instructors with a Child Development Associate Credential (DCA),
             with Pre-school endorsement will be paid at pay grade 26, in accordance with the
             Board-adopted salary schedule.

      b.     Head Start/VPK instructors with an Associates Degree in Early Childhood or Child
             Development, or an Associate’s Degree plus 18 semester hours of Early Childhood
             college credit will receive a two-step increase.

      c.     Head Start/VPK instructors with a Bachelor’s degree in Pre-K Primary or Preschool
             Education, or a Bachelor’s Degree in Elementary Education plus 36 semester hours
             of college credit in early childhood education or development will be initially paid on
             Pay Grade 27 at an hourly rate closest to, but not less than, the hourly rate of pay for
             a beginning teacher at bachelor’s level on the Board-adopted Teacher Salary
             Schedule.
      d.     If the Board/Head Start has financially assisted a staff person by paying the cost of
             tuition or its equivalent, to obtain a qualifying degree, the staff person agrees to
             continue working in the Head Start/VPK program as follows:

                     (1) Individuals who receive financial assistance to pursue a degree shall:

                         a. teach or work in a Head Start program for a minimum of three (3) years
                            after receiving the degree; or

                         b. repay the total or a prorated amount of the financial assistance received
                            based on the length of service completed after receiving the degree;
                            or

                        c. if the staff member should terminate employment with Head Start
                           before completing a degree, repayment of the amount invested in the
                           staff member will be collected upon termination.

      e.     In the event a regular substitute cannot be found and a Head Start Assistant with
             National CDA or Associate’s or Bachelor’s Degree in Early Childhood Education is
             assigned and substitutes for a Head Start/VPK Instructor, the Assistant shall be paid
             $25.00 per day supplement in addition to his regular salary. The amount may be
             prorated if less than a full day of service is needed. Employees shall receive their
             supplements for substituting in two (2) payments, the first pay period in December
             and the second pay period in June.

             Beginning July 1, 2011, in the event a regular substitute cannot be found and a Head
             Start Assistant with an Associate’s Degree, or a National CDA or Bachelor’s Degree
             in Early Childhood Education is assigned and substitutes for a Head Start/VPK
             Instructor, the Assistant shall be paid the following amounts based on credential:

             CDA                             $25.00
             Associate’s Degree              $30.00
             Bachelor’s Degree               $40.00

             The amount may be prorated if less than a full day of service is needed.

23.   Stipend: Education Support Professional participants who attend workshop activities outside
      of their normal work hours may be paid $10.00 per hour. These rates do not include travel
      time.

24.   Computer Operators: After an employee works as a Computer I for two (2) years, he will be
      eligible to be considered for a promotion to a Computer Operator II. After an employee
      works as a Computer Operator II for three (3) years, he will be eligible to be considered for a
      promotion to a Computer Operator III.

25.   Shift Differential: Computer operators working on shifts other than standard day hours shall
      be paid a shift differential as follows:

             Evening Shift (6:30 p.m. to 3:00 a.m.*) -   10.0%
      *Evening shift times may vary.

      Computer operations occur continuously, 7 days/24 hours. Computer operators may be
      required to work five 8-hour shifts or three 12-hour shifts as standard work weeks Sunday
      through Saturday. This is necessary to provide continuous coverage during hours of
      operation.
26.   Extended School Year: Education Support Professionals employed on a 10-month basis
      who are appointed for summer work in the same position shall be paid a rate of pay based
      upon the salary schedule of the school year just completed.

27.   Special Conditions for Supplements

      a.     Each supplement amount will be prorated when less than a full supplement is
             earned. Substitute contact person's supplement will be prorated for extended school
             year. Education Support Professionals may be eligible for supplements listed in the
             Teacher Salary Schedule when appropriate.

      b.     Supplements will be paid in equal installments over the time the supplemented
             activity occurs or in a lump sum at the conclusion of the activity, at the request of the
             employee. The payment method will not be changed following employee’s selection
             and implementation of the payment process.

28.   In the event an ESP substitutes for an absent teacher, the ESP shall be paid a $25 per day
      supplement (the amount may be prorated if less than a day) in addition to their regular
      salary. ESPs shall receive their supplements for substituting in two (2) payments, the first
      pay period in December and the second pay period in June.

29.   A Trades Helper in the Facilities Department, who is assigned the duties of an employee in a
      higher salary grade for a full day, shall be paid a $20.00 per day supplement in addition to
      his regular salary. The supplement will be paid in two (2) payments, the first pay period in
      December and the second pay period in June.

30.   Regular ticket takers, ticket sellers, and gate keepers will be paid $25.00 to $35.00 per
      activity, depending upon the responsibility and the particular event. The principal will
      determine which amount is appropriate. Rates for post-season activities are at the discretion
      of the principal.
  EDUCATION SUPPORT PROFESSIONALS JOB TITLES/PAY GRADES INDEX




                   JOB TITLE              STATUS      SALARY GRADE   POINT TOTAL
  Accounting Clerk
  Accounts Payable Specialist            Non-Exempt        25            23
**Administrative Secretary               Non-Exempt        26            26
  Aide I                                 Non-Exempt        22            17
  Aide II                                Non-Exempt        23            19
  Appliance Mechanic                     Non-Exempt        26            25
  Apprentice/Bindery Worker
  Assistant to Dir of Inst Tech          Non-Exempt        24            21
  Attendance Officer                     Non-Exempt        25            24
  Audiovisual Bkg Clerk
  Auto Mechanic I                        Non-Exempt        25            23
  Auto Mechanic II                       Non-Exempt        26            25
  Bus Service Worker                     Non-Exempt        23            20
  Bindery Worker                         Non-Exempt        23            19
**Bookkeeper (Schl Based)                Non-Exempt        26            25
  Bookkeeper Hdst/Preschl                Non-Exempt        26            25
  Braille Transcriptionist               Non-Exempt        25            23
  Bus Attendant                          Non-Exempt        22            18
  Bus Attendant, ESE                     Non-Exempt        23            19
  Bus Driver                             Non-Exempt        24            21
  Business Partnership Spec                Exempt          27            27
  Buyer-Purchasing                         Exempt          26            26
  Cabinet Maker                          Non-Exempt        25            24
  Camera Opr/Compositor
  Carpenter                              Non-Exempt        25            23
  Center Aide                            Non-Exempt        23            20
  Central Processing Clerk               Non-Exempt        25            24
  Certification Analyst                    Exempt          28            29
  Certified Occup Ther Asst                Exempt          27            27
  Clerical Assistant                     Non-Exempt        22            18
  Computer Lab Proctor                   Non-Exempt        24            21
  Computer Operator I                    Non-Exempt        25            23
  Computer Operator II                   Non-Exempt        25            24
  Computer Operator III                  Non-Exempt        26            25
  Computer Programmer                      Exempt          27            27
  Construction Inspector                 Non-Exempt        26            26
  CRT Aide                               Non-Exempt        23            20
  Custodian                              Non-Exempt        22            18
  Custodian, Lead Worker                 Non-Exempt        23            20
  Custodian, Head                        Non-Exempt        25            23
  Data Base Clerk/Specialist             Non-Exempt        25            24
  Data Communications Specialist           Exempt          29            31
  Data Entry Operator I                  Non-Exempt        22            18
  Data Entry Operator II                 Non-Exempt        23            19
  Data Specialist                        Non-Exempt        25            24
  Dispatcher                             Non-Exempt        24            21
  District Data Base Coordinator           Exempt          27            28
  Drafting Tech                          Non-Exempt        25            23
  Dropout Prevention Spec                  Exempt          27            27
  Electrician                            Non-Exempt        26            25
  Electronic Technic-Transportation      Non-Exempt        25            23
  Electronic Repair Technic              Non-Exempt        28            29
  Electronics Technician (LRC & Maint)   Non-Exempt        26            26
  Environmental Technician               Non-Exempt        27            28
  Equipment Operator                     Non-Exempt        25            23
  ESE Aide                               Non-Exempt        23            20
**Executive Assistant                 Exempt     27   28
  Family Liaison Specialist         Non-Exempt   26   25
  Family Service Liaison            Non-Exempt   24   21
  Film Technician                   Non-Exempt   25   23
  Food Service Assistant I          Non-Exempt   22   17
  Food Service Assistant II         Non-Exempt   22   18
  Foreman/Lead Worker
  General Worker
  Generator Maintenance Tec         Non-Exempt   26   26
  Glazier                           Non-Exempt   25   23
  Graphic Production Specialist     Non-Exempt   25   23
  Guidance/Clerical Aide            Non-Exempt   23   20
  HARV Technician                   Non-Exempt   26   25
  HARV/Electric Technician          Non-Exempt   26   25
  Hdst Parent Involvement C         Non-Exempt   24   21
  Hdst/Presch Inst Parent I           Exempt     26   25
  Head Start Assistant              Non-Exempt   23   20
  Head Start Handicap Coordinator   Non-Exempt   24   21
  Head Start Health Svcs Coord
  Head Start Instructor               Exempt     26   25
  Health Guidance/Clerical          Non-Exempt   23   20
  Hearing Impaired Assistant        Non-Exempt   24   21
  Heating Mechanic                  Non-Exempt   26   25
  Home/School Liaison               Non-Exempt   24   21
  Instructional Aide Elem           Non-Exempt   22   17
  Insurance Specialist              Non-Exempt   25   24
  Internal Auditor I                  Exempt     26   25
  Job Coach                         Non-Exempt   23   20
  Junior Accountant                 Non-Exempt   25   23
  Lead Registered Nurse               Exempt     30   33
  Lead Home/School Liaison          Non-Exempt   23   19
  Lead Vehicle Service Specialist   Non-Exempt   25   24
  Lic Pract Nurse Spec II           Non-Exempt   25   24
  Locksmith                         Non-Exempt   26   25
  Maintenance Parts Special         Non-Exempt   25   24
  Mason                             Non-Exempt   25   23
  Mechanic’s Helper                 Non-Exempt   23   20
  Media Aide                        Non-Exempt   23   20
  Migr Support Resource Advocate    Non-Exempt   24   21
  Migrant Secondary Advocate
  Migrant Student Ident
  Migrant Terminal Ctr Mgr          Non-Exempt   25   23
  Migrant Terminal Operator         Non-Exempt   23   19
  Migrant Tutor/Advocate I          Non-Exempt   22   18
  Migrant Tutor/Advocate II         Non-Exempt   23   20
  Office Machine Technician         Non-Exempt   25   23
  Paint & Body Mechanic             Non-Exempt   26   25
  Painter                           Non-Exempt   25   23
  Painter/Lead Worker               Non-Exempt   26   25
  Parent Res Pre-K Asst             Non-Exempt   23   20
  Payroll Data Entry Spec
  Payroll Specialist                Non-Exempt   26   25
  Physical Plant Mechanic           Non-Exempt   26   26
  Plumber                           Non-Exempt   26   26
  Pre Kndg Assistant                Non-Exempt   23   20
  Pre Kndg Instructor                 Exempt     26   25
  Pre School Assistant              Non-Exempt   23   20
  Pre School Instructor               Exempt     26   25
  Press Operator                    Non-Exempt   24   22
  Printing Clerk/Camera Opr
  Production Specialist             Non-Exempt   25   23
                 Program Services Coordinator                      Exempt     27   28
                 Program Services Coordinator-Migrant Ed         Non-Exempt   27   27
                 Programmer Analyst I                              Exempt     27   28
                 Programmer Analyst II                             Exempt     28   30
                 Programmer Analyst III                            Exempt     30   33
                 Project Control Specialist                      Non-Exempt   24   21
               **Project Coordinator                               Exempt     27   27
                 Project Development Specialist                    Exempt     28   29
                 Property & Energy Officer                       Non-Exempt   26   26
                 Purchasing Technician                           Non-Exempt   25   24
                 Records Specialist                              Non-Exempt   23   19
                 Registered Schl Nurse S (2- or 4-yr degree)       Exempt     29   31
                 Registrar                                       Non-Exempt   25   24
                 Research Associate                                Exempt     27   28
                 Roofer                                          Non-Exempt   25   23
                 School Health Medical Technician                Non-Exempt   24   22
                 School Volunteer Program                        Non-Exempt   24   21
                 Secretary                                       Non-Exempt   24   21
                 Senior Accounting Clerk                         Non-Exempt   23   19
                 Senior Bindery Worker                           Non-Exempt   24   21
                 Senior Clerical Assistant                       Non-Exempt   24   21
                 Senior Compositor                               Non-Exempt   26   25
                 Senior Press Operator                           Non-Exempt   25   23
                 Senior Stores Clerk                             Non-Exempt   24   21
                 Shop Mechanic/Welder                            Non-Exempt   26   26
                 Sign Language Facilitator                       Non-Exempt   25   23
                 Sign Language Interpreter                         Exempt     27   27
                  (Apprentice Level)
                 Sign Language Interpreter                        Exempt      28   29
                  (Provision Level)
                 Sign Language Interpreter                        Exempt      29   31
                  [Proficient Level (AA)]
                 Sign Language Interpreter                        Exempt      30   33
                  [Proficient Level (BA)]
                 Small Engine Mechanic                           Non-Exempt   25   23
                 Social Service Worker                           Non-Exempt   25   23
                 SREF Inspector                                  Non-Exempt   27   28
                 Stationary Engineer
                 Stores Clerk                                    Non-Exempt   23   19
                 Student Assignment Specialist                   Non-Exempt   25   23
                 Student Service Specialist                      Non-Exempt   23   20
                 Supply Liaison                                    Exempt     26   25
                 System Support Specialist                       Non-Exempt   25   23
                 System Support Technician                       Non-Exempt   27   28
                 Teaching Assistant                              Non-Exempt   24   22
                 Tech Media Spec
                 Testing Specialist                              Non-Exempt   25   23
                 Trades Apprentice
                 Trades Helper I
                 Trades Helper II                                Non-Exempt   23   19
                 Treatment Plant Opr
                 Tutor                                           Non-Exempt   23   20
                 Vehicle Service Specialist                      Non-Exempt   24   21
                 Warehouse Employee                              Non-Exempt   24   21
                 Warehouse Employee, Senior                      Non-Exempt   25   23
                 Word Processing Reception                       Non-Exempt   23   19
                 Word Processing Specialist                      Non-Exempt   26   25
                 Word Processing Specialist I                    Non-Exempt   27   28
                 Word Processing Specialist II

**Certain employees may not be members of the bargaining unit.
          Pay Grade   Pay Grade   Pay Grade   Pay Grade   Pay Grade   Pay Grade
 Step        20          21          22          23          24          25


Min. 00        6.83        7.78        8.88       10.11       11.53       13.14
  01           6.91        7.87        8.99       10.22       11.68       13.31
  02           6.98        7.96        9.09       10.37       11.81       13.47
  03           7.08        8.08        9.20       10.49       11.97       13.63
  04           7.15        8.16        9.32       10.62       12.10       13.79
  05           7.25        8.26        9.42       10.75       12.25       13.96
  06           7.33        8.37        9.54       10.87       12.39       14.12
  07           7.42        8.46        9.66       10.99       12.53       14.29
  08           7.50        8.56        9.76       11.13       12.68       14.45
  09           7.58        8.67        9.87       11.24       12.82       14.63
  10           7.69        8.76        9.98       11.38       12.97       14.78
  11           7.76        8.86       10.09       11.51       13.12       14.95
  12           7.85        8.94       10.20       11.63       13.26       15.10
  13           7.93        9.05       10.33       11.75       13.40       15.27
  14           8.03        9.15       10.42       11.87       13.56       15.44
  15           8.11        9.23       10.53       12.01       13.67       15.60
  16           8.18        9.34       10.64       12.13       13.82       15.78
  17           8.27        9.43       10.76       12.27       13.97       15.93
  18           8.37        9.53       10.87       12.39       14.10       16.09
  19           8.45        9.63       10.98       12.52       14.26       16.26
Mid. 20        8.53        9.73       11.10       12.64       14.40       16.42
  21           8.60        9.81       11.20       12.76       14.55       16.60
  22           8.70        9.92       11.31       12.90       14.69       16.74
  23           8.78       10.02       11.42       13.01       14.83       16.92
  24           8.87       10.11       11.54       13.15       14.99       17.07
  25           8.94       10.20       11.65       13.27       15.12       17.25
  26           9.04       10.32       11.75       13.40       15.26       17.41
  27           9.12       10.40       11.86       13.52       15.41       17.58
  28           9.20       10.50       11.98       13.65       15.56       17.74
  29           9.29       10.59       12.10       13.77       15.69       17.90
  30           9.38       10.70       12.19       13.92       15.85       18.06
  31           9.47       10.79       12.32       14.03       15.99       18.23
  32           9.56       10.89       12.42       14.15       16.12       18.39
  33           9.65       10.99       12.53       14.29       16.28       18.56
  34           9.73       11.10       12.64       14.40       16.42       18.71
  35           9.80       11.19       12.76       14.54       16.58       18.90
  36           9.89       11.29       12.86       14.66       16.71       19.05
  37           9.98       11.38       12.98       14.79       16.85       19.22
  38          10.07       11.49       13.08       14.91       17.00       19.37
  39          10.15       11.57       13.19       15.05       17.14       19.54
Max. 40       10.42       11.91       13.58       15.46       17.63       20.10
          Pay Grade   Pay Grade   Pay Grade   Pay Grade   Pay Grade   Pay Grade
 Step        26          27          28          29          30          31

Min. 00       14.98       17.07       19.48       22.19       25.31       28.84
  01          15.16       17.29       19.71       22.48       25.62       29.21
  02          15.35       17.50       19.95       22.76       25.93       29.57
  03          15.55       17.72       20.19       23.03       26.24       29.92
  04          15.71       17.93       20.45       23.30       26.56       30.29
  05          15.92       18.15       20.68       23.58       26.88       30.65
  06          16.09       18.35       20.92       23.85       27.20       31.02
  07          16.29       18.59       21.16       24.14       27.52       31.36
  08          16.46       18.79       21.43       24.42       27.83       31.72
  09          16.67       19.00       21.66       24.71       28.14       32.09
  10          16.85       19.22       21.90       24.98       28.46       32.44
  11          17.04       19.43       22.15       25.25       28.78       32.82
  12          17.22       19.65       22.39       25.52       29.10       33.17
  13          17.42       19.85       22.62       25.79       29.42       33.53
  14          17.60       20.08       22.88       26.07       29.72       33.89
  15          17.80       20.28       23.11       26.36       30.04       34.25
  16          17.96       20.49       23.37       26.64       30.35       34.61
  17          18.18       20.70       23.61       26.91       30.68       34.97
  18          18.34       20.92       23.84       27.19       31.00       35.33
  19          18.54       21.13       24.10       27.47       31.32       35.69
Mid. 20       18.71       21.34       24.34       27.74       31.63       36.07
  21          18.91       21.56       24.57       28.02       31.94       36.42
  22          19.10       21.77       24.82       28.30       32.26       36.79
  23          19.28       21.99       25.05       28.59       32.57       37.14
  24          19.48       22.20       25.31       28.85       32.90       37.49
  25          19.66       22.41       25.56       29.13       33.21       37.85
  26          19.85       22.62       25.79       29.42       33.53       38.21
  27          20.03       22.85       26.04       29.69       33.85       38.58
  28          20.23       23.06       26.30       29.98       34.16       38.93
  29          20.42       23.27       26.52       30.24       34.48       39.28
  30          20.59       23.49       26.77       30.52       34.80       39.66
  31          20.77       23.70       27.00       30.79       35.11       40.02
  32          20.97       23.92       27.25       31.07       35.42       40.39
  33          21.15       24.12       27.50       31.35       35.75       40.75
  34          21.34       24.34       27.74       31.63       36.07       41.10
  35          21.52       24.55       27.99       31.91       36.37       41.46
  36          21.73       24.76       28.24       32.19       36.68       41.83
  37          21.90       24.98       28.46       32.45       37.00       42.19
  38          22.10       25.19       28.71       32.73       37.32       42.53
  39          22.27       25.40       28.96       33.02       37.63       42.89
Max. 40       22.93       26.13       29.77       33.97       38.71       44.13
           Pay Grade   Pay Grade   Pay Grade   Pay Grade
Step           32          33          34          35

 Min. 00       32.88       37.48       42.73       48.70
   01          33.29       37.95       43.26       49.32
   02          33.70       38.43       43.80       49.92
   03          34.11       38.89       44.33       50.53
   04          34.52       39.36       44.85       51.16
   05          34.93       39.82       45.41       51.76
   06          35.34       40.31       45.93       52.36
   07          35.76       40.76       46.47       52.97
   08          36.16       41.23       47.00       53.58
   09          36.57       41.70       47.53       54.18
   10          36.98       42.17       48.07       54.80
   11          37.40       42.64       48.60       55.41
   12          37.80       43.10       49.14       56.01
   13          38.21       43.58       49.68       56.64
   14          38.62       44.05       50.20       57.23
   15          39.04       44.50       50.75       57.84
   16          39.45       44.99       51.26       58.45
   17          39.86       45.45       51.81       59.06
   18          40.27       45.92       52.35       59.66
   19          40.69       46.37       52.87       60.28
 Mid. 20       41.10       46.87       53.41       60.89
   21          41.50       47.33       53.94       61.48
   22          41.91       47.78       54.47       62.11
   23          42.34       48.26       55.02       62.71
   24          42.75       48.72       55.55       63.32
   25          43.16       49.20       56.08       63.93
   26          43.57       49.67       56.63       64.54
   27          43.98       50.14       57.14       65.15
   28          44.39       50.60       57.68       65.76
   29          44.80       51.08       58.21       66.36
   30          45.21       51.54       58.75       66.96
   31          45.62       52.00       59.30       67.59
   32          46.03       52.48       59.82       68.19
   33          46.44       52.95       60.35       68.80
   34          46.87       53.41       60.89       69.42
   35          47.27       53.88       61.41       70.02
   36          47.68       54.36       61.96       70.62
   37          48.09       54.82       62.50       71.23
   38          48.51       55.27       63.02       71.84
   39          48.91       55.76       63.56       72.44
 Max. 40       50.31       57.35       65.37       74.53
PROFESSIONAL/TECHNICAL PERSONNEL
    (Non-Bargaining Unit Members)



        SALARY SCHEDULE




            2010-2011
RAISES FOR 2010-2011:

 1.   All employees on steps 0-39 hired prior to January 1, 2010, shall receive a one-step
      increase. In addition, employees on steps 0-39 will receive a one-time lump sum
      supplement of $434.

 2.   Once employees reach the top of the salary schedule (step 40), they will remain on the
      current top cell.

 3.   The salary of employees who are on or above the salary range (step 40) will receive a one-
      time lump sum supplement of $434.

 4.   Professional/Technical employees must be employed on or before February 15, 2011, in
      order to receive retroactive pay.

 5.   Payroll adjustments shall be made on the March 15, 2011, payroll. Retroactive pay shall be
      made after current pay adjustments and shall be available no later than 45 days after current
      salaries have been adjusted and are included in a payroll distribution. Employees on leave
      must return to active status to be eligible for retroactive adjustments.

 6.   Placement on the salary schedule shall be in accordance with footnotes to the salary
      schedule, effective July 1, 2010.

 7.   It is the intent of the School Board of Alachua County to continue to implement this salary
      schedule annually.
Footnotes to 2010-2011 Professional/Technical Personnel Salary Schedule:

DESCRIPTION:

 1.   The schedule represents the hourly rate for a professional/technical personnel employee
      (non-bargaining unit member).

 2.   Non-exempt employees in pay grades 20-35 may be eligible for overtime. Overtime will be
      paid in accordance with the Fair Labor Standards Act. Overtime must be approved by the
      employee's supervisor prior to the employee working. When eligible employees work more
      than 40 hours in one work week, pay will be computed as follows:

      a.    Work on unpaid (U) day(s) will be paid at time and one half (1 1/2) hourly rate.

      b.    Work on Saturdays and/or Sundays after 40 hours will be paid at time and one half
            (1 1/2) hourly rate.

      c.    Work on paid (P) holiday(s) will be paid regular hourly wage plus time and one half
            (1 1/2) hourly rate. (This is equivalent to premium pay at 2.5 times hourly rate.)

      d.    Work on scheduled vacation (V) day(s) will be regular pay and the vacation day(s) will
            be rescheduled for the following work day.

 3.   Exempt Professional/Technical employees who are authorized in advance to work a specified
      number of additional hours shall be compensated at time and one half (1 1/2) hourly rate for
      approved hours.

 4.   The Professional/Technical Salary Schedule does not represent years of service. Salary
      increases are not automatic.

 5.   Salary amounts for persons employed less than full-time may be adjusted to reflect hours
      rounded to two (2) decimal places as shown on Position Control.

 6.   No employee will receive a salary reduction solely because of adjustments in the salary
      schedules.


PLACEMENT:

 7.    New Hires: Initial placement for new hires shall be as follows: New employees shall be
       hired at 80% of midpoint (Step 00) plus a year of experience credit for every two years of
       verified work experience in the field in which they will be employed, not to exceed 90% of the
       midpoint. No employee shall be hired over 90% of the midpoint unless approved by the
       Superintendent or designee.

 8.    Promotions/Reclassifications/Assignments to a Lower Salary Grade/Return from Retirement:

       a.   Within Salary Grade Promotion: When a promotion or position upgrade is within the
            same salary grade as their previous position, the employee shall receive a 4% increase.

       b.   Higher Salary Grade Promotion or Position Upgrade: When a promotion or position
            upgrade is in a higher salary range, the employee shall receive an 8% increase or
            placement at the minimum salary, whichever is greater.
       c.   Lateral Moves: When a lateral move occurs within the same salary grade, the
            employee’s salary shall remain the same.

       d.   Involuntary Assignment/Demotion to a Lower Salary Grade: When an employee is
            involuntarily moved to a lower salary grade, the employee shall be placed at the current
            salary on the new range. If the current salary is above the maximum, continue the
            salary until the new fiscal year and place at maximum for that range.

       e.   Voluntary Assignment to a Lower Salary Grade: When an employee voluntarily
            accepts a position at a lower salary grade, the employee shall be placed on the same
            percentage of midpoint on the new salary grade.

       f.   Return from Retirement: When an employee is rehired within thirteen (13) months of
            retirement to the same position previously held, he shall be placed on the same pay
            grade and step as of the date of retirement, not to exceed step 40.


ADJUSTMENT:

 9.   An employee administratively assigned, for the convenience of the Board, to a position in a
      different salary grade subsequent to July 1 will remain at his previously held salary grade for
      the remainder of the contract year and shall be placed on the appropriate salary grade on the
      following July 1 at the step closest to but not less than his current salary. For other than the
      convenience of the Board, on July 1 of the following year, the employee will be placed on the
      step closest to but not more than his current salary in the appropriate salary grade.

10.   To be competitive, or when the applicant's training, experience, or other qualifications are
      substantially above those required for entry level into the position, or when there are no
      qualified applicants available who are willing to accept the entry rate, starting salaries above
      the entry rate shall be determined by the Superintendent or designee and the administrator,
      supervisor, or principal of the department or school to which the new employee is assigned.
      With the approval of the Superintendent, adjustments may be made in salaries to reflect
      additional responsibilities, maintain internal equity, and/or external competitiveness.

11.   It is the intent of the Board that all employees' payroll check stubs reflect accurate information.
      Should an employee receive an overpayment or underpayment, the Board will notify the
      employee in writing of such overpayment or underpayment upon discovery. Should an
      employee discover an overpayment or underpayment, the employee will notify the Board in
      writing. The Board shall respond to such notice within five (5) work days.

      In all instances of overpayment, the Board will work with the employee to develop a
      reasonable schedule of repayment. Underpayments will be reimbursed to the employee no
      later than the next regular paycheck.

12.   Denial of salary increase is not a routine measure. Such action must be supported by
      appropriate, written documentation. An employee denied salary increase may apply for
      reevaluation at midyear the next year. An acceptable rating at midyear may warrant
      restoration of the salary increase at midyear. Any employee under consideration for a salary
      holdback will be notified in writing no later than March 15. Written notice of final determination
      of salary holdback will be provided to the employee no later than May 15.
13.   A Classification Committee will meet at least annually or as needed to review and ratify new
      position assignments and existing position reassignments (e.g., new jobs, jobs with changing
      duties and responsibilities, and jobs believed to be inappropriately classified). The
      Classification Committee shall be appointed by the Superintendent.


BENEFITS:

14.   For purposes of terminal pay for accrued sick leave and accrued vacation leave paid at
      retirement, or upon death of the employee, the daily rate of pay until June 30, 1994, will be
      computed by dividing the total salary by the number of days the employee must be on the job
      to earn the annual salary for the year. (This is interpreted as 180 days for 10-month
      personnel and as 210 days for 12-month personnel.)

      Payouts for leave accrued between July 1, 1994, and February 1, 1996, shall be calculated in
      the same manner, except that the percentage of daily rate shall be equal to that of a retiring
      teacher on a standard 10-month contract during that period. (This is interpreted as the
      percentage which applies to 10-month teachers or 196 days divided by 180.)

      Rates for payouts for leave accrued after February 1, 1996, shall be determined by using the
      actual hourly rate earned by the employee at the time of retirement. However, for purposes of
      computing the amount of terminal pay for accumulated sick leave, sick leave accrued after
      June 30, 2004, shall be compensated at no more than the daily rate of pay applicable at the
      time the sick leave was earned.

      Use of accrued leave shall be on a “last-in, first-out” basis for leave accrued prior to June 30,
      2004. Use of leave accrued after June 30, 2004, shall be on a “first-in, first-out” basis.

15.   Terminal pay for accrued vacation leave may not exceed a maximum of 60 days of actual
      payment for leave accrued after July 1, 2001.

      Effective July 1, 2005, the above rule applies for a DROP employee also. This means that
      vacation accrued after he/she joined DROP will be limited to the 60 days of actual payment
      when he/she terminates from DROP.

16.   Twelve-month personnel shall earn two (2) days vacation per month. No employee shall carry
      forward more than 700 hours beyond December 31 of each year. Up to ten days may be
      scheduled for the convenience of the Board.

17.   Employees paid on the regular Professional/Technical Personnel Salary Schedule will receive
      six (6) paid holidays. This shall not be interpreted as applying to persons paid under an
      alternate salary schedule.

18.   Employees will receive salary in semimonthly installments.

19.   All Professional/Technical employees must utilize direct deposit of regular payroll checks.

20.   Personal Leave Buy-Back: Any employee who:

       a.      uses no more than seven (7) days combined sick leave/personal leave in a year, of
               which no more than three (3) days may be personal leave, in one (1) year may elect
               to be compensated for up to two (2) personal leave days at 80 percent of the
               employee's daily rate of pay; or
       b.      uses no more than five (5) days combined sick leave/personal leave in a year, of
               which no more than two (2) days may be personal leave, in one school year may
               elect to be compensated for up to four (4) personal leave days at 80% of the
               employee’s daily rate of pay.

       Such compensated-for days will be deducted from the employee's sick leave accrual. The
       Board will buy a maximum of four (4) days each year. To qualify, an employee must submit
       such request in writing no later than May 1. Contribution to the Sick Leave Bank will not be
       included for purposes of this section.

21.    A district employee may authorize transfer to his spouse, child, parent, or sibling who is also
       a district employee, of accrued sick leave, providing that the transfer relates to an illness or
       injury of the person to whom the leave is transferred. The person receiving the transfer may
       not use the donated sick leave until he has exhausted all of this accrued leave. Donations
       may be in amounts of five (5) or more days, or the remainder of the employee’s sick leave
       balance if less than five (5) days, and shall not be covered by terminal leave payouts.


FOOD AND NUTRITION SERVICES:

22.   Food and Nutrition Services:

      a.    The Food and Nutrition Services Manager levels are based on school types as shown
            below:
                  Level I           Elementary             Salary Grade 26

                   Level II            Middle                  Salary Grade 27

                   Level III           High                    Salary Grade 27
                                       Production Center

      Note: Exception to the above classifications designation may be based on unique situations
      and as per direction of the Food and Nutrition Services Director.

      b.    Food and Nutrition Services Managers may receive supplements as indicated below:

            (1)    Provide $600 for Level I Schools serving “Total Daily Meal Equivalents” as listed on
                   District Annual Participation Report at a level of 500 (host site only) or higher total
                   meals. Any Manager not currently earning the supplement but who reaches the
                   required level (# of meals) based on the Y-T-D August-February participation report
                   will be paid the supplement retroactive to the beginning of the year. Any manager
                   who is currently earning the supplement but who has dropped below the required
                   level (# of meals served) will receive the supplement for the remainder of that
                   school year (if the level is not increased to the required level as shown in the
                   annual report, the supplement will be dropped for the following year).
            (2)    Provide $700 for Level II Schools serving “Total Daily Meal Equivalents” as listed
                   on District Annual Participation Report at a level of 600 (host site only) or more
                   total meals. Any Manager not currently earning the supplement but who reaches
                   the required level (# of meals) based on the Y-T-D August-February participation
                   report will be paid the supplement retroactive to the beginning of the year. Any
                   manager who is currently earning the supplement but who has dropped below the
                   required level (# of meals served) will receive the supplement for the remainder of
                   that school year (if the level is not increased to the required level as shown in the
                   annual report, the supplement will be dropped for the following year).
      (3)   Provide $900 for Level III Schools serving “Total Daily Meal Equivalents” as listed
            on District Annual Participation Report at a level of 700 (host site only) or more
            total meals. Any Manager not currently earning the supplement but who reaches
            the required level (# of meals) based on the Y-T-D August-February participation
            report will be paid the supplement retroactive to the beginning of the year. Any
            manager who is currently earning the supplement but who has dropped below the
            required level (# of meals served) will receive the supplement for the remainder of
            that school year (if the level is not increased to the required level as shown in the
            annual report, the supplement will be dropped for the following year).
      (4)   Food and Nutrition Services Managers may be awarded $300-$5,000 for satellite
            type or multiple programs. The specific dollar amount will be based on the
            number of meal equivalents served and type of program(s) as determined by the
            Director of Food and Nutrition Services.

c.    Food and Nutrition Services Managers, Assistant Food and Nutrition Services
      Managers, Food and Nutrition Services Interns may receive supplements as indicated
      below:
      (1) For SNA certification as follows: Professional/Technical employees who are
          certified at any time during the current school year under the SNA Certification
          Program will be paid an annual lump sum supplement of $200 at the close of the
          regular school year. This salary supplement will be prorated on an equitable basis
          to the period of certification. To be eligible for the supplement, the employee must
          be an active full-time food and nutrition services employee at the time the
          supplement is awarded.
      (2) Assistant Managers who are assigned additional responsibilities as designated by
          the Food and Nutrition Services Director, i.e., multiple sites may be awarded a
          $300-$1,000 supplement. The specific dollar amount will be based on the
          complexity of additional responsibilities.
      (3) Managers assigned to mentor and train another manager will be paid a supplement
          of $986 per year.
      (4) Managers chosen to be a Training Manager for Manager Interns will be paid a
          supplement not to exceed $850 per school year as designated by the Food and
          Nutrition Director.

d.    Managers assigned to work the summer food and nutrition services program will
      receive the manager hourly rate of pay, based on the preceding school year. All Food
      and Nutrition Services Professional/Technical staff for a non-designated manager
      position who voluntarily accept and are selected to work the summer food and nutrition
      services program will be placed in a Food and Nutrition Services Assistant II position
      according to the Salary Schedule, reference Placement item 8e.

e.    Upon an employee's satisfactory completion of the Manager Intern Program, if no
      manager position is available, the employee will be placed on salary grade 25 as a
      Food and Nutrition Services Manager Intern II. A Manager Intern II may be placed back
      as a Food and Nutrition Services Assistant II at salary grade 22. A Manager Intern I not
      completing the Intern Program, not making satisfactory progress as deemed by the
      Food and Nutrition Services Director, or completing the program with an unsatisfactory
      performance evaluation shall be placed at salary grade 22 as a Food and Nutrition
      Services Assistant II.

 f.   A professional uniform dress allowance of $186.40 per school year will be paid to
      school Food and Nutrition Services personnel. This allowance will be divided into two
      (2) payments of $93.20. This is a maintenance allowance only. Repeated failure to
             wear the prescribed dress is grounds for forfeit of said allowance. Certain items of
             uniform dress may be provided by the Board as prescribed in the current Uniform
             Guidelines.

             If a Food and Nutrition Services employee has not been employed for the full five-
             month period, covered by a single payment, a prorated allowance will be paid. The
             employee must have been an active full-time food and nutrition services worker for a
             minimum of three (3) work weeks to be eligible for all or part of this allowance.

      g.     If Food and Nutrition Services Professional/Technical staff are required to attend
             inservice managers' meetings or emergency situations that exceed the normal working
             hours, the Food and Nutrition Services Director may authorize compensation for
             additional hours worked. All overtime pay must be PRE-APPROVED by the Food and
             Nutrition Services Director or designee.

      h.     Security Deposit Stipend: A Food and Nutrition Services Manager or designee may be
             paid a stipend of $10/trip to serve as courier to take the completed deposit to the
             approved depository. The manager may not make deposits unless approved by the
             Food and Nutrition Services Director. A monthly stipend form will be submitted to the
             Food and Nutrition Services Department for payment.


OTHER:

23.   Systems Programmer: After an employee works as a Systems Programmer I for three (3)
      years, he/she will be eligible to be considered for a promotion to a Systems Programmer II.
      After an employee works as a Systems Programmer II for three (3) years, he/she will be
      eligible to be considered for a promotion to a Systems Programmer III.

24.   In the event a professional/technical employee substitutes for an absent teacher, the
      professional/technical employee shall be paid a $25 per day supplement (the amount may be
      prorated if less than a day) in addition to their regular salary. Professional/technical
      employees shall receive their supplements for substituting in two (2) payments, the first pay
      period in December and the second pay period in June.


TRAINING/EDUCATION COMPENSATION:

25.   Upon completion of five (5) Automotive Service Excellence (ASE) training certificates, lead
      mechanics will receive a four-step increase. Upon completion of ten (10) ASE certificates,
      lead mechanics will receive an additional four-step increase.

26.   Upon successful completion of certification as a school bus inspector, lead mechanics will
      receive a four-step increase. No more than one (1) salary increase will be granted for such
      certification.

27.   Upon successful completion of certification as a school bus inspector trainer, lead mechanics
      will receive a two-step increase. No more than one (1) salary increase will be granted for
      such certification.

Employees who receive step increases for certifications are required to keep certification current.
Failure to do so will negate the increase and the employee will be placed on the appropriate step the
following July 1.
                PROFESSIONAL/TECHNICAL PERSONNEL JOB TITLES/SALARY GRADES INDEX
                                      OVERTIME ELIGIBILITY

                         JOB TITLE                              STATUS        SALARY GRADE         POINT TOTAL
   Accountant, Senior                                           Exempt               29                32
   Analyst -- Instructional Technology Systems Support          Exempt               30                33
   Analyst -- Network Systems                                   Exempt               31                35
   Architect, Staff                                             Exempt               30                34
** Assistant -- Executive                                     Non-Exempt             27                28
   Assistant -- Legal                                           Exempt               28                30
** Bookkeeper                                                 Non-Exempt             26                25
   Buyer, Senior                                                Exempt               28                29
   Coordinator -- Benefits                                      Exempt               27                27
   Coordinator -- Environmental/Safety, Facilities              Exempt               29                31
   Coordinator -- Homeless Education                            Exempt               29
   Coordinator -- Maintenance Parts                           Non-Exempt             27                27
** Coordinator -- Project, Maintenance                          Exempt               27                27
   Coordinator -- Route                                         Exempt               27                27
   Coordinator -- Routing System                              Non-Exempt             27                27
   Coordinator -- Technical Support                             Exempt               28                29
   Coordinator -- Transportation Parts                        Non-Exempt             27                27
   Dispatcher -- Transportation                               Non-Exempt             24                21
   Foreman -- Maintenance                                       Exempt               29                31
   Manager -- Employee Relations                                Exempt               29
   Manager -- Data Communications                               Exempt               30                34
   Manager -- Graphic Production                              Non-Exempt             27                27
   Manager -- Human Resources Data                            Non-Exempt             27                27
   Manager -- Payroll                                           Exempt               29                32
   Manager -- Personnel Services                                Exempt               29
   Manager -- Production                                      Non-Exempt             27                27
   Manager -- Research and Evaluation                           Exempt               28
   Manager -- Telecommunications                                Exempt               29
   Manager -- Transportation Maintenance                      Non-Exempt             27                28
   Manager I -- Food and Nutrition Services                     Exempt               26                25
   Manager II -- Food and Nutrition Services                    Exempt               27                27
   Manager III -- Food and Nutrition Services                   Exempt               27                28
   Manager, Assistant -- Food and Nutrition Services          Non-Exempt             25                24
   Manager, Assistant -- Payroll                              Non-Exempt             27                28
   Manager Intern I -- Food and Nutrition Services            Non-Exempt             24                21
   Manager Intern II -- Food and Nutrition Services           Non-Exempt             25                23
   Mechanic, Lead                                             Non-Exempt             27                28
   Programmer I -- Systems                                      Exempt               29                31
   Programmer II -- Systems                                     Exempt               30                33
   Programmer III -- Systems                                    Exempt               31                35
** Secretary -- Administrative                                Non-Exempt             26                26
   Secretary to the Superintendent                            Non-Exempt             29                31
   Specialists, Field Trip, Transportation                    Non-Exempt             26                25
   Specialist -- Field Trip                                   Non-Exempt             26                25
   Specialist -- Financial                                    Non-Exempt             26                25
   Specialist -- Food and Nutrition Services                  Non-Exempt             28                29
   Specialist -- Personnel                                      Exempt               28                29
   Specialist -- Preschool                                      Exempt               29
   Specialist -- Program Services                             Non-Exempt             28                29
   Specialist -- Warehouse                                    Non-Exempt             25                24
   Trainer -- Driver                                          Non-Exempt             27                28

**Certain employees may be members of a bargaining unit.
NOTE: Substitutes, temporary employees, and student trainees will be paid on the alternate schedule.
          Pay Grade   Pay Grade   Pay Grade   Pay Grade   Pay Grade   Pay Grade
 Step        20          21          22          23          24          25


Min. 00        6.83        7.78        8.88       10.11       11.53       13.14
  01           6.91        7.87        8.99       10.22       11.68       13.31
  02           6.98        7.96        9.09       10.37       11.81       13.47
  03           7.08        8.08        9.20       10.49       11.97       13.63
  04           7.15        8.16        9.32       10.62       12.10       13.79
  05           7.25        8.26        9.42       10.75       12.25       13.96
  06           7.33        8.37        9.54       10.87       12.39       14.12
  07           7.42        8.46        9.66       10.99       12.53       14.29
  08           7.50        8.56        9.76       11.13       12.68       14.45
  09           7.58        8.67        9.87       11.24       12.82       14.63
  10           7.69        8.76        9.98       11.38       12.97       14.78
  11           7.76        8.86       10.09       11.51       13.12       14.95
  12           7.85        8.94       10.20       11.63       13.26       15.10
  13           7.93        9.05       10.33       11.75       13.40       15.27
  14           8.03        9.15       10.42       11.87       13.56       15.44
  15           8.11        9.23       10.53       12.01       13.67       15.60
  16           8.18        9.34       10.64       12.13       13.82       15.78
  17           8.27        9.43       10.76       12.27       13.97       15.93
  18           8.37        9.53       10.87       12.39       14.10       16.09
  19           8.45        9.63       10.98       12.52       14.26       16.26
Mid. 20        8.53        9.73       11.10       12.64       14.40       16.42
  21           8.60        9.81       11.20       12.76       14.55       16.60
  22           8.70        9.92       11.31       12.90       14.69       16.74
  23           8.78       10.02       11.42       13.01       14.83       16.92
  24           8.87       10.11       11.54       13.15       14.99       17.07
  25           8.94       10.20       11.65       13.27       15.12       17.25
  26           9.04       10.32       11.75       13.40       15.26       17.41
  27           9.12       10.40       11.86       13.52       15.41       17.58
  28           9.20       10.50       11.98       13.65       15.56       17.74
  29           9.29       10.59       12.10       13.77       15.69       17.90
  30           9.38       10.70       12.19       13.92       15.85       18.06
  31           9.47       10.79       12.32       14.03       15.99       18.23
  32           9.56       10.89       12.42       14.15       16.12       18.39
  33           9.65       10.99       12.53       14.29       16.28       18.56
  34           9.73       11.10       12.64       14.40       16.42       18.71
  35           9.80       11.19       12.76       14.54       16.58       18.90
  36           9.89       11.29       12.86       14.66       16.71       19.05
  37           9.98       11.38       12.98       14.79       16.85       19.22
  38          10.07       11.49       13.08       14.91       17.00       19.37
  39          10.15       11.57       13.19       15.05       17.14       19.54
Max. 40       10.42       11.91       13.58       15.46       17.63       20.10
          Pay Grade   Pay Grade   Pay Grade   Pay Grade   Pay Grade   Pay Grade
 Step        26          27          28          29          30          31

Min. 00       14.98       17.07       19.48       22.19       25.31       28.84
  01          15.16       17.29       19.71       22.48       25.62       29.21
  02          15.35       17.50       19.95       22.76       25.93       29.57
  03          15.55       17.72       20.19       23.03       26.24       29.92
  04          15.71       17.93       20.45       23.30       26.56       30.29
  05          15.92       18.15       20.68       23.58       26.88       30.65
  06          16.09       18.35       20.92       23.85       27.20       31.02
  07          16.29       18.59       21.16       24.14       27.52       31.36
  08          16.46       18.79       21.43       24.42       27.83       31.72
  09          16.67       19.00       21.66       24.71       28.14       32.09
  10          16.85       19.22       21.90       24.98       28.46       32.44
  11          17.04       19.43       22.15       25.25       28.78       32.82
  12          17.22       19.65       22.39       25.52       29.10       33.17
  13          17.42       19.85       22.62       25.79       29.42       33.53
  14          17.60       20.08       22.88       26.07       29.72       33.89
  15          17.80       20.28       23.11       26.36       30.04       34.25
  16          17.96       20.49       23.37       26.64       30.35       34.61
  17          18.18       20.70       23.61       26.91       30.68       34.97
  18          18.34       20.92       23.84       27.19       31.00       35.33
  19          18.54       21.13       24.10       27.47       31.32       35.69
Mid. 20       18.71       21.34       24.34       27.74       31.63       36.07
  21          18.91       21.56       24.57       28.02       31.94       36.42
  22          19.10       21.77       24.82       28.30       32.26       36.79
  23          19.28       21.99       25.05       28.59       32.57       37.14
  24          19.48       22.20       25.31       28.85       32.90       37.49
  25          19.66       22.41       25.56       29.13       33.21       37.85
  26          19.85       22.62       25.79       29.42       33.53       38.21
  27          20.03       22.85       26.04       29.69       33.85       38.58
  28          20.23       23.06       26.30       29.98       34.16       38.93
  29          20.42       23.27       26.52       30.24       34.48       39.28
  30          20.59       23.49       26.77       30.52       34.80       39.66
  31          20.77       23.70       27.00       30.79       35.11       40.02
  32          20.97       23.92       27.25       31.07       35.42       40.39
  33          21.15       24.12       27.50       31.35       35.75       40.75
  34          21.34       24.34       27.74       31.63       36.07       41.10
  35          21.52       24.55       27.99       31.91       36.37       41.46
  36          21.73       24.76       28.24       32.19       36.68       41.83
  37          21.90       24.98       28.46       32.45       37.00       42.19
  38          22.10       25.19       28.71       32.73       37.32       42.53
  39          22.27       25.40       28.96       33.02       37.63       42.89
Max. 40       22.93       26.13       29.77       33.97       38.71       44.13
           Pay Grade   Pay Grade   Pay Grade   Pay Grade
Step           32          33          34          35

 Min. 00       32.88       37.48       42.73       48.70
   01          33.29       37.95       43.26       49.32
   02          33.70       38.43       43.80       49.92
   03          34.11       38.89       44.33       50.53
   04          34.52       39.36       44.85       51.16
   05          34.93       39.82       45.41       51.76
   06          35.34       40.31       45.93       52.36
   07          35.76       40.76       46.47       52.97
   08          36.16       41.23       47.00       53.58
   09          36.57       41.70       47.53       54.18
   10          36.98       42.17       48.07       54.80
   11          37.40       42.64       48.60       55.41
   12          37.80       43.10       49.14       56.01
   13          38.21       43.58       49.68       56.64
   14          38.62       44.05       50.20       57.23
   15          39.04       44.50       50.75       57.84
   16          39.45       44.99       51.26       58.45
   17          39.86       45.45       51.81       59.06
   18          40.27       45.92       52.35       59.66
   19          40.69       46.37       52.87       60.28
 Mid. 20       41.10       46.87       53.41       60.89
   21          41.50       47.33       53.94       61.48
   22          41.91       47.78       54.47       62.11
   23          42.34       48.26       55.02       62.71
   24          42.75       48.72       55.55       63.32
   25          43.16       49.20       56.08       63.93
   26          43.57       49.67       56.63       64.54
   27          43.98       50.14       57.14       65.15
   28          44.39       50.60       57.68       65.76
   29          44.80       51.08       58.21       66.36
   30          45.21       51.54       58.75       66.96
   31          45.62       52.00       59.30       67.59
   32          46.03       52.48       59.82       68.19
   33          46.44       52.95       60.35       68.80
   34          46.87       53.41       60.89       69.42
   35          47.27       53.88       61.41       70.02
   36          47.68       54.36       61.96       70.62
   37          48.09       54.82       62.50       71.23
   38          48.51       55.27       63.02       71.84
   39          48.91       55.76       63.56       72.44
 Max. 40       50.31       57.35       65.37       74.53
OTHER COMPENSATION
1.   OVERTIME PROVISION

     Overtime will be paid in accordance with the Fair Labor Standards Act. Overtime must be approved by
     the employee's supervisor prior to the employee working overtime. When eligible employees work
     more than 40 hours in one work week, pay will be computed as follows:

     a.    Work on unpaid (U) day(s) will be paid at time and one half (1 1/2) hourly rate.
     b.    Work on Saturdays and/or Sundays after 40 hours will be paid at time and one half
           (1 1/2) hourly rate.
     c.    Work on paid (P) holiday(s) will be paid regular hourly wage plus time and one half
           (1 1/2) hourly rate. (This is equivalent to premium pay at 2.5 times hourly rate.)
     d.    Work on scheduled vacation (V) day(s) will be regular pay and the vacation day(s) will be
           rescheduled for the following work day.

2.   Exempt Education Support Professionals and Professional/Technical employees who are authorized
     in advance to work a specified number of additional hours shall be compensated at time and one half
     (1 1/2) hourly rate for approved hours.

3.   Eligible employees may be paid $10.00 per hour to attend workshop activities participated in during
     hours not included in their normal work day.

4.   HOURLY RATES FOR NON-CONTRACTED ADULT EDUCATION TEACHERS (Expires June 9, 2011)

     Non-contracted adult education teachers will be paid $75.00 per class session.

4a. HOURLY RATES FOR OPS TEACHERS

     OPS teachers will be paid $25.00 per hour.

5.   RATES OF PAY FOR EXTRA DUTIES AT ATHLETIC EVENTS

     Regular ticket takers, ticket sellers, and gate keepers will be paid $25.00 to $35.00 per activity,
     depending upon responsibility and the particular event. The principal will determine which rate of
     pay is appropriate. Rates for post-season activities are at the discretion of the principal.

     Scorekeepers and timers will be paid $10.00 to $20.00 per activity. Rates for post-season activities
     are at the discretion of the principal.

6.   COMMUNITY EDUCATION RATES: Community Education rates are shown below:

     a.    The rate of pay for Community Education building supervisors and/or program managers paid
           on an hourly basis will be $7.21 per hour.

     b.    The rate of pay for teachers of Community Education recreational and student interest
           courses will be $7.21 per hour.

     c.    The rate of pay for other teachers in the Community Education program will be
           $10.00 per hour.

     d.    The rate of pay for teaching the Life Long Learning Program will be $15.00 per hour.

     e.    Employment in the Extended Day Enrichment Program (EDEP) is contingent upon student
           enrollment in the program and is solely supported by student fees. Staff is appointed annually
           based upon the number of children enrolled in the program. EDEP positions are considered
           time-limited appointments and are not construed to have an expectation of employment from
           year-to-year. Benefits and seniority may not be attached to the EDEP positions.
            (1)    EDEP on-site coordinators will be paid following the salary schedule below.
                   Placement on the schedule will be based on verifiable experience. Non-
                   instructional Coordinators who are appointed for more than 20 hours are eligible for
                   sick leave, health insurance, paid holidays, and certain employees may be eligible
                   for membership in the bargaining unit. For the 2010-2011 school year, eligible
                   EDEP on-site coordinators will receive a one-time lump sum supplement of $434.

            (2)    EDEP Activity Leaders will be paid following the salary schedule below. Placement on
                   the schedule will be based on verifiable experience. Appointments are for less than 20
                   hours per week.

            (3)
                                   YEARS OF                                                 ACTIVITY
                     STEP         EXPERIENCE              COORDINATORS                      LEADERS
                       1              0-3                    $16.20                          $10.00
                       2              4-8                     18.72                           12.73
                       3              9+                      21.14                           14.94

            (4)    Teachers employed in the EDEP will be paid by stipend.

            (5)    EDEP aides and center aides will be paid in accordance with the aide career salary
                   schedule. Appointments are hourly, time limited, and less than 20 hours per week.

            *Placement will be determined according to the number of years of employment in the current EDEP position.

7.   NON-CONTRACTED SUBSTITUTE TEACHERS

     Rates of pay for non-contracted substitute teachers are as follows:

     •    Degreed:                                 $76.00 per seven (7) hour day, $10.85 per hour.
     •    Non-Degreed:                             $62.00 per seven (7) hour day, $8.85 per hour.
            (AA, High School Diploma, GED)
     •    Retired Alachua County Teachers:         $85.00 per seven (7) hour day, $12.14 per hour.

     a.     Substitutes who work more or less than the regular day may have their pay adjusted
            accordingly.

     b.     Permanent substitute teachers will be paid $10.85 per hour and assigned seven (7) hours per
            day.

     c. Long-term substitute teachers will be paid the same as a teacher who holds a bachelor's degree
        and has no prior teaching experience.

8.   SUBSTITUTE BUS DRIVERS

     Substitute bus drivers will be paid on pay grade 24, step 0, on the Education Support Professionals
     Salary Schedule.

9.   SUBSTITUTE AIDES/CUSTODIANS

     Substitute aides and custodians will be placed on pay grade 01AS, step 68, of the OPS Worker’s
     Salary Schedule ($7.25).
10.   SUBSTITUTE FOOD AND NUTRITION SERVICES

      Food and nutrition services substitutes will be placed on pay grade 01AS, step 68, of the OPS
      Worker's Salary Schedule ($7.25).

      Retired managers who are approved by the Food and Nutrition Services Director to work in the
      Manager or Assistant Manager capacity shall be paid $10.00 per hour to substitute in Food Service.

11.   SUMMER RATES FOR CAMP CRYSTAL PROGRAMS

      Counselors employed in the Camp Crystal program will be paid $100, $110, $120, $130, $140,
      $150, $160, $170, $180, $190, or $200 per week, based upon prior experience at Camp Crystal and
      qualifications as determined by the Camp Manager. Other employees include Health Coordinator,
      $150-250 per week. Counselors are provided room and board as a part of their wages.

      The manager of the food and nutrition services program at Camp Crystal will receive the same
      hourly rate of pay as the preceding school year.

12.   SPECIAL PROJECTS

      Salaries for personnel employed in specially funded projects will be included in the project plans
      when approved by the Board. Salaries approved in special projects will amend the adopted salary
      schedules. Notwithstanding job titles or funding sources, salaries will be comparable.

13.   CERTIFIED TEACHER AIDES PROGRAM

      Persons employed in the Certified Teacher Aides Program under the legislative established welfare-
      to-work program shall be paid in accordance with mandated rates contained in that legislation
      provided the system receives full or partial reimbursement for employment of such persons.

14.   MIGRANT EDUCATION/TUTORIAL TEACHERS

      The rate of pay for tutorial teachers in the Migrant Education program will be $10.00 per hour.

15.   BUS DRIVER AND BUS AIDE ATTENDANCE INCENTIVES

      Perfect Attendance:
      Bus drivers and bus aides who achieve perfect attendance for the year will be awarded a $100
      incentive bonus at the end of the school year. The award will increase by $50 for each consecutive
      year of perfect attendance to a maximum of $500.

      Bus drivers and bus aides who only miss one, two, or three days during the school year will be
      awarded incentive bonuses as follows:
            One day absent           $75.00
            Two days absent          $50.00
            Three days absent        $25.00

16.   ON-CALL EMPLOYEE SERVICES

      Compensation for service employees who are officially on-call during non-working hours and on
      holidays shall be paid in accordance with applicable Federal wage and hour regulations.

17.   SUPERINTENDENT’S SALARY

      The Superintendent’s salary shall be stated in the contractual agreement and any amendments
      thereto between the Board and the Superintendent.
18.    BOARD MEMBERS’ SALARIES

       The salaries of the School Board members shall be established annually by the School Board as
       prescribed by Section 1001.395, Florida Statutes.

19.    ALTERNATE SALARY SCHEDULE

       The student trainee and OPS workers' Salary Schedule is shown below: Payment for services under
       this schedule will not be eligible for retroactive pay adjustments made available as a result of
       collective bargaining agreements.

        Pay Grade 01AS      Hourly Rate      Pay Grade 01AS      Hourly Rate       Pay Grade 01AS     Hourly Rate
             Step                                   Step                                     Step
                1                 $1.20*             23               $5.07                   45           $10.14
                2                  1.44*             24                5.28                   46             8.14
                3                  1.68*             25                5.59                   47            11.43
                4                  1.92*             26                6.00                   48            14.30
                5                  2.40*             27                7.00                   49            16.50
                6                  2.50**           28                  7.50                  50            18.70
                7                  2.75**           29                  8.50                  51            12.10
                8                  3.00**            30               10.00                   52            13.20
                9                  3.25**           31                11.00                   53            10.50
               10                  3.35*            32                15.00                   54            37.50 (exp 6/9/11)
               11                  3.50**           33                 20.00                  55             7.21 (eff 1/1/09)***
               12                  3.59*             34                 7.16                  56            10.85
               13                  3.75**           35                13.00                   57             8.85
               14                  3.83*             36                 6.50                  58            12.14
               15                  4.00**           37                  8.00                  59            15.40
              16                   4.25             38                  9.29                  60            17.80
              17                   4.31             39                12.00                   61            20.10
              18                   4.50**           40                17.00                   62            14.20
              19                   4.55             41                  9.43                  63            16.20
              20                   4.75**           42                  7.43                  64            18.72
              21                   4.79             43                10.71                   65            21.14
              22                   5.00             44                  6.40 (eff 1/1/06)*** 66             12.73
                                                                                              67            14.94
                                                                                              68             7.25
                                                                                              69            25.00****


        Student trainees may be paid minimum wage or placed on the OPS schedule.
       *Student trainee program.
      **See #11, Summer Rates for Camp Crystal.
     ***Agency for Workforce Innovation (AWI) is to perform an annual calculation to establish a new minimum wage
(indexed to inflation) each year and to publish that information. AWI will perform this calculation on September 30, with the
new wage becoming effective the following January 1 of each year.
    ****OPS teachers for non-FTE generating instructional programs.

20.    21st CENTURY GRANT

       21st Century Grant Tutors, Instructor Is, and Instructor IIs will be paid according to the schedule
       below:

                                POSITION                                    HOURLY RATE
                                    Tutor                                      $10.50
                                 Instructor I                                   15.00
                                Instructor II                                   20.00
21.   2010-2011 SUPPLEMENT SCHEDULE


       ATHLETICS                           Amount     Hours
       Athletic Business Manager             $2,252      207
       Athletic Director                      2,886      265
       Athletic Faculty Sponsor                 705       65
       Baseball, Head                         1,970      181
       Assistant Baseball                       951       87
       Baseball, JV                           1,125      103
       Baseball, 9th Grade                      845       78
       Basketball, Head                       2,744      252
       Basketball, Assistant                  1,898      175
       Basketball, JV                         1,898      175
                     th
       Basketball, 9                          1,125      103
                     th
       Basketball, 9 Grade Girls              1,125      103
       Cross Country                          1,195      110
       Diving                                   951       87
       Football, Head
          Fall                                2,815      259
          Spring                                705       65
       Football, Offensive Coordinator
          Fall                                2,196      202
          Spring                                549       50
       Football, Defensive Coordinator
          Fall                                2,196      202
          Spring                                549       50
       Football, Assistant and 9th Grade
           Fall                               1,915      176
           Spring                               478       44
       Football, Head JV
           Fall                               2,196      202
           Spring                               549       50
       Golf                                   1,267      117
       Intramurals                              705       65
       Lacrosse, Head                         1,619      149
       Lacrosse, Assistant                      986       91
       Soccer                                 1,619      149
       Soccer, Assistant Varsity (HS)           986       91
       Soccer, JV                               986       91
       Softball                               1,970      181
       Assistant Softball                       951       87
       Softball, JV                           1,125      103
       Softball, 9th Grade Girls                845       78
       Swimming                               1,479      136
       Assistant Swimming                       951       87
       Tennis, Head                           1,479      136
       Tennis, JV                               845       78
       Track, Head                            1,970      181
       Track, Assistant or JV                 1,125      103
       Volleyball, Head                       1,619      149
       Assistant Volleyball                     951       87
       Volleyball, JV                           986       91
       Volleyball, 9th Grade Girls              845       78
       Weightlifting, Head                    1,619      149
       Weightlifting, Assistant                 986       91
       Wrestling, Head                        1,619      149
       Wrestling, Assistant                     986       91
       Middle School Sports                     935       86
       Special Olympics Coordinator             986       91
       Special Olympics (Lanier)                634       58
OTHER                                                                        Amount           Hours
ATAP Consulting Teacher                                                        $4,223            388
Art Teachers                                                                     $423             39
Band Auxiliary Units Sponsor                                                      634             58
Band (MS)                                                                       1,155            106
Band, Marching and Concert (HS)                                                 3,239            298
Band Director, Assistant                                                        2,394            220
Behavioral Resource Teacher                                                     1,970            181
Camp Crystal Overnight Trip (Teacher)                                             120             11
Camp Crystal More Than One Overnight Trip (Teacher)                               239             22
Cheerleader Sponsor, Varsity                                                    1,900            175
Cheerleader Sponsor, JV                                                         1,222            112
Chorus Sponsor (30 students, 4 activities) (MS/HS)                              1,125            103
Class Sponsor, Junior                                                             634             58
Class Sponsor, Senior                                                             634             58
Club Sponsor                                                                      563             52
Coordinator of Traffic Safety Center                                            2,112            194
Curriculum Resource Teacher, Elementary                                         2,112            194
           st
EDEP/21 Century Coordinator (2006-2007 only)                                    2,911            268
Behavioral Resource Specialist/Dean Middle School, Full-
Time                                                                              1,970            181
Behavioral Resource Specialist/Dean High School, Full-
Time                                                                              2,464            227
Department Head or Title 1 Lead Teacher:
  2-4 persons                                                                       634             58
  5-9 persons                                                                       986             91
  10+ persons                                                                     1,267            117
Department Chairperson, Assistant (10 or more teachers in
a department required)                                                              634             58
Drama Sponsor (3 productions, include 1 major)                                    1,619            149
Elementary/Middle Flexible Activity Supplement:
 Enrollment of:               0 - 300                                                300             28
 Enrollment of:             301 - 500                                                400             37
 Enrollment of:             500+                                                     500             46
Elementary Music (30 students, prorated based on 6
activities)                                                                       1,080             99
Forensics Sponsor (4 activities)                                                  1,125            103
Future Educators of America Sponsor (MS/HS)                                         705             65
Health, Safety, and Wellness Trainer                                              1,012             93
Industrial Arts (employed before 1975)                                              563             52
Newspaper Sponsor                                                                 1,125            103
Peer/Mentor Teacher                                                                 986             91
Pre-collegiate Coordinator                                                          705             65
Psychologist                                                                      2,112            194
Psychologist, Lead                                                                4,223            388
Safety Patrol Sponsor                                                               634             58
Science Fair Sponsor                                                                563             52
Sports Ability Games Coordinator                                                    352             32
Student Activities Director                                                       1,619            149
Teacher Specialist/Seminar Leader                                                 1,970            181
Vocational Student Organizations Sponsor                                          1,125            103
High School Land/Animal Lab                                                       2,311            212
School Site Technology Support                                                    1,743            160
Yearbook Sponsor (MS)                                                               634             58
Yearbook Advisor (HS)                                                             1,267            117

 Ten percent (10%) of the current supplement will be awarded to each teacher/coach for advancement to and participation in
 each level of competition that involves an additional week or portion thereof of continued coaching. Football is the only sport
 for which coaches receive an extra 10% compensation for district playoffs. Coaches of all sports will receive 10% for
 participation in regional quarter-finals (if any), 10% for participation in regional semi-finals, 10% for participation in state semi-
 finals (if any), and 10% for participation in state finals. Ten percent (10%) of the current supplement will be awarded to each
 teacher/sponsor/advisor for advancement and participation of his sponsored organization in each level of competition above
 the district level; i.e., regional, state, national, and international. (Note: This additional supplement applies ONLY to those
 teachers/coaches who are official coaches/coaching the sport to which the supplement is assigned. Additional note: This
 additional supplement is based solely on the supplement that is listed. If teacher/coach receives a bonus for longevity or for
 coaching multiple sports, the 10% does not apply to those extra amounts.)
NON-INSTRUCTIONAL                                             Amount       Hours
Substitute Caller:
 Enrollment of:         0 – 500                                  $946          87
 Enrollment of:       501 – 1000                                 1,012         93
 Enrollment of:     1001 – 1499                                  1,108        102
 Enrollment of:     1500 – 1999                                  1,240        114
 Enrollment of:      2000+                                       1,370        126
Collective Bargaining                                              959         88
Chief Negotiator                                                 6,931        637
Highly Qualified Designation                                       300         28
Hearing Officer                                                  1,155        106
Peer Principal                                                   1,074         99




Education Support Professionals and Professional/Technical employees may receive a true supplement for any
agreed-upon extra assigned duties during the employees’ normal work hours or for any agreed-upon degrees,
training, etc., possessed by the employee.

Supplements for extra duties are paid based on classification (exempt or non-exempt). Exempt employees may
receive a supplement for additional duties (i.e., substitute contact person) in the same manner as prior years.
Non-exempt positions must be limited to the number of hours available for extra duty and will be paid twice a
year (December and June) or at the conclusion of the activity on a stipend form. Non-exempt employees may
NOT work more than the allotted number of hours to perform the additional duties. Hours are determined by
dividing the total supplement by $10.88.
ADMINISTRATIVE PERSONNEL



    SALARY SCHEDULE




        2010-2011
                             SALARY SCHEDULE ADMINISTRATION
                           PROCEDURES AND COMPENSATION PLAN


The Superintendent will appoint a Committee to review and make recommendations to him to
address and maintain internal equity within the Administrative Salary Schedule.



Raises for 2010-2011:

   a. The Administrative Salary Schedule has been expanded to 28 steps. Administrators will be placed
      on a step closest to, but not less than, their current salary. Administrators on steps 0-27 hired prior
      to January 1, 2010, shall receive a one-step increase. In addition, administrators on steps 0-27 will
      receive a one-time lump sum supplement of $634.

   b. Administrators who are on step 28 will receive a one-time lump sum supplement of $634.

   c.   Administrators must be employed on or before March 15, 2011, in order to receive retroactive
        pay.


1. New Hires – Placement of new employees will be determined by evaluation of comparable
   administrative experience and an analysis of internal equity. New employees will be placed on the
   appropriate pay grade at the entry pay level with consideration of comparable experience credit for
   higher placement on the schedule.

2. Salary Increases – An employee will be eligible for a salary increase if a satisfactory or higher
   performance rating is received during the previous fiscal year as reflected on the employee’s annual
   evaluation completed by the immediate supervisor; however, no employee will receive an increase
   above the maximum pay level of the pay grade. School-based administrative personnel who
   demonstrate outstanding performance as measured under the Board-adopted Performance-Pay Plan
   shall earn a five (5) percent supplement in addition to their individual contracted salary.

3. Promotions

   a. An employee who is promoted from a position on the instructional, professional/technical, or
      education support professionals salary schedule to a position on the administrative salary schedule
      will be placed on the appropriate pay grade on Pay Level 0. Comparable administrative experience
      may be considered for higher placement on the schedule.

   b. An employee who is promoted to a higher pay grade within the administrative salary schedule may
      be placed on the pay level that provides an eight (8%) percent increase or the minimum pay level
      for the pay grade, whichever is higher.

4. Voluntary Acceptance of a Position in a Lower Pay Grade – An employee who voluntarily accepts a
   position on a lower pay grade will be:

   •    Placed on the pay grade assigned to the new position; and
   •    Placed on the pay level to which he/she is currently assigned.
   •    The new pay grade and pay level changes will be effective the date of the transfer to the new
        position.
5. Reassignment to a Position in a Lower Pay Grade –

    An employee who is reassigned effective July 1 to a position on a lower pay grade will be:

    a. Placed on the pay grade assigned to the new position; and
    b. Placed on the pay level to which he/she is currently assigned.

    An employee who is reassigned subsequent to July 1 to a position of a lower pay grade will:

    a. Remain at the previously held pay grade and pay level for the remainder of the fiscal year; and
    b. Effective July 1 of the following fiscal year, be placed on the new pay grade on the pay level to
       which he/she is currently assigned.

6. Lateral Move within Same Pay Grade – An employee who transfers to a different position within the
   same pay grade will be placed at the same level of the pay grade.

7. Leave of Absence – A Board-approved leave of absence shall not constitute a break in service.

8. Year of Service – A year of service is defined as at least one day more than one-half the prescribed
   work-year for the specified job classification within the Alachua County schools employee group.

9. Salary Supplements – The following salary supplements may be approved by the Superintendent for
   no more than one (1) year at a time and shall not be added to the base pay of the employee for either
   future years or calculation of percentage increases upon promotion.

    • Advanced Degrees: Administrators shall be eligible to receive a supplement for advanced degrees
      as follows:
      a. Earned Specialist           $1,275 Above Masters
      b. Earned Doctorate            $2,550 Above Masters
      c. The degree must be from a college or university accredited by a recognized accrediting
          agency.
      d. An official transcript documenting the degree must be on file in the Human Resources Division
          prior to the supplement being paid. It must be received no later than June 30th of the fiscal
          year for any credit to be awarded for the prior school year.
      e. The supplement amount will be prorated based on the date the degree was awarded.

    • School Size Supplements: Principals will be eligible to receive an annual school size supplement
       based on student enrollment for October FTE. The supplement is school specific and if the
       principal is reassigned during the school year, a prorated supplement will be paid.

               School size supplements are designated as follows:
                        700 – 1200 students         $2,000
                      1201 – 1700 students          $3,000
                      1701 – 2200 students          $4,000
                      2201+ students                $5,000
10. Benefits –

   a. Vacation Days – Accrual
      Twelve-month personnel shall earn two (2) days vacation per month credited the last day of each
      month. Employees must be employed for eleven or more days in a month to earn vacation days for
      the month. Up to ten (10) days may be scheduled for the convenience of the Board. Effective
      January 1, 2007, no employee shall carry forward more than 700 vacation hours beyond December
      31 of each year for vacation hours earned after October 1, 1997. Vacation hours in excess of 500
      hours, but not greater than 700 hours, accrued as of October 1, 1997, shall be “frozen” and may be
      used in the event leave hours earned after October 1, 1997, are depleted.

       Vacation Days – Terminal Pay
       For employees who retire on or after July 1, 2006, terminal pay for vacation leave shall include
           •     the balance of vacation hours “frozen” as of February 1, 1996, calculated at the daily rate of
                 pay at October 1, 1997. Terminal payments shall be calculated pursuant to the method
                 being used on October 1, 1997 (10b and 10c below);
           •     the balances of vacation hours accrued from February 1, 1996, until June 30, 2001,
                 calculated at the daily rate of pay at retirement or death; and
           •     up to 480 hours of vacation leave accrued from July 1, 2001, until the date of retirement or
                 death, calculated at the daily rate of pay at retirement or death.

       When an employee is released or resigns, he will be paid for vacation time accumulated through
       the end of the last full month worked. This does not include the last partial month worked.
       Vacation leave shall be paid at 100 percent of pay.

       Section 1012.65, Florida Statutes, states for new hires effective July 1, 2001, terminal pay for
       accrued vacation leave may not exceed a maximum of 60 days of actual payment. This limit does
       not impair any contractual agreement established before July 1, 2001.

       For unused vacation leave accumulated before July 1, 2001, terminal payment shall be made
       pursuant to the district school board’s policies, contracts, or rules that were in effect on June 30,
       2001.

       Effective July 1, 2005, the above rule applies for a DROP employee also. This means that vacation
       accrued after he/she joined DROP will be limited to the 60 days of actual payment when he/she
       terminates from DROP.

       Sick Leave – Accrual
       Employees shall earn one (1) day sick leave per month, credited in accordance with section
       1012.61, Florida Statutes. Sick leave hours earned shall be accrued with no limit on accrual. Sick
       leave hours accrued as of October 1, 1997, shall be “frozen” and may be used in the event sick
       leave hours earned after October 1, 1997, are depleted.

       Sick Leave – Terminal Pay
       For employees who retire on or after July 1, 2006, terminal pay for sick leave include
           •     the balance of sick leave hours “frozen” as of October 1, 1997, calculated at the daily rate
                 of pay at October 1, 1997. Terminal payments shall be calculated pursuant to the method
                 being used at June 30, 1997 (10b and 10c below);
           •     the balance of sick leave hours accrued from October 1, 1997, through June 30, 2004,
                 calculated at the daily rate of pay at retirement or death; and
           •     the balance of sick leave hours accrued after June 30, 2004, calculated at the daily rate of
                 pay applicable at the time the sick leave was accrued.
        Employees who retired prior to July 1, 2006, shall be paid in accordance with salary schedules in
        effect at the time of retirement.

   b. For purposes of terminal pay for accrued sick leave and accrued vacation paid at retirement, or
      upon death of the employee, the daily rate of pay until June 30, 1994, will be computed by dividing
      the total salary by the number of days the employee must be on the job to earn the annual salary
      for the year. (This is interpreted as 180 days for 10-month personnel and as 210 days for 12-
      month personnel.)

   c.   Payment for leave accrued between July 1, 1994, and February 1, 1996, shall be calculated in the
        same manner except the percentage of daily rate shall be equal to that of a retiring teacher on a
        standard 10-month contract during that period. (This is interpreted as the percentage, which
        applies to a 10-month teacher’s annual salary, divided by 180.) Rates for terminal pay for leave
        accrued after February 1, 1996, shall be determined by using the actual hourly rate earned by the
        employee at the time of retirement. Use of accrued leave shall be on a “last-in, first-out” basis for
        leave accrued prior to June 30, 2004. Use of leave accrued after June 30, 2004, shall be on a
        “first-in, first-out” basis.

        For purposes of computing the amount of terminal pay for accumulated sick leave, sick leave
        accrued after June 30, 2004, shall be compensated at no more than the daily rate of pay applicable
        at the time the sick leave was earned.

   d. Employees paid on the regular Administrative Salary Schedule will receive six (6) paid holidays.

   e. Employees will receive salary in semimonthly installments.

   f. All administrators must utilize direct deposit of regular payroll checks.

   g. A district employee may authorize transfer to his spouse, child, parent, or sibling who is also a
      district employee, of accrued sick leave, providing that the transfer relates to an illness or injury of
      the person to whom the leave is transferred. The person receiving the transfer may not use the
      donated sick leave until he has exhausted all of this accrued leave. Donations may be in amounts
      of five (5) or more days, or the remainder of the employee’s sick leave balance if less than five (5)
      days, and shall not be covered by terminal leave payouts.

11. Adjustments

   a. Adjustments to salary will be made within thirty (30) days of appropriate verification of the
      completion of requirements for such adjustments. Payment will be retroactive during the current
      year to the date the requirements were fulfilled. Employees applying for adjustments will be
      responsible for providing appropriate documentation to the Human Resources Division.

   b. An increase in salary may be denied for unsatisfactory work performance. Such action must be
      supported by appropriate, written documentation. An employee denied a salary increase may
      apply for reevaluation at midyear. An acceptable rating at midyear may warrant restoration of the
      salary increase at midyear. Under normal conditions, an employee being considered for a salary
      holdback will be notified in writing no later than March 15. Written notification of final determination
      of salary holdback will be provided to the employee no later than May 15. Unusual circumstances
      may warrant a later notification.
Board Commitment

The School Board of Alachua County is committed to maintaining an internally equitable salary
schedule that enhances the recruitment and retention of administrators. It is the intent of the
Board, contingent upon funding, to implement this schedule annually.
              SALARY SCHEDULE PLACEMENT INDEX FOR ADMINISTRATORS

PAY GRADE 0                                         PAY GRADE 8
 ATTORNEY, STAFF                                     ACCOUNTANT, CHIEF - FINANCE
 SUPERINTENDENT, DEPUTY - CURRICULUM AND             OFFICER - PUBLIC INFORMATION
     INSTRUCTIONAL SERVICES                          PRINCIPAL, ASSISTANT - HIGH SCHOOL
                                                     SUPERVISOR - INFORMATION SUPPORT
PAY GRADE 1                                          SUPERVISOR II - ADULT EDUCATION/ATHLETICS/
 SUPERINTENDENT, ASSISTANT - HUMAN RESOURCES              PHYSICAL EDUCATION/DRIVER EDUCATION
 SUPERINTENDENT, ASSISTANT - PLANNING, BUDGETING,    SUPERVISOR II - CURRICULUM
     AND SYSTEMS ACCOUNTABILITY                      SUPERVISOR II - EXCEPTIONAL STUDENT ED
                                                     SUPERVISOR II - GUIDANCE SERVICES
PAY GRADE 2                                          SUPERVISOR II - HEALTH SERVICES
 PRINCIPAL, HIGH SCHOOL                              SUPERVISOR II - INFORMATION SUPPORT
                                                     SUPERVISOR II - PERSONNEL
PAY GRADE 3                                          SUPERVISOR II - RESEARCH, ASSESSMENT,
     VACANT                                               AND STUDENT INFORMATION
                                                     SUPERVISOR II - STAFF DEVELOPMENT
PAY GRADE 4                                          SUPERVISOR II - TESTING/HOME SCHOOLING
 DIRECTOR, EXECUTIVE - ESE/STUDENT SUPPORT SVCS      SUPERVISOR II - TEACHER/LEARNING
 DIRECTOR, EXECUTIVE - FACILITIES                         RESOURCES
 OFFICER, CHIEF - FINANCIAL
 PRINCIPAL, MIDDLE SCHOOL                           PAY GRADE 9
                                                     ANALYST, SYSTEMS/PROJECT LEADER
PAY GRADE 5                                          PRINCIPAL, ASSISTANT - ELEMENTARY SCHL
 DIRECTOR - CAMP CRYSTAL                             PRINCIPAL, ASSISTANT - MIDDLE SCHL
 DIRECTOR - CAREER AND TECHNICAL EDUCATION           PRINCIPAL, ASSISTANT - CENTER SCHL
 DIRECTOR - COMMUNITY PLANNING                       SUPERVISOR I - FOOD & NUTRITION SVCS
 DIRECTOR - CURRICULUM                               SUPERVISOR I - EXCEPTIONAL STUDENT ED
 DIRECTOR - FAMILY SERVICES CENTER                   SUPERVISOR I - MEDIA SERVICES
 DIRECTOR - FOOD AND NUTRITION SERVICES              SUPERVISOR I - MIGRANT EDUCATION
 DIRECTOR - INSTRUCTIONAL TECHNOLOGY, MEDIA, AND     SUPERVISOR I - TECHNICAL SUPPORT
     MATERIALS                                       SUPERVISOR I - TITLE I
 DIRECTOR - PROJECT AND STAFF DEVELOPMENT
 DIRECTOR - PURCHASING                              PAY GRADE 10
 DIRECTOR - RESEARCH, ASSESSMENT, AND STUDENT             VACANT
     INFORMATION
 DIRECTOR - RISK MANAGEMENT AND BENEFITS            PAY GRADE 11
 DIRECTOR - TITLE I, DROPOUT PREVENTION, AND         COORDINATOR - EXTENDED DAY ENRICHMENT
     ALTERNATIVE EDUCATION                           COORDINATOR - FOOD AND NUTRITION SVCS
 DIRECTOR - TRANSPORTATION                           COORDINATOR - INSTRUCTIONAL TECHNOLOGY
 DIRECTOR - VOLUNTARY PRE-K/EARLY CHILDHOOD               SYSTEMS
 OFFICER, CHIEF - TECHNOLOGY & INFORMATION SVCS      COORDINATOR - SCHOOL VOLUNTEER/
 PRINCIPAL, ELEMENTARY SCHOOL                             BUSINESS PARTNER PROGRAM
 PRINCIPAL, CENTER SCHOOL                            MANAGER - FACILITY PLANNING
 SUPERINTENDENT, ASSISTANT TO - COMMUNITY &          MANAGER - FACILITY MAINTENANCE
     SCHOOL RELATIONS                                MANAGER - PHYSICAL DISTRIBUTION
                                                     MANAGER - TRANSPORTATION OPERATIONS
PAY GRADE 6
     VACANT

PAY GRADE 7
     VACANT
                                            SCHOOL BOARD OF ALACHUA COUNTY
                                                 ADMINISTRATIVE SALARY SCHEDULE
                                                        2010-2011 2009-2010

 Pay
Grade   0        1        2        3        4        5         6         7         8         9         10        11        12        13       14

 0      81,446   82,260   83,083   83,914   84,753   85,601    86,457    87,321    88,194    89,076    89,967    90,867    91,775    92,693   93,620
 1      77,658   78,435   79,219   80,011   80,811   81,619    82,436    83,260    84,092    84,933    85,783    86,641    87,507    88,382   89,266
 2      75,349   76,102   76,864   77,632   78,408   79,193    79,984    80,784    81,592    82,408    83,232    84,064    84,905    85,754   86,612
 3      71,977   72,697   73,424   74,158   74,900   75,649    76,405    77,169    77,941    78,720    79,507    80,302    81,105    81,917   82,736
 4      70,084   70,785   71,493   72,208   72,930   73,659    74,396    75,140    75,891    76,650    77,416    78,191    78,972    79,762   80,560
 5      68,227   68,909   69,598   70,294   70,997   71,707    72,424    73,149    73,880    74,619    75,365    76,119    76,880    77,649   78,425
 6      64,716   65,363   66,017   66,677   67,344   68,017    68,697    69,384    70,078    70,779    71,487    72,202    72,924    73,653   74,389
 7      62,936   63,565   64,201   64,843   65,491   66,146    66,808    67,476    68,151    68,832    69,520    70,216    70,918    71,627   72,343
 8      61,321   61,934   62,554   63,179   63,811   64,449    65,093    65,744    66,402    67,066    67,737    68,414    69,098    69,789   70,487
 9      59,370   59,964   60,563   61,169   61,781   62,398    63,022    63,653    64,289    64,932    65,581    66,237    66,900    67,569   68,244
 10     56,445   57,009   57,580   58,155   58,737   59,324    59,918    60,517    61,122    61,733    62,350    62,974    63,604    64,240   64,882
 11     48,572   49,058   49,548   50,044   50,544   51,050    51,560    52,076    52,597    53,122    53,654    54,190    54,732    55,279   55,832



 Pay
Grade   15       16       17       18       19       20        21        22        23        24        25        26        27        28

 0      94,556   95,502   96,457   97,421   98,396   99,380   100,373   101,377   102,391   103,415   104,449   105,493   106,548   107,614
 1      90,159   91,060   91,971   92,890   93,819   94,758    95,705    96,662    97,629    98,605    99,591   100,587   101,593   102,609
 2      87,478   88,353   89,236   90,129   91,030   91,940    92,860    93,788    94,726    95,673    96,630    97,596    98,572    99,558
 3      83,563   84,399   85,243   86,095   86,956   87,826    88,704    89,591    90,487    91,392    92,306    93,229    94,161    95,103
 4      81,365   82,179   83,001   83,831   84,669   85,516    86,371    87,235    88,107    88,988    89,878    90,777    91,685    92,601
 5      79,209   80,002   80,802   81,610   82,426   83,250    84,082    84,923    85,772    86,630    87,496    88,371    89,255    90,148
 6      75,133   75,885   76,643   77,410   78,184   78,966    79,755    80,553    81,359    82,172    82,994    83,824    84,662    85,509
 7      73,067   73,797   74,535   75,281   76,034   76,794    77,562    78,337    79,121    79,912    80,711    81,518    82,333    83,157
 8      71,192   71,904   72,623   73,349   74,082   74,823    75,572    76,327    77,090    77,861    78,640    79,426    80,221    81,023
 9      68,927   69,616   70,312   71,015   71,725   72,443    73,167    73,899    74,638    75,384    76,138    76,899    77,668    78,445
 10     65,531   66,186   66,848   67,517   68,192   68,874    69,562    70,258    70,961    71,670    72,387    73,111    73,842    74,580
 11     56,391   56,954   57,524   58,099   58,680   59,267    59,860    60,458    61,063    61,674    62,290    62,913    63,542    64,178
INFORMATION ITEMS
                        2010-2011 WORK SCHEDULE AND “DAYS OFF”
                                 July 1, 2010 - June 30, 2011

       TEACHERS                                     CAREER SERVICE
10 months (196 days)*             10 months (200 days)*       12 months (252 days)*
August 16 – June 09               August 11 – June 13         July 1 - June 30
                                                              U - July 5
P - September 6                   P - September 6             P - September 6
U - October 15                    U - October 15              U - October 15
U - November 11                   U - November 11             U - November 11
U - November 24                   U - November 24             V - November 24
P - November 25                   P - November 25             P - November 25
U - November 26                   U - November 26             U - November 26
U - December 20,21,22,23          U - December 20,21,22,23    V - December 20,21,22,23
P - December 24                   P - December 24             P - December 24
U - December 27,28,29,30,31       U - December 27,28,29,30,31 V - December 27
                                                              U - December 28,29,30,31
P - January 17                    P - January 17              P - January 17
P - February 21                   P - February 21             P - February 21
U - March 28,29,30,31             U - March 28,29,30,31       V - March 28,29,30,31
U - April 1                       U - April 1                 U - April 1
P - May 30                        P - May 30                  P - May 30

* - Number of contracted days
P - Paid Holiday
U - Unpaid Holiday
V - Scheduled vacation days for eligible career service employees. There are ten (10) scheduled
      vacation days for 2010-2011.

                                         2010-2011 Calendar
             365 days from July 1, 2010 - June 30, 2011
             104 Saturdays and Sundays
             261 days left
             252 contracted-for-year for 12-month employees
               9 unpaid days off

In order to have a systemwide calendar of work days and “days off,” there are six (6) paid holidays,
ten (10) scheduled vacation days, and nine (9) unpaid days off to make the 12-month career service
employee calendar match the instructional calendar. For 10-month career service employees, there
are six (6) paid holidays and twenty-one (18) unpaid days to match the instructional calendar.


WORK ON “DAYS OFF”
If eligible employees work overtime, pay will be computed as follows:
        Work on Saturdays, Sundays, or unpaid days (U) after 40 hours have been worked in one
week will be paid at time and one half; work on a paid holiday (P) will be paid at premium pay of 2.5
times hourly rate; work on scheduled vacation (V) days will be regular pay and the vacation days will
be rescheduled.

								
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