COMPENSATION AND BENEFITS: SALARIES
DEA-R (LOCAL)

SALARY SCHEDULE	The district shall develop a salary schedule for Board approval that includes the following: 1. Minimum and maximum salaries for all personnel positions except      Superintendent, whose salary is set by the Board. 2. Salary increments for prior service. 3. Salary increments for service in the District. For the purposes of salary increment, eighty-five days shall constitute one year of experience. However, no more than one year of experience may be given for a single calendar year.
ADMINISTRATIVE SALARY SCHEDULE	The district shall develop an administrative salary schedule for Board approval that includes minimum and maximum salaries for all personnel positions except Superintendent, whose salary is set by the Board. Administrative salaries will be developed with prospective administrators using the following factors: 1. Total years of experience in public and/or state accredited private      schools. 2. Total years of administrative experience. 3. Total years of experience in position for which the applicant is being      hired. 4. Present salary of individual. 5. Salaries of other administrators holding the same position for which the      individual is being hired. A salary range will then be identified in which to make an offer to the respective candidate. Salary offers not accepted by the candidate may be increased with the permission of the superintendent.
GUIDELINES FOR IMPLEMENTING COMPENSATION PLAN	With supporting documentation, non-instructional administrators may qualify for credit for experience outside public education upon the recommendation of the person hiring the employee and upon approval of the appropriate supervising administrator, and the Associate Superintendent of Personnel. With supporting documentation for experience outside public education and upon approval of the Associate Superintendent for Personnel, up to six years of credit may be given for paraprofessional and hourly employees for outside experience that is both job related, appropriate, specialized and beneficial to the district. Exceptions to this provision may be made for positions requiring highly technical or specialized skills. Documentation for outside experience shall be presented by the new employee in order to receive experience credit. Documentation shall include: name, hire date, termination date, job title and brief description of duties on the previous employers’ letterhead. Outside experience shall be evaluated and approved by the Associate Superintendent for Personnel when clearly documented. If the experience indicated is not clearly documented or is questioned, the decision may be referred to the Superintendent.
PROCEDURES FOR RECLASSIFICATIONS	The administrator in charge will be responsible for initiating the written recommendation for reclassification. He/she must receive or seek input from the employee’s immediate supervisor(s) regarding the employee’s performance. The written recommendation must include justification and specify the funding source. The written request must be approved by the supervising administrator and the Associate Superintendent of Personnel.
REQUIREMENTS FOR RECLASS-IFICATION	An employee who has the necessary skills to perform the specific duties on the job description may be reclassified: 1. To an existing position that is open. 2. To another position using funds available from an unfilled position. 3. On the basis of increased skill and/or responsibility. An increased work      load at the employee’s existing level of skill and/or responsibility does      not justify reclassification. Reclassification will take place only if sufficient funds are available in the current budget or can be provided for in a subsequent budget year.