Harrison 2014-15 Agreement

7/26/2019 Harrison 2014-15 Agreement

1/35

Agreement of Trust

AndUnderstanding

2014-2015

Harrison School District TwoColorado SpringsEl Paso County

Colorado

Harrison Board of EducationHarrison District Employees

July 1, 2014 June 30, 2015

(Accepted and Executed: May 15,2014)


2/35

i

INDEX

Article I: General Philosophy................................................................................................ 1

Article II: Collaborative Decision-Making Team ..................................................................... 2

Section 1: Purpose ..................................................................................................

Section 2: Meetings .................................................................................................Section 3: Composition of the Team..........................................................................Section 4: CDMT Committees ...................................................................................Section 5: CDMT Task Forces ...................................................................................

Section 6: Making Recommendations and Decisions ...................................................Section 7: Communication ........................................................................................Section 8: Input and Resource Persons .....................................................................Section 9: Acceptance of Final Document ..................................................................Section 10: Board and Superintendent Oversight .......................................................

2

3334

45555

Article III: Definitions ......................................................................................................... 6

Article IV: Salary and Benefits .............................................................................................Section 1: Annual Increments ...................................................................................Section 2: Overtime for Educational Support Personnel ..............................................Section 3:Pay for Covering Classes ..........................................................................Section 4: Extra Duty Activities Salary Range .............................................................Section 5: Payroll Procedures/Schedules ...................................................................Section 6: Fringe Benefits .........................................................................................Section 7: Unused Annual Leave ...............................................................................Section 8: Transitional Retirement ............................................................................Section 9: Salary Schedule Placement for Outside Experience .....................................Section 10: Compensation for Language Skills ...........................................................

Section 11: Compensation for Special Education Center Based Programs..

8891010111112121313

13

Article V: Recruitment and Orientation ................................................................................. 14

Article VI: District Task Force/Committee Representation ...................................................... 14

Article VII: Staff Dress Code ............................................................................................... 14

Article VIII: Staff Evaluation ............................................................................................... 14

Article IX: Class Size Reduction ........................................................................................... 15

Article X: Planning Time ...................................................................................................... 15

Article XI: Annual Leave ......................................................................................................Section 1: Annual Leave ...........................................................................................Section 2: Annual Leave for Association Business .......................................................

151515

Article XII: Communications for the Association .................................................................. 16


3/35

ii

Article XIII: Duration of Agreement of Trust and Understanding ........................................... 16

Article XIV: Signatures ........................................................................................................ 16

APPENDICES

Appendix 1: 2014-2015Non E & R Licensed Salary Schedule ................................................ 18

Appendix 2: 2014-2015ESP Salary Schedule........................................................................ 19

Appendix 3: 2014-2015Duty Athletics Salary Schedule ......................................................... 20

Appendix 4: 2014Extra Duty Activities & Instructional Salary Schedule ................................. High School Level .............................................................................................. Middle School Level ........................................................................................... Elementary School Level ....................................................................................

24242526

Appendix 5: 2014-2015Extra Duty Special Projects Salary Schedule ...................................... 27

Appendix 6: 2014-2015Requests for Adjustment to the Extra Duty Salary Schedule ............... 28

Appendix 7: 2014-2015Health Care Premiums (Full-Time Employees) ................................... 30

Appendix 8: 2014-2015Health Care Premiums (Part-Time Employees) .................................. 31

Appendix 9: Timeline for Development of the Annual Agreement of Trust andUnderstanding.32


4/35

1

Preamble

The Board of Education (hereafter referred to as the Board), Superintendent, andemployees of HarrisonSchool District Two endorse a process of collaborative decision-making which promotes the trust,respect, employee morale, communication, and accountability necessary for the District to achieve itsstudent-oriented mission and Action Plan and to best serve the community.

Article I: General Philosophy

We believe that the Board of Harrison School District Two, all employees, and the communityacknowledge that providing a quality education for the students of Harrison School District Two, El PasoCounty, is the mutual aim and responsibility of all parties. This has been, and shall continue to be, ajoint concern of the Board, the Superintendent, all employees, and the community.

1.1Education is a profession requiring special qualifications, training, and commitment. The quality ofthe program conducted in public schools is greatly dependent upon the quality of its employees and theleadership of the Superintendent. The Board recognizes that the professional preparation of educationalemployees qualifies them to make significant contributions to the conduct of education and provide input

into District decision-making.

1.2The Boardand allemployees recognize the responsibility of each to maintain and improve standardsof professional practice and thoughtful innovations in education. All employees recognize that thishistory of leadership has been built on a spirit of mutual understanding and confidence and that thepreservation of this spirit is essential to the quality of education provided by the District.

1.3The attainment of the objectives of the educational program conducted in Harrison School DistrictTwo requires mutual understanding and cooperation between the Board and all employees; and, further,that such mutual understanding and cooperation can be fostered through good-faith, collaborativedecision-making between the Boardand all employees with a free and open exchange of views.

1.4The Boardand allemployees affirm that they recognize that it is imperative that all employees besensitive to the needs and aspirations of all students regardless of race, color, national origin, religion,sex, age, disability, sexual orientation, genetic information, or any other applicable status protected byfederal, state, or local law and, further, that intolerant or biased conduct toward students will not becondoned. All policies and procedures formulated throughout this Agreement shall be based on theaforementioned premise.

1.5Neither the Board noremployees shall discriminate against any employee on the basis of a personsrace, color, national origin, religion, sex, age, disability, sexual orientation, genetic information, or anyother applicable status protected by federal, state, or local law.Inquiries regarding the Districts actionor reaction shall be referred to the Districts Affirmative Action Officer.

1.6The District and all employeesacknowledge that we are all working together toward the ultimategoal of creating a system where the delineation of specific individual employee rights and responsibilitieswithin our agreements becomes unnecessary because they will be the understood values, norms, andoperating principles of the District. We understand that in order to create such a system, a deeper levelof trust must exist. This trust will be fostered when Board members and all employees consistentlybehave in ways that reflect shared values, norms, and operating principles. To initiate the process,

these guiding principles will be followed to acknowledge the unique responsibility the District and all employees have to one another and to the students we serve.


5/35

2

The District and all employees will treat each other with respect and dignity. The obligations of lawrelated to non-discrimination will be met by all employees and students. The District shall not engage indiscrimination of any kind that infringes on the civil or human rights of employees.

Learning is fostered and promoted in an atmosphere in which there is freedom to provide for the freeand orderly flow and examination of ideas. The District shall respect the rights of all employees toexamine issues, have access to information, work in an environment free from prejudice, and hold and

express their own opinions without personal prejudice or discrimination. All employees have theresponsibility to conduct themselves in a manner befitting the profession and important work of aneducational institution.

Consistent with the spirit of collaboration, when an employee has a concern about a possible violation ofthe spirit of this Agreement of Trust and Understanding (hereafter referred to as the Agreement orATU), or an express provision of it, the employee is encouraged to bring the concern to his/herSupervising Administratorand/or the Human Capital Department. The Supervising Administrator and/orthe Human Capital Department will make every effort to facilitate resolution of the employees concernabout Board or Districtpolicy or the expressed provisions of this Agreement in a collaborative fashion.

If any provision of this Agreement or any application of this Agreement to any employee covered hereby

shall be found contrary to law or Board or District policy, such provisions of application shall have effectonly to the extent permitted by law or policy, but all other provisions or applications of the Agreementshall continue in full force and effect. The Board and employees will meet no later than thirty (30) daysafter such finding for the purpose of revising the provisions affected.

1.7The Boardand allemployees will carry out the commitments contained in this Agreement and givethem full force and affect.

Article II: Collaborative Decision-Making Team

Reference Board Policy GC-5: Board Committees

Section 1: Purpose

2.1.1The Board shall encourage employee participation in the recommendation processfor the schoolDistrict through the actions of the Collaborative Decision Making Team (hereafter referred to as theCDMT). The purpose of the CDMT is to help achieve District goals, especially raising student academicachievement and building a culture of excellence, including the attraction and retention of highlyeffectiveemployees. The CDMTs effectiveness, upon which Board support is contingent, will ultimatelybe measured by the degree to which it helps the District meet these goals.

2.1.2 Specifically, the CDMT is charged with: Providing input and recommendationson key strategic issues that the Board will outline at

the beginning of each year.

Making recommendations to the Board regarding non-E & R (Effectiveness and Results)salaries, benefits, and compensation.

Drafting the annual ATU that will go to the employees for a vote, and, if agreed upon by amajority of the employees participating, forward to the Board for possible approval.

Communicate clearinformation and common messaging.


6/35

3

Section 2: Meetings

2.2.1 The CDMT will meet regularly to reach consensus (which will be defined as a minimum of 12members) on those issues that are annually determined to be the highest priorities based on thedirection from the Board and the Superintendent, with input from employees. These priorities,determined in consideration of the Districts Strategic Plan and student-oriented mission, will be brought

to this process for the purpose of reaching agreement prior to the development of the annualAgreement.

2.2.2 Scheduling of the first and subsequent meetings will be by mutual agreement with the firstmeeting taking place no later than October1.

Section 3: Composition of the Team

2.3.1 To the greatest degree possible, the design of the CDMT will reflect and be sensitive to thebeliefs, background, and foundations of a District that is racially, ethnically, and culturally diverse. Thegoal will be to appoint individuals who represent a balance of differing genders, ethnicity, race, years ofexperience in the District, assignments, and job descriptions. The CDMT will consist of 17 members.

Members will include: 3 elementary licensed staff 3secondary licensed staff (at leastone middle and one high school) 2 ESP from the schools* 2 ESP from District departments* 1 elementary principal 1 middle school principal 1 high school principal 2 Cabinet members Superintendent 1 Board member

*At least one of the four ESP will be a year-round employee.

2.3.2Except for the Superintendent, members will have a three-year term. Members selected may haveserved previously; however, thesecond three-year term cannot be consecutive. Members will beselected as follows:

The Board will select the Board member. The building principals will select the six licensed staff and two ESP from the schools. The Superintendent and Cabinet will select the other ESP, principals, and Cabinet members.

Section 4: CDMT Committees

2.4.1The CDMT shall have four permanent committees:

District or Board key actions Research issues outlined by the Board Provide facts and recommendations directly to the Board on these issues

ATU Discuss possible changes to the ATU and make recommendations to the CDMT Draft the annual ATU, ensuring alignment with District policies, and bring that ATU to the

CDMT

Salaries and benefits


7/35

4

Making recommendations to the Board regarding non-E & R (Effectiveness and Results)salaries, benefits, and compensation

Includethese recommendations in the ATU Communication

Maintain and distributemeeting minutesto the District Conduct theATU ballot process annually

2.4.2The permanent committees will include only CDMT members. Each committee with the exceptionof the communication committee will have a minimum of five CDMT members and no more than sevenCDMT members.

Section 5: CDMT Task Forces

2.5.1At the beginning of each year or as needed, based on the issues for research or input outlined bythe Board or the members of the CDMT, the CDMT will establish task forces. A permanent committeecould also propose convening a task force.

2.5.2A task force will consist of at least three CDMT members (one of which will chair that task force)and up to nine additional members chosen from employees in the District. The CDMT will advertise the

task forces and solicit nominations or volunteers. The CDMT will then select members to serve on thetask force for a maximum of one year.

2.5.3 The specific purpose and role of a task force shall be outlined by the CDMT prior to convening thattask force.

Section 6: Making Recommendations and Decisions

2.6.1 In attempting to reach consensus, the CDMT will operate as a committee of the whole. The CDMTwill reach consensus when 12 members agree with a decision or are not opposed to a decision (athumbs up or thumbs sideways vote). CDMT decisions or recommendations are arrived at through a

process of full discussion in which each member has an equal voice and responsibility. In consensus,and after a decision is reached, all members agree to support the decision.

2.6.2 TheCDMT and its Task Forces will make recommendations through consensus. Consensus shallbe defined as no less than 70% of the members in agreement or not opposed to the decision. Ifconsensus cannot be reached, the CDMT and its Task Forces will report key points from multipleperspectives to the Board.

2.6.3To most effectively arrive at recommendations, theCDMT and task force members will:1. Ensure they understand the District key goals.2. Ensure they understand the concerns, priorities, and interests of the others involved.

3. Identify criteria and standards for evaluating available alternatives.4. Develop alternatives to address the identified concerns.5. Review and evaluate the available alternatives and identify the recommended course of action.6. Develop an ATU that can be reviewed and acted upon by the Board and all employees.7. Agree, if consensus cannot be reached, to consider options such as temporarily continuing

current practice, gathering more information, extending time lines, or recommending an interimsolution or outside consultation.

2.6.4 The above procedure may be altered as deemed appropriate by the CDMT.


8/35

5

Section 7: Communication

2.7.1 The CDMT will ensure open and on-going communication with all employees, the Board, and, asappropriate, the community. CDMT minutes will be published and distributed to all employees and theBoard after each formal session.

2.7.2 The CDMT will annually revisit recommendations from the previous year for the purpose ofanalyzing the impact of adopted recommendations through reports from the District to the CDMT andthe Board.

Section 8: Input and Resource Persons

2.8.1As it sees fit, the CDMT or CDMT Task Force may request input from specific individuals or groupshaving special knowledge or insights helpful to the Team.

2.8.2 In the event that a facilitator or consultant with demonstrated expertise in a given topic area orabilities in dispute resolution is needed for the CDMT to reach resolution, one (or more) will be hired by

the District.

Section 9: Acceptance of Final Document

2.9.1When the CDMT has arrived at a decision on the ATU issues under discussion, the understandingswill be reduced to writing and referred to as an Agreement of Trust and Understanding. The ATU will bein a format readily accessible to allemployees, the Board, and the public.

2.9.2The ATU will be submitted for formal acceptance by a vote of the employees and the Board.

2.9.3The Board and the CDMT will conduct an annual vote among all employees to determine whether

the proposed ATU is acceptable to employees. If so approved by a majority of those voting, the Boardwill consider the ATU promptly. If approved by the Board, the ATU will be distributed to allemployees.

2.9.4If the ATU is not approved by the employees or the Board, the matter will be referred back to theCDMT for further work. With the areas of concern clearly specified, the CDMT will consider the concernsof the Board or employees, and a revised ATU will be resubmitted for formal acceptance. If no ATU isreached by 1 June, the ATU from the previous year will remain in effect until a new ATU is accepted.

2.9.5The Superintendent will conduct an annual review of the CDMT process prior to the developmentof the ATU.

Section 10: Board and Superintendent Oversight

2.10.1As the person most accountable for achieving the goals of the District, the Superintendent willoversee the work of the CDMT, and with the Board,monitor its effectiveness.

2.10.2Board Policy GC-5 (Board Committees)does not and will not require the Board to get approvalfrom the CDMT to create or revise Board policies. As elected officials, the Board is the only entityempowered to make such changes to policy and is not in a position to abdicate that responsibility to anyother body. Understanding that decision-making cannot be limited by a strict calendar or CDMT process,the Board reserves the right to make changes to policy or regulations when deemed necessary to servethe best interestsof the District.


9/35

6

Article III: Definitions

3.1 The term District, as used in this Agreement, shall refer to Harrison School District Two in theCounty of El Paso and the State of Colorado, including the Board, all employees, and communitymembers.

3.2The term Board,as used in this Agreement, shall refer to the Harrison School District Two Board ofEducation in the County of El Paso and the State of Colorado.

3.3The term Superintendent, as used in this Agreement, shall refer to the Districts Chief ExecutiveOfficer.

3.4The termEmployee, as used in this Agreement, shall refer to Teachers, non-E & R Licensed Staff,Educational Support Personnel, School Professionals, Administrators, Supervising Administrators, and theSuperintendent.

3.5 The term Teacher, as used in this Agreement, shall refer to employees in the District who arerequired by their position to hold a license from the Colorado Department of Education (CDE) and who

are assigned to deliver the official District curriculum to a group of students.

3.6The term Educational Support Personnel (ESP), as used in this Agreement, shall refer to allemployees of the District who are paid at an hourly rate of pay based on the ESP Salary Schedule andwhose pay is subject to the provisions of the Fair Labor Standards Act.

3.7The term Harrison Association for Education Employees (HAFEE), as used in this Agreement,refers to the licensed school professionals and ESP employees voluntary association affiliated with theColorado Education Association and the National Education Association.

.

3.8 The term Association, as used in this Agreement, shall refer to the Harrison Association forEducation Employees (HAFEE).

3.9The term Administrator, as used in this Agreement, shall refer to those employees who by theirposition hold a Principals or an Administrators license and/or are paid based on the Administrator orManager/Technical Salary Schedule.

3.10 The term Supervising Administrator, as used in this Agreement, shall refer to those District

employees who are designated by the District to evaluate employees and/or are paid based on theAdministrator or Manager/Technical Salary Schedule.

3.11 The term School Professional, as used in this Agreement, shall refer to all employees in theDistrict who are required by their position to hold a license from CDE.

3.12 The term Community Member, as used in this Agreement, shall refer to an at-largerepresentative of the District who is not an employee.

3.13The term Contract Hours, as used in this Agreement, shall refer to the specified number of hoursand minutes per workday that a licensed employee is required to work and is reimbursed. Full TimeEquivalent (FTE) licensed school professionals work 8.0 hours per day.


10/35

7

3.14FTE ESPs Daily Work Hours, as used in this Agreement,are dependent on the job assignment.

3.15 The term Critical Need Position, as used in this Agreement, is one that must be filledimmediately and expertise in the position is vital.

3.16 The term Hard-to-Fill Position, as used in this Agreement, is one that has been posted and

advertised through normal channels for at least one month and there are no eligible applicants for theposition.

3.17The term Day, as used in this Agreement, shall mean workday. The term Workday, as used inthis Agreement, shall be those days for which the employee is regularly scheduled to work. ESP startingand ending times may vary from site to site. For ESP employees scheduled to work five (5) or more

hours per day,the standard ESP workday mustinclude a one-half (1/2) hour, duty-free lunchunless theemployee is paid for the thirty minutes of meal time. The standard ESP day shall include a fifteen (15)minute, duty-free break per four (4) hours worked per day. Scheduling shall be flexible enough not todisturb the flow of work.

3.18 The term Duty Hours, as used in this Agreement, shall mean the time that an employee is

expected to arrive at the building/site to begin working and the time that the employee is scheduled toleave the building/site at the conclusion of the workday.

3.19The term School Year, as used in this Agreement, shall mean the period of time designated bythe officially adopted Instructional Calendar which begins when students first report in the fall and endsupon the last student day in the spring. The term School Year may also refer to an individualemployees or group of employees work calendar.

3.20 The term Supplementary Pay, as used in this Agreement, shall refer to the monetaryreimbursement paid to licensed school professionals for extra duty assignments performed outsidenormal duty hours.

3.21The term Stipend, as used in this Agreement, shall refer to the monetary reimbursement paid toemployees for a specific, limited purpose.

3.22The term Cabinet, as used in this Agreement, refers to the administrative team facilitated by theSuperintendent and comprised of officers and other central office administrators who meet weekly todiscuss important matters of the District.

3.23 The term Quality Focus Team, as used in this Agreement, refers to the Educational SupportPersonnel Quality Focus Team (ESPQFT). ESPQFT meets regularly throughout the school year and is

comprised of representatives who serve as building/department liaisons to forward matters of interestpertaining to salaries, benefits, and working conditions to the CDMT for consideration.

3.24 The term Advisory Committee, as used in this Agreement, refers to the District AdvisoryCommittee (DAC). The DAC is comprised of District employees, parents, students, and non-patroncitizens who meet regularly throughout the school year to study and provide input on important Districtmatters.

3.25The term Retirementrefers to employees who have worked twenty (20) or more hours per weekfor a minimum of fifteen (15) years of active, continuous service with the District.


11/35

8

3.26 The term Board Policy refers to a policy in the Board of Educations Coherent GovernanceSystem.

3.27 The term District Policy refers to policies and regulations created by the Superintendent,consistent with the Boards Coherent Governance System, for the purpose of carrying out day-to-dayoperations of the District and fulfilling the goals of the District.

3.28The term Effectiveness and Results (E & R)refers to the Districts Pay for Performance Systemby which licensed staff are evaluated and compensated.

3.29 The term E & R Focus Group refers to the advisory group for implementation of the Districts E &R plan. The E & R Focus Group meets regularly throughout the school year and is comprised ofrepresentatives who serve as building/department liaisons to forward matters of interest pertaining to

salaries, benefits, and working conditions to the CDMT for consideration.

3.30 The term Non-E & Rrefers to licensed staff who are compensated per a Salary Schedule.

Article IV: Salary and Benefits

Harrison School District Two continues its transition to a pay-for-performance system for licensedpersonnel.

Licensed personnel in the District (except positions not on E & R) shall be compensated based onperformance, student achievement, and other criteria outlined in the Districts Effectiveness and Results(E & R) system.

Other payments and benefits shall be provided in accordance with the current Agreement of Trust andUnderstanding (ATU) and shall remain in effect until changed or modified by the Board in accordancewith law.

For licensed and staff members not on the E & R systemfor the 2014-2015school year and for all ESP,the salary schedules agreed on by the CDMT can be found in APPENDICES 1 and2of this document.

For the 2014-2015school year, for licensed school professionals not on the E & R system, the followingshall occur:

Vertical step movement on the salary schedule will be allowed. Horizontal step movement will be allowed. Maximum allowance for outside experience will be ten (10) years.

For the 2014-2015school year, for ESP, the following shall occur:

All ESP employees will receive a one-step increase for the 2014-2015 school year. Step 18will remain the final step on the ESP Salary Schedule.

Maximum allowance for directly related outside experience will be five (5) years. The ESP Educational Stipend will remain an eliminated program until funds are available.

Section 1: Annual Increments for Licensed School Professionals not on the E & R system.

Annual increments are granted only when the conditions of the schedule are met.


12/35

9

4.1.1A full increment is awarded to anyone fulfilling two-thirds (2/3) or more of the full work year.

4.1.2 July Increment Change: Employees assigned to a 12-month schedule will receive their salaryincrement change effective July 1 of each year.

4.1.3New School Year Increment Change: Employees assigned to less than a 12-month schedule willreceive their salary increment change effective the first day of their new work calendar.

Section 2: Overtime for Educational Support Personnel

Reference District Policy GDBC: Educational Support Personnel SupplementaryPay/Overtime

District ESP are subject to minimum wage and overtime requirements of the federal law. Overtime ispaid only upon authorization of the Supervising Administrator and then only for emergencies orworkloads clearly beyond the original assignment. An employee must be credited with forty (40) hoursof work physically performed on the job in a work week to be eligible for overtime. Examples of timenot used in the calculation of overtime pay include, but are not limited to, annual leave, holidays, andvacation days.

4.2.1 Supervising Administrators shall make every effort not to schedule ESP beyond their scheduledwork week. All ESP shall be compensated for approved work performed beyond their scheduled workweek. Compensation will be in the form of overtime pay. The employee will not work beyond theirscheduled work week without prior approval from the Supervising Administrator.

Supervising Administrators may not direct or imply that ESP should volunteer without pay. ESP may notvolunteer without compensation (pay) for any activity that is similar in nature to their Districtcompensated duties. ESPof the District may choose to volunteer in their students school only when theactivity is not directly related to their District compensated duties.

4.2.2 The Supervising Administrator shall account for overtime pay by maintaining accurate records.Additional pay records shall be maintained by Human Capital Department. Overtime pay shall be paid asfollows:

4.2.2.1Additional hours worked by an employee beyond his or her regular scheduled hours perweek (up to a total of forty [40] hours per week) are paid at the employees regular hourly rateof pay, except for Game Management workers (see Appendix 3). For example, if an employeehas a scheduled assignment of seven (7) hours per day which is thirty-five (35) hours per workweek, the employee may work an additional five (5) hours and remain within the forty (40) hoursper work week limitation. The employee would receivefive (5) hours of additional pay for the five

hours worked.

4.2.2.2An employee shall be paid overtime pay at the rate of time and one-half (1/2) for eachadditional hour actually worked beyond the forty (40) hours per work week.

4.2.2.3The work week is defined as Sunday, 12:00 a.m. midnight through Saturday, 11:59 p.m. which is equal to seven (7) days or one hundred and sixty-eight (168) hours.

4.2.2.4Altered Work Schedule: The standard work schedule may be altered to accommodateanticipated or unforeseen needs of the District. When determining when an altered workschedule will be approved, the needs of the District shall prevail. Hours of work may be adjustedwithin the defined work week to equal the scheduled hours for that week.


13/35

10

Guidelines:

The altered work schedule is not intended to be used on a regular basis. Prior approval isrequired and the immediate Supervising Administrator makes the final decision.Exceptions will be reviewed by the Supervising Administrator on a case-by-case basis. Insudden cases when the Supervising Administrator cannot be contacted in advance, the

employee must notify the Supervising Administrator as soon as possible after the eventoccurs.

The exchange of time must occur during the same work week; there is no carryover ofadjusted time. If the hours of work cannot be adjusted within the same work week, theemployee shall be paid for the additional hours worked beyond the regularly scheduledhours.

4.2.3 In the event that substitutes are unavailable and overtime pay has not been authorized, theSupervising Administrator will be expected to alter job responsibilities for that time period as necessaryto maintain essential services.

4.2.4 District employees, who put in extra hours for the Supervising Administrator and/or serve on

community groups using school facilities, shall be paid at the rate established in this Agreement andapproved by the Board for such services.

Section 3: Pay for Covering Classes

4.3.1The process of compensating teachers for covering classes may be applied when the absence isone half (1/2) day or less. For full-day absences, the process may be used only when no substitute isavailable.

4.3.2 For the 2014-2015 school year, the rate of pay when building teachers cover classes will be$16.50 for one (1) period/class, not to exceed $100.00 per day. Acceptable reasons for a teacher to

receive covered class pay for an absent teacher are professional learning/staff development, annualleave, and/or school-related activities, if approved by the Supervising Administrator.

4.3.3All absences must be reported into the School Absence Manager (SAM) as leave time and be pre-approved by the Supervising Administrator in order for compensation to be granted. Adjusting time forany absence of less than one hour is by principal discretion.

4.3.4Any and all compensation for covering classes must be submitted within ten (10) working days tothe Human Capital Department to be eligible for payment.

4.3.5 In emergency situations, ESP who are recommended by the Principal and who hold a One (1)Year Substitute Authorization may serve as full-day substitutes for absent Teachers. The District

Substitute Office will schedule ESP to substitute only when all other resources to cover the absence inthe building have been exhausted. The One (1) Year Substitute Authorization must be requestedthrough the District Substitute Office. Prior to an ESP substituting in this capacity, a copy of the One (1)Year Substitute Authorization must be on file in the District Substitute Office. ESP who are authorized tosubstitute as described above will receive $16.50 per day above their daily rate of pay.

Section 4: Extra Duty Activities Salary Range

4.4.1 Licensed School Professionals who are assigned to duties which require extra time or

responsibilities over and above their basic contractual obligation will receive extra compensation in


14/35

11

accordance with the Extra Duty Athletics, Activities, Instructional and Special Projects Salary Schedulesfound in APPENDIX 3, 4, and 5. Most compensation shall be paid on an annual or seasonal basis,although certain assignments performed at irregular or infrequent intervals may be paid at an hourlyrate.

4.4.2 ESP performing extra duties will be compensated at their hourly rate of pay pursuant to theovertime provisions in Article IV, Section 2, of this Agreement and in compliance with federal law.

Section 5: Payroll Procedures/Schedules

4.5.1 Employees shall be paid on the twenty-fifth (25th) day of each month in which the salary isearned. If the twenty-fifth (25th) day falls on a weekend or a holiday that falls on a Monday, employeesshall be paid on the Friday preceding the weekend or holiday. The November payroll will be issued

annually on the last day classes are in session preceding Thanksgiving; December payroll will be issuedannually on the last day classes are in session preceding the Winter Break; March payroll will be issuedannually on the last day classes are in session preceding Spring Break.

Employees whose employment has been terminated may request that their wages be paid to them nolater than twenty-four (24) hours after the start of the Districts next regular work day. In the case of

retirement, resignation or leave of absence, an employees final wages shall be paid on the next regularpayday or thirty (30) days after termination, whichever comes first. Employees who have completedtheir current calendar year and are separating from the District may request in writing to receive theirpayout the following month.

Any or all payroll changes must be received by the first (1st) Friday of the month or the fifth (5th) of themonth, whichever is earlier for the current month. All employees hired after February 17, 2000will bepaid by direct deposit.

Direct deposit vouchers and paycheck information will be available for review through the EmployeePortal after 7:30 a.m. the day prior to payday. Paychecks that are mailed will be sent to the employees

home address of record the day prior to payday. No checks or direct deposits will be released early.

4.5.2The District will enforce C.R.S. (22-63-202): Employment Contracts. Reference DistrictPolicyGCQC/GCQD: Resignation of School Professional and Administrative Staff.

4.5.3 To compensate for the ordinary and necessary expenses to secure the services of a suitablereplacement, the District will withhold up to one-twelfth (1/12th) of the annual salary for licensed schoolprofessionals who vacate a position without thirty (30) day notice. Ordinary and necessaryexpenses shall include, but not be limited to, out of pocket expenses, time spent byadministrators preparing the notice of position, reviewing applications submitted for the

vacancy position and interviewing candidates for the position, and secretarial time spentpreparing the posting of the notice of position, and assisting the administration in the

interview and selection process.

Section 6: Fringe Benefits

The District shall offer medical insurance, dental insurance, vision insurance, life insurance, and disabilityinsurance for employees who are scheduled to work four (4) or more hours per day. A chart of thecontributions paid by the District and employees to health, dental, and vision insurance is found in

APPENDICES 7 and 8. Harrison School District Two will pay 50% of the premium for long-termdisability (LTD) insurance. Employees mustcomplete an enrollment form for this policy to take effect.


15/35

12

Harrison School District Two will pay 50% of the premium for a voluntary life insurance policy equalto one times the employees annual base salary, rounded to the next higher $1,000, not to exceed$250,000 (this is adjusted annually each July 1). Employeesmustcomplete an enrollment form for thispolicy to take effect. This policy also includes accidental death and dismemberment insurance for thesame amount.

Full-time is based on 0.8 to 1.0 FTE. Premiums are deducted a month in advance; i.e. deduction fromJunes payroll is for Julys coverage.

Section 7: Unused Annual Leave

4.7.1 Employees who have worked twenty (20) or more hours per week for a minimum of five (5)years of active, continuous service with the District may be reimbursed for unused annual leave whenthey leave or retire from employment with the District, in accordance with DistrictPolicy GBGF AnnualLeave Compensation Upon Leaving District.

4.7.2 Retiring employees who have worked twenty (20) or more hours per week for a minimum offifteen (15) years of active, continuous service with the District and who accrued a minimum of fifty-six(56) annual leave days as of June 30, 1995 may be reimbursed for unused annual leave,in accordance

with DistrictRegulation GBGF-R Annual Leave Compensation Upon Retirement.

Section 8: Transitional Retirement

4.8.1The District will allow retired employees to continue working for the District full time for one (1)school year as a consulting employee subject to the rules and regulations of the Public EmployeesRetirement Association (PERA) and the conditions contained herein. However, the District is not

required to offer a transition program and in applying for the position of consulting employee, theemployee agrees and understands that he/she shall not be subject to the protections provided by theprovisions of C.R.S. ( 22-63-101, et seq.): Teacher Employment, Compensation, and Dismissal. TheDistrict will not provide annual leave days during that one (1) year period.

4.8.2An employee who wishes to apply for transition must:Receive a proficient or distinguished evaluation in the year prior to the transition year.Receive the recommendation of the Principal or Supervising Administrator.

Not be on a remediation plan.Not have an unresolved concern noted in a letter of reprimand.Have a good attendance record - an average attendance rate of at least 96% over the last three(3) years prior to applying for transition. These criteria may be waived by the SupervisingAdministrator when there are mitigating circumstances.Have no unresolved legal proceeding involving an issue of the employees professionalperformance.

4.8.3 The decision to recommend (or refuse to recommend) a person for the Transitional RetirementProgram is not grievable. An employee who is not recommended for transitional retirement may appealthe decision to the Human Capital Officer. The Human Capital Officerwill make a determination andforward it to the Superintendent. The Superintendent will review all recommendations for transitionalretirement and any decision made by the Human Capital Officer as a result of an appeal. TheSuperintendent will approve (or deny) all requests for transitional retirement. The Superintendentsdecision shall be final.

4.8.4 It is the expectation of the District that upon acceptance into the Transitional Retirement Program,employees will continue to demonstrate excellence in teaching or job performance, commitment to the


16/35

13

goals of the District, and the highest standards of professionalism. As a consulting employee, a personon transition is not guaranteed employment and may have his/her employment terminated at any timeby the District at its sole discretion.

4.8.5 Pay will be on a per diem basis of the employees last year of employment (not to includecoaching, extended days, or added duties). Applications for transitional retirement may be obtainedfrom the Human Capital Department. Applications must be submitted to the HumanCapital Department

by April 15 of the year prior to participation. Effective July 1, 2005, PERA will charge the employer ashare of the PERA costs for transitional employees. Transition employees salary will be reduced by theamount of the PERA costs, effective July 1, 2005.

4.8.6An employee may use the Transitional Retirement Program one (1) time only.

4.8.7An employee who retires or transitions from the District and returns to employment will be placedon the E & R compensation scale or the appropriate salary schedule based on the same criteria as anewly hired employee.

Section 9: Salary Schedule Placement for Outside Experience APPENDICES 1 and 2

4.9.1Employees not on the E & R Plan compensation scale with an Emergency Authorization and noexperience will be on Step 1 of the 2014-2015Non-E & R Licensed Salary Schedule. Licensed schoolprofessionals not on the E & R Plan with no experience or with one (1) year of experience will be placedon Step 2 of the 2014-2015 Non-E & R Licensed Salary Schedule. Employees with two (2) years ofoutside experience will be placed on Step 3, etc. Maximum allowance for outside experience is ten (10)years.

4.9.2 For ESP, new hires will be allowed a maximum of five (5) years of directly related outsideexperience and will be placed at a maximum on Step 6on the appropriate range of the 2014-2015ESPSalary Schedule.

Section 10: Compensation for Language Skills

Amaximum of $20,000 (including benefits) will be budgeted for interpretation work performed by ESP.

The allocation per building will be determined based on a formula developed by the Human CapitalDepartment. Compensation will be an additional $.25/hour (x) times the number of annualized, proratedhours for each employee identified by the building administrator and approved pursuant to the allocationprocess. The compensation for these services will be divided equally over the twelve (12) month schoolyear.

Section 11: Compensation for Special Education Center Based Programs

Compensation will be an additional $.50/hour times (x) the number of annualized, prorated hours for

each ESP employee identified in Center Based Special Education programs (Affective Needs, SSN, andCSD). The compensation for these positions will be divided equally over the twelve month school year.In the event an employee is no longer assigned to a Center Based Special Education program (asdefined above), the additional $.50/hour will be discontinued.


17/35

14

Article V: Recruitment and Retention

Reference District Policies GCE/GCF: School Professional and Administrative StaffRecruiting /Hiring and GDE/GDF: Educational Support Personnel Recruiting/Hiring

5.1.1Recruitment: At the Superintendents discretion, applicants for hard-to-fill positions could receive a

one (1) time stipend at the time the Board approves employment. The stipend is limited to no morethan five percent (5%) of the annual salary.

5.1.2 New Employee Orientation: Each week, as needed throughout the school year, new employees

of the District receive a mandatory, one-day orientation to complete their hiring process. During thisorientation, the employee reviews his/her salary, selects benefits, receives professional developmentconcerning Respectful Workplace, etc. Licensed school professionals are paid their daily per diem rateand ESP are paid their regular hourly rate of pay for completion of the Districts orientation andprofessional development program.

5.1.3 New Staff Institute: A mandatory New Staff Institute is held annually for new licensed school

professionals hired by the District for the upcoming year. The Institute provides professionaldevelopment in valuable skills and strategies to help with a successful first year at Harrison SchoolDistrict Two. A stipend will be paid to compensate staff for the time spent during this training.

Article VI: District Task Force/Committee Representation

The Superintendent or his Designee may create a task force or committee to address a District-wideconcern. Representation on these committeesshall be sought first from either or both the ESPQFT and

E & R Focus Group depending upon which employees would be directly affected by any decisions orrecommendations coming from that task force or committee. If additional representation is needed, theSuperintendent or his Designee may choose from all employees to fill the remaining positions. Any

recommendations or decisions shall go back through the ESPQFT and/or E & R Focus Group for feedbackand comments. If the work of the task force or committee is a working condition concern or term ofemployment, then the task force or committee shall present its findings to the CDMT for possibleinclusion in the collaborative decision-making process.

Article VII: Staff Dress Code

Reference DistrictPolicy GBEBA: Staff Dress Code

All employees project an image to the community and to students about the professionalism of theDistrict. During the workday and at all work-related activities, employees shall adhere to a professional

standard of dress and shall be neat and clean in appearance.

Article VIII: Staff Evaluation

Reference DistrictPolicies GCOA: Evaluation of School Professionals and GDO: Evaluation ofESP.

8.1.1 The primary purpose of evaluation in Harrison School District Two is to foster the growth anddevelopment of the school professional while maintaining compliance with C.R.S. (22-9-101, seq.):Personnel Performance Evaluations Act. Evaluation is intended to promote excellent professional


18/35

15

practices that enhance student achievement and well-being. Formal written evaluations are animportant element of this process. The evaluation is also an opportunity for the school professional tohave input into personal goals and objectives and to facilitate a conversation with the schoolprofessionals Supervising Administrator concerning expectations and accomplishments.

8.1.2The development of strong, competent ESP employees is essential to the smooth functioning of aschool system. The Board expects all employees to make continuous efforts to improve their work and

expects their Supervising Administrators to assist them through supervision and evaluation processes.

Article IX: Class Size Reduction

When formulating staffing numbers for a school year, the following shall be considered: At the elementary level, actual class size in each grade level, rather than a building average, shall

be used to allocate classroom teachers.

Other areas to be considered before assigning additional staff shall be: transfers within the building multi-age grouping space available

portable classroom space

Differences of opinion among the buildings and within the buildings shall be referred to the SchoolSupervision and Leadership Department for resolution.

Article X: Planning Time

Reference DistrictPolicy GBEB-R: Responsibilities of the Teacher

Within the work week, all teachers K-12 will receive planning time per workday within the bell to bellschedule. Principals are advised to provide teachers with as much uninterrupted planning time as

possible. Any non-student contact time within the workday can be used as additional planning time oras directed by school administrators. All teachers can also expect a daily thirty (30) minute, duty freelunch.

Article XI: Annual Leave

Section 1: Annual Leave

11.1.1With the School Absence Manager (SAM) District employees will be allowed to take annual leavein fifteen (15) minute increments. If a substitute is required for a Licensed School Professional, theemployee is required to take a half (1/2) day or a full day increment depending on the time to becovered.

Section 2: Annual Leave for Association Business

11.2.1 For Association officers and/or Association representatives, absence from regular assigned dutiesfor attendance at Association-related activities (which have been recommended by an AssociationPresident and approved by the Supervising Administrator), shall not be charged to an employees annualleave account.

11.2.2 The Association agrees to reimburse the District in the amount of a substitutes daily rate of pay.


19/35

16

11.2.3 Requests for Association-related leave shall be submitted to the Supervising Administrator inwritten form, sent to the Association President for signature, and then forwarded to the HumanResources Department at least three (3) working days prior to the effective date.

Article XII: Communications for the Association

It is understood that the Association serves valuable roles in the collaborative decision-making processand in representing the interests of employees, students, and the community.

In order to facilitate communication, Association representatives may post notices of activities and

matters of Association concern on employee bulletin boards located in employee break rooms or workrooms. Association Officers and representatives may use employee mailboxes or the District emailsystem to communicate with association members. However, Association Representatives must receiveapproval from Association Officers to disseminate information to association members. AssociationOfficers and Representatives, sending communications and information via mailboxes or email in aschool, must also send the same information to the principal of the school. Only Association Officersmay communicate via email with association member groups that include employees from more than

one school. These emails must be copied to the Superintendent. It is expected that communications toemployees will be for official Association business only, will be professional and accurate, consistent withthe spirit and express provisions of this Agreement, and will not violate Board or District policies.

Association Officers may use school facilities (if available), for meetings (not limited to before or afterschool), with the approval of the building administration and may use building copy machines for officialbusiness. The paper and click fee will be provided by the Association.

XIII: Duration of Agreement of Trust and Understanding

This agreement shall be in effect July 1, 2014and continue in full force and effect through June 30,2015.

Article XIV: Signatures

The signatures below attest that their respective constituencies have voted acceptance of thisagreement.

In Witness Whereof the Parties have Executed this Agreement this _______ day of May, 2014.

ATTEST: Harrison School District Two in the County of El Paso and the State ofColorado

President of Board of Education

Superintendent of Harrison School District Two

(The original, signed copy is filed in the Superintendents office.)


20/35

17

Appendices


21/35


22/35


23/35

20

APPENDIX 3

Harrison School District 2High School Athletic Salary Schedule

2014-2015Base: $31,872

Head Coaches

Step 13% of base 11% of base 9% of base 7% of base

1 4,143 3,506 2,868 2,231

2 4,268 3,611 2,955 2,298

3 4,396 3,719 3,043 2,367

4 4,528 3,831 3,134 2,438

5 4,663 3,946 3,228 2,511

6 4,803 4,064 3,325 2,586

7 4,947 4,186 3,425 2,664

8 5,096 4,312 3,528 2,744

9 5,249 4,441 3,634 2,826

10 5,406 4,574 3,743 2,91111 5,568 4,712 3,855 2,998

12 5,735 4,853 3,971 3,088

BasketballFootball

BaseballCheerleading

SoccerSoftball

SwimmingTrack

VolleyballWrestling

Cross CountryTennis

Golf

Assistant CoachesStep 9% of base 8% of base 7% of base

1 2,868 2,550 2,231

2 2,955 2,626 2,298

3 3,043 2,705 2,367

4 3,134 2,786 2,438

5 3,228 2,870 2,511

6 3,325 2,956 2,586

7 3,425 3,045 2,664

8 3,528 3,136 2,744

9 3,634 3,230 2,826

10 3,743 3,327 2,91111 3,855 3,427 2,998

12 3,971 3,529 3,088

FootballBasketball

BaseballSoccerSoftball

SwimmingTrack

VolleyballWrestling

CheerCross Country

Tennis


24/35

21

High School Athletic Notes

HSD2 Athletic positions are assigned only to CDE licensed/exempt school professionals or non-district personnel with CHSAA Certification. (A licensed school professional must hold one of thefollowing valid licenses issued by the Colorado Department of Education: 3 or 5 Year Substitute

Authorization, Temporary Teacher Eligibility, Interim Authorization, Initial License, ProfessionalLicense or Type III Emergency License).

HSD2 complies with guidelines for athletic activities as outlined by the Colorado High SchoolActivities Association (CHSAA).

The HSD2 Athletic Salary Schedule is based on a tiered system using a percent (%) of the base.

Newly hired employees will be placed on the salary schedule based on experience as follows: One(1) full year = Step 2, Two (2) full years = Step 3, Three (3) full years = Step 4, etc.

Choreographer (5 activities maximum per site) = $12.13/hour to a maximum or $546 per activityper year (56 % x Base Hourly Rate* x 45 hours).

Any coach covering two (2) simultaneous same-sports will be paid 1.5 times salary. For example,Coach A is the Head Coach for Girls and Boys Track, Coach B is an Assistant Coach for Girls and BoysTrack.

Coaches of teams qualifying for division, state, or other such additional competition that extendsthe season, will need to submit a letter of verification to the Athletic Director. Additional pay iscomputed by dividing the coaching contract pay by the number of weeks in the season andmultiplying that amount by the number of weeks in extended play.

The number of coaches per activity is limited to coaching allocations defined by the CoachingAllocation Chart.

Compensation for seasonal activities will be paid at the conclusion of the activity.

For year long assignments, employees may choose to be paid in: three (3) equal payments disbursed in November, March and May one lump sum disbursed in May

Each school must provide a master list of all extra duty activity assignments to the HumanResources Department for approval by the appropriate administrator(s) by October 1stof eachschool year.

* Base hourly rate calculation: $31,872 184 8 = $21.66$31,872 (Base Rate) 184 (Teacher Contract Days) 8 Hour Day = $21.66 per hour (Base Hourly Rate)


25/35

22

HIGH SCHOOL Coaching Allocations

The athletics program is an important part of the educational program presented in Harrison School District Two.The maintenance of a strong and vital sports program is directly linked to the quality and quantity of our coachesThe number of coaches authorized for each of the interscholastic sports sanctioned for district student participatiois based on a sufficient staff to adequately instruct students, insure student safety, and provide supervision. Base

on these criteria, the following guidelines for coaching allocations are made:

Sport Head Coach AssistantCoach

FreshmanCoach

Guidelines for Staffing

Football 1 5** 2 15 students/coach

Basketball(Boys)(Girls)

11

1**1**

11

12 to 112 to 1

Wrestling 1 1** (1)* N/A

Swimming(Boys)

(Girls)

1

1

1**

1**

Safety Standards

15 to 1

Track(Boys)(Girls)

11

3**3**

Cross-Country(Boys)(Girls)

11

1**1**

Golf 1 0** N/A

Tennis(Boys)

(Girls)

1

1

1*

1*

N/A

Volleyball 1 1** 1 12 to 1

Baseball 1 1** (1)* 12 to 1

Softball 1 1** (1)* 12 to 1

Soccer 1 1**

Cheer 1 1** 12 to 1Band 1 3** 12 to 1( )* = must have an additional team.** = an additional assistant coach may be designated before the season as a temporary and if sufficient playare on the roster. This temporary coach may begin coaching duties. The special terms of this temporarycontract will be set forth in contract.

Note:If a coach believes the assignment of an additional assistant coach is necessary, that coach must providejustification in writing to the Athletic Director, who will present the matter to the principal.


26/35

23

Game Management Workers

CDE licensed/exempt school professionals or non-district personnel(A licensed school professional must hold one of the following valid licenses issued by the Colorado Department ofEducation: 3 or 5 Year Substitute Authorization, Temporary Teacher Eligibility, Interim Authorization, Initial License,Professional License, or Type III Emergency License).

Sport Line Judge andChain Crew

Ticket Seller Ticket Taker Announcer/ClockScorer/Supervision

Football $18 $30 $18 $18Basketball* $23 $18 $18Softball* $18Baseball* $18Soccer $18Summer WeightRoom

$18

Swimming $18Volleyball* $18 $23 $18 $18Wrestling* $23 $18 $18

*Denotes per level played (9th, JV, Varsity). For example, volleyball line judge would be paid $54 for working all three (3)levels (9th, JV, Varsity) of a volleyball match.

Sport Scorer Clerk ofCourse

Head TimerFinish

Recorder

Timers Field EventJudges

Track DualTriangular

Meet*

$20 $20 $20 $18 $18

*Denotes per level/gender (male/female) run. For example, a timer for a co-ed dual varsity meet would be paid $36.

ESP MUST BEpaid for each hour worked at the event at the minimum hourly rate as defined by the State of Coloradoforeach hour that does not exceed 40 hours per workweek and an average blended rate at one and a half times theblended rate for each hour worked that exceeds 40 hours per work week.


27/35

24

APPENDIX 4

Harrison School District 2Activity & Instructional Salary Schedules

2014-2015Base: $31,872

High School Extra Duty Activities & Instructional Salary Schedule

The following activities are assigned only to CDE licensed school professionals. Job descriptions for each activity andinstructional sponsor further clarify role responsibilities and performance expectations.

Step 10% of base 9% of base 8% of base 7% of base 6% of base

1 3,187 2,868 2,550 2,231 1,912

2 3,283 2,955 2,626 2,298 1,970

3 3,381 3,043 2,705 2,367 2,029

4 3,483 3,134 2,786 2,438 2,090

5 3,587 3,228 2,870 2,511 2,152

6 3,695 3,325 2,956 2,586 2,217

7 3,806 3,425 3,045 2,664 2,283

8 3,920 3,528 3,136 2,744 2,352

9 4,037 3,634 3,230 2,826 2,422

10 4,159 3,743 3,327 2,911 2,495

11 4,283 3,855 3,427 2,998 2,570

12 4,412 3,971 3,529 3,088 2,647

ForensicsStudent Government

Marching Band

Concert BandDrama (fall and

springVocal Music (fall)

Vocal Music (spring)Yearbook

Assistant BandAssistant Forensics

NewspaperR0TC Drill Team

Type ofActivity

% of Base($31,872)

Amount Notes

11thGradeClass Sponsor

3% $956

9th, 10th, 12thClass Sponsor

2% $637

Club Sponsor 75% xBase Hourly

Rate*

$16.25 per houror

$732 maximum

per club

10 student minimum. 16 clubs per school maximum. Up to 45hours per sponsor. Time sheets required.


28/35

25

APPENDIX 4

Middle School Extra Duty Activities & Instructional Salary Schedule

The following activities are assigned only to CDE licensed school professionals. Job descriptions for each activity andinstructional sponsor further clarify role responsibilities and performance expectations.

Type ofActivity

% of Base($31,872)

Amount Notes

ActivitiesDirector 13% $4,143

Middle Schools

Band SponsorChoir Sponsor 5% $1,594

Band and Choir personnel may support each other andthe total for the two positions could be split by all musicstaff in the department if all are involved.

InterscholasticCoach:Basketball -Boys and GirlsBaseballCross-CountryFlag FootballSoftballTrack

VolleyballWrestling

5% $1,594

YearbookSponsor

4% $1,275

IntramuralCoach 2% $637 No outside competition.

Club Sponsor 75% xBase HourlyRate*

$16.25 perhour or$732

maximum perclub

10 student minimum. 12 clubs per school maximum. Upto a maximum of 45 hours per sponsor. Time sheetrequired.


29/35

26

APPENDIX 4

Elementary Extra Duty Activities & Instructional Salary Schedule

The following activities are assigned only to CDE licensed school professionals. Job descriptions for each activityand instructional sponsor further clarify role responsibilities and performance expectations.

Type ofActivity

% ofBase

($31,872)

Amount

Notes

AfterSchoolStudent

Activities

75 % xBase

HourlyRate*

$16.25per hour

Each elementary school will receive a maximum allocation of 210hours or $3,413 to support teachers who sponsor after school studentactivities. 10 student minimum per activity. Length of activities mayvary. Time sheets are required.

Note: Guidelines for Elementary, Middle and High School Extra Duty Salary Schedules: For yearlong assignments, employees may choose to be paid in:

o three (3) equal payments disbursed in November, March and Mayo one lump sum disbursed in May

Each school must provide a master list of all extra duty activity and instructionalassignments to the Human Capital Department for approval by the appropriateadministrator(s) by October 1stof each school year.

Clubs and after school student activities are approved by the building principal and shouldbe designed around the unique interests of students. Clubs and after school activities mayinclude, but are not limited to, academic senate, dance team, DECA, FBLA,MESA,

Knowledge Bowl, Link Crew, Science Olympiad, National Honor Society, National JuniorHonor Society, Student Council, etc.



30/35

27

APPENDIX 5

Harrison School District 2Extra Duty for Special Projects Salary Schedules

2014-2015Base: $31,872

The following activities are assigned only to CDE licensed school professionals.

Type of Activity Amount Notes

Tutors for homeboundand

expelled students

$21.66*Tutors are employed as part-time, temporary staff with no benefitsexcept PERA and Medicare. Tutors must hold a regular, 5-year or 3 yearsubstitute license. Tutors are pre-approved by the Director of StudentServices. Time sheets are required.

Additional Work,Training, After SchoolTutoring or ExtendedLearning

$21.66*Additional work, training, tutoring or extended learning is based uponbuilding or district needand requires a pre-approval process.Compensation is based on availability of funds from the approvingadministrator. Time sheets are required.

ProfessionalDevelopment Trainer

$21.66*

Compensation for serving as a professional development trainer is based uponbuilding or district need and requires a pre-approval process. Compensation isbased on availability of funds from the approving administrator. When training orpreparation takes place during duty hours, there is no pay authorization. Up totwo hours of preparation may be paid for each hour of training. Time sheets arerequired.

Grant based stipendsfor multi-districtprojects

StipendsStipends are determined by the grant specifications. Pre-approval isrequired and is based on availability of funds from the approvingadministrator.

Summer SchoolTeacher

$25.50Per hour

Summer school training and teaching is based upon building or districtneed.



31/35

28

APPENDIX 6

Harrison School District 2Athletic, Activity, and Instructional Salary Schedules

Revision Schedule and Requests for Adjustment

Review of the extra-duty salary schedules (appendices 3, 4, and 5), to include a market study ofother school districts in the Pikes Peak region, will occur every three years by a subcommitteeof the Harrison School District Collaborative Decision Making Team (CDMT).

During years when a market analysis is not occurring, concerns about specific stipends may bebrought via aRequest for Adjustment form submitted to the Human Capital Department.Requests for adjustment are due by December 1, and any changes as a result of a request willbe effective July 1 of the next school year. No retroactive compensation will occur as a result ofchanges to an extra-duty salary schedule.

Market Analysis Study YearRequest for Adjustment

Year

2007-2008 X

2008-2009 X

2009-2010 X

2010-2011 X

2011-2012 X

2012-2013 X

2013-2014 X

2014-2015 X

2015-2016 X

2016-2017 X


32/35

29

Request for Adjustment to an Extra-Duty Salary ScheduleName

Phone Number Email Address

Which stipend are you requesting be reviewed?

Describe the time constraints related to the position being reviewed. Include informationabout the number of days per week involved for practice and events/games, as well as thelength of the season.

Does this position include the responsibility for supervision of

other staff members?

Yes No

Is this sport or activity sanctioned by the Colorado High SchoolActivities Association (CHSAA?)

Yes No

How many students does this program serve?

How are the sponsors of similar programs compensated by other school districts in theregion? Include information from at least three area school districts.

What other information might be helpful in determining whether to make an adjustment tothe related extra-duty salary schedule?

Signature Date

Submit requests to the Human Capital Department.

Requests are due by December 1, and any changes as a result of a request will be effective July 1 of the nextschool year. No retroactive compensation will occur as a result of changes to an extra-duty salary schedule.


33/35

30

APPENDIX 7

HARRISON SCHOOL DISTRICT MONTHLY PREMIUMS

FULL TIME EMPLOYEES

EFFECTIVE 7/1/14-6/30/15

MEDICAL - FULL TIME EMPLOYEESEmployee (EE) EE & Spouse EE & Child(ren) EE & Family

Choice PLUS PlanTotal PremiumDistricts ContributionEmployee Cost

Choice PlanTotal PremiumDistricts ContributionEmployee Cost

$503.88$320.21

$183.67

$431.82$320.21

$111.61

$1,196.46$565.59

$630.87

$962.76$565.59

$397.17

$1,167.53$562.66

$604.87

$945.82$562.66

$383.16

$1,326.61$626.61

$700.00

$1,076.61$626.61

$450.00

DENTAL - FULL TIME EMPLOYEESEmployee (EE) EE & Spouse EE & Child(ren) EE & Family

Delta Dental PPO #1207Total PremiumDistricts ContributionEmployee Cost

Delta Dental EPO #6719Total PremiumDistricts ContributionEmployee Cost

$37.37$27.27$10.10

$30.82$23.61$7.21

$71.19$36.63$34.56

$62.64$36.63$26.01

$91.56$44.99$46.57

$76.51$44.99$31.52

$133.14$61.55$71.59

$108.02$61.55$46.47

VISION FULL TIME EMPLOYEESEmployee (EE) EE & Spouse EE & Child(ren) EE & Family

Employee Cost $8.66 $16.27 $14.91 $25.80

Harrison School District Two will pay 50% of the premium for long-term disability (LTD)insuranceANDa life and accidental death & dismemberment insurance policy equal to onetimes your annual base salary, rounded to the next higher $1,000, not to exceed $250,000 (thisis adjusted annually each July 1) for any employee that completes an enrollment form andcoverage is approved by the carrier. Benefit amounts elected in excess of $150,000 will requireEvidence of Insurability to be submitted. Salary increases of more than $25,000 or any salaryincrease for employees who already have coverage of $150,000 or more will also require

Evidence of Insurability to be submitted.

Full-time is based on .8 to 1.0 FTE. Premiums are deducted a month in advance; i.e. deductionfrom Junes payroll is for Julys coverage.


34/35

31

APPENDIX 8

HARRISON SCHOOL DISTRICT MONTHLY PREMIUMS

PART TIME EMPLOYEES

EFFECTIVE 7/1/14-6/30/15

MEDICAL - PART TIME EMPLOYEESEmployee (EE) EE & Spouse EE & Child(ren) EE & Family

Choice PLUS PlanTotal PremiumDistricts ContributionEmployee Cost

Choice PlanTotal PremiumDistricts ContributionEmployee Cost

$503.88$265.91

$237.97

$431.82$265.91

$165.91

$1,196.46$475.27

$721.19

$962.76$475.27

$487.49

$1,167.53$471.37

$696.16

$945.82$471.37

$474.45

$1,326.61$525.76

$800.85

$1,076.61$525.76

$550.85

DENTAL - PART TIME EMPLOYEESEmployee (EE) EE & Spouse EE & Child(ren) EE & Family

Delta Dental PPO #1207Total PremiumDistricts ContributionEmployee Cost

Delta Dental EPO #6719Total PremiumDistricts ContributionEmployee Cost

$37.37$20.87$16.50

$30.82$20.87$9.95

$71.19$31.60$39.59

$62.64$31.60$31.04

$91.56$39.12$52.44

$76.51$39.12$37.39

$133.14$55.15$77.99

$108.02$55.15$52.87

VISION PART TIME EMPLOYEESEmployee (EE) EE & Spouse EE & Child(ren) EE & FamilyEmployee Cost $8.66 $16.27 $14.91 $25.80

Harrison School District Two will pay 50% of the premium for long-term disability (LTD)insuranceANDa life and accidental death & dismemberment insurance policy equal to onetimes your annual base salary, rounded to the next higher $1,000, not to exceed $250,000 (thisis adjusted annually each July 1) for any employee that completes an enrollment form andcoverage is approved by the carrier. Benefit amounts elected in excess of $150,000 will requireEvidence of Insurability to be submitted. Salary increases of more than $25,000 or any salaryincrease for employees who already have coverage of $150,000 or more will also require

Evidence of Insurability to be submitted.

Part-time is based on .5 (or 20 ESP hours per week) to .79 FTE. Premiums are deducted amonth in advance; i.e. deduction from Junes payroll is for Julys coverage.


35/35

APPENDIX 9

Timeline for Development of the AnnualAgreement of Trust and Understanding (ATU)

September CDMT Meeting-- Formation of the CDMTs standing ATU committee.

Distribution of the ATU for the current school year.Appointment of a committee member to serve as a red-lineeditor to mark-up changes recommended by the committee.

October December CDMT Meetings -- Initial read-through of the current ATU and mark-up of recommended changes to the document.

December CDMT Meeting -- Request recommendations for changes from the HumanCapital Department to be reported at the January CDMTmeeting.

January CDMT Meeting -- Committee review of recommended changes to the documentfrom the Human Capital Department and mark-up of changes.

February CDMT Meeting -- Reports from the Finance Department, Insurance Committee,and Salary Committee are reviewed by the committee and mark-up of needed changes to the document.

March CDMT Meeting -- Review of the edited ATU document by the full CDMT membership.Final mark-up of the agreement based upon recommendations.

On or before March 21st -- Submission of the edited electronic copy of the ATU to theFinance Department for development of a final copy.

On or before April 1st -- Final Copy, Cover, and Ballot submitted to the Print Shop from theFinance Department for printing.

On or before April 15th -- Copies of the Proposed ATU are distributed to all school sites anddepartments with directions for balloting and collection.

On or before April 22nd -- Ballot Pick-Up from school sites and departments.

On or before April 30th -- Official counting of ballots.

On or before May 1st -- Official notification of voting results to all HSD2 staff.

May Board of Education Work Session -- Presentation of voting results, ballot comments,and recommended ATU to the Board.

Date post:	03-Mar-2018
Category:	Documents
Upload:	tipu-sultan
View:	216 times
Download:	0 times

Harrison 2014-15 Agreement

Documents