Adoption Date: 08/24/2021

History: 02/22/22 (reviewed), 12/13/22 (reviewed), 12/12/23 (updated)

This policy provides general guidance for salary placement and salary scale promotion for all District employees.

Salary Scale Placement

Placement of new employees on the appropriate salary scale shall be made at the District’s discretion and in conjunction with any applicable negotiated agreement. Initial placements will keep in mind the education and experience of the employee, the educational philosophy of the school district, the employee compensation and benefits policies of the District, the financial condition of the school district and any other considerations as deemed relevant by the District. Steps on the salary scale do not equate to years of experience.

Movement on Salary Scale

It is the responsibility of the superintendent or designee to make a recommendation to the board annually regarding the compensation for employees. This recommendation should be based on the financial condition of the district. Employees are not guaranteed annual step movement on the salary scale; step movement or changes to the step amounts of each scale will take place based on recommendations approved by the Board in conjunction with the District’s collective bargaining processes.

Employees that have been on Step 14 for a year, are eligible to receive an off-scale salary /wage increment as identified on the applicable salary / wage lane. Such off-scale increments shall be provided during years that the Superintendent recommends step movement for employees in the employee group.

Competitive Promotions

To be eligible for a competitive promotion salary increase, a current employee must compete for an advertised position. To qualify as a competitive hiring process, the position must be advertised, employees must submit an application through the District’s standard application process and interviews must be conducted for the position. The new position must also fall into a higher graded salary line than the employee’s current position.

An employee receiving a competitive promotion salary increase shall receive up to a 10% increase to the employee’s current salary and then placement on the step closest to but not less than this increased salary on the new position salary scale line. Employees do not move to the same step on the new position salary scale line. Steps on the salary scale do not equate to overall years of experience. The employee will remain eligible for step movement when the annual compensation recommendation is made by the Superintendent to the Board.

Administrator Competitive Promotion / Placement / Temporary and Interim Assignments

Employees that compete for an administrative position shall be placed on the applicable salary scale line utilizing the same formula as above; however, no administrator (new to the district or current employee) shall be placed below Step 7. Current employees will remain eligible for step movement when the annual compensation recommendation is made by the Superintendent to the Board. Placement for employees new to the District shall be based on factors outlined in section 1 (above). Steps on the salary scale do not equate to years of experience.

An individual that is placed in a temporary or interim administrative position shall be placed on Step 7 of the corresponding administrative pay lane. In order to qualify for the pay increase, an employee must serve in the temporary position for 20 work days. Individuals whose current salary is greater than Step 7 of the interim position shall maintain their current salary for the assignment. Individuals do not need to compete to be placed in an interim or temporary position.

Job Reclassification

Rather than conducting a competitive hiring process a hiring manager may request a job reclassification for a specific employee. Job reclassification is only available if the current position’s duties are being modified 49% or less. If the job responsibilities are being modified by 50% or more, the position must be competed. A request to reclassify a position should be submitted in writing to the Director of Human Resources. HR will determine if the position is eligible for reclassification or must be competed. An employee whose job is reclassified shall move to the step that is closest to but not below the employee’s current salary on the new position salary scale line. The employee will remain eligible for step movement when the annual compensation recommendation is made by the Superintendent.

Salary Reconsideration

An employee that wishes to have their salary placement reconsidered must submit the request in writing to the Director of Human Resources. Considerations must be submitted prior to June 1. Any changes resulting from the salary reconsideration will take effect on July 1 following the submission. Non-competitive salary adjustments shall be limited to one additional step beyond what is recommended by the Superintendent through the annual compensation process.

Negotiated Agreement Applicability

For employment positions governed by a negotiated agreement, language in the applicable negotiated agreement related to salary placement and advancement shall take precedence over language included in this policy.