043012 KeUSD and KUTA Agreement

8/2/2019 043012 KeUSD and KUTA Agreement

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AGENDA

KELSEYVILLE UNIFIED SCHOOL DISTRICTSPECIAL MEETING OF BOARD OF TRUSTEES

Agenda and backup documentation can be found on the district website at:

www.kusd.lake.k12.ca.us

Date: April 30, 2012 Place: Kelseyville Unified School District

Time: Open Session: 7:00 p.m. Board Room

4410 Konocti RoadKelseyville CA 95451

I: CALL TO ORDER:

Establish Quorum

Pledge of Allegiance

II: APPROVAL OF AGENDA:

III: PUBLIC REMARKS AND CONCERNS:NOTE: At this point on the agenda, opportunity is provided for an individual or a

representative of a group to make statements to the Board regarding an item not listed on

the agenda. A speaker shall be limited to 5 minutes (Board Policy 9351). The Board will

not take action on an item introduced during this portion of the agenda, as this would

constitute an illegal act on the part of the Board.

IV: ACTION AND DISCUSSION:

DISCLOSURE STATEMENT: REGARDING MAJOR ELEMENTS OF AGREEMENT

WITH KUTA

1. Approve/Disapprove Tentative Agreement with Kelseyville Unified TeachersAssociation (KUTA) for 2012-2014

2. Approve/Disapprove MOU between KUSD and KUTA Compensation for K-5Teachers over Class Size Limits

V: ADVANCED AGENDA:

VI: ADJOURNMENT to meet again, unless otherwise announced, on Tuesday May 15, 2012at 7:00 p.m. at Kelseyville Unified School District Office Board Room Kelseyville,

California.
http://www.kusd.lake.k12.ca.us/http://www.kusd.lake.k12.ca.us/http://www.kusd.lake.k12.ca.us/


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DISCLOSURE OF COLLECTIVE BARGAINING AGREEMENT(In accordance with AB1200, G.C. 3547.5)

A new agreement with the Kelseyville Unified Teachers Association (KUTA), effective 07/01/2012 through06/30/2014 will be presented for Board approval at a public meeting on April 24, 2012. The Disclosure statementis available April 20, 2012.

Proposed Change in Salary and Benefits:

A. The District will be reducing its contribution to Health Benefits from $20,822.40 annually per FTE to

$16,000 effective July 1, 2012.

B. A 2% salary increase shall be added to each step of the current salary schedule effective July 1, 2012.

C. A 2.5% salary increase shall be added to each step of the 2012-2013 salary schedule effective July 1, 2013.

Benefit Costs Savings from Proposed Changes:(Restricted & Unrestricted)

2011-12 2012-13 2013-14

Cost W/Previous Cap $ 1,617,677 $ 1,779,444 $ 1,957,389

Cost W/New Cap $ 1,617,677 $ 1,250,095 $ 1,250,095

Savings $ (0) $ (529,349) $ (707,294)

Salary Costs from Proposed Changes:(Restricted & Unrestricted)

2011-12 2012-13 2013-14

Cost W/Step & Column $ 5,548,875 $ 5,517,007 $ 5,582,909

Cost W/Step $ Column + 2% + 2.5% $ 5,548,875 $ 5,626,967 $ 5,836,067

Increase $ (0) $ 109,960 $ 253,158

Net Savings $ (0) $ (419,389) $ (454,136)

Funding:These savings will be used to help offset the structural deficit the District is currently facing. Prior to this agreement, theDistricts Multi-Year Projections at 1st Interim reflected $50k operating deficit for 2011-12, a $929k operating deficit in 2012-13 and $1.4m operating deficit in 2013-14.

Kelseyville Unified School Distric t4 4 1 0 K o n o c t i R o a d K e l s e y v i l l e , C A 9 5 4 5 1

( 7 0 7 ) 2 7 9 - 1 5 1 1 F A X ( 7 0 7 ) 2 7 9 - 9 2 2 1


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ARTICLE I: COMPENSATION

A. The District will compensate employees for their services based upon the salaryschedule in place during the contract year. The salary schedule for 2010/112011/12 is attached hereto as Exhibit A and a longevity step of 2.5% at Step 31has been added effective July 1st, 2010. A 2% salary increase shall be addedacross the board to the salary schedule effective July 1, 2012. A 2.5% salaryincrease shall be added across the board to the salary schedule effective July1, 2013

B. Co-curricular salaries shall be as enumerated in Exhibit "B", provided thatregardless of any past practice, the Board shall have full discretion to determinethe duties and qualifications for each position.

C. Employees shall receive compensation in eleven monthly installments.D. Teachers employed initially before the 2001-2002 school year and who, prior to

July 1, 2001, obtain a B-CLAD certificate or bilingual credential and maintainsuch certificate or credential in current effect Unit members with a BCLAD orbilingual credential shall receive a yearly stipend of $1,000. Part-time teacherswho qualify as described above will receive a pro rata stipend.

E. For income tax purposes only, the Association members W-2 form will show anincome that is eight percent less than the gross payment. The District willcontribute the eight percent to the State Teacher Retirement Service along withthe District share for retirement purposes. This mechanism will qualify membersfor a tax saving on gross income and allow a tax deferred retirement program.

The District and Association agrees that participation in STRS tax deferralprogram is for tax purposes only and the District shall not be required to pay theindividual employee's contribution to STRS. The Association agrees toindemnify and hold the District harmless from any and all claims arising fromimplementation of, or participation in, the STRS tax deferral program includingall costs and reasonable attorney fees incurred with regard to such claims.

F. If the Board, in its discretion, decides to distribute a portion of the lottery moneyfor the purpose of employee recognition, employees in the certificated bargainingunit will be included in that distribution.

G. The District may withhold warrants if contracts, credentials, or other legalrequirements are not complete.

H. Employees holding a Masters Degree shall receive a stipend of $1,000 annually.I. Employees rendering additional services shall be paid extra by special contract.


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J. Employees hired before September 1, 1996 who have gained 90 District-approvedunits in excess of their Bachelor of Arts degree, shall receive a salary that willinclude an additional 3% in excess of their AB+75 column placement.

K. Employees must teach seventy-five percent of the days in the school year toqualify for vertical advancement on the salary schedule. An employee shall beadvanced vertically one year for each step of a certificated teaching experience upto the maximum step in the column.

L. Horizontal advancement on the salary schedule (Exhibit A) shall be limited asspecified in Article II (Professional Growth).

M. New employees will be granted credit for prior teaching experience as follows:1. A maximum of five years credit will be granted. Placement will not

exceed step 6 on the salary schedule.

2. Credit will be given on a year-for-year basis up to the five-year maximum.3. The teaching experience must have been full time and for a minimum of

75% of a school year for which credit is given.

4. The experience must have been in a public school, or a WASC accreditedprivate school.

5. The experience must have been in a position requiring certificationqualifications, and the person must have been appropriately credentialedduring the entire time for which credit is given.

6. As an incentive to recruit new employees for teaching positions requiringa specialized credential in math or science for which the District is unableto attract an adequate pool of applications, and after the new employeeearns tenure with the district, then all of their years of service will begranted credit on a year-for-year basis or up to a maximum of step 16.The District shall add the additional funding required (additional costsover step 6) so that KUTAs portion of available funds is not negativelyaffected.

N. Summer and after school teaching assignments will be paid $27.50 $32.00 perhour.

O. Pay for teaching during the preparation period will be $20.97 per hour. Thehourly rate for voluntarily teaching a class (doing planning, grades, etc.)during a prep period shall be $32.00 per period.

The hourly rate for substituting for another teacher during a prep period ona short-term basis (one or two days) shall be $28.00 per period.


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ARTICLE VI: EMPLOYEE BENEFITS

A. DEFINITIONS

1. Self-Insured Schools of California (SISC III) shall mean the jointpowers agreement that Kelseyville Unified School District participates into provide health benefits for employees.

2. Carrier shall mean that organization with which the District contracts toadminister and provide health coverage for employees.

3. Level of benefits shall mean the amount of benefits provided employeeswithin each of the areas of coverage.

4. Coverage shall mean those benefits currently provided employees in the

health contract.

B. EMPLOYEE BENEFITS

1. Employees shall be offered a Blue Cross PPO plan offered by SISC III.The dental plan shall consist of the Delta Dental Incentive plan at the$2,000 level. The vision plan shall consist of Vision Service Plan PlanA with a co-payment of $20.00. The Behavior Health Plan will consistof PacifiCare Behavioral Health Plan. The prescription benefit shallconsist of Medco 3/15/15 plan. No other medical, dental, or vision planswill be offered.

2. Effective July 1, 2012 tThe District shall pay the full cost of the above$16,000 toward the package for the duration of this agreement and anyincreases pending completion of negotiations on a successor agreementunless mutually agreed to in writing by the parties.

3. Any employee who provides the District with written verification that theyare; A) Declining coverage because they have other coverage forthemselves and/or their dependents, or, B) They are eligible for health &welfare benefits but work less than full-time and their share-of-cost wouldbe a financial burden, may elect to receive cash in lieu of the benefitpackage. The decision to accept the cash in lieu of option may only be

made during the annual open enrollment period established by SISC III.

4. The following applies only to those employees who currently receive thehealth package and elect to receive cash-in-lieu. The benefit provided toemployees under Article VI. B. 10 shall remain unchanged.

The amount will be equal to 70% of the Districts annual contributiontowards the health benefit package described in paragraph B.1.above.


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5. Regular part-time employees who work at least half-time or more areeligible for benefits. The District's contribution to the premium shall beprorated based on the employees percentage of full time equivalence.

6. The District will provide the Association with SISC III correspondence.

7. New employee health insurance shall commence the first of the nextmonth following the first day of paid service. Should an employeesemployment terminate, the health benefits shall continue through thefollowing calendar month.

8. Should an employees employment terminate, the health benefits shallcontinue through the following calendar month. Such employee shall beentitled to purchase continued coverage under the health and dental plansas provided through COBRA and the health insurance carrier.

9. Employees participating in shared-contract teaching assignments shall

receive salary and benefits on a pro-rata basis equivalent to maximumreceived by 1.0 FTE with the exception of the provisions shown underArticle IX.

10. Prior to July 1, 1986, employees may arrange for payment of an amountequal to and in lieu of the District contribution to said medical, dental, orvision plans. No unit member shall be enrolled in the fully paid cash inlieu of option if his/her first paid working day occurs on or after July 1,1986. Absolutely no employees may enroll in the fully paid cash in lieuof option after December 1, 1987. At retirement, this option willterminate, refer to Article IX.B.5

11. The District will make available appropriate benefits as provided for inAB528 and PL99-272.

12. The Association will be notified of funds received by the District fromSISC III in the form of rebates, dividends, etc., and said funds will bedesignated in accordance with negotiated agreements.


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ARTICLE X: TRANSFERS AND REASSIGNMENTS

A. Transfers

Definition of terms/procedure

1. A transfer is the movement of an employee from one school site toanother.

2. A vacancy is a position within the bargaining unit at a school site thatthe District determines needs to be filled. Vacancies will be posted for sixfour (4) days in-house for employees. Vacancies occurring duringsummer months will be posted simultaneously for employees and outsideapplicants with preference going to current employees.

3. The employee or the District may initiate transfers.

4. A day is a day the District office is open.

5. Teacher seniority for purposes of transfers is based on contracted teachingtime in the District, not date of hire. A seniority list shall be created anddistributed to the KUTA President by April 15 th of each year.

6. The District shall post notices of site vacancies involving positions foremployees on employee bulletin boards at each site and provide theAssociation president and site building representatives with a copy ofnotices.

7. The District agrees to compensate each employee who is involuntarilytransferred for two additional days pay for the time and effort involved ineach move. The daily rate will equal the employees total salary dividedby the number of contract days.

8. District seniority list will be posted at each site and updated annually (ByJanuary 1st).

B. Transfers initiated by the employee.

1. Requests for transfers must be made in writing to the site principal wherethe vacancy exists prior to the posted deadline (6 4 days minimum)

- OR -

An employee may make a general request for transfer in writing to his/hersite principal. An employee will be notified by mail of vacancies


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occurring during non-school periods (summer) if self-addressed, stampedenvelopes are provided by the employee to the District Office.

2. An employee-initiated transfer may fill a vacancy based on Districtseniority with the following provisions:

a. As determined by the Superintendent, is in the best interest ofstudents and educational program based on valid objective criteria.

b The employee is appropriately credentialed.

3. Employees at different sites with like assignments may mutually initiate atransfer (switch or trade) with mutual consent of the site administration.

4. Once a voluntary request for transfer has been approved, the employeemay not rescind the transfer for a period of at least one year and only if avacancy exists.

5. If a transfer request is denied, the principal shall, if the employee sorequests, provide specific reasons for the denial.

6. Within five days, the employee may appeal the principal's denial to aTransfer/Reassignment Committee for further review. The Committeewill be composed of two employees and one District administrator. Theemployee who appeals the transfer/reassignment will select theadministrator for the committee. The principal who has denied the requestwill select the employees for the committee. The review will be within tendays. The committee process may be waived if it infringes on legal/

confidentiality rights of either party.

7. The decision of the committee may be appealed within two days to theSuperintendent for review. The decision of the Superintendent shall befinal and binding.

C. District-initiated transfer

1. District-initiated transfers shall be based on the valid, objective, legitimateeducationally related needs of the District and its students.

2. If a transfer becomes necessary, the District shall actively seek volunteers

prior to any involuntary transfer.

If an involuntary transfer is still necessary, the employee with the leastDistrict seniority shall be transferred with the following provisions:

a. As determined by the Superintendent, is in the best interest ofstudents and educational program based on valid, objective criteria.


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b. The employee is appropriately credentialed.

Or

c. To expand or stimulate employee performance, this type ofdistrict-initiated reassignment may be initiated no more than oncein a five year span.

3. The employee shall be officially notified by mail or in person as soon asthe District determines that it will initiate an employee transfer. TheDistrict shall provide the employee with the reasons for the transfer, andthe principal shall schedule a conference with the employee to discuss thetransfer.

4. The employee may, after the conference with the principal, request aconference with the Superintendent to discuss the transfer and the reasonstherefore. The decision of the Superintendent regarding the transfer shall

be final pending any appeal to the Board of Trustees. The employee beingtransferred may appeal the Superintendents decision to the Board ofTrustees within ten days of official notification of the transfer. If theemployee wishes, he/she may be represented by a K.U.T.A.representative. The Board shall make the final decision of all appeals.Consistent with Government Code 3543, K.U.T.A. representatives shall benotified of any decision made through the appeal process and will be givenan opportunity to give their position.

5. The District shall not initiate the transfer of an employee more than onetime every two years unless:

a. Necessary to comply with transfers based on seniority- AND -

b. Required by legitimate need of the instructional programs.

6. The District shall assist the employee in making the transfer. At theemployees request, custodial staff shall pack and/or move the employeesbelongings to the new classroom and school site.

7. Employees transferred will be able to move into a clear, clean classroomwithout being required to perform custodial duties.

8. The District will notify each employee of his/her assignment and roomassignment for the next school year prior to the last school day of thecurrent year. This does not prevent the District from making transfersduring the summer. (* See No. 10)

9. If an employee is in a year-round school, the District will notifyemployees of next year's track assignment prior to April 15th. (* See No.10)


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10. The District will not be held responsible if failure to notify is due toaccident, illness, or other unforeseen acts.

D. Reassignments

Definition of terms/procedure:

1. A reassignment is:

a. A change in the employee's teaching assignment from one gradelevel or subject matter to another;

b. A change from one grade level to a combination class;

c. A change from a combination class to one grade level;

d. A change from a traditional schedule to an YRE schedule or vice

versa;

e. A change in YRE tracks; or

f. Changes in a teachers schedule in a 6-12 departmentalized settingdo not constitute a reassignment.

2. The employee or the District may initiate reassignments.

3. A day is a day the District office is open for business.

4. A vacancy is a bargaining unit position, assignment, or classroom

location that the District determines needs to be filled.

5. A reassignment may occur without a vacancy.

6. Voluntary reassignments take priority over voluntary transfers.

7. The District shall post notices of site vacancies involving positions foremployees on employee bulletin boards at each site and provide thebargaining unit president and site building representatives with a copy ofnotices.

8. Teacher seniority for purposes of reassignments is based on contractedteaching time in the District, not date of hire. A seniority list shall becreated and distributed to the KUTA President by April 15th of each year.

9. Each employee shall be notified by the end of the school year of his/herassignment for the following year. (* See C10)

10. When the District initiates reassignments during the summer, the principalshall notify the employee as soon as possible by telephone or mail.


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11. Reassignments shall be based on valid, objective criteria, educationally-related needs of the District, and the credentials and competence of theemployee.

12. The principal is responsible for the development of assignments for allemployees within the school. If a K-5 teacher is assigned a combinationclass ex: (K/1, 1/2, or 2/3), for one full year, he/she will not be required toteach another combination class until all other teachers at those gradelevels have also taught a combination class for one full year. A teachermay volunteer to be assigned a combination class. Teachers with less thantwo years teaching experience will not be assigned to a combination class.If a combination class is necessary, teacher assignments will be based onthis language and will follow the seniority provisions already establishedin this article.

Teaching a combination class for 50% of a school year will constitutea year of service for purposes of determining assignment ofcombinations for the following year.

There shall be a $1,000 stipend for K-5 teachers assigned to acombination class with the stipend prorated if the entire year is nottaught.

13. The District will grant an employee two days release time or prior tostarting the new assignment to prepare for the reassignment if thereassignment occurs during the school year or within one week prior to thestart of school. If such preparation takes place outside contract hours, theDistrict will grant two days per diem.

E. Employee-initiated Reassignment

1. Requests for reassignments must be made in writing to the site principalwhere the vacancy exists prior to the posted deadline (6 4 days minimum)

- OR -

An employee may make a general request for reassignment in writing tohis/her site principal. An employee will be notified by mail of vacanciesoccurring during non-school periods (summer) if self-addressed, stampedenvelopes are provided by the employee to the District Office.

2. An employee-initiated reassignment may fill a vacancy based on Districtseniority with the following provisions:

a. As determined by the Superintendent, is in the best interest ofstudents and educational program based on valid objective criteria.

b. The employee is appropriately credentialed.


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3. Employees at the same site with like assignments may mutually initiate areassignment (switch or trade) with mutual consent of the siteadministration.

4. Once a voluntary request for reassignment has been approved, theemployee may not rescind the reassignment for a period of at least oneyear and only if a vacancy exists.

5. If a reassignment request is denied, the principal shall, if the employee sorequests, provide specific reasons for the denial.

F. District-initiated reassignment

1. If a reassignment becomes necessary, the District shall actively seekvolunteers prior to any involuntary reassignment.

2. The District will initiate reassignments based on the following criteria:

a. The employee is appropriately credentialed

- and -

b. As determined by the Superintendent, valid, objective, legitimateeducationally related needs of the District and its students.

If the above criteria are met equally by two or more employees, theemployee with the least district seniority at that site and grade level will bereassigned.

- or -

c. To expand or stimulate employee performance, this type ofdistrict-initiated reassignment may be initiated no more than oncein a five-year span.

In excess staffing situations, District seniority will be the first date of paidservice in the grade having the excess staff.

3. The employee shall be officially notified by mail or in person as soon asthe District determines that it will initiate an employee reassignment. The

District shall provide the employee with the reasons for the reassignment,and the principal shall schedule a conference with the employee to discussthe reassignment.

4. The employee may, after the conference with the principal, request aconference with the Superintendent to discuss the reassignment and thereasons therefore. The decision of the Superintendent regarding thereassignment shall be final pending any appeal to the Board of Trustees.


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The employee being reassigned may appeal the Superintendents decisionto the Board of Trustees within ten days of official notification of thereassignment. If the employee wishes, he/she may be represented by aK.U.T.A. representative. The Board shall make the final decision of allappeals. Consistent with Government Code 3543, K.U.T.A.

representatives shall be notified of any decision made through the appealprocess and will be given an opportunity to give their position.

5. The District shall not initiate reassignments of an employee more thanonce every two years. This article does not apply to grades 6-12departmentalized programs.

6. The District shall assist the employee in making the reassignment. At theemployees request, custodial staff shall pack and/or move the employeesbelongings to the new classroom.

7. Employees reassigned will be able to move into a clear, clean classroom

without being required to perform custodial duties.

8. The District will notify each employee of his/her assignment and roomassignment for the next school year prior to the last school day of thecurrent year. This does not prevent the District from making transfersduring the summer. (See No. 10)

9. For the purpose of conversion to year-round school, grade levelassignments will be the same as the previous year. Selection of tracks ateach grade level will be based on District seniority.

10. The District will not be held responsible if failure to notify is due toaccident, illness, or other unforeseen acts.


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ARTICLE XXI: PEER ASSISTANCE REVIEW AND BEGINNINGTEACHER SUPPORT & ASSESSMENT PROGRAM

Kelseyville Unified Teachers Association and Kelseyville Unified School District arecontinuously striving to provide the highest possible quality of education. In order forstudents to succeed in learning, teachers must succeed in teaching. Therefore, the partiesagree to cooperate in the design and implementation of programs to improve the qualityof instruction through expanded and improved professional development and peerassistance. Teachers referred to or who volunteer for the program are viewed as valuableprofessionals who deserve to have the best resources available provided to them in theinterest of improving performance to a successful standard.

A. KUTA shall appoint two teachers to act as the Co-PAR/BTSA Coordinators. TheSuperintendent shall approve appointments.

B. Support providers (mentor teachers) shall be recruited and selected by the school siteadministrator for the beginning teacher participant, based on the criteria defined by

the state/regional BTSA program. Support provider stipends shall be paid by thestate/regional BTSA program.

C. Beginning teachers shall participate in the state/regional BTSA program per BTSAguidelines. If a teacher provides the District with evidence that the samerequirements are being met through another program, he/she will be exemptedfrom the BTSA requirement.

D. Based on PAR funding received, the PAR/BTSA Coordinators, subject to theSuperintendents approval, shall develop a program budget. The budget shall includethe following expenses in the following priority:

1. Required match to state/regional BTSA program based on participating staff.2. Cost for providing $1,500 stipend to each of the PAR/BTSA Coordinators.3. If additional funds are available, a $500 stipend will be paid to each

PAR/BTSA Coordinator to organize, implement, and review mini grantrequests for additional staff training, supplies, or equipment.

4. Provide mini-grants for additional training, supplies, and equipment.Amounts and criteria to be determined based on funds available as developedby the PAR/BTSA Coordinators and approved by the Superintendent.

5. The PAR/BTSA Coordinator responsibilities shall act as liaison for theDistrict to the state/regional BTSA program and perform duties as required bythe BTSA program with the exception of identifying support providers, andcoordinate mini-grant activities if funds are available.


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ARTICLE XXIII: TERM OF AGREEMENT

THIS AGREEMENT shall be effective July 1, 2010, 2012 and shall remain in full forceand effect until June 30, 2013, unless a specific provision in the Agreement states othereffective dates. In the second and third years of the Agreement, each party may reopennegotiations on salaries, health and welfare benefits, and one additional article. Theparties may also agree in writing to reopen negotiations on additional subjects.

KELSEYVILLE UNIFIED TEACHERS ASSOCIATION:

By: ______________________________ Dated: _______________President

By: _______________________________ Dated: _______________Chief Negotiator

KELSEYVILLE UNIFIED SCHOOL DISTRICT:

By: _____________________________ Dated: ________________President, Board of Trustees

By: ______________________________ Dated: _______________District Superintendent


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Exhibit A

CERTIFICATED SALARY SCHEDULEEffective 7/1/2010 6/30/2011

UP TO STEPS AB+30 AB+45 AB+60 AB+75

1 36,113 36,836 37,950 39,309

2 36,836 37,950 39,309 40,428

3 37,950 39,309 40,428 41,439

4 39,309 40,428 41,802 43,221

5 40,882 42,207 43,581 45,002

6 42,662 43,988 45,361 46,782

7 44,444 45,767 47,142 48,559

8 46,222 47,548 48,921 51,027

9 48,005 49,330 50,701 52,119

10 49,784 51,108 52,480 53,901

11 49,785 52,887 54,260 55,68213 49,786 52,889 54,261 56,804

16 49,787 54,670 56,040 58,581

21 49,788 54,671 57,822 60,363

26 49,789 54,672 59,601 63,826

31 51,034 56,039 61,091 65,422

Teachers hired with less than 30 semester units beyond the Baccalaureate degree or without afull teaching credential shall be compensated at $23,194.


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Exhibit A

CERTIFICATED SALARY SCHEDULEEffective 7/1/2012 6/30/2013

UP TO STEPS AB+30 AB+45 AB+60 AB+751 36,835 37,573 38,709 40,095

2 37,573 38,709 40,095 41,237

3 38,709 40,095 41,237 42,268

4 40,095 41.237 42,638 44,085

5 41,700 43,051 44,453 45,902

6 43,515 44,868 46,268 47,718

7 45,333 46,682 48,085 49,530

8 47,146 48,499 49,899 52,048

9 48,965 50,317 51,715 53,161

10 50,780 52,130 53,530 54,979

11 50,781 53,945 55,345 56,79613 50,782 53,947 55,346 57,940

16 50,783 55,763 57,161 59,753

21 50,784 55,764 58,978 61,570

26 50,785 55,765 60,793 65,103

31 52,055 57,160 62,313 66,730

Teachers hired with less than 30 semester units beyond the Baccalaureate degree orwithout a full teaching credential shall be compensated at $23,194.


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Exhibit B

KELSEYVILLE UNIFIED SCHOOL DISTRICTEXTRA-CURRICULAR SALARY SCHEDULE

The following positions shall be paid according to the following groupings:

A B CVAR FOOTBALL (1) ASST.VAR FOOTBALL (2) ASST JV FOOTBALL (2)VAR BASKETBALL(2) JV FOOTBALL (1) JV VOLLEYBALL (1)HS BAND (1) VOLLEYBALL (1) JH BASKETBALL (4)NOON REC (3) CROSS COUNTRY (1) JV BASEBALL (1)PEP SQUAD (1) JV BASKETBALL (2) ASST. TRACK (1)F.F. A. ADVISOR (2) WRESTLING (1) ASST. WRESTLING (1)K-CORP ADVISOR (1) BASEBALL (1) HS SWIMMING (1)VOC ED COORDINATOR (1) SOFTBALL (1) (contingent upon continued

TENNIS (1) community funding of swimming)TRACK(1)GOLF (1)ACCREDITATIONCHAIRPERSON (1)VAR SOCCER (2)HS YEARBOOK ADVISER (1)

HS DRAMA (1) (paid from categorical funds)

D EJH SOFTBALL (1) 6th BASKETBALL (2)JH FOOTBALL (1) JUNIOR CLASS ADVISERS (3)JH VOLLEYBALL (2) JH YEARBOOK ADVISER (1)JH TRACK (2)JH WRESTLING (1)JH BAND (1)JH SOCCER (1)

1. Accumulated KUSD experience within the same co-curricular activity will resultin vertical salary steps.

2. Personnel reaching the maximum step in the column in which he/she is in shalladvance vertically no further.

3. New personnel shall be placed according to their experience up to a maximum offive years. Such experience may require verification if deemed necessary by theBoard.


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4. Teachers have first priority in filling extra duty positions on the extra dutyschedule.

5. Extra-duty positions not filled by employees may be filled by others on a yearlybasis. Non-bargaining unit members employed in the 1994-95 school year may

maintain their current positions.

6. Except as provided below, non-bargaining unit walk-on coaches will be paid nomore than 82% of the base stipend defined in paragraph 16, below. Anyadditional compensation (above 82% but no more than a bargaining unit memberwould be paid) for a walk-on coach shall not come out of the funds agreed to bemade available for certificated bargaining unit members compensation increases.A non-bargaining unit walk-on coach shall not receive a stipend larger than abargaining unit member would receive for the same duty.

7. Job descriptions should be developed for each position on the extra-duty schedule

by July 1997. Job descriptions need to follow a common format.

8. Selection, evaluation, and possible dismissal from extra-duty positions are theresponsibilities of the site administrators where the extra-duties are performed.

9. Funds allocated for the payment of stipends to employees shall not be diverted toother purposes.

10. Internal vacancies shall be posted for a minimum of six four days.

11. Prior to June 1, an employee may make a request in writing to the Superintendentexpressing interest in extra-duty positions which become available during thesummer. Employees will be notified by mail if self-addressed, stamped envelopesare provided to the District Office.

12. Creation of all new District athletic teams, which require a coach must first bediscussed and placed on the extra-duty salary schedule before agreement and/orimplementation of the team by the Board of Trustees.

13. Summer school is considered an extra-duty position. Employees will have firstconsideration for available positions. Employees interested in applying forsummer school positions will submit a letter to the District Office prior to theposted deadline. Teachers will be hired following these guidelines:

1st Round:

a. Teachers employed in Summer School the previous year with thehighest district seniority.

b. If needed, new applicants will be hired, having an appropriatecredential and in order of highest district seniority.


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2nd Round:

If, in June, due to increased student enrollment, additional teachersare needed, hiring will follow the guidelines listed in b above.

Teacher Placement:

Teachers holding appropriate credentials will be assigned asfollows:

a. Highest district seniority grades K-6.b. Highest district seniority grades 7-12.

Layoffs:

If enrollment drops any time after the beginning of Summer

School, teachers will be released as follows:

a. Grade levels will be divided K-3, 4-6, 7-9, & 10-12.b. 2nd round hires will be laid off first, based on lowest district

seniority at the grade levels listed in a.

c. 1st round hires will then be released based on lowest districtseniority at the grade levels listed in a.

14. Employees may volunteer to cover classes during prep periods for teachers whoneed to be absent for a portion of the day to fulfill extra-duty assignments.

15 The extra-duty salary schedule will be reviewed annually. If the situation arises, aposition may remain vacant/unfilled upon agreement between the AssociationPresident and the Superintendent.

16. The base for the purpose of calculating stipends for coaching and co-curricularactivities as listed in Exhibit B is $35,545.


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043012 KeUSD and KUTA Agreement

Documents

Transcript of 043012 KeUSD and KUTA Agreement