2016 salary book

R E S E A R C H

MISSOURI STATE TEACHERS ASSOCIATIONP.O. Box 458, Columbia, MO 65205

573-442-3127 > 800-392-0532

www.msta.org

MISSOURI

SCHEDULE

2 0 1 5 - 1 6M I S S O U R I S T A T E T E A C H E R S A S S O C I A T I O N

2014-15 salary book -cover.indd 12 12/1/15 10:46 AM

2015-16 Salary Schedule & Benefits Report • 3

TABLE OF CONTENTSIntroduction .................................................................................................................................................................................................................................4Key Findings .................................................................................................................................................................................................................................5Table 1. Years of Outside Experience Allowed ................................................................................................................................................................5Reporting Definitions ...............................................................................................................................................................................................................7Table 2. Comparison of Bachelor’s and Master’s Minimum and Maximum Salaries ..........................................................................................7Table 3. Distribution of Average Minimum and Maximum Salaries by County ...................................................................................................8Table 4. Distribution of Average Minimum and Maximum Salaries by Enrollment Size ............................................................................... 10Table 5. Distribution of Average Minimum and Maximum Salaries by Region ................................................................................................ 11Missouri Map of Counties by Regions .............................................................................................................................................................................. 12

2015-16 Salary Schedule ProvisionsCentral Region .......................................................................................................................................................................................................................... 13Kansas City Metro Region .................................................................................................................................................................................................... 15Northeast Region .................................................................................................................................................................................................................... 16Northwest Region ................................................................................................................................................................................................................... 18Southeast Region .................................................................................................................................................................................................................... 20Southwest Region ................................................................................................................................................................................................................... 24St. Louis Metro Region ........................................................................................................................................................................................................... 28

BenefitsDistricts Reporting Fringe Benefits - Employee Leave ............................................................................................................................................... 30Districts Reporting Fringe Benefits - Other .................................................................................................................................................................... 48Career Ladder or like program ............................................................................................................................................................................................ 66

AppendixesAppendix 1. Current Statistics about Missouri Public Schools ............................................................................................................................... 86Appendix 2. District Notes and Comments ................................................................................................................................................................... 86

All rights reserved. No part of this publication may be reproduced or transmitted in any form or by any means, electronic or mechanical, including photocopy, recording, or any information storage and retrieval system,

except for brief excerpts in critical reviews and articles or use by local teachers groups affiliated with MSTA in preparation of salary proposals, without permission in writing from the publisher.

R E S E A R C H

©2016 MISSOURI STATE TEACHERS ASSOCIATIONP.O. Box 458, Columbia, MO 65205

573-442-3127 > 800-392-0532

www.msta.org

4 • Missouri State Teachers Association | 800-392-0532 | www.msta.org

INTRODUCTIONDiscussions about teacher salaries and benefits frequently focus on comparisons with the salary schedules and benefits of similar school districts. For many years the Missouri State Teachers Association, in order to facilitate such comparisons, has collected and analyzed information about salary schedules and benefits. The primary sources of information for this report are the superintendents of Missouri’s public schools, and they have been very cooperative in this effort. The Missouri State Teachers Association would like to publicly express its appreciation.

This report provides both summary information on the salary schedule practices of Missouri school districts and specific information on the basic features of a number of districts’ salary schedules. The format of the report continues to evolve as new information and reader suggestions are incorporated. If you have suggestions for other improvements to this report, please contact the MSTA Salary and Research Department below.

Melissa Lorts, Finance DirectorMail: MSTA Research, 223 E. Capitol Ave., Jefferson City, MO 65101Phone: 573-893-3980 or 800-392-0532Email: [email protected]

Mandy Henry, Salary and Research SupervisorMail: MSTA Research, 223 E. Capitol Ave., Jefferson City, MO 65101Phone: 573-893-3980 or 800-392-0532Email: [email protected]

Roy Kramme, Salary ConsultantMail: MSTA Research, 223 E. Capitol Ave., Jefferson City, MO 65101Phone: 800-392-0532Email: [email protected]

Sid Doerhoff, Salary ConsultantMail: MSTA Research, 223 E. Capitol Ave., Jefferson City, MO 65101Phone: 800-392-0532 or 573-893-3980Email: [email protected]

All Missouri school districts participated in the 2014-2015 MSTA Salary Schedule & Benefit Survey at the time of publication.


Salary Schedules and StepsUnder most salary schedules, a teacher advances from the minimum salary/placement based on years of teaching experience and satisfactory teaching. These additions, or steps, may be either uniform or varied. More steps are usually provided for more highly educated teachers until reaching the maximum salary for preparation level. Some schedules provide additional steps after extended periods of service beyond the regular salary schedule maximums. Due to space limitations and reporting differences, detailed information on longevity steps is not included. Contact the district in question or MSTA for more information.

Pages 13 through 29 give information on the district minimums and maximums for the bachelor’s and master’s degrees and the number of steps at each level. These tables also show the number of schedule steps and their maximums. The plus column shows the extended maximums reached after completing a certain number of graduate hours and years. The schedule max shows an additional step for doctorate or specialist degrees. These additional steps increase values of salary schedule maximums reported.

The salary schedule maximum is the highest possible salary authorized by a salary schedule. The salary compression ratio divides the schedule maximum value by the bachelor’s degree minimum value. For example, a salary compression ratio of 1.58 indicates that the highest salary possible on a that schedule is 58 percent larger than, or 1.58 times larger than, the lowest salary for a beginning teacher. Most CTA salary/welfare committees seek compression ratios in the 2.0 to 2.5 range.

Often districts grant some credit to an experienced teacher for teaching in other school systems, and in the past several years, many districts have made some effort to improve their policies in this regard. Most CTA salary committees prefer that districts grant credit for all years of experience for placement on salary schedules or, if limited years are accepted, double-crediting teachers for years of experience until placement on the salary schedule for experience is at least equal to years of credit in the Public School Retirement System.

The most common practice is to grant full credit for nine or more years teaching in other districts. [Seventy-eight percent of districts, or 404, accept nine or more years of teaching experience from outside the district.] Some districts have a policy such as “one year for each of the first 10 years plus one-half of all years after the first five.” These districts are represented in the “other” category. A summary of all responses is presented in Table 1.

Table 1—Years of outside experience allowed

Years of Experience Number of Districts 14-15

1-4 14 5-6 61 7-8 23 9-10 90 11-20 83 21+ 231 Other 16 Total 518

Finally, 98 districts, or 19 percent, index administrators’ salaries off their teachers’ salary schedule.

Key Findings

Response rates518 out of 518 Missouri school districts responded to the mailed salary questionnaires (which included a request for a copy of the actual district salary schedule). Additionally, many respondents sent their non-certificated, support staff employees pay plans or stated that they have no board-approved pay plan. The Missouri State Teachers Association is deeply appreciative of the high degree of cooperation of school administrators in collecting this information.


Overall Salary Schedule CharacteristicsAll districts must pay teachers with a bachelor’s degree a minimum of $25,000 and teachers with a master’s degree and 10 years experience a minimum of $33,0001. Table 2 on page 7 shows increases in both minimums and maximums.

Average Growth in Salary Schedules

Level Last Year This YearBachelor Min. 1.45% 1.16%

Bachelor Max. 1.57% 0.42%

Master Min. 1.38% 1.11%

Master Max. 1.55% 1.09%

Salaries and student enrollmentA school district’s ability to pay staff depends on its pupil-teacher ratio and its ability to concentrate spending on the classroom. Over the past decade, salaries might also have depended on local property taxes, as they drove both state and local funding. Under the current formula, school districts will draw state revenue based on enrollment of students. HB1689 (2014) removed the pro-ration factor for hold harmless districts. The bill requires DESE to adjust the State Adequacy Target to accommodate the appropriation level if the amount funded is not sufficient to fully fund the formula for all districts. Payments to hold harmless districts must not be modified from full funding. With the remaining funds the State Adequacy Target is recalculated and distributed to formula districts.

A district’s student enrollment is a powerful determinant of a district’s ability to pay its teachers. Generally, districts serving fewer than about 700 students must employ more teachers to meet MSIP standards and have lower pupil-teacher ratios, which reduces their ability to pay individual teachers. School districts with smaller enrollments tend to be located in rural areas of the state. Districts with over 4,000 students tend to have larger increases across salary schedules, while districts with fewer than 4,000 students have much lower salary schedule values, particularly with more education and on the schedule maximums. To better describe this phenomenon, data for districts serving fewer than 1,000 students were divided into three enrollment ranges and summarized in Table 4 on page 10.

The national and state teacher averages had minimal growth this year.


SALARY SCHEDULE REPORTING DEFINITIONS

Table 2 — Comparison of Bachelor’s and Master’s Minimum and Maximum Salaries 2014-15 vs. 2015-16

Bachelor’s Degree Minimum (Min) is the salary assigned to teachers beginning their first year of teaching with no years of experience and who hold a bachelor’s degree with no ad-ditional college credit hours.

Bachelor’s Degree Maximum (Max) is the highest salary that may be assigned to teachers who hold a bachelor’s degree and have no additional college credit hours.

Bachelor’s Degree Plus is the highest possible salary that may be assigned to teachers holding a bachelor’s degree and additional college credit hours.

Master’s Degree Minimum (Min) is the salary assigned to teachers beginning their first year of teaching with no years of previous teaching experience who hold a master’s degree with no additional college credit hours.

Master’s Degree and 10 Years Experience is the salary as-signed to teachers beginning their 11th year of public school teaching with 10 years of teaching experience who hold a master’s degree with no additional college credit hours.

Master’s Degree Maximum (Max) is the highest salary that may be assigned to teachers holding a master’s degree and no additional college credit hours.

Salary Schedule Maximum (Max) is the highest salary that may be assigned to teachers using the salary schedule. This would include teachers holding a specialist or doctorate degree.

Compression Ratio is the Salary Schedule Maximum divided by Bachelor’s Degree Minimum.

Steps is the number of salary increases granted for years of experience for a given level of education.

Years Import is the maximum number of years of experi-ence outside the district that may be used in determining a teacher’s salary. Our survey begins with 0 years of experience for all salary schedules.

Administrators Indexed (Admin. Tied) answers the question “Are salaries of administrators determined by indexing from the teacher’s salary schedule or average teacher’s salary?” The answer to this question is reported in the “Admin. Tied” column in the Fringe Benefits table.

Rank places salary schedules in order compared to other districts. Districts with the same salaries are given the same ranking.

Bachelor’s Minimum Bachelor’s Maximum

Enrollment 2014-2015 2015-2016 Change % Change 2014-2015 2015-2016 Change % Change

<300 $28,337 $28,705 $368 1.30% $35,668 $36,056 $388 1.09%

300-699 $29,635 $30,070 $435 1.47% $36,727 $37,428 $701 1.91%

700-999 $30,846 $31,079 $233 0.76% $40,396 $40,225 ($171) -0.42%

1,000-3,999 $32,949 $33,355 $406 1.23% $42,076 $42,706 $630 1.50%

4,000-14,999 $36,183 $36,530 $347 0.96% $46,994 $46,748 ($246) -0.52%

15,000+ $37,855 $38,331 $476 1.26% $50,267 $50,012 ($255) -0.51%

Averages $32,634 $33,012 $378 1.16% $42,021 $42,196 $175 0.42%

Master’s Minimum Master’s Maximum

Enrollment 2014-2015 2015-2016 Change % Change 2014-2015 2015-2016 Change % Change

<300 $30,767 $31,152 $385 1.25% $41,890 $42,429 $539 1.29%

300-699 $32,311 $32,766 $455 1.41% $44,707 $45,369 $662 1.48%

700-999 $33,582 $33,783 $201 0.60% $48,131 $48,333 $202 0.42%

1,000-3,999 $36,147 $36,604 $457 1.26% $53,585 $54,363 $778 1.45%

4,000-14,999 $39,635 $39,925 $290 0.73% $62,963 $63,168 $205 0.33%

15,000+ $40,905 $41,482 $577 1.41% $68,086 $69,175 $1,089 1.60%

Averages $35,558 $35,952 $394 1.11% $53,227 $53,806 $579 1.09%

Year:

Min Max Plus Min Max Max RatioBachelor's Master's Schedule Compress

County

$30,833 Adair $35,458 $39,483 $32,767 $43,893 $46,177 1.50 $31,517 Andrew $38,627 $49,215 $33,728 $50,782 $54,311 1.72 $30,458 Atchison $35,383 $42,405 $33,342 $45,897 $50,430 1.66 $31,283 Audrain $39,592 $43,117 $33,525 $46,149 $49,216 1.57 $32,329 Barry $38,596 $43,887 $35,672 $46,262 $51,233 1.58 $30,567 Barton $36,760 $39,903 $32,250 $43,123 $44,667 1.46 $30,314 Bates $35,679 $40,119 $33,250 $43,936 $45,903 1.52 $29,750 Benton $42,789 $47,264 $33,010 $51,365 $53,530 1.80 $29,486 Bollinger $37,750 $41,817 $32,121 $45,842 $49,354 1.67 $32,131 Boone $38,427 $43,959 $34,097 $50,030 $55,855 1.73 $33,339 Buchanan $42,017 $45,877 $35,873 $51,625 $57,497 1.72 $29,600 Butler $44,676 $46,535 $31,856 $49,106 $51,358 1.73 $27,881 Caldwell $32,331 $35,331 $30,097 $39,016 $39,750 1.42 $30,564 Callaway $40,821 $45,271 $33,008 $49,403 $52,834 1.73 $31,762 Camden $41,410 $44,661 $34,206 $47,733 $50,519 1.58 $31,850 Cape Girardeau $37,190 $45,372 $34,662 $49,630 $52,688 1.66 $29,640 Carroll $36,927 $39,097 $32,488 $44,105 $46,062 1.55 $27,375 Carter $36,253 $38,308 $30,200 $40,333 $41,633 1.52 $33,993 Cass $38,804 $45,141 $37,196 $49,614 $57,659 1.69 $30,625 Cedar $34,200 $38,740 $32,625 $42,825 $48,650 1.59 $29,863 Chariton $37,575 $40,263 $32,288 $42,438 $45,600 1.52 $31,846 Christian $40,456 $45,368 $34,412 $50,743 $53,766 1.68 $30,600 Clark $35,100 $40,850 $33,600 $47,600 $51,100 1.67 $35,879 Clay $39,194 $42,208 $38,828 $59,137 $68,551 1.91 $33,567 Clinton $37,156 $42,646 $36,375 $52,022 $58,601 1.75 $31,669 Cole $44,572 $47,956 $34,987 $50,383 $52,701 1.65 $28,875 Cooper $37,608 $39,779 $31,796 $42,088 $43,692 1.51 $30,765 Crawford $45,137 $48,337 $33,461 $52,412 $54,425 1.77 $27,063 Dade $32,650 $34,025 $29,633 $39,650 $39,725 1.47 $30,345 Dallas $34,017 $38,199 $33,813 $48,093 $50,541 1.67 $27,932 Daviess $36,468 $40,171 $31,169 $42,645 $44,752 1.60 $30,018 DeKalb $35,461 $40,228 $33,340 $42,683 $45,736 1.52 $29,277 Dent $43,617 $46,042 $31,747 $47,597 $49,132 1.68 $26,599 Douglas $36,175 $39,136 $29,768 $43,758 $45,369 1.70 $30,866 Dunklin $41,898 $43,563 $33,344 $46,176 $49,297 1.60 $32,534 Franklin $42,882 $46,912 $36,503 $52,046 $58,691 1.80 $32,330 Gasconade $43,880 $47,505 $34,230 $48,355 $51,475 1.59 $30,404 Gentry $34,496 $39,815 $32,732 $42,419 $47,507 1.56 $32,995 Greene $41,880 $47,829 $35,697 $51,772 $55,306 1.67 $27,975 Grundy $33,710 $36,850 $30,705 $40,870 $43,710 1.56 $27,195 Harrison $31,509 $36,589 $30,427 $39,289 $40,239 1.48 $28,225 Henry $36,840 $40,435 $30,902 $45,181 $47,385 1.68 $30,275 Hickory $36,625 $40,388 $32,650 $43,115 $46,350 1.53 $31,183 Holt $35,008 $40,754 $33,577 $42,113 $44,666 1.43 $29,787 Howard $37,753 $41,445 $31,703 $44,953 $45,978 1.54 $28,030 Howell $36,415 $42,434 $30,630 $47,763 $50,750 1.82 $30,213 Iron $43,704 $46,821 $33,129 $48,974 $54,320 1.79 $36,192 Jackson $44,647 $50,397 $39,858 $59,528 $73,032 2.02 $33,168 Jasper $40,529 $44,068 $35,143 $50,122 $51,630 1.56 $34,222 Jefferson $53,081 $56,441 $37,911 $63,085 $68,390 1.99 $31,048 Johnson $38,185 $42,216 $33,856 $51,590 $56,274 1.81 $30,750 Knox $39,750 $39,750 $33,750 $45,750 $45,750 1.49 $29,799 Laclede $37,034 $41,339 $32,254 $44,195 $48,943 1.64 $30,784 Lafayette $36,577 $42,316 $33,712 $47,123 $55,784 1.81 $30,659 Lawrence $39,140 $42,656 $33,265 $47,092 $49,554 1.61 $29,250 Lewis $33,150 $41,750 $31,750 $44,475 $50,175 1.72 $31,413 Lincoln $37,938 $42,281 $35,384 $51,581 $55,104 1.75 $27,550 Linn $35,610 $40,075 $29,459 $43,141 $47,794 1.73 $27,871 Livingston $33,168 $36,785 $30,564 $41,810 $46,786 1.68

Prepared by Missouri State Teachers Association - ©

Prepared by Missouri State Teachers Association — © 2016


Table 3 — Distribution of Average Minimum and Maximum Salaries for Bachelor’s and Master’s Degrees by County

Min Max Plus Min Max Max RatioBachelor's Master's Schedule Compress

County

$29,027 Macon $34,560 $37,480 $30,988 $40,526 $44,354 1.53 $26,225 Madison $35,788 $38,750 $28,150 $43,675 $45,225 1.72 $28,340 Maries $40,030 $43,318 $30,665 $45,465 $47,115 1.67 $31,817 Marion $36,950 $40,958 $34,925 $48,258 $53,675 1.68 $34,523 McDonald $44,878 $46,331 $37,862 $56,392 $57,674 1.67 $27,875 Mercer $34,425 $36,825 $30,375 $41,625 $42,125 1.51 $30,940 Miller $42,241 $47,573 $33,874 $50,131 $53,310 1.71 $30,250 Mississippi $40,615 $44,258 $34,190 $47,575 $52,720 1.74 $29,094 Moniteau $36,860 $39,927 $31,212 $43,545 $46,949 1.61 $27,612 Monroe $34,142 $37,182 $31,582 $40,842 $42,852 1.55 $30,375 Montgomery $46,637 $49,216 $32,494 $50,372 $53,821 1.78 $33,400 Morgan $44,450 $47,725 $35,721 $51,846 $53,917 1.61 $31,000 New Madrid $43,520 $44,752 $33,480 $49,449 $51,179 1.65 $32,452 Newton $38,350 $42,409 $34,754 $45,255 $48,108 1.48 $30,292 Nodaway $33,728 $39,528 $32,687 $42,251 $46,601 1.54 $27,601 Oregon $35,529 $38,198 $30,851 $40,292 $40,742 1.48 $28,189 Osage $38,179 $42,890 $30,229 $43,669 $45,949 1.63 $26,720 Ozark $34,310 $37,244 $29,138 $41,263 $43,028 1.61 $33,179 Pemiscot $44,876 $46,516 $35,924 $48,828 $51,111 1.54 $30,550 Perry $40,800 $44,338 $32,738 $49,988 $52,688 1.72 $30,676 Pettis $36,237 $42,072 $32,923 $46,436 $49,604 1.61 $32,027 Phelps $46,356 $50,077 $35,943 $52,739 $55,704 1.74 $31,567 Pike $36,338 $42,163 $33,808 $47,176 $51,375 1.62 $35,871 Platte $42,884 $49,826 $40,138 $61,095 $74,411 2.07 $29,873 Polk $35,903 $39,883 $32,543 $44,048 $48,990 1.64 $31,488 Pulaski $40,403 $46,896 $34,348 $49,586 $51,231 1.61 $31,000 Putnam $33,400 $39,000 $33,000 $42,700 $47,700 1.54 $32,750 Ralls $36,575 $41,570 $34,770 $44,900 $49,340 1.51 $30,937 Randolph $40,021 $43,417 $33,803 $45,103 $49,650 1.60 $32,413 Ray $37,944 $43,498 $34,773 $45,866 $53,782 1.66 $30,876 Reynolds $43,276 $44,520 $33,226 $46,476 $48,289 1.57 $28,312 Ripley $39,637 $42,647 $30,766 $43,591 $45,566 1.61 $29,072 Saline $33,490 $36,497 $31,335 $41,579 $44,056 1.51 $28,000 Schuyler $34,800 $39,200 $32,000 $43,600 $43,600 1.56 $29,500 Scotland $31,350 $36,865 $32,540 $40,940 $43,405 1.47 $30,381 Scott $37,343 $42,334 $33,060 $47,810 $50,995 1.68 $26,750 Shannon $32,000 $34,125 $30,125 $37,000 $40,125 1.51 $29,800 Shelby $38,363 $42,664 $32,308 $42,414 $46,988 1.58 $39,349 St. Charles $49,739 $56,309 $44,527 $72,667 $82,330 2.09 $29,725 St. Clair $33,988 $40,050 $32,300 $42,775 $45,125 1.52 $35,940 St. Francois $47,267 $52,296 $38,967 $56,546 $62,289 1.73 $39,593 St. Louis $50,008 $56,440 $43,038 $72,219 $81,942 2.07 $38,250 St. Louis City $56,681 $56,814 $40,800 $71,594 $90,113 2.36 $39,000 Ste. Genevieve $48,000 $62,100 $45,200 $63,200 $84,200 2.16 $30,932 Stoddard $40,518 $43,940 $33,381 $46,384 $48,257 1.56 $32,700 Stone $39,864 $42,648 $35,170 $47,706 $52,496 1.61 $29,350 Sullivan $32,867 $38,683 $30,950 $40,533 $42,650 1.45 $30,426 Taney $39,834 $44,232 $33,641 $50,490 $53,293 1.75 $27,791 Texas $37,172 $42,839 $31,352 $45,154 $46,991 1.69 $28,629 Vernon $32,676 $36,446 $30,629 $42,728 $43,841 1.53 $34,550 Warren $50,975 $54,913 $38,050 $65,888 $71,163 2.07 $33,375 Washington $47,089 $51,056 $36,043 $52,133 $56,547 1.69 $28,175 Wayne $40,850 $42,775 $30,275 $46,050 $48,375 1.72 $29,461 Webster $36,224 $41,593 $31,818 $47,114 $49,787 1.69 $28,100 Worth $33,050 $45,150 $31,350 $45,150 $49,750 1.77 $28,669 Wright $36,994 $43,280 $31,674 $45,422 $48,931 1.71

$31,244 $39,514 $43,849 $34,056 $48,779 $52,919 Total Average * 1.68

518District count:

Prepared by Missouri State Teachers Association - ©Prepared by Missouri State Teachers Association — © 2016


* These averages represent 518 school districts and are not averages of the averages listed above.


Year: 2016

Minimum Maximum

Plus

Minimum Maximum Maximum Ratio Accepted

Bachelor's Master's Schedule Compress YearsEnrollment Size Bachelor's Master's

$28,705 $36,056 $39,344 $31,152 $42,429 $44,164 1.54Averages <300 17

$30,070 $37,428 $41,783 $32,766 $45,369 $48,663 1.62Averages 300-699 21

$31,079 $40,225 $44,573 $33,783 $48,333 $51,888 1.67Averages 700-999 24

$33,355 $42,706 $48,088 $36,604 $54,363 $60,405 1.81Averages 1000-3999 20

$36,530 $46,748 $52,380 $39,925 $63,168 $72,253 1.97Averages 4000-14999 16

$38,331 $50,012 $54,000 $41,482 $69,175 $81,130 2.11Averages 15000+ 11

State Averages $31,240 $39,574 $43,925 $34,055 $48,873 $53,025 1.68 19.15

Prepared by Missouri State Teachers Association - ©2015

$0

$10,000

$20,000

$30,000

$40,000

$50,000

$60,000

$70,000

$80,000

$90,000

Bach_Min. Bach_Max. Bach_Plus Mast_Min. Mast._Max. Sched_Max.

Averages <300

Averages 300-‐699

Averages 700-‐999

Averages 1000-‐3999

Averages 4000-‐14999

Averages 15000+


Table 4 — Distribution of Average Minimum and Maximum Salaries for Bachelor’s and Master’s Degree by Enrollment Size



Year: 2016

Minimum Maximum

Plus

Minimum Maximum Maximum Ratio Accepted

Bachelor's Master's Schedule Compress YearsRegion Bachelor's Master's

$30,406 $38,711 $42,820 $32,913 $47,027 $50,517 1.66 17.66 Central

$36,126 $42,450 $47,310 $39,666 $59,169 $72,622 2.01 16.57 Kansas City Metro

$30,007 $36,996 $41,090 $32,607 $44,791 $48,439 1.61 21.06 Northeast

$29,860 $35,494 $40,329 $32,577 $43,930 $47,496 1.58 21.00 Northwest

$30,600 $41,068 $44,887 $33,459 $48,164 $51,238 1.67 21.98 Southeast

$30,646 $37,615 $41,991 $33,295 $46,331 $49,324 1.61 18.63 Southwest

$37,858 $51,670 $57,273 $41,679 $70,859 $79,743 2.10 10.46 St. Louis Metro

State Averages $31,240 $39,574 $43,925 $34,055 $48,873 $53,025 1.68 19.15

Prepared by Missouri State Teachers Association - ©2015

$0

$10,000

$20,000

$30,000

$40,000

$50,000

$60,000

$70,000

$80,000

$90,000

Central KC Metro Northeast Northwest Southeast Southwest St. Louis

Bachelor's Minimum

Bachelor's Maximum

Plus

Master's Minimum

Master's Maximum

Schedule Maximum


Table 5 — Distribution of Average Minimum and MaximumSalaries for Bachelor’s and Master’s Degree by Region


page 14 page 11

page 15

page 27

page 19page 23


DISTRICT REPORTING REGIONSThe regions used for reporting the results of the salary schedule survey are not the same as MSTA regions. The counties that make up each region are shown in the maps below.

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Pag

e 1

7

ST. L

OUIS

MET

RO


Prep

ared

by

the

Miss

ouri

Stat

e Te

ache

rs A

ssoc

iatio

n –

©20

16

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ark

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Pre

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each

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oci

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n -

©2015

Pag

e 1

8


Prep

ared

by

the

Miss

ouri

Stat

e Te

ache

rs A

ssoc

iatio

n –

©20

16

Sick a

nd Pe

rsona

l Lea

ve Se

parat

eSic

k and

Perso

nal L

eave

Com

bined

Scho

ol Di

strict

# Sick

Le

ave

Max S

ick

Accu

m# P

erson

al Le

ave

Max P

erson

al Ac

cum

# Lea

ve

Days

Max L

eave

Da

ys A

ccum

# use

d for

pe

rsona

lSic

k Lea

ve

Pool

Pay f

or

unus

ed?

Unus

ed Pe

rsona

l ro

ll into

Sick

?AD

AIR C

O R-

I 11

80 2

0Ye

sYe

sYe

sAD

AIR C

O R-

II 8

75 2

0No

Yes

Yes

ADRI

AN R

-III 10

60 3

Yes

Yes

Yes

ADVA

NCE R

-IV 9

60 9

Yes

Yes

Yes

AFFT

ON 10

1 10

50 2

6No

NoNo

ALBA

NY R

-III 9

90 3

0No

Yes

Yes

ALTE

NBUR

G 48

8 50

2 0

NoYe

sYe

sAL

TON

R-IV

10 30

10No

Yes

Yes

APPL

ETON

CITY

R-II

9 60

9No

Yes

Yes

ARCA

DIA V

ALLE

Y R-II

10 75

5No

Yes

Yes

Arch

ie R-

V 10

70 10

Yes

N/R

Yes

ASH

GROV

E R-IV

7UN

L 2

6No

Yes

Yes

ATLA

NTA C

-3 7

60 4

0Ye

sN/

RYe

sAU

RORA

R-V

III 10

90 4

NoYe

sNo

AVA R

-I 10

100

10No

Yes

Yes

AVEN

UE C

ITY R

-IX 10

100

3No

Yes

N/R

AVILL

A R-X

III 9

30 2

0No

Yes

Yes

BAKE

RSFIE

LD R

-IV 10

60 3

3Ye

sYe

sYe

sBA

LLAR

D R-

II 10

46 2

NoYe

sYe

sBA

YLES

S 12

140

3No

Yes

Yes

BELL

CITY

R-II

10 90

3No

Yes

Yes

BELL

EVIEW

R-III

10 10

0 2

NoNo

Yes

BELT

ON 12

4 6

185

4 0

Yes

Yes

Yes

BERN

IE R-

XIII

7 50

3 0

NoYe

sYe

sBE

VIER

C-4

9N/

R 3

N/R

NoN/

RYe

sBIL

LINGS

R-IV

8N/

R 2

N/R

NoN/

RN/

RBIS

MARC

K R-V

5UN

L 5

0No

Yes

Yes

Fring

e Ben

efits

- Emp

loyee

Leav

e : 2

015-

2016

Prep

ared b

y Miss

ouri S

tate T

each

ers As

socia

tion o

n 11/2

0/201

5Pa

ge1 o

f 19


Prep

ared

by

the

Miss

ouri

Stat

e Te

ache

rs A

ssoc

iatio

n –

©20

16

Fringe Benefits – Employee LeaveDistricts offer various sick and personal leave combinations. The combinations include the following:

• Sick and personal leave separate• Sick and personal leave combined for total days off• Sick and personal leave combined but limited number that can be used as personal leave• Unused personal leave rolls into sick leave • Other – some districts have employee leave policies that differ from the above and could not be shown in a table format.

See Appendix 2 to determine if the district you are looking at provided additional information.

UNL = Unlimited; N/R = No Response, and N/A = Not Applicable

Sick

and

Per

sona

l Lea

ve S

epar

ate

Sick

and

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sona

l Lea

ve C

ombi

ned

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ol D

istr

ict

# Si

ck

Leav

eM

ax S

ick

Acc

um#

Pers

onal

Le

ave

Max

Per

sona

l A

ccum

# Le

ave

Day

sM

ax L

eave

D

ays

Acc

um#

used

for

pers

onal

Sick

Lea

ve

Pool

Pay

for

unus

ed?

Unu

sed

Pers

onal

ro

ll in

to S

ick?

BLAC

KWAT

ER R

-II 1

0 4

5 2

No

N/R

Yes

Blai

r Oak

s R

-II 9

120

3 3

Yes

Yes

Yes

BLO

OM

FIEL

D R

-XIV

7 9

0 3

3N

oYe

sYe

sBL

UE

EYE

R-V

10

60

2N

oYe

sN

oBL

UE

SPR

ING

S R

-IV 1

0U

NL

2 0

Yes

Yes

Yes

BOLI

VAR

R-I

9 1

00 3

0N

oYe

sYe

sBO

NC

L R

-X 1

0N

/R 2

N/R

No

No

Yes

BOO

NVI

LLE

R-I

9 1

00 2

0N

oYe

sYe

sBO

SWO

RTH

R-V

9 1

20 2

0N

oYe

sYe

sBO

WLI

NG

GR

EEN

R-I

10

100

2 2

No

Yes

Yes

BRAD

LEYV

ILLE

R-I

10

50

2N

oYe

sYe

sBR

ANSO

N R

-IV 1

0 6

0 1

1N

oYe

sYe

sBR

AYM

ER C

-4 1

0 1

00 1

0N

oYe

sYe

sBR

ECKE

NR

IDG

E R

-I 1

0 9

0 2

No

Yes

Yes

BREN

TWO

OD

8 2

00 8

Yes

Yes

Yes

BRO

NAU

GH

R-V

II 1

0N

/R 2

N/R

No

No

Yes

BRO

OKF

IELD

R-II

I 1

1 1

80 3

3N

oYe

sYe

sBR

UN

SWIC

K R

-II 1

0 6

5 1

0N

oYe

sYe

sBU

CH

ANAN

CO

R-IV

12

150

3N

oYe

sN

oBU

CKL

IN R

-II 1

0 1

00 1

0N

oN

/RN

/RBU

NKE

R R

-III

11

60

11

No

Yes

Yes

BUTL

ER R

-V 9

63

9N

oYe

sYe

sC

ABO

OL

R-IV

10

65

10

No

Yes

N/R

CAI

NSV

ILLE

R-1

10

N/R

2Ye

sN

oN

/RC

ALH

OU

N R

-VIII

10

90

2N

oYe

sN

oC

ALLA

O C

-8 1

1 1

00 1

1N

oYe

sYe

sC

AMD

ENTO

N R

-III

9U

NL

2N

/RN

oN

/RYe

sC

AMER

ON

R-I

15

80

3Ye

sYe

sYe

sC

AMPB

ELL

R-II

9 6

0 2

0N

oYe

sYe

s

Prep

ared

by

Mis

sour

i Sta

te T

each

ers

Asso

ciat

ion

on 1

1/20

/201

5Pa

ge2

of 1

9


Prep

ared

by

the

Miss

ouri

Stat

e Te

ache

rs A

ssoc

iatio

n –

©20

16

Sick

and

Per

sona

l Lea

ve S

epar

ate

Sick

and

Per

sona

l Lea

ve C

ombi

ned

Scho

ol D

istr

ict

# Si

ck

Leav

eM

ax S

ick

Acc

um#

Pers

onal

Le

ave

Max

Per

sona

l A

ccum

# Le

ave

Day

sM

ax L

eave

D

ays

Acc

um#

used

for

pers

onal

Sick

Lea

ve

Pool

Pay

for

unus

ed?

Unu

sed

Pers

onal

ro

ll in

to S

ick?

CAN

TON

R-V

13

75

2 5

No

Yes

Yes

CAP

E G

IRAR

DEA

U 6

3 7

140

3 0

No

Yes

Yes

CAR

L JU

NC

TIO

N R

-I 1

0 1

20 2

0Ye

sYe

sYe

sC

ARR

OLL

TON

R-V

II 1

0 1

50 2

No

Yes

Yes

CAR

THAG

E R

-IX 1

0 9

0 2

2Ye

sYe

sYe

sC

ARU

THER

SVIL

LE 1

8 1

0 6

0 2

No

Yes

Yes

CAS

SVIL

LE R

-IV 1

0 9

0 3

0N

oYe

sYe

sC

ENTE

R 5

8 1

0U

NL

2 5

Yes

Yes

Yes

CEN

TER

VILL

E R

-I 1

0 3

0 1

0N

oYe

sN

/RC

ENTR

AL R

-III

10

UN

L 1

0N

oN

/RYe

sC

ENTR

ALIA

R-V

I 1

0 6

0 2

No

Yes

Yes

CH

ADW

ICK

R-I

9 3

0 9

No

N/R

N/R

CH

AFFE

E R

-II 1

0 6

0 2

No

Yes

Yes

CH

ARLE

STO

N R

-I 1

0 1

00 3

No

Yes

No

CH

ILH

OW

EE R

-IV 1

0 5

0 1

0N

oN

/RN

/RC

HIL

LIC

OTH

E R

-II 1

0 1

10 2

Yes

Yes

Yes

CLA

RK

CO

R-I

10

185

4 4

No

Yes

Yes

CLA

RKS

BUR

G C

-2 1

2 7

5 1

2N

oN

/RYe

sC

LAR

KTO

N C

-4 1

0 6

0 1

0N

oYe

sN

oC

LAYT

ON

180

UN

L 2

5N

oN

oN

oC

LEAR

WAT

ER R

-I 1

1 7

7 1

1Ye

sYe

sN

/RC

LEVE

R R

-V 9

45

2 2

Yes

No

Yes

CLI

MAX

SPR

ING

S R

-IV 1

0 6

0 1

0N

oYe

sN

oC

LIN

TON

10

180

10

No

N/R

No

CLI

NTO

N R

-III

7 1

00 5

0N

oN

/RYe

sC

OLE

CAM

P R

-I 9

90

3 0

No

Yes

Yes

CO

LE C

O R

-I 1

0 9

0 3

6Ye

sYe

sYe

sC

OLE

CO

R-V

10

UN

L 2

7N

oYe

sYe

sC

OLU

MBI

A 93

9U

NL

3 0

No

Yes

Yes

Prep

ared

by

Mis

sour

i Sta

te T

each

ers

Asso

ciat

ion

on 1

1/20

/201

5Pa

ge3

of 1

9


Prep

ared

by

the

Miss

ouri

Stat

e Te

ache

rs A

ssoc

iatio

n –

©20

16

Sick

and

Per

sona

l Lea

ve S

epar

ate

Sick

and

Per

sona

l Lea

ve C

ombi

ned

Scho

ol D

istr

ict

# Si

ck

Leav

eM

ax S

ick

Acc

um#

Pers

onal

Le

ave

Max

Per

sona

l A

ccum

# Le

ave

Day

sM

ax L

eave

D

ays

Acc

um#

used

for

pers

onal

Sick

Lea

ve

Pool

Pay

for

unus

ed?

Unu

sed

Pers

onal

ro

ll in

to S

ick?

CO

MM

UN

ITY

R-V

I 1

2 9

0 1

2N

oYe

sN

/RC

ON

CO

RD

IA R

-II 1

2 4

5 1

2N

oYe

sN

/RC

OO

PER

CO

R-IV

10

60

10

No

Yes

No

CO

OTE

R R

-IV 8

60

2 0

No

Yes

Yes

CO

UC

H R

-I 1

0 6

0 2

No

Yes

Yes

CO

WG

ILL

R-V

I 7

80

3 0

No

Yes

Yes

CR

AIG

R-II

I 9

100

2 4

No

Yes

Yes

CR

ANE

R-II

I 1

0 6

0 1

0Ye

sYe

sYe

sC

RAW

FOR

D C

O R

-I 7

100

3 0

No

Yes

Yes

CR

AWFO

RD

CO

R-II

10

UN

L 2

No

Yes

Yes

CR

OC

KER

R-II

9 5

0 9

Yes

Yes

No

CR

YSTA

L C

ITY

47 1

2 1

75 1

2N

oYe

sN

oD

ADEV

ILLE

R-II

9 4

0 3

No

Yes

Yes

DAL

LAS

CO

R-I

10

N/R

2N

/RN

oN

/RN

/RD

AVIS

R-X

II 9

60

3 0

No

Yes

No

DEL

TA C

-7 7

75

3 0

No

Yes

Yes

DEL

TA R

-V 7

90

3 0

Yes

Yes

No

DEN

T-PH

ELPS

R-II

I 1

0 5

0 1

0Ye

sYe

sN

oD

ESO

TO 7

3 9

150

3U

NL

Yes

Yes

No

DEX

TER

R-X

I 1

2N

/R 2

No

No

Yes

DIA

MO

ND

R-IV

10

90

2 0

No

Yes

Yes

DIX

ON

R-I

9U

NL

1 0

Yes

Yes

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Othe

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2016

Prep

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11/20

/2015

Page

1 of 1

8


Prep

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by

the

Miss

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Stat

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ssoc

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n –

©20

16

Fringe Benefits – Other“# teacher days” column represents the number of teacher contract days. “Admin Tied” column indicates whether salaries of administrators are indexed to their teachers’ salary schedule. Some districts provided additional information that could not be shown in this table format. See Appendix 2 to determine if the district you are looking at provided additional information.

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Yes

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Yes

Yes

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Muc

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179

Yes

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Yes

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N/A

No

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181

Yes

Yes

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Yes

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N/A

CAM

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180

Yes

Yes

N/A

No

No

CAN

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Yes

Yes

N/A

No

No

CAP

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318

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Yes

Yes

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No

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185

Yes

Yes

Yes

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No

CAR

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Yes

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Yes

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No

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Yes

Yes

Yes

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185

Yes

No

N/A

No

No

CH

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180

Yes

Yes

N/A

No

No

CLA

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CO

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185

Yes

Yes

N/A

No

Yes

We

cont

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CLA

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192

Yes

No

N/A

No

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Yes

Yes

Yes

Yes

1/2

of C

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N/A

CLE

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180

Yes

Yes

N/A

No

No

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Yes

Yes

N/A

No

No

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178

Yes

Yes

N/A

No

No

CO

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Yes

Yes

N/A

No

No

CO

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CO

R-V

174

Yes

Yes

Yes

No

No

CO

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s$9

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1,80

0/$3

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Yes

No

N/A

No

No

CO

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Yes

No

N/A

No

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Yes

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N/A

No

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Yes

Yes

N/A

No

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CR

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ADEV

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Yes

No

No

No

No

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CO

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180

Yes

N/R

N/A

No

No

DAV

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180

No

N/A

N/A

N/R

N/R

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Yes

Yes

Yes

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318

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187

Yes

Yes

Yes

N/R

N/R

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R-IV

180

Yes

Yes

N/A

No

Yes

Tuto

ring

Prog

ram

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DIX

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180

Yes

Yes

N/A

No

No

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Yes

Yes

Yes

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No

DO

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DR

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175

Yes

Yes

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No

No

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ST B

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HAN

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525;

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1750

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EAST

CAR

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CO

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177

Yes

No

Yes

No

No

EAST

LYN

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4016

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ST N

EWTO

N C

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-VI

180

Yes

Yes

Yes

No

Yes

Team

Tut

orin

g Ba

sed

on h

ours

of

tuto

ring

(11

hour

s or

22

hour

s). S

tipen

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ST P

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180

Yes

No

Yes

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No

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ELD

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189

Yes

Yes

No

No

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R-I

177

Yes

No

Yes

No

No

EVER

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Yes

No

N/A

No

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IRVI

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167

Yes

No

N/A

No

No

FAR

MIN

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184

Yes

Yes

Yes

No

No

FAYE

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RG

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N-F

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R-II

187

Yes

Yes

No

No

No

FEST

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6Ye

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RD

LAN

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181

Yes

Yes

N/A

Yes

$750

; $1,

500;

$2,

500

N/A

FOR

SYTH

R-II

I16

9Ye

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50; $

1,50

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2,45

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Yes

Yes

N/A

No

No

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FOX

C-6

179

Yes

No

No

No

No

FRAN

CIS

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188

Yes

No

No

Yes

$3,0

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er y

ear f

or 1

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NBC

Ts a

nd S

LPs

with

Cs.

N/A

FRAN

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CO

R-II

180

Yes

No

N/A

N/R

N/R

FRED

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R-I

185

Yes

Yes

Yes

Yes

Stag

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750;

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00;

Stag

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$25

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172

Yes

No

N/A

No

No

GAL

ENA

R-II

180

Yes

Yes

N/A

No

N/R

GAL

LATI

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0Ye

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ASC

ON

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C-4

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No

N/A

N/A

No

No

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ASC

ON

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CO

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181

Yes

Yes

Yes

No

No

GID

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37

180

Yes

No

N/A

Yes

$750

; $15

00; $

2500

N/A

GIL

LIAM

C-4

180

Yes

No

N/A

No

No

GIL

MAN

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Y R

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lasg

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N/R

N/R

N/R

N/R

N/R

GR

AIN

VAL

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R-V

182

Yes

Yes

No

No

No

GR

AND

VIEW

C-4

188

Yes

Yes

Yes

No

No

GR

AND

VIEW

R-II

172

Yes

No

N/R

No

No

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CIT

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N F

OR

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R-II

180

Yes

N/R

N/A

No

N/R

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EEN

RID

GE

R-V

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0Ye

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NFI

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R-IV

180

Yes

Yes

N/R

No

No

GR

EEN

VILL

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7Ye

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s$4

50; $

900;

$15

00N

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ND

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180

Yes

Yes

N/A

No

No

HAL

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R-IV

189

Yes

Yes

N/A

No

No

HAM

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183

Yes

No

N/A

No

No

HAN

NIB

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018

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age

I - $

681;

Sta

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362;

St

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3 - $

2270

N/A

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DEM

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ARD

IN-C

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AL C

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6Ye

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aled

bas

ed o

n ye

ars.

$20

00

Tier

3; $

1200

Tie

r 2; $

600

Tier

1N

/A

HAR

RIS

BUR

G R

-VIII

161

Yes

Yes

N/A

No

No

HAR

RIS

ON

VILL

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-IX18

4Ye

sN

oN

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oN

oH

ARTV

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R-II

180

Yes

Yes

N/A

No

No

HAY

TI R

-IIN

/RN

/RN

/RN

/RN

/RH

AZEL

WO

OD

190

Yes

No

N/R

No

N/R

HEN

RY

CO

R-I

183

Yes

Yes

Yes

No

Yes

Stop

s 4

Stu

dent

s pr

ogra

m -

focu

ses

on

afte

r sch

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ctiv

ities

for s

tude

nts

HER

MIT

AGE

R-IV

180

Yes

No

N/A

No

No

HIC

KMAN

MIL

LS C

-I18

5Ye

sN

oN

/RN

oN

/RH

ICKO

RY

CO

R-I

180

Yes

Yes

N/A

No

Yes

Tuto

ring

Prog

ram

HIG

BEE

R-V

III17

9Ye

sYe

sN

/AN

oN

oH

IGH

PO

INT

R-II

I18

3N

oN

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oN

oH

ILLS

BOR

O R

-III

183

Yes

Yes

Yes

No

No

HO

LCO

MB

R-II

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7Ye

sYe

sYe

sN

oN

oH

OLD

EN R

-III

178

Yes

Yes

N/A

No

No

HO

LLID

AY C

-216

9N

oN

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oN

oH

OLL

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R R

-V18

2Ye

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VALL

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oN

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UD

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R-IX

180

Yes

No

N/A

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No

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each

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ciat

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on 1

1/20

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of 2

0


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ache

rs A

ssoc

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MAN

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0Ye

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-VIII

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Yes

No

N/A

No

No

HU

RLE

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2Ye

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R-V

180

Yes

Yes

N/A

No

No

IND

EPEN

DEN

CE

3018

5Ye

sN

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s50

%N

/AIR

ON

CO

C-4

180

Yes

Yes

N/A

N/R

N/R

JAC

KSO

N R

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9Ye

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oN

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mes

tow

n C

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0Ye

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SPER

CO

R-V

176

Yes

No

N/A

No

No

JEFF

ERSO

N C

-123

182

Yes

Yes

N/A

No

Yes

Teac

hers

pai

d $3

0/hr

. up

to 7

5 ho

urs.

50

hour

s m

ust b

e di

rect

stu

dent

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FFER

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PLIN

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NC

TIO

N H

ILL

C-1

218

0Ye

sN

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oKa

nsas

City

33

185

Yes

No

No

No

No

KEAR

NEY

R-I

174

Yes

No

Yes

No

Yes

SSS

(Stu

dent

Sup

port

Serv

ice)

Pla

n - 2

0 ho

urs

= $5

00 u

p to

3 p

lans

.KE

LSO

C-7

180

Yes

No

N/A

No

No

KEN

NET

T 39

175

Yes

Yes

No

No

No

KEYT

ESVI

LLE

R-II

I17

7Ye

sYe

sN

/AYe

sU

p to

$12

00 p

er y

ear

N/A

KIN

G C

ITY

R-I

180

Yes

Yes

N/A

Yes

$600

; $12

00; $

2000

N/A

KIN

GST

ON

42

180

Yes

No

N/A

No

No

KIN

GST

ON

K-1

418

0Ye

sN

oN

/AN

oN

oKI

NG

SVIL

LE R

-I18

2Ye

sYe

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oN

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RBY

VILL

E R

-VI

180

Yes

No

N/A

No

No

KIR

KSVI

LLE

R-II

I18

0Ye

sYe

sN

/AN

oN

oKI

RKW

OO

D R

-VII

191

Yes

No

N/A

No

No

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by

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sour

i Sta

te T

each

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Asso

ciat

ion

on 1

1/20

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ache

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ssoc

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n –

©20

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If ye

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KNO

B N

OST

ER R

-VIII

185

Yes

Yes

N/A

No

No

KNO

X C

O R

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1Ye

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oN

oLA

MO

NTE

R-IV

180

Yes

Yes

N/A

Yes

$100

0N

/ALA

PLA

TA R

-II17

2Ye

sYe

sN

oYe

s$5

40; $

1080

; $18

00N

/ALA

CLE

DE

CO

C-5

180

Yes

Yes

N/A

Yes

Yes

Tuto

ring

Step

s fo

r exp

erie

nce

per h

our

$20,

$30

, $27

LAC

LED

E C

O R

-I18

0Ye

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DU

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8Ye

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FAYE

TTE

CO

C-1

183

Yes

Yes

N/A

Yes

40%

of 3

ste

psN

/ALA

KELA

ND

R-II

I18

0Ye

sN

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oLA

MAR

R-I

180

Yes

Yes

N/A

Yes

CL1

-$75

0; C

L2 -

#150

0; C

L3 -

$250

0N

/A

LAQ

UEY

R-V

180

Yes

No

No

No

No

LAR

EDO

R-V

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1Ye

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/AYe

sW

e ar

e ju

st p

ayin

g th

e 40

% th

at

the

scho

ol p

ays.

N/A

LATH

RO

P R

-II16

2Ye

sYe

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/AN

oN

oLA

WSO

N R

-XIV

180

Yes

Yes

N/A

Yes

$900

; $18

00; $

3000

N/A

LEBA

NO

N R

-III

183

Yes

Yes

No

Yes

100%

fund

ed b

y di

stric

t $$.

Stag

e 1

- $75

0; S

tage

2 -$

1500

; St

age

2 - $

2500

N/A

LEE'

S SU

MM

IT R

-VII

182

Yes

No

No

No

N/R

LEES

VILL

E R

-IX17

3Ye

sN

oN

/AN

/AN

/ALE

ETO

N R

-X18

0Ye

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y fo

r stu

dent

con

tact

hou

rs b

efor

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d af

ter s

choo

l.LE

OPO

LD R

-III

180

Yes

Yes

Yes

Yes

Dis

trict

%N

/ALE

STER

VILL

E R

-IV17

8Ye

sN

oYe

sN

oYe

s3

Stag

e Pr

ogra

m

Stag

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= 36

hr/$

900;

Sta

ge 2

= 5

4ho

ur/$

1800

; Sta

ge 3

= 7

2 hr

/$30

00LE

WIS

CO

. C-1

180

Yes

No

N/A

No

No

LEXI

NG

TON

R-V

179

Yes

No

N/R

No

No

LIBE

RAL

R-II

180

Yes

Yes

N/A

No

No

Prep

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by

Mis

sour

i Sta

te T

each

ers

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ciat

ion

on 1

1/20

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of 2

0


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e Te

ache

rs A

ssoc

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n –

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# Teac

her

Day

sEx

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Dut

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a D

uty

% o

f Sal

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Sche

d?A

dmin

Tied

?

Con

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?If

yes,

fund

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Star

t ow

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m?

If ye

s, d

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LIBE

RTY

53

186

Yes

No

No

No

No

LIC

KIN

G R

-VIII

180

Yes

Yes

N/A

N/R

Yes

teac

hers

com

plet

e ho

urs

for p

ayLI

NC

OLN

R-II

180

Yes

Yes

N/A

No

No

Lind

berg

h Sc

hool

Dis

trict

195

Yes

Yes

N/A

No

No

LIN

N C

O. R

-I17

7Ye

sYe

sN

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oN

oLI

VIN

GST

ON

CO

. R-II

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CKW

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-I18

0Ye

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gan-

Rog

ersv

ille R

-VIII

182

Yes

Yes

N/A

No

Yes

Teac

hers

with

2 y

ears

of s

ervi

ce m

ay

parti

cipa

te in

Wild

cat T

LC (T

utor

ing,

Le

ader

ship

, or C

ontin

uous

Im

prov

emen

t), a

nd a

re c

ompe

nsat

ed a

t $2

0 pe

r hou

r up

to 3

0 ho

urs.

LON

E JA

CK

C-6

174

Yes

Yes

N/A

Yes

60%

of s

tate

pre

viou

s pr

ogra

m -

$3,0

00; $

1,80

0; $

900

N/A

LON

EDEL

L R

-XIV

180

Yes

N/R

N/A

No

No

LOU

ISIA

NA

R-II

184

Yes

Yes

N/A

No

No

LUR

AY 3

3N

/RN

/RN

/RN

/RN

/RLU

TIE

R-V

I17

0Ye

sN

/RN

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oN

oM

ACKS

CR

EEK

R-V

182

Yes

No

N/A

No

Yes

We

pay

$15

per h

our f

or tu

torin

g te

ache

rs.

May

tuto

r as

ofte

n as

they

like

.M

ACO

N C

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N C

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8Ye

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ADIS

ON

C-3

182

Yes

No

N/A

No

No

MAL

DEN

R-I

178

Yes

Yes

Yes

No

No

MAL

TA B

END

R-V

180

Yes

No

N/A

No

No

MAN

ES R

-V16

8N

oN

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oN

oM

ANSF

IELD

R-IV

180

Yes

No

N/A

No

No

MAP

LEW

OO

D-R

ICH

MO

ND

HEI

GH

TS18

9Ye

sYe

sN

/AN

/RN

/R

MAR

CEL

INE

R-V

180

Yes

Yes

Yes

Yes

Leve

l 1 -

$375

; Lev

el 2

- $9

00;

Leve

l 3 -

$1,7

50N

/A

MAR

IES

CO

. R-I

178

Yes

Yes

N/A

No

No

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by

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sour

i Sta

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each

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ciat

ion

on 1

1/20

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the

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ouri

Stat

e Te

ache

rs A

ssoc

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# Teac

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a D

uty

% o

f Sal

ary

Sche

d?A

dmin

Tied

?

Con

t.C

aree

rLa

dder

?If

yes,

fund

ing

amou

nts?

Star

t ow

npr

ogra

m?

If ye

s, d

escr

ibe

MAR

IES

CO

. R-II

158

Yes

Yes

N/A

No

No

MAR

ION

C. E

ARLY

R-V

180

Yes

Yes

N/A

No

Yes

Supp

lem

enta

l Ed.

Tea

cher

s tu

rn in

pla

ns

to a

ccom

plis

h m

ore

of 3

def

ined

goa

ls.

Run

by

a te

ache

r com

mitt

ee.

$ of

dis

trict

co

ntrib

utio

n to

car

eer l

adde

rM

ARIO

N C

O. R

-II18

0Ye

sN

oN

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oN

oM

ARIO

NVI

LLE

R-IX

180

Yes

Yes

N/A

No

N/A

MAR

K TW

AIN

R-V

III16

0Ye

sN

oN

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oN

oM

ARQ

UAN

D-Z

ION

R-V

I18

3Ye

sN

oN

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oN

oM

ARSH

ALL

180

Yes

Yes

N/A

No

No

MAR

SHFI

ELD

R-I

183

Yes

Yes

No

No

Yes

Smal

l sca

le v

ersi

on th

at p

ays

for t

utor

ing

stud

ents

afte

r sch

ool.

MAR

YVIL

LE R

-II18

3Ye

sYe

sN

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oN

oM

AYSV

ILLE

R-I

Yes

No

N/A

No

No

MC

DO

NAL

D C

O. R

-I18

0Ye

sN

oN

oN

oN

oM

EAD

OW

HEI

GH

TS R

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EAD

VILL

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0Ye

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oYe

sTu

torin

gM

EHLV

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R-IX

196

Yes

Yes

N/A

No

No

MER

AMEC

VAL

LEY

R-II

I18

0Ye

sYe

sYe

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oN

/RM

EXIC

O 5

918

5Ye

sYe

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ever

had

Car

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/AM

IAM

I R-I

167

Yes

No

N/A

No

No

MIA

MI R

-I @

AM

OR

ETYe

sN

oN

/AN

/RN

/RM

ID-B

UC

HAN

AN C

O R

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4Ye

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oney

is b

udge

ted

for e

xtra

wor

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oN

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oN

oM

IDW

AY R

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0Ye

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oN

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ILAN

C-2

180

Yes

Yes

N/A

Yes

$600

; $1,

200;

$2,

000

N/A

MIL

LER

CO

. R-II

I18

0Ye

sN

oN

oN

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ILLE

R R

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3Ye

sYe

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IRAB

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C-1

Yes

No

N/A

No

No

MIS

SOU

RI C

ITY

5617

6Ye

sN

oN

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oN

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OBE

RLY

184

Yes

Yes

N/A

No

No

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Mis

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i Sta

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each

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ciat

ion

on 1

1/20

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Miss

ouri

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e Te

ache

rs A

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# Teac

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Dut

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% o

f Sal

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Sche

d?A

dmin

Tied

?

Con

t.C

aree

rLa

dder

?If

yes,

fund

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amou

nts?

Star

t ow

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If ye

s, d

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MO

NET

T R

-I18

2Ye

sYe

sN

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oYe

s"T

EAM

" - S

tep

I - $

750;

Ste

p 2

- $1,

500

MO

NIT

EAU

CO

. R-I

169

Yes

Yes

N/A

No

No

MO

NIT

EAU

CO

. R-V

175

No

N/A

N/A

No

No

MO

NR

OE

CIT

Y R

-I18

0Ye

sYe

sYe

sN

oN

/RM

ON

TGO

MER

Y C

O. R

-II16

5Ye

sYe

sN

oN

oN

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ON

TRO

SE R

-XIV

174

Yes

No

N/A

No

No

MO

RG

AN C

O. R

-I18

0Ye

sN

oN

oN

oN

oM

OR

GAN

CO

. R-II

183

Yes

No

N/A

N/R

N/R

MO

UN

D C

ITY

R-II

180

Yes

Yes

N/A

No

No

MO

UN

TAIN

GR

OVE

R-II

I18

0Ye

sN

oYe

sN

oN

oM

OU

NTA

IN V

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R-II

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7Ye

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MT.

VER

NO

N R

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0Ye

sYe

sN

/AYe

s$7

50; $

1500

; $25

00N

/AN

AYLO

R R

-II16

9Ye

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oN

oN

EELY

VILL

E R

-IV17

4Ye

sYe

sYe

sN

oN

oN

ELL

HO

LCO

MB

R-IV

180

Yes

Yes

Yes

No

No

NEO

SHO

R-V

181

Yes

Yes

N/A

No

Yes

Prid

e Pr

ogra

m -

$20

per h

our f

or

turo

ring,

up

to $

1500

.N

EVAD

A R

-V18

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Yes

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Yes

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No

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Yes

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Yes

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Yes

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Yes

Yes

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Yes

Yes

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No

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days; a 3rd-year teacher receives 7 sick days and 3 personal days.

Bolivar R-I .............................................Health Insurance: School district pays $375 per month toward each teacher’s health insurance premium.

Bosworth R-V .....................................Health Insurance: School district pays $350 per month toward each teacher’s health insurance premium.

Breckenridge R-I ...............................Health Insurance: School district pays $330 per month toward each teacher’s health insurance premium.

Bronaugh R-VII ..................................Health Insurance: District pays $275 per month toward each teacher’s health insurance premiums.

Brunswick R-II ....................................Health Insurance: School district pays $450 per month toward each teacher’s health insurance premium.

Buchanan Co. R-IV ...........................Health Insurance: School district pays $415 per month toward each teacher’s health insurance premium.

Cabool R-IV..........................................Health Insurance: School district pays $376 per month toward each teacher’s health insurance premium.

Camdenton R-III ...............................Unused Personal Days above 5 are rolled into Sick Days.

Carl Junction R-I ...............................Health Insurance: School district pays $360 per month toward each teacher’s health insurance premium.

Carrollton R-VII ..................................Max. Import: Beyond 12 years, a teacher can receive 1/2 year of previous teaching experience in schools outside the district for placement on salary schedule. Health Insurance: School district pays $375 per month toward each teacher’s health insurance premium. Unused Sick Leave : Paid upon Retirement ($25/day)

Charleston R-I ....................................Health Insurance: School district pays $375 per month toward each teacher’s health insurance premium. Unused sick leave: paid at retirement only Sick and Personal Leave: In addition to the 10 sick and 3 personal days, teachers receive 3 emergency leave days for serious illness or death

APPENDIXESAppendix 1 — Current Statistics About Missouri Public Schools

Source: Data provided by the Missouri Department of Elementary and Secondary Education. Estimates and rankings by MSTA Research.

Estimated Public School Enrollment (K-12,) September 2014-15 ................................................................................................... 886,423

Number of Public School Districts ..................................................................................................................................................................... 518

Number of Classroom Teachers in Public Schools (K-12,) 2014-15....................................................................................................67,815Estimated National Average Salary for 2014-15 Classroom Teachers (extra duty not included) ........................................ $57,379

Missouri’s Estimated Average Salary for 2014-15 Classroom Teachers ............................................................................................48,483(Includes Career Ladder, extra duty pay, etc.)

Missouri’s 2013-14 Estimated National Rank In Average Classroom Teachers’ Salary ...................................................................42nd

Current Expenditures Per Pupil (in Average Daily Attendance)

Estimated State Average for 2014-15 .................................................................................................................................................. $10,313.72

National PPE for 2014-15 (Per Pupil Expenditure) ................................................................................................................................ $11,732

Appendix 2 — District notesAppendix 2 contains notes and comments that expand or clarify certain aspects of various school districts’ salary schedules and/or benefits package. Not all districts have an entry in this list.

Alton R-IV .............................................Health Insurance: School district pays up to $460 per month toward each teacher’s health insurance premium.

Appleton City R-II ............................Health Insurance: School district pays up to $407.37 per month toward each teacher’s health insurance premium.

Ava R-I ....................................................Health Insurance: School district will pay up to $441.31 per month toward each teacher’s health insurance premium. Sick and Personal Leave Combined: Teachers (with a contract less than 10 months) receive 10 sick days, all of which may be used for personal leave. Teachers can choose to accumulate unused sick/personal leave to either 50 or 100 days. Payment for unused days over maximum (50 or 100 as chosen by each teacher for sick days) is $43.75 per day. Employees with a 10 month contract receive 11 days of leave and those with an 11 or 12 month contract receive 12 days of leave each year.

Avilla R-XIII ...........................................Max. Import: 5 years; then receive 1 year for every 2 years.

Ballard R-II ............................................Employees paid for unused sick leave after they have accumulated the maximum 46 days

Bayless ...................................................Max. Import: Varies

Bell City R-II .........................................Health Insurance: School district pays $150 per month toward each teacher’s health insurance premium.

Belton 124 ...........................................Health Insurance: School district pays $579.50 per month toward each teacher’s health insurance premium.

Bismarck R-V.......................................Health Insurance: School district pays $421.98 per month toward each teacher’s health insurance premiums.

Blackwater R-II...................................Health Insurance: School district pays $250 per month toward each teacher’s health insurance premium.

Blair Oaks R-II .....................................Sick and Personal Days: All teachers receive 10 leave days total. A first-year teacher receives 9 sick days and 1 personal day, a 2nd-year teacher receives 8 sick days and 2 personal


in immediate family.

Chillicothe R-II ...................................Unused Sick Leave: Paid upon Retirement

Clearwater R-I ....................................Health Insurance: School district pays $573.84 per month toward each teacher’s health insurance premium.

Climax Springs R-IV ........................Health Insurance: School district pays $432 per month toward each teacher’s health insurance premium.

Cole Camp R-I ....................................Health Insurance: School district pays $375 per month toward each teacher’s health insurance premium.

Community R-VI ...............................MS 12, MS 24, Ed Spec. columns continue on past 29 steps at $350, $350, and $375 increments respectfully. Health Insurance: School district pays $310 per month toward each teacher’s health insurance premium.

Concordia R-II ....................................Max. Import: 5 years; then receive 2 years for every 3 years. Sick and Personal days are combined. Unused leave days can be accumulated up to a maximum of 45 days that can be used as either sick or personal.

Cowgill R-VI .........................................Health Insurance: School district pays $400 per month toward each teacher’s health insurance premium.

Craig R-III ..............................................Health Insurance: School district pays $400 per month toward each teacher’s health insurance premium.

Crane R-III .............................................Health Insurance: School district pays $400 per month toward each teacher’s health insurance premium.

Dallas Co. R-I .......................................Health Insurance: School district pays $450 per month toward each teacher’s health insurance premium.

Delta C-7 ...............................................Salary Schedule: BS - 12 steps in 26 years; BS 16 - 13 steps in 26 years; Masters - 14 steps in 26 years.

Dixon R-I ...............................................Sick and Personal Leave: Teachers receive 9 sick days and 1 personal day each year. They have the option, however, to convert 1 of the 9 sick days into a second personal day. All unused personal days roll into sick leave. Sick Leave: Sick leave is unlimited while employed, but a teacher is only paid for 100 days when leaving after 5 years with the district.

Dora R-III ...............................................Health Insurance: School district pays $400 per month toward each teacher’s health insurance premium.

Dunklin R-V .........................................Health Insurance: School district pays $603.05 per month toward each teacher’s health insurance premium.

East Carter Co. R-II ...........................Health Insurance: School district pays $350 per month toward each teacher’s health insurance premium.

Eldon R-I ................................................Health Insurance: School district pays $410.91 per month toward each teacher’s health insurance premium.

Eminence R-I.......................................Health Insurance: School district pays $380.04 per month toward each teacher’s health insurance premium. Unused leave: paid upon leaving the district, upon retirement, or for any days accumulated over 90.

Fair Grove R-X ....................................Health Insurance: School district pays $435 per month toward each teacher’s health insurance premium.

Fayette R-III..........................................Health Insurance: School district pays $425 per month toward each teacher’s health insurance premium.

Fort Osage R-I ....................................Unused sick leave: paid at a percentage based on service when teacher resigns or when 90 days are reached.

Francis Howell R-III ..........................Health Insurance: District pays $503 per month toward each teacher’s health insurance premium. For Health, Dental and Vision coverage, the district pays for the Base Health medical plan and low dental and vision plans. Employees may elect to pay additional for other plans or to include a spouse or dependents. Unused sick leave: paid at retirement only. Up to 75 days.

Fulton 58 ..............................................Sick and Personal Leave Combined: Teachers receive 15 sick leave days, 2 of which may be used for personal leave. However, after 5 years with the district, teachers can use 4 days for personal leave. Unused sick leave is paid upon retirement to a max of 150 days.

Green City R-I .....................................Max. Import: Staff may bring in 15 years from other districts. Then they receive 1 year for every 2 years.

Hale R-I ..................................................Health Insurance: School district pays $400 per month toward each teacher’s health insurance premium.

Halfway R-III ........................................Health Insurance: School district pays $312.80 per month toward each teacher’s health insurance premium.

Hallsville R-IV .....................................Max. Import: BS - 9 years; BS 12 - 11 years; BS 24 - 13 years; MA - 15 years; MA 12 - 17 years; MA 24 - 19 years; EDS/MA 42 - 21 years

Hancock Place ...................................Max. Personal Days: Each year 2 days can roll over into sick days Health Insurance: School district pays up to $576 per month toward each teacher’s health insurance premium.

Hannibal 60 ........................................Salary Steps: BS - 14 steps in 29 years; BS 12 - 16 steps in 29 years; BS 24 - 19 steps in 29 years

Hardeman R-X ...................................Max. Import: First 5 years of outside experience are accepted on the salary schedule, then it is 1 for every 3 years.

Hardin-Central C-2 ..........................Max. Import: Varies. It is voted on by the Board Health Insurance: School district pays up to $485 per month toward each teacher’s health insurance premium. Sick and Personal Leave: Varies. 7sick/3personal for 9 month staff; 8/3 for 10 month staff; 9/3 for 11 month staff and 10/3 for 12 month staff

Hayti R-II................................................Salary Schedule: 24 steps in 30 years

Hickman Mills C-1............................Health Insurance - Depends on the plan chosen by the teacher as to how much the school district will pay. They pay 100% of one plan, but only 89% of another.

Higbee R-VIII .......................................Health Insurance: School district pays up to $500 per month toward each teacher’s health insurance premium.

Independence 30 ............................Unused sick leave: paid a max of 65 days at retirement only.

Jackson R-II ..........................................Payment for unused sick leave - only after 10 years of consecutive service

Jefferson Co. R-VII ............................Unused sick leave: paid upon leaving the district after 5 years of service

Johnson Co. R-VII .............................Sick and Personal Leave: Teachers receive 10 days that can be used as sick or personal, however, any carryover days can only be used as sick.

Joplin R-VIII .........................................Personal Leave: Teachers may request up to 2 additional personal leave days annually, with a salary deduction of 1/2 of the bachelors step one daily rate.

Kearney R-I ..........................................Max. Import: will accept all previous years teaching experience for a Masters degree. Only 15 for a BS degree Health Insurance: School district pays $420 per month toward each teacher’s health insurance premium.

Kingsville R-I .......................................Max. Import: Is negotiable

Kirksville R-III ......................................Max. Import: 1 year is given for each of the first 10 years; then one year for every two years of experience after that.

Kirkwood R-VII...................................Extra Duty Salary Schedule: Point system is set by Salary Committee. 1 point = $143

Knob Noster R-VIII ...........................Health Insurance: School district pays $540 per month toward each teacher’s health insurance premium.

La Plata R-II ..........................................Unused sick leave: paid upon leaving the district after 5 years of service

Laclede Co. C-5 ..................................Health Insurance: School district pays $450 per month toward each teacher’s health insurance premium.

Laquey R-V ..........................................Health Insurance: School district pays $350 per month toward each teacher’s health insurance premium.

Lathrop R-II..........................................Salary Schedule - $1,250 is added to Masters and beyond in years 28-30 only if staff member is full time and has been at Lathrop R-II for 10 years. If teacher is not full time or has not been with Lathrop for at least 10 years, the maximum salary for Masters is $49,215 after 19 steps and Masters is $57,352 after 29 steps.

Lebanon R-III ......................................Max. Years Import: 13 years for B.S.; 15 years for BS 16; 17 years for Masters Unused leave days: Paid upon leaving the district if accumulated more than 120 days. Upon


Milan C-2 ..............................................Sick and Personal leave: After being employed by the district more than 5 years, teachers get an extra day of leave. So, they would have 12 days of leave that could be used for sick or personal.

Moniteau Co. R-V .............................Max. Import: N/R

Monroe City R-I .................................Sick and Personal Leave: Sick and personal leave are separate. Teachers receive 75 hours sick leave per year and 2 personal days. They can accumulate up to 800 hours.

Montgomery Co. R-II......................Sick and Personal Leave: Teachers receive 8 hours per month sick leave and 32 hours per year personal leave. They can accumulate a max. of 960 hours of sick leave an 40 hours of personal leave. Administration receives same percent increase in salary that teachers do.

Montrose R-XIV .................................Health Insurance: School district pays $400 per month toward each teacher’s health insurance premium.

Mountain Grove R-III .....................Max. Import: 10 years and then 1 year for every 2 years experience after that.

Mt. Vernon R-V ..................................Max. Import: 10 years; then receive 1 year for every 3 years.

Nell Holcomb R-IV ...........................Beyond step 29 in the 3 Masters Columns only, $675 is added to each column for each succeeding year.

New York R-IV.....................................Health Insurance: School district pays $250 per month to full-time teachers as an insurance stipend. Unused Sick Leave: Upon leaving the district, $20 per day.

Newburg R-II ......................................Unused leave: Paid when accumulated more than 63 days.

Newtown-Harris R-III .....................Unused sick leave: paid upon leaving the district after 5 years of service.

Norborne R-VIII .................................Health Insurance: School district pays $375 per month toward each teacher’s health insurance premium.

Normandy ...........................................Health Insurance: School district pays $475 per month toward each teacher’s health insurance premium.

North Andrew Co. R-VI..................Health Insurance: School district pays $425 per month toward each teacher’s health insurance premium.

North Harrison R-III.........................Salary Schedule: MS - 29 steps in 30 years.

North Kansas City 74 .....................Health Insurance: School district pays 93.5-100% depending on the plan.

North Nodaway Co. R-VI ..............Health Insurance: School district pays $375 per month toward each teacher’s health insurance premium.

North Pemiscot Co. R-I ..................Health Insurance: School district pays 74 or 100% toward health insurance depending on the plan.

Northeast Nodaway Co. R-V ......Max. Import: 4 years; then receive 1 year for every 2 years.

Northeast Randolph Co. R-IV ....Max. Import: Teachers new to the district will receive credit for outside teaching experience at the rate of one year for each year up to five years, thereafter, being placed no higher than step 8. However, a teacher being employed for a position they have previous experience in will receive credit for that experience. Salary Schedule: Maximum steps shown on salary schedule is 20, however, teachers who remain in the district longer than 20 years will continue to receive a $600 step each year.

Northeast Vernon Co. R-I .............Health Insurance: School district pays $225 per month toward each teacher’s health insurance premium.

Norwood R-I .......................................Sick and Personal leave: After having been with the district for 5 years, teachers receive 10 days of leave that can be used as sick or personal.

Odessa R-VII ........................................Unused leave days: paid at retirement and paid at 75% of sub rate.

Oran R-III ...............................................Salary Schedule: BS - 18 steps in 21 years; BS 8 - 19 steps in 22 years; BS 16 - 20 steps in 23 years; BS 24 - 21 steps in 24 years; MS - 22 steps in 25 years; Ed. Spec. - 23 steps in 26 years Health Insurance: School district pays $275 per month toward each teacher’s health insurance premium. Payment of unused sick leave: Only upon retirement

Orchard Farm R-V ............................Max. Import: 5 years; then receive 1 year for every 2 years of experience after that.

retirement paid for all unused sick leave.

Lee’s Summit R-VII ...........................Salary Schedule: BS and BS 15 - 15 steps in 24 years Health Insurance: District pays between 80 & 100% depending upon the plan chosen.

Leeton R-X ...........................................Sick and Personal Leave: Teachers receive 11 days that can be used as either sick or personal leave. All unused days turnover into just sick leave and can accumulate up to 50 sick days.

Lesterville R-IV ...................................Max. Years Import: Public School years only

Lexington R-V ....................................Payment for unused sick leave: after 90 days.

Liberal R-II ............................................Max. Import: 5 for B.S; 10 for Masters

Lincoln R-II ...........................................Health Insurance: School district pays $400 per month toward each teacher’s health insurance premium. % paid by the district depends upon which plan is selected. 3 plans are offered.

Lockwood R-I .....................................Max. Import: 6 years; then receive 1 year for every 2 years.

Logan-Rogersville R-VIII ..............All teachers receive 11.25 days of sick leave, of which, 1 day may be used for personal leave. They also receive another personal leave day that is independent of sick leave (called the “1st personal day). The 2nd personal leave day actually comes from sick leave, but can be converted to a personal day (the employee must have sick leave available; i.e. if they have used all sick leave they have no day to convert to personal leave). If not used, the 1st personal day is rolled into accumulated sick leave at the end of the school year. Payment for unused sick leave: if days are accumulated above 120 or for all upon leaving the district.

Lone Jack C-6 .....................................Health Insurance: School district pays $440 per month toward each teacher’s health insurance premium.

Macon Co. R-IV ..................................Health Insurance: District pays 100% for HSA plan and 92% for PPO plan Payment for unused sick leave: upon leaving the district if have been with the district for at least 5 years OR upon exceeding the 50 days max. accumulated.

Malden R-I............................................Salary Schedule: - BS and BS 6 - 19 steps in 29 years; BS 12 and BS 18 - 20 steps in 29 years; BS 24 - 22 steps in 29 years

Marceline R-V .....................................Health Insurance: school district has 3 plan options. Under option 1 the school district pays 81% of the premium, under option 2, they pay 88% of the premium and under option 3 they pay 100% of the premium.

Maries Co. R-II ....................................This school district went to a 4 day week calendar and converted leave to hours. Teachers receive 96 hours of sick leave of which any may be used for personal leave. They can accumulate a maximum of 400 hours in sick leave.

Marquand-Zion R-VI ......................Health Insurance: School district pays $325 per month toward each teacher’s health insurance premium.

Marshfield R-I .....................................Payment for unused sick leave: Only after employee has been with the district for at least 5 years.

Maryville R-II ......................................Personal leave: Teachers who have been with the district 5 years will receive 3 personal days per year.

McDonald Co. R-I .............................Health Insurance: School district pays $363 per month toward each teacher’s health insurance premium.

Meramec Valley R-III .......................Personal Leave: Teachers receive 2-4 personal days depending on their length of service. Teachers also receive 2 additional days for bereavement. Unused leave days: paid when maximum is reached or when employee resigns or retires.

Mexico 59 .............................................Health Insurance: District pays 100% of HSA plan and 90% of PPO plan Payment for unused sick leave upon retirement only.

Miami R-I...............................................Health Insurance: School district pays $378.55/month toward teachers health insurance premium.

Midway R-I ...........................................Max. Import: At Superintendent Discretion


Orearville R-IV....................................Health Insurance: School district pays $180 per month toward each teacher’s health insurance premium.

Oregon-Howell R-III ........................Salary Schedule: BS - 9 steps in 10 years; MS - 22 steps in 24 years

Osborn R-O .........................................Health Insurance: School district pays $325 per month toward each teacher’s health insurance premium.

Otterville R-VI ....................................Health Insurance: School district pays $325 per month toward each teacher’s health insurance premium.

Palmyra R-I ..........................................Personal Leave: Teachers at the district for 15 years, receive a total of 3 personal days each year.

Parkway C-2 ........................................Teachers receive an unlimited number of sick days and 3 personal days.

Pattonville R-III ..................................Sick leave: 30 days of sick leave the first year of employment, 60 days of sick leave the second year of employment, unlimited sick leave thereafter.

Pemiscot Co. Specl. Sch. Dist. ....Unused sick leave: paid at retirement or after accrued more than 60 days.

Perry Co. 32 .........................................Max. Import: 10 years; then receive 1 year for every 2 years.

Pettis Co. R-XII ....................................Max. Import: 1/2 credit for each year.

Pike Co. R-III .........................................Max. Import: Varies

Pilot Grove C-4 ..................................Health Insurance: School district pays $330.01 per month toward each teacher’s health insurance premium.

Platte Co. R-III .....................................Payment for unused sick leave: after 120 days.

Pleasant Hope R-VI .........................Health Insurance: School district pays $420 per month toward each teacher’s health insurance premium.

Portageville.........................................Payment for unused sick leave at retirement only

Prairie Home R-V ..............................Max. Import: 1 year for every 2 years experience. No Maximum. Health Insurance: School district pays $300 per month toward each teacher’s health insurance premium.

Princeton R-V .....................................Unused Sick Leave: Paid after accumulate 75 days

Putnam Co. R-I ...................................Sick and Personal Leave: Teachers also receive 1 Bereavement day in addition to the 7 sick and 5 personal days.

Raymore-Peculiar R-II ....................Max. Import: N/R Unused sick leave: paid at retirement only

Raytown C-2 .......................................Health Insurance: School district pays $432 per month toward each teacher’s health insurance premium.

Reeds Spring R-IV ............................Health Insurance: School district pays $405 per month toward each teacher’s health insurance premium.

Renick R-V ............................................Health Insurance: School district pays $432 per month toward each teacher’s health insurance premium.

Rich Hill R-IV .......................................Health Insurance: School district pays $352 per month toward each teacher’s health insurance premium.

Ridgeway R-V .....................................Health Insurance: School district pays $400 per month toward each teacher’s health insurance premium.

Risco R-II ................................................Max. Import: N/R

Rockwood R-VI ..................................Salary Schedule: After spending a year at the top step of a channel, teachers will be moved “Off Schedule” to a longevity step. A separate longevity schedule exists with a Bachelors Min. of $44,640; Bachelors Max. of $64,779; Bachelors Plus Max. of $67,969; Masters Min. $68,119; Masters Max. $93,385; and Schedule Max. $100,204.

Rolla 31 ..................................................Salary Schedule: BS: 14 steps in 30 years; BS 8: 15 steps in 30 years; BS 16: 16 steps in 30 years; BS 24: 17 steps in 30 years; BS 30: 18 steps in 30 years; MS - SPEC: 19 steps in 30 years

Schuyler Co. R-I .................................Salary Schedule: BS - 6 steps in 18 years; BS 16 - 8 steps in 24 years; MS - 10 steps in 32 years

Scott Co. Central ...............................Salary Schedule: BS: 20 steps in 33 years; BS 8: 21 steps in 33 years; BS 16: 22 steps in 33 years; BS 24: 23 steps in 33 years; MS - SPEC: 27 steps in 33 years. Health Insurance: School district pays $333 per month toward each teacher’s health

insurance premium.

Scott Co. R-IV ......................................Max. Import: 5 years, then 1 for every 2 years.

Sedalia 200 ..........................................Max Import: A teacher with a B.S. degree will receive 1 step for every one year of experience for the first 6 years (10 years if they have their Masters degree) and one step for every three years thereafter plus one more for initial employment by the Sedalia School District.

Senath-Hornersville C-8 ..............Salary Schedule: 16 steps in 30 years. Health Insurance: School district pays between 68 and 82% depending on the plan chosen. Sick and Personal Days: Tenured teachers receive 13 sick days and 2 personal days; Non-Tenured teachers receive 8 sick days and 2 personal days.

Sheldon R-VIII ....................................Health Insurance: School district pays $300 per month toward each teacher’s health insurance premium.

Shell Knob 78 .....................................Max. Import: 1 year for every 2 years experience.

Skyline R-II ...........................................Health Insurance: School district pays $350 per month toward each teacher’s health insurance premium.

South Callaway Co. R-II .................Salary Schedule: BS-BS 24: 20 steps in 23 years; BS 31/MA-Spec: 29 steps in 32 years

South Harrison Co. R-II ..................Payment for unused sick leave: after 90 days.

South Holt Co. R-I .............................Health Insurance: School district pays $425 per month toward each teacher’s health insurance premium.

Southland C-9 ....................................Salary Schedule: 23 steps in 31 years

Southwest R-V ...................................Salary Schedule: BS 12: 15 steps in 34 years; BS 18: 16 steps in 34 years; BS 24: 17 steps in 34 years ; BS 30: 21 steps in 34 years; MS: 22 steps in 34 years; MS 12 - EDS: 23 steps in 34 years Health Insurance: School district pays $430 per month toward each teacher’s health insurance premium.

Specl. Sch. Dst. St. Louis Co. .......Payment for unused sick leave upon retirement

St. Elizabeth R-IV ..............................Max. Import: 5 years; then receive 1 year for every 2 years

St. Joseph .............................................Payment for unused sick leave upon retirement only.

Steelville R-III ......................................Payment for unused sick leave: after 100 days.

Stoutland R-II .....................................Max. Import: 10 if they are out of state

Strafford R-VI ......................................Salary Schedule - B.S.: 17 steps in 30 years; B.S. 8:19 steps in 30 years;

Strain-Japan R-XVI ..........................Max. Import: N/R

Strasburg C-3 .....................................Max. Import: N/R Health Insurance: School district pays $449 per month toward each teacher’s health insurance premium.

Success R-VI ........................................Health Insurance: School district pays $400 per month toward each teacher’s health insurance premium.

Sullivan C-2 .........................................Max. Import: 7 years; then receive 1 year for every 2 years up to 16 years; then 1 for every 3 years up for every year after 16. Payment of unused sick leave: only upon retirement.

Tarkio R-I ...............................................Health Insurance: School district pays $403.12 per month toward each teacher’s health insurance premium.

Tina-Avalon R-II ................................Health Insurance: School district pays up to $450 per month toward each teacher’s health insurance premium.

Tipton R-VI ...........................................Health Insurance: School district pays up to $425 per month toward each teacher’s health insurance premium. Payment of unused sick leave upon retirement only

Tri-County R-VII .................................Health Insurance: School district pays up to $400 per month toward each teacher’s health insurance premium.

Twin Rivers R-X ..................................Max. Import: 10 years; then receive 1 year for every 2 years. Unused sick leave: paid at retirement only

Union R-XI ............................................Unused leave days: paid at retirement for a maximum of 175 accumulated leave days.

Valley Park ...........................................Salary Schedule: No Maximums and No Steps on the salary schedule. The following represent the starting salaries at Valley Park: BS - $40,000; MS - $43,400; MS 15 - $46,000;


MS 30 - $48,000; Doctorate - $51,000. Each year the board can approve a percentage raise to give to all teachers. each teacher’s salary will increase by that percentage. Whenever a teacher changes columns (i.e. from BS to MS)the following additional amounts will be added to their salary: BS to MS - $6,200; BS 15 to MS - $5,000; MS to MS 15 - $3,500; MS 15 to MS 30 - $3,000; MS 30 to Ph.D. - $4,000; National Board Certification - $2,500.

Valley R-VI ............................................Health Insurance: School district pays $240.55 per month toward each teacher’s health insurance premium.

Van-Far R-I............................................Salary Schedule: BS-15 steps in 30 years; BS 8 - 16 steps in 30 years; BS 16 & 24 - 20 steps in 30 years; BS 32 - 21 steps in 30 years.

Warren Co. R-III ..................................Payment for unused sick leave: after 5 years.

Washington ........................................Payment for unused sick leave at retirement only.

Waynesville R-VI ...............................Sick and personal leave: 2nd year = 10 sick days; 3rd year = 12 sick days. Leave days accumulate for sick only.

Webb City R-VII .................................Payment for unused sick leave upon retirement only.

West Plains R-VII ...............................Payment of unused leave after accumulating 100 days or upon leaving the district.

West Platte Co. R-II ..........................Max. Import: 10 years; then receive 1 year for every 2 years. Salary Schedule: BS: 17 steps in 30 years; BS 8: 19 steps in 30 years; BS 16: 22 steps in 30 years; BS 24: 24 steps in 30 years;

West St. Francois Co. R-IV ............Salary Schedule: BS-26 steps in 30 years; BS 8-27 steps in 30 years; BS 16-28 steps in 30 years. Max. number of personal days that can be accumulated is 3 per year.

Wheatland R-II ...................................Salary Schedule: B.S.: 8 steps in 35 years; B.S. 6: 10 steps in 35 years; B.S. 12: 12 steps in 35 years; B.S. 18: 14 steps in 35 years; B.S. 24: 17 steps in 35 years; B.S. 30: 18 steps in 35 years; MS-EDS: 21 steps in 35 years. Health Insurance: School district pays up to $400 per month toward each teacher’s health insurance premium.

Wheaton R-III .....................................Health Insurance: School district pays $400 per month toward each teacher’s health insurance premium.

Worth Co. R-III ....................................Health Insurance: School district pays $385 per month toward each teacher’s health insurance premium. Sick Leave: After 5 years with the district, teachers get 12 sick days.

Wright City R-II ..................................Max. Import: 5 years; then receive 1 year for every 2 years.

R E S E A R C H

MISSOURI STATE TEACHERS ASSOCIATIONP.O. Box 458, Columbia, MO 65205

573-442-3127 > 800-392-0532

www.msta.org

MISSOURI

SCHEDULE

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2016 salary book

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Transcript of 2016 salary book