Loading...
HomeMy WebLinkAboutAgenda - 11-10-1998 - Attachment #8CHAPEL HILL - CARRBORO CITY SCHOOLS Lincoln Center, Merritt Mill Road Chapel Hill, North Carolina 27516 Telephone: (919) 967 -8211 Neil G. Pedersen Superintendent TO: Board of Education FROM: Neil G. Pederse Superintendent Ann Hart, Assistant Superintendent for Instructional Services Chester Prayer, Assistant Superintendent for Support Services RE: Teachers' Local Salary Supplement DATE. February 23, 1998 I was pleased with the discussion that the Board had at its February 12, 1998 meeting regarding changes to the teacher supplement. We all agree that the supplement is inadequate and needs to be competitive with the highest paying school districts in the state. In fact, there is consensus that our teachers should receive the highest local supplement in the state in light of the cost of living in this community and the high expectations that are placed on our teachers. I am recommending that the following changes be made to the local teacher supplement schedule as soon as funds become available: 1. Endorse Option C and phase in its implementation over five years according to the following schedule: Experience Present 0-4 yrs. 5% 5 -9 yrs. 6% 10-14 yrs. 10% 15 -19 yrs. 15% 20-24 yrs 20% 25+ yrs. 25% Projected Cost: 2. Remove th e transferred into the teaching experience Year 1 Year 2 Year 3 Year 4 Year 5 6% 7% 8% 9% 10% 7% 8% 9% 10% 11% 10% 10% 10% 11% 12% no change no change no change $107,100 $107,100 $107,100 $170,100 $170,100 ten year (10%) cap on the number of years that can be district after four consecutive years of successful In the district. This would apply to teachers already affected by this cap as well as to new hires. (Specific years are indicated because the costs would change if implementation were delayed. The costs are cumulative such that if this change were first implemented in 1999 -00, the cost for the first year would be 186,000). 1998 -99 1999 -00 2000 -01 2001 -02 2002 -03 Projected Cost: $127,500 $58,500 $135,500 $59,500 based on 1998 -99 hires 0 3. Provide the following enhancements for teachers as funds become available. • Provide a one -time, $1000 signing bonus for areas designated by the Board of Education as hard to fill. (Estimated annual cost $20,000) • Provide full in- -state tuition (limit of two reimbursable courses per year) for teachers employed by the district to become certified in an area of scarcity. (Maximum available each year. $25,000) • Provide half of the in -state tuition for teachers who successfully complete courses directly related to their present assignment. (Priorities would be established for qualification. Maximum available each year $50,000; limit of $500 per person per year.) • Seek assistance for teachers relocating to the area such as waiving utility and security deposits or securing loans from the NC State Employees Credit Union. (No cost) This recommendation is made as a plan which, at this time, is unfunded. The Board's goal should be to fully implement all of these modifications and enhancements by the school year 2002 -03; however, it is understood that sufficient funding is not assured at this time. Each year the Board would need to decide how much of the schedule can be implemented within budgetary constraints. RESOLUTION: Be it, therefore, resolved that the Board endorses the proposed changes to the local teacher supplement as outlined above and commits to implementing them as quickly as funds will permit. CHAPEL HILL - CARRBORO CITY SCHOOLS Lincoln Center, Merritt Mill Road Chapel Hill, North Carolina 27516 Telephone: (919) 967 -8211 Neil G. Pedersen Ann Hart, Assistant Superintendent Superintendent , for Instructional Services Chester Preyar, Assistant Superintendent for Support Services TO: Board of Education ; FROM: Neil G. Pedersed Superintendent RE: Options for Revising the Local Teacher Supplement Schedule DATE: February 2, 1998 The Teacher Local Supplement Advisory Committee was convened last Spring and continued its work through January. It met eight times as an entire committee and also formed five subcommittees to investigate various options. The twenty-two member Advisory Committee included fifteen teachers who were selected based on their membership on the PPPC and the Superintendent's Advisory Committee and to ensure a diversity of experience levels and at least one teacher from each school. Committee members are commended for their active participation and their ability to reach consensus. The accompanying report describes the four options that the Committee developed and shared with their colleagues. I believe that all of them are attractive and would improve our capacity to recruit and retain the best teachers. Unfortunately, they are all relatively expensive to implement, especially in light of the estimated $600,000 - $700,000 of local money that will be needed to implement the second year of the Excellent Schools Act. Depending on the option preferred, the Board might want to consider a strategy that would phase in the changes. Option C had the greatest support among teachers because it retained the 25 percent maximum supplement and significantly increased the supplement for teachers with less than 15 years of experience. Regardless of which option is selected, I strongly believe that teachers in this school district should be the highest paid in the state. The cost of living rate is the highest in the state; student achievement, overall, is the highest in the state; and I don't believe that any other community expects more of its teachers. They deserve to be compensated accordingly. The Committee made other recommendations that I support. It recommends that if another supplement schedule is selected, all currently employed teachers be given the option to remain under the current supplement schedule. It also recommends modifications to the ten -year cap that has been placed on the number of years that newly employed teachers can receive credit for placement on the local supplement schedule. The alternative that is recommended is to lift the cap after a teacher successfully completes four years in our district and then to give the teacher credit for all of her years of teaching experience when determining her local supplement. Finally, the Committee recommended several enhancements that would provide signing bonuses, tuition reimbursement, and assistance with relocating costs. The report will be presented to the Board on February 12, 1998. At that time, the Board may request additional information on these proposals or that other plans be developed. I would recommend that the Board decide what, if any, changes it would like to make and pass a resolution to that effect. Final approval and implementation, however, would be contingent upon the availability of funds in the 1998 -99 budget. Recommendations For Revising The Local Teacher Supplement Schedule Submitted to the Board of Education Thursday, February 12, 1998 Recommendations for Revising the Local Teacher Supplement Schedule Background st spring, the Board of Education asked the administration to develop proposals for revising the local teacher supplement schedule. The Board's primary concern was that teachers in our district with fewer than ten years of experience were receiving a lower local supplement than teachers with comparable experience in other metropolitan districts in the state. Initially, the Board asked the administration to suggest a plan that would reduce the supplement at the upper end of the scale and raise it at the lower end. Some Board members also expressed an interest in establishing some relationship between the local supplement and teachers' effectiveness and/or level of responsibility. These possibilities were met with vehement opposition by many teachers who expressed the belief that teachers in the district should continue to be compensated at rates no lower than those on the present supplement schedule. The Superintendent then recommended that an advisory committee be convened to research this issue further and to develop alternatives for the Board's consideration. A committee was formed last spring and met several times before adjourning for the summer. The committee continued to meet through January, 1998 when it completed its work. The committee consisted primarily of teachers but also included principals, central office administrators, and school board members. The Superintendent chaired and facilitated the meetings. Criteria considered when evaluating options The Committee agreed that the following criteria and questions should be considered when evaluating each of the options: • Does the supplement help support the district's educational goals? • Does it help us to compete successfully for well qualified teachers? • Does it help us to retain our best teachers? • Does it provide an incentive for teachers to improve their performance or assume • additional responsibilities? • Does it send a message of support and appreciation to teachers? • Which teachers would the new supplement plan benefit and which would it hurt? • What are the short and long range financial implications of the plan? • Is the plan easy to administer and to explain to prospective and present teachers? • Is the plan "fair" to both prospective and present teachers? Current Supplement Schedule The current supplement schedule was developed ten years ago at a time when veteran teachers across the state were frozen on the salary schedule. This meant that teachers were not given full credit by the state for their actual years of experience. This resulted in a relatively "flat" salary schedule that provided little reward for longevity. Consequently, a local supplement schedule was developed which ranged from a 1 % supplement for beginning teachers to a 25% supplement for teachers with twenty -five or more years of experience. This schedule was quite different from those adopted by other competing school districts in the state, most of whom offered a 10% supplement to their teachers regardless of experience. In 1993, the Board of Education took steps to generate some savings in the administration of the supplement schedule which were then used to increase the minimum supplement of I%. The administration worked with a subcommittee of the Professional Personnel Policy Committee (PPPC) to devise a plan whereby teachers who joined the district in 1993 -94 and thereafter would no longer be given credit for more than ten years of experience for the purposes of calculating their local supplement. These teachers, therefore, received a 10% supplement which was increased as they gained more experience in the district (e.g. after five years they would receive a 15 percent supplement. By placing this "cap" on more experienced teachers who joined the district, funds became available to increase the minimum supplement. This minimum was raised to 4% without increasing the supplement budget and to 5% this year after the Board of Education added $39,000. The present local supplement schedule for the Chapel Hill - Carrboro City Schools is as follows: 0 -4 years 5% 5 -9 years 6% 10 -14 years 10% 15 -19 years 15% 20 -24 years 20% 25+ years 25% Options Developed by Teacher Supplement Advisory Committee After developing and considering an different supplement plans, the Teacher Supplement Advisory Committee presented four options to faculties for their feedback prior to completing its final report. Each of the options is described below. Under each option, the committee recommends giving currently employed teachers the choice to continue under the present supplement schedule or to select the new schedule. Although this makes the whole change process more attractive and less threatening, it does increase the cost of the plans. For the plans with a maximum supplement below the present 25 percent supplement, the district would accrue some savings, perhaps in 10 to 20 years, when many of the teachers under the present plan retire. Option A: Provide the some percentsoe supplement across all experience levels Option A provides a 14 percent oca supplement to all teachers regardless of years of experience. The rationale for Option A is that the new state teacher salary schedule already reflects years of experience, degree attainment, license and tenure status. The present local supplement schedule (with an increasing scale from 5% to 25 %) duplicates much of the reward structure incorporated in the state salary schedule. A fixed percent supplement would be provided in recognition that the state salary schedule is not competitive and that the Chapel Hill and Carrboro area has a high cost of living index. A 14 percent supplement would be necessary if the district is to be competitive at all experience levels. Wake County has the other most competitive supplement in the region. Its supplement schedule ranges from 10% to 14.25 %. The first year cost for Option A would be approximately $1,025,000; however, in the very long run some of this additional expense would be recouped because the maximum supplement is 14 %. 0-25+ years 14% Option B: Provide an Increasing percentage supplement which would make our teachers the highest paid teachers in the state at all experience levels. The rationale for this option is to position the distn" a so that our teachers are the highest paid in the state, regardless of experience level (This is not true under our present supplement schedule, especially for teachers with less than ten years experience.). Although the percentage supplement does increase with years of experience, the scale would be flatter under this option than under our present supplement plan (i.e. the range would be 10-15% instead of 5 -25 %). This plan would significantly boost supplements for teachers with less than 15 years of experience although they would lose the opportunity to earn supplements ranging up to 25 percent. The first year cost of this option is approximately $750,000. 0 -4 years 10% 5 -9 years 12% 10+ years 15% Option C: Provide a competitive supplement for teachers with fewer than 15 years of experience and retain the present supplement schedule for teachers with 15 or more years. The rationale for this option is similar to that for Option B. It, however, retains the upper end of the present supplement plan which makes it more rewarding for teachers who have greater experience. The first year cost of this option is approximately $675,000. 0-4 years 10% 5 -9 years 11% 10 -14 years 12% 15 -19 years 15% 20 -24 years 20% 25+ years 25% Option D: Increase the minimum supplement to ten percent and retain the rest of the present schedule. The rationale for Option D is that the present supplement schedule is fine except for teachers with less than 10 years of experience. It, therefore, increases the supplement for teachers with less than ten years of experience to ten percent which makes the district quite competitive. It also retains the present supplement schedule for teachers with ten or more years of experience. The first year cost of this option is approximately $610,000. 0 -14 years 10% 15 -19 years 15% 20 -24 years 20% 25+ years 25% Salary schedules which reflect state base salary and local supplements for A and G certificated teachers under our present schedule and each of the options are attached. Grandfathering Under each option, currently employed teachers would decide whether they wanted to remain on the present supplement schedule or sign up for the new schedule. Once a decision is made, it could not be changed. All newly hired teachers would be placed on the new supplement schedule. Supplement Cap Under the present local supplement schedule, teachers new to the district can only bring with them 10 years of experience for the purpose of determining their local supplement. The committee recommends that, in the future, this cap be removed after four years of successful experience in our district. This would apply to teachers already affected by this cap as well as to new hires. This recommendation is independent of any of the options and should be considered even if none of the options were to be adopted. In order to implement this recommendation, approximately $50,000 of new money would need to be budgeted each year for the next four years to cover the increased cost for the 86 teachers who currentlyEaive their supplements capped (based on current salary schedule). Additional funds would be required for teachers hired in the future who fall under the salary cap provisions. Other Recommended Enhancements 1. Provide a one -time, $1000 signing bonus for areas designated by the Board of Education as hard to fill. (Maximum available each year $20,000) 2. Provide full in- -state tuition (limit of two reimbursable courses per year) for teachers employed by the district to become certified in an area of scarcity. (Maximum available each year: $25,000) 3. Provide half the in -state tuition for teachers who successfully complete courses directly related to their present assignment. (Priorities would be established for qualification. Maximum available each year $50,000; limit of $500 per person per year.) 4. Seek assistance for teachers relocating to the area such as waiving utility and security deposits or securing loans from the NC State Employees Credit Union. Recommendations from the Teacher Supplement Committee The Teacher Supplement Advisory Committee reported an overwhelming preference among the Chapel Hill - Carrboro City School District's certified staff for Option C. Teachers identified with the philosophy behind Option C because they see it providing a competitive supplement for teachers with fewer than 15 years of experience while retaining an attractive supplement schedule for teachers with 15 or more years. Teachers strongly believe that a differentiation in the supplement which recognizes years of experience is important. If Option C were not approved by the Board of Education, Option D, which increases the minimum supplement to 10 percent and retains the rest of the present supplement schedule, would be the second choice of teachers. Options A and B were not considered viable options by veteran teachers, although some new teachers tended to find the 14 percent supplement in Option A and the 10 to 12 percent supplements in Option B to be attractive to their short-term needs. Teachers reportedly felt that the higher supplement percentages in the current supplement schedule should be retained in order to enhance the salaries on which teachers' retirement benefits will be calculated. If the Board selects an option other than Option C or D, even if grandfathering is included in the Board's proposal, the Advisory Committee feels that veteran teachers will perceive it as a threat to their retirement benefits. The Advisory Committee believes, nevertheless, that allowing present teachers to be grandfathered alleviated the fears of veteran teachers voiced last spring that they would lose the supplement percentages they have long anticipated. Under the present local supplement schedule, teachers new to the district can only bring with them ten years of experience for the purpose of determining their local supplement. The Committee recommends that this cap be removed after four years of successful experience In our district. This would apply to teachers already affected by this cap as well as to crew hires (although no retroactive pay would be given). The Advisory Committee reported that teachers were plea_ sed at the prospect that the cap might be lifted as well as retroactively removed for current teachers w o were hired under it. Teachers see this cap as making recruitment more difficult and reducing the diversity that could be gained by hiring experienced teachers. Although the response to the suggested enhancements was mixed and rather limited, the Advisory Committee stated that the bulk of support centered on Enhancement No. 3 which would provide tuition for teachers who successfully complete courses directly related to their present assignments. Some respondents voiced the concern that a bonus or enhancement to a new hire would be unfair to persons previously hired who had not benefited from similar enhancements. The Advisory Committee considered multiple supplement options prior to selecting the four options submitted to the Board of Education. One of the discarded options that received much attention was based on professional preparation and additional responsibilities. This option provided a 10 percent base supplement for all teachers, a $2500 supplement for up to 20 percent of a school's faculty to support lead teacher responsibilities, and an 8 percent supplement for attaining master teacher designation. The Committee believed that the availability of leadership ositions for which the supplement could be earned were too limited in number (�20 percent) to allow a wide range of participation. Teachers felt this type of program would be hard to administer and an "add -on" to their present responsibilities. Teachers were distrustful of the types of criteria that might be established in selecting persons for these leadership roles. Baying the competitive nature of such a supplement would lower morale, teachers indicated that accountability already has been incorporated in the ABC Plan, the Excellent Schools Act, and the National Teacher Certification Program and, therefore, is not needed in a local supplement program. Conclusion Clearly, teachers are very concerned about any contemplated modifications to the local teacher supplement schedule. Teachers already feel underpaid so that any proposal which raises the possibility of their future earnings being less than what they currently anticipate is met with strong opposition, hurt feelings, and a sense of not being supported by the Board of Education and the administration. Consequently, all four of the proposed options, coupled with the grandfathering clause, ensure that all currently employed teachers will either benefit from the new plan or continue to receive the supplements prescribed in the present plan. The four options are all sound and defensible and become much more acceptable to our teachers if they are implemented with the proposed grandfather clause which would allow currently employed teachers to decide whether to select the new plan or remain under the present plan. All four options would allow us to accurately characterize our supplement schedule as the best in the state for teachers at all experience levels. Removal of the ten -year cap would allow experienced teachers who join our district and, subsequently are tenured, to receive the same compensation as teachers with similar years of experience who have worked in the district longgeer. Finally, the enhancements that are recommended would allow us to recruit more effectively and to support the professional growth of our teachers. The Board of Education is urged to provide as much support for these recommendations as is financially feasible so that they may be implemented as expeditiously as possible. Appendix A Local Teacher Supplement Committee Members Local Teacher Supplement Committee Members • Claire Nelson, Frank Porter Graham Elementary • Kim Fearrington, Carrboro Elementary • Debbie Camitta, Frank Porter Graham Elementary • Gary Falgout, Glenwood Elementary • Rhonda Batts, Seawell Elementary • Don Minnick, Culbreth Middle School • Faye Barker, Estes Hills Elementary • Tom Brown, Chapel Hill High School • Nancy Godding, McDougle Middle School • Loretta Hopper, Ephesus Road Elementary • Diane Sturdivant, Phillips Middle School • Judy Desper, East Chapel Hill High School • Sara Dobson, Ephesus Road Elementary • Allen Suess, McDougle Elementary • Major Geer, Hospital School • Carolyn White, Culbreth Middle School • Carlotta Armstrong, Chapel Hill High School • Hazel Gibbs, Human Resources • Grace Holton, Finance • Elizabeth Carter, Board of Education • Kenneth Touw, Board of Education • Neil G. Pedersen, Superintendent Appendix B Supplement Schedules Current Plan 50/6-25% Supplement USING 1997 -98 STATE SALARY SCHEDULE FOR TEACHER " A" CERTIFICATE 1 12/17/97 Supplement Annual Base Annual Annual Total Years Exp. Schedule I Salary 199748 I Supplement I Salary 199748 0 5% $22,150 $1,108 $23,258 1 5% 22,570 1,129 23,699 2 5% 23,000 1,150 24,150 3 5% 24,270 1,214 25,484 4 5% 25,280 1,264 26,544 5 6% 25,750 1,545 27,295 6 6% 26,230 1,574 27,804 7 6% 26,720 1,603 28,323 8 6% 27,210 1,633 28,843 e 6% 27,700 102 29,362 10 10% 28,200 2,820 31,020 11 10% 28,720 2,872 31,592 12 10% 29,250 2,925 32,175 13 10% 29,790 2,979 32,769 14 10% 30,340 3,034 33,374 15 15% 30,900 4,635 35,535 1s 15% 31,470 4,721 38,191 17 15% 32,050 4,808. 36,858 18 15% 32,650 4,896 37,548 19 15% 33,280 4,989 38,249 20 20% 33,890 6,778 40,668 21 20% 34,520 6,904 41,424 22 20% 35,160 7,032 42,192 23 20% 35,810 7,162 42,972 24 20% 36,480 7,296 43,776 25 25% 37,170 9,293 46,463 26 25% 37,870 9,468 47,338 27 25% 38,580 9,645 48,225 28 25% 39,310 9,828 49,138 29+ 25% 40,050 10,013 50,063 1 12/17/97 Current Plan 5 0/6-25% Supplement USING 1997 -98 STATE SALARY SCHEDULE FOR TEACHER "G" CERTIFI K 12/17/97 Supplement Annual Base Annual Annu:' -Total Years Exp. Schedule Salary 199748 Supplement I Salary 199748 0 5% $23,530 $1,177 $24,707 1 5% 23,980 1,199 25,179 2 5% 24,440 1,222 25,682 3 5% 25,790 1,290 27,080 4 5% 26,860 1,343 28,203 5 6% 27,380 1,642 29,002 6 6% 27,870 1,872 29,542 7 6% 28,390 1,703 30,093 6 6% 28,910 1,735 30,845 9 6% 29,430 1,788 31,196 10 10% 29,960 2,996 32,956 11 10% 30,520 3,052 33,572 12 10% 31,080 3,108 34,188 13 10% 31,650 3,185 34,815 14 10% 32,240 3,224 35,484 15 15% 32,830 4,925 37,755 16 15.% 33,440 5,016 38,456 17 15% 34,050 5,108- 39,158 18 15% 34,690 5,204 39,894 19 15% 35,340 5,301 40,641 20 20% 36,010 7,203 43,212 21 20% 38,680 7,336 44,016 n 20% 37,360 7,472 44,832 23 20% 38,050 7,610 45,880 24 20% 38,780 7,752 46,512 25 25% 39,490 9,873 49,363 25 25% 40,240 10,080 50,300 27 25% 40,990 10,248 51,238 28 25% 41,770 10,443 52,213 29; 25% 42,550 10,638 53,188 K 12/17/97 Option A 14% Across The Board Supplement USING 1997 -98 STATE SALARY SCHEDULE FOR TEACHER " A" CERTIFICATE 3 12/17/97 Supplement Annual Base Annual Annual Total Years Exp. Schedule Salary 199748 Supplement Salary 199748 0 14% $22,150 $3,101 $25,251 1 14% 22,570 3,160 25,730 2 14% 23,000 3,220 26,220 3 14% 24,270 3,398 27,668 4 14% 25,280 3,539 28,819 5 14% 25,750 3,605 29,355 6 14% 26,230 3,672 29,902 7 14% 26,720 3,741 30,461 8 14% 27,210 3,609 31,019 9 14% 27,700 3,878 31,578 10 14% 28,200 3,948 32,148 11 14% 28,720 4,021 32,741 12 14% 29,250 4,095 33,345 13 14% 29,790 4,171 33,961 14 14% 30,340 4,248 34,588 15 14% 30,900 4,326 35,226 16 14% 31,470 4,408 35,876 17 14% 32,050 4,487 36,537 18 14% 32,650 4,571 37,221 19 14% 33,260 4,656 37,916 20 14% 33,890 4,745 38,635 21 14% 34,520 4,833 39,353 22 14% 35,180 4,922 40,082 23 14% 35,810 5,013 40,823 24 14% 36,480 5,107 41,587 25 14% 37,170 5,204 42,374 28 14% 37,870 5,302 43,172 27 14% 38,580 5,401 43,981 28 14% 39,310 5,503 44,813 29+ 14% 40,050 5,607 45,657 3 12/17/97 Option A 14% Across The Board Supplement USING 1997 -95 STATE SALARY SCHEDULE FOR TEACHER "G" CERTIFICATE ►,1 12/17/97 I Supplement Annual Base Annual Total Years Exp. Schedule I Sala 1997 -98 I Su lament Salary 19974* 0 14% $23,530 $3,294 $26,824 1 14% 23,980 3,357 27,337 2 14% 24,440 3,422 27,862 3 14% 25,790 3,611 29,401 4 14% 26,880 3,780 30,620 5 14% 27,380 3,830 31,190 6 14% 27,870 3,902 31,772 7 14% 28,390 3,975 32,365 6 14% 28,910 4,047 32,957 9 14% 29,430 4,120 33,550 10 14% 29,960 4,194 34,154 11 14% 30,520 4,273 34,793 12 14% 31,080 4,351 35,431 13 14% 31,650 4,431 38,081 14 14% 32,240 4,514 36,754 15 14% 32,830 4,590 37,426 16 14% 33,440 4,882 38,122 17 14% 34,050 4,767 38,817 18 14% 34,690 4,857 39,547 19 14% 35,340 4,948 40,288 20 14% 36,010 5,041 41,051 21 14% 38,880 5,135 41,815 22 14% 37,380 5,230 42,590 23 14% 38,050 5,327 43,377 24 14% 38,760 5,426 44,186 25 14% 39,490 5,529 45,019 25 14% 40,240 5,634 45,874 27 14% 40,990 5,739 46,729 26 14% 41,770 5,848 47,618 29+ 14% 42,550 5,957 48,507 ►,1 12/17/97 Option B 10 % -15% Supplement USING 1997 -98 STATE SALARY SCHEDULE FOR TEACHER' A" CERTIFICATE 5 12/17/97 Supplement Annual Base Annual Annual Total Years Exp. Schedule Salary 199748 Supplement I Salary 1997 43 0. 10% $22,150 $2,215 $24,365 1 10% 22,570 2,257 24,827 2 10% 23,000 2,300 25,300 3 10% 24,270 2,427 26,697 4 10% 25,280 2,528 27,808 5 12% 25,750 3,090 28,840 6 12% 26,230 3,148 29,378 7 12% 26,720 3,206 29,925 3 12% 27,210 3,265 30,475 9 12% 27,700 3,324 31,024 10 15% 28,200 4,230 32,430 11 15% 28,720 4,308 33,028 12 15% 29,250 4,388 33,638 13 15% 29,790 4,469 34,259 14 15% 30,340 4,551 34,891 1S 15% 30,900 4,635 35,535 13 15% 31,470 4,721 36,191 17 15% 32,050 4,808. 38,858 13 15% 32,650 4,898 37,548 19 15% 33,250 4,989 38,249 20 15% 33,890 5,084 38,974 21 15% 34,520 5,178 39,698 22 15% 35,160 5,274 40,434 23 15% 35,810 5,372 41,182 24 15% 36,480 5,472 41,952 25 15% 37,170 5,578 42,746 23 15% 37,870 5,681 43,551 27 15% 38,580 5,787 44,367 28 15% 39,310 5,897 45,207 29+ 15% 40,050 6,008 46,058 5 12/17/97 Option B 10 % -15% Supplement USING 1997 -95 STATE SALARY SCHEDULE FOR TEACHER "G" CERTIFICA M 3 12/17/97 SupplenNnt Annual Bap Annual Annual Total Years Exp. Schedule Salary 199748 Supplement Salary 199748 0 10% $23,530 $2,353 $25,883 1 10% 23,980 2,398 26,378 2 10% 24,440 2,444 26,884 3 10% 25,790 2,579 28,369 4 10% 26,860 2,686 29,546 5 12% 27,360 3,283 30,643 6 12% 27,870 3,344 31,214 7 12% 28,390 3,407 31,797 8 12% 28,910 3,469 32,379 9 12% 29,430 3,532 32,962 10 15% 29,950 4,494 34,454 11 15% 30,520 4,578 35,098 12 15% 31,080 4,662 35,742 13 15% 31,650 4,748 36,398 14 15% 32,240 4,836 37,076 1S 15% 32,830 4,925 37,755 16 15% 33,440 5,016 38,456 17 15% 34,050 5,108 39,158 18 15% 34,690 5,204 39,894 19 15% 35,340 5,301 40,641 20 15% 36,010 5,402 41,412 21 15% 38,680 5,502 42,182 22 15% 37,360 5,604 42,964 23 15% 38,050 5,708 43,758 24 15% 38,760 5,814 44,574 25 15% 39,490 5,924 45,414 28 15% 40,240 6,036 46,276 27 15% 40,9W 6,149 47,139 28 15% 41,770 6,268 48,036 29♦ 15% 42,550 6,383 48,933 M 3 12/17/97 Option C 10 0r6 -25% Supplement USING 1997 -95 STATE SALARY SCHEDULE FOR TEACHER' A" CERTIFICA 7 12/17/97 Supplement Annual Base Annual Annu. Total Years Exp. Schedule Salary 1997.98 Supplement Salary 190-08 0 10% $22,150 $2,215 $24,365 1 10% 22,570 2,257 24,827 2 10% 23,000 2,300 25,300 3 10% 24,270 2,427 26,697 4 10% 25,280 2,528 27,808 5 11% 25,750 2,833 28,583 6 11% 26,230 2,885 29,115 7 11% 26,720 2,939 29,659 8 11% 27,210 2,993 30,203 9 11% 27,700 3,047 30,747 10 12% 28,200 3,384 31,584 11 12% 28,720 3,446 32,166 12 12% 29,250 3,510 32,780 13 12% 29,790 3,575 33,365 14 12% 30,340 3,641 33,981 15 15% 30,900 4,835 35,535 16 15% 31,470 4,721 36,191 17 15% 32,050 4,808 36,858 18 15% 32,650 4,898 37,548 19 15% 33,260 4,989 38,249 20 20% 33,890 6,778 40,668 21 20% 34,520 6,904 41,424 22 20% 35,160 7,032 42,192 23 20% 35,810 7,162 42,972 24 20% 36,480 7,296 43,776 25 25% 37,170 9,293 46,463 26 25% 37,870 9,468 47,338 27 25% 38,580 9,645 48,225 28 25% 39,310 9,828 49,138 29+ 25% 40,050 10,013 50,063 7 12/17/97 Option C 10 % -25% Supplement USING 1997 -98 STATE SALARY SCHEDULE FOR TEACHER "G" CERTIFICA n 8 12/17/97 I Supplement - Annual Base Annual Annual Total Years Exp. Schedule I Salary 1997418 I Supplement I Salary 1997414 0 10% $23,530 $2,353 $25,883 1 10% 23,980 2,398 26,378 2 10% 24,440 2,444 26,884 3 10% 25,790 2,579 28,369 4 10% 26,860 2,686 29,546 5 11`16 27,360 3,010 30,370 6 11% 27,870 3,066 30,936 7 11% 28,390 3,123 31,513 8 11% 28,910 3,180 32,090 9 11% 29,430 3,237 32,667 10 12% 29,960 3,595 33,555 11 12% 30,520 3,662 34,182 12 12% 31,080 3,730 34,810 13 12% 31,650 3,798 35,448 14 12% 32,240 3,869 36,109 15 15% 32,830 4,925 37,755 16 15% 33,440 5,016 38,456 17 15% 34,050 5,108• 39,158 18 15% 34,890 5,204 39,894 19 15% 35,340 5,301 40,641 20 20% 36,010 7,202 43,212 21 20% 38,880 7,336 44,016 22 20% 37,360 7,472 44,832 23 20% 38,050 ,7,610 45,660 24 20% 38,760 7,752 46,512 25 25% 39,490 9,873 49,363 26 25% 40,240 10,060 50,300 27 25% 40,990 10,248 51,238 28 25% 41,770 10,443 52,213 29* 25% 42,550 10,838 53,188 n 8 12/17/97 Option D 10%-25% Supplement (Raise Minimum) USING 1997 -95 STATE SALARY SCHEDULE FOR TEACHER " A" CERTIFICATE N Vol 12/17/97 I Supplement Annual Base Annual Annual Total Years Exp. Schedule I Salary 1997 -98 Supplement I Salary 199748 0 10% $22,150 $2,215 $24,365 1 10% 22,570 2,257 24,827 2 10% 23,000 2,300 25,300 3 10% 24,270 2,427 26,697 4 10% 25,280 2,528 27,808 5 10% 25,750 2,575 28,325 6 10% 26,230 2,623 28,853 7 10% 26,720 2,672 29,392 e 10% 27,210 2,721 29,931 9 10% 27,700 2,770 30,470 10 10% 28,200 2,820 31,020 11 10% 28,720 2,872 31,592 12 10% 29,250 2,925 32,175 13 10% 29,790 2,979 32,769 14 10% 30,340 3,034 33,374 1s 15% 30,900 4,635 35,535 14 15% 31,470 4,721- 36,191 17 15% 32,050 4,808 36.868 18 15% 32,850 4,898 37,548 19 15% 33,280 4,989 38,249 20 20% 33,890 6,778 40,868 21 20% 34,520 6,904 41,424 22 20% 35,160 7,032 42,192 23 20% 35,810 7,162 42,972 24 20% 36,480 7,298 43,776 25 25% 37,170 9,293 46,463 26 25% 37,870 9,468 47,338 27 25% 38,580 9,645 48,225 28 25% 39,310 9,828 49,138 29} 25% 40,050 10,013 50,063 N Vol 12/17/97 Option D 100/6-25% Supplement (Raise Minimum) USING 188745 STATE SALARY SCHEDULE FOR TEACHER "G" CERTIFI 5 M11 12/17/97 supplement Annual Base Annual Annual Total Years Exp. Schedule salary 199748 Supplement Salary 1997 -9s 0 ' 10% $23,530 $2,353 $25,883 1 10% 23,980 2,398 26,378 2 10% 24,440 2,444 26,884 3 10% 25,790 2,579 28,369 4 10% 26,860 2,686 29,546 5 10% 27,380 2,736 30,096 6 10% 27,870 2,787 30,657 7 10% 28,390 2,839 31,229 8 10% 28,910 2,891 31,801 9 10% 29,430 2,943 32,373 10 10% 29,960 2,996 32,956 11 10% 30,520 3,052 33,572 12 10% 31,080 3,108 34,188 13 10% 31,650 3,185 34,815 14 10% 32,240 3,224 35,484 1s 15% 32,830 4,925 37,755 16 15% 33,440 5,016 38,456 17 15% 34,050 5,108 39,158 16 15% 34,690 5,204 39,894 19 15% 35,340 5,301 40,641 20 20% 36,010 7,202 43,212 21 20% 36,680 7,336 44,016 22 20% 37,380 7,472 44,832 23 20% 38,050 7,610 45,680 24 20% 38,760 7,752 46,512 25 25% 39,490 9,873 49,363 26 25% 40,240 10,060 50,300 27 25% 40,990 10,248 51,238 28 25% 41,770 10,443 52,213 29+ 25% 42,550 10,638 53,168 5 M11 12/17/97 Appendix C Supplement Schedules from Selected Districts Teacher Supplement Information School District Description of schedule Chapel Hill - Carrboro 5% at. 0 -4 years 6% at 5-9 years 10% at 10-14 years ** 15% at 15 -19 years 20% at 20-24 years 25% at 25+ years ** New employees can transfer a maximum of 10 years for placement on the schedule. Orange County 5% to non - tenured teachers 10% to tenured teachers Durham Public 10% at all experience levels Wake County 10% at 0-9 years of experience 11% at 10-14 years of experience 11.5% at 15 -19 years of experience 12% at 20-24 years of experience 12.75% at 25-29+ years of experience Chatham County A flat dollar amount at varying experience level ranges: $ 900 per year to $1,500 per year. The local supplement is based on years in NC only. Guilford A flat dollar amount at varying years of experience from $ 2,160 for A -0 to $ 4,410 (G -29 +). Charlotte- Mecklenberg Placement on the supplement schedule is by individual employee. Placement is determined by when the experience was earned in relation to when the schedule was frozen. Winston -Salem /Forsyth A flat dollar amount at varying years of experience from $1,550 for A -0 to $ 6,060 (G -29 +).