Compensation
Plan
2014-2015
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Table of Contents
STRUCTURE OF COMPENSATION PLAN
Teachers, Nurses, Librarians
Instructional Specialist
Counselors
Bus Drivers
Professional Educators
Professional Operations
Clerical Technical
Manual Trades
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STIPENDS/ SUPPLEMENTAL PAY
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Judson Independent School District does not discriminate on the basis of race, color,
national origin, sex, disability or age in employment in its programs and activities.
Questions regarding the Compensation Plan may be referred to
Executive Director of Human Resources
210.945.5101
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BOARD POLICY – SALARIES, WAGES, AND
STIPENDS
AUTHORITY FOR COMPENSATION PLAN
The Superintendent or designee shall recommend to the Board for approval pay structures and
compensation plans for all District employees. Pay structures shall be designed and administered for the
purpose of attracting and retaining qualified employees to achieve District goals. The Superintendent or
designee shall administer and maintain pay systems in accordance with administrative regulations for
the District compensation plan.
DESCRIPTION
Certified classroom teachers, librarians, nurses (RNs), and counselors will be paid no less than the
minimum monthly salary on the state salary schedule based on years of experience as required by law.
For other employees, the Superintendent or designee shall assign positions to pay ranges that define the
minimum and maximum base pay for the position. Jobs will be classified on the basis of qualifications
and duties as defined by the District. All employees will be paid within the assigned pay range unless
exceptions are granted by the Board. The Superintendent or designee shall review pay structures
annually and make approved adjustments to pay ranges (if any).
PAY INCREASE
The Superintendent or designee shall recommend to the Board an amount for employee pay increases as
part of the annual budget. The Superintendent or designee shall determine annual increases for
individual employees, within budgeted amounts.
EMPLOYEE PAY ADJUSTMENT
The Superintendent or designee shall review employee salaries annually for adjustment. Annual pay
increases, promotion increases, special equity adjustments, and hiring rates for new employees shall be
determined by the Superintendent or designee in accordance with the approved budget and
administrative procedures.
EXEMPT/NONEXEMPT
The Superintendent or designee shall determine the classification of employees as “exempt” or
“nonexempt” for purposes of payment of overtime in compliance with the Fair Labor Standards Act
(FLSA). Exempt employees shall be compensated on a salary basis for their employment period and are
not entitled to overtime compensation. Nonexempt employees shall be compensated on an hourly wage
basis for all hours worked each week and shall be compensated for overtime in accordance with federal
regulations and the District’s compensation plan. Nonexempt employees shall not work overtime
without prior approval of their supervisor.
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WORK DAY CALENDARS
The Superintendent or designee shall determine duty schedules and calendars for all employees.
Employees on ten-month contracts shall work at least the minimum days of service required by law.
SUPPLEMENTAL DUTIES
The Superintendent or designee may assign non-contractual supplemental duties to personnel exempt
under the FLSA as needed. The employee shall be compensated for these assignments according to the
supplemental duty pay schedule. These assignments may be discontinued at any time for any reason or
no reason, by either party. The assignment of these duties shall not create any expectation of continued
assignment to that same duty or any other duty.
SCHOOL SPONSORSHIPS AND OTHER ASSIGNMENTS WITH SUPPLEMENTAL SALARY
School sponsorships and other assignments are not part of the professional’s contract, and are authorized
on a year-to-year basis by the principal, and entitle the employee to receive a salary supplement for
performance of those duties (if verified by the principal). The salary supplement is not a property right
and the supplement amount may need to be prorated in the event that an individual is unable to perform
the duties of the entire period.
The school principal shall assign professionals to sponsor all approved school clubs and organizations,
including academic coordinators, sponsors of yearbooks, UIL activities, and to other approved
sponsorships, depending upon the level (elementary, middle, high) and school programs. Only
professional employees shall be assigned as sponsor of any school approved club or organization.
PAY PLAN ADMINISTRATIVE PROCEDURES
DESCRIPTION OF COMPENSATION
Purpose and Authority
Employee pay systems are designed and administered for the purpose of attracting and retaining
qualified employees to achieve the goals of the District. The Superintendent or designee is responsible
for the development, maintenance, and administration of employee compensation in accordance with
Board policies and administrative procedures.
Minimum Pay Requirements
Certified classroom teachers, librarians, registered nurses (RNs) and counselors will be paid no less than
the state minimum salary schedule based on total years of creditable experience. Experience will be
credited according to the commissioner’s rules on creditable service (19 TAC 153.102101). Local
salaries for these employees will be paid no less than the current minimum wage in accordance with the
Federal Fair Labor Standards Act (FLSA).
Local Pay Plans
The District will maintain position classification and pay range structures for all jobs. Jobs will be
grouped into position classification and pay ranges in the following categories: (1) Professional
Educator; (2) Professional Operations; (3) Clerical/Technical/Paraprofessional; (4) Manual Trades; (5)
Teachers/Nurses (RNs)/Librarians; (6) Bus Driver; (7) Counselor; and (8) Specialists (Instructional and
Technology).
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Each job will be assigned to a pay grade that determines the minimum to maximum pay range for the
position. Pay ranges are set to be competitive with the relevant job market for benchmark positions. Jobs
are assigned to pay grades on the basis of the following factors: (1) job qualifications and required skills;
(2) job duties and responsibilities defined by the District; and (3) competitive job market prices.
Pay ranges are reviewed annually and can be adjusted as needed with Board approval. Employee
compensation will advance through the pay range based upon the general pay increase budget approved
by the Board each year.
JOB CLASSIFICATION
Purpose and Authority
Job classification determines the assigned pay range for a job. Job classification is based on an
assessment of job requirements, assigned duties, and market values. Jobs are compared and classified on
the basis of the following factors: knowledge and skill requirements, complexity of assigned duties, job
accountability, and working conditions. The Human Resources department will collect job information,
evaluate jobs for classification purposes, and recommend pay-grade assignments. The Superintendent or
designee has final authority concerning job classifications.
Reclassification of Current Position
A job reclassification occurs when the same position is moved to a higher or lower pay grade. An
upward or downward job reclassification will result in greater or lesser potential for pay advancement
over time. Jobs may be reclassified for a number of different reasons. Those reasons include a
significant and sustained increase or decrease in job duties and responsibilities assigned by the
supervisor, a need to improve internal pay equity with other related jobs or a significant change in the
external job market.
Salary Adjustment for Job Reclassification
 If the job is reclassified upward due to a significant and sustained increase in assigned job duties
and responsibilities, the reclassification will be treated as a promotion. Refer to procedures on
promotion increases.
 If the job is reclassified due to a change in the external job market, special equity adjustments
may be made at the direction of the Superintendent or designee. Refer to procedures on
individual equity adjustments.
 If the job is reclassified downward due to a decrease in duties and responsibilities assigned, the
employee’s pay may be reduced at the direction of the Superintendent or designee. In this case,
the reclassification will be treated as a demotion. Refer to procedures on pay adjustments for
demotion.
Classification of New Positions
New positions must have a written job description. The Human Resources department will recommend
to the Superintendent or designee the pay grade classification of new positions based on the job
description and consultation with the job supervisor. New positions must be classified in the
compensation plan prior to hiring a new employee.
BASE PAY FOR EXEMPT AND NONEXEMPT EMPLOYEES
Classification of Positions as an Exempt or Nonexempt
All jobs will be classified as exempt or nonexempt in accordance with the requirements of the Federal
Fair Labor Standards Act (FLSA). The Human Resources department will determine the classification of
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each position based on a description of assigned job duties and the method of compensation. In order to
be exempt, the employee’s primary duties must fall under one of three types of exemptions: executive,
administrative or professional, as defined under the FLSA, and the employees must be compensated on a
salary basis. All employees who do not meet the legal requirements for exemption are classified as
nonexempt.
Basis of Pay for Exempt Employees
Exempt employees are paid on a salary basis for the number of months in their annual employment
period. Payment on a salary basis means that employees are paid a fixed sum for the job regardless of
the days or hours actually worked each week. Annual salaries may be adjusted for different duty
assignments but salaried employees are not entitled to pay on a daily or hourly basis. Exempt employees
do not receive overtime compensation.
Basis of Pay for Nonexempt Employees
Nonexempt employees are paid on an hourly wage basis for all hours worked each week. Employees
who are nonexempt will receive overtime compensation.
Prorating Pay for Reduced Work Year
Wages may be adjusted proportionally for employees who work less than full-time or less than a full
year.
Payroll Period
Employees will receive bank or pay card deposits according to the District’s payroll schedule. Most
employees who work less than twelve months will have their annual compensation prorated over a
twelve-month calendar period to provide year-round income. Deposits will not be released to any person
other than the District employee named on the account without written authorization.
OVERTIME COMPENSATION
Overtime Defined
Nonexempt employees who work in excess of 40 hours within the defined JISD workweek are subject to
overtime regulations in accordance with FLSA. For specific information regarding the computation of
overtime at a premium or standard rate, or compensatory time in lieu of monies, refer to Administrative
Policy.
An employee’s regular work schedule may be adjusted during the week to limit or eliminate overtime.
The District’s workweek begins at 12:00 AM on Saturday and ends at 11:59 PM on Friday. Overtime
must be paid or accrued as compensatory time.
Time Records
Weekly time records will be maintained on all nonexempt personnel in a manner approved by the
District. Records will indicate all hours worked each week, including compensatory time earned and
used. Weekly time records must be verified by the supervisor and submitted to payroll on designated
dates. Official weekly time records shall be maintained in the central payroll office for all nonexempt
personnel. All payroll records, including time records, shall be maintained for a period of seven years
and shall be made available for inspection by government authorities on request. Failure to maintain
accurate records of hours worked may result in disciplinary actions.
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Authorization of Overtime
A supervisor must approve all overtime worked in advance. Supervisors are responsible for preventing
unauthorized overtime. Employees who work unauthorized overtime may be subject to disciplinary
action. Supervisors of nonexempt employees must ensure that employees understand how they will be
compensated for overtime (compensatory time off or pay) prior to the employee working overtime
hours.
Overtime pay requirements cannot be waived by voluntary agreement between the school District and
the employee and the employee cannot “donate” overtime or agree to be paid at a reduced rate.
Compensation for Overtime
Compensation for overtime hours will be awarded at 1½ times the regular rate of pay after working a 40
hour week. Compensation may be given in compensatory time off or paid in the regularly scheduled
paycheck.
Use of Compensatory Time
Employees who have accrued compensatory time must use that time before using other accrued leave,
unless prior approval has been obtained from supervisor.
GENERAL PAY INCREASES
Eligibility for General Pay Increase
Salaries and wages for employees will be reviewed annually for adjustment. General pay increases are
given to employees to reward continued service to the District. Classroom teachers, nurses (RNs),
librarians and counselors will be paid no less than their minimum monthly salary on the state salary
schedule.
Pay Increase Budget
The Superintendent or designee will recommend a total budget amount for general pay increases as part
of the annual budget process. Budget recommendations for general pay increases will be based on
available revenue, changes in minimum pay laws, competitive job markets, and District compensation
objectives. Employee pay increases will be based on the budget approval by the Board.
General Pay Increase Calculation
General pay increases will be calculated for each employee by applying a percent increase approved by
the Board to the District midpoint in each employee’s pay range. All employees who are in the same pay
range associated with the same midpoint will receive the same pay increase. Each range has a midpoint.
Example: Midpoint x Percent Increase = Pay Increase
 Pay range midpoint for pay grade 5 is $12.50 per hour
 Pay increase budget approved by the Board is 4.25%
 Hourly pay increase for all employees in pay grade 5 is $12.50 x .0425 = $.53
 An hourly employee in pay grade 5 is earning $11.50 per hour
 Employee’s new hourly wage is $11.50 + $.53 = $ 12.03
No employee’s pay will be increased beyond the maximum of their assigned pay range unless the Board
approves a special adjustment. Increases to employees who are at or above the maximum may be
approved as an adjustment to base pay or as a lump sum payment.
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Individual Equity Adjustments
The Superintendent or designee may make special equity adjustments to an individual employee’s
compensation to correct identified internal or external pay equity problems. Equity adjustments are
made only on an as-needed basis at the direction of the Superintendent or designee. Equity adjustments
may be made to retain an employee who is at risk due to competitive pay problems; to correct an
internal pay inequity; or to compensate an employee for a significant change in job responsibilities.
Placement of New Employees
Option A: Placement by Total Creditable Years of Service
Hiring rates for classroom teachers, librarians, nurses (RNs); counselors; specialists and bus driver jobs
will be based on total years of creditable experience as defined by state regulations when official service
records are submitted. Salary schedules will be prepared annually to illustrate step placements by years
of service. Salary schedules for these positions are subject to change each year and should not be used to
predict future salaries. Salary schedules are used only for placement of new employees. The entry level
maximum for new hires will be at year 25.
Option B: Placement by Individual Job Qualifications
Hiring rates for all jobs without specific hiring schedules will be determined individually on the basis of
each person’s work experiences and qualifications that are directly related to the position. In addition to
Human Resources, other department personnel may review job-related experience to determine if the
experience is comparable. Hiring rates are also sensitive to internal equity concerns of other employees
in the same job. Compensation above the pay grade midpoint may be offered only for hard-to-fill
positions with the approval of the Superintendent.
Option C: Placement by Years of Job Experience
Hiring rates for teacher assistant; clerical/technical/paraprofessional; bus monitor; child nutrition
workers; custodians and manual trades will be based on years of job-related experience of comparable
service according to annual prepared pay schedules based on District needs. The Human Resources
department will determine the credit given for job-related experience. Compensation above the pay
grade midpoint may be offered only for hard-to-fill positions with the approval of the Superintendent.
Option D: Placement at Minimum of the Pay Grade
New employees in certain annually determined jobs will be placed at the minimum of the pay grade.
Placement above the minimum is permissible only for an exceptional candidate in a hard-to-fill position.
New hires will be placed above the job-control rate. Exceptions to this procedure require approval from
the Superintendent.
PROMOTION INCREASES
Promotion Defined
A promotion occurs when an employee is assigned to a different job in a higher pay range, that is, one
with a higher midpoint. Pay adjustments for promotions will begin with the effective date of the new
assignment. If an employee moves to a different job in a different pay structure (example: from auxiliary
to professional group), the pay adjustment will be treated as placement of a new employee.
Promotion Increase
A promotion increase is based on an employee’s current base pay rate less any stipends paid for
supplemental duties. For exempt jobs, the daily salary rate is the base. For nonexempt jobs, hourly rate
is the base rate. Consideration will be given to the pay of other employees in the same position. The
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standard promotion increase may be reduced accordingly to maintain internal pay equity but no less than
the minimum rate set above. No employee will be paid less than the minimum of the new pay range.
DEMOTION
Demotion Defined
A demotion occurs when an employee is reassigned to a different job at a lower pay grade level.
Demotions may be voluntary or involuntary. Position reclassification or general salary structure changes
are not considered demotions.
Pay Adjustments of Demotion
A reduction in pay as a result of a demotion will be made at the discretion of the Superintendent or
designee. When a pay reduction is made for a demotion, the employee’s base pay rate will be reduced to
the same relative position within the new pay range, typically measured as a ratio of the employee’s
salary to the range market rate. For example, if the employee’s base pay was 110% of the market rate in
the higher pay grade, that person’s pay would be reduced to an equivalent of 110% of the market rate in
the lower pay grade. Pay adjustments may also be made for a longer or shorter work year associated
with the change in assignment.
ADJUSTING PAY-GRADE STRUCTURES
Review of Pay Ranges
The Superintendent or designee will review pay-range structures annually and make adjustments as
needed.
Amount of Structure Adjustment
Pay ranges should be adjusted by an equal percent factor. After the pay increase budget is established,
the Superintendent or designee will determine the appropriate amount of adjustment pay-range
structures in the District.
Structure Adjustment Procedure
When an increase for adjustment to the pay-range is approved, the adjustment will be applied to the
midpoint rate of each pay grade. The minimum and maximum rates of each range will then be adjusted
to preserve the structure. Adjustments to pay ranges should be made prior to the calculation of general
pay increases.
SUPPLEMENTAL PAY
The Board will approve a schedule of stipends for extra duties. Exempt employees who are assigned
supplemental duties that accrue extra pay will be compensated according to the District’s schedule for
extra duty stipends. A stipend is NOT a property right, and all stipends and supplements are reviewed
and modified on an annual basis, and are dependent on available funding.
Supplemental pay for educators to perform duties outside of the regular workday and or contract period
will be in the amount of $25.00 per hour for teachers and $35 per hour for administrators, unless, the
program under which the position is administered authorizes a different hourly or daily rate.
Stipends paid are for extra duty and days required outside of the normal work day/calendar. Employees
receiving a stipend will be required to submit a Stipend Verification Form to the district annually. An
employee will be required to work until the 15th of the month to receive the full monthly amount.
Should the employee exit prior to the 15th of the month they will only receive ½ of the monthly amount.
Employees who accept a stipend assignment prior to the 15th of the month will receive the full monthly
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amount, if the assignment is accepted after the 15th of the month they will receive ½ of the monthly
amount.
DIFFERENTIAL PAY
Occasionally a position becomes vacant through resignations, retirement, leave of absence, or an
extended employee absence. During these situations, the supervisor may find it necessary to delegate
the responsibilities of that position to another employee for continued efficiency within the department
or school campus. The employee delegated these responsibilities assumes these added responsibilities in
addition to that employee’s regular duties and responsibilities.
In such situations, the employee’s supervisor may request approval to award that employee differential
pay for the period of time during which the employee performs these added responsibilities. An
employee is eligible to receive differential pay only for the period of time during which the employee is
assigned the responsibilities of another position in addition to the employee’s existing responsibilities.
The period of time may not exceed a period of sixty (60) working days except in unusual circumstances
approved by the Executive Director of Human Resources. The rate of differential pay will be calculated
by determining what the employee would earn if that employee had been assigned, (promoted,
reclassified, demoted) to the vacant position.
TEMPORARY EMPLOYMENT
Personnel hired after May 1st of each year shall be offered a Notice of Temporary Appointment for the
remainder of that school year. These personnel shall only be employed on a temporary basis with no
expectation of employment for the next school year.
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STRUCTURE
OF
COMPENSATION
PLAN
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JISD 2014-15 Teacher/Nurse/Librarian Pay Scale
Years
0
1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
17
18
19
20
21
22
23
24
25
26
27
28
29
30
31
32
33
34
Bachelor's Degree
$48,500.00
$48,550.00
$48,600.00
$48,650.00
$48,700.00
$48,750.00
$48,800.00
$48,850.00
$48,900.00
$49,250.00
$49,750.00
$50,100.00
$50,650.00
$50,825.00
$51,250.00
$51,700.00
$52,150.00
$52,550.00
$53,050.00
$53,750.00
$54,350.00
$55,250.00
$56,150.00
$56,750.00
$57,400.00
$58,150.00
$58,550.00
$59,050.00
$59,650.00
$60,350.00
$60,750.00
$61,250.00
$61,850.00
$62,050.00
$62,150.00




Schedule above is for entry-level base salary for Teachers, Nurses, Librarians
It represents a 187 work day calendar and will be for the 2014-2015 school year ONLY
Master’s Degree will receive a $1,500.00 differential
Any employee receiving in excess of the flat $1,500.00 master’s differential will be
grandfathered at current rate (applicable to persons employed during the 12-13 school year).
 The entry level maximum for new hires will be at year 25
 Career ladder and other employee benefits are not included in this schedule
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JISD 2014-15 Instructional Specialist Pay Scale
Years
3
4
5
6
7
8
9
10
11
12
13
14
15
16
17
18
19
20
21
22
23
24
25
26
27
28
29
30
31
32
33
34
Bachelor's Degree
$56,694.65
$56,752.41
$56,810.16
$56,867.91
$56,925.67
$56,983.42
$57,387.70
$57,965.24
$58,369.52
$59,004.81
$59,206.95
$59,697.86
$60,217.65
$60,737.43
$61,199.47
$61,777.01
$62,585.56
$63,278.61
$64,318.18
$65,357.75
$66,050.80
$66,801.60
$67,667.91
$68,129.95
$68,707.49
$69,400.53
$70,209.09
$70,671.12
$71,248.66
$71,941.71
$72,172.73
$72,288.24
 This schedule includes a $500 adjustment for a Bachelor’s Degree and a $1,500 for a
Master’s Degree
 Any employee earning more than the published 14-15 scale during the 12-13 school year will
be grandfathered at current rate in addition to any approved increase.
 The schedule represents a 216 day work calendar and will be for the 2014-2015 school year
ONLY
 The entry-level maximum for new hires will be at year 25
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JISD 2014-15 Counselor Pay Scale
Years
3
4
5
6
7
8
9
10
11
12
13
14
15
16
17
18
19
20
21
22
23
24
25
26
27
28
29
30
31
32
33
34
Elementary
197 Days
$54,251.60
$54,304.28
$54,356.95
$54,409.63
$54,462.30
$54,514.97
$54,883.69
$55,410.43
$55,779.14
$56,358.56
$56,542.91
$56,990.64
$57,464.71
$57,938.77
$58,360.16
$58,886.90
$59,624.33
$60,256.42
$61,204.55
$62,152.67
$62,784.76
$63,469.52
$64,259.63
$64,681.02
$65,207.75
$65,839.84
$66,577.27
$66,998.66
$67,525.40
$68,157.49
$68,368.18
$68,473.53
Secondary
207 Days
$56,853.21
$56,908.56
$56,963.90
$57,019.25
$57,074.60
$57,129.95
$57,517.38
$58,070.86
$58,458.29
$59,067.11
$59,260.83
$59,731.28
$60,229.41
$60,727.54
$61,170.32
$61,723.80
$62,498.66
$63,162.83
$64,159.09
$65,155.35
$65,819.52
$66,539.04
$67,369.25
$67,812.03
$68,365.51
$69,029.68
$69,804.55
$70,247.33
$70,800.80
$71,464.97
$71,686.36
$71,797.06
High School
220 Days
$60,235.29
$60,294.12
$60,352.94
$60,411.76
$60,470.59
$60,529.41
$60,941.18
$61,529.41
$61,941.18
$62,588.24
$62,794.12
$63,294.12
$63,823.53
$64,352.94
$64,823.53
$65,411.76
$66,235.29
$66,941.18
$68,000.00
$69,058.82
$69,764.71
$70,529.41
$71,411.76
$71,882.35
$72,470.59
$73,176.47
$74,000.00
$74,470.59
$75,058.82
$75,764.71
$76,000.00
$76,117.65
 Schedule above is for new hire counselors ONLY
 The entry-level maximum for new hires will be at year 25
 The schedule will be for the 2014-2015 school year ONLY
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JISD 2014-15 Bus Driver Pay Scale
Years
0
1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
17
18
19
20
21
22
23
24
25
26
27
28
29
30
31
32
33
34
Amount
$12.66
$12.86
$13.05
$13.15
$13.30
$13.45
$13.66
$13.96
$14.25
$14.55
$14.78
$14.97
$15.17
$15.38
$15.58
$15.77
$15.97
$16.18
$16.37
$16.57
$16.77
$16.96
$17.15
$17.31
$17.49
$17.68
$17.84
$18.02
$18.19
$18.37
$18.55
$18.72
$18.89
$19.07
$19.25
SUBSTITUTE DRIVER RATE $12.00 PER HOUR
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2014-2015
PROFESSIONAL EDUCATOR JOB CLASSIFICATION
Pay
Grade
1
Low
Mid
$203.22 $254.03
High
$304.83
Assistant to the District Attendance Officer - 197 days
2
$218.52 $273.15
$327.78
Social Worker - 202 days
2
District Attendance Officer - 187 days
3
$234.91
$293.64
$352.37
Special Education Supervisor - 202 days
3
Education Diagnostician - 202 days
Program/Teacher Supervisor for Special Education - 216
days
School Counselor: (grandfathered, hired before July 2007)
3
ES - 197 days /MS & HS - 207 days /HS Lead - 220
3
Assistant Principal Sec Alt School - 207 days
4
$252.54
$315.66
$378.79
Data Research Instructional Specialist - 226 days
4
Director of Instructional Technology - 226 days
4
District Attendance Office Coordinator – 213 days
4
Special Education Coordinator - 216 days
Student Support Services/Assessment Coordinator - 226
days
Professional Development K-12 Coordinator - 226 days
4
District Fine Arts Director – 226 days
4
Licensed Specialist in School Psychology - 202 days
4
Speech Pathologist – 187 days
4
Advanced Academic Coordinator - 216 days
5
$271.48 $339.34
$407.21
Extension Pending Funding (EPF) Positions - days vary
Temporary Positions - days vary
3
3
4
4
Asst Principal/Academic Dean:
ES - 202 days /MS - 207 days /HS - 207 & 216 days
5
Bilingual Coordinator - 226 days
5
Instructional Materials Coordinator - 226 days
5
PreK-12 ESL Coordinator - 226 days
5
Response to Intervention Coordinator - 226 days
5
Lead Coordinator for Special Education - 226 days
5
LPAC Coordinator – 216 days
5
Assistant Special Education Director – 226 days
5
17
7/9/2014
2014-2015
PROFESSIONAL EDUCATOR JOB CLASSIFICATION
Pay
Grade
Athletic Coordinator/Head Football Coach - 226 days
6
Director of Human Resources - 226 days
6
Alternative School Principal - 216 days
6
Federal Programs/Grants Administrator - 226 days
6
Principal - Judson Learning Academy - 216 days
Supervising Licensed Specialist in School Psychology - 226
days
Athletic Director/Men’s Program - 226 days
6
Athletic Director/Women’s Program - 226 days
7
Deputy Principal - 226 days
7
Pupil Services Director - 226 days
7
Director of Career Technology Education - 226 days
7
Director of Guidance and Counseling - 226 days
7
Director of K-12 Curriculum and Instruction - 226 days
7
Special Education Director - 226 days
7
Chief Technology Officer - 226 days
8
Executive Director of Human Resources - 226 days
8
Executive Director of Operations - 226 days
8
Executive Director of Student Support Services - 226 days
8
Low
$291.82
Mid
$364.77
High
$437.74
$313.72
$392.15
$470.58
$337.26 $421.58
$505.88
$362.56 $453.20
$543.84
6
7
Principals:
ES - 216 days /MS - 216 days /HS - 226 days
8
STEM Academy Director – 216 days
Associate Superintendent Curriculum and Instruction - 226
days
Assistant Superintendent of Schools - 226 days
8
Chief Financial Officer - 226 days
9
9
9
18
7/9/2014
2014-2015
PROFESSIONAL OPERATIONS JOB CLASSIFICATION
Pay
Grade
Low
Mid
High
1
$132.98
$166.22
$199.47
Adult & Community Education Coordinator - 220 days
2
$156.45
$195.56
$234.68
Draftsman (CAD) Operator - 226 days
2
Drill Instructor - 187 days
2
Dropout Recovery Specialists - 197 days
2
Lead Computer Technician - 226 days
2
Network Technician I - 226 days
2
Performing Arts Center (PAC) Manager - 216 days
2
Secretary to the Board of Trustees - 226 days
2
Systems Administrator (Technology) - 226 days
2
Special Systems Administrator - 226 days
2
Telecommunications Technician - 230 days
2
Accounts Payable Supervisor - 226 days
3
$179.93
$224.91
$269.89
Child Nutrition Supervisor - 210 days
3
Child Nutrition Systems Support Specialist - 226 days
3
Assistant Supervisor of Custodial Services- 240 days
3
Executive Asst to the Superintendent - 226 days
3
Network Technician II - 226 days
3
PEIMS/Student Records Coordinator - 226 days
3
Multi Media Specialist - 210 days
3
Attendance Officer – 187 days
3
Accountant II - 226 days
4
$206.91
$258.63
$310.36
Child Nutrition Accountant - 226 days
4
Child Nutrition Asst Director/Dietician - 226 days
4
Custodial Supervisor - 240 days
4
Construction Project Manager - 226 days
4
Maintenance Supervisor - 250 days
4
Extension Pending Funding (EPF) Positions - days vary
Temporary Positions - days vary
Applications Engineer - 226 days
4
19
7/9/2014
2014-2015
PROFESSIONAL OPERATIONS JOB CLASSIFICATION
Pay
Grade
Low
Mid
High
Business Partnership Coordinator - 216 days
5
$237.94
$297.42
$356.91
Coordinator of Business Applications - 226 days
5
Systems Engineer - 226 days
5
Database Administrator - 226 days
5
Director of Desktop Services - 226 days
5
Programmer/Web Applications Developer - 226 days
5
Tax Assessor/Collector - 226 days
5
Webmaster - 226 days
5
Chief of Police - 226 days
6
$273.27
$341.59
$409.91
Director of Accounting - 226 days
6
Director of Child Nutrition - 226 days
6
Director of Data Services - 226 days
6
Director of Facility and Planning - 226 days
6
Director of Maintenance - 226 days
6
Director of Network Services - 226 days
6
Director of Purchasing - 226 days
6
Director of Public Information - 226 days
6
Director of Transportation - 226 days
6
Energy Manager - 226 days
6
Technology Applications Trainer - 226 days
6
20
7/9/2014
2014-2015
CLERICAL TECHNICAL JOB CLASSIFICATION
Pay
Grade
1
Low
$8.50
Mid
$10.62
Max
$12.74
Alternative School Aide - 185 days
2
$9.16
$11.45
$13.74
Alt School Receptionist/Clerical - 185 days
Cafeteria Clerk - 182 days
2
2
Elementary Receptionist - 185 days
Elementary Supervision/Clerical Aide - 177 days
2
2
Hall Monitor - 185 days
Library Processing Clerk - 226 days
2
2
Mailroom Clerk - 226 days
Office Clerical Support - 193 days
Secondary Attendance Aide - 185 days
Secondary Clerical Aide - 185 days
Receptionist MS - 193 days
Study Hall Monitor - 185 days
Textbook Clerk - 210 days
Receptionist HS - 226 days
2
2
2
2
2
2
2
2
Accounting Clerk I - 226 days
3
$9.87
$12.33
$14.80
Administrative Assistant/Receptionist (HS) - 226 days
Adventure Club Clerk - 202 days
Alternative School PEIMS/ISS Aide - 185 days
Attendance Clerk HS - 193 days
Bilingual Aide - 185 days
Classroom Instructional Aide - 185 days
3
3
3
3
3
3
ELL Clerk - 197 days
Data Entry Clerk/High School - 190 days
3
3
Data Processing Clerk/JSAS - 185 days
Data Processing Clerk-Police Dept. - 226 days
3
3
District Attendance Officer Clerk - 185 days
District Library Processing Clerk - 226 days
3
3
District Office/ERC Receptionist - 226 days
Elementary PEIMS Clerk - 205 days
3
3
Health ES/Health/Clerical Aide MS/HS/JECA - 185 days
In-School-Suspension ES/ISS/Clerical MS - 185 days
3
3
Extension Pending Funding (EPF) Positions - days vary
Temporary Positions - days vary
21
7/9/2014
2014-2015
CLERICAL TECHNICAL JOB CLASSIFICATION
Intake Officer/Parent Education Program - 192 days
Instructional/Clerical Aide - 185 days
Office Clerical/Campus Exceeding 800 Students-193 days
Physical Education Aide - 185 days
Pre-Kindergarten Aide - 185 days
Purchasing Clerk - 226 days
SERS Clerk - 197 days
Student Services Secretary (HS) - 185 days
Title 1 Aide - 185 days
Pay
Grade
3
3
3
3
3
3
3
Transportation Data Proc. Clerk/Receptionist - 226 days
Parent Student Liaison – 187 days
3
3
3
3
Adult Education Clerical Aide - 226 days
At-Risk Clerk - 185 days
Bilingual/ESL Secretary - 216 days
Career Center Clerk - 185 days
Child Care Center Aide/Wagner HS - 185 days
District Office Data Entry Clerk - 226 days
Dyslexia Aide - 185 days
4
4
4
4
4
4
4
General Athletic Secretary - 195 days
Attendance/ PEIMS Clerk - 193 days
4
4
JECA Receptionist/Attendance Clerk - 210 days
Payroll Clerk I - 226 days
Registrar/Data Processor JLA - 187 days
Secretary to Asst Principal/Discipline - 193 days
SE Appraisal Clerk - 216 days
SE Dept. Assistant - 185 days
SE Instructional Asst - 185 days
SE Visual Impairment Assistant - 185 days
4
4
4
4
4
4
4
4
SE Vocational Trainer - 185 days
Study/Social Skills Aide - 185 days
Technology Aide - 185 days
4
4
4
Adventure Club Liaison Supervisor - 226 days
Alternative School Data Processing Clerk - 185 days
Federal Program-Grants Admin Sec - 226 days
5
Low
$9.87
Mid
$12.33
Max
$14.80
$10.62
$13.28
$15.93
$11.47
$14.34
$17.21
22
7/9/2014
2014-2015
CLERICAL TECHNICAL JOB CLASSIFICATION
Pay
Grade
5
5
5
5
5
5
5
Adventure Club Liaison Supervisor - 226 days
Alternative School Data Processing Clerk - 185 days
Federal Program-Grants Admin Sec - 226 days
Child Care Center Specialist/Wagner HS - 185 days
Child Nutrition Data Entry Clerk - 190 days
Data Research Assessment Clerk - 206 days
Employee Services Secretary - 226 days
High School Data Processing Clerk - 190 days
HR App Clerk/Tech - Professional Staff - 226 days
HR App Clerk/Tech - Auxiliary Staff - 226 days
HR App Clerk/Tech- Employee Services – 226 days
HR App Clerk/ Tech- Records Management – 226 days
PEIMS Secretary - 210 days
Professional Development Eduphoria Sys Mgr. - 226 days
Secondary Counseling Secretary - MS/202; HS/206
Secondary Data Processing Clerk - 210 days
JECA Computer Lab Manager - 193 days
Tax Clerk I - 226 days
Testing Materials Handler/504 Vento - 226 days
Testing Clerk - 226 days
Transportation Field Trip Clerk - 226 days
Transportation Data Mgmt. Processor - 226 days
Transportation Data Processing Clerk - 226 days
Secretary Coordinator of Judson Evening HS - 190 days
5
5
5
5
5
5
5
5
5
5
5
5
5
5
5
5
5
Accounting Clerk II - 226 days
Athletics Secretary - 226 days
Bond Secretary – 226 days
Child Nutrition Bookkeeper - 226 days
6
6
6
6
Child Nutrition Secretary - 226 days
Computer Technician I - 226 days
Elementary Curriculum Secretary I
ELL Compliance Data Processor/Clerk - 226 days
HR AESOP Operator - 226 days
JLA Secretary - 202 days
6
6
6
6
6
6
Low
$11.47
Mid
$14.34
Max
$17.21
$12.34
$15.42
$18.51
23
7/9/2014
2014-2015
CLERICAL TECHNICAL JOB CLASSIFICATION
Maintenance Dept. Secretary - 226 days
Maintenance Dept. Specialist - 240 days
Payroll Clerk II - 226 days
Pupil Services Director Secretary - 226 days
Purchasing Secretary - 226 days
Secretary to Chief of Police - 226 days
Tax Clerk II - 226 days
Technology Software Applications Trainer - 226 days
Transportation Secretary - 226 days
Pay
Grade
6
6
6
6
6
6
Low
$12.34
Mid
$15.42
Max
$18.51
6
6
6
Campus Budget/SAF Manager (HS) - 226 days
Chief Technology Officers Secretary - 226 days
Data Manager/JECA - 226 days
HS Student Data Manager - 226 days
Assistant Principal
ES/210 days; MS/216 days; HS/JECA/226 days
Public Information Secretary - 226 days
Secondary Alternative School Secretary - 216 days
Secretary to Career & Technology -– 226 days
Secretary to K-12 Curriculum Director - 226 days
Special Education Secretary - 226 days
Technology Dept. Data Specialist - 226 days
Technology/PEIMS Data Specialist/Trainer - 226 days
Secretary-Guidance & Counseling/ Advanced
Academics/Dyslexia – 216 days
7
7
7
7
7
7
7
7
7
7
7
7
7
7
7
$13.30
$16.62
$19.94
Computer Technician II - 230 days
$14.33
$17.91
$21.50
Payroll Assistant Manager - 226 days
8
8
Tax Office Bookkeeper - 226 days
8
HR Certification Specialist - 226 days
Chief Financial Officer Secretary - 226 days
Employee Services Program Specialist - 226 days
HR Employee Benefits /Services Specialist - 226 days
HR Auxiliary Employee Specialist - 226 days
Purchasing Buyer - 226 days
Sec to Assoc. Supt for Curr. & Instruction - 226 days
9
9
9
$15.44
$19.30
$23.15
9
9
9
9
24
7/9/2014
2014-2015
CLERICAL TECHNICAL JOB CLASSIFICATION
Sec to Asst. Supt for Secondary Schools - 226 days
Sec to Executive Director of Operations - 226 days
Sec to Executive Director of Student Services - 226 days
Sec to Executive Director of Human Resources - 226 days
Computer Technician III - 226 days
Help Desk Technician - 226 days
Pay
Grade
9
9
9
9
10
10
10
Licensed Vocational Nurse (LVN)
Low
$15.44
$16.61
Mid
$19.30
$20.78
Max
$23.15
$24.93
25
7/9/2014
2014-2015
MANUAL TRADES JOB CLASSIFICATION
Concessions Substitutes - days vary
Temporary Positions - days vary
Child Nutrition Substitutes
Bus Monitors - 187 days
Child Nutrition General Worker:
ES/190 days; MS & HS/190 days
Pay
Grade
1
1
1
Low
Mid
Max
$7.62
$9.54
$11.44
2
$8.50
$10.62
$12.74
$7.50
Floating Child Nutrition General Worker - 190 days
2
2
Athletic/District Groundskeeper - 260 days
Child Nutrition Driver/Server - 190 days
Custodian - 260 days
District Distribution Drivers A & B - 226 days
Floating Custodian - 260 days
Materials Expeditor - 260 days
P.D. Clerical/Data Entry/Dispatcher Clerk - 226 days
3
3
3
3
3
3
3
$9.48
$11.85
$14.21
Concessions Assistant - 198 days
Secondary Assistant Head Custodian - 260 days
Warehouseman I Child Nutrition - 260 days
4
4
4
$10.56
$13.19
$15.84
Cafeteria Manager I - 192 days
Cafeteria Manager II Elem/Alt. School - 193 days
Cafeteria Manager I JECA - 193 days
*additional .75/hour for Elementary Production Kitchens
Carpenter - 260 days
Carpenter/Masonry - 260 days
Carpenter/Roofer - 260 days
Child Nutrition Production Coordinator - 197 days
Child Nutrition Trainer - 193 days
Elementary Cafeteria Manager I - 191 days
Elementary Head Custodian - 260 days
Energy Mgmt. Assistant Technician - 260 days
Equipment Operator/Grounds - 260 days
Equipment Repairman Assistant - 240
Field Trip Processing Clerk-Transportation - 226 days
Floating Cafeteria Manager - 191 days
Grounds & Equipment Operations - 260 days
Hardware Repair/Keys - 260 days
5
5
5
$11.78
$14.73
$17.67
5
5
5
5
5
5
5
5
5
5
5
5
5
5
26
7/9/2014
2014-2015
MANUAL TRADES JOB CLASSIFICATION
HVAC Filter-Water Treatment - 260 days
Head Custodian JECA - 260 days
Lead Grounds District/Athletics/Landscaping - 260 days
Mechanic - 260 days
Painter - 260 days
Secondary Assistant Cafeteria Manager - 193 days
Central Kitchen Asst Production Manager - 193 days
Snack Bar Manager - 190 days
Warehouseman – 260 days
Pay
Grade
5
5
5
5
5
5
5
5
5
Automated Bus Routing Specialist 1 - 226 days
Cafeteria Manager III - 193 days
Central Kitchen Production Manager - 193 days
*additional .75/hour for HS serving 2000+ students
Central Kitchen Production Coordinator – 193
Child Nutrition Warehouse Supervisor - 240 days
Child Nutrition Functions Coordinator - 204 days
HVAC Mechanic - 260 days
Maintenance Cabinet Maker - 260 days
MS Head Custodian (6+ employees) - 260 days
Transportation Route Coordinator - 226 days
Transportation Training Specialist I - 226 days
Transportation Trainer/Stud Mgmt. Specialist - 226 days
Warehouse Supervisor - 240 days
6
6
6
6
6
6
6
6
6
6
6
6
6
6
$13.14
$16.43
$19.71
Automated Bus Routing Specialist II
Bus Routing Specialist II - 226 days
Child Nutrition Procurement Agent - 226 days
Fleet Mechanic - 260 days
Head Custodian (10+ employees) - 260 days
Irrigation Technician - 260 days
Lead HVAC Filter Water Treatment - 260 days
Pest Control Specialist - 260 days
Procurement Agent - CN/226 days; MT/260 days
Transportation Master Mechanic - 260 days
Transportation Training Specialist II - 226 days
7
7
7
7
7
7
7
7
7
7
7
$14.66
$18.31
$21.98
Assistant Shop Foreman - 260 days
Equipment Repairman - Child Nutrition - 240 days
8
8
$16.33
$20.40
$24.48
Low
Mid
Max
$11.78
$14.73
$17.67
27
7/9/2014
2014-2013
MANUAL TRADES JOB CLASSIFICATION
HVAC Technician - 260 days
Journeyman Electrician - 260 days
Lead Carpenter - 260 days
Plumber - 260 days
Welder - 260 days
Electronics Technician/Fire Alarm - 260 days
Master Electrician - 260 days
Lead HVAC Technician - 260 days
Master Mechanic (Heating, Ventilation & A/C) - 260 days
Master Plumber - 260 days
Police Officer - 226 days
Transportation Shop Foreman - 260 days
Pay
Grade
8
8
8
8
8
9
9
9
9
9
9
9
Low
Mid
Max
$18.20
$22.75
$27.31
 Plumbers and Electricians with a state licensure will be paid an additional $1.00 per hour
28
7/9/2014
SUBSTITUTES
&
STIPENDS
Stipends paid are for extra duty and days required outside of the normal work day/calendar.
Employees receiving a stipend will be required to submit a Stipend Verification Form to the
district annually. An employee will be required to work until the 15 th of the month to receive
the full monthly amount. Should the employee exit prior to the 15th of the month they will
only receive ½ of the monthly amount. Employees who accept a stipend assignment prior to
the 15th of the month will receive the full monthly amount, if the assignment is accepted after
the 15th of the month they will receive ½ of the monthly amount.
29
7/9/2014
2014-2015
SUBSTITUTE RATES
Substitute Rates
Substitutes are compensated with the rate of pay as follows:
Substitute Non-Degreed:
(High School Diploma or GED)
Substitute 60+ College Hours:
(60+ accredited college hours or Degree)
Substitute Certified Teacher:
(Valid certification from Texas or other state)
$ 65.00 per day
$ 75.00 per day
$ 85.00 per day
Long Term Substitute Rates
Substitutes in the same assignment (assignment must be for a teacher in a classroom) for more than 10
consecutive days are eligible for additional pay starting on the 11th day when the campus administrator
submits the completed Long Term Substitute Form to the Executive Director of Human Resources.
The rate of pay is as follows:
Substitute Non-Degreed:
(High School Diploma or GED)
Substitute 60+ College Hours:
(60+ accredited college hours or Degree)
Substitute Certified Teacher:
(Valid certification from Texas or other state)
$ 75.00 per day
$ 95.00 per day
$ 105.00 per day
Administrator Substitute Rates
Certified administrators in an administrator substitute assignment are eligible for the following rates:
Certified Administrator:
(Valid Texas Certificate)
Long Term Substitute Rate for
Certified Administrator:
(Valid Texas Certificate)
$ 210.00 per day
$ 235.00 per day
Counselor Substitute Rates
Certified counselors in a counselor substitute assignment are eligible for the following rates:
Certified Counselor:
(Valid Texas Certificate)
Long Term Substitute Rate for
Certified Counselor:
(Valid Texas Certificate)
$ 135.00 per day
$ 160.00 per day
30
7/9/2014
2014-2015 STIPEND LISTS
ATHLETICS
Stipend
Amount
Position
ADMINISTRATIVE
Athletic Coordinator
Asst Coordinator
College Coordinator
Equipment Coordinator (FB only)
Video Coordinator (FB only)
Off Season (FB only)
Trainer
Asst Trainer
Stipend
Amount
Position
SOCCER
$
$
$
$
$
$
$
$
8,400
2,500
1,800
1,800
1,800
1,800
5,600
4,750
$
$
$
$
9,360
9,260
8,760
6,860
Head Coach
Asst. Coach
Head Coach - MS
Asst. Coach – MS
$
$
$
$
5,300
3,100
3,100
1,000
$
5,820
$
$
6,420
5,020
$
$
5,300
1,800
SWIM
Head Coach
VOLLEYBALL
Head Coach
Asst Coach
FOOTBALL
Head Coach*
Asst Head Coach
1st Asst Coach
2nd Asst Coach
WRESTLING
Head Coach
Asst Coach
*If the position is held by the Athletic Coor.,
maximum received is $5200.00
BASEBALL/SOFTBALL
Head Coach
$ 5,300
Asst Coach
$ 3,100
MIDDLE SCHOOL
Athletic Coordinator - MS
$
3,100
Asst Coordinator
$
1,550
Head Coach
$
2,550
Asst Coach
$
1,000
Tennis
$
1,000
*Athletic Coor., is only eligible to receive 1Head
Coach Stipend and 2 Asst. Coach stipends in
addition to the Coordinator stipend.
BASKETBALL
$ 8,050
$ 3,200
Asst Coach
GOLF
Head Coach
$ 4,800
TENNIS
Head Coach
Asst Coach
$ 6,100
$ 3,820
TRACK
Head Coach
Asst Coach
Cross Country
$ 5,300
$ 3,100
$ 4,400
31
7/9/2014
2014-2015 STIPEND LISTS
CAMPUS
Position
Amount
Position
$ 11,640
$ 6,700
Bilingual
Doctorate
$
3,500
*Doctorate degree must be from a College or University
whose Accrediting Agency is recognized by the Texas
Education Agency (TEA) with an original transcript that
has been submitted/ retained in the Human Resources
office.
$
$
$
$
$
$
7,400
5,100
3,500
3,500
3,500
600
$
$
600
250
AGRICULTURE
Lead Teacher
Ag Teacher
CHEER
Spirit Activities Facilitator
High School
Cheer Sponsor HS
Asst. Cheer Sponsor HS
Dance Team Sponsor
Drill Team Sponsor HS
Pep Squad HS
Asst. Pep Squad HS
Middle School
Cheer Sponsor MS
Pep Squad MS*
CTE*
CTE - Automotive Lab
CTE - Career Prep
CTE - Childcare Center
CTE - Computer Lab
CTE - Culinary Lab
CTE - Health Internship
CTE - Health Lab
CTE - Media Lab
CTE - Trades Lab
Amount
DISTRICT
$ 1,500
$ 1,500
Health Services Facilitator
Jumbotron Coordinator
Jumbotron Assistant
Secondary Math
Secondary Science
Police Lieutenant
Police Sergeant
Police Corporal
FINE ARTS
Fine Arts Facilitator
Band Director HS
Asst. Band Director HS
Color Guard
Orchestra HS
Choir Director HS
Asst. Choir Director HS
Band Director MS
Asst. Band Director MS
Orchestra Director MS
Choir Director MS
$ 780
$ 2,600
$ 1,300
$ 780
$ 780
$ 2,600
$ 780
$ 780
$ 780
CTE Stipends are funded exclusively through
CTE monies.
$
$
$
$
$
$
$
$
1,500
5,000
2,500
1,000
500
1,500
750
500
$ 3,500
$ 13,830
$ 9,480
$ 1,500
$ 2,000
$ 5,060
$ 3,560
$ 6,900
$ 5,400
$ 1,500
$ 1,500
FEDERAL PROGRAMS
DODEA GRANT
$ 1,000
KHMS/ OE/ SE/ RME/ CE
DEPARTMENT CHAIR
HIGH SCHOOL
8 + teachers
$ 1,500
4 - 7 teachers
$ 1,000
1 - 3 teachers
$ 750
Middle School
8 + teachers
$ 1,000
4-7 teachers
$ 750
1-3 teachers
$ 500
JROTC
JROTC
$ 7,540
32
7/9/2014
HIGH SCHOOL MISCELLANEOUS
AP Honors
$ 900
Class Sponsor *11th & 12th
$ 1,000
grades
Computer Science Club
Destination Imagination
FHA
French Club
German Club
IB
$ 700
$ 1,000
$ 500
$ 500
$ 500
$ 1,500
Asst. IB
$
500
National Honor Society
$
500
Newspaper
$
600
Photographer*
$
500
Spanish Club
$ 500
Student Council
$ 600
Yearbook
$ 600
MIDDLE SCHOOL MISCELLANEOUS
Destination Imagination
National Junior Honor
Society
Newspaper
Photographer*
Public Relations*
Student Council
$ 1,000
$
300
$
$
$
$
400
500
125
250
SPECIAL EDUCATION ADMINISTRATION
Coordinator - Lead
$ 3,500
Diagnostician
$ 1,000
LSSP
$ 2,000
LSSP - Supervisor
Speech Pathologist - Lead
$ 1,500
$ 4,000
SPECIAL EDUCATION - INSTRUCTIONAL &
RELATED SERVICES
Adaptive PE - Head Coach
$ 3,000
Adaptive PE - Asst. Coach
$ 1,500
Auditory Impaired
Autism
BAC/ Life Skills
CoTeach/ Inclusion
Department Chair – HS
Department Chair - MS
Occupational/ Physical
Therapist - Assistant w/
degree
Occupational/ Physical
Therapist - Assistant w/o
degree
Occupational/ Physical
Therapist - Bachelors
Occupational/ Physical
Therapist - Master's
PPCD
Resource
Social Worker (SPED)
Special Olympics Coach
Special Olympics Coach Assistant
Speech Pathologist Assistant
Visually Impaired
$
$
$
$
$
$
2,000
1,000
1,000
500
1,500
1,000
$ 1,000
$
500
$ 2,000
$ 3,000
$ 1,000
$
500
$ 1,000
$
700
$
500
$ 3,000
$ 2,000
UIL
Campus Coordinator HS
Campus Coordinator MS
Events
15+ students
$
700
10 - 14 students
1 - 9 students
$
$
500
250
$ 1,700
$
600
*Limit 3 events per teacher (unless
campus cannot find alternate teacher HR approval required). All events must be
on UIL list of approved events. Teacher
must submit Stipend Verification Form to
be paid
*Approved Schools Only
33
7/9/2014