SECTION A: BASIC EMPLOYMENT CONTRACT AND EMPLOYEE RESPONSIBILITIES

1. Employees receive a basic contract for 182 days of work.

2. All employees shall fulfill their contracted number of days during the regular school calendar, unless otherwise agreed to between the employee and his/her supervisor so long as State requirements are met.

3. The requirements for fulfilling the basic contract are as follows - Plan for and deliver or support quality instruction for students:

a. Plan daily lessons and implement SPS curriculum as outlined in the site’s Transformation Plan, SPS curriculum documents, and State EALRs, including use of various instructional strategies and resources. Specialists plan and provide meaningful program activities that support student progress toward building, SPS and State EALR goals.

b. Provide meaningful and engaging instruction during available instructional time.

c. Administer assessments and use the results to inform instructional planning, modify lessons or instructional style to meet individual needs of students.

d. Maintain in a timely manner all required reports including such items as grade books, attendance, necessary data collection and anecdotal record keeping.

e. Adhere to Washington Administrative Code, State and federal requirements and SPS policy (for example: Vocational Education Programs, Special Education Programs, and 504 Plans).

f. Create and provide a culturally responsive learning environment that acknowledges all students.

g. Participate in staff meetings. Within a building/program, employee and departmental or grade level meetings are necessary to provide and receive information that may include sharing in decisions related to site issues. Building/programs will decide how best to use staff and departmental/grade meeting time to address issues identified by the staff or administration. Emergency meetings will be called whenever conditions require.

h. Communicate with parents/guardian.

i. Parent/guardian involvement is an essential element of student growth and positive community relationships.

j. Employees will participate in site decisions for parent/guardian communications and meetings.

k. Employees will maintain contact with parents/guardians, return phone calls, notes, or e-mails, and be proactive when dealing with student concerns (such as discipline, low achievement, etc.).

l. While the preferred time to meet with parents is during the ½ hour before or after school, or during PCP time, meetings may, on occasion, have to be scheduled outside of the normal workday without additional compensation. Employees will schedule and attend these conferences with parents/guardians. Building plans may include flexible time scheduling to accommodate after-hour conferences. Supervisors will support staff in efforts to keep parent/guardian meetings within the workday where practical.

m. Supervise students. Employees are an integral part of ensuring the safety and well being of students while on campus, including assemblies, recesses, and before/after school. Building crises, site, and activity plans, as developed by the building/program employees, will include defining responsibilities for employee supervision. Employees will communicate concerns about students and report unsafe conditions, and suspected child neglect/ abuse; or events such as fights, bullying, harassment, threats, or violations of the discipline policy to the appropriate people or agency in a timely manner. Buildings have an obligation to have safety, student supervision, and student discipline plans.

n. Professional growth. Employees will stay current on educational issues, keep updated in subject area(s), and maintain certification or work toward proper certification.

4. Learning Improvement Days. The two (2) Learning Improvement Days must be used for developing and updating transformation plans; implementing curriculum materials and instructional strategies; providing professional development to implement the selected curricula and instruction; developing and implementing assessment strategies and training in assessment scoring; and conducting other activities intended to improve student learning for all students, including students with diverse needs. Activities shall be consistent with SPS and school plans for improving student learning. SPS and school plans shall delineate how the learning improvement days will be used to assist students in meeting the essential academic learning requirements and help the SPS or school achieve State and local accountability goals. Plans shall be made available to the public.

a. These additional 2 days will not be prorated for part-time employees; part-time employees will be expected to work the full Learning Improvement Days and will be compensated for the extra time. If they have an excused absence they will be charged leave based on their FTE.

b. Employees assigned to two or more schools will select the school where they participate in LID days.

c. It is the intent of the parties that the work performed on these mandatory days is relevant and meaningful to all staff that participate. Consequently, while whole school activities may be planned, alternative activities for specialists, programs or departments may be appropriate and should be considered by the buildings, programs or departments.

d. Learning improvement days, if missed, are treated as other basic contract days and subject to regular paid leave provisions.

e. If the SPS/principal requires employees to be present beyond the basic contract, those who are required to attend shall be compensated on a per diem rate (or the negotiated rate for the duties required), based on 182 days.

SECTION B: TYPES OF EMPLOYEE CONTRACTS

1. There shall be an individual Employee Contract and a Supplemental Contract(s), in conformity with Washington State law and rules and regulations of the SPS and the Seattle School Board.

a. Contracts must be returned by the staff members within fourteen (14) calendar days of date of issuance. If not returned by that date, a contract will be presumed to be rejected unless other arrangements have been made with the Director of Human Resources.

b. Staff members can only be released from their individual certificated non-supervisory contract upon approval of the SPS Board of Directors.

2. Non-Continuing Contracts

a. Certificated employees hired by the SPS to replace employees who have been granted official SPS leaves shall be contracted not to exceed one (1) year in accordance with RCW 28A.405.900 and shall receive fringe benefits in accordance with this Agreement. Employees on non-continuing contracts will be evaluated as if they were employees with provisional contracts.

b. The SPS will annually review the status of all individuals who are on non-continuing contracts. If the number of individuals who are on non-continuing contracts exceeds the number of employees on leave, the SPS will offer provisional or continuing contracts to a number of non-continuing contracted employees. The number of employees who will be offered provisional or continuing contracts shall be equal to the difference between the number of non-continuing employees and the number of employees on leave, who have a guaranteed right to be placed in the displacement pool when they return from leave. The SPS will provide the SEA with a list of those employees who have been offered provisional or continuing contracts. The list shall be provided to the SEA by March 16th of each year. The following procedure will be followed:

1) In January or early February, principals/program managers are asked to make recommendations for conversion of their non-continuing contracted employees.

2) Employees on non-continuing contracts who are not recommended are immediately balanced against a person on leave who has the same category as they do.

3) The remaining employees on leave are analyzed, by categories, to determine how many there are in the various teaching areas; i.e., special education, elementary education, etc.

c. Each person on a non-continuing contract is balanced against a person on leave who has the same category. If there are more non-continuing contracts with the same categories than there are people on leave, employees are converted to either a provisional 1, provisional 2, or continuing contract (depending upon experience).

d. Conversions are based upon the following criteria:

1) principal/program manager recommendation
2) date of employment
3) diversity
4) SPS need
5) certification flexibility
6) unique skills and expertise

e. In March, during the staffing process, principals/program managers shall staff their recommended non-continuing contracts into their vacancies. These staff will then receive provisional or continuing contracts based upon years of experience in Washington State retroactive to their start date in the current school year.

f. The remaining non-continuing contracts that are recommended but not converted are analyzed against the SPS’s needs and converted to the displaced/unassigned pool, if appropriate.

3. At the time of employment, each new employee shall receive the following materials as part of the sign-up process conducted by Human Resources. The SEA shall be provided the opportunity to participate in the sign-up process.

a. The Employee Contract in duplicate. The Employee Contract will be mailed to the new employee approximately one week after they complete the sign-up process. One (1) copy is retained by the employee and one (1) signed copy returned to the Human Resources;

b. A copy of the Certificated Non-Supervisory Employees Salary Schedule with the salary placement marked;

c. A copy of the current Collective Bargaining Contract Agreement Between SPS and SEA;

d. A copy of the SPS's GROUP INSURANCE PROGRAM BOOKLET, the appropriate insurance enrollment forms, instructions regarding enrollment procedures, information for contacting the SPS insurance consultant, and an explanation of the SPS's contributions to the premiums. Enrollment or waiver cards must be returned to the Human Resources no later than thirty-one (31) calendar days from the employee's first day of duty.

e. A notice regarding the SEA Security Clause.

4. The SEA and SPS will develop a training module regarding expectations concerning touching, sexual and racial harassment, and cultural literacy expectations. When the module is completed it will become part of the employee orientation.

5. The enrollment of new employees shall begin with their employment and shall be completed within the first thirty-one (31) days after the beginning of service.

6. The SPS will maintain a Section 125K Plan as authorized by law.

SECTION C: BASIS FOR TRI AND BASIC SALARY

1. The compensation for SPS employees shall be for the services rendered pursuant to the employee's contract.

2. The SPS will bring certificated TRI payments to the 5th place among the 11 comparison school districts by the 2008 - 2009 contract year. The SEA and SPS have agreed on the comparison districts and the methodology that will be used to compare TRI pay; this information is found in Appendix B.

3. Salary

a. It is the intent of the parties to comply with the limitations imposed by State laws, State appropriations acts and the appropriate LEAP documents. No provisions of this Agreement shall be interpreted or applied so as to place the SPS in breach of the salary limitations imposed by State law or subject the SPS to a State funding penalty.

b. The salary schedule for 2004-05 has been negotiated and is appended.
1) For each subsequent year (2005-06, 2006-07, 2007-08 and 2008-09) the negotiated Certificated Non-supervisory Employee Salary Schedule will be increased by the percentage, if any, the Legislature provides for increases through the annual State Allocation Model. The same percentage increase, if any, will be applied to the Special and Supplemental Assignment Schedule (Appendix F) and Certificated Non-Supervisory Staff Extra-Time Hourly Rates (Appendix D).

2) Prior to effectuating the annual salary adjustment noted above, the SPS will consult with SEA concerning the appropriate amounts and mechanics. If the parties are unable to agree on the amount and mechanics for implementation, the subject of adjustments will be treated as a negotiable matter and the SPS’s pass-through commitment will be deemed null and void except as agreed in subsequent negotiations.

c. Increments and lane changes will be granted each year through 2008-09.

d. Roll-up or Carry Forward

1) In April of each year though 2008-09 the SPS in consultation with SEA will determine whether there remains additional pass-through capacity or negative capacity for annual salaries within the State’s State-funded salary lid law.

2) If the SPS, in consultation with the SEA, determines that one-tenth of one percent (0.1%) or more salary capacity is available, either salary adjustments will be implemented to reach full salary capacity for the current year or the amount available will be carried forward to adjust compensation in the subsequent year.

3) If the SPS, in consultation with SEA, determines that less than one-tenth of one percent (0.1%) is available, no adjustment will be made.

4) Prior to effectuating roll-up or carry forward adjustments, the SPS will consult with SEA concerning the appropriate amounts and mechanics. If the parties are unable to agree on the amount and mechanics for implementation, the subject of adjustments will be treated as a negotiable matter and the SPS’s roll-up or carry forward commitment will be deemed null and void except as agreed in subsequent negotiations.

e. Salaries are open for negotiation for 2006-07 and subsequent years to address any salary increases for substitute educators.

SECTION D: TIME, RESPONSIBILITY AND INCENTIVE

The SPS and SEA believe:

1. The success of the SPS is dependent upon hiring and retaining the highest quality employees.

2. The employees of the SPS should be treated as professionals and trusted to use their professional judgment to accomplish the responsibilities expected by their profession, the SPS and the SEA.

3. Successfully providing all students with a quality education requires staff to recognize that students have prior experiences that frame their worldview and to create and provide a culturally responsive learning environment that acknowledges that all students are:

a. Lifelong learners.

b. Can academically achieve at high levels when they are appropriately taught and encouraged; when resources are available that support high expectations for learning; and, when there is strong family and community support.

c. Entitled to learn in multicultural context.

4. Providing a quality education for all students requires from employees a commitment to the profession beyond the basic contract, normal workday hours and school year:

a. The additional commitment required of employees cannot be accurately measured in hours or days; nonetheless, the parties are clear that employees are not being asked to work “24-7” ;

b. In meeting their individual responsibilities, the time necessary to fulfill those responsibilities may vary between one employee and another employee;

c. State law allows additional compensation for additional time, additional responsibilities or incentives (TRI). Therefore, as incentive for the additional services required of all employees outside of the basic contract, each employee will be issued a supplemental contract in recognition of these additional responsibilities, services and time. Compensation for these duties shall be in accordance with the TRI Salary Schedule Appendix B and payment will be made in equal monthly installments as part of the regular paycheck. A part-time or late-hire employee will receive a pro rata share of this TRI supplemental contract, except as modified by mandatory days, based on the employee's full-time equivalency (FTE).

5. The self-directed portion of the supplemental responsibility contract (TRI) recognizes that employees will provide a professionally responsible and reasonable level of service in the following areas that are above the basic contract:

a. Preparation for school opening, including preparation for the classroom or workspace before, after and during the school year for quality instruction and support of instruction;

b. Work connected with the conclusion of the school year or grading period with grades and related paperwork will be submitted within five workdays from the last student day of the grading period;

c. Conferencing/communicating with students or parents/guardians;

d. Supporting school/student activities such as dances, concerts, sporting events and performances;

e. Providing individual help to students;

f. Analyzing data and evaluating student work;

g. Participating in self-reflection, goal setting, and related professional growth activities, such as: attending workshops, classes, conferences or seminars or participating in action research projects;

h. Researching and acquiring educational materials and supplies;

i. Preparing, revising, and replacing materials;

j. Planning with other employees in areas of instruction, curriculum and assessment;

k. Working with computers and other technology as related to educational uses;

l. Attending SPS and/or school-connected meetings and governance such as PTSA, etc.;

m. Participating in the development of a school plan or other building activities or committees;

n. Participating in a reasonable number of IEP and Section 504 meetings and communicating with parents/guardian and students.

6. The mandatory portion of the supplemental responsibility contract (TRI) covers participation in scheduled meetings and professional development as follows:

a. Under the supplemental responsibility contract the employee will be required to participate in the following scheduled activities:

1) One (1) SPS scheduled TRI day. The SPS may choose to provide flexibility on the use of all or part of the day.

2) Two (2) building directed TRI days or the equivalent in hours (for these purposes a day is 8 hours).

3) One (1) TRI day is calendared before the first student day.

b. Part-time staff will receive a full day’s pay for any full days worked. Part-time staff will submit time sheets for the portion of scheduled TRI hours that exceeds their FTE, when they work the time. For example a .5 FTE staff member will receive a .5 of the total TRI supplemental salary; in addition the staff member will receive 4 hours per diem pay for the additional time he/she will work under the TRI provision. (TRI Days are 8 hour days.)

c. All employees with regular contracts (provisional, continuing or leave-replacement contracts) are eligible for full TRI supplemental contracts prorated for their FTE. Building Designated Substitute Teachers and each Long-Term Substitute who has agreed to teach a special education class for which they do not have an endorsement are entitled to a full TRI supplemental contract prorated for their FTE and the portion of the year they are under contract or are a Long-Term Substitute.

d. Each employee is responsible for maintaining a personal record of work in case the State auditor requests verification of having met the responsibility contract. This record is not submitted to the SPS.

e. The Time Responsibility and Incentive Salary Schedule and Index found in Appendix C will be increased as follows:

1) The Bachelors Degree/Step 0 TRI payment for 2004–05 is $2883. The amount is the base salary that is applied to the TRI index found in Appendix B to generate the 2004-05 TRI Schedule.

2) For 2005-06 TRI compensation will be increased by adding to the 2004-05 TRI base an amount equal to 1.5% of the 2005-06 regular salary schedule base salary (BA only/Step 0. This new amount will then be applied to the TRI index found in Appendix B to generate the 2005-06 TRI Salary Schedule. The 2006-07 TRI compensation increase will be 3.5% of the 2006-07 regular salary schedule base salary added to the 2005-06 TRI base. This new amount will then be applied to the TRI index found in Appendix B to generate the 2006-07 TRI Schedule. The 2007-08 TRI compensation increase will be 3% of the 2007-08 regular salary schedule base salary added to the 2006-07 TRI base. This new amount will then be applied to the TRI index found in Appendix B to generate the 2007-08 TRI Schedule.

3) The TRI increase for the 2008-2009 school year will be an across-the-board amount that brings Seattle’s TRI Salary Schedule to the 5th highest TRI of the 11 comparative districts (Appendix B). The criteria used to measure TRI for these negotiations and establish the framework for measuring TRI for 2008-09 is found in Appendix B. If there are disputes that the parties cannot resolve regarding the computations for the 2008-09 TRI schedule, either may submit the matter to arbitration for resolution concerning the appropriate computations.

7. Employees new to the SPS will receive additional three (3) mandatory days compensation scheduled by the SPS for employee orientation. Retire/rehires or staff returning to the SPS after an absence of less than 5 years are not provided this time.

8. Hold Harmless for Both Parties: In the event the SPS's maintenance and operations levy does not pass (double levy failure), the provisions for the TRI Supplemental Responsibility contracts shall be null and void for the following school year and thereafter (until and unless the maintenance and operation levy passes) provided (a) the SPS and SEA meet and negotiate regarding continuance of any of these responsibilities, additional time and compensation and (b) if agreement is not reached by the parties in a timely manner, the SPS shall have no obligation to continue the responsibility stipend but will have a responsibility to work with SEA regarding which additional responsibilities will no longer be required or will be modified to a reasonable level because of the loss of the responsibility stipend.

SECTION E: SUPPLEMENTAL CONTRACTS FOR STIPENDED ASSIGNMENTS

1. As professional staff members, all certificated non-supervisory employees who work in schools perform certain duties that contribute to the activity program, to the guidance program, and to the good climate and efficient operation of the school as well as their assignment duties. Compensation for those duties is paid according to Certificated Non-Supervisory Employees Salary Schedule and through TRI compensation. Some special and supplemental assignments make heavy time demands beyond the school day or call for unusual diligence, effort, responsibility, or skill. The special or supplemental assignments are made on a yearly basis in accordance with RCW 28A.405.240 through Supplemental Contracts and are paid according to the Compensation Schedule for Supplemental Assignments.

2. Duties which are compensated on the Compensation Schedule for Special and Supplemental Assignments involve one or more of the following criteria:

a. Special skills, responsibility, effort, or diligence;

b. Extra days of duty served beyond the contract year;

c. Extra duties regularly extending substantially beyond the work day as defined in Article IX, A of this Agreement; and,

d. Responsibility for supervision and leadership of other adult professional employees.

3. The special and supplemental assignments vary in terms of required time, effort, and skill for their execution. Relevant factors to determine the amount of the compensation on the Schedule are as follows:

a. Professional training and experience required;

b. Responsibilities as described in the job description;

c. Number of students supervised;

d. Extra time and days required over and above the work day and work year of employees and;

e. Number of other adults supervised.

4. Activity coordinators, deans, house administrators and head counselors shall not have any additional supplemental assignments. The building principal/program manager should seek to balance other extra curricular and special assignments at the building level. No employee may have more than two (2) compensated supplemental assignments except as provided in b) below. Assignments shall not have overlapping times, except department heads may have an overlapping compensated supplemental assignment for one (1) sports season during the school year.

a. Any employee who has more than two (2) compensated supplemental assignments shall submit to the building principal/program manager a list of those compensated supplemental assignments which he/she currently holds, in preference order.

b. The building principal/program manager shall attempt to reallocate compensated supplemental assignments other than the top two (2) selected by the employee. If no qualified employee in the building who is eligible to hold a supplemental assignment is willing to accept the assignment, the assignment shall be returned to the employee currently holding that assignment.

5. Appointments to supplemental assignments are on a yearly basis in accordance with RCW 28A.405.240. An employee appointed to an assignment shall normally be reappointed to the assignment for the forthcoming school year, provided that:

a. Employees holding supplemental assignments shall have their appointment to a supplemental assignment reviewed each year by the building principal/program manager. This review will be based on the written job description or posting.

b. Every five (5) years from the date of initial appointment each supplemental assignment will be reviewed by the principal/program manager. The appointment will be reviewed using the following considerations. An employee may exercise an exception to this review by declaring his/her intent to retire. An employee may use the retirement exception once for any given supplemental assignment.

1) General female/male and racial minority/majority balance of supplemental assignments throughout the building;

2) Established education requirements needed for the assignment, as stated on the job description;

3) Established experience requirements needed for the assignment, as stated on the job description;

4) Progress of the department/assigned area in meeting building/program goals established by the building Academic Achievement Plan/Transformation Plan where appropriate; or,

5) The opportunity to provide leadership experience and/or professional growth for other qualified employees in the building/program.

c. Assignments to a specialized or supplemental assignment will be made to non-certificated staff only if a qualified certificated staff person is not available for the assignment.

d. Any employee not reappointed shall be given notification of his/her removal by the first Monday in June of the current school year. An exception to the June date is allowed when the activity is not offered due to insufficient participation, reorganization, financial reasons, or when the employee is not reassigned to the building. In the case of an exception to the June date being used, the principal/supervisor will notify the employee at the earliest possible time thereafter.

6. Employees who are not reappointed to a supplemental assignment shall have a conference with the building principal/program manager and shall receive a written explanation including the reasons from the building principal/program manager by the close of the current school year.

a. The written explanations shall include a just and sufficient cause only when the non-reappointment is a result of the yearly review and not the result of the provisions set forth in Article IV,E,5,b above.

b. Employees not reappointed shall have the right to utilization of the grievance process.

c. Appointments for positions are finalized through issuance of the Supplemental Contract. The SPS shall issue Supplemental Contracts for the next year as early as possible. Assignments are confirmed through prompt return of the signed Supplemental Employee Contract.

d. When an employee in a stipend position is absent for more than twenty (20) consecutive days without pay, he/she shall not receive the stipend pay for the period of time during which substitute service is rendered. An employee from within the school or from another school who substitutes for another employee in a stipend position shall receive the stipend pay after twenty (20) consecutive days of service retroactive to the first day of service.

7. Appointments to the positions of department head, team leader, head counselor, dean, house administrator and subject matter specialist shall be made by the process described below from a list of candidates who have applied through the Site-Based Hiring Process.

a. Human Resources shall advertise all openings in the weekly job postings and on the SPS’s web site.

b. Applications will be filed with the school/program that has the opening and the Site-Based Hiring Process will be followed.

c. Applicants will be interviewed using the Site-Based Process. Recommendations will be forwarded to Human Resources, who will make the final offer.

d. In the event there is no vacancy in a building in the subject area/grade level or department in which a stipend is available, the stipend will be publicized within the building. Current employees interested in the position will notify the school and the Site-Based Hiring Process will be utilized.

e. If a stipend position is filled by someone who is already in the building or program, the position created by this movement may be filled using the candidate pool who applied for the stipend position.

8. The Compensation Schedule for Special and Supplemental Assignment for 2004-05 shall be shown in Appendix F of this Agreement.

a. Supplemental assignments will be reported by building principals/program managers to Human Resources as early as possible. Every reasonable effort will be made to begin stipend payments for school year assignments on the 10/01 payroll. Assignments that are dependent on the 10/01 student enrollment count, e.g., department head, team leader, will be paid retroactively on the November payroll.

b. Once a department head or team leader stipend is established on the basis of the 10/01 classification report, that amount will not be changed either up or down due to enrollment changes for the remainder of the school year.

c. Copies of job descriptions for all positions on the Compensation Schedule for Special and Supplemental Assignments are available in Human Resources and at each work site.

d. Substitute teachers shall be provided as needed for coaches who receive approval of the appropriate building and SPS administrators to attend tournaments and championship interscholastic sports events.

e. Each senior high school will receive three (3) periods of released time or its equivalent. These released periods shall be assigned by the building principal/program manager for utilization by department heads and/or other staff in order to assist the instructional program of the school in accordance with the building decision-making process.

f. Per Diem Days: Each secondary and middle school shall be allotted twenty-five (25) extra days of duty per year for the use of its curriculum area departments. Individuals who serve these days shall be paid at their per diem rate. An individual employee, a department head, or a group of department heads, Building Leadership Team or the faculty representative organization may submit a proposal for utilizing the time available to their school, subject to approval by the building principal/program manager.

g. Per Diem Days: Per diem for any supplemental assignment of an employee who is assigned additional days beyond those specified in his/her contract shall be his/her contract salary, excluding stipends, divided by the number of days specified in his/her contract.

h. Substitute Days: Secondary and Middle Schools shall have available, upon written request to the building principal/program manager, substitute days for the purpose of releasing department heads, team leaders, and other employees for observing and assisting in improvement of instruction in accordance with Article XI and other approved activities on the basis of one (1) day for every three (3) non-supervisory certificated employees in the school.

i. Compensation for supplemental assignment will be determined through the procedures of Human Resources in accordance with appropriate pay schedules. Supplemental assignments will be reported to Human Resources as early as possible by the responsible administrator and will be processed for payment in the next appropriate payroll.

j. The SPS contribution for elementary stipends listed in Appendix F shall not be reduced should other SPS programs or outside agencies provide other stipends or paid positions to a building or program.

k. This Agreement will continue the additional $1,000 for stipends for elementary schools added per the 2000-01 extension of the Collective Bargaining Agreement.

l. During the 2005-06 through 2007-08 period the parties will initiate a review of all stipends (amount, activities, governance and leadership), their purpose, effectiveness and the formula used to distribute these resources to buildings. The parties will negotiate over any recommended choices or redistribution of existing resources.

SECTION F: SALARY SCHEDULE PLACEMENT

1. The employee's position on lanes of the salary schedule shall be determined by totaling the number of acceptable credits and degrees. All employees hired as of October 1, 1990 and employees re-hired by the SPS as of October 1, 1990 (who have been gone for five (5) years or more) will be placed on the salary schedule in accordance with their Bachelor's Degree and actual educational credits earned after the granting of that degree. Effective 10/01/90 additional credit hours earned after the granting of the Bachelor's Degree and credit for experience shall be applicable for advanced placement on the salary schedule provided that the credits and experience were recognized by the Office of the Superintendent of Public Instruction (OSPI) in accordance with applicable provisions of WAC 392-121. If an employee holds two (2) or more Bachelor's degrees, eligible credits for advanced placement on the salary schedule shall be those credits earned after the granting of the employee's first Bachelor's Degree in any field.

2. An employee shall present all official transcripts in envelopes sealed by the college/university as soon as possible after a contract is offered. Transcripts for Human Resources are required in addition to transcripts sent to the Superintendent of Public Instruction, Olympia, Washington, for certification purposes. Submission of transcripts to Human Resources as college credits are earned is required for accurate salary placement.

a. A statement of evaluation of credits to be used to establish salary placement shall be sent to each employee new to Seattle Schools after his/her transcripts have been received and evaluated by Human Resources.

b. Acceptable Credits: All acceptable credits will be subject to the restrictions provided in Article IV,F,1, above:

1) College Credit: All education-related credits earned through colleges/universities accredited by the National Council for the Accreditation of Teacher Education and/or by the American Association of Collegiate Registration and Admission Offices (AACRAO) shall be acceptable for advancement on the Certificated Non-Supervisory Employees Salary Schedule. Other college/university credit shall count toward advancement on the Certificated Non-Supervisory Employees Salary Schedule, provided the institution is reported in the publication "ACCREDITED INSTITUTIONS OF POST-SECONDARY EDUCATION" published by the American Council on Education as having a rating of good or better.

2) Foreign Colleges and Universities: Credits earned from foreign universities and colleges accepted by an accredited American college/university shall be counted toward advancement on the Certificated Non-Supervisory Employees Salary Schedule.

3) In-service and Workshop Credit: Professional in-service credit earned and reported prior to 10/01/79 which was earned while attending Seattle Public School Staff Development Training Programs, shall be acceptable for advancement on the Certificated Non-Supervisory Employees Salary Schedule.

4) Professional In-Service Credit: Professional in-service credit earned and reported prior to 10/01/79 may be granted for certain types of curriculum committee activities, professional association workshops, study conferences, or the like, upon approval of the Professional Development Office. The number of credits may vary depending upon the activity.

5) Community College Credit Including Physical Education and Activity Courses: Undergraduate work done while attending an accredited community college shall be accepted for salary purposes if the community college work is accepted by the college/university where the B.A. degree is earned.

6) Community college credits earned in accredited community colleges after a B.A. degree has been granted will be accepted at full credit value for salary purposes, following the established rules for the acceptance of college credits. The credits earned must be listed in the University of Washington College Transfer Guide, or must otherwise be applicable to a Bachelor's or more advanced degree program.

7) Vocational teachers will be awarded salary credit for earned academic credits from vocational institutions accredited by the Superintendent of Public Instruction and/or the Northwest Association of Schools and Colleges.

8) For classes offered in community colleges in programs other than those listed in the College Transfer Program, credit will be granted where there is a direct relationship of the courses to the applicant's primary instructional or administrative responsibility, or if they improve or update an individual's skills, knowledge or understanding so as to enable the employee to perform instructional or administrative duties more effectively.

9) Non-acceptable credits include duplicate courses.

10) Effective 09/01/90, each ten (10) clock hours earned after 08/31/87 through in-service or continuing education which meet State Board of Education approval standards and are approved by the SPS Human Resources Department will count as one (1) in-service credit as defined by WAC 180-85-030 and WAC 392-121-257. Clock hour credits may not be used to earn a B.A. or higher academic degree. Official documentation of clock hours earned must be provided by the approved agency which offered training.

11) Employees hired (or rehired) after December 31, 1991 will not be placed in the salary lane which recognizes a B.A. level degree and 135 quarter hour credits unless the employees are eligible for grandfathering in this column in accordance with the guidelines of the State Department of Public Instruction. Eligibility to move from lanes: 100, 200, 300 or 500 to lane 700 (BA and 135 credits) expires August 31, 2005.

3. Experience Credit

a. Effective 10/01/90, for purposes of calculating experience credit, nine (9) to twelve (12) months of full-time (contract) teaching during one (1) year will constitute a school year, except that two (2) full semesters in separate years may be counted as one (1) school year. Effective 10/01/90, part-time employment which required certification and was completed under contract will be calculated by dividing the total number of full-time equivalent days served by one hundred eighty (180) and rounding to the nearest tenth (10th).

b. Seattle teaching experience credit, as defined in Item 3,a above, shall be granted to employees hired into SPS for the following:

1) Teaching in approved public, private or parochial preschools or elementary schools and if the employee was certificated. Only schools within the United States or its territories which appear to be patterned after the public school system will be considered except as provided in Item b,5 below.

2) Teaching experience as defined in Item 3,a above which is gained in the Armed Forces Dependent Schools.

3) Twelve (12) months of active military service or a major fraction thereof (182 days or more) may be counted as a year of prior service at full credit for salary purposes, except that no employee may be given credit on the salary schedule for more than two (2) years of active military service, including both prior service and service while on leave from the Seattle School SPS. Allowable credit is not to exceed the maximum in their salary lane. Military credit can be given only for active service in the armed forces of the United States.

4) Classroom teaching experience as defined in Item 3,a above gained in the Peace Corps or VISTA shall be accepted.

5) Experience credit for full-time teaching in private or public schools in and under the auspices of foreign countries outside of the United States and its territories will be granted for experience on the basis of two (2) full years of teaching for one (1) year of Seattle salary experience credit, provided that the person was certified or eligible for certification under the laws of that particular country at the time of the experience. Verification of the experience and/or certification is not always possible. The SPS reserves the right to accept or reject on a case-by-case basis, any experience and/or education claimed. Reasonable evidence or verification is required.

6) Effective 10/01/90, prior experience for those employed in the fields covered by the Educational Staff Associate (ESA) Certificates may be counted for salary purposes only for those who will serve in these fields for the SPS. Prior public school experience for the fields covered by the ESA Certificates will carry full SPS credit. Other prior service in these areas may carry salary credit if the assignment involved school age children and the person was properly trained in his/her field at the time the service was given. The prior service will be granted on the basis of one (1) full calendar year of experience for each year of experience allowed. Effective 09/01/92, ESA certificated employees will be given salary credit for prior experience as certificated teachers according to the same guidelines used for SPS employees with teaching certificates. This credit will include applicable substitute experience.

7) Employment in public or private vocational-technical schools, community/junior colleges, and universities in positions which, in the judgment of the SPS, are comparable to those which require certification in K-12 schools will be evaluated for experience credit.

8) Experience credit for full-time vocational instructors will be granted up to a maximum of six (6) calendar years of state-accepted occupational experience acquired after the instructor meets the minimum vocational certification requirements.

c. Beginning with the 1965-66 school year, an employee who has been a member of the SPS, resigned, taught elsewhere, and has returned to the SPS shall be given Seattle experience credit for the intervening experience if this experience conforms to the rules for granting credit and the employee is not at maximum of his/her salary lane.

d. No experience credit may be granted in an amount to place the employee above the maximum salary for his/her salary lane.

e. Any employee who has taught in the SPS on contract the equivalent of a full semester, less a maximum of ten (10) days absence for any cause, shall be entitled to an annual increment for the following year, provided he/she has not reached the maximum of his/her classification.

f. If an employee has received a contract late in the school year and does not teach the number of days required to earn an increment, he/she may add days taught as a substitute in the SPS that same school year to the days taught on contract. In this event, the minimum days teaching required to earn an increment is 81.

g. Seattle teaching experience credit is granted to employees elected to the SPS for substitute teaching in the SPS by adding all days of substitute teaching in the SPS together and dividing by 180. A total of 180 days taught (full time) equals one year, with fractions of .5 or more counted as a full year. For Certificated Non-Supervisory employees hired after October 1, 1990, consistent with SPI practices, the SPS will accept documented substitute time from Washington State public and private preschools, elementary schools and secondary schools in positions which require certification. Certificated substitute experience in public schools outside of Washington State may be acceptable if properly documented, subject to approval by Human Resources.

SECTION G: MISCELLANEOUS SALARY PROVISIONS

1. Summer Semester Programs:

a. Positions in the summer semester programs shall be established through the classification procedures of Human Resources. Once an employee has accepted a summer school assignment and begun teaching he/she may be dismissed only for just cause or elimination of the assignment.

b. Employees in the summer semester programs will be paid an hourly rate for the position they hold in the summer semester program, as follows:

1) Regular teaching employees will be compensated at their actual hourly rate in effect at the end of the regular school year immediately past, or the average hourly rate for a teaching position, depending on which rate is highest.

2) New employees, including any summer semester employees who worked as substitute employees during the school year immediately past, and regular non-teaching employees will be compensated at the average hourly rate for a teaching position in effect at the end of the regular school year immediately past.

c. A Summer Semester Committee including up to 6 persons appointed by the Superintendent with an equal number appointed by the President of the SEA shall be responsible for making recommendations for summer semester programs and shall complete an annual evaluation provided to the Superintendent and the SEA President. The Superintendent and the President of the SEA shall meet to discuss the annual report and what actions should be taken by the SPS.

d. First priority for hiring to the regular academic summer semester shall be given to qualified applicants who did not work in the regular academic summer school during the preceding summer.

2. Compensation for Special Summer Project Assignments and Workshops: Salaries for employees who are participants in special summer projects or workshop assignments shall be as follows:

a. All salaries are to be determined through the regular classification procedures by Human Resources according to job requirements in the following areas: required training, required experience, job responsibility, and work environment conditions. No other commitments will be honored by Payroll Services.

b. Employees whose summer project or workshop assignments involve the same or similar kinds of duties and responsibilities as their regular school year assignments shall be paid a per diem rate based on their individual contract salary, divided by the number of days specified in their individual contracts.

3. Compensation for Professional Development Instruction: Professional development compensation shall be dependent upon the program offered by the SPS. Instructors who are SPS employees shall be compensated at the rate shown on the Compensation Schedule for Special and Supplemental Assignments.

4. Payment Regulations:

a. One-twelfth (1/12) of the annual salary of the employee shall be paid on the first duty day of October and of each succeeding month. If individual contracts corrected on the basis of credits submitted are issued subsequent to 10/01, the corrected salary shall be paid pro rata for the remaining payments for that school year. If the regularly scheduled payment day occurs when employees are not on duty, warrants will be distributed to the employees on the first SPS business day of the month.

b. Summer payments of the annual salary shall be mailed to the employee on the first SPS business day of the month.

c. Special summer payments to pay employees for work in the summer programs shall be made once each in the months of July, August, and September.

d. Pro rata payments for changes of salary, special assignment payrolls, and requests for special payments that are received in Payroll Services on or before the 15th of the month will be processed with the first subsequent monthly payroll and paid on the first SPS business day of the month.

e. Contract Adjustments: A set of all official transcripts shall be sent in a sealed envelope from the college or university to Human Resources as soon as possible after a contract is offered. Transcripts required for Human Resources to determine contract adjustments, if any, are in addition to transcripts sent to the Office of the Superintendent of Public Instruction (OSPI) for certification purposes. Upon completion of additional college or university work, the employee shall have the transcript sent to Human Resources to assure proper placement on the SPS Salary Schedule.

f. Individual Contract Changes: The deadline for filing of credits in Human Resources for employees currently employed and for salary adjustments for the current school year is the last school day in October. The deadline for the earning of the credits is August 31. Credits earned during the first semester, or later, may not be counted for salary purposes until the following year. No in-service workshop or professional in-service credits earned or reported after October 1, 1979 shall be accepted or counted for salary advancement.

Further clarifications to these deadlines are as follows:

1) Employees whose transcripts for credits or degrees earned through August 31 which, for any reason, have not reached Human Resources by the October deadline (the last school day in October) may send in their transcripts after the deadline, but for current school year salary adjustment purposes no later than the last school day of the first semester. Late transcripts received after the October deadline will be evaluated for current salary increases, but any earned increase will be granted for the second semester only.

2) No transcripts of credit or degrees will be accepted after the last school day of the first semester for current school year salary adjustments. Transcripts of credits or degrees received after this time will not apply until the following school year.

3) The deadline for earning credits remains 08/31 for salary adjustments for the current year. The only exception to this regulation would occur on those occasions when the SPS schedules an employee's workshop during the last week of August, and which may extend into September. Credits earned in this workshop and reported prior to 10/01 will be credited toward that contract year for salary and adjustments.

4) Salary adjustments for employees currently employed are made as soon as possible after credits justifying the change are received. Credits received by 08/01 make possible salary adjustments in October warrants. Credits received after 08/01 and on or before the last teaching day in October make possible salary adjustments by 12/01 but not later than 02/01 retroactive to the beginning of the school year.

5) Employees who have earned additional college credits, whatever the date, and whether or not they would affect salary, are urged to submit these credits as early as possible so that their records may be up to date at all times.

6) Transcripts must be official, contain the college registrar's stamp, and may be sent directly to Human Resources. If sent or brought in by the employee, they must be enclosed in envelopes sealed by the college. Unsealed transcripts will not be accepted for salary purposes at any time. It is the employee's responsibility to order these; they are never requested from a college by the SPS. Official transcripts for Human Resources are required in addition to transcripts sent to the Superintendent of Public Instruction in Olympia by the educator or the college. The SPS will not forward transcripts to the Superintendent of Public Instruction in Olympia for certification purposes.

7) Vocational academic credits must be listed on either an official, sealed transcript or listed on an official certificate from a vocational institution accredited by the Superintendent of Public Instruction and/or the Northwest Association of Schools and Colleges. The official certificate must recognize successful completion of the course(s) and must list the number of clock hours completed. This official certificate must be enclosed in an envelope sealed by the vocational institution.

g. Salary overpayments due to error shall be repaid according to a monthly installment schedule mutually agreed upon by the employee and the SPS. The employee shall be notified by the SPS of his/her right to SEA representation at all meetings relating to overpayments of salary. In the event that the employee and the SPS do not agree on a repayment schedule, the SPS shall implement a repayment plan, subject to the provisions of Article X.

SECTION H: TRAFFIC EDUCATION

1. The compensation schedule for traffic education instructors shall be as indicated in the Compensation Schedule for Special and Supplemental Assignment in the Appendices of this Agreement.

2. There shall be no differential in rate of pay among classroom, simulator, or in-car instructors. Differentials in salary and pay increment shall be based on the following:

a) Increment credit shall be granted for classroom, simulator or in-car experience gained in another Washington school district.

b) Increment considerations are based on the following:

1) Instruct four (4) sections of academic diversified study and instruction of at least thirty (30) hours per section.

2) Instruct twelve (12) sections of simulation laboratory consisting of ten (10) hours per section.

3) Instruct 180 hours on-street instruction [thirty (30) students, six (6) hours each or the equivalent thereof].

3. As professional employees the driving instructors shall have a representative voice in curriculum matters and in policies relating to the operation of the program.

4. Complete automobile insurance covering students, instructors, vehicles, observers, or other persons authorized by the instructor to be in the vehicle shall be provided by the SPS. This coverage shall include:

a) Public liability and property damage;

b) Collision;

c) Fire, theft and comprehensive;

d) Medical payments; and,

e) Uninsured motorist.

5. Under no circumstances shall any authorized person in the vehicle be required to pay his/her own medical expenses.

6. Absence due to injury incurred in the course of the employee's employment shall not be charged against the employee's sick/emergency leave days and shall be at full pay upon medical verification by Human Resources.

7. Under no circumstances shall an instructor be held liable for damages arising in the course of his/her service unless the damages are a result of the instructor's gross negligence, intentional or wanton misconduct, knowing violation of law or criminal act.

8. Instructors shall be paid for any Traffic Education Office scheduled hour during which they are present and prepared to work, but are unable to do so due to student absence or vehicular failure. A maximum of one (1) hour will be paid for any scheduled lesson.

9. Insofar as possible, all traffic education instructors henceforth shall be hired from the regular non-supervisory certificated employees of the SPS