DEA(LOCAL) - COMPENSATION AND BENEFITS: COMPENSATION PLAN
The Superintendent shall recommend an annual compensation plan for all District employees. The compensation plan may include wage and salary structures, stipends, benefits, extra duty pay, and incentives. [See also DEAA] The recommended plan shall support District goals for hiring and retaining highly qualified employees. The Board shall review and approve the compensation plan to be used by the District as part of the budget adoption process. The Board shall also determine the total compensation package for the Superintendent. [See BJ series]
The Superintendent shall implement the compensation plan and establish procedures for plan administration consistent with the budget. The Superintendent or designee shall classify each job title within the compensation plan based on the qualifications, duties, and market value of the position.
The District shall pay all salaried employees over 12 months in equal monthly or bimonthly installments, regardless of the number of months employed during the school year. Salaried employees hired during the school year shall be paid in accordance with administrative regulations.
The Superintendent shall recommend to the Board an amount for employee pay increases as part of the annual budget. The Superintendent or designee shall determine pay adjustments for individual employees, within the approved budget following established procedures.
Mid-Year Pay Increases
A contract employee's pay may be increased after performance on the contract has begun only if authorized by the compensation plan of the District or there is a change in the employee's job assignment or duties during the term of the contract that warrants additional compensation. Any such changes in pay that do not conform with the compensation plan shall require Board approval. [See DEA(LEGAL) for provisions on pay increases and public hearing requirements.]
The Superintendent may grant a pay increase to a noncontract employee after duties have begun because of a change in the employee's job assignment, to address pay equity, or when an adjustment in the market value of the job warrants additional compensation. The Superintendent shall report any such pay increases that do not conform with the compensation plan to the Board at the next regular meeting.