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, 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. 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 or to address pay equity.
Pay During School Closing
The Board delegates to the Superintendent the authority to direct the nonscheduled closing of a school provided that the Superintendent determines that such closing serves a public purpose. During any nonscheduled school closing, each employee shall continue to be paid for his or her regular duty schedule, provided that the employee remains on standby to immediately return to work if so directed by the Superintendent. The Superintendent shall inform the Board as soon as practicable of the basis for such closing. Nothing contained herein shall prevent the Superintendent from scheduling necessary makeup days. [See EB for the authority to close schools.]
The Superintendent at his or her discretion may authorize hourly employees who are required to work during an emergency closing to be paid at the rate of one and a half times their regular rate of pay for all hours worked up to 40 hours per week. Overtime for time worked over 40 hours in a week shall be calculated and paid according to law. The Superintendent or designee shall approve payments and ensure that accurate time records are kept of actual hours worked during emergency closings.