Initial Placement

1. Certified Staff initial pay will be determined according to the Certified Staff Salary Determination Chart, which includes a variety of placement factors that include a base pay amount plus additional pay for extra-duty assignments and other factors listed on the chart.

2. Classified Staff pay will be based on the Classified Staff Salary Determination Chart. The pay factors include the total points assigned to the position classification and other job-related requirements.

Salary Increases

Salary increases will be based on the amount of money identified by the administration and Governing Board that is available for increases. This may include a percentage increase, a flat-rate increase or combination of the two.

Performance Pay

Proposition 301 money is available for additional teacher compensation and provisions are included for professional growth pay for pre-approved courses. The district has also established procedures for classified staff performance compensation and professional development pay.

Grand Canyon Unified School District #4

CERTIFIED STAFF

NEW HIRE SALARY DETERMINATION CHART

Points/Salary Points/Salary

Experience Value

Total Years _____ Total Points _____

Education Value

Unique Qualifications

One (1) point may be given for each unique qualification that will be used in the assignment (e.g., ESL, Gifted, Sign Language). One (1) point may be given for fluency in a language that is used by students or parents if the certified staff member agrees to translate or interpret in that language.

Performance Pay/IB Training

The Performance Pay provisions are determined annually by the Governing Board. See the current Staff Handbook for the current provisions for Performance Pay and compensation for IB Training.

Total Points: ____________

Initial Salary: ____________

Certified Staff Professional Growth

A permanent salary increase of $1000 will be awarded to certificated staff who earn 12 hours of approved college credit. Pre-approved staff development credit (15 hours of seat time=1 credit hour) may be awarded for up to 6 of these hours. Staff must take hours on their own time and pay all expenses. Only one advance may be awarded per school year.
Grand Canyon Unified School District #4

CLASSIFIED STAFF

NEW HIRE SALARY DETERMINATION CHART

Quantification of Job Performance Factors

Factors Points

Training Level:

The amount of training and/or education required for a specific job.

No formal education or training required 1

High school diploma or equivalent required 2

Post-high school education or training required 3

At least two years of technical training or 5 years

on-the-job training required 4

College degree or equivalent required 5

Experience Level:

The amount of similar previous experience that is required for a specific job

No experience 0

Less than one year of experience 1

One to five years of experience 2

Five to ten years of experience 3

Ten or more years of experience 4

Responsibility Level:

The amount of responsibility placed on the employee for the care of buildings and equipment and/or supervision of other employees

Performs as directed; responsible for own job 1

Must use own initiative and judgment in performing job

and has responsibility for some equipment, tools or money 2

Must direct activities of a small group of employees or students

or has responsibility for valuable equipment or large sums

of money 3

Responsible for several groups of employees or students

and/or important department of division in the school district 4

Time Management Level

The length of time needed by the employee to plan and carry out the longest task required by the job

Routine work with little advanced planning needed 0

Must plan two to twelve weeks in advance 1

Must plan three to six months in advance 2

Must reduce to writing and plan as much as two years in

advance 3

Public Contact Level:

The amount of contact that the employee has with others

Completes work with little or no interaction with others 0

Interacts daily with fellow workers 1

Interacts daily with fellow workers, other staff or

students 2

Interacts daily with fellow workers, students, parents

and general public 3

Availability Level:

How available are applicants with desired job skills when a specific job opens?

Some people apply even without an opening 1

Some people apply when job and wages are advertised 2

Few people apply when job and wages are advertised 3

Very few people show interest or apply when job and

wages are advertised 4

Applicant has multiple skills that will be used in the

position (as reflected in contract or work agreement

language) that will save the district from contracting for

those services 5

Language Ability:

Does applicant speak a language other than English that is used by others in the community and will assist in communicating with students, parents and community members as needed?

1 language 1

More than 1 language 2

Housing

A qualified applicant is available and has housing 3

Grand Canyon Unified School District #4

CLASSIFIED STAFF

NEW HIRE SALARY DETERMINATION CHART

Point Assignments

Job Title Points

Custodian 7

Lead Custodian 9

Maintenance I 9

Maintenance II 12

Maintenance III 15

Computer Technician 15

Bus Aide 6

Bus Driver 12

Accounting Clerk-Payroll 16

Accounts Payable/Purchasing Clerk 16

Clerk-Typist 7

Office Clerk 7

Principal's Administrative Assistant 12

Superintendent's Administrative Assistant 15

Health Aide/Certified Nurse Asst. 15

Instructional Aide (Title 1 or Academic) 9

Special Education Assistant 6

Indian Education Instructional Aide 5

Computer Aide/Cafeteria Assistant 8

Cafeteria Assistant 5