PERSONNEL

3.1—CERTIFIED PERSONNEL SALARY SCHEDULE

State law requires each District to include its teacher salary schedule in its written personnel policies unless the District recognizes a teachers’ union in its policies for, among other things, the negotiation of salaries. For

the purposes of the salary schedule, a teacher will have worked a “year” if he/she works at least 190 days.

Alternative Licensure Program, no prior teaching license

Each employee newly hired by the district to teach under the alternative licensure program (ALP) shall initially be placed on the salary schedule in the category of a bachelor’s degree with no experience, unless the ALP employee has previous teaching experience which requires a different placement on the schedule. Upon receiving his/her teaching license, the employee shall be moved to the position on the salary schedule that corresponds to the level of education degree earned by the employee. Employee’s degrees which are not relevant to the ALP’s position shall not apply when determining his/her placement on the salary schedule. An alternative licensed teacher shall be eligible for step increases with each successive year of employment, just as would a teacher possessing a traditional teaching license.

Licensed employee, seeking additional area or areas of licensure

Licensed employees who are working on an ALP to gain licensure in an additional area are entitled to placement on the salary schedule commensurate with their current license, level of education degree and years of experience. Degrees which are not relevant to the employee’s position shall not apply when determining his/her placement on the salary schedule.

2008-2009 SALARY SCHEDULE

YRS. OF EXP. BA DEGREE SALARY MA DEGREE SALARY

0 $29,244 $33,630

1 $29,694 $34,130

2 $30,144 $34,630

3 $30,594 $35,130

4 $31,044 $35,630

5 $31,494 $36,130

6 $31,944 $36,630

7 $32,394 $37,130

8 $32,844 $37,630

9 $33,294 $38,130

10 $33,744 $38,630

11 $34,194 $39,130

12 $34,644 $39,630

13 $35,094 $40,130

14 $35,544 $40,630

15 $35,994 $41,130

Legal References: A.C.A. § 6-17-201, 202, 1001, 1002

A.C.A. § 6-20-319 (4)

Date Adopted: 06/16/2008

Last Revised:

3.2--CERTIFIED PERSONNEL EVALUATIONS

Evaluations of certified personnel shall be undertaken at least annually (one informal evaluaton, one formal evaluation).

Evaluations shall be based on a combination of scheduled and informal observations. Additional and more frequent informal observations will be done should it be determined by the administration that

the observations would be helpful in addressing performance problems.

Legal Reference: A.C.A. § 6-17-1504

Date Adopted: 04/19/04

Last Revised:

3.3—EVALUATION OF CERTIFIED PERSONNEL BY RELATIVES

Any person employed in, or assigned to, a position which would require that he be evaluated by any relative, by blood or marriage, including spouse, parent, child, grandparent, grandchild, sibling, aunt, uncle, niece, nephew, or first cousin shall be evaluated by another administrator in the district that is not related to such person.

Date Adopted: 04/19/04

Last Revised:

3.4-CERTIFIED PERSONNEL REDUCTION IN FORCE

The School Board acknowledges its authority to conduct a reduction in force (RIF) when a decrease in enrollment or other reason(s) make such a reduction necessary or desirable. A RIF will be conducted when the need for a reduction in the work force exceeds the normal rate of attrition for that portion of the staff that is in excess of the needs of the district as determined by the superintendent.

In effecting a reduction in force, the primary goals of the school district shall be: what is in the best interests of the students; to maintain accreditation in compliance with the Standards of Accreditation for Arkansas Public Schools and the needs of the district. A reduction in force will be implemented when the superintendent determines it is advisable to do so and shall be effected through non-renewal, termination, or both. Any reduction in force will be conducted by evaluating the needs and long-and short term goals of the school district, and by examining the staffing of the district in each licensure area and/or, if applicable, specific grade levels.

Efforts will be made to accomplish the reduction through attrition and re-assignment

before using any other method of staff reduction.

If a reduction in force becomes necessary, the RIF shall be conducted on the basis of each employee’s points as determined by the schedule contained in this policy. The teacher

with the fewest points will be laid off first.

Written notification to affected staff members will be provided as early as possible.

Points:

A. Years of service in the district - .25 point per year

A fully certified position years in the Clinton School District including

cumulative years of service earned in any district now a part of the

Clinton School District count including non-continuous years. Service in

any position not requiring teacher licensure does not count toward years in

service. “FULLY CERTIFIED” means holding a standard teaching certificate issued by the State of Arkansas.

B. Points will be awarded for Graduate degree(s) in the area of licensure. Points will be awarded for the highest earned degree only.

1 point – Master’s degree (in licensure area)

2 points – Master’s degree plus thirty additional hours (in licensure area)

3 points – Educational specialist degree (in licensure area)

4 points – Doctoral degree (in licensure area)

C. Experience in all fully certified position years, outside of the Clinton School District (in area of licensure in other accredited schools, public or private.) All fully certified position years not in District, including non-continuous years, in other accredited schools are included -.20 point per year.

D. Provisional/Initial Licensure Years - .15 Point Per Year

E. All areas of academic content or endorsement as identified by the state board/multiple areas and/or grade levels of licensure as identified by the state board

- 1 point per additional area or grade level as applicable

F. National Board of Professional Teaching Standards certification -. 25 point

All points awarded must be verified by documentation on file by the end of the day on the first day of the second semester with the District of the current school year. Each teacher’s points shall be totaled with teachers ranked by the total points from highest to lowest in the licensure areas. All teachers shall receive a listing of licensed personnel with corresponding point totals. Upon receipt of the list, each teacher has ten (10) working days within which to appeal his or her assignment of points with the superintendent whose decision shall be final.

In the event of a tie among certified personnel, the employee with the most accumulated points shall be retained. The above point criterion in sections A., B., C., D., E., and F. will be applied again in that order to determine the ranking order difference in the individual’s points. If there is a difference of points in category “A”, the teacher having the most points shall be retained. If there remains a tie, category “B” will be applied and so on until a distinction in points shall be determined. The teacher with the most points at that point will be retained based upon the needs of the District in areas of content and licensure. RIF will begin with the teacher having the least amount of accumulated points and continue upward until the need for reduction has been fulfilled. In the event of a tie still occurring after all categories have been applied again, the teacher first employed by the district as reflected in the official board minutes will be retained.

If a teacher is non-renewed under this policy, he or she shall be offered an opportunity to fill a vacancy for which he or she is qualified for a period of up to two (2) years. The non-renewed teacher shall be recalled for a period of up to two (2) years in reverse order of the layoff to any position for which he or she is qualified. Notice of recall shall be sent by certified mail, and the teacher who has been made an offer of recall shall have ten (10) working days from the date that the notification is first sent from the district in which to accept the offer of a position. The district shall also attempt to contact the recalled teacher by phone call on the same day notification by mail is initiated. A lack of response or a teacher’s refusal of a position shall end the District’s obligation to replace the laid-off teacher. It is the obligation of the teacher to provide and maintain with the district any and all current and up to date contact information.

There is no implied right to “bump” or displace another employee of the district. Assignment of duties shall be made according to the needs of the district and for the best needs of the students being served.

If a teacher is recalled, s/he will be placed on the most current salary schedule according to where s/he would have been placed prior to layoff; i.e. if a teacher with two years was laid off, upon returning that teacher would fall on step two of the salary schedule. Any accrued sick or personal leave upon layoff will be forfeited by the teacher in the event s/he leaves the teaching profession and secures employment elsewhere otherwise it will be retained according to provisions of state law for the transfer of said leave between districts.

Legal reference : A.C.A. / 6-17-2407

Date Adopted: 04/19/04

Last Revised: 05/21/07

3.5—CERTIFIED PERSONNEL CONTRACT — RETURN

An employee shall have thirty (30) days from the date of the receipt of his contract for the following school year in which to return the contract, signed, to the office of the Superintendent. The date of receipt of the contract shall be presumed to be the date of a cover memo which will be signed when contract is received.

Failure of an employee to return the signed contract to the office of the Superintendent within thirty (30) days of the receipt of the contract shall operate as a resignation by the employee. No further action on the part of the employee, the Superintendent, or the School Board shall be required in order to make the employee’s resignation final.

Legal Reference: A.C.A. § 6-17-1506 (c) (1)

Date Adopted: 04/19/04

Last Revised:

3.6 - CERTIFIED PERSONNEL EMPLOYEE TRAINING

All employees shall attend all local professional development training sessions as directed by a supervisor.

The District shall develop and implement a plan for the professional development of its certified employees. The district’s plan shall, in part, align district resources to address the professional development activities identified in each school’s ACSIP. Each certified employee shall receive a minimum of sixty (60) hours of professional development annually to be fulfilled between June 1 and May 31. Professional development hours earned in excess of sixty (60) in the designated year cannot be carried over to the next year. The goal of all professional activities shall be improved student achievement and academic performance that results in individual, school-wide, and system-wide improvement designed to ensure that all students demonstrate proficiency on the state criterion-referenced assessments. The district’s professional development plan shall demonstrate scientifically research-based best practice, and shall be based on student achievement data and in alignment with applicable ADE Rules and /or Arkansas code.

Teachers and administrators shall be involved in the design, implementation, and evaluation of the plan for their own professional development. The results of the evaluation made by the participants in each program shall be used to continuously improve the district’s professional development offerings and to revise the school improvement plan.

Flexible professional development hours (flex hours) are those hours which an employee is allowed to substitute professional development activities, different than those offered by the district, but which still meet criteria of either the employee’s Individual Improvement Plan or the school’s ACSIP, or both. The district shall determine on an annual basis how many, if any, flex hours of professional development it will allow to be substituted for district scheduled professional development offerings. The determination may be made at an individual building, a grade, or by subject basis. The district administration and the building principal have the authority to require attendance at specific professional development activities. Employees must receive advance approval from the building principal for activities they wish to have qualify for flex professional development hours. To the fullest extent possible, professional development activities are to be scheduled and attended such that teachers do not miss their regular teaching assignments. Six (6) approved flex hours credited toward fulfilling the sixty (60) hour requirement shall equal one contract day. Hours of professional development earned by an employee that is not at the request of the district and is in excess of sixty (60) or not pre-approved by the building principal shall not be credited toward fulfilling the required number of contract days for that employee. Hours earned that count toward the required sixty (60) also count toward the required number of contract days for that employee. Employees shall be paid their daily rate of pay for professional development hours earned at the request of the district that necessitate the employee work more than the number of days required by their contract.

Teachers and administrators who, for any reason, miss part or all of any scheduled professional development activity they were required to attend, must make up the required hours in comparable activities which are to be pre-approved by the building principal.

To receive credit for his/her professional development activity each employee is responsible for obtaining and submitting documents of attendance for each professional development activity he/she attends. Documentation is to be submitted to the building principal or designee.

Teachers and administrators are required to obtain sixty (60) hours of approved professional development annually over a five-year period as part of licensure renewal requirements. At least six (6) of the sixty (60) annual hours shall be in the area of educational technology.

Teachers are required to receive at least two hours annually of their sixty (60) required hours of professional development designed to enhance their understanding of effective parental involvement strategies.

Teachers who provide instruction in Arkansas history shall receive at least two (2) hours of professional development in Arkansas history as part of the sixty (60) hours required annually.

In addition teachers will be allowed to receive the following professional development hours: a three (3) hour college course in their area of teaching will be equivalent to fifteen (15) professional development hours; up to thirty (30) hours for advanced placement training; and up to twelve (12) hours used to plan and prepare curriculum or develop other instructional materials.

Administrators are required to receive at least three hours annually of their sixty (60) required hours of professional development designed to enhance their understanding of effective parental involvement strategies and the importance of administrative leadership in setting expectations and creating a climate conducive to parental participation. Each administrator’s professional development is required to also include training in data disaggregation, instructional leadership and fiscal management.

Teachers required by the superintendent, building principal, or their designee to take approved training related to teaching an advance placement class for a subject covered by the College Board and Educational Testing Service shall receive up to thirty (30) hours of credit toward the sixty (60) hours of professional development required annually.

Certified personnel may earn up to twelve (12) hours of professional development for time they are required to spend in their instructional classroom, office or media center prior to the first day of student/teacher interaction provided the time is spent in accordance with the state law and current ADE rules that deal with professional development.³

Teachers are eligible to receive fifteen (15) professional development hours for a college course that meets the criteria identified in law and the applicable ADE rules. The board shall determine if the hours earned apply toward the required sixty (60). A maximum of thirty (30) hours may be applied toward the sixty (60) hours of professional development required annually.

Employees who do not receive or furnish documentation of the required annual professional development jeopardize the accreditation of their school and academic achievement of their students. Failure of an employee to receive sixty (60) hours of professional development in any given year shall be grounds for disciplinary action up to and including termination.

Approved professional development activities may include conferences, workshops, institutes, individual learning, mentoring, peer coaching, study groups, National Board for Professional Teaching Standards Certification, distance learning, internships, district/school pr

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