coppell independent school district 2015-2016 payroll ... · pdf filecoppell independent...

Coppell Independent School District

2015-2016 Payroll Information &

Salary Schedules Published by the Business Office & Human Resources Department

August 2015

THIS HIRING SCHEDULE BOOK IS FOR THE 2015-2016 SCHOOL YEAR ONLY

Neither past nor future salaries can be accurately calculated nor predicted from this booklet. Only the salaries for the 2015-2016 school year may be obtained from this information. The local Board of Trustees adopts the salary schedules for each employee classification each year. Employees other than teachers, nurses, and librarians are not covered by the state minimum salary schedule and the local school board has discretion in determining their salaries. A local school district may pay any amount above the state teacher minimum salary schedule, but may not pay below the state minimum. Nothing in this booklet may be understood, interpreted, or construed as being a promise or offer of continued or future employment. Nothing in this booklet creates or is intended to create, implies or is intended to imply that a contract exists between Coppell ISD and any employee other than that provided in state or local policy. The District reserves the right to modify benefits described in this booklet at any time in the future. No statement made within this document implies or intends to imply that there is a contractual right to any benefit described herein. For questions or clarifications, please contact the Human Resource Department at 214-496-6039 for salary compensation questions, or the Benefit Department at 214-496-6028 for benefit related questions.

Salary Schedule Book 2015-2016

TABLE OF CONTENTS

Page

A. State Salary Schedule 1

B. Hourly Employees 1

C. Overtime Authorization 1

D. Benefits of CISD 1

E. Direct Deposit 4

F. Mandatory Deductions 4

G. Optional Deductions 5

H. Fiscal Years for 10, 11 & 12 Month Employees 6

I. Work Schedules 7

J. Supplemental Salary For Advanced Degrees 7

K. Salary Supplements for Extra Duties 7

L. Instructions for Special Pay Request Form 7

M. Mileage Reimbursement 8

N. Substitute Employee Pay 9

O. Sick Leave - State Personal Leave 9

P. Attendance Incentive 10

Q. Absences 11

R. Resignation and Release from Contract 11

S. Description of Pay Systems 12

T. General Pay Increases and Eligibility 12

U. Personnel Assignments by Number of Days Worked 13

V. CISD Pay Plans 15

W. $$$ Payroll Date Schedules $$$ 21

PROVISIONS AND APPLICATIONS OF

COPPELL INDEPENDENT SCHOOL DISTRICT’S PAY PLANS

A. State Salary Schedule The state minimum salary schedule for teachers, librarians and nurses distributed by the Texas Education Agency is on file in the office of the Chief Financial Officer. Compensation for all employees other than that of teachers, librarians and nurses is not governed by the state minimum salary schedule. The Superintendent and local Board must approve all salaries and/or supplements in this book before becoming operative. B. Hourly Employees District personnel employed on an hourly basis are hired and placed on a wage scale commensurate with the position and established by the Board of Trustees and Administration. Under no circumstances is an hourly worker to be placed on a higher hourly rate of pay without prior authorization from the Human Resources Department. C. Overtime Authorization All non-exempt employees as defined by the Fair Labor Standards Act (FLSA) will be compensated for overtime hours as prescribed by FLSA. Employees will accumulate compensatory time for extra hours worked. Accumulated compensatory time should be kept to a minimum (10 hours or less) by the end of fiscal year (August 31) leaving a small compensatory time balance at the beginning of the fiscal year (September 1). Employees on the bi-weekly pay plan will typically be paid for overtime hours worked on each paycheck. The appropriate supervisor must authorize all overtime hours worked, in advance. D. Benefits of the Coppell Independent School District

1. Payroll Deductions (optional) Each year the Coppell Independent School District provides all school employees the opportunity to voluntarily request payroll deductions approved by the Board of Education (Policy CFE).

2. Voluntary Insurance – The plan year for all benefits is September 1st through August 31st.

Since September 1, 2003, medical insurance for employees and dependents has been provided through the TRS Active-Care insurance plan. Health insurance is made available to full-time, part-time, and substitute employees. All other benefits require a part time status of at least 20 hours per week. New employees who select a health insurance program can be covered as of the date of hire or on the first day of the month following the date of hire, contingent on approval. All other coverage is effective on the first day of the month after hire. Annual enrollment for TRS ActiveCare will be held during the summer months.

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The plan year for the health plan runs from September through August. The district currently contributes $311 per month towards the premiums for all full-time employees and $225 per month towards the premiums for all part-time employees. The district will make no monthly contribution towards health insurance premiums for substitutes. Employees working 30 or more hours a week are considered full-time. Employees working 20 hours per week, but less than 30 hours per week, and contributing to TRS are considered part-time. Employees may purchase dependent coverage through payroll deduction on a pre-tax basis. Employees working 10 or more regularly scheduled hours per week who do not contribute to TRS are eligible for health care coverage for themselves and eligible dependents but the district does not contribute towards the premium. New employees are required to contact the Benefit Department within 30 days of hire to enroll or waive insurance coverage. Employees experiencing a family status change such as birth, death, divorce, marriage, loss of coverage through spouse employment or other dependent ineligibility must contact the Benefit Department within 30 days of the status change to enroll or change benefits. Coverage is contingent upon eligibility and approval. Additional information on the health plan can be found on the Benefits website at http://www.ffbenefits.com/coppellisd/. The District provides $10,000 of group term Life and Accidental Death & Dismemberment (AD&D) insurance for eligible employees working 20 or more hours per week who are enrolled for district medical coverage and $25,000 for eligible employees working 20 or more hours per week who have voluntarily waived district medical coverage. This coverage is at no cost to the employee and begins on the date of hire and ends on the date of termination. Dental and Vision coverage may be purchased by employees for themselves and eligible family members with employee premiums deducted on a pretax basis. Employees may purchase these insurances for themselves and eligible dependents within 30 days of hire, during open enrollment periods, or within 30 days of a status change. More information is available at http://www.ffbenefits.com/coppellisd/. Medical Bridge insurance may be purchased by employees for themselves and eligible dependents, on a pretax basis, within 30 days of hire, during open enrollment periods, or within 30 days of a status change. More information is available at http://www.ffbenefits.com/coppellisd/. This insurance is not portable. Cancer, Critical Illness and Heart/Stroke insurance is available through payroll deduction on a pre-tax basis. All plans are portable and may be continued by the employee after termination at the same group premium rate. Employees may apply for this insurance for themselves and eligible dependents within 30 days of hire, during open enrollment periods, or within 30 days of a status change. More information is available at http://www.ffbenefits.com/coppellisd/. Term life insurance through Sun Life may be applied for at employee expense for themselves and eligible dependents during open enrollment periods or by newly hired employees within 30 days of the date of hire, within 30 days of a status change, or at annual open enrollment. Premiums are

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paid through payroll deduction on an after-tax basis. Please visit http://www.ffbenefits.com/coppellisd/ for more information. Individual permanent life insurance for employees and eligible dependents is available through Texas Life Insurance for long term coverage past retirement. Premiums stay the same for the life of the policy, even after termination or retirement. Premiums are paid through payroll deduction on an after-tax basis. Employees may apply for this insurance for themselves and eligible dependents within 30 days of hire, during open enrollment periods, or within 30 days of a status change. More information is available at http://www.ffbenefits.com/coppellisd/. Disability (income protection) insurance may be purchased with premiums paid through payroll deduction on an after-tax basis. Disability pays at 60% of employee salary. This coverage is not portable. Employees may apply for this insurance for themselves within 30 days of hire, during open enrollment periods, or within 30 days of a status change. More information is available at http://www.ffbenefits.com/coppellisd/. Accident insurance is available through American Fidelity on an after tax basis. Employees may apply within 30 days of hire, during open enrollment periods, or within 30 days of a status change. More information is available at http://www.ffbenefits.com/coppellisd/. Long Term Care insurance is available through TRS on an after tax basis. The plan is administered by Genworth Insurance Company. This policy is portable. Employees may enroll in this insurance at any time. More information is available at http://www.ffbenefits.com/coppellisd/.

3. Flexible Savings Accounts Fulltime and part-time employees contributing to TRS and working at least 20 hours per week may shelter a portion of their income from taxation by choosing to participate in the flexible reimbursement spending accounts program. The following options are available through payroll deduction: Dependent Care Reimbursement - Up to $416.66 per month of salary may be set aside for

reimbursement of qualified dependent care expenses. This benefit allows employees to save tax dollars on the cost of childcare. This benefit is a “use it or lose it” benefit; any monies left in the account at the end of the plan year are retained by the district and are not refundable to the employee. Employees may enroll within 30 days of hire, during open enrollment periods, or within 30 days of a status change. More information is available at http://www.ffbenefits.com/coppellisd/.

Medical Expense Reimbursement - This benefit permits the employee to pay for out-of-

pocket medical, dental, vision and prescription expenses, up to an annual maximum of $2,550 for themselves and eligible dependents with before-tax dollars. Employees should conservatively select the deduction amount as this is a “use it or lose it” deduction. Federal law prohibits unused deducted funds being returned to the employee. Employees may enroll within 30 days of hire, during open enrollment periods, or within 30 days of a status change. More information is available at http://www.ffbenefits.com/coppellisd/ .

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4. Tax Sheltered Annuities, Mutual Funds and Deferred Compensation - Optional Payroll deductions may be arranged for federally qualified tax-sheltered 403(b) and 457(b) investments at any time during the year. The District does not sponsor nor endorse any 403(b) annuity product, company, representative, sales person or agent. The District has contracted with First Financial Administrators (FFA) to serve as the District’s third party administrator for 403(b)’s. FFA will audit all employee contributions to 403(b) annuities to ensure adherence to IRS guidelines. All District employees, including substitute employees, are eligible to enroll in an approved 403(b) Retirement Plan. Employees may self-enroll or select any qualified agent for the purchase of 403(b) annuities provided that the agent is approved with FFA. Please visit http://www.ffbenefits.com/coppellisd/ for a list of approved investments and agents. Please visit the Benefits Website at www.ffbenefits.com/coppellisd to find TRS and FFGA approved investments and investment agents. The District provides a District deferred compensation program through Region 10 under the provisions of Section 457 of the Federal Government Code, however, the District does not make any recommendation or claim as to the suitability of this plan for any employee. Region 10, through JEM Resources, will audit all contributions to 457(b) plans to ensure adherence to IRS guidelines. To enroll in the Region 10 457 Deferred Compensation Plan, please visit http://www.ffbenefits.com/coppellisd/. Only those employees contributing to TRS and working 20 or more hours per week are eligible to enroll in the District’s 457(b) Retirement Plan. E. Direct Deposit Direct deposit is available for all regular full-time, part-time, and substitute employees. Interested employees should contact the payroll manager at ext. 6012 for information on direct deposit. Although the process of depositing employee pay directly into his or her specified bank account is usually error free, occasionally direct deposits are rejected for various reasons. Employees are strongly encouraged to verify with their financial institution that their pay has, in fact, actually been deposited into their account prior to generating payments out of the account. The district is not responsible for overdraft situations which may result from any problem related to an employee’s direct payroll deposit. The district will attempt to notify employees as soon as it becomes aware of a problematic situation. Direct Deposit is highly recommended and the only other available option is a manual check. Employees terminating prior to their contract end date will receive a paper paycheck in lieu of direct deposit as their final pay. F. Mandatory Deductions Medicare Tax - For all employees hired after April 1, 1986, a 1.45% Medicare Tax (FIMM)

is deducted, which is matched by the District and sent to the Social Security Administration. The benefit of this tax to the employee is that at the age of 65 the employee would be eligible for free Medicare coverage if this tax or a combination of this tax and regular Social Security has been paid for at least ten years. This deduction is listed as “FIMM” on paychecks.

Teacher Retirement - 6.7% of monthly gross salary is sent to the Teacher Retirement System

of Texas (TRS) for deposit in the employee’s account. All qualified employees must become members of TRS. This money accumulates with interest as a tax-deferred retirement benefit.

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The state and the district contribute to the retirement system also. Employees receive a vested retirement benefit with a minimum of five years of service. Employees who terminate without vesting can apply for a refund of all contributions or can request information regarding a rollover into an eligible retirement plan. This deduction is listed as “TRS-Reg” on paychecks.

TRS-Care – .65% of gross salary is paid by each active TRS member to help support the

Teacher Retirement System health care plan for retired employees. Employees who retire under TRS with at least ten years of service are eligible to purchase medical insurance coverage provided through TRS-Care. Several plans are available for employee and dependents that coordinate with Social Security and Medicare. A basic plan is available for retirees at no cost; others are available at various monthly premiums. This deduction is listed as “TRS Care” on paychecks.

PST - Part-time, Seasonal and Temporary Retirement Plan - Substitute teachers and

employees not eligible for TRS membership will be enrolled in the District's PST 457 alternative retirement plan in lieu of otherwise mandated Social Security participation. The PST plan is administered by JEM thru an inter-local agreement with ESC Region 10 effective August 1, 2004. Employees participating in the PST plan will contribute 7.5% of their gross salary to the plan. Participants may elect to withdraw or rollover their contributions from the system upon termination of employment. Employees who become eligible to participate in TRS will be eligible for an in-service distribution two years after the last contribution, and in the interim, the JEM account remains dormant, accumulating interest as a tax deferred retirement benefit until eligible for in-service distribution or termination of employment. Federal law prohibits an in-service distribution for employees with at least a $5,000 balance until retirement age, death or permanent disability. Other employees not eligible for TRS must contribute 6.2% to the federally mandated Social Security plan. Employees who participated in the PST plan administered by KAZDON may request distribution of their contributions, under the same conditions, pending the district's request to Region 10 to transfer those accounts to JEM for administration.

Federal Income Tax - All employees are subject to payment of Federal Income Tax,

sometimes referred to as withholding tax. Calculation of the tax amount deducted is determined by the number of withholding allowances claimed by the employee and claimed designation of married or single on the Federal Form W-4. The tax percent paid is based on the wages paid. Federal Income Tax is listed as “W/H” on paychecks.

There is no Social Security participation for full-time or substitute employees because of participation in TRS or an alternative FICA/qualified retirement plan. Government employers are not required to participate in Social Security. G. Optional Deductions Credit Union of Texas Flexible Benefits - child care & medical reimbursement Insurance – employee & dependent medical, dental, vision, accident, medical gap, life, cancer,

critical illness, heart & stroke, disability and long term care Tax-sheltered annuities & deferred compensation - 403(b) & 457 plans

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Professional Organization Dues H. Fiscal Years for Ten-, Eleven-, and Twelve-month Employees For pay purposes the fiscal year for personnel is listed below: Ten-month employees are those employees assigned to work from 187 to 197 days per year.

These employees will receive their salary during the 12-month period from September through August.

Eleven-month employees are those employees assigned to work from 204 to 216 days per

year. These employees will receive their salary during the 12-month period from August through July.

Twelve-month employees are those employees assigned to work from 226 to 230 days per

year. These employees will receive their salary during the 12-month period from July through June.

When an employee changes contract length, there will be consequences regarding payroll. The following table describes the impact upon an employee’s pay during the summer months in which they alter the number of days they work in a year. For further explanation please contact the business or human resource department.

Days converting from

Days converting to Consequence

187 or 197 (10 month position)


Double payment in August. 12th payment for 10-month position; 1st payment for 11-month position



Double payment in July and August. 11th & 12th payment for 10-month position; 1st & 2nd payment for 12-month position



No paycheck in July. 12th payment for 12-month position in June; 1st payment for 11-month position in August.



No paycheck in August. 12th payment for 11-month position in July; 1st payment for 10-month position in September.



No paycheck in July or August. 12th payment for 12-month position in June; 1st payment for 10-month position in September

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I. Work Schedules All district employees will follow regular work schedules as outlined. If needed, principals may assign personnel to come in early to supervise students before the start of the school day. Principals should schedule the working hours of secretaries and instructional assistants in their building to fit that building’s individual needs. CISD paraprofessionals’ workday is 8 hours. Daily pay rates are adjusted for those employees who work 8 hours per day. Guidelines of the Fair Labor Standards Act (FLSA) shall apply to paraprofessional and support auxiliary employees who are non-exempt and therefore subject to overtime/compensatory time rules. Teachers and other professionals are exempt from overtime/compensatory time rules of the FLSA. J. Supplemental Salary for Advanced Degrees 1. Supplemental salary amounts are paid for degrees conferred or hours earned by September 1

and reported to the Human Resources Department by the announced deadline. 2. All teachers, librarians, and nurses who have a master’s degree from an accredited institution

are eligible to receive $1,200 annually. Similarly, $1,200 annually will be paid for individuals having a doctorate degree from an accredited institution. These supplements are reflected in a local stipend added to the employee’s salary.

3. Speech therapists that hold a license from the American Speech-Language-Hearing

Association (ASHA) are eligible to receive a $2,000 stipend added to their salary. Licensed Professional Counselors are eligible to receive a $2,000 stipend added to their salary.

4. It is the responsibility of the employee to notify the Human Resources Department of

advanced degrees, licensing or any other certification and to provide OFFICIAL TRANSCRIPTS by the announced deadline each year. Pay adjustments for degrees earned are effective at the beginning of the employee’s compensation year as determined by the number of months worked per year.

K. Salary Supplements for Extra Duties Salary supplements are paid for additional services provided in specified positions. These supplements are shown in the attached salary supplement schedules and will not appear as a separate item listed on pay stubs. Examples of extra duties for which extra compensation is received are sponsoring co-curricular activities, coaching, serving as department heads or team leaders, club and organizations sponsoring. Supplemental amounts will be paid in increments of 1/12 each month except for mentor and supervising teachers for student teachers which are paid per semester. L. Instructions for Special Pay Request Form This form should be used to request special pay for all regular and temporary employees when one of the other forms such as game reports and Bi-Weekly time sheets are not appropriate.

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All persons who do not meet the test of an independent contractor must be paid as an employee from the payroll account with appropriate payroll deductions taken and the gross pay charged to the appropriate 6100 series of account numbers. A current employee cannot be paid for any extra work as an independent contractor. For temporary employees, a copy of their driver’s license and social security card must be provided to the payroll office before the first paycheck can be processed. All persons should also have a current IRS Form W-4 on file with the payroll office. Adequate information must be provided on dates and times worked, type of work performed, accounts to be charged and signed by an administrator authorized to expend the funds. This form is to be used for labor hours only. Use a separate form for each account to be charged. For example, a choral accompanist’s hours must be submitted on separate forms for each campus and each approved by the appropriate principal. All amounts paid should be charged to one of the following object codes:

6118 - Extra Duty Pay-Teachers and other Professional Employees: This code is used to classify wages paid to professional employees for performing duties beyond the normal working day.

6121 – Extra Duty Pay – Support Personnel: This code is used to classify wages paid to support personnel for performing duties beyond the normal work day. Example: A Food Service employee who collects tickets at the gate during a football game or pay out of comp time for terminated support staff.

The entire account number must be provided in order to ensure that the correct account will be charged. Special pay requests for monthly paid employees that are received by the tenth of the month will appear on the 25th paycheck. Special pay requests for Bi-Weekly paid employees should be submitted in accordance with the payroll due dates shown on the annual Bi-Weekly pay schedule. M. Mileage Reimbursement The maximum mileage reimbursement rate allowed by the IRS is posted on the State Comptroller’s website http://ecpa.cpa.state.tx.us/mileage/Mileage.jsp Proper forms must be submitted and approved by appropriate supervisors for reimbursements to be made. Principals and directors may choose to reimburse for travel costs at a lower rate based on budget constraints. This rate is subject to change according to adjustments made by the Internal Revenue Service.

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N. Substitute Employee Pay Substitute teachers will be compensated according to the following design: Position Daily Rate ½ Day Rate LONG TERM Certified $ 95.00 $ 47.50 $ 150.00 Degreed $ 85.00 $ 42.50 $ 150.00 Non-Certified/Non-Degreed $ 80.00 $ 40.00 $ 100.00 Para-professional $ 75.00 $ 37.50 $ 100.00 Long-term assignments occur when a contracted teacher is approved for a temporary disability or family medical leave. If the long-term substitute teacher is absent from the assignment, the substitute called for that assignment will be paid according to the design listed above. O. Sick Leave - State Personal Leave Ten days of paid leave are provided per year to each employee, five of which are awarded by the state and five of which are local days to be used as provided in board policy. There is no limit on the accumulation of these days from year to year of continuous employment. These days are advanced on the first day an employee reports to work; however, if the employee does not complete the school year, the number of days actually used will be reconciled against the actual time worked to determine if unearned days have been used/paid and will be adjusted accordingly on the final paycheck (one-half day of state personal leave and one-half day of local sick leave is earned for every eighteen days worked in the school year). An employee must be entitled to 180 days of pay to receive the full 10 days of leave. Once state and local days are exhausted employees will be docked immediately at the appropriate daily rate. An employee with previous experience in a Texas school district will bring into CISD any state days, which were earned and not used which are recorded on the Service Record. State sick days, which were accumulated prior to June 30, 1995, must be used only for personal or family illness, death in family or family emergency. State mandated personal leave days earned after June 30, 1995 may be used for any purpose, but there are some restrictions on when these days may be used for discretionary purposes. The use of all leave days, state and local, is governed by board policy DEC (local). Employees may also join the district Sick Bank by contributing one of their local sick days at the time they join and at other times when the balance in the Sick Bank reaches a prescribed minimum. Days from the Sick Bank are awarded to members for catastrophic illness or accident after all personal and other leave is exhausted. The Sick Bank Committee may award a maximum of 30 days annually and up to 60 days lifetime. First year members are restricted to 10 days during their first year of membership. More information on this benefit is presented in the Sick Bank Policy.

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P. Attendance incentive for classroom teachers and other employees - The purpose of this attendance incentive is to encourage minimal use of state and local days and reward employees who strive to attain perfect attendance. This reduces the cost for substitute employees, employee overtime and optimizes the educational benefit to our students. This incentive is available for employees in the following categories:

Employees working on a 10-month school year schedule Employees working on an 11-month school year schedule except administrators on pay

grades 103 to 110 and 401 to 404 and Auxiliary Pay Plan Employees working on a 12-month (year round) schedule except administrators on pay

grades 103 to 110 and 401 to 404 and Auxiliary Pay Plan Bi-weekly paid support service employees

This incentive is not available for the following employees

Any monthly paid employee on pay grades 103 to 110 and 404 to 406 Substitute and temporary employees Employees who are not entitled to accrue state days. Employees who were not yet employed as of the first day of the annual calendar for their

position. Employees who take FMLA and use more than 2 total days of either State, Personal, Sick

Bank, or dock days Employees that work less than 20 hours per week.

Eligible full-time employees are entitled to a maximum payment of $500 in accordance with the conditions set forth in (A.) below; Eligible part-time employees are entitled to a maximum payment of $250 in accordance with the conditions set forth in number 1 below;

1) No state or local days or portion thereof were used during the scheduled work days for the completed school year. This includes 10-month child nutrition workers. The only exception to this rule is jury duty or a staff development absence or school business.

Eligible fulltime employees are entitled to a maximum payment of $200 in accordance with the conditions set forth in (B.) below; Eligible part-time employees are entitled to a maximum payment of $100 in accordance with the conditions set forth in number 2 below;

2) Two days or less were used during the scheduled work days for the completed school

year.

Monthly paid employees who work at least 40 hours per week are eligible for the full payment of $500. Bi-weekly paid Child Nutrition employees who work less than 6 hours per day are eligible for a payment of $250.

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Payments to monthly paid employees and child nutrition workers will be paid following the completion of the days in their scheduled work year. Payments to year-round bi-weekly paid maintenance employees will be paid in September based on eligibility for the previous year. Payment for this benefit is contingent upon the appropriation of funding for this purpose in the annual district budget. The District reserves the right to suspend or curtail this benefit based on non-appropriation of funds. Q. Absences In order to accurately document service records and absences for sickness, workers comp injuries and personal leave it is critical for an employee’s absences to be documented in the SmartFind System. Campus and department administrators shall maintain adequate documentation at their campus and department to ensure that each employee works the appropriated number of days for which they are being paid. Pre-planned absences must be approved by a supervisor in advance. Absences that do not fall within district guidelines have to be approved by Central Office. Absences due to sickness and other non-planned situations must be entered in SmartFind according to district timelines. Employees with five or more consecutive absences must submit a Request for Long Term Leave form to the Human Resources Department. Job protected leave is granted according to Federal FMLA law, TEA and local board policy. Failure to enter absences in SmartFind in a timely manner could result in loss of pay and inability to properly complete service records. All employees that receive non-duty days should record the use of these awarded days in SmartFind. Non-duty days should be used within a one year period. For example employees whose reasonable assurance of employment that begins on July 1, 2015 will have until August 31, 2016 to use the non-duty days awarded. R. Resignation and Release from Contract According to Coppell ISD Policy DFE, “an employee under a probationary contract or a term contract for the following school year may relinquish the position and leave district employment without penalty by filing a written resignation with the Board designee not later than the 45th day before the first day of instruction of the following school year. A written resignation mailed by prepaid certified or registered mail to the Board’s designee is considered filed at the time of mailing.” If there is a need for the contractual employee to resign after July 1, the employee must contact the Assistant Superintendent of Administration or the Executive Director of Human Resources for a conference. Approval of the resignation will be considered if: A relocation of a spouse to another area is necessary; An individual receives a promotion within the field of education; Health or physical disability. At-will employees must give a two-week written notice of resignation to their supervisor.

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S. Description of Pay Systems Employee pay systems are designed and administered for the purpose of attracting and retaining qualified employees to achieve the goals of the district. The Human Resources Department is responsible for the maintenance, and administration of employee pay systems. All district jobs will be assigned to a pay grade and range structure that sets the range of pay for the position. Jobs are assigned to pay grades on the basis of required job qualifications and skills; job duties and responsibilities defined by the district; and competitive job market rates for comparable jobs. District pay structures are organized by the following job categories:

Salary ranges – placement is by job and individual based on multiple factors Teachers, Registered Nurses (RN’s) and Librarians Administrative/Professional Clerical and Paraprofessional Technology Auxiliary

Pay ranges are reviewed and adjusted periodically. Employee pay is adjusted based on the pay increase budget and guidelines approved by the Board annually.

T. General Pay Increases and Eligibility

Employee pay will be reviewed periodically for adjustment. General pay increases (GPI) are based on the annual budget approved by the Board. To receive a general pay increase, an employee must be in a paid status or on an approved leave of absence at the time of the first pay cycle reflecting the pay increase. Employees on Pay Ranges General pay increases for employees on pay ranges are calculated by applying the percent increase approved by the board each year to the midpoint rate of the pay range. Employees in the same pay grade will receive the same rate of increase unless the employee has reached the maximum of the pay range. It is at the Board’s discretion as how to award raises for staff above the maximum pay range.

Example: Range Midpoint x Percent Increase = Pay Increase Secretary – Pay Grade 3 Rate Increase Annual Increase

Range Midpoint $14.87 Hourly Increase $ 0.59

% Increase x .03 Duty Hours x 8.0

Hourly Increase $ 0.4461 Duty Days x 226 Annual Increase $1,066.72

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A New Hire Guide is adopted for a one-year period only and is used to appropriately calculate the salaries of new teachers, librarians, and registered nurses (RN’s). For the 2015-2016 school year, the Board has approved a minimum salary for all new hires in this category of $50,750. Returning teachers, librarians, and registered nurses (RN’s) are determined by calculating a percentage of a control point. For the 2015-2016 school year, the raise for returning employees in this category is $1,715. For 2015-2016 the Board of Trustees has elected to provide a 3% raise.

U. Personnel Assignments 180 - 184 Days (based upon school calendar) - Child Nutrition Managers and Workers 187 Days Classroom Teachers, Nurses, Computer Lab Managers, Instructional Assistants, Library Assistants, Campus Office Clerks, Instructional Aides (all levels), Elem & Middle School Library Aides, ISS Aides, Clinic Aides, H.S. Receptionist, H.S. Library Technologist, Campus Technology Specialist, Alternative School Behavior Specialist, Campus Technology Managers, ISS Assistants, Clinic Assistants, Speech Therapist/Pathologists, Homebound Teachers, In-Home Trainer, HS Receptionist, HS Security Guard 197 Days Librarians, Educational Diagnosticians, Licensed Specialists In School Psychology (LSSP), Elementary & Middle School Counselors, Data Entry Clerks, Campus Secretaries, Integration Specialists, CTE Facilitator, Visually Impaired Teacher, HS Head Choir Director, Marketing Coop Teacher, HS Library Technologist, Occupational Therapists, Physical Therapists, Some Career & Technology Teachers, Behavior Specialist, Behavior Consultant, HS Attendance Clerk 204 Days - Elementary School Assistant Principals 211 Days MS Assistant Principals, Lead MS Counselor, HS Counselors, Lead Educational Diagnostician, Lead HS Special Education Teacher, Girls’ Athletic Coordinator, Campus Secretaries, ES Principals’ Secretaries, HS Data Entry Clerk, . Dietician, Nutrition Culinary Trainer, HS 9th Grade Secretary, Coordinator of Behavioral Services 216 Days ES Principals, HS Assistant Principals, Child Nutrition Director, Assistant Child Nutrition Director, Boy’s Athletic Coordinator/Head Football Coach, Child Nutrition Secretaries, Some Central Office Para-Professional Staff, Education Foundation Secretary, General Services Workers, Some Secondary Principal’s Secretaries, HS Registrar, High School Lead Counselor 226 Days Superintendent, Assistant Superintendents, Chief Financial Officer, Secondary Principals, HS Associate School Principal, Executive Directors, Directors, Coordinators, Head Band Director,

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Athletic Facilities Coordinator, Secondary Principal’s Secretaries, Network Engineers, Central Office Secretaries/Administrative Assistants, PC Technicians, Technology Specialists, Certification Manager, Benefits Manager, Payroll Manager, PEIMS Coordinator, Student System Support Coordinator, Webmaster, Director of Facilities Management, High School Finance Secretary, Athletic Director, General Services Manager 230 Days Maintenance & Custodial Department Secretaries, Maintenance Coordinator, Assistant Director of Maintenance & Grounds 261 Days - Custodial & Maintenance Workers

Teachers, Librarians, and Nurses (RN) Base Salary for New Hires

$50,750

Master's Degree Stipend= $1,200 Doctorate Degree Stipend= $1,200

Salaries are based on a 187 day contract.

Salaries are determined individually with consideration for job-related experience and credentials.

All returning employees in the Teacher Pay Grade (Teachers, Librarians and Nurses), who work 187 days, will receive a $1,715 pay increase

and those who work 197 days will receive a $1,806 pay increase.

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V. Pay Plans

2015–16 Administrative‐Professional Pay Plan

Coppell ISD Pay

Grade Job Title Calendars Minimum Midpoint

101 Daily $183.70 $220.00

Asst Director, Food Service 216 187 Days 34,352 41,140

Asst Director, Maintenance 230 211 Days 38,761 46,420

Athletic Trainer 187 216 Days 39,679 47,520

Dietitian/Menu Planner 211 230 Days 42,251 50,600

102 Daily $248.00 $297.00

Benefits Manager 226 226 Days 56,048 67,122

Payroll Manager 226 Staff Accountant 226 103 Daily $285.19 $341.55

Assistant Principal, ES 204, 211 187 Days 53,331 63,870

Assistive Technology for Special Education 197 197 Days 56,182 67,285

Educational Diagnostician 197, 211 204 Days 58,179 69,676

Intervention Specialist 197 211 Days 60,175 72,067

LSSP 197 226 Days 64,453 77,190

School Counselor, Alt 211 School Counselor, ES 197, 211 School Counselor, HS 211, 226 School Counselor, MS 197, 211 Speech Pathologist 187, 211 104 Daily $308.01 $368.87

Assistant Principal, MS 211 197 Days 60,678 72,667

Band Director, HS 226 211 Days 64,990 77,832

Occupational Therapist 197 226 Days 69,610 83,365

Physical Therapist 197 105 Daily $332.65 $398.38

Assistant Principal, HS 216, 226 211 Days 70,189 84,058

Associate Principal, HS 226 216 Days 71,852 86,050

Campus Athletic Coordinator 226 226 Days 75,179 90,034

Coordinator, Behavior Services 211 Director, Advanced Academics 226 Director, Enrichment 226 Director, Instructional Tech 226 Director, Intervention Services 226 Director, Language and Literacy 226 Director, Marketing 226

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Director, Mathematics 226 Director, Professional Learning 226 Director, Research & Assessment 226 Director, Science 226 Director, Social Studies & Career & Technology 226 106 Daily $359.26 $430.25

Asst Principal, ES/Director, Curriculum 204 204 Days 73,289 87,771

Director, Food Service 216 216 Days 77,600 92,934

Director, Maintenance 226 226 Days 81,193 97,237

Director, Purchasing 226 Principal, ES 216 107 Daily $388.00 $464.67

Director, Accounting 226 226 Days 87,688 105,015

Director, Public Relations 226 Director, Special Education 226 108 Daily $426.56 $501.84

Exec Director, Curriculum 226 226 Days 96,403 113,416

Exec Director, Human Resources 226 Exec Director, Intervention Services 226 109 Daily $460.69 $541.99

Director, Athletics 226 226 Days 104,116 122,490

Principal, Alt 226 Principal, HS 226 Principal, MS 226 110 Daily $552.83 $650.39

Asst Superintendent, Administration 226 226 Days 124,940 146,988

Asst Superintendent, Business 226 Asst Superintendent, Instruction 226 Chief Financial Officer 226

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2015–16 Clerical‐Paraprofessional Pay Plan

Coppell ISD Hours 8.0

Pay Grade Job Title Calendars Minimum Midpoint

201 Hourly $14.15 $17.25

Inst Asst ‐ Classroom 187 187 Days 21,168 25,806

Inst Asst ‐ General/Resource 187 197 Days 22,300 27,186

Office Aide 187 Office Aide, ES 187 Office Aide, MS 197 Office Clerk, MS 197 Office/Clinic Aide 187 Office/PE Aide 187 202 Hourly $15.49 $18.89

Inst Asst ‐ Special Program 187 187 Days 23,173 28,259

ISS Aide 187 197 Days 24,412 29,771

Library Aide 187 Library Aide, HS 197 Nurse Aide 187 Receptionist, Campus 187, 197 203 Hourly $16.57 $20.21

Data Entry, HS 211 187 Days 24,789 30,234

Data Entry, MS 197 197 Days 26,114 31,851

Licensed Vocational Nurse 187 211 Days 27,970 34,114

Receptionist, Admin 226 226 Days 29,959 36,540

Secretary, HS Asst Principal 197, 226 230 Days 30,489 37,186

Secretary, HS Attendance 197 Secretary, HS Counselor 211 Secretary, Maintenance 230 Student Services, HS 211 204 Hourly $17.73 $21.62

Clerk, Accounts Payable 226 211 Days 29,928 36,495

Clerk, Textbooks 226 226 Days 32,056 39,089

Registrar, HS 226 Secretary, Dir Adv Acad/Dir Res & Asses 226

Secretary, Dir Enrichment/Coord Curriculum 226

Secretary, Dir Prof Lrng/Coord Curriculum 226 Secretary, ES Campus 211 Secretary, HS Finance 226 Secretary, MS Campus 226

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205 Hourly $18.97 $23.13

Clerk, Payroll/Attendance 226 216 Days 32,780 39,969

General Services Manager 226 226 Days 34,298 41,819

HR/Communications 226 230 Days 34,905 42,559

Payroll/HR Liaison 226 Secretary, Curriculum 226 Secretary, Dir Intervention 226 Secretary, Dir Maintenance 230 Secretary, Dir Special Ed 226 Secretary, HS Athletics 226 Secretary, HS Principal 226 Secretary, Human Resources 226 Secretary, New Tech 226 Secretary, Purchasing 226 Secretary, Technology 226 Secretary, Victory Place 216 Substitute Coordinator 226 206 Hourly $20.30 $24.75

Secretary, Exec Dir & Dir Curriculum 226 216 Days 35,078 42,768

Secretary, Exec Dir Intervention 226 226 Days 36,702 44,748

Secretary, Food Service 216 207 Hourly $22.24 $26.48

Secretary, Asst Supt Admin/Exec Dir HR 226 226 Days 40,210 47,876

Secretary, Asst Supt Business/CFO 226 Secretary, Asst Supt Instruction 226 208 Hourly $24.91 $29.66

Certification Manager 226 226 Days 45,037 53,625

Secretary, Superintendent 226 209 Hourly $27.90 $33.22

PEIMS Coordinator 226 226 Days 50,443 60,062

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2015–16 Auxiliary Pay Plan

Coppell ISD

Pay Grade

Job Title Calendars Minimum Midpoint

301 Hourly $10.25 $12.50

Child Nutrition Workers 184, 185 184 Days 15,088 18,400

Custodian 261 185 Days 15,170 18,500

261 Days 21,402 26,100

302 Hourly $11.89 $14.50

Maintenance, Athletics 261 261 Days 24,826 30,276

Maintenance, Grounds 261

Maintenance, IPM & Grounds 261

303 Hourly $13.08 $15.95

Maintenance, General 261 187 Days 19,568 23,861

Maintenance, Preventive 261 261 Days 27,311 33,304

Security Guard 187

304 Hourly $14.39 $17.55

Food Service Manager, ES 184 184 Days 21,182 25,834

Food Service Manager, MS 184

305 Hourly $15.83 $19.31

Maintenance, Building Maint (Trade) 261 261 Days 33,053 40,319

Maintenance, General (Trade) 261

Maintenance, Grounds Lead 261

Mechanic 261

306 Hourly $18.21 $22.21

Food Service Manager, HS 184 184 Days 26,805 32,693

Maintenance, Electrical 261 261 Days 38,022 46,374

Maintenance, Irrigation (Lic/Cert) 261

Maintenance, Preventive HVAC 261

307 Hourly $20.03 $24.43

General Services 216 216 Days 34,612 42,215

Maintenance, General (Lic/Cert) 261 261 Days 41,823 51,010

Maintenance, HVAC (Lic/Cert) 261

Maintenance, Kitchen Equip (Lic/Cert) 261

Maintenance, Plumber (Trade) 261

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308 Hourly $22.03 $26.87

Maintenance, Energy Monitor 261 211 Days 37,187 45,357

Nutrition Culinary Trainer 211 261 Days 45,999 56,105

2015–16 Technology Pay Plan

Coppell ISD Pay

Grade Job Title Calendars Minimum Midpoint

401 Hourly $16.40 $20.00

Campus Technology Manager 187 187 Days 24,534 29,920

402 Hourly $19.68 $24.00

Technical Support Specialist 197, 226 197 Days 31,016 37,824

226 Days 35,581 43,392

403 Daily $213.20 $260.00

Help Desk Manager 226 226 Days 48,183 58,760

404 Daily $245.18 $299.00

Network Engineer 226 226 Days 55,411 67,574

Webmaster 226 406 Daily $321.50 $378.24

Director, Student Systems 226 226 Days 72,659 85,482

Director, Technical Services 226 407 Daily $466.18 $548.45

Chief Technology Officer 226 226 Days 105,357 123,950

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W. Paydates

The schedule of pay dates for the 2015-2016 school year is as follows:

Requests for special pay must be submitted to the payroll office by 12:00 pm on the following dates in order to be paid inthat month's payroll:

Requests For Special Pay/Extra Duty Due Dates: Scheduled Pay Dates:

Thursday, September 10, 2015 Friday , September 25, 2015Friday, October 9, 2015 Friday, October 23, 2015Tuesday, November 10, 2015 Wednesday , November 18, 2015Friday, December 4, 2015 Wednesday, December 16, 2015Friday, January 8, 2016 Monday, January 25, 2016Wednesday, February 10, 2016 Thursday, February 25, 2016Thursday, March 10, 2016 Friday, March 25, 2016Monday, April 11, 2016 Monday, April 25, 2016Tuesday, May 10, 2016 Wednesday, May 25, 2016Friday, June 10, 2016 Friday, June 24, 2016Monday, July 11, 2016 Monday, July 25, 2016Wednesday, August 10, 2016 Thursday, August 25, 2016

Any requests received after the above due date will be paid the following month.

PAYDATES for 2015-2016 (Monthly Employees)

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PAYDATES FOR 2015-2016 (Bi-Weekly Employees)


Requests for special pay must be submitted to the payroll office by 12:00 pm on the following dates

in order to be paid in that month's payroll:

Timesheets need to be approved by 12:00 pm every Tuesday.

Payroll Worksheets/Requests for Special Pay Due Dates: Scheduled Pay Dates:

Tuesday, September 1, 2015 08/15/15 thru 08/28/15 Friday , September 11, 2015

Tuesday, September 15, 2015 08/29/15 thru 09/11/15 Friday , September 25, 2015

Tuesday, September 29, 2015 09/12/15 thru 09/25/15 Friday, October 9, 2015

Tuesday, October 13, 2015 09/26/15 thru 10/09/15 Friday, October 23, 2015

Tuesday , October 27, 2015 10/10/15 thru 10/23/15 Friday , November 6, 2015

Tuesday , November 10, 2015 10/24/15 thru 11/06/15 Friday , November 20, 2015

Thursday, November 19, 2015 11/07/15 thru 11/20/15 Friday, December 4, 2015

Tuesday, December 8, 2015 11/21/15 thru 12/4/15 Friday, December 18, 2015

Monday, December 14, 2015 12/05/15 thru 12/18/15 Thursday, December 31, 2016

Tuesday, January 5, 2016 12/19/15 thru 01/01/16 Friday, January 15, 2016

Tuesday, January 19, 2016 01/02/16 thru 01/15/16 Friday, January 29, 2016

Tuesday, February 2, 2016 01/16/16 thru 01/29/16 Friday, February 12, 2016

Tuesday, February 16, 2016 01/30/16 thru 02/12/16 Friday, February 26 , 2016

Tuesday, March 1, 2016 02/13/16 thru 02/26/16 Friday, March 11, 2016

Thursday, March 10, 2016 02/27/16 thru 03/11/16 Friday, March 25, 2016

Tuesday, March 29, 2016 03/12/16 thru 03/25/16 Friday, April 8, 2016

Tuesday, April 12, 2016 03/26/16 thru 04/08/16 Friday, April 22, 2016

Tuesday, April 26, 2016 04/09/16 thru 04/22/16 Friday, May 6, 2016

Tuesday, May 10, 2016 04/23/16 thru 05/06/16 Friday, May 20, 2016

Tuesday, May 24, 2016 05/07/16 thru 05/20/16 Friday, June 3, 2016

Tuesday, June 7, 2016 05/21/16 thru 06/03/16 Friday, June 17, 2016

Tuesday, June 21, 2016 06/04/16 thru 06/17/16 Friday, July 1, 2016

Tuesday, July 5, 2016 06/18/16 thru 07/01/16 Friday, July 15, 2016

Tuesday, July 19, 2016 07/02/16 thru 07/15/16 Friday, July 29, 2016

Tuesday, August 2, 2016 07/16/16 thru 07/29/16 Friday, August 12, 2016

Tuesday, August 16, 2016 07/30/16 thru 08/12/16 Friday, August 26, 2016

Any requests received after the above due date will be paid the following pay period.

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Requests for special pay must be submitted to the administration office by 12:00 pm on the following dates in order to be paid in the next month's substitute payroll:

Request For Special Pay Due Dates: Scheduled Pay Dates:

Tuesday , September 1, 2015 Thursday, September 10, 2015Thursday, October 1, 2015 Friday, October 9, 2015Tuesday , November 3, 2015 Tuesday, November 10, 2015Tuesday, December 1, 2015 Thursday, December 10, 2015Monday, January 4, 2016 Friday, January 8, 2016Tuesday, February 2, 2016 Wednesday, February 10, 2016Tuesday, March 1, 2016 Thursday, March 10, 2016Friday, April 1, 2016 Friday, April 8, 2016Monday, May 2, 2016 Tuesday, May 10, 2016Wednesday, June 1, 2016 Friday, June 10, 2016Friday , July 1, 2016 Friday, July 8, 2016Tuesday, August 2, 2016 Wednesday, August 10, 2016

Any requests received after the above due date will be paid the following pay period.

PAYDATES FOR 2015-2016 (Substitutes)

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