File:  GDBA - Support Staff Salary Schedules

The Board shall establish salary schedules for support staff employees.  The Board desires its compensation approach for support staff employees to be performance based.

Annual increments shall be dependent on the employee's satisfactory performance appraisal and responsibility rating in accordance with the salary program adopted by the Board.  Support staff members hired on or before January 1st will be eligible for an annual increase based on his/her performance appraisal.

The support staff salary structure consists of a salary range (minimum and maximum).  The minimum and maximum of each pay range shall move simultaneously as the market increases within our available new dollars from the School Finance Act with the goal of bringing all jobs up to market level (our defined market will be consistent with the identified market for teachers).

An employee who is not at the maximum of his/her salary range but will exceed that maximum with a performance raise or PGP increase will be given an increase on his/her hourly rate of pay up to the current maximum.

Performance appraisals shall be completed each year preceding the employee's scheduled salary review.  New hires and employees who transfer positions shall continue to receive a probationary performance appraisal after a six-month probationary period.

The superintendent shall be responsible for directing the implementation and administration of compensation policies throughout the District.  He/she shall recommend compensation adjustments for support staff to the Board, review and approve exceptions to salary policies, and function as a liaison with the Board.

The Board shall approve the overall objectives and policies for the support staff salary administration program and review and approve adjustments to the support staff salary structure and annual performance and promotion budgets.

Placement on the salary schedule in the case of transfers within the District will be handled in the following manner:

a.  If an employee is moving to a position of greater responsibility, (s)he will be placed at the same point above the minimum as the lesser position.

b.  If an employee is moving to a position of lesser responsibility, in a related area, (s)he will be placed in the lower pay grade  at the same point above the minimum held in the position of greater responsibility.

c.  If an employee moves to a position of lesser responsibility in a non-related area, (s)he will be placed on the minimum of the pay grade to which (s)he has been transferred.

d.  If an employee moves back into a position previously held, (s)he would be placed on the same point above the minimum at the time (s)he left the position (exclusive of leaves of absence) if this occurred within the last 12 months.

A support staff employee with two or more years of experience who resigns in good standing from the District and is re-hired within 12 months to the same job classification may be hired at the same hourly rate of pay as s/he was earning prior to his/her resignation.

Support staff employees who successfully complete a Professional Growth Plan shall receive pay increases according to the PGP provisions for support staff approved by the Board.  The educational increase will be in addition to any performance pay.

Support staff substitutes (including long term substitutes) are compensated at the base rate of the position.  Support staff substitutes will be required to punch in and out using the District's identified time keeping system and will be paid on the regular payroll cycle.  If a support staff substitute is currently employed in a position and will be working additional hours as a substitute in his/her same position s/he will be compensated at their regular hourly rate of pay.

On occasion a clerical error may occur and the District may overpay or underpay a support staff member the compensation which is due to them.  If the District or the support staff member becomes aware of an apparent overpayment or underpayment, the other party shall be given immediate written notification of such fact.

  Within 30 days of the District's receipt of written notification from the support staff member that the s/he has been underpaid, the District shall pay the employee the amount owing to the employee along with interest as allowed by law per annum from the date or dates on which such underpayment occurred on the next regularly scheduled payroll date for support staff member.  Upon written receipt by the support staff member from the District that the District has overpaid the support staff member, his/her hourly wage/salary will be adjusted effective on the date the overpayment was discovered.

  Within 30 days (or a period of time within the current year that is mutually agreed to by both parties) of the support staff member's receipt of written notification from the District that the District has overpaid the support staff member the support staff member shall repay the amount owing to the District along with interest as allowed by law per annum from the date or dates on which such overpayment occurred.  Depending upon the circumstance related to the overpayment, the interest on the overpayment may be waived.

  If the support staff member fails to repay the District, the District shall have the right to withhold the amount due the District from any monies which the District owes the support staff member.

  In no event shall any claim by the support staff member or the District for overpayment or underpayment be recognized more than 12 months after the date on which such overpayment or underpayment occurred.

If the Board declares a fiscal emergency during a budget year as allowed by State law, it may reduce salaries for all employees on a proportional basis or alter the work year of employees.  Any such reduction in salaries may be made notwithstanding any adopted salary schedule or policy.

Adopted August 22, 1995

Revised: January 8, 2003

Revised: February 11, 2004

Revised: October 22, 2008

Revised: June 22, 2010

Revised: October 22, 2013

LEGAL REFS.:  C.R.S. 22-32-109 (1)(f)

C.R.S. 22-32-110 (5)

C.R.S. 22-44-115.5 (2)

CROSS REF.:  DBK*, Fiscal Emergencies

GBDA, Board-Staff Meet and Confer

GDO, Evaluation of Support Staff

NOTE:  Please refer to the "Support Staff Salary Program for Summit School District RE-1," and the "Salary Administration Manual," on file in the superintendent's office.