employed multiplied by number of days employed) as a creditable year of experience.
(i.e., days employed x FTE = Equivalent Days Worked)
Cafeteria workers, bus drivers and bus assistants must be employed prior to the 90
th
day of the appropriate work schedule and must be employed on the last day of their
contract year without a break in service in order to earn a year of service.
General pay increase recommendations presented to the Board of Trustees by the
administration shall be based on consideration of such factors as cost of living
indexes, wage increases within competitive job markets, and budget resources.
Pay Ranges
Pay ranges represent the internal job classification as well as external job market pay
levels. The greater the level of compensable factors present in a job, the higher the
placement in the pay range structure.
The use of pay range levels facilitates payroll administration and ensures pay equity
among employees. The control rate is the chief control point in the system. A
minimum and maximum pay rate for each range is computed from the control rate
using technical standards that are designed to maintain pay equity or fair pay for each
job in the system of jobs.
Employees should be assigned to a pay range and paid a salary rate between the
minimum and maximum (inclusive). Minimum and maximum pay rates are valid for
only one year. No general pay action is intended to extend an employee’s pay above
the pay range or add pay to an employee’s pay already paid above the assigned
range maximum.
Initial Employment
Employment, assignment, and salary placement should be in accordance with the
duties and responsibilities as specified in the job description. Credentials and records
such as transcripts, certificates, or licenses, must be official and on file with the
district. A Texas educator service record or chronology of prior work history (if
previously employed full time) including the last current salary or wage is required.
Salary placement will be at the direction of the Superintendent or designees, which
shall be the Assistant Superintendent for Employee Services and the Executive
Director for Human Resources. The Human Resources Department shall determine
hiring rates based upon job-related qualifications, salary history, and salaries of other
employees in same position. Advertisements for positions typically will identify the
range minimum up to the control rate as the possible starting salary range. Salary
placement strategies may be different for each employee family consistent with
objectives of district goals.