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 | School Salaries Policy
The Faculty, Principal, and support Staff salaries will be annually set according to the following policy.
Teachers
The lay teachers’ salary will be based on a salary scale that is, at a minimum, eighty- five percent of the prior year’s Jefferson City Public School District’s salary scale. The School Board shall approve the teachers’ salary scale each year.
The teacher’s salary scale shall include steps and ranges based upon levels of education. Levels of education are:
a. Bachelor of Science Degree, a State certificate and working towards Religious Certification;
b. Bachelor of Science Degree plus eight graduate college credit hours and a Religious Certificate;
c. Bachelor of Science Degree plus sixteen graduate college credit hours;
D. Bachelor of Science Degree plus twenty-four graduate college credit hours;
e. Masters Degree and an Apprentice Level Certificate;
f. Masters Degree plus eight graduate college credit hours;
g. Masters Degree plus sixteen graduate college credit hours; and;
h. Masters Degree plus thirty-two graduate college credit hours.
Credit for additional hours or degrees earned by teachers will be accepted upon successful completion of course work. Salaries will be determined by the actual number of credits or degrees earned at August 31 of the same school year.
A teacher will only receive credit for additional hours at ranges f., g., and h., if the hours are graduate hours in Education or related area or if the hours were pre-approved by the Principal and the teacher earns the hours after earning a Masters Degree.
Teachers will be initially placed in a range corresponding to their achieved level of education and on the step corresponding to their prior years of experience at the time employed. Newly employed teachers with experience outside of the diocese will only receive credit at one-half rate of their prior non-diocesan teaching experience. Teachers will be advanced one step upon receipt of a successful annual evaluation.
According to diocesan policy, a year's experience shall be credited to teachers whose assigned time (teaching, supervision, planning) is more than twenty hours a week for a full year and to teachers who have held a full time position for more than half of the school year. In cases where time is less than the hours specified above, two such years shall comprise one year's experience on the salary scale.
Principal
The lay Principal's salary will be set at what the person would earn at a minimum of eighty-five percent of the prior year’s Jefferson City Public School District’s salary scale as a public school administrator with common credentials and experience.
Assistant Principal
The lay Assistant Principal's salary will be set at what the person would earn on the teachers' salary scale plus ten percent for added administrative tasks and responsibilities.
Director of the Vogelweid Learning Center
The lay Director of the Vogelweid Learning Center's salary will be set at what the person would earn on the teachers' salary scale plus ten percent for added administrative tasks and responsibilities.
Athletic Director
The lay Athletic Director salary will be set at what the Athletic Committee, principal and pastor agree upon.
Support Staff
The principal shall recommend salaries of support staff to the School Board Finance Committee. The Finance Committee may accept or adjust the principal’s recommendation.
The Parish Council shall agree with all salaries (through the consensus process of the school budget building). The Pastor has final approval.
DSP 4501
(Revised, November 22, 1994)
(Revised, October 9, 1995)
(Revised, January, 1997)
Revised March 23, 2004
Approved May 22, 2007
See Principal’s Master School Board Handbook for signed policies
____________________________
President of School Board
____________________________
Principal
____________________________
Pastor
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LEAVE DAYS POLICY
A total of thirty (30) days leave may be accumulated within the same school in addition to the current year's allowance. With the ten (10) allowed days annually, the maximum for a year is forty (40) days.
If the employee needs to use more than several consecutive days of leave, approval of the principal is required.
If an employee exceeds the annual leave (10 days) allowance and all accumulated leave time, the school may adjust the employee’s salary only for the cost of a substitute.
The school will compensate employees one-half short-term substitute teacher daily pay at the end of each school year for each leave day that the employees have accumulated over 30 days.
(Diocesan Policies DSP 4532) (Revised, May 30,2000) Revised January 25, 2005
See Principal’s Master School Board Handbook for signed policies
____________________________
President of School Board
____________________________
Principal
____________________________
Pastor
*******************************************************************SUBSTITUTE PAY FOR EXTENDED PERIOD
A substitute who is hired for over ten (10) consecutive days in the same vacancy will receive 75% of the base pay divided by 182 multiplied by the number of days working in this position.
(Diocesan Policy 4230-3)
(Re-approved, December 2, 1993)
(Re-approved, October 9,1995)
(Re-approved, January 5, 1998)
Re-affirmed March 23, 2004
See Principal’s Master School Board Handbook for signed policies
____________________________
President of School Board
____________________________
Principal
____________________________
Pastor
****************************************************************HARASSMENT POLICY
Employees
The Diocese does not condone any form of harassment. All employees are to be treated with dignity and respect. Harassment in any form is prohibited. The prohibition against acts of harassment applies to all regular, temporary, part-time, full-time employees or volunteers, consultants, clergy, vowed religious and laypersons.
Sexual harassment: Unwelcome sexual advances, requests for sexual favors, and other unwelcome and/or repeated verbal or physical conduct of a sexual nature constitute sexual harassment when (1) submission to such conduct is made, either exp1icitly, or implicitly a term or condition of an individual's employment, (2) submission to or rejection of such conduct by an individual is used as the basis of employment decision affecting such individual, or (3) such conduct has the purpose or effect of unreasonable interference with an individual's work performance or of creating an intimidating, hostile or offensive working environment.
Verbal harassment: Includes derogatory comments, jokes and slurs which can include belligerent or threatening words spoken to another employee
Physical harassment: Includes unwanted physical touching, contact, assault, deliberate impeding or blocking movements, and any intimidating interference with normal work or movement.
Psychological harassment: Psychological harassment shall include any attempt to embarrass, deride, or demean an employee or to destroy their character.
Racial harassment: Includes racial remarks/cartoons, unusual assignments, segregation in the work place and excessive supervision.
Visual harassment: Includes derogatory, demeaning, or inflammatory posters, cartoons, written words, drawings, novelties, and gestures.
PROCEDURES FOR DEALING WITH HARASSMENT
(NOTE IF ANY EMPLOYEE BELIEVES HE OR SHE IS BEING/HAS BEEN HARASSED THAT PERSON CAN CHOOSE TO BEGIN AT either STEP 1, 2 OR 3 OF THE FOLLOWING PROCEDURE.)
1. If an employee believes that he or she has been harassed, that person may elect to express displeasure to the individual harassing him or her before notifying the appropriate authority of the conduct.
2. If the harassment continues, or if the employee is uncomfortable or unable to approach the alleged harasser, he or she should report the harassment to the immediate supervisor, principal or pastor as well as to the superintendent of schools. Anytime a supervisor receives a complaint of sexual harassment (written or verbal) the matter should be reported immediately to the superintendent.
3. If the alleged harasser is the immediate supervisor, principal or pastor, or if it is uncomfortable to bring the complaint to the immediate supervisor, the employee should notify the superintendent of schools. If the alleged harasser is the superintendent of schools, the harassment should be reported to the chancellor.
4. A complaint regarding harassment becomes formal when the person allegedly being harassed prepares and signs a written statement describing the harassment and naming the alleged harasser.
5. Upon receipt of the complaint, the superintendent of schools will initiate an investigation of the complaint. This will include a meeting with the person alleged to have harassed, sharing with that person the nature of the allegations as well as the person bringing the allegation
6. A written report of the findings of the investigation will be made. The report will include an opinion and conclusion as to whether harassment occurred, as well as other relevant information. Based on the results of the investigation, the superintendent of schools, in consultation with the chancellor, will determine what, if any, disciplinary action is warranted. The disciplinary action will relate to the nature, context, and seriousness of the harassment, and can include all disciplinary actions up to and including immediate termination. The person making the complaint will be kept apprised of the progress of the investigation as well as any action taken.
Likewise, if a complaint of harassment is found to be false, the superintendent of schools and/or the person(s) accused reserve the right to redress the complaint.
7. Complaints of harassment and written reports of investigations are kept separate from employees' personnel files. The superintendent of schools will keep complaints of harassment confidential to the extent confidentiality is consistent with the need to investigate, and if appropriate, take disciplinary action.
8. Appeals about the process, findings, and/or resulting decisions of the investigation may be brought to the diocesan Mediation and Arbitration Board, by contacting the Vicar General or Bishop.
The diocese will not condone or authorize any kind of retaliation against any employee who has made a claim of harassment.
Students
Harassment is defined as any unwanted and unwelcome behavior that interferes with the student's performance or creates an intimidating, hostile or offensive learning environment. St. Peter Interparish School does not condone any form of harassment. All students and adults are expected to treat each other with dignity and respect. Should harassment occur the following procedure will be used:
1. Level I: Name calling, the classroom teacher will address aggressive play, etc.
2. Level II: Verbal abuse or written defamation of a more serious nature as determined by the Teacher and Administration, or for repeat offenders, will be addressed by: contacting the parents with the student losing recess time, or experiencing after school detention or in-school/out of school suspension.
3. Level III: Any demeaning verbal or written sexual innuendoes, sexual touching or graphic pictures of a sexual nature will be reported immediately to the Administration. After investigation, parents will be contacted and the following consequences are possible: documented professional counseling along with long term in-school or out of school suspension, referral to juvenile authorities, or possible expulsion.
Any student who retaliates against a fellow student for reporting an offense will also be dealt with at Level III.
Diocesan Policy DSP 4801, DSP 5820
Revised April 23, 2002
Revised February 16, 2005
See Principal’s Master School Board Handbook for signed policies
____________________________
President of School Board
____________________________
Principal
____________________________
Pastor |
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