ADMINISTRATIVE POLICY/PROCEDURE

Personnel employed to fill positions paid from the Executive (B) or Principal/Assistant Principal (C) Salary Scales shall be selected according to provisions of Board Administrative Procedure GBD/GBB – “Professional - Positions/Hiring”. Personnel employed to fill positions paid from the Professional Salary Scale shall be selected according to provisions of Board Administrative Procedure GCD – “Classified Hiring”. All guidelines are subject to annual review.

PLACEMENT AND ADVANCEMENT

Initial placement on the applicable Salary Scale shall be determined within the following guidelines. Exceptions may be approved by the Superintendent in accordance with the needs of the school system.

PLACEMENT – NEW EMPLOYEES

Non-Teaching Salary Schedule

Employees new to the Fulton County School System, assuming a position paid from the Non-Teaching Salary Schedule, will be placed in the appropriate Grade on Steps one (1) through six (6), not to exceed current grade incumbents; based on verified experience in a position with comparable duties and responsibilities as defined in the job description. Outside experience verification must be submitted within one (1) year of hire date to be considered for salary placement credit.

Military experience does not apply to Non-Teaching Employees; however, if verifiable experience was performed in the military, comparable experience credit will be awarded.

Teacher Salary Schedule

Employees new to the Fulton County School System, assuming a position paid from the Teacher Salary Schedule (Regular 190-Day Classroom Teacher Scale, Extended Day/Year 195-Day Teacher Scale, IST-Teacher Scale, or Elementary CST 205-Day Teacher Scale) will be given full experience credit for up to 7 years, plus credit for one-half of up to 16 additional years. Maximum credit for salary is 15 years. In addition, credit will be granted for one-half of (up to 3 years) military service.

PLACEMENT – CURRENT EMPLOYEES

1. Employees promoted or reclassified to a higher grade position will be placed according to the following:

Determine step placement in current grade.
Advance two steps on current grade, or equivalent if current is at maximum, and determine salary amount.
Find equivalent salary amount in the new grade at the step that is closest but not less than the amount in (b) above, not to exceed current grade incumbents.
Determine step placement using salary placement guidelines for “PLACEMENT – REHIRED EMPLOYEES” and determine which step is greater.
This is the assigned step placement in the new position grade.

2. Employees promoted or reclassified to a position with a different annual workday year will be placed according to the following:

Employees working less than a 240 workday year who are moving to a 240 workday year will utilize the 240 workday annual base salary at the current grade and step and follow Step 1.(b), (c) and (d) above.
Employees working a 240 workday year who are moving to less than a 240 workday year will utilize the new position’s appropriate workday annual base salary at the current grade and step and follow Step 1.(b), (c) and (d) above.

3. Employees accepting a lower grade position will be placed according to the following:

Maintain the existing step, not to exceed current salary.
Move to the lower salary grade.
This is the assigned step placement in the new grade.

4. Employees reclassified to a new scale at the same grade shall be placed on the step that is equivalent, and not less than their current salary amount.

PLACEMENT – REHIRED EMPLOYEES

Non-Teaching Salary Schedule

Employees rehired with previous Fulton County School System experience (same grade or comparable duty/responsibility) will be placed at the equivalent annual salary on the current schedule, additional comparable experience may be granted for experience accrued after leaving, up to the maximum allowed for placement of new employees.

Employees rehired with no Fulton County School System experience will be placed utilizing “PLACEMENT – NEW EMPLOYEES” shown above.

DEGREE CREDIT

Non-Teaching Salary Schedule

Positions on the Executive Salary Scale are eligible for degree credit. Additionally, positions eligible for degree credit under the administrative/professional salary schedule of the 2001-02 school year shall continue to be eligible for degree credit. Employees with an earned degree from an accredited institution or certification from the state Professional Standards Commission, beyond that which is required by the state or the school system to continue in the position assigned, will receive additional annual compensation of $3,492.

Additionally, instructional paraprofessionals and clinic assistants are eligible to receive up to two years of experience credit for a degree beyond that which is required by the school system. This credit may be combined with other experience credit to qualify for the maximum step placement allowed for new employees (see PLACEMENT – NEW EMPLOYEES above). To qualify for degree credit, an employee must submit the appropriate degree or certificate to the Personnel Records office.

SUPPLEMENT SALARY SCHEDULE PROVISIONS

The Board recognizes that academic and athletic extra curricular activities are an integral part of the total educational program. The Board also recognizes the need for adult supervision and guidance to provide these opportunities for Fulton County students. Therefore, the Board shall approve a method of equitable compensation for employees performing Board approved duties beyond those required in their primary positions.

DEFINITIONS

Supplemented Duty Duties performed beyond those required in an employee's primary position for which a salary supplement is paid.

Allocation A predetermined number of supplemented duty positions per school for each duty on the supplemented salary schedule. Principals shall not exceed the predetermined allocations.

Annual Supplement The dollar amount paid annually to an employee for performing a supplemented duty.

Rating Points Point value assigned to each supplemented duty based on Hours Worked, Preparation/Planning/Evaluation Time, Students Served, Public Exposure, Adults Supervised, and Student Travel Supervision.

Value Per Point The value of each rating point assigned to a supplemented duty. (Duty Rating X Value Per Point = Annual Supplement) The 2005-06 point value is $183.

Grade Level/

Department A minimum of four teachers, in a grade or subject area, are required to qualify as a grade level/department and to qualify an employee for the grade level/department chair supplement.

Grade Level/Dept

Chair Base Pay The minimum pay for a Grade Level/Department Chairperson's supplement. (High School Base = 12 Points or $2,196.) High School Grade Level/Department Chairpersons with less than seven (7) teachers above the Base shall be guaranteed $281 per month or $3,372 annually. (Elementary and Middle School Base = 10 Points or $1,830.)

I. ASSIGNMENT PERIOD

The maximum assignment period for a supplemented duty is one school year only. These duties shall be assigned by the school principal on an annual basis. The continuation of an assignment is based on the needs of the system. Service is purely voluntary. The employee or the school system may end this assignment at any time. The "Georgia Fair Dismissal Law" (O.C.G.A. §20-2-940) does not apply to these duties.

II. PAYMENT FOR PERFORMING SUPPLEMENTED DUTIES

A. Employees assigned to supplemented duties will be paid the rated amount in effect when assuming the duties.

B. Employees performing supplemented duty assignments for the entire school year shall be paid monthly, 1/12 of the annual supplement. Payments shall be made beginning in September or when assigned the duty. Supplements shall be paid in full by August of each contract/assignment period.

C. Principals may assign Extra Curricular Sponsor supplemented duties for one school year or for periods not less than the approved academic semester. Employees serving for one semester must be identified on the elementary, middle and high school Supplemented Duty Assignment form. Employees serving for less than the full school year shall be compensated at 1/2 ($915) of the annual Extra Curricular supplement amount for each academic semester.

D. Employees who do not serve the entire period of the supplemented activity shall have his/her pay reduced by the number of days missed. (See Supplemented Duty Activity Work Schedule)

E. Employees who fail to perform the supplemented duty shall reimburse the school system in full by June 30 of the fiscal year in which payments were made. The school system shall determine the method of reimbursement.

The school system shall deduct reimbursements from the employee's remaining pay. If under $500, the deduction shall be taken from the employee's check immediately following notification of nonperformance. If over $500, the deductions will be taken in equal installments from each of the employee's remaining pays of the fiscal year.

Principals are responsible and accountable for the timely reporting of employees who do not perform supplemented duties.

III. MAXIMUM PAYMENTS FOR SUPPLEMENTED DUTIES

Principals shall not assign employees to multiple supplemented duties which generate annual supplement pay in excess of $12,344, unless approved in writing by the appropriate instructional Area Superintendent. The Human Resources Department will not process such requests without written approval from the Area Superintendent.

IV. ALLOCATIONS

A. The supplemented duty pay can be used only for the activities so designated on the Supplemented Duty Salary Schedule. Supplemented duty funds not used due to lack of student interest may be used to establish the 15% carryover for the next fiscal year.

B. The per-school allocation shall not be exceeded without permission of the appropriate instructional Area Superintendent and the Chief Human Resources Officer or his/her designee.