AGENDA KELSEYVILLE UNIFIED SCHOOL DISTRICT SPECIAL MEETING OF BOARD OF TRUSTEES Agenda and backup documentation can be found

on the district website at: www.kusd.lake.k12.ca.us

Date: April 30, 2012 Time: Open Session: 7:00 p.m.

Place: Kelseyville Unified School District Board Room 4410 Konocti Road Kelseyville CA 95451

I:

CALL TO ORDER: Establish Quorum Pledge of Allegiance

II: III:

APPROVAL OF AGENDA: PUBLIC REMARKS AND CONCERNS: NOTE: At this point on the agenda, opportunity is provided for an individual or a representative of a group to make statements to the Board regarding an item not listed on the agenda. A speaker shall be limited to 5 minutes (Board Policy 9351). The Board will not take action on an item introduced during this portion of the agenda, as this would constitute an illegal act on the part of the Board. ACTION AND DISCUSSION: DISCLOSURE STATEMENT: REGARDING MAJOR ELEMENTS OF AGREEMENT WITH KUTA 1. Approve/Disapprove Tentative Agreement with Kelseyville Unified Teachers Association (KUTA) for 2012-2014 2. Approve/Disapprove MOU between KUSD and KUTA Compensation for K-5 Teachers over Class Size Limits

IV:

V: VI:

ADVANCED AGENDA: ADJOURNMENT to meet again, unless otherwise announced, on Tuesday May 15, 2012 at 7:00 p.m. at Kelseyville Unified School District Office Board Room Kelseyville, California.

Kelseyville Unified School District

4410 Konocti Road Kelseyville, CA 95451 (707) 279-1511 FAX (707) 279-9221

DISCLOSURE OF COLLECTIVE BARGAINING AGREEMENT (In accordance with AB1200, G.C. 3547.5) A new agreement with the Kelseyville Unified Teachers Association (KUTA), effective 07/01/2012 through 06/30/2014 will be presented for Board approval at a public meeting on April 24, 2012. The Disclosure statement is available April 20, 2012. Proposed Change in Salary and Benefits: A. The District will be reducing its contribution to Health Benefits from $20,822.40 annually per FTE to $16,000 effective July 1, 2012. B. A 2% salary increase shall be added to each step of the current salary schedule effective July 1, 2012. C. A 2.5% salary increase shall be added to each step of the 2012-2013 salary schedule effective July 1, 2013.

Benefit Costs Savings from Proposed Changes: (Restricted & Unrestricted) 2011-12 Cost W/Previous Cap Cost W/New Cap Savings $ $ $ 1,617,677 1,617,677 (0) $ $ $ 2012-13 1,779,444 1,250,095 (529,349) $ $ $ 2013-14 1,957,389 1,250,095 (707,294)

Salary Costs from Proposed Changes: (Restricted & Unrestricted) 2011-12 Cost W/Step & Column Cost W/Step $ Column + 2% + 2.5% Increase $ $ $ 5,548,875 5,548,875 (0) (0) $ $ $ $ 2012-13 5,517,007 5,626,967 109,960 $ $ $ 2013-14 5,582,909 5,836,067 253,158 (454,136)

Net Savings $

(419,389) $

Funding: These savings will be used to help offset the structural deficit the District is currently facing. Prior to this agreement, the Districts Multi-Year Projections at 1st Interim reflected $50k operating deficit for 2011-12, a $929k operating deficit in 201213 and $1.4m operating deficit in 2013-14.

ARTICLE I: COMPENSATION A. The District will compensate employees for their services based upon the salary schedule in place during the contract year. The salary schedule for 2010/11 2011/12 is attached hereto as Exhibit A and a longevity step of 2.5% at Step 31 has been added effective July 1st, 2010. A 2% salary increase shall be added across the board to the salary schedule effective July 1, 2012. A 2.5% salary increase shall be added across the board to the salary schedule effective July 1, 2013 Co-curricular salaries shall be as enumerated in Exhibit "B", provided that regardless of any past practice, the Board shall have full discretion to determine the duties and qualifications for each position. Employees shall receive compensation in eleven monthly installments. Teachers employed initially before the 2001-2002 school year and who, prior to July 1, 2001, obtain a B-CLAD certificate or bilingual credential and maintain such certificate or credential in current effect Unit members with a BCLAD or bilingual credential shall receive a yearly stipend of $1,000. Part-time teachers who qualify as described above will receive a pro rata stipend. For income tax purposes only, the Association members W-2 form will show an income that is eight percent less than the gross payment. The District will contribute the eight percent to the State Teacher Retirement Service along with the District share for retirement purposes. This mechanism will qualify members for a tax saving on gross income and allow a tax deferred retirement program. The District and Association agrees that participation in STRS tax deferral program is for tax purposes only and the District shall not be required to pay the individual employee's contribution to STRS. The Association agrees to indemnify and hold the District harmless from any and all claims arising from implementation of, or participation in, the STRS tax deferral program including all costs and reasonable attorney fees incurred with regard to such claims. If the Board, in its discretion, decides to distribute a portion of the lottery money for the purpose of employee recognition, employees in the certificated bargaining unit will be included in that distribution. The District may withhold warrants if contracts, credentials, or other legal requirements are not complete. Employees holding a Masters Degree shall receive a stipend of $1,000 annually. Employees rendering additional services shall be paid extra by special contract.

B.

C. D.

E.

F.

G. H. I.

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J.

Employees hired before September 1, 1996 who have gained 90 District-approved units in excess of their Bachelor of Arts degree, shall receive a salary that will include an additional 3% in excess of their AB+75 column placement. Employees must teach seventy-five percent of the days in the school year to qualify for vertical advancement on the salary schedule. An employee shall be advanced vertically one year for each step of a certificated teaching experience up to the maximum step in the column. Horizontal advancement on the salary schedule (Exhibit A) shall be limited as specified in Article II (Professional Growth). New employees will be granted credit for prior teaching experience as follows: 1. 2. 3. 4. 5. A maximum of five years credit will be granted. Placement will not exceed step 6 on the salary schedule. Credit will be given on a year-for-year basis up to the five-year maximum. The teaching experience must have been full time and for a minimum of 75% of a school year for which credit is given. The experience must have been in a public school, or a WASC accredited private school. The experience must have been in a position requiring certification qualifications, and the person must have been appropriately credentialed during the entire time for which credit is given. As an incentive to recruit new employees for teaching positions requiring a specialized credential in math or science for which the District is unable to attract an adequate pool of applications, and after the new employee earns tenure with the district, then all of their years of service will be granted credit on a year-for-year basis or up to a maximum of step 16. The District shall add the additional funding required (additional costs over step 6) so that KUTAs portion of available funds is not negatively affected.

K.

L. M.

6.

N. O.

Summer and after school teaching assignments will be paid $27.50 $32.00 per hour. Pay for teaching during the preparation period will be $20.97 per hour. The hourly rate for voluntarily teaching a class (doing planning, grades, etc.) during a prep period shall be $32.00 per period. The hourly rate for substituting for another teacher during a prep period on a short-term basis (one or two days) shall be $28.00 per period.

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ARTICLE VI: EMPLOYEE BENEFITS A. DEFINITIONS 1. Self-Insured Schools of California (SISC III) shall mean the joint powers agreement that Kelseyville Unified School District participates in to provide health benefits for employees. Carrier shall mean that organization with which the District contracts to administer and provide health coverage for employees. Level of benefits shall mean the amount of benefits provided employees within each of the areas of coverage. Coverage shall mean those benefits currently provided employees in the health contract.

2. 3. 4. B.

EMPLOYEE BENEFITS 1. Employees shall be offered a Blue Cross PPO plan offered by SISC III. The dental plan shall consist of the Delta Dental Incentive plan at the $2,000 level. The vision plan shall consist of Vision Service Plan Plan A with a co-payment of $20.00. The Behavior Health Plan will consist of PacifiCare Behavioral Health Plan. The prescription benefit shall consist of Medco 3/15/15 plan. No other medical, dental, or vision plans will be offered. Effective July 1, 2012 tThe District shall pay the full cost of the above $16,000 toward the package for the duration of this agreement and any increases pending completion of negotiations on a successor agreement unless mutually agreed to in writing by the parties. Any employee who provides the District with written verification that they are; A) Declining coverage because they have other coverage for themselves and/or their dependents, or, B) They are eligible for health & welfare benefits but work less than full-time and their share-of-cost would be a financial burden, may elect to receive cash in lieu of the benefit package. The decision to accept the cash in lieu of option may only be made during the annual open enrollment period established by SISC III. The following applies only to those employees who currently receive the health package and elect to receive cash-in-lieu. The benefit provided to employees under Article VI. B. 10 shall remain unchanged. The amount will be equal to 70% of the Districts annual contribution towards the health benefit package described in paragraph B.1.above.

2.

3.

4.

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5.

Regular part-time employees who work at least half-time or more are eligible for benefits. The District's contribution to the premium shall be prorated based on the employees percentage of full time equivalence. The District will provide the Association with SISC III correspondence. New employee health insurance shall commence the first of the next month following the first day of paid service. Should an employees employment terminate, the health benefits shall continue through the following calendar month. Should an employees employment terminate, the health benefits shall continue through the following calendar month. Such employee shall be entitled to purchase continued coverage under the health and dental plans as provided through COBRA and the health insurance carrier. Employees participating in shared-contract teaching assignments shall receive salary and benefits on a pro-rata basis equivalent to maximum received by 1.0 FTE with the exception of the provisions shown under Article IX. Prior to July 1, 1986, employees may arrange for payment of an amount equal to and in lieu of the District contribution to said medical, dental, or vision plans. No unit member shall be enrolled in the fully paid cash in lieu of option if his/her first paid working day occurs on or after July 1, 1986. Absolutely no employees may enroll in the fully paid cash in lieu of option after December 1, 1987. At retirement, this option will terminate, refer to Article IX.B.5 The District will make available appropriate benefits as provided for in AB528 and PL99-272. The Association will be notified of funds received by the District from SISC III in the form of rebates, dividends, etc., and said funds will be designated in accordance with negotiated agreements.

6. 7.

8.

9.

10.

11. 12.

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ARTICLE X: TRANSFERS AND REASSIGNMENTS A. Transfers Definition of terms/procedure 1. 2. A transfer is the movement of an employee from one school site to another. A vacancy is a position within the bargaining unit at a school site that the District determines needs to be filled. Vacancies will be posted for six four (4) days in-house for employees. Vacancies occurring during summer months will be posted simultaneously for employees and outside applicants with preference going to current employees. The employee or the District may initiate transfers. A day is a day the District office is open. Teacher seniority for purposes of transfers is based on contracted teaching time in the District, not date of hire. A seniority list shall be created and distributed to the KUTA President by April 15th of each year. The District shall post notices of site vacancies involving positions for employees on employee bulletin boards at each site and provide the Association president and site building representatives with a copy of notices. The District agrees to compensate each employee who is involuntarily transferred for two additional days pay for the time and effort involved in each move. The daily rate will equal the employees total salary divided by the number of contract days. District seniority list will be posted at each site and updated annually (By January 1st).

3. 4. 5.

6.

7.

8. B.

Transfers initiated by the employee. 1. Requests for transfers must be made in writing to the site principal where the vacancy exists prior to the posted deadline (6 4 days minimum) - OR An employee may make a general request for transfer in writing to his/her site principal. An employee will be notified by mail of vacancies

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occurring during non-school periods (summer) if self-addressed, stamped envelopes are provided by the employee to the District Office. 2. An employee-initiated transfer may fill a vacancy based on District seniority with the following provisions: a. b 3. 4. As determined by the Superintendent, is in the best interest of students and educational program based on valid objective criteria. The employee is appropriately credentialed.

Employees at different sites with like assignments may mutually initiate a transfer (switch or trade) with mutual consent of the site administration. Once a voluntary request for transfer has been approved, the employee may not rescind the transfer for a period of at least one year and only if a vacancy exists. If a transfer request is denied, the principal shall, if the employee so requests, provide specific reasons for the denial. Within five days, the employee may appeal the principal's denial to a Transfer/Reassignment Committee for further review. The Committee will be composed of two employees and one District administrator. The employee who appeals the transfer/reassignment will select the administrator for the committee. The principal who has denied the request will select the employees for the committee. The review will be within ten days. The committee process may be waived if it infringes on legal/ confidentiality rights of either party. The decision of the committee may be appealed within two days to the Superintendent for review. The decision of the Superintendent shall be final and binding.

5. 6.

7.

C.

District-initiated transfer 1. 2. District-initiated transfers shall be based on the valid, objective, legitimate educationally related needs of the District and its students. If a transfer becomes necessary, the District shall actively seek volunteers prior to any involuntary transfer. If an involuntary transfer is still necessary, the employee with the least District seniority shall be transferred with the following provisions: a. As determined by the Superintendent, is in the best interest of students and educational program based on valid, objective criteria.

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b.

The employee is appropriately credentialed. Or

c.

To expand or stimulate employee performance, this type of district-initiated reassignment may be initiated no more than once in a five year span.

3.

The employee shall be officially notified by mail or in person as soon as the District determines that it will initiate an employee transfer. The District shall provide the employee with the reasons for the transfer, and the principal shall schedule a conference with the employee to discuss the transfer. The employee may, after the conference with the principal, request a conference with the Superintendent to discuss the transfer and the reasons therefore. The decision of the Superintendent regarding the transfer shall be final pending any appeal to the Board of Trustees. The employee being transferred may appeal the Superintendents decision to the Board of Trustees within ten days of official notification of the transfer. If the employee wishes, he/she may be represented by a K.U.T.A. representative. The Board shall make the final decision of all appeals. Consistent with Government Code 3543, K.U.T.A. representatives shall be notified of any decision made through the appeal process and will be given an opportunity to give their position. The District shall not initiate the transfer of an employee more than one time every two years unless: a. b. Necessary to comply with transfers based on seniority - AND Required by legitimate need of the instructional programs.

4.

5.

6.

The District shall assist the employee in making the transfer. At the employees request, custodial staff shall pack and/or move the employees belongings to the new classroom and school site. Employees transferred will be able to move into a clear, clean classroom without being required to perform custodial duties. The District will notify each employee of his/her assignment and room assignment for the next school year prior to the last school day of the current year. This does not prevent the District from making transfers during the summer. (* See No. 10) If an employee is in a year-round school, the District will notify employees of next year's track assignment prior to April 15th. (* See No. 10) 10-3

7. 8.

9.

673802.1

10. D.

The District will not be held responsible if failure to notify is due to accident, illness, or other unforeseen acts.

Reassignments Definition of terms/procedure: 1. A reassignment is: a. b. c. d. e. f. 2. 3. 4. 5. 6. 7. A change in the employee's teaching assignment from one grade level or subject matter to another; A change from one grade level to a combination class; A change from a combination class to one grade level; A change from a traditional schedule to an YRE schedule or vice versa; A change in YRE tracks; or Changes in a teachers schedule in a 6-12 departmentalized setting do not constitute a reassignment.

The employee or the District may initiate reassignments. A day is a day the District office is open for business. A vacancy is a bargaining unit position, assignment, or classroom location that the District determines needs to be filled. A reassignment may occur without a vacancy. Voluntary reassignments take priority over voluntary transfers. The District shall post notices of site vacancies involving positions for employees on employee bulletin boards at each site and provide the bargaining unit president and site building representatives with a copy of notices. Teacher seniority for purposes of reassignments is based on contracted teaching time in the District, not date of hire. A seniority list shall be created and distributed to the KUTA President by April 15th of each year. Each employee shall be notified by the end of the school year of his/her assignment for the following year. (* See C10) When the District initiates reassignments during the summer, the principal shall notify the employee as soon as possible by telephone or mail.

8.

9. 10.

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11.

Reassignments shall be based on valid, objective criteria, educationallyrelated needs of the District, and the credentials and competence of the employee. The principal is responsible for the development of assignments for all employees within the school. If a K-5 teacher is assigned a combination class ex: (K/1, 1/2, or 2/3), for one full year, he/she will not be required to teach another combination class until all other teachers at those grade levels have also taught a combination class for one full year. A teacher may volunteer to be assigned a combination class. Teachers with less than two years teaching experience will not be assigned to a combination class. If a combination class is necessary, teacher assignments will be based on this language and will follow the seniority provisions already established in this article. Teaching a combination class for 50% of a school year will constitute a year of service for purposes of determining assignment of combinations for the following year. There shall be a $1,000 stipend for K-5 teachers assigned to a combination class with the stipend prorated if the entire year is not taught.

12.

13.

The District will grant an employee two days release time or prior to starting the new assignment to prepare for the reassignment if the reassignment occurs during the school year or within one week prior to the start of school. If such preparation takes place outside contract hours, the District will grant two days per diem.

E.

Employee-initiated Reassignment 1. Requests for reassignments must be made in writing to the site principal where the vacancy exists prior to the posted deadline (6 4 days minimum) - OR An employee may make a general request for reassignment in writing to his/her site principal. An employee will be notified by mail of vacancies occurring during non-school periods (summer) if self-addressed, stamped envelopes are provided by the employee to the District Office. 2. An employee-initiated reassignment may fill a vacancy based on District seniority with the following provisions: a. b. As determined by the Superintendent, is in the best interest of students and educational program based on valid objective criteria. The employee is appropriately credentialed.

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3.

Employees at the same site with like assignments may mutually initiate a reassignment (switch or trade) with mutual consent of the site administration. Once a voluntary request for reassignment has been approved, the employee may not rescind the reassignment for a period of at least one year and only if a vacancy exists. If a reassignment request is denied, the principal shall, if the employee so requests, provide specific reasons for the denial.

4.

5. F.

District-initiated reassignment 1. 2. If a reassignment becomes necessary, the District shall actively seek volunteers prior to any involuntary reassignment. The District will initiate reassignments based on the following criteria: a. The employee is appropriately credentialed - and b. As determined by the Superintendent, valid, objective, legitimate educationally related needs of the District and its students.

If the above criteria are met equally by two or more employees, the employee with the least district seniority at that site and grade level will be reassigned. - or c. To expand or stimulate employee performance, this type of district-initiated reassignment may be initiated no more than once in a five-year span.

In excess staffing situations, District seniority will be the first date of paid service in the grade having the excess staff. 3. The employee shall be officially notified by mail or in person as soon as the District determines that it will initiate an employee reassignment. The District shall provide the employee with the reasons for the reassignment, and the principal shall schedule a conference with the employee to discuss the reassignment. The employee may, after the conference with the principal, request a conference with the Superintendent to discuss the reassignment and the reasons therefore. The decision of the Superintendent regarding the reassignment shall be final pending any appeal to the Board of Trustees.

4.

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The employee being reassigned may appeal the Superintendents decision to the Board of Trustees within ten days of official notification of the reassignment. If the employee wishes, he/she may be represented by a K.U.T.A. representative. The Board shall make the final decision of all appeals. Consistent with Government Code 3543, K.U.T.A. representatives shall be notified of any decision made through the appeal process and will be given an opportunity to give their position. 5. The District shall not initiate reassignments of an employee more than once every two years. This article does not apply to grades 6-12 departmentalized programs. The District shall assist the employee in making the reassignment. At the employees request, custodial staff shall pack and/or move the employees belongings to the new classroom. Employees reassigned will be able to move into a clear, clean classroom without being required to perform custodial duties. The District will notify each employee of his/her assignment and room assignment for the next school year prior to the last school day of the current year. This does not prevent the District from making transfers during the summer. (See No. 10) For the purpose of conversion to year-round school, grade level assignments will be the same as the previous year. Selection of tracks at each grade level will be based on District seniority. The District will not be held responsible if failure to notify is due to accident, illness, or other unforeseen acts.

6.

7. 8.

9.

10.

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ARTICLE XXI: PEER ASSISTANCE REVIEW AND BEGINNING TEACHER SUPPORT & ASSESSMENT PROGRAM Kelseyville Unified Teachers Association and Kelseyville Unified School District are continuously striving to provide the highest possible quality of education. In order for students to succeed in learning, teachers must succeed in teaching. Therefore, the parties agree to cooperate in the design and implementation of programs to improve the quality of instruction through expanded and improved professional development and peer assistance. Teachers referred to or who volunteer for the program are viewed as valuable professionals who deserve to have the best resources available provided to them in the interest of improving performance to a successful standard. A. KUTA shall appoint two teachers to act as the Co-PAR/BTSA Coordinators. The Superintendent shall approve appointments. B. Support providers (mentor teachers) shall be recruited and selected by the school site administrator for the beginning teacher participant, based on the criteria defined by the state/regional BTSA program. Support provider stipends shall be paid by the state/regional BTSA program. C. Beginning teachers shall participate in the state/regional BTSA program per BTSA guidelines. If a teacher provides the District with evidence that the same requirements are being met through another program, he/she will be exempted from the BTSA requirement. D. Based on PAR funding received, the PAR/BTSA Coordinators, subject to the Superintendents approval, shall develop a program budget. The budget shall include the following expenses in the following priority: 1. Required match to state/regional BTSA program based on participating staff. 2. Cost for providing $1,500 stipend to each of the PAR/BTSA Coordinators. 3. If additional funds are available, a $500 stipend will be paid to each PAR/BTSA Coordinator to organize, implement, and review mini grant requests for additional staff training, supplies, or equipment. 4. Provide mini-grants for additional training, supplies, and equipment. Amounts and criteria to be determined based on funds available as developed by the PAR/BTSA Coordinators and approved by the Superintendent. 5. The PAR/BTSA Coordinator responsibilities shall act as liaison for the District to the state/regional BTSA program and perform duties as required by the BTSA program with the exception of identifying support providers, and coordinate mini-grant activities if funds are available.

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ARTICLE XXIII: TERM OF AGREEMENT THIS AGREEMENT shall be effective July 1, 2010, 2012 and shall remain in full force and effect until June 30, 2013, unless a specific provision in the Agreement states other effective dates. In the second and third years of the Agreement, each party may reopen negotiations on salaries, health and welfare benefits, and one additional article. The parties may also agree in writing to reopen negotiations on additional subjects.

KELSEYVILLE UNIFIED TEACHERS ASSOCIATION: By: ______________________________ President By: _______________________________ Chief Negotiator Dated: _______________

Dated: _______________

KELSEYVILLE UNIFIED SCHOOL DISTRICT: By: _____________________________ President, Board of Trustees By: ______________________________ District Superintendent Dated: ________________

Dated: _______________

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Exhibit A CERTIFICATED SALARY SCHEDULE Effective 7/1/2010 6/30/2011 UP TO STEPS 1 2 3 4 5 6 7 8 9 10 11 13 16 21 26 31 AB+30 36,113 36,836 37,950 39,309 40,882 42,662 44,444 46,222 48,005 49,784 49,785 49,786 49,787 49,788 49,789 51,034 AB+45 36,836 37,950 39,309 40,428 42,207 43,988 45,767 47,548 49,330 51,108 52,887 52,889 54,670 54,671 54,672 56,039 AB+60 37,950 39,309 40,428 41,802 43,581 45,361 47,142 48,921 50,701 52,480 54,260 54,261 56,040 57,822 59,601 61,091 AB+75 39,309 40,428 41,439 43,221 45,002 46,782 48,559 51,027 52,119 53,901 55,682 56,804 58,581 60,363 63,826 65,422

Teachers hired with less than 30 semester units beyond the Baccalaureate degree or without a full teaching credential shall be compensated at $23,194.

Exhibit A CERTIFICATED SALARY SCHEDULE Effective 7/1/2012 6/30/2013 UP TO STEPS 1 2 3 4 5 6 7 8 9 10 11 13 16 21 26 31 AB+30 36,835 37,573 38,709 40,095 41,700 43,515 45,333 47,146 48,965 50,780 50,781 50,782 50,783 50,784 50,785 52,055 AB+45 37,573 38,709 40,095 41.237 43,051 44,868 46,682 48,499 50,317 52,130 53,945 53,947 55,763 55,764 55,765 57,160 AB+60 38,709 40,095 41,237 42,638 44,453 46,268 48,085 49,899 51,715 53,530 55,345 55,346 57,161 58,978 60,793 62,313 AB+75 40,095 41,237 42,268 44,085 45,902 47,718 49,530 52,048 53,161 54,979 56,796 57,940 59,753 61,570 65,103 66,730

Teachers hired with less than 30 semester units beyond the Baccalaureate degree or without a full teaching credential shall be compensated at $23,194.

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Exhibit B KELSEYVILLE UNIFIED SCHOOL DISTRICT EXTRA-CURRICULAR SALARY SCHEDULE The following positions shall be paid according to the following groupings: A VAR FOOTBALL (1) VAR BASKETBALL(2) HS BAND (1) NOON REC (3) PEP SQUAD (1) F.F. A. ADVISOR (2) K-CORP ADVISOR (1) VOC ED COORDINATOR (1) B C ASST.VAR FOOTBALL (2) ASST JV FOOTBALL (2) JV FOOTBALL (1) JV VOLLEYBALL (1) VOLLEYBALL (1) JH BASKETBALL (4) CROSS COUNTRY (1) JV BASEBALL (1) JV BASKETBALL (2) ASST. TRACK (1) WRESTLING (1) ASST. WRESTLING (1) BASEBALL (1) HS SWIMMING (1) SOFTBALL (1) (contingent upon continued TENNIS (1) community funding of swimming) TRACK(1) GOLF (1) ACCREDITATION CHAIRPERSON (1) VAR SOCCER (2) HS YEARBOOK ADVISER (1) HS DRAMA (1) (paid from categorical funds)

D JH SOFTBALL (1) JH FOOTBALL (1) JH VOLLEYBALL (2) JH TRACK (2) JH WRESTLING (1) JH BAND (1) JH SOCCER (1) 1.

E 6th BASKETBALL (2) JUNIOR CLASS ADVISERS (3) JH YEARBOOK ADVISER (1)

Accumulated KUSD experience within the same co-curricular activity will result in vertical salary steps. Personnel reaching the maximum step in the column in which he/she is in shall advance vertically no further. New personnel shall be placed according to their experience up to a maximum of five years. Such experience may require verification if deemed necessary by the Board.

2.

3.

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4.

Teachers have first priority in filling extra duty positions on the extra duty schedule. Extra-duty positions not filled by employees may be filled by others on a yearly basis. Non-bargaining unit members employed in the 1994-95 school year may maintain their current positions. Except as provided below, non-bargaining unit walk-on coaches will be paid no more than 82% of the base stipend defined in paragraph 16, below. Any additional compensation (above 82% but no more than a bargaining unit member would be paid) for a walk-on coach shall not come out of the funds agreed to be made available for certificated bargaining unit members compensation increases. A non-bargaining unit walk-on coach shall not receive a stipend larger than a bargaining unit member would receive for the same duty. Job descriptions should be developed for each position on the extra-duty schedule by July 1997. Job descriptions need to follow a common format. Selection, evaluation, and possible dismissal from extra-duty positions are the responsibilities of the site administrators where the extra-duties are performed. Funds allocated for the payment of stipends to employees shall not be diverted to other purposes. Internal vacancies shall be posted for a minimum of six four days. Prior to June 1, an employee may make a request in writing to the Superintendent expressing interest in extra-duty positions which become available during the summer. Employees will be notified by mail if self-addressed, stamped envelopes are provided to the District Office. Creation of all new District athletic teams, which require a coach must first be discussed and placed on the extra-duty salary schedule before agreement and/or implementation of the team by the Board of Trustees. Summer school is considered an extra-duty position. Employees will have first consideration for available positions. Employees interested in applying for summer school positions will submit a letter to the District Office prior to the posted deadline. Teachers will be hired following these guidelines: 1st Round: a. Teachers employed in Summer School the previous year with the highest district seniority. b. If needed, new applicants will be hired, having an appropriate credential and in order of highest district seniority.

5.

6.

7.

8.

9.

10. 11.

12.

13.

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2nd Round: If, in June, due to increased student enrollment, additional teachers are needed, hiring will follow the guidelines listed in b above. Teacher Placement: Teachers holding appropriate credentials will be assigned as follows: a. Highest district seniority grades K-6. b. Highest district seniority grades 7-12. Layoffs: If enrollment drops any time after the beginning of Summer School, teachers will be released as follows: a. Grade levels will be divided K-3, 4-6, 7-9, & 10-12. b. 2nd round hires will be laid off first, based on lowest district seniority at the grade levels listed in a. c. 1st round hires will then be released based on lowest district seniority at the grade levels listed in a. 14. Employees may volunteer to cover classes during prep periods for teachers who need to be absent for a portion of the day to fulfill extra-duty assignments. The extra-duty salary schedule will be reviewed annually. If the situation arises, a position may remain vacant/unfilled upon agreement between the Association President and the Superintendent. The base for the purpose of calculating stipends for coaching and co-curricular activities as listed in Exhibit B is $35,545.

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