INFORMATION
SALARY SCHEDULE - Psychologists
These items are for information. They are not to be considered a part of the negotiated Agreement.
They are not subject to the grievance procedure described herein, but may be reported utilizing the procedure of IN.3 contained in this information section.
IN.1 Excused Absences
IN.1.1 Excused Absence/without loss of pay
IN.1.1.1 The Superintendent is authorized to change the assignment of an employee for school business for a period of five days.
IN.1.1.2 Excused absences or change of assignment for more than five (5) days
shall only be authorized by the Board of Education.
IN.2 Provisions Governing the Teachers Salary Schedule
IN.2.1 Placement on the Salary Schedule
IN.2.1.1 At the time of employment, initial salary placement shall be determined on the basis of the Official unopened transcripts provided by the employee.
A. If Official unopened transcripts are not available on the date of
employment, the salary placement shall be on Class I. Salary
schedule placement adjustment will only be retroactive to the first duty day under contract if the Official unopened transcripts are received within 45 days of the first duty day. If the starting date is made retroactive, the 45-day period commences the day the employee signs the contract. After the 45-day deadline, change in salary schedule placement must follow the reclassification procedure as stated in the negotiated Agreement.
IN.2.1.2 Questions regarding placement on the salary schedule for the current school year must be brought to the attention of the Human Resources Office within 45 calendar days after the date of employment.
IN.2.1.3 It is the applicant’s responsibility to provide a complete set of official transcripts to the Human Resources Office no later than 45 calendar days after the date of employment.
IN.2.2 Creditable Units
IN.2.2.1 A unit of work for credit on the salary schedule shall be of regular semester value, C grade or better, earned in an institution accredited by WASC or an accrediting agency of similar status.
A. The District will give credit for units prior to the Bachelor’s degree if the college or university has designated the units as post-graduate credit and that the units were not required for the Bachelor’s degree.
IN.2.2.2 Units taken prior to January 1, 1960, which are to be used for salary credit purposes, must be certified as “graduate level” units by the college or university in which they were taken, or taken to meet a requirement for an earned California credential.
IN.2.3 Credit for Teaching Experience – Initial Salary Placement
IN.2.3.1 Credit for initial salary placement shall be granted on a year-to-year basis for comparable teaching experience requiring a credential. The maximum credit allowable shall be 15 (beginning 7/1/96) years. Credit shall be granted when service was full time, under contract for the equivalent of 75% percent or more of the full year contract days of instruction during two consecutive semesters under one of the following conditions:
A. Service was for two consecutive semesters in the same school year.
B . Service was for two consecutive semesters in the same district
covering two school years.
C. Salary adjustments for service credit submitted after the 45-day period
of 2.1.1-A shall not be retroactive.
IN.2.3.2 Subsection IN.2.3.1-B shall be effective beginning with the 1972-73 school year with the necessary corrected placement on the salary schedule and adjusted dollar amounts granted. Salary adjustments shall not be retroactive prior to September 1, 1972.
IN.2.3.3 Verification of comparable experience will be obtained by the Human Resources Office. Questionable experience will be submitted to the Superintendent’s Cabinet for consideration.
IN.2.4 Credit for Related Experience
IN.2.4.1 Credit for related experience other than full-time teaching may be allowed when:
A. The duties performed were similar to those expected in the position being filled; or
B. The duties performed were of a highly specialized and/or technical
nature having an immediate or direct relationship to those expected in
the position being filled; and
C. The experience was full time and successful.
IN.2.4.2 Credit will be granted at the rate of one year for three years of experience. Questionable experience will be submitted to the Superintendent’s Cabinet for review and recommendations. All credit for related experience is subject to Board of Education review and approval.
IN.3 Report of Recommendation/Concern
IN.3.1 This procedure is established for the purpose of maintaining positive relationships with unit members of the District. Its further purpose is to provide a method of reporting accountability and a system of dealing with unit members’ recommendations and concerns.
IN.3.2 This procedure for submitting recommendations and concerns shall apply to all unit members of the District.
IN.3.3 Definitions:
IN.3.3.1 Recommendation: An idea, proposed action or solution perceived by the originator to be worthy of acceptance or trial.
IN.3.3.2 Concern: A state of apprehension that persists in the mind of a unit member. The concern is an unresolved state or condition towards which the unit member exhibits a marked interest or regard. A concern may stemm from the actions of an individual or from operational procedures of a department/division of the District. The unit member registering the concern expresses discontent about an unsatisfactory state or condition.
IN.3.4 Procedure:
IN.3.4.1 The originator shall complete the form describing the situation, retaining the bottom copy for reference and submitting the remaining copies to the immediate supervisor. The originator may attach substantiating information and other documents as desired.
IN.3.4.2 The immediate supervisor responds to the report in the appropriate area and forwards all copies to the appropriate Deputy Superintendent.
IN.3.4.3 The appropriate Deputy Superintendent and Superintendent, in turn, shall respond in writing to the report.
IN.3.5 Upon the completion of the response by the Superintendent, he/she shall cause copies to be distributed as indicated to all respondents and the originator.
IN.3.6 Upon the completion of the Superintendent’s response, the originator, if not satisfied, shall submit the documents with supporting information to the Board of Education for review.
IN.3.7 Nothing herein shall prohibit a conference to be called by the administration (at any and all levels) and/or the attachment of additional information.
IN.4 Association Input
IN.4.1 The Association may provide the District with input relative to:
IN.4.1.1 The District calendar
IN.4.1.2 Evaluation, grievance, and Recommendation/Concern forms
IN.4.1.3 Procedures for filing evaluation materials and access to personnel files
IN.4.1.4 Retirement Incentive Program.
IN.5 Interpretation and Application of this Agreement
IN.5.1 It is the intention of the District to interpret and apply the provisions of the Agreement in a uniform manner giving consideration to the individual needs and problems of the various schools.
IN.5.2 If any unit member has evidence to indicate that the District’s intentions are not being carried out, the recommendation/concern process may be utilized.
IN.6 Retirement Procedures/Qualifications
IN.6.1 To be an eligible candidate, a unit member of the Santa Ana Unified School District must meet the following requirements:
IN.6.1.1 Served the Santa Ana Unified School District for a minimum of ten (10) years.
A. Minimum of three (3) consecutive years as an employee shall be required immediately prior to making application for retirement. (A person on unpaid or paid leave is considered an employee in meeting this requirement.)
IN.6.1.2 Current salary must be equivalent to Class II, Step 10 of the Teacher’s Salary Schedule (certificated only).
IN.6.1.3 Attained the age to be eligible to retire under STRS or PERS.
IN.6.1.4 Agree to retire under the STRS or PERS. The withdrawal of retirement funds is not considered retirement. Termination of retirement in order to return to work under STRS or PERS shall terminate this benefit.
IN.6.1.5 Performance has been satisfactory in last 12 months and not subject to disciplinary action.
IN.6.1.6 If an employee begins receiving STRS/PERS disability benefits on or after March 1, 1995 and meets the eligibility requirements of AR 4117.15/4217.15/4317.15, Retirement Procedures/Qualifications, with the exception of section 2.3 (age eligibility), he/she shall be considered eligible for benefits. If the employee later returns to employment, future eligibility under the program will be reduced by the amount of benefits allocated while in the disability status.
IN.6.2 Any eligible employee shall benefit as follows:
IN.6.2.1 The retiring employee shall receive no compensation, nor is service expected.
IN.6.2.2 The benefits provided during retirement will be the same as provided to active employees at that same time (excluding life insurance) (i.e., benefits provided retirees on May 3, 2002 shall be the same benefits provided active employees on May 3, 2002).
A. Medical and Dental Benefits Provided.
Years of Santa Ana Service |
Year of Coverage |
10 |
8 |
15 |
9 |
20 |
10 |
25 |
11 |
30 |
12 |
35 |
13 |
B. Coverage shall terminate at the end of the number of years of coverage indicated above or at age 70, whichever comes first.
C. Any charges made to active employees will also be made to retirees unless otherwise negotiated.
D. The benefits provided by the District shall be supplemental to any other medical benefits received by the retiree.
E. Retirees eligible for Medicare benefits from their employment or through their spouse’s employment are required to enroll at age 65 in the Medicare Program, both hospitalization (Part A) and medical (Part B) at employee’s expense in order to quality or continue qualification. Such coverage will be primary, with District benefits being secondary.
F. Retirees who enroll in a Health Maintenance Organization (HMO) senior plan, wherein they assign their Medicare eligibility to the HMO, will only be eligible for dental benefits during such enrollment. Reenrollment in the Group Health Plan will be subject to restrictions for pre-existing conditions.
IN.6.2.3 After the coverage in IN.6.2.2 is completed, the retiree may continue the benefits by paying the District the prevailing premium costs in four (4) equal payments each year.
IN.6.3 Procedure
IN.6.3.1 Any employee who chooses to be a candidate shall:
A. Deliver completed retirement application and letter of resignation to the Human Resources Office.
B. Produce proof of retirement intent (application to STRS or PERS).
C. Provide the District annually with written affirmation of intent to continue under the program by completing, signing and returning District mailed forms.
IN.6.3.2 The Assistant Superintendent, Human Resources, shall:
A. Determine that the applicant meets requirements stated above.
B. Process the contract and accept the resignation for reasons of
retirement.
IN.7 Grievance Procedure Title IX-Sex Discrimination
IN.7.1 The negotiated Agreement between the Santa Ana Unified School District and the Santa Ana Educators’ Association contains a grievance procedure which shall be used for purposes of Title IX – Sex Discrimination. (See Article VI of the Agreement with the Santa Ana Educators’ Association.)
IN.7.2 When students or parents have an alleged grievance concerning Title IX, the grievance shall be made orally or informally to the employee of the District who the grievant feels has been in violation of Title IX.
IN.7.3 The student and/or parent is to follow the procedure outlined after the oral or informal grievance is made to the employee. This includes all the levels and general provisions as stated in the procedure except that the words “student and/or parent” shall be used instead of “unit member”.
IN.7.4 Level IV (Article VI, Section 6.10) will be excluded from this procedure.
IN.7.5 The Title IX Coordinator will monitor all proceedings regarding Title IX questions.
IN.7.6 Forms are available at each school site.
IN.8 Student Conduct/Teacher Responsibility (Education Code, Section 44807)
IN.8.1 Every teacher in the public schools shall hold pupils to a strict account for their
conduct on the way to and from school, on the playgrounds, or during recess. A
teacher, vice principal, principal, or any other certificated employee of the school
district, shall not be subject to criminal prosecution or criminal penalties for the
exercise, during the performance of his duties, of the same degree of physical
control over a pupil that a parent would be legally privileged to exercise but
which in no event shall exceed the amount of physical control reasonably
necessary to maintain order, protect property, or protect the health and safety of
pupils, or to maintain proper and appropriate conditions conducive to learning.
The provisions of this section are in addition to and do not supersede the
provisions of Education Code Section 49000.
