Agenda - 11-10-1998 - Attachment #8

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experience although they would lose the opportunity to earn supplements ranging up to 25 percent. The first year cost of this option is approximately $750,000. 0 -4 years 10% 5 -9 years 12% 10+ years 15% Option C: Provide a competitive supplement for teachers with fewer than 15 years of experience and retain the present supplement schedule for teachers with 15 or more years. The rationale for this option is similar to that for Option B. It, however, retains the upper end of the present supplement plan which makes it more rewarding for teachers who have greater experience. The first year cost of this option is approximately $675,000. 0-4 years 10% 5 -9 years 11% 10 -14 years 12% 15 -19 years 15% 20 -24 years 20% 25+ years 25% Option D: Increase the minimum supplement to ten percent and retain the rest of the present schedule. The rationale for Option D is that the present supplement schedule is fine except for teachers with less than 10 years of experience. It, therefore, increases the supplement for teachers with less than ten years of experience to ten percent which makes the district quite competitive. It also retains the present supplement schedule for teachers with ten or more years of experience. The first year cost of this option is approximately $610,000. 0 -14 years 10% 15 -19 years 15% 20 -24 years 20% 25+ years 25% Salary schedules which reflect state base salary and local supplements for A and G certificated teachers under our present schedule and each of the options are attached. Grandfathering Under each option, currently employed teachers would decide whether they wanted to remain on the present supplement schedule or sign up for the new schedule. Once a decision is made, it could not be changed. All newly hired teachers would be placed on the new supplement schedule. Supplement Cap Under the present local supplement schedule, teachers new to the district can only bring with them 10 years of experience for the purpose of determining their local supplement. The committee recommends that, in the future, this cap be removed after four years of successful experience in our district. This would apply to teachers already affected by this cap as well as to new hires. This recommendation is independent of any of the options and should be considered even if none of the options were to be adopted. In order to implement this recommendation, approximately $50,000 of new money would need to be budgeted each year for the next four years to cover the increased cost for the 86 teachers who currentlyEaive their supplements capped (based on current salary schedule).