The Board will annually adopt salary schedules for the various categories of support staff personnel.
Each support staff member will be placed on the appropriate schedule commensurate with, but not
limited to, job category, experience with the district and, if re-employed, satisfactory performance
in employment position. The schedules adopted by the Board will remain in effect until changed,
modified or frozen by the Board.
1. Employees hired from outside the school district shall be placed on the appropriate step of
the salary schedule for the position based on similar experience, not to exceed step 7,
commensurate with experience. However, they may not be placed on a step higher than any
current employee in the same job classification who has ever had his/her salary frozen in the
past.
2. Voluntary Reassignment
a. Any employee reassigned to a higher paying job category in a comparable
classification with similar job skill requirements will be placed on the same step in
the new category. If an employee is voluntarily reassigned to a higher paying job
category with unrelated job skills, the employee will be placed on a step, not to
exceed step 7, commensurate with experience.
b. Any employee voluntarily reassigned to a lower paying job category in a comparable
classification with similar job skill requirements will be placed on the same step in
the new category. If an employee is voluntarily reassigned to a lower paying job
category with unrelated job skills, the employee will be placed on a step not to
exceed step 7, commensurate with experience.
3. Involuntary Reassignment
a. Any employee involuntarily reassigned to a higher paying job category will be placed
on the same step in the new category.
b. Any employee involuntarily reassigned to a lower paying job category will be placed
on the appropriate step of the new position with the salary comparable to the
employee's current position.
4. Employees will be placed on the Board-approved wage schedule. No supervisor may
classify, hire or set a starting wage without prior approval of the Assistant Superintendent
of Human Resources or the Superintendent of Schools.
5. The Assistant Superintendent of Human Resources or the Superintendent of Schools has the
authority to alter or waive all or certain sections of this policy and its procedures to
accommodate extenuating circumstances. However, in such cases, the president of the
majority association must be notified.
6. Representatives of the SCESSA and the St. Charles School District Administration and/or
Board of Education shall meet and confer when adjustments are to be made in any support
staff salary schedule, which shall be part of the usual Meet and Confer process or at a Board
of Education specifically called Meet and Confer meeting.
7. Review of the support staff schedules shall be part of the annual meet and confer process.
* * * * * * *
Note: The reader is encouraged to check the index located at the beginning of this section
for other pertinent policies and to review administrative procedures and/or forms for
related information.
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Adopted: 10/14/1993
Revised: 06/08/1999; 04/06/2000; 04/05/2001; 06/09/2011
St. Charles School District, St. Charles, Missouri
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