HR Policy 7.05

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1. The Administrator's Salary Schedule divides each salary grade into eleven (l1) incremental steps. The mid-range on this scale is five (5). New administrators will be hired at any increment on the scale dependent on work and salary history.
   
   
2. If the starting step is insufficient to secure the appointment of a new administrator, the Director of Human Resources or his/her designee may offer placement at a higher salary step (but not to exceed step l0) in accordance with the following guidelines:

a. Placement on a salary step based on consideration of the new administrator's previous work experience. Placement credit cannot be given in more than one category for the same work experience or time frame:

Direct Experience: One-half (l/2) step on the salary schedule for each year. This category is given the most weight. Direct experience will be similarity in job function/description. Example: principal to principal, full-time assistant principal will be considered a principal, learning coordinator to curriculum coordinator, staff accountant to accountant, managing auditor to accounting manager.

Contributing Experience: One-third (l/3) step on the salary schedule for each year. These experiences would have a relationship to administrative job description and would be full-time positions. Example: learning coordinator to principal, auditor to director of finance, purchasing manager to payroll manager.

Teaching: One-fourth (l/4) step on the salary schedule for each year. Includes guidance, IMC, etc.

b. In no event shall the application of the formula set forth above result in the placement at a step higher than step zero if such would result in a salary greater than 10% above the current annual salary of the new administrator in effect immediately prior to his/her appointment except as described in (c) below.

c. If the current annual salary of the newly appointed administrator immediately prior to appointment exceeds the placement salary arrived at by application of the above guidelines or the salary requirements of the candidate dictate, the following options will occur:

1. The administrator shall be placed at the salary step most approximate to but not less than his/her current annual salary up to the step-ten (10) amount of the respective salary range.
   
   
2. If the placement in item (1) above is insufficient to secure the candidate of choice, the Superintendent may, at his/her prerogative, place the candidate in a step, not to exceed step ten (10) in the labor grade, sufficient to secure the candidate.

September 2002