APRIL 21, 1998 LTR BUDGET MINUTES
Cit@@f
AN EQUAL OPPORTUNITY EMPLOYER M/F/H
MEN F 01 HUMANRESOURC@@@ MLJN(@'@,, @E,@T;F@
,'RGN A BFA; ,Ft(@ r]
April 10, 1998
Honorable Mayor
Members of City Council
Re: City/School Compensation Systems
As salaries become an issue during the annual budget process, there are always those who
want to know how our salaries compare to others. We can make those comparisons when the
positions are similar, which is what we do in our annual market salary survey when we attempt to
"benchmark" our positions with those in other cities.
It is, however, very difficult to compare salaries with positions that are not at all similar. Such
as with City and Schools. There are a number of reasons that it is virtually impossible to compare
pay increases, ranging from differences in pay plans to differences in how many hours and days are
worked per year.
Three years ago, recognizing the difficulty in making reasonable comparisons the City and
School Administration mutually agreed to provide equity by budgeting the same percentage of
payroll increase for both organizations. It was then left to City Council and the School Board to
determine how the funds available would be distributed to respective employees.
Attached is an appendix summarizing the pay structures that currently exist in both the City
and School Systems. The summary compares the structure of the pay plans, methods of providing
pay increases, supplemental pay, salary competitiveness, and benefits.
Following is a recap of the more important points covered in the appendix:
0 Pay Plans
The majority of the School employees are assigned to the Instructional Pay Plan. On
the Instructional Plan, there is a 75% difference, or spread, between the minimum salary and
the maximum salary. Therefore, instructional employees have the potential to have a salary
that is 75% higher at the end of their career than when they began employment.
I
City/School Compensation Systems
For the City, the professional positions are assigned to the Administrative Pay Plan.
There is a 50% spread between the minimum salary and maximum salary on the
Administrative Pay Plan. Therefore, professional employees have the potential to have a
salary that is 50% higher at the end of their career than when they began. This is
significantly less than the 75% growth in earning potential allowed for School instructional
employees. It should be noted that the vast majority of City employees are not on the
Administrative Pay Plan. They are paid off the General Pay Plan that has an even more
narrow spread of 45% from entry level to maximum.
This difference in earning potential is depicted in the attached graph. As shown, a
City employee on the Administrative Pay Plan with a beginning salary of $20,000 would
have a maximum salary potential of $30.000. The $30,000 salary could be realized in the
11th year of employment if a maximum merit increase of 4.5% is given each year, and if the
pay plan maximum remains the same for the 11-year period. A School instructional
employee, also starting at $20,000, has a significantly higher maximum earning potential of
$35,000. It would take more time for the employee to reach their pay maximum utilizing an
annual 3% step increase. However, since the School system uses general increases which
result in an increase for both the pay plan maximums and employee salaries. Yhe amount of
time to reach the maximum salary is not lengthened when the pay plan maximum is
increased.
Methods of Providing Pay Increases
The School System uses both step increases and general increases to increase
the pay of its employees. A step increase is given based on the length of time in title, and
results in a 3% or 6% pay increase for School employees. Approximately 13% of school
instructional employees have reached the maximum step, and are ineligible for further step
increases. Another 2% of instructional employees are ineligible for a step increase since they
are in the first of a two-year longevity step. In addition to the step increase, a general
increase is also used to increase the pay of all employees. Combining the step and general
increase, most School instructional employees received a 4% pay increase this fiscal year.
Approximately 2.75% of instructional employees received a 7% pay increase, and 15%
received only the general increase of 1% since they were in the longevity step or had reached
the top of the pay range..
The City utilizes a performance-based pay system to increase the pay of its
employees. The goal of the City plan is to provide a 4.5% pay increase to eligible employees
on their merit date based on continued satisfactory performance of their jobs. Approximately
10% of City employees are within 4.5% of their pay range maximum, and are therefore
ineligible to receive a full merit increase. These employees receive whatever percentage is
available to take them to their range maximum. Also, the City increases the minimum and
maximum of its pay ranges through structural adjustments. Unlike the general increase used
by the School system, the structural adjustment does not result in an automatic pay increase
City/School Compensation Systems
for employees. City employees will receive a 2% to 4.5% pay increase this fiscal year.
(Since anniversary/merit dates occur at any point during the fiscal year, the full merit
percentage of 4.5% would be realized if the employee's anniversary/merit date was July 1
or if full merit increases of 4.5% were approved by City Council consistently over a number
of years.)
Supplemental Pay
The School System provides supplemental pay to employees who hold degrees and/or
national certification. This supplemental pay ranges from $5,000 annually for an
administrator with a Doctorate degree ($3,600 for an instructor with a Doctorate), to $500
annually to a clerical employee holding a Bachelors degree, to $183 annually for Bus
Drivers to perform maintenance runs. Approximately 44% of the instructional staff (2.404
instructors) receive an additional $2,300 annually for holding a Masters degree.
School employees also receive supplemental pay for taking on additional
responsibilities, such as serving as a Basketball Coach ($2,550 annually) or as a Cheerleader
Sponsor ($2.100 annually).
The School System is also proposing to provide a $250 employee premium to
employees in May in recognition of their efforts in managing the School Division's budget.
The City provides supplemental pay in the form of educational incentive pay to its
Police Officers and Firefighters. This pay is being phased out, and is currently only provided
to Police Officers and Firefighters who were in the Educational Incentive Pay Program prior
to November 1992. Approximately 550 public safety personnel receive educational
incentive pay: close to half of these receive $500 annually. Thirty employees receive
$1,800, the highest supplemental pay offered.
Additionally, the City provides gainsharing checks to employees. The amount varies
depending on cost savings realized from innovations and employee productivity. In October
1997, full-time employees were provided with a gainsharing check of $224; part-time
employees received $112. The gainsharing program is the only supplemental pav available
to all City employees.
Salary Competitiveness
According to a study conducted by the Virginia Education Association (VEA), the
Virginia Beach School System ranks 6th in the state, and first among Hampton Roads
localities based on maximum salaries offered.
City/School Compensation Systems 4
The City also measures its competitiveness based on maximum salaries offered. The
goal of the City is to rank first among Hampton Roads localities. For most positions, the
City has reached this goal; for a few others, improvement is still needed.
0 Benefits
The School and City benefit packages are competitive and share some similarities.
One notable exception involves sick leave payout. The School system provides payment of
$28 for each day of accrued sick leave upon retirement with no maximum cap; the City
provides $21 for up to a maximum of 120 days of accrued sick leave upon retirement.
0 Work Requirements
The School system has a mix of 10, 11, and 12-month employees. Most teachers are
10-month employees working 192 days, 182 of which are classroom days. Schools are
closed for the summer, Christmas Holidays, and spring break. Many school employees work
additional uncompensated hours in classroom preparation, administrative work, etc.
For City employees, the work year is 12 months, a total of 249.5 work days where
holidays are considered. Many professional City employees routinely work additional
uncompensated hours, particularly on special projects, during peak seasons, etc.
As you can see, there are significant differences between the School and City systems. I trust
this information will be useful to you as we receive input during the budget process and finalize
plans for next fiscal year.
Sincerely,
J am e@K. S p o re
Clty ager
APPENDIX
CITY/SCHOOL PAY PLAN AND BENEFITS COMPARISON
I
I
I
i
I
I
i
I
i
i
I
I
I
i
i
I
t
i
i
I
Dv@ of Human R@es
April 10, 1998
PAY PLANS
The Virginia Beach School System has three primary pay plans The City of Virginia Beach has two primary p
(excluding other schedules for positions such as bus drivers): plans (excluding the hourly plan for part-time
employees):
I Classified: (Approximately 2,500 employees) 1. General: (ApproximateIN, 4,1-00 employees)
Primary Titles: Clerical, maintenance, food service, Primary Titles: All non-exempt (covered by federal
computer technicians, mechanics. and bookkeepers. overtime pay requirements) professional,
paraprofessional, clerical, skilled. and technical
Pay Plan Structure: There are 25 pay ranges on the positions.
Classified Plan, each with 16 steps (a - p). There is a 3 %
differential between each step, and 5 % between each pay Pay Plan Structure: There are 30 pay ranges on the
range, There is a 56% spread between the minimum and General PI an, with a 5 % differential between each
maximum salarv of each pav range. pav range. There is a 45 % spread between the
minimum and maximum salarv of each pav range.
There are no steps on the pav ranges.
11 Administrative: (Approximately 340 employees) II. Administrative: (Approximatel@ 800
employees)
Priiiiar%, Titles: Principals and administrative staff.
Primarv Titles: All exempt (not covered by federal
[3aN, Plan Structure: There are 10 pay ranges on the overtime pay requirements) professional. middle
Administrative Plan, each with 16 steps (a - p). There is a management, and director-level positions.
% differential between each step, and 5 % between each pay
i ani-,c There is a 56 % spread between the minimum and Pav Plan Structure: There are 23 pay ranges on the
maximum salarv of each pav range. Administrative Plan. with a 5 % differential between
each pav range from I through 19, and 10%
between each pay range from 19 through 23. There
is a 50% spread between the minimum and
maximum salary of each pav range. There are no
steps on the pay ranges.
III Instructional: (Approximately 5,400 employees)
Primarv Titles: Teachers, Psychologists, Librarians,
Guidance Counselors, Social Workers, and Visiting Teachers
Pay Plan Structure: The Teacher scale has 18 steps, with 3 %
bet%,.-von steps I through 16. 'Mere is a 6% differential
between steps 16 and 17, and between 17 and 18. Step 17 is
a longevity step: employees must remain at step 17 for two i
years before moving to step 18. There is a 75 % spread
between the minimum and maximum salary of each pav
ranize
There are an additional 1,200 employees, such as teacher
assistants, nurses, and physical therapists, who are considered
Classified employees but assigned to a pay plan that has a
structure identical to the Instructional Plan.
April 10, 1998
Page '
METHODS OF PROVIDING PAY INCREASES
The School System utilizes both step increases and The City of Virginia Beach utilizes a performance-based
general increases to increase the base pay of its pay system to increase the base pay of its employees,
employees Movement through the pay range is predicated on
satisfactorily completing the basic requirements of the
i Step Increases: job. There is no predetermined amount of time for an
employee to reach the top of their pay scale. However,
Step increases are given based on the length of time in the City's goal is to provide a 4.5% merit increase on
title Employees remain in each step one year up the merit date. If a 4.5 % increase is given, the average
through range 17. They must remain at range 17 two employee could theoretically reach the top of their pav
years before moving to range 18. Each step increase scale in the 10th year of employment. In practice,
represents a 3 % increase in actual pay (or a 6 % increase however, the employees do not reach the top of their pay
at steps 16 through 18). If a step increase is given every range until the 17th year of employment due to structural
year. a teacher would reach the top of the teacher scale adjustments.
in the 19th year of employment.
The structural adjustment increases the value of the
II. General Increases: minimum and maximum salary of each pay range. It is
applied to the pay ranges to ensure the continued
The general increase elevates the value of each step. competitiveness in the market of the minimum and
For example, a one percent general increase would maximum salaries offered for City positions. Unlike a
increase step I from 26,910 to 27,179. The actual pay general increase, the structural adjustment does =
of employees is also increased by the same percentage as result in an irrunediate pay increase for the employee
the general increase when it is awarded. unless an employee's salary is below the pay range
mu=um once a structural adjustment has been
ropped out employees (those at step 18) are ineligible provided. Approximately 10% of employees will be
for further step increases. However, their salary may topped out at the end of this fiscal year
continue to be increased when general increases are
provided. Approximately 13 % (700 employees) of those
on the Instructional scale are topped out and another 2 %
are at the first year of the longevity step and therefore
ineligible for a step increase.
Over the last three years, the School System and the City have provided the following actual pay and/or pay scale
adjustments:
School* City*
1995:196 3 % step (7/95) 4.5% Merit Increase (On merit date)
Average 3 % non-instructional 1. 5 % Structure (Pay Plan) Adjustment (7/95)
1996/97 3% (or 6% if eligible) Step Increase (12/96) 4.5% Merit Increase (On merit date)
1.5% General increase (12/96) 2% Structure (Pay Plan) Adjustment (7/96)
1997,198 3 % (or 6 % if eligible) Step Increase (10/97) 4.5% Merit Increase (On merit date)
I % General Increase (7/97) 2% Structure (Pay Plan) Adjustment (7/97)
Reminders: The salary of City employees is = increased by both the merit increase and the structural adjustment;
only the merit increase (4.5 %) is provided to the employee. With the School System, employee salaries are
increased by both the step increase ad general increase.
April 10, 1998
Page 2
SUPPLEMENTAL PAY
In addition to the methods of providing pay increases noted previously. the following forms of supplemental pav are
also provided.
The School System is proposing to provide a $250 The City provides gainsharing checks to employees if
employee premium to all employees in May 1998 in employee productivity/innovations result in reduced
recognition of their efforts in managing the School costs for the City. In October 1997, full-time employees
Division's budget. were provided with a gainsharing check of $224.00,
I-
part-tnne employees received $1 -
Additional base pay increases are provided to School
employees who attain degrees or national certification. The City historically has provided educational incentive
For example, an administrator with a Doctorate degree pay for its Police Officers and Firefighters. The
earns an additional $5,000. and an Instructor with a Educational Incentive Pay program is now only open to
Doctorate earns an additional $3,600. An Instructional grandfathered employees - those who were receiving this
@mplovee who obtains a Masters degree would receive a pay when the program was active. Police Officers and
'2..IOO allowance; a non-instructional Firefighters who were not in the program prior to
lirc,fessional/supervisory employee obtaining a masters November 1992 are not eligible for this paN
delree would receive $1,500. A clerical employee who
,)Iit,,iins @i Bachelors degree earns an additional $500
SL:Ii@)ol employees also receive supplemental pav for
assuming additional responsibilities, such as serving as a
[3asKetball Coach ($2,550 annually) or as a Cheerleader
Sr,(,Tisor @ $2. 100 annually).
()the- allowances that are available o employees are
@iiiaL:Iieti at the end of this Appendix.
April 10, 1998
Page 3
COMPETITIVENESS OF SALARIES
I'he Virginia Education 6,ssociation ( 'VEA) maintains The City of Virginia Beach compares maximum salaries
statistics on the pay levels of schools in each jurisdiction offered and aims to provide the most competitive
in the state. When comparing teachers with a Bachelors maximum salaries in the local area, which includes
degree, the Virginia Beach School system ranks 6th in Norfolk, Portsmouth, Chesapeake, Hampton, and
the state based on maximum salary, and first among the Newport News. Virginia Beach is the most competitive
(@itit@s of Norfolk. Portsmouth, Chesapeake, Hampton. in this five-city market for most positions. Improvement
@in(i Newport News. is needed on some positions to increase competitiveness.
Market surveys are conducted on an annual basis to
determine our success at attaining this goal
April 10, 1998
Page 4
BENEFITS
The City and School system provide a competitive benefit package. The more notable differences are@
- Sick Leave Payout: - Sick Leave Pavout:
The School System provides $28 for each day of accrued The City provides S21 for up to 120 days of accrued sick
sick leave upon retirement. leave upon retirement.
- Holidavs@ - Holidays
School System employees on the Classified and City employees work 260 with 8.5 paid holidays and two
Administrative Pay Plans work 260 davs with 13 paid flexible days that can be used at the employee',@
liolidavs discretion with management approval.
rLo vast majority of Instructional employees work 192
cta,,,@.
April 10, 1998
Page 5
TABLE of ALLOWANCES
A12 Teacher Assistant 12-credit Allowance $ 325
A24 Teacher Assistant 24-credit Allowance 450
AAl Additional Allowance (6 extra - classes) 400
ACA Advanced Certificate (Admin 30 - hrs) 2,500
ACI -Avanced Certificate (instructor) 3,300
BBO Additional School Served - Caft Mgr 750
881 Additional School Served - Caft Mgr 500
B99 Maintenance Run - Bus Drivers 183
BY1 Chief Buyer 1,200
C04 Asbestos Removal - School Plant 1,000
C12 Clerical 12-credit Allowance 325
C24 Clerical 24-credit Allowance 450
CA3 Career Allowance 3-yr Cycle 850
CA4 Career Allowance 4-yr Cycle 850
CAD Clerical Associate Degree 500
CBD Clerical Bachelor Degree 500
CES Certified Education Secretary 450
DA Doctorate Administrator 5,000
Di Doctorate instructor
3,600
FS2 Food Service Degree (12 month) 240
FS3 Food Service Degree (I 1 month) 220
FS4 Food Service Degree (10 month) 200
112 Interpreter 12-credit Allowance 325
124 Interpreter 24-credit Allowance 450
INT Interpreter QAS Allowance 2,500
MA Masters Allowance - Instructional 2,300
MIS Miscellaneous Allowance 2,400
N12 Nursing 12-credit Allowance 325
N24 Nursing 24-credit Allowance 450
NA Nurse Allowance 500
EXT Extended Employment - Guidance Secretaries varies
P09 Extended Employment - 200 Days + 9 additional days varies
P10 Extended Employment - 10-month Guidance Dept Chair varies
PLN Planetarium Allowance 2,500
PSA Professional/Supervisory Educational Allowance 1,500
T01 otravel Allowance - Superintendent 6,000
VTI ichief Visiting Teacher/School Social Worker 1,200
31
F.@ME"URRA@A@@@OWANC TSL
TABLE OF SUPPLEMENTS
ELEMENTARY MIDDLE SEIYIOR
DESCRIPIION CODE CODE CODE
Academic Coordinator E26 1,800 J2r, i,8oo S26 1,800
Administrative Assistant EIO 700
Adopt-A-School Coordinator E23 500 J91 500 S23 500
Asst Student Activities Coordinator S24 1,800
Athletic Trainer Sol
1 6,500
Band - Marching (prior to 95-96) J30 1,659
Band - Marching (95-96 to present) J31 1,050 S30 3,000
Band Sectional (one) J27 300 S31 300
Band Sectional (two) J28 600 S32 600
Band Sectional (three) J29 900 S33 900
Band Sectional (four) S34 1,200
Baseball, Head Coach (prior to 95-96) J02 1,549 Sol, 2,100
Baseball, Head Coach (95-96 to present) JOI 1,250 I
Baseball (JV), Head Coach 550
Basketball, Head Bov's (prior to 95-96) J03 1,659 1 2,550
S03
Basketball, Head Boy's (95-96 to present) J04 1,500
Basketball, Head Girl's (prior to 95-96) J13 1,659 H03@,550
Basketball, ead G-irrs (95-96 to present) J14- 1,500
Basketball (JV), Boy's Coach S61 1,700
Basketball (JV), Girl's Coach H61 1,700
'iU@ DRIVER SUPPLEMENTS 7/l/97 - 9/30/97
Activity Run 805 2,012
V2 Activity Run B06 1,006
Additional Run Bol 2,012
/z Additional Run B02 1,006
Kindergarten Run I 810 2,012
A Kindergarten Run I BI 1 1,006
Kindergarten Run 11 B15 350
Kindergarten Run III 820 700
Long Run B25 700
Shuttle Run B30 700
Special ED Run B35 2,012
Y2 Special ED Run B36 1,006
BUS DRIVER SUPPLEMENTS 10/1 /97 - 6/30/98
Activity Run B05 2,072
Y2 Activity Run 306 1,036
Additional Run BOI 2,072
Y2 Additional Run 802 1,036
Kindergarten Run I Blo 2,072
% Kindergarten Run I Bil 1,036
Kindergarten Run 11 B15 350
Kindergarten Run III B20 700
Long Run B25 700
Shuttle Run B30 700
Special ED Run 835 2,072
Y2 Special ED Run B36 1,036
Cheerleader Sponsor J36 1,2
Cheerleader (JV) Sponsor S67 1,51750001
t@r R@50.11@, '-@!@3,'97 32 F k@M@AMURRAY%SA@RISUPWI, --@
TABLE OF SUPPLEMENTS
ELEPAENTARY MIDDLE SENIOR
DESCRIPTION CODE 4 CODE 1 $
Child Study Team Coordinator E39 1,800 J39 1,800 S39 1,800
Choral Sponsor J40 500 S40 1,400
Civic Club Sponsor S90 300
Debate Sponsor (96-97 to present) J41 1,250 S41 1,800
Debate Sponsor (prior to 96-97) S42 2,100
DECA Coordinator (prior to 95-96) S71 552
DECA Coordinator (95-96 to present) S72 450
Drama Sponsor (96-97 to present@ J43 1,05 3S43 1,600
Drama Sponsor (prior to 96-97) S44 1,800
Drill Team Sponsor (prior to 95-96) J44 664 S97 1,327
Drill Team Sponsor (95-96 to present) J45 Goo S98 900
FBLA Coordinator (prior to 95-96) S73 552
@BLA Coordinator (95-96 to present) S74 450
Coordinator (prior to 95-96) S76 552
rEA Coordinator (95-96 to present) S77 450
FFA Coordinator (prior to 95-96) S81 552
rFA Coordinator (95-96 to present) S82 460
FHA/HERO Coordinator (prior to 95-96) S83 552
FHA/HERO Coordinator (95-96 to present) S84 450
Field Hockey Coach (prior to 95-96) J06 1,438
Field Hockey Coach (95-96 to present) Jos 1,250 S06 2,100
Field Hockey (JV) Coach S62 1,550
Football, Assistant Coach (prior to 87-88) JOB 1,500 SOB 2,822
Football, Assistant Coach (87-88 to present) S09 2,400
Football (JV), Assistant Coach S64 1,700
Football, Head Coach J07 2,250 S07 3,950
Football (JV). Head Coach S63 2,400
@orensics Sponsor J48 1,050 S48 1,800
Freshman Class Sponsor S49 900
Golf Coach sio 1,200
Gymnastics Coach (prior to 95-96) Jll 1,438 St i,aoo
Gymnastics Coach (95-96 to presentl iio 1,250
HOSA Coordinator (prior to 95-96) S86 552
HOSA Coordinator (95-96 to present) S87 450
Intramural Coach/Sponsor ise SW
Intramural Coordinator (prior to 95-96) J84 1,000
Intramural Coordinator (95-96 to Present) iss 700
It's Academic J24 1.260 S92 1,400
junior Class Sponsor S52 1,400
Magazine Sponsor S53 1,200
Misc Club Coach/Sponsor J99 Soo
Misc Leadership Sponsor Vwiu
m
33 F.@UMA@SA"@S@W n@
TABLE OF SUPPLEMENTS
ELEPAEIYTARY MIDDLE SEIYIOR
DESCRIPTION CODE $ CODE CODE
National Honor Society J55 700 S55 1,400
Newspaper Sponsor (prior to 95-96)
E56 300 - 900 -
Newspaper Sponsor (95-96 to present) 500 S56 1,400
Odvssey Sponsor
S75 900
Orchestra J32 500 S35 900
Safety Patrol E90 500
J57 1,327
SCA Sponsor E57 700 S57 1,800
School Accreditation Chairperson E58 550 J58 800 S58 Boo
School Accreditation Interim Chair E60 350 J60 500 Sr,9 500
School Uaison Coordinator E65 500 J35 500 S50 500
Senior Class Sponsor
Soccer (JV) Coach
Soccer, Head 13oy's Coach (prior to 95-96) J71 1,438
Soccer, Head BOY's Coach (95-96 to present) J72 1,250
Soccer, Head Girl's Coach (Prior to 95-96) J'5 1,438
Soccer, Head Girl's Coach (95-96 to present) J16 1, 250 HI:. 2,1 00
Softball (JV) Coach -
I S66 FI,550
Softball Coach (prior to 95-96) J73 1,549 S13
Softball Coach (95-96 to present) J74 1,250 2,100
Sophomore Class Sponsor S85 900
Student Recognition Coordinator J61 1,327
Swimming, Head Coach S04 2,100
lennis, Boy's Coach S14 1,200
','ennis, Girl's Coach H14 1,200
rack, Cross Coun" (1 program) Boy's SIS 1,200
'rack, Cross Country (2 programs) Boy,s S16 i,soo
'rack, Cross Country (I Program) Girl's H15 1,200
Track, Cross Country (2 Programs) Girl's H16 11800
rack Indoor, BOY's Coach S17 1,800
track Indoor, Girl's Coach H17 1,800
Track Indoor, Asst Boy's Coach S18 1,000
Track Indoor, Asst Girl's Coach
Track Outdoor, Boy's Coach ( to 95-96) J77 1,438
Track Outdoor, Boy's Coach (95-96 to present) J78 1,250
Track Outdoor, Giri's Coach (prior to 95-96) J17 1,438
Track Outdoor, Girl's Coach (95-96 to present) J18 1,250
Track, Outdoor, Asst Coach (prior to 95-96) J79 863
Track, Outdoor, Asst Coach (95-96 to present@ J81 700 S20 1,350
Transition Coordinator S27 Soo
Transportation Assistant EBB 900 J63 900 S88 900
TSA Coordinator (prior to 95-96) S93 552
TSA Coordinator (95-96 to present) S94 450
6@23/97 34
TABLE OF SUPPLMENTS
ELEMENTARY MIDDLE SENIOR
DESCRIPTION CODE CODE CODE $
VICA Coordinator (prior to 95-96) S95 552
VICA Coordinator (95-96 to present) S96 460
Volleyball Coach (prior to 95-96) J75 1,438
Volleyball Coach (95-96 to present) J78 1,250 --- @oo
Wrestling (JV), Head Coach S68 1,700
Wrestling, Head Coach (prior to 95-96) J82 1,659 2,550
Wrestling, Head Coach (95-96 to present@ J83 i,soo
Yearbook Sponsor E46 Boo JBB 1,600 S99 2.1 O@O
3-7 Members 8-12@ 13-17 18 or More
DEPARTMENT CHAIRPERSON $800 $1,000 $1,150 $1,300
Agriculture DOI D21 D41 061
Business D02 D22 D42 D62
Distributive Education D03 D23 D43 D63
Driver Education D04 D24 D44 D64
Elementary Grade Coordinator E,40 M 8 members or more ($1,000)
English D05 025 045 065
Fine Arts 006 026 D46 D66
Foreign Language D07 D27 D47 D67
Guidance DOS D28 D48 D68
Home Economics D09 D29 D49 D69
industrial Arts D10 D30 D50 D70
library Dll D31 D51 D71
Mathematics D12 D32 D52 072
Nursing D13 D33 053 D73
Physical Education D14 D34 D54 D74
School wAn a School D20 D40 060 D80
Science 015 D35 D55 075
Social Studies D16 D36 D56 D76
Special Education D17 D37 D57 D77
Specialist DIS D38 D58 D78
Technology D19 D39 D5 D79
35
Hu@an Resources @ 5123197