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Article 10 – Compensation

Article 10 – Compensation

10.01 – Experience Credit: Effective July 1, 2018 experience credit shall be determined as specified below. Documentation provided to Human Resources within 120 days of the employee’s first day of employment will result in experience credit being awarded retroactive to the employee’s first day of employment. Failure to provide documentation within 120 days of the employee’s first day of employment will result in experience credit being granted from the date of submission of the documentation. No experience credit shall be given for documentation submitted more than two (2) years from the employee’s first day of employment.

  1. Starting Salary:
    1. Starting Salary Schedule: Effective July 1, 2023, the District will adopt a Starting Salary Schedule with a minimum base salary of $50,0500.00 for instructional staff, excluding Special Instructional Staff who will receive a minimum base salary of $58,010.00. Employees will be eligible to receive a maximum of twenty (20) years of experience credit to count toward starting salary.
    2. Return to Rate of Pay: Effective July 1, 2016, employees rehired by the District who have a rehire date within the current contract year and a termination date within one calendar year of their rehire date that receive a rate of pay at the date of their rehire that is lower than their rate of pay at the date of their termination are eligible for a return to their rate of pay at the time of termination. For the purpose of determining eligibility and rate of pay, employees with a termination date on the last scheduled contract day of a school year will be considered as if their termination date was the first day of school for students in the following school year.
  2. Instructional Experience: To be eligible, creditable experience must have been attained after the person held a valid teaching certificate and a four-year degree except if specified otherwise by Florida certification rules.
  3. Special Instructional Experience: Experience credit shall be granted for each year of related work experience in public or private agencies servicing children and families, not to include private or charter schools. Experience must be comparable to the position for which the employee is hired and must be creditable. Special Instructional work experience credit will not impact starting salary.
  4. Military Experience: Starting salary for JROTC instructors shall be based upon the District’s agreement with the military. JROTC instructors who are awarded a vocational certificate will receive six (6) years of experience credit for military service. All other terms and conditions of this agreement shall apply equally to JROTC instructors.

10.02 – Salary Schedules:

  1. Grandfathered Salary Schedule: In accordance with Florida Statute, the District has adopted a Grandfathered Salary Schedule for all instructional staff with Continuing Contract or Professional Services Contract status.
  2. Performance Salary Schedule: In accordance with Florida Statute, the District has adopted a Performance Salary Schedule for all instructional staff with Annual Contract or Probationary Contract status.
    1. Career Ladder: Effective July 1, 2014, TALC and the District agreed to the implementation of a Career Ladder for the advancement of instructional staff on the Performance Salary Schedule. Elements of the Career Ladder are outlined and posted on the District website and include detailed descriptions of Career Ladder levels and the requirements for movement. All instructional staff hired on or after January 8, 2018 will be placed on the Apprentice level of the Career Ladder.
    2. Career Ladder Movement: Instructional staff will be classified based upon eligibility for Career Ladder Movement. Instructional staff on the Grandfathered Salary Schedule will not be eligible for Career Ladder Movement. Career Ladder Movement shall occur annually for eligible instructional staff.
    3. Salary Increase: Instructional staff may be eligible for an increase in base salary based upon Career Ladder Movement from Apprentice to Career or Career to Accomplished. Instructional staff who are eligible for Career Ladder Movement will receive an increase in base salary of $1,000.00 by October 31 each year, if they are employed by the District.
  3. Differential Pay:
    1. Instructional Supplements: Each year eligible teachers shall be paid a salary supplement in accordance with the Instructional Supplemental Salary Schedule. No teacher shall receive more than three (3) supplements, excluding the position of Athletic Trainer. Any request beyond three (3) supplements must be approved by the Superintendent and the TALC President.
      1. Turnaround School Supplement: In accordance with Florida Statute 1012.22, effective July 1, 2023, instructional staff assigned to schools that received a grade of “F” or “D” for the prior school year will be eligible for the Turnaround Schools supplement in the amount of $4,000.00. The Turnaround School Supplement will remain in effect for at least one (1) year following improvement in the school grade. A supplement of $4,000.00 is available for all instructional staff assigned to District identified Turnaround Schools, including: Fort Myers Middle Academy, Franklin Park Elementary, Tice Elementary, East Lee County High, Colonial Elementary, Edgewood Academy, and Island Coast High for FY25 (2024-2025 school year). A supplement of $4,000.00 is available for all instructional staff assigned to Florida Department of Education (FL DOE) identified Turnaround Schools, including: G. Weaver Hipps Elementary and Manatee Elementary.
      2. Transition School Supplement: A supplement of $2,000.00 is available for all instructional staff assigned to Ray V. Pottorf Elementary, James Stephens Elementary, Mirror Lakes Elementary, Orange River Elementary, and Sunshine Elementary for FY25 (2024-2025 school year).
      3. Special Center School Supplement: Effective July 1, 2021, a supplement of $4,000.00 is available for all instructional staff assigned to Buckingham Exceptional Student Center, Department of Juvenile Justice (DJJ) locations, Young Parent Education Program, Royal Palm Exceptional Center, and Success Academy.
      4. Title I Schools: In accordance with Florida Statute 1012.22, instructional staff assigned to a Title I School will be eligible for a supplement in the amount of $100.00.
      5. High Demand Teacher Needs Area: In accordance with Florida Statute 1012.22, instructional staff who are certified and teaching in a High Demand Teacher Needs Area, as identified by the Florida Department of Education (FL DOE), will receive a supplement in the amount of $200.00.
      6. Athletics – Post Season Bonus: The head coach and varsity assistant coaches shall be paid $100.00 per week for coaching any or all of the defined work week during FHSAA sponsored post-season events. The post season athletic week shall be defined as Monday through Saturday for supplement calculation purposes. The TALC salary supplement shall be signed by the employee, the Principal, and the Athletic/Activities Director. The Athletic/Activities Director shall maintain records to monitor and authorize payment of the post-season supplements.
      7. Changes: In accordance with Article 5.06(1)(d), the Instructional Supplement Salary Schedule shall be updated and posted on the District website no later than May 15 of each year. Updates to the Instructional Supplement Salary Schedule may be made by execution of a Memorandum of Understanding, provided no fiscal impact or change in total budgeted amount for instructional supplements.

10.03 - Incentive and Bonus Programs: The District, with input from the TALC Labor/Management Committee, will develop and implement a system for awarding all incentive and bonus programs that is in compliance with applicable laws. Availability of funding may impact the continuation of incentive and bonus programs.

  1. District Incentive and Bonus Programs:
    1. Certification (Testing): Effective July 1, 2020, instructional staff who complete a certification test in a critical shortage area and add the subject area to their Florida Educator’s Certificate will be eligible for a one-time incentive payment to reimburse the cost of testing. Reimbursement will be for testing fees only and will be distributed on a first-come, first-served basis until funds are no longer available. In accordance with FL DOE requirements, instructional staff must have received a “highly effective” or “effective” rating on their most recent Final Performance Evaluation in order to be eligible for this incentive.
    2. Reading Endorsement: Effective July 1, 2020, all instructional staff who obtain a reading endorsement shall be eligible for a one-time incentive payment of $500.00 if they obtain a reading endorsement in the same school year that they are teaching an intensive reading course. To determine eligibility, a review of records will be completed for all instructional staff who obtain a reading endorsement. The review will include examination of roster verification and course identification, aligned with the Florida Course Code Directory. Incentive payments will occur on a first-come, first-served basis until funds are no longer available. Each employee is only eligible to receive this incentive once during the course of their employment with the District. In accordance with FL DOE requirements, instructional staff must have received a “highly effective” or “effective” rating on their most recent Final Performance Evaluation in order to be eligible for this incentive.
    3. ActiveLee Employee Wellness: ActiveLee seeks to provide a healthy work environment and enhance the quality of life for all District employees. ActiveLee provides engaging health programs, support resources, exercise classes, and wellness coaching to empower District employees to make healthier lifestyle choices. Incentives for District employees will be determined annually by the District.
    4. Recruitment: Recruitment of employees into critical shortage areas may necessitate the use of recruitment incentives. Incentives for District employees will be determined annually by the District.
    5. Longevity Pay: In order to acknowledge the dedicated service of District employees, longevity supplement amounts will be paid as follows:
      Years (L) Amount
      10-14 $625.00 
      15-19 $1,250.00
      20-24 $2,500.00
      25-29 $5,000.00
      30 or More  $6,250.00
      The longevity supplement will be distributed among all pay periods throughout the year.
  2. State Incentive and Bonus Programs:
    1. Qualifying Adoptive Employee: Funds associated with this program are to be distributed in accordance with Florida Statute 409.1664.
      1. Child With Special Needs: A qualifying adoptive employee who adopts a child within the Florida child welfare system who has special needs is eligible to receive a lump sum monetary benefit in the amount of $10,000.00 per child, subject to applicable taxes.
      2. Child Without Special Needs: A qualifying adoptive employee who adopts a child within the Florida child welfare system who does not have special needs is eligible to receive a lump-sum monetary benefit in the amount of $5,000.00 per such child, subject to applicable taxes.
      3. Disclaimer: Nothing herein shall be construed to expand the Qualifying Adoptive Employee Program beyond the limits of applicable state and federal law.
    2. Dale Hickam Excellent Teaching Program: Funds associated with this program are to be distributed in accordance with Florida Statute 1012.72.
      1. Legislative Intent: The Florida Legislature has found that the National Board for Professional Teaching Standards (NBTS) has established high and rigorous standards for teachers and intends to reward teachers who demonstrate excellence by obtaining national board certification.
      2. Disclaimer: Nothing herein shall be construed to expand the Dale Hickam Excellent Teaching Program beyond the limits of applicable state and federal law.
    3. Florida School Recognition: Funds associated with this program are to be distributed in accordance with Florida Statute 1008.36
      1. Legislative Intent: The Florida Legislature has found that there is a need for a performance incentive program for outstanding faculty in highly productive schools. The Legislature finds that performance12 based incentives are commonplace in the private sector and should be infused into the public sector as a reward for productivity.
      2. Disclaimer: Nothing herein shall be construed to expand the Florida School Recognition Program beyond the limits of applicable state and federal law.
    4. Florida Teacher Supply Assistance: Funds associated with this program are to be distributed in accordance with Florida Statute 1012.71.
      1. Legislative Intent: Funds are appropriated for classroom teachers to purchase, on behalf of the District, classroom materials and supplies for student assigned to them. Funds may not be used to purchase equipment, but are intended to supplement materials and supplies otherwise available to classroom teachers.
      2. Disclaimer: Nothing herein shall be construed to expand the Florida Teacher Supply Assistance Program beyond the limits of applicable state and federal law.
    5. International Baccalaureate (IB) Exam: Funds associated with this program are to be distributed in accordance with Florida Statute 1011.62(1)(l).
      1. Student Performance: A bonus in the amount of $50.00 for each student taught by the IB teacher in each IB course who receives a score of 4 or higher on the IB exam.
      2. School Performance: An additional bonus of $500.00 to each IB teacher in a school designated with a grade of “D” or “F” who has at least one student scoring 4 or higher on the IB exam, regardless of the number of classes taught or of the number of students scoring a 4 or higher on the IB exam.
      3. Disclaimer: Nothing herein shall be construed to expand the IB Exam Program beyond the limits of applicable state and federal law.
    6. Advanced International Certificate of Education (AICE) Exam: Funds associated with this program are to be distributed in accordance with Florida Statute 1011.62(1)(m).
      1. Student Performance: A bonus in the amount of $50.00 for each student taught by the AICE teacher in each full-credit AICE course who receives a score of E or higher on the AICE exam.
      2. School Performance: A bonus in the amount of $25.00 for each student taught by the AICE teacher in each half-credit AICE course who receives a score of E or higher on the AICE exam. An additional $500.00 to each AICE teacher in a school designated with a grade of “D” or “F” who has at least one student scoring E or higher on the full-credit AICE exam, regardless of the number of classes taught or of the number of students scoring an E or higher on the full-credit AICE exam.
      3. School Profile: Additional bonuses of $250.00 each to teachers of half-credit AICE classes in a school designated with a grade of “D” or “F” which has at least one student scoring an E or higher on the half-credit AICE exam in that class. Teachers receiving an award under (2) are not eligible for this bonus.
      4. Disclaimer: Nothing herein shall be construed to expand the AICE Exam Program beyond the limits of applicable state and federal law.
    7. College Board Advanced Placement (AP) Exam: Funds associated with this program are to be distributed in accordance with Florida Statute 22 1011.62(1)(n).
      1. Student Performance: A bonus in the amount of $50.00 for each student taught by the AP teacher in each AP course who receives a score of 3 or higher on the AP exam.
      2. School Performance: An additional bonus of $500.00 to each AP teacher in a school designated with a grade of “D” or “F” who has at least one student scoring 3 or higher on the AP exam, regardless of the number of classes taught or of the number of students scoring a 3 or higher on the AP exam.
      3. Disclaimer: Nothing herein shall be construed to expand the AP Exam Program beyond the limits of applicable state and federal law.
    8. Career and Professional Education Act (CAPE) Industry Certification Exam: Funds associated with this program are to be distributed in accordance with Florida Statute 1011.62(1)(o)(3).
      1. Weight of 0.1: A bonus of $25.00 for each student taught by a teacher who provided instruction in a course that led to the attainment of a CAPE industry certification on the CAPE Industry Certification Funding List with a weight of 0.1.
      2. Weight of 0.2: A bonus of $50.00 for each student taught by a teacher who provided instruction in a course that led to the attainment of a CAPE industry certification on the CAPE Industry Certification Funding List with a weight of 0.2.
      3. Weight of 0.3: A bonus of $75.00 for each student taught by a teacher who provided instruction in a course that led to the attainment of a CAPE industry certification on the CAPE Industry Certification Funding List with a weight of 0.3.
      4. Weight of 0.5 or 1.0: A bonus of $100.00 for each student taught by a teacher who provided instruction in a course that led to the attainment of a CAPE industry certification on the CAPE Industry Certification Funding List with a weight of 0.5 or 1.0.
      5. Disclaimer: Nothing herein shall be construed to expand the CAPE Industry Certification Exam Program beyond the limits of applicable state and federal law.
    9. State Incentive and Bonus Programs (hereafter referred to as “Programs”): Funds associated with State Incentive and Bonus Programs shall be distributed in accordance with applicable Florida Statutes.
      1. Authorization: The District shall have the authorization to distribute funds by the end or each fiscal year to eligible employees for any Programs established by the Florida Legislature.
      2. Compliance: The District shall ensure that any disbursements made under this clause comply with all relevant laws, regulations, and guidelines provided by the State of Florida. The parties agree that the existence, and terms of any Program created by the State of Florida shall be deemed incorporated into this contract for the purpose of fund disbursement.
      3. Disclaimer: Nothing herein shall be construed to expand the Programs beyond the limits of applicable state and federal law.

10.04 – Non-Standard Rate of Pay:

  1. Extended Work Year: Teachers who are employed beyond the 196-day work year, including but not limited to summer school, will be paid on the same base rate of pay as received in the school year just completed, exclusive of any supplements paid.
  2. Extended Work Day: Teachers who, during the 196-day work year, are employed for instruction at the District office or a school beyond the defined teacher work day, will be paid according to their current base rate of pay, exclusive of any supplements paid.
  3. Professional Development
    1. Attending a Required Training: Teachers who, during the 196-day work year, are required to attend training beyond the defined teacher work day, or are required to attend training beyond the 196-day work year, will be paid according to their current base rate of pay, exclusive of any supplements paid.
    2. Attending a Voluntary Training: Teacher participation in voluntary workshops or in-service training outside the school year may be paid a Voluntary Training Stipend of $25.00 per hour of training.
  4. Instruction During Missed Planning: When no substitute is available for an absent teacher, another teacher may be assigned to cover the class as follows:
    1. Voluntary Assignment: Volunteers will be sought and a rotation schedule will be followed. The building principal shall maintain a list of those teachers who voluntarily agreed to substitute during the teacher’s planning time. The building principal may take into consideration availability, seniority, certification, and performance when assigning coverage. If no volunteers exist, the building principal may assign coverage to employees in an equitable fashion. Teachers may only receive additional compensation equal to one period per day.
    2. Use of Planning Time: Use of planning time will be compensated pro-rated at the regular rate calculated to the minute based on the length of the period covered.
    3. Elementary Teachers:
      1. Additional Time: At the elementary level, when a teacher covers a class, the teacher will be compensated at the regular rate calculated to the minute based on length of the period covered.
      2. Additional Students: At the elementary level, when students are added to a class, the teacher will be compensated based on the percentage of the absent teacher’s total class enrollment added to the covering teacher’s class.
    4. Special Instructional Teachers: School Counselors, Technology Specialists and Media Specialists and other non-classroom instruction personnel shall be given one (1) continuous planning/conference time of not less than one instructional period per day for the purpose of receiving substitute coverage compensation. Special instructional staff shall not be required to provide classroom coverage, if they choose to, they will be paid their hourly rate and follow the outlined procedures for instructional staff. Special instructional staff that cover a vacant position will be paid their daily rate for every five (5) days worked (days worked are not required to be consecutive). Coverage of a vacant position shall only occur in the employee’s current district position (i.e., a counselor should only cover for a counselor). If the special instructional employee is itinerant, then the district and school supervisor will collaborate to determine whether the special instructional employee will be permitted to provide classroom coverage. If school based, the principal shall make the determination.

10.05 - Pay Delivery:

  1. Pay Delivery System: The District utilizes a payment in arrears system for employee payroll.
    1. Standard Pay Period: Employees will receive paychecks semi-monthly in an amount equal to their annual rate divided by twenty-four (24) pay periods. Employees may receive a pro-rate non-standard pay period amount, not to exceed the amount paid for a standard pay period.
      1. Summer Pay Options: Employees will have the option of requesting: a single “balance of contract” payment option for the summer, or a “pay through summer” payment option.
    2. Summer School: Employees working summer school shall be paid according to the salary schedule in effect at the beginning of the summer school program and shall be paid consistent with the payment in arrears system for employee payroll.
    3. Payroll Dates: Paychecks will be issued on the fifteenth and last day of the month. If that day falls on a weekend or holiday, then paychecks will be issued on the business day prior to the weekend or holiday.
  2. Payment Method: All employees shall be paid by direct deposit or District provided pay card.
  3. Paycheck Adjustments: Employees and their immediate supervisor will be notified of a need for paycheck adjustments. Arrangements for handling paycheck adjustments will be made directly with the employee. Every effort will be made to resolve paychecks adjustments within the calendar year to ensure accurate reporting of wages for tax purposes.
    1. Leave Reporting: Leave shall be reported in the same pay period in which an absence occurs. Late submission of leave may result in an adjustment of pay.
  4. Confidentiality: Information related to pay is sensitive in nature and shall be treated in accordance with Florida Statute, Chapter 119.
  5. Payment of Supplements: Supplements will not be paid until ratification of the contract covering the school year during which the supplement is provided, or September 30, whichever is earlier. Supplements may only be split between two employees with each receiving half of the total amount.
    1. Academics/Administrative, Activities/Clubs, and Arts: Full amount paid over twenty-four (24) pay periods or remaining checks in fiscal year.
    2. Athletics: Full amount paid in lump sum at the end of the season or evenly spread among paychecks during the season. Employees hired after the first day of the season or coaching less than a full season will receive a pro-rated amount for the supplement.
    3. Special Instructional: Employees will be paid for special instructional supplements beginning on the first paycheck of the fiscal year and will be included in the standard pay period rate.

10.06 – Changes in Compensation: Changes in base salary will be at a fixed rate based upon a standard work year and work day for a full-time employee, i.e. 196 days, 7.6 hours per day, 1.0 FTE, unless otherwise stated. Changes will be applied in the following order:

  1. Retention Percentage Increase: Eligible classroom and non-classroom instructional employees who are employed by the District at the time of ratification and payment will receive a retention percentage salary increase effective July 1, 2024 and will be paid based on Years X as outlined below:
    Years (X) Percentage Increase
    0 1.0%
    1 to 4 4.25%
    5 to 9 4.50%
    10 to 14 4.75%
    15 to 19 5.0%
    20 or more 5.25%
  2. Special Instructional Staff: In order to address retention and recruitment concerns in positions requiring highly specialized knowledge and high-demand professional credentials. Special Instructional Staff who are employed by the District at the time of ratification and payment will receive an increase of 5.25 percent effective July 1, 2024. Special Instructional Staff includes Athletic Trainers, School Counselor, School Social Worker, Speech Language Pathologist (SLP), Occupational Therapist (OT), Physical Therapist (PT), School Nurse (RN), School Psychologist, Licensed Mental Health Professional, and Board-Certified Behavior Analyst (BCBA).
  3. Performance-Based Pay: In accordance with Florida Statute 1012.22, performance-based salary increases will be available to employees based on FY24 (2023-2024 school year) Final Performance Evaluation Rating and classification as “Eligible” or “Ineligible” for Career Ladder Movement. In accordance with Florida Statute, a greater amount will be provided to the employees in each classification with a Final Performance Evaluation rating of “Highly Effective.”
    1. FY25 Career Ladder Movement: All instructional staff who are employed at the time of ratification and payment are eligible for the FY24 Career Ladder Movement and will receive an increase in base salary of $1,000.00.
    2. FY25 Manager’s Rating: Instructional staff who are Annual Contract status and employed by the District at the time of ratification and payment will receive an increase in base salary of $300.00 if they received an FY24 Final Performance Evaluation Rating of “Highly Effective” and $225.00 if they received an FY24 Manager’s Rating of “Effective.” Instructional staff who are professional Services Contract status or Continuing Contract status and employed by the District at the time of ratification and payment will receive an increase in base salary of $225.00 if they received an FY24 Final Performance Evaluation Rating of “Highly Effective” or “Effective.” Instructional staff who did not receive an FY24 Final Performance Evaluation Rating or who received a rating of “Needs Improvement/Developing” or “Unsatisfactory” are not eligible for a performance-based increase.