PROFESSIONAL

AGREEMENT
for 2011-2012

Preparing Every
Student for Success in
College, Career and Life
Phoenix Union High School District No. 210

PHOEN IX UN ION HIGH SCHOOL D ISTRICT

Center for Educational Services District A dministrative Offices
4502 N orth Central A venue
Phoenix, A rizona 85012
GOVERN IN G BOARD
Lind a Abril, Presid ent
Ben Mirand a, Clerk
Lela Alston, Mem ber
Laura Pastor, Mem ber
Richard Gallego, Mem ber
Rand y Schiller, Mem ber
Am y Kobeta, Mem ber
IN TEREST BASED N EGOTIATION S TEAM
Jose Arenas
Asst. Superintend ent for H um an Resources
Lorrie Drobny
Asst. Superintend ent for Business & Operations
Alvin Watson
Ad m inistrators Association, Presid ent
Kate Mc Donald
Principal
Laura Telles
Principal Interim
Gabriel Trujillo
Principal
LaCresha William s
Principal Interim
Juvenal Lopez
Director of Certified Employm ent
Frenche Colbert
Director of Classified Employm ent
Bonnie Gonzalez
Division Manager Supply/ Property
Tam m y H od ge
Controller
Ed Bufford , CTA
Johnna Baca, CTA
Bruce Braley, CTA
Pat Looper, CTA
Debi N eat, CTA
Pam ela Sparta, CTA
Duane Webb, CTA
Daw n Arnold , CEA
Frank Bock, CEA
Szud ia Bragg, CEA
La Donna Ind erried en, CEA
Tom Oviatt, CEA
Cynthia Tercero, CEA
CLASSROOM TEACHERS ASSOCIATION OFFICERS 2011-2012
Ed Bufford , Presid ent
Paul Low es, Vice Presid ent
John H enry, Secretary
Suzanne Tate, Treasurer

Professional Agreement
2011-2012

TABLE OF CONTENTS
PROCEDURES ............................................................................... Blue Pages
Individual Employee Rights ....................................... Section 1
Collective Rights ........................................................ Section 2
Human Resource Assessments, Recruitment,
Selection, Assignment, Transfer, & Separation ...... Section 3
Job Descriptions and Selection .................................. Section 4
Salary and Compensation .......................................... Section 5
Student Services and Class Sizes ............................... Section 6
Professional Growth Program, Pre-service and
Inservice Training, and Retraining of Employees ..... Section 7
Assessment and Evaluation ....................................... Section 8
Employee Benefits ..................................................... Section 9
Rules of Work ............................................................ Section 10
Professional Conduct ................................................. Section 11

MEMOS OF AGREEMENT .............................................................. Pink Pages

APPENDICES ............................................................................... White Pages
A. Travel Reimbursement Guidelines
B. Pay Schedule
C. Glossary of Terms
D. School Calendar
E. Professional Development Guidelines
F. Fields of Study
G. Performance Based Pay Plan

IN D EX
A

Case Managem ent for Sp ecial Ed u cation .............. 6-3

Certificate, Degree, Sp ecial Requ irem ents ............. 4-2

Acad em ic Cred it .................................................. ....5-10

Cheerlead er Sp onsor ............................................... 5-21

Acad em ic Freed om ......................................... . 1-2, 11-3

Citizenship Rights..................................................... .1-1

Acad em ic Work, Requ irem ent for ........................... 5-9

Classload s .................................................................. .6-1

Ad d itional Assignm ent, (.2 assignm ent) ........... .....3-2

Coaches, Cau se Rem oval Provisions .................... . .4-9

Ad m ission to School Events .............................. ....9-12

Coaches, Perform ance Agreem ents ........................ 4-9

Ad vancem ent on Salary Sched u le for Ed u cation ... ..5-8

Coaches, Resp onsibilities of .................................. 5-21

Ad vancem ent on Salary Sched u le for Exp erience . ...5-9

Coaches, Selection of ..................................................4-7

Alternative Certification ......................................... . 4-3

Cod e of Ethics ...........................................................11-8

Alternative Program s .............................................. .6-4

Collective Rights .........................................................2-1

Ap p eals Proced u re ................................................... .1-8

Com p ensation .............................................................5-1

Assau lt on an Em p loyee .......................................... .1-2

Assessm ent and Evalu ation ..................................... 8-1

Com p liance w ith Ru les, Proced u res,

Policies, and Regu lations ......................... ......... .....11-6

Assignm ent, Red u ction or Increase ....................... .... .3-3

Conferences ................................................. ........ ........11-2

Assignm ent of Personnel ....................................... ..... .3-1

Conflict of Interest ........................................ ........ ......11-8

Athletics/ Activities Pay ....................................... ..... .5-16

Contract for Em p loym ent ................................ .......... ..4-3

Athletic Trainer, Extra Pay ................................. .. .5-11

Contractu al Errors .............................................. ........ ..5-1

Athletic Trainer, Line of Au thority .................. ..... ...11-7

Cop y Equ ip m ent ........................................ ...... ...........11-5

Athletic Trainer, Work Year .............................. ..... ...10-4

Cou nselor Caseload s ............................ ........ ................6-3

Au d itoriu m Managem ent .................................. .... ....5-11

Cou nselor, Sp anish-Sp eaking .................. .. .................6-5

Cou rse Exp ectations ................................... .... ............11-3

Critical Shortage Areas ...................................................7-2

Bell Sched u le .............................................. ....... .10-2, 10-3

Bell Sched u le for End of Grad ing Term .............. ... ..10-3

Daily Rate of Pay .......................................... ............... .5-5

Bell Sched u le for Testing Days .......................... .. .....10-4

Dance .................................................................... ....... .5-19

Breaches of Professional Behavior ................... . ........11-8

Dead Week .......................................................... ....... .10-4

Bu lletin Board s Em p loyee Associations .......... ... ....2-1

Debate ................................................................... ...... .5-19

Ba rgaining Unit ................................................... .. .......2-1

Dep artm ent Goals ................................................. ..... 11-3

Dep artm ent Meetings .................................... .... ........11-2

Directed Stu d y ....................................................... ...... .6-5
Disability Insu rance ............................................. ........ .9-3

Calend ar Recom m end ations .......................... ... ........10-1

Discip line, Em p loyee ....................................... .. 1-1, 11-1

Cam p aigning ......................................................... ... ...10-6

Discip line, Stu d ent ...................................................... 1-3

Cam p u s Com m ittee .......... .............................................2-5

Disclosu re of Inform ation .................................... ..... 11-9

Care, Su p ervision, Protection of Prop erty .......... .11-5

District Directories .................................................... ... .1-3

08/ 01

IN DEX 1

District Joint Com m ittees .. ...........................................2-4

Glossary of Term s .................................. ....Ap p end ix C

District-w id e Meetings .............................................. 11-7

Grad ing System ........................................ ....... ........11-3

Donation of Leave Days .......................................... .... .9-5

Grad e Prep aration Day ................................. .. ........10-4

Dram a ................................................................... ...... ..5-19

Grad ing Term , Sched u le for End of ............ . .........10-3

Du e Process .............................................................. .... .1-1

Grievances ..... ..............................................................1-4

Du ties Ou tsid e of Professional Day ................... ..... .10-2

Gu est Teacher Contracts .................................. ... ....4-10

E
Early Retirem ent Program ..................................9-10
Election Activities .........................................................10-6
Em ergency Classroom Su p ervision .............5-11, 11-5
Em p loyee Assistance ......................................................1-3

Gu est Teacher Materials ............................ ... ..........11-6

Gu est Teacher Pay ...................................... ... ..........5-11
Gu est Teacher Pay for Early Retirees ............ .. ......9-11

Em p loyee Benefits ..........................................................9-1

H ealth & Med ical Insu rance ....................... ... ...........9-2

Em p loyee Com p ensation ..............................................5-1

H ealth Insu rance for Early Retirees ............... .. .....9-11

Em p loyee Cond u ct ......................................................11-1

H olid ay, Absence Before or After ...................... ......9-1

Em p loyee Discip line .......................................1-1, 11-1

H olid ay Work .................................................... .... .....9-1

Em p loyee Files ...............................................................1-1

H om e Visits ........................................................ .. ....11-2

Em p loyee, Insu lt or Abu se of ......................................1-2

Em p loyee Lists ...............................................................1-3

Em p loyees Seeking Elected Office ...........................10-6

IMC Level of Service .................................... .... .......10-5

Em p loym ent Ou tsid e of District ..........................10-6

Ind ivid u al Em p loyee Rights ............................. .......1-1

English Langu age Learners Program ........................6-4

Ind u ction Program .......................................... . .........7-3

Equ al Em p loym ent Practices ......................................1-1

Ind u strial Com m ission Insu rance

Equ ip m ent, Secu rity & Care of .................................11-6

see W orkers Compensation

Evalu ation ......................................................................8-1

Initial Placem ent on Salary Sched u le ........... ...........5-7

Evening Teaching Assignm ents .................................3-2

Inservice at Start of Year ......................... .... .....7-3, 11-7

Exchange Teachers .............................................. .......9-9

Inservice Orientation Sessions ............... ... .............11-7

Extend ed School Op erations .......................................3-2

Instru ctional Delivery ........................................ .....11-3

Extra-cu rricu lar Du ties ...............................................10-6

Instru ctional Lead er Du ties ........................................4-4

Extra Pay for Extra Work ......................................5-14

Instru ctional Lead er, Evalu ation of ...........................8-2

F
Facu lty Meeting Agend as ............................ ... ........11-7

Instru ctional Lead er Pay ......................................... 5-14

Instru ctional Lead er Release Tim e ...........................5-15
Instru ctional Lead er, Selection of ...............................4-4

Facu lty Meetings .................................... ..... ....11-2, 11-6

Instru ctional Tim e ........................................ . .10-2, 10-4

Failu re to Perform Du ties ............................ .... .......11-5

Insu rance Program s ............................................. ... ...9-2

Fam ily Mem bers on Sam e Cam p u s ............. .. ..........3-2

Fam ily Med ical Leave Act .............................. .. ........9-7
Field s of Stu d y ........................................ . ..Ap p end ix F

Flexible Benefit Plan ........................................ ...... ....9-3

Job Descrip tions ................................................. ........4-1

Forensics .......................................................... .... .....5-19

Job Fair ................................................................... . ....3-8

Fringe Benefits ................................................. ... .......9-1

Job Op enings after Reassignm ent Process ........ ... .3-12

G
Gifts ..................................................................... .. ....11-9
IN DEX 2

Job Postings ...................................................... . .........4-1

Jobs Designated for Interview Only ................ .... ....3-7
JROTC Classload s .............................................. ... .....6-3

08/ 01

JROTC Line of Au thority ................................. .... ...11-7

N ew ly Created Positions .... .................................... 3-12

Ju ry Du ty ........................................................ . .........9-10

N ew sp ap er Ad visor ................................ ................ 5-20

N ond iscrim ination........ ............................................. .1-1

N o Pass/ N o Play .......... .......................................... .11-1

Keys, Secu rity of ........................................... .... .......11-6

N orth Central Resp onsibilities ............... ............. ...11-2

KKIS (Keep Kid s in School) Activities ............ .. ....11-4

N o Show s ..................................................... .............. 6-2

L
Laboratory/ Shop Classroom s ........................... .... ...6-3

N onteaching Du ties ...................... ......... 6-4, 10-2, 10-6

N u rses .......................................... ............. 5-6, 9-9, 10-4
N u rses, Line of Au thority ........................... ........... 11-7
N u rses, Su bstitu tes for ................................. .......... 11-7

Leave Days ......................................................... ... .....9-4

Leave Days, Donation of ..................................... ......9-5
Leave Days, Paym ent for Unu sed ..................... ....9-12
Leave of Absence ............................................. ... .......9-4

Leave of Absence and H ealth Insu rance ............ . ...9-6

Life Insu rance .................................................... .... .....9-3

Op en H ou se . ........ 11-2

Lim ited English Proficiency Stu d ents,

............................................ see English Language Learners

Organization Meetings, Activities .................... . ......2-1

Longevity .......................................................... .. ........5-2

Orientation Sessions ......................................... .... ...11-7

Long-Term Disability Insu rance .................. . ...........9-3

Other Paym ent Sched u le ................................... .....5-11

Lu nch Period s ................................................... . ......10-3

Ou t of Sequ ence Cou rses .................................... .. ....6-4

Organization Mem bership ................................. .......2-1

Ou tsid e Work ....................................................... .. ..10-6

Ow nership of Materials ................................... ... ..11-10

Mailboxes, Bu lletin Board s .......................... ... ..........2-1

Major Areas of Cond u ct ................................... .......11-1
Maternity Leave ........................................ . .9-4, 9-5, 9-7

P, Q

Meet and Confer Process......................... ................. .2-2

Parent N otification ............................................... ....11-2

Meetings at Start of School Year ...................... ..... .11-7

Parking Lots ......................................................... .....11-5

Meetings, District-w id e ...................................... ... ..11-7

Pay for Su p ervisory Work ....................... ..... ..........5-11

Meetings w ith the Su p erintend ent.......... ............... ..2-5

Pay Sched u le ...................................... .... ....Ap p end ix B

Mem bership in Professional Organizations..... 1-3, 2-1

Paym ent for Unu sed Leave Days ................. ...... ...9-11

Mid -Term Disability Insu rance .............. ......... .........9-3

Payroll Ded u ctions ......................................... ...... ...10-1

Mileage Allow ance ........................ ..... .....................5-13

Perform ance Dance .................................. ...... ..........5-19

Military Leave ................................ ...... ..............9-9

Perform ance of Assigned Du ties ............. ...... ........11-1

Mu sic ............................................ ......... ....................5-19

Perform ance-Based Com p ensation .... . ...Ap p end ix G

Perm itting Stu d ents to Leave Cam p u s ......... .. ......11-1

N
N ational Board for Professional
Teaching Stand ard s Certification. ................. .....5-12

Personnel, Assignm ent of ........................... ..... .........3-1

Plan for Su ccess .......................................... ..... .........11-3
Planning for Instru ction ........................... ......... ......11-3
Political Activity ..................................... ..... .............10-6

N ew H ires ................................................... ......... .......4-1

Position Vacancies ............................. ....... ........3-12, 4-1

N ew Teacher Ind u ction Program ..................... ....... 7-3

Post Retirem ent Retu rn to Work .......... ..... .............9-11

08/ 01

IN DEX3

Prep aration Period ............................... .... .......10-3, 11-4

Salary, Calcu lating Daily Rate of Pay ......... ....... ......5-5

Prep arations, N u m ber of ......................... ..... ............3-2

Salary Red u ctions ................................. ...... .............3-13

Pre-retirem ent Plan to Red u ce Assignm ent .... .....9-12

Salary Sched u le, Athletic Trainers ......... ...........5-2, 5-4

Pre-service and In-service Training ................ ...... ...7-3

Salary Sched u le, Initial Placem ent ............. ....... .......5-7

Pre-tax Flexible Benefit Plan .................... ...... ...........9-3

Salary Sched u le, JROTC ....................... ..............5-1, 5-4

Privacy Rights.................... ............................ .............1-3

Salary Sched u le, N u rses ................................... .........5-6

N on Continu ing and Continu ing Statu s ................4-10

Salary Sched u le, Teachers ..................................5-1, 5-3

Professional Cond u ct .................................... ....... ...11-1

Sched u le A, Instru ctional Lead er........... ..... ...........5-14

Professional Develop m ent Gu id elines .. . .Ap p end ix E

Sched u le F, Athletics/ Activities .......... .......... ........5-16

Professional Develop m ent Sp ecialist........................3-11

Sched u le F Ind ex ................................... ..... ..............5-17

Professional Feed back for Others ................ ... .......11-3

Sched u le F Placem ent ............................... ...............5-18

Professional Grow th Program ....................... ..... ......7-1

School Calend ar ........................... ...... .......Ap p end ix D

Professional Organization....... ........................ ...1-3, 2-1

School Calend ar Recom m end ations ........ .... ..........10-1

Professional Workd ay & Work Week,

School Closu re/ Phase Ou t or Su rp lu s ...... ...... ......3-15

Other Certificated Personnel ............... ........ ..10-3

School Consolid ation .......................... ....... ..............3-16

Professional Workd ay & Work Year, N u rses .. .. ...10-4

School Facilities .................................. ........ ..............11-5

Professional Workd ay & Work Week, Teachers... 10-1

School Im p rovem ent Team .................................. .....2-6

Program for ELL Stu d ents .......................... ....... .......6-4

School N u rses .................... ................... ...5-6, 9-10, 10-4

Prop erty Care, Su p ervision and Protection . .... .....11-5

School N u rses, Line of Au thority ................. ....... ..11-7

Pu p il Su p ervision Work, CTE ......... ............... ........5-13

School N u rses, Su bstitu tes for .................... ..... ......11-8

R
Reassignm ent and Selection of Personnel ...... .... ....3-1
Reassignm ent Categories ...................... .......... ..........3-6
Reassignm ent List ......................... ................. ............3-8
Reassignm ent p rocess................. ............... ..............3-10
Recall Protections after RIF ........................ .............3-14
Record s .............................................. ......... ...............11-1
Recru itm ent of Personnel .................. ................4-1, 7-2
Red u ction in Force ....................... ........ ....................3-13
Rep resentative Organization ................. .......... .........2-1
Requ est for Red u ced / Increased Assignm ent . ... ....3-3
Resignation from Em p loym ent ................... ....... ....4-12
Retirem ent .................................................. ..... .........4-12
Retirem ent, Early Retirem ent Program ....... .... .....9-11
Retirem ent & Pre-Retirem ent Plan ........ ........ ........9-13
Retirem ent and Retu rning to Work ............... .... ....9-12
Retraining of Em p loyees ............................... .......... ..7-3

S
Sabbatical Leave .................................... ...... ...............9-7
IN DEX 4

Selection of Coaches ................................ ........... .......4-7

Selection of Managers for Established Program s ...4-4
Selection of Managers for N ew Program s ..... .... .....4-6
Seniority ...................................................... .......... ......3-4
Service to Stu d ents ................................ ............ ......11-2
Sm all School Environm ents........... ..........3-16
Social Workers ................................................... .......3-10
Sp ecial Cam p u s Assignm ent .......... ......... .................4-6
Sp ecial Ed u cation Case Managem ent Load s . ... ......6-3
Sp ecial Prep aration Requ irem ents .................... .......4-2
Sp ecial Stu d ent Problem s........................... .............. 1-3
Sp ecialized Requ irem ents .................... ........... ..........4-2
Staff, Definition of................................ .......... .............2-2
Staffing N eed s................... .................................. ........3-1
Staff Meeting Agend as ....................... ............ .........11-7
Staff Meetings ................................ ........ ..........11-2, 11-6
Stand ard s of Em p loyee Cond u ct ............... ... .........11-1
Statem ents of Intent................................. ...... .............2-4
Stu d ent Attend ance............................... ................ .....1-4
Stu d ent Brow n Slip s Dead Week ............... ... ......10-4
Stu d ent Conferences .................................. ......... .....11-2
Stu d ent Discip line.................................................... ...1-3
08/ 01

Stu d ent Grad es .................................................. ...... .11-1

Stu d ent Make-u p Work .................................... ..... 11-2
Stu d ent Sched u le Changes ........................ ............ ...6-1

U
Use of School Bu ild ings ................................. ...... .....2-1

Stu d ent Stations .......................................... ........... ....6-3

Stu d ent Teachers .............................................. ....... .10-5
Su bstitu te Teacher ..............................see Guest Teacher
Su m m er School ................................... ............... ......10-7
Su m m er Workshop ................................... ......... ........2-4
Su p erintend ent Initiated Reassignm ent .......... ........3-7
Su p ervision of Stu d ents ...................... ........ ............11-1

V
Vacation................................................. ...............9-1, 9-4
Verification of Acad em ic Work ......... ....... .............5-10
Volu ntary RIF ............................... ........ ....................3-14
Volu ntary Sep aration of Em p loym ent .... ........ ......4-12

Su p ervisory Pay ............................... .......... ..............5-11

Su rp lu s Teachers ............................ .................... 3-5, 3-9
Su stained Silent Read ing ............... .......... ......10-2, 10-3

W, X, Y, Z
Work Assignm ents .................................. ........ ........11-2

Tax-Sheltered Annu ity .................... .............. ............9-3

Work on H olid ays and Governing

Board -Declared Recess Days .............. ....... ...........9-1

TBA To Be Assigned ....................... ......... ...............3-7

Workd ay & Work Year, Athletic Trainers ...10-1, 10-4

Teacher Assigned to Tw o Cam p u ses .... .... ...5-13, 11-4

Workd ay & Work Year, N u rses ................ ........ .....10-4

Teacher Ind u ction Program ................. ................ .....7-3

Workd ay & Work Year,

Teacher on Assignm ent ....................... ................... 3-12

Other Certified Personnel ........ ......10-3, 10-4

Tem p orary Certificated Personnel ............. ....... ....4-10

Workd ay & Work Year, Teachers ... ...... ........10-1, 10-4

Tentative Agreem ents, Meet & Confer........ ........... 2-4

Workers Com p ensation Insu rance ............ ........ ......9-1

Term inating Em p loym en t, Volu ntary .......... ..... ....4-12

Yearbook Ad visor .................................... ....... .........5-20

Testing Day Bell Sched u le ........................... ...... .....10-4

Travel Reim bu rsem ent Gu id elines ..........Ap p end ix A
Tu toring .................................................. ............... ...10-7

08/ 01

IN DEX5

PROCED URES
IN D IVID UAL EMPLOYEE RIGHTS
Citizenship Rights and Equal Employment Practices
Employees shall be entitled to full rights of citizenship. There shall be no disciplinary action or other
discrimination against any employee on the grounds of race, age, creed, religion, sex, national origin,
ethnic identity, marital status, handicapping condition, or any other characteristic or political activity
that is not directly related to job performance. This extend s to recru itm ent, selection, w ages, benefit s,
tenu re, p rom otions, training p rogram s, u se of d istrict facilities, term inations, layoffs, recalls, and all
other term s, cond itions and p rivileges of em p loym ent.
Practices Prohibited
The follow ing em p loym ent p ractices are p rohibited :
1.

Ad m inistration of any test or other criteria w hich has a d isp rop ortionately ad verse effect on
p ersons, u nless it is a valid p red ictor of job su ccess;

2.

Recru itm ent of em p loyees from entities w hich fu rnish as ap p licants only or p red om inantly
m em bers of one grou p , if su ch action has the effect of d iscrim inating on the basis of that grou p ;

3.

Establishm ent of rates of p ay w hich d iscrim inate;

4.

Classification of jobs as being for m ales or fem ales or other d iscrim inatory notations;

5.

Provision of fringe benefits on any d iscrim inatory basis;

6.

Any action based on m arital or p arental statu s. Pregnancies are consid ered tem p orary d isabilities
for all job-related p u rp oses and shall be accord ed the sam e treatm ent by the d istrict as are all
other tem p orary d isabilities. N o inqu iries shall be m ad e by the d istrict in job ap p lications as to
the m arriage statu s of an ap p licant. Inqu iry m ay be m ad e as to sex of a job ap p licant for
em p loym ent if it is m ad e of all ap p licants and is not a basis for d iscrim ination;

7.

Any exp ression of p reference, lim itation, or sp ecification, u nless it is a bona fid e occu p ational
qu alification for the p articu lar job in qu estion, shall be p rohibited in em p loym ent ad vertising.

EMPLOYEES RIGHT TO REPRESEN TATION

Any em p loyee m ay bring a rep resentative to a m eeting u nless instances w here fed eral and state law
m ay be violated .

D UE PROCESS FOR EMPLOYEE D ISCIPLIN E

D iscipline Without Just Cause Prohibited
The Em p loyee Cond u ct/ Discip line H and book shall ensu re ap p rop riate d u e p rocess p roced u res for
em p loyee cond u ct and d iscip line.
EMPLOYEE FILES
A.

The d istrict shall m aintain one official p ersonnel file for each em p loyee. Su ch file shall exist in the
H u m an Resou rces Office.

07/ 02

Proc. 1 - 1

All m aterials p laced in the em p loyees file and originating w ithin the d istrict shall be available to
the em p loyee for review u p on requ est in the p resence of the p erson(s) resp onsible for keep ing the
files, excep t as p rovid ed below :
All references and inform ation originating ou tsid e the d istrict on the basis of confid entiality, and
references and inform ation obtained w ithin the d istrict in the p rocess of recom m end ing the
em p loyee for em p loym ent or change in p osition shall not be available for insp ection by the
em p loyee.
Material originating w ithin the d istrict and w hich is d erogatory to an em p loyees cond u ct,
service, character or p ersonality shall not be p laced in an em p loyees file u nless the em p loyee has
had an op p ortu nity to read the m aterial. The em p loyee shall acknow led ge that s/ he has read
su ch m aterial by affixing his/ her signatu re on the actu al cop y to be filed . The signatu re d oes not
necessarily ind icate agreem ent w ith the content of the m aterial.
The em p loyee shall have the right to answ er any m aterials filed . H is/ her answ er shall be
su bm itted to the p rincip al/ su p ervisor and forw ard ed to the su p erinte nd ent or d esignee, w ho
shall attach it to all file cop ies.
The em p loyee shall have the right to su bm it m aterial for his/ her file. This m aterial shall be
su bm itted to the p rincip al/ ad m inistrator/ su p ervisor and forw ard ed to the su p erintend ent or
d esignee, w ho shall p lace all relevant m aterial in the em p loyees file. Su bm itted m aterial not
p laced in his/ her file shall be retu rned to the em p loyee.
B.

An em p loyee m ay be accom p anied by an association rep resentative d u ring a file review .

C.

The contents of the em p loyees p ersonnel file are strictly confid ential and shall not be released to
any p erson or agency w ithou t w ritten consent of the em p loyee excep t as p rovid ed in Arizona
statu tes. In ad d ition, cop ies of the assessm ent and evalu ation of an em p loyee are confid e ntial and
shall not be released or show n to any p erson excep t as p erm itted by statu te, requ ired by cou rt
ord er, or by ad m inistrators review ing files.

D.

Docu m ents m ay be d u p licated and stored in a w orking file in the office of the
Princip al/ Su p ervisor. The contents of the w orking file w ill be available for em p loyee review
u nd er the sam e cond itions as p reviou sly listed . Any d ocu m ents u nsigned by the teacher shall be
rem oved u p on the teachers requ est.

ACAD EMIC FREED OM

Acad em ic freed om shall be gu aranteed to em p loyees in ord er to create in the classroom an
atm osp here of freed om w hich p erm its stu d ents to raise qu estions d ealing w ith critical issu es of the
tim e and w hich m aintains an atm osp here cond u cive of stu d y, investigation, p resentation and
interp retation of facts w hich stress the interp lay of id eas.
A. The teacher has the right to exp ress his/ her p oint of view p rovid ed the stu d ents u nd erstand that
it is his/ her op inion and not to be accep ted by them as an au thoritative statem ent. The teacher is
resp onsible for exercising ju d gm ent in selecting for objective analysis those relevant issu es w hich
contribu te to the m atu rity and u nd erstand ing of the stu d ents involved .
B. Therefore, each teacher:
1.

H as the freed om to select m aterials w hich are su p p ortive of stat ed instru ctional objectives
and

2.

H as the resp onsibility of m eeting the need s of stu d ents w ithin p revailing d istrict, com m u nity
and state stand ard s.

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EMPLOYEE ASSISTAN CE
In the case of an assau lt u p on an em p loyee or a com p laint or su it by third p arties as a resu lt of action
taken by the em p loyee w hile p erform ing his/ her d u ties, the d istrict shall rend er all reasonable
assistance to the em p loyee in connection w ith the hand ling of the incid ent by law enforcem ent and
ju d icial au thorities.
In the event of a p hysical inju ry to an em p loyee as the resu lt of stu d ent conflict, intentional or
u nintentional, or inju ry to an em p loyee as a resu lt of intentional acts by third p arties arising from an
action taken by the em p loyee w hile p erform ing his/ her d u ties, the District shall:
A. Provid e seven consecu tive w ork d ays of leave (not to be charged against sick leave) w ith d octor s
verification.
B. Exclu d e m ental illness and stress from this p olicy.
C. If m ore than seven d ays is requ ired , a com m ittee w ill be convened to d eter m ine the length of
allow able leave on a case by case basis. In the interim , em p loyee shall u se his/ her leave d ays
w hich m ay be reim bu rsed p end ing the com m ittees d ecision. The com m ittee w ill be com p rised of
the follow ing:
1.

Tw o d octors or their rep orts (District at d istricts exp ense; em p loyee at em p loyees exp ense)

2.

Presid ent of w hichever em p loyee grou p involved

3.

Cam p u s rep resentative

4.

Em p loyees s u p er vis or

5 . Ap p r op r ia t e a d m in is t r a t ive d ir ect or
6 . E m p loyee Ben efit s S p ecia lis t
Com m ittee shou ld not d iscrim inate based on w hether em p loyee has short term d isability or sick
leave accru ed .
The m axim u m leave d ays allow ed u nd er this p olicy w ill be 90 d ays. The com m ittee s d ecis ion is
a d vis or y t o t h e S u p er in t en d en t wh o m a k es t h e fin a l d ecis ion a s t o t h e len gt h of t h e
a p p r oved lea ve. Th e d ecis ion of t h e S u p er in t en d en t is n ot gr ieva b le or a p p ea la b le. An y
p r oced u r a l viola t ion of t h is Op er a t ion a l Pr oced u r e is gr ieva b le.
MEMBERSHIP IN PROFESSION AL ORGAN IZATION S
An em p loyee shall have the right to d ecid e w het her or not to join any p articu lar p rofessional
organization w ithou t coercion from any ad m inistrator or fellow em p loyee. N o em p loyee shall be
d iscrim inated against by reason of his/ her m em bership in any rep resentative grou p , or p articip ation
in any grievance or other p roceed ings w ith resp ect to any cond itions of em p loym ent.
EMPLOYEE PRIVACY RIGHTS
Employee Lists
List of em p loyee nam es and ad d resses w ill not be released .
SPECIAL STUD EN T PROBLEMS
Student D iscipline
A. Whenever it ap p ears, in the teacher s op inion, that a p articu lar stu d ent is a continu ing d isru p tive
influ ence in a class, and the stu d ent requ ires p rofessional attention, other than that p rovid ed by
his/ her classroom teachers and cou nselors, the p rincip al/ d esignee w ill take reasonable step s to
arrange for ap p rop riate assistance w hich m ay inclu d e rem oval from the class.
B. If the continu ed p resence of a stu d ent in class is u naccep table to the teacher, the stu d ent shall be
exclu d ed from the class for the rem aind er of the p eriod w ith the ap p rop riate transm ittal slip to

07/ 02

Proc. 1 - 3

the d esignated ad m inistrator. The teacher shall fu rnish the d esignated ad m inistrator w ith the fu ll
p articu lars of the incid ent as p rom p tly as his/ her teaching obligation w ill p erm it.
C. Each referral to the d esignated ad m inistrator sh all be in w riting. This inform ation shall be
fu rnished on a District form w ith a cop y to be retained by the teacher and a cop y to be retu rned to
the teacher ind icating the action taken. The d esignated ad m inistrator m ay requ est a conference
w ith the teacher.
D. A teacher shall be p rovid ed w ith the op p ortu nity to be inclu d ed in confer ences betw een p arents
and the ad m inistration w hen the conferences p er tain to the teachers relationship w ith one of
his/ her stu d ents.
E. If the teacher has not received a resp onse w ithin three w ork d ays after the su bm ission of the
referral, the teacher shall contact the ap p rop riate d esig nated ad m inistrator concerning the statu s
of the referral.
F.

If, after another three w orkd ays follow ing this contact, the teacher has not r eceived a resp onse to
his/ her referral and / or inqu iry, the teacher m ay file a com p laint w ith the Cam p u s Com m ittee.

G. After a first and / or second referral, a conference w ith the teacher, the p arent and the d esignated
ad m inistrator m ay be held . After a third or su bsequ ent referral by the sam e teacher d u ring a
sem ester, the class from w hich the referral cam e m ay be closed . A conference involving the
teacher, the p arent, and the d esignated ad m inistrator m u st be held im m ed iately. A d ecision shall
be m ad e as to the action to be taken p rom p tly after the conference and all p arties shall be notified .
Prior to the third referral, if circu m stances w ar rant, the d esignated ad m inistrator m ay close the
class from w hich the referral cam e.
H . If a p arent requ ests the teacher to be p resent at a conference, the teacher m u st attend , bu t m ay
requ est the instru ctional lead er to be p resent. The conference shall be arranged at a m u tu ally
convenient tim e. Once a teacher has fu lfilled his/ her resp onsibility to ap p ear to giv e d irect
testim ony at a conference requ ested by a p arent, his/ her w ritten d ep osition m ay su ffice in lieu of
his/ her p resence at su bsequ ent conferences relating to the sam e su bject at the op tion of the
p rincip al.
Student Attendance
Attend ance p roced u res at each cam p u s shall be im p lem ented and com m u nicated to the staff at the
start of each school year. These p roced u res shall be su bject to staff and p arent review at the close of
each school year. After the yearly review , the p roced u res w ill be sent to the office of the
Ad m inistrative Assistant to the Su p erintend ent and the CTA Presid ent for their review .
It is not the intent of this p rop osal to allow grievance of the content of the p roced u re u nless it violates
the Professional Agreem ent.
Physical and Psychological Problems
A teacher shall be inform ed w hen a stu d ent is assigned to his/ her class w hose history of seriou s
behavior d eviation, p sychological or p hysical p roblem s ind icate that s/ he shou ld be given sp ecial
attention.
GRIEVAN CES
D efinition of Grievance
A grievance shall m ean a com p laint by a teacher, or teachers, that there has been a violation, a
m isinterp retation, or inequ itable ap p lication of any of the p rovisions of the Professional Agreem ent.
D efinition of an Aggrieved Person
An aggrieved p erson is a teacher or grou p of teachers asserting a grievance.

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D efinition of an Aggrieved Person

A p arty of interest is an em p loyee w ho m ight be requ ired to take action or against w hom action
m ight be taken in ord er to resolve a grievance.
Purpose
The p u rp ose of a grievance p roced u re is to obtain, at the nearest ad m inistrative level, equ itable
solu tions to the p roblem s w hich m ay from tim e to tim e arise. The Governing Board , ad m inistration,
and CTA agree that these p roceed ings w ill be kep t as inform al and confid ential as m ay be ap p rop riate
at any level of the p roced u re.
Informal D iscussion
N othing contained herein w ill be constru ed as lim iting the right of any teacher having a grievance to
d iscu ss the m atter inform ally w ith any ap p rop riate m em ber of the ad m inistration and having the
grievance ad ju sted , p rovid ed the ad ju stm ent is consistent w ith the ed u cational p olicies.
Reprisal Prohibited
Rep risals shall not be taken against any teacher, any p arty of interest, any CTA rep resentative or any
other p articip ant in the grievance p roced u re by reason of su ch p articip ation.
Acting Superintendent
In the absence of the Su p erintend ent, the ad m inistrator d esignated as Acting Su p erintend ent m ay act
in p lace of the Su p erintend ent.
Time Limits
A. Since it is im p ortant that grievances be p rocessed as rap id ly as p ossible, the nu m ber of d ays
ind icated at each level shou ld be consid ered as a m axim u m . If, at Level One, the tim e lim its are
not m et by the Ad m inistration, the grievance w ill au tom atically m ove on to the next level . The
tim e lim its sp ecified m ay be extend ed by m u tu al agreem ent.
B. If a grievance is filed w hich m ight not be finally resolved at Level Three u nd er the tim e lim its set
forth herein p rior to the end of the school year, and w hich if left u nresolved u ntil the beginning of
the follow ing school year cou ld resu lt in irrep arable harm to a p arty or p arties of interest, the tim e
lim its set forth herein shall be red u ced so that the Grievance Proced u re m ay be conclu d ed p rior to
the end of the school year.

Grievance Procedures
Informal Procedure
A. If a teacher feels that s/ he has a grievance, s/ he shall first m ake an effort to resolve the p roblem
inform ally by d iscu ssing the m atter w ith the p rincip al or the ed u cational u nit su p ervisor.
B. In this inform al p roced u re, the teacher m ay l) d iscu ss the alleged grievance p ersonally, or 2)
requ est a CTA rep resentative to accom p any him / her and requ est that the CTA act on the
teachers behalf.
Formal Procedure
Level One School Principal
A. If an aggrieved p erson is not satisfied w ith the ou tcom e of the inform al p roced u re and if s/ he
w ishes to continu e p rocessing the grievance, s/ he shall p re sent his/ her alleged grievance
form ally in w riting to the p rincip al or ed u cational u nit su p ervisor.
B. The aggrieved p erson or the p rincip al or the ed u cational u nit su p ervisor m ay requ est a
conference p rior to the rend ering of the w ritten d ecision. The teacher m ay l) d iscu ss the alleged
grievance p ersonally, or 2) requ est that a CTA rep resentative act on the teacher s behalf.

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Proc. 1 - 5

C. The p rincip al or ed u cational u nit su p ervisor, w ithin five (5) d ays after receip t of the alleged
grievance or after the p ersonal conference, shall rend er a w ritten d ecision to the aggrieved p erson
w ith a cop y to the ap p rop riate rep resentative of the CTA, u nless the teacher su bm its a p ersonally
w ritten requ est to the p rincip al or su p ervisor and the u nit PR&R rep resentative that the d ecision
not be sent to the CTA rep resentative.
Level Tw o Superintendent/D esignee
A. If an aggrieved p erson is not satisfied w ith th e d ecision concerning the alleged grievance at Level
One, s/ he m ay, w ithin five (5) d ays after the d ecision is rend ered by the p rincip al or su p ervisor,
file the alleged grievance w ith the CTA.
B. The CTA shall m ake a ju d gm ent on the m erits of the alleged g rievance. If the CTA d ecid es either
that the alleged grievance lacks m erit or that the d ecision at Level One is in the best interest of the
District, it shall send w ritten notification to the teacher and the ap p rop riate rep resentative of the
CTA. If the CTA d ecid es that the alleged grievance has m erit and the d ecision at Level One is not
accep table, it shall, w ithin ten (10) d ays after receip t, refer su ch grievance in w riting to the
Su p erintend ent.
C. The Su p erintend ent/ d esignee w ithin five (5) d ays from the receip t of the w ritten grievance shall
sched u le a m eeting w ith the aggrieved p erson and the rep resentatives of the CTA for the p u rp ose
of resolving the grievance. If the m eeting d oes not occu r w ithin fifteen (15) d ays of receip t of the
w ritten grievance, the grievance shall be consid ered ad ju d icated in favor of the aggrieved p erson.
The p rincip al or su p ervisor w ho w as involved at Level One shall be notified and shall attend the
m eeting. Argu m ents and d ocu m en tations of all p arties shall be m ad e in w riting at the Level Tw o
hearing and cop ies thereof shall be given to the Su p erintend ent/ d esignee and all inter ested
p arties.
D. The Su p erintend ent/ d esignee shall, w ithin five (5) d ays after this m eeting, rend er a d ecision in
w riting to the aggrieved p erson, the p rincip al or su p ervisor and the CTA. If the Su p erintend ent
chooses not to act w ithin five (5) d ays, the grievance shall be consid ered ad ju d icated in favor of
the aggrieved p erson.
Level Three Impartial Advisory Arbitration
A. If the aggrieved p erson is not satisfied w ith the d isp osition of his/ her grievance at Level Tw o,
s/ he m ay, w ithin five (5) d ays after the receip t of the Su p erintend ent s/ d esignees d ecision,
requ est in w riting to the ap p rop riate rep resentative of the CTA that the grievance be su bm itted to
arbitration.
B. The CTA shall m ake ju d gm ent on the m erits of the alleged grievance. If the Grou p d ecid es either
that the alleged grievance has m erit or that the d ecision at Level Tw o is not accep table it shall,
w ithin ten (10) d ays after receip t of the requ est, su bm it the grievance to arbitration by so notifying
the Presid ent of the Governing Board and the Su p erintend ent in w riting.
C. The Su p erintend ent/ d esignee and the Presid ent of the CTA/ d esignee shall, w ithin five (5) d ays
after the w ritten notice is received , select jointly an arbitrator w ho is an exp erienced and im p artial
p erson of recognized com p etence.
D. If the p arties are u nable to agree u p on an arbitrator w ithin five (5) d ays, the
Su p erintend ent/ d esignee and the Presid ent of t he CTA/ d esignee shall agree to call u p on either
the Am erican Arbitration Association or the Fed eral Med iation and Conciliation Service for
assistance.
E. The arbitrator shall confer p rom p tly w ith rep resentatives of the Governing Board and the CTA,
shall review the record of p rior m eetings, and shall hold su ch fu rther hearings as s/ he d eem s
necessary.
F.

The arbitrator w ill have au thority to hold hearings and m ake p roced u ral ru les. The
recom m end ations w ill be issu ed w ithin a reasonable tim e after the d ate o f the close of the

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07/ 02

hearings or, if oral hearings have been w aived , from the d ate the final statem ents and evid ence
are su bm itted to him / her.
G. The arbitrators recom m end ation shall be su bm itted in w riting as soon as p os sible to the
Governing Board , w ith a cop y to the CTA only, and shall set forth the find ings of fact, reasoning
and conclu sions on the issu es su bm itted . The arbitrator s recom m end ations shall be consistent
w ith existing statu tes.
H . The Governing Board shall take official action on the rep o rt of the arbitrator w ithin fifteen (15)
d ays after its receip t and shall rend er its d ecision in w rit ing to all p arties concerned .
I.

All costs for the services of the arbitrator shall be shared equ ally by the Governing Board and the
CTA.

General Procedures
A. Any p arty of interest m ay be rep resented at any level of the form al Grievance Proced u re by a
p erson, or p ersons, of his/ her ow n choosing. When a teacher is not rep resented by the CTA, the
CTA shall have the right to be p resent and to state its view s at any level of the form al Grievance
Proced u re.
B. The CTA m ay su bm it any grievance that involves a grou p or class of em p loy ees. If it is lim ited in
effect to one school, the grievance shall be su b m itted to the p rincip al by the u nit chair. Any
grievance su bm itted by CTA w hich involves a grou p or class of teachers shall be signed by each
grievant. If a grievance affects a grou p of teachers from m ore than one school, the CTA m ay
su bm it su ch grievance in w riting d irectly to the Su p erintend ent, and the p rocessing of su ch
grievances m ay be com m enced at Level Tw o. The CTA m ay p rocess su ch a grievance even
thou gh the aggrieved p ersons d o not w ish to d o so.
C. All w ritten and p rinted m atter d ealing w ith the p rocessing of a grievance w ill be filed in the
H u m an Resou rces office sep arately from the central office p ersonnel files of the p articip ants.
D. At every level of the form al Grievance Proced u re, the Governing Board agrees to m ake available
to the aggrieved p erson and rep resentatives, all p ertinent inform a tion not p rivileged u nd er law in
its p ossession or control and w hich is relevant to the issu es raised by the grievance.
E. When it is necessary at Level Tw o or Level Three for a rep resentative d esig nated by the CTA to
attend a m eeting or hearing called by the Su p erintend ent/ d esignee d u ring the school d ay, the
Su p erintend ents/ d esignees office shall so notify the p rincip al or su ch CTA rep resentatives, and
they shall be released w ithou t loss of p ay for su ch tim es as their attend ance is requ ired at su ch
m eeting or hearing. The cost of gu est teachers shall be shared equ ally by the Governing Board
and the CTA.
F.

N o grievance shall be recognized by the Governing Board or the CTA u nless it shall have been
p resented at the ap p rop riate level w ithin thirty (30) school d ays after the know led ge of the
occu rrence of the act or cond ition on w hich the grievance is based . At no tim e shall the p eriod of
tim e betw een the occu rrence of the Agreem ent violation and the filing of the grievance exceed six
(6) m onths. If not so p resented , the grievance shall be consid ered as w aived .

G. A grievance m ay be w ithd raw n at any level w ithou t p reju d ice or record and cannot be reop ened .
H . Failu re by the aggrieved p erson at any level to ap p eal a grievance to the next level w ithin the
sp ecified tim e lim its herein shall be d eem ed to be accep tance of the d ecision rend ered at that
level.
I.

A teacher p articip ating d u ring the school d ay in Grievance Proced u res w hich are sched u led by
the Governing Board and the CTA shall be released from re gu lar d u ties w ithou t loss of salary,
w ith the cost of the gu est teacher to be shared equ ally betw een the Governing Board and the
CTA.

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Proc. 1 - 7

APPEAL PROCED URE

Criteria for Appeal
A d isagreem ent or m isu nd erstand ing betw een one or m ore teachers and one or m ore m em b ers of the
District ad m inistrative/ su p ervisory staff, other than a grievance, m ay be resolved by u sing this
Ap p eal Proced u re. Any violation, m isin terp retation, or inequ itable ap p lication of any of the w orking
cond itions or other p rovisions of the Professional Agreem ent is d efined as a grievance and w ill not be
p rocessed as an ap p eal. If an issu e has been su bm itted as a grievance, that sam e issu e m ay not be
su bm itted as an ap p eal.
Other Avenues of Appeal
Certain sections of this Professional Agreem ent ind icate the ap p rop riate Ap p eal Proced u re for certain
issu es. In those cases, that ap p eal p rocess w ill be u sed .
Informal Conference Required
An inform al conference m u st first be held betw een the p rim ary p arties of interest to attem p t to
resolve the p roblem before it enters the form al Ap p eal Proced u re. The teacher(s) m ay requ est CTA
rep resentation.
Guidelines for Formal Appeal Procedure
A. Ap p eals m u st be su bm itted in w riting on ap p rop riate form s. Form s for su bm it ting ap p eals shall
be jointly p rep ared by th e District and the CTA. The form s shall be p rinted by the Board and
shall be available in the p rincip als office as w ell as in the CTA office.
B. Cop ies of all w ritten ap p eals and d ecisions w ill be su bm itted to the Su p erin tend ent and to the
CTA rep resentative.
C. The teacher(s) is/ are entitled to and m ay requ est CTA rep resentation.
D. The tim elines herein ind icated are m axim u m and shou ld be red u ced w hen ever p ossible.
H ow ever, the tim elines m ay be lengthened by m u tu al agree m ent betw een the p rim ary p arties.
Steps in Formal Appeal Procedure
A. The first step is ad d ressed to the p rincip al or ed u cational u nit su p ervisor to w hom the teacher(s)
is/ are resp onsible. This ap p eal m u st be m ad e w ithin ten (10) w orkd ays after the d isagreem ent or
m isu nd erstand ing first occu rred or w ithin five (5) w orkd ays after the inform al session w as held ,
w hichever com es later. If the p rincip al or su p ervisor w as not involved in the inform al p roced u re,
a conference m ay be sched u led . In either case, a w ritten d ecision shou ld be m a d e w ithin five (5)
d ays of the su bm ission of the w ritten ap p eal.
B. If the p erson(s) m aking the ap p eal is/ are not satisfied w ith the d ecision at step 1, s/ he/ they m ay,
w ithin five (5) d ays after the d ecision is received , file an ap p eal w ith the
Su p erintend ent/ d esignee. A conference w ill be sched u led w ithin five (5) d ays after the receip t of
the ap p eal at step 2, and a w ritten d ecision su bm itted w ithin three (3) d ays follow ing the
conference.
C. If the p erson(s) is/ are not satisfied w ith the d ecision rend er ed at step 2, s/ he/ they m ay, w ithin
five (5) d ays after receip t of the d ecision, su bm it a requ est for a hearing before the Governing
Board . The Governing Board , after review ing the case, shall w ithin fifteen (15) d ays d ecid e
w hether or not a hearing shall be held . The Governing Board shall rend er a d ecision w ithin seven
(7) d ays after a hearing, if a hearing is held , or w ithin fifteen (15) d ays after receip t if no hearing is
held .
Reprisals Prohibited
Rep risals shall not be taken against any teacher or an y other p articip ant in the ap p eal p roced u re by
reason of su ch p articip ation.

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PROCED URES
COLLECTIVE RIGHTS
The CTA Presid ent m ay su bm it item s d irectly to the Su p erintend ent for consid er ation for p lacem ent
on the Governing Board Stu d y Session Agend a.
ORGAN IZATION MEMBERSHIP/MEETIN GS/ACTIVITIES
A. The CTA and its rep resentatives shall have th e right to u se school bu ild ings at all reasonable
hou rs for m eetings, sched u ling su ch u se w ith the p rincip al/ ad m inistrator/ su p ervisor, or his/ her
d esignee, at the school, p rovid ed that this shall not interfere w ith or interru p t norm al school
op erations. Meetings/ activities of em p loyee organizations shall generally be held ou tsid e norm al
w orking hou rs. Du ly au thorized rep resentatives of the CTA and the organizations affiliated w ith
the CTA shall be p erm itted to d iscu ss m atters p ertaining to CTA bu siness w ith d istrict p ersonnel
on cam p u s at all reasonable tim es, p rovid ed that this shall not interfere w ith or interru p t norm al
op erations. Direct exp enses incid ental to the m eetings/ activities, other than those norm ally a p art
of the school op eration, shall be borne by the CTA.
B. The CTA shall p rovid e the p rincip al of each school w ith a list of the nam es of teachers from that
facu lty selected for any p osition of lead ership on that cam p u s or in the District as soon as
p ossible. This list shall inclu d e the Unit Rep r esentative of the CTA, the Professional Rights and
Resp onsibilities Rep resentative, and the chairp erson and m em bers of Cam p u s and District
Com m ittees. The Assistant Su p erintend ent for H u m an Resou rces and the Su p erintend ent shall
each receive a cop y of each list.
C. The CTA shall have the right to p lace ap p rop riately id entified notices, circu lars, and other
m aterials on d esignated school bu lletin board s and in the em p loyees m ailboxes. At least one
bu lletin board on each cam p u s shall be reserved exclu sively for grou p m aterial. The grou p
rep resentative/ d esignee on cam p u s w ill assu m e resp onsibility for the p osting and d istribu tion of
the m aterials for the grou p . An inform ational cop y of the d istribu ted m aterial shall be sent to the
p rincip al/ d esignee at the tim e of the p osting or d istribu tion. Material end orsing or op p osing a
cand id ate for p u blic office m ay not be d istribu ted in m ailboxes or p osted . The d istrict cou rier
service m ay be u sed for the d istribu tion of the above m aterial.
REPRESEN TATIVE ORGAN IZATION S
Those w ho are id entified u nd er the d efinition of teacher or interim teacher as w ell as JROTC
teachers, school nu rses and athletic trainers em p loyed by the District, shall be rep resented by the
Classroom Teachers' Association.
The rep resentative grou p for each em p loyee grou p shall rem ain the sam e from year to year u nless a
grou p of em p loyees w ishes to challenge the cu rrent rep resentation. In the event of a challenge, the
p roced u res ou tlined below shall be follow ed . The p rocess m u st be com p leted by Febru ary 1.
1.

The em p loyees w ishing to challenge the cu rrent rep resentative grou p shall m ake that d eclaration
to the cu rrent rep resentative grou p and to the su p erintend ent or d esignee by the end of the first
w eek of Sep tem ber.

2.

The challenging grou p sh all garner at least thirty (30) p ercent of the signatu res of the em p loyee
grou p that w ishes to m ake a challenge. These signatu res shall be on p etitions that state that these
m em bers of the em p loyee grou p w ant the challenging grou p to rep resent them .

3.

The p etitions shall be p resented to the su p erintend ent or d esignee.

4.

The Su p erintend ent or d esignee shall notify the cu rrent rep resentative grou p and the Am erican
Arbitration Association w ithin five (5) w orking d ays of receip t of the p etitions that an elec tion is
to be held .

5.

The Am erican Arbitration Association shall then cond u ct an election to d eterm ine if em p loyees
w ithin the grou p w ish to be rep resented by the cu rrent rep resentative grou p or by the challenging
grou p .

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Proc. 2 - 1

6.

The cost of the election shall be borne by the challenging grou p .

7.

The w inner of the election shall then be the rep resentative grou p .

D efinition of Staff
The m em bership categories of the CTA w ill rem ain the sam e from year to year. In the event that an
em p loyee grou p d oes not fall u nd er a sp ecific category, or if a new p osition (job title) is d eclared , the
CTA shall exam ine its constitu tion and bylaw s to d eterm ine if CTA rep resentation for the grou p is
p erm issible.
MEETIN G AN D CON FERRIN G
The Governing Board is d esirou s of Meeting and Conferring w ith recognized em p loyee grou p s in
d ecisions affecting those em p loyees before the Governing Board m akes any final d ecision on
p ersonnel related Policies, Regu lations, and Proced u res. The Ad m inistration is therefore au thorized
to establish and m aintain p roced u res and lines of com m u nication to Meet and Confer annu ally w ith
em p loyees on these issu es.
The Su p erintend ent shall have the resp onsibility of rep orting to the Governing Board all the tentative
agreem ents reached by Meet and Confer d eliber ations inclu d ing salaries, benefits, and other
cond itions of em p loym ent.
If agreem ent cannot be reached , the Rep resentative Grou p Presid ent/ d esignee(s) and m em ber(s) of
the Ad m inistrative team w ill p resent their resp ective p rop osals to the Governing Board in a stu d y
session for inform ational p u rp oses.
The Governing Board au thorizes the Ad m inistration and the rep resentatives of the Rep resentative
Grou p s to d evelop Proced u res that w ill d efine the term s u sed in the p ersonnel Policies, Regu lations
and Proced u res.
The Professional Agreem ents, inclu d ing Policies, Regu lations and Proced u res, shall be p rinted at the
exp ense of the District, and a cop y shall be given to each District em p loyee.
The Professional Agreem ents w ill be available no later than Sep tem ber 15 o f the su bsequ ent year
u nless a later d ate is m u tu ally agreed to by the CTA Presid ent and the Su p erintend ent or d esignee.
Each em p loyee m ay be requ ired to sign a statem ent that s/ he received a cop y of the Professional
Agreem ent.
The Governing Board and the Rep resentative Grou p s recognize that there are factors w hich cou ld
create an em ergency situ ation. Therefore, any seriou s or significant changes w hich im p act on
p ersonnel issu es w ill not take p lace u ntil the Rep resentative Grou p s have been fu lly inform ed an d has
had an op p ortu nity to Meet and Confer in an attem p t to resolve the em ergency. In the event that the
Governing Board or the Rep resentative Grou p ind icates that there is a need for revision to an existing
p ersonnel-related Policy or Regu lation, the Governing Board Presid ent/ d esignee (or Rep resentative
Grou p Presid ent/ d esignee) w ill contact Rep resentative Grou p Presid ent/ d esignee (or Governing
Board Presid ent/ d esignee) regard ing su ch requ est.
Within five (5) w orking d ays of the initial requ est, both p a rties w ill enter into the Meet and Confer
p rocess to d evelop the revised Policy or Regu lation for recom m end a tion to the Governing Board .
Throu ghou t this p rocess, the Rep resentative Grou p w ill p resent inform ation and su ggestions relevant
to the p rop osed revisions of p ersonnel-related Policies, Regu lations or Proced u res. In the event of an
em ergency d eterm ined by either p arty, the Governing Board Presid ent/ d esignee m ay w aive the five d ay tim eline.
Any d eletions, ad d itions, or revisions to the p resent p erso nnel Policies, Regu lations, or Proced u res
w hich take p lace throu gh the Meet and Confer p rocess d u ring the year shall be transm itted to the
staff by the Su p erintend ent before the effective d ate of the change.
Professional Agreem ent and em p loyee hand books ar e su bject in all resp ects to the law s of the United
States and the State of Arizona w ith resp ect to the p ow ers, rights, d u ties, and obligations of the
Governing Board , and in the event that any p rovision of the hand books shall at any tim e be held
Proc. 2 - 2

07/ 02

contrary to law , then su ch p rovision shall be of no force and effect, bu t all other p rovisions shall be
continu ed in fu ll force and effect. It is u nd erstood that the Governing Board m ay rely on a form al
legal op inion issu ed by the Office of the Cou nty Attorney, an d concu rred in by the Office of the
Attorney General, as having the force of law .
Em p loyee hand books are also su bject in all resp ects to the Policies of the Governing Board , and in the
event there are sections of the hand books w hich are not in agreem ent w ith the ad op ted Governing
Board Policies as stated in the Governing Board Policy Manu al, the Governing Board Policies shall
have p reced ence.
Ad d itions and revisions in the Certificated Proced u res/ H and book w hich resu lt from Meet and
Confer p rocess and are accep ted by the Governing Board shall be accom p a nied by the ap p rop riate
change in Governing Board Policy.
A. Cu rrent Professional Agreem ent langu age not d ealt w ith in the Meet and Confer p rocess w ill
carry over, as is, into the su cceed ing year s Professional Agreem ent.
B. The Interest Based N egotiations p rocess w ill be u sed as the Meet and Confer p rocess.
Meet and Confer Procedures
Meeting Times and Places
A. The rep resentatives from em p loyee grou p s w ill m eet on a regu lar basis to p lan Meet and Confer
agend as and sched u le Meet and Confer m eetings.
B. The Meet and Confer p rocess w ill com m ence at the beginning of the school year at tim es and
p laces m u tu ally agreeable to all p arties.
C. A good faith effort w ill be m ad e to com p lete the su cceed ing year s com p ensation p ackage by May
1 of each year.
Meet and Confer Team
Each p arty w ill select its ow n rep resentatives.
Release Time for Meet and Confer Team Members
When a teacher is engaged d u ring the school d ay as a CTA m em ber of the Meet and Confer Team
m eeting w ith other em p loyee grou p m em ber(s) of the Meet and Confer Team , s/ he shall be released
from regu lar d u ties w ith no loss of salary.
Good Faith
The p arties agree that they w ill m ake a good faith effort to resolve m atters to their m u tu al satisfaction
and agreem ent.
Access to Information
All em p loyee grou p s agree to m ake a good faith effort to fu rnish each other available inform ation
u p on requ est.
Sessions
Meet and Confer sessions w ill be op en to the p u blic, u nless otherw ise m u tu ally agreed u p on in
ad vance. The only p eop le em p ow ered to sp eak are the au thorized Meet and Confer rep resentatives.
The p u blic m ay sp eak, if d esired , after ad jou rnm ent of the regu lar m eeting.
Caucuses
Any em p loyee grou p m ay requ est a cau cu s at any tim e. Cau cu ses of any em p loyee grou p s s hall be
cond u cted ap art from the other p arties and in p rivate.

07/ 02

Proc. 2 - 3

Tentative Agreements
Tentative agreem ents reached as a resu lt of Meet and Confer w ill be red u ced in w riting, w ill have
cond itional ap p roval of all em p loyee grou p s, and w ill be initialed and d ated by rep resentatives of
each em p loyee grou p .
Ratification
When tentative agreem ent has been reached by all p arties on Meet and Confer issu es, each em p loyee
grou p w ill recom m end ap p roval to its constitu ents. The final Agreem ent w ill be signed and d ate d by
au thorized d esignees of all em p loyee grou p s and the Governing Board . Ratified langu age w ill be
ad d ed to the ap p rop riate p rofessional agreem ents and hand books, w ith im p lem entation d ates.
D ISTRICT JOIN T COMMITTEES
District Joint Com m ittees are ad visor y and w ill be established m u tu ally by
the
Su p erintend ent/ d esignee and the CTA. The CTA shall ap p oint teacher m em bers to the com m ittee.
It is assu m ed that m em bers nam ed to su ch com m ittees w ill have au thorization to sp eak for the
associations they rep resent. District Joint Com m ittees shall su bm it all com m ittee recom m end ations in
w riting to the Su p erintend ent for final ap p roval, w ith cop ies to the CTA Presid ent.
Ad Hoc Joint Committees
Ad H oc Joint Com m ittees are short-term com m ittees w hich are established for the p u rp ose of
stu d ying sp ecific issu es that em erge d u ring the school year.
Continuing Joint Committees
A. Continu ing Joint Com m ittees form u late recom m end ations regard ing long -term issu es.
B. Cu rrent Continu ing Joint Com m ittees are:
1.

Professional Grow th Com m ittee

2.

Su m m er Workshop Com m ittee

3.

Statem ents of Intent Com m ittee

4.

Sm all School Environm ents Com m ittee

STATEMEN TS OF IN TEN T
A. Prior to im p lem entation of a new cou rse or cou rse title change, a w ritten p rop osal shall be
su bm itted to the Statem en ts of Intent Com m ittee as p art of the cu rricu lu m d evelop m ent p rocess
and shall inclu d e the follow ing inform ation:
1.

Pu rp ose.

2.

Goals and ind icators.

3.

Delineation of the staff need ed to inclu d e:

a.

the nu m ber of teachers need ed

b.

the d ep artm ent from w h ich each teacher shall be assigned

c.

any ad d itional qu alifications/ certification requ ired .

4.

The nu m ber of release p eriod s, if any, requ ested for the Program Manager or others w ithin
the p rogram and w hy the release p eriod s are need ed .

5.

Su ggestions m ad e by the Cam p u s Com m ittee regard ing ap p roval of or m od ifications to the
w ritten p rop osal, if the p rop osal is initiated at the cam p u s level.

B. The analysis of new cou rses shall inclu d e the im p act of su ch cou rses on facilities, p ersonnel,
equ ip m ent, bu d get, and existing p rogram s before su ch cou rses are ap p roved .

Proc. 2 - 4

07/ 02

C. When a new cou rse is contem p lated for im p lem entation on a cam p u s or cam p u ses, consid eration
shall be given to its im p act on each cam p u s as ou tlined in B. The cu rricu lu m and m ethod s of
cou rse evalu ation shall be d etailed , w ith the cou rse su bject to ap p roval by the ap p rop riate d istrict
p ersonnel.
D. Cou rses w hich have been ap p roved throu gh the Statem ents of Intent p rocess and ad op ted by the
Governing Board shall be evalu ated follow ing their initial year of im p lem entation and a rep ort
su bm itted to the Statem ents of Intent Com m ittee. The com m ittee w ill recom m end continu ation,
m od ification, elim ination, or ad op tion as p art of the regu lar p rogram of stu d y to the Assistant
Su p erintend ent for Instru ction and Accou ntability.

MEETIN GS WITH THE SUPERIN TEN D EN T

A. The Su p erintend ent and su ch ad m inistrative p ersonnel as s/ he shall d esig nate m ay m eet at least
once each m onth w ith the Execu tive Board of the CTA. The Presid ent of the CTA and the
Su p erintend ent/ d esignee shall p rep are the agend a for the m eeting su fficiently ahead of tim e to
p erm it d istribu tion to the p articip ants at least 48 hou rs p rior to the m eeting.
B. The p rim ary p u rp ose of su ch m eeting is to assist in assessing the p rogress of the District tow ard
p red eterm ined objectives and to help review the changes in the ed u cational p rocess w hich have
been, or are being, or shou ld be m ad e for the im p rovem ent of instru ction.
Resource Personnel
Resou rce p eop le m ay be invited to attend the m eeting w ith the p rior a p p roval of the Su p erintend ent
and the Presid ent of the CTA.
Minutes
Minu tes of the m eeting w ill be p rep ared and the d istribu tion w ill be d eterm ined by the
Su p erintend ent and the Presid ent of the CTA (or their d esignees).
Absences for Meeting
The m eeting shall be sched u led in su ch a w ay as to create the least interference w ith the school
p rogram and so as to requ ire as few absences from the classroom on the p art of the teachers as
p ossible.
Released time
If a m eeting is held d u ring the school d ay, the CTA m em bers involved shall be released w ithou t loss
of p ay.
CAMPUS COMMITTEE
Regu lation on Mem bership
A. A Cam p u s Com m ittee shall be established at each school. The Com m ittee shall be com p osed of
three m em bers d esignated from the CTA (the Unit Chairp erson and tw o to be elected by
m em bers of the CTA on cam p u s), three m em bers of the ad m inistrative/ su p ervisory staff on
cam p u s d esignated by the p rincip al, and tw o m em bers of CEA (the site rep resentative/ d esignee
and one m em ber w hose selection shall be d eterm ined by the local CEA m em bership ). The
selection of the m em bership on the Cam p u s Com m ittee shall be d eterm ined p rior to May 1 of
each year.
B. A teacher alternate selected by the CTA m ay attend Cam p u s Com m ittee m eetings if one of the
three elected m em bers is u nable to attend .
C. The p rincip al, serving in ex-officio cap acity, m ay attend m eetings of the Cam p u s Com m ittee.
Meeting Gu id elines
A. The Cam p u s Com m ittee m u st m eet at least tw ice a m onth u nless otherw ise agreed u p on by the
p rincip al and the u nit chairp erson. The m eetings shall be sched u led to begin no later than the
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Proc. 2 - 5

start of the last hou r of instru ction for the norm al school d ay or at a tim e m u tu ally agreed to by
the u nit chair and ad m inistration.
B. Teacher m em bers of the Com m ittee shall be given non -teaching assignm ents d u ring the p eriod
w hen the Cam p u s Com m ittee norm ally m eets.
C. Insofar as p ossible, the m eetings of the Cam p u s Com m ittee shall be sched u led so as not to conflict
w ith other existing District com m ittees.
D. Sp ecial m eetings of the Cam p u s Com m ittee shall be jointly called by the u nit chairp erson and the
ad m inistrative d esignee, and the p rincip al shall be inform ed .
Chairp erson
The CTA Unit Chairp erson shall chair the Cam p u s Com m ittee.
Minu tes
Minu tes of each Cam p u s Com m ittee m eeting shall be k ep t by a secretary p rovid ed by the cam p u s
ad m inistration, if requ ested by Cam p u s Com m ittee. Minu tes of the Cam p u s Com m ittee m eetings
shall be d istribu ted to each m em ber of the facu lty w ithin five d ays after the m eeting after being
ap p roved by the u nit ch airp erson and the ad m inistrative d esignee.
Agend a
The chairp erson of the Cam p u s Com m ittee and the p rincip al/ d esignee shall d eterm ine the agend a for
the Cam p u s Com m ittee.
Pu rp ose
A. The p u rp ose of the Cam p u s Com m ittee is to d iscu ss and research m atters of m u tu al concern at
the cam p u s level. This com m ittee op erates sep arately and ap art from the grievance p roced u re.
B. The Cam p u s Com m ittee shall serve as a cam p u s-level review ing and recom m end ing com m ittee
as p art of the Statem ent of Intent p rocess.
Recom m end ations of the Com m ittee
A. When a top ic is d iscu ssed by the Cam p u s Com m ittee, the p roced u re for arriv ing at a d ecision
shall be throu gh a consensu s of the m em bership .
B. The Cam p u s Com m ittee shall m ake recom m end ations to the p rincip al regard ing the top ics that
have been d iscu ssed . The p rincip al shall m ake a d ecision in w riting w ithin ten d ays after the
recom m end ation has been given to him / her. The p rincip als d ecision, together w ith the
recom m end ation from the Cam p u s Com m ittee, shall be d issem inated to th e u nit facu lty.
C. The p rincip al, w orking w ith the Cam p u s Com m ittee, shall d evelop p lans for com m encem ent
exercises.
D. The p rincip al, w orking w ith the Cam p u s Com m ittee, w ill m ake the assignm ent of teachers to
serve on com m ittees as clu b or class sp onsors.
SCHOOL IMPROVEMEN T TEAMS
Pu rp ose
The p u rp ose of School Im p rovem ent Team s is to im p rove the school by p rovid ing staff and school
com m u nity m eaningfu l p articip ation in the d ecision -m aking p rocess at the u nit level.
Mem bership
Each d ep artm ent shall have the op p ortu nity to select a rep resentative to the School Im p rovem ent
Team (SIT). The CTA Unit Chair shall be a m em ber or ex-officio m em ber of the SIT.
The School Im p rovem ent Team , in conju nction w ith the p rincip al, shall reach consensu s in nam ing a
m em ber each year to serve as SIT Chair. The team w ill d eterm ine the stru ctu re and m em bership of
the Steering Com m ittee for SIT.

Proc. 2 - 6

07/ 02

Recom m end ations

Recom m end ations from the School Im p rovem ent Team shall be d iscu ssed w ith Cam p u s Com m ittee
p rior to im p lem entation.
A su m m ary of SIT recom m end ations shall be d istribu ted to the staff.
Bu d get
The School Im p rovem ent Team shall be ap p rised of the SIT and Staff Develop m ent bu d get allotted to
it and shall recom m end its u se, su bject to the p rincip als final ap p roval.
District Ad visory Board
An ad visory board that inclu d es SIT chairs from each cam p u s shall be estab lished . This board shall
select a d istrict SIT chair from its m em bers.
The ad visory board shall d eterm ine a m eeting sched u le.
d eterm ined by the d istrict SIT chair.

07/ 02

The agend a for this m eeting shall be

Proc. 2 - 7

PROCED URES
HUMAN RESOURCE ASSESSMEN T, RECRUITMEN T, SELECTION ,
ASSIGN MEN T, TRAN SFER, AN D SEPARATION
D ETERMIN ATION OF STAFFIN G N EED S
The CTA shall be involved in d ecisions that affect local and District staffing need s.
H istorical Enrollm ent Projections
The District shall staff schools u sing the cu rrent ad op ted staffing ratios and p rojected high p oint
m em bership figu res. Each year the Assistant Princip al for Registration at each cam p u s w ill review
staffing need s w ith each instru ctional lead er, p rior to d eterm ining staffing need s. Prior to the job fair, the
H u m an Resou rces office w ill p rovid e the CTA office a rep ort d etailing staffing need s for each cam p u s.
ASSIGN MEN T OF PERSON N EL
Service or Su bjects/ Assignm ents
A.

Teachers shall be consu lted by the instru ctional lead er regard ing the su bjects/ assignm ents they
w ou ld p refer p rior to the beginning of each sem ester. This consu ltation shall take p lace p rior to
d evelop m ent of or changes in d ep artm ent assignm ents before a sem ester begins. If the teacher,
w hether sp ecial ed u cation or content, requ ests a co-teacher. Before assigning inclu sion co-teachers
together, the ad m inistration w ill consu lt both the Instru ctional Lead er of that d ep artm ent and the
Sp ecial Ed u cation Facilitator. The instru ctional lead er, the p rincip al and another ad m inistrator
selected by the p rincip al shall d evelop a d ep artm ental sched u le based u p on consid eration of the
teachers stated p reference, p rofessional p rep aration, teaching exp eriences and staffing need s.
These d ep artm ent assignm ents sh all be p resented at a d ep artm ental m eeting w here the staff, as a
grou p , review s it. When a change in an assignm ent occu rs after the beginning of a sem ester, all
concerned teachers shall be contacted p rior to the change. A d ep artm ent m eeting shall be held if
tim e allow s.

B.

Within five (5) d ays after the d ep artm ental m eeting, any teacher w ho d oes not agree to his/ her
assignm ent shall m eet w ith the instru ctional lead er and the p rincip al and ap p eal for a change in
assignm ent. Within seventy-tw o (72) hou rs after the m eeting is conclu d ed , the p rincip al shall send
all p articip ating p arties his/ her d ecision, w hich w ill inclu d e the rationale.

C.

If the teacher is still not satisfied w ith the assignm ent, the teacher shall have the right of ap p eal
d irectly to the Su p erintend ents d esignee, w ho w ill call a m eeting involving the teacher, a
rep resentative from the CTA (if the teacher chooses), and the p rincip al. The m eeting w ill be held
w ithin ten (10) w orkd ays u nless another tim e is m u tu ally agreed u p on. The Su p eri ntend ents
d esignee w ill rend er a w ritten d ecision w ith cop ies to all p articip ating p ar ties w ithin 72 hou rs of the
m eeting. This d ecision w ill be final and no fu rther ap p eal or grievance shall be filed .

D.

All teachers shall be given notice of their tentative assignm ents for the forthcom ing year as soon as
the m aster sched u le is com p leted , and in no event later than the first d ay of the next to last w eek of
school. When changes in sched u le m u st be m ad e after that d ate, an attem p t shall be m ad e to
contact the teacher by telep hone. If contact is not m ad e by p hone, a follow -u p letter shall be sent
im m ed iately to the teacher, u sing the su m m er ad d ress left by the teacher in the school office, w ith a
cop y to the CTA.

E.

Teachers shall norm ally be sched u led w ith tw o p rep arations p er sem ester. There m ay be situ ations
in som e d ep artm ents w here they w ill be assigned three p rep arations. The natu re of the Excep tional
Stu d ent Program classes is su ch that these lim itations w ill not ap p ly, althou gh the nu m ber of
p rep arations w ill be lim ited as m u ch as the p rogram p erm its.

08/ 11

Proc. 3 - 1

F.

Any teacher m ay requ est to have m ore than three p rep arations. The requ est shall be m ad e, in
w riting, to the instru ctional lead er, w ho (after review ing the m atter w ith the d ep artm ent m em bers)
w ill m ake a recom m end ation to the p rincip al, w ho w ill m ake the d ecision. All su ch requ ests shall
be review ed by the Cam p u s Com m ittee.

G.

Teachers shall be assigned no m ore than tw o p rep arations and no m ore than tw o classroom s d u ring
their first year in the d istrict, excep t for u nu su al circu m stances. A teacher m ay choose to have m ore
than three p rep arations if the only other op tion is a red u ction in teaching p eriod s for the teacher.

H.

Any assignm ents in ad d ition to the norm al teaching sched u le d u ring the regu lar school year,
inclu d ing Ad u lt Ed u cation cou rses, Driver Ed u cation, extra d u ties enu m erated in Sched u le F, other
than those enu m erated in the teach ers contracts, and su m m er school cou rses, shall not be
obligatory bu t shall be w ith the consent of the teacher. Preference in m aking su ch assign m ent shall
be given to the teacher regu larly em p loyed in the District. Any p erson w ho is qu alified shall have
an equ al op p ortu nity for consid eration for su ch assign m ent.

Fam ily m em bers m ay be assigned to the sam e cam p u s. H ow ever, if any fam ily m em ber accep ts a
su p ervisory or ad m inistrative p osition in the d istrict, or a qu asi-su p ervisory or qu asi-ad m inistrative
p osition (instru ctional lead er), the fam ily m em ber u nd er his or her su p ervision w ill be reassigned to
another cam p u s in su ch a m anner as to m inim ize d isru p tion to stu d ents. Fam ily m em ber is
d efined as sp ou se, child , sibling, or any relative by blood or m arriage in the first, second , or third
d egree.

J.

Extend ed School Op erations (ESO) teaching p ositions shall be p art of the teachers contract and the
contract m ay not exceed 1.0. Positions at Extend ed School Op erations w ill be filled in the sam e
m anner as other ed u cational u nits, and vacancies w ill be p osted and p ositions w ill be filled throu gh
the reassignm ent p rocess.
An ESO p osition shall be consid ered an assignm ent on the cam p u s w here it is located so that an
ESO teacher is eligible for an assignm ent w ithin his/ her d ep artm ent on that cam p u s and assu m es
the rights and resp onsibilities of a teacher on th at cam p u s. A teacher w ith a regu lar d aytim e
assignm ent shall be given an evening assignm ent w ithin the d ep artm ent only at the requ est of that
teacher.

K. The Director of Certificated Personnel, after consu ltation w ith the CTA Presid ent, m ay d eclare an
em ergency situ ation w hen all available m eans of filling teaching p ositions w ith qu alified teachers
have been exhau sted .
When an em ergency situ ation is d eclared , a teacher w ho is cu rrently in a 1.0 assignm ent m ay agree
to teach an ad d itional assignm ent d u ring the school d ay p er the gu id elines listed below .
1.

Each m em ber of the d ep artm ent at the school in need shall be notified of the em ergency
p ositions available and , w ith the excep tion of those w ith a release p eriod , w ill be asked if s/ he
w ants to be consid ered .

2.

The assignm ent shall be for one sem ester or its equ ivalent on a block sched u le.

3.

Selection for the assignm ent shall be based on p er p eriod seniority of qu alified ap p licants.

4.

A teacher is not entitled to an ad d itional assignm ent of this natu re m ore than once p er year bu t
m ay elect to accep t another su ch assignm ent for second sem ester as follow s.
a.

b.

Proc. 3 - 2

In the event this em ergency situ ation continu es second sem ester, the p osition w ill first be
op ened to all d ep artm ent ap p licants, by p er p eriod seniority, w ho have not had a .2
assignm ent first sem ester.
The p osition w ill next be offered to any teacher w ho had a .2 assignm ent first sem ester
and w hose class is continu ing into second sem ester.

08/ 11

c.

The p osition w ill next be offered , by p er p eriod sen iority, to all w ho had .2 assignm ents
d u ring first sem ester.

5.

A qu alified ap p licant shall not be on rem ed iation.

6.

A teacher accep ting this assignm ent w ill be com p ensated at .2 or .33 of d aily rate, d ep end ing on
the school sched u le. The com p ensation w ill be p aid as requ isition p ay rather than w ith an
ad d end u m contract and w ill be calcu lated as d efined below .

7.

In the event there are not enou gh qu alified ap p licants from w ithin the d ep artm ent to fill all
op en p ositions, those w ith release p eriod s and qu a lified certificated staff ou tsid e the
d ep artm ent m ay be consid ered . Final d ecisions w ill be m ad e by the Assistant Su p erintend ent
of Instru ction and Accou ntability.

8.

Excep tions to these p roced u res, d u e to u nu su al circu m stance, m ay be m ad e by m u tu al

agreem ent betw een the Director of Certificated Personnel and the CTA Presid ent.

L.

The p er p eriod p ay for a teaching assignm ent in ad d ition to a 1.0 contract w ill be calcu lated
d ifferently than a teachers hou rly rate. Instead of hou rly rate w hich is t he teachers d aily rate of
p ay d ivid ed by seven, the p er p eriod p ay for this assignm ent w ill be the teachers d aily rate of p ay
d ivid ed by five. The teacher w ill not accru e ad d itional leave d ays nor receive ad d itional p aym ent
for holid ays or Board -d eclared recess d ays. Further, the teacher w ill not receive p aym ent for the
ad d itional assignm ent for any d ay for w hich the teacher d oes not p erform the w ork. The
calcu lation of d aily rate of p ay for other p u rp oses w ill not be affected by this ad d itional
com p ensation.

M.

The em ergency situ ation w ill no longer exist w hen a qu alified new hire is fou nd to fill any op en
p osition w hich has been offered as an ad d itional .2 assignm ent to another teacher. In this event, the
ad d itional .2 assignm ent can be w ithd raw n p rovid ed the teacher has received com p ensation for the
assignm ent for no few er than five d ays and has been given p ay for no few er than tw o d ays for
su p p orting the stu d ents and the new hire in the transition to the new teacher.

Co-tau ght Inclu sion Assignm ents

A.

Coop erative p lanning being vital to co-teaching effectiveness, the content and Sp ecial Ed u cation
Teacher w ill be given a com m on p lanning p eriod if at all p ossible.

B.

Sp ecial Ed u cation Teachers in the co-tau ght inclu sion setting w ill be assigned to no m ore th an tw o
d ifferent content teachers if at all p ossible.

C.

Sp ecial Ed u cation Teachers in the co-tau ght inclu sion setting w ill be assigned to no m ore than tw o
p rep arations if at all p ossible. If a third p rep aration is u navoid able, it w ill not be in a third su bject
area.

Requ est for Red u ced / Increased Assignm ent

A.

A teacher w ith continu ing statu s m ay elect to have his/ her assignm ent red u ced to an .8 or .6
assignm ent or .5 Metro Tech w ith a com m ensu rate red u ction in salary, bu t w ill retain all other
benefits and p rivileges of a continu ing teacher, as w ell as p rop ortionate leave d ays and p rofessional
resp onsibilities. Su ch red u ction in assignm ent shall be for a p eriod of no less than one year.

B.

If A Teacher w ishes to extend their red u ced assignm ent after the year of red u ced assignm ent is
ST
com p leted , the em p loyee m u st reap p ly to the Princip al for an extension by March 1 . Final d ecision
is at the d istricts d iscretion

C.

An Athletic Trainer p osition is a fu ll-tim e job based on stu d ent need and Professional Agreem ent
langu age w hich allow s teachers w ith continu ing statu s to requ est red u ction to p art -tim e d oes not
ap p ly to Athletic Trainers.

08/ 11

Proc. 3 - 3

Definitions
Subject Area
Any teaching area w hich requ ires a state second ary teaching certificate.
Service Area
Any non-teaching area w hich requ ires a sp ecific state certificate or license. This inclu d es areas su ch as
Cou nseling, Social Work, Library Science, Sp eech, H ear ing, and the Cam p u s H ealth Center.
Special Program Area
Any teaching area w hich d oes not requ ire a state secon d ary teaching certificate. This inclu d es those areas
for w hich a sp ecial CTE certificate is the m inim u m or only requ irem ent for em p loym ent.
Seniority
A.

In ord er to be vested w ith rights for continu ed em p loym ent, a teacher m u st have an established
d ate of hire for seniority p u rp oses. A seniority d ate is established by the first d ate of cu rrent fu ll tim e continu ou s p aid em p loym ent as a teacher w hen the contracted fu ll-tim e em p loym ent is at least
51 p ercent of the total nu m ber of contractu al d ays in the given school year. Extend ed contracts are
not cou nted tow ard seniority.
A teacher w ho has never been contracted for at least 51 p ercent of the contractu al d ays or w ho
w orks w ith em ergency certification only d oes not establish a seniority d ate, d oes not ac cru e
seniority, and has no rights for continu ed em p loym ent in the d istrict.
Ap p roved leaves of absence d o not break continu ity of service.
N OTE: Fu ll-tim e shall m ean an assignm ent of .6 or m ore for teachers hired p rior to 1980-81. Parttim e em p loym ent w ill not cou nt tow ard seniority for em p loyees hired betw een the 1980-81 school
year and the cu rrent school year.

B.

Prior to the 1990-91 school year, if ties in seniority occu r, a teacher s seniority shall be d eterm ined in
the follow ing ord er:
1. Date of ap p roval for hire by the Governing Board .
2. Date that the em p loyee signed his/ her first contract for cu rrent em p loy m ent.
3.

C.

Date of the recom m end ation for hire as it ap p ears on the original Personnel Action Requ est
(PAR).

Effective w ith the 1990-91 school year, if ties in seniority occu r, a teacher s seniority shall be
d eterm ined in the follow ing ord er:
1.

The d ate that the Personnel Action Requ est (PAR) is received in the H u m an Resou rces Office.

2.

Date of ap p roval for hire by the Governing Board .

3.

The d ate that the em p loyee signed his or her first contract for cu rrent em p loym ent.

4.

Date on the teachers original ap p lication for em p loym ent.

Seniority Lists
A.

A list of those teachers in the District w ho have established a seniority d ate, show ing eac h teachers
nam e and the d ate of hire in seniority ord er, shall be com p iled and u p d ated each year by Febru ary
1.

B.

Seniority lists shall list each teacher by su bject or service area or sp ecial p ro gram area in w hich s/ he
is cu rrently serving or served im m ed iately p rior to assignm ent to the CES-TBA list.

C.

Athletic Trainers shall be p laced on their ow n seniority list w ith teacher -trainers continu ing from
2001-02 being p laced at the top of the list in seniority ord er. These teacher -trainers w ill also rem ain
on the seniority list of their resp ective teaching areas. Follow ing these teacher -trainers, new ly hired

Proc. 3 - 4

08/ 11

trainers w ill be p laced in seniority ord er p er gu id elines sim ilar to those u sed for d eterm ining
teacher seniority.
D.

Cop ies of the Seniority Lists w ill be available in the H u m an Resou rces Office, in each p rincip als
office, and by su bject area in the d ep artm ental office. A cop y of the List w ill be sent to the CTA
office.

E.

The H u m an Resou rces Dep artm ent w ill d evelop transfer, reassignm ent, su rp lu s, and recall
p roced u res based on seniority. Red u ction in Force Proced u res are not based on seniority, p lease
refer to Proc 3-13 for RIF criteria.

F.

Before any reassignm ents occu r, the H u m an Resou rces Dep artm ent w ill have p osted , in the office of
each school or d ep artm ent, a Seniority List for each d ep artm ent/ p rogram w hich inclu d es all
teachers on the TICR List. A cop y of this List w ill be p rovid ed to the CTA office and w ill be
u p d ated w ith the CTA as changes are m ad e.

G.

If a teacher is given a p relim inary notice of RIF and w ishes to be inclu d ed on other Seniority Lists
w here s/ he has m et N orth Central and / or State certification or end orsem ent requ irem ents, the
teacher w ill send a d eclaration and d ocu m entation of su ch ad d itional com p etency to the H u m an
Resou rces Dep artm ent w ithin 24 hou rs after initial notification of the p end ing red u ction -in-force.
Otherw ise, the teachers length of service w ill be d eterm ined only in the su bject, service, or sp ecial
p rogram area in w hich s/ he is cu rrently serv ing. Other areas of com p etency w ill be consid ered
only if a teacher is in d an ger of being red u ced -in-force in his/ her cu rrent area.

H.

A listing of all Seniority Lists and requ irem ents w ill be available in the H u m an Resou rces
Dep artm ent office and in each p rincip als office by Febru ary 1. A cop y of this listing w ill be
p rovid ed to the CTA office and w ill be u p d ated w ith the CTA as changes are m ad e. A cop y of this
listing w ill be sent to each teacher w hen s/ he is notified of being red u ced -in-force.

Su rp lu s Teachers
Surplus D efined
Su rp lu s is a situ ation w hich exists w hen there are m ore teachers u nd er contract and assigned to a
school/ u nit than are need ed accord ing to District staffing stan d ard s as they ap p ly to H ighly Qu alified
requ irem ents sp ecified by Fed eral, State and District m and ates.
D eclaration of Campus/D epartments Prior to RIF/Surplus
A.

Prior to id entifying those teachers w ho w ill be su rp lu sed or red u ced -in-force, the p rincip al m ay,
w ith consensu s of the CTA Unit Chair and any teacher d irectly affected , m ak e su ch
interd ep artm ental changes that w ill red u ce the nu m ber of sp lit assignm ents betw een cam p u ses.

B.

Prior to id entifying those teachers to be su rp lu sed or red u ced -in-force, a teacher w ith an assignm ent
betw een tw o or m ore cam p u ses and / or d ep artm ents m u st be consid ered as follow s:

08/ 11

1.

If the teacher had agreed to take the sp lit assignm ent becau se it m inim ized the nu m ber of
p art-tim e assignm ents or sp lit assignm ents betw een cam p u ses, s/ he shall d eclare w hich
cam p u s and / or d ep artm ent(s) of those cu rrently assigned s/ he p refers and shall be assigned
to that cam p u s and d ep artm ent(s). If this teacher p refers to rem ain sp lit betw een
d ep artm ents (not schools), s/ he m ay d eclare to rem ain in the sp lit assignm ent and w ill be
given su ch assignm ent p rovid ed it d oes not create an ad d itional sp lit betw een cam p u ses.
This assignm ent shall not exem p t the teacher from su rp lu s or RIF.

2.

If the teacher w as given a sp lit assignm ent p er the teachers requ est and as a cou rtesy to the
teacher, s/ he shall be consid ered a m em ber of the original d ep artm ent and m ay not d eclare
otherw ise.

Proc. 3 - 5

Exemptions from Surplus

A.

SCHOOL NEEDS EXEMPTION: The p rincip al/ d esignee or ed u cational u nit su p ervisor shall m eet
w ith the instru ctional lead er and the CTA u nit chair and shall reach consensu s regard ing the
exem p tion of ind ivid u al teacher(s) w ithin the d ep artm ent from su rp lu s. The d eclaration of
exem p tion shall be gu id ed by d ep artm ental need s.

B.

PRINCIPALS EXEMPTION: In ad d ition to the p rovisions of p aragrap h A, the p rincip al m ay exem p t

u p to three (3) teachers. N o m ore than three (3) exem p tions m ay be u sed in any one school year.
N o m ore than one (l) exem p tion m ay be u sed in any one d ep art m ent, excep t tw o (2) m ay be u sed in
Physical Ed u cation/ H ealth. Instru ctional lead ers shall not be exem p t from consid eration as su rp lu s
teachers.

C.

Prior to any d ep artm ent m eeting to id entify the su rp lu s teacher(s), the p rin cip al w ill have id entified
the teacher(s) exem p ted from su rp lu s. In ad d ition, the p rincip al w ill have transm itted to the CTA
u nit chair and to the instru ctional lead er(s) for d istribu tion to d ep artm ent m em bers the nam e(s) of
the teacher(s) exem p ted and the reason(s) for their exem p tion.

D eclaration of Surplus
A.

B.
C.
D.

The p rincip al/ d esignee or ed u cational u nit su p ervisor w ill call a m eeting of all teachers in the
d ep artm ent to seek a volu nteer w ho w ill d eclare him / herself su rp lu s. Dep artm ental m eetings for
the p u rp ose of d eclaring su rp lu s m ay be held at any tim e a su rp lu s situ ation exists.
If there are no volu nteers, the d ep artm ent m em ber w ith the least seniority, exclu d ing the exem p t
teacher(s), w ill be d eclared su rp lu s.
A teacher id entified as su rp lu s shall have his/ her nam e p laced on the Reassignm ent List.
The teacher selected for su rp lu s shall have the right to ap p eal first to the p rincip al, and if not
satisfied , then to the Assistant Su p erintend ent for Instru ction and Accou ntability, w hose d ecision is
final.

Reassignm ent Categories

There are eight (8) reassignm ent categories:
1.

Teacher Initiated Cam p u s Reassignm ent (TICR)

The teacher w ho w ishes reassignm ent to another cam p u s m u st com p lete the TICR form and
su bm it the form to H R by established d ead line. Teachers nam e m u st ap p ear on TICR form to be
eligible for the TICR p rocess. N o teacher initiated cam p u s reassignm ents w ill be accep ted for
im p lem entation for the second sem ester.

2.

Teacher Initiated Area Reassignm ent (TIAR)

The teacher w ho w ishes reassignm ent to a new teaching area shall:
A.

H ave on file in the H u m an Resou rces Dep artm ent official transcrip ts verifying that s/ he
has m et, at m inim u m , Accred iting Institu tion qu alifications to teach in the new area and
Sp ecial State Certification and / or end orsem ents in areas w hich requ ire su ch, and
interview for any d esired vacancies follow ing the reassignm ent m eeting.

B.

Teachers seeking area reassignm ent w ill be able to ap p ly for any p ositions that op en, u p
to tw o w eeks p rior to the start of the contract year. For p ositions that op en after Ju ne 5,
any reassignm ent m u st be ap p roved by the p rincip al of the ap p licants cu rren t school.
Ap p roval of the p rincip al shall be based on the ability to staff the school.

Proc. 3 - 6

08/ 11

An Athletic Trainer m ay ap p ly for other jobs for w hich he/ she m ay be qu alified and , if selected
into another teaching job, w ill not lose seniority. An Athletic Tr ainer w ho is red u ced in force
(RIFd ) m ay not au tom atically roll into other teaching areas for w hich he/ she is qu alified bu t m ay
ap p ly.

3.

Teacher Initiated Reassignm ent Su rp lu s (TIRS)

This is a volu ntary requ est of a teacher to be id entified as su rp lu s w ithin a d ep artm ent. Du ring
the d ep artm ent m eeting to id entify a su rp lu s teacher, any teacher m ay requ est u p to tw o d ays to
consid er the d ecision to volu nteer. This teacher w ill be p laced the sam e as an IRS below .

4.

Involu ntary Reassignm ent Su rp lu s (IRS)

An IRS teacher is one w ho has been id entified as su rp lu s u nd er the su rp lu s teacher id entification
p roced u re.

5.

Su p erintend ent Initiated Reassignm ent (SIR)

The Su p erintend ent m ay reassign a teacher to a new assignm ent. In any reassign m ent of this
typ e, the Su p erintend ent shall transm it to the teacher the reasons, in w riting, at the tim e of the
reassignm ent w ith notification of the reassignm ent to the CTA office.
A SIR m ay p lace his/ her nam e on the TICR list to be eligible to p articip ate in the next TICR
p rocess, bu t cannot retu rn to the ed u cational u nit w here the SIR w as originated w ithou t
Su p erintend ent ap p roval.

6.

Retu rn from Extend ed Leave of Absence (RELA)

A RELA teacher is one w ho has been on leave of absence from his/ her school for m ore than tw o
sem esters or a sp ecial p rogram area teacher hold ing no ad d itional second ary certification on leave
of absence from his her school for m ore than fou r sem esters and is no longer au tom atically
reassigned to the sam e u nit from w hich s/ he took his/ her leav e. A RELA teacher w ill be p laced
on the TICR list.

7.

To Be Assigned (TBA)
This category inclu d es those teachers w ho m u st be assigned as a resu lt of the elim ination of an
entire certificated job category or a school closu re. This cate gory also inclu d es teachers w ho took
the p lace of teachers on leave of absence and any ad m inistrator w ho w ants to retu rn to teaching if
his/ her p osition w ere red u ced or elim inated and p rovid ed s/ he had p reviou sly obtained tenu re
as a teacher in the Phoenix Union H igh School District.

8.

CES To Be Assigned (TBA)

A CES-TBA is a p erson not assigned a p osition d u ring the reassignm ent p rocess and assigned to
CES for fu tu re p lacem ent. This teacher cou ld be p laced for a m inim u m of one w eek (Mond ay
throu gh Frid ay) p er cam p u s as a roving gu est teacher.

Cam p u s Com m ittee Designation of Positions

Annu ally by October 31st, the Cam p u s Com m ittee at each site m ay id entify no m ore than five (5) p ositions
w hich, if a vacancy occu rred , w ou ld be filled throu gh interview . The Cam p u s Com m i ttee is to su bm it w ritten
rationale for p ositions to be interview ed . Rationale is to be based on sp ecific p rogram need s and sp ecialized
cu rricu lar need s that m ay not be m et throu gh the TICR p rocess. Rationale for p ositions to be filled by
interview shall be review ed for ap p roval or d isap p roval by N ovem ber 10th, by a com m ittee to be m ad e u p of
the CTA Presid ent or Designee, a Personnel Director, and a Cu rricu lu m Director. If ap p roved , these p ositions
w ill be filled p rior to the reassignm ent p rocess if p ossible. If not, they still w ill not be p osted for
Reassignm ent.

08/ 11

Proc. 3 - 7

All vacant p ositions ind icated as Interview p ositions, m u st be p osted at least five d ays to in -d istrict
ap p licants only. All interview s of in -d istrict ap p licants for these vacant p osition s m u st be com p leted and
ap p licants notified of resu lts p rior to Reassignm ent. Any teacher in the sam e content area as the vacant
p osition m ay ap p ly by com p leting an interview requ est form and retu rning it to H u m an Resou rces at CES.

Interview Process
1.

2.
3.
4.
5.

6.

Com p osition of interview team

Ad m inistrator
Teacher from d ep artm ent - elected by d ep artm ent if available
CTA Unit Chair/ d esignee if ap p licant is a d istrict em p loyee
Team teacher, if ap p licable and available
N o interview team m em ber m ay be u nd er rem ed iation p er d istrict eva lu ation.
The sam e interview team and CTA rep resentative w ill interview all ap p licants for a p osition throu gh
the end of each school year.
All qu alified in-District ap p licants m u st be interview ed u sing an interactive p rocess.
Ap p licants m u st p rovid e d ocu m entation (teaching certificate/ transcrip ts) p rior to interview .
Ap p licants are encou raged to bring ad d itional d ocu m entation of qu alifications to the interview .
Cred entials w ill be verified by a site ad m inistrator or qu alified d esignee.
All in-d istrict ap p licants w ill be notified of interview resu lts.

TICR Process
Cam p u s Transfer Process
A.
Teachers w ill su bm it a requ est for a TICR by Febru ary 1st to H u m an Resou rces exp ressing an
interest in a cam p u s reassignm ent. H u m an Resou rces w ill m aintain a cu rrent TICR list for all p osted
vacancies. All vacancies w ill be p osted as soon as know n and in all cases not less than tw o w eeks
(ten w orking d ays) p rior to the d ead line. Each teacher on the TICR List m ay w ithd raw his/ her
nam e from the TICR list at any tim e p rior to the reassignm ent closing d ate by notifying the Director
of Certificated Personnel in w riting. If a teacher d oes not rem ove his/ her N am e, the teacher w ill be
p laced by seniority if the p osition is available and the p lacem ent is final.
B.

A teacher w ho received a p relim inary notice of inad equ ate classroom p erfor m ance is not p erm itted
to requ est a cam p u s or area reassignm ent or ap p ly for a TOA p osition u ntil the assessm ent and
evalu ation p rocess has been com p leted .

C.

Volu ntary transfers w ill not be p erm itted for any em p loyee w ho has been d iscip lined w ithin the last
three years for m atters regard ing inap p rop riate cond u ct involving stu d ents.

TICR LIST
A.

There shall be one Certified Vacancy List p er su bject or service area or sp ecial p rogram area.

B.

To be reassigned , a teacher m u st have his/ her nam e ap p ear on the TICR List.

C.

A teacher m ay be reassigned u nd er the p rovision Su p erintend ent Initiated Reassignm ent (SIR)
w ithou t his/ her nam e ap p earing on the TICR List.

D.

Each d ep artm ent/ p rogram TICR List w ill show teacher nam e, typ e of reassignm ent statu s, and d ate
of hire in seniority ord er.

E.

A cop y of the TICR List w ill be p osted in each school/ ed u cational u nit and w ill be p rovid ed to the
CTA office.

Proc. 3 - 8

08/ 11

General Gu id elines
A.

A teacher m ay not be assigned to an area for w hich s/ he d oes not m eet N CLB H ighly Qu alified
requ irem ents.

B.

When a teacher is involu ntarily reassigned to a p osition ou tsid e his/ her cu r rent teaching area, s/ he
shall be given an op p ortu nity to retu rn to his/ her p reviou s teaching area w ithin the first thirty (30)
d ays of any sem ester if a vacancy occu rs and if his/ her seniority w ou ld qu alify him / her to be the
next p erson to be offered that vacancy.

C.

If a p osition (w hich had p reviou sly been d eclared a su rp lu s p ositio n) op ens at a cam p u s u p to thirty
(30) d ays after the op ening of school or the beginning of a sem ester, the TIRS (Teacher Initiated
Reassignm ent Su rp lu s) or IRS (Involu ntary Reassignm ent Su rp lu s) teacher reassigned from that
cam p u s and d ep artm ent shall be retu rned to that cam p u s and d ep artm ent if the teacher signed the
su m m er reassignm ent form at the reassignm ent m eeting and the H u m an Resou rces Dep artm ent d id
not later receive a w ritten notification from the teacher that he/ she no longer d esired to be retu rned
to that cam p u s. If there is m ore than one teacher in these categories, the one w ith the m ost seniority
w ill be given p riority.

D.

Vacancies w hich occu r w ithin the first thirty (30) d ays of a sem ester shall be filled by teachers w ho
have been su rp lu sed from the cam p u s at w hich the vacancy occu rs; rem aining vacancies w ill be
offered first to teachers w ho have sp lit assignm ents betw een tw o cam p u ses, p rior to ad vertising the
vacancy.

E.

In the event that there are m ore teachers retained in the District in a su bject/ service area/ sp ecial
p rogram area than p ositions available, then all teachers in the affected su bject/ service area/ sp ecial
p rogram area District-w id e shall be notified that a su rp lu s situ ation exists and that volu nteers are
being sou ght. Shou ld volu nteers com e forth, the m ost senior volu nteer shall be assigned TBA
statu s. Shou ld no volu nteers com e forth, then the teacher w ith the least seniority in that
su bject/ service area/ sp ecial p rogram area District-w id e shall be assigned TBA statu s before
i
Reassignm ent thereby op ening u p vacancies for m ore senior teachers attend ing that m eeting.

F.

Teachers w ho are CES-TBA and not p laced in teaching p ositions shall be offered teaching p ositions
for w hich they are qu alified in the ord er of their seniority t hrou ghou t the school year.

G.

If there are no teachers su rp lu sed from the cam p u s at w hich the vacancy exists, then the p osition
shall be filled by teachers on the Red u ction -in-Force list.

H.

If there are no teachers on the Red u ction -in-Force list, then the p osition shall be filled w ith an
interview p rocess.

Placem ent of Su rp lu s Teachers

A list w ill be p osted d escribing the available p ositions that each d ep artm ent at each cam p u s has to offer.
Each site w ill p rovid e inform ation regard ing the available p osit ions and need s of the site. The list w ill be
shared w ith the CTA Presid ent. The teacher w ill show inform ation relevant to qu alifications and other
d ocu m ents that m ay be help fu l in d eterm ining p lacem ent. The CTA Presid ent/ Designee and the Director
of Certificated Personnel shall d ecid e p rior to the d ead line for TICR. The final p lacem ent of su rp lu s
teachers w ill be, based u p on teacher-ind icated p references and qu alifications. If all else is equ al, seniority
w ill be the d eterm ining factor.
Su rp lu s teachers, w ho w ish, m ay sign a reassignm ent form to be retu rned to their original school if an
op ening occu rs:
Until the first d ay of the regu lar contract year or
Until the first d ay stu d ents attend school in the fall or
Throu gh the first thirty (30) school d ays.

08/ 11

Proc. 3 - 9

The TICR Process

A.

Teachers on the TICR List shall be offered all p osition vacancies at requ ested sites for w hich they
qu alify and for w hich they are eligible based u p on their reas signm ent statu s in the ord er of their
seniority. A TICR and TIAR shall be p laced in a p osition only w hen a p osition exists at a site s/ he
has requ ested . Placem ent is final.
A list of all vacancies show ing FTE (Full-Tim e Equ ivalent) and , as accu rately as p ossible, the
sp ecific teaching assignm ents shall be p osted at Reassignm ent. The list w ill be review ed by the
CTA Presid ent and the Director of Certificated Personnel or d esignee.

B.

C.

The sp ecific assignm ent of a TICR w ho accep ts a new assignm ent throu gh the TICR p rocess shall be
ad d ed to the list of vacancies. All vacancies u nfilled at reassignm ent w ill be p osted and filled
throu gh the interview p rocess.

D.

TICR p rocess extend s to Ap ril 1st. Teacher(s) rem aining on TICR statu s after Ap ril 1st, w ill be
granted an interview for any vacant p osition w ithin his/ her cu rrent teaching assignm ent.

E.

Each tim e a new p osition is p osted , the m ost senior teacher on the Reassignm ent TICR List w ho is
eligible, based on his/ her reassignm ent statu s and qu alifications, shall be p laced if the vacancy is at
a site listed on his/ her p reference list and the p rocess w ill continu e w ith those teachers rem aining
on the TICR List.

F.

At the end of the reassignm ent p rocess, any TICR w ho d id not get p laced w ill be granted an
interview for any p osition he/ she is qu alified for w it hin her/ his cu rrent assignm ent.

G.

If an op ening occu rs after Ap ril 1st, teachers rem aining on TICR statu s w ill be granted an interview
for any p osition he/ she is qu alified to teach.

Filling Positions Which Rem ain After Reassignm ent

All d istrict teachers interested in vacant p ositions w hich they qu alify for w ill be granted an interview .
Op enings rem aining after the TICR PROCESS w ill be filled follow ing the p roced u res below .
A. Teachers on the Recall list shall be recalled in seniority ord er to a p ositio n for w hich they are
qu alified .
B.

Vacant p ositions w ill be p osted and filled throu gh the interview p rocess.

Rem aining Position Vacancies

Follow ing the TICR p rocess, Recall, and the w ind ow for in -d istrict ap p licants, all rem aining p ositions,
new vacancies, and new p ositions w ill be p osted and m ad e available to in -d istrict and ou t-of-d istrict
ap p licants throu gh the norm al p osting and interview p roced u res of the District. In -d istrict teachers m ay
only ap p ly for vacant p ositions that are op en tw o w eeks p rio r to the start of the contract year. Any
reassignm ent m u st be ap p roved by the Princip al of the ap p licants cu rrent school. Ap p roval of the
Princip al shall be based on the ability to staff the school.
All in-d istrict ap p licants m u st be interview ed either by p hone or in p erson, p rovid ed the ap p licant has left
a nu m ber w here he/ she can be called or a m essage can be received . Once the ap p licant is called by the
school to arrange an interview . If the ap p licant is not available to interview in p erson, the inte rview m ay
be cond u cted by p hone.
Social Workers Assignment
Social Workers w ill be su p ervised and evalu ated by the cam p u s p rincip al/ u nit su p ervisor or d esignee.
All Social Workers w ill follow the teachers transfer p olicy.
Proc. 3 - 10

08/ 11

Professional D evelopment Specialist Assignment

Professional Develop m ent Sp ecialists shall be selected throu gh a d istrict w id e interview p rocess sp ecified
below . The nu m ber of Professional Develop m ent Sp ecialists em p loyed by the d istrict at any tim e w ill be
d eterm ined by cam p u s need and cu rrent bu d get constraints. The p osition shall be filled follow ing the
d istrict-w id e interview and selection p roced u res d escribed below .
Du ring the three-year term of assignm ent, the Professional Develop m ent Sp ecialist shall be evalu ated
yearly by the p rincip al or d esignee. The evalu ation shall take into consid eration feed back from
p articip ants in cam p u s staff d evelop m ent activities throu ghou t the year.
If a Professional Develop m ent Sp ecialist vacancy occu rs at a school after the sp ring reassignm ent m eeting,
the p osition shall be ad vertised in d istrict.
Professional D evelopment Specialist Interview Process
A.

Ap p lication p ackages shall inclu d e:

A cop y of the job d escrip tion

Inform ation on requ ired d ocu m ents to be su bm itted

The form at of the interview p rocess

Selection p rocess criteria and tim elines

B.

C.

D.

E.
F.
G.
H.
I.

A form for ap p licants to ind icate their top three cam p u s

choices if m ore than tw o op enings exist.
Follow ing the initial screening of ap p lications, qu alified cand id ates w ill be inform ed of i nterview
tim es, d ate, and location. Ap p licants w ho d o not m eet initial qu alifying stand ard s shall be notified
of su ch.
The p rincip al or d esignee and the CTA u nit chair or d esignee of each cam p u s w ith an op ening w ill
reach consensu s to select the cam p u s teacher rep for the interview team , su bject to the ap p roval of
the Assistant Su p erintend ent for Instru ction and Accou ntability. The p rincip al and the selected
teacher rep w ill p articip ate in the d istrict-w id e interview s.
The interview team for the p articip ating cam p u ses w ill be given the op p ortu nity to su bm it
su ggestions for interview qu estions and gu id elines for the p erform ance assessm ent to the
Cu rricu lu m Division.
The Cu rricu lu m Division interview team shall consist of the Assistant Su p erintend ent for
Instru ction and Accou ntability or d esignee and the Title Director.
Interview s shall be com p osed of a stru ctu red 20-m inu te qu estion and answ er session, follow ed by a
20-m inu te lesson d em onstration.
A m inim u m score w ill be set w hich a cand id ate m u st m eet in ord er to be consid ered eligible for a
p osition.
Cam p u s team s w ill reach consensu s on and su bm it a list of their top three cand id ates.
The Cu rricu lu m Division w ill take into accou nt the cam p u s and ap p licant p references in m aking
assignm ents.

Vacant Professional Develop m ent Sp ecialist p ositions w ill be filled u sing the reassignm ent p rocess.
Unfilled p ositions for the com ing year shall be p osted in -d istrict and filled follow ing the interview p rocess
d escribed above. If p ositions rem ain u nfilled follow ing the initial rou nd of interview s, they shall be re ad vertised in-d istrict u ntil filled .
N othing in this p rocess w ill p rev ent the Professional Develop m ent Sp ecialist from seeking reassignm ent
in his/ her su bject area, follow ing tim elines ou tlined in the Professional Agreem ent.

08/ 11

Proc. 3 - 11

N ew ly Created Positions
A new ly created p osition is one in a teaching/ service/ sp ecial p rogram area w hich d oes not cu rrently exist
in the District. This new ly created p osition m ay evolve w hen sp ecial need s arise.
Any District p ersonnel p rop osing a new ly created p osition shall su bm it a p rop osal that id entifies the
tentative d u ties, resp onsibilities and qu alifications for the new ly created p osition to the Assistant
Su p erintend ent for H u m an Resou rces w ho, if the p osition is au thorized , w ill contact the CTA Presid ent to
invoke the p rocess sp ecified in this agreem ent for creating the necessary job d escrip tion after the job
d escrip tion has been w ritten. The Assistant Su p erintend ent for H u m an Resou rces and the CTA Presid ent
shall reach agreem ent on the classification of the new ly created p osition in one of the follow ing categories:
1.

Placem ent on an existing seniority list.

2.

Qu alifications as a teacher on assignm ent or sp ecial cam p u s assignm ent. (Selection p roced u res
are listed elsew here in this agreem ent.)

3.

Establishm ent of a new seniority list.

N ew ly created p ositions, regard less of their fu nd ing sou rce, shall be ad vertised accord ing to established
District p roced u res. If p ositions are d ep end ent u p on grants that w ill b e fu nd ed d u ring the su m m er
m onths, the p ositions shall be ad vertised and interview s held before the close of school. Placem ent in the
p osition shall take p lace w hen fu nd ing becom es available. A new ly created p osition shall be d esignated
as su ch for tw o fu ll sem esters. After this p eriod of tim e has elap sed , p ositions w ill be filled follow ing the
existing reassignm ent p roced u res.
Staffing N ew ly Created Teaching Positions
A teacher w ho w ishes to ap p ly for a new ly created teaching p osition shall:
1.

H ave on file, in the H u m an Resou rces Dep artm ent, official transcrip ts verifying that s/ he m et, at
m inim u m , Fed eral/ State qu alifications in the area.

2.

Agree to be interview ed by an ad m inistrative team of one p rincip al, the Assistant Su p erintend ent
for Instru ction and Accou ntability or d esignee from the Cu rricu lu m Dep artm ent, the Director of
Certificated Personnel, and certificated p ersonnel as ap p rop riate. The sam e team shall interview
all ap p licants for a new ly created p osition(s) at a sp ecific site for each p articu lar su bject, service,
or sp ecial p rogram area. Five d ays after all interview s are com p leted , H u m an Resou rces shall
notify, in w riting, all ap p licants, ind icating w hether or not they have been recom m end ed for the
new ly created p osition. Ap p licants m ay requ est rationale for non -recom m end ation from the
H u m an Resou rces Dep artm ent w ithin five d ays after their notification of non -selection.

3.

The m ost senior teacher(s) w ho is/ are recom m end ed by the interview team shall be ap p ointed to
the new ly created p osition(s) in seniority ord er.

Teachers On Assignm ent (TOA)

A TOA is d efined as a certified teacher w ho is p erform ing fu nctions in lieu of his/ her regu lar
teaching/ service/ sp ecial p rogram area assignm ent. The teacher m u st have at least three years of te aching
exp erience, w ith the year p rior to the TOA assignm ent having been served in the District.
A.

Each TOA p osition shall have a job d escrip tion w hich shall inclu d e d u ties, resp onsibilities, and
qu alifications for the job. The official job d escrip tion shall be on file at the H u m an Resou rces
Dep artm ent and shall be review ed at least every three years and revised as necessary. Cop ies of all
TOA job d escrip tions shall be sent to the CTA office.

B.

All TOA p ositions shall be ad vertised w ithin the District b y p osting in the office of each school or
d ep artm ent and listing on the job record ing service tap e for at least ten (10) d ays before the p osition
is closed . If the p osition is for a lim ited length of tim e, it shall be noted w hen ad vertised . A cop y of
this p osting shall be sent to the CTA office.

Proc. 3 - 12

08/ 11

C.

Only qu alified teachers m ay ap p ly and shall be interview ed . The best qu alified ap p licant as
d eterm ined throu gh the selection p rocess shall be hired .

D.

A TOA w ill rem ain on his/ her original seniority list and b e noted as a TOA.

E.

If the TOA assignm ent is for one year or less, the teacher w ill be retu rned to his/ her form er
assignm ent and school u p on com p letion of the TOA assign m ent. A TOA w hose assignm ent
extend s beyond one year w ill be d eclared TBA u p on vacat ing the TOA p osition. A TOA serving as
the CTA p resid ent, w ill be retu rned to his/ her form er assign m ent and school at the term ination of
the p resid ency.

F.

If no District teacher is recom m end ed p er the qu alifications listed in the job d escrip tion, p rior to
p osting the p osition ou tsid e the District, the Director of Certificated Personnel shall inform the CTA
Presid ent regard ing the need to hire ou tsid e the District.

G.

Teachers in the p osition of Peer Evalu ator, TOA, shall serve in that p osition for a term of no longer
than three years. At the end of the term the p osition shall be ad vertised in d istrict. Form er p eer
evalu ators m ay ap p ly for op en p ositions after they have retu rned to fu ll tim e classroom teaching for
a p eriod of at least one year follow ing a term as a p eer evalu ator. The selection p rocess for p eer
evalu ators shall inclu d e teacher rep resentatives as agreed u p on by the CTA Presid ent and the
Assistant Su p erintend ent for Instru ction and Accou ntability.

SALARY RED UCTION S/RED UCTION -IN -FORCE

The Governing Board m ay red u ce salaries or elim inate p ositions in ord er to op erate the d istrict m ore
econom ically; how ever, the red u ction shall be m ad e in accord ance w ith general salary red u ctions and
ap p lied equ itably. N otice of su ch action m u st be m ad e no later than m ay 1 of the calend ar year.
Reduction-in-Force
A.

Red u ction-in-force is d efined as that situ ation in w hich, after all p ossible transfers have been
effected , it is still necessary for the District to red u ce the nu m ber of certificated teacher/ se rvice
p ersonnel.

B.

Valid circu m stances for Red u ction -in-Force:

C.

1.

Decrease in stu d ent enrollm ent.

2.

Decrease in local and / or non -local revenu es over w hich the District has no control.

3.

Cu rricu lu m revision resu lting in a red u ction of ed u cational p rogram s.

4.

Consolid ation of school d istricts.

Proced u re for d eterm ining w hich p ersonnel are affected by a sp ecific red u ction-in-force:
1.

The H u m an Resou rces Dep artm ent shall id entify, p rior to March 15, insofar as p ossible, the
nu m ber of p ersonnel w ho are p lanning to retire, resign, go on leave, or retu rn from leave for
the follow ing year, and cam p u s, su bject, and / or p rogram s so affected .

2.

The Assistant Su p erintend ent for Instru ction and Accou ntability and the Assistant
Su p erintend ent for H u m an Resou rces shall d eterm ine the cam p u s(es), su bject(s), and / or
p rogram (s) that w ill lose staff p ositions for the ensu ing year. Any p rop osed red u c tion m u st
be based u p on a District-w id e stand ard ized registration p roced u re and historical enrollm ent
p rojections.

3.

If su ch red u ction is to exceed 1% of the certificated teacher/ service p er sonnel of the District,
the CTA w ill be notified in w riting and its au tho rized rep resentatives w ill be consu lted
before the red u ction is effected .

4.

The follow ing criteria shall be the basis for d eterm ining w hich sp ecific p ersonnel w ill rem ain.
The criteria shall be in d escend ing ord er w ith d ecisions m ad e at the first available ind icator.
1.

08/ 11

The teacher shall hold a H ighly Qu alified statu s and certificate(s) for the p osition(s).

Proc. 3 - 13

2.

3.
4.
5.

The overall years of p rofessional exp erience as d efined by total years of teaching
exp erience at relevant grad e levels (7- 12) and su bjects in other com p arable accred ited
institu tions and p rogram s.
Possession of m u ltip le areas of H igh ly Qu alified Certification or end orsem ent.
Ad vanced Degrees held and / or N ational Board Certificate.
College Classes or Professional Grow th Cred it hou rs earned and rep orted to H u m an
Resou rces p rior to notification of RIF.

5.

Teachers w ho have been given a p relim inary RIF notice shall be given tw enty -fou r hou rs to
roll over into another content area in w hich they are qu alified (see Proc. 3-5) in ord er to
p rotect them selves from RIF.

6.

Teachers w ho roll into another area to avoid RIF m u st roll back into their original content
areas in seniority ord er w ith RIFed teachers on the recall list of that area as p ositions becom e
available.

7.

A list of p ersonnel w ho are to be laid off shall be p resented to the Governing Board for its
ap p roval p rior to May 1.

8.

Any p ersonnel affected by su ch Red u ction -in-Force w ill receive w ritten notice p rior to Ap ril
15 and a list of p ersonnel to be laid off w ill be sent to the CTA Office at the sam e tim e.

9.

All p ersonnel hired sp ecifically for stu d y hall assignm ents shall be laid off before the
reassignm ent p rocess. A p erson w hose m ajor assignm ent (.6 or m ore) is stu d y hall shall be
inclu d ed in this grou p .

10.

When a teacher w ith a Sched u le F assignm ent is p laced on a RIF list, his/ her Sched u le F
assignm ent w ill be d iscontinu ed at the end of the school year and no recall p rotection is
p rovid ed .

Voluntary RIF
A.

Any teacher m ay volu ntarily have his/ her nam e p laced on the RIF list. The requ est m u st be in be
w riting and su bm itted to the H u m an Resou rces Dep artm ent by Ap ril 1. Shou ld a RIF not occu r in a
teachers cu rrent seniority area(s) the teacher is not eligible for volu ntary RIF. Anyone p laced on
the RIF list volu ntarily w ill su rrend er recall rights for one sem ester. The su rrend er of recall rights
m ay be extend ed for one-sem ester p eriod s not to exceed five consecu tive extensions.

B.

Up on the first contact for recall for the u p com ing sem ester, a rejection of the p osition(s) offered the
volu ntary RIFee w ill be consid ered a su rrend er of recall rights for said sem ester. All recall rights
are au tom atically reinstated at the end of each sem ester d u ring the three -year p eriod .

Protection for Teachers Aw aiting Recall

A.

District-w id e lists of p ersonnel on lay-off aw aiting recall shall have a p referred right of
reap p ointm ent in the ord er of seniority in the event of an increase in the nu m ber of teachers or the
re-establishm ent of services w ithin a p eriod of three years.

B.

A teacher d ism issed for reasons of econom y or lack of p u p ils shall have a p referred right of
reap p ointm ent in the ord er of seniority in the event of an increase in the nu m ber of teachers or the
re-establishm ent of services w ithin a p eriod of three years.

C.

N o new p ersonnel, inclu d ing p art-tim e, interim , resid ent, or op en-end contract p ersonnel, shall be
em p loyed for a su bject or service area or p rogram u ntil all p ersonnel on lay -off aw aiting recall have
been p rovid ed an op p ortu nity to fill the op en p osition for w hich they are qu alified .

D.

When no p osition is available for w hich a p erson is qu alified , s/ he shall be given first consid eration,
based on seniority, and after all TICRs have been offered the p osition, for any new p osition or
p rogram for w hich s/ he can becom e qu alified p rior to the incep tion of the p osition or p rogram .
Verification of com p etency and qu alification m u st be p resented to the H u m an Resou rces
Dep artm ent p rior to the issu ance of a contract.

Proc. 3 - 14

08/ 11

E.
F.

G.

Up on re-em p loym ent, all rights related to salary and fringe benefits shall be restored . Seniority
shall continu e to accru e w hile their nam es are on the recall list.
A teacher aw aiting recall w ho accep ts a p art-tim e assignm ent becau se no fu ll-tim e assignm ent is
available, shall be offered the first fu ll-tim e p osition that becom es available before another teach er
aw aiting recall w ith less seniority..
A teacher aw aiting recall w ho accep ts an assignm ent sp lit betw een tw o cam p u ses becau se no fu ll tim e assignm ent is available at one school, shall be offered the first fu ll-tim e p osition that becom es
available at a single school before another teacher aw aiting recall w ith less seniority.

Requirements for Teachers Aw aiting Recall

A.

Teachers on recall shall su bm it an ad d ress and telep hone nu m ber to the H u m an Resou rces
Dep artm ent ind icating w here they can be reached d u ring the su m m er recess (inclu d ing ad d ress
and telep hone nu m ber w here they can be reached shou ld they leave tow n.) Teachers m ay au thorize
the H u m an Resou rces Dep artm ent, in w riting, to accep t a p osition for them in their absence. The
H u m an Resou rces Dep artm ent shall su p p ly form s for this p u rp ose.

B.

If a teacher on recall cannot be reached by telep hone, a registered letter w ill be sent to ad d ress
su bm itted sp ecifying a reasonable am ou nt of tim e to resp ond .

C.

If no ad d ress or telep hone nu m ber is p rovid ed , or the teacher fails to resp ond w ithin the reasonable
tim e sp ecified , the next one on recall w ill then be offered the p osition(s) available.

Proced u res Du e to School Closu re/ Phase Ou t or Su rp lu s

A.

The follow ing p roced u res w ill be ap p licable in any year w hen, for the ensu ing year, ten p ercent or
m ore of the Districts teaching staff are affected by school closu re/ p hase ou t or su rp lu s.
1.

The Closu re / Su rp lu s shall be held at the earliest p ossible d ate in ord er to p erm it teachers to
m eet w ith their new d ep artm ent and to d eterm ine their new teaching assignm ent p rior to the
end of the cu rrent school year.

2.

All teachers, inclu d ing those new to the d ep artm ent, shall be consu lted by the instru ctional
lead er p erson at an op en d ep artm ent m eeting regard ing the su bjects/ assignm ents they w ou ld
p refer for the follow ing year. This consu ltation shall take p lace w ithin ten (10) school d ays
after all tenu re teachers on the TICR List for that teaching area have their new assignm ents. If
all tenu re teachers in a teachin g area have not been reassigned , a new d ate w ill be d ecid ed
u p on by the CTA and the ad m inistration. The instru ctional lead er and the d ep artm ent
teachers shall d evelop a tentative d ep artm ent sched u le based u p on consid eration of the
teachers stated p reference, p rofessional p rep aration, teaching exp erience, staffing need s and
ad m inistrative sched u ling d irections.

3.

The tentative d ep artm ent sched u le w ill be sent to the ad m inistration for u tilization in the
d evelop m ent of the m aster sched u le.
In case of a d isp u ted assignm ent, the instru ctional lead er for the next year and
p rincip al/ d esignee shall d evelop a tentative d ep artm ent sched u le, based u p on consid eration
of the teachers stated p reference, p rofessional p rep aration, teaching exp erience, and staffing
need s. A cop y of the ten tative sched u le shall be sent to all teachers in the d ep artm ent w ithin
one w eek of the d ep artm ent m eeting.
If a teacher is still not satisfied w ith his/ her assignm ent, s/ he m ay ap p eal.
The selection of instru ctional lead er shall not be m ad e p rior to the annu al d ep artm ent
organizational m eeting.
The selection of any op en sched u le F assignm ent shall not be m ad e p rior to the annu al
d ep artm ent organizational m eeting.
There w ill not be any Teacher Initiated Cam p u s Reassignm ents (TICR) or Teacher Initiated
Area Reassignm ents (TIAR) for the next sem ester.

4.

5.
6.
7.
8.

08/ 11

Proc. 3 - 15

9.

N ew ly reassigned teachers w ho ind icate d issatisfaction w ith their assigned school, shall be
contacted in seniority ord er if/ w hen any p ositions in their area op en, u p to thirty (30) d ays
after the op ening of schools. The notification of d issatisfaction m u st be su bm itted in w riting to
the H u m an Resou rces Dep artm ent w ithin five (5) d ays after reassign m ent, and m u st list
schools the teacher w ou ld accep t. The teacher w ill be given tw o op p ortu nities only for
reassignm ent, shou ld an op ening occu r.
10. All teachers hired new to the District for the ensu ing year w ill be p laced on the Su rp lu s List as a
TBA at the end of that year.
11. All teachers shall be given w ritten notice of their assignm ents for the forthcom ing year by the
last d ay of the school year.
School Consolidation
A.

As soon as official action is taken to consolid ate schools, the facu lties of the tw o schools w ill be
regard ed as one facu lty. Professional Agreem ent lan gu age w ill be follow ed in d eterm ining su rp lu s
and in d eterm ining assignm ents and / or su bjects to be tau ght. Instru ctional lead ers for each new ly
form ed d ep artm ent w ill be ap p ointed accord ing to Professional Agreem ent p roced u re.

B.

If there is m ore than one teacher at the consolid ation cam p u s w ith the sam e Sched u le F assignm ent
other than instru ctional lead er, requ esting continu ation of that assignm ent, the follow ing p rocess
shall be im p lem ented :
1.
2.

3.

4.

If it is a single Sched u le F assignm ent (e.g., new sp ap er, g ym nastics, etc.), the teacher w ith the
m ost District exp erience in the assignm ent shall be offered the job.
When m ore than one coach is assigned to the activity, the varsity coach w ith the m ost District
exp erience in the p osition of varsity coach shall be offered the assignm ent. All other coaching
p ositions shall be vacated and any facu lty m em ber m ay ap p ly.
In the activities w hich involve three or m ore total coaching assignm ents at least one -third of
the coaching staff shall be chosen from the ap p licants p reviou sly hold ing sim ilar assignm ents
at the school of closu re.
There w ill be no Sched u le F exem p tions d u ring the im p lem entations of consolid ation.

SMALL SCH OOL EN VIRON MEN TS

A. A sm all school environm ent is a learning environm ent intentionally d esigned to be sm aller than a
typ ical com p rehensive high school. A sm all school environm ent inclu d es sm all schools located ap art
from the com p rehensive cam p u s sites as w ell as schools w ithin schools located on District cam p u s
sites.
B. The Sm all School Environm ents Continu ing Joint Com m ittee shall m ake recom m end ations throu gh
consensu s. Am ong its recom m end ations, the com m ittee shall recom m end a fram ew ork d esign for
any off-cam p u s sm all school environm ent. Ad d itionally, the com m ittee is available to assist
cam p u ses in d evelop ing any schools w ithin schools on com p rehensive cam p u ses and to
d issem inate inform ation regard ing su ch op p ortu nities in the District, in consu ltation w ith the
Assistant Su p erintend ent for Instru ction and Accou ntability.
C. On-cam p u s schools w ithin schools or other on -cam p u s alternatives:
The Sm all School Environm ents Com m ittee is, in consu ltation w ith the Assistant Su p erintend ent for
Instru ction and Accou ntability, available to assist cam p u ses in d evelop ing any schools w ithin
schools or other cam p u s alternatives. Su ch p rogram s shall be consid ered as p art of the
com p rehensive cam p u s, and Professional Agreem ent langu age shall be in effect.

Proc. 3 - 16

08/ 11

PROCED URES
JOB D ESCRIPTION S AN D SELECTION
JOB D ESCRIPTION S
A job d escrip tion for every p osition in the bargaining u nit shall be d evelop ed by a joint com m ittee.
The com m ittee shall reach consensu s on a recom m end ed job d escrip tion and then forw ard it for
ap p roval to the resp ective Director of H u m an Resou rces and to the Presid ent of the resp ective
rep resentative grou p . Job d escrip tions shall also be review ed and revised , as necessary, by a joint
com m ittee p er this p rocess.
If agreem ent is not reached by the resp ective Director of H u m an Resou rces and the Presid ent of the
resp ective rep resentative grou p , all recom m end ations shall be retu rned to the joint com m ittee to begin
rep etition of the above p rocess. N o revisions or new job d escrip tions m ay go into eff ect u ntil
agreem ent is reached . When agreem ent is reached , the job d escrip tion shall be recom m end ed to the
Su p erintend ent for im p lem entation and shall be on file in the H u m an Resou rces Dep artm ent p rior to
the ad vertisem ent of the p osition.
All job d escrip tions shall be kep t cu rrent and contained in a booklet titled Phoenix Union High School
Certificated Job Descriptions. A cop y w ill be on file at the p rincip als office. Changes in any job
d escrip tion are su bject to the m eet and confer p rocess. Any claim of a job d escrip tion violation is
grievable.
PROCED URES FOR RECRUITMEN T AN D SELECTION
Posting Vacancies
When certificated vacancies, inclu d ing new ly created p ositions, occu r, the H u m an Resou rces
Dep artm ent shall p ost su ch vacancies and rem ain op en u ntil filled .
A.

Before the Reassignm ent p rocess occu rs, the H u m an Resou rces Dep artm ent w ill p ost a list of all
know n teaching vacancies in all p rogram s on the District w ebsite.

B.

Each op en p osition p osted w ill show w ork location, d ep artm ent, and teaching ass ignm ent as
know n at the tim e of p osting.

Requirements for Selection

N ew Hires
General Requirements
The follow ing general requ irem ents w ill be exam ined w hen consid ering ap p licants for p ositions in the
d istrict:
A.

Teaching or service area need s.

B.

Sp ecial qu alifications for coaching or co-cu rricu lar activities.

C.

Ethnic aw areness.

D.

Sensitivity to learning styles of stu d ents.

E.

Teaching skills.

F.

Prior exp erience.

G.

Qu alifications for the JROTC Instru ctor p osition w ill be m ad e in accord ance w ith U.S. Arm y
Cad et Com m and requ irem ents.

08/ 11

Proc. 4 - 1

General Procedures
A.

A com p leted ap p lication form m u st be on file in the H u m an Resou rces Dep artm ent before any
p rosp ective em p loyee m ay be consid ered for em p loym ent.

B.

The selection of certificated p ersonnel is based p rim arily on:

1.

an evalu ation of the w ritten ap p lication, transcrip ts, recom m end ations and references, and

2.

p ersonal interview s.

3.

JROTC screening interview s w ill inclu d e an interview w ith the Director of Arm y
Instru ction and at least tw o cu rrent instru ctor s. This grou p w ill recom m end viable
cand id ates for interview s w ith Princip als at schools w ith JROTC op enings.

C.

A District interview card m u st be com p leted by each p erson interview ed and the original filed in
the H u m an Resou rces Dep artm ent.

D.

All qu alified ap p licants m u st be consid ered for the vacant p osition. Before a new teacher is
hired , any qu alified teacher id entified as su rp lu s m u st have been assigned , as w ell as
consid eration given to teachers requ esting reassign m ent as p reviou sly sp ecified .

E.

A team consisting of the instru ctional lead er, if available, and the p rincip al/ ed u cational u nit
su p ervisor (or d esignee), serving as chairp erson, shall be involved in interview ing p rosp ective
em p loyees and recom m end ing their hire.

F.

Ap p licants for vacancies in the p osition of school nu rse shall be interview ed by the p rincip al, a
school nu rse, and su ch other as the p rincip al and the nu rse d eem ap p rop riate.

G.

It is essential that the Affirm ative Action File, w hich contains the ap p lica tions of w om en or
ethnic m inorities w ho have not been em p loyed , be consu lted to d eterm ine if qu alified m inority
ap p licants are available. The team w ill give every consid eration to the hiring of ap p licants from
this file.
1.

All m em bers of the selection team are encou raged to consu lt the Affirm ative Action file.

2.

A record m u st be m ad e ind icating that the Affirm ative Action file w as consu lted by at least
one m em ber of the recom m end ing team before a vacancy is filled .

H.

The chief ad m inistrator at the u nit (i.e., p rincip al or ed u cational u nit su p ervisor) w ill have the
p rim ary voice in the selection of p ersonnel.

I.

N o official com m itm ent to a p rosp ective em p loyee exists u ntil the Personnel Action Requ est has
been p rep ared , su bm itted to, and ap p roved by the H u m an Resou rces Dep artm ent. The H u m an
Resou rces Dep artm ent w ill not ap p rove the Personnel Action Requ est u ntil the ap p licant has
p rovid ed the H u m an Resou rces Dep artm ent w ith a valid certificate.

J.

Professional staff m ay be hired w ith either a Bachelor s or Masters d egree. The District
requ irem ents m u st be m et for any given p osition, w hich inclu d e 24 sem ester hou rs of cred it in
the su bject area. In ad d ition, ap p licants m u st p ossess a valid BP fingerp rint clearance card .

K.

Requ irem ents for certificated p ositions are d eterm ined by Arizona Dep artm ent of Ed u cation.
Ad d itional qu alifications are id entified in the variou s job d escrip tions, w hich are p rep ared and
m aintained in the H u m an Resou rces office.

L.

To be assigned to a certificated p osition in this District, an ap p licant m u st be ap p rop riately

certified by ADE, and be highly qu alified for the vacant p osition and m eet any sp ecialized
certification requ irem ents in a p articu lar area.

M.

N o certificated p ersonnel w ill be assigned to teach ou tsid e the scop e of his/ her teaching
certificate or m ajor or m inor field of stu d y as d eterm ined by the accred iting institu tion or State
Dep artm ent requ irem ents need ing sp ecial end orsem ent(s).

N.

Anyone to be accep ted for any teaching p osition in the d istrict, w ith the excep tion of the Career
and Technical Ed u cation (CTE) p rogram and JROTC Instru ctors, m u st m eet the follow ing
p rofessional requ irem ents.

Proc. 4 - 2

08/ 11

O.

1.

A valid Arizona Certificate for Teaching in the Second ary Schools of the State, as w ell as any
sp ecial certification requ irem ents in a p articu lar area w hich are com m ensu rate w ith
p ositions held in the d istrict, m u st be record ed w ith the H u m an Resou rces Dep artm ent
before the teacher m ay be issu ed a contract or receive a salary p aym ent.

2.

Thirty (30) sem ester hou rs in the m ajor su bject area field , and

3.

A Bachelors d egree or a Masters d egree.

Requ irem ents for CTE certification are d eterm ined by the Arizona d ep artm ent of ed u cation and
state certification office. A CTE p rogram teacher w ill be em p loyed w ith a Provisional or
Stand ard CTE as p er CTE state certification requ irem ents. The CTE certificate held by the teacher
m u st be in the area for w hich they w ill be hired to teach (Agricu ltu re, Bu siness and Marketing,
Fam ily and Consu m er Sciences, H ealth Careers, and Ind u strial Technology).
1. A valid Arizona certificate for teaching m u st be record ed w ith the H u m an Resou rces
Dep artm ent before the teacher m ay be issu ed a contract or receive salary p aym ent.
2. The m inim u m requ irem ents for em p loym ent in the d istrict as a Teacher Coord inator is a valid
Arizona teaching certificate w ith a coop erative ed u cation end orsem ent.

P.

The H u m an Resou rces Dep artm ent (the Director of Arm y Instru ction in the case of JROTC
instru ctors) w ill p rovid e each new ly hired teacher w ith a su m m ary of the term s and cond itions
of their em p loym ent to inclu d e:
1.

Date of hire/ PAR.

2.

Range & step on salary sched u le.

3.

Rights granted by typ e of contract issu ed .

4.

Resp onsibility for ad d itional ed u cation (if requ ired ) and d ead line for its com p letion.

5.

Requ ired certification by the U.S. Arm y Cad et Com m and and acqu isition of an Arizona State
JROTC teaching certificate w ithin 30 d ays of hire, in the hiring of a JROTC Instru ctor/ Senior
Arm y Instru ctor.

Q.

All certificated p ersonnel are em p loyees of the District, not a p articu lar school, an d m ay be
initially assigned to any u nit in the District to p ositions for w hich they are qu alified .

R.

Em p loyees of the District offered contracts of em p loym ent shall ind icate accep tance of a contract
by signing and retu rning the contract or by accep tance in w riting d elivered to the H u m an
Resou rces Dep artm ent w ithin fifteen (15) bu siness d ays from the d ate of the contract or contract
renew al.

Alternative Certification Program

If the d istrict has no certified ap p licant w ho is both highly qu alified and m eets the qu alifications p er
the job d escrip tion for a certified p osition, the District shall attem p t to fill this p osition w ith a cand id ate
w ho qu alifies for alternative certification . The Phoenix Union H igh School District w ill follow the
gu id elines of the alternative certification p rogram as ou tlined by the Arizona Dep artm ent of Ed u cation
http :/ / w w w .ad e.az.gov/ certification/

08/ 11

Proc. 4 - 3

The Role of the Instructional Leader

The instru ctional lead er rep resents the d ep artm ent to cam p u s and d istrict ad m inistration, stu d e nts,
feed er schools, and the com m u nity at large. As an ad vocate for the d ep artm ent, the instru ctional lead er
w ill resp ond to the need s of the staff and stu d ent p op u lation. The instru ctional lead er w ill be an
effective collaborator, com m u nicator, and resou rce for qu ality instru ction.
D uties of the Instructional Leader
1.

Cu rricu lu m
1.1
1.2

1.3

2.

Su p p ort of the Instru ctional Program

2.1
2.2
2.3
2.4
2.5

3.

Assu m es resp onsibility for the selection, organization, and d istribu tio n of instru ctional
m aterials/ su p p lies, testing m aterials and p rofessional library resou rces.
Coord inates the ad m inistration of District-requ ired testing.
Assists teachers in ad d ressing issu es related to stu d ents, classroom instru ction,
p arents, com m u nity m em bers, and / or other p ersonnel.
Facilitates d ep artm ental activities to im p rove instru ction and cu rricu lu m .
May assist w ith im p lem entation of the certified evalu ation system .

Personnel
3.1
3.2
3.3
3.4

4.

Lead s the d ep artm ent in setting d ep artm ental p roced u res and d evelop ing goals,
objectives and action p lan to increase stu d ent achievem ent.
Collaborates w ith the m em bers of the d ep artm ent, the p rincip al, the ed u cational
su p ervisor, the instru ctional lead er of other high schools in the District, and those
resp onsible for the p rogram s at levels above and below the high school to p lan,
im p lem ent, and evalu ate the cu rricu lu m .
Com m u nicates w ith d ep artm ent m em bers to keep them inform ed of school, d istrict,
and state concerns, p olicies, m od els, and changes.

Collaborates w ith ad m inistration and staff d eterm ining teaching assignm ents.
Assists the p rincip al/ d esignee in resolving p roblem s related to su bstitu te coverage
w ithin the d ep artm ent.
Convenes d ep artm ent m eetings on a regu lar basis.
Assists, w henever p ossible, the p rincip al/ d esignee in inte rview ing p rosp ective
teachers.

Bu d get
4.1

Assists in allocation, im p lem entation, evalu ation, and u se of fiscal resou rces to m eet
p rogram objectives.
Selection of Instructional Leaders and Managers of Established Programs
A.

B.

The term of an Instru ctional lead er or m anager p osition w ill be one school year su bject to a
satisfactory instru ctional lead er evalu ation to be cond u cted no later than March 1st. (See Proc
8-2 for the evalu ation p rocess) The term m ay be altered at any tim e throu gh the m eet and
confer p rocess. Any interested certified m em ber of the Dep artm ent/ Program / Clu ster m ay
ap p ly for the d ep artm ent p osted p osition su bject to the regu lar selection and ap p ointm ent
p rocess.
When instru ctional lead er vacancies occu r, the p rincip al and CTA u nit chair w ill cond u ct a
m eeting by Ap ril 15 (or w hen a vacancy occu rs) for all m em bers of all affected d ep artm ents.

Proc. 4 - 4

08/ 11

C.

D.

E.

F.

Requ irem ents for selection w ill be review ed . At this m eeting, each d ep artm ent w ill set a d ate
to elect a d ep artm ent rep resentative.
At the d ep artm ent m eeting, a m em ber of the d ep artm ent w ho is not an ap p licant for the
vacant p osition w ill be elected by secret ballot by m em bers of the d ep artm ent, clu ster, or
p rogram . The d ep artm ent rep resentative m ay gather inform ation regard ing chair selecti on
from his/ her d ep artm ent m em bers.
The p rincip al and elected rep resentative of the d ep artm ent, clu ster, or p rogram w ill interview
p rosp ective ap p licants from the d ep artm ent, clu ster, or p rogram based on the follow ing
criteria:
1.
Dem onstrates a com m itm ent to high learning exp ectations for all stu d ents.
2.
Dem onstrates a com m itm ent to teaching excellence.
3.
Dem onstrates a com m itm ent to p rofessional d evelop m ent for their d ep artm ent or
p rogram .
4.
Dem onstrates effective collaborative com m u nication an d organizational skills.
5.
Dem onstrates know led ge of d istrict cu rricu lu m and effective instru ctional p ractices.
6.
Dem onstrates im itative and follow -throu gh in im p lem enting activities in their
d ep artm ent or p rogram .
7.
Dem onstrates know led ge and ap p lication of the certificated evalu ation system .
In the event that the m em bers of a d ep artm ent, clu ster, or p rogram cannot agree on a
teacher m em ber to m eet w ith the p rincip al, the p rincip al shall ap p oint a teacher from
the d ep artm ent, clu ster, or p rogram to serve in that role.
The p rincip al and the teacher m em ber of the interview com m ittee w ill attem p t to
reach consensu s on a recom m end ation for the p osition.
If all teachers in a given d ep artm ent, clu ster, or p rogram are ap p licants for the
instru ctional lead er p osition, the CTA u nit chair or d esignee w ill serve w ith the
p rincip al to m ake the recom m end ation for the p osition. The p rincip als
recom m end ation w ill be forw ard ed to the H u m an Resou rces Dep artm ent.
All op enings w ill be ad vertised on cam p u s by Ap ril 15 annu ally. Selections w ill be m ad e and
st
p osted by May 1 . Excep tions to the instru ctional lead er selection p rocess m ay be m ad e at the
d iscretion of the p rincip al in the event that fifty p ercent or m ore of the teaching p ositions are
u nfilled w ithin a given d ep artm ent, clu ster, or p rogram . Instru ctional lead er selections w ill be
m ad e no later than Sep tem ber 10.
If there are no m em bers of the d ep artm ent, clu ster, or p rogram w illing to be ap p licants, or if
no m em bers of the d ep artm ent, clu ster, or p rogram are recom m end ed in the above
p roced u res, the p osition w ill be ad vertised District-w id e Mem bers of the d ep artm ent w ho
ap p lied for the p osition d u ring the first ad vertisem ent w ill not be p erm itted to ap p ly.
Ap p licants m u st be from an ap p rop riate teaching d iscip line. The p rincip al w ill cond u ct the
interview and forw ard the nam e of the recom m end ed ap p licant by May 20 to the H u m an
Resou rces Dep artm ent.
The recom m end ed ap p licant m ay not be chosen from earlier ap p licants w ho w ere not accep ted
p rior to the p ositions being ad vertised District-w id e. If this ap p licant is ap p roved , and no
op ening in the d ep artm ent, clu ster or p rogram exists, the su rp lu s p roced u res in the
Professional Agreem ent shall be follow ed p rovid ed the su rp lu sed t eacher is notified p rior to
Reassignm ent p rocess.

G.

08/ 11

Lead er/ Manager p ositions vacated d u ring the su m m er m ay be filled by the p rincip al
ap p ointing an acting lead er/ m anager from the m em bers of the cu rrent d ep artm ent, clu ster, or
p rogram to p erform su m m er resp onsibilities for w hich a ch air/ m anager is p aid , As soon as
p ossible after school reop ens, the d ep artm ent, clu ster or p rogram shall convene a m eeting to
activate the regu lar p rocess for selection.

Proc. 4 - 5

H.

Any teacher cu rrently hired in the d istrict w ho reassigns to another school are (is) eligible to
ap p ly for the instru ctional lead er p osition.

I.

There should be only one position known as the Special Education Facilitator for each campus.
1. The SPED Facilitator selection committee will consist of the Principal, Director of Special
Education, and a department representative to be selected by the department, and CTA
President or designee. Final decision will be made by the Principal in keeping with the
Instructional Leader process.
2. The person selected will receive a Schedule A because the position encompasses
Instructional Leader duties.
3.The term of SPED Facilitator will be one year, subject to satisfactory evaluations.

Special Campus Assignment

A.
B.
C.

D.

E.
F.
G.

A sp ecial cam p u s assignm ent is d efined a s a p artial or fu ll-tim e cam p u s assignm ent w hich is
not a regu lar teaching, service or sp ecial p rogram area assignm ent and is assigned in lieu of
one or m ore regu lar teaching p eriod s. The p osition of Gifted Facilitator is an exam p le of a
sp ecial cam p u s assignm ent for w hich a release p eriod is norm ally assigned . A teaching
assignm ent w hich requ ires no sp ecific teaching certification, su ch as stu d ent governm ent and
yearbook, is also consid ered a sp ecial cam p u s assignm ent. The follow ing gu id elines ap p ly to
all sp ecial cam p u s assignm ents u nless selection gu id elines for a sp ecific assignm ent are listed
elsew here in this agreem ent.
Each sp ecial cam p u s assignm ent shall have a job d escrip tion w hich shall inclu d e d u ties,
resp onsibilities, and qu alifications for the job.
A list of all sp ecial cam p u s assignm ents shall be ad vertised annu ally to certificated p ersonnel
on the cam p u s p rior to staffing the p ositions.
All sp ecial cam p u s assignm ents shall be m ad e available only to certificated staff cu rrently
assigned to the cam p u s w ho have w orked in the d istrict/ school a m inim u m of one nine w eek
grading period. (Minimum requirement may be waived by mutual agreement of the CTA President and
the Assistant Superintendent for Human Resources.
A teacher interested in a special campus assignment shall have five days after the special campus
assignment is advertised to notify the principal in writing of his/her desire to be considered for the
position. Though the teacher does not need to be interviewed to be considered for the position, the
teacher shall be granted an interview upon teacher request. Final selection shall be made by the
principal/designee.
The term of a special campus assignment ends during the school year in which the assignment was
made unless an exception for a specific assignment is listed elsewhere in this agreement.
A teacher who accepts a special campus assignment shall continue to be a member of the department
from which he/she came when the special campus assignment was given.
When an extra pay increment such as a Schedule A or Schedule F is allocated for a special campus
assignment, the extra pay increment shall be allocated for the term of the assignment and does not entitle
the recipient to any property rights to the extra pay increment.

Selection of Managers for N ew Programs

A.

N ew ly created Program Manager p ositions shall be ad vertised w ithin the District throu gh
p osting in the office of each school and / or d ep artm ent and listed on the PUH SD District
Webp age for at least ten (10) d ays before the p osition is closed . Only qu alified teachers w ith at
least three years of teaching exp erience, w ith the year p rior to the TOA assignm ent having been
served in the District, m ay ap p ly and shall be interview ed .
The best qu alified ap p licant as d eterm ined throu gh the selection p roce ss shall be hired .

Proc. 4 - 6

08/ 11

B.

If no District teacher is recom m end ed throu gh this selection p rocess, p rior to p osting the
p osition ou tsid e the District, the Director of Certificated Personnel shall inform the CTA
Presid ent of the need to hire ou tsid e the District.

C.

The initial term for the Manager of a new p rogram shall be three school years.

Selection for Schedule F Assignment Other Than Coaching

N orm ally, Sched u le F Assignm ents other than coaching w ill be m ad e only to cer tificated staff at a
school. If it has been d eterm ined that there is no cand id ate available from am ong the certificated
p ersonnel at that school, it is p ossible to u tilize other District em p loyees w ho are qu alified .
Selection of Coaches
A.
Cand id ates for varsity head coaching p ositions shall be screened and interview ed by the
p rincip al, and / or u nit Athletic Director and a p arent of a p articip ant in the affected sp ort; final
recom m end ation shall be m ad e by the p rincip al. The recom m end ations of the p rincip al w ill be
sent to the District Ad m inistrator overseeing Athletics for ap p roval and su bm ission to the
H u m an Resou rces Dep artm ent. Only a certificated p erson m ay be hired as a varsity head coach.

B.

Step 1

Positions shall be ad vertised to all District certified

em p loyees by the schools Athletic Director on the
Districts electronic m ail system and left op en for ten
w orking d ays. The ad vertisem ent w ill be p laced in
m ailboxes at the school w here the vacancy exists,
and all electronic p ostings w ill be p rinted and p osted
ou tsid e the cam p u s Athletic Directors office.
Ap p lications w ill be accep ted only from this grou p
of cand id ates and only if the em p loyee has rights to
continu ed em p loym ent in the District. If cand id ates
are consid ered equ ally qu alified , p reference w ill be
given to the on-cam p u s facu lty m em ber.

Step 2

If no cand id ate is recom m end ed for hire in Step 1,

the coaching p osition shall be ad vertised ou tsid e the
District and in-District ap p licants w ho d id not ap p ly
in step 1 m ay ap p ly.

Step 3

If an ap p licant for the Varsity coaching p osition is

not satisfied w ith the recom m end ation, the ap p licant
has the right to ap p eal in w riting to the District
Ad m inistrator overseeing Athletics. The District
Ad m inistrator overseeing Athletics w ill rend er a
w ritten d ecision w ith cop ies to all p articip ating
p arties w ithin five (5) w orking d ays. This d ecision
w ill be final and no fu rther ap p eal shall be filed .

Recom m end ations for assistant coaches shall be selected by the consensu s of the
p rincip al / d esignee and th e head coach.

08/ 11

Proc. 4 - 7

Step 1

Positions shall be ad vertised to all District certified

em p loyees by the schools Athletic Director on the
Districts electronic m ail system and left op en for ten
w orking d ays. The ad vertisem ent w ill be p laced in
m ailboxes at the school w here the vacancy exists,
and all electronic p ostings w ill be p rinted and p osted
ou tsid e the cam p u s Athletic Directors office.
Ap p lications w ill be accep ted only from this grou p
of cand id ates and only if the em p loyee has rights to
continu ed em p loym ent in the District. If cand id ates
are consid ered equ ally qu alified , p reference w ill be
given to the on-cam p u s facu lty m em ber.

Step 2

If no cand id ate is recom m end ed for hire in Step 1,

the coaching p osition shall be ad vertised ou tsid e the
District and in-District ap p licants w ho d id not ap p ly
in step 1 m ay ap p ly.

Step 3

Shou ld there be no consensu s, each p arty w ill su bm it

recom m end ations w ith the ration ale to the District
Ad m inistrator overseeing Athletics, w ho w ill select a
cand id ate for the p osition. If an ap p licant is not
satisfied w ith the selection, the ap p licant has the
right to ap p eal to the District Ad m inistrator
overseeing Athletics in w riting.
The District
Ad m inistrator overseeing Athletics w ill rend er a
w ritten d ecision w ith cop ies to all p articip ating
p arties w ith five (5) w orking d ays. This d ecision w ill
be final and no fu rther ap p eal shall be filed .

C.

Vacant coaching p ositions for Fall sp orts shall be ad vertised by May 1 for the follow ing year.
Vacant coaching p ositions for Winter and Sp ring sp orts shall be ad vertised by Sep tem ber 1.

D.

All Sched u le F assignm ents given to District non -certificated p ersonnel and to non -District
p ersonnel shall be for one year only and m u st be re-ad vertised accord ing to the p roced u res
ind icated above. All coaches affected by the p roced u re shall be so notified at the tim e of
ap p ointm ent.

E.

If a coaching p osition becom es vacant w ithin fou r w eeks of the start of the season or d u ring the
season, the p rincip al shall recom m end to the District Ad m inistrator overseeing Athletics an
acting coach for the affected sp ort(s). Su ch p ositions shall be consid ered vacant for the follow ing
year.

F.

A coach from w ithin the District w ho has been chosen to coach on another d istrict cam p u s
shou ld be given an u nassigned final p eriod , if p ossible, to enable him / her to rep ort to the second
cam p u s as early as p ossible.

G.

If a sp ort p rogram begins, bu t is canceled for good and su fficient reason d u ring the season, the
p rincip al shall su bm it a cancellation of the Sched u le F contract as soon as p ossible.

H.

Mileage one w ay w ill be p aid any District coach w ith a coaching assignm ent on another cam p u s.
A non-d istrict coach w ill also be p aid m ileage one w ay to the coaching assignm ent. The
m axim u m m ileage shall not exceed $150.00 p er coaching season.

I.

All Sched u le F assignm ents given to p ersonnel em p loyed as teachers of the Phoenix Union H igh
School District are one year ap p ointm ents not su bject to p rop erty rights and d u e p rocess as
d escribed in the Em p loyee Cond u ct Discip line H and book. Rather, d u e p rocess shall be
extend ed to Sched u le F assignm ents p er the langu age d etailed in this section w ith m inim al d u e

Proc. 4 - 8

08/ 11

p rocess gu aranteed d u ring the first year of service and the p erform ance agreem ent p rocess
gu aranteed after that.
J.

All coaches and sp onsors, excep t for those w hose Sched u le F assignm ents w hich are d irectly
connected to a classroom teaching assignm ent su ch as band , d ance, d ram a, orchestra and vocal
m u sic, w ill be inserviced and given the school, d istrict , and AIA (as ap p rop riate) ru les,
p roced u res and exp ectations in w riting as a p erform ance agreem ent at the beginning of the
season (coaches) or school year (sp onsors). The p erform ance agreem ent shall be signed and
d ated by the coach/ sp onsor u p on receip t ind icating that the coach/ sp onsor is aw are of the job
exp ectations. Win/ Loss record shall not be criteria of the p erform ance agreem ent.

K.

Coaches and sp onsors shall be given w ritten feed back regard ing job p erform ance throu ghou t the
year (sp onsors) or season (coaches) by ad m inistration and head coach, w here ap p rop riate.
Within three w eeks from the end of the season (coaches) or w ithin six w eeks from the end of the
school year (sp onsors), coaches and sp onsors shall be given w ritten feed back on the p erform an ce
agreem ent stating w hether the job exp ectations had been m et.

L.

A coach or sp onsor in his/ her first year of service in a sp ecific p osition/ level (for exam p le,
varsity boys basketball and JV boys basketball are tw o d ifferent p ositions/ levels) m ay be
rem oved throu gh the m inim al d u e p rocess p roced u re w hich inclu d es notice of intent from the
p rincip al and the right of the coach or sp onsor to p resent his/ her reasons and exp lanations,
w ithin 10 w orking d ays of w ritten notice. The p rincip als d ecision to rem ov e the coach or
sp onsor is final.

M.

After the first year of service, a coach and a sp onsor shall be extend ed a new contract for the
follow ing school year, based u p on su ccessfu l com p letion of the p erform ance agreem ent.

N.

Sched u le F coaches or sp onsors m ay be rem oved d u ring the season or contract year for
egregiou s behaviors or actions throu gh Cau se Rem oval Proced u res (as follow s):
1.

This p roced u re is sep arate and ap art from evalu ation p roced u res and is sep arate and ap art
from p roced u res sp ecified in the Em p loyee Cond u ct/ Discip line H and book.

2.

The reap p ointm ent or for cau se rem oval of Sched u le F contracts w ill occu r of no later than
30 d ays from the end of each school year.

3.

Coaches or Sp onsors m ay be rem oved for cau se. The seven tests for ju st cau se in the BN A
Grievance Gu id e w ill be m ad e ap p licable to ju st cau se d eterm ination.
The follow ing criteria are u sed to d eterm ine if m anagem ents actions m eet a ju st cau se
stand ard :
a.

Was the em p loyee inform ed of m anagem ents ru les and exp ectations?

b.

Were m anagem ents ru les and exp ectations reasonable?

c.

Was ad verse action necessary to m aintain ord erly, efficient p roced u res in the
organization?

d . Was the em p loyees infraction investigated and w ere the p roced u res u sed fair?

08/ 11

e.

H as m anagem ent ad m inistered its ru les equ itably?

f.

Was the em p loyee given

cond u ct/ p erform ance?

g.

Was the im p osed p enalty reasonable?

an

op p ortu nity

to

im p rove

his

or

her

4.

A hearing officer w ill be ap p ointed to d eterm ine ju st cau se throu gh d u e p rocess and
m ake a d eterm ination of w hether ju st cau se exists.

5.

The hearing officer is to be m u tu ally agreed u p on from a list m u tu ally d evelop ed by the
CTA and the d istrict. Exp enses are to be shared equ ally by the d istrict and CTA if the
hearing officer cannot be selected from that list d u e to bias. If ju st cau se is not
established rem oval cannot occu r.

Proc. 4 - 9

6.

N otification of letter of intent for ju st cau se rem oval w ith reasons shall be d elivered to
all p arties not less than ten (10) w orking d ays p rior to the hearing d ate.

7.

The notification w ill inclu d e the tim e and p lace of the hearing, the em p loyee s right to
have rep resentation p resent, to p resent evid ence and to cross-exam ine w itnesses.

8.

The hearing offers d ecision of for cau se rem oval is final w ith no right to be ap p ealed ,
grieved or arbitrated . Claim s of violations of this p roced u re are grievable. If violations
are established , the rem ed y w ill be to rep eat the above ou tlined p rocess.

9.

The hearing officer w ill notify the em p loyee p arties in w riting of his/ her d ecision to
w ithin ten (10) w orking d ays of the hearing.

O.

When a teacher w ith a Sched u le F assignm ent is p laced on a RIF list, his/ her Sched u le F
assignm ent w ill be d iscontinu ed at the end of the school year and no recall p rotection is
p rovid ed .

P.

Schools either p hasing ou t or beginning AIA sanctioned athletic com p etition shall be entitled to
p articip ate in sp orts p rogram s at the level best su ited to the athletic ability of the p articip ants.
The school shall offer at least one fall, w inter, and sp ring sp ort for girls and for boys.
Shou ld it be d eterm ined by the u nit, in conju nction w ith the District Ad m inistrator overseeing
Athletics, that the ap p rop riate level shall be below that of varsity com p etition, su ch team s shall
be u nd er the d irection of a head coach, w ho shall be p aid at a rate one p ercentage p oint of base
below that of the varsity level ind ex.

N on Continuing and Continuing Status

Teachers
Und er Arizona Revised Statu tes, teachers em p loyed in the p u blic schools serve in p robationary statu s
d u ring the first three years. N on Continu ing teachers w ho have su ccessfu lly com p leted three fu ll
years of fu ll tim e continu ou s em p loym ent and begin a fou rth consecu tive contract becom e tenu red or
continu ing teachers.
The contract of em p loym ent of a N on Continu ing or continu ing teacher for a school year shall be
d eem ed au tom atically renew ed for the next ensu ing year u nless, on or before May 1 im m ed iately
p reced ing the ensu ing school year, the District gives notice to the teacher of the term ination of his/ her
contract.
Athletic Trainers
An Athletic Trainer shall be given non -continu ing and continu ing statu s throu gh requ irem ents sim ilar
to those requ ired of teachers.
N urses
N u rses w ill be in a p robationary statu s d u ring the initial ninety (90) w orkd ays of em p loym ent. Du ring
this tim e, the p robationary nu rse is su bject to release or d ischarge by the District. Inform ation form ing
the basis for su ch action shall be m ad e available to the em p loyee.
Temporary Certificated Personnel
The governing board au thorizes the H u m an Resou rces Dep artm ent to em p loy qu alified su bstitu te
teachers as tem p orary em p loyees. When a su bstitu te teacher rep laces the sam e teacher for an extend ed
p eriod (20 d ays of continu ou s teaching), and is qu alified accord ing to d istrict stand ard s for that
p osition, s/ he is given an op en-end contract. This contract extend s for thirty (30) calend ar d ays, or
u ntil the regu lar teacher retu rns, w hichever occu rs first. If the regu lar teacher d oes not retu rn by the
exp iration d ate of the 30 calend ar d ay contract, salary for t he contract p eriod w ill be at the rate show n
in the Teachers Salary Sched u le for a teacher w ith the su bstitu te teacher s training and exp erience.

Proc. 4 - 10

08/ 11

A.

B.
C.
D.

E.

F.

08/ 11

When the gu est teacher is need ed in the sam e classroom situ ation for m ore than 20 consecu tive
d ays, the gu est teacher w ill be p laced on an op en -end contract, bu t only u nd er the follow ing
cond itions:
1. Preference shall be given to the teacher w ho p ossesses a p rovisional or basic Arizona
teaching certificate, qu alifying the teacher to teach a su bject of his/ her m ajor field for w hich
s/ he is being hired .
2. A Personnel Action Requ est m u st be sent to the H u m an Resou rces Dep artm ent requ esting
that the gu est teacher be p laced on op en -end contract.
3. A gu est teacher w ho has becom e eligible for or been given an op en-end contract d u ring a
sem ester at one school, and then is assigned w ithin five school d ays to another class or
school w here an extend ed absence is exp ected , or w here there is a no -teacher situ ation, shall
be issu ed an op en-end or interim contract.
4. The gu est teachers w ork m u st have been rated satisfactory.
A list of op en-end contract teachers shall be sent to the office of the CTA on the first w ork d ay of
each m onth.
Teachers on op en-end contract, as w ell as gu est teachers, are tem p orary em p loye es and ,
therefore, receive none of the fringe benefits accord ed regu lar teachers.
The op en-end contract teacher m u st be evalu ated at least once before a second op en -end contract
or a regu lar contract m ay be offered that teacher. A cop y of the evalu atio n m u st be on file in the
H u m an Resou rces Dep artm ent.
If an op en-end contract teacher is need ed beyond the end of the first op en -end contract p eriod in
a tw o-sem ester school, the teacher w ill receive a regu lar contract for the rem aind er of the
sem ester, u nless s/ he is rep lacing a teacher w ho is exp ected to retu rn from an extend ed absence
before the end of the sem ester, in w hich case, a second op en -end contract w ill be issu ed u ntil the
retu rn of the teacher. A teacher on a regu lar contract u nd er these p ro visions is eligible for fringe
benefits retroactive to the first d ay of em p loym ent. A new Personnel Action Requ est m u st be
su bm itted .
If an op en-end or interim teacher is need ed beyond the end of a sem ester, the teacher w ill be
m ad e a regu lar em p loyee and eligible for fringe benefits for the fu ll sem ester.
EXCEPTION S:
1. The situ ation w here a regu lar teacher for w hom the op en -end teacher is su bstitu ting w ill
p robably retu rn from extend ed absence som etim e d u ring that p eriod .
2. In cases w here u ncertainty exists concerning the need for a teacher, a teacher m ay su bstitu te
for u p to tw enty (20) d ays, after w hich tim e the teacher w ill be given a regu lar contract or
w ill be term inated .
3. When a teacher retu rns from an extend ed absence, a Personnel Action Req u est m u st be sent
im m ed iately to the H u m an Resou rces Dep artm ent term inating the em p loym ent of the
teacher on op en-end contract.
4. N o fringe benefits w ill be allow ed any teacher u ntil s/ he becom es a regu lar em p loyee
teaching three p eriod s or m ore.
5. Any teacher w ho has tau ght fu ll-tim e for m ore than one-half of the nu m ber of school d ays
p er the official school calend ars w hether u nd er regu lar contract, op en-end contract, or any
com bination of the tw o - receives a fu ll year of teaching cred it.
6. If s/ he is not rehired , a letter m u st be sent and reasons for d iscontinu ance given, since s/ he
has the rights of a N on Continu ing teacher.
7. S/ he receives a year of service cred it on his/ her next year s salary, if s/ he is rehired .

Proc. 4 - 11

VOLUN TARY SEPARATION OF EMPLOYMEN T

Em p loyees w ho w ish to term inate em p loym ent w ill notify the H u m an Resou rces Dep artm ent in
w riting, bu t only after su ch action has been rep orted to and d iscu ssed w ith the p rincip al, ed u cational
u nit su p ervisor or im m ed iate su p ervisor concerned . Su bject to the ap p roval of the Governing Board ,
certified em p loyees shall be p erm itted to resign w hile u nd er contract p rovid ing the d istrict is given 30
d ays notice and p rovid ing a su itable rep lacem ent can be fou nd .
RETIREMEN T
Em p loyees w ho p lan to retire from their em p loym ent w ith the District at the end of a contract year are
exp ected to notify the H u m an Resou rces Dep artm ent and their su p ervisors by March 15th .

Proc. 4 - 12

08/ 11

SALARY AND COMPENSATION

EMPLOYEE COMPENSATION
Annually, the administration shall meet and confer with representatives of the various employee groups to
develop proposed salary schedules and benefits packages.
Contractual Errors
An apparent contractual error must be brought to the attention of the H u m an Resou rces Dep artm ent prior to
June 30 of the fiscal year for which the contract is written, or within 45 days after receipt of the contract,
whichever is later.
Phoenix Union High School District
Salary Schedule D
Teacher/Certified Staff Salary Schedule
2011-2012 Base Salary = $32,734
STEP
1
2
3
4
5
6
7
8
9
10
11
12
13

Range 1
BA
37,317
38,446
39,575
40,705
41,834
42,963
45,009
47,055

RANGE 1
STEP

Pre BA

Range 2
MA/Ba+36
38,446
39,575
40,705
41,834
42,963
45,009
47,055
49,101
51,147
53,193
55,239
57,285
59,330

Range 3
MA + 15
39,575
40,705
41,834
42,963
45,009
47,005
49,101
51,147
53,193
55,239
57,285
59,330
61,376

Range 4
MA +30
40,705
41,834
42,963
45,009
47,005
49,101
51,147
53,193
55,239
57,285
59,330
61,376
63,422

Range 5
MA + 45
41,834
42,963
45,009
47,005
49,101
51,147
53,193
55,239
57,285
59,330
61,376
63,422
68,349

PHOENIX UNION HIGH SCHOOL DISTRICT

JROTC SALARY SCHEDULE
2011-2012 Base Salary = $32,734
RANGE 2
RANGE 3 RANGE 4
RANGE 5

RANGE 6

BA

MA/BA+36

MA+15

MA+30

MA+45

36,187

37,317

38,446

39,575

40,705

41,834

37,317

38,446

39,575

40,705

41,834

42,963

38,446

39,575

40,705

41,834

42,963

45,009

39,575

40,705

41,834

42,963

45,009

47,055

40,705

41,834

42,963

45,009

47,055

49,101

41,834

42,963

45,009

47,055

49,101

51,147

42,963

45,009

47,055

49,101

51,147

53,193

45,009

47,055

49,101

51,147

53,193

55,239

47,055

49,101

51,147

53,193

55,239

57,285

10

49,101

51,147

53,193

55,239

57,285

59,330

11

51,147

53,193

55,239

57,285

59,330

61,376

12

53,193

55,239

57,285

59,330

61,376

63,422

13

55,239

57,285

59,330

61,376

63,422

68,349

Proc. 5 1

PHOENIX UNION HIGH SCHOOL DISTRICT

ATHLETIC TRAINERS SALARY SCHEDULE
2011-2012 Base Salary = $26,308
RANGE 1

RANGE 2

RANGE 3

RANGE 4

RANGE 5

STEP

BA

MA/BA+36

MA+15

MA+30

MA+45

36,426

38,070

39,715

41,359

43,003

38,070

39,715

41,359

43,003

44,647

39,715

41,359

43,003

44,647

46,292

41,359

43,003

44,647

46,292

47,936

43,003

44,647

46,292

47,936

49,580

44,647

46,292

47,936

49,580

51,224

46,292

47,936

49,580

51,224

52,869

47,936

49,580

51,224

52,869

54,513

49,580

51,224

52,869

54,513

56,157

10

51,224

52,869

54,513

56,157

57,801

11

52,869

54,513

56,157

57,801

59,446

12

54,513

56,157

57,801

59,446

61,090

13

56,157

57,801

59,446

61,090

62,734

A teacher, a JROTC teacher or an athletic trainer who is in his/her 2nd year of the highest range, step 13 will receive
an extra $2,000.00. This will be considered part of the employees base salary for calculation of daily rate of pay for
any supplemental work.
Longevity Increments
Longevity Increment = $1000
Calculating Teachers, JROTC Teachers and Athletic Trainers longevity increments:
During the 5th year of service on the top step of the highest range, and each year of service thereafter, a teacher, a
JROTC teacher and an athletic trainer are entitled to a career increment of $1000. Likewise, during the 10th year of
service and during the 15th and 20th years of service on this top step, a teacher, a JROTC teacher and an athletic
trainer are entitled to an additional career increment of $1000 at each of those levels of service.
Longevity for teachers 5, 10, 15 and 20 years at the highest range, step 13:
Ranges 11-15
$70,349
Step 13
Ranges 21-25
$71,349
Step 13
Ranges 31-35
$72,349
Step 13
Ranges 41-45
$73,349
Step 13
Longevity for JROTC teachers 5, 10, 15 and 20 years at the highest range, step 13:
Ranges 11-15
$70,349
Step 13
Ranges 21-25
$71,349
Step 13
Ranges 31-35
$72,349
Step 13
Ranges 41-45
$73,349
Step 13
Longevity for athletic trainers 5, 10, 15 and 20 years at the highest range (Range 5 Step 13):
Ranges 11-15
$65,114
Step 13
Ranges 21-25
$66,114
Step 13
Ranges 31-35
$67,114
Step 13
Ranges 21-25
$68,114
Step 13

Proc. 5 2

2011-2012 Teachers Salary Schedule

Index/Salary/Step
Base Salary = $32,734
BA
Range 1
Step

BA+36/MA
Range 2
Step

MA+15
Range 3
Step

MA+30
Range 4
Step

MA+45
Range 5
Step

Index

Salary

1.14

$37,317

1.1745

$38,446

1.209

$39,575

1.2435

$40,705

1.278

$41,834

1.3125

$42,963

1.375

$45,009

1.4375

$47,055

1.5

$49,101

1.5625

$51,147

1.625

$53,193

10

1.6875

$55,239

11

10

1.75

$57,285

12

11

10

1.8125

$59,330

13

12

11

10

1.875

$61,376

13

12

11

1.9375

$63,422

13

12

2.088

$68,349

13

Proc. 5 3

2011-2012 Athletic Trainers

SALARY SCHEDULE
INDEX/SALARY
BASE SALARY = $26,308

JROTC SALARY SCHEDULE

INDEX/SALARY
2011-2012
BASE SALARY = $32,734

JROTC
Index

JROTC
Salary

The Athletic Trainers Salary

Schedule shall be calculated using the
same base salary as is used to
calculate the Nurses Salary Schedule
but with the following index:
The Athletic Trainers Salary
Schedule includes steps calculated on
the following index:
Ath.
Trainer

Ath.

Ath.

Trainer
Index

Trainer
Salary

1.1055

36,187

Step

1.14

37,317

1.3846

36,426

1.1745

38,446

1.4471

38,070

1.209

39,575

1.5096

39,715

1.2435

40,705

1.5721

41,359

1.278

41,834

1.6346

43,003

1.3125

42,963

1.6971

44,647

1.375

45,009

1.7596

46,292

1.4375

47,055

1.8221

47,936

1.5

49,101

1.8846

49,580

1.5625

51,147

10

1.9471

51,224

1.625

53,193

11

2.0096

52,869

1.6875

55,239

12

2.0721

54,513

1.75

57,285

13

2.1346

56,157

1.8125

59,330

14

2.1971

57,801

1.875

61,376

15

2.2596

59,446

1.9375

63,422

16

2.3221

61,090

2.088

68,349

17

2.3846

62,734

Proc. 5 4

CALCULATING DAILY RATE OF PAY

In the school years of 2002-03 and 2003-04, the number of official contract days will be one more than the
number of contract days used for calculating daily rate of pay. Listed below are the number of official contract
days and the number of contract days to be used to calculate daily rate of pay.

Year
2001-02
2002-03
2003-04
2004-05
2005- Present

Number of
Official
Contract Days
206
208
209
209
209

Number of
Contract Days
for Calculating
Daily Rate of Pay
206
207
208
209
209

The rate of pay for full-time summer school shall be equal to the teachers daily rate of pay. The professional
workweek for classroom teachers during the academic year shall be estimated at 1400 minutes of potential
student contact time. Thus, summer school pay for less than a full day shall be prorated per the amount of
minutes spent each week with students, with 1400 minutes per week with students equating to full-time status.
(Example: A teacher who works with students for 1120 minutes per week in the summer shall be given a
contract equal to 1120/1400 of full time, or .8 for each week that the teacher is expected to be with students for
1120 minutes.)

Proc. 5 5

School Nurses Salary Schedule

2011-2012
Base Salary = $26,048
STEP
1
2
3
4
5
6
7
8
9
10
11

Range1
LPN
30,357
32,380
34,403
36,426
38,449
40,475
42,498
44,521
46,544
48,570
50,593

Range2
RN
32,380
34,403
36,426
38,449
40,475
42,498
44,521
46,544
48,570
50,593
52,616

Range3
RN+30
34,403
36,426
38,449
40,475
42,498
44,521
46,544
48,570
50,593
52,616
54,639

Range4
BS
36,426
38,449
40,475
42,498
44,521
46,544
48,570
50,593
52,616
54,639
56,662

Range5
BS+30/MA
38,449
40,475
42,498
44,521
46,544
48,570
50,593
52,616
54,639
56,662
58,688

Range6
MA+15
40,475
42,498
44,521
46,544
48,570
50,593
52,616
54,639
56,662
58,688
60,711

Range7
MA+30
42,498
44,521
46,544
48,570
50,593
52,616
54,639
56,662
58,688
60,711
62,734

Range8
MA+45
44,521
46,544
48,570
50,593
52,616
54,639
56,662
58,688
60,711
62,734
64,757

Nurses new to the District shall receive one step on the Salary Schedule for each year of previous work as a
school nurse, to a limit of four (4) years.
During the fifth year of service on the top step of Ranges 4, 5, 6 or 7 of the salary schedule, and each year of
service thereafter, a nurse is entitled to a career increment of $800. Likewise, during the 10th, 15th and the 20th
year of service on this top step, a nurse is entitled to an additional career increment of $800 at each of those
levels.
The Nurses Salary Schedule includes steps calculated on the following index:
1

Index
1.2308

Salary
32,380

1.3077

34,403

1.3846

36,426

1.4615

38,449

1.5385

40,475

1.6154

42,498

1.6923

44,521

1.7692

46,544

1.8462

48,570

10

1.9231

50,593

11

2.0000

52,616

12

2.0769

54,639

13

2.1538

56,662

14

2.2308

58,688

15

2.3077

60,711

16

2.3846

62,734

17

2.4615

64,757

Proc. 5 6

Teacher, Athletic Trainer and JROTC Salary Schedule Initial Placement

New employees shall be placed on the appropriate range and step per the guidelines listed in this section:
A. A non-JROTC teacher with a regular or an emergency certificate will be placed on the appropriate range of
the Teachers Salary Schedule depending upon the teachers level of education: Range 1 (BA), Range 2
(MA or BA+36), Range 3 (MA+15), Range 4 (MA+30), or Range 5 (MA+45).
B. A non-JROTC teacher with State Licensure and the Provisional CTE Certificate employed in a program for
which State Licensure and the CTE Certificate is the minimal or only requirement for employment shall be
placed on Range 1.
C. A non-JROTC teacher with State Licensure and the Basic or Standard CTE Certificate employed in a
program for which State Licensure and the CTE Certificate is the minimal or only requirement for
employment will be placed on Range 2.
D. A JROTC teacher will be placed on the appropriate range of the JROTC Salary Schedule depending upon
the JROTC teachers level of education: Range 1 (pre-BA), Range 2 (BA), Range 3 (MA or BA+36),
Range 4 (MA+15), Range 5 (MA+30), Range 6 (MA+45).
E. A JROTC teacher will be placed at the appropriate range per education and at the lowest salary permissible
per military formula. If the military formula would cause the necessary salary to exceed the highest salary
on the range, a salary line will be created on that range for that specific JROTC teacher and it will be equal
to the salary required by the military formula. No salary increases, other than those required by military
formula, will be given unless provided through the PUHSD JROTC Salary Schedule.
F.

Due to the creation of a new JROTC salary effective July 1, 2003, this paragraph will describe the process
to be used to move JROTC teachers already employed at that time to their new salary schedule. Those
JROTC teachers will be placed on the new JROTC Salary Schedule according to education level (range) at
the step that would be greater than their current salary amount, with those with BA degrees being placed on
Range 2 and those with MA degrees being placed on Range 3. Should that step placement exceed the
thirteen (13) step limit for that range, a salary step will be created on that range for any individual affected.
No future step advancement or salary increase will be given unless provided through the normal experience
steps and educational ranges of the salary schedule. Following the initial placement, the JROTC teacher
can seek further advancement for education by submitting the necessary paperwork to the H u m an
Resou rces Dep artm ent.

G. Newly hired Athletic Trainers shall be placed on the Athletic Trainers Salary Schedule at the appropriate
range based on education and the appropriate step based on experience. Up to eight (8) years of prior
experience will be granted on any range for teaching or school athletic training experience.
H. An Athletic Trainer who is also a teacher may be assigned to teach an additional class in which he/she is
highly qualified with pay calculated on the teachers salary schedule according to Professional Agreement
language pertaining to additional .2 assignments.
I.

A teacher of JROTC who accepts a teaching job different than JROTC will be placed on the Teachers
Salary Schedule at a step and range commensurate with the teachers education and prior teaching
experience provided that placement does not cause the teacher a loss in salary. If the initial placement
would cause a loss in salary, the teacher will be placed on the appropriate range for education but at the first
step on that range which would not cause a loss in salary.

J.

Beginning with non-JROTC teachers hired for the 2002-03 school year, prior service credit for teaching
will be granted on the basis of one step on the salary schedule for each full-time, full year of prior teaching

Proc. 5 7

service with a seven-year maximum for those initially placed on Range 1, and an eight-year maximum for
those initially placed on Ranges 2, 3, 4, or 5.
K. Beginning with non-JROTC teachers hired for the 2001-02 school year, prior service credit for work
experience will be granted to a teacher hired with State Licensure or a CTE Certificate for a CTE teaching
job for which the State Licensure and/or a CTE Certificate is preferred. This prior service credit will be on
the basis of one step on the salary schedule for each full-time, full-year of prior work experience in the field
for which the teacher is being hired. Prior experience credit for these teachers shall include the combination
of prior teaching and prior work experience. Beginning with teachers hired for the 2002-03 school year,
prior service credit for work experience will be granted with a seven-year maximum for those initially
placed on Ranges 2, 3, 4, or 5.
L. Prior service credit for classified employees who began a teaching job after July 1, 1999, shall be granted
on the basis of one step on the salary schedule for each 3 full years of continuous service in the Phoenix
Union High School District. Beginning with teachers hired for the 2002-03 school year, prior service credit
for District classified experience will be granted with a seven-year maximum for those initially placed on
range 1 and an eight-year maximum for those initially placed on ranges, 2, 3, 4, or 5. Classified longevity
may not be applied to the Teachers Salary Schedule.
M. A teacher who submits his/her resignation and is rehired with no interruption of service will be placed on
the salary schedule as if s/he were a continuing teacher. However, the teacher would be considered a firstyear, non-continuing teacher with a new hire date for purposes of seniority and evaluation.
Advancement through Salary Schedule for Education
A. If initially placed on Range 1, a non-JROTC teacher will be advanced to Range 2 upon completion of 36
additional hours or an MA. The same will apply for a JROTC teacher to advance from Range 2 to Range 3
on the JROTC Salary Schedule. For a JROTC teacher to advance from Range 1 to Range 2, a Bachelors
degree is required.
B. Beyond Range 2 for a non-JROTC teacher and beyond range 3 for a JROTC teacher, a teacher will be
advanced one range for each additional 15 hours of academic credit as described in the Requirement for
Academic Work section. These hours must have been earned prior to September 1, and proof of
completion filed with the H u m an Resou rces Dep artm ent prior to November 1.
C. Teachers hired before July 1, 1986, may, for one advancement only, utilize as many as three (3) equivalent
credit hours in lieu of three (3) of the fifteen (15) academic hours required for movement, provided proof of
completion was on file in the H u m an Resou rces Dep artm ent prior to November 1, 1985. These
equivalent credits may be used at any future time only if this filing deadline has been met.
D. A teacher teaching in a program for which state licensure and/or CTE certification is preferred may
substitute work experience credit for advancement through the salary schedule for education after a
Masters degree has been earned as follows:
1.

Prior approval is not necessary for verification for credit under this section but verification of the work
experience is necessary.

2.

Verification of the work experience shall be submitted by the teacher requesting work experience credit.
The verification shall include a memorandum from the teachers supervisor attesting to the hours worked
and a justification statement by the teacher which indicates how the work experience specifically increases
his/her teaching skills and/or knowledge of subject matter and is directly related to the curriculum of the
department in which the teacher is assigned or areas in which the teacher is certified to teach.

Proc. 5 8

3.

4.

5.
E.

Thirty-five (35) hours of unpaid work and seventy (70) hours of paid work are equivalent to one hour of
credit for advancement through the salary schedule for education. No more than six (6) hours of credit will
be granted towards each range for the same type or level of work experience.
A memorandum from the teachers supervisor or employer must be attached to the signed Verification for
Trade and Technical Work Experience Credit Form and submitted to the H u m an Resou rces
Dep artm ent for approval prior to requesting an additional increment. Verifying memorandums should
include: a) description of the activity, b) statement verifying completion of the activity, c) total number
hours of participation, and d) whether paid or unpaid.
Credit will not be given for paid teaching assignments.

An athletic trainer shall be given Professional Growth credit for continuing education units (CEUs) at the ratio of
fifteen CEUs equating to one Professional Growth credit, provided the trainer receives prior approval from the
districts Athletic Director and provided the district does not pay for the continuing education units.

Advancement Through Salary Schedule for Experience

A. A teacher shall be advanced through the steps of the salary schedule at the rate of one step per year of service in
the District, unless otherwise agreed upon at Meet and Confer, provided s/he has shown competence in the
performance of his/her assigned duties as determined by the Superintendent, except as otherwise provided.
B. Teachers credited with a year of service for the current school year shall be advanced one step on the salary
schedule. No advancement on the salary schedule shall be granted for the 1983 school year of service or for any
prior year of service for which step advancement was frozen at Meet and Confer.
C. A teacher with regular or an emergency certificate who has worked full-time in this District for a minimum of
one week less than a typical 18-week semester shall be advanced one step on the salary schedule for the
following year. If full-time employment has been for one-half or less of the total days on duty for teachers per
the official school calendar(s), the teacher shall remain on the same step of the salary schedule for the following
year.
D. A teacher whose teaching load is more than two periods per day and who is employed by this District for more
than half of the total days on duty for teachers per the official school calendar(s) and who has not been
terminated before the end of the school year shall be advanced one step on the salary schedule the following
year. A teacher whose teaching load has been two periods per day or less shall remain on the same step of the
salary schedule for the following year. In either case, the teacher shall receive the fractional part of that salary
proportioned to the amount of time s/he is teaching.
E.

During the 5th year of service on the top step of the highest range, and each year of service thereafter, a teacher, a
JROTC teacher and an athletic trainer are entitled to a career increment of $1000. Likewise, during the 10 th year
of service and during the 15th and 20th years of service on this top step, a teacher, a JROTC teacher and an
athletic trainer are entitled to an additional career increment of $1000 at each of those levels of service.

Requirement for Academic Work

A. No non-JROTC teacher with a Bachelors Degree only may progress beyond the eighth step of Range 1 on the
Salary Schedule. Teachers with the Provisional CTE Certificate employed in programs for which CTE certification is the minimal or only requirement for employment will be placed on the Range 1 salary schedule and may
not progress beyond the eighth step. Teachers with the Basic or Standard CTE Certificates employed in
programs for which CTE certification is the minimal or only requirement for employment will be placed on the
Range 2 salary schedule.

B. After initial placement, a JROTC teacher may progress through the JROTC Salary Schedule in a similar
manner as other teachers. Since all ranges of the JROTC Salary Schedule shall have thirteen (13) steps, the
JROTC teacher may progress to step 13 on any range.

Proc. 5 9

Academic Credit
A teacher will be advanced through the salary schedule for education provided the academic credits are
acceptable per the guidelines listed in the Requirements for Academic Work section.
A. Academic credit earned at accredited institutions is acceptable.
B. Academic credit shall be granted for the following:
1.

Study done at the request of the officials of the District.

2.

Study accepted for credit toward an advanced degree by an accredited or recognized institution of
higher learning.

3.

In-service educational programs approved through the Professional Growth Program.

4.

College courses, graduate and undergraduate, at the college/university level, taken subsequent to the
baccalaureate degree even if prior to receiving regular teaching credentials, which
relate to the participants current teaching area or any area in which the teacher has taught in the
District, or
are pertinent to the teachers specific discipline or are on the approved list of courses applicable to
all District teachers per the Appendix listing Fields of Study.

Teachers shall receive academic credit for courses offered through the District, even if the coursework is
free to teachers, provided the coursework falls under the Fields of Study guidelines in the Appendix.
C. Study done in the area of the participants current cocurricular responsibility.
D. Independent study must have prior approval from the H u m an Resou rces Dep artm ent. Independent study
may be utilized in lieu of participants having to register formally (pay tuition at a university or college.)
E. Attendance at conferences, institutes, seminars, clinics, etc., after a written proposal has been approved by
the H u m an Resou rces Dep artm ent.
F.

Teachers who have not received their Masters degree may accumulate academic credit which can be
applied toward a salary increment after the requirements for the Masters degree have been met. The first
45 credits used to meet the requirements for the Masters degree (as outlined in the Program of Studies
submitted to the university) cannot be applied to Ranges 3, 4, and 5. Credits earned prior to receiving a
Masters degree which were not requirements for the Masters degree may be applied to Ranges 3, 4, and 5
after receiving a Masters degree even if these credits had formerly been applied to Range 2 (BA + 36).

G. In the event that a Masters degree requires more than 45 semester hours, any credit hours above 45 of the
hours required for the degree may be applied to Ranges 3, 4, and 5 after receiving the Masters degree
provided that proof of completion is filed with the H u m an Resou rces Dep artm ent after November 1,
1993, and not sooner.
H. JROTC instructors may receive credit for advancement through the pay increments above the Masters
degree in the same manner as other teachers.
I.

An Athletic Trainer may take classes for advancement through the salary schedule in a similar manner as
teachers but must receive approval from the Director of Certified Personnel prior to taking the classes.

Verification of Academic Work and Procedures for Final Approval

A. To receive credit for academic work, an official transcript or certificate of completion must be submitted to
the H u m an Resou rces Dep artm ent.
B. In the event there is disapproval of the academic work, the rationale shall be transmitted to the teacher.
The teacher may submit an appeal in writing to the Superintendent/designee. (The designee shall not be
someone who has previously acted on the request.)
C. A teacher requesting advancement on the salary schedule for education should submit a credit evaluation form
which can be obtained from the Human Resources Department and must supply official transcripts covering
those courses which have been completed and approved. Verification of District academic courses must be
made by an official Certificate of Completion. The teacher is encouraged to request a personal conference with a

Proc. 5 10

representative from the Human Resources Department for review and for timely verification of coursework
submitted.
D. Those courses which are in progress, or courses that will be taken after the personal conference and before the
termination date of completion (completed prior to September 1), must also be verified with the Human
Resources Department by official transcript. This may be done in person or by mail after the coursework has
been completed and transcripts received.
E.

Teachers completing the requirements for advancement through the salary schedule for education prior to
September 1 shall have their contracts rewritten to reflect the increased salary, provided proof of completion of
requirements (verification forms, credit evaluation form, transcripts and Certificates of Completion) is submitted
to the Human Resources Department prior to November 1.

F.

Teachers submitting documentation by October 1 and qualifying for a contract adjustment shall receive the
adjusted contract and the adjusted salary-to-date prior to December 31 of the same year.

Other Payment Schedule

A. Teachers shall be paid for supervisory work required for activities. The rate shall be $10.00 per hour. If faculty
supervision is provided for student activities outside of the District other than during the regular workday, the
teacher shall be paid at the rate of $10.00 per hour not to exceed $60.00 within any 24-hour period.
B. An Athletic Trainer shall not be given an additional Schedule F for athletic training and may receive no pay for
overtime work. He/she may receive supervision pay for non-athletic events and may receive pay from outside
sources when fees are paid to the school to use school facilities and athletic training services.
C. A teacher may agree to cover up to two periods per day, no more than one of which may be a required emergency
coverage. If requested by the Campus CTA Unit Chair, the principal shall substantiate the nature of the
emergency.
D. An Athletic Trainer may agree to substitute up to two periods per day, prior to noon, for the same pay given to
teachers who sub during their preparation periods.
E.

F.

The established hourly rate is $25.00 per period (normally 55 minutes) for emergency duty assigned during the
teachers preparation period.

An extended period resulting from a block or flex schedule shall be compensated at the rate of $25.00 times
the number of normal periods the extended period equals.

Teachers hired for a daytime position may substitute for teachers in an evening school or PM program no
more than two days of substituting per week.

An evening school teacher may earn pay for substituting for a daytime teacher no more than two days per
week. In such case, the teacher shall earn $25.00 per period.

The daily pay for a guest teacher shall be $90.00 for the first 30 non-consecutive days. The daily pay for a guest
teacher on the 21st consecutive day, and all subsequent days, of the same assignment shall be $100.00. This rate
shall be retroactive to include the preceding 20 days of guest teaching as well. Guest Teacher who accepts an
assignment for 21 or more consecutive days shall be afforded a prep period.
The daily rate of pay for a Guest Teacher who retired from the district under the provisions of the Early
Retirement Program will coincide with the current Early Retirement rate of pay. This is the only Early Retirement
benefit that will continue beyond program eligibility.

G. Non-classroom personnel shall be trained to set up the auditorium for events during the school day so that a
teacher need not be pulled from classes to perform these duties. A teacher will be paid his/her hourly rate when
asked to set up the auditorium and/or run audiovisual equipment for events outside of the professional day.
H. A teacher shall be paid at hourly rate for tutoring in a tutoring center/lab outside of the professional day if
requested by the Principal/Designee and agreed to by the teacher.
I.

If requested by the Principal for a site-based class or requested by a district-level administrator for a district-level
class, a teacher shall be paid at hourly rate for teaching any type of staff development class for adults which is in
addition to the teachers regular job provided the class has been approved by the Professional Growth
Committee. If two teachers elect to share the teaching responsibility but class size does not warrant payment for
two teachers, the teachers shall each be compensated at half hourly rate of pay.

Proc. 5 11

National Board for Professional Teaching Standards Certification

NBPTS Application Fees
A. A teacher who wishes to apply for reimbursement of application fees for National Board for Professional
Teaching Standards Certification (NBPTS) may apply to the Districts NBPTS Committee. The committee
is composed of the Professional Growth Committee and two NBPTS-certified teachers as agreed upon by
the appropriate Director of Human Resources and the CTA President. Applications will be available
through the NBPTS Committee. The deadline for submitting applications will be March 30.
B. The NBPTS Committee, prior to March 1, will schedule a presentation for interested teachers to share
pertinent information regarding National Board certification.
C. A teacher who applies for National Board for Professional Teaching Standards Certification may apply for
reimbursement of money paid for application fees. The Districts allocation for the NBPTS fees for any
given school year is $5,000. If ten or fewer applicants are applying for reimbursement of application fees,
the funds will be divided equally among the applicants. The reimbursement amount may not exceed half
the total NBPTS application fees and must be a minimum of $500. Applications will be reviewed in April
and recipients of the reimbursement will be notified by May 1.
D. If more than ten teachers apply for the reimbursement of application fees, the NBPTS Committee will
establish criteria and a process to select at least ten qualified applicants to receive the reimbursement. The
NBPTS Committee may select more than ten applicants to receive the reimbursement provided the District
increases the $5,000 reimbursement fund for the given year. The reimbursement amount shall be equal
among the recipients.
E. To qualify for the reimbursement of application fees, the applicant does not have to receive the NBPTS
certification, but must have completed the process. Verification of completion of the NBPTS certification
process must be submitted to the Human Resources Department within the fiscal year of NBPTS
notification to receive the predetermined reimbursement amount. A recipient must be employed by the
Phoenix Union High School District to receive the reimbursement.
NBPTS Certification Increment
A. A teacher who receives the National Board for Professional Teaching Standards (NBPTS) certification will
have his/her contract rewritten to include the National Board certification increment as listed in paragraph C
below.
B. Verification of National Board for Professional Teaching Standards Certification must be submitted to the
Human Resources Department within one (1) month after receipt of the NBPTS certification and no later
than the end of the fiscal year for which the teacher is requesting the contract to be rewritten.
C. A full-time teacher who has qualified under paragraphs A and B above will be awarded a $3,000 increment
in addition to his/her contracted salary. A part-time teacher who is NBPTS certified will be paid a pro-rated
amount of the increment. This increment will be considered part of the teachers base salary for calculation
of daily rate of pay for any supplemental work.
D. This increment amount will be paid for the duration of the NBPTS certification period.
E. At the end of the certification period the teacher shall present evidence of successful certificate renewal to
the appropriate Director of Human Resources. If a NBPTS-certified teacher fails to renew the certificate,
s/he shall forfeit the NBPTS certification annual increment, and shall reimburse the amount or a
proportionate amount subsequent to the loss of the certificate.

Proc. 5 12

Teachers Assigned to Two Campuses (Split Assignments)

Teachers whose total assignment is comprised of regularly scheduled classes and who travel to two campuses
during each school day will be involved in the design of their professional day. They shall be paid on the
regular Teachers Salary schedule plus $125.00 per month and a mileage allowance. An itinerant teacher whose
assignment requires travel to two campuses at least four school days per week shall also be paid the additional
$125.00 per month and a mileage allowance. Other certificated staff members whose assignment requires
District travel will not qualify for the $125.00 stipend.
Mileage Allowance
A. The use of personal cars for school business should be limited as much as possible through the use of
District-owned vehicles. The first priority for District-owned vehicles is use for student oriented activities,
and in no case shall they be assigned for personal use. The assignment of District-owned campus vehicles
will be processed by the administration on each campus. The assignment of District-owned vehicles for
itinerant teachers will be processed by the District supervisor.
B. A teacher, however, may be required in the course of her/his employment to drive a personal car on a
regular basis. The teacher will be authorized to receive a mileage reimbursement as permitted by state
statute if his/her name has been placed on the eligibility list to receive such reimbursement. Such
identification is the responsibility of the campus administration. A teacher required to use a personal car on
school business must carry at his/her own expense the minimum insurance requirements of liability
coverage of $15,000 per person or $30,000 per accident. Coverage above these minimum requirements is
provided through the District liability insurance policy.
C. A school nurse who is required to travel from one location to another during a work period shall be paid
regular rate of pay for time spent in such travel and where the distance of travel requires transportation, the
District shall attempt to furnish transportation. This is not always possible. In situations where it is not
possible, Paragraph 2 of this section will apply.
D. In certain situations, the school nurse may be required to furnish transportation. At such time, mileage will
be paid by check separate from the regular paycheck at the Districts current approved mileage rate, which
will be equal to State government mileage rate.
Pupil Supervision Work
A. Teachers shall be paid from the Campus Supervision Budget for pupil supervision work required for
national, state, and regional activities in the following VSOs: COE, DECA, VICA, HERO, FBLA, FFA.
B. A District level budget is established for reimbursement of required travel expenses of the following club
sponsors who attend national, state, and regional activities to supervise students in the following VSOs:

COE

DECA

VICA

HERO

These travel requests will be submitted to the district supervisor of CTE /occupational education for
approval according to established governing board policies and guidelines. Reimbursement will be made
subject to availability of funds.

Proc. 5 13

SCHEDULE A
PHOENIX UNION HIGH SCHOOL DISTRICT
Instructional Leader
(rounded to closest dollar)
2011 - 2012

INDEX
0.10
0.09
0.08
0.07
0.06
0.05
0.04

1
$41,834
4,183
3,765
3,347
2,928
2,510
2,092
1,673

2
$42,963
4,296
3,867
3,437
3,007
2,578
2,148
1,719

3
$45,009
4,501
4,051
3,601
3,151
2,701
2,250
1,800

4
$47,055
4,706
4,235
3,764
3,294
2,823
2,353
1,882

5
$49,101
4,910
4,419
3,928
3,437
2,946
2,455
1,964

6
$51,147
5,115
4,603
4,092
3,580
3,069
2,557
2,046

The index is multiplied by Steps 4 through 9 on Range 2 of the Teachers Salary Schedule.

INSTRUCTIONAL LEADER
Number* of Full-Time
Equivalent Teachers
1
to 4
5
to 9
10
to 14
15
to 19
20
to 30
Over 30

Index
.04
.05
.06
.08
.09
.10

(*Total rounded to nearest whole number, including the

Instructional leader.)
Extra Pay for Extra Work
Payment for Instructional Leader
A. Instructional Leaders shall be paid as teachers on the regular teachers salary schedule and shall be paid an
additional amount in their role as instru ctional lead er. The additional amount shall be determined by the
number of full-time equivalent teachers in each department at the end of the first register month in each
semester.
B. An Instructional Leader who is not given a release period for instructional leader duties shall be given two
additional index steps on the instructional leader salary schedule with the following exceptions: an
instructional leader for a District-wide department who does not teach an assigned student load or a service
area department as defined in the Appendix and a JROTC instructional leader.

Proc. 5 14

Instructional Leader Released Time

At least seven (7) instructional leader release periods, shall be provided to each comprehensive campus and
Metro Tech with additional release periods to be provided based on average student population as follows:
Number of release periods

Average student population of at least

2,400

2,700

The schools average population will be computed by multiplying the average ADM for the prior year by a
factor for the schools projected growth for the coming year. (Formula: 1. Growth factor = Projected High
Point Enrollment for current year minus Actual High Point for Previous school year; 2. Growth Factor x 100th
Day ADM)
Instructional Leader release periods shall be assigned to English, Mathematics, Science, and Social Studies. The
remaining release periods shall be assigned by concurrence of the principal with the CTA unit chair and the
assistant principal for registration based on the following criteria:
1.

Number of teachers in the department,

2.

Liability and equipment responsibility without the services of support staff,

3.

Other equipment and liability responsibilities.

Release time for ELL Instructional Leaders shall be equitable across the District. No ESL leader shall have
more than .8 release time. Schools with ELL student enrollment of 400 or more will be allocated a .8. Schools
with ELL student enrollment of 399-201 will be allocated a .6 release. Schools with ELL enrollment of 200 or
less will be allocated a .4 release for ELL Instructional Leader. Schools with fewer than 21 ELL will be
allocated a .2 release time for an ELL Instructional Leader and will / may follow the ILLP guidelines outlined
below.
Individual Language Learner Plans (ILLPs)
1.

Schools with 20 or fewer ELLs will / may provide instruction through the development of
Individual Language Learner Plans (ILLPs) created for each ELL.

2.

Each school site that qualifies under the ILLP guidelines will look differently depending on the
many provisions. An ILLP will need to be completed for each student that is not placed in an SEI
classroom. These forms and guidance are provided by the ADE and are available on the OELAS
website.

JROTC instructional leaders will not be given release periods.

Instructional leader for District-wide departments and service area departments, as defined in the Appendix,
shall not be given release periods.

Proc. 5 15

PHOENIX UNION HIGH SCHOOL DISTRICT

SCHEDULE F
Athletic/Non-athletic Activity Increment
Extra Pay Increments
(rounded to closest dollar)
2011 - 2012
1
$45,009

2
$47,055

3
$49,101

4
$51,147

5
$53,193

6
$55,239

0.10

4,501

4,706

4,910

5,115

5,319

5,524

0.09

4,051

4,235

4,419

4,603

4,787

4,972

0.08

3,601

3,764

3,928

4,092

4,255

4,419

0.07

3,151

3,294

3,437

3,580

3,724

3,867

0.06

2,701

2,823

2,946

3,069

3,192

3,314

0.05

2,250

2,353

2,455

2,557

2,660

2,762

INDEX

The index is multiplied by Steps 6 through 11 on Range 2 of the Teachers Salary Schedule.

Proc. 5 16

SCHEDULE F
INDEX SCHEDULE
ATHLETIC ACTIVITIES
Archery - Varsity and J.V.
Badminton - Varsity and J.V.
Baseball:
Varsity
J.V.
Frosh
Basketball:
Varsity
J.V. & Varsity Asst. (Combined)
Frosh
Cross Country - Varsity, J.V.
Frosh (Boys & Girls Combined)
Football:
Varsity
J.V. and Other Assistants
including Frosh
Golf - Varsity and J.V.
(Boys and Girls each)
Soccer
(Boys and Girls each):
Varsity
J.V.
Softball:
Varsity
J.V.
Frosh
Swimming
Assistant
Tennis:
Varsity and J.V.
Frosh
Track:
Varsity
J.V. and Frosh
Volleyball:
Varsity
J.V.
Frosh
Wrestling:
Varsity
J.V.
Frosh

NON-ATHLETIC ACTIVITIES
Marching Band, 1st semester (if the schools
program meets the specific criteria in
the Professional Agreement pertaining to music within 1st semester)

.08*

Performance band, 2nd semester (if the

schools program meets the specific criteria in the Professional Agreement pertaining to music within 2nd semester)

.08*

Cheer (per season)

.06

Cheer & Pom Together or Spirit

Line (per season)

.07

Chess (AIA Sanctioned Team)

.05

.10

Drama

.08

.07
.06

Forensics

.08

Gifted Facilitator**

.05**

Newspaper

.06

.06
.06
.08
.06
.06
.09
.07
.06
.08

Orchestra

.05

.08
.06

Performance Dance

.05

Pom (per season)

.05

.08
.06
.06
.06
.05

Robotics

.07
.05
.08
.06
.08
.06
.06
.08
.06
.06

.06

Student Govt.

.07

Vocal Music

.05

Yearbook

.08

Yearbook and Newspaper (Combined)

.12

Academic Decathlon

.06

Mock Trial

.06

Gifted Facilitator

.05

JROTC

.07

**This language will be placed on a list, funding for which will be

prioritized by IBN. Should the funding become available, this
language will replace the current language.
** Gifted Facilitator: 05 for Gifted Facilitator if no release
period is given. No Schedule F for Gifted Facilitator will be
granted if the Gifted Facilitator has been given a release
period for these duties.

Proc. 5 17

Guidelines for Extra Pay Increments

A. Criteria and Formula for Determining Schedule F Increments
The two major elements of consideration used in the development of the formula were the time spent and
the responsibility assumed in carrying out Schedule F assignments.
The time element was divided into two segments - the total number of hours spent on assignment during the
regular weeks of the season, and the total number of hours spent during vacation periods occurring during
the season. The time spent during regular weeks was weighted by a factor of 2, and the time spent during
vacation weeks was weighted by a factor of 4, as shown in the table below.
The responsibility element was subdivided into six categories, and each was assigned a weighted factor.
The number of participants was assigned a factor of 2; the numbers of contests and assistants were given a
factor of 5; liability and fiscal and public relations responsibilities were assigned factors ranging from O to
30 as shown in the table below.
The point total accrued as a result of the above considerations as applied to each Schedule F Assignment
was divided by 100 to determine the percentage to be applied to the appropriate figure on the Teachers
Salary Schedule. That percent figure was then divided by 100 to arrive at the index figure.
Determination of Time and Responsibility Quotients
Time Quotient Determination
Number of regular weeks during season x hours per week x factor 2

= A points

Number of vacation weeks worked during season x hours per week

x factor of 4

= B points

Responsibility Quotient Determination

Number of participants x factor of 2

= C points

Number of contests x factor of 5

= D points

Number of assistants x factor of 5

= E points

Liability related to travel and injuries x factor ranging from 0 - 30

= F points

Fiscal - related to equipment and budget preparation x factor

from 0 - 30

= G points

Public Relations x factor ranging from 0 - 30

= H points

Formula
A + B + C + D + E + F + G + H points
100
Percent of Salary on Teachers Salary Schedule

Percent of Salary on
Teachers Salary Schedule
= Index

100

Proc. 5 18

An example of Index determination:

Varsity Football Coach
Time Quotient Season
Regular
Vacation

Season
10 week
3 weeks

Hours Per Week

x 15 hours
x 15 hours

Responsibility Quotient
Participants
175
Contests
10
Assistants
7
Liability
Fiscal
Public Relations

Number
x
x
x

Factor
x2
x4
Factor
2
5
5
030
030
030

Points
= 300 (A)
= 180 (B)
Points
= 350 (C)
= 50 (D)
= 35 (E)
= 30 (F)
= 30 (G)
= 30 (H)

Formula
300 + 180 + 350 + 50 + 35 + 30 + 30 + 30
100

1005
100

10.05%
100

s=

.10 Index

B. Guidelines for Extra Pay Increments

The following guidelines have been established to determine when extra increments have been earned for
extra services in the assignments as indicated.
FORENSICS
Solo Events (Oratory, Extemporaneous, Oral Interpretations, Poetry, Prose, Drama, Humor, and Declamation)
One increment for each team up to nineteen (19) students participating in at least five (5) activities. Activities
include AIA speech tournaments and contests, community service activities, and student workshops. A second
increment will be paid when the team size reaches twenty (20) or more students participating in at least five (5)
activities.
DEBATE
One increment for each team up to nineteen (19) students participating in at least five (5) activities. Activities
include tournaments and student workshops. A second increment will be paid when the team reaches twenty
(20) or more students participating in at least five (5) activities.
DRAMA
One increment will be paid for the preparation of up to four (4) performances of dramatic productions prepared
outside the classroom area per year. A second increment will be paid when there are five (5) or more
performances of dramatic productions prepared outside the classroom area per year.
PERFORMANCE DANCE
One increment will be paid for the preparation of up to four (4) performances of dance productions prepared
outside the classroom area per year. A second increment will be paid when there are five (5) or more
performances of dance productions prepared outside the classroom area per year.
MUSIC
Any teacher of performing groups shall be eligible for the increment if s/he does preparatory work relative to
his/her music group before or after a teachers working day, on weekends or holidays, for a total of 100 hours
during the year for choral and orchestra directors or 150 hours per semester* for band directors.
OR
If s/he rehearses with students before or after a teachers working day, on weekends or holidays, for a total of 22
hours per year for the orchestra or choral increment or 33 hours per semester* for the band increment.
OR
If s/he directs public performances before or after a teachers working day, on weekends or holiday - 10
performances per year for orchestra or chorus or 15 performances per semester* for band.

Proc. 5 19

OR
If the director of a performing music group meets any combination of these requirements, such as 20 hours of
preparation during the year, 12 hours of rehearsal, and 3 public performances, s/he shall be eligible for the
orchestra or choral increment. The band increment would be earned by 25 hours of preparatory overtime work,
18 hours of rehearsal and 5 public performances, or by any combination of these per semester*.
Specific Duties
Unit, District, State, and Regional solo and ensemble festivals for band, orchestra, or chorus.
All-State auditions, preparation, and participation.
preparation.

Commencement and year- end performances and

Formal concerts - as well as rehearsals and preparation for the concerts.

Participation in seasonal activities - assemblies and programs
Preparation and rehearsals for performances:
Civic Organizations

Business and Professional

Church-sponsored Events

Meetings

Conventions and Conferences

Christmas

Homes for the Aged

Luncheons

Professional Organizations

Hospitals

School Banquets

Fraternities

Business Openings

Sororities

Award and Recognition

Dedications

Gatherings

Programs

PTA
Musical comedy productions. Note: One musical comedy alone may involve at least 100 hours in researching,
planning, rehearsing, and performing.
Any rehearsal or instruction time spent before or after a teachers working day, weekends, or holidays.
Performances of any kind before or after a teachers working day, weekends, or holidays.
Care of music, robes, uniforms, instruments, and equipment.
Researching, arranging, and recruiting before or after a teachers working day, weekends, and holidays.
All public relations activities - preparation, rehearsals, and performances.
General assembly preparations.
Any football game, basketball game or parade activities, rehearsals, preparations and performances by the band.
Combined choral, orchestral, and band activities.
Band Days at universities.
YEARBOOK ADVISOR
To be eligible for the increment, the yearbook advisor will select and train a staff, choose and work with a
publisher for the book, manage the finances under District guidelines in cooperation with the campus bookstore
manager, work with the staff to prepare for publication of a book relating to school activities, and supervise
distribution when the published book arrives.
NEWSPAPER ADVISOR
To be eligible for the increment, the newspaper advisor will select and train a staff, choose a method of
publication, under District develop a system of budgeting and financing, and prepare for publication of a
newspaper pertaining to student activities, events, and interests.

Proc. 5 20

POMPON/CHEERLEADER SPONSOR
Qualifications
Must be certificated person selected by the Administration.
Number of Participants
The official, recognized number of participants for cheerleaders is eight (8) and pompons is ten (10). The use of
alternates is at the discretion of the local campus. Freshman and Junior Varsity lines are not funded by the
District; therefore, their existence is at the discretion of the local campus.
Performing Season
A performing season is a typical 18-week semester, so a sponsor shall be issued two Schedule F contracts for the
year. Sponsors are not under contract during the summer months; therefore, they are not responsible for
supervision or attendance at summer camps or workshops. The cost of such activities, including transportation
during the non-school year, is the responsibility of the participants.
Major Duties
Exercise necessary influence to instill proper leadership and discipline. Construct a Constitution regarding rules
and regulations which should contain expectations for participants grades, behavior, attendance, practice times,
etc.
Provide a rule sheet which must have a parents signature, acknowledging agreement of requirements before a
student is allowed to try out. Conduct sessions in which participants are instructed in the ethics and rules of
activities at which they will be performing.
Conduct annual tryouts. A selection committee shall consist of a panel of judges, and selection shall be made
from a locally developed set of criteria. Final results shall be made available to the Principal and the athletic
administrator.
Be responsible for previewing all team support signs and run-through banners prior to display or use. Such
signs shall be in good taste as established by the local school. No team support signs shall be used at any
division, interdivision, or state interscholastic contest.
Transport cheerleaders and pompons by school-provided transportation to all away games. Pompon members
travel to away games is by invitation only when they are performing with the band. When participating in
activities outside Maricopa County, a travel request must be on file.
Must attend or arrange for a staff member to attend all school sponsored activities in which cheerleaders and/or
pompons are participating. These activities may include but not be limited to practice, performance, fundraising activities, and parades.
Strongly discourage spending excessive funds on favors for athletic teams and/or team members.
Supervise design, ordering, distribution, maintaining and collection of all school-purchased uniforms and other
items. Non-usable uniforms shall be sent to the District for discarding. Selling or giving away of uniforms is
prohibited.
Responsibilities of an Athletic Coach
Generally, a coach shall be a certificated teacher in the Phoenix Union High School District. Non-Phoenix
Union High School District employees may be given coaching assignments if approved by the Phoenix Union
High School District Governing Board and in compliance with the Arizona Interscholastic Association.
All Schedule F coaching personnel must have credentials on file in the Human Resources Office.
A coach is responsible for putting in the time necessary to select and prepare a team for competition. This
includes initiating tryout opportunities as well as coaching the team and other related coaching responsibilities
during the sport season as defined by the Arizona Interscholastic Association Handbook, the Class 5A
Conference Handbook, the Phoenix Union High School District Athletic Manual, and the official rule book for
the sport(s) assigned. Generally, this will include starting practice at 3:30 PM for a reasonable period of
approximately two (2) hours but will not be limited to that time. Earlier practice starting times are permissible,
but under no circumstances may a coach start practice until s/he has completed his/her teaching or duty assignments exclusive of a preparation period.

Proc. 5 21

In addition to on-site practice responsibility, a coach shall conduct himself/herself by example at all times and
maintain an ongoing public relations program for that sport, including communicating with parents, the student
body, faculty, administration, media, and the community.
A coach has the responsibility of maintaining good rapport with opposing coaches, athletes, and student bodies
as a contributing factor to good sportsmanship and character building.
A coach will utilize up-to-date methods and techniques and be constantly aware of rules and rule changes.
A coach will be expected to maintain a respectable level of personal dignity, poise, and emotional self-control
during all interscholastic sports activities.
A coach shall assist the administration in clearing students for athletic eligibility.
Administration shall notify the coach, in writing, of those athletes eligible to participate in practice or games. A
coach shall see that only those athletes declared eligible participate in practice or games.
A coach shall cooperate with the administration in preparation of the athletic budget, inventorying of equipment,
and periodically reviewing the strengths and weaknesses of the interscholastic sports program for recommendations for improvement.
Supervision
A coach shall be responsible for the supervision of the team and all members of the coaching staff, if applicable,
including but not limited to locker room supervision before and after practice, attendance to and supervision of
all injuries as detailed in the District Athletic Manual, and supervision of student athletes during schoolsponsored medical examinations.
Under no condition shall any of the coachs supervisory responsibilities be delegated to students or other noncertificated personnel except for those times when opposite sex team members are using locker room facilities
for personal reasons such as for changing clothes. For these times, the Athletic Director will arrange for
alternative supervision.
Security and Property Control
A coach is responsible for all facilities and equipment in use by his/her team during coaching hours, including
the locker room used for before and after dressing-out periods.
Coeducational Sports
In those situations in which a coach is of a different sex than some or all of his/her team, the appropriate
arrangements for supervision, security, and property control shall be made by the campus administration.
Credit Applicable to Additional Assignments
A. Any teacher with a Schedule F assignment who changes from one assignment to a similar one, or who is
asked to change assignments by the administration, shall not lose an index step.
Similar fields shall be the following:
1. Forensics/Drama
2. Yearbook/Newspaper
3. Band/Orchestra/Vocal Music
4. Pom/Cheer
5. Athletics
B. Any person accepting a coaching position shall be given credit for prior Phoenix Union High School
District coaching experience in any sport and for prior contracted high school and/or college coaching
experience in the sport being coached, when placed on the Schedule F salary schedule.

Proc. 5 22

General Regulations
A. Request for payment for a Schedule A or F assignment shall be made by the appropriate administrator no
later than two weeks after the teacher begins the assignment. Payments shall be made in equal amounts and
shall continue on regularly scheduled paydays ending not later than two weeks after completion of the
assignment.
B. Supervisory pay shall not be paid to any personnel for performing services for which extra pay is allocated.
C. The additional pay for coaches shall be for the season of practice as defined by the Phoenix Union High
School District Athletic Manual, and their contracts shall be drawn accordingly. Addendums shall be
issued to any coach including Band, Pom, Cheer, and Spirit Line Sponsors, whose season is extended by
virtue of play-off competition beyond the division-qualifying event. Such addendums shall be paid on a
weekly pro rata basis for all sports provided the coach conducts regular practices during the week for the
team and/or the individual athletes who qualify for the playoffs. The extra responsibilities for coaches,
pom, cheer, and spirit line sponsors shall not begin prior to the completion of campus responsibilities,
including teaching periods, to the satisfaction of the Principal. However, whenever possible, coaches shall
be given an unassigned last period.
D. Coach Identification for Play-off Addendums
HEAD

ASSISTANTS

Badminton

Baseball

Basketball

Cross Country

Football

Golf

Soccer

Softball

Swim

1*

Tennis

Track

1*

Volleyball

Wrestling

1*

* If team qualifies five or fewer athletes, no assistant coach will be paid.

E. Coaches shall not be penalized for refusing additional coaching duties assigned by the administration.
F.

Coaches shall normally be limited to two coaching assignments.

G. One coach shall not coach boys and girls teams in the same sport concurrently unless it is a combined
coaching assignment.
H. A team or individual shall be coached only by the official, certificated, Board approved high school coach
for that sport or team in any season competition, state qualifying and state tournament competition. This
regulation shall apply to all paid and non-paid volunteer coaches.
I. Candidates for teacher certification doing student teaching may be used as volunteer coaches during their
assignment as student teachers.
J. Non-certificated personnel who are assistant coaches must be approved by the Human Resources
Department.
K. One person may coach two sports which have an overlapping practice season not to exceed approximately
three weeks. No person may coach two sports which have an overlapping competitive season, excluding the
play-off season for either sport. The coach shall make every effort to schedule practices in both sports

Proc. 5 23

Physical Examinations of Participants

Physical examinations are required of all athletes including cheerleader and pompon participants. Each sponsor
must carry information cards in case of an emergency
Insurance for Participants
School student accident insurance or equivalent is required of all athletes including cheerleader and pompon
participants.

Proc. 5 24

PROCED URES
STUD EN T SERVICES AN D CLASS SIZES
Student Schedule Changes
A. All necessary changes (to correct errors, etc.) w ill norm ally be com p leted by the end of the first
w eek of classes.
B. After the second w eek, changes of a d iscretionary natu re (on the p art of the stu d ent) w ill be
com p leted only u nd er u nu su al circu m stances and only after consu ltation w ith the teachers
involved and final ap p roval by the Princip al or d esignee.
Classloads
For the cu rrent school year, the Governing Board has established the follow ing class load s:
Staffing allocations for the schools w ill be based on the p rojected enrollm ent grow th, average d aily
m em bership and enrollm ent trend s for the ind ivid u al school, u tilizing the m axim u m class load
figu res show n in the chart on the follow ing p ages.
Class loads may be exceeded if deemed necessary to meet the requirements of state and federal law.
Students will be placed in the appropriate classes while all efforts are made to reduce the class size as
soon as possible. If it is necessary to hire an additional teacher, that teacher will be highly qualified.
Service Area

Caseload from First Day of Sem ester

Cou nseling
H earing
Vision
Sp eech

Su bject Area
Physical Ed u cation
(Dep artm ental Average)
Physical Ed u cation
(Ind ivid u al Teachers)
Mu sic
(Dep artm ental Average)

Su bject Area
English 1-2, 1-2H
Read ing 180 Classes
English Review 1-2, 3-4
Intro to Algebra, Algebra Lab, Top ics in
Algebra/ Geom etry

07/ 09

325:1
14:1
8:1
45:1
Maxim u m Load
Per Day from
First Day of
Sem ester
175
180
184

Maxim u m Load
Per Period from
First Day of
Sem ester
29
24
29
30

Proc. 6 - 1

ESL Literacy
*ESL Pre-Em ergent, Em ergent
Basic Classes
ELL & Bilingu al Content Classes
*ESL Interm ed iate 1-2, & 3-4
Acad em ic ESL Read ing
MIMR
LSL (m ainstream ed stu d ents only)

10
16
20
25
24
24
16
15

Basic English, Basic Math, Basic Read ing,

(LD/ ED)
Other Basic Skills (LD/ ED)
Life Skills (LD/ ED)
ED Self-contained , TMH

19
19
22
10 Withou t Aid e
10 With Aid e

Laboratory/ Shop Classes

(excep t Bu siness & Com p u ter Ap p lications 1-6)

*Stu d ent
Stations
Plu s One

Bu siness & Com p u ter Ap p lications 1-6

Stu d ent Stations

Science (All)

***Stu d ent
Stations
Plu s One

H ealth
Stu d ent Govt (if cred it offered )
All other classes
Alternative Classes
AVID

12 Withou t Aid e
12 With Aid e

34
34
34
25
28

Co-tau ght inclu sion classroom s w ill have class lim its the sam e as the ab ove content areas. Every
effort w ill be m ad e to m aintain the acad em ic integrity of all classroom s.
*Total p er d ay not to exceed 175
**
Total p er d ay not to exceed 167
***
N ot to exceed 32 p er p eriod
th

N o Show s w ill be rem oved after the 10 d ay of the sem ester (Per ADE regu lations).
The goal is for leveling to take p lace by the end of the second w eek of the sem ester
For com p osite class load s, see Proc. 6-4, p aragrap h P.

Proc. 6 - 2

07/ 09

Junior Reserve Officer Training Program (JROTC)

Per agreem ent betw een the U.S. Arm y and the Phoenix Union H igh School District, each cam p u s
p rogram w ill be staffed w ith a m inim u m of one Officer and one N on -com m issioned Officer, based on
enrollm ent u p to 150 cad ets. When enrollm ent exceed s 150 for tw o consecu tive years a third
instru ctor shall be au thorized . Beyond 150 cad ets the instru ctor au thorization increases one p er 100
ad d itional cad ets.
A. For each p eriod of released tim e or non -teaching assignm ent for a teacher given as p art of the five
teaching p eriod s, the m axim u m nu m ber of stu d ent/ teacher contacts shall be red u ced by 34 for
those teachers w ith classes on the 34:1 ratio, and p rop ortionately for teachers w ith classes w ith a
lesser ratio.
B. By a m ajority vote at a m eeting, a d ep artm ent other than Physical Ed u cation or Mu sic m ay
recom m end to the Princip al a d ep artm ent average of not m ore than 167 stu d ent/ teacher contacts
p er d ay. Lim it for an ind ivid u al teacher in the d ep artm ent shall be 175 stu d ents p er d ay.
C. Teacher m ay requ est a review of the com p osition of class if, in t he teachers op inion, the
ed u cational clim ate is not cond u cive to learning. A review w ill consist of a m eeting w ithin 10
w orking d ays, inclu d ing ad m inistration, cou nseling, instru ctional lead er, CTA u nit chair, the
teacher, and other ap p rop riate ind ivid u als. If the teacher is not satisfied w ith resu lts of the
m eeting, the teacher m ay ap p eal to the Assistant Su p erintend ent for Instru ction and
Accou ntability w hose d ecision is final.
D. In p rep aring sched u les for Sp ecial Ed u cation teachers, ad m inistrators and instru ctional lead ers
w ill m ake every effort to lim it the nu m ber of p rep arations assigned p er p eriod and p er sem ester.
In basic classes (ED/ LD), exclu d ing LSL classes, for each ad d itional cou rse over tw o tau ght in a
p eriod , classload s shall be red u ced by tw o stu d ents. Case Managem ent load s for Sp ecial
Ed u cation teachers w ill be assigned equ itably (evenly d istribu ted to m em bers of the d ep artm ent)
and shall not exceed 25.
E. In ord er for tw o levels of one general ed u cation or occu p ational ed u cation cou rse (exclu d ing
m u sic) to be tau ght w ithin a single p eriod , the teacher m u st agree in w riting and the classload
shall be red u ced to 28.
F.

The m axim u m nu m ber of stu d ents assigned to a cou nselor shall not exceed 325. If Sp ecial
Ed u cation stu d ents are assigned throu gh the d ep artm ent, ind ivid u al cou nselor load s shall be
p rop ortional to the staffing allocations.

G. As bu d get fu nd s are available, every attem p t w ill be m ad e to recognize the need for ad d itional
staffing on the basis of one teacher for each 75 stu d ents w ho are at or below stanine 3 on a
stand ard read ing test.
H . The cou nselor staffing for each com p rehensive high school shall be d eter m ined by ap p lying the
cu rrent staffing ratios to the first sem ester p rojected high p oint m em bership . If the calcu lation
ind icates:
1.

0.5 or less need , the school m u st absorb the 0.5;

2. or m ore than 0.5, a 1.0 cou nseling p osition w ill be allocated .

This p roced u re w ill elim inate sp lit cou nselor assignm ents.
I.

If the stu d ent/ teacher contact lim its are exceed ed , the teacher w ill notify the p rincip al. The
p rincip al shall red u ce the teacher s load to the sp ecified lim its w ithin tw o (2) d ays after
notification.

J.

A laboratory/ shop classroom is d efined as one that contains a lim ited nu m ber of stations
containing equ ip m ent necessary for stu d ents to u se in their cou rse of stu d y. The p rincip al or
his/ her d esignee, the instru ctional lead er, and a teacher from the d ep artm ent shall com p lete a
listing of m axim u m stu d ent stations for each laboratory/ shop classroom . If a qu estion arises
concerning the listing, it w ill be review ed by the Cam p u s Com m ittee. The stu d ent sta tion list is to

07/ 09

Proc. 6 - 3

be u p d ated by March 1 for the follow ing school year. Prior to staffing each year, the schools shall
su bm it agreed u p on stu d ent stations for laboratory/ shop classroom s to the H u m an Resou rces
Dep artm ent and the Presid ent of the CTA. Shou ld the Assistant Su p erintend ent for H u m an
Resou rces or the CTA Presid ent d eterm ine that an inequ ity exists, he/ she m ay refer the inequ ity
to the Assistant Su p erintend ent for Instru ction and Accou ntability. Ap p roval of all changes in
stu d ent stations w hich are referred shall be m ad e by the Assistant Su p erintend ent for Instru ction
and Accou ntability or d esignee and the Classroom Teachers Association p resid ent or d esignee
after a cam p u s visitation.
K. In accord ance w ith fed eral gu id elines, title fu nd s m u st su p p lem ent locally- fu nd ed classes.
L. When p ossible, an ou t-of-sequ ence cou rse (e.g., Algebra 1 d u ring second sem ester or Am erican
H istory 2 d u ring first sem ester) shall be offered w henever the nu m ber of stu d ents need ing the
cou rse w arrants it.
M. Every com p rehensive cam p u s is strongly encou raged to d evelop an alternative p rogram for
grad es 9 throu gh 12, stru ctu red to m eet each schools need s. If created , each regu lar ed u cation
class shall be consid ered for a class load lim it of 25 p er class.
N . Every com p rehensive cam p u s is strongly encou raged to d evelop a su p p ort p ro gram for all
freshm en. If a p rogram is ap p roved w hich inclu d es classes, a class load lim it of 25 p er cl ass shall
be enforced .
O. In the event that a classroom teacher has an interval of tim e w ith one or m ore class p eriod s w ith
no stu d ents, other instru ctional d u ties w hich w ill benefit stu d ents and / or other teachers su ch as
team teaching, tu toring, skill assessm ent, etc., m ay be assigned .
P. Shou ld an ed u cational u nit choose to elim inate a low er level cou rse(s) and m erge the resp ective
stu d ents into a higher level cou rse(s), the class load lim it shall be the average of all cou rses
involved . Exam p le: One class w ith a classload lim it of 28 is m erged w ith another class w ith a
classload lim it of 30. Class load lim it from first d ay of sem ester equ als: (28+30) 2 = 29. Class
load lim it after the end of the sixth w eek of the sem ester equ als: (26+28) 2 = 27.
Program for English Language Learners (ELL Students)
PUH SD p rovid es a sheltered English im m ersion p rogram as w ell as bilingu al content classes, w hich
are tau ght u sing the stu d ents native langu age.
Beginning w ith the 2001-02 school year, a teacher w hose ESL or Bilingu al End orsem ent allow ed
him / her to be hired into the District or to be assigned or reassigned to a school, m ay be requ ired to
teach classes w hich requ ire the end orsem ent.
SHELTERED EN GLISH IMMERSION (SEI)
Class: English as a Second Language
These classes p rep are ELL stu d ents to m eet the Arizona langu age arts stand ard s.
Classload : 16:1 for Pre-Em ergent and Em ergent
Classload : 20:1 for Basic
Classload : 24:1 for Interm ed iate 1/ 2 and Interm ed iate 3/ 4
Teacher qu alifications: English certificate w ith an ESL or SEI end orsem ent.
Class: ESL Content (mathematics, science, social studies, health, business)
These classes p rep are ELL stu d ents to m eet acad em ic stand ard s. They are tau ght in English u sing
ESL (sheltered ) strategies.
Classload : 25:1
Teacher qu alifications: Certificate in the content area w ith a m inim u m of 9 sem ester hou rs in ESL
cou rsew ork.

Proc 6 - 4

07/ 09

BILIN GUAL CON TEN T CLASSES

Class: Bilingual Content (mathematics, science, social studies, health, business )
Ell stu d ents m u st have an annu al p arental w aiver on file in ord er to be enrolled in these classes.
These classes p rep are ELL stu d ents to m eet acad em ic stand ard s. They are tau ght p rincip ally in the
stu d ents native langu age.
Classload : 25:1
Teacher qu alifications: Certificate in the content area, p roficiency in the native langu age as evid enced
by a Provisional Bilingu al End orsem ent issu ed by the Arizona Dep artm ent of Ed u cation, and a
m inim u m of 9 sem ester hou rs in ESL/ bilingu al cou rsew ork.
SUPPORT: SPAN ISH-SPEAKIN G COUN SELOR
Qu alifications: Cou nseling cred entials and flu ency in both English and Sp anish as assessed by a
p rocess/ instru m ent created by a Joint Com m ittee or by the Arizona Dep artm ent of Ed u cation.
D irected Study
In ad d ition to the Ind ep end ent Stu d y op tion, an effort w ill be m ad e t o p rovid e stu d ents in the
Phoenix Union H igh School District an alternative m ethod for earning cred it in d istrict cou rse
offerings. Ind ep end ent Stu d y cou rses are d efined as cou rses w hich p rovid e enrichm ent op p ortu nities
to stu d ents in a given d ep artm ent. Cred it is given in Ind ep end ent Stu d y
. Directed
Stu d y shall be d efined as an alternative m ethod of offering any of the existing regu lar cou rse
offerings. A Directed Stu d y (DS) cou rse w ill have the sam e cu rricu lu m requ irem ents as the
trad itional cou rse. Cred it shall be given in the sp ecifically id entified cou rse, w hich w ill be record ed
on the transcrip t as cou rse nam e - DS.
An Accred itation Com m ittee shall exist on each cam p u s and shall be chaired by a teacher ap p ointed
by the cam p u s com m ittee. Rep resentatives shall inclu d e a cou nselor and a m em ber from English,
m athem atics, social stu d ies and science. Other d ep artm ents w hich offer DS cou rses shall also have
rep resentation. Dep artm ent rep resentative selections shall be m ad e p rior to the initiati on of any DS
cou rses on the cam p u s. Every d ep artm ent m ay choose to have a rep resentative. This w ill be
consid ered the clu b/ com m ittee assignm ent for the rep resentatives. Prior ap p roval from the
Accred itation Com m ittee is requ ired for all DS cou rse p rop osals. Since Directed Stu d y m ay begin at
any tim e in the sem ester, the com m ittee shall m eet as need ed to avoid d elays in beginning Directed
Stu d y cou rse w ork. Minu tes of the Accred itation Com m ittees m eetings, inclu d ing their d ecisions,
shall be sent to the Princip al, Unit Chair, and Assistant Su p erintend ent for Instru ction and
Accou ntability w ithin five (5) calend ar d ays of the m eeting.
The follow ing regu lations/ p roced u res have been established for Directed Stu d y (DS):
1.

Directed Stu d y (DS) is op en to all stu d ents.

2.

A teacher w ill offer DS cou rses only on a volu ntary basis. A non -continu ing teacher m ay
offer DS w ith the ap p roval of the instru ctional lead er. A teacher u nd er rem ed iation shall not
offer DS.

3.

A teacher m ay offer a DS cou rse only in the area and school in w hich he/ she is cu rrently
teaching. Becau se of the u niqu e natu re of the p rogram at Metro Tech, a Metro Tech teacher
m ay offer to a Metro-only stu d ent, p er the p rovisions of this agreem ent, a DS cou rse in any
area in w hich the Metro Tech teacher is qu alified .

4.

A teacher m ay offer DS to no m ore than 2 stu d ents p er sem ester.

5.

A DS cou rse m ay be offered in any PUH SD cou rse offering excep t w ork exp erience, H onors,
and Ad vanced Placem ent.

6.

A stu d ent m ay take no m ore than tw o (2) DS cou rses p er sem ester and receive no m ore than
tw o (2) DS cred its tow ard grad u ation.

07/ 09

Proc. 6 - 5

7.

N o m ore than 25% of the cred its requ ired for grad u ation in a sp ecific area m ay be taken as
Directed Stu d y. H ealth m ay be taken as Directed Stu d y.

8.

A stu d ent m ay take no m ore than 7 classes p er sem ester excep t w ith w ritten au thorization
from the stu d ents assigned school gu id ance cou nselor. This inclu d es classes taken d u ring
the d ay, at ESO, or throu gh Directed Stu d y.

9.

If a teacher w ho volu nteers p rior to the start of a sem ester to accep t a DS stu d ent, that teacher
shall be lim ited to tw o p rep arations (other than the DS p rep aration) p rovid ed this can be
accom p lished by changing the d ep artm ent sched u le and w ithou t requ iring ad d itional
staffing. The DS teacher m ay w aive this right.

10. DS stu d ents shall be w eighted p er d ep artm ent at a ratio of one (1) DS stu d ent to three (3) reg u lar stu d ents. Each d ep artm ent w ill be given an ad d itional .2 staff allocation for the sem ester
for each equ ivalent 30 stu d ents (10 DS stu d ents) or m ajor p ortion thereof. (Exam p le: A
d ep artm ent has a total of six (6) DS stu d ents. This equ ates to 18 after w eighting. The
d ep artm ent is assigned an extra .2 staffing.) This allocation shall be granted throu gh the 6th
w eek of the sem ester. Th e p rincip al and instru ctional lead er shall reach agreem ent on how
the allocation is u sed .
11. DS m ay be initiated by stu d ent, p arent, cou nselor, ad m inistrator or teacher. A conference
shall be held to d eterm ine if the stu d ent shou ld be recom m end ed for DS. Inclu d ed in the
conference shall be the stu d ent, a p arent/ gu ard ian, if p ossible, the instru ctional lead er, the
teacher w hose class the stu d ent w ill be exiting, if one exists, and the DS teacher.
12. Once a stu d ent has been recom m end ed for DS and a teacher has been id entified , the teacher
w ill w ork w ith the stu d ent to create the ind ivid u al cou rse of stu d y. A w ritten agreem ent
ou tlining the cou rse of stu d y shall be entered into betw een the teacher and stu d ent. The
agreem ent shall inclu d e, bu t not be lim ited to, the follow ing:
a.

Und er w hat cond itions, if any, the stu d ent m ay change from DS to a regu lar class.

b.

Und er w hat cond itions, if any, the stu d ent m ay rem ain on cam p u s ou tsid e of his/ her
regu lar class p eriod s to d o research, etc. on DS activities.

c.

Sp ecific DS activities and tim elines for their com p letion.

13. A DS cou rse of stu d y shall inclu d e activities to ad d ress the District s m inim u m com p etencies
for the cou rse in w hich cred it is sou ght. A stu d ent enrolled in a DS cou rse for w hich the
District has created a criterion referenced test m u st take the CRT and abid e by all d istrict
regu lations regard ing the assessm ent.
14. The DS stu d ent grad e w ill be aw ard ed only by the DS teacher of record .
15. The Registrar shall record cred it for a DS cou rse on ly w ith the signatu re of the chair of the
accred itation com m ittee.

Proc 6 - 6

07/ 09

PROCED URES
PRE-SERVICE AN D IN -SERVICE TRAIN IN G AN D RETRAIN IN G OF EMPLOYEES

PROFESSION AL GROWTH PROGRAM

The Professional Grow th Com m ittee is a District Continu ing Joint Com m ittee.
Appointment of Members
A.

B.

The Professional Grow th Com m ittee w ill be com p osed as follow s:

1.

Three ad m inistrators ap p ointed by the Assistant Su p erintend ent for Instru ction and
Accou ntability.

2.

Three teachers ap p ointed by the CTA.

The com m ittee w ill be resp onsible to the Assistant Su p erintend ent for Instru ction and
Accou ntability. It w ill be his/ her resp onsibility to receive recom m end ations from the com m ittee
and to assist the com m ittee in its p lanning p rocess.

Responsibilities of Members
A.

The m em bers of the Professional Grow th Com m ittee serve as a p lanning com m ittee for all staff
d evelop m ent, fu nctioning in an ad visory cap acity to the Assistant Su p erintend ent for Instru ction
and Accou ntability.

B.

The com m ittee resp onsibilities are:

1.

To p rovid e teacher inp u t on District d irection, goals and ind icators;

2.

To p rovid e inp u t on teacher need s and p ercep tions relating to staff d evelop m ent;

3.

To p lan and recom m end activities for staff d evelop m ent;

4.

To serve as a clearing hou se for District staff d evelop m ent activities;

5.

To arrive at recom m end ations throu gh consensu s;

6.

To m ake recom m end ations for the d isbu rsem ent of District Professional Grow th m onies.

Quorum
A sim p le m ajority w ill constitu te a qu oru m .
Programs
The u nd erlying p u rp ose of the Professional Grow th Program is to enhance the p rofessional and scholarly
talents of certificated staff and to encou rage the d evelop m ent and sharing of techniqu es, skills, and
insights m ost ap p rop riate to p articu lar ed u cational tasks. Annu ally, the Professional Grow th Com m ittee
w ill m ake recom m end ations to the Assistant Su p erintend ent for Instru ction and Accou ntability for p rogram s to m eet the changing need s of the schools in all areas, to inclu d e Pre -Service Ed u cation, In-Service
Ed u cation, Cu rricu lu m Analysis and Develop m ent, Su m m er Workshop s, Perform ance Agreem ents and
retraining of cu rrent District em p loyees in critical shortage areas.

07/ 09

Proc. 7 - 1

CRITICAL SHORTAGE AREAS

The District m ay id entify, at any tim e, an area d eserving of critical shortage statu s by p lacing su ch area
on its List of Critical Shortage Areas. Once an area has been p laced on the List of Critical Shortage Areas,
the follow ing p rovisions w ill ap p ly:
1.

The District shall strive to offer retraining p rogram s in id entified critical shortage areas and , w hen
offered , the retraining p rogram shall be available to all intereste d teachers.

2.

When a new area is ad d ed to the List of Critical Shortage Areas, it shall be accom p anied by a d ate at
w hich the d eclaration of critical shortage statu s w ill exp ire. This d ate shall be no earlier than three
years from the d ate of d eclaration and can be extend ed throu gh the Meet and Confer p rocess.

3.

The District shall inform all teachers w hen an area has been ad d ed to the List of Critical Shortage
Areas w ithin one m onth from the d ate of the ad d ition.

4.

The List of Critical Shortage Areas shall be p laced in the Professional Agreem ent. Any areas ad d ed
to the List of Critical Shortage Areas throu gh ou t a year w ill be listed in the Professional Agreem ent
in its next p rinting.

5.

The District w ill strive to offer retraining p rogram s in critical shortage areas. When the District
offers college/ u niversity cou rses in critical shortage areas, they shall be offered at red u ced cost or
w henever p ossible at no cost to teachers. If a teacher w ithd raw s from the class after the first class
m eeting, s/ he shall reim bu rse the District the fees/ tu ition for the cou rse.

Critical Shortage Areas - Recruitment of Certificated Personnel

These areas are to be d eterm ined by the H u m an Resou rces Dep artm ent u sing the follow ing criteria:
1.

Lack of su itable cand id ates for p osted p ositions, after m u ltip le p ostings.

2.

H ow d irectly the p osition serves the need s of stu d ents.

3.

Requ ires technical skills resu lting in shortage of ap p licants.

4.

One of a kind p osition (w hich is hard to fill) in w hich there is no back -u p p osition to fill the void
w hile cand id ates are sou ght.

5.

N ationally recognized cu rrent and im m ed iate fu tu re shortage areas (ESL and Bilingu al content
teachers, Sp ecial Ed u cation, Sp eech Pathologists, H earing Resou rce teachers, Math, etc.).

N EW TEACHER IN D UCTION PROGRAM

N ew Teacher Ind u ction is a p rofessional d evelop m ent p rogram d esigned to su p p ort teachers in their first
three years in the District. The training help s teachers becom e fam iliar w ith District p olicies, p roced u res,
and p riorities related to cu rricu lu m , instru ction, and assessm ent.
Requirements
A teacher u nd er fu ll contract w ho is in his/ her first three years in the d istrict is requ ired to p articip ate in
the N ew Teacher Ind u ction Program .
The training consists of u p to 40 hou rs of p aid service a s d eterm ined by the District w hich m ay be a
com bination of hou rs offered p rior to the beginning of the school year and u p to 8 hou rs offered
d u ring the school year of the teachers first year in Phoenix Union H igh School District.
In ad d ition, each ind u ctee shall p articip ate in a total of 96 clock hou rs of training taken ou tsid e of the
p rofessional d ay.
Of the 96 clock hou rs of training to be taken ou tsid e of the p rofessional d ay, 21 hou rs w ill be p reservice, 45 clock hou rs w ill be p rescribed by the Cu rr icu lu m Division and 30 clock hou rs w ill be p er

Proc. 7 - 2

07/ 09

the teachers choice. In the first year of Ind u ction, eight hou rs of the 96 w ill be requ ired , bu t a teacher
m ay choose to d o m ore.
These 96 hou rs m u st be com p leted by the tim e of the teachers su m m ative evalu ation d u ring his/ her
third year in the d istrict.
If a teacher is hired after the p re-service Ind u ction training has occu rred , his/ her requ irem ents shall
inclu d e those rem aining p aid hou rs that are sched u led and the ad d itional 96 clock hou r requ irem ent.
H e/ she m ay also p articip ate in the p re-service hou rs sched u led for the next contract year for d aily rate of
p ay.
Teacher Induction and Evaluation
Particip ation in Ind u ction activities m eets the requ irem ents of Stand ard 6 of the Teacher Evalu ation
Docu m ent for teachers in their first and second years in the d istrict. At the end of the second year,
teachers shall d evelop a p lan d u ring or after their su m m ative evalu ation and no later than May 1 to be
im p lem ented and assessed d u ring their third year in the d ist rict accord ing to the goals and ind icators of
Stand ard 6 of the Teacher Evalu ation Docu m ent.

07/ 09

Proc. 7 - 3

PROCED URES
ASSESSMEN T AN D EVALUATION

EMPLOYEE EVALUATION S
The Governing Board au thorizes the ad m inistration and d esignees of the CTA to:

Develop instru m ents and p roced u res su bject to Governing Board ap p roval that w ill assist
em p loyees rep resented by the CTA in the im p rovem ent of p erform ance and to m eet their
ind ivid u al resp onsibilities.
Ap p rove the p roced u res u sed for evalu ations of these em p loyees.

Evaluation of Teachers
The system for evalu ating the p erform ance of teachers shall com p ly w ith the State Board of
Ed u cations recom m end ed stand ard s for an effective teacher p er form ance evalu ation system as
ou tlined in Title 15 of Arizona Revised Statu tes.
The District shall ensu re that p ersons evalu ating teachers m eet the State Board of Ed u cation s
recom m end ed qu alifications inclu d ing recom m end ed training as ou tlined in Arizona State law .
The District Ad m inistration shall p rovid e resou rces as need ed and shall encou r age u nit
ad m inistration to give assistance and su p p ort to teachers and / or d ep art m ents d esiring to acqu ire
skills to better ad d ress the issu es of teacher p erform ance and stu d ent achievem ent.
Sp ecific langu age d ealing w ith the teacher evalu ation system and tim elines are in the Teacher
Evalu ation and Assessm ent Manu al. Mod ification to the teachers evalu ation p rocess and evalu ation
p roced u res of all other grou p s rep resented by the CTA are su bject to the Meet and Confer p rocess.
D esignation of Qualified Evaluators
Annu ally, p rior to the beginning of the school year, the Governing Board w ill d esignate the
ind ivid u als w ho are qu alified teacher evalu ators. The Board w ill p rovid e su ch in -service as necessary
to insu re that each evalu ator nam ed is (1) cognizant of the intent of the certified staff evalu ation
p roced u res, (2) p roficient in follow ing evalu ation p roced u res, and (3) know led geable of the teaching
stand ard s as d efined by the Governing Board .
In-Service
Grou p or ind ivid u al orientation w ill be p rovid ed annu ally for both continu ing and non -continu ing
teachers for the p u rp ose of insu ring an u nd erstand ing of th e p u rp oses and the p rocess. A p ortion of
this in-service w ill be d evoted to d esignation of a p rofessional d evelop m ent team / evalu ation team for
each staff m em ber.
JROTC Army Evaluation
All JROTC Instru ctors and the Assistant DAI (ADAI) w ill receive an ann u al evalu ation u sing CC
Form 214-R.
Review by the Principal
All su m m ative evalu ations and recom m end ations w ill be review ed and signed by the p rincip al, w ho
w ill take ap p rop riate action on the evalu ation. If, as a resu lt of any evalu ation, a recom m end ation for
issu ance of a p relim inary notice of inad equ acy has been m ad e, the p rincip al shall insu re that the
teacher has been p rovid ed w ith cop ies of the statu tes rep rinted in the ap p end ix herein.
Annual Report
A. Annu ally, the Director of Certificated Em p loym ent shall tabu late ap p rop riate d ata from all
teacher evalu ations in ord er to p rep are rep orts to:
1. The Arizona Dep artm ent of Ed u cation, as requ ired u nd er Title 15 of the Arizona Revised
Statu tes;

07/ 02

Proc. 8 - 1

2.

The Assistant Su p erintend ent for Instru ction and Accou nta bility and the Professional Grow th
Com m ittee, id entifying the m ost com m on areas recom m end ed for im p rovem ent, so that
ap p rop riate staff d evelop m ent activities m ay be initiated .

Confidentiality
Cop ies of assessm ent and evalu ation rep orts of teacher p erform an ce are confid ential, d o not
constitu te a p u blic record , and shall not be released or show n to u nau thorized p ersons, in either d raft
or com p leted form .
Evaluation of Instructional Leader
This evalu ation p rocess ap p lies to teachers serving in the cap acity of Lead er, Manager, or Facilitator,
and is in ad d ition to any other evalu ation p rocess.
A. A p re-conference w ill be held by the p rincip al/ d esignee and the instru ctional lead er by October 1
to d iscu ss d ep artm ental goals, objectives, action p lans, and to re view the instru ctional lead ers
evalu ation p rocess.
B. The instru ctional lead er shall be evalu ated annu ally by the p rincip al/ d esignee, w ith
consid eration of ind ivid u al teachers w ritten feed back or the d ep artm ents collective feed back, the
m ethod to be d eterm ined by the d ep artm ent.
C. The teachers inp u t to the ind ivid u al/ d ep artm ent feed back form for instru ctional lead ers m u st be
com p leted and forw ard ed to the p rincip al/ d esignee by Febru ary 15.
D. The instru ctional lead er evalu ation and p ost-conference to review the evalu ation m u st be
com p leted by the p rincip al/ d esignee by March 1.

Proc. 8 - 2

07/ 02

PROCED URES
EMPLOYEE BEN EFITS

EMPLOYEE BEN EFITS

Em p loyees of the d istrict shall be covered u nd er a d istrict -p rovid ed Workers Com p ensation insu rance p lan in
accord ance w ith the law .
Time Missed

Compensation From
Workers Compensation

Compensation From
School D istrict

Charge Against Leave

Account

Less than 8
calend ar d ays.

N one

Based p ay for tim e m issed

u ntil leave exp ires.

Day for d ay on tim e m issed .

Exam p le: 5 w ork d ays m issed
charge leave 5 d ays.

8 throu gh 13
calend ar d ays.

A p ercentage of the
em p loyee's p ay as
d eterm ined by the
Ind u strial Com m ission
form u la, exclu d ing first 7
calend ar d ays.

Balance of base p ay for 8th

throu gh 13th calend ar d ays
u ntil leave exp ires.

For that p ortion of tim e

com p ensated by District.
Exam p le: 8 w ork d ays m issed
charge leave 5 fu ll d ays p lu s
.35 x 3 = 1.05 or a total of 6
d ays. District p aid 35% of
w ages.

14 calend ar
d ays or m ore.

14 calend ar d ays or m ore.

A p ercentage of the
em p loyee's p ay as
d eterm ined by the
Ind u strial Com m ission
form u la, inclu d ing the first
7 calend ar d ays m issed .

Balance of base p ay for all

the tim e m issed u ntil leave
exp ires. Difference of base
p ay and that p aid for by the
Ind u strial Com m ission.

For that p ortion of tim e

com p ensated by District.
Exam p le: 20 w ork d ays
m issed charge leave .30 x 20
= 6 d ays. District p aid 30% of
w ages.

Leave charged is same percentage as compensation paid by the District. Payroll will round to the nearest half-day in
adjusting leave account in accordance with this schedule.
Work on Holidays and Governing Board-D eclared Recess D ays
Em p loyees shall not be requ ired to w ork on any holid ay, or Governing Board -d eclared recess d ays as
id entified in the annu al school calend ar as ap p roved by the Governing Board .
Absence Before and/or After Recess or Holiday
If an em p loyee is on the District p ayroll (i.e., H e/ she is receiving p ay for the d ay) either for the last w orkd ay
im m ed iately p reced ing or the first w orkd ay im m ed iately follow ing a holid ay or Governing Board -d eclared
recess p eriod as id entified in the Governing Board -ap p roved school calend ar for the year, the em p loyees
com p ensation w ill not be d im inished becau se of the holid ay or Governing Board -d eclared recess p eriod .
If an em p loyee is not on the District p ayroll (i.e., on a leave of absence w ithou t p ay either becau se the sick
leave for w hich the em p loyee is eligible has been exhau sted or becau se the em p loyee is on a Governing
Board -ap p roved leave of absence w ithou t p ay) on the last d ay p rior to and the first d ay im m ed iately
follow ing a holid ay or a Governing Board -d eclared recess p eriod as id entified in the Governing Board
ap p roved school calend ar for the year, that em p loyee shall receive no com p ensation for the holid ay or the
Governing Board -d eclared recess p eriod .

07/ 02

Proc. 9 - 1

Insurance Programs
In the absence of District coverage for com p rehensive loss of p ersonal p rop erty, teachers are ad vised to
acqu ire ad equ ate coverage on any p ersonal p rop erty w hich m ay be brou ght to cam p u s.
Group Health and Major Medical Insurance
A. All p erm anent em p loyees (inclu d ing teachers u nd er contract .6 or m ore or .5 at Metro Tech) are covered
by health and m ed ical insu rance as d escribed in the m aster contract(s) betw een the District and the
p rovid er When available throu gh arrangem ent w ith the p rovid er, em p loyees w ill be offered a choice of
health p lans and each em p loyee selects the p lan of his/ her p reference. The District w ill p ay the fu ll cost
for the em p loyees coverage of the least exp ensive p lan. Shou ld the em p loyee choose the m ore exp ensive
p lan, the em p loyee w ill be resp onsible for the d ifference in cost betw een the tw o p lans.
B. Em p loyees hired p rior to Ju ly 1, 1987, m ay elect to take a revision to their contract in lieu of
health/ m ed ical insu rance benefits, w ith an agreem ent that the increased am ou nt w ill be p laced in a tax
sheltered annu ity and rem ain in the annu ity p rogram for the d u ration of em p loym ent in the District.
The increased am ou nt shall be equ al to $1,177.00 for a fu ll year contract or an am ou nt p rop ortionate
thereof based u p on the d ate of exercise of the op tion as follow s:
1.

Betw een the 1st and 15th of the m onth, TSA effective the first of the follow ing m onth.

2.

Betw een the 16th of the m onth and the last d ay of the m onth, TSA effective the first of the second
follow ing m onth.

A teacher choosing a tax sheltered annu ity op tion, and th en having an em ergency d u ring the insu rance
year, d u e to sp ou sal change (d ivorce, m ar riage, d eath), shall be allow ed , u p on ap p roval of the insu rance
carrier, to re-enter one of the Districts health p lans. The cost of this health insu rance w ill be at th e
teachers exp ense throu gh the p ayroll d ed u ction p rocess or a cash p aym ent if d u ring a non -p ayroll
p eriod .
C. N ew em p loyees are eligible for p ersonal coverage based on the starting d ate of their em p loym ent
ind icated on the Governing Board Agend a in accor d ance w ith the follow ing:

If em p loym ent began betw een the 1st and 15th of the m onth, insu rance coverage begins the first d ay
of the follow ing m onth.

If em p loym ent began after the 15th d ay of the m onth, insu rance coverage w ill begin the first d ay of
the second m onth.

D. N ew em p loyees are eligible to enroll their d ep end ents for d ep end ent coverage. The em p loyee has thirty
(30) d ays from the starting d ate of em p loym ent to d ecid e w hether or not s/ he d esires d ep end ent
coverage. Dep end ents are eligible on the sam e d ay as the em p loyee.
E. Em p loyees term inated w ill have em p loyee and / or d ep end ent coverage throu gh the d ate d esignated by
the H u m an Resou rces Dep artm ent at the tim e the em p loyee term inates.
F.

Those em p loyees d esiring to d rop d ep end ent coverage m u st initiate a signed form obtained from the
H u m an Resou rces Dep artm ent. This m u st be d one d u ring the op en enrollm ent p eriod if the p rem iu m s
are p aid throu gh p re-tax m onies.

Proc. 9 - 2

07/ 02

G. Full-tim e em p loyees w ho have fu lfilled their contract obligations for a fu ll year and w ho are term inated
from the District d u e to red u ction -in-force, shall receive their health insu rance benefits for the fu ll year
(Sep tem ber 1 throu gh Au gu st 31).
Tax Sheltered Annuity
Em p loyees of the District w ho w ish to p articip ate in the Tax Sh eltered Annu ity Program m u st su bm it an
Am end m ent to the Em p loyee Contract.

The District is p resently p articip ating in the tax sheltered annu ity p rogram ap p roved by the Internal
Revenu e Service. The H u m an Resou rces Dep artm ent w ill fu rnish d etails.

Em p loyees of the District m ay, at their op tion, p articip ate in a tax sheltered annu ity p rogram ap p roved by
the Internal Revenu e Service. Paym ent is m ad e by the em p loyee to an eligible com p any chosen by the
em p loyee, u nd er a p ayroll d ed u ction p lan.

Life Insurance
The Governing Board shall p rovid e, at no cost to the em p loyee, grou p term life insu rance as d escribed in the
m aster contract(s) betw een the District and the p rovid er equ al to em p loyees salary bu t not less than $25,000
nor m ore than $100,000.
Life/Health Insurance to RIFed Teachers
Full-tim e teachers w ho have fu lfilled their contract obligations for a fu ll year and w ho are term inated from the
District d u e to Red u ction -In-Force, shall receive their health and life insu rance benefits for the fu ll yea r
(Sep tem ber 1 throu gh Au gu st 31).
Supplemental Mid-Term D isability Insurance
The Governing Board shall p rovid e, at no cost to the em p loyee, grou p su p p lem ental d isability insu rance
coverage w hich w ill p ay tw o-third s of the contract salary after the m inim u m ninety (90) calend ar d ay w aiting
p eriod follow ing d isability for either sickness or accid ent to age 65, or a m axim u m of 180 calend ar d ays. The
cond itions of coverage w ill be sp elled ou t in a booklet to be p rovid ed every em p loyee at no cost to the
em p loyee.
Long-Term D isability Insurance
A long term d isability p lan shall be p rovid ed throu gh the Arizona State Retirem ent System to each em p loyee
w hose d isability continu es p ast 180 calend ar d ays.
Pre-tax Flexible Benefits
The District offers for the benefit of all em p loyees a flex benefit p lan w hich allow s those em p loyees to p ay for
tax d ed u ctible exp enses from p re-tax d ollars. To enroll in the flex benefit p lan, a flex benefit agreem ent m u st
be signed and su bm itted to the H u m an Resou rces Dep artm ent.
The three com p onents of the Flex Benefit p lan are: l) insu rance p rem iu m s only, 2) reim bu rsem ent accou nt, 3)
d ep end ent care accou nt.

07/ 09

Proc. 9 - 3

Leaves of Absence
Leave With Pay
A. Each teacher shall earn one d ay of leave allow ance for each 20 contract d ays or m ajor fraction thereof.
Tw o ad d itional d ays are p rovid ed to each teacher each school year and these tw o d ays w ill be available
for u se from the beginning of the school year. A teacher m u st be on d u ty the first d ay that school is in
session (i.e., stu d ents m eeting classes) or be on an excu sed absence to be eligible for this tw o -d ay ad vance.
If an em ergency occu rs requ iring the u se of leave d ays in excess of the nu m ber accru ed , the teacher m ay
contact the H u m an Resou rces Dep artm ent to ask that consid eration be given for the front-load ing of
ad d itional u naccru ed d ays. If a teacher leaves the em p loy of the school d istrict before the end of the
school year, s/ he w ill have the final p ay check red u ced by the am ou nt of p ay received for leave d ays u sed
bu t not yet earned . The u nu sed p ortion of su ch allow ance shall accu m u late from year to year w ithou t
lim itation. At the beginning of the school year, each teacher shall be ad vised in w riting of the nu m ber of
d ays of leave w hich the teacher has accu m u lated . For regu lar p art -tim e and interim teachers, leave is
p rorated accord ing to the p ercentage of fu ll-tim e being w orked . Contracts p ertaining to Sched u le F
activities are not inclu d ed .
B. The Governing Board believes that am p le vacation tim e is inclu d ed in the school calend ar and exp ects
teachers to be in attend ance on all contracted d ays. Paid leave m ay be u sed for p ersonal illness or inju ry,
fam ily illness, p arental obligations, fam ily d eath or p ersonal bu siness.
C. A teacher w ho u ses m ore than three leave d ays in a one m onth p eriod m ay be requ ired to p rovid e
d ocu m entation regard ing the necessity of the absences. The Su p erintend ent (or d esignee) m ay requ ire
from the teacher a certificate signed by a d u ly licensed p hysician or Christian Science Practitioner verify ing that the cau se of an absence of m ore than three consecu tive d ays w as illness or inju ry to self or fam ily.
The teacher m ay also be requ ired to have a health exam ination by the District Med ical Ad visor at no cost
to the teacher.
The teacher shall be notified of this requ irem ent in w riting, inclu d ing a statem ent citing ju st cau se, and a
cop y of this notification shall be sent to the CTA.
D. Rep orting Process
1.

When a teacher know s of a short-term absence in ad vance, a tw o-d ay notice shall be given to the
p rincip al. In other cases, the teacher shall notify su bstitu te service as soon as p ossible bu t never later
than 7:00 a.m . on the d ay of absence.

2.

When an extend ed absence is know n in ad vance (e.g., sched u led su rgery, child birth), the teacher shall
notify the Princip al and the H u m an Resou rces Dep artm ent as soon as p ossible so that arrangem ents
for a gu est teacher m ay be m ad e. This notice shall be su bm itted on the ap p rop riate form , ind icating
the beginning and end ing d ate of the d isability p eriod . The form m u st be signe d by the teachers
p ersonal p hysician. If circu m stances requ ire a change in the estim ated d isability p eriod , a revised
form shall be su bm itted , also signed by the teacher s p ersonal p hysician.

E. Pregnancy leave is granted in accord ance w ith the Fed eral Fa m ily Med ical Leave Act p rovisions. In the
case of a p erson w ho d oes not qu alify for fam ily m ed ical leave, p regnancy leave w ill be treated as a
m ed ical leave.
F.

If the N on Continu ing or continu ing teacher w ants ad d itional tim e beyond the d isability p eriod to care for
the child , the teacher w ill su bm it a requ est for a leave of absence w ithou t p ay w ith the requ est being
noted as p ersonal. This w ill be treated as a p ersonal leave of absence w ithou t p ay.

Proc. 9 - 4

07/ 02

Donation of Leave Days

A. A teacher w ho has d ep leted his/ her leave d ays m ay requ est access to the Leave Assistance Program by
su bm itting a Med ical Leave Assistance Program Requ est Form to the Assistant Su p erintend ent for
H u m an Resou rces requ esting d onations of leave d ays from other teachers so that the teachers incom e can
continu e d u ring an extend ed p eriod of absence of tw o w eeks or m ore. Donated leave d ays are intend ed
for the u se of the em p loyee only to com p ensate for d ays m issed d u e to p ersonal illness.
Leave d ays for fam ily illnesses are available thr ou gh the Fed eral Fam ily Med ical Leave Act.
B. The d onor teacher m ay d onate leave d ays only if he/ she has thirty (30) or m ore d ays of accu m u lated
leave. The d onor teacher m ay d onate no m ore than five (5) d ays of leave in any contract year. The d onor
teacher w ill d esignate the d onation in the nam e of the teacher to receive the d onation.
C. If m ore d ays than are need ed are d onated to the receiving teacher, the extra d ays shall be retu rned to the
d onor teacher.
D. N o teacher shall be eligible for the leave assistance p rogram after he/ she qu alifies for long -term d isability
coverage.
Leaves of Absence Withou t Pay
General
A. Any teacher w ho m u st be absent w ithou t p ay for any p eriod m u st requ est a leave of absence w ithou t p ay
or su bm it a resignation. To d o other w ise is a breach of contract and w ill be consid ered job aband onm ent.
This also ap p lies to em p loyees w ho have exhau sted their leave allow ance. A health leave of absence
w ithou t p ay m u st be requ ested , to be effective as soon as leave allow ance is exhau sted .
B. All requ ests for leave shall be ap p lied for in w riting, u sing the ap p rop riate form , and the term of the leave
requ ested m ay not exceed one year. Those w ho have requ ested leaves w ill be inform ed in w riting as to
the d isp osition of the requ est.
Leaves of absence w ithou t p ay m ay be requ ested u nd er the follow ing:

A teacher w ho is u nable to teach becau se of p ersonal illness or d isability and w ho has exhau sted all
leave available (or w ho has chosen not to u se accu m u lated leave) m ay requ est a leave of absenc e
w ithou t p ay u p on the su bm ission of a p hysician s certificate, for the rem aind er of the school year or
u ntil s/ he is able to retu rn to d u ty. If the teacher has not retu rned by the end of the school year, the
teachers health cond ition w ill be review ed an d a d ecision m ad e by the H u m an Resou rces
Dep artm ent w ith the assistance of the District Med ical Ad visor, to p erm it the teacher to retu rn to
d u ty, extend the leave of absence, or take ap p rop riate action.
1.

A teacher w ho becom es eligible for consid eration for the Districts long-term d isability insu rance
p rogram m u st ap p ly for a health leave of absence to begin u p on the exhau stion of leave.

2.

A teacher w ho is inju red w hile on d u ty and covered by the Workers Com p ensation Plan w ill not
be granted a health leave of absence u ntil his/ her leave is exhau sted or u ntil the teacher becom es
eligible for coverage u nd er the long-term d isability insu rance p rogram , w hichever com es first.
If a teacher is granted p erm ission from a d octor, w ith concu rrence from the District Med ical
Ad visor (if d eem ed necessary), to retu rn to w ork d u ring the p eriod of the leave of absence
alread y granted , s/ he w ill be retu rned to w ork only if a vacancy exists for w hich the teacher is
qu alified .

For m aternity leave beyond the p eriod of d isability charged to leave or in lieu of leave.

To one teacher d esignated by the CTA for the p u rp ose of engaging in local, state, or national
association activity

To cam p aign for or serve in a cou nty, state, or national elected p u blic office.

07/ 09

Proc. 9 - 5

To serve in the Peace Corp s, or sim ilar governm ent ap p roved activity.

To serve as an overseas teacher, u su ally on an exchange basis.

Other requ ests not listed above w ill be consid ered on their m erit.

C. A requ est for a leave of absence w ithou t p ay w ill be review e d for recom m end ation by the p rincip al or
ed u cational u nit su p ervisor, the H u m an Resou rces Dep artm ent, and the Su p erintend ent, w ho w ill su bm it
it to the Governing Board for action.
D. A leave of absence w ithou t p ay other than a health or m aternity leave shall be for a p eriod of one sem ester
or one school year so as to interfere as little as p ossible w ith the instru ctional p rocess. Any requ est for a
p eriod of tim e other than these w ill be consid ered only in u nu su al circu m stances.
E. A teacher w ho is granted a leave for one school year or less w ill not break his/ her continu ity of service.
Leaves of absence w ithou t p ay for any reason other than health or m aternity w ill not be granted to
teachers w ith less than three years of fu ll-tim e continu ou s teaching excep t in u nu su al circu m stances. A
teacher w ith less than three years of fu ll-tim e continu ou s teaching w ho takes a leave for m ore than one half of the school year, how ever, m u st begin his/ her three -year fu ll-tim e continu ou s teaching p eriod over
again, since the continu ity of service requ ired by law w ill be broken.
F.

A teacher w ho is granted a leave for one school year or less w ill be retu rned to his/ her form er
assignm ent(s), and the teacher em p loyed or transferred as a rep lacem ent for the teacher on leave w ill be
em p loyed or transferred only for the d u ration of the p eriod of the leave, and w ill be so inform ed in
w riting. The rep lacem ent teacher w ill be p laced on the reas signm ent list at the conclu sion of the leave
u nless an op ening exists in that d ep artm ent on that cam p u s, in w hich case the teacher shall be assigned to
that p osition.

G. H ealth insu rance benefits w ill be p rovid ed by the d istrict for a teacher d u ring a health related leave of
absence w ithou t p ay for one year or less. At the end of one year of leave w ithou t p ay, health insu rance
benefits w ill no longer be p rovid ed by the d istrict. The teacher w ill retu rn to w ork, retire, resign or
qu alify or the long-term d isability and health insu rance p rogram s throu gh the Arizona State Retirem ent
System .
H . In the event that a teacher enters the ASRS Long -Term Disability (LTD) Program , the d istrict w ill
su bsid ize one half of the ind ivid u als health insu rance p rem iu m in the d istricts p lan u p to $160 p er m onth
(exclu sive of any ASRS su bsid y p rovid ed ) for the year follow ing the one year of m ed ical leave p rovid ed
by the d istrict. If this teacher recovers w ithin a year of being on the LTD p rogram and is d eem ed fit to
retu rn to w ork, the teacher m ay notify the d istrict that he/ she is able to retu rn to w ork. The teacher w ill
then be offered the first p osition that is available for w hich he/ she is qu alified . If the teacher accep ts the
p osition, the salary w ill be at the p ay range and seniority d ate w hich the teacher w ou ld have earned
im m ed iately p rior to taking a m ed ical leave.
I.

When a teacher retu rns to the em p loy of the d istrict after a p eriod of one year of u np aid leave (or a
su bsequ ent p eriod of u p to one year in the case of a teacher w ho entered the LTD p rogram ), the teacher
m u st w ork one fu ll year to be eligible to ap p ly for another u np aid leave of absence.

J.

A teacher on a leave of absence w ithou t p ay other than a health leave m ay m ake arrangem ents w ith the
Payroll Office to continu e the ind ivid u al/ d ep end ent coverage u nd er the District grou p health and m ajor
m ed ical insu rance p lan.

Proc. 9 - 6

07/ 02

Family Medical Leave (FMLA) Act

1.

A teacher w ho (a) has been em p loyed for at least one (1) year by the Phoenix Union H igh School District
and (b) has at least 1250 hou rs of service d u ring the p reviou s 12-m onth p eriod is eligible for fam ily and
m ed ical leave as ou tlined in the Fam ily Med ical Leave Act of 1993.

2.

All teachers w ho m eet the ap p licable tim e of service requ irem ents shall be granted u p on requ est fam ily or
m ed ical leave consisting of u np aid leave for a p eriod of tw elve (12) w eeks (d u ring any 12-m onth p eriod ).
The teacher m ay elect to su bstitu te any accru ed p aid leave for any p art of the tw elve w eek p eriod .
Leave shall be granted for the follow ing reasons:
a.

The birth of a child in ord er to care for the child .

b.

Ad op tion or foster p lacem ent of a child . The entitlem ent to leave for birth or p lacem ent of a child for
ad op tion or foster care w ill exp ire tw elve (12) m onths from the d ate of the birth or p lacem ent.

c.

To care for a sp ou se, child , or p arent w ho has a seriou s health cond ition.

d . A seriou s health cond ition that rend ers the teacher incap able of p erform ing the fu nctions of his/ her
job.
Du ring a p eriod of FMLA leave, an em p loyee w ill be retained on the District health p lan u nd er the sam e
cond itions that ap p lied before the leave com m enced . Proced u res and requ ired d ocu m entation for leave
requ ests shall be in accord ance w ith d istrict p olicies and the Fed eral Fam ily Med ical Leave Act, Section 103
(1993).
Short-Term Leaves of Absence to Meet Professional Obligations
The Governing Board recognizes that p articip ation by teachers in the activities of p rofessional ed u cational
organizations, throu gh services on com m ittees, board s, and com m issions, as w ell as the continu ation of their
ed u cation, contribu te to the p rofessional grow th of the staff and to the im p rovem ent of instru ction.
Short-Term Leaves of Absence w ith Pay
A. Short-term leaves of absence w ith p ay m ay be granted for teachers, and gu est teachers p rovid ed , w hen
the absence is occasioned by one of the follow ing w ithin Arizona:
1.

Particip ation in a legitim ate, bona fid e p rofessional d u ty;

2.

Attend ance at ed u cational conference or w orkshop in w hich the content is d irectly related to the
teachers areas of teaching;

3.

Attend ance at an ed u cational conference or w or kshop sp onsored by a p rofessional ed u cation

association as an official d elegate of the associa tion, inclu d ing the AEA Delegate Assem bly and
sim ilar m eetings.

B. A m axim u m of 100 school d ays p er year for the teachers in the District m ay be recom m end ed by t he CTA
and ap p roved by the Assistant Su p erintend ent for Instru ction and Accou ntability. The p rincip al w ill be
ad vised of the im p end ing absence at least one (l) w eek p rior to the absence, if p ossible.
C. If a travel requ est is requ ired for any of the above, the Travel Regu lations in the Ap p end ix m u st be
follow ed and travel fu nd s p rovid ed as stip u lated in the Travel Regu lations.
D. Su ch leave requ ested d u ring the op ening three (3) w eeks of school, the closing w eek of any sem ester, the
op ening w eek of any oth er sem ester, and the closing tw o (2) w eeks of the school year w ill be granted only
in the m ost u nu su al circu m stances. All leaves of absence granted u nd er this section shall be in u nits of
fu ll d ays or half d ays.
Sabbatical Leave
A. A teacher w ho has been em p loyed by the Phoenix Union H igh School District for a p eriod of seven (7)
consecu tive years im m ed iately p rior to the year in w hich the sabbatical leave is to com m ence shall be
eligible to ap p ly for a sabbatical leave not to exceed a p eriod of one (l) y ear. A teacher m ay ap p ly for

07/ 09

Proc. 9 - 7

m ore than one sabbatical leave d u ring his/ her years of service in the d istrict. H ow ever, p reference shall
be given to the teacher w ho has not p reviou sly been granted a sabbatical leave.
B. The Governing Board m ay au thorize sabbatical leaves of absence w hen it d eem s su ch absence to be
reasonable and for good cau se and not d etrim ental to ed u cation w ithin the District. Sabbatical leaves m ay
be granted only for the p u rp ose of allow ing a teacher to continu e his/ her p rofessional ed u cation. A
carefu l review of the ap p lication shall be m ad e to ensu re that the p u rp oses are in the best interest of the
District.
C. The Governing Board m ay au thorize a salary as p rovid ed by the state law to be p aid to the teacher to
w hom a sabbatical leave is granted .
D. A leave of absence w ithou t p ay m ay be granted for the p u rp ose of im p rovem ent of instru ction throu gh
w ork exp erience, or ed u cational leave, u p on recom m end ation of the p rofessional grow th com m ittee.
E. Tim elines for sabbatical leave ap p lication are as follow s:
Su p erintend ent
Recom m end ation to
Governing
Board

Action
by
Governing
Board

Jan. 10

Feb. 1

Mar. 1

Mar. 15

Ap r. 15

Sep t. 1

Oct. 1

N ov. 1

N ov. 15

Dec. 15

Beginning
1st Sem ester
Beginning
2nd Sem ester

Sabbaticals

F.

Prop osal
to Professional
Grow th

Professional
Grow th
Recom m end ation to
Su p erintend ent

Statem ent
of Intent to
Professional
Grow th

Teachers shall inclu d e w ith their ap p lication for sabbatical leave a recom m end ation from the p rincip al
and p lan of stu d y w hich inclu d es the d etails either for stu d y in an ap p roved college or u niversity, or a
p roblem or p roject for research or w riting to be p u rsu ed ind ep end ently by the ap p licant.
This p lan shall be review ed by the Professional Grow th Com m itt ee and m u st be ap p roved by the
Su p erintend ent. If a teacher find s it necessary to change his/ her p lans, s/ he shall so notify the
Su p erintend ent and receive ap p roval in ad vance for any change.

G. All ap p lications shall be review ed for a recom m end ation to t he Su p erintend ent by the Professional
Grow th Com m ittee. Am ong other qu alifications of the ap p licants, the com m ittee shall consid er the
follow ing: su ccessfu l service d u ring the p reviou s seven (7) years, contribu tions to the teach ing p rofession,
the extent of the ap p licants p rofessional stu d y, travel, and research.
H . A teacher on sabbatical leave shall not engage in fu ll-tim e em p loym ent or in stu d y for another trad e or
p rofession d u ring his/ her leave u nless the em p loym ent is accep ted by the Profession al Grow th
Com m ittee as a necessary p art of the p lan.
I.

The salary shall be p aid u p on cond ition that the teacher shall retu rn not later than one year after the
com m encem ent of the sabbatical leave for renew al of em p loym ent for at least one (l) school year. Unless
s/ he retu rns w ithin su ch p eriod , s/ he shall rep ay to the District the am ou nt p aid to him / her d u ring the
leave p eriod , and u nless su ch am ou nt is p aid , the Govern ing Board shall d irect the Cou nty Attorney to
institu te su it against su ch p erson to collect su ch am ou nt.

J.

If the sabbatical leave is granted , all rights of tenu re, retirem ent, accru ed leave w ith p ay, salary
increm ents, and other benefits p rovid ed by law shall be p reserved and available to the ap p licant after the
term ination of the leave.

K. A teacher retu rning from sabbatical leave shall be assigned to a p osition w hich w ill p erm it p u p ils to
d erive m axim u m benefits from his/ her exp erience. A teacher w ho receives a leave of absence w ill be
consid ered a p art of the staff of the school from w hich the leave w as granted and w ill be retu rned to that

Proc. 9 - 8

07/ 02

school. Su ch leave w ill not break the continu ity of service of the p er son involved . A teacher em p loyed or
transferred as a rep lacem ent for a teacher on leave w ill be em p loyed or transferred only for the p eriod of
the leave.
L. Within ninety (90) d ays after the teacher retu rns to fu ll-tim e d u ty from sabbatical leave, s/ he shall su bm it
a com p rehensive w ritten rep ort d ealing w ith the ed u cational asp ects of his/ her stu d y to the Professional
Grow th Com m ittee and to the Su p erintend ent w ho w ill m ake cop ies available to each Governing Board
m em ber. This rep ort shall inclu d e transcrip ts of a college or u niversity stu d y w hile on leave, and other
item s of inform ation p ertinent to an evalu ation of his/her p rogram .
M. The Su p erintend ent and the teacher m ay agree on w ays in w hich the rep ort m ay be u sed to fu rther the
instru ctional p rogram s in the District. As his/ her tim e p erm its, the teacher m ay be requ ested to
p articip ate in school and com m u nity activities, if his/ her stu d ies d u ring his/ her sabbatical leave are relevant.
N . Each year the Governing Board shall fu nd sabbatical leave requ ests w hich w ere ap p roved throu gh the
foregoing p rocess. The Governing Board m ay au thorize a salary to be p aid to the p ers on, not to exceed
one-half of the salary then received by him / her. This section d oes not p reclu d e the em p loyee from
requ esting a non-p aid sabbatical leave.
Exchange Teachers
A teacher m ay requ est an extend ed leave of absence for one (l) sem ester or one (l) year w ith p ay to serve as an
exchange teacher. A teacher on exchange leave shall continu e to ad vance throu gh the salary sched u le d u ring
the leave.
Military Leave
Military leaves of absence shall be granted by the Governing Board to a teacher in accord a nce w ith existing
state and fed eral statu tes.
Civic Resp onsibilities
A. Teachers w ho are requ ired to serve on ju ry d u ty or to ap p ear in cou rt in resp onse to an official su bp oena
w ill receive fu ll salary d u ring the p eriod of su ch service, su bject to the d ed u ction from their regu lar p ay
an am ou nt equ al to the com p ensation p aid them for su ch d u ty exclu sive of m ileage reim bu rsem ent.
B. A teacher w ho m u st ap p ear in any legal p roceed ings connected w ith his/ her em p loym ent w ith the
District m ay be absent w ithou t loss of p ay for that cau se, if the teacher is requ ired by law to attend .
N atu ral Disasters
If a natu ral d isaster m akes it im p ossible for teachers to rep ort for w ork, the Gov erning Board m ay p rovid e
ad d itional d ay(s) of p ersonal leave w ith p ay for the enforced absence(s).
Leaves of Absence for School N u rses
N u rses w ill be eligible for the sam e leaves of absence as teachers, excep t for sab batical leave and exchange
teacher leave for w hich nu rses are not eligible.
Qu estions for School N u rses
Tim e off in lieu of overtim e shall be granted to nu rses based u p on m u tu al agree m ent betw een em p loyee and
su p ervisor on an hou r-for-hou r basis.

07/ 09

Proc. 9 - 9

Early Retirement Program

A. An em p loyee w ho op ts to term inate em p loym ent after age 50 w ill be eligible for p articip ation in th e Early
Retirem ent Program p rovid ed he/ she m eets the follow ing criteria:
1.

w as hired p rior to Ju ly 1, 2009.

2.

has ten (10) consecu tive years of fu ll-tim e satisfactory service in the Phoenix Union H igh School
District, and

3.

is not Med icare eligible.

4. terminates employment prior to June 30, 2011

5.

terminates employment after June 30, 2011, and has 15 years or more of continuous satisfactory district
employment at June 30, 2010.
The p rogram p rovid es for p aym ent of sp ecified insu rance and for gu est t eaching as d etailed in this
section. Ap p lication is m ad e throu gh the H u m an Resou rces Dep artm ent.

B. A teacher m ay p articip ate in the Early Retirem ent Program for a p eriod of tim e not to exceed his/ her
years of fu ll-tim e service w ith the District.
C. The teacher w ill sign an agreem ent to teach as a gu est teacher d u ring a school year at a d aily rate of
$112.50 for each d ay of service. On the 21st consecu tive d ay and all su bsequ ent d ays of the sam e
assignm ent the rate shall be $200.00 p er d ay. This rate sha ll be retroactive to inclu d e the p reced ing 20
d ays as a gu est teacher.
D. If the District d eterm ines that early retirees m u st be covered by a health insu rance p lan other than the one
w hich insu res active em p loyees, the follow ing p rovisions ap p ly:
1.

Em p loyees w ho enter the Early Retirem ent Program p rior to Ju ly 1, 2003, and w ho also are receiving
state retirem ent w ill have tw o op tions: (a) m oving to the Arizona State Retirem ent System (ASRS)
p lan w ith the District p aying the p rem iu m of the low est cost p lan (regard less of w here the retiree
resid es) m inu s the ASRS su bsid y; (b) staying on the Districts p lan w ith the retiree p aying the
d ifference betw een the cost of the District p lan retiree rate and the low est cost p lan of the ASRS.

2.

Em p loyees w ho enter the Early Retirem ent Program on or after Ju ly 1, 2003, and w ho also are
receiving state retirem ent w ou ld be on the ASRS p lan and the District w ou ld p ay the p rem iu m of the
low est cost ASRS p lan (w ithou t ad ju stm ent for w here the retiree lives) m inu s the ASRS su bsid y.

3.

Em p loyees w ho take (took) early retirem ent from the District bu t d o (d id ) not retire w ith ASRS, and
w ho are not eligible for su bsid ized m ed ical coverage throu gh another em p loyer, w ill have the op tion
of staying on the District p lan w ith the retir ee p aying the d ifference betw een the cost of the District
p lan retiree rate and the low est cost p lan of the ASRS. After the em p loyee enters state retirem ent,
those w ho entered early retirem ent before Ju ly 1, 2003, w ill be covered by the p rovisions of p ara grap h
1 above. Those w ho enter early retirem ent after Ju ly 1, 2003, w ill be covered by p aragrap h 2 above.

4.

Em p loyees w ho took early retirem ent p rior to Ju ly 1, 2003, and w ho resid e ou t of state w ill p ay the
sam e am ou nt tow ard their coverage as a p re Ju ly 1, 2003, early retiree w ho resid es in state and chose
to stay on the District p lan. The District w ou ld p ay any rem aining p rem iu m cost.

5.

Once an eligible early retiree op ts ou t of coverage u nd er the District health p lan, he/ she cannot elect
to retu rn to coverage u nd er the District health p lan. The p erson w ill continu e to receive all other
benefits u nd er the early retirem ent p rogram , inclu d ing p aym ent of ASRS health p lan p rem iu m s.

E. An em p loyee w ho w as hired p rior to Ju ly 1, 2009 w ith less than 15 year s of d istrict service at Ju ne 30, 2010,
w ho op ts to term inate em p loym ent after age 50 w ill be eligible for p articip ation in a m od ified Early
Retirem ent Program . This ap p lies to su ch em p loyees w ho term inate em p loym ent after Ju ne 30, 2011 and
are not Med icare eligible. Paragrap hs B and C rem ain in effect.
1. H ealth insu rance w ou ld be p rovid ed throu gh Arizona State Retirem ent and the d istrict w ou ld p ay 75%
of the p rem iu m of the low est cost ASRS p lan (w ithou t ad ju stm ent for w here the retiree lives) m inu s
the ASRS su bsid y.

Proc. 9 - 10

07/ 02

2. Em p loyees w ho take Early Retirem ent from the d istrict bu t d o not retire w ith ASRS, and w ho are not
eligible for su bsid ized m ed ical coverage throu gh another em p loyer, w ill have the op tion of staying on
the d istrict p lan w ith the retiree p ayin g the d ifference betw een the cost of the d istrict p lan retiree rate
and 75% of the low est cost p lan of the ASRS. After the em p loyee enters state retirem ent, they w ill be
covered by p aragrap h F1 above.
3. Once an eligible early retiree op ts ou t of coverage u nd er the d istrict health p lan, he/ she cannot elect to
retu rn to coverage u nd er the d istrict health p lan. The p erson w ill continu e to receive all other benefits
u nd er the Early Retirem ent Program , inclu d ing p aym ent of ASRS health p lan p rem iu m s.
4. Once an eligible Early Retiree op ts ou t of coverage u nd er the d istrict p lan, he/ she cannot elect to retu rn
to coverage u nd er the d istrict health p lan. The p erson w ill continu e to receive all other benefits u nd er
the m od ified Early Retirem ent Program , inclu d ing p aym ent of ASRS health p lan p rem iu m s.
F.

The Governing Board shall p rovid e, at no cost to the em p loyee, grou p term life insu rance as d escribed in
the m aster contract(s) betw een the d istrict and the p rovid er. Am ou nt of coverage of $25,000 or an am ou nt
equ al to annu al salary, w hichever is greater. This coverage w ill continu e u ntil the em p loyee becom es
Med icare eligible.

G. A teacher choosing this p rogram w ou ld be assu red of annu al renew al u ntil the end of the contract year in
w hich he/ she becom es Med icare eligible.
H . This agreem ent is su bject to the ap p licable law s and regu lations of the State of Arizona, the law fu l ru les
and regu lations of the Arizona State Board of Ed u cation, the ap p licable law s and regu lations of the
Arizona State Retirem ent System , and the ru les and regu lations of the Phoenix Union H igh School
District.
Post Retirement Return to Work Program
If an early retire retu rns to w ork for the District, the retiree d oes not forfeit any rights gu aranteed throu gh the early
retirem ent program .
A retired teacher (early or regu lar) m ay retu rn to w ork if requ ested by the District and need not com plete the
norm al application and interview process. If the teacher is requ ested to retu rn to em ploym ent in a bu d geted ,
posted position for m ore than 20 consecu tive d ays in a sem ester, the teacher shall be issu ed a contract for u p to one
sem ester per the Teachers Salary Sched u le as if a new hire (initial placem ent gu id elines). This teacher shall have no
rights to continu ing em ploym ent and shall not earn any leave d ays bu t w ill be paid for all recess d ays except spring
break and w inter recess if on the payroll the d ay before and after the recess d ay(s).
Other Fringe Benefits
Payment for Unused Leave Upon Retirement, Resignation, or D eath in Service
A. Effective Ju ly 1, 1993, a teacher w ith continu ou s satisfactory service at the tim e of retirem ent, resignation,
term ination, or d eath shall receive (or his/ her estate) a financial paym ent at the rate of 45% of their cu rrent
d aily rate of pay for any u nu sed leave d ays. Leave shall be cu m u lative ind efinitely.

B. Paym ents of $5,000 or less w ill be m ad e in a lu m p su m to the em p loyee after the em p loyees final d ate of
em p loym ent.
C. Paym ents of m ore than $5,000 shall be m ad e into a 403 (b) p ost em p loym ent tax sheltered savin gs p lan.
The em p loyee cannot elect to receive a cash p aym ent. If an em p loyee is u nd er age 55 at the tim e of
sep aration from the District and need s to w ithd raw fu nd s from his/ her p ost -em p loym ent 403 (b) accou nt
w ithin one m onth follow ing sep ar ation, the District w ill refu nd 2.35% to the em p loyee w hen notified by
the 403 (b) Provid er that the w ithd raw al at sep aration had occu rred . (This am ou nt is intend ed to m ake u p
for the p enalty p aid (10%) to the IRS less the 7.65% FICA benefit received .)
D. Incentives for N on-u se of Leave
The District, in conju nction w ith the Phoenix Union Partnership of Bu siness and Ed u cation, is com m itted to
provid ing incentives for conservative u se of leave d ays by teachers.

07/ 09

Proc. 9 - 11

Pre-retirement Plan to Reduce Assignment

A. A teacher, w ho is w ithin tw o years of qu alifying for retirem ent or early retirem ent, m ay requ est to enter
into a red u ced 0.6 contract for u p to tw o years accord ing to the follow ing p rovisions:
1.

Accep t a red u ced assignm ent to teach tw o classes (0.4) and to u se one ad d itional p eriod (0.2) for
p lanning, p rep aration, consu lting, etc.

2.

Accep t an equ ivalent red u ction in p ay w hile retaining fu ll rights, bene fits, and service cred it.

3.

Su bm it an Intent to Retire form by October 1 to retire d u ring or at the end of the second sem ester or
by March 1 to retire d u ring or at the end of the first sem ester.

B. A teacher u nd er this p lan w ou ld be able to p articip ate in retirem ent or early retirem ent p rogram s w ith
fu ll p rivileges.
C. The Governing Board m ay au thorize red u ced assignm ents w hen it d eem s su ch absence to be reasonable
and for good cau se and not d etrim ental to ed u cation w ithin the District. A carefu l review of the
ap p lication shall be m ad e to ensu re that the p u rp ose is in the best interest of the District.
AD MISSION TO SCHOOL EVEN TS
All d istrict em p loyees shall be issu ed an id entification card w hich shall entitle the hold er to free ad m ission to
au thorized d istrict activities.

Proc. 9 - 12

07/ 02

PROCED URES
RULES OF WORK
PAYD AYS AN D PAYROLL IN FORMATION
Proced u res for p ayroll d ed u ction and other p ayroll inform ation m ay be fou nd in the Ap p end ix.
A.

Payroll Ded u ctions

Teachers m ay sign and d eliver to the H u m an Resou rces Dep artm ent an assignm ent au thorizing
d ed u ction of m em bership d u es and assessm ents of the CTA. Au thorization shall continu e in effect
u nless su ch au thorization is form ally revoked by the teacher in w riting and cop ies thereof are d elivered
to the CTA rep resentative and the H u m an Resou rces Dep artm ent. The d ed u ction of m em bership d u es
u p on m em bers requ est shall be m ad e in equ al am ou nts from eighteen (18) regu lar p ay checks
follow ing the receip t and p rocessing of the requ est, and the Governing Board agrees to rem it p rom p tly
to the CTA all m onies d ed u cted accom p anied by a list of teachers from w hom the d ed u ctions have been
m ad e.

B.

Teachers m ay sign and d eliver to the H u m an Resou rces Office au thorization for the follow ing p ayroll
d ed u ctions and w ith the d ead lines ind icated :
Cred it Union no d ead line.
United Fu nd Decem ber 1.
H ealth and Major Med ical Insu rance d ep end ent coverage thirty (30) calend ar d ays after first d ay of
em p loym ent of the cu rrent year.
Tax-Sheltered Annu ities no d ead line.
U. S. Savings Bond s no d ead line
Au thorization for p ayroll d ed u ctions for other p u rp oses m ay be m u tu ally agreed u p on, su bject to the
lim itations im p osed on the Districts Payroll Office by the Maricop a Cou nty p ayroll system .

C.

An am end m ent of em p loym ent contract for the tax-sheltered annu ity p rovision shall au tom atically
ap p ly to the em p loym ent contract for each su cceed ing school year, excep t:
1.

The am ou nt of salary red u ction in this am end m ent m ay be changed d u ring the year by giving
w ritten notice of at least thirty (30) d ays p rior to the effective d ate of the change . A new
am end m ent is requ ired to increase or d ecrease the am ou nt of salary d ed u ction.

2.

Term ination of this am end m ent m ay be m ad e at any tim e by giving w ritten notice of at least
thirty (30) d ays p rior to the effective d ate of the term ination.

WORKD AY AN D WORK YEAR

School Calendar Recommendations
The CTA shall su bm it its recom m end ed calend ar(s) to the Su p erintend ent not later than Febru ary 15. Each
teacher shall be p rovid ed a cop y of the su cceed ing years calend ar(s) as soon as p ossible after ap p roval by th e
Governing Board .
Professional Workday and Work Week for Teachers
The p rofessional w orkd ay and w ork w eek inclu d e m any p rofessional activities in w hich the teacher is
involved other than d irect stu d ent contact in a classroom . H ow ever, the m ain focu s of th is p rofessional
assignm ent is the classroom , w hich rep resents the p ortion of the teachers assignm ent w here the greatest
am ou nt of tim e is sp ent. The teacher m u st be in the classroom d u ring the p eriod s w hich are assigned as

07/ 09

Proc. 10 - 1

teaching p eriod s, u nless other arrangem ents have been sp ecifically m ad e w ith the p rincip al/ su p ervisor or
d esignee. Also, the teacher w ill p erform those p rofessional resp onsibilities necessary to m eet the need s of
stu d ents, and those p rofessional d u ties necessary to be effective in the classroom . The teacher w ill cond u ct
activities to retain p otential d rop ou ts as d efined by the Keep Kid s in School Program (KKIS) w hich is
d escribed later in this agreem ent.
1.

The u su al w orkd ay for teachers shall be from 7:30 A .M . to 3:30 P.M., or an equ ivalent p eriod of tim e
d ep end ing on the p articu lar cam p u s sched u le and the beginning of the teachers w orkd ay. Thou gh
variations to an eight-hou r sched u le are p erm itted , no teacher w ill be requ ired to have a w ork sched u le
w hich end s later than 4:00 P.M. u n less the teacher agrees to su ch a sched u le. If a school has m ore than
seven class p eriod s sched u led p er d ay, a teachers ind ivid u al assignm ent w ill be w ithin a consecu tive
seven p eriod s u nless the teacher volu nteers otherw ise. Teachers w ho find it necessary to leave cam p u s
p rior to the end of the w orkd ay shall notify the p rincip al/ d esignee.

2.

The p rofessional w ork w eek for classroom teachers shall inclu d e up to 1425 m inu tes for teaching or
cam p u s su p ervision assignm ent(s) and u p to 50 m inu tes for an acad em ic intervention Program if the
acad em ic intervention p rogram ap p roved by the Cam p u s Com m ittee as d escribed below . Shou ld a
cam p u s have an overrid ing need for m inor m od ifications to these gu id elines, the p rincip al m ay p etition
the Assistant Su p erintend en t for Instru ction and Accou ntability for a one-year variance. These nu m bers
can then be red u ced or increased if agreed to by the Assistant Su p erintend ent for Instru ction and
Accou ntability and the CTA Presid ent. Tim e d escribed m ay be averaged w ithin a th ree-w eek, six-w eek,
nine-w eek or eighteen-w eek sem ester. N orm ally w ork exp erience coord inators m ay have a w eekly
sched u le w hich inclu d es 825 m inu tes of teaching p eriod s and 550 m inu tes of stu d ent su p ervision on the
job.

3.

The p rincip al/ d esignee shall seek inp u t before the ad op tion of a sched u le that changes the length or
arrangem ent of p eriod s in the w ork w eek. Su ch inp u t shall consist of, bu t not be lim ited to instru ctional
lead ers as a grou p , the Cam p u s Com m ittee, and u ltim ately the entire facu lty. Th is p rocess shall be
com p leted by March 1 of the school year p rior to ad op tion of the sched u le. Sched u les m u st p rovid e for
every class to m eet a m inim u m of 275 m inu tes p er w eek, and for every class to m eet a m inim u m of 4000
m inu tes p er half-cred it grad ing term d u ring the norm al school year. Shou ld a cam p u s have an
overrid ing need for m inor m od ifications to these gu id elines, the Princip al m ay p etition the Assistant
Su p erintend ent for Instru ction and Accou ntability for a one -year variance. These nu m bers can then be
red u ced or increased if agreed to by the Assistant Su p erintend ent for Instru ction and Accou ntability
and the CTA Presid ent. Sched u les m u st be in com p liance w ith the Professional Agreem ent and m u st be
su bm itted , p rior to im p lem entation, to the Assistant Su p erintend ent for Instru ction and Accou ntability,
w ho shall exam ine them for com p liance.

4.

The Instru ctional Cabinet, or Instru ctional Lead er as a Grou p , shall recom m end to the Cam p u s
Com m ittee a p lan for requ iring u p to 8 hou rs p er year of d u tie s for teachers ou tsid e of the p rofessional
d ay. These d u ties cou ld inclu d e:
a.
b.
c.
d.

Extend ed staff m eetings or teacher training activities to occu r no m ore than once p er m onth,
Extra op en hou ses d u ring the year,
Sched u led tim es for p arent conferen ce d ays, or
Team -bu ild ing activities.

The Cam p u s Com m ittee shall reach consensu s on the Instru ctional Cabinets p lan or m od ify it to reach
consensu s. If consensu s cannot be reached , the p lan along w ith su ggestions from the Cam p u s
Com m ittee shall be retu rned to the Instru ctional Cabinet w ho shall consid er the Cam p u s Com m ittee
su ggestions and then shall m ake the final d ecision. The Cam p u s Com m ittee m u st reach consensu s on
any activity that extend s the p rofessional w orkd ay beyond 4:30 P.M. and for any activity w hich is not
inclu d ed in the list above. An excep tion shall be m ad e if the Instru ctional Cabinet, or Instru ctional
Lead ers as a grou p , recom m end one ad d itional op en hou se or p arent conference d ay d u ring the year.

Proc. 10 - 2

07/ 09

An ad d itional op en hou se or p arent conference d ay m ay be sched u led w hether or not the Cam p u s
Com m ittee concu rs.
5.

The Princip al and the Cam p u s Com m ittee shall concu r on the ad op ted bell sched u le each year and any
changes to it. The Princip al w ill inform the Cam p u s Com m ittee of any p ro gram changes occu rring on
cam p u s. The District m ay call for a shortened d ay for teacher training. The Cam p u s Com m ittee m ay
also be asked to concu r w ith a cam p u s requ est for a shortened d ay for teacher training. N o m ore than
one d ay p er m onth m ay be shortened to p rovid e for teacher training, and w henever a d ay is shortened
for this p u rp ose, teachers shall be requ ired to attend . If training activities are p rovid ed ou tsid e of the
p rofessional d ay or ou tsid e of the cam p u s p lan for eight hou rs of p otential a d d itional p rofessional
d u ties, teachers are encou raged to p articip ate and w ill be p aid their hou rly rate of p ay or given
p rofessional grow th cred it.

6.

If a cam p u s CTA m em ber, a m em ber of a cam p u s grou p w orking on school im p rovem ent, or any
m em ber of the Cam p u s Com m ittee w ou ld like the cam p u s to create or elim inate an acad em ic
intervention p rogram w hich exceed s up to the 1425 teaching m inu tes, he/ she shou ld requ est
consid eration of su ch by the Cam p u s Com m ittee. The Cam p u s Com m ittee shall coord inate a p lan for
teachers to have tim e to u nd erstand and d iscu ss the issu e. The CTA Unit Chair shall then coord inate an
election to allow all cam p u s CTA m em bers the op p ortu nity to vote on su ch requ est. The ballot shall
inclu d e a statem ent d etailing the m axim u m nu m ber of m inu tes in excess up to 1425 w hich the acad em ic
intervention p rogram w ou ld requ ire. Follow ing the vote, if at least 50 p ercent of cam p u s CTA m em bers
voted and if a m inim u m of tw o-third s of the votes w ere cast in su p p ort of the requ est, the Cam p u s
Com m ittee w ill create a bell sched u le p u rsu ant to the vote. The new bell sched u le w ill be op erational
no later than the beginning of the follow ing school year and as early as the beginning of the next
sem ester if all Cam p u s Com m ittee m em bers agree. After a schools sched u le is established for the year,
no m ore than one change to create or elim inate an acad em ic intervention p rogram in ad d ition up to 1425
teaching m inu tes m ay be consid ered for the rem aind er of the acad em ic year. If the Cam p u s d ecid es to
create an acad em ic intervention p rogram w ithin and up to the 1425 m inu tes of teaching tim e, a cam p u s
vote is not requ ired . Once an acad em ic intervention p rogram is established in ad d ition and up to the
1425 teaching m inu tes, it shall continu e as a p rogram w ith in the nu m ber of ad d itional m inu tes p er vote
u nless another vote is p assed .

7.

The teacher is to be p resent d u ring the hou rs w hen the teacher has an assigned resp onsibility w ith
p u p ils w hile school is in session, u nless p rovision for a su bstitu te has been m ad e, w ith ap p roval of the
p rincip al/ d esignee.

8.

Classroom teachers shall be p rovid ed at least 275 m inu tes for p rep aration p er w eek. These p rep aration
p eriod s are to p rovid e tim e for p rep aration by the classroom teacher to carry ou t his/ her resp onsibil ity
to p u p ils and for the necessary ad m inistrative w ork related to his/ her assignm ent. The teacher shall
u tilize p rep aration tim e in a p rofessional m anner.

9.

The p rofessional w orkd ay and w ork w eek for certificated p ersonnel, other than classroom teacher s,
shall be equ ivalent in tim e to that of classroom teachers bu t the tim e fram e m ay be m od ified to achieve
a sched u le that w ill m eet stu d ent and p arent need s. The p rincip al, after taking cam p u s and stu d ent
need s into consid eration, shall w ork ou t an ap p rop riate assignm ent sched u le w ith the service p ersonnel
concerned . Cou nseling d ep artm ent m em bers w ill ad ju st their lu nch hou rs to ensu re that cou nseling
and crisis services are available to stu d ents d u ring stu d ent lu nch hou rs.

10.

All teachers shall be sch ed u led w ith a d u ty-free lu nch p eriod . Lu nch p eriod s shall be at least 40
m inu tes exclu sive of p assing p eriod s at every com p rehensive cam p u s and Metro Tech. Any excep tions
to this length, d u e to em ergency situ ations, shall be ap p roved on a tem p orary basis by the Cam p u s
Com m ittee.

11.

An abbreviated class sched u le end ing no later than noon shall be p rovid ed on the final Frid ay of each
established grad ing term that d oes not end a sem ester to allow teachers ad equ ate tim e for stu d ent
evalu ation and grad e p rep aration. N o d ep artm ent or facu lty m eetings w ill be sched u led on these d ays.

07/ 09

Proc. 10 - 3

Teachers shall su bm it grad es to the registration office no later than 8:00 A .M . on the follow ing Tu esd ay
or by 4:00 P.M. on that d ay if that d ay p reced es a Board -d eclared holid ay or recess d ay. This w ill
ensu re that stu d ents w ill receive their grad e rep orts in a tim ely m anner.
12.

A testing sched u le, w hich inclu d es p aram eters for ad d ressing state d irectives, w ill be d issem inated
from the District for every d ay w hich inclu d es sta te-m and ated testing. The Princip al and the Cam p u s
Com m ittee, w hile w orking w ithin the District p aram eters, w ill concu r on the sched u le for the d ay. Su ch
a sched u le m ay requ ire a teacher to su p ervise stu d ents for m ore than up to 1425 m inu tes d u ring the
w eek bu t w ill ensu re a reasonable w orkload for teachers. The Cam p u s Com m ittee w ill ap p rove a p lan
for p roctoring of su ch tests to ensu re that the p roctoring w ill be shared by all certificated staff and w ill
allow for ad equ ate breaks for staff.

13.

The last d ay of each sem ester shall be d esignated as a teacher w orkd ay for grad e p rep aration and / or
teacher p lanning. N o m eetings shall be sched u led on this d ay. Teachers w ill su bm it grad es to the
registration office no later than 4:00 P.M. on the last d ay of th e sem ester excep t for the first sem ester
end ing before the w inter holid ay break. In that case, teachers are encou raged to tu rn grad es in as soon
as p ossible bu t no later than 1:00 P.M. on the last w ork d ay p rior to w inter break. If that is a sched u led
p ay d ay, teachers w ill be allow ed to receive their p aychecks on the last d ay of the sem ester after tu rning
in their grad es.

14.

Instru ctional tim e shou ld be free from ou tsid e interru p tion. The ad m inistrator shall call the teacher
from class w ithou t p reviou s notice only in those em ergency situ ations that he/ she d eem s to requ ire
im m ed iate attention.

D ead Week
Five school d ays p rior to sem ester exam inations and the last three school d ays of all other grad ing p eriod s
shall be activity-free. Generally, there shall be no school/ teacher-p lanned assem blies, activities, com p etitions,
or brow nslip p ing of stu d ents d u ring the school d ay. H ow ever, the Cam p u s Com m ittee m ay ap p rove school
activities and p rogram s in recognition of hu m an and civil rights. Other excep tions sh all be allow ed for events
w hich are sched u led ou tsid e cam p u s and / or District control. Any other excep tions to this p olicy m u st be
ap p roved by the Cam p u s Com m ittee.
Hours of Work for School N urses
A. The w orkd ay for nu rses w ill be eight hou rs, inclu d ing a 45 m inu te d u ty-free lu nch to be taken ou tsid e of
the tim es of stu d ent lu nches u nless otherw ise ap p roved by the p rincip al.
B. The p rincip al/ d esignee w ill be notified by the nu rse if going off cam p u s for lu nch. The nu rse w ill
p rovid e the p rincip al/ d esignee instru ctions by w hich s/ he can be reached in the event of an em ergency
that is beyond control of the p rincip al/ d esignee.
Work Year for Teachers
The w ork year for teachers shall be d eterm ined by the official school calend ar. Teachers shall be p aid
ad d itional com p ensation for em p loym ent p rior to or after the d ate sched u led on the official school calend ar,
excep t as otherw ise p rovid ed in the ed u cational p olicies or their contracts.
Work Year for Athletic Trainers
The w ork year for Athletic Trainers shall be for nine (9) m onths. The contract d ates shall be from one w eek
after the first contract d ate for teachers throu gh the last contract d ate for teachers, and w ill inclu d e the fall
recess w eek as a regu larly sched u led w ork w eek.

Proc. 10 - 4

07/ 09

IMC Level of Service

In ord er to ad d ress the lim itations of the IMC staffing, the follow ing cam p u s p roced u re to ad d ress IMC level
of service shall be follow ed :
1.

The Princip al, Professional Develop m ent Sp ecialist, Librarian, Cam p u s Lab Technician (Com p u ter Lab
Assistant), Med ia Techn ician, Unit Chair, CEA, RET and others as d eterm ined by the site, if ap p rop riate,
shall m eet and reach agreem ent regard ing the level of service for their cam p u s IMC.

2.

The level of service agreem ent shall be review ed and ap p roved by the Cam p u s Com m ittee at each site on
or before the first w eek of the contracted school year.

3.

The level of service agreem ent shall be p u blished for the entire cam p u s staff on or before the first w eek of
the contracted school year.

Levels of service inclu d e:

1.

Su bstitu tes for IMC certified staff w ill be p rovid ed at all tim es. Classroom coverage w ill take p reced ence
if there is a shortage of su bstitu tes.

2.

Closu re of the IMC w ill occu r the first and last w eeks of classes in ord er for staff to set u p , close d ow n
and / or inventory the IMC.

3.

Op erating hou rs for the IMC w ill be established to ensu re stu d ent access and reasonable w orking
cond itions for IMC staff.

4.

Retirees (p referably IMC certified or IMC classified ) m ay be hired to w ork one d ay p er w eek (or 34 d ays
p er school year) in the IMC p er IMC d ep artm ent requ est w ith ap p roval from the H u m an Resou rces
Dep artm ent.

5.

A p roced u re for sched u ling u sage of all cam p u s com p u ter labs w ill be d evelop ed to m axim ize u tilization.

6.

The typ es of services cu rrently staffed by IMC p ersonnel w ill be review ed and revised based on the
changing fu nctions of the IMC. Services alread y id entified for review throu gh the m eet and confer
p rocess inclu d e:
a. Cop y service
b. Bell/ Pu blic Ad d ress System s
c. Equ ip m ent Set-u p

7.

Unsu p ervised stu d ent u sage of the IMC w ill be ad d ressed .

8.

Other levels of service id entified by the site w ill be ad d ressed .

AD D ITION AL ASSIGN MEN T FOR REGULAR CERTIFICATED PERSON N EL

Student Teachers
A. A teacher requ esting a stu d ent teacher shall m ake ap p lication throu gh his / her instru ctional lead er. A
teacher m u st have at least three years of classroom teaching exp erience before being assigned a stu d ent
teacher, tw o years of w hich m u ch have been com p leted in the District. The resp onsibility for coord inating
the stu d ent teacher p rogram shall be d elegated to the Assistant Su p erintend ent for Instru ction and
Accou ntability. In general, teachers shou ld have only one stu d ent teacher p er year; any excep tions to this
p ractice m u st be ap p roved by the teacher, his/ her instru ctional lead er, his/ her p rincip al, and the
Assistant Su p erintend ent for Instru ction and Accou ntability.
B. Teachers are encou raged to acknow led ge their p rofessional resp onsibility to p articip ate in and give
lead ership to stu d ent teacher p racticu m .

07/ 09

Proc. 10 - 5

Extra-curricular D uties
Teachers are exp ected to assu m e the resp onsibility for m em bership on a com m ittee other than an ad hoc
com m ittee or the sp onsorship of at least one stu d ent clu b, or class. If the nu m ber of teachers available to su ch
sp onsorship exceed s the nu m ber of need ed assignm ents, then su ch assignm ents m ay be rotated throu gh the
facu lty from year to year.
POLITICAL ACTIVITY
Employees Seeking Elected Office
Em p loyees of the District w ho are cand id ates for p u blic office, before m aking any annou ncem ent, m u st
review their intent w ith the im m ed iate su p ervisor and , throu gh the im m ed iate su p ervisor, w ith the
Su p erintend ent or d esignee, m ake any necessary arrangem ents.
If elected , the em p loyee m u st take a leave of absence w ithou t p ay for the p eriod of elected service w hen
rend ering no service to the school District, or the em p loyee m ay sign a p artial contract covering only the
p eriod of tim e d u ring w hich the em p loyee is serving the d istrict d irectly .
An em p loyee can continu e w ith the District as a fu ll-tim e em p loyee w ith fu ll p ay as long as s/ he is giving the
equ ivalent tim e to the school District.
An em p loyee w ho has becom e a cand id ate for elected office shall in no w ay u se District tim e, m aterials,
p ersonnel, or p rop erty to p rom ote his/ her cand id acy.
Any p artial contract m u st be d raw n w ith the help of legal cou nsel and the services rend ered the District m u st
be carefu lly m onitored .
Campaigning D uring Off-duty Hours Only
Cam p aigning and other election activities m u st be d one in off-d u ty hou rs w ithou t the p articip ation of District
em p loyees or stu d ents acting in the cap acity of the d istrict or school rep resentatives.
Campus Invitations
Cand id ates m ay accep t ad m inistrative invitations to p articip ate in election activities on a given cam p u s only
w hen su ch invitations are extend ed to all cand id ates for the office they seek.
Supplies and Materials
The u se of District su p p lies and m aterials is not p erm itted .

EMPLOYMEN T OUTSID E OF D ISTRICT CON TRACTUAL ASSIGN MEN T(S)

All em p loyees are assu m ed to d evote their energies to the p erform ance of their assigned d u ties. Shou ld any
em p loyee of the District accep t ad d itional rem u nerated em p loym ent ou tsid e of d u ty hou rs, the natu re of the
w ork m u st be su ch as not to interfere w ith d istrict d em and s nor sap the vitality of the ind ivid u al for the
p erform ance of his/ her d istrict d u ties as d eterm ined by the ad m inistration.

Proc. 10 - 6

07/ 09

Tutoring
An

em p loyee m ay engage in rem u nerative tu toring p rovid ing:

all tu toring is d one ou tsid e of regu lar school hou rs.
all tu toring is d one off cam p u s.
the stu d ent is not one of his/ her stu d ents w ith the excep tion of m u sic stu d ents.
the Governing Board d irects the Ad m inistration to p rovid e safegu ard s to assu re that equ al op p ortu nity is
p rovid ed each stu d ent in every m u sic d ep artm ent w here a teacher m ay be involv ed in tu toring or p rivate
lessons.
the w ritten consent of his/ her p rincip al is obtained .

07/ 09

Proc. 10 - 7

PROCED URES
PROFESSION AL CON D UCT
MAJOR AREAS OF CON D UCT
All District em p loyees are obligated to follow accep table p atterns of behavior and p rofessional cond u ct
that w ill resu lt in accom p lishing the p rim ary objective of the Phoenix Union H igh School d istrict w hich is
p rovid ing stu d ents the best p ossible ed u cational p rogram .
Employee Conduct D iscipline Handbook
The Em p loyee Cond u ct/ Discip line H and book shall ensu re ap p rop riate d u e p rocess p roced u res for
em p loyee cond u ct and d iscip line.
Supervision of Students
Each em p loyee is exp ected to exercise ap p rop riate su p ervision of the stu d ents u nd er his/ her area of
resp onsibility.
Perm ission shall not be granted by a teacher for a stu d ent or stu d ents to leave cam p u s d u ring the tim e
w hen school is in session w ithou t p rior ap p rov al of the Princip al or his/ her d esignee.
Performance of Assigned D uties
N eat, Accurate, and Complete Records
1.

Each teacher shall be resp onsible for neat, accu rate, and com p lete record s kep t in accord ance w ith
State Law s and Board Policies.

2.

Each teacher shall be resp onsible for the su bm ission of tim ely, neat, accu rate and com p lete record s
and / or rep orts to the cam p u s ad m inistration as requ ired by the cam p u s ad m inistrators.

N o Pass/N o Play
A grad e is an assessm ent by the teacher of how w ell a stu d ent is p erform ing in a class throu gh a sp ecified
tim e p eriod . A grad e is based on observation by the teacher, p articip ation by the stu d ent and m ore
sp ecific d ata su ch as scores on exam s and assignm ents w hen available. A grad e cannot be exclu sively
d eterm ined by m athem atical calcu lations as the p rofessional ju d gm ent of the teacher m u st enter into
assessing a stu d ents effort and w hether he/ she is w orking to p otential.
A teacher shall issu e on a w eekly basis a N otice of Failu re to each stu d ent w ho is su bject to the N o
Pass/ N o Play regu lation and is not p assing. This w eekly N otice of Failu re shall be the teachers
assessm ent of the stu d ents p articip ation in class, attend ance, effort to com p lete assignm ents and w hether
the stu d ent is w orking to p otential. This N otice of Failu re shall not necessarily assess the stu d ents
m astery of content in the cou rse. Gu id elines for issu ance of the N otice of Failu re follow .
1.

By noon on Mond ay of each w eek of the school year, coaches and sp onsors of activities su bje ct to the
N o Pass/ N o Play regu lation shall p rovid e the Assistant Princip al for Athletics a list of all p articip ants
in each sp ort or activity. The Assistant Princip al shall d evelop a com p u terized list of all p articip ants.

2.

By 3:00 each Tu esd ay of the school year, each classroom teacher w ill be given a roster of his/ her
stu d ents w ho are su bject to the N o Pass/ N o Play regu lation.

3.

The teacher shall ind icate on the roster only those stu d ents not p assing or in d anger of failing the
cou rse throu gh that w eek. If any of the stu d ents are so ind icated , the teacher shall retu rn this roster to
the Assistant Princip al for Athletics by 1:00 each Thu rsd ay.

4.

By 4:00 PM on each Frid ay, the Assistant Princip al for Athletics shall p rovid e lists of stu d ents w ho
have been d esignated as failing or in d an ger of failing any cou rses to all coaches, sp onsors and head
cou nselors.

5.

A stu d ent w ho is not p assing all cou rses in w hich he/ she is enrolled as of Frid ay of any school w eek
shall be ineligible to p articip ate in a sp ort or activity for the follow ing w eek, Mond ay throu gh
Satu rd ay. The d esignation of p assing m ay be based on the cu m u lative grad e to d ate of the stu d ent

07/ 02

Proc. 11 - 1

in the cou rse, and the p rofessional ju d gm ent of the teacher m ay enter into assessing a stu d ents
p rogress and p erform ance.
6.

By 4:00 PM on each Frid ay, the Assistant Princip al for Athletics shall generate and m ail to each p arent
of an ineligible stu d ent a letter of notification.

7.

Du ring a p rivate conference w ith the stu d ent, the sp onsor/ coach w ill review w ith the stu d ent the
op tions for rem ed iation available to the stu d ent in ord er to clear the d eficiency and resu m e eligibility
statu s. A stu d ent w ho brings his/ her grad e u p to p assing d u ring the w eek m ay be allow ed to
p articip ate in the sp ort or activity p rovid ed the teacher of record has signed a d ocu m ent stating that
the stu d ent is p assing and the Assistant Princip al for Athletics/ d esignee has initialed ap p roval of
su ch.

8.

If the stu d ent earns a failing or incom p lete grad e at the end of a grad ing p eri od , the stu d ent shall be
ineligible to p articip ate in a sp ort or activity the follow ing w eek of com p etition for the cu rrent school
year. Shou ld the w eek follow ing the end of the grad ing term be a school recess w eek, the stu d ents
term grad es w ill be review ed by the Athletic Director on the first d ay back in session. A failing term
grad e or Incom p lete w ill m ake the stu d ent ineligible for that w eek. The stu d ent w ho is d eem ed
ineligible p er this term grad e shall not resu m e eligibility statu s for the w eek.

9.

Each teacher shall be given a cop y of the PUH SD Governing Board p olicy regard ing N o Pass/ N o Play
as w ell as these gu id elines.

Service to Students
1.

Each teacher w ill be available for conferences and stu d ent m ake -u p w ork.

2.

A teacher w ill notify the p arents/ gu ard ians and / or the stu d ents cou nselor abou t inap p rop riate
classroom behavior. The teacher m ay requ est a conference w ith the p arents/ gu ard ians and / or
stu d ent and m ay requ est the p resence of an ad m inistrator.

3.

Each teacher shall attem p t to notify p arents/ gu ard ians either by p hone call or electronic m ail w hen a
stu d ents accru ed absences end anger his/ her ability to continu e in or p ass the cou rse and p rod u ce
d ocu m entation of su ch if requ ested .

4.

Each teacher of a senior failing or in d anger of failing the final acad em ic term shall m ake a m inim u m
of tw o (2) attem p ts to contact the p arent(s) either in a conference or by telep hone p rior to the final
three w eeks of the final grad ing term of the year. The teacher is encou raged to m ake at least one
attem p t to contact the p arent(s) ou tsid e the norm al school d ay. All su ch attem p ts w ill be
d ocu m ented . If no contact can be m ad e, the ap p rop riate ad m inistrator w ill be notified im m ed iately.

Work Assignments
1.

Each teacher w ill attend all sched u led facu lty and d ep artm ent m eetings as w ell as Op en H ou se u nless
other arrangem ents have been sp ecifically m ad e w ith the cam p u s ad m inistration.

2.

Each teacher w ill carry ou t his/ her resp onsibilities as assigned by the cam p u s ad m inistration in
p rep aration for and d u ring N orth Central Association evalu ations.

3.

As p rofessionals w ho set exam p les for their stu d ents, teachers are exp ected to conform to the
com m only accep ted stand ard s of the com m u nity.

4.

Each teacher m ay m ake hom e visits as ap p rop riate for the w elfare o f his/ her stu d ents. A teacher w ho
m ay have occasion, as p art of his/ her w ork ing assignm ent, to visit the hom e of a stu d ent shall enter
the hom e only if d u ring the entire visit there is p resent in the hom e at least one other ad u lt to w hom
the stu d ent is resp onsible. Moreover, if the teacher ju d ges that his/ her safety is threatened , the
teacher shall not enter the hom e, bu t shall, u p on retu rning to the hom e cam p u s or office, rep ort the
situ ation to his/ her su p ervisor.

5.

All teachers in a d ep artm ent on a cam p u s shall attend d ep artm ental m eetings called by the
instru ctional lead er u nless excu sed by the instru ctional lead er. An agend a shall be d istribu ted p rior

Proc. 11 - 2

07/ 02

to su ch d ep artm ental m eetings.

absences.

The instru ctional lead er m ay notify the p rincip al of u nexcu sed

Professional Grow th Information

Feed back for exp ressed p u rp ose of ind ivid u al p rofessional and / or p ersonal grow th shall be collected
from the p rofessionals p rim ary client base (i.e., stu d ents for teachers/ cou nselors, teachers for u nit
ad m inistrators/ su p ervisors, and u nit ad m inistrators, instru ctional lead ers and teachers/ cou nselors for
d istrict p ersonnel). Resu lts shall rem ain confid ential and not be u sed for evalu ation p u rp oses. All form s
shall be d u p licated and d istribu ted by the u nit ad m inistrator five (5) to seven (7) w eeks before the end of
first sem ester for one sem ester cou rses and five (5) to seven (7) w eeks before the second sem ester for tw o
sem ester cou rses.
Instructional D elivery System
The teaching techniqu es and strategies em p loyed in the classroom w ill be d esigned to m eet stated cou rse
goals and ou tcom es. Each teacher w ill u se p rofessional d iscretion to select those techniqu es and strategies
that best m eet the need s of stu d ents.

Goals/Objectives
Each d ep artm ent m u st review the three segm ents below bi-annu ally and su bm it the resu lts, inclu d ing any
revisions, to the p rincip al/ d esignee w ith a cop y to the Assistant Su p erintend ent for Instru ction and
Accou ntability:
1.

Goals for the d ep artm ent

2.

Objectives for p rogram s or cou rses;

3.

Perform ance objectives stated in behavioral term s for each cou rse.

Course Expectations Statements for Students

A Plan for Su ccess in
(insert nam e of cou rse)
Each teacher w ill p rep are and d istribu te to all stu d ents in his/ her classes, a p lanned cou rse statem ent
w hich shall contain the follow ing inform ation:
1.

Cou rse Descrip tion: A brief su m m ary of w hat the stu d ent w ill learn in the cou rse. Mention shall be
m ad e of how the cou rse w ill benefit the stu d ent.

2.

Materials Requ ired : An ou tline of the books and ot her m aterials requ ired to su cceed in the cou rse.

3.

Grad ing System : Detailed inform ation on how stu d ent s w ork and class p articip ation w ill enhance
his/ her grad e. Inform ation given here m ay inclu d e: the grad ing scale and the im p act of test grad es,
hom ew ork, class p articip ation, su p p lem ental w ork, etc. on the stu d ent s grad e.

4.

Make-u p Policy: Inform ation on how a stu d ent m ay m ake u p w ork m issed as a resu lt of absence.
Inclu d ed here m ay be a rem ind er of the KKIS p eriod and any other sp ecial resou rces available to
stu d ents to assist in m aking u p w ork.

5.

Attend ance: Em p hasis on the p ositive relationship betw een d aily attend ance and stu d ent su ccess.
The d istrict p olicy regard ing school absences shall be incorp orated into this section.

N ote: Teachers shall u se the cu rrent cou rse d escrip tions, cou rse goals/ objectives, stu d ent activities, and
m inim al exp ectations from the Governing Board -ap p roved cou rse d escrip tions in creating their cou rse
exp ectation statem ents. H ow ever, since that inform ation is som etim es m isu nd erstood by stu d ents,
teachers are encou raged to sim p lify the inform ation, u sing a form at w hich w ill be easily u nd erstood by
stu d ents.

07/ 02

Proc. 11 - 3

Teachers Assigned to Tw o Campuses

Teachers w ho are assigned to tw o cam p u ses are not requ ired to accep t resp onsibility for class or clu b
sp onsorship on either cam p u s and w ill attend d ep artm ent and facu lty m eetings only at the school w here
they have their last assignm ent of the d ay. They m ay arrange for stu d ent conferences by ap p ointm ent
rather than have regu lar office hou rs.
Use of Preparation Period
Du ring their p rep aration p eriod , teachers shall have no other assignm ent excep t in an em ergency
situ ation. The p rep aration p eriod shall not be u sed for office hou rs excep t in u nu su al cases.
KKIS
A p eriod d esignated KKIS (Keep Kid s in School) w ill be im p lem ented on each cam p u s to ad d ress the
ind ivid u al acad em ic and p ersonal need s of stu d ents, esp ecially those d eem ed at risk. The ind ivid u al
cam p u ses shall d esign their KKIS p eriod to best serve their u n iqu e p op u lation and instru ctional p rogram ,
bu t w ill have as their goal the im p rovem ent of stu d ent attend ance and achievem ent and the red u ction of
the stu d ent failu re and d rop ou t rates.
General Gu id elines for Im p lem entation
1.

The Cam p u s Com m ittee shall be involved in the p lanning of the ind ivid u al cam p u s p rogram for
Keep ing Kid s in School. The Cam p u s Com m ittee w ill establish a p rim ary focu s for the schools
KKIS p rogram for the year w hich cou ld inclu d e bu t not be lim ited to:
KKIS activities w ill inclu d e bu t not be lim ited to:

Stu d ent/ teacher conferences

Tu toring/ hom ew ork assistance/ classw ork m ake-u p

Parent contacts/ conferences

Class, clu b and d ep artm ent m eetings

Mentoring of stu d ents

Professional Learning Com m u nities (PLC) tim e w ill in no w ay be constru ed to u nd erm ine the
original intent of the KKIS p rogram and vice versa

Thou gh the Cam p u s Com m ittee w ill establish a p rim ary focu s for KKIS, sp ecific activities and stu d ent
p articip ation w ill be at the d irection of the teacher.
2.

The Cam p u s Com m ittee w ill p eriod ically su rvey the regard ing su ggested changes in the KKIS
p rogram . Any su ggested changes w hich cou ld d irectly affect Agreem ent langu age shou ld be
consid ered throu gh the negotiations p rocess.

3.

KKIS is generally not a p eriod , bu t rather a p rogram . Placem ent of KKIS p eriod w ithin the
instru ctional d ay m ay be d eterm ined by the ind ivid u al Cam p u s Com m ittee. Shou ld KKIS be a
d esignated p eriod , sp ecial/ assem bly sched u les m ay elim inate this tim e -block for the d ay.
If KKIS is a d esignated p eriod at a cam p u s, it w ill be show n as a p art of each stu d ents class sched u le
and stu d ents m ay be requ ired to attend KKIS.
Stu d ent p articip ation as requ ired by teach ers (conferences, tu toring, m ake-u p w ork, etc.) takes
p reced ence over extracu rric-u lar activities. Bu s sched u les w ill be d esigned so as to not interfere w ith
the KKIS p eriod .

4.

As the KKIS p rogram is a resp onsibility of every certificated staff m em ber, every teacher w ill
d eterm ine w hich activities he/ she w ill p erform to Keep Kid s in Schoo l and shall d ocu m ent 44
hou rs of su ch p er sem ester. Activities p ertaining to a su stained silent read ing (SSR) p rogram m ay
accou nt for u p to one-half of the 44 requ ired hou rs.

Proc. 11 - 4

07/ 02

Covering Classes D uring Preparation Period

1.

Em ergencies m ay arise m aking it necessary for the p rincip al/ d esignee to assign a teacher to cover a
class d u ring his/ her p rep aration p eriod . The teacher shall be relieved from su ch d u ty at the earliest
p ossible tim e. Each em ergency m ay be rep orted to the CTA cam p u s rep resentative and the p rincip al
by the teacher w ho w as assigned to cover the class.

2.

In em ergency situ ations, teachers m ay be requ ested by the p rincip al to assist in cam p u s su p ervision
activities w ithou t ad d itional p ay d u ring p eriod s w hen the teacher has no teaching as signm ent. These
requ ests m ay be review ed later by the Cam p u s Com m ittee.

Failure to Perform D uties

The teacher w ill be su bject to d iscip linary action for infractions or failu re to p erform the d u ties and
resp onsibilities ou tlined in these ed u cational p olicies.
Care, Supervision, and Protection of Property
Each em p loyee is exp ected to u se, care for, p rotect and su p ervise (w hen ap p rop riate) school p rop erty.
School p rop erty is d efined as all su p p lies, equ ip m ent, land or bu ild ings w hich are ow ned , leased or in the
p ossession of the District. Abu se of school p rop erty occu rs w hen the p u rp ose for w hich the p rop erty is
d esigned is either d eliberately or negligently ignored by the school em p loyee, and w hich resu lts, w hether
im m ed iately or eventu ally, in d am age to the p rop erty, or in extra w ear on the p rop erty. Misu se occu rs
w hen a school em p loyee u ses p rop erty w hich the em p loyee has no au thority to u se, either on or off
District p rem ises, or w hen an em p loyee fails to follow those d irections, safety p recau tions, etc., Which a
p ru d ent ind ivid u al w ou ld norm ally follow w hen u sing the p rop erty.
The District agrees to keep schools and other facilities reasonably m ain tained and p rop erly fu rnished w ith
instru ctional m aterials and equ ip m ent. Equ ip m ent shall inclu d e access to a d esk in each classroom for
teachers, ad equ ate storage sp ace for instru ctional m aterials, locked sp ace for p ersonal effects and som e
technological m eans of su m m oning ou tsid e assistance in case of em ergency. Provisions w ill be m ad e for
teachers w ho travel or share room s to insu re that they have access to ad equ ate w orksp ace and a locked
sp ace for m aterials and p ersonal effects d u ring every p eriod of the d ay.
The District shall p rovid e sep arate, m onitored p arking areas or p arking lots, ou t of the stu d ent
traffic/ flow p atterns, for teachers on each cam p u s.
Each Cam p u s Com m ittee shall d evelop a p lan to p rovid e for secu rity from d am age and theft. This p lan
shall be coord inated w ith cam p u s ad m inistration and integrated into the cam p u s renovations tim elines.
The District shall also m ake available in each school ad equ ate lu nch room , restroom
and lavatory facilities exclu sively for staff u se, and at least one room , ap p rop riately fu rnished , w hich shall
be reserved for u se as a staff w orkroom .
The District agrees to m ake available in each school or bu ild ing ad e qu ate typ ing and cop ying m achinery,
equ ip m ent and su p p lies.

07/ 02

Proc. 11 - 5

Security and Care of Equipment

Each teacher shall be resp onsible for the secu rity and care of equ ip m ent and m aterials assigned to
him / her. When the room and / or equ ip m ent m u st have shared u se, the resp onsibility m u st be shared
accord ingly. District p roced u res for inventory shall be follow ed .
Security of Keys
1.

Each teacher shall be resp onsible for the secu rity of any keys issu ed to him / her as an em p loyee of the
District.

2.

Keys shall be d u p licated only by District locksm iths. If an em p loyee loses his/ her key(s) throu gh
negligence for a second tim e d u ring a school year, s/ he shall be su bject to a d iscip linary action and
m ay be requ ired to share the cost resu lting from su ch a loss.

Compliance w ith Rules, Procedures, Policies, and Regulations

Each em p loyee is exp ected to com p ly w ith those ru les, regu lations, p roced u res, p olicies, and statu tes
w hich ap p ly to the resp ective assignm en t. Furtherm ore, it is the em p loyees resp onsibility to learn d u ring
the N on Continu ance p eriod of em p loym ent those existing ru les, Regu lations, Proced u res, Policies and
statu tes w hich ap p ly to the resp ective assignm ent.
Materials for Guest Teachers and Guest Teacher Assignments
1.

When a regu lar teacher is absent, it is his/ her resp onsibility to have available to the gu est teacher
lesson p lans and other m aterials necessary to cond u ct the activities of the d ay.

2.

The regu lar teachers shall have available lesson p lans, seating chart w here p erm anent seats are
assigned , grad e book, and other record s and m aterials in su ch cond ition that the gu est teacher w ill
have every p ossible aid in his/ her w ork.

3.

In the absence of a classroom teacher, every reasonable effort shall be m ad e to fill the vacancy w ith a
qu alified gu est teacher.

4.

When the regu larly assigned teacher cannot m eet his/ her classes, it is essen tial to the ed u cational
w elfare of the stu d ents that the vacancy be filled in the m ost exp ed itiou s m ann er p ossible.

5.

Shou ld the teacher fail to notify the p rincip als office p rior to the end of his/ her last teaching p eriod ,
that s/ he w ill retu rn to w ork the follow ing d ay, the gu est teacher w ill be retained . If su ch notification
is not m ad e and the gu est teacher and the teacher both ap p ear for w ork the follow ing d ay, both
teacher and the gu est teacher w ill w ork that d ay.
In su ch case, u nless the gu est teacher is need ed as a gu est teacher in another class, the regu lar teacher
w ill forfeit an am ou nt of his/ her d aily p ay equ al to the gu est teacher s p ay. The gu est teacher w ill
then be u sed in som e ap p rop riate m an ner.

6.

Teachers w ho arrange for another teacher to cover a class for one p eriod or m ore d u ring a school d ay
m u st obtain w ritten ap p roval from the p rincip al/d esignee p rior to leaving his/her assignm ent.

Faculty Meetings
The p rincip al shall sched u le a m inim u m of one facu lty m eeting p er m onth. The d ay on w hich the facu lty
m eeting is sched u led m ay be shortened . The m eeting shall not exceed the d u r ation of the p rofessional
w ork d ay. Facu lty attend ance for the fu ll d u ration of the m eeting shall be exp ected , u nless excu sed
throu gh p rior p rincip al ap p roval. The m eeting m ay be canceled throu gh the m u tu al con cu rrence of the
p rincip al/ u nit su p ervisor, and the CTA cam p u s rep resentative.

Proc. 11 - 6

07/ 02

Faculty Meeting Agenda

The facu lty m eeting agend as shall be d eterm ined by the p rincip al and the CTA cam p u s rep resentative
and ap p rop riately p osted at least 24 hou rs in ad vance.
D istrict-Wide Meetings
Teachers m ay be requ ired to attend sched u led District-w id e m eetings as need ed . These w ill inclu d e any
w ork d ays or p ortions thereof set asid e for inservice w ork shop s, conferences, and p rogram s for all or p art
of the instru ctional staff. The p u rp ose for su ch District -w id e m eetings w ill be p resented at a m eeting of
the CTA Execu tive Board by the Su p erinten d ent. Prior to the sched u ling of the District-w id e m eetings, an
agend a shall be d evelop ed jointly by teacher and ad m inistra tor rep resentatives and d issem inated to the
staff.
Meetings/In-Service at Start of School Year
Up to tw o fu ll d ays m ay be sched u led for District, u nit, and d ep artm ent m eetings d u ring the fou r d ays of
teacher p rep aration tim e at the begin ning of the school year. The equ ivalent of tw o fu ll d ays w ill be
reserved for ind ivid u al teacher p rep aration.
Inservice Orientation Sessions
1.

Teachers accep ting new p ositions in an exp erim ental or innovative p ro gram d u ring the school year
m ay be requ ested to attend ad d itional in -service orientation sessions.

2.

First-year N on Continu ing teachers m ay be requ ired to attend orientation and inservice training
p rogram s d u ring the school d ay.

Line of Authority for JROTC Instructors

The Senior Arm y Instru ctor (SAI) is resp onsible to the Princip al in m atters relatin g to the school and its
p rop erty and facilities and is exp ected to attend ap p rop riate staff and facu lty m eetings. In m atters
p ertaining to the JROTC p rogram , U.S. Governm ent p rop erty, U.S. Arm y Regu lations, and any other
areas relating thereto, the SAI is resp onsible to the Director of Arm y Instru ction (DAI). Since the DAI is
resp onsible for the total m anagem ent of the p rogram , he/ she m u st be kep t fu lly inform ed in a tim ely
m anner of p roblem s and recom m end ed solu tions. The Arm y Instru ctors (AIs) are res p onsible to the
S.A.I. at the school to w hich they are assigned .
Line of Authority for Athletic Trainers
The Princip al w ill be the im m ed iate su p ervisor of the Athletic Trainer w ho w ill also be resp onsible to the
cam p u s and d istrict Athletic Directors. Th e Athletic Trainers w ill m eet regu larly as a grou p w ith the
d istrict Athletic Director bu t the grou p w ill not be consid ered a d ep artm ent and w ill have no d esignated
instru ctional lead er.
Line of Authority for N urses
N u rses are resp onsible to the p rincip al/ d esignee in m atters relating to the school and m ay be invited to
attend staff m eetings. In m atters p er taining to m ed icine and areas relating thereto, nu rses m ay consu lt a
m ed ical ad visor.

07/ 02

Proc. 11 - 7

Substitutes for School N urses

In the event that a school nu rse is absent, an attem p t w ill be m ad e to hire a Reg istered N u rse as a
su bstitu te.
Screening Test
When screening tests (eyes, ears, etc.) are being p erform ed , qu alified assistance w ill be p rovid ed to the
school nu rses as d eem ed necessary.

Compliance w ith Moral and Ethical Standards

Code of Ethics
Each em p loyee is exp ected to com p ly w ith the m oral and ethical stand ard s of the District, the com m u nity,
and the ed u cational p rofession. The Governing Board and the CTA recognize that the ind ivid u al teacher
shou ld abid e by the Cod e of Ethics of the Ed u cation Profession.
Reporting Breaches of Professional Behavior
Alleged breaches of p rofessional behavior shall be p rom p tly rep orted to the offend ing teacher and to the
CTA. The CTA shall u se every reason able effort to correct breaches of p rofessional behavior by any
teacher. When a breach of p rofessional behavior has been established , the p rin cip al shall take ap p rop riate
action. JROTC Instru ctors are also governed by U.S. Arm y Regu lations and d irectives p ertine nt to
continu ing em p loym ent or term ination.
Conflict of Interest
Use of Official Positions
District em p loyees shall not u se their official p ositions to secu re any valu able thing or benefit to
them selves that w ou ld not ord inarily accru e to them in the p erform ance of their official d u ties.
Em p loyees are to u se good ju d gm ent in ord er to avoid the ap p ear ance of w rongd oing or any action that
m ight reasonably be exp ected to lead to p u blic em barrassm ent to the em p loyee or to the District.
Financial Interest
Em p loyees w ho have a financial interest in a p rivate bu siness or w ho are em p loyed by a p rivate bu siness
w ill not u se any District facilities, equ ip m ent, p rop erty, su p p lies, or labor in any w ay w hich can be
constru ed as su p p orting the p rivate bu siness activity of the em p loyee. Sim ilarly, em p loyees w ill not u se
their p ositions in the District or school District tim e to solicit p rivate bu siness. Em p loyees engaged in a
p rivate bu siness w ill not u se their p osition to requ ire w ork to be p erform ed by stu d ent s for the su p p ort of
the p rivate bu siness.
Solicitation
District em p loyees shall not u se their p ositions or statu s in the school District to solicit, d irectly or
ind irectly, bu siness of any kind , nor to p u rchase su p p lies or equ ip m ent at sp ecial d iscou nts, or u p on
sp ecial concessions, for p ersonal u se from any p erson or firm w hich sells or solicits sales to the
school District.
Sim ilarly, District em p loyees shall not accep t or convert to their p ersonal u se,
p rod u cts of any kind obtained in the cou rse of insp ection of su ch p rod u cts or the facilities of the ow ner.

Proc. 11 - 8

07/ 02

Travel and Entertainment

District em p loyees shall not accep t travel or entertainm ent at the exp ense of an ind ivid u al, firm , or
corp oration ou tsid e the school District, excep t w hen su ch travel or entertainm ent can be ju stified as
essential to the p erform ance of official d u ties. In su ch cases, the travel or entertainm ent shou ld only be
accep ted w ith the know led ge and ap p roval of the em p loyee s im m ed iate su p ervisor.
Endorsement of Products and Services
School District em p loyees shall not issu e or au thorize the release for p u blic d istribu tion end orsem ent of
p rod u cts or services if su ch end orsem ent m ay be constru ed to rep resent an official end orsem ent of
p rod u cts or services by the Phoenix Union H igh School District. If there is any qu estion concerning the
ap p rop riateness of an end orsem ent, the im m ed iate su p ervisor shou ld be consu lted .
This Regu lation d oes not p rohibit school District em p loyees w ho have established a p ersonal p r ofessional
rep u tation ou tsid e the school District, su ch as au thors, engineers, etc., from releasing or issu ing p ersonal
end orsem ents or testim onials. In su ch cases, it m ay be ap p rop riate that a biograp hy ind icate cu rrent
em p loym ent w ith the school District. H ow ever, su ch em p loym ent is consid ered to be coincid ental; there fore, any p ersonal end orsem ents shou ld clearly ind icate that they d o not necessarily rep resent the view s
of the Phoenix Union H igh School District. In no case shou ld a p ersonal end orse m ent be released on
school District stationery or in any other m anner w hich w ou ld ind icate end orsem ent by the school
District.
N othing in this regu lation is intend ed to inhibit the free, inform al exchange of inform ation betw een school
District em p loyees or w ith em p loyees of other school d istricts seeking ad vice on the accep tability of
sp ecific p rod u cts or services.
Gifts
District em p loyees shall not accep t or receive, d irectly or ind irectly, from any p erson, firm or corp oration
to w hom any contract m ay be aw ard ed , a gift, rebate, or otherw ise, any m oney or anything of valu e, or
any p rom ise or obligation for fu tu re rew ard or com p ensation.

Gifts to Teachers and Administrators

Gifts to teachers and ad m inistrators from ind ivid u al stu d ents w ill not be p erm itted . H ow ever,
nom inal gifts to teachers and ad m inistrators w ho are clu b or activity sp onsors w ill be p erm itted
throu gh u tilization of the grou p / clu b activity accou nt.

Gifts to Individual Students

Gifts of m ore than nom inal valu e from ind ivid u al teache rs or ad m inistrators to ind ivid u al stu d ents
w ho are enrolled in the high school at w hich the teacher or ad m inistrator is em p loyed w ill not be
p erm itted .

D isclosure of Information
District em p loyees shall not u se inform ation available to them solely becau se of their p osition for p ersonal
p rofit, gain or ad vantage.
District em p loyees shall not p rovid e estim ating services or inform ation not available to all p rosp ective
bid d ers, to any p erson or firm bid d ing on, or w ho m ay reasonably be exp ected to bid on, a co ntract w ith
the school District.
District em p loyees shall not p rovid e confid ential inform ation to p ersons to w hom the release of su ch
inform ation has not been au thorized .

07/ 02

Proc. 11 - 9

District em p loyees shall not p rovid e, or u se, the nam es of p ersons from record s of the school District for a
m ailing list.
Ow nership of Materials
Staff m em bers u nd er contract to the District m ay, in carrying ou t their p rofessional resp onsibilities,
d evelop ed u cational m aterials for u se in the school p rogram . Su ch ed u cational m aterial d evelop ed by
staff m em bers as p art of regu lar em p loym ent are the p rop erty of the District. Ed u cational m aterials
created d u ring the tim e w hen staff m em bers are not fu lfilling contractu al d u ties to the District are the
p rop erty of the staff m em ber.

Proc. 11 - 10

07/ 02

PHOENIX UNION HIGH SCHOOL DISTRICT

IN-CITY TRAVEL REIMBURSEMENT GUIDELINES

Phoenix Union High School District employees authorized to travel within the city (Phoenix) up to 35 miles
from their designated duty post (school). For travel guidelines beyond 35 miles, refer to the In-State Travel
Guidelines.
WHAT REIMBURSEMENTS AM I ELIGIBLE TO CLAIM?
REGISTRATION: Reimbursable with an original receipt from the conference, etc. Canceled checks/credit card
receipts will not be accepted.
TRANSPORTATION: Reimbursement is based on actual mileage from the travelers residence or designated
duty post (school), whichever is the shorter distance. The reimbursement rate for privately-owned vehicles
shall be as set by the State Department of Administration and is based on actual odometer readings. Travel
from school to school will be based on the District Mileage Chart regardless of odometer readings. Mileage
Charts are available from the Controllers Office, CES 4th floor. Mileage claims for use of privately owned
vehicles shall specify exact street address and city in the Departed From and Arrived At columns on the
claim form (unless using the District Mileage Chart). The traveler must have current vehicle insurance and a
valid Arizona drivers license, both verified by the Administrator.
LODGING AND MEALS are not allowed for in-city travel: (within 35 miles of the travelers designated duty
post) except for club sponsors chaperoning students. Club sponsors should follow Student Activity Guidelines.
HOW DO I FILE A CLAIM?
BEFORE YOU TRAVEL:
1. Be sure you have your Administrators approval for mileage reimbursement.
2. Be sure your Administrator has proof of your valid Arizona drivers license and current vehicle insurance.
DURING / AFTER TRAVEL:
1. Keep accurate odometer readings and addresses of destinations.
2. Fill out a Mileage Claim form following instructions. Check your math. Forms will be returned to you if
odometer readings do not add up. This will delay your payment.
3. Submit original claim form once a month to the Business Office, CES 4th floor (do not send copies). Sign it
and have your Administrator sign it. District Office staff must have forms signed by their Supervisor.
Principals must have forms signed by the Assistant Superintendent for Instruction. Keep a copy for your
records.
4. Travel claims must be submitted for reimbursement within 30 days of your return from travel. In no event
can reimbursements be made after August 31st following the fiscal year in which the travel took place.
All reimbursements shall be made in accordance with Board policy and State of Arizona guidelines. A complete
copy of these guidelines is available in your Principals Office.

August 2007

PHOENIX UNION HIGH SCHOOL DISTRICT

IN-STATE OUT-OF-TOWN TRAVEL GUIDELINES
Phoenix Union High School District employees authorized to travel more than 35 miles from their designated duty post (school).

WHAT REIMBURSEMENTS AM I ELIGIBLE TO CLAIM?

LODGING: In a commercial establishment, not someones residence. The amount reimbursed will be determined by using
the Reimbursement Rate Index. This information is available in the Principals Office or with your Floor Manager. If the
traveler stays at a designated conference hotel whose rates exceed the maximum allowed, the actual cost of the room can
be claimed if a conference brochure showing the hotel name and rate is submitted with the Travel Claim form. Without the
brochure, the maximum rates on the state-approved list will be paid. Original receipts from the commercial establishment
are required for reimbursement. Credit card receipts will not be accepted. When a room is shared by two or more travelers,
each traveler must obtain a separate original lodging receipt for each travelers portion of the lodging cost. The total of
the two (or more) lodging receipts cannot exceed the total lodging cost. Travelers should request separate receipts in
advance, upon registration, from the lodging establishment.
TRANSPORTATION: Reimbursement is limited to expense of travel by the most direct and usually traveled route; by the
most economical means of transport. The reimbursement rate for privately-owned vehicles is set by the State Department
of Administration. When travel begins or ends at the individuals residence, mileage shall be computed from the residence
or designated duty post, whichever is the shortest distance. The traveler must have current vehicle insurance and a valid
Arizona drivers license, both verified by the Administrator.
REGISTRATION: Reimbursable with an original receipt from the conference, etc. Canceled checks/credit card receipts will
not be accepted.
MEALS: Receipts for meals are not required. Reimbursement will be paid according to the Reimbursement Rate Index, on
file in the Principals Office or with your Floor Manager. Maximum daily rate allowed: $29.50
Breakfast

Only when travel starts on or before 6:00a.m. and the travelers normal workday is extended by 2 hours.
Maximum allowed is $7.

Lunch

Only when traveler is in travel status for 6 hours or more and travel starts on or before 11:00a.m. and ends at
or after 2:00p.m. Maximum allowed is $7.50.

Dinner

Only when travel extends to 8:00p.m. or beyond and the traveler extends his normal workday by more than 3
hours. Maximum allowed is $15.00.

Travelers are not entitled to meal reimbursement when meals are provided free or for meals on an airplane or if
included in registration fees.
NOTE: When an employee is entitled to reimbursement for 3 consecutive meals and is in overnight travel status for 24
consecutive hours, the amount expended for any particular meal is left to his/her discretion. The total for all meals and
incidentals claimed may be shown as a lump sum per day. Refer to the copy of the Reimbursement Rate Index in the
Principals Office or with your Floor Manager.
HOW DO I FILE A CLAIM?
BEFORE THE TRIP:
1.

Fill out a Travel Request Form and have it signed by your Administrator. Forward your Travel Request form to the CES
Travel Office, 3rd floor, for processing. Be sure all budget codes are included and are accurate and that all information
requested has been completed. The total cost of the trip noted on your Travel Request form is the maximum you
may claim, regardless of the actual expenses you incur. Make sure it is estimated appropriately.

2.

If registration is to be paid totally by the District through a purchase order, attach original requisition to your Travel
Request form and forward to the CES Travel Office, 3rd floor. Purchase orders will not be issued without the approved
Travel Request form. Please allow at least 3 weeks for purchase order to be processed.

AFTER THE TRIP:

1.

Travel claims must be submitted for reimbursement within 30 days of your return from travel. In no event can
reimbursements be made after August 31st following the fiscal year in which the travel took place.

2.

Fill out a Travel Claim form listing each day separately with expenses listed by day. Attach all original receipts and
conference brochure. Sign the Travel Claim form and have your Administrator also sign it. Principals must have their
claim signed by the Assistant Superintendent for Instruction and Accountability. Keep a copy for your records. Send all
paperwork to the CES Business Office, 4th floor. If the form is not completed correctly, it will be returned to you, which
will delay payment

3.

If the actual expenses claimed exceeds the amount on your approved Travel Request form, you may file an amended
Travel Request form and send it to the CES Travel Office, 3 rd floor. Note on your Travel Claim form that you have filed
an amended Travel Request. Your claim will be held in the Business Office until your amended Travel Request has been
approved. This will significantly delay your reimbursement.

All reimbursements shall be made in accordance with Board policy and State of Arizona guidelines. A complete copy of
these guidelines is available in your Principals Office.
August 2007

PHOENIX UNION HIGH SCHOOL DISTRICT

OUT-OF-STATE TRAVEL GUIDELINES
Phoenix Union High School District employees authorized to travel out of state for business purposes.
WHAT REIMBURSEMENTS AM I ELIGIBLE TO CLAIM?
LODGING: In a commercial establishment, not someones residence. The amount reimbursed will be determined by the Reimbursement
Rate Index. This information is available in the Principals Office or with your Floor Manager. If the traveler stays at a designated
conference hotel whose rates exceed the maximum allowed, the actual cost of the room can be claimed if a conference brochure showing
the hotel name and rate is submitted with the Travel Claim form. Without the brochure, the maximum rates on the state-approved list will
be paid. Original receipts from the commercial establishment are required for reimbursement. Credit card receipts will not be accepted.
When a room is shared by two or more travelers, each traveler must obtain a separate original lodging receipt for each travelers portion
of the lodging cost. The total of the two (or more) lodging receipts cannot exceed the total lodging cost. Travelers should request
separate receipts in advance, upon registration, from the lodging establishment.
TRANSPORTATION: Reimbursement is limited to expense of travel by the most direct and usually traveled route; by the most economical
means of transport.
Airfare will be reimbursed upon submission of the duplicate ticket (travelers copy) with the Travel Claim form. If you do not keep this
copy, you must obtain written verification from the airline.
Private vehicles may be driven out of state within a 100 mile radius from the state border. Reimbursement will be paid at the stateapproved mileage rate based on accurate odometer readings unless airfare is less expensive. In that case, the lowest airfare amount will
be paidnot the mileage.
Note: Mexican insurance cannot be reimbursed.
Car rental may be approved upon submission of a letter justifying why it would be to the Districts advantage to rent a vehicle. The letter
must be signed by the person requesting the rental and by his/her Administrator. This letter must be submitted with the Travel Request
form or car rental request will be automatically denied. Original car rental receipt must be submitted. Credit card receipts will not be
accepted.
Taxis, shuttles and buses are reimbursable and receipts are not required.
REGISTRATION:
accepted.

Reimbursable with an original receipt from the conference, etc. Canceled checks/credit card receipts will not be

MEALS: Receipts for meals are not required. Reimbursement will be paid according to the Reimbursement Rate Index, on file in the
Principals Office or with your Floor Manager.
Breakfast

Only when travel starts on or before 6:00a.m. and the travelers normal workday is extended by 2 hours. Range is $7.00 to
$9.50.

Lunch

Only when traveler is in travel status for 6 hours or more and travel starts on or before 11:00a.m. and ends at or after
2:00p.m. Range is $7.50 to $10.00.

Dinner

Only when travel extends to 8:00p.m. or beyond and the traveler extends his normal workday by more than 3 hours. Range
is $15.00 to $20.50.

Travelers are not entitled to meal reimbursement when meals are provided free or for meals on an airplane or if included in
registration fees.
NOTE: When an employee is entitled to reimbursement for 3 consecutive meals and is in overnight travel status for 24 consecutive hours,
the amount expended for any particular meal is left to his/her discretion. The total for all meals and incidentals claimed may be shown as
a lump sum per day.
HOW DO I FILE A CLAIM?
BEFORE THE TRIP:
1.

Fill out a Travel Request Form and have it signed by your Administrator. Forward your Travel Request form to the CES Travel Office,
3rd floor, for processing. Be sure all budget codes are included and are accurate and that all information requested has been
completed. The total cost of the trip noted on your Travel Request form is the maximum you may claim, regardless of the
actual expenses you incur. Make sure it is estimated appropriately.

2.

The Travel Request form will be submitted to the Governing Board for approval. Travel may not occur prior to Board approval.
Once approval by the Board has been granted, you will be sent a copy of your approved Travel Request form.

3.

If registration is to be paid totally by the District through a purchase order, attach original requisition to your Travel Request form
and forward to the CES Travel Office, 3rd floor. Purchase orders will not be issued without the approved Travel Request form. Please
allow at least 3 weeks for purchase order to be processed.

AFTER THE TRIP:

1.

Travel claims must be submitted for reimbursement within 30 days of your return from travel. In no event can reimbursements be
made after August 31st following the fiscal year in which the travel took place.

2.

Fill out a Travel Claim form listing each day separately with expenses listed by day. Attach all original receipts and conference
brochure. Sign the Travel Claim form and have your Administrator also sign it. Principals must have their claim signed by the
Assistant Superintendent for Instruction and Accountability. Keep a copy for your records. Send all paperwork to the CES Business
Office, 4th floor. If the form is not completed correctly, it will be returned to you, which will delay payment

3.

If the actual expenses claimed exceeds the amount on your approved Travel Request form, you may file an amended Travel Request
form and send it to the CES Travel Office, 3rd floor. Note on your Travel Claim form that you have filed an amended Travel Request.
Your claim will be held in the Business Office until your amended Travel Request has been approved. This will significantly delay your
reimbursement.
August 2007

PHOENIX UNION HIGH SCHOOL DISTRICT

TRAVEL CLAIM FORM INSTRUCTIONS
SECTION 1 DEPARTURE AND ARRIVAL
Day 1

Fill in date, time, place of departure (normally Phoenix, AZ) and date, time, place of Arrival.

Day 2, 3, etc.

If this is not the Departure day for your return to Phoenix, list the date, city and state you stayed in and fill
in Sections 2-5 of the claim, itemizing expenses for that day.
If this is the day of your Departure, list the date, time, place of Departure and date, time, place of Arrival
(normally Phoenix, AZ). BE SURE TO SPECIFY A.M. OR P.M. ON TRAVEL TIMES.
DATES MUST MATCH THOSE APPROVED ON YOUR TRAVEL REQUEST FORM.

SECTION 2 PRIVATE VEHICLE USE

If a privately-owned vehicle was used, write your Auto License number in the appropriate space at the upper right-hand
corner of the claim form. Fill in actual odometer readings and total mileage for each day claimed. List each day separately.
You cannot claim gasoline and mileage. Mileage covers both gasoline and the use of the car.

SECTION 3 MEALS AND LODGING

Meals may be claimed as a lump sum per day but must be listed by day.
Rates range from $29.50 to $40 per day based on location of travel Travel Guidelines and Meals/Lodging Index*.
Receipts are not required for meals.
ORIGINAL HOTEL RECEIPTS ARE REQUIRED CREDIT CARDS ARE NOT ACCEPTABLE. Lodging amounts only, including
tax, must be listed for each day. Lodging amounts will be reimbursed based on state-approved guidelines. Attach
ORIGINAL receipts. If traveler stays at a conference hotel, attach a copy of the conference brochure showing the hotel name
and rate.
Lodging and meals are not allowed for in-city travel.

SECTION 4 TRANSPORTATION
ORIGINAL PASSENGER COPY OF AIRLINE TICKET IS REQUIRED. CREDIT CARD RECEIPTS ARE NOT ACCEPTABLE.
Airline ticket amount should be listed in the Transportation Column under DAY 1. Other allowable transportation: taxis,
buses, limos, shuttles, must be identified and itemized by day. Receipts are not required.
Car rental may be approved upon submission of a letter justifying why it would be to the Districts advantage to rent a
vehicle. The letter must be signed by the person requesting the rental and by his/her Administrator. This letter must be
submitted with the Travel Request form or car rental request will be automatically denied. Original car rental receipt must
be submitted. Credit card receipts will not be accepted.
SECTION 5 OTHER ALLOWABLE EXPENSES
Itemize other expenses by day and identify each one with a footnote explaining what it was for. Examples include:
business phone calls, parking, registration fees. ORIGINAL RECEIPTS ARE REQUIRED.

Total all expenses at the bottom of the form for a grand total to be claimed.
TRAVEL PURPOSE Fill in the conference, seminar, meeting, etc. attended.
Sign and date your claim and have your Principal/Administrator sign on the approval line. Principals must have the
Assistant Superintendent for Instruction and Accountability sign their claims.
Send original claim form, original receipts, and a copy of your travel request form to the CES Business Office, 4th floor.
Keep a copy for your records.
TRAVEL CLAIMS MUST BE SUBMITTED FOR REIMBURSEMENT WITHIN 30 DAYS OF YOUR RETURN FROM TRAVEL. IN
NO EVENT CAN REIMBURSEMENTS BE MADE AFTER AUGUST 31 ST FOLLOWING THE FISCAL YEAR IN WHICH THE
TRAVEL TOOK PLACE.
* All reimbursements shall be made in accordance with Board policy and State of Arizona guidelines. A complete copy of
these guidelines is available in your Principals Office or with your Floor Manager.

August 2007

PHOENIX UNION HIGH SCHOOL DISTRICT NO. 210

TRAVEL EXPENSE CLAIM
Travelers Name

Todays Date

Telephone Numbers

Address

WK

School/Unit

HM

Traveled By: (check one)

Accounting Code(s)

Common Carrier Transportation (attach duplicate ticket)

Personal Car: License #____________________

Other: ________________________________________

School District Vehicle: Vehicle #____________

Dates Traveled From:

To:

THE FOLLOWING EXPENDITURES TO BE ITEMIZED ON A DAILY BASIS

SECTION 1
Departed From
Date

Place

Arrived At
Time

Place

Time

SECTION 2

SECTION 3

SECTION 4

Private Vehicle Mileage

Odometer Reading

Attach ORIGINAL
Lodging Receipts

Airfare, Taxi, Bus,

Shuttle, Car Rental

Itemize Other
Allowable

Transportation

Expenses

Start

End

Mileage

Meals

Lodging

SECTION 5

Day 1

Day 2

Day 3

Day 4

Day 5

Day 6

Day 7
Total Miles____ x Mileage Rate____
TOTALS

$
GRAND TOTAL

Travel Purpose:

I hereby certify that the travel and/or per diem recorded herein was accomplished in the performance of official duties; that the information given is true in all aspects and that no claim against the
District has before been made for any part thereof, or paid from any source of funding.
APPROVAL
Signature of Traveler

Date

Signature of Authorized Official(s)

Travel claims must be submitted for reimbursement within 30 days of your return from travel.
In no event can reimbursements be made after August 31 st following the fiscal year in which the travel took place.
August 2007

PHOENIX UNION HIGH SCHOOL DISTRICT

Contract Pay Schedule for 9-Month Certified Employees
26 Pay Option

20 Pay Option

8/2/11 - 5/25/12

8/2/11 - 5/25/12

Voluntary Deduction

Recesses &

(209 Days)

(209 Days)

Schedule

Holidays

8/5/11

Certified PbP Pay

Certified PbP Pay

No Voluntary Deductions

8/19/11

14-Day Pay

9-Day Pay

Most Voluntary Deductions Begin

9/2/11

First Direct Deposit

First Direct Deposit

Payday
Dates

9/16/11

Labor Day 9/5

9/30/11
10/14/11

Fall Break 10/10-10/14

10/28/11
11/10/11

Veterans Day 11/11

11/23/11

Thanksgiving 11/24-25

12/9/11
12/23/11

Charity & Extra Curricular for 2011 End

1/6/12

Charity & Extra Curricular for 2012 Begin

1/20/12

Winter Recess 12/24-1/8

ML King Day 1/16

2/3/12
2/17/12
3/2/12

Presidents' Day 2/20

3/16/12

Spring Recess 3/12-16

3/29/12

Cesar Chavez Day 3/30

4/13/12
4/27/12
5/11/12

Last Direct Deposit

5/25/12 10-Day Pay + Balloon

Last Direct Deposit

Flex Deductions End

10-Day Pay

Voluntary Deductions End

PHOENIX UNION HIGH SCHOOL DISTRICT

Contract Pay Schedule for JROTC Employees
Payday
Dates

26 Pay Option

20 Pay Option

8/2/11 - 6/1/12
(214 Days)
Certified PbP Paid
14-Day Pay
First Direct Deposit

8/2/11 - 6/1/12
(214 Days)
Certified PbP Paid
9-Day Pay
First Direct Deposit

8/5/11
8/19/11
9/2/11
9/16/11
9/30/11
10/14/11
10/28/11
11/10/11
11/23/11
12/9/11
12/23/11
1/6/12
1/20/12
2/3/12
2/17/12
3/2/12
3/16/12
3/29/12
4/13/12
4/27/12
5/11/12 Last Direct Deposit
5/25/12
10-Day Pay
5/31/12 5-Day Pay + Balloon

Voluntary Deduction
Schedule

Recesses &
Holidays

No Voluntary Deductions
Most Voluntary Deductions Begin
Labor Day 9/5
Fall Break 10/10-10/14
Veterans Day 11/11
Thanksgiving 11/24-25
Charity & Extra Curricular for 2011 End
Charity & Extra Curricular for 2012 Begin

Winter Recess 12/24-1/8

ML King Day 1/16

Presidents' Day 2/20

Spring Recess 3/12-16
Cesar Chavez Day 3/30

Last Direct Deposit

10-Day Pay
5-Day Pay

Flex Deductions End

Most Voluntary Deductions End
Memorial Day 5/28

PHOENIX UNION HIGH SCHOOL DISTRICT

Contract Pay Schedule for Athletic Trainers

Payday
Dates
8/5/11
8/19/11
9/2/11
9/16/11
9/30/11
10/14/11
10/28/11
11/10/11
11/23/11
12/9/11
12/23/11
1/6/12
1/20/12
2/3/12
2/17/12
3/2/12
3/16/12
3/29/12
4/13/12
4/27/12
5/11/12
5/25/12

26 Pay Option

20 Pay Option

8/15/11 - 5/24/12

8/15/11 - 5/24/12

not off on Fall Break

(209 Days)
Certified PbP Pay
10-Day Pay
First Direct Deposit

not off on Fall Break

(209 Days)
Certified PbP Pay
10-Day Pay
First Direct Deposit

Voluntary Deduction
Schedule

Recesses &
Holidays

No Voluntary Deductions
Most Voluntary Deductions Begin
Labor Day 9/5

Veterans Day 11/11

Thanksgiving 11/24-25
Charity & Extra Curricular for 2011 End
Charity & Extra Curricular for 2012 Begin

Winter Recess 12/24-1/8

ML King Day 1/16

Presidents' Day 2/20

Spring Recess 3/12-16
Cesar Chavez Day 3/30

Last Direct Deposit

9-Day Pay + Balloon

Last Direct Deposit

9-Day Pay

Flex Deductions End

Voluntary Deductions End

APPEN D IX C
GLOSSARY OF TERMS

Acad em ic Cred it

Any cred it earned as ou tlined in this hand book.

Bargaining Unit

Means all em p loyees as sp ecified in the recognition statem ent of

this agreem ent.

CTA

See Classroom Teachers Association.

Cam p u s

The school u nit; e.g. Alham bra H igh School, Sou th Mou ntain
H igh School, etc.

Cam p u s Su p ervision

Inclu d es, bu t is not lim ited to the follow ing: stu d y hall su p ervision, resou rce center su p ervision, cam p u s grou nd su p ervision.

CES - To Be Assigned (TBA)

Person not assigned a p osition d u ring the reassignm ent p rocess

and assigned to CES for fu tu re p lacem ent.

Classroom Teachers Association

The Phoenix Union H igh School District Classroom Teachers

Association, Inc. The CTA is the official agent for the teachers of
the Phoenix Union H igh School District.

Consensu s

Unanim ou s agreem ent or no voiced d issent.

Continu ing Teacher

A certified teacher w ho has been em p loyed fu ll-tim e for m ore

than the m ajor p ortion of each of three consecu tive school years
and w as em p loyed at the end of the third consecu tive year.

Day

Any d ay Mond ay throu gh Frid ay, exclu sive of legal holid ays and
Board -d eclared recess d ays as id entified by the official school
calend ar.

Dep artm ent

A d ep artm ent shall be d efined as: (A) Teachers w ho are on the

sam e cam p u s and in the sam e su bject area (category 1) or service
area (category 2); (B) Teachers w ho are not assigned to one
cam p u s and are m em bers of a d istrict-w id e d ep artm ent
(category 3).
Category 1
1.
2.
3.
4.

Art
Bu siness Ed u cation
English
English as a Second
Langu age (ESL)
5. Excep tional Stu d ents Program
6. Fam ily and Consu m er Science
(FACS)
7. H ealth/ Physical Ed u cation

08/ 03

8. Ind u strial Technology

Ed u cation (ITE)
9. JROTC
10. Mathem atics
11. Perform ing Arts
12. Read ing
13. Science
14. Social Stu d ies
15. World Langu ages

Ap p end ix C - 1

Category 2
1.
2.

Cou nseling at com p rehensive schools

Instru ctional Materials Center (IMC)

Category 3
1.
2.
3.
4.
5.

H earing
N u rses
Psychologists
Sp eech
Vision

Ed u cational Policies

Refers to those item s of m u tu al concern to the stu d y team s for

their annu al review and w hich are incorp orated into Governing
Board Policy.

Em ergency

A situ ation that cou ld not have been p rep ared for in ad vance.

Full-Tim e Stu d y H all Proctor

A certificated teacher em p loyed for a fu ll school d ay of five (5)

stu d y hall p eriod s (or its equ ivalent) or other assigned d u ties as
d eterm ined by the Governing Board .

Full-Tim e Teacher

A certified teacher em p loyed for a fu ll school d ay of five (5)

teaching p eriod s (or its equ ivalent) or other assigned d u ties as
d eterm ined by the Governing Board .

Governing Board

The Phoenix Union H igh School District Governing Board .

Inap p rop riate Cond u ct w ith

a Stu d ent

Inap p rop riate cond u ct w ith a stu d ent as referenced in the Volu ntary Transfer Policy refers to cond u ct of a sexu al natu re
involving stu d ents.

Interim Teacher

A teacher hired on a regu lar contract for a p eriod of less than a

fu ll year.

Major Portion of a School Year

Major p ortion of a school year m eans fu ll-tim e em p loym ent for

at least fifty-one p ercent (51%) of the total nu m ber of contractu al
d ays in a school year, excep t that a certificated teacher is not
d eem ed to have com p leted the m ajor p ortion of the third school
year of three consecu tive years of em p loym ent u ntil the end of
the third school year.

Major Teaching or Service Area

That area in w hich the teacher has a m inim u m of thirty (30)

sem ester hou rs, or forty-five (45) qu arter u nits of college p rep aration.

Minor Teaching or Service Area

That area in w hich the teacher has m et the m inim u m requ irem ents as ou tlined in the p olicies and p roced u res m anu al of the
N orth Central Association.

N ew ly Created Position(s)

A new ly created p osition is one in a teaching/ service/ sp ecial

p rogram area w hich d oes not cu rrently exist in the District. This
new ly created p osition m ay evolve from an existing estab lished
area w hen sp ecial need s arise (i.e., Interventionist w ithin
Cou nseling).

Ap p end ix C-2

08/ 03

N on-Continu ing Teacher

A certified teacher w ho is em p loyed by the District fu ll-tim e for
less than the m ajor p ortion of three (3) consecu tive years and is
not a p art-tim e or continu ing teacher.
Part-Tim e Continu ing Teacher

A certificated teacher w ith continu ing statu s w ho has elected to

have his/ herassignm ent red u ced w ith a com m ensu rate
red u ction in salary. Part-tim e continu ing teachers w ith .8 or .6
assignm ents or .5 Metro Tech w ill retain all benefits and p rivileges of a continu ing teacher as w ell as p rop ortionate p rofessional resp onsibilities. Continu ing teachers electing to red u ce
their assignm ent to less than .6 or .5 Metro Tech forfeit
(insu rance) benefits. Any election of a red u ced assignm ent shall
be for a p eriod of no less than one sem ester and m ay be renew ed
annu ally at the teachers op tion.

Part-Tim e Stu d y H all Proctor

A certificated teacher em p loyed for a p artial school d ay of few er

than five (5) stu d y hall p eriod s (or its equ ivalent) or other d u ties
as d eterm ined by the Governing Board .

Part-Tim e Teacher

A certified teacher em p loyed for a p artial school d ay of few er

than five (5) teaching p eriod s (or its equ ivalent) or other assigned
d u ties as d eterm ined by the Governing Board and has no rights
beyond the contract term ination d ate.

Prep aration

The p rep aration requ ired for teaching a cou rse at the sam e grad e
level in the sam e instru ctional track in the sam e su bject w ith
com p arable instru ctional m aterials.

Professional Agreem ent

The w orking agreem ent betw een the CTA and the PUH SD
Governing Board w hich inclu d es Governing Board Policies,
Ad m inistrative Regu lations and Proced u res for im p lem enting
Policies and Regu lations.

Professional Com p ensation

All salaries and fringe benefits.

Program

A Program shall consist of teachers rep resenting tw o or m ore

d ep artm ents collectively p rovid ing a d efined cu rricu lu m .
As of the 2000-01 school year, the follow ing are accep ted as
p rogram s.
A. Magnet Program s
1.
Center for Med ical and H ealth Stu d ies
2.
Center for International Stu d ies

08/ 03

3.

Center for Com p u ter Stu d ies

4.

Center for Marine and Environm en tal Science

5.

Center for Agribu siness, Equ ine Science, and N atu ral
Resou rce Managem ent

6.
7.

International Baccalau reate Program

Center for Acad em ic and Technological Stu d ies

8.

Center for Aviation/ Aerosp ace Ed u cation

9.

Center for Com m u nication Arts: Print, Rad io, Television,

Film

Ap p end ix C - 3

10.
11.
12.

Center for Law -Related Stu d ies

Center for Perform ing Arts
Center for Visu al Arts

B. Title Program s
Title p rogram s consist of teachers from English, Read ing,
Mathem atics, and / or cou nseling d ep artm ents. The facilitator on
each cam p u s shall be selected from one of the foregoing
d ep artm ents w hich is rep resented in the Title Program at the
site. Each Title Facilitator p osition shall be d eclared vacant in the
sp ring of 1993 and ad vertised and filled follow ing the
p roced u res ou tlined in the selection of instru ctional lead ers,
clu ster m anagers, and m anagers of established p rogram s. Title
Facilitators selected p rior to Ju ly 1, 1992, w ho w ere not selected
from English, Read ing, Mathem atics, and / or Cou nseling
d ep artm ents shall be eligible to continu e to ap p ly for this sp ecial
cam p u s assignm ent.
C. Clu sters at Metro Tech VIP
1.

Innovative Technology Ed u cation

2.

Service Related

3.

Constru ction/ Transp ortation/ H ealth Occu p ations

D. Regu lar Ed u cation Program s at Bostrom Alternative

Center for Ed u cation Program s
E. Staff Develop m ent Program
Qu alified Teacher

A teacher p ossessing a valid Arizona teaching certificate qu alifying him / her to teach a su bject in his/ her m ajor or m inor
field (s).

Qu asi-su p ervisor

H as oversight and d irection of w orkers; oversees a p rocess, w ork

or w orkers in p erform ance of their assigned d u ties; has fu nctions
sim ilar to those of a su p ervisor or ad m inistrator.

Reassignm ent

A change of teaching assignm ent from one d ep artm ent/

p rogram to another d ep artm ent/ p rogram on the sam e cam p u s
or the relocation of a teacher from one cam p u s to another
cam p u s.

Rep rim and

Any w ritten rep ort of d iscip linary action taken by ad m inistra tive
p ersonnel against the teacher for infraction of ru les or
d elinqu ency in p rofessional p erform ance that is inclu d ed in the
teachers p ersonnel file.

Roving Gu est Teacher

Person assigned to CES-TBA statu s and p laced for a m inim u m of

one w eek (Mond ay throu gh Frid ay) p er cam p u s as a roving
gu est teacher.

School District

The Phoenix Union H igh School District.

School Year

The school year as d efined by the official school calend ar.

Ap p end ix C-4

08/ 03

Su p erintend ent

The Su p erintend ent of Schools of the Phoenix Union H igh School

District.

Teacher

Any m em ber of the bargaining u nit, inclu d ing the Stu d ent
Assistant Program / Intervention Sp ecialist.

Teacher on Assignm ent

A certified teacher w ith at least three years teaching exp erience,

w ith the year p rior to the assignm ent having been served in the
District, w ho is p erform ing fu nctions in lieu of his/ her regu lar
teaching/ service/ sp ecial p rogram area assignm ent. (See Proc. 314 for excep tions.)

Team (s)

The stu d y team s (STEP) ap p ointed by the Governing Board and

the CTA resp ectively, w hich m eet annu ally to review the Gov erning Board s Ed u cational Policies and recom m end to the Gov erning Board ad d itions, revisions and d eletions.

Week

A calend ar w eek.

08/ 03

Ap p end ix C - 5

Phoenix Union High School District

2011-2012 School Calendar
First Semester
Tuesday Friday
Monday
Monday
Friday
Monday Friday
Friday
Thursday
Friday
Wednesday - Thursday
Friday
Friday

August 2 5
August 8
September 5
October 7
October 10 - 14
November 11
November 24
November 25
December 21 22
December 23
December 23

*
**
*
*
*

Teacher Inservice
Classes Begin
Labor Day
End of First Term
Fall Recess
Veterans Day Recess
Thanksgiving Day
Thanksgiving Recess
Semester Exams
Report Preparation No Classes
End of Second Term/First Semester

Second Semester
Monday Friday
Monday
Monday
Monday
Friday
Monday Friday
Friday
Friday
Tuesday Wednesday
Wednesday
Thursday
Thursday
Friday
Friday
Friday

December 26 January 6
January 9
January 16
February 20
March 9
March 12 16
March 30
May 18
May 22 23
May 23
May 24
May 24
May 25
May 25
May 25

* Winter Recess
Classes Begin
* MLK/Civil Rights Day
* Presidents Day
End of Third Term
* Spring Recess
* Csar Chvez Day
Senior Exams
Semester Exams
180th Day/Last Day of Classes
Graduation Day
Report Preparation No Classes
Report Preparation No Classes
End of Fourth Term/Second Semester
Last Day of 9 Month Contracts

Number of Teaching Days

Term 1 44 Days
Term 2 46 Days
Semester 1 90 Days
Term 3 43 Days
Term 4 47 Days

*
**

Students and all employees off.

Students, 9, 9 , and appropriate 10 month employees.

Prepared by ITS on 10.20.09

Governing Board Approved on 10.07.10

Semester 2 90 Days
(180 Days)

Phoenix Union High School District

Count of Days

2011-2012 School Calendar

Month

Days
Taught

10

11

12

15

16

17

18

19

22

23

24

25

26

15

31

Sept
1

12

13

14

15

16

19

20

21

22

23

28

29

30

Oct
3

10

11

12

13

**
14

17

18

19

20

21

Aug
1
2

Aug
29
30

Sep
26
27

Oct
24

Nov
21
22

Dec
19
20

21

22

23

26

27

28

Jan
16
17

18

19

20

23

24

Feb
13
14

15

16

17

20

21

Mar
12
13

15

*
16

10

Apr
9
10

11

12

13

16

17

18

19

20

23

24

25

26

11

May
7
8

10

11

14

15

16

17

18

21

22

23

24

26
23

14

27

28

24

*
25

31
28

19

Holidays
& Recess
Tea

Stu

19

19

19

15

15

Terms

Nov
1
2

10

11

14

15

16

17

18

19

19

29

Dec
1
2

12

13

14

15

16

18

18

20

30

Dates

Number of Days

8/8

Term

40th Day
10/3
10/7

29

*
30

Jan
2
3

10

11

12

13

10

10

11

25

26

27

30

31

Feb
1
2

10

19

19

22

23

24

27

28

29

Mar
1
2

19

19

3/9

Apr
2

14

14

3/19

27

30

May
1
2

20

20

25

28

29

31

13

15

180

187

27

30

21

44

22

23

26

27

28

29

12/23

46

1/9

*
30

30

5/25

Legal Holiday

Teacher Inservice

School Recess

Report Preparation

End of Term

Examination Days

*
**

90

100th Day
1/23
43

47

Legend

Prepared by ITS on 10.20.09

Governing Board Approved on 10.07.10

Semester

10/17

25

Teacher
Duty Days

Students and all employees off.

Students, 9, 9 , and appropriate 10 month employees.
Senior Exams

90
180 Days

PROFESSIONAL DEVELOPMENT GUIDELINES

These guidelines can be changed at any time by the State Board of Education. Check with the State for current guidelines.
State Board rules require the certified individual to engage in 180 clock hours of professional development activities during the last valid period of the
certificate. In general, the activities should meet two criteria:

They should represent professional growth that is related to education or a content area taught in Arizona public schools. Courses for
personal growth, e.g. calligraphy, fitness center, real estate, or rug-weaving, would not fulfill the intent of the rule. Courses to enhance
bilingual or technology skills or qualify for another certificate would.

They should represent development. That is, the activity should provide training to improve the teaching skills, not activities within the
persons normal job responsibilities.

Certified individuals are responsible for maintaining a portfolio containing recertification documentation and must present the portfolio and certificate renewal
form to the unit administrator or Human Resources Department Office up to 6 months prior to the certificate expiration date.
PROFESSIONAL DEVELOPMENT ACTIVITY
Courses related to education or a subject area taught in Arizona public
schools.

MAXIMUM HOURS
MAXIMUM HOURS
Unlimited

Definition: College courses, graduate and undergraduate, from an accredited

college or university, taken subsequent to the baccalaureate degree. See
Professional Agreement, Proc. 5-8, -9, and Appendix F: Fields of Study
District in-service designed for professional growth.

Unlimited

Phoenix Union High School District Professional

Development certificate signed by site administrator
or Curriculum Division.

30 hr. limit per year

Conference agenda and a statement of certificate

from the sponsoring organization noting clock hours
earned in training sessions.

Definition: Conferences related to education or content area taught.

Conferences resulting in absence from work and/or receiving District funds
will be approved through District travel guidelines. Pre-approval by
Professional Growth Committee is highly recommended if outside of District
travel guidelines.
Business internship.
Definition: Based on an agreement between a business and the District or
site administrator with the specific objective of aligning teaching curriculum
with workplace skills.

Official transcript from accredited institution. Each

semester hour of course work is equivalent to 15
hours of professional development.
Each semester hour of course work is equivalent to Definition:

Definition: Workshops, courses, activities (including in-district research), or

in-service endorsed as professional development by District or school site.
Records on all endorsed activities shall be on file in the Human Resources
Office, and shall include learning objectives, activities, assessment,
attendance/accountability plan, and qualified instructors.
Professional (education-related) conferences and workshops.**

DOCUMENTATION REQUIRED
DOCUMENTATION REQUIRED

80 hr. limit per year

Written verification by the sponsoring business and

District or site administrator stating the dates of
participation and number of clock hours earned.

PROFESSIONAL DEVELOPMENT ACTIVITY

Educational research.**

MAXIMUM HOURS
MAXIMUM HOURS

DOCUMENTATION REQUIRED
DOCUMENTATION REQUIRED

Unlimited

The published report of the research or verification by

the sponsoring agency and a statement of the dates
of participation and the number of clock hours
earned.

National Board of Professional Teaching Standards.

Unlimited

Written verification from the National Board of

Professional Teaching Standards of completion of the
process, and a statement from the District or unit
administrator verifying the dates and clock hours
earned during the certification process.

Leadership position in an educational institution.

30 hr. limit per year

Association will complete certificate verifying hours

awarded for service.

60 hr. limit per year

Letter or certificate from North Central Association or

visitation chair verifying dates and clock hours
earned.

Definition: Sponsored by a research facility or an accredited institution or

funded by a grant.

Definition: Eligible participants are President, Vice-President, and Executive

Board.
Serving on an accreditation team.
Definition: Service as a member or chair of a visitation team for the North
Central Association.

** Required forms are available in the Principals office or by calling the District Human Resources office at 602-764-1119.

Certificate conversions and renewals

1. Temporary to Standard:
professional development.

Requires 180 hours of professional development activities or academic equivalent (1 semester hour = 15 hours of

2. Standard issued before July 1, 1995: May renew one time before December 31, 2001, with verification of continuous teaching employment
during the entire six-year period of the certificate.
3. Standard issued before July 1, 1997: May renew one time before December 31, 2003, with 90 hours of professional development activities or
academic equivalent (1 semester hour = 15 hours of professional development).
4. Standard issued on or after July 1, 1997: May renew with 180 hours of professional development activities or academic equivalent
(1 semester hour = 15 hours of professional development).

Note: Completion of activities approved for Professional Growth credit may be applied towards the 180 professional development clock hours required by the
State for recertification. However, not all activities approved for professional development clock hours will be accepted for professional growth credit towards
a salary increment. Professional growth credit guidelines specify additional criteria for movement on the salary schedule.
Completion of the 180 clock hours of professional development required by the State for recertification may not satisfy all of the requirements for the annual
individual professional development plan required by the District for evaluation purposes.

A P P EN D I X F
FIELD S OF STUD Y

Grad u ate or u nd ergrad u ate cou rses in the follow ing field s of stu d y are gu id elines for ap p roved cred it
for teachers salary increm ents in the Phoenix Union H igh School District:
ART
Ap p lied Arts

Ed u cation

Fine Arts

Grap hic Arts

Ind u strial Arts

Langu age and H u m anities (as listed )

Mu sic

Photograp hy

Science

Social Stu d ies

BUSIN ESS ED UCATION

Au d io-Visu al

Bu siness Ad m inistration

Bu siness Ed u cation

Coop erative Work Exp erience

Data Processing & Au tom ation

Distribu tive Ed u cation

English

Foreign Langu age

H u m anities

Mathem atics

Office Ed u cation

Social Stu d ies

Sp eed

Read ing Develop m ent

EN GLISH
Dram a

English

Fine Arts

Gram m ar

Jou rnalism

Langu age & H u m anities (as listed )

Library Science

Lingu istics

Philology

Philosop hy

Read ing

Sp eech

Teaching English to Bilingu al

Teaching Second ary School English

HEALTH
HOME ECON OMICS
Anthrop ology

Clothing

Dietetics

Econom ics

Food

H om e Econom ics

H u m an Develop m ent

Mathem atics

Practical and Fine Arts

Psychology

Science Cou rses

08/ 01

Ap p end ix F - 1

IN D USTRIAL
Architectu re

Chem istry

Constru ction

Econom ics

Engineering

Fine Arts

Gu id ance

Ind u strial Arts

Ind u strial Ed u cation

Ind u strial Managem ent

Ind u strial Relations

Mathem atics

Metallu rgy

Mineralogy

Physics

Sciences

Skilled Trad es

Technical Ed u cation

CTE

Ed u cation

LAN GUAGE AN D HUMAN ITIES

Anthrop ology

Classical Langu age &Literatu re

English Langu age & Literatu re

Fine Arts

Germ anic Langu age & Literatu re

Geograp hy

H istory

Lingu istics

Literatu re

Mu sic

Oriental Langu ages & Literatu re

Philosop hy

Religion

Rom ance Langu ages & Literatu re

Ru ssian Langu ages & Literatu re

Sociology

IN STRUCTION AL MATERIALS
Au d io-Visu al

Basic Science

Fine Arts

General Acad em ic Su rvey Cou rses

Langu ages & H u m anities (as listed )

Library Science

MATHEMATICS
Accou nting

Architectu re

Astronom y

Astrop hysics

Basic Sciences

Bu siness in Statistics

Econom ics (inclu d ing Theory

Ed u cational Research

of Gam es & Op erations Research)

Electronics

Engineering

Genetics

Geop hysics

Com p u ter Mathem atics (inclu d ing

Ind ep end ent Research or Stu d y

Com p u ter Program m ing and N u m erical

Insu rance

Analysis)

Life Science

Logic

Mathem atics

Mathem atics Ed u cation

Physical Science

Statistics

Ap p end ix F-2

08/ 01

MUSIC
Acou stics

Arranging

Com p osing

Cond u cting

Cou nterp oint, Cannon, Fu gu e

Dictation - Melod ic, H arm onic

Fine Arts

Form s and Analysis

H istory

Instru m ental Mu sic

Instru m entation

Langu ages & H u m anities (as listed )

Mu sic Ed u cation

Mu sic Literatu re

Philosop hy

Physics (Sou nd )

Psychology

Psychology

Theory, H arm ony

Vocal Mu sic

PHYSICAL ED UCATION
Anatom y

Basic Science

Bio-Chem istry

Biology

H ealth

H u m an Develop m ent

Physiology

Psychology

Recreation

Zoology

READ IN G
Au d io-Visu al

English

Foreign Langu ages

Gu id ance & Cou nseling

Jou rnalism

Langu age Arts

Langu ages & H u m anities (as listed )

Library Science

Psychology

Lingu istic Sciences

Read ing

Sp eech Sciences

Statistics
SCIEN CE
Anatom y

Anthrop ology

Astronom y

Biop hysics

Botany

Chem istry

Com p u ter Program m ing

Ecology

Electronics

Fine Arts

Geograp hy

Geology

Instru m entation

Langu ages & H u m anities (as listed )

Mathem atics

Meteorology

Microbiology

Physics

Physiology

Psychology

Statistics

08/ 01

Ap p end ix F - 3

SOCIAL STUD IES

Aerosp ace Stu d ies*

Anthrop ology

Art Cou rses

Au d io-Visu al

Earth Science

Econom ics

Geograp hy

Geology

H istory

H u m an Develop m ent

Internal Relations*

Langu ages & H u m anities (as listed )*

Military Science

Mu sic

Philosop hy

Political Science*

Psychology

Scientific Cou rses

Social Thou ght

Sociology

Statistics
*Su rvey, Theory, and H istory rather than techniqu es
SPECIAL ED UCATION
Arithm etic and Qu antitative Concep ts and Skills
Arts and Crafts
Bilingu al
Blind and Partially Sighted
Cerebral Palsy Child
Com m u nity Resou rces and the H and icap p ed Child
Cu ltu rally Dep rived
Ed u cation of H earing H and icap p ed Cu rricu lu m - Langu age and Sp eech Develop m ent
Em otionally Distu rbed or Malad ju sted
Ep ilep tic Child
Etiology
Gifted Child
H om em aking and Ind u strial Arts
Ind ian Ed u cation
Ind u strial Arts for Sp ecial Ed u cation
Langu age Arts and Com m u nicative Skills
Mental Retard ation
Method s, Materials, and Cu rricu lu m in Sp ecial Ed u cation
Mu lti-d iscip linary Ap p roach to Problem s of Mental Retard ation
Occu p ational Ed u cation for the Sp ecial Ed u cation Stu d ent
Orthop ed ically H and icap p ed
Physical Ed u cation - Corrective Techniqu es
Physical Sciences
Psychological, Social, and H ealth Asp ects of Mental Retard ation
Psychology

Ap p end ix F-4

08/ 01

SPECIAL ED UCATION (cont.)

Read ing (inclu d ing rem ed ial)
Social Sciences
Sp eech Correction
Su p ervision and Ad m inistration of Sp ecial Ed u cation Prog ram s

RECOMMEN D ATION S FOR AD D ITION TO FIELD S OF STUD Y

PROFESSION AL ED UCATION
Cou rses su ch as:
Cou nseling

Ad m inistration

Read ing

Cu rricu lu m & Instru ction

Evalu ation

Excep tional Stu d ents

Psychology

College of Ed u cation Cou rses

Metric Cou rses

Data Processing Cou rses

Drop ou t Cou rses

Chem ical Aw areness

Cou rses in the Sp anish Langu age

Typ ing

Au d io-Visu al

Com p u ter Science

English

Math

Science

08/ 01

Ap p end ix F - 5

APPEN D IX G
PERFORMAN CE BASED PAY PLAN
The 2001-02 Perform ance Based Pay Plan w ill be printed in the Professional Agreem ent as
Append ix G along w ith the d ate changes as approved in the spring of 2002 and the
follow ing statem ent.
The Perform ance Based Pay Plan w hich w as ratified for the 2001-02 school year w ill
continue as the Perform ance Based Pay Plan for the 2003-04 school year.
The plan is currently in its first year of im plem entation, and the d ata are being gathered on
how w ell the criteria m eet the objectives of the program .
The Perform ance Based Pay Com m ittee w ill evaluate the entire plan at the beginning of the
2002-03 school year and w ill stud y d ata and teacher feed back regard ing all six ind icators.
The Perform ance Based Pay Com m ittee w ill m ake r ecom m end ations, through the
negotiations process, for any m od ifications to the plan for future years.

07/ 03

Ap p end ix G