Certified Staff Compensation Program

Westside Community Schools focus on quality education for approximately 6,100 students in the center of Omaha.  An urban district, the community is home to nearly 29,000 people who live within the District's twelve square miles.  Approximately 535 teachers provide a nationally recognized curriculum which has resulted in numerous achievement awards for students.

A Unique Salary Program for Professional Teachers- A Total Salary for a Total Job

Our Salary Program Recognizes

• Quality Performance
• Career Ladder Positions
• Competitive Salaries
• Academic Qualifications
• Various Lengths of Contract Time
• Career Increment
• Extra duty assignments

In 1971 Westside Developed and Negotiated a Salary Program Providing for

• Classroom Teaching Assignments
• Extra Curriculum Assignments
• Leadership Roles
• Curriculum and Instructional Development
• Extended Time 2 weeks, 1 month, 2 months
• Advanced Degrees
• Short-Term Employment
• A Guaranteed Salary Plus Eligibility for Merit Pay

The Design of the Salary Program Includes

• A competitive salary for beginning teachers
• A series of salary ranges in which the teacher's salary is determined according to a guaranteed dollar increase, additional responsibility, additional time and eligibility for merit pay

Examples of the guaranteed salary increase and the merit pay

*Plus one time $1,000 Career Increment awarded after the third year in the district.

Category I

• 196.5 day contract for the teachers in the first year of classroom teaching. No additional assignments.

Category II

• 191.5 day contract for teachers who complete Category I and who do not assume additional responsibilities or time.
• Each salary is determined within the salary range of which the minimum and maximum amounts are established through negotiations.

Category III

• 191.5 day contract for teachers who assume responsibilities in addition to their classroom teaching assignments, such as extra curriculum assignments and leadership positions.
• A teacher does not need to complete Category I before entering Category III; a new teacher with additional responsibility may begin in Category III.
• Each salary is determined within the salary range of which the minimum and maximum amounts are established through negotiations.

Category IV and V

• 196.5 up to 211.5 day contract
• Teachers in these three categories are employed for additional time:
  1. Category IV includes up to twenty (20) additional contract days
  2. Category V includes 37 additional contract days
• Teachers also assume additional responsibilities or positions, such as department heads, curriculum and instructional leadership, and guidance counselors.
• Each salary is determined within the salary range of which the minimum and maximum amounts are established through negotiations.

Category VI

• 212 up to 230 day contract
• Teachers can be employed in this category for weekly or hourly assignments, primarily for summer school and curriculum and instructional development.

2012-2013 Salary Schedule

2013-2014 Salary Schedule

$1,000 Career Increment awarded after completion of the third year in the district.

*BA+36 - Prior Approved Hours (MA must be completed within 4 yrs, only for approved programs)

How the Salary Program Works

The principal recommends to the superintendent and central office team a compensation for each teacher within the building or department. Included in the principal's recommendation is the consideration for merit pay and if appropriate, the corresponding amount. The superintendent makes the final decision.

MERIT CRITERIA
Educator Standards

• Foundational Knowledge
• Planning and Preparation
  
• Learning Environment
  
• Instructional Strategies
  
• Assessment
  
• Professionalism
  
• Vision and Collaboration
  

Growth Plan
Leadership
Other Responsibilities

This program places greater responsibility on the principal and ensures quality teacher evaluation.

Why the Salary Program Works

• The Board of Education is willing to pay the necessary dollars for the total salary program.
• The philosophy of the salary program includes a competitive pay scale plus merit pay to reward excellent performance.
• Teachers are supportive of the program
• The District does not publicize the names of those receiving merit pay, nor the individual salaries.

The Board of Education and administrators believe that this program provides an excellent opportunity to financially reward teachers according to their performance. The extra effort, time, and money are well worth a continuation of the program.

Benefits that support professionals

Tuition Reimbursement
Tuition reimbursement is available to employees seeking advanced training directly related to their position per board policy.  An approved college program must be on file for reimbursement.

Teacher Retirement 
All certified employees working 15 hours a week or more participate in the Nebraska State Retirement Program through payroll deductions of 9.78% of the monthly salary.  The Board of Education contributes annually a percentage of the total salaries into the Retirement Program (9.87%).

Social Security
The cost for each employee to participate is divided equally between the employee and the employer (the Board of Education).   The employee’s contribution is payroll deducted.

Worker's Compensation 
For all employees, the Board of Education pays the cost for insurance to cover injuries incurred while actively engaged in school assignments.

Income Protection Insurance
Income protection insurance is provided by the Board for all full-time employees. After a 90-day disability, the insurance provides up to two-thirds of the total salary and benefits. 

Life Insurance
The Board provides a $60,000 Term Life Insurance Policy for all full-time employees.  An additional $125,000 of coverage is available for employee’s to purchase at the District’s low group rate. Employees may also elect for spouse and dependent life insurance options.

Basic Medical Insurance
The district pays the cost of single coverage upon employment and family coverage after two years. Employees must apply within 30 days of a qualifying event in order to change coverage.

Extra Duty

Extra duty assignments are agreed upon and assigned by the building principals. Compensation for extra duty assignments is determined by the negotiated agreement.

Section 125 Flex Accounts
All full-time and part-time staff working at least 20 hours weekly are eligible for pre-tax deductions for insurance premiums, non-reimbursed medical expenses and child care.

529 Plan
IRS approved tax shelter savings plan for college tuition and expenses.

Tax Sheltered Deductions(403b)
At the request of the employee, a 403b program is available through payroll deduction for approved representatives and approved vendors.

U.S. Savings Bonds
U.S. Savings Bonds are available through Payroll Deduction.

Wellness Program

Staff may participate in a district-wide award winning wellness program involving various wellness activities and use of the fitness center at Westside High School.

Leave for Illness
Full-time teachers are granted unlimited sick leave with full pay for personal illness.

Other Leave
Leave may be granted for: Professional growth, bereavement and other personal absences with pay as outlined in the Negotiated Contract. Personal and Business leave will be granted based on the following provisions. One (1) day (or two half days) will be provided per year. After three years of employment (FTE) employees may carry forward unused days each year up to a total of two days. After five years of employment, employees may carry forward unused days up to a total of three (3) days. After ten years of employment, employees may carry forward unused days up to a total of four (4) days.  Up to five additional days of family illness leave may be also be granted at substitute deduction.

Acceptable reasons for personal leave are as follows:

• legal matters
• family medical appointments
• college requirements
• closing on primary residence
• moving
• immediate family wedding/graduations
• state competition in which spouse or child is participant
• illness of close family member (up to
• two additional days at sub-deduct)
• family catastrophe
• child's school function
• extension of bereavement
• Birth of child (non-birth parent)-4 days
• Adoption of child - 10 days

Leaves of Absence
Extended leaves may be granted to teachers after three years of employment with the district.  Leave may include:  Sabbatical Leave, Professional Leave and Personal Leave.  Family Medical Leave Act and Military Leave are also granted as outlined in Board policy.