麻豆传媒映画

Introduction and Overview of Process

麻豆传媒映画 acts as the employer of personnel assigned to the 麻豆传媒映画 Academy of Science and Technology (the "Academy"). Conditions of employment and terms of compensation comport to those for other similarly situated 麻豆传媒映画 employees unless otherwise expressly noted in this salary schedule as approved by the 麻豆传媒映画 Academy of Science and Technology Governing Board (the "Governing Board"). The Governing Board hereby delegates authority to the College President to approve updates to compensation practices that are required to maintain compliance with local, state or federal requirements until memorialized in the next approved salary schedule (by way of example, this may include minimum wage increases and Department of Labor exemption thresholds). Additionally, to maximize efficiencies and ensure employee recruitment and retention remain competitive throughout the year, the College President is further authorized to approve updates, new titles, title changes, and editorial changes to the salary schedule provided that said changes are in accordance with the annual approved budget. Budget changes must be approved by the Governing Board.

Recommendations for appointments and beginning salaries are made to the designated College Human Resources official. Offers of employment and appointments are made by the designated Human Resources official, subject to approval by the College President or his/her designee in accordance with all applicable laws, rules, and policies. Recommendations for reappointments are made to the designated Human Resources official by the Academy Principal and are subject to approval by the College President.

When the desired effective date of an appointment predates the next regularly scheduled meeting of the Governing Board, the College President or his/her designee is authorized to approve the appointment. Final authorization is subject to approval of the Governing Board.

Personnel

Academy personnel that provide service of an instructional, managerial, or professional nature are under annual contract. Administrative support positions are non-exempt and are classified as Career Service Personnel that are not subject to contract.

A full-time teacher is an employee whose designated duties involve teaching and associated service as defined in the Full-time High School Teacher position description.

Part-time personnel are employed for a specific period of time and for specific duties as noted in each job description or individual appointment, and termination is automatic at the end of the specified appointment period. Part-time employees are limited to working no more than 28.5 hours weekly in all employment capacities with the college.

Substitute teachers are appointed on an as-needed basis for a specific and limited periodoftin1eto cover when another teacher is absent. Beginning and ending times and required se1vices are to be clearly a1iiculated and documented and must accompany sub voucher requisitions for payment. Substitutes must be preapproved and processed through Human Resources prior to performing any work. Compensation for substitute teaching is paid based on a daily rate of $120/full day and $60/half day.

Full-time exempt personnel are employed on either 12-month or 10-month annual contracts for a specific number of days as stated in each contract. The contract year for 10-month personnel will begin in August and end in June and contain 180 instructional and 10 non-instructional days. The annual contract for 12-month personnel will normally run from July 1 - June 30. The full-time personnel contract is based on a forty-hour work week and a predetermined number of days of service to fulfill assigned responsibilities during the contract year as designated by the academic calendar. Full-time teachers typically teach five (5) classes. However, they may be assigned comparable responsibilities to fulfill contract requirements when less than five (5) classes are assigned.

Full-time non-exempt personnel are employed for either 12 months at forty hours per week or a specific number of predetermined days for a specified number of hours weekly.

Full-time personnel who miss all or a portion of a workday must submit leave in accordance with Academy and College policies.

Part-time teachers are also required to commit to a specific number of days in either the Fall or Spring appointment terms and will be docked for time missed or not made up via another comparable assignment.

Full- and part-time teachers are assigned a specific number of classes, which includes responsibility for class preparation and grading and being available to students along with other assigned non-instructional duties.

Additional Compensation

For purposes of additional compensation, college employees who are assigned to or provide specific services to the Academy may be considered Academy personnel.

Employees on 10-month contracts may be provided with a stipend for additional days worked or a portion thereof using their standard compensation method as the basis for calculation. An additional duty day stipend request will be submitted to generate payment following completion of working the additional days.

Academy personnel may be eligible for various statewide incentives that are to be processed within guidelines provided to the College. These additional compensation payments are often based on additional funding provided specifically for this purpose. These payments will be processed via a supplement or stipend request that will state the nature of the incentive.

Full-time teachers assigned to teach six (6) classes will receive additional compensation in the amount of $5,023 per class per term, as applicable.

Teachers who complete approved professional development outside of their standard work hours or contract days may receive a stipend of $25/hour.

Annual sponsors of approved clubs and organizations may receive a $250 stipend at the conclusion of the academic year based on terms and expectations that must be met to receive compensation that must be agreed to prior to commencement of the work and that are memorialized in writing by the Principal and the employee.

Salary Increase for 2026-2027

The College President may authorize salary increases for employees assigned to the Academy subject to ratification at the next scheduled Governing Board meeting.

Salary Table

Initial or interim placement is generally at the minimum of the salary range for full-time positions. However, under special circumstances, including hard to fill positions or in the case of exceptional qualifications, recommendations may be made with supporting documentation including internal/external marketplace comparisons for review by Human Resources for the College President's approval.

Full-time Teacher Salary Table

Initial placement for teachers and guidance counselors is based on the highest degree conferred at the time of hire. Teachers and guidance counselors may be given credit for up to 10 steps for full-time, verified teaching or guidance experience at the K-12 level.

Placement based on earning a higher degree after the time of hire will occur at the beginning of the next contract year following receipt by Human Resources of an official transcript showing the conferred degree.

Approved: June 16, 2026