Agreement of Trust

And
Understanding
2014-2015
Harrison School District Two
Colorado Springs
El Paso County
Colorado
Harrison Board of Education
Harrison District Employees

July 1, 2014 June 30, 2015

(Accepted and Executed: May 15, 2014)

INDEX
Article I: General Philosophy................................................................................................

Article II: Collaborative Decision-Making Team .....................................................................

Section 1: Purpose ..................................................................................................

Section 2: Meetings .................................................................................................
Section 3: Composition of the Team..........................................................................
Section 4: CDMT Committees ...................................................................................
Section 5: CDMT Task Forces ...................................................................................
Section 6: Making Recommendations and Decisions ...................................................
Section 7: Communication ........................................................................................
Section 8: Input and Resource Persons .....................................................................
Section 9: Acceptance of Final Document ..................................................................
Section 10: Board and Superintendent Oversight .......................................................

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3
3
3
4
4
5
5
5
5

Article III: Definitions .........................................................................................................

Article IV: Salary and Benefits .............................................................................................

Section 1: Annual Increments ...................................................................................
Section 2: Overtime for Educational Support Personnel ..............................................
Section 3: Pay for Covering Classes ..........................................................................
Section 4: Extra Duty Activities Salary Range .............................................................
Section 5: Payroll Procedures/Schedules ...................................................................
Section 6: Fringe Benefits .........................................................................................
Section 7: Unused Annual Leave ...............................................................................
Section 8: Transitional Retirement ............................................................................
Section 9: Salary Schedule Placement for Outside Experience .....................................
Section 10: Compensation for Language Skills ...........................................................
Section 11: Compensation for Special Education Center Based Programs..

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8
9
10
10
11
11
12
12
13
13
13

Article V: Recruitment and Orientation .................................................................................

14

Article VI: District Task Force/Committee Representation ......................................................

14

Article VII: Staff Dress Code ...............................................................................................

14

Article VIII: Staff Evaluation ...............................................................................................

14

Article IX: Class Size Reduction ...........................................................................................

15

Article X: Planning Time ......................................................................................................

15

Article XI: Annual Leave......................................................................................................

Section 1: Annual Leave ...........................................................................................
Section 2: Annual Leave for Association Business .......................................................

15
15
15

Article XII: Communications for the Association ..................................................................

16

Article XIII: Duration of Agreement of Trust and Understanding ...........................................

16

Article XIV: Signatures........................................................................................................

16

APPENDICES
Appendix 1: 2014-2015 Non E & R Licensed Salary Schedule ................................................

18

Appendix 2: 2014-2015 ESP Salary Schedule........................................................................

19

Appendix 3: 2014-2015 Duty Athletics Salary Schedule .........................................................

20

Appendix 4: 2014 Extra Duty Activities & Instructional Salary Schedule .................................

High School Level ..............................................................................................

Middle School Level ...........................................................................................

Elementary School Level ....................................................................................

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24
25
26

Appendix 5: 2014-2015 Extra Duty Special Projects Salary Schedule......................................

27

Appendix 6: 2014-2015 Requests for Adjustment to the Extra Duty Salary Schedule...............

28

Appendix 7: 2014-2015 Health Care Premiums (Full-Time Employees) ...................................

30

Appendix 8: 2014-2015 Health Care Premiums (Part-Time Employees) ..................................

31

Appendix 9: Timeline for Development of the Annual Agreement of Trust and

Understanding.32

ii

Preamble
The Board of Education (hereafter referred to as the Board), Superintendent, and employees of Harrison
School District Two endorse a process of collaborative decision-making which promotes the trust,
respect, employee morale, communication, and accountability necessary for the District to achieve its
student-oriented mission and Action Plan and to best serve the community.

Article I: General Philosophy

We believe that the Board of Harrison School District Two, all employees, and the community
acknowledge that providing a quality education for the students of Harrison School District Two, El Paso
County, is the mutual aim and responsibility of all parties. This has been, and shall continue to be, a
joint concern of the Board, the Superintendent, all employees, and the community.
1.1 Education is a profession requiring special qualifications, training, and commitment. The quality of
the program conducted in public schools is greatly dependent upon the quality of its employees and the
leadership of the Superintendent. The Board recognizes that the professional preparation of educational
employees qualifies them to make significant contributions to the conduct of education and provide input
into District decision-making.
1.2 The Board and all employees recognize the responsibility of each to maintain and improve standards
of professional practice and thoughtful innovations in education. All employees recognize that this
history of leadership has been built on a spirit of mutual understanding and confidence and that the
preservation of this spirit is essential to the quality of education provided by the District.
1.3 The attainment of the objectives of the educational program conducted in Harrison School District
Two requires mutual understanding and cooperation between the Board and all employees; and, further,
that such mutual understanding and cooperation can be fostered through good-faith, collaborative
decision-making between the Board and all employees with a free and open exchange of views.
1.4 The Board and all employees affirm that they recognize that it is imperative that all employees be
sensitive to the needs and aspirations of all students regardless of race, color, national origin, religion,
sex, age, disability, sexual orientation, genetic information, or any other applicable status protected by
federal, state, or local law and, further, that intolerant or biased conduct toward students will not be
condoned. All policies and procedures formulated throughout this Agreement shall be based on the
aforementioned premise.
1.5 Neither the Board nor employees shall discriminate against any employee on the basis of a persons
race, color, national origin, religion, sex, age, disability, sexual orientation, genetic information, or any
other applicable status protected by federal, state, or local law. Inquiries regarding the Districts action
or reaction shall be referred to the Districts Affirmative Action Officer.
1.6 The District and all employees acknowledge that we are all working together toward the ultimate
goal of creating a system where the delineation of specific individual employee rights and responsibilities
within our agreements becomes unnecessary because they will be the understood values, norms, and
operating principles of the District. We understand that in order to create such a system, a deeper level
of trust must exist. This trust will be fostered when Board members and all employees consistently
behave in ways that reflect shared values, norms, and operating principles. To initiate the process,
these guiding principles will be followed to acknowledge the unique responsibility the District and all
employees have to one another and to the students we serve.

The District and all employees will treat each other with respect and dignity. The obligations of law
related to non-discrimination will be met by all employees and students. The District shall not engage in
discrimination of any kind that infringes on the civil or human rights of employees.
Learning is fostered and promoted in an atmosphere in which there is freedom to provide for the free
and orderly flow and examination of ideas. The District shall respect the rights of all employees to
examine issues, have access to information, work in an environment free from prejudice, and hold and
express their own opinions without personal prejudice or discrimination. All employees have the
responsibility to conduct themselves in a manner befitting the profession and important work of an
educational institution.
Consistent with the spirit of collaboration, when an employee has a concern about a possible violation of
the spirit of this Agreement of Trust and Understanding (hereafter referred to as the Agreement or
ATU), or an express provision of it, the employee is encouraged to bring the concern to his/her
Supervising Administrator and/or the Human Capital Department. The Supervising Administrator and/or
the Human Capital Department will make every effort to facilitate resolution of the employees concern
about Board or District policy or the expressed provisions of this Agreement in a collaborative fashion.
If any provision of this Agreement or any application of this Agreement to any employee covered hereby
shall be found contrary to law or Board or District policy, such provisions of application shall have effect
only to the extent permitted by law or policy, but all other provisions or applications of the Agreement
shall continue in full force and effect. The Board and employees will meet no later than thirty (30) days
after such finding for the purpose of revising the provisions affected.
1.7 The Board and all employees will carry out the commitments contained in this Agreement and give
them full force and affect.

Article II: Collaborative Decision-Making Team

Reference Board Policy GC-5: Board Committees
Section 1: Purpose
2.1.1 The Board shall encourage employee participation in the recommendation process for the school
District through the actions of the Collaborative Decision Making Team (hereafter referred to as the
CDMT). The purpose of the CDMT is to help achieve District goals, especially raising student academic
achievement and building a culture of excellence, including the attraction and retention of highly
effective employees. The CDMTs effectiveness, upon which Board support is contingent, will ultimately
be measured by the degree to which it helps the District meet these goals.
2.1.2 Specifically, the CDMT is charged with:
Providing input and recommendations on key strategic issues that the Board will outline at
the beginning of each year.
Making recommendations to the Board regarding non-E & R (Effectiveness and Results)
salaries, benefits, and compensation.
Drafting the annual ATU that will go to the employees for a vote, and, if agreed upon by a
majority of the employees participating, forward to the Board for possible approval.
Communicate clear information and common messaging.

Section 2: Meetings
2.2.1 The CDMT will meet regularly to reach consensus (which will be defined as a minimum of 12
members) on those issues that are annually determined to be the highest priorities based on the
direction from the Board and the Superintendent, with input from employees. These priorities,
determined in consideration of the Districts Strategic Plan and student-oriented mission, will be brought
to this process for the purpose of reaching agreement prior to the development of the annual
Agreement.
2.2.2 Scheduling of the first and subsequent meetings will be by mutual agreement with the first
meeting taking place no later than October 1.
Section 3: Composition of the Team
2.3.1 To the greatest degree possible, the design of the CDMT will reflect and be sensitive to the
beliefs, background, and foundations of a District that is racially, ethnically, and culturally diverse. The
goal will be to appoint individuals who represent a balance of differing genders, ethnicity, race, years of
experience in the District, assignments, and job descriptions. The CDMT will consist of 17 members.
Members will include:
3 elementary licensed staff
3 secondary licensed staff (at least one middle and one high school)
2 ESP from the schools*
2 ESP from District departments*
1 elementary principal
1 middle school principal
1 high school principal
2 Cabinet members
Superintendent
1 Board member
*At least one of the four ESP will be a year-round employee.
2.3.2 Except for the Superintendent, members will have a three-year term. Members selected may have
served previously; however, the second three-year term cannot be consecutive. Members will be
selected as follows:
The Board will select the Board member.
The building principals will select the six licensed staff and two ESP from the schools.
The Superintendent and Cabinet will select the other ESP, principals, and Cabinet members.
Section 4: CDMT Committees
2.4.1 The CDMT shall have four permanent committees:
District or Board key actions
Research issues outlined by the Board
Provide facts and recommendations directly to the Board on these issues
ATU
Discuss possible changes to the ATU and make recommendations to the CDMT
Draft the annual ATU, ensuring alignment with District policies, and bring that ATU to the
CDMT
Salaries and benefits

Making recommendations to the Board regarding non-E & R (Effectiveness and Results)
salaries, benefits, and compensation
Include these recommendations in the ATU
Communication
Maintain and distribute meeting minutes to the District
Conduct the ATU ballot process annually

2.4.2 The permanent committees will include only CDMT members. Each committee with the exception
of the communication committee will have a minimum of five CDMT members and no more than seven
CDMT members.
Section 5: CDMT Task Forces
2.5.1 At the beginning of each year or as needed, based on the issues for research or input outlined by
the Board or the members of the CDMT, the CDMT will establish task forces. A permanent committee
could also propose convening a task force.
2.5.2 A task force will consist of at least three CDMT members (one of which will chair that task force)
and up to nine additional members chosen from employees in the District. The CDMT will advertise the
task forces and solicit nominations or volunteers. The CDMT will then select members to serve on the
task force for a maximum of one year.
2.5.3 The specific purpose and role of a task force shall be outlined by the CDMT prior to convening that
task force.
Section 6: Making Recommendations and Decisions
2.6.1 In attempting to reach consensus, the CDMT will operate as a committee of the whole. The CDMT
will reach consensus when 12 members agree with a decision or are not opposed to a decision (a
thumbs up or thumbs sideways vote). CDMT decisions or recommendations are arrived at through a
process of full discussion in which each member has an equal voice and responsibility. In consensus,
and after a decision is reached, all members agree to support the decision.
2.6.2 The CDMT and its Task Forces will make recommendations through consensus. Consensus shall
be defined as no less than 70% of the members in agreement or not opposed to the decision. If
consensus cannot be reached, the CDMT and its Task Forces will report key points from multiple
perspectives to the Board.
2.6.3 To most effectively arrive at recommendations, the CDMT and task force members will:
1. Ensure they understand the District key goals.
2. Ensure they understand the concerns, priorities, and interests of the others involved.
3. Identify criteria and standards for evaluating available alternatives.
4. Develop alternatives to address the identified concerns.
5. Review and evaluate the available alternatives and identify the recommended course of action.
6. Develop an ATU that can be reviewed and acted upon by the Board and all employees.
7. Agree, if consensus cannot be reached, to consider options such as temporarily continuing
current practice, gathering more information, extending time lines, or recommending an interim
solution or outside consultation.
2.6.4 The above procedure may be altered as deemed appropriate by the CDMT.

Section 7: Communication
2.7.1 The CDMT will ensure open and on-going communication with all employees, the Board, and, as
appropriate, the community. CDMT minutes will be published and distributed to all employees and the
Board after each formal session.
2.7.2 The CDMT will annually revisit recommendations from the previous year for the purpose of
analyzing the impact of adopted recommendations through reports from the District to the CDMT and
the Board.
Section 8: Input and Resource Persons
2.8.1 As it sees fit, the CDMT or CDMT Task Force may request input from specific individuals or groups
having special knowledge or insights helpful to the Team.
2.8.2 In the event that a facilitator or consultant with demonstrated expertise in a given topic area or
abilities in dispute resolution is needed for the CDMT to reach resolution, one (or more) will be hired by
the District.
Section 9: Acceptance of Final Document
2.9.1 When the CDMT has arrived at a decision on the ATU issues under discussion, the understandings
will be reduced to writing and referred to as an Agreement of Trust and Understanding. The ATU will be
in a format readily accessible to all employees, the Board, and the public.
2.9.2 The ATU will be submitted for formal acceptance by a vote of the employees and the Board.
2.9.3 The Board and the CDMT will conduct an annual vote among all employees to determine whether
the proposed ATU is acceptable to employees. If so approved by a majority of those voting, the Board
will consider the ATU promptly. If approved by the Board, the ATU will be distributed to all employees.
2.9.4 If the ATU is not approved by the employees or the Board, the matter will be referred back to the
CDMT for further work. With the areas of concern clearly specified, the CDMT will consider the concerns
of the Board or employees, and a revised ATU will be resubmitted for formal acceptance. If no ATU is
reached by 1 June, the ATU from the previous year will remain in effect until a new ATU is accepted.
2.9.5 The Superintendent will conduct an annual review of the CDMT process prior to the development
of the ATU.
Section 10: Board and Superintendent Oversight
2.10.1 As the person most accountable for achieving the goals of the District, the Superintendent will
oversee the work of the CDMT, and with the Board, monitor its effectiveness.
2.10.2 Board Policy GC-5 (Board Committees) does not and will not require the Board to get approval
from the CDMT to create or revise Board policies. As elected officials, the Board is the only entity
empowered to make such changes to policy and is not in a position to abdicate that responsibility to any
other body. Understanding that decision-making cannot be limited by a strict calendar or CDMT process,
the Board reserves the right to make changes to policy or regulations when deemed necessary to serve
the best interests of the District.

Article III: Definitions

3.1 The term District, as used in this Agreement, shall refer to Harrison School District Two in the
County of El Paso and the State of Colorado, including the Board, all employees, and community
members.
3.2 The term Board, as used in this Agreement, shall refer to the Harrison School District Two Board of
Education in the County of El Paso and the State of Colorado.
3.3 The term Superintendent, as used in this Agreement, shall refer to the Districts Chief Executive
Officer.
3.4 The term Employee, as used in this Agreement, shall refer to Teachers, non-E & R Licensed Staff,
Educational Support Personnel, School Professionals, Administrators, Supervising Administrators, and the
Superintendent.
3.5 The term Teacher, as used in this Agreement, shall refer to employees in the District who are
required by their position to hold a license from the Colorado Department of Education (CDE) and who
are assigned to deliver the official District curriculum to a group of students.
3.6 The term Educational Support Personnel (ESP), as used in this Agreement, shall refer to all
employees of the District who are paid at an hourly rate of pay based on the ESP Salary Schedule and
whose pay is subject to the provisions of the Fair Labor Standards Act.
3.7 The term Harrison Association for Education Employees (HAFEE), as used in this Agreement,
refers to the licensed school professionals and ESP employees voluntary association affiliated with the
Colorado Education Association and the National Education Association.
.
3.8 The term Association, as used in this Agreement, shall refer to the Harrison Association for
Education Employees (HAFEE).
3.9 The term Administrator, as used in this Agreement, shall refer to those employees who by their
position hold a Principals or an Administrators license and/or are paid based on the Administrator or
Manager/Technical Salary Schedule.
3.10 The term Supervising Administrator, as used in this Agreement, shall refer to those District
employees who are designated by the District to evaluate employees and/or are paid based on the
Administrator or Manager/Technical Salary Schedule.
3.11 The term School Professional, as used in this Agreement, shall refer to all employees in the
District who are required by their position to hold a license from CDE.
3.12 The term Community Member, as used in this Agreement, shall refer to an at-large
representative of the District who is not an employee.
3.13 The term Contract Hours, as used in this Agreement, shall refer to the specified number of hours
and minutes per workday that a licensed employee is required to work and is reimbursed. Full Time
Equivalent (FTE) licensed school professionals work 8.0 hours per day.

3.14 FTE ESPs Daily Work Hours, as used in this Agreement, are dependent on the job assignment.
3.15 The term Critical Need Position, as used in this Agreement, is one that must be filled
immediately and expertise in the position is vital.
3.16 The term Hard-to-Fill Position, as used in this Agreement, is one that has been posted and
advertised through normal channels for at least one month and there are no eligible applicants for the
position.
3.17 The term Day, as used in this Agreement, shall mean workday. The term Workday, as used in
this Agreement, shall be those days for which the employee is regularly scheduled to work. ESP starting
and ending times may vary from site to site. For ESP employees scheduled to work five (5) or more
hours per day, the standard ESP workday must include a one-half (1/2) hour, duty-free lunch unless the
employee is paid for the thirty minutes of meal time. The standard ESP day shall include a fifteen (15)
minute, duty-free break per four (4) hours worked per day. Scheduling shall be flexible enough not to
disturb the flow of work.
3.18 The term Duty Hours, as used in this Agreement, shall mean the time that an employee is
expected to arrive at the building/site to begin working and the time that the employee is scheduled to
leave the building/site at the conclusion of the workday.
3.19 The term School Year, as used in this Agreement, shall mean the period of time designated by
the officially adopted Instructional Calendar which begins when students first report in the fall and ends
upon the last student day in the spring. The term School Year may also refer to an individual
employees or group of employees work calendar.
3.20 The term Supplementary Pay, as used in this Agreement, shall refer to the monetary
reimbursement paid to licensed school professionals for extra duty assignments performed outside
normal duty hours.
3.21 The term Stipend, as used in this Agreement, shall refer to the monetary reimbursement paid to
employees for a specific, limited purpose.
3.22 The term Cabinet, as used in this Agreement, refers to the administrative team facilitated by the
Superintendent and comprised of officers and other central office administrators who meet weekly to
discuss important matters of the District.
3.23 The term Quality Focus Team, as used in this Agreement, refers to the Educational Support
Personnel Quality Focus Team (ESPQFT). ESPQFT meets regularly throughout the school year and is
comprised of representatives who serve as building/department liaisons to forward matters of interest
pertaining to salaries, benefits, and working conditions to the CDMT for consideration.
3.24 The term Advisory Committee, as used in this Agreement, refers to the District Advisory
Committee (DAC). The DAC is comprised of District employees, parents, students, and non-patron
citizens who meet regularly throughout the school year to study and provide input on important District
matters.
3.25 The term Retirement refers to employees who have worked twenty (20) or more hours per week
for a minimum of fifteen (15) years of active, continuous service with the District.

3.26 The term Board Policy refers to a policy in the Board of Educations Coherent Governance
System.
3.27 The term District Policy refers to policies and regulations created by the Superintendent,
consistent with the Boards Coherent Governance System, for the purpose of carrying out day-to-day
operations of the District and fulfilling the goals of the District.
3.28 The term Effectiveness and Results (E & R) refers to the Districts Pay for Performance System
by which licensed staff are evaluated and compensated.
3.29 The term E & R Focus Group refers to the advisory group for implementation of the Districts E &
R plan.
The E & R Focus Group meets regularly throughout the school year and is comprised of
representatives who serve as building/department liaisons to forward matters of interest pertaining to
salaries, benefits, and working conditions to the CDMT for consideration.
3.30 The term Non-E & R refers to licensed staff who are compensated per a Salary Schedule.

Article IV: Salary and Benefits

Harrison School District Two continues its transition to a pay-for-performance system for licensed
personnel.
Licensed personnel in the District (except positions not on E & R) shall be compensated based on
performance, student achievement, and other criteria outlined in the Districts Effectiveness and Results
(E & R) system.
Other payments and benefits shall be provided in accordance with the current Agreement of Trust and
Understanding (ATU) and shall remain in effect until changed or modified by the Board in accordance
with law.
For licensed and staff members not on the E & R system for the 2014-2015 school year and for all ESP,
the salary schedules agreed on by the CDMT can be found in APPENDICES 1 and 2 of this document.
For the 2014-2015 school year, for licensed school professionals not on the E & R system, the following
shall occur:

Vertical step movement on the salary schedule will be allowed.

Horizontal step movement will be allowed.
Maximum allowance for outside experience will be ten (10) years.

For the 2014-2015 school year, for ESP, the following shall occur:

All ESP employees will receive a one-step increase for the 2014-2015 school year. Step 18
will remain the final step on the ESP Salary Schedule.
Maximum allowance for directly related outside experience will be five (5) years.
The ESP Educational Stipend will remain an eliminated program until funds are available.

Section 1: Annual Increments for Licensed School Professionals not on the E & R system.
Annual increments are granted only when the conditions of the schedule are met.

4.1.1 A full increment is awarded to anyone fulfilling two-thirds (2/3) or more of the full work year.
4.1.2 July Increment Change: Employees assigned to a 12-month schedule will receive their salary
increment change effective July 1 of each year.
4.1.3 New School Year Increment Change: Employees assigned to less than a 12-month schedule will
receive their salary increment change effective the first day of their new work calendar.
Section 2: Overtime for Educational Support Personnel

Reference District
Pay/Overtime

Policy

GDBC:

Educational

Support

Personnel

Supplementary

District ESP are subject to minimum wage and overtime requirements of the federal law. Overtime is
paid only upon authorization of the Supervising Administrator and then only for emergencies or
workloads clearly beyond the original assignment. An employee must be credited with forty (40) hours
of work physically performed on the job in a work week to be eligible for overtime. Examples of time
not used in the calculation of overtime pay include, but are not limited to, annual leave, holidays, and
vacation days.
4.2.1 Supervising Administrators shall make every effort not to schedule ESP beyond their scheduled
work week. All ESP shall be compensated for approved work performed beyond their scheduled work
week. Compensation will be in the form of overtime pay. The employee will not work beyond their
scheduled work week without prior approval from the Supervising Administrator.
Supervising Administrators may not direct or imply that ESP should volunteer without pay. ESP may not
volunteer without compensation (pay) for any activity that is similar in nature to their District
compensated duties. ESP of the District may choose to volunteer in their students school only when the
activity is not directly related to their District compensated duties.
4.2.2 The Supervising Administrator shall account for overtime pay by maintaining accurate records.
Additional pay records shall be maintained by Human Capital Department. Overtime pay shall be paid as
follows:
4.2.2.1 Additional hours worked by an employee beyond his or her regular scheduled hours per
week (up to a total of forty [40] hours per week) are paid at the employees regular hourly rate
of pay, except for Game Management workers (see Appendix 3). For example, if an employee
has a scheduled assignment of seven (7) hours per day which is thirty-five (35) hours per work
week, the employee may work an additional five (5) hours and remain within the forty (40) hours
per work week limitation. The employee would receive five (5) hours of additional pay for the five
hours worked.
4.2.2.2 An employee shall be paid overtime pay at the rate of time and one-half (1/2) for each
additional hour actually worked beyond the forty (40) hours per work week.
4.2.2.3 The work week is defined as Sunday, 12:00 a.m. midnight through Saturday, 11:59 p.m.
which is equal to seven (7) days or one hundred and sixty-eight (168) hours.
4.2.2.4 Altered Work Schedule: The standard work schedule may be altered to accommodate
anticipated or unforeseen needs of the District. When determining when an altered work
schedule will be approved, the needs of the District shall prevail. Hours of work may be adjusted
within the defined work week to equal the scheduled hours for that week.

Guidelines:
The altered work schedule is not intended to be used on a regular basis. Prior approval is
required and the immediate Supervising Administrator makes the final decision.
Exceptions will be reviewed by the Supervising Administrator on a case-by-case basis. In
sudden cases when the Supervising Administrator cannot be contacted in advance, the
employee must notify the Supervising Administrator as soon as possible after the event
occurs.
The exchange of time must occur during the same work week; there is no carryover of
adjusted time. If the hours of work cannot be adjusted within the same work week, the
employee shall be paid for the additional hours worked beyond the regularly scheduled
hours.
4.2.3 In the event that substitutes are unavailable and overtime pay has not been authorized, the
Supervising Administrator will be expected to alter job responsibilities for that time period as necessary
to maintain essential services.
4.2.4 District employees, who put in extra hours for the Supervising Administrator and/or serve on
community groups using school facilities, shall be paid at the rate established in this Agreement and
approved by the Board for such services.
Section 3: Pay for Covering Classes
4.3.1 The process of compensating teachers for covering classes may be applied when the absence is
one half (1/2) day or less. For full-day absences, the process may be used only when no substitute is
available.
4.3.2 For the 2014-2015 school year, the rate of pay when building teachers cover classes will be
$16.50 for one (1) period/class, not to exceed $100.00 per day. Acceptable reasons for a teacher to
receive covered class pay for an absent teacher are professional learning/staff development, annual
leave, and/or school-related activities, if approved by the Supervising Administrator.
4.3.3 All absences must be reported into the School Absence Manager (SAM) as leave time and be preapproved by the Supervising Administrator in order for compensation to be granted. Adjusting time for
any absence of less than one hour is by principal discretion.
4.3.4 Any and all compensation for covering classes must be submitted within ten (10) working days to
the Human Capital Department to be eligible for payment.
4.3.5 In emergency situations, ESP who are recommended by the Principal and who hold a One (1)
Year Substitute Authorization may serve as full-day substitutes for absent Teachers. The District
Substitute Office will schedule ESP to substitute only when all other resources to cover the absence in
the building have been exhausted. The One (1) Year Substitute Authorization must be requested
through the District Substitute Office. Prior to an ESP substituting in this capacity, a copy of the One (1)
Year Substitute Authorization must be on file in the District Substitute Office. ESP who are authorized to
substitute as described above will receive $16.50 per day above their daily rate of pay.
Section 4: Extra Duty Activities Salary Range
4.4.1 Licensed School Professionals who are assigned to duties which require extra time or
responsibilities over and above their basic contractual obligation will receive extra compensation in

10

accordance with the Extra Duty Athletics, Activities, Instructional and Special Projects Salary Schedules
found in APPENDIX 3, 4, and 5. Most compensation shall be paid on an annual or seasonal basis,
although certain assignments performed at irregular or infrequent intervals may be paid at an hourly
rate.
4.4.2 ESP performing extra duties will be compensated at their hourly rate of pay pursuant to the
overtime provisions in Article IV, Section 2, of this Agreement and in compliance with federal law.
Section 5: Payroll Procedures/Schedules
4.5.1 Employees shall be paid on the twenty-fifth (25th) day of each month in which the salary is
earned. If the twenty-fifth (25th) day falls on a weekend or a holiday that falls on a Monday, employees
shall be paid on the Friday preceding the weekend or holiday. The November payroll will be issued
annually on the last day classes are in session preceding Thanksgiving; December payroll will be issued
annually on the last day classes are in session preceding the Winter Break; March payroll will be issued
annually on the last day classes are in session preceding Spring Break.
Employees whose employment has been terminated may request that their wages be paid to them no
later than twenty-four (24) hours after the start of the Districts next regular work day. In the case of
retirement, resignation or leave of absence, an employees final wages shall be paid on the next regular
payday or thirty (30) days after termination, whichever comes first. Employees who have completed
their current calendar year and are separating from the District may request in writing to receive their
payout the following month.
Any or all payroll changes must be received by the first (1st) Friday of the month or the fifth (5th) of the
month, whichever is earlier for the current month. All employees hired after February 17, 2000 will be
paid by direct deposit.
Direct deposit vouchers and paycheck information will be available for review through the Employee
Portal after 7:30 a.m. the day prior to payday. Paychecks that are mailed will be sent to the employees
home address of record the day prior to payday. No checks or direct deposits will be released early.
4.5.2 The District will enforce C.R.S. (22-63-202): Employment Contracts. Reference District Policy
GCQC/GCQD: Resignation of School Professional and Administrative Staff.
4.5.3 To compensate for the ordinary and necessary expenses to secure the services of a suitable
replacement, the District will withhold up to one-twelfth (1/12th) of the annual salary for licensed school
professionals who vacate a position without thirty (30) day notice. Ordinary and necessary
expenses shall include, but not be limited to, out of pocket expenses, time spent by
administrators preparing the notice of position, reviewing applications submitted for the
vacancy position and interviewing candidates for the position, and secretarial time spent
preparing the posting of the notice of position, and assisting the administration in the
interview and selection process.
Section 6: Fringe Benefits
The District shall offer medical insurance, dental insurance, vision insurance, life insurance, and disability
insurance for employees who are scheduled to work four (4) or more hours per day. A chart of the
contributions paid by the District and employees to health, dental, and vision insurance is found in
APPENDICES 7 and 8. Harrison School District Two will pay 50% of the premium for long-term
disability (LTD) insurance. Employees must complete an enrollment form for this policy to take effect.

11

Harrison School District Two will pay 50% of the premium for a voluntary life insurance policy equal
to one times the employees annual base salary, rounded to the next higher $1,000, not to exceed
$250,000 (this is adjusted annually each July 1). Employees must complete an enrollment form for this
policy to take effect. This policy also includes accidental death and dismemberment insurance for the
same amount.
Full-time is based on 0.8 to 1.0 FTE. Premiums are deducted a month in advance; i.e. deduction from
Junes payroll is for Julys coverage.
Section 7: Unused Annual Leave
4.7.1 Employees who have worked twenty (20) or more hours per week for a minimum of five (5)
years of active, continuous service with the District may be reimbursed for unused annual leave when
they leave or retire from employment with the District, in accordance with District Policy GBGF Annual

Leave Compensation Upon Leaving District.

4.7.2 Retiring employees who have worked twenty (20) or more hours per week for a minimum of
fifteen (15) years of active, continuous service with the District and who accrued a minimum of fifty-six
(56) annual leave days as of June 30, 1995 may be reimbursed for unused annual leave, in accordance
with District Regulation GBGF-R Annual Leave Compensation Upon Retirement.
Section 8: Transitional Retirement
4.8.1 The District will allow retired employees to continue working for the District full time for one (1)
school year as a consulting employee subject to the rules and regulations of the Public Employees
Retirement Association (PERA) and the conditions contained herein. However, the District is not
required to offer a transition program and in applying for the position of consulting employee, the
employee agrees and understands that he/she shall not be subject to the protections provided by the
provisions of C.R.S. ( 22-63-101, et seq.): Teacher Employment, Compensation, and Dismissal. The
District will not provide annual leave days during that one (1) year period.
4.8.2 An employee who wishes to apply for transition must:
Receive a proficient or distinguished evaluation in the year prior to the transition year.
Receive the recommendation of the Principal or Supervising Administrator.
Not be on a remediation plan.
Not have an unresolved concern noted in a letter of reprimand.
Have a good attendance record - an average attendance rate of at least 96% over the last three
(3) years prior to applying for transition. These criteria may be waived by the Supervising
Administrator when there are mitigating circumstances.
Have no unresolved legal proceeding involving an issue of the employees professional
performance.
4.8.3 The decision to recommend (or refuse to recommend) a person for the Transitional Retirement
Program is not grievable. An employee who is not recommended for transitional retirement may appeal
the decision to the Human Capital Officer. The Human Capital Officer will make a determination and
forward it to the Superintendent. The Superintendent will review all recommendations for transitional
retirement and any decision made by the Human Capital Officer as a result of an appeal. The
Superintendent will approve (or deny) all requests for transitional retirement. The Superintendents
decision shall be final.
4.8.4 It is the expectation of the District that upon acceptance into the Transitional Retirement Program,
employees will continue to demonstrate excellence in teaching or job performance, commitment to the

12

goals of the District, and the highest standards of professionalism. As a consulting employee, a person
on transition is not guaranteed employment and may have his/her employment terminated at any time
by the District at its sole discretion.
4.8.5 Pay will be on a per diem basis of the employees last year of employment (not to include
coaching, extended days, or added duties). Applications for transitional retirement may be obtained
from the Human Capital Department. Applications must be submitted to the Human Capital Department
by April 15 of the year prior to participation. Effective July 1, 2005, PERA will charge the employer a
share of the PERA costs for transitional employees. Transition employees salary will be reduced by the
amount of the PERA costs, effective July 1, 2005.
4.8.6 An employee may use the Transitional Retirement Program one (1) time only.
4.8.7 An employee who retires or transitions from the District and returns to employment will be placed
on the E & R compensation scale or the appropriate salary schedule based on the same criteria as a
newly hired employee.
Section 9: Salary Schedule Placement for Outside Experience APPENDICES 1 and 2
4.9.1 Employees not on the E & R Plan compensation scale with an Emergency Authorization and no
experience will be on Step 1 of the 2014-2015 Non-E & R Licensed Salary Schedule. Licensed school
professionals not on the E & R Plan with no experience or with one (1) year of experience will be placed
on Step 2 of the 2014-2015 Non-E & R Licensed Salary Schedule. Employees with two (2) years of
outside experience will be placed on Step 3, etc. Maximum allowance for outside experience is ten (10)
years.
4.9.2 For ESP, new hires will be allowed a maximum of five (5) years of directly related outside
experience and will be placed at a maximum on Step 6 on the appropriate range of the 2014-2015 ESP
Salary Schedule.
Section 10: Compensation for Language Skills
A maximum of $20,000 (including benefits) will be budgeted for interpretation work performed by ESP.
The allocation per building will be determined based on a formula developed by the Human Capital
Department. Compensation will be an additional $.25/hour (x) times the number of annualized, prorated
hours for each employee identified by the building administrator and approved pursuant to the allocation
process. The compensation for these services will be divided equally over the twelve (12) month school
year.
Section 11: Compensation for Special Education Center Based Programs
Compensation will be an additional $.50/hour times (x) the number of annualized, prorated hours for
each ESP employee identified in Center Based Special Education programs (Affective Needs, SSN, and
CSD). The compensation for these positions will be divided equally over the twelve month school year.
In the event an employee is no longer assigned to a Center Based Special Education program (as
defined above), the additional $.50/hour will be discontinued.

13

Article V: Recruitment and Retention

Reference District Policies GCE/GCF: School Professional and Administrative Staff
Recruiting /Hiring and GDE/GDF: Educational Support Personnel Recruiting/Hiring
5.1.1 Recruitment: At the Superintendents discretion, applicants for hard-to-fill positions could receive a
one (1) time stipend at the time the Board approves employment. The stipend is limited to no more
than five percent (5%) of the annual salary.
5.1.2 New Employee Orientation: Each week, as needed throughout the school year, new employees
of the District receive a mandatory, one-day orientation to complete their hiring process. During this
orientation, the employee reviews his/her salary, selects benefits, receives professional development
concerning Respectful Workplace, etc. Licensed school professionals are paid their daily per diem rate
and ESP are paid their regular hourly rate of pay for completion of the Districts orientation and
professional development program.
5.1.3 New Staff Institute: A mandatory New Staff Institute is held annually for new licensed school
professionals hired by the District for the upcoming year. The Institute provides professional
development in valuable skills and strategies to help with a successful first year at Harrison School
District Two. A stipend will be paid to compensate staff for the time spent during this training.

Article VI: District Task Force/Committee Representation

The Superintendent or his Designee may create a task force or committee to address a District-wide
concern. Representation on these committees shall be sought first from either or both the ESPQFT and
E & R Focus Group depending upon which employees would be directly affected by any decisions or
recommendations coming from that task force or committee. If additional representation is needed, the
Superintendent or his Designee may choose from all employees to fill the remaining positions. Any
recommendations or decisions shall go back through the ESPQFT and/or E & R Focus Group for feedback
and comments. If the work of the task force or committee is a working condition concern or term of
employment, then the task force or committee shall present its findings to the CDMT for possible
inclusion in the collaborative decision-making process.

Article VII: Staff Dress Code

Reference District Policy GBEBA: Staff Dress Code
All employees project an image to the community and to students about the professionalism of the
District. During the workday and at all work-related activities, employees shall adhere to a professional
standard of dress and shall be neat and clean in appearance.

Article VIII: Staff Evaluation

Reference District Policies GCOA: Evaluation of School Professionals and GDO: Evaluation of
ESP.
8.1.1 The primary purpose of evaluation in Harrison School District Two is to foster the growth and
development of the school professional while maintaining compliance with C.R.S. (22-9-101, seq.):
Personnel Performance Evaluations Act. Evaluation is intended to promote excellent professional

14

practices that enhance student achievement and well-being. Formal written evaluations are an
important element of this process. The evaluation is also an opportunity for the school professional to
have input into personal goals and objectives and to facilitate a conversation with the school
professionals Supervising Administrator concerning expectations and accomplishments.
8.1.2 The development of strong, competent ESP employees is essential to the smooth functioning of a
school system. The Board expects all employees to make continuous efforts to improve their work and
expects their Supervising Administrators to assist them through supervision and evaluation processes.

Article IX: Class Size Reduction

When formulating staffing numbers for a school year, the following shall be considered:
At the elementary level, actual class size in each grade level, rather than a building average, shall
be used to allocate classroom teachers.
Other areas to be considered before assigning additional staff shall be:
transfers within the building
multi-age grouping
space available
portable classroom space
Differences of opinion among the buildings and within the buildings shall be referred to the School
Supervision and Leadership Department for resolution.

Article X: Planning Time

Reference District Policy GBEB-R: Responsibilities of the Teacher
Within the work week, all teachers K-12 will receive planning time per workday within the bell to bell
schedule. Principals are advised to provide teachers with as much uninterrupted planning time as
possible. Any non-student contact time within the workday can be used as additional planning time or
as directed by school administrators. All teachers can also expect a daily thirty (30) minute, duty free
lunch.

Article XI: Annual Leave

Section 1: Annual Leave
11.1.1 With the School Absence Manager (SAM) District employees will be allowed to take annual leave
in fifteen (15) minute increments. If a substitute is required for a Licensed School Professional, the
employee is required to take a half (1/2) day or a full day increment depending on the time to be
covered.
Section 2: Annual Leave for Association Business
11.2.1 For Association officers and/or Association representatives, absence from regular assigned duties
for attendance at Association-related activities (which have been recommended by an Association
President and approved by the Supervising Administrator), shall not be charged to an employees annual
leave account.
11.2.2 The Association agrees to reimburse the District in the amount of a substitutes daily rate of pay.

15

11.2.3 Requests for Association-related leave shall be submitted to the Supervising Administrator in
written form, sent to the Association President for signature, and then forwarded to the Human
Resources Department at least three (3) working days prior to the effective date.

Article XII: Communications for the Association

It is understood that the Association serves valuable roles in the collaborative decision-making process
and in representing the interests of employees, students, and the community.
In order to facilitate communication, Association representatives may post notices of activities and
matters of Association concern on employee bulletin boards located in employee break rooms or work
rooms. Association Officers and representatives may use employee mailboxes or the District email
system to communicate with association members. However, Association Representatives must receive
approval from Association Officers to disseminate information to association members. Association
Officers and Representatives, sending communications and information via mailboxes or email in a
school, must also send the same information to the principal of the school. Only Association Officers
may communicate via email with association member groups that include employees from more than
one school. These emails must be copied to the Superintendent. It is expected that communications to
employees will be for official Association business only, will be professional and accurate, consistent with
the spirit and express provisions of this Agreement, and will not violate Board or District policies.
Association Officers may use school facilities (if available), for meetings (not limited to before or after
school), with the approval of the building administration and may use building copy machines for official
business. The paper and click fee will be provided by the Association.

XIII: Duration of Agreement of Trust and Understanding

This agreement shall be in effect July 1, 2014 and continue in full force and effect through June 30,
2015.

Article XIV: Signatures

The signatures below attest that their respective constituencies have voted acceptance of this
agreement.
In Witness Whereof the Parties have Executed this Agreement this _______ day of May, 2014.

ATTEST: Harrison School District Two in the County of El Paso and the State of
Colorado
President of Board of Education
Superintendent of Harrison School District Two
(The original, signed copy is filed in the Superintendents office.)

16

Appendices

17

Appendix 1
2014-2015 Non-E & R Licensed Salary Schedule

Effective September 1, 20141

(184-Day Schedule)
Step
1
2

BA

BA+12

BA+24

BA+36

BA+48

MA

MA+12

MA+24

EdS/MA+36

MA+48

MA+60

EdD/PhD

32,914

33,721

34,504

35,285

36,043

37,136

37,892

38,650

39,431

40,189

40,971

41,728

3
33,956
34,763
35,546
36,328
37,085
38,178
38,934
39,692
40,474
41,231
42,013
42,770
4
34,999
35,806
36,588
37,370
38,128
39,220
39,977
40,734
41,516
42,274
43,055
43,813
5
36,041
36,848
37,631
38,412
39,170
40,263
41,019
41,777
42,558
43,316
44,098
44,855
6
37,083
37,890
38,673
39,455
40,212
41,305
42,061
42,819
43,601
44,358
45,140
45,897
7
38,125
38,932
39,715
40,497
41,254
42,347
43,104
43,861
44,643
45,401
46,182
46,940
8
39,168
39,975
40,758
41,539
42,297
43,390
44,146
44,904
45,685
46,443
47,225
47,982
9
40,210
41,017
41,800
42,582
43,339
44,432
45,188
45,946
46,728
47,485
48,267
49,024
10
41,252
42,059
42,842
43,624
44,381
45,474
46,231
46,988
47,770
48,527
49,309
50,067
11
43,102
43,885
44,666
45,424
46,517
47,273
48,031
48,812
49,570
50,352
51,109
12
44,144
44,927
45,709
46,466
47,559
48,315
49,073
49,855
50,612
51,394
52,151
13
46,751
47,508
48,601
49,358
50,115
50,897
51,654
52,436
53,194
14
48,803
49,846
50,602
51,360
52,167
52,924
53,680
54,488
15
49,846
50,888
51,644
52,402
53,209
53,966
54,723
55,531
16
50,888
51,930
52,687
53,444
54,251
55,009
55,765
56,573
17
51,930
52,972
53,729
54,486
55,293
56,051
56,807
57,615
18
52,972
54,015
54,771
55,529
56,336
57,093
57,850
58,658
19
54,015
55,057
55,814
56,571
57,378
58,136
58,892
59,700
20
55,057
56,099
56,856
57,613
58,420
59,178
59,934
60,742
21
56,099
57,142
57,898
58,656
59,463
60,220
60,977
61,785
22
57,142
58,184
58,941
59,698
60,505
61,263
62,019
62,827
23
58,184
59,226
59,983
60,740
61,547
62,305
63,061
63,869
24
59,226
60,269
61,025
61,783
62,590
63,347
64,104
64,912
25
60,269
61,311
62,068
62,825
63,632
64,390
65,146
65,954
26
61,311
62,353
63,110
63,867
64,674
65,432
66,188
66,996
27
62,353
63,396
64,152
64,910
65,717
66,474
67,231
68,039
Licensed employees with no experience or with one year of experience will be placed on Step 2. Employees with 2 years of outside experience will be placed on Step 3.
Employees with 3 years of outside experience will be place on Step 4. Employees with 4 years of outside experience will be placed on Step 5. Employees with 10 or more full years of outside experience
Step 11.
Step
BA
BA+12
BA+24
BA+36
BA+48
MA
MA+12
MA+24
EdS/MA+36
MA+48
MA+60
EdD/PhD
1
31,872
32,679
33,461
34,243
35,001
36,093
36,850
37,607
38,389
39,147
39,928
40,686

Licensed substitute employees will be paid a $100.00 daily rate.

The District offers medical insurance, dental insurance, vision insurance, life insurance and disability insurance for employees who are scheduled to work 4 or more hours per day.
Costs may vary and may be obtained by contacting the Employee Benefits Office (they also appear in Appendices 7 & 8 of the ATU: full-time employees, part-time employees.)
Seasonal and part-time employees are not eligible for insurance benefits.

APPENDIX2
18

Effective Julypayroll(12mo employees)

20142015ESPSALARYSCHEDULE
Range
1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
17
18
19
20
21

Step1

Step2 Step3 Step4 Step 5

Step 6

Step 7

Step 8

Step 9

Step 10

Effective Septpayroll(9moemployees)

Step 14

Step 15

Step 16

Step 17

Step18

9.17

9.44

9.72

10.02

10.32

10.63

10.94

11.27

11.61

11.96

12.32

12.69

13.07

13.46

13.86

14.28

14.71

15.15

9.71

10.00

10.30

10.61

10.93

11.25

11.59

11.94

12.30

12.67

13.05

13.44

13.84

14.26

14.68

15.12

15.58

16.04

10.24

10.54

10.86

11.19

11.52

11.87

12.22

12.59

12.97

13.36

13.76

14.17

14.60

15.03

15.49

15.95

16.43

16.92

10.78

11.10

11.44

11.78

12.13

12.50

12.87

13.26

13.65

14.06

14.49

14.92

15.37

15.83

16.30

16.79

17.30

17.82

11.30

11.64

11.99

12.35

12.72

13.10

13.49

13.90

14.31

14.74

15.18

15.64

16.11

16.59

17.09

17.60

18.13

18.67

11.84

12.19

12.56

12.94

13.33

13.73

14.14

14.56

15.00

15.45

15.91

16.39

16.88

17.39

17.91

18.45

19.00

19.57

12.36

12.73

13.11

13.51

13.91

14.33

14.76

15.20

15.66

16.13

16.61

17.11

17.62

18.15

18.69

19.26

19.83

20.43

12.90

13.29

13.69

14.10

14.52

14.96

15.40

15.87

16.34

16.83

17.34

17.86

18.39

18.94

19.51

20.10

20.70

21.32

13.42

13.82

14.24

14.66

15.10

15.56

16.02

16.51

17.00

17.51

18.04

18.58

19.13

19.71

20.30

20.91

21.54

22.18

13.96

14.38

14.81

15.26

15.71

16.19

16.67

17.17

17.69

18.22

18.76

19.33

19.91

20.50

21.12

21.75

22.40

23.08

14.48

14.92

15.36

15.82

16.30

16.79

17.29

17.81

18.34

18.89

19.46

20.05

20.65

21.27

21.90

22.56

23.24

23.94

15.02

15.47

15.94

16.42

16.91

17.42

17.94

18.48

19.03

19.60

20.19

20.79

21.42

22.06

22.72

23.40

24.11

24.83

15.54

16.01

16.49

16.98

17.49

18.02

18.56

19.11

19.69

20.28

20.89

21.51

22.16

22.82

23.51

24.21

24.94

25.69

16.10

16.59

17.09

17.60

18.13

18.67

19.23

19.81

20.40

21.01

21.64

22.29

22.96

23.65

24.36

25.09

25.84

26.62

16.62

17.12

17.64

18.17

18.71

19.27

19.85

20.45

21.06

21.69

22.34

23.01

23.70

24.41

25.15

25.90

26.68

27.48

17.17

17.68

18.21

18.76

19.32

19.90

20.50

21.11

21.74

22.40

23.07

23.76

24.47

25.21

25.96

26.74

27.55

28.37

17.69

18.22

18.76

19.33

19.90

20.50

21.12

21.75

22.40

23.08

23.77

24.48

25.21

25.97

26.75

27.55

28.38

29.23

18.23

18.77

19.34

19.92

20.51

21.13

21.76

22.42

23.09

23.78

24.49

25.23

25.99

26.77

27.57

28.40

29.25

30.13

18.75

19.31

19.89

20.48

21.10

21.73

22.38

23.06

23.75

24.46

25.19

25.95

26.73

27.53

28.36

29.21

30.08

30.98

19.28

19.85

20.45

21.06

21.70

22.35

23.02

23.71

24.42

25.15

25.91

26.68

27.48

28.31

29.16

30.03

30.93

31.86

19.81

20.40

21.01

21.64

22.29

22.96

23.65

24.36

25.09

25.84

26.62

27.42

28.24

29.09

29.96

30.86

31.78

32.74

SitesSummerHelp(basedonRange4,Steps1,1.5,and2ofESPSalarySchedule)

Step11 Step 12

1stStep
10.78

Step 13

2ndStep
10.94

3rdStep
11.10

AllESPemployees hiredwillberequiredtocompleted andsubmitanapplication forfingerprint evaluation. Theemployeeisresponsible forpaying 100%ofthecostofthe

requirement. Newhireswillbeallowedamaximum offive(5)yearsofdirectly relatedoutsideexperience andamaximum stepplacement of6ontheappropriate rangeofthesalary
schedule.TheDistrictoffersmedical insurance, dentalinsurance, visioninsurance, lifeinsurance, anddisability insurance foremployees whoarescheduled toworkfour(4)ormore
hoursperday.Costsvaryandmaybeobtained bycontacting theEmployee Benefits Officeorbyreferencing Appendices 7and8oftheATU.

19

APPENDIX 3
Harrison School District 2
High School Athletic Salary Schedule
2014-2015
Base: $31,872

Head Coaches
Step

13% of base

11% of base

9% of base

7% of base

4,143

3,506

2,868

2,231

4,268

3,611

2,955

2,298

4,396

3,719

3,043

2,367

4,528

3,831

3,134

2,438

4,663

3,946

3,228

2,511

4,803

4,064

3,325

2,586

4,947

4,186

3,425

2,664

5,096

4,312

3,528

2,744

5,249

4,441

3,634

2,826

10

5,406

4,574

3,743

2,911

11

5,568

4,712

3,855

2,998

12

5,735

4,853

3,971

3,088

Baseball
Cheerleading
Soccer
Softball
Swimming
Track
Volleyball
Wrestling

Basketball
Football

Cross Country
Tennis

Golf

Assistant Coaches
Step

9% of base

1
2
3
4
5
6
7
8
9
10
11
12

8% of base
2,868
2,955
3,043
3,134
3,228
3,325
3,425
3,528
3,634
3,743
3,855
3,971

Football
Basketball

7% of base
2,550
2,626
2,705
2,786
2,870
2,956
3,045
3,136
3,230
3,327
3,427
3,529

Baseball
Soccer
Softball
Swimming
Track
Volleyball
Wrestling

20

2,231
2,298
2,367
2,438
2,511
2,586
2,664
2,744
2,826
2,911
2,998
3,088

Cheer
Cross Country
Tennis

High School Athletic Notes

HSD2 Athletic positions are assigned only to CDE licensed/exempt school professionals or nondistrict personnel with CHSAA Certification. (A licensed school professional must hold one of the
following valid licenses issued by the Colorado Department of Education: 3 or 5 Year Substitute
Authorization, Temporary Teacher Eligibility, Interim Authorization, Initial License, Professional
License or Type III Emergency License).

HSD2 complies with guidelines for athletic activities as outlined by the Colorado High School
Activities Association (CHSAA).

The HSD2 Athletic Salary Schedule is based on a tiered system using a percent (%) of the base.

Newly hired employees will be placed on the salary schedule based on experience as follows: One
(1) full year = Step 2, Two (2) full years = Step 3, Three (3) full years = Step 4, etc.

Choreographer (5 activities maximum per site) = $12.13/hour to a maximum or $546 per activity
per year (56 % x Base Hourly Rate* x 45 hours).

Any coach covering two (2) simultaneous same-sports will be paid 1.5 times salary. For example,
Coach A is the Head Coach for Girls and Boys Track, Coach B is an Assistant Coach for Girls and Boys
Track.

Coaches of teams qualifying for division, state, or other such additional competition that extends
the season, will need to submit a letter of verification to the Athletic Director. Additional pay is
computed by dividing the coaching contract pay by the number of weeks in the season and
multiplying that amount by the number of weeks in extended play.

The number of coaches per activity is limited to coaching allocations defined by the Coaching
Allocation Chart.

Compensation for seasonal activities will be paid at the conclusion of the activity.

For year long assignments, employees may choose to be paid in:

three (3) equal payments disbursed in November, March and May
one lump sum disbursed in May

Each school must provide a master list of all extra duty activity assignments to the Human
Resources Department for approval by the appropriate administrator(s) by October 1st of each
school year.

* Base hourly rate calculation: $31,872 184 8 = $21.66

$31,872 (Base Rate) 184 (Teacher Contract Days) 8 Hour Day = $21.66 per hour (Base Hourly Rate)

21

HIGH SCHOOL Coaching Allocations

The athletics program is an important part of the educational program presented in Harrison School District Two.
The maintenance of a strong and vital sports program is directly linked to the quality and quantity of our coaches.
The number of coaches authorized for each of the interscholastic sports sanctioned for district student participation
is based on a sufficient staff to adequately instruct students, insure student safety, and provide supervision. Based
on these criteria, the following guidelines for coaching allocations are made:

Sport
Football
Basketball
(Boys)
(Girls)
Wrestling
Swimming
(Boys)
(Girls)
Track
(Boys)
(Girls)
Cross-Country
(Boys)
(Girls)
Golf
Tennis
(Boys)
(Girls)
Volleyball
Baseball
Softball
Soccer

Head Coach

Assistant
Coach

Freshman
Coach

Guidelines for Staffing

5**

15 students/coach

1
1

1**
1**

1
1

12 to 1
12 to 1

1**

(1)*

N/A

1
1

1**
1**

1
1

3**
3**

1
1

1**
1**

0**

1
1

1*
1*

1
1
1
1

1**
1**
1**
1**

Safety Standards
15 to 1

N/A
N/A

1
(1)*
(1)*

12 to 1
12 to 1
12 to 1

Cheer
1
1**
12 to 1
Band
1
3**
12 to 1
( )* = must have an additional team.
** = an additional assistant coach may be designated before the season as a temporary and if sufficient players
are on the roster. This temporary coach may begin coaching duties. The special terms of this temporary
contract will be set forth in contract.
Note: If a coach believes the assignment of an additional assistant coach is necessary, that coach must provide
justification in writing to the Athletic Director, who will present the matter to the principal.

22

Game Management Workers

CDE licensed/exempt school professionals or non-district personnel
(A licensed school professional must hold one of the following valid licenses issued by the Colorado Department of
Education: 3 or 5 Year Substitute Authorization, Temporary Teacher Eligibility, Interim Authorization, Initial License,
Professional License, or Type III Emergency License).

Sport

Line Judge and

Chain Crew

Ticket Seller

Ticket Taker

Announcer/Clock
Scorer/Supervision

$18

$30
$23

$18
$18

$18
$18
$18
$18
$18
$18

Football
Basketball*
Softball*
Baseball*
Soccer
Summer Weight
Room
Swimming
Volleyball*
Wrestling*

$18

$23
$23

$18
$18
$18

$18
$18

*Denotes per level played (9th, JV, Varsity). For example, volleyball line judge would be paid $54 for working all three (3)
levels (9th, JV, Varsity) of a volleyball match.

Sport

Scorer

Clerk of
Course

Head Timer
Finish
Recorder

Timers

Field Event
Judges

Track Dual
Triangular
Meet*

$20

$20

$20

$18

$18

*Denotes per level/gender (male/female) run. For example, a timer for a co-ed dual varsity meet would be paid $36.

ESP MUST BE paid for each hour worked at the event at the minimum hourly rate as defined by the State of Colorado for
each hour that does not exceed 40 hours per work week and an average blended rate at one and a half times the
blended rate for each hour worked that exceeds 40 hours per work week.

23

APPENDIX 4
Harrison School District 2
Activity & Instructional Salary Schedules
2014-2015
Base: $31,872

High School Extra Duty Activities & Instructional Salary Schedule

The following activities are assigned only to CDE licensed school professionals. Job descriptions for each activity and
instructional sponsor further clarify role responsibilities and performance expectations.

Step

10% of base

9% of base

8% of base

7% of base

6% of base

3,187

2,868

2,550

2,231

1,912

3,283

2,955

2,626

2,298

1,970

3,381

3,043

2,705

2,367

2,029

3,483

3,134

2,786

2,438

2,090

3,587

3,228

2,870

2,511

2,152

3,695

3,325

2,956

2,586

2,217

3,806

3,425

3,045

2,664

2,283

3,920

3,528

3,136

2,744

2,352

4,037

3,634

3,230

2,826

2,422

10

4,159

3,743

3,327

2,911

2,495

11

4,283

3,855

3,427

2,998

2,570

12

4,412

3,971

3,529

3,088

2,647

Forensics
Student Government

Marching Band

Type of
Activity

% of Base
($31,872)

Amount

11th Grade
Class Sponsor
9th, 10th, 12th
Class Sponsor

3%

$956

2%

$637

Club Sponsor

75% x
Base Hourly
Rate*

$16.25 per hour

or
$732 maximum
per club

Concert Band
Drama (fall and
spring

Vocal Music (fall)

Vocal Music (spring)
Yearbook

Assistant Band
Assistant Forensics
Newspaper
R0TC Drill Team

Notes

10 student minimum. 16 clubs per school maximum. Up to 45

hours per sponsor. Time sheets required.

24

APPENDIX 4
Middle School Extra Duty Activities & Instructional Salary Schedule
The following activities are assigned only to CDE licensed school professionals. Job descriptions for each activity and
instructional sponsor further clarify role responsibilities and performance expectations.

Type of
Activity
Activities
Director
Band Sponsor
Choir Sponsor
Interscholastic
Coach:
Basketball Boys and Girls

Baseball
Cross-Country
Flag Football
Softball
Track
Volleyball
Wrestling
Yearbook
Sponsor
Intramural
Coach
Club Sponsor

% of Base
($31,872)

Amount

Notes

13%

$4,143

5%

$1,594

5%

$1,594

4%

$1,275

2%

$637

75% x
Base Hourly
Rate*

$16.25 per
hour or
$732
maximum per
club

Middle Schools
Band and Choir personnel may support each other and
the total for the two positions could be split by all music
staff in the department if all are involved.

No outside competition.

25

10 student minimum. 12 clubs per school maximum. Up

to a maximum of 45 hours per sponsor. Time sheet
required.

APPENDIX 4
Elementary Extra Duty Activities & Instructional Salary Schedule
The following activities are assigned only to CDE licensed school professionals. Job descriptions for each activity
and instructional sponsor further clarify role responsibilities and performance expectations.

Type of
Activity
After
School
Student
Activities

% of
Amount
Base
($31,872)
75 % x
Base
Hourly
Rate*

$16.25
per hour

Notes

Each elementary school will receive a maximum allocation of 210

hours or $3,413 to support teachers who sponsor after school student
activities. 10 student minimum per activity. Length of activities may
vary. Time sheets are required.

Note: Guidelines for Elementary, Middle and High School Extra Duty Salary Schedules:
For year long assignments, employees may choose to be paid in:
o three (3) equal payments disbursed in November, March and May
o one lump sum disbursed in May

Each school must provide a master list of all extra duty activity and instructional
assignments to the Human Capital Department for approval by the appropriate
administrator(s) by October 1st of each school year.

Clubs and after school student activities are approved by the building principal and should
be designed around the unique interests of students. Clubs and after school activities may
include, but are not limited to, academic senate, dance team, DECA, FBLA, MESA,

Knowledge Bowl, Link Crew, Science Olympiad, National Honor Society, National Junior
Honor Society, Student Council, etc.

* Base hourly rate calculation: $31,872 184 8 = $21.66

$31,872 (Base Rate) 184 (Teacher Contract Days) 8 Hour Day = $21.66 per hour (Base Hourly Rate)

26

APPENDIX 5
Harrison School District 2
Extra Duty for Special Projects Salary Schedules
2014-2015
Base: $31,872
The following activities are assigned only to CDE licensed school professionals.

Type of Activity

Amount

Notes
Tutors are employed as part-time, temporary staff with no benefits
except PERA and Medicare. Tutors must hold a regular, 5-year or 3 year
substitute license. Tutors are pre-approved by the Director of Student
Services. Time sheets are required.
Additional work, training, tutoring or extended learning is based upon
building or district need and requires a pre-approval process.
Compensation is based on availability of funds from the approving
administrator. Time sheets are required.

Tutors for homebound

and
expelled students

$21.66*

Additional Work,
Training, After School
Tutoring or Extended
Learning

$21.66*

Professional
Development Trainer

$21.66*

Grant based stipends

for multi-district
projects

Stipends

Stipends are determined by the grant specifications. Pre-approval is

required and is based on availability of funds from the approving
administrator.

$25.50
Per hour

Summer school training and teaching is based upon building or district

need.

Summer School
Teacher

Compensation for serving as a professional development trainer is based upon

building or district need and requires a pre-approval process. Compensation is
based on availability of funds from the approving administrator. When training or
preparation takes place during duty hours, there is no pay authorization. Up to
two hours of preparation may be paid for each hour of training. Time sheets are
required.

* Base hourly rate calculation: $31,872 184 8 = $21.66

$31,872 (Base Rate) 184 (Teacher Contract Days) 8 Hour Day = $21.66 per hour (Base Hourly Rate)

27

APPENDIX 6
Harrison School District 2
Athletic, Activity, and Instructional Salary Schedules
Revision Schedule and Requests for Adjustment
Review of the extra-duty salary schedules (appendices 3, 4, and 5), to include a market study of
other school districts in the Pikes Peak region, will occur every three years by a subcommittee
of the Harrison School District Collaborative Decision Making Team (CDMT).
During years when a market analysis is not occurring, concerns about specific stipends may be
brought via a Request for Adjustment form submitted to the Human Capital Department.
Requests for adjustment are due by December 1, and any changes as a result of a request will
be effective July 1 of the next school year. No retroactive compensation will occur as a result of
changes to an extra-duty salary schedule.

Market Analysis Study Year

2007-2008

Request for Adjustment

Year

2008-2009

2009-2010

2010-2011

2011-2012

2012-2013

2013-2014

2014-2015

2015-2016

2016-2017

28

Request for Adjustment to an Extra-Duty Salary Schedule

Name
Phone Number

Email Address

Which stipend are you requesting be reviewed?

Describe the time constraints related to the position being reviewed. Include information
about the number of days per week involved for practice and events/games, as well as the
length of the season.

Does this position include the responsibility for supervision of

other staff members?
Is this sport or activity sanctioned by the Colorado High School
Activities Association (CHSAA?)
How many students does this program serve?

Yes

No

Yes

No

How are the sponsors of similar programs compensated by other school districts in the
region? Include information from at least three area school districts.

What other information might be helpful in determining whether to make an adjustment to

the related extra-duty salary schedule?

Signature

Date

Submit requests to the Human Capital Department.

Requests are due by December 1, and any changes as a result of a request will be effective July 1 of the next
school year. No retroactive compensation will occur as a result of changes to an extra-duty salary schedule.

29

APPENDIX 7
HARRISON SCHOOL DISTRICT MONTHLY PREMIUMS
FULL TIME EMPLOYEES
EFFECTIVE 7/1/14-6/30/15
MEDICAL - FULL TIME EMPLOYEES
Employee (EE)
Choice PLUS Plan
Total Premium
Districts Contribution

Employee Cost
Choice Plan
Total Premium
Districts Contribution

Employee Cost

EE & Spouse

EE & Child(ren)

EE & Family

$503.88
$320.21

$1,196.46
$565.59

$1,167.53
$562.66

$1,326.61
$626.61

$183.67

$630.87

$604.87

$700.00

$431.82
$320.21

$962.76
$565.59

$945.82
$562.66

$1,076.61
$626.61

$111.61

$397.17

$383.16

$450.00

DENTAL - FULL TIME EMPLOYEES

Employee (EE)

EE & Spouse

EE & Child(ren)

EE & Family

Delta Dental PPO #1207

Total Premium
Districts Contribution

$37.37
$27.27

$71.19
$36.63

$91.56
$44.99

$133.14
$61.55

Employee Cost

$10.10

$34.56

$46.57

$71.59

Delta Dental EPO #6719

Total Premium
Districts Contribution

$30.82
$23.61

$62.64
$36.63

$76.51
$44.99

$108.02
$61.55

$7.21

$26.01

$31.52

$46.47

Employee Cost

VISION FULL TIME EMPLOYEES

Employee (EE)

Employee Cost

$8.66

EE & Spouse

$16.27

EE & Child(ren)

$14.91

EE & Family

$25.80

Harrison School District Two will pay 50% of the premium for long-term disability (LTD)
insurance AND a life and accidental death & dismemberment insurance policy equal to one
times your annual base salary, rounded to the next higher $1,000, not to exceed $250,000 (this
is adjusted annually each July 1) for any employee that completes an enrollment form and
coverage is approved by the carrier. Benefit amounts elected in excess of $150,000 will require
Evidence of Insurability to be submitted. Salary increases of more than $25,000 or any salary
increase for employees who already have coverage of $150,000 or more will also require
Evidence of Insurability to be submitted.
Full-time is based on .8 to 1.0 FTE. Premiums are deducted a month in advance; i.e. deduction
from Junes payroll is for Julys coverage.

30

APPENDIX 8
HARRISON SCHOOL DISTRICT MONTHLY PREMIUMS
PART TIME EMPLOYEES
EFFECTIVE 7/1/14-6/30/15
MEDICAL - PART TIME EMPLOYEES
Employee (EE)
Choice PLUS Plan
Total Premium
Districts Contribution

Employee Cost
Choice Plan
Total Premium
Districts Contribution

Employee Cost

EE & Spouse

EE & Child(ren)

EE & Family

$503.88
$265.91

$1,196.46
$475.27

$1,167.53
$471.37

$1,326.61
$525.76

$237.97

$721.19

$696.16

$800.85

$431.82
$265.91

$962.76
$475.27

$945.82
$471.37

$1,076.61
$525.76

$165.91

$487.49

$474.45

$550.85

DENTAL - PART TIME EMPLOYEES

Employee (EE)

EE & Spouse

EE & Child(ren)

EE & Family

Delta Dental PPO #1207

Total Premium
Districts Contribution

$37.37
$20.87

$71.19
$31.60

$91.56
$39.12

$133.14
$55.15

Employee Cost

$16.50

$39.59

$52.44

$77.99

Delta Dental EPO #6719

Total Premium
Districts Contribution

$30.82
$20.87

$62.64
$31.60

$76.51
$39.12

$108.02
$55.15

$9.95

$31.04

$37.39

$52.87

Employee Cost

VISION PART TIME EMPLOYEES

Employee (EE)

Employee Cost

$8.66

EE & Spouse

$16.27

EE & Child(ren)

$14.91

EE & Family

$25.80

Harrison School District Two will pay 50% of the premium for long-term disability (LTD)
insurance AND a life and accidental death & dismemberment insurance policy equal to one
times your annual base salary, rounded to the next higher $1,000, not to exceed $250,000 (this
is adjusted annually each July 1) for any employee that completes an enrollment form and
coverage is approved by the carrier. Benefit amounts elected in excess of $150,000 will require
Evidence of Insurability to be submitted. Salary increases of more than $25,000 or any salary
increase for employees who already have coverage of $150,000 or more will also require
Evidence of Insurability to be submitted.
Part-time is based on .5 (or 20 ESP hours per week) to .79 FTE. Premiums are deducted a
month in advance; i.e. deduction from Junes payroll is for Julys coverage.

31

APPENDIX 9
Timeline for Development of the Annual
Agreement of Trust and Understanding (ATU)
September CDMT Meeting -- Formation of the CDMTs standing ATU committee.
Distribution of the ATU for the current school year.
Appointment of a committee member to serve as a red-line
editor to mark-up changes recommended by the committee.
October December CDMT Meetings -- Initial read-through of the current ATU and markup of recommended changes to the document.
December CDMT Meeting -- Request recommendations for changes from the Human
Capital Department to be reported at the January CDMT
meeting.
January CDMT Meeting -- Committee review of recommended changes to the document
from the Human Capital Department and mark-up of changes.
February CDMT Meeting -- Reports from the Finance Department, Insurance Committee,
and Salary Committee are reviewed by the committee and markup of needed changes to the document.
March CDMT Meeting -- Review of the edited ATU document by the full CDMT membership.
Final mark-up of the agreement based upon recommendations.
On or before March 21st -- Submission of the edited electronic copy of the ATU to the
Finance Department for development of a final copy.
On or before April 1st -- Final Copy, Cover, and Ballot submitted to the Print Shop from the
Finance Department for printing.
On or before April 15th -- Copies of the Proposed ATU are distributed to all school sites and
departments with directions for balloting and collection.
On or before April 22nd -- Ballot Pick-Up from school sites and departments.
On or before April 30th -- Official counting of ballots.
On or before May 1st -- Official notification of voting results to all HSD2 staff.
May Board of Education Work Session -- Presentation of voting results, ballot comments,
and recommended ATU to the Board.
May Regular Meeting of the Board of Education -- Board consideration of acceptance
of the recommended ATU.
32