Diocese of Salt Lake City Catholic Schools Office 27 C Street Salt Lake City, Utah Phone: Fax:

Full text

(1)
(2)

FINANCIAL INFORMATION 201

3-2014

TABLE OF CONTENTS INCOME

Tuition Schedules

Elementary / Middle School / High School Tuition for 2013-2014 Guidelines for CBT/NBTA

Tuition Assistance

Guidelines

Special Needs Program

Carson-Smith Scholarship for students with disabilities

Parish Support

Policy approved by the Bishop Procedures

History of Tuition and Parish Support

EXPENSES

Teacher Salary

Substitute Pay Recommendations

Creating a Unified and Sustainable Salary Schedule

Guidelines Governing Initial Placement and Advancement on Salary Schedule Guidelines for Professional Growth / License Renewal

Catholic School Leadership Salary

Guidelines for Placement and Advancement

Salary for Staff Positions

Guidelines for Beginning Placement of Staff

Benefits

Required and Optional

EDUCATION

Education Component

Cost-Bases Tuition / Need-Based Tuition Assistance - Orientation History of Cost-Based Tuition / Need-Based Tuition Assistance Financing our Catholic Schools – Rationale

Is Catholic School a Priority?

Diocese of Salt Lake City Catholic Schools Office

(3)

     

Diocese of Salt Lake City Catholic Schools Office

27 C Street

Salt Lake City, Utah 84103

2013-2014

ELEMENTARY – MIDDLE SCHOOL TUITION

2.5 % increase over 2012-2013

Elementary – Middle School Tuition Rates Saint John the Baptist Middle School

Tier 1 Regular Rate $ 5,780 per child $ 5,986 per child Tier 2 Qualified Catholic Rate $ 4,623 per child $ 4,828 per child

Tier 3 Fair Share Tuition Negotiated Negotiated

International Students $ 9,122 per child $ 9,122 per child

Registration Fee = Maximum of $150 per child

The Madeleine Choir School

Tier 1 $7,250 per child Tier 2 $6,725 per child Tier 3 $6,200 per child Tier 4 $4,623 per child Tier 5 Negotiated

Approved by Bishop John C. Wester - January 2013

HIGH SCHOOLS TUITION

Juan Diego Catholic High School

Qualified Catholic Rate: $ 7,742 per child

Regular Rate: $ 9,604 per child

International student $16,110 per child

Approved by Bishop John C. Wester - January 2013

Judge Memorial Catholic High School

Qualified Catholic Rate: $ 8,700 per child Regular Rate $10,000 per child

International Student $15,400 per child

 

Approved by Bishop John C. Wester - February 2013

St. Joseph Catholic High School

Qualified Catholic Rate: $ 9,140 per child

Regular Rate $ 9,695 per child

International Student $14,500 per child

Approved by Bishop John C. Wester - February 2013

(4)

COST-BASED TUITION / NEED-BASED TUITION ASSISTANCE

GUIDELINES

Diocese of Salt Lake City

2013-2014 General Guidelines

1. Each school should use a professional company to assess the need for tuition assistance. FACTS is recommended.

2. Each school should use a professional company for tuition collection (ex. FACTS or Local bank).

3. Cost for non-Catholics or non-qualified Catholics will be cost-plus because they do not contribute to a Catholic parish.

4. The principals coordinate the amount of tuition assistance grants for families who have children in more than one school

High Schools

1. The Principal, with the advice of the Board, proposes tuition rates based on cost per student and asks the Bishop for Approval.

Elementary / Middle Schools

1. All use the same tuition schedule based on the average cost of education among the schools. A common chart of accounts is used to report and determine the

average cost.

2. Based on the individual school reports, the Finance Committee of the Diocesan School Board calculates the cost per student and determines the tuition each year.

3. Initial and ongoing education of clergy, parents, boards, faculty, staff and parishioners is essential.

(5)

 

 

K-8 TUITION 2013-2014

COMMUNICATION TO SCHOOL COMMUNITY

Each year it is important that we communicate the tuition schedule to our families. It is recommended that besides the written communication we also personally meet with families and address their concerns and questions.

 It is an opportunity for us to make a strong compelling case as to why Catholic schools are worth the cost.

 We can communicate the true costs at our school as well as let them know that tuition assistance can be negotiated on a need basis.

 We can also request that families consider making a separate donation to the school to support those unable to pay the full cost.

Tuition increase is 2.5% over 2011-2012 year for K-8 schools. The separate “stand alone” tuition for Saint John the Baptist Middle School is a 7% increase over 2011-2012.

TIER

AMOUNT

REQUIREMENTS

RATIONALE

Tier 1

Regular Tuition $5780 K-8 $5986 SJBM No FACTS application No baptismal certificate No hassle with FACTS or certificate Helps cover some program costs

Tier 2

CATHOLIC Tuition $4623 K-8 $4828 SJBM No FACTS application required Catholic baptismal certificate Registration in a Catholic Utah parish

Attendance and support of the parish

Average cost per student

Tier 3

FAIR SHARE Tuition Need-Based &

Negotiated

Based on need Facts application required Based on income for families who need tuition lowered. Catholics have priority in this tier Tier 4

INTERNATIONAL STUDENT Tuition

$9122

(6)

 

 

REQUIREMENTS FOR CATHOLIC RATE TIER 2

The requirement for Catholic rate – Documents and information will be collected and verified by the school, not by the pastor

1. Catholic Baptismal Certificate – School should request a copy and keep it in the student file. 2. Registration in a Catholic Parish in Utah – the school office will send a list to the parish secretary

and ask for verification of registration.

3. Attendance and support of the parish – the school should ask each family to fill out a form stating how they participate in the life of the parish through time, treasure, and talent.

   

FEES

Registration Fee = Maximum of $150 per child

Other fees for non-core activities: recommended by individual school and requires pre-approval from the Superintendent before communicating to parents.

REVIEW fees and consider decreases or elimination of some if possible.

RECOMMENDATIONS

We will strategically plan an annual tuition increase of either the regional Consumer Price Index (CPI) annual % change or 2% minimum. This will help families plan future costs and help schools with meeting their budget needs. While we are a religious non-profit organization, we still have a business to run compassionately.

We need to work on other sources of income to help offset increases in tuition assistance.

Based on tuition increase (2.5%) we recommend that Faculty and Administration be given a 2% salary increase over their 2012-2013 contract. New faculty and administration will be placed on the updated salary schedule.

(7)

 

 

SCHOOL LETTERHEAD SAMPLE

APPLICATION FOR TIER 2, CATHOLIC RATE

Requirements for Catholic Tuition Rate:

1. Catholic Baptismal certificate for the child

2. Registration in a Catholic parish in Utah

3. Attendance and support of the parish

Please fill out the questions below.

Family Name __________________________________

Child 1_________________ grade ___________ School ___________________

Child 2_________________ grade ___________School ___________________

Child 3 _________________ grade ___________School ____________________

_____ Baptismal certificate(s) are attached.

Our Family is registered in ________________________________ Parish.

I support the parish through:

____ regular attendance at Mass in the parish.

____ regular use of Sunday envelope

____ participation in the following parish programs / activities / ministries

(8)

Guidelines for Tuition Reduction

Catholic Schools

Diocese of Salt Lake City

NO child should be turned away from our schools for financial reasons only. When space is available and there are no other reasons for not accepting a child, the student should be given financial aissistance.

Each school is to use a professional company to assess family need.

(Most schools are using FACTS.) Each family should be given an application for assistance in their registration packet. EVERY family who does not pay the FULL tuition must apply for tuition reduction.

FACTS will give the school a list of families who have applied and a suggestion for how much the family can afford in tuition.

Schools must coordinate tuition reduction if families have students in more than one school.

It is up to each school to make a final agreement/contract with the family on the amount of tuition to be paid.

Schools should provide monies in the budget for tuition reduction. It is suggested that no more than 20% of Tuition budget should be given out in financial reduction.

(9)

Special Needs Program

For over fifteen years the Diocese of Salt Lake City has had limited funds available for families at poverty level, especially minority students who would not be able to attend Catholic schools without assistance. The funds are distributed for tuition, busing,

uniforms, activities, etc. They are primarily used for elementary/middle school students. For a family to qualify:

1. A principal, DRE, or Pastor must recommend the family for assistance. (The family does not apply.) This information is made know to Sister Karla McKinnie, CSC who is the Director of the Special Needs Program.

2. The family must be within the poverty level guidelines. 3. The children must be accepted into a Catholic school.

4. Grades must be maintained according to the potential of the student and behavior must be good.

Steps of the Process

1. The family is identified with need.

2. The family is visited by Sr. Karla to see what the need is.

3. The family fills out information and submits financial information with tax forms.

4. The school is informed of the amount of assistance it will receive. 5. Regular payments are made to the school.

6. Quarterly grades are submitted to Sister Karla McKinnie.

Each year funds are allocated for this purpose. The funds can increase or decrease in any given year. They are not to be put in a school budget since there is no assurance of how much will be given.

(10)

Carson Smith Scholarship

The Carson Smith Special Needs Scholarship provides a state-funded scholarship for students with disabilities. Parents may use the scholarship to pay for tuition at any eligible private school. If three or more hours of special education service is given per day, the student qualifies for $6,000+. If less than three hours per day of special education service is given, the student qualifies for $3,800+ .

Schools must apply and be eligible in order to receive these scholarships. Parents must apply and students must be eligible to receive scholarships.

All the Catholic schools in Utah are eligible for these scholarships and have been accepting students with low to moderate disabilities. Our schools cannot serve students with severe disabilities.

(11)

HISTORY OF TUITION AND PARISH SUPPORT       ELEMENTARY TUITION   05-06 06-07 07-08 08-09 09-10 10-11 11-12 12-13 13-14 ELEMENTARY       Regular Tuition (not-qualified, non-Catholic) $4000 4250 4940 5160 5263 5368 5500 5640 5780 Qualified Catholic (first child up to 03-04) $3625 3750 3950 4125 4208 4293 4400 4510 4623  

HIGH SCHOOL TUITION

  05-06 06-07 07-08 08-09 09-10 10-11 11-12 12-13 13-14 JUAN DIEGO C H S       Regular 7956 8234 8522 8863 9050 9231 9231 9416 9604 Qualified Catholic 6434 6659 6959 7237 7389 7537 7537 7688 7742 JUDGE M C H S       Regular 7975 8255 8630 9020 9200 9384 9384 9736 10,000 Qualified Catholic 6700 6935 7250 7540 7691 7845 7845 8139 8,700 ST. JOSEPH C H S       Regular 6500 6695 6950 7450 7750 8795 9032 9458 9695 Qualified Catholic 5800 5975 6200 6650 6925 8050 8532 8958 9140  

HISTORY OF PARISH SUBSIDY

  06-07 07-08 08-09 09-10 10-11 11-12 12-13 13-14 Host Parish 217 (3.4%) 228 228 243 248 10% ofordin ary 8% of ordinary income 8% of ordinary income Host feeder Parish 243

(3.4%) 256 256 273 279 6% of ordin ary 7% of ordinary income 7% of ordinary income Feeder Parish 269 (3.4%) 284 284 303 309 4% ofordin ary 5% of ordinary income 5% of ordinary income Support Parish       2% of ordin ary 2% of ordinary income 2% of ordinary income High School 270 (3%) 282 282 301 307 NA NA NA                            

(12)

Catholic Schools Office

Diocese of Salt Lake City, Utah Updated 8/2012

CATHOLIC SCHOOLS OFFICE

SUBSTITUTE PAY SCALE GUIDELINES

These are guidelines only and do not have to be the same at each

school. Give at least 80% of what the school district gives.

Qualifications Rate of Pay

No College $50.00 / Day

2 Yrs. College + $55.00 / Day

University Degree $60 - $75/ Day

(13)

Approved January 18, 2007

Updated Sept. 2011, August 2012

CREATING A UNIFIED AND SUSTAINABLE SALARY SCHEDULE

One of the goals of the Catholic Schools Office was the creation of a unified salary schedule for all of the schools, high school and elementary. It is also the desire of the principals to create a sustainable schedule that adjusts each year according to what is just, affordable and competitive. Built in raises challenged the budgets. We can no longer celebrate our past to be at 95% of public schools. In the past four years we have only given employees a 1.5% increase and have left our teacher salary schedule the same.

Some basic ideas behind the revised salary plan are:

1. The Catholic schools in the Diocese of Salt Lake City in the past reached a salary level that was fair and competitive. From1990 to 2008 we offered a raise between 3-10%. Now we need to push forward out of this economic slump and bring our salaries up to a more just and competitive wage.

2. The total compensation of salaries and benefits are usually covered by tuition. If salaries go up, tuition must increase. We are at a point of not being affordable to many families. Over 40% receive a reduction in tuition.

3. In order to continue the Cost-Based Tuition / Need-Based Tuition Assistance, we must be good stewards of resources and lower costs when possible.

4. We acknowledge that the Diocese of Salt Lake City has always tried to keep the cost of medical insurance as low as possible and will continue to do so in the future. We encourage individual schools to seek ongoing funding to cover these increasing costs.

(14)

GUIDELINES GOVERNING ADVANCEMENT ON THE SALARY SCHEDULE

1. Request for approval of college or license renewal points for salary scale advancement must be filed with the superintendent on or before the first Monday in April.

2. A transcript verifying credit or a “Certificate of Completion” indicating license renewal points granted must be presented to the superintendent’s office prior to September 1 of each calendar year.

3. Only units earned after receipt of the masters degree and the administrative certificate shall be considered for advancement to a higher classification. One-third of the units required may be approved license renewal points. (10 clock points = one unit). 4 College Units

All college units must be acquired from a college or university accredited by a regional college accrediting agency unless prior approval is obtained from the

superintendent and such request and approval are on file at the Catholic Schools Office. One-third (1/3) of all units above the masters degree shall be in the administrative area The balance of the units must be acceptable for a planned degree or license, or must be in other professional area related to administration.

All units earned beyond the masters degree must be upper division or graduate unless prior approval has been granted by the superintendent.

5. License Renewal Points

All license renewal points must be acquired from in-service approved by the Utah State Office of Education for the purpose of license renewal.

Points accepted shall be in administration or which are appropriate to the principal’s professional educational goals.

6. A principal shall not advance salary until the succeeding school year.

Diocese of Salt Lake City Catholic Schools Office

27 C Street Salt Lake City, Utah 84103 Phone: 801-328-8641

(15)

Approved 5/2000, updated 10/2011 8/2012

GUIDELINES GOVERNING ADVANCEMENT

FROM ONE STEP TO ANOTHER ON THE SALARY SCHEDULE

1. Credit for the advancement on the salary schedule of full time teachers and other contracted employees is given only to full time teachers.

2. In order for a full time teacher (or another contracted employee) to receive annual increments on the salary schedule, 20 license points within a one year period must be earned and recorded.

3. A teacher to whom the religious certification requirement applies must meet that requirement within a three (3) year period in order to advance to the next step. At least 10 addition hours must be earned within a year following the basic religion

certification in order to move to the next step on the salary schedule.

4. A teacher (or another contracted employee) who has not met the requirement of a valid Utah teaching license must meet that requirement within three years of hire in order to advance to the next step.

5. A teacher (or another contracted employee) having reached the last step in a lane freezes at that step with a salary increase of the base increase or cost of living increase percentage (whichever is more) on the previous salary until such time as the teacher becomes eligible to move into the next lane.

(16)

Is Catholic Education A Priority?

In a time when society challenges us to have the latest inventions, the most, more and the best we are besought with choices which tend to set our priorities on a definite path. Following the route

suggested by advertisers and persons who seek to have everything can focus our attention on materialism and cloud our choices.

Many American households have a television in every room with the ability to receive hundreds of channels. The screens get bigger with each purchase. Our children want designer clothes, Ipods, cell phones, computers, and the latest electronic games. Because our neighbor’s children are involved in every sport, dance, music lessons, and various other extra-curricular activity we feel our children will be deprived or at a disadvantage if we do not fill their free minutes with similar involvement. Newly married couples need to have a large house, taking on a huge mortgage, rather than living in something they can afford and saving for an upgrade when they have accumulated sufficient funds to buy a better home.

Due to these attractions and perceived needs many families have found themselves with huge credit card debt. They are most likely what is termed “house poor”, meaning they are stuck with such a large mortgage, there is nothing to do except give up things or go into further debt. Credit card companies make it easy to get ourselves into serious trouble, locking us into what seems an unsolvable situation. The recent downshift in the economy makes it even more precarious for families with debts.

In order to maintain a lifestyle to keep up with the demands of society, in many cases both parents have to work or one works two jobs. Our lives and those of our children are so busy that we end up having very little family time. Fast food becomes a necessary option rather than cooking and eating a dinner together. Good eating habits have to be trained. If fast food is a regular habit, the syndrome becomes a way of life. Stress increases and we might ultimately realize that accumulation of things is not the stuff of happiness.

There are other values on which to base our choices and set priorities. A good healthy lifestyle is one such direction. If our children did not have all the latest or were at least restricted in their use, they might develop a keener imagination. They would have more time to just be children and fill their free periods with child play, games which involve exercise, dreaming, thinking and planning. Reading could replace sitting in front of a television or computer for endless hours.

Being out from under debt frees us to be happier and under less stress. It might be good to take a long look at what we have and what we need. Decisions should be made on needs rather than wants. Children learn to value what they have if they are not given everything they request. Giving in to demands does not teach them to be patient and work for what they receive.

It seems that Catholic schools are last on the list of wants/needs. Why do you send your child to a Catholic school? If we see it as a priority to be a partner in teaching the faith, are we willing to give up some of the wants? Not to hold up our ancestors as a utopia, but most of our parents and grandparents saw the need to sacrifice in order to provide a Catholic education for their children. They recognized the value of the Catholic community assisting in the faith development of their children. Catholic schools have been proven to be the best way to provide that support to parents.

Diocese of Salt Lake City Catholic Schools Office

(17)

When you make the choice to send your children to a Catholic school, you may have to consider the fact that you can’t have every material possession you want. The Catholic school to which you apply should not be expected to take a last place on your list of debts. If you are used to going to Hawaii or buying a new car every other year you may need to refocus your priority while your children are in school. A vacation to the local mountains or grandparents’ house would be less expensive and provide more discretionary funds for education. Having an older car is no blight on your image. As long as it is well maintained it serves the purpose for which it is required.

Often, parents come in and ask for tuition assistance when they have a good income. The school should not be put in the position of being asked to help pay for trips or possessions by cutting the tuition. People in debt have placed themselves in that situation. It is not fair to the parents who really need assistance to be denied due to the allotted tuition income reduction being maxed out. It is also unfair to the families who do make sacrifices and pay their share of what it costs to provide an education to their children.

As implied above, coming to Catholic school should be a commitment which demands sacrifice. If our parents could send all their children to Catholic school and give up certain luxuries as a result, are we not able to follow their example? You might say that tuition then was not high but neither were salaries.

We want to thank all those families who have set Catholic school a priority for their children and have made the many sacrifices this entails.

Catholic school is one of the greatest gifts you can give your children. They will thank you for it later if not when they are attending school. In the process they will also learn the value of sacrifice. What a valuable lesson to pass on to the next generation.

Written by Sister Karla McKinnie, CSC

(18)

Approved 5/2000, updated 10/2011 8/2012

GUIDELINES FOR

TEACHER SALARY SCHEDULE PLACEMENT AND ADVANCEMENT

1. All Teachers / Counselors / Media Specialist / Computer Technicians are employed subject to the salary schedule approved by the bishop prior to, or at the time of, employment for each succeeding school year.

2. Changes in salary for all full time teachers resulting from a change in licensing or education shall be made at the beginning of the contract year.

3. All required personnel records are placed on file in the school office. They must be completed within 45 days of hire or signing of contract. NO salary payment will be made if this deadline is not met.

4. Salary is based upon the work year as specified in the contract. All contracted employees are required to be on duty for 190 contract days (191 days for new employees). This includes days before and after school, in-service days, workdays, and other required days. 5. Teachers are required to attend the professional development educator days sponsored by

the Catholic Schools Office. Failure to attend may result in a reduction in salary.

6. Certification of religion teachers in the Diocese of Salt Lake City is a requirement for all elementary teachers who teach religion and for all secondary teachers of religion in the schools of the Diocese.

7. A valid Utah teaching license is a requirement for the employment of a teacher. • Any exception to this requirement must have the approval of superintendent. • An exception shall not exceed a three (3) year period of time. The employee must be in the process of acquiring an educator license during this time. We accept the state alternative program for licensing.

• A teacher must have written verification of program for licensing that he/she is in. It must be submitted annually until license is acquired.

There will be a 5% decrease in salary if an educator is not licensed.

Diocese of Salt Lake City Catholic Schools Office

(19)

Approved 5/2000, updated 10/2011 8/2012

GUIDELINES GOVERNING INITIAL PLACEMENT ON SALARY SCHEDULE

1. A teacher new to the Diocese without previous teaching experience will be classified according to the requirements stated in the salary schedule and placed on step 1.

2. A teacher new to the Diocese of Salt Like City with previous teaching experience in public school shall be given credit as follows: one step for every two years of teaching up to 10 years of previous experience (line 5) provided not more than three (3) years have elapsed since the last teaching assignment.

(Example: A teacher has taught for 31 years in Illinois, including the previous year and accepts a position in our Diocese. This teacher would be given 5 steps on the scale being placed on step 6.)

3. A teacher new to the Diocese of Salt Lake City with previous teaching experience in Catholic schools shall be given credit for one step for every year of teaching up to 10 years provided not more than three years have elapsed since the last teaching assignment.

(Example: A teacher who has taught 7 years in other Catholic schools would be given credit for all 7 years and begin on step 8.)

4. If more than three (3) years have elapsed since the last teaching assignment, the determination of credit shall be at the discretion of the administrator, but in no case to exceed five steps.

5. Full credit for placement on the salary schedule is given only for full time teaching. This is no less than 25 hours per week and no less than 75% of the teacher days in the school calendar.

6. A part-time teacher receives the fractional equivalent of teaching salary, e.g., 1/2 or 2/5

(20)

Approved 5/2000, updated 10/2011 8/2012

GUIDELINES GOVERNING APPROVAL OF PROFESSIONAL GROWTH UNITS and / or LICENSE RENEWAL POINTS

1. All units/points must be earned after receipt of the bachelor degree and completion of the requirements for a teaching license.

2. College units

a. All college units must be acquired from a college or university accredited by a regional accrediting agency unless prior approval is obtained from the

administrator and such request and approval are on file at the school office. b. One-third of all units above the bachelor degree shall be in the area the teacher

has been assigned to teach or which are appropriate to professional educational goals. The balance of the units must be acceptable for a planned degree or license, or must be in other subject matter areas professionally related to the teaching field. For elementary teachers, the major subject area may be a diversified academic major for specialization in elementary teaching. This should consist of a variety of academic subject matter courses which recognize the need for elementary teachers to have generalized preparation. Secondary teachers are more specialized and should have units in the field they are teaching or hire with appropriate endorsements.

c. To receive credit for units, all college and university transcripts or course descriptions must be submitted to the school administrator for consideration and approval. All units earned beyond the bachelor degree must be upper division or graduate unless prior approval has been granted by the administrator to include a specified lower division or other courses that are prerequisite or otherwise essential to the teachers’ program of post baccalaureate studies. 3. License Renewal Points

a. All license points must be acquired from professional development offerings approved by the Utah State Office of Education for the purpose of license renewal.

b. All license renewal points shall be in the teacher / administrator’s subject area and / or subject area which he/she is assigned to teach or which are appropriate to the educator’s Professional Development Plan.

c. To receive credit for license renewal, a request for prior approval must be submitted to the principal.

(21)

Approved 5/2000, updated 10/2011 8/2012

GUIDELINES GOVERNING ADVANCEMENT

FROM ONE LANE TO ANOTHER ON THE SALARY SCHEDULE

1. Request for approval of college or license renewal points for salary scale advancement from one lane to another must be filed with the principal on or before the first Monday in April.

2. In order to advance from one salary lane to another, a transcript or grade card verifying credit or a verification of license renewal points granted must be presented to the school office prior to September 1 of each calendar year.

3. Only units earned after receipt of the bachelor degree and the teaching certificate shall be considered for advancement to a higher classification. One-third of the units

required may be approved license renewal points. (10 points = one unit). 4 College Units

a. All college units must be acquired from a college or university accredited by a regional accrediting agency unless prior approval is obtained from the

administrator and such request and approval are on file at the school office. b. One-third (1/3) of all units above the bachelor degree shall be in the teacher /

contracted employee subject matter area which shall include his/her teaching major, teaching minor, his/her undergraduate major/minor (if a teaching area), and those subjects which he/she has been assigned to teach or which are

appropriate to professional educational goals. The balance of the units must be acceptable for a planned degree or credential, or must be in other subject matter areas professionally related to the teaching field. For elementary teachers, the major subject matter area may be a diversified academic major for

specialization in elementary teaching. This should consist of a variety of academic subject matter courses which recognize the need for elementary teachers to have generalized preparation.

c. All units earned beyond the bachelor degree must be upper division or graduate, unless prior approval has been granted by the administrator to include a

specified lower division, or other courses that are prerequisite or otherwise essential to the teachers program of post baccalaureate studies.

5. License Renewal Points

a. All license renewal points must be acquired from professional development opportunities approved by the Utah State Office of Education for the purpose of license renewal.

b. Points accepted shall be in the teacher / contracted employee subject area and/or those subjects which he/she is assigned to teach or which are appropriate to professional educational goals.

6. In advancing to a higher lane, a teacher shall be given full credit for each step previously earned.

7. A teacher shall not advance to a higher lane until the succeeding school year.

(22)

GUIDELINES FOR HIRING PRINCIPALS

AND THE IMPLEMENTATION

OF THE LAY PRINCIPAL’S SALARY SCHEDULE

General Policies

Normally a Search Committee is set up to receive and screen applications, interview and recommend a candidate(s) for hiring.

Elementary school principals are hired by the pastor with prior approval of the superintendent. High school principals are hired by the superintendent with prior approval of the Bishop.

1. Qualifications for all newly appointed lay principals are listed below.

2. Salaries will be based on the Diocesan approved principal salary schedule which will be followed by the Pastors and the Bishop for salary placement.

3. A principal/teacher presently employed in the Diocese of Salt Lake City shall receive no reduction in salary as a result of the move to the principal position and the

established lay principal salary schedule. If the new principal receives more in his/her present position, his / her salary will be frozen until it is in line with the principals’ salary schedule.

4. Salary is based on a minimum of 220 contract days per school year at eight hours per day.

5. The dollar amount shown on the salary schedule is the salary before standard deductions, such as taxes, are made.

6. Principals shall have the right to receive the same benefits as those granted to teachers and other full time employees.

Qualifications

1. The principal must be a practicing Catholic in good standing.

2. He/she should have the necessary professional training and competence in administration, supervision and teaching.

3. A Master’s degree, preferably in education and administration, is required. 4. An applicant for a school principal shall have at least five (5) years of teaching

experience.

5. A valid Utah Administrative license is a requirement for the employment as a principal. ($2000 less on salary if no Utah admin. License)

• Any exception to this requirement must have the approval of the superintendent • An exception shall not exceed a three (3) year period of time.

• A principal must have written verification of program for licensing that he/she is in. It must be submitted annually to the superintendent until license is acquired.

Catholic Schools Office 2013 - 2014 Diocese of Salt Lake City

(23)

GUIDELINES FOR SALARY SCHEDULE PLACEMENT AND ADVANCEMENT

1. All principals are employed subject to the salary schedule approved by the Bishop prior to, or at the time of, employment for each succeeding school year. (July 1- June 30)

2. Changes in salary for all principals resulting from a change in licensing or education shall be made at the beginning of the contract year.

3. All required personnel records are placed on file in the Catholic Schools Office. They must be completed within 45 days of hire or signing of contract for the contract to be valid. NO salary payment will be made if this deadline is not met.

4. Salary is based upon the work year as specified in the contract. All principals are required to be on duty for 220 contract days. This includes all school calendar days, in-service days, workdays, summers and other required days.

5. Principals are required to attend those in-service programs sponsored by the Diocese

GUIDELINES GOVERNING INITIAL PLACEMENT ON SALARY SCHEDULE

The guideline for placement is on total education experience, in or out of the Diocese of Salt Lake City. All previous experience in public, private or Catholic schools other than Principal of a Catholic school is given some credit, but not equal credit in years. Public school experience, teaching or administration, is given 1 year for every 3 years. Catholic school experience other than principal is given 1 year for every 2 years. Experience as a Catholic school principal is given 1 year for each year. Each kind of experience is calculated separately and then totaled. The person is placed on the next step. An example follows.

Catholic School Public School Experience + Catholic School Teaching + Principal Experience

1-4 years = 0 1-2 years = 1 1 year = 1

5-7 years = 1 3-4 years = 2 2 years = 2

8-10 years = 2 5-6 years = 3 3 years = 3

11-13 years = 3 7-8 years = 4 years = 4

14-16 years = 4 9-10 years = 5 5 years = 5

17-19 years = 5 11-12 years = 6 6 years = 6

20-22 years = 6 13-14 years = 7 7 years = 7

23-25 years = 7 15-16 years = 8 8 years = 8

A person with a Masters + 60, 18 years in public school, 3 years teaching in Catholic school and 2 years as a Catholic School Principal would be figured:

5 steps for public school + 2 steps for Catholic school teaching + 2 steps for Catholic school prin. There are a total of 9 steps. He/she would begin on step 10.

(24)

GUIDELINES GOVERNING APPROVAL OF PROFESSIONAL GROWTH UNITS

1. All units must be earned after receipt of the master’s degree and completion of the requirements for an administrative license.

2. College units

a. All college units must be acquired from a college or university accredited by a regional accrediting agency unless prior approval is obtained from the

superintendent and such request and approval are on file at the Catholic Schools Office.

b. One-third of all units above the masters degree shall be in the administration area or appropriate to the professional educational goals.

c. To receive credit for units all college and university transcripts or course work descriptions must be submitted to the superintendent for consideration and approval. All units earned beyond the masters degree must be upper division or graduate level

3. License Renewal Points

a. All license renewal points must be acquired from in-service offerings approved by the Utah State Office of Education for the purpose of license renewal.

b. All license renewal points shall be in administrator’s area and which are appropriate to professional educational goals of the person.

c. To receive credit for license renewal, a request for prior approval must be submitted to the superintendent.

4. Any exception to the above requirements must receive written approval of the superintendent of Catholic Schools. The request must be accompanied by written explanation of why the exception should be granted.

(25)

Approved 5/2000, updated 10/2011 8/2012

GUIDELINES GOVERNING ADVANCEMENT

FROM ONE STEP TO ANOTHER ON THE SALARY SCHEDULE

1. Credit for the advancement on the salary schedule of full time teachers and other contracted employees is given only to full time teachers.

2. In order for a full time teacher (or another contracted employee) to receive annual increments on the salary schedule, 20 license points within a one year period must be earned and recorded.

3. A teacher to whom the religious certification requirement applies must meet that requirement within a three (3) year period in order to advance to the next step. At least 10 addition hours must be earned within a year following the basic religion

certification in order to move to the next step on the salary schedule.

4. A teacher (or another contracted employee) who has not met the requirement of a valid Utah teaching license must meet that requirement within three years of hire in order to advance to the next step.

5. A teacher (or another contracted employee) having reached the last step in a lane freezes at that step with a salary increase of the base increase or cost of living increase percentage (whichever is more) on the previous salary until such time as the teacher becomes eligible to move into the next lane.

(26)

Updated August 2012 1 RI

Guidelines for Support Staff Compensation

1. Assign Level I, II, III, IV to the employee after reviewing the job descriptions. 2. Assign which line they would begin on after reviewing the experience they have.

They are not necessarily given one line for one year of previous experience. It is up to the individual school to decide.

3. Counselors, media specialist (librarian), computer technician, should be placed on the

teacher salary schedule, if they have a degree and/or license for the position

4. Advancement Directors should receive $37,500 for full time and very little experience.

If experienced increase the salary, if part time decrease the salary by the percentage of time they are not working.

5. In the following years, use the chart if still within 6 years experience. After that

increase salary each year.

Job Descriptions Summary

Often jobs are called by different titles even though the requirements and essential functions are the same. When making salary decisions, please refer to the descriptions listed below in order to identify the jobs that are called by a different title at your school/parish.

Class/School Support Staff

Class: Assists teacher in conducting classroom exercises, maintains order in classroom, cafeteria and on playground and provides other assistance in the implementation of the instructional program.

School: Assists with organizing and leading activities for children in day care or after school program, maintains discipline, assists in food preparation, cleans quarters, serves

meals/refreshments, provides other assistance as required.

Requires High School Diploma or GED and minimal experience working with children.

Kitchen Aid/Lunch Server

Assists cooks and other cafeteria staff in food preparation, cafeteria setup and cleaning. Performs most routine functions such as kitchen cleanup and dishwashing.

Janitor / Custodian

Maintains church/parish and school buildings in a clean and orderly manner. This may include dust mopping, vacuuming and waxing of floors, cleaning bathrooms, washing walls and windows and trash removal. Duties may include facility set-up, hauling and moving of furniture and equipment. Must be physically able to lift 75 pounds and perform the physical functions of the job repeatedly. Requires knowledge of and experience with industrial strength cleaning chemicals.

Office Clerk

Performs routine clerical and secretarial functions as assigned. Functions may include: distributing mail, word processing, typing, and maintenance of file, photocopying and duplicating of materials. Requires no previous experience.

Diocese of Salt Lake City Catholic Schools Office

(27)

Updated August 2012 2RI

Receptionist

Performs general receptionist functions including greeting and referring visitors, receiving and transferring telephone calls, taking messages, sorting and distributing mail and performing general clerical work as time is available. Duties may include programming telephone system, scheduling facilities, handling of bulk mailings, photocopying, and duplicating of materials, and providing a variety of other clerical services. Requires some office and receptionist experience.

Secretary

Performs secretarial, clerical, record keeping and reception duties for a particular parish or school office (e.g., religious education, development, records, etc.) Greets and refers visitors, schedules appointments, processes mail, types or word processes letters, reports, memos, and enters data. Requires previous office and word processing experience.

Cook

Responsible for food preparation and production according to established dietary requirements of quality, quantity, nutrition, appearance, and temperature and mean

scheduling requirements. Prepares main dish. Main direct others in preparation of salads, desserts & cleanup. Must have a food handler’s permit. Requires previous experience.

Records Clerk

Performs a variety of general office clerical duties and is responsible for work in the

registration and transfer of students, and in preparation and maintenance of student records. Duties may include maintain data of cumulative grades/GPA, produce year end reports, registration of new students, withdrawal of departing students, create or coordinate for the printing of diplomas, prepare and transfer of transcripts to colleges and to schools for transfer students, obtain new student records, maintain student records and generate reports as requested. Requires High School Diploma supplemented by courses in general office practices and procedures and clerical and secretarial experience.

Bookkeeper

Performs routine accounting clerical, data entry and bookkeeping functions under the direct supervision of the Accountant, Business Manager, Pastor or Principal. Functions may include completing reports, processing checks, processing and keeping records. Requires previous experience and knowledge of spreadsheets.

Lead Custodian / Bus Driver

Provides maintenance and janitorial services for the parish/school buildings and grounds including all routine cleaning of buildings, semi-skilled carpentry, plumbing, electrical, painting and other minor repair work. Conducts preventive maintenance inspections and performs required preventative maintenance actions. May supervise a janitor / custodian who

performs the routine cleaning of buildings. Grounds work may include mowing, pruning, and ice and snow removal with grounds equipment. This position may also be required to act as the bus drives for the school field trips. DOT clearance required for bus driving. Requires knowledge and experience with rough carpentry, painting, simple pluming, and electrical work and basic equipment, facility repairs, and safe handling of industrial strength cleaning

chemicals.

(28)

Updated August 2012 3RI

Office Manager

Performs the more sensitive, difficult, and complex office functions. Establishes office record-keeping systems. Schedules and monitors staff office hours. Schedules parish facilities, issues and monitors facility keys. Maintains petty cash fund. Oversees the timely opening and closing of parish or school office. Oversees inventory of office supplies and maintenance contracts for office machines. May coordinate volunteer programs, prepare and produce weekly bulletin, coordinates student registration process. May maintain comprehensive student filing system, tuition and fee schedules and media library. Requires previous secretarial experience.

Day Care Supervisor

Responsible for early childhood program planning and implementation, program-to-parent liaison, and supervision of one or more teachers, tutors and/or aides. Requires Bachelor’s Degree or equivalent experience with coursework in Early Childhood Education or Child Development preferred.

Kitchen / Cafeteria Manager

Oversees operations of a large cafeteria, supervises cooks and cafeteria workers, responsible for menu development, purchasing, kitchen budget. Requires extensive experience in food service work including administrative and supervisory duties. Requires food handler’s permit.

Facilities Manager

Supervises the maintenance, renovation, restoration, cleaning and upkeep of the

parish/school buildings and grounds including mechanical, pluming and electrical systems. Conducts preventive maintenance, safety and energy conservation audits. Supervises maintenance, custodial/janitorial and grounds employees, may also supervise outside contractors and personally performs higher-level maintenance functions. Inventories and orders cleaning materials/supplies and secures its safe storage. Requires extensive experience in building and grounds maintenance work and supervision of employees. Requires knowledge of and experience with industrial strength cleaning chemicals.

Accountant / Business Manager

Responsible for a limited range of administrative functions. Under the supervision of the pastor/principal, administers parish/school finances, prepare financial reports and statements, prepares budgets, assures compliance with civil and church laws and regulations and assists with annual audit. May supervise a bookkeeper. Requires a Bachelor’s Degree in

Accounting or equivalent and some supervisory experience.

Day Care Manager

(29)

Updated August 2012 RI4

Advancement Director

Plans, directs and implements a comprehensive stewardship and development program for the parish/school including stewardship education on time, talent, treasure, annual

fundraising activities, special events coordination and long term development efforts such as planned giving and corporate donor programs. May include volunteer direction and

coordination. May involve coordination of a capital campaign. Requires Bachelor’s Degree in public relations, communications or related field and significant experience in fund raising with demonstrated success.

Librarian

Administers large parish and/or school library in accordance with professional library standards. Selects, classifies, catalogs, oversees circulation and maintains library books, periodicals and other materials including films, slides and video and audio tapes. Supervises paid and volunteer staff. Requires Master’s Degree in Library Science.

Library Coordinator

Administers small parish and/or school library. Selects and classifies library books and other materials including films, slides and video/audio tapes. Oversees circulation. May supervise volunteer staff. Requires

Counselor

Assists students, their teachers and families in the area of social, emotional, educational and/or vocational concerns, with the goal of helping clients learn and practice life skills leading toward positive and productive lives. Requires Bachelor’s Degree or equivalent education and experience with course work in Counseling, Social Work, Religious Studies or related field preferred.

LPN

Performs a wide variety of health care activities including skilled nursing care, CPR and first aid as needed, regular review of possible health are problems, and general awareness of developments in the health care field as they apply to the particular setting. Administers medications and provides patient care activities within the scope accorded by licensure. Maintains health records. Requires licensure as Licensed Practical Nurse. May supervise Room Aide.

P.C. / Network Coordinator

Provides technical support for personal computers and computer network. Duties include installing new computer hardware and software, managing computer network, coordinating and performing systems backups, monitoring computer security, serving as a resource for equipment malfunctions, troubleshooting software problems, and training of staff members for computer needs. Requires Associate’s Degree in computer technology or equivalent

(Bachelor’s Degree preferred) and knowledge of a wide variety of software and hardware.

(30)

OTHER SALARY POSITIONS

BEGINNING PLACEMENT GUIDE

Experience Level I Level II Level III Level IV

First year $7.75 per hr. $8.25 per hr. $8.80 per hr. $9.50per hr.

2 years $8.15 per hr. $8.55 per hr. $9.25 per hr. $10.00 per hr.

3 years $8.50 per hr. $9.00 per hr. $9.75 per hr. $10.40 per hr.

4 years $9.00 per hr. $9.50 per hr. $10.35 per hr. $10.90 per hr.

5 years $9.50 per hr. $10.15 per hr. $10.75 per hr. $11.35 per hr.

6 years $10.00 per hr. $10.50 per hr. $11.00 per hr. $11.90 per hr.

7 ff years + $.50 per hr. + $.50 per hr. + $.50 per hr. + $.50 per hr.

EXAMPLES Level I Level II Level III Level IV

Clerical aide Classroom aide Secretary Admin. Sec.

Janitor Custodian Head Custodian Plant manager

Receptionist Extended Day Lunch manager School nurse

Lunch server Library aide Bus driver Bookkeeper

Kitchen help Attendance Sec. Registrar

Cook Security

Salary You can change hourly wage to salary based on number of hours per day and number of days per year.

Salary Increase It is recommended that the COLA increase raise be given each year.

OTHER POSITIONS

Advancement Director, Accountant Full time (236 days), beginning salary - $37,500

Advancement Managers may receive additional compensation using the following criteria: $__2,000.00__ per year if responsible for a Capital Campaign.

$__2,000.00__ per year if employed by a High School.

$__2,000.00__ per year if responsible of Parish and School Advancement. $__2,000.00 __per year if responsible over a department and/or staff.

Counselor, Media Specialist, Computer Technician Place on Teacher salary schedule

(31)

Updated August 2012 Page 1

EDUCATION

COST-BASED TUITION / NEED-BASED TUITION ASSISTANCE

2013-2014

1. Background

a. Catholic schools are a gift to the Church and a gift to the nation.

b. Historically Catholic schools have not charged the full cost for education. Now 98% of the school faculty is lay. There are very few priests or religious receiving stipends instead of salaries. It is more costly to staff our schools when faculty is paid salaries instead of stipends.

c. Catholic schools need to pay just salaries and benefits to attract and retain quality teachers we have always had. In the past, teachers have subsidized the education of the children because they did not receive just wages.

d. In the past we did not publish or inform parents of the full cost of education. More recently, we realize the need to publish the cost of educating each child.

e. ALL Catholic elementary and middle schools in the diocese charge the same tuition based on the average cost. A common chart of accounts for reporting is used to determine average cost.

f. Diocesan high schools base their tuition on costs but may be different than the other high schools.

g. Fees will be charged for registration and extra programs that are unique to each school. Costs covered by fees will not be figured into the Cost per student (i.e., bus, after school programs). Fees must be pre-approved by the superintendent before publishing.

2. Actual Cost per student for our Elementary Catholic Schools

a. Show expenses for 2012-2013 actual and 2013-2014 budgets. b. Show total expenses divided by # of students for 2013 -2014.

3. Sources of School Income

a. List resources: Tuition, Fees for special programs, Fund Raising, Parish support, Endowment, Investments, etc.

b. Show the history of the difference between tuition revenues and cost of education over the past three to five years.

4. Need Defined

Need is the difference between the tuition assistance requirements of your families and the amount of money you have available to meet these requirements.

Step 1: Individual need

Cost per student - $ family able to pay = Need for aid Step 2: Total School need

Total basic budget - $ tuition paid = Total school need

(32)

Updated August 2012

Knowing your schools tuition assistance need addresses HUMAN needs, defined as the tuition assistance needs of families and the salary needs of our teachers. Meeting family and faculty needs is at the heart of the Catholic school and parish ministry.

Another way ---

Total financial assistance given $ ______

Total financial assistance available $ - ______ (parish support, scholarships, endowments, etc. )

Total Need and Investment opportunity $ _______

5. Meeting defined needs - Tuition Assistance

a. The parish role in tuition reduction, the school support in tuition reduction. b. Unmet needs that are absorbed by the school and fund raising.

c. Need to involve the parish and business community in meeting our needs for tuition reduction.

d. Sources of income for tuition reduction.

6. Four steps to have in place

a. Let families choose to accept subsidy.

b. Make Tuition aid part of registration (Need-based grants).

c. Use a professional to define family need or another criterion agreed upon. d. Use a professional to manage tuition electronically.

7. Teacher salaries

Show and explain

CATHOLIC SCHOOLS

in Diocese 2011-2012 2012-2013 2010-2011 2009-2010 2008-2009

Beginning salary 27,532 27,532 27,125 26,724

BA+30, step 10 33,784 33,134 34,615 34,104

MA, step 15 45,872 45,872 45,194 44,526

Average Salary in your school

8. Tuition as an investment

a. Define TUITION as an INVESTMENT.

b. Define TUITION AID as a GRANT to the family. c. Show Tuition aid or reduced tuition impact in past.

Real Cost 1 st child reduction 1 st child loss 2 nd child reduction 2 nd child loss 2002-2003 3200 2680 520 2360 840 2003-2004 3300 2840 460 2500 800 2004-2005 3500 3150 350 2800 700 2005-2006 3750 None 0 None 0 Years

(33)

Updated August 2012

d. Qualified Catholic Tuition – meets “Catholic” criteria

Elementary/Middle

True Cost Tuition Grant if need is shown

2004-2005 $3500 $3500 $0 - $1750 2006-2007 $3750 $3750 $0 – $1875 2008-2009 $4125 $4125 $0 - $2000 2010-2011 $4293 $4293 $0 - $2000 2011-2012 $5100 $4400 $0 - $2500 2012-2013 $5500 $4710 $0 - $2500 High Schools

Juan Diego Judge Memorial St. Joseph CHS 2004-2005 $6,070 $6,400 $5,799 2006-2007 $6,659 $6,935 $5,975 2008-2009 $7,237 $7,540 $6,650 2010-2011 $7,537 $7,845 $8,050 2011-2012 $7,537 $7,845 $8,532 2012-2013 $7,688 $8,139 $8,958

e. Regular Tuition (non-Catholic, non-qualified Catholic)

Elementary/Middle True

Cost Tuition $ + or - over cost Grant if need is shown

2004-2005 $3500 $3850 $350 $0 - $1750 2006-2007 $3750 $4250 $500 $0 - $1875 2008-2009 $ $5160 $ $0 - $2000 2010-2011 $ $5368 $ $0 - $2000 2011-2012 $ $5500 $ $0 - $2100 2012-2013 $ $5640 $ $ High Schools

Juan Diego Judge Memorial St. Joseph CHS

2004-2005 $7,650 $7,650 $6,499 2006-2007 $8,234 $8,255 $6,695 2007-2008 $8,522 $8,630 $6,950 2009-2010 $9,050 $9,200 $7,750 2011-2012 $9,231 $9,384 $9,032 2012-2013 $9,416 $9,736 $9,458

(34)

Updated August 2012

f. Catholic education is a great investment and costs less than other educational programs around us. Show comparisons

Cost of Education in Utah

Private

School # 1 Private School # 2 Day Care cost for 3-4 year olds

Our Cost for one student

9. How to apply for tuition grant

a. Explain that if you cannot pay the full cost of this investment, then you need to apply for a grant from the school.

b. Explain how you do this locally. ALL should be using and outside professional company to do the assessment of who needs assistance (FACTS) Financial reduction is done in a confidential manner to families.

c. Explain how tuition reduction is distributed on a needs basis.

d. Parish support goes to the school, not individual families to lower tuition. Parish support is used to give tuition education.

10. How to give to the tuition grant resources

a. This is an opportunity to assist others in need. The parish and business community are also resources for assistance.

b. Show how they can help other families who need a grant (tuition reduction) c. Share with the families the “Sponsor a Student Program”

d. Share information of your endowments and scholarship funds

11. Parish support

a. How much does the parish contribute to your school? To other schools? b. What is this money used for?

c. Other ways the parish supports the school financially? Service? ETC.? d. Show and explain

12. Pastors will be asked to speak to the parishioners with these points:

- Catholic Schools are a ministry of the Church, the Diocese, and the local Bishop. - All Catholics should help support the ministry of Catholic schools.

- Explain how the particular parish contributes to the ministry of Catholic schools. - Explain that preference is given to Catholic families; the Catholic is a priority in the

acceptance of students.

Figure

Updating...

Related subjects :