MEMORANDUM OF AGREEMENT
2013-2016
BETWEEN
ENUMCLAW PRINCIPALS' ASSOCIATION
AND
ENUMCLAW SCHOOL DISTRICT
Revised: 5.13
This Agreement shall be by and between the Board of Directors of the Enumclaw School District
No. 216 and the Enumclaw Principals' Association.
LENGTH OF CONTRACT
The administrative contract will be a thirty-six (36) month contract beginning July 1, 2013
and ending June 30, 2016.
SALARIES
Principals and Assistant Principals are salaried twelve month administrators and as such their
work time during the school year is defined as that necessary for each person to conduct the
activities and fulfill the responsibilities of the position.
Salaries shall be determined in accordance with schedules A, B and C.
Advancement on the salary schedule shall be limited to no more than one experience
increment in any one (1) year.
Administrators shall be granted one (1) year of administrative credit for every two (2) years of
administrative experience, except that comparable experience and/or experience as a principal
within the Enumclaw School District shall be fully recognized.
Each building administrator shall be issued a supplemental contract for supervising activities
and/or additional stipends as assigned: Activity supervision pay schedule provided in
schedules A, B, and C.
Per diem shall be calculated at the rate of 1/222 of the employee’s base salary.
In the event the State of Washington increases compensation for other certificated, nonsupervisory staff, salary schedules included in schedules A, B and C shall be improved by an
additional percentage equivalent to those average increases.
The salary schedule is an established minimum salary. A salary comparison of peer districts
(Auburn, Federal Way, Kent, Puyallup, Sumner, Tahoma and White River) will be annually
conducted to determine whether the Enumclaw Principals’ salary buying power is gaining,
maintaining or eroding. Salary discussions/negotiations will be held to make every effort to
maintain Enumclaw Principals’ buying power at or above the average buying power of the
established peer districts.
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BENEFITS
Each member covered hereunder shall be entitled to twenty-five (25) vacation days each year.
Vacation shall specifically apply to those days not worked during the summer non-school
period. With approval of the superintendent, vacation days may be used during the student
school year. Up to forty-four (44) days may be accumulated and shall be deemed used in the
order in which they are earned. Members may be reimbursed annually for unused vacation
from the current year, up to a maximum of six (6) days. A maximum of 30 days of unused
vacation days may be submitted for reimbursement upon leaving the employment of the
District.
The District shall provide payments toward premiums of approved District group insurance
programs in accordance with provisions and options outlined herein. Each month the district
will pay up to an amount equivalent to that provided for other certificated non-supervisory
personnel for approved medical, dental and vision insurance. Should the maximum or
minimum monthly insurance contribution be altered by the state legislature, or changes occur
in state funding of such benefit, the District and the Association shall re-open negotiations on
the above matter.
The District shall provide $100,000 term life insurance for each member.
The District agrees to provide employees with professional liability insurance against claims
filed pursuant to the conduct of official duties for the amount of up to one million for each
occurrence, not to exceed the limits of coverage provided to the school district by the Puget
Sound Risk Management Pool.
Reimbursement for use of a private vehicle for on-the-job mileage shall be at the prevailing
school district rate.
For retirement purposes, the District shall contribute an amount of $250 per month towards an
approved tax sheltered annuity; or the Employee may choose to have two hundred fifty dollars
($250) added to his/her gross pay each month. It is intended that all amounts applied toward
the purchase of such annuity shall be excludable from gross income under section 403(b) of
the Internal Revenue Service Code, as amended.
Employees may annually direct the District to apply a portion of his/her monthly
retirement annuity toward health insurance premiums
A complete physical examination shall be required not less than every two (2) years, and shall
be paid by the District up to a maximum of $200 for each examination.
The District will compensate an administrator for any damage to personal property that results
from an administrator's performance of duty up to $500. This will exclude the damage to a
vehicle where the District will pay a deductible of up to $200.
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EVALUATION AND ASSIGNMENT
Building administrators shall be evaluated on forms approved by the Principal’s Association,
unless a special form has been requested by the administrator being evaluated.
Administrators desiring a change in assignment shall file a written request with the
superintendent. Horizontal transfers will be made on the basis of desire, experience and
qualifications.
A mentor administrator will be available to building administrators who are new to the
district. A mentor shall be selected by the Superintendent and administrator for a one-year
period.
LEAVES
Each full-time employed administrator shall be granted a maximum of twelve (12) days
personal illness leave each year without loss of pay.
In January of the year following any year in which a minimum of sixty (60) days of leave for
illness or injury is accrued, and each January thereafter, any eligible employee may exercise
an option to receive remuneration for unused leave for illness or injury accumulated in the
previous year at a rate equal to one (1) day's monetary compensation of the employee for each
four (4) full days of accrued leave for illness or injury in excess of sixty (60) days. Leave for
illness or injury for which compensation has been received shall be deducted from accrued
leave for illness or injury at the rate of four (4) days for every one (1) day's monetary
compensation.
A maximum of two (2) days will be allowed annually for absences for emergencies in nature
due to a sudden, urgent, unusual and unforeseen occurrence or occasion requiring immediate
action and not of mere convenience. The superintendent shall be notified by the administrator
as to the date and the reason for the use of emergency leave.
Each principal will be allowed two (2) personal leave days per school year. These days are
non-accumulative. Members may be reimbursed annually for unused personal leave from the
current year, up to a maximum of one day.
All bereavement and family illness leave provisions shall be equivalent to those provided for
other certificated staff.
PROFESSIONAL DEVELOPMENT and TECHNOLOGY EQUIPMENT
Each member shall be entitled reimbursement for professional growth activities or approved
technology equipment up to $600 per year. (These funds may be accrued over the two-year
period of this agreement to a maximum of $1200.) When applied to graduate school tuition
reimbursement, an additional $1,000 may be requested.
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The District will provide opportunities for administrators to enhance and up-grade their
professional skills and knowledge through attending local, state, and national workshops and
conventions. Out of state and district directed travel will be budgeted at the district level.
Approved professional dues shall be paid.
WORK TOOLS ALLOWANCE
It is mutually acknowledged that administrators need adequate technology and work tools to
accomplish their mission. Examples include but are not limited to cell phone, electronic
calendar, LCD viewer, vendor contracts, etc. An allowance of six hundred dollars ($600) per
year will be paid each administrator in July to purchase job-related personal work tools which
will be the administrator’s personal property. Work tools that will become connected to the
District network must be selected from a list of approved tools that will be developed by a
committee representing the bargaining unit and the technology department.
COMPENSATION COMPLIANCE
The salaries and benefits contained in the Contract are entered into subject to the limitations
imposed by current state law. Therefore, the total compensation (salaries and benefits) for
the Enumclaw School District employees for the duration of this Contract shall not exceed
either the percentage or dollar amount of funds allowed. Salaries and benefits found by SPI,
state auditor, or court of law to be in violation of limitation or limitations imposed shall be
adjusted to bring the District into compliance with current state law.
ENUMCLAW PRINCIPALS' ASSOCIATION
ENUMCLAW SCHOOL DISTRICT NO. 216
By:
Date:
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SCHEDULE A
ENUMCLAW SCHOOL DISTRICT NO. 216
PRINCIPAL'S SALARY SCHEDULE
2013-2014
EXPERIENCE
ELEMENTARY
MIDDLE
SENIOR
MIDDLE
HIGH
SCHOOL
MIDDLE
STEP
PRINCIPAL
SCHOOL
HIGH
SCHOOL
ASSISTANT
SCHOOL
PRINCIPAL
PRINCIPAL
ASSISTANT
PRINCIPAL
ASSOCIATE
PRINCIPAL
ADMINISTRATOR
1
$96,473
$98,773
$105,123
$87,908
$93,559
$78,031
2
$97,920
$100,254
$106,706
$89,226
$94,969
$79,201
3
$99,391
$101,760
$108,306
$90,566
$96,393
$80,390
4
$100,880
$103,285
$109,928
$91,923
$97,836
$81,595
5
$103,756
$106,231
$113,065
$94,546
$100,628
$83,923
6-9
$106,351
$108,885
$115,890
$96,908
$103,142
$86,019
10-14
$107,414
$109,974
$117,049
$97,877
$104,174
$86,880
15-19
$107,946
$110,519
$117,629
$98,362
$104,690
$87,310
20+
$108,478
$111,063
$118,208
$98,846
$105,205
$87,740
Middle School Associate Administrators have a 200 day, 8 hours a day contract plus activity stipend.
No other parts of the Principal's agreement apply. Pay dates and leave will follow the Certificated
Collective Bargaining Agreement. Medical and Pooling will follow Principals.
Activity Supervision Schedule
Elementary Principal
$1,064
1 percent of step 6
Middle School Principal
$2,178
2 percent of step 6
Middle School Asst. Principal
$1,938
2 percent of step 6
Middle School Assoc. Admin.
$1,720
2 percent of step 6
High School Principal
$5,795
5 percent of step 6
High School Asst. Principal
$5,157
5 percent of step 6
Additional Stipends:
Annuity
Negotiations
Hearing Officer
Vocational Director
Mentor
$3,000
$1,800
$2,100
$2,450
$1,000
25 days of vacation yearly with the ability to buyback 6 days yearly
Longevity = year 10-14 = 1%, year 15-19 = 1.5%, year 20+ = 2%
Ability to buy back 1 Personal Leave day per year
A $600 work tools allowance to be paid in July of each year (no district provided cell phones)
2013-2014 schedule to receive 1% increase over 2012-2013 schedule + flow through amount.
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2014-2015 schedule to receive 1.5% for Principals, .5% for Asst. Principals & MS Assoc. Admin.
over 2013-2014 schedule + flow through amount.
2015-2016 schedule to receive 1.5% for Principals, .5% for Asst. Principals & MS Assoc. Admin.
over 2014-2015 schedule + flow through amount.
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