Faculty Associate Handbook

Forward
Chapter 1: Mission of the Laboratory Schools
Chapter 2: Role of Faculty Associates
Chapter 3: Appointment and Employment Information
Chapter 4: Professional Growth & Evaluation of Faculty Associates
Chapter 5: University Benefits and Time Away from Work
Chapter 6: Absence Procedures
Chapter 7: Resignation and Retirement
Chapter 8: Probation Period and Laboratory School Continued Service
Chapter 9: Discipline & Dismissal
Chapter 10: Grievance Process
Chapter 11: Compensation Add links for Appendix B, C, D, E, and F
Chapter 12: Emergency Information
Appendix A: Procedures for Making an Application for Research in the Laboratory Schools

Chapter 11: Compensation

The District Salary Study Committee shall provide recommendations regarding the Laboratory Schools’ proposed salary structure. The Committee’s work is to assist the Superintendent in achieving salary structure benchmarks and analyzing comparator data to offer Faculty Associates regionally competitive compensation. Review of the salary structure will take place annually and recommendations regarding proposed salary structure will be issued no later than the end of the school year.

I. Salary

1. Base Salary: The Laboratory Schools’ salary structure is primarily based upon total years of teaching experience and degree attained.
   1. The recommended base salaries can be found on the Laboratory Schools web site here. Individual salaries may deviate from the general salary structure based on individual circumstances at the discretion of the Superintendent.
2. Annual Salary Increase: The President of Illinois State University may approve salary increases, which may be merit-based, for University employees. Faculty Associates on a continuous contract may receive such increases in accordance with the eligibility criteria established by the President. Salary increases are included in the employee’s base salary.
3. Salary Adjustment for Additional Degree: Upon completion of either an initial master’s or doctoral degree, Faculty Associates are eligible to receive a salary increase of $5,000. This adjustment becomes a permanent addition to an employee's base salary.
   Salary adjustments for graduate degrees are subject to review and modification on an annual basis.
   • Effective January 1, 2022, the graduate degree must be an education-related field or subject area, or as otherwise approved by the Superintendent. This provision would not apply to any Faculty Associate on payroll as of August 15, 2021 who is continuously employed by the Laboratory Schools.
   • To receive credit for the initial degree, Faculty Associates must submit a written request (email) to the Superintendent of the Laboratory Schools The written request must include the degree completion date and the official transcripts.
   • Official transcripts from the conferring university should be sent directly to the Superintendent’s office from the registrar. The Laboratory Schools will forward the transcripts to Human Resources for inclusion in the official HR personnel file. Human Resources will review and process the proposed salary adjustment and the pay increase will be reflected in the next available pay period.

II. Additional Pay

Additional pay provides compensation for efforts that extend beyond the Faculty Associate appointment/contract in accordance with University Policy 3.1.11, Employment in Excess of Full Time Appointment. Opportunities are based on availability of funding and approval of district or building level administrators and include:

1. Stipend positions: Stipend pay is available for extra co-curricular and instructional positions. See your Building Administrator for more specific position details and stipend amount.  Full List of Stipends
2. Overload: Please see Appendix 5 that will be created in summer of 2022.
3. Substitute coverage: Faculty Associates may receive additional pay for projects or substitute coverage. The rate of pay per hour is the substitute rate divided by 4. The payment will be administered through the Additional Pay process and paid on the employee’s next monthly check following completion of the additional work.
4. Curriculum work: Faculty Associates may receive additional pay for curriculum work, and school improvement planning based on the individual assignment. The stipend for curriculum work is $197 for one day (7.5 hours) with the amount to be prorated based on the number of hours worked. The payment will be administered through the Additional Pay process and paid on the employee’s next monthly check following completion of the additional work.
5. National Board Certification: The National Board for Professional Teaching Standards (NBPTS) has established a set of rigorous professional standards to certify teachers who perform at a master teacher level. National Board Certified Teachers (NBCT) receive a $3,000 stipend per year that certification is valid. The National Board Resource Center at ISU is available to answer questions about the process, areas of certification, and possible grants to offset the application fee.
6. Outdoor ed policy for stipend pay: Please see Appendix 5 that will be created in summer of 2022

Please see Appendix 4 for information for HILIA Faculty Associates