2021-22 compensation plan approved

Male food & nutrition employee holding silver tray of food in a school kitchenAt the May 25 meeting, the Governing Board approved the 2021-22 compensation plan, which included pay increases. Employees will receive a Notice of Adjustment to Pay by July 31 to confirm their new salary or hourly rate.

Highlights of the plan include:

Classified hourly employees (MESPA)

  • Increase hourly rates for returning full-time and part-time employees in the MESPA bargaining unit by $1.00 per hour.
  • Increase hourly rates for returning health assistants an additional $1.50 per hour.
  • Increase the base starting hourly rate for positions on salary bands A11, A12, and A13 by $0.50 per hour. Base hourly rates for all other salary bands remain unchanged:
  • 12-month MESPA employees will move to the same work calendar as building administrators, giving employees the same 21 paid holidays as the building administrators per working conditions.
  • All eligible MESPA employees will receive a $3,000 retention stipend. The stipend will be paid Oct. 14, 2021, to employees employed by Feb. 1, 2021, who worked at least 80 hours in 2020-21 and remain employed through Sept. 30, 2021.
  • For employees who work less than full time, the stipend will be pro-rated accordingly. More details will follow.

Certificated employees (MEA)

  • Increase salaries by 2% for all employees in the MEA bargaining unit except JROTC teachers. JROTC teachers will receive the greater of 2% or their MIP salary guideline calculation.
  • Stipends for eligible special education teachers and National Board Certified teachers.
  • Increase in extra factor pay salary schedule, including athletic coaches. 
  • Audiologists will move to the same working calendar and hiring guidelines (base salary) as school psychologists, OT, PT and BCBA.
  • All eligible MEA employees will receive a $3,000 retention stipend. The stipend will be paid Oct. 14, 2021, to employees employed by Feb. 1, 2021, who worked at least 80 hours in 2020-21 and remain employed through Sept. 30, 2021.
  • For employees who work less than full time, the stipend will be pro-rated accordingly. More details will follow.

Classified supervisors (MACS)

  • 2% salary increase based on current employee contract.
  • 12-month supervisors will move to the same work calendar as building administrators, giving employees the same 21 paid holidays as the building administrators per working conditions.
  • All eligible MACS employees will receive a $3,000 retention stipend. The stipend will be paid Oct. 14, 2021, to employees employed by Feb. 1, 2021, who worked at least 80 hours in 2020-21 and remain employed through Sept. 30, 2021.
  • For employees who work less than full time, the stipend will be pro-rated accordingly. More details will follow.

Administrators (MASA)

  • 2% salary increase based on current employee contract.
  • District administrators will move to the same work calendar as building administrators, giving employees the same 21 paid holidays as the building administrators per working conditions.
  • All eligible MASA employees will receive a $3,000 retention stipend. The stipend will be paid Oct. 14, 2021, to employees employed by Feb. 1, 2021, who worked at least 80 hours in 2020-21 and remain employed through Sept. 30, 2021.
  • For employees who work less than full time, the stipend will be pro-rated accordingly. More details will follow.

Substitutes

Plans are to continue the substitute teacher pay rates that were approved by the Governing Board on Dec. 8, 2020. At the June 8 Governing Board meeting, the district will be recommending a modification to the compensation plan to reflect these pay rates.

Learn more

Read the full 2021-22 employee compensation plan. Questions? Please contact your human resources specialist.

  • Certificated: Deb Herman, dkherman@mpsaz.org, 480-472-0404
  • Classified: Chris Rossini, bcrossini@mpsaz.org, 480-472-0420
  • Supervisors and Administrators: Renee Parker, erparker@mpsaz.org, 480-472-0403

 

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