MEMORANDUM OF UNDERSTANDINGFOR MANAGEMENT, SUPERVISORY, AND CONFIDENTIAL EMPLOYEES

COMPRISING THE MANAGEMENT TEAMOF SAN DIEGO ~I:f¥ 8~HQQI:,8 !INIFIED SCHOOL DISTRICT

BACKGROUND

The Management Team of the San Diego Gity geheels Unified School District consists of allcertificated and classified employees who are compensated on the management, supervisors', andconfidential employees' salary schedules. The Management Team, represented by theAdministrators Association San Diego, has met with district representatives to develop thisMemorandum of Understanding. The agreements reached through this process have beensubmitted to the Board of Directors of the AASD and to the Board of Education for ratification.

I. Professionalism

The San Diego Unified School District and the Administrators Association commit tomutually develop a work environment that fosters support for the role of the ManagementTeam members in the San Diego Unified School District. Both organizations shall make ademonstrable effort to publicly affirm te the ee~~'-rlHflitJ, ~t lafge a respect for the high levelof professionalism and leadership expected of each Management Team member.

II. Compensatio!!

The members of the Management Team accept additional responsibilities for the successfuloperation of the San Diego bit, 8eheels Unified School District. They need to beadequately compensated for their professional endeavors.

Salary and Other Compensation

A.1

l}istriet feeei..7es a Throughout the term of this agreement, ManagementTeam employees shall be entitled to receive the same general salary/wageincrease or salary adjustments using unrestricted resources ef feeei';es anetheffGfm ef ee~pens~tien as provided for employees in the teachers' bargainingunit. net ~fe';ieHsl~' allee~teEi te t!-.~t entife bafgaining HIlit ef e~tife H..Yepfese~teEigfe'df), then all ~~ple~'ees fepfesenteEi b~' ,A~AL8l} ',';ill feeei';e inefeases eEfHal tet!-.e highest feeei';eEl bJ' ethef H..~.its. 1~ sHeh an e';ent, AASD and the District willagree on the form and manner of compensation.

2.

The district will continue to maintain at least a five percent difference between theConfidential Employee Salary Schedule and similar jobs on the Office-Technicaland Business Services Salary Schedule.

B.

Health and Welfare Benefits

Throughout the tenn of this agreement, Management Team employees shall beentitled to receive the same health & welfare benefits and shall follow the same

Memorandum of UnderstandingPage 2 of 11

eligibility provisions as provided for employees in the teachers bargaining unit,excluding Retiree Medical Benefits.

c.

.Job Classifications

When a new job classification for manager, supervisor, or confidential employee isestablished the District will provide AASD with a copy of the proposed jobdescription. The District will make an effort to provide such copies prior to anyrequired approval of the Board of Education. A listing of all manager, supervisor, orconfidential employee job classifications will be maintained on the District web site. .

III.

Vacations. Leaves and Holidays:

A.

Vacation

All managers, supervisors, and confidential employees not assigned to school siteswill earn and use vacation in accordance with existing administrative procedures

determined after consultation with the Association.

2.

All managers, supervisors, and confidential employees may accrue and carry overup to 328 hours of vacation.

All certificated school site managers will not accrue vacation in accordance withadministrative procedures in effect at the time of this agreement.

3.

B. Holidays

I.All

classified managers, supervisors, and confidential employees will be eligiblefor the same fourteen (14) scheduled holidays (including the floating holiday forAdmissions

Day) as the classified bargaining units.

All

certificated managers will have a non-work day scheduled on the samethirteen scheduled holidays (not including Admissions Day) as the certificatedbargaining

unit.

2.

C. Sick Leave and Other Leaves of Absence

All

managers, supervisors, and confidential employees accrue sick leave inaccordance with administrative procedures in effect at the time of this agreement.

2.All

managers, supervisors, and confidential employees are subject to the sameprovisions for personal necessity, personal business, bereavement, and paternity

and adoption leaves, as the certificated bargaining unit.

3. All managers, supervisors, and confidential employees are eligible for long-tennleaves of absence in accordance with administrative procedures in effect at thetime of this agreement.

D. Professional and Personal Improvement (PPI) Leave

Memorandum of UnderstandingPage 3 of!!

All

managers, supervisors, and confidential employees are eligible for 4 (four)days of released time during their regularly assigned work year for purposes ofprofessional

and personal improvement.

2.

An employee may have no more than 4 (four) new Professional and PersonalImprovement days plus 2. Et.':e) four (4) carry-over days for a maximum of s*ei!!ht (8) days of released time for anyone year. Upon separation from theDistrict, all unused PPI days shall be forfeited.

E.

Family Medical Leaye Act (FMLA) Leave

All managers, supervisors, and confidential employees who meet eligibilityrequirements for FMLA leave, shall be entitled to receive the same leave benefitsand shall follow the same elii!ibil!tv provisions as provided for emplovees in theteachers' bari!ainini! unit aeeefeillg te the ..A..~~illistFati..'e PfeeeeUfe ill eff~et ~t thetime ef the le~';e feEluest, afe eligible f~f th~t le~';e.

G. Catastrophic Leave Bank

1. The purpose of the Catastrophic Leave Bank is to create a bank of donated sickand vacation leave days which may be used by Management Team members whoare suffering from a catastrophic illness or injury.

2.

Catastrophic Illness or Injury is defined to mean a severe, incapacitating illnessor injury, which is expected to continue for an extended period of time, whichprevents the Management Team member from performing his/her duties.

~. ~A~~befs~.ip i.~ the G:.tastfephie be:.':e B'Jf'.!~

eee... .:H'-"~lj' :!1!.-:..g lite """,II: ef ~Aoj'. !'elle""iBg lite ;,..,lial ~e..olie..

periea,"alli"e"", ae,..;:11eft. shall he ..~..e.leEI eft!, "::heft Ih~ ~~::..,.e iB ~e

=jO eligible ~Aanagomenl +eam momb.. fie"'; "eBo~g Ie ~e b::...t

h~..'e ~~ aee~.lal eEleal te ~t least the miBimum Be~bef ef hesdeBate tethe B~~.l(.

e. +he ~Ah."lagemeftt +e~~ m~~bef aelffie..vleeges that the eeft~tieft isiHe.. 'ee~ble.

e. +he ~A~~agemeBt +e~~ me~bef ael~~e',':leeges that a eeB~tieB te the B~~2~',':ill be a geB~;:al eeB~tieB ~~e m~j' Bet be eesignatee f~f the use ef ~~j'

Memorandum of UnderstandingPage 4 of 11

Sf) eeifi ef) ~'"ti ei f)~'}t.

.,

+e~~ ffie~~ef ffiHst meet all eft..~e f~lle'.','~~g eeBElitieBS,

, a. ~he ~A.':'..~agemeftt ~e::'..~ meme~: must h~';e e*h~Rstee all13aie le~'.'es, e*ee13t.half sal.':'..J' siel~ le~';e.

.

'-""Y""~~~V"'~ ~~, ..///. .

e. +he ~A~~ageme~t +e~~ me~bef mest sebmit a '.'.~tten ~Pfllieatien te'.'.-ithdf~'.y e~J's fFem the B~~.1~ te the ehief h~~~~ feseHfees efiieef efdesignee, H~~~~ ReseHfee Se~:iees I)i'\'isien,esing the ~Pflfeflri~te eistrietf~fm aIle shall state the natHfe ef the e~tastfefl~ie illness ef i~j~J' aIle theestim~tee ~~~bef ef e~J's feEleestee. +he f~fm shall be aeeemfl~~iee by'.T.~tten T:~rifie~tien ef t.~e e~tastfefl~ie illness ef i~j~~; flfeflafee ~~e signee

effieef ef designee, H~~~~ ReseHfee Se~:iees I)i':isien, shall eetefmine t.~~tthe flfeT.-isiens ef this Seetien h~T:e been aEllleFee te ~~e shall gF~~t ef e~~J'the ~Pfllie~tien. .

0 0

WSabilitj: ,,::,""0815 ""lieF co. Sl,,~. I-I !'..Ii.emOBI S~"lem (ST!'.2) .. 0

eaFliest el:ll:lert'~~.ityo

B:1r.kshall eease.

~. Geftefal Pf9';iSi9ftS.

a. '.Vith6F~'.':al efl)~j's ffem ~~e G~tastfe~!'.ie be~~:e Bar.l~

. d~xm_~~-tb~_~~"~~r~b:'~_I~""~Dn",,~~~~~~~~h.,.~IL~-.loy "";011; ::.., additioBo! ::::08:: j (;!Qj Ilaj'S ",oy he '"'I"oslod fo, ..=".." ef fufl:, (49) ee:,", Ie be ...ee lI.f .atastrep)-.i. ;1:'.,... ef 0

-;;A 1;""t;, " ..,;11 1..0 """o.-.ta,'l ~""~~-.-£"~L"""~~-;;. .~yy,;~~,;~"", v~ ~~~~Y'~~ y~~~~"""~~ ~.. ~ ~ ,. ~~...~, ~ ,.

ser:ee basis.

iii. ~A~~ageffient +e~~ memeefS m~j' feeei';e en!}' ene efeElit ef fGftj' (4Q)Ela~'s in ~~j' Hsea! ~'eaf. ,A..r.j' ~A~~agement +e~~ memeef '.vhe has

Memorandum of UnderstandingPage 5 ofll

aeeess~d a e~~.1~ ef fGft~' (4Q~ da:r's iB ~~:r' eBe (I ~ seheel ~'eaf sh~ll Bet

b. [)~J's gFaBtee bat fiet asee '.'.'ill be :~t'~~ee te the B~~J~. ~A~~agemefit+e~~ membefs '.'.'ill be eempefis~tee ~t t eif eailJ' f~te ef paJ' f~f eaehGatastfephie be~'.'e B~~J~ e~J' asee. .

, ..

Ge"'p...""~eB pre.. .;sieBe e!-.311 Bel he eligihle Ie '"';1&11.::',, d::j" He... Ifte.GataStFePhi~ bea';e Bar.1~ 1L.~til e*h~astiftg all sQeh b~~et

e. ..A.. ~Aaf}agemeflt :fe~~ me~bef '.';hese ~Pf31ie~tien fGf f3aie e~tastfef3hiesie!~le~'.'e is eefliee ma~' feEluest th~t t..~e eeeisien be fe'.'ie':;ee b:.' the e!".iefh1i.~af} feseufees effieef, H~~~~ Resemee Se:,,;iees 9i';isien. :fhe e!".iefh1i.~~~ feseUfees ef~eef, H1i.~af} Resemee Se:,,;iees 9i\'isiefl ::;hall. ensmeth~t all iflfGfffi~tiefl eefltaiflee ifl the fe';ie'.'; femaifls eeflfieefltial ~~e thatthe f3fe';isiefls ef tl'.is Seetiefl '.';efe ~Pf3fef3R~tely ~Pf31iee ifl e';alu~tiflg tae\!flit memeef'S ~Pf31ieatiefl. :fhe eeeisiefl ::;ball be fiflal af}e bi.~eing.

. ::=;;:!-~;::'::~"'~~ ;-::::.~~-;:,::;..~. R. f.::'.!:.. ::;01";6::;:.':". US. I'aie

3.

Throughout the term of this agreement, Management Team employees shallfollow the same provisions as provided for employees in the teachers'bargaining unit.

6.4.

This program shall be reviewed annually, and the Parties may mutually agree todiscuss appropriate modifications to the program, which shall require formalapproval by the Association and adoption by the Board of Education.

IV.

Mana!!ement Team Retirement Benefits

A.

The District will continue the Retiree Medical Beftefits Fund for AASD and beginningJuly 1, 2002, and annually thereafter, the District shall deposit to this fund an amountequal to the prior year's deposit less advance deposits, if any, as described in paragraphE. This fund shall be used exclusively to reduce the annual contributions paid byeligible retirees participating in a district-sponsored group medical plan by the amountestablished by paragraph D. In addition, the District will deposit to the fund theamounts needed to offset the effects of any supplemental early retirement program(SERP).

B.

A retiree who meets all of the following conditions will be eligible for this benefit.

The

employee had seventeen (17) years of service with the District (excludingunpaid leaves of absence) and is receiving a monthly benefit from the Public

Employee's Retirement System (PERS) or State Teachers Retirement System(STRS).

Memorandum of UnderstandingPage 6 of 11

The employee is under age 67 as of the retirement effective date with PERS orSTRS.

2.

3. The employee was covered under a district-sponsored group medical plan as anemployee immediately prior to the retirement effective date under PERS or STRSand has mainta~ned continuous coverage under such plan since the retirementeffective date.

The employee has chosen to maintain coverage under a district-sponsored groupmedical plan as a retiree by signing the appropriate form indicating willingness tomake

the appropriate contribution to the District.

4.

5.

Retired

spouses with dual Retirement Medical Benefits Fund contributionseligibility may apply both contributions towards the cost of maintaining only oneplan

(rather than two separate plans) if they so desire. The spouses may be fromdifferent employee groups. The amount and duration of each member'scontributions will be determined by the agreement of the specific employee groupto which the spouse belongs.

c.

For all retirees participating in this Retiree Medical Benefits Fund on or after January1, 2002, eligibility for this benefit shall cease at the end of the month in which theretiree dies or reaches age sixty-seven (67), whichever occurs first. The retiree maycontinue coverage in the district-sponsored medical plan beyond age sixty-seven (67)by contributing the full cost of coverage to the District. All other provisions of thegroup medical plan shall remain in effect.

D.

Effective July 1, 2004, the monthly deduction will be $135.00 per month, per eligibleretiree. During the term of this M.O.V. the District and AASD may agree to changethe monthly deduction and establish a date of implementation for the change.

E.

If at any time the Fund balance is not sufficient to provide for the monthly reductionestablished in paragraph D, the District shall make advance deposit(s) as necessary tothe Fund to provide for the continuation of the reestablished reduction through June30 of the same fiscal year. If advance deposit(s) is (are) made, then on July 1 theDistrict shall reduce the annual deposit by the amount of the advance deposit(s) madesince the previous July 1.

v.

~rofessional Growth

A.

Matchine Funds

In the event that the balance of the Professional Growth Matching Fund falls below$5,000, the Association and the District will each make equal contributions of up to amaximum of$2,500 to the fund each year to restore a balance of$5,000.

B.

Meetin2s and Conferences

Memorandum of UnderstandingPage 7 ofl1

The AASD and the District will cosponsor professional growth meetings andconferences, including curriculum and instruction conferences, community leadersmeetings

and professional growth conferences for specific Management Team groups.

The District will allow Management Team members to plan these activities and toattend them during working hours. The District will allow the dissemination ofpublicity about these activities through regular district channels. The District willallow district AN equipment to be used at these cosponsored/sponsored activities if itis not needed for other district activities.

c.

Reimbursement for ~SI:,A San Die!!o CountY Office Leadershio ServicesPro!!rams Payments

At the end of each fiscal year, the District will reimburse the Association mini grantfund for all payments made for attendance at the San Diego County Office ofEducation's Leadership Services Programs, to the extent that sufficient funds remainin the Professional Growth Matching Fund.

Mana!!ement Performance Evaluation Process

The Association agrees to accept the management perfonI1ance evaluation process asadopted by the Board of Education following discussion with the Administrators'Association. Throughout the tenI1 of this agreement, Management Team employees shallbe entitled to representation with regard to due process found within the procedures relatedto evaluation/demotion/reassignment in place at the time of this agreement. TheAssociation shall have the right to request a conference with the Superintendent or

designee.

Adverse Action Resultin!! from Reductions in Fundin!! of District Pro!!rams.Administrative Reor!!anization. or School Closure. OF Diseiplinar.' -,~etion

A.

Any new procedure or revision to any existing procedure related to Management Teamemployment will be reviewed by AASD, prior to implementation.

B. If a management employee is displaced from an assignment due to a reduction in force,reorganization, school closure, program elimination, or budget cuts, applicableprocedures in place at the time of this agreement will be followed. Fef a peRea ef

h~';e the Rg.~t:te ~pplJ' ~~a inte:-;ie'.'; fGf pf~..'ietislJ' hela pesitiens in

as eenf~ffing a Rght ef ee~~~itment: ef aDJ' !~ina te ~~J' pesitien. Before taking actionto reassign a management employee, avenues for lateral movement to a positionat the same salary level will be explored. Efforts will be made to reassignadversely affected management employees to vacant management positions forwhich they qualify before promoting non-managers or hiring non-districtemployees into these positions.

~

Memorandum of UnderstandingPage 8 of11

peFtaifliflg te sueD aetiefl

VIII. Calendar

The District agrees to establish a joint Calendar Committee composed of at least twoAssociation representatives selected by the Association. The purpose of this Committeeshall be to develop a multi-year master calendar that includes traditional and single-trackyear-round schedules, non-paid holidays, and other non-paid days. It shall be the goal ofthis Committee to present. to the calendar to the Board of Education for adoption one (1)year prior to its implementation.

In the event that the Association disagrees with the Committee's recommendations, theDistrict, upon request, agrees to meet with the Association on the proposed MasterCalendar prior to its adoption by the Board. Such meetings shall commence sufficiently inadvance so that agreement is reached and the new calendar( s) is adopted by the Board ofEducation at least. one (1) year prior to its implementation.

Any and all other considerations provided to any district bargaining group relative to thisCommittee shall be provided to the Association.

IX. Committees

A. Where appropriate, AASD will be represented on district committees that addressissues affecting managers, supervisors, and confidential employees.

B. The district supports Association attendance at AASD events including AASD'sBoard of Directors and committee meetings.

x.

Charter Schools

A.

Management Team members originally serving in a District non-charter assignmentwho elect to be assigned to an arm-of-the-District charter school will continue to accrueDistrict seniority while assigned to the charter school in the same manner as if they hadremained in the non-charter assignment.

B.

Whenever the Board of Education approves a petition for the conversion of an existingDistrict non-charter school into a charter school, Management Team members assignedto that conversion school, if not retained by that new charter school, will be reassignedto a similar Management Team position for the remainder of the school year wheneverthe new charter school begins operation during the same year in which the charter wasapproved.

c.

A Management Team member initially employed by the District who chooses toexercise his/her right to return from an arm-of-the-District charter school to regulardistrict employment may do so only at the end of the academic year unless a position isavailable and he/she is selected for that assignment. He/she must notify the HumanResource Services Division no later than March 15 of intent to return. Return rightsfor Certificated Management are the same as noted in Section VII.B. of this MOD.

Memorandum of UnderstandingPage 9 of 11

Return rights for Classified Management shall follow the Merit System Rules forClassified Management. Any certificated management team member ..'elllrlt~'"ilj'returning to the District from any arm-of-the-District charter school assignment shallhave return rights back into a classroom teaching position. ,A~ eeHiHe~teem~~ag~~erlt

eeRs~.;ee as eeRf~mRg a fight ef ee~~~it~eRt ef aB~' !GRe te ~~j'

th~t eRe yeaf refiee.

..D.

.h~".'e the Fights as deseFibee iftpafa~ph G ~be';e.

E.

alse ha';e the right te ~ppl~' ane i~te:,;ie..'; f:)f pfevieusl~' hele pesitiens in

eeserieee in pafagF~ph G ~be';e.

F.~

D. Upon returning from an ann-of-the-District charter school assignment to a non-charterschool assignment with the District, Management Team members shall not be entitledto transfer any salary, leaves or benefits in excess of those provided to ManagementTeam members under this Agreement.

E. Management Team members serving in an arm-of-the-District charter school 6f ill a

the distriet shall be eligible to continue their participation in the District's group health

Memorandum of UnderstandingPage 10 of 1.1

plans ~fe':iGeG th~t; under the following conditions:

The charter school agrees to continue to purchase group health coverage throughthe District.

2. The charter school agrees to adhere to the district group eligibility requirementsand other terms and conditions of participation set forth by each carrier and/or bythe San Diego County Schools Voluntary Employee Benefits Association (VEBA).

F.

.Arm-of-the-District Charter Management Team members shall have access to allinformation made available by the district. to tFaeitieBal site administrators. Charterschool. management team members shall have the option to attend all district/levelmeetings that are open to tFaeitieBal site administrators.

XI. Classified Mana{!ers. Supervisors. and Confidential Employees

Classified Managers, Supervisors, and Confidential Employees are subject to applicablesections of the "Employment Regulations for the Classified Service of the San DiegoUnified

District."

XII. Administration of A2:reement

The Superintendent will meet regularly with AASD leadership. Any concerns which occurduring the life of this agreement will be resolved during these meetings.

XIII. Provisions of A2reement

The provisions in this agreement shall remain in effect until modified by the District andAASD. Any modifications must be agreed to by both the District and AASD, andapproved by the Board of Education. The District agrees to meet on an ongoing basis withAASD to discuss additions and/or modifications to this agreement.

XlV.

Reopeners

The District and the Association agree to discuss the impacts and effects of budgetreductions and re-organization on Management Team members as needed throughout theterm of this Agreement.

xv.

:Effective Date

The improvements and modifications recommended herein by the Superintendent will beimplemented for managers, supervisors, and confidential employees, for the school yearsnegotiated by this Memorandum of Understanding, effective July 1, ~ 2006, unlessotherwise indicated.

Memorandum of UnderstandingPage 11 of 11

FOR THE ASSOCIATION:FOR THE DISTRICT:

Jeanni<fpteeg .

Exec~ve DirectorAdministrators Association

Carl A. Cohn

SuperintendentSan Diego Unified School District

Date:.

Date:

JO""~I""O<O

Luis AclePresidentBoard of Education

Tim EdwardsPresidentAdministrators AssociationDate:

II 10,Date:-

WRS/pt10/31/2006Revised