missouri state teachers association missouri ...table 2 on page 7 shows increases in both minimums...

MISSOURIMISSOURISALARYSALARYSCHEDULESCHEDULE& BENEFITS REPORT& BENEFITS REPORT

M I S S O U R I S T A T E T E A C H E R S A S S O C I A T I O N

2 0 1 9 - 2 0

2 • Missouri State Teachers Association | 800-392-0532 | www.msta.org

TABLE OF CONTENTSIntroduction .................................................................................................................................................................................................................................3

Dear Missouri educator ............................................................................................................................................................................................................4

Key Findings .................................................................................................................................................................................................................................5

Table 1. Years of Outside Experience Allowed ................................................................................................................................................................5

Reporting Definitions ...............................................................................................................................................................................................................7

Table 2. Comparison of Bachelor’s and Master’s Minimum and Maximum Salaries ..........................................................................................7

Table 3. Distribution of Average Minimum and Maximum Salaries by County ...................................................................................................8

Table 4. Distribution of Average Minimum and Maximum Salaries by Enrollment Size ............................................................................... 10

Table 5. Distribution of Average Minimum and Maximum Salaries by Region ................................................................................................ 11

Missouri Map of Counties by Regions .............................................................................................................................................................................. 12

2019-20 Salary Schedule ProvisionsCentral Region .......................................................................................................................................................................................................................... 13

Kansas City Metro Region .................................................................................................................................................................................................... 15

Northeast Region .................................................................................................................................................................................................................... 16

Northwest Region ................................................................................................................................................................................................................... 18

Southeast Region .................................................................................................................................................................................................................... 20

Southwest Region ................................................................................................................................................................................................................... 24

St. Louis Metro Region ........................................................................................................................................................................................................... 28

BenefitsDistricts Reporting Fringe Benefits - Employee Leave ............................................................................................................................................... 30

Districts Reporting Fringe Benefits - Other .................................................................................................................................................................... 48

AppendixesAppendix 1. Current Statistics about Missouri Public Schools ............................................................................................................................... 66

Appendix 2. District Notes and Comments ................................................................................................................................................................... 67

All rights reserved. No part of this publication may be reproduced or transmitted in any form or by any means,

electronic or mechanical, including photocopy, recording, or any information storage and retrieval system,

except for brief excerpts in critical reviews and articles or use by local teachers groups affiliated with MSTA in

preparation of salary proposals, without permission in writing from the publisher.

R E S E A R C H

©2020 MISSOURI STATE TEACHERS ASSOCIATION

P.O. Box 458, Columbia, MO 65205

573-442-3127 > 800-392-0532

www.msta.org

2019-20 Salary Schedule & Benefits Report • 3

INTRODUCTION

Discussions about teacher salaries and benefits frequently focus on comparisons with the salary schedules and benefits of

similar school districts. For many years the Missouri State Teachers Association, in order to facilitate such comparisons, has

collected and analyzed information about salary schedules and benefits. The primary sources of information for this report

are the superintendents of Missouri’s public schools, and they have been very cooperative in this effort. The Missouri State

Teachers Association would like to publicly express its appreciation.

This report provides both summary information on the salary schedule practices of Missouri school districts and specific

information on the basic features of a number of districts’ salary schedules. The format of the report continues to evolve as

new information and reader suggestions are incorporated. If you have suggestions for other improvements to this report,

please contact the MSTA Salary and Research Department below.

Melissa Lorts, Finance Director

Mail: MSTA Research, 223 E. Capitol Ave., Jefferson City, MO 65101

Phone: 573-893-3980 or 800-392-0532

Email: [email protected]

Mandy Henry, Salary and Research Supervisor


Phone: 573-893-3980 or 800-392-0532


Sid Doerhoff, Salary Consultant


Phone: 800-392-0532 or 573-893-3980


Dr. Trisha Burkeen, Salary Consultant


Phone: 800-392-0532


Ed Vest, Salary Consultant


Phone: 800-392-0532


Visit the Salary & Research page at msta.org/salary to access our interactive salary tool. This tool provides all the

information found in this salary book, however it also allows you to sort and view the information in various ways,

compare districts based upon size and/or location, and more. The salary tool also provides additional information

that is not found in the Salary Book such as the average salary for teachers and administrators per school district.

All Missouri school districts participated in the 2019-2020

MSTA Salary Schedule & Benefit Survey at the time of publication.

M I S S O U R I S TAT E T E AC H E R S A S S O C I AT I O N

MSTA HEADQUARTERS

P.O. Box 458 > 407 S. Sixth St.

Columbia, MO 65205

LOCAL: 573.442.3127

800.392.0532 > www.msta.org


Dear Missouri educator,

As part of our annual service to educators, MSTA compiles the most comprehensive information about teacher

salaries in Missouri. The MSTA research and salary team puts together this report detailing the salaries of every

district in the state. In addition, the report presents that information in context by region, county and enrollment

size.

Of course, salary is only part of the teacher compensation picture. Benefit information such as health and dental

insurance, sick days, etc. are an important part of the total compensation story. This report includes that critical

information as well, allowing educators to see a more comprehensive view of compensation and benefits.

It’s probably no surprise that once again, our annual research shows that although Missouri teachers are making

small gains in salaries, they are still making far less than teachers nationwide. It is also worth noting that Missouri

teacher salaries rank last among all of our neighboring states.

Attracting and retaining good teachers starts with providing adequate salaries, which Missouri does not.

While the salary growth information is not what we would like to see, MSTA members are working to overcome

this trend. At our annual convention in November, MSTA delegates again adopted resolutions prioritizing educator

salaries. As an association, MSTA continues to support an increase to the minimum statewide salary schedule.

Recently, the issue of Missouri’s lagging teacher salaries has begun to receive the attention it deserves. Last year,

Governor Parson remarked on several occasions that Missouri’s low ranking in teacher salaries was unacceptable

and needed to be addressed.

In addition, the State Board of Education (SBOE) and the Department of Elementary and Secondary Education

(DESE) are focusing attention on the issues of recruiting and retaining teachers. One early outcome of that focus

was a recommendation to the SBOE to increase the salaries of all teachers by $4,000 and increase the minimum

teacher salary from $25,000 to $32,000.

MSTA wholeheartedly supports these recommendations. We also recognize that reaching these goals will be

challenging, especially in the current political climate. We will continue working with the legislature to increase

the salaries of professional educators to better reflect compensation for the time, energy and dedication that

goes into teaching Missouri’s students.

I encourage you to review the information in this report and make use of our Salary Negotiations and Finance

101 Workshops online and our in-person Salary Workshops held in February and March each year.

Get informed. Get involved. Get empowered.

Sincerely,

Bruce Moe

Executive Director


Salary Schedules and StepsUnder most salary schedules, a teacher advances from the

minimum salary/placement based on years of teaching

experience and satisfactory teaching. These additions, or

steps, may be either uniform or varied. More steps are usually

provided for more highly educated teachers until reaching

the maximum salary for preparation level. Some schedules

provide additional steps after extended periods of service

beyond the regular salary schedule maximums. Due to space

limitations and reporting differences, detailed information

on longevity steps is not included. Contact the district in

question or MSTA for more information.

Pages 13 through 29 give information on the district

minimums and maximums for the bachelor’s and master’s

degrees and the number of steps at each level. These

tables also show the number of schedule steps and their

maximums. The plus column shows the extended maximums

reached after completing a certain number of graduate

hours and years. The schedule max shows an additional step

for doctorate or specialist degrees. These additional steps

increase values of salary schedule maximums reported.

The salary schedule maximum is the highest possible salary

authorized by a salary schedule. The salary compression

ratio divides the schedule maximum value by the bachelor’s

degree minimum value. For example, a salary compression

ratio of 1.58 indicates that the highest salary possible on a

that schedule is 58 percent larger than, or 1.58 times larger

than, the lowest salary for a beginning teacher. Most CTA

salary/welfare committees seek compression ratios in the

2.0 to 2.5 range.

Often districts grant some credit to an experienced teacher

for teaching in other school systems, and in the past several

years, many districts have made some effort to improve their

policies in this regard. Most CTA salary committees prefer that

districts grant credit for all years of experience for placement

on salary schedules or, if limited years are accepted, double-

crediting teachers for years of experience until placement on

the salary schedule for experience is at least equal to years of

credit in the Public School Retirement System.

The most common practice is to grant full credit for nine or

more years teaching in other districts. [Eighty-seven percent

of districts, or 451, accept nine or more years of teaching

experience from outside the district.] Some districts either did

not respond to the question or indicated that their policy is

to negotiate this at the time of employment. These districts

are represented in the “other” category. A summary of all

responses is presented in Table 1.

Table 1—Years of outside experience allowed

Years of Experience Number of Districts 19-20

1-4 7

5-6 43

7-8 17

9-10 79

11-20 76

21+ 296

Total 518

Finally, 115 districts, or 22 percent, index administrators’

salaries off their teachers’ salary schedule.

Key Findings

Response rates518 out of 518 Missouri school districts responded to the mailed salary questionnaires

(which included a request for a copy of the actual district salary schedule). Additionally,

many respondents sent their non-certificated, support staff employees pay plans

or stated that they have no board-approved pay plan. The Missouri State Teachers

Association is deeply appreciative of the high degree of cooperation of school

administrators in collecting this information.


Overall Salary Schedule CharacteristicsAll districts must pay teachers with a bachelor’s degree a

minimum of $25,000 and teachers with a master’s degree and

10 years experience a minimum of $33,0001. Table 2 on page 7

shows increases in both minimums and maximums.

Average Growth in Salary Schedule

Level 2015-16 2016-17 2017-18 2018-19 2019-20

Bachelor Min. 1.16% 1.27% 1.14% 1.42% 1.54%

Bachelor Max. 0.42% 1.30% 1.32% 1.25% 1.50%

Master Min. 1.11% 1.31% 1.15% 1.41% 1.63%

Master Max. 1.09% 1.88% 1.34% 1.92% 1.41%

Salaries and student enrollmentA school district’s ability to pay staff depends on its pupil-

teacher ratio and its ability to concentrate spending on the

classroom. Over the past decade, salaries might also have

depended on local property taxes, as they drove both state

and local funding. Under the current formula, school districts

will draw state revenue based on enrollment of students.

HB1689 (2014) removed the pro-ration factor for hold

harmless districts. The bill requires DESE to adjust the State

Adequacy Target to accommodate the appropriation level if

the amount funded is not sufficient to fully fund the formula

for all districts. Payments to hold harmless districts must not

be modified from full funding. With the remaining funds

the State Adequacy Target is recalculated and distributed to

formula districts.

A district’s student enrollment is a powerful determinant of a

district’s ability to pay its teachers. Generally, districts serving

fewer than about 700 students must employ more teachers

to meet MSIP standards and have lower pupil-teacher ratios,

which reduces their ability to pay individual teachers. School

districts with smaller enrollments tend to be located in rural

areas of the state. Districts with over 4,000 students tend to

have larger increases across salary schedules, while districts

with fewer than 4,000 students have much lower salary

schedule values, particularly with more education and on the

schedule maximums. To better describe this phenomenon,

data for districts serving fewer than 1,000 students were

divided into three enrollment ranges and summarized in

Table 4 on page 10.

The national and state teacher averages had minimal growth

this year.


SALARY SCHEDULE REPORTING DEFINITIONS

Table 2 — Comparison of Bachelor’s and Master’s Minimum and Maximum Salaries 2015 to 2019-20

Bachelor’s Degree Minimum (Min) is the salary assigned to

teachers beginning their first year of teaching with no years

of experience and who hold a bachelor’s degree with no ad-

ditional college credit hours.

Bachelor’s Degree Maximum (Max) is the highest salary that

may be assigned to teachers who hold a bachelor’s degree

and have no additional college credit hours.

Bachelor’s Degree Plus is the highest possible salary that

may be assigned to teachers holding a bachelor’s degree and

additional college credit hours.

Master’s Degree Minimum (Min) is the salary assigned to

teachers beginning their first year of teaching with no years

of previous teaching experience who hold a master’s degree

with no additional college credit hours.

Master’s Degree and 10 Years Experience is the salary as-

signed to teachers beginning their 11th year of public school

teaching with 10 years of teaching experience who hold a

master’s degree with no additional college credit hours.

Master’s Degree Maximum (Max) is the highest salary that

may be assigned to teachers holding a master’s degree and

no additional college credit hours.

Salary Schedule Maximum (Max) is the highest salary that

may be assigned to teachers using the salary schedule. This

would include teachers holding a specialist or doctorate

degree.

Compression Ratio is the Salary Schedule Maximum divided

by Bachelor’s Degree Minimum.

Steps is the number of salary increases granted for years of

experience for a given level of education.

Years Import is the maximum number of years of experi-

ence outside the district that may be used in determining a

teacher’s salary. Our survey begins with 0 years of experience

for all salary schedules.

Administrators Indexed (Admin. Tied) answers the question

“Are salaries of administrators determined by indexing from

the teacher’s salary schedule or average teacher’s salary?”

The answer to this question is reported in the “Admin. Tied”

column in the Fringe Benefits table.

Rank places salary schedules in order compared to other

districts. Districts with the same salaries are given the same

ranking.

Bachelor’s Minimum Bachelor’s Maximum

Enrollment 2015-16 2016-17 2017-18 2018-19 2019-20Change

over 5 yrs.% Change 2015-16 2016-17 2017-18 2018-19 2019-20

Change over 5 yrs.

% Change

<300 $28,705 $29,165 $29,474 $29,946 $30,398 $1,693 5.90% $36,056 $36,801 $37,215 $37,666 $38,309 $2,253 6.25%

300-699 $30,070 $30,445 $30,903 $31,267 $31,643 $1,573 5.23% $37,428 $38,219 $39,024 $39,449 $39,985 $2,557 6.83%

700-999 $31,079 $31,462 $31,772 $32,395 $32,949 $1,870 6.02% $40,225 $40,428 $40,748 $41,718 $42,515 $2,290 5.69%

1,000-3,999 $33,355 $33,734 $34,034 $34,606 $35,152 $1,797 5.39% $42,706 $43,093 $43,674 $44,449 $45,044 $2,338 5.47%

4,000-14,999 $36,530 $36,915 $37,454 $37,880 $38,529 $1,999 5.47% $46,748 $47,198 $47,740 $48,054 $48,851 $2,103 4.50%

15,000+ $38,331 $38,867 $39,228 $39,647 $40,244 $1,913 4.99% $50,012 $50,728 $51,441 $51,747 $52,320 $2,308 4.61%

Averages $33,012 $33,431 $33,811 $34,290 $34,819 $1,808 5.50% $42,196 $42,745 $43,307 $43,847 $44,504 $2,308 5.26%

Master’s Minimum Master’s Maximum

Enrollment 2015-16 2016-17 2017-18 2018-19 2019-20Change

over 5 yrs.% Change 2015-16 2016-17 2017-18 2018-19 2019-20

Change over 5 yrs.

% Change

<300 $31,152 $31,152 $31,946 $32,459 $32,972 $1,820 5.84% $42,429 $43,255 $43,584 $44,191 $44,758 $2,329 5.49%

300-699 $32,766 $32,766 $33,595 $33,956 $34,482 $1,716 5.24% $45,369 $46,014 $46,581 $47,188 $47,822 $2,453 5.20%

700-999 $33,783 $33,783 $34,469 $35,113 $35,721 $1,938 5.74% $48,333 $48,958 $49,547 $50,481 $51,221 $2,888 5.72%

1,000-3,999 $36,604 $36,604 $37,366 $37,976 $38,597 $1,993 5.44% $54,363 $55,110 $56,001 $57,012 $57,851 $3,488 6.12%

4,000-14,999 $39,925 $39,925 $40,926 $41,307 $42,009 $2,084 5.22% $63,168 $63,946 $65,079 $65,995 $67,229 $4,061 6.15%

15,000+ $41,482 $41,482 $42,748 $43,356 $44,031 $2,549 6.14% $69,175 $71,614 $72,502 $74,810 $75,572 $6,397 8.55%

Averages $35,952 $35,952 $36,842 $37,361 $37,969 $2,017 5.40% $53,806 $54,816 $55,549 $56,613 $57,409 $3,603 6.36%

CountyBachelor's

Min MaxMaster's

MaxMinPlus MaxSchedule

RatioCompress

Adair $32,083 $37,150 $41,642 $34,017 $46,125 $48,458 1.52Andrew $34,350 $41,632 $53,283 $36,735 $54,916 $58,647 1.71Atchison $32,173 $38,023 $44,866 $35,056 $48,419 $53,186 1.66Audrain $33,183 $38,900 $46,783 $35,692 $50,375 $53,892 1.62Barry $34,471 $40,160 $46,803 $40,004 $50,316 $54,761 1.58Barton $31,517 $37,710 $40,853 $33,200 $44,073 $45,617 1.45Bates $31,779 $37,707 $42,155 $34,714 $46,143 $47,988 1.51Benton $32,333 $42,100 $44,525 $35,092 $49,058 $50,950 1.58Bollinger $30,713 $41,456 $44,356 $33,325 $47,726 $52,059 1.69Boone $33,704 $43,046 $47,954 $36,340 $55,848 $59,592 1.76Buchanan $34,975 $42,498 $47,713 $37,816 $53,927 $59,793 1.70Butler $31,122 $47,297 $49,199 $33,411 $51,834 $54,139 1.73Caldwell $29,269 $36,069 $39,506 $31,609 $41,716 $43,225 1.47Callaway $32,841 $44,634 $49,259 $35,510 $51,315 $53,765 1.64Camden $33,246 $41,562 $45,794 $35,684 $49,293 $52,718 1.57Cape Girardeau $33,400 $39,058 $47,109 $36,171 $50,016 $54,386 1.63Carroll $31,657 $41,046 $42,854 $34,604 $47,613 $49,102 1.55Carter $29,750 $38,058 $40,630 $33,075 $43,208 $45,883 1.54Cass $35,384 $40,303 $46,748 $38,578 $52,803 $60,726 1.71Cedar $32,475 $36,095 $40,725 $34,625 $44,930 $49,365 1.52Chariton $32,338 $41,661 $44,151 $34,773 $47,293 $50,508 1.56Christian $33,590 $42,443 $47,272 $35,819 $54,444 $58,007 1.72Clark $32,125 $38,950 $42,775 $35,125 $50,350 $56,350 1.75Clay $38,279 $41,709 $45,027 $41,331 $62,088 $71,630 1.88Clinton $35,467 $39,161 $44,856 $38,503 $55,932 $62,130 1.75Cole $33,555 $46,015 $49,955 $36,716 $53,351 $56,431 1.67Cooper $30,675 $40,098 $42,373 $33,657 $44,382 $46,178 1.50Crawford $32,477 $47,886 $51,411 $35,405 $55,774 $57,922 1.78Dade $28,675 $34,388 $35,763 $31,245 $41,263 $40,338 1.41Dallas $34,500 $38,460 $42,960 $38,800 $53,300 $58,050 1.68Daviess $29,542 $38,324 $41,632 $33,057 $44,527 $46,706 1.58DeKalb $32,647 $38,585 $43,283 $36,033 $45,913 $49,179 1.51Dent $31,068 $45,408 $47,793 $33,538 $49,388 $51,323 1.65Douglas $27,358 $36,358 $38,979 $30,528 $44,954 $46,564 1.69Dunklin $31,322 $44,080 $44,945 $33,805 $47,764 $50,455 1.61Franklin $34,241 $45,996 $49,968 $37,944 $56,525 $63,133 1.84Gasconade $33,765 $45,490 $49,150 $36,765 $51,515 $55,168 1.63Gentry $31,971 $37,375 $43,730 $34,465 $45,557 $51,096 1.60Greene $35,388 $43,848 $49,871 $38,141 $56,343 $60,518 1.70Grundy $29,745 $36,280 $39,540 $32,695 $44,370 $47,110 1.58Harrison $29,080 $33,394 $38,474 $33,160 $41,059 $42,259 1.46Henry $29,837 $37,947 $41,497 $32,629 $46,095 $48,935 1.64Hickory $31,888 $38,238 $42,000 $34,263 $44,728 $47,963 1.51Holt $34,340 $38,482 $44,418 $36,800 $45,842 $48,555 1.42Howard $31,833 $39,933 $43,625 $33,750 $47,267 $48,292 1.52Howell $29,860 $38,347 $43,872 $32,343 $49,386 $52,809 1.77Iron $31,403 $44,894 $48,011 $34,319 $50,164 $55,510 1.76Jackson $37,673 $46,993 $52,122 $41,575 $62,847 $76,469 2.03Jasper $34,901 $41,957 $45,639 $36,930 $53,228 $55,543 1.59Jefferson $35,334 $54,905 $57,951 $39,152 $65,583 $74,515 2.11Johnson $32,079 $40,570 $44,901 $35,732 $53,492 $58,782 1.83Knox $33,000 $42,000 $42,000 $36,000 $48,000 $48,000 1.45Laclede $31,150 $39,701 $43,987 $33,601 $48,093 $54,093 1.72Lafayette $32,617 $41,892 $47,206 $35,754 $51,174 $58,568 1.79Lawrence $32,817 $42,279 $45,839 $35,473 $50,398 $52,977 1.61Lewis $30,875 $34,775 $43,375 $33,375 $46,100 $51,800 1.68Lincoln $32,763 $39,403 $43,853 $36,881 $55,469 $59,466 1.80Linn $28,910 $36,497 $40,708 $30,857 $45,183 $49,846 1.72Livingston $29,768 $35,600 $39,348 $32,500 $44,572 $51,071 1.71

Prepared by Missouri State Teachers Association — © 2020


Table 3 — Distribution of Average Minimum and Maximum Salaries for Bachelor’s and Master’s Degrees by County

CountyBachelor's

Min MaxMaster's

MaxMinPlus MaxSchedule

RatioCompress

Macon $30,985 $38,490 $41,415 $32,946 $44,358 $47,589 1.53Madison $28,225 $37,788 $40,750 $30,150 $45,675 $47,225 1.66Maries $30,058 $43,798 $44,548 $31,895 $46,695 $48,345 1.61Marion $33,670 $38,903 $43,030 $36,831 $50,664 $56,185 1.66McDonald $35,925 $54,455 $55,908 $39,264 $57,794 $59,076 1.64Mercer $29,750 $36,300 $38,700 $32,250 $43,500 $44,000 1.47Miller $32,760 $44,130 $49,480 $35,710 $52,045 $55,245 1.68Mississippi $30,878 $41,466 $45,331 $34,896 $49,030 $54,281 1.76Moniteau $31,260 $39,110 $42,552 $33,620 $45,776 $49,955 1.59Monroe $30,250 $38,480 $41,230 $34,270 $44,030 $46,170 1.53Montgomery $32,750 $49,012 $51,591 $34,869 $52,747 $56,196 1.72Morgan $34,375 $45,275 $48,700 $36,696 $52,821 $54,892 1.60New Madrid $32,138 $44,976 $46,232 $34,673 $51,044 $52,873 1.65Newton $33,167 $38,735 $42,434 $35,469 $45,493 $47,866 1.44Nodaway $32,086 $35,966 $41,956 $34,642 $45,412 $49,533 1.54Oregon $28,327 $37,439 $39,870 $31,577 $42,089 $42,539 1.50Osage $30,800 $42,773 $47,018 $33,340 $48,180 $49,993 1.62Ozark $28,279 $36,478 $38,860 $30,847 $43,515 $47,552 1.68Pemiscot $34,020 $46,674 $48,255 $36,807 $50,361 $52,682 1.55Perry $32,478 $42,728 $46,265 $34,665 $51,915 $54,615 1.68Pettis $32,488 $39,289 $45,479 $34,882 $50,688 $54,109 1.66Phelps $33,866 $49,173 $53,020 $37,881 $55,729 $59,767 1.76Pike $32,873 $37,859 $45,070 $35,100 $48,736 $52,900 1.60Platte $37,519 $44,568 $51,600 $41,873 $63,191 $76,921 2.05Polk $31,475 $38,478 $42,489 $34,322 $47,724 $51,920 1.64Pulaski $33,098 $42,171 $48,869 $36,310 $52,090 $54,034 1.62Putnam $33,000 $37,700 $44,600 $35,000 $48,700 $50,900 1.54Ralls $35,300 $39,425 $44,900 $37,600 $50,775 $53,675 1.52Randolph $32,206 $40,500 $43,588 $35,266 $44,996 $48,825 1.51Ray $33,493 $39,027 $44,644 $35,931 $47,116 $56,378 1.68Reynolds $31,251 $43,651 $45,120 $33,601 $46,851 $48,501 1.55Ripley $28,850 $40,175 $43,185 $31,303 $44,128 $46,103 1.60Saline $31,625 $37,728 $40,591 $33,971 $46,506 $48,784 1.54Schuyler $30,200 $37,000 $41,400 $34,200 $45,800 $45,800 1.52Scotland $31,620 $33,470 $38,985 $34,660 $43,060 $46,575 1.47Scott $31,662 $40,168 $45,006 $34,470 $50,246 $54,789 1.73Shannon $26,750 $32,000 $34,125 $30,125 $37,000 $40,375 1.52Shelby $32,925 $41,488 $47,498 $35,683 $45,789 $50,513 1.53St. Charles $41,428 $51,954 $65,196 $46,537 $76,310 $85,539 2.07St. Clair $30,788 $37,550 $41,113 $33,613 $43,838 $46,188 1.50St. Francois $37,110 $48,929 $54,047 $40,198 $58,735 $65,284 1.76St. Louis $41,609 $53,915 $62,076 $45,490 $80,936 $93,357 2.24St. Louis City $39,015 $57,815 $57,950 $41,616 $73,026 $91,915 2.36Ste. Genevieve $40,500 $50,100 $65,440 $46,700 $66,200 $83,640 2.07Stoddard $31,955 $42,601 $45,862 $34,493 $48,638 $50,253 1.57Stone $33,990 $40,354 $43,783 $36,670 $49,696 $53,616 1.58Sullivan $32,275 $36,775 $42,125 $33,875 $44,858 $46,492 1.44Taney $32,576 $41,313 $45,074 $35,689 $50,431 $53,853 1.64Texas $28,983 $39,238 $44,603 $32,573 $47,101 $48,781 1.68Vernon $29,929 $34,566 $37,641 $32,029 $44,841 $46,684 1.55Warren $38,591 $55,703 $59,946 $42,943 $72,493 $78,335 2.03Washington $34,813 $48,632 $52,612 $37,492 $53,734 $59,901 1.72Wayne $29,775 $42,700 $44,625 $31,875 $47,900 $50,225 1.69Webster $31,238 $40,544 $46,085 $33,762 $51,941 $55,943 1.79Worth $30,500 $35,450 $42,450 $33,000 $46,800 $51,400 1.69Wright $31,370 $40,662 $45,400 $34,398 $48,474 $51,995 1.66

Total Average * $32,923 $41,843 $46,290 $35,874 $51,643 $56,112 1.69

District Count: 518



* These averages represent 518 school districts and are not averages of the averages listed above.

$0

$10,000

$20,000

$30,000

$40,000

$50,000

$60,000

$70,000

$80,000

$90,000

$100,000

Bach_Min. Bach_Max. Bach_Plus Mast_Min. Mast._Max. Sched_Max.

Averages <300

Averages 300-699

Averages 700-999

Averages 1000-3999

Averages 4000-14999

Averages 15000+


Enrollment Size Bachelor's

Minimum Maximum

Master's

MaximumMinimum

Plus

Maximum

Schedule

Ratio

CompressBachelor's Master's Years

Accepted

Averages <300 $30,398 $38,309 $41,578 $32,972 $44,758 $46,731 1.54 20

Averages 300-699 $31,643 $39,985 $44,139 $34,482 $47,822 $51,325 1.62 23

Averages 700-999 $32,949 $42,515 $47,233 $35,721 $51,221 $55,776 1.69 25

Averages 1000-3999 $35,152 $45,044 $50,674 $38,597 $57,851 $64,299 1.82 22

Averages 4000-14999 $38,529 $48,851 $54,926 $42,009 $67,229 $76,824 1.99 19

Averages 15000+ $40,244 $52,320 $57,934 $44,031 $75,572 $87,386 2.17 11

State Averages $32,923 $41,843 $46,290 $35,874 $51,643 $56,112 1.69 21.44


Table 4 — Distribution of Average Minimum and Maximum

Salaries for Bachelor’s and Master’s Degree by Enrollment Size



Enrollment Size Bachelor's

Minimum Maximum

Master's

MaximumMinimum

Plus

Maximum

Schedule

Ratio

CompressBachelor's Master's Years

Accepted

Central $32,281 $41,551 $45,586 $34,998 $49,939 $53,306 1.65 21.52

Kansas City Metro $37,888 $44,694 $49,310 $41,590 $62,590 $76,078 2.01 19.36

Northeast $32,004 $39,423 $43,827 $34,687 $47,731 $51,318 1.60 24.41

Northwest $31,743 $38,022 $42,990 $34,640 $46,720 $50,537 1.59 23.03

Southeast $31,879 $43,114 $46,788 $34,773 $50,173 $53,507 1.67 22.94

Southwest $32,317 $39,596 $43,855 $35,129 $48,820 $52,047 1.61 21.04

St. Louis Metro $39,628 $53,449 $60,599 $43,661 $75,350 $86,461 2.18 12.38

State Averages $32,923 $41,843 $46,290 $35,874 $51,643 $56,112 1.69 21.44

$0

$10,000

$20,000

$30,000

$40,000

$50,000

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$80,000

$90,000

$100,000

Central KC Metro Northeast Northwest Southeast Southwest St. Louis

Bachelor's Minimum

Bachelor's Maximum

Plus

Master's Minimum

Master's Maximum

Schedule Maximum


Table 5 — Distribution of Average Minimum and Maximum

Salaries for Bachelor’s and Master’s Degree by Region



DISTRICT REPORTING REGIONSThe regions used for reporting the results of the salary schedule survey are not the same as MSTA regions. The counties that

make up each region are shown in the maps below.

page 18

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page 15 page 13

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page 24 page 20

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$35,6

00

Avenue C

ity R

-IX

13

$58,7

75

$38,3

50

$59,3

25

$61,5

25

31

51.7

3$42,7

25

31

Andre

w211

67

7

$30,3

50

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ort

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-V11

$35,1

50

$32,3

50

$44,0

00

$45,0

00

29

29

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8$33,6

50

29

Carr

oll

43

36

52

52

$31,1

50

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ym

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29

$44,2

50

$33,6

50

$45,3

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$47,8

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29

29

1.5

4$42,7

50

29

Cald

well

282

31

41

39

$26,7

50

Bre

ckenridge R

-I29

$37,7

00

$29,7

50

$39,0

00

$39,0

00

29

29

1.4

6$35,4

50

29

Cald

well

70

53

62

66

$33,5

00

Buchanan C

o. R

-IV

29

$46,8

00

$35,9

00

$47,6

00

$49,2

00

29

10

1.4

7$45,2

00

29

Buchanan

292

15

21

35

$28,3

50

Cain

svill

e R

-I6

$31,9

50

$34,0

00

$37,2

00

$37,2

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16

81.3

1$29,5

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16

Harr

ison

85

47

38

70

$36,5

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Cam

ero

n R

-I9

$49,1

00

$40,5

50

$57,6

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$61,7

50

29

29

1.6

9$40,5

50

29

Clin

ton

1,7

50

34

6

$36,3

87

Carr

ollt

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-VII

19

$48,2

71

$43,7

22

$56,5

15

$58,9

59

29

12

1.6

2$45,4

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27

Carr

oll

862

42

11

$29,9

80

Chill

icoth

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-II

3$39,2

69

$33,0

76

$43,1

40

$59,7

37

22

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9$32,7

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Liv

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51

38

47

10

$34,5

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-III

7$40,8

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$36,6

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$53,2

75

$60,1

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29

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Clin

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630

13

17

8

$27,0

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Cow

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$33,4

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$29,5

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$36,8

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$38,3

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18

18

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18

Cald

well

51

51

63

68

$35,6

00

Cra

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-III

11

$42,5

35

$37,3

80

$43,3

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$45,0

70

17

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15

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45

612

51

$34,6

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-119

$45,9

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$37,2

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$51,1

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$59,8

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37

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30

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11

13

9

$30,9

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-III

9$40,4

68

$33,4

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$43,6

18

$45,6

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29

29

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on

139

33

44

49

$31,5

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Galla

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-V32

$45,0

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$33,5

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$47,2

54

$50,1

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32

32

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Davie

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554

26

42

30

$29,0

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Gilm

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-IV

14

$39,2

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$36,2

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$38,3

70

$39,2

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24

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140

44

18

65

$30,0

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$37,2

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$33,0

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$42,7

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$43,2

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29

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37

48

59

$30,0

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$38,8

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$31,6

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$42,1

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37

55

57

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9$39,2

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$46,6

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Cald

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$30,5

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Hard

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Ray

238

35

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$44,2

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39

36

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$35,4

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$46,4

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$53,6

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32

10

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22

Gentr

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19

23

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$30,5

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Kin

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219

$40,1

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$33,0

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$40,6

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$43,1

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19

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$28,9

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-VII

14

$38,8

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$31,9

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$44,8

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$46,8

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24

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45

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$35,4

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9$44,6

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$38,3

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$56,9

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3

$35,8

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10

$44,1

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$38,2

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$46,8

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29

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18

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$29,9

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$42,4

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$47,7

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$37,4

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29

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$31,0

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48

29

$46,5

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$47,0

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Perr

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54

82

90

$31,0

00

Alton R

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30

$44,3

00

$33,7

50

$46,3

00

$47,6

00

30

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1.5

4$43,5

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30

Ore

gon

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54

64

97

$36,2

50

Arc

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-II

21

$53,3

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$39,2

50

$57,0

10

$70,8

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29

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24

Iron

950

10

13

7

$30,5

00

Bell

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-II

25

$43,4

50

$33,0

00

$44,2

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$46,7

50

25

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1.5

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25

Sto

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235

61

76

104

$28,5

60

Belle

vie

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-III

29

$46,8

42

$32,6

34

$48,8

79

$52,9

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29

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29

Iron

112

75

80

56

$32,0

19

Bern

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-XIII

29

$47,7

91

$33,9

62

$50,1

28

$51,9

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29

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42

61

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00

Bis

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$49,9

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$38,8

35

$53,6

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29

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29

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25

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64

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71

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40

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75

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$45,7

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33

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33

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61

82

93

$28,0

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Cabool R

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29

$50,5

40

$31,3

60

$51,6

60

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29

29

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29

Texas

744

79

96

51

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$43,2

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$33,1

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$46,3

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$49,6

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30

Dunklin

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60

75

80

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50

Cape G

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311

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20

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Cape

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16

17

36

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36

42

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$44,7

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$32,5

05

$45,7

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65

81

101

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Centr

al R

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21

$59,8

50

$44,4

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$68,4

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$71,5

30

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15

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30

St. F

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2,1

94

13

6

$31,0

00

Chaffee R

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10

$38,3

75

$33,0

00

$48,7

25

$49,8

25

29

29

1.6

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29

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54

76

79

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56

Charlesto

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$46,3

31

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60

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23

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Mis

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58

63

38

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51

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69

102

112

$30,2

50

Cle

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$47,1

50

$32,6

50

$48,4

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33

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64

79

65

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29

$40,8

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$35,9

60

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05

29

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29

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31

37

105

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$34,0

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$29,0

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$36,0

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14

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14

Ore

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178

86

108

123

$32,5

00

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$47,2

87

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$54,9

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75

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31

43

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82

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35

$56,0

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23

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73

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41

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35

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43

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$35,8

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52

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29

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29

Jasper

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53

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63

83

79

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18

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62

60

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11

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73

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24

20

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24

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32

35

32

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50

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14

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33

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16

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69

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29

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27

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Cedar

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44

62

83

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Evert

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25

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ST. L

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Pre

par

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y th

e M

isso

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Sta

te T

each

ers

Ass

oci

atio

n –

202

0

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1.6

921.4

4


Pre

par

ed b

y th

e M

isso

uri

Sta

te T

each

ers

Ass

oci

atio

n –

202

0

Sic

k an

d P

erso

nal L

eave

Sep

arat

eS

ick

and

Per

sona

l Lea

ve C

ombi

ned

Sch

ool D

istr

ict

# S

ick

Leav

eM

ax S

ick

Acc

um#

Per

sona

l Le

ave

Max

Per

sona

l A

ccum

# Le

ave

Day

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ax L

eave

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ays

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used

for

pers

onal

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k Le

ave

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r un

used

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nuse

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nal

roll

into

Sic

k?

AD

AIR

CO

R-I

8 8

0 8

No

Yes

Yes

AD

AIR

CO

R-II

8 7

5 2

N/R

No

Yes

Yes

AD

RIA

N R

-III

10

50

3Y

esY

esY

es

AD

VA

NC

E R

-IV 9

60

9Y

esY

esN

o

AFF

TON

101

10

180

2 6

No

No

No

ALB

AN

Y R

-III

12

90

12

No

Yes

No

ALT

EN

BU

RG

48

10

50

10

No

Yes

Yes

ALT

ON

R-IV

10

30

10

No

Yes

Yes

AP

PLE

TON

CIT

Y R

-II 9

60

3N

oY

esY

es

AR

CA

DIA

VA

LLE

Y R

-II 1

0 7

5 5

No

Yes

Yes

Arc

hie

R-V

10

70

10

Yes

Yes

Yes

AS

H G

RO

VE

R-IV

10

UN

L 1

0Y

esY

esY

es

ATL

AN

TA C

-3 7

60

4 0

Yes

No

Yes

AU

RO

RA

R-V

III 1

0 9

0 4

No

Yes

Yes

AV

A R

-I 1

0 1

00 1

0N

oY

esY

es

AV

EN

UE

CIT

Y R

-IX 1

0 1

00 2

2N

oY

esY

es

AV

ILLA

R-X

III 8

UN

L 2

0N

oY

esY

es

BA

KE

RS

FIE

LD R

-IV 6

60

3 6

0Y

esY

esY

es

BA

LLA

RD

R-II

8 3

5 2

35

No

Yes

Yes

BA

YLE

SS

9 1

40 3

3N

oN

oY

es

BE

LL C

ITY

R-II

10

90

10

No

Yes

Yes

BE

LLE

VIE

W R

-III

8 1

00 2

0N

oN

oY

es

BE

LTO

N 1

24 6

185

4 0

Yes

Yes

Yes

BE

RN

IE R

-XIII

10

50

10

No

Yes

Yes

BE

VIE

R C

-4 9

180

3 5

No

Yes

Yes

BIL

LIN

GS

R-IV

8 4

5 2

2N

oY

esY

es

BIS

MA

RC

K R

-V 5

UN

L 5

UN

LN

oY

esY

es


Pre

par

ed b

y th

e M

isso

uri

Sta

te T

each

ers

Ass

oci

atio

n –

202

0

Fringe Benefits – Employee LeaveDistricts offer various sick and personal leave combinations. The combinations include the following:

• Sick and personal leave separate

• Sick and personal leave combined for total days off

• Sick and personal leave combined but limited number that can be used as personal leave

• Unused personal leave rolls into sick leave

• Other – some districts have employee leave policies that differ from the above and could not be shown in a table

format. See Appendix 2 to determine if the district you are looking at provided additional information.

UNL = Unlimited; N/R = No Response, and N/A = Not Applicable

AR

CH

IE R

-V

Sic

k a

nd

Pe

rso

na

l L

ea

ve

Se

pa

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nd

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Co

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d

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un

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on

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roll

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to S

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?

BL

AC

KW

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R-I

I 1

0 4

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oY

es

Ye

s

Bla

ir O

aks R

-II

6U

NL

4U

NL

Ye

sY

es

Ye

s

BL

OO

MF

IEL

D R

-XIV

10

90

10

Ye

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Fringe Benefits – Other“# teacher days” column represents the number of teacher contract days. “Admin Tied” column indicates whether salaries of

administrators are indexed to their teachers’ salary schedule. Some districts provided additional information that could not be

shown in this table format. See Appendix 2 to determine if the district you are looking at provided additional information.

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$450

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$520

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APPENDIXESAppendix 1 — Current Statistics About Missouri Public Schools

Source: Data provided by the Missouri Department of Elementary and Secondary Education and the National Center for Education Statistics.

Estimated Public School Enrollment (K-12,) September 2018-19 ................................................................................................... 881,352

Number of Public School Districts ..................................................................................................................................................................... 518

Number of Classroom Teachers in Public Schools (K-12,) 2018-19....................................................................................................69,475

Estimated National Average Salary for 2017-18 Classroom Teachers (extra duty not included) ........................................ $60,483

Missouri’s Estimated Average Salary for 2018-19 Classroom Teachers ......................................................................................... $51,219

(Includes Career Ladder, extra duty pay, etc.)

Missouri’s 2017-18 Estimated National Rank In Average Classroom Teachers’ Salary .....................................................................42nd

Current Expenditures Per Pupil (in Average Daily Attendance)

Estimated State Average for 2018-19 ........................................................................................................................................................ $11,249

National PPE for 2018-19 (Per Pupil Expenditure) ................................................................................................................................ $13,040


COLE CO. R-V ......................................Our personal leave is elevated with years of experience

worked here at Cole R-V School. After 10 years worked

here, you get 2.5 days, 15 years - 3 days, 20 years - 3.5 days

and at 25 years worked here you earn 4 days personal leave

per year.

DIXON R-I..............................................The employee can convert 1 additional sick day to a

personal day so the employee could use 2 personal days.

EVERTON R-III.....................................Health Insurance: District pays 100% of the premium for

the base plan. Other plan options are available and the

teacher may be responsible for paying a portion of the

premium for those.

FAIR PLAY R-II .....................................Employees receive 10 sick leave days plus 1 addition day for

any additional months worked. If an employee doesn’t use

their personal days, they roll over into sick leave. They can

accumulate up to 70 days.

FAIRFAX R-III .......................................After four years they get 4 days only if they are full-time

FESTUS R-VI......................................... If the employee’s personal/sick leave balance at the

beginning of the school year is 50 days or greater, 2

additional sick days may be used for personal days.

FORSYTH R-III.....................................Teachers receive a total of 10 sick day, 3 of which may be

used for personal leave.

FRANCIS HOWELL R-III..................Unused sick leave: paid at retirement only. Up to 75 days.

FREDERICKTOWN R-I .....................Leftover leave rolls into sick leave.

GOLDEN CITY R-III ...........................We just have “current year leave” and do not differentiate

between sick leave and personal leave days

GREEN CITY R-I .................................. “Teachers receive more personal days the longer they have

been part of the school district. Teachers can receive up to

4 personal days.

Teachers with extra contract days receive more sick leave.”

GRUNDY CO R-V ...............................Unused personal days roll over as sick the following year.

We can accumulate up to 50 sick days.

HAMILTON R-II ...................................Unused personal days roll into sick days. Upon retirement,

teachers are allowed to cash in sick days.

HANCOCK PLACE .............................Certified staff receive 13 annual leave days at the beginning

of each school year, and may accumulate up to 90 days. We

don’t have separate sick and leave.

HANNIBAL 60 .....................................Leave is based on years of service: 1-5 years = 3 of the 12

allotted sick days; 6-10 years = 4 of the 12 allotted sick days;

11 or more years = 5 of the 12 allotted sick days

HARRISONVILLE R-IX .....................11 annual days - not designated sick or personal

HENRY CO. R-I ....................................They get 10 Paid Time Off days each year.

HIGBEE R-VIII ......................................May not use more than 2 days per month, 5 days per

semester, or 10 days per school year unless approved by

administration with appropriate verification of illness or

extenuating circumstance.

HILLSBORO R-III ................................ If you don’t use the leave days, we pay out $100 per day at

the end of the year. These days go into an employee bank

and can be used in the future if needed (at their daily rate),

but not paid out when they leave.

IBERIA R-V ............................................Receive 12 days PTO. Unused days saved as sick days.

IJASPER CO. R-V ................................We combined sick and personal into one category: General

leave. They may be used at will, but district policy indicates

absence in excess of 8 days a year is deemed excessive and

may result in disciplinary action.

Appendix 2 — District notesAppendix 2 contains notes and comments that expand or clarify certain aspects of various school districts’ salary schedules

and/or benefits package. Not all districts have an entry in this list.

ADRIAN R-III ........................................3 or 4 days can be used for personal depending on length

of service in district

AFFTON 101........................................Tenured teachers receive unlimited sick days per year

ALTENBURG 48 .................................Teachers are paid out over 50 days. All remaining sick

leave is paid out when leaving the district after 10 years of

service.

ALTON R-IV ..........................................Can accrue to 30 days total

APPLETON CITY R-II ........................Accumulated unused leave is only paid if the employee

retires from the district. All employees are paid for leave

that is over the accumulation limit.

ARCHIE R-V ..........................................Employees who have been with the district for 10 or

more years may be paid for a portion of their unused

accumulated sick leave.

AVA R-I ...................................................Employees on an old leave plan receive 15 days per school

year. Salary Schedule Information: All previous years

of teaching experience is accepted for salary schedule

placement with the exception of 2012-2013, which was

a frozen year for the district. Fringe Benefits: Board pays

100% of the superintendent’s family.

ABAKERSFIELD R-IV .......................We are on a four-day school week and only require

teachers to work 155 days

BERNIE R-XIII .......................................All leftover PTO days roll over into their personal sick leave

pool. Teachers cannot use sick leave pool until 10 days

for the year are used up and then can only be absent for

health-related issues.

BRENTWOOD .....................................Personal days can be rolled into the accumulated sick days

total; Experience/Years Teaching - The number of years

of teaching experience outside the district accepted on

the salary schedule would depend on the specific work

experience of the individual.

BRUNSWICK R-II ...............................Employees receive “leave hours.” Personal and sick are

combined.

BUCKLIN R-II .......................................Employees can use their 10 current leave. Should they not

use their current leave it rolls over to sick leave for the next

year. All current leave must be used in advance of using sick

leave, except in extreme circumstances.

CAMERON R-I .....................................Leave/Sick/Personal - We label them annual - Use them for

whatever you choose - Can accumulate 80 annual days -

Paid for anything above 80 at the end of the year

CARL JUNCTION R-I ........................Employees are paid for unused leave days after 120 days

are accumulated

CENTRALIA R-VI ................................Personal days are rolled into sick days if not used by end of

fiscal year.

CHILLICOTHE R-II .............................Employees receive 10 general leave days which can be

used for personal or sick purposes.

CLARKTON C-4 ..................................Accum max: 60 days

CLAYTON ..............................................The $705.48 health benefits allotment for employees is the

cost of the employee base medical plan, employee dental

PPO plan and employee vision plan.

CLIMAX SPRINGS R-IV ...................We have general “LEAVE” days, to be used for either

personal or sick leave.

COLE CO. R-I ........................................Have a leave policy. 13 days of leave and must be used

according to policy.


MIDWAY R-I .........................................Personal days roll over to sick leave and can only

accumulate 90. Any after 90 are paid out at the end of the

year 1/2 sub pay.

MILAN C-2 ............................................After 5 years 12 leave days are given

MIRABILE C-1 .....................................11 days a year which can accumulate to 95

MISSOURI CITY 56 ...........................We do not pay for any health premiums.

MONTROSE R-XIV ............................Leave days can be accumulated up to 60 days and paid $35

for each day over 60.

NIXA R-II ................................................Unused sick leave rolls over to new year, but not as

personal days. Can accumulate no more than 80 sick days.

At the end of the year, staff are paid for sick days over 80 at

the rate of 1/2 of substitute pay per day.

NORMANDY........................................ “11 sick days

2 personal days

do not use, rollover up to 110 days”

NORTH CALLAWAY CO. R-I .........Only have leave days awarded with no distinction between

sick and personal.

NORTH SHELBY.................................Can take a 3rd personal but pay for the sub

NORTH ST. FRANCOIS CO. R-I ....Unused leave days are not paid out unless the individual

retires.

NORTHEAST RANDOLPH CO. R-IV .........There is no differentiation between sick and

personal days. Everything is just categorized as “Leave.”

NORTHWEST R-I ...............................Teachers receive 9 annual days to use for sick or personal

OAK GROVE R-VI ..............................The District allows unused personal days to roll over. After

an employee has been with the District for 5 years, the

employee earns the right for a payout when they leave

the District or retire. Personal/Sick days were rolled into

one category/pool. The employee earns the right for a

payout when they leave the district or retire. Personal/Sick

days were rolled into one category/pool. The employee

does not have to worry about taking a day off for personal

reasons, health reasons, or just a mental health day due to

how many days are left in each pool.

OAK HILL R-I ........................................Staff receive an additional sick day after 5 years of

consecutive service.

ODESSA R-VII .....................................An employee is able to accumulate an unlimited number

of “leave” days. When an employees retires from the district,

the employee will receive 75% of substitute salary for 130

leave days accumulated.

OREGON-HOWELL R-III ................Teachers get 10 paid leave each contract. Any unused paid

days then turn into sick days.

PALMYRA R-I ......................................After 15 years of service, teachers receive 3 personal days.

PARKWAY C-2 .....................................No cap for teacher sick days provided documentation per

guidelines are met. 3 personal days per fiscal year. A fourth

personal day may be available for some circumstances.

PETTIS CO. R-V ................................... If an employee does not use all 13 leave days, they are

transferred to sick days for the next year.

PILOT GROVE C-4 .............................12 paid time off days are given each year and can be

accumulated to 90 days total. Once 90 days is reached,

staff are paid for additional days at a rate of $30 per day.

PLEASANT HILL R-III ....................... If they have accumulated 20 leaves days, they can use 5 of

them for personal; We contract for 184 teacher days, but

teachers work a total of 180

PORTAGEVILLE .................................. If personal days are left at the end of the school year they

change to sick days.

PRAIRIE HOME R-V ..........................4 personal days and 10 sick days. They get leave for death

in immediate family.

PUXICO R-VIII .....................................Leave days accrue and are all considered personal leave

days.

RAYMORE-PECULIAR R-II .............Prof staff employees earn one day of PTO for each month

worked, but full credit for total eligible leave days will be

awarded at the beginning of each school year. Unused PTO

may e cumulative to 150 days. 12-month staff also accrue

vacation hours in addition to PTO hours.

JEFFERSON CITY ...............................Maximum number of personal days accumulated varies. At

the end of each year any unused personal days accrue as

sick leave. Personal days are awarded at 2 days per day until

an employee reaches their 16th year of employment, at

which time they are awarded 4.

JENNINGS .............................................Teachers can use their 10 allotted PTO days for both sick

and or personal time off; Teachers are only able to receive

payout for unused personal time off days if they retire from

the district. Also each year unused PTO days roll over into

the follow year’s balance.

KELSO C-7 ............................................Teachers can use days as they see fit.

KIRBYVILLE R-VI ................................Employees have the option to flex 2 sick days to personal

days. If the flexed personal days are not utilized then they

revert back to sick days. Employees have the ability to

utilize up to 4 personal days a school year.

KIRKSVILLE R-III .................................12 month employees receive 13 days of which 3 may be

used for personal days.; Unused personal days roll into

emergency leave (sick leave) and the district. When the

employee leaves the district, they receive $25/day. We

do not have a maximum number of sick days that can be

accumulated. It is unlimited.

KNOX CO. R-I .......................................5 sick and 5 personal days given each year. Allowed to

accumulate up to 110 days. In addition to the sick and

personal days we give 3 days bereavement leave

LA MONTE R-IV .................................Any unused days from the current year roll over as sick

leave only.

LA PLATA R-II ......................................Unused personal leave rolls over to sick leave at the end of

the year.

LACLEDE CO. C-5 ..............................The personal days roll into sick days at the end of the year,

if they haven’t be used. You can only have 2 personal days

per year. You can accumulate up to 100 sick leave days, and

then we pay out any over 100 each year.

LADUE ....................................................10 primary care days for family

LAFAYETTE CO. C-1 .........................Unused personal days roll over into sick days and roll over

to the next year. The district pays an additional $30 per day

not used at the end of the year.

LAKELAND R-III .................................Unused personal rolls over to sick leave at the end of the

year.

LEWIS CO. C-1 .................................... if you have worked here 10 years you get 3 personal and

you may take 2 of your sick days for 1 personal leave day

LEXINGTON R-V ................................ If 2 days or less are taken throughout the school year the

teacher will receive an incentive payment of $300. Unused

leave days are rolled from year to year up to 90 days.

Anything above that is paid out at $35 per day. Unused

leave is also paid out at this rate upon retirement. Leave

days are not paid out for those who leave the district for

any reason other than retirement.

LICKING R-VIII.....................................Personal and sick days are combined now and we just have

leave days. The maximum number of leave days a teacher

can accumulate is 70.

LINDBERGH R-VIII ............................Unlimited sick leave from pool

LONE JACK C-6 ..................................Employee must work for the district for 5 years to have

leave paid out upon their departure from the district. Any

teacher accumulating more than 95 days will be paid for

the overage each year.

MALTA BEND R-V..............................Number of Student Attendance Days are 1091 hours.

Survey only allowed for input in days format.

MARYVILLE R-II .................................3 personal days per year after 5 years of continuous

employment with the district

MERAMEC VALLEY R-III.................Personal days are tiered at 2-5 days depending on years

with the district and if they miss 1 or less sick days in the

previous year. 3 bereavement days are also given each

year.


RENICK R-V ..........................................One day per month contracted.

SCOTLAND CO. R-I ...........................Number of sick and personal days depends on the number

of years at the district.

SCOTT CO. CENTRAL ......................Twelve-month staff receive an additional two weeks

vacation.

SEDALIA 200 .......................................Sick Leave is paid out for days accumulated over 90.

SENATH-HORNERSVILLE C-8 .....Tenured teachers receive 13 sick days and 2 personal days

per year.

SHERWOOD CASS R-VIII ..............The district has Paid Time Off days. Sick and personal are

no longer used. We may accumulate up to 90 days.

SIKESTON R-VI ...................................Regarding previous years of teaching experience in schools

outside the district accepted on the salary schedule, we

accept all years of experience when the position required

certification and the employee held the appropriate

certification.

SMITHTON R-VI .................................We pay $20 for each unused sick day at the end of each

year.

SMITHVILLE R-II ................................ “SSD offers a sick leave bank. To be eligible, an employee

must have used all sick, vacation and personal leave,

or ALD, been off work for three consecutive work

days without pay and submitted a written request for

withdrawal of days from the bank accompanied by

the appropriate medical certification. Form DLB-AF2

authorizing a payroll deduction in the event that the days

cannot be repaid must be on file for any employee who

participates in the sick leave bank. The written request

to withdraw days must be submitted to the director for

human resources or designee. Employees can request

up to 57 days per fiscal year. The request must specify

how many days the employee wants to withdraw and

be accompanied by a physician’s statement that the

employee or immediate family member (as defined later

in this section) has a serious health condition as defined

by the FMLA. The physician must also verify the need

for the number of days requested. For the purpose of

this policy, “immediate family” is defined as: the spouse,

dependent and nondependent children, parents of the

employee or the employee’s spouse and individuals

who are under the legal guardianship of the employee.

Employees may draw from the bank any number of times

during the year for multiple health conditions or the same

health condition as long as they do not draw more than

57 days in any one fiscal year. A separate written request

and physician’s statement must be submitted each time

days are requested regardless of whether the employee

has previously drawn from the bank during that year.

Any employee using days from the bank will be required

to repay those days at a minimum rate of five days per

year until all days have been repaid. Employees will not

be allowed to borrow days in subsequent fiscal years

until previously borrowed days have been repaid. If an

employee retires, leaves the district or is terminated, the

employee will repay any days owed at the daily rate that

was in effect for that employee at the time the days were

borrowed.“

SOUTH CALLAWAY CO. R-II.........The personal days are used out of the sick leave days if

needed.

SOUTH HOLT CO. R-I .......................An additional personal day can be used but it comes from

sick leave days.

SOUTHWEST R-V ..............................District does not differentiate between sick leave and

personal leave.

SPECL. SCH. DST. ST. LOUIS CO. SSD no longer has sick and personal. It is all PTO and can be

accumulated.

SPOKANE R-VII ..................................We have personal days only, no sick days

WEET SPRINGS R-VII .......................Employees may use their days for sick or personal.

VALLEY PARK......................................Unused personal days roll to sick days in the following year.

Sick days accumulate to a maximum of 200 days. Days in

excess of 200 are paid out. Unused leave days are only paid

out if they exceed the maximum or if an employee retires

with 8 years of service with the district.

WARRENSBURG R-VI ......................12 annual leave days for the teacher to use how they see fit.

WELLSVILLE MIDDLETOWN R-I Unused personal days convert to sick days the following

year. Staff is allowed to accrue 100 sick days. Any sick days

beyond 100 at the end of any given year are paid out at

$25.00/day.

WEST NODAWAY CO. R-I ..............Unused personal days rollover to sick days each year;

employee can accumulate up to 75 sick days and then

get paid a set amount based on years of experience for

that number above 75. Staff can earn an extra personal

day each year starting their 6th year of employment and

two extra personal days starting with their 11th year of

employment. Those can be saved and rolled over to sick

leave to count toward the amount paid for leave days over

75.

WEST PLAINS R-VII ..........................Teachers receive 10 PTO leave days and any unused leave

days at the end of the fiscal year rolls to sick leave.

WEST PLATTE CO. R-II ....................Personal leave does not carry over. Sick leave accumulates

to 80. Days over 80 are paid at 1/2 the sub rate.

WEST ST. FRANCOIS CO. R-IV.....Any unused personal leaves convert to sick leave for the

following year.

WINFIELD R-IV ...................................Not allowed to take on a Professional Development day

unless medical or legal excuse is provided. i.e. medical

emergency, jury duty, subpoena, etc.

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To Do: Notes:

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R E S E A R C H

©2020 MISSOURI STATE TEACHERS ASSOCIATION


573-442-3127 > 800-392-0532

www.msta.org

R E S E A R C H

MISSOURI STATE TEACHERS ASSOCIATION


573-442-3127 > 800-392-0532

www.msta.org

missouri state teachers association missouri ...table 2 on page 7 shows increases in both minimums...

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