About this role
SART Member (2026-2027)
Number of Openings: 3 (open to certificated and classified staff)
**Hiring for SART Committee Member
Roles will be determined based on applicants and school needs. Stipends will be split into monthly payments based on the number of months the work is performed (most likely, 11 months). For non-exempt hourly employees, compensation will be the additional per hour amount up to and equivalent to the stipend amount for the committee role.
Job Description:
A SART member…
• Will meet at least once per week
• Review attendance data
• Discuss total absences, tardies, patterns (e.g., chronic absenteeism, frequent excused/unexcused absences)
• Review of documentation: letters sent home, attendance contracts, prior interventions
• Work to understand reasons for absenteeism (academic struggles, health issues, family problems, transportation barriers, school climate, etc.)
• Gather input from teachers, counselors, and the family
• If appropriate, include a discussion of any behavior or social-emotional concerns
• Develop Attendance Improvement Plan
• Set clear, measurable attendance goals (e.g., student attends 90% of the time)
• Determine specific interventions (e.g., mentoring, academic support, transportation assistance, family outreach)
• Identify additional supports (e.g., referral to social services, family counseling, community programs)
• Monitoring & Follow-up Plan
• Assign specific responsibilities to the team members (who will monitor, follow-up, and provide support)
• Set up a system for regular progress checks (e.g., weekly or biweekly attendance tracking)
• Schedule the next SART meetings
Stipend:
Up to $1500 per semester on top of teaching salary (salary exempt employees)
The additional per hour amount up to and equivalent to the stipend amount (hourly non-exempt employees)
Facilitator: Mayra Lugo (SART lead)
STIPEND PAY
The teacher leader roles pay the total stipend amount listed above in the “Stipend” column. The stipend amount is subject to all taxes and regular withholdings as required by law. The stipend amount will be divided in equal parts and paid to the teacher once-a-month month for the duration of the role. For example, a person in an 11-month teacher leader position will receive 1/11 of the stipend amount on each paycheck, assuming the teacher leader remains in the role for the duration of the 11-month school year.
If a teacher leader goes on leave or leaves work for any other reason, they will earn a pro-rata share of the stipend amount for the time worked. Also, if a teacher leader goes on leave or leaves work for any other reason, this position may be filled by another teacher either in the interim or for the duration of the role, depending on the current needs of the position, the school, and the timing of the leave.
If a teacher leader accepts and moves into a different position with Ingenium in which the regular job responsibilities encompass the teacher leadership role responsibilities (e.g., administration, TOSA, etc.), then the teacher leader will receive the salary corresponding to the new role and will no longer receive the stipend amount, but will be paid a pro-rata share for the days already worked in the teacher leadership role.
PARTICIPATION REQUIREMENTS
Participation in the teacher leader roles requires active and full participation. Specifically, teacher leaders must attend all specified meetings, assigned professional development sessions, and designated work sessions. Teacher leaders must also abide by general professional guidelines, such as attending meetings on time and completing work by required deadlines. Employees who do not meet participation expectations may be removed from their roles. Up to $1,500.00 (exempt) or Hourly equivalent