E 3344Remote Site Living Expenses

1. Travel Stipend
   

   • K-Selo staff (certified and classified) who do not live in the village will receive payment at a rate of $200.00 per month

   • Part-time K-Selo staff will receive prorated rates, rates based on their time in the School Community such as a teacher who visits twice a week who therefore receives $100.00 a month.

   • Voznesenka staff (certified and classified) who do not live in the village will receive payment at a rate of $200 per month for the FY27 school year beginning December 2026.

   • Part-time Voznesenka staff will receive prorated rates based on their FTE. EG: A .50 FTE teacher who commutes will receive $100 per month.

2. Five round trip flights

Stipulations for all certified employees (new and current) who reside in an Across the Water Community (Nanwalek, Port Graham, Susan B. English, or Tyonek)

• Payments are only for certified staff

• Payment will be made to an employee in segments: three flights will be paid in September and two flights will be paid in January. Payment will be based on the round trip cost to and from the village

• If the employee is a resident from one of the above identified communities, they are still eligible for the flight payments as listed above

• The employee can keep any travel vouchers they accrue and use them at their own discretion

• Certified employees may work one workday each year in Homer (or for Tyonek, in Anchorage) if unable to return to the village because of weather

3. Moving Expenses
   

   • All certified employees (new and current) who are moving to an Across the Water Community (Nanwalek, Port Graham, Susan B. English, or Tyonek) upon initial hire at that location, are eligible to the following

   • Eligible for up to $2,500 moving expenses per certified employee

   • All certified employees (new and current) are eligible for reimbursement of up to $200.00 for grocery purchases, expediting, or shipping, in July or August of each school year.(Receipts for the actual cost must be provided)

4. Housing
   

   • Applies to Nanwalek, Port Graham, and Tyonek; housing does NOT apply to Susan B. English

   • Housing is available only when a certified employee is not already a resident or homeowner in Nanwalek, Port Graham, or Tyonek and needs the District to intervene to provide housing:

   • The District will charge the employee $200/month rent

   • The District will subsidize the rest of the cost of the total rent

   • A Pet deposit (if a pet is permitted at the location) is not refundable

   • Smoking is not permitted at or within any District provided housing

   • In the event of a housing shortage, sharing of housing may be required. In this event, neither certified employee shall be charged rent because of the requirement to live together

   • Housing during summer months may be available through a personal arrangement. This applies to Susan B. English; it does NOT apply to Nanwalek, Port Graham, and Tyonek

   • The monthly stipend provided for August through May is $500 per month, and is available only when a certified employee is not a resident or homeowner prior to obtaining employment in Seldovia

5. Longevity Incentive Program (LIP). LIP is funded through Title IIA 260 funds and is held at District Office and is distributed upon completion of the current year’s contract)
   

   • LIP only involves : Nanwalek, Port Graham, Tyonek, and Susan B. English

   • Teachers who meet or exceed the district’s performance standards and who are not on a Directed Assistance Plan or Needs Improvement Plan at any point in the year, will receive the following amounts payable in May for successful completion of the school year:

• o Year 2: $500 (Program payments began in May 2018 at this level for teachers completing year 2 or more at the participating sites) 

  o Year 3: 750 

  o Year 4: 1000 

  o Year 5: 1500

  o Year 6: $2000 ($2000 cap, and continued in each subsequent year the teacher remains at a participating site and in good evaluative standing

• Placement on a Directed Assistance or Needs Improvement Plan will result in the incentives starting over at Year 2 once the teacher completes a full school year of service with no Plan in place