Transcript Employee Salary Presentation - Stephenville Independent School

Stephenville ISD
Pay Study Design
August 20, 2012
Ann R. Patton CCP
Sr. Compensation Consultant
Pay System
Objectives and Strategies
• Pay for job value
• Pay for the job responsibility level
• Pay compared to other employers
• Recruit and hire skilled employees
• Starting pay is competitive and pay determination
practices defined
• Retain good employees
• Provide regular pay increases that match
competitors
• Manage costs
• Stay within resources limits, pay range maximums,
and total payroll cost amount
How the Pay Plan was Developed
Job
Analysis
Job
Evaluation
Pay
Structure
Policies and
Procedures
Job
Pricing
Step 1: Job Analysis
• Data was collected on job duties and
responsibilities
– Job Descriptions
– Organizational Charts
– Supervisor Interviews
• 15 completed
Step 2: Job Evaluation
Jobs were analyzed and grouped in to
pay grades using the factors listed below.
Knowledge
 Education
 Experience
 Expertise
Effort
 Decision Making
 Complexity
 Communications
Responsibility
 Financial
 Organizational
 Employee Responsibility
 Number of Employees Supervised
Working Conditions
 Clean or Dirty
 Safe or Hazardous
Step 3: Job Market Pricing
Market data for benchmark jobs was
collected.
School District Sources
• Abilene ISD
• Aledo ISD
• Azle ISD
• Brownwood ISD
• Burkburnett ISD
• Castleberry ISD
• Cleburne ISD
• Gatesville ISD
• Glen Rose ISD
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•
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Granbury ISD
Hico ISD
Joshua ISD
Kennedale ISD
Lake Worth ISD
Lampasas ISD
Mineral Wells ISD
Springtown ISD
• Weatherford ISD
Other Sources
• Tarleton State University
• Texas Workforce Commission
How Market is Used
Market data is used two ways:
• Compare district pay to market
• Create competitive pay ranges
Market
Target
Market
Target
Market
Target
Maximum Rate
Market
Target
Pay Grade 4
Midpoint Rate
Pay Grade 3
Pay Grade 2
Minimum Rate
Pay Grade 1
Step 4 – Pay Procedures
• Pay procedures were developed for
ongoing plan administration.
– Pay plan definition and maintenance
– Pay actions
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New hire pay determination
Promotions
Demotions
Break in service
New Pay Structures
Job Families
New Job Families
• Teachers, Registered Nurses, Librarians
• Administrators and Professionals
• Clerical and Paraprofessional
• Auxiliary
Job Families
• Common characteristics
– Nature of work
– Exempt/Non-Exempt
– Job market
• Clarifies and respects different
career paths
Teachers, RN’s, Librarians
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Starting Salary up to $38,000.
Teacher salary schedule no longer connected to
state minimum schedule.
It’s much higher!
Teachers received a general pay increase of at
least $1,400.
This takes the place of a “step” increase
Additional increases were given to those whose
pay, after the general increase is below the
teacher hiring schedule.
Stipends for master’s and doctorate degrees
remain the same
Administrators and Professionals
• Campus and Central Office
Professionals
– Counselors, diagnosticians, speech
pathologist
– Assistant Principals
– Principals
– Department Directors
– 9 Pay Grades
Clerical and Paraprofessionals
• Instructional assistance and support
– Classroom Aides
– Special education Aides
• Clerical
– Campus and central office secretaries
– Office clerks
– Accounting clerks
• 9 Pay Grades
Auxiliary
• Skilled and unskilled crafts and trades
– HVAC, Electricians, Mechanics
– Grounds and Custodial
– Construction/Maintenance Workers
– Food Service Workers
– Bus Drivers
• 6 pay grades
Frequently Asked Questions
Frequently Asked Questions
What is a pay range structure?
– It is a hierarchy of job levels with
minimum and maximum rates.
– There are different structures for
different employee groups.
– Pay range structures help the district
hire and keep employees by paying
more competitively and keeping pay
levels fair.
Frequently Asked Questions
• How was my pay grade determined?
– Jobs are grouped into pay levels or
pay grades based on the types of
duties assigned, skill requirements,
responsibility, and market value.
– Pay grade assignments are based
solely on the job - not the credentials
or performance of the person in the
job.
Frequently Asked Questions
• Will my pay grade ever change?
– Pay grades are changed only if there is
a significant and sustained change in
duties and responsibilities.
– The district will review job
classifications periodically to ensure
that pay grade assignments are kept
up-to-date with changing job
descriptions.
Frequently Asked Questions
Did the board grant a pay increase this year?
– Yes. The board granted a 2% of
midpoint pay increase to all those
whose pay is within their respective
pay range.
– The board granted a 1% of midpoint
pay increase to those whose pay is
above the maximum of the range.
– The board approved equity
adjustments to those whose pay is
below the pay range minimum.
Frequently Asked Questions
• How does my experience count?
– Experience counts in a pay range
system but to a lesser extent.
– You will receive pay increases, or not,
based on the amount approved, or not,
by the Board each year.
Frequently Asked Questions
• Did anyone lose money as a result of the
study?
– No. No one’s base pay was reduced
as a result of this study
Changes benefit deductions or taxes
may have an impact on your take
home pay.
Movement Through the Range
$7,763
Example
$7,057
Range Adjustment - 2% per year
Pay Increases - 4% per year
$6,415
$5,881
$5,832
$5,400
$6,469
$5,175
$5,346
Maximum Rate
$4,704
$4,860
20 Years
15 Years
$4,277
Midpoint Rate
$4,500
$3,888
5 Years
Minimum Rate
$3,600
10 Years
Employee’s Pay
Frequently Asked Questions
• How do I get a pay increase?
– Every year, during the budget
process, the school board will
determine the amount that can be
spent for employee pay increases.
– That percent factor is applied to the
midpoint rate of each pay range to
calculate the pay raise at each grade
level.
– This means that everyone in the
same pay grade will receive the
same dollar amount of increase.
Frequently Asked Questions
Pay Increase Calculation Example:
If you were an hourly employee in pay grade 3
earning $13.00/hour and your pay range had a
midpoint of $13.36/hour, that rate would be the basis
for your pay raise.
If the board approved a pay raise budget of 2 percent,
your pay raise would look like this:
Your current hourly rate=
$13.00
Your pay raise ($13.36 x 2 percent) =
+
Your new hourly rate
$13.27
.27
Frequently Asked Questions
• Can I predict what I will make in the
future?
– These structures are only valid for
the 2012-13 year. The district will
review and revise them annually.
Frequently Asked Questions
• What if my pay was below the
minimum of the pay range?
– Each employee will be given the general pay
increase. If that amount is not enough to take
their pay to the minimum of the range, they will
be given an increase up to the minimum of the
range.
• What if my pay was above the
maximum of the pay range?
– The board granted a pay increase of 1% of
midpoint to those whose pay is above the
maximum of the range.
Frequently Asked Questions
• How will hiring salaries be
communicated to applicants and new
employees?
– The Human Resources department is
responsible for communicating pay to
applicants and new employees.
Frequently Asked Questions
• When will I get my pay increase?
– Pay increases will be reflected in the
September 2012 pay check. You should have
already received a salary letter in the mail. If
you didn’t, please contact the Human
Resources Department.
• When will I see the new pay structures
– The new teacher hiring schedule and pay
ranges will be on the district’s website in the
next few weeks.
FAQ’s
• Who do I call if I have questions?
– Human Resources Department