Transcript Power Point Presentation (PPt#3)

by
Bobby Stephens
Willard Crouthamel
(770-432-2404 x-233)
• Understanding the reports
• Drawing conclusions & implications
• Use of the data to make changes
How can we make good use of the annual salary data we receive?
By clicking on the “I” icon box
whenever it appears at the
bottom of a slide, there will be
additional dialog related to the
content of the slide…either
information clarification or an
example related to that slide.
Three main salary surveys
Non Teaching Personnel Salary Reports
3
1
Large System Version
2
Medium System Version
Small System Version
• Salaries being paid at: T-Levels, Years of
Experience Levels.
• Furlough and Reduction Day Information
• Maximum and Minimum supplements
reported for each of 73 activities
Past participation has occurred
solely by word-of-mouth, school
systems have never been solicited by
advertisement.
Opportunity to compare with other GA systems
in numerous ways: System Size, Locale, Ability to
Pay, Similar Values or Approaches.
Choosing Cost Saving Strategies that are Fair
Salary Survey Rationale
Comparisons with other school systems to
see if we are in line with their salaries.
Opportunity to compare:
• Urban, Metro, Rural
• System size…large, medium, small,
• Vicinity or RESA area.
• North, Middle, or South Georgia
 Just to have salaries on hand to reference is a good reason by itself.
 Keeping abreast of what other school systems are doing.
 Defending whether salaries are high or low (an even-handed view).
 Justifying assigned values of particular jobs.
 Identifying the need for further review of salaries.
 Underpinning your district’s setting of salaries.
Salary Comparison Possibilities
Plenty of Data
Similar Systems
1. System Size:
•
•
•
Large Systems…(a) those over 45,000 and (b) between 20,000-45,000
Medium Size Systems…between (a) 10,000-20,000 and (b) 6,000-10,000
Small Systems…between (a) 3,300-6,000 and (b) under 3,300 students
2. Urban, Metro, Rural Districts
3. Geographic Area or Locale:
•
•
Neighboring systems or within RESA area
Region of the State (North, Middle, South GA)
4. Ability to pay:
•
•
Comparison with systems having similar financial limitations
Contrast with systems whose local supplements match ours
5. Values and Strategies:
•
Compare with school systems using approaches similar to our district
The next slide illustrates financial strategies to illustrate this point.
Compare with systems in regard to:
 Local supplements added to the State Salary Schedule
 Front-end or rear (maximum) loading of salary schedules
 Longitudinal steps (years of experience salary plateaus…L’s)
 Step increment amounts (percentage based, flat amounts, other)
 Number of furlough days (or Reduction Schedule configuration)
 Relationship between T4, T5, T6, and T7 salaries (e.g., percentage)
 Same job title reflecting differing duties across system-size groups.
The above points require additional dialog to expand understanding.
The four RESAs listed on this slide
contain numerous school systems
from North, Middle, and South
Georgia…in addition to those
mentioned as Other GA systems.
There are 18 Large districts, 19
Medium-sized districts, and 16 Small
systems. Additional categories are by
enrollment: (a) over 20,000 FTE, (b)
20,000-45,000 FTE, (c) 10,000-20,000, (d)
6,000-10,000 , (e) 3,300-6,000, and (f)
under 3,300 students.
The next series of slides describe the
Teacher Salary Survey process and
report (with samples of the various
types of salary figure comparisons).
Teacher salaries paid comparisons

T4, T5, T6, T7 Levels (certificate levels)

Years of Experience Steps (E to 30)

Comparisons by: RESA area, system size (Large,
Medium, Small), like-systems, and to numerous group
averages and state/regional averages

Salaries ranked by school system (highest paying at
various Certificate and Experience levels)
FY 2013 TEACHER SALARY COMPARISONS: LEVEL T-4
Actua l a mounts to be pa id to te a che rs (the re porte d sche dule minus a ny re porte d furlough da ys-unle ss the y ha ve a lre a dy be e n subtra cte d)
MEDIUM SCHOOL SYSTEMS (6,000-10,000 STUDENTS)
Salaries listed in schedules represent the highest
amounts that systems pay regular teachers on
the T-4 through T-7 levels for 0 to 30 years of
$ 3 3 , 5 18
$34,844
$ 3 4 , 7 2 6 teaching
$ 3 9 , 14 4 experience.
$34,496
$ 3 4 , 16 0 table aligns the state
This
$34,543
$35,847
$34,771
$39,927
$35,483
salary$40,411schedule
and $35,190
its unique step format
$35,598
$36,880
$34,817
$36,500
$36,190
of$37,547
Educational
Levels, Years of
$36,683
$37,944
$35,817 comprised
$40,903
$37,230
Four
certificate
levels:
T-4,
T-5,
T-6
and
T-7Plateaus,
$38,154
$39,405
$36,852
$41,412
$38,985
$38,655
Creditable Experience, and Longevity
$39,264
$40,545
$ 3 7 , 9 10
$42,445
$40,207
$39,768
with $43,589
the schedules
of$41,483
the participating local
$40,978
$42,306
$39,335
$41,940
$42,173
$44,912
$43,148
$42,681
school
systems…with
their local supplements
Years
of$43,533
prior$40,461
teaching
experience
$42,173
$43,533
$42,174
$46,275
$43,248
$42,691
added$47,721
in.
$43,403
$44,856
$43,393
$44,491
$43,914
(stude nt e nrollme nts a nd numbe r of da ys te a che rs a re e xpe cte d to work)
A c t ua l
Y e a rs o f
P rio r
T e a c hing
E
0,1,2
$33,277
1
3
$34,276
2
4
$35,304
3
5
$36,363
4
6
$37,818
5
7
$38,952
6
8
$40,706
7
9
$41,927
8
10
$41,927
9
11
$43,185
10
12
$ 4 3 , 18 5
11
13
$44,480
12
14
$44,480
13
15
$45,814
14
16
$45,814
15
17
$ 4 7 , 18 9
16
18
$47,189
17
19
$48,604
18
20
$48,604
19
21
$50,063
20
22
$50,063
21
23
$50,063
22
24
$50,063
23
25
$50,063
24
26
$50,063
25
27
$50,063
26
28
$50,063
27
29
$50,063
28
30
$50,063
29
31
30
•
•
$43,403
$44,856
$43,393
$49,208
$44,491
$ 4 3 , 9 14
Many school districts $45,174
have salary schedules
$50,888
$45,872
$45,174
based$51,620 teaching
on $47,190
year-for-year
“prior”
teaching
$45,974
$47,577
$45,910 prior
$46,501 the
Actual
years
of
is
alignment
$45,974
$47,577
$45,910 experience
$52,365
$47,190
$46,501matched with the first
and
these are
method;
that
is, $ 4yearly
from
Entry
Level to
$ 4 7 , 3 19
$48,998
7,232
$ 5increments
3 , 12 0
$48,550
$47,838
column.
Other$48,550
districts$47,838
derive
their schedule
by
$47,319
$48,998
$47,232
$53,889
Years
of
Experience
30.
$48,704
$50,460
$48,600 the combination
$54,665
$49,949of State
$49,215 Salary Schedule and
$48,704
$50,500
$48,600 Local$55,456
$49,949
$49,264
Supplement scale and are aligned with the
$50,130
$51,965
$50,002
$55,974
$51,391
$50,682
STATE
SALARY
STEP $column.
$ 5 0 , 13 0
$ 5 1, 9 6 5
$50,002
$56,791
$ 5 1, 3 9 1
50,682
$44,670
$46,197
$44,622
$44,670
$46,197
$44,622
$50,163
$45,872
For matching purposes, there are three columns on
the left side of the salary tables: (1) Actual Years of
Prior Teaching, (2) Years of Creditable Experience
(State), and (3) State Salary Step.
.
$50,130
$51,965
$51,370
$57,608
$51,391
$50,682
$50,130
$51,965
$51,370
$58,354
$51,391
$50,682
$50,130
$51,965
$51,370
$59,683
$51,391
$50,731
$50,130
$51,965
$51,370
$60,265
$51,391
$50,731
$ 5 0 , 13 0
$ 5 1, 9 6 5
$ 5 1, 3 7 0
$60,265
$ 5 1, 3 9 1
$50,731
$50,130
$51,965
$51,370
$60,869
$51,391
$50,731
$50,130
$51,965
$51,370
$61,471
$51,391
$50,731
$50,130
$51,965
$51,370
$61,471
$51,391
$50,731
$50,063
$50,130
$51,965
$51,370
$62,088
$51,391
$50,731
32
$50,063
$ 5 0 , 13 0
$ 5 1, 9 6 5
$ 5 1, 3 7 0
$62,706
$ 5 1, 3 9 1
$50,731
Ma ximum S a la ry
$50,063
$ 5 0 , 13 0
$ 5 1, 9 6 5
$ 5 1, 3 7 0
$62,706
$ 5 1, 3 9 1
$50,731
FY 2013 TEACHER SALARY COMPARISONS: LEVEL T-4
Actua l a mounts to be pa id to te a che rs (the re porte d sche dule minus a ny re porte d furlough da ys-unle ss the y ha ve a lre a dy be e n subtra cte d)
MEDIUM SCHOOL SYSTEMS (6,000-10,000 STUDENTS)
(stude nt e nrollme nts a nd numbe r of da ys te a che rs a re e xpe cte d to work)
A c t ua l
Y e a rs o f
P rio r
T e a c hing
Salaries listed in schedules represent the highest
$ 3 3 , 5 18
$34,844
$34,726
$ 3 9 , 14 4
$34,496
$ 3 4 , 16 0
amounts
that$35,847
systems$34,771
pay regular
on $35,190
$34,543
$39,927 teachers
$35,483
$35,598 through
$36,880T-7 levels
$34,817
$36,500
the T-4
for 0$40,411
to 30 years
of $36,190
$36,683
$37,944
$35,817
$40,903
$37,547
teaching
experience.
This
table$41,412
aligns the
state $37,230
$38,154
$39,405
$36,852
$38,985
$38,655
salary
unique
$ 3 9 , 2 6 4schedule
$ 4 0 , 5 4 5 and$ 3 7its
, 9 10
$ 4 2 , 4 4 5 step$ 4 0 format
,207
$39,768
Listed
atof$42,306
the
bottom
is
maximum
$40,978
$39,335
$43,589the
$41,940
comprised
Educational
Levels,
Years
of $41,483 that a district
$42,173
$40,461
$44,912
$43,148
pays
at Experience,
a $43,533
specific
T level…which
is $42,681
almost always the
Creditable
and
Longevity
Plateaus,
$42,173
$43,533
$42,174
$46,275
$43,248
$42,691
$43,403
$44,856
$43,393
$47,721
$44,491
$43,914
with
the as
schedules
of
the
local
same
Step 30.
Forparticipating
matching
purposes,
there are
$43,403
$44,856
$43,393
$49,208
$44,491
$ 4 3 , 9 14
school
systems…with
their
local
supplements
$44,670 columns
$46,197
$44,622
$50,163 side
$45,872
three
on
the left
of the$45,174
salary tables: (1)
added
in.
$44,670
$46,197
$44,622
$50,888
$45,872
$45,174
E
0,1,2
$33,277
1
3
$34,276
2
4
$35,304
3
5
$36,363
4
6
$37,818
5
7
$38,952
6
8
$40,706
7
9
$41,927
8
10
$41,927
9
11
$43,185
10
12
$ 4 3 , 18 5
11
13
$44,480
12
14
$44,480
13
15
$45,814
14
16
$45,814
15
17
$ 4 7 , 18 9
16
18
$47,189
17
19
$48,604
18
20
$48,604
19
21
$50,063
20
22
$50,063
21
23
$50,063
22
24
$50,063
23
25
$50,063
24
26
$50,063
$50,130
$51,965
$51,370
$60,265
$51,391
$50,731
25
27
$50,063
$ 5 0 , 13 0
$ 5 1, 9 6 5
$ 5 1, 3 7 0
$60,265
$ 5 1, 3 9 1
$50,731
26
28
$50,063
$50,130
$51,965
$51,370
$60,869
$51,391
$50,731
27
29
$50,063
$50,130
$51,965
$51,370
$61,471
$51,391
$50,731
28
30
$50,063
$50,130
$51,965
$51,370
$61,471
$51,391
$50,731
29
31
$50,063
$50,130
$51,965
$51,370
$62,088
$51,391
$50,731
30
32
$50,063
$ 5 0 , 13 0
$ 5 1, 9 6 5
$ 5 1, 3 7 0
$62,706
$ 5 1, 3 9 1
$50,731
Ma ximum S a la ry
$50,063
$ 5 0 , 13 0
$ 5 1, 9 6 5
$ 5 1, 3 7 0
$62,706
$ 5 1, 3 9 1
$50,731
Actual Years of Prior Teaching, (2) Years of Creditable
Many school districts
schedules
Experience
(State),have
andsalary
(3) State
Salary Step.
$45,974
$47,577
$45,910
$51,620
$47,190
$45,974
$47,577
$45,910
$52,365
$47,190
$46,501
$ 4 7 , 3 19
$48,998
$47,232
$ 5 3 , 12 0
$48,550
$47,838
$47,319
$47,232
$53,889
$48,550
based
on $48,998
year-for-year
“prior”
teaching
$48,704
$50,460
$48,600
$54,665
experience
and
these $48,600
are matched
with $49,949
the first
$48,704
$50,500
$55,456
$49,949
column.
Other
districts$50,002
derive their
by
$50,130
$51,965
$55,974 schedule
$51,391
$ 5 0 , 13 0
$ 5 1, 9 6 5
$50,002
$56,791
$ 5 1, 3 9 1
the combination of State Salary Schedule and
$50,130
$51,965
$51,370
$57,608
$51,391
Local$50,130
Supplement
scale
and are$58,354
aligned with
the
$51,965
$51,370
$51,391
$50,130SALARY
$51,965STEP$51,370
$51,391
STATE
column. $59,683
$46,501
$47,838
$49,215
$49,264
$50,682
$50,682
$50,682
$50,682
$50,731
FY 2013 TEACHER SALARY COMPARISONS: LEVEL T-4
Actua l a mounts to be pa id to te a che rs (the re porte d sche dule minus a ny re porte d furlough da ys-unle ss the y ha ve a lre a dy be e n subtra cte d)
MEDIUM SCHOOL SYSTEMS (6,000-10,000 STUDENTS)
(stude nt e nrollme nts a nd numbe r of da ys te a che rs a re e xpe cte d to work)
A c t ua l
Y e a rs o f
P rio r
T e a c hing
E
0,1,2
$33,277
$ 3 3 , 5 18
$34,844
$34,726
$ 3 9 , 14 4
$34,496
$ 3 4 , 16 0
1
3
$34,276
$34,543
$35,847
$34,771
$39,927
$35,483
$35,190
2
4
$35,304
$35,598
$36,880
$34,817
$40,411
$36,500
$36,190
3
5
$36,363
$36,683
$37,944
$35,817
$40,903
$37,547
$37,230
4
6
5
7
6
8
7
9
8
10
9
11
10
12
11
13
12
14
13
15
14
16
15
17
16
18
17
19
18
20
19
21
$50,063
$50,130
$51,965
$50,002
$55,974
$51,391
$50,682
20
22
$50,063
$ 5 0 , 13 0
$ 5 1, 9 6 5
$50,002
$56,791
$ 5 1, 3 9 1
$50,682
21
23
$50,063
$50,130
$51,965
$51,370
$57,608
$51,391
$50,682
22
24
$50,063
$50,130
$51,965
$51,370
$58,354
$51,391
$50,682
23
25
$50,063
$50,130
$51,965
$51,370
$59,683
$51,391
$50,731
24
26
For example, Coffee County
pays a second year teacher
$34,543 compared to Ware’s
$35,190
salary and
compared to
[Another
system,
Medium-Systems
average,
the Medium System average of
or All Participating
Systems
$35,720. The average
for all 53 average]
systems is $36,310. Coffee’s
teachers work 180 days ($ 192
per day compared with the
State Minimum per day which
is $181).
$50,063
$50,130
$51,965
$51,370
$60,265
$51,391
$50,731
25
27
$50,063
$ 5 0 , 13 0
$ 5 1, 9 6 5
$ 5 1, 3 7 0
$60,265
$ 5 1, 3 9 1
$50,731
26
28
$50,063
$50,130
$51,965
$51,370
$60,869
$51,391
$50,731
27
29
$50,063
$50,130
$51,965
$51,370
$61,471
$51,391
$50,731
28
30
$50,063
$50,130
$51,965
$51,370
$61,471
$51,391
$50,731
29
31
$50,063
$50,130
$51,965
$51,370
$62,088
$51,391
$50,731
30
32
$50,063
$ 5 0 , 13 0
$ 5 1, 9 6 5
$ 5 1, 3 7 0
$62,706
$ 5 1, 3 9 1
$50,731
Ma ximum S a la ry
$50,063
$ 5 0 , 13 0
$ 5 1, 9 6 5
$ 5 1, 3 7 0
$62,706
$ 5 1, 3 9 1
$50,731
$37,818
$38,952
$38,154
$39,264
$39,405
$40,545
$36,852
$ 3 7 , 9 10
$41,412
$42,445
$38,985
$40,207
$38,655
$39,768
Compare your system with:
$40,706
$40,978
$42,306
$39,335
$43,589
$41,940
$41,483
$41,927
$42,173
$43,533
$40,461
$44,912
$43,148
$42,681
$41,927
$42,173
$43,533
$42,174
$46,275
$43,248
$42,691
$43,185
$43,403
$44,856
$43,393
$47,721
$44,491
$43,914
$ 4 3 , 18 5
$43,403
$44,856
$43,393
$49,208
$44,491
$ 4 3 , 9 14
$44,480
$44,670
$46,197
$44,622
$50,163
$45,872
$45,174
$44,480
$44,670
$46,197
$44,622
$50,888
$45,872
$45,174
$45,814
$45,974
$47,577
$45,910
$51,620
$47,190
$46,501
$45,814
$45,974
$47,577
$45,910
$52,365
$47,190
$46,501
$ 4 7 , 18 9
$ 4 7 , 3 19
$48,998
$47,232
$ 5 3 , 12 0
$48,550
$47,838
$47,838
$47,189
$47,319
$48,998
$47,232
$53,889
$48,550
$48,604
$48,704
$50,460
$48,600
$54,665
$49,949
$49,215
$48,604
$48,704
$50,500
$48,600
$55,456
$49,949
$49,264
FY 2013 TEACHER SALARY COMPARISONS: LEVEL T-4
Actua l a mounts to be pa id to te a che rs (the re porte d sche dule minus a ny re porte d furlough da ys-unle ss the y ha ve a lre a dy be e n subtra cte d)
A c t ua l
Y e a rs o f
P rio r
T e a c hing
E
1
2
3
4
Notice the plateau MEDIUM SCHOOL SYSTEMS (6,000-10,000 STUDENTS)
that Marietta has(stude nt e nrollme nts a nd numbe r of da ys te a che rs a re e xpe cte d to work)
at 24-25 Years of
Experience and
0,1,2
3
the
maximum
4
5
salary
that Ware’s
6
7
teachers
reach at
8
9
23 Years.
$33,277
$ 3 3 , 5 18
$34,844
$34,726
$ 3 9 , 14 4
$34,496
$ 3 4 , 16 0
$34,276
$34,543
$35,847
$34,771
$39,927
$35,483
$35,190
$35,304
$35,598
$36,880
$34,817
$40,411
$36,500
$36,190
$36,363
$36,683
$37,944
$35,817
$40,903
$37,547
$37,230
$37,818
$38,154
$39,405
$36,852
$41,412
$38,985
$38,655
$38,952
$39,264
$40,545
$ 3 7 , 9 10
$42,445
$40,207
$39,768
$40,706
$40,978
$42,306
$39,335
$43,589
$41,940
$41,483
$41,927
$42,173
$43,533
$40,461
$44,912
$43,148
$42,681
10
$41,927
$42,173
$43,533
$42,174
$46,275
$43,248
$42,691
9
11
$43,185
$43,403
$44,856
$43,393
$47,721
$44,491
$43,914
10
12
$ 4 3 , 18 5
$43,403
$44,856
$43,393
$49,208
$44,491
$ 4 3 , 9 14
11
13
$44,480
$44,670
$46,197
$44,622
$50,163
$45,872
$45,174
12
14
$44,480
$44,670
$46,197
$44,622
$50,888
$45,872
$45,174
13
15
$45,814
$45,974
$47,577
$45,910
$51,620
$47,190
$46,501
14
16
$45,814
$45,974
$47,577
$45,910
$52,365
$47,190
$46,501
15
17
$ 4 7 , 18 9
$ 4 7 , 3 19
$48,998
$47,232
$ 5 3 , 12 0
$48,550
$47,838
16
18
$47,189
$47,319
$48,998
$47,232
$53,889
$48,550
$47,838
17
19
$48,604
$48,704
$50,460
$48,600
$54,665
$49,949
$49,215
18
20
$48,604
$48,704
$50,500
$48,600
$55,456
$49,949
$49,264
19
21
$50,063
$50,130
$51,965
$50,002
$55,974
$51,391
$50,682
20
22
$50,063
$ 5 0 , 13 0
$ 5 1, 9 6 5
$50,002
$56,791
$ 5 1, 3 9 1
$50,682
21
23
$50,063
$50,130
$51,965
$51,370
$57,608
$51,391
$50,682
22
24
$50,063
$50,130
$51,965
$51,370
$58,354
$51,391
$50,682
23
25
$50,063
$50,130
$51,965
$51,370
$59,683
$51,391
$50,731
24
26
$50,063
$50,130
$51,965
$51,370
$60,265
$51,391
$50,731
25
27
$50,063
$ 5 0 , 13 0
$ 5 1, 9 6 5
$ 5 1, 3 7 0
$60,265
$ 5 1, 3 9 1
$50,731
26
28
$50,063
$50,130
$51,965
$51,370
$60,869
$51,391
$50,731
27
29
$50,063
$50,130
$51,965
$51,370
$61,471
$51,391
$50,731
28
30
$50,063
$50,130
$51,965
$51,370
$61,471
$51,391
$50,731
29
31
$50,063
$50,130
$51,965
$51,370
$62,088
$51,391
$50,731
30
32
$50,063
$ 5 0 , 13 0
$ 5 1, 9 6 5
$ 5 1, 3 7 0
$62,706
$ 5 1, 3 9 1
$50,731
Ma ximum S a la ry
$50,063
$ 5 0 , 13 0
$ 5 1, 9 6 5
$ 5 1, 3 7 0
$62,706
$ 5 1, 3 9 1
$50,731
5
6
7
8
Compare your steps, plateaus,
top step and maximum salary
FY 2013 TEACHER SALARY COMPARISONS: LEVEL T-6
Actua l a mounts to be pa id to te a che rs (the re porte d sche dule minus a ny re porte d furlough da ys-unle ss the y ha ve a lre a dy be e n subtra cte d)
SMALL SCHOOL SYSTEMS (3,300 - 6,000 STUDENTS)
(stude nt e nrollme nts a nd numbe r of da ys te a che rs a re e xpe cte d to work)
A c t ua l
Y e a rs o f
P rio r
T e a c hing
The bold figures circled in this chart are
five year steps…which present a
convenient way to view salary
comparisons as system’s schedules
advance in years of experience levels.
Capsule of Page
Some systems are entry-level loaded,
are heavy
on the top
of the
•some
Steps
(Years
ofend
Credit)
scale. Some systems have equal
• percentage
T4 T5advances,
T6 T7
many do not.
•Patterns
Plateaus
(LT5,
Levels)
across the T4,
T6, and T7
can also be valuable
to look at.
•levels
Maximum
Salaries
( ba s e d o n 19 0 )
E
0,1,2
$45,935
$49,435
$ 4 5 , 10 5
$44,048
1
3
$47,238
$50,967
$46,460
$45,357
2
4
$48,580
$52,436
$47,853
$46,705
3
5
$49,962
$53,948
$49,288
$48,094
4
6
$51,860
$55,981
$51,226
$50,001
5
7
$53,341
$57,647
$52,798
$ 5 1, 4 8 9
6
8
$55,629
$60,079
$55,121
$53,787
7
9
$57,223
$61,896
$56,775
$55,389
8
10
$57,223
$62,051
$56,888
$55,389
Five
Year
Intervals
$45,071
$43,071
$ 4 1, 3 7 8
$44,239
$44,909
$46,450
$47,873
$44,364
$42,619
$45,508
$46,255
$45,695
$43,897
$46,815
$47,643
$49,339
$47,065
$51,312
$48,937
$45,214
$48,160
$49,072
$47,022
$50,008
$52,884
$50,404
$51,034
$48,433
$ 5 1, 4 5 0
$52,565
$55,247
$56,939
$52,656
$50,612
$53,678
$54,931
$54,232
$52,131
$55,230
$56,939
$56,811
$54,232
$52,131
$55,230
$56,811
9
11
$58,865
$63,693
$58,478
$57,038
10
12
$58,865
$63,853
$58,597
$57,038
11
13
$60,556
$65,544
$60,235
$58,737
12
14
$60,556
$65,708
$60,375
$58,737
13
15
$62,298
$67,450
$62,062
$60,487
14
16
$62,298
$67,620
$62,186
$60,487
15
17
$64,092
$ 6 9 , 4 14
$63,924
$62,289
16
18
$64,092
$69,588
$64,053
$62,289
17
19
$65,940
$71,436
$65,842
$64,146
18
20
$65,940
$73,160
$65,974
$64,146
19
21
$67,843
$75,063
$67,817
$66,053
20
22
$67,843
$75,063
$67,997
$66,053
21
23
$67,843
$75,063
$67,997
$66,053
22
24
$67,843
$75,063
$68,210
$66,053
23
25
$67,843
$75,063
$68,358
$66,053
24
26
$67,843
$75,063
$68,358
$66,053
25
27
$67,843
$75,063
$68,358
$66,053
26
28
$67,843
$75,063
$68,358
$66,053
$68,828
$64,695
$62,248
$65,571
$67,764
27
29
$67,843
$75,063
$68,358
$66,053
$69,036
$64,695
$62,248
$65,571
$67,764
28
30
$67,843
$75,063
$68,358
$66,053
$69,036
$64,695
$62,248
$65,571
$67,764
29
31
$67,843
$75,063
$68,358
$66,053
$69,252
$64,695
$62,248
$65,571
$67,764
30
32
$67,843
$75,063
$68,358
$66,053
$69,252
$64,695
$62,248
$65,571
$67,764
Ma ximum Sa la ry
$67,843
$75,063
$68,358
$66,053
$69,252
$64,695
$62,248
$65,571
$67,764
$58,684
$55,855
$53,695
$56,829
$58,516
$58,684
$55,855
$53,695
$56,829
$ 5 8 , 5 16
$60,483
$57,526
$55,306
$58,476
$60,271
$60,483
$57,526
$55,306
$58,476
$60,271
$62,337
$59,247
$56,965
$60,172
$62,080
$62,337
$59,247
$56,965
$60,172
$62,080
$64,249
$ 6 1, 0 18
$58,674
$ 6 1, 9 19
$63,942
$64,249
$61,018
$58,674
$61,919
$63,942
$66,219
$62,842
$60,435
$63,718
$65,861
$66,219
$62,842
$60,435
$63,718
$65,861
• Matched with State Scale
• State Daily Minimums
• Group Averages
$68,250
$64,695
$62,248
$65,571
$67,764
$68,250
$64,695
$62,248
$65,571
$67,764
$68,435
$64,695
$62,248
$65,571
$67,764
$68,435
$64,695
$62,248
$65,571
$67,764
$68,628
$64,695
$62,248
$65,571
$67,764
$68,628
$64,695
$62,248
$65,571
$67,764
$68,828
$64,695
$62,248
$65,571
$67,764
(Small Systems, All systems)
 Are your salaries appropriate and in
line with other districts?
 Are they competitive at various levels (T and
Step Levels)?
 Do you need to review your supplements,
longevity steps, maximum salaries reached?
FY 2013
TEACHER SALARY COMPARISONS: LEVEL T-4
Actua l a mounts to be pa id to te a che rs (the re porte d sche dule minus a ny re porte d furlough da ys-unle ss the y ha ve a lre a dy be e n subtra cte d)
G RI FFI N
R E S A
S C H O O L
S Y S T E M S
(stude nt e nrollme nts a nd numbe r of da ys te a che rs a re e xpe cte d to work)
A c t ua l
Y e a rs o f
P rio r
T e a c hing
E
0,1,2
1
3
2
4
3
5
4
6
5
7
6
8
7
9
8
10
9
11
10
12
11
13
12
14
13
15
14
16
15
17
16
18
17
19
18
20
19
21
20
22
21
23
22
24
23
25
24
26
25
27
26
28
27
29
28
30
29
31
30
32
Ma ximum S a la ry
Circled on this slide is Griffin RESA,
which includes all of their systems for
comparison. Other sheets contain
groupings for Large, Medium, and
Small school systems, and Rural vs.
Urban vs. Metro systems, and North
vs. Middle GA vs. South GA.
RAN KE D SALARY CO M PARISO N S F O R T -5, YE ARLY ST E P M AX
SCHOOL
SYSTEM
Atlanta
Marietta
Fulton
Gwinnett
Decatur
Cherokee
DeKalb
Buford
Clayton
Henry
Walton
Cobb
Forsyth
Fayette
Rockdale
Liberty
Columbia
Bibb
Houston
SALARY
$71,583
$71,533
$69,456
$68,887
$68,754
$68,352
$67,113
$66,658
$65,943
$65,852
$65,373
$65,271
$65,157
$64,316
$63,756
$63,463
$63,419
$62,186
$62,059
$61,879
$61,805
$61,665
$61,285
$60,766
$60,737
$60,732
$60,382
$60,372
$60,275
$60,025
$59,967
$59,865
$59,470
$59,251
$59,130
+/- AVG.
+/ALL SYSTEMS PERCENT

DAYS DAILY
WORK AVG.
187
190
190
188
190
182
184
190
185
190
190
187
187
185
187
190
190
190
190
190
185
187
185
184
184
185
184
187
190
190
190
186
188
186
190
$382.80
$376.49
$365.56
$366.42
$361.86
$375.56
$364.74
$350.83
$356.45
$346.59
$344.07
$349.04
$348.43
$347.65
$340.94
$334.02
$333.78
$327.29
$326.63
$325.68
$334.08
$329.76
$331.27
$330.25
$330.09
$328.28
$328.16
$322.85
$317.24
$315.92
$315.62
$321.85
$316.33
$318.55
$311.21
+/- STATE
D A ILY A VG .
+/-
PERCENT
SCHOOL
SYSTEM
SALARY
+/- AVG.
+/ALL SYSTEMS PERCENT
DAYS DAILY
WORK AVG.
+/- STATE
D A ILY A VG .
+/-
PERCENT
Daltontable
$59,083
182 slide
$324.63 is very
The
presented on this
Tift
$58,912
187 $315.04
Oglethorpe $58,761
$315.92
significant
in that systems186
are
ranked in
Brooks
$58,644
187 $313.61
Haralson of$58,502
187 example,
$312.84
order
top paying (in this
TMuscogee $58,489
185 $316.16
Upson
$58,251
185 $314.87
5 at the
Maximum Step),
and what
Dougherty $58,242
184 $316.53
Ware
$58,120
184 $315.87
percent
is the system salary
paid (in the
Ben Hill
$57,825
190 $304.34
Carroll
$57,802
184 $314.14
circled
part Cobb County)
over or
Whitfield
$57,781
180 $321.01
Coffee
$57,744
185 $312.13
under
the
and
Bulloch
$57,570mean of the 53
185systems
$311.19
Pike
$57,374
185 $310.13
over or
at the State minimum
Richmond
$57,144
181 $315.71 daily
Screven
$56,303
185 $304.34
Tattnall
$55,086
average. 181 $304.34
Meriwether
$54,782
180
$304.34
Sample System: Cobb County
•
•
•
•
Ranked 12th in T-5 Top Salary
$3, 731 (6.1%) above All Sys. Avg.
$349 Daily Avg. (187 days worked)
$44.70 above State Scale Daily Avg.
(or 14.7% above State Scale)
ALL SYSTEMS SALARY AVG.
STATE DAILY MINIMUM
$61,540
$304.34
RAN KE D SALARY CO M PARISO N S F O R T -5, YE ARLY ST E P M AX
SCHOOL
SYSTEM
Atlanta
Marietta
Fulton
Gwinnett
Decatur
Cherokee
DeKalb
Buford
Clayton
Henry
Walton
Cobb
Forsyth
Fayette
Rockdale
Liberty
Columbia
Bibb
Houston
SALARY
$71,583
$71,533
$69,456
$68,887
$68,754
$68,352
$67,113
$66,658
$65,943
$65,852
$65,373
$65,271
$65,157
$64,316
$63,756
$63,463
$63,419
$62,186
$62,059
$61,879
$61,805
$61,665
$61,285
$60,766
$60,737
$60,732
$60,382
$60,372
$60,275
$60,025
$59,967
$59,865
$59,470
$59,251
$59,130
+/- AVG.
+/ALL SYSTEMS PERCENT

DAYS DAILY
WORK AVG.
187
190
190
188
190
182
184
190
185
190
190
187
187
185
187
190
190
190
190
190
185
187
185
184
184
185
184
187
190
190
190
186
188
186
190
$382.80
$376.49
$365.56
$366.42
$361.86
$375.56
$364.74
$350.83
$356.45
$346.59
$344.07
$349.04
$348.43
$347.65
$340.94
$334.02
$333.78
$327.29
$326.63
$325.68
$334.08
$329.76
$331.27
$330.25
$330.09
$328.28
$328.16
$322.85
$317.24
$315.92
$315.62
$321.85
$316.33
$318.55
$311.21
+/- STATE
D A ILY A VG .
+/-
PERCENT
SCHOOL
+/- AVG.
+/-
DAYS
DAILY
+/- STATE
SYSTEM
ALL SYSTEMS PERCENT WORK AVG.
The
+/-SALARY
STATE
Daily Average
Dalton
$59,083
182 $324.63
Tift
$58,912
187 $315.04
column
depicts
that district’s
local
Oglethorpe $58,761
186 $315.92
Brookssupplement.
$58,644
187 column
$313.61
daily
The next
Haralson
$58,502
187 $312.84
Muscogee $58,489
indicates
the percentage 185
that$316.16
the
Upson
$58,251
185 $314.87
Dougherty $58,242
184 $316.53
supplement
is above or below
the
Ware
$58,120
184 $315.87
Ben Hill
190 $304.34
State$57,825
Daily Average. Local
Carroll
$57,802
184 $314.14
Whitfield
$57,781
180 $321.01
supplements
viewing
Coffee
$57,744 are useful in185
$312.13
Bulloch
$57,570
185 $311.19
your $57,374
ability or desire to
Pike
185 pay
$310.13
Richmond $57,144
181 $315.71
Screven
$56,303 teachers.
185 $304.34
D A ILY A VG .
Tattnall
Meriwether
$55,086
$54,782
181
180
+/-
PERCENT
$304.34
$304.34
Sample System: Cobb County
$44.70 above State Scale Daily Avg.
(or 14.7% above State Scale)
ALL SYSTEMS SALARY AVG.
STATE DAILY MINIMUM
$61,540
$304.34
Furlough or Reduction Days
FY 2013 Summary of Actual Days Worked and Furlough Days by School System

Participating
Actual Days
Number of Days
Furlough
Systems
of Paid Work
Schedule Based
Days
Metro RESA Systems
1
Atlanta
187
191
4
2
Buford
190
190
0
3
Clayton
185
185
5
4
Cobb
187
190
3
5
Decatur
190
190
0
6
DeKalb
184
184
6
7
Douglas
187
190
3
8
Forsyth
187
187
3
9
Fulton
190
190
0
10
Gwinnett
188
190
2
11
Marietta
190
190
0
12
Rockdale
187
190
3
Griffin RESA Systems
13
Butts
184
190
6
14
Fayette
185
185
5
15
Henry
190
190
0
16
Lamar
187
190
3
17
Newton
184
184
6
18
Pike
185
190
5
19
Spalding
185
190
5
20
Upson
185
190
5
1st District RESA Systems
21
Appling
190
190
0
22
Bulloch
185
190
5
23
Chatham
190
190
0
24
Effingham
190
190
0
25
Glynn
184
190
6
26
Liberty
190
190
0
27
Screven
185
190
5
28
Tattnall
181
181
9
Other GA Systems
29
Ben Hill
190
0
Furlough
day pay 190
was subtracted
from
30
Bibb
190
190
0
31
Brooks
187
190
3
the
schedules
of systems
not190producing
32
Carroll
184
6
33
Cherokee
182
190
a 34reduction-day
schedule
and
having 85
Coffee
185
190
35
Colquitt days.
186
186
4
furlough
36
Columbia
190
190
0
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
Dalton
Dougherty
Greene
Haralson
Houston
Lowndes
Meriwether
Monroe
Muscogee
Oglethorpe
Paulding
Richmond
Tift
Troup
Walton
Ware
Worth
Whitfield
182
184
190
187
190
186
180
185
185
186
185
181
187
188
190
184
190
180
182
190
190
190
190
190
190
190
190
190
190
190
190
190
190
190
190
180
8
6
0
3
0
4
10
5
5
4
5
9
3
2
0
6
0
10
186.4
189.0
3.6
Information is presented on the
number of furlough or reduced days
the various systems have identified.
Means are circled.
Average =

















Front Loaded (to attract young, energetic, recently-trained teachers)
Back Loaded (to keep veteran teachers)
Each of
the(tothree
survey
studies
Maximum amounts
high
keep salary
experienced
workers)
Number of steps deep
into the
years
(capped
at whatto
year)
has their
own
set
of nuances
Local supplements
high or
low (compared
with
consider:
Teacher
Salaries
areother
the systems)
first
Plateaus reduce salaries
listed on this slide followed by NonMatchup with State’s old format
Teaching
salary
considerations.
for )
Step differences
don’t make
any sense
(based on yrs. As
of tweaking
Extracurricular
activity
supplements,
Past need to increase
steps without
a pay raise
Bump up against
State Minimums
whether
systems pay a flat amount, a
Reduction vs.negotiated
Furlough Days
(Daily Rate
calculations)
amount,
or have
a schedule
Relation of salary steps (% increase, T4,..T7 issues, evenness)
are all important salaries issues.
Hours worked
Certified vs. Non-Certified
Degree and/or Years of Experience Weighed
Job description uniqueness across systems
System Value of: Degree held, Experience, Job Evaluation
Some items of this list may need additional clarification!
The next series of slides describe the
Non-Teaching Personnel Salary Survey
data collection process and report (with
samples of the various types of salary
figure comparisons) and describing the
effort made to obtain accurate salary
information).
Non-Teaching Personnel Positions
Certificated, Classified, plus Stipends)

High potential salary comparisons (top pay, plus other
information…days worked, job titles & anomalies, etc.)

49 positions (small school districts), 82 positions (medium-size
school districts), 124 positions (large school districts).

53 school systems from: Metro RESA, Griffin RESA, Northeast GA
RESA, First District RESA and numerous other GA systems (North,
Middle, and South GA).
TABLE OF CONTENTS
Large-Sized Districts
PAGE
EXPLANATION SECTION
i, ii
Technology Services
Chief Technology Officer
Director of Techology Infrastructure
Instructional Technology Dir./Coord. or Dir. Tech. Training
Director of Techology Operations
Systems Analyst/Network Engineer
Applications Analyst, Support Staff, or Programmer
Lead Computer Operator/Mainframe Oper.
Data Specialist or Data Entry Controller
Computer Tech Support Specialist
Webmaster/Internet Specialist
Help Desk Specialist
Food Services
Dir., School Nutrition Program
Coord./Asst. Dir., School Nutrition
Communications
PI Officer or Communication/Information Director
Communications/PR Specialist
Supervisor, Printing Services
Printer
Technician, Graphic Arts
Number of Jobs
CENTRAL OFFICE
Deputy Superintendent/Chief of Staff
Associate Superintendent
Assistant Superintendent
Area Superintendent
Exec. Dir. Accountability, Research, Assessment
Director or Coordinator for Testing
Student Information/Student Accounting Coordinator
Director, Planning
Director, Athletics
1
2
3
4
5
6
7
8
9
Facilities, Maintenance and Operations
Chief Officer of Maintenance, Facilities, & Operations
Director, Construction
Director, Supervisor, or Coordinator of Maintenance
Skilled Trade Supervisor
Energy Management Coordinator
Carpenter
Electrician
HVAC Mechanic
Painter
Plumber
Light Equipment Operator
Locksmith
Audio Visual Technican
Trades Helper
Grounds Supervisor, Foreman
Grounds Keeper
Director, Safety and Security or Police Chief
Security Guard (unarmed)
School Police Officers (armed)
Supervisor of Custodian Services - District Level
• Large Systems – 124
LARGE DEPARTMENTS
Academics
Chief Academic Officer
Director of Instruction
Instructional Coordinators or ISS Resource Person
Director/Coordinator of Staff or Professional Development
Director of Alternative Education
Director Vocational, Career, or Technical Education
Coordinator of Vocational Education
10
11
12
13
14
15
16
• Medium Systems – 82
Special Education
Dir., Exceptional Student Ed. (top Special Ed. Person)
Coordinator, Special Education
Physical Therapist
Occupational Therapist
Audiologist (Vision/Hearing Technician)
Interpreter for the Deaf
Page
17
18
19
20
21
22
Jobs are presented first by: (a) Systemwide workers (Central Office,
Department Staff, and other system
coverage) and (b) Local school building
positions. Each of the jobs listed on this
slide has an accompanying definition
which has been derived by looking at
work typical to that job…usually from
organizational charts and system job
descriptions, but also relevant to the
school system’s size.
• Small Systems - 48
Human Resources
Chief Personnel (HR) Officer
Asst. HR Dir. or Division Director
Personnel Administrator (Staffing, Elem./Secondary)
Personnel Specialist (Certification, Benefits, Salary Admin.)
23
24
25
26
Financial Services
Chief Finance Officer (Comptroller)
Director of Finance (or Finance Asst. Director)
Director, Budget
Supervisor, General Accounting
Senior Accountant
Accountant
Accounts Payable Clerk
Internal Auditor
Supervisor, Payroll
Senior Payroll Clerk
Payroll Clerk
Director, Purchasing
Purchasing Agent/Buyer
Purchasing Clerk
27
28
29
30
31
32
33
34
35
36
37
38
39
40
Warehouse
Chief Warehouse Officer
Foreman, Warehouse
Warehouseman
Courier/Mail Clerk
Transportation
Exec. Dir., Pupil Transportation
Director, Fleet Maintenance
Asst. Dir., Pupil Transportation
Route Supervisor/Coordinator
Computer automated routing system operator
Shop Supv., Fleet Maintenance
Automotive Mechanic
Bus Driver Trainer
Bus Driver
Student Support Services
Director, Student Services
Coordinator, Guidance (District Level)
School Psychologists (District Level)
School Social Workers or District's Visting Teacher
Director/Coordinator of After School Program
Clerical
Administrative Assistant/Secretary to the Board
Secretary to the Superintendent
Telephone Operator/Receptionist
Executive Secretary
Department Secretary
General Office Secretary
LOCAL SCHOOL POSITIONS
Principal, High School
Principal, Middle School
Principal, Elementary School
Assistant Principal, High School
Asst. Principal, Middle School
Asst. Principal, Elementary School
Instructional Lead Teacher
High School Bookkeeper
Principal's School Secretary (12 month)
Registrar/Student Data Person
School Clerk
Library-Media Center Clerk
Paraprofessional
Technology Specialist
Speech Therapist/Pathologist
Media Specialist / Librarian
Manager, School Nutrition Prog.
Food Service Worker
School Nurse - LPN
School Nurse - RN
Head Custodian - School Bldg.
School Building Custodian
• Certified and Classified Jobs
• 14 Job Areas: Central Office,
Academics, Special Ed, Human
Resources, Financial Services,
Transportation, Local Schools,
etc.
Organizational charts played a major
role in creating the types of jobs and
departmental organizations to which
are used to match with others having
the same type of work…recognizing
that similar jobs are not titled the same
from system to system.
• Large Systems (124 Jobs)
• Medium Systems (82jobs)
• Small Systems (48 Jobs)
Sample County Schools
In this example, the sample county has
the assistant superintendent position
having a maximum potential salary of
$102,241. It calls for a certified based
individual to work for 230 days (which
we consider an annual job) and that
person is a division or department
director…which was not specified. No
additional comments were provided.
Highest Potential Salary
284
285
286
287
288
289
290
291
341
342
343
344
345
346
347
The&
Chief
Technology
Highest pay with maximum experience
degree
Officer, in this example, has
a high potential salary of
B
C
D
E
FGHI
J K L
M
NO
P
$102,241 and
is not
Technology Services
required to have
14 Chief Technology Officer
certification. That school
The top technology administrator...may be Asst. Supt. for Technology, Exec. Dir. of Technology, Dir. of MIS, Dir. of Technology,
or Chief Information Officer.
system calls the title
# Days
Highest
Potential Salary
Worked
Local Title
OtherInstructional
Comments
“Director of
$102,241
230
Technology”. This may be a
small system position since
15 Computer Tech Support Specialist
Field support specialist or support technician who can deal with hardware, software, and network issues/problems…but not the
larger systems have
school-based technology specialist.
# Days
Highest
persons with less of an
Potential Salary
Worked
Local Title
Other Comments
instructional orientation.
$58,839
230
Certified Based
Position
No
(enter 'Same' if the same)
Dir. of Information/Instructional Technology
Certified Based
Position
No
(enter 'Same' if the same)
Technician
Salary figures should be reported as the highest potential salary
a job holder might make this year. That is, the Top end of
highest scale, say Doctorate Level, with maximum experience
and degree or training, not just current top pay.

The top end of a salary scale
is the most reliable in terms
of cross-system comparison
(reducing the apples-tooranges effect…the low end
is very elusive, some systems
never pay that.
 An average system salary per worker might also be
erratic…one system having older workers than others.
 Current salary holder salary comparisons could be
unreliable with some systems having long-time staff and
others with newer personnel.
Sample System: Douglas Co.
• $108,231 2nd highest potential
• $11,248 over the Large System
Avg. (11.6 % over)
Circled in this example, is an
Assistant High School Principal at
maximum potential of $108,231,
which is 11.6% above the mean for
this group of 18 large school systems.
Note other
comparative grouping
averages which have
been circled at the
bottom of the page. In
this example, Douglas
is paying 11.6% more
than the average of
this group
For example, Douglas with systems between 20,000-45,000
 Job Description
 Certified Job (Y/N)
 # Days Worked
 Local Title
 Comments (job uniqueness)
Other information to consider
Non-Teaching jobs are ranked from systems paying the most to
systems paying the least. In this example, Atlanta has the highest
potential salary for Assistant HS Principal. Factors for higher pay
might include: certified job (Y/N), days worked, local title, or job
particulars …items which have been circled on the slide.
Varsity Basketball, Head Coach
11
-A-
SALARY
SUPPLEMENT
RANGES
Numbe
r of
METRO
Minimum
Maximum
High
Mid.
RESA
(Base)
(Top End)
Sch.
Sch.
1 Buford
$10,000
$10,000
1
1
2 Gwinnett
$4,269
$7,963
21
24
3 Cobb
$5,978
$7,473
16
25
4 Clayton
$4,882
$7,344
8
14
5 Rockdale
$4,255
$5,664
3
4
6 Decatur
$4,140
$5,248
1
1
7 Douglas
$5,200
$5,200
4
8
8 Marietta
$4,900
$4,900
1
1
9 Fulton
$4,758
$4,758
17
19
10 DeKalb
$3,384
$4,656
21
20
11 Atlanta
$4,514
$4,514
10
15
12 Forsyth
$4,200
$4,200
6
9
$5,040
$5,993
9.1
11.8
Metro RESA Avg.
Additional Information
plus 30 additional days
Flat Rate
RECEIVE SUPPLEMENT PLUS 19 ADDITIONAL DAYS
< Averages for Metro RESA Districts
Min. Avg. incl.s flat salaries
SALARY
SUPPLEMENT
RANGES
Numbe
r of
GRIFFIN
Minimum
Maximum
High
Mid.
RESA
(Base)
(Top End)
Sch.
Sch.
1 Newton
$5,500
$7,000
3
4
2 Spalding
$6,000
$6,000
2
5
3 Upson
$5,250
1
1
4 Butts
$5,200
$5,200
1
1
5 Lamar
$5,065
$5,065
1
1
6 Fayette
$3,750
$4,875
5
6
7 Henry
$4,840
10
11
8 Pike
$4,750
1
1
$5,373
3.0
3.8
Griffin RESA Avg.
$5,044
Min. Avg. incl.s flat salaries
The next series of slides describe
the Extracurricular Activity Salary
Supplement Survey process and
report (with samples of the
various types of salary figure
comparisons).
Additional Information
plus 10 days@daily state teacher rate
5 days extended year
5yrs:$4,313 ; 10 yrs: $4,500 ; 15 yrs:$4,688 ; 20 yrs: $4,875
HBC
< Averages for Griffin RESA Districts
Extracurricular Supplements

73 school activities grouped by: Athletic, Non-athletic (clubs, etc.)

Salary supplements reported: maximum & minimum pay

School systems ranked by highest paying supplement per activity
Varsity Basketball, Head Coach
SALARY
SUPPLEMENT RANGES
Number
of
METRO
Minimum
Maximum
High
Mid.
RESA
(Base)
(Top End)
Sch.
Sch.
1 Buford
$10,000
$10,000
1
1
2 Gwinnett
$4,269
$7,963
21
24
3 Cobb
$5,978
$7,473
16
25
4 Clayton
$4,882
$7,344
8
14
5 Rockdale
$4,255
$5,664
3
4
$4,140
$5,248
1
1
$5,200
$5,200
4
8
8 Marietta
$4,900
$4,900
1
1
9 Fulton
$4,758
$4,758
17
19
10 DeKalb
$3,384
$4,656
21
20
11 Atlanta
$4,514
$4,514
10
15
12 Forsyth
$4,200
$4,200
6
9
$5,040
$5,993
9.1
11.8
6 Decatur
7 Douglas
73 Extracurricular Activities
(54 Athletic, 19 Non-Athletic)
Additional Information
plus 30 additional days
Special Clarifications
Minimum and Maximum Supplements
Metro RESA Avg.
Flat Rate
RECEIVE SUPPLEMENT PLUS 19 ADDITIONAL DAYS
< Averages for Metro RESA Districts
Min. Avg. incl.s flat salaries
SALARY
SUPPLEMENT RANGES
Number
of
GRIFFIN
Minimum
Maximum
High
Mid.
RESA
(Base)
(Top End)
Sch.
Sch.
1 Newton
$5,500
$7,000
3
4
2 Spalding
$6,000
$6,000
2
5
3 Upson
$5,250
1
1
4 Butts
$5,200
$5,200
1
1
5 Lamar
$5,065
$5,065
1
1
6 Fayette
$3,750
$4,875
5
6
7 Henry
$4,840
10
11
8 Pike
$4,750
1
1
$5,373
3.0
3.8
Griffin RESA Avg.
$5,044
Min. Avg. incl.s flat salaries
School systems are ranked
based on the highest
supplements paid (the top
end of the supplement scale).
This sheet also indicates the
number of middle and high
schools each district has.
Additional Information
plus 10 days@daily state teacher rate
5 days extended year
5yrs:$4,313 ; 10 yrs: $4,500 ; 15 yrs:$4,688 ; 20 yrs: $4,875
HBC
< Averages for Griffin RESA Districts
11
-A-
Athletic Activities
ADDITIONAL SPORTS: HEAD COACHES
ATHLETIC POSITIONS
High School Athletic Coordinator
Middle School Athletic Coordinator
COACHES
Head: Varsity Football
Head: Varsity Wrestling
Head: Junior Varsity Wrestling
Head: Middle School Wrestling
Head: Varsity Softball
Assistant: Varsity Football
Head: Junior Varsity Softball
Head: Junior Varsity / B Team Football
Assistant: Junior Varsity / B Team Football
Head: Freshman Football
Head: Middle School Softball
Division / Department Head or Chair
Elementary School Gradebook Manager or
Chair
Middle School Gradebook Manager or Chair
Head: Tennis
Yearbook
Salary supplement tables were
produced
Newspaper
for 54 athletic activities/functions
Literary
(including cheerleading) and
19 nonDrama Coach
athletic activities (e.g., drama
coach, band
One Act Play
Debate Coach
director).
Math Coach
Reported salary supplements
were not
Drill Team
supposed to include Extended
Year Pay.
Rifle Team
Assistant: Freshman Football
Head: Golf
Head: Middle School Football
Head: Varsity Cross Country
Assistant: Middle School Football
NON-ATHLETIC POSITIONS
Head: Junior Varsity Cross Country
Head: Varsity Basketball
Assistant: Varsity Basketball
Head: Junior Varsity / B Team Basketball
Assistant: Junior Varsity / B Team Basketball
Head: Freshman Basketball
Head: Gymnastics
Head: Swimming
Head: Volleyball
Head: Lacrosse
Assistant: Freshman Basketball
Head: Middle School Basketball
Assistant: Middle School Basketball
Head: Varsity Baseball
Assistant: Varsity Baseball
Head: Junior Varsity / B Team Baseball
SUPPORT / OTHER ATHLETIC STAFF
Weight Lifting
Trainer
Assistant: Junior Varsity / B Team Baseball
Head: Freshman Baseball
CHEERLEADING
Head: Middle School Baseball
Assistant: Middle School Baseball
Head: Soccer
Assistant: Soccer
High School Band
High School
Strings / Instrumental
Athletic supplements include
head
and
Middle School Band
assistant coaches, and include
cheerleading
Band Assistant / Auxiliary Flags
as an athletic event.
Middle School Strings
Intramural / Extracurricular Coordinator
Varsity Cheerleading
Junior Varsity Cheerleading
Freshman Cheerleading
High School Chorus
Head: Junior Varsity / B Team Soccer
Middle School Cheerleading
Middle School Chorus
Head: Middle School Soccer
Competition Cheerleading
EXTRACURRICULAR ACTIVITY:
Varsity Softball, Head Coach
36
RANKED
Other GA
Systems
1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
17
18
19
20
21
Coffee
Lowndes
Dougherty
Tift
Bibb
Colquitt
Cherokee
Dalton
Troup
Whitfield
Worth
Houston
Columbia
BenHill
Paulding
Carroll
Muscogee
Brooks
Monroe
Richmond
Meriwether
OTHER GA AVG
SALARY SUPPLEMENT RANGES
Minimum
Maximum
(Base)
(Top End)
$3,342
-CNumber of
High Mid.
Sch. Sch.
Additional Information
$2,000
$2,500
$2,500
$1,650
$1,500
$7,253
$6,000
$5,650
$5,000
$4,000
$4,000
$3,740
$3,500
$3,500
$3,500
$3,500
$3,300
$3,250
$3,000
$3,000
$2,970
$2,869
$2,500
$2,500
$1,650
$1,500
1
1
4
1
7
1
5
2
3
3
1
7
5
1
5
10
8
1
1
8
2
1
2
6
1
7
2
6
1
3
5
1
8
8
1
9
15
12
1
1
10
2
$3,057
$3,628
3.7
4.9
< Averages for Other Georgia Districts
$3,242
9.6
12.4
< Averages for Large Districts
$3,997
2.4
3.6
< Averages for Medium Districts
$4,066
1.1
1.2
< Averages for Small Districts
$1,600
$4,000
$2,875
$2,000
$1,000
$3,500
$3,500
$3,300
$3,250
$3,000
10% A dditio nal 20 days
Salary supplements reported include both the
minimum (base) and maximum (top) amounts.
School systems were rank ordered using the
maximum salary column. If a fixed salary was
paid for an extracurricular activity, then the
Minimum and Maximum figures were
recorded with the same amount or the
minimum
salarySystem:
was left blank.
and
Sample
CoffeeRESA
County
other group averages are contained at the
$7,253
maximum
supplement
bottom• of
each table.
The Minimum
Average
• $3,242
these
systemsto be a
includes
salariesavg.
thatfor
were
determined
flat fee.• Large, Medium, Small Sys. Avg. (below)
P lus 20 additio nal days
A ssistant Varsity=$ 1788
M in. Avg. incl.s flat salaries
LARGE Systems
$2,622
M in. Avg. incl.s flat salaries
MEDIUM Systems
$3,232
M in. Avg. incl.s flat salaries
SMALL Systems
$3,490
Two questions were posed as part of the data collection process:
Pagination runs from 1 to 73 to correspond
to the 73 supplemented extracurricular
activities. But, each of those numbers is
associated with 5 pages (A to E); for
example…Page 1-A, 1-B, 1-C, 1-D, and 1-E.
The A pages contain the supplements for
the Metro RESA and Griffin RESA systems,
the B pages for the NE GA RESA and First
District RESA systems, and the C pages for
all Other GA school systems participating.
The D and E pages repeat that information
for all 53 participating districts reclassified
into: Large and Medium systems (D pages)
and Small school systems (E pages).
Middle School Chorus
73
-A-
SALARY SUPPLEMENT
RANGES
Number
of
METRO
Minimum
Maximum
High
Mid.
RESA
(Base)
(Top End)
Sch.
Sch.
1
Buford
$9,500
$9,500
1
1
2
Clayton
$2,604
$3,917
8
14
3
Fulton
$2,562
$2,562
17
19
4
Gwinnett
$1,296
$2,420
21
24
5
Forsyth
$1,500
$1,500
6
9
6
Marietta
$1,200
$1,200
1
1
7
Cobb
$1,125
$1,125
16
25
8
Atlanta
$771
$771
10
15
9
Rockdale
$340
$340
3
4
10 Decatur
1
1
11 DeKalb
21
20
12 Douglas
4
8
9.1
11.8
Metro RESA Avg.
$2,322
$2,593
Min. Avg. incl.s flat salaries
Min. Avg. incl.s flat salaries
SALARY SUPPLEMENT
RANGES
Number
of
1st District
Minimum
Maximum
High
Mid.
GA RESA
(Base)
(Top End)
Sch.
Sch.
3
1
Effingham
$1,500
2
2
Liberty
$955
$1,098
1
3
3
Chatham
$500
$500
9
13
4
Bulloch
1
1
5
Glynn
2
4
6
Screven
1
1
7
Tattnall
1
3
2.4
4.0
1ST Dist. RESA
$985
$1,033
Additional Information
plus 30 additional days
Sample: Metro and 1st District RESAs
Minimum and Maximum Salaries Ranked
Flat Rate
not applicable
In this example, Buford City has the
highest supplement for the Middle
School Chorus Director. Reported
salary supplements were not supposed
to include Extended Year Pay.
< Averages for Metro RESA Districts
Additional Information
< Averages for First District RESA Districts
Salaries paid by Georgia school systems are
often based on outdated and/or a misunderstood
mixture of politics and personal preference by
former superintendents and boards.
The next slide presents a listing of items which
provide clarity to the above statement.
Items Impacting Salaries
• Salary scales containing numerous levels (pay levels) and annual steps.
• Salaries based on degree, certification type, years of experience.
• Negotiated salaries (typically for higher level positions) or those based on a Market Analysis.
• Past strategies to increase pay (local supplements, extended year pay…200, 210, 220, etc.),
• Cost cutting strategies (furloughing, hiring contract workers, calendar year reduction)
• Hourly wage earners (custodians, bus drivers, classroom aides)…hours ranging all over the place.
• Annual days worked range all over the place (most job-holders do not actually work those amounts.
• Level of expertise (determined at hiring) or job-holders who are grandfathered into salary steps.
• Entry pay established by superintendent or department (and yearly COLA raises/steps)
• Some school systems require certification for particular jobs, others do not.






Every job has a value to the school
system.
It’s not important how job pay got thereover the years—just that some adjustments are
needed.
Adjustment decisions should be data-based to be
fair and competitive.
Salaries might require comparing with peer school systems– what is the
going rate (what percent are we over/under peer systems).
Are adjustments…driven by teacher salary relationships…needed to be
made to jobs identified with out-of range pay (to get within an acceptable range).
Today’ savings will compound over the years.
Review the comments made by
the other school systems. ..are
you out of sync.
 Reign in high salaries or make salaries fairer across theDo
board?
you have too
many pay grades,
 Get in sync with other similar systems?
too big of a step
increase, not
 Modify salary schedules to make more sense?
enough salary
plateaus.
 Examine relationships between salary steps and local supplements?
 Examine how furloughing or use of a reduction schedule has worked?
 Appraise the relationship between the local tax digest and district budget?

Every job has a value to your system. The objective of a
compensation study is to identify that value.

The goal is to determine fair salaries based on relationships
Do the job
among jobs and departments.
description and



duties justify the
salary
being
paid
Salaries should be based on your system’s ability
to pay
and
proportionate to how you pay teachers.
…have the yearly
salary increases
A hierarchy ranking of job titles is a good start. extended beyond
the value of the
job?
An appropriate salary range for each position can then
be
established.






Nobody’s salary is reduced.
Reel in top of pay scale (then only
cost-of-living when top reached).
Build schedule instead of using a formula such as
teacher schedule plus extended pay (start with T7
maximum high pay and work backwards).
Days worked should reflect actual days worked.
Examine if you have aPossibilities
lot moreinclude:
top jobs than systems
layoffs, attrition,
with about the same number
of students.
Determine if any
merging duties,
jobseliminating
are no longer
needed.
extended
year benefits.
• Salary reductions: step freezes, local supplement cuts, fewer days worked, capping maximums.
• Positions paid based on job-responsibility, rather than on degree and experience.
Does your system have a
• Job pay determined by placement levels rather than a negotiated
process.
need
for
•
•
•
•
•
•
a pay-grade
spreadsheet… for nonRe-evaluation of actual days worked for 12-month status (230, 235, 245, 260).
certified personnel, which
Examination of the number of job-holders per department.
allows you to generate
different salary schedule
Determining if certification is an essential requirement.
scenarios (by entering a
Eliminating and/or merging with other jobs (or layoffs, attrition).
base salary figure and
percentage of step
Reassignments, furlough days, central office reductions.
increase…thus producing
Cutting or capping extended year benefits.
the calculations down-andacross grade and step
levels )?
Comparative salary information is vitally needed this year to make wise future decisions.
HR staff wish to keep abreast of what others are doing to have a board range of choices.
School systems are currently implementing all sorts of measures to cut expenses.
Every school system has jobs whose pay is out-of-range with that of other systems.
Now is a good time to make adjustments…it is a period favorable for shared sacrifice.
Adjustments should be based on comparisons with the going rate systems).
Non-teaching pay should be set in relationship to teacher pay (ability of system to pay).
Every job does not need to be a 12 month job…and days worked can reflect actual days
worked (a more equitable method).
Today’s savings will compound over the years.
Salary scales can be produced so that nobody’s salary is reduced
(no backward reductions, but limiting forward movement).



Eliminate systems with extreme high and low salaries
Eliminate jobs unlike what you reported (title, description)
Adjust for number of days or hours worked
 Eliminate Certified vs. Non-Certified
mismatches.
This year may be the time to cap
or cut salaries, supplements, or
perks which have been out-of-line
with the accepted value of a job,
Adjustments: Salaries identified that are
and upgrade our salary schedule
regarded as
due to
factors such
toanomalies
make it more
comprehensive,
as: job mismatches,
dissimilar amount
of
fair, and understandable
.
 Select 8 to 10 comparative systems.
days worked, misreported information, etc.
Sample Analysis Page
Sample
Systems
List
Figures to Examine
• Percent above/below
the Group Average
• Number of Days
Worked
• Local Title and
Comments
• Average of Similar
Systems listed at the
bottom of the page
Sample Analysis Page
Sample
Systems
List
Figures to Examine
• Certified Position
• Variety of Local
Titles
• Additional
Comments
1. Salary rationale/schedules which are comprehensive, fair, and
understandable (not one done in the past…we cannot alter it)
2. Comparison of our district with others to see if we are out of line.
3. Relational to our teacher scale (which is more time-honored as an
indicator of our system’s ability to pay…based on the local economy).
4. Recommendations that are data driven.