Stephenville ISD Pay Study Design August 20, 2012 Ann R. Patton CCP Sr. Compensation Consultant.
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Transcript of Stephenville ISD Pay Study Design August 20, 2012 Ann R. Patton CCP Sr. Compensation Consultant.
Stephenville ISDPay Study Design
August 20, 2012
Ann R. Patton CCPSr. 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
Pay Structu
re
Job Analysis
Job Pricing
Policies and
Procedures
Job Evaluatio
n
Step 1: Job Analysis
• Data was collected on job duties and responsibilities– Job Descriptions– Organizational Charts– Supervisor Interviews
• 15 completed
Step 2: Job Evaluation
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
Jobs were analyzed and grouped in to pay grades using the factors listed below.
Step 3: Job Market Pricing
School District Sources • Abilene ISD• Aledo ISD• Azle ISD• Brownwood ISD• Burkburnett ISD• Castleberry ISD• Cleburne ISD• Gatesville ISD• Glen Rose ISD
• 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
Market data for benchmark jobs was collected.
How Market is Used
Pay Grade 1
Pay Grade 3
Pay Grade 4
Pay Grade 2
Minimum Rate
Maximum Rate
Midpoint Rate
Market Target
Market Target
Market Target
Market Target
Market data is used two ways:• Compare district pay to market• Create competitive pay ranges
Step 4 – Pay Procedures
• Pay procedures were developed for ongoing plan administration.– Pay plan definition and
maintenance– Pay actions
• 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
• 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 QuestionsDid 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
10 Years
$5,346
$4,277
$6,415
20 Years
$5,175
$7,763
$6,469
5 Years
$4,860
$5,832
$3,888
15 Years
$4,704
$7,057
$5,881
Range Adjustment - 2% per year
Pay Increases - 4% per year
Employee’s PayMinimum Rate
Midpoint Rate
Maximum Rate
$3,600
$4,500
$5,400
Example
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
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) = + .27
Your new hourly rate $13.27
Pay Increase Calculation Example:
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?
• What if my pay was above the maximum 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.
– 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