+
Administrative Salary
Study – Oswego
CUSD 308
Prepared by Craig A. Schilling, Ed.D.
SBM PROS, LLC, Northbrook, Illinois
November 2013
+ Overview
The purpose of salary studies
Competitiveness
Recruiting
The importance of of retaining high qualified staff
The consequences of the turnover we document are clearly negative, on
average. Turnover is likely to be disruptive for schools and other
organizations for a variety of reasons—it can undermine reform efforts
and reduce employee buy in, fracture professional networks developed
among employees and leadership, create unclear goals and
expectations, and make for a less stable and desirable working
environment.¹
+ Methodology
2012/2013 data
Local districts between 12,000 and 22,000 students
Intra and inter-district comparability
Sorted by similar job responsibilities
Computed low, high, 1st and 3rd quartiles, median and mean
+ Districts use for the study
Carpentersville Community Unit School District 300
East Aurora School District 131
Oswego Community Unit School District 308
St. Charles Community Unit School District 303
Valley View Community Unit School District 365U
West Aurora School District 129
Wheaton Community Unit School District 200
+ Findings
Generally, Oswego CUSD 308 salaries are at or fall below the
first quartile. This means that up to 75% of their
administrative peers are compensated higher in the six
districts for which data was collected.
For most positions, Oswego CUSD 308 administrative salaries
are not competitive.
+ Conclusion
Based on this study, the current administrative salaries in
Oswego CUSD 308 compensation levels encourage high
quality staff to look elsewhere for competitive salaries.
+ Recommendations
1. Ignore the results of this study and continue to compensate administrators at or below the current market for such positions. Note that this will most likely result in higher than expected turnover in key positions that could, in turn, impact student achievement.
2. Choose to implement a modest adjustment in administrative salaries. Under this approach the district would make the minimum the 1st quartile and the maximum the median. In this scenario, administrative salaries would never be above the average – they would always be at or below median.
3. Choose to implement a more aggressive adjustment in administrative salaries. Under this approach the district would make the median the average and establish a salary range plus or minus approximately $5,000 above/below the median. Under this scenario, administrative salaries for CUSD 308 would be right in the middle.
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