East Baton Rouge Parish School System 2004-2005 Classification Study

1. East Baton Rouge Parish School System 2004-2005 Classification Study March 31, 2005 Elliot R. Susseles, Senior Vice President Heather Kazemi, Vice President

2. Discussion Outline • Objective • Current State • Methodology • Key Results • Questions

3. Objective • To determine whether pay grade assignments are appropriate and justified based on job content and skill requirements for 192 non-teacher positions throughout the school system.

4. Facilities Management (3 employees) Graphics (7 employees) Human Resources (14) Information Technology (31) Instruction (14) Current State • There are currently 113 separate job titles covering these employees, in 15 job families: • Accountability and Assessment (10 employees) • Administrative Support (36) • Budget and Finance (24) • Child Nutrition (13) • Child Welfare (7) • Internal Audit (4 employees) • Purchasing (9) • Security (3) • Transportation (9) • Miscellaneous (8)

5. Current State • These 192 employees are currently paid on 34 different salary grades, across 7 separate pay schedules: • Management Clerical (MC) • Instructional Management (MI) • Support Management (MS) • Food Service • Maintenance (G) • Principals (P) • Teachers (T)

6. Methodology • Distribute Job Analysis Questionnaires to all 192 employees, requesting information on the following “job factors” • Essential Duties and Responsibilities • Formal Education • Certifications and Licensing Requirements • Prior Experience and Skills Acquired • Responsibilities for Other Employees • Responsibilities for Contractors, Vendors, or Volunteers • Stakeholder Contact • Financial Responsibilities • Complexity of the Work • Potential Impact of Actions • Independence (Level of Supervision Received) • Decision Making Authority

7. Methodology • We analyzed the answers to the questionnaires and developed a hierarchy based on the differences and similarities among the job factors. • Employees who are performing highly similar work were grouped into the same classification (job title). • Employees having substantially similar job factor levels were assigned to the same salary grade, taking into consideration reporting relationships and internal equity issues.

8. Key Results – Our Recommendations Include: • Salary Grade Changes: • Increase in salary grade – 74 employees • Reduction in salary grade – 4 employees • No change in salary grade – 114 employees • Pay Schedule Assignment Changes: • MC schedule to MS schedule – 2 employees • MI schedule to MS schedule – 3 employees • MS schedule to MI schedule – 3 employees • Principal schedule to MI schedule – 1 employee • Teacher schedule to MI schedule – 16 employees • Job Title Changes to Reflect: • A recognizable career path or hierarchy within each job family • Modern terminology (“Steno Clerk” became “Administrative Assistant”) • Consistent use of certain terms (“Specialist”, “Coordinator”, etc.) • A clearer description of the job’s responsibilities or place in the hierarchy

9. Key Results • The recommended grade increases affect employees in the following job families: • Accountability and Assessment (7 employees) • Administrative Support (13) • Budget and Finance (11) • Child Nutrition (1) • Child Welfare (1) • Facilities Management (1) • Graphics (5) • Human Resources (4 employees) • Information Technology (15) • Instruction (7) • Internal Audit (1) • Purchasing (2) • Security (3) • Miscellaneous (3) • The recommended grade decreases affect employees in the following job families: • Accountability and Assessment (1 employee) • Administrative Support (3)

10. QUESTIONS?