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DENTON ISD Pay Study Design

DENTON ISD Pay Study Design. 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

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DENTON ISD Pay Study Design

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  1. DENTON ISDPay Study Design

  2. 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

  3. How the Pay Plan was Developed

  4. Step 1: Job Analysis • Data was collected on job duties and responsibilities • Job Descriptions • Organizational Charts • Supervisor Interviews

  5. 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

  6. Step 3: Job Market Pricing Market data for benchmark jobs were collected. School District Sources • Allen ISD • Arlington ISD • Birdville ISD • Carrollton-Farmers Branch ISD • Eagle Mountain-Saginaw ISD • Frisco ISD • Garland ISD * • Hurst-Euless-Bedford ISD • Irving ISD • Keller ISD • Lewisville ISD • Mansfield ISD • McKinney ISD • Northwest ISD • Plano ISD Other Sources Economic Research Institute, 2012 Kenexa, CompAnalyst Mercer 2012 Benchmark Survey Texas Workforce Commission Other public sector employers

  7. 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

  8. 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

  9. New Pay Structures

  10. Job Families New Job Families • Teachers, Registered Nurses, Librarians • Administrators and Professionals • Clerical and Paraprofessional • Auxiliary

  11. Job Families • Common characteristics • Nature of work • Exempt/Non-Exempt • Job market • Clarifies and respects different career paths

  12. Teachers, RN’s, Librarians • Starting Salary up to $54,300. • Teacher salary schedule no longer connected to state minimum schedule. • Teachers received a general pay increase of at least two percent at midpoint. • (This takes the place of a “step” increase) • Stipend amounts for master’s and doctorate degrees were grandfathered for current teachers. Future stipends have been set at $1,750 for a master’s degree and an additional $1,750 for an earned doctorate degree.

  13. Administrators and Professionals • Campus and Central Office Professionals • Counselors, diagnosticians, speech pathologist • Assistant Principals • Principals • Department Directors • Ten Pay Grades

  14. Clerical and Paraprofessionals • Instructional assistance and support • Classroom Aides • Special education Aides • Clerical • Campus and central office secretaries • Office clerks • Accounting clerks • Ten Pay Grades

  15. Auxiliary • Skilled and unskilled crafts and trades • HVAC, Electricians, Mechanics • Grounds and Custodial • Construction/Maintenance Workers • Food Service Workers • Bus Drivers • Nine Pay Grades

  16. Frequently Asked Questions

  17. 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.

  18. 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.

  19. 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.

  20. 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.

  21. 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.

  22. $7,763 $7,057 $6,415 $6,469 $5,881 $5,832 $5,400 $5,346 $5,175 Maximum Rate 20 Years $4,704 $4,860 15 Years $4,277 Midpoint Rate $4,500 10 Years $3,888 5Years Minimum Rate $3,600 Movement Through the Range Example Range Adjustment - 2% per year Pay Increases - 4% per year Employee’s Pay

  23. 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.

  24. Frequently Asked Questions Pay Increase Calculation Example: If you were an hourly employee in pay grade 3 earning $15.25/hour and your pay range had a midpoint of $17.53/hour, that rate would be the basis for your pay raise. If the board approved a pay raise budget of 4 percent, your pay raise would look like this:  Your current hourly rate= $15.25 Your pay raise ($17.53 mp x 4% ) = + .70 Your new hourly rate $15.95

  25. Frequently Asked Questions • Can I predict what I will make in the future? • No, salary structures are only valid for the current year. The district will review and revise them annually based on current market values.

  26. 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.

  27. 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.

  28. Frequently Asked Questions • When will I get my pay increase? • Pay increases will be reflected annually in the September paycheck. Employees are able to access their salaries on the Intranet, Quick Links, Employee Access Center (EAC). • When will I see the new pay structures • The current Employee Compensation Plan (ECP) is available on the HR website.

  29. FAQ’s • Who do I call if I have questions? • Contract Human Resources Department • Elementary Level – Dr. Daniel Lopez • Secondary Level – Jason Rainey • Admin/Professionals – Jason Rainey • Auxiliary – B’Onca Owens • Paraprofessional – Crystal Jackson • Part Time/Temporary – Teresa Portillo

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