2004-2005 East Baton Rouge Parish School System Total Compensation Market Study Presentation - PowerPoint PPT Presentation

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2004-2005 East Baton Rouge Parish School System Total Compensation Market Study Presentation

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

  2. Discussion Outline • Objective • Methodology • Key Findings • Teacher Pay • Non-Teacher Pay • Benefits • Questions

  3. Objective • To determine the competitiveness of pay and benefits for teacher and non-teacher positions

  4. Methodology • Conducted customized total compensation survey covering: • 49 benchmark jobs • 11 school systems within Louisiana • 5 school systems outside of Louisiana

  5. Key Findings- Compensation • Teacher pay within Louisiana is below market at the minimum of the pay range but is relatively competitive at the pay range maximum across teaching lanes. Compared to school systems outside Louisiana, pay is below market throughout the pay range. • Pay for non-teaching positions is relatively more competitive with school systems within Louisiana than school systems outside Louisiana.

  6. Key Findings - Benefits • Employee cost sharing for health related benefits is slightly more generous than the peer school systems. • Employer and employee contributions for retirement benefits are comparable to other school systems within Louisiana.

  7. Survey Participants SURVEYED SCHOOL SYSTEMS * Responded to benefits section only. Compensation data derived from website. **Did not participate. Limited compensation and benefits data derived from websites

  8. TEACHER PAY

  9. Teacher Pay EBRPSS’ TEACHER PAY RATES AS OF PERCENT OF THE MARKET AVERAGE (Comparators Within/Outside Louisiana Combined) Legend: Below market: 94% or below At market: 95% - 105% Above market: 106% or above

  10. Teacher Pay EBRPSS’ TEACHERS SCHEDULED PAY RATES AS A PERCENT OF SURVEYED SCHOOL SYSTEMS WITHIN AND OUTSIDE OF LOUISIANA Legend: Below market: 94% or below At market: 95% - 105% Above market: 106% or above

  11. Teacher Pay ADDITIONS TO BASE PAY FOR TEACHERS Sources: Austin & Dallas Independent School Systems did not reply to the survey; however, benefits data was derived from their respective websites and from contacting their human resources departments directly. ND = No Data. NA = Not Applicable

  12. Teacher Pay Practices INITIAL PLACEMENT FOR TEACHERS WITH EXPERIENCE Sources: Austin & Dallas Independent School Systems did not reply to the survey, however, data was derived from their respective websites and from contacting their human resources departments directly. ND = No Data.* Identified as years of service or salary step, depending on salary structure of school district.** For vocational education positions only

  13. NON-TEACHER PAY

  14. Non-Teacher Pay EBRPSS’ ADMINISTRATIVE SUPPORT SCHEDULED PAY RATES AS A PERCENT OF SURVEYED SCHOOL SYSTEMS WITHIN AND OUTSIDE OF LOUISIANA Legend: Below market: 94% or below At market: 95% - 105% Above market: 106% or above

  15. Non-Teacher Pay EBRPSS’ INFORMATION TECHNOLOGY SCHEDULED PAY RATES AS A PERCENT OF SURVEYED SCHOOL SYSTEMS WITHIN AND OUTSIDE OF LOUISIANA Legend: Below market: 94% or below At market: 95% - 105% Above market: 106% or above

  16. Non-Teacher Pay EBRPSS’ HUMAN RESOURCES SCHEDULED PAY RATES AS A PERCENT OF SURVEYED SCHOOL SYSTEMS WITHIN AND OUTSIDE OF LOUISIANA Legend: Below market: 94% or below At market: 95% - 105% Above market: 106% or above

  17. Non-Teacher Pay EBRPSS’ ACCOUNTING, BUDGETING, AND PURCHASING SCHEDULED PAY RATES AS A PERCENTOF SURVEYED SCHOOL SYSTEMS WITHIN AND OUTSIDE OF LOUISIANA Legend:Below market: 94% or below At market: 95% - 105%Above market: 106% or above

  18. Non-Teacher Pay EBRPSS’ MANAGERS, DIRECTORS, AND SUPERINTENDENTS SCHEDULED PAY RATES AS A PERCENT OF SURVEYED SCHOOL SYSTEMS WITHIN ANDOUTSIDE OF LOUISIANA Legend:Below market: 94% or belowAt market: 95% - 105%Above market: 106% or above

  19. Non-Teacher Pay EBRPSS’ PRINCIPALS SCHEDULED PAY RATES AS A PERCENT OF SURVEYED SCHOOL SYSTEMS WITHIN AND OUTSIDE OF LOUISIANA Legend: Below market: 94% or below At market: 95% - 105% Above market: 106% or above

  20. Non-Teacher Pay EBRPSS’ PUPIL SERVICES SCHEDULED PAY RATES AS A PERCENT OF SURVEYED SCHOOL SYSTEMS WITHIN AND OUTSIDE OF LOUISIANA Legend: Below market: 94% or below At market: 95% - 105% Above market: 106% or above

  21. Non-Teacher Pay EBRPSS’ SCHEDULED PAY RATES AS A PERCENT OF SURVEYED SCHOOL SYSTEMS WITHIN AND OUTSIDE OF LOUISIANA Legend: Below market: 94% or below At market: 95% - 105% Above market: 106% or above

  22. Non-Teacher Pay Practices BASIS FOR PAY PROGRESSION Sources: Austin & Dallas Independent School Systems did not reply to the survey; however, some data was derived from their respective websites and from contacting their human resources departments directly. ND = No Data. *Atlanta has performance based pay increases for executive staff only.

  23. Non-Teacher Pay Practices ADDITIONS TO BASE PAY FOR NON-TEACHERS Sources:Austin & Dallas Independent School Systems did not reply to the survey; however, benefits data was derived from their respective websites and from contacting their human resources departments directly. ND = No Data.NA = Not Applicable

  24. Non-Teacher Pay Practices INITIAL PLACEMENT FOR NON-TEACHERS Sources: Austin & Dallas Independent School Systems did not reply to the survey; however, data was derived from their respective websites and from contacting their human resources departments directly. ND = No Data.NA = Not Applicable

  25. BENEFITS

  26. Health Benefits MONTHLY MEDICAL COSTS:PPO HEALTH PLANS Sources: Austin & Dallas Independent School Systems did not reply to the survey; however, benefits data was derived from their respective websites and from contacting their human resources departments directly. Averages: When there is more than one plan for a School System, plans are averaged together before calculated in the overall average. ND = No Data NA = Not Applicable *Employee plus one = Employee plus spouse when multiple rates were provided.

  27. Retirement Benefits PRIMARY RETIREMENT PLAN FOR TEACHERS Sources: Austin & Dallas Independent School Systems did not reply to the survey; however, benefits data was derived from their respective websites and from contacting their human resources departments directly. ND = No Data.NA = Not Applicable *Also provides an optional supplemental retirement plan (either 457 or 403b plan) that is funded entirely with employee contributions.

  28. Retirement Benefits PRIMARY RETIREMENT PLAN FOR NON-TEACHERS Sources: Austin & Dallas Independent School Systems did not reply to the survey; however, benefits data was derived from their respective websites and from contacting their human resources departments directly. ND = No Data. NA = Not Applicable *Also provides an optional supplemental retirement plan (either 457 or 403b plan) that is funded entirely with employee contributions.

  29. Conclusions • EBRPSS’s minimum pay should be increased by 7.5 percent to be competitive with schools within Louisiana. • On average, a 15 percent increase in the midpoint of pay ranges for non-teaching positions would make EBRPSS’s pay market competitive. • EBRPSS’s pay schedules for teachers have a slightly more aggressive pay progression than peer schools which has a positive affect on career earnings. • While benefit cost sharing is comparable to other schools, EBRPSS should consider offering a wider choice of benefit plans.

  30. QUESTIONS?