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District Salary Committee Update 2004-05 March 2005. History. Spring of 2003 No steps Small percent increase Agreed to form Salary Committee Review our schedules vs. similar districts. History (cont.). 2003-04 Reviewed existing district salary schedules District budget comparison

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history
History
  • Spring of 2003
    • No steps
    • Small percent increase
  • Agreed to form Salary Committee

Review our schedules vs. similar districts

history cont
History (cont.)
  • 2003-04
    • Reviewed existing district salary schedules
    • District budget comparison
    • Staffing comparison
    • School finance in-service
    • Reviewed other types of salary schedules
      • Findings
        • Starting salaries competitive
        • Ending salaries 8% to 15% low
        • Special Areas (Psych., Speech, O.T., P.T.) Non-competitive
        • 700K spent on Purchase Services
history cont1
History (cont.)
  • Awarded step increases only
  • Increased Special Area schedules
next steps
Next Steps
  • Stakeholder Buy-In
    • Employee Associations
    • Governing Board
  • Researched Options
    • Reviewed Salary Schedules Nationwide
    • Reconvened Salary Committee in the Fall
committee formed
Committee Formed
  • October 27, 2004 – 32 member main committee representing all groups of employees
purpose of committee
Purpose of Committee
  • District Funding –

∙ 2.0% increase plus growth in students

  • Current Schedules -

∙ Annual cost of built-ins 2.5% to 2.8%

  • Other

∙ Increases in ASRS – 45% increase to 8.2%

∙ Increases in Health Insurance – 1st quote 29.7%

  • Future – Proposition 301

∙2.0% thru 2021

∙ 3 million decrease in funding for excess utilities

set benchmarks board policy dbd
Set Benchmarks – Board Policy DBD
  • Adopt a district philosophy on salaries/benefits
  • Allocate a pre-determined portion of M&O budget to salary and benefits
characteristics of salary schedule
Characteristics of Salary Schedule
  • Competitive
  • Equitable to all employee groups
  • Encourages Professional Growth
  • Incorporates performance/rewarding
  • Fundable/No lock-ins
  • Understandable
  • Lasting
  • Flexible
components of salary schedule
Components of Salary Schedule
  • Beginning
  • Initial Placements
  • Ending
  • Ability to Increase
    • Flat
    • Percent
  • Professional Growth
  • Performance Component
sub committees
Sub-Committees
  • Each group developed salary schedules using the common components.
  • Individual components vary by group to meet the needs of that group.
summary certified
Summary - Certified
  • Beginning amount - $31,000
  • Entry – Initial placement

Hiring Schedule

summary certified1
Summary - Certified
  • Ending – No top
  • Changes to individual salaries and/or schedule

∙ Determined by IBN

∙ Funds available distributed as follows:

      • **Professional growth paid first
      • 40% of available funds goes to a flat amount to all staff
      • 60% of available funds goes to a % increase to all staff

**see next slide for Professional Growth explanation

summary certified cont d
Summary – Certified (cont’d.)
  • Professional Growth
    • The maximum number of credits accepted (cap) for salary increase is 90 credits above highest degree earned
    • Starting with the 2006-07 school years, all hours turned in by January 31st will be paid at the rate of $50 per credit hour on the following years contract. This amount will be added to your base annually.
    • The maximum number of credits paid per year will be 18.
    • OT’s/PT’s, Psychologists, Nurses and SLP’s will use the same professional growth plan.
summary certified cont d1
Summary – Certified (cont’d.)
  • Increases to the beginning and entry level schedule will be limited to the lesser of the “flat” increase or $500.
  • Hard to Fill positions – Language has been added to define hard-to-fill and how much their starting pay is.
how this will work for each of you
How This Will Work for Each of You!

Example (Sample Only – These numbers are NOT the actual numbers)

04/05 salary $44,000. Which is the sum of your base salary, Prop. 301 (20% base amount), Prop. 301 (menu) and longevity stipend.

New Contract for 05/06

  • 04/05 Amount $44,000
  • Add Prof. Growth (6 credits) (starting 06/07) 300

@ $50 per credit hr.

  • Flat Amount ($500) 500
  • Percent Increase (2%) 880
  • Extra Day – (05/06 is the last year) 215
  • Other

New Contract Amount $45,895

Base for 06/07 $45,895

how this will work for each of you cont d
How This Will Work for Each of You! (cont’d)

Note:

  • A performance pay component will be funded for those who qualify.
  • The Performance Pay amount is not added to your salary to find the following year’s base.
  • Prop. 202 (Indian Gaming) will be in addition to the base, but will not be added to the following year’s base. (if approved)
  • Performance Pay and Indian Gaming will be paid after the end of the school year. (will not be part of the balance of contract payments)

Role of IBN:

  • Salary proposal must go to IBN.
  • A certified salary committee will be chosen each year to prepare a recommendation for the IBN team.
  • Changes to language will be done in IBN with consultation of the Human Resources department.
summary classified
Summary - Classified
  • Beginning amount – Current amounts
  • Entry – Initial placement – Beginning amount for that range
  • Ending Amount – 1.6 times the beginning amount for each job range. No one can exceed this cap.
  • Changes to individual salaries and/or schedule

∙ Determined by IBN

  • New Funds distributed as follows:
      • **Professional growth paid first
      • 50% of available funds goes to a flat amount to all staff
      • 50% of available funds goes to a % increase to all staff

**see next slide for Professional Growth explanation

summary classified cont d
Summary – Classified (cont’d.)
  • Professional Growth
    • The maximum number of credits accepted (cap) for salary increase is 75. (each credit is a minimum of 12 seat hours).
    • All credits recorded in Human Resources by January 31st will be awarded on the following year’s contract at the rate of .10 for each group of five credits accepted and posted by the Human Resources department. (by June 30th for Fiscal Year 05/06)
how this will work for each of you1
How This Will Work for Each of You!

Example(Sample Only – These numbers are NOT the actual numbers)

04/05 salary is Range 20, Step 11 for $13.30 and you receive .35 for Professional Growth and for a total amount of $13.65 per hour.

New Contract for 05/06 – The new amounts for Range 20 would be $10.75 to $17.20

  • 04/05 Amount $13.65
  • Add new Prof. Growth (5 credits) .10
  • Flat Amount .22
  • Percent Increase (1.5%) .20
  • Other

05/06 Salary $14.17

Base for 06/07 $14.17

how this will work for each of you cont d1
How This Will Work for Each of You! (cont’d)

Note:

  • The beginning salary amount for each Range will increase each year by the % amount awarded. Therefore, the ending amount will be 1.6 times the beginning amount. (Now - 1.36, Avg. - 1.52)
  • Current employees moving to a new Range will receive a 2% increase/decrease for each Range between their current Range and the new Range.

i.e. A person moving from Range 21 to Range 26 would receive

an additional 10% raise.

  • A Performance Pay component will be funded for those who qualify.
  • The Performance Pay amount is not added to your salary to find the following year’s base.
  • Performance Pay will be a single check paid after the end of the school year. (but not part of balance of contracts)
how this will work for each of you cont d2
How This Will Work for Each of You! (cont’d)

Role of IBN:

  • Salary proposal must go to IBN.
  • A classified salary committee will be chosen each year to prepare a recommendation for the IBN team.
  • Changes to language will be done in IBN.
summary administrative exempt
Summary – Administrative & Exempt
  • The following three schedules, for Assistant Principals, Principals and Exempt staff show the beginning and ending amounts for each group of employees, also, the percent of increase from the beginning to the end of each range.
  • Entry – Initial placement is up to the discretion of the Human Resources department.
  • Assistant Principals – Range 1.25

Elementary (K-6) $57,500-71,875

K-8 58,400-73,000

MS *60,000-75,000

HS *64,000-80,000

*Reduced starting amount

summary administrative exempt1
Summary – Administrative & Exempt
  • Principals – Range 1.25

**Small School/Programs

(less than 450 students) $59,200-74,000

K-6 65,000-82,000

K-8 66,400-83,000

MS *68,000-85,000

HS *73,600-92,000

*Reduced starting amount

**Programs such as NEC or Crossroads, and Principal of a school less than 450 students

summary administrative exempt2
Summary – Administrative & Exempt
  • Exempt Staff

Job Range

1 $25,000-34,000 Range 1.36

2 29,500-40,000 1.36

3 33,000-45,000 1.36

4 36,700-50,000 1.36

5 *44,000-60,000 1.36

6 *51,500-70,000 1.36

7 64,000-80,000 1.36

8 72,000-90,000 1.25

9 80,000-100,000 1.25

10 90,000-110,000 1.22

*Reduced starting amount

summary administrative exempt3
Summary – Administrative & Exempt
  • Change to individual salaries and/or schedules

∙ Determined by IBN

∙ Funds available distributed as follows:

      • Professional Growth paid first
      • 50% of available funds goes to a flat amount to all staff.
      • 50% of available funds goes to % increase to all staff.
summary administrative exempt4
Summary – Administrative & Exempt
  • Professional Growth
      • The maximum number of credits accepted (cap) for salary increase is 90 credits above highest degree earned.
      • Starting with the 2006-07 school years, all credits turned in by January 31st will be paid at the rate of $50 per credit hour on the following years contract.
      • The maximum number of credits paid per year will be 18.
  • The beginning salary amount and the ending amount for each schedule will increase each year by the % amount awarded to employees.
how this will work for each of you2
How This Will Work for Each of You!

New Contract for 05/06 –

  • 04/05 Amount $72,000
  • Add new Prof. Growth
  • Flat Amount 1,200
  • Percent Increase (2%) 1,440

05/06 Contract $74,640

Base for 06/07 $74,640

how this will work for each of you3
How This Will Work for Each of You!

Role of IBN

  • Salary proposal must go to IBN
  • An administrator/exempt salary committee will be chosen each year to prepare a recommendation for the IBN team.

Note:

  • A performance pay component will be funded for those who qualify.
  • The Performance Pay amount is not added to your salary to find the following year’s base
  • Performance Pay will be a single check paid after the end of the school year.
  • High School principals will work 12 months. Other Principals and Assistant Principals will work 225 days.