2 Pay System Objectives and Strategies Pay for job valuePay for the job responsibility levelPay compared to other employersRecruit and hire skilled employeesStarting pay is competitive and pay determination practices definedRetain good employeesProvide regular pay increases that match competitorsManage costsStay within resources limits, pay range maximums, and total payroll cost amount
3 How the Pay Plan was Developed Pay StructureJob AnalysisJob PricingPolicies and ProceduresJob Evaluation
4 Step 1: Job AnalysisData was collected on job duties and responsibilitiesJob DescriptionsOrganizational ChartsSupervisor InterviewsApril 11 & 12
5 Step 2: Job EvaluationJobs were analyzed and grouped in to pay grades using the factors listed below.KnowledgeEducationExperienceExpertiseEffortDecision MakingComplexityCommunicationsResponsibilityFinancialOrganizationalEmployee ResponsibilityNumber of Employees SupervisedWorking ConditionsClean or DirtySafe or Hazardous
6 Step 3: Job Market Pricing Market data for benchmark jobs were collected.School District SourcesAllen ISDArlington ISDBirdville ISDCarrollton-Farmers Branch ISDEagle Mountain-Saginaw ISDFrisco ISDGarland ISD *Hurst-Euless-Bedford ISDIrving ISDKeller ISDLewisville ISDMansfield ISDMcKinney ISDNorthwest ISDPlano ISDOther SourcesEconomic Research Institute, 2012Kenexa, CompAnalystMercer 2012 Benchmark SurveyTexas Workforce CommissionOther public sector employers
7 How Market is Used Market data is used two ways: Compare district pay to marketCreate competitive pay rangesMarket TargetMarket TargetMarket TargetMaximum RateMarket TargetPay Grade 4Midpoint RatePay Grade 3Pay Grade 2Minimum RatePay Grade 1
8 Step 4 – Pay ProceduresPay procedures were developed for ongoing plan administration.Pay plan definition and maintenancePay actionsNew hire pay determinationPromotionsDemotionsBreak in service
10 Job Families New Job Families Teachers, Registered Nurses, Librarians Administrators and ProfessionalsClerical and ParaprofessionalAuxiliary
11 Job Families Common characteristics Nature of work Exempt/Non-Exempt Job marketClarifies and respects different career paths
12 Teachers, RN’s, Librarians Starting Salary up to $48,000.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 ProfessionalsCounselors, diagnosticians, speech pathologistAssistant PrincipalsPrincipalsDepartment DirectorsTen Pay Grades
14 Clerical and Paraprofessionals Instructional assistance and supportClassroom AidesSpecial education AidesClericalCampus and central office secretariesOffice clerksAccounting clerksTen Pay Grades
15 Auxiliary Skilled and unskilled crafts and trades Nine Pay Grades HVAC, Electricians, MechanicsGrounds and CustodialConstruction/Maintenance WorkersFood Service WorkersBus DriversNine Pay Grades
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 Did the board grant a pay increase this year?Yes. The board granted a 2% of midpoint pay increase to all those whose pay is within their respective pay range.The board granted a 1% of midpoint pay increase to those whose pay is above the maximum of the range.The board approved equity adjustments to those whose pay is below the pay range minimum.
21 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.
22 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.
23 Movement Through the Range Example20 Years$5,175$7,763$6,469Range Adjustment - 2% per year15 Years$4,704$7,057$5,881Pay Increases - 4% per year10 Years$5,346$4,277$6,4155 Years$4,860$5,832$3,888Minimum RateMidpoint RateMaximum Rate$3,600$4,500$5,400Employee’s Pay
24 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.
25 Frequently Asked Questions Pay Increase Calculation Example:If you were an hourly employee in pay grade 3 earning $13.00/hour and your pay range had a midpoint of $13.36/hour, that rate would be the basis for your pay raise.If the board approved a pay raise budget of 2 percent, your pay raise would look like this: Your current hourly rate= $13.00Your pay raise ($13.36 x 2 percent) =Your new hourly rate $13.27
26 Frequently Asked Questions Can I predict what I will make in the future?These structures are only valid for the school year. The district will review and revise them annually.
27 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.
28 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.
29 Frequently Asked Questions When will I get my pay increase?Pay increases will be reflected in the September 2013 pay check. You should be able to access your compensation from eFinance.When will I see the new pay structuresThe new teacher hiring schedule and pay ranges will be on the district’s website in the next few weeks.
30 FAQ’s Who do I call if I have questions? Your Supervisor or the Human Resources Department