1. Classification & compensation Study
SANTA CRUZ CITY SCHOOL DISTRICT

2. Background of Ewing Consulting, Inc.
Our firm has a 35 Year history serving the Education Industry
Over 200 K-12 School Districts throughout the State of California
Over 30 County Offices of Education including Monterey COE
45 Community College Districts
16 of the largest 20 school districts in California
Cities and Public Service Agencies Nationally

3. Santa cruz CITY school district Project Staffing
William A. Ewing, President
William Ewing Jr., Senior Project Director
Glen Siegel, Project Director-Northern California
Suzanne Ansari, Senior Human Resources Consultant
Leena Rai, PHD- Human Resources Consultant/Technical Writer

4. What is the purpose of doing Classification/compensation Study?
To ensure District employees are in the right classification for the kind of work they are doing.
To ensure the District has accurate, legally compliant and up-to-date position or job descriptions that describe the current duties, responsibilities and requirements for employees so they can be used for employment and performance appraisal.
To ensure employees are being paid a fair rate of pay for the work they are doing and that it is competitive as compared to other School Districts in the area.

5. The purpose of a classification study is NOT about
Suggesting staffing levels
Layoffs
Eliminating or adding positions
Performance review
Work hours
Volume of work
Solving staff issues

6. Why should I participate in the study?
Your input and feedback is valued and very IMPORTANT. Why should I participate? Because YOUR VOICE MATTERS.
The information you provide in the questionnaires/interviews will be used to assure your position is properly classified.
Employees who DO NOT complete a form will not be allocated during this study or be eligible to participate in the interview or employee feedback process.

7. Classification study steps
Conduct Orientation sessions at several school sites/dates- Feb 14th
Employees complete position information questionnaires turn in to Supervisor- Feb 28th
Meet with Advisory committee throughout the course of the study.
Conduct Classification Study Interviews (individual, groups & supervisors)-March TBA
Presentation of preliminary allocations of classifications and preliminary job descriptions-April
Employee feedback process, finalization of classification recommendations and revisions to preliminary job descriptions (post employee feedback)-Late April
Conduct compensation study/salary survey-May
Presentation of final report-Late May/Early June

8. Completing the questionnaire helpful tips- do’s
DO fill out the form as honestly, carefully and completely as possible.
DO download and complete the online form, save the file and print it out.
DO keep a log of your daily duties before completing form.
DO review your current job description.
DO complete the form together as a group if your in the same classification.
DO fill out the form during regular working hours when possible.
DO request an interview with one of the consultants to share with us what your job entails.

9. Completing the questionnaire helpful tips-don’t’s
DO NOT complete form during one sitting.
DO NOT be afraid to turn in your form to your Supervisor.
THIS IS A TRANPARENT COMMUNICATION PROCESS meant to encourage dialogue and understanding between employees and supervisors.

13. Classification study INTERVIEW PROCESS
Consultants will review the completed forms and set up 30 minute interviews in March with some District employees to learn more about position’s content and duties.
We will interview at least one incumbent in every class that participated in the study.
You can request an individual or group interview.
You may be selected to be interviewed in case we need additional information on your specific classification.

14. EMPLOYEE FEEDBACK PROCESS
All employees who completed a form will be eligible to provide feedback on our recommendations regarding the allocation of titles and will also be able to review the preliminary job descriptions.
The employee feedback form is only “one page” but you can provide more feedback if you would like to.
We will consider making revisions or edits per your suggestions on your feedback form, as appropriate.
We encourage group feedback responses if you are in the same classification.
After the classification study is completed, we will begin the compensation study using the new and improved job descriptions to compare with the salary survey market.

15. Compensation study overview
The salary survey is a market driven approach using whole job ranking by job families. We compile data to determine what is the median of the market’s max base salary before longevity kicks in compared your the District’s max base salary. We don’t use the average as it can be thrown off by extreme highs/lows.
We will identify an external salary survey market typically between 8-15 comparable school districts that meet specific criteria such as similar enrollment size, # of programs, geographic location, type of school districts i.e. K-12 to determine where your District stands in relation to the agreed-upon market.
We will select “benchmark classifications” that represents an occupational group, family or profession. We will not survey every job position within the District but will have several benchmarks to recommend a salary range for each classification that participated in the study based on the market and internal relationships within a family of classifications.
Our recommendations will not suggest any reductions of salaries, only those whose salaries are currently under market. The salary or compensation study takes place after the classification study is completed and takes approximately 1-2 months to present our recommendations and implementation strategies to the School Board. After presentation to the School Board the classification study report becomes public record.

16. Q & a Classification Study
Santa cruz city SCHOOL DISTRICT