21. compensation and wages
TRANSCRIPT
![Page 1: 21. compensation and wages](https://reader036.vdocument.in/reader036/viewer/2022083106/587345431a28abf21b8b7e7b/html5/thumbnails/1.jpg)
Human Resources Administration in Education
Compensation
![Page 2: 21. compensation and wages](https://reader036.vdocument.in/reader036/viewer/2022083106/587345431a28abf21b8b7e7b/html5/thumbnails/2.jpg)
Variables Affecting Compensation Performance
“The evaluation of performance is concerned with a basic question: ‘Did you get the job done?’ ”
![Page 3: 21. compensation and wages](https://reader036.vdocument.in/reader036/viewer/2022083106/587345431a28abf21b8b7e7b/html5/thumbnails/3.jpg)
Variables Affecting Compensation Continued
• Effort• Merit Pay
• A merit pay system will be ineffective unless it has the following components:
1.Effective teacher evaluation procedures.
2.Training programs for management and supervisory personnel who will implement the plan.
3.School board and management commitment to the plan in time and resources.
4.Staff involvement in developing the program.
![Page 4: 21. compensation and wages](https://reader036.vdocument.in/reader036/viewer/2022083106/587345431a28abf21b8b7e7b/html5/thumbnails/4.jpg)
Variables Affecting Compensation Continued
• Merit Pay cont.
1. Teacher acceptance and satisfaction
2. Adequate financing
3. Merit pay for all who meet the criteria
4. Plausible, fair, and equitable performance criteria
5. Valid and verifiable measures of results
6. Objectivity and consistency in applying assessment measures
7. Increased student learning promoted
![Page 5: 21. compensation and wages](https://reader036.vdocument.in/reader036/viewer/2022083106/587345431a28abf21b8b7e7b/html5/thumbnails/5.jpg)
Variables Affecting Compensation Continued
• Seniority• Skills• Job Requirements
![Page 6: 21. compensation and wages](https://reader036.vdocument.in/reader036/viewer/2022083106/587345431a28abf21b8b7e7b/html5/thumbnails/6.jpg)
Types of Compensation
• Intrinsic– Participation in Policy Making– Discretion– Responsibility– Professional Development
![Page 7: 21. compensation and wages](https://reader036.vdocument.in/reader036/viewer/2022083106/587345431a28abf21b8b7e7b/html5/thumbnails/7.jpg)
Types of Compensation Continued
• Extrinsic and Direct– Salary – Merit Pay– Overtime and Sick Leave
![Page 8: 21. compensation and wages](https://reader036.vdocument.in/reader036/viewer/2022083106/587345431a28abf21b8b7e7b/html5/thumbnails/8.jpg)
Types of Compensation Continued
• Extrinsic and Indirect– Holiday and Vacation Leave– Services– Insurance Programs
![Page 9: 21. compensation and wages](https://reader036.vdocument.in/reader036/viewer/2022083106/587345431a28abf21b8b7e7b/html5/thumbnails/9.jpg)
Direct Compensation: Salary and Wage Administration
• Equitable salary system• Comparability• Position Evaluation• Performance Incentive• Salary Review
The Effects of Salary on Motivation:
“Money increases intrinsic motivation”
![Page 10: 21. compensation and wages](https://reader036.vdocument.in/reader036/viewer/2022083106/587345431a28abf21b8b7e7b/html5/thumbnails/10.jpg)
Direct Compensation: Salary and Wage Administration Continued
Public Disclosure of Salaries
Compensation Packaging
Equity of Pay and Performance
Employee Relations in Salary Management
Collecting Community Wage Data
![Page 11: 21. compensation and wages](https://reader036.vdocument.in/reader036/viewer/2022083106/587345431a28abf21b8b7e7b/html5/thumbnails/11.jpg)
Direct Compensation: Salary and Wage Administration Continued
Salary and Wage ReviewSalary Schedule Construction
Multiple Salary ranges
Establishing Base Salaries
![Page 12: 21. compensation and wages](https://reader036.vdocument.in/reader036/viewer/2022083106/587345431a28abf21b8b7e7b/html5/thumbnails/12.jpg)
Direct Compensation: Salary and Wage Administration Continued
• Payroll Deductions“The board of education should have a comprehensive
payroll deduction policy covering such areas as the minimum and maximum amounts that may be deducted; the number and types of deductions authorized; deduction procedures; the opening and closing dates for entering deductions on the payroll records”.
• Pay Periods
![Page 13: 21. compensation and wages](https://reader036.vdocument.in/reader036/viewer/2022083106/587345431a28abf21b8b7e7b/html5/thumbnails/13.jpg)
Direct Compensation: Salary and Wage Administration Continued
Principles for Presenting Recommendations to the School Board
The Fiscal Condition of the School District
The Administrative Organization of the School District
Employee Unions and Associations
Salary Recommendation Procedures
![Page 14: 21. compensation and wages](https://reader036.vdocument.in/reader036/viewer/2022083106/587345431a28abf21b8b7e7b/html5/thumbnails/14.jpg)
Direct Compensation: Salary and Wage Administration Continued
Small Business Job Protection Act of 1996:
• Commonly referred to as “Minimum Wage Law”
• Budgets must be adjusted to compensate for the required increase in wages.
![Page 15: 21. compensation and wages](https://reader036.vdocument.in/reader036/viewer/2022083106/587345431a28abf21b8b7e7b/html5/thumbnails/15.jpg)
Indirect Compensation: Fringe Benefits Administration
Types of Fringe BenefitsBenefits Required by Law: social security premiums, state
retirement insurance, unemployment compensation, and workers’ compensation
Voluntary Fringe Benefits: insurance programs, time away from job, and services
Managed Health Care: school districts must employ case management specialist or contract with a company specializing in third party health care administration
![Page 16: 21. compensation and wages](https://reader036.vdocument.in/reader036/viewer/2022083106/587345431a28abf21b8b7e7b/html5/thumbnails/16.jpg)
Indirect Compensation: Fringe Benefits Administration Continued
Health Insurance Portability Act of 1996“The law addresses the needs of approximately 25
million Americans who are denied health insurance coverage because of an illness or who cannot change jobs because they, their spouse, or their dependents would be denied insurance coverage because of a preexisting medical condition such as diabetes.”
Medical Savings Accounts: employees choose the physician, hospitals, and treatments. Major illnesses are paid by the districts’ insurance while money withdrawn from MSA pays for minor costs.
![Page 17: 21. compensation and wages](https://reader036.vdocument.in/reader036/viewer/2022083106/587345431a28abf21b8b7e7b/html5/thumbnails/17.jpg)
Indirect Compensation: Fringe Benefits Administration Continued
Procuring Health Care and Related Insurance
The Insurance Agent and Broker: While the broker is not under contract to any specific agency, the agent acts on behalf of the company
Selecting Insurance Companies: It is essential to check their performance and financial solvency with well-established rating firms
![Page 18: 21. compensation and wages](https://reader036.vdocument.in/reader036/viewer/2022083106/587345431a28abf21b8b7e7b/html5/thumbnails/18.jpg)
Indirect Compensation: Fringe Benefits Administration Continued
Health Risks in the WorkplaceThree categories of health risks for school
employees:
1. Facility environmental risks
2. Violence
3. Risk of contracting infectious disease
![Page 19: 21. compensation and wages](https://reader036.vdocument.in/reader036/viewer/2022083106/587345431a28abf21b8b7e7b/html5/thumbnails/19.jpg)
Indirect Compensation: Fringe Benefits Administration Continued
Crisis Event Management• Crisis occur because of a variety of situations:
• Accidents• Misconduct• Natural disasters• Technology malevolence• Violence