joint market compensation task force · 2006-01-20 · joint market compensation task force denver...
TRANSCRIPT
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Joint Market Compensation Task Force
Denver Public Schools
Denver Classroom TeachersAssociation
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Members of Task Force
Co-Chairs: Barbara Bennett, Bart Muller
Members: Richard Allen, Charles Babb,Nan Baumbusch, Tom Buescher, MartyFlahive, Tony Lewis, Douglas Tucker,Melissa Underwood, Bobbi Walter
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Process
Representatives from DCTA, DPS,and the community workedcollaboratively to create jointrecommendations on a difficult topicas charged in the 2005-2006Agreement.
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Charge
• Assess DPS’ current position in themarket.
• Identify areas of strength and weaknessin the traditional compensation system.
• Evaluate whether our compensationsystem allows DPS to attract and retainhigh quality teachers.
• Incorporate the marketrecommendations from other Districtbargaining units into the budget priorityrecommendations.
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Charge
• Recommend modifications thatestablish a competitive positionover a multi-year period, beginningin 2005-2006, consistent withoverall district financial strength.
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Charge
Consider specifically:
• Total compensation
• Present value career earnings
• Experience steps/longevityincrements
• Local competitors
• ProComp interaction with traditionalsalary schedule
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Approach
• Last years compensationstudy was updated andcorrected.
• Costs were calculated forthis year’srecommendations.
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Compensation Findings
• There is a .98% (1.8 M) dollarmarket gap between DPS and otherpreviously identified districts inteacher compensation.
• For the classified bargaining units,there is an aggregate 1.64%($530,190) market gap betweenDPS and other comparabledistricts.
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Compensation Findings
• For a new teacher, the salary,benefits and retirement package inDPS ranks second among all Metroarea school districts. Consideringonly salary and non-retirementbenefits, DPS ranks seventh in theMetro area at 0.5% below average.
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Compensation Findings
• For historical reasons DPS paysmore for essentially the sameretirement benefits provided toteachers in other districts.Therefore, our recommendationsonly consider salary and non-retirement benefits.
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Compensation Findings
• Annual salaries in DPS, for mostcurrent teachers, lag more than theamounts shown in the Segal studybecause of the shorter work year.
(The Segal study adjusted for workyear).
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Compensation Findings
• The benefit allowance system(cafeteria plan) produces morecompensation for teachers as agroup because all teachers receivean allowance rather than only thosewho elect to take the districtinsurance.
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Compensation Findings
• DPS teacher compensation is notcompetitive in the following areas:
- Steps 2-4
-the middle ranges of the salary
schedule
-beyond year 16
-pay interval between the BA +60
and the MA lanes
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Compensation Findings
• The consultant found DPS to benon-competitive for special serviceproviders. However, furtheranalysis indicated thatcompensation of special serviceproviders is comparable toteachers’.
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Compensation Findings
• The passage of ProComp hasadded an average of $25 millionper year to DPS teachercompensation making us first in theMetro area, in aggregate.However, it will not affect thoseteachers on the traditional salaryschedule. Retention of currentteachers requires maintaining acompetitive traditional salaryschedule.
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Guiding Principle for all
Recommendations
DPS must be competitive in teachercompensation (for all pay plans),which the task force defines asranking among the top third ofmetro area districts in salary andnon-retirement benefits.
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Recommendations:
Needed Improvements:
2006 – 2007 Contract Year
• Add one day, half student contact halfplanning
• Convert some longevity increments to stepsworth $400 per year beyond the new Step 14(.408M)
• Add Step 14 to the schedule at $1,275(1.432M)
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Recommendations:
$67,093$63,147$59,227$55,460$51,427$47,526Step 14
$65,818$61,872$57,952$54,185$50,152$46,251Step 13
DoctorateMA+60MA+30BA+60/
MA
BA+30BA
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Recommendations:
• Recommend that the bargainingteams consider restructuring thesalary schedule to fund neededimprovements in non-competitiveareas of the DPS salary schedule
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Recommendations
Needed Improvements:
Subsequent years (in order of
importance)
1. Appropriately adjust middle range ofsalary schedule in all lanes.
2. Add contract days.
3. Create a financial differential betweenBA 60 and MA to encourage teachersto earn MA earlier.
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Budget Discussions
The Task Force was expanded toinclude elected representativesfrom the classified bargaininggroups while developing budgetrecommendations.
Richard Archuleta, President FMABernadette Jiron, President DFP
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Budget Recommendations• Restructure of quadrants and
curricular and instructional supportto provide services consistent withthe Denver Plan and obtain fiscalsavings
• Accelerate progress toward apaperless work environment;provide appropriate/convenientaccess to information for allemployees
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Budget Recommendations
• Accelerate progress toward paperlesscommunication with parents; provideappropriate/convenient access toinformation
• Investigate sale or lease of surplusproperty
• Develop a systematic method fordetermining use and/or closure offacilities
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Budget Recommendations• Design community partnership fee
structures resulting in net revenue to theDistrict
• Identify new private and publicpartnerships to gain operatingefficiencies or to generate revenue
• Explore alternative funding sources tosupport extra-curricular activities(student fees, Foundation contributions,advertising, etc); include waiver policy forlow income students
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Budget Recommendations
• Analyze placement of students inexternal facilities to determinewhether services may beappropriately and economicallyprovided by the District
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Task Force Comments
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Questions