pusd compensation project overview governing board meeting march 14, 2013
TRANSCRIPT
PUSD Compensation Project OverviewGoverning Board MeetingMarch 14, 2013
Overview
Board and Council’s Priority for 2012-13 We are committed to designing and
implementing a creative, modern, competitive, fair and equitable plan to attract, retain, reward and return to our organization the highest quality staff available in order to ensure that every student, every day is prepared to meet tomorrow.
Deep look at Compensation and How it Aligns to Our Goals to Attract, Retain and Reward
Getting Started: Compensation Committee
Administration developed a committee of employees that represented a cross section of our District Classified: transportation, food service, instructional assistants,
clerical and administrative support (both school and district level), information technology, human resources, payroll, maintenance and grounds
Certified: high school, elementary, special education, reading specialist, speech therapist, and instructional coaches
Administrators: high school, elementary, district level support Committee’s purpose: Develop the Components and
Expectations of PUSD’s Compensation System that will Facilitate Attracting, Retaining and Rewarding Highly Effective Staff
From the work of the Compensation Committee, smaller committee will do the analysis and develop the compensation programs
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Current Trends in Compensation
Other Districts/ Employers Movement away from
salary schedules based on steps for tenure
Bigger variance in administrator compensation packages
Competing with municipalities for classified staff (same retirement benefits, higher hourly wages)
Less reliance on benefits to attract employees
Legislature/Political Accountability increasing:
more focus on individual performance for teachers and site administrators
HB 2823 requirement to include performance pay for teachers
Career Ladder compensation last year pay out: 2014-15
Federal funding reductions
How We Compensate Today
Salary schedules Certified:
Steps for Professional Growth and “Longevity” 301 Performance Pay
Classified: Steps across for “Longevity” Non-exempt staff eligible for professional growth stipends
Administrators: Steps across for “Longevity” Performance pay
Other compensation available for full-time employees: Medical and Dental Insurance- same for all employee groups Accrued time off:
Certified: Discretionary Classified: Discretionary/Vacation Administrators: Discretionary/Vacation
High Level Committee Recommendations
Separate cost of living allowance (COLA) increases from other types of increases NEXT STEP: Establish COLA Guidelines and develop
process/methodology to evaluate pay rates/grades Establish on-going budget capacity
Merit: Increase to base salary dependent on employee evaluation score NEXT STEPS: Establish on-going budget capacity to maintain
Performance Pay Goals to qualify for the performance pay could be District or School
performance (301 will be established by 301 Committee) Performance criteria could change each year based on District goals.
NEXT STEP: Establish on-going budget capacity
Evaluate benefit offerings as component of total compensation packages for staff
2013-14- One More Year
Evaluation of project requires additional time to develop specifics
Plan to recognize Professional Growth under current guidelines for pay-out 2013-14
Evaluating ability to provide stipends for hard to fill certified positions
Salary schedules updated and includes changes in funding levels for 301
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Classified: Next Steps and Proposed Timeline
Analysis of Current Jobs and Job Descriptions
Market Analysis Reclassifications/Setting
pay ranges Establish Merit and/or
Performance Pay Guidelines
Bring to Board for consideration and adoption: March 2014
Initiate Committee Establish
performance expectations
Develop Goal Setting Process
Bring to Board for consideration and adoption: April 2014
Compensation Performance Evaluation
Other Outcomes- Classified
Job Descriptions and position descriptions align
On-Boarding process development Training
Administration: Next Steps and Proposed Timeline
Administrators: Conduct market analysis Establish pay grades/step progression Establish performance pay guidelines
School District/Department
Evaluate the non-school administrator evaluation tool possible revision/update
Bring to Board for Adoption and Consideration: March 2014
Certified: Next Steps and Proposed Timeline
301 Performance Pay Committee develops guidelines in compliance with statutory requirements and District outcomes
Base Salary: Market Analysis Evaluate implementation of compensation
incentives for hard to fill areas as part of base pay Determine salary progression process
Tenure? Merit?
Bring to Board for Consideration and Adoption: March 2014
Coaching and Extra Duty Pay Analysis completed by Summer 2014 Roll out for 15-16 school year
Professional Growth
Develop new process and guidelines Roll out and adopt by Fall 2013 for the
2014-15 school year implementation
Questions and Feedback