Compensation & Classification Study for Wicomico County Public - - PowerPoint PPT Presentation

Compensation & Classification Study for Wicomico County Public Schools

Summary Review of MAG International Report Vince Pavic, Director of Human Resources and Employee Relations

Project Description

WCPS contracted with Management Advisory Group (MAG) to conduct a compensation and classification study for all current classifications. Following, is a brief summary of MAG’s findings and recommendations based on:

• Salary survey results (JAQ)
• Current organizational structure
• Job analysis and,
• Internal and external competitiveness considerations

Project Objectives

The objectives of the study were to:

▪ Collect and review job information, from employees and their supervisors, for all

included classifications;

▪ Gather salary data from identified peer and competitor organizations for a number of

“benchmark” classes;

▪ Provide classification/compensation related data to be used in District contract

negotiations sessions. NOTE: Because many of the findings and recommendations are instrumental to the collective bargaining process, some materials are not subject to public disclosure and were provided under separate cover.

Project Tasks

▪ Initiated Project – developed project proposal ▪ Held Initial Meetings – met with administration and management to define scope/goals ▪ Held Dept. Meetings – conducted departmental meetings to gather input ▪ Distributed Salary Survey Instrument – conducted market analysis ▪ Collected/Analyzed Data – collected and reviewed market analysis data gathered ▪ Developed Revised Pay Plan – developed preliminary pay proposals ▪ Developed Salary Adjustment Recommendations – developed adjustment

recommendations

▪ Developed & Submitted Draft Report – submitted initial report for internal analysis ▪ Revised Draft Report – incorporate technical review of draft report materials ▪ Developed and Submitted Final Report – final report written and submitted

Market Salary Survey

▪ Caroline County and Caroline County

Public Schools

▪ Cecil County Public Schools ▪ Dorchester County and Dorchester

County Public Schools

▪ Kent County Public Schools ▪ Ocean City, Maryland ▪ Queen Anne’s County Public Schools ▪ City of Salisbury ▪ Salisbury University ▪ Somerset County and Somerset County

Public Schools

▪ Talbot County and Talbot County Public

Schools

▪ Wicomico County ▪ Worcester County and Worcester County

Public Schools

▪ Wor-WicCommunity College

Organizations utilized for market survey included:

Important Considerations

▪ The market study simply serves as an indicator of market trends ▪ Internal relationships, based on job analysis/evaluation is the more critical element ▪ Not every school district has identical positions and work responsibilities as WCPS ▪ MAG views the market as a general guide in recommending competitive pay rates for

WCPS

▪ Salary considerations are largely contingent upon the collective bargaining process, as

99.26% of the WCPS workforce is covered by collective bargaining agreements

Plan Implementation

▪ MAG recognizes that implementation of a new or revised compensation and

classification program must take into account the following factors:

▪ WCPS’s financial position ▪ Current salary levels ▪ Other variables unique to WCPS

▪ MAG has worked to provide an implementation plan that:

▪ Addresses current inequities ▪ Provides a framework for external competitiveness ▪ Helps WCPS retain its highly qualified workforce ▪ Ensures WCPS does not overpay for positions

Options for Implementation

1.

For employees whose current salary is below the minimum level in an assigned range, the salary would be the minimum in the range. For those exceeding the maximum level, the salary would be frozen at that level until the range allow for movement.

2.

If an equity adjustment approach is selected, the placement of employees within the newly proposed salary matrix will be based on a formula designed to address internal inequity. No salary for any employee is recommended for reduction.

3.

If a simplified approach is selected, then placement of employees on the proposed salary matrix will be based upon the alignment of current grades to the new scale in such a manner as to align the maximum rate at the closest possible match to the existing WCPS scale

Summary of Implementation Costs

▪ Adjustments based on MAG recommendations would cost WCPS approximately

$2,608,575*

▪ Total percentage change to total payroll with total implementation = approximately

8.06%*

▪ Total # of positions within the scope of work = 969* ▪ Total # of positions recommended for adjustment = 803*

*Does not account for changes to payroll or turnover since the study was started (Sept., 2017)