District Compensation Study Analyses and Proposal October 18, - - PowerPoint PPT Presentation

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District Compensation Study Analyses and Proposal October 18, - - PowerPoint PPT Presentation

Feb 04, 2023 187 likes •405 views

District Compensation Study Analyses and Proposal October 18, 2019 Goals and Outcomes Revisit Pay Scale Analyses Recommendations from 2018 Provide clarity around MNPS salary competitiveness Increase understanding of MNPS Compensation

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District Compensation Study

Analyses and Proposal October 18, 2019

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Goals and Outcomes

Revisit Pay Scale Analyses Recommendations from 2018 Provide clarity around MNPS salary competitiveness Increase understanding of MNPS Compensation philosophy, strategies and needs Present school board members with a long‐term compensation strategy for their consideration

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Recommendations from 2018 Compensation Study

Certified Staff Administrative Staff Support Staff

  • Provide annual step

increases

  • Increase step differential

to 1.7%

  • Standardize educational

differential to 5.15%

  • Remove steps 22‐25+

from the salary schedule

  • Standardize step

increases at 1.7%

  • Standardize education

differential at 2.5%

  • 2.5% differential for AP

based on tier level

  • 5.2% differential for

Principals based on tier level

  • Increase differential

between HS Principal and EDS for 1% to 4.2%

  • Standardize grade

differential between grades 1‐4

  • Standardize step

differential at 1.59%

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2018 $25M Ask

Pay Scale Estimated Salary Increase Estimated % Increase Certified Staff $18,042,438 4.70% Administrative Staff $1,593,911 4.20% Support Staff $5,764,831 4.00% All $25,401,179 4.50%

The 2018 recommendations and cost summary were based on a single year salary increase for all employees, but were not funded.

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District Compensation Plan Proposal

2019/20 through 2022/23

Competitive Analyses Benchmarked Against Market Midpoints for All TN School Districts and The Council of Great City Schools Peer Districts (Albuquerque, Atlanta, Denver, El Paso, Fort Worth, Milwaukee)

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People Matter

We believe that in order to deliver a great public education to every student every day,

  • ur compensation strategy must attract and

sustain the talent necessary to provide exemplary levels of service.

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We begin w ith our teachers…

  • If we slot teacher pay at $12,000 below median, the starting

salary of a teacher with a Bachelor’s degree, would be $52,000

  • If we cap veteran teacher salary at $11,000 above median,

their maximum salary will be $75,000 with a Bachelor’s degree

Note: Teachers reach the maximum at their 21st year of service. Assuming step increases only, a teacher with a Bachelor’s degree will reach the median income by their 14th year of teaching.

The median income in Nashville as reported by WSMV is $64,000.

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How w ill w e do this?

  • Propose wages and salaries comparable to
  • ur competitive market with a commitment

to a market analysis every three years

  • Provide standardization within the salary

schedules

  • Grow salaries by awarding employees step

increases annually (years of service)

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Propose w ages and salaries comparable to our competitive market w ith a commitment to a market analysis every three years Competitive Markets

  • Surrounding Counties
  • State of TN
  • The Council of Great City Schools (CGCS)
  • Comparable Districts

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MNPS to Surrounding Counties

Bachelors Step MNPS Williamson Clarksville/ Montgomery Rutherford Franklin SSD MNPS Difference from Highest 44,663 40,150 40,824 41,444 41,461 3,202 5 46,149 43,039 45,244 45,342 46,603 ‐454 10 47,475 47,519 49,644 50,940 51,782 ‐4,307 15 51,771 52,465 54,084 54,578 58,484 ‐6,713 20 58,773 54,106 58,504 56,538 62,954 ‐4,181 25 59,410 62,924 66,300 ‐6,890 *Based on 7/1/19 pay scales

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MNPS to State of TN

NOTE: MNPS excluded Shelby County because they are a pay for performance district and only compensate for advanced degrees in limited circumstances. Bachelor's & 0 YOE Master's & 5 YOE Master's + & 10 YOE EDS & 15 YOE PHD Max YOE All Median as of 1/1/20 Post Program Change All Median MNPS Standardized Rates 2020/2021 $52,000 $59,486 $68,051 $77,848 $91,387 ALL TN Avg 2017/2018 $37,356 $42,707 $49,283 $54,610 $62,027 Aged to 2020/2021 $39,642 $45,321 $52,299 $57,952 $65,823 Market Comparison @ Midpoint 131.2%

131.3% 130.1% 134.3% 138.8% 113.5% 131.3%

assumes 2% aging/year

Refer to Figure 2 (Handout)

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MNPS to CGCS

Bachelor's & 0 YOE Master's & 5 YOE Master's + & 10 YOE EDS & 15 YOE PHD Max YOE All Median as of 1/1/20 Post Program Change All Median MNPS Standardized Rates 2020/2021 $52,000 $59,486

$68,051 $77,848 $91,387

COUNCIL OF GREAT CITY SCHOOLS Aged to 2020/2021 $47,989 $52,128 $46,974 $66,041 $70,886 Market Comparison @ Midpoint 108.4%

114.1% 144.9% 117.9% 128.9% 99.6% 117.9%

assumes 2% aging/year

Refer to Figure 2 (Handout)

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MNPS to Denver & Atlanta

Bachelor's & 0 YOE Master's & 5 YOE Master's + & 10 YOE EDS & 15 YOE PHD Max YOE All Median as of 1/1/20 Post Program Change All Median MNPS Standardized Rates 2020/2021 $52,000 $59,486 $68,051 $77,848 $91,387 DENVER Median 2019/2020 $45,800 $56,201 $65,421

NA $100,000

Aged to 2020/2021 $46,716 $57,325 $66,729

NA $102,000

Market Comparison @ Midpoint 111.3%

103.8% 102.0% NA 89.6% 85.2% 102.9%

ATLANTA Median 2019/2020 $48,086 $56,983

NA $76,219 $93,980

Aged to 2020/2021 $49,048 $58,123

NA $77,743 $95,860

Market Comparison @ Midpoint 106.0%

102.3% NA 100.1% 95.3% 85.6% 101.2%

assumes 2% aging/year

Refer to Figure 2 (Handout)

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Provide standardization w ithin the salary schedules

Benefits

  • Removes stagnant steps
  • Moderates step increase percentages
  • Equalizes educational differentials
  • Establishes degrees of separation
  • Strengthens our position against

comparable markets

Refer to Figure 1 (Handout)

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Grow salaries by aw arding employees step increases annually

Benefits

  • Standard progression of the salary schedule

from year to year helps to prevent compression

  • Allows for employee salaries to grow in

comparison to market (1.7% to 2% per step)

  • Provides transparency in the growth rate of
  • ur salary schedule

Refer to Figure 3 (Handout)

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Compensation Estimated Cost Projection

Total Cost: $153,695,887

Refer to Figure 1 (Handout)

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Comparison by Employee Group/Role

POSITION Beginning Grade & Step SY 18/19 SY19/20 (NO STEP) SY 20/21 (W/STEP) SY 21/22 (W/STEP) SY 22/23 (W/STEP) TOTAL % SALARY INCREASE Support GR 6 S 13 $ 35,287 $ 37,436 $ 38,431 $ 39,419 $ 40,887 16% Support GR 12 S 13 $ 71,452 $ 75,804 $ 77,810 $ 79,769 $ 82,985 16% Certificated Teacher BA STEP 0 $ 43,363 $ 46,004 $ 53,783 $ 55,244 $ 56,745 31% Certificated Teacher BA STEP 10 $ 46,093 $ 48,900 $ 63,658 $ 65,387 $ 67,164 46% Certificated Teacher BA STEP 21 $ 57,680 $ 61,192 $ 75,137 $ 75,888 $ 76,647 33% Asst Principal ‐ ES MA STEP 4 $ 75,585 $ 80,188 $ 81,660 $ 85,607 $ 87,934 16% Asst Principal ‐ HS MA STEP 4 $ 79,745 $ 84,601 $ 86,935 $ 90,596 $ 93,057 17% Principal ‐ ES MA STEP 4 $ 98,275 $ 104,260 $ 107,058 $ 111,901 $ 114,941 17% Principal ‐ MS MA STEP 4 $ 101,551 $ 107,735 $ 110,627 $ 115,631 $ 118,773 17% Principal ‐ HS MA STEP 4 $ 109,194 $ 115,844 $ 118,953 $ 124,334 $ 127,712 17%

SY 18/19 Through SY 22/23 Comparison by Employee Group

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Central Office/Support Salary Projection “Sample”

If we applied the same compensation funding model to Central Office leadership and higher grade support positions…

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POSITION Beginning Grade & Step SY 18/19 SY19/20 (NO STEP) SY 20/21 (W/STEP) SY 21/22 (W/STEP) SY 22/23 (W/STEP) TOTAL % SALARY INCREASE Support GR 15 S 13 $ 116,745 $ 123,856 $ 127,093 $ 130,332 $ 135,510 16% Support GR 16 S 13 $ 128,772 $ 136,614 $ 140,187 $ 143,742 $ 149,467 16% Director MA STEP 4 $ 101,662 $ 107,853 $ 110,548 $ 126,688 $ 130,130 28% Executive Director MA STEP 4 $ 103,922 $ 110,251 $ 112,966 $ 139,063 $ 142,841 37%

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Additional Considerations

  • Paying for endorsements in EL and EE
  • Assess compensation as it relates to advanced degree

structure against competitive market

  • Explore the possibility of adding a longevity bonus to the

certified salary schedule

  • Research policy and practice for awarding years of

experience for new hires

  • Explore the creation of a separate Central Office

compensation scale

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Additional Considerations Con’t

  • Explore possibility of adding a new teacher recruitment

bonus SY19/20 Competitor Recruitment Bonus Offerings

  • Williamson‐ $2,000 + $1,500 for Hard to Fill + $1,000 for those hired during

Spring Hiring Fair

  • Rutherford‐ $3,000 for Hard to Fill + $2,000 for signing contract by March 1
  • Knox‐up to $7,000 for Hard to Fill (paid over three years)
  • Continue to research development of grow your own

models in partnership with Educational Preparation Providers

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Discussion