Negotiating with No New Money What Contributes to Employee Job - - PowerPoint PPT Presentation

Negotiating with No New Money

What Contributes to Employee Job Satisfaction?

• It’s all about the Money!
• Is it really about the Money?
• What else could it be?

School Board Role Prior to 1st Session

• Discuss the districts’ objectives & challenges
• Compensation, Benefits, Retaining Staff, Hiring Staff, Other items
• Reflect on district & staff needs
• Have the needs changed?
• Factors to Consider:
• District Size
• Location
• Negotiated Agreement
• Current Costs

Needs Assessment

• What is the District’s perception of the current salary and benefits?
• How does your District’s Salary & Benefits compare to other school district

and other competitors for talent?

• Employee’s perception of the current salary and benefits?
• Utilization Review of each plan to determine actual employee use
• Review of Demographics (has there been a shift)

% Difference in Age – 99-00 to 17-18

• 10.00%
• 8.00%
• 6.00%
• 4.00%
• 2.00%

0.00% 2.00% 4.00% 6.00% 8.00% 10.00%

60+ 55-59 50-54 45-49 40-44 35-39 30-34 25-29 20-24

Difference in Years of Service – 99-00 to 17-18

• 8.00%
• 6.00%
• 4.00%
• 2.00%

0.00% 2.00% 4.00% 6.00% 8.00% 10.00% 12.00% 14.00%

35-40+ 30-34 25-29 20-24 15-19 10 to 14 5 to 9 0 to 4

Need Assessment

• Who is on the teacher Negotiating Team?
• What are the demographics of the teacher team compared to the school

board team?

• Are there any current benefits which they personally would not want to

change or eliminate?

Benefits Assessment

• Review Current Negotiated Agreement
• List Current Benefits – Mandatory and Optional
• Benefits Assessment Could Include
• District Cost of Each Benefit
• Legal Requirements
• Are any benefits underused or not valued by employees?
• Cost Containment Features, including administrative cost

BPS TEACHER BENEFITS 2016-17

• Mandatory
• FICA - $4,602,766
• Health - $11,039,105
• TFFR - $7,928,848
• Total - $23,570,719
• Optional
• Dental - $459,819
• Vision - $162,048
• Disability - $112,866
• Life Insurance - $23,511
• Educational Assistance - $65,274
• Employee Assistance - $16,234
• Total - $839,752

Total Salary/Benefit Costs

• Benefits - $24,410,471 - 28.71%
• Salary - $60,614,224 - 71.29%
• Total - $85,024,695
• Average Teacher – Compensation (salary & benefits) = $85,195

Why Teachers Enter & Leave

• Compensation – when salaries are lower than those of other occupations
• Preparation – higher % leave when they don’t have comprehensive preparation in
• pedagogy. Importance of understanding how to teach and manage classrooms
• Mentoring & Induction – a well-designed program
• Teaching Conditions – including administrative support, collegial opportunities, and

teacher input into decision-making

• Source: A Coming Crisis in Teaching?
• Learning Policy Institute Sept. 2016

Top 5 Contributors to Employee Satisfaction

• 1. Respectful treatment of all employees at all levels – 67% of employees
• 2. Compensation – 63% of employees
• 3. Overall Benefits – 60% of employees
• 4. Job Security – 58% of employees
• 5. Opportunity to use skills and abilities -55% of employees
• 5. Trust between employees and management – 55% of employees
• Source: Employee Job Satisfaction & Engagement (SHRM 2016)

What factors do individuals consider in taking a new job?

• 1. The ability to do what they do best
• 2. Greater work-life balance and better personal well-being
• 3. Greater stability and job security
• 4. A significant increase in income
• 5. The opportunity to work for a company with a great brand or reputation
• Source: Business Journal – March 1, 2017
• The Dream Job

Negotiation

• Cooperation, Compromise, Concession, Conciliation,
• Intercession, Intervention,
• Discussion, Diplomacy,
• Finding the Middle Ground,
• Give & Take