Chesterfield County Public Schools FY21 Compensation Study

© 2020 by The Segal Group, Inc.

Chesterfield County Public Schools

FY21 Compensation Study School-based Positions Findings & Recommendations Final November 30, 2020

9196497v2/16435.001 i

Table of Contents

Executive Summary ............................................................................................................................................................ 1

Purpose of the Study ........................................................................................................................................................................... 1 Employee Opinions and Priorities ....................................................................................................................................................... 3 Market Competitiveness of Salary Scales ........................................................................................................................................... 5 Pay Compression ................................................................................................................................................................................ 9 Summary of Recommendations ........................................................................................................................................................ 12

Teachers ............................................................................................................................................................................ 14

Pay Compression .............................................................................................................................................................................. 19 Market Comparisons ......................................................................................................................................................................... 23

Professional Support Positions ....................................................................................................................................... 39

School Administrators ...................................................................................................................................................... 48

Paraprofessional Educators ............................................................................................................................................. 55

Recommendations ............................................................................................................................................................ 59

Teachers ............................................................................................................................................................................................ 59 Professional Support Positions .......................................................................................................................................................... 84 School Administrators ........................................................................................................................................................................ 93 Paraprofessional Educators ............................................................................................................................................................ 115

Appendix A—Additional Market Comparisons ............................................................................................................. 122

Appendix B—Employee Climate Survey Results ......................................................................................................... 147

Final November 30, 2020 CCPS FY21 Compensation Study 1

Executive Summary Purpose of the Study The goal of this study is to evaluate the market competitiveness and internal equity of pay rates among Chesterfield’s school-based employees, including:

Teachers and other licensed professional educators Other school-based professionals, such as school psychologists School-based administrators Paraprofessional roles, such as instructional assistants

In other words, the study covers teachers and other student-facing positions that are comparable to and/or are part of the teacher career path. For example, Instructional Assistants are included because they are school-based employees who work with teachers in the classroom and represent an important pipeline to teaching roles. School administrators are included because they represent promotional positions for teachers and other licensed professionals. If the salary review addressed teacher pay in isolation (that is, without addressing the pipeline or promotional roles) the result would risk creating disincentives for talented individuals to seek career advancement and promotions within CCPS.

In total, the job titles included in this study cover 5,655 employees, which represent a significant majority of the Chesterfield’s student-facing workforce as of June 2020.

Job Category Job Titles

# of Employees as of June 2020

Licensed Professional Educators Teachers, School Counselors, Librarians, and others paid on the teacher scale 4,716

Professional Positions Social Workers, Psychologists, and Occupational/Physical Therapists 85

School Administrators Assistant Principals, School Principals 181

Paraprofessional Educators Instructional Assistants, Interpreters, Testing & Career Center Coordinators 673

Total 5,655


The market comparisons reflect FY21 salary scales and compensation practices of the following Virginia school divisions, which were chosen based on their proximity and enrollment comparability to Chesterfield, as well as representation of regions that have been Chesterfield’s main competitors for talent (that is, the Richmond area, Northern Virginia, and Hampton Roads).

School Division 2019-20

Enrollment

Hanover County Public Schools 17,541

Henrico County Public Schools 51,786

Richmond City Public Schools 25,212

Prince William County Public Schools 92,270

Virginia Beach City Public Schools 68,706

Salary rates for divisions outside the Richmond area have been geographically adjusted (Prince William -13.6% and Virginia Beach +2.2%)


Employee Opinions and Priorities As part of the study, we conducted an opinion survey of CCPS’s educators regarding working conditions, including their views, preferences, and priorities regarding compensation, benefits, and other aspects of working at Chesterfield.

The web-based survey was distributed to all school-based employees via email during the week of October 28, with a deadline of November 13, 2020. A total of 4,705 individuals completed the survey, reflecting a response rate of 79% as shown below.

Job Category Survey

Response Rate

Instructional Assistants and other paraprofessional 82%

Teachers and others paid on the teacher pay scale 78%

Professional Support positions, such as School Psychologists, Social Workers, and Occupational Therapists 87%

Assistant/Associate Principals 94%

School Principals 86%

Total 79%

The survey asked questions related to:

The main reasons they initially chose to work at CCPS

The primary reasons they stay

The top reasons employees leave

The perceived comparability of Chesterfield’s total compensation offerings and work environment compared with other Virginia school divisions


Overall the employee climate survey found that:

1. The top reasons current employees initially chose to work at CCPS are:

Location CCPS’s reputation Job security/stability Ability to work at their preferred grade/school level, specialty area Benefits (such as health, retirement, paid leave, etc.)

2. Only about 10% of respondents say they came to work for CCPS because of the salary offer or future salary potential

3. The top reasons employees stay with CCPS are:

Co-workers or colleagues Location Ability to work at their preferred grade/school level, specialty area Culture or work environment Benefits

4. Less than 5% say they stay with Chesterfield because of current pay rates or future salary potential

5. The top reasons employees leave CCPS are:

For a better salary For better future salary growth/potential Leadership at the school/location or division overall For personal or family reasons Culture or work environment

6. 81% say a major reason employees leave CCPS is for a better salary or pay level

7. 55% say CCPS’s pay rates are worse than other school divisions in Virginia, including 66% of those with 10-20 years of service

8. The narrative comments indicate strong dissatisfaction with the competitiveness of compensation, as well as frustration regarding pay compression between newer and more experienced employees

Additional details can be found in Appendix B of this report.

The next section summarizes the findings of the market study and internal pay equity analysis.


Market Competitiveness of Salary Scales Overall we found that current pay ranges lag the market for nearly all positions in the study. In most cases, the study shows that starting pay rates are generally close to the market average, but the pay gap widens throughout the range.

For example, entry-level pay rates for teachers are within a few hundred dollars of the market average, but the rates lag for mid-career teachers, as summarized in the chart below. On average, over a 35-year career, a Chesterfield teacher with a master’s degree earns about 10% less than the market average. (See pages 23-38 for more information.)

Exhibit 1 Teacher Pay Scale Market Comparison

Master’s Lane

Market Average = The straight average of Hanover, Henrico, Richmond, Virginia Beach and Prince William school divisions Salary rates for divisions outside the Richmond area have been geographically adjusted (Prince William -13.6% and Virginia Beach +2.2%)

$45,000

$50,000

$55,000

$60,000

$65,000

$70,000

$75,000

$80,000

0 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35

10-M

onth

Sal

ary

Years of Service

Market Average

Chesterfield PS


Salaries for the professional support positions follow a similar pattern, with entry rates somewhat close to the market average and maximum rates trailing the market by about 20%. (See pages 39-46 for more information.)

Exhibit 2 Market Comparison of Daily Pay Rates

Social Worker, Psychologist, Occupational/Physical Therapist

Pay rates for divisions outside the Richmond area have been geographically adjusted (Prince William -13.6% and Virginia Beach +2.2%)

$223$237 $231 $237 $231

$246

$370

$450

$378

$450

$370

$465

$150

$200

$250

$300

$350

$400

$450

$500

$550

Teal bold indicates Chesterfield County Public SchoolsBlack indicates market average

School Social Worker School Psychologist Occupational/Physical Therapist


The market gap is widest for Assistant Principals, with both entry and top pay rates about 20% to 30% below the market average. Salaries for School Principals follow a similar pattern as teachers, with market-comparable starting rates, but maximum rates significantly below market. (See pages 48-52 for more information.)

Exhibit 3 Market Comparison School Administrators

$51,417

$63,496$58,742

$68,173

$58,742

$71,514

$87,138 $87,236

$97,389 $94,224

$107,641$102,564$87,799

$115,609

$100,310

$123,417

$100,310

$129,474 $130,886

$154,846

$142,469

$167,141

$154,052

$181,883

$25,000

$50,000

$75,000

$100,000

$125,000

$150,000

$175,000

$200,000


Asst PrincipalElementary(11 months)

Asst PrincipalMiddle

(11 months)

Asst PrincipalHigh School(11 months)

PrincipalElementary(12 months)

PrincipalMiddle

(12 months)

PrincipalHigh School(12 months)


Pay rates for Instructional Assistants and other paraprofessionals start somewhat competitively, but become increasingly non-competitive throughout the range, similar to the findings for teachers. (See pages 55-57 for more information.)

Exhibit 4 Market Comparisons

Paraprofessional Educators

Pay rates for divisions outside the Richmond area have been geographically adjusted (Prince William -13.6% and Virginia Beach +2.2%)

$12.19 $12.51 $12.80 $12.68

$20.77$23.11 $23.74 $24.28

$20.82

$25.44$21.86

$25.81

$35.47

$43.97$40.53

$51.37

$0

$10

$20

$30

$40

$50

$60


Instructional Assistant (General Education)

Instructional Assistant (Special Education)

Testing & Career Center Coordinator

Sign LanguageInterpreter


Pay Compression In addition to the external/market comparisons, we also assessed the internal pay equity among current employees. Specifically, we evaluated whether current pay rates are consistent with years of related work experience (including time prior to joining CCPS).

We found pay compression among employees in all job categories.

Among teachers, we found that the pay scale structure results in little pay differences between employees with different levels of experience. For example, the salary for a five-year teacher is only $1,376 higher than a first year teacher and an educator with 10 years on the job is making only 6% more than a first year teacher. The cause of this pay compression is the incremental differences between steps in the scale and how the scale is adjusted each year (see pages 19-22 for more information).

Exhibit 5 Chesterfield FY21 10‐Month Teacher Salary Rates

Bachelor’s Lane

$45,792

$45,817

$46,041

$46,266

$46,937

$47,168

$47,635

$47,740

$47,845

$48,492

$48,597

$40,000 $45,000 $50,000 $55,000 $60,000

0

1

2

3

4

5

6

7

8

9

10

Year

s

A 10-year teacher makes $2,805 or 6% more than a first-year teacher


First-year teacher salary


Among support professionals and school administrators we found little correlation between salary levels and years of related work experience, as summarized in the chart below. (See pages 47 and 53-54 for more information.)

Exhibit 6 Distribution of

Professional Support Employees and School Administrators by Years of Experience and Salary Level

Includes School Social Workers, Psychologists, Occupational/Physical Therapists, Assistant Principals, and Principals.

90%

100%

110%

120%

130%

140%

150%

160%

170%

180%

0 2 4 6 8 10 12 14 16 18 20 22 24 26 28 30 32 34 36 38 40 42 44 46

Sala

ry a

s a

Perc

ent o

f Pay

Ran

ge M

inim

um

Years of Professional Experience

Pay Range Midpoint

Pay Range Minimum

Pay Range Maximum


Among paraprofessional educators, salaries generally trend with work experience, but many disparities still exist. (See page 58 for more information.)

Exhibit 7

Distribution of School‐based Paraprofessional Employees by Years of Experience and Pay Level

80%

90%

100%

110%

120%

130%

140%

150%

160%

170%

180%

0 2 4 6 8 10 12 14 16 18 20 22 24 26 28 30 32 34 36 38 40 42 44 46 48 50

Pay

Rat

e as

a P

erce

nt o

f Ran

ge M

inim

um

Years of Experience

Range Midpoint

Range Minimum

Range Maximum


Summary of Recommendations To close the market gaps and to alleviate pay compression among current employees, we recommend the following. More details can be found regarding each recommendation starting on page 59.

Exhibit 8

Summary of Recommendations for Each Job Category

Job Category Recommendations

Teachers

A market-competitive pay scale that provides salary growth aligned with professional growth

Placement of current teachers on the new scale based on their years of experience

Options for a phased in implementation over three years

School Administrators

A separate pay scale aligned with market rates and linked to the proposed teacher pay scale

Placement of current administrators on the new scale based on their years of experience

Three-year phased approach (in conjunction with the teacher scale implementation)

Professional Support Positions Reclassification to one pay grade higher, consistent with market rates (from Grade 40 to 41)

Salary adjustments for current employees commensurate with years of experience

Paraprofessional Educators Reclassification to one pay grade higher, consistent with market rates (IAs from Grade 34 to 35,

Interpreters from Grade 38 to 39, Testing & Career Center Coordinator from Grade 39 to 40)

Salary adjustments for current employees commensurate with years of experience


If the proposed recommended pay structures are implemented over a three-year period, we estimate the salary cost impact to be about $18m in the first year, about $11m in the second year, and $7.5m in the third year. When salary-related benefits are included, these cost estimates are about 27% higher, as shown in the tables below. More details can be found starting on page 59.

Exhibit 9 Estimated Annual Fiscal Impact

of Recommendations Salary Only Cost1

Job Category Year 1 Year 2 Year 3 3-Year Total

Teachers $13.70m $10.32m $7.00m $31.02m

School Administrators $2.24m $0.71m $0.49m $3.44m

Professional Support Positions $0.43m -- -- $0.43m

Paraprofessional Educators $2.02m -- -- $2.02m

Total $18.4m $11.0m $7.5m $36.9m

Salary plus Benefits Cost2

Job Category Year 1 Year 2 Year 3 3-Year Total

Teachers $17.37m $13.09m $8.87 $39.33m

School Administrators $2.83m $0.90m $0.62 $4.36m

Professional Support Positions $0.54m $0.00 $0.00 $0.54m

Paraprofessional Educators $2.49m $0.00 $0.00 $2.49m

Total $23.2m $14.0m $9.5m $46.7m

1 Salary-only cost includes estimated base salary increases only, excluding any additional costs associated with retirement plan contributions and any other benefits driven by salary. 2 Salary plus benefits cost includes base salary increases plus estimated increased contributions to VRS benefits, retiree health insurance credit, life insurance, and FICA payroll tax.


Teachers Current Teacher Pay Scale Chesterfield’s FY21 teacher pay scale has three pay lanes based on educational attainment (Bachelor’s, Master’s, and Doctorate), which are 5% apart. All pay lanes have 35 steps, with step increase amounts ranging from $25 to $943 or 0.1% to 1.7%. This pay structure is generally consistent with traditional teacher pay plans throughout the country, with pay differentiated by education level and steps to recognize experience and professional growth.

As shown in this analysis, however, Chesterfield’s current scale lags the market because of the small incremental values at each step (as low as $25 per year) when most other school divisions provide annual increases of around 1% per year in addition to across-the-board scale adjustments.

Exhibit 10

Chesterfield County Public Schools FY21 Teacher Pay Scale

10-Month Annual Salary 200 days, 8 hours/day

Bachelor’s Step Increments

Master’s Step Increments

Doctorate Step Increments

BA to MA increase

MA to PhD Increase

Bachelor's Master's Doctorate $ % $ % $ % $ % $ % 0 $45,792 $48,082 $50,486 $2,290 5.0% $2,404 5.0% 1 $45,817 $48,108 $50,513 $25 0.1% $26 0.1% $27 0.1% $2,291 5.0% $2,405 5.0% 2 $46,041 $48,343 $50,760 $224 0.5% $235 0.5% $247 0.5% $2,302 5.0% $2,417 5.0% 3 $46,266 $48,579 $51,008 $225 0.5% $236 0.5% $248 0.5% $2,313 5.0% $2,429 5.0% 4 $46,937 $49,283 $51,748 $671 1.5% $704 1.5% $740 1.5% $2,347 5.0% $2,464 5.0% 5 $47,168 $49,527 $52,003 $232 0.5% $243 0.5% $255 0.5% $2,358 5.0% $2,476 5.0% 6 $47,635 $50,017 $52,518 $467 1.0% $490 1.0% $515 1.0% $2,382 5.0% $2,501 5.0% 7 $47,740 $50,127 $52,634 $105 0.2% $110 0.2% $116 0.2% $2,387 5.0% $2,506 5.0% 8 $47,845 $50,238 $52,750 $105 0.2% $110 0.2% $116 0.2% $2,392 5.0% $2,512 5.0% 9 $48,492 $50,917 $53,463 $647 1.4% $679 1.4% $713 1.4% $2,425 5.0% $2,546 5.0% 10 $48,597 $51,027 $53,579 $105 0.2% $110 0.2% $116 0.2% $2,430 5.0% $2,551 5.0%



Bachelor’s Step Increments

Master’s Step Increments

Doctorate Step Increments

BA to MA increase

MA to PhD Increase

Bachelor's Master's Doctorate $ % $ % $ % $ % $ % 11 $48,702 $51,138 $53,694 $105 0.2% $110 0.2% $116 0.2% $2,435 5.0% $2,557 5.0% 12 $48,808 $51,248 $53,810 $105 0.2% $110 0.2% $116 0.2% $2,440 5.0% $2,562 5.0% 13 $48,913 $51,358 $53,926 $105 0.2% $110 0.2% $116 0.2% $2,446 5.0% $2,568 5.0% 14 $49,018 $51,469 $54,042 $105 0.2% $110 0.2% $116 0.2% $2,451 5.0% $2,573 5.0% 15 $49,347 $51,815 $54,405 $330 0.7% $346 0.7% $363 0.7% $2,467 5.0% $2,591 5.0% 16 $49,452 $51,925 $54,521 $105 0.2% $110 0.2% $116 0.2% $2,473 5.0% $2,596 5.0% 17 $50,202 $52,712 $55,348 $750 1.5% $787 1.5% $827 1.5% $2,510 5.0% $2,636 5.0% 18 $51,055 $53,608 $56,288 $853 1.7% $896 1.7% $940 1.7% $2,553 5.0% $2,680 5.0% 19 $51,908 $54,504 $57,229 $853 1.7% $896 1.7% $940 1.7% $2,595 5.0% $2,725 5.0% 20 $52,763 $55,401 $58,171 $855 1.6% $898 1.6% $943 1.6% $2,638 5.0% $2,770 5.0% 21 $53,616 $56,297 $59,112 $853 1.6% $896 1.6% $940 1.6% $2,681 5.0% $2,815 5.0% 22 $54,471 $57,195 $60,054 $855 1.6% $898 1.6% $943 1.6% $2,724 5.0% $2,860 5.0% 23 $55,324 $58,090 $60,995 $853 1.6% $896 1.6% $940 1.6% $2,766 5.0% $2,905 5.0% 24 $56,179 $58,988 $61,938 $855 1.5% $898 1.5% $943 1.5% $2,809 5.0% $2,949 5.0% 25 $57,032 $59,884 $62,878 $853 1.5% $896 1.5% $940 1.5% $2,852 5.0% $2,994 5.0% 26 $57,887 $60,781 $63,821 $855 1.5% $898 1.5% $943 1.5% $2,894 5.0% $3,039 5.0% 27 $58,740 $61,677 $64,761 $853 1.5% $896 1.5% $940 1.5% $2,937 5.0% $3,084 5.0% 28 $59,595 $62,575 $65,704 $855 1.5% $898 1.5% $943 1.5% $2,980 5.0% $3,129 5.0% 29 $60,448 $63,470 $66,644 $853 1.4% $896 1.4% $940 1.4% $3,022 5.0% $3,174 5.0% 30 $61,303 $64,368 $67,587 $855 1.4% $898 1.4% $943 1.4% $3,065 5.0% $3,218 5.0% 31 $62,156 $65,264 $68,527 $853 1.4% $896 1.4% $940 1.4% $3,108 5.0% $3,263 5.0% 32 $63,011 $66,162 $69,470 $855 1.4% $898 1.4% $943 1.4% $3,151 5.0% $3,308 5.0% 33 $63,864 $67,057 $70,410 $853 1.4% $896 1.4% $940 1.4% $3,193 5.0% $3,353 5.0% 34 $64,719 $67,955 $71,353 $855 1.3% $898 1.3% $943 1.3% $3,236 5.0% $3,398 5.0% 35 $65,572 $68,851 $72,293 $853 1.3% $896 1.3% $940 1.3% $3,279 5.0% $3,443 5.0%


Distribution of Current Employees As of June 2020, about 4,700 individuals are paid on the teacher pay scale, covering a range of educator roles, as shown below.

Scale Job Group Number (as of June 2020) Percent

Classroom Teacher* 4,098 86.90% School Counselor 157 3.33% Librarian 90 1.91% Speech Therapist 74 1.57% Special Education Coordinator 63 1.34% Support Specialist or Coach 43 0.91% Instructional Designer 38 0.81% Reading Specialist 36 0.76% Dean of Students 31 0.66% School Counselor Coordinator 24 0.51% Assessment Coordinator 12 0.25% Family Life Educator 11 0.23% Specialty Center Coordinator 11 0.23% Educational Diagnostician 8 0.17% Intensive Day Coordinator 5 0.11% E-Learning Developer/Integrator 4 0.08% Student Wellness Integrator 3 0.06% IB Coordinator 2 0.04% Vocational Assessor 2 0.04% Audiologist 1 0.02% Interpreter 1 0.02% Nurse Coordinator 1 0.02% Transition Job Coordinator 1 0.02% Total 4,716 100.00%

*Includes pre-school teachers and head start teachers


A majority (57%) are paid on the Master’s and Doctorate lanes. Forty percent (40%) are within the first quarter of the salary range (steps 0 to 9) and nearly three-quarters (71%) are within the first half (steps 0 to 18). The average 10-month salary is about $52,600.

Exhibit 11

Distribution of Employees as of June 2020 on the FY21 Teacher Pay Scale

Step Bachelor's Master's Doctorate Total Percent Percent

Steps 0-3 349 312 4 665 14%

40% Steps 4-6 251 371 16 638 14%

Steps 7-9 224 336 14 574 12%

Steps 10-12 192 248 9 449 10%

31% Steps 13-15 220 282 19 521 11%

Steps 16-18 200 262 20 482 10%

Steps 19-21 169 221 12 402 9%

22% Steps 22-24 119 220 21 360 8%

Steps 25-27 108 148 9 265 6%

Steps 28-30 77 67 6 150 3%

8% Steps 31-33 51 51 7 109 2%

Steps 34+ 45 55 1 101 2%

Total 2,005 2,573 138 4,716

100% 100% 43% 55% 3% 100%

Average 10-month base salary $50,854 $53,605 $61,100 $52,655 -- --


Exhibit 12

Distribution of Chesterfield PS Teachers among Pay Steps on the FY21 Teacher Pay Scale

Reflects information as of June 2020

8%

22%

31%

40%

0% 5% 10% 15% 20% 25% 30% 35% 40% 45% 50%

Steps 28-35+

Steps 19-27

Steps 10-18

Steps 0 to 9

71% of teachers are

paid in the first half of the

scale


Pay Compression The structure of Chesterfield’s current salary scale provides small incremental pay increases each year, which result in pay compression between newer and more experienced teachers. For example, today a Chesterfield teacher with five years of experience is making only $1,376 per year more than a first-year teacher (about 3% more) and a teacher with 10 years of experience is making only $2,805 more than a first-year teacher. After 15 years in the classroom, teachers can expect to make only about $3,500 more than their first year.

Exhibit 13 Chesterfield 10‐Month Teacher Salary Rates

Bachelor’s Lane

$45,792

$45,817

$46,041

$46,266

$46,937

$47,168

$47,635

$47,740

$47,845

$48,492

$48,597

$48,702

$48,808

$48,913

$49,018

$49,347

$40,000 $45,000 $50,000 $55,000 $60,000

0

1

2

3

4

5

6

7

8

9

10

11

12

13

14

15

Year

s



First-year teacher salary

A 15-year teacher makes $3,555 or 7.8% more than a first-year teacher


By contrast, teachers in other school divisions can expect salary growth that aligns with their professional growth. The chart below shows the salary distribution of Chesterfield’s current teachers by years of experience, along with the salary rate they would have if they worked for Richmond City Schools or Prince William County Schools3.

Exhibit 14 Distribution of Teachers by Years of Experience and 10‐month Salary

Bachelor’s Lane

3 Prince William salary rates have been geographic adjusted to reflect Richmond area costs.

$40,000

$45,000

$50,000

$55,000

$60,000

$65,000

$70,000

$75,000

$80,000

0 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20

10-M

onth

Bas

e Sa

lary

Years of Experience

Prince William PSRichmond PSChesterfield PS


The cause of this pay compression is the incremental differences between steps in the salary scale, especially in the first 15 steps. As shown in the table below, annual increases on the Bachelor’s lane vary, ranging from $25 to $855 per year. The salary growth is slowest from years 0 through 16. For several years, the annual increase is $105 per year (or about 0.2%). After 16 years, however, the pace accelerates to about $855 per year (about 1.5%). The market comparisons in the next section show how this progression compares with other Virginia school divisions.

Exhibit 15 Chesterfield County Public Schools

FY21 Teacher Pay Scale—Bachelor’s Lane Annual

Step Annual Salary

Annual Step Increment Increase from First Year

0 $45,792 $ % $ % 1 $45,817 $25 0.1% $25 0.1% 2 $46,041 $224 0.5% $249 0.5% 3 $46,266 $225 0.5% $474 1.0% 4 $46,937 $671 1.5% $1,145 2.5% 5 $47,168 $232 0.5% $1,376 3.0% 6 $47,635 $467 1.0% $1,843 4.0% 7 $47,740 $105 0.2% $1,948 4.3% 8 $47,845 $105 0.2% $2,053 4.5% 9 $48,492 $647 1.4% $2,700 5.9% 10 $48,597 $105 0.2% $2,805 6.1% 11 $48,702 $105 0.2% $2,910 6.4% 12 $48,808 $105 0.2% $3,016 6.6% 13 $48,913 $105 0.2% $3,121 6.8% 14 $49,018 $105 0.2% $3,226 7.0% 15 $49,347 $330 0.7% $3,555 7.8% 16 $49,452 $105 0.2% $3,660 8.0% 17 $50,202 $750 1.5% $4,410 9.6% 18 $51,055 $853 1.7% $5,263 11.5% 19 $51,908 $853 1.7% $6,116 13.4% 20 $52,763 $855 1.6% $6,971 15.2% 21 $53,616 $853 1.6% $7,824 17.1% 22 $54,471 $855 1.6% $8,679 19.0%


Annual Step

Annual Salary

Annual Step Increment Increase from First Year

23 $55,324 $853 1.6% $9,532 20.8% 24 $56,179 $855 1.5% $10,387 22.7% 25 $57,032 $853 1.5% $11,240 24.5% 26 $57,887 $855 1.5% $12,095 26.4% 27 $58,740 $853 1.5% $12,948 28.3% 28 $59,595 $855 1.5% $13,803 30.1% 29 $60,448 $853 1.4% $14,656 32.0% 30 $61,303 $855 1.4% $15,511 33.9% 31 $62,156 $853 1.4% $16,364 35.7% 32 $63,011 $855 1.4% $17,219 37.6% 33 $63,864 $853 1.4% $18,072 39.5% 34 $64,719 $855 1.3% $18,927 41.3% 35 $65,572 $853 1.3% $19,780 43.2%

$40,000

$45,000

$50,000

$55,000

$60,000

$65,000

$70,000

$75,000

$80,000

0 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35

10-M

onth

Sal

ary

Years of Service

Chesterfield PSTeacher Salary Progression over 35 Years

Bachelorʹs Lane


Market Comparisons Pay Progression Over 35 years, Chesterfield’s average step increase is 1.0% (or $565) per year, which is lower than many of the comparator school divisions. The market average is 1.3% or at least $800 per year.

Exhibit 16

Teacher Pay Progression General Policy and Average Increases per Year

Bachelor’s Lane Master’s Lane

School Division General Policy

Average % Increase

each year*

Average $ Increase

each year*

Average % Increase

each year*

Average $ Increase

each year*

Hanover One step each year 1.0% $532 1.0% $564

Henrico One step and/or COLA if Board approved4 0.8% $427 0.8% $447

Richmond One step each year 1.2% $679 1.2% $713

Prince William One step each year 2.6% $1,783 2.4% $1,782

Virginia Beach One step each year 1.1% $656 1.1% $656

MARKET AVERAGE 1.3% $815 1.3% $833

Chesterfield One step each year 1.0% $565 1.0% $593

*Up to 35 years

4 COLA = Cost of Living Adjustment. For this analysis, we have assumed a progression consistent with the placement policy (generally one step every three years).


The effect of these lower step increases is shown below. Over a 35-year career, Chesterfield’s teachers with a Bachelor’s degree lag the market by about $6,260 per year on average (or 10%).

Exhibit 17 FY21 Teacher Pay Progression

Annual Earnings over a 35‐Year Career5 Bachelor’s Lane


5 Assuming no scale adjustments

$40,000

$45,000

$50,000

$55,000

$60,000

$65,000

$70,000

$75,000

$80,000

0 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35

10-M

onth

Sal

ary

Years of Service

Market Average

Chesterfield PS

$6,261 per year average

market gap (10%)


On a cumulative basis over a 35-year career, a Chesterfield teacher with a Bachelor’s degree will earn 11% less (about $225,000) than the market average.

Exhibit 18

FY21 Teacher Pay Progression 35‐Year Cumulative Career Earnings

Bachelor’s Lane


$1.86 $1.91 $1.91 $2.09 $2.10 $2.14

$2.73

$0.00

$0.50

$1.00

$1.50

$2.00

$2.50

$3.00

Hanover Henrico Chesterfield VirginiaBeach

Richmond MARKETAVERAGE

PrinceWilliam

Cum

ulat

ive

Earn

ings

in m

illion

s


CCPS ranks 4th or 5th at most points in the Bachelor’s salary range. The market gap is most pronounced for experienced teachers. For example, a Chesterfield 15-year teacher has a salary about $6,500 lower than the market average and is the lowest among these school divisions.

Exhibit 19

Teacher Salary Comparisons by Years of Service Bachelor’s Lane

School Division First Year

5 Years

10 Years

15 Years

20 Years

25 Years

30 Years

35 Years

Hanover $45,293 $46,877 $48,410 $49,410 $50,592 $53,570 $58,163 $63,904

Henrico $46,000 $48,208 $49,351 $51,720 $54,203 $55,489 $58,153 $60,944

Richmond $47,325 $50,160 $53,162 $56,348 $59,720 $63,299 $67,089 $71,106

Prince William $43,456 $49,546 $58,226 $68,290 $79,955 $93,481 $105,844 $105,844

Virginia Beach $48,039 $48,732 $50,168 $53,406 $59,274 $65,142 $71,007 $71,007

Market Average $46,023 $48,704 $51,864 $55,835 $60,749 $66,196 $72,051 $74,561

Chesterfield $45,792 $47,168 $48,597 $49,347 $52,763 $57,032 $61,303 $65,572

$ Difference ($231) ($1,536) ($3,266) ($6,487) ($7,986) ($9,164) ($10,748) ($8,989)

% Difference -0.5% -3.3% -6.7% -13.1% -15.1% -16.1% -17.5% -13.7%

CCPS Rank among 6 School Divisions 4 5 5 6 5 4 4 4



The findings are similar for the Master’s lane, with Chesterfield’s salaries lagging the overall market by $6,820 per year on average over a 35-year career (10%). Compared with the three Richmond area school divisions, Chesterfield’s masters lane salaries lag by about 3% or $1,420 per year on average.


by Years of Service Master’s Lane


$40,000

$45,000

$50,000

$55,000

$60,000

$65,000

$70,000

$75,000

$80,000

0 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35

10-M

onth

Sal

ary

Years of Service

Market Average

Chesterfield PS


overall market gap

(10%)


Similar to findings at the Bachelor’s lane, a Chesterfield teacher with a Master’s degree will earn 11% less than the overall market average over a 35-year career (about $245,000).

Exhibit 21

FY21 Teacher Pay Progression 35‐Year Cumulative Career Earnings

Master’s Lane


$1.97 $2.00 $2.01 $2.19 $2.21 $2.25

$2.90

$0.00

$0.50

$1.00

$1.50

$2.00

$2.50

$3.00

$3.50

Hanover Henrico Chesterfield VirginiaBeach

Richmond MARKETAVERAGE

PrinceWilliam

Cum

ulat

ive

Earn

ings

in m

illion

s


Chesterfield ranks 5th or 6th at most points in the Master’s salary range. The market gap is most pronounced for mid-career teachers.

Exhibit 22

Teacher Salary Comparisons by Years of Service Master’s Lane


5 Years

10 Years

15 Years

20 Years

25 Years

30 Years

35 Years

Hanover $48,011 $49,690 $51,315 $52,375 $53,627 $56,784 $61,652 $67,739

Henrico $48,208 $50,522 $51,720 $54,203 $56,805 $58,153 $60,944 $63,869

Richmond $49,691 $52,667 $55,821 $59,163 $62,707 $66,463 $70,443 $74,660

Prince William $48,413 $54,504 $63,184 $73,247 $84,912 $98,438 $110,799 $110,799

Virginia Beach $50,593 $51,286 $52,723 $55,961 $61,829 $67,696 $73,561 $73,561

Market Average $48,983 $51,734 $54,953 $58,990 $63,976 $69,507 $75,480 $78,126

Chesterfield $48,082 $49,527 $51,027 $51,815 $55,401 $59,884 $68,851 $68,851

$ Difference ($901) ($2,207) ($3,925) ($7,175) ($8,574) ($9,623) ($6,629) ($9,275)

% Difference -1.9% -4.5% -7.7% -13.8% -15.5% -16.1% -9.6% -13.5%




Market Comparisons continued New Hire Placement When hiring a new educator, all school divisions recognize prior teaching experience, most with a one-step for one-year policy. Two divisions (Henrico, Prince William) consolidate certain years and limit the number of years recognized, as described below. In Chesterfield, the average percentage difference between a starting salary for a teacher with no experience and one with 5 years of experience is 3.0% (somewhat below the market average of 3.8%). With 10 years of experience, the average is 9.0% (about $4,100) while Chesterfield’s is 6.1% (about $2,800).

Exhibit 23 New Teacher Placement Policy

Bachelor’s Lane Division Policy % for

5 years $ for

5 years % for

10 Years $ for

10 Years

Hanover One for one 3.5% $1,584 6.9% $3,117

Henrico6

0-1 years = First step 2-4 years = Second step 5-7 years = Third step 8-10 years = Fourth step 11-13 years = Fifth step 14-16 years = Sixth step 17-19 years = Seventh step 20-22 years = Eighth step

23-25 years = Ninth step 26-28 years = Tenth step 29-31 years = Eleventh step 32-34 years = Twelfth step 35-37 years = Thirteenth step 38-40 years = Fourteenth step 41-43 years = Fifteenth step 44+ years = Sixteenth step

4.8% $2,208 7.3% $3,351

Richmond One for one 6.0% $2,835 12.3% $5,837

Prince William

0-2 years = First step 3-4 years = Second step 5 years = Third step 6 years = Fourth step 7-8 years = Fifth step 9-11 years = Sixth step

12 years = Seventh step 13 years = Eighth step 14 years = Ninth step 15 years = Tenth step 16+ years = Eleventh step

3.4% $1,465 14.0% $6,090

Virginia Beach One for one up to 30 years 1.4% $693 4.4% $2,129

Average -- 3.8% $1,757 9.0% $4,105

CCPS One for one 3.0% $1,376 6.1% $2,805 6 We were not able to verify Henrico’s new hire placement practices. Anecdotal evidence from teacher exit interviews, however, suggests that their practices have changed recently

and have become more advantageous to experienced educators.


The starting salaries at each school division are shown in the following exhibits. On the Bachelor’s lane Chesterfield’s starting salary is slightly below the market average for the first 6 years, ranked 4th out of 6 divisions. Starting at 7 years, however, Chesterfield’s salary rates are notably below the market average, ranked 5th or 6th (slightly above Hanover at certain years).

Exhibit 24

New Teacher Salary Placement by Years of Experience on the Bachelor’s Lane

Years Hanover Henrico Richmond Prince William

Virginia Beach

MARKET AVERAGE

Chester- field

$ Difference

% Difference

Chesterfield Rank

0 $45,293 $46,000 $47,325 $43,456 $48,039 $46,023 $45,792 ($231) -0.5% 4 1 $45,293 $46,000 $47,880 $43,456 $48,039 $46,134 $45,817 ($317) -0.7% 4 2 $45,963 $47,091 $48,439 $43,456 $48,157 $46,621 $46,041 ($580) -1.3% 4 3 $46,163 $47,091 $49,006 $44,183 $48,274 $46,943 $46,266 ($678) -1.5% 4 4 $46,418 $47,091 $49,580 $44,183 $48,501 $47,155 $46,937 ($218) -0.5% 4 5 $46,877 $48,208 $50,160 $44,920 $48,732 $47,779 $47,168 ($611) -1.3% 4 6 $47,342 $48,208 $50,746 $46,417 $49,219 $48,386 $47,635 ($751) -1.6% 4 7 $47,810 $48,208 $51,341 $47,957 $49,433 $48,950 $47,740 ($1,209) -2.5% 6 8 $48,010 $49,351 $51,941 $47,957 $49,717 $49,395 $47,845 ($1,550) -3.2% 6 9 $48,210 $49,351 $52,549 $49,546 $49,931 $49,918 $48,492 ($1,425) -2.9% 5 10 $48,410 $49,351 $53,162 $49,546 $50,168 $50,128 $48,597 ($1,530) -3.1% 5 11 $48,610 $50,522 $53,785 $49,546 $50,693 $50,631 $48,702 ($1,929) -4.0% 5 12 $48,810 $50,522 $54,415 $51,182 $51,231 $51,232 $48,808 ($2,425) -5.0% 6 13 $49,010 $50,522 $55,051 $52,865 $51,689 $51,827 $48,913 ($2,915) -6.0% 6 14 $49,210 $51,720 $55,694 $54,600 $52,438 $52,732 $49,018 ($3,715) -7.6% 6 15 $49,410 $51,720 $56,348 $56,387 $53,406 $53,454 $49,347 ($4,107) -8.3% 6 16 $49,610 $51,720 $57,006 $58,226 $54,580 $54,228 $49,452 ($4,776) -9.7% 6 17 $49,810 $52,947 $57,674 $58,226 $55,753 $54,882 $50,202 ($4,680) -9.3% 5 18 $50,040 $52,947 $58,348 $58,226 $56,928 $55,298 $51,055 ($4,243) -8.3% 5 19 $50,316 $52,947 $59,031 $58,226 $58,100 $55,724 $51,908 ($3,816) -7.4% 5 20 $50,592 $54,203 $59,720 $58,226 $59,274 $56,403 $52,763 ($3,640) -6.9% 5



Exhibit 25 New Teacher Starting Salary

by Years of Experience Bachelor’s Lane

Gap between Chesterfield and Market Average (Bachelor’s Lane)

0 years ($231) 10 years ($1,530) 3 years ($678) 13 years ($2,915) 5 years ($611) 15 years ($4,107) 7 years ($1,209) 17 years ($4,680)


$40,000

$45,000

$50,000

$55,000

$60,000

$65,000

0 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25

10-M

onth

Sal

ary

Years of Experience

Market Average

Chesterfield PS


On the Master’s lane, Chesterfield’s starting salary is ranked 6th at most years, which means CCPS salary offers are generally the lowest among these school divisions.

Exhibit 26

New Teacher Salary Placement by Years of Experience on the Master’s Lane

Years Hanover Henrico Richmond Prince William

Virginia Beach

MARKET AVERAGE Chesterfield $

Difference %

Difference Chesterfield

Rank

0 $48,011 $48,208 $49,691 $48,413 $50,593 $48,983 $48,082 ($901) -1.9% 5 1 $48,011 $48,208 $50,274 $48,413 $50,593 $49,100 $48,108 ($992) -2.1% 5 2 $48,721 $49,351 $50,861 $48,413 $50,711 $49,611 $48,343 ($1,268) -2.6% 6 3 $48,933 $49,351 $51,456 $49,141 $50,828 $49,942 $48,579 ($1,363) -2.8% 6 4 $49,203 $49,351 $52,058 $49,141 $51,055 $50,162 $49,283 ($878) -1.8% 4 5 $49,690 $50,522 $52,667 $49,878 $51,286 $50,809 $49,527 ($1,282) -2.6% 6 6 $50,182 $50,522 $53,282 $51,375 $51,774 $51,427 $50,017 ($1,410) -2.8% 6 7 $50,679 $50,522 $53,906 $52,915 $51,987 $52,002 $50,127 ($1,874) -3.7% 6 8 $50,891 $51,720 $54,536 $52,915 $52,271 $52,467 $50,238 ($2,229) -4.4% 6 9 $51,103 $51,720 $55,176 $54,504 $52,486 $52,998 $50,917 ($2,081) -4.1% 6 10 $51,315 $51,720 $55,821 $54,504 $52,723 $53,217 $51,027 ($2,189) -4.3% 6 11 $51,527 $52,947 $56,474 $54,504 $53,247 $53,740 $51,138 ($2,602) -5.1% 6 12 $51,739 $52,947 $57,136 $56,141 $53,785 $54,350 $51,248 ($3,102) -6.1% 6 13 $51,950 $52,947 $57,804 $57,823 $54,243 $54,953 $51,358 ($3,595) -7.0% 6 14 $52,162 $54,203 $58,481 $59,558 $54,992 $55,879 $51,469 ($4,411) -8.6% 6 15 $52,375 $54,203 $59,163 $61,345 $55,961 $56,609 $51,815 ($4,795) -9.3% 6 16 $52,586 $54,203 $59,857 $63,184 $57,135 $57,393 $51,925 ($5,468) -10.5% 6 17 $52,798 $55,489 $60,556 $63,184 $58,308 $58,067 $52,712 ($5,355) -10.2% 6 18 $53,042 $55,489 $61,264 $63,184 $59,483 $58,492 $53,608 ($4,884) -9.1% 5 19 $53,335 $55,489 $61,981 $63,184 $60,655 $58,929 $54,504 ($4,425) -8.1% 5 20 $53,627 $56,805 $62,707 $63,184 $61,829 $59,630 $55,401 ($4,229) -7.6% 5



Exhibit 27 New Teacher Starting Salary

by Years of Experience Master’s Lane

Gap between Chesterfield and Overall Market Average (Master’s Lane)

0 years ($901) 10 years ($2,189) 3 years ($1,363) 13 years ($3,595) 5 years ($1,282) 15 years ($4,795) 7 years ($1,874) 17 years ($5,355)


$40,000

$45,000

$50,000

$55,000

$60,000

$65,000

0 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25

10-M

onth

Sal

ary

Years of Experience

Market Average

Chesterfield PS


Salary Administration Traditionally, teacher salary scales allow for two pay increases in any given year:

A scale adjustment (sometimes called a cost-of-living adjustment, market adjustment, or across-the-board increase), and A step advancement

Scale adjustments, which typically occur at the beginning of the fiscal year, are intended to recognize inflation (changes in the cost of living) and/or market (changes in the prevailing salary rates for comparable jobs).

Step advancements, on the other hand, typically occur on an employee’s anniversary date and are designed to recognize experience and professional growth (that is, the additional value teachers bring to the classroom as they develop skills and knowledge over time).

Among the school divisions in this study, most follow a traditional pay administration policy; that is, periodic scale adjustments coupled with regular step advancement, assuming funds are available7.

Chesterfield, on the other hand, has not followed the standard approach to teacher salary administration. While the pay scale has the same structure as a traditional lane-and-step plan, the pay rates are modified to reflect only the across-the-board (COLA) rate increase approved by the School Board.

For example, the Board approved a 3% pay increase for FY20. Instead of increasing each rate on the scale by 3%, the scale was modified such that a step advancement resulted in a 3% increase. In other words, while teachers advance to the next step, the expected increase associated with that step movement had been changed to include only the across-the-board increase (excluding any increase to recognize experience).

By contract, in the same year, teachers in Richmond Public Schools received both a scale adjustment and a step advancement, which resulted in average increase of 4.4% (percentages varied based on lane and step).

To support effective recruitment and retention of teachers, we suggest Chesterfield consider adopting a policy that is consistent with most school divisions, allowing for both scale adjustments and step advancement, provided sufficient funding is available.

7 It is important to note, however, that since the 2008 recession, fiscal stress led some school districts to forgo scale adjustments and/or freeze step advancement during some years.

While some school divisions have since “restored” the step progression that would have occurred, others have sought to decouple steps and years, explicitly stating on the pay scale that step numbers do not equate to years of experience.


Market Comparisons continued Other Teacher Scale Positions Chesterfield pays many school-based professional employees on the teacher pay scale, such as:

School Counselors Librarians Speech Therapists Special Education Coordinators E-Learning Developers/Integrators

Academic Support Specialists/Coaches Dean of Students Selected Coordinators Assessment Specialists and Diagnosticians Similar school-based roles

We evaluated selected positions to determine the market competitiveness of Chesterfield’s compensation practices for these other educator roles. First, we identified whether the comparator school divisions pay these positions on the teacher pay scale or on a different salary structure. As shown below, the vast majority of schools pay these positions in the same manner as teachers. In other words, the market comparisons shown on prior pages of this report apply to these positions as well.

The exceptions are 1) Speech Therapists are treated somewhat differently in Hanover and Richmond and 2) Special Education Coordinators are paid an additional stipend in three of the school divisions. More information on these exceptions are shown on the following pages.

Exhibit 28 Pay Scale Assignments for

Selected Other School‐based Professionals Title Hanover Henrico Richmond

Prince William

Virginia Beach

School Counselor Teacher Teacher Teacher Teacher Teacher

Librarian Teacher Teacher Teacher Teacher Teacher

Speech Therapist Uniform Teacher Teacher+ supplement Teacher Teacher

Special Education Coordinator Teacher+ stipend Teacher Teacher+

stipend Teacher Teacher+ stipend

E-Learning Integrator/Developer Teacher Teacher Teacher Teacher Teacher


The salary ranges for Speech Therapists are consistent with the teacher scale for all school divisions except Hanover and Richmond. In comparison to the rates shown in the table below, Hanover’s teacher salary scale (master’s lane) has a starting salary similar to their Uniform scale Grade 18 ($48,011 vs. $48,960). The maximum rate for Hanover’s Grade 18, however, is higher than their teacher doctorate lane maximum ($93,584 vs $78,168). Richmond provides a 10% pay supplement (on top of the teacher scale) for these positions.

Chesterfield’s salary range is ranked the lowest among the comparator school divisions.

Exhibit 29 Market Comparison Speech Therapists

School Division Pay Scale Range Minimum/

Step 0 Calculated Midpoint

Range Maximum/ Top Step

Hanover Uniform Grade 188 $48,960 $71,280 $93,584

Henrico Teacher Master’s Lane $48,208 $67,417 $86,626

Richmond Teacher MA Lane+10% $54,660 $73,459 $92,257

Prince William Teacher Master’s Lane $48,413 $79,606 $110,799

Virginia Beach Teacher Master’s Lane $50,593 $62,077 $73,561

MARKET AVERAGE $50,167 $70,768 $91,365

Chesterfield Teacher Master’s Lane $48,082 $58,467 $68,851

$ Difference ($2,085) ($12,301) ($22,514)

% Difference -4% -21% -33%

CCPS Rank among 6 School Divisions 6 6 6

Market Average = The straight average of Hanover, Henrico, Richmond, Virginia Beach and Prince William school divisions Salary rates for Prince William and Virginia Beach have been geographically adjusted, -13.6% and +2.2%, respectively Salary ranges have been adjusted to Chesterfield’s contract length (200 days or 1,600 hours per year)

8 In comparison, Hanover’s teacher salary range (Masters to Doctorate lanes) is $48,011 to $78,168.

Hanover’s Uniform pay scale does not have steps (only minimum, midpoint, and maximum rates).


While all of the school divisions pay Special Education Coordinators on the teacher scale, three provide a pay supplement similar to a department chair stipend. Chesterfield ranks 6th at most steps in the salary range.

Exhibit 30

Market Comparison by Years of Service Special Education Coordinator (Master’s Lane)9

School Division Pay Scale

First Year

5 Years

10 Years

15 Years

20 Years

25 Years

30 Years

35 Years

Hanover Teacher Scale plus $2,503 stipend $50,514 $52,193 $53,818 $54,878 $56,130 $59,287 $64,155 $70,242

Henrico Teacher Scale $48,208 $50,522 $51,720 $54,203 $56,805 $58,153 $60,944 $63,869

Richmond Teacher Scale plus 5% stipend $52,176 $55,300 $58,612 $62,121 $65,842 $69,786 $73,965 $78,393

Prince William Teacher Scale $48,413 $54,504 $63,184 $73,247 $84,912 $98,438 $110,799 $110,799

Virginia Beach Teacher Scale plus $1,050-$1,650 stipend $52,243 $52,936 $54,373 $57,611 $63,479 $69,346 $75,211 $75,211

Market Average $50,311 $53,091 $56,341 $60,412 $65,434 $71,002 $77,015 $79,703

Chesterfield Teacher Scale $48,082 $49,527 $51,027 $51,815 $55,401 $59,884 $64,368 $68,851

$ Difference ($2,229) ($3,564) ($5,314) ($8,597) ($10,032) ($11,118) ($12,647) ($10,852)

% Difference -4.6% -7.2% -10.4% -16.6% -18.1% -18.6% -19.6% -15.8%


Market Average = The straight average of Hanover, Henrico, Richmond, Virginia Beach and Prince William school divisions Salary rates for Prince William and Virginia Beach have been geographically adjusted, -13.6% and +2.2%, respectively

9 A master’s degree is not required for this position, but a majority of Chesterfield’s employees in this position have at least a master’s degree.


Professional Support Positions In addition to the teacher pay scale analysis, this study also evaluated three (3) school-based professional positions paid on a separate salary scale:

School Social Workers School Psychologists Occupational/Physical Therapists

Current Pay Scale While these positions are all assigned to grade 40 on Chesterfield’s Graded Pay Scale, the scheduled pay ranges are slightly different from one another, as shown below.

Exhibit 31

Chesterfield FY21 Hourly Pay Range for Social Workers, Psychologists, Occupational/Physical Therapists

Title # of Current Employees

Pay Grade

Hourly Minimum

Hourly Midpoint

Hourly Maximum

Social Worker 32 40 $27.91 $37.11 $46.31

Psychologist 31 40 $28.91 $38.11 $47.31

Occupational/Physical Therapist 21 40 $28.84 $37.57 $46.31

Chesterfield’s Graded Pay Scale structure has minimum, midpoint, and maximum pay rates with no pay steps.


Employees in these roles typically work more days per year than teachers. For example, most Social Workers and Psychologists have a 218-day annual schedule and most Occupational/Physical Therapists work 211 days per year (compared with 200 days for most teachers).

Consequently, we evaluated daily pay rates to provide a consistent comparison between pay scales. As shown below, the starting salary rates for these positions are 4%-7% below the starting pay for teachers; the maximum rates, however, are 8% to 10% above the top teacher rate (Step 35). These differences occur because the width of the teacher salary ranges (that is, the distance from minimum to maximum) is shorter than the range for Social Workers, Psychologists, and Occupational/Physical Therapists.

Exhibit 32

Comparison of Chesterfield Daily Pay Rates for Social Workers, Psychologists, Occupational/Physical Therapists

and Teacher Scale Master’s Lane

Daily Rate

Minimum/Step 0 Calculated Midpoint

Daily Rate Maximum/Step 35

Range Width

Social Worker $223 $297 $370 66%

Teacher Master’s Lane $240 $292 $344 43%

% Difference -7% 2% 8%

Psychologist $231 $305 $378 64%



Occupational/Physical Therapist $231 $301 $370 61%




Exhibit 33

Comparison of Chesterfield FY21 Daily Pay Rates for Social Workers, Psychologists, Occupational/Physical Therapists

and Teacher Scale Master’s Lane

$223

$240$231

$240$231

$240

$370

$344

$378

$344

$370

$344

$150

$200

$250

$300

$350

$400


Market Comparisons Two of the comparator school divisions pay these roles on the teacher pay scale and three pay them on a graded scale. The table below summarizes the relationship between the pay ranges for these positions relative to the teacher salary scale within each school division.

Exhibit 34

Salary Scale Assignments for Psychologist, Social Worker, Occupational/Physical Therapists

Division School Psychologist & Social Worker Occupational/Physical Therapist (OT/PT)

Hanover

Uniform Scale Grade 17 Compared with the teacher master’s lane, salary range is 2.5% higher at the minimum and 24% higher at the maximum

Uniform Scale Grade 18 Compared with the teacher master’s lane, salary range is 10.6% higher at the minimum and 34% higher at the maximum Same salary range as Behavioral Specialist, Speech Pathologist

Henrico Unified Scale Grade 29 Comparable to Teacher Master’s lane

Unified Scale Grade 29 Comparable to Teacher Master’s lane

Richmond Teacher pay scale Teacher pay scale plus 10% supplement

Prince William Teacher pay scale Teacher pay scale

Virginia Beach Unified Scale Grade U19 Compared with the teacher master’s lane, Grade U19 is 6% lower at the starting/minimum rate and 13% higher at the maximum rate. VBCPS pays Behavior Intervention Specialists and Instructional Specialists on the same range.

Chesterfield Grade 40 Compared with the teacher master’s lane, salary range is 4% lower at the minimum and 10% higher at the maximum


Comparing daily rates, Chesterfield’s pay ranges are below the market average for all three jobs, especially at the range maximum.

The minimum/starting rates are somewhat closer to market than the maximum rates due to the fact that Chesterfield’s range width is narrower than all other school divisions. For example, Henrico’s starting rate of $225 is close to Chesterfield’s rate of $223, but because of Henrico’s wider salary range, their maximum rate of $414 is 12% higher than Chesterfield’s maximum rate of $370.

Exhibit 35

Market Comparison of Daily Pay Rates School Social Worker

Division Pay Scale Range Minimum/



Range Width

Hanover Uniform Scale Grade 17 $227 $330 $433 91%

Henrico Unified Scale Grade 29 $225 $320 $414 84%

Richmond Teacher Scale, masters lane $248 $334 $419 69%

Prince William Teacher Scale, masters lane $248 $408 $568 129%

Virginia Beach Unified Scale Grade U19 $238 $327 $416 75%

MARKET AVERAGE $237 $344 $450 90%

Chesterfield Graded Scale, Grade 40 $223 $297 $370 66%

$ Difference -$14 -$47 -$80

% Difference -6% -16% -22%

CCPS Rank 6 6 6



Exhibit 36

Market Comparison of Daily Pay Rates School Psychologist




Range Width






MARKET AVERAGE $237 $344 $450 90%


$ Difference -$6 -$39 -$72

% Difference -3% -13% -19%

CCPS Rank 4 6 6



Exhibit 37

Market Comparison of Daily Pay Rates Occupational/Physical Therapist




Range Width



Richmond Teacher Scale, MA lane+10% $273 $367 $461 69%



AVERAGE $246 $356 $465 89%


$ Difference -$15 -$55 -$95

% Difference -7% -18% -26%

CCPS Rank 5 6 6






$223$237 $231 $237 $231

$246

$370

$450

$378

$450

$370

$465

$100

$150

$200

$250

$300

$350

$400

$450

$500

$550

$600




Pay Compression We also examined the current pay rates to determine whether pay compression also exists among these positions. We found that while pay rates generally trend with years of experience, a large majority (72%) are paid below the range midpoint and some disparities exist. For example, salaries for employees with 20 years of experience range from 120% to 135% of the range minimum (a difference of about $6,000 per year).

In the Recommendations section of this report, we have estimated the cost of addressing both market gaps and pay compression for employees in these job titles.

Exhibit 39 Distribution of Psychologists, Social Workers, and OT/PTs

by Years of Experience and Salary Level

90%

100%

110%

120%

130%

140%

150%

160%

170%

180%

0 2 4 6 8 10 12 14 16 18 20 22 24 26 28 30 32 34 36 38 40 42 44 46

Sala

ry a

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Ran

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Years of Experience

Pay Range Midpoint

Pay Range Minimum


School Administrators This study also evaluated the market position and internal pay equity of Assistant Principals (APs) and Principals at all school levels.

Market Comparison Chesterfield’s salary ranges for Assistant Principals significantly lag the market and are ranked 6th among the six school divisions.

Exhibit 40

Market Comparisons Assistant Principals (11 months)

AP, Elementary School AP, Middle School AP, High School

School Division Minimum Midpoint Maximum Minimum Midpoint Maximum Minimum Midpoint Maximum

Hanover $62,682 $91,217 $119,770 $67,687 $98,516 $129,345 $73,091 $106,385 $139,697

Henrico $61,465 $87,266 $113,067 $67,507 $95,845 $124,183 $67,507 $95,845 $124,183

Richmond $70,014 $94,630 $119,246 $73,530 $99,364 $125,198 $77,208 $104,342 $131,477

Prince William $62,851 $91,641 $120,432 $67,338 $96,306 $125,274 $70,336 $100,592 $130,848

Virginia Beach $60,471 $83,001 $105,532 $64,800 $88,944 $113,087 $69,429 $95,297 $121,164

AVERAGE $63,496 $89,551 $115,609 $68,173 $95,795 $123,417 $71,514 $100,492 $129,474

Chesterfield $51,417 $69,608 $87,799 $58,742 $79,526 $100,310 $58,742 $79,526 $100,310

$ Difference ($12,079) ($19,943) ($27,810) ($9,431) ($16,269) ($23,107) ($12,772) ($20,966) ($29,164)

% Difference -23% -29% -32% -16% -20% -23% -22% -26% -29%

CCPS Rank 6 6 6 6 6 6 6 6 6

Market Average = The straight average of Hanover, Henrico, Richmond, Virginia Beach and Prince William school divisions Salary rates for Prince William and Virginia Beach have been geographically adjusted, -13.6% and +2.2%, respectively Salary ranges have been adjusted to Chesterfield’s contract length


Exhibit 41 Market Comparison Assistant Principals

Market Average = The straight average of Hanover, Henrico, Richmond, Virginia Beach and Prince William school divisions Salary rates for Prince William and Virginia Beach have been geographically adjusted, -13.6% and +2.2%, respectively Salary ranges have been adjusted to Chesterfield’s contract length

$51,417

$63,496$58,742

$68,173

$58,742

$71,514

$87,799

$115,609

$100,310

$123,417

$100,310

$129,474

$25,000

$50,000

$75,000

$100,000

$125,000

$150,000


Assistant PrincipalElementary School

(11 months)

Assistant PrincipalMiddle School(11 months)

Assistant PrincipalHigh School(11 months)


In contrast, the current salary ranges for School Principals are fairly close to the market average at the starting rate, but become increasing non-competitive throughout the range, similar to the findings for the teacher pay scale.

Exhibit 42

Market Comparisons School Principals

Principal

Elementary School (12-month, Grade 42)

Principal Middle School

(12-month, Grade 43)

Principal High School



Hanover $86,611 $126,048 $165,485 $93,538 $136,136 $178,734 $101,005 $147,014 $193,024

Henrico $93,624 $132,925 $172,226 $102,828 $145,993 $189,158 $112,937 $160,346 $207,754

Richmond $93,738 $118,946 $144,154 $103,112 $130,842 $158,571 $113,423 $143,926 $174,428

Prince William $80,597 $115,271 $149,945 $84,189 $120,405 $156,620 $91,751 $131,219 $170,686

Virginia Beach $81,610 $112,016 $142,422 $87,455 $120,039 $152,623 $93,701 $128,613 $163,525

AVERAGE $87,236 $121,041 $154,846 $94,224 $130,683 $167,141 $102,564 $142,223 $181,883

Chesterfield $87,138 $109,012 $130,886 $97,389 $119,929 $142,469 $107,641 $130,847 $154,052

$ Difference ($98) ($12,029) ($23,960) $3,165 ($10,754) ($24,672) $5,077 ($11,377) ($27,831)

% Difference -0.1% -11% -18% 3% -9% -17% 5% -9% -18%

CCPS Rank 3 6 6 3 6 6 3 5 6



Exhibit 43 Market Comparisons School Principals


$87,138 $87,236

$97,389 $94,224

$107,641$102,564

$130,886

$154,846

$142,469

$167,141

$154,052

$181,883

$50,000

$75,000

$100,000

$125,000

$150,000

$175,000

$200,000



PrincipalMiddle School(12 months)



Relationship between Teacher Scale and Administrator Scale In addition to the market comparisons, we also evaluated the internal pay relationships between the school administrator salary scales and the teacher scale. Since a common career path for a teacher is toward an Assistant Principal or Principal position, the relationship between the two salary scales is an indication of the potential salary growth associated with that promotion, as well as the potential for pay compression between administrators and the educators they supervise.

The table below shows the ratio of the starting/minimum salary for an Assistant Principal (elementary school) with step 5 of the teacher master’s lane10. Given the expanded responsibilities of the administrator roles, we would expect to see AP salaries higher than teacher pay rates.

We found that Hanover, Henrico, and Richmond are consistent with this expectation, with starting pay rates 7% to 16% higher than step 5 of the teacher scale. For Prince William and Virginia Beach, however, the AP starting rate is very close to a five-year teacher pay rate. In contrast, Chesterfield’s Assistant Principal minimum daily rate is about 12% lower than the teacher rate, suggesting that Chesterfield’s teachers have little financial incentive to seek a promotion in school administration.

Exhibit 44 Relationship of Assistant Principal Starting Salary

to Teacher Master’s Lane

School Division AP Elementary Minimum Daily Rate

Teacher Master’s Lane Step 5 Daily Rate

Ratio of AP Starting Salary to Teacher Master’s Step 5

Hanover $264 $229 116%

Henrico $259 $242 107%

Richmond $295 $263 112%

Prince William $276 $280 99%

Virginia Beach $255 $256 100%

Chesterfield $217 $248 88%

Pay rates for divisions outside the Richmond area have been geographically adjusted (Prince William -13.6% and Virginia Beach +2.2%) 10 Step 5 on the master’s lane was chosen because the typical minimum requirements for an Assistant Principal is at least 5 years of experience and a master’s degree.

Daily rates are used in the analysis to “hold constant” differences in contract length.


Pay Compression We also evaluated the internal pay equity among school administrators. We found that—while pay rates generally correlate with years of experience—the salary rates do not align as closely as would be expected. For example, among APs with 15 years of experience, salaries vary from 9% to 30% above the range minimum. Similarly, the APs with a salary 15% above the range minimum vary from 10 to 19 years of experience.

Exhibit 45

Distribution of Assistant Principals by Years of Experience and Salary Level

90%

95%

100%

105%

110%

115%

120%

125%

130%

135%

140%

145%

150%

155%

160%

165%

170%

175%

180%

5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42

Sala

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Ran

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Pay Range Maximum

Pay Range Midpoint

Pay Range Minimum


This pattern is more pronounced among School Principals, where salaries are only loosely correlated with experience. In the Recommendations section of this report, we have proposed a new school administrator salary scale that aligns with the teacher scale, along with salary placement policies that recognize years of related work experience.

Exhibit 46

Distribution of School Principals by Years of Experience and Salary Level

90%

100%

110%

120%

130%

140%

150%

160%

5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38

Sala

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Perc

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Ran

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Pay Range Maximum

Pay Range Midpoint

Pay Range Minimum


Paraprofessional Educators Market Comparison This study also evaluated compensation for selected school-based paraprofessional roles, such as Instructional Assistants. The market comparisons revealed a similar pattern found with teachers; that is, the starting rates are close to the market average for most positions, but the pay rates becomes less competitive throughout the range, as shown in the exhibits below.

Exhibit 47

Market Comparisons Instructional Assistants (IAs)

Instructional Assistant (IA) General Education

Instructional Assistant (IA) Special Education

School Division Minimum Midpoint Maximum Minimum Midpoint Maximum

Hanover $11.26 $16.38 $21.50 $11.26 $16.38 $21.50

Henrico $12.69 $18.02 $23.35 $12.69 $18.02 $23.35

Richmond $12.62 $18.16 $23.70 $12.62 $18.16 $23.70

Prince William $13.83 $23.21 $32.60 $13.83 $23.21 $32.60

Virginia Beach $12.13 $19.08 $26.04 $13.00 $20.45 $27.91

AVERAGE $12.51 $18.97 $25.44 $12.68 $19.25 $25.81

Chesterfield $12.19 $16.51 $20.82 $12.80 $17.33 $21.86

$ Difference ($0.31) ($2.47) ($4.62) $0.12 ($1.91) ($3.95)

% Difference -3% -15% -22% 1% -11% -18%

CCPS Rank 4 5 6 3 5 5



Exhibit 48

Market Comparisons Testing/Career Center Coordinator

Sign Language Interpreters

Testing & Career Center Coordinators Sign Language Interpreters


Hanover $26.24 $38.18 $50.13 $19.29 $28.07 $36.86

Henrico $26.87 $39.34 $51.81 $24.47 $34.74 $45.01

Richmond $26.24 $35.47 $44.70 $29.58 $42.30 $55.03

Prince William $16.50 $27.71 $38.91 $25.81 $43.34 $60.86

Virginia Beach $19.67 $27.00 $34.33 $18.35 $30.29 $42.22

AVERAGE $23.11 $33.54 $43.97 $23.50 $35.75 $48.00

Chesterfield $20.77 $28.12 $35.47 $23.74 $32.13 $40.53

$ Difference ($2.33) ($5.42) ($8.50) $0.24 ($3.62) ($7.47)

% Difference -11% -19% -24% 1% -11% -18%

CCPS Rank 4 4 5 4 4 5

Market Average = The straight average of Hanover, Henrico, Richmond, Virginia Beach and Prince William school divisions Salary rates for Prince William and Virginia Beach have been geographically adjusted, -13.6% and +2.2%, respectively In Richmond and Prince William, Sign Language Interpreters are paid on the teacher pay scale.



Instructional Assistants and Other Paraprofessional Jobs


$12.19 $12.51 $12.80 $12.68

$20.77$23.11 $23.74 $23.50

$20.82

$25.44$21.86

$25.81

$35.47

$43.97$40.53

$48.00

$0

$10

$20

$30

$40

$50

$60







Pay Compression While pay rates for para-educators are somewhat correlated with work experience, the chart below shows that many individuals with a similar pay level have widely varying levels of experience. As an example, 60 of the 213 General Education IAs are paid $13.67 per hour (12% above the minimum rate) but have work experience ranging from 8 years to 22 years.

The Recommendations section of this report provides suggestions for improving market competiveness and alleviating compression for these employees.

Exhibit 50

Distribution of School‐based Paraprofessional Employees by Years of Experience and Pay Level

80%

90%

100%

110%

120%

130%

140%

150%

160%

170%

180%

0 2 4 6 8 10 12 14 16 18 20 22 24 26 28 30 32 34 36 38 40 42 44 46 48 50

Pay

Rat

e as

a P

erce

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f Ran

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Years of Experience

Range Midpoint

Range Minimum

Range Maximum


Recommendations

Teachers

Guiding Principles We propose the following guiding principles for a new teacher pay program:

1. Offer competitive starting salaries To attract new teachers, we recommend structuring the teacher pay scale and pay policies to offer starting salaries (for both new and experienced teachers) ranked within the top 3 among Chesterfield’s primary school division comparators (Hanover, Henrico, Richmond, Prince William, and Virginia Beach).

2. Remedy pay compression and provide consistent pay progression To correct the current pay compression, as well as to prevent compression in the future, we recommend a pay structure with at least 1% between steps and placement of existing teachers on the new scale based on their years of relevant professional work experience

3. Maintain market-competitiveness through scale adjustments We recommend planning for periodic scale adjustments based on labor market conditions, in addition to annual step progression based on experience.

The table on the next page shows additional information on each guiding principle, along with a plan to phase in changes over three years.


Three-Year Phased Approach The exhibit below summarizes our recommended revisions to the pay scale based on the guiding principles.

Exhibit 51

Three Phased Approach Summary

Principle Phase 1 Phase 2 Phase 3

1. Offer Competitive Starting Salaries

Steps 0 through 15 ranked no less than 3rd highest among the peer divisions

Steps 16 through 35 ranked no less than 4th

Steps 0 through 10 ranked no less than 2nd highest among the peer divisions

Steps 11 through 19 ranked no less than 3rd

Steps 20 to 35 ranked no less than 4th

Steps 0 through 5 ranked 1st among the peer divisions

Steps 6 through 19 ranked no less than 2nd

Steps 20 to 35 ranked no less than 4th

2. Remedy Pay Compression

Place current teachers on the scale to accurately reflect their years of work experience (one step for each year) with at least 1% progression between steps

Individuals who have completed another year of service progress to the next step in their salary lane

Individuals who have completed another year of service progress to the next step in their salary lane

3. Maintain Market Competitiveness

The Phase 1 criteria result in a 6.2% average increase to the scale

The Phase 2 criteria result in a 2.8% across-the-board scale adjustment

The Phase 2 criteria result in a 1.5% across-the-board scale adjustment


Exhibit 52

Structural Parameters of New Teacher Pay Scale Phases

Parameter Current Phase 1 Phase 2 Phase 3

Target market position (depending on step) Ranked 4th to 6th Ranked 3rd to 4th Ranked 2nd to 4th Ranked 1st to 4th

Step 0 Bachelor’s Lane (Starting Salary)11 $45,792 $46,000 $47,325 $48,040

% Between Bachelor’s and Master’s Lane 5.0% 6.0% 6.0% 6.0%

% Between Master’s and Doctorate Lane 5.0% 5.0% 5.0% 5.0%

Step % Increment 0 through 10

0.1%-1.5% (average 0.6%)

1.2% 1.2% 1.2%

Step % Increment 11 through 35

0.2%-1.7% (average 1.1%)

1.0% 1.0% 1.0%

# of Pay Steps 35 35 35 35

11 The proposed starting rates assume the current (FY21) pay scales of Chesterfield’s comparator school divisions remain unchanged for the next three years.


Impact of Each Phase We estimate the cost of implementing these recommendations to be about $31m over the next three years, as summarized below. Average pay increases for teachers range from 5.5% in the first year to 2.6% in year three. The exhibits on the next few pages show how these increases would be distributed.

Exhibit 53

Estimated Fiscal Impact of Proposed New Teacher Pay Scale

Salary Only Impact12 Phase 1 Phase 2 Phase 3 Three Year

Total

Total Implementation Cost (Annualized) $13.70m $10.32m $7.00m $31.02m

Average Annual Cost per Teacher $2,905 $2,188 $1,484 $6,578

Average Pay Increase 5.5% 3.9% 2.6% 11.8%

Salary plus Benefits Impact13 Phase 1 Phase 2 Phase 3 Three Year

Total


Average Annual Cost per Teacher $3,683 $2,775 $1,882 $8,340

12 Salary-only costs include estimated base salary increases only, excluding any additional costs associated with retirement plan contributions and other benefits driven by salary. 13 Salary plus benefits cost includes base salary increases plus estimated increased contributions to VRS benefits, retiree health insurance credit, life insurance, and FICA payroll tax.


Pay Compression Solution The proposed new structures are designed to eliminate the current pay compression between newer and mid-career teachers. Consequently, during the first year of implementation, pay increases are heavily concentrated among teachers with 10 to 20 years of experience. In years 2 and 3, pay increases are more evenly distributed as individuals move through the steps.

Exhibit 54

Average Pay Adjustments Three Year Phased Implementation

Phase/Year 1 Phase/Year 2 Phase/Year 3

Years of Experience

# of Individuals

Average % Increase

Average $ Increase

Average % Increase

Average $ Increase

Average % Increase

Average $ Increase

0 < 5 years 1,084 2.0% $935 4.1% $1,995 2.7% $1,379

5 < 10 years 931 4.6% $2,278 4.1% $2,151 2.7% $1,468

10 < 15 years 831 8.7% $4,415 3.9% $2,161 2.5% $1,451

15 < 20 years 758 9.5% $5,077 3.9% $2,289 2.5% $1,537

20 < 25 years 591 6.3% $3,648 3.9% $2,409 2.5% $1,618

25 < 30 years 309 3.7% $2,311 3.9% $2,513 2.5% $1,689

30 < 35 years 151 1.7% $1,116 3.9% $2,595 2.4% $1,674

35 < 40 years 42 0.4% $230 1.2% $750 1.3% $800

40+ years 19 0.0% $0 0.1% $40 0.1% $92

Total 4,716 5.5% $2,905 3.9% $2,188 2.6% $1,484

Includes all part-time and full-time positions paid on the teacher pay scale as of June 2020. Assumes all employees remain with CCPS throughout the three-year period, with no changes in contract length, work hours, or pay lane. Phase 2 and Phase 3 assume step advancement for all employees except those at or above the top step.


In Phase 1, individuals are placed on the new pay scale based on their current pay lane and their total years of related experience (as recorded in Chesterfield’s human resources data files) with one step for each year. In Phase 2 and 3, each individual advances to the next step.

Exhibit 55

Average Pay Increases for Teachers in Each Year of Implementation

2%

5%

9%

9%

6%

4%

2%

0%0%

5.5%

4% 4% 4% 4% 4% 4% 4%

1%

0%

3.9%

3% 3% 3% 3% 3% 3% 2%

1%

0%

2.6%

0%

1%

2%

3%

4%

5%

6%

7%

8%

9%

10%

11%

12%

13%

14%

15%

0 < 5years

5 < 10years

10 < 15years

15 < 20years

20 < 25years

25 < 30years

30 < 35years

35 < 40years

40+years

All

Phase/Year 1 Phase/Year 2 Phase/Year 3


The following exhibits show more details regarding the cost impact in each phase. Exhibit 56

Summary of Impact of New Teacher Pay Scales (Salary‐Only)

Phase/Year 1

Lane # of

Individuals Current Annual

Salary Cost Year 1 Estimated

Salary Cost Dollar

Difference Current

Avg Salary Year 1

Avg Salary Percentage

Change Average Cost per Employee

Bachelor’s 2,005 $101,962,597 $106,838,782 $4,876,186 $50,854 $53,286 4.8% $2,432

Master’s 2,573 $137,924,738 $146,199,410 $8,274,671 $53,605 $56,821 6.0% $3,216

Doctorate 138 $8,431,848 $8,981,066 $549,218 $61,100 $65,080 6.5% $3,980

Total 4,716 $248,319,183 $262,019,258 $13,700,075 $52,655 $55,560 5.5% $2,905

Phase/Year 2

Lane # of

Individuals Year 1 Annual


Salary Cost Dollar

Difference Year 1

Avg Salary Year 2



Bachelor’s 2,005 $106,838,782 $111,042,768 $4,203,986 $53,286 $55,383 3.9% $2,097

Master’s 2,573 $146,199,410 $151,963,525 $5,764,115 $56,821 $59,061 3.9% $2,240

Doctorate 138 $8,981,066 $9,333,744 $352,678 $65,080 $67,636 3.9% $2,556

Total 4,716 $262,019,258 $272,340,037 $10,320,779 $55,560 $57,748 3.9% $2,188

Phase/Year 3

Lane # of

Individuals Year 2 Annual


Salary Cost Dollar

Difference Year 2

Avg Salary Year 3



Bachelor’s 2,005 $111,042,768 $113,893,082 $2,850,314 $55,383 $56,805 2.6% $1,422

Master’s 2,573 $151,963,525 $155,872,010 $3,908,485 $59,061 $60,580 2.6% $1,519

Doctorate 138 $9,333,744 $9,573,603 $239,859 $67,636 $69,374 2.6% $1,738

Total 4,716 $272,340,037 $279,338,695 $6,998,658 $57,748 $59,232 2.6% $1,484


The following pages show the proposed teacher salary scales under each phase, along with market comparisons.

Phase 1 Pay Scale Exhibit 57

Phase 1 Teacher Pay Scale Criteria: Steps 0 through 15 ranked no less than 3rd highest among the peer divisions Steps 16 through 35 ranked no less than 4th Maintain an average step progression of at least 1.0% per year over a 35-year career

Outcome: Starting rates are Bachelor’s $46,000, Master’s $48,760 and Doctorate $51,198 1.2% per step for steps 0 to 10

1.0% per step for steps 11 to 35 Average change from current scale is $3,403 (6.2%)

10-Month Annual Salary 200 days, 8 hours/day Market

Rank

Bachelor’s Step

Increments

Master’s Step

Increments

Doctorate Step

Increments Difference from Current

FY21 Teacher Pay Scale

Bachelor's Master's Doctorate BA Lane $ % $ % $ % BA MA PhD 0 $46,000 $48,760 $51,198 3 $208 $678 $712

1 $46,552 $49,345 $51,812 3 $552 1.2% $585 1.2% $614 1.2% $735 $1,237 $1,299

2 $47,111 $49,937 $52,434 3 $559 1.2% $592 1.2% $622 1.2% $1,070 $1,594 $1,674

3 $47,676 $50,537 $53,063 3 $565 1.2% $599 1.2% $629 1.2% $1,410 $1,958 $2,055

4 $48,248 $51,143 $53,700 3 $572 1.2% $606 1.2% $637 1.2% $1,311 $1,860 $1,952

5 $48,827 $51,757 $54,344 3 $579 1.2% $614 1.2% $644 1.2% $1,659 $2,230 $2,341

6 $49,413 $52,378 $54,997 3 $586 1.2% $621 1.2% $652 1.2% $1,778 $2,361 $2,479

7 $50,006 $53,006 $55,657 3 $593 1.2% $629 1.2% $660 1.2% $2,266 $2,879 $3,023

8 $50,606 $53,642 $56,324 3 $600 1.2% $636 1.2% $668 1.2% $2,761 $3,404 $3,574

9 $51,213 $54,286 $57,000 3 $607 1.2% $644 1.2% $676 1.2% $2,721 $3,369 $3,537

10 $51,828 $54,937 $57,684 3 $615 1.2% $651 1.2% $684 1.2% $3,231 $3,910 $4,105

11 $52,346 $55,487 $58,261 3 $518 1.0% $549 1.0% $577 1.0% $3,644 $4,349 $4,567

12 $52,870 $56,042 $58,844 3 $523 1.0% $555 1.0% $583 1.0% $4,062 $4,794 $5,034



Rank

Bachelor’s Step

Increments

Master’s Step

Increments

Doctorate Step

Increments Difference from Current

FY21 Teacher Pay Scale

Bachelor's Master's Doctorate BA Lane $ % $ % $ % BA MA PhD 13 $53,398 $56,602 $59,432 3 $529 1.0% $560 1.0% $588 1.0% $4,485 $5,244 $5,506

14 $53,932 $57,168 $60,027 3 $534 1.0% $566 1.0% $594 1.0% $4,914 $5,699 $5,985

15 $54,472 $57,740 $60,627 3 $539 1.0% $572 1.0% $600 1.0% $5,125 $5,925 $6,222

16 $55,016 $58,317 $61,233 3 $545 1.0% $577 1.0% $606 1.0% $5,564 $6,392 $6,712

17 $55,566 $58,900 $61,845 4 $550 1.0% $583 1.0% $612 1.0% $5,364 $6,188 $6,497

18 $56,122 $59,489 $62,464 4 $556 1.0% $589 1.0% $618 1.0% $5,067 $5,881 $6,176

19 $56,683 $60,084 $63,089 4 $561 1.0% $595 1.0% $625 1.0% $4,775 $5,580 $5,860

20 $57,250 $60,685 $63,719 4 $567 1.0% $601 1.0% $631 1.0% $4,487 $5,284 $5,548

21 $57,823 $61,292 $64,357 4 $573 1.0% $607 1.0% $637 1.0% $4,207 $4,995 $5,245

22 $58,401 $61,905 $65,000 4 $578 1.0% $613 1.0% $644 1.0% $3,930 $4,710 $4,946

23 $58,985 $62,524 $65,650 4 $584 1.0% $619 1.0% $650 1.0% $3,661 $4,434 $4,655

24 $59,575 $63,149 $66,307 4 $590 1.0% $625 1.0% $657 1.0% $3,396 $4,161 $4,369

25 $60,170 $63,781 $66,970 4 $596 1.0% $631 1.0% $663 1.0% $3,138 $3,897 $4,092

26 $60,772 $64,419 $67,639 4 $602 1.0% $638 1.0% $670 1.0% $2,885 $3,638 $3,818

27 $61,380 $65,063 $68,316 4 $608 1.0% $644 1.0% $676 1.0% $2,640 $3,386 $3,555

28 $61,994 $65,713 $68,999 4 $614 1.0% $651 1.0% $683 1.0% $2,399 $3,138 $3,295

29 $62,614 $66,370 $69,689 4 $620 1.0% $657 1.0% $690 1.0% $2,166 $2,900 $3,045

30 $63,240 $67,034 $70,386 4 $626 1.0% $664 1.0% $697 1.0% $1,937 $2,666 $2,799

31 $63,872 $67,705 $71,090 4 $632 1.0% $670 1.0% $704 1.0% $1,716 $2,441 $2,563

32 $64,511 $68,382 $71,801 4 $639 1.0% $677 1.0% $711 1.0% $1,500 $2,220 $2,331

33 $65,156 $69,065 $72,519 4 $645 1.0% $684 1.0% $718 1.0% $1,292 $2,008 $2,109

34 $65,808 $69,756 $73,244 4 $652 1.0% $691 1.0% $725 1.0% $1,089 $1,801 $1,891

35 $66,466 $70,454 $73,976 4 $658 1.0% $698 1.0% $732 1.0% $894 $1,603 $1,683

35-Year Average $585 1.06% $620 1.06% $651 1.06% $2,875 $3,578 $3,757


Phase 1 Market Comparison

Exhibit 58

Phase 1 Teacher Salary Comparisons by Years of Service

Bachelor’s Lane


5 Years

10 Years

15 Years

20 Years

25 Years

30 Years

35 Years

Hanover $45,293 $46,877 $48,410 $49,410 $50,592 $53,570 $58,163 $63,904

Henrico $46,000 $48,208 $49,351 $51,720 $54,203 $55,489 $58,153 $60,944

Richmond $47,325 $50,160 $53,162 $56,348 $59,720 $63,299 $67,089 $71,106

Prince William $43,456 $49,546 $58,226 $68,290 $79,955 $93,481 $105,844 $105,844

Virginia Beach $48,039 $48,732 $50,168 $53,406 $59,274 $65,142 $71,007 $71,007

Market Average $46,023 $48,704 $51,864 $55,835 $60,749 $66,196 $72,051 $74,561

Chesterfield Phase 1 BA Lane $46,000 $48,827 $51,828 $54,472 $57,250 $60,170 $63,240 $66,466

$ Difference ($23) $123 ($36) ($1,363) ($3,499) ($6,026) ($8,811) ($8,095)

% Difference -0.05% 0.3% -0.1% -2.4% -5.8% -9.1% -12.2% -10.9%




Exhibit 59


Master’s Lane


5 Years

10 Years

15 Years

20 Years

25 Years

30 Years

35 Years

Hanover $48,011 $49,690 $51,315 $52,375 $53,627 $56,784 $61,652 $67,739

Henrico $48,208 $50,522 $51,720 $54,203 $56,805 $58,153 $60,944 $63,869

Richmond $49,691 $52,667 $55,821 $59,163 $62,707 $66,463 $70,443 $74,660

Prince William $48,413 $54,504 $63,184 $73,247 $84,912 $98,438 $110,799 $110,799

Virginia Beach $50,593 $51,286 $52,723 $55,961 $61,829 $67,696 $73,561 $73,561

Market Average $48,983 $51,734 $54,953 $58,990 $63,976 $69,507 $75,480 $78,126

Chesterfield Phase 1 MA Lane $48,760 $51,757 $54,937 $57,740 $60,685 $63,781 $67,034 $70,454

$ Difference ($223) $23 ($15) ($1,250) ($3,291) ($5,726) ($8,446) ($7,672)

% Difference -0.5% 0.0% 0.0% -2.1% -5.1% -8.2% -11.2% -9.8%




Exhibit 60

Phase 1 Teacher Salary Scale Market Comparison

Bachelor’s Lane


$40,000

$45,000

$50,000

$55,000

$60,000

$65,000

$70,000

$75,000

$80,000

0 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35

10-M

onth

Sal

ary

Years of Service

Market Average

Chesterfield - Phase 1

Chesterfield - Current


Exhibit 61


Master’s Lane


$40,000

$45,000

$50,000

$55,000

$60,000

$65,000

$70,000

$75,000

$80,000

0 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35

10-M

onth

Sal

ary

Years of Service

Market Average




Phase 2 Pay Scale

Exhibit 62

Phase 2 Teacher Pay Scale Criteria: Steps 0 through 10 ranked no less than 2nd highest among the peer divisions Steps 11 through 19 ranked no less than 3rd; remaining steps ranked no less than 4th Maintain an average step progression of at least 1.0% per year over a 35-year career

Outcome: Starting rates are Bachelor’s $47,325, Master’s $50,165 and Doctorate $52,673 1.2% per step for steps 0 to 10; 1.0% per step for steps 11 to 35 2.9% increase from Phase 1 scale ($1,697 on average)


Rank

Bachelor’s Step

Increments

Master’s Step

Increments

Doctorate Step

Increments Difference from Phase 1

Teacher Pay Scale

Bachelor's Master's Doctorate BA Lane $ % $ % $ % BA MA PhD 0 $47,325 $50,165 $52,673 2 $1,325 $1,405 $1,475

1 $47,893 $50,766 $53,305 2 $568 1.2% $602 1.2% $632 1.2% $1,341 $1,421 $1,492

2 $48,468 $51,376 $53,944 1 $575 1.2% $609 1.2% $640 1.2% $1,357 $1,438 $1,510

3 $49,049 $51,992 $54,592 1 $582 1.2% $617 1.2% $647 1.2% $1,373 $1,456 $1,528

4 $49,638 $52,616 $55,247 1 $589 1.2% $624 1.2% $655 1.2% $1,390 $1,473 $1,547

5 $50,233 $53,247 $55,910 1 $596 1.2% $631 1.2% $663 1.2% $1,406 $1,491 $1,565

6 $50,836 $53,886 $56,581 2 $603 1.2% $639 1.2% $671 1.2% $1,423 $1,509 $1,584

7 $51,446 $54,533 $57,260 2 $610 1.2% $647 1.2% $679 1.2% $1,440 $1,527 $1,603

8 $52,064 $55,187 $57,947 2 $617 1.2% $654 1.2% $687 1.2% $1,458 $1,545 $1,622

9 $52,688 $55,850 $58,642 2 $625 1.2% $662 1.2% $695 1.2% $1,475 $1,564 $1,642

10 $53,321 $56,520 $59,346 2 $632 1.2% $670 1.2% $704 1.2% $1,493 $1,582 $1,662

11 $53,854 $57,085 $59,939 2 $533 1.0% $565 1.0% $593 1.0% $1,508 $1,598 $1,678

12 $54,392 $57,656 $60,539 3 $539 1.0% $571 1.0% $599 1.0% $1,523 $1,614 $1,695

13 $54,936 $58,233 $61,144 3 $544 1.0% $577 1.0% $605 1.0% $1,538 $1,630 $1,712

14 $55,486 $58,815 $61,756 3 $549 1.0% $582 1.0% $611 1.0% $1,553 $1,647 $1,729



Rank

Bachelor’s Step

Increments

Master’s Step

Increments

Doctorate Step


Teacher Pay Scale

Bachelor's Master's Doctorate BA Lane $ % $ % $ % BA MA PhD 15 $56,041 $59,403 $62,373 3 $555 1.0% $588 1.0% $618 1.0% $1,569 $1,663 $1,746

16 $56,601 $59,997 $62,997 3 $560 1.0% $594 1.0% $624 1.0% $1,585 $1,680 $1,764

17 $57,167 $60,597 $63,627 3 $566 1.0% $600 1.0% $630 1.0% $1,601 $1,697 $1,781

18 $57,739 $61,203 $64,263 3 $572 1.0% $606 1.0% $636 1.0% $1,617 $1,714 $1,799

19 $58,316 $61,815 $64,906 3 $577 1.0% $612 1.0% $643 1.0% $1,633 $1,731 $1,817

20 $58,899 $62,433 $65,555 4 $583 1.0% $618 1.0% $649 1.0% $1,649 $1,748 $1,835

21 $59,488 $63,057 $66,210 4 $589 1.0% $624 1.0% $656 1.0% $1,666 $1,765 $1,854

22 $60,083 $63,688 $66,872 4 $595 1.0% $631 1.0% $662 1.0% $1,682 $1,783 $1,872

23 $60,684 $64,325 $67,541 4 $601 1.0% $637 1.0% $669 1.0% $1,699 $1,801 $1,891

24 $61,291 $64,968 $68,217 4 $607 1.0% $643 1.0% $675 1.0% $1,716 $1,819 $1,910

25 $61,904 $65,618 $68,899 4 $613 1.0% $650 1.0% $682 1.0% $1,733 $1,837 $1,929

26 $62,523 $66,274 $69,588 4 $619 1.0% $656 1.0% $689 1.0% $1,751 $1,856 $1,948

27 $63,148 $66,937 $70,284 4 $625 1.0% $663 1.0% $696 1.0% $1,768 $1,874 $1,968

28 $63,779 $67,606 $70,986 4 $631 1.0% $669 1.0% $703 1.0% $1,786 $1,893 $1,987

29 $64,417 $68,282 $71,696 4 $638 1.0% $676 1.0% $710 1.0% $1,804 $1,912 $2,007

30 $65,061 $68,965 $72,413 4 $644 1.0% $683 1.0% $717 1.0% $1,822 $1,931 $2,027

31 $65,712 $69,655 $73,137 4 $651 1.0% $690 1.0% $724 1.0% $1,840 $1,950 $2,048

32 $66,369 $70,351 $73,869 4 $657 1.0% $697 1.0% $731 1.0% $1,858 $1,970 $2,068

33 $67,033 $71,055 $74,608 4 $664 1.0% $704 1.0% $739 1.0% $1,877 $1,989 $2,089

34 $67,703 $71,765 $75,354 4 $670 1.0% $711 1.0% $746 1.0% $1,896 $2,009 $2,110

35 $68,380 $72,483 $76,107 4 $677 1.0% $718 1.0% $754 1.0% $1,325 $1,405 $1,475

35-Year Average $602 1.1% $638 1.1% $670 1.1% $1,604 $1,701 $1,786



Exhibit 63


Bachelor’s Lane


5 Years

10 Years

15 Years

20 Years

25 Years

30 Years

35 Years

Hanover $45,293 $46,877 $48,410 $49,410 $50,592 $53,570 $58,163 $63,904

Henrico $46,000 $48,208 $49,351 $51,720 $54,203 $55,489 $58,153 $60,944

Richmond $47,325 $50,160 $53,162 $56,348 $59,720 $63,299 $67,089 $71,106

Prince William $43,456 $49,546 $58,226 $68,290 $79,955 $93,481 $105,844 $105,844

Virginia Beach $48,039 $48,732 $50,168 $53,406 $59,274 $65,142 $71,007 $71,007

Market Average $46,023 $48,704 $51,864 $55,835 $60,749 $66,196 $72,051 $74,561


$ Difference $1,302 $1,529 $1,457 $206 ($1,850) ($4,293) ($6,990) ($6,181)

% Difference 2.83% 3.1% 2.8% 0.4% -3.0% -6.5% -9.7% -8.3%




Exhibit 64


Master’s Lane


5 Years

10 Years

15 Years

20 Years

25 Years

30 Years

35 Years

Hanover $48,011 $49,690 $51,315 $52,375 $53,627 $56,784 $61,652 $67,739

Henrico $48,208 $50,522 $51,720 $54,203 $56,805 $58,153 $60,944 $63,869

Richmond $49,691 $52,667 $55,821 $59,163 $62,707 $66,463 $70,443 $74,660

Prince William $48,413 $54,504 $63,184 $73,247 $84,912 $98,438 $110,799 $110,799

Virginia Beach $50,593 $51,286 $52,723 $55,961 $61,829 $67,696 $73,561 $73,561

Market Average $48,983 $51,734 $54,953 $58,990 $63,976 $69,507 $75,480 $78,126


$ Difference $1,181 $1,514 $1,567 $413 ($1,543) ($3,889) ($6,515) ($5,643)

% Difference 2.4% 2.9% 2.9% 0.7% -2.4% -5.6% -8.6% -7.2%




Exhibit 65


Bachelor’s Lane


$40,000

$45,000

$50,000

$55,000

$60,000

$65,000

$70,000

$75,000

$80,000

0 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35

10-M

onth

Sal

ary

Years of Service

Market AverageChesterfield - Phase 2Chesterfield - Current


Exhibit 66


Master’s Lane


$40,000

$45,000

$50,000

$55,000

$60,000

$65,000

$70,000

$75,000

$80,000

0 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35

10-M

onth

Sal

ary

Years of Service

Market Average




Phase 3 Pay Scale

Exhibit 67

Phase 3 Teacher Pay Scale Criteria: Steps 0 through 5 ranked 1st among the peer divisions; Steps 6 through 19 ranked no less than 2nd Steps 20 through 35 ranked no less than 4th Maintain an average step progression of at least 1.0% per year over a 35-year career

Outcome: Starting rates are Bachelor’s $48,040, Master’s $50,922 and Doctorate $53,469 1.2% per step for steps 0 to 10; 1.0% per step for steps 11 to 35 1.5% increase from Phase 2 scale ($916 on average)


Market Rank

Bachelor’s Step

Increments

Master’s Step

Increments

Doctorate Step


Teacher Pay Scale

Bachelor's Master's Doctorate BA Lane $ % $ % $ % BA MA PhD 0 $48,040 $50,922 $53,469 1 $715 $758 $796

1 $48,616 $51,533 $54,110 1 $576 1.2% $611 1.2% $642 1.2% $724 $767 $805

2 $49,200 $52,152 $54,759 1 $583 1.2% $618 1.2% $649 1.2% $732 $776 $815

3 $49,790 $52,778 $55,417 1 $590 1.2% $626 1.2% $657 1.2% $741 $786 $825

4 $50,388 $53,411 $56,082 1 $597 1.2% $633 1.2% $665 1.2% $750 $795 $835

5 $50,992 $54,052 $56,755 1 $605 1.2% $641 1.2% $673 1.2% $759 $804 $845

6 $51,604 $54,701 $57,436 1 $612 1.2% $649 1.2% $681 1.2% $768 $814 $855

7 $52,224 $55,357 $58,125 2 $619 1.2% $656 1.2% $689 1.2% $777 $824 $865

8 $52,850 $56,021 $58,822 2 $627 1.2% $664 1.2% $697 1.2% $787 $834 $875

9 $53,484 $56,694 $59,528 2 $634 1.2% $672 1.2% $706 1.2% $796 $844 $886

10 $54,126 $57,374 $60,243 2 $642 1.2% $680 1.2% $714 1.2% $806 $854 $897

11 $54,668 $57,948 $60,845 2 $541 1.0% $574 1.0% $602 1.0% $814 $862 $906

12 $55,214 $58,527 $61,453 2 $547 1.0% $579 1.0% $608 1.0% $822 $871 $915

13 $55,766 $59,112 $62,068 2 $552 1.0% $585 1.0% $615 1.0% $830 $880 $924

14 $56,324 $59,703 $62,689 2 $558 1.0% $591 1.0% $621 1.0% $838 $889 $933



Market Rank

Bachelor’s Step

Increments

Master’s Step

Increments

Doctorate Step


Teacher Pay Scale

Bachelor's Master's Doctorate BA Lane $ % $ % $ % BA MA PhD 15 $56,887 $60,300 $63,316 2 $563 1.0% $597 1.0% $627 1.0% $847 $897 $942

16 $57,456 $60,903 $63,949 2 $569 1.0% $603 1.0% $633 1.0% $855 $906 $952

17 $58,031 $61,513 $64,588 2 $575 1.0% $609 1.0% $639 1.0% $864 $916 $961

18 $58,611 $62,128 $65,234 2 $580 1.0% $615 1.0% $646 1.0% $872 $925 $971

19 $59,197 $62,749 $65,886 2 $586 1.0% $621 1.0% $652 1.0% $881 $934 $981

20 $59,789 $63,376 $66,545 2 $592 1.0% $627 1.0% $659 1.0% $890 $943 $990

21 $60,387 $64,010 $67,211 4 $598 1.0% $634 1.0% $665 1.0% $899 $953 $1,000

22 $60,991 $64,650 $67,883 4 $604 1.0% $640 1.0% $672 1.0% $908 $962 $1,010

23 $61,601 $65,297 $68,562 4 $610 1.0% $647 1.0% $679 1.0% $917 $972 $1,020

24 $62,217 $65,950 $69,247 4 $616 1.0% $653 1.0% $686 1.0% $926 $982 $1,031

25 $62,839 $66,609 $69,940 4 $622 1.0% $659 1.0% $692 1.0% $935 $991 $1,041

26 $63,467 $67,275 $70,639 4 $628 1.0% $666 1.0% $699 1.0% $945 $1,001 $1,051

27 $64,102 $67,948 $71,346 4 $635 1.0% $673 1.0% $706 1.0% $954 $1,011 $1,062

28 $64,743 $68,628 $72,059 4 $641 1.0% $679 1.0% $713 1.0% $964 $1,021 $1,072

29 $65,390 $69,314 $72,780 4 $647 1.0% $686 1.0% $721 1.0% $973 $1,032 $1,083

30 $66,044 $70,007 $73,507 4 $654 1.0% $693 1.0% $728 1.0% $983 $1,042 $1,094

31 $66,705 $70,707 $74,242 4 $660 1.0% $700 1.0% $735 1.0% $993 $1,052 $1,105

32 $67,372 $71,414 $74,985 4 $667 1.0% $707 1.0% $742 1.0% $1,003 $1,063 $1,116

33 $68,046 $72,128 $75,735 4 $674 1.0% $714 1.0% $750 1.0% $1,013 $1,074 $1,127

34 $68,726 $72,850 $76,492 4 $680 1.0% $721 1.0% $757 1.0% $1,023 $1,084 $1,138

35 $69,413 $73,578 $77,257 4 $687 1.0% $728 1.0% $765 1.0% $715 $758 $796

35-Year Average $611 1.06% $647 1.06% $680 1.06% $866 $918 $964



Exhibit 68


Bachelor’s Lane


5 Years

10 Years

15 Years

20 Years

25 Years

30 Years

35 Years

Hanover $45,293 $46,877 $48,410 $49,410 $50,592 $53,570 $58,163 $63,904

Henrico $46,000 $48,208 $49,351 $51,720 $54,203 $55,489 $58,153 $60,944

Richmond $47,325 $50,160 $53,162 $56,348 $59,720 $63,299 $67,089 $71,106

Prince William $43,456 $49,546 $58,226 $68,290 $79,955 $93,481 $105,844 $105,844

Virginia Beach $48,039 $48,732 $50,168 $53,406 $59,274 $65,142 $71,007 $71,007

Market Average $46,023 $48,704 $51,864 $55,835 $60,749 $66,196 $72,051 $74,561


$ Difference $2,017 $2,288 $2,263 $1,053 ($960) ($3,357) ($6,007) ($5,148)

% Difference 4.38% 4.7% 4.4% 1.9% -1.6% -5.1% -8.3% -6.9%




Exhibit 69


Master’s Lane


5 Years

10 Years

15 Years

20 Years

25 Years

30 Years

35 Years

Hanover $48,011 $49,690 $51,315 $52,375 $53,627 $56,784 $61,652 $67,739

Henrico $48,208 $50,522 $51,720 $54,203 $56,805 $58,153 $60,944 $63,869

Richmond $49,691 $52,667 $55,821 $59,163 $62,707 $66,463 $70,443 $74,660

Prince William $48,413 $54,504 $63,184 $73,247 $84,912 $98,438 $110,799 $110,799

Virginia Beach $50,593 $51,286 $52,723 $55,961 $61,829 $67,696 $73,561 $73,561

Market Average $48,983 $51,734 $54,953 $58,990 $63,976 $69,507 $75,480 $78,126


$ Difference $1,939 $2,318 $2,421 $1,311 ($599) ($2,898) ($5,473) ($4,547)

% Difference 4.0% 4.5% 4.4% 2.2% -0.9% -4.2% -7.3% -5.8%




Exhibit 70


Bachelor’s Lane


$40,000

$45,000

$50,000

$55,000

$60,000

$65,000

$70,000

$75,000

$80,000

0 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35

10-M

onth

Sal

ary

Years of Service



Exhibit 71


Master’s Lane


$40,000

$45,000

$50,000

$55,000

$60,000

$65,000

$70,000

$75,000

$80,000

0 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35

10-M

onth

Sal

ary

Years of Service



Professional Support Positions This study found that the current pay ranges for Social Workers, Psychologists, and Occupational/Physical Therapists are below the market average and ranked 6th among the six school divisions. In addition, we found that current salaries for many employees in these titles are not aligned with their years of experience.

To improve both the market position and pay equity, we suggest:

Reclassifying these positions from Grade 40 to Grade 41

Evaluating current employees’ salaries within the new salary range based on their years of relevant work experience and implementing appropriate adjustments


The exhibits below show Chesterfield’s market position if these positions are reclassified to Grade 41.


Social Worker, Psychologist, Occupational/Physical Therapist Grade 41


$248 $237 $248 $237 $248 $246

$423$450

$423$450

$423

$465

$100

$150

$200

$250

$300

$350

$400

$450

$500

$550

$600

Teal bold indicates Chesterfield County Public Schools Grade 41Black indicates market average



Exhibit 73

Market Comparison of Daily Pay Rates School Social Worker




Range Width






MARKET AVERAGE $237 $344 $450 90%


$ Difference $10 -$8 -$27

% Difference 4% -2% -6%

CCPS Rank 3 2 3



Exhibit 74

Market Comparison of Daily Pay Rates School Psychologist




Range Width






MARKET AVERAGE $237 $344 $450 90%




CCPS Rank 3 2 3



Exhibit 75

Market Comparison of Daily Pay Rates Occupational/Physical Therapist




Range Width



Richmond Teacher Scale, MA lane+10% $273 $367 $461 69%



MARKET AVERAGE $246 $356 $465 89%




CCPS Rank 3 4 4



To reduce the current pay disparities among employees in these titles, we suggest estimating an expected hourly pay rate within Grade 41 based on a shadow step progression, such as the following table which assumes a 1.25% increment each year up to 45 years.

Exhibit 76

Estimated Step Structure for Psychologists, Social Workers, and OT/PTs

based on Chesterfield’s Grade 41 Years Grade 41 Years Grade 41

0 $30.98 23 $41.23 1 $31.37 24 $41.74 2 $31.76 25 $42.27 3 $32.16 26 $42.79 4 $32.56 27 $43.33 5 $32.97 28 $43.87 6 $33.38 29 $44.42 7 $33.80 30 $44.97 8 $34.22 31 $45.54 9 $34.65 32 $46.11 10 $35.08 33 $46.68 11 $35.52 34 $47.27 12 $35.96 35 $47.86 13 $36.41 36 $48.45 14 $36.87 37 $49.06 15 $37.33 38 $49.67 16 $37.79 39 $50.29 17 $38.27 40 $50.92 18 $38.75 41 $51.56 19 $39.23 42 $52.20 20 $39.72 43 $52.86 21 $40.22 44 $52.91 22 $40.72 45 $52.91


If employee salaries are adjusted based on the shadow step structure show on the prior page, we estimate the annual fiscal impact to be about $426,000, distributed among these 85 employees as shown in the table below.

Exhibit 77

Average Pay Adjustments Social Workers, Psychologists, Occupational/Physical Therapists

Years of Experience

# of Individuals

Average % Increase

Average $ Increase

Annualized Salary-Only

Cost14

Annualized Salary plus

Benefits Cost15

0 < 5 years 11 $2,615 5.3% $28,765 $36,472

5 < 10 years 19 $2,340 4.2% $44,454 $56,364

10 < 15 years 7 $3,839 6.5% $26,872 $34,070

15 < 20 years 13 $5,689 9.4% $73,962 $93,777

20 < 25 years 15 $8,401 13.7% $126,012 $159,770

25 < 30 years 13 $5,165 7.5% $67,143 $85,130

30+ years 7 $8,487 12.2% $59,407 $75,322

Total 85 $5,019 8.2% $426,615 $540,905



Exhibit 78

Average Pay Adjustments for Social Workers, Psychologists, Occupational/Physical Therapists

by Years of Experience

5%

4%

6%

9%

14%

8%

12%

8%

0%

1%

2%

3%

4%

5%

6%

7%

8%

9%

10%

11%

12%

13%

14%

15%

0 < 5years

5 < 10years

10 < 15years

15 < 20years

20 < 25years

25 < 30years

30+years

All


Exhibit 79

Distribution of Psychologists, Social Workers, and OT/PTs by Years of Experience and Salary Level

After Implementation of Recommendations

90%

100%

110%

120%

130%

140%

150%

160%

170%

180%

0 2 4 6 8 10 12 14 16 18 20 22 24 26 28 30 32 34 36 38 40 42 44 46

Sala

ry a

s a

Perc

ent o

f Pay

Ran

ge M

inim

um

Years of Experience

Pay Range Midpoint

Pay Range Minimum

Pay Range Maximum


School Administrators The market analysis showed that the current pay scales for Assistant Principals and Principals lag the market. In addition, the low starting rate for Assistant Principals creates compression with the teacher scale. Consequently, we recommend a new pay scale for school administrators that is:

Linked to the proposed teacher salary scale Consistent in structure with the teacher scales (that is, based on lanes and steps)

The pay scale shown on the following pages each correspond to the three phases proposed for the teacher pay scale. The starting point of each option (Step 0 for Assistant Principal Elementary) is equal to Master’s lane Step 8 on the teacher scale, adjusted for the difference in work year (237 or 260 days versus 200 days).

Exhibit 80

Estimated Fiscal Impact of Proposed School Administrator Pay Scale

Salary Only Impact16 Year 1 Year 2 Year 3 Three Year

Total


Average Annual Cost per Administrator $12,353 $3,922 $2,708 $18,983

Average Pay Increase 14.9% 4.1% 2.7% 22.9%

Salary plus Benefits Impact17 Year 1 Year 2 Year 3 Three Year

Total


Average Annual Cost per Administrator $15,662 $4,973 $3,433 $24,069

16 Salary-only costs include estimated base salary increases only, excluding any additional costs associated with retirement plan contributions and other benefits driven by salary. 17 Salary plus benefits cost includes base salary increases plus estimated increased contributions to VRS benefits, retiree health insurance credit, life insurance, and FICA payroll tax.


Phase 1

Exhibit 81

Phase 1 School Administrator Pay Scale Criteria: Steps 0 of Assistant Principal (AP-ES) linked to Master’s Step 8 on Phase 1 Teacher pay Scale Starting pay rates ranked no less than 3rd Maintain a consistent step progression in a 45-step scale

12-Month Salary Scale (260 days)

AP-ES AP-MS AP-HS P-ES P-MS P-HS Step Increment

School Level

Difference

Assistant Principal to Principal %

0 $69,735 $75,314 $81,339 $87,846 $94,874 $102,464

1 $70,572 $76,218 $82,315 $88,900 $96,012 $103,693 1.2% 8% 8%

2 $71,419 $77,132 $83,303 $89,967 $97,164 $104,938 1.2% 8% 8%

3 $72,276 $78,058 $84,302 $91,047 $98,330 $106,197 1.2% 8% 8%

4 $73,143 $78,995 $85,314 $92,139 $99,510 $107,471 1.2% 8% 8%

5 $74,021 $79,942 $86,338 $93,245 $100,704 $108,761 1.2% 8% 8%

6 $74,909 $80,902 $87,374 $94,364 $101,913 $110,066 1.2% 8% 8%

7 $75,808 $81,873 $88,422 $95,496 $103,136 $111,387 1.2% 8% 8%

8 $76,718 $82,855 $89,483 $96,642 $104,374 $112,723 1.2% 8% 8%

9 $77,638 $83,849 $90,557 $97,802 $105,626 $114,076 1.2% 8% 8%

10 $78,570 $84,856 $91,644 $98,975 $106,893 $115,445 1.2% 8% 8%

11 $79,513 $85,874 $92,744 $100,163 $108,176 $116,830 1.2% 8% 8%

12 $80,467 $86,904 $93,857 $101,365 $109,474 $118,232 1.2% 8% 8%

13 $81,433 $87,947 $94,983 $102,582 $110,788 $119,651 1.2% 8% 8%

14 $82,410 $89,002 $96,123 $103,812 $112,117 $121,087 1.2% 8% 8%

15 $83,399 $90,071 $97,276 $105,058 $113,463 $122,540 1.2% 8% 8%

16 $84,399 $91,151 $98,443 $106,319 $114,824 $124,010 1.2% 8% 8%

17 $85,412 $92,245 $99,625 $107,595 $116,202 $125,499 1.2% 8% 8%

18 $86,437 $93,352 $100,820 $108,886 $117,597 $127,005 1.2% 8% 8%



School Level

Difference


19 $87,474 $94,472 $102,030 $110,193 $119,008 $128,529 1.2% 8% 8%

20 $88,524 $95,606 $103,254 $111,515 $120,436 $130,071 1.2% 8% 8%

21 $89,586 $96,753 $104,494 $112,853 $121,881 $131,632 1.2% 8% 8%

22 $90,661 $97,914 $105,747 $114,207 $123,344 $133,211 1.2% 8% 8%

23 $91,749 $99,089 $107,016 $115,578 $124,824 $134,810 1.2% 8% 8%

24 $92,850 $100,278 $108,301 $116,965 $126,322 $136,428 1.2% 8% 8%

25 $93,965 $101,482 $109,600 $118,368 $127,838 $138,065 1.2% 8% 8%

26 $95,092 $102,699 $110,915 $119,789 $129,372 $139,722 1.2% 8% 8%

27 $96,233 $103,932 $112,246 $121,226 $130,924 $141,398 1.2% 8% 8%

28 $97,388 $105,179 $113,593 $122,681 $132,495 $143,095 1.2% 8% 8%

29 $98,557 $106,441 $114,956 $124,153 $134,085 $144,812 1.2% 8% 8%

30 $99,739 $107,718 $116,336 $125,643 $135,694 $146,550 1.2% 8% 8%

31 $100,936 $109,011 $117,732 $127,151 $137,323 $148,308 1.2% 8% 8%

32 $102,147 $110,319 $119,145 $128,676 $138,970 $150,088 1.2% 8% 8%

33 $103,373 $111,643 $120,575 $130,220 $140,638 $151,889 1.2% 8% 8%

34 $104,614 $112,983 $122,021 $131,783 $142,326 $153,712 1.2% 8% 8%

35 $105,869 $114,339 $123,486 $133,365 $144,034 $155,556 1.2% 8% 8%

36 $107,139 $115,711 $124,968 $134,965 $145,762 $157,423 1.2% 8% 8%

37 $108,425 $117,099 $126,467 $136,584 $147,511 $159,312 1.2% 8% 8%

38 $109,726 $118,504 $127,985 $138,224 $149,281 $161,224 1.2% 8% 8%

39 $111,043 $119,926 $129,521 $139,882 $151,073 $163,159 1.2% 8% 8%

40 $112,376 $121,366 $131,075 $141,561 $152,886 $165,116 1.2% 8% 8%

41 $113,724 $122,822 $132,648 $143,259 $154,720 $167,098 1.2% 8% 8%

42 $115,089 $124,296 $134,239 $144,979 $156,577 $169,103 1.2% 8% 8%

43 $116,470 $125,787 $135,850 $146,718 $158,456 $171,132 1.2% 8% 8%

44 $117,867 $127,297 $137,481 $148,479 $160,357 $173,186 1.2% 8% 8%

45 $119,282 $128,824 $139,130 $150,261 $162,282 $175,264 1.2% 8% 8%


Phase 1 Comparison to Current

Exhibit 82

Phase 1 School Administrator Pay Scale Comparison to Current

Dollar Difference Percentage Difference

Title Days Minimum Midpoint Maximum Minimum Midpoint Maximum

AP-Elementary 237 $12,149 $16,540 $20,931 24% 24% 24%

AP-Middle 237 $9,909 $13,514 $17,118 17% 17% 17%

AP-High School 237 $15,402 $20,957 $26,513 26% 26% 26%

Principal-Elementary 260 $708 $10,041 $19,375 1% 9% 15%

Principal Middle 260 -$2,515 $8,649 $19,813 -3% 7% 14%

Principal-High School 260 -$5,177 $8,017 $21,212 -5% 6% 14%

Phase 1 School Administrator Pay Scale Comparison to Phase 1 Teacher Scale

Title Minimum AP Daily rate

Step 5 Master’s Lane

Daily Rate Dollar

Difference Percent

Difference

AP-Elementary $268 $259 $9 4%

AP-Middle $290 $259 $31 12%

AP-High School $313 $259 $54 21%



Exhibit 83 Phase 1 Market Comparisons

Assistant Principals

Market Average = The straight average of Hanover, Henrico, Richmond, Virginia Beach and Prince William school divisions Salary rates for divisions outside the Richmond area have been geographically adjusted (Prince William -13.6% and Virginia Beach +2.2%) Salary ranges have been adjusted to Chesterfield’s contract length

$51,417

$63,566 $63,496$58,742

$68,651 $68,173

$58,742

$74,144 $71,514

$87,799

$108,730$115,609

$100,310

$117,428$123,417

$100,310

$126,823 $129,474

$25,000

$50,000

$75,000

$100,000

$125,000

$150,000

Teal bold indicates Chesterfield currentRed bold indicates Chesterfield proposed Phase 1Black indicates market average


(11 months)




Exhibit 84

Phase 1 Market Comparisons

Assistant Principals (11 months)



Hanover $62,682 $91,217 $119,770 $67,687 $98,516 $129,345 $73,091 $106,385 $139,697

Henrico $61,465 $87,266 $113,067 $67,507 $95,845 $124,183 $67,507 $95,845 $124,183

Richmond $70,014 $94,630 $119,246 $73,530 $99,364 $125,198 $77,208 $104,342 $131,477

Prince William $62,851 $91,641 $120,432 $67,338 $96,306 $125,274 $70,336 $100,592 $130,848

Virginia Beach $60,471 $83,001 $105,532 $64,800 $88,944 $113,087 $69,429 $95,297 $121,164

AVERAGE $63,496 $89,551 $115,609 $68,173 $95,795 $123,417 $71,514 $100,492 $129,474

Chesterfield Proposed $63,566 $86,148 $108,730 $68,651 $93,040 $117,428 $74,144 $100,483 $126,823

$ Difference $70 ($3,403) ($6,879) $479 ($2,755) ($5,989) $2,629 ($9) ($2,651)

% Difference 0.1% -3.8% -6.0% 0.7% -2.9% -4.9% 3.7% 0.0% -2.0%

CCPS Rank 2 5 5 2 5 5 2 4 4

Market Average = The straight average of Hanover, Henrico, Richmond, Virginia Beach and Prince William school divisions Salary rates for divisions outside the Richmond area have been geographically adjusted (Prince William -13.6% and Virginia Beach +2.2%) Salary ranges have been adjusted to Chesterfield’s contract length



School Principals


$87,138 $87,846 $87,236

$97,389 $94,874 $94,224

$107,641$102,464 $102,564

$130,886

$150,261$154,846

$142,469

$162,282$167,141

$154,052

$175,264$181,883

$50,000

$75,000

$100,000

$125,000

$150,000

$175,000

$200,000






Exhibit 86

Phase 1 Market Comparisons School Principals

Principal

Elementary School (12-month)


(12-month)

Principal High School (12-month)


Hanover $86,611 $126,048 $165,485 $93,538 $136,136 $178,734 $101,005 $147,014 $193,024

Henrico $93,624 $132,925 $172,226 $102,828 $145,993 $189,158 $112,937 $160,346 $207,754

Richmond $93,738 $118,946 $144,154 $103,112 $130,842 $158,571 $113,423 $143,926 $174,428

Prince William $80,597 $115,271 $149,945 $84,189 $120,405 $156,620 $91,751 $131,219 $170,686

Virginia Beach $81,610 $112,016 $142,422 $87,455 $120,039 $152,623 $93,701 $128,613 $163,525

AVERAGE $87,236 $121,041 $154,846 $94,224 $130,683 $167,141 $102,564 $142,223 $181,883


$ Difference $610 ($1,988) ($4,586) $649 ($2,105) ($4,860) ($100) ($3,360) ($6,619)

% Difference 0.7% -1.6% -3.0% 0.7% -1.6% -2.9% -0.1% -2.4% -3.6%

CCPS Rank 3 3 3 3 4 3 3 4 3



Phase 2

Exhibit 87




School Level

Difference


0 $71,744 $77,483 $83,682 $90,376 $97,607 $105,415 8% 8%

1 $72,605 $78,413 $84,686 $91,461 $98,778 $106,680 1.2% 8% 8%

2 $73,476 $79,354 $85,702 $92,558 $99,963 $107,960 1.2% 8% 8%

3 $74,358 $80,306 $86,731 $93,669 $101,163 $109,256 1.2% 8% 8%

4 $75,250 $81,270 $87,771 $94,793 $102,377 $110,567 1.2% 8% 8%

5 $76,153 $82,245 $88,825 $95,931 $103,605 $111,894 1.2% 8% 8%

6 $77,067 $83,232 $89,891 $97,082 $104,848 $113,236 1.2% 8% 8%

7 $77,992 $84,231 $90,969 $98,247 $106,107 $114,595 1.2% 8% 8%

8 $78,927 $85,242 $92,061 $99,426 $107,380 $115,970 1.2% 8% 8%

9 $79,875 $86,265 $93,166 $100,619 $108,668 $117,362 1.2% 8% 8%

10 $80,833 $87,300 $94,284 $101,826 $109,972 $118,770 1.2% 8% 8%

11 $81,803 $88,347 $95,415 $103,048 $111,292 $120,196 1.2% 8% 8%

12 $82,785 $89,407 $96,560 $104,285 $112,628 $121,638 1.2% 8% 8%

13 $83,778 $90,480 $97,719 $105,536 $113,979 $123,098 1.2% 8% 8%

14 $84,783 $91,566 $98,891 $106,803 $115,347 $124,575 1.2% 8% 8%

15 $85,801 $92,665 $100,078 $108,084 $116,731 $126,070 1.2% 8% 8%

16 $86,830 $93,777 $101,279 $109,381 $118,132 $127,582 1.2% 8% 8%

17 $87,872 $94,902 $102,494 $110,694 $119,549 $129,113 1.2% 8% 8%

18 $88,927 $96,041 $103,724 $112,022 $120,984 $130,663 1.2% 8% 8%



School Level

Difference


19 $89,994 $97,194 $104,969 $113,367 $122,436 $132,231 1.2% 8% 8%

20 $91,074 $98,360 $106,229 $114,727 $123,905 $133,818 1.2% 8% 8%

21 $92,167 $99,540 $107,503 $116,104 $125,392 $135,423 1.2% 8% 8%

22 $93,273 $100,735 $108,793 $117,497 $126,897 $137,048 1.2% 8% 8%

23 $94,392 $101,943 $110,099 $118,907 $128,419 $138,693 1.2% 8% 8%

24 $95,525 $103,167 $111,420 $120,334 $129,960 $140,357 1.2% 8% 8%

25 $96,671 $104,405 $112,757 $121,778 $131,520 $142,042 1.2% 8% 8%

26 $97,831 $105,658 $114,110 $123,239 $133,098 $143,746 1.2% 8% 8%

27 $99,005 $106,926 $115,480 $124,718 $134,695 $145,471 1.2% 8% 8%

28 $100,193 $108,209 $116,865 $126,215 $136,312 $147,217 1.2% 8% 8%

29 $101,396 $109,507 $118,268 $127,729 $137,947 $148,983 1.2% 8% 8%

30 $102,612 $110,821 $119,687 $129,262 $139,603 $150,771 1.2% 8% 8%

31 $103,844 $112,151 $121,123 $130,813 $141,278 $152,580 1.2% 8% 8%

32 $105,090 $113,497 $122,577 $132,383 $142,973 $154,411 1.2% 8% 8%

33 $106,351 $114,859 $124,048 $133,971 $144,689 $156,264 1.2% 8% 8%

34 $107,627 $116,237 $125,536 $135,579 $146,425 $158,139 1.2% 8% 8%

35 $108,919 $117,632 $127,043 $137,206 $148,182 $160,037 1.2% 8% 8%

36 $110,226 $119,044 $128,567 $138,852 $149,961 $161,958 1.2% 8% 8%

37 $111,548 $120,472 $130,110 $140,519 $151,760 $163,901 1.2% 8% 8%

38 $112,887 $121,918 $131,671 $142,205 $153,581 $165,868 1.2% 8% 8%

39 $114,242 $123,381 $133,251 $143,911 $155,424 $167,858 1.2% 8% 8%

40 $115,612 $124,861 $134,850 $145,638 $157,289 $169,873 1.2% 8% 8%

41 $117,000 $126,360 $136,469 $147,386 $159,177 $171,911 1.2% 8% 8%

42 $118,404 $127,876 $138,106 $149,155 $161,087 $173,974 1.2% 8% 8%

43 $119,825 $129,411 $139,763 $150,944 $163,020 $176,062 1.2% 8% 8%

44 $121,262 $130,963 $141,441 $152,756 $164,976 $178,174 1.2% 8% 8%

45 $122,718 $132,535 $143,138 $154,589 $166,956 $180,312 1.2% 8% 8%






$51,417

$65,397 $63,496$58,742

$70,629 $68,173

$58,742

$76,279$71,514

$87,799

$111,862$115,609

$100,310

$120,811 $123,417

$100,310

$130,476 $129,474

$25,000

$50,000

$75,000

$100,000

$125,000

$150,000



(11 months)




Exhibit 89





Hanover $62,682 $91,217 $119,770 $67,687 $98,516 $129,345 $73,091 $106,385 $139,697

Henrico $61,465 $87,266 $113,067 $67,507 $95,845 $124,183 $67,507 $95,845 $124,183

Richmond $70,014 $94,630 $119,246 $73,530 $99,364 $125,198 $77,208 $104,342 $131,477

Prince William $62,851 $91,641 $120,432 $67,338 $96,306 $125,274 $70,336 $100,592 $130,848

Virginia Beach $60,471 $83,001 $105,532 $64,800 $88,944 $113,087 $69,429 $95,297 $121,164

AVERAGE $63,496 $89,551 $115,609 $68,173 $95,795 $123,417 $71,514 $100,492 $129,474


$ Difference $1,901 ($922) ($3,748) $2,456 ($75) ($2,607) $4,765 $2,885 $1,002

% Difference 3.0% -1.0% -3.2% 3.6% -0.1% -2.1% 6.7% 2.9% 0.8%

CCPS Rank 2 4 5 2 5 5 2 3 4




School Principals


$87,138 $90,376 $87,236

$97,389 $97,607 $94,224

$107,641 $105,415 $102,564

$130,886

$154,589 $154,846

$142,469

$166,956 $167,141

$154,052

$180,312 $181,883

$50,000

$75,000

$100,000

$125,000

$150,000

$175,000

$200,000






Exhibit 91


Principal



(12-month)



Hanover $86,611 $126,048 $165,485 $93,538 $136,136 $178,734 $101,005 $147,014 $193,024

Henrico $93,624 $132,925 $172,226 $102,828 $145,993 $189,158 $112,937 $160,346 $207,754

Richmond $93,738 $118,946 $144,154 $103,112 $130,842 $158,571 $113,423 $143,926 $174,428

Prince William $80,597 $115,271 $149,945 $84,189 $120,405 $156,620 $91,751 $131,219 $170,686

Virginia Beach $81,610 $112,016 $142,422 $87,455 $120,039 $152,623 $93,701 $128,613 $163,525

AVERAGE $87,236 $121,041 $154,846 $94,224 $130,683 $167,141 $102,564 $142,223 $181,883


$ Difference $3,140 $1,441 ($257) $3,382 $1,598 ($185) $2,851 $640 ($1,571)

% Difference 3.6% 1.2% -0.2% 3.6% 1.2% -0.1% 2.8% 0.5% -0.9%

CCPS Rank 3 3 3 3 3 3 3 4 3



Phase 3

Exhibit 92




School Level

Difference


0 $72,828 $78,654 $84,946 $91,742 $99,081 $107,008 8% 8%

1 $73,702 $79,598 $85,966 $92,843 $100,270 $108,292 1.2% 8% 8%

2 $74,586 $80,553 $86,997 $93,957 $101,473 $109,591 1.2% 8% 8%

3 $75,481 $81,520 $88,041 $95,084 $102,691 $110,906 1.2% 8% 8%

4 $76,387 $82,498 $89,098 $96,225 $103,923 $112,237 1.2% 8% 8%

5 $77,303 $83,488 $90,167 $97,380 $105,170 $113,584 1.2% 8% 8%

6 $78,231 $84,490 $91,249 $98,549 $106,433 $114,947 1.2% 8% 8%

7 $79,170 $85,503 $92,344 $99,731 $107,710 $116,327 1.2% 8% 8%

8 $80,120 $86,529 $93,452 $100,928 $109,002 $117,722 1.2% 8% 8%

9 $81,081 $87,568 $94,573 $102,139 $110,310 $119,135 1.2% 8% 8%

10 $82,054 $88,619 $95,708 $103,365 $111,634 $120,565 1.2% 8% 8%

11 $83,039 $89,682 $96,857 $104,605 $112,974 $122,011 1.2% 8% 8%

12 $84,035 $90,758 $98,019 $105,860 $114,329 $123,476 1.2% 8% 8%

13 $85,044 $91,847 $99,195 $107,131 $115,701 $124,957 1.2% 8% 8%

14 $86,064 $92,950 $100,386 $108,416 $117,090 $126,457 1.2% 8% 8%

15 $87,097 $94,065 $101,590 $109,717 $118,495 $127,974 1.2% 8% 8%

16 $88,142 $95,194 $102,809 $111,034 $119,917 $129,510 1.2% 8% 8%

17 $89,200 $96,336 $104,043 $112,366 $121,356 $131,064 1.2% 8% 8%

18 $90,270 $97,492 $105,291 $113,715 $122,812 $132,637 1.2% 8% 8%



School Level

Difference


19 $91,354 $98,662 $106,555 $115,079 $124,286 $134,229 1.2% 8% 8%

20 $92,450 $99,846 $107,834 $116,460 $125,777 $135,839 1.2% 8% 8%

21 $93,559 $101,044 $109,128 $117,858 $127,286 $137,469 1.2% 8% 8%

22 $94,682 $102,257 $110,437 $119,272 $128,814 $139,119 1.2% 8% 8%

23 $95,818 $103,484 $111,762 $120,703 $130,360 $140,788 1.2% 8% 8%

24 $96,968 $104,725 $113,104 $122,152 $131,924 $142,478 1.2% 8% 8%

25 $98,132 $105,982 $114,461 $123,618 $133,507 $144,188 1.2% 8% 8%

26 $99,309 $107,254 $115,834 $125,101 $135,109 $145,918 1.2% 8% 8%

27 $100,501 $108,541 $117,224 $126,602 $136,730 $147,669 1.2% 8% 8%

28 $101,707 $109,844 $118,631 $128,121 $138,371 $149,441 1.2% 8% 8%

29 $102,927 $111,162 $120,055 $129,659 $140,032 $151,234 1.2% 8% 8%

30 $104,163 $112,496 $121,495 $131,215 $141,712 $153,049 1.2% 8% 8%

31 $105,413 $113,846 $122,953 $132,789 $143,413 $154,886 1.2% 8% 8%

32 $106,677 $115,212 $124,429 $134,383 $145,134 $156,744 1.2% 8% 8%

33 $107,958 $116,594 $125,922 $135,995 $146,875 $158,625 1.2% 8% 8%

34 $109,253 $117,993 $127,433 $137,627 $148,638 $160,529 1.2% 8% 8%

35 $110,564 $119,409 $128,962 $139,279 $150,421 $162,455 1.2% 8% 8%

36 $111,891 $120,842 $130,510 $140,950 $152,226 $164,404 1.2% 8% 8%

37 $113,234 $122,292 $132,076 $142,642 $154,053 $166,377 1.2% 8% 8%

38 $114,592 $123,760 $133,661 $144,353 $155,902 $168,374 1.2% 8% 8%

39 $115,968 $125,245 $135,264 $146,086 $157,773 $170,394 1.2% 8% 8%

40 $117,359 $126,748 $136,888 $147,839 $159,666 $172,439 1.2% 8% 8%

41 $118,767 $128,269 $138,530 $149,613 $161,582 $174,508 1.2% 8% 8%

42 $120,193 $129,808 $140,193 $151,408 $163,521 $176,602 1.2% 8% 8%

43 $121,635 $131,366 $141,875 $153,225 $165,483 $178,722 1.2% 8% 8%

44 $123,095 $132,942 $143,577 $155,064 $167,469 $180,866 1.2% 8% 8%

45 $124,572 $134,537 $145,300 $156,924 $169,478 $183,037 1.2% 8% 8%






$51,417

$66,385 $63,496$58,742

$71,696$68,173

$58,742

$77,432$71,514

$87,799

$113,552 $115,609

$100,310

$122,636 $123,417

$100,310

$132,447$129,474

$25,000

$50,000

$75,000

$100,000

$125,000

$150,000



(11 months)




Exhibit 94





Hanover $62,682 $91,217 $119,770 $67,687 $98,516 $129,345 $73,091 $106,385 $139,697

Henrico $61,465 $87,266 $113,067 $67,507 $95,845 $124,183 $67,507 $95,845 $124,183

Richmond $70,014 $94,630 $119,246 $73,530 $99,364 $125,198 $77,208 $104,342 $131,477

Prince William $62,851 $91,641 $120,432 $67,338 $96,306 $125,274 $70,336 $100,592 $130,848

Virginia Beach $60,471 $83,001 $105,532 $64,800 $88,944 $113,087 $69,429 $95,297 $121,164

AVERAGE $63,496 $89,551 $115,609 $68,173 $95,795 $123,417 $71,514 $100,492 $129,474


$ Difference $2,889 $417 ($2,058) $3,523 $1,371 ($781) $5,917 $4,447 $2,973

% Difference 4.5% 0.5% -1.8% 5.2% 1.4% -0.6% 8.3% 4.4% 2.3%

CCPS Rank 2 4 4 2 3 5 1 2 2




School Principals


$87,138$91,742

$87,236

$97,389 $99,081$94,224

$107,641 $107,008$102,564

$130,886

$156,924 $154,846

$142,469

$169,478 $167,141

$154,052

$183,037 $181,883

$50,000

$75,000

$100,000

$125,000

$150,000

$175,000

$200,000






Exhibit 96


Principal



(12-month)



Hanover $86,611 $126,048 $165,485 $93,538 $136,136 $178,734 $101,005 $147,014 $193,024

Henrico $93,624 $132,925 $172,226 $102,828 $145,993 $189,158 $112,937 $160,346 $207,754

Richmond $93,738 $118,946 $144,154 $103,112 $130,842 $158,571 $113,423 $143,926 $174,428

Prince William $80,597 $115,271 $149,945 $84,189 $120,405 $156,620 $91,751 $131,219 $170,686

Virginia Beach $81,610 $112,016 $142,422 $87,455 $120,039 $152,623 $93,701 $128,613 $163,525

AVERAGE $87,236 $121,041 $154,846 $94,224 $130,683 $167,141 $102,564 $142,223 $181,883


$ Difference $4,506 $3,292 $2,078 $4,857 $3,597 $2,337 $4,444 $2,799 $1,153

% Difference 5.2% 2.7% 1.3% 5.2% 2.8% 1.4% 4.3% 2.0% 0.6%

CCPS Rank 3 3 3 3 3 3 3 3 3



School Administrator Step Placement To estimate the cost of implementing the new school administrator pay scale, we developed a formula for placing each individual on the scale based on their work experience, including:

Years of experience as a school administrator (or comparable managerial experience) Years of teaching experience (or comparable professional experience) Years of non-professional experience in a related field (such as a para-educator role)

Administrator

Experience Teaching/Professional

Experience Non-Professional

Related Experience

1 step for every: 1 year 1 year 5 years

Starting after: -- 5 years 10 years

Up to: 30 years 30 years 30 years

This approach is designed to recognize experience and professional development, as well as to provide sufficient pay advancement when an educator is promoted to an administrator role. The table below shows the difference between daily rates on the Assistant Principal Elementary School scale and the teacher scale, given the same years of experience.

Years of Experience

Teacher Master’s Lane

Daily Rate AP-ES

Daily Rate Percent

Difference

5 years $262 $268 2%

10 years $277 $285 3%

15 years $292 $302 4%

20 years $306 $321 5%

25 years $322 $340 6%

30 years $339 $361 7%

We recommend implementing these placement practices for newly promoted and newly hired school administrators in the future in order to maintain pay equity and internal consistency of salaries.


If current school administrator salaries are adjusted based on the proposed approach, the distribution of salaries would be as follows.

Exhibit 97

Distribution of Assistant Principals and Principals by Years of Experience and Salary Level

After Phase 1 Implementation

90%

95%

100%

105%

110%

115%

120%

125%

130%

135%

140%

145%

150%

155%

160%

165%

170%

175%

180%

5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40

Sala

ry a

s a

Perc

ent o

f Pay

Ran

ge M

inim

um

Years of Professional and Administrator Experience

Pay Range Maximum

Pay Range Midpoint

Pay Range Minimum


Paraprofessional Educators This study found that the current pay ranges for paraprofessional educators lag the market. In addition, we found that current salaries for many employees in these titles are not aligned with their years of experience.

To improve both market position and pay equity, we suggest:

Reclassifying these positions to the next higher grade on the scale, as shown in the table below18

Evaluating current employees’ salaries within their new pay range based on their years of relevant work experience and implementing appropriate adjustments

Title # of Employees

Current Grade Minimum Midpoint Maximum

Proposed Grade Minimum Midpoint Maximum

Instructional Assistant (General Education) 213 34 $12.19 $16.51 $20.82 35 $13.93 $18.86 $23.79

Instructional Assistant (Special Education) 441 34+5% $12.80 $17.33 $21.86 35 $13.93 $18.86 $23.79

Testing & Career Center Coordinator 10 38 $20.77 $28.12 $35.47 39 $23.74 $32.13 $40.53

Sign Language Interpreter 9 39 $23.74 $32.13 $40.53 40 $27.12 $36.71 $46.31

18 CCPS may wish to implement comparable changes for other positions paid on these same grades.

Grade 34: Library Assistants (22 employees) Grade 38: Testing Support Specialist (1 employee) and Home School Support Specialist (1 employee) Grade 39: CIS Site Coordinator (8 employees)


Exhibit 98


After Implementation of Grade Changes




Hanover $11.26 $16.38 $21.50 $11.26 $16.38 $21.50

Henrico $12.69 $18.02 $23.35 $12.69 $18.02 $23.35

Richmond $12.62 $18.16 $23.70 $12.62 $18.16 $23.70

Prince William $13.83 $23.21 $32.60 $13.83 $23.21 $32.60

Virginia Beach $12.13 $19.08 $26.04 $13.00 $20.45 $27.91

MARKET AVERAGE $12.51 $18.97 $25.44 $12.68 $19.25 $25.81

Chesterfield (Grade 35) $13.93 $18.86 $23.79 $13.93 $18.86 $23.79

$ Difference $1.42 ($0.11) ($1.65) $1.25 ($0.38) ($2.02)

% Difference 10% -1% -7% 9% -2% -9%

CCPS Rank 1 3 3 1 3 3



Exhibit 99


Sign Language Interpreters After Implementation of Grade Changes



Hanover $26.24 $38.18 $50.13 $19.29 $28.07 $36.86

Henrico $26.87 $39.34 $51.81 $24.47 $34.74 $45.01

Richmond $26.24 $35.47 $44.70 $29.58 $42.30 $55.03

Prince William $16.50 $27.71 $38.91 $25.81 $43.34 $60.86

Virginia Beach $19.67 $27.00 $34.33 $18.35 $30.29 $42.22

AVERAGE $23.11 $33.54 $43.97 $23.50 $35.75 $48.00

Chesterfield $23.74 $32.13 $40.53 $27.12 $36.71 $46.31

$ Difference $0.63 ($1.41) ($3.44) $3.62 $0.97 ($1.69)

% Difference 3% -4% -8% 13% 3% -4%

CCPS Rank 4 4 4 2 3 3

Market Average = The straight average of Hanover, Henrico, Richmond, Virginia Beach and Prince William school divisions Salary rates for divisions outside the Richmond area have been geographically adjusted (Prince William -13.6% and Virginia Beach +2.2%) In Richmond and Prince William, Sign Language Interpreters are paid on the teacher pay scale.





$12.19$13.93 $12.51 $12.80 $13.93 $12.68

$20.77$23.74 $23.11 $23.74

$27.12$23.50

$20.82$23.79

$25.44$21.86

$23.79$25.81

$35.47

$40.53$43.97

$40.53

$46.31$48.00

$0

$10

$20

$30

$40

$50

$60

Teal bold indicates Chesterfield Current RangeRed bold indicates Chesterfield Proposed RangeBlack indicates market average






To reduce the current pay disparities among employees in these titles, we suggest estimating an expected hourly pay rate within the new pay range based on a shadow step progression, such as the following table which assumes a 1.2% increment each year up to 45 years on Grade 35.

Exhibit 101

Estimated Step Structure for Instructional Assistants

based on Chesterfield’s Grade 35 Years Grade 35 Years Grade 35

0 $13.93 23 $18.33 1 $14.10 24 $18.55 2 $14.27 25 $18.77 3 $14.44 26 $19.00 4 $14.61 27 $19.22 5 $14.79 28 $19.45 6 $14.96 29 $19.69 7 $15.14 30 $19.92 8 $15.32 31 $20.16 9 $15.51 32 $20.40 10 $15.69 33 $20.65 11 $15.88 34 $20.90 12 $16.07 35 $21.15 13 $16.27 36 $21.40 14 $16.46 37 $21.66 15 $16.66 38 $21.92 16 $16.86 39 $22.18 17 $17.06 40 $22.45 18 $17.27 41 $22.72 19 $17.47 42 $22.99 20 $17.68 43 $23.27 21 $17.90 44 $23.54 22 $18.11 45 $23.79


We estimate the annual total fiscal impact to be about $2.5m, distributed among these 673 employees as shown in the table below.

Exhibit 102

Average Pay Adjustments Instructional Assistants and Other Paraprofessional Educators

Years of Experience

# of Individuals

Average % Increase

Average $ Increase

Annualized Salary-Only Cost19

Annualized Salary plus Benefits Cost20

0 < 5 years 166 12% $1,870 $310,453 $381,796

5 < 10 years 143 13% $2,292 $327,820 $403,153

10 < 15 years 113 14% $2,751 $310,838 $382,269

15 < 20 years 95 19% $3,562 $338,386 $416,147

20 < 25 years 66 25% $5,153 $340,075 $418,224

25 < 30 years 44 23% $5,028 $221,226 $272,064

30 < 35 years 26 18% $3,900 $101,398 $124,700

35 < 40 years 13 13% $3,038 $39,490 $48,565

40+ years 7 20% $4,453 $31,171 $38,334

Total 673 16% $3,003 $2,020,859 $2,485,252



Exhibit 103

Distribution of Paraprofessional Educators by Years of Experience and Pay Level

After Implementation of Recommendations

90%

100%

110%

120%

130%

140%

150%

160%

170%

180%

0 2 4 6 8 10 12 14 16 18 20 22 24 26 28 30 32 34 36 38 40 42 44 46 48 50 52 54

Sala

ry a

s a

Perc

ent o

f Pay

Ran

ge M

inim

um

Years of Experience

Pay Range Midpoint

Pay Range Minimum

Pay Range Maximum


Appendix A—Additional Market Comparisons The following exhibits show market comparisons segmented into two categories:

The Richmond Area, which includes Hanover, Henrico, and Richmond school divisions

The Overall Market Average, which includes the Richmond area school divisions plus Prince William and Virginia Beach

The exhibits compare Chesterfield’s current and proposed pay scales to each market segmentation.


Teachers Current Pay Scales


Annual Earnings over a 35‐Year Career21 Bachelor’s Lane

Richmond Area Average = The straight average of Hanover, Henrico, and Richmond school divisions Overall Market Average = The straight average of Hanover, Henrico, Richmond, Virginia Beach and Prince William Salary rates for Prince William and Virginia Beach have been geographically adjusted, -13.6% and +2.2%, respectively

21 Assuming no scale adjustments

$40,000

$45,000

$50,000

$55,000

$60,000

$65,000

$70,000

$75,000

$80,000

0 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35

10-M

onth

Sal

ary

Years of Service

Overall Market AverageRichmond Area AverageChesterfield PS


market gap (10%)

$1,222/year average gap with Richmond area average (2%)



by Years of Service Master’s Lane


$40,000

$45,000

$50,000

$55,000

$60,000

$65,000

$70,000

$75,000

$80,000

0 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35

10-M

onth

Sal

ary

Years of Service

Overall Market Average

Richmond Area Market Average

Chesterfield PS

$1,420/year average gap with Richmond area average (3%)


overall market gap

(10%)


Exhibit 106

FY21 Teacher Salary Comparisons by Years of Service Bachelor’s Lane


5 Years

10 Years

15 Years

20 Years

25 Years

30 Years

35 Years

Chesterfield $45,792 $47,168 $48,597 $49,347 $52,763 $57,032 $61,303 $65,572

Hanover $45,293 $46,877 $48,410 $49,410 $50,592 $53,570 $58,163 $63,904

Henrico $46,000 $48,208 $49,351 $51,720 $54,203 $55,489 $58,153 $60,944

Richmond $47,325 $50,160 $53,162 $56,348 $59,720 $63,299 $67,089 $71,106

Richmond Area Market Average $46,206 $48,415 $50,308 $52,493 $54,838 $57,453 $61,135 $65,318

Prince William $43,456 $49,546 $58,226 $68,290 $79,955 $93,481 $105,844 $105,844

Virginia Beach $48,039 $48,732 $50,168 $53,406 $59,274 $65,142 $71,007 $71,007

Overall Market Average $46,023 $48,704 $51,864 $55,835 $60,749 $66,196 $72,051 $74,561



Proposed Pay Scales

Exhibit 107

Proposed Phase 1 Teacher Salary Scale Market Comparison

Bachelor’s Lane


$40,000

$45,000

$50,000

$55,000

$60,000

$65,000

$70,000

$75,000

$80,000

0 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35

10-M

onth

Sal

ary

Years of Service


Richmond Area Average




Exhibit 108


Master’s Lane


$40,000

$45,000

$50,000

$55,000

$60,000

$65,000

$70,000

$75,000

$80,000

0 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35

10-M

onth

Sal

ary

Years of Service






Exhibit 109


Bachelor’s Lane


$40,000

$45,000

$50,000

$55,000

$60,000

$65,000

$70,000

$75,000

$80,000

0 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35

10-M

onth

Sal

ary

Years of Service






Exhibit 110


Master’s Lane


$40,000

$45,000

$50,000

$55,000

$60,000

$65,000

$70,000

$75,000

$80,000

0 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35

10-M

onth

Sal

ary

Years of Service






Exhibit 111


Bachelor’s Lane


$40,000

$45,000

$50,000

$55,000

$60,000

$65,000

$70,000

$75,000

$80,000

0 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35

10-M

onth

Sal

ary

Years of Service






Exhibit 112


Master’s Lane


$40,000

$45,000

$50,000

$55,000

$60,000

$65,000

$70,000

$75,000

$80,000

0 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35

10-M

onth

Sal

ary

Years of Service

Overall Market AverageRichmond Area Market AverageChesterfield - Phase 3Chesterfield - Current


Professional Support Positions

Current Pay Scale

Exhibit 113

FY21 Daily Pay Rate Market Comparisons School Social Worker




Chesterfield Current Graded Scale, Grade 40 $223 $297 $370

Hanover Uniform Scale Grade 17 $227 $330 $433

Henrico Unified Scale Grade 29 $225 $320 $414

Richmond Teacher Scale, masters lane $248 $334 $419

Richmond Area Market Average $233 $328 $422

Prince William Teacher Scale, masters lane $248 $408 $568

Virginia Beach Unified Scale Grade U19 $238 $327 $416

Overall Market Average $237 $344 $450



Exhibit 114

FY21 Daily Pay Rate Market Comparisons School Psychologist







Richmond Teacher Scale, masters lane $248 $334 $419







Exhibit 115

FY21 Daily Pay Rate Market Comparisons Occupational/Physical Therapist







Richmond Teacher Scale, MA lane+10% $273 $367 $461







Exhibit 116 FY21 Daily Pay Rate Market Comparisons



$223 $233 $237 $231 $233 $237 $231$248 $246

$370

$422$450

$378

$422$450

$370

$448$465

$100

$150

$200

$250

$300

$350

$400

$450

$500

$550

$600

Teal bold indicates Chesterfield current FY21 pay scaleOrange bold indicates Richmond Area market averageBlack indicates Overall Market average



Proposed Pay Scale

Exhibit 117 Daily Pay Rate Market Comparisons

Social Worker, Psychologist, Occupational/Physical Therapist Proposed Grade 41


$248$233 $237 $248

$233 $237 $248 $248 $246

$423 $422

$450

$423 $422

$450

$423$448

$465

$100

$150

$200

$250

$300

$350

$400

$450

$500

$550

$600

Teal bold indicates Chesterfield Proposed Grade 41Orange bold indicates Richmond Area market averageBlack indicates Overall Market average



School Administrators

Current Pay Scale

Exhibit 118

FY21 Pay Scale Market Comparisons Assistant Principals (11 months)



Chesterfield Current $51,417 $69,608 $87,799 $58,742 $79,526 $100,310 $58,742 $79,526 $100,310

Hanover $62,682 $91,217 $119,770 $67,687 $98,516 $129,345 $73,091 $106,385 $139,697

Henrico $61,465 $87,266 $113,067 $67,507 $95,845 $124,183 $67,507 $95,845 $124,183

Richmond $70,014 $94,630 $119,246 $73,530 $99,364 $125,198 $77,208 $104,342 $131,477

Richmond Area Market Average $64,720 $91,038 $117,361 $69,575 $97,908 $126,242 $72,602 $102,191 $131,786

Prince William $62,851 $91,641 $120,432 $67,338 $96,306 $125,274 $70,336 $100,592 $130,848

Virginia Beach $60,471 $83,001 $105,532 $64,800 $88,944 $113,087 $69,429 $95,297 $121,164

Overall Market Average $63,496 $89,551 $115,609 $68,173 $95,795 $123,417 $71,514 $100,492 $129,474

Richmond Area Average = The straight average of Hanover, Henrico, and Richmond school divisions Overall Market Average = The straight average of Hanover, Henrico, Richmond, Virginia Beach and Prince William Salary rates for Prince William and Virginia Beach have been geographically adjusted, -13.6% and +2.2%, respectively Salary ranges have been adjusted to Chesterfield’s contract length


Exhibit 119 FY21 Pay Scale Market Comparison


Richmond Area Average = The straight average of Hanover, Henrico, and Richmond school divisions Overall Market Average = The straight average of Hanover, Henrico, Richmond, Virginia Beach and Prince William

$51,417

$64,720 $63,496$58,742

$69,575 $68,173

$58,742

$72,602 $71,514

$87,799

$117,361 $115,609

$100,310

$126,242$123,417

$100,310

$131,786 $129,474

$40,000

$65,000

$90,000

$115,000

$140,000

$165,000



(11 months)




Salary rates for Prince William and Virginia Beach have been geographically adjusted, -13.6% and +2.2%, respectively Salary ranges have been adjusted to Chesterfield’s contract length

Exhibit 120

FY21 Pay Scale Market Comparisons School Principals

Principal

Elementary School (12-month, Grade 42)



Principal High School



Chesterfield Current $87,138 $109,012 $130,886 $97,389 $119,929 $142,469 $107,641 $130,847 $154,052

Hanover $86,611 $126,048 $165,485 $93,538 $136,136 $178,734 $101,005 $147,014 $193,024

Henrico $93,624 $132,925 $172,226 $102,828 $145,993 $189,158 $112,937 $160,346 $207,754

Richmond $93,738 $118,946 $144,154 $103,112 $130,842 $158,571 $113,423 $143,926 $174,428

Richmond Area Market Average $91,324 $125,973 $160,622 $99,826 $137,657 $175,488 $109,122 $150,429 $191,735

Prince William $80,597 $115,271 $149,945 $84,189 $120,405 $156,620 $91,751 $131,219 $170,686

Virginia Beach $81,610 $112,016 $142,422 $87,455 $120,039 $152,623 $93,701 $128,613 $163,525

Overall Market Average $87,236 $121,041 $154,846 $94,224 $130,683 $167,141 $102,564 $142,223 $181,883



Exhibit 121 FY21 Pay Scale Market Comparisons

School Principals


$87,138$91,324 $87,236

$97,389 $99,826$94,224

$107,641 $109,122$102,564

$130,886

$160,622$154,846

$142,469

$175,488$167,141

$154,052

$191,735

$181,883

$60,000

$85,000

$110,000

$135,000

$160,000

$185,000

$210,000






Proposed Pay Scale

Exhibit 122 Proposed Phases 1‐3 Market Comparisons


Richmond Area Average = The straight average of Hanover, Henrico, and Richmond school divisions Overall Market Average = The straight average of Hanover, Henrico, Richmond, Virginia Beach and Prince William Salary rates for Prince William and Virginia Beach have been geographically adjusted, -13.6% and +2.2%, respectively Salary ranges have been adjusted to Chesterfield’s contract length

$63,566 $65,397 $66,385 $64,720 $63,496$68,651 $70,629 $71,696 $69,575 $68,173

$74,144 $76,279 $77,432$72,602 $71,514

$108,730$111,862 $113,552

$117,361 $115,609 $117,428$120,811 $122,636

$126,242 $123,417

$126,823$130,476 $132,447 $131,786 $129,474

$40,000

$65,000

$90,000

$115,000

$140,000

$165,000

Teal bold indicates Chesterfield Proposed Phase 1, 2, and 3Orange bold indicates Richmond Area market averageBlack indicates Overall Market average


(11 months)




Exhibit 123 Proposed Phases 1‐3 Market Comparisons

School Principals


$87,846 $90,376 $91,742 $91,324$87,236

$94,874$97,607 $99,081 $99,826

$94,224

$102,464$105,415 $107,008 $109,122

$102,564

$150,261$154,589 $156,924

$160,622$154,846

$162,282$166,956 $169,478

$175,488

$167,141

$175,264$180,312

$183,037

$191,735

$181,883

$60,000

$85,000

$110,000

$135,000

$160,000

$185,000

$210,000

Teal bold indicates Chesterfield Proposed Phases 1, 2, and 3Orange bold indicates Richmond Area market averageBlack indicates Overall Market average





Paraprofessional Educators

Current Pay Scale

Exhibit 124





Chesterfield $12.19 $16.51 $20.82 $12.80 $17.33 $21.86

Hanover $11.26 $16.38 $21.50 $11.26 $16.38 $21.50

Henrico $12.69 $18.02 $23.35 $12.69 $18.02 $23.35

Richmond $12.62 $18.16 $23.70 $12.62 $18.16 $23.70

Richmond Area Market Average $12.19 $17.52 $22.85 $12.19 $17.52 $22.85

Prince William $13.83 $23.21 $32.60 $13.83 $23.21 $32.60

Virginia Beach $12.13 $19.08 $26.04 $13.00 $20.45 $27.91

Overall Market Average $12.51 $18.97 $25.44 $12.68 $19.25 $25.81



Exhibit 125


Sign Language Interpreters



Chesterfield $20.77 $28.12 $35.47 $23.74 $32.13 $40.53

Hanover $26.24 $38.18 $50.13 $19.29 $28.07 $36.86

Henrico $26.87 $39.34 $51.81 $24.47 $34.74 $45.01

Richmond $26.24 $35.47 $44.70 $29.58 $42.30 $55.03

Richmond Area Market Average $26.45 $37.66 $48.88 $24.45 $35.04 $45.63

Prince William $16.50 $27.71 $38.91 $25.81 $43.34 $60.86

Virginia Beach $19.67 $27.00 $34.33 $18.35 $30.29 $42.22

Overall Market Average $23.11 $33.54 $43.97 $23.50 $35.75 $48.00

Richmond Area Average = The straight average of Hanover, Henrico, and Richmond school divisions Overall Market Average = The straight average of Hanover, Henrico, Richmond, Virginia Beach and Prince William Salary rates for Prince William and Virginia Beach have been geographically adjusted, -13.6% and +2.2%, respectively In Richmond and Prince William, Sign Language Interpreters are paid on the teacher pay scale.


Exhibit 126 FY21 Pay Scale Market Comparisons



$12.19 $12.19 $12.51 $12.80 $12.19 $12.68

$20.77

$26.45$23.11 $23.74 $24.45 $23.50

$20.82$22.85

$25.44$21.86 $22.85

$25.81

$35.47

$48.88

$43.97$40.53

$45.63$48.00

$0

$10

$20

$30

$40

$50

$60

Teal bold indicates Chesterfield current FY21 pay scalesOrange bold indicates Richmond Area averageBlack indicates Overall Market average






Proposed Pay Scale

Exhibit 127 Proposed Pay Scale Market Comparisons


$13.93$12.19 $12.51 $13.93

$12.19 $12.68

$23.74$26.45

$23.11

$27.12$24.45 $23.50

$23.79 $22.85$25.44

$23.79 $22.85$25.81

$40.53

$48.88

$43.97$46.31 $45.63

$48.00

$0

$10

$20

$30

$40

$50

$60

Teal bold indicates Chesterfield proposed pay scalesOrange bold indicates Richmond Area averageBlack indicates Overall Market average






Appendix B—Employee Climate Survey Results Why Educators Chose to Work at Chesterfield

Exhibit 128 What are the top three (3) reasons you initially chose to work for CCPS?

Highest Ranked Answers by Job Category

Rank

Instructional Assistants

(n=527) Teachers (n=3,878)

Professional Support (n=142)


(n=103) Principals

(n=55)

1 Benefits Location/ commuting time

Location/ commuting time

Location/ commuting time CCPS’s reputation

2 Location/ commuting time CCPS’s reputation CCPS’s reputation CCPS’s reputation Location/

commuting time

3 Job security or stability

CCPS offered my preferred grade/school level, specialty, etc.

Job security or stability Benefits Opportunities for

career advancement


Exhibit 129 What are the top three (3) reasons you initially chose to work for CCPS?

by Job Category

Overall Rank Reason


(n=527) Teachers (n=3,878)



(n=103) Principals

(n=55) 1

62% Location or commuting time 53% 64% 61% 56% 55%

2 46% CCPS’s reputation 28% 48% 49% 46% 62%

3/4 35% Job security or stability 51% 33% 48% 27% 22%

3/4 35% CCPS offered my preferred grade/school level, specialty, etc. 16% 39% 33% 26% 20%

5 32% Benefits 61% 29% 29% 29% 16%

6 28% Family or friends who work at CCPS 25% 28% 32% 22% 31%

7 10% Future salary potential 7% 10% 4% 15% 6%

8/9 9% Opportunities for career advancement 14% 8% 6% 28% 44%

8/9 9% Initial salary offer 2% 10% 11% 8% 9%

10 8% Opportunities for professional development or learning 16% 7% 15% 19% 18%

Highlight indicates the top 3 within each job category. Respondents could choose up to three responses.


Why Educators Stay with Chesterfield

Exhibit 130 What are the top three (3) reasons you stay with CCPS?

Highest Ranked Answers by Job Category

Rank


(n=527) Teachers (n=3,878)



(n=103) Principals

(n=55)

1 Benefits Co-workers or colleagues

Co-workers or colleagues


Location/commuting time


2 Co-workers or colleagues




3 Location/ commuting time

Ability to work at my preferred grade/school level, specialty, etc

Ability to work at my preferred grade/school level, specialty, etc

Culture or work environment at my school/location

Culture or work environment at my school/location


Exhibit 131 What are the top three (3) reasons you stay with CCPS?

by Job Category

Overall Rank Reason


(n=527) Teachers (n=3,878)



(n=103) Principals

(n=55) 1

56% Co-workers or colleagues at my school/location 51% 57% 61% 41% 36%

2 50% Location or commuting time 49% 51% 48% 41% 44%

3 38% Ability to work at my preferred grade/school level, specialty, etc. 23% 41% 36% 15% 11%

4 33% Culture or work environment at my school/location 26% 34% 35% 32% 33%

5 32% Benefits 58% 29% 31% 30% 24%

6 16% Leadership at my school/location or division overall 12% 17% 16% 14% 13%

7 15% Interesting or challenging work 23% 13% 24% 25% 27%

8 10% Quality of the school division overall 6% 10% 12% 20% 15%

9 7% Parent and community support 5% 8% 4% 11% 20%

10 6% Opportunities for career advancement 8% 5% 2% 27% 24%

11 5% Opportunities for professional development or learning 7% 5% 8% 15% 15%

12 4% Future salary potential 4% 4% 3% 9% 6%

13 3% Current salary or pay level 1% 3% 2% 3% 16%

Highlight indicates the top 3 within each job category. Respondents could choose up to three responses.


Why Educators Leave Chesterfield

Exhibit 132 What do you think are the top three (3) reasons employees

in your job title/category leave CCPS (other than retirement)? Highest Ranked Answers by Job Category

Rank


(n=527) Teachers (n=3,878)



(n=103) Principals

(n=55)

1 Better salary or pay level

Better salary or pay level




2 Better future salary growth/potential

Better future salary growth/potential




3 Personal or family reasons

Leadership at the school/location or division overall

Personal or family reasons




Exhibit 133 What do you think are the top three (3) reasons employees

in your job title/category leave CCPS (other than retirement)? by Job Category

Overall Rank Reason


(n=527) Teachers (n=3,878)



(n=103) Principals

(n=55) 1

81% For better salary or pay level 84% 80% 88% 78% 78%

2 52% For better future salary growth/potential 53% 51% 59% 52% 51%

3 34% Leadership at the school/location or division overall 22% 35% 28% 44% 38%

4/5 22% For personal or family reasons 25% 22% 30% 20% 24%

4/5 22% Culture or work environment at the school/location 15% 24% 15% 13% 15%

6 16% For better career advancement opportunities 21% 14% 27% 39% 33%

7 15% To change careers or to go back to school 17% 16% 6% 6% 9%

8 12% For better benefits 9% 12% 9% 8% 11%

9 10% Lack of parent and community support 6% 11% 5% 2% 2%

10/11 9% Quality of the school division overall 7% 9% 6% 12% 13%

10/11 9% For better location or commuting time 9% 9% 6% 7% 15%

12 7% To find a position in their preferred grade/school level, etc. 7% 8% 9% 7% 2%

13 3% Co-workers or colleagues at the school/location 6% 2% 1% 2% 2%

14 2% For better professional development or learning opportunities 5% 1% 4% 4% 2%

15 1% For more interesting or challenging work 3% 1% 3% 1% 2%


Perceptions of Market Competitiveness Exhibit 134

How do you think CCPS compares to other school divisions in Virginia? All Respondents

3%

7%

8%

19%

3%

17%

17%

18%

6%

16%

12%

3%

70%

71%

73%

63%

72%

64%

63%

59%

60%

57%

62%

38%

7%

9%

11%

12%

13%

14%

15%

18%

21%

22%

22%

55%

20%

13%

9%

7%

11%

5%

5%

5%

12%

5%

4%

4%

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Life insurance and/or disability benefits

Retirement benefits

Health benefits

Professional development and learning opportunities

Paid time off

Culture or work environment

Support from parents/families/community

Support from administrators or management

Career advancement opportunities

Availability of resources, materials, tools to do your work

Physical work environment, facilities

Salary or pay rates

Better than Most About Average Worse than Most No Opinion


Exhibit 135 How do you think Salary or Pay Rates at CCPS compare to other school divisions in Virginia?

by Job Category

2%

2%

3%

3%

5%

42%

32%

26%

39%

30%

56%

65%

66%

54%

52%

1%

6%

3%

14%

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Principals

AssistantPrincipals

ProfessionalSupport

Teachers

InstructionalAssistants



Exhibit 136 How do you think Salary or Pay Rates at CCPS compare to other school divisions in Virginia?

by Age Category and Years of Service

1%

2%

1%

2%

3%

6%

6%

3%

3%

3%

4%

37%

33%

28%

29%

37%

48%

52%

37%

33%

35%

41%

17%

60%

61%

67%

66%

57%

41%

39%

57%

60%

58%

46%

50%

2%

4%

4%

3%

4%

5%

3%

3%

5%

5%

8%

33%

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

25+ Years of Service

20<25 Years of Service




<5 Years of Service

< 30 years

30 < 39

40 < 49

50 < 59

60 < 69

Age 70+



Selected Comments Regarding Salary and Pay Rates Instructional Assistants and Other Paraprofessionals I have friends who work in other counties at a much higher pay rate.

There have not been any pay raises for my job other than a 2% cost of living raise in the past 10 years. There needs to be a step increase at least.

The pay scale for IAs is below poverty, and we are often asked/expected to do as much or more work than a teacher. We are expected to teach a full slate of small groups virtually, with little to no breaks in between groups.

I would specifically recommend increasing the salary for aides in the school. We clean human waste, lift people, assist in lessons, feed students, and so much more. I would be paid more babysitting or being a nanny. But, I need the stable benefits this job offers.

The salary/pay increases are below a lot of the surrounding areas. I haven't had a significant increase, since I started here, and whenever there is any sort of increase, there is also an increase in what I have to pay for the health insurance, so I never see any changes in the take home money. Many people are having to get second and third jobs, in order to be able to support their family.

New hires seem to start off making more money than those that have been with the county for years.

Teachers Pay teachers more, especially teachers that have chosen to be with you more than 10 years

I do not think that a new teacher right out of school should have a starting salary higher than that of a teacher who has been with the county for over 15 years. There is something seriously wrong with the salary not being adjusted for current teachers, yet it has been adjusted to attract new teachers. I could go to Henrico or Goochland and make a much better salary. I have considered doing this, but I do love my school, team and principal enough not to pull the trigger yet to leave.

Having worked for another close district in VA, I was paid a higher salary, they had steps and they paid 60% of health insurance. Bring back steps, bring salaries back to where they were before pay decrease and then increase them to be competitive.

I think CCPS does a good job with starting salaries, however they don't have anything that makes a teacher want to stay


Increase teacher pay, especially in the middle of the pay scale. A 15 year teacher should not be making a lot more than a first year teacher, but a first year teacher with a master's degree is almost getting paid the same as a 15 year teacher.

If you want to keep and recruit highly qualified teachers then you need to start paying teachers what they deserve. At the very least, we should be paid the same salaries as other school systems in the area like Henrico and RPS. But to really attract new talent and keep the talent you have, you need to increase salary to reflect the national salary average and also provide at minimum cost of living increases every year.

I have been with CCPS for 17 years. I am barely making over $50,000.

Psychologists, Social Workers, and Other Professional Support Most school divisions around CCPS have a higher salary for staff who have my position. Henrico, Richmond and

Hanover, even Powhatan pays school social workers more at starting salary and over time than does CCPS. Salary would be one of the main reasons I would leave CCPS.

Salary compression needs to be addressed; we are sometimes "mentoring" new employees who are paid similarly or more than veteran staff.

Our pay scale for School Psychologists is much lower than surrounding counties. Those who have more experience are not rewarded for their years of service financially.

Assistant/Associate Principals and School Principals For pay, I have colleagues in other divisions that make 10K more than I do with similar experience. The difference in

pay among Assistant Principal's is huge. Some are making almost 100K and many aren't even making 60K.

Looking at the fairness of the pay for assistant principals. There are some that came in at the same time as me that make $20,000 more a year...not sure how.

The salary is worst that most comparable districts--meaning, I can lateral to another district and make more money often in both the long and short term.

My colleagues in Hanover, doing exactly what I do, make $10,000 more per year than I do.

When I first came to CCPS from [another county] as an administrator, I went from making $96000 to $82000. I found out later when my pay was adjusted, I had not been given the "years of service" adjustment and was basically making what a first year principal was making. Assistant Principals are not paid enough. My AP, CSE and teachers need to see an increase in pay.


Intention to Stay with Chesterfield Exhibit 137

Do You See Yourself Spending Your Entire Career with CCPS? by Job Category

59% 56% 53%64% 60%

41% 44% 47%36% 40%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

InstructionalAssistants

Teachers ProfessionalSupport

AssistantPrincipals

Principals

NoYes


Exhibit 138

Do you see yourself spending your entire career with Chesterfield County Public Schools? by Years of Service and Age Group

48% 46%55%

66%

80%

91%

39%46%

59%

71%80%

67%

52% 54%45%

34%

20%

9%

62%54%

42%

29%21%

33%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

No

Yes


Selected Comments Regarding Intention to Stay Instructional Assistants and Other Paraprofessionals [I have] been with CCPS for 11 years and salary is extremely low for the responsibilities that keep growing.

The salary is not a living wage. Even with my husbands salary it is not feasible to continue employment with CCPS. I am still here due to the loss of my husbands job and the need to put my family of five on insurance. Also, the admin takes full advantage of the "other duties" in the contract. Not being compensated for being a long term sub is very frustrating. I do it anyway to help the children and teacher in need. There needs to be a change.

I wish I could spend my entire career with CCPS, however I cannot afford to at my current salary.

Unfortunately once my children are out of school I will have to move on because of the low pay. I started working here when my youngest started first grade. The position gave us health benefits and the same hours as my children. It does not pay a salary that is sufficient to support a family.

Being an IA we are under paid, overwhelmed, over worked. Since we aren't teachers we don't receive teacher’s pay but are required and expected to work and conduct as teachers. I've stayed because I love my students, what I do, my school and support team however the pay and stress of the job doesn't add up. IAs based on my research received a pay increase in over 20 years the salary that I am making now my son who works at Amazon is making more money then me. I have to think about my family, the future and retirement.

In the 10 years I have worked in CCPS schools I have had to work multiple jobs to be able to pay my bills. I have always stayed for the students.

I am so glad to receive this survey, so that my voice and my everyday challenges can be heard. I love being employed with Chesterfield County Schools. I work about 6.5 hours per day and after taxes my salary is $564. I am the working poor.

I do not see myself in this position because Instructional Assistants are paid less than janitors.

I love my job, school, and children. At some point I will have to leave because I don't make enough money for childcare. It really upsets me that I will have to make that decision one day soon. I have been with the county for 17 years and make about the same from when I started.

After I pay for benefits I only bring home $178 every 2 weeks.


Teachers I do not feel valued. I will be leaving when my contract ends this year.

The pay does not cover my childcare costs.

This is a hard question to answer. It really depends on if salaries for teachers who were on hold for five years get their due increase. It is very disconcerting that teachers are coming in are making only $3,000 less than veteran teachers who have been with the system over 18 to 20 plus years. I don't feel like I should have to see other part time activities to make ends meet when I am at least $10,000 in the hole here. We were told to hold on and that adjustments would be made but I am not sure if or when that will happen. It is very hurtful.

The salary just isn't there. I don't see myself making more money than I do right now. I don't trust the leadership to prioritize teacher salaries the same way they do in RPS and Henrico.

As a veteran teacher with 18 years of experience i make about 6k more per year than a first year hire and my top pay scale when I retire after 30 years is barely above 70k. If I move to another district about an hour away I can earn almost 40k at retirement. That translates into retirement income that I can actually live with rather than my current trajectory where I will struggle at retirement. As a result I plan to actively seek employment in that other district. It's not a choice - it’s a necessity that I have to leave the district.

I only have 7 more years to work, otherwise I would be looking. I found a pay stub from 2008 and I was making more money then in the same field with a different district in VA.

I am looking at other area school systems to try and improve my salary and earning potential.

Unless the pay comes up….I'll have to look for another job with higher pay.

This answer really depends on the opportunities for career advancement and salary.

I have seen not indication from county leadership that they are willing to come close to adequately compensating teachers. The BOD is quite content to severely underpay its teacher and workforce, and the CCPS leadership and the school board has not shown the strength to stand by its employees and stand up to the BOD. The super, the SB members, and admin will tell the teachers and staff how we are valued and appreciated, but they won't take the courageous stand to truly advocate for what we need and deserve. I haven't seen the super or any board member endorse collective bargaining, but they could. They are in the positions of leadership to advocate for us. And if they are not advocating for us, they are not advocating for the students.

I am looking for a "home" where I can be loyal, work hard, make a difference, and be valued.


Psychologists, Social Workers, and Other Professional Support I'm not sure, honestly. Had you asked me this question five to ten years ago I would have told you a completely

different answer. I grew up in CCPS and always wanted to stay here until I retired to give back to the community that raised me. But now I feel not valued by leadership or the community so I have given much thought to leaving.

I was hired during the recession 10 years ago. I was told to expect that the salary would increase to market level after the recession. That did not happen. With 10 years of experience, I am currently making less than new hires fresh out of graduate school. The thing keeping me at CCPS is that I love CCPS, my colleagues, my job, and the students. However, after finding out the salaries of new hires, I feel like CCPS does not value my employment. I would make considerably more moving to Richmond, Henrico, or Hanover. I am finding it harder and harder justifying staying at CCPS while trying to send kids to college.

Simply, there is no opportunity for salary advancement despite the fact that we, as professionals, are advancing in our knowledge in the respective profession every day. We are not treated with the respect or compensation we deserve. The effort and extra work that we put towards making the lives of our students better is not acknowledged or compensated. This does not happen in any other professional field. I did not pursue an additional 7 years of school after high school in order to have two jobs so that I can pay my bills. We need to be compensated fairly, as the professionals that we are and have opportunities for salary advancement throughout the span of our careers.

I see myself working with Chesterfield until I am able to secure a position with better pay, benefits and schedule.

Assistant/Associate Principals and School Principals I would like to stay, but coming from another school division 5 years ago, and what my colleagues at other school

divisions make, I feel if something doesn't change, I can go work at a neighboring division for the same title and make $10K more. I love it here and I love the connections I have made and hope I can stay for my entire career but what is my incentive? There are great places to live outside of Chesterfield so that can't be our only response when confronted with salary.

I hope so, but if there are not opportunities for advancement along with competitive salaries, I will look outside.

I wish I could say yes, but I have begun to apply to surrounding counties for equal positions that pay more.

Competitive opportunities may come available at other locations and I will take advantage of and when presented the opportunity.

I really love Chesterfield County, but I could do the same work across the river for much better pay. This is constantly on my mind that we are paid much less than surrounding districts for the same work.

Chesterfield County Public Schools FY21 Compensation Study

Documents

Transcript of Chesterfield County Public Schools FY21 Compensation Study