PUSD Compensation Project OverviewGoverning Board MeetingMarch 14, 2013

Overview

Board and Council’s Priority for 2012-13 We are committed to designing and

implementing a creative, modern, competitive, fair and equitable plan to attract, retain, reward and return to our organization the highest quality staff available in order to ensure that every student, every day is prepared to meet tomorrow.

Deep look at Compensation and How it Aligns to Our Goals to Attract, Retain and Reward

Getting Started: Compensation Committee

Administration developed a committee of employees that represented a cross section of our District Classified: transportation, food service, instructional assistants,

clerical and administrative support (both school and district level), information technology, human resources, payroll, maintenance and grounds

Certified: high school, elementary, special education, reading specialist, speech therapist, and instructional coaches

Administrators: high school, elementary, district level support Committee’s purpose: Develop the Components and

Expectations of PUSD’s Compensation System that will Facilitate Attracting, Retaining and Rewarding Highly Effective Staff

From the work of the Compensation Committee, smaller committee will do the analysis and develop the compensation programs

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Current Trends in Compensation

Other Districts/ Employers Movement away from

salary schedules based on steps for tenure

Bigger variance in administrator compensation packages

Competing with municipalities for classified staff (same retirement benefits, higher hourly wages)

Less reliance on benefits to attract employees

Legislature/Political Accountability increasing:

more focus on individual performance for teachers and site administrators

HB 2823 requirement to include performance pay for teachers

Career Ladder compensation last year pay out: 2014-15

Federal funding reductions

How We Compensate Today

Salary schedules Certified:

Steps for Professional Growth and “Longevity” 301 Performance Pay

Classified: Steps across for “Longevity” Non-exempt staff eligible for professional growth stipends

Administrators: Steps across for “Longevity” Performance pay

Other compensation available for full-time employees: Medical and Dental Insurance- same for all employee groups Accrued time off:

Certified: Discretionary Classified: Discretionary/Vacation Administrators: Discretionary/Vacation

High Level Committee Recommendations

Separate cost of living allowance (COLA) increases from other types of increases NEXT STEP: Establish COLA Guidelines and develop

process/methodology to evaluate pay rates/grades Establish on-going budget capacity

Merit: Increase to base salary dependent on employee evaluation score NEXT STEPS: Establish on-going budget capacity to maintain

Performance Pay Goals to qualify for the performance pay could be District or School

performance (301 will be established by 301 Committee) Performance criteria could change each year based on District goals.

NEXT STEP: Establish on-going budget capacity

Evaluate benefit offerings as component of total compensation packages for staff

2013-14- One More Year

Evaluation of project requires additional time to develop specifics

Plan to recognize Professional Growth under current guidelines for pay-out 2013-14

Evaluating ability to provide stipends for hard to fill certified positions

Salary schedules updated and includes changes in funding levels for 301

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Classified: Next Steps and Proposed Timeline

Analysis of Current Jobs and Job Descriptions

Market Analysis Reclassifications/Setting

pay ranges Establish Merit and/or

Performance Pay Guidelines

Bring to Board for consideration and adoption: March 2014

Initiate Committee Establish

performance expectations

Develop Goal Setting Process

Bring to Board for consideration and adoption: April 2014

Compensation Performance Evaluation

Other Outcomes- Classified

Job Descriptions and position descriptions align

On-Boarding process development Training

Administration: Next Steps and Proposed Timeline

Administrators: Conduct market analysis Establish pay grades/step progression Establish performance pay guidelines

School District/Department

Evaluate the non-school administrator evaluation tool possible revision/update

Bring to Board for Adoption and Consideration: March 2014

Certified: Next Steps and Proposed Timeline

301 Performance Pay Committee develops guidelines in compliance with statutory requirements and District outcomes

Base Salary: Market Analysis Evaluate implementation of compensation

incentives for hard to fill areas as part of base pay Determine salary progression process

Tenure? Merit?

Bring to Board for Consideration and Adoption: March 2014

Coaching and Extra Duty Pay Analysis completed by Summer 2014 Roll out for 15-16 school year

Professional Growth

Develop new process and guidelines Roll out and adopt by Fall 2013 for the

2014-15 school year implementation

Questions and Feedback