stephenville isd pay study design august 20, 2012 ann r. patton ccp sr. compensation consultant

Stephenville ISDPay Study Design

August 20, 2012

Ann R. Patton CCPSr. Compensation Consultant

Pay System Objectives and Strategies

• Pay for job value• Pay for the job responsibility level • Pay compared to other employers

• Recruit and hire skilled employees• Starting pay is competitive and pay

determination practices defined

• Retain good employees• Provide regular pay increases that match

competitors• Manage costs

• Stay within resources limits, pay range maximums, and total payroll cost amount

How the Pay Plan was Developed

Pay Structu

re

Job Analysis

Job Pricing

Policies and

Procedures

Job Evaluatio

n

Step 1: Job Analysis

• Data was collected on job duties and responsibilities– Job Descriptions– Organizational Charts– Supervisor Interviews

• 15 completed

Step 2: Job Evaluation

Knowledge Education Experience Expertise

Effort Decision Making Complexity Communications

Responsibility Financial Organizational Employee Responsibility Number of Employees Supervised

Working Conditions Clean or Dirty Safe or Hazardous

Jobs were analyzed and grouped in to pay grades using the factors listed below.

Step 3: Job Market Pricing

School District Sources • Abilene ISD• Aledo ISD• Azle ISD• Brownwood ISD• Burkburnett ISD• Castleberry ISD• Cleburne ISD• Gatesville ISD• Glen Rose ISD

• Granbury ISD• Hico ISD• Joshua ISD• Kennedale ISD• Lake Worth ISD• Lampasas ISD• Mineral Wells ISD• Springtown ISD• Weatherford ISD

Other Sources• Tarleton State University• Texas Workforce Commission

Market data for benchmark jobs was collected.

How Market is Used

Pay Grade 1

Pay Grade 3

Pay Grade 4

Pay Grade 2

Minimum Rate

Maximum Rate

Midpoint Rate

Market Target

Market Target

Market Target

Market Target

Market data is used two ways:• Compare district pay to market• Create competitive pay ranges

Step 4 – Pay Procedures

• Pay procedures were developed for ongoing plan administration.– Pay plan definition and

maintenance– Pay actions

• New hire pay determination• Promotions• Demotions• Break in service

New Pay Structures

Job Families

New Job Families• Teachers, Registered Nurses,

Librarians• Administrators and Professionals• Clerical and Paraprofessional• Auxiliary

Job Families

• Common characteristics– Nature of work– Exempt/Non-Exempt– Job market

• Clarifies and respects different career paths

Teachers, RN’s, Librarians

• Starting Salary up to $38,000.• Teacher salary schedule no longer

connected to state minimum schedule. It’s much higher!

• Teachers received a general pay increase of at least $1,400.

This takes the place of a “step” increase

• Additional increases were given to those whose pay, after the general increase is below the teacher hiring schedule.

• Stipends for master’s and doctorate degrees remain the same

Administrators and Professionals

• Campus and Central Office Professionals– Counselors, diagnosticians, speech

pathologist– Assistant Principals– Principals– Department Directors

– 9 Pay Grades

Clerical and Paraprofessionals

• Instructional assistance and support– Classroom Aides– Special education Aides

• Clerical– Campus and central office

secretaries– Office clerks– Accounting clerks

• 9 Pay Grades

Auxiliary• Skilled and unskilled crafts and

trades– HVAC, Electricians, Mechanics– Grounds and Custodial– Construction/Maintenance Workers– Food Service Workers– Bus Drivers

• 6 pay grades

Frequently Asked Questions


What is a pay range structure?– It is a hierarchy of job levels

with minimum and maximum rates.

– There are different structures for different employee groups.

– Pay range structures help the district hire and keep employees by paying more competitively and keeping pay levels fair.


• How was my pay grade determined?– Jobs are grouped into pay levels

or pay grades based on the types of duties assigned, skill requirements, responsibility, and market value.

– Pay grade assignments are based solely on the job - not the credentials or performance of the person in the job.


• Will my pay grade ever change?– Pay grades are changed only if

there is a significant and sustained change in duties and responsibilities.

– The district will review job

classifications periodically to ensure that pay grade assignments are kept up-to-date with changing job descriptions.

Frequently Asked QuestionsDid the board grant a pay increase this year?

– Yes. The board granted a 2% of midpoint pay increase to all those whose pay is within their respective pay range.

– The board granted a 1% of midpoint pay increase to those whose pay is above the maximum of the range.

– The board approved equity adjustments to those whose pay is below the pay range minimum.


• How does my experience count?– Experience counts in a pay range

system but to a lesser extent.

– You will receive pay increases, or not, based on the amount approved, or not, by the Board each year.

Frequently Asked Questions• Did anyone lose money as a result of

the study?– No. No one’s base pay was

reduced as a result of this study

Changes benefit deductions or taxes may have an impact on your take home pay.

Movement Through the Range

10 Years

$5,346

$4,277

$6,415

20 Years

$5,175

$7,763

$6,469

5 Years

$4,860

$5,832

$3,888

15 Years

$4,704

$7,057

$5,881

Range Adjustment - 2% per year

Pay Increases - 4% per year

Employee’s PayMinimum Rate

Midpoint Rate

Maximum Rate

$3,600

$4,500

$5,400

Example


• How do I get a pay increase?– Every year, during the budget

process, the school board will determine the amount that can be spent for employee pay increases.

– That percent factor is applied to the midpoint rate of each pay range to calculate the pay raise at each grade level.

– This means that everyone in the same pay grade will receive the same dollar amount of increase.


If you were an hourly employee in pay grade 3 earning $13.00/hour and your pay range had a midpoint of $13.36/hour, that rate would be the basis for your pay raise.

If the board approved a pay raise budget of 2 percent, your pay raise would look like this:

Your current hourly rate= $13.00

Your pay raise ($13.36 x 2 percent) = + .27

Your new hourly rate $13.27

Pay Increase Calculation Example:


• Can I predict what I will make in the future?– These structures are only

valid for the 2012-13 year. The district will review and revise them annually.


• What if my pay was below the minimum of the pay range?

• What if my pay was above the maximum of the pay range?

– Each employee will be given the general pay increase. If that amount is not enough to take their pay to the minimum of the range, they will be given an increase up to the minimum of the range.

– The board granted a pay increase of 1% of midpoint to those whose pay is above the maximum of the range.


• How will hiring salaries be communicated to applicants and new employees?– The Human Resources department

is responsible for communicating pay to applicants and new employees.


• When will I get my pay increase?– Pay increases will be reflected in the

September 2012 pay check. You should have already received a salary letter in the mail. If you didn’t, please contact the Human Resources Department.

• When will I see the new pay structures– The new teacher hiring schedule and

pay ranges will be on the district’s website in the next few weeks.

FAQ’s

• Who do I call if I have questions?– Human Resources Department

stephenville isd pay study design august 20, 2012 ann r. patton ccp sr. compensation consultant

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