pusd compensation committee process o verview governing board study session january 7, 2013
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PUSD Compensation Committee Process OverviewGoverning Board Study Session January 7, 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 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, etc.
Certified: high school, elementary, special education, reading specialist, speech therapist, etc.
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
Initial Compensation Program Development Timelines
November: 3 Large Committee Meetings Administrator Meeting
December Small group Certified Committee Executive Council and Advisory Council
Holiday Break January
Governing Board Retreat Governing Board Approval(?)
February–April: Communicate, Develop Implementation Plan (set up system, issue contracts, etc.)
Perspective: PUSD 1980-2005
Massive growth in student population and the number of employees needed/hired to support that growth 1982-2002 the District opened at least one school
per year Adequate supply of good employees who
sought us out Starting compensation at or above market rate Raises year over year for all employee groups “P” in “Peoria” is for People
PUSD 2005-Present: Changes in Hiring and Compensation
Stagnant student population growth + massive reduction in funding= no step increases
Employee population remained relatively steady and most reductions occurred primarily through attrition
More accountability: new teacher and site administrator evaluations More competition for supply of highly qualified and talented staff
Growth of charter schools Surrounding districts gained status
Hard to Fill Positions-more demand and less supply for candidates highly qualified in math, science, special education, early childhood and junior high
Our Compensation Below market in many classified, administrative, and certified positions Cost of benefits continues to rise (ASRS; EBT) Unsustainable because frozen for 5 years
Increasing numbers of trained employees leaving for higher salaries
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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 Education benefit packages
reduced due to rising costs and reduction of funding, i.e. retiree medical benefits
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 will phase out in 2 years Affects long-term staff Compensation as high as
$7,000 at one time Federal funding reductions
Moving Forward
How do we meet the ongoing challenge of “Every student, Every Day, Prepared to Meet Tomorrow”? Market forces making it challenging to retain
students Impact of quality staff on student retention and
performance Considerations for new compensation
discussions Change in culture
Salary step schedule synonymous with Education Complex transition*
PUSD- 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
Overall structural changes Separate cost of living increases from other
types of annual increases Merit: increase to base salary dependent on
employee evaluation score Performance Pay: pay determined by meeting
criteria above and beyond evaluation requirements. Performance could be District or School
performance. Performance criteria could change each year based
on District goals.
Initial Recommendations by Group
Administrators: Eliminate current schedule and give merit increases based
on employee evaluation Set base salary below market* Increase performance pay portion of the total compensation
from less than 2% to over 10% Classified:
Eliminate current schedule and give merit increases based on employee evaluation
Establish pay levels to market Establishment of a performance pay system needs more
work Concerns regarding appropriate criteria Cost of program if given to all staff
Certified Initial Proposal
Salary Schedule Eliminate schedule as it currently exists To help maintain competitive advantage,
establish salary benchmarks and develop path for employee to reach those benchmarks
Performance Pay will be addressed through 301 Committee as a result of the HB 2823 changes for 2014-15 school year
Professional Growth
Administration recommended and small group supported eliminating the steps and paying each year in smaller increments to be added to base salary
Pay out each year (maximum credits will be established)
Include classified exempt in program Reduction of administrative support to
track and pay hours
Next Steps
Move forward with developing plans Continue to involve committee and
leadership in discussions/recommendations
Develop recommendation including impact on budget Interim for 2013-14 New structures for 2014-15
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