Compensation and Classification Study for Isle of Wight County Schools

Administrative Staff Positions

June 14, 2012

Management Advisory Group, Inc.

Study Purposes

Conduct a thorough analysis of Administrative Staff positions and evaluate and classify the work

Survey the labor market to gather salary and wage data to ensure a competitive position

The resulting system should be:

Internally Equitable

Externally Competitive

Project Objectives

Examine the Competitiveness of the Current Pay Levels relative to Market Prices

Provide Recommendations for Salary Ranges

Recommend Pay Administration Policies

Review Benefit Levels

Project Methodology

Discuss Compensation Background and Objectives

Held Interviews with Top Staff

Developed/Provided Job Analysis Questionnaires

Conducted Interviews with Administrative Staff

Conducted Job Analysis – Internal Equity

Project Methodology (cont’d)

Developed Salary Survey to Check Market

Collected/Analyzed Compensation Data

Analyzed Job Duties and Responsibilities

Developed Draft and Final Job/Class Descriptions

Prepared Draft Report for Internal Review

Prepared Final Report

Study Process Flowchart

Market Salary Survey

InterviewsSurvey Data Analysis

Implementation Options

Questionnaires

Proposed Pay Plan

Descriptions

Individual Salary Calculations

Internal Equity

ExternalEquity

Department Calculations

Job Analysis Questionnaire (JAQ)

E-version (Online JAQ):

Click on Job Analysis

Questionnaire button

Job Analysis Questionnaire (JAQ)

E-version (Online JAQ):

Select Name from Drop-down Menu;

then Click Go

Administrative Staff Interviews

Essential Duties & Responsibilities

Job/Classification Levels

Departmental Responsibilities

Recruitment/Retention Issues

Departmental Issues

Custom Market Salary Survey Solutions

Market Manager© collects salary and benefits survey information through the web or in hard copy, and produces summary reports.

Market Manager© provides a customized salary and compensation survey based on Benchmark Classification descriptions from the current Pay Plan.

Custom Market Salary Survey

Market Manager© allows you to see exactly how your compensation stacks up against the competition.

Benchmark Positions

Coordinator of K-12 Math and Science Curriculum Director of Facilities, Construction and Maintenance Director of Secondary Schools and Early College Director of Special Education and Special Programs Director of Transportation Chief Financial Officer Food Services Supervisor Principal – Elementary School Principal – Middle School Principal – High School Procurement Officer

Responding Organizations

Culpepper County Public Schools

Hampton City Schools

James City County Public Schools

Newport News Public Schools

Norfolk Public Schools

Portsmouth Public Schools

Prince George County Schools

Suffolk City Schools

Findings: With Respect to Market Results

IWCS lags the market by 4.21% at the range minimum

IWCS lags the market by 4.06% at the range midpoint

IWCS lags the market by 3.96% at the range maximum

Majority of surveyed positions are competitive, with the exception of Procurement Officer and Food Services Supervisor (which were under market).

Benefits Consider educational incentive pay in IWCS.

Consider increased leave time for top staff hired in new.

IWCS sick leave payout is limited yet financially responsible.

Some agencies provide some comp time for exempt positions with O/T.

IWCS health care contribution is slightly higher than the norm.

Most (83%) of agencies have a defined contribution plan for retirement. IWCS has a defined benefits plan.

Adopt the compensation plan for administrative staff.

Make assignments to the positions in the new plan and advise MAG of the assignments so an implementation can be run.

Review support positions to ensure that classification assignments and compensation levels are current and keep pace with administrative positions.

Recommendations