SALARY SCHEDULE WORK GROUP FINDINGS AND RECOMMENDATIONS 2015

Transcription

1 SALARY SCHEDULE WORK GROUP FINDINGS AND RECOMMENDATIONS 2015

2 Committee Members Ms. Barbara Arroyo, 1 st Grade Teacher, Boulder Creek Elementary Mr. Jason Barletta, 5 th Grade Teacher, Playa Del Rey Elementary Ms. Lorna Christie, Registration Coordinator, Gilbert Classical Academy Ms. Karen Coleman, Principal, Boulder Creek Elementary Ms. Kelly Dibella, Attendance Technician, Desert Ridge High School Ms. Diane Drazinski, Chemistry Teacher, Mesquite High School Mr. Albert Dutchover, Energy/Physical Plant Supervisor, Operations Department Mr. Casey Fraughton, 6 th Grade Teacher, Playa Del Rey Elementary Mr. Jeff Gadd, Chief Financial Officer, Business Services Ms. Dinah Guhy, Registration Coordinator, Highland High School Mr. Ward Heinemann, Network Technician, Technology Services Department Ms. Jill Humpherys, Board Member Mr. Dale Lunt, Principal, Oak Tree Elementary Ms. Nancy Masterson, Librarian, Mesquite Elementary Mr. Shawn McIntosh, Director, Department of Talent Management Mr. Jay Morris, Director, Transportation Ms. Sharon Orr, Office Coordinator, Highland High School Mr. Sam Valles, Principal, Harris Elementary Mr. Matt Wheeler, Math Teacher, Mesquite High School Dr. Suzanne Zentner, Chief Talent Officer, Department of Talent Management

3 OBJECTIVE(S) AND GOAL Complete a comprehensive review of all GPS salary and stipend schedules. Evaluate market trends, study market comparables and identify strengths and weaknesses of the current GPS schedules. Review an analyze alternative schedules form other school districts. Work collaboratively in order to provide a recommendation to Superintendent no later than January, 2015.

4 CONSIDERATIONS Sensitive content Trusted voice among constituents Escalating healthcare costs Budget constraints Reduction in M&O Override ($6M) Reduction in final Capital Override ($8.2M) Sizable decline in enrollment over the past five (5) years Alignment with GPS Strategic Operating Plan and MPE Theory of Action

5 GPS STRATEGIC OPERATING PLAN Core Beliefs Belief I ~ Teaching/learning is our core business Belief II ~ Employees can be the critical difference in student achievement Belief III ~ Every student can achieve their learning potential Belief IV ~ GPS can be central to the success of our families and community Managed Performance Empowerment Standards of excellence and rigorous performance are met by the employment and retention of quality staff

6 HISTORY ~ WHAT WE KNOW No changes have been implemented to any GPS schedules over the past 15 years Salary and working conditions are essential for the recruitment and retention of quality staff Long-term implications of frozen or decreasing salaries ASRS and Social Security District Competitiveness

7 SALARY CHANGES FROM FY09- FY15 Salary Changes Per Fiscal Year to Support Staff Example % Diff Cert Staff Example % Diff Admin Example % Diff FY09 $34, % FY09 $45, % FY09 $96, % FY10 $34, % FY10 $45, % FY10 $94, % FY11 $34, % FY11 $45, % FY11 $96, % FY12 $34, % FY12 $45, % FY12 $97, % FY13 $35, % FY13 $46, % FY13 $98, % FY14 $34, % FY14 $46, % FY14 $96, % FY15 $34, % FY15 $47, % FY % Source: 2009 GPS published Salary Schedules

8 WHAT RESEARCH TELLS US Roughly ½ million U.S. teachers move or leave the profession each year. Turnover rate in 2014 ~ 20% vs 9% in 2009 Source: Alliance for Excellent Education, On the Path to Equity: Improving the Effectiveness of Beginning Teachers, Hayes, M., July, 2014 Between 40 and 50% of teachers leave the profession with five (5) years. Source: New Teacher Center, Neason, A., July, 2014 Attrition costs the United States up to $2.2 billion annually Source: Wharton Business School, Moneywatch, Lucas, S.

9 ARIZONA DATA 25,000 Baby Boomers will face retirement in the next five (5) years. Source: EdWeekly, July, 2014 ADE reported an annual teacher retention rate of about 65% and AZ Superintendents cite low pay and no raises causing the mass exodus. Source: Washington Times, July, 2014 Teacher shortage only exacerbates the problem of finding quality.

10 FY10-FY14 DISTRICT RECRUITMENT Key Findings AND RETENTION DATA marks the year with the highest level of support staff attrition marks the year with the highest level of certified staff and administrative attrition marks the highest number of total years of service leaving the district

11 SIGNIFICANT FINDINGS Cell Incongruence (% and $) throughout salary schedules Many cells are variably different (1-8 decimal points) % Variance ~ B1to C1 is % whereas C1 to D1 is $ Variance ~ A1 to A2 is $502; A2 to A3 is $349; A3 to A4 is $277 ~ B1 to B7 $592; $528, $658, $242, $240, $373 and $602

12 SIGNIFICANT FINDINGS ~ cont. The front and back end of the certified salary schedule are generally competitive The middle of the teacher salary schedule (yrs. 6-13) generally loses competitiveness. Diagonal consistency was discovered among some cells, although exceptions exist Increases vary from <2% to 4.4% GPS has lost competitiveness with neighboring districts with respect to salaries and benefits

13 RECOGNIZING LIMITATIONS AND EXPLORING CONSIDERATIONS Current Limitations Enrollment erosion approximately <600> No M&O overrides State level funding (~$5,500 ppl) These limitations make step/lane changes difficult Three Options A) Continue using the current schedules B) Reconstruct current schedules with cell consistency throughout C) Institute a stepless schedule

14 SALARY COMPARABLES Salary Comparables # of Years Accepted Upon BA0 BA12 BA24 MA0 MA12 MA24 TOP edu/exp Transfer Chandler $35, $36, $37, $39, $39, $40, $71, Deer Valley $33, $34, $34, $35, $36, $36, n/a 5 Gilbert $37, $37, $38, $39, $40, $41, $69, Higley $35, $35, $36, $38, $38, $39, n/a 10 JO Combs $34, $35, $36, $37, $38, $39, $74, Kyrene* $35, $36,532 (15) $37,732 (30) $37, $39,143 (15) $40,343 (30) $68, Mesa* $34, n/a n/a $37, n/a n/a $67, Payson $32, $33, n/a $34, $35, $36, $61, no max PUSHD $38, n/a $39,219 (36) $39, $40,371 (15) $41,523 (30) $75,722.00? Queen Creek $35, $35, $36, $38, $39, $40, n/a 6 Scottsdale $33, $35, $36, $37, $38, $39, $69, Tempe $34, $35,235 (18) $36,479 (36) $36, $37,829 (15) $39,280 (30) $71,611.00? Note: Some districts have M&O overrides and desegregation funds

15 COSTING OUT Option A Current total costs for certified personnel ~$91M 2% increase for (current schedule) ~$1.8M 2.5% increase for (current schedule) ~$2.29M Option B With a +2%, ~80% (1631 staff) would see a pay increase and ~20% (413) would have a paycut. Some would lose $4,000 - $5,000 cost ~ $1.8M

16 STEPLESS SALARY SCHEDULES Option C WHAT IS A STEPLESS SYSTEM? Based on salary ranges WHAT ARE THE BENEFITS? This proposed transition does not impact current salaries Allows regular movement Honors education attainment Honors experience and district commitment DISTRICTS CURRENTLY USING A STEPLESS SYSTEM Deer Valley Peoria Paradise Valley Casa Grande Roosevelt Madison Isaac Dysart Queen Creek Chandler Tempe Elem. Mesa

17 NEW RANGES Grade Degree Minimum w/301 Maximum w/301 A BA + 0 $37,143 $42,000 B BA + 12 $37,735 $46,000 C BA + 24 $38,685 $48,536 D MA + 12 $40,666 $54,783 E MA + 24 $42,752 $64,571 F Ed.S Ed.D MA60 MA72 Ph.D *District average of 301 monies is $2809 per teacher Bucket 1&3 Fund 11&13 $44,962 $71,265.

18 CERTIFIED SCHEDULES 14/15 Grade Degree *W/O 301 Minimum *W/O 301 Maximum Minimum w/301 Maximum w/301 A BA + 0 $34,334 $39,191 $37,143 $42,000 B BA + 12 $34,926 $43,191 $37,735 $46,000 C BA + 24 $35,876 $45,727 $38,685 $48,536 D MA + 12 $37,857 $51,974 $40,666 $54,783 E MA + 24 $39,943 $61,762 $42,752 $64,571 Ed.S F Ed.D MA60 Ph.D $42,153 $68,456 $44,962 $71,265 *District average of 301 monies is $2809 per teacher Bucket 1&3 Fund 11&13 1. Eligible staff members will receive a TBD pay for performance stipend. 2. Advancement past Grade C requires a Masters degree. 3. New hires can receive an additional $500/year up to 10 years of experience. An exception may be made for hard to fill positions. 4. Grade A & B maximums adjusts upward. 5. $195 will be granted in the year after satisfactory completion of a 3 hour graduate credit class hours must be preapproved and from an accredited institution. 6. Upon masters degree attained - $500 addition will be made to base salary.

19 SUPPORT STAFF 14/15 Support Staff Grade Minimum Maximum Position Grade Minimum Maximum Position A (1) $8.05 $12.87 Crossing Guard S (19) $12.71 $21.90 Job Service Coord B (2) $8.05 $13.23 T (20) $13.07 $22.54 Field Trip Coordinator C (3) $8.05 $13.65 Asst Activity Leader U (21) $13.47 $23.22 Benefits Specialist D (4) $8.14 $14.05 I/A F.S. Worker V (22) $13.88 $23.94 Admin Assistant E (5) $8.41 $14.46 Paraprofessional W (23) $14.29 $24.64 Speech Path Asst F (6) $8.65 $14.92 Food Svc Asst Mgr X (24) $14.72 $25.38 Lead Buyer G (7) $8.90 $15.36 Media Assistant Y (25) $15.16 $26.15 Fixed Assets Coord H (8) $9.18 $15.81 Food Svc Asst Mgr Z (26) $15.62 $26.92 Executive Assistant I (9) $9.46 $16.29 VIK Activity Leader AA (27) $16.10 $27.74 Auditorium Coord J (10) $9.74 $16.77 Custodian BB (28) $16.57 $28.56 Special Projects Mgr K (11) $10.03 $17.28 Receptionist Counseling CC (29) $17.07 $29.43 COTA L (12) $10.31 $17.81 Office Asst Sp Ed DD (30) $17.59 $30.31 Programmer M (13) $10.64 $18.34 Dist Receptionist EE (31) $18.11 $31.20 Office Manager N (14) $10.95 $18.89 Trans Svc Tech FF (32) $18.66 $32.15 O (15) $11.29 $19.46 Para Specialist GG (33) $19.21 $33.12 Tech Repair Asst P (16) $11.63 $20.04 Attendance Tech HH (34) $19.78 $34.12 Telecom Specialist Q (17) $11.97 $20.65 Admin Secretary II (35) $20.39 $35.12 Network Admin Asst R (18) $12.33 $21.25 Data Base Tech JJ (36) $15.59 $39.76 Interpreter KK (37) $12.87 $21.65 Bus Drivers Placement may be determined for new employees for each year of experience up to 10 years. An exception may be made for hard to fill positions.

20 SCENARIOS 14/15 Junior High Social Studies Teacher BA+6 = $34,334 3 yrs experience = $1500 $2, (301 monies) Subtotal $38,643 *Performance Pay $2,351 Grand Total = $40,994 *Maximum Amount

21 SCENARIOS 14/15 Food Service Worker (D4) $8.14-$14.05 Minimum $ yrs experience =.90 Total = $9.04

22 COORDINATOR-DEAN, OCCUPATIONAL/PHYSICAL NURSES & PSYCHOLOGISTS 14/15 Coordinator - Dean Grade Contract Minimum Maximum A 10 Month $50,037 $67,282 B 11 Month $53,574 $72,039 C 12 Month $65,989 $78,835 Nurses Grade Degree Minimum Maximum A LPN $25,000 $30,000 B RN $32,148 $35,475 C BSN $33,905 $47,992 D MA $36,728 $50,616 Not eligible for 301 monies. Psychologist Grade Minimum Maximum A $51,906 $76,279 Not eligible for 301 monies. Occupational/Physical Therapist Grade Minimum Maximum A $46,256 $79, Not eligible for 301 monies. 2. Base pay will include recognition of national certification. 1. Not eligible for 301 monies. 2. Base pay includes staff development.

23 Administrative & Supervisor 14/15 Administrative Position Minimum Maximum HS Principal $78,799 $104,162 JHS Principal $76,083 $100,504 Elementary Principal $74,228 $98,052 Director 12 Mnth $74,228 $102,603 Assistant Principal 11 Mnth $63,420 $83,605 Assistant Principal 12 Mnth $69,266 $91,310 Executive Director $87,868 $101,187 Chief Officer $115,000 $130,000 Administrative Services Curriculum Employee Relations Food Services Health Special Education Professional Development Career Technology Education 1. Not eligible for 301 monies Athletics Community Education Community Relations Finance Human Resources Operations Technology Transportation 2. All positions are 12 months with the exception of Assistant Principal Supervisor Grade Minimum Maximum A $34,299 $53,872 B $37,440 $58,801 C $39,686 $62,358 D $45,926 $72,196 A Auditorium Benefits Enrichment Specialist (VIK) Fixed Assets Food Service Supervisor Productions Security Technical support Specialist Transportation, Site Transportation, Special Needs Transporation, Specialties Warehouse C District Maintenance Energy / Physical Plant Grounds Food Service Senior Technology Repair Telecom Transporation, Fleet Maintenance Website / Multimedia Not eligible for 301 monies B Accounts Payable Athletics Grounds Business Supervisor (VIK) Campus Maintenance Environment Health & Safety Facilities Coordinator Food Service Supervisor Program Supervisor (VIK) Testing / Assessment Transportation, Regular Routes D Behavior Planning / Intervention Internal Auditor Network Administrator Payroll Purchasing Technology Info Systems

24 SOCIAL WORKER & SPEECH PATHOLOGIST 14/15 Social Worker Grade Degree Minimum Maximum A BA + 0 $32,664 $37,000 B BA + 12 $33,338 $41,000 C BA + 24 $34,237 $44,289 D MA + 12 $36,105 $50,086 E MA + 24 $38,076 $56,850 F Ed.S Ed.D Ph.D $40,156 $60, Not eligible for 301 monies 2. Upon masters degree attained - $500 addition will be made to salary schedule 3. New hires can receive an additional $500/year up to 10 years of experience. An exception may be made for hard to fill positions. 4. Base pay will include LCSW. 5. Grade A & B maximums adjusted upward. Speech Pathologist Grade Degree Minimum Maximum A BA $36,399 $47,317 B MA $46,615 $69, Not eligible for 301 monies. 2. Base pay will include CCC stipend.

25 TOTAL BENEFITS PACKAGE Performance Pay* 1) 301 $2, ) Teacher Evaluation $ (maximum) 3) Performance Pay $ (maximum) Professional Growth Professional Development (for ) $195 after satisfactory completion of a 3 hour graduate credit class from an accredited institution National Board Certified Teachers ~ $3,000/yr for ten (10) years *based on academic year Paid Employee Health Insurance ~ Effective 60 days after initial employment for support staff and after the first full month of contract work for certified staff, all employees working at least 30 hours per week may eligible for health insurance (e.g medical, dental and vision). Tax-Deferred Vehicles 403(b), 457, Roth 403(b) Paid Employee Life Insurance ~ Life insurance is provided as part of the health insurance package State Retirement District Match ~ Contribution : 11.60%; : 11.47%. Social Security/Medicare ~ Employee contribution: 7.65%. District to match contribution

26 TOTAL BENEFITS PACKAGE Liability Insurance ~ All employees are automatically covered at no cost Disability Insurance ~ Long term disability insurance is provided by the State after 180 days at 66 2/3% of salary. Short term disability after 90 days at 66 2/3% of salary is included in the health insurance plan. Voluntary Benefits ~ All employees working at least 30 hours per week are eligible for voluntary benefits (e.g. short term disability, cancer critical illness and additional life insurance) Sick Leave ~ Accrued based on employment classification Personal Leave ~ Employees earn two (2) days per academic year Employee Childcare ~ Offered to GPS employees at competitive rates for children 3 yrs old thru 5 yrs old and before/after school care Athletic Pass ~ Employees receive free admission to district athletic events

27 SUPERINTENDENT RECOMMENDATIONS OVERARCHING PREMISE: We recognize the importance of salary and benefits package in the recruitment and retention of quality staff. IMMEDIATE ACTION Approve the transition to a stepless system for all employee groups, starting in the school year. This action includes collapsing salary schedules and education lanes. (See Board approval in March Board meeting.) Maintain the commitment to NCBT s and utilize them on district mentors. Treat all employee groups together with respect to future salary adjustments as often as it is financially viable. FOR FURTHER DISCUSSION Fund a similar pay for performance stipend for classified and administrators to the which certified staff receive (i.e. 301 monies). This supports a team accountability approach aligned to our own Theory of Action. Institute a one-time base salary adjustment for employees who have been employed on a fulltime basis over the past (number TBD) years* consecutive years. * Years based on total aggregate

28 QUESTIONS?

29