Pay System Update. Granbury Independent School District. Cindy Clegg. Matthew Levitt. Director. HR Consultant. April 20, 2015

Transcription

1 Pay System Update Granbury Independent School District Cindy Clegg Director Matthew Levitt HR Consultant April 20, 2015 Texas Association of School Boards HR Services P.O. Box 400 Austin, TX Texas Association of School Boards, Inc. All rights reserved.

2 Table of Contents Introduction and Methodology... 1 Understanding Pay Systems... 4 Background and Context... 6 Pay Characteristics Teachers... 6 Pay Characteristics Other Employees... 8 Market Summary... 9 Teachers... 9 Exempt Positions Nonexempt Positions Extra Duty Stipends Recommendations Estimated Cost of Recommendations Proposed Pay Structures Detailed Market Comparison Tables...29

3 Introduction and Methodology Chapter I Granbury Independent School District (GISD) engaged the HR Services Division of the Texas Association of School Boards (TASB) to conduct a comprehensive review of its employee compensation plan. The HR Services Division has been providing compensation consulting and support services to Texas schools for over 30 years. This report presents a summary of the findings and recommendations from this project with supporting data. Purpose of Study This study was conducted to objectively examine the competitive job market and determine whether pay practices are internally fair and externally competitive. The primary goals for the project included the following: evaluate competitive market prices for key benchmark jobs; design a rubric of expectations and incentives for teacher pay raises; determine whether employees are being paid within an appropriate market range; align district pay structures with the competitive job market; develop an affordable implementation plan with recommended pay adjustments; and review administrative guidelines for managing pay systems. All employee groups were included in this study, including: Teachers (and related instructional staff); Professional Support and Administration; Technology; Clerical/Paraprofessional; Auxiliary; and Extra duty pay Project Activities In consultation with the district, a work plan was developed to complete the study. HR Services consultants completed the following work tasks through the course of the review: Initial planning and data collection Consultants conferred with district administrators to ensure a clear understanding of the concerns, problems, and objectives for the study. Pay data was collected on personnel employed at the start of the project. Assess competitive pay levels for common jobs and stipends for extra duties The competitive job market group was approved by the district. Market data on competitive pay practices was compiled and compared to district pay practices. Consultants analyzed the data to determine where the district is at risk and identified priorities for pay system improvements. 1

4 Build or align pay range structures and job placements Benchmark jobs were identified in each employee group and used as the basis for market pricing and setting pay ranges. Pay ranges were aligned for each employee pay group to provide competitive pay ranges and internal pay system controls. Job placements were reviewed to ensure internal and external pay equity. Design implementation plan with recommended pay adjustments Pay data for current employees was applied to the new models to assess the cost and impact of implementing the proposed pay changes. No employee s pay should be reduced as a result of the pay study. The implementation plan was designed to achieve the following: o o o provide a general pay increase to all employees who are within the pay range; bring all employees up to the recommended minimum pay rates for their position; add targeted adjustments to improve market pay inequities; and Review a draft of findings and recommendations and deliver a final report Consultants met with administrators to review the initial draft of findings and recommendations before preparing the final report. Data Sources Data sources for this project were obtained from: District employee records; Peer districts; TASB annual surveys of salaries and wages in Texas schools; Third party salary surveys for the geographic area; and Review meetings with district administrators. 2

5 Market Comparisons The following districts were used as the comparison districts to assess the competitive job market. Comparison districts were selected on the basis of enrollment and location. School district data was obtained from the most recent available surveys conducted by TASB HR Services. Non school market data was incorporated for positions with similar jobs outside of K 12 education. Statewide market data on districts of comparable size was used for high level central administrator jobs. Exhibit 1 Comparison Districts District Enrollment Teachers Other Groups Extracurricular Granbury ISD 6, Aledo ISD 4, Burleson ISD 10, Cleburne ISD 6, Crowley ISD 15, Fort Worth ISD 84, Glen Rose ISD 1, Joshua ISD 5, Keller 33, Mansfield 32, Stephenville ISD 3, Weatherford ISD 7,734 1 Fort Worth, Keller, and Mansfield were excluded from salary comparisons due to disparities in enrollment size. 2 Joshua ISD did not provide data on extracurricular stipends. 3

6 Understanding Pay Systems Chapter II Objectives of Pay Systems All organizations have common management needs and employee expectations that must be translated into pay practices. An effective pay system should address both the needs of the organization and the expectations of its employees. Management Needs to: recruit and hire qualified employees, prevent the loss of good employees, and control spending by paying the proper amount for job value. Employees expect to receive: fair pay for their job responsibilities, fair pay compared to what other employers pay for the same work, and annual pay increases for continued service. Basic Pay System Elements Job Families A job family includes jobs that share common characteristics and are grouped into a common pay structure. These characteristics include the type of work performed, the competitive job market, potential career paths for employees, and state and federal laws regulating wages and salaries. Separate pay range structures are typically built for each job family. Pay Grades Compensable job factors such as skill, effort, and responsibility serve as the basis for assigning jobs to different pay levels to achieve internal pay equity among employees. The greater the degree of skill, effort, and responsibility required by a job, the higher the level of pay. Jobs that have similar value and are grouped into the same range of pay are assigned or classified to pay grades. 4

7 Job Pricing While objective job evaluation and classification contributes to internal pay equity, job pricing contributes to external pay equity. Job pricing uses data collected from salary and wage surveys of other employers to determine the external market value of benchmark jobs. This data is used to set pay ranges that are competitive with the external job market. Because jobs have been analyzed and classified into groups of similar value, job pricing does not require a survey match for each unique job. Job Market Job markets may be different for different employee groups. By definition, a job market represents the employers that a district typically competes with to attract and retain employees. Professional employees may be recruited from a larger geographic area than paraprofessional or auxiliary employees. School districts may be the only competitors for instructional positions while other types of businesses may be competitors for business or technology jobs. For this reason, different job markets and surveysourcesmaybeusedtoaccurately assess the district's true competitive job market. Pay Structure The pay structure itself is the key management tool that provides control over the district's competitive position in the marketplace and internal pay equity among all employees. Designing the pay structure involves setting the proper control points (midpoint, minimum, and maximum rates of pay) for each pay grade and ensuring that appropriate pay differentials between pay grade levels are established. Issues that must be weighed and balanced in the design of pay structures include: positioning the district competitively, impact on current pay practices, adequate pay differentials for higher levels of job responsibility, internal consistency and rationality, and controlled variance within each pay range. 5

8 Background and Context Chapter III Background District Profile 892 Employees 6,829 Students 6 Elementary Schools 1 Intermediate School 2 Middle Schools 1 Non traditional High School 1 High School Granbury ISD is located in Hood County. TASB has been working with GISD since 1995 to build and maintain a market competitive pay system. The last pay system review conducted by TASB was in 2008 and pay ranges have not been adjusted since. Pay raise budgets have declined since 2011 leading to concerns about competitive pay. This year employees received a two percent average raise with only one percent in the preceding year. Pay raises have lagged behind market peers who have given average pay raises of three percent during the same period. The district has maintained good control over the placement and internal pay equity for district employees. Pay Characteristics Teachers Current Pay System: The current teacher pay plan is a salary step schedule that spans 33 years of service. Step increments have been used to determine teacher pay raises. Step increments are unequal and range from a low of $223 to a high of $940 in a random manner. Years of Experience: The median experience level of GISD teachers is 11 years which matches the state average for teacher experience. Teachers are well distributed across all experience levels. The district has been successful in attracting experienced teachers. Nearly 80 percent of the 57 new teachers hired during the school year had more than five years of experience. About five percent of teachers are currently eligible to retire under the TRS system. 6

9 35 Exhibit 2 Distribution of Teachers, Librarians and Nurses by Experience Number of Teachers th Percentile Years of Experience Exhibit 3 Experience of Newly Hired Teachers, Librarians and Nurses 16 + Years 35% 0 Years 5% 1 to 5 Years 16% 11 to 15 Years 16% 6 to 10 Years 28% 57 Teachers, Librarians and Nurses new to the district in

10 Pay Characteristics Other Employees Current Pay System: The District maintains four market based pay range structures for other employees. Separate pay structures are maintained for professional support and administrative positions; technology positions; clerical and paraprofessional positions; and auxiliary positions. A schedule of stipends and extra duty days lists pay rates for extra duty assignments. Experience: Professional and administrative staff have an average of 18 years of service with 7 years in GISD. Paraprofessional /clerical and auxiliary staff have an average of 7 years in GISD. The district has good employee retention rates. 8

11 Market Summary Chapter IV Teachers Granbury ISD is paying below market value for teachers at all levels of experience. Starting pay for teachers ranks 7 th among the nine comparison districts although GISD also pays a signing bonus of $2,000. Exhibit 4 Teacher Salary Schedule Comparison Beginning 5 year 10 year 15 year 20 year Salary Salary Salary Salary Salary Granbury ISD Salary $44,000 $45,697 $47,012 $48,872 $53,118 Local Market Median $46,250 $47,417 $49,219 $51,272 $54,133 Percent of Market Median 95% 96% 96% 95% 98% Difference to Median $2,250 $1,720 $2,207 $2,400 $1,015 Teacher Incentives: GISD pays competitive stipends for critical teacher shortage fields in all areas but math and science. Low base salaries combined with low stipends can make it more difficult to recruit and hire in these areas. Exhibit 5 Teacher Stipend Comparison Stipend Granbury ISD Median Stipend Districts Reporting Master s Degree $2,160 $1,000 9 of 11 Subject Area Masters $1,500 1 of 11 Secondary Math $2,000 $2,400 2 of 11 Secondary Science $2,000 $2,400 2 of 11 Special Education $2,040 3 of 11 Bilingual $3,500 $3,150 9 of 11 ESL $500 3 of 11 Foreign Language $2,000 0 of 11 Signing Bonus $2,000 $500 1 of 11 Other Incentive $1,550 4 of 11 9

12 Exempt Positions Administrative pay is generally competitive in GISD. Across all 26 surveyed administrative positions, GISD is paying 102 percent of market. Twenty jobs are within a ten percent variance of market pay. Administrative salary comparisons typically show more variance because there are more single incumbent jobs with a broader range of experience levels. Exhibit 6 Granbury ISD: Administration Salary Comparisons to Market, (Graph bars with darker shading indicate titles that are within 10% of market value) Director of Transportation Director of Maintenance Director of Special Education District PEIMS Data Coordinator Director of Instr/Curr Director of CATE Principal Elem Chief Financial Officer Chief Academic Officer Principal Alternative School Network Manager Chief IT Officer Certification Specialist Payroll Supervisor Principal MS Assistant Principal Elem Communications Officer Assistant Principal MS Assistant Principal HS Principal HS Instr Coordinator District Testing Coordinator Chief HR Officer Accountant III Director of Food Service Director of Athletics (Non Coaching) 14% 14% 9% 1% 2% 2% 3% 3% 4% 4% 7% 6% 5% 5% 5% 3% 2% 2% 2% 1% 0% 0% 11% 15% 18% 23% 20% 10% 0% 10% 20% 30% 10

13 Exempt Pay Group Name: Professional support employees are also paid 102 percent of market on average in GISD. Of the 17 jobs surveyed, 14 were within a ten percent range of market. Exhibit 7 Granbury ISD: Professional Support Salary Comparisons to Market, (Graph bars with darker shading indicate titles that are within 10% of market value) Athletic Trainer 16% Speech Language Pathologist 14% Instr Coordinator 11% ROTC Instructor Payroll Supervisor Counselor Elementary Diagnostician 6% 5% 5% 4% Agriculture Science Teacher Licensed Specialist in School Psychology Head Football Coach Counselor HS 2% 1% 1% 1% District Testing Coordinator Counselor MS HS Band Director 5% 4% 4% Occupational Therapist Nurse (RN) Librarian 10% 9% 8% 15% 10% 5% 0% 5% 10% 15% 20% 11

14 Nonexempt Positions Paraprofessional and technical pay is competitive. These nonexempt jobs are paid 107 percent of market on average. Of the 20 jobs surveyed, 14 were paid within a ten percent variance. Exhibit 8 Granbury ISD: Paraprofessional Technical Rate Comparisons to Market, (Graph bars with darker shading indicate titles that are within 10% of market value) Computer Technician Classroom Teacher Aide Deaf Education Interpreter (Basic) Principal Secretary MS Principal Secretary HS Accounts Payable Clerk Principal Secretary ES Sp Ed Aide Self Contained Secretary to Superintendent Network Technician Sp Ed Aide Gen/Resource Counselor Secretary Campus PEIMS Data Clerk HS Payroll Clerk Certification Specialist Secretary to Director Secretary to Executive/Chief Campus PEIMS Data Clerk MS LVN Purchasing Clerk 12% 5% 6% 4% 3% 2% 1% 0% 14% 13% 11% 10% 10% 10% 9% 9% 9% 7% 18% 28% 15% 10% 5% 0% 5% 10% 15% 20% 25% 30% 35% 12

15 Auxiliary employees are paid competitively at 101 percent of market on average. Of the 15 jobs surveyed, 14 were paid within a 10 percent variance of market rates. Entry wages were also competitive at 106 percent of market entry wages on average. Exhibit 9 Granbury ISD: Auxiliary Rate Comparisons to Market, (Graph bars with darker shading indicate titles that are within 10% of market value) Groundskeeper Bus Monitor Security Guard Electrician Gen Maintenance Worker 8% 7% 6% 5% 5% HVAC Mechanic Lead Custodian Custodian Food Service Worker Bus Driver 3% 3% 3% 2% 1% Vehicle Mechanic 1% HS Cafeteria Manager Plumber Carpenter 5% 4% 3% ES Cafeteria Manager 19% 25% 20% 15% 10% 5% 0% 5% 10% 15% 13

16 Extra Duty Stipends GISD pays for extracurricular duties using a stipend schedule and, for some athletic and fine arts duties, extra duty day at the employee s teacher daily rate. For market comparison purposes, the total value of stipends plus any extra days paid were added to represent the total compensation value. Pay for athletics is 101 percent of market overall with a great deal of variance by assignment. Where extra duty days are paid, GISD tends to be over market because the District pays more days than peer districts. Only five of ten peer districts pay extra duty days and most of those are for varsity football and volleyball. Exhibit 9 Granbury ISD Athletics Stipend Comparisons ($), Volleyball MS Basketball Head Golf Head Powerlifting Head Cross Country Head Track MS Basketball MS Basketball Asst Football JV Football Off/Def Coord Volleyball Head Tennis Head Volleyball Asst Baseball Asst Softball Asst Volleyball 9th/JV Baseball Head Softball Head Track Asst Basketball 9th/JV Soccer Asst Football 9th Grade Soccer Head Baseball 9th/JV Football Asst MS Swimming Head Track Head Football Head MS $1,662 $98 $199 $259 $449 $458 $555 $661 $744 $781 $792 $796 $875 $971 $1,014 $41 $1,493 $1,315 $1,091 $1,046 $922 $700 $700 $658 $535 $365 $342 $288 $2,000 $1,500 $1,000 $500 $0 $500 $1,000 $1,500 $2,000 14

17 Fine arts and academics duty pay is 120 percent of market overall which equates to an average of $585 above market rates. The large variations are again caused by the practice of paying more extra duty days for more assignments than peer districts. Exhibit 10 Granbury ISD Performing Arts and Academics Stipend Comparisons ($), Choir HS Asst Dir Band HS Asst Dir $3,294 $3,217 Choir HS Dir Cheerleading HS Asst Sponsor $1,710 $2,501 Dance/Drill Team HS Dir Department Chair HS Student Council Advisor HS Yearbook Advisor Choir MS Dir Band MS Dir Department Chair ES Cheerleading MS Sponsor Cheerleading HS Sponsor UIL Subject Area Coach HS Speech Advisor $992 $900 $818 $743 $625 $596 $500 $456 $430 $250 $250 UIL Subject Area Coach MS Department Chair MS $0 $0 UIL Campus Coord HS One Act Play Sponsor Debate Advisor Newspaper Advisor UIL Campus Coord MS $125 $188 $250 $530 $900 Drama/Theatre Advisor $1,844 $2,500 $2,000 $1,500 $1,000 $500 $0 $500 $1,000 $1,500 $2,000 $2,500 $3,000 $3,500 $4,000 15

18 Recommendations Chapter V Following are a priority listing of recommendations for the GISD compensation plan. Recommendations Recommendation 1 Increase teacher pay and stipends to more competitive levels. Increase the starting salary from $44,000 to $46,000 and adjust again in For , give all teachers a general pay increase of $1600 (average 3%) and add a little more to alleviate compression in years 1 to 5. Increase the stipend for secondary math and science teachers from $2,000 to $2,500 for an estimated cost of $15,500 for 31 positions. Recommendation 2 Institute incentives to give the district early notice of plans to resign or retire and to prevent excessive absences during the last year of employment. GISD offered to reimburse local leave upon retirement during and and then discontinued the incentive. The District currently has a large number of teachers who are eligible to retire. Retiring teachers tend to use up their leave balances during their last year if there is no incentive not to use the leave. Our suggestion for an incentive is to pay any retiring employee for up to 30 days of unused leave at a rate of $50 per day if notice of intent to retire is provide to the District by March 1 st. That would pay out a maximum incentive of $1,500. The average annual number of retirees over the past three years in GISD has been 19 teachers and 47 total staff. Based on that history, the potential cost can be estimated at $70,500 if offered to all retiring employees or $28,500 if offered only to retiring teachers. The best teacher candidates are offered contracts first so early recruiting gives the district an edge in hiring the best. Our suggestion for an early notice incentive is to offer $500 for any teacher or professional support employee who gives the district an end of year resignation letter before March 1st. Recommendation 3 Consider a new policy that would offer teachers the opportunity to earn a merit based salary increase beginning in Teacher pay increases are given to reward service and effort. Teachers who put forth 16

19 more effort should earn greater rewards than those who do not. A policy of equal pay increases for all does not recognize those teachers who put forth greater effort and commitment to the job. Our suggested method is to provide a small cost of living increase to all teachers (e.g., 2%) with an additional 1 or 2% provided to those teachers who meet specified criteria the District deems valuable to students. Examples of eligibility criteria to consider for the earned merit portion of the pay raise include: o o o o o o o o In attendance 90% of the school year Completing professional development credits approved by the District Teaching a course that can award college credit Earning a highly effective performance rating Serving on approved campus or district committees Conducting professional development for other teachers Coaching an academic student group to a regional or state level Demonstrating student growth on state achievement tests Recommendation 4 Adjust pay range structures for other employee groups to improve market alignment and ensure job placement for internal and external pay equity. Adjust the existing pay ranges for the Administrative and Professional Support Group and upgrade placement of the Technology Network Administrator, Director Athletics, and High School Principal. Simplify the pay system by incorporating the few nonexempt technology jobs into the former Paraprofessional pay structure and renaming it Paraprofessional/Technical. Upgrade the Deaf Education Interpreter position. Adjust the existing pay ranges for the Auxiliary jobs and upgrade placement of the mechanic. A general pay increase of three percent of the range midpoint is modelled for all groups with an additional adjustment for one employee to reach.05% of the minimum of the pay range. Recommendation 5 Improve control and transparency of pay for extracurricular duties by adopting a single rate stipend schedule and eliminate the practice of paying stipends and extra duty days. 17

20 The value of days paid is added to the stipend to reflect total compensation. No employee s pay should be reduced as a result of this change. The recommended stipend schedule adjusts stipends that were below average up to market rates (91). Pay the head football coach, band director, and athletic trainers on a salary basis for competitive value. Simplify stipend administration by delegating control to campus principals for small stipend amounts ($400 or less) paid for UIL academic meet sponsors. 18

21 Estimated Cost of Recommendations Chapter VI These estimates are based on employee pay data collected at the beginning of the pay study and are reflective of a snapshot in time. Summary of Cost Estimates for Model 1 Total Staff Count of Increases Cost Increase Percent of Current Costs Current Costs Teachers, Librarians and Nurses $46,000 starting salary 452 $22,454, % general pay increase ($1,600) 451 $723, % 2 Adjustments to years $24, % Administrative/Professional 93 $6,333, % of pay range midpoint increase 93 $196, % Paraprofessional Technical 157 $3,852, % of pay range midpoint increase 156 $122, % 3 Adjustments to 0.5% above pay range minimum 1 $3, % Auxiliary 153 $2,599, % of pay range midpoint increase 153 $84, % Subtotal General Pay Increase $1,126, % Subtotal Implementation/Equity Adjustments 86 $27, % Extra Duty Stipends $1,046,035 Athletics 70 $38, % Performing Arts 12 $6, % Academics 9 $3, % Subtotal Extra Duty Stipends 91 $48,160 Total Cost Estimate $1,201, % $36,285,504 Footnotes: 1 Employee pay was not adjusted above the maximum rate of pay. Employees over maximum were held harmless. 2 Additional adjustments made to improve pay competitiveness. 3 Additional adjustments needed to move employee pay slightly above the minimum of the range. 19

22 Proposed Pay Structures Chapter VIII Proposed Pay Structures New Hire Guide for Teachers, Nurses, and Librarians Years of Experience New Hire Salary 0 $46,000 1 $46,200 2 $46,484 3 $46,709 4 $46,961 5 $47,134 6 $47,297 7 $47,560 8 $47,823 9 $48, $48, $48, $48, $49, $49, $49, $50, $51, $52, $53, $53, $54, $55, $56, $57, $57, $58, $59, $59, $60, $60, $61, $62, $62,371 Master s Degree stipend: $2,160 Salaries listed above are based on 10 month employment. This salary plan is for the school year only. It does not represent salaries for future years. Salary advancement is based on the annual pay raise budget approved by the Board of Trustees each year. 20

23 Proposed Administrative/Professional Pay Plan Granbury ISD Pay Grade Curr PG Job Title Calendars Minimum Midpoint Maximum A1 Daily $ $ $ A2 Manager Transportation Days 42,626 53,282 63,938 A2 Daily $ $ $ A3 Coordinator PEIMS Days 47,365 59,205 71,045 A3 HR Specialist 226 A3 Payroll Supervisor 226 A3 Tech Network Services Manager 226 A3 Tech Software Suppt Spec. 226 A3 Daily $ $ $ A4 Accounting Manager Days 46,035 57,543 69,050 A4 Assistant Principal, ES Days 46,276 57,844 69,412 A4 Counselor, ES Days 47,722 59,651 71,581 A4 Counselor, HS 192, 207, Days 49,891 62,363 74,835 A4 Counselor, MS Days 50,373 62,965 75,558 A4 Purchasing Manager Days 52,301 65,376 78,450 A4 Tech Instructional Tech Spec Days 53,747 67,183 80, Days 54,471 68,087 81,704 A4 Daily $ $ $ A5 Assistant Principal, MS Days 9,846 12,307 14,768 A5 Diagnostician 201, Days 48,711 60,888 73,064 A5 Dir. Child Nutrition Days 51,302 64,126 76,951 A5 Homebound Teacher PT Days 52,079 65,098 78,117 A5 LSSP Days 53,634 67,041 80,448 A5 Speech Lang. Pathologist Days 58,557 73,195 87,833 A5 Visual Impairment Specialist 188 A5 Daily $ $ $ A6 Assistant Principal, HS 207, Days 57,656 72,069 86,483 A5 Assistant Principal, MS Days 60,720 75,899 91,078 A6 Coord. Data Specialist Days 62,948 78,684 94,421 A6 Coord. Campus Intervent. 226 A6 Coord. Dyslexia/Section A6 Coord. Elementary/Federal 226 A6 Coord. Second. MT/SS/GT 226 A6 Coord. Secondary ELA/Sci 226 A6 Tech Coord. Instructional 226 A5 Tech Network Admin. 226 A6 Daily $ $ $ A7 Principal, ES Days 64,974 81,217 97,459 A7 Principal, STARS/BTC

24 Proposed Administrative/Professional Pay Plan Granbury ISD Pay Grade Curr PG Job Title Calendars Minimum Midpoint Maximum A7 Daily $ $ $ A8 Director Facilities & Maint Days 72,743 90, ,115 A8 Director Technology 226 A8 Director Transportation 226 A8 Principal, HS 9th Grade Campus 226 A8 Principal, MS 226 A8 Public Information Officer 226 A8 Daily $ $ $ A8 Director Athletics Days 78,201 97, ,299 A9 Director CTE 226 A9 Director Curriculum 226 A9 Director HR 226 A9 Director Special Education 226 A9 Daily $ $ $ A9 Principal, HS Days 84, , ,097 A10 Daily $ $ $ A11 Assistant Superintendent Days 100, , ,316 22

25 Proposed Paraprofessional Technical Pay Plan Granbury ISD Pay Grade Curr PG Job Title Calendars Minimum Midpoint Maximum CP1 Hourly $8.80 $11.00 $13.20 CP1 Aide ESD Roving Days 12,179 15,224 18,269 CP1 Aide Extended School Day 173, Days 12,320 15,400 18,480 CP2 Hourly $11.00 $13.75 $16.50 CP2 Aide ESL Days 16,456 20,570 24,684 CP2 Aide Instructional Days 18,216 22,770 27,324 CP3 Aide Library 187, 207 CP2 Aide RISE (ISS) 187 CP3 Hourly $11.88 $14.85 $17.82 CP3 Aide Special Education, BSI Days 17,392 21,740 26,088 CP3 Aide Special Education, Inclusion 183, Days 17,772 22,216 26,659 CP3 Aide Special Education, Life Skills Days 18,628 23,285 27,942 CP3 Aide Special Education, PPCD Days 19,198 23,998 28,797 CP3 Aide Special Education, PreK/PPCD Blended Days 20,624 25,780 30,936 CP3 Aide Special Education, Support Facilitator 187 CP3 Clerk Attendance, MS 196 CP3 Clerk Office 187 CP4 Clerk Receptionist 187 CP3 Secretary Asst Principal 202 CP3 Secretary Counselor 217 CP4 Hourly $12.71 $15.89 $19.07 CP4 Clerk Attendance, HS Days 19,319 24,153 28,986 CP4 Clerk Curriculum Days 19,929 24,916 29,902 CP4 Clerk Data Days 21,048 26,314 31,580 CP4 Clerk Dept Days 22,980 28,729 34,479 CP4 Clerk PEIMS, HS 207 CP4 Clerk PEIMS, MS 207 CP4 Clerk Receptionist 226 CP4 Compliance Technician Child Nutrition 190 HS Campus Receptionist 226 CP5 Hourly $13.60 $17.00 $20.40 CP5 Aide Accelerated Instruction Days 20,346 25,432 30,518 CP5 Clerk PEIMS, HS lead Days 22,522 28,152 33,782 CP5 Clerk PEIMS, Special Ed Days 23,610 29,512 35,414 CP5 Clerk SS HR/Payroll Days 24,589 30,736 36,883 CP5 Interpreter Bilingual 187 CP5 Lead Site Leader 187 CP5 Site Leader

26 Proposed Paraprofessional Technical Pay Plan Granbury ISD Pay Grade Curr PG Job Title Calendars Minimum Midpoint Maximum CP6 Hourly $14.56 $18.19 $21.82 CP6 Cafeteria Mgr/Catering Mgr Days 24,111 30,123 36,134 CP6 Clerk Curriculum Systems Days 25,276 31,578 37,880 CP6 Clerk Purchasing Days 26,324 32,888 39,451 CP6 Clerk Route 226 CP6 District Trainer Child Nutrition 226 CP6 Principal Secretary Elementary School 217 CP6 Principal Secretary Middle School 226 CP6 Sec. CTE/HS Activity Fund 207 CP6 Workers Comp Specialist 226 CP7 Hourly $15.56 $19.46 $23.36 CP7 Benefits Specialist Days 23,278 29,112 34,947 CP7 Clerk Accounts Payable Days 24,025 30,046 36,068 CP7 Coord. Substitutes/Leave Days 28,132 35,184 42,235 CP7 LVN 187 CP7 Principal Secretary High School 226 CP7 Secretary Dir. Curriculum 226 CP6 Secretary Dir. Fac. & Maint. 226 CP7 Secretary Dir. HR 226 CP7 Secretary Dir. Spec. Ed. 226 CP6 Secretary Dir. Technology 226 CP6 Secretary Dir. Transportation 226 CP7 Secretary Dir. Support Services 193 CP8 Hourly $17.12 $21.41 $25.70 CP8 Payroll Assistant Days 30,953 38,709 46,466 CP8 Secretary Dir. Athletics 226 Tech 2 Technician 226 CP9 Hourly $18.84 $23.55 $28.26 CP8 Deaf Education Interpreter Days 28,185 35,231 42,277 CP9 Sec. Asst Superintdnt Days 34,063 42,578 51,094 Tech 2 Tech Comp. Support Spec 226 CP10 Hourly $21.86 $27.32 $32.78 CP10 Administrative Asst Supt/Bd Days 32,877 41,089 49,301 CP10 Certification Officer Days 39,523 49,395 59,266 CP10 Deaf Ed Specialist 188 Tech 3 Network Technician

27 Proposed Auxiliary Pay Plan Granbury ISD *Annual amounts are based on 5 hours per day. Pay Grade Curr PG Job Title Calendars Minimum Midpoint Maximum AUX1 Hourly $9.20 $11.50 $13.80 AUX1 Bus Monitor Days 8,050 10,063 12,075 AUX1 Custodian 190, Days 8,142 10,178 12,213 AUX1 Food Service Worker Days 8,740 10,925 13, Days 11,040 13,800 16,560 AUX2 Hourly $9.93 $12.42 $14.91 AUX2 Cashier Child Nutrition Days 8,788 10,992 13,195 AUX3 Hourly $10.72 $13.41 $16.10 AUX3 Custodian Lead Days 12,864 16,092 19,320 AUX4 Hourly $11.59 $14.48 $17.37 AUX4 Cafeteria Manager ES 177, Days 10,141 12,670 15,199 AUX4 Groundskeeper Days 10,257 12,815 15,372 AUX4 Security Guard Days 10,605 13,249 15, Days 13,908 17,376 20,844 AUX5 Hourly $12.51 $15.64 $18.77 AUX5 Bus Driver Days 10,946 13,685 16,424 AUX5 Cafeteria Manager 9th Grade Center 177, Days 11,071 13,841 16,611 AUX5 Cafeteria Manager MS Days 11,447 14,311 17,175 AUX5 General Maintenance Worker Days 15,012 18,768 22,524 AUX5 HVAC Assistant 240 AUX5 Irrigation Specialist 240 AUX6 Hourly $13.51 $16.89 $20.27 AUX6 Bus Driver Lead Days 12,362 15,454 18,547 AUX6 Cafeteria Manager HS Days 12,497 15,623 18,750 AUX7 Hourly $14.59 $18.24 $21.89 AUX7 Carpenter Days 17,508 21,888 26,268 AUX7 Groundskeeper Lead 240 AUX8 Hourly $15.76 $19.70 $23.64 AUX8 General Maintenance Worker Lead Days 18,912 23,640 28,368 AUX8 Mechanic Assistant 240 AUX9 Hourly $17.34 $21.67 $26.00 AUX9 Electrician Days 20,808 26,004 31,200 AUX9 HVAC Mechanic 240 AUX8 Mechanic 240 AUX9 Plumber 240 AUX 10 Hourly $20.98 $26.22 $31.46 AUX 10 HVAC Mechanic supervisor/lead Days 25,176 31,464 37,752 AUX 10 Mechanic Lead/Shop Supervisor 240 AUX 10 Supervisor, Maintenance

28 Proposed Extra Duty Stipends Granbury ISD Category Assignment Level Count of Stipends Average Total Value Proposed Stipend +/ Academics Auto Tech Teacher HS 1 3,500 3,500 Bilingual ES 13 3,500 3,500 Bilingual signing bonus ES 1 1,000 1,000 Department Chair ES ES 37 1,003 1,000 3 Department Chair HS HS 8 2,575 2, Department Chair HS Special Education HS 2 2,639 2, Department Chair HS, Ninth Grade Center HS 6 1,000 1,000 Department Chair MS MS 12 1,000 1,000 Department Chair MS Special Education MS 1 1,611 1, Department Chair MS Special Education Other 1 1,517 1, Foreign Language signing bonus HS 1 2,000 2,000 Foreign Language signing bonus MS 1 2,000 2,000 Lead Special Education Other 3 3,000 3,000 Math signing bonus HS 3 2,000 2,000 Math signing bonus MS 1 2,000 2,000 Project Lead the Way/GTT HS 4 1,500 1,500 Project Lead the Way/GTT MS 2 1,500 1,500 Science signing bonus HS 3 2,000 2,000 Science signing bonus MS 1 2,000 2,000 Speech/Debate HS 1 2,500 2,500 Student Council Asst Sponsor HS 1 1,582 1, Student Council Sponsor HS 1 2,118 2, UIL Coordinator HS 1 1,500 1, Visual Impairment Specialist Other 1 6,000 6,000 Yearbook Sponsor HS HS 1 2,743 2,750 7 Yearbook Sponsor MS MS 2 1,000 1,000 26

29 Proposed Extra Duty Stipends Granbury ISD Category Assignment Level Count of Stipends Average Total Value Proposed Stipend +/ Athletics Baseball Assistant Varsity HS 1 4,811 5, Baseball Assistant, JV/9th HS 1 3,208 4, Baseball Assistant, JV/9th MS 1 3,201 4, Baseball, Head Varsity HS 1 7,711 8, Basketball Assistant Boys HS 3 3,323 5,500 2,177 Basketball Assistant Boys, JV HS 2 4,195 5, Basketball Assistant Girls HS 1 5,430 5, Basketball Assistant Girls, JV HS 2 4,220 5, Basketball Head Boys HS 1 10,115 9,000 1,115 Basketball Head Girls HS 1 10,015 9,000 1,015 Basketball MS Boys, Asst MS 6 1,600 1,600 Basketball MS Boys, Head MS 2 2,800 2,800 Basketball MS Girls, Asst MS 6 1,600 1,600 Basketball MS Girls, Head MS 2 2,800 2,800 Campus Athletic Coordinator Boys MS MS 2 1,363 1, Campus Athletic Coordinator Boys HS HS 1 3,000 3,000 Campus Athletic Coordinator Girls HS HS 1 7,523 7, Campus Athletic Coordinator Girls MS MS 2 1,474 1, Cross Country Assistant HS 1 3,852 4, Cross Country Head HS 1 7,742 7,750 8 Football 8th MS, Head MS 2 4,059 5, Football Assistant 7th MS MS 6 2,898 3, Football Assistant 8th MS MS 4 2,894 3, Football Assistant, 9th HS 4 5,719 6, Football Assistant, JV HS 3 7,749 7,750 1 Football Assistant, JV and Video HS 1 8,923 9, Football Assistant/ Equipment Mgr HS 1 9,504 9,500 4 Football Coordinator HS 1 10,352 10, Football Defensive Coord HS 1 7,379 8,500 1,121 Golf Assistant JV Boys HS 1 2,701 3, Golf Assistant JV Girls HS 1 2,701 3, Golf head Boys HS 1 8,704 8, Golf head Girls HS 1 8,795 8, Power Lifting Assistant, JV/9th HS 2 3,315 3, Power Lifting head HS 1 6,668 6, Soccer Assistant Boys HS 1 4,189 5, Soccer Assistant Boys, JV/9th HS 1 3,176 3, Soccer Assistant Girls HS 1 4,322 5, Soccer Assistant Girls, JV/9th HS 1 3,247 3, Soccer head Boys HS 1 7,236 8, Soccer head Girls HS 1 7,501 8, Softball Assistant, JV/9th HS 1 3,176 3, Softball Assistant, Varsity HS 1 4,711 5, Softball Head HS 1 7,701 8, Swimming head HS 1 6,847 8,000 1,153 Tennis Assistant HS 2 2,943 3, Tennis head HS 1 8,472 8,

30 Proposed Extra Duty Stipends Granbury ISD Category Assignment Level Count of Stipends Average Total Value Proposed Stipend +/ Athletics Continued Track Assistant Boys, JV/9th HS 1 3,335 3, Track Assistant Boys, JV/9th MS 1 3,322 3, Track Assistant Boys, Varsity HS 1 4,508 5, Track Assistant Girls, JV/9th HS 2 3,232 3, Track Assistant Girls, Varsity HS 1 4,201 5, Track Boys head HS 1 6,970 8,000 1,030 Track Girls head HS 1 6,979 8,000 1,021 Track MS Boys, Asst MS 6 1,600 1,600 Track MS Boys, Head MS 2 2,800 2,800 Track MS Girls, Asst MS 6 1,600 1,600 Track MS Girls, Head MS 2 2,800 2,800 Volleyball Assistant, JV/9th HS 2 4,462 4, Volleyball Assistant, Varsity HS 1 5,402 5, Volleyball head HS 1 8,820 8, Volleyball MS, Asst MS 6 2,824 2, Volleyball MS, Head MS 2 4,268 4, Performing Arts Band Assistant Director HS HS 1 11,473 11, Band Assistant Director MS MS 4 7,596 7, Cheerleader Sponsor 9th HS 1 3,011 3, Cheerleader Sponsor JV HS 1 3,930 4, Cheerleader Sponsor MS MS 2 2,456 2, Cheerleader Sponsor Varsity HS 1 5,430 5, Choir Assistant Director HS HS 1 6,794 7, Choir Assistant Director MS MS 4 3,500 3,500 Choir Director HS HS 1 8,001 8,000 1 Drama HS 2 1,750 4,000 2,250 Drill Team Sponsor HS 1 6,456 6, One Act Play HS 1 1,500 1, Cell Phone Cell Phone ES Cell Phone HS Cell Phone MS Cell Phone Other

31 Detailed Market Comparison Tables Chapter X 29

32 Granbury ISD Teacher Salary Plan Comparisons District Number 0 Year 5 Year 10 Year 15 Year 20 Year Average Tch Staff Salary Salary Salary Salary Salary Salary Student Enrollment Last % Increase 1 Crowley ISD 15, $50,000 $50,508 $52,403 $54,383 $56,738 $53, % 2 Joshua ISD 5, $48,137 $49,737 $50,137 $52,125 $54,752 $53, % 3 Aledo ISD 4, $47,475 $48,475 $49,475 $50,475 $53,305 $50, % 4 Glen Rose ISD 1, $46,500 $47,580 $49,750 $52,793 $56,032 $55, % 5 Burleson ISD 10, $46,000 $47,000 $48,000 $49,800 $53,400 $48, % 6 Cleburne ISD 6, $44,500 $46,525 $48,760 $51,560 $54,910 $51, % 7 Weatherford ISD 7, $43,743 $47,253 $48,963 $50,983 $53,513 $48, % 8 Stephenville ISD 3, $39,500 $41,268 $44,002 $48,892 $52,562 $47, % Granbury ISD 6, $44,000 $45,697 $47,012 $48,872 $53,118 $49, % 30 Median $46,250 $47,417 $49,219 $51,272 $54,133 $50, % Comparison to Median 95% 96% 96% 95% 98% 98% Dollar Difference ($2,250) ($1,720) ($2,207) ($2,400) ($1,015) ($971)

33 Granbury ISD Teacher Stipend Comparisons District Student Enrollment Subject Master's Area Secondary Secondary Special Foreign Signing Other Degree Master's Math Science Education Bilingual ESL Language Bonus Incentive 1 Aledo ISD 4,874 $500 2 Burleson ISD 10,920 $1,500 $3,000 $500 3 Cleburne ISD 6,604 $1,500 $3,000 $500 4 Crowley ISD 15,022 $1,600 $3,000 $3,000 $3,000 $4,000 $1,000 5 Fort Worth ISD 86,200 $1,300 $1,800 $1,800 $450 $3,150 $450 6 Glen Rose ISD 1,650 $1,000 7 Joshua ISD 5,000 $5,000 8 Keller ISD 33,657 $1,000 $2,040 $3,570 $1,500 9 Mansfield ISD 33,196 $1,000 $3,500 $2, Stephenville ISD 3,645 $800 $2,000 $1, Weatherford ISD 7,734 $1,000 $2,704 $1, Granbury ISD 6,829 $2,160 $2,000 $2,000 $3,500 $2,000 $2,000 Median Stipend $1,000 $1,500 $2,400 $2,400 $2,040 $3,150 $500 N/A $500 $1,550 Count Footnotes: Other Incentive(s): PhD degree & CTE teachers GISD signing bonus is for secondary math, science, foreign language Crowley pays $1,000 for CTE teachers

34 Granbury ISD Teacher Incentive Comparisons District Student Enrollment Campus Assign Mentor Teacher National Board Cert Dept Chair HS Dept Chair MS Dept Chair ES 1 Aledo ISD 4,874 $200 $1,200 $1,000 2 Burleson ISD 10,920 $100 $2,000 $1,000 $500 3 Cleburne ISD 6,604 $1,000 $650 4 Crowley ISD 15,022 $2,000 $500 $2,000 $1,000 5 Fort Worth ISD 86,200 6 Glen Rose ISD 1,650 $750 $750 $750 7 Joshua ISD 5,000 $1,000 $500 8 Keller ISD 33,657 $2,550 $1,530 $255 9 Mansfield ISD 33,196 $400 $2,000 $900 $1, Stephenville ISD 3,645 $500 $1,000 $ Weatherford ISD 7,734 $2,000 $2,000 $2, Granbury ISD 6,829 $2,500 $1,000 $1,000 Median Stipend $2,000 $400 N/A $1,600 $950 $750 Count Footnotes:

35 Granbury ISD Exempt Market Salary Comparisons Positions Sorted by Job Title Administration Benchmark Position District Job Title Note Districts Reporting Market Salary District Salary District Salary Compared to Market District Pay Range Midpoint Pay Range Midpoint Compared to Market 1 Accountant III Accounting Manager NS $67,872 $62,051 91% $68, % 2 Assistant Principal Elementary School Assistant Principal, ES M 8 $61,535 $61, % $62, % 3 Assistant Principal High School Assistant Principal, HS M 8 $70,273 $69,140 98% $72, % 4 Assistant Principal Middle School Assistant Principal, MS M 8 $64,898 $63,683 98% $67, % 5 Certification Specialist Certification Officer M 4 $43,582 $44, % $49, % 6 Chief Academic Officer Assistant Superintendent, Administrativ S 45 $114,155 $120, % $126, % 7 Chief Financial Officer Assistant Superintendent S 59 $114,000 $120, % $126, % 8 Chief Human Resources Officer Director HR S 43 $107,210 $102,628 96% $97,740 91% 9 Chief Information Technology Officer Director Technology S 40 $93,468 $95, % $90,922 97% 10 Communications Officer Public Information Officer M 4 $82,507 $82,000 99% $90, % 11 Director of Athletics (Non Coaching) Director Athletics M 4 $113,803 $98,113 86% $90,922 80% 12 Director of Career & Technology EducatioDirector CTE M 4 $79,575 $84, % $97, % 13 Director of Food Service Dir.. Support Serv. Ch Nut. M 7 $70,031 $60,000 86% $73, % 14 Director of Instruction/Curriculum Director Curriculum M 5 $88,426 $94, % $97, % 15 Director of Maintenance Direct. Facilities & Maint. M 7 $78,374 $92, % $90, % 16 Director of Special Education Director Special Education M 5 $84,821 $97, % $97, % 17 Director of Transportation Director Transportation E 16 $75,016 $92, % $90, % 18 District PEIMS Data Coordinator Coordinator PEIMS M 6 $54,981 $60, % $59, % 19 District Testing Coordinator Coord. Data Specialist M 5 $76,892 $73,934 96% $78, % 20 Instructional Coordinator Coord. Instruction E 18 $77,020 $75,023 97% $78, % 21 Network Manager Tech Network Admin. NS $81,046 $82, % $73,188 90% 22 Payroll Supervisor Payroll Supervisor NS $55,802 $56, % $59, % 23 Principal Alternative School Principal, HS Alt M 6 $79,627 $81, % $81, % 24 Principal Elementary School Principal, ES M 8 $78,558 $82, % $81, % 25 Principal High School Principal, HS M 8 $104,982 $102,000 97% $97,740 93% 26 Principal Middle School Principal, MS M 8 $87,986 $88, % $90, % Notes M District Comparison to Market Pay 102% Plan 105% Market salary is median of reporting comparison districts Summary of Pay Comparisons to Market NS Market salary is median value of non school market Above (Over 110%) 4 S Market salary is median of statewide responses by enrollment group At market (90% 110%) 20 E Market salary is median of ESC responses Below (Less than 90%) 2 33

36 Granbury ISD Exempt Market Salary Comparisons Positions Sorted by Job Title Professional Support Benchmark Position District Job Title Diff in Days Note Districts Reporting Market Salary District Salary District Salary Compared to Market District Pay Range Midpoint Pay Range Midpoint Compared to Market 1 Agriculture Science Teacher Teacher HS, Ag 0 M 7 $60,717 $62, % $63, % 2 Athletic Trainer Teacher HS, Athletic Trainer 12 M 7 $55,884 $64, % $65, % 3 Counselor Elementary Counselor, ES 6 M 8 $55,673 $58, % $57, % 4 Counselor High School Counselor, HS 0 M 8 $60,611 $61, % $62, % 5 Counselor Middle School Counselor, MS 5.5 M 8 $60,682 $58,231 96% $59,648 98% 6 Diagnostician Diagnostician 8.5 M 8 $60,998 $63, % $67, % 7 District Testing Coordinator Coord. Data Specialist 9 M 5 $76,892 $73,934 96% $78, % 8 Head Football Coach HS Football Coach 23 M 5 $90,000 $90, % $94, % 9 High School Band Director HS Band Director 0 M 7 $71,572 $67,654 95% $68,265 95% 10 Instructional Coordinator Coord. Instruction 15 M 2 $67,766 $75, % $78, % 11 Librarian Librarian 0 M 8 $57,168 $51,317 90% $52,795 92% 12 Licensed Specialist in School Psychology LSSP 0.5 M 4 $57,365 $58, % $64, % 13 Nurse (RN) RN 0 M 7 $49,399 $45,161 91% $52, % 14 Occupational Therapist Occupational Therapist 0 M 4 $66,730 $61,211 92% $60,558 91% 15 Payroll Supervisor Payroll Supervisor 0 C 2 $53,661 $56, % $59, % 16 ROTC Instructor Teacher HS, ROTC 5.5 E 11 $69,781 $74, % $63,806 91% 17 Speech Language Pathologist Speech Lang. Pathologist 0.5 M 8 $57,503 $65, % $66, % Notes M District Comparison to Market Pay 102% Plan 104% Market salary is median of reporting comparison districts Summary of Pay Comparisons to Market C Market salary is average of non school and school markets Above (Over 110%) 3 E Market salary is median of ESC responses At market (90% 110%) 14 Below (Less than 90%) 34

37 Granbury ISD Nonexempt Market Rate Comparisons Positions Sorted by Market Rate Paraprofessional Technical Benchmark Position District Job Title Note Districts Reporting Market Rate District Rate District Rate Compared to Market District Pay Range Midpoint 1 Classroom Teacher Aide Aide Instructional M 7 $11.46 $ % $ % 2 Special Education Aide General/Resource Aide Special Education M 8 $11.97 $ % $ % 3 Special Education Aide Self Contained Aide Special Education M 7 $12.03 $ % $ % 4 Counselor Secretary Secretary Counselor M 7 $14.17 $ % $ % 5 Campus PEIMS Data Clerk Middle School Clerk PEIMS M 8 $14.95 $ % $ % 6 Principal Secretary Middle School Secretary MS Campus M 8 $15.47 $ % $ % 7 Principal Secretary Elementary School Secretary ES Campus M 8 $15.56 $ % $ % 8 Campus PEIMS Data Clerk High School Clerk PEIMS M 8 $15.82 $ % $ % 9 Principal Secretary High School Secretary HS Campus M 7 $16.84 $ % $ % 10 Purchasing Clerk Clerk Purchasing C 1 $18.40 $ % $ % 11 Accounts Payable Clerk Clerk Accounts Payable C 6 $18.40 $ % $ % 12 Secretary to Director Director Secretary M 7 $18.60 $ % $ % 13 Licensed Vocational Nurse (LVN) LVN C 6 $19.20 $ % $ % 14 Computer Technician Tech Comp. Support Spec C 5 $19.66 $ % $ % 15 Payroll Clerk Payroll Assistant C 6 $21.02 $ % $ % 16 Secretary to Executive/Chief Sec. Asst Superintdnt M 7 $21.93 $ % $ % 17 Deaf Education Interpreter (Basic) Deaf Education Interpreter M 3 $22.01 $ % $ % 18 Certification Specialist Certification Officer M 4 $24.11 $ % $ % 19 Network Technician Tech Network Engineer C 1 $24.53 $ % $ % 20 Secretary to Superintendent Administrative Asst Supt/Bd M 8 $28.38 $ % $ % Pay Range Midpoint Compared to Market District Comparison to Market Pay 107% Plan 108% Notes M Market salary is median of reporting comparison districts Summary of Pay Comparisons to Market C Market salary is average of non school and school markets Above (Over 110%) 5 At market (90% 110%) 14 Below (Less than 90%) 1 35

38 Granbury ISD Nonexempt Market Rate Comparisons Positions Sorted by Market Rate Auxiliary Benchmark Position District Job Title Note Districts Reporting Market Rate District Rate District Rate Compared to Market District Pay Range Midpoint 1 Bus Monitor Bus Attendant Special Ed M 2 $9.25 $ % $ % 2 Food Service Worker CN Food Service Worker C 7 $10.07 $ % $ % 3 Custodian CUST Custodian C 5 $10.80 $ % $ % 4 Groundskeeper Groundskeeper C 8 $12.43 $ % $ % 5 Security Guard Security Guard E 10 $12.54 $ % $ % 6 Lead Custodian CUST Custodian Lead M 4 $12.98 $ % $ % 7 Bus Driver Bus Driver Regular M 3 $13.53 $ % $ % 8 General Maintenance Worker General Worker M 8 $14.84 $ % $ % 9 Elementary School Cafeteria Manager CN ES Cafeteria Manager M 7 $14.93 $ % $ % 10 Carpenter Carpenter C 7 $18.22 $ % $ % 11 High School Cafeteria Manager CN HS Cafeteria Manager M 7 $18.37 $ % $ % 12 Plumber Plumber Licensed C 6 $20.92 $ % $ % 13 Vehicle Mechanic Mechanic C 3 $21.44 $ % $ % 14 Electrician Electrician C 6 $21.49 $ % $ % 15 HVAC Mechanic HVAC/Electrician C 7 $22.61 $ % $ % Pay Range Midpoint Compared to Market District Comparison to Market Pay 101% Plan 103% Notes M Market salary is median of reporting comparison districts Summary of Pay Comparisons to Market E Market salary is median of ESC responses Above (Over 110%) C Market salary is average of non school and school markets At market (90% 110%) 14 Below (Less than 90%) 1 36