Salary Market Study January 29, 2014 Achieve Today. Excel Tomorrow. Strategic Plan 1
Effective Leadership Goal 3: The AISD will recruit and retain the most effective people by rewarding excellence and providing opportunities for continual growth. Effective Leadership Strategy: Engage a human resource consultant or consulting firm to review the District s current salary structure to ensure compensation is properly aligned within the system and to conduct an external market analysis of salaries to ensure the District s salaries are competitive. 2
Background More than 10 years since last salary market study Teachers, Librarians & Nurses 2013-14 beginning teacher salaries increased to $50,000 Equity adjustments given for teachers with 1 20 years experience 2013-14 teacher pay is above market average Salary market study Board directed during budget adoption process that district contract for a salary market study for all positions Salary Market Study Report Ann Patton, Sr. Compensation Consultant Texas Association of School Boards 3
Arlington ISD Pay Plan Review January 29, 2014 Ann R. Patton, CCP Sr. Compensation Consultant Kim Scambilis Compensation Consultant Pay Study Calendar September 2013 - Board approval September 25, 2013 Initial meeting with administration October 8-9. 2013 Management interviews December 4, 2013 Video conference update December 17, 2013 Draft review January 16, 2014 Video conference January 23, 2014 Board Finance Committee January 29, 2014 Board presentation 4
Project Activities Initial planning and data collection Assess competitive pay levels for common jobs Used 2013-14 salary survey data Evaluate job assignments and recommend pay classifications Build pay range structures Design implementation plan Conduct draft review meetings and prepare final report Overall Findings Previous increases in the teacher pay schedule have caused compression with others in that career path. Counselor pay schedule is lower than master s degree teachers and is slightly regressive Qualified candidates are rejecting offers due to salary. Most managers reported concerns with administrative support, paraprofessional and manual trades pay. 5
Overall Findings Degree and licensure stipends are paid to non exempt staff in lieu of market competitive pay. Licensure is required for some skilled jobs Purpose and intent of stipends need to be reevaluated Pay schedules have not been reviewed in over 10 years. Procedures for calculating offers to new hires, promotions and other employment actions require review. Lack of market competitive pay has caused negative morale. Time records for non exempt workers are kept at the campus/department instead of central office. Teacher Market District Student Enrollment Number Tch Staff 0- Year Salary 5- Year Salary 10- Year Salary 15- Year Salary 20- Year Salary Average Salary Max Yrs Credit Last % Increase AISD 75 th % 50 th % 25 th % 1 Hurst- Euless- Bedford ISD 21,970 1,336 $51,220 $51,276 $53,088 $54,570 $56,989 $55,976 42 2.0% 2 Irving ISD 35,355 2,481 $50,000 $51,700 $52,700 $53,930 $56,836 $53,775 25 2.0% 3 Mansfield ISD 32,869 1,959 $50,000 $51,423 $53,190 $54,393 $57,140 $54,323 30 2.0% 4 Birdville ISD 24,136 1,537 $49,000 $51,100 $52,530 $53,730 $55,980 $54,644 25 3.0% 5 Keller ISD 33,804 2,441 $48,500 $50,654 $53,019 $54,569 $56,869 $53,150 30 3.0% 6 Lewisville ISD 52,063 3,577 $48,325 $49,950 $50,950 $53,080 $55,732 $53,240 25 3.0% 7 Garland ISD 58,000 3,722 $48,000 $48,560 $50,170 $50,974 $53,566 $51,911 30 3.0% 8 Grapevine- Colleyville ISD 13,700 868 $47,600 $48,255 $49,289 $50,518 $53,144 $51,840 38 2.0% 9 Grand Prairie ISD 27,708 1,808 $47,500 $49,460 $50,943 $52,380 $54,022 $51,000 42 1.3% 10 Richardson ISD 38,185 2,603 $47,400 $48,900 $50,300 $51,675 $53,050 $50,659 25 5.0% 11 Carrollton- Farmers Branch ISD 26,325 1,684 $47,143 $48,171 $50,041 $51,911 $53,781 $51,736 30 2.5% 12 Fort Worth ISD 84,566 5,348 $47,000 $49,894 $52,226 $54,032 $57,646 $53,022 32 4.0% 13 Plano ISD 54,667 3,998 $47,000 $52,442 1.0% 14 Dallas ISD 158,932 9,726 $46,002 $47,839 $51,307 $53,908 $57,316 $52,757 38 2.0% *Data obtained from district website Arlington ISD 64,494 4,288 $50,000 $50,560 $52,250 $54,050 $56,850 $53,755 31 3.8% Median $47,800 $49,894 $51,307 $53,730 $55,980 $52,890 30 2.3% Comparison to Median 105% 101% 102% 101% 102% 102% Dollar Difference $2,200 $666 $943 $320 $870 $866 Statewide - Enrollment 50,000 and over $47,081 $48,642 $50,457 $52,620 $55,728 $52,140 Comparison to Statewide 106% 104% 104% 103% 102% 103% Dollar Difference $2,919 $1,918 $1,793 $1,430 $1,122 $1,615 6
Teacher Stipends District Student Enrollment Master's Degree Subject Area Master's Secondary Math Secondary Science Bilingual Special Education ESL Foreign Language 1 Dallas ISD 158,932 $3,200 $3,000 2 Fort Worth ISD 84,566 $1,300 $1,800 $1,800 $3,150 $450 $450 3 Garland ISD 58,000 $700 $3,000 $3,000 $3,000 $3,000 4 Plano ISD 54,667 $2,000 $2,700 5 Lewisville ISD 52,063 $1,000 $3,000 $2,500 6 Richardson ISD 38,185 $2,000 $2,000 $3,000 $2,000 7 Irving ISD 35,355 $1,000 $1,500 $2,000 $2,000 $3,000 $1,000 $1,200 8 Keller ISD 33,804 $1,000 $3,570 $2,040 9 Mansfield ISD 32,782 $1,000 $3,500 10 Grand Prairie ISD 27,708 $1,000 $1,000 $1,000 $3,000 $1,000 11 Carrollton- Farmers Branch ISD 26,325 $1,545 $2,000 $2,000 $3,085 $1,545 12 Birdville ISD 24,136 $1,500 $3,000 13 Hurst- Euless- Bedford ISD 21,970 $3,088 $3,000 14 Grapevine- Colleyville ISD 13,700 $2,228 $4,000 $1,051 $525 Arlington ISD 64,494 1,500 3,000 Median Stipend 1,300 1,500 2,000 2,000 3,000 1,000 1,200 1,263 Average Stipend 1,582 1,500 1,967 1,967 3,143 1,398 1,449 1,263 Count 13 1 6 6 14 5 5 2 Statewide - Enrollment 50,000 and over Average Stipend 1,399 0 2,386 2,386 2,659 1,803 1,387 0 Count 16 0 9 9 17 10 10 0 Percent of Districts 94% 0% 53% 53% 100% 59% 59% 0% Teacher Incentives District Student Enrollment Campus Assign Mentor Teacher National Board Cert Signing Bonus Other Incentive Dept Chair HS Dept Chair MS Dept Chair ES 1 Dallas ISD 158,932 600 2,000 2,000 2,000 2,000 2 Fort Worth ISD 84,566 3 Garland ISD 58,000 $500 $750 $500 4 Plano ISD 54,667 450 2,700 5 Lewisville ISD 52,063 500 2,000 1,500 800 6 Richardson ISD 38,185 2,000 2,060 1,670 7 Irving ISD 35,355 500 2,000 1,500 1,000 8 Keller ISD 33,804 1,500 2,550 1,530 255 9 Mansfield ISD 32,782 $400 $2,000 $2,000 $900 $1,000 10 Grand Prairie ISD 27,708 500 300 200 11 Carrollton- Farmers Branch ISD 26,325 2,060 1,340 720 12 Birdville ISD 24,136 500 2,000 500 13 Hurst- Euless- Bedford ISD 21,970 5,000 5,000 500 14 Grapevine- Colleyville ISD 13,700 3,000 840 525 525 Arlington ISD 64,494 1,500 1,717 1,091 1,000 Median Stipend N/A 500 N/A 2,000 2,000 2,000 1,420 720 Average Stipend N/A 493 N/A 2,000 2,167 2,035 1,439 778 Count 0 7 0 2 3 13 12 9 Statewide - Enrollment 50,000 and over Average Stipend 0 522 1,750 1,861 1,625 2,087 1,331 1,066 Count 0 11 4 4 4 16 13 10 Percent of Districts 0% 65% 24% 24% 24% 94% 76% 59% 7
Histogram of Teacher Experience 500 450 400 350 Number of Teachers 300 250 200 150 Median Experience = 9.5 Years 100 50 0 0 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25+ Years of Experience Newly Hired Teachers Total Experience n= 418 teachers Arlington ISD 8 to 10 Years 4% 11 + Years 8% 4 to 7 Years 14% 0 to 3 Years 74% 8
Potential Teacher Pay Range - Model Arlington ISD 2014 15 New Hire Guide for Classroom Teachers, Librarians, and Nurses (RN) Model 1 Base Salary Range 10- Month Salary Range Minimum: $50,000 10- Month Salary Range Maximum: $ XX,XXX Master's Degree SFpend: $1,500 Newly hired Teachers, Librarians, and Registered Nurses (RN s) will be paid annual salaries within a pay range. Salaries are determined on an individual basis based on each person's creditable years of experience and credenfals. Annual salaries are adjusted for work periods longer than 10 months. Salary advancement is based on an annual pay raise budget approved by the Board of Trustees. Overall Market Comparison Job Family Number of Benchmarks Local Overall Market Comparison Statewide Overall Market Comparison Administrators 17 96% 96% Professionals 33 105% 104% Campus Leadership 7 98% 100% Technology 13 97% 97% 9
Overall Market Comparison Job Family Number of Benchmarks Overall Market Comparison Administrative Support 26 88% Educational Aides 7 97% Manual Trades 22 95% Recommendations Consider implementing a pay range for classroom teachers, RN s and librarians. Eliminate the step schedule for counselors, classify them in a pay range with other professionals Discontinue degree and license stipends for non-exempt job families Include in base pay for current employees 10
Recommendations Update pay procedures for hiring, promotions and other actions. Review all timekeeping processes for non exempt workers. Implement new pay structures for all job groups effective 2014-15. Provide adjustments to those below recommended minimum pay rate. Increase pay for counselors and other professionals to above master degree teachers to ease internal compression. Equity Adjustments Provide equity adjustments Current pay below the recommended minimum rate increased to minimum. Professionals in teacher career path brought up to at least 2% above master degree teacher schedule. Additional 3% of proposed midpoint to those with above median experience whose pay is below midpoint. Administrators and professionals experience in current job Technology experience in current job Administrative Support, Educational Aides, Manual Trades district experience 11
Proposed Pay Structures Teachers, RN s, Librarians Administrative and Professional 12 pay grades Technology 6 pay grades Administrative Support 10 pay grades Educational Aides 5 pay grades Manual Trades 8 pay grades Cost Estimate - Annual Total Staff Staff Affected Cost Increase Percent of Current Budget 2013 14 Current Budget Teachers 4,385 $235,993,054 No change 0 $0 Administrative/Professional 728 $51,320,140 3 Adjustments to at least pay range minimum 134 $485,580 0.9% 4 Market adjustments to employees 240 $531,744 1.0% 5 Additional equity adjustments 98 $165,269 0.3% Subtotal $1,182,593 Technology 63 $4,065,949 3 Adjustments to at least pay range minimum 16 $61,797 1.5% 4 Market adjustments to employees 28 $65,610 1.6% Subtotal $127,407 Administrative Support 471 $11,569,646 3 Adjustments to at least pay range minimum 163 $204,848 1.8% 4 Market adjustments to employees 189 $181,002 1.6% Subtotal $385,850 Educational Aides 913 $16,059,546 3 Adjustments to at least pay range minimum 76 $23,666 0.1% 4 Market adjustments to employees 272 $152,808 1.0% Subtotal $176,474 Manual Trades 1,569 $32,847,796 3 Adjustments to at least pay range minimum 583 $618,045 1.9% 4 Market adjustments to employees 467 $372,498 1.1% Subtotal $990,544 Total Cost Estimate $2,862,868 0.8% $351,856,132 Footnotes: 3 Additional pay adjustments to move employees to at least the pay range minimum. 4 Additional pay adjustments to move certain employees further into the pay range. 5 Additional pay adjustments to ensure pay to certain employees is above the master's degree teacher schedule. 12
Summary TASB recommendations align entire compensation structure to market align individual positions within AISD salary structure set foundation for performance-based pay TASB market & equity adjustment cost estimate estimate only data review by Administration Board consideration of individual adjustments in TASB s report based on Administration s data review Annual compensation structure review Questions? 13