District Compensation Study Analyses and Proposal October 18, 2019
Goals and Outcomes Revisit Pay Scale Analyses Recommendations from 2018 Provide clarity around MNPS salary competitiveness Increase understanding of MNPS Compensation philosophy, strategies and needs Present school board members with a long‐term compensation strategy for their consideration 2
Recommendations from 2018 Compensation Study Certified Staff Administrative Staff Support Staff • Provide annual step • Standardize step • Standardize grade increases increases at 1.7% differential between grades 1‐4 • Increase step differential • Standardize education • Standardize step to 1.7% differential at 2.5% differential at 1.59% • Standardize educational • 2.5% differential for AP differential to 5.15% based on tier level • Remove steps 22‐25+ • 5.2% differential for from the salary schedule Principals based on tier level • Increase differential between HS Principal and EDS for 1% to 4.2% 3
2018 $25M Ask Pay Scale Estimated Salary Increase Estimated % Increase Certified Staff $18,042,438 4.70% Administrative Staff $1,593,911 4.20% Support Staff $5,764,831 4.00% All $25,401,179 4.50% The 2018 recommendations and cost summary were based on a single year salary increase for all employees, but were not funded. 4
District Compensation Plan Proposal 2019/20 through 2022/23 Competitive Analyses Benchmarked Against Market Midpoints for All TN School Districts and The Council of Great City Schools Peer Districts (Albuquerque, Atlanta, Denver, El Paso, Fort Worth, Milwaukee) 5
People Matter We believe that in order to deliver a great public education to every student every day, our compensation strategy must attract and sustain the talent necessary to provide exemplary levels of service. 6
We begin w ith our teachers… The median income in Nashville as reported by WSMV is $64,000. • If we slot teacher pay at $12,000 below median, the starting salary of a teacher with a Bachelor’s degree, would be $52,000 • If we cap veteran teacher salary at $11,000 above median, their maximum salary will be $75,000 with a Bachelor’s degree Note: Teachers reach the maximum at their 21 st year of service. Assuming step increases only, a teacher with a Bachelor’s degree will reach the median income by their 14 th year of teaching. 7
How w ill w e do this? Propose wages and salaries comparable to our competitive market with a commitment to a market analysis every three years Provide standardization within the salary schedules Grow salaries by awarding employees step increases annually (years of service) 8
Propose w ages and salaries comparable to our competitive market w ith a commitment to a market analysis every three years Competitive Markets Surrounding Counties State of TN The Council of Great City Schools (CGCS) Comparable Districts 9
MNPS to Surrounding Counties MNPS Bachelors Clarksville/ Franklin Difference MNPS Williamson Rutherford Step Montgomery SSD from Highest 0 44,663 40,150 40,824 41,444 41,461 3,202 5 46,149 43,039 45,244 45,342 46,603 ‐454 10 47,475 47,519 49,644 50,940 51,782 ‐4,307 15 51,771 52,465 54,084 54,578 58,484 ‐6,713 20 58,773 54,106 58,504 56,538 62,954 ‐4,181 25 59,410 62,924 66,300 ‐6,890 *Based on 7/1/19 pay scales 10
MNPS to State of TN Post All Median Program Bachelor's Master's & Master's + EDS & 15 PHD Max as of Change All & 0 YOE 5 YOE & 10 YOE YOE YOE 1/1/20 Median MNPS Standardized Rates 2020/2021 $52,000 $59,486 $68,051 $77,848 $91,387 ALL TN Avg 2017/2018 $37,356 $42,707 $49,283 $54,610 $62,027 Aged to 2020/2021 $39,642 $45,321 $52,299 $57,952 $65,823 Market Comparison @ Midpoint 131.2% 131.3% 130.1% 134.3% 138.8% 113.5% 131.3% assumes 2% aging/year NOTE: MNPS excluded Shelby County because they are a pay for performance district and only compensate for advanced degrees in limited circumstances. Refer to Figure 2 (Handout) 11
MNPS to CGCS Post All Median Program Bachelor's Master's & Master's + EDS & 15 PHD Max as of Change All & 0 YOE 5 YOE & 10 YOE YOE YOE 1/1/20 Median MNPS Standardized Rates 2020/2021 $52,000 $59,486 $68,051 $77,848 $91,387 COUNCIL OF GREAT CITY SCHOOLS Aged to 2020/2021 $47,989 $52,128 $46,974 $66,041 $70,886 Market Comparison @ Midpoint 108.4% 114.1% 144.9% 117.9% 128.9% 99.6% 117.9% assumes 2% aging/year Refer to Figure 2 (Handout) 12
MNPS to Denver & Atlanta Post All Median Program Bachelor's Master's & Master's + EDS & 15 PHD Max as of Change All & 0 YOE 5 YOE & 10 YOE YOE YOE 1/1/20 Median MNPS Standardized Rates 2020/2021 $52,000 $59,486 $68,051 $77,848 $91,387 DENVER Median 2019/2020 $45,800 $56,201 $65,421 NA $100,000 Aged to 2020/2021 $46,716 $57,325 $66,729 NA $102,000 Market Comparison @ Midpoint 111.3% 103.8% 102.0% NA 89.6% 85.2% 102.9% ATLANTA Median 2019/2020 $48,086 $56,983 NA $76,219 $93,980 Aged to 2020/2021 $49,048 $58,123 NA $77,743 $95,860 Market Comparison @ Midpoint 106.0% 102.3% NA 100.1% 95.3% 85.6% 101.2% assumes 2% aging/year Refer to Figure 2 (Handout) 13
Provide standardization w ithin the salary schedules Benefits Removes stagnant steps Moderates step increase percentages Equalizes educational differentials Establishes degrees of separation Strengthens our position against comparable markets Refer to Figure 1 (Handout) 14
Grow salaries by aw arding employees step increases annually Benefits Standard progression of the salary schedule from year to year helps to prevent compression Allows for employee salaries to grow in comparison to market (1.7% to 2% per step) Provides transparency in the growth rate of our salary schedule Refer to Figure 3 (Handout) 15
Compensation Estimated Cost Projection Refer to Figure 1 (Handout) Total Cost: $153,695,887 16
Comparison by Employee Group/Role SY 18/19 Through SY 22/23 Comparison by Employee Group TOTAL % Beginning SY19/20 (NO SY 20/21 SY 21/22 SY 22/23 SALARY POSITION Grade & Step SY 18/19 STEP) (W/STEP) (W/STEP) (W/STEP) INCREASE Support GR 6 S 13 $ 35,287 $ 37,436 $ 38,431 $ 39,419 $ 40,887 16% Support GR 12 S 13 $ 71,452 $ 75,804 $ 77,810 $ 79,769 $ 82,985 16% Certificated Teacher BA STEP 0 $ 43,363 $ 46,004 $ 53,783 $ 55,244 $ 56,745 31% Certificated Teacher BA STEP 10 $ 46,093 $ 48,900 $ 63,658 $ 65,387 $ 67,164 46% Certificated Teacher BA STEP 21 $ 57,680 $ 61,192 $ 75,137 $ 75,888 $ 76,647 33% Asst Principal ‐ ES MA STEP 4 $ 75,585 $ 80,188 $ 81,660 $ 85,607 $ 87,934 16% Asst Principal ‐ HS MA STEP 4 $ 79,745 $ 84,601 $ 86,935 $ 90,596 $ 93,057 17% Principal ‐ ES MA STEP 4 $ 98,275 $ 104,260 $ 107,058 $ 111,901 $ 114,941 17% Principal ‐ MS MA STEP 4 $ 101,551 $ 107,735 $ 110,627 $ 115,631 $ 118,773 17% Principal ‐ HS MA STEP 4 $ 109,194 $ 115,844 $ 118,953 $ 124,334 $ 127,712 17% 17
Central Office/Support Salary Projection “Sample” If we applied the same compensation funding model to Central Office leadership and higher grade support positions… Beginning SY19/20 (NO SY 20/21 SY 21/22 SY 22/23 TOTAL % SALARY POSITION Grade & Step SY 18/19 STEP) (W/STEP) (W/STEP) (W/STEP) INCREASE Support GR 15 S 13 $ 116,745 $ 123,856 $ 127,093 $ 130,332 $ 135,510 16% Support GR 16 S 13 $ 128,772 $ 136,614 $ 140,187 $ 143,742 $ 149,467 16% Director MA STEP 4 $ 101,662 $ 107,853 $ 110,548 $ 126,688 $ 130,130 28% Executive Director MA STEP 4 $ 103,922 $ 110,251 $ 112,966 $ 139,063 $ 142,841 37% 18
Additional Considerations Paying for endorsements in EL and EE Assess compensation as it relates to advanced degree structure against competitive market Explore the possibility of adding a longevity bonus to the certified salary schedule Research policy and practice for awarding years of experience for new hires Explore the creation of a separate Central Office compensation scale 19
Additional Considerations Con’t Explore possibility of adding a new teacher recruitment bonus SY19/20 Competitor Recruitment Bonus Offerings • Williamson‐ $2,000 + $1,500 for Hard to Fill + $1,000 for those hired during Spring Hiring Fair • Rutherford‐ $3,000 for Hard to Fill + $2,000 for signing contract by March 1 • Knox‐up to $7,000 for Hard to Fill (paid over three years) Continue to research development of grow your own models in partnership with Educational Preparation Providers 20
Discussion 21
Recommend
More recommend
