2016-17 Compensation Study Results · 3. PWCS projected 1,000 new hires for the 2016-17 school year and has filled 944 vacancies this year. We are experiencing the largest number

Copyright © 2015 by The Segal Group, Inc. All rights reserved.

2016-17 Compensation Study Results

School Board MeetingJanuary 18, 2017

Prince William County Schools

Keith J. Johnson, Associate Superintendent for Human ResourcesDeborah J. Sparks, Director of Benefits & Retirement ServicesHeather Kazemi, Vice President, Segal Waters Consulting

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The School Board authorized the salary analysis and the classification study at the March 16, 2016 meeting as part of the FY 2017 Budget/CIP approval.

Board Direction

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1. PWCS competes with the largest school divisions in Virginia and Maryland as well as Washington DC area public schools.

2. PWCS is the 12th largest employer in the Commonwealth of Virginia and the largest employer in Prince William County, with a head count of over 13,000 employees, including substitutes and temporary employees.

3. PWCS projected 1,000 new hires for the 2016-17 school year and has filled 944 vacancies this year. We are experiencing the largest number of current vacancies (70) for the month of January since 2005.

4. PWCS has a teacher turnover rate of 10%. The national turnover rate is 16%*. Our Strategy Goal (Objective 4.4.2) is not to exceed 12%.

Our Current Situation

*Source: National Center for Education Statistics

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5. PWCS exit survey consistently shows that the top three reasons certificated staff leave are spousal transfers, long commute, and family responsibilities.

6. Recent data from the Virginia Retirement System (VRS) show that teachers left PWCS to go to Fairfax (our top competitor) at the same rate that an equal amount of staff came to PWCS from Fairfax.

7. Some of PWCS staff teacher shortages include: – Teachers of mathematics, special education, career and technology, English for Speakers

of Other Languages (ESOL), sciences, elementary school (K-5), and middle school (6-8)

– Non-teaching shortage areas: technology staff at all levels; heating, ventilation and air conditioning (HVAC) positions; and school nurses.

8. PWCS provides tuition reimbursement - $700 for teachers and $350 for support staff who are interested in teaching.

– The program is available on a first-come-first-served basis, contingent on the available budgeted funds.

– The budget for tuition reimbursement for FY16 is $209,809. The balance is currently $63,769.27.

Our Current Situation continued

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9. PWCS provides additional annual compensation to National Board Certified Teachers ($2000) and Speech Pathologists ($2000).

10. VDOE provides additional annual compensation to NBCTs of $2500 per year.

11. VDOE’s STEM teacher recruitment/retention reward provides $5000.

12. PWCS recognizes an employee’s years of service every five years.

13. PWCS is a site-based division in which School Principals receive funds for staffing, supplies, etc. and are held responsible for the management of the funds and for student outcomes.

14. PWCS pays 10% of the value of an employee’s accrued sick leave balance for employees at the time of separation (resignation or retirement). In other School Divisions in Region 4 the payout is given at retirement only and may be capped.

Our Current Situation continued

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Today's Agenda

Purpose and Methodology

Study Results• Teachers• Classified, Administrator, and Managerial Staff

Recommendations

Presenter

Presentation Notes

Hello. Thank you for inviting me here today and giving your attention to this information. As Keith said, my name is Heather Kazemi and I am a Vice President with Segal Waters Consulting. The Segal Group – which was founded in 1939 - is a nationwide human resources consulting firm with 24 offices and about 1,000 employees in North America. For the past 22 years, my colleagues and I have specialized in providing compensation analysis and advice to public sector organizations throughout the country, including public school districts such as yours. This evening I am going to share with you the results of your recent market analysis. This presentation contains about 30 pages of information that summarize the findings. We are currently finalizing a written report that provides more detailed information and data. So, the agenda for this evening…. First I will talk briefly about the purpose, and methodology of the study. Then I will share the market study findings First the findings for teachers And then findings for staff positions Lastly, I will share some recommendations and next steps for you to consider. Next slide…

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The goals of this study were to:

1) Evaluate and quantify PWCS’ total compensation market position for educators, administrators, and staff

2) Update and modernize the classification structure and job descriptions for administrators and staff

Purpose of the Study

The primary objective of the study is to ensure that PWCS has policies and practices that facilitate successful recruitment, retention, and

equitable compensation of qualified and committed educators and staff.

Presenter

Presentation Notes

The goals of this study were two-fold: To evaluate and quantify the school division’s total compensation market position (including both pay and benefits) for all employee groups (teachers, administrators, and staff) Update, validate, and modernize the job classification structure and job descriptions for administrators and staff The primary objective of this analysis is to ensure that Prince William County Schools has policies and practices that enable you to successfully recruit, retain, and recognize qualified and committed educators and staff The next slide shares some information about the study’s methodology…..

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The market comparisons include four market segments

Market Study Methodology

WABE School Districts Alexandria PS Arlington PS Fairfax PS Falls Church PSManassas PS Loudoun PSMontgomery County PS Prince George’s County PS

Arlington County Fairfax County Fauquier County Loudoun County Prince William County Stafford County U.S. Federal Government

Local Governments

Other Neighboring School Districts Fauquier PS Stafford PS

American Society of Association Executives (ASAE)—Compensation Surveys

Economic Research Institute (ERI)—Salary Assessor

IBM Kenexa—CompAnalyst Towers Watson—Compensation Surveys

Private Sector Data Sources

Presenter

Presentation Notes

To measure our market position we first needed to define “the market.” For this study we looked at four market segments within the area. The first segment includes the other eight school divisions in the Washington Area Boards of Education. The second segment includes two other neighboring school divisions (Fauquier and Stafford) And for those positions that are not specific to school environments, we also looked at local area governmental employers and private sector data sources, listed here So, in total this study includes 17 public sector comparator organizations and four private sector data sources reflecting the competitive market for educators, administrators, and staff. To collect the market data we first searched for pay scales, job descriptions, and policy documents on the websites of each organizations. We then compiled this information and pre-populated survey documents which we sent to each surveyed organization so that they could review and verify the information we had gathered, as well as to fill in any gaps in the information. Once the data was verified and finalized, we conducted our analysis and prepared the summary tables and charts that we will share with you today. The next slide shows some basic statistics about your current workforce…..

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The study covers the following employee groups:

Current Workforce Statistics

Employee GroupApprox # of Individuals % of Total

Teachers & Related Professionals 6,310 58%

Classified Staff 4,046 37%

Administrators & Managers 467 4%

Total 10,823 100%

Presenter

Presentation Notes

The market analysis covers all employee groups that total about 10,000 individuals. The largest group, of course, includes teachers and other certified professionals paid on the teacher salary scale which comprise 58% of the workforce. The Classified staff category - which covers 37% of all employees – includes those who perform support and technical work, such as teacher assistants, food service workers, office support, facilities technicians, bus drivers and so on. The smallest category – Administrators and Managers – includes school principals and assistant principals, instructional leadership, and other professionals that lead and support the school division and comprise 4% of the school district’s workforce. [If asked, we typically see Administrators and Managers comprising anywhere from 5% to 10% of the workforce.] The market study findings I will share with you tonight are segmented by these three categories. So, let’s get to the study’s findings…..

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Today's Agenda


Study Results• Teachers• Classified, Administrator and Managerial Staff

Recommendations

Presenter

Presentation Notes

Starting with teachers……

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PWCS’ Teacher Salary Scale is a traditional lane-and-step model designed to reward educational attainment and experience

Distribution of current teachers

Teacher Salary Scale

Teachers and others paid on the teacher scale make up 58% of the PWCS workforce

Pay Lane % of PWCSTeachers

BA 21%

BA+15 11%

MA 54%

MA+30 13%

EDD 1%

Step BA BA+15 MA MA+30 PhD/EDD1 $46,923 $48,247 $52,552 $54,536 $55,8602 $47,724 $49,048 $53,353 $55,336 $56,6593 $48,525 $49,849 $54,154 $56,137 $57,4604 $49,337 $50,661 $54,966 $56,949 $58,2725 $50,163 $51,487 $55,792 $57,776 $59,0996 $51,000 $52,325 $56,629 $58,614 $59,9377 $52,699 $54,023 $58,328 $60,312 $61,6358 $54,449 $55,773 $60,077 $62,061 $63,3849 $56,251 $57,576 $61,881 $63,865 $65,18810 $58,110 $59,434 $63,739 $65,722 $67,04511 $60,020 $61,344 $65,649 $67,633 $68,95612 $61,990 $63,314 $67,619 $69,603 $70,92613 $64,019 $65,343 $69,648 $71,632 $72,95514 $66,107 $67,431 $71,736 $73,720 $75,04315 $68,260 $69,584 $73,889 $75,874 $77,19716 $70,476 $71,800 $76,105 $78,090 $79,41217 $72,757 $74,081 $78,386 $80,370 $81,69318 $75,109 $76,433 $80,738 $82,723 $84,04619 $77,532 $78,856 $83,161 $85,146 $86,46920 $80,028 $81,351 $85,657 $87,640 $88,96321 $82,596 $83,920 $88,225 $90,209 $91,53222 $85,242 $86,567 $90,871 $92,855 $94,17823 $87,967 $89,292 $93,597 $95,581 $96,90424 $90,776 $92,100 $96,405 $98,390 $99,71225 $93,667 $94,991 $99,296 $101,280 $102,60326 $96,646 $97,970 $102,276 $104,260 $105,58327 $99,717 $101,040 $105,346 $107,329 $108,65228 $102,876 $104,200 $108,506 $110,489 $111,81329 $106,136 $107,460 $111,762 $113,743 $115,066

PRINCE WILLIAM COUNTY PSFY17 10-Month Teacher Salary Scale

Presenter

Presentation Notes

Here is a picture of the current teacher pay scale, which is a traditional lane and step model used by most school districts in the country. The scale has five pay lanes based on educational attainment (from Bachelor’s degree to Doctoral degree). Each pay lane has 29 steps that are designed to reflect years of teaching experience. I thought you might like to know how current educators are distributed among the lanes. As you see here, about a third are paid on the Bachelors or Bachelors plus 15 lane, while two-thirds of teachers have a Master’s degree or doctoral degree. The next slide shows how teachers are currently distributed among the 29 pay steps.

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Distribution of Current Teachers by Pay Step12

1

360

353

642

620

215

274 29

6 332

296

281

330

293

360

320

202

184

134

127

184

112

62

28 24 25 13 15 13

67

Ste

p 1

Ste

p 2

Ste

p 3

Ste

p 4

Ste

p 5

Ste

p 6

Ste

p 7

Ste

p 8

Ste

p 9

Ste

p 10

Ste

p 11

Ste

p 12

Ste

p 13

Ste

p 14

Ste

p 15

Ste

p 16

Ste

p 17

Ste

p 18

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p 19

Ste

p 20

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p 21

Ste

p 22

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p 23

Ste

p 24

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p 25

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p 26

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p 27

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p 28

Ste

p 29

76% of teachers are in the first half of the pay range

Presenter

Presentation Notes

This chart shows how many Prince William teachers are current paid in each pay step across all pay lanes. As you can see about three-quarters of teachers are currently paid in the first half of the salary range – that is on steps 1 through 14 – and about a quarter of teachers are paid in the second half of the salary range in steps 15 through 29. The next slides show how Prince William’s teacher salary ranges compare to local area school districts….

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10-month Teacher Scale Market Comparison

$30,000

$40,000

$50,000

$60,000

$70,000

$80,000

$90,000

$100,000

$110,000

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 26 27 28 29 30

Pay Steps

Bachelors Pay Lane

PWCS

WABE Average

WABE plus 2 Average

WABE plus 2 Average includes Fauquier and Stafford School Districts

Presenter

Presentation Notes

I am going to show you a several charts and tables that compare our current teacher salary ranges to the market average. This one shows pay rates applicable to the Bachelor’s lane at all pay steps from Step 1 to Step 30. The green line is Prince William. The red dashed line reflects the average of the other 8 WABE school divisions and The blue dotted line is the average of the other WABE schools plus the two other area divisions (Fauquier and Stafford). What this shows is that the starting salary (Step 1) for teachers with a Bachelor’s degree is very close to the market average. In fact most of the WABE school divisions have a very similar starting salary of around $47,000 to $49,000 for teachers with a Bachelor’s degree. This similarity continues for the first three steps in the salary range, with most school divisions paying about $50,000 at step 3. At this point, Prince William’s salary scale falls below the WABE average and stays about $2,000 to $3,000 below the average until Step 13 where it begins to exceed the market average. This gap continues to grow throughout the steps, reaching its peak at the top of the scale, exceeding the WABE average by about $24,000. In short, the current teacher pay scale is similar to others in the beginning, dips below the market for several steps, but then becomes highly market competitive as a teacher progresses through the range. The next slide shows the results for the Masters Salary Lane…..

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10-month Teacher Scale Market Comparison

$30,000

$40,000

$50,000

$60,000

$70,000

$80,000

$90,000

$100,000

$110,000

$120,000

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 26 27 28 29 30

Pay Steps

Masters Pay Lane

PWCS

WABE Average

WABE plus 2 Average

WABE plus 2 Average includes Fauquier and Stafford School Districts

Presenter

Presentation Notes

The picture here is similar to the findings for the Bachelors lane, but the scale remains below-market for longer, with steps 4 through 22 below the WABE average by $2,000 to $6,000 per year, Then above the market average starting at Step 23. The findings for the other teacher scales are similar to these. The next slide shows this same information in a table format….

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Teachers—Masters Pay Lane Comparison

Step 1 Step 5 Step 10 Step 15 Step 20 Step 25 Top Step

WABE Average $53,210 $58,373 $68,631 $80,302 $88,554 $94,319 $99,926

PWCS $52,552 $55,792 $63,739 $73,889 $85,657 $99,296 $111,762

% Difference -1.2% -4.4% -7.1% -8.0% -3.3% 5.3% 11.8%

Dollar Difference ($658) ($2,581) ($4,892) ($6,413) ($2,897) $4,977 $11,836

MASTER’S PAY LANECOMPARISON TO WABE SCHOOL DISTRICTS

All figures in this analysis reflect 10-month teacher salaries.

Presenter

Presentation Notes

Here is the same information in table form for the Masters Lane compared to the average of the other 8 WABE school districts. As you can see the current scale is close to the WABE average in the beginning, then dips below the market for most steps, then becomes competitive again at the end of the scale. What this means is that Prince William is vulnerable to losing trained, experienced teachers during those highly productive middle years of their career. The next slide shows the weighted average salary…..

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Teachers—Weighted Average Salary ComparisonSalary Rank School District Weighted Average

10-month SalaryPercent

DifferenceDollar

Difference

1 Arlington $74,137 -13% ($9,853)

2 Alexandria $72,034 -11% ($7,750)

3 Falls Church $70,963 -9% ($6,679)

4 Montgomery $70,505 -9% ($6,221)

5 Fairfax $66,438 -3% ($2,154)

6 Prince George's $65,706 -2% ($1,422)

7 Prince William $64,284 8 Loudoun $62,475 3% $1,808

9 Manassas $61,337 5% $2,947

10 Manassas Park $60,439 6% $3,845

11 Fauquier $49,367 30% $14,917 12 Stafford $48,673 32% $15,610

WABE Average $67,115 -4.20% ($2,831)WABE-Plus-2 Average $63,825 0.70% $459

Weighted Average Salary is calculated by applying PWCS’ current teacher distribution by pay lane and step to each school district’s pay scales.

Presenter

Presentation Notes

For these calculations we overlaid the distribution of our current teachers by lane and step onto the salary scales of the other school districts. In other words, we wanted to see what the average salary would be at each school district if these school districts had the same lane and step placements as Prince William. For this calculation we used only 10-month salaries to have a common baseline. As you can see, Prince William ranks 7th among all of these school divisions with an average teacher salary of $64,284, which is almost $10,000 less than Arlington, about $7,000 less than Falls Church, and $2,000 less than Fairfax County. The average among the WABE districts is $60,000 to $74,000 and the salaries for the non-WABE school districts are significantly lower at about $50,000. The next slides shows this same information in a bar graph…..

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$74,

137

$72,

034

$70,

963

$70,

505

$66,

438

$65,

706

$64,

284

$62,

475

$61,

337

$60,

439

$49,

367

$48,

673

$67,

115

$63,

825

$0

$10,000

$20,000

$30,000

$40,000

$50,000

$60,000

$70,000

$80,000

Weighted Average 10-Month Teacher Salary

Teachers—Weighted Average Salary Comparison

Presenter

Presentation Notes

This chart shows the same information shown in the table on the prior page, which shows teacher average salaries when the lane and step placements are held constant. Again, Prince William is ranked #7 among these 12 school divisions. The next page shows the total compensation market position, which includes both salaries and benefits costs…..

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Teachers—Benefits Costs and Total Compensation

Rank School District Base Salary Medical, Vision, Dental Cost

RetirementPlan Cost

Total Compensation

1 Arlington $74,137 $10,109 $11,165 $95,411

2 Montgomery $70,505 $12,582 $11,133 $94,220

3 Falls Church $70,963 $12,635 $10,403 $94,001

4 Alexandria $72,034 $11,234 $10,560 $93,828

5 Fairfax $66,438 $11,871 $13,460 $91,769

6 Prince George's $65,706 $10,648 $10,375 $86,729

7 Loudoun $62,475 $13,810 $9,159 $85,444

8 Prince William $64,284 $9,194 $10,710 $84,1889 Manassas $61,337 $9,958 $8,992 $80,287

10 Manassas Park $60,439 $8,632 $8,860 $77,931

11 Fauquier $49,367 $10,721 $7,237 $67,325

12 Stafford $48,673 $10,449 $7,135 $66,258

WABE Average $67,115 $11,276 $10,456 $88,847WABE-Plus-2 Average $63,825 $11,150 $9,862 $84,837

PWCS compared to WABE Avg ($2,831) ($2,082) $253 ($4,659)PWCS compared to WABE+2 $459 ($1,956) $848 ($649)

Presenter

Presentation Notes

This table shows the weighted average salaries from the prior pages, Plus the average benefit costs for each school district, including employer costs associated with health-related benefits and retirement plan contributions. After adding together the weighted average salary costs and the benefit costs, Prince Williams ranking goes from #7 to #8 among these 12 school districts, as shown in this table. This change is primarily because Prince William’s annual health care costs are about $2,000 per person lower than the market average, while retirement costs are very similar to most school districts. The next page shows this same information in chart form…..

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$74,

137

$70,

505

$70,

963

$72,

034

$66,

438

$65,

706

$62,

475

$64,

284

$61,

337

$60,

439

$49,

367

$48,

673

$67,

115

$63,

825

$21,

274

$23,

715

$23,

038

$21,

794

$25,

331

$21,

023

$22,

969

$19,

904

$18,

950

$17,

492

$17,

958

$17,

584

$21,

549

$20,

919

$0

$20,000

$40,000

$60,000

$80,000

$100,000

$120,000

Weighted Average 10-Month Teacher Salary & Benefits Costs

Benefits CostSalary Cost

Teachers—Total Compensation Comparison

Presenter

Presentation Notes

This chart shows the same information shown on the prior page, which is The weighted average teacher salary (ranging from about $49,000 to about $74,000) and the weighted average benefit costs per teacher at each school district (ranging from about $17,000 to about $25,000 per person). On average, these benefits costs reflect about a quarter of total compensation at each school district. Before we move on to the findings for staff, I have one last slide about teachers….

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Teachers—Number of Pay Steps & Range Width

School DistrictBachelors Lane Masters Lane

# of Pay Steps Range Width # of Pay Steps Range Width

Alexandria 23 80% 24 92%Arlington 17 59% 17 93%Fairfax 23 84% 26 85%Falls Church 12 35% 29 80%Fauquier 30 58% 30 60%Loudoun 30 92% 30 82%Manassas 30 108% 30 97%Manassas Park 30 115% 30 102%Montgomery 10 34% 25 90%Prince George's 12 34% 20 70%Stafford 36 102% 36 92%Average 23 73% 27 86%Prince William 29 126% 29 113%

Presenter

Presentation Notes

This table shows some information about the structure of the teacher salary scales at each school district. It shows the # of pay steps and the range width, which reflects the distance from the minimum pay rate to the maximum pay rate. As you can see, Prince William’s salary scales have 29 pay steps. Six of the other school districts have fewer steps (ranging from 12 steps to 23 steps) and five school districts have 30 or more steps. Also, the range width is quite a bit wider. On average the range width for Bachelor’s lane is 72%, while PWCS width is 126%. Similarly, the average range width for the Master’s lane is 86%, while Prince William’s range width is 113% Now, let’s move on to findings for Staff…..

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Today's Agenda


Study Results• Teachers• Classified, Administrator, and Managerial

Recommendations

Presenter

Presentation Notes

Next we’ll talk about findings for classified staff, administrators, and managerial staff…..

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Current Pay Ranges

Pay Grade

Pay Steps1

Minimum … 5 … 10 … 15 … 20 … 25 … 29Maximum

1 $11.36 … $12.75 … $14.70 … $16.96 … $19.57 … $22.58 … $25.312 $12.41 … $13.92 … $16.07 … $18.53 … $21.38 … $24.67 … $27.663 $13.55 … $15.22 … $17.55 … $20.25 … $23.36 … $26.95 … $30.224 $14.81 … $16.62 … $19.18 … $22.12 … $25.52 … $29.44 … $33.015 $16.18 … $18.16 … $20.95 … $24.17 … $27.88 … $32.16 … $36.066 $17.68 … $19.84 … $22.89 … $26.40 … $30.46 … $35.14 … $39.407 $19.32 … $21.67 … $25.00 … $28.85 … $33.28 … $38.39 … $43.058 $21.10 … $23.68 … $27.31 … $31.51 … $36.35 … $41.94 … $47.029 $23.05 … $25.87 … $29.84 … $34.43 … $39.72 … $45.82 … $51.3710 $25.31 … $28.40 … $32.77 … $37.81 … $43.61 … $50.32 … $56.4111 $27.65 … $31.03 … $35.80 … $41.30 … $47.65 … $54.97 … $61.63

FY17 UNIFIED SCALE—PAY RANGES FOR CLASSIFIED STAFF

These pay ranges cover jobs that are eligible for overtime pay under the federal Fair Labor Standards Act (FLSA) and have the following features:

a) 11 pay ranges, each about 9% apart, with 29 pay steps (3% each)

b) Each pay range is 123% wide (the maximum rate is 123% higher than the minimum rate)

c) About 4,000 employees are paid on this scale

Presenter

Presentation Notes

All staff are paid on the Unified Pay Scale. Here is a picture of the portion of that scale that covers Classified Staff. Again, classified staff are those that perform support and technical work, such as teacher assistants, bus drivers, food service workers, office support, and so on. The salary ranges for classified staff include 11 pay grades, with 29 steps per grade, just like the teacher scales. Each pay range is 123% wide – that is, the top rate at step 29 is 123% higher than the starting rate at step 1. The next slide shows the structure of the rest of the scale…..

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GRADE 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

13 $57,255 $59,026 $60,795 $62,618 $64,495 $66,431 $68,425 $70,477 $72,593 $74,770 $77,012 $79,324 $81,702 $84,154 $86,679 $89,277 $91,957 $94,714 $97,556 $100,484 $103,499 $106,604 $109,801 $113,095 $116,489

14 $62,548 $64,482 $66,416 $68,409 $70,463 $72,574 $74,752 $76,995 $79,305 $81,684 $84,135 $86,658 $89,256 $91,934 $94,691 $97,532 $100,457 $103,471 $106,576 $109,771 $113,065 $116,457 $119,951 $123,550 $127,257

15 $73,722 $76,002 $78,282 $80,631 $83,049 $85,542 $88,109 $90,752 $93,474 $96,280 $99,166 $102,141 $105,205 $108,361 $111,612 $114,960 $118,409 $121,962 $125,620 $129,389 $133,271

16 $81,356 $83,872 $86,389 $88,981 $91,649 $94,398 $97,231 $100,148 $103,153 $106,248 $109,436 $112,718 $116,100 $119,583 $123,170 $126,867 $130,672 $134,592 $138,630

17 $84,977 $87,606 $90,235 $92,942 $95,729 $98,602 $101,560 $104,606 $107,744 $110,977 $114,307 $117,734 $121,267 $124,905 $128,652 $132,512 $136,488 $140,582 $144,800

18 $88,761 $91,506 $94,252 $97,081 $99,993 $102,993 $106,082 $109,265 $112,543 $115,919 $119,398 $122,979 $126,670 $130,469 $134,383 $138,415 $142,569 $146,846 $151,252

19 $92,715 $95,584 $98,452 $101,406 $104,448 $107,582 $110,809 $114,133 $117,555 $121,082 $124,716 $128,456 $132,310 $136,280 $140,368 $144,580 $148,918 $153,385 $157,987

20 $101,047 $104,170 $107,294 $110,511 $113,829 $117,242 $120,761 $124,383 $128,114 $131,960 $135,917 $139,994 $144,195 $148,522 $152,976 $157,566 $162,290 $167,160 $172,176

21 $113,362 $116,869 $120,374 $123,986 $127,706 $131,536 $135,482 $139,547 $143,734 $148,044 $152,486 $157,062 $161,772 $166,625 $171,625 $176,773 $182,077 $187,539 $193,165

22 $169,878 $175,132 $180,385 $185,798 $191,371 $197,112 $203,026 $209,117

23 $186,865 $192,644 $198,424 $204,378 $210,510 $216,825 $223,331

Current Pay RangesFY17 UNIFIED SCALE—PAY RANGES FOR ADMINISTRATORS AND MANAGERS

These pay ranges cover jobs that are Exempt from the FLSA overtime pay regulations and are paid on a salary basis and have the following features:

a) 11 pay ranges (grades 13 through 23)

b) The number of steps and range width vary by grade–from 7 steps to 25 steps and from 20% to 103% wide

c) About 470 employees are paid on this scale

Presenter

Presentation Notes

The portion of the salary scale that covers administrators and managers has 11 salary grades (grade 13 through 23). The number of steps ranges from 7 steps in the highest grades to 25 steps for the lower pay grades. And the range widths for these grades ranges from 20% to 103% wide. In total, about 4,500 individuals are paid on these sections of the scales, covered by about 400 job titles. As shown on the next slide, we identified 108 of those job titles to benchmark against other local area employers….

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Group# of Benchmark

Job Titles

% of All Employees

Represented

Classified Staff 45 67%

Administrators & Managerial Staff 63 65%

Total 108 66%

Market Study Methodology—Benchmark Jobs

The benchmark jobs represent two-thirds of employees in these categories.

Presenter

Presentation Notes

As you can see, the 108 benchmark jobs that we chose for the market study represent about two-thirds of all staff in the school district – both classified staff and administrator/managerial staff. The next slide shows the types of jobs that are covered by the market study….

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The benchmark jobs cover all departments and employee groups

Market Study Methodology

Instructional & Student Services

AccountabilityEnglish Learners Programs &

ServicesProfessional DevelopmentSpecial EducationStudent LearningStudent Services

Communications & TechnologyFacilities ManagementFinancial ServicesFood & Nutrition ServicesHuman Resources & BenefitsInformation TechnologyOffice SupportRisk ManagementTransportation

Support Departments/Groups

Presenter

Presentation Notes

The 108 benchmark jobs cover staff working in all departments and occupational categories, including Instructional and student services jobs and Support functions such as facilities management, food service, IT, and so on. The next slide shows the high level results of the market comparisons for all jobs in these groups…

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1. Across all benchmark jobs, the current minimum pay rates are slightly below the market average—4% for non-exempt jobs and 1% for exempt jobs

2. The current maximum pay rates, however, are above the market average—26% for non-exempt jobs and 11% for exempt jobs

Market Study Results—Summary

GroupPay Range Minimum

Pay Range Midpoint

Pay Range Maximum

Classified Staff 96% 115% 126%

Administrators & Managerial Staff 99% 107% 111%

Presenter

Presentation Notes

On average, across all benchmark jobs, we found that the current MINIMUM pay rates (that is, step 1) are slightly below market for classified staff and about equal to the market average for administrators/managers The MIDPOINT and MAXIMUM pay rates are on average above the market as you can see here. The next few slides show some examples…..

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Market Study Results—Selected Classified Jobs

$11.36 $12.69 $13.55 $13.40 $14.81 $14.49 $16.18 $17.09 $17.68 $17.92

$27.65 $27.28$25.31

$21.86

$30.22

$21.77

$33.01$28.48

$36.06

$30.30

$39.40

$31.39

$61.63

$50.71

$0

$10

$20

$30

$40

$50

$60

$70

Figures reflect pay range minimum and maximum rates.

Blue bold indicates Prince William County SchoolsBlack indicates market average

Presenter

Presentation Notes

This chart shows Prince William’s hourly pay ranges for selected jobs compared to the market survey average. For example, starting on the left with Food Service Associates. Prince William’s current pay range for Food Service Associates is $11.36 per hour at Step 1 of the scale to $25.31 at Step 29 of the scale. The market average salary range starts out a bit higher at $12.69 per hour, but ends up a bit lower at $21.86. And you can see here the market study findings for selected other classified jobs, such as Custodian, Teacher Assistant, Bus Driver, School Secretary, and School Nurse. I would like to spend a few minutes talking more about two job titles in particular…..Bus Drivers and School Nurses. Next slide….

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Market Study Results—Selected Classified Jobs

$18.63 $18.41 $18.10 $18.06 $18.05 $17.77 $17.66 $17.11 $16.55 $16.18 $13.98 $13.69

$32.72 $35.17 $34.18 $33.15 $32.70

$29.66 $30.86

$23.47

$30.97

$36.06

$21.40

$29.00

$0

$5

$10

$15

$20

$25

$30

$35

$40

PAY RANGES FOR SCHOOL BUS DRIVERS

Ranges reflect lowest minimum pay rates and highest maximum pay rates for each school district.

Presenter

Presentation Notes

This slide shows each school division’s pay range for school bus drivers. Prince William is shown in blue. The schools are arrayed in descending order by starting rate. That is, the highest starting rate is on the left and the lowest starting pay rate is on the right. As you can see, Prince William ranks 10th out of 12 school districts with regard to the starting rate (or step 1) for School Bus Drivers and the lowest among the WABE school divisions. However, the top pay rate (Step 29) is the highest among the school districts at about $36.00 per hour. The next slide shows information on School Nurses….

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Market Study Results—School Nurses

$36.86 $35.93 $34.39 $32.08 $31.32 $30.65 $29.31 $27.65 $27.48 $25.10 $24.59 $23.47 $23.34 $19.12

$70.74 $76.42

$67.60 $72.57

$56.26 $58.77

$45.81

$61.63

$45.81 $47.87 $41.46

$49.00 $45.05

$29.42

$0

$10

$20

$30

$40

$50

$60

$70

$80

$90

PAY RANGES FOR SCHOOL NURSES

Ranges reflect lowest minimum pay rates and highest maximum pay rates for each school district.*These 3 school districts reflect teacher’s Master’s pay lane rates.

Presenter

Presentation Notes

For School Nurses, Prince William ranks 6th out of 12 school divisions with a starting rate of $27.65 per hour. The maximum rate at Step 29, however, is in the top 3 among the school divisions at $61.63. We were asked to identify which school divisions pay Nurses on the teacher salary scale. As noted on this chart, the three school districts with an asterisk – Alexandria, Manassas, and Falls Church – pay School Nurses on the same pay scales as teachers. By way of comparison, we included in this chart what Prince William’s market position would be if you did the same. The two pay ranges shown in blue near the left of the chart show the hourly rates associated with the teacher Bachelor’s pay lane and Master’s pay lane. In other words, if School Nurses were paid on the teacher scale, their starting pay rates would be among the top three in the area and the maximum rate would be the highest in the area. Now let’s see some examples from the Administrator/Manager jobs…..

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Market Study Results—Selected Administrator Jobs

$57,255$67,737

$60,098$56,857

$73,722$78,737$84,977

$90,366 $88,761$90,496 $88,761$88,980

$116,489$110,409

$127,810

$103,881

$133,271$124,925

$144,800$139,051

$151,252

$138,141

$151,252

$137,798

$0

$20,000

$40,000

$60,000

$80,000

$100,000

$120,000

$140,000

$160,000

$180,000

$200,000

ComputerSystems Analyst

ESOLAssessment

Specialist

Adult EducationCoordinator

Supervisor ofSocial Workers

Special EducationSupervisor

InstructionalTechnologySupervisor

Figures reflect salary range minimum and maximum rates.

Blue bold indicates Prince William County SchoolsBlack indicates market average

Presenter

Presentation Notes

This slide shows salary ranges for selected Administrator and Manager jobs. Again, Prince William is shown in blue.

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Market Study Results—Selected Administrator Jobs

$88,761$93,984 $90,681 $92,715 $96,956 $94,380

$101,047$110,032 $106,815

$151,252$143,820 $139,010

$157,987$148,264 $144,628

$172,176$159,663 $156,846

$40,000

$60,000

$80,000

$100,000

$120,000

$140,000

$160,000

$180,000

PrinceWilliam

WABEAverage

WABE-plus-2

Average

PrinceWilliam

WABEAverage

WABE-plus-2

Average

PrinceWilliam

WABEAverage

WABE-plus-2

AveragePrincipal,

Elementary SchoolPrincipal,

Middle SchoolPrincipal,

High School

SCHOOL PRINCIPALS

Starting rates for Principals are below market, but the maximum rates are above market.

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The market position varies somewhat by market sector, with starting rates less competitive with larger school districts and private sector on average

Market Study Results—by Market Sector

Market Sector

Classified Staff Jobs Administrator/Manager Jobs

Minimum Midpoint Maximum Minimum Midpoint Maximum

Smaller School Districts 100% 117% 127% 105% 111% 115%

Larger School Districts 92% 108% 117% 94% 102% 108%

Local Governments 98% 119% 132% 109% 112% 114%

Private Sector 88% 113% 129% 93% 103% 107%

OVERALL 96% 115% 126% 99% 107% 111%

Red indicates more than 5% below the market average Blue indicates more than 5% above the market average

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57%72%

88%42%

66%67%67%

108%92%

43%76%

88%59%

81%78%

67%67%

123%

0% 20% 40% 60% 80% 100% 120% 140%

Stafford CountyPrince William County

Loudoun CountyFederal Government

Fauquier CountyFairfax County

Arlington County

Stafford County PSPrince George's County PS

Montgomery County PSManassas City PS

Loudoun County PSFauquier County PSFalls Church City PS

Fairfax County PSArlington County PS

Alexandria City PS

PWCS

AVERAGE DISTANCE FROM MINIMUM TO MAXIMUM PAY RATESCLASSIFIED STAFF JOBS

Average Pay Range Widths

The current pay ranges for non-exempt jobs are significantly wider than the market comparators. Reducing the scale by 9 steps would bring the range width within the market average.

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55%75%

92%47%

66%67%

78%

63%70%

35%59%

51%63%

64%77%

63%63%

80%

0% 20% 40% 60% 80% 100% 120% 140%

Stafford CountyPrince William County

Loudoun CountyFederal Government

Fauquier CountyFairfax County

Arlington County

Stafford PSPrince George's PS

Montgomery PSManassas PS

Loudoun PSFauquier PS

Falls Church PSFairfax PS

Arlington PSAlexandria PS

PRINCE WILLIAM…

AVERAGE DISTANCE FROM MINIMUM TO MAXIMUM PAY RATESADMINISTRATOR AND MANAGERIAL JOBS

Average Pay Range Widths

Similarly, PWCS’ salary ranges for exempt jobs are wider than many of the market comparators, although comparisons vary by title and job level.

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Market Study Results—Salary & Total Compensation

GroupPay Range Minimum

Pay Range Midpoint

Pay Range Maximum

Classified Staff

Salary Only 96% 115% 126%

Total Compensation 91% 108% 118%

Administrators & Managerial Staff

Salary Only 99% 107% 111%

Total Compensation 99% 107% 111%

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Today's Agenda


Study Results• Teachers• Classified, Administrator, and Managerial Staff

Recommendations

Presenter

Presentation Notes

Starting with teachers……

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As revenue becomes available, we suggest you consider the following steps to ensure PWCS continues to attract and retain highly qualified educators and staff:

1. For teachers, consider modifying the salary scales to reflect market rates throughout the ranges.

2. For school nurses, consider addressing their request to be paid on the teacher salary scale.

3. Consider enhancing the tuition reimbursement budget for teachers and support staff, with a focus on encouraging staff to pursue teacher certification.

4. For staff, consider modifying the pay ranges to more closely reflect the market (narrower ranges) and to recognize career path hierarchies (expanded number of grades).

In addition, we are finalizing specific recommendations designed to:1. Modernize and update classification titles and job descriptions.

2. Ensure internally equitable and market competitive pay grade assignments for all jobs.

Recommendations for the School Board to Consider

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The School Board authorized the salary analysis and the classification study at the March 16, 2016 meeting as part of the FY 2017 Budget/CIP approval.

Board Direction

Copyright © 2015 by The Segal Group, Inc. All rights reserved.

2016-17 Compensation Study Results

School Board MeetingJanuary 18, 2017

Prince William County Schools

Keith J. Johnson, Associate Superintendent for Human ResourcesDeborah J. Sparks, Director of Benefits & Retirement ServicesHeather Kazemi, Vice President, Segal Waters Consulting

Documents

2016-17 Compensation Study Results · 3. PWCS projected 1,000 new hires for the 2016-17 school year and has filled 944 vacancies this year. We are experiencing the largest number