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Salary Market Study January 29, 2014

Achieve Today. Excel Tomorrow. Strategic Plan

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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.

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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

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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

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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.

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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

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 Birdvil le  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 Lewisvil le  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-­‐Colleyvil le  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

AISD

75th %

50th %

25th %

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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 Lewisvil le  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 Birdvil le  ISD 24,136 $1,500 $3,000

13 Hurst-­‐Euless-­‐Bedford  ISD 21,970 $3,088 $3,000

14 Grapevine-­‐Colleyvil le  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 1,263Average  Stipend 1,582 1,500 1,967 1,967 3,143 1,398 1,449 1,263Count 13 1 6 6 14 5 5 2

Statewide  -­‐  Enrollment  50,000  and  overAverage  Stipend 1,399 0 2,386 2,386 2,659 1,803 1,387 0Count 16 0 9 9 17 10 10 0Percent  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 Lewisvil le  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 Birdvil le  ISD 24,136   500       2,000 500  

13 Hurst-­‐Euless-­‐Bedford  ISD 21,970           5,000 5,000 500

14 Grapevine-­‐Colleyvil le  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 720Average  Stipend N/A 493 N/A 2,000 2,167 2,035 1,439 778Count 0 7 0 2 3 13 12 9

Statewide  -­‐  Enrollment  50,000  and  overAverage  Stipend 0 522 1,750 1,861 1,625 2,087 1,331 1,066Count 0 11 4 4 4 16 13 10Percent  of  Districts 0% 65% 24% 24% 24% 94% 76% 59%

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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+

Num

ber o

f Tea

cher

s

Years of Experience

Histogram of Teacher Experience

Median Experience = 9.5 Years

0 to 3 Years 74%

4 to 7 Years 14%

8 to 10 Years 4%

11 + Years 8%

Newly Hired Teachers Total Experience Arlington  ISD

n=  418  teachers

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Arlington  ISD Arlington  ISD2014–15  New  Hire  Guide  for 2014–15  New  Hire  Guide  for

Classroom  Teachers,  Librarians,  and  Nurses  (RN) Classroom  Teachers,  Librarians,  and  Nurses  (RN)

Model  1 Model  1

Years  Experience

New  HireSalary

Base  Salary  Range

0 $01 $50,000 10-­‐Month  Salary  Range  Minimum:  $50,0002 $50,0503 $50,100 10-­‐Month  Salary  Range  Maximum:  $65,3314 $50,1505 $50,200 Continuing  teachers  will  receive  a  $0  increase6 $50,5607 $50,6108 $50,660 Master's  Degree  Stipend:9 $51,014 $1,50010 $51,35911 $52,25012 $52,30013 $52,42314 $52,76015 $53,09516 $54,05017 $54,35018 $54,70019 $55,20020 $55,75021 $56,85022 $57,27323 $58,06024 $58,84625 $59,63826 $60,52427 $61,40428 $62,28229 $63,16330 $64,04731+ $64,696

Master's  Degree  Stipend:$1,500

Salaries  listed  above  are  based  on  10-­‐month  employment.

This  salary  plan  is  for  the  2013-­‐14  school  year  only.It  does  not  represent  salaries  for  future  years.

Salary  advancement  is  based  on  the  annual  pay  raise  budgetapproved  by  the  Board  of  Trustees  each  year.

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.

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  credentials.

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%

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Job Family Number of Benchmarks

Overall Market

Comparison

Administrative Support 26 88%

Educational Aides 7 97%

Manual Trades 22 95%

Overall Market Comparison

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

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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

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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 TotalStaff

StaffAffected

CostIncrease

Percent  ofCurrentBudget

2013–14CurrentBudget

Teachers 4,385             $235,993,054No  change 0 $0

Administrative/Professional 728                   $51,320,1403 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 $1,182,593Technology 63                       $4,065,9493 Adjustments  to  at  least  pay  range  minimum 16 $61,797 1.5%4 Market  adjustments  to  employees 28 $65,610 1.6%

Subtotal $127,407Administrative  Support 471                   $11,569,6463 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                   $16,059,5463 Adjustments  to  at  least  pay  range  minimum 76 $23,666 0.1%4 Market  adjustments  to  employees 272 $152,808 1.0%

Subtotal $176,474Manual  Trades 1,569             $32,847,7963 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.

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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?