Terminology working concepts

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3 Terminology working concepts Total compensation Pay and Benefits Base pay Pay for the defined work of the job and qualifications Salary, Wage, Supplements Incentives Hire (bonus) Retain (LOS) Reward (performance) s Optional work Optional skills Benefits Indirect compensation Steps in Reviewing s Philosophy & Purpose Inventory of Current Practice Market Selection Market Analysis Recommend & Implement Copyright 2005 Published by TASB HR Services Division Community Values General Approach to Assignments/Pay What activities are being included Cost? Missing? Purpose? Plan? Event competitor or model program Hire or lose Staff Fair and clear comparisons Total value Individual adjustments short term Plan changes long term The Art of s Copyright 2011 Texas Association of School Boards Page 1

4 Can You Help with this Issue? A Real Life Example How to be budget wise and be fair to a new AG teacher. Agriculture is a source of pride for our town. Do we have to pay a stipend? Extra days? Salary? I have stipend and contract data collected from ESC. Questions you might ask? How many AG teachers do you have? Is there a pay or stipend plan in place for the position? Did you have issues recruiting for the job? What is the nature of the work beyond the teaching day / year? Can You Help with this Issue? continued ESC data collection information included 63% of all ESC districts provided data 30+ responded No district provided actual salary TASB survey average pay in ESC $44,400 64% pay a stipend 36% pay no stipend Median stipend paid = $2,150; average paid = $2,269 Top 3 stipends paid $9,800, $7,000, $ 5,200 Lowest stipends paid $2,000, $1,250, $1,250 56% on 12 month contract, 36% 11 months, 8% 10 months Hence, average base pay $50,999 or $6,598 or 15% above ESC base teacher pay $6,787 is average price for extra time with a total average value of $8,699 Total average pay for the position is $53,133. What pay target would be competitive and fair? A total salary of $53,133 for 12 months or 10 months as teacher and stipend of $8,700 Which method would you use to pay? The Art of s Copyright 2011 Texas Association of School Boards Page 2

5 General Choices in Supplemental Pay Design Assignment Model Individual Activities Bundled Activities Payment Method Only + Days Amount is for all aspects of the extra-duty assignment Budget control Market priced separately by total value Amount + hypothetical time Budget varies by time & EE Market price connection is possible though complicated Amount logically structured Budget control Multiple market prices & values to combine in a single value Structured amount + hypothetical times Budget varies by time & EE Casual market price Copyright 2005 Published by TASB HR Services Division From direct To indirect Methods in Paying for Extra Duty Assignments TASB survey asks A. Single stipend to cover the value of the duty for the district, price of skills, and time required B. plus extra days for value to district and market Days or time required valued at Employee s current daily rate State minimum daily rate A standard unit of pay Copyright 2011 Published by TASB HR Services Division District determined reasonable amount The Art of s Copyright 2011 Texas Association of School Boards Page 3

6 Methods in Paying for Extra Duty Assignments survey answer 24% of districts pay a single stipend and no extra days for anyextra duty assignment This method reduces equity concerns and increases budget control 76% of districts us a combination of methods 84% use employee rate of pay This method creates equity issues especially for smaller districts or districts with wide teacher pay ranges, and reduces budget control 10% use standardized rate of pay 6% use state minimum pay rate Copyright 2011 Published by TASB HR Services Division Inequity in Pay One Illustration Two assistant track coaches Teacher pay plan uses experience only Extra duty assignment model is stipend + days at employee pay rate Track asst = $2,500 Teacher pay range is $39,200 $55,500 (A) 3 years = 40,500 (B) 20 years = 51,100 Unintended pay inequity Total stipend value = $2, extra EE days (A) rate = $217 (B) rate = $273 (A) days value = $1,085 (B) days value = $1,365 Days value difference = $280 or 25.8% for same work & track coach experience Adding the stipend (A) $3,585 and (B) 3,865 or 7.8% different The Art of s Copyright 2011 Texas Association of School Boards Page 4

7 Teacher Market by Enrollment Inequity Source $55,000 $52,500 $50,000 $47,500 $45,000 $42,500 $40,000 $37,500 $35,000 $32,500 $30,000 $27,500 Starting Pay Wtd Avg Pay For districts under 1,000 pay gap > 30% while those > 10,000 pay gap < 14% $25,000 1 to to 999 1,000 to 1,599 1,600 to 2,999 3,000 to 4,999 5,000 to 9,999 10,000 to 24,999 25,000 to 49,999 Statewide Starting $36,009 and Weighted Average $48,950 50,000 and over Assignment Practice Can Complicate Coaching s TASB survey asks A single stipend for each sport coached OR A combined amount for multiple coaching duties Copyright 2005 Published by TASB HR Services Division The Art of s Copyright 2011 Texas Association of School Boards Page 5

8 Payment Practices for Coaching s survey answer Practices vary among school districts Pattern has shifted in last five years to single stipend for each coaching assignment rather than a stipend paid for a combined set of assignments 1A and 2A districts use combined stipends in 35% to 45% of all coaching assignments 55% to 65% use stipend for each sport 80% to 90% of 3A, 4A and 5A responding districts pay a single stipend for each coaching assignment Copyright 2011 Published by TASB HR Services Division Pricing Extra Duty Assignments: General Guidelines Extra Duty stipends reflect district and community values Job market prices influence district price Jobs of similar worth, pay similarly Extra duty assignments are not tied to specific units of time for exempt (teacher) Extra duty assignments are tied to specific units of time for nonexempt (aide) The Art of s Copyright 2011 Texas Association of School Boards Page 6

9 How much to spend on extra duty stipends? Based on 21 teacher payroll data sets from districts with teacher counts ranging from 125 to 3,500. Deconstructed the amounts paid into elements like base pay, degree incentives, teaching incentives, business expense, and extra duty pay Comparing the extra duty total (stipends + any extra days paid) to the total teacher pay costs Median = 2.5% and average is 2.6% 25 th percentile is 2.1% and 75 th percentile is 3.1% Larger districts tend to pay slightly below the norm 2 nd Step in Analysis Process Inventory of Extra Duty s Illustrations of Non benchmark Assignments Driving to athletic event Film assistant Game equipment coordinator Sports maintenance supervisor Competitive team Press box elevator operator Starter with blanks Recycling campus Camp 5 th Grade Your art month coordinator Auditorium manager Dept co chair Transition stipend Canine Officer ROTC Orienteering coach Senior all night party The Art of s Copyright 2011 Texas Association of School Boards Page 7

10 3 rd Step Collect Survey Data submit district data (please) Nearly 70 extra duties included In about 530 participating districts of 1,029 UIL classification by district Duty assignment named & defined Levels of duty or role Levels of school Market detail Extra days Average stipend paid Last page in handout with detail listing of benchmark positions UIL Districts by Size and Survey Participation UIL Classification Number Statewide Percentage Statewide Number in Survey Percentage in Survey Rate of Participation by Classification 0 A % % 2 out of 10 A % % 3 out of 10 AA % % 5 out of 10 AAA % % 6 out of 10 AAAA % % 8 out of 10 AAAAA % % 9 out of 10 1, % % 5 out of 10 The Art of s Copyright 2011 Texas Association of School Boards Page 8

11 Athletic s Track Head Coach High School UIL Class. # of Resp. Median 25 th 75 th Pct of Districts Paying Days A 111 $ 2,000 $ 1,250 $ 3, % AA 103 3,000 2,000 3, % AAA 102 3,500 3,000 4, % AAAA 97 4,500 3,500 5, % AAAAA 86 5,000 4,219 6, % Total 499 $ 3,333 $ 2,500 $ 4, % Compared to stipend data the median stipend value is $165 lower. Extra days = median 10; avg 9.4 Athletic s Track Assistant Coach High School UIL Class. # of Resp. Median 25 th 75 th Pct of Districts Paying Days A 73 $ 1,250 $ 1,000 $ 2, % AA 94 2,000 1,500 2, % AAA 98 2,250 1,800 2, % AAAA 97 2,500 2,000 3, % AAAAA 86 3,000 2,339 3, % Total 448 $ 2,100 $ 1,500 $ 2, % Extra days = median 5.5; avg 7.6 The Art of s Copyright 2011 Texas Association of School Boards Page 9

12 Athletic s Track Middle School Coach UIL Class. # of Resp. Median 25 th 75 th Pct of Districts Paying Days A 75 $ 1,000 $ 750 $ 1, % AA 92 1,500 1,238 2, % AAA 97 1,600 1,400 2, % AAAA 95 1,667 1,500 2, % AAAAA 82 1,800 1,434 2, % Total 446 $ 1,550 $ 1,200 $ 2, % Extra days = median 6.5; avg 7.4; mode 5 Survey follows Trend in Job Design and Use Athletic Trainer Number of Districts Number of Staff Work Calendar 25 th Median 75 th All Respondents $48,513 $53,914 $59,845 1,600 to 2,999 3,000 to 4,999 5,000 to 9,999 10,000 to 24,999 25,000 to 49,999 50,000 and over Provides injury prevention, therapy, and rehabilitation for student athletes. Attends athletic events to prepare students with specialized equipment, tape, wrap, or ice. Works with student athletes and coaches to develop and implement physical conditioning programs. Serves as a full time athletic trainer and may not teach academic subjects. Maintains a valid license from the Texas Advisory Board of Athletic Trainers $44,775 $47,977 $52, ,341 52,000 60, ,858 55,713 59, ,200 56,811 63, ,728 55,922 60, ,138 56,392 62,650 The Art of s Copyright 2011 Texas Association of School Boards Page 10

13 Trend Like Other Industries with Pay for Jobs Becoming more Specific Number of Districts Number of Staff Duty Days 25 th Median 75 th Dir Athletics (Non Coaching) Dir Athletics/Head Football Coach Head Football Coach $87,225 $96,969 $108, $65,000 $71,991 $81, $75,392 $86,585 $95,144 This option for salary only pay method for athletic jobs has been emerging as dominate for years. The TASB Survey allows for salary or stipend method. Athletic s Head Football UIL Class. # of Resp. Median Head Coach 25 th 75 th Pct of Districts Paying Days A 73 $ 3,500 $ 2,500 $ 5, % AA 42 4,000 3,406 6, % AAA 27 5,500 4,250 10, % AAAA 30 10,021 7,313 14, % AAAAA 33 13,600 7,428 17, % Total 205 $5,500 $3,500 $10, % Seven out of ten head football coaches are paid a salary and not a stipend. Extra days = median 10 ; Avg 21.6 The Art of s Copyright 2011 Texas Association of School Boards Page 11

14 Arts & Academics s Choir HS Director UIL Class. A # of Resp. Choir Director High School Median 25 th 75 th Pct of Districts Paying Days AA 23 $ 2,500 $ 1,500 $ 3, % AAA 58 3,500 2,100 5, % AAAA 89 4,200 3,000 5, % AAAAA 83 5,500 4,240 6, % Total 257 $ 4,500 $ 3,000 $ 5, % Compared to stipend data the median stipend value did not change. Extra days = median 10; avg 11.1 Arts & Academics s Debate Advisor Debate Advisor High School UIL Class. # of Resp. Median 25 th 75 th Pct of Districts Paying Days A 6 $ 400 $ 225 $ 1, % AA , % AAA 36 1, , % AAAA 51 1, , % AAAAA 53 1,875 1,425 3, % Total 164 $ 1,500 $ 744 $ 2, % Compared to stipend data the median stipend value remained constant. The Art of s Copyright 2011 Texas Association of School Boards Page 12

Recommend & Implement Copyright 2005 Published by TASB HR Services Division 4 th Step

15 Steps in Reviewing s Again 1. Philosophy & Purpose 2. Inventory of Current Practice 3. Market Selection 4. Analysis of Market & Practice 5. Recommend & Implement Copyright 2005 Published by TASB HR Services Division 4 th Step Data Shows High to Market for Athletic Programs The Art of s Copyright 2011 Texas Association of School Boards Page 13

4 th Step Data Shows High to Market Arts & Academic Programs 5 th Step in Review Process Recommendations (draft samples) 1. Remove references to girls/boys in stipend schedules 2.

16 4 th Step Data Shows High to Market Arts & Academic Programs 5 th Step in Review Process Recommendations (draft samples) 1. Remove references to girls/boys in stipend schedules 2. rates are to be supported by market value or duty responsibility 3. Use one page job definitions of expected outcomes for all duties or at least those paid above a certain amount 4. Extra duty that dominates a teacher s work should be paid in a range for the unique nature of the job for example athletic trainers 5. Establish minimal thresholds for student participation in programs 6. Coordinate all extra duty design and operations: think spreadsheet 7. Monitor & collect work hours for nonexempt coaches & sponsors 8. Lowered supplements can be implemented with proper notice to incumbents; increased amounts can be phased in over a few years 9. s can be paid out after completed assignment in lump sum 10. Budget reductions executed across the board should be considered at least after market analysis of stipends The Art of s Copyright 2011 Texas Association of School Boards Page 14

Granbury ISD Pay Systems Review

Granbury ISD Pay Systems Review Board Workshop April 20, 2015 Cindy Clegg, TASB Director HR Services TASB Pay Review Process Data Collection Pay data & practices Leadership concerns Market Pay Review Gather