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 best source data Match jobs Build Models for Improvement Align pay structures Adjust employee pay
Pay System Goals and Strategies External Equity Internal Equity Recruit & Retain Talent Invest Maintain
External Pay Equity Job Market Pay 120% 110% market pay zone Market Rate 90% market pay zone 80%
Internal Pay Equity Skills & Knowledge Job Responsibility Job Factors & Employee Factors Level of Effort Working Conditions
% Increase 9.0% Invest Adjust Employee Pay Texas Pay Increase History (2004 2014) 8.0% 7.0% 6.0% Teacher Administrator Auxiliary 5.0% 4.0% 3.0% 2.0% 1.0% 0.0%
System Maintenance Structure Adjustments Competitive Pay Ranges Employee Adjustments
Why Use the Midpoint for Pay Raises?
Market Data Sources District Student Enrollment Granbury ISD 6,829 1 Aledo ISD 4,874 Keller, Mansfield, and Fort Worth ISDs included only for stipends. 2 Burleson ISD 10,920 3 Cleburne ISD 6,604 4 Crowley ISD 15,022 5 Glen Rose ISD 1,650 Third party market data for the region was included For some non-educator jobs. 6 Joshua ISD 5,000 7 Stephenville ISD 3,645 8 Weatherford ISD 7,734
Market Pay Comparisons by Group Pay Group Percent of Market Median for all Surveyed Positions Teachers average 98% Teachers - starting 95% Administration 102% Professional Support 102% Paraprofessional / Technical 107% Auxiliary 101%
Market Alignment of Pay Structures Pay Group Percent of Market Median For Pay Range Midpoints Administration 105% Professional Support 104% Paraprofessional / Technical 108% Auxiliary 103% Nonexempt Entry Wages 106%
TEACHERS
EXPERIENCE OF NEW HIRES 2014-15 0 Years 5% 16 + Years 35% 1 to 5 Years 16% 6 to 10 Years 28% 11 to 15 Years 16% 57 new hires in 2014-15
Number of Teachers 35 All Teacher Experience Distribution 30 25 20 15 50 th Percentile 10 5 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 26 27 28 29 30+ Years of Experience
10-Month Salary 10-Month Salary Teacher Salary Plan, 2014-15 Teacher Salary Plan, 2014-15 Market Comparison Market Comparison 53,000 53,000 Granbury ISD Salary Granbury ISD Salary Market Median Market Median $54,133 $54,133 $53,118 $53,118 50,500 50,500 $51,272 $51,272 $49,219 $49,219 $48,872 $48,872 48,000 48,000 45,500 45,500 $46,250 $46,250 $47,417 $47,417 $45,697 $45,697 $47,012 $47,012 $44,000 $44,000 43,000 43,000 0 - Years 5 - Years 10 - Years 15 - Years 20 - Years 0 - Years 5 - Years 10 - Years 15 - Years 20 - Years Experience Experience 0 - Years 5 - Years 10 - Years 15 - Years 20 - Years Average Salary Granbury ISD Salary $44,000 $45,697 $47,012 $48,872 $53,118 $49,923 Market Median $46,250 $47,417 $49,219 $51,272 $54,133 $50,895 Difference from Market ($2,250) ($1,720) ($2,207) ($2,400) ($1,015) ($971)
Teaching Stipends Field GISD Stipend Market Median # Paying Stipend Total = 11 Math $2,000 $2,400 2 Science $2,000 $3,000 2 Bilingual $3,500 $3,750 9 Foreign Language $2,000 $1,500 0 Master s Degree $2,160 $1,000 9
Texas Production of New STEM Teachers 9,500 9,000 8,500 8,276 8,086 9,080 8,586 8,000 7,500 7,000 6,506 6,834 6,500 6,000 5,500 5,000 2007-08 2008-09 2009-10 2010-11 2011-12 2012-13
Teacher Pay Recommendations Increase teacher starting salary to $46,000 Adjust teacher pay scale by providing all teachers with a general pay increase ($1,600) plus small adjustments at years 1 to 5. Increase stipends for secondary math & science to $2,500. Add incentives for retiring teachers to give early notice and avoid excessive absences.
New Incentives Early notice of retirement/resignation $500 for notice received by March 1 Reimburse unused leave at retirement if notice given by March 1 Reimbursement for unused leave at retirement $50 per day up to 30 days ($1,500 maximum)
Estimated Cost of New Incentives Retirees 2013-14 Max. Cost of Leave Reimbursement Max. Cost of Early Notice Incentive Total Cost Both Incentives Teachers 25 $37,500 $12,500 $50,000 All employees 69 $103,500 $34,500 $138,000
Merit Based Rewards Lump-sum bonus or salary increase? Potential criteria: Attendance 90% Professional development credits Teaching for college credit Highly effective performance Professional collaboration Developing other teachers Coaching academic student groups
Estimated Cost of Teacher Recommendations Total Teachers 452 Cost of General Pay Increase ($1,600) $723,469 Cost of Schedule Adjustments years 1-5 $24,045 Cost of math & science stipend increase $15,500 Cost of new incentives $50,000 Total Estimated Cost $813,014 (3.6%)
OTHER EMPLOYEES
Major Findings for Other Employee Groups Most jobs are being paid within a competitive market range (+/-10%) Pay ranges are aligned well with market rates and educator career pathways are clear A separate technology pay structure is not necessary for so few jobs Most jobs are placed correctly in pay grades
Recommendations for Other Groups Consolidate the technical nonexempt and paraprofessional pay ranges Make slight adjustments to a few pay ranges that have slipped below market Upgrade a few positions that are placed too low Give a general pay increase of 3% applied to the range midpoints
Cost of Recommendations for Other Groups Pay Group Estimated Cost Administrative / Professional (93) $196,590 Paraprofessional / Technical (157) $125,102 Auxiliary (153) $ 84,078 Totals $405,770 (3.2%)
EXTRACURRICULAR DUTY PAY
Major Findings for Extra Duty Pay Pay methods are complex and include extra days pay for some assignments plus single rate stipends. Market comparisons vary widely but are competitive in general. Most peer districts no longer pay extra days or pay only for football and volleyball. GISD pays more days than most.
Recommendations for Extra Duty Pay Eliminate pay for extra duty days and transition to a single rate pay schedule for all extra duties. Adjust all stipends up to competitive rates (91 = $48,160). Pay head football coach, HS band director, and athletic trainers on a competitive salary basis. Delegate control of small stipends ($400) to campus principals for UIL academic sponsors.
TOTAL COST ESTIMATES FOR 2015-16 Pay Group General Pay Increase Targeted Adjustments Estimated Total Increase 2014-15 Current Costs Teachers, Librarians and Nurses $723,469 $24,045 $747,514 $22,454,331 Administrative / Professional $196,590 $0 $196,590 $6,333,630 Paraprofessional / Technical $122,050 $3,052 $125,102 $3,852,334 Auxiliary $84,078 $0 $84,078 $84,078 Total Base Pay Increases $1,126,187 $27,097 $1,153,284 $35,239,469 % of Current Costs 3.2% 0.01% 3.3% Math & science stipends $15,500 New teacher incentives $50,000 Extra duty stipend increases $48,160 Total Stipends & Incentives $65,500 $1,218,784
HR Services 800-580-7782 hrservices@tasb.org