Changing Lanes Manassas Park City Schools’ Transition to a Non-Traditional Pay Structure

Manassas Park City Schools Relative Wealth (LCI) ELL Percentage Geography Student Count (ADM) Disadvantaged Percentage

Staff Portrayals Fictionalized examples of MPCS Staff

Jan 2015 White Paper Sept 2015 Contract Consultant Change Timeline

Disadvantaged Percentage Comparison Group Organization Type Relative Wealth (LCI) ELL Percentage Geography Student Count (ADM) Disadvantaged Percentage

Change Timeline Jan 2015 Sept 2015 Aug 2016 Nov 2016 Jan-Jun 2017 White Paper Sept 2015 Contract Consultant Aug 2016 State Compensation Grant Nov 2016 Consultant Presentation Jan-Jun 2017 Teacher Committee Change Timeline

MPCS Compensation Philosophy The design and administration of all compensation packages will be sustainable to ensure good stewardship of division resources. Financial Sustainability The division will clearly communicate compensation policies and structures. Administration of the compensation plan will be consistent and impartial to ensure equity for employees working within similar jobs. Transparency and Internal Equity Compensation policies and procedures will be competitive with comparable K-12 school divisions and based on appropriate external markets. Policies will reflect the desire to recruit, retain, and develop high quality employees. External Competitiveness

Change Timeline Jan 2015 Sept 2015 Aug 2016 Nov 2016 Jan-Jun 2017 White Paper Sept 2015 Contract Consultant Aug 2016 State Compensation Grant Nov 2016 Consultant Presentation Jan-Jun 2017 Teacher Committee 2018 Budget Initiate Grades & Midpoint Change Timeline

Scale Structure – Step and Lane Easy administration When funds available Easy to understand? Steps do NOT equal years of service Sets artificial expectations Difficult to adjust Creates Step vs COLA debate

Scale Structure – Unified Pay Bands Uniform All positions Defined range Flexible Sustainable

Traditional Increase – COLA Min $15.36 Max $26.12 IA #1 = $15.37 IA #2 = $19.28 IA #3 = $23.78 IA #4 = $30.37 Mid $20.75 IA #4 = $30.07 Max $25.86 IA #3 = $23.54 +1% Mid $20.54 IA #2 = $19.09 Min $15.21 IA #1 = $15.22

Traditional Increase - COLA Employee Old Rate New Rate Change Extended* IA #4 $30.07 $30.37 30¢ $434.25 IA #3 $23.54 $23.78 24¢ $347.40 IA #2 $19.09 $19.28 19¢ $275.03 IA #1 $15.22 $15.37 15¢ $217.13 Double the increase * Extended assumes 7.5 hours for 193 days * Extended assumes 7.5 hours for 193 days

Salary Scale Width over Time

Increase on Midpoint IA #4 = $30.07 Min $15.21 Max $25.86 $20.54 Max $25.86 IA #3 = $23.54 +1% on Mid Mid $20.54 IA #2 = $19.09 Min $15.21 IA #1 = $15.22

Increase on Midpoint Employee Old Rate New Rate Change Extended* IA #4 $30.07 0¢ $0 IA #3 $23.54 $23.75 21¢ $303.98 0.89% IA #2 $19.09 $19.30 1.10% IA #1 $15.22 $15.43 1.38% Midpoint of $20.54 1% increase = 21¢ Standard increase * Extended assumes 7.5 hours for 193 days * Extended assumes 7.5 hours for 193 days

Board Meeting Public Comments

Change Timeline Jan 2015 Sept 2015 Aug 2016 Nov 2016 Jan-Jun 2017 White Paper Sept 2015 Contract Consultant Aug 2016 State Compensation Grant Nov 2016 Consultant Presentation Jan-Jun 2017 Teacher Committee 2018 Budget Initiate Grades & Midpoint 2019 Budget Implement Dual Teacher Grades Change Timeline

Teacher Scale Design Options 106% 96% 87% 60%

Impact of Raise Methods $21,750 Cumulative value of Loyalty Increase $65,025 Cumulative difference between 2% Midpoint and 2% Straight

A critical look at what the division values in new employees Scale Placement A critical look at what the division values in new employees

Rachel Kirkland School Board Chair rkirkland@mpark. net Dr Rachel Kirkland School Board Chair rkirkland@mpark.net Dr. Bruce McDade Superintendent bruce.mcdade@mpark.net Eric Neff Deputy Superintendent eric.neff@mpark.net Krista Kelly Executive Director of Finance krista.kelly@mpark.net Questions?