by Bobby Stephens Willard Crouthamel ( x-233) Power Point Presentation #2 of 3 Reporting Salary Information

Understanding what is requested Guide for entering and submission of salary information Tips for accurate reporting

High quality salary reporting strategies, advice, and tips!

By clicking on the I icon box whenever it appears at the bottom of a slide, there will be additional dialog related to the content of the slide…either information clarification or an example related to that slide.

The yearly Teacher Survey report is produced during the Summer, followed by the Non- Teaching Jobs report in the Fall-Winter, and finally the Extracurricular Activities Supplements report immediately after the New Year (January). Reports are in PDF format via . The Non-Teaching report consists of three parts: separate files for Large, Medium, and Small sized school systems.

Past participation has occurred solely by word-of-mouth, school systems have never been solicited by advertisement.

Salaries being paid at: T-Levels, Years of Experience Levels. Furlough and Reduction Day Information Maximum and Minimum supplements reported for each of 73 activities

The next series of slides describe the Teacher Salary Survey process and report (with samples of the various types of salary figure comparisons).

Four certificate levels: T-4, T-5, T-6 and T-7. Years of prior teaching experience Actual years of prior teaching is the alignment method; that is, yearly increments from Entry Level to Years of Experience 30. Listed at the bottom is the maximum that a district pays at a specific T level…which is almost always the same as Step 30. For matching purposes, there are three columns on the left side of the salary tables: (1) Actual Years of Prior Teaching, (2) Years of Creditable Experience (State), and (3) State Salary Step. Salaries listed in schedules represent the highest amounts that systems pay regular teachers on the T-4 through T-7 levels for 0 to 30 years of teaching experience. This table aligns the state salary schedule and its unique step format comprised of Educational Levels, Years of Creditable Experience, and Longevity Plateaus, with the schedules of the participating local school systems…with their local supplements added in. Many school districts have salary schedules based on year-for-year prior teaching experience and these are matched with the first column. Other districts derive their schedule by the combination of State Salary Schedule and Local Supplement scale and are aligned with the STATE SALARY STEP column.

Furlough or Reduction Days Furlough day pay was subtracted from the schedules of systems not producing a reduction-day schedule and having furlough days. Information is presented on the number of furlough or reduced days the various systems have identified. Means are circled.

The next series of slides describe the Non-Teaching Personnel Salary Survey data collection process and report (with samples of the various types of salary figure comparisons) and describing the effort made to obtain accurate salary information).

Number of Jobs Large Systems – 124 Large Systems – 124 Medium Systems – 82 Medium Systems – 82 Small Systems - 48 Small Systems - 48 Jobs are presented first by: (a) System- wide workers (Central Office, Department Staff, and other system coverage) and (b) Local school building positions. Each of the jobs listed on this slide has an accompanying definition which has been derived by looking at work typical to that job…usually from organizational charts and system job descriptions, but also relevant to the school systems size.

Certified and Classified Jobs Certified and Classified Jobs 14 Job Areas: Central Office, Academics, Special Ed, Human Resources, Financial Services, Transportation, Local Schools, etc. 14 Job Areas: Central Office, Academics, Special Ed, Human Resources, Financial Services, Transportation, Local Schools, etc. Large Systems (124 Jobs) Large Systems (124 Jobs) Medium Systems (82jobs) Medium Systems (82jobs) Small Systems (48 Jobs) Small Systems (48 Jobs) Organizational charts played a major role in creating the types of jobs and departmental organizations to which are used to match with others having the same type of work…recognizing that similar jobs are not titled the same from system to system.

Sample County Schools In this example, the sample county has the assistant superintendent position having a maximum potential salary of $102,241. It calls for a certified based individual to work for 230 days (which we consider an annual job) and that person is a division or department director…which was not specified. No additional comments were provided.

Highest Potential Salary Highest pay with maximum experience & degree Salary figures should be reported as the highest potential salary a job holder might make this year. That is, the Top end of the highest scale, say Doctorate Level, with maximum experience and degree or training, not just current top pay. The Chief Technology Officer, in this example, has a high potential salary of $102,241 and is not required to have certification. That school system calls the title Director of Instructional Technology. This may be a small system position since larger systems have persons with less of an instructional orientation.

The top end of a salary scale is the most reliable in terms of cross-system comparison (reducing the apples-to- oranges effect…the low end is very illusive, some systems never pay that). An average system salary per worker might also be erratic…one system having older workers than others. Current salary holder salary comparisons could be unreliable with some systems having long-time staff and others with newer personnel.

Other information to consider Certified Job (Y/N) # Days Worked Local Title Comments (job uniqueness) Notice that these Non-Teaching jobs containing maximum potential salaries are ranked from systems paying the most to systems paying the least. Some of the reasons for higher pay might include: certified job (Y/N), days worked, local title, or various job uniqueness…items which have been circled on the slide.

Hourly Jobs We report hourly maximum salaries for only three jobs: Parapro, Bus Driver, and Food Service Worker. Any system that pays hourly wages for other jobs is encouraged to convert to an annual salary…or we have made that conversion.

Salary figures include daily rates for those with: a degree plus certificate, only a degree, and for non-degree holders.

Varsity Basketball, Head Coach 11 -A- SALARY SUPPLEMENT RANGES Numbe r of METRO MinimumMaximumHighMid.Additional Information RESA (Base)(Top End)Sch. 1 Buford$10, plus 30 additional days 2 Gwinnett$4,269$7, Cobb$5,978$7, Clayton$4,882$7, Rockdale$4,255$5, Decatur$4,140$5, Douglas$5, Marietta$4, Fulton$4, DeKalb$3,384$4, Atlanta$4, Flat Rate 12 Forsyth$4, RECEIVE SUPPLEMENT PLUS 19 ADDITIONAL DAYS Metro RESA Avg.$5,040$5, < Averages for Metro RESA Districts Min. Avg. incl.s flat salaries SALARY SUPPLEMENT RANGES Numbe r of GRIFFIN MinimumMaximumHighMid.Additional Information RESA (Base)(Top End)Sch. 1 Newton$5,500$7,00034 plus 10 state teacher rate 2 Spalding$6, Upson $5, Butts$5, Lamar$5, days extended year 6 Fayette$3,750$4, yrs:$4,313 ; 10 yrs: $4,500 ; 15 yrs:$4,688 ; 20 yrs: $4,875 7 Henry $4, HBC 8 Pike $4,75011 Griffin RESA Avg.$5,044$5, < Averages for Griffin RESA Districts Min. Avg. incl.s flat salaries The next series of slides describe the Extracurricular Activity Salary Supplement Survey process and report (with samples of the various types of salary figure comparisons).

Varsity Basketball, Head Coach 11 -A- SALARY SUPPLEMENT RANGES Number of METRO MinimumMaximumHighMid.Additional Information RESA (Base)(Top End)Sch. 1 Buford$10, plus 30 additional days 2 Gwinnett$4,269$7, Cobb$5,978$7, Clayton$4,882$7, Rockdale$4,255$5, Decatur$4,140$5, Douglas$5, Marietta$4, Fulton$4, DeKalb$3,384$4, Atlanta$4, Flat Rate 12 Forsyth$4, RECEIVE SUPPLEMENT PLUS 19 ADDITIONAL DAYS Metro RESA Avg.$5,040$5, < Averages for Metro RESA Districts Min. Avg. incl.s flat salaries SALARY SUPPLEMENT RANGES Number of GRIFFIN MinimumMaximumHighMid.Additional Information RESA (Base)(Top End)Sch. 1 Newton$5,500$7,00034 plus 10 state teacher rate 2 Spalding$6, Upson $5, Butts$5, Lamar$5, days extended year 6 Fayette$3,750$4, yrs:$4,313 ; 10 yrs: $4,500 ; 15 yrs:$4,688 ; 20 yrs: $4,875 7 Henry $4, HBC 8 Pike $4,75011 Griffin RESA Avg.$5,044$5, < Averages for Griffin RESA Districts Min. Avg. incl.s flat salaries School systems are ranked based on the highest supplements paid (the top end of the supplement scale). This sheet also indicates the number of middle and high schools each district has. 73 Extracurricular Activities (54 Athletic, 19 Non-Athletic) Minimum and Maximum Supplements Special Clarifications

Athletic Activities Salary supplement tables were produced for 54 athletic activities/functions (including cheerleading) and 19 non- athletic activities (e.g., drama coach, band director). Reported salary supplements were not supposed to include Extended Year Pay. Athletic supplements include head and assistant coaches, and include cheerleading as an athletic event.

Two questions were posed as part of the data collection process:

Middle School Chorus 73 -A- SALARY SUPPLEMENT RANGES Number of METRO MinimumMaximumHighMid.Additional Information RESA (Base)(Top End)Sch. 1 Buford $9, plus 30 additional days 2 Clayton $2,604$3, Fulton $2, Gwinnett $1,296$2, Forsyth $1, Marietta $1, Cobb $1, Atlanta $ Flat Rate 9 Rockdale $ Decatur 11 not applicable 11 DeKalb Douglas 48 Metro RESA Avg. $2,322$2, < Averages for Metro RESA Districts Min. Avg. incl.s flat salaries SALARY SUPPLEMENT RANGES Number of 1st District MinimumMaximumHighMid.Additional Information GA RESA (Base)(Top End)Sch. 1 Effingham $1, Liberty $955$1, Chatham $ Bulloch 11 5 Glynn 24 6 Screven 11 7 Tattnall 13 1ST Dist. RESA $985$1, < Averages for First District RESA Districts Sample: Metro and 1 st District RESAs Minimum and Maximum Salaries Ranked Reported salary supplements are not supposed to include Extended Year Pay.

Maintaining the Accuracy of Information: Particularly the Non-Teaching Personnel Salary Report

Sample County Schools Five figures are requested for each reported job. Two of them are drop-down menus (certification…yes/no choices and days worked…several choices).

Tips for determining which Jobs fit where in the MRESA Jobs Hierarchy? First, look at the Table of Contents …the Jobs Listing. Next, match your jobs (or persons) to that listing. Matching your positions with those included in the salary survey template…with accompanying job descriptions…is very important. Some of your jobs will be a poor fit with the descriptions and should not be forced into a surveyed position, and you may have other jobs not being surveyed at all.

Good or Poor Matches Some of our listing of jobs vary substantially among school systems (e.g., technology jobs), while others are pretty typical (e.g., custodian, director of transportation).

Review Metro RESA list of jobs; note that job descriptions contain information on Lines of Reporting (to whom the job-holder reports). Do not provide salary information based on Title alone. When you review the annual reports, consider any matches that are questionable…compared with other systems… and improve the matching process the following year. Financial Services 9Chief Finance Officer (Comptroller) Chief financial person, Assoc./Asst. Supt. or Exec. Dir....reports to the Deputy Supt. or Superintendent; could be Dir. of Business Service or Comptroller. Certified Based Highest # Days Position Potential Salary Worked Local Title (enter 'Same' if the same) Other Comments Yes $88, Director of Finance Match your job based on our description and on what other systems have included in past reports for specific jobs. Some of your jobs may be a better match to those with a different title.

Remember, we are asking for the highest potential salary for the job which we have defined…even if your system has several levels for that job…identify the top level and top pay rate.

Job is certified-based (drop down Yes/No) This means that this job- holder requires a certificate.

Days Worked Drop down choices: 12 Months, 220, 210, 205, 200, 195, 190 & below. There are five drop-down choices. Choose the one closest to the number of actual days worked by the job-holder. If actual days worked is 225 or above, that represents a 12 month job.

Local Title If a different name from the template, but your job fits our definition. Some jobs have quite a number of different titles across school districts. Be sure to match up with our definition as opposed to the job title (e.g., various technology positions have unique local titles).

Check out what others have done… Review past reports. When in doubt about where to record your job-holder, check on past reports to see what other HR staff have done…view their Comments line or Local Title.

Part-time or hourly paid personnel…convert to annual salary figures based on a full day's pay Month School Secretary If different secretary levels exist or if high, middle, or elem. secretaries have separate pay scales...include the highest of these salary ranges. If no 12 month employees exist, convert secretarial pay to a 12 month scale. Highest # Days Potential Salary Worked Local Title (enter 'Same' if the same) Other Comments $26, Same 37School Clerk School office clerk or clerical assistant. Highest # Days Potential Salary Worked Local Title (enter 'Same' if the same) Other Comments $18, Same Half-time Double the high potential salaries for half-time positions…except for the three jobs mentioned on the next screen.

Exception 1: Report hourly wages, plus hours worked for: Bus Driver, Food Service Worker, and Parapro If annual salaries are paid, convert to an hourly wage.

There is a limited amount of space for comments; please abbreviate when possible.

Look at last years report as a guide for adjusting any mismatches. Consider a different match when appropriate. Good Job Matches Check out other systems Holders of several jobs Verify Local Title Review Comments Box Adjust for Days Worked Certified vs. Classified Report High Potential Salaries

Thanks for Your Support and Have a great school year! Please feel free to distribute these Power Point Presentations to others interested.