PUSD Compensation Project Overview Governing Board Meeting March 14, 2013

Overview  Board and Council’s Priority for  We are committed to designing and implementing a creative, modern, competitive, fair and equitable plan to attract, retain, reward and return to our organization the highest quality staff available in order to ensure that every student, every day is prepared to meet tomorrow.  Deep look at Compensation and How it Aligns to Our Goals to Attract, Retain and Reward

Getting Started: Compensation Committee  Administration developed a committee of employees that represented a cross section of our District  Classified: transportation, food service, instructional assistants, clerical and administrative support (both school and district level), information technology, human resources, payroll, maintenance and grounds  Certified: high school, elementary, special education, reading specialist, speech therapist, and instructional coaches  Administrators: high school, elementary, district level support  Committee’s purpose: Develop the Components and Expectations of PUSD’s Compensation System that will Facilitate Attracting, Retaining and Rewarding Highly Effective Staff  From the work of the Compensation Committee, smaller committee will do the analysis and develop the compensation programs

4 Current Trends in Compensation  Other Districts/ Employers  Movement away from salary schedules based on steps for tenure  Bigger variance in administrator compensation packages  Competing with municipalities for classified staff (same retirement benefits, higher hourly wages)  Less reliance on benefits to attract employees  Legislature/Political  Accountability increasing: more focus on individual performance for teachers and site administrators  HB 2823 requirement to include performance pay for teachers  Career Ladder compensation last year pay out:  Federal funding reductions

How We Compensate Today  Salary schedules  Certified: Steps for Professional Growth and “Longevity” 301 Performance Pay  Classified: Steps across for “Longevity” Non-exempt staff eligible for professional growth stipends  Administrators: Steps across for “Longevity” Performance pay  Other compensation available for full-time employees:  Medical and Dental Insurance- same for all employee groups  Accrued time off: Certified: Discretionary Classified: Discretionary/Vacation Administrators: Discretionary/Vacation

High Level Committee Recommendations  Separate cost of living allowance (COLA) increases from other types of increases  NEXT STEP: Establish COLA Guidelines and develop process/methodology to evaluate pay rates/grades Establish on-going budget capacity  Merit: Increase to base salary dependent on employee evaluation score  NEXT STEPS: Establish on-going budget capacity to maintain  Performance Pay  Goals to qualify for the performance pay could be District or School performance (301 will be established by 301 Committee)  Performance criteria could change each year based on District goals. NEXT STEP: Establish on-going budget capacity  Evaluate benefit offerings as component of total compensation packages for staff

One More Year  Evaluation of project requires additional time to develop specifics  Plan to recognize Professional Growth under current guidelines for pay-out  Evaluating ability to provide stipends for hard to fill certified positions  Salary schedules updated and includes changes in funding levels for 301

8 Classified: Next Steps and Proposed Timeline  Analysis of Current Jobs and Job Descriptions  Market Analysis  Reclassifications/Setting pay ranges  Establish Merit and/or Performance Pay Guidelines  Bring to Board for consideration and adoption: March 2014  Initiate Committee  Establish performance expectations  Develop Goal Setting Process  Bring to Board for consideration and adoption: April 2014 CompensationPerformance Evaluation

Other Outcomes- Classified  Job Descriptions and position descriptions align  On-Boarding process development  Training

Administration: Next Steps and Proposed Timeline  Administrators:  Conduct market analysis  Establish pay grades/step progression  Establish performance pay guidelines School District/Department  Evaluate the non-school administrator evaluation tool possible revision/update  Bring to Board for Adoption and Consideration: March 2014

Certified: Next Steps and Proposed Timeline  301 Performance Pay Committee develops guidelines in compliance with statutory requirements and District outcomes  Base Salary:  Market Analysis  Evaluate implementation of compensation incentives for hard to fill areas as part of base pay  Determine salary progression process Tenure? Merit?  Bring to Board for Consideration and Adoption: March 2014

Coaching and Extra Duty Pay  Analysis completed by Summer 2014  Roll out for school year

Professional Growth  Develop new process and guidelines  Roll out and adopt by Fall 2013 for the school year implementation

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