Classification & Compensation Study

Outside firm (BCC) was hired to perform: Classification Study Internal Equity Pay equity compliance Study of Jobs Evaluation of Jobs Write Job Descriptions Manual & Materials to Maintain Compensation Study External Competitiveness Market salary survey Results of both studies were used to design a new pay plan that is both internally equitable and competitive to the outside market.

Classification Study Employee orientation. Employees filled out job surveys. Supervisors read and approved or made comments on the survey. Employees from each job title were interviewed. Consultant placed like or similar level jobs into proposed “Classification Titles”. Consultant assessed and rated all classifications using the “Classification Matrix System” based on these factors: Knowledge & Occupational Skill- 52% Supervisory Authority- 20% Public Relations- 20% Working Conditions- 8% Each area consists of two sub-sections. Each area consists of two sub-sections. Job Descriptions were developed for all classifications.

Compensation Study Participating Schools Buffalo/Hanover/Montrose Cannon Falls Farmington Forest Lake Inver grove Heights Rosemount Apple Valley/ Eagan Stillwater South Washington South St. Paul Waconia West St Paul

Compensation Study cont. Benchmark Jobs- 43% Sample Superintendent Director of Business Network Admin. Director of Food Service Director of Com. Ed. Director of Spec. Srv. Director of Marss/Dac MS Principal Payroll/Benefits Supervisor Director of Athletics ECFE Coordinator Classroom Teacher Assistant Principal ABE Coordinator Custodian Lead Cook II SAC Program Coordinator RN Payroll Specialist Cooks Assistant Admin. Asst. Supt. Secretary I Secretary II Secretary III Administrative Assistant Accounts Payable Clerk Accounting Specialist Lead Custodian Senior Citizen’s Program Coord. Student Accounting Specialist Adult & Youth Enrichment Coord. Student Assistant

Combining of Both Studies Conducted two statistical procedures. Compared internal and external salaries (minimum, average, maximum) on a “job by job” basis. Performed a statistical analysis called regression analysis on all market pay rates and districts internal rates, a powerful averaging tool used to predict midpoints using both market data and internal data. Developed a new salary plan based on the blending of market pay outcomes and the districts job ratings. Minimum and maximum of each range were built around the midpoint using the analysis tools. Each employee was assigned to a salary range based primarily on job rating outcomes.

BCC Recommendation Consistency in steps and ranges is the essential and underlying principal of the MN Pay Equity Act and provides for consistency and fairness across different bargaining groups. Implement a 13 step schedule Grades 1-12 steps Grades 13 + ranges For Licensed Teachers BBC recommended that the current structure remain intact.

District’s Market Analysis Information not included in the market survey Information Health Contributions Paid Days Off Vacation Days Vacation Days Holidays/Non Work Days Holidays/Non Work Days Personal/Essential Days Personal/Essential Days Emergency Leave/Vacation Days Emergency Leave/Vacation Days Sick Days/Bereavement Leave Sick Days/Bereavement Leave 403B Match Plans Severance Payments Retiree Health Payments DistrictsFarmingtonStillwater South St. Paul Rosemount/Apple Valley/ Eagan Valley/ Eagan

Findings from the Study Entry level pay schedules tend to be below minimum rate for grades 6-9. Our more experienced positions are very close to the market. Overall the market survey shows that we are within 2.73% of the market average (This does not include insurance or paid days off).

Hastings Public Schools Trend Analysis

The district has : 313 Employees / 65 Classifications 300 Teachers / 8 Classifications 88 Employees were below the minimum rate. 34 Employees were above the maximum rate. 4 Positions were reclassified based on the nature of the job 4 Positions were reclassified based on the nature of the job 4 Classifications adjusted due to market. 4 Classifications adjusted due to market. It will cost the district $130,164 to bring those below the minimum onto the proposed schedule.

Excerpt of Classification Summary Handout

What does the Board want to do? Go to the recommended 13 Step Schedule Move individuals onto the schedule who are below the minimum rate Freeze individuals that are above the maximum rate Pro-Rate Health Insurance based on hours worked by grade Roll in and/or eliminate longevity and any language referring to additional pay in any form. Equity across contracts for Paid Days Off Caps on Retiree Health/Severance New hires go to 403(b) Match

13 Step Schedule

Placement on the System Less than $0.40 – will move to Step II in year one of negotiations. $0.40 – $1.05 – will move to Step I in year one. Greater than $1.05 – divide amount by two and receive ½ in year one, in year two – move to step 1. New Hires - $0.50 below Step I (move to Step I in year two).

Health Insurance Pro-Rated on Hours Worked Maximum Minimum Annual Annual %1,8881, %1,6051, %1,4161, %1, %

Grades

Holidays

Paid Days Off