0. MARKET STUDY FINDINGS AND RECOMMENDATIONS
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MARKET STUDY FINDINGS AND RECOMMENDATIONS
October 2016
Elliot R. Susseles, CCP
Senior Vice President National Practice Leader
DRAFT #

1. About the Study 1
Summary 2
Market Study Results 3
Recommendations 4

2. About the Study
Conducted a market rate and pay policy study affecting 4,200 employees in 380 job titles
In addition, we examined the competitiveness of teacher pay at APS
Developed a customized survey instrument with 55 benchmark jobs representative of the School’s workforce
Distributed the survey to eight (8) public sector employers representative of the APS’s competitive labor market
Market data for teachers reflects all eight peer employers
For all other positions, our analysis reflects survey responses from six (6) peer employers. In addition, we completed one survey on behalf of a participant, resulting in a 87.5% response rate

3. About the Study 1
Summary 2
Market Study Results 3
Recommendations 4

4. Summary of Findings for Teachers
Teacher Pay is very competitive compared to market
Depending on Lane, APS ranges from 103% to 114% of market
FY17 Arlington Public Schools Teacher Pay as a % of Market Average BA
BA+15 MA
MA+30
PhD/EDD
 Average
100%
114%
106%
108%
110%
Figures shown in red are below market (less than 95% of the market average)
Figures shown in black within the market range (95% to 105% of the market average)
Figures shown in blue are above market (more than 105% of the market average)

5. Summary of Findings (excluding Teachers)
Based on the overall market data covering 55 benchmark job titles, the APS’ pay structure is market competitive at the entry, midpoint, and pay range maximum
Arlington Public Schools as a % of the Market Average
Pay Range Minimum
Pay Range Midpoint
Pay Range Maximum
103%
101%
100%

6. Summary of Findings (excluding Teachers)
However, there is a variation in the competitiveness of individual benchmark job titles at the midpoint of the pay range:
18 benchmark job titles are below market (less than 95% at the midpoint)
14 benchmark job titles are at market (between 95% and 105% at the midpoint)
19 benchmark job titles are above market (above 105% at the midpoint)
4 benchmark job titles did not garner enough matches for analysis

7. About the Study 1
Summary 2
Market Study Results 3
Recommendations 4

8. Market Study Results Methodology
Arlington Public School’s Project Team and Segal Waters identified:
55 benchmark positions were developed job summaries for each benchmark job
Market information was solicited from eight (8) public sector peer employers that APS competes for talent that are of similar size and structure
Segal Waters developed a market survey document collecting:
Minimum and maximum of pay range information
# of workdays per year and # of work hours per week
Segal Waters analyzed the results and identified market competitiveness of APS positions

9. Arlington Public School Peer Employers
Alexandria City Public Schools
Arlington County
District of Columbia Public Schools
Teachers only
Fairfax County Public Schools
Falls Church Public Schools
Loudoun County Public Schools
Montgomery County Public Schools
Prince William County Public Schools
 = Responded to survey

10. Data Analysis and Adjustments
To standardize the comparison of market data, we adjusted survey information based on differences in standard contract months between APS and each peer, as appropriate.
For example, if an APS benchmark title is a 12-month job and a peer’s job is only 11-months, we increased the reported pay rates by 9.09% to reflect the difference in standard contract months
Reported Annual Salary
Standard Contract Months
Adjustment Factor to 12 months
Adjusted Annual Salary
$36,582 11
9.09%
$39,907
If survey data was provided on an hourly basis, we calculated the equivalent annual salary based on APS’ defined workweek for that job

11. Market Position by Peer Employer
Arlington Public School’s overall pay structure is within market range at the minimum, midpoint, and maximum
Structure analysis includes the additional longevity steps at the top of the pay ranges, if applicable
Arlington Public Schools as a Percent of the Average
Peer Employers
# of Matches
Pay Range Min
Pay Range Mid
Pay Range Max
Alexandria City Public Schools 48
103%
104%
Arlington County 16
113%
101%
96%
Fairfax County Public Schools 49
109%
100%
Falls Church Public Schools 36
119%
110%
Loudoun County Public Schools 47
102%
99%
97%
Montgomery County Public Schools 50
90%
108%
Prince William County Public Schools
92%
Overall

12. Market Competitiveness of Pay Ranges by Job Category
Arlington Public Schools as a % of the Market Average
Benchmark Title
# of Matches
Pay Range Minimum
Pay Range Midpoint
Pay Range Maximum
Administrative and Technical Exempt Positions
Activities Coordinator 1
Insufficient Data
Benefits Specialist 7
117%
109%
104%
Clerk of the Board
121%
114%
Director of Finance
91%
95%
98%
Director of Food Services 6
100%
101%
Director of Plant Operations
96%
Director of Transportation Services
106%
111%
Electronic Classroom Specialist
Financial Analyst III
119%
Food Services Specialist I
89%
88%
Instructional Technology Coordinator I
94%
83%
77%
Network Analyst II
122%
Payroll Administrator
125%
120%
Public Relations Specialist
84%
82%
80%
Senior Buyer
112%
102%
Technical Services Center Technician I
105%
110%
Technology Support Specialist I 4
92%
Television Producer II
107%
Testing Coordinator High School 5
67%
63%
61%
Administrative and Technical Exempt Positions Average

13. Market Competitiveness of Pay Ranges by Job Category (continued)
Arlington Public Schools as a % of the Market Average
Benchmark Title
# of Matches
Pay Range Minimum
Pay Range Midpoint
Pay Range Maximum
Cafeteria Workers, Cooks and Managers
Food Service Worker I 6
94%
83%
77%
Food Services Manager IV
84%
80%
78%
Cafeteria Workers, Cooks and Managers Average
87%
81%
Clerical and Paraprofessional Positions
Account Clerk
106%
101%
99%
Administrative Assistant 7
100%
96%
93%
Executive Assistant to the Superintendent
104%
97%
Library Media Assistant II 5
89%
85%
Personnel Technician
114%
Clerical and Paraprofessional Positions Average
103%
98%
95%
Extended Day
Extended Day Care Aide 1
Insufficient Data
Extended Day Care Supervisor
Extended Day Average NA

14. Market Competitiveness of Pay Ranges by Job Category (continued)
Arlington Public Schools as a % of the Market Average
Benchmark Title
# of Matches
Pay Range Minimum
Pay Range Midpoint
Pay Range Maximum
Instructional Administrative Positions
Assistant Director Accountability & Evaluation 4
102%
106%
109%
Assistant Superintendent of Student Services and Special Education 5
99%
107%
113%
Director of Counseling Services - Middle School
114%
Director of Early Childhood and Elementary Education
100%
103%
105%
Director of Pupil Services
98%
101%
Director of Vocational Career Technical and Adult Education
116%
117%
Elementary Assistant Principal 6
115%
Elementary Principal
High School Assistant Principal
111%
High School Principal
96%
108%
Middle School Assistant Principal
118%
Middle School Principal
110%
Supervisor of Library and Media Services
Instructional Administrative Positions Average
112%

15. Market Competitiveness of Pay Ranges by Job Category (continued)
Arlington Public Schools as a % of the Market Average
Benchmark Title
# of Matches
Pay Range Minimum
Pay Range Midpoint
Pay Range Maximum
Instructional Assistants, Resource Assistants
Instructional Assistant I 6
91%
85%
81%
Interpreter/Transliterator 3
89%
82%
78%
Security Resource Assistant 4
93%
90%
88%
Instructional Assistants, Resource Assistants Average
Maintenance and Custodial Positions
Custodial Supervisor V 7
106%
99%
96%
Custodian I
111%
87%
Custodian III
94%
84%
Electrician II
Grounds Mechanic I
101%
HVAC Mechanic II
97%
Maintenance Mechanic I - Carpenter
Maintenance Mechanic II - Painter
Maintenance Supervisor II
100%
Maintenance and Custodial Positions Average
95%
School Bus Drivers and Attendants
Bus Attendant
80%
Bus Driver
98%
92%
School Bus Drivers and Attendants Average
Overall Average
103%

16. Adjustment to Reach Market Average
Arlington Public Schools Adjustment to Reach Market Average
Benchmark Title
# of Matches
Pay Range Minimum
Pay Range Midpoint
Pay Range Maximum
Administrative and Technical Exempt Positions
Activities Coordinator 1
Insufficient Data
Benefits Specialist 7
-15%
-8%
-4%
Clerk of the Board
-18%
-12%
Director of Finance
10% 5% 2%
Director of Food Services 6 0%
-1%
Director of Plant Operations 4%
Director of Transportation Services
-6%
-10%
Electronic Classroom Specialist
Financial Analyst III
-16%
Food Services Specialist I
12%
13%
Instructional Technology Coordinator I 7%
21%
29%
Network Analyst II
Payroll Administrator
-20%
-17%
Public Relations Specialist
20%
23%
24%
Senior Buyer
-11%
-2%
Technical Services Center Technician I
-5%
-9%
Technology Support Specialist I 4 9%
14%
Television Producer II
-7%
Testing Coordinator High School 5
49%
59%
65%

17. Adjustment to Reach Market Average (continued)
Arlington Public Schools Adjustment to Reach Market Average
Benchmark Title
# of Matches
Pay Range Minimum
Pay Range Midpoint
Pay Range Maximum
Cafeteria Workers, Cooks and Managers
Food Service Worker I 6 7%
20%
30%
Food Services Manager IV
19%
25%
29%
Clerical and Paraprofessional Positions
Account Clerk
-5%
-1% 1%
Administrative Assistant 7 0% 5% 8%
Executive Assistant to the Superintendent
-4% 3%
Library Media Assistant II 5
12%
18%
21%
Personnel Technician
-13%
Extended Day
Extended Day Care Aide 1
Insufficient Data
Extended Day Care Supervisor

18. Adjustment to Reach Market Average (continued)
Arlington Public Schools Adjustment to Reach Market Average
Benchmark Title
# of Matches
Pay Range Minimum
Pay Range Midpoint
Pay Range Maximum
Instructional Administrative Positions
Assistant Director Accountability & Evaluation 4
-2%
-6%
-8%
Assistant Superintendent of Student Services and Special Education 5 1%
-7%
-12%
Director of Counseling Services - Middle School
Director of Early Childhood and Elementary Education 0%
-3%
-5%
Director of Pupil Services 2%
-1%
Director of Vocational Career Technical and Adult Education
-11%
-13%
-15%
Elementary Assistant Principal 6
-14%
Elementary Principal
High School Assistant Principal
-10%
High School Principal 4%
Middle School Assistant Principal
-16%
Middle School Principal
-9%
Supervisor of Library and Media Services

19. Adjustment to Reach Market Average (continued)
Arlington Public Schools Adjustment to Reach Market Average
Benchmark Title
# of Matches
Pay Range Minimum
Pay Range Midpoint
Pay Range Maximum
Instructional Assistants, Resource Assistants
Instructional Assistant I 6
10%
18%
23%
Interpreter/Transliterator 3
13%
29%
Security Resource Assistant 4 8%
11%
Maintenance and Custodial Positions
Custodial Supervisor V 7
-5% 1% 5%
Custodian I
-10%
15%
Custodian III 6%
19%
28%
Electrician II 7%
Grounds Mechanic I
-1%
HVAC Mechanic II 3%
Maintenance Mechanic I - Carpenter 4%
Maintenance Mechanic II - Painter
Maintenance Supervisor II 0%
School Bus Drivers and Attendants
Bus Attendant
25%
Bus Driver 2%
12%

20. Review of Pay Practice Competitiveness
Arlington Public Schools uses similar pay practices as its comparator employers
Pay Schedule and Pay Increases at APS are generally consistent with comparator School Systems
Similar to APS, five of the seven comparators do not provide Education Pay Supplements for Administrator positions
Three of the seven peers provide supplements for exempt positions where APS does not
APS does provide pay supplements for non-exempt positions, while only one comparator provides a supplement for licensed mechanics
One comparator provides pay differentials based on degree type but it does not include Non-exempt classified staff
Five of the seven peers do not provide Longevity Pay; APS also does not provide Longevity Pay however, APS does provide Longevity steps at the end of the pay scales rather than Longevity Pay Supplements

21. About the Study 1
Summary 2
Market Study Results 3
Recommendations 4

22. Recommendations Changes to the Current Pay Structure
The following categories are lagging market:
Five individual positions within the Administrative and Technical Exempt positions
Cafeteria Workers, Cooks and Managers
Instructional Assistants and Resource Assistants
School Bus Drivers and Attendants
Five of the nine Maintenance and Custodial positions
These positions should be reviewed for range adjustments based on available funding.

23. Questions?