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

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

3. Staff Portrayals
Fictionalized examples of MPCS Staff

5. Jan 2015
White Paper
Sept 2015
Contract Consultant
Change Timeline

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

7. 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

8. 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

9. 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

10. 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

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

12. 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

13. 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

14. Salary Scale Width over Time

15. 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

16. 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

17. Board Meeting Public Comments

18. 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

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

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

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

22. Rachel Kirkland School Board Chair rkirkland@mpark. net Dr
Rachel Kirkland School Board Chair Dr. Bruce McDade Superintendent Eric Neff Deputy Superintendent Krista Kelly Executive Director of Finance
Questions?