1. FVP Review and Presentation of the SCPS Evergreen Study to the Spotsylvania County Board of Supervisors

2. Evergreen Study Basic Information
A Classification, Compensation and Benefits Study
Key words: Evergreen, The Study, SCPS and Division
SCPS had 2504 full time and 446 part time at the time of the study
73 departments/schools
Study started: October Published on 15 May Cost 65K
6 Chapters and 76 pages long
Evergreen Study: 6 Chapters and 76 pages
Chapter 1: Introductory information
Chapter 2: Summary of employee outreach
Chapter 3: Assessment of current operations
Chapter 4: Salary survey results
Chapter 5: Benefits survey results
Chapter 6: Recommendations

3. Study Highlights and Employee Comments
Enjoy living and working in their home town
Love the work and people
Family-friendly schedules (holidays, summers, school breaks)
Solid benefit package (health and retirement)
Wish to avoid a commute
Proud and possess self-satisfaction
Opportunities for advancement
Giving back to the community

4. Employee Outreach for the Study
Issues not related to the amount of pay employees receive and include: Compression, Step system, Starting salaries, Service credit, substitute pay, options on how to be paid, pay for added duties, recruitment and retention
Position classification is an area of concern
SCPS needs to successfully hire talent and fill vacancies
Recommendation: Focus on critical issues of concern

5. Quality Benefits
“In general employees are happy with their health and retirement benefits” (pg 2-8)
Teaching is a chosen profession and working for SCPS is a lifestyle choice.
225 students of employees living outside of Spotsylvania attending SCPS this year
“Employees believe that the Division continues to be a very good place to work” (pg 2-10)
Recommendations: Recognize shortcomings and implement solutions. Correct weaknesses in compensation and classification prior to the start of FY19.

6. Current Conditions (Compensation System)
To many salary schedules: 17
Unduplicated job titles: 229 (administrative burden)
1811 teachers
Bus drivers: 378 of the Transportation Division 396 employees
A full assessment is included in Chapter 3 of the study.
Recommendations: Correct inequalities for both full and part time employees. Bring those who are part of the inequality to equity across all employee groups.

7. Grade Placement Analysis
Bring the 259 employee’s up from grade minimum to grade midpoint
Hold the 29 employee’s at grade maximum for FY19
2781 employees are good at grade midpoint considered to be the salary an individual could reasonably expect for similar work in the market.
A positive relationship exists between tenure and pay.
“Overall, the compensation structure in SCPS offers a good foundation on which to improve” (pg 3-20)
Recommendations: Improve the compensation structure effective FY19. Fix inequalities for FY19.

8. Market Minimums
6 postions totaling 104 employees are greater than 10% below market minimums (pg 4-8)
 Transportation Coordinator percent below market; – 1 position
 Activities/Athletic Director percent below market; – 5 positions
 Instructional Technology Aide percent below market; – 18 positions
 Bus Aide/Attendant percent below market; – 73 positions
 Maint Tech VI (Department Head) % below market; -3 positions
 Maint Tech V (Manager) percent below market. – 4 positions

9. Market Midpoints
7 positions totaling 98 employees are greater than 10% below market midpoints (pg 4-8,9)
 Transportation Coordinator percent below market; – 1 position
 Maint Tech VI (Department Head) % below market; – 3 positions
 Maint Tech V (Manager) percent below market; – 4 positions
 Information System Analyst I percent below market; - 7 positions
 Bus Aide/Attendant percent below market; and – 73 positions
 Network Analyst II (Field Tech) % below market; and – 7 positions
 Transportation Dispatcher percent below market. – 3 positions

10. Market Maximums
22 positions totaling 664 employees are greater than 10% ahead of market at maximum (pg 4-10)
 Program Specialist (HR) % ahead of market; - 1 position
 School Social Worker percent ahead of market; - 15 positions
 ASL Level III Interpreter percent ahead of market; - 9 positions
 School Psychologist percent ahead of market; - 16 positions
 Math Specialist percent ahead of market; – 8 positions
 Para-educator (Special Ed) % ahead of market; positions
 School Counselor percent ahead of market; - 55 positions
 Para-educator (General Ed.) % ahead of market; 168 positions

11. Market Maximum (Continued)
 Administrative Assistant percent ahead of market; - 7 positions
 Coordinator (Special Education) – 16.4 percent ahead of market; - 4 positions
 Head Custodian percent ahead of market; - 17 positions
 Cafeteria Manager percent ahead of market; - 16 positions
 Instructional Technology Resource Teacher percent ahead of market; - 20 positions
 Custodian percent ahead of market; - 38 positions
 Teaching and Learning Coaches percent ahead of market; - 4 positions
 Athletic Trainer percent ahead of market; - 5 positions
 Coordinator (General Education/instructional) – 12.6 percent ahead of market; - 15 positions
 Speech-Language Pathologist percent ahead of market; - 24 positions
 Cafeteria Worker percent ahead of market; - 34 positions
 Reading Specialist percent ahead of market; - 29 positions
 Assistant Director percent ahead of market; - 2 positions
 Educational Diagnostician percent ahead of market - 0 positions
Note: A majority of the positions are related to para-educator (Special Ed, General Ed), social worker, school psychologist, school counselor, reading specialist and speech-language pathologist.

12. Salary Survey Results
“SCPS is paying entry-level teachers near market averages whereas teacher salaries at the midpoint and maximum levels are above market” (pg 4-6)
Substitute hourly rates paid by SCPS are higher than peer averages for those same positions.
“In general, the majority of SCPS benchmark positions shown in Exhibit 4A of the study are at or above market averages at all levels” (pg 4-13)
Note: Exhibit 4A lists 65 classifications and includes: Principals, Assistant Principals, teachers, para-educators and secretaries. (pg 4-3,4)
Clearly a majority of the total SCPS employee population.

13. Benefits Survey
SCPS provides benefits to full and part time employees.
“SCPS was found to be comparable to the market with respect to the benefits portion of total compensation” (pg 5-15)
Recommendation: Continue to provide quality benefits.

14. Evergreen Study Recommendations
Evergreen Study Recommendation 1: Partial approval of items 1-4.
Evergreen Study Recommendation 2: Full approval of the “Bring to Minimum” option for FY19 at a cost of 177K.
Evergreen Study Recommendation 3: Full approval.
Evergreen Study Recommendation 4: Full approval. Next study in 2020.

15. Final FVP Thoughts
The Evergreen Study provided good information and presents quality recommendations to improve SCPS.
SCPS needs to review the findings and present their recommendations to the Board of Supervisors and all other stakeholders.
SCPS should identify those areas that can be immediately improved or fixed over a stated period of time.
SCPS needs to thoroughly review the Divisions weaknesses presented in the Evergreen Study, identify solutions and provide the costs of implementing those solutions.

16. Final FVP Recommendations
Create the FY19 SCPS budget with the same budgeted amount as FY18.
Consider increased employee contributions to benefit costs in order to improve compensation/salary for FY19.
Examine and execute cost cutting measures and efficiencies in all departments and schools in support of a balanced budget.

17. Closing Comments
It is our sincere desire to find common good and agreement in the Evergreen Study with SCPS, the SEA and all other stakeholders which can be implemented in order to improve SCPS and make it the number one public school division in Virginia.
Questions?