+

Administrative Salary

Study – Oswego

CUSD 308

Prepared by Craig A. Schilling, Ed.D.

SBM PROS, LLC, Northbrook, Illinois

November 2013

+ Overview

The purpose of salary studies

Competitiveness

Recruiting

The importance of of retaining high qualified staff

The consequences of the turnover we document are clearly negative, on

average. Turnover is likely to be disruptive for schools and other

organizations for a variety of reasons—it can undermine reform efforts

and reduce employee buy in, fracture professional networks developed

among employees and leadership, create unclear goals and

expectations, and make for a less stable and desirable working

environment.¹

+ Methodology

2012/2013 data

Local districts between 12,000 and 22,000 students

Intra and inter-district comparability

Sorted by similar job responsibilities

Computed low, high, 1st and 3rd quartiles, median and mean

+ Districts use for the study

Carpentersville Community Unit School District 300

East Aurora School District 131

Oswego Community Unit School District 308

St. Charles Community Unit School District 303

Valley View Community Unit School District 365U

West Aurora School District 129

Wheaton Community Unit School District 200

+ Findings

Generally, Oswego CUSD 308 salaries are at or fall below the

first quartile. This means that up to 75% of their

administrative peers are compensated higher in the six

districts for which data was collected.

For most positions, Oswego CUSD 308 administrative salaries

are not competitive.

+ Conclusion

Based on this study, the current administrative salaries in

Oswego CUSD 308 compensation levels encourage high

quality staff to look elsewhere for competitive salaries.

+ Recommendations

1. Ignore the results of this study and continue to compensate administrators at or below the current market for such positions. Note that this will most likely result in higher than expected turnover in key positions that could, in turn, impact student achievement.

2. Choose to implement a modest adjustment in administrative salaries. Under this approach the district would make the minimum the 1st quartile and the maximum the median. In this scenario, administrative salaries would never be above the average – they would always be at or below median.

3. Choose to implement a more aggressive adjustment in administrative salaries. Under this approach the district would make the median the average and establish a salary range plus or minus approximately $5,000 above/below the median. Under this scenario, administrative salaries for CUSD 308 would be right in the middle.