By Bobby Stephens Willard Crouthamel (770-432-2404 x-233) Power Point Presentation #3 of 3.

by

Bobby StephensWillard Crouthamel(770-432-2404 x-233)

Power PointPresentation#3 of 3

Application of Salary Survey Information

Salary Survey Initiative

Power Pt. #1 – Brief Description (the Process)

Power Pt. #2 – Good Data Reporting (Guides)

Power Pt. #3 – The Report (Data Interpretation)

• Understanding the reports

• Drawing conclusions & implications

• Use of the data to make changes

MAXIMIZING THE BENEFITS OF

SALARY SURVEY INFORMATION

How can we make good use of the annual salary data we receive?

Core RESA Sponsors:Metro RESA, Griffin

RESA,Northeast GA RESA,

and First District RESA

Data from 53participant GA

school systems

FOR FURTHER CLARIFICATION

ON ANY SLIDE, OR TO SEE AN

EXAMPLE, CLICK ON THE “I”

BUTTON LINK BELOW (TRY IT)

By clicking on the “I” icon box whenever it appears at the bottom of a slide, there

will be additional dialog related to the content of the

slide…either information clarification or an example

related to that slide.

Annual Reports You GetThree main salary surveys

1

2

3

Large System Version

Medium System Version

Small System Version

Non Teaching Personnel Salary Reports

What Salary Information is Collected!

Teacher Salary Survey (Annual Study #1)

Non-Teaching Personnel Survey (#2)• Large systems (124 jobs), Medium

Systems (82 jobs), and Small Systems (49 jobs)

• High Potential Salary per job (and other job related info…titles, days worked, etc.)

Extracurricular Activity Supplements(#3)

• Salaries being paid at: T-Levels, Years of Experience Levels.• Furlough and Reduction Day Information

• Maximum and Minimum supplements reported for each of 73 activities

Participating School Systems

SALARY FIGURES FROM 53 SCHOOL SYSTEMS

WITH 71% OF GEORGIA'S PUBLIC SCHOOL

STUDENTS

Past participation has occurred solely by word-of-mouth, school

systems have never been solicited by advertisement.

Choosing Cost Saving Strategies that are Fair

Opportunity to compare with other GA systems in numerous ways: System Size, Locale, Ability to Pay, Similar Values or Approaches.

Salary Survey RationaleComparisons with other school systems to see if we are in line with their salaries.

Opportunity to compare:

• Urban, Metro, Rural

• System size…large, medium, small,

• Vicinity or RESA area.

• North, Middle, or South Georgia

The Value of Having Comparative Salary Data

Just to have salaries on hand to reference is a good reason by itself.

Keeping abreast of what other school systems are doing.

Defending whether salaries are high or low (an even-handed view).

Justifying assigned values of particular jobs.

Identifying the need for further review of salaries.

Underpinning your district’s setting of salaries.

But, other reasons include:

Salary Comparison Possibilities

1. System Size: • Large Systems…(a) those over 45,000 and (b) between

20,000-45,000• Medium Size Systems…between (a) 10,000-20,000 and (b)

6,000-10,000• Small Systems…between (a) 3,300-6,000 and (b) under 3,300

students

2. Urban, Metro, Rural Districts

3. Geographic Area or Locale: • Neighboring systems or within RESA area• Region of the State (North, Middle, South GA)

4. Ability to pay: • Comparison with systems having similar financial limitations• Contrast with systems whose local supplements match ours

5. Values and Strategies: • Compare with school systems using approaches similar to our

district The next slide illustrates financial strategies to

illustrate this point.

Similar SystemsPlenty of Data

http://www.google.com/url?sa=i&source=images&cd=&cad=rja&docid=-_Pd-Zh433NgAM&tbnid=PBDMIRpe_-cUiM:&ved=0CAgQjRwwAA&url=http://quickfacts.census.gov/qfd/maps/georgia_map.html&ei=atP_UajxFozs8ASq2YCYBw&psig=AFQjCNHtGSkEuuXp02w9ENclJYs3lLtJrg&ust=1375806698491368

Making comparisons with school systems employing similar financialstrategies, values, or philosophies!

Compare with systems in regard to: Local supplements added to the State Salary Schedule

Front-end or rear (maximum) loading of salary schedules

Longitudinal steps (years of experience salary plateaus…L’s)

Step increment amounts (percentage based, flat amounts, other)

Number of furlough days (or Reduction Schedule configuration)

Relationship between T4, T5, T6, and T7 salaries (e.g., percentage)

Same job title reflecting differing duties across system-size groups.

The above points require additional dialog to expand understanding.

North, Middle, and South GA Participating School Systems

MRESA = 12Griffin RESA = 8NE GA RESA = 61st Dist. RESA = 7

Other GA (North) = 7Other GA (Middle) = 6Other GA (South) = 7

DATA FROMYOUR LOCALE

LOTS OF COMPARATIVE

INFORMATION

# o

f sys

tem

s

The four RESAs listed on this slide contain numerous school

systems from North, Middle, and South Georgia…in addition to those mentioned as Other GA

systems.

Large, Medium, and Small Districts

ENOUGH DATAFOR

EVERYBODY

Plenty of Comparative Information for all systems

• LARGE SYSTEMS (OVER 20,000 FTE) = 18• MEDIUM SYSTEMS (6,000-20,000 FTE) = 19• SMALL SYSTEMS (UNDER 6,000 FTE) = 16

• Locale: North, Middle, South GA• RESA areas and/or within RESA• Similar financial philosophies:

[Job titles, job descriptions, # of furlough/reduction days, local supplements schedules, step plateaus and maximums]

There are 18 Large districts, 19 Medium-sized districts, and 16

Small systems. Additional categories are by enrollment: (a)

over 20,000 FTE, (b) 20,000-45,000 FTE, (c) 10,000-20,000, (d)

6,000-10,000 , (e) 3,300-6,000, and (f) under 3,300 students.

The next series of slides describe the Teacher Salary

Survey process and report (with samples of the various types of

salary figure comparisons).

Teacher salaries paid comparisons

T4, T5, T6, T7 Levels (certificate levels)

Years of Experience Steps (E to 30)

Comparisons by: RESA area, system size (Large, Medium, Small), like-systems, and to numerous group averages and state/regional averages

Salaries ranked by school system (highest paying at various Certificate and Experience levels)

FY 2013 TEACHER SALARY COMPARISONS: LEVEL T-4Actual amounts to be paid to teachers (the reported schedule minus any reported furlough days-unless they have already been subtracted)

State Salary Scale MEDIUM SCHOOL SYSTEMS (6,000-10,000 STUDENTS)

Actual Yrs. of State (student enrollments and number of days teachers are expected to work)

Years of Cred. Salary Bulloch Coffee Colquitt Dalton Marietta Tift Ware State Daily Medium System Average All

Prior Exper. Step 9,718 7,746 9,351 7,182 8,043 7,807 5,952 Minimum 6,000-10,000 Systems

Teaching 185 185 186 182 190 187 184 (based on 190) Average Participating

E 0,1,2 E $33,277 $33,518 $34,844 $34,726 $39,144 $34,496 $34,160 $175.92 $34,881 $35,462

1 3 1 $34,276 $34,543 $35,847 $34,771 $39,927 $35,483 $35,190 $181.19 $35,720 $36,310

2 4 2 $35,304 $35,598 $36,880 $34,817 $40,411 $36,500 $36,190 $186.63 $36,529 $37,192

3 5 3 $36,363 $36,683 $37,944 $35,817 $40,903 $37,547 $37,230 $192.23 $37,498 $38,141

4 6 4 $37,818 $38,154 $39,405 $36,852 $41,412 $38,985 $38,655 $199.92 $38,754 $39,442

5 7 5 $38,952 $39,264 $40,545 $37,910 $42,445 $40,207 $39,768 $205.92 $39,870 $40,560

6 8 6 $40,706 $40,978 $42,306 $39,335 $43,589 $41,940 $41,483 $215.19 $41,477 $42,174

7 9 7 $41,927 $42,173 $43,533 $40,461 $44,912 $43,148 $42,681 $221.65 $42,691 $43,445

8 10 $41,927 $42,173 $43,533 $42,174 $46,275 $43,248 $42,691 $221.65 $43,146 $43,795

9 11 L1 $43,185 $43,403 $44,856 $43,393 $47,721 $44,491 $43,914 $228.29 $44,423 $45,035

10 12 $43,185 $43,403 $44,856 $43,393 $49,208 $44,491 $43,914 $228.29 $44,636 $45,387

11 13 L2 $44,480 $44,670 $46,197 $44,622 $50,163 $45,872 $45,174 $235.14 $45,882 $46,549

12 14 $44,480 $44,670 $46,197 $44,622 $50,888 $45,872 $45,174 $235.14 $45,986 $46,831

13 15 L3 $45,814 $45,974 $47,577 $45,910 $51,620 $47,190 $46,501 $242.19 $47,227 $48,026

14 16 $45,814 $45,974 $47,577 $45,910 $52,365 $47,190 $46,501 $242.19 $47,333 $48,314

15 17 L4 $47,189 $47,319 $48,998 $47,232 $53,120 $48,550 $47,838 $249.46 $48,606 $49,527

16 18 $47,189 $47,319 $48,998 $47,232 $53,889 $48,550 $47,838 $249.46 $48,716 $49,799

17 19 L5 $48,604 $48,704 $50,460 $48,600 $54,665 $49,949 $49,215 $256.95 $50,028 $51,059

18 20 $48,604 $48,704 $50,500 $48,600 $55,456 $49,949 $49,264 $256.95 $50,154 $51,311

19 21 L6 $50,063 $50,130 $51,965 $50,002 $55,974 $51,391 $50,682 $264.66 $51,458 $52,226

20 22 $50,063 $50,130 $51,965 $50,002 $56,791 $51,391 $50,682 $264.66 $51,575 $52,841

21 23 $50,063 $50,130 $51,965 $51,370 $57,608 $51,391 $50,682 $264.66 $51,887 $53,041

22 24 $50,063 $50,130 $51,965 $51,370 $58,354 $51,391 $50,682 $264.66 $51,994 $53,220

23 25 $50,063 $50,130 $51,965 $51,370 $59,683 $51,391 $50,731 $264.66 $52,190 $53,424

24 26 $50,063 $50,130 $51,965 $51,370 $60,265 $51,391 $50,731 $264.66 $52,274 $53,483

25 27 $50,063 $50,130 $51,965 $51,370 $60,265 $51,391 $50,731 $264.66 $52,274 $53,543

26 28 $50,063 $50,130 $51,965 $51,370 $60,869 $51,391 $50,731 $264.66 $52,360 $53,564

27 29 $50,063 $50,130 $51,965 $51,370 $61,471 $51,391 $50,731 $264.66 $52,446 $53,626

28 30 $50,063 $50,130 $51,965 $51,370 $61,471 $51,391 $50,731 $264.66 $52,446 $53,636

29 31 $50,063 $50,130 $51,965 $51,370 $62,088 $51,391 $50,731 $264.66 $52,534 $53,668

30 32 $50,063 $50,130 $51,965 $51,370 $62,706 $51,391 $50,731 $264.66 $52,622 $53,689

Maximum Salary $50,063 $50,130 $51,965 $51,370 $62,706 $51,391 $50,731 $264.66 $52,622 $53,726

• Four certificate levels: T-4, T-5, T-6 and T-7

• Years of prior teaching experience

Actual years of prior teaching is the alignment method; that is, yearly increments from Entry Level to Years of Experience 30.

For matching purposes, there are three columns on the left side of the salary tables: (1) Actual Years of Prior Teaching, (2) Years of Creditable Experience (State), and (3) State Salary Step..

Salaries listed in schedules represent the highest amounts that systems pay regular teachers on the T-4 through T-7 levels for 0 to 30 years of teaching experience. This table aligns the state salary schedule and its unique step format comprised of Educational Levels, Years of Creditable Experience, and Longevity Plateaus, with the schedules of the participating local school systems…with their local supplements added in.

Many school districts have salary schedules based on year-for-year “prior” teaching experience and these are matched with the first column. Other districts derive their schedule by the combination of State Salary Schedule and Local Supplement scale and are aligned with the STATE SALARY STEP column.







E 0,1,2 E $33,277 $33,518 $34,844 $34,726 $39,144 $34,496 $34,160 $175.92 $34,881 $35,462

1 3 1 $34,276 $34,543 $35,847 $34,771 $39,927 $35,483 $35,190 $181.19 $35,720 $36,310

2 4 2 $35,304 $35,598 $36,880 $34,817 $40,411 $36,500 $36,190 $186.63 $36,529 $37,192

3 5 3 $36,363 $36,683 $37,944 $35,817 $40,903 $37,547 $37,230 $192.23 $37,498 $38,141

4 6 4 $37,818 $38,154 $39,405 $36,852 $41,412 $38,985 $38,655 $199.92 $38,754 $39,442

5 7 5 $38,952 $39,264 $40,545 $37,910 $42,445 $40,207 $39,768 $205.92 $39,870 $40,560

6 8 6 $40,706 $40,978 $42,306 $39,335 $43,589 $41,940 $41,483 $215.19 $41,477 $42,174

7 9 7 $41,927 $42,173 $43,533 $40,461 $44,912 $43,148 $42,681 $221.65 $42,691 $43,445

8 10 $41,927 $42,173 $43,533 $42,174 $46,275 $43,248 $42,691 $221.65 $43,146 $43,795

9 11 L1 $43,185 $43,403 $44,856 $43,393 $47,721 $44,491 $43,914 $228.29 $44,423 $45,035

10 12 $43,185 $43,403 $44,856 $43,393 $49,208 $44,491 $43,914 $228.29 $44,636 $45,387

11 13 L2 $44,480 $44,670 $46,197 $44,622 $50,163 $45,872 $45,174 $235.14 $45,882 $46,549

12 14 $44,480 $44,670 $46,197 $44,622 $50,888 $45,872 $45,174 $235.14 $45,986 $46,831

13 15 L3 $45,814 $45,974 $47,577 $45,910 $51,620 $47,190 $46,501 $242.19 $47,227 $48,026

14 16 $45,814 $45,974 $47,577 $45,910 $52,365 $47,190 $46,501 $242.19 $47,333 $48,314

15 17 L4 $47,189 $47,319 $48,998 $47,232 $53,120 $48,550 $47,838 $249.46 $48,606 $49,527

16 18 $47,189 $47,319 $48,998 $47,232 $53,889 $48,550 $47,838 $249.46 $48,716 $49,799

17 19 L5 $48,604 $48,704 $50,460 $48,600 $54,665 $49,949 $49,215 $256.95 $50,028 $51,059

18 20 $48,604 $48,704 $50,500 $48,600 $55,456 $49,949 $49,264 $256.95 $50,154 $51,311

19 21 L6 $50,063 $50,130 $51,965 $50,002 $55,974 $51,391 $50,682 $264.66 $51,458 $52,226

20 22 $50,063 $50,130 $51,965 $50,002 $56,791 $51,391 $50,682 $264.66 $51,575 $52,841

21 23 $50,063 $50,130 $51,965 $51,370 $57,608 $51,391 $50,682 $264.66 $51,887 $53,041

22 24 $50,063 $50,130 $51,965 $51,370 $58,354 $51,391 $50,682 $264.66 $51,994 $53,220

23 25 $50,063 $50,130 $51,965 $51,370 $59,683 $51,391 $50,731 $264.66 $52,190 $53,424

24 26 $50,063 $50,130 $51,965 $51,370 $60,265 $51,391 $50,731 $264.66 $52,274 $53,483

25 27 $50,063 $50,130 $51,965 $51,370 $60,265 $51,391 $50,731 $264.66 $52,274 $53,543

26 28 $50,063 $50,130 $51,965 $51,370 $60,869 $51,391 $50,731 $264.66 $52,360 $53,564

27 29 $50,063 $50,130 $51,965 $51,370 $61,471 $51,391 $50,731 $264.66 $52,446 $53,626

28 30 $50,063 $50,130 $51,965 $51,370 $61,471 $51,391 $50,731 $264.66 $52,446 $53,636

29 31 $50,063 $50,130 $51,965 $51,370 $62,088 $51,391 $50,731 $264.66 $52,534 $53,668

30 32 $50,063 $50,130 $51,965 $51,370 $62,706 $51,391 $50,731 $264.66 $52,622 $53,689

Maximum Salary $50,063 $50,130 $51,965 $51,370 $62,706 $51,391 $50,731 $264.66 $52,622 $53,726

Listed at the bottom is the maximum that a district pays at a specific T level…which is almost always the same as Step 30. For matching purposes, there are three columns on the left side of the salary tables: (1) Actual Years of Prior Teaching, (2) Years of Creditable Experience (State), and (3) State Salary Step.

Salaries listed in schedules represent the highest amounts that systems pay regular teachers on the T-4 through T-7 levels for 0 to 30 years of teaching experience. This table aligns the state salary schedule and its unique step format comprised of Educational Levels, Years of Creditable Experience, and Longevity Plateaus, with the schedules of the participating local school systems…with their local supplements added in.

Many school districts have salary schedules based on year-for-year “prior” teaching experience and these are matched with the first column. Other districts derive their schedule by the combination of State Salary Schedule and Local Supplement scale and are aligned with the STATE SALARY STEP column.







E 0,1,2 E $33,277 $33,518 $34,844 $34,726 $39,144 $34,496 $34,160 $175.92 $34,881 $35,462

1 3 1 $34,276 $34,543 $35,847 $34,771 $39,927 $35,483 $35,190 $181.19 $35,720 $36,310

2 4 2 $35,304 $35,598 $36,880 $34,817 $40,411 $36,500 $36,190 $186.63 $36,529 $37,192

3 5 3 $36,363 $36,683 $37,944 $35,817 $40,903 $37,547 $37,230 $192.23 $37,498 $38,141

4 6 4 $37,818 $38,154 $39,405 $36,852 $41,412 $38,985 $38,655 $199.92 $38,754 $39,442

5 7 5 $38,952 $39,264 $40,545 $37,910 $42,445 $40,207 $39,768 $205.92 $39,870 $40,560

6 8 6 $40,706 $40,978 $42,306 $39,335 $43,589 $41,940 $41,483 $215.19 $41,477 $42,174

7 9 7 $41,927 $42,173 $43,533 $40,461 $44,912 $43,148 $42,681 $221.65 $42,691 $43,445

8 10 $41,927 $42,173 $43,533 $42,174 $46,275 $43,248 $42,691 $221.65 $43,146 $43,795

9 11 L1 $43,185 $43,403 $44,856 $43,393 $47,721 $44,491 $43,914 $228.29 $44,423 $45,035

10 12 $43,185 $43,403 $44,856 $43,393 $49,208 $44,491 $43,914 $228.29 $44,636 $45,387

11 13 L2 $44,480 $44,670 $46,197 $44,622 $50,163 $45,872 $45,174 $235.14 $45,882 $46,549

12 14 $44,480 $44,670 $46,197 $44,622 $50,888 $45,872 $45,174 $235.14 $45,986 $46,831

13 15 L3 $45,814 $45,974 $47,577 $45,910 $51,620 $47,190 $46,501 $242.19 $47,227 $48,026

14 16 $45,814 $45,974 $47,577 $45,910 $52,365 $47,190 $46,501 $242.19 $47,333 $48,314

15 17 L4 $47,189 $47,319 $48,998 $47,232 $53,120 $48,550 $47,838 $249.46 $48,606 $49,527

16 18 $47,189 $47,319 $48,998 $47,232 $53,889 $48,550 $47,838 $249.46 $48,716 $49,799

17 19 L5 $48,604 $48,704 $50,460 $48,600 $54,665 $49,949 $49,215 $256.95 $50,028 $51,059

18 20 $48,604 $48,704 $50,500 $48,600 $55,456 $49,949 $49,264 $256.95 $50,154 $51,311

19 21 L6 $50,063 $50,130 $51,965 $50,002 $55,974 $51,391 $50,682 $264.66 $51,458 $52,226

20 22 $50,063 $50,130 $51,965 $50,002 $56,791 $51,391 $50,682 $264.66 $51,575 $52,841

21 23 $50,063 $50,130 $51,965 $51,370 $57,608 $51,391 $50,682 $264.66 $51,887 $53,041

22 24 $50,063 $50,130 $51,965 $51,370 $58,354 $51,391 $50,682 $264.66 $51,994 $53,220

23 25 $50,063 $50,130 $51,965 $51,370 $59,683 $51,391 $50,731 $264.66 $52,190 $53,424

24 26 $50,063 $50,130 $51,965 $51,370 $60,265 $51,391 $50,731 $264.66 $52,274 $53,483

25 27 $50,063 $50,130 $51,965 $51,370 $60,265 $51,391 $50,731 $264.66 $52,274 $53,543

26 28 $50,063 $50,130 $51,965 $51,370 $60,869 $51,391 $50,731 $264.66 $52,360 $53,564

27 29 $50,063 $50,130 $51,965 $51,370 $61,471 $51,391 $50,731 $264.66 $52,446 $53,626

28 30 $50,063 $50,130 $51,965 $51,370 $61,471 $51,391 $50,731 $264.66 $52,446 $53,636

29 31 $50,063 $50,130 $51,965 $51,370 $62,088 $51,391 $50,731 $264.66 $52,534 $53,668

30 32 $50,063 $50,130 $51,965 $51,370 $62,706 $51,391 $50,731 $264.66 $52,622 $53,689

Maximum Salary $50,063 $50,130 $51,965 $51,370 $62,706 $51,391 $50,731 $264.66 $52,622 $53,726

Compare your system with: [Another system, Medium-Systems average, or All Participating Systems average]

For example, Coffee County pays a second year teacher

$34,543 compared to Ware’s $35,190 salary and compared to the Medium

System average of $35,720. The average for all 53 systems is $36,310. Coffee’s teachers work 180

days ($ 192 per day compared with the State

Minimum per day which is $181).







E 0,1,2 E $33,277 $33,518 $34,844 $34,726 $39,144 $34,496 $34,160 $175.92 $34,881 $35,462

1 3 1 $34,276 $34,543 $35,847 $34,771 $39,927 $35,483 $35,190 $181.19 $35,720 $36,310

2 4 2 $35,304 $35,598 $36,880 $34,817 $40,411 $36,500 $36,190 $186.63 $36,529 $37,192

3 5 3 $36,363 $36,683 $37,944 $35,817 $40,903 $37,547 $37,230 $192.23 $37,498 $38,141

4 6 4 $37,818 $38,154 $39,405 $36,852 $41,412 $38,985 $38,655 $199.92 $38,754 $39,442

5 7 5 $38,952 $39,264 $40,545 $37,910 $42,445 $40,207 $39,768 $205.92 $39,870 $40,560

6 8 6 $40,706 $40,978 $42,306 $39,335 $43,589 $41,940 $41,483 $215.19 $41,477 $42,174

7 9 7 $41,927 $42,173 $43,533 $40,461 $44,912 $43,148 $42,681 $221.65 $42,691 $43,445

8 10 $41,927 $42,173 $43,533 $42,174 $46,275 $43,248 $42,691 $221.65 $43,146 $43,795

9 11 L1 $43,185 $43,403 $44,856 $43,393 $47,721 $44,491 $43,914 $228.29 $44,423 $45,035

10 12 $43,185 $43,403 $44,856 $43,393 $49,208 $44,491 $43,914 $228.29 $44,636 $45,387

11 13 L2 $44,480 $44,670 $46,197 $44,622 $50,163 $45,872 $45,174 $235.14 $45,882 $46,549

12 14 $44,480 $44,670 $46,197 $44,622 $50,888 $45,872 $45,174 $235.14 $45,986 $46,831

13 15 L3 $45,814 $45,974 $47,577 $45,910 $51,620 $47,190 $46,501 $242.19 $47,227 $48,026

14 16 $45,814 $45,974 $47,577 $45,910 $52,365 $47,190 $46,501 $242.19 $47,333 $48,314

15 17 L4 $47,189 $47,319 $48,998 $47,232 $53,120 $48,550 $47,838 $249.46 $48,606 $49,527

16 18 $47,189 $47,319 $48,998 $47,232 $53,889 $48,550 $47,838 $249.46 $48,716 $49,799

17 19 L5 $48,604 $48,704 $50,460 $48,600 $54,665 $49,949 $49,215 $256.95 $50,028 $51,059

18 20 $48,604 $48,704 $50,500 $48,600 $55,456 $49,949 $49,264 $256.95 $50,154 $51,311

19 21 L6 $50,063 $50,130 $51,965 $50,002 $55,974 $51,391 $50,682 $264.66 $51,458 $52,226

20 22 $50,063 $50,130 $51,965 $50,002 $56,791 $51,391 $50,682 $264.66 $51,575 $52,841

21 23 $50,063 $50,130 $51,965 $51,370 $57,608 $51,391 $50,682 $264.66 $51,887 $53,041

22 24 $50,063 $50,130 $51,965 $51,370 $58,354 $51,391 $50,682 $264.66 $51,994 $53,220

23 25 $50,063 $50,130 $51,965 $51,370 $59,683 $51,391 $50,731 $264.66 $52,190 $53,424

24 26 $50,063 $50,130 $51,965 $51,370 $60,265 $51,391 $50,731 $264.66 $52,274 $53,483

25 27 $50,063 $50,130 $51,965 $51,370 $60,265 $51,391 $50,731 $264.66 $52,274 $53,543

26 28 $50,063 $50,130 $51,965 $51,370 $60,869 $51,391 $50,731 $264.66 $52,360 $53,564

27 29 $50,063 $50,130 $51,965 $51,370 $61,471 $51,391 $50,731 $264.66 $52,446 $53,626

28 30 $50,063 $50,130 $51,965 $51,370 $61,471 $51,391 $50,731 $264.66 $52,446 $53,636

29 31 $50,063 $50,130 $51,965 $51,370 $62,088 $51,391 $50,731 $264.66 $52,534 $53,668

30 32 $50,063 $50,130 $51,965 $51,370 $62,706 $51,391 $50,731 $264.66 $52,622 $53,689

Maximum Salary $50,063 $50,130 $51,965 $51,370 $62,706 $51,391 $50,731 $264.66 $52,622 $53,726

Compare your steps, plateaus,top step and maximum salary

Notice the plateau that

Marietta has at 24-25 Years of Experience and the maximum

salary that Ware’s teachers

reach at 23 Years.

FY 2013 TEACHER SALARY COMPARISONS: LEVEL T-6

Actual amounts to be paid to teachers (the reported schedule minus any reported furlough days-unless they have already been subtracted)

State Salary Scale SMALL SCHOOL SYSTEMS (3,300 - 6,000 STUDENTS)


Years of Cred. Salary Appling Buford Butts Haralson Monroe Pike Tattnall Upson Worth State Daily Small System Average All

Prior Exper. Step 3,537 3,462 3,485 3,588 4,028 3,447 3,554 4,440 3,279 Minimum 3,300-6,000 Systems

Teaching 190 190 184 187 185 185 181 185 190 (based on 190) Average Participating

E 0,1,2 E $45,935 $49,435 $45,105 $44,048 $45,071 $43,071 $41,378 $44,239 $44,909 $228.61 $44,799 $45,409

1 3 1 $47,238 $50,967 $46,460 $45,357 $46,450 $44,364 $42,619 $45,508 $46,255 $235.46 $46,135 $46,522

2 4 2 $48,580 $52,436 $47,853 $46,705 $47,873 $45,695 $43,897 $46,815 $47,643 $242.53 $47,500 $47,707

3 5 3 $49,962 $53,948 $49,288 $48,094 $49,339 $47,065 $45,214 $48,160 $49,072 $249.80 $48,905 $48,983

4 6 4 $51,860 $55,981 $51,226 $50,001 $51,312 $48,937 $47,022 $50,008 $51,034 $259.79 $50,820 $50,693

5 7 5 $53,341 $57,647 $52,798 $51,489 $52,884 $50,404 $48,433 $51,450 $52,565 $267.58 $52,334 $52,172

6 8 6 $55,629 $60,079 $55,121 $53,787 $55,247 $52,656 $50,612 $53,678 $54,931 $279.63 $54,638 $54,319

7 9 7 $57,223 $61,896 $56,775 $55,389 $56,939 $54,232 $52,131 $55,230 $56,811 $288.02 $56,292 $55,993

8 10 $57,223 $62,051 $56,888 $55,389 $56,939 $54,232 $52,131 $55,230 $56,811 $288.02 $56,322 $56,404

9 11 L1 $58,865 $63,693 $58,478 $57,038 $58,684 $55,855 $53,695 $56,829 $58,516 $296.66 $57,962 $58,021

10 12 $58,865 $63,853 $58,597 $57,038 $58,684 $55,855 $53,695 $56,829 $58,516 $296.66 $57,993 $58,483

11 13 L2 $60,556 $65,544 $60,235 $58,737 $60,483 $57,526 $55,306 $58,476 $60,271 $305.56 $59,681 $59,987

12 14 $60,556 $65,708 $60,375 $58,737 $60,483 $57,526 $55,306 $58,476 $60,271 $305.56 $59,715 $60,341

13 15 L3 $62,298 $67,450 $62,062 $60,487 $62,337 $59,247 $56,965 $60,172 $62,080 $314.73 $61,455 $61,887

14 16 $62,298 $67,620 $62,186 $60,487 $62,337 $59,247 $56,965 $60,172 $62,080 $314.73 $61,488 $62,249

15 17 L4 $64,092 $69,414 $63,924 $62,289 $64,249 $61,018 $58,674 $61,919 $63,942 $324.17 $63,280 $63,827

16 18 $64,092 $69,588 $64,053 $62,289 $64,249 $61,018 $58,674 $61,919 $63,942 $324.17 $63,314 $64,170

17 19 L5 $65,940 $71,436 $65,842 $64,146 $66,219 $62,842 $60,435 $63,718 $65,861 $333.89 $65,160 $65,806

18 20 $65,940 $73,160 $65,974 $64,146 $66,219 $62,842 $60,435 $63,718 $65,861 $333.89 $65,366 $66,165

19 21 L6 $67,843 $75,063 $67,817 $66,053 $68,250 $64,695 $62,248 $65,571 $67,764 $343.91 $67,256 $67,665

20 22 $67,843 $75,063 $67,997 $66,053 $68,250 $64,695 $62,248 $65,571 $67,764 $343.91 $67,276 $68,120

21 23 $67,843 $75,063 $67,997 $66,053 $68,435 $64,695 $62,248 $65,571 $67,764 $343.91 $67,296 $68,370

22 24 $67,843 $75,063 $68,210 $66,053 $68,435 $64,695 $62,248 $65,571 $67,764 $343.91 $67,320 $68,621

23 25 $67,843 $75,063 $68,358 $66,053 $68,628 $64,695 $62,248 $65,571 $67,764 $343.91 $67,358 $68,849

24 26 $67,843 $75,063 $68,358 $66,053 $68,628 $64,695 $62,248 $65,571 $67,764 $343.91 $67,358 $68,924

25 27 $67,843 $75,063 $68,358 $66,053 $68,828 $64,695 $62,248 $65,571 $67,764 $343.91 $67,380 $69,021

26 28 $67,843 $75,063 $68,358 $66,053 $68,828 $64,695 $62,248 $65,571 $67,764 $343.91 $67,380 $69,047

27 29 $67,843 $75,063 $68,358 $66,053 $69,036 $64,695 $62,248 $65,571 $67,764 $343.91 $67,403 $69,112

28 30 $67,843 $75,063 $68,358 $66,053 $69,036 $64,695 $62,248 $65,571 $67,764 $343.91 $67,403 $69,123

29 31 $67,843 $75,063 $68,358 $66,053 $69,252 $64,695 $62,248 $65,571 $67,764 $343.91 $67,427 $69,161

30 32 $67,843 $75,063 $68,358 $66,053 $69,252 $64,695 $62,248 $65,571 $67,764 $343.91 $67,427 $69,186

Maximum Salary $67,843 $75,063 $68,358 $66,053 $69,252 $64,695 $62,248 $65,571 $67,764 $343.91 $67,427 $69,232

Five Year

Intervals

Capsule of Page

• Steps (Years of Credit)• T4 T5 T6 T7• Plateaus (L Levels)• Maximum Salaries• Matched with State Scale• State Daily Minimums• Group Averages (Small Systems, All systems)

The bold figures circled in this chart are five year steps…which present a

convenient way to view salary comparisons as system’s schedules

advance in years of experience levels. Some systems are entry-level loaded, some are heavy on the top

end of the scale. Some systems have equal percentage advances, many do not. Patterns across the T4, T5,

T6, and T7 levels can also be valuable to look at.

Are your salaries appropriate and in line with other districts?

Are they competitive at various levels (T and Step Levels)?

Do you need to review your supplements, longevity steps, maximum salaries reached?

Salaries that are reported are actual salaries paid; that is, furlough or reduction day pay has been excluded. Questions for you to consider!


State Salary Scale G R I F F I N R E S A S C H O O L S Y S T E M S


Years of Cred. Salary Butts Fayette Henry Lamar Newton Pike Spalding Upson State Daily Griffin Average All

Prior Exper. Step 3,485 20,455 39,905 2,570 19,010 3,447 10,496 4,440 Minimum RESA Avg. Systems

Teaching 184 185 190 187 184 185 185 185 (based on 190) Participating

E 0,1,2 E $34,803 $35,768 $33,637 $34,373 $33,914 $33,323 $33,744 $34,492 $175.92 $34,257 $35,462

1 3 1 $35,846 $36,839 $34,531 $35,478 $33,914 $34,324 $34,788 $35,468 $181.19 $35,149 $36,310

2 4 2 $36,947 $37,941 $35,460 $36,613 $34,340 $35,354 $35,832 $36,474 $186.63 $36,120 $37,192

3 5 3 $38,058 $39,076 $36,524 $37,778 $35,371 $36,415 $36,907 $37,510 $192.23 $37,205 $38,141

4 6 4 $39,580 $40,634 $37,985 $39,334 $36,785 $37,862 $38,098 $38,933 $199.92 $38,651 $39,442

5 7 5 $40,796 $41,850 $39,125 $40,574 $37,889 $38,996 $39,599 $40,043 $205.92 $39,859 $40,560

6 8 6 $42,587 $43,728 $40,886 $42,425 $39,595 $40,735 $40,787 $41,757 $215.19 $41,563 $42,174

7 9 7 $43,894 $45,037 $42,113 $43,751 $40,783 $41,954 $42,585 $42,952 $221.65 $42,884 $43,445

8 10 $44,021 $45,037 $42,113 $43,751 $40,811 $41,954 $43,865 $42,952 $221.65 $43,063 $43,795

9 11 L1 $45,244 $46,384 $43,376 $45,112 $42,603 $43,208 $43,942 $44,182 $228.29 $44,257 $45,035

10 12 $45,372 $46,384 $45,074 $45,112 $43,882 $43,208 $45,400 $44,182 $228.29 $44,827 $45,387

11 13 L2 $46,632 $47,773 $46,499 $46,511 $43,974 $44,499 $45,400 $45,449 $235.14 $45,842 $46,549

12 14 $46,733 $47,773 $46,499 $46,511 $45,197 $44,499 $46,762 $45,449 $235.14 $46,178 $46,831

13 15 L3 $48,031 $49,202 $47,969 $47,948 $45,293 $45,828 $46,793 $46,753 $242.19 $47,227 $48,026

14 16 $48,168 $49,202 $47,969 $47,948 $46,553 $45,828 $48,197 $46,753 $242.19 $47,577 $48,314

15 17 L4 $49,505 $50,674 $49,485 $49,425 $46,652 $47,197 $48,435 $48,098 $249.46 $48,684 $49,527

16 18 $49,650 $50,674 $49,485 $49,425 $47,950 $47,197 $49,889 $48,098 $249.46 $49,046 $49,799

17 19 L5 $51,027 $52,190 $51,048 $50,955 $48,051 $48,606 $49,889 $49,483 $256.95 $50,156 $51,059

18 20 $51,196 $52,190 $51,048 $50,955 $49,388 $48,606 $51,385 $49,483 $256.95 $50,531 $51,311

19 21 L6 $52,615 $53,617 $52,662 $52,550 $49,492 $50,033 $51,442 $50,909 $264.66 $51,665 $52,226

20 22 $52,832 $54,109 $52,662 $52,550 $50,869 $50,033 $52,868 $50,909 $264.66 $52,104 $52,841

21 23 $52,832 $54,109 $54,326 $52,550 $50,978 $50,033 $52,868 $50,909 $264.66 $52,326 $53,041

22 24 $53,038 $54,109 $54,326 $52,550 $52,397 $50,033 $52,868 $50,909 $264.66 $52,529 $53,220

23 25 $53,167 $54,600 $57,265 $52,550 $52,509 $50,033 $52,868 $50,909 $264.66 $52,988 $53,424

24 26 $53,167 $54,600 $57,265 $52,550 $52,509 $50,033 $52,868 $50,909 $264.66 $52,988 $53,483

25 27 $53,167 $54,600 $57,265 $52,550 $52,509 $50,033 $52,868 $50,909 $264.66 $52,988 $53,543

26 28 $53,167 $54,600 $57,265 $52,550 $52,509 $50,033 $52,868 $50,909 $264.66 $52,988 $53,564

27 29 $53,167 $54,600 $57,265 $52,550 $52,509 $50,033 $52,868 $50,909 $264.66 $52,988 $53,626

28 30 $53,167 $54,600 $57,265 $52,550 $52,509 $50,033 $52,868 $50,909 $264.66 $52,988 $53,636

29 31 $53,167 $54,600 $57,265 $52,550 $52,509 $50,033 $52,868 $50,909 $264.66 $52,988 $53,668

30 32 $53,167 $54,600 $57,265 $52,550 $52,509 $50,033 $52,868 $50,909 $264.66 $52,988 $53,689

Maximum Salary $53,167 $56,076 $57,265 $52,550 $52,509 $50,033 $52,868 $50,909 $264.66 $53,172 $53,726

Compare with your RESA

systems or area of Georgia

or Rural/Urban/MetroCircled on this slide is Griffin

RESA, which includes all of their systems for comparison. Other sheets contain groupings for

Large, Medium, and Small school systems, and Rural vs. Urban vs.

Metro systems, and North vs. Middle GA vs. South GA.

RANKED SALARY COMPARISONS FOR T-5, YEARLY STEP MAX

ALL PARTICIPATING SCHOOL SYSTEMS T-5, YEARLY STEP MAX

SCHOOL +/- AVG. +/- DAYS DAILY +/- STATE +/- SCHOOL +/- AVG. +/- DAYS DAILY +/- STATE +/- SYSTEM SALARY ALL SYSTEMS PERCENT WORK AVG. DAILY AVG. PERCENT SYSTEM SALARY ALL SYSTEMS PERCENT WORK AVG. DAILY AVG. PERCENT

1 Atlanta $71,583 $10,043 16.3% 187 $382.80 $78.45 25.8% 36 Dalton $59,083 ($2,457) -4.0% 182 $324.63 $20.29 6.7%2 Marietta $71,533 $9,993 16.2% 190 $376.49 $72.15 23.7% 37 Tift $58,912 ($2,628) -4.3% 187 $315.04 $10.70 3.5%3 Fulton $69,456 $7,916 12.9% 190 $365.56 $61.22 20.1% 38 Oglethorpe $58,761 ($2,779) -4.5% 186 $315.92 $11.58 3.8%4 Gwinnett $68,887 $7,347 11.9% 188 $366.42 $62.08 20.4% 39 Brooks $58,644 ($2,896) -4.7% 187 $313.61 $9.26 3.0%5 Decatur $68,754 $7,214 11.7% 190 $361.86 $57.52 18.9% 40 Haralson $58,502 ($3,038) -4.9% 187 $312.84 $8.50 2.8%6 Cherokee $68,352 $6,813 11.1% 182 $375.56 $71.22 23.4% 41 Muscogee $58,489 ($3,051) -5.0% 185 $316.16 $11.81 3.9%7 DeKalb $67,113 $5,573 9.1% 184 $364.74 $60.40 19.8% 42 Upson $58,251 ($3,289) -5.3% 185 $314.87 $10.53 3.5%8 Buford $66,658 $5,118 8.3% 190 $350.83 $46.49 15.3% 43 Dougherty $58,242 ($3,298) -5.4% 184 $316.53 $12.19 4.0%9 Clayton $65,943 $4,403 7.2% 185 $356.45 $52.11 17.1% 44 Ware $58,120 ($3,420) -5.6% 184 $315.87 $11.53 3.8%

10 Henry $65,852 $4,312 7.0% 190 $346.59 $42.25 13.9% 45 Ben Hill $57,825 ($3,715) -6.0% 190 $304.34 $0.00 0.0%11 Walton $65,373 $3,833 6.2% 190 $344.07 $39.73 13.1% 46 Carroll $57,802 ($3,738) -6.1% 184 $314.14 $9.80 3.2%12 Cobb $65,271 $3,731 6.1% 187 $349.04 $44.70 14.7% 47 Whitfield $57,781 ($3,759) -6.1% 180 $321.01 $16.66 5.5%13 Forsyth $65,157 $3,617 5.9% 187 $348.43 $44.09 14.5% 48 Coffee $57,744 ($3,795) -6.2% 185 $312.13 $7.79 2.6%14 Fayette $64,316 $2,776 4.5% 185 $347.65 $43.31 14.2% 49 Bulloch $57,570 ($3,970) -6.5% 185 $311.19 $6.85 2.2%15 Rockdale $63,756 $2,216 3.6% 187 $340.94 $36.60 12.0% 50 Pike $57,374 ($4,165) -6.8% 185 $310.13 $5.79 1.9%16 Liberty $63,463 $1,923 3.1% 190 $334.02 $29.67 9.7% 51 Richmond $57,144 ($4,396) -7.1% 181 $315.71 $11.37 3.7%17 Columbia $63,419 $1,879 3.1% 190 $333.78 $29.44 9.7% 52 Screven $56,303 ($5,237) -8.5% 185 $304.34 $0.00 0.0%18 Bibb $62,186 $646 1.0% 190 $327.29 $22.95 7.5% 53 Tattnall $55,086 ($6,454) -10.5% 181 $304.34 $0.00 0.0%19 Houston $62,059 $519 0.8% 190 $326.63 $22.28 7.3% 54 Meriwether $54,782 ($6,758) -11.0% 180 $304.34 $0.00 0.0%20 Chatham $61,879 $339 0.6% 190 $325.68 $21.34 7.0%21 Paulding $61,805 $265 0.4% 185 $334.08 $29.74 9.8%22 Douglas $61,665 $125 0.2% 187 $329.76 $25.42 8.4%23 Monroe $61,285 ($255) -0.4% 185 $331.27 $26.93 8.8%24 Butts $60,766 ($773) -1.3% 184 $330.25 $25.91 8.5%25 Glynn $60,737 ($803) -1.3% 184 $330.09 $25.75 8.5%26 Spalding $60,732 ($808) -1.3% 185 $328.28 $23.94 7.9%27 Newton $60,382 ($1,158) -1.9% 184 $328.16 $23.82 7.8%28 Lamar $60,372 ($1,167) -1.9% 187 $322.85 $18.51 6.1%29 Effingham $60,275 ($1,265) -2.1% 190 $317.24 $12.89 4.2%30 Appling $60,025 ($1,515) -2.5% 190 $315.92 $11.58 3.8%31 Worth $59,967 ($1,573) -2.6% 190 $315.62 $11.27 3.7%32 Colquitt $59,865 ($1,675) -2.7% 186 $321.85 $17.51 5.8%33 Troup $59,470 ($2,070) -3.4% 188 $316.33 $11.99 3.9%34 Lowndes $59,251 ($2,289) -3.7% 186 $318.55 $14.21 4.7%35 Greene $59,130 ($2,410) -3.9% 190 $311.21 $6.87 2.3%

ALL SYSTEMS SALARY AVG. $61,540STATE DAILY MINIMUM $304.34

School systems ranked by salary paid

Sample System: Cobb County• Ranked 12th in T-5 Top Salary• $3, 731 (6.1%) above All Sys. Avg.• $349 Daily Avg. (187 days worked)• $44.70 above State Scale Daily Avg. (or 14.7% above State Scale)

The table presented on this slide is very significant in that systems are

ranked in order of top paying (in this example, T-5 at the Maximum

Step), and what percent is the system salary paid (in the circled part Cobb County) over or under the mean of the 53 systems and

over or at the State minimum daily average.

RANKED SALARY COMPARISONS FOR T-5, YEARLY STEP MAX

ALL PARTICIPATING SCHOOL SYSTEMS T-5, YEARLY STEP MAX

SCHOOL +/- AVG. +/- DAYS DAILY +/- STATE +/- SCHOOL +/- AVG. +/- DAYS DAILY +/- STATE +/- SYSTEM SALARY ALL SYSTEMS PERCENT WORK AVG. DAILY AVG. PERCENT SYSTEM SALARY ALL SYSTEMS PERCENT WORK AVG. DAILY AVG. PERCENT

1 Atlanta $71,583 $10,043 16.3% 187 $382.80 $78.45 25.8% 36 Dalton $59,083 ($2,457) -4.0% 182 $324.63 $20.29 6.7%2 Marietta $71,533 $9,993 16.2% 190 $376.49 $72.15 23.7% 37 Tift $58,912 ($2,628) -4.3% 187 $315.04 $10.70 3.5%3 Fulton $69,456 $7,916 12.9% 190 $365.56 $61.22 20.1% 38 Oglethorpe $58,761 ($2,779) -4.5% 186 $315.92 $11.58 3.8%4 Gwinnett $68,887 $7,347 11.9% 188 $366.42 $62.08 20.4% 39 Brooks $58,644 ($2,896) -4.7% 187 $313.61 $9.26 3.0%5 Decatur $68,754 $7,214 11.7% 190 $361.86 $57.52 18.9% 40 Haralson $58,502 ($3,038) -4.9% 187 $312.84 $8.50 2.8%6 Cherokee $68,352 $6,813 11.1% 182 $375.56 $71.22 23.4% 41 Muscogee $58,489 ($3,051) -5.0% 185 $316.16 $11.81 3.9%7 DeKalb $67,113 $5,573 9.1% 184 $364.74 $60.40 19.8% 42 Upson $58,251 ($3,289) -5.3% 185 $314.87 $10.53 3.5%8 Buford $66,658 $5,118 8.3% 190 $350.83 $46.49 15.3% 43 Dougherty $58,242 ($3,298) -5.4% 184 $316.53 $12.19 4.0%9 Clayton $65,943 $4,403 7.2% 185 $356.45 $52.11 17.1% 44 Ware $58,120 ($3,420) -5.6% 184 $315.87 $11.53 3.8%

10 Henry $65,852 $4,312 7.0% 190 $346.59 $42.25 13.9% 45 Ben Hill $57,825 ($3,715) -6.0% 190 $304.34 $0.00 0.0%11 Walton $65,373 $3,833 6.2% 190 $344.07 $39.73 13.1% 46 Carroll $57,802 ($3,738) -6.1% 184 $314.14 $9.80 3.2%12 Cobb $65,271 $3,731 6.1% 187 $349.04 $44.70 14.7% 47 Whitfield $57,781 ($3,759) -6.1% 180 $321.01 $16.66 5.5%13 Forsyth $65,157 $3,617 5.9% 187 $348.43 $44.09 14.5% 48 Coffee $57,744 ($3,795) -6.2% 185 $312.13 $7.79 2.6%14 Fayette $64,316 $2,776 4.5% 185 $347.65 $43.31 14.2% 49 Bulloch $57,570 ($3,970) -6.5% 185 $311.19 $6.85 2.2%15 Rockdale $63,756 $2,216 3.6% 187 $340.94 $36.60 12.0% 50 Pike $57,374 ($4,165) -6.8% 185 $310.13 $5.79 1.9%16 Liberty $63,463 $1,923 3.1% 190 $334.02 $29.67 9.7% 51 Richmond $57,144 ($4,396) -7.1% 181 $315.71 $11.37 3.7%17 Columbia $63,419 $1,879 3.1% 190 $333.78 $29.44 9.7% 52 Screven $56,303 ($5,237) -8.5% 185 $304.34 $0.00 0.0%18 Bibb $62,186 $646 1.0% 190 $327.29 $22.95 7.5% 53 Tattnall $55,086 ($6,454) -10.5% 181 $304.34 $0.00 0.0%19 Houston $62,059 $519 0.8% 190 $326.63 $22.28 7.3% 54 Meriwether $54,782 ($6,758) -11.0% 180 $304.34 $0.00 0.0%20 Chatham $61,879 $339 0.6% 190 $325.68 $21.34 7.0%21 Paulding $61,805 $265 0.4% 185 $334.08 $29.74 9.8%22 Douglas $61,665 $125 0.2% 187 $329.76 $25.42 8.4%23 Monroe $61,285 ($255) -0.4% 185 $331.27 $26.93 8.8%24 Butts $60,766 ($773) -1.3% 184 $330.25 $25.91 8.5%25 Glynn $60,737 ($803) -1.3% 184 $330.09 $25.75 8.5%26 Spalding $60,732 ($808) -1.3% 185 $328.28 $23.94 7.9%27 Newton $60,382 ($1,158) -1.9% 184 $328.16 $23.82 7.8%28 Lamar $60,372 ($1,167) -1.9% 187 $322.85 $18.51 6.1%29 Effingham $60,275 ($1,265) -2.1% 190 $317.24 $12.89 4.2%30 Appling $60,025 ($1,515) -2.5% 190 $315.92 $11.58 3.8%31 Worth $59,967 ($1,573) -2.6% 190 $315.62 $11.27 3.7%32 Colquitt $59,865 ($1,675) -2.7% 186 $321.85 $17.51 5.8%33 Troup $59,470 ($2,070) -3.4% 188 $316.33 $11.99 3.9%34 Lowndes $59,251 ($2,289) -3.7% 186 $318.55 $14.21 4.7%35 Greene $59,130 ($2,410) -3.9% 190 $311.21 $6.87 2.3%

ALL SYSTEMS SALARY AVG. $61,540STATE DAILY MINIMUM $304.34

The circled column indicates

daily supplements

Sample System: Cobb County

$44.70 above State Scale Daily Avg. (or 14.7% above State Scale)

The +/- STATE Daily Average column depicts that district’s

local daily supplement. The next column indicates the

percentage that the supplement is above or below the State

Daily Average. Local supplements are useful in

viewing your ability or desire to pay teachers.

Other GA Systems 29 Ben Hill 190 190 030 Bibb 190 190 031 Brooks 187 190 332 Carroll 184 190 633 Cherokee 182 190 834 Coffee 185 190 535 Colquitt 186 186 436 Columbia 190 190 037 Dalton 182 182 838 Dougherty 184 190 639 Greene 190 190 040 Haralson 187 190 341 Houston 190 190 042 Lowndes 186 190 443 Meriwether 180 190 1044 Monroe 185 190 545 Muscogee 185 190 546 Oglethorpe 186 190 447 Paulding 185 190 548 Richmond 181 190 949 Tift 187 190 350 Troup 188 190 251 Walton 190 190 052 Ware 184 190 653 Worth 190 190 054 Whitfield 180 180 10

Average = 186.4 189.0 3.6

FY 2013 Summary of Actual Days Worked and Furlough Days by School System

Participating Actual Days Number of Days Furlough

Systems of Paid Work Schedule Based Days

Metro RESA Systems

1 Atlanta 187 191 4

2 Buford 190 190 0

3 Clayton 185 185 5

4 Cobb 187 190 3

5 Decatur 190 190 0

6 DeKalb 184 184 6

7 Douglas 187 190 3

8 Forsyth 187 187 3

9 Fulton 190 190 0

10 Gwinnett 188 190 2

11 Marietta 190 190 0

12 Rockdale 187 190 3

Griffin RESA Systems

13 Butts 184 190 6

14 Fayette 185 185 5

15 Henry 190 190 0

16 Lamar 187 190 3

17 Newton 184 184 6

18 Pike 185 190 5

19 Spalding 185 190 5

20 Upson 185 190 5

1st District RESA Systems

21 Appling 190 190 0

22 Bulloch 185 190 5

23 Chatham 190 190 0

24 Effingham 190 190 0

25 Glynn 184 190 6

26 Liberty 190 190 0

27 Screven 185 190 5

28 Tattnall 181 181 9

Furlough or Reduction Days

Furlough day pay was subtracted from the schedules of systems not producing a reduction-day schedule and having furlough days.

Information is presented on the number of furlough or reduced days the various systems have identified. Means are circled.

Salary Schedule Differences Nuances to consider in setting salaries

Front Loaded (to attract young, energetic, recently-trained teachers) Back Loaded (to keep veteran teachers) Maximum amounts high (to keep experienced workers) Number of steps deep into the years (capped at what year) Local supplements high or low (compared with other systems) Plateaus reduce salaries Matchup with State’s old format Step differences don’t make any sense (based on yrs. of tweaking) Past need to increase steps without a pay raise Bump up against State Minimums Reduction vs. Furlough Days (Daily Rate calculations) Relation of salary steps (% increase, T4,..T7 issues, evenness)

Non-Teaching Job Differences on the salary scale Hours worked Certified vs. Non-Certified Degree and/or Years of Experience Weighed Job description uniqueness across systems System Value of: Degree held, Experience, Job Evaluation

Each of the three salary survey studies has their own set of

nuances to consider: Teacher Salaries are the first listed on this

slide followed by Non-Teaching salary considerations. As for

Extracurricular activity supplements, whether systems pay a flat amount, a negotiated

amount, or have a schedule are all important salaries issues.

Some items of this list may need additional clarification!

The next series of slides describe the Non-Teaching Personnel Salary Survey data collection process and report (with samples of the various types of salary figure comparisons) and describing the effort made to

obtain accurate salary information).

Non-Teaching Personnel Positions

Certificated, Classified, plus Stipends)

High potential salary comparisons (top pay, plus other information…days worked, job titles & anomalies, etc.)

49 positions (small school districts), 82 positions (medium-size school districts), 124 positions (large school districts).

53 school systems from: Metro RESA, Griffin RESA, Northeast GA RESA, First District RESA and numerous other GA systems (North, Middle, and South GA).

TABLE OF CONTENTS

Large-Sized Districts PAGE

EXPLANATION SECTION i, ii

CENTRAL OFFICEDeputy Superintendent/Chief of Staff 1Associate Superintendent 2Assistant Superintendent 3Area Superintendent 4Exec. Dir. Accountability, Research, Assessment 5Director or Coordinator for Testing 6Student Information/Student Accounting Coordinator 7Director, Planning 8Director, Athletics 9

LARGE DEPARTMENTSAcademicsChief Academic Officer 10Director of Instruction 11Instructional Coordinators or ISS Resource Person 12Director/Coordinator of Staff or Professional Development 13Director of Alternative Education 14Director Vocational, Career, or Technical Education 15Coordinator of Vocational Education 16

Special Education PageDir., Exceptional Student Ed. (top Special Ed. Person) 17Coordinator, Special Education 18Physical Therapist 19Occupational Therapist 20Audiologist (Vision/Hearing Technician) 21Interpreter for the Deaf 22

Human ResourcesChief Personnel (HR) Officer 23Asst. HR Dir. or Division Director 24Personnel Administrator (Staffing, Elem./Secondary) 25Personnel Specialist (Certification, Benefits, Salary Admin.) 26

Financial ServicesChief Finance Officer (Comptroller) 27Director of Finance (or Finance Asst. Director) 28Director, Budget 29Supervisor, General Accounting 30Senior Accountant 31Accountant 32Accounts Payable Clerk 33Internal Auditor 34Supervisor, Payroll 35Senior Payroll Clerk 36Payroll Clerk 37Director, Purchasing 38Purchasing Agent/Buyer 39Purchasing Clerk 40

Technology ServicesChief Technology OfficerDirector of Techology InfrastructureInstructional Technology Dir./Coord. or Dir. Tech. TrainingDirector of Techology OperationsSystems Analyst/Network EngineerApplications Analyst, Support Staff, or ProgrammerLead Computer Operator/Mainframe Oper.Data Specialist or Data Entry ControllerComputer Tech Support SpecialistWebmaster/Internet SpecialistHelp Desk Specialist

Facilities, Maintenance and OperationsChief Officer of Maintenance, Facilities, & OperationsDirector, ConstructionDirector, Supervisor, or Coordinator of MaintenanceSkilled Trade SupervisorEnergy Management CoordinatorCarpenterElectricianHVAC MechanicPainterPlumberLight Equipment OperatorLocksmithAudio Visual TechnicanTrades HelperGrounds Supervisor, ForemanGrounds KeeperDirector, Safety and Security or Police ChiefSecurity Guard (unarmed)School Police Officers (armed)Supervisor of Custodian Services - District Level

WarehouseChief Warehouse OfficerForeman, WarehouseWarehousemanCourier/Mail Clerk

TransportationExec. Dir., Pupil TransportationDirector, Fleet MaintenanceAsst. Dir., Pupil TransportationRoute Supervisor/CoordinatorComputer automated routing system operatorShop Supv., Fleet MaintenanceAutomotive MechanicBus Driver TrainerBus Driver

Student Support ServicesDirector, Student ServicesCoordinator, Guidance (District Level)School Psychologists (District Level)School Social Workers or District's Visting TeacherDirector/Coordinator of After School Program

Food ServicesDir., School Nutrition ProgramCoord./Asst. Dir., School Nutrition

CommunicationsPI Officer or Communication/Information DirectorCommunications/PR SpecialistSupervisor, Printing ServicesPrinterTechnician, Graphic Arts

ClericalAdministrative Assistant/Secretary to the BoardSecretary to the SuperintendentTelephone Operator/ReceptionistExecutive SecretaryDepartment SecretaryGeneral Office Secretary

LOCAL SCHOOL POSITIONSPrincipal, High SchoolPrincipal, Middle SchoolPrincipal, Elementary SchoolAssistant Principal, High SchoolAsst. Principal, Middle SchoolAsst. Principal, Elementary SchoolInstructional Lead TeacherHigh School BookkeeperPrincipal's School Secretary (12 month)Registrar/Student Data PersonSchool ClerkLibrary-Media Center ClerkParaprofessionalTechnology SpecialistSpeech Therapist/PathologistMedia Specialist / LibrarianManager, School Nutrition Prog.Food Service WorkerSchool Nurse - LPNSchool Nurse - RNHead Custodian - School Bldg.School Building Custodian

Number of Jobs

• Large Systems – 124

• Medium Systems – 82

• Small Systems - 48

Jobs are presented first by: (a) System-wide workers (Central

Office, Department Staff, and other system coverage) and (b) Local

school building positions. Each of the jobs listed on this slide has an accompanying definition which has

been derived by looking at work typical to that job…usually from organizational charts and system job descriptions, but also relevant

to the school system’s size.

Non-Teaching Jobs

• Certified and Classified Jobs

• 14 Job Areas: Central Office, Academics, Special Ed, Human Resources, Financial Services, Transportation, Local Schools, etc.

• Large Systems (124 Jobs)• Medium Systems (82jobs) • Small Systems (48 Jobs)

Organizational charts played a major role in creating the types of

jobs and departmental organizations to which are used to

match with others having the same type of work…recognizing

that similar jobs are not titled the same from system to system.

Everything begins with good data collection (i.e., the data template)

Sample County Schools In this example, the sample county has the assistant superintendent

position having a maximum potential salary of $102,241. It

calls for a certified based individual to work for 230 days

(which we consider an annual job) and that person is a division or

department director…which was not specified. No additional comments were provided.

Highest Potential Salary

Highest pay with maximum experience & degree

284

285286287

288289

290291

341342343

344345

346347

B C D E FGHI J K L M NO P

Technology Services

14 Chief Technology Officer

The top technology administrator...may be Asst. Supt. for Technology, Exec. Dir. of Technology, Dir. of MIS, Dir. of Technology, or Chief Information Officer.

Certified Based Highest # DaysPosition Potential Salary Worked Local Title (enter 'Same' if the same) Other Comments

No $102,241 230 Dir. of Information/Instructional Technology

15 Computer Tech Support Specialist

Field support specialist or support technician who can deal with hardware, software, and network issues/problems…but not the school-based technology specialist.

Certified Based Highest # DaysPosition Potential Salary Worked Local Title (enter 'Same' if the same) Other Comments

No $58,839 230 Technician

Salary figures should be reported as the highest potential salary a job holder might make this year. That is, the Top end of highest scale, say Doctorate Level, with maximum experience and degree or training, not just current top pay.

The Chief Technology Officer, in this example,

has a high potential salary of $102,241 and is not required to have

certification. That school system calls the title

“Director of Instructional Technology”. This may

be a small system position since larger

systems have persons with less of an

instructional orientation.

Sample Data-Entry Sheet Item

Highest Potential Salary Rationale

The top end of a salary scale is the most reliable in terms of cross-system comparison (reducing the apples-to-oranges effect…the low end is very elusive, some systems never pay that.

An average system salary per worker might also be erratic…one system having older workers than others.

Current salary holder salary comparisons could be unreliable with some systems having long-time staff and others with newer personnel.

Highest Potential Salary

Ranked by School System

Sample System: Douglas Co.• $108,231 2nd highest potential• $11,248 over the Large System Avg. (11.6 % over)

Circled in this example, is an Assistant High School Principal at maximum potential of $108,231, which is 11.6% above the mean for this group of 18 large school

systems.

Sample Printout

Sheet

Other averages of

comparison

For example, Douglas with systems between 20,000-45,000

Note other comparative

grouping averages which have been

circled at the bottom of the page.

In this example, Douglas is paying 11.6% more than

the average of this group

Sample Printout

Sheet

Other information to consider

Job Description Certified Job (Y/N) # Days Worked Local Title Comments (job uniqueness)

Non-Teaching jobs are ranked from systems paying the most to systems paying the least. In this example, Atlanta has the highest potential salary for Assistant HS Principal.

Factors for higher pay might include: certified job (Y/N), days worked, local title, or job particulars …items which

have been circled on the slide.

EXTRACURRICULAR ACTIVITY: Varsity Basketball, Head Coach 11

-A-

RANKED

SALARY SUPPLEMENT RANGES

Number of

METRO Minimum Maximum High Mid. Additional Information

RESA (Base) (Top End) Sch. Sch.

1 Buford $10,000 $10,000 1 1 plus 30 additional days

2 Gwinnett $4,269 $7,963 21 24

3 Cobb $5,978 $7,473 16 25

4 Clayton $4,882 $7,344 8 14

5 Rockdale $4,255 $5,664 3 4

6 Decatur $4,140 $5,248 1 1

7 Douglas $5,200 $5,200 4 8

8 Marietta $4,900 $4,900 1 1

9 Fulton $4,758 $4,758 17 19

10 DeKalb $3,384 $4,656 21 20

11 Atlanta $4,514 $4,514 10 15 Flat Rate

12 Forsyth $4,200 $4,200 6 9 RECEIVE SUPPLEMENT PLUS 19 ADDITIONAL DAYS

Metro RESA Avg. $5,040 $5,993 9.1 11.8 < Averages for Metro RESA DistrictsMin. Avg. incl.s flat salaries

RANKED


Number of

GRIFFIN Minimum Maximum High Mid. Additional Information


1 Newton $5,500 $7,000 3 4 plus 10 days@daily state teacher rate

2 Spalding $6,000 $6,000 2 5

3 Upson $5,250 1 1

4 Butts $5,200 $5,200 1 1

5 Lamar $5,065 $5,065 1 1 5 days extended year

6 Fayette $3,750 $4,875 5 6 5yrs:$4,313 ; 10 yrs: $4,500 ; 15 yrs:$4,688 ; 20 yrs: $4,875

7 Henry $4,840 10 11 HBC

8 Pike $4,750 1 1

Griffin RESA Avg. $5,044 $5,373 3.0 3.8 < Averages for Griffin RESA DistrictsMin. Avg. incl.s flat salaries

The next series of slides describe the Extracurricular Activity Salary Supplement Survey process and report

(with samples of the various types of salary figure

comparisons).

Extracurricular Supplements

73 school activities grouped by: Athletic, Non-athletic (clubs, etc.)

Salary supplements reported: maximum & minimum pay

School systems ranked by highest paying supplement per activity

EXTRACURRICULAR ACTIVITY: Varsity Basketball, Head Coach 11

-A-

RANKED


Number of




2 Gwinnett $4,269 $7,963 21 24

3 Cobb $5,978 $7,473 16 25

4 Clayton $4,882 $7,344 8 14

5 Rockdale $4,255 $5,664 3 4

6 Decatur $4,140 $5,248 1 1

7 Douglas $5,200 $5,200 4 8

8 Marietta $4,900 $4,900 1 1

9 Fulton $4,758 $4,758 17 19

10 DeKalb $3,384 $4,656 21 20


12 Forsyth $4,200 $4,200 6 9 RECEIVE SUPPLEMENT PLUS 19 ADDITIONAL DAYS


RANKED


Number of



1 Newton $5,500 $7,000 3 4 plus 10 days@daily state teacher rate

2 Spalding $6,000 $6,000 2 5

3 Upson $5,250 1 1

4 Butts $5,200 $5,200 1 1

5 Lamar $5,065 $5,065 1 1 5 days extended year

6 Fayette $3,750 $4,875 5 6 5yrs:$4,313 ; 10 yrs: $4,500 ; 15 yrs:$4,688 ; 20 yrs: $4,875

7 Henry $4,840 10 11 HBC

8 Pike $4,750 1 1


School systems are ranked based on the highest

supplements paid (the top end of the supplement scale). This sheet also indicates the number of middle and high schools

each district has.

73 Extracurricular Activities(54 Athletic, 19 Non-Athletic)

Minimum and Maximum Supplements

Special Clarifications

Athletic/Non-Athletic Activities

NON-ATHLETIC POSITIONS

Division / Department Head or ChairElementary School Gradebook Manager or ChairMiddle School Gradebook Manager or Chair

Yearbook

Newspaper

Literary

Drama Coach

One Act Play

Debate Coach

Math Coach

Drill Team

Rifle Team

High School Band

High School Strings / Instrumental

Middle School Band

Band Assistant / Auxiliary Flags

Middle School Strings

High School Chorus

Middle School Chorus

ADDITIONAL SPORTS: HEAD COACHES

Head: Varsity Wrestling

Head: Junior Varsity Wrestling

Head: Middle School Wrestling

Head: Varsity Softball

Head: Junior Varsity Softball

Head: Middle School Softball

Head: Tennis

Head: Golf

Head: Varsity Cross Country

Head: Junior Varsity Cross Country

Head: Gymnastics

Head: Swimming

Head: Volleyball

Head: Lacrosse

SUPPORT / OTHER ATHLETIC STAFF

Weight Lifting

Trainer

Intramural / Extracurricular Coordinator

CHEERLEADING

Varsity Cheerleading

Junior Varsity Cheerleading

Freshman Cheerleading

Middle School Cheerleading

Competition Cheerleading

ATHLETIC POSITIONS

High School Athletic Coordinator

Middle School Athletic Coordinator

COACHES

Head: Varsity Football

Assistant: Varsity Football

Head: Junior Varsity / B Team Football

Assistant: Junior Varsity / B Team Football

Head: Freshman Football

Assistant: Freshman Football

Head: Middle School Football

Assistant: Middle School Football

Head: Varsity Basketball

Assistant: Varsity Basketball

Head: Junior Varsity / B Team Basketball

Assistant: Junior Varsity / B Team Basketball

Head: Freshman Basketball

Assistant: Freshman Basketball

Head: Middle School Basketball

Assistant: Middle School Basketball

Head: Varsity Baseball

Assistant: Varsity Baseball

Head: Junior Varsity / B Team Baseball

Assistant: Junior Varsity / B Team Baseball

Head: Freshman Baseball

Head: Middle School Baseball

Assistant: Middle School Baseball

Head: Soccer

Assistant: Soccer

Head: Junior Varsity / B Team Soccer

Head: Middle School Soccer

Athletic Activities

Salary supplement tables were produced for 54 athletic activities/functions (including cheerleading) and 19 non-athletic activities (e.g., drama coach, band director).Reported salary supplements were not supposed to include Extended Year Pay. Athletic supplements include head and assistant coaches, and include cheerleading as an athletic event.

EXTRACURRICULAR ACTIVITY: Varsity Softball, Head Coach 36

RANKED -C-

SALARY SUPPLEMENT RANGES Number of

Other GA Minimum Maximum High Mid. Additional Information

Systems (Base) (Top End) Sch. Sch.

1 Coffee $3,342 $7,253 1 1 10% Additional 20 days

2 Lowndes $6,000 1 2

3 Dougherty $5,650 4 6

4 Tift $5,000 1 1 P lus 20 additional days

5 Bibb $1,600 $4,000 7 7

6 Colquitt $4,000 $4,000 1 2

7 Cherokee $2,875 $3,740 5 6

8 Dalton $2,000 $3,500 2 1

9 Troup $1,000 $3,500 3 3

10 Whitfield $3,500 $3,500 3 5

11 Worth $3,500 $3,500 1 1

12 Houston $3,300 $3,300 7 8

13 Columbia $3,250 $3,250 5 8 Assistant Varsity=$1788

14 BenHill $3,000 1 1

15 Paulding $3,000 $3,000 5 9

16 Carroll $2,970 10 15

17 Muscogee $2,000 $2,869 8 12

18 Brooks $2,500 $2,500 1 1

19 Monroe $2,500 $2,500 1 1

20 Richmond $1,650 $1,650 8 10

21 Meriwether $1,500 $1,500 2 2

OTHER GA AVG $3,057 $3,628 3.7 4.9 < Averages for Other Georgia DistrictsMin. Avg. incl.s flat salaries

LARGE Systems $2,622 $3,242 9.6 12.4 < Averages for Large Districts

Min. Avg. incl.s flat salaries

MEDIUM Systems $3,232 $3,997 2.4 3.6 < Averages for Medium Districts


SMALL Systems $3,490 $4,066 1.1 1.2 < Averages for Small Districts

Systems Ranked by Top-End

Pay

Sample System: Coffee County

• $7,253 maximum supplement• $3,242 avg. for these systems• Large, Medium, Small Sys. Avg. (below)

Salary supplements reported include both the minimum (base) and maximum (top) amounts. School systems were rank ordered using the maximum salary column. If a fixed salary was paid for an extracurricular activity, then the Minimum and Maximum figures were recorded with the same amount or the minimum salary was left blank. RESA and other group averages are contained at the bottom of each table. The Minimum Average includes salaries that were determined to be a flat fee.

Responses to Initial Survey Questions

Question 1: How does your school system pay extracurricular supplements (the main method)?

Question 2: List activities for which you pay extended year supplement.

* Summary presented at bottom, after Small System's list

LargeSystems Question 1 Question 2

1 Atlanta Flat AMOUNT (SET AMOUNT)

2 Bibb AMOUNT FROM SCHEDULE

3 Chatham Flat AMOUNT (SET AMOUNT)

4 Cherokee AMOUNT FROM SCHEDULE Varsity Head Football Coach and High School Band Director

5 Clayton AMOUNT FROM SCHEDULE

6 Cobb Flat AMOUNT (SET AMOUNT)

7 ColumbiaFlat AMOUNT (SET AMOUNT)

Region=Bonus 10% of Suppl. for head & assist. coach; State=Bonus 20% of Suppl. for Head & Assist Coach; Ext. Season=$300/wk for Head Coach and $150/wk for Assist Coach

8 DeKalb AMOUNT FROM SCHEDULE n/a

9 Douglas AMOUNT FROM SCHEDULE

10 Fayette AMOUNT FROM SCHEDULE

11 Forsyth Flat AMOUNT (SET AMOUNT)

12 Fulton AMOUNT FROM SCHEDULE

13 Gwinnett AMOUNT FROM SCHEDULE

14 Henry Flat AMOUNT (SET AMOUNT)

15 HoustonFlat AMOUNT (SET AMOUNT)

ATHLETIC DIRECTOR, BAND DIRECTOR, FOOTBALL COORDINATOR, ASSOCIATE, & ASSISTANT

16 Muscogee AMOUNT FROM SCHEDULE

17 Paulding Flat AMOUNT (SET AMOUNT)18 Richmond Flat AMOUNT (SET AMOUNT)

Two questions were posed as part of the data collection process:

EXTRACURRICULAR ACTIVITY: Varsity Cheerleading 50

-A-

RANKED




1 Clayton $3,905 $5,875 8 14

2 Cobb $3,760 $4,700 16 25

3 Gwinnett $2,036 $3,796 21 24

4 Buford $2,500 $3,000 1 1

5 Marietta $3,000 $3,000 1 1


7 Decatur $1,588 $2,169 1 1

8 Forsyth $2,005 $2,005 6 9

9 Fulton $1,830 $1,830 17 19

10 Rockdale $1,290 $1,717 3 4

11 Douglas $1,700 $1,700 4 8 $1,700Football, $1,700 Basketball

12 DeKalb $1,092 $1,488 21 20


RANKED




1 Fayette $2,800 $3,640 5 6 5yrs:$3,220 ; 10 yrs:$3,360 ; 15 yrs:$3,500 ; 20 yrs:$3,640

2 Newton $3,000 $3,500 3 4

3 Upson $3,150 1 1

4 Spalding $3,000 $3,000 2 5

5 Henry $2,662 10 11 HCC for football & another HCC for basketball

6 Lamar $1,900 $2,533 1 1

7 Butts $1,000 $2,250 1 1

8 Pike $1,500 1 1



RANKED -B-


NORTHEAST Minimum Maximum High Mid. Additional Information

GA RESA (Base) (Top End) Sch. Sch.

1 Walton $1,168 $1,728 3 3

2 Greene 1 1

3 Oglethorpe 1 1

NE GA RESA Avg. $1,168 $1,728 1.7 1.7 < Averages for Northeast GA RESA Districts


RANKED


1st District Minimum Maximum High Mid. Additional Information


1 Tattnall $1,000 $9,262 1 3 1-19 Day Ext Yr Supp Contract; 2 Asst Coaches

2 Bulloch $1,750 $5,000 1 1

3 Screven $2,000 $4,000 1 1

4 Liberty $2,730 $3,140 1 3

5 Glynn $1,500 $1,900 2 4 190 days

6 Effingham $1,800 2 3

7 Chatham $690 $1,000 9 13

1ST Dist. RESA $1,639 $3,729 2.4 4.0 < Averages for First District RESA Districts



RANKED -C-


Other GA Minimum Maximum High Mid. Additional Information

Systems (Base) (Top End) Sch. Sch.

1 Coffee $4,679 $10,154 1 1 14% Additional 10 days

2 Troup $3,600 $4,500 3 3

3 Bibb $2,500 $4,300 7 7

4 Houston $4,000 $4,000 7 8

5 Dougherty $3,000 4 6

6 Paulding $3,000 $3,000 5 9

7 Worth $3,000 $3,000 1 1 includes competition; assistant cheer coach $1000

8 Muscogee $2,000 $2,869 8 12 Asst. HS Cheerleader Coach - M in. $1150, Max. $1650

9 Tift $2,750 1 1

10 Cherokee $1,750 $2,275 5 6

11 Colquitt $2,200 $2,200 1 2

12 Dalton $1,250 $2,000 2 1

13 Whitfield $2,000 $2,000 3 5

14 Lowndes $1,800 1 2

15 Richmond $1,650 $1,650 8 10

16 BenHill $1,500 1 1

17 Monroe $1,500 $1,500 1 1

18 Carroll $1,485 10 15

19 Columbia $1,000 $1,000 5 8

20 Meriwether $1,000 $1,000 2 2

21 Brooks $750 $750 1 1 $750 FOR FTBALL CHEER AND ANOTHER $750 FOR BKTBALL CHEER

OTHER GA AVG $2,210 $2,702 3.7 4.9 < Averages for Other Georgia DistrictsMin. Avg. incl.s flat salaries

LARGE Systems $2,266 $2,789 9.6 12.4 < Averages for Large Districts


MEDIUM Systems $2,333 $3,037 2.4 3.6 < Averages for Medium Districts


SMALL Systems $1,722 $2,740 1.1 1.2 < Averages for Small Districts



RANKED -D- SALARY SUPPLEMENT RANGES Number of

Large Minimum Maximum High Mid. Additional Information

Systems (Base) (Top End) Sch. Sch.1 Clayton $3,905 $5,875 8 142 Cobb $3,760 $4,700 16 253 Bibb $2,500 $4,300 7 74 Houston $4,000 $4,000 7 85 Gwinnett $2,036 $3,796 21 246 Fayette $2,800 $3,640 5 6 5yrs:$3,220 ; 10 yrs:$3,360 ; 15 yrs:$3,500 ; 20 yrs:$3,640

7 Paulding $3,000 $3,000 5 98 Muscogee $2,000 $2,869 8 12 Asst. HS Cheerleader Coach - M in. $1150, Max. $1650

9 Henry $2,662 10 11 HCC for football & another HCC for basketball


11 Cherokee $1,750 $2,275 5 612 Forsyth $2,005 $2,005 6 913 Fulton $1,830 $1,830 17 1914 Douglas $1,700 $1,700 4 8 $1,700Football, $1,700 Basketball

15 Richmond $1,650 $1,650 8 1016 DeKalb $1,092 $1,488 21 2017 Chatham $690 $1,000 9 1318 Columbia $1,000 $1,000 5 8

Large Systems $2,266 $2,789 9.6 12.4 < Averages for Large DistrictsMin. Avg. incl.s flat salaries

RANKED SALARY SUPPLEMENT RANGES Number of

Medium Minimum Maximum High Mid. Additional Information

Systems (Base) (Top End) Sch. Sch.1 Coffee $4,679 $10,154 1 1 14% Additional 10 days

2 Bulloch $1,750 $5,000 1 13 Troup $3,600 $4,500 3 34 Newton $3,000 $3,500 3 45 Liberty $2,730 $3,140 1 36 Dougherty $3,000 4 67 Marietta $3,000 $3,000 1 18 Spalding $3,000 $3,000 2 59 Tift $2,750 1 110 Colquitt $2,200 $2,200 1 211 Dalton $1,250 $2,000 2 112 Whitfield $2,000 $2,000 3 513 Glynn $1,500 $1,900 2 4 190 days

14 Effingham $1,800 2 315 Lowndes $1,800 1 216 Walton $1,168 $1,728 3 317 Rockdale $1,290 $1,717 3 418 Carroll $1,485 10 15

Medium Systems $2,333 $3,037 2.4 3.6 < Averages for Medium DistrictsMin. Avg. incl.s flat salaries

Page 50 A to F

Pagination runs from 1 to 73 to correspond to the 73 supplemented extracurricular activities. But, each of those numbers is associated with 5 pages (A to E); for example…Page 1-A, 1-B, 1-C, 1-D, and 1-E. The A pages contain the supplements for the Metro RESA and Griffin RESA systems, the B pages for the NE GA RESA and First District RESA systems, and the C pages for all Other GA school systems participating. The D and E pages repeat that information for all 53 participating districts reclassified into: Large and Medium systems (D pages) and Small school systems (E pages).

Non-Athletic ActivityEXTRACURRICULAR ACTIVITY: Middle School Chorus 73

-A-

RANKED


Number of




2 Clayton $2,604 $3,917 8 14

3 Fulton $2,562 $2,562 17 19

4 Gwinnett $1,296 $2,420 21 24

5 Forsyth $1,500 $1,500 6 9

6 Marietta $1,200 $1,200 1 1

7 Cobb $1,125 $1,125 16 25

8 Atlanta $771 $771 10 15 Flat Rate

9 Rockdale $340 $340 3 4

10 Decatur 1 1 not applicable

11 DeKalb 21 20

12 Douglas 4 8



RANKED


Number of

1st District Minimum Maximum High Mid. Additional Information


1 Effingham $1,500 2 3

2 Liberty $955 $1,098 1 3

3 Chatham $500 $500 9 13

4 Bulloch 1 1

5 Glynn 2 4

6 Screven 1 1

7 Tattnall 1 3

1ST Dist. RESA $985 $1,033 2.4 4.0 < Averages for First District RESA Districts

Sample: Metro and 1st District RESAs

Minimum and Maximum Salaries Ranked

In this example, Buford City has the highest supplement for the Middle School Chorus Director.

Reported salary supplements were not supposed to include Extended

Year Pay.

Salaries paid by Georgia school systems are often based on outdated and/or a misunderstood mixture of politics and personal preference by former superintendents and boards.

The next slide presents a listing of items which provide clarity to the above statement.

Items Impacting Salaries • Salary scales containing numerous levels (pay levels) and annual steps.

• Salaries based on degree, certification type, years of experience.

• Negotiated salaries (typically for higher level positions) or those based on a Market Analysis.

• Past strategies to increase pay (local supplements, extended year pay…200, 210, 220, etc.),

• Cost cutting strategies (furloughing, hiring contract workers, calendar year reduction)

• Hourly wage earners (custodians, bus drivers, classroom aides)…hours ranging all over the place.

• Annual days worked range all over the place (most job-holders do not actually work those amounts.

• Level of expertise (determined at hiring) or job-holders who are grandfathered into salary steps.

• Entry pay established by superintendent or department (and yearly COLA raises/steps)

• Some school systems require certification for particular jobs, others do not.

Listed on the next seven slides are ideas and methods which may call for a more thorough description…depending on the viewer’s past experience inanalyzing yearly reports.

Strategies for Fair & Competitive Pay

Every job has a value to the school system.

It’s not important how job pay got there- over the years—just that some adjustments are

needed.

Adjustment decisions should be data-based to be fair and competitive.

Salaries might require comparing with peer school systems– what is thegoing rate (what percent are we over/under peer systems).

Are adjustments…driven by teacher salary relationships…needed to be made to jobs identified with out-of range pay (to get within an acceptable range).

Today’ savings will compound over the years.

Review the comments made by the other school systems. ..are you out of

sync.

Data Driven Aspects to AddressIs it a good time to:

Reign in high salaries or make salaries fairer across the board?

Get in sync with other similar systems?

Modify salary schedules to make more sense?

Examine relationships between salary steps and local supplements?

Examine how furloughing or use of a reduction schedule has worked?

Appraise the relationship between the local tax digest and district budget?

Do you have too many pay

grades, too big of a step

increase, not enough salary

plateaus.

Tips to Setting Fair Salaries

Every job has a value to your system. The objective of a compensation study is to identify that value.

The goal is to determine fair salaries based on relationships among jobs and departments.

Salaries should be based on your system’s ability to pay and proportionate to how you pay teachers.

A hierarchy ranking of job titles is a good start.

An appropriate salary range for each position can then be established.

Do the job description and duties justify the salary being paid

…have the yearly salary

increases extended beyond the value of the

job?

Cutting Back without Cutting Pay

Nobody’s salary is reduced.

Reel in top of pay scale (then only cost-of-living when top reached).

Build schedule instead of using a formula such as teacher schedule plus extended pay (start with T7 maximum high pay and work backwards).

Days worked should reflect actual days worked.

Examine if you have a lot more top jobs than systems with about the same number of students.

Determine if any jobs are no longer needed.

Possibilities include: layoffs,

attrition, merging duties, eliminating

extended year benefits.

Reigning in Costs – Strategies Some Districts Have Employed

• Salary reductions: step freezes, local supplement cuts, fewer days worked, capping maximums.

• Positions paid based on job-responsibility, rather than on degree and experience.

• Job pay determined by placement levels rather than a negotiated process.

• Re-evaluation of actual days worked for 12-month status (230, 235, 245, 260).

• Examination of the number of job-holders per department.

• Determining if certification is an essential requirement.

• Eliminating and/or merging with other jobs (or layoffs, attrition).

• Reassignments, furlough days, central office reductions.

• Cutting or capping extended year benefits.

Does your system have a need for a pay-grade spreadsheet… for non-certified personnel, which allows you to generate different salary schedule scenarios (by entering a base salary figure and percentage of step increase…thus producing the calculations down-and-across grade and step levels )?

School systems are cutting budgets in abnormal ways due to the

tight financial times.

Comparative salary information is vitally needed this year to make wise future decisions.

HR staff wish to keep abreast of what others are doing to have a board range of choices. School systems are currently implementing all sorts of measures to cut expenses.

Every school system has jobs whose pay is out-of-range with that of other systems.

Now is a good time to make adjustments…it is a period favorable for shared sacrifice.

Adjustments should be based on comparisons with the going rate systems).

Non-teaching pay should be set in relationship to teacher pay (ability of system to pay).

Every job does not need to be a 12 month job…and days worked can reflect actual days worked (a more equitable method).

Today’s savings will compound over the years.

Salary scales can be produced so that nobody’s salary is reduced (no backward reductions, but limiting forward movement).

Tips for comparing with systems similar to yours!

Eliminate systems with extreme high and low salaries Eliminate jobs unlike what you reported (title, description) Adjust for number of days or hours worked

Eliminate Certified vs. Non-Certified mismatches.

Select 8 to 10 comparative systems.

Adjustments: Salaries identified that are regarded as anomalies due to factors such as: job mismatches, dissimilar amount of days worked, misreported information, etc.

This year may be the time to cap or cut salaries, supplements, or perks which have been out-of-line with the accepted value of a job, and upgrade our salary schedule to make it more comprehensive, fair, and understandable .

Sample

Systems

List

Sample Analysis Page

Figures to Examine• Percent above/below the Group Average

• Number of Days Worked

• Local Title and Comments

• Average of Similar Systems listed at the bottom of the page

Sample Analysis Page

Sample

Systems

List

Figures to Examine

• Certified Position

• Variety of Local Titles

• Additional Comments

Salary Survey Desired Outcomes

1. Salary rationale/schedules which are comprehensive, fair, and understandable (not one done in the past…we cannot alter it)

2. Comparison of our district with others to see if we are out of line.

3. Relational to our teacher scale (which is more time-honored as an indicator of our system’s ability to pay…based on the local economy).

4. Recommendations that are data driven.

The End

By Bobby Stephens Willard Crouthamel (770-432-2404 x-233) Power Point Presentation #3 of 3.

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