Compensation and Classification Study for Isle of Wight County Schools Administrative Staff...
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Transcript of Compensation and Classification Study for Isle of Wight County Schools Administrative Staff...
Compensation and Classification Study for Isle of Wight County Schools
Administrative Staff Positions
June 14, 2012
Management Advisory Group, Inc.
Study Purposes
Conduct a thorough analysis of Administrative Staff positions and evaluate and classify the work
Survey the labor market to gather salary and wage data to ensure a competitive position
The resulting system should be:
Internally Equitable
Externally Competitive
Project Objectives
Examine the Competitiveness of the Current Pay Levels relative to Market Prices
Provide Recommendations for Salary Ranges
Recommend Pay Administration Policies
Review Benefit Levels
Project Methodology
Discuss Compensation Background and Objectives
Held Interviews with Top Staff
Developed/Provided Job Analysis Questionnaires
Conducted Interviews with Administrative Staff
Conducted Job Analysis – Internal Equity
Project Methodology (cont’d)
Developed Salary Survey to Check Market
Collected/Analyzed Compensation Data
Analyzed Job Duties and Responsibilities
Developed Draft and Final Job/Class Descriptions
Prepared Draft Report for Internal Review
Prepared Final Report
Study Process Flowchart
Market Salary Survey
InterviewsSurvey Data Analysis
Implementation Options
Questionnaires
Proposed Pay Plan
Descriptions
Individual Salary Calculations
Internal Equity
ExternalEquity
Department Calculations
Job Analysis Questionnaire (JAQ)
E-version (Online JAQ):
Click on Job Analysis
Questionnaire button
Job Analysis Questionnaire (JAQ)
E-version (Online JAQ):
Select Name from Drop-down Menu;
then Click Go
Administrative Staff Interviews
Essential Duties & Responsibilities
Job/Classification Levels
Departmental Responsibilities
Recruitment/Retention Issues
Departmental Issues
Custom Market Salary Survey Solutions
Market Manager© collects salary and benefits survey information through the web or in hard copy, and produces summary reports.
Market Manager© provides a customized salary and compensation survey based on Benchmark Classification descriptions from the current Pay Plan.
Custom Market Salary Survey
Market Manager© allows you to see exactly how your compensation stacks up against the competition.
Benchmark Positions
Coordinator of K-12 Math and Science Curriculum Director of Facilities, Construction and Maintenance Director of Secondary Schools and Early College Director of Special Education and Special Programs Director of Transportation Chief Financial Officer Food Services Supervisor Principal – Elementary School Principal – Middle School Principal – High School Procurement Officer
Responding Organizations
Culpepper County Public Schools
Hampton City Schools
James City County Public Schools
Newport News Public Schools
Norfolk Public Schools
Portsmouth Public Schools
Prince George County Schools
Suffolk City Schools
Findings: With Respect to Market Results
IWCS lags the market by 4.21% at the range minimum
IWCS lags the market by 4.06% at the range midpoint
IWCS lags the market by 3.96% at the range maximum
Majority of surveyed positions are competitive, with the exception of Procurement Officer and Food Services Supervisor (which were under market).
Benefits Consider educational incentive pay in IWCS.
Consider increased leave time for top staff hired in new.
IWCS sick leave payout is limited yet financially responsible.
Some agencies provide some comp time for exempt positions with O/T.
IWCS health care contribution is slightly higher than the norm.
Most (83%) of agencies have a defined contribution plan for retirement. IWCS has a defined benefits plan.
Adopt the compensation plan for administrative staff.
Make assignments to the positions in the new plan and advise MAG of the assignments so an implementation can be run.
Review support positions to ensure that classification assignments and compensation levels are current and keep pace with administrative positions.
Recommendations