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Transcript of Hawaii teacher salary study
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Study of Hawaiis Compensation
System
By
Augenblick,PalaichandAssociates
with
ChrisStoddard
November2014
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Mr. Wilbert HolckExecutive DirectorHawaii State Teachers Association1200 Ala Kapuna St.Honolulu, Hawaii 96819
Ms. Kathryn MatayoshiSuperintendentHawaii State Department of Education1390 Miller StreetHonolulu, Hawaii 96813
Mr.Holck
and
Ms.
Matayoshi,
ThisreportservesastheculminationoftheworkAugenblick,PalaichandAssociates(APA)conducted
fortheHawaiiDepartmentofEducationtoexamineHawaiisteachercompensationsystem.Followinga
competitiveRequestforProposalprocess,APAwasawardedtheproject.Thescopeofworkcalledfora
fullinvestigationofthestatescompensationsystem,includinganexaminationofthestructureofthe
statessalaryschedule,acomparisonofsalarylevelstothoseofcomparisondistricts,acomparable
wagestudy,andasetofrecommendationsforpossiblechangestothestatesteachercompensation
system.
Thereport
has
six
chapters.
Chapter
one
provides
abrief
background
on
the
project
and
an
introduction
tothework.ChaptertwoexaminestheflowofteachersintoandoutofHawaiisteacherworkforce.
Chaptertwobeginswithanexaminationoftrenddata,andthenrunsaregressionanalysistoshowhow
differentvariablesinfluenceteacherretention.Chapterthreeisacomparablewagestudy.Itcompares
teachersalariestothoseofotherprofessionals,bothinHawaiiandacrossthecountry.Chapterfour
examinesthestructureofHawaiissalaryscheduleandcomparesittosalaryschedulesin12comparison
districts.Hawaiissalarylevelsarethencomparedtothecomparisondistricts.Thecomparisonsexamine
rawsalaries,salariesadjustedforworkload,andsalariesadjustedforgeographiccostdifferences.
ChapterfiveexaminesHawaiisbenefitstructure,includinginsurancecoverageandretirementplans.
Chapterfivealsoprovidessomecomparisonstootherdistricts.Chaptersixusestheanalysisdescribedin
theearlier
chapters
to
recommend
alist
of
possible
changes
to
Hawaiis
compensation
system.
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Recommendationsincludeloweringthenumberofclassesinthesalaryschedule,raisingthenumberof
stepsinthesalaryschedule,raisingstipendlevelsfornonathleticandathleticcoaches,andexamining
theuseoftargetedstipends.
APAappreciatestheopportunitytoworkonthisprojectandthanksallthestaffthathelpedusduring
thestudy.
Sincerely,
JustinSilverstein
VicePresident,APAConsulting
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Contents
I.INTRODUCTION.......................................................................................................................................... 1
II.CURRENTDISTRIBUTIONANDFLOW........................................................................................................ 2
TheData.................................................................................................................................................... 2
Distribution............................................................................................................................................... 2
TeachersComingintotheSystem............................................................................................................ 6
TeachersLeavingtheSystem.................................................................................................................... 7
StatisticalAnalysisofFactorsAssociatedwithAttrition........................................................................... 9
Conclusion............................................................................................................................................... 12
III.COMPARABLEWAGEANALYSIS............................................................................................................. 13
SourcesofInformationaboutComparisonOccupations....................................................................... 14
MethodologicalApproach...................................................................................................................... 14
IdentifyingComparisonOccupations.................................................................................................. 14
ComparisonGroup1:OtherCollegeEducatedWorkers.................................................................... 15
ComparisonGroup2:ProfessionalandTechnicalOccupations......................................................... 15
ComparisonGroup
3:
EPI
Identified
Comparison
Occupations
..........................................................
15
ComparisonGroup4:ExpandedComparisonGroup.......................................................................... 16
AdjustingfortheCharacteristicsofWorkersandOccupations.............................................................. 16
SalaryComparisons:OESDataonOccupationsinHawaiiandOtherStates.......................................... 17
SalaryComparisons:ACSDataonIndividualsinHawaiiandOtherStates............................................. 22
Conclusion............................................................................................................................................... 24
IV.SALARYSTRUCTUREANDLEVELCOMPARISONS................................................................................... 25
SelectingComparisonDistricts............................................................................................................... 25
StructureofDistrictSalarySystems........................................................................................................ 26
AdjustingforWorkLoadandGeographicCostDifferences................................................................... 32
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WorkLoad........................................................................................................................................... 32
GeographicCostDifferences.............................................................................................................. 38
CombiningWorkLoadandGeographicCostDifferences................................................................... 42
Conclusion............................................................................................................................................... 44
V.COMPARISONOFBENEFITS,STIPENDS,ANDRETIREMENT................................................................... 46
Benefits................................................................................................................................................... 46
HealthInsurance................................................................................................................................. 46
DentalandVision................................................................................................................................ 47
SickLeaveandPersonalDays............................................................................................................. 47
SupplementalPay................................................................................................................................... 47
NonAthletic
Coach
Stipends
..............................................................................................................
48
AthleticCoachStipends...................................................................................................................... 49
Retirement.............................................................................................................................................. 50
Conclusion............................................................................................................................................... 52
VI.RECRUITMENTANDRETENTIONANDRECOMMENDATIONS................................................................ 54
Recruitment............................................................................................................................................ 54
Retention................................................................................................................................................ 54
Recommendations.................................................................................................................................. 55
AppendixA:RegressionResults,CorrelationwithLeaving........................................................................ 56
AppendixB.................................................................................................................................................. 58
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I. INTRODUCTION
TheJuly1,2013June30,2017agreementbetweentheHawaiiStateTeachersAssociation(HSTA)and
theHawaiiDepartmentofEducation(HDOR)calledforacomprehensivestudyofthestatesteacher
compensationsystem.
The
state
put
out
arequest
for
proposals
(RFP)
seeking
avendor
to
complete
the
study,andselectedAugenblickPalaichandAssociates(APA)asthevendor.
Thecompensationsystemsthatdistrictssetupcontainanumberofdifferentparts,includingbasepay
forteachers(usuallybasedonasalaryschedule);stipendsforadditionalservices;andbenefitspackages
includinghealthinsurancecoverageandretirement.Asdistrictscrafteachpieceofthecompensation
system,theycreatepackagesuniquetoeachdistrict.ThisstudyexamineseachpieceofHawaiisteacher
compensationsystemandprovidesanumberofrecommendationsbasedontheanalysis.
Thisstudycontainssixchapters,includingthisbriefintroduction(ChapterOne):
ChapterTwo
reviews
the
current
distribution
and
flow
of
teachers
in
Hawaii.
First,
it
examines
whereteachersareonthecurrentsalaryscheduleandhowithaschangedovertimeislooked
at.Second,itlooksatthetrendsofwhenteachersenterteachinginHawaiiandwhenthey
leave.Finally,ChapterTworunsaregressiontodeterminewhatfactorsmightplayarolein
teacherretention.
ChapterThreeisacomparablewagestudyexamininghowteachingsalariescomparewithother
occupationsalarieswithinHawaii.Thesesalarydifferencesarecomparedtodifferencesinother
statesthroughoutthecountry.
Chapter
Four
compares
Hawaiis
salary
schedule
structure
and
salary
levels
to
those
of
12
comparisondistrictsaroundthecountry.Salariesarecomparedbothatarawlevelandalso
afteradjustingforworkloadandgeographiccostdifferences.
ChapterFiveexaminesthestipends,benefits,andretirementplansofferedinthetwelve
comparisondistricts,comparesthemtoHawaiisstipends,benefits,andretirementplans.
Healthinsurance,dentalandvisioninsurance,sickdays,andstipendsforadditionaldutiesare
allexamined.
ChapterSixtakesthestudyinformationandexaminesthepossibleinfluencesonrecruitment
andretention.ChapterSixthenoffersafewrecommendationsforpossiblechangestothe
currentsystem.
Whenreviewinginformationoncomparisonstootherdistricts,itisimportanttokeepinmindthe
limitationsofthisresearch.APAdoesnothaveinformationontheeffectivenessofthecomparison
districtscompensationsystemsinattractingandretainingstaff,orinmeetingotherdistrictgoals.
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II. CURRENT DISTRIBUTION AND FLOW
APAexamineddatareceivedfromtheHDOEforthe200910,201011,201112,201213,and201314
schoolyears.Thisdatawasusedtounderstandthedistributionofteacherswithinthepaysystem,the
flowofteachersinandoutofthesystem,andthereasonswhyteachersmaybeleavingthesystem.
The Data
TheHDOEprovideddatacamefromthepersonneltransactiondatabase.Thedatahadmultiplerecords
perpersonperyear,basedonthenumberofpersonneltransactions.Toanalyzethisinformation,the
datasetwasreducedtooneobservationperyear.Thefinalobservation,whichwasbasedonthemost
recentobservationupdate,wasusedtoidentifythesalarycodesforeachteacher.
Thelocationinformationforwhereeachpersonworkedwasthenusedtoconnectteacherswith
informationabouttheirschools,basedoninformationcontainedintheSchoolStatusandImprovement
Report(SSIR).Ateacherwasidentifiedasquittingifs/heappearedinthedatabaseasateacherforany
given
year,
but
not
for
the
next
year.
Similarly,
a
new
teacher
was
identified
as
a
person
who
appears
in
thedatabaseasateacherforanygivenyear,butwhowasnotlistedateacherinthedatabaseduring
theprioryear.YearsofservicewererecordedaseachpersonstotalyearsofserviceinHawaii.
Distribution
Understandingthecurrentdistributionofteacherswithinthecompensationsystemisafirststepto
understandinghowthesystemisfunctioning.Hawaiisteacherpaysystemisbasedonatraditional
salaryschedulethatrewardseducationlevelandyearsofservice.Educationrecognitionincludessix
possibleclasses,startingwithClassII(aBachelorsdegree)andendingwithClassVII(aDoctorateora
Mastersplus60credits).TeacherswithaBachelorsdegreeand30creditsareplacedinClassIIIalong
withthosewithaMastersdegree.Anadditional15creditsarerequiredtomovetoClassesIVthrough
VI.
Recognitionofteacherexperienceisexpressedthrough15possiblesteps.Thestepsdonotcorrelate
directlytoyearsofexperience.Infact,thefirstthreestepsinHawaiissalaryscheduleareonlyfor
teacherswhohavenotcompletedastateapprovedteachereducationprogram(SATEP).
Lookingatthedistributionofteachersovertime,itisclearalargeshiftinstepsoccurredbetweenthe
201213and201314schoolyears.TableII1belowshowsthedistributionofteachersin201213onthe
salaryschedule.Forallyears,thedistributionacrossclassesissimilar,withthemajorityofteachersin
ClassesIIandIII.The201213distributionacrossstepsissimilartothatofthe201011and201112
years.The
majority
of
teachers
fall
into
Steps
5and
7.
Teachers
are
also
concentrated
in
Steps
6,
8,
9,
and10.
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TableII1
DistributionofTeachers201213
Step ClassII ClassIII ClassIV ClassV ClassVI ClassVII Total
1
185
16
0 0 0 0
2012 1 0 0 0 0 0 1
3 0 6 0 0 0 0 6
5 1,301 1,984 246 77 28 41 3,677
6 174 463 107 47 27 45 863
7 504 983 611 478 429 815 3,820
8 67 116 144 161 158 597 1,243
9 52 97 108 128 140 661 1,186
10 15 23 33 36 35 200 342
11 11 20 27 24 39 201 322
12
25
55
61 68 98 555
86213 23 29 38 35 62 379 566
14 7 14 20 20 30 221 312
14A 7 4 9 11 11 116 158
14B 1 6 11 14 35 217 284
Total 2,373 3,816 1,415 1,099 1,092 4,048 13,843
TableII2showsthe201314distributionofteachers.ComparingTablesII1andII2showsashiftin
placementalongthesalaryschedulegridforthe201314schoolyear,reflectiveoftheJuly1,2013
June30,
2017
agreement
between
the
HSTA
and
the
HDOE.
In
2013
14,
around
46
percent
of
teachers
areonSteps6and8.Steps5,7,9,and10alsohavehighconcentrationsofteachers.
Thelinkbetweenstepsandyearsofexperienceisrelativelylinear,buttheactualprogressionthrough
thestepsisnotaoneyeartoonesteprelationship.Steps5through14Bareforteacherswhohave
completedanapprovedSATEP.Step5issupposedtoincludeteachersintheirfirstandsecondyearsof
teaching,oftenreferredtoasyears0and11.Step6ofthescheduleincludesthoseteachersintheir
secondthroughsixthyearsofteaching.TableII3showstheaverageyearsofexperienceofpersonnel
withinallcellsofthesalaryscheduleforthe201213schoolyear.(APAusesthetermcelltoreferto
thespecificcombinationsofeducationlevelandstep.)TableII4showstheaverageyearsofexperience
afterthestepadjustmentfor201314.
1http://www.hawaiipublicschools.org/DOE%20Forms/OHR%20Employment/TeachersSalarySch2014 2015.pdf
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TableII2
DistributionofTeachers201314
Step ClassII ClassIII ClassIV ClassV ClassVI ClassVII Total
1 168 10 0 0 0 0 178
2 34 6 0 0 0 0 40
3
0
9
0 0 0 0
9
5 573 689 40 9 3 11 1,325
6 986 1,643 276 112 54 58 3,129
7 187 443 187 108 66 135 1,126
8 409 798 520 421 376 834 3,358
9 56 112 132 152 145 600 1,197
10 46 79 94 111 124 612 1,066
11 12 26 33 32 26 201 330
12 10 16 27 25 46 207 331
13 23 56 53 66 85 528 811
14 21 22 32 29 51 336 491
14A 9 13 18 17 24 191 272
14B 6 9 20 19 38 265 357
Total 2,540 3,931 1,432 1,101 1,038 3,978 14,020
ExcludingteacherswhohavenotcompletedaSATEPprogramfromtheexamination,yearsof
experiencegenerallyincreaseasstepsgethigher.Thisistrueinbothyears,acrossallclasses.Focusing
juston201314,averageyearsofexperienceishigherforClassesIVthroughVIIinSteps5through8.
Steps9through14Bseemoreconsistencyinaverageyearsofexperienceacrossclasses.
TableII
3AverageYearsofExperiencebyClassandStep201213
Step ClassII ClassIII ClassIV ClassV ClassVI ClassVII
1 2.6 2.1
2 3.0
3 5.7
5 4.4 4.7 6.5 7.1 7.0 7.2
6 7.7 7.1 8.5 8.4 8.6 8.7
7 11.8 11.3 12.5 13.2 13.5 14.0
8 16.5 16.7 17.4 17.6 18.3 18.7
9 20.6 20.4 20.8 21.3 21.8 21.9
10
23.7
24.0 23.7 23.2 23.9
23.811 25.0 24.3 24.0 25.0 25.0 25.5
12 25.8 26.4 26.6 26.2 26.5 26.8
13 30.0 29.0 29.1 28.9 29.4 29.5
14 31.4 31.8 31.9 31.5 31.0 32.0
14A 34.4 29.0 33.6 33.0 35.5 34.9
14B 37.0 32.8 40.0 38.3 40.0 39.3
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TableII4
AverageYearsofExperiencebyClassandStep201314
Step ClassII ClassIII ClassIV ClassV ClassVI ClassVII
1 2.0 1.7
2 2.7 2.4
3
4.6
5 2.8 3.5 6.2 7.1 5.0 6.1
6 4.6 4.8 6.4 6.6 7.0 7.2
7 8.7 8.0 9.5 11.1 11.3 12.0
8 12.1 11.4 12.7 13.2 13.8 14.2
9 16.6 17.2 17.9 17.8 18.6 19.1
10 21.0 20.3 20.5 21.6 21.8 21.9
11 23.5 23.0 23.8 23.3 24.3 24.0
12 25.6 24.4 24.5 25.0 25.4 25.5
13 25.8 26.8 26.8 26.6 26.8 27.1
14 30.1 29.0 29.6 28.6 29.7 29.8
14A
32.0
30.5 32.1 31.7 31.2
32.314B 35.0 33.0 36.9 35.7 38.9 37.9
TableII5showstheaverageyearsofexperienceofallteachersinastep,regardlessoftheireducational
class,for201314.Itappearstotakearoundadecadetomovefromthefirststep,Step5,tothefourth
step,Step8.ThereisafiveandahalfyeardifferenceintheaverageexperienceofteachersinStepeight
comparedtothoseinStep9.Notsurprisingly,Step8hasbyfarthemostteachers,withover3,300
teachersinStep8duringthe201314schoolyear.Thisisthelargestdifferencebetweensteps,other
thanbetween14Aand14B(whichisnearlysixyears,butonlyrepresentsabout630teachersacross
Steps14Aand14B).
TableII
5
AverageYearsofExperiencebyStep
Step AverageYears
5 3.2
6 5.0
7 9.0
8 12.8
9 18.3
10 21.5
11 23.8
12 25.3
13
26.9
14 29.6
14A 31.9
14B 37.8
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Teachers Coming into the System
APAwasabletocreateinformationonteachersenteringtheteacherpaysystembytakingthefiveyears
ofHDOEprovideddataandthenidentifyingteacherIDsineachyearthatdidnotexistintheprevious
year.Thismethodgeneratedfouryearsworthofdata,including201011,201112,201213,and2013
14.TableII6showsthatthevastmajorityoftheteachersenteringthesystementerwitheducationat
theClass
IIor
Class
III
levels.
TableII6
NewTeachersbyClass
Year ClassII ClassIII ClassIV ClassV ClassVI ClassVII Total
201011 472 490 20 10 10 24 1,028
201112 493 579 13 10 7 16 1,120
201213 500 560 13 6 11 21 1,111
201314 597 598 19 17 8 40 1,279
TableII7showsteacherscomingintothesystemaremostoftencominginatSteps5,6,or7inallfour
yearsfrom201011to201314.TeachersplacedathigherstepsmostlikelyhadpriorHDOEexperience.
TableII7
NewTeachersbyStep
Step 201011 201112 201213 201314
1 141 122 95 117
2 1 2
3 1 2 3
5 675 839 934 622
6 101 98 11 386
7 67 43 49 28
8 14 10 6 78
9 9 2 5 20
10 6 5 10
11 6 2 1 4
12 2 4 1
13 2 1 4
14
2 214A 2
14B 2
FigureII1belowshowstheagedistributionforallteachersenteringthesystemforthefouryears.Since
theapproachtoidentifyingstaffenteringthesystemusesteacherIDsnotpresentintheprioryear,
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someotherteachersteacherswhohavecomebacktoteachingeitheraftertimeoffortimeinanon
teachingpositionarealsoincludedinthefigures.Thismayaccountforsomeormanyofthehigher
agedteachersinthedistribution.ItwouldalsoaccountforsomeoftheteachersintablesII3andII4
whowereplacedinstepsaboveStep5(whichisdesignatedfornewteachers).
Thedata
on
teachers
entering
the
system
shows
that
the
majority
of
teachers
are
new
to
teaching
or
in
theirfirstfewyearsofteaching.Agesofnewteachersvaries,butthemajorityofnewteachersarein
their20sorearly30s.
FigureII1:AgeDistributionofTeachersEnteringSystem
Teachers Leaving the System
APAsexaminationofteachersleavingthesystemidentifiedteacherswhowereintheteacherpay
systemoneyearbutwhodidnotappearinthesystemthefollowingyear.Thisprovidedfouryearsof
dataonteachersexitingthesystem,from200910,201011,201112,and201213.TableII8below
showsthenumberofteachers,byclass,wholefttheteacherpaysystem.Totalnumbersofteachers
exitingthesystemwerelowerin200910thantheotherthreeyears.Inallfouryears,alargepercentage
oftheteachersleavingwereinClassVII,representingmoreeducatedandgenerallymoreexperienced
teachers,andpossiblyrepresentingretirees.Inmostyears,ClassesIIandIIIalsohadlargenumbersof
teachersleaving,representinglesseducatedandoftenlessseniorteachers.
0
50
100
150
200
250
300
350
22
24
26
28
30
32
34
36
38
40
42
44
46
48
50
52
54
56
58
60
62
64
66
68
70
72
74
75+
NumberofTeahcers
Age
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TableII8
TeachersLeavingbyClass
Step ClassII ClassIII ClassIV ClassV ClassVI ClassVII Total
200910 92 125 44 28 32 229 550
201011
343
384 86 71 66 307
1,259
201112 273 345 87 76 66 247 1,095
201213 282 370 72 63 61 254 1,103
TableII9looksatthestepplacementsforteachersleavingtheteacherpaysystemacrossthefouryears.
Liketheexaminationofclassesabove,thedistributionwithinstepsseemstoindicateasomewhat
bimodalpopulationofteachersleavingtheteacherpaysystem.Inallyears,alargenumberofteachers
exitfromSteps12andabove.Forthemostrecentyears,largenumbersofteachersarealsoleaving
fromtheearlycareersteps,Steps1,5,6,and7.
TableII9
TeachersLeavingbyStep
Step 200910 201011 201112 201213
1 20 92 78 80
2 3 5
3 1 3
5 64 291 309 385
6 42 119 118 90
7 94 273 191 201
8
33 87 66 619 28 70 58 42
10 5 20 12 21
11 14 25 19 11
12 34 60 56 48
13 25 42 30 51
14 22 26 37 36
14A 27 39 35 25
14B 138 106 86 52
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FigureII2:AgeDistributionofTeachersLeaving
FigureII2aboveshowsthedistributionofteachersleavingthesystembyage.TheUshapeiscommon
fortheagedistributionofexitingteachersinotherdistrictsAPAhasstudied.Teachersleavingthe
systemareeitheryounger,andnewertoteaching,oraremucholder,andattheendoftheirteaching
careers.ThemaindifferencebetweenthisagedistributionandthedistributioninotherdistrictAPAstaff
hasanalyzedisthattheretirementpeakusuallycomesatayoungerage.Thatis,inmanystates,wesee
retirementassociatedattritionatayoungeragethanseenhere.
Statistical Analysis of Factors Associated with Attrition
Theanalysisabove,particularlyFigureII2,showsthatakeycorrelatewithteacherattritionisteacher
age.Using
aregression
analysis,
APA
examined
whether
the
location
of
the
school
or
student
characteristicswerealsocorrelatedwithteachersleavingthesystem.Regressionanalysis,asastatistical
technique,allowsidentificationoffactorscorrelatedwithteacherdepartureswhilestillholdingthe
otherfactorsintheregressionconstant.
APAusedalogisticregressiontheappropriatetoolforregressionanalysiswhentheoutcome(inthis
case,departure)isayesorno. Theanalysislooksatthreetypesofpredictorsofattrition.Firstare
demographicpredictorsassociatedwiththeteachersagesandeducationlevels.Thedescriptiveanalysis
abovehasshownthesepredictorsareassociatedwithattrition. Second,theanalysislooksatwhether
locationisassociatedwithattritionthatis,whetherthedistrictwhereapersonworkedwasassociated
with
higher
rates
of
attrition.
Finally,
the
analysis
examines
whether
student
characteristics
are
associatedwithhigherratesofattrition.Extensiveresearchonteacherattritionhasshownthatschools
0
50
100
150
200
250
300
22
24
26
28
30
32
34
36
38
40
42
44
46
48
50
52
54
56
58
60
62
64
66
68
70
72
74
NumberofTeache
rs
Age
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withmorelowincomestudents(i.e.morestudentsqualifyingforfreeandreducedlunch)andschools
withlowerstudentperformancehavehigherratesofteacherattrition.2
ThefullregressionresultsareshowninAppendixA.TableII10,below,providesasummary.The
regressionmeasureswhethereachofthepredictorsisassociatedwithteachersdecisionstoleave
(attrition).The
column
on
the
right,
notes
ifthe
predictor
is
statistically
associated
with
ateachers
decisiontoleave.Alloftheindicatorsofyeararesignificant,asareallofthemeasuresofateachersage
andexperience.Noneofthesefindingsissurprising,giventhedifferencesinattritionbyyearandthe
associationsbetweenattritionandageandexperience.
Whereateacherworksisgenerallynotassociatedwiththedecisiontoleave,exceptinthecharter
district.Infact,threeofthefourfactorsassociatedwiththeschoolswhereteachersworkarenot
associatedwithattrition:percentofstudentsqualifyingforfreeandreducedlunch;percentofstudents
whoareproficientinreading;andmeasureofstudenttransience,whichidentifiesthepercentof
studentswhoareenrolledfortheentireyear.
Itis
important
to
note
the
direction
for
each
factor.
A
positive
direction
means
that
when
the
factor
is
presentorgoesup,attritionalsogoesup.Anegativedirectionmeanswhenafactorispresentorgoes
up,attritiongoesdown.Factorsthatwerestatisticallyshowntobeassociatedwithattritioninclude:
workinginthecharterdistrict(positive);receivinga$1,500hardtostaffbonus(negative);andpercent
ofstudentswhoareproficientinmath(negative).Theseassociationsdonotnecessarilymeanthatthese
factorscausedteacherstoberetainedorleave;rather,theassociationssimplyshowcorrelations.Other,
unmeasuredfactorscouldhavecausedthesechangesinattrition,andshouldnotberuledoutas
possibilities.
Receivingone$1,500stipendcorrelateswithaboutathreepercentagepointreductioninattrition.It
shouldbe
noted
that
APA
tested
five
different
bonuses:
(1)
$1,500
hard
to
staff;
(2)
$750
hard
to
staff
forhalftimeteachers;(3)$3,000retentionoflicensedspecialeducation#1;(4)$3,000retentionof
licensedspecialeducation#2;and(5)$4,000retentionoflicensedspecialeducation#3.The$750hard
tostaff,$3,000retentionoflicensedspecialeducation#1,$3,000retentionoflicensedspecial
education#2,and$4,000retentionoflicensedspecialeducation#3bonuseswerereceivedbysofew
people(fewerthan10teachersperyear)thatitwasimpossibletostatisticallytestwhethertheywere
associatedwithattrition.The$1,500hardtostaffbonus,incontrast,hadabout1,200recipientsin2011
and2012
Workinginthecharterschooldistrictisassociatedwithasixpercentagepointincreaseinprobabilityof
attrition.
As
with
the
hard
to
staff
bonus
analysis,
this
does
not
necessarily
mean
that
working
in
this
districtcauseshigherattrition;itissimplyacorrelation.
2Borman,G.D.andN.M.Dowling.2008.TeacherAttritionandRetention:AMetaAnalyticandNarrativeReviewof
theResearch.ReviewofEducationalResearch78:367409.
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Finally,highermathproficiencyscoresareassociatedwithlowerattrition.Itiscommontofindlower
attritioninhigherachievingschools.Thechangesassociatedwithincreasedachievementareverysmall,
though;abouta0.1percentagepointdecreaseinattritionisassociatedwitha10percentagepoint
increaseinmathproficiencyataschool.
TableII10
SummaryofRegressionResultsPredictingWhetheraTeacherWill
Leave
Predictors Direction Statistically
Significant
TotalyearsofServiceCredit Yes
Indicateshas3orfeweryears
ofservicecredit
+ Yes
Yearis2010 + Yes
Yearis2011 + Yes
Yearis
2012
+ Yes
Ageis62orhigher + Yes
WorksintheCharterdistrict + Yes
WorksintheCentraldistrict No
WorksintheHawaiidistrict No
WorksintheHonoluludistrict No
WorksintheKauaidistrict No
WorksintheLeewarddistrict No
WorksintheMauidistrict No
Percentproficient
in
reading
No
Percentproficientinmath Yes
PercentofStudentswho
qualifiedforfreeandreduced
lunch
No
Percentofstudentsenrolled
forentireschoolyear
No
Receiveda$1,500Hardto
staffbonus
Yes
Constant Yes
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Conclusion
Hawaiisteacherpaysystemisbasedonatraditionalsalaryschedulethatrewardseducationlevelsand
yearsofservice.Educationrecognitionincludessixpossibleclasses,accountingfor15possiblesteps.
Thestepsdonotdirectlymatchyearsofexperience.Thelimitednumberofstepsonly12forteachers
whohavecompletedaSATEPresultinteachersspendingmultipleyears,sometimesuptohalfa
decadeor
more,
in
one
step.
TeacherscomingintothesystemaremostoftencomingonatSteps5,6,or7inallfouryearsofdata
examined.Whileteachersareentering(orreturningto)theprofessionatalmostallages,themajorityof
teachersenteringthesystemareyoung.Theagedistributionofteachersleavingthesystemfollowsthe
traditionalUshapeddistribution,withhighproportionsofleaverswhoareunder35andover55.
Regressionanalysiswasusedtoexaminefactorsassociatedwithattrition.Generallythedistrictwhere
teachersworkisnotassociatedwithattrition.Factorsassociatedwithattrition,otherthanageand
experience,areworkinginthecharterdistrict(higherattrition),receivinga$1,500hardtostaffbonus
(lowerattrition),andpercentofstudentswhoareproficientinmath(lowerattrition).Student
characteristicssuchashigherassessmentscoresorlowerproportionsoffreeandreducedlunch
studentsareoftenassociatedwithlowerteacherattrition.Therelationshipbetweenthesefactorsand
attritionintheHawaiidatawerenotasstrongasrelationshipsfoundinsomepriorresearch.3Allof
theseassociationsdonotmeanthatthesefactorsnecessarilycausedteacherstostayortoleave.We
cannotruleoutother,unmeasuredfactorsthatcouldalsobeassociatedwiththesechangesinattrition.
3Borman,G.D.andN.M.Dowling.2008.TeacherAttritionandRetention:AMetaAnalyticandNarrativeReviewof
theResearch.ReviewofEducationalResearch78:367409.
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III. COMPARABLE WAGE ANALYSIS
Individualsconsideringbecomingateacherareinfluencedbycomparisonsofteacherwagestothoseof
abroadarrayofotheroccupations.Similarly,studieshavefoundthatteachingsalaries,relativetoother
occupationsalaries,influenceteacherexitrates.4
Becauseoftheimpactsalarylevelsofcomparableoccupationshaveontheabilityofschoolssystemsto
recruitandretainqualityteachers,itisimportanttoexaminehowteachingsalariescomparewith
salariesinotheroccupations.Salariesvaryacrossfieldsforavarietyofreasons.Inasupplyanddemand
framework,salariesvaryinpartbasedonhowspecializedofaskillsetisrequired.Thisincreasestraining
andeducationcostsforindividualswhowishtopursuethatcareerandlimitsthenumberofindividuals
whoareabletoenterthatprofession.Asaresult,highlyspecializedortechnicaloccupationstendto
commandhighersalaries.Theseoccupationsalsotendtoattractthemostskilledandableindividuals.
Inthecaseofteaching,thesetofskillsrequiredforentryintotheprofessionisnotashighlyspecialized
as
some
other
comparable
professional
occupations.
However,
teachers
vary
substantially
in
ability
and
effectiveness,withhighqualityteachersmakingsignificantimpactsonstudentoutcomes.5Asaresult,
whilethecurrentrangeofteachingsalariesmightbesufficienttofillavailableteachingpositions,higher
salariesthataremorecompetitivewiththeoccupationsthattendtoattractthemostskilledand
effectiveworkerscouldenablerecruitmentof agreaternumberofhigherqualitycandidatesintothe
teachingfield,thusinfluencingstudentoutcomes.6
Workingconditionsareasecondfactorinwagecomparisonsacrossoccupations.Careersthatare
particularlydangeroustendtocommandapremiumtocompensatefornegativequalities.Othercareers
withmorefavorableworkingconditionscanattractindividualsevenifsalariesaresomewhatlower.
Suchpaydifferencesduetopositiveornegativeworkingconditionsareknownascompensating
differentials.Teachingjobshaveasetofconditionsthattendtobelargelyfavorableincomparisonto
otherprofessionaloccupations:weeksofworkperyearforafulltimepositionarelowerthanweeksof
workformanyotherfulltimeoccupations,andteachingtendstohaveafavorablesetofhealthand
retirementbenefits.
Inlightoftheseconsiderations,weuseavarietyofmethodstocompareteachingtootheroccupations
withinHawaii.Becauseoftheinherentdifferencesintheskills,attributes,andbenefitsacross
occuaptions,thisstudyputssalarycomparisonsinHawaiiwithinthecontextofsimilarsalary
comparisonsinotherstates.Forexample,ifregisterednursesacrossthecountrytendtoworkmore
4Hanushek,
E.
A.,
Kain,
J.
F.,
&
Rivkin,
S.
G.
(2004).
Why
public
schools
lose
teachers.
Journal
of
Human
Resources,
39(2),326354.andGuarino,C.M.,Santibanez,L.,Daley,G.A.,&Brewer,D.J.(2004).Areviewoftheresearch
literatureonteacherrecruitmentandretention.SantaMonica,CA:RANDCorporation.5Rockoff,J.E.(2004).Theimpactofindividualteachersonstudentachievement:Evidencefrompaneldata.
AmericanEconomicReview,247252.6Loeb,S.,&Page,M.E.(2000).Examiningthelinkbetweenteacherwagesandstudentoutcomes:Theimportance
ofalternativelabormarketopportunitiesandnonpecuniaryvariation.ReviewofEconomicsandStatistics,82(3),
393408.
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hoursthanteachersortendtohavemoredifficultworkingconditions,itmightbeexpectedthatsalaries
forthisoccupationwouldbehigher.ButifthepaygapislargerinHawaiithaninotherstates,this
suggeststhatteachersinHawaiiareatacompetitivedisadvantage.Thisstudyalsoprovidesinformation
onbothbroadbasedcomparisonoccupationgroupsaswellasmorenarrowgroups.Finally,thisstudy
presentsunadjustedsalariesaswellassalariesafteraccountingfordifferencesinhours,weeksofwork,
characteristicsof
workers,
and
advanced
degrees.
Sources of Information about Comparison Occupations
Thecomparablewagecomparisonreliesontwosourcesofdatatomakesalarycomparisonswithin
Hawaiiandacrossthenation.TheBureauofLaborStatistics(BLS)conductstheOccupational
EmploymentStatistics(OES)eachquarter.TheMay2013dataisthemostcurrentsourceofinformation
aboutsalariesacrossoccupations.Theadvantageofthisdataisitsbroadcoverageandrecentestimates.
TheOESsamplesaredesignedtoproduceaccurate,occupationlevelmeanwageandemploymentlevels
foreachstateintheUnitedStates.ThedisadvantageoftheOESdataisthatitisasurveyofemployers
only,andsodoesnotincludepersonalcharacteristicsofworkers.Asaresult,thedatacannotbe
adjustedfor
workers
characteristics
(e.g.,
work
experience,
education,
gender,
hours
of
work).
ThesecondsourceofdataistheAmericanCommunitySurvey(ACS),anannualsurveybytheU.S.
Census.TheACSisaminicensusofhouseholds.SamplesizesaremuchlowerintheACSthaninthe
OESsurvey,andthereisalongerlagfortheACSdatarelease,with2012beingthemostcurentyear
available.Thisdatahasmuchsmallersamplesizes.Socomparisonstospecificoccupationsaremore
difficultwhenonlyafewindividualsreportagivenoccupation.However,thesedataarerichsourcesof
informationaboutpersonalcharacteristicsnotfoundintheOES:individualsreportsalaryincomealong
withdemographiccharacteristics,hoursandweeksofwork,andeducationlevel.Toincreasesample
sizes,thisanalysisusestheAmericanCommunitySurvey5Yearsample,whichcontainsdatafrom2008
2012.
The
ACS
data
sample
is
restricted
to
individuals
most
similar
to
teachers.
The
sample
is
restricted
toindividualswithaBachelorsdegreeorhigherwhoarenotcurrentlyinschoolandwhoarenotself
employed.Itisalsorestrictedtofulltimeworkers,definedtobethoseworkingmorethan27weeksper
yearandworkingmorethan35hoursperweek.Toexcludeindividualsclosetoretirementageorof
ageswhentheireducationmaynotbefullycomplete,itisalsorestrictedtoindividualsbetweenthe
agesof22and65.
Methodological Approach
Therearetwomainchallengesincomparingteachersalarieswithsalariesofotherworkers:identifying
occupationsofcomparisongroupsandadjustingforworkercharacteristics.
Identifying Comparison Occupations
Thefirstmethodologicalissueisdeterminingwhichoccupationstouseascomparisongroups.This
analysisusesfourbroadcategoriesforcomparisontoteachers:(1)othercollegeeducatedworkers;(2)
otherprofessionalandtechnicaloccupations;(3)occupationsmostsimilartoteaching;and(4)an
expandedsetofcomparisonoccupations.Inaddition,theexpandedsetofcomparisonoccupations
analysisincludesdisaggregationsforcomparisonswithsmalleroccupationalgroups.Thisanalysis
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presentscomparisonswithfivenarroweroccupationalgroups:socialandcommunityservice
occupations,comparablebusinessoccupations,postsecondaryteachersandprofessors,registered
nursesandhealththerapists,andarchitectureandengineeringoccupations.
Comparison Group 1: Other College Educated Workers
ComparisonGroup
1consists
of
all
other
collegeeducated
workers.
This
approach
starts
with
the
fact
thatapotentialcollegestudentcanchoosefromanyoccupationopentoapersonwithaBachelors
degree,includingteaching.Someofthesepossibleoccupationsareunlikelytodrawincollegeeducated
workersaftertheyhavealreadyenteredtheteachingprofession.Forexample,ateachercouldnot
changecareersandbecomealawyerwithoutadditionaltraining.However,acollegestudentmaywell
considerthesalariesinlawalongwithsalariesinteachingwhenmakingacareerchoice.Anumberof
researchersandeconomistshaveusedwagesofcollegeeducatedworkersinmakingsalary
comparisons.7Thesestudiesfindthatsalariesofteachersrelativetosalariesofothercollegeeducated
workersaregoodindicatorsoftherelativeattractivenessofteaching.
Comparison Group 2: Professional and Technical Occupations
ComparisonGroups2through4arebasedontheskillsandattributesofthejob.Byformulating
comparisongroupsonthebasisofjobskillsandattributes,thesalariesofteachersmaybecompared
withthoseofothersimilarlyskilledoccupations.ComparisonGroups2through4varydependingon
howcloseofaskillmatchisusedforthecomparison.TheBureauofLaborStatisticsusesaStandard
OccupationalClassification(SOC)tocategorizeoccupationsbasedonworkperformed,skills,education,
and/ortraining(See2010SOCUsersGuideformoredetails).Occupationsaredividedinto23different
majorgroupings.
TeachersareintheEducation,Training,andLibraryOccupationsgroup.These23groupsarefurther
aggregatedinto
six
major
categories.
Teachers
belong
to
the
Professional
and
technical
occupations
category(OCCCodes11000through29999).8Thiscategoryisalsosometimesreferredtoas
Management,Business,ScienceandArtsOccupations.AppendixBliststhe11BLSdefined
occupationalgroupsincludedinthiscategory.
Comparison Group 3: EPI Identified Comparison Occupations
Morerefinedlistsofcomparableoccupationshavebeencreatedusingmatchesbasedonspecificskills
andattributesofoccupations.TheU.S.BureauofLaborStatisticsNationalCompensationSurveyreports
theskillsandattributesofoccupationsalong10dimensions,includingfactorssuchasknowledge
required,supervisionreceived,andcomplexityoftasks.TheEconomicPolicyInstitute(EPI)analyzedthis
datato
identify
16
occupations
most
comparable
to
teaching.
The
comparison
occupations
include
7Taylor,L.L.(2008).Comparingteachersalaries:InsightsfromtheUSCensus.EconomicsofEducationReview,
27(1),4857.andLoeb,S.,&Page,M.E.(2000).Examiningthelinkbetweenteacherwagesandstudentoutcomes:
Theimportanceofalternativelabormarketopportunitiesandnonpecuniaryvariation.ReviewofEconomicsand
Statistics,82(3),393408.8TheotherfivecategoriesareService;SalesandOffice;NaturalResources,Construction,andMaintenance;
Production,Transportation,andMaterialMoving;andMiliarySpecific.
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registerednurses,accountants,architects,healththerapists,andeducationcounselors,amongothers.
TheseoccupationsarelistedinAppendixB.Allegreto,CorcoranandMishel(2004)providethedetails
aboutthematchingprocess.9
Comparison Group 4: Expanded Comparison Group
TheEPI
list
contains
highly
comparable
occupations,
but
in
some
cases
there
are
very
few
individuals
in
agivenoccupation,althoughtheremaybemoreinotherrelatedoccupations.TheEPIlistalsodoesnot
containseveralspecificoccupationslistedintheHawaiiTeacherCompensationStudyRFQ.TheRequest
specificallylistedthecomparisonoccupationsofpostsecondaryteachers,nurses,therapists,social
workers,engineers,andarchitects.Althoughregisterednurses,healththerapists,andarchitectsare
includedintheEPIlist,thelistdoesnotidentifypostsecondaryteachers,counselors,socialworkers,or
engineersasmeetingtheircriteriaforcomparableoccupations.However,theskillsandongoingtraining
requiredbytheseoccupationsissimilartoskillsandtrainingrequiredinteaching.TheExpanded
ComparisonGroupisbasedontheEPIlistofcomparableoccupations,butadditionallyincludesall
occupationsinthesixoccupationalgroupswhereworkerskillsandtrainingaremostsimilartoteachers.
Theseoccupations
are
listed
in
Appendix
B.
Theexpandedcomparisonoccupationsaredisaggregatedforcomparisonswithsmalleroccupational
groups.Thesearecommunityandsocialserviceoccupations;thecomparablebusinessoccupations(as
definedbyEPI);postsecondaryteachersandprofessors;registerednursesandhealththerapists;
architectureandengineeringoccupations;andallotheroccupationsintheeducation,training,and
libraryoccupations(otherthanK12teachersandpostsecondaryteachers).
AppendixBsummarizesthecomparisonoccupationsgroups.
Adjust ing for the Characteristics of Workers and Occupations
Asecond
methodological
issue
is
whether
or
not
to
adjust
salaries
for
worker
and
job
characteristics.
For
example,ifworkersinotheroccupationsinHawaiiareolderormoreexperiencedthanteachers,their
averagesalariesmaybehigher,eventhoughindividualswithsimilarworkexperiencemightinrealitybe
paidcomparably.Whilethisislessambiguousforexperience,whetherornottoadjustforother
characteristicshasbeensubjecttoconsiderabledebate.
Firsttoconsideristhejobcharacteristicofhoursandweeksofwork.Duetothelengthoftheschoolday
andschoolyear,teacherstypicallyworkfewercontracthoursandweeksofworkthanotherfull time
workers.Someresearchersarguethatannualsalaryistheappropriatecomparison:Inthisview,
teachersmakinganemploymentdecisionarecomparingtheirpayoverthecourseoftheyearwithwhat
theywould
make
in
ayear
in
an
alternative
career.
This
implies
that
teachers
would
prefer
to
work
additionalhoursinthesummer,butarelimitedbythecharacteristicsofthejob.Othersarguethatusing
salaryperhourismoreappropriate:inthisview,teacherssummersoffareabenefitofthejob.Inthis
view,propsectiveandcurrentteacherscomparetheirpayperhourwithwhattheycouldmakeinthe
9Allegretto,S.A.,Corcoran,S.P.,&Mishel,L.R.(2004).Howdoesteacherpaycompare?Methodological
challengesandanswers.Washington,D.C.:EconomicPolicyInstitute.
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sametimeperiodinanotherjob.Althoughannualsalariesinteachingmightbelowerthaninanother
occupation,ifthehourlypayisthesame,teachingmaystillbeattractiveduetothelowerhoursand
fewerweeksofwork.Therealityisthatitislikelythatprospectiveandcurrentteachersprobablyvaryin
termsofwhichcomparisontheymake.Accordingly,theanalysispresentsbothhouradjustedandun
adjustedwages.10
Asecondissueinadjustingwagesiswhethertoadjustfortheworkercharacteristicofadvanced
degrees.IntheUnitedStatesasawhole,nearly60percentofteachershaveMastersorotheradvanced
degrees,amuchhigherproportionthanamongothercomparableoccupations.AlthoughMasters
degreesinteachingareassociatedwithhigherlanesonthesalaryschedule,someresearchersargue
thatthesedegreesarenotassociatedwithhigherperformance.
Finally,nonsalarybenefitsmaybedifferentamongoccupations.Retirementpensionsandhealth
insurancebenefitsarefairlystandardforteaching,butarebecominglesscommonforotherworkers.
However,
there
is
much
less
comparable
data
on
retirement
and
health
benefits
for
non
teaching
professions.Asaresult,thisanalysisincludessomeinformationontheprevalenceofemployerprovided
healthinsurancebenefitsforcomparableoccupations,butnoinformationonretirementbenefits.
Salary Comparisons: OES Data on Occupations in Hawaii and Other States
FigureIII1,FigureIII2,andTableIII1reporttheresultsfromthecomparisonofteachersalariesto
otheroccupationsalariesusinginformationfromOESdata.Again,theOESdataprovidesthebest
coverageofspecificoccupationsacrossandwithinstates,butcontainsnoinformationaboutworker
characteristics.Theresultsinthissectionexplorehowthemeasuredgapvariesacrossarangeof
occupationalgroups.
TeachersinHawaiiintheOESsurveymade,onaverage,$54,410in2013.AsshowninFigureII1,thisis
substantiallylessthaninthethreebroadoccupationalcategoriesfromComparisonGroups1through3
describedabove.
FiguresIII1andIII2showsalariesofteachersinHawaiirelativetotheotheroccupationsinHawaii,with
thebroadclassificationsinFigureIII1andthenarroweroccupationalfieldsinFigureIII2.FigureIII2
showsteachersalariesarelowerthansalariesinmanyspecificfields(ComparisonGroup4),withthe
exceptionofsocialandcommunityserviceoccupations(e.g.,counselorsandsocialworkers)andother
educationoccupations(notincludingoccupationsinpostsecondaryeducation).
10SeeBallouandPodgursky(1997)andAllegreto,CorcoranandMishel(2004)formoredetailsofthisdebate.
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FigureIII1:AverageAnnualSalariesinK12TeachingandBroadComparisonGroups,Hawaii2013
Source:OES2013.SeeAppendixBfordefinitionsofoccupationgroups.
FigureIII2:AverageAnnualSalariesinK12TeachingandSpecificComparisonOccupations,Hawaii
2013
Source:OES2013.SeeAppendixBfordefinitionsofoccupationgroups.
ThedatainFiguresIII1andIII2showsthatteachersalariesinHawaiiarelowerthaninmanyofthe
comparisonoccupations.ThisleadstoaquestionaboutwhethersalarypatternsseeninHawaiiare
similartopatternsseeninotherstates. Althoughthereisasignificantpaygapbetweenteachersand
otherprofessionalworkersinHawaii,TableIII2indicatesthatteachersarepaidlessincomparison
occupationsinrestoftheUnitedStatesaswell.Asnoted,thismaybeinpartduetotheother
characteristicsoftheteachingprofession.TableIII2alsoshowsthatprofessionalsalariesarelowerin
HawaiithanintherestoftheUnitedStates.
$$10,000$20,000
$30,000$40,000$50,000$60,000$70,000
Allteachers Professional/technical Expandedcomparison EPIcomparison
$
$10,000
$20,000
$30,000
$40,000
$50,000
$60,000
$70,000
$80,000
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TableIII1
AverageAnnualWagesofTeachersandComparisonOccupations
Hawaii OtherStatesinUS
K12Teachers $54,410 $56,560
BroadComparisonGroupOccupations
OtherProfessional/technicaloccupations $69,196 $74,898
Expandedcomparisongroup $58,290 $65,293
EPIcomparisongroup $62,799 $69,484
ByIndividualOccupationFields
Socialservicesandcommunityoccupations $43,746 $44,722
Othereducationoccupations
(NonK12teachersorPostsecondary)$46,303 $46,681
Comparablebusiness
occupations
(See
EPI
list)
$60,409
$68,772
Postsecondaryteachers $69,215 $73,370
RegisteredNursesandhealththerapists $73,174 $73,263
Architecture/Engineeringoccupations $76,733 $80,024
Source:OES2013.SeeTable1fordefinitionsofoccupationgroups.
TableIII2quantifiesthedifferencesinprofessionalsalariesinHawaiicomparedtotherestoftheUnited
States.However,thisgeographicpaydifferentialvariesbyoccupation.TeachersinHawaiimakeabout
fourpercentlessthanteachersintherestoftheUnitedStates.Registerednurses,healththerapists,
socialandcommunityserviceworkers,andothereducationworkersmakeaboutthesamesalaryin
Hawaiiasinotherstates.Thepaygapforthebroadergroupsofprofessionalandtechnicaloccupations
andaggregatedcomparisonoccupationsislarger,withHawaiiwagesabout10percentlowerthan
wagesintherestoftheUS.
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TableIII2
AverageAnnualWagesinHawaiiRelativetoWagesinOtherStatesinUS
HawaiiAnnualWagesasa
PercentageofUSAnnual
Wages
AllTeachers
96%
ComparisonGroup1:Professional/technicaloccupations 92%
ComparisonGroup2:Expandedcomparisongroup 89%
ComparisonGroup3:EPIcomparisonoccupations 90%
Socialserviceandcommunityoccupations 98%
Othereducation
(NonK12teachersorPostsecondary)99%
Comparablebusinessoccupations 88%
Postsecondaryteachers 94%
RegisteredNursesandhealththerapists 100%
Architecture/engineeringOccupations 96%
Source:OES2013.SeeAppendixBfordefinitionsofoccupationgroups.
TableIII3reportsthepaygapbetweenteachingwagesandotheroccupationsinHawaiiandintherest
ofthe
United
States.
In
Hawaii,
teachers
make
alittle
more
than
three
fourths
of
what
other
professionalandtechnicalworkersmake.Thegapissomewhatsmallerforcomparisonoccupations.The
expandedgroupofcomparisonoccupationsshowsagapofsixpercent,whilethegaprelativetotheEPI
definedcomparisonoccupationsis15percent.TeachersinHawaiimakemorethansocialand
communityserviceoccupationsandmorethanothereducationoccupations(withtheexceptionofpost
secondaryteachersandprofessors).TeachersinHawaiimakeabout10percentlessthantheEPIdefined
comparablebusinessoccupations.Thepaygaprelativetopostsecondaryteachersandprofessors,
registerednursesandhealththerapists,andarchitectureandengineeringoccupationsismuchlarger,at
20to30percent.
However,the
pay
gap
tends
to
be
even
larger
in
the
rest
of
the
United
States.
The
only
exception
is
for
registerednursesandhealththerapists,whereteacherpayinHawaiirelativetotheseoccupationsis
lowerthanintherestoftheUS.
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TableIII3
WagesinTeachingasaPercentageofWagesinComparisonGroupOccupation
Hawaii UnitedStates
TeachingWage 100% 100%
Group1:
Professional/technical
occupations
78.6%
75.5%
Group2:Expandedcomparisongroup 93.3% 86.6%
Group3:EPIcomparisongroup 86.6% 81.4%
Socialservicesandcommunityoccupations 124.4% 126.5%
Othereducation
(NonK12teachersorPostsecondary)117.5% 121.2%
Comparablebusinessoccupations 90.1% 82.2%
Postsecondaryteachers 78.6% 77.1%
RegisteredNursesandhealththerapists 74.4% 77.2%
Architecture/engineeringOccupations 70.9% 70.7%
Source:OES2013.SeeAppendixBfordefinitionsofoccupationgroups.
FigureIII3showsteachingsalariesasapercentageofcomparisonoccupationsalariesinHawaii(the
darkershadedbars)andintheUnitedStates(thelightershadedbars).Overall,thepaygapinHawaiiis
similartothegapintheUnitedStates,withsomewhathigherratiosinmostcomparableoccupations.
FigureIII3:WagesinTeachingasaPercentageofWagesinComparisonGroupOccupations,Hawaii
andOther
States
in
US
Source:OES2013.SeeAppendixBfordefinitionsofoccupationgroups.
0%20%40%60%80%
100%120%140%
HI
USA
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Salary Comparisons: ACS Data on Individuals in Hawaii and Other States
TheOESdatahavetheadvantageofhavingahighlevelofcoverage,enablingcomparisonsforrelatively
narrowoccupationgroups.However,theOESdonotcontaincharacteristicsofindividuals.Toseehow
teachercharacteristicscomparewithcharacteristicsofotherworkers,andtoseehowsalariesare
relatedtothesecharacteristics,theACSisthebestsourceofdata.
TableIII4reportsaveragecharacteristicsofthesampleoffulltime,fullyearworkersinHawaiiandin
otherstates.Thistableusestwocomparisongroups:allworkerswithatleastaBachelorsdegree,and
workerswithaBachelorsdegreewhoareinoneoftheEPIdefinedcomparableoccupations
(ComparisonGroup3).
TableIII4
AverageCharacteristicsofFullTimeWorkersinHawaiiandOtherStates
AmericanCommunitySurvey5YearSample2012
(StandardDeviationsofCharacteristicsinParentheses)
Hawaii OtherStatesinUS
Teachers
Comparable
Occupations,
BA+
AllNon
teachers
withBA+ Teachers
Comparable
Occupations,
BA+
AllNon
teachers
withBA+
Annual
wage/salary
income
$50,011 $63,526 $69,606 $53,341 $72,542 $73,553
(14852) (34810) (20064) (20064) (53621) (52088)
UsualHours
workedper
week
43.44 43.2 44.84 43.79 43.74 44.87
(8.00) (7.73) (7.17) (7.17) (7.13) (9.14)
WorkLessthan
48
weeksper
year
0.13 0.04 0.05 0.24 0.05 0.05
(0.33) (0.20) (0.43) (0.43) (0.22) (0.21)
Insurance
provided
0.95 0.94 0.89 0.96 0.93 0.91
(0.22) (0.24) (0.31) (0.19) (0.26) (0.28)
Advanced
degree
0.52 0.37 0.32 0.57 0.37 0.36
(0.50) (0.48) (0.50) (0.50) (0.48) (0.47)
Age43.9 44.82 44.76 44.14 42.98 43.27
(11.41) (11.35) (11.22) (11.22) (11.35) (11.34)
Female
0.71 0.59 0.48 0.76 0.56 0.45
(0.45) (0.49) (0.43) (0.43) (0.50) (0.50)
Nonwhite0.62 0.68 0.61 0.15 0.23 0.22
(0.49) (0.47) (0.36) (0.36) (0.42) (0.49)
Observations 657 746 6,552 133,893 168,036 1,392,987
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Thedataisrestrictedtoindividualswiththefollowingcharacteristics:(1)notcurrentlyinschool;(2)
possessaBachelorsdegreeorhigher;(3)workmorethan27weeksperyear;(4)workmorethan35
hoursperweek;(5)arenotselfemployed;and(6)arebetweentheagesof22and65.Thecomparable
occupationsarejobssimilartoteachingasidentifiedbytheEconomicPolicyInstitute(2004):
accountantsandauditors,registerednurses,occupationaltherapists,physicaltherapists,tradeand
industrialteachers,
vocational
and
educational
counselors,
underwriters,
personnel
training
and
labor
relationsspecialists,inspectorsandcomplianceofficers(exceptconstruction),architects,forestryand
conservationscientists,archivistsandcurators,clergy,technicalwriters,editorsandreporters,and
computerprogrammers(Category3above).
TheACSalsoindicatesthatteachersinHawaiimakesubstantiallylessthannonteachers.Theaverage
teachermakesabout40percentlessthantheaveragecollegeeducatednonteacher,andabout25
percentlessthantheaveragecollegeeducatedindividualinacomparableoccupation.Theestimated
paygapforthisoccupationgroupissimilartotheestimatedgapintheOESdata.TeachersinHawaiiand
intheU.S.workaboutanhourlessperweekthanothercollegeeducatedworkers,andtheywork
substantiallyfewer
weeks13
percent
of
teachers
in
Hawaii
work
fewer
than
48
weeks
per
year,
while
onlyfivepercentofothercollegeeducatedworkershaveasshortofanannualcalendar.However,
teachersinHawaiiaremorelikelytoworkmoreweeksannuallythanteachersinotherpartsofthe
UnitedStates:ThirteenpercentofHawaiiteachersworkfewerthan48weeksperyear,comparedto24
percentofteachersintherestoftheUnitedStates.TeachersinHawaiiarealsosomewhatmorelikelyto
haveinsuranceofferedthroughtheiremploymentthanothercollegeeducatedworkers,althoughthe
proportionissimilartothemostcomparableoccupations.Theyarealsoslightlyyoungerthanother
collegeeducatedworkers,andtheyaremorelikelytobefemale.Theyaresubstantiallymorelikelyto
haveaMastersorotheradvanceddegree.
TableIII
5performs
similar
salary
comparisons
as
above,
but
includes
adjusted
wages.
The
unadjusted
wagesarethesameasshowninTableIII4.Theadjustmentsaremadetocontrolforworkforce
characteristicssuchasaverageeducationlevelsandageandoccupationalcharacteristicssuchashours
andweeksworkedperyear.Essentially,theadjustmentmethodologyasks,Iftheaveragenonteacher
hadcharacteristicsthatwerethesameastheaverageteacherinHawaii,whatwouldtheiraverage
salarybe?Wagesareadjustedbyperformingaregressionanalysisforeachcategoryofworker(e.g.,
comparableworkersinHawaii,allworkerswithaBAinHawaii,etc.).Theregressioncoefficientsindicate
therelationshipsalaryhastoeachcharacteristicinthatoccupationandlocation.Forexample,non
teachersinHawaiimakeabout$1,340moredollarsperyearforeveryadditionalhourperweekworked
above35hours.Thehourpremiuminthecomparisonoccupationsissomewhatlower,at$570more
dollarsper
year.
The
wages
are
then
adjusted
by
multiplying
the
regression
coefficients
by
the
average
characteristicsofteachersinHawaii.ThismethodologyisknownasanOaxacaDecomposition.
Asnotedearlier,theexactcharacteristicsusedtoadjustwagesissomewhatcontroversial,withvarious
partiestakingdifferentpositionsonwhethertoadjustfortheshorterhoursandweeksofwork,
advanceddegrees,andotherdemographiccharacteristics.TableIII5showsthattheadjustmentmatters
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somewhat.However,ineventhemostconservativecase,teachersinHawaiistillmake25percentless
thanothercomparableworkersinHawaii,withpaygapsthatareevenlargerwhencomparedtoall
professionalandtechnicalworkers.However,asintheOESdata,thepaygapforteachersrelativeto
otheroccupationsisevenlargerintherestoftheUnitedStateswiththesmallestdifferentialbeing
about32percent.
TableIII5
TeachingandNonteachingSalariesAdjustedforIndividualCharacteristics,
AmericanCommunitySurvey5YearSample2012
Actual
Salary
SalaryAdjustedto
MatchHoursand
WeeksofWorkof
HITeachers
SalaryAdjustedto
MatchEducationand
Personal
CharacteristicsofHI
Teachers
SalaryAdjustedto
MatchHours,Weeks
ofWorkandPersonal
CharacteristicsofHI
Teachers
Hawaii
Teachers $50,011
Comparable
Workers$63,526 $62,484 $64,566 $63,303
AllFulltime
workerswithBA$69,606 $65,940 $73,892 $70,720
US
Teachers $53,341 $53,468 $54,605 $54,725
Comparable
Workers$72,542 $70,652 $77,952 $76,711
AllFulltime
workerswithBA$73,553 $78,480 $87,216 $83,677
Source:IPUMS
ACS
5Year
2012.
Thesampleisrestrictedtoindividualsnotcurrentlyinschool,withaBachelorsdegreeorhigher,
workingmorethan27weeksperyear,workingmorethan35hoursperweek,notselfemployed,and
betweentheagesof22and65.Thecomparableoccupationsarejobssimilartoteaching,asidentified
bytheEconomicPolicyInstitute(2004).SeeAppendixBfordetails.
Conclusion
BasedonOESandACSdata,teachersinHawaiimake,onaverage,lessthanmostothercomparable
occupationsinHawaii.Thelargestgap(about40percent)isforaverageteachersalaryrelativeto
averagesalariesforallcollegeeducatedworkers.Gapsformorenarrowlydefinedcomparable
occupationstendtobesmaller,withestimatedgapsofabout10to25percent.Gapsareparticularly
largerelativetonursesandotherhealththerapists,butteachersalariesarehigheronaveragethanthe
salariesofsocialandcommunityserviceworkersandothereducationoccupations.Adjustinggapsfor
teachercharacteristicsonlymarginallychangestheoverallratios.However,thegapsinHawaiirelative
tootheroccupationstendtobeontheorderoffivepercentagepointssmallerthanparallelgapsinthe
UnitedStatesasawhole.
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IV. SALARY STRUCTURE AND LEVEL COMPARISONS
ThefollowingsectioncomparesHawaiisteachersalarystructuretothatofotherschooldistrictsfrom
acrossthecountry.Wefirstdescribehowcomparisondistrictswereselectedforthestudy.Second,we
compareHawaiissalarystructuretocomparisondistrictsstructures.Third,wecompareHawaiisyearly
salariesto
those
of
comparison
districts
without
adjusting
for
workload
or
cost
of
living.
Finally,
we
comparesalaries,adjustingforworkloadandcostoflivingindividuallyandthentogether.
Selecting Comparison Districts
SelectingdistrictstouseinacomparisonofteachersalarystructuresandlevelsisdifficultforHawaii.
Hawaiiisuniquebecauseitistheonlystatewideschooldistrictinthecountryandbecauseofits
desirableislandlocation.Often,whenselectingcomparisondistricts,onewouldfocuson:districts
competingdirectlywiththestudydistrictforinstatepersonnel;thosedistrictscompetingforthesame
outofstatepersonnel;anddistrictsofsimilarsizeand/ordemographicsfrombothin andoutofstate.
Hawaiisuniquecircumstancesprovideitwithnoneighboringdistrictsforwhichitcompetesfor
personnel,nor
any
obvious
out
of
state
districts
with
which
it
generally
competes.11
Still,comparisondistrictsforHawaiicanbeselectedbasedonfactorslikesizeanddemographics.Tofind
suchcomparisondistricts,APAexaminedtheNationalCenterforEducationStatisticsdataforthe2011
12schoolyear,themostrecentdataavailable,lookingatdistrictswithover100,000students.APA
identifiedanumberofdistrictssimilarinsizetoHawaiithatalsohaveasimilarpercentageofstudents
eligibleforfreeandreducedpricelunches.TableIV1belowshowsthedistrictsselectedbasedonsize
anddemographics.
TableIV1
DistrictName StateTotal
Public
StudentsFree/Reduced
Lunch
Percentage
Hawaii Hawaii 182,705 49.30%
Broward Florida 258,478 57.1%
ClarkCounty Nevada 312,892 59.5%
FairfaxCounty Virginia 177,551 25.7%
Houston Texas 203,012 44.9%
MiamiDade Florida 350,239 71.9%
MontgomeryCounty Maryland 146,459 32.2%
PalmBeach Florida 176,901 53.5%
SanDiego^
California
130,719
WakeCounty NorthCarolina 148,120 34.5%^SanDiego'sFRLdatawasnotavailablebutthedistrictwasselectedbasedonsizeandbecauseitwasidentifiedbyHawaii
staffasagoodcomparisondistrict.
11BasedonconversationswithDOEstaffwhenselectingcomparisondistricts.
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IndiscussionswithHawaiiDOEstaffitbecameclearthatthelargemilitarypresenceinHawaiihasan
impactontheavailableteachingpool.Withthisinmind,APAalsoidentifiedanumberofdistrictsthat
alsohavealargemilitarypresencetouseforcomparison.AmembershiporganizationcalledtheMilitary
ImpactedSchoolsAssociationrepresentsdistrictswithalargemilitarypresenceintheirschools.Hawaii
isamemberofthisorganization,andthethreedistrictswiththelargestoverallstudentenrollmentwere
chosenfrom
the
membership
list
to
include
as
comparison
districts.
Table
IV
2lists
the
three
districts
withtheirsizeandfreeandreducedpricelunchinformation.
TableIV2
AgencyName State
TotalPublic
Students
Free/Reduced
LunchPercentage
Hawaii Hawaii 182,705 49.3%
CumberlandCounty NorthCarolina 53,048 47.9%
Killeen Texas 40,998 41.8%
VirginiaBeach Virginia 70,978 28.5%
APAcollectedsalarystructureinformationforallthecomparisondistricts;thisgenerallyincludeda
salaryschedule,contractdays,and,whenpossible,workloadinformationsuchaslengthofday.APAalso
identifiedthetotalnumberofpaiddaysforeachdistrict,afactordiscussedlaterinthissection.
Structure of District Salary Systems
Asistrueofmanydistricts,Hawaiissalaryscheduleincludesadjustmentsbothforteachereducation
levelandteacherexperience.Educationrecognitionincludessixpossibleclasses,startingwithClassII(a
Bachelorsdegree)andendingwithClassVII(aDoctorateorateacherwithaMastersdegreewhohas
alsoaccumulated
60
credits).
Teachers
with
aBachelors
degree
and
30
credits
are
in
Class
III,
along
with
thosewithMastersdegrees.Additionalincrementsof15creditsdifferentiateClassesIVthroughVI.The
recognitionofexperienceisexpressedin15possiblesteps.
TableIV3showsthenumberofeducationalclasses,numberofsteps,minimumandmaximumsalaries,
andtherangebetweentheminimumandmaximumsalariesforHawaiiandthecomparisondistricts12.
Hawaiis201415salaryschedulehasaminimumsalaryinthesalaryschedule,forteacherswhohave
completedaSATEPof$44,538(usingExhibitBfromtheJuly1,2013agreementastonotinclude
additionalpayforthe21extrahoursandtheadditionalPDday).Thisdoesnotincludeanyadditional
stipendsteachersmaybeabletoearn,butonlyexaminesbasepayfromthesalaryschedule.The
maximum
pay
is
for
a
teacher
at
Step
14B
with
a
Doctorate
or
Masters
and
60
credits,
at
$81,703.
This
representsatotalrangeofpossiblebasesalaryof$37,165.
12DataforMiamiDadeareforthe201314schoolyear,sincedataisnotyetavailableforthe201415schoolyear.
DataforHoustonarealsoforthe201314schoolyear,asthecompensationisshiftinginthedistrictandthe2013
14schoolyearismostcomparabledataavailableforthisanalysis.
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TableIV3
Numberof
Education
Classes
Number
ofSteps
Minimum
Salary
Maximum
Salary Range
Hawaii 6 15 $44,538 $81,703 $37,165
Broward 4 20 $40,000 $79,250 $39,250
Clark 9 14 $34,684 $72,427 $37,743
CumberlandCounty 2 33 $33,000 $57,530 $24,530
FairfaxCounty 6 27 $46,756 $100,898 $54,142
Houston 3 19 $46,805 $75,866 $29,061
Killeen 3 21 $43,500 $52,755 $9,255
MiamiDade 4 20 $40,500 $77,525 $37,025
MontgomeryCounty 4 20 $46,410 $103,364 $56,954
PalmBeach 5 27 $39,000 $79,750 $40,750
SanDiego 5 17 $42,210 $87,177 $44,968
VirginiaBeach 3 36 $40,624 $73,935 $33,311
WakeCounty 2 37 $35,189 $68,884 $33,695
ComparisonAverage 4 24 $40,723 $77,447 $36,724
ThemajorityofcomparisondistrictssalaryscheduleshavefewerclasslevelsthanHawaii.Theaverage
numberofclasslevelsforcomparisondistrictsisfour.Comparisondistrictsalsotendtoalignclasses
morecloselytodegreeattainmentthantosimplyearningadditionalcredits.
Comparisondistrictshave,onaverage,24stepsamuchhighernumberthanHawaiis15.When
lookingonlyatthestepsforteacherswhohavecompletedaSATEP,Hawaiihasjust12steps.Therange
forthecomparisondistrictsislarge,from11to37steps.LikeHawaii,districtswithfewerstepshaveless
alignmentbetweenstepsandyearsofservice.Thismeansthatteachersspendmoretimeineach
individualstep.Thus,teachersdonothavesalaryincreasesunlessanoverallsalaryincreaseoccurs,or
unlesstheyattainahigherclasslevel.Districtswithmorestepstendtohavecloseralignmentbetween
yearsofserviceandsteps.Still,manydistrictsdonotallowyoungteacherstomoveupstepsuntilthey
arefewyearsintotheircareer.
ThesalaryinformationinTableIV3hasnotbeenadjustedforjobcharacteristicssuchasworkload,days
orhours,orcostoflivingdifferencesbetweendistricts.Theexaminationissimplybasedontotalsalary
figures,andprovidesacomparisonoftherawsalariesofHawaiiandthecomparisondistricts.Also,
HawaiisalariesareexaminedonlyatStep5andabove;Steps1through3areonlyforteacherswhohave
notcompletedanSATEP,thecomparisondistrictsdidnothavecomparablesteps.Hawaiisminimum
salary,$44,358,ishigherthantheaverageminimumsalaryofcomparisondistricts,whichis$40,723.
Hawaiishighestpossiblesalary,$81,703,isalsohigherthancomparisondistrictsaverageof$77,447.
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Therangebetweenminimumandmaximumsalariesaverages$36,724,whichisverysimilartothe
Hawaiirangeof$37,165.
TableIV4showsminimumandmaximumsalariesforBachelors,Masters,andDoctoratedegree
classes.
TableIV4
Minimum
BASalary
Maximum
BASalary
Minimum
MA
Salary
Maximum
MA
Salary
Minimum
Doctorate
Salary
Maximum
Doctorate
Salary
Hawaii $44,538 $63,446 $48,100 $68,522 $57,353 $81,703
Broward $40,000 $71,250 $43,650 $74,900 $48,000 $79,250
Clark $34,684 $41,292 $40,276 $53,342 $46,008 $69,281
CumberlandCounty $33,000 $50,000 $36,300 $55,000 $38,830 $57,530
Fairfax
County
$46,756 $85,948 $52,530 $97,188 $56,164
$100,898Houston $46,805 $68,856 $47,876 $72,360 $48,948 $75,866
Killeen $43,500 $51,000 $44,675 $52,175 $45,255 $52,755
MiamiDade $40,500 $70,325 $43,600 $73,425 $47,700 $77,525
MontgomeryCounty $46,410 $62,201 $51,128 $96,966
PalmBeach $39,000 $73,750 $42,000 $76,750 $45,000 $79,750
SanDiego $42,210 $66,707 $44,785 $76,746
VirginiaBeach $40,624 $69,835 $43,124 $72,335 $44,724 $73,935
WakeCounty $35,189 $62,354 $38,877 $68,884
ComparisonAverage
$40,723 $64,460 $44,068 $72,506 $46,737
$74,088
Again,TableIV4onlylooksatHawaiisalariesforStep5andabove.Hawaiiminimumsalariesarehigher
thanalloftheaverageminimumsalaryfiguresforcomparisondistricts,andtheHawaiiminimumis
muchhigherforemployeeswithaDoctorateoraMastersplus60credits.Comparisondistrictaverage
maximumsalariesarehigherforbothBachelorsandMastersdegrees.TheHawaiiDoctoratemaximum
salaryismuchhigherthanthecomparisondistrictaverage.However,theamountofgrowththatcan
occurbetweenminimumandmaximumsalariesineachclasstendstobesmallerinHawaiithanin
comparisondistricts.Thatis,Hawaiiteachershavelessroomforsalarygrowthwithinaclassthan
teachersincomparisondistricts.
Theanalysisabove,inTablesIV3andIV4,comparestheminimumandmaximumsalarypointsfor
Bachelors,Masters,andDoctorateclasses.Thenextsectionprovidesdetailedcomparisonsof12salary
pointsoftheHawaiisalaryscheduletothecomparisondistricts.Thecomparisonsarebasedonthe
distributionofteachersinHawaiis201314salaryschedule.Theanalysisbeginsbyexaminingthe
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proportionofteachersineachcellofHawaiissalaryschedule.TableIV5showsthedistributionof
teachersinHawaiissalaryschedulebypercentageofteachersineachcell.
TableIV5
Step ClassII ClassIII ClassIV ClassV ClassVI ClassVII
1
1.2%
0.1% 0.0% 0.0% 0.0% 0.0%
2 0.2% 0.0% 0.0% 0.0% 0.0% 0.0%
3 0.0% 0.1% 0.0% 0.0% 0.0% 0.0%
5 4.1% 4.9% 0.3% 0.1% 0.0% 0.1%
6 7.0% 11.7% 2.0% 0.8% 0.4% 0.4%
7 1.3% 3.2% 1.3% 0.8% 0.5% 1.0%
8 2.9% 5.7% 3.7% 3.0% 2.7% 5.9%
9 0.4% 0.8% 0.9% 1.1% 1.0% 4.3%
10 0.3% 0.6% 0.7% 0.8% 0.9% 4.4%
11 0.1% 0.2% 0.2% 0.2% 0.2% 1.4%
12
0.1%
0.1% 0.2% 0.2% 0.3% 1.5%
13 0.2% 0.4% 0.4% 0.5% 0.6% 3.8%
14 0.1% 0.2% 0.2% 0.2% 0.4% 2.4%
14A 0.1% 0.1% 0.1% 0.1% 0.2% 1.4%
14B 0.0% 0.1% 0.1% 0.1% 0.3% 1.9%
Thegoaloftheanalysisistoidentifykeycomparisonpointsintermsofteachereducationand
experiencelevelsbetweenHawaiiandotherdistrictsbasedonthecurrentdistributionofHawaii
teachers.TableIV5showsthatinClassII,therearealargenumberofteachersinSteps5,6,and8.In
ClassIII,
alarge
percentages
of
teachers
are
also
in
Steps
6,
7,
and
8.
Class
IV
has
3.7
percent
of
all
teachersinStep8andClassVhasthreepercentoftheteachersinStep8.ClassVIIhashighpercentages
ofteachersinSteps8,9,10,and13.
Usingthisinformation,APAidentified12cellstouseascomparisonpointsinamoreindepthsalary
comparisonanalysis.Tomakethecomparisonspossible,apredictednumberofyearsmustbeassigned
toeachsteplevelintheanalysis.BasedontheinformationprovidedinSectionIIonexperience(TableII
5),APAcreatedtheimputedyearsofexperienceseeninTableIV6.
HawaiipaysthesameforteacherswithaBachelorsand30creditsasforteacherswithaMasters
degreeinClassIII.Manyofthecomparisondistricts,however,differentiatebetweenthosetwolevelsof
education.With
this
in
mind,
APA
examines
Class
III
pay
for
teachers
with
aBachelors
plus
30
credits
separatelyfromteacherswithaMastersdegree.Lookingatthesepayratescreates15comparison
points.Dataforall15pointsisshowninallcomparisontables.
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TableIV6
ComparisonPoints HawaiiClass HawaiiStep
ImputedYearsof
Experience
1 ClassII 5 3
2 ClassII 6 5
3
ClassII
7 9
4 ClassIII 5 3
5 ClassIII 6 5
6 ClassIII 8 11
7 ClassIV 8 13
8 ClassV 8 13
9 ClassVII 8 14
10 ClassVII 9 22
11 ClassVII 10 24
12 ClassVII 13 27
Theanalysis
of
comparison
total
salaries
is
shown
in
Tables
IV
7A
7C.
These
tables
show
information
on
Hawaiissalary,theaveragesalaryofthe12comparisondistricts,theminimumsalaryofcomparison
districts,themaximumsalaryofcomparisondistricts,thenumberofdistrictsbelowHawaiissalary,and
thennumberaboveHawaiissalary.Thisformatwillbeusedforallsalarycomparisontablesinthis
section.Noadjustmentshavebeenmadefornumberofdaysworkedorgeographiccostdifferences.
TableIV7Abelowshowsthat,forthefirstfivecomparisonpoints,lookingatClassesIIandIII(BA),
HawaiitendstohavehighersalariesforComparisonPoints1,2,4,and5.Thecomparisonaverageis
higherforComparisonPoint3,ClassIIwithnineyearsofexperience.Inallcases,moredistrictshave
salariesbelowHawaiisthanaboveHawaiis.
TablesIV
7A
and
IV
7B
show
that
average
salaries
for
comparison
districts
are
around
two
to
three
thousanddollarshigherforthosewithaMastersdegreeversusthosewithaBachelorsplus30credits.
ThoughHawaiissalariesarestillhigherforteacherswithfeweryearsofexperience,Hawaiispayfora
Mastersdegreewith11yearsofexperienceislowerthanthecomparisonaverage.Thisisalsotruefor
ClassIVpaywith13yearsofexperience.
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TableIV7A
ComparisonofTotalSalaries
Comparison
1
Comparison
2
Comparison
3
Comparison
4
Comparison
5
Class ClassII ClassII ClassII ClassIII(BA) ClassIII(BA)
Yearsof
Experience
3
5
9
3
5
HawaiiSalary $44,538 $45,874 $47,250 $48,100 $49,544
ComparisonAverage
Salary$42,437 $43,887 $47,333 $43,226 $44,732
Comparison
Minimum$33,000 $35,189 $36,500 $33,000 $35,189
Comparison
Maximum$49,995 $53,478 $62,201 $51,801 $53,478
NumberBelow
Hawaii7 8 8 9 9
NumberAbove
Hawaii5 4 4 3 3
TableIV7B
ComparisonofTotalSalaries
Comparison
6
Comparison
7
Comparison
8
Comparison
9
Comparison
10
Class ClassIII(BA) ClassIIIMA ClassIIIMA ClassIIIMA ClassIV
YearsofExperience 11 3 5 11 13
Hawaii $52,561 $48,100 $49,544 $52,561 $54,663
ComparisonAverage $50,445 $45,701 $47,312 $53,676 $56,161
Minimum $40,000 $36,300 $38,877 $44,000 $44,000
Maximum $66,163 $56,066 $60,466 $75,850 $81,802
NumberBelow
Hawaii9 9 9 8 8
NumberAbove
Hawaii3 3 3 4 4
TableIV
7C
shows
that,
even
at
the
higher
levels
of
education
and
experience,
Hawaii
tends
to
pay
more
thanmostofthecomparisondistricts,asshownbythenumberofdistrictsbelowHawaii.Yet,the
averagesalariesofcomparisondistrictsarehigherforfourofthecomparisonpointspresentedinTable
IV7C.Thelargestgapisforteacherswith24yearsofexperience,inClassVII.
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TableIV7C
ComparisonofTotalSalaries
Comparison
11
Comparison
12
Comparison
13
Comparison
14
Comparison
15
Class ClassV ClassVII ClassVII ClassVII ClassVII
Yearsof
Experience
13
14
22
24
27
Hawaii $56,850 $62,672 $66,489 $68,482 $72,653
ComparisonAverage $57,853 $59,324 $68,171 $71,052 $73,063
Minimum $44,000 $44,000 $51,150 $51,150 $52,175
Maximum $85,285 $90,051 $101,354 $103,634 $103,634
NumberBelow
Hawaii8 8 6 5 6
NumberAbove
Hawaii4 4 6 7 6
Adjust ing for Work Load and Geographic Cost Dif ferences
Next,wecomparethesalaries,adjustingforbothworkloadandgeographiccostdifferences.Workload
adjustmentsincludecontractdays,totalcontracthours,andpaiddays.Geographiccostdifferences
adjustmentsincludetheComparableWageIndex(CWI)andCostofLiving(COL)adjustment.
Workload
Thenexttableslookatthecomparisonpointsbyexaminingtheimpactsofdifferencesinteacher
workloads.Workloadcanbeexaminedinafewways,butitgenerallyincludesthenumberofdays
contractedforworkandthenumberofhourscontractedperday.Itisimportanttorememberthat
contracthoursonlyreflectthenumberofdaysexplicitlyinthecontract,anddonotincludeanyhours
teachersworkoutsideofcontracthours.Forthisstudy,wearealsolookingatthepaiddaysforeach
district.Paiddaysincludepaidvacationdayswithinthecontractyear.Mostofthecomparisondistricts
didnothaveexplicitfiguresforpaiddays,soweexaminedcalendarstoestimatethepaiddaysfor
teachersineachofthe12districts.TableIV8showsHawaiisfigures,comparisonaverage,comparison
minimum,andcomparisonmaximumforcontractdays,workhours,andpaiddays.
Hawaiihas1.5fewerdaysthanthecomparisondistrictaverage.Hawaiisaveragenumberofworkhours
isahalfanhourlowerthanthecomparisondistrictaverage.Nodistricthasfewerworkhoursthan
Hawaii,thoughanumberofdistrictshaveequivalentsevenhourworkdays.Paiddaysrangefrom204
to222
days,
with
the
comparison
district
average
at
211.5,
5.5
days
below
Hawaiis
paid
days.
Again,
mostpaiddaysfiguresareestimatesbasedonthecalendarofeachcomparisondistrict.Hawaiihad
about1percentfewerdaysand8percentfewerhoursthancomparisondistricts,butabout2percent
morepaiddays.
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TableIV8
ComparisonofContractDays,WorkHours,andPaidDays
ContractDays WorkHours PaidDays
Hawaii
190.0
7.0
216.0
ComparisonAverage 191.5 7.5 211.5
ComparisonMinimum 184.0 7.0 204.0
ComparisonMaximum 200.0 8.0 222.0
TablesIV9A9Cshowthe15comparisonpointsafteradjustingforcontractdays.TablesIV10A10C
thenlookatthecomparisons,adjustingfortotalcontracthours.
TableIV9A
ComparisonAdjusting
for
Contract
Days
Comparison
1
Comparison
2
Comparison
3
Comparison
4
Comparison
5
Class ClassII ClassII ClassII ClassIII(BA) ClassIII(BA)
YearsofExperience 3 5 9 3 5
Hawaii $44,538 $45,874 $47,250 $48,100 $49,544
ComparisonAverage $42,159 $43,607 $47,019 $42,960 $44,465
Minimum $32,320 $34,463 $35,747 $32,320 $34,463
Maximum $48,713 $52,453 $60,910 $51,358 $55,114
NumberBelow
Hawaii7 7 7 9 9
NumberAbove
Hawaii5 5 5 3 3
TablesIV9AaboveandTablesIV9BandIV9Cbelowallshowthatwhenadjustmentsaremadefor
contractdays,Hawaiissalariestendtobecomemorecompetitiveinrelationshiptothecomparison
groupaverage.Themovementisnotlarge,butisenoughtocauseHawaiissalarytobeabovethe
comparisonaverageforsomecomparisons,whereitwasbelowtheaverageswithoutadjustments
(showninTables7A7C).However,Hawaiissalaryisstilllowerthanthecomparisondistrictaveragefor
ComparisonPoints13and14.
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TableIV9B
ComparisonAdjustingforContractDays
Comparison
6
Comparison
7
Comparison
8
Comparison
9
Comparison
10
Class ClassIII(BA) ClassIIIMA ClassIIIMA ClassIIIMA ClassIV
Yearsof
Experience
11
3
5
11
13
Hawaii $52,561 $48,100 $49,544 $52,561 $54,663
ComparisonAverage $50,145 $45,401 $47,008 $53,322 $55,789
Minimum $39,175 $35,552 $38,076 $43,093 $43,093
Maximum $68,320 $54,628 $58,916 $73,905 $79,705
NumberBelow
Hawaii8 8 9 8 8
NumberAbove
Hawaii4 4 3 4 4
TableIV9C
ComparisonAdjustingforContractDays
Comparison
11
Comparison
12
Comparison
13
Comparison
14
Comparison
15
Class ClassV ClassVII ClassVII ClassVII ClassVII
YearsofExperience 13 14 22 24 27
Hawaii $56,850 $62,672 $66,489 $68,482 $72,653
Comparison
Average
$57,512
$58,980
$67,721
$70,547
$72,514
Minimum $43,093 $43,093 $50,095 $50,095 $53,012
Maximum $83,098 $87,742 $98,755 $100,977 $100,977
NumberBelow
Hawaii8 8 7 6 7
NumberAbove
Hawaii4 4 5 6 5
Toexaminetotalworkload,contractdaysandhoursperdaycanbemultipliedtocreatetotalhours
contractedperyear.Hawaiistotalworkload,190daysmultipliedby7hours,wouldbe1,330contract
hours.Comparisondistrictstotalworkloadsrangefrom1,325to1,552contracthours,withanaverage
of1,443
hours.
This
is
around
8.5
percent
more
contract
hours
than
Hawaii.
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TablesIV10A10Cbelowrunthecomparisons,adjustingfortotalcontracthoursandhoursperday.
Whensalariesareadjustedbycontracthours,Hawaiisalariesbecomeevenmorecompetitiverelativeto
comparisondistricts.Hawaiissalaryishigherthanthecompar