SBISD Compensation & Salary Plan - Things to Understand
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2 SBISD Compensation & Salary Plan - Things to Understand New Total Compensation Plan Design and Methodology Salary Increase Design /Budget Considerations & Methodology Communications Plan Expectations of Leaders Resources
3 COMPENSATION PLAN Basics of New Compensation Plan Step Schedules for Teachers, Librarians, Nurses, Counselors, and Diagnosticians Pay grades and ranges for all other district positions Minor changes to Stipends and Supplemental/Temporary Pay TASB Data Sources for Pay Recommendations 17 comparison districts based on enrollment and location Third party salary surveys of Houston metro area TASB annual surveys of salaries and wages in Texas schools District Administrator interviews
4 COMPENSATION PLAN Pay Grades have been established for each employee group: Administrative / Professional staff Technology staff Paraprofessional staff Auxiliary staff All positions were grouped into pay grades based on the types of duties assigned, skill requirements, responsibility and market value. Pay grades are based entirely on the job assignment, not the qualifications, credentials, or performance of job incumbents. Experience counts in a pay range system. The main difference between a pay range and a step schedule is flexibility. Salaries are not based solely on years of service. A pay range system allows the district to value other competencies such as types of experience, specialized skill sets, and demonstrated abilities.
5 COMPENSATION PLAN Each Pay Grade has a range and includes a Minimum Midpoint Maximum The pay ranges were determined by TASB based on market data for positions from comparable school districts and third party salary surveys.
6 SALARY PLAN
7 Compensation Plan - Design Factors Right size SBISD salaries and benefits contributions relative to the market based on industry standard model for management of salaries and raises with three design factors: Maximizes Base Salary Move more total compensation to higher base pay, and enhance TRS retirement benefits, Empower Employees give employees control of net take home pay through health insurance/benefits elections, and Create Greater Equity in our overall pay structure for all employees so everyone benefits from the $9 million compensation investment.
8 Compensation Plan - Budget Considerations Board Priority Investing in compensation is top priority, especially given that no salary increase was provided this year. State Funding Model No movement in 85 th Legislature to address the state s public school finance model SBISD Budget Revenue projections indicate $15 million decline next year.
9 Salary Increase Approximately $9,000,000 increase in employee salaries Based on TASB HR comprehensive review of the market salary data for SBISD positions Includes Pay Grades and Pay Ranges or New Hire Guides for all positions Provides a 3% of midpoint increase for all employees whose current salary falls below or within the pay range, and an additional increase for employees whose resulting salary falls below the minimum to bring their salary into their pay range Provides a 1% of midpoint increase for employees whose current salary falls above the maximum of their pay range
10 Employee Medical Insurance District Contribution: approximately $16,500,000 Shifts $2.5 million of the current $19 million District medical contribution to employee salaries while maintaining favorable rate comparison to other districts Limits increase in employee health insurance contribution to $100 per month (based on TRS rates and identical coverage levels chosen for 17 18), or Provides an employee insurance adjustment, when needed, to ensure that eligible employees take home more pay (after insurance is deducted) next year than this year based on medical insurance rates TRS Active Care rates to be released in June may impact the employee medical contribution for
11 COMMUNICATIONS AND RESOURCES
12 Communications Plan Leadership Information Session (5.23 & 5.31) Association Exec Boards & TOYS Information Session (5.23 & 5.31) Superintendent Message to all Employees (5.24 & 5.30) Leaders Provide Each Employee with Personalized Letter and Conversation ( ) Resources: Website (STAFF INTRANET) Help Sessions (Calendar of Dates/Times) Leadership Instructions/Toolkit
13 QUESTIONS & ANSWERS
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