AUSTIN ISD POLICE DEPARTMENT COMPENSATION PLAN & GUIDELINES

Transcription

1 AUSTIN ISD POLICE DEPARTMENT COMPENSATION PLAN & GUIDELINES AUSTIN ISD HUMAN RESOURCE SERVICES Last Updated on May 14, 2018

2 TABLE OF CONTENTS 1. Background Information 2. NEW Police Compensation Plan 3. NEW Placement Scales 4. Comparison to Previous Pay Rates 5. Police Education and Certification Stipends 6. NEW Bilingual, Field Officer Training Stipends 7. NEW Overnight Shift Differential Pay and Salary Calculation 8. Promotional Opportunities 9. Overtime and Supplemental Pay

3 Background Information In the school year, Human Resource Services contracted with Texas Association of School Boards (TASB) to conduct a comprehensive district compensation study, which included a market analysis of police officer pay in relation to other school districts and local agencies. One of the recommendations that resulted from the study was a dedicated pay plan for police dispatchers, officers and command positions. Such a plan would allow AISD to ensure transparency on how compensation is calculated, have greater agility in making market-based compensation adjustments, and remain responsive to recruitment and retention challenges in the future. On April 30, 2018, the Board of Trustees approved a dedicated compensation plan for the AISD Police Department. This new plan, which established clear pay grades for police dispatchers, officers, and command positions, was aimed at aligning AISD police officer salaries with market rates and creating clear career pathways for police officers. The new plan went into effect on May 1, This document includes details on the new compensation plan, along with information on police officer stipends and supplemental pay rules, salary calculation and overtime guidelines. For additional information on the TASB compensation study or the AISD Police Department compensation plan, please contact Human Resource Services at (512)

4 Pay Grades and Job Placement Police dispatcher, officer and command positions have been grouped in eight pay grades, as shown below. The minimum, midpoint and maximum of the respective pay grades are indicated. New hires are placed in the pay grade for their position based on their total years of credited experience. Human Resource Services will review pay structures annually and adjust as needed to maintain competitive alignment with the external market for police department positions. If no pay raise is approved by the Board of Trustees, no pay range adjustment will be made. Pay Grade Job Title Calendars Minimum Midpoint Maximum PD 1 Hourly $20.50 $25.00 $29.50 Police Cadet Days 42,640 52,000 61,360 Police Dispatcher 260 Police Services Specialist 260 PD 2 Hourly $23.00 $28.05 $33.10 Police Dispatcher, Lead Days 47,840 58,344 68,848 Police Officer 260 PD 3 Hourly $24.50 $29.88 $35.26 Senior Police Officer Days 50,960 62,150 73,341 PD 4 Hourly $25.72 $31.37 $37.02 Detective Days 53,498 65,250 77,002 PD 5 Daily $ $ $ Sergeant Days 61,264 74,711 88,158 PD 6 Daily $ $ $ Lieutenant Days 73,822 90, ,233 PD 7 Daily $ $ $ Captain Days 86, , ,614 PD 8 Daily $ $ $ Chief of Police Days 116, , ,674 2

5 New Hire Placement Scales Placement scales are used to establish a minimum rate for new hires based on job-related experience approved by the district. Current employees may be paid above this placement scale. This scale is for placement of new hires only. Future pay increases are determined annually and are not guaranteed. New hires will be given experience credit on a year-for-year basis, up to a maximum of fifteen years. Current employees who have been selected for a promotion will be given experience credit on a year-for-year basis, up to a maximum of twenty years. Positions in PD4 PD8 pay grades require previous law enforcement experience the minimum placement scales reflect those minimums e.g. PD 7 captain requires a minimum of ten years as a certified peace officer. Range Position Yrs Exp PD 1 PD 2 PD 3 PD 4 PD 5 PD 6 PD 7 Minimum 0 $20.50 $23.00 $24.50 Maximum Rate for External Hire 1 $20.60 $23.12 $ $20.83 $23.37 $24.89 $ $21.06 $23.62 $25.16 $ $21.29 $23.87 $25.43 $26.69 $ $21.52 $24.12 $25.70 $26.97 $ $21.75 $24.37 $25.97 $27.25 $ $21.98 $24.62 $26.24 $27.53 $ $22.21 $24.87 $26.51 $27.81 $31.87 $ $22.44 $25.12 $26.78 $28.09 $32.19 $ $22.67 $25.37 $27.05 $28.37 $32.51 $39.18 $ $22.90 $25.62 $27.32 $28.65 $32.84 $39.57 $ $23.13 $25.87 $27.59 $28.93 $33.16 $39.96 $ $23.36 $26.12 $27.86 $29.21 $33.49 $40.35 $ $23.59 $26.37 $28.13 $29.49 $33.81 $40.74 $ $23.82 $26.62 $28.40 $29.77 $34.13 $41.13 $ $24.05 $26.87 $28.67 $30.05 $34.46 $41.52 $ $24.28 $27.12 $28.94 $30.33 $34.78 $41.91 $ $24.51 $27.37 $29.21 $30.61 $35.10 $42.30 $ $24.74 $27.62 $29.48 $30.89 $35.43 $42.69 $ $25.00 $28.05 $29.88 $31.37 $35.92 $43.28 $

6 Comparison to Previous Pay New Hire Salaries A comparison of the clerical-technical/professional and police department compensation plans is below. Police Dispatchers, Officers and Command positions were paid on the clerical compensation plan prior to the approval of the dedicated police compensation plan. Police Officers and Senior Police Officers had a higher starting salary than other positions in their previous pay grade. The Police Chief was paid on the administrative compensation structure. POSITION PAY GRADE OLD/NEW COMP Pay Grade Minimum Pay Grade Midpoint Pay Grade Maximum Police Cadet Police Dispatcher Police Services Specialist Police Dispatcher, Lead Police Officer Senior Police Officer Detective Sergeant Lieutenant Captain Chief of Police CT09 OLD $39,957 $49,941 $59,925 PD1 NEW $42,640 $52,000 $61,360 CT09 OLD $39,957 $49,941 $59,925 PD1 NEW $42,640 $52,000 $61,360 CT08 OLD $37,482 $46,842 $56,202 PD1 NEW $42,640 $52,000 $61,360 CT10 OLD $42,702 $53,373 $64,043 PD2 NEW $47,840 $58,344 $68,848 CT09 OLD $48,422 $49,941 $59,925 PD2 NEW $47,840 $58,344 $68,848 CT10 OLD $50,877 $53,373 $64,043 PD3 NEW $50,960 $62,150 $73,341 CP01 OLD $45,573 $56,971 $68,370 PD4 NEW $53,498 $65,250 $77,002 CP03 OLD $51,979 $64,979 $77,979 PD5 NEW $61,264 $74,711 $88,158 CP05 OLD $59,363 $74,214 $89,066 PD6 NEW $73,822 $90,028 $106,233 CP06 OLD $63,440 $79,310 $95,181 PD7 NEW $86,450 $103,532 $120,614 A12 OLD $114,000 $127,750 $141,500 PD8 NEW $116,734 $129,704 $142,674 4

7 Police Education and Certification Stipends All AISD Police Officers are eligible to receive the following stipends, which are applied as differentials to the officer s base hourly rate of pay. STIPEND Monthly Per Hour Associates Degree $75.00 $0.43 Bachelor's Degree $ $0.86 Master's Degree $ $1.29 Intermediate Peace Certification $75.00 $0.43 Advanced Peace Certification $ $0.86 Master Peace Certification $ $1.29 Teaching $ $1.15 Team-Teaching $ $0.58 An officer receiving a bachelor s degree stipend, who then obtains their masters degree would receive the difference between the bachelor s stipend ($0.86 per hour) and the masters stipend ($1.29 per hour) they would receive an additional $0.43 per hour. An officer receiving an Intermediate Peace Certification stipend, who then obtains their Advanced Peace Certification stipend would receive the difference between the Intermediate Peace Certification stipend ($0.43 per hour) and the Advanced Peace Certification stipend ($0.86 per hour) they would receive an additional $0.43 per hour. The teaching and team-teaching stipends must be monitored, and are paid only for as long as the officer continues to provide the additional duties associated with these stipends. Any pay adjustments that occur as a result of additional certifications are made effective the day after HR is notified of the change, and will be reflected in the next available pay cycle after the change is approved. 5

8 NEW Bilingual and Field Training Officer Stipends Officers who take and pass an approved bilingual certification test, and are providing services in both English and Spanish, or other approved language, are eligible to receive a Bilingual Stipend. More information on the certification test can be found at Officers are responsible for paying any fees associated with testing and certification and providing required documentation to HR for verification, prior to any pay adjustment. This stipend is applied as a differential to the officer s base hourly rate of pay, and will be applied the first day after HR receives notice of certification, and will be reflected in the next available pay cycle. Officers who are approved to serve as Field Training Officers by the Police Chief, are eligible to receive a stipend. This stipend is applied as a differential to the officer s base hourly rate of pay. The AISD Police Department will provide a list of FTOs to HR. The differential will be applied the day following notification being received by HR, and will be reflected in the next available pay cycle. STIPEND Monthly Per Hour Bilingual $ $0.58 Field Training Officer $ $0.58 6

9 Overnight Shift Differential Pay The AISD Police Department provides 24 hour a day service to the District to prevent the loss or destruction of district property. The department has 6 officers and one dispatcher assigned to the overnight shifts, and covers overnight hours 7 days a week, 365 days per year. Overnight shifts are between 6:00 pm and 6:00 am for officers between 10:00 pm and 6:00 am for dispatchers. Additional officers may be assigned to work overnight shifts during the summer months. Overnight shift differential is calculated as an additional $1.10 per hour applied to the employee s base rate of pay. Employees who no longer work overnight shifts will have the additional differential removed from their base rate of pay. Salary Calculation Experience as a licensed, commissioned police officer will be accounted for in salary calculations for officer and command-level positions. It is the employee s responsibility to provide the necessary documentation for salary consideration. Documentation may include official degree transcripts (for education verification) and TCOLE reports (for certification verification). Completed years of service are based on the school year calendar, which runs from July through June. While an officer may have earned an additional year of service as evidenced on their TCOLE report, the additional year would not be applied to their AISD service record until July 1. For employees being selected for a promotional opportunity, salary placement will account for years of experience as a licensed, commissioned police officer, while also ensuring internal compensation equity with employees in the same position with similar experience. Salary Calculation for Employees Re-hired After a Break in Service An employee who is hired for the same position following a break-in-service that is less than twelve months shall be reinstated at the same pay rate previously held prior to the break-in-service, or according to the procedures for placement of new hires, whichever is greater. If rehired to a position at a different pay grade level or following a break in service that is longer than twelve months, the employee s pay rate will be calculated according to the procedures for placement of new hires. 7

10 Promotional Opportunities and Salary Calculations In order to be eligible for promotion to the next level, the minimum requirements for the advanced position must be met. Please note that meeting these requirements does not automatically guarantee promotion, and the appropriate interview and selection process will be followed for any vacant positions. Minimum Requirements Position Education Years of Experience License Certification Detective HS Diploma or G.E.D. 2 years of Law Enforcement experience Peace Officer License Intermediate Peace Officer Certification Police Sergeant HS Diploma or G.E.D. 4 years of Law Enforcement or 2 years as a Corporal within the AISD Police Department Peace Officer License Intermediate Peace Officer Certification Police Lieutenant HS Diploma or G.E.D. 8 years of Law Enforcement experience and held a position as a sergeant within the AISD Police Department Peace Officer License Advanced Peace Officer Certification Police Captain Associates degree in Law Enforcement or holds a Master Peace Officer Certification and a minimum of thirty semester hours of college in law enforcement study, or incumbent must complete the required semester hours within one year of employment 10 years of as a certified Peace Officer and experience in a supervisory position in law enforcement for a period of at least 6 years. Peace Officer License Master Peace Officer Certification 8

11 Overtime Guidelines Section 7(k) of the FLSA provides that employees engaged in fire protection or law enforcement may be paid overtime on a work period basis. A work period may be from 7 consecutive days to 28 consecutive days in length. For work periods of at least 7 but less than 28 days, overtime pay is required when the number of hours worked exceeds the number of hours that bears the same relationship to 212 (fire) or 171 (police) as the number of days in the work period bears to 28. For example, fire protection personnel are due overtime under such a plan after 106 hours worked during a 14-day work period, while law enforcement personnel must receive overtime after 86 hours worked during a 14- day work period. Any hours worked over 86 in a 14-day work period are compensated at 1.5 time. Supplemental duties All supplemental duties, such as an athletic assignment or school-sponsored event, are compensated at 1.5 times the officer s normal hourly rate. Compensation for supplemental duties will be paid in the next available pay cycle after the time has been BOTH approved by the approving manager and processed by the AISD Payroll Department. Employees have responsibility to ensure that all supplemental time is submitted to the AISD Police Department timekeeper in a timely manner, to ensure prompt payment. 9