Charleston County School District

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Charleston County

School District

Classification &

Compensation Study:

Final Report

Dec. 9, 2013

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STUDY BACKGROUND

Goals of the Classification and Compensation Study

 Charleston County School District (CCSD) desires a Classification and Compensation system that supports the

organization’s goal to recruit, select, motivate and retain well-qualified employees.

 The compensation system should be fiscally sound and cost effective while supporting the employees of CCSD and encouraging them to be responsive to customers and stakeholders.

 CCSD desires an understandable and transparent classification and compensation system that enables

employees and management to effectively manage career growth and development.

 CCSD desires a classification and compensation that is reflective and competitive of the market.

Recommendations of the Classification and Compensation Study

 Fox Lawson has completed and delivered the results and recommendations of the study, which consists of:  Recommended classification structure;

 Training and recommendations on the job evaluation method;

 Results and recommendations of the salary survey in the form of comparison to the market, salary structure

and implementation options.

 Review the overall results of the the study related to the recommended classification structure and salary range

by current job title, overall salary structure, and answer any final questions.

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SUMMARY & RECOMMENDATIONS

Classification Study

We developed a classification structure based on type and level of work that allows for:

 Developed a classification structure that includes 40 class series (bodies of work) and 100 classifications from

over 250 current job classifications that are not aligned in a series that allows for career progression

 Management flexibility in staffing and assignments

 Transparent career paths that enable employees and managers to manage career development  Consistent internal equity through the use of understandable career levels

 Connection between the assigned salary range and the market

We recommend CCSD review the Classification placement and implement the proposed structure.

Academic

Management Facility Services Legal Procurement Accounting & Finance Family Services Maintenance Psychologist Accounting & Finance

Support Food Services Management Maintenance Social Work Administrative

Management Grant Management Materials Management Special Education Therapy Administrative Support Head Start Media Student Conduct

Auditorium Human Resources Multi-media Student Counseling Braillist Information Technology Nursing Services Teaching Support Communications Information Technology _Management Occupational Therapy Transportation

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SUMMARY & RECOMMENDATIONS

Job Evaluation Study

We evaluated all proposed classifications with a defined and valid job evaluation methodology that allows for:

 Understandable evaluation criteria

 Evaluation criteria applicable to all types of job responsibilities

 Ability to evaluate and slot new jobs into the salary structure  Trained CCSD Human Resources on the methodology

We recommend CCSD utilize the Decision BandTM_{Method to evaluate classifications and develop the salary}

structure.

Compensation Study

We created single salary structure that can be utilized for staff, teachers, and principals:

 Conducted custom market survey of comparable local market and school districts

 Developed salary structure that balances the market and internal equity across all classifications  A single salary structure maintains market competitiveness and internal equity, while also decreasing

administrative time and complexity to maintain separate salary structures

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COMPENSATION STUDY: Proposed Salary Structure

Below is an example of the handout which summarizes the results and

recommendations of the Study, by combining the classification structure, job

evaluation, and salary structure.

Series Title New Class Title Series _Level Current job titles _EvaluationDBM Proposed _Minimum Proposed _Midpoint _MaximumProposed

Administrative Support

Administrative Support Clerk 1 of 6

General Clerk Secretary I Clerk typist

Due Process Clerk Media Clerk Receptionist A12 $19,796 $25,735 $31,674 Administrative Support Assistant 2 of 6 Technician I

Student Data Clerk

Secretary II A13 $22,747 $29,571 $36,395

Senior Administrative

Support Assistant 3 of 6

Technician II & III Administrative Asst I Secetary III

Secretary/Bookkeeper Bookkeeper II

B21 $25,707 $33,419 $41,131 Administrative Support _{4 of 6} Technician IV _B22 _$28,658 _$37,255 _$45,852

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COMPENSATION STUDY: Teacher Salary Structure

Job Title

Education Levels

Minimum*

Midpoint*

Maximum*

Teacher C41

BA

$34,382

$44,703

$55,009

Market Minimum

$34,002

Teacher C42

BA +30

$36,723

$47,728

$58,748

Teacher C43

MA

$39,049

$50,768

$62,487

Market Midpoint

$52,242

Teacher C44/C51

MA +30

$41,982

$54,568

$67,169

Teacher C45/C52

Ph.D.

$45,494

$59,128

$72,778

Market Maximum

$71,060

The Teacher classification is evaluated at the C4 level due to the management and

education of assigned classes and subjects. We compared the developed salary

structure to the market data collected for Teachers:

*Annual calculations area based on 1560 hours.

Due to the highly competitive relationship between the market rates and evaluation

levels for the Teacher classification, we recommend CCSD utilize the above ranges for

the current Teacher education levels.

From the above ranges we have developed a step structure for each education level

that has been provided to CCSD Human Resources.

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Charleston County School District