1. DENTON ISD Pay Study Design

2. Pay System Objectives and Strategies
Pay for job value
Pay for the job responsibility level
Pay compared to other employers
Recruit and hire skilled employees
Starting pay is competitive and pay determination practices defined
Retain good employees
Provide regular pay increases that match competitors
Manage costs
Stay within resources limits, pay range maximums, and total payroll cost amount

3. How the Pay Plan was Developed
Pay Structure
Job Analysis
Job Pricing
Policies and Procedures
Job Evaluation

4. Step 1: Job Analysis
Data was collected on job duties and responsibilities
Job Descriptions
Organizational Charts
Supervisor Interviews
April 11 & 12

5. Step 2: Job Evaluation
Jobs were analyzed and grouped in to pay grades using the factors listed below.
Knowledge
Education
Experience
Expertise
Effort
Decision Making
Complexity
Communications
Responsibility
Financial
Organizational
Employee Responsibility
Number of Employees Supervised
Working Conditions
Clean or Dirty
Safe or Hazardous

6. Step 3: Job Market Pricing
Market data for benchmark jobs were collected.
School District Sources
Allen ISD
Arlington ISD
Birdville ISD
Carrollton-Farmers Branch ISD
Eagle Mountain-Saginaw ISD
Frisco ISD
Garland ISD *
Hurst-Euless-Bedford ISD
Irving ISD
Keller ISD
Lewisville ISD
Mansfield ISD
McKinney ISD
Northwest ISD
Plano ISD
Other Sources
Economic Research Institute, 2012
Kenexa, CompAnalyst
Mercer 2012 Benchmark Survey
Texas Workforce Commission
Other public sector employers

7. How Market is Used Market data is used two ways:
Compare district pay to market
Create competitive pay ranges
Market Target
Market Target
Market Target
Maximum Rate
Market Target
Pay Grade 4
Midpoint Rate
Pay Grade 3
Pay Grade 2
Minimum Rate
Pay Grade 1

8. Step 4 – Pay Procedures
Pay procedures were developed for ongoing plan administration.
Pay plan definition and maintenance
Pay actions
New hire pay determination
Promotions
Demotions
Break in service

9. New Pay Structures

10. Job Families New Job Families Teachers, Registered Nurses, Librarians
Administrators and Professionals
Clerical and Paraprofessional
Auxiliary

11. Job Families Common characteristics Nature of work Exempt/Non-Exempt
Job market
Clarifies and respects different career paths

12. Teachers, RN’s, Librarians
Starting Salary up to $48,000.
Teacher salary schedule no longer connected to state minimum schedule.
Teachers received a general pay increase of at least two percent at midpoint.
(This takes the place of a “step” increase)
Stipend amounts for master’s and doctorate degrees were grandfathered for current teachers. Future stipends have been set at $1,750 for a master’s degree and an additional $1,750 for an earned doctorate degree.

13. Administrators and Professionals
Campus and Central Office Professionals
Counselors, diagnosticians, speech pathologist
Assistant Principals
Principals
Department Directors
Ten Pay Grades

14. Clerical and Paraprofessionals
Instructional assistance and support
Classroom Aides
Special education Aides
Clerical
Campus and central office secretaries
Office clerks
Accounting clerks
Ten Pay Grades

15. Auxiliary Skilled and unskilled crafts and trades Nine Pay Grades
HVAC, Electricians, Mechanics
Grounds and Custodial
Construction/Maintenance Workers
Food Service Workers
Bus Drivers
Nine Pay Grades

16. Frequently Asked Questions

17. Frequently Asked Questions
What is a pay range structure?
It is a hierarchy of job levels with minimum and maximum rates.
There are different structures for different employee groups.
Pay range structures help the district hire and keep employees by paying more competitively and keeping pay levels fair.

18. Frequently Asked Questions
How was my pay grade determined?
Jobs are grouped into pay levels or pay grades based on the types of duties assigned, skill requirements, responsibility, and market value.
Pay grade assignments are based solely on the job - not the credentials or performance of the person in the job.

19. Frequently Asked Questions
Will my pay grade ever change?
Pay grades are changed only if there is a significant and sustained change in duties and responsibilities.
The district will review job classifications periodically to ensure that pay grade assignments are kept up-to-date with changing job descriptions.

20. Frequently Asked Questions
Did the board grant a pay increase this year?
Yes. The board granted a 2% of midpoint pay increase to all those whose pay is within their respective pay range.
The board granted a 1% of midpoint pay increase to those whose pay is above the maximum of the range.
The board approved equity adjustments to those whose pay is below the pay range minimum.

21. Frequently Asked Questions
How does my experience count?
Experience counts in a pay range system but to a lesser extent.
You will receive pay increases, or not, based on the amount approved, or not, by the Board each year.

22. Frequently Asked Questions
Did anyone lose money as a result of the study?
No. No one’s base pay was reduced as a result of this study.
Changes benefit deductions or taxes may have an impact on your take home pay.

23. Movement Through the Range
Example
20 Years
$5,175
$7,763
$6,469
Range Adjustment - 2% per year
15 Years
$4,704
$7,057
$5,881
Pay Increases - 4% per year
10 Years
$5,346
$4,277
$6,415
5 Years
$4,860
$5,832
$3,888
Minimum Rate
Midpoint Rate
Maximum Rate
$3,600
$4,500
$5,400
Employee’s Pay

24. Frequently Asked Questions
How do I get a pay increase?
Every year, during the budget process, the school board will determine the amount that can be spent for employee pay increases.
That percent factor is applied to the midpoint rate of each pay range to calculate the pay raise at each grade level.
This means that everyone in the same pay grade will receive the same dollar amount of increase.

25. Frequently Asked Questions
Pay Increase Calculation Example:
If you were an hourly employee in pay grade 3 earning $13.00/hour and your pay range had a midpoint of $13.36/hour, that rate would be the basis for your pay raise.
If the board approved a pay raise budget of 2 percent, your pay raise would look like this: 
Your current hourly rate= $13.00
Your pay raise ($13.36 x 2 percent) =
Your new hourly rate $13.27

26. Frequently Asked Questions
Can I predict what I will make in the future?
These structures are only valid for the school year. The district will review and revise them annually.

27. Frequently Asked Questions
What if my pay was below the minimum of the pay range?
Each employee will be given the general pay increase. If that amount is not enough to take their pay to the minimum of the range, they will be given an increase up to the minimum of the range.
What if my pay was above the maximum of the pay range?
The board granted a pay increase of 1% of midpoint to those whose pay is above the maximum of the range.

28. Frequently Asked Questions
How will hiring salaries be communicated to applicants and new employees?
The Human Resources department is responsible for communicating pay to applicants and new employees.

29. Frequently Asked Questions
When will I get my pay increase?
Pay increases will be reflected in the September 2013 pay check. You should be able to access your compensation from eFinance.
When will I see the new pay structures
The new teacher hiring schedule and pay ranges will be on the district’s website in the next few weeks.

30. FAQ’s Who do I call if I have questions?
Your Supervisor or the Human Resources Department