by Bobby Stephens Willard Crouthamel (770-432-2404 x-233)

1. RESA Salary Survey Initiative BRIEF DESCRIPTION Power Point Presentation #1 of 3 Overall Approach by Bobby Stephens Willard Crouthamel (770-432-2404 x-233)

2. Salary Survey Initiative Power Pt. #1 – Brief Description (the Process) Power Pt. #2 – Good Data Reporting (Guides) Power Pt. #3 – The Report (Data Interpretation) • What is being surveyed? • Who are the participants? • Why has this been undertaken?

3. Salary Survey Initiative Background & Components • Core RESA Sponsors: • The three Major Annual Surveys: • Teacher Salaries • Non-Teaching Personnel Salaries • Extracurricular Salary Supplements A 28 Year Endeavor 53 Participant Georgia School Systems Evolved based on ideas and requests from over 500 school system HR & Finance contacts Core RESA Sponsors: Metro, Griffin, Northeast, and 1st District RESA’s

4. For further clarification On any slide, or to see an Example, click on the “I” Button link below (try it) By clicking on the “I” icon box whenever it appears at the bottom of a slide, there will be additional dialog related to the content of the slide…either information clarification or an example related to that slide.

5. The Three Annual Surveys The yearly Teacher Survey report is produced during the Summer, followed by the Non-Teaching Jobs report in the Fall-Winter, and finally the Extracurricular Activities Supplements report immediately after the New Year (January). Reports are in PDF format via email. The Non-Teaching report consists of three parts: separate files for Large, Medium, and Small sized school systems. • Systems • Large • Medium • Small

6. Participating School Systems Salary data from 53 School systems with 71% of Georgia's public school School students Past participation has occurred solely by word-of-mouth; school systems have never been solicited by advertisement. This is the 28th year of the initiative and hundreds of HR and Finance staff have contributed advice and guidance.

7. What Salary Information is Collected! Teacher Salary Survey (Annual Study #1) Non-Teaching Personnel Survey (#2) • Large systems (124 jobs), Medium Systems • (82 jobs), and Small Systems (49 jobs) • High Potential Salary per job (and other • job related info…titles, days worked, etc.) Extracurricular Activity Supplements(#3) • Salaries being paid at: T-Levels, Years of • Experience Levels. • Furlough and Reduction Day Information • Maximum and Minimum supplements • reported for each of 73 activities

8. Big Ticket Goals • Opportunity to compare your district’s salaries • with other GA systems in numerous ways: stem size, • locale, ability to pay, similar values or approaches. • Opportunity to compare with other GA systems in numerous ways: System Size, Locale, Ability to Pay, Similar Values or Approaches. • Choosing Cost Saving Strategies that are Fair

9. The Value of Having Comparative Salary Data • Just to have salaries on hand to reference is a good reason by itself. • Keep abreast of what other school systems are doing. • Defend whether salaries are high or low (an even-handed view). • Justify assigned value of a particular job. • Identify the need for further review of salaries. • Underpin your districts setting of salaries. But, other reasons include:

10. Salary Survey Rational • Comparisons with other school systems to see if we are in line with their salaries. • Opportunity to compare: • Urban, Metro, Rural • System size…large, medium, small • Vicinity or RESA area • North, Middle, or South Georgia

11. Large, Medium, and Small Districts Enough Data For everybody

12. The next series of slides describe the Teacher Salary Survey process and report (with samples of the various types of salary figure comparisons).

13. Teacher salaries paid comparisons • T4, T5, T6, T7 Levels (certificate levels) • Years of Experience Steps (E to 30) • Comparisons by: RESA area, system size (Large, Medium, Small), like-systems, and to numerous group averages and state/regional averages • Salaries ranked by school system (highest paying at various Certificate and Experience levels)

14. Compare your system with: • Another system, • Various group averages • State Minimums and averages for All Systems

15. School systems ranked by salary paid This table also displays a comparison of local supplements

16. The salaries that are reported are actual salaries paid; that is, furlough or reduction day pay has been excluded. Questions for you to consider! • Are your salaries appropriate and in • line with other districts? • Are they competitive at various levels (T and • Step Levels)? • Do you need to look at supplements, • longevity steps, maximum salaries reached?

17. Furlough or Reduction Days Furlough day pay was subtracted from the schedules of systems not producing a reduction-day schedule and having furlough days. Information is presented on the number of furlough or reduced days the various systems have identified. Means are circled.

18. The next series of slides describe the Non-Teaching Personnel Salary Survey data collection process and report (with samples of the various types of salary figure comparisons) and describing the effort made to obtain accurate salary information).

19. Non-Teaching Personnel Positions Certificated, Classified, plus Stipends) • High potential salary comparisons (top pay, plus other information…days worked, job titles & anomalies, etc.) • 48 positions (small school districts), 82 positions (medium-size school districts), 124 positions (large school districts). • 53 school systems from: Metro RESA, Griffin RESA, Northeast GA RESA, First District RESA and numerous other GA systems (North, Middle, and South GA).

20. Number of Jobs • Large Systems – 124 • Medium Systems – 82 • Small Systems - 49 Jobs are presented first by: (a) System-wide workers (Central Office, Department Staff, and other system coverage) and (b) Local school building positions. Each of the jobs listed on this slide has an accompanying definition which has been derived by looking at work typical to that job…usually from organizational charts and system job descriptions, but also relevant to the school system’s size.

21. Highest Potential Salary Highest pay with maximum experience & degree The Chief Technology Officer, in this example, has a high potential salary of $102,241 and is not required to have certification. This school system has a title of “Director of Information/Instructional Technology”. Salary figures should be reported as the highest potential salary a job holder might make this year. That is, the Top end of highest scale, say Doctorate Level, with maximum experience and degree or training, not just current top pay.

22. Things begin with good data collection (i.e., the data template) Sample County Schools In this example, the sample county has the assistant superintendent position having a maximum potential salary of $102,241. It calls for a certified based individual to work for 230 days (which we consider an annual job) and that person is a division or department director…which was not specified. No additional comments were provided.

23. The next series of slides describe the Extracurricular Activity Salary Supplement Survey process and report (with samples of the various types of salary figure comparisons).

24. Extracurricular Supplements • 73 school activities grouped by: Athletic, Non-athletic (clubs, etc.) • Salary supplements reported: maximum & minimum pay • School systems ranked by highest paying supplement per activity

25. Athletic/Non-Athletic Activities Athletic Activities Salary supplement tables were produced for 54 athletic activities/functions (including cheerleading) and 19 non-athletic activities (e.g., drama coach, band director). Reported salary supplements were not supposed to include Extended Year Pay.  Athletic supplements include head and assistant coaches, and include cheerleading as an athletic event.

26. 73 Extracurricular Activities (54 Athletic, 19 Non-Athletic) Special Clarifications Minimum and Maximum Supplements School systems are ranked based on the highest supplements paid (the top end of the supplement scale). This sheet also indicates the number of middle and high schools each district has.

27. Systems Ranked by Top-End Pay Salary supplements reported include both the minimum (base) and maximum (top) amounts. School systems were rank ordered using the maximum salary column. If a fixed salary was paid for an extracurricular activity, then the Minimum and Maximum figures were recorded with the same amount or the minimum salary was left blank. RESA and other group averages are contained at the bottom of each table. The Minimum Average includes salaries that were determined to be a flat fee. • Sample System: Coffee County • $7,253 maximum supplement • $3,242 avg. for these systems • Large, Medium, Small Sys. Avg. (below)

28. Annual Reports You Get Three main salary surveys 3 1 2

29. What are the advantages of participation? • Crafted over a 28 year period by over 500 participants (including Human Resources and/or Finance Directors and HR Specialists across Georgia)…data collection by Metro RESA. • 53 School Systems currently participating (18 large, 20 medium, 17 small)…representing 71% of the public school students in Georgia. Compare our district with others to see if we are out of line with them. • Job comparisons across like-school systems: system size, area of state, Rural/Urban, etc. • Expertise provided by well known HR officials and persons with lengthy experience in conducting compensation studies, and plus RESA directors and school superintendents. • Done on a yearly basis, singling out only Georgia school systems. • Cost-efficient process (access to an appropriate data-base using annually updated information). • Information to help set salaries that are: comprehensive, fair and understandable (eliminating negative reasons such as: “we don’t know how our schedule was determined” or “it was done in the past…we cannot alter it”.

30. Thanks for Your Support and Have a great school year!