Employee Compensation Survey Results Kyrene School District

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Kyrene School District 28
Employee Compensation Survey Results
Certified Staff
October 7, 2004
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Survey Respondents Background Information
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Survey Respondents Background Information
In how many years are you eligible for normal
retirement with 80 points?
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My salary level is competitive with that paid by
other school districts for my job (Q 4-1).My
salary level is fair when compared to other
employees with similar work and qualifications in
Kyrene (Q 4-2). My annual pay raise is fair
when compared to other Kyrene employees (Q
4-3).My annual pay raise is competitive with
that of other school districts (Q 4-4).My
performance reviews are fair and accurate (Q
4-5).My supervisor gives me helpful feedback on
my job performance (Q 4-6).Average
Kyrenes Current Compensation Program (Q 4-1 to
4-6)
1.9 3.1 2.7 1.7 4.5 4.2
2.8
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Kyrenes Current Compensation Program (Q 4-1 to
4-6)
Kyrenes Current Compensation Program
Reflection and Implication
External Competitiveness - Certified staff
strongly do not perceive that salary level (Q
4-1) or pay raises (Q 4-4) are competitive with
other districts. This perception contrasts with
our empirical findings that certified salaries
are very competitive with the surrounding
districts. The gap between the perception and the
reality represents a barrier to the successful
introduction of KSBP. Internal Fairness
Certified staff moderately perceive that salary
levels are fair compared to other employees with
similar work and qualifications (Q
4-3). Performance Assessment Certified staff
strongly perceive that performance reviews are
fair and accurate (Q 4.5) and that feedback from
supervisors is helpful (Q 4-6). This finding
provides excellent support for the introduction
of a KSBP system.
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Kyrenes Current Compensation Program (Q 4-1 to
4-6)
Q 4-1 My salary level is competitive with that
paid by other school districts for my job.
Q 4-2 My salary level is fair when compared to
other employees with similar work and
qualifications in Kyrene.
Statistics
Statistics
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Kyrenes Current Compensation Program (Q 4-1 to
4-6)
Q 4-3 My annual pay raise is fair when compared
to other Kyrene employees.
Q 4-4 My annual pay raise is competitive with
that of other school districts.
Statistics
Statistics
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Kyrenes Current Compensation Program (Q 4-1 to
4-6)
Q 4-5 My performance reviews are fair and
accurate.
Q 4-6 My supervisor gives me helpful feedback on
my job performance.
Statistics
Statistics
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Frozen Stipend for Employees earning more than
the salary schedule permits.Board Stipend in
lieu of general increase. Market Stipend for
employees in hard to fill positions.Longevity
Stipend for employees with 15 Kyrene
experience.National Board Certification Stipend
for teachers who have earned national teaching
certification.
Kyrenes Current Stipend Program (Q5)
Place these Stipends in order of importance to
you
3.2 3.2 3.2 2.1 3.3
Reflection and Implication Certified staff place
the same importance on all stipends, except for
the longevity stipend which is viewed as the most
important.
1 Most Important, 5 Least Important
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Overtime Cash Payout Cash payment for
accumulated unused compensatory overtime.ACA
Retirement Payout Cash out of accumulated unused
ACA time upon retirement. Annual recovery of
unused ACA.ACA Resignation Payout Cash out of
accumulated unused ACA time upon
resignation.Vacation Payout at Termination.
Kyrenes Current Payout Program (Q7)
Place these Current Payouts in order of
importance to you
3.9 2.1 2.7 2.6 3.7
Reflection and Implication Certified staff place
most importance on the ACA retirement payout
followed next by the annual recovery of ACA and
the ACA resignation payout. They place least
importance on the overtime cash payout which is
legally required.
1 Most Important, 5 Least Important
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Kyrenes Current Career Ladder Program (Q9)
Q 9-1 Career Ladder Salary Addendum Individual
performance compensation for accomplishment of
Kyrenes Career Ladder Program.
Reflection and Implication The Career Ladder
program is well received by certified staff. The
large majority are either satisfied (4) or
extremely satisfied (5) with the program. This
finding indicates that there should be the same
level of support for a Career Ladder like system
in the KSBP salary schedule.
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Kyrenes Current Proposition 301 Program (Q10)
Prop 301 Performance Pay District wide incentive
plan awards for achieving specific goals (10-1).
Prop 301 Site Fund Additional money allocated to
sites from Prop 301 that could be paid as
incentives to teachers (10-2).
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Kyrenes Current Proposition 301 Program (Q10)
(Contd.)
Kyrenes Current Proposition 301 Program
Reflection and Implication Certified staff are
satisfied with the Prop 301 Performance Pay and
Site Fund as well but somewhat less so than
with the Career Ladder program. Their reaction
provides a good basis for building a simpler
school based performance award program.
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Ability to supplement retirement income with a
403b Plan.Health Care Plan. Cash Retirement
Incentive.Benefit Payout (e.g. ACA,
vacation).Opportunity to return to work after
retirement while collecting ASRS retirement
benefits.
Kyrenes Retirement Program Options (Q11)
Place these Retirement Program Options in order
of importance to you
3.6 1.8 3.2 3.0 3.4
Reflection and Implication Certified staff place
most importance on the health care plan in terms
of retirement program options.
1 Most Important, 5 Least Important
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Health Benefits.Base Salary Raises. Incentive
Pay (e.g., Site Incentive Plan, Prop 301
Performance Pay, Prop 301 Site Fund.Retirement
Benefits.Performance Contracts.Vacation
Payoff Cash Payout.Career Ladder Salary
Addendum.Early Retirement Cash
Payout.Accumulated Authorized Absences (ACA)
Cash Payout.Stipends (e.g. Market, Frozen,
Longevity, National Board Certification.Overtime
Cash Payout.
Kyrenes Compensation/Benefit Elements (Q13)
Place these Compensation or Benefit Elements in
order of importance to you
3.4 2.2 5.2 5.6 7.3 8.7 5.2 7.0 6.4 6.0
9.0
Reflection and Implication Base salary raises
and health benefits are clearly the most
important total reward elements for certified
staff.
1 Most Important, 11 Least Important
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Prescription Coverage.Basic Medical Plan.
Vision Insurance.Dental Insurance.Cancer
Insurance.Voluntary Life Insurance.Short-term
Disability Insurance.Sick Child Care.
Kyrenes Health Care Benefits (Q14)
Place these Health Care Elements in order of
importance to you
2.7 1.4 5.0 3.6 6.0 6.0 4.7 6.6
Reflection and Implication The Basic Medical
Plan and Prescription Coverage are clearly the
most important elements to certified employees.
Dental insurance comes in third.
1 Most Important, 8 Least Important
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Increase employees contribution to health care
plan.Increase co-payment for prescription
drugs. Increase co-insurance or co-payments for
hospital stays.Increase the annual
deductible.Decrease employees ability to
self-select doctors and medical
services.Increase co-payment for
physicians.Decrease the number of medical plan
options.
Kyrenes Health Care Element Changes (Q15)
Place these Health Care Element Changes in order
of importance to you
4.9 4.3 3.5 3.8 4.8 3.8 3.0
Reflection and Implication Certified employees
had no clear choice. Decreasing the number of
plan options ranked highest followed by increases
in co-payments for hospital stays and physicians.
1 Most Important, 7 Least Important
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At my site, employees understand the Districts
mission (Q16-1).I believe that my efforts have
a direct impact on student learning (Q 16-2).
At my site, employees have a definite impact on
achieving their team goals (Q 16-3).My
performance should be a factor in determining my
annual base pay increases (Q 16-4).At my site,
employees believe that their efforts as a group
have a positive impact on student learning (Q
16-5).At my site, employees have the skills
necessary to get the job done (Q 16-6). At my
site, employees have a definite impact on
achieving the Districts goals (Q 16-7).
Average
Kyrenes Employees Themselves (Q16.1 to 16.7)
3.8 4.8 4.5 3.2 4.5 4.5 4.4
4.2
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Kyrenes Employees Themselves (Q16.1 to 16.7)
Kyrenes Employees Themselves Reflection and
Implication
Impact On Learning Certified staff have strong
confidence that their efforts will have an impact
on student learning (Questions 16-2, 16-3, 16-5,
and 16-7). This result is a strong enabler for
KSBP to have an impact on teachers and student
learning. Requisite Skills Certified Staff
judge that they have the skills necessary to
influence student learning and get the job done
(Question 16-6). Understanding of the Districts
Mission Certified staff report a strong
understanding of Kyrenes mission and they report
that they will have an impact on achieving the
Districts goals (Questions 16-1 and
16-7). Tying Pay to Performance Certified
staff moderately agree that performance should be
a factor in determining annual base pay increases
(Question 16-4). Such agreement is a necessary
prerequisite for KSBP (and the Career Ladder) to
work.
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Kyrenes Employees Themselves (Q16.1 to 16.7)
Q 16-1 At my site, employees understand the
Districts mission.
Q 16-2 I believe that my efforts have a direct
impact on student learning.
Statistics
Statistics
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Kyrenes Employees Themselves (Q16.1 to 16.7)
Q 16-3 At my site, employees have a definite
impact on achieving their team goals.
Q 16-4 My performance should be a factor in
determining my annual base pay increases.
Statistics
Statistics
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Kyrenes Employees Themselves (Q16.1 to 16.7)
Q 16-5 At my site, employees believe that their
efforts as a group have a positive impact on
student learning.
Q 16-6 At my site, employees have the skills
necessary to get the job done.
Statistics
Statistics
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Kyrenes Employees Themselves (Q16.1 to 16.7)
Q 16-7 At my site, employees have a definite
impact on achieving the Districts goals.
Statistics
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The Districts goals are clearly communicated to
me (17-1).The administrators clearly
communicate on programs and goals within the
school/department (17-2). The administrations
actions are consistent with Kyrenes mission and
goals (17-3).Average
Kyrenes Leadership (Q 17.1 17.3)
3.7 4.0 3.9
3.9
Kyrenes Leadership Reflection and Implication
Confidence Certified staff express positive
confidence in Kyrenes leadership (Questions
17-1, 17-2, and 17-3). Such a result is a good
enabler for KSBP to have its desired impact.
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Kyrenes Leadership Q 17.1 17.3)
Q 17-2 The administrators clearly communicate on
programs and goals within the school/department.
Q 17-1 The Districts goals are clearly
communicated to me.
5 Agree
1Disagree
5 Agree
1Disagree
Statistics
Statistics
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Kyrenes Leadership Q 17.1 17.3)
Q 17-3 The administrations actions are
consistent with Kyrenes mission and goals.
5 Agree
1Disagree
Statistics
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My job provides opportunities for recognition of
my accomplishments (18-1).I have the tools,
equipment and resources I need to get the job
done (18-2). My job allows me to perform
satisfying and interesting work (18-3).Kyrene
provides sufficient professional development
opportunities (18-4).My job is secure
(18-5).Average
Kyrene as a Place to Work (Q18.1 18.5)
2.8 3.4 4.2 3.6 3.6
3.5
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Kyrene as a Place to Work (Q18.1 18.5)
Kyrene as a Place To Work Reflection and
Implication
Nature of the Work Certified staff report that
they find their work satisfying and interesting
(Question 18-3). They also report that they
believe their jobs are secure (Question 18-5).
These are excellent prerequisites for a KSBP to
have its desired effect. Resources Certified
staff report that they have the tools and
resources to get the job done. They also believe
they have sufficient professional development
opportunities (Questions 18-2 and 18-4). These
results indicate positive support for KSBP.
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Kyrene as a Place to Work (Q18.1 18.5)
Q 18-1 My job provides opportunities for
recognition of my accomplishments.
Q 18-2 I have the tools, equipment and resources
I need to get the job done.
5 Agree
1Disagree
5 Agree
1Disagree
Statistics
Statistics
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Kyrene as a Place to Work (Q18.1 18.5)
Q 18-3 My job allows me to perform satisfying and
interesting work.
Q 18-4 Kyrene provides sufficient professional
development opportunities.
5 Agree
1Disagree
5 Agree
1Disagree
Statistics
Statistics
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Kyrene as a Place to Work (Q18.1 18.5)
Q 18-5 My job is secure.
5 Agree
1Disagree
Statistics
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Kyrenes Certified Staff Perspectives on
Compensation
Summary Conclusions on Certified Staff Survey

• Teachers certified staff are most interested
  in their base pay, base pay raises and basic
  health care plan
• But contrary to the external scan findings, do
  not believe their base pay is competitive with
  surrounding districts
• In terms of readiness for a knowledge and
  skills based pay system, teachers seem to be
  ready they are aware of the district goals,
  have confidence in district leadership, believe
  their performance reviews are fair and accurate,
  believe they have the skills to get the job done
  and that their efforts impact student learning,
  have adequate access to professional development,
  and strongly support the Career Ladder program,
  basic elements of which could be used to design a
  KSBP program.