Employee Compensation Survey Results Kyrene School District

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Kyrene School District 28
Employee Compensation Survey Results
Support 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 (4-1).My
salary level is fair when compared to other
employees with similar work and qualifications in
Kyrene (4-2). My annual pay raise is fair when
compared to other Kyrene employees (4-3).My
annual pay raise is competitive with that of
other school districts (4-4).My performance
reviews are fair and accurate (4-5).My
supervisor gives me helpful feedback on my job
performance (4-6).Average
Kyrenes Current Compensation Program (Q4)
2.7 2.6 2.5 2.3 4.2 4.2
3.1
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Kyrenes Current Compensation Program (Q 4-1 to
4-6)
Kyrenes Current Compensation Program
Reflection and Implication
External Competitiveness - Support staff 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 support salaries (with some
exceptions) are competitive with the surrounding
districts. The gap between the perception and the
reality represents a barrier to the successful
introduction of KSBP. Internal Fairness
Support staff do not perceive that salary levels
and raises are fair compared to other employees
with similar work and qualifications (Q 4-2 and
4-3). Performance Assessment Support 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.
5 Agree
1Disagree
5 Agree
1Disagree
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.
5 Agree
1Disagree
5 Agree
1Disagree
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.
5 Agree
1Disagree
5 Agree
1Disagree
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
3.3 3.3 2.7 2.4 3.3
Reflection and Implication Support staff place
the highest importance on market stipends for
hard to fill positions and longevity. The rest of
the stipends are seen as less important and equal
to each other.
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
3.2 2.8 2.9 2.9 3.1
Reflection and Implication Support staff place
the same weight on all the current payouts.
1 Most Important, 5 Least Important
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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 2.2 3.2 2.7 3.3
Reflection and Implication Support staff place
the highest importance on the health care plan as
a retirement option. Next most important is the
benefit payout followed by the others.
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
3.5 2.9 7.3 5.3 7.3 6.5 8.8 6.6 5.2 5.8
6.9
Reflection and Implication Base salary raises
and health benefits are clearly the most
important total reward elements for support 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
3.0 1.7 4.9 3.7 5.6 5.9 4.6 6.6
Reflection and Implication The Basic Medical
Plan and Prescription Coverage are clearly the
most important elements to support staff
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 most desirable to you
4.5 4.3 3.8 4.0 4.5 3.8 3.1
Reflection and Implication Support Staff
employees had no clear choice. Decreasing the
number of plan options ranked highest followed by
increases in co-payments for hospital stays.
1 Most Important, 7 Least Important
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At my site, employees understand the Districts
mission (16-1).I believe that my efforts have a
direct impact on student learning (16-2). At my
site, employees have a definite impact on
achieving their team goals (16-3).My
performance should be a factor in determining my
annual base pay increases (16-4).At my site,
employees believe that their efforts as a group
have a positive impact on student learning
(16-5).At my site, employees have the skills
necessary to get the job done (16-6). At my
site, employees have a definite impact on
achieving the Districts goals (16-7). Average
Kyrenes Employees Themselves (Q16)
3.6 4.2 4.0 4.4 4.1 4.4 4.2
4.1
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Kyrenes Employees Themselves (Q16.1 to 16.7)
Kyrenes Employees Themselves Reflection and
Implication
Impact On Learning Support staff have
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 Support 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
Support 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 Support 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 to
work.
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Kyrenes Employees Themselves (Q16)
At my site, employees understand the Districts
mission.
I believe that my efforts have a direct impact on
student learning.
5 Agree
1Disagree
5 Agree
1Disagree
Statistics
Statistics
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Kyrenes Employees Themselves (Q16)
At my site, employees have a definite impact on
achieving their team goals.
My performance should be a factor in determining
my annual base pay increases.
5 Agree
1Disagree
5 Agree
1Disagree
Statistics
Statistics
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Kyrenes Employees Themselves (Q16)
At my site, employees believe that their efforts
as a group have a positive impact on student
learning.
At my site, employees have the skills necessary
to get the job done.
5 Agree
1Disagree
5 Agree
1Disagree
Statistics
Statistics
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Kyrenes Employees Themselves (Q16)
At my site, employees have a definite impact on
achieving the Districts goals.
5 Agree
1Disagree
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 (Q17)
3.4 3.7 3.7
3.6
Kyrenes Leadership Reflection and Implication
Confidence Support staff express 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 (Q17)
The Districts goals are clearly communicated to
me.
The administrators clearly communicate on
programs and goals within the school/department.
5 Agree
1Disagree
5 Agree
1Disagree
Statistics
Statistics
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Kyrenes Leadership (Q17)
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
Kyrenes as a Place to Work (Q18)
3.0 3.9 4.2 2.9 3.0
3.4
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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 Support staff report that
they find their work satisfying and interesting
(Question 18-3). Such a perception is an
excellent prerequisite for a KSBP to have its
desired effect. Resources Support staff report
that they have the tools and resources to get the
job done. (Question 18-2). These results indicate
positive support for KSBP. Security and
Professional Development Support staff are
neutral on whether they see their jobs as secure
(Question 18-5) and the sufficiency of
professional development opportunities (Question
18-4).
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Kyrenes as a Place to Work (Q18)
My job provides opportunities for recognition of
my accomplishments.
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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Kyrenes as a Place to Work (Q18)
My job allows me to perform satisfying and
interesting work.
Kyrene provides sufficient professional
development opportunities.
5 Agree
1Disagree
5 Agree
1Disagree
Statistics
Statistics
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Kyrenes as a Place to Work (Q18)
My job is secure.
5 Agree
1Disagree
Statistics
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Overall Conclusion for Support Staff
Summary Conclusions on Support Staff Survey

• As with teachers, support staff do not view their
  pay levels or pay increases as competitive with
  surrounding districts, contrary to the findings
  of the external scan.

• But also as with teachers, support staff
  understand the districts mission, believe
  strongly they have the skills to contribute to
  and impact the districts prime goal of improving
  student achievement, believe their performance
  reviews are fair and accurate, and find their
  work satisfying and interesting. Theyd like
  more access to professional development and a bit
  more job security. Generally, these conditions
  are conducive to developing and implementing a
  knowledge and skills-base pay system for support
  staff.