Employee Compensation Survey Results Kyrene School District

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Kyrene School District 28
Employee Compensation Survey Results
Administrators
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 (Q 4-1 to
4-6)
3.0 3.2 3.2 2.5 4.4 4.2
3.4
5
Kyrenes Current Compensation Program (Q 4-1 to
4-6)
Kyrenes Current Compensation Program
Reflection and Implication
External Competitiveness - Administrators are
less strong than certified and support staff in
their view that salary level (Q 4-1) or pay
raises (Q 4-4) are not competitive with other
districts. The perception that pay is not
competitive contrasts with our empirical findings
that administrative 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 Administrators
perceive that salary levels are fair compared to
other employees with similar work and
qualifications (Q 4-3). Performance Assessment
Administrators 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)
My salary level is competitive with that paid by
other school districts for my job.
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)
My annual pay raise is fair when compared to
other Kyrene employees.
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)
My performance reviews are fair and accurate.
My supervisor gives me helpful feedback on my job
performance.
5 Agree
1Disagree
5 Agree
1Disagree
Statistics
Statistics
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National Board Certification Stipend for teachers
who have earned national teaching
certification.Frozen Stipend for employees
earning more than the salary schedule permits.
Longevity Stipend for employees with 15 Kyrene
experience.Board Stipend in lieu of general
increase.Market Stipend for employees in hard
to fill positions.
Kyrenes Current Stipend Program (Q5)
Place these Stipends in order of importance to
you
3.2 3.6 2.5 3.4 2.4
Reflection and Implication Administrators 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
4.2 2.0 3.5 2.8 2.5
Reflection and Implication Administrators place
most importance on the ACA retirement payout
followed next by vacation payout at termination.
They place least importance on the overtime cash
payout which is legally required.
1 Most Important, 5 Least Important
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Mileage Reimbursement.Paid Short Term
Disability Premiums. Additional Life
Insurance.Cell Phone Stipend.Professional
Development/Membership Dues.
Kyrenes Perquisites Program Options (Q8)
Place these Perquisites Program Options in order
of importance to you
3.4 2.2 3.4 3.9 2.2
Reflection and Implication Administrators place
most importance on paid short term disability
premiums and professional development/membership
dues..
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
4.0 1.8 3.4 2.5 3.4
Reflection and Implication Administrators 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. Stipends (e.g. Market, Frozen,
Longevity, National Board Certification.Accumula
ted Authorized Absences (ACA) Cash Payout.
Early Retirement Cash Payout.Overtime Cash
Payout.
Kyrenes Compensation/Benefit Elements (Q13)
Place these Compensation or Benefit Elements in
order of importance to you
2.7 2.6 7.7 4.6 7.8 5.2 9.1 6.1 4.6 6.5
9.0
Reflection and Implication Base salary raises
and health benefits are clearly the most
important total reward elements for
administrators 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
2.9 1.4 4.9 3.8 6.3 5.6 4.0 7.0
Reflection and Implication The Basic Medical
Plan and Prescription Coverage are clearly the
most important elements to administrative
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
4.4 4.3 3.7 4.2 5.0 3.6 2.8
Reflection and Implication Administrators 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 (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 (Q16-1 to 16-7)
4.1 4.6 4.7 3.9 4.3 4.3 4.4
4.3
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Kyrenes Employees Themselves (Q16.1 to 16.7)
Kyrenes Employees Themselves Reflection and
Implication
Impact On Learning Administrators 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 Administrators
judge that they have the skills necessary to
influence student learning and get the job done
(Question 16-6). Understanding of the Districts
Mission Administrators 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 Administrators
agree more than certified and support staff 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 (Q16-1 to 16-7)
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 (Q16-1 to 16-7)
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 (Q16-1 to 16-7)
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 (Q16-1 to 16-7)
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 (Q17-1 to 17-3)
4.3 4.3 4.3
4.3
Kyrenes Leadership Reflection and Implication
Confidence Administrators express even more
positive confidence in Kyrenes leadership
(Questions 17-1, 17-2, and 17-3) than certified
and support staff. Such a result is a good
enabler for KSBP to have its desired impact.
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Kyrenes Leadership (Q17-1 to 17-3)
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 (Q17-1 to 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
Kyrenes as a Place to Work (Q18-1 to 18-5)
3.6 3.5 4.3 3.4 3.4
3.6
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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 Administrators 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
Administrators 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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Kyrenes as a Place to Work (Q18-1 to 18-5)
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 (Q18-1 to 18-5)
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 (Q18-1 to 18-5)
My job is secure.
5 Agree
1Disagree
Statistics
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Kyrenes Administrative Staff Perspectives on
Compensation
Summary Conclusions on Administrator Survey

• Administrators 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, administrators 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.