2018-19 Educator Compensation Model Frequently Asked Questions

1. What is changing with the model for 2018-19? Career Bands and Salary Pay Ranges

Benchmarking work is conducted annually to ensure that OASD’s educator compensation is competitive with area districts, thus allowing OASD to attract and retain great employees. The benchmarking work informed the need to increase the starting salary for new educators. Additionally, as some educators’ salaries were beginning to bump up against the salary band maximums in Bands III and IV, the recommendation was made to increase the top of those band ranges to provide raises for impacted educators.

a. Band I - starting salary to increase from $43,000 to $44,000 b. Band II - no changes c. Band III – band salary maximum to increase from $69,000 to $70,000 d. Band IV – band salary maximum to increase from $80,000 to $82,000 e. Band V – no changes

Horizontal Movement (moving within a career band):

a. Clarifying language is being added to state that the most recent EE score on file is as of the date contract are issued – even when an employee is on summary year b. Starting with the 2019-20 raises, new-to-district staff will receive the average % raise (middle tier) for the second year of employment. Raises based on individual EE score will occur after the second year of employment.

Vertical Movement (promoting to the next career band):

a. Clarifying language is being added to state that an educator cannot promote until he/she has resided in a band for a full EE cycle or for 3 years (whichever is longer) with the exception for those hired into Band I. The application for promotion can be made at any point within the supervision/evaluation cycle as long as it is at least 3 years after the last application date. b. Applicant’s principal will attend Band V discussions and/or presentations but will not vote. c. References to attainment of next DPI licensing level will be removed from language for Band I to Band II advancement. d. Applicants will be given the option of presenting to the Promotions Committee. e. Summer workshops will be offered by members of the Promotions Committee to guide applicants to the appropriate content and length of application.

Promotions Process (modified Appendix C: Promotion Process Flowchart): See attached Flowchart

August

HR notifies staff who meet years/EE score for promotion.

Summer

Staff reflect, gather artifacts and complete Applicant Guide.

August/September

Promotions Advisors offer small group workshops in support of staff requesting promotion.

September/October

Applicant is required to meet with principal or Teaching & Learning Administrator to review completed Applicant Guide.

October 15

Applications due to principal and HR.

October 22 – November 12

If no promotions meeting is requested: promotions teams review applications for advancement to Bands III, IV, and V, meet to discuss applications, and digitally score rubrics, and recommend approval or initial denial.

If a promotions meeting is requested: promotions teams meet with applicants, engage in discussion about application materials, score rubrics, and recommend approval or initial denial.

November 19

Staff are notified in writing of promotions approval or initial denial

November 26

Staff who receive an initial denial letter have the opportunity schedule a presentation with Promotions Committee to address areas targeted within the feedback letter

Staff who do not respond to HR (in writing) by November 26th have signified acceptance of initial promotions decision

December

Promotions Committee meets with individuals initially denied promotion: applicant can expand/defend/answer questions

Within One Week of Meeting with Promotions Committee

Notification is made of initial decision being upheld or promotion granted.

2. How do I get a raise? There are two ways to receive a pay raise providing an increase to base salary: (1) promotion to the next band level, and (2) percentage salary adjustment within the band (not to exceed the band’s maximum salary amount).

Promotion: If you are promoted, you will receive the band jump amount noted below:

 Band I to Band II: $1,500  Band II to Band III: $5,000  Band III to Band IV: $2,500  Band IV to Band V: Salary increase to starting salary of Band V range ($79,000)

 If your new 2018-19 salary, including the band jump, does not meet the band minimum amount, then you will receive an additional adjustment to bring your salary up to the band minimum.

$43,000* $47,000

17-18 Salary $44,057 Band I

SUCCESSFUL PROMOTION

$46,000 $56,000 18-19 Salary $46,000 Band II

*$43,000 was the starting salary for 2017-18 but is adjusted to $44,000 for 2018-19

2018-19 salary calculation: $44,057 + $1,500 = $45,557; $45,557 < $46,000 $44,057 + $1,500 = $45,557 + $443 = $46,000 Salary change: $1,500 + $443 = $1,943 ($44,057 to $46,000)

 If your new 2018-19 salary, including the band jump, exceeds the band maximum, then the band jump amount will be adjusted such that the band’s maximum amount is not exceeded.

$46,000 $56,000 Band II 17-18 Salary $70,350

SUCCESSFUL PROMOTION

$54,000 $70,000 Band III 18-19 Salary $70,350

2018-19 salary calculation: $70,350 + $5,000 = $75,350; $75,350 > $70,000 $70,350 EXCEEDS band maximum $70,000 Salary change: $0 ($70,350 to $70,350)

Note: Partial FTE’s receive prorated band jump based upon FTE level.

% Salary Raise based upon EE score: Educators who did not promote will receive a % raise based upon their EE score. (See EE scores percentages in #4 on next page.)

 The percentage raise that aligns with your EE score will be applied to your 2016-17 base salary.

$62,000 $82,000 Band IV 17-18 Salary $77,000

2.25% Raise based on EE score 2018-19 salary calculation: $77,000 * 2.25% = $1,732; $77,000 + $1,732 = $78,732 $78,732 < band maximum $82,000 Salary change: $1,732 ($77,000 to $78,732)

 If your new 2018-19 salary, including the % raise, exceeds the band maximum, then the raise will be adjusted such that the band’s maximum amount is not exceeded. $54,000 $70,000

Band III 17-18 Salary $68,000 3.25% Raise based on EE score 2018-19 salary calculation: $68,000 * 3.25% = $2,210; $68,000 + $2,210 = $70,210 $70,210 EXCEEDS band maximum $70,000 Salary change: $2,000 ($68,000 to $70,000)

 If you do not have an EE score on file (new-to-the-district staff), your % raise will be determined once your 2017-18 EE score is received by Human Resources. This is anticipated to occur in June. You will be notified of your % raise and 2018-19 salary at that time. Your 2018-19 contract will be issued with your 2017-18 salary amount repeated.

 If your current salary for 2017-18 exceeds the band maximum amounts in place for 2018-19, you will not receive a compensation increase for 2018-19. Band Minimum Maximum Band I $44,000 $47,000 Band II $46,000 $56,000 Band III $54,000 $70,000 Band IV $62,000 $82,000 Band V $79,000 $100,000

3. Are EE scores being used?

The model allows an employee to receive an annual contracted salary adjustment based on the most recent Educator Effectiveness (EE) score on record as of May 15, 2018. New-to-district staff who are on Summary year during the 2017-18 school year will have a salary adjustment based on this year’s score. For all other educators, the most recent score received from 2014-15, 2015-16, and 2016-17 will determine the percentage salary adjustment for the 2018-19 school year.

4. What are the percentage raises being awarded for 2018-19?

EE Score Contracted Salary Increase Less than 2.80 0% 2.80 – 3.19 1.75% 3.20 – 3.59 2.25% 3.60 – 4.00 3.25%

5. Can my base salary ever be less than it is now?

Provided that an educator’s full-time equivalency (percentage of time worked) and overload status remain constant, the simple answer is no.

6. Where can I find a copy of the model?

The model is attached to the email with the FAQ and is available on the HR Department webpage.