The deputy superintendent for Administration and Operations has created salary schedules for paraprofessionals, hourly employees, and bus drivers. The paraprofessional and hourly schedule is based upon a combination of total work experience and work experience relevant to a school district position. For example, if a new principal's secretary has 11 years experience as a secretary, and one of those years is as a principal's secretary, then only one year is relevant work experience. Total work experience, other than relevant experience can receive no more than 50 percent consideration when placing a new employee on the salary schedule.
Full credit refers to daily rate.
However, based on comments during employee focus group sessions, the schedules are complex to administer and difficult for employees to understand. According to standard employee compensation theory, salary schedules for groups of employees should be simple to understand, easy for an administrator or supervisor to communicate to the employee, and easy for the employer to administer. The advantage of this type of schedule is that it is simple to administer and easy to explain. Published information, such as the annual wage and salary surveys conducted by the United States Department of Labor, Bureau of Labor Statistics, provide a good starting point for identifying hourly pay and salary data. The district has already budgeted funds to accomplish the transition to the current schedules.