Agenda Item F. 7 at the Monthly Board Policy Meeting 4/18/2012 – 2:30 PM is titled, “Recommended Classifications and Salary Schedules”. The item, reprinted below along with supporting documents, was presented by Dr. Tekshia Ward-Smith, Acting Chief Human Resources Officer, Division of Human Resources, 678.676.0342.
It is requested that the Board of Education approve the classification of positions, an aligned salary structure, and a graduated salary adjustment not to exceed a three-year period when a reduction is necessary, to support the daily operations of the District.
Recommended Classification of Positions and Aligned Salary Structure
To provide a sound foundation for an appropriate organizational structure, classification and compensation system based on current compensation levels for similar employers, school districts and market competitors, the DeKalb County School District contracted with the Management and Advisory Group in November 2011.
The Management and Advisory Group (MAG)
- Provided a recommended organizational structure for the DeKalb County School District
- Conducted a classification and compensation study for approximately 5,900 employees in approximately 365 District Job Classifications
- Recommended, modified, and created position specifications based on the recommended restructuring of the District
The baseline data provided by MAG assisted in restructuring the District as well as the development of a unified salary structure that would align all District resources. A comparison of job placement across Divisions was conducted to further ensure equity, relativity and appropriate placement.
As a result the District has been restructured into 9 Divisions:
• Curriculum and Instruction
• Human Resources
• Information Technology
• Legal Services
• Facilities and Operations
• School Leadership and Operational Support
• Strategic Management and Accountability
Each Division Head was charged with the responsibility of reviewing and assessing the essential functions required to carry out the core business of the Division. Division Heads were required to analyze the specific qualifications for the position, and the duties and responsibilities that would be assigned to the position: including the skills, knowledge and abilities required.
This was done through the use of a Job Classification Matrix that assessed the following areas:
• Responsibilities, Scope of Work, Strategic Plan relationship and Impact; Budget responsibilities; Number of Programs and/or Process Supervised; Levels of Internal/External Communication, and Level of Authority.
This system allows the District to clearly delineate the range of responsibilities, among other jobs and classifications in structure. Based on new classifications and salary alignment, the new structure of all positions within the District will be organized into one of the following classifications:
• Secretary/Administrative Assistants
• Assistant Principal
• Administrative Leadership
• Division Head
The adoption of this proposed classification system and aligned salary structure will enable the DCSD to:
• Create equity and fairness of salary related to the job, not the person
• Flatten the organization structure to bring the work closest to the intended purpose…Educate the students
• Provide consistence in administering the best use of the Human Capital
By putting a framework in place the District will have a consistent application of guidelines processes and procedures to right size the structure.
(To download the Excel doc with the proposed salary structure, click here.)