Executive Summary Recommended Classification of Positions and Aligned Salary Structure 2012-2013

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.

Requested Action
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.

Executive Summary
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:

• Communications
• Curriculum and Instruction
• Finance
• 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:

• Paraprofessionals
• Clerk/Laborers
• Secretary/Administrative Assistants
• Mechanics/Technicians
• Supervisors
• Accountant/Auditors
• Analyst
• Specialist
• Teacher
• Manager
• Coordinator
• Assistant Principal
• Principal
• Director
• 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.)

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125 Responses to Executive Summary Recommended Classification of Positions and Aligned Salary Structure 2012-2013

  1. Disappointed Educator says:

    I believe this was intended to deceive teachers. Why put out an unrealistic number but then state the salaries are based on 239 days? That is deceptive information since we know teachers do not work 239 days. In case anyone out there is confused let me sum it up…this is a DECREASE in teacher salaries. While I am sure many teachers of DSCD are grateful to have a job, they also want to feel appreciated for their hard work. There is nothing worse than going to work each day putting your best foot forward to educate, counsel,parent, and mentor students etc., and in turn feel as though you are getting the short end of the stick. While the proposed 2012/2013 calendar does not state work reduction days there are early release days on all of the proposed calendars which sounds like teachers will be spending time planning or attending PL sessions. I seriously hope something changes soon for DCSD.

  2. DiligenceinData says:

    If the budget can sustain the published salaries, then let’s try a school year that provides teachers those earning opportunities along with extended learning opportunities for our children.

  3. Dekalb Taxpayer says:

    Just a little historical perspective –
    Many of the jobs done by non teaching employees could be and were done during the school year of 190 days (ten month position) or even on an eleven month position. Assistant Principals used to all be on a ten month plus 2 weeks (one week after the school year ended for teachers and one week before teachers reported). They received a stipend for those extra two weeks. This was/is much more economical and just as effective for elementary schools than putting them on eleven month or twelve month salaries. When there were no Assistant Principals for the elementary schools – they were called Lead Teachers and every elementary school had one Lead Teacher – they were paid just like a teacher plus those two weeks extra. At first when the Lead Teachers were renamed Assistant Principals, they had the title only – but performed the same administrative functions (they had an administrative degree just like the Assistant Principals do now). This went on until a special pay scale was created for them.

    Did anyone else notice that the MAG group that did the audit compared the DeKalb Parent Center personnel pay with other school systems that require Bachelor’s degrees while DeKalb only requires an Associate of Arts degree – i.e. 2 years of college. This DeKalb group has no social work, teaching or college degree requirements or certifications SHOULD have been compared with the Clayton County group of paraprofessionals who run their Parent Centers (except at least the Clayton County group has some sort of certification since they all must be paraprofessionals). I suspect the DeKalb Parent Centers have some “family and friends” who do not have college degrees in this group but want to ensure they are highly paid like the Gwinnett County Parent Center personnel (ALL of Gwinnett County Center personnel have at least a Bachelor’s degree, a current Teacher certification, and teaching experience). Of course DeKalb has many more Parent Center staff than comparable metro systems as well.

    Instructional Coaches make way in excess of teachers. There are too many of them, they are redundant with the large staff development group DeKalb already has, and they should be ten month employees with a stipend for a couple of weeks they might work in the summer. Why does DeKalb even need a Staff Development group with all of those Instructional Coaches and Literacy Coaches and Graduation Coaches and Instructional Change Coaches doing staff development?

    Other non teaching jobs like Security do not need to be twelve month. The schools are closed during the summer so why would we need 200+ Security twelve month employees? Not only are our numbers for Security excessive (by 90+ according to the MAG study), we pay them more than the marketplace rate and in addition pay them for days they do not need to work.

    IMHO – if Dr. Atkinson did nothing else this year but “rightsize” the numbers and pay of the non teaching employees, she would be a rousing success. Clawing the money back to pay for more teachers and thus decreasing the class sizes so individuals student needs can be met is paramount for moving students forward. Let’s hope she is up to the task.

  4. Atlanta Media Guy says:

    CLEW WAS NEVER DECEPTIVE!? Please this blog has documented truth where Clew has been deceptive at every turn during his reign. This new administration have made some terrible mis-steps over the past few months, I’m not going to let them get away for NOT being transparent, but they are also trying to clean up a festering sore that is still infected with friends and family who are doing everything in their power to take Dr. Atkinson down. A note would have sufficed and I hope Dr. Atkinson is doing everything in her power to give our teachers a step increase and get rid of the furlough days. The DCSS budget has been balanced of the back of the teachers for three years running by Clew and Tyson, it’s time we stop and get the money into the hands of the people that will make a difference. CLEW WAS NEVER DECEPTIVE, he hid the audit from 6 years ago, how’s that NOT deceptive?

  5. Anger is bubbling everywhere says:

    The calendar doesn’t have work reduction days because they have already reduced the calendar to 186 days. The furlough days are now permanent. How many times can we be f—- over.

  6. Anonymous says:

    Morale is so low in DeKalb…after the CRCT principals should anticipate more absences, just because of morale. Morale is something each and every principals should be trying to boost as much as he or she can. DeKalb also is being “ball-sy” because of the layoffs in APS and Cobb.

  7. It’s unbelievable that people are trying to sugarcoat this. While Dekalb has been paying top admins exhorbitant, undeserved salaries, they’ve been bleeding teachers, custodians, regular admin staff (not the bloated secretarial positions in the countyh office), cafeteria workers, and bus drivers dry.

    When an administrator complains about furlough days, I might sympathize if that admin didn’t make more than twice, sometimes three times, what I make.

    This is infuriating. There’s not a damn thing a dedicated teacher can do about it, but suck it up and receive the humiliating treatment dealt out by the County.

    And, despite a new super, it continues full speed downhill until everything collapses.

    And don’t get me started on the new hardships imposed with Teachers Keys and the Common Core Standards: more grief, more work, less pay, less respect, less everything.

  8. Anonymous says:

    Well restructuring has started. All CTSSs were informed today they will no longer have a job as of May 24th. The title will change to something else and all of them will have an opportunity to apply for and interview for the new position. The unfortunate part is that 30-40 of them will not be rehired. I wonder if this restructuring applies to all of MIS or just the school house CTSS.

  9. Teacher Reader says:

    And there will be screw ups with this new way of doing things. I can see some “accidentally” getting the larger salary without the adjustment in days worked.

  10. Dekalb Tax Payer says:

    The concerns I have are the negative impact these inequities have had and continue to have on students. Increased class sizes resulting in a lack of individualized attention for struggling learners, decreased educational equipment and supplies (e.g. the current 55 cents a YEAR per child for science supplies), and declining teacher morale are the result of redirecting classroom funding to ever increasing numbers of ancillary non teaching personnel. Dr. Atkinson must decrease the number of non teaching personnel, and she must “rightsize” their compensation. Paying uncertified Parent Center personnel who do not even require a college degree as if they were certified teachers with 4 year degrees is a waste of student dollars. Employing twice the number of Security personnel at a higher pay level and for more work hours than is necessary is also a disservice to students.

    Dr. Atkinson needs to adequately staff and fund the classroom, the core business of DCSS. Any other job or service is negotiable. Zero sum budgeting needs to be instituted. When this is done she can really say “it’s for the children”.

  11. Teacher Reader says:

    Sometimes people need to be thankful for what they have or leave and find better circumstances. As a former teacher, I get tired of hearing about morale. No job is perfect. If you don’t like teaching, find a new career.

  12. anonymous says:

    Office of School Improvement/Title I had a come to get your pink slip party today as well. Because of changes with common core, ESEA and the superintendent’s reorganization intent, there will be fewer staff. No one is needed for SES management because SES is a thing of the past. No more CRCT prep, as this is the last administration of CRCT. No more parent transportation reimbursement, so no need for a coordinator to monitor all of these things. Last day on job is June 29,2012 UNLESS they apply for, and are interviewed, for the new job title (at a lower salary).

  13. Skeptic DeKalb teacher says:

    Wow! I feel like the Titanic has hit the iceberg…

  14. Bus Driver says:

    I’m a bus driver for the county. What about us? If we aren’t there transporting these kids to and from school each and everyday, what is the need for others to do their job? (Exp. Teachers, Principals, Custodians, Cafeteria Workers) Not to bring anyone down, I’m just saying! What category do we fall up under. We are being underpaid for our job duties. The directors and managers in the transportation department steal money and lie to us as well as threaten us our jobs. We need a raise! If all the bus drivers went on strike, we would get something out of it. However, they are too scared to do it due to our jobs being threatened by upper transportation management. Harold Lewis, Kevin Philips, Guillory and all of our District Managers.

  15. DCSS Teacher says:

    Read the fine print. The salary scale is for a 239-day year, but almost no teachers work that much–we will work 180-whatever furlough days they dole out. The real “low” end for a teacher is about $40,000, close to where it is now. We heard the presentation at a meeting today. It’s all being handled without any input from employees (naturally, since there is no representation or collective bargaining), and everyone stands around saying “Oh, I hope…” and “Oh, wow, what do you think they mean by…?”. Time to get together and say, we want representation and we want some control over our employment: salaries, evaluatoins, and required duties.

  16. DCSS Teacher says:

    I agree totally with your points. Why give a schedule for teachers that applies to almost no teachers? It misleads people into just the kind of conclusions that so many have made on this blog.

  17. Anonymous says:

    Instructional Coaches pay is close to a teacher the only difference is that they work extra month; therefore, they get paid for the additional month.

  18. anothercomment says:

    Some of you “teachers” really need to resign you seem to have no interest in the children.

  19. anothercomment says:

    That is ridiculous, you all knew teaching was a ten month gig, when you went into it. That was part of your decision making.

  20. anothercomment says:

    Look at where the top schools in the country are, in Union states. The Blue states. The fools down here voted against their own interest when they believed the Republican crap and voted against Roy Barnes 2x. Was it better under Barnes for teachers and students or under Sonny and Deal? I would say Barnes. My daughter only had 17 students in her elementary school classes with Barnes. Were there any furlough days with Barnes??

    Just keep educating the young Republicans and the Thug Felons who can’t vote.

  21. justwatch says:

    So, if an employee’s position is eliminated, and they have teaching credentials are they being encouraged to seek a job in the classroom? Is the system doing an internal job fair? What about if someone was a former ass’t principal or principal? Same question…

    While we often question the competence of the “BIG NAMES” I suspect that some getting pink slips are actually ok employees and may have been good teachers, something there is a need for. Does anyone know what the plan is?

  22. Anonymous says:

    atl-computer-guy, this is one of the best posts! It you look at the salaries paid on the state website, those are all annual salaries, it does not differentiate those paid for different numbers of days during the school year. It also does not tell you if a teacher was paid extra for summer school. It simply shows the W2 for employees over the school year.

  23. Dekalb Tax Payer says:

    Exactly. There are too many Instructional Coaches. After their numbers are reduced, they should NOT be on an eleven month salary position. They should be on a ten month (like teachers) with perhaps some extra days for any training they need in the summer. The most economical way to accomplish this is to allow them some days off during the year and add some days to their summer. That would keep them to a 186 day calendar and give the county back millions to reinvest in hiring teachers to directly instruct struggling learners. Since they do not teach, they should be able to receive virtually all of their training during the school year. By placing them on eleven month positions, taxpayers are incurring millions in increased retirement pensions since their pensions are based on their highest two contiguous years. The pension obligation is over and above the millions we spend to keep them in eleven month positions.

  24. concernforthekids says:

    Bus Driver,
    I would love to have more discussions regarding the Transportation department.
    First, let’s look at the qualifications of the department heads.

    David R. Guillory, executive director of transportation, no previous experience in transportation except his aunt was a school board member.
    $114,499.67 annual salary with an additional $1,342.47 in “Travel” reimbursed expenses.

    Harold Lewis, transportation director, no previous experience in transportation except his uncle is currently under indictment, Crawford Lewis.

    What is the difference between executive director and director of transportation?
    Who needs an executive director and a director with NO EXPERIENCE in transportation?

    Have you ever tried to contact the transportation department? Every call has been answered by a machine! I called one day because the school bus never showed up to take the kids to school. I had to leave a message. When someone called later in the day they told me to contact the principal for information? WTH? I spoke to the principal and she said that she has NEVER heard from the transportation department about any reason why buses miss their routes!
    Total BS!

    This is another central office department chocked full of “Friends and Family” that have been bleeding the system dry of our resources while enriching themselves at the expense of the children!

    I know for a fact that the school system has transportation software that been sitting on the shelf for years that is NOT being used!

    Accountability? HAH!
    Transparency? HAH HAH!
    I want to know more Bus Driver! What else is going on in the transportation department that we don’t know?


  25. Dekalb Tax Payer says:

    All employees who are “pink slipped” should be given the opportunity to interview for jobs that they are qualified for. You are right. Many of these employees are certified teachers and should be give the opportunity to directly instruct students. We have some schools with very high turnover. We lose hundreds of teachers every year as they leave the system. We have schools that have class sizes that are overwhelming for students. We can use many more personnel to instruct struggling learners.

  26. Dekalb Tax Payer says:

    Actually, Mr. Guillory’s mother-in-law is Frances Edwards, former Chariman of the Board of Education for many years.

  27. Dekalb Tax Payer says:

    Barnes was arrogant, but he dramatically reduced class size requirements and told the local superintendents to figure out the details. The local superintendents had to cut in the non teaching and support side to balanced their budgets because they were prohibited from touching the classroom and it’s students. Small class size rules were absolute. No one could “average” or get exceptions. The superintendents were literally forced to redirect personnel back into the lass rooms and trim admin and support personnel. Why do you think Johnny Brown ordered that 2004 audit (audit was actually ordered in 2003 while Barnes was still governor)? Brown thought small class sizes were here to stay and neded to rightsize the admin and support pay and numbers to pay for it.

    That’s the ONLY time in 40 years DeKalb EVER reduced their non teaching personnel. Did student achievement drop because we had MORE teachers, LOWER class sizes and less non teaching support personnel? On the contrary, these very low class sizes meant teachers could address individual student needs and the real shocker was you could go into classrooms and see critical thinking skills being used and gifted and high achievers being adequately addressed. That was powerful for kids. Unfortunately, Barnes only had 3 years to implement his class size reduction act. When Perdue came in, he handed the reins back over to the local superintendents and let them raise class sizes at will. Superintendents were happy that Perdue went back to the old way of doing things. That’s when Lewis ascended to the superintendency and begin adding non teaching programs right and left and increasing class sizes (as he eliminated teaching positions) to pay for it.

  28. onevoice says:

    @ anothercomment
    Voting party lines is how we got into this mess. I suggest you take a close look at your current board members before you point your finger at the governor’s office or the need for a teachers union. If the teachers on this board and in our school system were truly motivated to make a change, there are enough professional teachers in every district to organize, find the right candidate, and have enough votes to get classroom friendly board members elected.

  29. onevoice says:

    @ Dekalb Tax Payer you suggest that “When Perdue came in, he handed the reins back over to the local superintendents and let them raise class sizes at will.” During 2006 I remember Perdue signing the “Truth in Class Size Bill” that mandated a reduction in classroom size, grades 1-3 went from 23 students down to 21 and grades 4-8 down from 32 students to a maximum of 28 students. When did he pass the legislation that you are referring too?

  30. Tired Teacher says:

    All I have to say is this: We as teachers are already being prepped for the hailstorm of requirements and responsibilities that are coming down the pipeline for next school year. Race to the Top (RT3), Core Curriculum adoption, and the new Teacher Keys evaluation system all come with new and creative ways for everyone at the school level to jump through through hoops with no incentives and without commisserate pay. The “Pay-for-Performance” piece of this mess is an insult. In order for teachers to get paid additional money, which mind you still doesn’t equal what we would make with fair step pay and raises, they expect us to “prove” that we’re “doing our job”.

    If Dekalb doesn’t pay teachers after we’ve been stolen from, cheated, mistreated, disrespected, lied to, and manipulated, but expects us to jump high, what Dekalb will get instead will be a lot of teachers sitting down on the job. Teachers will not be Racing to the Top (or even briskly walking), Coring any Curriculum, or worrying about how we’re evaluated. We are not volunteers or indentured servants, and no other profession (doctor, pharmacist, psychologist, professor) tries to convince its workforce that part of their salary comes from the “joy of helping others”. All the racing, coring, and evaluating needs to be done by the powers-that-be who believe that every area of Dekalb Schools should be revamped except for the disproportionate expectations vs. pay scales of teachers.

  31. Internet-Libertarian says:

    Question 1 ) Does anybody have a summary of the groups receiving pink slips?
    Question 2 ) Is this good or bad?
    Question 3 ) I saw some board members were going to be at The Library Coffee Company off Dreseden this morning. Has anybody stopped by and talked to them?

  32. Dekalb Taxpayer says:

    You are correct. Here is the link the state published (April 12, 2006). This “Truth in Class Size” was to take place in school year 2006-2007:
    “Governor Sonny Perdue signed into law today the Truth in Class Size Act (HB1358), legislation lowering class sizes in kindergarten through eighth grade. Governor Perdue signed the bill into law at a kindergarten class at Mirror Lake Elementary School in Douglas County.”
    For full details go to the state website for the governor. It really sounded great for kids.

    Sadly, this didn’t last even a year. Take a look at this article from July, 2007.

    “The class size reductions for Georgia schools were approved in 2000, an initiative of then-Gov. Roy Barnes, records show. Those regulations were later delayed by Gov. Sonny Perdue, but in 2006 he signed into law called “The Truth in Class Size Act,” putting class size restrictions into effect this year. However, the General Assembly passed a law late in this year’s session that allows systems to exceed class sizes set by the State Board of Education, records show. According to Dana Tofig, a spokesman for the state board, class sizes can’t exceed the funded class size (23) by more than 39 percent.”


    By 2008 and 2009, Perdue (with help from the legislature) began to alow class sizes to soar to unprecedented levels – pretty much whatever the superintendents and local BOEs wanted.

    IMHO – Perdue should have held the line on class sizes, and this would have forced the superintendents to shrink the admin and support side. We had a recession in the early 2000’s and class sizes continued to decrease and the non teaching side was shrunk because Barnes stood firm on his class size reduction act. Because Perdue and the legislature utterly caved in on class size, the admin and support side continued to grow even in the middle of the Great Recession. Although a substantial portion of that growth was due to the way DeKalb (and probably other systems) used the federal Stimulus money, first Lewis and then Tyson would have been forced into having and keeping reasonable class sizes if the state law on maximum class sizes had not been virtually abandoned.

  33. justwatch says:

    The Board members are being told very little. In fact, I think “we” all know more than they do.

  34. Dekalb Tax Payer says:

    I wish this were true. For the school systems in Georgia, The most efficient and effective way to tame the bureaucracies is to set class sizes low and then let the superintendents figure out how they will fill ancillary non teaching positions. DeKalb is not the only school system to have redirected resources away from the classroom. Many school systems have gotten caught up with providing “career paths” for the non teaching side. The current Republican administration in the state likes total local control, but how has that worked out for students or taxpayers?

    Setting class sizes low and then letting the locals work it out seems like a plan they should embrace. When this was in effect, the bureaucracy was trimmed significantly – something that has not happened wince. In fact the bureaucracy has grown (BTW – have you looked at the growth of the Georgia DOE under Perdue and Deal?). Must be some politics involved I’m not aware of. Protect your core business is a sound idea in education as well as business. The idea of charter schools is attractive, but this is not the panacea they make it out to be – especially in the rural areas. They have been so focused on charter schools, they have taken their eyes off the big picture which is that most Georgia students are and will continue to be educated in the public school system.

  35. Teacher K says:

    There was a notice of a called board meeting for 2:30 pm tomorrow posted this afternoon. The agenda includes approval of the RIF Plan. Guess they will be getting the information tomorrow.

  36. Shea Boyd says:

    Speaking of pink slips. What happened to Turk, Audria Berry, and Jamie Wilson? Do they still work for DCSS?

  37. Anonymous says:

    When will this madness be over?

  38. Anonymous says:

    The mess will be over when teachers, bus drivers, para-professionals, custodians, cafeteria workers, etc. stay at home and allow the board members, administrators, human resource department, and surely the most important sneaky Dr. Atkinson go into the schools to instruct and implement strategies. I taught we had something better especially with the superintendant employees to share their concerns but this mess has changed over to a big pretty mess! This is pathetic! When will respect be given to the people who are in the trenches with our children.
    I was told that some of the employees had a “black out’ which took place during CLEWIS time in office. Do something about the abuse, Stay Home very Soon.”

  39. Anonymous says:

    Good question SB. What has happened to the Big Wigs in CO?

  40. Weary worker says:

    I counted the days on the 12-13 calendar. 180 school days and nine work/staff development days a total of 189. That’s three more than the last reduction period. It’s on the calendar but I won’t believe till I see the money.

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