Not sure where you got your data from…

Jeffco Board and Superintendent McMinimee

According to Board Doc

The Board of Education holds these values for compensation of licensed employees:

  1. To attract and retain effective licensed employees that get results for students
  2. To provide competitive compensation in the marketplace
  3. To deliver a system that is fair and accessible
  4. To be transparent and understandable
  5. To be reliable, stable, and include career options

 

To attract and retain effective licensed employees that get results for students

Are you aware that Boulder, Cherry Creek, Littleton and Jeffco all have around a 10% teacher turn over per year?  Other districts, such as Douglas and Denver County, that drastically changed how teachers are paid and valued, have a turnover rate that is double that.      http://cde.state.co.us/cdereval/staffcurrent

 

To provide competitive compensation in the marketplace

According to the information you presented to the public re: Jeffco’s competitive position, you claim Jeffco average teacher salary is higher than Littleton, Cherry Creek and Boulder. (Except Boulder MA teachers). 

Board executive limitation policy EL-04 Staff Compensation

Jeffco Competitive Position

MISSING REFERENCES


I am not sure where you got your data from but, according to CDE, an extremely reliable source, Jeffco falls far short of the competitive school’s average.

  Boulder valley Cherry Creek Littleton 6 Jeffco R

Ave teacher

salary

$65,999.66 $63,209.90 $59,400.99 $55,612.66

                    http://cde.state.co.us/cdereval/staffcurrent

 

Your new pay scale for the upcoming new hire teachers will have to obtain a masters + 14 yrs experience before they are eligible to earn as much as the average salary of Jeffco in 2013.  How is that enticing to possible candidates?     

 

Superintendent’s expectations  #3. Motivate employees to develop skills, competencies, and knowledge related to Jeffco’s organizational needs

Currently, Jeffco has 75.9% of teachers with a masters or more.  http://www.jeffcopublicschools.org/finance/documents/2014_15/2014-2015%20Adopted%20Budget_Compressed.pdf    pg 27

Most teachers value higher education because it keeps their skills current with the ever changing trends.  Your new pay system does not truly value the worth a higher educated teacher could bring to the classroom.   Unlike your competitors, who within 10 yrs, will pay $15k-$30k more for a teacher with higher educational skills.   Isn’t your goal to retain effective teachers? To motivate employees to develop skills?   Your proposed pay system will do just the opposite; especially when compared to our competition. 

  Boulder valley Cherry Creek Littleton 6 Jeffco R
Starting BA 41,901 $35,634 $35,502 38,000
       MA 53,478 $39,910 $39,617 41,420
      MA + 60 68,253 $47,037 $44,879 41,420
         
10 yrs BA $48,980 $55,772 $52,762 49,581
       MA 63,910 $61,271 $58,872 54,044
       MA + 60 83,385 $69,126 $66,692 54,044
         
20 yrs BA $53,419 $55,772 $58,070 60,000
       MA $79,464 $67,555 $70,765 67,500
      MA + 60 $95,296 $80,123 $80,159 67,500
         
Max BA $53,419 $55,772 $69,807 60,000
       MA $79,464 $67,555 $81,992 67,500
      MA + 60 $95,296 $80,123 $92,876 67,500

 

To be transparent and understandable 

It should be expected that you include your sources from where you gathered facts, your research that supports your rational for the change plus all communication you had with the teachers/JCEA to show that you collaborated with employees with the development of any major changes in the compensation system.   

I am looking forward to reading your research, checking your references, and reviewing the strategic development you had before implementing a change in the compensation system.  Without this, you are breaking your own rule.

Sincerely,   

     Karen Edoff  

 

 

When considering compensation redesign, the superintendent shall not fail to:

  1. Collaborate with employees in the development of any major changes in the compensation system.
  2. Align major changes with the goal of attracting and retaining the best employees in a competitive market.
  3. Motivate employees to develop skills, competencies, and knowledge related to Jeffco’s organizational needs.
  4. Align changes in the compensation system with increased student achievement.

http://www.boarddocs.com/co/jeffco/Board.nsf/goto?open&id=87CTWH5E3E15