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With respect to staff compensation and benefits, the Superintendent shall not fail to develop compensation and benefit plans that adequately reward employees consistent with organizations of comparable size and type and consistent with available resources.
Accordingly, as Superintendent, I may not:
1) Change my own compensation and benefits;
In Compliance: No change, other than authorized by the Board, has been processed through the Human Resources Department.
2) Promise or imply permanent employment to any employee;
In Compliance: The Human Resources Department has received no direction to grant, nor any complaint that an employee was promised permanent employment.
3) Fail to develop and implement salary schedules and pay plans for employees that:
a. compensate the district's teachers based upon their education and prior experience,
b. provide that employees who fail to meet reasonable job expectations may not be retained, and
c. explore opportunities to link compensation with performance.
In Compliance: The Human Resources Department continues to function within the structure of the adopted salary administration plan. Specifically, (a) is fully operational, as is (b) as part of our evaluation and job assessment process. As to (c), some such linkages already exist within the state ABC plan and the Federal No Child Left Behind legislation, and we continue to examine ideas about such linkages beyond that, based on both student and employee performance.
4) Fail to develop and implement compensation plans to attract and maintain top quality staff.
In Partial Compliance: Our compensation plan has been reviewed with regard to its ability to attract and retain top quality staff. Changes in the cap on experience for certain classified salaries has made our compensation plan better able to attract quality staff and remain competitive. Additional work will be needed to address the competitive labor market issues existent in the present master salary schedule.
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I certify this to be accurate as of the close business on April 2, 2003
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Terry B. Grier, Ed.D.
Superintendent |
Attachment #1 - Official Board Response to EL Policy Monitoring Report
Attachment #2 - Policy EL-5
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