January 31, 2022 at 8:15 AM - Human Resources Committee

Description:  Review a suggested wage structure change for summer school teachers and teaching assistants in response to staffing challenges and area school district offerings.  WCSD summer school wages were last updated in 2013.

Consider adopting a change for 2022 and creating planned adjustments for 2023 and 2024.

Description:  Aquatic center wages were last adjusted in 2016 and since that time we have faced increasing difficult competition for workers.  Our current wages are below both community employers and comparable area school districts.  Staffing levels are at a critical juncture that could affect our ability to offer valued summer school and community functions.  

The attached proposal would position us favorably in both the retention of current employees and the recruitment of new employees.

 

Description:  In light of the state funding challenges facing the district and the compensation systems created within the last year, an initial discussion of approaches for the 22/23 school year.

Potential strategies to start the discussion:
1.  Allow staff to advance within the hourly system based on hiring date and teachers to advance within their new system based on experience and professional development prior to the first 22/23 paycheck; no change in systems based on CPI or inflation.  Revisit the inflationary increase in the fall 2022.
2.  Increase both systems by an inflationary measure and permit staff advancement prior to the first paycheck of 22/23.
3.  Hold all wages at the 21/22 level.  Revisit both inflationary advancement and wage system advancement in the fall 2022.

Description:  Current district practice is to advance hourly employees in the payroll nearest to their hiring anniversary, which is very employee-centric and appreciated by staff.  This practice requires a review, employee plan adjustment and True Time adjustment in nearly every pay period, which is fairly time-intensive.  

This proposal would identify two dates for anniversary adjustments - July 1 and January 1.  Any employee hired between July 1 and December 31, would advance on July 1.  Any employee hired between January 1 and June 30 would advance on January 1.   Examples: Employee A hired August 20, would receive their anniversary adjustment starting July 1 of the next school year.  Employee B hired March 8, would advance on January 1 of the next school year.

This would both greatly improve the efficiency of the payroll process and all employees would receive their advancement on or before their anniversary date, remaining employee-centric.   This process is used in other area schools that use True Time for payroll.
 

Description:  During 2021, Dean Health Plan suspended spousal participation in health assessments due to pandemic-related staffing concerns and appointment availability.  We would request that we continue that practice for the 2022 Health Assessments as we work with DHP to revise both the assessment activities and the DHP offered incentives.

All current employees on the district health plan (both single and family) will continue to participate in the health assessment process.  Having only all employees participate in the assessment would satisfy DHP, as it is common practice in many area school districts.