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Meeting Date:
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3/6/2018 - 5:30 PM
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Category:
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ITEMS OF BUSINESS
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Type:
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Info
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Subject:
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4. Report with Possible Action Regarding the Role of the MPS Compensation Review Committee and MPS Position Titling Conventions
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Strategic Plan Compatibility Statement:
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Goal 3 Effective and Efficient Operations
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Attachments
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File Attachment:
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Background:
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On January 25, 2018, the Board directed the Administration to bring a report to the Board to include detail on the role of the compensation review committee, the history of titling conventions in MPS, and the rationale for implementing the current titling conventions in MPS.
Compensation Review Committee:
The Compensation Review Committee meets every other week for an hour and consists of two employees from Human Resources, one from Operations, one from Finance and one from the Office of Innovation and Information.
The role of the Compensation Review Committee is to review the rationale for any newly requested positions within MPS and any positions considered for reclassification of salary ranges and/or salary increases before and after the reclassification.
A reclassification may be required when there is a substantive change in the duties and responsibilities of a job that may occur due to changes in the organization, type of work, staffing requirements, technology or when the classification (title, job grade, or status) assigned to the job is incorrect based on the actual job duties. The primary goal of a reclassification is to ensure that the work being performed corresponds with the job description. As such, reclassification may result in a change in the current salary grade. After study if the committee determines the reclassification is appropriate, the employee's pay must fall within the determined salary range and will be brought to the Board for approval. Any changes in pay will be considered in relation to internal and external market equity; the complexity and/or scope of duties and responsibility; and how critical the skills are to attain department or district goals.
If a reclassification results in an increase in the salary range of a position, increases are as follows:
One Level (Change in Salary Grade) - 4%
Two Levels (Change in Salary Grade) - 8%
Three or more Levels (Change in Salary Grade) - 10%
The same percentages are followed for decreases in salary range. It is always important that the employee fall within the new salary range.
If the committee determines the salary range is appropriate for the position, but the employee is not being compensated at a level commensurate with job duties and internal equity, it may recommend adjustment of salary within the range and will be brought to the Board for approval.
Titling Conventions History:
The initial discussions started in November 2013 with the Chief Human Resources Officer. MPS implemented a new procedure to align position titles with each pay grade to ensure consistency across the district. The titles were developed to allow MPS administrators to understand where they are currently placed and to what positions they may aspire. In April 2016, titling conventions were implemented in PeopleSoft by the Chief Human Resources Officer. The Administration continues to monitor and streamline position titles.
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Fiscal Impact Statement:
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This item does not authorize expenditures.
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Implementation and Assessment Plan
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Recommendation:
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Approvals:
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Recommended By:
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Signed By:
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Carol Eady - Director II
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Signed By:
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Himanshu B Parikh - Chief
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Signed By:
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Dr. Darienne Driver - Superintendent
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