Compensation & Classification Study Results
We are pleased to announce the completion of our comprehensive Compensation and Classification Study. This study, undertaken to ensure fairness, equity, and competitiveness in our employment practices, has yielded valuable insights into our current compensation structures.
Key findings from the study showed that 98% of positions are comparable to the job market. These results will guide our efforts to enhance our ability to attract and retain talented educators and staff who are crucial to the success of our students.
We are committed to transparency and ongoing improvement in our practices. As such, please see the list of FAQs, salary schedules for all positions, job descriptions (by August 2024), salary placement guidelines, and standard minimum requirements for all positions.
For further information or inquiries regarding the Compensation and Classification Study results, please email compensation@dekalbschoolsga.org.
FAQ
The study has been completed and recommendations will be implemented within the FY25 budget specifications.
CBIZ analyzed internal and external data to determine opportunities for improvement in the current classification and compensation systems. Tasks included but were not limited to:
- An analysis of classification information collected via the Job Assessment Questionnaire Tool (JAQ).
- An analysis of market data collected by a salary survey of benchmarked classifications.
- A review of job descriptions to compare the scope of duties, responsibilities, and qualifications.
- Interviews with staff to develop recommendations for an internally equitable and externally competitive classification and compensation system.
There were 7 school districts in the Metro Atlanta area that CBIZ Management Consulting Company utilized as (“peer”) school districts/systems for this study which included: Gwinnett County Public Schools, Cobb County School District, Atlanta Public Schools, Fulton County Schools, Henry County Public Schools, Clayton County School District, and Rockdale County Public Schools. There were additional broad labor market data also used as part of the study.
Benchmark positions were selected that were representative of DCSD positions. Benchmark jobs have a clear and consistent definition in the relevant labor market, for which reliable market data may be collected. These benchmark positions were matched with positions in peer school districts/systems to compare the salary range and average actual salaries offered by peer school districts/systems.
Employees’ JAQ submissions were used to inform the matches so that the actual job duties performed were compared with peer school districts/systems, instead of simply comparing job titles. Matches were then reviewed by Human Resources and CBIZ staff to ensure that only appropriate matches were used. Once all the matches had been finalized, the average salary (both range and average actual salary) from peer school districts/systems was compared to the salary offered by DCSD to determine if DCSD was “behind” or “ahead” of the market.
A market rate is a salary that represents an industry and/or location average that other institutions are paying for a particular job. Market data used is reported by the organization, not the employee, and collected by nationally recognized third-party vendors. Note that the consultants do not use information from the internet to determine the position’s worth within the organization. Rather geographic location, size, and the related industry. In the context of compensation, “market” means the rate of pay for a job based on market data from salary surveys.
The three most important labor market characteristics are the size of an organization, geographic scope, and industries from which the district recruits’ talent. Because surveys focus on different market characteristics (e.g., some focus on size, others focus on geography or industry), CBIZ determined each characteristic as it relates to each position before conducting the market analysis. Some jobs only exist within a certain industry and are most accurately priced to that industry exclusively. Conversely, some jobs are found in all industries, and the true market for these jobs usually considers this broader market. For example, most clerical and trade jobs can be found in any organization. For this reason, CBIZ focused on primary and secondary education.
CBIZ’s comprehensive market study of 7 peer school districts/systems in the metro Atlanta area, showed that, on average, DCSD pay rates are comparable to or above the other peer districts/systems.
- 82% of DCSD employees are compensated within the appropriate grade and range of the market for their position.
- 18% of DCSD employees are compensated above the range and grade of the market for their positions.
- .3% of DCSD employees are compensated below the range and grade of the market for their position.
- Recommended that all salary grades be increased by 3.6% to remain market competitive.
It is important to remember that actual salaries can be affected by many different things including tenure, previous work experience, and the hiring climate at the time an employee was hired. CBIZ evaluated the pay ranges and average actual salaries of other school district employees, and final determinations were made. Please also keep in mind that CBIZ looked at the overall scope of work being performed at each DeKalb County School District job and peer school district/system. That means that positions were not compared to other positions with the same title, instead, they were compared to positions at other organizations that perform the same general duties. CBIZ took care to evaluate all the matches made with each benchmark position, so employees may be assured that their position was evaluated fairly with the current market. It is also important to look at the work calendar of the position in each organization.
No. Although the CBIZ study found that most employees are classified appropriately and compensated at or above fair market rates, some positions fall below market levels.
No. There will be no reductions in current compensation for employees in positions above market.
Possibly. The goal of the study is to ensure that positions are classified appropriately and that job titles are accurate, consistent across the district, and reflect the job’s responsibilities and market assessment. For those positions where an HR job title change was recommended, the “functional title” of the position will change and employees will be notified by Human Resources.
The study may result in new pay grades for select positions. CBIZ also made recommendations for modifications to our pay practices and guidelines.
Some job classifications and grades will change, but not all. Employees whose current compensation is set below the new market-adjusted pay minimum will see their pay brought up to the minimum of that pay range by July 31, 2024, and will be retroactive to July 1, 2024. Affected employees will receive notification of any change to their salary on July 31, 2024.
If your salary and/or title does not change, the study determined that your position is currently compensated at or above the market-adjusted minimum salary range and the job title is classified appropriately and reflects the market assessment.
No jobs are eliminated as part of this study.
Yes, CBIZ used data from the JAQ and job descriptions to systematically construct a job hierarchy that reflects the relative worth of each job to all jobs within DCSD. The internal and external equity determinations will benefit the organization by providing:
- Competitive pay structures and pay rates to aid in hiring and retaining a quality workforce.
- Measures of job worth to increase employee job satisfaction.
- A framework for guiding decisions about promotional increases
Every employee was allowed to complete a JAQ; therefore, the consultant will not review any additional surveys. Please note that changes in the quantity of work are not considered in a classification review.
For example: If a position is responsible for answering approximately 50 phone calls a day and opening and distributing 100 pieces of mail a day, and after a year the incumbent is now responsible for answering 100 phone calls and opening and distributing 200 pieces of mail, although the quantity has increased the actual duties have not changed. The duties would have changed if, after a year, the position was now required to order supplies and track the budget in addition to answering phone calls and opening and distributing mail.
For example: If a position is responsible for answering approximately 50 phone calls a day and opening and distributing 100 pieces of mail a day, and after a year the incumbent is now responsible for answering 100 phone calls and opening and distributing 200 pieces of mail, although the quantity has increased the actual duties have not changed. The duties would have changed if, after a year, the position was now required to order supplies and track the budget in addition to answering phone calls and opening and distributing mail.
Yes, Accurate job descriptions are necessary to ensure staff performance is evaluated properly and ensure jobs are aligned with the market. Job Descriptions will be placed on the Compensation Website by August 31, 2024.
The Superintendent reviewed CBIZ’s report and data and made the recommendation to the DeKalb County School Board to implement CBIZ’s recommendations. The DeKalb County School Board voted to implement the Compensation and Class recommendations at their June 24, 2024, FY25 budget meeting.
Visit the Human Resources section in the employee portal and click on the tab entitled, “Classification and Compensation Study”.
DeKalb County School District’s wage and salary program for all staff members is based on the administrative practices established for the district.
The same salary schedules are used for all classifications to maintain internal equity within the district.
The same salary schedules are used for all classifications to maintain internal equity within the district.
2024-2025 Salary Schedules
2023-2024 Salary Schedules
