Compensation Updates
Over the past year, Richland Two has worked closely with the Management Advisory Group (MAG) on a comprehensive compensation and classification study. Our goal has been to ensure that the District remains competitive with the surrounding districts and ensure pay equity among positions. To this end, the administration has included the first-phase recommendations from this joint effort in the FY 2024-2025 General Fund Budget, approved at the June 25th Board Meeting.
Support and Administrative Changes
The first-phase recommendations for support and administrative employees include:
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A unified plan for all positions which grouped comparable jobs in pay schedules 104 to 136. Note: position titles and work hours have changed due to the study
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A step plan ranging from 1 to 27 for pay schedules 104-120 and 1 to 20 for pay schedules 121-136
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Salary ranges based on the relevant labor market and competitors' data for each pay schedule
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Schedules for the following support positions: Bus Driver/Monitors, Safety, and Cafeteria/Custodial
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Placement of all employees on their new pay schedule and step effective for the 2024-2025 school year. Note: the newly placed step does not equate to actual years of experience
Teachers and Professional Employees Changes
The first-phase recommendations for teachers and professional positions include:
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A teacher salary schedule with a starting salary for first-year teachers of $50,000
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The teacher salary schedule was modified from 45 steps to 35 steps, eliminating the pay bands
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A professional salary schedule for nurses, social workers, physical therapists, and occupational therapists
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A salary schedule for psychologists
Next steps in the classification and compensation study:
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Finalize the job descriptions to align with all positions
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Continue to review our compensation plan to ensure competitiveness