Classification & Compensation Study Presentation

September 1, 2021

MAG COMPANY BACKGROUND

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➢ The Principals of MAG International, Inc. have a proven track record in providing in-depth management and human resource consulting services for over 25 years in more than 40 states.

➢ Our clients range from various state and local government agencies to many School Districts, Municipalities, Counties, Utilities, EMS, Police, and Fire organizations nationally.

➢ MAG principals have completed over 500 similar compensation studies

over the years, including many in Maryland.

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This project IS designed to:

• Capture current job data from employees;

• Ensure internal equity;

• Identify needed market adjustments to the current plan;

• Provide an implementation plan that is affordable;

• Provide a process for future evaluation of positions.

This project IS NOT designed to:

• Evaluate individual employee performance/capabilities.

• Guarantee salary increases.

• Recommend salary decreases.

• Suggesting staffing levels

• Eliminating or adding positions

• Solving staff issues

© Management Advisory Group, Inc. 2019

Study Goals and Objectives

✓ Perform a Compensation/Classification study for all non-teaching positions.

✓ Compare compensation to relevant labor markets/competitors.

✓ Ensure that positions performing similar work with essentially the same level of complexity, responsibility, and knowledge, are classified together.

✓ Develop a competitive classification and compensation structure.

✓ Recommend policy changes to support the compensation system.

✓ The study includes 1,449 positions and 270 classifications.

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© Management Advisory Group, Inc. 2019

Methodology

✓ Captured key employee data.

✓ Conducted employee sessions virtually to explain project and their role.

✓ Identified jobs where recruitment and retention are concerns.

✓ Gathered salary and compensation data from competitor organizations;

✓ Surveyed for comparative data.

✓ Reviewed job questionnaire data from employees.

✓ Changed selected job titles to reflect work being done.

✓ Recommending changes to support a competitive compensation system.

✓ Developed implementation/transition costs.

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Job Factors

• Data Responsibility

• Judgment

• People Responsibility

• Complexity of Work

• Assets Responsibility

• Impact of Decisions

• Education

• Equipment Usage

• Physical Demands

• Communications

• Math

• Unavoidable Hazards

• Safety of Others

• Experience

© Management Advisory Group, Inc. 2021

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© Management Advisory Group, Inc. 2017

Targeted Agencies/Employers

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➢ St. Mary’s Co. P. S. MD➢ Calvert Co. P. S. MD➢ Anne Arundel Co. P.S. MD➢ Baltimore City P.S. MD➢ Baltimore Co. P.S. MD➢ Howard Co. P.S. MD➢ Frederick Co. P.S. MD➢ Charles Co. MD (Gen. Gov’t)➢ City of Baltimore (Gen. Gov’t)➢ Washington, D.C. (Gen. Gov’t)

➢ City of Wilm. DE (Gen. Gov’t)➢ City of Alexan. VA (Gen. Gov’t)➢ City of Martinsburg, WV (Gen.

Gov’t)➢ City of Hanover, PA (Gen. Gov’t)➢ Prince George Co. MD (Gen.

Gov’t)➢ Carroll Co. P.S. MD➢ Alexandria City P.S. VA➢ Arlington City P.S. VA➢ Washington Co. P.S. MD

© Management Advisory Group, Inc. 2021

Market Survey Results

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✓ Overall, results show that surveyed District positions lagthe market:

✓ At minimum: - 9.5%✓ At midpoint: - 9.4%✓ At maximum: - 9.4%

© Management Advisory Group, Inc. 2021

Market Survey Results Cont’d

✓ Positions that have competitive market hiring rates :

✓ Food Service Worker

✓ Bus Attendant

✓ Supervisor of Operations

✓ Bldg. Services Asst. Mgr.

✓ Accounting Assistant

✓ Positions that have below market hiring rates:

✓ Payroll Accounting Spec.

✓ HVAC Mechanic

✓ Guidance Secretary

✓ Instructional Assistants

✓ Stockkeeper

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© Management Advisory Group, Inc. 2019

Proposed Pay Plan Structure

✓ Unified Plan created for all District position titles.✓ 270 job titles.✓ Step Plan with 27 steps. (2% Increment between steps)✓ 31 grade levels.✓ Range Widths: 65% from minimum to maximum.

✓ There is 5% between proposed grades.

✓ Results:✓ Establishes a competitive position overall and for all positions.✓ Makes the entry levels competitive.✓ Brings the ranges in line with the market.

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© Management Advisory Group, Inc. 2019

Estimated Annualized Costs

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Charles Co. Public School System

Total Annualized Costs $3,502,145

Percentage Change to

Current Payroll

6.55%

NOTE: Benefit costs not included in total.

Any Questions?