Compensation
416-1488
Compensation is responsible for the administration, development and maintenance of job descriptions for positions with Memphis City Schools. This division also is responsible for job analysis, salary reviews, position evaluations, salary determination and salary guidelines in accordance with board policies and regulations. Compensation evaluates and analyzes salary data and trends and ensures the compensation program supports the strategic plans. It also is responsible for ensuring po sitions with Memphis City Schools are competitive with current market salaries for positions not covered by a collective bargaining agreement or memorandum of understanding.
Salary Guidelines & Definitions
Salary administration for employees represented by a collective bargaining agreement or memorandum of understanding is administrated in accordance with the provisions of the negotiated agreement or memorandum of understanding.
1. Promotion - Movement to a position on a new salary grade with a higher maximum salary. The employee will be placed on the closest step of the new salary grade that ensures a minimum of 3% increase where possible.
2. Demotion - Change in status as a result of inefficiency or ineffectiveness in performance or disciplinary action for cause resulting in an assignment to a position with a lower maximum salary. The employee will be placed on the closest step of the new salary grade that ensures a minimum of 10% salary reduction if possible.
If an employee is reassigned to a position of a lower salary grade as the result of reorganization, reduction in force, a situation resulting in the assignment to a new position, a written request by the employee, or for other reasons of voluntary demotion. The employee will be placed on the step of the new salary grade closest to their previous salary.
3. Transfer - If the employee is reassigned to a position with a comparable salary grade, the salary shall remain unchanged.
4. Reclassification - The re-evaluation of a position resulting from a change in position content or responsibility. A reclassified position may be raised or lowered to a different salary grade or moved to a different classification in accordance with #1 (Promotion) and/or #2 (Demotion).
5. Prior Service - Verified experience which is directly comparable in most ways to the position being considered for salary step placement. Placement on the salary steps is limited to three (3) years of prior services with exceptions approved by the Associate Superintendent of Human Resources or designee.
6. Salary Increments - Step increases for all personnel will be effective at the
beginning of the fiscal year (July 1) if an employee has been in the current position for a minimum of six (6) months. This is effective July 1, 2005.
7. Longevity - Personnel in clerical, nutrition management, and supervising building positions are eligible for longevity. The longevity will not be considered as base salary. Longevity is given on Memphis City Schools’ service only from the date of placement into an eligible position. It is calculated by using the base salary times 3% for 10 through 19 years of service and 6% for 20 years or more of service.
8. Probationary Period - Effective July 1, 2004, all employees moved to a new position or newly hired will serve a minimum of a six (6) months probationary period. During the probationary period, the employee will be evaluation at least once. If the evaluation is unsatisfactory, the employee may be removed, demoted, or terminated from the position or Memphis City Schools. Any other placement will be determined by available positions and the qualifications of the employee. There is no appeal of termination or demotion while in the probationary period.
9. Supplements Entitlements - Personnel in nutrition management,
supervising building and specific clerical positions are eligible for supplemental entitlements will receive a supplement.
A. Nutrition Management
Satellites – Nutrition Managers will receive a $13.85 per biweekly pay
period supplement if they administer a satellite feeding program or cluster
base operations and $4.62 per biweekly pay period for each satellite location.
Breakfast – Nutrition Managers will receive an $11.54 per biweekly pay period if administering a federally funded breakfast program.
Professional Development – Level I – Nutrition managers, assistant nutrition managers and manager trainees will receive a $9.23 per biweekly pay period supplement if they have completed five (5) prescribed college level courses as designed by the Division of School Food and Nutrition Services, and/or completion of Tennessee School Food Service Association Accreditation Certification (TEAM completed after May 1986). A person certified at Level I may remain at that level by meeting 20 continuing units every five (5) years.
Professional Development – Level II – Nutrition Managers, Assistant Nutrition Managers, and Manger Trainees will receive $50.00 per month supplement upon completion of the Associate Degree in Food Services a or related area. A person certified may remain at that level by meeting 20 continuing education units every five (5) years.
Professional Development – Level III – Nutrition Managers, Assistant Nutrition Managers, and Manger Trainees will receive $75.00 per month supplement upon completion of the B.S. Degree in Food Service Administration or related area. A person certified may remain at that level by meeting 20 continuing education unites every five (5) years.
B. Supervising Building Engineers
Supplemental Entitlements - Supervising Building Engineers will receive the following supplements biweekly pay period if they have a current license:
Refrigeration First Class license - $20.77
Refrigeration Third Class license - $11.54
Steam Engineer First Class license - $20.77
Steam Engineer Third Class 01 license prior to 7-1-68 - $16.15
Steam Engineer Third Class 02 license after 7-1-68 - $11.54
C. Clerical - Executive Secretary II, III, and IV
Supplemental Entitlements – Executive Secretary II, III, and IV will receive the following supplements biweekly pay period:
Executive Secretary II - $25 biweekly
Executive Secretary III - $50 biweekly
Executive Secretary IV - $150 biweekly
10. Enrollment Changes – Student enrollment at a school location will determine the salary grade placement for the following positions. Enrollment ranges are from 1- 499, 500-999 and 1000+ for nutrition managers and supervising building engineers. Enrollment ranges for principals are from 1- 499, 500-999, 1000-1399 and 1400+.
A. Nutrition Managers and Supervising Building Engineers Enrollment adjustment for nutrition managers and supervising building engineers will be established for existing schools by the average membership of second twenty-day attendance period figures as published by the Department of Research, Evaluation and Assessment. Salary grade assignment for new schools will be based upon projected student enrollment as determined by the Department of Research, Evaluation and Assessment. A reevaluation of salary grades in which student enrollment is a factor will be conducted after the first twenty-day attendance period and salary adjustments will be made up or down to become effective the beginning of the next bi-weekly period. There will be no retroactive pay.Enrollment adjustments for principals will be adjusted by the second twenty-day attendance period figures. Salary grade assignment will be based on the student enrollment as determined by the Department of Research, Evaluation and Assessment. There is no retroactive pay.
11. Career Ladder - Personnel in positions eligible for career ladder supplements will receive a supplement in accordance the state rules and regulations for Career Ladder. According to state interpretations, a position must demonstrate it provides at least
75% of the work time directly to schools and school activities. The Associate Superintendent of Human Resources has final authority in determining the eligibility of a position for career ladder.