In the old Step-and-Lane system, which dates back to the early 20th century, school district employees were hired based on a few criteria, primarily longevity and their educational background.
"Whenever you're confined in a system to certain dynamics, you're not recognizing the realities in the market place," explained Chief Human Resources Officer Brian Cesare.
Beginning in the 2012-2013 school year, all new teachers are hired using a more modern, transparent market-based pay system, which takes a wider picture of not only a candidate’s education, certificates, experience and skill, but also supply and demand, to determine a baseline offer.
He says it is important to have the freedom to look at different factors.
"Being able to weight those factors and create a pay that mimics the uniqueness of the position, allows us to attract and retain the best people. That is very important to us," Cesare said.
A more modern, transparent system
In order to create a Market-Based Pay system, the Human Resources Department identified more than 70 different positions and then differentiated them into five pay bands, based on how many qualified candidates we usually receive.
When a district advertises some positions, there are a lot of qualified candidates. In other cases, there are only a few applicants. Because there is higher demand for those candidates, like certified nurses, psychologists or physics teachers, school districts must pay a premium.
It is important to note that this is in no way an evaluation of the importance of the position. Every position within a District is necessary for it to function well. Instead, it is simply an understanding of the impact of supply and demand.
The following are the Salary documents for the employees of the Douglas County School District.
2016-2017 School Year
2017-2018 School Year