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- Human Resources Practices for Recruiting, Selecting, and Retaining . . .
Research also suggests that districts ensure recruitment materials, websites, and job postings contain clear and consistent messaging to candidates of color who may be seeking teaching careers and share information on job openings locally and across the country through social media, local news sources, town and district websites, career fairs, educator networks, institutions of higher education,
- Advancing Diversity and Equity Through Compensation and Selection
Compensation Study Outcomes Advancing Diversity and Equity Through Compensation and Selection | DECEMBER 2020 7 Key Deliverables: A market-aligned salary structure Benchmark data from peer districts and market surveys A job classification structure (e g , job families, levels) Consistent and job-relevant title conventions
- DeKalb County School District Compensation and Benefits Study Results
CBIZ Compensation Consulting (“CBIZ”) was engaged by DeKalb County School District (“The District” or “DeKalb”) to conduct a comprehensive compensation study for its employees, including a review of current compensation practices, and an update of the compensation plan
- Best Practices to Recruit and Retain Well‑Prepared Teachers in All . . .
retirement 7 This report synthesizes a body of research and best practices meant to support efforts to recruit, develop, and retain a diverse, sustainable, and quality teacher workforce Research has identified three major factors influencing teacher recruitment and retention: 1 Compensation (salaries and other forms of compensation, e g
- Compensation Peer Groups: Everything You Need to Know Right Now
The Role of Peer Groups q Benchmarking Peer Groups –Executive Compensation Levels –Incentive Plan Designs –Policies Practices q Performance Peer Groups –Relative Performance Measurement TSR –PvP Table Disclosure q “Aspirational” Peer Groups –Pay Sensitivity Analysis 6 There are a variety of peer group types
- COMPENSATION PEER GROUP: GETTING IT RIGHT!
the compensation peer group right in the beginning is absolutely key Or, in other words, creating the you should determine and utilize an appropriate range to assist in the selection of peers A common practice is to identify potential industry peer companies that are no larger than 2 5x and no less than half the selected measurement (i e
- Picking Peers: A Step In The Executive Compensation Process
The use of too few peers could result in benchmark volatility year-to-year since the influence of a company on benchmark statistics is inversely proportional to the size of the peer group (i e , compensation changes at a single peer has a more meaningful impact on the market data for a five company peer group compared to a 20 company peer group)
- Compensation and Benefits Study for Springfield Public Schools
•6 salary tables included in the study: 321 unique job titles 3,506 employees (3,078 full‐time and 428 part‐time) •Summary Analysis: Range Spread generally set between 50 to 70 percent for best practice averages 51 2 percent in the
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