Administrative and Supervisory Personnel – Employee Compensation This Policy Contains an Attachment.

San Francisco Unified School District and County Office of Education

Administrative Regulation 4351

Management Personnel – Compensation

 

This Administrative Regulation applies to the San Francisco Unified School District and the County Office of Education.

 

Purpose
 

This Administrative Regulation sets forth the guidelines and criteria for the salary placement of newly hired managers. Managers shall be placed on the Management Salary Schedule (attached hereto) according to the procedures and criteria set forth below.

 

Salary Grade 
 

Salary Grade refers to the designated salary range for a management position. Every management employee shall be placed on the Salary Grade designated for the position into which they are being hired. The Management Salary Schedule consists of Salary Grades 1 through 8. 

 

Management Positions are assigned to a Classification, with a corresponding Salary Grade, according to the following criteria: 

 

Managerial responsibilities	Management of people and/or a defined division, department, or team
Complexity of role	Scope of work, level of collaboration, advisory to senior staff, and/or requirement of advanced degree for the role (e.g., attorney)
Budget responsibility	Size and complexity of the budget managed
Decision-making	Involvement in a series of increasingly complex and high-impact decisions
Oversight	Autonomy in role and/or distance from Superintendent (as a proxy for level of managerial supervision)
Accountability	Level of responsibility and impact of errors made in the role

 

 

Salary Steps

Each Salary Grade on the Management Salary Schedule consists of Salary Steps 1 through 8. Salary Steps are the standard progression rates established within each Salary Grade.

 

Criteria for Step Placement 
 

Employees newly hired into a management position shall be placed on Salary Step 1 of the applicable Salary Grade. Employees may be placed on a higher Salary Step according to the following criteria: 
 

1. Hard to Staff:  Maximum of 1 Step.
   One Salary Step may be awarded when a position is posted for at least 6 months or the hiring manager was forced to make multiple offers to fill the role.  
    
2. Specialized Skill Set: Maximum of 1 Step.
   One Salary Step may be awarded if a candidate possesses multiple degrees, licenses, or certifications that exceed the minimum qualifications for the position. 

   • Licenses must be earned and/or valid in the United States.

   • Certificates or licenses must reflect significant time and/or coursework directly relevant to the role.
     Examples of certificates or licenses that do not reflect investment of significant time and/or coursework and therefore do not qualify are certificates earned through an online exam or one-day workshops.
     Examples that meet the qualifying criteria include an M.A./ Ph.D., or relevant professional certifications or licenses.

3. Internal Experience: Maximum of 1 Step.
   One Salary Step will be awarded if the candidate is a current District employee.
    
4. Equivalent Experience: 1 Step for every 2 years of equivalent experience.
   As used in this Administrative Regulation, equivalent experience is defined as: 
   • Experience in a role with a similar scale, scope, and responsibilities to the position they are being hired into;
   • Experience in a lower job classification/position within the District is not equivalent to the position (for example, experience as a Manager I cannot be equivalent to a Manager II position)
      

Relevant experience, which is frequently listed as a minimum qualification on District job descriptions, does not necessarily qualify as equivalent experience for salary placement.  Relevant experience that is related to the position, but not the same in scale, scope, or responsibilities, is not equivalent experience for purposes of determining Salary Step placement.

Management Differential Must Be Maintained

Before the salary step placement is finalized, the manager’s salary step must be reviewed to ensure that the placement is not less than 5% higher than the salary of the most highly compensated direct report to the manager. Additionally, when there are negotiated salary increases for non-management staff, management salaries will be reviewed to ensure the 5% difference is maintained between a manager and their most highly compensated direct report, and salaries shall be adjusted accordingly.

 

Internal Promotions 

Internal applicants who are promoted into a position in a higher Salary Grade shall be placed on either (a) the Salary Step following the rubric outlined above, or (b) the Salary Step that represents an increase of at least 10% from their previous annual base salary, whichever is higher.