Berkeley Unified School District (BUSD) has entered into an agreement with Eric Hall &Associates/MGT (EH&A) to conduct a Classification and Compensation Study of all classified jobs. These include both Bargaining Units (Local 21 and BCCE), Confidential classified employees, unrepresented classified employees, management and executive management unrepresented classified employees.
Employee roles and responsibilities, essential functions, working conditions, and
environments change over time with technological and organizational advances.The
goal of this Study is to ensure that job descriptions are relevant and up-to-date and that salary structures are equitable and market competitive. The Study will run from November 2022 through November 2023. During this period, EH&A will be gathering data from employees and their supervisors to review and revise job descriptions and to compare salaries with districts that are most like BUSD in terms of location, grade level, and enrollment. The Personnel Commission will facilitate the study and make a recommendation to the Board of Education at the end of the Study.
What is a Classification and Compensation Study?
The goal of this Study is to review, revise, and align classified job descriptions with current roles and responsibilities of employees and to conduct a market analysis of compensation for similar or like jobs in comparison districts utilizing benchmark jobs. A benchmark job is a job used to anchor the pay range of the class and around which other jobs are arranged relative to the benchmark job. These are mostly the common and defined jobs for which data and other specifications are readily available.
Benchmark jobs remain consistent across different districts. They normally have the
same set of responsibilities from one district to another. When selecting benchmark
jobs, EH&A will focus on jobs that are standard across all the matched Districts being used as the “external market,’ and for which a verifiable job match can be found for salary comparison purposes.
Why conduct a Classification and Compensation Study?
Our ability to recruit and retain a high quality workforce starts with clear and carefully developed job descriptions that reflect the scope of work for every classification. An efficient and effective organization needs logically constructed job families that link and build positions upon each other, and in some cases, demonstrate career ladders within particular kinds of work. The roles and responsibilities of employees, essential functions, skill sets, working conditions, and environments change over time with technological and organizational advances. It is imperative for the District to maintain current job descriptions and competitive wages.
Who is EH&A?
EH&A, a division of MTG of America Consulting, has been contracted to conduct the Study. Based in Carlsbad, California, EH&A is committed to helping schools in key areas such as human resource systems, classification and compensation studies, business service systems, facilities planning, and construction. The EH&A team brings well over 100 years of experience collectively working in and consulting with school district human resource services.
How will the Study be conducted?
The Study will be conducted in three phases by job family as follows:
Phase I – (BCCE) – January – April 2023
Instructional/After School Support
Child Nutrition Services
Safety and Security Services
Phase 2 – (BCCE) May – August 2023
Phase 3 – September – December 2023
Supervisory (Local 21)
Each employee in the classified service will receive a Job Content Questionnaire (JCQ) to answer questions regarding their current job. Employees will have two weeks to complete the JCQ. Informational meetings about the JCQ will be scheduled for classified employees in January 2023. A copy of the JCQ will also be posted here when available.
What is a Steering Committee and what role does it play in the Study process?
The Steering Committee is a group of Bargaining Unit members, Confidential,
Supervisory, and Management team members who will meet regularly to review
planning steps, documents, and other factors in the Study. The oversight of the Steering Committee will help guide the process; approve communication with employees, and review and validate job description revisions, wage and salary surveys, and reports. Consultants from EH&A will also attend Steering Committee meetings.
The 2022-23 Classification & Compensation Study Steering Committee includes the
Angela Long, Local 21 Field Rep
Stephen Collins, Local 21/Facilities and Maintenance Manager
Mildred Scherr, BCEE / Adult School Program Specialist
Jocelyn Foreman, BCCE / Family Engagement and Equity Specialist
Denise Diggs-Ray, BCCE/Administrative Assistant III
Samantha Tobias- Espinosa, Assistant Superintendent – Human Resources
Málika Upshur, Senior Human Resources Analyst, Classified (Confidential)
Rhonda Cervantes, Executive Assistant II (Confidential)
Shawn Mansager, Executive Director – Special Education
John Calise, Executive Director, Facilities, Maintenance, and Operations
Bonnie Christensen, Director – Nutrition Services
Charlie Castillo, Executive Director of Classified Personnel
Erin Arinez, Local 21/Classified Personnel Supervisor
Proposed Timeline for the Classification & Compensation Study
November 2022 – January 2023
Project initiation, Study launch, & employee orientation
January 2023 – April 2023
Phase 1 job description review and salary survey
May 2023 – August 2023
Phase 2 job description review and salary survey
September 2023 – November 2023
Phase 3 job description review and salary survey, Study conclusion
For even more extensive information about the Study, please review the FAQs related
to this process.
Whom should I contact if I have questions about the Study?
Charlie Castillo, Executive Director Classified Personnel, is heading the Study. Please
contact Charlie via email (email@example.com) or by phone: (510) 644-8636.