District human‑resources leaders presented a multi‑phase plan Sept. 9 to move the district toward an "open‑range" compensation system that HR says will be more transparent and better aligned with market rates, internal equity and career pathways.

What staff said: Chief HR officers said phase 1 established pay grades and market analysis; phase 2 will analyze job descriptions, create job families and levels, collect verifiable experience from current employees, and place employees within the new ranges during a transition period. The district emphasized that the Evergreen market study produced job‑class recommendations and pay‑grade structure rather than automatic across‑the‑board raises.

"Compensation is much more than money," said Dr. Shanna Johnston, presenting the district philosophy. The plan includes a new total‑compensation view inside PeopleSoft so employees can see salary plus benefits and other elements of their package. Johnston said the district will post guidelines for pay decisions and create clearer career‑pathway information for employees.

Implementation and transition: Doctor Iarussi (compensation lead) described phase‑2 work that teams will do department by department — job‑description reviews, creation of job families, leveling and Fair Labor Standards Act (FLSA) compliance checks — before final placement decisions. Staff are collecting verified work experience from employees (including classified groups such as bus drivers and food‑service staff) to inform placements; HR said it provided assistance (in‑person assistance, phone and a Google form) for employees without resumes. For some groups represented in bargaining (SPeak/SEIU or similar), the district described negotiated transitional placement rules that can move employees partway toward market targets.

Board questions and next steps: Trustees sought clarity on timeline, how PeopleSoft will display total compensation and whether opting out of district insurance will show the monetary value in the compensation view. Staff said the PeopleSoft visual will be ready within about a month and agreed to confirm whether non‑participation in insurance will show an estimated dollar value workers 'leave on the table.' Human resources said the work is ongoing, department‑by‑department and will continue through 2026 and into 2027 for full implementation across all job families.

Why it matters: Trustees and union representatives in the meeting noted recruiting and retaining certified and classified staff is a top priority for student‑outcome stability; staff said the long‑term goal is clarity so employees can see career steps and how to progress financially within the district.