Get Full Government Meeting Transcripts, Videos, & Alerts Forever!
Get email alerts on the Employee Survey topic
No spam. Unsubscribe anytime.
District employee survey: staff rank salary, insurance and classroom resources as top priorities
Summary
Provo School District presented disaggregated employee survey results showing certified and classified staff prioritize equitable salaries and lower premiums; behavior supports and classroom resources were prominent items in open-ended responses.
Caleb presented the Provo School Board with disaggregated results from the district’s employee-priority survey on April 16. The data show certified and classified employees consistently rank salary and insurance as their top priorities, while classroom staffing and behavior supports also appear frequently in open-ended responses.
Why it matters: the employee survey is a direct input into the district's budget and collective-bargaining priorities as the board weighs compensation, benefits and staffing trade-offs for the coming year.
Survey highlights: - Certified staff (teachers and licensed staff) ranked equitable salaries highest, followed by insurance and paid-time-off options. When asked whether they would accept smaller salary increases in exchange for lower insurance premiums or higher district HSA contributions, many respondents said no; others indicated conditional trade-offs. - Employees who opt out of district insurance indicated interest in an opt-out stipend in some responses, but most respondents prioritized lower premiums and higher employer contributions to HSAs over one-time stipends. - On student behavior and supports, respondents recommended more behavior specialists, smaller class sizes, additional staff and professional development on classroom management. Open-ended answers emphasized hiring more aides or behavior specialists and improving resources in challenging classrooms. - Classified employees (support staff) mirrored certified staff in prioritizing salary and step schedule increases; part-time employees raised concerns about access to benefits and job security.
Board members asked staff to include the full disaggregated survey text in board materials and to consider how trade-off questions about raises versus benefits could be modeled in budget scenarios. Caleb and district staff said they would provide the full dataset and continue working with employee associations on compensation and benefits discussions ahead of budget finalization.
The district will use the survey findings in upcoming budget and negotiation planning; staff said they will return with budget scenarios that model different mixes of salary increases, HSA contributions and benefit-premium splits.
