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Board hears timeline for nonunion administrator salary study; Romberg & Associates to survey comparable districts
Summary
Board committee updated trustees on a districtwide salary study for nonunion administrators to create a salary schedule for Office of Retirement Services (ORS) pension calculations and recruiting; staff said Romberg & Associates will survey 13–14 comparable districts and aim for responses in the coming weeks.
The Rochester Community School District’s Superintendent’s Policy and Curriculum Committee briefed the full board on a salary study aimed at administrators who are not covered by a collectively bargained contract.
Mr. Murphy, reporting for the committee, said the study — conducted by Romberg & Associates — will gather job descriptions and pay data from roughly 13–14 comparable districts and hopes to obtain responses from seven or eight of them. The purpose, Murphy said, is twofold: to create a salary schedule that the Michigan Office of Retirement Services can use when nonunion administrators retire and to help the district remain competitive in hiring.
Murphy told trustees the study will cover about 60 to 70 employees who currently receive spring‑time compensation decisions but lack a formal schedule. He said the firm has already identified comparable districts and that the district expects to send out requests to those districts by the end of the week or early to mid next week; participating districts would be asked to return information within a few weeks.
Trustees asked whether historical data, merit pay, or structural changes to central office positions would be included. Murphy said the study is primarily a snapshot of current positions and pay; the district is collecting current job titles and comparable roles and will include ancillary pay details (longevity, stipends) where available. He said merit pay is not currently part of the study; one policy recommendation on performance‑based pay is being removed from policy as it is “not a legal requirement.”
Murphy and trustees discussed the study’s role in budgeting and hiring: Murphy said the final product would come with an administration recommendation and that the board would debate and approve any resulting schedule or compensation changes in the usual budget and approval process.
No formal action was taken at the work session; trustees were briefed on timeline and scope.
