Staff member presents market analysis recommending higher pay for classified employees
May 29, 2024 | Wasatch County School District, School Boards, Utah
This article was created by AI summarizing key points discussed. AI makes mistakes, so for full details and context, please refer to the video of the full meeting. Please report any errors so we can fix them. Report an error »
A staff member presented a job-market salary analysis to the Wasatch County School District board, saying the review supports pay adjustments for classified employees and recommends an entry-level PA1 range of $15.82 to $21.99.
The presenter said the district’s teacher salaries already compare favorably in a cross-district study, asserting, "we're number 1 in that," based on a comparison with 41 districts. The analysis then focused on classified staff — custodians, cooks, bus drivers and other support roles — where market pressures and local private employers create recruitment challenges.
The report described the custodian salary schedule in detail: a minimum of $23 per hour, a midpoint of $29, a top rate of $35.58 and a 25-step progression. Staff said only Park City showed a comparable custodian schedule in the district comparisons. Bus drivers were reported to be at or near the top of peer districts for pay.
Staff also highlighted a separate market comparison between district wages and local private-sector employers such as county government and the Epic ski resort. The presenter said those local employers can offer higher hourly pay or insurance packages; staff noted, for example, that housekeeping work at Deer Valley may pay more hourly and include insurance benefits that attract potential hires.
On entry-level positions labeled PA1, the market analysis used color-coded indicators to show where district pay is below market and recommended a range of $15.82 to $21.99. The presenter said the district currently starts PA1 "at 15" and noted lifeguards have been moved to $15 an hour but were not yet formally placed on the salary schedule.
Staff linked recent recruitment and retention changes to insurance and benefits, saying insurance adjustments about six months earlier led to staff joining or staying because of payroll premium deductions and cost savings. The presenter identified these compensation and benefit elements as central to addressing hiring difficulties for classified roles.
No formal motion or vote was recorded in the provided transcript; staff framed the material as information for the board’s consideration and said the board would want to review the job analysis and market-detail reports as next steps.
The presenter said the district’s teacher salaries already compare favorably in a cross-district study, asserting, "we're number 1 in that," based on a comparison with 41 districts. The analysis then focused on classified staff — custodians, cooks, bus drivers and other support roles — where market pressures and local private employers create recruitment challenges.
The report described the custodian salary schedule in detail: a minimum of $23 per hour, a midpoint of $29, a top rate of $35.58 and a 25-step progression. Staff said only Park City showed a comparable custodian schedule in the district comparisons. Bus drivers were reported to be at or near the top of peer districts for pay.
Staff also highlighted a separate market comparison between district wages and local private-sector employers such as county government and the Epic ski resort. The presenter said those local employers can offer higher hourly pay or insurance packages; staff noted, for example, that housekeeping work at Deer Valley may pay more hourly and include insurance benefits that attract potential hires.
On entry-level positions labeled PA1, the market analysis used color-coded indicators to show where district pay is below market and recommended a range of $15.82 to $21.99. The presenter said the district currently starts PA1 "at 15" and noted lifeguards have been moved to $15 an hour but were not yet formally placed on the salary schedule.
Staff linked recent recruitment and retention changes to insurance and benefits, saying insurance adjustments about six months earlier led to staff joining or staying because of payroll premium deductions and cost savings. The presenter identified these compensation and benefit elements as central to addressing hiring difficulties for classified roles.
No formal motion or vote was recorded in the provided transcript; staff framed the material as information for the board’s consideration and said the board would want to review the job analysis and market-detail reports as next steps.
Don't Miss a Word: See the Full Meeting!
Go beyond summaries. Unlock every video, transcript, and key insight with a Founder Membership.
✓
Get instant access to full meeting videos
✓
Search and clip any phrase from complete transcripts
✓
Receive AI-powered summaries & custom alerts
✓
Enjoy lifetime, unrestricted access to government data
30-day money-back guarantee
