Compensation and Benefits

Topics: Academic degree, Doctorate, Master's degree Pages: 5 (1433 words) Published: September 6, 2009
Course Project

The Compensation and Benefits of the Dooly County School System


Renee Bowens
Professor Eureka Hampton
August 16, 2009

DeVry University
This report will show what compensation and benefits are offered to the employees of Dooly County. It will also show how a sick leave bank would benefit the employees that have exhausted their sick and personal leave days in order to care for themselves or their families. I hope this paper will show readers that although Dooly County is a small rural county, they can compete with other school systems with their compensation and benefits.

The Dooly County School System is a small organization that employs from 200 to 300 employees. These employees range from the superintendent down to the custodians. The school system focuses on internal equity where the organization uses the job evaluation system. Compensation for each employee is based on his or her education and experience in the job. Benefits are given to all full-time employees. The compensation for the employees of Dooly County is good if you have a degree. Employees that hold a degree is paid according to the type of degree they have. Other employees that do not hold a degree are paid on a base salary and it depends on how many years you have in the system.

“Compensation is a systematic approach to providing monetary value to employees in exchange for work performed” ( The superintendent is the highest paid employee in Dooly County. The average compensation the superintendent receives is $120,000 dollars. This may be because the last superintendent had his doctoral degree. Superintendents that did not hold doctoral degrees were compensated between $90,000 and $95,000. Superintendents are often responsible for extra activities such as extracurricular activities, they are not compensated for doing extra work, and this work is considered in-kind.

Compensation for directors in Dooly County ranges from $70,000 to $75,000, but this may be more if the person holds a higher degree. Their extra curricular activities that they monitor after school hours are also considered in-kind. Principals in Dooly County have many responsibilities, not only do they have to monitor and lead the school; they also have to attend all extracurricular activities. Principals in the Dooly County School systems receive compensation that ranges from $80,000 and $95,000. All off the activities that principals monitor, they are not compensated any more money.

Compensation for teachers is based on whether they are first-year teachers or teachers that have been teaching for a few years. First year teacher’s compensation starts at $26,000, as they go on in their teaching career and/or achieve a higher degree, their compensation also increases. Teachers that have obtained their masters degree or 6-year degree, they will receive compensation ranging from $45,000 to $55,000. Clerical employees are paid on a base salary, but they are paid using a scale. This scale pinpoints the number of years that the person has worked and they are compensated on the number of years that have worked. Compensation ranges from $17,500 to $25,000.

Custodians, lunchroom workers, and bus drivers are paid by the hour, so when they do not come to work they are not paid. They do not have the luxury of being paid when they are out sick or for personal reasons.

Maintenance workers are paid by the hour, but they are paid above minimum wage. These workers are always on call. Whenever something goes wrong at the school, whether night or day, they are on the job to fix the problem. Although the compensation is good in Dooly County, it could always stand to be improved, but the benefits make up for the compensation.

“Benefits represent non-monetary rewards” (Martocchio, 2009). Employee benefits include any variety of programs that provide time off, employee services, and protection programs. The discretionary benefits...

References: Dooly County School System. (2008). Personnel handbook
HR-Guide Home. (n. d.). Compensation: Outline and definitions. Retrieved August 4, 2009
Martocchio, J. (2009). Strategic compensation: A human resources management approach.
5th Edition
Sick Leave Banks. (n. d.). Should your district have a sick leave bank? Retrieved July 7, 2009
Southern Polytechnic State University. (2008). Donated leave program. Retrieved July 7, 2009
Williamsburg-James City County Public School. (2009). Personnel handbook
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