•    Each year School District 27J participates in an annual job description and salary comparison review in order to remain competitive in the metro-area market. These job description and salary studies are conducted by Oehm Consulting Services, which conducts similar studies for 30 other Colorado school districts. SD27J uses this third-party consultant to perform an impartial market analysis and to present objective data and recommendations. Furthermore, OCS has the experience, training, and databases to support the results of the market process.
       As part of the job description review process, SD27J job incumbents and supervisors will review each job description on a three-year cycle. During the review cycle year, employees and supervisors will review the most recent job description and suggest changes according to current practices, education, license requirements, etc. The edited job descriptions are submitted to OCS for salary market surveys. Oehm’s provides data and recommendations based on comparisons of metro area districts similar in student population and demographics. When conducting a review, OCS gathers information from job descriptions, job postings, and/or through direct contact with a Human Resources representative. The districts that SD27J is compared to in the market surveys include: Adams 12, Adams 14, Adams 50, Boulder Valley, Jefferson County, Aurora Public, Mapleton Public, and St. Vrain Valley. Many metro municipalities and government institutions are also included when applicable.
     
    The following factors are considered when analyzing job descriptions:
    • Minimum experience
    • Minimum education
    • Essential duties and responsibilities based on the frequency and percentage of time allocated to the duty. Jobs are considered a “match” if at least 70% of the essential duties align with marketed position.
    • Supervisory duties
       The final decisions of salary adjustments are made by the Division of Human Resources in collaboration with division heads. Human Resources looks for a trend of 2-3 consecutive years of at least 3% above or 7% below market of the position’s mid-point salary range before considering an adjustment. If a trend of being either above or below market is found, Human Resources meets with the appropriate division head to review the results and determine if adjustments are warranted. If there are adjustments to job descriptions and/or salary ranges, they are normally applied at the beginning of the following contract year.
       The mid-point of the range is used as the comparison for two primary reasons. First, it equalizes the districts’ different compensation systems that may have wide percentage swings between minimum and maximum salaries within a range and/or within steps. The mid-point is averaged by the minimum and maximum of the ranges, therefore making it a more accurate comparison. Secondly, OCS recommends that decisions be made based on where most employees are impacted.
       On average, most employees across all salary schedules are near the midpoint of their range.

    Job descriptions in the following areas will be reviewed in the corresponding school years.Job descriptions for all positions can be found in the right column on this page.


    2017 – 2018
    Administrative / Supervisors
    Finance
    Human Resources

    2018 – 2019
    Paraeducators