Proposed Employee Compensation FAQs

Why did Horry County Schools request a compensation and classification study?

Horry County Schools requested a compensation and classification study of all District positions to
provide the foundation for an appropriate classification and compensation system and pay plan based
on current compensation levels for similar public sector employers such as school districts, counties,
municipalities, and local market competitors.

Who conducted the compensation and classification study for the District?

Management Advisory Group

How was the compensation and classification study conducted?

The study methodology included:

▪ collection of current personnel, human resources, and organizational background
information;
▪ development, distribution, collection and evaluation of Job Analysis Questionnaires©;
▪ identification and selection of comparable organizations for the market salary survey;
▪ identification of classification benchmarks;
▪ an analysis with recommendations concerning the relative ranking of District positions to
develop a classification plan that will ensure internal equity; and
▪ development of compensation plans that will ensure market competitiveness.

With whom is Horry County Schools compared in the market study?

Greenville County School District

Charleston County School District
Berkeley County School District
Richland County School District Two
Dorchester County School District Two
Lexington County School District One
Aiken County Public Schools
Richland County School District One
Beaufort County School District
York County School District Three
Georgetown County School District
City of Myrtle Beach
City of North Myrtle Beach
City of Conway
Charleston County
Georgetown County
Horry County
Santee Cooper
O*NET On-Line (Private Sector Data Source)

Will all employees receive more money in 2021-22?

All employees will receive a compensation increase either through the impact of the study, the application
of the STEP increase, and/or the $1,000 increase in teacher salaries as mandated by the State.

What is a STEP?

Salary schedules are developed by utilizing “bands” that denote minimum, middle, and maximum
compensation rates for a particular job classification. A STEP is the incremental increase within the salary
schedule. On average, a STEP is a 2% increase.

Will I retain my current STEP in the study?

Not necessarily. When the new pay plan structures were developed for support, administrative, and
managerial positions, the minimum salary for each of these respective groups was benchmarked to the
market survey results. After the salary tables were created, an initial calculation was done to identify
those employees that were below the minimum of their respective proposed pay grade. A formula was
then applied that calculated a target salary for each employee based on the total days of service in his/her
proposed job class. Each employee's STEP was appraised based on his/her placement and pay grade
from the current salary schedule, and then the employee was placed on the new compensation schedule
relative to his/her experience and job classification.

However, due to the fact that South Carolina has a defined minimum salary schedule for teachers, the
STEP for teachers will reflect the number of years of service indicated on their certificate.

What is a pay grade?

A pay grade is a collection of job classifications with similar levels of complexity, responsibility, and
knowledge. The following is an example of pay grade 103:

Support Salary Schedule: Grade 103

Job Classification Hourly Minimum Hourly Midpoint Hourly Maximum

13.25 17.08 22.47
Bus Driver I
Clerk II
Custodian III
Family School Facilitator II
Instructional Aide II
Paraprofessional II
Secretary I
Workman
Why did it take so long to implement the study?

When the 2020-21 comprehensive budget was reviewed by the Board, there was a great deal of
uncertainty regarding State funding with the non-passage of the 2020-21 State budget due to the potential
impacts of the COVID-19 pandemic. Due to these factors, the implementation of the study was postponed
for 2020-21.

Will substitutes receive a pay increase?

The comprehensive salary study did not review substitute rates of pay. However, the District has
presented a proposal to the Board that will increase the rates of pay for substitutes in 2021-22.

Which employees will receive the state-mandated $1,000 increase in pay?

Teachers, speech therapists, occupational/physical therapists, orientation/mobility instructors,

audiologists, psychologists, and school nurses.

Can the funds appropriated for the $1,000 increase be used for other educational purposes or can it only
be used for a pay increase?

It is our understanding that the $1,000 proposed by the legislature can only be used to increase salaries
for the employees listed above.

Does the District plan include a pay raise in addition to what the state mandates?

The District has proposed the complete implementation of the comprehensive employee compensation
study. This will be in addition to any state mandates.

Will teachers retroactively receive the step that was lost last year?

Teachers will receive credit and retroactive payment for the suspended STEP on June 15, 2021.

Will the $1,000 state-mandated increase to teachers be paid in one lump sum or will it be spread across
multiple paychecks?

The increase will be applied to the new teacher salary schedule. Payment will be reflected in each
teacher’s bi-monthly paycheck.

What is the cutoff for the step increase?

The new teacher salary schedule has 30 STEPS. The new non-instructional salary schedules have 28
STEPS.

Has the $1,000 plus the 2% annual step increase been approved by the board?

No. The Board will vote on the 2021-22 Superintendent’s Comprehensive Budget on June 7, 2021.
If approved, will there be a phase-in?

No. If approved, the District will completely implement the comprehensive employee compensation study
in 2021-22; as well as, the mandated $1,000 increase for other designated positions, and any applicable
STEP increase.
 Analysis of Proposed Changes to Teacher Compensation for 2021-22

On June 1, 2020, Management Advisory Group shared the results from the comprehensive employee
compensation study with the Board of Education. In the presentation Mr. Campbell stated that the full market
survey indicated the following average results for teachers:
Bachelors were 1.5% below market
Bachelors +18 were 1.8% below market
Masters were at market average
Masters +30 were 4.9% below market
Doctoral were 4.5% below market

The following table shows the impact for a teacher with zero years of teaching experience who is hired for the
2021-22 school year. The table below illustrates the implementation of the comprehensive employee
compensation study, and the $1,000 increase to teacher salaries as proposed by the legislature. Please note
that a teacher with zero years of experience would not be eligible for a STEP increase.

Bachelors Bachelors +18 Masters Masters + 30 Doctorate

Current Salary for Teacher - 0 years experience 37,826 39,576 43,553 44,500 47,882

Compensation Study Recommendation 38,745 40,371 43,776 47,014 50,464

$1000 Increase Proposed by State 1,000 1,000 1,000 1,000 1,000
STEP Increase n/a n/a n/a n/a n/a
Total 39,745 41,371 44,776 48,014 51,464

Total Increase 1,919 1,795 1,223 3,514 3,582

% Increase 5.07% 4.54% 2.81% 7.90% 7.48%

The following table shows the impact for a teacher with fifteen years of experience and the reinstatement of
STEP increase for 2020-21. It also indicates the 2021-22 changes regarding the implementation of the
comprehensive employee compensation study, the $1,000 increase to teacher salaries as proposed by the
legislature, and a STEP increase:
Bachelors Bachelors +18 Masters Masters + 30 Doctorate

Current Salary for Teacher - 14 years experience 49,912 52,221 57,466 58,717 64,687
Reinstatement of STEP increase June 15, 2021 998 1,045 1,151 1,176 1,315
Final 2020-21 Salary for Teacher - 15 years experience 50,910 53,266 58,617 59,893 66,002

Compensation Study Recommendation (15 years) 52,136 54,325 58,915 63,278 67,914
$1000 Increase Proposed by State 1,319 1,319 1,319 1,319 1,319
STEP Increase 1,106 1,150 1,234 1,315 1,416
Total - 16 years experience 54,561 56,794 61,468 65,912 70,649

Total Increase 3,651 3,528 2,851 6,019 4,647

% Increase 7.17% 6.62% 4.86% 10.05% 7.04%
It is interesting to note that the $1,000 increase to teacher’s salaries resulted in a compound effect when it was
applied to the new salary schedule. As the STEPS are generally 2%, the $1,000 increased to $1,319 over 15
years.

The following table shows the impact for a teacher with thirty years of experience. Please note that the
reinstatement of STEP increase for 2020-21 does not impact this group since it exceeds the number of STEPS
on the current salary schedule. It also indicates the 2021-22 changes regarding the implementation of the
comprehensive employee compensation study and the $1,000 increase to teacher salaries as proposed by the
legislature:
Bachelors Bachelors +18 Masters Masters + 30 Doctorate

Current Salary for Teacher - 30 years experience 67,840 70,978 78,109 79,805 87,190
Reinstatement of STEP increase June 15, 2021 n/a n/a n/a n/a n/a
Final 2020-21 Salary for Teacher - 31 years experience 67,840 70,978 78,109 79,805 87,190

Compensation Study Recommendation (30 year maximum) 70,181 73,127 79,294 85,159 91,409
$1000 Increase Proposed by State 1,811 1,811 1,811 1,811 1,811
STEP Increase n/a n/a n/a n/a n/a
Total - 32 years experience 71,992 74,938 81,105 86,970 93,220

Total Increase 4,152 3,960 2,996 7,165 6,030

% Increase 6.12% 5.58% 3.84% 8.98% 6.92%

This group does not include a STEP increase. Consistent with the example of a teacher with 14 years of
experience, the $1,000 increase to teacher’s salaries resulted in a compound effect when it was applied to the
new salary schedule. As the STEPS are generally 2%, the $1,000 increased to $1,811 over 30 years.

In summary, all teachers will receive a compensation increase either through the impact of the study, the
application of the STEP increase, and/or the $1,000 increase in teacher salaries as mandated by the State if the
Proposed 2021-22 Superintendent’s Comprehensive Budget is approved by the Board.
 Examples Illustrating Proposed Changes in
Compensation of Non-Instructional Positions for 2021-22

When the new pay plan structures were developed for support, administrative, and managerial positions, the
minimum salary for each of these respective groups was benchmarked to the market survey results. After the
salary tables were created, an initial calculation was done to identify those employees that were below the
minimum of their respective proposed pay grade. A formula was then applied that calculated a target salary for
each employee based on the total days of service in his/her proposed job class. Each employee's STEP was
appraised based on his/her placement and pay grade from the current salary schedule, and then the employee
was placed on the new compensation schedule relative to his/her experience and job classification.

On June 1, 2020, Management Advisory Group shared the results from the comprehensive employee
compensation study with the Board of Education. In the presentation Mr. Campbell stated that the full market
survey indicated the following results for non-instructional positions:
Positions with non-competitive hiring rates:
Maintenance Technicians
Assistant Principals I
School Technical Support Assistants
Bookkeepers
Nurses (LPN & RN)
Chief Officers
Positions that have competitive hiring rates:
Bus Drivers
Cafeteria Workers
Paraprofessionals
Speech Therapist
Psychologist
Interventionist – RTI
The following table shows examples of support staff employees with zero years of work experience who are
hired for the 2021-22 school year. The table below illustrates the implementation of the comprehensive employee
compensation study. Please note that an employee with zero years of work experience would not be eligible for
a STEP increase.
Bus Driver/ Cafeteria
Custodian Mid Day Aide Worker Aide II Bookkeeper III

Current Salary Schedule - Hourly Rate: STEP 0 11.76 13.00 11.76 12.48 15.22

Compensation Study Recommendation for STEP 0 12.02 13.25 12.02 13.25 16.10
STEP Increase n/a n/a n/a n/a n/a
Total 12.02 13.25 12.02 13.25 16.10

Total Increase 0.26 0.25 0.26 0.77 0.88

% Increase 2.21% 1.92% 2.21% 6.17% 5.78%
It is important to note that in 2018-19, the Board of Education approved a $1.00 per hour increase to all bus
driver’s salaries.

The following table shows examples of support staff positions currently at STEP 14. It also indicates the 2021-
22 changes regarding the implementation of the comprehensive employee compensation study and a STEP
increase.
Bus Driver/ Cafeteria
Custodian Mid Day Aide Worker Aide II Bookkeeper III

Current Salary Schedule - Hourly Rate: STEP 14 13.69 15.24 13.69 15.73 19.93

New STEP per Salary Study Recommendation 9 10 9 11 13

Compensation Study Recommendation for New STEP 14.05 15.80 14.05 16.11 20.36
STEP Increase 0.28 0.31 0.28 0.32 0.41
Total 14.33 16.11 14.33 16.43 20.77

Total Increase 0.64 0.87 0.64 0.70 0.84

% Increase 4.67% 5.71% 4.67% 4.45% 4.21%

The following table shows examples of support staff positions currently at STEP 28. It also indicates the 2021-
22 changes regarding the implementation of the comprehensive employee compensation study and a STEP
increase.
Bus Driver/ Cafeteria
Custodian Mid Day Aide II Worker Aide II Bookkeeper III

Current Salary Schedule - Hourly Rate: STEP 28 16.07 18.03 16.07 19.86 26.10

New STEP per Salary Study Recommendation 17 18 17 23 27

Compensation Study Recommendation for New STEP 16.43 18.47 16.43 20.37 26.78
STEP Increase 0.33 0.37 0.33 0.40 0.53
Total 16.76 18.84 16.76 20.77 27.31

Total Increase 0.69 0.81 0.69 0.91 1.21

% Increase 4.29% 4.49% 4.29% 4.58% 4.64%

Please note that under the current salary schedule, the custodian would be maxed out at $16.07 per hour. In
the comprehensive employee compensation study recommendation, the custodian could earn $20.38 at STEP
28.

In summary, for the implementation of the new compensation plan, an employee’s STEP will not necessarily
equate to the employee’s current year(s) of experience. However, all employees will receive a compensation
increase either through the impact of the study and/or the application of the STEP if the Proposed 2021-22
Superintendent’s Comprehensive Budget is approved by the Board.
 Examples Illustrating Proposed Changes in
Compensation of Managerial Positions for 2021-22

When the new pay plan structures were developed for support, administrative, and managerial positions, the
minimum salary for each of these respective groups was benchmarked to the market survey results. After the
salary tables were created, an initial calculation was done to identify those employees that were below the
minimum of their respective proposed pay grade. A formula was then applied that calculated a target salary for
each employee based on the total days of service in his/her proposed job class. Each employee's STEP was
appraised based on his/her placement and pay grade from the current salary schedule, and then the employee
was placed on the new compensation schedule relative to his/her experience and job classification.

The following table is an example of the proposed Managerial Salary Schedule:

Managerial Salary Schedule: Grade 305

Job Classification Minimum Midpoint Maximum

Principal I 86,946 112,471 148,407

Managerial Salary Schedule: Grade 306

Job Classification Minimum Midpoint Maximum

Director 91,296 118,100 155,826
Principal II 91,296 118,100 155,826

Managerial Salary Schedule: Grade 307

Job Classification Minimum Midpoint Maximum

Principal III 95,861 124,004 163,620

Managerial Salary Schedule: Grade 308

Job Classification Minimum Midpoint Maximum

Principal IV 100,644 130,203 171,787

Managerial Salary Schedule: Grade 310

Job Classification Minimum Midpoint Maximum

Executive Director 110,956 143,526 189,381

Managerial Salary Schedule: Grade 312

Job Classification Minimum Midpoint Maximum

Chief Officer 122,331 158,247 208,805
The following table shows examples of managerial positions currently at STEP 30+*. It also indicates the 2021-
22 changes regarding the implementation of the comprehensive employee compensation study and a STEP
increase.
Executive
Chief Officer Director Principal IV Principal III Principal II Principal I

Current Salary Schedule : STEP 30+* 134,587 128,181 128,181 122,803 116,388 111,187

New STEP per Salary Study Recommendation 16 18 21 21 21 21

Compensation Study Recommendation for New STEP 164,643 153,374 149,548 142,444 135,654 129,199
STEP Increase 3,287 3,090 2,991 2,854 2,716 2,578
Total 167,929 156,463 152,540 145,297 138,370 131,777

Total Increase 33,343 28,283 24,359 22,494 21,983 20,590

% Increase 24.77% 22.06% 19.00% 18.32% 18.89% 18.52%

*Although the current HCS salary schedule is limited to 28 STEPS, the Board approved a 2% increase in 2015-16, 2017-18, 2018-19,
and 2019-20 for those employees who were not eligible for a STEP increase.

In summary, for the implementation of the new compensation plan, an employee’s STEP will not necessarily
equate to the employee’s current year(s) of experience. However, all employees will receive a compensation
increase either through the impact of the study and/or the application of the STEP if the Proposed 2021-22
Superintendent’s Comprehensive Budget is approved by the Board.