Compensation and Benefits
Course Project
The Compensation and Benefits of the Dooly County School System
[pic]
Renee Bowens
HRM430
Professor Eureka Hampton
August 16, 2009
DeVry University
Abstract
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” (www.hr-guide.com). 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
The Compensation and Benefits of the Dooly County School System
[pic]
Renee Bowens
HRM430
Professor Eureka Hampton
August 16, 2009
DeVry University
Abstract
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” (www.hr-guide.com). 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
References: Dooly County School System. (2008). Personnel handbook HR-Guide Home. (n. d.). Compensation: Outline and definitions. Retrieved August 4, 2009 from http://www.hr-guide.com 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 from http://www.njsba.org Southern Polytechnic State University. (2008). Donated leave program. Retrieved July 7, 2009 from http://www.spsu.edu Williamsburg-James City County Public School. (2009). Personnel handbook