District Pay Plan
This is a guide for administering salaries and wages for employees of Craven County Schools. Practices described are intended to implement local Board policy and goals, state and federal regulations, and appropriate accreditation standards.
District jobs are assigned to pay grades based upon compensable factors and grouped with jobs of similar value. On a periodic basis, selected jobs from each job category may be reviewed to ensure that conditions in the district, such as organizational structure, major programs, or significant responsibilities in a particular job, have not changed to a degree warranting a change in job grade classification. This review is to be at the direction of the Superintendent or a designated individual. Newly established jobs are analyzed, job descriptions written, and pay grade assignments are determined prior to hiring personnel for the position. This procedure accomplishes three objectives. First, the job description establishes the responsibilities and duties required to ensure the position is properly classified and in the proper pay grade. Second, the appropriate pay range becomes part of the recruitment and hiring strategy of the district. Third, a consistent practice of salary administration is established at the initiation of each job.
Pay grades represent the internal job classification as well as external job market pay levels. The greater the level of compensable factors present in a job, the higher the placement in the pay grade structure. Jobs with similar overall degrees of compensable factors will be in the same pay grade. The use of pay grade levels facilitates payroll administration and maintains the integrity of the job worth. The job rate or grade midpoint is the chief control point in the system. A minimum and maximum pay rate for each grade is computed from the midpoint using technical standards that are designed to maintain pay equity or fair pay for each job in the system of jobs.
Employment, assignment, and salary placement should be in accordance with the job requirements as specified in the job description. Where job requirements include transcripts, certificates, or licenses, these must be official and on file with the district. Human Resources shall determine hiring rates based upon job-related qualifications and previous experience. Advertisements for positions typically will identify the pay grade for the position. Salary placement strategies may be different for each employee group consistent with the attainment of district goals.
Human Resources Specialist (Backgrounds, Substitutes, Volunteers)
Human Resources Specialist (Intake)
Human Resources Specialist (Workers' Comp., Leave, Unemployment, Retirement/Disability)
Payroll Systems Administrator