Agree on job relationships
Use duties, qualifications and organizational charts to rate jobs. Review disagreements with APS HR and supervisors. Keep a reason for each placement.
Aurora Public Schools · Colorado
A documented method for job and pay placement
The study combines job evaluation with market evidence, then tests individual pay placement using APS-provided records.
HSG response to RFP B2728 · HR Compensation Consultant
Try a point-factor evaluation
Illustrative ratings. No APS employee data.
The seven starting weights and level counts follow HSG’s proposal. They total 100% and 1,000 possible points. The job names come from the supplied list; HSG invented their example ratings. APS has not rated these jobs. Moving a slider redistributes the other weights so the total stays at 100%. Reset restores the proposal defaults.
Source: HSG proposal factor model; RFP IV.2 item 7, pp. 14 to 15; titles: supplied job list.
| Weighted factor | Default weight | Maximum points | Levels |
|---|---|---|---|
| Knowledge, education, experience and qualifications | 22% | 220 | 6 |
| Scope of responsibility | 14% | 140 | 5 |
| Complexity of work | 16% | 160 | 6 |
| Decision-making authority | 14% | 140 | 6 |
| Organizational impact | 10% | 100 | 5 |
| Leadership and supervisory responsibility | 14% | 140 | 6 |
| Accountability | 10% | 100 | 5 |
Total weight: 100%
Illustrative levels run from 1 to the factor’s stated maximum. Demonstrator score = sum of (weight / 100) ? (rating / factor level count) ? 1,000. Each factor contributes its full weighted points at its highest level. APS would approve factor definitions and rating evidence before use.
Inspect the invented factor levels
| Example APS title | Knowledge, education, experience and qualifications | Scope of responsibility | Complexity of work | Decision-making authority | Organizational impact | Leadership and supervisory responsibility | Accountability |
|---|---|---|---|---|---|---|---|
| Journeyman, Electrician | 4 | 2 | 3 | 2 | 2 | 1 | 3 |
| Secretary, Principal / Middle School | 2 | 2 | 2 | 2 | 2 | 1 | 2 |
| Principal, Elementary School | 4 | 4 | 4 | 4 | 4 | 4 | 4 |
| Officer, Campus Safety | 3 | 2 | 3 | 3 | 2 | 1 | 3 |
Cross-check comparable positions and hierarchy
After scoring, HSG reviews each job’s relationship to comparable positions and its place in the organizational hierarchy. This eighth RFP factor is an unweighted cross-check. HSG records any inconsistency and reviews the duties and factor evidence with APS before recommending placement.
Source: HSG proposal factor model; RFP IV.2 item 7.
How internal equity and market data combine
Test the market alignment
Match jobs by content, age pay to a common date and compare proposed midpoints with the market. APS’s target is within ±5%. Cost any changes needed to meet the target and explain exceptions.
Source: RFP IV.2 items 5 and 7; Q&A 21 and 22.
Employee-level placement review
Illustration. No APS data.
Invented records show why annual totals alone are insufficient. Annual pay here equals hourly rate × full-time calendar hours × FTE; the hours column excludes the FTE adjustment.
| Record | Job | Recognized years | Calendar hours | FTE | Hourly rate | Annual pay |
|---|---|---|---|---|---|---|
| A | Same support job | 5 | 2080 | 1.00 | $25.00 | $52,000 |
| B | Same support job | 5 | 1440 | 0.75 | $24.00 | $25,920 |
| C | Same support job | 1 | 2080 | 1.00 | $25.50 | $53,040 |
| D | Supervisor of A | 8 | 2080 | 1.00 | $26.00 | $54,080 |
B has the same recognized experience and job as A but an hourly rate 4% lower. C has fewer recognized years and earns 2% more per hour than A. The supervisor rate is 4% above A. Each is a review question; duties, recognized experience and approved exceptions must explain the differences before a correction is proposed.
If B moved from $24.00 to $25.00, the illustrated annual wage cost would be $1,080 (1,440 × 0.75 × $1.00), before payroll-related costs.
Source: HSG synthetic example and arithmetic; review criteria from RFP IV.2 item 7 and Q&A 14.
The required review covers placement and pay consistency. A demographic pay equity analysis is optional and separately priced, with APS HR and legal counsel coordinating its method and data handling (Q&A 14).
Skilled trades structure
Compare a trades structure with keeping trades in Classified. Test license requirements, apprentice and journey levels, recruitment, retention and supervisory relationships. Compare the placement and cost of both options. Account for material benefit and work-schedule differences when using private-sector comparisons.
Source: RFP IV.2 item 2; Q&A 10 and 23.
Apprentice, journeyman, lead and master title examples from the list
| Title | Group | Range |
|---|---|---|
| Apprentice, Locksmith | Classified | 33 |
| Apprentice, Carpenter | Classified | 34 |
| Apprentice, Plumber | Classified | 35 |
| Apprentice, HVAC | Classified | 35 |
| Apprentice, Electrician | Classified | 37 |
| Journeyman, Carpenter | Classified | 40 |
| Journeyman, Plumber | Classified | 44 |
| Journeyman, Electrician | Classified | 45 |
| Lead Painter | Classified | 47 |
| Lead Carpenter | Classified | 47 |
| Master, Plumber | Classified | 48 |
| Master, HVAC | Classified | 52 |
| Master, Electrician | Classified | 52 |
Safety and Security career structure
Review the work of campus safety officers, dispatchers and supervisors. Test whether Field Training Officer duties call for a differential, a distinct assignment or a new class. Define sergeant authority and supervisory responsibility before recommending a range. Compare each option’s wage cost and effect on existing roles.
Source: Q&A 18; HSG proposed approach.
Current Safety and Security title matches
| Title | Group | Range |
|---|---|---|
| Specialist, Emergency Preparedness | APT | APT 2 |
| Supervisor, Campus Security | APT | APT 3 |
| Manager, Life Safety Systems | APT | APT 4 |
| Information Systems Analyst-Security | APT | APT 4 |
| Information Systems Cyber Security Engineer | APT | APT 5 |
| Dispatcher, Campus Safety | Classified | 33 |
| Security Dispatch System Administrator, Dispatcher, Security Clerk | Classified | 34 |
| Assistant to the Director, Security | Classified | 36 |
| Officer, Campus Safety | Classified | 37 |
| Scheduler, Activities & Athletics_Dispatcher | Classified | 38 |
| Security Dispatch Lead | Classified | 41 |
| Lead, Dispatcher | Classified | 41 |
| Lead, Life Safety System | Classified | 52 |
Business rules APS can administer
- New-hire salary placement
- Existing employee placement into revised structures
- Salary progression and movement through ranges
- Promotions and transfers
- Reclassifications
- New positions
- Department reorganizations and restructures
- Market adjustments
- Internal equity adjustments
- Salary compression
- Employees above or below established ranges
- Maintenance and adjustment of salary structures
- Off-cycle compensation reviews
For each rule, record the trigger, evidence, decision authority, calculation, effective date and exception process. Validate the rules against the developing Classified agreement.
Source: RFP IV.2 item 8; Q&A 27.