Frequently Asked Questions

 

The following Frequently Asked Questions have been provided to assist internal and external applicants in clarifying various processes and procedures in Human Resources.

 

Careers

Application Process

Applications

Licensing and Certification

 

HR Services

Compensation Center

Teachers

School Food Nutrition

Bus Driver/Monitor

Coaching

Reclassification Process

Benefits Center

Benefits

 

 

Applications Process

 

Applications

 

What are your vacancies?

All vacancies in GCPS are listed in our e-Recruit Applications system.  All jobs, including regularly open positions, are listed here.  Please see the application system and instructions for its use under the Career Opportunities link.

 

 How do I apply for a job?

You need to submit a complete application and provide all of the necessary supporting documentation to apply for a position with GCPS.  To begin this process, you need to create an applicant user account under our Career Opportunities page.

 

What happens after I submit my application?  What is the status of my application?

After submitting your completed application, be sure to regularly check your account for updated communications from the Applications Center.  Additionally, a checklist of required items will appear under your My Checklist link.  Regularly refer to this to verify whether all required items have been received by the Applications Center.

 

Will I be contacted for a job interview?

After applications are reviewed, applicants qualified for specified positions are referred to principals or other hiring managers for their consideration.  Principals/Hiring Managers then contact the candidates they are interested in interviewing.  The Division of Human Resources does not know who will be contacted for interviews.

 

I submitted an application, but have not yet heard back.  Who should I contact?

Unfortunately, due to the large volume of applications we receive, we are unable to respond personally to all applicants.  Be sure to regularly review your Careers Home and My Checklist pages under your account for communications regarding items still needed for your file and communications from hiring managers.  Should your qualifications match a staffing need, you will be directly contacted.

 

Can I apply via email, fax, mail, or by directly contacting the hiring department?

Gwinnett County Public Schools only accepts applications submitted through the electronic application system.  For those without Internet access, Human Resources has several "kiosks" that can be used to access the electronic application system.  Additional information is available at Do You Need Help?

 

Why do you exclusively accept electronic applications?  Why don't you accept paper or emailed resumes?

The advantages of an electronic application system benefit both the applicants and the school system.  The electronic application system provides more search options for applicants and more timely updates to job postings.  In addition, applications to Job Openings can be processed expeditiously.

 

What happens to my application after I submit it?

Once you apply, you will receive an email confirming submission of your application.  All applications are reviewed and screened against position qualifications.  Principals and hiring managers will contact candidates who best meet the position requirements.

 

Who do I contact if I am having technical issues when applying online?

Please contact the GCPS Help Desk if you experience a technical issue when applying online.  The Help Desk can be reached during business hours via phone at 678-301-6161.  Additional information is available at Do You Need Help?

 

How frequently do you update the job postings?

Job postings are updated daily with the addition of new positions and the removal of filled positions.

 

A job has been posted for a number of months.  Is is still open?

If a position is on the website, it is still open and the principal or program manager is still seeking candidates.

 

Do jobs remain posted after the position has been filled?

Postings are removed once a job has been filled.

 

Can I update an application once it has been submitted?

Once you have submitted an application, you will not be able to change the information.  The only information that can be changed is information in your profile (for external applicants), such as Address, Email address, and Phone Number.

 

Do I have to re-enter my information every time I apply?

If you have already submitted an application in the past, the information you entered will populate your new application so you do not have to re enter the same information every time you apply.

 

 

Licensing and Certification

 

Is an Educator certificate required in Georgia?

Yes. Any professional serving in the public schools must hold a current valid certificate appropriate to the field of employment. All certificate fields are classified as Paraprofessional, Teacher, Service, or Leadership.

 

How do I qualify for a professional certificate in Georgia?

Professional certification is based upon completion of a college’s state-approved certification program in a field for which Georgia certifies or upon professional certification from another state, U. S. territory, District of Columbia, Department of Defense Dependents Schools (DODDS) or the National Board for Professional Teaching Standards (NBPTS). In Gwinnett County Public Schools (GCPS), certain special Georgia requirements (Identification of Exceptional Children, Computer Competency, Recency of Study, appropriate assessment in the content area of certification) may be necessary within the first year of employment for individuals who completed out-of-state certification programs or out-of-state certification.

 

What tests do I need to obtain a Georgia certificate?

Applicants must take and pass the GACE Basic Skills Assessment and the GACE Content Assessment appropriate to the certification field(s). Registration information is available on their website.

 

Do I have to take Georgia’s required test or can I substitute a test taken for an out-of-state certificate? Does Georgia accept the NTE?

If you are currently or have been certified in another state and passed a content-knowledge assessment(s) required for certification in the state of certification, this test may be accepted in lieu of the GACE. For consideration, you must submit a copy (front and back) of any certificates/licenses you hold or held, and a copy of score reports for any assessment(s) you have passed. If score reports are unavailable, attach documentation from the state’s certifying authority to verify that you have passed the required content assessment(s) for professional certification in that state.

The appropriate Specialty Test(s) of the NTE can be accepted only if it was taken to qualify for out-of-state certification as a content knowledge (CK) test. The NTE Core Battery is not acceptable toward the content knowledge assessment.

After I satisfy all requirements for a professional Georgia certificate, for how long will it be valid, and how do I keep it current?

A Professional Clear Renewable certificate is valid for five (5) years, during which time you must earn ten (10) quarter hour (6 semester hours) or acceptable college credit or ten (10) Professional Learning Units (PLUs) of staff development credit. College course work must be earned at regionally accredited colleges. Continuing Education Units (CEUs) are not acceptable for certification purposes.

 

How long will it take for my certificate application to be processed?

Your completed application package will be processed within three-four (3-4) weeks from the time it is received by the Professional Standards Commission. You will receive an educator certificate, a letter of eligibility, or an evaluation for certification requirements to be met.

 

I do not have a teaching certificate, but I do have a bachelor’s degree. What do I need to do in order to get certified to teach in Georgia?

If you want to teach in the Gwinnett County Public Schools you must affiliate with a local college or university or affiliate with GATAPP (Georgia Alternative Preparation Program) through Metropolitan Regional Education Service Agency (MRESA).

 

What is the difference between professional and provisional certification?

Professional certification is based upon the applicant having completed a state-approved certification program in the field of certification or holding or having held professional certification in another state, District of Columbia, U.S. Territory, DODDS, or NBPTS. If all Special Georgia Requirements have been satisfied, the certificate is issued as a Clear Renewable certificate, valid for five (5) years. Special Georgia Requirements have been included in approved programs from Georgia colleges since July 1, 1993. If the applicant qualified for the initial professional certificate based upon an out-of-state college certification program, out-of-state certification, or a Georgia college-approved certification program completed prior to July 1, 1993, that lacks one or more of the special requirements, the certificate can be issued as a non-renewable Professional certificate at the request of Gwinnett County Public Schools pending completion of the special requirement(s).

Georgia no longer issues the provisional certification. Non-renewable certificates are now issued based upon having a Bachelor’s Degree or above in a content field that was not designed for classroom teaching in the elementary and secondary schools. The degree must have been earned at a regionally accredited college with a cumulative Grade Point Average (GPA) of at least 2.5 on a 4.0 scale. The college major must be in the field of certification or the degree must include all course work that meets minimum content requirements identified by the Professional Standards Commission for eligibility in the field. The applicant must also pass the GACE Basic Skills Assessment and GACE Content Assessment in the certificate field desired before the candidate is eligible for a non-renewable certificate.

How do I receive a non-renewable certificate?

If an applicant qualified for a non-renewable certificate based upon content, GPA, and GACE requirements, the certificate can be issued only at the request of a Georgia employer. The certificate is valid for a period of five (5) years and must be upgraded to a Clear Renewable certificate by completing a college’s approved teacher education program or by meeting other requirements set forth by the PSC.

 

In completing requirements for Clear Renewable professional certification, can I use teaching experience in lieu of student teaching?

Any determination of what can or cannot be accepted toward requirements of the initial professional certificate must be made by the college where the applicant is completing the college’s state-approved teacher education program. The PSC does not provide a course-by-course evaluation outlining these requirements.

 

How can I add a field to my clear renewable certificate?

Professionals who already possess a clear renewable teaching certificate in one field may add other fields by taking and passing the appropriate GACE content assessment.

 

I have just finished a higher degree. What do I do now?

You should have the college or university you attended send to you an official transcript that has the date that your degree was conferred on it. After your transcript is received, an Application for Certification should be completed and sent to the Division of Human Resources Certification Unit for processing.

 

 

Compensation

 

Teachers

 

How and when am I paid?

All teachers will be paid monthly.  The pay cycle begins in August and ends in July of the following year.  Paychecks will be sent through the U.S. mail to your home address.  However, all employees have the option of direct deposit.

 

How will my salary be affected if I begin employment after the first day of the fiscal year?

The salary on the Teacher Salary Schedule is based on 190 days of work.  If the first day of work is after the teacher’s start date, the total annual salary from the salary schedule is divided by 190 days and multiplied by the actual number of days you will work.  The salary is then divided over the remaining months you will be paid.

 

I am working half time this school year.  Will I receive experience credit and advance on the salary schedule next year?

Employees who work half time (a minimum of 20 hours per week) must work two consecutive years to receive one year of experience credit and advance on the salary schedule.

 

I began work after the first scheduled day of work (part year employee).  Will I receive experience credit and advance on the salary schedule?

You must work at least 63% of the scheduled days and hours for your position in order to receive a year of experience credit and advance on the salary schedule.

 

Will I receive credit for previous teaching experience?

Experience from other districts is accepted on the basis of interpretation by the Department of Human Resources in accordance with Rule 160-5-02.05 adopted by the Georgia Department of Education.  The Rule is available at www.doe.k12.ga.us.  A properly completed Verification of Employment for Certified Employees form must be received within the current school year for any salary adjustment to be made.  A salary adjustment will not be made to a previous fiscal year.

 

Can I receive credit for substitute teaching or paraprofessional experience?

No, teaching experience credit is not given for substitute or paraprofessional experience.

 

Will I receive credit for military service?

In order to receive credit for military service, a copy of your DD214 must be submitted.  You may receive up to three years credit for active military service.  Experience credit is not granted if you are/were in the Reserves or National Guard.

 

When should I file for a Georgia certificate?

You may file for a Georgia certificate at any time.  However, once you have been offered a teaching position with Gwinnett County Public Schools, you may file your paperwork through our certification department.

 

How can I check to see the status of my teaching certificate?

You will need to contact The Georgia Professional Standards at www.gapsc.com.

 

As a current employee, what steps must I take to have my certificate upgraded?

The GCPS Certification Unit can assist in the process for certificate upgrades.  When a higher level, valid certificate is received midyear, your salary will be adjusted using the effective date found on your certificate.  The effective date is determined by The Georgia Professional Standards Commission.

 

I am transferring to Gwinnett County Public Schools as a teacher from another school district.  How can I transfer in my unused sick leave?

Sick leave is only available for transfer if previous employment is from another Georgia public school system.  Our school district’s certified verification of experience form can be used to verify unused sick leave from a previous employer.  State law only allows transferring a maximum of 45 days leave from a previous employer.

 

What type of benefits am I eligible to receive?

Our Benefits Center has information on all available benefits.

 

 

School Food Nutrition

 

How and when am I paid?

All school based food nutrition employees will be paid monthly.  The pay cycle begins in August and ends in July of the following year.  Paychecks will be sent through the U.S. mail to your home address.  However, all employees have the option of direct deposit.

 

How will my salary be affected if I begin employment after the first day of the fiscal year?

The school nutrition program salary schedule includes several different required days to be worked depending on the position.  Should an employee work less than the required days for his/her position, the salary would be prorated for the actual days worked.

 

I began work after the first scheduled day of work (part year employee).  Will I receive experience credit and advance on the salary schedule?

You must work at least 63% of the scheduled days and hours for your position in order to receive a year of experience credit and advance on the salary schedule. 

 

Will I receive credit for previous experience?

Each school food nutrition position has specific guidelines concerning related experience that would count towards steps on the salary schedule.  Properly completed Verification of Employment for Classified Employees forms must be received within the current school year for any salary adjustment to be made.  A salary adjustment will not be made to a previous fiscal year. 

 

What happens if my previous employer is no longer in business?

We will accept the following documentation for evaluation of experience for an employer no longer in business:

Affidavit from the employee, including the employee's name, address, social security number, detailed work history, dates of employment, hours worked, position and job responsibilities.  The affidavit must include the employee’s signature and contain a notary of public signature and seal.

Copies of W2, 1040 or Social Security statement is required for each year employed as stated on the completed affidavit.

 

I was self-employed.   Will I receive experience credit towards my salary?

We will accept the following documentation for evaluation of experience for self-employment:

Affidavit from the employee, including the employee's name, address, social security number, detailed work history, dates of employment, hours worked, position and job responsibilities.  The affidavit must include the employee’s signature and contain a notary of public signature and seal.

Copies of business license and/or 1040 forms for each calendar year.

Statement from accountant attesting to the work experience.

 

Can I receive credit for working in a substitute position?

No, experience credit is not given for substitute work.

 

Will I receive credit for military service?

In order to receive credit for military service, a copy of your DD214 must be submitted.  You may receive up to three years credit for active military service.  Experience credit is not granted if you are/were in the Reserves or National Guard.

 

What type of benefits am I eligible to receive?

Our Benefits Center has information on all available benefits.

 

 

Bus Driver/Monitor

 

How and when am I paid?

Bus Drivers and Monitors have the option of receiving a monthly or semi-monthly paycheck.  The pay cycle begins in August and ends in July of the following year.  Paychecks will be sent through the U.S. mail to your home address.  However, all employees have the option of direct deposit.

 

How will my salary be affected if I begin employment after the first day of the fiscal year?

The salary on the Bus Driver/Monitor Salary Schedule is based on 185 days of work.  Should an employee work less than the required days for his/her position, the salary would be prorated for the actual days worked.

 

I began work after the first scheduled day of work (part year employee).  Will I receive experience credit and advance on the salary schedule?

You must work at least 63% of the scheduled days and hours for your position in order to receive a year of experience credit and advance on the salary schedule. 

 

Will I receive credit for previous experience?

Each position has specific guidelines concerning related experience that would count towards steps on the salary schedule.  Properly completed Verification of Employment for Classified Employees forms must be received within the current school year for any salary adjustment to be made.  A salary adjustment will not be made to a previous fiscal year.  A CDL is required for evaluation of experience towards salary credit.

 

What happens if my previous employer is no longer in business?

We will accept the following documentation for evaluation of experience for an employer that is no longer in business:

·          Affidavit from the employee, including the employee’s name, address, social security number, detailed work history, dates of employment, hours worked, position and job responsibilities.  The affidavit must include the employee’s signature and contain a notary of public signature and seal.

·          Copies of W2, 1040 or Social Security statement are required for each year employed as stated on the completed affidavit.

 

I was self-employed.  Will I receive experience credit towards my salary?

We will accept the following documentation for evaluation of experience for self-employment:

·          Affidavit from the employee, including the employee’s name, address, social security number, detailed work history, dates of employment, hours worked, position and job responsibilities.  The affidavit must include the employee’s signature and contain a notary of public signature and seal.

·          Copies of business license and/or 1040 forms for each calendar year.

·          Statement from accountant attesting to the work experience.

 

Will I receive credit for military service?

In order to receive credit for military service, a copy of your DD214 must be submitted.  You may receive up to three years credit for active military service.  Experience credit is not granted if you are in the Reserves or National Guard.

 

What type of benefits am I eligible to receive?

Our Benefits Center has information on all available benefits.

 

 

Coaching

 

How and when am I paid?

All benefited GCPS employees who are coaching will be paid monthly.  The pay cycle begins in August and ends in July of the following year.  Lay coaches or community coaches will be paid in one lump sum payment, near the season end of the sport they are coaching.  Paychecks will be sent through the U.S. mail to your home address.  However, all coaches have the option of direct deposit.

 

Will I receive credit for previous coaching experience?

Experience for paid coaching positions from other systems will be recognized as follows:

 

Head Coaching position for GCPS (at the High School Varsity level):  If an employee is coaching in a head varsity coaching position for Gwinnett County Public Schools, all experience obtained from another system at the head varsity coaching level will count year for year.  Experience obtained from another school system at the varsity assistant, JV, 9th grade, middle school or elementary school level will be reduced by half for head coaching consideration.

All other coaching positions for GCPS:  If an employee is coaching for GCPS at the varsity assistant, JV, 9th grade or middle school level, all prior approved coaching experience will count year-for-year.

 

Properly completed Verification of Employment for Coaching Experience Forms must be received within the current school year for any salary adjustment to be made.  A salary adjustment will not be made to a previous fiscal year.

 

Will I receive credit for military service?

In order to receive credit for military service, a copy of your DD214 must be submitted.  You may receive up to three years credit for active military service.  Experience credit is not granted if you are/were in the Reserves or National Guard.

 

 

Reclassification Process

 

What is the goal of reclassification?

Mission:  To develop a compensation and classification structure that is compatible with the school system's goal of market placement for every position in the salary structure; that has the flexibility to meet the hiring demands of our Principals and Program Managers; that has the consistency to meet the demands of acceptable/legal wage and salary practices; and that allows for strategically planned position reclassifications.

 

The Reclassification Process is designed to give multiple opportunities for identifying and prioritizing positions that need to be considered for reclassification.  The multiple opportunities allow for both strategic planning of position reclassification as well as provide flexibility for immediate position reclassification changes that need to be considered.

 

What is the Audit/Review Team?

The Audit/Review Team is responsible for making reclassification recommendations to the CEO/Superintendent.  This team consists of nine (9) members recommended by all Division Heads in the School System. This provides a diverse cross-functional approach to position reclassification decision-making.

 

Selection of a Team

The Audit/Review Team consists of nine (9) team members. Each team member will serve a two-year assignment to the team. The assignment will run from July through June of each fiscal year.

 

The selection of the team will come from recommendations by each Division Head. The team member will not be limited to any position levels (i.e., Director, Manager, Supervisor, etc.). However, it will be encouraged that the team member be someone who can represent the division knowledgeably in auditing and reviewing reclassification requests.

 

The make-up of the team should include one member each from Business & Finance, Educational Leadership (Central Office Staff), Facilities & Operations, Human Resources, Information Management, and Organizational Advancement Divisions; and three (3) members from the Educational Leadership Division (Local School Staff). The members from the Educational Leadership Division should represent all levels (Elementary, Middle, and High).

 

Function of the Team

The audit function requires the team members to determine if the information obtained in the reclassification process is sufficient and accurate.

 

The review function requires the team members to determine if the process justifies a reclassification (up or down) and determines appropriate salary/wage/grade levels.

 

The recommendation function requires the team members to develop a recommendation report to be submitted to the CEO/Superintendent for consideration.

 

Complete Consensus

There must be a quorum present (Five Members) for the Audit/Review Team to consider any reclassification and make recommendations. The team will strive to reach consensus on each position reclassification request. If consensus cannot be reached, the reclassification should be submitted for consideration with a statement concerning why the team could not reach consensus.

 

Meeting Schedule

The Audit / Review Team will meet monthly (if applicable). An annual meeting schedule will be developed, and meetings will be held if there are reclassification requests to be considered. Each meeting will be approximately four (4) hours in length.

 

How is it determined which positions will be scheduled for reclassification?

The process of determining which positions to schedule for reclassification and the process for determining when the reclassification should be effective will be driven by five (5) key events that will take place during a given fiscal year. The period of time will be attached to our fiscal year calendar, July 1 through June 30.

 

Reclassification Task Force

A Reclassification Task Force will meet, beginning in October of each year. The Task Force will consist of eighteen (18) members. The make-up of the Task Force will be as follows: Two (2) members each from Business & Finance, Educational Leadership (Central Office), Facilities & Operations, Human Resources, Information Management, and Organizational Advancement Divisions; and six (6) members from the Educational Leadership Division (Local Schools). The members from the local schools should represent all levels (Elementary, Middle, and High). The team will meet with a target of ninety (90) days to make recommendations concerning compensation issues specific to positions that need to be considered by the Audit/Review Team for possible reclassification.

 

The Executive Director of Human Resource Systems and/or the Director of Compensation will bring recommendations to the Task Force concerning positions that deserve or require some immediate consideration for possible reclassification as well as positions from the Human Resources Coordinated Selection Schedule. Task Force members will also present information concerning positions that they would like for the members to consider for reclassification.

 

The team will gather information and, with the assistance of the Human Resources Compensation Office, make prioritized recommendations to the Audit/Review Team. Those recommendations will be carried to the Superintendent’s Cabinet during the Budget Review process. The decision of which positions will be reclassified will come from the Superintendent’s recommendations. The approved recommendations will become a part of Human Resources Budget Requests for the following fiscal year.

 

These approved recommendations will be a part of the school system’s budget process with implementation beginning July 1 of the approved Budget Year.

 

Human Resources Coordinated Selection Schedule

The Human Resources Compensation Office will prepare a schedule that ensures all positions are studied for possible reclassification every five years. This will represent a minimum of twenty-percent (20%) of all identified positions selected among the low, medium, and high ranges of all salary schedules in the school system. The twenty-percent (20%) will be presented to the Reclassification Task Force.

 

Human Resources will coordinate the reclassification process with the identified schools, offices, departments, or divisions. This process will take place between July 1 and January 31 of each fiscal year. The results of this process will be presented as a Budget Request from the Human Resources Division for budget approval for the following fiscal year. (Example: Positions are studied for reclassification between July 1, 2004 and January 31, 2005.  Approved recommendations will be presented to be part of the FY06 School System Budget. The effective date for the reclassifications will be July 1, 2005.)

 

Reorganization

The Human Resources Compensation Office should be notified in the event that an office, department, division, or local school is considering a reorganization that might affect position classification. The Human Resources Compensation Office will work cooperatively with the Principal/Program Manager to study and make recommendations concerning not only position reclassification but also organizational design.

 

The organizational recommendations would then be taken to the appropriate decision-makers, i.e., Division Head or CEO/Superintendent for approval. (Note: Some organizational changes and/or reclassifications may not require the CEO/Superintendent’s approval. This approval process will be governed by the CEO/Superintendent’s process for reorganization approval.)

 

These approved recommendations will become effective based on the approved effective date.

 

 

Vacancy

It is recommended (not required) that a position be considered for reclassification when the position becomes vacant. These are positions that have only one individual in the position or, if more than one individual, all positions must be vacant. The reclassification study and recommendation would occur before the vacancy notice is prepared and published.

 

The approved recommendation will become effective on the new hire/transfer’s effective report date.

 

 

CEO/Superintendent Request

The Compensation Office will coordinate all reclassification requests received from the CEO/Superintendent. The Audit/Review Team will review the information gathered in the reclassification process and recommendations will be submitted to the CEO/Superintendent for consideration.

 

Once a position has been scheduled for reclassification, what happens next?

There are three (3) core processes within the overall reclassification process: Objective Criteria Information, Comparative Data–External Market Information, and Internal Equity Information.

 

Objective Criteria

The Objective Criteria Information is obtained by studying positions based on seven (7) prioritized components. These components are directly linked to a Job Description Questionnaire that is available via Lotus Notes.  These objective criteria include:

·          Knowledge/skill/ability

·          Decision-making (nature and degree)

·          Scope and effect

·          Supervisory controls

·          Complexity of work

·          Personal contact

·          Physical demands/work environment

 

Comparative Data - External Market

The Comparative Data–External Market Information is obtained by acquiring information on comparative jobs in other organizations. The emphasis of identifying comparative jobs is on the primary job duties, not just on job titles.

 

Comparative Data Process

The Human Resources Compensation Administration Office will collect comparative salary data from a minimum of three similar job resources. The information collected will not only be salary information but a general primary responsibility description of each position. It is probable that many of the resources used to compare jobs will not be exactly the same. The purpose of this process is to collect as much information as possible to help the Audit/Review Team in their discussion and decision concerning competitive salary positioning of the GCPS job being reviewed.

 

The Compensation Administration Office will work with Principals and Program Managers to identify resources with similar positions as well as to utilize information from salary studies completed by organizations such as the Metropolitan Regional Educational Service Agency (MRESA) and Compdata Surveys (sponsored by the Georgia Chamber of Commerce).

 

The Compensation Administration Office will complete the Job Comparative Data Form and present the information to the Audit/Review Team for consideration.

 

Market Placement

The issue of market placement is not only highly demanding because of budgetary requirements and possible major changes that will affect all salaries in the GCPS System, but it also carries political implications.  A commitment by the school system to market positioning will require a great deal of data to support monetary changes, and possibly more demanding, a cultural change across the school system.

 

The reclassification process is committed to reviewing comparable market data for the purposes of maintaining competitive salaries. Teacher salaries are compared to equivalent salary schedules of other Metro Atlanta school districts (Atlanta City, Clayton County, Cobb County, Dekalb County, and Fulton County).

 

The Board of Education will approve a Market Placement Directive and Course of Action after:

       

·          Data has been gathered through the implementation and operation phases of the Reclassification Process;

·          Research and study, working with the leadership guidance from the CEO/Superintendent, is conducted to prepare implication and comparison information concerning Market Placement options; and

·          A commitment and consensus of GCPS Leadership and the Board of Education has been reached concerning the advantages of Market Placement.

 

Internal Equity

The Human Resources Compensation Administration Office will review similar positions and/or situations within the system. This review is an attempt to maintain a stable compensation environment.

 

The review will consider the affect the reclassification will have on:

 

Organizational Structure - The organizational structure of the office, department, division, or school.

 

The Immediate Environment - The jobs in the immediate office, department, division, or school.

 

Across Divisional Lines - The comparative jobs in other offices, departments, divisions, or schools.

 

The purpose of this process is to collect as much information as possible to help the Audit/Review Team in their discussion and decision concerning proper salary placement of the GCPS job being considered and the affect any reclassification would have on the organization.

 

The Compensation Administration Office will complete the Internal Equity Data Form and present the information to the Audit/Review Team for consideration.

 

What happens when a decision has been made about reclassifying a position?

The recommendations from the Audit/Review Team will be presented monthly, or as needed, to the CEO/Superintendent by representatives from the Human Resources Division. The Human Resources Representatives will be the Chief Human Resources Officer and/or the Executive Director of Human Resource Systems and/or the Director of Compensation.

 

The CEO/Superintendent's decision concerning each recommendation will be presented to the Audit/Review Team each month at their regularly scheduled meeting.

 

The decision will be communicated by the Chief Human Resources Officer, or designee, to the appropriate Division Head, Executive Director, Department Head, Program Manager, and/or Principal.

 

The recommendations that come from the Reclassification Task Force, including the HR Coordinated Selection Schedule, will become a part of the Human Resources Budget Requests for the appropriate fiscal year.

 

Are appeals possible?

The Reclassification Process contains an opportunity for appeals to be made concerning reclassification decisions. The focus of the appeals process will be on additional information that was not available at the time the original reclassification request decision was made.

 

If the Audit/Review Team or the appropriate Division Head feels that there is a substantial reason why the decision concerning the reclassification should be reconsidered, they can submit an appeal request providing additional information concerning their request for the appeal.

 

The appeal will be submitted to the Director of Compensation. The Chief Human Resources Officer and/or the Executive Director of Human Resource Systems will review the appeal. The primary focus of the review will be directed to the additional information and exceptional circumstances concerning the “Appeal Request.”

 

If the Chief Human Resources Officer and/or the Executive Director of Human Resource Systems determine that the additional information warrants additional consideration, they will present the request to the CEO/Superintendent for final decision. The CEO/Superintendent will also be informed of those appeal requests that do not warrant additional consideration.

 

The appeal decision will be communicated to the Audit/Review Team and/or the appropriate Division Head.