Have heard from multiple sources, now that the dust has settled the EXEC. HR DIR got the raise she was promised. I guess you'd have to creatively FOIA the salary for her position last year and then somehow (not thru the transparency report obviously) find a way to get her current salary even then you wouldn't know if you received true and complete information. Seems years ago there was no assistant facilities manager. There was a temporary position of energy manager supposed to last 2yrs (instead of contracting it out) to realize a true savings. I wonder if they got this assistant board approved or just slid it in when we got a new hr, business dir, super, etc... Did we really save anything after creating 2 positions to replace one facility director who made 85k? Now exec makes 60k + car, benifits ( rumor has it he is now puursuing a raise 20k) and an assistant who makes 45k+?
I'll apply as "his" assistant. At 45K, that's more than I currently make as a CCS employee who keeps getting told that more of my measly pittance will be taken from me.
Interesting... Thank you for the head's up... I already FOIAed the salaries of the employees for the school years of 2010/11 and 2011/12 and I have them. The way Dr. Rock was trying to get the HR Director a "raise" was by giving her a promotion from "Director of Human Resources" to "Executive Director of Human Resources". The contract for the HR Director was on the Directors and contract, but the contract for the "Executive Director of Human Resources" is on the "Master Agreement for Administrators" as "CO Exec Dir" The 2012/13 contract was pending approval by the school board after certain items were being verified by the district's attorneys. The contract currently on the district website is the 2011/12 contract (7/1/11 to 6/30/12). It is available here: http://www.clarkston.k12.mi.us/education/page/download.php?fileinfo=QWRtaW5pc3RyYXRvcnNfQ29udHJhY3RfV2l0aF9TaWduYXR1cmVzLlBERjo6Oi93d3cvc2Nob29scy9zYy9yZW1vdGUvaW1hZ2VzL2RvY21nci81ODY4ZmlsZTQ2MjEyLnBkZg==§iondetailid=38950Under "CO Exec. Dir" you see step 1: $105,901, step 2: $108,924, step 3: $112,300, step 4: $116,009, step 5: $118,699. There was no salary listed on the contract for HR Director or Executive HR Director. The "CO Exec Dir" position is "Central Office Executive Director". It is supposedly MUCH more than the "Director of Human Resources". I was advised previously by the district that the "Director of Human Resources" position (non-Executive level) was officially on the "Master Agreement for Directors and Supervisors", but because it was not originally on the contract (because the previous HR Director was a "Central Office Executive Director" because she had people working for her, was the HR director, and the Director of Adult Education), they chose to pay the current HR Director through the "Master Agreement for Directors and Supervisors" and her pay was low (in the $80K range) due to her lack of HR Education and lack of experience in HR work.From what I have been able to ascertain, the current HR Director is only the director of HR (nothing else) and she has no employees working for her. Therefore, she does not qualify as a Central Office Executive Director...That the HR Director salary was set at around $86,000 a year (I can't find the records for exactly what it was right now) when it was offered to the current HR Director in 2010. That according to a FOIAed document I received last year from the district, that the HR Director's annual salary for the 2011/12 school year was $90,600. That there was no category in either the existing or the new "Supervisors and Administrators contract" for "HR Director" or just "Central Office Director" (minus the "Executive" level) at the $90,600 salary range.The HR Director had been calling herself the "Executive Director of Human Resources" for the past year although the board had not been asked to approve a promotion or pay raise for her.
If "she" can't live off of $90,000 + a year, MAYBE this is what's wrong with the school's budget. WHY, does the administrative staff feel as though they should make 6 figures a year when they don't have anything to do with working with the kids. I thought it was the KIDS who count, at Clarkston Schools?!
Recently at the Board Meeting on Jan 21,2013 The new Facilities Manager is asking for a raise which consist of another title change. The board tabled this request. How can this be happening when teachers,custodians are all taking cuts.If you ask me The Operations Department should be cut. Example we have one Executive Director of Operations Part-time,Facilites Manager,secretary,Building Scheduler. Dawn take a look at Lake Orion School district. The same size district with a part time Failities Manager and a secretary.
These are the same people tasked with bargining for the hourly employees and who tell the hourly employees that "no one is getting any raises" then behind closed door and in the shadows they bargin to get themselves raises. Seem like fraud, hourly employees have shouldered the paycuts and salary employees have gouged themselves some nice raises and perks. Eventually when morale is erroded and the managers and directors have riden the employees into the ground , it will be reported that we must privatize. Hard to believe this could go on in PUBLIC SERVICE, with PUBLIC dollars. Waste Fraud and Abuse!!!!
I did Look at Lake Orion School district. Lake Orion School District part-time Director of Operations-same as Clarkston, Facilities and Energy Manager-same, secretary-same, building scheduler-same, four building and grouds men-clarkston operations department has eight, and Lake Oriona school district is privatised for custodians and has custodian manager full-time and assistant custodian manager full-time and alot more custodians for cheaper but probably not as good. And I did see it is same size district. So I actually think clarkston school district is doing way better in most parts compared to Lake Orion district. I looked at last board meeting and saw contract where no raise but title change. Are they asking for cuts from teachers and custodians? I know the custodians and building and grounds people did before (alot)but I did not know they have to again and teachers? I hope they do not privatise. Many are thankful for their jobs and health insurance and retirement so I do not want everyone to think that always talking about the negative things will make it better. That negative talk actually errodes morale and rides employess into the ground like the last comment said. I just try to focus on good. I hope everyone in clrkston can too.
First of all better do some more research on Lake Orion Schools one grounds guy the rest are a private company. Secondly one part time Facilites Manager and a secretary. What I heard in Clarkston Community Schools the new Facilites Manager doesn't have to work snow days, and shes been helping out in Lake Orion Schools since they have no assistant. REALLY Who's paying her wage Lake Orion Schools or Clarkston Community Schools. I think in Clarkston we need to cut the Operations Director or the Facilities Manager and the secretary or the building scheduler. Then Clarkston Community Schools would see a huge savings in its budget. P.S. its hard to focus on the good when Clarkston's administration department does alot of circle talking...
Wow, hard to voice an opinion when I fear that I will lose my pee-on position. I have a degree. I am a good employee. I've worked for the schools for a decade & a half. How much more should I have to lose? I can't support my family on what I make! Why is this tolerated! Cut the admin. & (poor babies, they have gotten a raise in awhile) & cut all the perks that the BO gives them, food, drink, personal supplies, & see how much $ can be saved. STOP CUTTING THE THROATS OF THE 'LITTLE' GUYS! Without the 'little' guys, there would be no big shots. Does the admin. staff want to do the grunt work? I doubt it! If Clarkston is all about the kids, put your money where your mouth is! I could go into that board office & show them how to save BIG bucks! It's not rocket science people, it's GREED.
Rumor has it the Ex Dr of HR for the 2nd year in a row has under estimated the cost of self insuring. If thats true , think she deserves a raise or a pay cut? I'm sure she would tell you it's somehow the employees fault!
See my new post.
A quick lesson in administrative double talk. If you want to get a raise change your title or create a multiple title structure that no one can understand.When this happens, people should be asking what new responsibilities is this person getting, who had them before, why can't they be distributed among existing employees (with no pay raise), and was the person who is getting the new responsibilities not working at full capacity before.However, current administration is playing a shell game with titles and logic plays no role in their games.
4/9/13 Anon,That is very true. It is happening at several job titles currently, not just the HR Director.The district employees should be up in arms.
For instance, if ur recently promoted facilities/energy person needed to receive a promotion from manager to director and then was shared w/ say brandon schools, u share your exec director w/ lake orion, do u really need both of them plus a secretary ? If u get 15 - maybe 20hrs a week from them how much could the be doing for clarkston schhols? Wouldn't we be better off w/ one person at 30hrs a week and paying 50k?
I have to ask what are we not getting that we got 3 yrs ago? If they can both be part time their employees must manage themselves!
Dawn, do you know what buildings are being contracted out for snow? Grass? Building maint? What contractors will get the work? How 4 employees can be replaced for $90K? They are hourly employees not administrators, assistants or secretaries. What maintenance work was quoted? How we were able to predict these expenses? Or what prices our current grounds contractors make? What rates we pay for electrical, plumbing, heating and cooling, tile, door and general labor for trades contractors? How much maintenance are we defering? What will that cost us taxpayers when we have to pay for the bond to cover the neglect? Couldnt we just share services of all our hourly employees? I mean that would cut their hours in 1/2, double their pay and allow us to get them all full time assistants! I guess that math only works for administrators? If we hire more administrators can we save enough money to stop bullying our custodians, bus drivers, maint, grounds, mechanics, food service and para pro's?