hawaii teacher salary study

8/9/2019 Hawaii teacher salary study

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Study of Hawaiis Compensation

System

By

Augenblick,PalaichandAssociates

with

ChrisStoddard

November2014


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Mr. Wilbert HolckExecutive DirectorHawaii State Teachers Association1200 Ala Kapuna St.Honolulu, Hawaii 96819

Ms. Kathryn MatayoshiSuperintendentHawaii State Department of Education1390 Miller StreetHonolulu, Hawaii 96813

Mr.Holck

and

Ms.

Matayoshi,

ThisreportservesastheculminationoftheworkAugenblick,PalaichandAssociates(APA)conducted

fortheHawaiiDepartmentofEducationtoexamineHawaiisteachercompensationsystem.Followinga

competitiveRequestforProposalprocess,APAwasawardedtheproject.Thescopeofworkcalledfora

fullinvestigationofthestatescompensationsystem,includinganexaminationofthestructureofthe

statessalaryschedule,acomparisonofsalarylevelstothoseofcomparisondistricts,acomparable

wagestudy,andasetofrecommendationsforpossiblechangestothestatesteachercompensation

system.

Thereport

has

six

chapters.

Chapter

one

provides

abrief

background

on

the

project

and

an

introduction

tothework.ChaptertwoexaminestheflowofteachersintoandoutofHawaiisteacherworkforce.

Chaptertwobeginswithanexaminationoftrenddata,andthenrunsaregressionanalysistoshowhow

differentvariablesinfluenceteacherretention.Chapterthreeisacomparablewagestudy.Itcompares

teachersalariestothoseofotherprofessionals,bothinHawaiiandacrossthecountry.Chapterfour

examinesthestructureofHawaiissalaryscheduleandcomparesittosalaryschedulesin12comparison

districts.Hawaiissalarylevelsarethencomparedtothecomparisondistricts.Thecomparisonsexamine

rawsalaries,salariesadjustedforworkload,andsalariesadjustedforgeographiccostdifferences.

ChapterfiveexaminesHawaiisbenefitstructure,includinginsurancecoverageandretirementplans.

Chapterfivealsoprovidessomecomparisonstootherdistricts.Chaptersixusestheanalysisdescribedin

theearlier

chapters

to

recommend

alist

of

possible

changes

to

Hawaiis

compensation

system.


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StudyofHawaiisCompensationSystem

Recommendationsincludeloweringthenumberofclassesinthesalaryschedule,raisingthenumberof

stepsinthesalaryschedule,raisingstipendlevelsfornonathleticandathleticcoaches,andexamining

theuseoftargetedstipends.

APAappreciatestheopportunitytoworkonthisprojectandthanksallthestaffthathelpedusduring

thestudy.

Sincerely,

JustinSilverstein

VicePresident,APAConsulting


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i

Contents

I.INTRODUCTION.......................................................................................................................................... 1

II.CURRENTDISTRIBUTIONANDFLOW........................................................................................................ 2

TheData.................................................................................................................................................... 2

Distribution............................................................................................................................................... 2

TeachersComingintotheSystem............................................................................................................ 6

TeachersLeavingtheSystem.................................................................................................................... 7

StatisticalAnalysisofFactorsAssociatedwithAttrition........................................................................... 9

Conclusion............................................................................................................................................... 12

III.COMPARABLEWAGEANALYSIS............................................................................................................. 13

SourcesofInformationaboutComparisonOccupations....................................................................... 14

MethodologicalApproach...................................................................................................................... 14

IdentifyingComparisonOccupations.................................................................................................. 14

ComparisonGroup1:OtherCollegeEducatedWorkers.................................................................... 15

ComparisonGroup2:ProfessionalandTechnicalOccupations......................................................... 15

ComparisonGroup

3:

EPI

Identified

Comparison

Occupations

..........................................................

15

ComparisonGroup4:ExpandedComparisonGroup.......................................................................... 16

AdjustingfortheCharacteristicsofWorkersandOccupations.............................................................. 16

SalaryComparisons:OESDataonOccupationsinHawaiiandOtherStates.......................................... 17

SalaryComparisons:ACSDataonIndividualsinHawaiiandOtherStates............................................. 22

Conclusion............................................................................................................................................... 24

IV.SALARYSTRUCTUREANDLEVELCOMPARISONS................................................................................... 25

SelectingComparisonDistricts............................................................................................................... 25

StructureofDistrictSalarySystems........................................................................................................ 26

AdjustingforWorkLoadandGeographicCostDifferences................................................................... 32


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WorkLoad........................................................................................................................................... 32

GeographicCostDifferences.............................................................................................................. 38

CombiningWorkLoadandGeographicCostDifferences................................................................... 42

Conclusion............................................................................................................................................... 44

V.COMPARISONOFBENEFITS,STIPENDS,ANDRETIREMENT................................................................... 46

Benefits................................................................................................................................................... 46

HealthInsurance................................................................................................................................. 46

DentalandVision................................................................................................................................ 47

SickLeaveandPersonalDays............................................................................................................. 47

SupplementalPay................................................................................................................................... 47

NonAthletic

Coach

Stipends

..............................................................................................................

48

AthleticCoachStipends...................................................................................................................... 49

Retirement.............................................................................................................................................. 50

Conclusion............................................................................................................................................... 52

VI.RECRUITMENTANDRETENTIONANDRECOMMENDATIONS................................................................ 54

Recruitment............................................................................................................................................ 54

Retention................................................................................................................................................ 54

Recommendations.................................................................................................................................. 55

AppendixA:RegressionResults,CorrelationwithLeaving........................................................................ 56

AppendixB.................................................................................................................................................. 58


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1

I. INTRODUCTION

TheJuly1,2013June30,2017agreementbetweentheHawaiiStateTeachersAssociation(HSTA)and

theHawaiiDepartmentofEducation(HDOR)calledforacomprehensivestudyofthestatesteacher

compensationsystem.

The

state

put

out

arequest

for

proposals

(RFP)

seeking

avendor

to

complete

the

study,andselectedAugenblickPalaichandAssociates(APA)asthevendor.

Thecompensationsystemsthatdistrictssetupcontainanumberofdifferentparts,includingbasepay

forteachers(usuallybasedonasalaryschedule);stipendsforadditionalservices;andbenefitspackages

includinghealthinsurancecoverageandretirement.Asdistrictscrafteachpieceofthecompensation

system,theycreatepackagesuniquetoeachdistrict.ThisstudyexamineseachpieceofHawaiisteacher

compensationsystemandprovidesanumberofrecommendationsbasedontheanalysis.

Thisstudycontainssixchapters,includingthisbriefintroduction(ChapterOne):

ChapterTwo

reviews

the

current

distribution

and

flow

of

teachers

in

Hawaii.

First,

it

examines

whereteachersareonthecurrentsalaryscheduleandhowithaschangedovertimeislooked

at.Second,itlooksatthetrendsofwhenteachersenterteachinginHawaiiandwhenthey

leave.Finally,ChapterTworunsaregressiontodeterminewhatfactorsmightplayarolein

teacherretention.

ChapterThreeisacomparablewagestudyexamininghowteachingsalariescomparewithother

occupationsalarieswithinHawaii.Thesesalarydifferencesarecomparedtodifferencesinother

statesthroughoutthecountry.

Chapter

Four

compares

Hawaiis

salary

schedule

structure

and

salary

levels

to

those

of

12

comparisondistrictsaroundthecountry.Salariesarecomparedbothatarawlevelandalso

afteradjustingforworkloadandgeographiccostdifferences.

ChapterFiveexaminesthestipends,benefits,andretirementplansofferedinthetwelve

comparisondistricts,comparesthemtoHawaiisstipends,benefits,andretirementplans.

Healthinsurance,dentalandvisioninsurance,sickdays,andstipendsforadditionaldutiesare

allexamined.

ChapterSixtakesthestudyinformationandexaminesthepossibleinfluencesonrecruitment

andretention.ChapterSixthenoffersafewrecommendationsforpossiblechangestothe

currentsystem.

Whenreviewinginformationoncomparisonstootherdistricts,itisimportanttokeepinmindthe

limitationsofthisresearch.APAdoesnothaveinformationontheeffectivenessofthecomparison

districtscompensationsystemsinattractingandretainingstaff,orinmeetingotherdistrictgoals.


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II. CURRENT DISTRIBUTION AND FLOW

APAexamineddatareceivedfromtheHDOEforthe200910,201011,201112,201213,and201314

schoolyears.Thisdatawasusedtounderstandthedistributionofteacherswithinthepaysystem,the

flowofteachersinandoutofthesystem,andthereasonswhyteachersmaybeleavingthesystem.

The Data

TheHDOEprovideddatacamefromthepersonneltransactiondatabase.Thedatahadmultiplerecords

perpersonperyear,basedonthenumberofpersonneltransactions.Toanalyzethisinformation,the

datasetwasreducedtooneobservationperyear.Thefinalobservation,whichwasbasedonthemost

recentobservationupdate,wasusedtoidentifythesalarycodesforeachteacher.

Thelocationinformationforwhereeachpersonworkedwasthenusedtoconnectteacherswith

informationabouttheirschools,basedoninformationcontainedintheSchoolStatusandImprovement

Report(SSIR).Ateacherwasidentifiedasquittingifs/heappearedinthedatabaseasateacherforany

given

year,

but

not

for

the

next

year.

Similarly,

a

new

teacher

was

identified

as

a

person

who

appears

in

thedatabaseasateacherforanygivenyear,butwhowasnotlistedateacherinthedatabaseduring

theprioryear.YearsofservicewererecordedaseachpersonstotalyearsofserviceinHawaii.

Distribution

Understandingthecurrentdistributionofteacherswithinthecompensationsystemisafirststepto

understandinghowthesystemisfunctioning.Hawaiisteacherpaysystemisbasedonatraditional

salaryschedulethatrewardseducationlevelandyearsofservice.Educationrecognitionincludessix

possibleclasses,startingwithClassII(aBachelorsdegree)andendingwithClassVII(aDoctorateora

Mastersplus60credits).TeacherswithaBachelorsdegreeand30creditsareplacedinClassIIIalong

withthosewithaMastersdegree.Anadditional15creditsarerequiredtomovetoClassesIVthrough

VI.

Recognitionofteacherexperienceisexpressedthrough15possiblesteps.Thestepsdonotcorrelate

directlytoyearsofexperience.Infact,thefirstthreestepsinHawaiissalaryscheduleareonlyfor

teacherswhohavenotcompletedastateapprovedteachereducationprogram(SATEP).

Lookingatthedistributionofteachersovertime,itisclearalargeshiftinstepsoccurredbetweenthe

201213and201314schoolyears.TableII1belowshowsthedistributionofteachersin201213onthe

salaryschedule.Forallyears,thedistributionacrossclassesissimilar,withthemajorityofteachersin

ClassesIIandIII.The201213distributionacrossstepsissimilartothatofthe201011and201112

years.The

majority

of

teachers

fall

into

Steps

5and

7.

Teachers

are

also

concentrated

in

Steps

6,

8,

9,

and10.


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TableII1

DistributionofTeachers201213

Step ClassII ClassIII ClassIV ClassV ClassVI ClassVII Total

1

185

16

0 0 0 0

2012 1 0 0 0 0 0 1

3 0 6 0 0 0 0 6

5 1,301 1,984 246 77 28 41 3,677

6 174 463 107 47 27 45 863

7 504 983 611 478 429 815 3,820

8 67 116 144 161 158 597 1,243

9 52 97 108 128 140 661 1,186

10 15 23 33 36 35 200 342

11 11 20 27 24 39 201 322

12

25

55

61 68 98 555

86213 23 29 38 35 62 379 566

14 7 14 20 20 30 221 312

14A 7 4 9 11 11 116 158

14B 1 6 11 14 35 217 284

Total 2,373 3,816 1,415 1,099 1,092 4,048 13,843

TableII2showsthe201314distributionofteachers.ComparingTablesII1andII2showsashiftin

placementalongthesalaryschedulegridforthe201314schoolyear,reflectiveoftheJuly1,2013

June30,

2017

agreement

between

the

HSTA

and

the

HDOE.

In

2013

14,

around

46

percent

of

teachers

areonSteps6and8.Steps5,7,9,and10alsohavehighconcentrationsofteachers.

Thelinkbetweenstepsandyearsofexperienceisrelativelylinear,buttheactualprogressionthrough

thestepsisnotaoneyeartoonesteprelationship.Steps5through14Bareforteacherswhohave

completedanapprovedSATEP.Step5issupposedtoincludeteachersintheirfirstandsecondyearsof

teaching,oftenreferredtoasyears0and11.Step6ofthescheduleincludesthoseteachersintheir

secondthroughsixthyearsofteaching.TableII3showstheaverageyearsofexperienceofpersonnel

withinallcellsofthesalaryscheduleforthe201213schoolyear.(APAusesthetermcelltoreferto

thespecificcombinationsofeducationlevelandstep.)TableII4showstheaverageyearsofexperience

afterthestepadjustmentfor201314.

1http://www.hawaiipublicschools.org/DOE%20Forms/OHR%20Employment/TeachersSalarySch2014 2015.pdf


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TableII2

DistributionofTeachers201314


1 168 10 0 0 0 0 178

2 34 6 0 0 0 0 40

3

0

9

0 0 0 0

9

5 573 689 40 9 3 11 1,325

6 986 1,643 276 112 54 58 3,129

7 187 443 187 108 66 135 1,126

8 409 798 520 421 376 834 3,358

9 56 112 132 152 145 600 1,197

10 46 79 94 111 124 612 1,066

11 12 26 33 32 26 201 330

12 10 16 27 25 46 207 331

13 23 56 53 66 85 528 811

14 21 22 32 29 51 336 491

14A 9 13 18 17 24 191 272

14B 6 9 20 19 38 265 357

Total 2,540 3,931 1,432 1,101 1,038 3,978 14,020

ExcludingteacherswhohavenotcompletedaSATEPprogramfromtheexamination,yearsof

experiencegenerallyincreaseasstepsgethigher.Thisistrueinbothyears,acrossallclasses.Focusing

juston201314,averageyearsofexperienceishigherforClassesIVthroughVIIinSteps5through8.

Steps9through14Bseemoreconsistencyinaverageyearsofexperienceacrossclasses.

TableII

3AverageYearsofExperiencebyClassandStep201213

Step ClassII ClassIII ClassIV ClassV ClassVI ClassVII

1 2.6 2.1

2 3.0

3 5.7

5 4.4 4.7 6.5 7.1 7.0 7.2

6 7.7 7.1 8.5 8.4 8.6 8.7

7 11.8 11.3 12.5 13.2 13.5 14.0

8 16.5 16.7 17.4 17.6 18.3 18.7

9 20.6 20.4 20.8 21.3 21.8 21.9

10

23.7

24.0 23.7 23.2 23.9

23.811 25.0 24.3 24.0 25.0 25.0 25.5

12 25.8 26.4 26.6 26.2 26.5 26.8

13 30.0 29.0 29.1 28.9 29.4 29.5

14 31.4 31.8 31.9 31.5 31.0 32.0

14A 34.4 29.0 33.6 33.0 35.5 34.9

14B 37.0 32.8 40.0 38.3 40.0 39.3


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TableII4

AverageYearsofExperiencebyClassandStep201314


1 2.0 1.7

2 2.7 2.4

3

4.6

5 2.8 3.5 6.2 7.1 5.0 6.1

6 4.6 4.8 6.4 6.6 7.0 7.2

7 8.7 8.0 9.5 11.1 11.3 12.0

8 12.1 11.4 12.7 13.2 13.8 14.2

9 16.6 17.2 17.9 17.8 18.6 19.1

10 21.0 20.3 20.5 21.6 21.8 21.9

11 23.5 23.0 23.8 23.3 24.3 24.0

12 25.6 24.4 24.5 25.0 25.4 25.5

13 25.8 26.8 26.8 26.6 26.8 27.1

14 30.1 29.0 29.6 28.6 29.7 29.8

14A

32.0

30.5 32.1 31.7 31.2

32.314B 35.0 33.0 36.9 35.7 38.9 37.9

TableII5showstheaverageyearsofexperienceofallteachersinastep,regardlessoftheireducational

class,for201314.Itappearstotakearoundadecadetomovefromthefirststep,Step5,tothefourth

step,Step8.ThereisafiveandahalfyeardifferenceintheaverageexperienceofteachersinStepeight

comparedtothoseinStep9.Notsurprisingly,Step8hasbyfarthemostteachers,withover3,300

teachersinStep8duringthe201314schoolyear.Thisisthelargestdifferencebetweensteps,other

thanbetween14Aand14B(whichisnearlysixyears,butonlyrepresentsabout630teachersacross

Steps14Aand14B).

TableII

5

AverageYearsofExperiencebyStep

Step AverageYears

5 3.2

6 5.0

7 9.0

8 12.8

9 18.3

10 21.5

11 23.8

12 25.3

13

26.9

14 29.6

14A 31.9

14B 37.8


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6

Teachers Coming into the System

APAwasabletocreateinformationonteachersenteringtheteacherpaysystembytakingthefiveyears

ofHDOEprovideddataandthenidentifyingteacherIDsineachyearthatdidnotexistintheprevious

year.Thismethodgeneratedfouryearsworthofdata,including201011,201112,201213,and2013

14.TableII6showsthatthevastmajorityoftheteachersenteringthesystementerwitheducationat

theClass

IIor

Class

III

levels.

TableII6

NewTeachersbyClass

Year ClassII ClassIII ClassIV ClassV ClassVI ClassVII Total

201011 472 490 20 10 10 24 1,028

201112 493 579 13 10 7 16 1,120

201213 500 560 13 6 11 21 1,111

201314 597 598 19 17 8 40 1,279

TableII7showsteacherscomingintothesystemaremostoftencominginatSteps5,6,or7inallfour

yearsfrom201011to201314.TeachersplacedathigherstepsmostlikelyhadpriorHDOEexperience.

TableII7

NewTeachersbyStep

Step 201011 201112 201213 201314

1 141 122 95 117

2 1 2

3 1 2 3

5 675 839 934 622

6 101 98 11 386

7 67 43 49 28

8 14 10 6 78

9 9 2 5 20

10 6 5 10

11 6 2 1 4

12 2 4 1

13 2 1 4

14

2 214A 2

14B 2

FigureII1belowshowstheagedistributionforallteachersenteringthesystemforthefouryears.Since

theapproachtoidentifyingstaffenteringthesystemusesteacherIDsnotpresentintheprioryear,


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someotherteachersteacherswhohavecomebacktoteachingeitheraftertimeoffortimeinanon

teachingpositionarealsoincludedinthefigures.Thismayaccountforsomeormanyofthehigher

agedteachersinthedistribution.ItwouldalsoaccountforsomeoftheteachersintablesII3andII4

whowereplacedinstepsaboveStep5(whichisdesignatedfornewteachers).

Thedata

on

teachers

entering

the

system

shows

that

the

majority

of

teachers

are

new

to

teaching

or

in

theirfirstfewyearsofteaching.Agesofnewteachersvaries,butthemajorityofnewteachersarein

their20sorearly30s.

FigureII1:AgeDistributionofTeachersEnteringSystem

Teachers Leaving the System

APAsexaminationofteachersleavingthesystemidentifiedteacherswhowereintheteacherpay

systemoneyearbutwhodidnotappearinthesystemthefollowingyear.Thisprovidedfouryearsof

dataonteachersexitingthesystem,from200910,201011,201112,and201213.TableII8below

showsthenumberofteachers,byclass,wholefttheteacherpaysystem.Totalnumbersofteachers

exitingthesystemwerelowerin200910thantheotherthreeyears.Inallfouryears,alargepercentage

oftheteachersleavingwereinClassVII,representingmoreeducatedandgenerallymoreexperienced

teachers,andpossiblyrepresentingretirees.Inmostyears,ClassesIIandIIIalsohadlargenumbersof

teachersleaving,representinglesseducatedandoftenlessseniorteachers.

0

50

100

150

200

250

300

350

22

24

26

28

30

32

34

36

38

40

42

44

46

48

50

52

54

56

58

60

62

64

66

68

70

72

74

75+

NumberofTeahcers

Age


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TableII8

TeachersLeavingbyClass


200910 92 125 44 28 32 229 550

201011

343

384 86 71 66 307

1,259

201112 273 345 87 76 66 247 1,095

201213 282 370 72 63 61 254 1,103

TableII9looksatthestepplacementsforteachersleavingtheteacherpaysystemacrossthefouryears.

Liketheexaminationofclassesabove,thedistributionwithinstepsseemstoindicateasomewhat

bimodalpopulationofteachersleavingtheteacherpaysystem.Inallyears,alargenumberofteachers

exitfromSteps12andabove.Forthemostrecentyears,largenumbersofteachersarealsoleaving

fromtheearlycareersteps,Steps1,5,6,and7.

TableII9

TeachersLeavingbyStep

Step 200910 201011 201112 201213

1 20 92 78 80

2 3 5

3 1 3

5 64 291 309 385

6 42 119 118 90

7 94 273 191 201

8

33 87 66 619 28 70 58 42

10 5 20 12 21

11 14 25 19 11

12 34 60 56 48

13 25 42 30 51

14 22 26 37 36

14A 27 39 35 25

14B 138 106 86 52


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FigureII2:AgeDistributionofTeachersLeaving

FigureII2aboveshowsthedistributionofteachersleavingthesystembyage.TheUshapeiscommon

fortheagedistributionofexitingteachersinotherdistrictsAPAhasstudied.Teachersleavingthe

systemareeitheryounger,andnewertoteaching,oraremucholder,andattheendoftheirteaching

careers.ThemaindifferencebetweenthisagedistributionandthedistributioninotherdistrictAPAstaff

hasanalyzedisthattheretirementpeakusuallycomesatayoungerage.Thatis,inmanystates,wesee

retirementassociatedattritionatayoungeragethanseenhere.

Statistical Analysis of Factors Associated with Attrition

Theanalysisabove,particularlyFigureII2,showsthatakeycorrelatewithteacherattritionisteacher

age.Using

aregression

analysis,

APA

examined

whether

the

location

of

the

school

or

student

characteristicswerealsocorrelatedwithteachersleavingthesystem.Regressionanalysis,asastatistical

technique,allowsidentificationoffactorscorrelatedwithteacherdepartureswhilestillholdingthe

otherfactorsintheregressionconstant.

APAusedalogisticregressiontheappropriatetoolforregressionanalysiswhentheoutcome(inthis

case,departure)isayesorno. Theanalysislooksatthreetypesofpredictorsofattrition.Firstare

demographicpredictorsassociatedwiththeteachersagesandeducationlevels.Thedescriptiveanalysis

abovehasshownthesepredictorsareassociatedwithattrition. Second,theanalysislooksatwhether

locationisassociatedwithattritionthatis,whetherthedistrictwhereapersonworkedwasassociated

with

higher

rates

of

attrition.

Finally,

the

analysis

examines

whether

student

characteristics

are

associatedwithhigherratesofattrition.Extensiveresearchonteacherattritionhasshownthatschools

0

50

100

150

200

250

300

22

24

26

28

30

32

34

36

38

40

42

44

46

48

50

52

54

56

58

60

62

64

66

68

70

72

74

NumberofTeache

rs

Age


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10

withmorelowincomestudents(i.e.morestudentsqualifyingforfreeandreducedlunch)andschools

withlowerstudentperformancehavehigherratesofteacherattrition.2

ThefullregressionresultsareshowninAppendixA.TableII10,below,providesasummary.The

regressionmeasureswhethereachofthepredictorsisassociatedwithteachersdecisionstoleave

(attrition).The

column

on

the

right,

notes

ifthe

predictor

is

statistically

associated

with

ateachers

decisiontoleave.Alloftheindicatorsofyeararesignificant,asareallofthemeasuresofateachersage

andexperience.Noneofthesefindingsissurprising,giventhedifferencesinattritionbyyearandthe

associationsbetweenattritionandageandexperience.

Whereateacherworksisgenerallynotassociatedwiththedecisiontoleave,exceptinthecharter

district.Infact,threeofthefourfactorsassociatedwiththeschoolswhereteachersworkarenot

associatedwithattrition:percentofstudentsqualifyingforfreeandreducedlunch;percentofstudents

whoareproficientinreading;andmeasureofstudenttransience,whichidentifiesthepercentof

studentswhoareenrolledfortheentireyear.

Itis

important

to

note

the

direction

for

each

factor.

A

positive

direction

means

that

when

the

factor

is

presentorgoesup,attritionalsogoesup.Anegativedirectionmeanswhenafactorispresentorgoes

up,attritiongoesdown.Factorsthatwerestatisticallyshowntobeassociatedwithattritioninclude:

workinginthecharterdistrict(positive);receivinga$1,500hardtostaffbonus(negative);andpercent

ofstudentswhoareproficientinmath(negative).Theseassociationsdonotnecessarilymeanthatthese

factorscausedteacherstoberetainedorleave;rather,theassociationssimplyshowcorrelations.Other,

unmeasuredfactorscouldhavecausedthesechangesinattrition,andshouldnotberuledoutas

possibilities.

Receivingone$1,500stipendcorrelateswithaboutathreepercentagepointreductioninattrition.It

shouldbe

noted

that

APA

tested

five

different

bonuses:

(1)

$1,500

hard

to

staff;

(2)

$750

hard

to

staff

forhalftimeteachers;(3)$3,000retentionoflicensedspecialeducation#1;(4)$3,000retentionof

licensedspecialeducation#2;and(5)$4,000retentionoflicensedspecialeducation#3.The$750hard

tostaff,$3,000retentionoflicensedspecialeducation#1,$3,000retentionoflicensedspecial

education#2,and$4,000retentionoflicensedspecialeducation#3bonuseswerereceivedbysofew

people(fewerthan10teachersperyear)thatitwasimpossibletostatisticallytestwhethertheywere

associatedwithattrition.The$1,500hardtostaffbonus,incontrast,hadabout1,200recipientsin2011

and2012

Workinginthecharterschooldistrictisassociatedwithasixpercentagepointincreaseinprobabilityof

attrition.

As

with

the

hard

to

staff

bonus

analysis,

this

does

not

necessarily

mean

that

working

in

this

districtcauseshigherattrition;itissimplyacorrelation.

2Borman,G.D.andN.M.Dowling.2008.TeacherAttritionandRetention:AMetaAnalyticandNarrativeReviewof

theResearch.ReviewofEducationalResearch78:367409.


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Finally,highermathproficiencyscoresareassociatedwithlowerattrition.Itiscommontofindlower

attritioninhigherachievingschools.Thechangesassociatedwithincreasedachievementareverysmall,

though;abouta0.1percentagepointdecreaseinattritionisassociatedwitha10percentagepoint

increaseinmathproficiencyataschool.

TableII10

SummaryofRegressionResultsPredictingWhetheraTeacherWill

Leave

Predictors Direction Statistically

Significant

TotalyearsofServiceCredit Yes

Indicateshas3orfeweryears

ofservicecredit

+ Yes

Yearis2010 + Yes

Yearis2011 + Yes

Yearis

2012

+ Yes

Ageis62orhigher + Yes

WorksintheCharterdistrict + Yes

WorksintheCentraldistrict No

WorksintheHawaiidistrict No

WorksintheHonoluludistrict No

WorksintheKauaidistrict No

WorksintheLeewarddistrict No

WorksintheMauidistrict No

Percentproficient

in

reading

No

Percentproficientinmath Yes

PercentofStudentswho

qualifiedforfreeandreduced

lunch

No

Percentofstudentsenrolled

forentireschoolyear

No

Receiveda$1,500Hardto

staffbonus

Yes

Constant Yes


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12

Conclusion

Hawaiisteacherpaysystemisbasedonatraditionalsalaryschedulethatrewardseducationlevelsand

yearsofservice.Educationrecognitionincludessixpossibleclasses,accountingfor15possiblesteps.

Thestepsdonotdirectlymatchyearsofexperience.Thelimitednumberofstepsonly12forteachers

whohavecompletedaSATEPresultinteachersspendingmultipleyears,sometimesuptohalfa

decadeor

more,

in

one

step.

TeacherscomingintothesystemaremostoftencomingonatSteps5,6,or7inallfouryearsofdata

examined.Whileteachersareentering(orreturningto)theprofessionatalmostallages,themajorityof

teachersenteringthesystemareyoung.Theagedistributionofteachersleavingthesystemfollowsthe

traditionalUshapeddistribution,withhighproportionsofleaverswhoareunder35andover55.

Regressionanalysiswasusedtoexaminefactorsassociatedwithattrition.Generallythedistrictwhere

teachersworkisnotassociatedwithattrition.Factorsassociatedwithattrition,otherthanageand

experience,areworkinginthecharterdistrict(higherattrition),receivinga$1,500hardtostaffbonus

(lowerattrition),andpercentofstudentswhoareproficientinmath(lowerattrition).Student

characteristicssuchashigherassessmentscoresorlowerproportionsoffreeandreducedlunch

studentsareoftenassociatedwithlowerteacherattrition.Therelationshipbetweenthesefactorsand

attritionintheHawaiidatawerenotasstrongasrelationshipsfoundinsomepriorresearch.3Allof

theseassociationsdonotmeanthatthesefactorsnecessarilycausedteacherstostayortoleave.We

cannotruleoutother,unmeasuredfactorsthatcouldalsobeassociatedwiththesechangesinattrition.

3Borman,G.D.andN.M.Dowling.2008.TeacherAttritionandRetention:AMetaAnalyticandNarrativeReviewof

theResearch.ReviewofEducationalResearch78:367409.


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13

III. COMPARABLE WAGE ANALYSIS

Individualsconsideringbecomingateacherareinfluencedbycomparisonsofteacherwagestothoseof

abroadarrayofotheroccupations.Similarly,studieshavefoundthatteachingsalaries,relativetoother

occupationsalaries,influenceteacherexitrates.4

Becauseoftheimpactsalarylevelsofcomparableoccupationshaveontheabilityofschoolssystemsto

recruitandretainqualityteachers,itisimportanttoexaminehowteachingsalariescomparewith

salariesinotheroccupations.Salariesvaryacrossfieldsforavarietyofreasons.Inasupplyanddemand

framework,salariesvaryinpartbasedonhowspecializedofaskillsetisrequired.Thisincreasestraining

andeducationcostsforindividualswhowishtopursuethatcareerandlimitsthenumberofindividuals

whoareabletoenterthatprofession.Asaresult,highlyspecializedortechnicaloccupationstendto

commandhighersalaries.Theseoccupationsalsotendtoattractthemostskilledandableindividuals.

Inthecaseofteaching,thesetofskillsrequiredforentryintotheprofessionisnotashighlyspecialized

as

some

other

comparable

professional

occupations.

However,

teachers

vary

substantially

in

ability

and

effectiveness,withhighqualityteachersmakingsignificantimpactsonstudentoutcomes.5Asaresult,

whilethecurrentrangeofteachingsalariesmightbesufficienttofillavailableteachingpositions,higher

salariesthataremorecompetitivewiththeoccupationsthattendtoattractthemostskilledand

effectiveworkerscouldenablerecruitmentof agreaternumberofhigherqualitycandidatesintothe

teachingfield,thusinfluencingstudentoutcomes.6

Workingconditionsareasecondfactorinwagecomparisonsacrossoccupations.Careersthatare

particularlydangeroustendtocommandapremiumtocompensatefornegativequalities.Othercareers

withmorefavorableworkingconditionscanattractindividualsevenifsalariesaresomewhatlower.

Suchpaydifferencesduetopositiveornegativeworkingconditionsareknownascompensating

differentials.Teachingjobshaveasetofconditionsthattendtobelargelyfavorableincomparisonto

otherprofessionaloccupations:weeksofworkperyearforafulltimepositionarelowerthanweeksof

workformanyotherfulltimeoccupations,andteachingtendstohaveafavorablesetofhealthand

retirementbenefits.

Inlightoftheseconsiderations,weuseavarietyofmethodstocompareteachingtootheroccupations

withinHawaii.Becauseoftheinherentdifferencesintheskills,attributes,andbenefitsacross

occuaptions,thisstudyputssalarycomparisonsinHawaiiwithinthecontextofsimilarsalary

comparisonsinotherstates.Forexample,ifregisterednursesacrossthecountrytendtoworkmore

4Hanushek,

E.

A.,

Kain,

J.

F.,

&

Rivkin,

S.

G.

(2004).

Why

public

schools

lose

teachers.

Journal

of

Human

Resources,

39(2),326354.andGuarino,C.M.,Santibanez,L.,Daley,G.A.,&Brewer,D.J.(2004).Areviewoftheresearch

literatureonteacherrecruitmentandretention.SantaMonica,CA:RANDCorporation.5Rockoff,J.E.(2004).Theimpactofindividualteachersonstudentachievement:Evidencefrompaneldata.

AmericanEconomicReview,247252.6Loeb,S.,&Page,M.E.(2000).Examiningthelinkbetweenteacherwagesandstudentoutcomes:Theimportance

ofalternativelabormarketopportunitiesandnonpecuniaryvariation.ReviewofEconomicsandStatistics,82(3),

393408.


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14

hoursthanteachersortendtohavemoredifficultworkingconditions,itmightbeexpectedthatsalaries

forthisoccupationwouldbehigher.ButifthepaygapislargerinHawaiithaninotherstates,this

suggeststhatteachersinHawaiiareatacompetitivedisadvantage.Thisstudyalsoprovidesinformation

onbothbroadbasedcomparisonoccupationgroupsaswellasmorenarrowgroups.Finally,thisstudy

presentsunadjustedsalariesaswellassalariesafteraccountingfordifferencesinhours,weeksofwork,

characteristicsof

workers,

and

advanced

degrees.

Sources of Information about Comparison Occupations

Thecomparablewagecomparisonreliesontwosourcesofdatatomakesalarycomparisonswithin

Hawaiiandacrossthenation.TheBureauofLaborStatistics(BLS)conductstheOccupational

EmploymentStatistics(OES)eachquarter.TheMay2013dataisthemostcurrentsourceofinformation

aboutsalariesacrossoccupations.Theadvantageofthisdataisitsbroadcoverageandrecentestimates.

TheOESsamplesaredesignedtoproduceaccurate,occupationlevelmeanwageandemploymentlevels

foreachstateintheUnitedStates.ThedisadvantageoftheOESdataisthatitisasurveyofemployers

only,andsodoesnotincludepersonalcharacteristicsofworkers.Asaresult,thedatacannotbe

adjustedfor

workers

characteristics

(e.g.,

work

experience,

education,

gender,

hours

of

work).

ThesecondsourceofdataistheAmericanCommunitySurvey(ACS),anannualsurveybytheU.S.

Census.TheACSisaminicensusofhouseholds.SamplesizesaremuchlowerintheACSthaninthe

OESsurvey,andthereisalongerlagfortheACSdatarelease,with2012beingthemostcurentyear

available.Thisdatahasmuchsmallersamplesizes.Socomparisonstospecificoccupationsaremore

difficultwhenonlyafewindividualsreportagivenoccupation.However,thesedataarerichsourcesof

informationaboutpersonalcharacteristicsnotfoundintheOES:individualsreportsalaryincomealong

withdemographiccharacteristics,hoursandweeksofwork,andeducationlevel.Toincreasesample

sizes,thisanalysisusestheAmericanCommunitySurvey5Yearsample,whichcontainsdatafrom2008

2012.

The

ACS

data

sample

is

restricted

to

individuals

most

similar

to

teachers.

The

sample

is

restricted

toindividualswithaBachelorsdegreeorhigherwhoarenotcurrentlyinschoolandwhoarenotself

employed.Itisalsorestrictedtofulltimeworkers,definedtobethoseworkingmorethan27weeksper

yearandworkingmorethan35hoursperweek.Toexcludeindividualsclosetoretirementageorof

ageswhentheireducationmaynotbefullycomplete,itisalsorestrictedtoindividualsbetweenthe

agesof22and65.

Methodological Approach

Therearetwomainchallengesincomparingteachersalarieswithsalariesofotherworkers:identifying

occupationsofcomparisongroupsandadjustingforworkercharacteristics.

Identifying Comparison Occupations

Thefirstmethodologicalissueisdeterminingwhichoccupationstouseascomparisongroups.This

analysisusesfourbroadcategoriesforcomparisontoteachers:(1)othercollegeeducatedworkers;(2)

otherprofessionalandtechnicaloccupations;(3)occupationsmostsimilartoteaching;and(4)an

expandedsetofcomparisonoccupations.Inaddition,theexpandedsetofcomparisonoccupations

analysisincludesdisaggregationsforcomparisonswithsmalleroccupationalgroups.Thisanalysis


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15

presentscomparisonswithfivenarroweroccupationalgroups:socialandcommunityservice

occupations,comparablebusinessoccupations,postsecondaryteachersandprofessors,registered

nursesandhealththerapists,andarchitectureandengineeringoccupations.

Comparison Group 1: Other College Educated Workers

ComparisonGroup

1consists

of

all

other

collegeeducated

workers.

This

approach

starts

with

the

fact

thatapotentialcollegestudentcanchoosefromanyoccupationopentoapersonwithaBachelors

degree,includingteaching.Someofthesepossibleoccupationsareunlikelytodrawincollegeeducated

workersaftertheyhavealreadyenteredtheteachingprofession.Forexample,ateachercouldnot

changecareersandbecomealawyerwithoutadditionaltraining.However,acollegestudentmaywell

considerthesalariesinlawalongwithsalariesinteachingwhenmakingacareerchoice.Anumberof

researchersandeconomistshaveusedwagesofcollegeeducatedworkersinmakingsalary

comparisons.7Thesestudiesfindthatsalariesofteachersrelativetosalariesofothercollegeeducated

workersaregoodindicatorsoftherelativeattractivenessofteaching.

Comparison Group 2: Professional and Technical Occupations

ComparisonGroups2through4arebasedontheskillsandattributesofthejob.Byformulating

comparisongroupsonthebasisofjobskillsandattributes,thesalariesofteachersmaybecompared

withthoseofothersimilarlyskilledoccupations.ComparisonGroups2through4varydependingon

howcloseofaskillmatchisusedforthecomparison.TheBureauofLaborStatisticsusesaStandard

OccupationalClassification(SOC)tocategorizeoccupationsbasedonworkperformed,skills,education,

and/ortraining(See2010SOCUsersGuideformoredetails).Occupationsaredividedinto23different

majorgroupings.

TeachersareintheEducation,Training,andLibraryOccupationsgroup.These23groupsarefurther

aggregatedinto

six

major

categories.

Teachers

belong

to

the

Professional

and

technical

occupations

category(OCCCodes11000through29999).8Thiscategoryisalsosometimesreferredtoas

Management,Business,ScienceandArtsOccupations.AppendixBliststhe11BLSdefined

occupationalgroupsincludedinthiscategory.

Comparison Group 3: EPI Identified Comparison Occupations

Morerefinedlistsofcomparableoccupationshavebeencreatedusingmatchesbasedonspecificskills

andattributesofoccupations.TheU.S.BureauofLaborStatisticsNationalCompensationSurveyreports

theskillsandattributesofoccupationsalong10dimensions,includingfactorssuchasknowledge

required,supervisionreceived,andcomplexityoftasks.TheEconomicPolicyInstitute(EPI)analyzedthis

datato

identify

16

occupations

most

comparable

to

teaching.

The

comparison

occupations

include

7Taylor,L.L.(2008).Comparingteachersalaries:InsightsfromtheUSCensus.EconomicsofEducationReview,

27(1),4857.andLoeb,S.,&Page,M.E.(2000).Examiningthelinkbetweenteacherwagesandstudentoutcomes:

Theimportanceofalternativelabormarketopportunitiesandnonpecuniaryvariation.ReviewofEconomicsand

Statistics,82(3),393408.8TheotherfivecategoriesareService;SalesandOffice;NaturalResources,Construction,andMaintenance;

Production,Transportation,andMaterialMoving;andMiliarySpecific.


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16

registerednurses,accountants,architects,healththerapists,andeducationcounselors,amongothers.

TheseoccupationsarelistedinAppendixB.Allegreto,CorcoranandMishel(2004)providethedetails

aboutthematchingprocess.9

Comparison Group 4: Expanded Comparison Group

TheEPI

list

contains

highly

comparable

occupations,

but

in

some

cases

there

are

very

few

individuals

in

agivenoccupation,althoughtheremaybemoreinotherrelatedoccupations.TheEPIlistalsodoesnot

containseveralspecificoccupationslistedintheHawaiiTeacherCompensationStudyRFQ.TheRequest

specificallylistedthecomparisonoccupationsofpostsecondaryteachers,nurses,therapists,social

workers,engineers,andarchitects.Althoughregisterednurses,healththerapists,andarchitectsare

includedintheEPIlist,thelistdoesnotidentifypostsecondaryteachers,counselors,socialworkers,or

engineersasmeetingtheircriteriaforcomparableoccupations.However,theskillsandongoingtraining

requiredbytheseoccupationsissimilartoskillsandtrainingrequiredinteaching.TheExpanded

ComparisonGroupisbasedontheEPIlistofcomparableoccupations,butadditionallyincludesall

occupationsinthesixoccupationalgroupswhereworkerskillsandtrainingaremostsimilartoteachers.

Theseoccupations

are

listed

in

Appendix

B.

Theexpandedcomparisonoccupationsaredisaggregatedforcomparisonswithsmalleroccupational

groups.Thesearecommunityandsocialserviceoccupations;thecomparablebusinessoccupations(as

definedbyEPI);postsecondaryteachersandprofessors;registerednursesandhealththerapists;

architectureandengineeringoccupations;andallotheroccupationsintheeducation,training,and

libraryoccupations(otherthanK12teachersandpostsecondaryteachers).

AppendixBsummarizesthecomparisonoccupationsgroups.

Adjust ing for the Characteristics of Workers and Occupations

Asecond

methodological

issue

is

whether

or

not

to

adjust

salaries

for

worker

and

job

characteristics.

For

example,ifworkersinotheroccupationsinHawaiiareolderormoreexperiencedthanteachers,their

averagesalariesmaybehigher,eventhoughindividualswithsimilarworkexperiencemightinrealitybe

paidcomparably.Whilethisislessambiguousforexperience,whetherornottoadjustforother

characteristicshasbeensubjecttoconsiderabledebate.

Firsttoconsideristhejobcharacteristicofhoursandweeksofwork.Duetothelengthoftheschoolday

andschoolyear,teacherstypicallyworkfewercontracthoursandweeksofworkthanotherfull time

workers.Someresearchersarguethatannualsalaryistheappropriatecomparison:Inthisview,

teachersmakinganemploymentdecisionarecomparingtheirpayoverthecourseoftheyearwithwhat

theywould

make

in

ayear

in

an

alternative

career.

This

implies

that

teachers

would

prefer

to

work

additionalhoursinthesummer,butarelimitedbythecharacteristicsofthejob.Othersarguethatusing

salaryperhourismoreappropriate:inthisview,teacherssummersoffareabenefitofthejob.Inthis

view,propsectiveandcurrentteacherscomparetheirpayperhourwithwhattheycouldmakeinthe

9Allegretto,S.A.,Corcoran,S.P.,&Mishel,L.R.(2004).Howdoesteacherpaycompare?Methodological

challengesandanswers.Washington,D.C.:EconomicPolicyInstitute.


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17

sametimeperiodinanotherjob.Althoughannualsalariesinteachingmightbelowerthaninanother

occupation,ifthehourlypayisthesame,teachingmaystillbeattractiveduetothelowerhoursand

fewerweeksofwork.Therealityisthatitislikelythatprospectiveandcurrentteachersprobablyvaryin

termsofwhichcomparisontheymake.Accordingly,theanalysispresentsbothhouradjustedandun

adjustedwages.10

Asecondissueinadjustingwagesiswhethertoadjustfortheworkercharacteristicofadvanced

degrees.IntheUnitedStatesasawhole,nearly60percentofteachershaveMastersorotheradvanced

degrees,amuchhigherproportionthanamongothercomparableoccupations.AlthoughMasters

degreesinteachingareassociatedwithhigherlanesonthesalaryschedule,someresearchersargue

thatthesedegreesarenotassociatedwithhigherperformance.

Finally,nonsalarybenefitsmaybedifferentamongoccupations.Retirementpensionsandhealth

insurancebenefitsarefairlystandardforteaching,butarebecominglesscommonforotherworkers.

However,

there

is

much

less

comparable

data

on

retirement

and

health

benefits

for

non

teaching

professions.Asaresult,thisanalysisincludessomeinformationontheprevalenceofemployerprovided

healthinsurancebenefitsforcomparableoccupations,butnoinformationonretirementbenefits.

Salary Comparisons: OES Data on Occupations in Hawaii and Other States

FigureIII1,FigureIII2,andTableIII1reporttheresultsfromthecomparisonofteachersalariesto

otheroccupationsalariesusinginformationfromOESdata.Again,theOESdataprovidesthebest

coverageofspecificoccupationsacrossandwithinstates,butcontainsnoinformationaboutworker

characteristics.Theresultsinthissectionexplorehowthemeasuredgapvariesacrossarangeof

occupationalgroups.

TeachersinHawaiiintheOESsurveymade,onaverage,$54,410in2013.AsshowninFigureII1,thisis

substantiallylessthaninthethreebroadoccupationalcategoriesfromComparisonGroups1through3

describedabove.

FiguresIII1andIII2showsalariesofteachersinHawaiirelativetotheotheroccupationsinHawaii,with

thebroadclassificationsinFigureIII1andthenarroweroccupationalfieldsinFigureIII2.FigureIII2

showsteachersalariesarelowerthansalariesinmanyspecificfields(ComparisonGroup4),withthe

exceptionofsocialandcommunityserviceoccupations(e.g.,counselorsandsocialworkers)andother

educationoccupations(notincludingoccupationsinpostsecondaryeducation).

10SeeBallouandPodgursky(1997)andAllegreto,CorcoranandMishel(2004)formoredetailsofthisdebate.


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18

FigureIII1:AverageAnnualSalariesinK12TeachingandBroadComparisonGroups,Hawaii2013

Source:OES2013.SeeAppendixBfordefinitionsofoccupationgroups.

FigureIII2:AverageAnnualSalariesinK12TeachingandSpecificComparisonOccupations,Hawaii

2013


ThedatainFiguresIII1andIII2showsthatteachersalariesinHawaiiarelowerthaninmanyofthe

comparisonoccupations.ThisleadstoaquestionaboutwhethersalarypatternsseeninHawaiiare

similartopatternsseeninotherstates. Althoughthereisasignificantpaygapbetweenteachersand

otherprofessionalworkersinHawaii,TableIII2indicatesthatteachersarepaidlessincomparison

occupationsinrestoftheUnitedStatesaswell.Asnoted,thismaybeinpartduetotheother

characteristicsoftheteachingprofession.TableIII2alsoshowsthatprofessionalsalariesarelowerin

HawaiithanintherestoftheUnitedStates.

$$10,000$20,000

$30,000$40,000$50,000$60,000$70,000

Allteachers Professional/technical Expandedcomparison EPIcomparison

$

$10,000

$20,000

$30,000

$40,000

$50,000

$60,000

$70,000

$80,000


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19

TableIII1

AverageAnnualWagesofTeachersandComparisonOccupations

Hawaii OtherStatesinUS

K12Teachers $54,410 $56,560

BroadComparisonGroupOccupations

OtherProfessional/technicaloccupations $69,196 $74,898

Expandedcomparisongroup $58,290 $65,293

EPIcomparisongroup $62,799 $69,484

ByIndividualOccupationFields

Socialservicesandcommunityoccupations $43,746 $44,722

Othereducationoccupations

(NonK12teachersorPostsecondary)$46,303 $46,681

Comparablebusiness

occupations

(See

EPI

list)

$60,409

$68,772

Postsecondaryteachers $69,215 $73,370

RegisteredNursesandhealththerapists $73,174 $73,263

Architecture/Engineeringoccupations $76,733 $80,024

Source:OES2013.SeeTable1fordefinitionsofoccupationgroups.

TableIII2quantifiesthedifferencesinprofessionalsalariesinHawaiicomparedtotherestoftheUnited

States.However,thisgeographicpaydifferentialvariesbyoccupation.TeachersinHawaiimakeabout

fourpercentlessthanteachersintherestoftheUnitedStates.Registerednurses,healththerapists,

socialandcommunityserviceworkers,andothereducationworkersmakeaboutthesamesalaryin

Hawaiiasinotherstates.Thepaygapforthebroadergroupsofprofessionalandtechnicaloccupations

andaggregatedcomparisonoccupationsislarger,withHawaiiwagesabout10percentlowerthan

wagesintherestoftheUS.


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20

TableIII2

AverageAnnualWagesinHawaiiRelativetoWagesinOtherStatesinUS

HawaiiAnnualWagesasa

PercentageofUSAnnual

Wages

AllTeachers

96%

ComparisonGroup1:Professional/technicaloccupations 92%

ComparisonGroup2:Expandedcomparisongroup 89%

ComparisonGroup3:EPIcomparisonoccupations 90%

Socialserviceandcommunityoccupations 98%

Othereducation

(NonK12teachersorPostsecondary)99%

Comparablebusinessoccupations 88%

Postsecondaryteachers 94%

RegisteredNursesandhealththerapists 100%

Architecture/engineeringOccupations 96%


TableIII3reportsthepaygapbetweenteachingwagesandotheroccupationsinHawaiiandintherest

ofthe

United

States.

In

Hawaii,

teachers

make

alittle

more

than

three

fourths

of

what

other

professionalandtechnicalworkersmake.Thegapissomewhatsmallerforcomparisonoccupations.The

expandedgroupofcomparisonoccupationsshowsagapofsixpercent,whilethegaprelativetotheEPI

definedcomparisonoccupationsis15percent.TeachersinHawaiimakemorethansocialand

communityserviceoccupationsandmorethanothereducationoccupations(withtheexceptionofpost

secondaryteachersandprofessors).TeachersinHawaiimakeabout10percentlessthantheEPIdefined

comparablebusinessoccupations.Thepaygaprelativetopostsecondaryteachersandprofessors,

registerednursesandhealththerapists,andarchitectureandengineeringoccupationsismuchlarger,at

20to30percent.

However,the

pay

gap

tends

to

be

even

larger

in

the

rest

of

the

United

States.

The

only

exception

is

for

registerednursesandhealththerapists,whereteacherpayinHawaiirelativetotheseoccupationsis

lowerthanintherestoftheUS.


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21

TableIII3

WagesinTeachingasaPercentageofWagesinComparisonGroupOccupation

Hawaii UnitedStates

TeachingWage 100% 100%

Group1:

Professional/technical

occupations

78.6%

75.5%

Group2:Expandedcomparisongroup 93.3% 86.6%

Group3:EPIcomparisongroup 86.6% 81.4%

Socialservicesandcommunityoccupations 124.4% 126.5%

Othereducation

(NonK12teachersorPostsecondary)117.5% 121.2%

Comparablebusinessoccupations 90.1% 82.2%

Postsecondaryteachers 78.6% 77.1%

RegisteredNursesandhealththerapists 74.4% 77.2%

Architecture/engineeringOccupations 70.9% 70.7%


FigureIII3showsteachingsalariesasapercentageofcomparisonoccupationsalariesinHawaii(the

darkershadedbars)andintheUnitedStates(thelightershadedbars).Overall,thepaygapinHawaiiis

similartothegapintheUnitedStates,withsomewhathigherratiosinmostcomparableoccupations.

FigureIII3:WagesinTeachingasaPercentageofWagesinComparisonGroupOccupations,Hawaii

andOther

States

in

US


0%20%40%60%80%

100%120%140%

HI

USA


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22

Salary Comparisons: ACS Data on Individuals in Hawaii and Other States

TheOESdatahavetheadvantageofhavingahighlevelofcoverage,enablingcomparisonsforrelatively

narrowoccupationgroups.However,theOESdonotcontaincharacteristicsofindividuals.Toseehow

teachercharacteristicscomparewithcharacteristicsofotherworkers,andtoseehowsalariesare

relatedtothesecharacteristics,theACSisthebestsourceofdata.

TableIII4reportsaveragecharacteristicsofthesampleoffulltime,fullyearworkersinHawaiiandin

otherstates.Thistableusestwocomparisongroups:allworkerswithatleastaBachelorsdegree,and

workerswithaBachelorsdegreewhoareinoneoftheEPIdefinedcomparableoccupations

(ComparisonGroup3).

TableIII4

AverageCharacteristicsofFullTimeWorkersinHawaiiandOtherStates

AmericanCommunitySurvey5YearSample2012

(StandardDeviationsofCharacteristicsinParentheses)

Hawaii OtherStatesinUS

Teachers

Comparable

Occupations,

BA+

AllNon

teachers

withBA+ Teachers

Comparable

Occupations,

BA+

AllNon

teachers

withBA+

Annual

wage/salary

income

$50,011 $63,526 $69,606 $53,341 $72,542 $73,553

(14852) (34810) (20064) (20064) (53621) (52088)

UsualHours

workedper

week

43.44 43.2 44.84 43.79 43.74 44.87

(8.00) (7.73) (7.17) (7.17) (7.13) (9.14)

WorkLessthan

48

weeksper

year

0.13 0.04 0.05 0.24 0.05 0.05

(0.33) (0.20) (0.43) (0.43) (0.22) (0.21)

Insurance

provided

0.95 0.94 0.89 0.96 0.93 0.91

(0.22) (0.24) (0.31) (0.19) (0.26) (0.28)

Advanced

degree

0.52 0.37 0.32 0.57 0.37 0.36

(0.50) (0.48) (0.50) (0.50) (0.48) (0.47)

Age43.9 44.82 44.76 44.14 42.98 43.27

(11.41) (11.35) (11.22) (11.22) (11.35) (11.34)

Female

0.71 0.59 0.48 0.76 0.56 0.45

(0.45) (0.49) (0.43) (0.43) (0.50) (0.50)

Nonwhite0.62 0.68 0.61 0.15 0.23 0.22

(0.49) (0.47) (0.36) (0.36) (0.42) (0.49)

Observations 657 746 6,552 133,893 168,036 1,392,987


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Thedataisrestrictedtoindividualswiththefollowingcharacteristics:(1)notcurrentlyinschool;(2)

possessaBachelorsdegreeorhigher;(3)workmorethan27weeksperyear;(4)workmorethan35

hoursperweek;(5)arenotselfemployed;and(6)arebetweentheagesof22and65.Thecomparable

occupationsarejobssimilartoteachingasidentifiedbytheEconomicPolicyInstitute(2004):

accountantsandauditors,registerednurses,occupationaltherapists,physicaltherapists,tradeand

industrialteachers,

vocational

and

educational

counselors,

underwriters,

personnel

training

and

labor

relationsspecialists,inspectorsandcomplianceofficers(exceptconstruction),architects,forestryand

conservationscientists,archivistsandcurators,clergy,technicalwriters,editorsandreporters,and

computerprogrammers(Category3above).

TheACSalsoindicatesthatteachersinHawaiimakesubstantiallylessthannonteachers.Theaverage

teachermakesabout40percentlessthantheaveragecollegeeducatednonteacher,andabout25

percentlessthantheaveragecollegeeducatedindividualinacomparableoccupation.Theestimated

paygapforthisoccupationgroupissimilartotheestimatedgapintheOESdata.TeachersinHawaiiand

intheU.S.workaboutanhourlessperweekthanothercollegeeducatedworkers,andtheywork

substantiallyfewer

weeks13

percent

of

teachers

in

Hawaii

work

fewer

than

48

weeks

per

year,

while

onlyfivepercentofothercollegeeducatedworkershaveasshortofanannualcalendar.However,

teachersinHawaiiaremorelikelytoworkmoreweeksannuallythanteachersinotherpartsofthe

UnitedStates:ThirteenpercentofHawaiiteachersworkfewerthan48weeksperyear,comparedto24

percentofteachersintherestoftheUnitedStates.TeachersinHawaiiarealsosomewhatmorelikelyto

haveinsuranceofferedthroughtheiremploymentthanothercollegeeducatedworkers,althoughthe

proportionissimilartothemostcomparableoccupations.Theyarealsoslightlyyoungerthanother

collegeeducatedworkers,andtheyaremorelikelytobefemale.Theyaresubstantiallymorelikelyto

haveaMastersorotheradvanceddegree.

TableIII

5performs

similar

salary

comparisons

as

above,

but

includes

adjusted

wages.

The

unadjusted

wagesarethesameasshowninTableIII4.Theadjustmentsaremadetocontrolforworkforce

characteristicssuchasaverageeducationlevelsandageandoccupationalcharacteristicssuchashours

andweeksworkedperyear.Essentially,theadjustmentmethodologyasks,Iftheaveragenonteacher

hadcharacteristicsthatwerethesameastheaverageteacherinHawaii,whatwouldtheiraverage

salarybe?Wagesareadjustedbyperformingaregressionanalysisforeachcategoryofworker(e.g.,

comparableworkersinHawaii,allworkerswithaBAinHawaii,etc.).Theregressioncoefficientsindicate

therelationshipsalaryhastoeachcharacteristicinthatoccupationandlocation.Forexample,non

teachersinHawaiimakeabout$1,340moredollarsperyearforeveryadditionalhourperweekworked

above35hours.Thehourpremiuminthecomparisonoccupationsissomewhatlower,at$570more

dollarsper

year.

The

wages

are

then

adjusted

by

multiplying

the

regression

coefficients

by

the

average

characteristicsofteachersinHawaii.ThismethodologyisknownasanOaxacaDecomposition.

Asnotedearlier,theexactcharacteristicsusedtoadjustwagesissomewhatcontroversial,withvarious

partiestakingdifferentpositionsonwhethertoadjustfortheshorterhoursandweeksofwork,

advanceddegrees,andotherdemographiccharacteristics.TableIII5showsthattheadjustmentmatters


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24

somewhat.However,ineventhemostconservativecase,teachersinHawaiistillmake25percentless

thanothercomparableworkersinHawaii,withpaygapsthatareevenlargerwhencomparedtoall

professionalandtechnicalworkers.However,asintheOESdata,thepaygapforteachersrelativeto

otheroccupationsisevenlargerintherestoftheUnitedStateswiththesmallestdifferentialbeing

about32percent.

TableIII5

TeachingandNonteachingSalariesAdjustedforIndividualCharacteristics,

AmericanCommunitySurvey5YearSample2012

Actual

Salary

SalaryAdjustedto

MatchHoursand

WeeksofWorkof

HITeachers

SalaryAdjustedto

MatchEducationand

Personal

CharacteristicsofHI

Teachers

SalaryAdjustedto

MatchHours,Weeks

ofWorkandPersonal

CharacteristicsofHI

Teachers

Hawaii

Teachers $50,011

Comparable

Workers$63,526 $62,484 $64,566 $63,303

AllFulltime

workerswithBA$69,606 $65,940 $73,892 $70,720

US

Teachers $53,341 $53,468 $54,605 $54,725

Comparable

Workers$72,542 $70,652 $77,952 $76,711

AllFulltime

workerswithBA$73,553 $78,480 $87,216 $83,677

Source:IPUMS

ACS

5Year

2012.

Thesampleisrestrictedtoindividualsnotcurrentlyinschool,withaBachelorsdegreeorhigher,

workingmorethan27weeksperyear,workingmorethan35hoursperweek,notselfemployed,and

betweentheagesof22and65.Thecomparableoccupationsarejobssimilartoteaching,asidentified

bytheEconomicPolicyInstitute(2004).SeeAppendixBfordetails.

Conclusion

BasedonOESandACSdata,teachersinHawaiimake,onaverage,lessthanmostothercomparable

occupationsinHawaii.Thelargestgap(about40percent)isforaverageteachersalaryrelativeto

averagesalariesforallcollegeeducatedworkers.Gapsformorenarrowlydefinedcomparable

occupationstendtobesmaller,withestimatedgapsofabout10to25percent.Gapsareparticularly

largerelativetonursesandotherhealththerapists,butteachersalariesarehigheronaveragethanthe

salariesofsocialandcommunityserviceworkersandothereducationoccupations.Adjustinggapsfor

teachercharacteristicsonlymarginallychangestheoverallratios.However,thegapsinHawaiirelative

tootheroccupationstendtobeontheorderoffivepercentagepointssmallerthanparallelgapsinthe

UnitedStatesasawhole.


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25

IV. SALARY STRUCTURE AND LEVEL COMPARISONS

ThefollowingsectioncomparesHawaiisteachersalarystructuretothatofotherschooldistrictsfrom

acrossthecountry.Wefirstdescribehowcomparisondistrictswereselectedforthestudy.Second,we

compareHawaiissalarystructuretocomparisondistrictsstructures.Third,wecompareHawaiisyearly

salariesto

those

of

comparison

districts

without

adjusting

for

workload

or

cost

of

living.

Finally,

we

comparesalaries,adjustingforworkloadandcostoflivingindividuallyandthentogether.

Selecting Comparison Districts

SelectingdistrictstouseinacomparisonofteachersalarystructuresandlevelsisdifficultforHawaii.

Hawaiiisuniquebecauseitistheonlystatewideschooldistrictinthecountryandbecauseofits

desirableislandlocation.Often,whenselectingcomparisondistricts,onewouldfocuson:districts

competingdirectlywiththestudydistrictforinstatepersonnel;thosedistrictscompetingforthesame

outofstatepersonnel;anddistrictsofsimilarsizeand/ordemographicsfrombothin andoutofstate.

Hawaiisuniquecircumstancesprovideitwithnoneighboringdistrictsforwhichitcompetesfor

personnel,nor

any

obvious

out

of

state

districts

with

which

it

generally

competes.11

Still,comparisondistrictsforHawaiicanbeselectedbasedonfactorslikesizeanddemographics.Tofind

suchcomparisondistricts,APAexaminedtheNationalCenterforEducationStatisticsdataforthe2011

12schoolyear,themostrecentdataavailable,lookingatdistrictswithover100,000students.APA

identifiedanumberofdistrictssimilarinsizetoHawaiithatalsohaveasimilarpercentageofstudents

eligibleforfreeandreducedpricelunches.TableIV1belowshowsthedistrictsselectedbasedonsize

anddemographics.

TableIV1

DistrictName StateTotal

Public

StudentsFree/Reduced

Lunch

Percentage

Hawaii Hawaii 182,705 49.30%

Broward Florida 258,478 57.1%

ClarkCounty Nevada 312,892 59.5%

FairfaxCounty Virginia 177,551 25.7%

Houston Texas 203,012 44.9%

MiamiDade Florida 350,239 71.9%

MontgomeryCounty Maryland 146,459 32.2%

PalmBeach Florida 176,901 53.5%

SanDiego^

California

130,719

WakeCounty NorthCarolina 148,120 34.5%^SanDiego'sFRLdatawasnotavailablebutthedistrictwasselectedbasedonsizeandbecauseitwasidentifiedbyHawaii

staffasagoodcomparisondistrict.

11BasedonconversationswithDOEstaffwhenselectingcomparisondistricts.


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26

IndiscussionswithHawaiiDOEstaffitbecameclearthatthelargemilitarypresenceinHawaiihasan

impactontheavailableteachingpool.Withthisinmind,APAalsoidentifiedanumberofdistrictsthat

alsohavealargemilitarypresencetouseforcomparison.AmembershiporganizationcalledtheMilitary

ImpactedSchoolsAssociationrepresentsdistrictswithalargemilitarypresenceintheirschools.Hawaii

isamemberofthisorganization,andthethreedistrictswiththelargestoverallstudentenrollmentwere

chosenfrom

the

membership

list

to

include

as

comparison

districts.

Table

IV

2lists

the

three

districts

withtheirsizeandfreeandreducedpricelunchinformation.

TableIV2

AgencyName State

TotalPublic

Students

Free/Reduced

LunchPercentage

Hawaii Hawaii 182,705 49.3%

CumberlandCounty NorthCarolina 53,048 47.9%

Killeen Texas 40,998 41.8%

VirginiaBeach Virginia 70,978 28.5%

APAcollectedsalarystructureinformationforallthecomparisondistricts;thisgenerallyincludeda

salaryschedule,contractdays,and,whenpossible,workloadinformationsuchaslengthofday.APAalso

identifiedthetotalnumberofpaiddaysforeachdistrict,afactordiscussedlaterinthissection.

Structure of District Salary Systems

Asistrueofmanydistricts,Hawaiissalaryscheduleincludesadjustmentsbothforteachereducation

levelandteacherexperience.Educationrecognitionincludessixpossibleclasses,startingwithClassII(a

Bachelorsdegree)andendingwithClassVII(aDoctorateorateacherwithaMastersdegreewhohas

alsoaccumulated

60

credits).

Teachers

with

aBachelors

degree

and

30

credits

are

in

Class

III,

along

with

thosewithMastersdegrees.Additionalincrementsof15creditsdifferentiateClassesIVthroughVI.The

recognitionofexperienceisexpressedin15possiblesteps.

TableIV3showsthenumberofeducationalclasses,numberofsteps,minimumandmaximumsalaries,

andtherangebetweentheminimumandmaximumsalariesforHawaiiandthecomparisondistricts12.

Hawaiis201415salaryschedulehasaminimumsalaryinthesalaryschedule,forteacherswhohave

completedaSATEPof$44,538(usingExhibitBfromtheJuly1,2013agreementastonotinclude

additionalpayforthe21extrahoursandtheadditionalPDday).Thisdoesnotincludeanyadditional

stipendsteachersmaybeabletoearn,butonlyexaminesbasepayfromthesalaryschedule.The

maximum

pay

is

for

a

teacher

at

Step

14B

with

a

Doctorate

or

Masters

and

60

credits,

at

$81,703.

This

representsatotalrangeofpossiblebasesalaryof$37,165.

12DataforMiamiDadeareforthe201314schoolyear,sincedataisnotyetavailableforthe201415schoolyear.

DataforHoustonarealsoforthe201314schoolyear,asthecompensationisshiftinginthedistrictandthe2013

14schoolyearismostcomparabledataavailableforthisanalysis.


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27

TableIV3

Numberof

Education

Classes

Number

ofSteps

Minimum

Salary

Maximum

Salary Range

Hawaii 6 15 $44,538 $81,703 $37,165

Broward 4 20 $40,000 $79,250 $39,250

Clark 9 14 $34,684 $72,427 $37,743

CumberlandCounty 2 33 $33,000 $57,530 $24,530

FairfaxCounty 6 27 $46,756 $100,898 $54,142

Houston 3 19 $46,805 $75,866 $29,061

Killeen 3 21 $43,500 $52,755 $9,255

MiamiDade 4 20 $40,500 $77,525 $37,025

MontgomeryCounty 4 20 $46,410 $103,364 $56,954

PalmBeach 5 27 $39,000 $79,750 $40,750

SanDiego 5 17 $42,210 $87,177 $44,968

VirginiaBeach 3 36 $40,624 $73,935 $33,311

WakeCounty 2 37 $35,189 $68,884 $33,695

ComparisonAverage 4 24 $40,723 $77,447 $36,724

ThemajorityofcomparisondistrictssalaryscheduleshavefewerclasslevelsthanHawaii.Theaverage

numberofclasslevelsforcomparisondistrictsisfour.Comparisondistrictsalsotendtoalignclasses

morecloselytodegreeattainmentthantosimplyearningadditionalcredits.

Comparisondistrictshave,onaverage,24stepsamuchhighernumberthanHawaiis15.When

lookingonlyatthestepsforteacherswhohavecompletedaSATEP,Hawaiihasjust12steps.Therange

forthecomparisondistrictsislarge,from11to37steps.LikeHawaii,districtswithfewerstepshaveless

alignmentbetweenstepsandyearsofservice.Thismeansthatteachersspendmoretimeineach

individualstep.Thus,teachersdonothavesalaryincreasesunlessanoverallsalaryincreaseoccurs,or

unlesstheyattainahigherclasslevel.Districtswithmorestepstendtohavecloseralignmentbetween

yearsofserviceandsteps.Still,manydistrictsdonotallowyoungteacherstomoveupstepsuntilthey

arefewyearsintotheircareer.

ThesalaryinformationinTableIV3hasnotbeenadjustedforjobcharacteristicssuchasworkload,days

orhours,orcostoflivingdifferencesbetweendistricts.Theexaminationissimplybasedontotalsalary

figures,andprovidesacomparisonoftherawsalariesofHawaiiandthecomparisondistricts.Also,

HawaiisalariesareexaminedonlyatStep5andabove;Steps1through3areonlyforteacherswhohave

notcompletedanSATEP,thecomparisondistrictsdidnothavecomparablesteps.Hawaiisminimum

salary,$44,358,ishigherthantheaverageminimumsalaryofcomparisondistricts,whichis$40,723.

Hawaiishighestpossiblesalary,$81,703,isalsohigherthancomparisondistrictsaverageof$77,447.


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Therangebetweenminimumandmaximumsalariesaverages$36,724,whichisverysimilartothe

Hawaiirangeof$37,165.

TableIV4showsminimumandmaximumsalariesforBachelors,Masters,andDoctoratedegree

classes.

TableIV4

Minimum

BASalary

Maximum

BASalary

Minimum

MA

Salary

Maximum

MA

Salary

Minimum

Doctorate

Salary

Maximum

Doctorate

Salary

Hawaii $44,538 $63,446 $48,100 $68,522 $57,353 $81,703

Broward $40,000 $71,250 $43,650 $74,900 $48,000 $79,250

Clark $34,684 $41,292 $40,276 $53,342 $46,008 $69,281

CumberlandCounty $33,000 $50,000 $36,300 $55,000 $38,830 $57,530

Fairfax

County

$46,756 $85,948 $52,530 $97,188 $56,164

$100,898Houston $46,805 $68,856 $47,876 $72,360 $48,948 $75,866

Killeen $43,500 $51,000 $44,675 $52,175 $45,255 $52,755

MiamiDade $40,500 $70,325 $43,600 $73,425 $47,700 $77,525

MontgomeryCounty $46,410 $62,201 $51,128 $96,966

PalmBeach $39,000 $73,750 $42,000 $76,750 $45,000 $79,750

SanDiego $42,210 $66,707 $44,785 $76,746

VirginiaBeach $40,624 $69,835 $43,124 $72,335 $44,724 $73,935

WakeCounty $35,189 $62,354 $38,877 $68,884

ComparisonAverage

$40,723 $64,460 $44,068 $72,506 $46,737

$74,088

Again,TableIV4onlylooksatHawaiisalariesforStep5andabove.Hawaiiminimumsalariesarehigher

thanalloftheaverageminimumsalaryfiguresforcomparisondistricts,andtheHawaiiminimumis

muchhigherforemployeeswithaDoctorateoraMastersplus60credits.Comparisondistrictaverage

maximumsalariesarehigherforbothBachelorsandMastersdegrees.TheHawaiiDoctoratemaximum

salaryismuchhigherthanthecomparisondistrictaverage.However,theamountofgrowththatcan

occurbetweenminimumandmaximumsalariesineachclasstendstobesmallerinHawaiithanin

comparisondistricts.Thatis,Hawaiiteachershavelessroomforsalarygrowthwithinaclassthan

teachersincomparisondistricts.

Theanalysisabove,inTablesIV3andIV4,comparestheminimumandmaximumsalarypointsfor

Bachelors,Masters,andDoctorateclasses.Thenextsectionprovidesdetailedcomparisonsof12salary

pointsoftheHawaiisalaryscheduletothecomparisondistricts.Thecomparisonsarebasedonthe

distributionofteachersinHawaiis201314salaryschedule.Theanalysisbeginsbyexaminingthe


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proportionofteachersineachcellofHawaiissalaryschedule.TableIV5showsthedistributionof

teachersinHawaiissalaryschedulebypercentageofteachersineachcell.

TableIV5


1

1.2%

0.1% 0.0% 0.0% 0.0% 0.0%

2 0.2% 0.0% 0.0% 0.0% 0.0% 0.0%

3 0.0% 0.1% 0.0% 0.0% 0.0% 0.0%

5 4.1% 4.9% 0.3% 0.1% 0.0% 0.1%

6 7.0% 11.7% 2.0% 0.8% 0.4% 0.4%

7 1.3% 3.2% 1.3% 0.8% 0.5% 1.0%

8 2.9% 5.7% 3.7% 3.0% 2.7% 5.9%

9 0.4% 0.8% 0.9% 1.1% 1.0% 4.3%

10 0.3% 0.6% 0.7% 0.8% 0.9% 4.4%

11 0.1% 0.2% 0.2% 0.2% 0.2% 1.4%

12

0.1%

0.1% 0.2% 0.2% 0.3% 1.5%

13 0.2% 0.4% 0.4% 0.5% 0.6% 3.8%

14 0.1% 0.2% 0.2% 0.2% 0.4% 2.4%

14A 0.1% 0.1% 0.1% 0.1% 0.2% 1.4%

14B 0.0% 0.1% 0.1% 0.1% 0.3% 1.9%

Thegoaloftheanalysisistoidentifykeycomparisonpointsintermsofteachereducationand

experiencelevelsbetweenHawaiiandotherdistrictsbasedonthecurrentdistributionofHawaii

teachers.TableIV5showsthatinClassII,therearealargenumberofteachersinSteps5,6,and8.In

ClassIII,

alarge

percentages

of

teachers

are

also

in

Steps

6,

7,

and

8.

Class

IV

has

3.7

percent

of

all

teachersinStep8andClassVhasthreepercentoftheteachersinStep8.ClassVIIhashighpercentages

ofteachersinSteps8,9,10,and13.

Usingthisinformation,APAidentified12cellstouseascomparisonpointsinamoreindepthsalary

comparisonanalysis.Tomakethecomparisonspossible,apredictednumberofyearsmustbeassigned

toeachsteplevelintheanalysis.BasedontheinformationprovidedinSectionIIonexperience(TableII

5),APAcreatedtheimputedyearsofexperienceseeninTableIV6.

HawaiipaysthesameforteacherswithaBachelorsand30creditsasforteacherswithaMasters

degreeinClassIII.Manyofthecomparisondistricts,however,differentiatebetweenthosetwolevelsof

education.With

this

in

mind,

APA

examines

Class

III

pay

for

teachers

with

aBachelors

plus

30

credits

separatelyfromteacherswithaMastersdegree.Lookingatthesepayratescreates15comparison

points.Dataforall15pointsisshowninallcomparisontables.


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TableIV6

ComparisonPoints HawaiiClass HawaiiStep

ImputedYearsof

Experience

1 ClassII 5 3

2 ClassII 6 5

3

ClassII

7 9

4 ClassIII 5 3

5 ClassIII 6 5

6 ClassIII 8 11

7 ClassIV 8 13

8 ClassV 8 13

9 ClassVII 8 14

10 ClassVII 9 22

11 ClassVII 10 24

12 ClassVII 13 27

Theanalysis

of

comparison

total

salaries

is

shown

in

Tables

IV

7A

7C.

These

tables

show

information

on

Hawaiissalary,theaveragesalaryofthe12comparisondistricts,theminimumsalaryofcomparison

districts,themaximumsalaryofcomparisondistricts,thenumberofdistrictsbelowHawaiissalary,and

thennumberaboveHawaiissalary.Thisformatwillbeusedforallsalarycomparisontablesinthis

section.Noadjustmentshavebeenmadefornumberofdaysworkedorgeographiccostdifferences.

TableIV7Abelowshowsthat,forthefirstfivecomparisonpoints,lookingatClassesIIandIII(BA),

HawaiitendstohavehighersalariesforComparisonPoints1,2,4,and5.Thecomparisonaverageis

higherforComparisonPoint3,ClassIIwithnineyearsofexperience.Inallcases,moredistrictshave

salariesbelowHawaiisthanaboveHawaiis.

TablesIV

7A

and

IV

7B

show

that

average

salaries

for

comparison

districts

are

around

two

to

three

thousanddollarshigherforthosewithaMastersdegreeversusthosewithaBachelorsplus30credits.

ThoughHawaiissalariesarestillhigherforteacherswithfeweryearsofexperience,Hawaiispayfora

Mastersdegreewith11yearsofexperienceislowerthanthecomparisonaverage.Thisisalsotruefor

ClassIVpaywith13yearsofexperience.


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TableIV7A

ComparisonofTotalSalaries

Comparison

1

Comparison

2

Comparison

3

Comparison

4

Comparison

5

Class ClassII ClassII ClassII ClassIII(BA) ClassIII(BA)

Yearsof

Experience

3

5

9

3

5

HawaiiSalary $44,538 $45,874 $47,250 $48,100 $49,544

ComparisonAverage

Salary$42,437 $43,887 $47,333 $43,226 $44,732

Comparison

Minimum$33,000 $35,189 $36,500 $33,000 $35,189

Comparison

Maximum$49,995 $53,478 $62,201 $51,801 $53,478

NumberBelow

Hawaii7 8 8 9 9

NumberAbove

Hawaii5 4 4 3 3

TableIV7B


Comparison

6

Comparison

7

Comparison

8

Comparison

9

Comparison

10

Class ClassIII(BA) ClassIIIMA ClassIIIMA ClassIIIMA ClassIV

YearsofExperience 11 3 5 11 13

Hawaii $52,561 $48,100 $49,544 $52,561 $54,663

ComparisonAverage $50,445 $45,701 $47,312 $53,676 $56,161

Minimum $40,000 $36,300 $38,877 $44,000 $44,000

Maximum $66,163 $56,066 $60,466 $75,850 $81,802

NumberBelow

Hawaii9 9 9 8 8

NumberAbove

Hawaii3 3 3 4 4

TableIV

7C

shows

that,

even

at

the

higher

levels

of

education

and

experience,

Hawaii

tends

to

pay

more

thanmostofthecomparisondistricts,asshownbythenumberofdistrictsbelowHawaii.Yet,the

averagesalariesofcomparisondistrictsarehigherforfourofthecomparisonpointspresentedinTable

IV7C.Thelargestgapisforteacherswith24yearsofexperience,inClassVII.


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TableIV7C


Comparison

11

Comparison

12

Comparison

13

Comparison

14

Comparison

15

Class ClassV ClassVII ClassVII ClassVII ClassVII

Yearsof

Experience

13

14

22

24

27

Hawaii $56,850 $62,672 $66,489 $68,482 $72,653


Minimum $44,000 $44,000 $51,150 $51,150 $52,175

Maximum $85,285 $90,051 $101,354 $103,634 $103,634

NumberBelow

Hawaii8 8 6 5 6

NumberAbove

Hawaii4 4 6 7 6

Adjust ing for Work Load and Geographic Cost Dif ferences

Next,wecomparethesalaries,adjustingforbothworkloadandgeographiccostdifferences.Workload

adjustmentsincludecontractdays,totalcontracthours,andpaiddays.Geographiccostdifferences

adjustmentsincludetheComparableWageIndex(CWI)andCostofLiving(COL)adjustment.

Workload

Thenexttableslookatthecomparisonpointsbyexaminingtheimpactsofdifferencesinteacher

workloads.Workloadcanbeexaminedinafewways,butitgenerallyincludesthenumberofdays

contractedforworkandthenumberofhourscontractedperday.Itisimportanttorememberthat

contracthoursonlyreflectthenumberofdaysexplicitlyinthecontract,anddonotincludeanyhours

teachersworkoutsideofcontracthours.Forthisstudy,wearealsolookingatthepaiddaysforeach

district.Paiddaysincludepaidvacationdayswithinthecontractyear.Mostofthecomparisondistricts

didnothaveexplicitfiguresforpaiddays,soweexaminedcalendarstoestimatethepaiddaysfor

teachersineachofthe12districts.TableIV8showsHawaiisfigures,comparisonaverage,comparison

minimum,andcomparisonmaximumforcontractdays,workhours,andpaiddays.

Hawaiihas1.5fewerdaysthanthecomparisondistrictaverage.Hawaiisaveragenumberofworkhours

isahalfanhourlowerthanthecomparisondistrictaverage.Nodistricthasfewerworkhoursthan

Hawaii,thoughanumberofdistrictshaveequivalentsevenhourworkdays.Paiddaysrangefrom204

to222

days,

with

the

comparison

district

average

at

211.5,

5.5

days

below

Hawaiis

paid

days.

Again,

mostpaiddaysfiguresareestimatesbasedonthecalendarofeachcomparisondistrict.Hawaiihad

about1percentfewerdaysand8percentfewerhoursthancomparisondistricts,butabout2percent

morepaiddays.


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TableIV8

ComparisonofContractDays,WorkHours,andPaidDays

ContractDays WorkHours PaidDays

Hawaii

190.0

7.0

216.0

ComparisonAverage 191.5 7.5 211.5

ComparisonMinimum 184.0 7.0 204.0

ComparisonMaximum 200.0 8.0 222.0

TablesIV9A9Cshowthe15comparisonpointsafteradjustingforcontractdays.TablesIV10A10C

thenlookatthecomparisons,adjustingfortotalcontracthours.

TableIV9A

ComparisonAdjusting

for

Contract

Days

Comparison

1

Comparison

2

Comparison

3

Comparison

4

Comparison

5

Class ClassII ClassII ClassII ClassIII(BA) ClassIII(BA)


Hawaii $44,538 $45,874 $47,250 $48,100 $49,544


Minimum $32,320 $34,463 $35,747 $32,320 $34,463

Maximum $48,713 $52,453 $60,910 $51,358 $55,114

NumberBelow

Hawaii7 7 7 9 9

NumberAbove

Hawaii5 5 5 3 3

TablesIV9AaboveandTablesIV9BandIV9Cbelowallshowthatwhenadjustmentsaremadefor

contractdays,Hawaiissalariestendtobecomemorecompetitiveinrelationshiptothecomparison

groupaverage.Themovementisnotlarge,butisenoughtocauseHawaiissalarytobeabovethe

comparisonaverageforsomecomparisons,whereitwasbelowtheaverageswithoutadjustments

(showninTables7A7C).However,Hawaiissalaryisstilllowerthanthecomparisondistrictaveragefor

ComparisonPoints13and14.


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TableIV9B

ComparisonAdjustingforContractDays

Comparison

6

Comparison

7

Comparison

8

Comparison

9

Comparison

10

Class ClassIII(BA) ClassIIIMA ClassIIIMA ClassIIIMA ClassIV

Yearsof

Experience

11

3

5

11

13

Hawaii $52,561 $48,100 $49,544 $52,561 $54,663


Minimum $39,175 $35,552 $38,076 $43,093 $43,093

Maximum $68,320 $54,628 $58,916 $73,905 $79,705

NumberBelow

Hawaii8 8 9 8 8

NumberAbove

Hawaii4 4 3 4 4

TableIV9C

ComparisonAdjustingforContractDays

Comparison

11

Comparison

12

Comparison

13

Comparison

14

Comparison

15

Class ClassV ClassVII ClassVII ClassVII ClassVII


Hawaii $56,850 $62,672 $66,489 $68,482 $72,653

Comparison

Average

$57,512

$58,980

$67,721

$70,547

$72,514

Minimum $43,093 $43,093 $50,095 $50,095 $53,012

Maximum $83,098 $87,742 $98,755 $100,977 $100,977

NumberBelow

Hawaii8 8 7 6 7

NumberAbove

Hawaii4 4 5 6 5

Toexaminetotalworkload,contractdaysandhoursperdaycanbemultipliedtocreatetotalhours

contractedperyear.Hawaiistotalworkload,190daysmultipliedby7hours,wouldbe1,330contract

hours.Comparisondistrictstotalworkloadsrangefrom1,325to1,552contracthours,withanaverage

of1,443

hours.

This

is

around

8.5

percent

more

contract

hours

than

Hawaii.


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TablesIV10A10Cbelowrunthecomparisons,adjustingfortotalcontracthoursandhoursperday.

Whensalariesareadjustedbycontracthours,Hawaiisalariesbecomeevenmorecompetitiverelativeto

comparisondistricts.Hawaiissalaryishigherthanthecompar

hawaii teacher salary study

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