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Compensation and Classification

Cherry Creek School District is committed to offering a fair, thoughtful, and market-driven total compensation package that aligns with our mission, vision, core values, and strategic initiatives. We aim to attract, motivate, and retain highly qualified employees who are dedicated to excellence in student education and operational support, fostering a thriving educational environment.
 
To stay competitive in the metro-area public school district market, Cherry Creek School District regularly participates in market studies with our market peer comparisons: Adams 12 Five Star Schools, Aurora Public Schools, Boulder Valley Public Schools, Denver Public Schools, Douglas County Public Schools, Jefferson County School District, Littleton Public Schools, and Westminster Public Schools. These studies are conducted by Oehm Consulting Services, Inc. (OCS), a respected Colorado-based firm with over 25 years of experience working with public school districts. As a third-party consultant, OCS provides impartial market analyses and objective data. Their recommendations help us maintain a market-based compensation program that ensures we can attract and retain top talent while staying fiscally responsible.

 

Employee Classification Groups

These classification groups help ensure a clear and organized structure within the District, making it easier to manage and understand the various roles and responsibilities.

  • Administrators: This group includes positions for school and central department administrators who are exempt under the Fair Labor Standards Act (FLSA).

  • Bus Drivers and Bus Assistant (Cherry Creek Transportation Employees Association): This group includes positions for Commercial Driver's License (CDL) Bus Drivers, Non-CDL Bus Drivers, and Bus Assistants who are non-exempt under the FLSA.

  • Certified/Licensed (Cherry Creek Education Association): This group includes teacher positions and special service providers (SSPs) like counselors, social workers, psychologists, registered nurses, physical therapists, occupational therapists, speech therapists, and audiologists. All these positions are exempt under the FLSA and require a specific certification or license from the Colorado Department of Education (CDE).

  • Custodial, Maintenance, Grounds, and Carpentry: This group includes trades labor positions that are non-exempt under the FLSA.

  • Educational Support Personnel: This group includes educational support positions that are non-exempt under the FLSA. These positions cover areas such as Early Childhood Education, Educational Office Professionals, Extended Childcare Services, Food and Nutrition Services, Paraeducators (Paraeducator Association of Cherry Creek), Staff Support, and Vehicle Maintenance.

  • Professional Technical: This group includes skilled professional and technical positions that are exempt under the FLSA. Examples include accountants, analysts, engineers, central department partners, supervisors, managers, and assistant directors.

Job Descriptions

A job description is a document that outlines the essential functions, responsibilities, and qualifications of a position within an organization. It serves as a foundational tool for both employers and potential candidates by:

  • Defining specific duties and their frequency

  • Establishing performance expectations

  • Detailing required skills, education, and experience

  • Positioning the role within the organizational structure

Job descriptions serve multiple critical purposes: they guide recruitment efforts, set clear expectations for employees, provide a framework for performance evaluation, and help ensure compliance with employment regulations.

While comprehensive, job descriptions maintain flexibility by outlining core responsibilities rather than exhaustive task lists. Organizations retain the right to modify duties as business needs evolve, making these documents living blueprints rather than rigid contracts.

Effective job descriptions balance specificity with adaptability, creating clarity while allowing room for professional growth and organizational development.

Explore our collection of job descriptions used throughout Cherry Creek School District. Note that these are reference documents only and do not represent current vacancies. For available positions, visit our Careers page to discover roles that match your talents and ambitions.

Job Description Library

 

Pay Plans

A pay plan, also known as a compensation plan or salary/wage schedule, is a structured system that outlines how employees are rewarded for their work in terms of base salary or wages. These plans can be designed in various ways and take many forms, but they typically include multiple pay grades and pay ranges. Pay plans usually do not encompass the total compensation package, which includes base pay as well as additional pay, benefits, and retirement offerings.

2026-2027 School Year Pay Plans

2025-2026 School Year Pay Plans

Past Pay Plans

Compensation and Classification Team

Andrew Gillen, SHRM-SCP, PHR, PSHRA-CP
Assistant Director of Compensation and Classification
agillen4@cherrycreekschools.org
720-554-4257
​
Lisa Laframboise
Compensation and Classification Analyst
llaframboise2@cherrycreekschools.org
720-554-4487​