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 achieve this, we use a market-based pay system, which aligns employee pay with the current market value of similar positions. This method utilizes external data to compare pay rates for comparable jobs within the same industry or region. By conducting a thorough market analysis, organizations determine pay ranges that reflect the prevailing wage trends for each role. This approach ensures that compensation remains competitive, helping to attract and retain talent while maintaining fairness and equity.

Job Classification

A classification group, also known as an employee group, is a category of positions that share similar duties, responsibilities, qualifications, and fields of work. These groups are determined based on shared Fair Labor Standards Act (FLSA) overtime exemption status and similar job factors.

Our 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 FLSA.
• Bus Drivers and Bus Assistants: 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: 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, 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

Employees can find all job descriptions in Oracle (employee login required), and the instructions on how to access them are provided below.

Sign in through my.cherrycreekschools.org and click on the Oracle tile under the myBusiness tab. Click on Me. Click Job Descriptions on the left-hand pane. Under Search: Model Profiles search bar, either type in the full job title and select the job title or type part of the job title and choose the job title from the list of options. Once you select the job title you will be able to see the full job description.

Pay Plans

A pay plan, also known as a compensation plan or salary or 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. A well-designed pay plan ensures that base compensation is fair, competitive, and aligned with the organization's goals and budget.

Each year, the Compensation and Classification team within the Office of Human Resources collaborates with a third-party compensation consultant to review and assess all pay plans. This evaluation determines the necessary adjustments to pay ranges for the upcoming school year, taking into account state funding and market trends. Any proposed changes require approval from the Board of Education before being published.