HOUSE BILL REPORT

EHB 1406

BYRepresentatives Cole, Peery, Holland, Dorn, Hankins, Pruitt, Winsley, G. Fisher, Brumsickle, Ebersole, Miller, R. Fisher, R. Meyers, Phillips, Rasmussen, Wang, Rust, Jesernig, Jones, Ferguson, Cooper, Fraser, P. King, R. King,  Hine, Dellwo, Sprenkle and Belcher

Establishing the school and educational service district pay equity and job analysis assessment project.

House Committe on Education

Majority Report:  Do pass.  (13)

      Signed by Representatives Peery, Chair; Betrozoff, Ranking Republican Member; Brumsickle, Cole, Dorn, Holland, Horn, Jones, Phillips, Rayburn, Schoon, Walker and K. Wilson.

Minority Report:  Do not pass.  (1)

      Signed by Representative Fuhrman.

House Staff:Susan Patrick (786-7111)

AS PASSED HOUSE MARCH 8, 1989

BACKGROUND:

Currently, for certificated staff, there is no identifiable differentiation in the pay for individuals covered by the salary allocation model.  In several hearings before the Education Committee, allegations of unequal employment and compensation practices for non-certificated employees have been heard.

SUMMARY:

The Legislature believes that equal employment and compensation practices should be applied to public sector employees.  Since school district and educational school districts non-certificated employees constitute a large percentage of public employees it is important to know about their employment and compensation practices.  The Legislature creates the school and educational service district pay equity and job analysis assessment project.

Job content analysis means the study of duties and responsibilities considered part of an assignment.

Pay equity means providing equivalent salaries for non-certificated positions that require or impose similar responsibilities, judgments, knowledge, skills, and working conditions.

A school district is a corporate body as defined in RCW 28A.58.010.

An educational service district is a body established under RCW 28A.21.

The goal of the school district and educational service district pay equity and job analysis study is to:  1) Increase knowledge regarding the theory and application of pay equity in compensation practices for non-certificated employees; 2) Assist districts in assessing pay equity in their compensation practices; 3) Analyze job content; and 4) Recognize districts as autonomous employers responsible for their own compensation practices.

The Superintendent of Public Instruction shall provide technical assistance to districts in evaluating pay equity and performing job content analysis by: 1) Providing manuals and questionnaires for districts to use for assessing compensation and conducting job analysis; 2) Providing a training program on definitions of pay equity, job content analysis, and legal issues; and 3) Providing technical assistance in statistical analysis.  The study shall involve district personnel and bargaining representatives.

Districts shall report the results of their survey to the Superintendent of Public Instruction no later than August 1, 1992.  The Superintendent shall compile the district reports, analyze and report its findings to the Legislature by December 15, 1992.

Fiscal Note:      Requested February 6, 1989.

House Committee ‑ Testified For:    Edwin Williams, Donna Lurie, Margaret Brown, Alice Cleary, Stan Stansbury, Louise Miller, Nancy Muir, Washington Education Association; Perry Keithley, Superintendent of Public Instruction; Pat Thibaudeau, Washington Woman United; Ann Simins, National Organization for Women; and Kris Van Gorkom, Washington Association of School Administrators.

House Committee - Testified Against:      Paul Locke, Citizen.

House Committee - Testimony For:    There has been an effort in this state to address the issue of pay equity. This analysis has taken place for state employees.  Within education there is pay equity for certificated staff.  Now it is important to address pay equity within classified staff.  Assistance from the Superintendent of Public Instruction in conducting the job analysis and statistical analysis will assure that the study is thorough and consistent.

House Committee - Testimony Against:      No study is necessary.  Districts are capable of making their own employment and salary decisions.