Agenda - 12-09-2003-9a - Laserfiche WebLink

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K 1 Z EDUCATION MEDIATION SERVICES CLIENT: UNION CouNTY BOARD of COMMISsIONEm, NORTH CARoLINA The Union County Board of Commissioners in North Carolina contracted with MGT to provide mediation /litigation support for a budget impasse with Union County Public Schools. MGT developed a rationale to support the county's budget position. PUBLIC ScxooL FINANCIAL. REvIE'W CLIENT: CARTERET COUNTY BOARD of CommtssIONERs, NORTH CAROLINA MGT conducted a financial review of federal, state, and local funding expenditures of Carteret County Schools, North Carolina,This study included an in -depth analysis of related data and information to assess how the school system used funds from these sources, with a focus on the use of local funding, MGT compiled fund status reports by fund source, and utilized these findings to develop recommenda- tions to improve the benefits realized from all funding sources, CENTRAL OFFICE MANAGEMENT STUDY CLIENT: JoHNsroN COUNTY ScHooLs, NORTH CAROLINA The School Board of Johnston County, North Carolina, contracted with MGT to conduct a manage- ment review of the Central Office.The study included reviewing the stated policies and objectives for management and performance; identifying structural, management, or fiscal problems that could hinder the implementation and achievement of the district's policies and objectives; reviewing the methods used by the district to analyze its workload, staffing requirements, and staff productivity; and deter- mining if there were ways in which the district could increase the efficiency and effectiveness of its administrative structure.When completing the final report, MGT made comparisons between Johnston County Schools and five other North Carolina school districts. ADMINISTRATIVE SALARY STUDY CLIENT: CHAPEL HII.L�CARRBORo SCHooLs, NORTH CAROLINA MGT conducted an administrative salary study for the Chapel Hill - Carrboro City School System.The components of the study included reviewing the central administrative organization and recommend- ing job titles (e,g„ Assistant or Associate Superintendent, Executive Director, Director, Supervisor, Coordinator) and reporting relationships and pay grades that reflected the different levels of respon- sibility and professional preparation associated with each position. MGT also recommended adminis- trative procedures for placing administrators on salary schedules and awarding annual salary increases supported through the state and local pay- for - performance program. a5 MGT recommended pay schedules for school and central office administrators that were competitive within the state and at the national IeveLThe last recommendation of the salary study included imple- menting the recommendations, recommending a salary for each administrator, and assessing the cost G Tto implement the recommendations. of.�A,a ua 14