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6 <br /> 1 Slide #10 <br /> FIscall Year 2022-23 Expansion Requests <br /> The e. parL budget represents expenditures[fret require <br /> addid6nal ren,,,;,,g furs bed the base of the <br /> prior year butiget and the requested+-ikon" ioncos <br /> In the wake of the I�s ce detnic our people iaittst be o core <br /> foots, awregttest rtteredowse I eral preva"&tg factors; <br /> * *The Gri2at Resignation"'-This paradigm shift in the � <br /> labor market 13as resulted in high turnover and the <br /> s le to retain emostin staff sta In the h�hly competitive <br /> Re rclr Tda4e inark <br /> • Over-burdened and i ncreasin fatigued staff r <br /> brr memkhers whose rdern=Wto pow with each <br /> colleape'5 departure <br /> * An ev-er-shrin ki ng pool of qualified education workers <br /> 2 A !1! ME ME wm <br /> HILL <br /> 7 <br /> 3 <br /> 4 Slide #11 <br /> Classified • Study Findings <br /> In the fall of 2021,Evergreen Solutions, L.LC(Evergreen)was retained to conduct a <br /> ooinpewatton study for all cla5srfied employees.Notable fmdutgs froca the study are <br /> summarized below: <br /> * CHCCS does not have a well-defined,current classified pay structure <br /> • CHCC5 eraployee5 fell,(m average,shghtly above the a n7itnuati of the market pay <br /> ranges <br /> • Them were only five positions total(out of M)that rearmed pay rates above tlxe inarket <br /> average pay for market peers <br /> 34 elas5ffications had a ctwrent actual average pay that was below the market initrinittin <br /> for that position <br /> • The remainder of positions with data had average pay that was above the inarket <br /> minimumbut below the market midpoint <br /> • Tlxe overall average pay for CHCCS does appear to be below market <br /> ir�g.HILL <br /> 5 <br /> 6 <br /> 7 <br /> 8 <br />