The Classification and Compensation function within the Department of Human Resources and Talent Development is charged with supporting and sustaining the LCPS workforce through monitor and review.  The three primary objectives of Classification and Compensation are:

• Establishing and maintaining equitable and competitive compensation levels for each position.

• Identifying the exemption status of a position under the Fair Labor Standards Act (FLSA) guidelines, specifically determining if a position is exempt or non-exempt from overtime.

• Providing the opportunity for progression through an equitable placement practice and recognition of employee's experience.

FY17

• Completed review of positions on Level 5 through Level 7 on the former Administrative Salary Scale

• Started review of Level 4 on the former Administrative Salary Scale

FY18

• Completed review of positions on Level 3 and Level 4 on the former Administrative Salary Scale

• Completed review of positions on Level 5 through Level 11 on the former Classified Salary Scale

FY19

• Completed review of positions on Level 1 and Level 2 on the former Administrative Salary Scale

• Completed review of positions on Level 16 and Level 17 on the former Classified Salary Scale

• Started review of Level 14 and Level 15 on the former Classified Salary Scale

• Assessed exemption status of positions under the Fair Labor Standards Act (FLSA)

FY20

• Completed review of positions on Level 12 through Level 15 on the former Classified Salary Scale

• Completed review of all positions on the Auxiliary Salary Scale

• Completed a compensation analysis of all stipends

FY21

• Completed review of former Professional and Administrative Salary Scales

FY22

• Completed full transition from previous Classified, Professional, and Administrative Salary Scales to Universal Salary Scale

FY23

• Completed review of Universal Level 21 through Universal Level 29

FY24

• Completed review of Universal Level 13 through Universal Level 20 and Auxiliary scale