Methodology

For the purposes of this analysis, “full time employees” are defined as:

All employees – those making more than the equivalent of a full year’s pay at the then-current minimum wage in California.

  • 2012 – $8.00/hour * 2080 hours = $16,640/year
  • 2018 – $11.00/hour * 2080 hours = $22,880/year

Certificated employees – those making equal to or more than the contracted minimum starting rate for such employees, per OTA contracts for the years specified.

  • 2012 – $40,888 Using 2013 number, 2012 does not appear easily available.  Per OTA Contract July 2013 Appendix B-1.

  • 2018 – $44,575.  Using average of $43,912 (per OTA Certificated Salary Schedule effective 7/1/15) and $45,238 (per OTA Certificated Salary Schedule effective 7/1/18)

Employee position classifications (e.g. “Administrative”, “Certificated”, etc) are defined by job titles.  For example, a job with “Teacher” in the title is assumed to be “Certificated”, while a job with “Principal” in the title is assumed to be “Administrative”.

This can be somewhat unclear at times.  A best effort has been made to connect job titles to the appropriate classification, however this effort is likely to be incorrect in some cases.  Any feedback on mis-classified jobs is welcome.

For longitudinal analysis a period beginning in 2012 is used, based on the earliest available compensation data. 

Longitudinal analysis must be done by matching employee names since no other more specific data (employee ID) is available.  This means all such analysis is likely partial given that names are sometimes changed and can be reported differently in different data sets (“Bob” instead of “Robert”, or “Robert” instead of “Robert T.”) however as you can see below the matched sample sizes are large enough to be significant as an indicator of total numbers.

Cases of involuntary pay reductions or demotions are exceedingly rare, accordingly employees who recorded base pay declines between the beginning and latest data periods were excluded from the longitudinal analysis on the assumption that any decline was likely due to termination, retirement, family leave, a shift from full to part time, or some other voluntary change in job circumstances.