The district approved updates to its annual compensation manual on Oct. 5, 2025, including higher stipends for campus coordinators and incentives aimed at encouraging special education certification and mentoring for early‑career teachers.

The changes matter because they alter pay rules and supplemental duty payments used across campuses and will be reflected in school budgets for the coming year. “We expect it’s gonna be close to $3,000,000,” Speaker 3, Staff member, said when summarizing the package.

Speaker 3, Staff member, told the board the package consolidates multiple language changes, stipend updates and eligibility adjustments into a single manual the district shares with employees each year. The presenter said the district previously announced base salary increases and that these remaining updates will be combined into the annual compensation document and released to staff with an acknowledgement requirement.

Major items described in the presentation included:
- Special education certification incentive: the current $500 incentive for non‑special‑education core subject teachers who obtain special education certification would increase to $1,000 to encourage broader SPED certification among general‑education teachers.
- Campus coordinator stipend: the stipend paid to teachers who take on coordinator responsibilities would rise from $3,000 to $5,000. Full‑time coordinators taking an additional coordinator role would also be eligible for the stipend.
- Supplemental duty stipends being restored or introduced: two previously paused stipends (system course leader and mentor teacher role) would be reinstated, and a new Young Talent Ambassador stipend would be added to support educators new to the profession. The district also plans a mentor teacher program targeted at first‑ and second‑year teachers.
- Mentor teacher funding: Speaker 3 said the district will allocate about $1,000,000 toward mentor teacher stipends, which support teachers in their first and second years.
- Presidential (program) ambassador stipend: the presenter described a two‑part payment — a $500 base sign‑on payment plus $100 per educator supported, up to 10 educators (for a maximum of $1,500) — with a reduction from a prior per‑educator rate that had been grant‑funded.
- Micro‑credential stipend: the district will resume a stipend that pays $500 for completion of three micro‑credentials, a program that had been paused after a grant sunset.
- Other targeted stipends and eligibility updates: changes for district student culture coordinators (one per district), IT and facilities certification lists with stipends (example listed at $5,000 for high‑level IT certifications), and a tweak to dual‑teaching pay to avoid “double dipping” when one teacher covers the same course in multiple capacities.

Speaker 3 said some stipends had been funded through grants that ended (for example, a TSL grant that had paid the hypercredential ambassador stipend was terminated in February). The presentation noted some programs were one‑year grants that have ended and will be removed from the manual. “If it is a grant funded program, we let them know,” Speaker 3 said.

Board process: after the presentation, the presiding official asked for a motion to consider the item; the record shows a motion was made, Speaker 3 seconded, members responded “aye,” and the motion passed. The transcript records the passage as “Motion passed,” with no roll‑call vote text or member names recorded in the transcript excerpt.

The presenter emphasized that the compensation manual is an annual document and that items may change year to year depending on budget impact; she also said budget officers can place reasonable caps (for example, on number of mentor teachers funded) to control costs at individual campuses.

Implementation details such as precise budget line items and how many stipends each campus will fund were not specified in the public portion of the transcript. The presenter said detailed, tracked‑change contract documents are available but the excerpt did not include those documents.

The vote concluded the substantive business on compensation updates; the meeting then moved to adjournment.

Less critical details and next steps: the district plans to publish the updated manual, have staff acknowledge receipt, and incorporate the changes into campus budgets for the coming year. Exact effective dates for each stipend or whether some changes require further board action were not specified in the transcript.