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Resident questions Elkhorn per-pupil spending and teacher pay equity
Summary
A resident compared the district's reported per-pupil spending to neighboring districts and asked whether teacher pay differs by gender; district staff explained how the per-pupil figure is calculated and said the pay schedule is based on experience and credentials, not gender.
A resident raised questions about Elkhorn Area School District's per-pupil spending and teacher pay equity during public comment, prompting a staff explanation of how the district calculates per-pupil figures and how salary placement is determined.
"My name is Dennis Kalowska. I reside at 5531 Amos Road, Elkport," said Dennis Kalowska during public comment. He said the district's annual report showed per-pupil figures that appeared lower than neighboring districts and asked, "what are our students not getting compared to these other schools?" He cited reported figures for nearby districts: Fort Atkinson about $17,000 per pupil, Lake Geneva about $16,050, Delavan about $16,000, and Elkhorn about $13,000.
A district staff presenter responded that the annual report's per-pupil number "is our total revenues divided by the total head count of students." The presenter explained that Elkhorn operates with a higher student-to-staff ratio than some neighboring districts, which lowers the district's per-pupil spending; that the Career and College Academy operates with an average per-pupil cost around $7,000; and that the district's traditional brick-and-mortar average is closer to $12,000 per pupil. The presenter also said the district's online options program, serving "around 280, close to 300 students," operates at under $7,000 per pupil and that revenue from those programs helps subsidize traditional operations.
On pay equity, the presenter said, "we have a compensation schedule that is the same for male or female." The presenter explained that pay differences reflect years of experience and credential/licensure area and that the district recognizes prior years' service when placing employees on the salary schedule. The presenter noted that certain hard-to-fill positions, such as some CTE roles, may be accelerated on the salary schedule.
Catherine (Katie) Robertson, a parent and Department of Public Instruction employee, offered public praise for the district but did not raise new substantive items related to spending or pay.
There was no formal board action recorded in the transcript on per-pupil spending or compensation changes; the transcript records the resident's questions and staff answers.
