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Superintendent proposes 3% market salary increase; division compares to regional peers
Summary
Staff proposed a 3% general salary increase effective July 1, 2025 and targeted additional increases for special education teaching assistants and transportation assistants; trustees discussed regional competitiveness, including Charlottesville proposals.
Albemarle County Public Schools staff recommended a 3% general salary increase for all employees beginning July 1, 2025, with an additional 4.5% adjustment for special education teaching assistants and transportation assistants, as part of the FY26 draft funding request.
Bridal Downs, director of employee services and human resources, and Kumazawa presented benchmarking data showing ACPS has historically targeted the 60th percentile of a 15-division adopted market. Downs said the division generally outperformed the market across much of the teacher pay scale but noted that Charlottesville City Schools’ proposed compensation (reported in local coverage) would exceed ACPS across the pay scale and widen the gap at higher steps; staff said Charlottesville’s proposal was reported as a 5.5% increase and included step-scale changes.
Staff cited Bureau of Labor Statistics reporting and local peer proposals as context for the recommendation. The net estimated cost to ACPS of the 3% increase (including the state-funded portion) was presented as roughly $5,400,000; the state-funded share was estimated at about $1,100,000. Downs emphasized that collective bargaining requests from the Albemarle Education Association could affect FY27 rather than FY26 outcomes.
Board members asked how the division’s market position had changed over time and whether the proposed increases apply to classified staff as well as teachers. Staff said classified‑staff increases nationally appear closer to 3% while some localities have proposed larger teacher increases. Trustees also asked about potential alternatives to the compensation recommendation; staff noted a 1% change in the compensation percentage equates to roughly $1.6 million in budget impact.
Trustees discussed whether to reduce the market compensation proposal as one lever to close the funding gap; staff explained the state provides a prorated reimbursement if a division provides at least a 1.5% increase.
No formal vote occurred on the compensation proposal at the March 6 session; trustees indicated the proposal remains part of the draft funding request under active discussion.
