Campbell County trustees approve multi‑million-dollar pay package for district staff

The Campbell County School District #1 Board of Trustees voted unanimously to approve a multi-part salary and benefits package presented by Superintendent Dr. Alex Ayers that raises base pay, increases step amounts and makes several benefits changes for the 2025–26 fiscal year.

The package includes a $3,500 across-the-board base increase for certified staff, a proposal to increase experience steps to $1,200 (up from $1,100), a 3% “top‑out” stipend for staff already at the top of the schedule, and several other schedule adjustments that the administration said are meant to improve recruitment and retention. The administration also recommended a 4.5% increase in medical insurance premiums effective Sept. 1 and a district‑funded dual‑employment health incentive—$200 per month for a spouse who is also employed by the district—to encourage couples to consolidate coverage.

Why it matters: District leaders said the package is meant to reduce turnover and make the district more competitive in the region, especially for teachers. Superintendent Alex Ayers said the administration’s estimate of the initial cost is roughly “one time, 11 and a half million,” and he reported ongoing general‑fund costs that the district will carry forward; trustees and staff discussed the tension between a large first‑year investment and the limits of ongoing revenue.

Most important facts - Superintendent Alex Ayers presented the administration’s recommendations and cost estimates, including the $3,500 base increase and the $1,200 step structure. - Ayers told trustees the administration estimated a one‑time cost of approximately $11.5 million for the first year. He also provided an ongoing general‑fund cost estimate linked to the adopted changes. - The board approved the package after an amendment to raise administrative pay to the same percentage increase as other employee groups; the amendment passed and was included in the final motion. - The board’s action came after extended public and board discussion addressing tradeoffs, investment income, the state funding model (external cost adjustment) and risk around future state recalibration of K–12 funding.

Details and supporting points Trustees and staff discussed specific budget mechanics during the meeting. Human resources and benefits staff summarized proposed premium changes and the district’s retention incentives. Melanie (staff presenter) said the district retained a 4% wellness discount thanks to sufficient staff and spouse participation in the wellness blood draw, which the administration estimated would save “over $900,000” to the district and employees. The administration also explained how dual‑employment consolidation could reduce district premium costs: an example presented showed district costs for a family plan and the potential savings if two employees share one plan.

Board members asked for clarification about where the new money would come from and about the long‑term affordability of the package. Ayers described projected state funding changes — an external cost adjustment— and investment income that the administration expects to use to support part of the plan. Finance staff indicated the district will present a preliminary budget reflecting these changes and continue monitoring recalibration and audit results.

Board action The trustees moved and seconded the administration’s salary and benefits proposal (the motion text was to approve the salary and benefits recommendations presented by administration, including the base and step changes, top‑out stipend and related benefit adjustments). After an amendment to make administrative increases match other staff increases, the amended motion passed and the final motion was approved on a unanimous voice vote.

What they said (selection of quotes) - Superintendent Alex Ayers: "one time, 11 and a half million." (presentation of first‑year cost estimate) - Melanie (staff member): "We will retain our 4% wellness discount. This results in a total savings of over $900,000 to our district and our employees." (on wellness incentive) - Trustee Mark Christensen (on budget caution): "I'm a little bit nervous about going twice as high when we're gonna have $6,000,000 in increase and $12 [million] in cost." (expressing fiscal caution during debate)

Next steps and implementation - Administration will reflect the approved changes in the district’s preliminary budget and present detailed line‑item impacts at the next budget meeting. Trustees said the district will watch recalibration at the state level and the auditors’ report later in the year; staff noted one‑time or short‑term payments might be preferable to permanent commitments if state funding proves temporary.

Ending Trustees and administrators framed the action as an attempt to improve pay and retention after several years of constrained budgets. Board members and staff said they plan to monitor funding and recalibrate if state funding assumptions change.