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Independent review finds East Baton Rouge teacher pay ranges compressed; recommends overhaul and percentage‑based steps
Summary
A consultant team reported the district’s teacher pay scale is highly compressed, contributing to near‑23% annual attrition. The report recommended redesigning pay ranges, using percentage‑based steps and installing incentives to retain experienced teachers; board members backed a broader salary study.
SSA Consulting presented an analysis of East Baton Rouge Parish teacher compensation that found severe pay compression, low long‑term wage growth and attrition rates above national benchmarks.
The SSA presenter (identified in materials as SSA Consulting) told the board the district’s average attrition for employees on the TE/TI pay scales is “nearly 23 percent” annually and that newly hired employees show nearly 68 percent attrition within five years. SSA reported the district’s current step structure increases a 9‑month teacher’s pay by $225 per step; that amount represents roughly a 0.5% increase at the start of the scale and shrinks as a percentage further along the scale.
The presenter said the net effect is pay growth of about 9% across the scale for teachers with a bachelor’s credential over the full range, far below statewide and regional norms. SSA recommended: redesigning pay ranges to provide meaningful compensation growth; shifting step increases from fixed dollar amounts to percentage increases so raises compound; reducing the total number of distinct pay scales; adding targeted incentives for educational attainment; and instituting an annual, formal wage review tied to cost‑of‑living or standardized indexes.
Board reaction and next steps: Board members described the findings as stark and urged action. Board member Russ said inflation has eroded the value of the $225 step and said the district must “get aggressive” about retention. Vice President Godet and other board members said a larger, district‑wide study should follow; one board member said an RFP for a full salary review was planned.
No formal vote was taken on the SSA analysis at the meeting. Staff and board leaders said they will pursue a broader compensation review and policy work to align salary schedules with competitive markets.
