Get Full Government Meeting Transcripts, Videos, & Alerts Forever!
Get email alerts on the District Budget topic
No spam. Unsubscribe anytime.
Newton County Schools CFO outlines FY2026 budget timeline, flags compensation gaps
Summary
CFO Erica Robinson told the Newton County Schools Board on March 18 that the district is in phase 3 of FY2026 budget development, highlighted a $51,312 starting teacher salary, and said compensation lags across multiple job families, with paraprofessionals, nutrition staff and custodians notably undercompensated.
Miss Erica Robinson, chief financial officer of Newton County Schools, told the Board of Education on March 18 that the district is in phase 3 of the FY2026 budget-development process and expects to present a tentative budget to the board next month.
The district will publish the required budget advertisement in the Covington News, hold two public budget hearings in May 2025 and then adopt a final FY2026 budget later that month, Robinson said. "As of today, we are in phase 3 of the budget development process," she said.
Why it matters: the presentation frames staffing and compensation as central budget priorities heading into the next fiscal year. Robinson said the board will have an opportunity to examine the district’s personnel structure and requested personnel enhancements before the superintendent submits a final recommendation.
Robinson summarized the district’s classification and compensation study and gave specific findings the study produced. She said a starting teacher salary in Newton County of $51,312 is "moderately competitive" against nearby districts, but pay becomes progressively less competitive as teachers move through a career. "By the time a teacher has reached the 10‑year threshold all the way through retirement years, [pay] ranks among the least competitive compared to other districts," she said.
The study, Robinson said, showed similar patterns among other job families. "Most glaringly," she said, paraprofessionals, school nutrition specialists and custodians are paid well below comparable districts at every career stage. She urged regular, focused reviews of compensation to keep pace with local competitors.
Robinson described the district’s budget process steps: planning meetings with divisions and principals; enrollment projections and personnel allotments used to guide proposals; a rigorous internal review of divisional budgets; compilation of a preliminary budget and production of budget notebooks for board review; presentation of a tentative budget; required public notice; public hearings; and final adoption. Robinson also said revenue projections, legislative changes and district priorities will continue to shape the plan.
Superintendent Dr. Bradley and the board did not undertake extended questioning during the meeting; Robinson closed by noting staff would remain available to answer follow‑up questions. "As we progress through the budget process, our focus remains on transparency, accountability, and ensuring that our financial decisions align with the needs of our students, staff, and community," she said.
Looking ahead: the district plans to present the FY2026 tentative budget at the board’s next meeting, incorporate board input, and follow the statutorily required public‑notice and hearing steps in May 2025 before final adoption.
