Olathe outlines classified staff pay, PTO and engagement steps after multi‑year raises
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Summary
Human resources and classified staff leaders told the board about multi‑year pay enhancements, a new paid time off structure for non‑vacation‑eligible employees, benefits eligibility and new engagement forums including roundtables, steering committees and an open classified employee council.
Executive director of human resources Justin Howe and Michelle Morse, director overseeing classified programs, presented changes to classified employee pay and supports and described next steps for staff engagement.
The board learned the district implemented paid time off (PTO) for non‑vacation‑eligible classified employees this year; PTO is used first and unused PTO rolls into accumulated sick leave at year end, presenters said. Michelle Morse described historical leave buckets (sick, limited personal days) and said PTO gives staff greater flexibility.
Morse summarized multi‑year pay enhancements that district managers have enacted since 2021 in addition to annual board‑approved raises. Examples provided included increases to starting wages for paraprofessionals and food service staff in 2021–22, and subsequent longevity and targeted increases for roles such as secretarial assistants, therapeutic paraprofessionals, custodians, maintenance and interpreters. Morse said all classified staffing groups have received pay enhancements since 2021 and the district has preserved other benefits including health insurance for employees working 30 hours per week.
Morse reported the district hired 178 new classified employees between June 1 and Aug. 26 (with additional hires since then) across offices, custodial/maintenance, food service, instructional support and paras. To improve communication and representation, the district will require building‑level classified meetings, reimburse staff for time when those meetings fall outside schedules, continue voluntary classified roundtables (paid when attended), expand the classified employee council to all classified staff and create smaller steering committees for custodial and paraprofessional groups to advise directors.
Morse also described leave protections: bereavement leave separate from other leave buckets, a sick leave bank that employees may join after one year (donating one day), and a process for drawing from that bank for extraordinary medical events. She said the maximum award from the bank is 90 days and awarded days are repaid at three days per year until made whole.
Board members thanked Morse and Howe and encouraged classified staff to participate in the district—s new engagement opportunities. No new board action was requested at the meeting; presenters asked classified staff to use the roundtables, steering committees and the now‑open classified employee council so the district can gather feedback and consider further policy changes.
