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Board considers adding pay step to retain educational interpreters
Summary
District staff proposed adding a fourth pay level for certified educational interpreters to improve retention and reduce costly contract interpreters; the board expressed support and asked questions about staffing levels and recruitment capacity.
Human resources and special education staff asked the board July 14 to approve adding a fourth compensation level for certified educational interpreters to support retention of staff with 10 or more years of district service.
Mike Frias, executive director of human resources, and Jackie Hauser, director of special education, told the board the district currently employs 10 educational interpreters and sometimes must contract out when positions are vacant; contract interpreter costs have been high. They said the credential is offered at a small number of providers in Wisconsin (NWTC was cited) and the supply of credentialed interpreters statewide is limited.
Hauser said several district interpreters have long tenures and that a new step for staff at 10 years and beyond would be a “meaningful step” to support retention and reduce reliance on high‑cost contractors. Board members asked about unfilled interpreter positions; Hauser said the district had two interpreter vacancies and had been contracting for coverage. Trustees also asked whether the district could recruit from local ASL programs; Hauser said the district offers ASL classes and the NWTC pipeline helps but does not produce enough credentialed candidates to meet demand.
No formal vote was taken July 14; board members expressed that the proposed retention step sounded appropriate and necessary to ensure services for deaf and hard‑of‑hearing students. Staff said they would bring a formal compensation‑schedule change for board approval.
