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Chino Valley Unified board approves $10‑per‑day increase for substitute teachers; study on pay impact requested
Summary
The board approved a $10 per day increase to substitute pay for 2025–26 to remain competitive, and directors asked staff to study whether higher pay would significantly reduce unfilled positions and lost instructional time.
The Chino Valley Unified District Board voted June 16 to raise substitute‑teacher pay by $10 per day for the 2025–26 school year as an interim measure while staff studies the financial and operational impact of larger increases.
District staff proposed the raise to help the district remain competitive with neighboring districts and to reduce chronic shortages of substitutes. The motion to approve the substitute pay increase carried by voice vote.
Why it matters: administrators said chronic unfilled substitute positions create instructional disruptions and extra workload for teachers and principals. Board members and staff asked for a cost‑impact study to determine whether paying substitutes closer to entry‑level teacher wages would materially increase fill rates and reduce instructional loss.
Details: under the approved changes, daily substitute rates will rise by $10 for most categories; long‑term, nurse, and retiree rates were also adjusted in the proposed schedule. Staff noted that with training, a substitue day would equate to roughly $14.50 an hour under the new rates and that the district’s starting wage for entry staff is near that level.
Board discussion included a request to quantify how many unfilled positions exist and what it would cost to increase substitute pay to higher thresholds (for example, parity with neighboring districts that pay up to $200 per day). One board member recommended commissioning a district‑level study to model the tradeoffs before adopting larger increases.
The nut graf: the board approved a modest immediate pay increase to improve recruiter competitiveness while directing staff to analyze the budgetary trade‑offs of more substantial raises.
Next steps: staff will prepare an analysis of current unfilled substitute positions, average filled rates, and the projected cost of alternative pay scales for the board’s consideration.
