Board ratifies teacher contract; approves stipends, raises and retention incentives for 2025–26

The Gardner‑Edgerton USD 231 Board of Education approved a negotiated contract with the district teachers’ union and multiple compensation measures for the 2025–26 school year.

The board accepted a contract negotiated with the Gardner‑Edgerton National Education Association that, as presented, provides one vertical step on the certified salary schedule for returning certified staff and one horizontal step on the 2025–26 supplemental salary schedule for staff returning to the same supplemental assignment.

Context: staff and board leaders said the negotiation concluded May 5 and that the contract ratification vote by teachers was strong. According to the transcript, 377 certified staff participated in the vote and 359 voted yes (more than 95% approval).

Additional compensation measures approved - Special education hard‑to‑fill stipends: $750 for paraeducators and $1,000 for certified special‑education staff for 2025–26. Eligibility requires employment as of August 2025 and continuous employment through the 2025–26 school year; stipends will be prorated for part‑time FTE and for early separations.

- Classified advanced tech center and technology department increases: a base‑hour/hourly or annual increase was approved with 5.25% for employees physically employed on or before December 2024 and 3.75% for those employed between Jan. 1 and June 30, 2025; increases effective July 1, 2025.

- Administrative salaries: returning non‑cabinet administrators will receive a 5% increase above their 2024–25 base; cabinet‑level administrators will receive a 4.75% increase above the 2024–25 base.

- Retention incentive: a one‑time $750 retention incentive for eligible employees employed on June 30, 2025, and continuously employed through the 2025–26 school year; payout scheduled for January 2026 and prorated for early terminations.

Board action and vote The board moved through each listed action on the consent/ action agenda and recorded unanimous approvals in the transcript for the contract ratification and the listed compensation measures. District leaders thanked negotiating teams and cited the contract as an example of partnership with staff.

What the district emphasized Superintendent Brian Hough and other leaders praised the negotiation process and highlighted the high ratification rate by teachers. The district said the compensation decisions are intended to retain staff, address hard‑to‑fill positions and align administrator and classified pay with district goals; payment mechanics (prorations and effective dates) were read into the record.

Implementation steps Staff were authorized to implement the approved salary schedule changes, process stipends and retention incentives through payroll according to the timelines presented, and to return to the board as required for any additional personnel actions.

Limits and conditions noted All stipend and incentive payments were presented with eligibility conditions and proration rules; the district specified effective dates (generally July 1, 2025 for base increases; January 2026 for retention incentive payout).