Board reviews FY26 pay concepts: HR proposes COLA plus smoothing; board asks finance for cost scenarios

City Schools of Decatur human resources staff presented multiple FY26 compensation concepts on Jan. 14 that would combine a cost-of-living adjustment with scale smoothing for teacher step increases and targeted adjustments for non-teaching roles.

Adena Walker, Chief of Human Resources, told the board the district—s stated goal is to place City Schools of Decatur in the top quartile of comparable metro Atlanta districts for total teacher compensation by FY28. Walker summarized four concepts: two use a 3% COLA (concepts labeled 3a and 3b in the district—s materials) and two use a 4% COLA (4a and 4b). Each pair differs on whether the district applies a smaller per-step smoothing (3a/4a) or a larger per-step smoothing that raises the base and increases the dollar-per-step increments (3b/4b). Walker said concept 3a would increase teacher entry salary to about $59,431 and cost roughly $1.3 million; concept 3b would smooth steps more aggressively and cost about $2.2 million. Concept 4a raised entry pay to about $60,000 at an estimated $1.6 million and 4b to roughly $2.5 million.

Walker explained the district is also proposing targeted level-sets for non-teaching staff categories that did not receive adjustments last year. Examples included paraprofessionals (a proposal to raise base hourly pay to $18), nurses (a proposed 7% level set), and other specialist/coordinator categories. Walker provided cost estimates for those targeted moves and for modest annual supplements for some adapted-special-education positions.

Board members pressed staff on affordability and sustainability. Several members noted the difference between a COLA (which other districts are likely to provide and will therefore not change comparative rankings) and a separate rank-raising "rate" on top of the COLA. One board member said a 3% COLA is a reasonable assumption while others asked staff to model the multi-year budget impact of the larger step smoothing (the 4b-style options) because the annual funds required would grow as long-tenured teachers progress through a new, larger-step scale.

Chief Financial Officer Dr. Lonita Broom told the board finance would price each option and present two draft budgets: a base budget and a budget incorporating the more aggressive options so the board could compare sustainability and year-to-year increases.

Ending: The board signaled more appetite for the moderate smoothing option (4a) but asked HR and finance to provide detailed, multi-year budget projections showing the ongoing cost of each concept and the effect of different COLA assumptions before the board makes a final FY26 decision.