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York County presents licensed staff compensation review; division remains competitive on top steps
Summary
Human-resources staff reviewed starting salaries, regional comparisons and retention tactics for licensed (certified) staff; the board was told York County ranks highly on master's-plus and doctorate pay scales and continues recruiting and retention initiatives.
York County School Division leaders told the School Board on Jan. 13 that the division—s licensed (certified) staff pay scales remain competitive in the peninsula region and that the division continues active recruitment and retention efforts.
Chief Human Resources Officer Dr. Reitz presented the annual licensed-staff compensation review, outlining starting and maximum pay for bachelor—s, master—s and master—s+30 salary lanes and comparing York County to neighboring divisions including Newport News, Hampton, Williamsburg-James City County (WJCC), Gloucester and others.
Key takeaways: Reitz said licensed staff comprise over 60% of the division workforce. The division—s comparisons show York County ranks in the top three for many master—s+30 and doctorate steps; at some bachelor—s and mid-level steps York County is lower in the regional ranking. Reitz said about 76% of new hires were lateral moves from nearby divisions and that incoming teachers averaged roughly 7.1 years of experience.
Recruitment and retention tactics: Human-resources strategies include monthly pulse surveys, new-hire focus groups, mentor programs, a lead cohort, tuition reimbursement and a large job fair scheduled for Feb. 1 at Crafton Middle School. Reitz said starting-pay increases from last year have helped put the division on more competitive footing for recruiting.
Why it matters: Bowen and Reitz emphasized that compensation is a major driver of personnel costs and that pay scales interact with state-provided incentives, local funding capacity and benefits packages. The board asked for continued regional benchmarking and monitoring of lateral hires and vacancy patterns.
What—s next: Staff will continue regional salary comparisons, track lateral movement, run the Feb. 1 job fair and report back as the budget and compensation proposals are finalized for the superintendent—s FY 26 operating proposal.
