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Washington County schools detail multi-year pay and benefits increases to boost recruiting and retention
Summary
At a June meeting, Dr. Perrigan reviewed recent pay-scale increases, new and expanded benefits — including a dependent-care match, expanded HSA participation and a supplemental retirement option — which district leaders say aim to improve recruitment and retention.
Dr. Perrigan presented an overview of recent pay-scale increases and new employee benefits at the Washington County School Board meeting, saying the changes were part of a multi-year push to recruit and retain staff.
The presentation said teacher pay steps have seen faster increases in the past 25 months than in the previous 13 years combined. Dr. Perrigan said beginning teacher pay has risen by more than $10,000 and that mid-career steps (step 5 and step 10) have increased by about $8,000–$9,000. He said the board’s goal was “recruiting and retaining the best employees that we possibly can.”
The district also highlighted several benefits introduced or expanded in the last year: a dependent-care benefit that matches employee contributions (employees may contribute up to $2,400 and the district will match up to $2,400); an HSA option for employees who select a high-deductible health plan (participation reportedly rose from about 35 to about 183 employees in one year); fully subsidized life insurance through VRS; supplemental insurance options (cancer, critical illness, accident, med-flight); and a supplemental retirement plan the presenter said is unique in the Commonwealth for the way it is offered.
Dr. Perrigan said the district offers multiple retirement and savings options for bus drivers (a 403(b) match and a VRS option added this year) and that pay and benefits apply across employee groups — not only teachers but also bus drivers, cafeteria workers, teacher aides and nurses. He added the district did not recommend an increase to employee health-insurance costs this year.
The presentation also listed new stipends for additional responsibilities (literacy certification, special-education lead roles, extended contracts for some CTE teachers) and a one-time 3% pay adjustment at step 21 for many teachers. The teacher salary scale now begins at more than $50,000 at step 0, the district said.
Board members discussed ongoing review of the health-insurance program. Board members who serve on the benefits-review committee said they continue to evaluate marketplace options and the health-insurance reserve before deciding whether to increase the district contribution to HSAs for spouses or family plans.
Dr. Perrigan said some benefit proposals remain under consideration and will return to the board for further review as details are finalized.
