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Board approves 2025–26 compensation package: 3% salary increase, $3,000 classroom funds, hourly raises and schedule changes for paraprofessionals
Summary
The governing board approved the compensation committee's recommendations for the 2025–26 school year, including a 3% increase for exempt staff, a $3,000 increase to teacher 301 classroom site funds, a 50-cent hourly raise for nonexempt staff, and longer work days for some special-education paraprofessionals.
The Yuma Elementary School District 1 governing board approved a multi-part compensation package for the 2025–26 school year that district leaders and employee representatives said was the product of a long-running compensation committee process.
The board voted to adopt the administrative recommendation presented by the compensation committee and staff. Key elements include a 3% salary increase for exempt employees (teachers, administrators and licensed professionals), a $3,000 increase to the per-teacher 301 classroom-site fund paid through the pay cycle, a 50¢ per hour increase for hourly employees (with mandated minimum-wage-driven adjustments phased as required), and changes to Exceptional Student Services paraprofessional schedules that increase certain ESS paraprofessionals’ workday from 6.5 to 7 hours.
Lucian Munoz, executive director of human resources, and Chief Financial Officer Keith Ponder joined committee members to present the package. Committee representatives explained the rationale at the meeting: "The $3,000 increase would be applied to the base 301 funds, so that the teachers can see this increase paid in conjunction with the biweekly pay," said Christopher Franey, a committee representative and math teacher at Woodard Junior High. Ashley Fox, an elementary principal and committee member, said of the ESS schedule change: "We believe this additional time will enhance student support while also improving working conditions for our paraprofessionals."
Committee members also recommended reclassifying the cafeteria baker position to a higher pay range to reflect additional responsibilities and to attract applicants, and budgeting for insurance contribution adjustments. District staff told the board the recommendations were budgeted across multiple funding sources and described the approach as conservative and intended to be sustainable.
Board members thanked committee representatives for the collaborative process. After discussion, a motion to approve the compensation recommendation was made and adopted by the board.
Ending: District staff said they will implement the changes for the 2025–26 school year and continue to monitor labor-market conditions and budget impacts as part of ongoing financial planning.
