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Stafford MSD staff present proposed compensation manual updates, including admin adjustments and teacher starting salary
Summary
Human resources and finance staff on June 9 presented a draft compensation manual to the Stafford MSD board that proposes a $63,000 starting salary for certified teachers, a 4% general pay increase for non‑teacher/non‑administrator staff, administrator market adjustments and a multi‑year increase in employer insurance contribution.
Stafford Municipal School District human resources and finance staff presented a draft compensation manual and personnel budget projections at the June 9 board meeting and asked trustees to review the materials in advance of final action.
HR director Miss Delco and finance staff described a comprehensive compensation analysis that examined chiefs, directors, principals, associate and assistant principals and coordinators. The analysis recommended market adjustments for some director and chief positions and listed proposed percentage adjustments ranging from 0% up to 11% for specific administrator groups. Staff said final action on the compensation manual and administrator salary groups would be requested at the June 16 board meeting.
Other notable recommendations and clarifications presented to trustees:
- Teacher starting salary: staff recommended a FY26 starting salary of $63,000 for fully certified teachers; the presentation differentiated “uncertified” or apprenticeship pathways with lower starting pay until certification is achieved. - General pay increase (GPI): staff proposed a 4% general pay increase for non‑teacher, non‑administrator district positions for FY26; staff provided a district cost projection for the GPI and noted the budgetary impact would be presented by the CFO in forthcoming budget sessions. - Administrator adjustments: HR’s market analysis included position‑by‑position adjustments; staff showed median comparisons and proposed market adjustments for critical administrative positions. - Special stipends and critical shortage pay: staff proposed increases to stipends for critical shortage areas such as special education, bilingual/ESL, RLA, and speech pathology to improve recruitment and retention. A robotics stipend (currently grant‑funded) was discussed and staff agreed to report back on grant terms and whether the stipend can be altered if necessary. - Substitute and paraprofessional pay: recommended increases to substitute daily rates and to paraprofessional hourly pay were included in the draft manual. - Medical insurance employer contribution: staff proposed a stepped increase to the district contribution (present contribution cited as $225 monthly) with a multi‑year plan to raise employer contribution to encourage employee enrollment and reduce out‑of‑pocket premiums for employees.
The HR presentation included requested clarifications on experience credit, retire‑and‑rehire surcharges for TRS retirees, definitions for half‑time and full‑time service, and procedures for new hires to submit official service records for retroactive pay adjustments. Staff indicated they would accept board‑member questions by email and incorporate answers before the June 16 vote. Trustees did not take final action at the June 9 meeting but scheduled the final vote for June 16 so the board could receive additional budget and legal detail.
