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Consultant urges higher model pay for superintendents, principals and classified staff as districts report hiring pressure
Summary
Dr. Chris Stoddard presented comparative wage analysis for nonteacher positions, recommending sizeable increases to bring model pay in line with similar Wyoming occupations and district practices. Superintendents and business managers at the hearing described local insurance and hiring dynamics that affect their budgets and recruitment.
Dr. Chris Stoddard told the Select Committee on School Finance that recommended adjustments to the funding model should extend beyond classroom teachers to administrators and classified staff.
Stoddard presented single‑year comparisons showing superintendents’ average pay in 2024–25 at about $157,000 — above current model levels — and recommended aligning superintendent pay with comparable chief‑executive occupations in Wyoming. He also recommended raising model salaries for central‑office administrators and principals to reflect market wages, noting that district practices vary: some districts hire more lower‑paid administrative FTE while others reduce FTE and pay higher averages.
Why it matters: Stoddard said administrative and classified salaries affect districts’ ability to recruit business managers, principals and technical staff. He highlighted wide dispersion of superintendent pay in neighboring states (Colorado’s average superintendent pay was cited near $158,600, with large districts paying substantially more) and suggested Wyoming consider size‑sensitive adjustments rather than a single statewide superintendent salary.
District testimony: Sally Wells, business manager for Carbon County School District No. 2, told the committee she analyzed options and found the state health plan would cost Carbon about $2.5 million more than the district’s current plan, because of participation and retiree‑cost rules. “The state insurance plan would cost Carbon $2,500,000 more than what we currently pay for our premiums,” Wells said, explaining why some districts do not move to the state plan even though the model ties ECA/insurance assumptions to state premium amounts.
Classified staff and aides: Stoddard reviewed occupations such as school computer technicians, supervisory aides, secretarial/clerical roles and custodial/maintenance roles, recommending days‑of‑work adjustments for positions that are not full‑year and model salaries closer to Wyoming occupational averages. He also showed turnover rates for aides and O&M staff that have risen since the pandemic, adding pressure to hiring and retention.
What the committee heard: Superintendents and business managers described tight applicant pools, shifting insurance costs and local strategies (some districts subsidize housing for recruitment). Several speakers said they used ECA and other funds to raise base pay and cover premiums but remain concerned about long‑term pipeline and competition from noneducational employers.
Next steps: The committee did not adopt formal changes at the meeting. The testimony suggests future recalibration work should treat administrative and classified pay explicitly and consider district‑level differences in insurance participation and housing costs.
