Get Full Government Meeting Transcripts, Videos, & Alerts Forever!
Get email alerts on the Compensation topic
No spam. Unsubscribe anytime.
Board approves new compensation process to move pay toward 60th percentile and shorten study rotation
Summary
The board approved a new compensation process proposed by an internal committee to use the Big Rivers Conference as comparables, move pay midpoints toward the 60th percentile, provide a minimum 2% annual increase when affordable, and shift compensation studies to a three‑year rotation to reduce compression and improve retention.
After a months‑long committee process, the board approved a revised compensation process intended to make district pay more competitive and to reduce salary compression.
Human Resources presented the proposal, which recommends moving salary midpoints and ranges to the 60th percentile of comparable Big Rivers Conference districts (rather than the prior 50th percentile), shortening the compensation‑study rotation from four years to three, and ensuring a minimum 2% annual increase for employees performing at an acceptable level if finances permit. The plan also calls for grouping employee categories differently to sustain the revised rotation and to provide protections for longer‑tenured hourly employees so new hires do not start at the same pay step as incumbents.
Supporters said the approach is designed to improve recruitment and retention in a tight labor market and to address perceived compression issues that followed earlier compensation adjustments. The board discussed implementation timing and fiscal impact; the business office said, based on current parameters, the plan can fit within the proposed budget, while acknowledging final numbers depend on certified state aid and property valuations.
The board approved the compensation process proposal by voice vote. Administration said the new approach will be phased in over 2025–28, with certified staff scheduled for study next year and other groups staged to follow under the new rotation.
