Committee approves 2026–27 pay package, advances hourly step changes

A committee of the Waunakee Community School District voted to approve a package of pay changes for the 2026–27 school year that includes a systemwide 2.63% increase, targeted "catch up" adjustments for administrators and step‑schedule changes for hourly employees funded by the district’s operational referendum.

The committee’s staff member presenting the plan said the proposal applies a 2.63% increase across employee groups and first brings any administrator or admin‑support employee who is below the average pay of eight peer districts up to that average before applying the percentage increase. "Catch up pay reflects members of the admin and admin support group that are below average compared to our 8 peer districts," the staff member said.

Why it matters: the changes aim to improve retention and recruitment by bringing many positions to peer‑average pay levels and by using second‑year referendum dollars to accelerate raises for hourly workers. The presenter said the combined actions result in an overall district wage increase of 3.89% when catch‑up pay, step movement and system increases are included.

What was approved: the committee approved the group‑level pay steps for non‑represented employees and hourly employee groups and advanced the step removals and adjustments that staff detailed. The presenter said the referendum action in year one spent a little over $566,000 on hourly wages; the recommended adjustments for 2026–27 would use roughly $419,810 and leave about $14,125 unspent of the allocated funds.

Details and how it was calculated: staff described the teacher base increases (which are negotiated) and supplemental wages that include a $400-per-year experience value, up to $750 of redeemable points, and additional payments for advanced degrees or certifications. For teachers the staff member explained the district multiplies total teacher payroll by 2.63% and distributes the result equally across the group, producing an equal distribution figure mentioned in the presentation.

Committee members asked whether the district should target 100% or a higher percent of peer average for administrators. One committee member said aiming for about 104% where teachers already sit seemed reasonable if the budget allows. The presenter noted catch‑up pay currently involves nine individuals and that moving administrative/admin support to 104% would add about 14 individuals and roughly $57,000 beyond reaching 100% average.

Budget context: presenters and finance staff said they are using planning assumptions of 3% CPI and 2% for compensation systems; the most recent calculation used in the presentation was 2.63% CPI, providing a roughly $300,000 positive gap versus prior planning estimates that can buffer the 2026–27 budget.

Action and next steps: a committee member moved to approve the steps and actions for 2026–27 as presented; the motion was seconded and the committee voted in favor. The presenter noted teacher base wage actions would appear to the full board on Monday for separate action; the committee’s approval advanced non‑represented and hourly group changes for board consideration.

The committee did not discuss individual employment contracts in open session but the presenter offered a closed‑session option to review individual contract details if the board desires.