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Petersburg staff outline $2.88M classification and compensation plan and $60K starting teacher target
Summary
HR and consultants proposed a new teacher/unified/administrative pay structure to improve recruitment and retention, with a target starting teacher salary of $60,000 and an estimated implementation cost of about $2.88M; officials said the plan embeds degree supplements and step increases tied to years in classification.
Petersburg City Public Schools staff presented details of a classification and compensation proposal the school administration says is intended to make pay scales transparent, equitable and competitive.
Dr. Lane, leading the HR portion of the presentation, walked board members through proposed teacher, unified (support staff) and administrative salary scales. The proposal would group jobs with similar requirements into the same salary grades, provide step increases based on years of service in a given classification, and embed existing supplements (for master’s and doctorate levels) into the new scales.
"Our goal is to get our teacher salaries at $60,000," Dr. Lane said, describing a new starting salary target that staff said would make the division competitive in the Richmond metro region. Staff estimated the average pay increase under the plan would be about 6.8%, with a guaranteed minimum increase of 3% for employees in implementation years.
The administration presented examples of how positions now classified under several different titles (for instance, instructional assistant variants or multiple food-service classifications) would be streamlined into consistent job titles and career paths. Staff said that clearer salary grades and placement guides would also support position control and more accurate budgeting when staff costs are projected.
Implementation cost was presented as approximately $2.88 million. Board members asked how that would be phased and how the plan interacts with recruitment strategies for teachers; staff said the classification/compensation change is one of several strategies to attract and retain licensed teachers, in addition to targeted recruitment efforts and hiring bonuses used in prior cycles.
Next steps: staff will provide implementation details, the cost phasing and how the new scales would be displayed in the FY27 materials provided to the city and the public.
