Board approves new support-staff pay framework, adopts 61st-percentile scale with $1 minimum increase

The Chippewa Falls Area Unified School District board voted to adopt a compensation package for classified (support) staff that moves many pay grades toward the 61st percentile of comparable districts and guarantees a minimum $1-per-hour increase for affected staff.

The decision, made after a presentation by HR lead Miss Stark and a recommendation from Superintendent Holmes, was approved by roll-call vote after the board debated four options: the 61st-percentile scale with a 40¢ minimum, the 61st-percentile scale with a $1 minimum, a flat 9% across-the-board increase, and a step movement plus 9% option. Superintendent Holmes said the 61st-percentile approach with a $1 floor "is one that I do believe the district can absorb" and recommended administration revisit scale structure districtwide.

Why it matters: Support staff — custodians, clerical staff, educational assistants, food-service workers and others — account for hundreds of positions central to day-to-day operations. Presenters warned that raising the bottom of the scale creates "compression," reducing the pay gap between new hires and long-tenured employees, and showed examples (custodial minimum rising from $15.34 to about $19.54 under the 61st-percentile scenario) to explain the tradeoffs.

What the board approved: The motion adopted language sending the selected package forward, including the 61st-percentile movement, a guaranteed $1-per-hour minimum increase for eligible staff, updated handbook language tied to the compensation package, and direction for administration to review scales for all employee groups.

Board debate and costs: Board members discussed budget tradeoffs and the local referendum that expanded capacity. Administrative staff said the package could be absorbed by savings and planned budget adjustments; an administrative estimate compared options, noting the most expensive choice (step movement + 9%) would increase personnel costs more than the chosen option. The presentation also noted targeted green items such as a proposed sick-leave payout ($50 per day above an employee’s maximum accrual) and added longevity (a 5% supplement at 25 years of service) for staff who qualify.

Public comment and staff reaction: A public commenter who identified herself as Miss Inillo urged the board to "give us a fair and respectable wage," saying prior promises felt like "smoke and mirrors" and that some staff would see only marginal increases. Members acknowledged that not all requests could be met immediately and emphasized a continuing review process.

Vote: The board recorded a roll call on the motion. The clerk read votes as recorded in the meeting minutes; the motion carried.

Next steps: Administration will implement the approved pay schedule with the stated start dates (July 1 for 12‑month staff; fall start dates for school-year employees as appropriate), adjust handbook language where required, and return to the board with further recommendations on scale structure and long-term compensation strategy.