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Wauwatosa board approves teacher contract and a package of benefits and raises
Summary
The Wauwatosa School District board approved a negotiated teachers' settlement that yields an average pay increase of about 5.19% (2.63% CPI base plus supplemental adjustments), adopted health‑plan changes and several employee benefit updates, and approved operational staff raises — actions the district says align with referendum commitments and require ongoing budget oversight.
The Wauwatosa School District board on May 11 approved a collective‑bargaining settlement with the Wauwatosa Educators Association that includes a 2.63% base wage increase (the CPI cap) plus supplemental step and retention adjustments, producing an average teacher pay increase the district reported as about 5.19% for 2026–27. Board members recorded the motion and adopted the agreement by roll call vote.
Administrators said the agreement follows follow‑up negotiations after earlier board discussion and that district negotiators revised their proposal before the union membership ratified it. The administration described the 2.63% as the statutory maximum for base wage movement tied to CPI and said the supplemental increases are funded through referendum commitments; staff noted the cumulative referendum commitment for compensation is approximately $2.6 million (before benefits).
At the same meeting the board approved the district's 2026–27 employee health insurance benefits proposal and several benefit changes: a new voluntary app‑based wellness coach benefit (replacing a prior program), and a revised short‑term disability offering described as an improved benefit at no additional cost. Administrators said the health plan design will shift plan year timing and open enrollment details ahead of the July 1 coverage year.
Separately the board approved a 4% increase package for educational operational staff (non‑teacher employees, including hourly roles such as custodial, paraprofessionals and administrative assistants); presenters said the increases apply broadly and are intended to support recruitment and retention.
District leaders and board members repeatedly framed the measures as part of referendum commitments to pay staff more and to stabilize staffing, while also warning that the district must watch longer‑term budget impacts. One board member noted these early compensation commitments reduce future flexibility and urged continued fiscal monitoring. Administrators said some decisions about implementation timing and bookkeeping will be made in the budget process and finance committee meetings.
Next steps: administrators will present the final budget details at finance committee meetings and continue to include board oversight as the district integrates the contractual cost increases into multi‑year projections.
