District unveils compensation proposal to raise certified staff base toward 61st percentile, initial cost estimated over $1.6 million

District staff presented an initial cost‑out for a revised certified staff compensation model and outlined how the change would be implemented and paid for.

The proposal migrates current certified staff pay to a new scale that targets the 61st percentile among comparables. Presenters said the base salary would move from around $43,000 to just over $50,000 and that the migration produces an initial cost of about $1,689,598 for certified staff alone. When schedule C stipends and updated substitute pay are included the total fiscal impact was reported as a little over $2 million relative to the district’s prior model.

Staff described the transition model as intended to reduce the prior four‑year rotation and move to an annualized increase program (a 2% ongoing annual increase once employees are migrated to the new scale). The presentation noted efforts to recognize years of prior service (up to 15 years for outside experience under the current proposal) and said the committee has considered compression effects and caps for schedule C stipends.

A board member asked about compression and sustainability; presenters said they included safeguards and would return with an updated cost‑out after staffing reduction decisions are finalized. The district also outlined a proposed $5,000 incentive for hard‑to‑fill positions tied to multi‑year commitments and repayment provisions if the hire leaves early.

Staff emphasized the numbers are preliminary and subject to revision. Trustees directed administrators to refine the cost‑out and provide an updated figure in the next board packet after personnel changes are known.