RISD trustees review two 2026–27 pay models and rising insurance costs; early consensus leans toward option A

District administrators presented two compensation proposals for 2026–27, a multiyear general‑fund forecast and updated TRS/ActiveCare insurance rates. Superintendent and HR leadership described Option A (teacher‑type increases of $1,000 for 1–10 years and $2,000 for 11+ years with a $63,500 certified start in one scenario) and Option B (larger tiered amounts of $1,500 and $3,000 with a higher starting salary projection). Officials warned that a sizable pay package would add recurring costs to future budgets: a 1% raise was projected at roughly $3.6M, 2% at $7.2M and 3% at $10.8M in district costs.

"As with everything that we do, even our conversations regarding compensation really have to align with our North Star goal," said Dr. Goodson as he outlined the options and comparisons with neighboring districts. Staff also reported insurance premium increases (example: an employee‑only plan increase of about $58 per month, roughly a 23% rise for a commonly used plan) and modeled the fiscal effect of raising the district contribution. Trustees questioned use of the permanent school fund and the teacher retention allotment (the district reported receiving roughly $10M in that allotment) and, after extended discussion of budget risk and competitiveness, several trustees expressed support for the fiscally more conservative Option A as a balance of competitiveness and maintaining fund balance.