“I will say from general experience and observation that most districts interact with the certified and non-certified group independently,” he said, “but approach annual increases for all employees with an eye toward relative fairness and equity — keeping staff at similar standing in the regional market for like employee groups.”
Dan Rossmiller, executive director of the Wisconsin Association of School Boards, said that in general, “school boards try to be fair with all their different employee groups within the financial constraints under which they operate,” but that few tie raises for one employee group to raises for another.
“Rather, they look at things like available resources, the rate of inflation and where different employee groups are in the regional marketplace and try to be guided by a basic sense of fairness,” he said, although “school district employers are certainly aware that their internal employee groups are likely look(ing) to what other internal employee groups are offered as at least an initial indicator of fairness.”
Practices at districts around Madison varied.
Sun Prairie has generally awarded the same cost-of-living adjustment to its administrators as that provided to front-line workers, according to district spokesperson Patti Lux Mlsna.
The McFarland, DeForest, Middleton-Cross Plains, Verona and the Monona Grove school districts, however, do not have policies to award the same pay hikes to administrators as teachers, officials with those districts said.
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Under Madison’s proposed budget, employee wages make up about 55% of the operating budget.
Madison Superintendent Joe Gothard’s office did not respond to a request for comment for this story; neither did any school board members.
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Just last month, the Madison School Board voted to add another $1.2 million to a budget that was already $9 million beyond available revenue.
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