001Well, Miss Kelly will join us once she get finished once she gather her food, but so that we can take advantage of time. We're going to go ahead and get started. Uh, Mr. Anderson is running just a little bit behind. >> Okay. >> And we are going to get started. So, welcome to our work session tonight. >> Okay. Thank you, uh, Mr. Vice President. Um, this evening we are bringing to you and um, Dr. Hunter and I'm Mr. Mr. Elmore going to participate on Dr. Hunter and Mr. Elmore going to present um a our thoughts on the district's thoughts on pay increases. We will be bringing and ratifying hopefully the teachers contract tonight. We took that previously presented at the last board meeting. So, what we're bringing now are the classified employees, administrators, employees, schoolboard
002member, uh, pay increases, uh, for the board to hear, and we'll welcome any questions, um, that that you all have. Our hope and goal would obviously to be to get your feedback now and between the next board meeting and um, hopefully bring a proposal in December. So, with that, I'll turn it over to Dr. Hunter. >> Thank you, Dr. Young. Mr. Vice President, members of the board, excited to be with you tonight to discuss the uh classified staff, administrators, and the board members proposed pay increase. In your package, you'll find that the 202526 classified staff and district administration pay increase overview. Uh the rationale for this is that the district administrators and classified staff play vital roles in ensuring the effective operation, the success and continuous improvement of the metropolitan school district of Pike Township.
003District administrators provide leadership and instructional improvement, policy implementation, and strategic planning. While classified staff deliver essential services that support school operations, student learning in a safe, efficient educational environment. Although not part of the collective bargaining unit, both groups are uh instrumental in maintaining compliance, supporting staff and students and advancing the district's mission and priorities. Providing the same average salary increase gratitude to PCTA members proposed members pres supports the following all employee groups. Recognition of district administrators and classified staff continued commitment and performance. Retention and stability within both leader leadership and operational support roles, alignment with the district's comprehensive compensation strategy for the 2526 school year. The recommended base salary raises uh for classified staff administrators will be a 3.36 increase for classified staff will be the proposal as well as a 3.36 increase for administrators.
004The next page you'll find is a copy of that proposal with the 3.36% increase for instructional assistance that will range from zero years of experience from $225 down to 20 years $24 starting and 44. The same if we look at the bus drivers. The next slide in your packet. The starting salary after the 3.36 raise would go from zero years experience $27.36 down to 20 years experience at $32.95 would be that range. Now that we've talked about the classified staff administrators, talk about now the school board members pay overview and what that prior law allowed or did not allow prior to July 1, 2025. Before the 2025 amendment, Indiana code 20-26-4-7 placed a very limited restrictions on school board members compensation. Uh the previous law capp board members pay at $2,000 per year unless the
005school corporation qualified for an exemption. Compensation types prior to July 1, the annual compensation could not exceed $2,000 per year per board member. Uh per P perm meeting for the MSDF Pike School Board paid a perdem rate for regular meeting attendance was at $112 per meeting. The PDM rate for executive sessions and work sessions or special meetings was $62 per meeting. The total number of authorized PDMS could not exceed by law 52 uh in any calendar year but total payout still could not exceed the cap and that cap was $2,000. The additional allowances reimbursement for expenses, travel, training, etc. was permitted but not counted as compensation as a part of that $2,000. The raises under the formal law, any increases required a board vote, but still the stat the statuto cap remained at $2,000. What
006was the key points about the previous law? $2,000 cap was a statewide uniform limit regardless of the district size or the teachers pay. Larger districts with higher budgets, enrollment, and workload were restricted to the same compensation as small or rural district across the state. The law did not connect board compensation to the teacher salaries or market conditions. Because the cap was so low, most board members earned between 1,500 and $2,000 despite serving year round. Why the change was requested? The Indiana General Assembly heard feedback about that $2,000. The $2,000 maximum had not been adjusted for inflation for decades. The law cap made it difficult to attract board candidates specifically uh in large districts with full with full-time expectations. There was a desire to align board compensation with the district size and responsibility level, hence tying
007it to a teacher salaries. So the old law $2,000 regardless of the size of your district. The new law permitted some changes tying it to the teacher lowest teacher pay rate. The new law effective July 1, 2025. Indiana new law on school board pay increases the board based on Indiana code 20-26-4-7 as amended by uh as amended effective July 1. What does this new law allow for the board? Indiana Indiana law now permits school boards to set compensation up to an annual amount that does not that does not exceed 10% of the lowest teacher salary in the school corporation. This replaces now the $2,000 cap across the state. The Indiana Senate Enrolled Act 287, effective July 1, 2025, amended the the previous law to allow schoolboard members to receive annual compensation up to 10% of
008the lowest starting salary, teacher salary within the school corporation. This replaces the prior statewide annual cap of $2,000. So, for an example, using our local salaries, as of July 1, 2025, the lowest teacher salary in the district was 52 thou $53,000. Under new law, the maximum school board member annual compensation could not exceed 10% of that $53,000 being $5,300. With the school board's approval of the proposed tenative agreement uh uh for the 2526, the lowest teacher starting salary will increase from 53,000 to 53,500. Under the new law, the maximum compensation then would adjust that 10% to 53,000 uh to uh 5350. The MSD of Pike Township School Board passed a resolution to increase board pay on Thursday, a August 14th, 2025. MSD Pike Township School Board policy pertaining to this member's pay. The first reading
009of the policy will be on November 13th. Hence, and Dr. Bishop will seek approval of the policy at the December 11th board meeting. Clarifying the law on school board uh pay increases. Indiana code as amended by Senate Law 287 allows the school board to set its compensation up to an amount that does not exceed the 10% of the lowest starting teacher salary in the school corporation. However, the law does not automatically increase schoolboard pay each year. It requires the board to adopt 10%. It it is a maximum, not a mandate. In essence, the school board can adjust from anywhere within that frame, but the max being 10% of the lowest teacher salary. The board must take formal action to change its compensation. If teacher starting salary increases, the board may choose to adjust its pay,
010but it is not automatic and is not guaranteed. Even though the cap increases because teacher pay increased, board pay remains the same unless the board votes to raise it. Board compensation may increase only through board approved action and any increases cannot exceed 10%. Automatic raises, not automatic increases. World compensation does not automatic increase when teacher pay increases. Annual 10% increase. No, the law does not allow 10% increase each year. It allows compensation to be set once and a maximum equal to 10% of the lowest teacher starting paid. Board action required. Yes. Any change to board compensation must be approved by the board through formal action or resolution. Is there a max compensation? Yes, the board may not exceed the 10% cap, but may choose any amount below the cap. In summary, the law establishes a
011flexible, locally determined cap for schoolboard compensation set at up to 10% of the lowest starting teacher salary. Board pay remains subject to board action, not automatic or guaranteed. And then citations for your review. Any questions? Um I do have a question couple question first statement and then a question. Um, I'm heading into my eighth year on the school board and I know for eight years um at um at different uh board events uh downtown uh certainly that this has been a subject matter uh with legislation and so this ain't this is not as long as I've been on the board something new. Uh this is this has been a a topic of discussion as they go in and talk about it with legislators, the increase uh of school boards pay and and for the most
012part had always have been knocked down and so it looks like now uh our legislators uh see the need uh to get that done. So I do want to make that statement. Um and and I do want um uh individuals to understand community to understand. I think some of us and some boards may feel different about the increase and and you have a right to feel however you want to feel. But in my position as as as much as boards endure, uh then certainly I am I'm appreciative that legislators uh see the need to increase board pay. That's my one comment on that. Uh but also from what I'm understanding then is that uh pay increases are not automatic. >> Correct. >> But I'm understanding if the board decides >> that they want to do
013a resolution to increase 10% after the the teachers uh ratification >> that can be permitted. >> Correct. So as long as so let's just say next year the teachers if I'm understanding your question Mr. Vice President next year the teachers increase the pay board passes that uh tenative agreement then the board can pass a resolution to increase uh to 10% of whatever that is. >> Got it. Got it. >> It's not automatic. Does have to happen every year. >> Got it. Thank you. >> Thank you. Any more questions? I I did have a question and these bills and laws changed. It felt like weekly during the last thing. At one point it was I thought it was like 10% or $4,000 but they removed the $4,000 cap from it. Okay. >> Yes. In talking with
014our council today as well that that has been removed. >> Okay. >> And so it is the flat 10% of the lowest teacher salary. >> Okay. Gotcha. >> So and and of course that's going to vary across state I mean across the state depending on school corporations. Any more questions or comments? >> Thank you, sir. Thank you, Mr. President. Mr. Vice President, board. Thank you. >> I yield to Mr. Anderson. So if there are no more questions or comments, thank you Dr. Hunter for the presentation. Very well done. Um then we'll go ahead conclude this part of the work session and we'll see everyone back at 7 am 7 o'clock >> 7 p.m. register. Thank you. >> Thank you. All night,