April 21, 2025 at 6:00 PM - Finance Committee Meeting

Description:  This is a meeting of the Board of Education in public for the purpose of conducting the School District's business and is not to be considered a public community meeting.

Description:  Having been elected on April 1, 2025 to an additional three-year term of office, Mike Schoenfeld and Kelly Datka are required to take an Oath of Office prior to the 4th Monday in April (April 28, 2025). 

Description: 

The salary increase recommended is based on the final Consumer Price Index (CPI) for WERC bargaining purposes, which is 2.95%. The benefit plan includes several key modifications aimed at maintaining cost control while enhancing services for staff.

• Salary Increase: The final CPI for WERC bargaining is 2.95%, and the district proposes a flat 3% increase for all staff. This increase is slightly above the CPI to ensure staff compensation remains competitive with inflation. Given the uncertainty around the biennial budget, a flat increase will allow the district to generate contracts by May 15, in compliance with state statutes. As budget clarity emerges, strategic compensation assessments will be conducted to adjust salaries according to market trends for the 2026-2027 school year.

• Benefit Plan Changes:

  • Health Insurance: The district will continue its agreement with the Alliance Network through Trilogy, ensuring no disruption in services.

  • ProHealth Clinic: Staff will continue to have free access to the ProHealth clinic at Waterford and Mukwonago, including free prescriptions.

  • Prescription Drug Changes: A $10 copay will be introduced for generic drugs outside of the ProHealth clinic, aimed at encouraging the use of the clinic for lower-cost prescriptions.

  • Ambulance Transport: A copay cap of $350 for ambulance transport will be introduced to manage costs more effectively.

  • Third-Party Administrator (TPA): The district will transition away from Aither to a new TPA to better serve staff health benefits.

  • These changes are designed to keep the maximum increase in benefit costs to nearly zero percent.

This proposal aims to ensure staff compensation remains competitive, while also maintaining fiscal responsibility in the face of an uncertain biennial budget.