This meeting was noticed by way of publication in the Waterford Post on Thursday, May 7, 2026, and was posted at the District Office (Door #7) and at Entrance #19, and was published on the District's website. Minutes from the regular board meeting of March 9, 2026, are posted on the District's website.

The Board is asked to take action to approve these staffing changes. 

Choir Director Derek Machan is proposing a trip for music students to Hawaii during the 2027-28 school year. The trip would also be open to students enrolled in military history or AP U.S. History, either next year (2026-27) or the following school year (2027-28). Mr. Machan will be at the meeting to share trip details. 

(c) Considering employment, promotion, compensation or performance evaluation data of any public employee over which the governmental body has jurisdiction or exercises responsibility

The salary increase recommended is based on the final Consumer Price Index (CPI) for WERC bargaining purposes, which is 2.63%. The benefit plan includes several key modifications aimed at maintaining cost control while enhancing services for staff.

• Salary Increase for Support Staff and Admin: The final CPI for WERC bargaining is 2.63%, the rate by which the board raised salaries for all certified teaching staff.  Based on the board's action, the District is recommending the same for the remaining employee groups, including support staff and admin.

• Benefit Plan:

  • Health Insurance: The district will continue its agreement with the Alliance Network through Trilogy, ensuring uninterrupted services.

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

Q and A - Health Plan:
Will we continue to use Green Imaging for scans?
We are in agreement to do away with Green Imaging at renewal

If employees are on the HSA plan, how does that save the school and employee money?
Employees save money on premium deductions (take-home pay goes up), and they get additional tax-free compensation into their H.S.A. 
The school saves on the reduction in claims spending.

What are the rates for the health and dental plans?  
Health insurance rates are attached and in the right-hand column under: Modeled Plan Scenario
No changes to the dental rates are being recommended. Spending is down 17% compared with the same period last year, but we are still operating at a tight 94% loss ratio (last year was 95.5%). WUHS will hold the rates and see if the trend continues to fall.  

What are the retirees' dental and health rates?  
No changes to the dental rates are being recommended. 

HSA employer contribution right now is $750 single and $1500 family.  Are we increasing that amount?
WUHS will keep this the same, but with a renewed focus on education and awareness of this benefit.

Is the cash-in-lieu amount staying the same at $450 per month?
WUHS will keep the benefit the same.

According to Wisconsin Statute Chapter 17.26, the school board is responsible for appointing a replacement to fill the vacancy created by President Schoenfeld’s resignation. This appointee will serve until a successor is elected at the 2027 Spring Election and takes office on April 26, 2027. Specifically, the appointee’s term will conclude on the Sunday immediately preceding the fourth Monday in April 2027.

During the next election (Spring 2027), voters will select three board members: two to fill the standard three-year terms currently held by Members Beck and Purtell, and one to complete the final year of President Schoenfeld’s original term, which expires in 2028. Following established procedure, the two candidates who receive the highest number of votes will be awarded the three-year terms, while the candidate with the third-highest vote count will serve the remaining one-year term. The current board is now seeking and considering candidates interested in this initial appointment. Interested applicants include (listed alphabetically):

• Suzanne Applegate
• Ashley Bzdawka
• Andrew Ewert
• Matthew Graf
• Nancy Klemko
• Craig Passler

The next steps of the DA Evaluation process are as follows. 
Board Meeting without DA - March / April in Closed Session (as soon as possible after DA Presentation):

a.  Board will have discussions of the DA's performance.
b.  Board members will use the PAT along with information provided by the DA in Step 3.
c.  Board will reach consensus on whether performance expectations have been met.
d.  Board will draft a written evaluation on whether expectations have been met by performance category, including narrative descriptions of the Board's judgment in each area.

Summative Evaluation Meeting with the DA- March/ Early April:

a.  The Board President and members of the Personnel & Policy Committee will meet with the DA and share the written evaluation from Step 4 and the Board's perspective regarding performance.
b.  Evaluation will be signed by all parties.
c.  Evaluation will be filed in the DA's personnel file.