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School board approves substantial compensation package for district employees

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After weeks of negotiations centered on the district’s growing reserves and the high cost of living in Steamboat Springs, the school board unanimously approved a new staff compensation package for 2025-26 that delivers significant raises for both licensed and classified staff.
Courtesy of Jenn Sherman

After weeks of back-and-forth negotiations, the Steamboat Springs Board of Education unanimously approved a new staff compensation package for the 2025-26 school year on Monday night, marking a significant investment in staff pay and a renewed commitment to attracting and retaining educators in one of Colorado’s most expensive communities.

The agreement, which followed a series of financial and policy discussions between district negotiation representatives and the Steamboat Springs Education Association, included average raises of 4.98% for licensed staff and 6.46% for classified staff.

The negotiations unfolded against the backdrop of Steamboat Springs’ soaring cost of living and a district reserve fund that had swelled to 32% of the annual budget — nearly $13.5 million by the end of the last fiscal year. For educators and support staff, many of whom struggle to afford housing in the area, the growing reserves became a central point of contention.



At the May 1 bargaining meeting, the education association, also known as the teacher’s union, proposed a $2.50 hourly raise for all classified staff – those working in roles like maintenance and food service who do not require a license or certification – bringing the lowest hourly wage in the district to $28.50, and raising the base pay for licensed staff from $53,500 to $56,000.

The district countered with raising pay for all returning classified employees by 2.4%, to raise the base of all classified categories by 2% and to raise the maximum pay by a “commensurate amount,” but did not accept the $2.50 hourly wage increase. 



While the union’s proposal to keep only semester hours on the salary schedule for licensed employees was accepted, the district rejected the request for a $2,500 base pay increase, prompting further bargaining sessions on May 13 and May 15.

Complicating negotiations this bargaining season was a substantial increase in district health insurance premiums by 23%. The district is creating an insurance committee that will convene later this year to address the issue of increasing health insurance costs.

SSEA President Kim Waldschmidt set the tone at the bargaining session on May 13, where the teacher’s union proposed raising all hourly wages for classified staff by $2.25, bringing the lowest-paid hourly employee to $28.25, and raising the base salary for licensed staff from $53,500 to $55,750.

“Staff are struggling to live in Steamboat Springs, all while the fund balance is growing,” said Waldschmidt. “By using district and taxpayer money strategically to offer competitive salaries, we can attract top talent and keep experienced educators in the classroom.”

Waldschmidt and other members of the Collective Bargaining Team, which represents the union at negotiation meetings, presented data showing that while district revenues had increased by 40% since 2019, average teacher salaries had lagged far behind, and the district had consistently underestimated its year-end fund balances, often by millions of dollars.

Union leaders argued that the district’s financial caution, while prudent, had come at the expense of staff retention and morale. “Prioritizing teacher retention isn’t just an investment in staff, it’s an investment in our student achievement and community stability,” Waldschmidt said.

District officials acknowledged the accuracy of the union’s figures but offered context for the district’s conservative budgeting. 

District Finance Director Stephanie Juneau noted that recent years had seen the addition of 23 teachers and the opening of Sleeping Giant School, major investments not always reflected in salary averages. She also cited unpredictable state and federal funding, as well as the need for reserves to cover emergencies and fluctuations in revenue.

“The state recommends us to be at 25%. The accountants recommend everybody be at 30%,” said Wicks. “The bare minimum is 10%, and that will not cover our just expenses. The proposal you brought us brings us down to about 21% reserves, and the board is not going to have the appetite at 21%.”

Board Vice Chair Chresta Brinkman emphasized the lessons from other districts, referencing financial crises in Aspen and Denver where reserves dipped too low, resulting in teacher layoffs and increased class sizes.

“We can get to higher salaries, making some tough cuts. And I don’t think that is what people in this room want,” said Celine Wicks, the Steamboat Springs School District superintendent, drawing a line at a 23% reserve floor.

The district’s proposal at the May 13 meeting consisted of a $1.25 hourly increase for all classified staff for an average increase of 4.1% and raising the base salary for licensed staff from $53,500 to $54,000 for an average increase of 3.26%.  

The union returned on May 15 with a revised proposal, seeking a $2-per-hour increase for classified staff and a base salary of $55,250 for licensed staff. 

The district accepted the $2-per-hour wage increase for classified staff, agreed to a $1.50 hourly increase for entry-level classified staff, and set the licensed staff base at $55,000. This would bring the fund balance close to 22%, slightly below the board’s stated comfort level but deemed manageable by district leaders.

After further adjustments to the insurance structure to minimize take-home pay losses for employees, both sides reached consensus. The district agreed to present the package to the board for approval.

At Monday’s board meeting, Wicks presented the package, highlighting its significance.

“This would be a raise that is double the inflation and much more than double, especially for classified staff,” said Wicks, who acknowledged being in the “hot seat” by bringing the district’s fund balance below 23%. “I feel absolutely comfortable with the package as proposed.” 

The board ultimately voted unanimously in favor of the 2025-26 compensation package for district staff. 

“While the board recognizes that this compensation package does not fully reflect the incredible dedication and contributions of our staff, it represents the best we can offer with the constraints of Colorado’s current public school funding system, which consistently ranks near the bottom nationally,” said Brinkman in an interview.

“I am deeply grateful for the legislators who continue to champion public education and advocate for our students,” she added. “Their voices make a profound impact, and I truly appreciate their dedication.”

Union leaders expressed both relief and resolve. 

“A highlight of this year’s work was our collaborative policy revision efforts, which demonstrated the strength and professionalism of both teams,” said Waldschmidt. “We especially appreciate Finance Director Stephanie Juneau for her transparency and willingness to share information openly throughout the process. I also want to sincerely thank and acknowledge Dr. Wicks for her unwavering commitment to improving staff morale across the district.” 

“It is wild that this year’s compensation package seemed like a bigger hill to climb than last year when even more money was on the table,” said SSEA Vice President Jennifer Sherman. “However, it was time for our district to show our educators that they do, in fact, support us — especially in hard times.”

Despite the celebratory tone, all parties acknowledged that the root issues — Colorado’s chronically low ranking in public education funding and escalating local costs — remain unresolved. Both district and union leaders agreed that until the state’s funding formula changes, annual negotiations will continue to be fraught. 

“There is a very real possibility that until Colorado fundamentally changes the way our schools are funded, we will continue to face the same systemic challenges in negotiations year after year,” Brinkman said at the board meeting. 

“We know our work is not done until the state funding formula is adjusted and TABOR is a distant memory,” said Sherman. 

For now, the district’s staff will see meaningful raises, and the board, administration and union have demonstrated that even in a climate of fiscal uncertainty collaboration and compromise can yield substantial gains. 

“We are grateful to have reached a fair and collaborative agreement with our educators union. The board’s approval of the new compensation package reflects our continued commitment to valuing and supporting our educators and staff,” said Wicks in an interview. “We appreciate the thoughtful engagement from all parties throughout this process and are proud to invest in the dedicated professionals who make a difference in the lives of our students every day.”

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