The Madison School Board has voted to increase the annual compensation for its members from $8,000 to $15,000. The decision, part of a series of amendments to the 2025-26 budget, marks the first pay adjustment for the board in nearly a decade. During the same session, members rejected separate proposals that would have provided them with district health insurance and a professional development stipend.
Key Takeaways
- School board members' annual pay will nearly double, rising from $8,000 to $15,000.
- The board unanimously rejected a proposal to make members eligible for district health insurance.
- A motion to provide a $3,500 professional development stipend was also voted down.
- The approved pay increase will add $60,100 to the Madison Metropolitan School District's budget.
- This is the first compensation increase for the board since 2015.
Details of the Approved Pay Increase
The Madison School Board unanimously approved a significant increase in member stipends during a recent budget meeting. The annual pay for each of the seven board members will rise to $15,000, a substantial jump from the previous $8,000 stipend established in 2015.
In addition to the base pay increase, leadership roles will receive extra compensation. The board president will receive an additional $1,200 annually, while the vice president and committee chairs will each get an additional $600.
The board also updated its compensation for retreats. For the first time since 1994, members will now receive a $200 stipend for attending full-day retreats. The combined changes to stipends are projected to cost the Madison Metropolitan School District an additional $60,100 in the upcoming budget cycle.
Historical Compensation
The last time the Madison School Board adjusted its pay was in 2015, when the stipend was increased from $4,200 to $8,000. The latest vote to raise it to $15,000 reflects a decade of unchanged compensation for the elected officials.
Justification for the Raise
Several board members spoke in favor of the pay increase, framing it as a matter of accessibility and equity. They argued that the higher compensation would help ensure that individuals from diverse economic backgrounds can afford to serve on the board in the future.
“Low pay is a barrier of entry for marginalized folks to reach local office,” said board member Savion Castro. He noted that while the current board's composition is diverse, “that’s not guaranteed. Things are subject to change, and so that’s why I support this.”
The discussion also occurred as more than a dozen teachers and district employees attended the meeting to voice concerns about salary compression for veteran staff. Board member Nicki Vander Meulen connected her vote for the board's raise to the need to address employee pay more broadly.
"We need to take all compensation seriously," Vander Meulen stated. "We have to make sure our staff is taken care of." She urged the board to conduct a formal review of the district's overall pay scales.
Rejected Proposals for Additional Benefits
While the pay raise passed, two other amendments aimed at increasing board compensation were defeated. These proposals would have introduced health insurance benefits and a professional development fund.
Health Insurance Voted Down
A proposal to make board members eligible for the district's health insurance plans was unanimously voted down. The idea had previously received some support in a committee meeting, but it failed to gain traction during the final vote.
District administrators had estimated that providing insurance could cost up to $194,600 per year if all seven members enrolled in the most expensive family plans. They also raised concerns that accepting the benefit could create a conflict of interest, potentially preventing members from voting on future employee health insurance matters.
Insurance Eligibility Rules
To qualify for district health insurance, an employee must work at least 19 hours per week or hold a contract for at least 50% of a full-time schedule. According to the district, over 5,000 employees are eligible for benefits this school year, while about 1,300 are not.
Board member Ali Muldrow, who had initially introduced the amendment, ultimately argued against it. “I’m really torn between the logistics of making this happen and the moral conviction that is we need to make sure that we’re taking care of each other,” she said, acknowledging the thousands of district employees who do not qualify for benefits.
Professional Development Stipend Fails
The board also rejected a proposal for a new $3,500 annual stipend for each member to use for professional learning opportunities, such as attending conferences and workshops. The amendment, proposed by Board President Nichelle Nichols, was defeated in a 5-2 vote.
Several members expressed reservations about the specific amount and the method. “I do think it is important to find some way for board members to do some of that professional development… I'm not sure if the $3,500 is the best way,” commented board member Maia Pearson.
Nichols and Blaire Mosner Feltham were the only two votes in favor. Nichols acknowledged that the proposal was submitted late and without a thorough analysis of past needs.
Other Budget Amendments Approved
The board's compensation was one of several key amendments to the 2025-26 budget. Other significant financial decisions included:
- $2 million allocated for various capital projects.
- $595,600 to expand full-day 4K educational options within the district.
- $350,500 for new positions dedicated to supporting students with disabilities.
The Madison School Board is scheduled to hold its final vote on the complete 2025-26 budget at the end of October.