Transcript Highlights:

• Adjusting for inflation over the last 10-year period, district salaries have declined by 8% since 2016
• Adjusting for inflation over the last 10 year period, district salaries have declined by 8% since 2016
• We looked at a 10-year trend in average salaries and adjusted salaries for inflation using the Consumer
• So this map does show cost-adjusted teacher salaries.
• Based on these cost-adjusted salaries, Arkansas's national ranking in 2025 was 36th.

Summary: The committee first approved the May 18 meeting minutes and then received a Legislative Audit presentation summarizing Arkansas Department of Education grant distributions for fiscal year 2025. Auditors said the department distributed about $4.6 billion in grants overall, including $3.2 billion from the Public School Fund, $1.1 billion in federal funds, and $268 million from other state and miscellaneous sources, across 56 Public School Fund programs, 14 other state programs, and 29 federal programs. Members asked about specific recipients and programs, including ClassWallet, master principal bonuses, Economics Arkansas, and CDC surveillance funding; audit staff and Department of Education representatives explained that the report was only a distribution summary and not a recipient-level audit. Members also questioned why many districts showed lower funding, and staff said the decline was largely due to reduced federal and one-time COVID-related funds. Senators and representatives also discussed whether some incentive programs, such as master principal and national board bonuses, were tied to student outcomes, and whether Economics Arkansas was the sole entity named in special language for financial literacy funding; department staff said they would follow up on several details. The committee then heard a Bureau of Legislative Research presentation on consumer price index projections from Moody’s Analytics and S&P Global, with discussion of CPI-U and core CPI estimates for future fiscal years. Dr. Carlos Silva explained that the forecasts generally trend toward about 2 percent over time and that recent projections may have understated actual inflation because of recent shocks. Members asked about the accuracy of past projections, and he said he would provide more detail later if needed. The bulk of the meeting focused on the final adequacy report on teacher recruitment, retention, and salaries. BLR staff reported that Arkansas had about 32,800 teachers and 473,000 students in 2025, with a statewide student-to-teacher ratio of about 14 to 1, average teaching experience of 11.9 years, and a slight increase in National Board Certified teachers. The report found that districts with higher poverty and minority concentrations generally had less experienced teachers, and that teacher shortages remained widespread, especially in special education, math, science, and foreign language. Members asked about licensure exceptions, alternative preparation pathways, incentives for ESL and special education endorsements, and the cost and return on investment of traditional versus alternative routes. Staff said some licensure exceptions are being phased out under Act 304 of 2025 and that they would follow up on several requested details. The report also found that teacher retention averaged 87 percent statewide in 2025, with districts retaining teachers at higher rates than charters, and that 30 percent of surveyed teachers were considering leaving the profession. Principals and teachers identified school leadership as the strongest positive factor in recruitment and retention, while workload and salary were the strongest negative factors. On salaries, BLR reported a statewide average teacher salary of $60,254 in 2025, with districts averaging $60,458 and charters $55,724. Arkansas ranked 45th nationally on average teacher salary in 2025, though its cost-adjusted ranking improved to 36th; among SREB states it ranked 12th, and among neighboring states it ranked fourth. Members asked about starting salaries, salary compression, district step increases, and whether the report should be shared more broadly with educators and school leaders. Staff said they would provide follow-up information on several questions, and the committee took no formal action beyond receiving the presentations and asking for additional data.

Transcript Highlights:

• We could lower his salary.
• We could lower his salary.
• We could lower his salary.
• We could lower his salary.
• We could lower his salary.

Bills: HB2117 , HB2155 , HB1832 , HB1601 , HB2297 , HB2397 , HB1893 , HB2533 , HB1890 , HB2004 , HB1810 , HB2323 , HB1691 , HB1671 , HB2619 , HB1481 , HB2314 , HB2319 , HB2214 , HB2488 , HB2009 , HB2007 , HB1964 , HB2218 , HB1535 , HB1977 , HB2054 , HB2046 , HB146 , HB2094 , HB2181 , HB2515 , HB2444 , HB2385 , HB1724 , HB1733 , HB2416 , HB2001 , HB1603 , HB1753 , HB2140 , HB1962 , HB1963 , HB2096 , HB1959 , HB1960 , HB2293 , HB2288 , HB1752 , HB1573 , HB469 , HB2091 , HB1851 , HB1688 , HB1696 , HB2417 , HB2375 , HB2333 , HB2152 , HB1881 , HB2395 , HB1721 , HB1921 , HB1730 , HB1697 , HB1824 , HB2282 , HB2078 , HB2321 , HB2279 , HB1522 , HB2097 , HB2433 , HB2106 , HB2274 , HB2452 , HB1764 , HB2438 , HB1860 , HB2604 , HB2118 , HB2017 , HB2216 , HB1934 , HB2454 , HB2427 , HB2207 , HB1840 , HB1644 , HB1645 , HB1946 , HB1648 , HB2324 , HB1509 , HB1514 , HB1515 , HB2164 , HB2165 , HB2283 , HB2386

Keywords: arts education, data mapping, task force, creative economy, cultural preservation, workforce development, geographic information systems, agriculture, data collection, statistical program, sustainable practices, Hawaii, aquaculture, biosecurity, food security, sustainable seafood, regulatory framework, interagency coordination, environmental stewardship, invasive species

Transcript Highlights:

• Adjusting for inflation over the last 10-year period, district salaries have declined by 8% since 2016
• We looked at a 10-year trend in average salaries and adjusted salaries for inflation using the Consumer
• So this map does show cost-adjusted teacher salaries.
• So this map does show cost-adjusted teacher salaries.
• Based on these cost-adjusted salaries, Arkansas's national ranking in 2025 was 36th.

Summary: The committee first approved the May 18 meeting minutes and then received a presentation from Legislative Audit on Arkansas Department of Education grant distributions. Auditors explained that the fiscal year 2025 report summarizes $4.6 billion in grants from state, federal, and miscellaneous sources, across school districts, charter schools, education cooperatives, and other entities, and that the report only shows amounts distributed, not how recipients ultimately used the money. Members asked about specific recipients and programs, including ClassWallet, Economics Arkansas, and CDC surveillance funding; department staff clarified that the Economics Arkansas grant is written into special language and that the CDC-related funding supports student surveys used by state agencies. Questions also focused on bonus and incentive programs such as master principal and National Board Certified teacher bonuses, with department staff saying the bonuses are generally tied to completion of the program or certification rather than classroom performance, though they would follow up on details. The committee then heard a Bureau of Legislative Research update on Consumer Price Index projections from Moody’s Analytics and S&P Global. Dr. Carlos Silva explained the difference between CPI-U and core CPI and said the estimates show inflation slowing over the forecast period, with some near-term variation between the two data providers. Members asked about the historical accuracy of prior projections, and he said the forecasts generally tend to move toward about 2 percent over time, though recent shocks have caused earlier estimates to understate actual inflation. The bulk of the meeting was devoted to the final adequacy report on teacher recruitment, retention, and salaries. BLR staff reviewed Arkansas teacher demographics, shortage areas, educator preparation pipelines, licensure exceptions, survey results from teachers and principals, and teacher support programs. They reported that Arkansas had about 32,800 teachers and 473,000 students in 2025, with an average of 11.9 years of experience and a slight increase in National Board Certified teachers. The report found shortages in multiple subject areas, especially special education, math, science, foreign language, and social studies, and identified 65 districts as high-need geographically. Survey results showed school leadership as the strongest positive factor in recruitment and retention, while workload and salary were the biggest negatives; 30 percent of responding teachers said they were considering leaving the profession. The committee also reviewed teacher salary data showing a statewide average salary of $60,254 in 2025, Arkansas ranking 45th nationally by NEA methodology, and a long-term inflation-adjusted decline in district salaries, though LEARNS Act increases improved the trend. Members asked for additional follow-up information on survey methodology, alternative licensure costs, coursework, incentives for ESL and special education endorsements, exit data, and how salary comparisons are calculated.

Transcript Highlights:

• adds on from the base salary both a regional cost adjustment and then a years of experience and education
• adds on from the base salary both a regional cost adjustment and then a years of experience and education
• </c> their district average salaries. their district average salaries.
• </c> small school district adjust small school district adjust adjustments.<00:50:11.920><c> You</c><
• All of our salary and benefit money is going to salaries and benefits. pot.

Bills: HB0159

Committee: House Education

Keywords: student rights, free expression, K-12 education, speech protection, religious views, political speech, 916, all

Transcript Highlights:

• </c> salary that the sheriff that left got. salary that the sheriff that left got.
• </c> today would follow that salary. today would follow that salary.
• </c> salary, they could still raise a salary. salary, they could still raise a salary.
• /c><00:03:37.440><c> salary.
• </c> his rhenium in that salary. his rhenium in that salary.

Committee: House County and Municipal Government

Keywords: 1136, house, all

Transcript Highlights:

• We looked at a 10-year trend in average salaries and adjusted salaries for inflation using the Consumer
• In contrast to the decline in average salaries at districts, charters saw an increase of 1% in inflation-adjusted
• So this map does show cost-adjusted teacher salaries.
• Based on these cost-adjusted salaries, Arkansas's national ranking in 2025 was 36th.
• It's not starting salary.

Keywords: 1204, all

Transcript Highlights:

• The substitute daily salary is not adjusted by current law. Mr.
• The the substitute daily salary<00:04:47.919><c> is</c><00:04:48.080><c> not</c><00:04:48.240><c> adjusted
• </c> salary is not adjusted by current law. salary is not adjusted by current law.
• Those salaries in the cost adjustment.
• adjusted</c><03:24:11.279><c> towards</c> Yes, the salaries are adjusted towards Yes, the salaries are

Committee: Joint Select Committee on School Finance Recalibration

Keywords: 916, all

Transcript Highlights:

• And so I'm going to get more into that rescission adjustment now.
• This is why they fall under population forecast adjustments.
• the salary schedules in Idaho Code.
• the salary schedules in Idaho Code.
• You've got your transportation for busing, your salaries.

Summary: The committee received a detailed JFAC presentation on the K-12 public school support budget from Legislative Services analyst Kellan McGurkin, followed by testimony from Superintendent Debbie Critchfield. McGurkin reviewed how Idaho’s school funding formula works, including support units, staff allowance, career ladder salary funding, discretionary funding, health insurance, transportation, facilities, and the Public Education Stabilization Fund. He explained the FY 2026 revised budget, including a reduction in projected support units and an ongoing $22.3 million general fund rescission, and then walked through the FY 2027 request and the Governor’s recommendation. Major FY 2027 items included health insurance adjustments, transportation growth, federal fund authority, and proposed one-time special education initiatives: a $5 million high-needs fund and a $1 million regional service model, both tied to interest or transfers from other funds. The Governor also recommended eliminating or reducing some items, including virtual school-related payments and a reduction to Idaho Digital Learning Academy funding, which would lower the general fund request compared with the agency proposal. Critchfield framed the budget around enrollment trends, shifting student populations, and the need for flexibility in how districts use existing dollars. She highlighted gains in literacy, graduation rates, dual credit and career technical participation, and said the department wants more categorical flexibility for professional development, technology, and digital content funds so districts can redirect unused money to higher priorities such as literacy or special education. She also described the Idaho Career Ready Students grant as having created 170 new programs and said remaining funds are obligated. On special education, she said costs are growing faster than current funding and argued for a bridge solution while broader funding issues are addressed; she also said the department is pursuing a regional service-center model to help rural districts share hard-to-fill specialists. Critchfield additionally outlined planned federal waivers on assessments and flexibility, and said the state is seeking more control over education decisions. Committee members focused heavily on funding mechanics, especially whether career ladder and health insurance money is distributed per teacher or through support units, how discretionary funds are used, why insurance amounts in the budget book differed from current projections, and whether districts can use leftover health insurance dollars for other purposes. Members also questioned the proposed special education funding, the use of interest earnings from dedicated funds to support the general fund, the size and use of school contingency balances, and whether the state should revisit the funding formula itself. No votes were taken during this portion of the meeting; the discussion remained in presentation and questioning, with several follow-up requests for data and clarification.

Transcript Highlights:

• that elected officials salary.
• the judges' salaries as well.
• court judge's salary.
• And that salary right now is at... And that salary right now is at $153,700.
• ' salaries.

Committee: Joint Appropriations

Keywords: 916, all

Transcript Highlights:

• These adjustments are essential for maintaining staff morale, reducing turnover, and aligning salaries
• This includes an increase for the statewide salary adjustment from the last biennium and an increase
• In Texas, the starting salary is what, 102? 102. ...is kind of the starting salary.
• Adjustment to the executive director's classification and salary to align with the expanding complexity
• This is due to the buy-in realization of the statewide salary adjustment.

Bills: SB1 , SB 1

Committee: Senate Finance

Keywords: appropriations, budget, state funding, education, healthcare, infrastructure, campground safety, youth camp regulations, flood safety, emergency evacuation, health and safety standards, 1185, senate, all

Transcript Highlights:

• </c> or orange line is um after adjustment or orange line is um after adjustment for<00:05:12.400><c>
• Inflation-adjusted figures.
• Now, while, as you saw in the previous slide, inflation-adjusted teacher salaries fell by, I think it
• As you can see here, as we talked about, teacher salaries dropped over this time period, inflation-adjusted
• And when they see the base salary.

Keywords: 958, all

Summary: The Budget Review Subcommittee on Education met without a quorum, so the minutes were not approved. The main presentation was from retired economics professors John Garren and Dr. Kums, who discussed their Bluegrass Institute research on teacher compensation in Kentucky since the Kentucky Education Reform Act era. They said teacher base salaries, adjusted for inflation, have declined over the last decade, while state-paid “on-behalf” benefits such as pension and health insurance contributions have risen sharply; they argued total teacher compensation has increased modestly overall, but less than per-pupil funding. They also presented broader context on staffing growth, declining average daily attendance, Kentucky’s low share of teachers among total school staff, and flat or weak NAEP and ACT performance trends, including widening white-Black score gaps on NAEP. Members questioned the methodology and interpretation of the compensation figures. Representative Bojanowski argued the on-behalf calculations may overstate teacher compensation because they include insurance and pension costs that also benefit classified employees and retirees, and he asked for clarification on the denominator used to derive the per-teacher amount. Representative Truit said the presentation could be misleading if it implies teachers earn $94,000 in salary, and he objected to framing pension stabilization payments as teacher pay. The presenters responded that they were using total compensation, not salary alone, said they had divided total personnel-related on-behalf payments by the relevant staff count, and promised to review and send a technical explanation. Representative Truit and Chairman Typton both emphasized that compensation should be viewed as salary plus benefits, not salary alone, and noted that pension contributions are part of the cost of employing teachers. The presenters said their intent was to show the full compensation package and its relevance to labor supply and teacher shortages, not to claim that individual teachers earn the total compensation figure as salary. No votes or formal actions were taken beyond the decision to revisit the minutes at a later meeting due to the lack of quorum.

Transcript Highlights:

• All of the salary decisions are grayed out. want to have a bigger conversation about how to do salary
• The first item is a technical adjustment to adjust rider 17, the amount of retained collect, or. excess
• But adopt the technical adjustments.
• The salary was there, yeah, it is, that salary is higher than was in their our budget before the session
• Item 4, adjustments.

Committee: House Appropriations - S/C on Articles I, IV, & V

Keywords: 1184, house, all

Transcript Highlights:

• And so I'm going to get more into that rescission adjustment now.
• This is why they fall under population forecast adjustments.
• the salary schedules in Idaho Code.
• This position includes a salary of $69,000 and benefits of $33,000.
• This position includes a salary of 69,000 and benefits of 33,000.

Keywords: 989, all

Summary: The committee heard a lengthy presentation on the K-12 public school support budget, including how support units, career ladder funding, health insurance, discretionary funding, transportation, facilities, and the Public Education Stabilization Fund (PSIF) work. Legislative Services explained that FY 2026 support units were revised downward, creating a $22.3 million ongoing general fund reduction, and walked through the FY 2027 agency request and governor’s recommendation. The governor recommended no increase for population forecast adjustments, but did recommend some statutory and policy changes, including shifting certain interest earnings to the general fund and reducing funding for some virtual school and IDLA-related items. The agency request also included one-time proposals for a high-needs special education fund and a regional service model for related services. Members asked extensive questions about how career ladder dollars are distributed, how health insurance and discretionary funds interact, why the health insurance increase in the budget differed from current plan estimates, and how facilities money under House Bill 292 is used. There were also questions about the size and use of the Idaho Career Ready Students fund, the maintenance-of-effort implications of special education funding, and whether some special education costs are being used for student housing or other noninstructional expenses. The superintendent and budget staff emphasized that many of the budget lines are formula-driven or statutorily required, that local districts determine actual staffing and spending within those formulas, and that special education costs continue to outpace available funding. Superintendent Debbie Critchfield then framed the budget request around enrollment trends, shifting demographics, and the need for more flexibility in how districts use existing dollars. She highlighted proposed categorical flexibility for some funds, changes to digital content and curriculum distribution, continued literacy gains, growth in career technical education programs funded through Idaho Career Ready Students, and the importance of endowment and Millennium Fund support. She also described the special education proposals as a temporary bridge while the state considers larger formula changes and noted a near $100 million gap between special education spending and funding. She further outlined planned federal waiver requests on assessments and flexibility, and said the department is seeking more state control over testing and reporting requirements. The committee did not take final action on the budget during this portion of the meeting. Members raised concerns about interest transfers from dedicated funds, the complexity of the funding formula, special education accountability, and whether the state should revisit the overall school funding model. Several follow-up data requests were made, including information on health insurance participation, regional special education service needs, and school contingency fund balances.

Transcript Highlights:

• Clarify protection from loss of salary increase for an in-range salary adjustment based on a change in
• 48.400><c> adjustment</c> &gt;&gt; 902 8060 amends salary adjustment &gt;&gt; 902 8060 amends salary
• for an in-range loss of salary increase for an in-range salary<00:12:03.040><c> adjustment</c><00:12
• adjustment based on a change in salary adjustment based on a change in job<00:12:05.280><c> duties</
• adjustment, clarify provisions salary adjustment, clarify provisions for<00:12:54.200><c> extending<

Keywords: 958, all

Summary: The committee met with a quorum, approved the prior meeting’s minutes, and then reviewed a series of administrative regulations from multiple agencies. Most of the regulations were presented as technical updates or policy clarifications, and in each case the committee approved staff-suggested amendments without objection. The Department of Revenue regulation would delete a section on tax credits for trusts and estates to align with statute. The Kentucky Public Pensions Authority package updated definitions, sick leave credit rules, hazardous/non-hazardous employment participation, refund procedures, contribution limits, mortality table references, and incorporated federal tax references. The Board of Medical Licensure regulations addressed renewal and activation of inactive physician-assistant licenses and renewal/reinstatement timelines for athletic trainer licenses. The Fish and Wildlife regulations revised rules for Otter Creek and Peabody areas by deleting definitions and creating shooting-range permit exemptions. The committee also heard emergency vocational rehabilitation regulations that would clarify definitions, due process rights, federal compliance, service fees, in-state service preferences, and service-specific requirements; a workforce insurance regulation updating contribution/reporting rules for professional employer organizations; and a horse racing regulation adding license categories for allied animal health professionals, animal chiropractors, and equine dental providers, while updating fees, application timing, and special events licensing. Members asked questions about the horse racing licensure changes, and the agency explained they were responding to prior session changes and adding guardrails, including veterinarian sign-off for equine therapist licensure on the back side of a racetrack. The Department for Public Health package made several personnel and salary-related changes for local health departments, including salary ranges for new hires, probation and evaluation rules, salary increases after probation, and limits on certain leave payouts for employees who separate without proper notice or are dismissed for cause. The Office of Inspector General regulation added electronic prescription references and removed authority to create a new prescription number for partial dispensing of Schedule II prescriptions. The Department for Medicaid Services regulations updated provider group definitions, removed some service limits, required prior authorization for all genetic testing for non-MCO recipients, changed physician fee schedule updates from quarterly to annually, and added reimbursement for department-approved vaccines. Members asked detailed questions about genetic testing prior authorization and sleep disorder coverage; the agency said prior authorization is intended to take two to five days and that sleep disorder services generally involve sleep apnea-related treatments such as CPAP machines and sleep studies. The committee then adjourned and announced its next meeting for Tuesday, May 12 at 1:00 p.m.

Transcript Highlights:

• So we do tend to rely more on historical data for this adjustment piece.
• Next assumption is general salary growth.
• We then study the remaining salary increases due to demographic forces.
• So we expect higher salary growth due to regional inflation being higher.
• 25 basis point increase to the general salary growth assumption.

Committee: Joint Pension Funding Council

Summary: The Pension Funding Council met on October 8 with introductions from council members and staff, then received a detailed presentation from the Office of the State Actuary on long-term economic assumptions and the state pension systems’ financial condition. OSA reported that the combined pension systems are currently 100% funded on a smoothed basis, with open plans above 95% funded, and that legacy Plan 1 systems remain on a path toward full funding under current policy. The actuaries recommended updating assumptions to 3% inflation, 3.5% general salary growth, and a 7.25% investment return, while keeping Plan 1 membership growth at 1%. They also explained asset smoothing, the role of recent strong investment returns, and the expected budget impacts of the recommended changes. Representatives from the Economic and Revenue Forecast Council and the State Investment Board offered supporting perspectives, generally describing the assumptions as reasonable and consistent with their own outlooks. The council also heard an overview of the Long-Term Services and Supports Trust Program (WACares) from DSHS and OSA. Program staff described the program’s social insurance structure, premium collection, benefit eligibility, and upcoming implementation milestones. OSA reported that the program’s first actuarial valuation showed a positive actuarial balance under the base scenario and recommended no change to the current 0.58% premium rate during the program’s early learning phase, noting that future changes would depend on experience and the program’s risk-management framework. OSA also said the recommendation would remain the same regardless of the outcome of the pending ballot measure affecting investment options. During public comment, a representative of the Washington State School Retirees Association urged continued work on Plan 1 funding and related legislation, while the Association of Washington Cities cautioned against increasing pension assumptions in a way that could raise future employer costs and reduce flexibility for current local government services. In action, the council adopted a motion to maintain the current long-term economic assumptions by a 4-2 vote, adopted the recommendation to keep the WACares premium rate at 0.58% by a 6-0 vote, and then elected Katie Chapman as council chair by unanimous vote. The meeting then adjourned.

Transcript Highlights:

• Beginning with item one, impact of educational professional salary increases.
• adjustment and decreases by their educational professional salary increase writer to provide salary
• This is comparing to that 24-25 adjusted base.
• District salary schedules and provided directly in on an ongoing basis.
• any teacher salary costs they had over the last two years.

Committee: House Appropriations - S/C on Article III

Keywords: 1184, house, all

Transcript Highlights:

• salary would be.
• and what that salary would be.
• What I failed to mention was we haven't stopped adjusting claims.
• It's not so much the salary or the benefits that they're looking at.
• But I was concerned that they may not have the right salary.

Summary: The subcommittee met to review agency vacancy reports and agency-requested budget reductions, with Chair Lopez framing the discussion around stewardship of taxpayer dollars, agency efficiency, and whether long-vacant positions should be cut or repurposed. Members were given vacancy summaries and asked to focus on how agencies are functioning with current staffing, which positions are mission critical, and whether some vacancies reflect market pay issues, re-engineering of work, or true excess capacity. The chair also noted that agency heads had been asked to provide follow-up information on current openings, average vacancy duration, mission-critical roles, and reasons for vacancies. The Department of Revenue was the first major agency reviewed because it had the largest number of vacancies. Its leadership said vacancies had improved from pandemic-era highs due to market pay adjustments, but that some areas—especially general tax and audit—still had long-term openings. The department explained that some positions are intentionally frozen while work is restructured, that it hires above minimum salary in some cases to stay competitive, and that it is using automation and process changes to reduce backlogs. Members raised concerns about vacancies outside Leon County, out-of-state auditor positions, salary compression, and whether the department should provide a list of frozen positions and the salaries actually needed to recruit. The Department of Financial Services said its long vacancies were concentrated in risk management, law enforcement, and the general counsel’s office, where salaries and competition from private employers and other agencies make hiring difficult. DFS said it was using outside vendors in some areas, had reduced vacancies in its general counsel office significantly, and was willing to identify positions that could be cut, including some from treasury and OAT. The Department of Business and Professional Regulation reported progress in lowering vacancies through statewide recruiting, centralized legal hiring, automation in service operations, and leadership changes in alcoholic beverages and tobacco; it said one recommended cut could be achieved by combining two half-time positions. The Florida Lottery reported a low vacancy rate, said all positions were critical, and explained its longer onboarding time due to extensive background checks; members discussed sales reps, incentives, and the agency’s field-office structure. The Office of Financial Regulation said many of its vacancies were already in the hiring pipeline, with recent vacancies tied to promotions, a death, and internal moves, and noted that it often serves as a training ground for federal agencies. The Office of Insurance Regulation, which had a high vacancy rate concentrated in Leon County, said it had been reducing vacancies from a much higher level and was still working through hiring and administrative constraints.

Transcript Highlights:

• </c><00:30:04.240><c> certified</c><00:30:04.799><c> salary</c> each district's certified salary each
• In that appendix, OEA also included a table that adjusts teacher salaries to reflect differences among
• The SEWIFT is like a cost-of-living type of adjustment, but specifically for salaries.
• </c> salaries and benefits for some states. salaries and benefits for some states.
• We can always adjust things.

Keywords: Meeting start 00:00:09 Roll call 00:00:24 Election of Co-Chairs 00:01:11 Office of Education Accountability Annual Report 00:04:41 Office of Education Accountability District Data Profiles, School Year 2024 00:23:50 Update from the Education Professional Standards Board 00:58:19 Adjournment 01:08:00, 958, all

Summary: The subcommittee opened its first meeting with roll call and procedural business, including elections of co-chairs. The House elected Representative Truett as House co-chair, and the Senate elected Senator Denine as Senate co-chair. After the organizational votes, the committee heard the Office of Educational Accountability’s annual report, beginning with Brian Jones and Deborah Nelson describing OEA’s investigations and research divisions and recent staffing turnover. On the investigations side, OEA said it handled complaints only when submitted in writing and generally opened cases only when it had enough facts to evaluate. Jones reported complaint volume declined from 805 in 2023 to 738 in 2024, with 325 in the first half of the current year. He outlined the kinds of matters OEA investigates, including school-based council issues, open meetings, board eligibility, nepotism, conflicts of interest, certification, activity funds, and surplus property, while noting that routine personnel matters, bullying, child interviews, and cases tied to litigation are generally handled locally or referred elsewhere. He also said OEA refers special education, assessment/testing, discrimination, and serious misconduct matters to the appropriate agencies, and that he did not see a need for statutory changes to improve OEA’s work, though he said cases should move more quickly. The research division presentation focused on OEA’s district data profiles and annual research agenda. Nelson explained that OEA reviews KDE-reported data and underlying datasets to verify accuracy, analyze trends, and produce reports for the General Assembly. She highlighted 2024 publications on district governance models and student achievement, and said this year’s agenda includes district data profiles, student discipline analysis, and a review of early childhood regional training centers. She also noted OEA received an NCSL notable document award for its 2023 staffing shortages report, its 10th such award. Sabrina Smith then walked through the district data profiles, which compile demographic, staffing, finance, and performance data for all 171 districts, plus statewide and comparative data. She noted changes in the report format, the continued availability of an online interactive version, and several trends: adjusted average daily attendance declined statewide from 2015 to 2024; the counselor-to-student ratio has improved but has not yet reached the statutory goal of one counselor per 250 students; the share of teachers moving from rank three to rank two has declined; special education identification has risen from 13% to 16%; and starting teacher salaries vary widely by district, with Kentucky’s average starting salary around $40,000 ranking near the bottom compared with surrounding states and the nation. Members asked about the history of the research division and whether the paper copies of the district profiles would continue, and staff said the printed versions would continue unless legislators asked otherwise.

Transcript Highlights:

• There's a $2.1 million increase for various statewide adjustments, including salaries related $1 million
• increase for various statewide adjustments, including salaries, related benefits, and attrition and
• Personnel services is 3.6%, or a $2.2 million increase, and that's various statewide adjustments, salaries
• Also, there's various standard statewide adjustments for... ...related benefits and salaries and attrition
• But salaries alone, the average salary with the 11 employees is around $80,000. Okay.

Committee: House Appropriations

Summary: The committee met on March 17 to review the FY27 budgets for the Department of Education and several special schools and commissions. Fiscal staff outlined the Department of Education’s roughly $6.4 billion budget, noting that most funding goes to the Minimum Foundation Program and subgrantee assistance. Major changes discussed included the removal of one-time teacher pay stipends, increases for the LA GATOR scholarship program, and projected adjustments in early childhood funding. Members also reviewed the constitutional amendment proposal tied to using about $2 billion to pay down teacher retirement obligations and provide future teacher pay raises. Dr. Cade Brumley testified that Louisiana’s education outcomes have improved and answered questions on math performance, charter school funding, the LA GATOR scholarship, and the special education Choice program. Members pressed the department on the sustainability and balance of funding between LA GATOR and Choice, the number of applicants and current recipients, and outreach efforts. Brumley said charter schools are funded through the MFP like other public schools, that LA GATOR currently serves about 5,500 students with applications recently reaching about 17,000, and that the Choice program serves about 500 students with a waiting list of about 700 applicants. He also said the department would implement whatever funding levels the legislature approves. The committee then heard the special schools and commissions budget, including the Special School District, Louisiana School for Math, Science, and the Arts, Thrive Academy, École Pointe-au-Chien, Louisiana Public Broadcasting, and BESE. Testimony focused on facility needs, enrollment, and program outcomes. LSU? No—LSM leaders described urgent roof and ceiling repairs estimated at about $800,000, while Thrive Academy highlighted student achievement, community service requirements, and economic impact. LPB said it is facing a federal funding loss of about $2.5 million and is responding with higher Passport fees, underwriting, and private fundraising. BESE’s small staff and administrative role were also explained, with members asking about board operations and the use of statutory dedication funds.

Transcript Highlights:

• be the new starting salary.
• Remember, 98% of our budget goes to salaries and benefits.
• Do you find that your starting salary is $50,000? I think that the starting salary is $40,000.
• We have adjusted that for inflation.
• And the base salary was $76,000.

Keywords: 999, senate, all