Eight candidates seek to fill three school board seats

Eight candidates are seeking three seats on the Hot Springs County School District #1 Board of Trustees. They include incumbents Jennifer Axtell and Sherman Skelton and challengers Cynthia Garbin, Andrea Miller, Melissa V. Mohr, Nate Miller, Bethany Rose Webber and Mandy Wilson

The eight candidates provided bios and answers to five questions submitted by readers and asked by the IR staff.

Jennifer Axtell

I am Jennifer Axtell and I have been on the board of trustees for 8 years. I am currently running for my third, four year term. I have enjoyed my time on the board and appreciate the support from our community. I graduated from Hot Springs County High School and went to the University of Wyoming, I graduated with a Bachelors in Elementary Education and moved back to Thermopolis. My husband Chip Axtell and I with our four children run a cattle ranch in Hot Springs County. I believe you have to give back to the community in which you live in order to keep it thriving. Thermopolis has been a good place to live and work. I hope that my children choose to come back and raise their families here.

Sherman Skelton

I was born and raised in Thermopolis, graduating from HSCHS in 1993. My family have been long time residents, and I am a 5th generation resident of Hot Springs County. Following college I lived in Powell for 12 years while working at an Outpatient Orthopedic Clinic and raising my oldest daughter there. I met my wife Hallie in Powell, and over the next few years we lived in Yakima, WA, Casper and Tacoma, WA. We had three kids, Jackson (11) and in 5th grade, Payton (7) and in 2nd grade, and Jonathon (3) who is in pre-school at CRC. I have served on the board now for 4 years, and currently serve as Chairman. I am passionate about serving on the school board because I feel there is no greater investment than a child’s education. I deeply want to see every child in Hot Springs County have an opportunity for the best education possible.

Cynthia Garbin

My name is Cynthia Garbin. I am on the November 8,2022 General Election Ballot, as a Candidate for Hot Springs County School District #1 School Board Trustee.

My husband Paul and I have been Blessed to be members of Hot Springs County Community since 2005. During this time, we have been active members of many organizations and have volunteered to be of service and give back to this community we love to call home.

I have and still wear many hats, as wife and mother, friend and mentor, nurse and advocate, Instructor and facilitator, Board member and researcher, Constitutional Conservative and defender of our God Given Natural Rights.

I want to share my passion and make a true contribution to our community in a meaningful way.

Andrea Miller

I was born and raised in Laramie and graduated from UW with BA in Elementary Education. I moved to Thermopolis in 2018 to teach at RWE. After my first year of teaching I pursued and finished my MA in Special Education. I am still a full time teacher, but in a neighboring district where everyday I do my best to meet the needs of my students, no matter what it takes. It was in Thermopolis I found my husband, Nate, and it is in this town we will remain. We have two beautiful and strong little girls who inspire me daily to fight for a better future for not only them, but all children. My passion has and will always be to equip each and every child with the tools they need to build a beautiful future and to stand for those same children.

Melissa Mohr

My name is Melissa Mohr and I was born and raised in the town of Kennesaw, GA. My husband of 15 years and I moved to Thermopolis when an opportunity arose for him to join his family in business and return to school. I have a successful career working in the plumbing trade as part of a wonderful family-owned business in Atlanta, GA where I have been employed for 13 years. My husband Shawn and I have loved Thermopolis for many years and are excited to make it our home. I feel strongly in order to call somewhere home you must seek to share your abilities with community to further it’s internal strength. A strong community is a resilient community.

Nate Miller

I have been a resident of Hot Springs County my whole life, aside from when I attended college. I graduated High School in 2005, and had many notable athletic accomplishments in my time as a Bobcat including being recognized as Mr. Basketball and the Gatorade Power Player of the year. I graduated from UW with a BS in Business and now I am a successful contractor here in Thermopolis. I met my wife Andrea in 2018 and we have two daughters. Thermopolis is where I have always been and where we will raise our girls. There is no place I have found better than right here in our town.

Bethany Rose Webber

My name is Bethany Rose Webber, I am a wife, mother, and community member of Hot Springs County. I was born in Worland, attended school in Thermopolis. and graduated High School from Cody. Currently, I love living on Owl Creek, being involved in all “things boy,” and working in Thermopolis and surrounding communities. I attended University of Wyoming for Art Education and graduated with my Elementary Education degree from Grand Canyon University. I started my teaching career as a teacher assistant then owning/operating Kiddie Kollege preschool for seven years. I taught Kindergarten/3rd grade for seven years and now enjoy substitute teaching Pre-K- 12th. I am passionate about education and our children. I cherish the opportunity to be involved with our community. I teach at my church on Wednesdays and volunteer with our local 4H.

Mandy Wilson

My name is Mandy Wilson, and I was raised in Hot Springs County. Many longtime residents will remember me by my maiden name Mandy McDonald. I am married to Shane Wilson and have a son in 3rd grade. 

I attended and graduated from this school system in 1995. I then graduated from the University of Wyoming with a bachelor’s degree. 

My background includes Law Enforcement, EMT, Construction, Accounting, and business. I have been active with the Rec District in helping coach youth sports that include Football, Basketball, Baseball, Soccer and Wrestling. 

The eight candidates provided answers to six questions submitted by readers and asked by the IR staff. Answers were held to a maximum of 150 words, and in the case of two part questions, 200 words. Those questions and the candidates responses are as follows:

1. What has Hot Springs County School District #1 done well over the last five years to ensure quality education for all?

Axtell: In our mission statement the number one priority of the district is to ensure a top-quality education for all Hot Springs School District students. Currently Hot Springs County School District is ranked in the top ten in the state in 13/20 state measured areas of performance. This is assessed using the Wy-Topp summative assessment and the ACT. All three schools in the district have exceptional ratings on high performing schools in the state. Thermopolis Middle School is one of three schools in Wyoming with Exceeding Expectations based on the performance rating given by the state. Thermopolis High School also has a rating of Exceeding Expectations and is only one of seven high schools in the state to receive this accolade. There are 53 middle schools and 70 high schools in Wyoming. We pride ourselves in placing the best teachers and staff in front of our students.

Skelton: As a district we work hard to recognize where an intervention is needed, and then making sure the staff is supported in addressing the need. For example:

Improving our graduation rate has been a district goal the past few years. Evidence was showing us that kids who were struggling their freshman year were most at risk of dropping out, so an emphasis was made on early interventions at the freshman grade level to provide early successes for those students. Improving ACT scores was a district priority a few years ago when that score had dropped. Our district made it a priority to expose students to the ACT early in their Junior year, so they were better prepared for it later that same year. Now we have the second highest ACT score in the state. Lastly, we invest in our staff. Student learning improves with high quality educators.

Garbin: One must remember what we all have faced over the past 2years with the CCP Virus, Mandates and Poor judgement of the current administration and with that understanding, know that the HSC School district was restrained from doing the best for our children.

That being said, they have attempted and in some measure have succeeded, in making the classroom time a positive and productive venue for our children, under very challenging times.

There has been adequate growth in some areas and certain success in others.

What then is the next step to ensure quality education for all?

Simply, for All to not assume that others know what is best for our children. Become engaged. Participate. Ask questions. Help find solutions.

A. Miller: HSCSD#1 does provide a physically safe environment for students to be at during school hours and two meals a day, which any parent or educator would agree is essential for education to begin. There are also some incredibly gifted teachers who not only have content and pedagogical knowledge, but also care deeply for students and show that love day in and day out. Following new state legislation HSCSD#1 is also providing literacy training for RWE teachers and any staff involved in literacy education. There also are other staff members who selflessly serve the students in whatever role they have day in and day out for little if any appreciation and often with little support.

Mohr: Hot Springs Country School District #1 has routinely ranked very highly on statewide assessments in Language Arts, Math, and Science specifically. Being able to maintain these standards through COVID-19 is an amazing accomplishment and should be celebrated. Using these great rankings to build on is an amazing place to start growth in this post COVID-19 era!

N. Miller: There are some quality teachers who really invest in and care for their students. These teachers should be praised and acknowledged. Students can tell the difference in teachers who are invested in them, and will have better learning outcomes from them.

Webber: HSCSD#1 has for the past 5 years continued to implement a PLC process. Professional Learning Community is a process where educators work collaboratively and continually to look at data and the teaching practices of other educators to ensure learning. I believe PLC has great value, and the district has done a great job at implementing PLC. I also feel that there are gaps in the execution of a full PLC district. It has been stated that a “bridge was built” between Thermopolis Middle School and Thermopolis High School focused on learning together. PLC was transitioning students from middle school to high school to ensure student achievement, with this leaving me questioning the elementary to middle school PLC. Especially with our unique system of 5th grade in Middle School. We display and boast the achievements and test scores of TMS and THS, but not RWE.

Wilson: Meeting and exceeding educational benchmarks according to the test scores.

2. What are the weaknesses within HSCSD#1?

Axtell: In every business or district there is always room for improvement. As a district we believe we can always do better, and we strive to openly discuss areas to grow. One of the biggest things we would like to see improve is our graduation rate. The state of Wyoming allows a child to drop out of school at the age of sixteen. We have collaborated with legislators to change this law but so far haven’t succeeded in changing the minds of our state government. Last year our graduation rate was 87.8%. The national average is 82.4%. This is not good enough for our students. Every student should feel that it is important to graduate from High School and find success in this. Education changes the life of children, and we want every student to have the ability to move into adulthood with great opportunities.

Skelton: We have had some amazing student and staff successes. One thing I always love to see though, is that while we are all proud of those successes, nobody is quite satisfied. There is always something to improve. I would love to see our staff retention improve. This is something we are always trying to work on. Having enough staff is always an issue. I know we can always use help with food service, transportation, and substitutes to name a few. These shortage puts additional stress on the staff we do have in those areas. There is a nationwide teacher shortage, so it is imperative that we keep the high quality teachers we do have. This is even more challenging when our neighboring states are increasing their pay, and we have a harder time keeping up.

Garbin: To prepare for the important task of serving our community on the HSC School Board I have read current Wyoming School Standards, attended school board meeting both on Zoom, when mandated, and in person. Reviewed the HSC School web page.

And recently sat in on the Wyoming Legislative Joint Committee on Education.

While becoming more informed on Governor Gordon’s: RIDE Initiative & Profile of a Graduate, https://wyoleg.gov/InterimCommittee/2022/04-2022101002-01_REVISEDJEIC10.10.22.handout.final.pdf

I noted that Thermopolis, HSC School District#1, did not appear to be participants in the survey and communications. I understand there may have been time constraints or logistical problems with participating, but I truly hope, that the HSC School district will look at the information and use it as a source of guidance in moving forward.

A. Miller: In the past five years there have been over 40 teachers who have left HSCSD#1, many of whom are still teaching. There have been equally alarming numbers of people leaving from other positions from bus drivers to those working in the business office. Next, the lack of transparency and accountability to constituents. Meetings are not set up in a manner that is welcoming for members of the public to attend, documents concerning how and where taxpayer money is being spent are also very difficult to find. Policy BEDB states the superintendent creates the agenda for board meetings or Policy GCK gives the superintendent final say on all staff positions. Major issues should be spearheaded by the board to ensure accountability to the students and taxpayers. Finally, expectations vary widely for staff and students, breeding discontent and creating difficult learning and work environments for all.

Mohr: A nationwide issue which has been affecting HSCSD#1 is Teacher retention. Currently HSCSD#1 has an annual 15% turnover rate as opposed to the national average of 16%. Lack of staff consistency ultimately hurts the overall educational experience of our students. Being a small town our ability to replace 15% of our staff on average each year is a daunting task especially when our compensation package is not competitive. Another important item which I believe we can improve and build on is school security. Ensuring a safe environment for learning is imperative and continued training and building on current security protocols is a must

N. Miller: I think there is a discrepancy within the treatment of students and staff at HSCSD#1. Consistency is vital to excel at any endeavor a student embarks upon. Students and staff would both benefit from consistency as expectations would be the same year after year. If everyone was held to the same standard there would be mutual accountability within teaching teams. Along with consistency in expectations, consistency in staff is also important for student learning. There is a high staff turnover, which adds to the inconsistencies within HSCSD#1. There doesn’t need to be a middle man between the staff and the board where First amendment rights could be infringed upon. Retaliation is a real thing within HSCSD#1 and is very concerning.

Webber: Weaknesses within HSCSD#1 would be the lack of transparency and consistency. Transparency to the public from the district would mean the school board/administrators maintain open and honest lines of communication to ALL citizens, informing them on upcoming decisions that will be made with the best interest of the district. This would mean asking, listening and discussing prior to decisions being made. Consistency helps create an effective learning environment. This includes classroom teachers keeping routine, teaching teams remaining the same for multiple years, and keeping the same staff over extended periods. Teachers jumping grade levels creates expectations of learning an entire curriculum in a few months. Continuing to change reading programs each year leaves teachers not fully knowledgable on new programs, as well as being outrageously wasteful financially. Teacher turnover shows instability, in HSCSD#1 we have lost over 40 staff members since 2014, and currently 7 positions unfilled.

Wilson: Staff turnovers and resignations. On boarding personal is costly and to constantly be losing personal costs the district a lot of money and time. We need to find out what is driving this and try to keep good personal long term.

3. What are the educational gaps in HSCSD#1?

Axtell: We have made it a priority this school year to improve our Reading and Writing at Ralph Witters Elementary School. This year our district implemented a program to ensure that every student can have the highest level of success in early literacy. We have changed our school days to include one day a month of staff training in Reading so that every teacher can effectively teach these young minds. The parents, students, and staff have changed their personal schedules to allow this level of learning. Studies show that students who read and write at high levels are more likely to graduate, do better on their ACTs, continue on to trade school or college, and work at higher paying jobs in the future. We saw a gap in early literacy and are working hard to change this. Continuing education for our teachers is a priority and the elementary staff is working hard to be effective for our students.

Skelton: Our students rank in the top 10 in 12 of 19 categories out of 48 districts state wide. That’s a tremendous result for a district that 12 or 14 years ago was ranking closer to 45 out of 48. That doesn’t mean there isn’t still work to do. The time spent in virtual learning a few years ago hit our most vulnerable group of students the hardest. We have reworked the school calendar to provide additional support to our K-4 staff for additional professional development time in reading and math. This group of staff have taken that challenge head on and are putting in an incredible amount of time for the benefit of our students.

Garbin: I was gratified to sit in at the School Board meetings over the passed 6 months and see firsthand, the enthusiastic Hot Springs County School District, Teachers and Students presenting their successes.

However, I would be amiss if I were to not say, I was disappointed to see the focus was more Athletics successes and few celebrations of Academic successes presented by the students.

Although at the September meeting, the H.S. Student Trustee did present a wonderful over view of all activities during Home Coming week.

The greatest observable gap is that the Education System has moved away from the Basics of Reading, Writing and Arithmetic, Critical Thinking and Problem Solving at appropriate ages, and focuses on the importance of test taking and reaching preset academic goals.

I question the Many Wyoming Standards that are required to deem a successful completion of pre-K through 12 school year.

A. Miller: Research shows and Wyoming Department of Education requires the use of what is known as Multi tiered systems of support (MTSS), this requires not only solid research based core instruction, but also additional targeted focused research based interventions for students not at mastery on any given concept. A true picture of this is lacking in the district. Another educational gap is staff turnover and no consistent curricula across grades, which creates little consistency and can create learning gaps. When there is a lack of consistency in how concepts are taught and progress from one level to the next our most struggling learners fall further behind and our highest learners’ potential is limited. Finally, there is a need for behavior intervention provided by trained staff and teachers who are not the classroom teachers. When students with major behaviors are not provided the support they need, all students suffer learning loss.

Mohr: It is no secret that one area HSCSD#1 struggles in is Reading. Our elementary students are well below the level they should be reading at for their grade. My research has shown that steps are actively being taken to remedy this gap. These steps include additional training and program restructuring. Follow through and pushing for excellence are crucial because if reading levels are lacking all other educational areas will begin to suffer. Our graduation rate at HSCSD#1 is also an area which needs work. We currently have a graduation rate of 87.8% which is above the state average of 82.4%. However, anything less than a 100% graduation rate requires we examine what we can do as a district to retain those students.

N. Miller: As a parent of a former district student the literacy program for young students is an area of concern. I am not an educator and anyone who isn’t would struggle to answer this honestly without more information.

Webber: The educational gaps can be seen in the test scores at HSCSD#1, and can easily be blamed on distant learning, summer drop, and exposure. Reading scores can be expected to drop as we experience transitions through new programs. Teachers learning new curriculum every year will create gaps. Environmental situtations may cause gaps, and other instances beyond control may as well. As community members we can access information on the WDE website, or ask for documention from the district. Even with all this information I am unable to answer this question with 100% certainty I am correct. Paperwork at parent teacher conferences this past week provided spring WYTOPP scores, report cards were discussed, and flyers of positive growth in grades 4-12 were handed out. Yet I do not feel I have enough information to identify educational gaps. This is where transparency is important to me, I would like MAP scores from fall and/or more from K-12.

Wilson: As I am not currently a board member I don’t know the specific educational gaps. But I feel we need to make sure our kids are ready for the college environment and make sure they are able to be successful productive members of society.

4. What would you do to ensure children are not forced into a one-size-fits-all learning model?

Axtell: Individual learning is an area that Hot Springs County Schools excels in. Our district believes that the job of a teacher is to ensure that every student learns and can be successful. Our teachers collaborate with their team to assess student learning on a daily basis. During this collaboration they look at each student and plan ways to bridge any gaps in learning. Sometimes this may be reteaching in small group size or sending your homeroom student to a different teacher to learn a concept. There is a deep-rooted belief that a student cannot excel in the next concept without grasping the previous lessons. Each school offers additional time during the day that students can meet with teachers and relearn a concept, retake an assessment, or simply get something explained at a deeper level or in a different way.

Skelton: As a board, we don’t micromanage the classrooms, and instead are a policy board. Policy JBAA is on the district website, and is reflective of our recognition that students learn in a multitude of ways. There are no one-size-fits-all learning models in our district. Students all learn differently, and at different paces. Our staff are the experts, and they do a great job of recognizing the particular learning patterns for students. Teachers analyze the methods that work best for each student, delivering instruction the maximize the student learning. Time is built into schedules to allow for teachers to give extra assistance where needed or to further challenge those students who have already mastered a particular skill. The staff have incredible trust in each other, and use the strengths of those around them to make sure that each student is getting the information in the way they learn best.

Garbin: As parents is it our responsibility to provide our children with the strong moral base to take root and grow from. It is our obligation to be good stewards and guardians protecting and nurturing them to grow and develop into productive citizens.

This responsibility does not stop at the door of the school classroom.

We must be advocates for our children’s education and play an active role in what, how and by whom the subject matter is imparted to their susceptible young minds.

As a New Voice for our Children, when elected as an HSC School Board Trustee,

I will listen to the Parents, Children, Teachers and School Board, working with all due diligence to address and find solutions to their concerns.

I believe in an interdisciplinary approach, STEM curriculum, which is hands- on, problem-based learning, that helps students succeed in college or whatever path they choose for their future careers.

A. Miller: A huge part of the one size fits all model is the major emphasis placed on high stakes tests. There is a need for students to demonstrate knowledge and tests such as Wytopp are not negotiable for public schools. However, the district can choose to place less emphasis on these high stakes tests and more on the true education and growth of our students. HSCSD #1 can provide all students opportunities for true interventions they may need and offer an array of options to explore various opportunities for enrichment. By doing so students would develop a passion for learning that lasts a lifetime, rather than a fear of failure. The goal of the district should be to equip each INDIVIDUAL student with the tools they need to build a more beautiful world. Test scores won’t change our future; passionate, knowledgeable, caring, and strong students will.

Mohr: As a member of the trades community myself I have experienced how rewarding an alternative to college post-graduation can be. Every child deserves to be prepared to find a future best suited to their abilities and talents. For some this means not going to college. State funding for these types of programs is usually little to none requiring districts to think outside the box to acquire funding and staff to introduce students to skilled alternatives to college. I would seek to involve experienced individuals from local companies in a variety of trades and skills, private funding, and/or grants to further the exposure of students. Community involvement is crucial in building a strong and skilled future generation to contribute to Hot Springs County.

N. Miller: I would do my best to ensure every student, that we as constituents are paying for, get the educational opportunities that they deserve. I would try to ensure this by giving the teachers, within reason, a platform to speak to the board concerning their view of if this is truly happening or what could be done better. The teachers are the ones with the students every day, with no open line of communication it would be difficult to ascertain a full picture of the education students are receiving

Webber: A “one size fits all” learning model is created with the assumption that all students all learn exactly the same. Differentiated learning approach allows teachers to teach the curriculum in a variety of ways to ensure all children are learning in way that is best for them. This includes evaluation methods. To ensure that children are not subjected to the “one size fits all” style a board will need to be focused on transparency. Communication is key, parents need to feel comfortable discussing their child’s weaknesses and strengths. Students need to trust that they can share abilities and interests that will strengthen depth of knowledge. Teachers need to feel supported to try new techniques. A successful learning model will be provided when teachers are not afraid to do student driven activities, parents are heard, and board members can provide support.

Wilson: We need to listen to the staff that are hands on with the kids and get their ideas and expertise to help in making a model that fits all kids. Working together to get the best model and they we need to re-visit it and make sure it is working and if not find out what needs adjusted, changed, tweaked to do better. Every system needs re-evaluation constantly to make sure it is effective.

5. Do you believe administrations and staff are overpaid adequately paid, or under paid?

Axtell: I believe that teachers around the country are not only under appreciated but also substantially under paid. The mindset of people needs to change in the importance of teachers in our country. Without teachers we would not have the professional adults that we depend on for our health, finances, and everyday necessities. One of my frustrations is when people say that teachers have the summers off. This is not accurate. Our teachers and staff take continuing education classes every summer, attend workshops, work in their classrooms, and meet with teammates to plan the next year curriculum.

Administration in Hot Springs County are paid appropriately for what their job entails. In most districts you have assistant principals and assistant superintendents. In Hot Springs County this is a one-person job. We expect our administration to take on roles that in many districts you would have extra personnel for.

Skelton: This is a great question. Prior to my time on the board, coupled with the two months that we did virtual learning, my answer may have been different. I was not a great teacher when my kids were doing virtual learning. Worse yet, my two students did not like their home teacher. Teachers invest an incredible amount of time mastering their craft. They spend the day with the most precious thing in our lives, nurturing them, loving them, educating them, as if they were their own, and then hoping that I don’t undo all of that quality learning over a weekend. Wyoming’s average teacher salary is around $3,500 a year below the national average, sitting at around $24 an hour. The number of bachelor’s degrees in education awarded at UW in the last decade has dropped by 34%, leaving us facing a dramatic teacher shortage, now, and in coming years. I do not feel they are overpaid.

Garbin: During these uncertain and economically challenging times we all are feeling the pressures of inflation on our ability to provide for the necessities of life.

Food, housing, and energy needs are sorely impacted by inflation. To fairly answer this question, one must look at the individual needs/ necessities of life of each person.

While listening to and reading the materials provided for the recent Wyoming Legislative Joint Education Committee meeting, It was stated that Wyoming Teachers have in the past years received a salary higher than most of the surrounding states. This trend has flattened in the last several years. But If I understand, State Statutes sets a range of salaries, but allows the Schools District to pay at the rate they determine. If we as a community have concerns about the salaries of administration and staff, we do have the right and ability to ask questions.

A. Miller: The budget, like most districts, is very top heavy. “Highest salary at Hot Springs County School District 1 in year 2021 was $148,625. Number of employees at Hot Springs County School District 1 in year 2021 was 317. Average annual salary was $19,780 and median salary was $11,255. Hot Springs County School District 1 average salary is 58 percent lower than USA average and median salary is 74 percent lower than USA median.” (https://govsalaries.com/salaries/WY/hot-springs-county-school-district-1) In a district that retains teachers and has a positive culture of community and respect, good leadership and staff are priceless. With teachers and staff leaving HSCSD#1 at alarming rates administrators making 600 percent more than the average annual salary is not justified.

Mohr: Having family who work in the district I have witnessed firsthand the additional hours and training completed outside of contractual hours at the expense of time with their own children. Our teachers are committed to getting the best training they can regardless of summer vacation so our students can have the best. In general, our teaching staff is underpaid and underappreciated for their hard work, long hours, and personal sacrifice. In addition to this HSCSD#1 is not competitive among in state districts or out of state districts when it comes to pay.

Being a smaller district, our Administrators take on duties typically delegated in larger districts. These additional tasks with far less assistance than their peers should be reflected in their pay. In short, I believe our administrators are paid adequately for their work loads.

N. Miller: I believe the staff are adequately paid there is a market rate to attract quality staff and HSCSD#1 is comparable to other districts in the state. I believe that administration is the same, the disconnect is when administration or staff are being paid and not fulfilling the duties of their position with integrity. If someone is not working to benefit the students they are grossly overpaid no matter the salary.

Webber: I believe administration is over paid, staff under paid. According to “Cowboy State Daily,” April 13 2022, “Superintendents’ annual salaries in the 2020-2021 school year averaged $141,358, about $25,000 more than the 2021 recommendation of $116,016.” The superintendent in HSCSD#1 is documented at an even higher than the average salary. In past years teachers did not receive “steps,” (pay raise) while the superintendent continued to receive pay raises. The average HSCSH#1 employees salary is lower than the national average for government employees. Classified staff (ex; paras) make around $15.00/hr and these individuals are with our children everyday, for 8 hours or more. Substitute teachers make $14.38 (and they are essential) while starting wage at McDonalds is almost equal. I believe administration raises continue to go up, while bus drivers, crossing guard, cooks, teachers and other vital members of the district remain below average.

Wilson: This question depends on the position. I feel some positions are under paid, some are adequate and there are a few that I feel are over paid.