Roanoke County School Board signals plan to secure 4.5% staff raise amid tight budget trade-offs
March 31, 2026 | ROANOKE CO PBLC SCHS, School Districts, Virginia
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The Roanoke County School Board on March 30 narrowed its budget choices and indicated a preference to secure a 4.5% pay increase for employees using funds the division can currently commit, while delaying or reducing some capital projects to pay for it.
Susan Peterson, who presented the budget options, told the board the division had prepared three scenarios: keep the March 11 priority list with a 3.5% raise; fund a 4% raise with $696,276 in additional allocations; or reduce other priorities by $1.4 million to provide a 4.5% raise. Peterson said staff would certify acceptance of related state bonus funding by May 1 if the board directed it.
The proposal to secure a 4.5% raise drew support from several board members. "My personal recommendation is that the board really consider the 4 and a half percent raise. I believe that we should prioritize our employees," said Committee member (S8). Peterson cautioned that employer payroll and VRS costs change the net fiscal picture and that staff would confirm line-item details before the next meeting.
Board members discussed how to pay for the raise, suggesting transfers that would affect the capital improvement plan (CIP), HVAC parts budgets and textbook adoption timing. Staff highlighted specific trade-offs: restoring a $200,000 teacher substitute increase, using payroll lapse estimates (historically between $1 million and $3 million), and reducing or delaying textbook purchases to free funds for raises. "We have an updated CIP that includes converting Arnold or Burton into an alternative public day school at $15,400,000," Peterson said, noting staff used a tiered inflation approach to reestimate project timing and costs.
The board also debated whether to place the budget items on the consent agenda or bring them forward as action items. Several members said action would allow presenters to explain details and allow public comment. "If it's on consent, I would not present it," a member said; others argued transparency favors an action item.
Peterson said staff will present the budget the board adopts tomorrow to the Board of Supervisors next week. The board intends to vote on the raise and related items at its next meeting after staff supplies final accounting that reflects payroll, VRS and other line-item impacts.
The board session also reviewed other employee compensation items and timing: a Chapter 7 average bonus of $1,500 per eligible employee requires certification by May 1; Peterson noted that after withholding (about 35.4%) employees would net roughly $969 of that bonus.
The board did not take a formal vote during the work session; it directed staff to prepare the pay plan, finalize the insurance and CIP line items, and bring the package to the next meeting for action.
Susan Peterson, who presented the budget options, told the board the division had prepared three scenarios: keep the March 11 priority list with a 3.5% raise; fund a 4% raise with $696,276 in additional allocations; or reduce other priorities by $1.4 million to provide a 4.5% raise. Peterson said staff would certify acceptance of related state bonus funding by May 1 if the board directed it.
The proposal to secure a 4.5% raise drew support from several board members. "My personal recommendation is that the board really consider the 4 and a half percent raise. I believe that we should prioritize our employees," said Committee member (S8). Peterson cautioned that employer payroll and VRS costs change the net fiscal picture and that staff would confirm line-item details before the next meeting.
Board members discussed how to pay for the raise, suggesting transfers that would affect the capital improvement plan (CIP), HVAC parts budgets and textbook adoption timing. Staff highlighted specific trade-offs: restoring a $200,000 teacher substitute increase, using payroll lapse estimates (historically between $1 million and $3 million), and reducing or delaying textbook purchases to free funds for raises. "We have an updated CIP that includes converting Arnold or Burton into an alternative public day school at $15,400,000," Peterson said, noting staff used a tiered inflation approach to reestimate project timing and costs.
The board also debated whether to place the budget items on the consent agenda or bring them forward as action items. Several members said action would allow presenters to explain details and allow public comment. "If it's on consent, I would not present it," a member said; others argued transparency favors an action item.
Peterson said staff will present the budget the board adopts tomorrow to the Board of Supervisors next week. The board intends to vote on the raise and related items at its next meeting after staff supplies final accounting that reflects payroll, VRS and other line-item impacts.
The board session also reviewed other employee compensation items and timing: a Chapter 7 average bonus of $1,500 per eligible employee requires certification by May 1; Peterson noted that after withholding (about 35.4%) employees would net roughly $969 of that bonus.
The board did not take a formal vote during the work session; it directed staff to prepare the pay plan, finalize the insurance and CIP line items, and bring the package to the next meeting for action.
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