Elmhurst School District 205 is a mid-sized public school system serving approximately 8,239 students across DuPage County, Illinois. The district employs 677 teachers (631.93 FTE) and maintains separate collective bargaining agreements with both its teaching and paraprofessional workforces. This profile examines the district's current labor environment, compensation structures, and contractual provisions as reflected in the most recent settlement data and state-reported salary figures.
District snapshot and enrollment context
Elmhurst SD 205 operates within DuPage County, one of Illinois's largest and most economically diverse regions. With approximately 8,239 students, the district represents a mid-range enrollment profile for suburban Illinois public schools. The teaching staff of 677 headcount (631.93 FTE) indicates a student-to-teacher ratio supportive of classroom instruction across early childhood through high school grade spans.
The district currently operates under two active collective bargaining agreements: one covering the teaching unit and a second covering paraprofessionals and school-related personnel (PSRP) represented by Elmhurst Paraprofessional and School Related Personnel Council Local 571, affiliated with the IFT/AFT. Both agreements share identical wage-increase provisions under the most recent settlement cycle, reflecting coordinated bargaining strategies in 2024–2025.
Teacher compensation and salary schedule
According to Illinois State Board of Education (ISBE) reported baseline figures for 2025–26, Elmhurst SD 205 operates a traditional degree-lane and step-advancement salary schedule. The structure includes four lanes: Bachelor's degree (BA), Master's degree (MA), Master's degree plus 30 credits (MA+30), and a Highest category based on Master's credentials and longevity.
State-reported 2025–26 baseline salary schedule:
- BA lane: $58,143 (entry) to $66,446 (top, at 9 years)
- MA lane: $67,445 (entry) to $96,157 (top, at 12 years)
- MA+30 lane: $72,676 (entry) to $112,957 (top, at 14 years)
- Highest lane: $131,474 (at 17 years)
- Master's degree 10th-year salary: $87,999
Actual teacher compensation reported by ISBE for 2024–25 reflects earnings above the minimum schedule due to longevity, step advancement, and stipend provisions:
- Average salary: $99,272
- Median salary: $98,645
- 25th–75th percentile range: $80,532 to $121,050
The largest group, general teachers (427 staff), earned an average of $100,806 with a median of $100,327. Specialized positions—special education teachers (58 staff), bilingual education teachers (52), resource teachers in elementary (39), and speech-language pathology teachers (28)—earned slightly below the general teacher average, ranging from $89,618 to $98,007 in mean compensation.
Recent settlement and wage progression
The most recent settlement, effective July 2025 through June 2028, represents a three-year agreement covering both teachers and paraprofessionals. The settlement pattern shows consistent year-one wage gains following inflationary periods:
- Year 1 (2025–26): 5.00% increase
- Year 2 (2026–27): 3.50% increase
- Year 3 (2027–28): 3.50% increase
This settlement follows two preceding years of more modest growth (3.00–3.40% annually in 2023–25), reflecting the district's post-pandemic wage trajectory. Custodial and support staff settled in 2022–23 on a four-year agreement with 5.00% year-one growth followed by 1.00% annual increases in years two through four, indicating differentiation in wage strategies across classification groups.
The current year-one rate of 5.00% aligns the district toward the middle range of comparable DuPage County systems. Among seven peer districts where data is available, rates vary from 0.25% (Bensenville SD 2) to 6.52% (Butler SD 53), with Elmhurst SD 205's 5.00% placing it in the upper-middle tier.
Paraprofessional compensation and classification
Paraprofessionals represented by Council Local 571 are organized into at least two wage groups (Group A and Group B) with differentiated hourly rates established in the contract appendix. Available data for Group A shows a range from $20.25 per hour (minimum) to $33.50 per hour (maximum for 2025–26). A sample step structure for unknown position type P35 lists rates at steps 10 ($600), 15 ($850), 20 ($1,000), and 25 ($1,350), though the relationship of these values to hourly compensation is not specified in the source material.
The 2025–26 contract year includes a $1.00 across-the-board increase in addition to the 5.00% percentage-based raise for all classifications. This dual-increase structure provides entry-level paraprofessionals with meaningful nominal wage growth.
Fringe benefits and insurance provisions
Elmhurst SD 205 provides a comprehensive benefits package, though some details are referenced by article without full specification in the source material.
Health insurance (2025–26 and beyond): The district offers multiple health plan options with stepped employer contribution percentages:
- Blue Advantage HMO: Board contributes 94% of employee-only premium (effective 7/1/25–12/31/25)
- HSA PPO: Board contributes 88% (7/1/25–12/31/25), declining to 80% (1/1/26–12/31/26) and further declining to 70% (beginning 1/1/27)
- PPO1 plan: Employer contribution percentage not specified
For employee-only coverage under Blue Advantage, the employee premium is $17,775 annually, representing 80% employer contribution. Family coverage under Blue Advantage costs $35,524 annually (64% employer share).
Employees selecting the HSA PPO plan receive an annual Board contribution of $1,100 deposited to their health savings account on January 20th.
Dental and vision insurance: The contract addresses dental and vision coverage through Article IX (Fringe Benefits), but specific coverage details, plan names, and deductible structures are not extracted in the available source material. Reported premium baselines indicate employee-only dental coverage at $504 (75% employer paid) and family dental at $417 (0% employer paid).
Life insurance: The Board provides Group Term Life Insurance of $21,000, plus an additional $21,000 for accidental death and dismemberment.
Paid leave:
- Sick leave: New hires receive 10 days upon hire (starting 2025–26); returning employees in years 2–14 receive 12 days; employees with 15+ years receive 13 days. Maximum accumulation is 240 days or the maximum allowable for IMRF service credit transfer, whichever is greater.
- Personal days: Ten-month employees receive 4 days; twelve-month employees receive 5 days.
- Bereavement leave: Three days per occurrence for immediate family funerals.
- Parent/teacher conferences: 10 hours outside the school day, counting as one additional work day.
Work schedules and instructional time
The contract specifies professional day lengths and student contact time by grade level:
- Early childhood: Professional day maximum 7 hours 5 minutes
- Elementary (K–5): Professional day maximum 7 hours 15 minutes, including 30-minute duty-free lunch
- Middle school: Professional day maximum 7 hours 30 minutes, including 30-minute duty-free lunch; student contact time not to exceed 255 minutes per day
- High school: Professional day maximum 7 hours 46 minutes; teachers assigned 5 instructional periods, 1 duty-free lunch, 1 teacher-directed planning period, and 1 semester-equivalent supervision/support period on an 8-period day
The school year consists of 177 pupil attendance days, 4 institute days, 10 hours of parent/teacher conference time (counting as 1 teacher work day), and 5 snow/emergency days, totaling 182 teacher work days.
Retirement, longevity, and supplemental compensation
Elmhurst SD 205 employees participate in IMRF (Illinois Municipal Retirement Fund) for classified and support staff. The Board picks up the employee contribution to IMRF, reducing gross earnings by the amount the Board pays on the employee's behalf.
Longevity stipends reward service tenure:
- 10 years: $600 annual stipend
- 14 years: $850 annual stipend
- 19 years: $1,000 annual stipend
- 24 years: $1,350 annual stipend
Retirement stipends (age 55+, paid in final salary):
- 10–19 years of service: $1,350
- 20+ years of service: $2,250
- 25+ years of service: $3,750
Mentor stipends incentivize mentoring of new teachers:
- New to the profession: $2,000 total (80% paid year one, 20% year two)
- Experienced teacher new to district: $1,500
Special education compensation: Special education teachers, school social workers, speech/language pathologists, and school psychologists receive eight hours of paid compensation annually for work outside the regular school day at the currently bargained hourly rate.
Grievance and evaluation procedures
The contract establishes a seven-step grievance procedure: informal consultation, principal review (Step II), formal written grievance (Step III), superintendent review (Step IV), mediation (Step V), Board hearing (Step VI), and binding arbitration under American Arbitration Association rules (Step VII). The arbitrator's decision is final and binding on both parties.
Non-probationary employees are evaluated annually by May 1st. Newly hired employees undergo a probationary period of minimum one year with evaluations at 45, 90, and 180 work days; this period may be extended up to an additional 90 days.
Source and scope
This profile reflects data extracted from CollBar's district page for Elmhurst SD 205 (Illinois District 19022205026) as accessed during report preparation. Figures reflect state-reported ISBE baseline salary schedules (2025–26), actual compensation data (2024–25), and contract terms from the current collective bargaining agreement effective July 2025 through June 2028.
The source material does not constitute an independent audit or comprehensive contract analysis. Some contract articles (including portions of dental, vision, and fringe benefits) are referenced by citation without full text extraction. Readers seeking complete contract language should consult the district's official collective bargaining agreements or contact the district directly.
Key takeaways
- Competitive wage settlement: The 5.00% year-one increase reflects strong bargaining outcomes in the district's 2024–25 cycle, positioning the district in the upper-middle range of comparable DuPage County systems.
- Tiered benefits with transition: Health insurance employer contributions decline over three years (Blue Advantage remains stable at 94%; HSA PPO declines from 88% to 70%), creating potential cost-shifting to enrollees selecting PPO options.
- Differentiated workforce treatment: Teachers and paraprofessionals share wage increases; custodial and support staff settled separately with lower year-two through four growth, indicating flexible classification-based negotiation.
- Robust leave and longevity: The district offers competitive sick-leave accrual (10–13 days annually based on tenure), paid longevity bonuses up to $1,350 annually, and retirement stipends up to $3,750, supporting retention of experienced staff.
- Grade-level workday variation: Contracts specify professional day and student contact time by level, with elementary teachers working slightly shorter days (7:15) than high school (7:46), reflecting different instructional demands.
Frequently asked questions
What is the maximum teacher salary in Elmhurst SD 205?
According to the 2025–26 baseline schedule, the highest lane maximum is $131,474, reached after 17 years of service at the Master's degree level. Actual compensation may exceed this through longevity stipends (up to $1,350 annually), depending on individual service history.
How do health insurance costs change over the contract period?
Employer contributions remain stable for Blue Advantage HMO (94%) but decline for the HSA PPO plan: 88% of premium (7/1/25–12/31/25), 80% (1/1/26–12/31/26), and 70% (beginning 1/1/27). Employees enrolled in HSA PPO after January 1, 2027, will bear 30% of the premium cost, a significant shift from current levels.
What is the school year length and how are professional days counted?
The school year consists of 177 pupil attendance days plus 4 institute days, 10 hours of parent/teacher conference time (counting as 1 work day), and 5 snow/emergency days, totaling 182 teacher work days. Professional days vary by grade level (7:05 to 7:46), with student contact time carefully regulated.
Do paraprofessionals receive the same wage increases as teachers?
Yes. Both the teacher unit and the paraprofessional unit (Council Local 571) settled identically in the 2025–28 agreement: 5.00% year one, 3.50% years two and three. Paraprofessionals additionally received a $1.00 across-the-board increase in 2025–26.
How are grievances resolved if parties cannot agree?
Unresolved grievances progress through seven steps, culminating in binding arbitration under American Arbitration Association rules. The arbitrator's decision is final and binding. This structure provides employees with a defined appeal pathway while limiting the district's appeal options once arbitration is triggered.
What longevity benefits accrue to long-serving employees?
Employees receive annual longevity stipends at 10, 14, 19, and 24 years of service ($600–$1,350 per year). Upon retirement at age 55+ with 10+ years of service, employees receive a final stipend ($1,350 for 10–19 years; $2,250 for 20+ years; $3,750 for 25+ years), in addition to IMRF pension benefits.
How CollBar can help
Understanding your district's labor position requires reliable access to settlement history, peer comparisons, and contract clause analysis. CollBar specializes in helping public-sector HR and labor-relations professionals navigate these complexities.
Whether you are benchmarking Elmhurst SD 205 against regional comparables, preparing for upcoming negotiations, or evaluating your current agreement's competitiveness, CollBar's platform provides district-specific intelligence grounded in verified contract data and state-reported compensation figures.
For questions about Elmhurst SD 205, regional labor trends, or how to strengthen your labor-relations strategy, contact CollBar at (419) 350-8420 or explore free district tracking and comparables through your account.
