Eligible employees have access to a range of health benefits, including medical, dental and vision insurance, as well as life insurance coverage. The district contributes toward employee health insurance premiums, helping make coverage affordable for staff and their families.

Brentwood employees participate in Missouri’s public school retirement systems:

• Public School Retirement System (PSRS) for certificated staff
• Public Education Employee Retirement System (PEERS) for support staff

These state-managed pension systems provide retirement security through employer and employee contributions. Staff members may also participate in voluntary retirement savings plans, such as 403(b) and 457(b) programs, to build additional long-term financial savings.

Brentwood supports employees who pursue continued education and professional development. Tuition reimbursement may be available for eligible employees seeking additional coursework or degrees that support their professional responsibilities and growth within the district.

Employees receive a variety of paid leave benefits that support personal wellness, family needs and professional responsibilities. Leave options may include:

• Sick leave
• Personal leave
• Vacation time for eligible employees
• Bereavement leave
• Professional leave for training or conferences

These benefits help employees maintain a healthy balance between their professional responsibilities and personal well-being.

Certified staff are placed on the salary schedule based on their years of teaching experience, providing a clear and transparent path for compensation growth. Salaries also increase with advanced degrees, including bachelor's degree (BA), master's degree (MA), master's degree plus 30 graduate hours (MA30), and doctorate (DOC).

Extra Pay Extra Duty (EPED) compensation is provided to staff members who serve as coaches, sponsors and leaders of extracurricular and supplemental programs. Stipends are structured by role and experience to ensure compensation reflects the time commitment and responsibilities of each position.

Secretarial support staff are compensated on a 15-step hourly schedule based on years of relevant experience. Pay levels are organized by position to reflect increasing responsibility and leadership, including school secretary (S-III), registrar/receptionist/athletic secretary (S-IV), principal's secretary (S-V), and secretary to the superintendent (S-VII).

Maintenance and custodial staff are compensated on a 15-step hourly schedule based on years of relevant experience. Pay levels are organized by position to reflect increasing responsibility and specialized skill sets, including custodian (C-I), general maintenance (M-I), maintenance technician (M-II), HVAC maintenance (M-III), and custodial manager (C-II).

Accounting support staff are compensated on a 15-step hourly schedule based on years of relevant experience. Pay levels are organized by position to reflect the scope of responsibility within each role, including accounts payable specialist (A-II) and payroll specialist (A-I).

Instructional support staff are compensated on a 15-step hourly schedule based on years of relevant experience. Pay levels are organized by position to reflect the scope of responsibility and specialized skills within each role, including teacher aide (IS-I), certified teacher assistant (IS-II), technology facilitator (IS-IV), and computer technician (IS-V).

School nurses are compensated on a 15-step hourly schedule based on years of relevant experience. The schedule reflects the specialized health care services nurses provide to support student well-being and a safe learning environment.

Parents as Teachers educators are compensated on a 15-step hourly schedule based on years of relevant experience. The schedule reflects the specialized training and family engagement work that supports early childhood development and school readiness.