Katy ISD board discusses teacher compensation plan and evaluation procedures

The Katy Independent School District (Katy ISD) Board Work Study Meeting held on June 16, 2025, focused on several key topics that will impact the district's operations and budget for the upcoming school year. The discussions highlighted the district's ongoing efforts to streamline operations, enhance educational programs, and address teacher compensation.

One of the primary discussions revolved around the district's compensation plan for the 2025-2026 school year. The Chief Human Resources Officer, Bridal Shuss, presented the plan, emphasizing the importance of maintaining competitive salaries for teachers and staff. The proposed starting salary for teachers is set at $66,180, reflecting a commitment to attract and retain quality educators. The board noted that the compensation plan governs 88% of the district's budget, underscoring its significance in financial planning.

The board also discussed the potential impact of House Bill 6, which could alter the criteria for student expulsions to juvenile justice alternative education programs. Sherry Ashhorn, Director of Student Affairs, explained that the district is reestablishing memorandums of understanding (MOUs) with Harris and Fort Bend counties to reserve seats for students who may need to be expelled. This proactive approach aims to ensure that the district is prepared to handle disciplinary actions effectively while adhering to state regulations.

Another significant topic was the Texas Teacher Evaluation and Support System (T-TESS) and the designation of second appraisers. The board learned that requests for second appraisals are rare, with fewer than five requests typically made each year. However, the potential for increased requests due to changes in state funding and evaluation criteria was acknowledged.

The meeting also touched on the district's plans for reducing clerical staff as operations become more efficient through the use of technology. The board discussed the ongoing costs associated with software licenses, which currently amount to approximately $135,000 annually. The expectation is that as the district grows, the need for clerical staff will diminish, leading to potential savings.

A contentious point of discussion was the teacher retention and recruitment strategy. Board members debated the merits of including a retention allotment in the compensation plan, which had been a topic of concern in previous meetings. Some members expressed the need to reward experienced teachers who have remained with the district, while others highlighted the importance of the new state funding that aims to support all teachers, including those in their first two years.

In conclusion, the Katy ISD Board Work Study Meeting underscored the district's commitment to enhancing educational quality through competitive compensation, effective disciplinary measures, and efficient operational practices. As the board prepares to vote on the compensation plan and other initiatives, the discussions reflect a broader commitment to addressing the needs of both educators and students in the Katy community. The anticipated next steps include finalizing the compensation plan and monitoring the implications of state legislation on district operations.