Lubbock Independent School District trustees on Aug. 28 adopted a 2025–26 employee compensation plan that increases the starting teacher salary to $50,900, provides an average pay increase of about 13% for certified teachers, moves paraprofessional starting pay to $13.50 per hour and approves accompanying changes to the district health benefits package, including continuation of zero‑copay clinics and a new premium structure.

The action, which passed on unanimous 7–0 votes across related agenda items, combined the compensation plan, approval of zero‑copay clinic services with UMC Physicians, adoption of the district health‑insurance plan and the premium schedule for 2026.

District officials and union representatives said the pay plan exceeds minimum state requirements and is intended to improve recruitment and retention. Lauren Smith, president of the Lubbock Educators Association, told trustees the union “fully supports” the compensation plan and said, “By moving the starting teacher pay to $50,900, you will allow the district to recruit new teachers at a time when there is a critical shortage across the state.”

Dr. Barlow, the district presenter on compensation, described the package as “above and beyond what House Bill 2 provided” and said it places nurses, librarians, counselors, diagnosticians and licensed specialists in school psychology on structured pay scales with midpoint adjustments. “This is a historic raise across the board,” Dr. Barlow said.

Trustees also approved retaining zero‑copay primary‑care clinics for plan members and recommended UMC Physicians as the vendor for the clinics. Executive staff said use of the clinics is high and that free clinic access can reduce untreated illness among employees and their families. Marco Guardiola, Aaron Davis and other UMC representatives attended the meeting during the discussion.

On the health‑insurance premium item, the board approved a premium structure that spreads previously authorized premium increases across the plan and preserves a district contribution of $391 per employee plus a $50 voluntary wellness credit. District staff emphasized the vote covered plan structure and that employees will select among HMO, PPO and premier PPO options. Trustees and staff said they had conducted outreach and campus meetings to explain choices to employees.

Administrators acknowledged the district is operating with a structural deficit and said the raises required identifying operating efficiencies and using one‑time adjustments where appropriate. Trustees noted the district remains self‑insured and has seen significant increases in health‑care costs in recent years, and they urged continued community engagement about long‑term funding and facility needs.

The board approved the compensation plan and related benefits and premium items by unanimous votes.

Less critical details: administrative professional staff will receive raises pegged to a 3% midpoint adjustment; some employee groups will be moved onto new pay structures; the board approved an option for a one‑time lump‑sum payment for eligible employees as part of the compensation item.