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Leander ISD readies $3.5 million pay-scale adjustment after TASB review; board to consider recommendations May 8
Summary
District leaders previewed a TASB compensation review that recommends $3.5 million in pay-scale adjustments, discussed healthcare projections and promoted a new Frontier direct-care clinic; trustees were asked to authorize flexibility to implement pay-scale and one-time retention decisions after the legislative session concludes.
Leander ISD leaders told trustees Thursday they will bring formal compensation recommendations to the board on May 8 after a TASB pay study that recommends roughly $3.5 million in adjustments to pay scales.
Bella Mistoeva, who oversees total rewards at Leander ISD, and benefits consultant Adam Stadler of Marsh McLennan Agency briefed trustees on the pay study and the district's health-benefits picture. Mistoeva said TASB conducted an independent market analysis and surveyed district leaders; the TASB recommendations presented to the board in February proposed adjustments to multiple pay plans with an estimated total cost of about $3.54 million.
District staff said the recommended adjustments are written to allow flexibility pending action from the Texas Legislature. The recommended May 8 board packet will ask trustees to implement TASB's pay-scale adjustments, authorize the superintendent to approve a one-time retention payment and allow the superintendent to amend compensation after the fiscal year start depending on legislative outcomes.
On benefits, staff reviewed the district's health-plan history and the January opening of the Frontier Direct Care clinic. The district said the clinic has received a net promoter score of roughly 90 and reported about 780 appointments, 18,000 calls/text interactions and a utilization rate in the low double-digits. The district projected plan-year savings from Frontier of roughly $556,000 for 2025 and said it aims to expand clinic usage and outreach.
Benefits staff also reviewed recent spending trends and showed a three-year projection illustrating potential pressure on the district's self-insured plan if costs and enrollment patterns continue. Staff cautioned that a $50 per-employee premium increase would remove a planned general-fund transfer that had previously mitigated health-plan pressure; they described planning scenarios to cover potential gaps and said the district will continue to pursue stop-loss and EAP procurement to control costs.
Board members asked that the human-resources and benefits teams continue to quantify how staff will see changes in take-home pay after combined effects of raises and benefit-cost changes. Trustees also requested additional detail about program rollout and outreach for the Frontier clinic and the expected staffing and administrative costs of any new teacher-incentive or certification programs tied to state funding.
