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Denton ISD HR presents pay‑raise models; board told teacher increases alone won’t close budget gap
Summary
Human resources presented three pay models (roughly 2%, 3% and 4% scenarios) and estimated their costs to teachers and to all staff; trustees were warned the district still faces a structural deficit without additional revenue.
DENTON, Texas — On May 13 Denton ISD human-resources staff presented market comparisons and three pay-increase models intended to keep teacher pay competitive with neighboring districts, while cautioning trustees that any local plan must be balanced against the district’s budget shortfall.
Ms. Drainie, the HR spokesperson, said the district compares itself to an 18-district market that this year includes Richardson and Prosper. She said the district’s teacher workforce is experienced — about 70% of teachers have six or more years’ experience — and that hiring this year included a high share of new teachers.
The models and estimated costs: HR presented a midpoint-based 2% market model, a 3% market-median model and a 4% model with additional experience “equity” adjustments. The district estimated the teacher-only cost would be roughly $3.5 million for a 2% midpoint approach, about $5.2 million for a 3% market-median approach and about $7.0 million for a 4% approach. HR supplied a higher estimate for an all‑staff 4% across-the-board increase at about $11.5 million; roughly $7.0 million of that total would be for classroom teachers.
How this ties to state proposals: trustees and staff noted that the House’s teacher-funding proposal (House Bill 2) would add state funding, but also includes a salary increase requirement that the district estimates would obligate a minimum set‑aside of roughly $6.3 million. Staff cautioned that the HB2 numbers currently available do not include other possible changes, such as the proposed intensity‑based special‑education funding.
Board exchange: Trustees and staff discussed that even a 4% raise targeted at teachers would not address all employees; staff estimated roughly $9 million would be required to give equivalent compensation across all employee groups. Trustees also raised the interaction of insurance costs and cost-of-living pressures, noting that insurance increases can offset any pay raise for many employees.
Next steps: The presentation was informational. Trustees did not take formal action on compensation at the meeting; staff said they will continue modeling options and will consider legislative outcomes and health-insurance negotiations before presenting a final compensation recommendation.
