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Alief ISD trustees approve $3.4M compensation package; dozens of support job classes adjusted
Summary
The board approved a compensation plan that administrators say will add roughly $3.4 million to district costs, affecting about 1,925 employees and raising multiple pay grades for custodial, clerical, mid‑management and other noninstructional roles.
Alief ISD trustees approved the administration’s proposed compensation plan for 2025–26, a package administrators described as a targeted response to a TASB salary study and market comparisons that adjusts multiple pay grades and supplements and affects an estimated 1,925.5 employees.
The motion to approve the compensation plan was moved by Trustee Williams and seconded by Trustee Key. The board recorded the final tally as 6 in favor, 4 opposed and 1 abstention; the motion passed.
What passed: The administration summarized adjustments totaling about $3.4 million across funds. Campus‑level changes (teachers and campus staff) were estimated at roughly $2.1 million; administrative and non‑campus adjustments accounted for about $1.2 million of the total. The presentation cited specific increases for early‑career teacher steps already approved by the board, market adjustments for special‑education roles (diagnosticians, school psychologists, speech‑language pathologists), mid‑level manager pay grades (P4/P5), and targeted increases for custodians at the entry MT01 pay grade.
Custodial starting pay at MT01 was cited as the district’s lowest hourly rate; the presenter noted the entry rate at MT01 had a 2 percent pay‑grade adjustment in addition to the 3 percent across‑the‑board raise the board previously approved. The presentation also referenced pay‑grade adjustments for campus secretaries, registrars, financial clerks, accounts‑payable clerks (noted as long overdue), and police‑officer certification stipends.
“There were some pay grades that were affected,” Doctor Littlefield said, naming diagnosticians, SLPs, counselors and LSSPs among positions included in mid‑level adjustments. The district said child‑nutrition positions and certain maintenance classifications will be funded from the child‑nutrition program where eligible.
Why it matters: Administrators said the changes target positions most out of alignment with neighboring districts and roles that experience turnover or hiring pressure. The board debated parity among campus support staff and the district’s ability to raise the lowest hourly rates sufficiently to improve retention.
Ending: Trustees approved the compensation plan and asked administration to continue monitoring market data and to provide additional breakdowns on particular groups on request.
