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Brazosport ISD approves 2025–26 compensation plan, raises teacher starting salary to $62,000
Summary
The Brazosport ISD Board approved a 2025–26 compensation plan that implements state-mandated teacher raises under House Bill 2, raises the teacher starting salary to $62,000, and applies a 4% general pay increase model for other staff; the plan has a projected $5.6 million budget impact.
The Brazosport ISD Board of Trustees voted to approve the district’s 2025–26 compensation plan, adopting a new teacher salary schedule that raises the starting salary to $62,000 and applying a 4% general pay increase (GPI) model for non-teaching staff. The board approved the plan by voice vote after a recommendation from district administration.
The compensation package implements the state-directed components of House Bill 2 for classroom teachers: a $2,500 increase for teachers with three to four years’ experience and $5,000 for teachers with five or more years, with the district supplementing pay for teachers with zero to two years and other groups not covered by the teacher allotment. “Teachers will receive an average 6% salary increase with the state-mandated raises under House Bill 2,” Chief Human Resources Officer Jennifer Neighbors told the board.
The administration presented three general-pay models (3%, 4%, and 5%) for all other pay groups. The board adopted the 4% model; district staff said that model keeps the plan within a balanced budget while addressing market alignment needs. Neighbors said the total budget impact of the recommended package is $5,600,000, of which $3,300,000 is required and funded by the state for classroom teachers.
The plan includes structural changes to better align pay midpoints with market data collected by TASB (Texas Association of School Boards). Starting hourly pay for auxiliary positions was adjusted (examples in the packet showed starting auxiliary pay moving from roughly $11 to $13 per hour and clerical/paraprofessional starting pay from roughly $12.62 to $14 per hour). The plan also proposes moving certain roles that require teacher certification (librarians, some testing coordinators) into the administrative/professional pay structure so those roles are compensated outside the teacher formula.
Board discussion touched on pay compression concerns for long-term auxiliary staff and mechanisms to prevent new hires from immediately matching or exceeding long-tenured employees. Neighbors said hiring schedules and placement rules would be used to mitigate pay compression. The board also discussed insurance and benefit updates: medical premiums will rise to the district’s rate cap of 14.9% for 2025–26, and the district will expand employee access to Next Level Prime and Next Level urgent-care services, which the administration said has reduced plan costs to date.
Motion and vote: Trustee Scott Swartner moved to approve the 2025–26 compensation plan as presented; Trustee Joe Reinhardt seconded. The motion carried by voice vote.
The approved changes are permanent salary-structure adjustments, not one-time stipends, and district staff said they will continue refining placement, midpoints and cost estimates as certified property values and final state allocations are confirmed.
