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CASTLEBERRY ISD unveils 2025–26 compensation plan, teacher incentives and retiree cap
Summary
District leaders presented a draft 2025–26 compensation plan that would pay the first Teacher Incentive Allotment cohort in August, raise benefits discussion after TRS rate pressure and cap new retiree placement at 20 years to limit employer surcharge costs. Final approval is scheduled for a June 16 special budget meeting.
CASTLEBERRY ISD Board of Education members on Monday heard a presentation of the district's proposed 2025–26 compensation plan, including payment timing for a state teacher incentive allotment cohort, current employer contributions for health insurance and a new limit on retiree placement.
The plan matters because it sets pay and benefits decisions that affect teacher recruitment and the district budget heading into the 2025–26 fiscal year and will be formally considered at the board's June 16 budget meeting.
Dr. Mirna Blanchard, director of talent acquisition and policy, told the board the plan shows changes highlighted in red and that the district will pay its first Teacher Incentive Allotment cohort in August. "We are going to be paying our first cohort in August," she said, adding the district expects that payment to reach 31 designated teachers. Blanchard also flagged employee benefits on the schedule and the district's current monthly employer contribution to medical insurance: "we contribute $293 per month towards employee medical insurance." She noted the contribution is measured against a canvass of 50 area districts and described the district's placement in that local list.
Blanchard outlined two new salary categories for the teacher-librarian and nurse schedules: "teacher resident" and "teacher intern." She described teacher residents as participants in the district's residency pipeline who are not yet certified but complete a year-long residency and are paid above instructional aides; interns are graduates who have not begun certification. On retiree pay the presentation proposes limiting newly hired retirees' salary placement to a maximum tied to 20 years of service. Blanchard explained the fiscal reason: "we pay as a district a 16.5 percent surcharge for retirees of their base salary," and placing retirees on higher salary steps substantially increases district costs.
No final action was taken Monday; Blanchard told the board the compensation plan would be presented for approval at the June 16 special budget meeting. The presentation and the board's questions emphasized balancing compensation choices with rising employer costs tied to Teacher Retirement System (TRS) changes and other budgetary pressures.
Ending: The board will consider adoption of the 2025–26 compensation plan at its June 16 budget meeting; any changes to health-insurance contributions, the retiree cap or the new resident/intern pay lines would be reflected in the final document brought back for a vote.
