La Porte ISD trustees review compensation plan, hiring calendar and staffing proposals; staff told to run cost scenarios

Trustees at a La Porte ISD meeting reviewed the district’s hiring calendar and a staff proposal for next year’s compensation and staffing priorities, including a new behavior‑support assistant role for elementary campuses and possible changes to substitute and stipend pay.

CFO Stacy McGow and HR leaders walked trustees through the district’s hiring calendar, recruitment events and an electronic onboarding process designed to speed offers to candidates. HR said the 2024–25 starting teacher salary for La Porte was $61,000 and the district’s average teacher base was reported at about $69,070.

On pay and recruitment, HR listed competing starting salaries in nearby districts and outlined supplemental pay opportunities: master’s/doctorate stipends ($1,000 each), teacher incentive allotment cohorts that could expand teacher compensation, and a long list of position‑based stipends. Staff also recommended examining substitute pay tiers (current rates discussed were $100/day for non‑degreed substitutes, $125/day for certified substitutes, and $280/day retroactive for long‑term assignments after day 10) and exploring midweek or Monday/Friday premiums to encourage coverage.

Trustees discussed special‑education paraprofessionals (PEARAs): staff said the district employs 67 paraprofessionals under PEARA programs (including focus classrooms and adult transition) and described prior raises and one‑time stipends paid this year. For classified paraprofessionals, the board noted recruitment and retention gains tied to recent minimum and stipend increases.

On student behavior, staff proposed a new district Behavior Support Assistant (BSA) program for elementary campuses intended to provide in‑class de‑escalation and consistent, centrally supervised interventions. The administration proposed four district‑level positions shared across seven elementary campuses as a conservative initial model (midpoint salary example posted at about $30,000 per BSA; four positions estimated at roughly $120,000 total), but several trustees urged hiring one BSA per elementary campus (seven total) and stressed the positions must be properly trained, centrally supervised and clearly distinct from special‑education roles. Staff said trainers from Region 4 and internal safety staff would provide training and oversight and would return staffing and training frameworks for board review.

Trustees also reviewed campus safety staffing: the district pays the City of La Porte for secondary campus officers (a FY24 contract cost of about $636,500; FY25 year‑to‑date shown at about $692,000) and pays hourly contracted officers at elementary campuses ($50/hour). Trustees asked staff to work with La Porte police command to ensure coverage during high‑traffic drop‑off and pick‑up windows and to explore budget options to extend paid coverage minutes at elementary campuses.

The board discussed potential state legislation (House Bill 2) that, if enacted as drafted in the House, would yield estimated additional state funding for La Porte ISD. Staff presented two consultant estimates that together suggested roughly $3.8 million in additional state funding tied to changes in basic allotments and program weights; an estimated “gain” calculation across revenue and tax effects was roughly $5.2 million. Under the draft’s mechanics, staff said 40% of that gain would have to be spent on employee compensation (about $2 million), and roughly 75% of that compensation allocation would need to be for teachers, counselors, nurses and librarians (approximately $1.6 million). Staff cautioned those numbers are estimates and the bill could change in the Senate or at the governor’s desk.

On compensation direction, trustees asked staff to prepare cost scenarios for multiple options (examples discussed included a 3% or 5% across‑the‑board raise, tiered options that prioritize teachers/counselors/nurses/librarians, and stipend increase scenarios of 5% or 10%). Several trustees favored a 5% across‑the‑board scenario as a starting point; staff committed to return detailed budgetary costings and scenarios in time for the June 10 board meeting and to model how any future state funding could be applied and adjusted after final legislation and calculations are available.

No final compensation vote was taken at the meeting; trustees provided direction for staff work and asked for specific cost sheets and implementation mechanics for the June budget cycle.