Seguin ISD approves 2025–26 compensation plan and updates fine‑arts stipends
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Summary
At its August meeting the Seguin ISD Board approved a districtwide compensation package for 2025–26 that includes teacher step increases plus a teacher retention allotment, a 2% midpoint raise for other staff, a one‑time stipend in November, and a revised fine‑arts stipend schedule intended to better match workload and area comparators.
Seguin Independent School District trustees voted unanimously to approve the district's 2025'26 compensation plan and a revised fine‑arts stipend schedule at their regular August meeting.
The plan combines the annual teacher step increase with the state's teacher retention allotment for classroom teachers, creates a new pay scale for uncertified teachers hired after Sept. 1, 2025, and moves nurses, librarians and instructional coaches to the district's professional pay scale (p1) while placing counselors on the p2 scale. For employees not on the classroom teacher scale the district proposed a 2% raise off the midpoint; the board approved a one‑time November stipend of $500 for full‑time employees ($250 for part‑time) and froze pay for currently uncertified staff until certification or the following year, as presented by administration.
Superintendent Lee and staff said the package is intended to keep Seguin ISD competitive while working within state funding rules that targeted additional dollars specifically to classroom teachers. "We could give $5,000 to every single employee in the district if they gave us the money for it. We just don't. We didn't get it," said Mr. Newman, a district personnel staff member, describing constraints from how the state earmarked the teacher retention funds.
The board also approved a newly structured fine‑arts stipend schedule developed by the district's fine‑arts team. Dr. Parrott, the district's fine‑arts director, said the review examined local workload, comparable districts and errors in earlier listings. "I wanted to make sure we got all the numbers correct," he told trustees, and described new or adjusted stipends (including an added stipend for color guard leadership) and a built‑in hold‑harmless approach for staff transitioning between roles.
Administrators said the fine‑arts changes are an early step and that the district will continue to review district‑wide comparators and program expectations. Dr. Parrott described the stipend list as a baseline and said the district will document events and required activities over the year to refine equity among programs.
Board members and staff noted the compensation actions must be balanced with the district's budget outlook; staff said a districtwide compensation study by TASB (Texas Association of School Boards) will follow to inform longer‑term adjustments.
Trustee Duncan moved to approve the fine‑arts stipend schedule; the motion was seconded by Trustee Miller and passed 7'0. Trustee Duncan then moved to approve the 2025'26 compensation plan, teacher hiring table, pay grades and substitute pay; Trustee Bright seconded that motion and it passed 7'0.
Ending: The approved package takes effect for the 2025'26 school year and will be implemented in payroll systems; administrators said employees will receive informational materials and that some retroactive pay will appear on September or October paychecks depending on contract type.