Alice ISD reviews pay-study options, considers carryovers from House Bill 2 and stipend changes

Alice Independent School District trustees on July 24 heard a TASB HR services review of the district’s compensation plan and four alternative pay models, and discussed stipend and staffing-allocation changes ahead of final budget adoption.

The presentation by TASB analyst Courtney and Superintendent Dr. Trevino outlined the district’s teacher market position, compliance with House Bill 2’s teacher retention allotment and several options the board can choose for nonteacher pay increases. TASB recommended adopting the updated pay structures and presented four cost models that combine state allotment dollars with local contributions.

Why it matters: Alice ISD would use the state’s teacher retention allotment and local funds together to implement raises and adjustments. The board must decide how much of the district’s available fund balance and local revenue to allocate to nonteacher raises, hourly increases and targeted adjustments for equity and hard-to-fill positions before adopting the final budget and tax rate.

TASB’s presentation

Courtney, an assistant director with TASB HR services, said TASB maintained the district’s market-based pay system and matched Alice ISD jobs to a peer market of about 12–15 nearby districts for most roles. She told the board that Alice ISD’s teacher salary schedule is “strong and above the local market median at every benchmark,” and that the district’s teacher pay is roughly 2%–5% above market at typical experience benchmarks.