Taylor ISD approves 2025–26 compensation manual, raises and service stipend

The Taylor ISD Board of Trustees on Aug. 14 approved updates to the district'025'0'6 pay-grade and employee compensation manual and voted to implement pay raises and a one-time longevity stipend for eligible employees.

The actions include approval of the 2025'0'6 compensation manual, market adjustments to pay grades and scales, an increase in substitute pay, approval of a 3% pay increase option for clerical, auxiliary and administrative/professional staff, and a new longevity stipend that awards $500 for every five years of service. Board motions on the compensation manual and the pay-structure increases carried by recorded voice votes; each motion passed with a 6-0 vote and one absence as recorded in the meeting.

Why it matters: Trustees said the moves are intended to keep Taylor ISD competitive in the local job market, address pay compression, and recognize long-serving employees. Staff emphasized the changes are part of a multi-phased strategic compensation plan and that some elements (stipends and specific dollar amounts) should be reviewed annually against budget and legislative changes.

Key details: - Compensation manual: The district presented an annual compensation manual with market adjustments tied to updated pay grades and the teacher allotment. The board approved the 2025'0'6 manual as presented (motion: Trustee Ball; second: Trustee Tennant). Vote: 6-0, 1 absent.

- Pay increases for non-teacher pay structures: Trustees approved a recommended option to apply a 3% pay increase to clerical, auxiliary and administrative/professional staff pay structures, combined with market adjustments. Motion recorded and approved 6-0, 1 absent.

- Longevity (service) stipend: The board approved a stipend framework that awards $500 for every completed five-year milestone with Taylor ISD (5 years = $500, 10 years = $1,000, 20 years = $2,000, etc.). For implementation year one only, the district proposed honoring all current employees at milestone levels (5, 10, 15, 20, etc.). Staff told the board 203 employees met a 5+-year milestone and that the first-year cost was roughly $227,000 (presented as an approximate figure). The motion to proceed passed by voice vote: 6-0, 1 absent.

Board discussion and caveats: Trustees asked for clear communications to employees about the one-time nature of the initial distribution and the process for subsequent years. Several trustees said the stipend should be explained as contingent on budget year-to-year and suggested alternative naming (for example, "service award") to avoid implying a permanent ongoing payment. Trustees also asked whether performance or disciplinary history should affect eligibility; staff said that the proposal as presented used total Taylor ISD service as the criterion but that the board could request policy adjustments or additional eligibility rules.

What the board authorized and next steps: The board approved the manual, the pay-structure adjustments, and the stipend plan as presented and asked staff to prepare communications for campuses and to return with any needed details about multi-year budgeting and administration. Staff said stipend payments would be made in May at the end of the school year and that the district would refine implementation details (for example, cumulative service calculation and special-case scenarios) before distribution.

Ending: Trustees and staff framed the actions as an effort to improve recruitment, retention and staff morale while noting the district will revisit stipends and other compensation items annually based on budget and enrollment.