TASB market review: Arlington ISD pay generally above market; trustees flagged math/science stipends and rising health premiums

The Arlington ISD Board received a compensation analysis and market review prepared with the Texas Association of School Boards (TASB) at its May 1 meeting, with consultants and district HR officials reporting that, overall, district pay grades and midpoints are at or above market for most employee groups.

Keith Macklemore, senior consultant with TASB, reviewed methodology and peer-group selection and told trustees the district's five-step teacher hiring schedule is largely aligned with the market. Macklemore said Arlington ISD's average teacher salary was about 6% above the market median at the time of the study and that nonteacher pay groups (central administration, campus administration, professionals, technology and auxiliary staff) also compared above market midpoints in most categories.

Holly Stanbaugh, senior director of human resources, and district staff outlined legislative uncertainties that could change compensation planning. Stanbaugh noted that TRS ActiveCare premiums are projected to rise by 10% to 15% absent additional state funding and that premiums for plan members are typically announced in May; because this was a legislative year, the district expected premium notices to arrive around June 3.

The presentation highlighted specific positions for potential targeted review: attendance clerks (regrading from administrative grade 1 to grade 2 was suggested due to expanded responsibilities) and athletic trainer stipends (district total compensation for some athletic-trainer roles appeared below benchmark when salary and stipends were combined). Trustees also asked district staff to monitor stipends in hard-to-staff secondary fields such as math and science; TASB acknowledged secondary math and science recruitment remains challenging in the labor market.

Stanbaugh also presented district health-care contribution comparisons and said Arlington ISD currently provides a monthly wellness contribution that the district estimates improves its comparative market position in educator compensation tables. The HR team said more formal stipend-market updates occur every two years but that staff watch patterns in interim years and can bring targeted recommendations when persistent gaps appear.

Ending: The board received the report with no action requested. District HR said it will return with recommendations if legislative outcomes or market indicators require changes to pay structures, stipends or district contribution policies.