Llano ISD packet details 2025–26 compensation plan, pay grades, stipends and substitute pay

Llano Independent School District included a 2025–2026 Compensation Plan Guide in its board materials that spells out salary administration rules, pay-grade tables, stipend schedules and substitute pay rates.

The guide explains that district jobs are assigned to pay grades based on compensable factors — skill, effort, responsibility and, for auxiliary jobs, working conditions — with a midpoint used as the chief control point for salary administration. It says employees are normally paid between a grade’s minimum and maximum and that exceptions above the maximum require superintendent authorization.

For teachers, librarians and registered nurses, the guide places employees on the Llano ISD pay structure by total years of creditable service “as defined by TEA regulations.” The packet includes a teacher salary table by years of experience and states that continuing teachers with one to four years of experience will receive a $4,000 raise and teachers with five or more years will receive an $8,000 raise over their 2024–25 base salary for the 2025–26 school year. The guide also provides a $1,000 stipend for teachers who hold a master’s degree.

Administrative and professional placements, the document says, will reflect prior related work experience and placement of other Llano ISD employees in the same job title. It states new administrative hires generally will not be placed above the range midpoint, while the board and superintendent retain authority to adjust administrative salaries — including paying above the maximum pay grade to remain competitive.

The plan defines promotion and demotion pay adjustments, including a method to keep an employee at the same relative position to a pay-grade midpoint after a demotion, and specifies reassignment rules that may delay pay reductions in some circumstances.

A detailed Stipends & Extra Duty Pay Schedule lists flat stipends for sponsorships and extracurricular roles and hourly extra-duty pay rates for tasks such as tutoring, homebound instruction and summer programs. Athletic and contest coaching stipends are enumerated by role (for example, varsity head baseball $6,000; football assistant head coach $10,000) and tiered UIL coaching rates are defined for contest types.

The Teacher Incentive Allotment (TIA) policy in the packet states 90% of funds generated by a teacher who earns a distinction will remain with the teacher and 10% will support the TIA program; it also lists conditions affecting receipt of TIA funds tied to state roster verification and employment status at key verification points.

Substitute pay schedules and classifications are included. The guide defines a long-term substitute as an individual hired for the same teacher for a minimum of ten consecutive days, with long-term certified substitute pay listed at $160 and long-term non-certified at $110. Auxiliary substitute hourly rates, non-exempt pay grades and administrative/professional daily rates are tabulated throughout the packet. The plan notes bus drivers and bus monitors will receive a 3.5% pay increase for 2025–26.

Leave and retirement provisions are outlined: employees receive three local leave days per contract year and may elect to be paid for unused local days at contract completion at current rates (stated as $100/day for non-certified and $110/day for certified staff). The district will pay retiring professional personnel at a rate equivalent to the minimum daily rate for a substitute teacher (listed as $100/day) and paraprofessional personnel at one-half that rate (listed as $50), subject to eligibility rules tied to TRS retirement application and a five-year district service requirement.

The packet also contains pay-grade tables for non-exempt employees (hourly minimums/midpoints/maximums by grade) and for higher daily salaries for administrative/professional roles, plus lists of specific stipend amounts for roles across academic and athletic programs.

The board packet’s administrative pages and the minutes show the board and Mr. Edwards adjourned to closed session at 6:20 p.m. under the Texas Open Meetings Act, Texas Government Code §551.074 to deliberate personnel and security matters, returned to open session at 6:56 p.m., and adjourned at 6:57 p.m. by consensus. The packet also lists a future regular board meeting date — Monday, July 28, 2025, at 5:30 p.m.

No formal vote regarding adoption of the compensation plan is recorded in the provided meeting minutes or packet materials.