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Sharyland ISD board approves expanded 2025–26 compensation plan under House Bill 2
Summary
After discussing two scenarios, the Sharyland ISD board voted to approve 'Option E,' broadening state-mandated teacher raises and making market and equity adjustments for paraprofessional and auxiliary staff; the plan carries an estimated district cost of $4.49 million.
The Sharyland ISD Board of Trustees on Tuesday approved an amended 2025–26 compensation plan to implement changes required by House Bill 2 and to perform a district-wide pay-band reclassification.
Administration presented two options to the board. Option D followed the state formula for teachers (for example, $2,500 total for teachers with 3–4 years’ experience and $5,000 for teachers with five or more years) and included a $1.00-per-hour target for instructional aides after midpoint adjustments. Option E expanded that approach: it would include 0–2 year teachers and employees classified under the teacher/nurse/librarian matrix, add an equity adjustment for para-instructional staff and reclassify pay bands to align minimum, midpoint and maximum rates with neighboring districts. Administration estimated Option E’s fiscal impact at $4,490,000.
The administration said the changes would also equalize pay for long-tenured paraprofessionals and remove anomalous discrepancies that had left new hires paid more than veteran staff. As the presenter summarized, Option E "ensure[s] ... we are in compliance with the mandate of House Bill 2" while starting a larger, phased compensation redesign.
Board members praised the plan’s focus on equity and retention. Several trustees noted the district had already compressed certain step ranges and that Option E would be the beginning of a multi-year effort to modernize pay structures. A motion to approve Option E was made, seconded, and adopted by the board (voice vote in open session). The motion and second were recorded in the minutes and the board proceeded to implement the reclassifications and stipend changes described by administration.
Next steps: staff will finalize the payroll and implementation timelines, honor grandfathered additional days for current employees where specified, and return with operational details as payroll calculations are completed.
