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Duncanville ISD proposes 1% general pay increase and market adjustments after TASBY review
Summary
District HR staff outlined a TASBY pay‑study review and proposed a 1% general pay increase applied to new pay‑grade midpoints, plus targeted market adjustments for hard‑to‑fill roles (example: bus driver minimum proposed to rise from $22 to $25/hr); estimated plan cost roughly $3.3 million and will be presented for board approval in June.
Miss W, the district's chief human resources officer, presented an overview of a TASBY‑conducted compensation review and the district's proposed approach to updating pay structures. "We will be proposing a 1% general pay increase for all employees," Miss W said, adding that the increase would be applied to the new midpoint of each TASBY‑defined pay grade.
HR staff explained a two‑step approach: first, apply a 1% general increase to the newly established midpoint for each pay grade; second, provide additional targeted adjustments so existing employees occupy the appropriate position on the new scale relative to their years of experience (up to the midpoint). HR described this as a measure to avoid a situation where new hires on the revised scale are paid more than current employees with comparable experience.
As an example of market adjustments, HR cited bus driver pay: the proposed pay range minimum for bus drivers would rise from $22 an hour to $25 an hour to address persistent vacancies and recruitment challenges. The presentation included a comparison of current teacher starting pay and step schedules; staff said that, following last year’s board investments, Duncanville’s starting teacher pay compares favorably in the region.
Staff estimated the compensation package described in the draft would cost about $3.3 million, with up to roughly $2 million in potential offsets through staffing efficiencies and vacancy management (adjusted middle/high school schedules, FTE reductions and other operational changes). HR said TASBY is finalizing individual placements and a detailed cost model and that the final compensation recommendation will be brought to the board in June for approval.
Trustees asked for timeline clarity, specifics on how the adjustments would be communicated to employees, and whether stipends or supplemental duties would be affected by scheduling changes; HR said staff will publish explanatory materials for employees and provide campus‑level detail as available. No formal approval occurred at the workshop; staff expects to present the finalized TASBY report and a compensation proposal at the June board meeting.
