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Duncanville ISD presents TASBY pay-study recommendations, proposes minimum teacher pay rise and $3.4M compensation plan
Summary
HR presented TASBY findings recommending new pay structures, a single certified teacher schedule with a $62,750 starting salary, a 1% general pay increase and targeted market/equity adjustments; administration estimates a $3.4M cost partially offset by $2M in savings.
Chief Human Resources Officer Mrs. Webb presented results of a TASBY compensation review and outlined administration’s preliminary recommendations for the FY26–27 compensation plan.
Mrs. Webb described three control points for pay ranges (minimum, midpoint, maximum) and explained TASBY’s market comparisons across a set of peer districts. She said Duncanville ISD remains competitive for starting teacher pay but lags in mid- and late-career comparisons. As a result, administration recommended adopting new pay structures and a single certified teacher schedule that sets the starting certified-teacher salary at $62,750 and ensures at least a $700 step increase between a teacher’s current salary and the next step. Bilingual and self-contained special education teachers would continue to receive an additional $4,000 stipend.
Other recommendations include a 1% general pay increase for all employee groups (calculated from pay-grade midpoints), market and equity adjustments to move employees closer to midpoint, and targeted stipend increases for hard-to-fill assignments (examples presented included raising a middle-school choir stipend from $2,000 to $4,000 and increasing some athletic-coordinator stipends). TASBY’s work is advisory, Mrs. Webb emphasized; administration must complete employee placements and implementation details before the board considers a final compensation package in June.
Estimated financial impacts presented to the board included approximately $3.4 million in compensation investment with roughly $2 million in projected savings from staffing efficiencies and attrition already incorporated into the budget framework. Trustees asked about implementation timing, the timing of the TASBY salary-survey data, and the potential domino effect of changing one pay grade on others; Mrs. Webb said the district plans an annual maintenance review with TASBY and will present full placement details in the June package.
Trustees raised operational follow-up questions — for example, how bus-driver starting-rate changes would be implemented and how stipend adjustments would affect middle-school extracurricular assignments — and administration agreed to supply additional placement and job-duration detail ahead of the June decision.
