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EPISD proposes health‑plan changes, stipend realignments to help close budget gap
Summary
District benefit and HR leaders proposed a $5 million employer contribution increase, phased employee premium changes aligned with TRS plans, cutting or realigning select stipends, and reducing HSA district contributions to lower the district’s projected health‑plan deficit.
District officials presented a package of benefit and compensation adjustments June 4 intended to stabilize the district’s self‑funded health plan and reduce recurring costs.
Benefits consultant Travis and HR leaders said the district faces a health‑plan deficit driven in part by rising pharmacy costs (notably GLP‑1 drugs) and high‑cost claims. The recommendation includes a $5 million increase to the employer monthly contribution and phased plan‑design and premium changes: an immediate premium increase July–Dec followed by TRS‑aligned premium levels effective Jan. 1.
Travis said the combined changes are projected to reduce plan claim pressure and shave roughly $12 million from otherwise higher estimated claim costs over several years, and to move the plan toward sustainability. As part of the package presented, district staff recommended reducing the district HSA employer contribution to zero (staff had initially proposed $500) and shifting some plan features to align with TRS active healthcare design.
Human Resources senior director Jill Crossley outlined proposed stipend adjustments intended to realign pay with neighboring districts and save money, including grandfathering existing degree stipends for current employees while stopping future payments to new hires, eliminating some discretionary stipends (wellness leader among them), and tightening payouts for CTE and other extracurricular stipends. Crossley said stipend realignments would yield “just over a million dollars” in annual savings.
Trustees asked for comprehensive lists of stipends and the funding sources for particular stipends; HR agreed to provide a full stipend schedule and to indicate which stipends are partially grant‑funded (for example, a teacher residency stipends funded 50% by a grant in some instances). Trustees also questioned timing and community notification, and asked whether the changes would affect access to care for employees; staff said the changes were designed to preserve employee access while putting the plan on a long‑term sustainable path.
What’s next: the board did not vote on the plan at this meeting; benefits and stipend proposals were presented for board consideration and will be folded into budget adoption steps and the district’s FY2026–27 budget work.
