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Arlington ISD leaders outline 2026–27 improvement objectives as trustees weigh tough budget and pay choices
Summary
Superintendent and staff presented the district improvement plan for 2026–27 with new performance objectives — including added emphasis on CTE audits, digital infrastructure and a bolder fiscal target to cut the general‑fund deficit; trustees debated pay increases and ultimately approved a benefits‑focused compensation package tied to wellness.
Arlington ISD administrators presented draft 2026–27 district improvement plan performance objectives that align with the strategic plan and tighten near‑term targets — and trustees spent much of the evening debating how those goals intersect with the district’s budget shortfall.
Dr. Collins outlined the proposed performance objectives, which keep academic growth and culture priorities but add specifics for the coming year: an audit of CTE programming, explicit focus on digital safety and infrastructure, and a new emphasis on "welcoming" family engagement experiences. For talent and resources, staff proposed a sharper fiscal target to reduce the general fund deficit by up to 50% by June 2027 and to maintain a 25% operating balance in policy.
Trustee Justin Chapa and others warned the board that an aggressive deficit reduction target will require significant personnel and organizational changes. "With a budget that is nearly 90% people, this cannot be achieved without people being lost in the process next year," Chapa said, calling for transparency about potential impacts to compensation and staffing.
Later in the meeting trustees considered four compensation alternatives that layered a proposed employee clinic/wellness benefit and a wellness‑conditioned increase in district premium contributions with varying general pay increases (1–2% market raises for teachers and 1–2% midpoint raises for staff). After extended discussion about fund balance, enrollment decline and the limits of further headcount reductions, the board voted unanimously to adopt Option 1: no across‑the‑board salary increase, a wellness‑linked premium contribution, and a $500 increase for special‑education supplemental pay.
Superintendent Dr. Smith stressed that approving benefits changes does not remove the need for further budget work next year: "If you don't give a pay raise right now, we still have work to do to close the budget gap," he said. Several trustees said they favored the Option 1 package as the most balanced choice given the district’s existing competitive pay position and the need to preserve fund balance.
Trustees also approved the 2026–27 student code of conduct and a consent agenda that included ratifying administrative appointments.
