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Boerne ISD budget workshop outlines two teacher-pay options and conservative revenue assumptions
Summary
District budget staff presented two compensation scenarios that would widen mid-career teacher pay and estimated general-fund revenues of $120.3 million; both pay options create a budget deficit under conservative assumptions, but possible TEA "unintended consequences" funding (approx. $2.9M–$4.0M) could offset deficits if approved.
Boerne ISD staff presented a preliminary 2026–27 budget framework on June 1 that centers on two teacher-compensation scenarios, conservative revenue assumptions, and the district's enrollment snapshot.
Wes Scott said the district is budgeting off a snapshot enrollment of 11,179 and an ADA assumption of about 10,530; projected general-fund revenues total $120.3 million. The board was shown two compensation options: Option 1 is a gradual sliding increase from year five to year 30; Option 2 concentrates larger increases across years five through 30 to boost mid-career teacher pay. Option 2 would cost roughly $700,000 more than Option 1; staff described it as the more aggressive choice to address mid-career competitiveness.
Under the district's conservative assumptions (reduced interest income, cautious state-aid estimates), adopting Option 1 would create roughly a $1.5 million deficit, while Option 2 would yield a roughly $2.1 million deficit — both under the district's 2% informal ceiling for deficits. Scott and other staff emphasized district practice: they typically understate revenue and overstate expenditures to avoid relying on volatile income sources.
Scott also explained a potential positive development: the Texas Education Agency is calculating "unintended consequences" funding for districts affected by recent state changes (House Bill 2). Preliminary TEA calculations show $2.9 million for Boerne ISD under one method or as much as $4.0 million under an alternate add-back calculation; the final amount requires approvals beyond TEA and may not be available before budget adoption. Trustees and staff agreed not to assume that money in the adopted budget but noted that such funding could convert a projected deficit into a balanced position after adoption.
Board members broadly supported pursuing Option 2 to better address mid-career teacher pay, while asking staff to model impacts on benefits, hourly workers, and one-time spending if additional state funds arrive. Staff recommended preserving any near-term unanticipated surplus for one-time uses (deferred maintenance, one-time employee payments) rather than recurring commitments.
The board will consider adoption at the June 15 meeting; staff will return with refined numbers and any updated TEA guidance.
