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Board reviews draft 2026–27 compensation plan and budget options; further budget decisions set for June
Summary
Trustees heard a detailed presentation of the draft 2026–27 compensation plan and a budget workshop outlining baseline and deficit options. Staff said teacher raises funded by state allotments are in the baseline; a 1% or 2% districtwide increase for other staff would cost roughly $250,000 and $500,000, respectively.
The Castleberry ISD board received a detailed briefing on the draft 2026–27 compensation plan and the district’s budget options for next year, with follow‑up votes on budget adoption scheduled as part of the public hearing process.
Miss Walker presented draft two of the compensation plan as a guide to pay ranges, stipends and extra‑duty rates. She highlighted two substantive updates: new performance‑based stipends for principals (three eligibility measures totaling up to $7,500) and updated athletic extra‑duty pay rates now reflected in the plan. "The compensation plan is basically a guidebook for employee pay," Miss Walker said, and she fielded a long set of written trustee questions about how the plan interacts with state allotments and TIA (teacher incentive allotment).
Budget director Mr. Wooten laid out the financial assumptions that will shape final compensation decisions: the district projects roughly 97% of adopted revenue collections and 98% of budgeted expenditures for 2025–26 and reiterated that enrollment remains the single largest driver of funding. He described three options for the board to consider at adoption: the baseline (balanced; teacher raises covered by state teacher retention allotments), Option A (1% compensation increase for staff not covered by state allotments, approx. $250,000 cost) and Option B (2% increase, approx. $500,000). "Each additional 1% increase for other staff costs approximately $250,000," Mr. Wooten said.
Board members pressed staff on TIA funding mechanics, whether strategic principal compensation is hold harmless for 2026–27, and whether the district could consider one‑time payments if unexpected revenue (for example, higher enrollment or recovered tax collections) materializes. Staff clarified that TIA is state funded, that local rules govern allocation and that principal strategic compensation will include a hold‑harmless year so administrators would not see pay reductions this year.
The board did not adopt a final compensation budget during the presentation; Mr. Wooten advised that formal budget adoption (and any deficit budget option) will occur at a public hearing and vote on June 15, with certified taxable values due July 25 and possible budget adjustments thereafter.
Provenance: Compensation plan Q&A and budget workshop: SEG 1452–SEG 1763 and SEG 2162–SEG 2369.
