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Lawton board approves $2.3 million retention bonuses and pay-scale adjustments for staff
Summary
The Lawton Public Schools board approved a package of one-time retention and onboarding bonuses totaling about $2.3 million, a $40,000 payout to transitioned child‑nutrition staff, and initial pay-scale increases for noncertified employees estimated at $1.35 million.
The Lawton Public Schools Board of Education approved a set of personnel and compensation measures that include a one-time $1,000 retention bonus for returning employees, onboarding bonuses for new teachers and a slate of hourly and minimum-pay increases for noncertified staff.
Dr. Weaver, superintendent, told the board the proposed retention bonus would be prorated by FTE and would require employees to be on the district payroll on or before Feb. 28, 2026, and stay continuously employed to qualify. The district estimated the retention portion would cost about $2,000,000; new‑teacher bonuses were estimated at $200,000; and a one‑time $100 classroom allocation per classroom teacher would add roughly $100,000—bringing the total package discussed to about $2,300,000.
"The district recommends approval of the bonus program," Dr. Weaver said, explaining the recommendations grew out of the superintendent's listening tour and contract changes that increased required teacher days from 180 to 181.
A board member moved to approve the package; the clerk called the roll and the transcript records 'Yes' responses from Miss Snyder, Miss Fabrega (Fabregaux/Fabrica variants in the record), Miss McBride and Mister Rice. The motion carried as recorded in the meeting.
On a related personnel item, the board approved a proposal to complete vacation payouts for student‑nutrition employees who transitioned to Chartwells. Dr. Weaver said approximately 76 of 80 staff transitioned and that the district sought to address an unintended loss of banked vacation payouts; the district estimated the cost at about $40,000. The motion to approve the payoff was seconded and recorded as approved on the roll call recorded in the transcript.
The board also approved initial pay‑scale adjustments intended as a stopgap for noncertified employees. Dr. Weaver said the state of Oklahoma provided a $2,000 increase to certified staff minimums, which LPS already exceeded; the district proposed the following changes for noncertified or temporary staff: a $1,000 increase on the adjunct salary scale, a raise in the temporary part‑time hourly rate from $11.26 to $12.00, and a minimum hourly rate of $13 for benefitted, full‑time support employees (a minimum raise of $0.41 per hour). The district estimated the cost for these steps at about $1,350,000 for the year.
"This is a stopgap to make an immediate change for something that needs to change," Dr. Weaver said, noting further compensation work will follow.
The transcript shows the board moved and seconded the salary‑scale item; the clerk recorded affirmative votes from multiple members and the motion carried as recorded.
Several related consent‑agenda items and contract edits were also resolved during the meeting. One contract (Oklahoma Sports Network) was removed from the consent agenda for separate attention; the remainder of the consent items and an amended contract language package were approved by roll call as recorded.
What happens next: the board approved the measures as part of tonight's meeting. The district will implement payroll and payout steps according to the eligibility dates and the administrative processes described in the meeting packet.
