Hays CISD approves cost of living raises

BUDA — The Hays CISD Board of Trustees unanimously approved the district’s 2023-24 Compensation Plan following a series of meetings about the proposal.

During its agenda review meeting on June 20, the board was presented with the proposed 2023-24 compensation plan.

The focus of the discussion revolved around the budget: the district is facing a $3 million loss due to low attendance. Additionally, Hays CISD faced nearly a $4 million loss due to not being “held harmless” — a system of state funding that was available to school systems in Texas that have seen enrollment and attendance declines because of the COVID-19 pandemic, as long as they maintain or increase current levels of on-campus attendance — at the end of fiscal year 2022.

This year, the district is also experiencing the expiration of Elementary and Secondary School Emergency Relief (ESSER) federal funds and in that process, the district absorbed staff that were ESSER-funded. Those staff members are now being paid for by either local, title or grant funds and remain working with the district.

Christina Courson, chief human resources officer, said that with all this in mind, “Hays CISD is leading the pack, frankly, in the area when it comes to compensation.”

Hays CISD is below market pay at $51,750 as the market median is $53,000; however, the district is above the market median for its experienced teachers and “that has been an intentional strategy by the board,” Courson said. “You guys are leading in this area and our students benefit from that.”

In the Texas Association of School Boards study, Hays CISD ranked number 16 for 0-Year Teacher Salary. She also noted that the district needs to consider an adjustment to the master’s and doctorate stipend. Another consideration is lifting the staff to a level of compensation that is “employee friendly.” With an increase in health insurance rates, the district will also contribute $3 on top of hourly employees’ income that goes toward benefits.

“Given our budget situation and given the considerations for compensation, we had to narrow the scope of what we could put our resources toward in this initial conversation of compensation,” Courson said, noting that additional conversations will need to be held following a decision on school funding by the Texas Legislature during its special session.

Based on the study, she added, the district recommends a tiered cost of living allowance that prioritizes those “who deserve it the most and need it the most.”

For this reason, the administration took those considerations and built two different compensation plans, with the difference being the percentage increases for the cost of living adjustments. In Draft A, there is a 3% raise for paraprofessionals, auxiliary and bus drivers, 2.5% for teachers and counselors and 1% for administration and business professionals. In Draft B, the suggested raise is 4% for paraprofessionals, auxiliary and bus drivers, 3% for teachers and counselors and 2% for administration and business professionals. The difference between the two plans is approximately $1.1 million. The board opted for Draft B.

“We just tried to bring you the solid bones of the program,” said Hays CISD Superintendent Dr. Eric Wright. “We know we still have some questions to answer for you and we’re taking those into consideration, but it’s the chicken or the egg thing. We need guidance from you before we can start applying certain things to certain positions. I know we’re continuing to monitor those positions that were below market value for [the study], but once we know whether you’re going to be in favor of the 3% or the 4% for paraprofessionals, then we’ll know how to apply that. With moving the floor, we’ll know if that brings us in line with market value. We’ve given you the bones of it and we've got to add a little meat and some skin and some hair and all that stuff to it as we go. I know that sounds gross. We’re getting close to the finished product, but we’re not totally there yet.”

During the June 26 board meeting, Courson also presented a compensation program for K-4 teachers as a solution for tremendous growth.

“We are considering a new approach to teachers from kindergarten through fourth grade,” Courson said, noting that the school district is facing a budget in which it will be forced to take money from its general fund balance, which could be up to $15 million.

“We need to be very intentional about the resources that we have. Last school year, we had 24 elementary school teachers added at the end of the school year to grow. With each of these positions, between salary and benefits, that’s about $75,000,” the chief human resources officer said. “The board has been incredibly protective about student ratios for a reason and that reason is we want to provide the best learning experience for our students possible. Period. We do have options to consider as we move forward, especially with this deficit and how we can be creative in cutting future costs.”

Through the program, K-4 teachers may have the potential to earn up to $3,000 per student per school year above a 22:1 ratio (capped at 25:1) in K-4 or 20:1 ratio (capped at 23:1) at Camino Real Elementary School, Uhland Elementary School and Hemphill Elementary School.

“For three specific elementary schools, the board put in a ratio of 23:1 because these sites have been recognized as high-need schools,” Courson said.

The terms of the program include the following stipulations:

• Purely voluntary

• Must not be a first-year teacher

• Must be certified

• Must have earned proficiency in all areas on Texas Teacher Evaluation and Support System the previous year

• Not on a growth plan

• Approved by principal and district leaders

• Rotates beginning with the teacher with the most teaching seniority

• Paid after each grading period ($750 per student above ratio)

• Payment Teacher Retirement System eligible

“We want to reward our teachers for taking on the extra students,” Courson said. “This is purely voluntary. We know that the students that you serve have special and high needs and deserve the absolute best support. We’re not asking any teacher to sacrifice that support.”

On a voluntary basis, the district aims to redirect funds to existing teachers to take on more students in order to save money on salaries for additional teachers to meet growth.

“I’d like to send a thought exchange — posing an open-ended question for feedback — to K-4 teachers. 'Here’s the opportunity we’re trying to create: what are your thoughts on that?' That way, we can get, very quickly, everybody’s shared priorities. Look at those results and develop a process that makes sense, that’s simple and clear and deploy a survey to the teachers that would explain the clear criteria and ask teachers to identify interest. We would collect that and review it by campus. We’d take those applications and measure them against the standards we’ve agreed to. From there, we’d finalize approval with leadership and notify those applicants,” Courson said. “Because this is new, I think it’s really important that we also schedule an informational meeting. I want to keep that dialogue open. This is just laying out the foundation of a potential solution — one of many tools the district is employing to make sure we’re maximizing our resources.”

The board requested more information about this potential solution, but displayed enthusiasm about a unique solution to the issue of growth.

“I’m very excited about this opportunity for teachers who would like to do this,” said trustee Esperanza Orosco. “I wouldn’t want to break my class apart after nine or 10 weeks in. Also, with the lack of space we have, that’s a huge part we’re going to be facing here and in the future — adding that teacher. I’ve always been opposed to waivers and this has really opened my mind in utilizing our teachers in a different way and giving them an opportunity to maximize their earnings as well.”

However, trustee Courtney Runkle said that while she “appreciates the creativity" in the creation of this program, "this does not feel ready to me and I’m not comfortable with this. My preference would be that you staff 22:1 and reevaluate it in August when you have all of the things. I have to look at this as a parent. I’m not getting the option for my kid to be in a 22:1 classroom. I also don’t want to sacrifice students in the classroom to save money or a salary. There’s just a lot I’m not comfortable with — a lot of unknowns,” she explained.

“I’m just currently not on board with this when I hear there’s a lot of things that need to be put into play. I just don’t think we’re ready to have this conversation with still so many unknowns,” Runkle added. “I, too, want to see a complete review of the stipends. I wish I could say I support this right now, but I do not. I will go with the will of the board on the compensation plan.”

The motion to approve the 2023-24 Compensation Plan was moved by Orosco and seconded by Runkle. The motion carried, 7-0.