Bryan Independent School District (ISD) has approved its employee compensation plan for the 2026-27 school year, focusing on balancing financial sustainability with rewarding staff for their dedication. The plan includes a one-time $500 stipend for all full-time employees, a $50-per-week attendance incentive for bus drivers, teacher step increases, and a $1,000 increase to starting teacher salaries.
Compensation Details
The district’s plan maintains salary increases from the previous year, with teachers having one to two years of experience receiving a $2,500 increase funded by Bryan ISD. Those with three to four years of experience will continue to receive a $2,500 raise through House Bill 2, while educators with five or more years of experience will see a $5,000 increase under the same bill. The starting salary for teachers will rise from $52,500 to $53,500, and high-needs and critical assignment stipends will range from $2,000 to $6,000 for eligible employees.
Budget Challenges
Despite these enhancements, Bryan ISD is facing a projected budget deficit of up to $3.3 million for the fiscal year 2026-27. The district anticipates approximately $183 million in revenue against $186.3 million in expenditures. The financial strain is attributed to declining enrollment, rising operational costs, and limited new funding during the state’s budget cycle. However, efforts are being made to preserve student programs while identifying savings through attrition and tighter budget controls.
Future Considerations
Trustees also discussed the potential for a voter-approval tax rate election (VATRE) to secure additional recurring revenue for employee compensation. If approved, this could replace the current stipend-based plan with permanent raises retroactive to employees’ contract start dates. The board unanimously approved the compensation plan, with the final opportunity for budget adjustments set for June 15.
College Station ISD has also approved its compensation plan, with new teachers starting at $53,250 and other staff receiving a 3% pay raise or other increases. Both districts are navigating financial challenges while striving to support their educators and maintain quality educational offerings.
Original reporting: Community Impact — Houston — read the source article.
