Teacher salaries are rising in Conroe ISD as the district seeks to attract qualified teachers while mitigating rising health care costs.

During an Aug. 16 meeting, CISD’s board of trustees adopted the budget of $447.6 million for the 2016-17 school year, keeping the same property tax rate of $1.28 per $100 valuation.

According to CISD Human Resources Director Kathy Sharples, the district welcomed approximately 500 new teachers for the 2016-17 school year, a number slightly higher than last year due to district growth. At the beginning of the school year, about 12 teaching positions were open.

“We will be placing substitutes in classrooms as we work toward filling positions and meeting the posting requirements,” Sharples said.

Teacher salaries

Overall, teachers will receive a 3 percent raise on the mid-point, resulting in a new hire salary of $51,500. Payroll and benefits account for 89 percent of the allotted FY 2016-17 budget, and districtwide salary increases total $11.7 million.

“On the financial side, not only does our salary attract people and keep people, but also our benefits package,” CISD Superintendent Don Stockton said. “We have a very generous benefits package compared to other districts, and we’re very proud of that. We also like to create environments that people want to work in. We value employees and do everything we can to make it a family.”

Guadalupe Broussard, an art teacher at Conroe High School said she was familiar with the CISD community when she was applying for her first teaching job.

“I enjoy working with faculty and staff and the students I teach,” Broussard said. “There are several opportunities in which we are able to meet and collaborate with teachers from other campuses. I feel the district is supportive in what we do and making sure we grow not only as educators but as individuals as well.”

Teachers with seven or more years of experience will receive an additional salary adjustment, making the minimum pay for experienced teachers $53,695 and the maximum pay for teachers with 25 years or more of experience $62,295.

“Besides a competitive salary, Conroe ISD offers many stipends, which support athletics, career and technical education, fine arts and the campuses,” said Kathy Sharples, director of human resources for CISD. “The district offers one of the highest stipends in the area: $1,800 for a master’s degree and $3,600 for a doctorate degree.”

Rising health care costs

CISD does not participate in the health care and benefits packages offered by the Teacher Retirement System of Texas, which is used by over 90 percent of school districts in Texas. Instead, CISD has its own plan in place.

“The advantage of our benefits package is that we are not a part of the TRS health plan,” said Melanie Bush, CISD board of trustees secretary. “We are a self-funded plan. That does enable us to offer more competitive rates. Even though we had an increase in benefits this year, it’s nothing compared to districts that are in the TRS system.”

Employees who have opted to use the district’s employee-only health plan will be charged $128 per month, a $24 increase compared to last year, Sharples said. 

In neighboring district Klein ISD, employees have between $311 and $598 of their health care costs covered by the district monthly. Teachers in KISD pay as little as $30 for employee-only benefits and as much as $633 for employees who enroll their families.

Starting this school year, CISD is  paying a minimum of $440 per employee per month, a $12 increase from last year, Sharples said.

“Through the years I have been employed with CISD, insurance rates have steadily risen,” Broussard said. “The cost of going to a primary care physician has also increased. The amount deducted for health insurance alone last year was near $10,000.  This does not include dental, vision, or any of the other insurance options offered.”

Broussard said her salary increases have been negated by the increase in district insurance costs.

“The district contribution is increasing, but also the employees’ portion is increasing just to handle the overall market increase in health care that we’ve seen,” CISD Chief Financial Officer Darrin Rice said.

According to TRS-ActiveCare legislation passed in 2002, the state of Texas must contribute $75 per employee per month toward the health care fund. On top of that, districts using TRS health care plans must also contribute at least $150 per employee per month.

“Being self-insured, the district has a responsibility of operating a plan that generates ample revenue to cover plan expenses,” Sharples said.