Mission, Texas- The Mission Consolidated Independent School District (CISD) Board of Trustees is continuing its journey to keep employee pay at or above market averages. When The board hired Dr. Carol G. Perez as the superintendent in 2018, this was one of the main areas of concern for the team of eight in an effort to keep valued employees and reduce the number of teachers leaving the district.
“After the most challenging year in our district’s history, administration and the Board of Trustees really wanted to make sure we provide as best we could for our employees,” explained Dr. Perez. “With careful planning and budgeting, we have been able to offer our employees salaries that are generally at or above market medians yet again this year. Plus, we are able to provide a retention stipend due to COVID-19.”
The salary for new teachers to the district without any experience is $53,700. Teachers with 1-5 years of experience will receive a general pay increase (GPI) $1,450 (equivalent to 2.5%). Teachers with 6-9 years of experience will receive a GPI of $1,550 (equivalent to 2.6%). Teachers with 10+ years of experience will receive a GPI of $2,050 (equivalent to 3.5%).
The general pay increase for auxiliary, clerical, and instructional paraprofessionals is 3% of salary midpoints. Administrative professionals will receive an increase of 2.5% of salary schedule midpoints. Over the course of three years, the district has been able to take salaries from being ranked at # 7-8 in the area, to first or second in most cases.
For all employees who are employed by the district on a full-time basis as of September 3, 2021, there will be a special retention stipend paid out in two installments. $1,000 will be paid in September and then $1,000 will be paid in December. This will be contingent upon the allowability of the ESSER III funds.
Mission CISD is also increasing the share of the health insurance contribution paid for each employee by 10% from $409.24 to $450.18 each month.
“The board members have been so supportive throughout the whole process, and this has not only meant improved compensation to our employees, but we have also been able to reduce our tax rate each of the last three years,” said Dr. Perez. “Through careful budgeting, planning, and staffing, we have been able to not only provide for our employees, but have been able to do so while also improving our services to students that our community expects.”
The district compensation plan was approved by the Board of Trustees during their meeting of June 23, along with the 2021-2022 budget that will begin July 1.
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