Longview ISD will provide eligible returning employees with one-time retention payments in January 2027 as part of a 2026-27 compensation plan focused on staff support, employee retention, and long-term fiscal stability.
The plan, presented to the Board of Trustees during its June 8 regular meeting, includes a $2,000 one-time retention payment for eligible returning employees on the Teacher pay scale and Librarian/RN pay scale, along with normal annual step movement. Eligible returning employees on the Professional pay scale will receive a $2,250 one-time retention payment. Eligible returning hourly employees, including Auxiliary, Instructional Support, Clerical/Technical, and Paraprofessional employees, will receive a $1,250 one-time retention payment.
Eligible returning part-time employees in the above categories will receive 50 percent of the applicable one-time payment. Substitute teachers are not eligible. The estimated total cost of the proposed retention payments is $2,095,250, with payments scheduled for January 2027.
Superintendent Dr. Marla Sheppard said the plan reflects the District's commitment to employees during a difficult funding environment.
"The people of Longview ISD are the strength of this district," Sheppard said. "We know our employees are facing higher costs at home, just as the district is facing higher costs in operations, insurance, and benefits. This plan is one way we can support staff in a meaningful way while continuing to manage taxpayer dollars responsibly."
The one-time retention payment is expected to be paid as a separate check in early January 2027. District leaders said the timing was selected intentionally to help employees during the long stretch between the December paycheck and the regular January paycheck, after the holidays and before the next monthly payroll cycle.
"This is not accidental timing," said Dr. Sheppard. "We wanted the payment to land when it could help employees most."
The one-time retention payment is scheduled for January 2027. District leaders said the timing was selected intentionally to help employees during the long stretch between the December paycheck and the regular January paycheck, after the holidays and before the next monthly payroll cycle.
"We would always prefer to do more for employees," said Dr. Sheppard. "But strong leadership means being honest about what can be sustained. This approach lets us put real dollars in employees' hands while protecting the district from structural deficits, deeper cuts, or instability later."
Longview ISD funded the compensation plan through internal reductions, restructuring, and budget discipline rather than new revenue. District leaders reviewed department budgets, staffing levels, vacancies, low-enrollment sections, and operational efficiencies to redirect funds toward employees while protecting classroom instruction, student safety, and essential services.
"We cut and restructured internally to make this possible," Sheppard said. "That is important. We are not asking classrooms to carry the burden. We are not backing away from safety. We are making disciplined decisions so we can invest in staff and keep the district financially strong."
Human Resources and Finance will finalize eligibility rules and position-specific details. The general framework centers on employee retention and continuous service, with the one-time payment intended for eligible returning employees who remain actively employed through the January 2027 payout.
Longview ISD will also continue normal step movement for teachers and will provide additional targeted compensation information for qualifying roles, including an ESL certification incentive, through separate staff communication.
"This plan is about people," said Dr. Sheppard. "It is about keeping great employees in Longview ISD, recognizing the work they do, and making sure the District remains strong enough to keep serving students well for years to come."