Wells adopts higher teacher salary schedule

For the first time in the school district's history, Wells ISD has been able to establish a compensation plan above the state minimum, said Superintendent Dale Morton. The compensation package is competitive with school districts in the area.

This week, members of the Wells ISD Board of Trustees expressed their desire for each child to leave with an outstanding education. The board also decided to take the action necessary to make this happen.

Supt. Morton said, "The best way for a school district to reach its potential is to employ and retain skilled and dedicated educators. Small class sizes, tremendous community support, a great learning environment, academic and professional potential and the opportunity to be part of a vibrant school community make Wells ISD the place to be."

The 2007-08 Wells Independent School District Compensation Plan is designed to attract outstanding new teachers and to reward current employees whose loyalty has made each child's educational experience possible.

Each returning employee (including paraprofessional and ancillary personnel) will receive an aggregate wage or salary increase of $1,000. Additionally, teachers will receive the annual state incremental increase (step).

To attract new applicants, the District has set beginning teacher pay at $30,000. Increments of $500 are provided for employment in statewide shortage areas. The plan also provides for the first-year teacher to receive a check in August. Normally, the first check a teacher receives is in September.

The stream of applicants at Wells ISD had slowed to a trickle in recent years as applicants rushed to districts that were starting teachers thousands of dollars ahead of the Wells District.

"The Board of Trustees recognized that applicants were choosing to work for schools that paid more, and Wells was missing out on some employees who could make great contributions to its students," Supt. Morton said.

"Our mission and our most important task is the daily education of each boy and girl, first in the classroom; second in extra-curricular activities; and last, in each contact the student has with employees," Mr. Morton continued.

"Because of sacrifices made in the past, we are now able to move forward with a cost effective plan that will make a real impact on the education of our students. We believe these compensation efforts will appeal to the new educator and will give them a good boost as they begin their professional careers," he added.