DeSoto Parish School Board approves 6.8% permanent pay increase for full-time employees

The DeSoto Parish School Board voted June 4, 2026, to approve a 6.8% permanent pay increase for all full-time district employees and a set of targeted incentives intended to improve recruitment and retention.

The measure, presented by district leaders and discussed in open session, includes two immediate incentives that will be paid in June: an incentive for hard-to-staff content (focused on certified special-education teachers and those completing certification) and a rubric-based incentive for schools identified as hard to staff. "The proposed 6.8 permanent pay increase represents a significant investment in the employees of DeSoto Parish Schools," said Jackie Lansdale of Red River United during public comment, urging the board to approve the package.

District presenters said the pay increase is the largest single component of the package and will be reflected in monthly paychecks. The proposal also expands employee-of-the-year awards to include new-teacher, support-staff and principal recognitions; adjusts the high-school math supplement in the salary schedule from $10,000 to $5,000 for employees hired on or after July 1, 2026 (current recipients keep the prior amount); converts certain bookkeeping positions from 11- to 12-month assignments; realigns LPN pay to the classroom instructor schedule; and makes administrative clarifications to the TAP payout policy.

Superintendent Kley noted the district spent more than a year modeling the plan. He told the board the plan was vetted through directors, principals, board officers and the finance committee and that immediate incentive payments will help retain staff in the coming weeks. Board members asked for clarifying information about which schools qualify as "hard to staff" under the adopted rubric; district staff said Mansfield schools currently meet that rubric’s thresholds based on a three-year average.

The board approved the package by a show-of-hands vote after discussion and clarification from staff. District leaders said they will follow up with an email to staff outlining implementation details and providing a contact (Miss Phillips) for questions.

The action is intended to be permanent; district officials said they modeled the increase against conservative revenue scenarios to ensure sustainability. The district also flagged a separately issued state executive order on teacher pay and said it will await state guidance on funding and MFP (Minimum Foundation Program) implications before making further fiscal adjustments.

The board approved the pay package as presented. Next steps include district distribution of implementation details to staff and immediate payout of the two incentive elements in June.