Retention stipend approved for 2,900 more Humble ISD employees

Retention Stipend Approved

Approximately 2,900 more Humble ISD employees will receive a retention stipend payment in December and again in May under a plan approved by the Board of Trustees on November 12 geared toward retaining the best employees for Humble ISD students.


In June, the Board of Trustees approved a stipend incentive that will be issued to teachers, librarians, nurses and counselors in the spirit of House Bill 3. Approximately 3,300 teachers, librarians, nurses and counselors are scheduled to receive stipends under the district’s increased compensation plan. In November, the Board added a Retention Stipend Plan that will provide stipends to additional employees.


“Our School Board consistently puts students first and knows that our extraordinary staff is most important to our students’ success,” Humble ISD Superintendent Dr. Elizabeth Fagen said. “All Humble ISD employees in every job category contribute to the growth and development of every child. Humble ISD wants to retain the best staff for our students.”


On June 11, just seven days before the district adopted its 2019-2020 budget, Gov. Greg Abbott signed the House Bill 3 school finance reform into law.  Retention stipends became a priority with concerns of losing staff members not included in House Bill 3’s incentive programs. Retention stipends became possible once more detailed information about the impact of recently-passed school finance legislation became available.  


“Humble ISD prioritizes staff in its annual budget,” Dr. Fagen said.  “With the passage of House Bill 3, the total budget for 2019-2020 was somewhat uncertain and the district is committed to strong fiscal practices. While the district was thrilled to provide long overdue increases to some staff, in a time where we compete with other districts for all of our excellent employees, we must provide appropriate compensation to all. Our employees are our strongest asset as a district. Attracting, and most importantly, retaining the best staff is a top priority.  At this time, the district has greater clarity and insight into the positive impacts of House Bill 3 and with this information, immediately added retention stipends for the rest of the staff.  The goal is to retain and keep these employees while staying true to the spirit of the House Bill 3.”


Dr. Fagen thanked State Rep. Dan Huberty and State Sen Brandon Creighton for House Bill 3. “Rep. Huberty and Sen. Creighton made education a priority,” Dr. Fagen said.  


How much is the Retention Stipend and when will I receive it?
The District will pay eligible full-time employees two $500 retention stipends with the first stipend added to the December 13, 2019, paycheck and the second stipend added to the May 15, 2020, paycheck. Eligible part-time employees will receive a proportionate amount of each stipend payment based upon the employees’ work schedules.

Eligibility Requirement for the Retention Stipend Plan
Applies to full-time and part-time employees who were not already approved to receive increased compensation as a result of House Bill 3.

Installment 1 (December 13th paycheck)
Hired by and actively employed through November 15, 2019

Installment 2 (May 15th paycheck)
Hired by and actively employed through April 17, 2020

Additionally, must be in good standing (i.e., have not been proposed for non-renewal or termination) on the dates that the retention stipend payments are made. Temporary and seasonal employees such as substitutes, tutors, etc. are not eligible.

What are the terms and conditions?
Retention stipends are made to incentivize eligible employees to remain employed with the district. In the case of eligible contract employees, in exchange for the receipt of stipend payments, a contract employee must agree that they will accept a contract renewal for the next school year if offered. The employee agrees that if the employee does not accept a contract renewal, the District is entitled to reimbursement from the employee of any retention stipends paid and further authorizes the District to deduct reimbursement from any pay owed to the employee. Non-contract employees agree that in exchange for the receipt of the retention stipend, should they separate their employment from Humble ISD before the end of the 2019-2020 fiscal year on June 30, 2020, the District is entitled to reimbursement from the employee for any retention stipends paid, and further, the employee authorizes Humble ISD to deduct the value of the retention stipend from any remaining pay owed to the employee.

What if I plan to retire at the end of the 2019-2020 school year? 
If an employee is retiring and completes the online Retirement Form found on the District’s website by April 1, 2020, then Humble ISD will not seek reimbursement of the retention stipend as long as the employee finishes his/her assigned employment calendar as an employee in good standing. Humble ISD's promise not to seek reimbursement is in exchange for the employee's early retirement notice and to incentivize employees to notify the District as early as possible so that the campuses can make staffing decisions for the next year.    

What if I plan to resign at the end of the 2019-2020 school year?
For resignations beyond the control of the employee, such as moving due to a spouse’s job transfer and relocation to another city; hereto, reimbursement will be waived as long as the employee fulfills the assigned employment calendar and provides  supporting documentation to the HR Department. All other resignations will be taken into consideration on a case by case basis. 

How is the Retention Stipend different from the Stipend Incentive under House Bill 3 for Teachers, Librarians, Nurses and Counselors?
The stipend incentive that will be issued to teachers, librarians, nurses and counselors as recognized under House Bill 3 is $1,400 and will be paid in two separate $700 installments (Dec 13th paycheck and May 15th paycheck) and will be proportionate to the employees’ full time/part time work schedule. House Bill 3 specifically designated teachers, librarians, nurses, and counselors as the top priority for compensation increases.