2025-26 Teacher and Instructional Salary Increase and Incentive Pay Plan
The Lafayette Parish School Board has approved a 2025–26 salary increase that raises the starting teacher salary to $50,000, along with upward adjustments for all employees on the Instructional Salary Schedule. Additionally, the district is launching a new incentive pay plan to recognize educators who make a meaningful impact—both in the classroom and through extracurricular involvement.
Detailed information can be found in the documents linked below. We've also provided the answers to Frequently Asked Questions.
FAQs
Teachers of record for K–3 DIBELS, grades 3–12 LEAP-tested subjects (Math, ELA, Science, Social Studies), and ELPT teachers with at least 10 students are eligible. Certified special education teachers and school administrators are also included.
Teachers must be certified in the DIBELS or LEAP course they are teaching and remain in that same position through their last contracted day. A teacher could earn up to $1,800 annually, depending on the number of classes.
These are based on student achievement or growth using one of the following data pieces: VAM scores, DIBELS results, or LEAP results.
Teachers teaching a LEAP/DIBELS course and certified in that course at the following schools are eligible for a $2,000 stipend:
- Acadian Middle School
- Evangeline Elementary
- Northside High School
- Carencro Bob Lilly Elementary
- Lafayette Elementary
- Paul Breaux Middle School
- Carencro Middle School
- Live Oak Elementary
- Westside Elementary
Assignment incentives will be paid in June. Performance incentives will be paid after test results are released. For example, performance stipends for VAM would be paid after the state releases the results in the following academic year. Playoff incentives will be paid after the respective season ends.
Teachers must be hired and teaching by October 1 and have no more than 10 absences in the school year. The superintendent has full discretion over extenuating circumstances.
Yes. Certified special education teachers teaching special education classes receive a $1,500 incentive, with no minimum student count required.
Yes. Principals can earn $3,000, and assistant principals $2,000 for improving or maintaining school performance scores (SPS).
Yes. The stipends included in the new incentive pay plan are in addition to any existing stipends educators already receive. This means teachers can continue to earn their current stipends and qualify for extra pay based on student growth and extracurricular contributions.
The LPSS Incentive Pay Plan is a result of the UL Teacher Retention Survey which highlighted two priorities:
- Competitive base pay
- Meaningful performance incentives
The state's new accountability system places greater weight on students' performance in core subjects. We recognize that everyone at the school level contributes in some way to the growth of our students and will continue to fine tune the compensation package. The teacher incentive plan will be evaluated every year to ensure that it addresses the same components of the state accountability plan. The 2025-26 version roll out represents a giant leap in the right direction for our teachers.
LPSS has taken deliberate steps to maximize budget efficiency:
- $1.5 million in Central Office staffing cuts
- $2.7 million saved through strategic school staffing
- $3.5 million in district-wide optimization savings
These savings help fund both the salary increases and the incentive plan. While challenges remain—particularly within the self-funded insurance program—the Board is working closely
For more details, contact:
Alex Melton
Director of District Progress and Compliance
aemelton@lpssonline.com
This site provides information using PDF, visit this link to download the Adobe Acrobat Reader DC software.