School districts across Texas continue to grapple with the growing challenge of retaining qualified educators and staff. For Andrews Independent School District (ISD), this wasn’t just a long-term concern — it was a pressing issue. As seasoned educators left the field and recruitment became more competitive, CFO Chris Dulin knew something had to change.
“We were struggling to keep people,” Dulin said. “We needed to find a way to make our district more appealing — not just for hiring, but to encourage our employees to stay long-term.”
That desire to boost retention led Dulin to the Texas Association of School Business Officials (TASBO) conference, where he attended a session hosted by Chris Jamail and Dr. Gordon Taylor. Their talk on employee benefits and auto-enrollment strategies sparked an idea: what if Andrews ISD could give staff more than just a paycheck — what if they could offer peace of mind for the future?
Shortly after the conference, Dulin connected with the presenters to explore how auto-enrollment in the district’s retirement plan could be implemented. Communication was quick and collaborative, and within months, the district launched a strategic initiative: every employee would receive a 1% salary increase, and that same 1% would be auto-enrolled into the retirement plan — unless the employee chose to opt out. This approach made saving easy and rewarding, while giving staff control over their choices.
“This was never just about the retirement plan,” Dulin explained. “It was about finding a simple but meaningful way to invest in our people.”
Dr. Gordon Taylor emphasized the importance of practical, turnkey solutions: “What made Andrews ISD successful was their ability to act quickly and communicate clearly. When leadership believes in the process and supports it from the top down, employees feel the impact almost immediately.”
To make sure the rollout was clear and well-received, Andrews ISD hosted informational presentations packed with visuals and real-world examples. These sessions didn’t just explain the technicalities — they helped employees understand what they were gaining. One standout example demonstrated that by contributing $56 pretax (a $43 reduction in take-home pay), employees received a matching $56 contribution from the district. In other words, for every $43 out of their pocket, employees ended up with $112 in retirement savings — a powerful incentive that clicked with many.
The results were swift and impressive. Andrews ISD achieved 94% participation in the retirement plan, and employees responded with enthusiasm. Many asked about increasing their contributions, eager to take advantage of the district’s match. Others expressed appreciation for how transparent and easy the process was.
Dulin credits the success to simplicity and strong communication. “If you can make the benefit feel real and accessible, people will engage with it. That’s exactly what we saw,” he said. “When you save employees money on benefits and turn those savings into salary and retirement contributions, you’re not just helping them — you’re strengthening your entire organization.”
More than just a policy shift, the initiative sent a clear message: Andrews ISD is invested in its people. The district’s success is a powerful example of how retirement plan auto-enrollment, when implemented thoughtfully, can drive real results — not only in participation numbers but in employee satisfaction, financial well-being, and long-term retention.
About TCG, a HUB International company
At TCG, a HUB International company, we believe financial wellness leads to stronger organizations. That’s why we partner with schools, municipalities, and businesses to design solutions tailored to their goals. Whether you’re looking to enhance employee benefits, improve investment strategies, or develop a more resilient workplace, TCG is here to help.
Our comprehensive services include retirement plan solutions, investment advisory, workplace financial education, consulting, and insurance. From simplifying retirement savings to helping leadership teams make data-driven financial decisions, our goal is to build long-term financial confidence across your organization.
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