Employee raises will be reflected on the first paycheck of the new assignment based on your work calendar. To find out when the paycheck will be issued, employees may log into the Employee Service Center and select “My Pay Information.” Assignments for 2025-2026 may not be published, but employees can look at their 2024-2025 assignment to see when the first check was previously issued for the same role for the previous year. Additionally, payroll dates for 2025-2026 can be found on the Payroll Department’s website.

House Bill 2 provided specific funding for teachers with three or more years of creditable service and some additional funding for other staff. AISD continues to maintain market competitive rates for all employees.

Base pay is generally TRS eligible with limited exceptions. When a pay raise is applied, the TRS contribution for both the employee and employer will also be applied to the pay increase.

House Bill 2 provided specific funding for teachers with 3 or more years of experience. Pay raises for teachers will be provided based on the Commissioners Rules of Creditable Years of Service. Teachers may consider logging into their TRS retirement portal to review their current creditable years of service at mytrs.texas.gov/MbrSelfService/SSSALogin.action

TEA defines a classroom teacher for Teacher Retention Allotment purposes as a person who is employed by a school system and who, not less than an average of four hours each day, teaches in an academic instructional setting or a career and technology instructional setting and who works in a role that would typically require an (SBEC) teaching certification. These positions are coded (087) in the PEIMS system. In addition to Classroom Teachers, Behavior Interventionists, AVID Coordinators, Student Support Interventionists, Gifted and Talented Teachers, Special Education Teachers and JROTC instructors are also PEIMS coded (087). Additional positions may apply if determined to meet the TRA criteria.

State funding for House Bill 2 and the teacher retention incentive is specifically for positions coded 087 in PEIMS and meets the state's definition of Classroom Teacher. Additional positions currently on the AISD Teacher pay scale include Librarian, Instructional Coach, IB Program Coordinator, Advanced Academics Coordinator, Music Instrument Repair Facilitator, and Post Secondary Facilitator. These positions will be moved to their own pay structure in the AISD Compensation Manual under "2025-2026".

Positions with some instructional responsibilities that are not coded as (087) in PEIMS and do not meet the state's definition of "Classroom Teacher" are not considered positions eligible for the Teacher Retention Allotment through House Bill 2.

The State has not provided full guidance on all of the parameters of the Teacher Retention Allotment. However, you may share these concerns with your respective principal or supervisor for feedback. You or your principal may contact hrcompensation@aisd.net as needed.

All other positions (including Counselors, Nurses, other campus and support staff etc.) will remain on the same pay scale as the previous year. Any pay raises approved by the Board of Trustees will be calculated on the midpoint of each salary range. Salary ranges are reviewed and adjusted to maintain competitive pay.

The 2025-2026 Compensation Plan will be published on the district website under Human Resources >> Compensation, Benefits and Risk Management.

1. To calculate a midpoint raise for a salaried employee, you take the percentage increase and apply it to the salary midpoint of your pay grade. For example, if your midpoint is $60,000 and your raise is 3%, you would calculate (0.03 * $60,000 = $1,800). The $1,800 would be your raise amount prior to taxes and/or other deductions.
2. To calculate a midpoint raise for an hourly employee, you take a percentage increase and apply it to the hourly midpoint of your pay grade. For example, if your midpoint is $20 and your raise is 3%, you would calculate (0.03 * $20 = $0.60). The $0.60 would be your hourly raise amount prior to taxes and/or other deductions.
3. Employees can log into the Employee Service Center in TEAMS and access their 2024/25 assignment to view their previous rate of pay. The general pay increase percentage/amount will be added to the previous 2024/25 rate of pay.

1. Arlington ISD partners with Texas Association of School Boards (TASB) each year to review our compensation plan. TASB reviews our pay ranges with comparable districts (Garland, Fort Worth, Dallas, Mansfield, etc.). The market rate is the market average pay at those comparable districts. The district provides a raise to the pay range for these positions once the range has been adjusted to market.
2. The market raise for 1-2 year experienced Classroom Teachers and other certified staff is $2,000 for this coming year.

1. If a previous offer was made below what is now below the minimum of the pay scale for the applicant’s years of experience, Classroom Teachers and other certified staff will be adjusted upward to the new scale. For example, if a Classroom Teacher has completed 5 years of experience, their compensation will match the 5 years of experience on the 2025/26 pay range = $71,600.
2. Salaries will be adjusted to reflect the total years of experience based on the Texas Commissioners Rules of Service.