Teacher Pay Increase Process Guidance

July 03, 2019 • Amy Campbell

Teacher Pay Increase Process Guidance

TEA continues to release new House Bill (HB) 3 guidance on its dedicated HB 3 website and the latest items relate to teacher pay planning.

One of the items shared is a spreadsheet designed to help districts calculate the cost of teacher pay increases. The spreadsheet includes some columns that reference step increase calculations. We recognize most districts have abandoned the old-style step raises in favor of equal pay raises for all teachers determined one year at a time. This posting is intended to provide those districts with another method for calculating teacher pay raises that complies with HB 3.

Teacher pay calculation

While HB 3 has moved districts away from granting equal pay increases, it hasn’t pushed districts toward granting traditional step increases. In fact, by encouraging differential pay increases for experience, it’s pushing districts toward doing more than just a step increase for educators. Districts that have been working to achieve and maintain market-competitive salary schedules shouldn’t abandon the use of market data in building their teacher salary schedules. Although experienced teachers are prioritized by HB 3, districts will still have to compete for new teachers, most of whom will be less experienced.

Following is one method for calculating pay increases that moves the focus away from step increases. Keep in mind final teacher salaries adopted for 2019-2020 also must meet the new state minimum salary schedule.

The table below shows current years of experience and pay rates, proposed 2019–2020 general pay increases, additional costs needed to get to the new state minimum salary schedule and proposed pay structure values for the coming school year, and total increases. Districts also can add employee counts by years of experience to cost out the proposed changes. Read across rows to see how the new salary schedule for 2019–2020 is calculated.

2018–19 Years of Exp   2018–19 New Hire Salary + General Pay Increase + Cost to New State Minimum Salary = 2019–20 Years of Exp   2019–20 Proposed New Hire Salary = Total Increase
                0   $35,800    
0 $35,000 + $1,000 +   = 1   $36,000 = $1,000
1   $35,200 + $1,000 +   = 2   $36,200 = $1,000
2   $35,500 + $1,000 +   = 3   $36,500 = $1,000
3   $35,800 + $1,000 + $550 = 4   $37,350 = $1,550
4   $36,200 + $1,000 + $1,680 = 5   $38,880 = $2,680
5   $36,600 + $1,000 + $2,810 = 6   $40,410 = $3,810
6   $37,000 + $1,500 + $3,330 = 7   $41,830 = $4,830
7   $37,500 + $1,500 + $4,170 = 8   $43,170 = $5,670
8   $38,000 + $1,500 + $4,940 = 9   $44,440 = $6,440
9   $38,500 + $1,500 + $5,630 = 10   $45,630 = $7,130
10   $39,000 + $1,500 + $6,270 = 11   $46,770 = $7,770

Amy Campbell is director of TASB HR Services. Send Amy an email at amy.campbell@tasb.org.


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Tagged: Compensation, TEA, "Teacher Pay", "Texas Education Agency"