2026–2027 Pay Raises
At the June 22 board meeting, the School Board has approved a 2% midpoint pay raise for all eligible non-teaching employees for the 2026–2027 school year.
- To qualify, you must be in an active status (or on approved leave) for at least 90 days before July 1, 2026.
- This 2% raise is calculated using the midpoint of your job's pay grade—not your current salary—to ensure fair and equal pay across the District.
- Non-teaching employees include: auxiliary, paraprofessionals, and professionals not eligible for Teacher Retention Allotment.
- You will see this increase reflected in your normal payroll cycle based on your contract start date; for example, staff on 226-day contracts will see it on their July paycheck.
Some staff members will receive equity raises, which are special pay adjustments for specific jobs that a recent study showed are paid way below the normal market rate.
While our teachers and specialized instructional staff (including SPED Transition, Behavior, Instructional, and Dyslexia Specialists) are already celebrating well-deserved, state-funded pay increases through House Bill 2, this specific Board-approved raise ensures that our vital non-teaching team members are rewarded and lifted up as well.
If you have any further questions email the Human Resources Department at human.resources@chisd.net.
FAQs Regarding the CHISD 26-27 Compensation Plan and Teacher Retention Allotment (TRA)
What is the Teacher Retention Allotment (TRA)
The Texas Teacher Retention Allotment (TRA), created by House Bill 2, gives school districts money to help raise teacher salaries based on how long they've been teaching. Districts with over 5,000 students, such as Cedar Hill ISD, will get $2,500 for each teacher with 3–4 years of experience and $5,000 for those teachers with 5 or more years of experience. HB2 did not include funding to raise salaries for teachers with less than 3 years of experience or administrators.
How is “teacher” defined regarding TRA to identify who is eligible for raises?
According to the TRA law (Texas Education Code, Sec. 48.158), a classroom teacher is someone who:
- Teaches in an academic or career/technology setting for an average of at least four hours per day, and
- Has a job that usually requires a teaching certificate from the State Board for Educator Certification (SBEC), or does work that could require one. These teachers must also be listed as Staff Classification 087 (classroom teacher) in the district’s PEIMS records.
Who is eligible for TRA?
Employees who meet the rules above include people in these roles:
- Elementary, middle, and high school classroom teachers
- Special education teachers (both self-contained and resource/inclusion)
- Dyslexia specialists
Who is not eligible for TRA but will receive the 2% of the midpoint salary increase?
Additional non-teacher returning employees who don’t meet the State’s criteria for the TRA will get a 2% raise based on the pay range midpoint.
- To qualify, you must be in an active status (or on approved leave) for at least 90 days before July 1, 2026.
- Non-teaching employees include: auxiliary, paraprofessionals, and professionals not eligible for Teacher Retention Allotment.
How can I figure out how much of a raise I’ll get as a teacher?
To calculate your raise, count how many full years you’ve taught (remember, all teachers have a year 0). For example, if you started teaching in the 2020–2021 school year, you’ve completed 3 years of teaching and are starting your 4th year of teaching. That means you’d get the raise for 3 years of experience, which is $2,500.
What will teachers with 0-2 years of experience get?
The following amounts will be added to the teacher’s salary schedule for those teachers with 0-2 years of experience:
- 0 years - $500
- 1 year - $500
- 2 years - $1,000
How will I know what exact raise will be?
Teachers should get a salary letter by August 1.
I still have questions. Who should I contact?
human.resources@chisd.net
