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College Station Independent School District

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Compensation Plan

During the 89th Legislative Session, House Bill 2 passed into law, providing classroom teachers will retention raises based on years of experience:

  • $2,500 raise for classroom teachers with 3-4 years of experience
  • $5,000 raise for classroom teachers with 5+ years of experience

The CSISD Board of Trustees approved raises for all other employees on the teacher pay scale at the same rate as the House Bill 2, and a 5% salary increase for all other pay families raises during the June 17, 2025 regular meeting.

Teacher Librarian, Nurse (RN) New Hire Pay Scale

Years of Experience 2025-26 Total Salary
0 $52,250 
1 $54,250
2 $54,700
3 $54,950
4 $55,200
5 $57,950
6 $58,200
7 $58,450
8 $58,700
9 $58,950
10 $59,200
11 $59,450
12 $59,700
13 $59,990
14 $60,314
15 $60,638
16 $60,950
17 $61,604
18 $62,309
19 $62,729
20 $63,630
21 $64,505
22 $65,432
23 $66,333
24 $66,969
25 $67,881
26 $68,798
27 $69,704
28 $70,700
29 $71,559
30 $71,967
31 $72,500
32 $73,010
33 $73,520
34 $74,030
35 $74,540

Teachers hired in with 35 or more years of service will be compensated according to their total years of experience $2,000 Master’s Degree - General Stipend for Teachers The rates listed above are based on 10-month employment for the 2025-2026 school year.

Salary plans are determined on an annual basis and salary advancement is not guaranteed.  Pay increases are based on the annual pay raise budget approved by the Board of Trustees.

Performance Pay

For any funds received by College Station ISD for a designated teacher under the Teacher Incentive Allotment (TIA), 90 percent will be paid to the designated teacher. The remaining 10 percent will be used for training and support of the system, expansion of the system, administrative expenses, and/or professional development. Should the district receive funding for a designated teacher who has resigned or retired, the district will forward payment to the resigned or retired teacher as soon as practicable.

Implications of the 89th Legislative Session

Compensation increases outlined in this Compensation Plan are proposed for approval on a contingent basis and may be modified as necessary to align with legislation enacted by the Texas Legislature subsequent to Board adoption of this Compensation Plan.  To the extent the Texas Legislature creates legal requirements for school district employee compensation, an amended Plan will be presented to the Board for adoption.  Any additional compensation increases required by the Legislature will supersede or replace those proposed herein; such increases will not be considered an addition to those reflected in this Compensation Plan.

Our Commitment to Competitive Compensation

Fair and competitive compensation is essential for attracting and retaining the best educators and staff. At the same time, public schools across Texas face ongoing challenges with state funding, which has directly impacted our ability to provide more substantial salary increases and other financial incentives over the years. As funding levels fluctuate, we've had to balance salaries with staffing needs, instructional resources, and operational costs.

Despite these challenges, CSISD has a strong history of prioritizing employee compensation. Over the past 14 years, the district has consistently committed to raising staff salaries, reflecting our community's commitment to valuing and supporting the people who make a difference for students every day.

Below is a historical view of CSISD salary adjustments over the past 14 years, providing context for how the district has worked to recognize and reward the contributions of our employees while balancing fiscal realities and funding constraints.

Year Raise
2012-13 1.5% pay increase for all eligible employees
2013-14 4% pay increase for all eligible employees
2014-15 1.8% pay increase for all eligible employees
2015-16 2% pay increase for all eligible employees
2016-17 2.5% pay increase for all eligible employees
2017-18 1.5% pay increase for all eligible employees
2018-19
  • $750 increase for teachers
  • 1.5% increase off Position Pay Grade midpoint for all other eligible employees
2019-20

Teachers - Based on % of schedule midpoint

  • 0-5 Years of Experience
    • Low: 3.6%
    • High 4.5%
  • 6+ Years of Experience
    • Low: 5.1%
    • High: 5.6%

All Other Pay Families

  • Paraprofessionals: 4%
  • Auxiliary: 4%
  • Administrative Professional: 3%
  • Administrators (two-year contracts): 2%
2020-21
  • Beginning teacher increase from $44,250 to $45,500
  • Each eligible teacher receives at least $1,000 increase from their current annual base salary
  • Some changes to stipend schedule
  • 1.5% increase for administrative/professional pay group based on pay grade midpoint
  • 2% increase for auxiliary and clerical paraprofessional pay groups based on pay grade midpoint
  • Increase in the beginning hourly rate for bus drivers from $16 to $16.50
  • Increase in employer contribution for employee only coverage to allow for an option at no cost to the employee
2021-22
  • Beginning teacher increase from $45,500 to $47,000
  • Each eligible teacher receives at least $1,000 increase from their current annual base salary
  • Some additions and/or changes to stipend schedule
  • Adjustments to the pay minimum, midpoint and maximums for the administrative/professional, clerical/paraprofessional, and auxiliary pay groups for market and equity purposes
  • 1.5% pay increase for those eligible in the administrative/professional, clerical/paraprofessional, and auxiliary pay groups based on pay grade midpoint
  • The addition of a pilot attendance incentive program for bus drivers, bus monitors, custodians, and cafeteria workers
  • Increase in the employer contribution for employee health coverage
  • Teacher Incentive Allotment
2022-23
  • Beginning teacher increase from $47,000 to $49,600
  • 2% base pay increase from the 2021-22 base pay to eligible teachers + an additional 4% increase (VATRE)
  • 2% salary increase based on pay grade midpoint to eligible admin/professional, clerical/paraprofessional and auxiliary staff + an additional 4% increase (VATRE)
  • 2% salary increase based on pay grade midpoint for eligible administrators + 2% increase (VATRE)

  • Retention stipend to eligible returning employees as approved in March of 2022

  • Additions and/or changes to the stipend schedule

  • Adjustments to the pay minimum, midpoint, and maximums for the administrative/professional, clerical/paraprofessional, and auxiliary pay groups for market and equity purposes

  • Increase in the minimum starting hourly rate for some employee categories including bus drivers, food service workers, custodians, and instructional aides.

  • The continuation of a pilot attendance incentive program for bus drivers, bus monitors, custodians, and cafeteria workers

  • The continuation of a bus driver hiring incentive

  • Teacher Incentive Allotment
2023-24

  • A Teacher New Hire pay scale that increases the beginning teacher pay from $49,600 to $51,000

  • At least a 2% increase for eligible returning teachers from their current base pay

  • A 2% of paygrade midpoint salary/rate increase for eligible administrators and professionals, paraprofessionals, and auxiliary staff

  • The continuation of an attendance incentive program for bus drivers, bus monitors, custodians, and cafeteria workers

  • The continuation of a bus driver hiring incentive

  • Teacher Incentive Allotment 

  • Changes in paygrade for certain positions based on market
2024-25
  • $2,500 base pay increase for employees with 1-2 years of experience (district-funded)
  • $2,500 base pay increase for employees with 3-4 years of experience (state-funded: HB 2)
  • $5,000 base pay increase for employees with over 5 years of experience (state-funded: HB 2)

  • Beginning teacher pay increases from $51,750 to $52,250

  • 5% increase for all other pay families based on respective midpoint

  • Continuation of the Teacher Incentive Allotment (TIA)

  • Market-based adjustments to select position paygrades

Competitive pay is just one part of the overall work experience, and we continue to review compensation alongside other supports, professional development opportunities, and staffing models to help create a sustainable and positive environment for all employees.