Compensation Plan

This year’s pay increases were based on a full market review of all positions conducted by TASB. For non-teaching positions, salaries were compared to market midpoints, and each received a 2% increase based on the adjusted midpoint for their role. For teachers, raises were applied according to the requirements of House Bill 2 (HB 2).

All salary changes will be visible in the Employee Self Service Center after Labor Day. If you are in a non-teaching position, your raise will be 2% of the adjusted midpoint for your role. If you are a teacher, your raise will follow the House Bill 2 (HB 2) guidelines. Once payroll updates are complete, you’ll be able to review your updated salary online so you can see exactly how much your new pay will be.

The employee self-serve in TEAMS hosts all pay and leave information. Log-on to the ESC and select “My Pay Information.”  Select your 2026 assignment.  You will need to accept the popup box to move forward.  Your paygrade will be listed as well as other assignment information.

All raises are TRS compensable.

All raises and adjustments will be on the September paycheck.

Yes - Raises will be effective on the first day of the assignment for 2025-2026 with retroactive pay for July and/or August checks. (if your pay cycle began in July or August)

All employees will verify pay through the Employee Self Service center. All questions can be asked through the portal. This will not go live until after September 1, 2025. 

Contact your supervisor who will email all questions to cfbhrteam@cfbisd.edu

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. 

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.

Go to the District website under Departments > Human Resources > Compensation > 2025-2026 Compensation Plan.  The raise for 2025-2026 will be based on the midpoint of the 2025-2026 compensation plan.

A 2% increase at midpoint identifies that all employees on a pay grade will receive the same 2% increase on the midpoint of that paygrade.  Please see the example below of a calculation of a midpoint raise.  Please note these are not actual paygrades or amounts.

Example: An hourly employee making $19.00 per hour will receive a $0.40 per hour increase, making their hourly rate $19.40.  Thus, all other employees in that paygrade will receive a $0.40 per hour increase.  A daily rate employee making $205.00 per day will receive $4.20 per day increase, making their new daily rate of $209.20.

(Example only, not an actual salary range)

Midpoint of this hourly paygrade - $20.00 X 2% = $0.40

Midpoint of this daily paygrade - $210.00 x 2% = $4.20