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The Taylor ISD Board of Trustees approved the second phase of a two-part compensation plan for the 2025-2026 school year in an ongoing effort to support, reward, and retain the dedicated team of educators and staff.
The new compensation package prioritizes competitive salary increases and recognition for long-term service to the students of Taylor ISD.
Raises for Non-Teaching Staff
At the center of the second phase of the compensation plan is a 3% salary increase for all non-teacher staff, including nurses, librarians, counselors, instructional coaches, paraprofessionals, clerical staff, maintenance and operations staff, and administrative professional staff. Phase two of this year’s compensation plan also includes targeted salary adjustments based on a recent salary study to ensure that staff are paid in line with similar roles in the region.
“Providing a competitive compensation package is one of the strongest ways we can show appreciation for our staff,” Taylor ISD Superintendent Dr. Jennifer Garcia-Edwardsen said. “These raises are designed to make sure our team members feel valued and supported, not just today, but as we grow together into the future.”
New Longevity Stipend
In addition to salary increases, the Board also approved a new longevity stipend to honor employees who have dedicated their careers to the students of Taylor ISD. The stipend will be rewarded based on years of service, with $500 awarded for every five years of service. For example:
- 5 years of service will receive $500
- 10 years of service will receive $1,000
- 15 years of service will receive $1,500
This new stipend will be distributed in May of each milestone year, honoring employee commitment to the school community.
In May 2026 for the first year of implementation, the district will honor all current employees who have reached a 5-year milestone. For example, an employee who has been with the district for six, seven, eight, or nine years will receive the five-year stipend of $500 in May 2026. Then, after the initial year, the stipend will only be awarded to employees in their milestone year, meaning every five years of service to Taylor ISD.
“While we’ve offered sign-on bonuses to attract new talent, we want to make it clear that we deeply value those who have chosen to grow with us,” Dr. Garcia-Edwardsen said. “This is about honoring the people who have shaped our students and are building a legacy here in Taylor ISD.”
Teacher Raises & Benefits
In June, the Board approved teacher pay raises and the implementation of House Bill 2, which provided $4,000 raises for teachers with three and four years of experience, and $8,000 raises for teachers with five or more years of experience. The Board went further and approved raises for all teachers with zero to two years of experience, increasing the starting salary by $1,500 and providing $1,750 raises to teachers with one or two years of experience.
The Board also approved a $40 increase to the district’s monthly health insurance contribution, raising the employee-only coverage amount to $500 for all full-time staff. This ensures all employees participating in the district’s plan are not affected by rate increases.
Teachers and other instructional staff also have the opportunity to earn more, through the district’s Texas Education Agency Teacher Incentive Allotment. That means that top-performing teachers can earn up to an additional $25,115 per year for five years on top of their regular salary, creating a pathway for our teachers to earn a six-figure salary.
The district is currently one of the highest-paying T.I.A. districts in the region, according to the program website. Teachers who are designated as Master educators can make an additional $25,115, while Exemplary educators earn $13,869, and Recognized educators earn $6,934.
Developing a competitive compensation plan that recognizes all employees is possible through Taylor ISD’s responsible stewardship of local and state resources and careful strategic planning.
Read more about phase one of the compensation plan for teachers at this link.
