Compensation Manual
2022-2023
Austin ISD Compensation Manual 2022-2023
Table of Contents
Compensation Terminology 1
Compensation Philosophy and Department Responsibilities 3
Elements of Compensation 3
Defining and Evaluating Jobs 3
Determining a Job’s Market Value 3
Determining an Employee’s Actual Pay Rate 4
Administering Pay Over the Long Term 4
Salary Calculations 4
Service Credit Applied 4
Non-Exempt Classified Employees: 4
Police Officers: 5
Professional Employees: 5
Administrators: 5
Teachers: 5
Librarians: 5
IT (Technology): 6
New Hire/Change of Assignment: 6
Junior Reserve Officers Training Corps (JROTC) Instructors: 6
Career and Technology Education (CTE) Teachers: 7
Credit for Teachers with prior Teacher Assistant Experience 7
Returning Employees 7
Documentation of Service Credit for Experience 7
Determining Pay for Promotion 8
Scope of Promotion AISD Promotion Policy 8
Involuntary Transfer, Administrative Transfer & Transfer Due to Staffing Reductions/Reorganizations 8
Salary Freezes 8
Back Payment 8
Overpayment 9
Raises 9
Austin ISD Compensation Manual 2022-2023
Salary Proration 9
Employees Working Summer School Assignments 9
Pay Administration/Salary Structures 10
Hiring Placement 10
Night Shift Differential: 11
Compensation Pay Structure 11
2022-23 Administrative/Professional Pay Plan 11
2022-23 Auxiliary Pay Plan 13
2022-23 Non-Instructional Support Pay Plan 13
2022-23 Instructional Support Pay Plan 14
2022-23 Police Pay Plan 14
2022-2023 Information Technology Pay Plan 14
2022-2023 New Hire Pay Plan for Teachers 15
2022-2023 New Hire Pay Plan for Librarians 17
Austin ISD Substitute Pay Plan 19
Classified Temporary/Hourly Rates 21
Administrative/Professional Temp/Hourly and Substitute Rates 23
PPFT Compensation for Teachers 24
Background 24
The Framework 24
Base Salary Increases 25
PPfT Enhanced Compensation Campuses 2022-23 25
Pay Topics 27
Overtime 27
Compensatory Time 27
Compensation During Closing 28
Premium Pay During Disasters 28
Employee Pay Periods 29
Work Schedules (formerly referred as duty day schedules) 29
Elementary Principal Pay 29
Additional Earnings 30
Stipends 30
Austin ISD Compensation Manual 2022-2023
Splitting Stipends/LWOP/Split locations 30
Grant-Funded Stipends 30
Stipend Request: 31
Prorating Stipends: 31
Advanced Degree Stipends: 31
Athletic Coordinators: 31
Athletic Coaches: 32
Department Chair Stipend Payment Requirements: 32
High School Stipends, 2022-2023 School Year 33
Middle School Stipends, 2022-2023 School Year 35
Elementary School Stipends, 2022-2023 School Year 36
Other Stipends, 2022-2023 School Year 37
Bilingual Education Stipends for 2022-2023 38
Special Education Stipends for 2022-2023 40
Travel Stipends 42
Cell Phone Stipends 43
Novice Teacher Mentoring Program Stipend Amounts 44
Teacher Induction Program Cohort Facilitator 45
PPfT Campus Contact 45
PPfT Leadership Pathways Ambassador 46
Grant Exceptions 48
TEA Principal Residency Grant 48
Supplemental Pay 49
2022-2023 Supplemental Pay Rates 50
2022-23 AISD Position Starting & Ending Dates 55
Austin ISD Compensation Manual 2022-2023
Compensation Terminology
Administrative Calculation (admin calc) – The process for which AISD places administrators and professionals in
a salary schedule using experience calculation to place employees with their peers and number of work days
within the pay grade.
Back Pay – An amount of pay due to an employee for periods prior to the current pay period.
Career Pathway Positions – AISD defines career pathway positions as instructional coaches, counselors,
curriculum specialists, educational diagnosticians, assistant principals, academic deans, academic director,
principal.
Change in Months – The movement of an employee from one position to another at the same pay grade, but
with a different number of months, days or schedule.
Creditable Year of Service – The number of days that determines whether an employee qualifies for base pay
increases. 90 days of full-time or 180 days of half-time service earned during a 12-month period as defined by
TEA Guidelines.
CTE – Career and Technology Education
Demotion – A demotion occurs when an employee moves into a position which is in a lower pay grade than the
position she/he was in previously.
Duty Schedule (work schedule) – The number of specified days employees are required to work within the
position’s annual work schedule.
Exempt Employee – An employment status that indicates that an employee is exempt from the provisions of the
Fair Labor Standards Act (FLSA) regarding payment of overtime wages. Exempt employees are paid on a salaried
basis.
Extended Time – Employees on the Teacher Placement Table who work beyond the regular contract year (as
determined by the principal) shall be paid at their daily rate of pay. Extended time cannot be used for working
summer school.
Fair Labor Standards Act (FLSA) – A federal law which governs minimum wage, overtime pay, and equal pay for
employees in the same type of jobs, and child labor. The law also has extensive recordkeeping requirements.
Interim Pay – Temporary additional pay for a regular employee assigned to perform duties of a higher-level
position on a temporary basis.
Midpoint – The midpoint of the structure is considered the competitive market rate for the job. AISD attempts to
align employee pay rates with the midpoint of their relative pay ranges. This will vary by salary structure.
Nonexempt Employee – An FLSA employment status that indicates an employee must receive overtime
compensation at a rate of one and one-half times the regular rate of pay for all hours worked over 40 in a work
week.
Overtime – Working hours in excess of a regular working day or week. Under the Fair Labor Standards Act (FLSA),
non-exempt employees must be paid one-and-one-half times their normal wage rates for all hours worked in
excess of 40 in any work week.
Pay Grade – The numeric designation that identifies the range of difficulty and responsibilities of work and the
level of qualification requirements for the job.
Austin ISD Compensation Manual 2022-2023 Page 1
Pay Period – A recurring length of time over which employee time is recorded and paid (i.e. 26 pay periods a
year).
Pay Plan – A compensation and payroll construct that groups people who have like work schedules and like
professional attributes. Please see Section titled Compensation Pay Structures.
Peers – Other employees in your same position, pay grade and/or calendar with similar years of qualifying
creditable experience.
Positive Pay – An employee who clocks in and out and is only paid for the time clocked.
Promotion – A promotion occurs when an employee moves into a position which is in a higher pay grade than
the position she/he was in previously.
Re-evaluation – This is the process used for assessing the value of a job when the duties and responsibilities of
an existing job have changed substantially.
Regular status employee – This status indicates that an employee works for AISD on an open-ended basis, rather
than for short periods of time. Regular status employees can be classified further as either salaried (exempt) or
hourly (nonexempt).
Salary – A salary is an annual compensation amount paid to exempt employees in exchange for performance of
job duties. Monthly rates for exempt employees are calculated by dividing their annual salary by the number of
months in their work schedule. Longevity, allotment pay, and performance contract pay are not used to calculate
a salaried employee’s base salary.
Salary Survey – Provides information concerning outside pay levels for a wide variety of positions. AISD also
conducts special surveys which pertain to special competitive situations and other pay practices which are
strategically important to the district.
SBEC – State Board for Educator Certification
Service Record – An official document used by Texas school districts to record service/experience and unused
State days.
Structure Adjustment – Periodically, the district may choose to increase or decrease the minimum, midpoint,
and/or maximum of any or all of the pay grades. When this process occurs, it is a structure adjustment.
TEA – Texas Education Agency
Temp/Hourly (temporary status) – An employment status indicating that the temporary status employee is
compensated with an hourly wage versus a monthly salary. Hourly employees are paid only for hours worked.
Temp/Hourly workers are restricted to a maximum of 19.5 hours per week or 20-30 hours per week for a
maximum of 90 days. If they work more than 30 hours per week for longer than 90 days permission must be
granted by the Human Capital Department.
Transfer / Lateral – A lateral transfer occurs when an employee moves into a position which is in the same pay
grade and duty days as the position he/she was in previously. A lateral transfer does not result in a pay
adjustment. A change in work schedule only is not considered a lateral transfer.
Austin ISD Compensation Manual 2022-2023 Page 2
Compensation Philosophy and Department Responsibilities
The District’s greatest resource is its human capital. AISD strives to prepare every student with the knowledge
and skills to thrive in college, career, and life. To accomplish the AISD mission, the strategic framework of AISD
points specifically to employee well-being, the human capital that prepares our students.
The compensation department function is to direct the strategic planning, design, & implementation of all
district compensation programs. Each component promotes an atmosphere that attracts, motivates and retains
high performing employees and provides support to the organizational mission of educating all students for
success. Austin ISD seeks to provide compensation that is competitive within the parameters of the Board of
Trustees’ approved budget and complies with all state and federal regulations governing compensation practices.
Compensation for district positions are based on market competitiveness and pay equity for the position. Market
competitiveness is valued separately for operational positions and career pathways positions. Campus based
career pathway positions are largely based on local and urban peer districts with the same or similar positions.
District operational positions are largely compared to the local market competitive pay for similar positions.
Compensation management at AISD is a multi-faceted process focused on furthering the organization’s
compensation philosophy. The major aspects include defining and evaluating jobs, establishing pay rates and
ranges for jobs, determining the proper compensation level for employees, and administering various aspects of
the program.
Austin Independent School District is an equal opportunity employer and does not discriminate on the basis of
race, color, religion, sex, national origin, age, disability, sexual orientation, gender identity, gender expression,
genetic information, or any other basis prohibited by law. The District is required by Title VI and Title VII of the
Civil Rights Act of 1964, Title IX of the Education Amendments of 1972, Section 504 of the Rehabilitation Act of
1973, The Americans with Disabilities Act, and the Age Discrimination Act of 1975, as amended, as well as board
policy not to discriminate in such a manner (not all prohibited bases apply to all programs).
Elements of Compensation
The following policies reflect the major elements of the compensation management process at AISD.
Defining and Evaluating Jobs
Job evaluation is a systematic process for determining the relative value of various jobs within the district. Once
a position has been in use for a period of time, re-evaluation may become necessary if the scope of the job has
changed substantially.
Determining a Job’s Market Value
Once a position’s relative internal value has been established through the AISD job evaluation process, the
Compensation Department determines its dollar value in the external marketplace. To accomplish this, the
Compensation Department relies on a series of surveys, which allows comparisons with numerous types of
positions.
Through combining the information obtained from both the job evaluation process and the market valuation
process, jobs can be assigned to appropriate pay grades.
Austin ISD Compensation Manual 2022-2023 Page 3
Determining an Employee’s Actual Pay Rate
Once the position has been assigned a specific pay grade, that grade’s pay range can be used to assist in
assigning the employee’s salary or pay rate.
Many other factors can impact an employee’s pay rate within a particular pay grade. A series of policies used to
determine how employees are paid, based on factors such as experience, the length of the work schedule, and
even the job family associated with certain positions.
Administering Pay Over the Long Term
The prior three steps are just the beginning of compensation management at AISD. Over time, any number of
changes can be made to an employee’s pay rate. From promotions and transfers to periodic adjustments made
to pay grades and individual pay, the Compensation Department monitors and occasionally may recommend
adjustments to employee pay and the supporting structures in order to achieve external competitiveness and
internal equity. New policies may also be adopted from time to time.
Unless expressly so provided, new compensation policies are not retroactive.
As the Superintendent designee, the Compensation Department will be responsible for setting the compensation
rates annually for the following positions/duties:
● Temp/Hourly
● Supplemental
● Stipends
Additionally, each year, the Compensation Department will put forward a compensation plan for the district that
will be submitted to the school board as part of the annual budget.
Salary Calculations
Service Credit Applied
Non-Exempt Classified Employees:
Salaries are determined through a review of relevant experience credit by placement at the appropriate salary
structure. Salary structures are Auxiliary (AUX 1-13C), Instructional Support (IS), Non-Instructional Support (NIS
1-9), Bus Drivers (BD), Police Department (PD), Technology (IT 1-5).
New employees are hired at the minimum rate of pay for their respective pay grade at the time of hire, but may
be eligible for a higher salary placement based on properly documented prior work experience that is relevant to
the position for which they are being hired. This process will compensate the employee for prior related work
experience.
Credit may be granted for a college degree from an accredited college or university. As a general rule the
following guidelines shall apply:
● For a position that does not require a degree, an Associate’s degree will be counted as the equivalent of
one (1) yr of experience credit. A Bachelor’s degree will be counted as the equivalent of two (2) years of
experience credit. A Master’s degree or higher degree will be counted as the equivalent of three (3)
years of experience credit.
Austin ISD Compensation Manual 2022-2023 Page 4
Exceptions: The Office of Human Capital may also set a rate of pay that is above or below a standard rate of pay
for an employee’s position and level of experience, typically to maintain salary equity based on comparable
levels of experience with other employees in the same pay grade as well as the number of calendar days worked.
Such placements should be reviewed by Compensation.
Police Officers:
Experience as a licensed, commissioned police officer will be accounted for in salary calculations for officer and
command-level positions. It is the employee’s responsibility to provide the necessary documentation for salary
consideration. Documentation may include official degree transcripts (for education verification) and TCOLE
reports (for certification verification). Completed years of service are based on the school year calendar, which
runs from July through June. While an officer may have earned an additional year of service as evidenced on
their TCOLE report, the additional year would not be applied to their AISD service record until July 1. For
employees being selected for a promotional opportunity, salary placement within the PD pay structure will
account for years of experience as a licensed, commissioned police officer.
Professional Employees:
Professional operational positions in the AP1, 2, 3P, 4P pay structures will have their service records evaluated for
job related classified experience (capped at 3 years) and all professional and administrative experience evaluated
at 1:1 ratio. All professional employees outside the AP pay structures (AUX 13P-14; NIS10; IT 6-7) will be placed
on the scale based on their professional and administrative experience at a 1:1 ratio. Relevant classified
experience may also be considered for these positions. NIS10 & IT6-7 will be capped at 3 years of classified
experience. AUX13P-14 will be capped at 10 years of classified experience. Career Pathways professional
positions in all pay structures will be placed in the structures based on service records provided for professional
and administrative experience at a 1:1 ratio. Teaching experience will be capped at 10 years.
Administrators:
Administrative operational positions in the AP3A, 4A, 5-16 pay structures will have their service records
evaluated for relevant professional and administrative experience only and will have credit applied at a 1:1 ratio.
All administrative employees outside the AP pay structures will be placed on the scale based on their
professional and administrative experience at a 1:1 ratio. Positions outside the AP pay structure are IT 8-10.
Career Pathways professional positions in all pay structures will be placed in the structures based on service
records provided for professional and administrative experience at a 1:1 ratio. Teaching experience will be
capped at 10 years.
Teachers:
New teacher salaries are determined through experience credit by placement at the appropriate year on the
Teacher Compensation Placement Table. AISD grants one (1) year of teaching experience for every (1) year of
TEA approved teaching experience. This does not automatically increase pay from year to year. After year one
with AISD, teachers are paid based on the points they earn on the PPFT scale, plus any other board approved
raise.
Librarians:
Salaries are determined through experience credit by placement at the appropriate year on the Librarian
Compensation Placement Table. AISD grants one (1) year of experience for every (1) year of TEA approved
experience. This does not automatically increase pay from year to year. After year one with AISD, librarians are
paid at scale plus any approved board raise.
Austin ISD Compensation Manual 2022-2023 Page 5
IT (Technology):
Since technology positions are compared to peers in the marketplace, service credit is used to calculate salary
based on the below formula:
0 – 2 years Minimum of Salary Range
3 – 5 years 5% above the Minimum
6 – 8 years 10% above the Minimum
9 – 11 years 15% above the Minimum
12 – 15 years 20% above the Minimum
16 + years Midpoint of Salary Range
While credit may be applied at a 1:1 ratio, many placement schedules within AISD are capped at the top for years
of service.
New Hire/Change of Assignment:
Upon newly hired and/or change of assignment within the district, an employee must submit any service records
for evaluation within 135 days of their start date in the new position. The Compensation Department will verify
that documentation submitted reflects work experience related to the employee’s current AISD position.
● The employee will receive credit for prior work experience at the time they submit the proper
documentation if within the 135 days. The Compensation Department will make the salary adjustment
retroactive to the employee’s date of hire.
● If the employee submits additional experience within the 135 days but after April 1st, the salary
adjustment will take effect July 1st or the first duty date of the employee's new calendar in the following
school year.
Relevant work experience is determined by the compensation department. If no agreement can be reached over
relevant experience by the compensation department, the final determination is made by a chief human
resources officer. Experience in non-exempt jobs will not be considered for salary purposes when the candidate
is moving to an exempt role outside of the NIS10, IT6-7, AUX13P-14, AP 1, 2, 3P, & 4P structures. The non-exempt
experience may be used to qualify for the exempt job but not as experience credit to determine a salary. Salaries
are determined according to AISD policies and procedures, regardless of funding source. The salary amount of
previous incumbents is not a factor in determining salaries of their replacements.
Junior Reserve Officers Training Corps (JROTC) Instructors:
JROTC instructors will be paid on the 207 day salary schedule or according to active duty Armed Forces pay
requirements as advised by the JROTC Coordinator, if the amount is greater. Both school experience and
active-duty experience may be counted for local salary credit Tex. Admin. Code. §153.1021(d)(2).
Should the JROTC instructor transfer into a full-time teaching position, military experience will not be credited
unless it meets the TEA guidelines. JROTC personnel will be paid in compliance with active-duty Armed Forces
pay requirements stated on his/her Military Instructor Pay (MIP) letter assignment.
Austin ISD Compensation Manual 2022-2023 Page 6
Career and Technology Education (CTE) Teachers:
For CTE Teachers, prior work experience (not to exceed two years) will be considered in determining initial salary
as if it were teaching experience with the following limitations:
● Work experience must have been required for certification; or
● The teacher must have been employed in a CTE position within the 1982-1983 school year and
thereafter for at least 50% of the time in an approved CTE position.
● Prior (non-school, professional) work experience is not creditable towards the Teacher Retirement
System.
CTE teachers without degrees, may be employed if they possess comparable career or technological work,
provided they possess an appropriate certificate. In the absence of a bachelor’s degree, eight years of specifically
related work experience will be credited for compensation determinations. Prior work experience not accredited
by TEA should be documented on a statement of qualifications form provided by the Career and Technology
Department. The District of Innovation district waiver rules apply to CTE teacher positions.
Credit for Teachers with prior Teacher Assistant Experience
Effective May 5, 2005, a teacher assistant receiving standard Texas teaching certificate during the 2004-2005
academic year, or any subsequent year, will be credited with up to two years of full-time student instruction
equivalency for salary increment purposes when employed as a teacher (experience must be verified on the
teacher service record (Amendment 19 TAC §153.1021m)). One year of teacher salary credit will be given for
each creditable year of teacher assistant experience. A maximum of two years will be credited.
Returning Employees
Employees who return to a previously held position will be placed at the appropriate pay level for the position
for which they are selected. This may differ from the pay level and/or position they occupied at the time of their
departure.
Returning teachers to a teaching position with less than 2 school years separation from the district will be placed
at value of the currently adopted new hire schedule based on creditable years of service plus any PPfT earnings
while previously employed. Returning teachers over 2 years of separation of service are placed at the value of
the currently adopted new hire schedule without PPFT.
Police Officers who are hired for the same position following a break-in-service shall be placed according to the
procedures for placement of new hires. If rehired to a position at a different pay grade level or following a break
in service that is longer than twelve months, the employee’s pay rate will be calculated according to the
procedures for placement of new hires.
Documentation of Service Credit for Experience
To receive service credit for prior work experience, employees must provide documentation of service to the
Compensation Department via email reviewhr@austinisd.org on an official Texas Education Agency (TEA) record
or Supplemental Experience Form and must be validated by the appropriate institutional official. The following
forms of documentation are acceptable for review by the Compensation Department:
• Service records from previous school employment
• Tax returns (for private practice only)
• Completed Supplemental Experience Form submitted from previous employers specifying position held,
dates of employment, and hours worked.
Austin ISD Compensation Manual 2022-2023 Page 7
Determining Pay for Promotion
A promotion occurs when an employee is selected to a new position in a higher-level pay grade. The promoted
employee will be placed on the placement scale according to their years of experience for the respective
position.
The following outlines the promotional adjustments for all regular employees promoted to regular status
positions:
Scope of Promotion AISD Promotion Policy
Classified Non-Exempt Staff:
Any employee on the NIS, IT, IS, AUX, BD, PD pay structure who
is promoted to an ascending pay grade shall receive the
placement value in the new pay grade. If the employee already
makes above that placement, the employee will be given 3%
above their current pay rate.
Professional/Administrative Exempt
Staff:
Any employee on the AP, NIS, IT, AUX pay structure who is
promoted to an ascending pay grade shall receive the
placement value in the new pay grade. If the employee already
makes above that placement, the employee will be given 3%
above their current pay rate.
Teachers
Any teacher moving outside the teacher pay structure will be
placed in the new pay structure for that position.
Librarians
Any librarian moving outside the librarian pay structure will be
placed in the new pay structure for that position.
Involuntary Transfer, Administrative Transfer & Transfer Due to Staffing Reductions/Reorganizations
Employees who are reassigned to a lower pay range or transfer due to an administrative transfer, a
reorganization, or a reduction in staff will be placed in the new pay range with a salary commensurate with the
position and in line with other employees currently in the position to which they are reassigned. If the work
schedule changes as part of the reassignment, then pay is adjusted accordingly.
Salary Freezes
An employee experiencing a salary freeze will have their pay maintained for the duration of the employee’s
contract or for the duration of the current school year. If the employee remains in the lower-level job assignment
after a new school year starts, the salary will be adjusted to reflect the pay grade associated with the lower
position, unless otherwise noted.
Back Payment
A back payment will occur if the employee was paid less than the amount that the employee should have been
paid under the assigned pay grade. If a request for back payment is presented in the current fiscal year, the
Compensation Department will rectify the issue by paying the difference in base salary back to the start of the
current school calendar year. Austin ISD does not retroactively pay earnings beyond the current fiscal year.
For supplemental earnings, back payment can only be rectified back to July 1 of the current school year.
Austin ISD Compensation Manual 2022-2023 Page 8
Overpayment
An overpayment occurs if an employee is paid more than the amount that the employee should have been paid
under the assigned pay grade and/or related supplemental earning. The Compensation Department will rectify
the issue based on the respective case of the occurrence (this includes by recovering the funds for the current
year only and employees may work with the Payroll Department regarding repayment plans).
You are not entitled to any fund the District overpays you and the District may deduct any wage overpayments
from one or more of your paychecks. The District shall provide you with benefits as provided by state law and
Board policy. The District reserves the right to amend its policies at any time, in accordance with Board policy at
the Board's sole discretion.
Raises
Annually, a compensation package is put forward to the school board as part of the budget process. Depending
on school board approval raises may be given to the entire district, selected pay grades, structures, or
individuals.
Salary Proration
Salaried employees who start an assignment after the start of the calendar start date will receive a prorated
salary for the remaining calendar days within the position. In these situations, employees will receive an offer
letter of their assignment denoting an hourly or daily rate dependent on the position type and the actual days
remaining in that assignment for the year.
Employees Working Summer School Assignments
Summer school assignments are considered extra optional assignments performed after completion of the
regular or contract work schedule and are not classified as extended time assignments. Employees working an
additional authorization during the summer will be paid at the base hourly rate for the additional assignment.
Transportation hourly employees are to be paid based on the type of work performed. The summer rates of pay
are based on the summer assignment at set established rates or if it is a continuation of normal school year
duties during the summer the employee’s rate of pay. See table below:
Clerk, Teaching Assistant, Non-Instructional
Aide, Custodian
Regular hourly rate
Food Service
Adjusted summer rates of pay
Instruction/Tutoring Certified Employee
$34.50/hour
Tutoring
Current T/H or supplemental rate as applicable
Administrative
See Administrative/Professional Rate Table
Oftentimes employees resign or retire from Austin ISD at the end of the school year. *Please note that a
separation of employment at the end of the contract or school year prohibits summer supplemental work.
Austin ISD Compensation Manual 2022-2023 Page 9
Pay Administration/Salary Structures
The Superintendent shall implement the compensation plan and establish procedures for plan administration
consistent with the budget. The Superintendent or designee shall classify each job title within the compensation
plan based on the qualifications, duties, and market value of the position.
The District shall pay all salaried employees over 12 months in equal monthly or biweekly installments,
regardless of the number of months employed during the school year. Salaried employees hired during the
school year shall be paid in accordance with administrative regulations.
Hiring Placement
Non-Exempt Classified Employees: The basis for a Classified employee’s salary is an hourly rate of pay. The
annual payroll cycle for Classified employees paid on a monthly basis runs from either July through June, or
August through July, depending on the start date of the employee's position. Employees who are paid on a
monthly basis receive 12 monthly paychecks per year. For monthly employees who work 9, 10 or 11 months per
year, the annualized earnings are paid out over 12 monthly paychecks per year. For employees paid on a monthly
basis the base monthly paycheck is calculated as follows:
Base daily rate of pay (pro‑rated for any employee who works less than full-time)
X total number of duty days to be paid in the employee’s duty year
= total annualized earnings for the employee’s duty year
÷ 12 (number of monthly paychecks in the annual payroll cycle)
= monthly base salary paid to the employee (not including deductions or adjustments)
Police: New hires will be given experience credit on a year-for-year basis. Current employees who have been
selected for a promotion will be given experience credit on a year-for-year basis, up to a maximum of thirty
years. Positions in pay grades PD4 – PD6 require previous law enforcement experience – the minimum
placement scales reflect those minimums e.g. PD 6 – lieutenant requires a minimum of ten years as a certified
peace officer.
Professional/Administrative: These positions are placed into the pay structure based on their years of
experience, peer placement,number of calendar days of the position and market value.
Teachers: These positions will be placed into the pay structure based on their years of experience at time of hire.
Librarians: These positions will be placed into the pay structure based on their years of experience at time of
hire.
Late Start Employees: For employees who begin working in a position after the established beginning date for
the position, the number of days remaining to be paid in the duty year, the annualized earnings and the number
of monthly paychecks remaining in the annual payroll cycle will be calculated from the date that the employee
began working in the position. This will allow the remaining annualized earnings for late‑start employees to be
paid out in equal monthly payments for the remainder of the employee’s annual payroll cycle.
Base daily rate of pay (pro‑rated for any employee who works less than full-time)
X actual duty days worked
= total annualized earnings for the employee’s duty year
÷ number of monthly paychecks left in annual payroll cycle
= monthly base salary paid to the employee (not including deductions or adjustments)
Austin ISD Compensation Manual 2022-2023 Page 10
Night Shift Differential:
Custodians and Police Officers are the only positions eligible for night shift differential. Night shift differential
rate is $1.10/hour. Custodians have this automatically added into their assignment based on their coding in the
HR system. Police have the differential applied if they work between the hours of 6pm and 6am.
Compensation Pay Structure
Non-Exempt Classified Employees: Salary structures are Auxiliary (AUX 1-13C), Instructional Support (IS),
Non-Instructional Support (NIS 1-9), Bus Drivers (BD), Police Department (PD), Technology (IT 1-5).
Professional Employees: Professional operational positions are in the following pay structures: AP 1, 2, 3P, 4P;
AUX 13P, 14; NIS 10; IT 6-7.
Administrators: Administrative operational positions in the AP3A, 4A, 5-16 pay structures.
Teacher: Teachers are on a traditional step and grade pay structure upon initial hire. After initial hire, teachers
are then placed into the PPfT system.
Librarian: Librarians are on a traditional step and grade pay structure upon initial hire. Thereafter, librarians are
paid at scale plus any board approved raises.
Administrative/Professional Pay Plan
Prior to 21-22 the following pay grades underwent calendar changes: AP levels, NIS 10, AUX 13P &14, IT 6-10.
Employee pay in these pay grades were recalculated resulting in a rate increase. Those employees were held
harmless. As of July 19, 2022, calculations are based on the number of work days posted on the job description.
2022-23 Administrative/Professional Pay Plan
Pay Grade
Duty Days
Minimum
Midpoint
Maximum
AP1
187
Days
$44,506.00
$52,360.00
$60,214.00
226
Days
$53,788.00
$63,280.00
$72,772.00
AP2
187
Days
$51,507.28
$60,595.48
$69,683.68
197
Days
$54,261.68
$63,835.88
$73,410.08
207
Days
$57,016.08
$67,076.28
$77,136.48
208
Days
$57,291.52
$67,400.32
$77,509.12
209
Days
$57,566.96
$67,724.36
$77,881.76
210
Days
$57,842.40
$68,048.40
$78,254.40
220
Days
$60,596.80
$71,288.80
$81,980.80
226
Days
$62,249.44
$73,233.04
$84,216.64
AP3
187
Days
$54,080.40
$63,624.88
$69,987.37
197
Days
$56,972.40
$67,027.28
$73,730.01
202
Days
$58,418.40
$68,728.48
$75,601.33
Austin ISD Compensation Manual 2022-2023 Page 11
205
Days
$59,286.00
$69,749.20
$76,724.12
207
Days
$59,864.40
$70,429.68
$77,472.65
208
Days
$60,153.60
$70,769.92
$77,846.91
210
Days
$60,732.00
$71,450.40
$78,595.44
220
Days
$63,624.00
$74,852.80
$82,338.08
226
Days
$65,359.20
$76,894.24
$84,583.66
AP4
187
Days
$56,788.16
$66,812.86
$70,153.42
197
Days
$59,824.96
$70,385.74
$73,904.94
200
Days
$60,736.00
$71,457.60
$75,030.40
207
Days
$62,861.76
$73,958.62
$77,656.46
210
Days
$63,772.80
$75,030.48
$78,781.92
212
Days
$64,380.16
$75,745.06
$79,532.22
215
Days
$65,291.20
$76,816.92
$80,657.68
220
Days
$66,809.60
$78,603.36
$82,533.44
226
Days
$68,631.68
$80,747.09
$84,784.35
AP5
187
Days
$59,630.56
$70,148.94
$73,654.06
200
Days
$63,776.00
$75,025.60
$78,774.40
210
Days
$66,964.80
$78,776.88
$82,713.12
212
Days
$67,602.56
$79,527.14
$83,500.86
215
Days
$68,559.20
$80,652.52
$84,682.48
220
Days
$70,153.60
$82,528.16
$86,651.84
225
Days
$71,748.00
$84,403.80
$88,621.20
226
Days
$72,066.88
$84,778.93
$89,015.07
AP6
215
Days
$71,982.00
$84,675.60
$88,906.80
220
Days
$73,656.00
$86,644.80
$90,974.40
226
Days
$75,664.80
$89,007.84
$93,455.52
AP7
226
Days
$79,443.52
$93,457.33
$98,127.39
AP8
226
Days
$83,403.04
$98,121.97
$103,027.07
AP9
226
Days
$87,561.44
$103,019.84
$108,172.64
AP10
226
Days
$94,576.48
$111,264.32
$116,825.73
AP11
226
Days
$101,645.76
$116,832.96
$121,895.36
AP11PD
226
Days
$106,726.24
$122,092.43
$127,214.50
Austin ISD Compensation Manual 2022-2023 Page 12
AP12
226
Days
$111,806.72
$128,512.64
$134,081.28
AP13
226
Days
$118,514.40
$136,212.91
$142,112.42
AP14
226
Days
$159,989.92
$183,891.68
$191,857.73
AP15
226
Days
$167,999.36
$193,094.40
$201,458.21
AP16
226
Days
$176,388.48
$202,749.12
$211,536.00
AP17
226
Days
OPEN
OPEN
OPEN
2022-23 Auxiliary Pay Plan
Pay Grades
Minimum hourly rate
Midpoint hourly rate
Maximum hourly rate
Aux 1
$16.00
$18.58
$21.57
Aux 2
$16.48
$19.13
$22.21
Aux 3
$16.97
$19.71
$22.88
Aux 4
$17.48
$20.30
$23.56
Aux 5
$18.01
$20.91
$24.27
Aux 6
$18.55
$21.53
$25.00
Aux 7
$19.10
$22.18
$25.75
Aux 8
$19.68
$22.85
$26.52
Aux 9
$20.27
$23.53
$27.32
Aux 10
$21.08
$24.26
$27.83
Aux 11
$23.18
$26.67
$30.94
Aux 12
$24.34
$27.98
$32.48
Aux 13
$29.21
$33.58
$37.95
Aux 14
$33.28
$38.25
$43.22
BD 183
$21.00
$24.38
$28.31
2022-23 Non-Instructional Support Pay Plan
Pay Grades
Minimum hourly rate
Midpoint hourly rate
Maximum hourly rate
NIS 1
$16.00
$18.58
$21.57
NIS 2
$16.48
$19.13
$22.21
NIS 3
$16.97
$19.71
$22.88
NIS 4
$17.48
$20.30
$23.56
NIS 5
$18.01
$21.06
$24.52
Austin ISD Compensation Manual 2022-2023 Page 13
NIS 6
$19.00
$22.46
$26.24
NIS 7
$20.53
$24.29
$28.35
NIS 8
$22.58
$26.78
$31.19
NIS 9
$24.84
$29.49
$34.30
NIS 10
$26.82
$31.85
$37.04
2022-23 Instructional Support Pay Plan
Pay Grades
Minimum hourly rate
Midpoint hourly rate
Maximum hourly rate
IS 1
$16.00
$18.58
$21.57
IS 2
$16.48
$19.13
$22.21
IS 3
$16.97
$19.71
$22.88
IS 4
$17.48
$20.30
$23.56
IS 5
$18.01
$20.91
$24.27
IS 6
$18.56
$22.01
$25.58
IS 7
$20.23
$23.98
$27.87
IS 8
$22.57
$26.77
$31.12
2022-23 Police Pay Plan
Pay Grades
Minimum hourly rate
Midpoint hourly rate
Maximum hourly rate
PD 1
$22.18
$27.04
$31.90
PD 2
$24.87
$30.33
$35.79
PD 3
$26.61
$32.45
$38.29
PD 4
$27.94
$34.08
$40.22
PD 5
$32.98
$40.21
$47.44
PD 6
$38.37
$46.79
$55.21
2022-2023 Information Technology Pay Plan
Pay Grade
Duty Days
Minimum
Midpoint
Maximum
IT 1
260
Days
$33,987.200
$42,473.600
$50,960.000
IT 2
209
Days
$31,400.160
$39,258.560
$47,116.960
Austin ISD Compensation Manual 2022-2023 Page 14
233
Days
$35,005.920
$43,766.720
$52,527.520
260
Days
$39,062.400
$48,838.400
$58,614.400
IT 3
260
Days
$46,945.600
$58,676.800
$70,408.000
IT 4
260
Days
$49,753.600
$62,192.000
$74,630.400
IT 5
260
Days
$52,728.000
$65,915.200
$79,102.400
IT 6
226
Days
$53,155.200
$66,444.000
$79,732.800
IT 7
226
Days
$55,812.960
$69,770.720
$83,728.480
IT 8
226
Days
$61,399.680
$76,749.600
$92,099.520
IT 9
226
Days
$64,473.280
$80,582.560
$96,691.840
IT 10
226
Days
$69,517.600
$86,892.480
$104,267.360
New Hire and Returning Teachers
As part of our pay structure system, we provide hard-to-fill new hire teachers with a sign-on incentive. The
incentives offered to new hard-to-fill areas are:
Standard Sign-On Bonuses:
● $1,500 bonus for newly hired Special Education classroom teachers
● $500 bonus for newly hired Special Education teacher assistants
● $1,500 bonus for newly hired bilingual classroom teachers
● $750 "Early-bird" bonus for eligible newly hired classroom teachers in hard-to-staff areas
2022-23 Added Sign-On Bonuses
● $2,000 incentive for all active, regular staff hired before Sept 1, 2022 - Two payments, one in November
and one in March, provided they remain active, regular employees through the date of payment.
● $1,000 incentive for all part-time, benefits eligible staff hired before Sept 1, 2022 - Two payments, one
in November and one in March, provided they remain employed through the date of payment.
● $500 Sign-on bonus for Pre-K and PE Teacher Assistants
● Additional $500 Sign-on bonus for Special Education Teacher Assistants
● Current teachers, librarians and counselors who are in their 5th year or more of service with AISD at the
start of the 2022-23 will receive an additional $500 retention stipend in January of 2023 utilizing ESSER
funds provided they remain active, regular employees through the date of payment. Employees who
held other regular, benefits-eligible positions prior to becoming a teacher, librarian or a counselor are
eligible.
Austin ISD Compensation Manual 2022-2023 Page 15
2022-2023 New Hire Pay Plan for Teachers
The scale referenced is the new-hire placement scale, which shows the starting salary for a new-to-AISD teacher
based on their years of experience at the time of hire. This scale does not reflect actual salaries for current teachers.
As of August 1, 2022, full-time TRS eligible teachers hired by October 14 in district defined hard-to-fill positions will
receive a $2,000 hard-to-fill stipend from ESSER funds.
Years of Experience
Daily Rate
187- Day Annual Salary
0
$279.096
$52,190.952
1
$280.472
$52,448.264
2
$282.264
$52,783.368
3
$283.728
$53,057.136
4
$285.280
$53,347.360
5
$286.752
$53,622.624
6
$287.400
$53,743.800
7
$290.752
$54,370.624
8
$291.288
$54,470.856
9
$291.824
$54,571.088
10
$292.352
$54,669.824
11
$292.888
$54,770.056
12
$293.424
$54,870.288
13
$293.960
$54,970.520
14
$294.496
$55,070.752
15
$295.024
$55,169.488
16
$295.568
$55,271.216
17
$296.872
$55,515.064
18
$298.912
$55,896.544
19
$300.872
$56,263.064
20
$304.952
$57,026.024
21
$309.112
$57,803.944
Austin ISD Compensation Manual 2022-2023 Page 16
22
$313.112
$58,551.944
23
$317.104
$59,298.448
24
$321.272
$60,077.864
25
$325.264
$60,824.368
26
$329.344
$61,587.328
27
$333.344
$62,335.328
28
$337.504
$63,113.248
29
$341.584
$63,876.208
30
$345.584
$64,624.208
2022-2023 New Hire Pay Plan for Librarians
Years of Experience
Daily Rate
187- Day Annual Salary
0
$279.096
$52,190.952
1
$280.472
$52,448.264
2
$282.264
$52,783.368
3
$283.728
$53,057.136
4
$285.280
$53,347.360
5
$286.752
$53,622.624
6
$287.400
$53,743.800
7
$290.752
$54,370.624
8
$291.288
$54,470.856
9
$291.824
$54,571.088
10
$292.352
$54,669.824
11
$292.888
$54,770.056
12
$293.424
$54,870.288
13
$293.960
$54,970.520
14
$294.496
$55,070.752
Austin ISD Compensation Manual 2022-2023 Page 17
15
$295.024
$55,169.488
16
$295.568
$55,271.216
17
$296.872
$55,515.064
18
$298.912
$55,896.544
19
$300.872
$56,263.064
20
$304.952
$57,026.024
21
$309.112
$57,803.944
22
$313.112
$58,551.944
23
$317.104
$59,298.448
24
$321.272
$60,077.864
25
$325.264
$60,824.368
26
$329.344
$61,587.328
27
$333.344
$62,335.328
28
$337.504
$63,113.248
29
$341.584
$63,876.208
30
$345.584
$64,624.208
Austin ISD Compensation Manual 2022-2023 Page 18
Austin ISD Substitute Pay Plan
EFFECTIVE 7/1/2022
2022-2023 Teacher Substitute Pay Plan
Teacher Pay (Per Day)
< 60 College
Hours
60+ College
Hours
Degreed
Certified
Teacher
Permanent Sub
at Not-Rated
Campus
Current Base Pay for
Substitute Teachers
$115.00
$130.00
$140.00
$150.00
$165.00
Title 1 Campus
Assignment
$10.00
$10.00
$10.00
$10.00
$10.00
Special Education (Life
Skills, SCORES, SBS,
ECSE) Assignment
$5.00
$5.00
$5.00
$5.00
$5.00
AISD Retired Teacher
n/a
n/a
$5.00
$5.00
$5.00
Long Term Teacher
Pay (20 consecutive days
or more in the same
assignment, or 95% of the
assignment overall. Excess
of 95% threshold requires
medical documentation.
Teacher must return back
to the same assignment
following the missed
day(s))
$20.00
(Full day)
$20.00
(Full day)
$20.00
(Full day)
$20.00
(Full day)
$20.00
(Full day)
$10.00
(Half day)
$10.00
(Half day)
$10.00
(Half day)
$10.00
(Half day)
$10.00
(Half day)
Incremental Pay (45+
days in any combination
of assignments)
$20.00
(Full day)
$20.00
(Full day)
$20.00
(Full day)
$20.00
(Full day)
$20.00
(Full day)
$10.00
(Half day)
$10.00
(Half day)
$10.00
(Half day)
$10.00
(Half day)
$10.00
(Half day)
Maximum Payout
Amount*
$170.00
$185.00
$200.00
$210.00
$225.00
Additional Compensation:
When under specific pandemic restrictions, the following additional compensation will be added to teacher
substitute pay:
● $25/day for fulfilling a teacher substitute role (Pandemic Stage 5 only)
● $300 bonus for fulfilling a teacher substitute opportunity every working day within a given month
(Pandemic Stage 4 & 5)
● For the 22-23 School Year, a long-term certified substitute that works the entire semester in an
assignment will receive an additional $750 at the end of the semester (ESSER funded).
● For the 22-23 School Year, a long-term degreed substitute that works the entire semester in an
assignment will receive an additional $600 at the end of the semester (ESSER funded).
Austin ISD Compensation Manual 2022-2023 Page 19
2022-2023 Teacher Assistant Substitute Pay Plan
Teacher Assistant Pay
(Per Day)
60+ College Hours
Degreed
Certified Teacher
Permanent Sub at
Not-Rated Campus
Current Base Pay for
Teacher Assistants
$95.00 ($85.00 for
HS Diploma or GED)
$100.00
$105.00
$115.00
Title 1 Campus
Assignment
$10.00
$10.00
$10.00
$10.00
Special Education (Life
Skills, SCORES, SBS,
ECSE) Assignment
$5.00
$5.00
$5.00
$5.00
Long Term Teacher
Assistant Pay (20
consecutive days or
more in the same
assignment)
$20.00 (Full day)
$20.00 (Full day)
$20.00 (Full day)
$20.00 (Full day)
$10.00 (Half day)
$10.00 (Half day)
$10.00 (Half day)
$10.00 (Half day)
Incremental Pay (45+
days in any
combination of
assignments)
$20.00 (Full day)
$20.00 (Full day)
$20.00 (Full day)
$20.00 (Full day)
$10.00 (Half day)
$10.00 (Half day)
$10.00 (Half day)
$10.00 (Half day)
Maximum Payout
Amount
$150.00
$155.00
$160.00
$170.00
Additional Compensation:
● For the 22-23 school year only, a long-term substitute in a teacher assistant position that works the entire
semester in an assignment will receive an additional $500 at the end of the semester (ESSER funded).
Austin ISD Compensation Manual 2022-2023 Page 20
Classified Temporary/Hourly Rates
EFFECTIVE 8/9/2022
An employment status indicating that the temporary status employee is compensated with an hourly wage
versus a monthly salary. Hourly employees are paid only for hours worked. Temp/Hourly workers are restricted
to a maximum of 19.5 hours per week or 20-30 hours per week for a maximum of 90 days. If they work more
than 30 hours per week for longer than 90 days permission must be granted by the Human Capital Department.
Flat Rates Category
Flat Rate per hour
Lunchroom Monitor
$12.00
Food Service Substitute
$12.00
Clerical – AISD Retiree
$15.00
Tutor – No Experience
$15.00
Tutor - Experience
$17.00
Instructional Tutor - Degreed
$25.00
Tutor - HS Student
$12.00
ESSER Student Tutoring (for Student Workers only)
$20.00
Pay Grade
Pay Rate per hour
Pay Grade
Pay Rate per hour
NIS01
$16.00
IS01
$16.00
NIS02
$16.48
IS02
$16.48
NIS03
$16.97
IS03
$16.97
NIS04
$17.48
IS04
$17.48
NIS05
$18.00
IS05
$18.00
NIS06
$19.00
IS06
$18.56
NIS07
$20.53
IS07
$20.23
NIS08
$22.58
IS08
$22.57
NIS09
$24.84
NIS10
$30.85
Austin ISD Compensation Manual 2022-2023 Page 21
Pay Grade
Pay Rate per hour
Pay Grade
Pay Rate per hour
IT01
$16.34
AUX01
$16.00
IT02
$18.78
AUX02
$16.48
IT03
$22.57
AUX03
$16.97
IT04
$23.92
AUX04
$17.48
IT05
$25.35
AUX05
$18.00
IT06
$33.82
AUX06
$18.54
IT07
$35.51
AUX07
$19.10
IT08
$39.07
AUX08
$19.67
IT09
$41.02
AUX09
$20.26
IT10
$44.23
AUX10
$21.08
AUX11
$23.18
AUX12
$24.34
AUX13
$29.21
AUX14
$38.28
Austin ISD Compensation Manual 2022-2023 Page 22
Administrative/Professional Temp/Hourly and Substitute Rates
EFFECTIVE 8/9/2022
An employment status indicating that the temporary status employee is compensated with an hourly wage
versus a monthly salary. Hourly employees are paid only for hours worked. Temp/Hourly workers are restricted
to a maximum of 19.5 hours per week or 20-30 hours per week for a maximum of 90 days. If they work more
than 30 hours per week for longer than 90 days permission must be granted by the Human Capital Department.
Position and Pay Grade
Rate per hour
Principal, High School
$67.00
Principal, Middle School
$60.00
Principal, Elementary School
$52.00
Assistant Principal, High School
$45.00
Assistant Principal, Middle School
$39.50
Assistant Principal, Elementary School
$39.00
Teacher
$34.50
Librarian
$34.50
Instructional Tutoring Certified
$34.50
ESSER Tutoring
$35.00
Band Instructor
$28.00
AP13-Executive Director
$69.00
AP12
$67.00
AP11-Director
$63.00
AP10
$60.00
AP9
$52.00
AP8
$48.00
AP7
$47.00
AP6
$45.00
AP5
$42.00
AP4
$38.50
AP3
$37.00
AP2
$35.00
AP1
$33.00
Austin ISD Compensation Manual 2022-2023 Page 23
PPFT Compensation for Teachers
Background
Professional Pathways for Teachers (PPfT) is the result of the collaboration between Austin Independent School
District, the PPfT Oversight Committee, which consists of teachers, campus administrators, and Education Austin,
to design a Human Capital System that blends appraisal, compensation, professional learning, and teacher
leadership. The Board of Trustees approved a consultation agreement to implement the PPfT Compensation
Framework beginning in the 2016-2017 school year. After several years of voluntary opt-in, all AISD teachers
were enrolled in PPfT Compensation beginning in the 2020-2021 school year.
Austin ISD teacher compensation is unique in that we have developed a local human capital system that includes
compensation, which differentiates teacher pay based on overall effectiveness rating, the campus a teacher
works on, and any optional professional growth opportunities a teacher chooses to participate in. AISD has
incorporated these elements into a system that allows teachers to have ownership of their career development
and compensation.
PPfT Compensation is designed to financially incent effective instructional practice and continuous professional
growth. PPfT base-salary increases are calculated in addition to any Board approved salary increases or stipends
a teacher may be eligible to earn. PPfT Compensation increases are TRS eligible and are calculated as part of a
teacher’s highest earning years.
*For PPfT eligibility, a teacher is defined as staff with a half-time or greater primary teaching assignment.
The Framework
The PPfT Compensation framework builds the teacher’s base salary through a point system. The points are
realized as permanent base-salary increases that may be earned annually. Teachers will earn professional points
each year. PPfT Compensation points are cumulative and determine the amount of additional base salary
increase. Teachers can earn points from five elements: Current Year of Service, Appraisal, Professional
Development Units, Leadership Pathways, and Leadership Pathways Plus 1.
Elements
Professional Points (per year)
Current Year of Service
Max of 1 per year for participating in PPfT
1
Appraisal
Effective
Highly Effective
Distinguished
Standard
Enhanced
4
6
7
12
10
20
Professional Development Unit (PDU)
3
Leadership Pathways (LP)
Complete 2-year (4 micro-credential) process
Professional Points (per 2 years)
15
LP Plus 3
3
Leadership Pathway Ambassador
Stipend-based Leadership Opportunity
PPfT Campus Contact
Stipend-based Leadership Opportunity
Austin ISD Compensation Manual 2022-2023 Page 24
Base Salary Increases
Every teacher in AISD has an individualized base rate based on when they enter the PPfT system, their annual
appraisal rating, their campus type and any optional professional learning or leadership opportunities teachers
choose to pursue within the PPfT Human Capital System. When a teacher first enters the PPfT Human Capital
System, the teacher's initial base salary is set by their years of experience. Once enrolled in PPfT, AISD teachers
have the opportunity to earn permanent, base-salary increases outlined on the table below. Points and increases
are determined at the end of the school year when final PPfT Appraisal Ratings are calculated. Any base salary
increases earned will be added to the teacher’s salary and paid beginning the following year. The amount
associated with the points is only earned once, but the base salary increase is permanent as long as the teacher
remains staffed in a qualifying teaching position in AISD.
Professional
Points
Base
Increase
Professional
Points
Base
Increase
Professional
Points
Base
Increase
5
$500
110
$750
220
$750
10
$750
120
$750
230
$750
20
$750
130
$750
240
$750
30
$750
140
$750
250
$750
40
$750
150
$750
260
$750
50
$750
160
$750
270
$750
60
$750
170
$750
280
$750
70
$750
180
$750
290
$750
80
$750
190
$750
300
$750
90
$750
200
$750
100
$750
210
$750
*PPfT Compensation points are cumulative and continue to stack each year.
*A teacher can cross multiple levels in one year and the increases are combined.
PPfT Enhanced Compensation Campuses 2022-23
Enhanced Compensation Campuses are defined as the top 25% of campuses with the highest instructional
services index, which takes into account the percentage of economically disadvantaged students, percentage of
students served in Bilingual/ESL programs, and the percentage of students served with special education
programs. Campuses with an overall F accountability rating and are not in the top 25% will also be included.
Enhanced Compensation is designed to provide recruitment and retention support to campuses. All teachers will
either be working on a Standard Compensation Campus or an Enhanced Compensation Campus.
Below is the list of Enhanced Compensation Campuses for the 22-23 school year. (Continued on next page.)
High Schools
Elementary Schools
Eastside Early College High School
Andrews Elementary
Navarro Early College High School/Navarro GP
Barrington Elementary
Austin ISD Compensation Manual 2022-2023 Page 25
Northeast Early College High School/International
Brown Elementary
Travis Early College High School/Travis GPA
Cook Elementary
Galindo Elementary
Middle Schools
Guerrero-Thompson Elementary
Burnet Middle School
Harris Elementary
Dobie Middle School
Hart Elementary
Garcia YMLA
Jaime Padron Elementary
Sadler Means YWLA
Jordan Elementary
Langford Elementary
Accountability Based Campuses
McBee Elementary
Martin Middle School
Overton Elementary
Webb Middle School
Perez Elementary
Widen Elementary
Pickle Elementary
Rodriguez Elementary
Special Campuses
Uphaus ECCL
Rosedale
Walnut Creek Elementary
Wooldridge Elementary
Wooten Elementary
* Any additions or adjustments to Enhanced Compensation Campuses may be made throughout the year
Austin ISD Compensation Manual 2022-2023 Page 26
Pay Topics
Overtime
The Fair Labor Standards Act (FLSA) requires all positions in an organization to be designated as either “exempt”
or “non-exempt” according to their definitions. The employer is not required to pay overtime to employees in
exempt positions, but must pay overtime to employees in non‑exempt positions. A nonexempt employee must
have the approval of their supervisor before working beyond their normal work schedule. An employee who
works beyond their normal work schedule without prior approval must be compensated in accordance with
federal wage and hour laws but is subject to the District discipline process.
Nonexempt employees are paid on an hourly basis and shall be compensated for all hours worked. Nonexempt
employees will be compensated for overtime, defined as any time physically worked beyond 40 hours in a work
week.
• Overtime is not measured by the number of hours worked in a day.
• Overtime is not measured by time worked beyond the employee’s normal work schedule. For example, if
an employee normally works 20 hours in a workweek, then any additional hours worked beyond 20
hours up to 40 hours will be paid at straight time.
• In order to qualify for overtime pay, an employee must first physically work 40 hours in a workweek.
Then, any time physically worked beyond 40 hours will qualify for overtime. For example, if an employee
normally works 40 hours/week, but takes one day of paid leave (due to holiday, illness, etc.), then the
employee has physically worked only 32 hours in that week. Any additional time physically worked
beyond 32 hours up to 40 hours will be paid at straight time. Any additional time physically worked
beyond 40 hours will be paid at the overtime rate.
• An employee who qualifies for the overtime rate is compensated at one and one-half (1.5) times the
employee’s regular rate of pay, or by time and one-half in earned compensatory time. • For purposes of
FLSA compliance, the workweek for District employees is defined as 12:00 a.m. Saturday through 11:59
p.m. Friday.
At the District’s option, and in advance of any overtime being worked, it will be determined whether the
nonexempt employee will be paid for overtime or will accrue compensatory time. The supervisor and employee
should document how the employee will be compensated, and the supervisor is responsible for tracking any
compensatory time the employee earns.
FLSA recognizes that employees in exempt positions may need to work more than 40 hours/week in order to
accomplish the duties and responsibilities associated with the job. Employees in exempt positions are NOT
required to receive any additional pay for working beyond 40 hours in a week.
Compensatory Time
Per AISD Policy DEAB (LOCAL), the supervisor and the nonexempt employee shall reach a mutual agreement in
advance to determine whether the employee will receive compensatory time off, rather than overtime pay, for
overtime work.
Compensatory time earned by nonexempt employees may not accrue beyond a maximum of 60 hours. If an
employee has a balance of more than 60 hours of compensatory time, the District shall require the employee to
use the compensatory time, or at the District’s option, the District shall pay the employee for the compensatory
time.
Austin ISD Compensation Manual 2022-2023 Page 27
An employee shall use compensatory time within 60 work days from when it is earned. If an employee carries
compensatory time for more than 60 workdays, the employee shall be required to take the time or, at the
District’s option, shall receive pay for the compensatory time.
Compensatory time may be used at either the employee’s or the District’s option. An employee may use
compensatory time in accordance with the District’s leave policies and if such use does not unduly disrupt the
operations of the District. [See AISD Policy DEC(LOCAL)] The District may require an employee to use
compensatory time when in the best interest of the District.
Regular Nonexempt Staff: Non Exempt status employees are eligible to earn compensatory time at straight time
to forty hours, and time and a half for time worked over forty.
Regular Exempt Staff: Regular status exempt employees are not eligible to earn compensatory time.
In emergency operation situations of the district, the Chief Human Capital Officer may grant duty exchange days
for exempt staff that function like compensatory time for employees who work significantly beyond the scope of
their normal duties. These days are not eligible for payment like compensatory time and must be taken within
the school year.
By the nature of their positions, exempt employees are often required to work beyond a “typical” forty hour
work week.
Exempt employees are not eligible for overtime pay or compensatory time.
Compensation During Closing
An employee who works at a facility that has been closed shall not report to work unless instructed to do so by
his or her supervisor or appropriate District administrator. [See AISD Policy EB for authority to close schools] The
Superintendent shall determine the manner in which employees will make up the hours missed due to facility
closure.
During an emergency closure of the District, each employee who is assigned to a regular, budgeted position with
benefits shall continue to be paid for their regular duty schedule regardless of whether the employee is required
to report to work unless otherwise provided by Board action. Following an emergency closure, the Board shall
adopt a resolution or take other Board action establishing the purpose and parameters for such payments. [See
AISD Policy EB for the authority to close schools]
An employee who is on scheduled leave during a facility closure shall be charged for the scheduled leave.
An exempt or nonexempt employee who is instructed to report to work to a closed facility, and the entire District
is not closed, shall not receive any additional pay beyond his or her standard rate.
In the event the number of paid workdays during a facility closure extends at least one day beyond an official
District holiday, nonexempt employees at that facility shall be paid at the employees’ normal holiday pay for the
holiday.
Premium Pay During Disasters
Nonexempt employees who are required to work during an emergency closing for a disaster, as declared by a
federal, state, or local official or the Board, shall be paid at the rate of one and one-half times their regular rate
Austin ISD Compensation Manual 2022-2023 Page 28
of pay for all hours worked up to 40 hours per week. Overtime for time worked over 40 hours in a week shall be
calculated and paid according to law. [See AISD Policy DEAB] The Superintendent or designee shall approve
payments and ensure that accurate time records are kept of actual hours worked during emergency closings.
Employee Pay Periods
AISD employees are paid as follows:
● Employees on 201 FSPH, 203 FSPH, 183 BUSD, and 208 BUSM calendars are paid bi-weekly over 10
months; however, benefit deductions only occur over 9 months and 18 pay periods(September-May).
These employees are non-exempt and are considered positive pay employees.
● Employees on a 261 BIW calendar are paid bi-weekly over 12 months for a total of 26 pay periods;
benefit deductions also occur over 12 months and 26 pay periods(July-June). These employees are
non-exempt and are considered positive pay employees.
● Employees on all other calendars are paid monthly at the end of the month. These employees are a
mixture of both exempt and non-exempt positions. They are considered to be on spread pay, where the
pay for their annual calendar is spread evenly over the year.
Work Schedules (formerly referred as duty day schedules)
Employees are required to work the number of days specified within the position’s annual work schedule.
Specific work schedules are published annually and available from AISD Human Resource Department, giving the
beginning date and ending date for each classification of employee.
Daily Work Schedules: The following policies pertain to daily work schedules in various jobs and job categories within
AISD:
● All AISD contract and regular personnel in the following categories and jobs are required to work an eight
(8) hour day, exclusive of the lunch period, unless assigned to a position established for a different
number of hours.
● Any work schedule which requires the teacher to teach a credit course outside of the regular day must
be paid at that teacher’s hourly rate from campus or central office funds.
● The Superintendent has the authority to change the length of the duty day and/or the work schedule for
schools and various summer programs as needed and as long as it is consistent with state law.
Elementary Principal Pay
For any Elementary school that has a thousand or more children enrolled, the Elementary School Principal will
receive the pay of a MS Principal.
Austin ISD Compensation Manual 2022-2023 Page 29
Additional Earnings
Stipends
Austin Independent School District defines stipends as a non discretionary amount of earnings paid to an
employee on a regular or recurring basis over the course of their duty period. The stipend allows an employee to
be compensated for specific duties or occurrences that are considered beyond the scope of their present
occupation, department or contract. A stipend associated with a particular supplemental duty may be prorated if
the employee does not complete the supplemental duty or if the supplemental duty is terminated for any
reason. Stipends are in addition to the employee's regular salary. The start dates and end dates for the
supplemental duty(ies) may be different from the start and end dates under employment contract with the
district. Stipends payouts may be disbursed monthly, twice a year or annually dependent upon how the stipend
disbursement is set up in the system. Supplemental duty(ies) are at-will and are not part of an employee's
employment contract with the district. There is no property right to the continuation of the supplemental
duty(ies). You may resign one or more of these supplemental duties at any time or the district may reassign or
terminate one or more supplemental duties at any time.
All stipends to be paid must either be outlined in the compensation manual, or if newly created, executed
through the create a new stipend form, which has all of the departmental approvals prior to reaching Human
Capital. Lump sums submitted directly to payroll which circumvent the stipend processes will not be approved or
paid without Chief authorization. Human Capital approval is required and only granted on an exceptional basis
only.
Splitting Stipends/LWOP/Split locations
If an employee is to split a stipend with another employee, the stipend sharing agreement form must be
completed and approved by HR. If an athletic stipend is to be paid to an employee, and the employee goes on
LWOP, the stipend will be paid out in full if the work (season) has been completed. If not, the stipend is prorated.
If an employee is split between two campuses, they will not receive two stipends for doing the same extra duty
work at two different campuses.
Grant-Funded Stipends
Occasionally, grants may have stipends requirements written into the grants. Those should be given to Human
Capital annually for preparation and payment as well as recognition.
TEA Texas COVID Learning Acceleration Supports (TCLAS)
Texas COVID Learning Acceleration Supports (TCLAS) is a set of funding and targeted supports available to Local
Education Agencies (LEAs) to accelerate student learning in the wake of COVID-19, utilizing state and federal
funds.
Teacher Residency Stipends: Funds will support stipends of $20,000 per teacher resident x 45 teacher residents
total. AISD is working with Texas State and Texas Tech to identify residents.
Mentor Teacher Stipend for TCLAS Teacher Residency Program: $2,000-$3,000 stipend for Mentor Teachers
supporting our Teacher Residents through TCLAS.
The Superintendent shall recommend a stipend pay schedule as part of the annual compensation plan of the
District. [See AISD Policy DEA]
The Superintendent or designee may assign non-contractual supplemental duties to personnel exempt under the
Fair Labor Standards Act (FLSA), as needed. [See DK(LOCAL)] The employee shall be compensated for these
assignments according to the compensation plan of the District.
Austin ISD Compensation Manual 2022-2023 Page 30
AISD adheres to the following guidelines for stipends:
● Stipend duties should be above and beyond the employee’s normal job duties.
● A stipend is not part of an employee’s salary, and employees are not guaranteed a stipend even if they
have received it in the past.
● The minimum and maximum amounts of approved stipends must be followed.
● Stipend requirements and amounts will be reviewed and approved by Human Capital each year.
● Stipend payments can be paid monthly, at the end of each semester, or in a single amount/sum at the
end of the year.
● Any recurring stipend allotted to an active employee will be paid on a prorated basis if the employee
does not work the complete duty days for their respective contract.
The following are eligible for stipends:
● Only exempt employees, except where otherwise noted, are eligible to receive stipends.
● Retirees should be aware that accepting stipends could jeopardize their annuities.
● Only exempt employees can be paid a stipend for working additional hours beyond the regular workday.
The following are not eligible for stipends:
● Assistant Principals/Deans are not eligible for stipends, unless otherwise noted.
● Hourly employees, including hourly teachers, are not eligible to receive stipends.
● Non-Exempt employees are not eligible for stipends and are compensated for extra duties by overtime.
● Subs and Temp Hourly employees are not eligible for stipends.
Stipend Request:
A stipend request can be reviewed upon completion of the stipend authorization form housed on the online
library. All stipends must be approved through the approval process before any payment or promise of payment
can be made.
Prorating Stipends:
● Stipends will be prorated based on the effective date of the stipend and the length of time left in the
position for that school year.
● Stipends will be ended automatically if an employee transfers into a different position.
Note: These stipend policies will remain in effect unless superseded by later administrative action. Criteria for
stipends are reviewed annually by the Compensation Office.
Advanced Degree Stipends:
Teachers and Librarians who hold a masters or higher degree and were hired after the 19-20 SY will receive a
stipend payable monthly. Teachers and Librarians who earned a master’s degree or higher prior to the 19-20 SY
have the advanced degree compensation added into their base pay. Employees on the AP pay structure are not
eligible for the advanced degree stipend. If an advanced degree is obtained during the school year, the deadline
to submit it for consideration for that school year is April 1st. Submissions after April 1st will be applied to the
following school year if the employee remains in an eligible position.
Athletic Coordinators:
All high schools are given one athletic coordinator as part of their campus budget. If the campus wishes to just
have the one allocated athletic coordinator, they are entitled to the full stipend amount. If a high school wishes
to have two athletic coordinators, the two employees sharing the responsibilities must have equivalent duties;
must each teach at least half time; and will each receive an athletic coordinator stipend reflective of reduced
Austin ISD Compensation Manual 2022-2023 Page 31
duties. Additionally, campus principals must exchange a FTE on their campus budget for the additional
coordinator.
Athletic Coaches:
Stipend earning is designed to compensate certified teachers who serve as coaches of extracurricular athletic
activities. The rules for the stipend earning require that coaches meet district and University Interscholastic
League (UIL) certification requirements, as well as the minimum standard requirements of the Athletics
Department.
The Athletics Department is responsible for designating coaches based on the needs of the particular school.
Coach designations must be communicated by the school to the Athletics Department and then to the
Compensation Department in order for the coach to be considered for the stipend earning. Some extracurricular
athletic activities may require coaches to serve in the respective position throughout the year in order to be
eligible to receive the stipend earning, including but not limited to athletic practices/contests and other activities
and/or duties as assigned by the campus athletic coordinator or the Athletics Department executive staff.
Stipend earning amounts are paid according to the Athletic Department Stipend chart and paid over 12 months
from July through June.
If a coach is assigned to a sport prior to the start of the season, the coach will be eligible for the full athletic
stipend. If a coach is assigned to a sport in the middle of the season, the coach will be eligible for a prorated
amount of the athletic stipend based on the percentage of duty days worked for the sport season. This
determination will be made in collaboration with the Campus Principal, Athletic Department, and the
Compensation Department. Any Coach that leaves the district after prior to the assigned sport season starting,
will owe the district for any stipend amount paid out. Additionally, any Coach that leaves the district during or
after a season is complete will only receive a prorated stipend amount based on the number of duty days
worked. If the amount of the stipend that has already been paid out is more than the prorated amount for the
number of duty days worked, an overpayment has occurred, and the District will recover the funds.
Department Chair Stipend Payment Requirements:
The purpose of the requirements outlined in this document is to ensure the appropriate payment of a
department chair stipend to teachers who supervise other teachers in a department and are required to perform
related additional department chair duties outside of the work day.
At all high schools and middle schools, teachers must meet the following minimum requirements to receive the
standard department chair stipend in English, Math, Science, Social Studies, and Special Education:
1. Must teach a full load of classes at the school. As an exception, a Department Chair may serve as an
Instructional Specialist/Coach for a maximum of 50% FTE as long as the employee is also the teacher of
record and issuing grades for at least three credit courses, verified through TEAMS.
2. Must have an average of 20 registered students/class taught; 5 students/class taught for special ed.
3. Must have at least 5 teachers in the department (not including the Department Chair) to receive the full
stipend. The stipend will be reduced to 50% for any department with 2-4 teachers. The stipend will not
be paid for any department with 0-1 teachers.
4. Employees working at multi-level campuses receive the higher of the two stipends, not both.
5. All department chair stipends are subject to review and approval by both the campus principal and
Human Resource Systems.
For qualification purposes, a teacher reporting to more than one department chair may only be counted in the
primary department where he/she teaches. Teacher assistants and vacant positions are not counted.
Austin ISD Compensation Manual 2022-2023 Page 32
At all high schools and middle schools, an additional department chair stipend may be established for other
areas (e.g., Foreign Languages, Career & Technology Education) if the teacher meets the above requirements and
there are at least 10 teachers in the department. Areas may not be combined to create a department. To qualify,
a list of names must be provided to HR to verify the number of teachers reporting to the department chair.
Elementary Grade Level Chair Stipend Requirements:
Each elementary school may select one teacher per eligible grade level to serve as the grade level chairperson as
long as there are 2 or more teachers at a grade level. Grade levels may not be combined. A teacher may only be
counted one time in the grade level in which they have the most students (split classrooms). The duties of the
position include planning and preparation for grade level meetings and other assigned grade level tasks by the
campus administrator. Eligible grade levels include PK, K, 1, 2, 3, 4, 5 and 6(if applicable).
High School Stipends, 2022-2023 School Year
This list includes all regular high school stipends in AISD. All schools may not be eligible for all stipends. Each Principal will receive
a list of stipends each summer for which his/her school is eligible.
POSITION
PAY CODE
STIPEND NAME
ANNUAL
AMOUNT
TOTAL
DUTY
DAYS
# DAYS
OVER 187
FOOTBALL STIPENDS
12192
3521
Athletic Coordinator* (single role)
$7,400
212
25
12192
3521
Athletic Coordinator* (split role)
$5,000
212
25
12193
3522
Head Coach, Varsity Football
$12,300
202
15
12277
3586
Defensive Coordinator, Varsity Football
$7,500
202
15
12276
3585
Offensive Coordinator, Varsity Football
$7,500
202
15
12194
3523
Assistant Coach, Varsity Football
$6,600
202
15
12197
3524
Asst. Coach, Non-Varsity Football
$5,100
202
15
12197
3524
Asst. Coach, Freshman Football
$5,100
197
10
BASKETBALL STIPENDS
12200
3525
Head Coach, Varsity Basketball
$7,400
187
12203
3526
Assistant Coach, Jr. Varsity Basketball
$5,000
187
12219
3534
Freshman Coach, Basketball
$3,700
187
12220
3534
Freshman "B" Coach, Basketball
$3,700
187
VOLLEYBALL STIPENDS
12206
3527
Head Coach, Varsity Volleyball
$7,000
202
15
12207
3528
Assistant Coach, Jr. Varsity Volleyball
$5,000
202
15
12216
3533
Freshman Coach, Volleyball
$3,450
197
10
12217
3533
Freshman "B" Coach, Volleyball
$3,450
197
10
TRACK STIPENDS
12208
3529
Head Coach, Track
$6,900
187
12211
3530
Assistant Coach, Jr. Varsity Track
$4,650
187
Austin ISD Compensation Manual 2022-2023 Page 33
12222
3535
Freshman Coach, Track
$3,700
187
12223
3535
Freshman "B" Coach, Track
$3,700
187
BASEBALL STIPENDS
12214
3531
Head Coach, Baseball
$6,900
187
12215
3532
Assistant Coach, Jr. Varsity Baseball
$4,650
187
12262
3567
Freshman Coach, Baseball
$3,700
187
SOCCER STIPENDS
12225
3536
Head Coach, Soccer
$6,900
187
12226
3537
Assistant Coach, Soccer
$4,650
187
12278
3587
Freshman Coach (JVB), Soccer
$3,700
187
WRESTLING STIPENDS
12238
3543
Head Coach, Wrestling
$6,900
187
12263
3568
Assistant Coach, Jr. Varsity Wrestling
$3,700
187
12264
3568
Assistant Coach (2), Jr. Varsity Wrestling
$3,700
187
SOFTBALL STIPENDS
12239
3544
Head Coach, Softball
$6,900
187
12259
3564
Assistant Coach, Jr. Varsity Softball
$4,650
187
12266
3569
Freshman Coach, Softball
$3,700
187
SWIMMING/DIVING STIPENDS
12235
3540
Swimming / Diving Coach
$6,300
187
12258
3563
Assistant Swimming Coach
$3,000
187
1 Some schools may have Asst Coaches for Non-Varsity Football who are not granted additional duty days.
OTHER ATHLETICS STIPENDS
21534
3577
Head Coach Water Polo
$4,000
21533
3576
Assistant Coach Water Polo
$1,750
12229
3538
Tennis Coach
$6,150
187
12269
3582
Assistant Tennis Coach
$3,000
187
12232
3539
Golf Coach
$6,150
187
12272
3583
Assistant Golf Coach
$3,000
187
12237
3542
Cross Country Coach
$5,500
187
12273
3584
Assistant Cross Country Coach
$3,000
187
12256
3561
Athletic Trainer
$7,050
202
15
12260
3565
Powerlifting
$3,700
187
12240
3545
Drill Team Director
$7,100
192
5
12241
3546
Cheerleader Director
$5,300
187
Austin ISD Compensation Manual 2022-2023 Page 34
NON-ATHLETICS STIPENDS
12242
3547
Band Director
$14,450
207
20
12243
3548
Assistant Band Director
$7,500
207
20
12244
3549
Mariachi Band Director
$6,000
187
12245
3550
Orchestra Director
$6,000
187
12246
3551
Choral Director
$5,750
187
12248
3553
Dramatics Director
$5,850
187
12249
3554
Speech & Debate Director
$5,850
187
12250
3555
Assistant Speech & Debate Director
$1,000
187
12251
3556
Publications Director
$4,650
187
12252
3557
Future Teacher Organization Director
$2,350
187
12253
3558
Production Print Shop Manager
$5,850
187
12254
3559
Cosmetology
$2,800
187
12255
3560
Department Chair (Stipend only. No off-period.)
$6,000
187
12257
3562
UIL Academic Coordinator
$1,500
187
12267
3570
Student Council
$3,500
187
12268
3571
National Honor Society
$2,350
187
19978
3572
Robotics
$3,000
187
12352
3664
Lead Counselor
$2500
21515
3720
HS UIL Academics Coach
$400
21278
3573
CTE Health Science Teacher
$3,000
Middle School Stipends, 2022-2023 School Year
This list includes all regular middle school stipends in AISD. All schools may not be eligible for all stipends. Each Principal will receive
a list of stipends each summer for which his/her school is eligible.
POSITION
PAY CODE
STIPEND NAME
ANNUAL
AMOUNT
TOTAL
DUTY
DAYS
# DAYS OVER
187
FOOTBALL STIPENDS
12279
3591
Athletic Coordinator
$1,750
187
12280
3592
Head Football Coach
$3,300
187
12281
3593
Assistant Football Coach
$3,000
187
OTHER ATHLETICS STIPENDS
21532
3617
Cross Country Coach
$1,850
12284
3594
Head Coach, Volleyball
$2,250
187
12287
3595
Head Coach, Basketball
$2,250
187
12290
3596
Head Coach, Track
$2,250
187
12303
3606
Head Coach, Tennis
$2,250
187
Austin ISD Compensation Manual 2022-2023 Page 35
12307
3610
Head Coach, Soccer
$2,250
187
12293
3597
Cheerleader Director
$2,400
187
12294
3598
Pep Squad Director
$2,000
187
NON-ATHLETICS STIPENDS
12295
3599
Band Director
$8,000
197
10
12296
3600
Assistant Band Director
$5,500
187
12297
3601
Mariachi Band Director
$2,450
187
12298
3602
Orchestra Director
$4,250
187
12299
3603
Choral Director
$3,000
187
12300
3604
Dramatics Director
$2,000
187
12301
3614
Newspaper and Yearbook Director
$3,250
187
12304
3607
Future Teachers Organization Director
$1,650
187
12305
3608
Department Chair (not Sp Ed, stipend only, no
off-period)
$3,000
187
12310
3611
Sp Ed Department Chair (Stipend only. No
off-period.)
$3,000
187
12311
3612
Student Council
$1,650
187
12312
3613
National Junior Honor Society
$1,650
187
19979
3615
Robotics
$2,500
187
12352
3664
Lead Counselor
$1,000
21513
3718
MS UIL Academics Coordinator
$600
21514
3719
MS UIL Academics Coach
$400
21468
3712
Secondary AVID
$1500
Elementary School Stipends, 2022-2023 School Year
This list includes all regular elementary school stipends in AISD. All schools may not be eligible for all stipends. Each Principal will
receive a list of stipends each summer for which his/her school is eligible.
POSITION
PAY CODE
STIPEND NAME
ANNUAL
AMOUNT
TOTAL
DUTY
DAYS
# DAYS
OVER
187
NON-ATHLETIC STIPENDS
21936
3728
Grade Level Chair (PK-6th Grade)
$1,000
187
12352
3664
Learning Community Lead Counselor
$1,500
21470
3711
Elementary AVID
$750
21516
3716
ES UIL Academics Coach
$400
21512
3717
ES UIL Academics Coordinator
$600
21469
3710
Gifted & Talented
$300
Austin ISD Compensation Manual 2022-2023 Page 36
Other Stipends, 2022-2023 School Year
POSITION
PAY CODE
STIPEND NAME
ANNUAL
AMOUNT
TOTAL
DUTY
DAYS
#DAYS
OVER
187
21293
3688
Student Device Manager
$1,000/$500
Per Semester
19980
3672
Advanced Degree (Teachers after 2019)
(see explanation on page 31)
$1,000/$83.33
12340
3649
Vertical Team Principal Leader
$2,000
12334
3643
National Board
$2,000
12335
3644
National Board - TIA One-Time Payment
VARIES
21373
3706
Police Stipends- Bilingual
$1,200/$46.15
21370
3703
Intermediate Police Officer Certification
$900/$36.61
21371
3704
Advanced Police Officer Certification
$1,800/$69.23
21372
3505
Master Police Officer Certification
$2,700/$103.84
21374
3707
Police Department Teaching
$2,400/$96.31
21375
3708
Police Department Team Teaching
$1,200/$46.15
21376
3709
Police Stipends- Field Training Officer
$1,200/$46.15
Summer School Administrator Planning/Prep
$1,500
21472
3714
PPFT Campus Contact
$500
21471
3713
Teacher Induction Cohort Facilitator
VARIES
21499
3715
Leadership Pathway Ambassador
$1,500
21528
3723
Mentor Principal
$550 Semester/
$1,000 Yearly
21528
3722
Campus Innovation Connection
$700
21509
3721
Summer Theater Series
$500-$5,500
NA
NA
Retention Stipend 2022-23 ONLY
$1,000-$2,000
21941
3730
National Alliance for Partnerships in Equity
(NAPE)
VARIES
21928
3727
AggieTERM Residency Mentor Teacher
$1000 Semester/
$2000 Yearly
21929
3726
AggieTERM Residency Site
Supervisor/Instructional Coach
$5,000
21937
3729
New Hire Bus Driver - 6 months retention - no
preventable accidents and no more than two
absences
$500
21944
3731
SEL/CP&I Campus Facilitator
$400 Semester/
$800 Yearly
21948
3732
Child Care Relief Fund (22-23 school year grant
only. Additional requirements apply)
$400-$475
Semester
Austin ISD Compensation Manual 2022-2023 Page 37
Bilingual Education Stipends for 2022-2023
1. All Eligibility Criteria Must Be Met to Qualify for Any Level of Stipend:
a. The employee must be providing bilingual education services to emergent bilingual students (English
learners) in the target language with fidelity to the district’s bilingual model (one-way dual language,
two-way dual language, or secondary dual language) and
b. The employee’s position code in the HR system must reflect a position eligible for the stipend. (position)-BIL
positions or (position)-DL positions and
c. Teachers, librarians, and counselors must have a valid Texas bilingual teaching certificate or one-year permit
d. Employees listed in #3 below who don’t qualify for a valid Texas bilingual teaching certificate or one-year
permit must have a passing score on the Bilingual Proficiency Test - www.berlitz.us under Academic
Language Test. Test must be passed by Nov 1 to receive fall stipend and by May 1 for the spring stipend.
Failure to provide passing test results by due date forfeits stipend until next semester payout.
2. Eligibility for the $6000 Stipend: (meet any of the following and all criteria in 1):
a. Elementary Teachers serving in a Bilingual Classroom
b. Secondary Teachers serving in a District Identified Dual Language Classroom, prorated as described in 6a.
c. Elementary Special Education Teachers serving in a Bilingual Classroom
d. Elementary & Middle School Bilingual Dyslexia Intervention & Bilingual Content Intervention Teachers
e. Elementary Bilingual Librarians meeting the following requirements (as verified by campus principal):
i. Delivers of library services on a designated Dual Language Campus
ii. Develops daily lesson plans that meet the DL model of instruction
iii. Participates in all DL professional development
iv. Participates and engages with grade level PLCs
v. Serves as the primary teacher during library instruction
vi. Produces a set, published schedule to the campus that is followed daily
3. Eligibility for the $2500 Stipend:
a. Elementary Bilingual Librarians not eligible under 2e, Elementary Bilingual Counselors
b. Evaluators for Educational Diagnostics, Evaluator Specialists in School Psychology, Occupational Therapists,
Physical Therapists, Speech and Language Pathologists.
4. Expectations regarding Duties and Responsibilities:
a. Participation in all required professional learning pertaining to bilingual education
b. Completion of all LPAC responsibilities, including training
c. Administering and scoring TELPAS
d. All other duties and responsibilities associated with bilingual education
5. Payment Schedule:
a. The stipend will be paid in two installments, half of the total amount at the end of each semester. The
stipend is dependent on the eligible employee’s start date.
6. Proration of Stipends:
a. Secondary Dual Language teachers will be paid a prorated amount based on the number of Dual Language
sections taught in the target language (Spanish).
b. Employees working part-time will be paid a percentage of the stipend equivalent to the percentage of a full
time equivalent position worked.
c. Employees meeting the stipend criteria for only part of the semester will be paid a percentage of the
stipend based on the number of days meeting the stipend criteria
d. An employee who starts after the start of school will be paid a percentage of the stipend determined by the
start date:
Austin ISD Compensation Manual 2022-2023 Page 38
Fall Semester
Spring Semester
Before 9/1
100%
1/1-1/31
100%
9/1-9/30
80%
2/1-2/28
80%
10/1-10/31
60%
3/1-3/31
60%
11/1-11/30
20%
4/1-4/30
40%
12/1 or later
20%
5/1 or later
20%
e. The stipends are paid for positions that support direct instruction. As such, if an employee is on leave (paid
or unpaid), they are not working and will forgo their stipend or a prorated portion of that stipend for the
time they were on approved leave of absence.
Austin ISD Compensation Manual 2022-2023 Page 39
Special Education Stipends for 2022-2023
1. General Eligibility Criteria:
a. An employee must meet the following requirements in order to receive the stipend:
b. The employee’s position code in the HR system must reflect that they are in a Special Education
position.
c. Must be providing special education services directly to students as identified in their
Individualized Education Program (IEP).
2. Specific Situations:
a. The employee’s position code in the HR system must reflect that they are in a Special Education
position.
b. Adaptive Art, Music Therapy and Adaptive Physical Education Teachers who perform special
education services will be eligible for the stipend, subject to verification by the Special Education
Department. Adaptive Art and Adaptive Physical Education Teachers must have the appropriate
license and/or certification. Music Therapists must have a Music Therapy license.
c. Teachers of the visual impaired and teachers of the deaf or hard of hearing will be eligible for the
special education stipend if they are providing direct special education services.
d. The following positions perform special education services and are eligible for the special
education stipend as long as the employee has the appropriate certification/license: Orientation
& Mobility Specialists, Speech Language Pathologists, Audiologists, Behavior Support Specialists,
Applied Learning Skills Specialist, and Occupational Therapists.
e. Evaluator Specialists in School Psychology and Mental Health Specialists must be appropriately
licensed and/or certified and provide Special Education counseling services directly to Special
Education students.
f. Physical Therapists must be appropriately licensed and provide Special Education services as
identified in students’ IEP.
g. Evaluators for Educational Diagnostics and Evaluator Specialists in School Psychology who do not
provide Special Education counseling are not eligible for the Special Education stipend.
3. Payment Amounts:
a. Standard Amount for Special Education Classroom Teacher: $2,000/year
b. Life Skills, SBS and SCORES classroom teacher: $2,500/year
c. Standard Amount for other eligible positions: $2,000/year
4. Payment Schedule:
a. The stipend will be paid in two installments, half of the total amount at the end of each
semester. The stipend is dependent on the eligible employee’s start date.
5. Proration of Stipends:
a. Worked only a portion of the semester.
b. Worked less than full-time during the semester.
c. Based on the number of classes taught in special education.
d. Provided special education services directly to students only part-time during semester or only
part of semester.
e. Prorated Hire Date/Change in Position Schedule will be utilized for payout of stipend:
Austin ISD Compensation Manual 2022-2023 Page 40
Fall Semester
Spring Semester
Before 9/1
100%
1/1-1/31
100%
9/1-9/30
80%
2/1-2/28
80%
10/1-10/31
60%
3/1-3/31
60%
11/1-11/30
20%
4/1-4/30
40%
12/1 or later
20%
5/1 or later
20%
Disclosure: All stipends are subject to board approval and the annual budget.
Austin ISD Compensation Manual 2022-2023 Page 41
Travel Stipends
The following positions are eligible for a travel stipend, for the monthly amounts indicated, and do not require a
submitted travel stipend authorization form. Any employee currently using a take home vehicle is not eligible for
a travel stipend. If a travel stipend is received and later found out that the employee has a take home vehicle, the
employee will owe the stipend back to the district in full.
Position
Monthly Amount ($)
Number of Months
Elementary School Assistant Principal
$38
10
Middle School Assistant Principal
$46
11
High School Assistant Principal
$61
11
Elementary School Principal
$79
12
Middle School Principal
$149
12
High School Principal
$201
12
Director
$219
12
Executive Assistant to Superintendent
$400
12
Executive Director
$625
12
Associate Superintendent
$750
12
Assistant Superintendent
$625
12
Chief Officer/Chief Officer School Leadership
$625/$750
12
*Chief Officer School Leadership receives $750, all other Chiefs are $625
**Employees/positions utilizing district vehicles for job duties do not qualify for travel stipends
Position
Monthly Amount ($)
Number of Months
Occupational Therapist
$75
10
Autism Coordinator
$75
12
Autism Specialist
$75
12
Assist Tech Specialist
$120
10
Teacher- ES/SE Adapt PE
$100
10
Teacher- ML/SE Hearing IM
$150
10
Teacher- MS/SE Adapt PE
$100
10
Austin ISD Compensation Manual 2022-2023 Page 42
Cell Phone Stipends
The following positions are eligible for a cell phone stipend, for the monthly amounts indicated, and do
not require a submitted cell phone stipend authorization form.
Position
Monthly Amount ($)
Number of Months
Chief Officer
$60
12
Associate Superintendent
$60
12
Assistant Superintendent
$60
12
Executive Director
$60
12
Senior-level MIS Position
$50
12
Principal
$40
12
Director
$40
12
Austin ISD Compensation Manual 2022-2023 Page 43
Novice Teacher Mentoring Program Stipend Amounts
● Mentors can support and be compensated for up to 2 novice teachers at a time. A principal can request
that a mentor support up to 3 novice teachers.
● Due to the number of mentor stipend combinations, the total amount a mentor can receive ranges from
$200 to $1000 (unless the mentor has been approved to support 3 novice teachers by their principal).
● A teacher must have at least three years of successful teaching experience to qualify as a mentor.
● Mentors must meet the following requirements in order to receive a stipend:
○ Complete personalized training provided by the Professional Learning Department.
○ Complete and submit one observation of each novice teacher each semester, two total per
novice teacher over the course of the school year.
○ Complete middle of the year and end of the year surveys.
○ A mentor teacher must also meet with each novice teacher assigned to the mentor for a
minimum of 12 hours each semester.
Lead Mentor Teacher Contact Stipend:
Serving as LMTC for a full school year $300
Serving as LMTC for one semester $150
● In addition to the required LMTC responsibilities, a LMTC may also support up to 1 novice teacher in
which they can receive a mentor stipend for. A principal can request that a LMTC support up to 2 novice
teachers.
● A LMTC must be a teacher or instructional coach in order to receive a stipend.
● LMTCs must meet the following requirements in order to receive a stipend:
○ Assign mentors to novice teachers in a timely manner.
○ Make revisions to mentor and novice teacher assignments throughout the school year.
○ Conduct Beginning & Middle of the Year Campus Mentoring Meeting with mentors and novice
teachers.
○ Disseminate information provided by the Professional Learning Department to campus mentors.
○ Complete Lead Mentor Teacher Contact training provided by the Professional Learning
Department
○ Provide support to novice teachers during Campus Orientation Day of the Teacher Induction
Program (TIP) on Thursday, August 5th
Austin ISD Compensation Manual 2022-2023 Page 44
Teacher Induction Program Cohort Facilitator
Role Description: The role of a TIP Facilitator is to support our new-to-AISD teachers in a cohort format at TIP
Welcome Week, through asynchronous means of connection, TIP Mid-Year and through occasional meet-ups
throughout the year.
Stipend Amount: $1,000
The TIP Facilitator will:
● Attend TIP Trainer of Trainers for two days in July
● Plan cohort content aligned to district expectations
● Attend TIP Welcome Week
● Facilitate cohort days for two days during TIP Welcome Week
● Attend and support cohort at TIP Mid-Year Conference in January
● Provide additional supports to cohort teachers throughout the year including three to four cohort
meet-ups and an asynchronous means of communication between the cohort as a support
Eligibility Requirements:
Content area directors are asked for recommendations for teachers that display the following characteristics:
● Experienced teacher in content area
● Representation from campuses across all vertical teams
● Desire and passion for growing others
● High-level of confidence with district systems (technology, accessing curriculum, instructional practices,
etc.)
● Strong, equity-minded teacher leader
● Principals confirm the recommendation before teachers are notified of their selection as TIP Facilitator
PPfT Campus Contact
Role Description: The PPfT Campus Contact will serve as the first line of support for teachers participating in the
PPfT Human Capital System. The PPfT HCS consists of PPfT Appraisal, PPfT Compensation, Professional Learning,
and Leadership Opportunities. Each PPfT Campus Contact will assist teachers in the PPfT Appraisal process,
providing important timeline reminders and updates. PPfT Campus Contacts will help disseminate district
information about opportunities available to teachers with PPfT Compensation and direct teachers and
administrators to the available resources for the PPfT HCS.
The PPfT Campus Contact will:
● attend initial campus contact training with Employee Effectiveness;
● complete the PPfT Teacher Online Orientation;
Austin ISD Compensation Manual 2022-2023 Page 45
● participate in an ongoing BLEND course for PPfT Campus Contact information;
● complete the introduction module in the Campus Contact Ongoing BLEND course;
● read and respond to PPfT-related emails within two (2) working days;
● complete the checkpoint modules/assignments in the ongoing BLEND course;
● send timeline reminders as appropriate for upcoming deadlines;
● utilize facilitator access in the SLO database to check in with teachers on a regular basis;
● send campus-wide communications around PPfT activities and resources;
● copy (cc:) the campus assigned district coordinator on all PPfT related correspondence;
● share information at staff meetings when appropriate;
● submit the required campus contact communication log by EOY deadline;
● provide feedback on the effectiveness of the program upon completion; and
● respect confidentiality.
Eligibility Requirements:
PPfT Campus Contacts are selected by the campus principal in May for the following year. Contacts must be in a
teacher position and be participating in PPfT Appraisal and Compensation.
Stipend Amount: $500
Stipend Information: PPfT Campus Contacts are eligible to earn a $500 stipend after meeting all agreement
terms for the school year. The stipend is paid out after the school year closes out.
PPfT Leadership Pathways Ambassador
Role Description: Leadership Pathway Ambassadors will serve as an advocate and support for continuing to build
the capacity of the Leadership Pathway program. Each Leadership Pathway Ambassador will assist their assigned
Leadership Pathway program and the district level lead team in the growth and development of the program and
the design and delivery of content. Leadership Pathway Ambassadors will provide general support and
contribute to the overall success of teachers in the Leadership Pathways program.
The Leadership Pathway Ambassador may:
● support the assigned LP Lead Team in the design/review of the content and PL activities;
● attend professional learning sessions for the assigned LP to support facilitation of the content;
● respond within 24 hours to communications from the Leadership Pathway Lead Team;
● moderate discussion boards, activities, and provide feedback on assignments in the LP BLEND course;
● complete support tasks on the timeline assigned by your Leadership Pathway Lead Team;
● read any articles or books connected to a specific pathway to be able to support participants;
Austin ISD Compensation Manual 2022-2023 Page 46
● serve as a demonstration classroom to allow others to learn from your practice;
● speak with other teachers and staff about the positive impacts of Leadership Pathways;
● attend LP informational sessions as needed and/or share your experience;
● score Leadership Pathway submissions in the fall and spring;
● respect the growth and development process;
● and maintain confidentiality.
Eligibility Requirements: To serve in the role of a Leadership Pathway Ambassador for the 2022-2023 school
year, teachers must
● be staffed in a primary teaching position and currently eligible for PPfT Appraisal and Compensation
● remain staffed in a PPfT eligible position for the entirety of the 2022-2023 school year
● have successfully completed a Leadership Pathway
● have an effective or better rating on their PPfT Appraisal
● not be currently participating in year one of a Leadership Pathway
*Teachers will not be eligible to participate in a Leadership Pathway, PDU, or LP+3 while they are serving in the
Leadership Pathway Ambassador role.
Stipend Amount: $1,500
Stipend Information: Leadership Pathway Ambassadors are eligible to earn a $1,500 stipend after meeting all
agreement terms for the 2022-2023 school year. The stipend will be paid out after the school year close-out
Austin ISD Compensation Manual 2022-2023 Page 47
Grant Exceptions
TEA Principal Residency Grant
Principal Mentor Stipend: $1,100
● 50% distributed at the end of fall semester and 50% at end of spring semester
Duties:
● provide coaching and mentorship
● work collaboratively alongside residents in a year-long Participatory Action Research program
● participate in Professional Development around coaching, alongside residents
● provide time, space, and opportunity for principal residents to develop and lead professional
development, data driven meetings, and generally observe and participate in the day to day duties of a
highly effective principal
Mentor Coach Stipend: $1,400
● 50% distributed at the end of fall semester and 50% at end of spring semester
Duties:
● coaching, including short cycles of observation and feedback, to principal residents
● regular check-ins with principal residents and mentor principals
● support for the mentor principal as they learn to coach and integrate the principal residents into their
school community
● coordinate support with mentor principals and UT mentors.
If an administrator stipend is specifically identified within the grant, those payments will be paid out of grant
funds for the additional duties.
Austin ISD Compensation Manual 2022-2023 Page 48
Supplemental Pay
The following information provides the framework for AISD Supplemental Earnings:
1. Supplemental earnings are not guaranteed wages and may be amended or eliminated at any time.
2. Supplemental earnings are not included in individual base salaries quoted by the Compensation
Department.
3. Authorization to pay approved supplemental compensation requires permission from the
Principal/Director of the Campus/Department prior to actual work being performed. Supplemental rates
are set by the Compensation Department and will be paid out according to the supplemental pay chart
and the duties being performed.
4. An employee who has separated from the district (or is no longer active) is not eligible to accrue
additional earnings past their effective separation date. A new employee is not eligible to earn
supplemental pay prior to their effective start date. A new teacher attending “New Teacher Orientation”
or campus professional development prior to their start date will be granted an exception processed
through the Professional Learning Department.
5. A substitute employee is NOT eligible to receive supplemental earnings outside of substitute teaching.
The only exception is to provide tutoring under the limitations and requirements of HB 4545 outside of
regular school hours.
6. A temporary/hourly employee is NOT eligible to receive supplemental earnings.
7. Supplemental duties should take place outside of an employee’s normal work hours or calendar days and
should be considered voluntary, infrequent, and distinctly different from the employee’s normal job
description. A non-exempt employee that provides supplemental duties outside of their normal work
hours or calendar days for another department in the same capacity as their normal position, their
normal rate of pay (up to 40 physical hours worked) or time and a half (after 40 physical hours worked)
would occur. When an employee works for a different department in a different capacity from their
normal position, the Human Capital defined supplemental rate is what is to be paid. Non-exempt
employees should not receive supplemental pay during their calendar days outside of the exceptions
outlined in this guide.
8. All supplemental earnings are subject to the employee and employer’s statutory deductions. Earnings
may qualify for Teachers Retirement System (TRS) eligibility.
9. If an employee fails to meet all criteria stipulated in the Supplemental Earnings Guide, earnings may be
stopped and/or recovered. If a recovery is in order, the employee will be notified of the terms by the
Payroll Department.
10. Supplemental earnings are paid at the rate commensurate with the employee’s employment category or
work rate performed for supplemental duties at the time of payout.
11. Any additional supplemental pay rate needed that is not listed in the chart will be determined by Human
Capital Compensation Department.
Austin ISD Compensation Manual 2022-2023 Page 49
2022-2023 Supplemental Pay Rates
Effective 8/9/22
This includes positions utilized for summer, which are effective June 2023.
Activity
Code
Description
Hourly
Rate
Rate
Type
Category
ADMINISTRATOR
12657
Assistant Principal - Elementary School
$39.00
Hourly
Admin
12658
Assistant Principal - High School
$45.00
Hourly
Admin
12659
Assistant Principal - Middle School
$39.50
Hourly
Admin
12678
Principal - Elementary School
$52.00
Hourly
Admin
12679
Principal - High School
$67.00
Hourly
Admin
12680
Principal - Middle School
$60.00
Hourly
Admin
ADMIN/PROFESSIONAL
12660
Attending Staff Devel - AISD Prof Emp
$20.00
Hourly
Prof/Admin
12661
Band Instructor (temp/hourly)
$28.00
Hourly
Prof/Admin
12663
Counselor
$37.00
Hourly
Prof/Admin
12664
Curric Writing/Prof Activity Campus Level- Prof Emp
$25.00
Hourly
Prof/Admin
12665
Curric Writing/Prof Activity District Level- Prof Emp
$28.00
Hourly
Prof/Admin
12666
Educational Diagnostician
$38.50
Hourly
Prof/Admin
12668
Instruction/Tutoring - Certified Emp
$34.50
Hourly
Prof/Admin
12669
Instructional Coordinator
$42.00
Hourly
Prof/Admin
12670
LSSP
$38.50
Hourly
Prof/Admin
12672
Non-Professional Activity -AISD Prof Emp
$16.00
Hourly
Prof/Admin
12673
Occupational Therapist
$38.50
Hourly
Prof/Admin
12674
Physical Therapist
$38.50
Hourly
Prof/Admin
12676
Preparing Staff Devel - AISD Prof Emp (limit of .5 of
the actual presentation time per title/topic)
$25.00
Hourly
Prof/Admin
12677
Presenting Staff Devel - AISD Prof Emp
$30.00
Hourly
Prof/Admin
Austin ISD Compensation Manual 2022-2023 Page 50
12684
Speech Pathologist
$38.50
Hourly
Prof/Admin
12698
Instructional Tutoring - Degreed
$25.00
Hourly
Tutoring
21335
ESSER Tutoring
$35.00
Hourly
Tutoring
ADMIN/PROFESSIONAL - Rate based on supplemental work being performed
20653
AP1 - Supplemental
$33.00
Hourly
Prof/Admin
20654
AP2 - Supplemental
$35.00
Hourly
Prof/Admin
20655
AP3 - Supplemental
$37.00
Hourly
Prof/Admin
20059
AP4 - Supplemental
$38.50
Hourly
Prof/Admin
20656
AP5 - Supplemental
$42.00
Hourly
Prof/Admin
20657
AP6 - Supplemental
$45.00
Hourly
Prof/Admin
20658
AP7 - Supplemental
$47.00
Hourly
Prof/Admin
20659
AP8 - Supplemental
$48.00
Hourly
Prof/Admin
20660
AP9 - Supplemental
$52.00
Hourly
Prof/Admin
20661
AP10 - Supplemental
$60.00
Hourly
Prof/Admin
20662
AP11 - Supplemental
$63.00
Hourly
Prof/Admin
20663
AP12 - Supplemental
$67.00
Hourly
Prof/Admin
21100
AP13 - Supplemental
$69.00
Hourly
Prof/Admin
SUMMER 2023
12688
Substitute Teacher - Summer
$16.00
Hourly
Summer
12695
Summer Feeding - FS Employees
$18.00
Hourly
Summer
12696
Summer Feeding - FS Managers
$22.00
Hourly
Summer
21473
Summer School Teacher (Degreed Non-Certified)
$25.00
Hourly
Summer
ATHLETICS
12361
Back-up Trainers (non AISD)
$25.00
Hourly
Athletics
Bus driving by Coach for Sport Coached
$51.00 per
round trip
Flat
Rate
Athletics
12362
Bus Driving by Coach for Sport Not Coached
$17.00
Hourly
Athletics
Austin ISD Compensation Manual 2022-2023 Page 51
12363
Conducting CPR Training Class (max 6 hrs)
$25.00
Hourly
Athletics
12364
Event Supvr (Asst Dir)- Non-AISD Events
$45.00
Hourly
Athletics
12365
Event Supvr (Athl Coor)- Non-AISD Events
$35.00
Hourly
Athletics
12366
Game Help-Misc (Tourn. or Reg)
$16.00
Hourly
Athletics
12367
Judging Competitions
$25.00
Hourly
Athletics
12369
Scheduler (Tournament or Reg)
$25.00
Hourly
Athletics
CLASSIFIED
12371
Audio Operator
$20.00
Hourly
Classified
12372
Camera Operator
$16.00
Hourly
Classified
21947
Clerk
Standard
Rate
Hourly
Classified
21950
Custodian
Standard
Rate
Hourly
Classified
12592
Lunchroom Monitor
$12.00
Hourly
Classified
21933
Attending Staff Devel/Training Classified AISD Emp
$16.00
Hourly
Classified
12668
Instruction/Tutoring - Certified Emp
$34.50
Hourly
Certified
12664
Curric Writing/Prof Activity Campus Level
$25.00
Hourly
Classified
12665
Curric Writing/Prof Activity District Level
$28.00
Hourly
Classified
21934
Non-Professional Activity Classified AISD Emp
$16.00
Hourly
Classified
21949
Police Athletics Security
Standard
Rate
Hourly
Classified
21952
Police Facilities Events
Standard
Rate
Hourly
Classified
21953
Police District Events
Standard
Rate
Hourly
Classified
12479
Svc Ctr H-keep - Emergency cleanup (outside of
regular school year position)
$16.00
Hourly
Classified
21946
Teacher Assistant
Standard
Rate
Hourly
Classified
12491
Video Editor
$25.00
Hourly
Classified
Austin ISD Compensation Manual 2022-2023 Page 52
13283
Transportation
Standard
Rate
Hourly
Transportation
STUDENT SUPPORT SERVICES
12649
ABE/GED/ESL Training or Instructional Assessment
$16.00
Hourly
Student
Support
12622
ABE/GED/ESL Registration or Instructional
Orientation
$16.00
Hourly
Student
Support
21162
ABE/GED/ESL Instructor
$34.50
Hourly
Student
Support
12668
Instruction/Tutoring - Certified Emp
$34.50
Hourly
Student
Support
12493
After School Enrichment Instructor Certified
$25.00
Hourly
Student
Support
21934
After School Enrichment Teacher-Non Certified
(Non-Professional Activity Code)
$16.00
Hourly
Student
Support
12534
Cert Tchr Level 3 Classes
$34.50
Hourly
Student
Support
12541
Site Group Leader
$16.00
Hourly
Student
Support
12586
Licensed Site Supervisor/Site Supervisor
$18.00
Hourly
Student
Support
21971
Primetime Site Supervisor
$25.00
Hourly
Student
Support
12621
21st Century/Victory Program Site Assistant
$18.00
Hourly
Student
Support
20633
Project Specialist I and II
$35.00
Hourly
Student
Support
20634
Project Specialist III
$37.00
Hourly
Student
Support
12636
Summer Camp Director
$16.00
Hourly
Student
Support
Austin ISD Compensation Manual 2022-2023 Page 53
2022-23 Staffing Compensation Exceptions
The 2022-23 school year has posed a difficult challenge in the area of staffing, so as the district has experienced
a unique set of circumstances we have provided some additional compensation exceptions for the 22-23 school
year. We have tried to ensure that all the exceptions were embedded in the Compensation Manual, but also
wanted to provide a complete separate listing for reference:
Description
Amount
Notes/Clarification
Retire/Rehire Option (prior to July
1, 2021)
Teacher Salary (ESSER)
TRS Surcharge (District Local
Funds)
For candidates who are eligible for
full time rehire status.
Retire/Rehire Option (retiree June
30, 2022)
$35.00 per hour in temp/hourly
position (ESSER funds)
Opportunity for mentoring new
teachers up to 20 hours per week.
Elementary Classroom Teachers in
Grades 2-4
$3,000 (ESSER)
After leveling if the classroom
teacher has more than 24 students
in their classroom for the school
year (other classrooms at the
grade level must be at 22 or
higher), the teacher will receive a
stipend in May.
Multi-grade Elementary Teacher
(Effective for the 2022-23 &
2023-24 SY only)
$3,000 (ESSER)
This is an ESSER stipend for
teachers at a traditional
elementary school (does not
include Montessori) that are
teaching multi-levels.
Secondary Extra Class Periods
Standard allocated compensation
After leveling, post master
schedule review a teacher may
pick up additional class during PLC
period, if approved by HC.
ES Teacher Assistant Career Start
Stipend
$500 newly hired TA for special
education, PK,or PE (ESSER)
Hard-to-Fill Stipend Teachers
$2,000 hired after August 1 or
after for the 2022-2023
This is an ESSER stipend to assist
with filling district defined
hard-to-fill positions specific to the
2022-23 school year.
Long Term Subs
$750 at the end of the semester
for a Certified teacher
$600 st the end of the semester for
a degreed substitute
Payment is per semester; also pay
for PD/Planning (ESSER)
Austin ISD Compensation Manual 2022-2023 Page 54
2022-23 AISD Position Starting & Ending Dates
This document can be found by visiting the Human Capital Online Library (Must be logged in to your AISD
account.)
Any and all exceptions to the Compensation Manual must be approved by the Chief of Human Capital.
– END OF DOCUMENT –
Austin ISD Compensation Manual 2022-2023 Page 55
