Compensation Manual 2021-2022

Austin ISD Compensation Manual 2021-2022 2

Table of Contents

I. Compensation Terminology

II. Compensation Philosophy & Department Responsibilities

a. Function of the compensation program

b. Equal opportunity employer information

III. Elements of Compensation Management

a. Defining & Evaluating Jobs

b. Determining A Job’s Market Value

c. Determining Employees Actual Pay Rate

d. Administering Pay Over the Long Term

IV. Salary Calculations

a. Service Credit Applied

b. Documentation for Service Credit

c. Determining Pay for Promotions

d. Involuntary Transfer, Administrative Transfer & Transfer Due to Staffing

Reductions/Reorganizations

e. Salary Freezes

f. Back Pay

g. Overpayments

h. Salary Proration

i. Employees Working Summer School

V. Pay Administration/Salary Structures

a. AP Structure (Administrator/Professional)

b. AUX (Auxiliary)

c. BD (Bus Drivers)

d. NIS (Non-Instructional Support)

e. IS (Instructional Support)

f. IT (Technology)

g. PD (Police Department

h. Teacher/Librarian

i. Substitutes

j. Temporary Workers

VI. PPfT Compensation for Teachers

VII. Pay Topics

a. Overtime

b. Compensatory Time

c. Compensation During Closures

d. Premium Pay During Disasters

e. Pay Periods

f. Work Schedules

g. Daily Work Schedules

VIII. Supplemental Earnings

a. Stipends

b. Supplemental Pay

IX. Calendar Start/End Dates

Austin ISD Compensation Manual 2021-2022 3

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 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 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 TRS

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 s/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.

Mid-point – 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. With

teachers on a state mandated step and grade scale, their mid-point is the average of their collective salaries.

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.

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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.

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 XII, Appendix for pay plan codes and definitions.

Peers – Other employees in your same position and/or calendar with similar years of qualifying creditable

experience.

Permanent Sub – A sub assigned to an Improved Rating Campus the entire school year.

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 s/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 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

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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.

Transfer / Lateral – A lateral transfer occurs when an employee moves into a position which is in the same pay

grade 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.

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 allow 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.

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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:

• Temp/Hourly

• Supplemental

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), Instructional Support (IS), Non-Instructional Support (NIS), Bus

Drivers (BD), Police Department (PD), Technology (IT)

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 related 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.

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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. Such placements should be reviewed by the

Compensation Analyst.

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 will account for years of experience as a licensed,

commissioned police officer, while also ensuring internal compensation equity with employees in the same

position with similar experience.

Professional Employees:

Professional 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.

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 13-14; NIS10; PD 4-6; IT 6-7) will be

placed on the scale based on their professional and administrative experience at a 1:1 ratio. Relevant classified

experience (capped at 3 years) may also be considered for these positions. 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:

Salaries are determined through experience credit by placement at the appropriate step of the Teacher/Librarian

Compensation Placement Table. AISD grants one (1) year of teaching experience for every one (1) year of TEA

approved teaching experience.

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

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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 Analyst 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 Analyst will make the salary adjustment

retroactive to the employee’s date of hire. Documentation does not have to be all submitted at the

same time, but does have to be submitted within the 135 calendar days of hire date into the

position.

• If the employee submits additional experience credit within the 135 calendar days of the change of

assignment and prior to April 1st the Compensation Analyst will make additional salary adjustments

as necessary, retroactive to the employee’s date of hire in the new position. 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 employees 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 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 205 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.

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.

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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.

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

Former Austin ISD employees who return to the district will be placed at the appropriate pay level for the position

in which they are newly hired. This may differ from the pay level and/or position they occupied at the time of their

departure from the district. 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.

Police Officers who are hired for the same position following a break-in-service that is less than twelve months

shall be reinstated at the same pay rate previously held prior to the break-in-service, or according to the

procedures for placement of new hires, whichever is greater. 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.

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:

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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/librarian moving outside the teacher/librarian pay

structure will be placed in the new pay structure for that

position.

*New service records can be reviewed within 30 days of change of assignment for existing employees.

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 paygrade 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. For supplemental earnings, back payment can only be rectified back to July 1 of the

current school year.

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 you further agree that the District may deduct any

wage overpayments from one or more of your paychecks. The District shall provide you with benefits as provided

Austin ISD Compensation Manual 2021-2022 12

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.

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 rates of pay are the

same as used during the normal school year based on the job and employee’s rate of pay.

Clerk, Teaching Assistant, Non-Instructional

Aide, Custodian

Regular hourly rate

Food Service

Adjusted summer rates of pay

Instruction/Tutoring for AISD professional

employees

$34.50/hour

Tutoring- non AISD professional

Current T/H or supplemental rate

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.

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 bimonthly 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

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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, up to a maximum of fifteen years.

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 twenty 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, market value, and structure midpoint.

Teacher/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)

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/Librarian: Teachers and Librarians are on a traditional step and grade pay structure upon initial hire.

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2021-2022 Administrative/Professional Pay Plan

Pay Grade

Duty Days

Minimum

Midpoint

Maximum

AP 1

187

Days

$49,742.00

$52,360.00

$67,298.00

226

Days

$61,880.00

$64,400.00

$83,720.00

AP 2

187

Days

$51,507.00

$60,595.48

$69,683.68

197

Days

$54,262.00

$63,835.88

$73,410.08

207

Days

$57,016.00

$67,076.28

$77,136.48

208

Days

$57,292.00

$67,400.32

$77,509.12

209

Days

$57,567.00

$67,724.36

$77,881.76

210

Days

$57,842.00

$68,048.40

$78,254.40

220

Days

$60,597.00

$71,288.80

$81,980.80

226

Days

$63,351.00

$74,529.20

$96,886.40

AP 3

187

Days

$54,080.00

$63,624.88

$69,987.37

197

Days

$56,972.00

$67,027.28

$73,730.01

202

Days

$58,418.00

$68,728.48

$75,601.33

205

Days

$59,286.00

$69,749.20

$76,724.12

207

Days

$59,864.00

$70,429.68

$77,472.65

208

Days

$60,154.00

$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

$66,516.00

$78,255.20

$97,308.64

AP 4

187

Days

$56,788.16

$66,812.86

$70,153.42

197

Days

$59,825.00

$70,385.74

$73,904.94

200

Days

$60,736.00

$71,457.60

$75,030.40

207

Days

$62,862.00

$73,958.62

$77,656.46

210

Days

$63,773.00

$73,958.62

$78,781.92

212

Days

$64,380.00

$75,745.06

$79,532.22

215

Days

$65,291.00

$76,816.92

$80,657.68

220

Days

$66,810.00

$78,603.36

$82,533.44

226

Days

$69,846.00

$82,176.24

$97,539.52

AP 5

200

Days

$63,776.00

$75,025.60

$78,774.40

210

Days

$66,965.00

$78,776.88

$82,710.43

215

Days

$68,559.00

$80,652.52

$84,682.48

220

Days

$70,154.00

$82,528.16

$86,651.84

225

Days

$71,748.00

$84,403.80

$88,621.20

226

Days

$73,342.00

$86,279.44

$102,406.72

AP 6

215

Days

$71,982.00

$84,675.60

$88,906.80

220

Days

$73,656.00

$86,644.80

$90,974.40

226

Days

$77,004.00

$90,583.20

$95,109.60

AP 7

220

Days

$77,334.00

$90,976.16

$95,522.24

Austin ISD Compensation Manual 2021-2022 15

226

Days

$80,850.00

$95,111.44

$112,889.92

AP 8

226

Days

$84,879.00

$99,858.64

$118,526.72

AP 9

226

Days

$89,111.00

$104,843.20

$110,087.20

AP 10

226

Days

$96,250.00

$113,233.60

$118,893.44

AP 11

226

Days

$103,445.00

$118,900.80

$124,052.80

AP 11 PD

226

Days

$106,726.24

$124,253.36

$129,466.08

AP 12

226

Days

$113,786.00

$130,787.20

$136,454.40

AP 13

226

Days

$120,612.00

$138,623.76

$144,627.68

AP 14

226

Days

$162,822.00

$187,146.40

$195,253.44

AP 15

226

Days

$170,973.00

$195,512.00

$205,023.84

AP 16

226

Days

$179,510.00

$206,337.60

$215,280.00

AP 17

226

Days

OPEN

2021-2022 Auxiliary & Bus Driver Pay Plan

Pay Grade

Duty Days

Minimum

Midpoint

Maximum

Aux 1

201

Days

$21,708.00

$25,202.31

$29,259.10

209

Days

$22,572.00

$26,205.39

$30,423.65

260

Days

$28,080.00

$32,600.01

$37,847.60

Aux 2

201

Days

$22,367.28

$25,967.72

$30,147.71

260

Days

$28,932.80

$33,590.08

$38,997.04

Aux 3

201

Days

$23,042.64

$26,751.79

$31,058.00

260

Days

$29,806.40

$34,604.31

$40,174.52

Aux 4

209

Days

$25,146.88

$29,410.48

$33,674.08

218

Days

$26,229.76

$30,676.96

$35,124.16

260

Days

$31,283.20

$36,587.20

$41,891.20

Aux 5

203

Days

$25,902.80

$29,654.24

$34,639.92

218

Days

$27,816.80

$31,845.44

$37,199.52

260

Days

$33,176.00

$37,980.80

$44,366.40

Aux 6

203

Days

$27,218.24

$31,197.04

$36,150.24

260

Days

$34,860.80

$39,956.80

$46,300.80

Aux 7

203

Days

$29,020.88

$33,243.28

$38,594.42

260

Days

$37,169.60

$42,577.60

$49,431.27

Aux 8

203

Days

$31,067.12

$35,744.24

$41,497.95

260

Days

$39,790.40

$45,780.80

$53,150.09

Aux 9

203

Days

$32,609.92

$37,530.64

$43,084.72

260

Days

$41,766.40

$48,068.80

$55,182.40

Aux 10

203

Days

$34,233.92

$39,398.24

$45,195.92

260

Days

$43,846.40

$50,460.80

$57,886.40

Aux 11

260

Days

$48,214.40

$55,473.60

$64,363.20

Austin ISD Compensation Manual 2021-2022 16

Aux 12

260

Days

$50,627.20

$58,198.40

$67,567.01

Aux 13P

225

Days

$52,578.00

$60,444.00

$68,310.00

226

Days

$60,756.80

$69,846.40

$78,936.00

Aux 13C

260

Days

$60,756.80

$69,846.40

$78,936.00

Aux 14

226

Days

$69,222.40

$79,560.00

$89,897.60

209

Days

$28,424.00

$32,520.40

$37,755.17

2021-2022 Non-Instructional Support Pay Plan

Pay Grade

Duty Days

Minimum

Midpoint

Maximum

NIS 1

209

Days

$22,572.00

$27,542.13

$33,607.20

218

Days

$23,544.00

$28,728.15

$35,054.40

260

Days

$28,080.00

$34,262.94

$41,808.00

NIS 2

209

Days

$23,625.36

$29,544.24

$35,463.12

218

Days

$24,642.72

$30,816.48

$36,990.24

224

Days

$25,320.96

$31,664.64

$38,008.32

260

Days

$29,390.40

$36,753.60

$44,116.80

NIS 3

209

Days

$26,935.92

$33,674.08

$40,412.24

218

Days

$28,095.84

$35,124.16

$42,152.48

233

Days

$30,029.04

$37,540.96

$45,052.88

260

Days

$33,508.80

$41,891.20

$50,273.60

NIS 4

218

Days

$29,508.48

$36,868.16

$44,227.84

260

Days

$35,193.60

$43,971.20

$52,748.80

NIS 5

218

Days

$30,973.44

$38,716.80

$46,460.16

233

Days

$33,104.64

$41,380.80

$49,656.96

260

Days

$36,940.80

$46,176.00

$55,411.20

NIS 6

218

Days

$33,136.00

$41,420.00

$49,704.00

233

Days

$35,416.00

$44,270.00

$53,124.00

260

Days

$39,520.00

$49,400.00

$59,280.00

NIS 7

260

Days

$42,702.40

$53,372.80

$64,043.20

NIS 8

209

Days

$37,753.76

$47,200.56

$56,647.36

260

Days

$46,966.40

$58,718.40

$70,470.40

NIS 9

260

Days

$51,667.20

$64,584.00

$77,500.80

NIS 10

226

Days

$55,776.80

$69,742.40

$83,699.20

Austin ISD Compensation Manual 2021-2022 17

2021-2022 Instructional Support Pay Plan

Pay Grade

Duty Days

Minimum

Midpoint

Maximum

IS 1

185

Days

$19,980.00

$24,379.40

$28,860.00

209

Days

$22,572.00

$27,542.13

$32,604.00

IS 2

209

Days

$23,249.16

$28,368.39

$34,225.84

218

Days

$24,250.32

$29,590.00

$35,699.68

260

Days

$28,922.40

$35,290.82

$42,577.60

IS 3

209

Days

$24,009.92

$29,728.16

$36,014.88

231

Days

$26,537.28

$32,857.44

$39,805.92

IS 4

209

Days

$25,213.76

$31,266.40

$37,820.64

IS 5

209

Days

$28,992.48

$36,048.32

$43,505.44

260

Days

$36,067.20

$44,844.80

$54,121.60

IS 6

209

Days

$31,032.32

$38,723.52

$46,548.48

260

Days

$38,604.80

$48,172.80

$57,907.20

IS 7

205

Days

$33,177.20

$41,377.20

$49,774.00

IS 8

209

Days

$37,737.04

$47,100.24

$56,597.20

231

Days

$41,709.36

$52,058.16

$62,554.80

2021-2022 Information Technology Pay Plan

Pay Grade

Duty Days

Minimum

Midpoint

Maximum

IT 1

260

Days

$33,987.20

$42,474.00

$50,960.00

IT 2

209

Days

$31,400.00

$39,259.00

$47,117.00

233

Days

$35,006.00

$43,767.00

$52,528.00

260

Days

$39,062.40

$48,838.40

$58,614.40

IT 3

260

Days

$46,945.60

$58,676.80

$70,408.00

IT 4

260

Days

$49,753.60

$62,192.00

$74,630.40

IT 5

260

Days

$52,728.00

$65,915.20

$79,102.40

IT 6

226

Days

$61,152.00

$76,440.00

$91,728.00

IT 7

226

Days

$64,209.60

$80,267.20

$96,324.80

IT 8

226

Days

$70,636.80

$88,296.00

$105,955.20

IT 9

226

Days

$74,172.80

$92,705.60

$111,238.40

IT 10

226

Days

$79,976.00

$99,964.80

$119,953.60

2021-2022 Police Department Pay Plan

Pay Grade

Duty Days

Minimum

Midpoint

Maximum

PD 1

261

Days

$46,311.84

$56,229.84

$67,170.96

PD 2

261

Days

$51,928.56

$63,078.48

$75,355.92

PD 3

261

Days

$55,561.68

$67,358.88

$80,617.68

PD 4

261

Days

$58,338.72

$70,762.32

$84,689.28

Austin ISD Compensation Manual 2021-2022 18

PD 5

261

Days

$68,862.24

$83,728.80

$99,889.92

PD 6

261

Days

$80,116.56

$97,467.84

$116,259.84

2021-2022 New Hire Pay Plan for Teachers and Librarians

Years of Experience

187- Day Annual Salary

Hourly Rate

$51,150

$34.191

$51,407

$34.363

$51,743

$34.587

$52,016

$34.770

$52,307

$34.964

$52,582

$35.148

$52,703

$35.229

$53,330

$35.648

$53,430

$35.715

$53,530

$35.782

$53,629

$35.848

$53,729

$35.915

$53,829

$35.982

$53,930

$36.049

$54,030

$36.116

$54,129

$36.182

$54,230

$36.250

$54,474

$36.413

$54,856

$36.668

$55,222

$36.913

$55,985

$37.423

$56,763

$37.943

$57,511

$38.443

$58,258

$38.942

$59,037

$39.463

$59,784

$39.962

$60,547

$40.472

$61,295

$40.972

$62,072

$41.492

$62,835

$42.002

30+

$63,583

$42.502

Austin ISD Compensation Manual 2021-2022 19

AUSTIN ISD SUBSTITUTE PAY PLAN

EFFECTIVE 6/1/2021

2021-2022 Teacher Substitute Pay Plan

Teacher Incentive Pay

(Per Day)

60+ College Hours

Degreed

Certified Teacher

Permanent Sub at

Improved Rating

Campus

Current Base Pay for

Teachers

$115.00

$125.00

$135.00

$150.00

Title 1 Campus

Assignment

$10.00

Special Education (Life

Skills, SCORES, SBS,

ECSE) Assignment

$5.00

AISD Retired Teacher

$5.00

Long Term Teacher

Pay (20 consecutive

days or more in the

same assignment)

$20.00 (Full day)

$10.00 (Half day)

Incremental Pay (45+

days in any

combination of

assignments)

$20.00 (Full day)

$10.00 (Half day)

Maximum Payout

Amount

$175.00

$185.00

$195.00

$210.00

2021-2022 Teacher Assistant Substitute Pay Plan

Teacher Assistant

Incentive Pay (Per Day)

60+ College Hours

Degreed

Certified Teacher

Permanent Sub at

Improved Rating

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

Special Education (Life

Skills, SCORES, SBS,

ECSE) Assignment

$5.00

Austin ISD Compensation Manual 2021-2022 20

Long Term Teacher

Assistant Pay (20

consecutive days or

more in the same

assignment)

$20.00 (Full day)

$10.00 (Half day)

Incremental Pay (45+

days in any

combination of

assignments)

$20.00 (Full day)

$10.00 (Half day)

Maximum Payout

Amount

$150.00

$155.00

$160.00

$170.00

Austin ISD Compensation Manual 2021-2022 21

AUSTIN ISD CLASSIFIED TEMPORARY-HOURLY

EFFECTIVE 6/1/2021

Flat Rates Category

Flat Rate

Lunchroom Monitor

$7.25

Food Service Substitutes

$12.00

Clerical – AISD Retirees

$15.00

Bus Drivers

$17.00

AVID Tutors – No Experience

$12.00

AVID Tutors - Experience

$15.00

Instructional Tutoring - Degreed

$25.00

Pay Grade

Pay Rate

Pay Grade

Pay Rate

NIS01

$12.00

IS01

$11.00

NIS02

$13.00

IS02

$12.00

NIS03

$14.00

IS03

$13.00

NIS04

$15.00

IS04

$14.00

NIS05

$15.50

IS05

$15.00

NIS06

$17.00

IS06

$17.00

NIS07

$18.00

IS07

$18.00

NIS08

$20.00

IS08

$19.00

NIS09

$21.00

IS09

$20.00

NIS10

$22.00

IS10

$21.00

Pay Grade

Pay Rate

Pay Grade

Pay Rate

IT01

$14.00

AUX01

$12.00

IT02

$15.00

AUX02

$12.50

IT03

$16.00

AUX03

$13.00

IT04

$19.00

AUX04

$13.50

IT05

$21.00

AUX05

$14.00

IT06

$24.00

AUX06

$15.00

IT07

$26.00

AUX07

$15.50

IT08

$28.00

AUX08

$17.00

IT09

$30.00

AUX09

$18.00

IT10

$35.00

AUX10

$19.00

AUX11

$20.00

AUX12

$21.00

AUX13

$23.00

AUX14

$25.00

Austin ISD Compensation Manual 2021-2022 22

AUSTIN ISD ADMINISTRATIVE/PROFESSIONAL RATES

TEMPORARY-HOURLY AND SUBSTITUTE RATES

EFFECTIVE 6/1/2021

Position and Pay Grade

Rate

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- Librarian

$34.50

Instructional Tutoring-AISD Certified

$34.50

Band Instructor

$28.00

Austin ISD Compensation Manual 2021-2022 23

AUSTIN ISD STUDENT SUPPORT SERVICES

TEMPORARY-HOURLY RATES

EFFECTIVE 6/1/2021

Student Support Services-Adult Classes

Starting Wage

Maximum Wage

ABE/GED/ESL Instructors

$19.00

$34.50

Youth Programs Child Care and Camps

Starting Wage

Maximum Wage

Child Care Worker

$10.00

$13.00

Lead Child Care Worker

$13.00

$16.00

Summer Camp Director

$13.00

$16.00

After School Classes and Programs

Starting Wage

Maximum Wage

Snack Monitor

$8.00

After School Teacher Assistant

$10.00

After School Enrichment Instructor (Non-Certified)

$10.00

$16.00

After School Enrichment Instructor (Cert Non-AISD Tch)

$18.00

After School Enrichment Instructor (Cert AISD Tch)

$25.00

21st Century Community Learning Center Enrichment Instructor

$13.00

Program Specialist - Non AISD

$17.00

Program Facilitator

$18.00

Instructional Tutoring - AISD Prof Employee

$34.50

Instructional Tutoring - Degreed

$25.00

Facility Use and Management

Starting Wage

Maximum Wage

Custodian

$10.00

Student Aide

$7.25

Setting the Salary Rate

1. Classified Non-Exempt employee guidelines according to the DOL. (*If more than 40 hours are worked, at least one

and one-half times the regular rate for each hour over 40 is due”.)

2. The AISD workweek begins at 12:00 a.m. Saturday and ends at 11:59 p.m. Friday.

Austin ISD Compensation Manual 2021-2022 24

SUMMER SCHOOL PAY RATES 2021

ADMINISTRATIVE / PROFESSIONAL RATES

ACTIVITY POSITION

CODE

TITLE/ACTIVITY

2020 HOURLY

RATE OF PAY

12668

Teacher, Librarian (Including Tutoring)

$34.50

Large scale, District level program

12679

Principal, High School

$67.00

12680

Principal, Middle School

$60.00

12678

Principal, Elementary School

$52.00

Includes administrator over special program/camp

12658

Assistant Principal, High School

$45.00

12659

Assistant Principal, Middle School

$39.50

12657

Assistant Principal, Elementary School

$39.00

Other

12669

Instructional Coordinator

$42.00

12673, 12684, 12670,

12666, 12674

Occupational Therapist, Speech Pathologist, LSSP, Educational Diagnostician, Physical

Therapist

$38.50

12663

Counselor

$36.00

12688

Substitute Teacher

$10.00

Summer School Principal Planning and Preparation Stipend

Effective Summer 2017, Summer School overlap pay was replaced by a one-time stipend.

This stipend covers all duties associated with planning and preparation for Summer School.

Stipends are limited to the Summer School Principal only.

Principal, High School

$1,500.00

Principal, Middle School

$1,500.00

Principal, Elementary School

$1,125.00

NON-EXEMPT RATES

12466

Auxillary 1-13C, BD, NIS 1-9, IS, IT 1-5 and other Non-Exempt employees are paid their regular

hourly rate of pay if working in their regular or similar assignment.

OTHER RELATED SUMMER COMPENSATION RATES

See Guidelines and Rates for Supplemental Pay

Curriculum Writing

12664

Curriculum Writing for Campus Level/Professional Non-Instructional Work/Planning & Prep

$25.00/hr

12665

Curriculum Writing for District Level Audiences

$28.00/hr

Staff Development

12672

Attending Staff Development Outside of Workday

$15.00/hr

12677

Presenting Staff Development Outside of Workday

$25.00/hr

12676

Preparing Staff Development Outside of Workday (See guidelines)

$25.00/hr

Austin ISD Compensation Manual 2021-2022 25

PPFT Compensation for Teachers

BACKGROUND

Professional Pathways for Teachers (PPfT) is the result of the collaboration between Austin Independent School

District, Education Austin, and American Federation of Teachers (AFT) to design a Human Capital System that

blends appraisal, compensation, professional learning, and teacher leadership. The Board of Trustees approved a

consultation agreement on April 25, 2016 to implement a new compensation framework beginning in the 2016-

2017 school year. For the PPfT system, a teacher is defined as staff with a half-time or greater teaching assignment,

and whose primary assignment is a teaching assignment.

THE FRAMEWORK

The PPfT Compensation Framework is base-building, which means it adds permanent pay increases to a teacher’s

base salary. This framework does not impact stipends or board approved raises. Teachers will still be able to earn

all district approved stipends and raises. The framework builds the base salary in a second way through a point

system. 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.

*Please see the attached document for information on enhanced compensation campuses.

Elements

Professional Points (per year)

Current Year of Service

Appraisal

Effective

Highly Effective

Distinguished

Standard

Enhanced

PDU (Professional Development Unit)

Leadership Pathways

4 micro-credentials & badge

Professional Points (per 2 years)

LP Plus 1

BASE SALARY INCREASES

As teachers earn PPfT Compensation points, they will become eligible for base salary increases outlined on the

table below. Teachers earn increases when the point amount is determined at the end of the school year. The

base salary increase will be added to the teacher’s salary for the following year. For example, once a teacher earns

5 points, the teacher will receive a $500 increase to the base salary. Once the teacher earns an additional 5 points

for a total of 10 points, the teacher will earn another $750 increase. The next increase would come at 20 points.

The amount associated with the points is only earned once, but the base salary increase is permanent while staffed

in a teaching position in AISD. The increases listed below are based on a full-time 187-day teaching contract.

See next page for a chart explaining the base increases.

Austin ISD Compensation Manual 2021-2022 26

PPfT BASE SALARY INCREASES

Professional

Points

Base

Increase

Professional

Points

Base

Increase

Professional

Points

Base

Increase

$500

110

$750

220

$750

120

$750

230

$750

130

$750

240

$750

140

$750

250

$750

150

$750

260

$750

160

$750

270

$750

170

$750

280

$750

180

$750

290

$750

190

$750

300

$750

200

$750

100

$750

210

$750

Austin ISD Compensation Manual 2021-2022 27

PPfT Enhanced Compensation Campuses 2021-2022

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 21-22 school year.

High Schools

Elementary Schools

Eastside Memorial High School

Andrews Elementary

Navarro High School

Barrington Elementary

Northeast High School

Brown Elementary

Travis ECP High School

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

Webb Middle School

Langford Elementary

McBee Elementary

Accountability Based Campuses

Overton Elementary

Martin Middle School

Perez Elementary

Mendez Middle School

Pickle Elementary

Widen Elementary

Metz-Sanchez Elementary

Uphaus ECCL

Special Campuses

Walnut Creek Elementary

Rosedale

Wooldridge Elementary

Wooten Elementary

* Any additions or adjustments to Enhanced Compensation Campuses may be made throughout the year

More details around PPfT Compensation can be obtained in the PPfT Compensation Guide published annually by

the Employee Effectiveness Department.

Austin ISD Compensation Manual 2021-2022 28

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 2021-2022 29

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.

Austin ISD Compensation Manual 2021-2022 30

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 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, 208 BUSD calendars are paid bi-weekly over 10 months; benefit

deductions only occur however 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 various summer programs as needed and as long as it is consistent with state law.

Supplemental 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 contract. The stipend allows an

employee to be compensated for specific duties or occurrences that are considered beyond the scope of their

present occupation or contract. Stipend payouts are subject to their respective months of disbursement and may

begin paying out as early as July 1

and ending as late as June 30

for the fiscal year.

Austin ISD Compensation Manual 2021-2022 31

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.

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 lump 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 employees on Compensation Placement Tables 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.

Stipend Request:

A stipend request can be reviewed upon completion of the stipend authorization form housed on the online

library.

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.

Athletic Coordinators:

Austin ISD Compensation Manual 2021-2022 32

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

duties. Additionally, campus principals must exchange a FTE on their campus BTO 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. Additionally, any Coach that leaves the district after a season is complete may be

entitled to full stipend amount.

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 by the compensation

analyst.

2. Must have an average of 10 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 Services.

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 2021-2022 33

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.

HIGH SCHOOL STIPENDS, 2021-2022 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)

$7,364

212

12192

3521

Athletic Coordinator* (split role)

$5,000

212

12193

3522

Head Coach, Varsity Football

$12,272

202

12277

3586

Defensive Coordinator, Varsity Football

$7,460

202

12276

3585

Offensive Coordinator, Varsity Football

$7,460

202

12194

3523

Assistant Coach, Varsity Football

$6,562

202

12197

3524

Asst. Coach, Non-Varsity Football1

$5,062

202

12197

3524

Asst. Coach, Freshman Football1

$5,062

197

BASKETBALL STIPENDS

12200

3525

Head Coach, Varsity Basketball

$7,364

187

12203

3526

Assistant Coach, Jr. Varsity Basketball

$4,966

187

12219

3534

Freshman Coach, Basketball

$3,682

187

12220

3534

Freshman "B" Coach, Basketball

$3,682

187

VOLLEYBALL STIPENDS

12206

3527

Head Coach, Varsity Volleyball

$6,820

202

12207

3528

Assistant Coach, Jr. Varsity Volleyball

$4,601

202

12216

3533

Freshman Coach, Volleyball

$3,412

197

12217

3533

Freshman "B" Coach, Volleyball

$3,412

197

TRACK STIPENDS

12208

3529

Head Coach, Track

$6,820

187

12211

3530

Assistant Coach, Jr. Varsity Track

$4,601

187

12222

3535

Freshman Coach, Track

$3,682

187

12223

3535

Freshman "B" Coach, Track

$3,682

187

BASEBALL STIPENDS

Austin ISD Compensation Manual 2021-2022 34

12214

3531

Head Coach, Baseball

$6,820

187

12215

3532

Assistant Coach, Jr. Varsity Baseball

$4,601

187

12262

3567

Freshman Coach, Baseball

$3,682

187

SOCCER STIPENDS

12225

3536

Head Coach, Soccer

$6,820

187

12226

3537

Assistant Coach, Soccer

$4,601

187

12278

3587

Freshman Coach (JVB), Soccer

$3,682

187

WRESTLING STIPENDS

12238

3543

Head Coach, Wrestling

$6,820

187

12263

3568

Assistant Coach, Jr. Varsity Wrestling

$3,682

187

12264

3568

Assistant Coach (2), Jr. Varsity Wrestling

$3,682

187

SOFTBALL STIPENDS

12239

3544

Head Coach, Softball

$6,820

187

12259

3564

Assistant Coach, Jr. Varsity Softball

$4,601

187

12266

3569

Freshman Coach, Softball

$3,682

187

SWIMMING/DIVING STIPENDS

12235

3540

Swimming / Diving Coach

$6,135

187

12258

3563

Assistant Swimming Coach

$2,639

187

1 Some schools may have Asst Coaches for Non-Varsity Football who are not granted additional duty days.

HIGH SCHOOL STIPENDS, 2021-2022 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.

STIPEND

NUMBE

PAY CODE

STIPEND NAME

ANNUAL

AMOUNT

TOTAL DUTY

DAYS

# DAYS

OVER

187

OTHER ATHLETICS STIPENDS

12229

3538

Tennis Coach

$6,135

187

12269

3582

Assistant Tennis Coach

$2,639

187

12232

3539

Golf Coach

$6,135

187

12272

3583

Assistant Golf Coach

$2,639

187

12237

3542

Cross Country Coach

$5,283

187

12273

3584

Assistant Cross Country Coach

$2,638

187

12256

3561

Athletic Trainer

$7,033

202

12260

3565

Powerlifting

$3,138

187

12240

3545

Drill Team Director

$7,073

192

12241

3546

Cheerleader Director

$3,499

187

Austin ISD Compensation Manual 2021-2022 35

NON-ATHLETICS STIPENDS

12242

3547

Band Director

$10,435

207

12243

3548

Assistant Band Director

$5,339

207

12244

3549

Mariachi Band Director

$5,828

187

12245

3550

Orchestra Director

$6,000

187

12246

3551

Choral Director

$5,244

187

12248

3553

Dramatics Director

$5,828

187

12249

3554

Forensics Director

$5,828

187

12250

3555

Assistant Forensics Director (9

tournaments/year max)

$240

187

12251

3556

Publications Director

$4,617

187

12252

3557

Future Teacher Organization Director

$2,316

187

12253

3558

Production Print Shop Manager

$5,845

187

12254

3559

Cosmetology

$2,782

187

12255

3560

Department Chair (Stipend only. No off-period.)

$6,135

187

12257

3562

UIL Coordinator

$447

187

12267

3570

Student Council

$3,499

187

12268

3571

National Honor Society

$2,316

187

19978

3572

Robotics

$3,000

187

MIDDLE SCHOOL STIPENDS, 2021-2022 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.

STIPEND

NUMBE

PAY CODE

STIPEND NAME

ANNUAL

AMOUNT

TOTAL DUTY

DAYS

# DAYS

OVER

187

FOOTBALL STIPENDS

12279

3591

Athletic Coordinator

$1,316

187

12280

3592

Head Football Coach

$3,271

187

12281

3593

Assistant Football Coach

$2,454

187

OTHER ATHLETICS STIPENDS

12284

3594

Head Coach, Volleyball

$2,107

187

12287

3595

Head Coach, Basketball

$2,107

187

12290

3596

Head Coach, Track

$1,843

187

12303

3606

Head Coach, Tennis

$1,843

187

12307

3610

Head Coach, Soccer

$1,843

187

12293

3597

Cheerleader Director

$1,942

187

Austin ISD Compensation Manual 2021-2022 36

12294

3598

Pep Squad Director

$1,942

187

NON-ATHLETICS STIPENDS

12295

3599

Band Director

$5,217

197

12296

3600

Assistant Band Director

$2,916

187

12297

3601

Mariachi Band Director

$2,433

187

12298

3602

Orchestra Director

$4,226

187

12299

3603

Choral Director

$2,916

187

12300

3604

Dramatics Director

$1,942

187

12301

3614

Newspaper and Yearbook Director

$3,208

187

12304

3607

Future Teachers Organization Director

$1,624

187

12305

3608

Department Chair (not Sp Ed, stipend only, no

off-period)

$836

187

12310

3611

Sp Ed Department Chair (Stipend only. No off-

period.)

$2,937

187

12311

3612

Student Council

$1,624

187

12312

3613

National Junior Honor Society

$1,624

187

19979

3615

Robotics

$2,500

187

Austin ISD Compensation Manual 2021-2022 37

BILINGUAL EDUCATION STIPENDS FOR 2021-2022

1. General Eligibility Criteria:

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).

b) The employee’s position code in the HR system must reflect a position eligible for the stipend. (T-positions;

BIL positions, DL positions)

c) Teachers, librarians, and counselors must have a valid Texas bilingual teaching certificate or one-year permit.

d) Employees listed in #3 below must have a valid Texas bilingual teaching certificate or one-year permit or a

passing score on the Bilingual Target Language Proficiency Test.

2. Eligibility for the $6000 Stipend:

a) Elementary Teachers serving in a Bilingual Classroom

b) Secondary Teachers serving in a Dual Language Classroom, prorated as described in 6a.

c) Elementary Special Education Teachers serving in a Bilingual Classroom

d) Bilingual Dyslexia Intervention Teachers- (as designated by 504/Dyslexia Department as required)

e) Bilingual Certified 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) Bilingual Certified Librarians not eligible under 2e, Bilingual Certified Counselors

b) Campus-funded Bilingual Intervention Teachers

c) Bilingual Dyslexia Intervention Teachers- (not designated by the 504/Dyslexia Department as required)

d) 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.

Austin ISD Compensation Manual 2021-2022 38

d) An employee who starts after the start of school will be paid a percentage of the stipend determined by the

start date:

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.

SPECIAL EDUCATION STIPENDS FOR 2021-2022

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 Specialists, Life Skills Specialists, 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:

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 2021-2022 40

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.

Position

Monthly Amount ($)

Number of Months

Elementary School Assistant Principal

$38

Middle School Assistant Principal

$46

High School Assistant Principal

$61

Elementary School Principal

$79

Middle School Principal

$149

High School Principal

$201

Director

$219

Executive Director

$625

Associate Superintendent

$750

Assistant Superintendent

$625

Chief Officer/Chief Officer School Leadership

$625/$750

*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.

Austin ISD Compensation Manual 2021-2022 41

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

Associate Superintendent

$60

Assistant Superintendent

$60

Executive Director

$60

Senior-level MIS Position

$50

Principal

$40

Director

$40

Austin ISD Compensation Manual 2021-2022 42

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.

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.

5. A substitute employee is not eligible to receive supplemental earnings outside of substitute teaching.

6. 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. Non-exempt employees should not receive supplemental pay during their calendar days

outside of the exceptions outlined in this guide.

7. All supplemental earnings are subject to the employee and employer’s statutory deductions. Earnings may

qualify for Teachers Retirement System (TRS) eligibility.

8. 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.

9. Supplemental earnings are paid at the rate commensurate with the employee’s employment category at

the time of payout.

10. All supplemental duties for police officers, such as an athletic assignment or school-sponsored event, are

compensated at 1.5 times the officer’s normal hourly rate. Compensation for supplemental duties will be

paid in the next available pay cycle after the time has been BOTH approved by the approving manager and

processed by the AISD Payroll Department. Employees have responsibility to ensure that all supplemental

time is submitted to the AISD Police Department timekeeper in a timely manner, to ensure prompt

payment.

Austin ISD Compensation Manual 2021-2022 43

2021-2022 SUPPLEMENTAL PAY RATES

EFFECTIVE 6/1/2021

Activity

Code

Description

Hourly

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

Activity

Code

Description

Hourly

Rate

Type

Category

ADMIN/PROFESSIONAL

12660

Attending Staff Development ‐ AISD Prof Emp

$15.00

Hourly

12662

Child Care Manager

$31.00

Hourly

Prof/Admin

12663

Counselor

$37.00

Hourly

Prof/Admin

12664

Curriculum Writing/Prof Activity Campus Level

‐ Prof Emp

$25.00

Hourly

Prof/Admin

12665

Curriculum Writing/Prof Activity District Level ‐

Prof Emp

$28.00

Hourly

Prof/Admin

12666

Educational Diagnostician

$38.50

Hourly

Prof/Admin

12668

Instruction/Tutoring ‐ AISD Prof 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

$15.00

Hourly

Prof/Admin

12673

Occupational Therapist

$38.50

Hourly

Prof/Admin

12674

Physical Therapist

$38.50

Hourly

Prof/Admin

12676

Preparing Staff Development ‐ AISD Prof Emp

$25.00

Hourly

Prof/Admin

12677

Presenting Staff Development ‐ AISD Prof Emp

$25.00

Hourly

Prof/Admin

12684

Speech Pathologist

$38.50

Hourly

Prof/Admin

12698

Instructional Tutoring- Degreed

$25.00

Hourly

Tutoring

ADMIN/PROFESSIONAL

Activity

Code

Description

Hourly

Rate

Type

Category

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

Austin ISD Compensation Manual 2021-2022 44

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

Activity

Code

Description

Hourly

Rate

Type

Category

12687

Classified Employee ‐ Summer

Hourly

Summer

12688

Substitute Teacher ‐ Summer

$15.00

Hourly

Summer

12695

Summer Feeding ‐ FS Employees

$14.06

Hourly

Summer

12696

Summer Feeding ‐ FS Managers

$20.01

Hourly

Summer

Activity

Code

Description

Hourly

Rate

Type

Category

ATHLETICS

12361

Back‐up Trainers (non AISD)

$25.00

Hourly

Athletics

12362

Bus Driving by Coach in Sport Not Coached

$13.00

Hourly

Athletics

12363

Conducting CPR Training Class (max 6hrs)

$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)

$15.00

Hourly

Athletics

12367

Judging Competitions

$25.00

Hourly

Athletics

12369

Scheduler (Tournament or Reg)

$25.00

Hourly

Athletics

Activity

Code

Description

Hourly

Rate

Type

Category

CLASSIFIED

12371

Audio Operator

$20.00

Hourly

Classified

12372

Camera Operator

$15.00

Hourly

Classified

12466

Gen Activity ‐ Current hourly rate

Hourly

Classified

12592

LR/PK Monitor

$7.25

Hourly

Classified

12467

Police OT ‐ billed to other entities

Hourly

Classified

12479

Svc Ctr H‐keep ‐ Emergency cleanup

Hourly

Classified

12491

Video Editor

$25.00

Hourly

Classified

13283

Transportation ‐ BOLT Rate

Hourly

Transportation

12675

Police Officer ‐ Prof Other Duty

$25.00

Hourly

Police

12698

Instructional Tutoring ‐ Degreed

$25.00

Hourly

Tutoring

Activity

Code

Description

Hourly

Rate

Type

Category

STUDENT SUPPORT SERVICES

12492

21st Century Comm Learning Center

Enrichment Instructor

$13.00

Hourly

Student

Support

12583

ABE/GED/ESL Instr Assessment

$15.00

Hourly

Student

Support

Austin ISD Compensation Manual 2021-2022 45

12584

ABE/GED/ESL Instr Orientation

$12.00

Hourly

Student

Support

12558

ABE/GED/ESL Instructor

$19.00

Hourly

Student

Support

12559

ABE/GED/ESL Instructor

$19.50

Hourly

Student

Support

12560

ABE/GED/ESL Instructor

$20.00

Hourly

Student

Support

12561

ABE/GED/ESL Instructor

$20.50

Hourly

Student

Support

12562

ABE/GED/ESL Instructor

$21.00

Hourly

Student

Support

12563

ABE/GED/ESL Instructor

$21.50

Hourly

Student

Support

12564

ABE/GED/ESL Instructor

$22.00

Hourly

Student

Support

12565

ABE/GED/ESL Instructor

$22.50

Hourly

Student

Support

12566

ABE/GED/ESL Instructor

$23.00

Hourly

Student

Support

12567

ABE/GED/ESL Instructor

$23.50

Hourly

Student

Support

12568

ABE/GED/ESL Instructor

$24.00

Hourly

Student

Support

12569

ABE/GED/ESL Instructor

$24.50

Hourly

Student

Support

12570

ABE/GED/ESL Instructor

$25.00

Hourly

Student

Support

12571

ABE/GED/ESL Instructor

$25.50

Hourly

Student

Support

12572

ABE/GED/ESL Instructor

$26.00

Hourly

Student

Support

12573

ABE/GED/ESL Instructor

$26.50

Hourly

Student

Support

12574

ABE/GED/ESL Instructor

$27.00

Hourly

Student

Support

12575

ABE/GED/ESL Instructor

$27.50

Hourly

Student

Support

12576

ABE/GED/ESL Instructor

$28.00

Hourly

Student

Support

12577

ABE/GED/ESL Instructor

$28.50

Hourly

Student

Support

12578

ABE/GED/ESL Instructor

$29.00

Hourly

Student

Support

12579

ABE/GED/ESL Instructor

$29.50

Hourly

Student

Support

Austin ISD Compensation Manual 2021-2022 46

12580

ABE/GED/ESL Instructor

$30.00

Hourly

Student

Support

12581

ABE/GED/ESL Instructor

$30.50

Hourly

Student

Support

13808

ABE/GED/ESL Instructor

$31.00

Hourly

Student

Support

13809

ABE/GED/ESL Instructor

$31.50

Hourly

Student

Support

12582

ABE/GED/ESL Instructor

$32.00

Hourly

Student

Support

13810

ABE/GED/ESL Instructor

$32.50

Hourly

Student

Support

13811

ABE/GED/ESL Instructor

$33.00

Hourly

Student

Support

21162

ABE/GED/ESL Instructor

$34.50

Hourly

Student

Support

12622

ABE/GED/ESL Registration

$12.00

Hourly

Student

Support

12649

ABE/GED/ESL Training

$15.00

Hourly

Student

Support

12493

After School Enrichment Instructor Certified

$25.00

Hourly

Student

Support

12494

After School Teacher Assistant

$10.00

Hourly

Student

Support

12533

After School Enrichment Teacher-Certified

(Non-AISD)

$18.00

Hourly

Student

Support

12534

Cert Tchr Level 3 Classes

$34.50

Hourly

Student

Support

12535

Child Care Worker

$10.00

Hourly

Student

Support

12536

Child Care Worker

$10.50

Hourly

Student

Support

STUDENT SUPPORT SERVICES

Activity

Code

Description

Hourly

Rate

Type

Category

12537

Child Care Worker

$11.00

Hourly

Student

Support

12538

Child Care Worker

$11.50

Hourly

Student

Support

12539

Child Care Worker

$12.00

Hourly

Student

Support

12540

Child Care Worker

$12.50

Hourly

Student

Support

12541

Child Care Worker

$13.00

Hourly

Student

Support

12542

Custodian

$10.00

Hourly

Student

Support