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District proposes $63,000 starting salary for teachers, experience-based increases and 3% for non-teacher staff
Summary
For 2025–26 Richardson ISD staff presented a compensation proposal that would set a $63,000 starting teacher salary, increase pay for experienced teachers and provide a 3% increase for non-teacher staff; district estimated total costs and asked trustees for directional feedback ahead of June budget adoption.
District finance and human-resources leaders presented a proposed compensation package for the 2025–26 budget that the administration asked trustees to review ahead of formal adoption in June.
Key features presented: - Proposed new teacher starting salary: $63,000 for 0 years of experience. Steps would increase in $500 increments for years 0–10 and $1,000 increments for 11+ years. - For returning teachers, the district proposed applying the greater of (a) the new step on the schedule or (b) a fixed supplement: $2,500 for teachers with 0–10 completed years, and $3,000 for teachers with 11+ completed years. - The district proposed a 3% pay increase for non-teacher employee types (campus administrators, central office, paraprofessionals, etc.). - Market adjustments for select job classifications identified as more than 5% under benchmark would be made; the district estimated the market-adjustment package would cost roughly $14.4 million.
District staff provided cost estimates: restructuring teacher steps and the experience-based supplements carries an approximate price tag of $9.7 million (district estimate). The administration emphasized that all amounts are contingent on the final state budget outcome; the legislature’s funding reconciliation could require adjustments before final adoption.
Administrators said the proposed structure aims to avoid pay compression while rewarding experience, to strengthen recruitment of experienced teachers and to make the district more competitive. HR reported an increase in applicant volume since prior pay changes and said the district has targeted job fairs and partnerships to fill critical special-education and bilingual positions.
Trustees asked clarifying questions about stipends, how the proposal interacts with state legislative action and communication timing. The board will consider final budget and compensation adoption in June; the administration sought directional approval and early feedback.
