Our Cedar Hill ISD Compensation package is designed to ensure we promote an atmosphere that attracts, motivates and retains high performing employees and provides support to the organizational mission to educate, empower and inspire.  By researching and evaluating the organizational needs of the district and assessing market trends, we proactively ensure our compensation programs are competitive and align with our district's philosophy.

We believe our compensation package is designed to support and reinforce our mission by attracting high quality educators to drive high quality academics that meet the scholars needs in a positive learning environment. Therefore, the goal of the Cedar Hill ISD Human Resources Department is to attract and hire the best through competitive salaries and a comprehensive benefits plan; build and motivate the best; and retain talented employees that help cultivate the best work environment for our staff and scholars.

At its July 21 meeting, the CHISD Board of Trustees approved the 2025-26 compensation plan. Although the Board previously approved the 25-26 budget, the requirements of HB2 made it necessary for the board to reevaluate the compensation plan. The newly approved plan includes the funds distributed from the state in the Teacher Retention Allotment (TRA) as according to HB2. In addition, the board also approved a 1% midpoint salary increase for non-administrative, non-teacher positions who do not qualify for the TRA and a flat increase between $500-$1500 for teachers with 0-2 years of experience. Under the approved plan, administrators will not receive a raise.

“We are thrilled that the Texas Legislature is recognizing the hard work and dedication of our teachers,” said Board President Dr. Denise Roache-Davis. “We wish that the district was in a position to offer a larger raise to every one of our employees, because every single person who serves in CHISD makes a profound difference in the lives of kids. Unfortunately, that is not our financial reality at this time, so the only increases we were able to give this year is with the funds coming directly from the State, which means we had to follow the criteria set by HB2.”

Employees should receive their salary letter by August 1. In the meantime, this document addresses some frequently asked questions. 

FAQs Regarding the CHISD 25-26 Compensation Plan and Teacher Retention Allotment (TRA)

What is the Teacher Retention Allotment (TRA)

The Texas Teacher Retention Allotment (TRA), created by House Bill 2, gives school districts money to help raise teacher salaries based on how long they've been teaching. Districts with over 5,000 students, such as Cedar Hill ISD, will get $2,500 for each teacher with 3–4 years of experience and $5,000 for those teachers with 5 or more years of experience. HB2 did not include funding to raise salaries for teachers with less than 3 years of experience or administrators.

How is “teacher” defined regarding TRA to identify who is eligible for raises?
According to the TRA law (Texas Education Code, Sec. 48.158), a classroom teacher is someone who:
- Teaches in an academic or career/technology setting for an average of at least four hours per day, and
- Has a job that usually requires a teaching certificate from the State Board for Educator Certification (SBEC), or does work that could require one. These teachers must also be listed as Staff Classification 087 (classroom teacher) in the district’s PEIMS records.

Who is eligible for TRA?
Employees who meet the rules above include people in these roles:
- Elementary, middle, and high school classroom teachers
- Special education teachers (both self-contained and resource/inclusion)
- Dyslexia specialists

Who is not eligible for TRA but will receive the 1% of the midpoint salary increase?

Additional non-administrative returning employees who don’t meet the State’s criteria for the TRA will get a 1% raise based on the pay range midpoint.
Examples include:
- Custodians, bus drivers, cafeteria workers, and other support staff
- Counselors
- Diagnosticians
- Instructional Specialists
- Instructional Coordinators
- Librarians
- Nurses
- Speech-Language Pathologists
- Paraprofessionals
- Non-administrative Professional Staff
- Police Officers

Did House Bill 2 include State funding for non-teaching staff?
HB 2 includes a $45 per student allotment to support raises for non-administrative staff. The CHISD Board of Trustees approved a 1% midpoint raise for all non-administrative employees who didn’t receive the TRA. Teachers with 0–2 years of experience will get between $500 and $1,500*.

How can I figure out how much of a raise I’ll get as a teacher?
To calculate your raise, count how many full years you’ve taught (remember, all teachers have a year 0). For example, if you started teaching in the 2020–2021 school year, you’ve completed 3 years of teaching and are starting your 4th year of teaching. That means you’d get the raise for 3 years of experience, which is $2,500.

What will teachers with 0-2 years of experience get?*
The following amounts will be added to the teacher’s salary schedule for those teachers with 0-2 years of experience:
- 0 years - $500
- 1 year - $1,000
- 2 years - $1,500
*DOI and Grow Your Own teachers with 0-2 years of experience are not included in any of the increases. 

Who is considered administrative staff?
Administrative staff includes principals, assistant principals, directors, executive directors, chiefs, and superintendents.

How will I know what exact raise will be?
You should get a salary letter by August 1.

I still have questions. Who should I contact?
human.resources@chisd.net