MONTGOMERY ISD BOARD OF TRUSTEES APPROVES RAISES FOR 2025–26 SCHOOL YEAR
The Montgomery ISD Board of Trustees has approved the district’s employee compensation plan as part of a balanced budget for the 2025-26 school year, delivering meaningful salary increases for teachers and all other staff members. The plan builds on the momentum from the successful passage of Proposition A in November 2024 and was finalized following the recent approval of House Bill 2, the state’s major school finance legislation in 2025.
“Throughout the legislative session, we remained focused on advocating for the resources our schools and staff need to continue thriving,” Superintendent Dr. Mark Ruffin said. “We are incredibly grateful to Senator Brandon Creighton and Representative Will Metcalf, along with their dedicated teams, for their partnership and for ensuring House Bill 2 provided meaningful raises for teachers across Texas. Thanks to the support of our community through Proposition A, and the increased funding through House Bill 2, we are able to provide all staff members with meaningful compensation increases and increase teacher pay beyond the state-funded amounts for teacher raises included in the new Teacher Retention Allotment.”
While HB 2 included a new Teacher Retention Allotment to fund raises for teachers with three or more years of experience, Montgomery ISD chose to utilize other available funding to go above and beyond the state’s requirements, investing more than $2.6 million in additional locally funded compensation increases to ensure all staff members benefit.
2025–26 Compensation Plan Highlights
The board was committed to increasing our investment to ensure we accomplished the following through this compensation plan:
• Provide raises for all staff on the teacher pay schedule, regardless if they are funded by the state.
• Increase teacher pay MORE than what is minimally required in HB 2.
• Provide meaningful compensation increases for all staff members and do so as comparably as possible.
• Provide financial stability for future compensation plans.
• Offset rising healthcare costs
Here is what this means for every employee on the teacher/nurse/librarian hiring schedule:
• 0–2 years of experience: $2,600-$2,895 raise (locally funded)
• 3–4 years of experience: $2,900 raise (includes $2,500 from HB 2 plus local funds)
• 5+ years of experience: $5,250 raise (includes $5,000 from HB 2 plus local funds)
You can see the updated 2025-26 teacher/nurse/librarian hiring schedule here.
Auxiliary, Clerical, Transportation, Administrative, and all other employee groups:
• Employees on Auxiliary/Support, Clerical/Paraprofessional, Safety and Security, Child Nutrition, and Transportation pay schedules will receive a 6% raise, calculated from the midpoint of their respective pay ranges.
• Employees on the Administrative/Professional staff hiring schedule will receive a 4% raise, calculated from the midpoint of their pay grade.
Other Increases:
• Substitute teacher daily rate: Increased by $5 per day.
• One-time $500 retention stipend for all employees in December 2025
• Increases monthly district healthcare contribution from $370 to $400 ($4,800 annually)
“Our amazing teachers and staff are the heartbeat of Montgomery ISD, and this plan reflects our deep appreciation for the work they do each and every day,” said Board President Eddie Winn. “We are especially proud that Montgomery ISD didn’t stop at what the state provided—we went further. With support from Proposition A, we made the decision to invest in every employee, regardless of role or years of experience. It’s a statement of how much we value our team and the essential work they do for our students.”
Proposition A-Funded Investments in Staffing
In addition to compensation increases, the plan includes new campus-based positions made possible by Proposition A, which was approved by voters in 2024. These positions are designed to enhance student support and instructional capacity across the district.
Already Added in 2024–25:
• Four new elementary teaching positions to reduce class sizes
• Five SPED paraprofessionals
• Gifted & Talented Coordinator
• Lead Detective, MISD Police Department
New for 2025–26:
• Four Teacher positions for growth and/or class size reduction
• Increased police officer certification stipends
• Augmented certain pay grades to ensure market value competitiveness
• 3rd Assistant Principal at Oak Hills Junior High (growth need based on student enrollment)
• 4 Campus-Based Instructional Coaches (one at each secondary campus)
• 28 SPED positions districtwide (paraprofessionals, teachers, professional staff)
• Budget for increased staffing in other critical areas like transportation
“We’re proud to continue delivering on our promise to invest directly in people, classrooms, and campuses,” Board Vice President Laurie Turner said. “Thanks to the community’s trust and support, we’re not only enhancing compensation but also expanding the team of professionals supporting our students and teachers every day. With the implementation of this compensation plan and the added campus-based positions, we’ve followed through on every commitment made during the Proposition A informational campaign.”
The full 2025–26 MISD Compensation Plan can be viewed here.