Compensation
It is the goal of the North East Independent School District to offer a competitive compensation package to recruit and retain quality personnel, while maintaining internal and external equity.
2025-2026 School Year
Classroom Teachers*
Salaries for classroom teachers are based on the salary ranges below (10-month schedule).
*Texas Education Code § 5.001 defines “classroom teacher” as an educator who is employed by a school district and who, not less than an average of four hours each day, teaches in an academic instructional setting or a career and technology instructional setting.
Salary guide examples:
MINIMUM
$57,500
5 Years
$63,100
13 Years
$65,850
20 Years
$69,050
MAXIMUM
$70,700
All salary ranges are adopted annually by the Board of Trustees. The District ensures salary placement for new hires will be based on verified years of experience according to the Commissioner’s Rules on Creditable Years of Service. These ranges should not be used to project salary amounts for subsequent years.
Additional Information
Classified (Paraprofessionals/Auxiliary) New Hire Ranges
Certified (Administrative/Professional) New Hire Ranges
Proration of Salary
North East ISD prorates the gross pay for all Certified and Paraprofessional employees. Proration is a calculation which distributes the payment equally over a set period of time. For employees that are not scheduled to work during the summer months or holiday breaks, this means that you will still receive your normal standard gross during those periods.
Professional and paraprofessional employees have their salary prorated equally over a specific number of payments for the school year. Prorated salaries are based on the number of days in your work schedule, scheduled hours per day, and hourly rate. Please see example below:
NON-EXEMPT FORMULA TO CALCULATE BIWEEKLY STANDARD GROSS
- Daily Rate = Hourly rate x Number of hours per day
- Annual Base Salary = Daily rate x Number of days in work schedule
- Standard Biweekly Gross Pay = Annual Base Salary / 26 biweekly payments
EXAMPLE FOR NON-EXEMPT WHO STARTED THE FIRST DAY OF THE WORK SCHEDULE
- Hourly Rate = $11.00
- Days in work schedule = 179
- Daily Rate = $11.00 x 8 hrs = $88.00
- Annual Base Salary = $88.00 x 179 days = $15,752
- Biweekly Gross Pay = $15,752 / 26 biweekly payments = $605.85 standard gross per check
EXAMPLE FOR EXEMPT WHO STARTED THE FIRST DAY OF THE WORK SCHEDULE
- Annual Base Salary = $60,000
- Standard Monthly Gross Pay = $60,000 / 12 payments = $5,000 standard gross per check
LATE / MID-YEAR HIRES
Annual salary and gross pay will be adjusted based on hire date, actual work days remaining in the work schedule and payments remaining for the specific school year.
EXAMPLE FOR NON-EXEMPT LATE HIRE: Employee was hired 12/5/2019, making $11/hour, will be working 106 days, and has 18 checks remaining to pay this school year.
Using the same formula above for non-exempt, the BW standard gross for this employee will be $518.22.
Using the same formula above for non-exempt, the BW standard gross for this employee will be $518.22.
NOTE: The above examples are for illustration purposes only and do not factor in any deductions or other benefits selected by individual employees.
Memo of Proration of Salary-Certified Employees
If you have questions regarding proration, please contact the Payroll Department at 407-0186.
Alternative Pay
Compensation Plan
Employment Verification
Do you need to verify your employment or the employment of a NEISD employee?
FAQs
Q: What is a pay grade, and how are jobs assigned to a pay grade?
A: Pay grades are a group of jobs that have similar value based on distinct compensable factors, including skill requirements, effort, responsibility, working conditions, and market-pricing. The District evaluates the essential functions of a position based on these compensable factors and determines the appropriate placement within the various pay grades of the District’s Compensation Plan. Typically, the greater the level of compensable factors present in a job, the higher the pay grade. Pay grades are based entirely on the job’s essential functions, not the qualifications, credentials, or performance of employees.
Q: How is midpoint of a pay grade determined?
A: Midpoint is considered the competitive market rate for the job. The midpoint is sometimes referred to as the control point and is located halfway between the minimum and maximum of the pay range. Because control points of a pay range are tied to the market, the midpoint of a pay range may change from year to year based on the job’s market value at that time.
Q: How do I reach the midpoint rate of a pay grade?
A: Depending on the type of job, when an employee is hired into a pay grade, their salary is determined based on years of job-related work experience. After being hired into a pay grade, employees move within a pay grade through general pay increases that are considered annually and if approved by the Board of Trustees. These general pay increases are based on a percentage factor applied to the midpoint rate to calculate an equal dollar raise for jobs at each pay grade level.
Q: Do I receive additional compensation for an advanced degree?
A: Only Teachers and Librarians who earned a master’s degree or higher are eligible for additional compensation added to their base pay as outlined here: Advanced Degree Stipends