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2024-25 Stipends. $1,000 for teachers who hold a master's degree or higher. Compensation and Incentives From salaries to stipends, from healthcare to childcare, we are making an investment in our educators and staff. We're ensuring that when you call AISD your home, you're well taken care of in and out of the classroom.
DEC(Local) currently allows for partial pay for extended leaves due to a medical condition. Efective January 1, 2020, all partial pay will be eliminated. While employees may still be granted extended leaves, in order for an employee to be compensated they would need to file under their disability benefits.
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2024 - 2025 Compensation Plan / Manual. The function of the Compensation Department is to direct the strategic planning, design, implementation, administration, and communication of all District compensation programs, ensuring the programs are aligned with the District’s strategy and organizational culture. Email Compensation.
Compensation and Incentives. AISD is proud to offer a competitive compensation package that is responsive to employees’ ambition and accomplishments. The base compensation includes salary, medical and dental insurance, a retirement package through the Teacher Retirement System and free, customized professional development for campus staff.
PPfT Compensation. Austin ISD teacher compensation is unique in that we have developed a local system that includes compensation, which differentiates teacher pay based on overall effectiveness rating, the campus a teacher works on, and any optional professional growth opportunities a teacher chooses to participate in. AISD has incorporated these elements into a system that allows teachers to ...
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The average AISD salary ranges from approximately $35,319 per year (estimate) for a Paraprofessional to $130,988 per year (estimate) for a Product Manager. The average AISD hourly pay ranges from approximately $17 per hour (estimate) for to $39 per hour (estimate) for a Speech Language Pathologist. AISD employees rate the overall compensation ...
