| Location | Fort Worth, TX |
| Salary | $2,026–$2,027 |
Fort Worth Independent School District Division of Talent Management 7060 Camp Bowie Blvd Fort Worth, TX 76116 (817) 814.2717 www.fwisd.org/talent The Board of Education adopts a new compensation plan each year. Salary increases are not given automatically. Neither past nor future salaries can be accurately calculated or predicted from information in this manual. Only salaries for the 2026-2027 school year may be obtained from the information in this manual. The Compensation Department shall determine nal calculations of all salaries, regardless of possible typographical errors contained in this manual. The Board of Education, the Superintendent, and/or designee retain the right to adjust salaries anytime during the scal year. The contents of this manual will be updated throughout the year as needed due to continuous compensation review in conjunction with the Texas Association of School Boards (TASB); jobs that are added, altered, or retracted from the organization based on operational needs. Updates will also be made to correct any typographical errors. For further clarication or information, contact the Compensation Department at 817.814.2080. NOTE : All policies and procedures are in accordance with FWISD Board of Education Policy and/or local regulations as of August 3, 2026. Any adopted revisions to Board policies and/or regulations will become effective immediately and thereby supersede the above policies and/or regulations. 1 Discrimination Fort Worth Independent School District is an equal opportunity employer. The organization does not discriminate on the basis of race, color, religion, national origin, sex, disability, sexual orientation, age, gender identity and expression, or military/veteran status in its programs and activities. The following persons are designated to handle inquiries regarding the non-discrimination policies: Title IX Coordinator: ADA/Section 504 Coordinator: Monica Corona-Hunter Title IX Coordinator 7060 Camp Bowie Blvd Fort Worth, TX 76116 817.814.1830 Carolyn Smythe Compliance Coordinator, Special Programs 215 N.E 14th St Fort Worth, TX 76164 817.814.2878 2 Table of Contents Compensation Department Contact Information ............................................................................... 7 Section I: Compensation Guidelines .................................................................................................. 8 Compensation Philosophy ...................................................................................................................... 8 Pay Structures & Pay Grades ............................................................................................................. 8 Salary Advancement .......................................................................................................................... 9 Transfers between Employee Job Groups ........................................................................................ 9 Compensation Glossary ........................................................................................................................ 10 Minimum of the Range .................................................................................................................... 10 Midpoint of the Range ..................................................................................................................... 10 Pay Alignment .................................................................................................................................. 10 External Market Alignment .............................................................................................................. 10 Position Change/Transition ............................................................................................................. 10 Position Reassignment .................................................................................................................... 10 Reinstatement .................................................................................................................................. 11 Salary Compression ......................................................................................................................... 11 Salary Proration ................................................................................................................................ 11 Supplemental Pay ............................................................................................................................ 11 Job Classication/Reclassication ................................................................................................ 11 Pay Determination Guidelines ............................................................................................................... 12 Salary Ranges ................................................................................................................................... 12 Evaluation of Experience from Other Entities ................................................................................. 12 Creditable Years ............................................................................................................................... 12 Service Records ............................................................................................................................... 13 College Transcripts .......................................................................................................................... 13 Salary Guidelines for New Hires ........................................................................................................... 14 Credit for Prior Experience .............................................................................................................. 14 Teachers ..................................................................................................................................... 14 Librarians & Counselors ............................................................................................................. 15 School Nurses, Nurse Specialists, and Health Associates ...................................................... 15 Speech-Language Pathologists, Occupational Therapists, Physical Therapists, Orientation & Mobility Specialists, Audiologists, Licensed Specialists in School Psychology, & Social Workers ....................................................................................................................................... 16 Junior Reserve Ocers Training Corp (JROTC) & Middle School Junior Cadet Corp (JCC) . 16 3 Other Permanent Employees Paid on Pay Grades ................................................................... 17 Prorated Salary for New Hires .............................................................................................................. 18 Salary Guidelines for Current Employees ............................................................................................. 19 Reassignment to a Higher Pay Grade ............................................................................................. 19 Reassignment within the Same Pay Grade .................................................................................... 20 Reassignment to a Lower Pay Grade .............................................................................................. 21 Prorated Salary for Position Change .............................................................................................. 22 Pay Alignment Adjustments ............................................................................................................ 22 Reinstatement Following Break-in-Service ..................................................................................... 23 Job Classication/Reclassication ................................................................................................ 23 Salary Increase Eligibility ................................................................................................................. 23 FWISD Designation System: Teacher Incentive Allotment (TIA) ................................................... 24 Section II: Salary Schedules ............................................................................................................ 25 Teacher Salary Schedules ............................................................................................................... 25 2026-2027 Primary Instruction Teacher of Record Salary Schedule .................................................. 27 2026-2027 School Counselor Salary Schedule .................................................................................... 28 2026-2027 Librarian Salary Schedule ................................................................................................... 29 Section III: Career Pathway Pay Plans ............................................................................................. 30 2026-2027 Executive Career Pathway .................................................................................................. 31 2026-2027 School Leadership Career Pathway ................................................................................... 32 2026-2027 Campus Professional Support Career Pathway ............................................................... 33 2026-2027 Instructional Programs Career Pathway ........................................................................... 35 2026-2027 Business Career Pathway .................................................................................................. 39 2026-2027 Technology Career Pathway .............................................................................................. 45 2026-2027 Instructional Support Career Pathway .............................................................................. 47 2026-2027 Administrative Support Career Pathway ........................................................................... 49 2026-2027 Operations Career Pathway ............................................................................................... 52 2026-2027 Safety & Security Career Pathway ..................................................................................... 55 2026-2027 Operations Auxiliary Hourly Career Pathway .................................................................... 56 Transportation .................................................................................................................................. 56 Nutrition Services ............................................................................................................................. 56 Section IV: Accelerating Campus Excellence (ACE) ......................................................................... 57 Section V: Elevate Campus ............................................................................................................. 58 Section VI: Supplemental Pay (Stipends) ........................................................................................ 60 Stipend Information (A-Z) ..................................................................................................................... 60 Academic Coaches .......................................................................................................................... 61 4 Athletic Coaches .............................................................................................................................. 62 Auto Allowance ................................................................................................................................ 65 Bilingual Stipends for Secretary / Clerk .......................................................................................... 66 Bilingual / ESL Education Stipends ................................................................................................. 66 Cell Phone Allowance ...................................................................................................................... 67 Career & Technical Education (CTE) ............................................................................................... 67 Deaf Education Transcription & Interpretation ............................................................................... 68 Enrollment Stipend ........................................................................................................................... 68 Internal Finance Mentoring Program (IF Mentoring) Stipend ....................................................... 69 JROTC / JCC .................................................................................................................................... 69 Leadership Academy Network ........................................................................................................ 70 Language Prociency Assessment Committee (LPAC) ................................................................ 71 Maintenance Department Night Stipend ........................................................................................ 71 Mileage Reimbursement ................................................................................................................. 71 Miscellaneous .................................................................................................................................. 72 Performing Arts ................................................................................................................................ 73 Special Education ............................................................................................................................ 75 Yearbook Sponsor ............................................................................................................................ 75 Section VII: Supplemental Pay (Substitute, Hourly, Summer) ......................................................... 76 Substitute Pay ........................................................................................................................................ 76 Substitute Daily Rates ...................................................................................................................... 76 Substitute Stipends .......................................................................................................................... 77 Teacher Residency ........................................................................................................................... 77 Continuous Assignments ................................................................................................................ 78 FWISD Administrator Substitute Rates after Retirement .............................................................. 78 Hourly Pay .............................................................................................................................................. 79 Athletics Facility Workers ................................................................................................................ 79 Bilingual Translation & Interpretation Services .............................................................................. 82 Campus Safety & Security ............................................................................................................... 82 Child Nutrition Services ................................................................................................................... 82 FICA Alternative ............................................................................................................................... 83 Fort Worth After School (FWAS) Program ...................................................................................... 83 Part-Time & Other Hourly ................................................................................................................. 84 Tutorial, AVID Tutor, & BTAP (School-Based ONLY) ....................................................................... 84 Summer Pay ........................................................................................................................................... 85 Summer School ................................................................................................................................ 85 5 Summer Enrichment ........................................................................................................................ 86 Section VIII: Retire/Rehire Salary Information ................................................................................. 87 Retiree Information ................................................................................................................................ 87 FWISD Program for Terminal Pay ................................................................................................... 87 Calculation ........................................................................................................................................ 89 Program Phase-Out .......................................................................................................................... 89 Alternative Qualication .................................................................................................................. 89 Section IX: Employee Benets Information ..................................................................................... 91 Employee Insurance & Fringe Benets ........................................................................................... 91 6 Compensation Department Contact Information Compensation Analyst Compensation Analyst Citlalli Diaz 817.814.2079 Domingo Garcia 817.814.2083 Compensation Analyst Compensation Coordinator Lanette Jones 817.814.2086 Brandon Lloyd 817.814.2082 Compensation Director Jacob Daulong 817.814.2088 7 Section I: Compensation Guidelines Exceptions to the following regulations require the approval of the Superintendent or designee. Compensation Philosophy The District's compensation philosophy serves as a tool to attract and retain a high-performing, diverse and motivated workforce. Each year, the Compensation Department develops and recommends a pay system for all District personnel to the Superintendent, who shall present the pay system to the Board of Education for adoption. The pay system is designed to reect the business needs of the District while providing appropriate and competitive pay. The system shall be administered with the intention that employee pay will: Stay competitive with appropriate labor markets so that the District may attract and retain qualied personnel; Reect the levels of skill, effort, and responsibility required for different jobs; Foster understanding of pay decisions and responsible pay practices; Reward and recognize continued length of service to the District; Remain scally controlled and cost-effective; Encourage and support skill development and advancement for each person; Maintain a fair and transparent process for compensation decisions to minimize inequities and develop consistency in pay for equal work requiring equal skills, abilities and responsibilities; Comply with all federal, state, and local laws, and Board of Education policies; Prohibit discrimination or adverse impact or treatment in regards to an individual's race, color, national origin, religion, sex (including pregnancy), age, disability, sexual orientation, gender expression or gender identity and other protected classes. Pay Structures & Pay Grades The pay system shall consist of salary structures of the major employee groups: teachers, librarians, counselors, executives, school leadership, campus professional support, instructional programs, business, technology, instructional support, administrative support, operations and safety and security. Pay ranges for each pay grade are based on an assessment of the job worth, which establishes the minimum and maximum pay rates within the range. Employees will be paid a daily or hourly rate within the ranges as established for their assigned position. Pay rates outside the established range require the Superintendent or designee's approval. 8 Salary Advancement Pay grades shall be structured to allow the opportunity to increase employee pay within the range for continued service to the District. On an annual basis, the Superintendent shall make recommendations to the Board of Education regarding salary increases. Recommendations shall be based on consideration of factors such as cost of living indexes, wage increases, salary structure adjustments within competitive job markets, and District budget resources. Transfers between Employee Job Groups Compensation for employee groups is unique, and the years of experience for most are not transferable between groups except as outlined below. 1. Teacher assistant to secretary/clerk; 2. Secretary/clerk to teacher assistant; 3. Teacher assistant to teacher (see Credit for Prior Experience under Teachers for more information); 4. Teacher to teacher assistant (a certied teacher who transfers to a teacher assistant, for non-punitive reasons, receives salary consideration for all teacher experience as a teacher assistant); 5. Teachers, librarians, and counselors within each campus are subject to the step schedule structure. Experience in a prior step schedule position may not transfer to a pay grade position. A Fort Worth ISD professional employee who accepts a certied classroom teacher position may receive credit for all professional years, as long as the following conditions are met: 1. The employee possesses a bachelor's degree, and 2. The percentage of time and minimum required days (90 days) were met. Professional employee denotes an individual who holds a professional, exempt position in Fort Worth ISD 9 Compensation Glossary Minimum of the Range The Minimum of the Range is the lowest salary rate for the range for that specic position. Midpoint of the Range The Midpoint of the Range represents the market value for the position and is the salary amount halfway between the lowest and highest salary rate for that specic position. Salary Range Maximum The Maximum of the Range is the highest salary rate for the range for that specic position. Pay Alignment Pay alignment identies and addresses employee compensation alignment between employees who are considered similarly situated and are performing similarly. Pay alignment does not attempt to make pay exactly the same for employees simply because they have the same job title. Consideration is taken of the similarities and dissimilarities in experience, skills, abilities, record of job performance, and aligns the pay fairly and equitably based on those factors. External Market Alignment External market alignment is an assessment of external market compensation that attempts to ensure competitiveness in pay practices for the same duties. This process is used as a tool to compare similar positions with external organizations and industries to align pay practices. Position Change/Transition Position change/transition occurs when an employee moves from their current position to a new position in the same or different department/division within the District. Position Reassignment Position reassignment is a movement from a pay grade structure to an experience-based placement scale (teacher, counselor, or librarian). Salary placement will be made according to years of creditable experience. 10 Reinstatement Reinstatement occurs when an employee is rehired following a separation or break-in-service from the District. Salary Compression Salary compression occurs when there is little difference in pay between employees despite tenure, skills, experience, and responsibilities. Salary Proration Salary proration occurs when an employee starts their new position after the start date for the position calendar and salary is determined based on the total number of days remaining. Supplemental Pay Supplemental pay is an additional stipend or extra duty pay that is paid in addition to, but separate from, regular base salary. Supplemental pay is authorized on a year-to-year basis and is not to be considered a property right. Supplemental pay will be discontinued upon cessation of assignment or upon the occurrence of an event that otherwise causes the employee to be ineligible to receive the supplemental pay. Job Classication/Reclassication Job classication/reclassication is the process for accurately and objectively dening the position/job duties, responsibilities, tasks, level of authority and minimum requirements. All positions, with the exception of teachers, librarians, counselors, substitutes, and part- time/temporary, are assigned to pay grades based on the level of skill, effort, and responsibility required for the job assignment. 11 Pay Determination Guidelines Salary Ranges A salary range is an established range of pay organized into pay grades. Each job is assigned a pay grade with a Career Pathway. Salary range placement guidelines include: New Hires are not placed above the midpoint of the range without the approval of the Superintendent or designee. New Salaries may not exceed the maximum salary of the new pay grade without the approval of the Superintendent or designee. Other exceptions to compensation guidelines also require the Superintendent or designee's approval. Evaluation of Experience from Other Entities Several factors are examined to determine whether prior experience from other entities is creditable. These factors include: Position held (similar or related positions); Accreditation status of the institution; Percentage of days worked; Number of days worked (must equal 90 full-time equivalent days); Dates of employment; and Type of institution. Approval of service credit is subject to state law and is regulated by the Texas Education Agency (TEA). Fort Worth Independent School District adheres to the minimum requirements as stated in Subchapter CC of the Commissioner's Rules on Creditable Years of Service. Creditable Years Creditable service does not include part-time/temporary employment, internships internally or externally of a school district, or employment as a non-certied substitute, regardless of service time, date(s) of termination, or type of accumulation. Fort Worth Independent School District resident teachers may receive up to one (1) local year of service for step schedule placement. 12 Service Records The employee is responsible for submitting original service records to Fort Worth ISD. The issuing school district and the employee are responsible for ensuring that service records are true, correct, and that all services recorded were performed. Copies will not be accepted. Employees must sign the original service record and submit it to Compensation. Employees submitting copies of an original service record must have all copies notarized by the previous district as the ocial document of record. Service records can also be electronically sent directly from the previous district to compensationdocs@fwisd.org . Employees who provide service records with veriable, creditable experience may receive additional salary credit if service records are submitted to Compensation no later than ninety (90) days after the employee's start date. Service records received after this date that qualify for a salary adjustment will be processed at the beginning of the following school year. Questions have been raised concerning the validity of creditable service documented on forms other than the Texas Teacher Service Record. Subsection (d) of Section 153.1021 states that: "The basic document in support of the number of years of professional service claimed for salary increment purposes and both the state's sick and personal leave program data for all personnel is the teacher service record (form FIN-115) or a similar form containing the same information." To request your Fort Worth ISD service record, complete the form on the Employee Records website . If you need additional help, contact Employee Records at 817.814.2760. College Transcripts Certain positions may be eligible for additional compensation by earning advanced degrees. Ocial transcripts must show the date the advanced degree was conferred and must be submitted to Compensation no later than ninety (90) days after the employee's start date, or following the date the degree was conferred (for current employees). Transcripts received after ninety (90) days, following your hired date for the current school year, will not qualify for/or receive back pay. College transcripts submitted from an accredited university or college must be provided to Talent Management at the time of employment. Employees submitting these records at a later date must request that the educational entity e-script the documents to compensationdocs@fwisd.org no later than ninety (90) days after the employee's ocial start date. Transcripts received after ninety (90) days, following the employee's ocial start date for the current school year, will not qualify for back pay. 13 Salary Guidelines for New Hires Credit for Prior Experience Teachers FWISD grants one (1) year of teaching experience for each year of approved experience according to the rules and regulations set by the Texas Education Agency (TEA) and local policy. Experience credit is granted by placement on the Teacher Salary Schedule according to creditable years of experience. Experience earned at private schools, colleges, or universities outside the United States may be recognized for salary placement purposes if the institution is accredited or ocially recognized by the appropriate governmental or accrediting authority in the country where the experience was earned. To be eligible, the experience must meet the requirements outlined in 19 Texas Administrative Code (TAC), Chapter 153, Subchapter CC, Commissioner's Rules Concerning Creditable Years of Service. All experience will be reviewed on a case-by-case basis. Applicants are responsible for providing complete, credible, and veriable documentation from the appropriate educational authority or accrediting entity. Documentation submitted in a language other than English must be accompanied by an English translation. Placement on the appropriate salary schedule becomes effective after nal approval from TEA is received. Upon TEA/Compensation approval, the pay is given for that year and no prior years. The District is not liable for any previously non-compensated salary related to such experience. Career & Technology teachers may count up to two (2) years of full-time work experience for salary increment purposes if the work experience was required for career and technology certication (Chapter 153. School District Personnel, Subchapter CC, Commissioner's Rules on Creditable Years of Service). 14 Librarians & Counselors Librarians and counselors are placed on the appropriate salary of their respective salary schedules according to creditable years of experience. FWISD grants one (1) year of experience for each year of approved experience according to the rules and regulations set by the Texas Education Agency (TEA) and local policy. Experience credit is granted by placement on the appropriate salary schedule according to degree level and years of creditable experience. Experience from private schools, colleges, and universities outside of the United States and that are accredited by a recognized accrediting agency may be recognized for salary increment purposes, provided the minimum requirements in subsection (f) of Chapter 153; School District Personnel, Subchapter CC; Commissioner's Rule on Creditable Years of Service are met. Such experience will be considered on a case-by-case basis. The recognized accrediting entity is the Department of Education or the Higher Education authority for the country in which the credits were earned. The foreign authority is responsible for providing relevant, credible, and accurate information before any credit is given (documents must be translated into English format). Placement on the appropriate salary schedule becomes effective after nal approval from TEA is received. Upon TEA/Compensation approval, the pay is given for that year and no prior years. The District is not liable for any previously non-compensated salary related to such experience. School Nurses, Nurse Specialists, and Health Associates FWISD grants one (1) year of experience for each appropriate creditable year of experience. The Texas Education Agency guidelines will be followed for determining creditable experience. Experience used for salary placement decisions is determined by the Compensation Department, and is subject to the following exception: Exception to Compensation Policy o Validated non-school-based nursing or direct patient services experience will be credited on a one-year for one-year basis as determined by the Compensation Department. The employee is responsible for providing the relevant service record to qualify for this exception. This is a local credit only (FWISD). As a local credit, this service credit may not be recognized by other Texas school districts (public or private). 15 Speech-Language Pathologists, Occupational Therapists, Physical Therapists, Orientation & Mobility Specialists, Audiologists, Licensed Specialists in School Psychology, & Social Workers FWISD grants one (1) year of experience for each 12 month period of full-time professional employment in the specic job eld in accredited public and/or private schools, post- secondary schools, teaching hospitals, and other organizations that provide similar services. Up to eighteen (18) years of full-time experience in the specic job eld with a certied or licensed public agency that provides social/health services for children, youth, and/or adults may be credited toward advanced salary placement. The limit on the number of non-education related creditable years accepted is 18. This is a local credit only (FWISD). As a local credit, this service credit may not be recognized by other Texas school districts (public or private). Junior Reserve Ocers Training Corp (JROTC) & Middle School Junior Cadet Corp (JCC) The Junior Reserve Ocers Training Corp (JROTC) employee pay is based on a salary schedule, computed by the JROTC Director, in compliance with mandates from Title 10, U.S. Code, Section 2031, of the Defense Department's Active Duty Finance Tables, and military service regulations, which also includes the JROTC stipend scale. The Junior Cadet Corp (JCC) instructor salaries (middle school) are based on a 187-day teacher salary schedule. The salary scale for MS/JCC is based on the level of years of active military service, teaching experience (military service schools or civilian), military and post-secondary education, leadership background and experience, and other intangible professional credits. School experience and active duty experience may be counted for a local step adjustment under provisions of the Commissioner's Rule on Credible Years of Service, Chapter 153.1021, for Career & Technology Teachers. Ten (10) years of full-time experience will initially be credited toward advanced base salary according to degree level, education, and military records. This also includes a JCC stipend. The ten (10)-year credit is applicable only to the position of JCC instructor and is not transferable to other positions. 16 Other Permanent Employees Paid on Pay Grades Starting pay for an employee who is new to the District and is classied in a pay grade plan will be determined individually, based on each person's job-related experience and the current pay alignment with employees in the same position/pay grade with similar experience. The following guidelines shall be followed to calculate credit for prior job experience for the purpose of placing new hires in a pay grade. Salary credit for prior experience that is comparable or directly related to the job will be determined by the Compensation Department at the time of hire. Prior experience may be obtained from another school district or any approved entity as outlined in Texas Administrative Code, Chapter 153, Subchapter CC, Commissioner's rules on Creditable Years of Service. Salary credit may be given for non-school experience as determined by the Compensation Department for specialized jobs that are hard to ll. Employees may receive salary credit equal to one percent above the minimum of the pay grade for each full year of directly related job experience up to 18 years, subject to pay alignment considerations and the Texas Administrative Code, Chapter 153, Subchapter CC, Commissioner's rules on Creditable Years of Service. Starting pay may not exceed the midpoint of the pay grade without approval by the Superintendent or designee. Starting pay for employees who are classied at or above the director job level may exceed the midpoint of the pay grade. Executive and senior-level administrators will be placed on an individual basis by the Compensation Department in consultation with the job supervisor. Additional exceptions to these placement guidelines may be approved by the Superintendent or designee for specialized jobs that are hard to ll. 17 Prorated Salary for New Hires Salary is based on the total number of days worked in the school year for that specic calendar. To obtain the prorated salary: Multiply the anticipated number of days left to work in the school year by the daily rate of pay to identify the prorated annual salary. Take the prorated annual salary and divide it by the number of months remaining in the school year to get the monthly rate. (August through July) Salary Proration Examples: Non-Prorated Salary Position Calendar Start Date August 1 Position Reporting Days 187 Employee Actual Start Date August 1 Reporting Days Remaining 187 Multiply by Position Daily Rate $200 Position Annual Rate $37,400 Position Semi-Monthly Rate (12 months, August-July) $1,558.34 Non-Prorated Salary Position Calendar Start Date August 1 Position Reporting Days 187 Employee Actual Start Date January 19 Reporting Days Remaining 83 Multiply by Position Daily Rate $200 Position Annual Rate $16,600 Position Semi-Monthly Rate (7 months, January-July) $1,383.33 18 Salary Guidelines for Current Employees Reassignment to a Higher Pay Grade Employees reassigned to a higher pay grade may receive no less than a ve (5) percent rate increase, based on the midpoint of the new pay grade, nor be paid any less than the minimum rate of the pay grade. Adjustments to salary increases may be made to maintain pay alignment. Example: Current Position Pay Grade 201 - Midpoint $285.00 Current Position Daily Rate $274.581 Multiply by Position Workdays 187 Current Position Annual Rate $51,346.46 Current Position Pay Grade 201 - Midpoint $285.00 Current Position Daily Rate $274.581 Add Increase (5% of New Midpoint) $15.96 New Position Daily Rate $290.54 Multiply by New Position Workdays 210 New Position Annual Rate $61,013.40 19 Reassignment within the Same Pay Grade Lateral reassignments within the same pay grade may involve a change of workdays (shortened or lengthened calendar); however, the daily rate of pay remains the same. Lateral reassignments are not eligible for salary increases, except for adjustments required to reect the work calendar days of the new job, if applicable. Example with Change in Calendar: Current Position Pay Grade 703 - Midpoint $180.80 Current Position Daily Rate $183.15 Multiply by Position Workdays 239 Current Position Annual Rate $43,772.85 Current Position Pay Grade 201 - Midpoint $285.00 New Position Daily Rate $183.15 Multiply by Position Workdays 219 New Position Annual Rate $40,109.85 20 Reassignment to a Lower Pay Grade When a reassignment is from one pay grade to a lower pay grade, the employee's base rate of pay (hourly or daily) will be reduced to the same percent of the range midpoint (rate divided by midpoint) in the lower pay grade unless one of the criteria is met below. Contract employees o For Chapter 21 and non-Chapter 21 contract employees, a reduction in pay as a result of a voluntary reassignment will be effective with the date of reassignment to the lower pay grade. o For an involuntary reassignment, a Chapter 21 contract employee will retain their existing daily rate and number of workdays through the end of the current school year. It may be extended to comply with Chapter 21 contract requirements. o A non-Chapter 21 contract employee will retain their existing daily rate and number of workdays through the end of the current school year only. At the beginning of the school year, in which the reduction is to take place, the salary and days will be commensurate with the new position. Non-contract employees o For a non-contract employee, a reduction in pay as a result of a voluntary reassignment will be effective as of the date of reassignment to the lower pay grade. Reassignment to a Lower Pay Grade Illustration Adjustments to salary decreases may be made to maintain pay alignment. 21 Prorated Salary for Position Change Employee salary proration can occur when there is a transition to a new position after the start date for that specic work calendar. When there is a change in pay and/or a change of workdays (shortened or lengthened calendar): The salary on the new position will be prorated for the remainder of that school year (see prorated salary calculation instructions below). Salary impact may occur on the nal check for the previous position, resulting in a nal position payout OR recoup of overpaid monies. Employee impact will vary on the individual's specic position change situation. For a summary of how a position change could impact your pay, please contact the Compensation Department at 817.814.2080. Prorated Salary Calculation Instructions: Salary is based on the total number of days worked in the school year for that specic calendar. When determining a prorated salary: Multiply the number of workdays left in the school year by the daily rate of pay. The result is the prorated annual salary. Divide the prorated annual salary by the number of months in the school year, August 1 through July 31st, to determine the monthly rate of pay. Pay Alignment Adjustments Subject to District policy restrictions on mid-year pay increases (See DEA-Local and DEAB-Legal), the Superintendent or designee may authorize special pay adjustments for the purpose of correcting pay inequities for individual employees caused by internal errors or market changes for critical skills needed by the District. 22 Reinstatement Following Break-in-Service An employee who is rehired for the same position following a break-in-service of less than twelve (12) months may be reinstated at the same pay rate previously held prior to the break-in-service and/or is subject to salary placement based on peer equity. This only applies to the rate of pay and not any other benets. If the employee earns a year of service during the separation, the employee will be placed according to the procedures for placement of new hires. Year of service must be earned from another school district or approved entity as stated in the Texas Administrative Code, Chapter 153, Subchapter CC, Commissioner's Rules on Creditable Years of Service. If rehired at a different pay grade level or rehired following a break-in-service that is greater than twelve (12) months, the employee will be placed according to the procedures for placement of new hires. Job Classication/Reclassication Compensation will classify new positions or reclassify existing positions, as necessary, based on job requirements and comparability to other positions in the District or in the marketplace. Salary Increase Eligibility Board-approved general salary increases apply to employees in permanent positions. To be eligible for a pay increase: o Employees must have a satisfactory evaluation from the prior school year; and o Employees must have a full year of service/experience In order to qualify for a year of experience or an approved salary increase in a subsequent year, an employee must have worked and been paid for at least four and one-half months, a full semester of more than four calendar months, or 90 actual working days in the current year. An employee may combine days worked in another school district, or other accredited entity recognized by the Texas Education Agency (TEA), in the current year with days worked in the District in the current year to satisfy this requirement, provided the service rendered in the other district is evaluated as creditable according to state and local regulations regarding service credit. 23 FWISD Designation System: Teacher Incentive Allotment (TIA) In compliance with HB3, 90% of the Teacher Incentive Allotment (TIA) must be spent on teacher compensation. Any funds received by Fort Worth ISD for a designated teacher under the TIA will be divided as follows: a percentage will be paid to the designated teacher and ten percent (10%) will go to the District. Any remaining percentages will be paid to the other teachers on the designated teacher's campus. The ten percent (10%) set aside for the District may be used for training and support of the system, expansion of the system, and administrative expenses as allowed by HB3. The interactive funding map is located on the TEA Teacher Incentive Allotment website . A TIA designated teacher must remain in continuous employment through the TIA payout in July. In the case that a TIA designated teacher has resigned or retired and separated from Fort Worth ISD before the July TIA payout, the TIA funding amount allocated to them based on the allotment approved by TEA will be equitably redistributed to the other 087-PEIMS-coded teachers on the designated teacher's campus. A non-designated, potentially eligible TIA teacher who has resigned or retired and separated before the July payout from Fort Worth ISD will not be eligible to receive any TIA funding. 24 Section II: Salary Schedules Teacher Salary Schedules Teacher salary increases are not granted automatically each year; therefore, neither past nor future salaries can be calculated, assumed, or predicted on the basis of this schedule. The Board of Education adopts a new compensation plan each year. Future salaries should not be assumed or predicted. Per Texas Education Code Section 5.001 (2) "Classroom teacher" means 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. The term does not include a teacher's aide or a full-time administrator. The following teacher salary schedule is based on 187 days for the current school year only and cannot be used to predict future salaries. 25 2026-2027 Instructional Support Teacher Salary Schedule 2026-2027 Step 2026-2027 Base 2026-2027 Daily Rate 0 $65,940.10 $352.62 1 $66,440.10 $355.29 2 $66,740.10 $356.90 3 $67,740.10 $362.25 4 $68,240.10 $364.92 5 $71,240.10 $380.96 6 $71,640.10 $383.10 7 $72,197.10 $386.08 8 $72,613.10 $388.31 9 $73,030.10 $390.54 10 $73,445.10 $392.75 11 $73,861.10 $394.98 12 $74,426.10 $398.00 13 $74,790.10 $399.95 14 $75,164.10 $401.95 15 $75,597.10 $404.26 16 $76,194.10 $407.46 17 $76,765.10 $410.51 18 $77,265.10 $413.18 19 $77,761.10 $415.83 20 $78,288.10 $418.65 21 $78,923.10 $422.05 22 $79,265.10 $423.88 23 $79,651.10 $425.94 24 $80,036.10 $428.00 25 $80,419.10 $430.05 26 $80,813.10 $432.16 27 $81,239.10 $434.43 28 $81,641.10 $436.58 29 $82,283.10 $440.02 30 $83,251.10 $445.19 Instructional Support positions include specialized teaching assignments that provide direct instructional support but are not designated as the Teacher of Record in FOCUS. Advanced Degree Stipends Master's Degree $1,400 Additional Doctorate Degree $1,600 This salary schedule is based on 187 days for the 2026-2027 school year only and cannot be used to predict future salaries. 26 2026-2027 Primary Instruction Teacher of Record Salary Schedule 2026-2027 Step 2026-2027 Base 2026-2027 Daily Rate 0 $ 67,725.00 $362.17 1 $ 68,250.00 $364.97 2 $ 68,565.00 $366.66 3 $ 69,615.00 $372.27 4 $ 70,140.00 $375.08 5 $ 73,290.00 $391.93 6 $ 73,710.00 $394.17 7 $ 74,294.85 $397.30 8 $ 74,731.65 $399.63 9 $ 75,169.50 $401.98 10 $ 75,605.25 $404.31 11 $ 76,042.05 $406.64 12 $ 76,365.30 $408.37 13 $ 77,017.50 $411.86 14 $ 77,410.20 $413.96 15 $ 77,864.85 $416.39 16 $ 78,491.70 $419.74 17 $ 79,091.25 $422.95 18 $ 79,616.25 $425.76 19 $ 80,137.05 $428.54 20 $ 80,690.40 $431.50 21 $ 81,357.15 $435.06 22 $ 81,716.25 $436.99 23 $ 82,121.55 $439.15 24 $ 82,525.80 $441.31 25 $ 82,927.95 $443.46 26 $ 83,341.65 $445.68 27 $ 83,788.95 $448.07 28 $ 84,211.05 $450.33 29 $ 84,885.15 $453.93 30 $ 85,901.55 $459.37 Primary Instruction positions are assigned to educators who serve as the primary instructor of record for students and are identied in the district's student information system as responsible for student instruction and academic outcomes. Advanced Degree Stipends Master's Degree $1,400 Additional Doctorate Degree $1,600 This salary schedule is based on 187 days for the 2026-2027 school year only and cannot be used to predict future salaries. 27 2026-2027 School Counselor Salary Schedule Year Elementary 189 Days Middle 197 Days High 210 Days Year Elementary 189 Days Middle 197 Days High 210 Days 0 $69,116 $72,041 $76,795 17 $77,791 $81,083 $86,434 1 $69,454 $72,393 $77,171 18 $78,187 $81,496 $86,874 2 $69,946 $72,906 $77,717 19 $78,826 $82,162 $87,584 3 $70,453 $73,435 $78,281 20 $79,465 $82,828 $88,294 4 $71,237 $74,252 $79,152 21 $79,866 $83,246 $88,740 5 $72,178 $75,233 $80,197 22 $80,254 $83,650 $89,171 6 $72,898 $75,983 $80,997 23 $80,645 $84,058 $89,605 7 $73,269 $76,370 $81,410 24 $81,030 $84,459 $90,033 8 $73,637 $76,753 $81,818 25 $81,421 $84,867 $90,467 9 $74,066 $77,201 $82,295 26 $81,941 $85,409 $91,045 10 $74,776 $77,941 $83,084 27 $82,339 $85,824 $91,487 11 $75,309 $78,496 $83,676 28 $83,347 $86,874 $92,607 12 $75,682 $78,885 $84,091 29 $84,472 $88,047 $93,857 13 $76,069 $79,288 $84,521 30+ $85,378 $88,991 $94,864 14 $76,477 $79,714 $84,974 15 $77,032 $80,292 $85,591 16 $77,398 $80,674 $85,997 Advanced Degree Stipends Master's Degree $1,400 Additional Doctorate Degree $1,600 This salary schedule is based on the working calendar days for each job type in the current school year only and cannot be used to predict future salaries. 28 2026-2027 Librarian Salary Schedule Year Bachelor's Year Bachelor's 0 $66,912 17 $74,996 1 $67,087 18 $75,389 2 $67,412 19 $76,020 3 $67,772 20 $76,654 4 $68,644 21 $77,049 5 $69,585 22 $77,434 6 $70,637 23 $77,820 7 $70,977 24 $78,202 8 $71,290 25 $78,588 9 $71,602 26 $79,102 10 $71,988 27 $79,494 11 $72,377 28 $80,116 12 $72,810 29 $81,244 13 $73,252 30+ $82,319 14 $73,670 15 $74,114 16 $74,501 Advanced Degree Stipends Master's Degree $1,400 Additional Doctorate Degree $1,600 This salary schedule is based on 187 days for the 2026-2027 school year only and cannot be used to predict future salaries. 29 Section III: Career Pathway Pay Plans This section includes the compensation plan for the following employee groups: executive, school leadership, campus professional, instructional programs, business, technology, instructional support, administrative support, operations and safety and security. This includes specic pay grades, the calendar of days, and the associated positions outlined, based on career pathways. Please refer to the position's work calendar of days to identify the minimum, midpoint, and maximum salary for the position. 30 2026-2027 Executive Career Pathway Grade Job Title Calendars Minimum Midpoint Maximum 101 Daily $836.82 $962.34 $1,087.87 Chief Financial Ocer 239 239 Days 200,000 230,000 260,000 Chief of Staff 239 Chief Talent Ocer 239 Chief Technology Ocer 239 General Counsel 239 102 Daily $876.10 $1,055.54 $1,234.98 Deputy Superintendent Chief of Schools 239 239 Days 209,388 252,274 295,160 Deputy Superintendent Curriculum & Instruction 239 Deputy Superintendent District Operations 239 31 2026-2027 School Leadership Career Pathway Grade Job Title Calendars Minimum Midpoint Maximum 1001 Daily $418.41 $481.17 $543.93 Director School Leadership 239 239 Days 100,000 115,000 130,000 Director to the Deputy Superintendent 239 Regional Coordinator 239 1002 Daily $669.46 $732.22 $794.98 Exec Director Academic Programs 239 239 Days 160,000 175,000 190,000 Exec Director Analytics, Assessment Reporting & Accountability 239 Exec Director CCMR and Advanced Academics 239 Exec Director Counseling, Advising & Student Supports 239 Exec Director Early Learning 239 Exec Director Instructional Leadership 239 Exec Director Literacy and Bilingual Programs 239 Exec Director Math/Science 239 Exec Director School Operations 239 Exec Director Specialized Learning 239 1003 Daily $753.14 $815.90 $878.66 Deputy Chief Financial Ocer 239 239 Days 180,000 195,000 210,000 Deputy Chief of Staff 239 Sr Exec Director Communications 239 Sr Exec Director Employee Services Oce of Professional Standards 239 Sr Exec Director Leadership Development 239 Sr Exec Director Professional Learning 239 Sr Exec Director Safety and Security 239 Sr Exec Director School Operations 239 Sr Exec Director Student Services 239 Sr Exec Director Talent Management 239 1004 Daily $836.82 $899.58 $962.34 Regional Chief 239 239 Days 200,000 215,000 230,000 32 2026-2027 Campus Professional Support Career Pathway Grade Job Title Calendars Minimum Midpoint Maximum 201 Daily $236.55 $285.00 $333.45 Specialist I Family Community Outreach 219 187 Days 44,235 53,295 62,355 Specialist I College & Career Readiness 187 210 Days 49,676 59,850 70,025 Specialist I Parent Outreach 210 219 Days 51,804 62,415 73,026 Specialist I School Outreach 187 202 Daily $264.94 $319.20 $373.46 Coord Home School Program 210 187 Days 49,544 59,690 69,837 Coord Social Services 210 210 Days 55,637 67,032 78,427 Social Worker I 239 239 Days 63,321 76,289 89,257 203 Daily $302.03 $363.89 $425.75 Academic Interventionist 187 187 Days 56,480 68,047 79,615 ACE Learning Coach ES/MS 212 192 Days 57,990 69,867 81,744 Music Therapist 187 202 Days 61,010 73,506 86,002 Social Worker II 192,210,219 210 Days 63,426 76,417 89,408 Specialist II Intervention 187 212 Days 64,030 77,145 90,259 Specialist II Social Services 202,210,219 219 Days 66,145 79,692 93,239 Specialist II Orientation/Mobility 202 239 Days 72,185 86,970 101,754 204 Daily $336.90 $405.90 $474.90 Assessment Coordinator 219 187 Days 63,000 75,903 88,806 JROTC Staff 239 202 Days 68,054 81,992 95,930 JROTC Instructor 219 207 Days 69,738 84,021 98,304 School Nurse 187 210 Days 70,749 85,239 99,729 Specialist III Art Education 207 219 Days 73,781 88,892 104,003 Specialist III Choral 207 239 Days 80,519 97,010 113,501 Specialist III Climate & Culture 210 Specialist III Deaf Education 219 Specialist III Dyslexia 219 Specialist III Health & Wellness 219 Specialist III Instrumental Music 207 Specialist III Language & Academic Development 210 Specialist III MTSS 202 Specialist III MTSS/RTI 219 Specialist III Physical Education Curriculum 219 Specialist III Reading Intervention 187 Specialist III Reading Intervention Bilingual/ESL 187 33 Specialist III Student Support Services 219 Specialist III Visual Education 219 Teacher Manager 210 205 Daily $353.75 $426.20 $498.65 Behavior Coach 210 187 Days 66,151 79,699 93,248 Coordinator K-12 World Languages 210 210 Days 74,288 89,502 104,717 Instructional Specialist 210 Transition Specialist 210 Instruct Coach Curriculum 210 Instructional Coach Early Learning 210 LAN Campus Data Leader 210 206 Daily $371.43 $447.51 $523.59 Athletic Trainer 202 187 Days 69,457 83,684 97,911 Audiologist 210 192 Days 71,315 85,922 100,529 Board Certied Behavior Analyst 210 202 Days 75,029 90,397 105,765 Diagnostician Evaluation Specialist 192,210,239 210 Days 78,000 93,977 109,954 Occupational Therapist 202 219 Days 81,343 98,005 114,666 Physical Therapist 202 239 Days 88,772 106,955 125,138 School Psychologist 192,210,239 Specialist Special Education 219 Speech-Language Pathologist 187,202,210 34 2026-2027 Instructional Programs Career Pathway Grade Job Title Calendars Minimum Midpoint Maximum 301 Daily $214.74 $258.72 $302.70 Coord I Bilingual/ESL 239 219 Days 47,028 56,660 66,291 Coord I Migrant/EL Retention & Achievement 239 239 Days 51,323 61,834 72,345 Coord I Project FWAS 219,239 Coord I Site ACE 21CCLC 219 Specialist I Admissions Advisor 239 Specialist I FES ACE 21CCLC 219 Specialist I Workforce Integration 239 302 Daily $268.42 $323.40 $378.38 Coord II Career Path 239 187 Days 50,195 60,476 70,757 Coord II Performance Quality 239 214 Days 57,442 69,208 80,973 Coord II PD Instructional Spec 239 219 Days 58,784 70,825 82,865 Coord II Project ACE 21CCLC 239 239 Days 64,152 77,293 90,433 Coord II Student 214 Hearing Ocer 214,219,239 Specialist II Attend Control Student Engagement 187 Specialist II Attendance Control 187,219 Specialist II Court Liaison 219 Specialist II Support 214 303 Daily $336.90 $405.90 $474.90 Coord III Academics 239 219 Days 73,781 88,892 104,003 Coord III Adolescent Health 239 239 Days 80,519 97,010 113,501 Coord III Bilingual Programs and Support 219 Coord III Case Manager 219 Coord III ESL K-12 219 Coord III Emergent Bilingual Family, Parent & Community 239 Coord III Literacy Academics 239 Coord III Project HTYPE 219 Manager Family Community Partnerships 219 Nurse Specialist 239 35 304 Daily $359.53 $433.17 $506.81 Asst Principal ES 210,214,219 210 Days 75,501 90,966 106,430 Campus Coordinator 214 214 Days 76,939 92,698 108,457 219 Days 78,737 94,864 110,991 305 Daily $377.51 $454.83 $532.15 Asst Principal MS 214,219 214 Days 80,787 97,334 113,880 Coord IV Adaptive P.E. & Transition 239 219 Days 82,675 99,608 116,541 Coord IV Area Schools 239 239 Days 90,225 108,704 127,184 Coord IV Arts Center 219 Coord IV Attendance & Credit Recovery 239 Coord IV Advanced Academics and Gifted & Talented 239 Coord IV Career Pathway & Industry-Based Certications 239 Coord IV Compliance and Records Management 239 Coord IV Compliance, IEP Platform, & 504 239 Coord IV Compliance, Related Services & SHARS 239 Coord IV Diagnosticians, Evaluations & Related Services 239 Coord IV Early College, Dual Credit, & TSI Readiness 239 Coord IV Evaluation, Child Find, Private/Home School & School Psychologists 239 Coord IV Early Childhood Special Education & Social Emotional Academic Support 239 Coord IV Early Learning 219 Coord IV Evaluations & Diagnosticians 239 Coord IV Family Action Center 219 Coord IV Fine Arts 239 Coord IV GT 239 Coord IV Guidance & Counseling 239 Coord IV High Mobile/At-Risk; Student & American Indian Education Programs 239 Coord IV Hospital/Homebound & Transportation 239 Coord IV Inclusion & Specialized Learning 239 Coord IV Instructional Technology 239 Coord IV Instrumental Music 239 Coord IV Multi - Tiered System of Support (MTSS) 239 Coord IV Parent Partnerships 239 Coord IV Reaching Independence through Structured Education, ESY & Cameras in the Classroom 239 36 Coord IV Regional Day School Programs for the Deaf, Deaf or Hard of Hearing & Visual Impairment 239 Coord IV Speech Language Pathologists, Evaluations, & Related Services 239 Coord IV Student Academic Support Initiatives 239 Coord IV Student Engagement 239 Coord IV Wraparound Services 239 Dean of Instruction 214 306 Daily $396.23 $477.39 $558.55 Asst Director Athletics 239 197 Days 78,057 94,046 110,034 Asst Principal HS 214,219,239 207 Days 82,020 98,820 115,620 Athletic Coordinator 197,207,217 214 Days 84,793 102,161 119,530 Coord ES Literacy Bilingual/ESL 226 217 Days 85,982 103,594 121,205 Coord ES Literacy Regular Program 226 219 Days 86,774 104,548 122,322 Coord ES Math Bilingual/ESL 226 226 Days 89,548 107,890 126,232 Coord ES Math Regular Program 226 239 Days 94,699 114,096 133,493 Coord Secondary Literacy Bilingual/ESL 226 Coord Secondary Literacy 226 Coord Secondary Math Bilingual/ESL 226 Coord Secondary Math 226 Coord Science K-12 Bilingual/ESL 226 Coord Science K-12 226 Coord Social Studies K-12 Bilingual/ESL 226 Coord Social Studies K-12 226 307 Daily $422.82 $509.42 $596.02 Associate Principal HS 226 210 Days 88,792 106,978 125,164 Director I Adult Education 239 219 Days 92,598 111,563 130,528 Director I Athletics 239 226 Days 95,557 115,129 134,701 Director I Curriculum & Instruction 239 239 Days 101,054 121,751 142,449 Director I Family Action Center 239 244 Days 103,168 124,298 145,429 Director I Family Resource Center 239 Director I Health Services 239 Director I Literacy First Program 210 Director I Parent Partnerships 239 Director I Student Wellbeing 239 Director I Vision Health Partnerships 239 Principal ES 226,239 37 308 Daily $459.01 $553.03 $647.05 Director II FWAS 239 219 Days 100,523 121,114 141,704 Director II Student Support Programs 239 226 Days 103,736 124,985 146,233 Executive Principal 239 239 Days 109,703 132,174 154,645 Principal MS/Alt Special Assignment 226,239 Principal HS/Alt 226 Principal Virtual Learning Academy 226 309 Daily $495.73 $597.27 $698.81 Director Advanced Academics & GT 239 226 Days 112,035 134,983 157,931 Director Bilingual Programs and Support 239 239 Days 118,479 142,748 167,016 Director Career Pathway & Industry-Based Certications 239 Director Compliance, Evaluation & Related Services 239 Director Dyslexia 239 Director Early College, Dual Credit & TSI Readiness 239 Director Elementary Counseling & Student Wellbeing 239 Director Health & Physical Education 239 Director Inclusion and Specialized Instructional Programs 239 Director JROTC 239 Director Library Media Services 239 Director Literacy 239 Director Math 239 Director Multi-Tiered System of Support 239 Director Restorative & Responsive Settings 239 Director Science 239 Director Secondary Student Engagement 239 Director Social Studies 239 Director Student Placement Center 239 Director Visual & Performing Arts 239 Director World Languages 239 Principal HS Small (<1000 students) 226 Principal Program Administrator 239 310 Daily $510.00 $612.27 $736.81 Principal HS Large (>1000 students) 226 226 Days 115,260 138,373 166,519 311 Daily $535.39 $645.05 $754.71 Exec Director Athletics 239 239 Days 127,958 154,167 180,376 Exec Director Student & Family Experience 239 38 2026-2027 Business Career Pathway Grade Job Title Calendars Minimum Midpoint Maximum 401 Daily $225.60 $271.81 $318.02 Analyst I Compliance 239 239 Days 53,918 64,963 76,007 Analyst I Energy Management 239 244 Days 55,046 66,322 77,597 Analyst I Payroll 239 Coord I Cumulative Records 239 Specialist I Assessment 239 Specialist I Benets 239 Specialist I Student Engagement 239 Supervisor I Custodial 244 402 Daily $266.02 $320.50 $374.99 Accountant 239 192 Days 51,076 61,536 71,998 Analyst II Budget 239 219 Days 58,258 70,190 82,123 Analyst II CNS Purchasing 239 239 Days 63,579 76,600 89,623 Analyst II Compensation 239 244 Days 64,909 78,202 91,498 Analyst II P-Card/Sr Procurement 239 Buyer Procurement Services 239 Coord II Branding 239 Coord II Communications & Web 239 Coord II Communications Partners 239 Coord II Custodial Services 244 Coord II Customer Service 239 Coord II Facility Rentals 239 Coord II Graphic Design & Multimedia 239 Coord II Safety & Training 244 Coord II Social Media 239 Coord II Textbook 244 Dietitian 239 Editor/Photographer 239 Foreperson Fleet Services 244 Foreperson General Maintenance 244 Foreperson Paint Shop 244 Foreperson Warehouse 244 Internal Auditor 239 Procurement Services Contract Agent 239 Specialist II Compliance 219 Specialist II Engagement, Substitutes, Resignations & Strategic Partners 239 Specialist II Environmental 239 39 Specialist II Family Communications 239 Specialist II Grants 239 Specialist II Information Systems 239 Specialist II Onboarding 239 Specialist II Parent Partnerships 219,239 Specialist II Records 239 Specialist II Safety & Security 192,239 Specialist II Substitute Services and Strategic Stang & Partnership 239 Supervisor II Child Nutrition Services 219 Supervisor II Custodial Services 244 403 Daily $312.70 $376.75 $440.80 Analyst III GIS 239 239 Days 74,735 90,043 105,351 Analyst III Travel 239 244 Days 76,299 91,927 107,555 CIP Sr Internal Auditor 239 Coord III Advanced Academics 239 Coord III Benets 239 Coord III Board Services 239 Coord III Capital Improvement Program 239 Coord III Chief Financial Ocer 239 Coord III Chief Student Support Services 239 Coord III CNS Compliance 239 Coord III Communications 239 Coord III Communicat