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May 11, 2026 — Midland ISD is taking a strategic and measured approach to enhancing compensation across the district, beginning with a phased rollout of a strategic compensation system designed to recognize impact, support professional growth, and expand opportunities. As the first school district in Region 18 to implement this comprehensive body of work, and with no districts in Regions 16 or 17 currently engaged in similar efforts, Midland ISD is leading the way in advancing innovative compensation practices in West Texas. Statewide, only 28 districts are implementing this approach, positioning Midland ISD among a select group of forward-thinking systems committed to aligning compensation with impact and excellence.
As part of the state’s continued focus on strengthening the teacher workforce, recent action by the Texas Legislature has created additional opportunities for school districts to access funding tied to teacher recruitment, retention, and performance-based compensation. These investments allow school districts to expand strategic compensation efforts that reward highly effective educators, support teacher growth, and create new opportunities for teachers to earn significantly higher salaries while remaining in the classroom. By leveraging available state funding, Midland ISD is committed to recruiting and retaining high-quality teachers who positively impact student achievement and long-term success.
The implementation will begin with campus principals in year one followed by teachers in year two. This approach allows the district to refine the system, gather feedback, and ensure a strong foundation before expanding districtwide.
In Midland ISD, approximately 60 teachers are already making over $100,000, which positions the district as a leader in recruitment and retention efforts not only in the Permian Basin but also throughout the state. Principals currently participate in a locally funded Principal Incentive Allotment. Strategic Compensation would further the opportunities for more teachers and principals to earn enhanced pay.
“We are taking a thoughtful, phased approach to enhancing compensation in our district,” said MISD Superintendent Dr. Stephanie Howard. “In year one, our principals will lead the way by participating in a strategic compensation model. This allows us to refine and improve the system before expanding to teachers in year two. I want to be clear—during initial implementation, participants will be held harmless. This means no one will see a reduction in pay as a result of this transition until the full implementation in 2028-29 for principals and 2029-30 for teachers. This work is about recognizing impact, supporting growth, and creating opportunities.”
During the first year of implementation, principals will serve as both participants and leaders in the process. Their involvement is critical to building trust in the system and ensuring that adjustments are made based on real experience. The district is intentionally “leading with leaders,” positioning principals to model the system before it impacts teachers.
Throughout this initial phase, principals will receive individualized compensation projections, participate in calibration training to ensure consistency in evaluation, and engage in ongoing feedback sessions to help refine the model. Their insights will directly shape the experience for teachers as the system expands.
As the district prepares for year two, communication with teachers will focus on building understanding and reducing uncertainty. Teachers will be informed that the system is being developed and refined through principal participation and that they will also be held harmless during their first year in the system.
Midland ISD recognizes that changes to compensation can bring questions, and the district is committed to clear, consistent communication throughout each phase of implementation. By taking a deliberate approach, the district aims to ensure that the system is fair, transparent, and aligned to the district’s goals of improving student outcomes.
This phased model reflects Midland ISD’s commitment to doing this work the right way—learning, refining, and improving before full implementation while maintaining trust and stability for all employees.
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