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Association of Texas Professional Educators
Association of Texas Professional Educators

HB 2: Understanding the Teacher Retention Allotment and Support Staff Retention Allotment

House Bill (HB) 2, passed by the 89th Legislature and signed into law by Gov. Greg Abbott, provides educator pay raises through Texas Education Codes (TEC) Section 48.158, the Teacher Retention Allotment (TRA), and Section 48.1581, the Support Staff Retention Allotment (SSRA). The goal of these allotments is to recognize, support, and retain educators who instruct Texas students. 

As school districts implement the TRA and the SSRA, Texas educators may have questions regarding how these allotments will apply to their specific employment situations. General information is provided here. Eligible ATPE members who have questions about their individual situations may contact the ATPE Member Legal Services Department for assistance. 

What Is the Teacher Retention Allotment? 

Texas Education Code Section 48.158 creates the Teacher Retention Allotment (TRA). The TRA is available to classroom teachers at rates depending on a teacher’s employment with a particular school district or open-enrollment charter and years of experience:  

For school systems with 5,000 or fewer enrolled students, the TRA provides: 

  • $4,000 for each classroom teacher with at least three years and less than five years of experience. 
  • $8,000 for each classroom teacher with five or more years of experience. 

For school systems with more than 5,000 enrolled students, the TRS provides: 

  • $2,500 for each classroom teacher with at least three years and less than five years of experience. 
  • $5,000 for each classroom teacher with five or more years of experience. 

Educators are eligible for the TRA if they meet the Texas Education Code definition of a classroom teacher as noted in TEC § 5.001(2). The statute defines a 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 setting or a career and technology setting. The term does not include a teacher’s aide or a fulltime administrator.”   

Additionally, the TRA includes the following in its classroom teacher definition:   

  • An uncertified individual who is performing the work of a classroom teacher as defined by TEC § 5.001(2). 
  • A person, certified or uncertified, who otherwise meets the definition of a classroom teacher and is employed by an entity with which a school district has entered a contract with, such as charter management organizations and shared service arrangements, for example.  

What Is the Support Staff Retention Allotment? 

Texas Education Code Section 48.1581 creates the Support Staff Retention Allotment (SSRA) for “non-administrative staff.” This funding provides districts with an allotment of $45 for each student in adjusted average attendance (except for students who live outside of the district and attend virtual-only programs). School districts should spend SSRA monies on full-time and part-time hourly and salary employees who are “non-administrative staff” and not eligible for TRA pay.  

The following “non-administrative staff” positions are listed in the SSRA law: 

  • Teachers who are not eligible for TRA pay;  
  • School counselors; 
  • Librarians; 
  • School nurses; 
  • Teacher’s assistants; 
  • Custodial staff; 
  • Food services staff; 
  • Bus drivers; 
  • Administrative assistants; and  
  • Other support staff. 

The law specifically excludes the following from receiving SSRA funds: a superintendent of a school district or other administrator serving as educational leader and chief executive officer; an assistant superintendent or a person in an equivalent role; a principal or assistant principal; and an employee in a centralized supervisory. 

FAQs

No. There is an exception for districts that have been approved by the Texas Education Agency (TEA) for the Enhanced Teacher Incentive Allotment designation. These districts may use TRA funds based on performance rather than years of experience.
No. Beginning in the 2025-2026 school year, educators may qualify for either a TRA or an SSRA pay raise, but not both.
The TRA and SSRA require that school districts maintain pay increases for the 2026-2027 school year and beyond. An educator’s eligibility may change with additional years of experience or changes in assignments to roles that meet classroom teacher, support staff, or non-eligible administrator positions—i.e., an educator who is not eligible this year may qualify next year, while an educator moving into an administrator role will lose eligibility.
No. While implementing pay raises under both funds may incur additional payroll tax and benefit obligations, a district may only use TRA and SSRA funds to increase hourly wages or salaries (base pay) for eligible employees.
Districts will receive monies from both funds based on the number of eligible people each school year. For example, a district will lose funds for an eligible classroom teacher who moves to another district.
The Texas Education Agency (TEA) has advised school districts to use Title 19 of the Texas Administrative Code Section 153.1021 (Creditable Years of Service) to determine educators’ experience when determining pay raise amounts.
Districts will receive TRA funding through 087 (Classroom Teacher) PEIMS codes, and educators who have more than one PEIMS code, depending on their assignments, will qualify for the TRA with a .50 percent 087 PEIMS code (at least a four-hour average of teaching in an academic or career and technology setting). You will need to ask your school district’s human resources/personnel department to determine your position’s PEIMS code.
No, the qualifying teacher should receive the appropriate TRA amount in addition to whatever salary they would have received during the 2024-25 school year.
No. Your entitlement to TRA funds should not be based solely on whether you are the teacher of record. Your district should look at whether you teach in an academic setting or a career and technology setting for at least four hours per day. Although "teacher of record" is defined in the bill, it is defined in a section not relevant to the TRA. TRA eligibility is based on the definition of "classroom teacher" referenced in the bill.
Yes, the statute clarifies that even uncertified classroom teachers are entitled to TRA funding. However, there is still a question as to how their experience is counted, and we hope TEA will issue guidance in the near future.
It depends. Your entitlement to TRA funds is not based on your title or contract or how you have previously been paid. Your district should look at whether you teach in an academic setting or a career and technology setting for at least four hours per day.
It depends. An employee can have multiple PEIMS codes. And you should qualify for TRA if your position meets the definition of “classroom teacher” and your PEIMS code is 087 at least 50% of the time. It may require communicating with your district to ensure you are correctly coded.

Stay Informed and Stay Vigilant

The TRA and SSRA have prompted TEA to issue guidance as quickly as possible to ensure districts can start distributing these pay raises on time beginning in September 2025. ATPE is closely monitoring this information as districts work to determine who is eligible for TRA and SSRA funds. TEA has already issued a To the Administrator Addressed memo and a Frequently Asked Questions document providing clarification in various areas.

As districts continue to work on determining who is eligible for TRA and SSRA pay, educators should make sure they are aware of their eligibility status based on the assignments they hold, the experience they have earned, and the duties they perform on behalf of Texas children.  
 

The legal information provided here is accurate as of the date of publication. It is provided here for informative purposes only. Individual legal situations vary greatly, and readers needing individual legal advice should consult directly with an attorney. Please note: Rights based on the Texas Education Code may not apply to all. Many Texas Education Code provisions do not apply to public charter schools, and public school districts may have opted out of individual provisions through a District of Innovation plan. Eligible ATPE members may contact the ATPE Member Legal Services Department. 

Date of publication: Aug. 1, 2025