It’s Time to Pay Teachers What They Deserve

I did everything right—earned my degree, landed a teaching job, and stepped into my  classroom ready to change lives. 

Then, life humbled me. 

One evening, I came home to find my house burned to the ground. My grandmother and I  stood there in shock, watching everything we owned turn to ashes. And in that moment, I  realized something terrifying: 

I had no renter’s insurance. No emergency savings. And no way to afford a hotel room. 

A full-time teacher—working tirelessly for my students—one crisis away from  homelessness. 

Had it not been for the American Red Cross, which gave us a one-week voucher for a local  motel, we would have been sleeping in our car. 

Let that sink in: A teacher, with a college degree and a steady job, didn’t have enough  reserves to survive an emergency. 

And the scariest part? I wasn’t alone.

Thousands of teachers across the country are living paycheck to paycheck, dedicating their  lives to education while barely staying afloat. 

Because here’s the hard truth: Passion and purpose don’t pay the bills. 

It’s time to stop accepting outdated pay structures and start paying teachers what they’re  worth—their skills, expertise, and impact deserve better. 

The Problem Isn’t Funding—It’s How We Spend It 

Teachers are working harder than ever, yet salaries have barely moved. Student  performance has declined, and more educators are leaving the profession every year. 

The reality? The U.S. spends more on education than ever before, yet nearly 40% of funding  goes to non-instructional costs instead of directly supporting teachers and students  (Census.gov, 2017). 

Meanwhile, states that invest directly in teachers—not just in bigger budgets—see better  results. 

• Mississippi invested in teacher training and accountability, leading to a top 10  ranking in reading growth (Mississippi Today, 2023). 

• Oregon increased school funding by 80% over a decade, yet student scores dropped  (Willamette Week, 2025). 

The difference? Mississippi invested in teachers. Oregon just spent more money. What If Teachers Had More Control Over Their Pay? 

In most professions, performance and expertise increase earning potential—but public  school teachers are locked into rigid pay scales that don’t account for skill, demand, or  impact. 

Some states are beginning to change this: 

• Florida and Texas are experimenting with performance-based teacher pay (EdWeek,  2022). 

• North Carolina and Tennessee offer higher salaries for teachers who take on  leadership roles (NC DPI, 2024). 

• Texas’ Teacher Incentive Allotment (TIA) program allows schools to customize pay  based on classroom impact (Texas Education Agency, 2024). 

What if these opportunities were available to every teacher in America?

Measuring Teacher Impact the Right Way 

A major argument against performance-based pay is that not all student growth is easy to  measure. And that’s true. It’s simple to track test score improvements in math or reading,  but what about other areas? 

• In the arts, success might mean increased confidence, risk-taking, or creative  breakthroughs that don’t translate into a standardized test. 

• In special education, growth could be as profound as learning to express emotions,  improving motor skills, or gaining independence. 

That’s why the best teacher pay models go beyond test scores and include: • Portfolio-Based Assessments to track long-term student growth (NAfME, 2023). • Student Growth Goals (SGOs) to set customized benchmarks (NJ DOE, 2024). 

• Peer Reviews & Classroom Observations for a holistic measure of teacher impact  (Texas TIA, 2024). 

If teachers are going to be paid based on performance, then the system must be fair,  adaptable, and reflective of every subject area. 

States Leading the Way on Teacher Pay Reform 

Some states are already restructuring teacher pay to reward expertise, leadership, and  impact. 

• Tennessee’s Innovation Zone (iZone) provides higher salaries and specialized  training for teachers who choose to work in high-need schools (Tennessee DOE,  2024). 

• North Carolina’s Advanced Teaching Roles (ATR) Initiative increases pay for  educators who mentor new teachers, lead instructional teams, or coach colleagues  (NC DPI, 2024). 

• Texas’ Teacher Incentive Allotment (TIA) Program allows educators to increase  earnings based on student impact, rather than just years of service (Texas Education  Agency, 2024). 

These models show that when teachers are paid for their expertise, not just their tenure,  both educators and students benefit.

What If Every Teacher Had This Opportunity? 

Imagine a system where innovative salary structures replaced outdated ones, giving  teachers the same opportunity to leverage their skills and negotiate their worth. 

Free agency. 

The conversation about education policy isn’t just happening in the news—it’s happening  right now among teachers, school leaders, and decision-makers. 

I know firsthand what it’s like to struggle on a teacher’s salary, to give everything to  students while barely staying afloat. But I also know this: it doesn’t have to be this way. 

Teachers, have you ever had a moment where you realized that passion alone wasn’t  enough to keep you financially secure? 

What do you think needs to change? Drop your thoughts in the comments—I want to hear  from you. 

Follow me for more insights on education reform, innovative teacher pay structures, and  how we can create a system that truly values educators. 

It’s time to give teachers the financial power they deserve.