HB 1120
In CommitteeHouse
School staff salary alloc.
Determining state allocations for school staff salaries.
This status may be delayed. See Action History below for the latest updates.
How does a bill become law?
- Introduced: The bill is filed and assigned a number.
- Committee: A subject-matter committee holds hearings, takes public testimony, and decides whether to advance the bill.
- Floor Vote: The full chamber (House or Senate) debates and votes on the bill.
- Opposite Chamber: The bill repeats the committee and floor vote process in the other chamber.
- Governor: The Governor reviews the bill and decides whether to sign or veto it.
- Signed: The bill has been signed into law.
AI Analysis
This bill raises the minimum state funding levels for K-12 school staff salaries across multiple categories—certificated instructional staff, certificated administrative staff, and classified staff—with new and increasing targets through 2027-28. It also requires periodic reviews and regional cost adjustments to keep pace with local hiring costs.
- Sets new minimum state salary allocations for certificated instructional staff ($64,000, inflation-adjusted from 2017-18), certificated administrative staff ($95,000, inflation-adjusted from 2017-18), and classified staff ($67,325 in 2025-26, rising to $73,384 in 2026-27).
- Adds new minimum allocations for classified administrative staff ($99,164) and other classified staff ($79,988) starting in 2027-28.
- Requires regional cost adjustments for salary allocations starting in 2018-19, based on local housing values, and mandates a full review and rebasing of all allocations every four years beginning in 2023-24.
- Defines 'classified administrative staff' (e.g., business office, HR, maintenance supervision) and 'other classified staff' (e.g., clerical, support personnel) for funding purposes.
- Clarifies that 'inflation' means the inflationary adjustment index defined in RCW 28A.400.205.
Who is affected
- Public school districts — School districts receive updated minimum state funding levels for staff salaries, with increases varying by staff category and regional cost differences.
- Classified school staff — Classified staff (e.g., clerical, maintenance, and support workers) see higher minimum salary funding levels starting in 2025-26, with further increases in later years.
- Certificated instructional staff — Certificated instructional staff (e.g., teachers, counselors) benefit from a $64,000 baseline (inflation-adjusted) minimum state salary allocation starting in 2018-19.
- Certificated administrative staff — Certificated administrative staff (e.g., principals, assistant superintendents) receive a $95,000 baseline (inflation-adjusted) minimum state salary allocation starting in 2018-19.
Pro/Con Analysis
Stronger case for benefits
Potential Benefits (5)
The bill significantly raises the minimum state salary allocation for classified staff (e.g., custodians, clerical workers, bus drivers) to $67,325 in 2025–26—up from $45,912 in prior baselines—helping attract and retain essential support staff who are disproportionately women and people of color.
EducationPeopleRef: Sec. 1(3), effective 2025-26The bill establishes new minimum salary allocations for classified administrative and other classified staff ($99,164 and $79,988 respectively), raising compensation for roles that have long been underpaid relative to inflation and private-sector equivalents—especially beneficial for mid-career non-certificated workers.
EducationPeopleRef: Sec. 1(5)(a), effective 2027-28By requiring regional cost adjustments based on local housing values (per RCW 28A.150.412), the bill helps districts in high-cost areas (e.g., Seattle, Spokane) retain staff who would otherwise be priced out—mitigating displacement pressures on working-class school employees.
HousingPeopleRef: Sec. 1(5)(a), effective 2027-28The inflation-adjusted baseline for certificated instructional staff ($64,000) and administrative staff ($95,000) helps prevent wage stagnation and supports retention of experienced educators—especially important in high-cost urban districts where teacher turnover is costly.
EducationPeopleRef: Sec. 1(6), effective 2018-19 onwardThe four-year review-and-rebase cycle ensures salary allocations remain aligned with actual staffing costs—reducing the risk of chronic underfunding and helping districts plan more reliably for workforce retention and recruitment.
EducationPeopleRef: Sec. 1(7), effective 2023-24 onward
Potential Concerns (5)
The bill increases state spending on K-12 education by raising minimum salary allocations for classified staff (e.g., clerical, maintenance, support workers) to $67,325 in 2025–26, rising to $73,384 in 2026–27 and beyond—costs that are largely borne by the state general fund and ultimately by taxpayers.
FinancialPeopleRef: Sec. 1(3), effective 2025-26The bill adds new minimum salary allocations for classified administrative staff ($99,164) and other classified staff ($79,988) starting in 2027–28, further increasing state expenditures—potentially diverting funds from other public priorities like housing, transportation, or social services.
FinancialPeopleRef: Sec. 1(5)(a), effective 2027-28While the bill sets new minimum state salary allocations, it does not fully fund the cost of implementing regional adjustments or provide additional flexibility for districts facing severe fiscal strain—some districts may still need to supplement state allocations with local levies, increasing local property tax burden.
Local GovernmentLean peopleRef: Sec. 1(6), effective 2018-19 onwardThe requirement to rebaseline salary allocations every four years adds administrative complexity and may create uncertainty for districts trying to plan long-term budgets—though intended to improve accuracy, it does not guarantee stable or predictable funding streams.
FinancialLean peopleRef: Sec. 1(7), effective 2023-24 onwardThe bill increases state-mandated salary floors for classified staff, which may pressure districts to reduce non-salary staffing (e.g., reduce support staff hours or delay hiring) or increase local levies—potentially limiting job growth in non-instructional roles.
Business & EmploymentPeopleRef: Sec. 1(3), effective 2025-26
Who Is Most Affected
Classified staff (e.g., custodians, clerical workers, bus drivers, food service workers) benefit significantly—many earn near minimum wage today and will see meaningful nominal wage increases. These workers are disproportionately women, people of color, and working-class; the raises improve real-world purchasing power and reduce turnover.
Certificated instructional staff (e.g., teachers, counselors) benefit modestly—the $64,000 baseline is below current market rates in many districts, but the inflation adjustments help prevent erosion of real wages. Benefits are stronger in lower-cost rural districts where $64K may be competitive.
Certificated administrative staff (e.g., principals, assistant superintendents) benefit from a $95,000 baseline—modestly above current median for these roles in many districts—but the impact is concentrated in districts that were already paying below this level. In high-cost districts, the raise may be insufficient to offset inflation.
Public school districts gain predictability in state funding floors and regional cost adjustments, reducing pressure to overfund salaries—but they also face increased compliance burdens and may still need local levy supplements in high-cost areas.
Local governments (especially in high-cost counties) may face indirect pressure to increase property tax levies to cover gaps between state allocations and actual staffing costs—though the bill reduces the *rate* of growth in such levies by raising state contributions.