PWCS and PWEA logos

Prince William County Public Schools (PWCS) and the Prince William Education Association (PWEA) announce a historic wage agreement increase totaling more than $160 million over two years. This multi-year commitment delivers on the promise of the PWCS strategic plan and PWEA to ensure that PWCS is a place where employees are valued and offers regionally competitive pay.

“Investing $160 million over the next two years for teacher and support staff raises is a testament to our commitment to valuing and supporting our educators,” said Prince William County School Board Chairman At-Large, Dr. Babur Lateef. “This proposal not only recognizes the hard work and dedication of our teachers and staff but also ensures that we continue to attract and retain the best talent for our students' success.”

PWCS Superintendent Dr. LaTanya D. McDade stated, “This wage proposal is a testament to PWCS's commitment to its strategic plan, ensuring that our employees feel valued and are compensated competitively within the region. We believe that these measures will not only enhance our ability to attract and retain top talent but also foster a sense of belonging and appreciation for our staff."

“The Prince William Education Association (PWEA) bargaining team, representing over 11,000 educators and school staff, proudly announces a landmark 2-year wage deal, reflecting our unwavering dedication to competitive wages. This achievement ensures our schools can address vacancies, directly benefiting our students by guaranteeing access to highly skilled and experienced education professionals,” said PWEA President Maggie Hansford.

The upcoming Fiscal Year 2026 Superintendent Budget Proposal will include a comprehensive wage package aimed at providing stability and long-term commitment to all PWCS staff, including staff not in the bargaining unit, as well as targeted investments to advance our shared strategic goals.

Highlights of the wage agreement include:

  • A 2-year wage deal offering stability and multi-year commitment, including a raise averaging more than 13% over two years.
  • An average 7% wage increase for PWCS staff in Year 1 and an average 6.4% increase in Year 2.
  • Decompression of the certified wage scale (instructional staff) to ensure employees are placed on steps commensurate with their years of experience.
  • Significant increases in starting wages for teachers, positioning PWCS to be the regional leader in teacher compensation.
  • Targeted stipends for specific roles, including IEP case management, dually certified English Language teachers, and Elementary Strings Teachers.
  • Doubling the night shift pay differential for classified staff.
  • Reclassification of certain classified positions to higher grades to ensure competitive pay.
  • Ensuring all PWCS supplements are at or above the median for the regional comparative study.

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