The role of a substitute teacher in Texas schools is to maintain continuity of instruction and classroom management when the regular teacher is absent. This position offers a flexible entry point into the education field, providing experience for those considering a full-time teaching career or seeking part-time work. The process for becoming a substitute teacher is not managed by a single state agency but is handled locally by individual school districts and charter schools. Understanding this decentralized system is the first step toward navigating the application and approval process.
Meeting the Minimum Eligibility Requirements
The Texas Education Agency (TEA) establishes a baseline standard for all individuals who have direct contact with students, but specific hiring requirements are set by each local education agency (LEA). Prospective substitute teachers must meet the statewide minimum age requirement of 18 years old. They must also possess at least a high school diploma or a General Educational Development (GED) certificate.
While a high school diploma is the minimum requirement, many districts impose higher standards. Large metropolitan districts often require applicants to have completed a minimum number of college credit hours, such as 48 or 60 hours, or prefer candidates with a bachelor’s degree. Higher educational attainment often correlates with better opportunities and higher daily pay rates. Applicants must submit official transcripts to verify their education during the application process.
Navigating the Local District Application Process
Candidates must apply directly to the individual school districts or charter schools where they wish to work, as there is no single statewide substitute pool. This decentralized approach means approval in one district does not transfer; a separate application is required for every other district. Successful applicants often target multiple districts to maximize employment opportunities and schedule flexibility.
Researching Local Education Agencies (LEAs)
Candidates should begin by researching the specific local education agencies in their desired geographic area, noting that major cities are often served by multiple independent school districts. Each district maintains its own hiring calendar and unique requirements, which may include specific college credit hour minimums or residency preferences. Checking the Human Resources section of the district’s website will reveal the current hiring status and application deadlines.
Submitting Official Application Forms
Most Texas school districts utilize an online application system for all personnel, including substitute teachers. These systems require the submission of a completed application form, resume, and often electronic copies of official transcripts or diploma verification. Completion of the online application is an administrative step that does not automatically guarantee acceptance into the substitute pool.
Interview and Vetting Processes
Following application submission, districts begin a vetting process that frequently involves a review of professional or academic references. Candidates may be contacted for a formal interview, which can be individual or part of a larger group orientation session. These meetings assess the applicant’s suitability for the classroom environment and communicate district-specific expectations for classroom management and professionalism.
Mandatory Screening and Documentation
All individuals who work for a Texas school district and have direct, ongoing contact with students must undergo a mandatory security and legal screening process regulated by the Texas Education Agency. This process must be completed before an individual is cleared to work in any classroom. The primary component of this screening is a national criminal history check based on electronic fingerprinting.
The fingerprint-based background check must be submitted electronically through the vendor approved by the Texas Department of Public Safety, which is IdentoGO. The district typically provides the necessary instructions and codes to schedule an appointment. This process ensures the district is compliant with state law and provides access to state and federal criminal history records. Applicants are responsible for paying the associated fees for the fingerprinting and background check.
Completing Required Training and Orientation
Once an applicant is conditionally accepted and the background check is underway, they must complete the district-mandated training and orientation. This local training is a prerequisite for beginning work and familiarizes the substitute with the district’s specific operational protocols. Training often includes modules on school safety procedures, emergency response plans, and district policies regarding student discipline and confidentiality.
The format and length of this required training vary significantly, sometimes involving online modules or requiring an in-person orientation session. Some districts may require up to eight hours of training focused on effective classroom management techniques and instructional strategies. This mandatory local training is distinct from optional, third-party preparation courses, which a candidate may choose to complete to enhance their skills.
Understanding Credential Types and Pay Rates
Substitute teacher compensation and assignment eligibility are structured by a tiered system based on educational attainment and certification status. Districts define pay rates according to three general tiers: non-degreed, degreed (but not Texas certified), and Texas-certified educators. The distinction between these tiers is substantial, with daily pay rates often varying by $30 to $50 or more.
Non-degreed substitutes, typically those with a high school diploma and minimum required college hours, generally receive the lowest daily rate, often around $80 to $95. Candidates with a bachelor’s degree but no state teaching certification are placed in a higher tier, with daily rates starting between $95 and $110. Texas-certified teachers, who possess a standard teaching certificate, are the highest-paid tier, often earning $105 to $130 or more per day.
Pay rates also differ widely based on geographic location and district size, with major metropolitan areas frequently offering higher rates than smaller, rural districts. A significant pay increase is associated with a long-term assignment, defined as working 10 or more consecutive days in the same classroom for the same teacher. For long-term assignments, the daily rate for all tiers increases to reflect the added responsibilities of planning, grading, and attending staff meetings.