Q & A
Common questions about the campaign
Who is Matt Geiger?
Matt Geiger is an educator with nearly 30 years of experience as a teacher, school counselor, and administrator. He has spent his career inside Pasco County classrooms and schools, working directly with students, parents, and teachers.
#teacherpayreferendum
I want to make something abundantly clear to all Pasco County teachers and voters.
It’s not that I don’t support the Teacher Pay Referendum. I will personally vote for it. What I don’t support is relying on a temporary referendum every four years to provide teachers and school staff with the raises they deserve.
It’s unfair to ask teachers and staff to live on pins and needles every four years, wondering whether the referendum will pass and, if it doesn’t, how they will be able to afford to stay in the profession. Our educators should receive regular, permanent raises that provide them with financial stability and allow them to plan for their futures.
At a minimum, Florida teachers should be paid at least in the middle of the pack nationally, not near the bottom. We need to stop accepting the status quo.
Florida is the third-largest state in the country, and Pasco County is one of the largest school districts in the nation. Yet our teachers continue to be paid far less than they are worth. We need to push Tallahassee to make teacher pay a statewide priority and ensure educators are compensated fairly across the board.
Our teachers deserve more than temporary solutions. They deserve permanent, competitive salaries that recognize the vital role they play in our children’s future.
Average teacher salary by county (bordering Pasco)
Source: Florida Department of Education staff report
- Hernando$55,993.69
- Hillsborough$59,116.61
- Pinellas$63,637.75
- Polk$52,757.02
- Sumter$61,395.50
- Pasco$51,371.13
Pinellas has 5,646 teachers; Pasco has 5,004 teachers.
Pasco is the 10th-largest school district in Florida by number of students out of 77 counties. We are 65th out of 77, one of the lowest-paid counties in Florida. See any trend?
This is with the 2022 referendum. Imagine where we would be without it.
Can Federal Education Funding Be Used for School Supplies?
Someone had asked a question about Federal funding that allocated money for school supplies. I have been unable to find it to answer it, so I am posting my answer here:
Can Federal Education Funding Be Used for School Supplies?
Yes, but only under certain circumstances and within the rules of each federal program.
Pasco County Schools' Title I program specifically allows federal funds to be used for additional instructional materials and supplies. Pasco currently has 40 Title I schools.
This demonstrates that federal education funding can legally support instructional materials and supplies. However, Title I funds are restricted to their intended purpose: improving educational outcomes for eligible students and supporting schools with higher concentrations of students from low-income families.
Therefore, Title I funds cannot simply be taken and divided equally among every student in Pasco County for a universal school-supply package.
Is There Federal Funding Specifically for Every Student's School Supplies?
No.
There is no federal program that provides every public-school student with a guaranteed $50, $100, or other fixed amount specifically for school supplies.
Federal education funding is generally distributed through individual programs, each with its own eligibility requirements and allowable uses. Some of those programs can pay for instructional materials and supplies, but the money cannot automatically be redirected to every student.
That distinction is important.
It does not mean Pasco County Schools cannot provide school supplies to students. It means the district needs to determine which state, local, and federal funding sources can legally be used for that purpose and make sure those funds are being used efficiently.
The Important Question for Pasco County
Rather than simply asking:
"Can we use federal money to give every student school supplies?"
A more appropriate fiscal question is:
"How much does Pasco County Schools currently spend on instructional and classroom supplies, what funding sources are paying for those expenses, and are we maximizing every allowable federal dollar before using local taxpayer dollars?"
That question deserves a detailed answer.
Pasco County Schools' 2025-26 budget includes approximately $1.139 billion in its General Fund, which includes expenditures for materials and supplies.
At the same time, Pasco's federal-project budget increased from approximately $57.7 million in 2024-25 to $63.4 million in 2025-26, an increase of approximately $5.7 million, or 9.9%.
That increase makes it reasonable to examine exactly how those federal dollars are being allocated and whether any allowable funding could help reduce the cost of classroom and instructional supplies for families and teachers.
What Should Be Examined?
A thorough review of Pasco County's federal education funding should identify:
- How much Pasco receives from each federal program, including Title I, IDEA/ESE, Title II, Title III, Title IV, and McKinney-Vento.
- What each federal program legally allows the district to purchase.
- How much Pasco currently spends on instructional materials and supplies through each program.
- Whether there are federal carryover or unspent balances.
- How much federal funding is being used for administration and other non-classroom expenses.
- Whether any existing federal funds could legally be used for additional student or classroom supplies.
- What it would cost to provide a basic school-supply package to every Pasco student.
- Whether state or local dollars are currently paying for expenses that could legally be covered by available federal funding.
The Goal
The objective should not be to assume that federal money can simply be redirected to school supplies. The objective should be to follow the money, understand the restrictions, and determine whether Pasco is maximizing every dollar available to support students and teachers.
If the district can legally use existing federal, state, or local resources to reduce the financial burden of school supplies on families and teachers, that possibility deserves serious examination.
Before making any specific claim about how much could be redirected, however, the district's individual federal programs, expenditures, and carryover balances should be reviewed to determine what is actually allowable under federal law.
What is Matt's plan for permanent teacher pay increases?
I want the employees of the Pasco County School District to know that I want to be your voice. I hear the concerns of our teachers and employees regarding pay and the upcoming referendum.
I will support the current referendum, but we must also find a way to make meaningful salary increases permanent for all of you. Our teachers and school employees deserve more than temporary solutions.
Below is an outline of an idea that could help achieve this goal. Please understand that this is a conceptual plan intended to demonstrate that I am actively thinking about long-term solutions to increase overall employee pay. There are many organizations, leaders, and stakeholders who would need to work together to develop a realistic and sustainable plan, including members of the Florida House and Senate, teachers' unions, the School Board, and other community and government leaders.
This is a problem that has been long overdue for meaningful action, and it must be addressed. I am committed to being part of the conversation and working toward practical, permanent solutions that recognize the value and dedication of the people who serve our students every day.
A Permanent Path to Better Teacher Pay in Florida
A Career-Based Compensation & Retention Plan for Pasco County Teachers
The Goal
Florida and Pasco County have spent decades trying to address teacher recruitment, retention, and salary compression through temporary solutions.
We need to begin thinking differently.
Teachers should not have to wait for a referendum every few years to receive compensation increases that recognize their experience and commitment.
This proposal is a starting point for a broader conversation about creating a predictable, permanent career compensation structure for teachers and other eligible instructional employees.
The goal is simple: recruit great teachers, retain experienced teachers, and reward teachers for building their careers in Pasco County.
1. Understanding the Current System
One of the major sources of state funding for teacher salary increases is Florida's Teacher Salary Increase Allocation (TSIA).
In 2020, House Bill 641 established a $500 million allocation designed to help raise teacher salaries and improve teacher recruitment and retention.
By 2025, the allocation had grown to approximately $1.255 billion, with an additional $101.6 million for growth, bringing the total to approximately $1.357 billion.
While this represents a significant investment, the current structure does not fully solve the problem of salary compression or provide a predictable career-long path for experienced teachers.
The question we should be asking is: How do we turn temporary salary increases into a permanent career compensation strategy?
2. Grandfathered Plan vs. Performance Pay Plan
Pasco County currently has different compensation structures for teachers depending on their employment history and contract status.
| Feature | Grandfathered Plan | Performance Pay Plan |
|---|---|---|
| Generally applies to | Teachers hired before July 1, 2014, who had a professional service/continuing contract | Teachers hired on or after July 1, 2014 |
| Contract status | Professional service/continuing contract protections | Annual contract |
| Does evaluation affect annual increase? | No | Yes |
| 2025-26 Effective increase | 2.38% | 2.38% |
| 2025-26 Highly Effective increase | 2.38% | 2.77% |
| Highly Effective advantage | 0 percentage points | 0.39 percentage points |
| Predictability | More predictable | More dependent on evaluation |
| Can a grandfathered teacher opt into PFP? | Yes, subject to the applicable rules | Once opted in, the teacher cannot return |
The key issue is not that veteran teachers receive no raises. The issue is that the current system does not provide a clear, predictable career-long compensation ladder that rewards teachers for remaining in the district.
3. What Does That Look Like With a $50,000 Salary?
Using a hypothetical $50,000 base salary:
| Path | Grandfathered | PFP - Effective | PFP - Highly Effective |
|---|---|---|---|
| Starting salary | $50,000 | $50,000 | $50,000 |
| Increase | 2.38% | 2.38% | 2.77% |
| Dollar increase | $1,190 | $1,190 | $1,385 |
| New base salary | $51,190 | $51,190 | $51,385 |
The difference for a Highly Effective teacher is only $195 on a $50,000 salary in the first year. Over time, however, percentage increases compound.
That raises an important policy question: Should compensation recognize only annual performance, or should it also recognize the value of experience and the decision to build a career in Pasco County? I believe the answer should be both.
4. A Proposed Career Retention Plan
I propose creating three predictable career milestones for teachers.
Career Milestone #1: Year 5
$3,000 permanent increase to base salary
Recognizes teachers who have successfully moved beyond the initial years of their careers and have demonstrated a commitment to the district.
Career Milestone #2: Year 10
$10,000 permanent increase to base salary
The centerpiece of the retention strategy. Ten years represents a significant investment in a teacher's career and a significant investment by the district in developing an experienced educator. Rather than waiting until a teacher considers leaving, we should provide a meaningful financial incentive before that decision is made.
Career Milestone #3: Year 20
Additional $2,000 permanent increase to base salary
Recognizes teachers who have made teaching a long-term career and have provided two decades of experience and institutional knowledge to the district.
Total Career-Based Increases: $15,000 in permanent salary increases over a teacher's career, in addition to normal negotiated annual salary increases.
| Career Milestone | Permanent Increase |
|---|---|
| Year 5 | +$3,000 |
| Year 10 | +$10,000 |
| Year 20 | +$2,000 |
| Total | +$15,000 |
5. Why Make the Increases Permanent?
A one-time bonus provides immediate assistance. A permanent salary increase does something different.
It raises the teacher's base salary, meaning future percentage increases are calculated from the higher salary.
Example:
A teacher earning $60,000 receives a permanent $10,000 career increase. Their new base becomes $70,000.
If the next negotiated increase is 2.38%:
- $60,000 x 2.38% = $1,428
- $70,000 x 2.38% = $1,666
The higher base produces a larger increase going forward, making a permanent career milestone more than a bonus. It becomes part of the teacher's long-term compensation.
6. What Would It Cost?
Using the Florida House of Representatives' 2025-26 Survey 2 data cited in this proposal:
| Years of Experience | Teachers | Proposed Increase |
|---|---|---|
| 5-10 years | 27,020 | $3,000 |
| 10+ years | 81,070 | $10,000 |
| 20+ years | 41,822 | $2,000 |
Estimated Direct Salary Cost
- 10+ years: 81,070 x $10,000 = $810.7 million
- 5-10 years: 27,020 x $3,000 = $81.06 million
- 20+ years: 41,822 x $2,000 = $83.64 million
Total Direct Salary Cost: Approximately $975.4 million
This is the estimated direct salary cost based on the statewide teacher counts used in this proposal. It does not include additional employer costs.
7. Additional Employer Costs
Increasing base salaries also increases associated employer expenses. These can include:
- Florida Retirement System contributions
- Social Security and Medicare, where applicable
- Other employer-paid benefits
Therefore, the actual fiscal impact would be greater than the direct salary cost. A responsible proposal must account for those costs before implementation. The objective should be to identify recurring revenue sources capable of supporting both salary and associated benefit costs.
8. Who Should Benefit?
A major weakness of the current funding structure is that compensation initiatives can exclude employees who play critical instructional and student-support roles. A comprehensive compensation strategy should examine eligibility for:
- Guidance counselors
- Media specialists/librarians
- Reading coaches
- School psychologists
- Behavioral specialists
- Interventionists
- Other eligible instructional and student-support positions
If an employee is essential to student success and retention, we should examine whether that employee should be included in the compensation strategy.
9. Where Does the Money Come From?
There is no single source of money large enough to solve this problem permanently. A realistic strategy requires multiple funding streams.
Strategy 1: State Funding
Advocate for changes to Florida's Teacher Salary Increase Allocation (TSIA) and the FEFP that:
- Increase recurring funding
- Address salary compression
- Recognize experienced teachers
- Expand eligibility where appropriate
- Provide greater flexibility to school districts
- Establish a more predictable funding mechanism
The long-term objective should be to move away from temporary salary solutions and toward recurring state funding.
Strategy 2: Health-Care Cost Savings
Health insurance represents a significant recurring expense for Florida's school districts. Florida's school districts should examine opportunities to increase purchasing power by participating in larger insurance pools and pursuing other cost-saving strategies.
The Florida Educator Health Trust and similar cooperative purchasing approaches demonstrate the potential for districts to work together to reduce costs. If recurring health-care savings can be generated, those savings could potentially be redirected toward employee compensation.
| Assumed Savings | Potential Annual Savings |
|---|---|
| 5% | $150-225 million |
| 7-10% | $210-450 million |
| 12-13% | $360-585 million |
These figures should be treated as illustrative targets rather than guaranteed savings. Any proposal would require actuarial analysis, competitive bidding, plan design review, and confirmation that savings can actually be achieved without reducing employee benefits.
Strategy 3: Local Budget Prioritization
School districts should continuously examine their budgets for recurring savings. The goal is not simply to "cut the budget." The goal is to ask:
Are we spending our recurring dollars in the places that have the greatest impact on students and employees?
Potential areas for review include:
- Administrative efficiencies
- Transportation
- Procurement
- Technology contracts
- Energy costs
- Underutilized facilities
- Health-care expenses
- Other recurring operational expenditures
Savings that can be permanently achieved should be considered for reinvestment in employee compensation.
12. Understanding the District Budget
Pasco County Schools operates across several major fund categories. The existence of a large district budget does not mean all dollars are available for teacher salaries. State and federal laws place significant restrictions on how many funds can be spent.
13. Capital Funds Are Not a Teacher-Salary Solution
Capital funds generally cannot simply be transferred into the General Fund to pay recurring teacher salaries. Capital dollars are restricted for purposes such as:
- Construction
- Major renovations
- Facilities
- Equipment
- Buses
- Certain maintenance-related costs
There are limited circumstances under Florida law where certain capital-related funds can support allowable General Fund expenditures, but capital dollars should not be presented as a readily available source for recurring teacher salaries. That distinction is important if we want this proposal to be financially and legally credible.
14. What About Referendums?
Voter-approved millage has been an effective tool for districts seeking additional employee compensation. It can provide significant recurring local revenue.
But there is a problem: Referendums are temporary.
They require:
- Voter approval
- Campaigns
- Renewals
- Continued political support
- Community willingness to maintain the tax
Referendums should remain an option. But they should not be the only long-term strategy for ensuring teachers receive competitive compensation. Teachers deserve a compensation system they can plan their careers around.
15. The Long-Term State Strategy
Ultimately, Florida needs to rethink how teacher compensation is funded. I would advocate for:
- A larger recurring state investment: Increase the state allocation dedicated to teacher compensation.
- A permanent solution to salary compression: Experienced teachers should not find themselves earning only marginally more than, or possibly less than, new hires.
- Career-based compensation: Recognize meaningful milestones such as 5 years ($3,000), 10 years ($10,000), and 20 years ($2,000).
- Performance incentives: Continue rewarding exceptional performance through appropriate performance-pay mechanisms.
- Greater local flexibility: Allow districts greater flexibility to address their specific recruitment and retention challenges.
16. What This Plan Is Designed to Accomplish
This proposal has three primary goals.
RETAIN
Give experienced teachers a financial reason to remain in Pasco County.
RECRUIT
Make Pasco more competitive when recruiting teachers from other districts and states.
REWARD
Recognize the experience, institutional knowledge, and commitment of educators who build long-term careers in our schools.
17. Why Year 10 Matters
The $10,000 Year-10 increase is intentional. A teacher who has spent ten years in education has developed:
- Classroom expertise
- Curriculum knowledge
- Mentoring ability
- Relationships with families
- Knowledge of district systems
- Leadership experience
- Institutional knowledge
Replacing that teacher is expensive. Instead of waiting until an experienced teacher submits a resignation letter, we should invest in retaining them before they leave. The Year-10 increase should therefore be viewed as a retention investment, not simply a raise.
18. The Plan in One Picture
A Predictable Career Compensation Path
Years 0-4
Competitive starting salary, annual negotiated increases, performance incentives
Years 6-9
Competitive salary, annual negotiated increases, performance incentives
Years 11-19
Competitive salary, annual negotiated increases, performance incentives
19. What This Plan Is, and What It Is Not
This IS:
- A starting point for discussion
- A long-term retention strategy
- A proposal for predictable career compensation
- A way to address salary compression
- A potential framework for state and local advocacy
- An effort to make experienced teachers a priority
This IS NOT:
- A promise that can be implemented by a single school board vote
- A proposal to take money from classrooms
- A claim that every existing state dollar can be redirected
- A guaranteed savings estimate
- A substitute for collective bargaining
- A substitute for legislative action
Several elements would require action by the Florida Legislature, changes in state funding, collective bargaining, and potentially additional local revenue.
20. A Realistic Path Forward
There is no single solution. The best path is a combination of:
- State investment
- Local budget prioritization
- Health-care savings
- Collective bargaining
- Performance incentives
- Career-based salary increases
- Long-term reform of the TSIA/FEFP funding structure
The objective is to create a compensation system that does not force teachers to repeatedly wonder: "Will my salary increase this year?" Instead, teachers should be able to look at a career ladder and know: "If I stay, grow, and serve my students, my compensation will grow with me."
21. Bottom Line
Florida has demonstrated that it is willing to invest billions of dollars in teacher compensation. The next step is to make that investment more predictable, more strategic, and more focused on retention.
A permanent career-based compensation structure could:
- Increase teacher retention
- Reduce salary compression
- Improve recruitment
- Reward experienced educators
- Provide teachers with predictable career milestones
- Reduce reliance on temporary compensation solutions
- Help Pasco compete for experienced teachers
The vision is simple: Don't just recruit teachers to Pasco County. Give them a reason to build a 10-, 20-, and 30-year career here.
Teachers are our most important investment in student success. Let's build a compensation system that treats them that way.
For questions about this plan, reach out through the Get Involved page or send a message using the Ask Matt chat.
What office is he running for?
Matt Geiger is a non-partisan candidate for Pasco County School Board, District 3. The winner will represent District 3 on the Pasco County School Board.
When is the election?
The runoff election is November 3, 2026. You can check your polling place, early voting dates, and vote-by-mail options at the Pasco County Supervisor of Elections website.
What are his top priorities?
His platform focuses on four priorities: Increase Teacher Pay; Expand Career & Technical Education; Support Teachers & Fill Vacancies; Improve Classroom Behavior; Reduce Overcrowding. You can read the full details on the Priorities page.
Is this a partisan campaign?
No. School board races in Florida are non-partisan. Matt is running to put students first, not political parties.
How can I volunteer?
Visit the Get Involved page to sign up as a volunteer, request a yard sign, or let the campaign know how you would like to help.
How can I donate?
Campaigns need resources to reach voters. You can contribute securely through the campaign's GoFundMe page or visit the Fundraising page to learn more.
Where can I find upcoming campaign events?
The Events page lists upcoming town halls, neighborhood walks, meet-and-greets, and other campaign activities. Each event includes an address, map, and an option to add the event to your calendar.
How do I stay updated?
Join the mailing list at the bottom of any page or follow the campaign on social media. We will send updates on events, voting reminders, and campaign news.
Who paid for this website?
This website was built and donated by Dawn Wagner of AI Service Group (https://aiservicegroup.ai). It is a political advertisement paid for and approved by Matt Geiger.
Where can I read additional campaign documents?
A detailed planning document is available here.
Still have a question?
Reach out through the Get Involved page or send a message using the Ask Matt chat.