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HB 767

Residential Property Insurance

2026 Regular Session Introduced by Yvette Benarroch and 1 co-sponsor

A bipartisan study commission will compare NC teacher pay and benefits to other states and propose evidence-based recommendations to recruit and retain teachers.

Now in State Administration Budget Subcommittee
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Bill Summary · HB 767

HB 767 — Market Rate Teacher Pay Study (North Carolina)

Status: Enacted — Signed by Governor (5/24/2025); effective 9/1/2025
Session: North Carolina General Assembly, 2025–2026

Purpose / Intent

HB 767 creates a time‑limited, bipartisan legislative study commission to analyze how North Carolina public school teacher compensation (pay and benefits) compares with other states and to identify factors affecting teacher recruitment and retention. The commission is charged with producing findings and any legislative recommendations.

Key provisions

  • Establishes the Joint Legislative Commission on Market Rate Compensation for Teachers.
  • Membership (7 total):
    • 2 State Senators (appointed by Senate President Pro Tempore)
    • 2 State Representatives (appointed by the House Speaker)
    • 2 gubernatorial appointees
    • The State Superintendent of Public Instruction (or designee)
  • Leadership and quorum:
    • Co‑chaired by a senator and a representative designated by appointing authorities.
    • Quorum = 4 members.
  • Powers and operations:
    • May meet on call of the chairs, meet in Legislative buildings or agreed locations, and contract for professional/consultant/clerical services (per G.S. 120‑32.02).
    • Must hold at least five public meetings in distinct geographic regions of the State.
    • May request information from state agencies and exercise powers under G.S. 120‑19 et seq.
    • Legislative Services provides professional staff; House and Senate provide clerical staff (clerical expenses borne by the Commission). Members receive subsistence and travel reimbursement per existing statutes.
  • Study topics (explicitly listed):
    1. Starting and average teacher salaries in NC vs. nationwide and the southeastern region.
    2. Comparison of teacher benefits.
    3. Wage gap between teachers and similarly educated professionals.
    4. Teacher attrition rates and destinations (other professions or out‑of‑state).
    5. Effect of state salary supplements, bonuses, and loan forgiveness on recruitment/retention at different career stages.
    6. Impact of increased local supplements and county property tax funding.
    7. Any other issues the Commission deems relevant.
  • Reporting and sunset:
    • May submit an interim report (with legislative recommendations) to the 2026 Regular Session prior to its convening.
    • Final report, including any legislative recommendations, due by the end of the 2026 Regular Session.
    • Commission terminates on December 31, 2026, or upon filing its final report—whichever is earlier.

Who is affected

  • Primary subjects: public school teachers (current and prospective) and local school systems.
  • Secondary: state and local policymakers (education and budget officials), counties (property tax implications), and entities involved in teacher recruitment/retention policy.
  • The bill creates no immediate pay changes; it produces analysis that can inform future salary/benefit or funding legislation.

Fiscal/Administrative impact

  • Direct fiscal impact is modest: use of existing Legislative Services staff, travel/subsistence for members, and any contracted consultants or clerical help (funds to be provided/appropriated as needed).
  • Results may inform future budget or statutory changes with larger fiscal implications.

Practical effect

HB 767 centralizes comparative research and stakeholder input into a single legislative vehicle intended to produce evidence‑based recommendations on teacher compensation and related retention/recruitment strategies for North Carolina.

Compiled from official sources — confirm details with the bill’s official record.

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