TEXAS COMMISSION ON FIRE PROTECTION
Texas public payroll data for TEXAS COMMISSION ON FIRE PROTECTION. We have 1 employee records on file from the most recent state release. Below: a breakdown of pay, common roles, and the full employee list.
About this agency
TEXAS COMMISSION ON FIRE PROTECTION is part of the Other State Agencies sector of Texas state government. The OpenPayrolls dataset includes 1 distinct employee records associated with this agency, drawn from the most recent state payroll release. Reported pay ranges from $57,614 at the low end to $57,614 at the high end, with an average of $57,614 across all roles.
Like every state agency listed here, TEXAS COMMISSION ON FIRE PROTECTION is funded primarily through legislative appropriations and dedicated revenue. Compensation reported in this database represents the employee's annualized base salary at the time of the data snapshot — not necessarily the amount actually paid out during the calendar year, which can differ because of partial-year employment, mid-year promotions, supplemental funding sources (federal grants, athletic revenue at universities, fee-supported programs), and overtime. See our methodology for the full caveats.
The roles most commonly held at this agency are INVESTIGATOR V. To compare what people in any of these titles earn across other Texas agencies, click the role above. You can also see how TEXAS COMMISSION ON FIRE PROTECTION compares to other employers in Austin, or against peer organizations on the Other State Agencies page.
Employees at TEXAS COMMISSION ON FIRE PROTECTION
Page 1 of 1 · Showing 1 of 1 records, sorted by annual pay (highest first).
| Name | Job title | Annual pay | Type | Hire date |
|---|---|---|---|---|
| Kenneth Parker | INVESTIGATOR V | $57,614 | CRF - CLASSIFIED REGULAR FULL-TIME | February 3, 2026 |
How to read these numbers
The annual pay column shows the salary that the agency reports for that employee at the time of the data snapshot. It is the standard apples-to-apples figure used by Texas budget analysts: monthly base rate × 12 for salaried employees, or hourly rate × scheduled hours × 52 for hourly staff. It does not include benefits, retirement contributions, performance bonuses, settlement payments, contract buyouts, deferred compensation, or supplements paid from foundation or grant funds — all of which can be substantial at universities and large agencies.
Two employees with the same title and similar tenure can earn very different amounts at the same agency for legitimate reasons: market-pay adjustments approved by the agency head, longevity pay required by Texas Government Code Chapter 659, hazardous-duty pay for eligible peace officers, or temporary stipends during periods of acting leadership. Before drawing conclusions about any single record, look at the methodology page for the full set of caveats and read the agency's own pay plan if it has one.