The gross salary of an educational assistant in middle school is based on a major index aligned with the minimum wage (SMIC). In 2024, the major index 366 sets this salary at 1,766.92 euros gross per month for full-time work. However, this grid base reflects only part of the salary reality: some institutions offer higher amounts, and the distinction between fixed-term contracts (CDD) and permanent contracts (CDI) alters the salary trajectory.
Discrepancy between index grid and actual salary in middle school
The index grid for AEDs sets a floor, not a ceiling. We observe on recruitment platforms offers in middle schools that exceed the theoretical entry amount of the grid.
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Recent job postings mention a salary starting from 1,802 euros gross per month for full-time positions in middle schools, particularly in priority education. Other institutions, such as a middle school in Grigny in Île-de-France, publish a base hourly rate of 12.02 euros gross over 12 months, indexed directly to the hourly SMIC rather than the floor index.
This variation is explained by several mechanisms. The employing institution has some leeway in drafting the offer. Indexation to the hourly SMIC, when practiced, can result in a monthly amount slightly higher than that calculated by the major index, depending on successive increases in the SMIC. To learn more about the salary of educational assistants in middle schools, the job sheet details the amounts by work share.
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In practice, a part-time AED in middle school earns about half of the gross full-time salary, resulting in a net monthly income that is significantly below the poverty line. This factor influences most choices regarding work share.
Bonuses and allowances for AEDs: what actually appears on the payslip
The payslip of an AED has few lines of allowances compared to that of a tenured teacher. AEDs do not receive ISOE or ISAE, which are reserved for teaching staff.
The accessible allowances depend on the place of assignment and the type of missions:
- The REP or REP+ bonus applies to AEDs working in priority education networks. Its payment has faced delays and retroactive issues reported by several unions, making it necessary to check each payslip.
- The residence allowance, calculated according to the geographical area of the institution (zone 1, 2, or 3), is added to the index salary. In zone 1, it represents a percentage of the gross salary.
- The family supplement (SFT) applies to AEDs with at least one dependent child, as it does for all public agents.
Aside from these lines, the net pay is deducted from the gross salary after social contributions (CSG, CRDS, IRCANTEC retirement for contractors). Payroll errors are common for precarious contracts, and we recommend comparing each month the net amount paid to the theoretical amount calculated from the index.
Remuneration of AEDs in CDI: the grid under construction
The transition of AEDs to CDI, possible since the 2022 law after six years of seniority, has not yet produced a stabilized remuneration grid. During a ministerial working group held on April 2, 2025, the administration proposed to base the remuneration of AEDs in CDI on the grid of AESH in CDI.
This proposal would involve a tiered system with automatic progression based on seniority. For the AEDs concerned, the perspective is twofold: a career visibility that did not exist under successive CDD regimes, but also a salary ceiling that remains modest.
What changes with the transition to CDI on the payslip
An AED in CDI retains the same contributions as in CDD (IRCANTEC, no RAFP). The difference lies in stability: the contract is no longer renewed each year, which eliminates periods without pay between two CDDs (July-August for 10-month contracts).
If the grid based on AESH is confirmed, the advancement in tiers would yield gains of a few dozen euros gross per year. The progression remains slow and capped, far from the category B grids of the public service.
Work share and impact on net salary in middle school
Most AEDs in middle schools are hired on a part-time basis. The most common work shares are 50%, 75%, and 100%. The choice of work share determines not only the salary but also social rights.
- At 50%, the net monthly salary is around half of the net SMIC, making it almost mandatory to combine it with studies.
- At 75%, the income barely covers rent in densely populated urban areas without additional support (APL, supplementary activity).
- At 100%, the net remains close to the SMIC, with no significant prospects for exceeding it outside of priority network bonuses.
Employing educational institutions have some latitude in distributing hours throughout the week. A 75% contract may result in full days concentrated over four days, or half-days spread out, affecting the possibility of taking on another job or pursuing training.
The salary of AEDs remains indexed to the SMIC, without a specific revaluation mechanism. Each increase in the SMIC leads to a readjustment of the floor index, but the gap with other categories of agents does not narrow. The construction of a specific grid for CDIs represents the only structural lever under discussion, and its outcome will determine whether the AED profession in middle schools moves out of the status of a budgetary adjustment variable.