Teacher Incentive Allotment (TIA) At-A-Glance

March 27, 2023 | All Posts, Announcements

  • HR Services is applying to become a local designation system for the TIA. The TIA application is due April 17.
  • TIA was created by House Bill 3 (86R) to keep highly effective teachers in the classroom by significantly raising their salaries.
  • The 2023-2024 academic year is the first phase of our District’s path to fully implementing the TIA Designation System. This is a data collection year for our initial cohort of teachers
  • The District has adopted a phase-in approach to TIA, starting with Kindergarten, first, and second-grade teachers at nine Strategic and Increased Support elementary campuses; Bluebonnet, Callison, Joe Lee Johnson, Robertson, Voigt, Anderson Mill, Berkman, Union Hill, and Wells Branch. With a successful 2023-2024 school year implementation, we plan to phase in additional teachers and campuses in subsequent years, scaling up to other content areas and grade levels.
  • Based on the data collected during 2023-2024 (T-TESS observation and student growth data), teachers who earn a designation will receive it in 2024-2025 and receive a payout of TIA compensation in the summer of 2025.
  • The District will continue to use the T-TESS observation tool for all teacher evaluations.
  • A TIA committee of principals, teachers, and other district personnel reviewed the District’s implementation plan and provided feedback on the proposed TIA compensation plan for the distribution of funds.
  • When the TIA was implemented through House Bill 3 in 2019, the District’s distribution plan was to direct 100% of the funds to the teacher who had earned the designation. This action did not account for associated Teachers Retirement System of Texas (TRS) costs, payroll taxes, or the costs resulting from the program’s administration.
  • As a more significant number of teachers become designated and to ensure sustainability with no unintended impact on the district budget, the District recommends adjusting the distribution plan to 90% of the funds generated paid to the teacher who earned the designation. The remaining 10% allows the district to continue making TIA compensation TRS-eligible as we scale up and more teachers earn a designation. This would also cover other payroll and administrative costs. This 10% could also be used to expand professional development for teachers or to help grow our National Board Certified teachers program. The 90/10 plan aligns with the TIA distribution plans in surrounding districts and most TIA districts across the state.
  • National Board Certified teachers, who remain in a teaching assignment, automatically earn a recognized designation and generate TIA funds without going through the designation system.
  • Teachers can be reimbursed for many of the fees associated with earning and renewing a National Board Certification. Learn more about how to become a National Board Certified Teacher.
  • Through Texas Tech University, the Texas Education Agency (TEA) administers a survey to all teachers employed by the District in mid-late April. The survey gauges teachers’ perceptions, understanding, and support for their local teacher designation system.
  • TTU will send aggregate survey responses with state-wide averages to districts in June. If you have questions about the survey administration process or would like a preview of the survey questions, please contact TTU.
  • Learn more about Teacher Incentive Allotment on HR Services’ dedicated TIA website. Send your questions about Round Round ISD’s TIA designation plan to HR Services.