Teacher Incentive Allotment (TIA) is a key part of HB3, dedicated to recruiting, supporting and retaining highly effective teachers in all schools, with particular emphasis on high need and rural schools. Districts, if they choose to, can develop a local designation system and designate high-performing teachers (Master, Exemplary or Recognized). Districts will receive additional funding ($3,000-$32,000 per year) for every designated teacher they employ. Districts will receive greater funding for designated teachers who work on rural and/or high needs campuses. At least 90% of TIA funds must be used on teacher compensation on the campus where the designated teacher works. Texas Education Agency (TEA), in partnership with Texas Tech University, will approve the local designation systems.
In order to continue to attract, retain, and reward effective teachers, Atlanta ISD has chosen to participate in the Teacher Incentive Allotment to maintain competitive salaries within the region. Atlanta believes that an effective teacher is the single most important factor to student achievement. Thus, teachers who meet the TEA eligibility requirements, can demonstrate their effectiveness through the teacher observation protocol and whose students show yearly progress on the designated assessment, are eligible to earn Teacher Incentive Allotment designations.
In order to be eligible for a TIA designation a teacher must:
The goal is ALL certified teachers at ALL schools will be eligible for designation through a phase-in period.
REMEMBER, EVERY TEACHER HAS A PATHWAY TO EARN THE
TIA ALLOTMENT BY BECOMING NATIONALLY BOARD CERTIFIED.
Atlanta ISD will use the following measurements for the local designation system:
Measure #1 Teacher Observation/T-TESS - Strongly calibrated teacher observation system which shows a congruence of observation scores to student growth.
Measure #2 Student Performance - Accurate and reliable measures of a teacher’s impact on student growth, with constant disaggregation and analysis of data to show a high level of validity and reliability.
T-TESS/Observations are 40% and Student Growth Measures are 60%
It depends. First, each designation is awarded differently (i.e. a master teacher will be impacted more than a recognized or distinguished teacher). Also, teachers who serve in schools with a higher number of low socio-economic students earn more than those who serve in schools with a lower number.
Ninety percent of allotted funds must be used toward teacher compensation on the campus where the designated teacher works. It will be distributed as a lump sum payout.