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Teacher Designations
Teacher designations are determined by the points each eligible teacher receives for the components described in the local designation plan to include at minimum- teacher evaluation score and student growth score. The incentive amount is determined by the designation level as well as the rural and socioeconomic status.
Socioeconomic Level
Each student is assigned a point value based on the Census block group in which that student resides. Each student not qualifying for compensatory education is assigned a 0. Each student qualifying for compensatory education is assigned a point value of 0.5, 1, 2, 3, or 4 and is placed in a corresponding tier. The amount allotted for TIA designated teachers changes each year based on the number of qualifying students at each campus.
Rural Status
Each student enrolled at a campus classified as rural is assigned a point value two tiers higher than their assigned compensatory education tier. Currently, Anna ISD is considered rural as they have less than 5,000 students enrolled. Due to the fact that we are a fast-growth district, we expect to lose the rural status within the next few years. Amounts are adjusted annually by TEA.
Current 2021-2022 TIA Estimates for AISD Campuses
Anna ISD Rationale for TIA
The Teacher Incentive Allotment (TIA) was created by the Texas Legislature as part of HB 3 to provide a realistic pathway for top teachers to earn six-figure salaries and to help attract and retain highly effective teachers at traditionally hard-to-staff schools. Anna ISD has chosen to participate in the TIA process due to the following circumstances that impact teacher recruitment and retention:
- Anna ISD Board of Trustees has a goal to recruit, employ, develop and retain quality teaching staff and reduce teacher turnover from 19.5% to less than 18.4% by 2024.
- Anna ISD is a small town, fast-growth district that often competes with larger districts like McKinney, Allen, Frisco, and Prosper for teaching staff.
- Every time a teacher leaves, it costs the district approximately ⅓ of a teacher’s salary to replace them.
- Teachers invest so much time, effort, and money in helping students reach success milestones. We want to reward them for their investment.
System Development and Stakeholder Engagement
In the development of the Anna ISD plan, several stakeholder committees were created and/or part of the feedback and decision-making process. The committees consisted of teachers, campus and district administrators, board members, community members, and parents. With each meeting adjustments were made to the plan that reflected the feedback from the group.
The committees reviewed all teaching assignments, those with a PEIMS code 087, and identified which positions should be implemented in the three-year phase-in of TIA. The phase-in process will follow the timeline below:
Phase 1
Phase 2
Phase 3 (Possible Phase 2)
In addition, the committee proposed a new position that was board approved to oversee and manage the process from the district level that will be called the Director of Strategic Initiatives.
Director of Strategic Initiatives
The Director of Strategic Initiatives position will spend about 80% of their role on TIA work. This district level position will work with campus and district leaders, teachers, and community members to put feet to the plan that was developed by the committees upon application approval from TEA. The Director of TIA appointee will work with Curriculum and Instruction to determine professional development needs for calibration, teacher and administrator development, and assessment protocols. The Director of TIA will also work with human resources to ensure equitable distribution of effective teachers, identify teachers who are eligible to participate and which designation they are awarded.
