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Delay of Teachers Certification Plan

DOIDelayofTeacherCertificationPlanTableOnly (PDF)

Goal

Reduce the number of uncertified teachers by 100% by the end of the 2028-29 school year so that all classrooms are taught by certified teachers.

Recruitment, Retention & Expectations

  • Increase recruitment and retention of certified teachers who prioritize certified personnel for high-need subjects such as math, ELA, science, social studies, special education, and bilingual/ESL.
  • Continue to build strong pipelines of teacher talent through partnerships with local universities, EPP (iTeach), grow-your-own programs, and competitive pay and incentives.
  • Develop and expand support systems with an intentional focus on all uncertified teachers and new teachers.
  • Set an initial expectation that all uncertified teachers meet district professional standards by becoming fully certified within one calendar year of being hired.

Certification Plan

  • The certification plan will serve as the guiding document throughout the certification process.
  • The plan will clearly outline required content and PPR exams, EPP enrollment and completion deadlines, anticipated testing dates, and the permit expiration date.
  • Human Resources will conduct consistent quarterly check-ins with uncertified teachers to review progress, confirm EPP compliance, verify exam registration or completion, and identify any barriers impacting certification.
  • Each check-in will be documented through communication summaries to ensure transparency and eliminate surprises.\
  • Campus principals will be included in the support process as appropriate, to assess progress toward certification, adjust timelines when necessary, and determine whether additional support or intervention is needed.

Supports

  • The district will implement a comprehensive support and accountability process to ensure uncertified teachers obtain Texas certification within required timelines while feeling informed, encouraged, and supported.
  • Upon hire or identification, Human Resources will maintain a centralized, living tracker of all uncertified teachers that includes: assignment, certification area, permit type and expiration date, Educator Preparation Programs (EPP) enrollment status, required exams, and testing timelines.
  • HR will communicate with each uncertified teacher to review Texas certification requirements, district expectations, testing deadlines, and permit limitations.
  • Teachers will receive a certification plan outlining required steps and checkpoints and will sign an acknowledgment confirming understanding of expectations.
  • This documentation will be retained in the employee’s personnel file and shared with the campus principal.

Principal Support

  • Principals will be reinforcing expectations at the campus level, monitoring instructional performance, and providing reasonable support such as mentoring, scheduling flexibility for testing, or additional guidance when feasible.
  • Human Resources will provide principals with quarterly certification status updates identifying teachers who are on track, at risk of falling behind, or approaching permit expiration.
  • Campus administrators will communicate concerns to HR promptly so that issues can be addressed early and collaboratively, rather than reactively.

EPP Collaboration & Supports

  • The district will maintain active partnerships with approved educator preparation programs to support candidate success and compliance.
  •  Human Resources will establish clear communication channels with EPPs, review program effectiveness annually, verify enrollment, coursework completion, field supervision requirements, and exam readiness
  • This collaboration ensures alignment between district expectations, EPP requirements, and state certification rules.  EPP support and communication, along with student success rates, will determine program usage. 

Throughout the process, the district will emphasize encouragement and positive reinforcement by recognizing certification milestones such as exam registration, successful exam completion, and full certification approval. Teachers will receive support in overcoming obstacles such as exam retakes or scheduling challenges. Certification will be framed as an achievable professional goal, with setbacks addressed through problem-solving and adjusted planning.

If an uncertified teacher fails to meet required milestones, misses communication deadlines, or approaches permit expiration without sufficient progress, Human Resources will issue written notice outlining unmet requirements, revised deadlines, and potential employment consequences. All actions will be documented and aligned with TEA requirements and district policy. Certification status will be reviewed prior to contract renewal to ensure compliance with state law and district expectations. The district will annually evaluate the effectiveness of this process by reviewing certification completion rates, retention data, and teacher and principal feedback, using this information to refine supports and improve outcomes. 

Board of Trustees Approval

Delay of Teacher Certification application for waiver and plan approved by the Anna ISD school board on February 16, 2026.