Overview of Teacher Incentive Allotment Calculation/Spending/Funding 3/10/2021 & 3/11/2021
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Overview
of Teacher Incentive Allotment
Calculation/Spending/Funding
3/10/2021 & 3/11/2021
Agenda
Background of TIA
TIA Calculation Sample
Funding and district spending requirements
District spending
Timing
Type
Amount
NOTE: This session will not cover grade level or subject area
that will be selected and included in the TIA application.
2
Objectives
Participants will be able to be familiar with the calculation method for
the additional compensation.
Participants will be able to identify statutory requirements of TIA
Spending/Funding
Participants will be able to identify best practices of TIA
Spending/Funding
3
Texas Commission on Public School Finance
House Bill 21, 85th Texas Legislature, 1st Called Special Session (2017),
established the Texas Commission on Public School Finance
to develop and make recommendations for improvements to the current
public school finance system or for new methods of financing public schools.
Recruitment challenges
Working conditions and pay challenges
Retention challenges
Economically disadvantaged students are more likely to be taught by inexperienced
teachers
4
Texas Commission on Public School Finance
5
House Bill 3
6
Teacher Incentive Allotment Calculation
Undesignated
National Board
Certified
teachers earn
automatically a
Recognized
designation.
7
Calculation Sample
8
Calculation Sample
9
Calculation Sample
10District Approval Process
0-2 years 1 year
Step 1 Step 2 Step 3 Step 4 Step 5
System Step 1 System Data Capture Step 2 Data Potential
Development Application Year Submission and Approval,
(this represents Validation to designations, and
Planning which cohort your Texas Tech payout
district is a part University
Stakeholder of)
Engagement
11System Application
% allotment to designated
teacher, to other teachers,
and to the district
How and when will
teachers receive
compensation?
How will this change based
on movement of teachers
TRS compensation eligibility
3/12/2021 12TIA Statutory Requirements, TEC 48.112
at least 90% is used for
compensation of teachers
districts must expend the
employed at the campus where funding to meet statute by districts receive funding for
the designated teacher works; August 31st of each year the TIA through FSP
and
i.e. allotment dollars Continued allotments are
up to 10% can be used for costs generated by 2022‐2023 based on previous year
associated with supporting a designations must be projections with an annual
local designation system or to expended by August 31 June settle‐up
support teacher in obtaining
designations
30, 2023 for LISD
13Examples of spending
Examples of district spending that Examples of district spending that
meet the at least 90% part of meet the up to 10% part of
statute statute
Funding for additional stipends for Funding for teacher professional
hard‐to‐fill teaching positions development
Funding for teachers who are not Funding for additional teacher
currently eligible observation calibration
Funding to increase compensation Funding for student growth
for teachers in the district through measure assessments and/or
salary schedule increases analysis
Funding for administrative or non‐
teacher compensation
14Local
TIA Funding and District Spending Timeline
Districts applying for a local designation system – Cohort D State
Laredo ISD’s fiscal year starts on July 1st and ends on June 30th
FY 2021 FY 2022 FY 2023 FY 2024 FY 2025
April 2021‐ 2021‐2022 November 2022– Data submission September – Issue FSP payout of September – Issue settle‐up for
Districts School Year to TTU with per designated teacher 2022‐2023 designations including 2023‐2024 designations
submit step Data fee fee reimbursement – settle up
1 system Capture September – Issue 2024‐2025
application Year February 2023– Notification of September – Issue 2023‐2024 monthly FSP payout based on
final system approval monthly FSP payout based on 2023‐2024 actual amounts
June 2021 – 2022‐2023 actual amounts
April 2023– Notification of final
Notification 2022‐2023 designations and April 2024– Notification of final
of step 1 annual allotment funds based on 2023‐2024 designations and
system February 2023 annual allotment funds based on
approval Winter class roster 2024 February Winter class roster
April 2023 to August June 2023 –
Districts expend scheduled TIA 1st April 2024 to August June 2024 –
year allotment funds and maintain Districts expend scheduled TIA 2nd
annual local certification year allotment funds and maintain
annual local certification
15Sample April Report
16Sample first‐year settle‐up FSP Report
17Sample continuing FSP Report
18Cohort‐specific spending diagrams can be found at
www.tiatexas.org
19Local
TIA Funding and District Spending Timeline
State
Districts without a local designation system employing a designated teacher in 2021‐2022
FY 2022 FY 2023 FY 2024
April – Notification of final 2021‐ September – Issue FSP payout of September – Issue settle‐up for
2022 designations and annual 2021‐2022 designations including 2022‐2023 designations
allotment funds based on 2021‐ fee reimbursement
2022 Winter class roster September – Issue 2023‐2024
September – Issue 2022‐2023 monthly FSP payout based on
monthly FSP payout based on 2022‐2023 actual amounts
April – August – Districts expend 2021‐2022 actual amounts
scheduled TIA allotment funding
and maintain annual local April – Notification of final 2022‐
certification 2023 designations and annual
allotment funds based on 2022‐
2023 Winter class roster
April – August – Districts expend
scheduled TIA allotment funding
and maintain annual local
certification
20Impact of movement of teachers
Move to District B
JH in September
2020, is captured in
winter class roster,
and stays a teacher
2019‐2020 – generated $4,619 for 2020‐2021 – generated $7,531 for
District A ISD at District A JH District B ISD at District B JH
What happens to District A’s Allotment What happens to District B’s Allotment
2019‐2020 DPE $4,619 2019‐2020 DPE $0
2020‐2021 LPE $4,619 2020‐2021 LPE $0
2020‐2021 DPE $0 2020‐2021 DPE $7,531
21Impact of movement of teachers
Move to District B JH
in September 2020, is Moves to
captured in winter District C JH
class roster, and stays in March
a teacher 2021
2019‐2020 – generated 2020‐2021 – recognized 2020‐2021 – recognized
$4,619 for District A ISD at at District B JH is $7,531 at District C JH is $8,111
District A JH
What happens to District A’s What happens to District B’s What happens to District C’s
Allotment? Allotment? Allotment?
2019‐2020 DPE $4,619 2019‐2020 DPE $0 2019‐2020 DPE $0
2020‐2021 LPE $4,619 2020‐2021 LPE $0 2020‐2021 LPE $0
2020‐2021 DPE $0 2020‐2021 DPE $7,531 2020‐2021 DPE $0
22District Spending
Timing
Type
Amount
23When to compensate teachers?
Option 1: Compensating teachers in monthly stipends (supplemental pay)
Aug Sept Oct Nov Dec Jan Feb Mar Apr May Jun Jul Aug Sept
Designation Winter class TEA posts Deadline
Year begins roster to final TIA to expend
verify annual funds
designated allotment
teacher Receipt of
placement funds
posted in NF
What should districts consider with this option?
• What has stakeholder feedback been?
• How likely are my designated teachers to leave within the school year?
• What do I do if my designated teacher leaves before February?
• What to do if teachers leave after February but before July?
24When to compensate teachers?
Option 2: 1 Fall stipend and 1 Spring stipend
Aug Sept Oct Nov Dec Jan Feb Mar Apr May Jun Jul Aug Sept
Designation Winter class TEA posts Deadline
Year begins roster to verify final TIA to expend
designated annual funds
teacher allotment
placement Receipt of
funds
posted in NF
What should districts consider with this option?
• What has stakeholder feedback been?
• How likely are my designated teachers to leave within the school year?
• What do I do if my designated teacher leaves before February?
• What to do if teachers leave after February but before May?
25When to compensate teachers?
Option 3: 1 May stipend and 1 June stipend
Aug Sept Oct Nov Dec Jan Feb Mar Apr May Jun Jul Aug Sept
Designation Winter class TEA posts Deadline
Year begins roster to verify final TIA to expend
designated annual funds
teacher allotment
placement Receipt of
funds
posted in NF
What should districts consider with this option?
• What has stakeholder feedback been?
• How likely are my designated teachers to leave within the school year?
• What do I do if my designated teacher leaves before February?
• What to do if teachers leave after February but before May?
26When to compensate teachers?
Option 4: 1 Spring stipend (supplemental pay)
Aug Sept Oct Nov Dec Jan Feb Mar Apr May Jun Jul Aug Sept
Designation Winter class TEA posts Deadline
Year begins roster to verify final TIA to expend
designated annual funds
teacher allotment
placement Receipt of
funds
posted in NF
What should districts consider with this option?
• What has stakeholder feedback been?
• What to do if my teachers leave after February but before May?
27When to compensate teachers?
Option 5: 1 Spring stipend (supplemental pay) in the first year and
monthly from then on
Aug Sept Oct Nov Dec Jan Feb Mar Apr May Jun Jul Aug Sept
Designation Winter class TEA posts Deadline
Year begins roster to verify final TIA to expend
designated annual funds
teacher allotment
placement Receipt of
funds
posted in NF
What should districts consider with this option?
• What has stakeholder feedback been?
• How likely are my designated teachers to leave within the school year?
• What do I do if my designated teacher leaves before February?
• What to do if teachers leave after February but before May?
28Best Practice District Considerations
Decision Considerations
When What have your teachers and stakeholders advised regarding the timing of
to compensate the compensation?
teachers?
How will your compensation plan change if a designated teacher leaves or retires
after Winter class roster and before payout?
What is the likely movement of designated teachers throughout the
year considering that the TIA allotments are calculated based on Winter class
roster data?
What additional funds are available year in case the designated teacher leaves prior
to winter class roster?
29District Spending
Timing
Type
Amount
30TRS Eligibility – Local Decision
The TRS has limits on eligible
Teacher’s base Teacher’s annual
salary increases in the last 3 or 5
salary contract years prior to retirement which
Delayed lump sum
could limit the extent to which the
payment/delayed payment of TIA compensation paid in those
sum that should have been
paid in fixed intervals Stipends if earned, years is TRS eligible
accrued, and paid Contact your TRS Reporting
proportionally Employer (RE) coach to determine
Performance pay the eligibility of your TIA
compensation
31Is this plan TRS eligible?
Generally, yes because it is part of the teacher’s contract.
However, the Sample ISD should reach out to their TRS
Reporting Employer (RE) coach to confirm.
32Best Practice District Considerations
Decision Considerations
How will the Is the TIA compensation plan TRS eligible for the designated teacher?
compensation
be distributed Is the TIA compensation plan TRS eligible for the non‐designated teachers?
to teachers?
Has the district secured the required approvals prior to disbursing funds
(contracts, budget, compensation plan, etc.)?
33What documents are needed to determine TRS eligibility?
Districts most often will
submit either a
compensation plan or
board minutes, whichever
outlines the plan and dates
paid.
34District Spending
Timing
Type
Amount
35Sample Option
For a district with a local designation system where all teaching
assignments are not yet eligible
Amount to designated teacher Amount to other teachers on Amount held back for districts
campus
55‐85% depending on campus need 15‐35% depending on campus need 0‐10% to fund the development of
to fund stipends for hard‐to‐staff student growth measures for
roles assignments that are not yet
eligible
What should districts consider with this option?
• What has stakeholder feedback been?
• How will this improve the district’s TIA goals?
• Are the hard to staff positions also eligible to earn a designation?
• How will the stipend change if there is movement of designated teachers?
36Sample Option
For a district with a local designation system where all teaching
assignments are not yet eligible
Amount to designated teacher Amount to other teachers on Amount held back for districts
campus
90% in years 1 and 2 0‐40% split across all other teachers 10% to fund mentors for a district
50‐90% in years 3‐5 depending on at the campus who have not earned National Board cohort
performance a designation
What should districts consider with this option?
• What has stakeholder feedback been?
• How will this improve the district’s TIA goals?
• How will the amount to other teachers change if there is movement of designated teachers?
37Best Practice District Considerations
Decision Considerations
How much of What have your teachers and stakeholders advised regarding the amount of the
the allotment compensation?
goes towards
teacher How will the compensation align to the district’s goals around recruitment, retention,
compensation? and equitable distribution of teachers?
What are areas in which the district has specific challenges regarding recruitment,
retention, and equitable distribution of teachers?
Which teachers are currently eligible to earn a designation in the district’s designation
system?
What additional local funds can districts use towards compensation?
38When should districts report the TIA revenue?
Districts should follow their
customary accounting
practices to record the
revenue for the school year
it was earned (i.e. April)
and not when the cash is
expected to be received in
settle‐up.
39How does TIA potentially impact other funding?
TIA funds should be included in Title 1,
Part A Comparability of Services Testing
beginning the fiscal year the districts
receive the funds. For example, a
district receiving 2019‐2020 TIA funds in
September of 2020, should begin
reporting TIA funds in FY 21.
Districts should expend funds based on
their own fiscal year
Districts will need to preserve MOE
(maintenance of effort) if using funds
for Special Education programs (code
23)
40District Actions
Action Month
Determine current district status for teacher retention, recruitment and equitable
distribution of teachers
Determine the district’s current market competitiveness as it pertains to
compensation (consider at varying levels of experience, certain teaching
assignments, etc.)
Discuss the long‐term strategy for district compensation
Determine how, when, and type of teacher compensation will be issued through
stakeholder feedback
Determine if TIA spending plan is TRS eligible (optional)
Update required legal documents to align to TIA spending plan (i.e. compensation
plan, board policy, teacher contracts, etc.)
Determine when the board should adopt a budget that includes the TIA funding
41Thank you!
Please use link to provide feedback to a short survey:
https://forms.gle/ScReUaEjdU2Jnn6z8
NOTE: This survey will not cover grade level or subject area
that will be selected and included in the TIA application.You can also read
