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Alief ISD reports expansion of Teacher Incentive Allotment designations; district expects $1.6M in bonus funds
Summary
District staff told trustees they improved data validation with the Texas Education Agency and increased TIA designations from 3% to about 8% of eligible teachers, generating roughly $1.6 million in bonus allotments for teachers.
Alief ISD staff briefed the Board of Trustees on progress and next steps for the Teacher Incentive Allotment (TIA), saying the district improved its data validation with the Texas Education Agency and plans to designate more teachers for stipend funding.
Stefan San Miguel, the district's TIA manager, said the district's validation score rose from 56% in its initial review to 91% in the most recent submission, and that the district designated about 8% of TIA-eligible teachers this year (151 designations), up from 3% the prior year. "Last school year in the spring our first validation results we received a score of 56%. Just last in February of this year, for last year's data, we received a score of 91%," San Miguel said.
San Miguel described three designation levels — recognized, exemplary and master — and described allotment ranges that vary by campus socioeconomic need (recognized: $3,000–$9,000; exemplary: $6,000–$18,000; master: $12,000–$32,000). He said teachers in the district can expect roughly $1,600,000 in extra bonus pay across the 3 designation levels.
Staff said the TIA process is two academic years: year one collects data and year two submits it to TEA for validation. District plans include clarifying student-learning objective (SLO) guidelines, refining teacher-type classifications, earlier release of individual scorecards, continued stakeholder engagement, expanded use of TIA ambassadors on campuses, and using designated teachers as recruitment ambassadors.
Why it matters: TIA designations produce allotments districts can spend on teacher pay and related incentives. District staff said better alignment with state validation rules enabled more designations and therefore increased potential supplemental pay to teachers.
Next steps: The district will complete collection of the current year’s data, publish updated scorecards earlier next year for teacher review, and continue stakeholder outreach and handbook updates.
