This report covers TEA’s video on HB 3 in 30 that focuses on the sections of HB 3 related to the Teacher Incentive Allotment. The video focuses on funding related to the TIA, the local optional teacher designation system and the general approval process, spending and a general timeline. The video can be found here.

This report is intended to give you an overview and highlight of the discussions on the various topics the committee took up. It is not a verbatim transcript of the hearing, but is based upon what was audible or understandable to the observer and the desire to get details out as quickly as possible with few errors or omissions.

 

Overview

  • HB 3 increases the State Minimum Salary Schedule by $5.5-9k per year of service.
  • HB 3 requires 30% of a district’s budget to go to compensation increases.
  • Districts may use state funding for performance-based compensation that meets certain criteria (Teacher Incentive Allotment).

Key Points for the Teacher Incentive Allotment:

  • District participation is completely optional.
  • Districts looking to participate will need to develop a system to designate high- performing teachers as Master, Exemplary, or Recognized.
  • Districts will receive additional funding ($3-32K per year) for every designated teacher they employ. Additional weight is given to rural and high-needs campuses.
  • At least 90% of TIA funds must be used on teacher compensation on the campus where the designated teacher works.
  • TEA in partnership with Texas Tech University will approve the local designation systems.
  • Charters will be able to participate in the TIA.

Funding Factors in determining TIA

  • Teacher Designation
    • Only certified teachers are eligible to earn a designation
    • These designations are not tied to a particular grade level or content area.
    • There are three levels of designation:
      • Recognized: $3-9k
      • Exemplary: $6-18K
      • Master: $12-32K
    • Socio-Economic Level
      • Each student is assigned a point value based upon the Census block group in which that student resides. These levels are split into 5 tiers from least to most need. The higher the tier, the larger the Compensatory Education multiplier.
    • Rural Status:
      • Each student enrolled at a campus classified as rural is assigned a point value two tiers higher than their assigned Comp. Ed tier.
    • The district’s role is to develop and implement a designation system and the state’s role is to approve district systems based on their validity and reliability.

The local designation system will be comprised of:

  • Teacher observation based on T-TESS or locally-developed rubric (which will be pre-approved) in which the district application must show evidence of validity and reliability
  • Student performance measures determined by the district in which the district application must show evidence of validity and reliability.
  • Optionally, the district may consider additional factors in making designations such as mentoring other teachers, student surveys and etc.

Districts will have a number of resources available to them as they pursue the Teacher Incentive Allotment including:

  • A website that will house all information concerning the TIA
  • Technical assistance to those who are interested in pursuing the TIA. This would include a change management process, teacher appraisal and student performance and human capital and compensation strategies.
  • There would be a possibility for districts to set aside up to 10% of funds for cost associated with implementing the TIA.

Fees and Reimbursements

  • Districts will pay a fee for their application and a fee per teacher they designate.
  • Once the district’s local designation system is approved, these districts will receive a reimbursement for fees paid to the state.
  • The state will also reimburse feeds paid to the National Board for Professional Teaching Standards for earning National Board Certification.

In addition to using at least 90% of the TIA funds on teacher compensation there are more teacher compensation considerations:

  • If a designated teacher moves to a new district, the money will follow the teacher to the new district and will be re-calculated based upon the funding factors for that school.
  • Districts will need to consider and shape a local plan for how to use these funds.
  • Districts will complete an attestation form verifying how they used these funds to ensure compliance.

Timeline for TEA and Texas Tech

  • Will have ongoing stakeholder engagement throughout this process
  • Fall-Winter 2019: send out appraisal survey and develop district letter of intent, publish TIA website and develop district application.
  • Spring 2020: post rules for public comment and then post application
  • Summer 2020: review and approve first round of applications
  • Fall 2020: pay districts with approved systems for 2019-2020