Teacher Incentive Allotment

https://tiatexas.org

Teachers may earn a designation by meeting the following criteria:

• Serve in an eligible teaching assignment during both the snapshot date and winter class roster verification
• Complete a creditable year of service in Lake Travis ISD in a role coded as PEIMS 087, providing direct instruction to students as the primary responsibility for at least 90 days at 100% of the day or 180 days at 50–99% of the day
• Receive a T-TESS appraisal with a rating of proficient (3) or higher across all dimensions in Domain 2: Instruction and Domain 3: Learning Environment
• Meet established statewide performance standards required for earning a new or higher designation

TIA Eligible Course List

Teacher Incentive Allotment Handbook 

State Requirements for TIA Funding

Funding generated through the Teacher Incentive Allotment (TIA) for teachers earning Master, Exemplary, Recognized or Acknowledged designations is provided by the State to Texas school districts. State law requires that at least 90% of the funds generated through a district’s local designation system be allocated toward teacher compensation at the campus where the designated teacher is assigned. As outlined in Texas Education Code §48.114(i)(1)(A), districts must annually certify that no less than 90% of each allotment is used to compensate teachers at the campus associated with the designation.

TIA funds are not considered a guaranteed property right. Districts may allocate up to 10% of the allotment at the district level to support implementation and administration of the TIA system.

The State determines funding tiers annually based on campus rural status and student socioeconomic indicators. Allotment amounts are tied to the characteristics of the campus where the designated teacher is assigned, rather than individual student assignments. If a designated teacher transfers to a different campus, the funding generated by that teacher will be recalculated based on the new campus’s designation within the rural and socioeconomic funding tiers.

At this time, Lake Travis ISD does not have any campuses identified by the State as rural.

Teacher Designation Award Amount Determinations

Funding provided through the Teacher Incentive Allotment (TIA) varies by designation level. The specific allotment amount for each designated teacher is calculated by the State using a formula that considers the designation earned, the socioeconomic characteristics of the campus, and whether the campus qualifies for a rural designation. Lake Travis ISD currently does not have any campuses identified as rural.

Estimated funding ranges by designation level are as follows: Master ($12,000–$36,000), Exemplary ($9,000–$25,000), Recognized ($5,000–$15,000) and Acknowledged ($3,000-$9,000) .

Additional information regarding campus-level funding generated by designated teachers statewide is available through TEA’s Teacher Incentive Allotment Funding Map. Allotment amounts are recalculated annually by TEA in April. For further details on funding formulas and calculations, refer to TEA’s Teacher Incentive Allotment webpage.

Distribution of Compensation

State law requires that 90% of TIA funds generated be allocated to teacher compensation at the campus where the designated teacher is employed at the time the funds are distributed. The remaining 10% may be used for district administrative costs, including professional development related to T-TESS and student growth.

TIA-designated teachers will receive a lump-sum payment equal to 90% of the generated allotment.

Employer-paid benefit costs, including Medicare, workers’ compensation, and Teacher Retirement System (TRS) contributions, will be applied as required and reported as part of the employee’s annual wages. TIA compensation is included in TRS-reported earnings and is considered in the calculation of retirement benefits. The district will report all applicable TIA compensation to TRS, and employees will be able to view these amounts through their TRS account once annual statements are processed.

TRS benefits are governed by applicable rules and regulations. Federal tax withholdings are separate from employer-paid contributions and will be deducted from the incentive payment. All compensation is subject to TRS reporting requirements and applicable regulations.

TIA Teacher Payment Example ($12,000 Allotment)

Total Allotment Earned: $12,000

How funds are distributed:

• 90% to Teacher Compensation: $10,800
• 10% to District (administrative costs, training, system support): $1,200

Teacher Payment:

• $10,800 paid as a lump-sum stipend

What is included in that amount:

• Reported as TRS-eligible compensation
• Counts toward retirement calculations

Deductions & Considerations:

• Federal taxes will be withheld from the payment
• Employer-paid costs (TRS, Medicare, workers’ compensation) are applied as required
• Final take-home pay will vary based on individual tax status

TIA allotment funding for designated teachers is determined each year based on employment status at the Winter Class Roster Verification, which occurs on the last Friday in February.

If a designated teacher is employed with Lake Travis ISD at the time of this verification but retires or resigns before the annual TIA payment is issued, the teacher will receive their TIA compensation for that school year in their final paycheck.

Frequency of Compensation

TIA compensation is provided annually by the State and is dependent on the availability of state funding. Teachers who earn a TIA designation will receive annual payments for up to five consecutive years based on their designation level.

The amount of funding is determined by the teacher’s campus assignment at the time of the Winter Class Roster Verification. Payments are issued at the end of the fiscal year in which the designation is awarded. For example, a designation earned during the 2026–2027 school year will result in a payment distributed in May 2028.

Impact of Compensation

TIA compensation is included in the annual wages reported to the Teacher Retirement System (TRS) and is used in the calculation of retirement benefits. The district reports all applicable TIA earnings to TRS, and employees will be able to view these amounts through their TRS account once annual statements are processed.

TRS benefits are governed by applicable rules and regulations. Federal tax withholdings are separate from employer-paid contributions and will be deducted from the incentive payment.

The National Board Certification process is grounded in the Five Core Propositions, which outline what accomplished teachers should know and be able to do. This voluntary, advanced certification for PK–12 educators is developed by teachers and is designed to collect standards-based evidence of effective instructional practice. Teachers who achieve and maintain NBCT status automatically earn a Recognized designation through the Teacher Incentive Allotment (TIA). Additional information is available on the National Board Certification webpage.

NBCT Recognized Designation
The Texas Education Agency (TEA) manages the designation process for NBCT teachers, and no application is required by the teacher or district. To qualify for a Recognized designation in a given school year, teachers must:

• Hold a valid National Board certificate
• Be employed as a public school teacher and reported with a 087 Role ID in the Class Roster Winter Submission
• Be listed in the NBCT Directory as a Texas teacher by January 31 (teachers relocating to Texas must update their information accordingly)
• Maintain an active Texas teaching certificate in good standing and not be listed on the Texas Do Not Hire registry

Teachers who newly earn NBCT status and meet eligibility requirements will receive the designation in the same school year. Designations remain valid through July 31 following the expiration of the National Board certificate, with updates applied upon successful recertification.

NBCT Fees and Reimbursement

Through the Teacher Incentive Allotment, districts may receive reimbursement for certification-related expenses, including up to $1,900 for initial certification, $1,250 for renewal, and $495 for Maintenance of Certification (MOC). These reimbursements apply to certifications earned after the passage of House Bill 3 in 2019.

Eligible teachers must submit documentation of fees paid directly to the National Board. The annual reimbursement request window is January 1 through March 31. Additional details and application information are available on the NBCT webpage.

Note: The Teacher Incentive Allotment is state-funded. All designation funding is contingent upon state appropriations and approval through the TIA process. The district is not responsible for funding if state allocations are reduced or discontinued and will provide notice to teachers of any changes in funding status.

The Teacher Incentive Allotment (TIA) was established by the 86th Texas Legislature in 2019 through House Bill 3 (HB 3). The program provides additional state funding to recognize and reward highly effective teachers, with a focus on supporting instruction in high-need areas and rural districts.

To participate in TIA, districts must utilize valid and reliable teacher observation systems and student growth measures. Lake Travis ISD uses T-TESS as its teacher appraisal system, which meets TEA requirements for observation standards. Student growth is measured using STAAR, STAAR Alternate, and End-of-Course (EOC) assessments, specifically Grade 4 through Algebra I EOC for mathematics and Grade 4 through English II EOC for reading/English language arts, in alignment with TEA guidance. Growth is calculated as the percentage of students who meet or exceed expected growth based on statewide performance standards and STAAR transition tables. Teachers may earn a designation of Master, Exemplary, Recognized, or Acknowledged based on their overall performance.

Teachers must be employed by Lake Travis ISD in a PEIMS role ID 087 position, providing direct instruction for at least 90 days at 100% of the day or 180 days at 50–99% of the day. They must teach in an eligible assignment at a TIA-approved campus, be reported at both the snapshot date and Winter Class Roster Verification, and remain in the eligible assignment through the completion of spring data submission. Teachers must also maintain eligibility through the designation submission process. Designations are based on a combination of teacher observation and student growth data.

Teachers may earn one of four designation levels—Master, Exemplary,  Recognized or Acknowledged—based on performance within the local designation system. Once awarded, the designation is added to the teacher’s Texas teaching certificate and remains valid for five years, provided the certificate remains active.

National Board Certification is a pathway to earning a TIA designation. Teachers who hold an active NBCT and are serving in a PEIMS role ID 087 position automatically receive a Recognized designation. This designation is awarded independently of the district’s local designation system.

National Board Certification provides educators the opportunity to strengthen instructional practice, demonstrate advanced professional expertise, and deepen their commitment to student success. Earning this certification can enhance a teacher’s impact within the classroom and create opportunities to contribute to broader instructional improvement. In Texas, NBCTs may also receive financial incentives through programs such as the Teacher Incentive Allotment. Additional information can be found on the National Board for Professional Teaching Standards website and district resources.

Lake Travis ISD participates in the Teacher Incentive Allotment to attract, support, and retain highly effective teachers. The program is designed to recognize excellence in teaching, encourage professional growth, and ensure that all students have access to high-quality instruction.

The Teacher Incentive Allotment (TIA) program is implemented across all Lake Travis ISD campuses. The district will continue to review and refine implementation as needed in alignment with district priorities and state guidance.

Yes, the district plans to expand the TIA program over time. Future phases will include additional teaching assignments, providing more educators the opportunity to participate as the system grows and evolves. 

• LTISD Tentative TIA Future Course Eligibility Rollout

For teachers entering the local designation system, the designation cycle spans two years. The first year, known as the data capture year, is when teacher observation and student growth data are collected. Teachers who meet designation criteria based on the district’s scoring model move into the second year of the cycle.

The year following the data capture year is referred to as the designation year. During this time, the district submits teacher performance data from the prior year to TEA for review. If approved, teachers receive their designation and corresponding funding. Earning a designation is therefore a two-year process.

Teachers may choose to opt out of receiving a TIA designation from TEA and will not generate TIA funding. However, teachers assigned to eligible TIA courses/grades/subjects at Lake Travis ISD are still required to participate in all components of data collection, including teacher observation and student growth measures. Opting out of a designation means the teacher forfeits eligibility for TIA funding. 

Positions that do not provide direct instruction or are not coded as PEIMS Role ID 087 are not eligible. This includes roles such as instructional coaches, interventionists, and other non-classroom instructional positions.

A TIA designation remains active on a teacher’s Texas teaching certificate for five consecutive years. After this period, the designation expires and must be earned again through the local designation system.

Yes. Teachers may earn a higher designation during the five-year period, which will replace the current designation and reset the five-year timeline. A lower designation cannot be awarded during this time.

When a designation reaches the end of its five-year term, it is removed from the teacher’s certificate and associated funding ends. Teachers may qualify again for a designation by meeting the requirements of the local designation system.

Teachers may earn additional annual compensation ranging from approximately $3,000 to $32,000 based on their designation level. For each designated teacher, Lake Travis ISD receives state funding, of which 90% is allocated to teacher compensation at the campus where the teacher is assigned. Funding amounts vary by campus and are determined by the campus’s socioeconomic status. While the designation remains with the teacher, the funding amount may change if the teacher moves to a different campus. For specific funding amounts by campus, please refer to the TEA Teacher Incentive Allotment Funding webpage.

Yes. TIA funding is recalculated based on the campus where the teacher is assigned, using that campus’s socioeconomic and rural designation.

If a designated teacher leaves Lake Travis ISD prior to the Winter Class Roster Verification, no TIA funding will be generated for that teacher, and they will not receive a payment.

If a designated teacher changes campuses during the school year, funding is generated based on the campus assignment at the time of the Winter Class Roster Verification. The allotment amount will reflect the characteristics of that campus. Teachers must also meet creditable year of service requirements, including being employed in a PEIMS role ID 087 position for at least 90 days at 100% of the day or 180 days at 50–99% of the day.

If a designated teacher joins Lake Travis ISD prior to the Winter Class Roster Verification, they must meet creditable year of service requirements in a PEIMS role ID 087 position, including at least 90 days at 100% of the day or 180 days at 50–99% of the day. If these requirements are met, the teacher will receive TIA funding based on the campus where they are assigned at the time of the Winter Class Roster Verification. The district’s standard spending plan applies to newly hired designated teachers.

TIA funding is determined annually based on employment status at the Winter Class Roster Verification. If a designated teacher is employed with Lake Travis ISD at that time but retires or resigns before the TIA payment is issued, they will receive their compensation for that school year in their final paycheck.

Teachers who hold a valid designation on their SBEC certificate will retain the designation for the remainder of the five-year period, even if they move into a non-teaching role. However, they will not generate TIA funding for any year in which they are not serving in a PEIMS role ID 087 position.

No. A designation earned in another district remains valid on a teacher’s Texas certificate for five years. During that time, a teacher may be considered for a higher designation if performance qualifies, but cannot be submitted for a lower designation. If a higher designation is earned, the five-year timeline resets. Compensation will be based on the assigned campus in Lake Travis ISD and may vary depending on campus characteristics. Teachers seeking a higher designation must meet all local eligibility requirements, including teaching in an eligible assignment.

Teachers must remain in an eligible teaching assignment (PEIMS role ID 087) at an eligible campus through the submission process. If a teacher moves into a non-teaching role, such as an administrative position, they will no longer be eligible to be submitted for a designation.

Teachers must meet creditable year of service requirements, which include being employed and compensated in a PEIMS role ID 087 position for at least 90 days at 100% of the day or 180 days at 50–99% of the day.

Teachers with a TIA designation receive compensation annually based on their designation level and the funding generated by their campus assignment. Payments are subject to state funding availability. Employer-paid contributions apply as required, and federal tax withholdings will be deducted from the payment. All compensation is reported to the Teacher Retirement System (TRS) and is subject to TRS rules and regulations.

TIA compensation is supplemental and does not replace the district’s salary schedule.

TIA earnings are included in the wages reported to TRS and are used in the calculation of retirement benefits. Employer-paid contributions include Medicare, workers’ compensation, and TRS contributions, which are reported as part of annual wages. TRS benefits remain subject to applicable rules and regulations.