Spending Plan

Distribution of Compensation

The statute requires that 90% of TIA funds be used to compensate "student-facing" instructional staff.

TIA Designated Teacher = 85% of the teacher TIA dollars will be distributed directly to the individual TIA designated teacher, to include Above Statutory Minimum Tax and Public Educator Employer Contribution.
Non eligible student facing instructional staff in good standing = 5% of the TIA funds will be distributed to campus non eligible student facing instructional staff who are in good standing for extra duty pay, tutoring, sign on bonuses, mentor/mentee, and/or retention bonuses or the like.

The district shall retain 10% of the TIA dollars to use as follows:

The 10% will be collected at the district level to support district oversight of the implementation of TIA and ongoing professional development of TIA resources. Employer TRS Care and Medicare fees will also come from the 10% amount.

The same compensation plan will be used for designated teachers entering Academy ISD with a designation from another district and National Board Certification Teachers (NBCTs) and distributed as described according to their campus assignment.

Frequency of Compensation

The TIA compensation stipend is an annual allotment provided by the state and subject to the availability of state funding allocations.

TIA designated teachers will receive TIA compensation annually based on their TIA designation and TIA state funding for their campus of assignment at the time of the Class Roster Winter submission in February.
Compensation will be distributed in an August payment provided all information is received per TEA's published timelines.

Timeline for Spending

The following dates are specific timelines based on TIA guidelines:

before August 31st- TIA Designated Teacher Stipend Payout
August 31st- Deadline for the 10% retained TIA funds to be spent by Academy ISD
September 1st- District receives funding for TIA for the previous year during the settle-up process

TRS Retirement Impact of Compensation

TIA compensation stipends will be included in the annual wages reported to the Teacher Retirement System (TRS) and will be used when calculating retirement benefits.

Deduction Information

TIA compensation stipends will include typical reductions from the allotment received to cover the cost of TRS, Medicare, workers' compensation, and any other pertinent deductions.

This document goes into more depth regarding allotment payout as it pertains to deductions.

Teacher Movement

Teacher movement during the school year affects the TIA designation process. The movement will be handled in one of two ways as outlined below:

1. What is the district’s plan for adjusting/changing the distribution of TIA funds when an eligible teacher moves to/from a campus within the district or to/from the district prior to Class Roster Winter Submission?

The designated teacher will receive TIA funds based on their hiring/transfer date and the allotments assigned to teachers by TEA. Teachers who transfer to another campus within Academy ISD prior to class roster winter submission will receive their TIA funds for their new campus. In Academy ISD’s plan, 85% of a teacher’s allotment is given directly to the teacher who earned the designation.
If a teacher leaves the district prior to Class Winter Roster Submission then the teacher will not receive any TIA funds because no TIA funds will be generated to our district from the state. If a teacher moves to the district prior to Winter Roster Verification then the teacher will receive the allotment of funds generated by the state at the campus where the teacher is teaching during Winter Roster Verification.

2. What is the district’s plan for adjusting/changing the distribution of funds if an eligible teacher leaves the district after Class Roster Winter Submission?

Resignation/Retirement:
- If a designated teacher is not employed by the school district at the time of the August payout, the teacher will not receive his/her allotment. Their allotment will be distributed to the campus in which the designated teacher generated funds for distribution to non-eligible student facing instructional staff who are in good standing for extra duty pay, tutoring, sign on bonuses, mentors, retention bonuses or the like.
- In the event of a teacher retirement, if the teacher notifies the District at least 45 days prior to the last day of instruction about his/her intent to retire, the District will receive his/her allotment by May 31st, provided all other TIA criteria are met.
Termination:
- A designated teacher leaving the district after Class Roster Winter Submission (the last Friday in February of each year) due to termination will not receive their stipend. If the designated teacher has already been paid any part of their stipend, the district will not try to recoup stipend amounts already paid. If the designated teacher is terminated prior to the August stipend payout, their share of the allotment will be redistributed to instructional paraprofessionals, instructional support staff, and/or signing bonuses for new hires to fill the vacancy at the campus of the terminated teacher.

Attendance Criteria

1. What is the district’s plan for adjusting/changing the distribution of TIA funds when an eligible teacher is absent for more than 95% of assigned instructional calendar days?

Teachers in Academy ISD must be present at school for a minimum of 95% of their assigned instructional calendar. The following exceptions apply: supervisor approved school business days, absences covered by approved FMLA absences, approved maternity leave, and subpoena/jury duty leave.
If a teacher does not meet the minimum 95% attendance rule in any year after designating, he/she will no longer receive the allotment for the current data capture year. Instead, the teacher’s allotment will be distributed to the campus in which the designated teacher generates funds for distribution to non-eligible student facing instructional staff who are in good standing for extra duty pay, tutoring, sign on bonuses, mentors, retention bonuses or the like.

Performance Level Criteria

Beginning in Cohort 5 (data capture 2026-2027)

In a year where the teacher does not maintain the same level of performance, his/her payout amount will be commensurate with the designation level at which he/she performed. The teacher will still maintain his/her designation on his/her SBEC teaching certificate, but the payout amount will be based on the current years’ performance data. When this happens the teacher’s allotment will be distributed to the campus in which the designated teacher generates funds for distribution to non-eligible student facing instructional staff who are in good standing for extra duty pay, tutoring, sign on bonuses, mentors, retention bonuses or the like.

Important Dates and Timeline for Data Capture, Data Submission, Validation Results, Attendance data and Payout

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