Teacher Incentive Allotment

The Teacher Incentive Allotment is a program established by HB 3 to help districts reward, retain, and recruit highly effective teachers. Teachers can earn a state designation that comes with an annual financial allotment based on teacher effectiveness and campus characteristics.​

Carroll ISD is committed to:​

• Rewarding teacher excellence​
• Retaining highly effective educators​
• Recruiting top-tier talent into the profession and our schools​

Teachers can earn one of three state-recognized designations:​

• Recognized​
• Exemplary​
• Master

These designations determine the size of the annual allotment, which is also influenced by the campus’s socioeconomic status and rural designation.​

Allotment amounts are based on a teacher’s designation level, the socioeconomic status of the campus, and whether the campus is considered rural. While Carroll ISD campuses are not rural, allotments still vary based on campus demographics. Designations and funding follow the teacher if they move to another Texas district.​

Carroll ISD is part of the North Texas TIA Consortium, alongside nearby districts. This regional approach ensures consistency and fairness.

Carroll ISD’s TIA system could use:​

• Teacher observations
• Student growth measures, including Student Learning Objectives (Note: this could change)​

Teachers must also be Texas certified and have at least one creditable year of service.​

Carroll ISD follows a multi-phase process:

1. System Development and Stakeholder Engagement​
2. System Application​
3. Data Capture Year​
4. Data Submission and Validation​
5. State Review and Potential Designation/Payout​

Carroll is currently in the System Development and Stakeholder Engagement.​

At least 90% of TIA funds must be used for teacher compensation on the campus where the designated teacher works. Up to 10% may be used to support the district’s designation system or to help other teachers pursue designations.​

The designation and funding travel with the teacher to any Texas public school district.; however, the funding allotment may change based on the next district’s socio-economic demographic and rural distinction.

The TIA provides meaningful financial incentives for high-performing teachers, supports career advancement, promotes instructional growth, and could potentially help Carroll ISD retain its best educators.​

As Carroll ISD explores TIA, several commonly cited concerns are being considered:

• Over-Reliance on Test Scores & Evaluations: Critics note that heavy emphasis on student test results and classroom evaluations may narrow instruction or introduce subjectivity and potential bias in ratings.
• Equity & Stress: Differences in campus resources and challenges may lead to uneven implementation. Some teachers report increased stress or worry about the program’s focus on individual performance over collaboration.
• Administrative Burden: TIA requires extensive data collection, training, and ongoing compliance — potentially straining district capacity.
• Transparency & Morale: Questions around how designations and funds are determined can impact trust and staff morale, particularly if the process is not clearly communicated.

These considerations are part of Carroll ISD’s careful review of the program before determining next steps.