LISD collage of students

Teacher Incentive Allotment

Administrative Guidelines

The goal of the Teacher Incentive Allotment is to provide a realistic pathway to pay outstanding teachers six-figure salaries.  As such, it will dramatically improve the recruitment and retention of highly effective teachers and keep them in the classroom at our most challenging campuses. Teacher Incentive Allotment compensation will be paid in addition to the current Longview Incentive for Teachers (LIFT) program. 

Teacher Eligibility

The teacher must have a valid SBEC certificate. Eligible types of certificate include: Standard,  Professional, Provisional. Eligible classes of certificates include: Classroom teacher (Chapter 233), Reading Specialist (Chapter 239), Legacy Master Teacher. The teacher must be coded 087 (Teacher) per the Public Education Information Management System (PEIMS) description of codes for 90 day at 100% of the day (equivalent to four and one-half months or a full semester) or 180 days required at 50-99% of the day and compensated for that employment.

TIA Designations

Designations are Recognized, Exemplary and Master. Once earned, designations remain valid for a period of five years. They are determined utilizing both teacher observation ratings and student performance data. The teacher observation component requires minimum average scores across domain 2 and 3 along with a minimum rating required for each dimension in domain 2 or 3. However, for the 2018-19 and 2019-20 school years teacher designations will be based solely upon student growth data.

Phase 1- Teachers of grades 4-EOC STAAR tested subjects are eligible for consideration for TIA designations. Teachers may qualify to earn Recognized, Exemplary, or Master designations based upon student growth data for either the 2018-19 or 2019-20 school years.  

Phase 2- Beginning with the 2020-2021 school year and beyond, teachers of Kindergarten – Grade 3 will become eligible for designations based on both student growth in Reading and or Math utilizing the IOWA assessment coupled with Teacher Observation (T-TESS) data. Grades 4-EOC STAAR tested subject areas will remain eligible based upon student growth with the addition of the Teacher Observation (T-TESS) data component.

Phase 3- Beginning in January 2021, eligible National Board Certified Teachers (NBCTs) will earn a Recognized TIA designation automatically on their Texas educator certificate for the 2020-2021 school year. The designation will expire in conjunction with the teacher’s National Board Certification. To be eligible for the Recognized Teacher Incentive Allotment designation, NBCTs must have a valid Texas teaching certificate in one of the following categories: standard, professional, provisional or one year. Teachers with a Recognized designation must be employed as a Texas teacher (087 role ID in PEIMS) and complete a creditable year of service in order to generate funding for that year.

Plan to Facilitate National Board Certification

National Board Certification is a voluntary advanced professional certification for PreK-12 educators that identifies teaching expertise through performance-based, peer-reviewed assessment. Teachers are certified based on standards set by the National Board for Professional Teaching Standards (NBPTS) National Board Certification provides teachers an opportunity to hone their practice, demonstrate professional knowledge, and reinforce their dedication to their students and their career. The certification process is designed to collect standards-based evidence of accomplished practice, and on the average takes 1-3 years to complete. To become a Board-certified teacher, eligible candidates must demonstrate advanced knowledge, skills, and practice in their individual certificate area by completing four components: three portfolio entries and a computer based assessment. Certification is available in 23 certificate areas spanning 16 disciplines from Pre-K through 12th grade.   LISD will sponsor an annual cohort of up to 25 individuals seeking National Board Certification. The district will provide assistance and supports necessary to ensure high rates of completion and success.

State-wide Teacher Observation Performance Standards

The minimum average scores were derived from a statewide analysis of T-TESS observations with scores on a 1-5 scale. Teachers in each of the three designated categories tend to have scores above these minimum averages, however the overall holistic review may allow for scores that are nominally lower than these stated minimums in some cases.

Designation Level

Minimum Average Score Across Domain 2 and 3

Minimum Rating Required for each Dimension  in  Domain 2 and 3



At least 3 (proficient) on all dimensions



At least 3 (proficient) on all dimensions



At least 3 (proficient) on all dimensions


Student Growth Index Ranges Value-Added Performance Standards

Designation Level

Student Growth Index Ranges (value added model)


0.5 – 1.499


1.5 – 3.99


4.0 or greater


District Approval Process

The Teacher Incentive Allotment is fully funded by the Texas Education Agency. District approval requires a two-step process. The district makes application to the Texas Education Agency. Upon initial application approval by TEA, the district then submits both teacher observation and student performance measures to Texas Tech University. Texas Tech officials examine the submission and verify that the evidence is valid and reliable. Final approval is granted by TEA and designations (Recognized, Exemplary, Master) are placed on teacher certificates. Districts are notified and receive funding for teacher awards.

Teacher Designation Award Amount Determinations

The funding available from the Teacher Incentive Allotment varies by designation.  The exact amount of funding per teacher is determined by a formula that takes into account the level of socioeconomic need at the campus and whether the campus is rural. Funding for a Recognized designation ranges from $3-9K, Exemplary designation ranges from $6-18K, and Master designations range from $12-32K.


Longview ISD Teacher Incentive Allotment Compensation Plan

Longview ISD will annually award designated teachers up to ninety percent of an individual’s TIA earned allotment in accordance with the current TEA funding formula. TIA awards will be paid in addition to any payments due a designee through the district’s annual compensation plan. Ten percent of the individual’s earned allotment will be utilized for training and support of the system. The superintendent or his/her designee will determine an annual payment distribution schedule in accordance with TEA statutes.  All TIA compensation payments to designees are subject to and governed by TEA statute, guidance and updates.

TIA funding will move with a designated teacher should he/she voluntarily transfer, receive reassignment to another LISD campus or resign from the district and re-employ with another Texas public school.  Annual earned allotments vary by campus profile and are determined by TEA statutes. Funding in each district, for each campus may be viewed at

LISD Growth Maintenance Index Standards (EVAAS Value-Added)

Recognized:  0.5 – 1.499

Exemplary:  1.5 – 3.99

Master:  4.0 or greater

Value-added is determined statistically by SAS-EVAAS. It is a progress metric that estimates the teacher’s impact on students’ academic performance. In simplest terms, value added is the difference between a students’ baseline performance (prior years’ tests) and his/her observed performance (this years’ tests). To be clear, value-added analysis is not simply the difference between one test and the next. Sophisticated statistical modeling is applied to produce growth metrics that are valid and reliable. 


Teacher Incentive Allotment Local Designation Matrix

Beginning with the 2020-21 data submission, LISD will utilize the below local designation matrix for determining TIA designations. Use of this matrix will be subject to change in accordance with TEA statutes, guidelines and updates. 



SAS-EVAAS is one of the largest companies in the world. Its software solutions are used at more than 45,000 sites in over 100 countries. EVAAS is the education division of SAS. The SAS-EVAAS team has more than a decade’s experience in building longitudinal student achievement databases and providing reporting that uses mix-model, multivariate longitudinal methodologies. The statistical approach increases the utility of test scores because it dampens the measurement error associated with a single score on a single day for each individual child. The SAS-EVAAS team has developed the most comprehensive reporting package of value-added metrics available in the education market. Not only do they provide valuable diagnostic information about best practices, but they also report students’ predicted success probabilities at numerous academic milestones. The predictions for academic success enable a more equitable distribution of educational resources, one that ensures that all students have the opportunity to make academic growth each year.