FINAL CORPUS CHRISTI INDEPENDENT SCHOOL DISTRICT Cohort E

CORPUS CHRISTI INDEPENDENT SCHOOL DISTRICT 2022-2023 Teacher Incentive Allotment Mission The district’s mission is to graduate lifelong learners who are prepared to continue their education, enter the world of work, and be productive citizens. Vision Our vision is to be a world-class school system where every student is a learner, every learner is a graduate, and every graduate is a success. Superintendent Dr. Roland Hernandez Board of Trustees Janie D. Bell, President S. Jaime Arredondo, Vice President Don Clark, Secretary Alice Upshaw Hawkins, Assistant Secretary John Longoria, Trustee Kevin Mihm, Trustee Dolly Gonzales Trolley, Trustee

Lone Star Governance Board Goals Goal 1: Percent of all students in Grade 3 who achieve Meets Grade Level Performance on STAAR Reading and Math will increase by at least 50% by the end of the 2024 - 2025 school year. (HB 3 Requirement) Goal 2: Percent of all students in Reading and Math who achieve Meets Grade Level or above on the STAAR assessment will increase by at least 60% by the end of the 2024 - 2025 school year. Goal 3: Percent of graduates who meet one or more of the College and Career Readiness (CCR) criteria will increase from 56% to 70% by the end of the 2024- 2025 school year. (HB 3 Requirement) Goal 4: Non-Academic Goals – Discipline, Attendance, Communications and Long Range Planning District Improvement Plan Goals Goal 1: Corpus Christi Independent School District will create a culture of academic excellence by creating and sustaining rigorous standards of achievement and high-quality learning for all learners in all areas. Goal 2: Corpus Christi Independent School District will provide a safe, healthy, secure, and orderly environment for students, staff, families, and the community. Goal 3: Corpus Christi Independent School District will prepare all students for college and career readiness by providing rigorous academic coursework while exploring diverse educational pathways. Goal 4: Corpus Christi Independent School District will establish strong parental and community engagement through effective communication and by building successful community partnerships. 2 | Page

Dear Teachers, Thank you for your continued dedication to your students and their families. I know the pandemic has presented an extraordinary challenge to all of us, personally and professionally, and I applaud your commitment to ensuring your students are prepared for a bright future. In recognition of this work, Corpus Christi has made the decision to take part in the Texas Education Agency’s Teacher Incentive Allotment (TIA) program. After a thorough study of this voluntary program, we appreciate the opportunity for you to receive substantial monetary incentives that reflect your high level of skill and professionalism. Additionally, we are confident that Corpus Christi ISD’s participation in this program will help us retain top-tier educators such as you while allowing us to recruit more of the very best educators to teach in our district. You, our teachers, deserve this opportunity, as do our students. Corpus Christi ISD supports a culture of prioritizing teachers’ professional development, and we are committed to helping you obtain a TIA designation. Your work shapes the future of our community. I trust you share my excitement in this opportunity to substantially supplement your earnings. We look forward to celebrating this milestone and this new chapter of public education in Texas. Dr. Roland Hernandez Superintendent of Schools 3 | Page

Mission, Vision 1 Corpus Christi ISD Goals 2 Letter from Superintendent 3 Teacher Incentive Allotment Overview 5 Teacher Incentive Allotment Minimum Performance Standards 6 Corpus Christi ISD Local Designation System 7 Teacher Performance: T-TESS 8 Student Growth: Instrument and Rosters 9 TIA Eligibility 10 TIA Scoring: Teacher Performance 12 TIA Scoring: Student Growth 13 Student Growth Point Conversion Chart 14 Overall Scoring for TIA Designations 15 TIA Designation Evaluation and Frequency 16 Appeals 16 TIA Allotments by Campus 17 District Distribution of Funding 17 TIA System Evaluation and Expansion 20 Annual TIA Cycle 20 Helpful Resources 22 CCISD TIA Strategic Planning Timeline 22 Sample Score Calculations 23 4 | Page

House Bill 3 (HB 3) was passed by the 86th Texas Legislature in 2019 and signed into law on June 11, 2019, by Governor Greg Abbott. This legislation established the Teacher Incentive Allotment (TIA) to reward, retain, and recruit effective teachers in the classroom. Through the TIA, teachers have the opportunity to earn one of three designations: Recognized, Exemplary, and Master. These teacher designations generate supplemental compensation in addition to the district’s compensation plan. There are two pathways to earning a designation: ● National Board Certification ● Local Designation System By statute, the amount of the allotment generated by teacher designations is dependent upon the designation level of the teacher, the social-economic status of the campus where the teacher serves as well as the rural status of the campus. What is a designation? Teacher designations generate additional teacher-focused allotment funding for districts to reward and retain their most effective teachers. Teachers earn designations through two different routes. First, National Board Certified teachers are eligible to earn a Recognized designation. Second, districts may designate their effective teachers when they are approved for a local teacher designation system. The approval process is multi-step and includes the submission of a system application to the Texas Education Agency (TEA) and then a data validation process through Texas Tech University. Who can be designated? Any number of teachers may be put forth for designation under a local designation system if they meet the district's designation criteria and the eligibility requirements under the rules defined by the Texas Education Agency (TEA). TEA does not cap or limit the number of designations a district may issue. Teachers with an active National Board Certification may automatically be designated as Recognized if they meet all eligible requirements under the rules defined by TEA. Required components of a local designation system 1. Teacher Performance 2. Student Growth Performance 5 | Page

Te To implement the Teacher Incentive Allotment, House Bill 3 required the setting of “performance and validity standards” to ensure that the identification of highly effective teachers under the three designation categories – Master, Exemplary, and Recognized – yield reliable and comparable results across the state. All cohort applicants are expected to use performance standards along with teacher observation and student growth data to determine which teachers qualify for designations. The CCISD TIA Strategic Planning Team has opted to use the State Minimum Standards in their Local Designation System to ensure alignment with State and local standards. TEA Teacher Observation Minimum Performance Standards The following table shows the minimum average scores across T-TESS domains 2 and 3 to achieve each level of designation. TEA Teacher Observation Minimum Average Ratings Designation Level Minimum Average Score Across Domains 2 & 3 Recognized 3.7 (74% of possible points) Exemplary 3.9 (78% of possible points) 4.5 (90% of possible points) Master More information can be found in TEA’s Teacher Observation Performance Standards document. TEA Student Growth Standards The percentages below are the statewide performance standards for student growth in each of the three teacher designations levels, regardless of the student growth measure used. TEA Student Growth Performance Standards Designation Level Percent of expected student growth Recognized 55% of students meet or exceed expected growth. Exemplary 60% of students meet or exceed expected growth. 70% of students meet or exceed expected growth. Master More information can be found in TEA’s Student Growth Performance Standards document. 6 | Page

Te The Corpus Christi ISD Teacher Incentive Allotment award model provides recognition and performance pay for Corpus Christi ISD teachers whose value-added results have demonstrated significant growth. The program is 100% funded through the Texas Education Agency’s House Bill 3 Teacher Incentive Allotment. CCISD formed a TIA Strategic Planning Committee charged with creating the local designation system in alignment with statewide performance standards. The original committee included over 50 district leaders, campus-based leaders, teachers representing each grade level, campus and content area, parents and community and business partners. On-going feedback has been gathered since December 2020 from focus groups, surveys, district leadership meetings, and District Advisory Team meetings. Committee Decisions The TIA Strategic Planning Committee needed to answer three crucial questions in order to design the district TIA system. 1. Who can earn a designation? a. Eligible campuses and teaching assignments b. If not all teachers, will we expand in future years? 2. How will we designate? a. Observations, student growth measures, optional components b. Performance standards and weighting / teacher categories 3. How and when will we compensate? a. Funding distribution b. Payroll timeline c. Retirees and/or Teachers who leave the district Pathways to Designation in Corpus Christi ISD 7 | Page

Te The Texas Teacher Evaluation and Support System (T-TESS) is the state-adopted teacher appraisal instrument and is composed of 4 Domains. For the purpose of TIA data collections, only the data from Domains 2 and 3 will be included in the calculation for determining teacher designations. T-TESS Domains 2 and 3 For the calculation of the TIA score only T-TESS Domains 2 and 3 are considered. These two domains focus on instruction and the learning environment. Per TEA, to be eligible to earn a designation, the teacher must have a minimum score of proficient in each dimension for domains 2 and 3. ● Instruction (Domain 2) o Achieving Expectations (Dimension 2.1) o Content Knowledge and Expertise (Dimension 2.2) o Communication (Dimension 2.3) o Differentiation (Dimension 2.4) o Monitor and Adjust (Dimension 2.5) ● Learning Environment (Domain 3) o Classroom Environment, Routines, and Procedures (Dimension 3.1) o Managing Student Behavior (Dimension 3.2) o Classroom Culture (Dimension 3.3) T-TESS Observations for TIA Eligible Assignments ● One 45-minute observation to occur during a two-week scheduled window. This observation should be done in the TIA eligible course. ● Minimum of 6 walkthroughs to be conducted throughout the school year. Three walk-throughs in the fall semester and 3 in the spring semester. CLICK HERE for the complete T-TESS Rubric 8 | Page

Student Growth Instrument The CCISD TIA Strategic Planning Committee will use the following growth measures for the following Cohort E eligible teacher groups. ● Pre-Kinder: Circle ● ECSE: Brigance ● Kinder – Grade 1: mClass Reading and mClass Math ● Grade 2: mClass Reading, mClass Math, NWEA MAP Science ● Grades 3 – 5: mClass Reading, NWEA MAP Math, NWEA MAP Science ● Grades 6-8 Reading, Math and Science: NWEA MAP ● Grade 8 SS: Pre and Post Tests ● English I and II: NWEA MAP ● Algebra I: NWEA MAP ● Biology I: NWEA MAP ● US History: Pre and Post Tests (Includes co-teacher, resource and inclusion classrooms in these subject areas) Student Rosters ● Students who meet all three criteria will be included in a teacher’s student growth calculation: o Teacher of record at beginning of year student growth assessment (BOY) o Teacher of record at PEIMS winter roster (mid-February) o Teacher of record at end of year student growth assessment (EOY) ● Teachers will be asked to verify their rosters of students who are to be included in the TIA Growth Calculation at the middle of the year and at the end of the year. o Intervention courses that change at MOY will use the BOY and MOY assessment as the growth measure. o Intervention courses (EOC support) who have students leave at semester due to successful completion of the EOC assessment will utilize the MOY growth measure for the purposes of TIA. ● Teachers may make an appeal to have a student(s) added or removed from their calculation based on extenuating circumstances. Refer to appeals section for more information. ● If the district has to move a teacher to a new teaching assignment after the BOY assessment, resulting in a new set of students, the teacher and district will work together to determine the TIA student roster for growth calculation. Teachers with multiple subjects ● Student growth will be calculated based on all tests taken for each eligible course. o If a teacher is self-contained in Grade 3, then the growth measure would consist of all student scores for Math, Reading, and Science. o If a teacher teaches both English I and II, then the growth measure would consist of all students in the course with the most preps. 9 | Page

● Te Teacher Eligibility In addition to other criteria published below and in the award model chart, personnel must meet the following eligibility rules: 1. Must be a classroom teacher. Teachers must be supervised and evaluated by the principal of the campus where they are serving students and must be responsible for instructional planning and the delivery of instruction in the targeted subject area. 2. Must be highly qualified and certified. Teachers must be BOTH highly qualified and have a valid and appropriate grade and subject area certificate for the position in which they function to be eligible in that award category, grade, and core subject area. 3. Must be continuously employed throughout the school year. Teachers must be continuously employed during the eligibility period beginning on or before the PEIMS fall snapshot date, through the last day of each semester in order to have student growth data considered for designation. Additional Important Eligibility Criteria 1. Substitute teachers, including long term substitutes, are NOT eligible for the Teacher Incentive Allotment teacher designation. 2. Teachers who are not full-time employees are not eligible. 3. Teachers may \"opt out\" of the TIA pay for performance award during the award verification process per teacher evaluation board policy. Eligible teachers who do not opt out will be considered for the TIA teacher designation. 4. To promote the retention of high-quality personnel, teachers who resign prior to the end of the current school year or those who qualify and do not return for the following school year will no longer be eligible for the CCISD teacher incentive allotment. 5. Teachers who have assignment transfers during the eligibility period will remain eligible provided they transfer to or are assigned to a classroom that meets award category core subject area and grade requirements. Teachers who are asked to transfer to a different campus mid-year (rarely) will retain their designation and funding that is awarded from TEA therein. Once a teacher earns a designation, that designation and funding (as distributed from TEA) will remain with the teacher for the next 5 years provided that the teacher remains within a teaching role. Designated teachers who move out of a teaching role and into an instructional coaching, counseling, or administrative position will forfeit future TEA distributions. All funding will be reevaluated every summer. 10 | Page

In order to be eligible for a TIA designation through the CCISD local designation system, a teacher must: ● Be coded as a teacher (code 087) within eSchool which is reported to TEA through the Public Education Information Management System (PEIMS). ● Receive district salary compensation that mirrors PEIMS teacher coding for a minimum for 90 days at 100% of the day or 180 days at 50-99% of the day. ● Be the teacher of record for the same eligible course and the BOY, MOY, and EOY assessments. o Note: If the district has to move a teacher to a new teaching assignment after the BOY assessment, resulting in a new set of students, the teacher and district will work together to determine the TIA student roster for growth calculation. ● Be a teacher in the following areas: o Pre-Kindergarten / ECSE o K-1 Reading and/or Math * o 2-5 Reading, Math and/or Science * o 6-8 Reading, Math, Science* o Grade 8 Social Studies * o Algebra I * o English I and/or English II * o Biology I * o US History* * Includes co-teacher, resource and inclusion classrooms in these subject areas The following departments/courses will be piloting student growth instruments during the 2022-2023 school year and and will be considered for the Cohort F TIA application: ● Grades 6-7 Social Studies ● K-12 Fine Arts ● K-12 Health and PE ● World Languages ● Career and Technical Education Course ● Elementary Reading Interventionists The following departments/courses will be piloting student growth instruments or continue to research viable student growth measures and will be considered for future TIA applications: ● Other HS Courses ● Other Special Education Classes ● Elementary Dyslexia Teachers 11 | Page

Te Based on teacher and stakeholder feedback, the TIA Strategic Planning Committee will weigh the two required components of a local designation system equally with 50% of the overall score being determined by teacher performance and 50% by student growth. A teacher can earn up to 50 points for teacher performance. T-TESS Composite Score The T-TESS score is an average of the summative scores for the Instruction (D2) and Learning Environment (D3). Below is an example of a T-TESS Composite score calculation. T-TESS Dimension Summative Rating 2.1 Achieving Expectations 3 2.2 Content Knowledge 4 2.3 Communication 3 2.4 Differentiation 3 2.5 Monitor and Adjust 4 3.1 Classroom Environment 5 3.2 Managing Behaviors 4 3.3 Classroom Culture 4 T-TESS Composite Score 30/8 = 3.75 TIA Eligible Rating for Teacher Observation 3.75 Recognized TEA Teacher Observation Minimum Average Ratings Designation Level Minimum Score Across Domains 2 & 3 Minimum Point Value Recognized 3.7 Points 37 points Exemplary 3.9 Points 39 points 4.5 Points 45 points Master Composite Point Value Composite Point Value Composite Point Value Score Score Score 3.7 37 4.2 42 3.8 38 4.3 43 4.7 47 3.9 39 4.4 44 4.0 40 4.5 45 4.8 48 4.1 41 4.6 46 4.9 49 5.0 50 12 | Page

* If your composite score has 2 numbers after the decimal, the entire number will be used to calculate points. For example, a composite score of 4.75 would equate to 47.5 points. Student growth makes up 50% of a teacher's overall TIA designation score resulting in a maximum of 50 points. TEA Student Growth Performance Standards Designation Level Percent of expected student growth Minimum Point Value Recognized 55% of students meet or exceed expected growth. 27.5 Points Exemplary 60% of students meet or exceed expected growth. 30 Points 70% of students meet or exceed expected growth. 35 points Master The District will run growth data for each teacher per eligible subject in the TIA Local Designation System and calculate points earned. Teachers will be given a copy of their Student Growth Data Sheet for verification. A signed copy must be returned to the TIA Data Collection Office prior to TEA submissions. The percentage of points will be based on the number of eligible areas and instruments. The table below shows the breakdown for each eligible teacher group and assessment tool. Eligible Group Student Growth Instrument Maximum Points Pre-Kinder Circle 50 Early Childhood Special ED Brigance 50 Kinder – Grade 1 mClass Reading 50 mClass Math 50 Grade 2 mClass Reading mClass Math 50 Grades 3-5 MAP Science MAP Reading 50 Grades 6-8 Reading, Math and Science MAP Math 50 English I and English II MAP Science Grade 8 Social Studies and U.S. History MAP for respective course Pre-Post Test 13 | Page

Minimum percentage of students who meet or exceed expected student growth is 55%. Any percentage below 55% would be considered ineligible for TIA Compensation. Percentage # of points Percentage # of points Percentage # of points 55% 27.5 71% 35.5 86% 43 56% 28 72% 36 87% 43.5 57% 28.5 73% 36.5 88% 44 58% 29 74% 37 89% 44.5 59% 29.5 75% 37.5 90% 45 60% 30 76% 38 91% 45.5 61% 30.5 77% 38.5 92% 46 62% 31 78% 39 93% 46.5 63% 31.5 79% 39.5 94% 47 64% 32 80% 40 95% 47.5 65% 32.5 81% 40.5 96% 48 66% 33 82% 41 97% 48.5 67% 33.5 83% 41.5 98% 49 68% 34 84% 42 99% 49.5 69% 34.5 85% 42.5 100% 50 70% 35 ● If your student growth calculation yields a decimal number, the decimal will be calculated into the overall score. For example, if the student growth calculation is %67.75 percent, then the teacher would earn 33.88 points. 14 | Page

T-TESS TEA Teacher Observation Minimum Composite Score Standards Te The total number of teacher performance points will be added to the total number of student growth points to determine TIA designations. The table below shows the overall minimum points needed to earn a designation. OVERALL POINTS NEEDED FOR DESIGNATION Designation Level Minimum Points Needed to Earn Designation No Designation 64.4 and below Recognized 64.5 points Exemplary 69 points Master 80 points Teachers must meet all minimum requirements to be eligible for a designation. These include: ● No rating less than “proficient” in all dimensions for Domains 2 and 3 ● Minimum of 55% students meeting or exceeding growth in all required areas Data Submission TIA data and designation recommendations will be submitted to Texas Tech for validation of all eligible TIA teachers in November following the data collection year. In order to have TIA data and designation submitted to Texas Tech and TEA the teacher must continue to be employed in a Teaching (087) position in Corpus Christi ISD. 15 | Page

Evaluation of teacher eligibility for a TIA designation is considered annually. This means that every year a teacher receives a T-TESS evaluation and has an approved student growth measure data, the teacher’s TIA score will be calculated, and the teacher has an opportunity to meet the following TIA eligibility: ● Teachers with an existing TIA designation will not be annually resubmitted for designation within their five-year valid TIA designation period if they continue to meet the same designation level - example, a teacher who earned an Exemplary TIA designation during 2022-2023 would not be submitted to maintain their TIA Exemplary designation in 2022-2023 if they continue to earn a qualifying Exemplary designation TIA score and meet the minimum teacher appraisal and the minimum student growth component. ● Teachers with an existing TIA designation will be resubmitted for a higher designation within their five-year valid TIA designation period if a subsequent year performance earns a higher TIA designation - for example, a teacher who earned a Recognized TIA designation during 2022-2023 could be submitted in 2023-2024 for a Master TIA designation if they earn a qualifying Master TIA score and meet the teacher appraisal and the minimum student growth component. ● Teachers with an existing TIA designation will not be resubmitted to lower a TIA designation within their five-year valid TIA designation period. Appeals can be made by TIA participants. There are two reasons a teacher may want to appeal in the TSA system: ● Have a student(s) added or removed from the MOY or EOY roster who will determine the student growth score. These appeals will occur in January for MOY and June after EOY rosters have been sent to teachers. ● Ask for a review and possible recalculation of the final TIA score. Designation notification and final TIA score will be delivered to teachers in the fall following the data collection year. If a teacher believes the TIA score and/or designation is incorrect, they will be given an opportunity to appeal prior to data submission to Texas Tech in November. All appeals must be submitted by the deadline. Appeals submitted after the deadline will not be considered. 16 | Page

T-TESS TEA Teacher Obsrvation Minimum Composite Score Standards Te The TIA program is available to all Texas school districts and open-enrollment charter schools. The amount of TIA funds generated is determined by a formula that considers campus characteristics, including student socioeconomic status and campus location: ● Schools with greater student needs based on socioeconomic factors generate more TIA funds per TIA designated teacher. ● Rural schools generate more TIA funds per TIA designated teacher based on a higher multiplier applied to students based on socioeconomic factors. The total amount of funds approved for distribution will be determined by the Texas Education Agency. Future disbursement of funds will be 100% dependent on the continuation of the Teacher Incentive Allotment as determined by TEA. More information can be found by visiting https://tiatexas.org/funding/. Amounts may vary slightly from year to year based on TEA calculations. High School Allotments Campus name Recognized Allotment Exemplary Allotment Master Allotment CORPUS CHRISTI ISD AVG $5,401 $10,802 $20,004 CARROLL H S $4,465 $8,930 $16,883 COLES H S $6,449 $12,898 $23,497 COLLEGIATE H S $5,272 $10,543 $19,572 HAROLD T BRANCH $5,488 $10,975 $20,292 KING H S $5,041 $10,081 $18,802 MARY GRETT SCHOOL $5,723 $11,446 $21,077 MILLER-METRO HS $6,963 $13,927 $25,212 MOODY H S $6,438 $12,876 $23,460 RAY H S $5,451 $10,901 $20,169 VETERANS MEMORIAL $3,388 $6,776 $13,293 Middle School Allotments Campus name Recognized Allotment Exemplary Allotment Master Allotment CORPUS CHRISTI ISD AVG $5,401 $10,802 $20,004 ADKINS MIDDLE $3,989 $7,977 $15,296 BAKER MIDDLE $5,539 $11,078 $20,463 BROWNE MIDDLE $5,224 $10,448 $19,413 CUNNINGHAM @ SP $6,512 $13,024 $23,707 DRISCOLL MIDDLE $7,423 $14,847 $26,745 GRANT MIDDLE $3,912 $7,823 $15,039 HAAS MIDDLE $5,912 $11,825 $21,708 HAMLIN MIDDLE $5,702 $11,403 $21,005 KAFFIE MIDDLE $3,515 $7,029 $13,715 MARTIN MIDDLE $8,013 $16,025 $28,709 MILLER-METRO PREP $6,963 $13,927 $25,212 17 | Page

Elementary School Allotments Campus name Recognized Allotment Exemplary Allotment Master Allotment CORPUS CHRISTI ISD AVG $5,401 $10,802 $20,004 ALLEN EL $8,715 $17,430 $31,050 BARNES EL $3,580 $7,159 $13,932 BERLANGA EL $5,723 $11,446 $21,077 CALK-WILSON EL $5,729 $11,457 $21,096 CLUB ESTATES $4,077 $8,154 $15,589 CROCKETT EL $7,950 $15,899 $28,499 DAWSON EL $3,850 $7,699 $14,832 ECDC $4,703 $9,405 $17,675 EVANS SES $7,738 $15,475 $27,792 FANNIN EL $5,881 $11,763 $21,604 FAYE WEBB EL $3,690 $7,380 $14,299 GALVAN EL $4,678 $9,356 $17,594 GARCIA EL $6,923 $13,847 $25,078 GIBSON EL $7,686 $15,373 $27,622 HICKS EL $5,929 $11,858 $21,763 HOUSTON EL $7,158 $14,315 $25,859 JONES EL $3,534 $7,068 $13,780 KOLDA EL $3,549 $7,098 $13,830 KOSTORYZ EL $5,438 $10,875 $20,125 LOS ENCINOS SES $5,953 $11,907 $21,844 MEADOWBROOK EL $5,483 $10,966 $20,277 MENGER EL $6,220 $12,440 $22,733 METRO E $5,880 $11,760 $21,601 MIRELES EL $3,399 $6,798 $13,330 MONTCLAIR EL $4,692 $9,384 $17,640 MOORE EL $7,320 $14,639 $26,399 OAK PARK $7,207 $14,414 $26,023 SANDERS EL $5,369 $10,738 $19,896 SCHANEN ESTATES EL $5,124 $10,248 $19,080 SHAW SES $8,047 $16,094 $28,823 SMITH EL $5,757 $11,514 $21,189 TRAVIS EL $7,601 $15,502 $27,337 WINDSOR PARK G/T $3,821 $7,643 $14,738 WOODLAWN EL $5,735 $11,471 $21,118 YEAGER EL $5,800 $11,601 $21,334 ZAVALA EL $6,776 $13,552 $24,587 18 | Page

Distribution of TIA Compensation The statute requires that 90% of TIA funds be distributed directly to teachers and no more than 10% of the funds be spent on supporting elements of TIA. Corpus Christi ISD has distributed TIA funds as follows: ● 96% of the TIA allotment will be distributed to the individual TIA-designated teacher for salary (90%) and estimated related benefits (6%). ● 4% of the teacher TIA allotment will be reserved at the district level to support district oversight of the implementation of TIA and the ongoing development of TIA resources and attainment of National Board Certification. Eligibility for TIA Compensation ● If a Designated Teacher leaves the district prior to Winter Roster Verification (generally in February of each school year) then the Designated Teacher will not receive any TIA funds because no TIA funds will be generated to the district from the state. ● If a Designated Teacher moves campuses within CCISD during the school year, then CCISD will provide the funding to the Designated teacher based on the campus where the Designated Teacher worked during Winter Roster (generally in February). ● If a Designated Teacher moves to the district prior to Winter Roster Verification then the Designated Teacher will receive the allotment of funds generated by the state at the campus where the teacher is teaching during Winter Roster Verification. The spending plan will be the same for newly hired Designated teachers. Frequency of TIA Compensation TIA compensation is an annual allotment provided by the State and subject to the availability of state funding allocations. ● CCISD will provide the TIA compensation to teachers through a one lump sum payment (as a separate check/EFT from the district) on or before June 30 of each year that a teacher generates funding for a TIA designation. Related TIA Compensation Calculations (Pending TRS Approval) TIA compensation stipends will be eligible for use when calculating retirement benefits for TRS-eligible staff. Actual TIA compensation amounts distributed will include deductions for federal income tax, Medicare tax, and TRS contributions as part of an employee’s annual wages reported to the state and federal governments, as well as the Teacher Retirement System (TRS). 19 | Page

Te The CCISD TIA Strategic Planning Committee will continue to meet throughout the school year to address questions and/or concerns that arise. The committee will gather feedback from other stakeholders to ensure continuous improvement of the system. Additional courses will be considered for expansion of the CCISD TIA System. Departments will propose student growth measures to the TIA Strategic Planning Committee for specific courses. CCISD will submit TIA applications for future cohorts to add committee recommended courses. Timeline for Designation Evaluation and Submission Process Step Timeline Description Teaching and Orientation August ● Teacher Participation Survey Student Fall Assessment (BOY) August ● Training on required components Goal Setting Conference (T-TESS) September ● Overview of scoring systems September ● Student Growth Instrument T-TESS Walkthrough Observations August - ● Evaluator and teacher review and agree on goals and May professional learning plan Observation October - ● 3 WT in Fall April ● 3 WT in Spring Student Assessment and Student ● Varied Appraisers Roster verification December - Summative Evaluation February ● One 45-minute observation within a two-week window ● Domains 2 and 3 for TIA only March - May ● Administer MOY Assessment ● MOY Roster Verification Student Spring Assessment (EOY) April - May ● Includes review of all 4 T-TESS Domains End of Year Data Review May - June ● Focus on Domains 2 and 3 for TIA ● written feedback and conference ● Student Growth Instrument ● Teachers review and reflect on student growth goals and student growth outcomes ● Campuses and departments complete data for the final TIA evaluation process 20 | Page

EOY Roster Verification May ● Teachers will receive a roster that includes all students who will be part of the student growth calculation Evaluation Rating and TIA June- July ● Teachers will verify the roster and turn it in during teacher Data Verification Audit August EOY procedures Data Submission November ● District Analyzes T-TESS and student growth data ● District finalizes TIA scores and determines TIA designation Final Notification of Data Validity February - and Reliability April eligibility ● Teachers receive final TIA scores and designation eligibility TIA Designation Payout May-June ● Provide teachers with the final TIA scores and recommended designations ● Teachers can request data verification audit by providing corresponding documentation to support the review ● Data submitted to Texas Tech University for validation ● Texas Tech notifies district of data review results ● Teachers receive notification of designation ● Designated Teachers receive one lump sum Texas Education Agency Resources CCISD TIA Resources ● TEA HB3: Teacher Incentive Allotment Details ● Office of Professional Learning Canvas ● TEA HB3: Teacher Incentive Allotment FAQ ● TEA Teacher Incentive Allotment 3 Minute Video Page ● TEA Teacher Incentive Allotment Funding Allotment Map ● TEA Student Growth Performance Standards Document ● If you have any questions or comments, ● TEA Teacher Observation Performance Standards Document you may press the red “Contact us” button at ccisd.us, email [email protected] or text (361) 600-3691 . 21 | Page

Te Cohort D Planning • CCISD attended TIA information meeting at Region 2 Service Center March 2020 • CCISD joined Education Service Center 2 training for TIA Cohort D November 2020 • CCISD created a district-level TIA Committee to select the TIA planning committee December 2020 • CCISD developed a TIA Teacher Buy-in survey: January 2021 • CCISD developed a TIA Stakeholder Buy-in survey: January 2021 • CCISD will submit final TIA plan to TEA and TTU for approval: April 2021 • CCISD did not submit a TIA Cohort D Local Designation System Plan Cohort E Planning • CCISD presented the cohort D plan to DAT and began the process of revising the drafted Cohort D Plan • CCISD developed a TIA Teacher Buy in Survey: Launched in February 2022 • CCISD developed a TIA Stakeholder Buy in survey: Launched February 2022 • CCISD presented findings to DAT on February 24 • CCISD held Focus group meetings after school via Zoom to meet with teachers (Total of 4 sessions): March 2022 • CCISD released a recorded TIA overview session for all teachers: March 2022 • CCISD Curriculum and Instruction Team met to discuss student growth instruments: March 2022 • CCISD will release the drafted plan to all teachers on April 4, 2022 to solicit feedback. • CCISD will provide all eligible teachers an opportunity to participate in the TIA through a Google submission accepting the option to participate. Deadline to accept the opportunity to participate is Friday, September 2, 2022. • CCISD administrators will compile all TIA designation data between August and June for the 2022-2023 school year: • CCISD will submit all teachers up for designation to TEA and TTU: November 2023 • CCISD will notify all teachers approved for designation: September 2024 22 | Page

Grade 4 Self-Contained Sample Teacher Performance Student Growth (SG) T-TESS Dimension SR Subject # Roster # of 2.1 Achieving Expectations Students students 2.2 Content Knowledge who met or 2.3 Communication exceeded 2.4 Differentiation growth 2.5 Monitor and Adjust 3.1 Classroom Environment 4 MAP Reading 22 18 3.2 Managing Behaviors 3.3 Classroom Culture 4 MAP Math 22 17 T-TESS Composite Score T-TESS Points 5 MAP Science 22 15 4 TOTAL 66 50 3 SG Calculation 50/66 = 75.76% 3 Total points 37.88 4 4 TOTAL DESIGNATION POINTS 3.875 Teacher Performance 38.75 38.75 Student Growth 37.88 TOTAL 76.63 Designation Earned No Designation Recognized - 64.5 - 68.9 Exemplary - 69 - 79.9 Master - 80-100 23 | Page

Grade 6 Science Sample Teacher Performance Student Growth (SG) T-TESS Dimension SR MAP Science # Roster # of 2.1 Achieving Expectations 2.2 Content Knowledge Students students 2.3 Communication 2.4 Differentiation who met or 2.5 Monitor and Adjust 3.1 Classroom Environment exceeded 3.2 Managing Behaviors 3.3 Classroom Culture growth T-TESS Composite Score T-TESS Points 3 1st Period 22 12 3 3rd Period 25 15 4 7th Period 20 13 3 TOTAL 67 40 3 SG Calculation 40/67 = 59.70% 5 Total points 29.85 4 5 TOTAL DESIGNATION POINTS 3.75 Teacher Performance 37.50 37.50 Student Growth 29.85 TOTAL 67.30 Designation Earned No Designation Recognized - 64.5 - 68.9 Exemplary - 69 - 79.9 Master - 80-100 CLICK HERE to access a TIA Designation Sample Calculator 24 | Page