Reports to: Executive Director of Human Resources	Wage/Hour Status: Exempt
Dept./School: Human Resources	Pay Family: Professional/Administrators
PC Assignment: Coordinator, TIA	Pay Grade: 05
PC Assignment Code: 45072	Minimum Salary: $87,004
	Duty Days: 230 days per school year

                                                                                   

Primary Purpose:

Lead and coordinate the District’s Teacher Incentive Allotment (TIA) program, including designing, implementing, expanding, and continuously improving the district’s local designation and performance management systems. Oversee evaluator training, calibration, and professional learning to support consistent, high-quality instructional evaluation practices across the district. Lead cross-functional collaboration, analyze performance data to drive improvement, and partner with district leadership to strengthen teacher effectiveness and student outcomes.

 

Qualifications:

Education and Certification

• Master’s degree from an accredited college or university in education, educational leadership, policy, statistics, or a related field
• Valid Texas principal or administrator certificate (preferred)
• Texas Teacher Evaluation and Support System (T-TESS) appraiser certification

Experience

• Three (3) years of successful teaching experience
• Campus administrative experience (preferred)
• Teacher Incentive Allotment experience (preferred)

Knowledge and Skills

• Comprehensive knowledge of educator performance and evaluation systems, including Texas Teacher Evaluation and Support System (T-TESS), Student Learning Objectives (SLOs), student growth measures, calibration practices, and educator designation frameworks
• Proficient in the use of data analysis, spreadsheet, dashboard and reporting tools
• Ability to manage, analyze, validate, and interpret complex datasets
• Ability to translate complex data into clear, actionable information to support instructional and leadership decisions
• Working knowledge of Texas accountability and assessment systems, and their relationship to instructional effectiveness and student achievement
• Working knowledge of compensation structures and processes related to TIA, including applicable state and federal requirements
• Working knowledge of local and state assessments
• Working knowledge of curriculum and instruction, educator development, and mentoring practices related to T-TESS, assessments and student achievement
• Ability to evaluate teaching effectiveness and support consistent implementation of evaluation practices
• Ability to interpret and apply policy, procedures, and data to support sound decisions and effective operations
• Advanced organizational, interpersonal, verbal, and written communication skills

 

Key Responsibilities:

Systems Design and Program Management

• Collaborate with the Texas Education Agency (TEA) and/or consultants to effectively and successfully implement Teacher Incentive Allotment (TIA) requirements and best practices
• Coordinate development of the district’s local designation system and requirements for designating high-performing teachers
• Coordinate, collaborate, and communicate with district departments and stakeholder groups to integrate TIA systems, platforms, and data flows into a coherent management structure
• Design, build, and continuously refine end-to-end systems that support TIA implementation and ensure processes are efficient, user-centered, and scalable districtwide
• Develop clear workflows, timelines, roles, and accountability structures to support consistent and effective TIA processes across campuses and departments
• Establish documentation, guidance, and training supports to promote long-term sustainability of TIA systems beyond initial implementation
• Streamline processes to reduce redundancy, manual work, and inefficiencies while maintaining compliance with state requirements and district standards
• Develop, maintain, and communicate TIA information through the district TIA website, handbook, and webinars
• Communicate the district’s TIA plan and revisions to district stakeholders to support understanding of the district goals and program requirements
• Maintain and communicate assessment reporting to ensure accurate tracking of student growth for teacher performance data
• Support campus and district leaders in establishing and monitoring student performance goals
• Design, develop, and oversee performance management frameworks for teachers and other employee groups to ensure consistency, rigor, and alignment
• Address questions, concerns, and misconceptions related to performance data and designation outcomes; use stakeholder feedback to strengthen data practices, training, communication strategies, and promote consistent implementation and buy-in

Training and Calibration

• Oversee districtwide evaluator training and calibration to ensure inter-rater reliability and normed scoring practices across campuses
• Design and facilitate training experiences for evaluators, administrators, and instructional leaders to support educator development, equitable access, and systemwide instructional improvement
• Develop tools, resources, and learning materials to support calibration, evidence collection, and high-quality implementation
• Coordinate with district departments to identify support needs and provide targeted training solutions
• Provide professional learning and training as directed by Human Resources, Academic Programs, and Teaching and Learning
• Lead districtwide presentations and stakeholder briefings to clearly explain the data, methodologies, and criteria used to determine educator designations and promote transparent, accessible communication
• Establish and communicate overarching goals for performance management, training, and calibration efforts aligned with district priorities and student achievement outcomes

Data Analysis and Continuous Improvement

• Monitor, analyze, and interpret performance management data to identify trends, gaps, and areas for improvement
• Use data insights to guide professional development opportunities, system refinements, and implementation strategies
• Develop and maintain data tracking systems to monitor calibration quality, training effectiveness, and program outcomes
• Lead continuous improvement cycles to strengthen performance management instruments and processes
• Establish, communicate, and manage the teacher scorecard and review process, including procedures for submission, review, resolution, training, and documentation
• Ensure teacher scorecard and qualification processes are implemented with transparency, equity, and fidelity, and that outcomes are communicated clearly to all stakeholders
• Compile, maintain, and file related reports, records, and other documents in accordance with state and federal regulations

 

Additional Responsibilities:

• Adhere to all district policies, procedures, and expectations outlined in the employee handbook and administrative regulations
• Follow district safety protocols and emergency procedures
• Participate in professional development, faculty/department meetings, and special events as assigned
• Perform additional duties as assigned to support the mission and goals of the district and department

 

Supervisory Responsibilities:

• None

 

Mental Demands/Physical Demands/Environmental Factors:

Tools and Equipment Used: Standard office equipment including personal computer and peripherals

Posture: Prolonged sitting; occasional bending/stooping, pushing/pulling, and twisting

Motion: Repetitive hand motions including frequent keyboarding and use of mouse; occasional reaching

Lifting: Occasional light lifting and carrying (less than 15 pounds)

Environment: May work prolonged or irregular hours; frequent districtwide travel; occasional statewide travel and out-of-state travel

Mental Demands: Interpret and apply policy, procedures, regulations, and complex data; manage multiple priorities and frequent interruptions; make sound decisions in time-sensitive situations; maintain emotional control under stress

 

This document describes the general purpose and responsibilities assigned to this job and is not an exhaustive list of all responsibilities and duties that may be assigned or skills that may be required.

 

Appointment:

The Superintendent of Schools approves the appointment of this position based on the applicant’s training, experience, and expertise.