For Districts Developing Strategic Compensation Systems

Building from a Strong Foundation
Enhancing Salaries for Teachers and Administrators

Recruiting and retaining highly effective teachers and administrators is paramount in achieving strong student outcomes. With TIA as the basis, districts can continue their journey to strategically leverage compensation and staffing by undertaking these critical steps:

  • Developing a refined principal evaluation system,
  • Developing and adopting a TIA-compliant teacher evaluation system,
  • Transitioning away from a step and ladder pay system to one based on performance,
  • Blending TIA and other funding sources to ensure financial sustainability, and
  • Adopting an approach to teacher assignment based on student need.
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Direct Support for Strategic Compensation System Development

Strategic Compensation Cohort

The Strategic Compensation Cohort is a multi-year technical assistance opportunity that directly supports district’s efforts to develop and implement a high-quality strategic compensation system that goes beyond a TIA system and meets the requirements to earn an Enhanced TIA designation.

This work is aligned with statutory expectations and statewide performance and compensation priorities.

Beginning September 2026, districts apply for the Strategic Compensation Cohort for Enhanced TIA through the Learning Acceleration Support Opportunities (LASO) program. Selected districts receive targeted, sustained support from a TEA-designated technical assistance provider. Grant funding is administered through the Center for Strategic Compensation at Region 10. This provider works closely with the district to support system design, planning, and implementation. 

Apply through the LASO 26-27 (Cycle 5) Consolidated Application

At a Glance:

  • Application Opens: September 23, 2026
  • Application Closes: December 1, 2026
  • Anticipated Award Announcement: February 8, 2027
  • Beginning date of grant (if accepted for award): March 31, 2027
  • End date of grant: August 31, 2030

*Annual progress reviews determine each district’s continued cohort participation.

Districts will be selected for this opportunity based on multiple factors, including TIA status, Financial Integrity Rating System of Texas (FIRST) ratings, and evidence of readiness to plan for and implement broad-scale change in their organization

Learn about the LASO Cycle 5 Application Process

Introduction to the Strategic Compensation Cohort

 

Access Resources Resources to Further Develop your System

How have other Texas districts begun moving towards a high-quality strategic compensation system? Explore how Dallas ISD approached strategic compensation to increase outcomes for students by attracting and retaining the best and brightest.

Dallas ISD Case Study

How can we ensure strategic compensation plans are sustainable? Changing compensation systems requires districts to analyze current spending and compare it to their vision for the future. This tool enables districts to test changes in costs associated with compensation system for teachers, principals, and assistant principals. It models not only the current year but can be used predictively to forecast over a five-year period.

Calculator for Reimagining Compensation

Illustrated chart on developing a strategic compensation system

Interested in learning more?

Contact the Strategic Compensation Team at tia@tea.texas.gov

 

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