Spring Rewards is an employee incentive program that awards eligible teachers, instructional paraprofessionals, principals, and assistant and associate principals for meeting or exceeding the district’s performance goals as evidenced by predefined data criteria. Other campus-based employees who may qualify are interventionists, coaches, instructional specialists, and student support specialists (SSS). The employees will receive the same award amount as a teacher.

Interventionists, who are linked to students, are eligible to earn an award as well as instructional specialists, SSS, and coaches if they serve as a teacher of record and their assignment is verified by the principal through an attestation process. All employees must be in their qualifying position for at least one full semester, according to the hire dates as determined by Spring ISD. 

Spring Rewards is comprised of four categories, including Spring Rising, Teacher Incentive Allotment, iZone Incentive, and Resilient Schools Support Program (RSSP)  Incentive.

What criteria will be used?

The following criteria will be used for Spring Rewards incentives:

• TEA campus rating of A, B, or C; 
• Individual teacher performance on STAAR/STAAR ALT II Domain 2 Part A or MAP CGI; 
• iZone campus rating of A or B; and
• RSSP campus rating of A or B.
  
  

Spring Rising

Spring Rising is a district-funded incentive program that rewards campus-based employees under four main program categories: 

• Part A Campus Performance Award
• Part B Individual Teacher Performance Award
• Part C Principal Performance Incentive
• Part D Associate and Assistant Principal Performance Incentive

The Teacher Incentive Allotment  

The Teacher Incentive Allotment (TIA) rewards Reading and Math teachers for meeting or exceeding a district’s pre-determined goals. 

IZone Incentive  

The iZone Incentive is a district-funded compensation program that rewards principals at the iZone campuses that achieve an A or B-accountability rating. The iZone campuses are Bammel, Clark, Eikenroht, and Major elementary schools; Claughton Middle School and the School for International Studies at Bammel.

RSSP Incentive  

The RSSP Incentive is a district-funded compensation program that rewards principals at the RSSP campuses for retention (June 2022) as well as for achieving an A or B-accountability rating (October 2022). The RSSP campuses are Bailey, Dueitt, Twin Creeks, and Wells middle schools; and Spring Leadership Academy.

The Teacher Incentive Allotment (TIA) rewards reading and math teachers for meeting or exceeding the district’s pre-determined goals. In the TIA, "teacher" is defined as an educator who meets the following eligibility requirements:

• Educators employed as a teacher during the 2021-2022 school year

• Employed in a job position is a PEIMS role ID of 087

• Teaches students for at least 50% of contracted day

• Meets the Creditable Years of Service 

  • Employed and compensated for at least 90 days at 100% of the day;

  • 180 days for 5-99% of the day (or the equivalent of one semester); or

  • Paid leave days and professional development days count towards the year of service.

Additionally, the educator must have earned a summative T-TESS rating of proficient or higher in each dimension of Domain 2 Instruction and Domain 3 Learning Environment at the end of the 2021-2022 school year. 

Teachers must have also met or exceeded the district’s pre-determined student performance standards as demonstrated on STAAR/STAAR ALT II  or MAP assessments.

Three designation levels, including Recognized, Exemplary, and Master, are used to determine awards. The range of award amounts are as follows:

• $3,000-$9,000
  Recognized
• $6,000 - $18,000
  Exemplary
• $12,000 - $32,000
  Master

The Designation Funding Map does not show the exact allotment amount an employee will earn. The amounts shown are only an average for Spring ISD.

A teacher’s performance level is determined by the percent of students who meet or exceed the district’s pre-determined growth standard as demonstrated on STAAR/STAAR ALT II or MAP assessments. If a teacher has both STAAR/STAAR ALT II and MAP results, the STAAR/STAAR ALT II results are used. In addition to the student performance results, a  teacher’s summative T-TESS performance in Domain 2 Instruction  and Domain 3 Learning Environment must be rated as proficient or higher in all dimensions of these two domains.

The following methodology was used to determine teacher designations:

For 2021-22, a teacher, as previously defined, had to have at least 50% of students meet growth and be rated proficient or higher on each dimension of T-TESS Domain 2 and Domain 3 to be eligible for a TIA designation. For each designation, a cut score was determined, based on TEA’s default  standards.

The final cut points are based on the weights of 65% for Student Growth and 35% for T-TESS. The formula for determining a teacher’s overall points is listed below.

(Percentage of students meeting growth * 65 weight) + (Percentage of T-TESS * 35 weight) = Overall Points

Ex: (58% * 65) + (3.8/5 * 35) = 37.7 + 26.6 = 64.30 = Recognized

No Designation: Below 61.65
Recognized: 61.65
Exemplary: 66.30
Master: 77.00

National Board Certified Teachers will earn a Recognized designation and an award ranging from $3,000 to $9,000, depending on the socioeconomic status of the campus’s students and the campus’s rural status. To learn more about the TIA and National Board certificate, click here. 

All TIA award payouts will be distributed in August 2023.

For a recap of the spring 2023 meetings, click here.

**Dates are subject to change; updated payout dates will be added soon.

Questions regarding the Spring Rewards Employee Incentive Program may be submitted here.