Transition Plan and Compliance Roadmap

AISD’s compliance roadmap employs a two-phase strategy to eliminate reliance on uncertified teachers while ensuring instructional stability.

Strategy 1: Stabilize Current Workforce

Strategy 1A: The immediate priority is to ensure the current uncertified staff are enrolled in an Alternative Certification Program. Austin ISD will collaborate with two approved Educator Preparation Programs (EPPs), Texas Teachers and Region 13, to provide a clear, quality path to standard certification for all uncertified staff. This dual-EPP partnership is governed by a robust monitoring system, enabling the District to track each candidate's progress toward full standard certification, ensuring timely completion of coursework and state examinations. This strategic approach provides candidate flexibility while upholding strict accountability for meeting all state credentialing deadlines.

• Focus: Transition 464 uncertified foundation curriculum teachers to certification through structured milestones.
• Mandatory Certification Timeline: The updated DFBB (REGULATION) will establish the following non-negotiable internal compliance deadlines for all uncertified staff in foundation curriculum:
• Year 1: Enroll in an approved Educator Preparation Program (EPP)
• Year 2: Obtain an Intern Certificate aligned to the job title
• Year 3: Achieve Standard Certification aligned to the job title
• Annual Reduction Goal: This timeline ensures the transition of an average of 85-90 core subject teachers annually, meeting the Fall 2029 full compliance goal.

Strategy 1B: Talent Strategy will partner with campus administrators to ensure successful execution and ongoing support for all staff pursuing certification: 

• Joint Monitoring & Support Protocol: Talent Strategy will establish and support a standardized protocol for mandatory, documented check-in meetings to be conducted by the campus administrator (or their designee) with uncertified staff. These meetings are supported by Talent Strategy resources and are designed to proactively review EPP progress, address potential barriers, and confirm timely completion of coursework and TEXES exams. 
• Communication Protocol: A clear, three-tiered communication protocol will be established: 
  • Teacher: Reminders and status updates from the EPP and Talent Strategy. 
  • Principal: Direct Notification of staff non-compliance or failure to meet internal deadlines. 
  • District Leadership: Reports summarizing overall district compliance metrics, key intervention needs, and any persistent campus-level challenges will be provided to Talent Strategy Leadership. 

This integrated approach ensures certification monitoring is a shared, campus-driven accountability model that is centrally supported by Talent Strategy resources, maximizing support and ensuring the district meets its compliance goals. 

Strategy 2: Phase Out Future Uncertified Hiring

To ensure the uncertified workforce does not expand, hiring policies will be adjusted with measurable annual targets.
School Year

Note: The District of Innovation (DOI) plan will be amended to align hiring practices with these compliance targets. The ability to hire uncertified teachers for non-foundation areas (e.g., CTE, Fine Arts) will remain unchanged.

Transition Plan Justification and Benefits

The four-year delay provides a crucial period to implement a comprehensive compliance roadmap while leveraging two state-funded financial benefits:

• Workforce Stabilization and Retention Funding: The approved delay ensures the current workforce remains eligible for the state-funded Teacher Retention Allotment (TRA) base salary increases (up to $5,000 for experienced teachers in AISD), which is vital for retaining staff during the transition.
• Certification Pathway: The dedicated EPP partnerships and the plan's alignment with TEA timelines leverage the one-time $1,000 state incentive payment for eligible teachers who achieve certification. This payment, combined with local support, directly accelerates our compliance goals and minimizes the financial burden on our educators.

BACKGROUND INFORMATION: 

House Bill 2 (HB 2) passed during the 89th Texas Legislature, Regular Session, 2025, and was signed into law by Governor Abbott. Per TEC, §21.003, a person may not be employed as a teacher, teacher intern or teacher trainee, librarian, educational aide, administrator, educational diagnostician, or school counselor by a school district unless the person holds an appropriate certificate or permit issued as provided by Subchapter B, which includes any State Board for Educator Certification (SBEC)-issued certificate (intern, probationary, standard, or enhanced standard) or emergency permit for the subject area and grade level. Information regarding the appropriate certificate for a given personnel assignment can be found in 19 Texas Administrative Code (TAC) Chapter 231, Requirements for Public School Personnel Assignments. 

Many districts have chosen to exempt themselves from this certification requirement and hire uncertified individuals through an approved DOI plan. HB 2's new TEC, §21.0032, now limits districts' ability to include exemptions from some certification requirements under TEC, §21.003, in their DOI plan. These limitations phase in over the next three academic years. 

The Austin ISD of Innovation Plan allows the district to hire secondary (7-12) Math, Science, English, and Social Studies teachers, as well as EC-6 teachers who do not meet TEC, $21.003. 

CONTACT PERSON(S): 

Mark Gurgel, Director of Staffing and Substitute Services, Office of Talent Strategy 
Steven Stapleton, Interim Sr. Executive Director of Talent Strategy