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Tia Jobs (NOW HIRING)

Tia

Billing Care Coordinator - Remote

Houston, TX · On-site

$20 - $23/hr

About Tia Tia is building a new model for women's healthcare, one that treats women as whole people, not separate conditions or life stages. By integrating primary care, mental health, gynecology ...

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How much do tia jobs pay per hour?

As of Sep 2, 2026, the average hourly pay for tia in the United States is $18.69, according to ZipRecruiter salary data. Most workers in this role earn between $17.31 and $19.71 per hour, depending on experience, location, and employer.

What is a Tia?

Tia jobs typically refer to positions at Tia, a healthcare company focused on providing integrative women's health services. Roles at Tia can include healthcare providers such as physicians, nurse practitioners, and therapists, as well as administrative, technology, and operations staff. Working at Tia often involves supporting a holistic approach to women's healthcare, combining conventional medicine with wellness services. Employees may work in clinical settings, telehealth, or corporate offices, depending on the role. Tia seeks individuals passionate about improving women's health and wellness.

What are the key skills and qualifications needed to thrive as a TIA nurse, and why are they important?

To thrive as a TIA Nurse, you need a solid understanding of stroke care, neurological assessment, and patient education, typically supported by a nursing degree and RN license. Familiarity with stroke protocols, electronic health records (EHRs), and use of assessment tools like the NIH Stroke Scale is important. Strong communication, critical thinking, and compassion help in educating patients and collaborating with multidisciplinary teams. These skills are vital for delivering prompt, effective care and improving patient outcomes in individuals at risk of stroke.

What are some common challenges faced by TIA standards engineers, and how can they be addressed?

TIA standards engineers often face the challenge of keeping up with rapidly evolving technologies and ensuring compliance with complex industry standards. They may also need to collaborate with cross-functional teams and external stakeholders, which requires strong communication skills and adaptability. To address these challenges, it's important to engage in ongoing professional development, stay updated on industry trends, and actively participate in standards meetings and workshops. Building a strong professional network within the telecommunications community can also provide valuable support and resources.

What is the difference between Tia vs Medical Assistant?

AspectTiaMedical Assistant
CertificationsTypically no formal certification required, but some may have health-related certificationsCertified Medical Assistant (CMA) or Registered Medical Assistant (RMA) often required
Work EnvironmentPrimarily in retail clinics, urgent care centers, or telehealth settingsClinics, hospitals, physician offices, outpatient facilities
Job ResponsibilitiesPatient intake, basic health assessments, scheduling, administrative tasksClinical tasks like taking vital signs, preparing patients, assisting with procedures, administrative duties

While both Tia and Medical Assistants work in healthcare settings, Tia focuses more on patient intake and administrative support in retail and telehealth environments, often with less formal certification. Medical Assistants perform clinical and administrative tasks in traditional healthcare facilities, usually requiring certification. Understanding these differences helps in choosing the right career path or job opportunity.

More about Tia jobs

What cities are hiring for Tia jobs?

Cities with the most Tia job openings:

What states have the most Tia jobs?

States with the most job openings for Tia jobs include:

What job categories do people searching Tia jobs look for?

The top searched job categories for Tia jobs are:

Tia jobs near you
Infographic showing various Tia job openings in the United States as of August 2026, with employment types broken down into 1% As Needed, 93% Full Time, 2% Part Time, and 4% Contract. Highlights an 96% Physical, 1% Hybrid, and 3% Remote job distribution, with an average salary of $38,866 per year, or $18.7 per hour.

Director - Performance Management and Enhanced TIA

Fort Worth Independent School District

Fort Worth, TX • On-site

$104K - $125K/yr

Full-time

Posted 16 days ago

Fort Worth Independent School District rating

5.9

Company rating: 5.9 out of 10

Based on 21 frontline employees who took The Breakroom Quiz

469th of 640 rated elementary and secondary schools

Job description

Position Type:
Leading District Professional/Director
Date Posted:
8/18/2026
Location:
Valentine Service Center
Closing Date:
Open Until Filled
Director - Performance Management & Enhanced TIA
Reports to: Executive Director - Analytics, Assessment, Reporting, & Accountability
PC: 24833
Grade 406
Duty Days: 239 Days
Salary: $104,398-$125,781
FLSA Status: Exempt
POSITION PURPOSE
Provides strategic leadership for the district's performance management systems and Enhanced Teacher Incentive Allotment (TIA) program to ensure that performance evaluation, feedback, appraisal, feedback, coaching, compensation, and continuous improvement policies are implemented with fidelity, consistency, transparency, and alignment to District priorities. Oversees districtwide performance management and evaluation systems for teachers, counselors, principals, assistant principals, central office staff, and other employee groups, including T-TESS, T-PESS, and other evaluation frameworks designed to strengthen employee effectiveness and improve student outcomes.
Leads the design, implementation, monitoring, and continuous improvement of Enhanced TIA systems, performance management processes, data monitoring tools, professional learning, and stakeholder communication. Establishes and monitors annual performance management timelines, compliance requirements, appraisal cycles, data validation processes, and required submissions to ensure accurate implementation and adherence to local, state, and program requirements. Ensures that performance management and Enhanced TIA systems produce timely and actionable information.
ESSENTIAL JOB FUNCTIONS
  • Provides leadership for districtwide performance management, appraisal, and Enhanced TIA systems to ensure alignment between educator effectiveness, TIA compensation system, and continuous improvement efforts.
  • Leads the implementation, governance, monitoring, and continuous improvement of the District's Enhanced TIA program, including designation systems, data validation, stakeholder communication, and compliance with state and local requirements.
  • Establishes systems and routines to ensure accurate, timely, equitable, and consistent implementation of T-TESS, T-PESS, counselor appraisal systems, central office evaluation systems, and other employee performance management processes for teachers, counselors, principals, assistant principals, central office staff, and District employees.
  • Establishes and monitors annual performance management calendars, timelines, milestones, compliance requirements, and submission processes to ensure all evaluation activities are completed accurately, timely, and in accordance with District, state, and program requirements.
  • Directs the development and use of reports, monitoring tools, and data review processes that provide visibility into appraisal completion, calibration, observation trends, student growth measures, designation eligibility, performance outcomes, and implementation fidelity.
  • Establishes standards for performance data reporting, documentation, dashboard use, and stakeholder communication to ensure clarity, consistency, accuracy, and usability across all platforms and audiences.
  • Builds the capacity of principals, assistant principals, supervisors, appraisers, and central office leaders to implement performance management systems with fidelity.
  • Leads technical assistance related to T-TESS, T-PESS, Enhanced TIA, and appraisal timelines.
  • Develops and maintains districtwide guidance, resources, calendars, procedures, training materials, communication tools, and implementation support related to performance management and Enhanced TIA.
  • Monitors implementation milestones, appraisal completion rates, observation requirements, compliance timelines, appraiser certification requirements, data quality, submission processes, and program deliverables to ensure accurate, timely, and compliant implementation of district performance management systems and Enhanced TIA.
  • Analyzes quantitative and qualitative data to identify trends, detect implementation gaps, monitor progress toward goals, and recommend adjustments to systems, training, communication, and supports.
  • Prepares reports, executive summaries, presentations, recommendations related to Enhanced TIA, appraisal systems, performance, outcomes, and compliance.
  • Serves as a district expert and point of contact regarding Enhanced TIA, T-TESS, T-PESS, appraisal implementation, evaluation timelines, data quality, and performance management procedures.
  • Establishes and maintains a high-performance culture characterized by urgency, responsiveness, accountability, customer service, confidentiality, technical accuracy, and continuous improvement in support of educator effectiveness and student outcomes.
  • Demonstrates flexibility in scheduling and availability, including extended or adjusted work hours during critical periods and high-priority deadlines to ensure timely, accurate, and high-quality execution of all deliverables.

SUPERVISORY RESPONSIBILITIES
  • Recruits, develops, supervises, performance manages, and evaluates department staff; establishes performance expectations and accountability measures; provides ongoing coaching and feedback; monitors progress toward departmental goals; and makes recommendations relative to assignment, retention, promotion, discipline, and dismissal.

PERSONAL WORK RELATIONSHIPS
  • All Fort Worth ISD employees must maintain a commitment to the District's mission, vision, and strategic goals.
  • Exhibits high professionalism, standards of conduct, and work ethic.
  • Demonstrates high quality customer service; builds rapport/relationship with the consumer.
  • Demonstrates cultural competence in interactions with others; is respectful of co-workers; communicates and performs as a team player; promotes teamwork; responds and acts appropriately in confrontational situations.

OTHER DUTIES ASSIGNED
  • Performs all job-related duties as assigned and in accordance with Board rules, policies, and regulations. All employees are expected to comply with lawful directives in rare situations driven by need where a team effort is required.

KNOWLEDGE, SKILLS, & ABILITIES
  • Knowledge of state and federal requirements, District policies, and procedures related to educator appraisal, performance management, employee evaluation, confidentiality, records, data privacy, and TIA compensation systems.
  • Knowledge of T-TESS, T-PESS, counselor appraisal systems, central office evaluation systems, and performance management practices.
  • Knowledge of the Teacher Incentive Allotment and local designation systems, including data validation, eligible teaching assignments, student growth measures, observation data, stakeholder communication, and state submission requirements.
  • Knowledge of data analysis, performance monitoring, dashboard design, implementation tracking, and development of action plans to improve system fidelity and outcomes.
  • Skill in leading cross-functional initiatives related to performance management, appraisal systems, Enhanced TIA compensation processes, data quality, reporting, and continuous improvement.
  • Skill in analyzing, interpreting, and synthesizing complex appraisal, staffing, compensation, student growth, and performance data.
  • Skill in designing and overseeing reports, data tools, and monitoring systems that translate complex implementation data into usable information for campus and district leaders.
  • Skill in developing and delivering professional learning, technical assistance, guidance documents, reports, presentations, and communication materials for diverse audiences.
  • Skill in leading complex projects, managing timelines, monitoring deliverables, coordinating stakeholder groups, and ensuring high-quality execution under critical deadlines.
  • Advanced skill in Microsoft Office applications, business intelligence platforms, data visualization tools, appraisal platforms, student information systems, human capital systems, and comparable analytical or reporting platforms.
  • Ability to ensure coherence between appraisal systems, Enhanced TIA, performance data, professional learning, and District improvement priorities.
  • Ability to communicate complex requirements, procedures, data trends, and recommendations clearly to technical and non-technical audiences.
  • Ability to lead, develop, supervise, and evaluate professional staff while building organizational capacity, technical expertise, and leadership within the department.
  • Ability to establish and maintain districtwide systems that ensure timely, accurate, reliable, confidential and customer-focused performance management and Enhanced TIA services.
  • Ability to manage multiple priorities simultaneously while maintaining high standards for quality, accuracy, responsiveness, customer service, and execution.
  • Ability to develop and maintain effective working relationships with campus leaders, central office staff, governmental agencies, vendors, researchers, and external partners.
  • Ability to lead organizational change, modernize systems and processes, and implement innovative technologies that improve efficiency, effectiveness, and access to information.
  • Ability to facilitate meetings, presentations, and discussions with a wide range of stakeholders and build consensus around data-informed decisions.
  • Ability to exercise sound judgment, maintain confidentiality, and handle sensitive information with discretion and professionalism.
  • Ability to work effectively under pressure and meet critical deadlines associated with appraisal cycles, TIA submission, audits, and other high-priority initiatives.

TRAVEL REQUIREMENTS
  • Travels to school district buildings and professional meetings as required.

PHYSICAL & MENTAL DEMANDS, WORK HAZARDS
  • Tools/Equipment Used: Standard office equipment, including computer and peripherals.
  • Posture: Prolonged sitting; occasional stooping, squatting, kneeling, bending, pushing/pulling, and twisting.
  • Motion: Frequent repetitive hand motions, including keyboarding and use of mouse; occasional reaching.
  • Lifting: Occasional light lifting and carrying (less than 15 pounds).
  • Environment: Works in an office setting; may require occasional irregular and/or prolonged hours.
  • Attendance: Regular and punctual attendance at the worksite is required for this position.
  • Mental Demands: Maintains emotional control under stress; works with frequent interruptions.

MINIMUM REQUIRED QUALIFICATIONS
  • Education: Bachelor's degree from an accredited college or university required. Advanced degree in a related field preferred.
  • Certification/License: Valid Texas Teaching Certification preferred. T-TESS and/or T-PESS appraiser certification preferred.
  • Experience: Minimum of five (5) years of progressively responsible experience in educator evaluation, performance management, teacher or leader development, human capital systems, accountability, data analysis, or campus- or district-level instructional leadership required.
  • Demonstrated experience implementing or supporting T-TESS, T-PESS, appraisal systems, or employee performance management processes required.
  • Demonstrated expertise using performance data, appraisal evidence, student growth data, or related measures required.
  • Demonstrated experience leading cross-functional initiatives, managing complex timelines, and coordinating implementation across multiple campuses or departments required.
  • Demonstrated experience supporting, implementing, or managing Teacher Incentive Allotment, incentive compensation, strategic compensation, or educator effectiveness systems preferred.
  • Demonstrated experience developing and delivering professional learning, technical assistance, or leadership supports for campus or district leaders preferred.
  • Demonstrated experience leading and developing high-performing teams, fostering collaboration, accountability, confidentiality, and continuous improvement across multiple functions preferred.

This document is intended to describe the general nature and level of work being performed by people 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.

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