Jordan Park Community School/Hmong International Academy enters Q Comp program
FOR IMMEDIATE RELEASE:
September 28, 2006
Contact: Joe McQuillen, Office: (651) 582-8756, Cell: (612) 845-0083
JORDAN PARK COMMUNITY SCHOOL/HMONG INTERNATIONAL ACADEMY ENTERS Q COMP PROGRAM
~ Minneapolis school to undertake professional development and achievement-based pay plan for teachers ~
Minneapolis – Commissioner of Education Alice Seagren announced today that the Minneapolis School District’s Jordan Park Community School/Hmong International Academy will implement Minnesota’s nation-leading Q Comp performance and professional pay program. Jordan Park/Hmong International will receive $141,700 in state aid for the 2006-07 school year for implementation efforts.
“Congratulations to the staff at Jordan Park for their commitment to raising the bar on student achievement,” said Commissioner of Education Alice Seagren. “Congratulations as well to the Minneapolis School District for their continued dedication to the Q Comp program.”
Last year, Governor Pawlenty proposed and the state legislature approved Minnesota’s Q Comp program. Q Comp provides up to $86 million for districts that join the program.
Q Comp is designed to advance the teaching profession by providing structured professional development and evaluation, as well as an alternative pay schedule that compensates teachers based on performance, not just seniority. The program brings together career advancement, professional development and compensation linked to academic achievement. It includes a locally agreed-upon peer evaluation process for every teacher that is based on skills, responsibilities and student academic growth. This plan is voluntary and will add an additional $260 per student in participating districts.
The Q Comp program gives participating school districts the flexibility to meet local needs within a comprehensive model of improved teaching and learning. Jordan Park/Hmong International’s administration and teacher representatives have agreed to the following:
Career advancement opportunities for teachers: The career ladder includes two positions with various duties and compensations. These positions are:
• Mentor Teacher- Collaborates with site level Teacher Advancement Program Leadership Teams, Cluster Teams, Mentor Teachers and Coaches and provides feedback to tenured teachers on goals and Teacher Individual Growth Plan, models instructional strategies to support attainment of professional and instructional goals, provides peer observation of classrooms and instructional strategies related to Q Comp Goals and collaborates with administration to provide feedback on goal progress. The mentor teacher is assigned part-time to classroom teaching assignment and is released the rest of the time to serve as an on-site professional developer. The mentor teacher receives additional compensation through release time and a salary augmentation of $5,000.
• Coach- Brings classroom expertise to the modeling, evaluations, and professional development of instructional strategies and professional development goals, collaborates with site level Teacher Advancement Program Leadership Teams, Mentor Teachers, and Classroom Teachers, facilitates, coaches and monitors implementation of instructional strategies related to Q Comp and other student achievement goals. Site instructional coaches are compensated through release time and through a salary augmentation of $3,000.
Job-embedded professional development: The focus for Q Comp will be on the district goal of equity education (academic achievement for all students) and accountability for results. In alignment with this goal, analyzed disaggregated student data will be used to identify student groups and skills that need improvement and set site Q Comp goals and measurable objectives. These goals and objectives are:
• Increase reading achievement for all students. By May 2007, all students will improve performance on the benchmark Northwest Achievement Levels Tests (NALT) reading test. Seventy percent will make at least one year’s growth, and students performing at the highest level (4th quartile) will maintain their scores with teachers demonstrating proficiency in teacher vocabulary development using task-specific graphic organizers.
• Increase mathematics achievement for all students. By May 2007, all students will improve performance on the benchmark NALT mathematics test. Seventy percent will make at least one year’s growth, and students performing at the highest level (4th quartile) will maintain their scores with teachers demonstrating proficiency in teaching algebraic problem solving strategies.
Jordan Park Community School/Hmong International Academy will require a minimum of 60 minutes per week of job-embedded professional development. This time will be reserved for cluster meetings where teachers (in groups of 6-8) gather with their mentor and coach to learn new teaching strategies and examine student work. Individual appointments will be scheduled between teachers and the mentor and/or coach for modeling lessons, demonstration lessons, pre- and post-observation conferences.
Performance pay: Teacher compensation will be based on the following factors:
100% of teacher compensation is based on teacher and student performance. The performance awards are divided as follows:
50% Teacher Evaluation – Using the Teacher Advancement Program developed teacher evaluation, 50% of performance pay component will be based on use of this evaluation rubric and 50% Student Gains – The Minneapolis Public Schools will use the NALT and MCAs for school-wide performance calculated by valued-added measures.
Teachers will receive a set dollar value based on specific scores. The following payouts will apply under the above system:
• The SKR (skills, knowledge, and responsibilities) score will be rounded to the nearest quarter point. That score will be multiplied by $300 (up to a $1,500 maximum). SKR scores range from 1 to 5.
• School-wide gains will be based on QPI (quality performance indicators) scores for the school. Teachers will receive $100 for each QPI point (up to a $500 maximum).
Objective and comprehensive teacher evaluation: The instructional observation form is tightly aligned with the Minnesota Standards of Effective Practice. The teaching standards are aligned with the district’s goals to improve teacher quality and student achievement. The school sites will use teacher and student data to identify the types of staff development needed to enhance teacher quality and improve instruction to meet the individual needs as identified by the MCA, NALT, and teacher-made assessments. Benchmarks will be determined for supporting teacher and student learning over the course of the year and professional development differentiated for teams of teachers working with specific mentors and coaches.
Alternative professional pay schedule: The Minneapolis Federation of Teachers and the district recently agreed to a new alternative teacher salary schedule. The TAP program has been incorporated into the new alternative salary schedule and teachers will progress across the salary schedule upon successful completion of pay components required by TAP.
Minneapolis (various sites), Hopkins, St. Francis, Mounds View, St. Cloud, Alexandria, Fridley, La Crescent-Hokah and Marshall started implementing the Q Comp program during the 2005-06 school year.
Grand Meadow, Albert Lea, Alden-Conger, Brainerd, Wayzata, Eden Prairie, Red Rock Central, International Falls, Le Center, St. Louis Park, Osseo, Lac Qui Parle, North St. Paul-Maplewood-Oakdale, Clearbrook-Gonvick, Proctor, Burnsville and St. Anthony-New Brighton school districts will begin implementing during the 2006-07 school year.
Approximately 134 school districts have indicated to the Department of Education they are planning to submit an application for the 2006-07 and 2007-08 school years.
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