Q Comp program continues to grow
FOR IMMEDIATE RELEASE: |
Contact: Brianna Chambers |
Q COMP PROGRAM CONTINUES TO GROW
~Farmington becomes 34th Minnesota school district to undertake professional development and
achievement-based pay plan for teachers ~
Farmington – Commissioner Alice Seagren announced today that the Farmington Public School District will implement Minnesota’s nation-leading Q Comp performance and professional pay program. Farmington will be the 34th school district in the state to participate and will receive $1.5 million in state aid and local revenues for implementation in the 2006-07 school year.
“The students, as well as the teachers, will benefit from the implementation of this plan,” said Commissioner of Education Alice Seagren. “The long-term advantages of the Q Comp program will be felt throughout the district.”
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. 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 another $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. In Farmington, the district administration and teachers’ representatives have agreed to the following:
Career ladder and career advancement opportunities: The career ladder includes seven positions, which provides several career advancement opportunities. These positions are:
• Mentor Teacher – Primary function is to participate in weekly meetings with teachers to encourage professional development and assist teachers with their Personal Development Plans (PDP). This position provides a salary augmentation of $1,200.
• Peer Coach – Primary function is to observe, evaluate and coach peers to increase instructional strategies and performance development through observations up to three times per year, dependent on their PDP. This position provides a salary augmentation of $2,500.
• Facilitator of Instructional Support (FIS) – Primary function is to oversee, support and assist the creation of Professional Learning Communities (PLC) and Personal Development Plans or portfolios to ensure progress toward building student achievement goals. This position will provide release time of .5 FTE per building.
• Department or Grade Level Chairs – Primary function is to participate in the establishment and articulation of a comprehensive, standard-aligned curriculum in their content area. This position provides a salary augmentation of $1,200 (based on site).
• Data Team Liaison – Primary function is to facilitate the use of necessary student achievement data for program, curricular and instructional decision-making. This position provides a salary augmentation of $1,200.
• Q Comp Team Member – Primary function is to collaborate with district and school leadership and create committees to facilitate the selection of team members to participate in career advancement leadership opportunities. This position provides a salary augmentation of $2,500 per teacher member.
• Specialist Coordinator - Primary function is to facilitate and support effective implementation of standards-based curriculum, instruction and assessment policies and procedures. This position provides a salary augmentation of $1,200
Job-embedded professional development: The district Q Comp focus will be improved student achievement in reading as measured by the Minnesota Comprehensive Assessment (MCA II) in grades three through eight and ten, with a ten percent decrease in the overall number of students scoring in the non-proficient level (levels one and two). In alignment with the goal each site has analyzed disaggregated student data and set their own site goals and measurable objectives.
Performance pay: A performance increase averaging $729 will be earned for completion of three successful observations. A $100 stipend will be awarded to each teacher if the site’s student achievement goal is met and another $100 stipend will be awarded to each teacher if the district student achievement goal is met. For each of these situations, compensation will be pro-rated respective to the percentage to which the student achievement goal is met. A $500 stipend can be earned for the submission of a portfolio in accordance with portfolio rubric. Finally, $1,300 can be earned by teachers who submit and successfully complete a PDP.
Comprehensive and objective teacher evaluation system: Each tenured teacher will be observed three times by two members of the evaluation team, which includes peer coaches, FIS and grade level/department coordinators. While non-tenured, teachers will have three formal observations each year conducted by an administrator and in their first year of teaching will also have three observations by a mentor. All evaluations will be conducted using the Charlotte Danielson model as formatted by the district.
Alternative professional pay schedule: In order to move on the salary schedule teachers must receive a minimum of two satisfactory ratings on their evaluations. A satisfactory rating means scoring an average of at least proficient. They will also receive performance pay in addition to this movement as outlined previously.
"We know that the most important factor in student achievement, when it comes to schools, is quality instruction,” Superintendent Brad Meeks said. “The Farmington Alternative Teacher Professional Pay System is about providing professional development opportunities for our teachers, which we know will benefit our students.”
Farmington School District’s 800 staff members serve 6,000 students enrolled in K-12 programs. The district has one kindergarten center, four elementary schools, two middle schools and one high school.
School districts that began implementing the Q Comp program during the 2005-06 school year:
• Minneapolis
• Hopkins
• St. Francis
• Mounds View
• St. Cloud
• Alexandria
• Fridley
• La Crescent-Hokah
• Marshall
School districts that will begin implementing Q Comp during the 2006-07 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 Valley
• North St. Paul-Maplewood-Oakdale
• Clearbrook-Gonvick
• Proctor
• Burnsville
• St. Anthony-New Brighton
• Minnetonka
• Delano
• Centennial
• Pine River
• Brandon
• South Washington County
• South Saint Paul
• Farmington
Approximately 134 other 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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