Q Comp program continues to grow
FOR IMMEDIATE RELEASE: |
Contact: Ken Kaffine |
Q COMP PROGRAM CONTINUES TO GROW
~ Delano becomes the 28th district in the state to undertake professional development and achievement-based pay plan for teachers ~
Delano – Commissioner of Education Alice Seagren announced today that the Delano Public School District will implement Minnesota’s nation-leading Q Comp performance and professional pay program. Delano will be the 28th district in the state to participate in Q Comp and will receive $540,800 in state aid to implement the program during the 2006-07 school year.
“I commend the Delano School District for their leadership and commitment to rewarding quality in the classroom,” said Commissioner of Education Alice Seagren. “Improving the teacher pay system and the additional training and career options provided under Q Comp will have a direct impact on student achievement.”
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 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. Delano’s district administration and teacher representatives have agreed to the following:
Career advancement opportunities for teachers: The career ladder includes three positions with various duties and compensations. These positions are:
• Peer Coach Responsible for scheduling, observing and evaluating another peer coach using the district observation rubric. Must conduct one informal and two formal observations each year. Prior to the formal observations, complete the district pre-observation report. No salary augmentation.
• Lead Peer Coach Work in partnership with other lead peer coaches to plan meetings that include discussion of best proactive strategies and current educational practice. Distribute and collect information and materials between the collaborative group and the Q Comp advisors. Set the district goal for the following year with the Q Comp advisor. Salary augmentation: $500.
• Q Comp Advisor Determine which instructional strategies will best meet the needs of the students in our district relative to the district and site goals. Offer necessary staff development through the staff development academy. Collect, record and file paperwork related to Q Comp. In conjunction with lead peer coaches will set the site and district goals for the following year. Salary augmentation: $3,000.
Integrated, job-embedded, on-going, site-based and teacher-led professional development activities to improve instructional skills and learning: The district has always maintained strong scores on the Minnesota Comprehensive Assessments (MCAs) in reading and math. The students do well in reading, but they do not consistently maintain or acquire the same scores as those in math. After analyzing the data from the 2005 MCAs, it was found that in the elementary and high school the subtopic on which to focus is analysis and in the middle school the focus is on evaluative comprehension. The district looked at students as a whole as well as the subgroups of special education and free/reduced lunch to find the same skills were necessary across all groups.
With the trend and data analysis in mind the district has determined its Q Comp focus to be on the goal of continuing to be a high-performing school district by improving language arts achievement as measured by performance in reading on the MCA II. There will be an increase of at least one percent of students achieving a score of proficient (four) or exemplary (five).
Performance pay: Teacher compensation will be based on the following factors:
• 15% (approximately $350) based on meeting the district improvement goal as stated in component two.
• 35% (approximately $815) based on a teacher receiving a rating of 18 or more on the district observation rubric.
• 35% (approximately $815) based on completion of the professional growth plan.
• 15% (approximately $350) based on meeting the site improvement goal as stated in component two.
Objective and comprehensive teacher evaluation system based on the educational improvement plan, the staff development plan, and multiple evaluations of a teacher’s performance conducted by a locally selected and trained evaluation team that includes classroom observations of instructional practice. Each career teacher will be observed at least three times each year by another peer coach; two are formal observations one is an informal observation. At least one observation will be performed by two peer coaches, with the second peer coach assigned by the Q Comp advisor, as a means of addressing inter-rater reliability. The peer coach is responsible for two formal and one informal observations each year, plus at least one additional formal observation as a second observer. A teacher must receive a combined score of 18 on one of the formal observations to earn performance pay. The lead peer coach is also responsible for distributing, collecting, discussing and signing the personal growth plans in October and April with members of their collaborative group.
Alternative professional pay schedule: Performance pay is divided between district-wide student gain goals, site specific gain goals and professional growth activities as outlined in component three for a total of $2,330. In addition to performance pay teachers are eligible for salary augmentations as outlined in component one for performing the duties of the positions of lead peer coach or Q Comp advisor.
“Delano School District is a high-achieving school district with outstanding students, staff and parents,” said Superintendent Dr. John Sweet. “We look forward to implementing the Q Comp program to assist us in moving achievement to the next level, increasing staff development opportunities and improving on how we deliver instruction to all students.”
Delano Public School District has 2,170 students in three buildings with 132 teachers.
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 began 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
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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