Pine River-Backus school district enters Q Comp program
FOR IMMEDIATE RELEASE: |
Contact: Joe McQuillen |
PINE RIVER-BACKUS SCHOOL DISTRICT
ENTERS Q COMP PROGRAM
~ Becomes 30th district to undertake professional development and
achievement-based pay plan for teachers ~
Pine River – Commissioner of Education Alice Seagren announced today that the Pine River-Backus School District will implement Minnesota’s nation-leading Q Comp performance and professional pay program. Pine River-Backus will receive $276,120 in state aid for the 2006-07 school year for implementation efforts.
“Q Comp gives the district an opportunity to advance the teaching profession by improving professional development and linking compensation to academic achievement,” Education Commissioner Alice Seagren said. “I commend the Pine River-Backus School District and its teachers on their decision to participate in this groundbreaking education reform.”
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. Pine River-Backus’ administration and teacher representatives have agreed to the following:
Career advancement opportunities for teachers: The 12 career ladder positions will include a chairperson and recorder for each of three leadership teams as well as the other career ladder positions as follows:
• Chairperson-Oversight Committee- Facilitates implementation of the district’s student success plan; evaluates all efforts made toward achieving plan goals; oversees and holds accountable district student success plan teams; ensures that goals and objectives improve student achievement and teacher performance; evaluates proposals for collaborative teams, special projects and teacher initiated action research; develops rubric for evaluating other career ladder positions; is responsible for research, field tests, observation, peer evaluation and leading professional development; and makes recommendations regarding all alternative compensation. Salary augmentation of $1,500 will be given as compensation.
• Recorder-Oversight Committee- Facilitates implementation of the district’s student success plan goals; oversees all other student success plan teams; takes and publishes minutes for each meeting; with chairperson, completes reports required by local oversight committee and state requirements; evaluates proposals for collaborative teams, special projects and teacher initiated action research; develops rubric for evaluating other career ladder positions; and makes recommendations regarding all alternative compensation. Salary augmentation of $1,500 will be given as compensation.
• Member-Oversight Committee- Facilitates implementation of the district’s student success plan goals; participates in oversight committee meetings; oversees district student success plan teams; evaluates efforts aimed at increasing student achievement and meeting district-wide and site based goals; prioritizes effective teacher instructional strategies; holds all teams accountable for responsibilities; evaluates proposals for collaborative teams, special projects and teacher initiated action research; develops rubric for evaluation of other career ladder positions; responsible for research, field tests, observation, peer evaluation and leading professional development; and makes recommendations regarding all alternative compensation. Salary augmentation of $1,000 will be given as compensation.
• Mentor-Mentorship Team- Works with local professionals to understand and implement goals and frameworks for effective teaching and mentorship; meets each week with mentee; maintains log for submission to the oversight committee; attends monthly meetings with building administrator, responds to mentee’s needs, observes mentee’s classroom and facilitates a reflective follow-up a minimum of two times during the school year; allows mentee to observe mentor’s classroom at least once; researches, discusses and field tests instructional strategies and classroom management; works with mentee to provide evidence of professional growth; and is responsible for research, field testing instructional strategies, coaching and observing. Salary augmentation of $1,200 will be given as compensation.
• Chairperson – Collaborative Team- Facilitates implementation of the district’s student success plan goals and application; ensures that goals are aligned to improve student achievement and teacher performance; facilitates team’s reflection on current student achievement by identifying weaknesses and focusing remediation, implements student action plans; explores instructional practices; makes recommendations regarding school programs; develops common assessments; fosters increased parent communication; assigns duties (based on team directives) for productivity; and researches and field tests instructional strategies. Salary augmentation of $1,000 will be given as compensation.
• Recorder – Collaborative Team- Facilitates implementation of the district’s student success plan goals and application, takes minutes for each meeting, completes all reports as required by local oversight committee and state requirements. Salary augmentation of $1,000 will be given as compensation.
• Chairperson – Leadership Teams- Facilitates implementation of the district’s strategic plan, oversees professional development efforts, leads development of professional development goals, establishes site based goals and acts as team/staff liaison. Salary augmentation of $500 will be given as compensation.
• Recorder-Leadership Team- Facilitates implementation of the district’s strategic plan, oversees professional development efforts, leads development of professional development goals, establishes site based goals, aligns professional development with site goals and professional growth goals and acts as team/staff liaison. Salary augmentation of $500 will be given as compensation.
Job-embedded professional development: The district will focus on becoming a high performing school district in math. The elementary and high school have set goals based on disaggregated student data. Site goals will be measured using the Minnesota Comprehensive Assessment (MCA II) and the Northwest Evaluation Association Measures of Academic Progress (NWEA MAP). These goals are: In the 2006-2007 school year, 80% of all second through tenth grade Pine River-Backus students will increase their performance on math computation and operations on the NWEA MAP test. Five percent of the students scoring at or below the 35th national percentile rank will move out of the range and demonstrate proficiency in math computation and operations. To achieve these goals teachers will work in collaborative teams to identify, research and implement strategies to increase student performance.
Performance pay: Teacher compensation will be based on the following factors:
10% is based on students achieving the goals outlined in component two.
10% is based on students achieving teacher professional growth plan classroom goals.
40% is based on submission and approval of professional growth plan with a measure for student achievement and growth, three classroom observations which average a score of proficient and the recommendation from the oversight committee.
40% is based on team participation on one of the following committees: oversight committee, peer coaching, collaborative team and compliance with peer /administrative evaluation.
Objective and comprehensive teacher evaluation: Each teacher will be evaluated three times per year by a team including administrators, collaborative team and oversight team chairs, recorders and members using the district evaluation tool. The rubric includes four domains with five to six criteria for each domain: classroom environment, instruction, planning and preparation and professional responsibilities. This evaluation rubric will be used to determine compensation.
Alternative professional pay schedule: The district’s proposal makes no changes to the schedule, but recognizes exemplary teacher effort through additional performance pay. The plan requires the teachers to participate in one of three committees: oversight committee, collaborative team or peer coaching in order to be eligible for performance pay. It also requires meaningful peer and administrative evaluation. Currently all career ladder salary enhancements are based upon master/mentor teacher efforts and performance pay. The Pine River-Backus Education Minnesota and Pine River-Backus School Board will begin discussions on alternative pay schedules with the 2007-2009 negotiations.
“I'm impressed with our district’s approach to the Q Comp model. It’s an approach that allows all teachers the opportunity for leadership and excellence,” said Pine River-Backus Superintendent Cathy Bettino. “Our focused efforts to achieve our math goals are sure to pay off for our students and our community.”
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, St. Anthony-New Brighton, Minnetonka, Delano, Centennial and Pine River-Backus school districts have begun implementing for 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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