Q Comp program continues to grow
FOR IMMEDIATE RELEASE: |
Contact: Ken Kaffine |
Q COMP PROGRAM CONTINUES TO GROW
~ Hmong Academy becomes the 16th charter school in the state to undertake
professional development and achievement-based pay plan for teachers ~
St. Paul – Commissioner of Education Alice Seagren announced today that Hmong Academy will implement Minnesota’s nation-leading Q Comp performance and professional pay program. Hmong Academy will be the 16th charter school in the state to opt into Q Comp, and will receive $98,800 in state aid for the 2007-08 school year for implementation efforts.
“I commend Hmong Academy on their decision to participate in this important education reform. Doing so will give the district’s teachers an opportunity to enhance their skills, which will help raise student achievement,” Education Commissioner Alice Seagren said.
In 2005, 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 up to 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. Hmong Academy’s administration and teacher representatives have agreed to the following:
Career advancement opportunities for teachers: The career ladder includes seven positions with various duties and compensations. These positions are:
Curriculum Consultant (K-12 Expert) – Serves as a consultant responsible for supporting the overall school goals; providing high quality, research based staff development; training and facilitating the lead mentor and mentors; assisting with data collection, analysis, goal setting, and monitoring of the plan; assisting the leadership team in continuing curriculum alignment with standards-based instruction and assessment and assisting with the evaluation of new and returning faculty. Compensation will be through Title I, II, and III funds.
Reading Coach – Works with classroom teachers to improve instruction in all content areas; train and observe teachers using best practices for reading comprehension, decoding, phonics, sight wording, vocabulary, grammar and spelling. Compensation will be $10,000.
Instruction and Achievement Coach – Serves as a coach to all teachers, work one-on-one to observe instruction and provide feedback and suggestions for improvement. Compensation will be a $3,000 salary augmentation.
Department Heads (English, Math, Science, Social Studies, Specialists, English Language Learners (ELL)) – Collaborates with colleagues to identify and implement strategies to improve instruction and student achievement. A salary augmentation of $800 will be given to this position.
Lead Mentor – Provides support and evaluation of vertical team/cross-curricular mentors. Compensation will be a salary augmentation of $2,000.
Vertical or Cross-Curricular Mentors – Works one-on-one with identified mentees to improve instruction and student achievement. The compensation is a salary augmentation of $1,000.
Vertical and Cross-Curriculum Team Mentees – Implements strategies provided by mentors and other experts to improve student achievement. Compensation: Salary augmentation of $500.
Integrated, job-embedded, on-going, site-based and teacher-led professional development activities to improve instructional skills and learning that are aligned with student needs under section 122A.413 and 122A.60 and led during the day by trained teacher leaders. As the focus for the Q Comp plan the school has selected the following student achievement goals from the educational improvement plan (EIP): to improve by 10% student achievement scores in reading on the MCA II and to improve by 15% student achievement scores in mathematics on the MCA II as demonstrated by individual value-added gains.
Performance pay: A teacher’s compensation will be based on the following factors:
1. $250/12.5% for school-wide gains if the site goal set in component two is achieved and the school makes AYP
2. $250/12.5% for measures of student achievement if all students gain 1.5 years in reading/writing and math on the NWEA by the spring of 2008
3. $750/37.5% for teacher evaluation if a teacher meets the proficiency level or higher on the TPEI
4. $250/12.5% for IIP for teachers who meet their IIP but did not meet the proficiency level or higher on the TPEI
5. $500/25% for process compliance (scope and sequence, curriculum maps and guides, current lesson plan, lesson presentation, etc.)
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 teacher at Hmong Academy will be observed and receive formative evaluations at least three times per year. The evaluation team that will complete these evaluations for each tenured teacher will consist of: the school director, a teacher on special assignment, curriculum consultant, and a volunteer who is either a retired superintendent of schools or a trained evaluator. Each team member will complete at least three evaluations of the assigned teachers and the volunteer will complete two additional evaluations of the assigned teachers per year. All formative evaluations will be based on direct classroom observations and will be scored using TPEI. Teachers will be expected to achieve at the proficient or exemplary level in five areas after all evaluations have been completed.
Alternative professional pay schedule. As an “at will” contract school, Hmong Academy does not have a “steps and lanes” salary schedule. Teachers enter into employment with the school at a base salary. This base is then increased based on leadership roles teachers take on and/or through earning each performance pay portions.
“The Q Comp support will provide opportunities for leadership by teachers for teachers,” said Christianna Hang, president and school director of Hmong Academy. “The faculty will be directly involved with researching and then presenting best practices and other strategies to their colleagues and continue to improve instruction. We believe the program will have a direct effect on increasing student achievement and AYP outcomes.”
Hmong Academy has a staff of 44 that serves 397 students and is the sixteenth charter school to be approved for the Q Comp program, following:
Crosslake Community School ● New Visions School ● TRIO Wolf Creek Charter School ● Emily Charter ● El Colegio Charter School ● STRIDE Academy ● Minnesota Transitions Charter Schools ● Oh Day Aki Charter ● Northfield School of Art and Technology (ARTech) ● Beacon Academy ● Duluth Public Schools Academy ● Sojourner Truth Academy ● Ridegeway Charter School ● E.C.H.O Charter School
School districts that have been approved for the Q Comp program for the 2007-2008 school year.
Rosemount-Apple Valley-Eagan
School districts that began implementing the Q Comp program during the 2006-07 school year.
Roseville ● 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 ● Pine River ● Brandon ● South Washington County ● South Saint Paul ● Farmington
School districts that started 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
Several school districts have indicated to the Department of Education they are planning to submit an application for the 2007-08 school years.
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