STMA Q COMP

2014-2015

Voluntary program that allows school districts and exclusive representatives of the

teachers to design and collectively bargain a plan to improve teaching and learning and compensate teachers.

What is Q Comp?

Purpose of Q Comp

What it does…• Positively impacts student learning• Provides incentives for staff members on the teacher contract to

increase their skills as educators• Provides a structure for job-embedded professional development• Provides more opportunities for teacher leadership

What it doesn’t do…• Evaluate teachers in all domains, components, and elements• Focus on identifying ineffective teachers• Provide all teachers with an automatic pay increase

Why did we apply?

• We are currently doing some of the work and Q Comp can compensate teachers

• Supports new teacher evaluation law with peer review and teacher growth plans

• State funds are available • Q Comp has been successful in other school

districts

Who designed the plan?

• Five teachers selected by Ed-Minnesota STMAMatt RookerBecky KemmetmuellerJenny FritzHeidi LelandJen Patnode• Three administrators

Dr. Ann-Marie FoucaultPrincipal Jennie KellyDr. Behle

Who approved the plan?

• Ed Minnesota STMA membership• School board

What does Q Comp include?1. Career Ladder/Advancement Options

2. Job-Embedded Professional Development

3. Teacher Observation and Individual Professional Growth Plan

4. Performance Pay

5. Alternative Salary Schedule

Career LadderSTMA Q Comp Plan currently holds two opportunities for a career ladder: 1 Q

Comp Advisor and 6 Instructional Coaches

Q COMP ADVISORThe advisor's role is to support teacher growth and student achievement by coordinating the Q-Comp Plan, supervising the Instructional Coaches, providing training, focusing the Q-comp initiative on best practices, ensuring compliance, analyzing data, and promoting and communicating the program. INSTRUCTIONAL COACHESThe coach’s job is to coach colleagues by modeling best practice strategies, conferencing, observing, evaluating, and providing meaningful feedback to teachers and staff.

Q Comp AdvisorMegan Johnson

• I was hired in February by the Q Comp hiring team

• I began the role as Q Comp Advisor On March 10th and have been learning about our STMA Q Comp plan, learning about other Q Comp schools best practices, and preparing for our implementation in the fall.

• I am more than happy to help answer any questions or support you and your teams in any way I can.

Instructional Coaches• Instructional coaches were hired in March and will

begin some training in April and June. • Coaches will be housed in a particular school, however

they will be working with teachers in multiple buildings and multiple content areas.

• Coaches were also hired by a team of teachers and administrators

• Coaches will serve 3-5 years and will then return to their teaching assignments

• The coach’s role is to support the teacher in his/her own professional growth

Meet your CoachesAaron Heil-STME

Big Woods-First Grade19 years in EducationFun Fact: Aaron will have a son starting college and a son starting kindergarten next year!

Becky Kemmetmueller-Big WoodsFieldstone-Second Grade15 years in educationFun Fact: Becky Biked down a volcano in Hawaii.

Meet your Coaches

Jackie Andrews-Middle School WestMiddle School East- EBD28 Years in EducationFun Fact: After the movie American Graffiti came out…Jackie was a roller skating car hop in high school at the local A&W!

Jill Lurie-Middle School EastMiddle School East- High Potential Reading19 Years in EducationFun Fact: Jill has written several novels.

Meet Your Coaches

Jamie Wiitala-High SchoolHigh School- Math8 Years in EducationFun Fact: Jamie has 30 aunts and uncles, 56

first cousins, and 26 second cousins!

Jason Johnson- Fieldstone Big Woods- First Grade16 Years in EducationFun Fact: Jason is an identical twin and his

B brother also works in the district (5th gr. MSW).

How does the observation cycle work?• All non-tenured teachers will continue to be observed by their building

administrator three times each year. If the non-tenured teacher is proficient in the areas needed (as determined by the rubric) he/she will earn Q Comp dollars.

• All tenured teachers will either be on High-Cycle or Low- Cycle• High Cycle happens once every three years. High Cycle teachers will first be

evaluated by their building administrator sometime before December 1. If the teacher earns an overall rating of proficient on the entire rubric he/she will then be released into Q Comp and will continue with two observations by his/her instructional coach.

• Low Cycle teachers will be observed three times throughout the school year by his/her instructional coach. (Approximately once/per trimester)

• In addition to the observation all teachers will participate in 3 pre-observation and 3 post-observation meetings

• All teachers will create a professional growth plan that must be okayed by his/her instructional coach or administrator

Observation Tool

• Instructional Coaches will only be observing teachers using the Instructional Domain. The coach and the teacher will fill out the rubric together after the lesson using evidence collected during the observation.

• There are many new evaluation rubrics! Did you know that Special Ed, Counselors, Social Works, SLP’s, Deans, and Nurses now have their own rubrics???

Instructional Domain

• Consists of 7 components:– Communication– Communication of Learning Targets– Questioning– Engagement– Feedback– Pacing & Flexibility– Instructional Organization

Based on Charlotte Danielson’s, “A Framework for Teaching”.

Three Incentives• Site SMART Goal– $100 Based on school-wide student achievement

goal (Based on standardized test) • PLC participation and PLC Goal– Earn $300 for actively participating in the PLC and

achieving the PLC• Observations and Professional Growth Plan -$1,200 for successful completion of 3 observation cycles and demonstration of progress in individual professional growth plan

Profession Learning Communities

Educators committed to working collaboratively in on-going processes of

collective inquiry and action research in order to achieve better results for the

students they serve. (DuFour)

The Work of the Collaborative Team

• Clarify essential common skills• Develop formative assessments • Establish a specific target that is sufficiently

rigorous to assure success on assessments• Analyze Results• Identify and implement improvement

strategies

Guiding Questions

• What is it that we want students to learn?

• How do we know they have learned it?

• What do we do if they don’t?

• What do we do if they do?

PLC Requirements• Q Comp Requires all members of the bargaining unit

to participate in a PCL 50 minutes per/week or 90 minutes every other week within contractual hours

• The PLC must be data driven and action orientated• Members should come prepared with data,

assessments, and share ideas• Teams will create an action plan at the end of each

session• Teams are responsible for writing meaningful goals

based on their students needs

Shifting to a PLC• Focus on teaching….to a focus on learning• From coverage of content…to demonstration of proficiency• From a language of complaint…to language of commitment• From long-term strategic planning… to short term wins• From learning by listening…to learning by doing• From learning individually…to learning collectively by working

together• From an assumption that these are “my kids, those are your

kids”…to an assumption that these are “our kids” • From teachers gathering data from their individually constructed

tests in order to assign grades…to collaborative teams acquiring information from common assessments in order to 1)inform their individual and collective practice, and 2) respond to students who need additional time and support

How does Q Comp fit into what we are already doing at STMA?

How does Q Comp fulfill the requirements for the new teacher evaluation law?

Statutory Requirements:Teacher evaluation processes must establish a three year professional review cycle for each teacher that includes a professional growth plan, peer review, participation in a professional learning community (PLC), and at least one summative evaluation by a qualified and trained evaluator.

Where do I go for more information?

• Staff Website • Q Comp forms• Q Comp one page document• Q Comp handbook• MOU

• Ask!!!• E-mail, call, or invite Megan to a team meeting• Contact your Q Comp Governing board• Get to know your Instructional Coaches

What’s Next???• All Staff will have 4 hours of training during back to school

workshops in:– Q Comp paperwork– Scheduling observations & meetings with coaches– PLCs– SMART goals– Professional Growth plans – Instructional Domain

• All PLCs will be fully supported in September– Examples of SMART goals will be provided– Time will be given to analyze and share data– How to write and follow norms will be taught– How to create and participate in a meaningful PLC will be shared

Questions???