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    Qcomptdesummary

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    This document outlines and compares the teacher development, evaluation, and compensation programs in a school district. It details requirements for individual growth plans, professional learning communities, observations, evaluations, professional development, and use of student achievement and engagement data. Teachers are observed by administrators and peers on a three-year cycle and must show developing performance or better to receive salary increases. Student outcome goals factor into 35% of teacher evaluations and determine Q-Comp salary augmentation.

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    Qcomptdesummary

    Uploaded by

    api-300695572
    67 views2 pages
    This document outlines and compares the teacher development, evaluation, and compensation programs in a school district. It details requirements for individual growth plans, professional learning communities, observations, evaluations, professional development, and use of student achievement and engagement data. Teachers are observed by administrators and peers on a three-year cycle and must show developing performance or better to receive salary increases. Student outcome goals factor into 35% of teacher evaluations and determine Q-Comp salary augmentation.

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    qcomptdesummary

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    This document outlines and compares the teacher development, evaluation, and compensation programs in a school district. It details requirements for individual growth plans, professional learning communities, observations, evaluations, professional development, and use of student achievement and engagement data. Teachers are observed by administrators and peers on a three-year cycle and must show developing performance or better to receive salary increases. Student outcome goals factor into 35% of teacher evaluations and determine Q-Comp salary augmentation.

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Flag for inappropriate content
    Download as pdf or txt
    67 views2 pages

    Qcomptdesummary

    Uploaded by

    api-300695572
    This document outlines and compares the teacher development, evaluation, and compensation programs in a school district. It details requirements for individual growth plans, professional learning communities, observations, evaluations, professional development, and use of student achievement and engagement data. Teachers are observed by administrators and peers on a three-year cycle and must show developing performance or better to receive salary increases. Student outcome goals factor into 35% of teacher evaluations and determine Q-Comp salary augmentation.

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Flag for inappropriate content
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    of 2

    MNStatute

    Sections122A.413,
    122A.414and
    122A.60(QComp)

    MNStatute
    Sections122A.40
    and122A.41(TDE)

    Notrequired

    IndividualGrowthand
    DevelopmentPlan

    Aspartofthegoalsettingprocesseachyear,teacherswillsetaPersonalLearningGoal.Thegoalis
    setinthefall;amidyearandyearendreflectioniscompleted.Evidenceofworktowardthegoal
    mustbeprovided.

    ProfessionalLearning
    Communities

    ProfessionalLearning
    Communities

    TeacherswillparticipateinthecollaborativeLearningTeamprocess.

    CoordinatedStaff
    Development

    CoordinatedStaff
    Development

    PeerReviewProcess

    PeerReviewProcess

    SummativeEvaluation

    SummativeEvaluation

    Formalobservationsareconductedbytrainedobservers.Eachobservationresultsin
    documentationofevidencebasedontheDanielsonFrameworkforEnhancingProfessionalPractice.
    Duringthehighcycleyear,anadministratorwillprovideaSummativeEvaluationofthelicensed
    staffmembersperformancebasedontheaccumulatedevidence.ToreceiveQCompsalary
    augmentation,aswellasadvancetothenextstep,alicensedstaffmembermustdemonstrate
    evidenceofatleastDevelopingontheobservationrubricbytheendofeachschoolyear.

    ProfessionalReview
    Cycle

    ProfessionalReview
    Cycle

    LicensedstaffmemberswillreceiveaSummativeEvaluationeverythreeyearsbyanadministrator.
    Ataminimum,probationaryteacherswillbeformallyobservedthreetimesayearbyan
    administratorandoncebyadesignatedpeer.Ataminimum,lowcycleteacherswillbeformally
    observedthreetimesayearbyaPeerCoach.Ataminimum,duringthehighcycleyear,alicensed
    staffmemberwillbeobservedtwicebyanadministratorandoncebyadesignatedpeer(see
    Portfolio
    optionbelow).Additionalobservations,formalorinformal,mayoccurasrequestedor
    required.

    Notrequired

    Portfolio

    Performance
    ImprovementProcess

    Performance
    ImprovementProcess

    TeacherGrowth

    TeacherGrowth

    TeacherGrowth

    Development&
    Evaluation

    Development&
    Evaluation

    Development&
    Evaluation

    Development&
    Evaluation

    Development&
    Evaluation

    PLSASQComp/TDEProgram
    ProgramAlignmentSummary

    Whenplanningprofessionaldevelopmentforteachers,theopportunitieswillbealignedwithbest
    practicesandinitiatives.Jobembeddedprofessionaldevelopmentallowsfordifferentiatedlearning
    opportunitiesforalllicensedstaff.
    Duringthelowcycleyears,licensedstaffareobservedbyaPeerCoach.Duringtheprobationary
    yearsandeachhighcycleyear,licensedstaffwillbeobservedbyadesignatedpeer.

    Teacherswillhaveanoptiontodevelopandpresentaprofessionalportfolio(orevidenceof
    practice)toapeerobserverinlieuofaclassroom/settingbasedpeerobservationduringthe
    highcycleyear.
    Theobservation/evaluationprocessgiveslicensedstaffmembersnotmeetingstandardssupportto
    improvethroughaPerformanceImprovementPlan.APerformanceImprovementPlanmustbe
    initiatediftheevidenceindicatesUnsatisfactoryontheobservationframework.

    Development&
    Evaluation

    Measurement

    Measurement

    ImplicationsforSalary
    Augmentation

    Discipline

    LicensedstaffmembersnotmakingadequateprogressonaPerformanceImprovementPlanmay
    receiveaLetterofDeficiency.Ifasubsequentobservationshowsthatimprovementshavenotbeen
    madetoanUnsatisfactoryarea,thenalicensedstaffmemberwillnotbeeligibletoreceive
    QCompsalaryaugmentationdollarsand/orstepmovement.

    StudentAchievement
    Results

    StudentAchievement
    Results

    StudentAchievementGoals(SAG)aresetatthesitelevel,LearningTeamlevel,andclassroomlevel.
    StudentAchievementdata(IndividualSAG)willcountfor35%ofalicensedstaffmembers
    SummativeEvaluationresults.StudentAchievementdata(SiteSAGandLearningTeamSAG)isused
    todetermine35%ofalicensedstaffmember'ssalaryaugmentationforQComp.

    Notrequired,butmay
    serveasevidencefor
    observations

    StudentEngagement
    Results

    Domainevidenceofengagementwillbeindicatedontheframeworkduringobservations.All
    licensedstaffmemberswilladministerEngagementSurveysandreflectonresults.Engagement
    surveyresultswillcountfor10%ofalicensedstaffmembersSummativeEvaluation(5%forsurvey
    results,5%forframeworkevidence).

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