Spring 2014 Q Comp Information
Transcript Spring 2014 Q Comp Information
STMA Q COMP
What is Q Comp?
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
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
Who designed the plan?
• Five teachers selected by Ed-Minnesota STMA
• Three administrators
Dr. Ann-Marie Foucault
Principal Jennie Kelly
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
4. Performance Pay
5. Alternative Salary Schedule
STMA Q Comp Plan currently holds two opportunities for a career
ladder: 1 Q Comp Advisor and 6 Instructional Coaches
Q COMP ADVISOR
The 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.
The 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 Advisor
• 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 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
• 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 Coaches
Big Woods-First Grade
19 years in Education
Fun Fact: Aaron will have a son starting
college and a son starting kindergarten next
Becky Kemmetmueller-Big Woods
15 years in education
Fun Fact: Becky Biked down a volcano
Meet your Coaches
Jackie Andrews-Middle School West
Middle School East- EBD
28 Years in Education
Fun 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 East
Middle School East- High Potential Reading
19 Years in Education
Fun Fact: Jill has written several novels.
Meet Your Coaches
Jamie Wiitala-High School
High School- Math
8 Years in Education
Fun Fact: Jamie has 30 aunts and uncles, 56
first cousins, and 26 second cousins!
Jason Johnson- Fieldstone
Big Woods- First Grade
16 Years in Education
Fun Fact: Jason is an identical twin and his
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
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
• 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???
• Consists of
– Communication of Learning Targets
– Pacing & Flexibility
– Instructional Organization
Based on Charlotte Danielson’s, “A Framework for
• 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
• 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?
• 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
• 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
• 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
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
• Staff Website
• Q Comp forms
• Q Comp one page document
• Q Comp handbook
E-mail, call, or invite Megan to a team meeting
Contact your Q Comp Governing board
Get to know your Instructional Coaches
• All Staff will have 4 hours of training during back to school
Q Comp paperwork
Scheduling observations & meetings with coaches
Professional Growth plans
• 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