Strategic management of human capital in the minnesota qcomp program
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STRATEGIC MANAGEMENT OF HUMAN CAPITAL IN The Minnesota QComp Program. Overview: Herb Heneman III, SMHC/CPRE Panel: Alice Seagren, MN Commissioner of Education, Bill Gibbs, Minneapolis QComp Coordinator Randall Keillor, St. Francis QComp Coordinator November 19, 2008.

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STRATEGIC MANAGEMENT OF HUMAN CAPITAL IN The Minnesota QComp Program

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Strategic management of human capital in the minnesota qcomp program

STRATEGIC MANAGEMENT OF HUMAN CAPITAL IN The Minnesota QComp Program

Overview: Herb Heneman III, SMHC/CPRE

Panel: Alice Seagren, MN Commissioner of Education,

Bill Gibbs, Minneapolis QComp Coordinator

Randall Keillor, St. Francis QComp Coordinator

November 19, 2008


Quality compensation for teachers qcomp

Quality Compensation for Teachers (QComp)

  • MDE-District Partnership

  • Five Components of QComp Plan

    • Career advancement options

    • Job-Embedded professional development

    • Performance pay

    • Teacher evaluation

    • Alternative salary schedule


Smhc context

SMHC Context

  • Talent Development and Motivation

    • QComp

  • Talent Acquisition

    • Teacher attraction to QComp district

    • Minnesota Teacher Recruitment Center

  • Talent Retention

    • QComp


Educational improvement plan eip

Educational Improvement Plan (EIP)

  • District and site EIPs are required for QComp

  • Required EIP Components

    • Multiple performance goals and measures

    • Rigorous PD aligned to state requirements

    • Data systems

    • Induction and mentoring

    • Exclusive representative participation


Staff development separate requirements

Staff Development-Separate Requirements

  • Focus on student learning

  • Knowledge and skill development, data usage

  • Content knowledge and instructional skills

  • Alignment with state/local academic standards

  • Professional relationships and collaboration


Summary

Summary

  • QComp: Bold and comprehensive

  • Rigorous and encompassing statutory requirements

  • State framework and district flexibility

  • Alignment to EIP

  • Many drivers of impact on performance


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