QUALITY COMPENSATION FOR TEACHERS OR “Q COMP”. Minn. Stat. 122A.413-415 Proposed and Signed by Governor Tim Pawlenty Chas Anderson 651-582-8207 or email@example.com Minnesota Department of Education July 2006 www.education.state.mn.us.
Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author.While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server.
Minn. Stat. 122A.413-415
Proposed and Signed by Governor Tim Pawlenty
651-582-8207 or firstname.lastname@example.org
Minnesota Department of Education
--$3.6 million per year allocated
--Focused on alternative salary schedule and career ladders for teachers
-Five school districts participated in the program
--Launched in 2004 in two school districts – Waseca and Minneapolis
--State received a federal teacher quality enhancement grant
--Q Comp was largely designed after TAP – one big difference is the requirement of the alternative salary schedule in Q Comp.
How many school districts and charter schools stated their intent to submit a Q Comp plan for 2006-07 or 2007-08 school year?
2005-06 school year:
9 school districts
3 charter schools
2006-07 school year:
14 school districts approved (total of 23 school districts)
1 charter schools approved (total of 4 charter schools)
14 school district applications pending
13 charter school applications pending
Total if all are approved: 37 school districts, 17 charter schools or 159,908 students
Note: 343 school districts and 124 charter schools or approximately 850,000 students in Minnesota
$30,626,260 allocated for the 2006-07 school year
$42,009,740 remains to be allocated before October 1, 2006.
Funding not allocated will revert back to the general fund for FY 2007 but will be available in the base budget for FY 2008.
Duties 2005-06 and 2006-07 school years
Job-embedded professional development
Demonstration of teaching
Mentoring new teachers
Peer or cognitive coaching
$3,000-$8,000 salary augmentation
Competitive hiring and selection process
Ratios of career ladder to classroom teachers
Retaining role as teacher
Rotation of teachers in career ladders
Mentoring new teachers and career ladder positionsComponent #1: Compensation and Ratios for Multiple Career Paths - Examples
How will professional/staff development work under Q Comp?
Q Comp Schools
How does it work?
Describe how at least 60 percent of teacher compensation increases within a performance pay system aligns of teacher performance measures with student academic achievement and progress as outlined in Section 122A.414, clause 4. Use table below and add narrative to describe how each of the checked items will be used as evidence and linked to performance pay.
(1) 50% based on professional growth or how much change in teacher practice and the effect on student achievement is documented by Professional Standards Rubric.
(2) 50% based on student achievement measures that include local standardized tests and teacher assessments and school-wide student achievement as measured by MCAs.
Three phases of the development of teacher pay:
Types of Salary Schedules not based on “steps and lanes:
Q Comp allows districts to take the “best” in each of the three above and incorporate it.
Under the Q comp program, a school district will need to negotiate a new salary schedule that is not based exclusively and “reforms” the lockstep steps and lanes system. A school district and exclusive representative will need to design a new salary schedule. It is expected that no teacher would receive a pay cut under a new salary schedule – they would start from where they left off on steps and lanes.
Career I: BA degree
Career II: MA degree, completion of Mounds View certification program, and/or career ladder position.
After establishing a teacher as “Career I” or “Career II”, teachers move on the salary schedule based on performance – teacher evaluations and assessments.
Teachers move on the salary schedule based on performance – teacher evaluations and assessments. Once the performance is met, the teacher moves up on the salary schedule. Beginning teachers earn more than state average and increases are greater than the steps and lanes salary schedule but all increases are based on performance.
Q Comp Program
651-582-8871 or email@example.com
Pat King, School Improvement Director
651-582-8655 or firstname.lastname@example.org
Chas Anderson, Deputy Commissioner
651-582-8207 or email@example.com
Q Comp Funding:
Terri Yetter, Program Finance Specialist
651-582-8868 or firstname.lastname@example.org
Tom Melcher, Program Finance Director
651-582-8828 or email@example.com