MPS Alternative Teacher Professional Pay System

1. MPS Alternative Teacher Professional Pay System (ATPPS) 2009

2. Alternative Compensation in Minneapolis • A partnership starting in 2002 between: • Minneapolis Federation of Teachers • Minneapolis Public Schools • State of Minnesota

3. Our Professional Journey • Mentoring and Coaching - 1986 • PDP/PSP (Peer Assistance and Review) – 1992 • Standards of Effective Instruction – 1993 • Achievement of Tenure - 2000 • Professional Pay System – 2003 • Teacher Advancement Program (TAP) - 2004 • Alt. Teacher Professional Pay System -2006

4. Compensation • Traditional salary schedule used to work well but it had limited options for today’s teacher: *Steps frozen every five years once you hit 10 years *No Lane changes past MA 60/PhD *No remuneration for additional degrees/education *Nothing for extra responsibilities or leadership

5. ATPPS - What’s it about? • First and foremost, it is about improving: • Professional skills/knowledge –quality of teaching • Collegial sharing/Coaching –sharing of best practices and providing support • Student achievement – focusing on “real” data and • empowering teachers to address needs and/or create opportunities for all learners • Teachers leading together as professionals

6. The two main ways to increase salary through ATPPS: • Career Increments (formerly steps) - years of experience and Prof. Dev. Process • Professional Growth Credits (formerly lanes) - up to two lanes may be earned per year; 15 PGCs per lane; $1000+ per lane

7. PGCs and One Time Payments • Each of the four categories has “items”. • Completion of or participation in the “items” listed earns you hours towards PGCs/full PGCs • or one time payments. • PGCs accumulate towards lane changes (salary). • Your accumulated hours and PGCs are tracked on a personal electronic transcript on eCompass

8. Professional Growth Credits (PGCs) • ATPPS participants* may earn lane changes on the ATPPS salary schedule in the following categories: I. Education, Degrees and Certificates II. Professional Development: PDP, Surveys, ProPay Courses, TAP * New teachers are put on ATPPS salary schedule when hired. *

9. One Time Payments • Categories III and IV items earn the participant one time payments that vary according to item and role. • One time payments are paid in the fall of the following school year.

10. eCompass • Electronic transcript that keeps track of your hours and PGCs. • Many items will be entered for participants; • Some items have to be submitted to the ATPPS office. • Relicensure and A of T tracking.

11. One Time Additional Compensation (Cash) • Certificates and Awards (e.g. - NBC, A oF T) • Career Commitment Incentive Pay (every five years starting at year 10) • Leadership -Professional Stipend for Mentors and Coaches • Site Coordinators (e.g. - PDP,Testing, S.D.)

12. Participation • Each year, a Memorandum of Agreement is drafted and voted on by union members. • Each year it has passed (72%, 74%, 80%). • Participation in ATPPS is voluntary. • All teachers are on the same salary new schedule but have a choice of staying on the traditional method of movement or moving to ATPPS.

13. Where does the money come from to do ATPPS? • Special legislation has been built into the state’s budget for alternative compensation efforts. • We have been receiving alt. comp. funding since 2002 from the state and will continue to if ATPPS is voted in again: $150 per student each year as we transition to ATPPS and $260 per student each year once we are doing ATPPS fully. So far, the money is still there for all who are currently in the plan.

14. Impact • Practice is improving - Teachers are learning and changing their practice. 2800 AR projects/papers completed/peer reviewed • Students learning is improving in the classroom where action research is taking place -data collected showing this. • Teachers are leading the way and taking ownership of their growth. • Practice Made Public - Conference/Website/ Journal

15. Q & A