1 / 14

Q Comp 2011-12

Q Comp 2011-12. Marshall Public Schools – District 413 June 18, 2012. Q Comp Components. Career Ladders Job-embedded Professional Development Teacher Evaluation/Observation Performance Pay Alternative Salary Schedule. 2011-12 Career Ladders. 1 Q Comp Coordinator

brad
Download Presentation

Q Comp 2011-12

An Image/Link below is provided (as is) to download presentation 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. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Q Comp 2011-12 Marshall Public Schools – District 413 June 18, 2012

  2. Q Comp Components • Career Ladders • Job-embedded Professional Development • Teacher Evaluation/Observation • Performance Pay • Alternative Salary Schedule

  3. 2011-12 Career Ladders • 1 Q Comp Coordinator • 8 Coordinating Teachers • 29 Peer Coaches

  4. Career Ladders • Areas for Improvement • Address how Career Ladder evaluation process connects to retention in position or salary augmentation for Career Ladder positions. This will need to be addressed in the next round of negotiations.

  5. Job-embedded Professional Development • PLCs meet weekly on Wednesdays from 2:40-3:40 • PLCs organized by content areas and/or grade levels at the building and district level • PLC activities focused on establishing essential outcomes, student-friendly learning targets, and developing and implementing formative assessments.

  6. Job-embedded Professional Development • Areas for Improvement • Monitoring PLC actions for effectiveness - MDE suggests refining agenda and minutes documents to clearly reflect the professional development and classroom applications occurring during the PLC time.

  7. Teacher Evaluation/Observation

  8. Teacher Evaluation/Observation Career Teacher • Two Peer Observations • One Evaluation by Administrator Probationary Teacher • Two Mentor Observations • Two Peer Observations • Three Evaluations by Administrator

  9. Teacher Observation • Areas for Improvement • The Peer Observation rubric should have a “Proficient” standard for a successful observation. • Teacher observation/evaluation performance directly connected to performance pay. • Since the state-wide teacher evaluation model is still being developed, MDE recommends waiting until this model is approved before making changes to current observation/evaluation processes.

  10. Performance Pay Total Compensation – up to $1000 added to base • 10% District Wide Goal Attainment - $100 • 15% Site Goal Attainment (SIP) - $150 • 25% Individual Goal Attainment - $250 • 25% PLC Participation - $250 • 25% Teacher Observations - $250

  11. Performance Pay 2011-12 • District-wide Goal Attainment – 76.87% • Site Goal Attainment • Park Side – 91.67% • West Side – 50% • Middle School – 83.33% • High School – 75% • MECLA – 25%

  12. Performance Pay 2011-12 • Individual Goal Attainment – 89.73% of licensed staff earned full attainment of their individual goals. • PLC Participation – 94.05% of licensed staff met 100% participation at PLC meetings. • PLC Observation – 96.21% fully completed the observation process.

  13. 2012-13 • Professional Learning Communities • Increase PLC Satisfaction • Modifying PLC configurations • Monitoring travel issues • Continue District-wide focus • Essential Outcomes • Formative Assessment • Increase focus on student learning and results through PDSA and formative assessment process

  14. Questions?

More Related