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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.

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STRATEGIC MANAGEMENT OF HUMAN CAPITAL IN The Minnesota QComp Program

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  1. 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

  2. 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

  3. SMHC Context • Talent Development and Motivation • QComp • Talent Acquisition • Teacher attraction to QComp district • Minnesota Teacher Recruitment Center • Talent Retention • QComp

  4. 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

  5. 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

  6. 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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