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Pro Pay 2012-2013
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- 2. Why Pro-Pay? WhyNow? Licensed staff will have an Barriers have been removed opportunity to formally, that will make this plan professionally grow and more possible. receive compensation to support that growth Pro-Pay supports the current work of the district Pro-Pay provides opportunities for career ladder positions
- 3. Pro-Pay Study &Redesign Committee David Bernard, Director of Instruction Michele Carroll, Teacher – Eagle Ridge Libby Duethman, Teacher – Hidden Valley, BEA President (Current) Dave Helke, Principal – BHS Beth Lippert, Teacher – Rahn Chris Lindholm, Assistant Superintendent Jennifer McCarthy, Teacher – Rahn Chris Milinovich, Teacher – BHS Bob Nystrom, Teacher – Nicollet, BEA President (2012-2013) Brad Robb, Coordinator of Professional Development Stacey Sovine, Director of Labor Relations Jeremy Willey, Principal – Marion W. Savage
- 4. Pro-Pay: At-A-Glance Pro-Pay Component Expectations Building Goal Implement strategies that support a building goal focused on student achievement and aligned with core instruction. Collaborative Team Goal Engage in the development and implementation of a collaborative team goal that addresses one of your school improvement goals. Personalized Professional Develop and implement a professional learning plan Learning Plan that is personalized, aligned with your school improvement goals and building PD plan, and aligned with the teaching license renewal expectations. Observations and Demonstrate your professional practice through 3 Instructional Coaching formative observations and coaching sessions conducted by 2 different observers (instructional coach and another trained observer).
- 5. About the BuildingGoal*… •Uses one of the goals from the school improvement plan and building PD plan •Focuses on improving student achievement & based on the Core Instruction Action Plan from the SIP. •Facilitated by Building Leadership Team (BLT) •$200 – Processed in Fall of subsequent year *Required by MDE
- 6. About the CollaborativeTeam Goal*… About the Collaborative Team Goal… •All licensed staff will be part of a Collaborative Team. •Teams select an area of focus and develop a goal based on one of the goals from the SIP (or CIMP Plan) •Teams collaborate during collaborative team time to learn from and with each other •Teams share results of their learning with their Building Leadership Team •$200 – Processed in the Fall of the Subsequent year *Required by MDE
- 7. About the ProfessionalLearning Plan… • Each teacher develops a personalized learning plan aligned with one of the school improvement goals (or CIMP Plan). – The plan can also be aligned with the collaborative team goal. • The plan is connected to components from Danielson’s Frameworks that will impact a teacher’s practice. • The learning is connected to the observation process. • The process aligns with requirements for license renewal (effective July 2012 per MDE). • Simply, teachers connect what they learn to what they do each day—learning by doing. • $400* – Processed in mid Summer *Adjusted to meet the requirements from MDE
- 9. Aligning Personalized PDPlans & Observations Complete self assessment and identify professional development goal Engage in professional learning to support goal. Participate in pre-observation conference about learning. Use feedback and reflection from observation and post-observation to inform continued PD Participate in pre-observation conference about teaching and Continue job-embedded PD to support goal, teaching. learning. Use feedback and reflection from observation and post-observation to inform continued PD Participate in pre-observation conference about teaching and Continue job-embedded PD to support goal, teaching. learning Repeat learning and coaching cycle for a third time. Complete required reflective narrative about impact of PD on teaching and student learning.
- 10. About Coaching &Observations… • Licensed Staff participate in three* coaching observations based on their professional learning plan and connected to Danielson’s Frameworks. • Instructional coaches will conduct two formative observations. • The third formative observation will be conducted from another* trained observer, of your choice. • The Professional Learning Plan will be integral to the Pre- and Post- Observation discussions. • $1200 – Processed in mid Summer *Required by MDE
- 11. Alignment of Effort DistrictFocus Q-Comp School Improvement Plan (SIP) Building Goal Continuous Improvement Monitoring Process (CIMP) Plan Collaborative Teams Collaborative Team Goal Building Professional Development Plan Personalized Professional Development Plan/Observations Leadership Opportunities Career Ladder Positions
- 12. Career Ladder Positions Instructional DLT BLT Coach Conduct Formative Represent Building Work with Principal Observations at District Level in SIP Development Work with Principal Provide coaching in creating a Member of BLT support to staff Building Professional Development Plan Stipend: $500 TOSA Stipend $2000 (plus BLT stipend)
- 13. Learn More AboutPro-Pay Date(s) Focus May 14-18 Informational Meetings about Pro-Pay May 17 School Board Review of Revisions to Pro-Pay May 21 BEA Executive Board Decision on Pro-Pay May 23 & 24 Possible Vote for BEA Membership June 7 Possible School Board Decision on Pro-Pay
- 14. Learn More AboutPro-Pay https://sites.google.com/a/isd191.org/burnsville-pro-pay Find more specific forms and details about your particular group. Get answers to Frequently Asked Questions (FAQs). Ask additional questions for further understanding.
Editor's Notes
- #12 The “District Focus” remains the same regardless of the outcome of Q-Comp vote