Pro Pay 2012-2013


Published on

Published in: Education, Business
  • Be the first to comment

  • Be the first to like this

No Downloads
Total views
On SlideShare
From Embeds
Number of Embeds
Embeds 0
No embeds

No notes for slide
  • The “District Focus” remains the same regardless of the outcome of Q-Comp vote
  • Pro Pay 2012-2013

    1. 1. Pro-PayBurnsville-Eagan-Savage Public Schools 2012-2013
    2. 2. Why Pro-Pay? Why Now?Licensed staff will have an Barriers have been removedopportunity to formally, that will make this planprofessionally grow and more possible.receive compensation tosupport that growthPro-Pay supports thecurrent work of the districtPro-Pay providesopportunities for careerladder positions
    3. 3. Pro-Pay Study & Redesign CommitteeDavid Bernard, Director of InstructionMichele Carroll, Teacher – Eagle RidgeLibby Duethman, Teacher – Hidden Valley, BEA President (Current)Dave Helke, Principal – BHSBeth Lippert, Teacher – RahnChris Lindholm, Assistant SuperintendentJennifer McCarthy, Teacher – RahnChris Milinovich, Teacher – BHSBob Nystrom, Teacher – Nicollet, BEA President (2012-2013)Brad Robb, Coordinator of Professional DevelopmentStacey Sovine, Director of Labor RelationsJeremy Willey, Principal – Marion W. Savage
    4. 4. Pro-Pay: At-A-GlancePro-Pay Component ExpectationsBuilding 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 planLearning 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 3Instructional Coaching formative observations and coaching sessions conducted by 2 different observers (instructional coach and another trained observer).
    5. 5. About the Building Goal*…•Uses one of the goals from theschool improvement plan andbuilding PD plan•Focuses on improving studentachievement & based on the CoreInstruction Action Plan from the SIP.•Facilitated by Building LeadershipTeam (BLT)•$200 – Processed in Fall ofsubsequent year *Required by MDE
    6. 6. About the Collaborative Team Goal*… About the Collaborative Team Goal…•All licensed staff will be part of aCollaborative Team.•Teams select an area of focus anddevelop a goal based on one of thegoals from the SIP (or CIMP Plan)•Teams collaborate duringcollaborative team time to learnfrom and with each other•Teams share results of their learningwith their Building Leadership Team•$200 – Processed in the Fall of theSubsequent year *Required by MDE
    7. 7. About the Professional Learning 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
    8. 8. Aligning Personalized PD Plans & 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 andContinue 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 andContinue job-embedded PD to support goal, teaching. learningRepeat learning and coaching cycle for a third time. Complete required reflective narrative about impact of PD on teaching and student learning.
    9. 9. 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
    10. 10. Alignment of EffortDistrict Focus Q-CompSchool Improvement Plan (SIP) Building GoalContinuous Improvement MonitoringProcess (CIMP) PlanCollaborative Teams Collaborative Team GoalBuilding Professional Development Plan Personalized Professional Development Plan/ObservationsLeadership Opportunities Career Ladder Positions
    11. 11. Career Ladder PositionsInstructional 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)
    12. 12. Learn More About Pro-PayDate(s) FocusMay 14-18 Informational Meetings about Pro-PayMay 17 School Board Review of Revisions to Pro-PayMay 21 BEA Executive Board Decision on Pro-PayMay 23 & 24 Possible Vote for BEA MembershipJune 7 Possible School Board Decision on Pro-Pay
    13. 13. Learn More About 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.