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Spring Lake Park Q Comp Program
Frequently Asked Questions COMPONENT 1: Career Ladder/Advancement Options
Career advancement? What does this mean in SLP?
Career advancement refers to the opportunity for classroom teachers to participate in additional leadership roles outside of their classroom responsibilities. In Spring Lake Park this would refer to our Continuous Improvement Coaches, Curriculum Leads, LET, LTA members.
Will all teachers be changing jobs every 3-5 years? Would this be a good thing? How will the rotation be decided?
Only the Career Ladder positions would be part of the rotation process. We realize that there are opportunities and risks with this process. A yet to be determined team will examine how this process will be structured and implemented in the upcoming year.
Does LTA rep receive their stipend and LET stipend?
Yes, they currently receive both stipends.
Will it be difficult for coaches evaluating and then being put back on teams which they previouslyevaluated?
Under Qcomp program we expect coaching sessions to remain reflective in nature and not evaluative.
COMPONENT 2: Job Embedded Professional Development
How will people who are not on a PLC team be included in QCOMP?
How will travelling staff and are not assigned a building participate in the building and PLC Team goals?
Staff who have not been traditionally part of a PLC Team or travel between buildings will work with principals, LET and CIC to determine PLC Team membership and appropriate student achievement goals.
Will there be recommendations or requirements for setting goals so goals are set fairly?
Building goals will be set by LET based on current student achievement data with support of the Director Educational Services. PLC teams will set their goals and submit them to the LET and coaches for guidance.
Are these goals personal or can we set them as a team? Is this something (goals) that we will work on in PLCs?
Both, you will set a personal goal to improve your professional improvement (this is 80% of your Q Comp dollars). Your team goal is set as a PLC (this is 10% of your Q Comp dollars).
Will clustering classes affect pay (setting goals, standardized testing?)
No, because you use the data that you are given to set your PLC goal.
What impact will having a lot of ELL students or special Ed students have on meeting building goals?
LET teams are going to take great care that appropriate goals are set for your student population. There is no difference between what we currently do to meet the needs of all our students now, than if implementing Q Comp.
How does this work for the standardized testing? Is PLC goal based on standardized testing too?
Only the building goal is required to be based on a standardized assessment. PLC goals may be based on any student data (common assessments, end of course assessments, etc.) Coaches and LET teams will provide guidance on this topic.
Does whole PLC team need to meet PLC goal for the first 10% pay or can a teacher get the 10% if s/he met goal, but PLC team didn't?
If the goal is set at the PLC team level, the PLC goal needs to be met as a team. Revisions are allowed throughout the year. PLC goals are team goals; therefore individual teachers/classrooms cannot obtain the 10% if the PLC goal is not met.
What if someone on PLC team isn't doing Q comp, do we write goal for just the Q Comp people?
Participation in the coaching/observation process, setting building and PLC goals will continue to be district expectations regardless of Q Comp. If the district agrees to implement Q Comp all members of the bargaining unit are expected to fully participate in all aspects of the program.
Can you have same goal multiple years?
Yes.
How will HS PLT work be justified since they may change every trimester?
Your PLT/PLC goal does not have to be a year long goal.
Annual PLT/PLC goal is a change for high school; How would this look for trimester long courses/PLTs? High school is working on grading/reporting student progress and have told PLTs they will be working on common assessments and targets. How will we respect the work of the building & PLT w/need for SMART goals?
Each building will work with coaches and LET teams to determine PLC/PLT team structures and goal setting process.
COMPONENT 3: Observation Questions
What if your schedule doesn't match with a CIC for observations?
Additional staff was added to facilitate scheduling challenges.
How does this change a "questioning/reflective" coaching stance ¨C sounds like more of a "telling stance"?
Our goal is to retain the coaching and reflecting process, the plan is that you will not notice a difference from current coaching sessions.
Are the "observations" one per trimester?
The plan is to have each staff member complete one observation per trimester. By doing this, you will be able to reflect on your practice throughout the year.
When will we know which part of the IC we will focus on for the year?
LTA has determined that Personalization will continue to be one of the professional development goals for the upcoming school year. Staff will set their goal with their coach in this area of the IC.
Does this narrow our prof. learning focus as opposed to really encouraging learning implemention?
To begin the program we chose one of LTA professional development goals for next year Personalization. This focus may change as we move forward with the program. It is always your option to work on another area of improvement. Please keep in mind that you are still expected to be observed in the area of Personalization, as it is a district imitative.
Who will be deciding who does the observations? Who will figure out the logistics of the 3 observations?
CIC and Curriculum Leads will be working with Jennifer Kunze to develop schedules for Coaches and Leads. Two of the observation will be competed by a CIC. There will be a sign©\up process for curriculum leads to complete the third observation.
Will there be a coach hired for Early Childhood? How will this be handled?
We anticipate that the CIC and Leads from the building where the EC program is housed to support these staff members.
COMPONENT 4: Performance Pay Questions
How will payment work for those working part time?
At this point, part time positions will be prorated based on percentage of FTE.
How will payment work for those who go on medical leave for a portion of the school year, or are hired halfway through the year?
Each case will be reviewed on a case by case basis. Typically, this will be prorated.
If goals are not met, where does that money go?
The Q Comp money not dispersed will remain in a fund to support future Q Comp needs.
Performance pay - 80%? 10%? 10%? Why is there a different pay day?
Student Achievement Goals and some PLC Team goals are based on assessment data that is not received until June, therefore the next possible pay date is July.
Wouldn't the amount vary depending on the number of teachers?
Yes, the amount of money available for compensation is divided by the number of staff eligible. $1700 was determined by the committee based on current funding allocation.
How does this affect non-tenured teachers?
Non©\tenured teachers are included in the Q Comp program. The CIC will help support non-tenured teachers as become accustom to the Professional Development in Spring Lake Park. In addition they continued to be observed by their principal for evaluation toward tenure.
Can we include money for committee/task force members who facilitate initiatives at the building level?
Recommendation for other career ladder positions are welcome.
How was the 80%, 10%, 10% decided? Why not more evenly balanced?
Majority of districts have chosen the 80, 10, 10 model. This can be adjusted as we move into this program. We thought that 80% of your Q Comp dollars should be a professional improvement.
How do I know if I am on track to receive performance pay?
At this point in time, all staff are on track to meet the 80% of the salary augmentation ¨C unless you have not completed your first observation or if you have been notified to the contrary ($1,360 / 1.0 FTE)
How do I know if my PLC team is making progress toward our goal?
PLC teams should have reviewed their data and engaged in reflection on progress towards their goal in January - 10% of the salary augmentation ($170 / 1.0 FTE) Questions regarding progress should have been brought to your building principal.
How will I know if we have met our building goal?
Reaching the building goals will be determined at the end of the year depending on when we receive our district data from the state - 10% of the salary augmentation ($170 / 1.0 FTE). We expect payment will be received by staff in July 2011. GENERAL Questions
Is it a majority vote by union members?
Yes
Does not passing Q Comp guarantee a reduction in staffing?
Yes - Tier two & three budget reduction considerations will be looked if Q Comp does not pass - these can be found on the district website.
How many years of Q Comp financial support are guaranteed by the state?
In March we sent a letter of intent to the Dept. of education ¨C upon receiving of the letter funds for the 2011-2012 school year have been set aside. Additional funding is determined on a yearly basis, as is voting on the program is done on a yearly basis.
How was the Q Comp team formed?
Jim Stern, Jeff Ronneberg and Denise Waalen worked in partnership to develop the Q Comp team.
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