ATPPS August 2012 pp for staff development

ATPPSATPPS

Alternative Teacher

Professional Pay System

September 2012

Committee Committee MembersMembers

Anne Barnes Julie Ching Jo Senn Diane

Thompson

Jean Menard Tom Schoepf MaryAnn

Thomas

Minnesota Statute Minnesota Statute Chapter 122A.40, Chapter 122A.40,

Subdivision 8Subdivision 8 New mandate passed by

the 2011 legislature Districts must have an

evaluation and peer review process in place by the start of 2014-2015 school year for continuing contract teachers

If a district does not have a plan in place, it must implement the state plan

What is ATPPS?What is ATPPS?

[As per MN Statute 122A.414]

A system for teachers to achieve career advancement and additional compensation

An increase in opportunities for site-based professional development

An opportunity for peer coaching

A system of collaboration for educators

Why ATPPS?Why ATPPS?

Support professional growth for all teachers

Continue to develop and support probationary teachers through mentors

Improve student achievement through teacher development and professional growth

Create a system for teachers to achieve additional compensation

Satisfy requirements of state statute

Questions?Questions?

Write them on the white index Write them on the white index card and we will collect them card and we will collect them at the end of the presentationat the end of the presentation

Our goal is to answer your Our goal is to answer your questions promptly. We will questions promptly. We will send out an email addressing send out an email addressing the questionsthe questions

If you need more time to If you need more time to reflect, a manila envelope will reflect, a manila envelope will be in your school office for you be in your school office for you to submit your question cardto submit your question card

We will collect the envelope We will collect the envelope on Friday, September 7on Friday, September 7

ATPPS ATPPS Program CoordinatorProgram Coordinator

(Teacher on Special Assignment—Full Time Release)

Job Summary:Job Summary: Half time position combined with

half time Instructional Peer Coach

Oversee all aspects of program

Summary of Primary Responsibilities:Summary of Primary Responsibilities: Coordinate ATPPS program

including liaison activities with administrators, IPCs and MDE

Schedule and facilitate meetings among IPCs and others

Monitor progress, ensure timelines, ensure appropriate paperwork and integrity of program is followed

Submit all proper documentation to payroll department in order to facilitate stipend payments and step advancement

Monitor budget and coordinate with district administration

Instructional Instructional Peer Coach (IPC)Peer Coach (IPC)

(Teacher on Special Assignment—Full Time Release)

Job Summary:Job Summary: Observe and provide leadership,

support, and resources to teachers to enhance professional growth and student achievement

Summary of Primary Summary of Primary Responsibilities: Responsibilities:

Conduct formal observation and coaching of teachers in order to provide teacher support

Provide resources, coaching, and modeling of best practices to assigned teachers

Maintain and complete all documentation related to position

Provide leadership and guidance to teachers in completing their Professional Growth Plan (PGP)

Determine stipend evaluation proficiency

Instructional Instructional Peer Coach (IPC)Peer Coach (IPC)

Contact Information:Contact Information:

ATPPS Coordinator/IPCATPPS Coordinator/IPC Kim Zellmer

[email protected]

IPCsIPCs Anne Bolsem

[email protected] Jodie Darwitz

[email protected] Krisi Jacobs

[email protected] Christine Kelly

[email protected] Cathy Milostan

[email protected]

Professional Growth Professional Growth PlanPlan

(PGP)(PGP)

Professional Growth PlanProfessional Growth Plan Student achievement SMART

Goal relevant to the teacher’s area of assignment and site goal

Action plan and timeline for goal achievement

On-going discussion with PLC and IPC or administrator

Summary of Achievement IPC will meet with teacher

between September 12-28 to formalize PGP

Observation/Observation/Evaluation of Evaluation of

Continuing Contract Continuing Contract TeachersTeachers

Teacher chooses two of four domains as focus areas – one new area each year

Observed three times each year

Teachers not on high cycle observed by at least two IPCs

Teachers on high cycle observed twice by an administrator and once by an IPC

Complete a pre-observation form and meet with IPC within one week of scheduled observation

ISD 197 ISD 197 Framework for Framework for

Effective TeachingEffective Teaching(Observation Assessment)(Observation Assessment)

ISD 197 ISD 197 FrameworkFramework

for Effective for Effective Teaching Teaching (Observation (Observation

Assessment)Assessment)

Pre-Observation Pre-Observation FormForm

Observation/Observation/Evaluation of Evaluation of

Continuing Contract Continuing Contract TeachersTeachers

IPC observes teacher Post observation meeting

scheduled within three days of observation

First observation takes place by October 31, second observation by February 15, and third observation by May 15

Summative meeting by May 31 allows for reflection of work during the year and discussion of following year’s goals

Observation/Evaluation Observation/Evaluation of Continuing Contractof Continuing Contract

TeachersTeachers Teachers are deemed

proficient in the domain area evaluated if the teacher was rated proficient or exemplary in 75% or more of the individual assessments

The percentage is calculated by combining the individual assessments under the domain area from the two observations with the highest number of proficient or exemplary ratings

Summative Summative Assessment ReportAssessment Report

Data PrivacyData Privacy

Information obtained during Information obtained during the course of this ATPPS the course of this ATPPS process is intended to be used process is intended to be used for the professional growth of for the professional growth of the teacherthe teacher

Teachers on “high cycle” and Teachers on “high cycle” and probationary teachers will probationary teachers will have evaluation forms placed have evaluation forms placed in their files, as is current in their files, as is current practicepractice

All teachers will have the All teachers will have the summative assessment report summative assessment report placed in his/her personnel fileplaced in his/her personnel file


TeachersTeachers Teacher shall be notified by April 1

if he/she is unlikely to receive evaluation stipend and performance increment (step)

Teacher may request up to four additional observations from the same IPC, a different IPC, or an administrator

Teacher can file a formal appeal to the ATPPS coordinator within ten working days of being notified of denial of performance increment

Teacher will receive final notification no later than May 31 as to whether or not he/she will receive evaluation stipend and performance increment (step)


TeachersTeachers ATPPS Appeals Committee is

comprised of the ATPPS coordinator, two district appointed representatives, and two WSPFT representatives

The ATPPS coordinator chairs the Appeals Committee as a non-voting member

Teacher can appeal the Appeals Committee decision to the School Board in accordance with the grievance process outlined in the contract

Observation/Evaluation Observation/Evaluation of Probationary of Probationary

TeachersTeachers Probationary teachers

observed three times by administrators

Probationary teachers must be proficient in all four domain areas

Percentage for proficiency is as follows: 1st year probationary must be

50% proficient 2nd year probationary must be

60% proficient 3rd year probationary must be

75% proficient

ATPPS Stipends for ATPPS Stipends for 2012-20132012-2013

$100 School-wide Student Achievement Goal Collaboratively set at each site School Board approved

$100 Individual Student Achievement Goal Pursue completion through PGP On-going progress monitoring $50 stipend if all aspects of PGP implemented,

yet student goal is not met

$800 Teacher Evaluation Proficiency ISD 197 Framework for Effective Teaching

Tenured Teachers 3 observations, 2 of 4 domains

Proficient = 75% High cycle – every 3rd year

Observations: 2 by administrators, 1 by IPC

Non-High cycleObservations: 3 by IPCs

Probationary-administrator review 3 observations, all domains Proficient = 50% Year 1, 60% Year 2,

75% Final Year Up to 4 extra observations may be requested

$1,000 TOTAL POSSIBLE ATPPS DOLLARS PER TEACHER FOR 2012-

2013

ATPPS Stipends for ATPPS Stipends for 2013-20142013-2014

$200 School-wide Student Achievement Goal Collaboratively set at each site School Board approved

$200 Individual Student Achievement Goal Pursue completion through PGP On-going progress monitoring $100 stipend if all aspects of PGP

implemented, yet student goal is not met

$1,385 Teacher Evaluation Proficiency ISD 197 Framework for Effective Teaching

Tenured Teachers 3 observations, 2 of 4 domains

Proficient = 75% High cycle – every 3rd year

Observations: 2 by administrators, 1 by IPC

Non-High cycleObservations: 3 by IPCs

Probationary-administrator review 3 observations, all domains Proficient = 50% Year 1, 60% Year 2,

75% Final Year Up to 4 extra observations may be requested

$1,785 TOTAL POSSIBLE ATPPS DOLLARS PER TEACHER FOR 2013-

2014 AND FOLLOWING YEARS

More InformationMore Information

ATPPS Plan and MOU is located on the District website Staff Human Resources/Payroll ATPPS MOU and Plan

ATPPS August 2012 pp for staff development

Education

Transcript of ATPPS August 2012 pp for staff development