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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
IPCsIPCs Anne Bolsem
[email protected] Jodie Darwitz
[email protected] Krisi Jacobs
[email protected] Christine Kelly
[email protected] Cathy Milostan
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
Observation/Evaluation Observation/Evaluation of Continuing Contractof Continuing Contract
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)
Observation/Evaluation Observation/Evaluation of Continuing Contractof Continuing Contract
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