Pro-PayBurnsville-Eagan-Savage Public Schools

2012-2013

Why Pro-Pay? Why Now?

Licensed staff will have an opportunity to formally, professionally grow and receive compensation to support that growth

Pro-Pay supports the current work of the district

Pro-Pay provides opportunities for career ladder positions

Barriers have been removed that will make this plan more possible.

Pro-Pay Study & Redesign Committee

David 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

Pro-Pay: At-A-GlancePro-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 Learning Plan

Develop and implement a professional 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 Instructional Coaching

Demonstrate your professional practice through 3 formative observations and coaching sessions conducted by 2 different observers (instructional coach and another trained observer).

•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

About the Building Goal*…

*Required by MDE

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

About the Collaborative Team Goal*…

*Required by MDE

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

Aligning Personalized PD Plans & Observations

Repeat learning and coaching cycle for a third time. Complete required reflective narrative about impact of PD on teaching and student learning.

Use feedback and reflection from observation and post-observation to inform continued PD

Continue job-embedded PD to support goal, teaching. Participate in pre-observation conference about teaching and learning

Use feedback and reflection from observation and post-observation to inform continued PDContinue job-embedded PD to support goal, teaching. Participate in pre-observation conference about teaching and

learning.

Complete self assessment and identify professional development goal

Engage in professional learning to support goal. Participate in pre-observation conference about learning.

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

Alignment of EffortDistrict Focus Q-CompSchool Improvement Plan (SIP)Continuous Improvement Monitoring Process (CIMP) Plan

Building Goal

Collaborative Teams Collaborative Team Goal

Building Professional Development Plan Personalized Professional Development Plan/Observations

Leadership Opportunities Career Ladder Positions

Career Ladder PositionsInstructional

Coach

Conduct Formative Observations

Provide coaching support to staff

TOSA

DLT

Represent Building at District Level

Member of BLT

Stipend: $500(plus BLT stipend)

BLT

Work with Principal in SIP Development

Work with Principal in creating a Building

Professional Development Plan

Stipend $2000

Learn More About Pro-PayDate(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

Learn More About Pro-Pay

https://sites.google.com/a/isd191.org/burnsville-pro-pay

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