BCCS Quality Compensation (Q Comp) 2017 - 2018

 

Purpose

The Brooklyn Center Professional Quality Compensation Plan is designed to:

  • Positively impact student achievement.
  • Provide incentive for licensed staff to increase professional and collegial skills.
  • Provide a structure for job-embedded professional development.

 

Components

  1. Career/Ladder Advancement Options
  • Gail Graiewski-Moore, District Q Comp Coordinator, Instructional Coach (Insight School of Minnesota)
  • To Be Announced, Instructional Coach (Earle Brown Elementary)
  • Arslan Aziz, Instructional Coach (Brooklyn Center Middle/High School, Brooklyn Center Academy)
  • PLC Facilitators (site based)
  • Q Comp Advisory Board

           

  1. Job-Embedded Professional Development
  • Personal Learning Communities (PLCs) with a focus on the Inquiry and Action Cycle
  • Indicator movement that addresses high performing teams, s guaranteed viable curriculum, common assessments, data analysis, and systematic interventions 
  • SMART goals related to student achievement

            

  1. Teacher Evaluation - formative observations, summative evaluation
  • Pre-Inquiry, Mid-Year Inquiry, and Year-End Inquiry meetings
  • Center for Educational Leadership's 5D+TM Evaluation Rubric
  • Special assignment rubrics

            

  1. Performance Pay
  • Minimum of four observations
  • Summative evaluation tiered scoring of ”Proficient” results in a stipend of $1350.00 -

      Year One: Maximum of 3 Basic, and Proficient in Professional Collaboration and Communication*

      Year Two: Maximum of 2 Basic, and Proficient in Professional Collaboration and Communication*

      Year Three: Maximum of 1 Basic, and Proficient in Professional Collaboration and Communication*

      Year Four or More: Proficient in all Dimensions*

      (*Basic or Unsatisfactory in Professional Collaboration and Communication will result in implementing an intensive assistance process)

  • Meeting the site goal in math results in a stipend of $15.00
  • Meeting the site goal in reading results in a stipend of $15.00
  • Meeting the PLC goal, within timeline and with documentation, results in a stipend of $35.00
  • Meeting the Individual Growth Development Plan (IGDP) within timeline and with documentation, results in a stipend of $35.00, and is 35% of your summative evaluation for the district

          

  1. Alternative Salary Schedule
  • Advancement on the salary schedule is dependent on a successful summative evaluation
 
The BCCS Quality Compensation Plan and Updates are available in the Q Comp Office. Please contact the District Q Comp Coordinator to arrange a time if you are interested in viewing them.