ATPPS 2012 Staff Development Presentation

1. ATPPS
Alternative Teacher
Professional Pay
System
September 2012

2. Committee Members
 Anne Barnes  Jean Menard
 Julie Ching  Tom Schoepf
 Jo Senn  MaryAnn Thomas
 Diane Thompson

3. Minnesota Statute Chapter
122A.40, Subdivision 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

4. 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

5. 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

6. Questions?
 Write them on the white index card
and we will collect them at the end
of the presentation
 Our goal is to answer your
questions promptly. We will send
out an email addressing the
questions
 If you need more time to reflect, a
manila envelope will be in your
school office for you to submit
your question card
 We will collect the envelope on
Friday, September 7

7. ATPPS
Program Coordinator
(Teacher on Special Assignment—Full Time Release)
Job Summary:
 Half time position combined with half time
Instructional Peer Coach
 Oversee all aspects of program
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

8. Instructional
Peer Coach (IPC)
(Teacher on Special Assignment—Full Time Release)
Job Summary:
 Observe and provide leadership, support,
and resources to teachers to enhance
professional growth and student
achievement
Summary of Primary 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

9. Instructional
Peer Coach (IPC)
Contact Information:
ATPPS Coordinator/IPC
 Kim Zellmer
 kimberly.zellmer@isd197.org
IPCs
 Anne Bolsem
 anne.bolsem@isd197.org
 Jodie Darwitz
 jodie.darwitz@isd197.org
 Krisi Jacobs
 kristine.jacobs@isd197.org
 Christine Kelly
 christine.kelly@isd197.org
 Cathy Milostan
 catherine.milostan@isd197.org

10. Professional Growth Plan
(PGP)
 Professional 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

13. Observation/Evaluation of
Continuing Contract Teachers
 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

14. ISD 197 Framework for
Effective Teaching
(Observation Assessment)

15. ISD 197 Framework
for Effective Teaching
(Observation Assessment)

16. Pre-Observation Form

17. Observation/Evaluation of
Continuing Contract Teachers
 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

18. Observation/Evaluation of
Continuing Contract Teachers
 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

19. Summative Assessment Report

20. Data Privacy
 Information obtained during the
course of this ATPPS process is
intended to be used for the
professional growth of the teacher
 Teachers on “high cycle” and
probationary teachers will have
evaluation forms placed in their
files, as is current practice
 All teachers will have the
summative assessment report
placed in his/her personnel file

21. Observation/Evaluation of
Continuing Contract Teachers
 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)

22. Observation/Evaluation of
Continuing Contract Teachers
 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

23. Observation/Evaluation of
Probationary Teachers
 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

24. ATPPS Stipends for 2012-2013
 $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 cycle
Observations: 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

25. ATPPS Stipends for 2013-2014
 $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 cycle
Observations: 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

26. More Information
 ATPPS Plan and MOU is located on the
District website
 Staff
 Human Resources/Payroll
 ATPPS MOU and Plan