Governor Tim Pawlenty announced today that the Minnetonka Public School District will implement Minnesota’s nation-leading Q Comp performance and professional pay program. Minnetonka will be the 27th school district in the state to participate and will receive $2 million in state aid and local revenues for implementation in the 2006-07 school year.

 “The education leaders of Minnetonka recognize that rewarding quality teaching will help improve student achievement,” Governor Pawlenty said. “Q Comp pays teachers based on performance while providing meaningful professional development and rigorous evaluation. The result is that teachers are treated as professionals and students achieve better results.”

Last year, Governor Pawlenty proposed and the state legislature approved Minnesota’s Q Comp program. Q Comp provides up to $86 million for districts that join the program.

Q Comp is designed to advance the teaching profession by providing structured professional development and evaluation, as well as an alternative pay schedule that compensates teachers based on performance, not just seniority. The program brings together career advancement, professional development and compensation linked to academic achievement. It includes a locally agreed upon peer evaluation process for every teacher that is based on skills, responsibilities and student academic growth. The program is voluntary and provides an additional $260 per student in participating districts.

The Q Comp program gives participating school districts the flexibility to meet local needs within a comprehensive model of improved teaching and learning. In Minnetonka, the district administration and teachers’ representatives have agreed to the following:

• Career ladder and career advancement opportunities: The career ladder includes eleven positions, which provides several career advancement opportunities. Some of these positions are:

o Mentor Teacher – Primary function is to have experienced teachers work with other teachers that have been placed in significantly different positions. This position provides an annual stipend of $400.

o Lead Mentor – Primary function is to demonstrate proficiency in classroom management, instructional methods, curriculum and assessments. This is a contracted position with a stipend based on the curriculum.

o Teacher Instructional Coach – Primary function is to conduct three teacher observations/evaluations per year for approximately 35 teachers, participate in writing goals with teachers, consult with and provide training on instructional practices and participate in award granting committees. This position provides an annual stipend of $5,000.

o District Department Chairs – Primary function is to participate in the establishment and articulation of a comprehensive, standard-aligned curriculum in their content area. This position provides an annual stipend of $1,500 to $3,000.

o Literacy Specialist – Primary function is to coordinate the district literacy goal and provide training and resources to teachers. Salary is to be determined.

o Distinguished Teacher – Primary function of this role is to examine teaching practices and reflect on best practice for improvement. This position provides an annual stipend of $1,000 for three years.

o Group Performance Incentive Grant – This position allows groups of teachers the opportunity to work together on innovative learning based on action research and best teaching practices. This position provides an annual stipend of up to $2,000.

• Job-embedded professional development: The goal for the Minnetonka School District is to focus site improvement upon student achievement in reading. Each site has utilized disaggregated data to identify specific site goals and measurable objectives for student improvement. Schools must show student growth in the area of reading as measured by their performance in reading on the MCA assessments. Teacher instructional coaches will facilitate professional development teams to meet for a minimum of 50 minutes per week embedded during the teacher employment contract day, and the teams will also have 5 late start/early release days for additional meetings.

• Performance pay: Eighty percent of a teacher’s compensation will be based upon evidence of student growth provided by the teacher based on relevant measures of student growth through the completion of the individual teacher professional development plan. Ten percent will be awarded to individual teachers if the site meets its student achievement goals. The last 10 percent will be awarded to individual teachers if their students meet the identified student achievement goals.

• Comprehensive and objective teacher evaluation system: Teachers will be evaluated three times per year using selected components of the Minnetonka professional teaching standards that align with the educational improvement plans and building goals. These selected components will support development of instructional strategies to achieve goals related to areas identified for improvement at each site based on achievement data.

• Alternative professional pay schedule: Annual review will determine teacher advancement through the pay schedule and performance pay awards as outlined in the performance pay plan.

“I believe Minnetonka’s Q Comp Plan holds a lot of promise for continuing to raise student achievement in the Minnetonka Schools," Superintendent Dennis Peterson said. "Increasing teacher collaboration and providing a framework for teachers to coach and mentor colleagues holds the greatest potential for increasing student achievement."

“Minnetonka teachers consistently take initiative to improve instruction for students,” Assistant Superintendent Michael Lovett said. “The adoption of Q Comp is another example of their commitment to provide students the very best education. Providing the opportunity for collaboration among teachers is an investment both in student learning and in making the teaching profession a more attractive career.”

Minnetonka Schools serve 7701 students enrolled in K-12 programs. The district has six elementary schools, two middle schools, one high school, and one early childhood and community education center.

School districts that began implementing the Q Comp program during the 2005-06 school year:
• Minneapolis • Hopkins • St. Francis • Mounds View • St. Cloud • Alexandria • Fridley • La Crescent-Hokah • Marshall

School districts that began implementing Q Comp during the 2006-07 school year:
• Grand Meadow • Albert Lea • Alden-Conger • Brainerd • Wayzata • Eden Prairie • Red Rock Central • International Falls • Le Center • St. Louis Park • Osseo • Lac qui Parle Valley • North St. Paul-Maplewood-Oakdale • Clearbrook-Gonvick, • Proctor • Burnsville • St. Anthony-New Brighton • Minnetonka

Approximately 134 other school districts have indicated to the Department of Education they are planning to submit an application for the 2006-07 and 2007-08 school years.