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BROOKLYN CENTER PROFESSIONAL COMPENSATION PLAN
(Q-COMP)
PURPOSE:
The Brooklyn Center Professional Compensation Plan is designed to:
1. Provide deserved rewards for staff members on teacher contract who show a desire to
increase their skills as educators.
2. Positively impact student achievement.
3. Provide a structure for job-embedded professional development.
STAFF REQUIREMENTS:
Overview of Brooklyn Center Professional Compensation Plan
1st Year Teacher/ New to 2nd and 3rd Year Continuing Contract Continuing Contract
the District Probationary Teachers Teacher (Not On High Teacher on High Cycle
Cycle)
Complete a Complete a Complete a Complete a
Professional Professional Professional Professional
Development Plan Development Plan Development Plan Development Plan
Participate in Participate in Participate in Participate in
Professional Professional Professional Professional Learning
Learning Learning Learning Community /
Community/ Community/ Community/ Collaboration
Collaboration Collaboration Collaboration 3 Observations: 1 by
Observed by Observed by 3 Observations: 2 an Instructional
Administrator (3 Administrator (3 by an Instructional Coach, 1 by an
times) times) Coach and 1 by an Administrator, and 1
Meet regularly with Instructional Coach, by an Instructional
mentor a Professional Coach, a Professional
Two observations by Learning Learning
mentors Community/ Community/
Submit monthly Collaboration team Collaboration team
reflections to Peer member, OR a member, OR a
Assistance trained cognitive trained cognitive
Attend monthly coach. coach.
mentee meetings
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COMPENSATION:
Each individual staff member on teacher contract will have the opportunity to earn up to
$2,000.00 upon meeting the following requirements:
Meeting Q- Professional Professional Coaching
Comp Goal Development Plan Learning
Communities
$200.00 $400.00 $400.00 $1,000.00
1. Achievement 1. Complete a 1. Have a 90% 1. Complete 3
of the goal, personal attendance rate in observation cycles
established by Professional Professional 2. Earn an average
the Advisory Development Plan, Learning rating of “2” on all
Board, will be which must be Communities/ completed Post-
determined by aligned to the Q- Collaboration Observation forms
the average of all Comp goal. 2. Pay will be
district-wide 2. Complete a prorated when
MCA II scores mid-year PDP attendance is below
Reflection form. 90%
3. Complete an
end of the year
PDP Reflection
form
Payment:
1. Documentation of PDP’s, PLC’s and Coaching experiences must be submitted to
Payroll by May 15th or specified by the Payroll Department.
2. Up to $1,800.00 will be distributed to staff as a separate payroll check by June 30 th.
3. An additional stipend of $200.00 will be distributed to staff on August 15th if the Q-
Comp goal is met (Disclaimer: This is based upon receipt of State results).
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SPECIAL CIRCUMSTANCES:
Meeting Q- PDP PLC Coaching
Comp Goal
$200.00 $400.00 $400.00 $1,000.00
Maternity – 100% 100% 100% 100%
Maximum (Must complete 3
leave of 6 observations to
weeks or with receive 100%
a physician’s stipend)
verification of
extenuating
circumstances
Maternity – % of stipend % of stipend % of stipend 100%
Leave is more based on the based on the based of the (Must complete 3
than 6 weeks amount of time at amount of time amount of time observations to
without a school (minus the at school (minus at school (minus receive 100%
physician’s 6 weeks the 6 weeks the 6 weeks stipend)
verification of allocated) allocated) allocated)
extenuating
circumstances
Extended Determined by Determined by Determined by Determined by
illness Advisory Board Advisory Board Advisory Board Advisory Board
Departing Prorated stipend Prorated stipend Prorated stipend Stipend will be
district during based on % of based on % of based on % of prorated by the
the school year time spent in the time spent in the time spent in the number of
district during the district during district during observation
school year the school year the school year cycles completed
Entering Prorated stipend Prorated stipend Prorated stipend Stipend will be
district during based on % of based on % of based on % of prorated by the
the school year time spent in the time spent in the time spent in the number of
district during the district during district during observation
school year the school year the school year cycles completed
Part-time Prorated stipend Prorated stipend Prorated stipend 100%
Position (.5 or based on % of based on % of based on % of (Must complete 3
more FTE for time spent in the time spent in the time spent in the observations to
the school position position position receive 100%
year) stipend)
Part-time Not eligible Not eligible Not eligible Not eligible
Position
(below .5 FTE *determined by *determined by *determined by *determined by
for the school Advisory Board Advisory Board Advisory Board Advisory Board
year)
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GOALS
District
Goal
Site Goal
Professional
Development Plan Goal
DEFINITION:
A goal is an observable and measurable target having one or more objectives to be
achieved within a fixed timeframe. District goals, Site goals, and Professional
Development Plan (PDP) goals provide direction and focus for school, student, and staff
needs.
PROCEDURES:
District Goals are student achievement goals written in the months prior to the beginning
of a new school year. These goals are determined by the District Leadership Team and
the Staff Development Facilitation Team. They are based on the test results of the
Minnesota Comprehensive Tests of the previous year. Additional goals may be written
based on other District initiatives for the coming school year.
Q-Comp Goal is a student achievement goal based on the District Goal. It may be the
same as the District goal. This goal is determined by the Q-Comp Advisory Board.
Site Goals are student achievement goals written to align with the District Goals. These
goals are determined by the site Principal and supported by the Staff Development
Facilitation Team. Site goals are based on the test results of the Minnesota
Comprehensive Tests of the previous year and any other initiative pertinent to that
building.
Professional Development Plan (PDP) Goal is written by individual teachers and staff.
This goal is aligned with the site and District goals. It states how the goal is to be
achieved and evidence that demonstrates the result.
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PROFESSIONAL DEVELOPMENT PLAN:
DEFINITION:
The Professional Development Plan (PDP) is a tool for teachers to:
improve student achievement.
promote collegial and professional growth.
improve instruction for all Brooklyn Center students.
PREPARING YOUR PDP:
Consider the District Goals and/or Site Goal for the present school year and what
can be done to support the plan within your classroom.
Consider the needs of your students.
Decide what strategies could be used that would effectively improve the outcomes
of the needs/abilities of your students as related to District and/or Site Goal for the
year.
Decide what teaching methods/instruction/strategies would be necessary to help
students reach your goal. These teaching methods/instruction/strategies should be
the focus of observations with your Instructional Coach.
Decide which pieces of evidence you might use that would demonstrate
accomplishment toward your goal. Pre-tests and Post-test data needs to be
included. Forms can be found on the district website.
PDP’s will be individually or collaboratively prepared with members of the
Professional Learning Community/Collaboration Team by the end of September.
Send an electronic copy of your PDP to the Curriculum Program Leader
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PROFESSIONAL LEARNING COMMUNITIES
DEFINITION:
Educators committed to working collaboratively in ongoing processes of collective
inquiry and action research in order to achieve better results for the students they serve
(Dufour).
CHARACTERISTICS:
1. Shared mission, vision, values, goals
2. Collaborative team focused on learning
3. Collective inquiry into “best practice” and “current reality”
4. Action orientation / experimentation
5. Results oriented
ATTENDANCE:
To receive the full stipend, staff must have a 90% or more attendance rate.
Excused absences do not impact the attendance rate. These include: illness, subbing,
attending a workshop, or performing other duties as designated by the building principal.
Staff must notify the Curriculum Program Leader prior to the meeting that will be missed
for reasons that are excused.
If a staff member’s attendance rate falls below 90%, his/her stipend will be based on the
percentage of meetings attended.
PROCEDURES:
1. Attend meetings
2. Follow the protocols/ essential agreements (determined by the PLC group)
3. Contribute by providing ideas, recommendations, and next steps
4. Collaborate with peers on strategies, implement strategies, and bring back results and
reflections
5. Each PLC should consist of a facilitator and a note-taker. These are determined by
the PLC group and may change weekly
6. Horizontal Focus – creation / revision of interdisciplinary units
Vertical Focus – scaffolding of standards and skills
NOTE-TAKER:
1. Note-takers will receive an additional stipend. (Stipends are based on budgeted funds
divided by the number of professional learning communities in the district.)
2. Notes must include the following: members present, agenda items, minimum of 3-5
salient discussion points per agenda item, decisions made, next steps, person(s)
responsible for next steps, and timeline.
3. Notes must be submitted to the Curriculum Program Leader and PLC team members
within 48 hours of the PLC meeting.
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INSTRUCTIONAL COACHING
DEFINITION:
Instructional coaching is a one-on-one confidential and nonjudgmental coaching
experience between a coach and coachee that mediates the coachee’s thinking to develop
and build internal resources.
PROCEDURES:
Each staff member will participate in three observation cycles. Each cycle will include a
planning conference, a lesson observation, and a reflective conference. Coaching
experiences will focus on the staff member’s Professional Development Plan. The
District Rubrics (see below) define Brooklyn Center’s expectations for staff performance.
In the Instructional Coaching cycles, it serves as the foundation of the coaching
observations. The staff member to be observed should submit the Pre-Observation Form
(see below) to their observer 24 hours before the planning conference. The staff member
should provide a copy of their completed Post-Observation Form for the reflective
conference.
OBSERVATION FORMS PROCEDURE
CYCLE SUBMITTED TIMELINES
Planning Pre-Observation Form submitted
Conference/ Pre- Form to 24 hours prior to
Observation Observer Planning
Conference
Lesson N/A Lesson
Observation Observation
completed 24-48
hours after
Planning
Conference
Reflective Post-Observation Reflective
Conference/ Post- Form to Conference and
Observation Observer Form completed
24-48 hours after
Lesson
Observation
All forms can be found on the Brooklyn Center High School webpage under Staff
Information and then Staff Only Links.
Observed by Instructional Coach: Click on Brooklyn Center Professional
Compensation Plan
Observed by Administrator: Click on Staff Observation Form
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FIRST YEAR TEACHER / NEW TO THE DISTRICT will
complete a total of three observation cycles with an assigned administrator. An
additional two observation cycles will be scheduled with an assigned mentor.
2ND AND 3RD YEAR PROBATIONARY TEACHERS will complete
a total of three observation cycles. All three cycles will be scheduled with an
assigned administrator.
CONTINUING CONTRACT TEACHERS (NOT ON HIGH
CYCLE) will complete a total of three observation cycles. The first two cycles
will be scheduled with an assigned instructional coach. The last cycle will be
scheduled with the same Instructional Coach, a Collaboration/ PLC team member,
or another trained cognitive coach.
CONTINUING CONTRACT TEACHERS ON HIGH CYCLE
will complete a total of three observation cycles. One cycle will be scheduled
with an assigned instructional coach and one cycle with an assigned administrator.
A third cycle will be scheduled with the assigned Instructional Coach, a
Collaboration/PLC team member, or a trained cognitive coach.
(Optional) PLC/COLLABORATION TEAM MEMBER
COACHING will include a planning conference, lesson observation, and a
reflective conference using the Pre-Observation and Post-Observation forms. All
forms and observational data will be given to and filed by the assigned
Instructional Coach. This coaching experience must occur during the third
observation cycle.
CYCLE TIMELINES:
CYCLE I OBSERVATIONS will be scheduled from the middle of
September through November.
CYCLE II OBSERVATIONS will be scheduled from December through
the middle of February.
CYCLE III OBSERVATIONS will be scheduled from March through the
first week in May.
All cycles and documentation need to be completed by the first week in May to allow
payroll personnel to meet the June 15th pay date.
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BROOKLYN CENTER PROFESSIONAL COMPENSATION PLAN
STAFF MEMBERS
CAREER LADDER POSITIONS:
Curriculum Program Leader
Responsibilities: Develop strategies for implementation in proper areas, link curriculum
goals to all school-wide program areas, support Brooklyn Center District Curriculum
Coordinator, network with outside sources, co-ordinate with the Staff Development
Program Leader on Q-comp budget, analyze student data for the purpose of developing
targeted instructional strategies, curriculum selection and resources, coordinate
curriculum initiatives targeting specific district goals, document staff’s participation in
the Q-Comp program, implement and monitor district curriculum programs/initiatives
(Atlas), implement and evaluate the Brooklyn Center Q-Comp program, organize
Advisory Board meetings, provide Advisory Board with program updates, and assist staff
members with developing and monitoring their Professional Development Plans.
Staff Development Program Leader
Responsibilities: Coordinate staff development with district curriculum initiatives,
facilitate Staff Development teams, revise and update the Staff Development Plan,
network with outside sources, co-ordinate with Curriculum Program Leader on Q-comp
budget, curriculum selection and resources, monitor Staff Development budget, direct
Peer Assistance Program, collaborate with Curriculum Program Leader to select
resources for the PLCs, advise all staff about the Staff Development Plan, and implement
and evaluate the Brooklyn Center Q-Comp program.
Instructional Coach (one for each building)
Responsibilities: Schedule planning conferences, lesson observations, and reflective
conferences with designated staff, complete all evaluation reports in a timely manner,
collaborate with Peer Coaching Mentors, develop and maintain a positive rapport with
staff members.
Q-COMP ADVISORY BOARD:
Members include: Superintendent, School Board Member, Union President, 2 teachers
from Brooklyn Center High School and 2 teachers from Earle Brown
Responsibilities: Write job descriptions, post and conduct interviews to hire teacher
leaders, supervise and evaluate teacher leaders, address appeals from teachers and teacher
leaders, authorize Q-Comp expenses, make changes to Q-Comp program as needed, and
oversee the Q-Comp program.
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APPEALS PROCESS
DEFINITION:
Any staff member receiving an unsatisfactory evaluation from an observer or denied any
part of the Q-Comp compensation pay has the right to appeal.
PROCEDURES:
UNSATISFACTORY EVALUATIONS can be appealed first by discussing the
issue with the observer. If the concern is not addressed to the satisfaction of the
staff member appealing, the next appeal would be in writing to the Q-Comp
Advisory Board through the Curriculum Program Leader.
DENIAL OF Q-COMP COMPENSATION can be appealed in writing to the Q-
Comp Advisory Board through the Curriculum Program Leader. A hearing would
then be scheduled with the Q-Comp Advisory Board.
TIMELINES:
1st Appeal Contact 2nd Appeal Submit in Hearing
Time Line Person writing to: Time Line
Unsatisfactory Within 5 Observer Within 5 Curriculum Within 15
Evaluation school days of school days Program school days
the Reflective following Leader of written
Conference meeting with request
observer
Denial of Q- Within 10 Curriculum N/A – Curriculum Within 15
Comp school days of Program Decision of Program school days
Compensation the notification Leader Advisory Leader of written
Board is final request
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