Human Resources

Employee Resources - ATPPS Information

All District 279 teachers, as defined in the terms and conditions of employment (Page 1, Article III, Section 2) are required to participate and are eligible to receive Alternative Teacher Professional Pay.

The system is structured so that teachers may receive compensation for:

completing a Professional Growth Plan, achieving Student Learning Goals, achieving Site Goals, and
meeting Osseo Performance Appraisal Standards.

- The Observation/Evaluation Process
- Performance-based Compensation: Performance Increment
- Performance-based Compensation: ATPPS $2250. Stipend*
- Other Documents

The Observation/Evaluation Process

The performance-based compensation for District 279 is divided into the areas of the Performance Increment, Professional Growth Plan, Student Learning Goals and Site Goals. All teachers will receive a minimum of three evaluations each year.

• A Performance Increment (formerly called a Step) for the Osseo Performance Appraisal Standards will be awardedat the beginning of the 2007-2008 school year, provided the teacher meets those Standards. For the 2006-2007 school year, the Performance Increment is based on the current Performance Appraisal System.

• The Professional Growth Plan, Student Learning Goals and Site Goals are awarded at the end of the school year as stipends provided the teacher and site have achieved the goals outlined.

Compensation for these areas will be awarded pursuant to the following:

Performance Increment (Evaluation/Observation #1): A formal evaluation will be conducted by either the building Principal or the Instructional Coach in order to determine if a teacher meets the Osseo Performance Appraisal Standards. The formal evaluation will be objective and consist of a pre-evaluation conference, an observation/evaluation and a post-evaluation conference. Multiple criteria designed to measure the teacher’s performance in the major standards area of Teaching for Student Learning will be evaluated and are the same standards listed in the current Performance Appraisal System (Section III, Page 13). Teachers who meet the Osseo Performance Appraisal Standards will receive a Performance Increment (formerly called a Step) on the first assigned duty day of the following school year.

• Professional Growth Plan (Observation #2 and #3): Two (2) observations will be conducted by the Instructional Coach to determine if a teacher has demonstrated successful implementation and/or progress on their approved Professional Growth Plan as it relates to instructional practices and increased student achievement. Each observation will be comprised of:

1. A Pre-Conference where:

- The teacher’s Professional Growth Plan is reviewed in order to insure the plan can be objectively observed and evaluated

- The criteria to be used for evaluation is defined and agreed upon between the teacher and the Instructional Coach (the teacher may provide examples of their Plan for the Instructional Coach to observe)

2. An observation where the Instructional Coach observes an example(s) of the Professional Growth Plan.

3. Post-Observation where the Instructional Coach and the observed teacher discuss:

- Observed examples of the Professional Growth Plan

- Strengths witnessed during the observation

- Potential improvement areas/adjustments

- Next steps

Student Learning Goals: Each teacher will work with their Instructional Coach to determine their Student Learning Goal(s). Teachers will determine the appropriate assessment to evaluate the goal(s). The teacher and their Instructional Coach will evaluate the achievement of the Student Learning Goal(s).

Site Goals: A site evaluation will be conducted by administration to determine whether or not the site has met the Site Goals set forth by the school’s Site Improvement Plan and measured by standardized assessments .

Performance-based Compensation: Performance Increment

(Funding for the Performance Increment is the negotiated agreement between District 279 and Education Minnesota – OSSEO)

All District 279 teachers will be evaluated each year using the Osseo Performance Appraisal Standards:

- Probationary teachers will receive a minimum of three (3) performance observation evaluations by their principal.

- Continuing contract teachers who are in “High Cycle” of the Osseo Performance Appraisal System will receive at least one observation by their building principal.

- All other continuing contract teachers will be observed by an Instructional Coach.
Teachers who meet the Osseo Performance Appraisal Standards will receive a Performance Increment. This Performance Increment (formerly called a Step) will be granted on the first assigned duty day of the following school year.

Any teacher who does not meet Osseo Performance Appraisal Standards will be placed in the Clinical Process for additional observation/evaluation, coaching and support. The principal and the Instructional Coach may partner to help the teacher meet Osseo Performance Appraisal Standards. While the teacher is working on meeting Osseo Performance Appraisal Standards, she/he may simultaneously participate in the Professional Growth Plan, Student Learning Goals and Site Goals.

- If improvement is demonstrated on meeting Osseo Performance Appraisal Standards, the teacher will be granted the Performance Increment and will be eligible for the Professional Growth, Student Learning Goals and Site Goals stipends for that school year.

- If improvement is not demonstrated on meeting Osseo Performance Appraisal Standards, the teacher will not be eligible for the Performance Increment the following school year or for the Professional Growth Plan stipend. The teacher will only be eligible for Student Learning Goals and Site Goals stipends upon meeting the criteria.
Salary advancement for approved educational credits will continue to be available for all teachers.

Performance-based Compensation: ATPPS $2250. Stipend*

(Funding for the Professional Growth Plan, Student Learning Goals and Site Goals is from the Alternative Teacher Professional Pay System)

Stipend Portion for the Successful Completion of Professional Growth Plan: $1800 . The Professional Growth Plan observations and evaluation will be used to continuously measure progress toward and/or completion of the teacher’s Professional Growth Plan. Teachers who have successfully completed their Professional Growth Plan will receive 80% of the available stipend.

Stipend Portion for the Successful Evaluation of Student Learning Goals: $225. Each teacher working with their Instructional Coach will determine their Student Learning Goal(s). Teachers will determine the appropriate assessment to evaluate the goal(s). Achieving the goal(s), the teacher will receive 10% of the available stipend.

Stipend Portion for the Successful Achievement of Site Goals: $225. A site evaluation will be conducted by administration to determine if the site has met the Site Goals set forth by the school’s Site Improvement Plan and measured by standardized assessments. All teachers at the site that successfully achieved its site goal(s) will receive 10% of the available stipend.

* The Performance-based Compensation: ATPPS Stipend is not an addition to a teacher’s base pay and is not permanent. In addition, a teacher is required to meet the Osseo Performance Appraisal Standards in order to be eligible to receive the Professional Growth Plan stipend award. Teachers have the right to appeal the decisions regarding the observations and evaluation of their Professional Growth Plan. The Alternative Teacher Professional Pay System (ATPPS) Appeal s Panel will determine the final outcome. All stipends will be paid to eligible teachers in June of the school year.

May 1, 2006