MPS Alternative Teacher Professional Pay System

1
MPS Alternative Teacher Professional Pay System

• (ATPPS)
• 2009

2
Alternative Compensation in Minneapolis

• A partnership starting in 2002 between
• Minneapolis Federation of Teachers
• Minneapolis Public Schools
• State of Minnesota

3
Our Professional Journey

• Mentoring and Coaching - 1986
• PDP/PSP (Peer Assistance and Review) 1992
• Standards of Effective Instruction 1993
• Achievement of Tenure - 2000
• Professional Pay System 2003
• Teacher Advancement Program (TAP) - 2004
• Alt. Teacher Professional Pay System -2006

4
Compensation

• Traditional salary schedule used to work well but
  it had limited options for todays teacher
• Steps frozen every five years once you hit 10
  years
• No Lane changes past MA 60/PhD
• No remuneration for additional
• degrees/education
• Nothing for extra responsibilities or
  leadership

5
ATPPS - Whats it about?

• First and foremost, it is about improving
• Professional skills/knowledge quality of
  teaching
• Collegial sharing/Coaching sharing of best
• practices and providing support
• Student achievement focusing on real data
  and
• empowering teachers to address needs and/or
  create
• opportunities for all learners
• Teachers leading together as professionals

6
The two main ways to increase salary through
ATPPS

• Career Increments (formerly steps) -
• years of experience and Prof. Dev. Process
• Professional Growth Credits (formerly lanes) -
• up to two lanes may be earned per
• year 15 PGCs per lane 1000 per lane

7
PGCs and One Time Payments

• Each of the four categories has items.
• Completion of or participation in the items
  listed earns you hours towards PGCs/full PGCs
• or one time payments.
• PGCs accumulate towards lane changes (salary).
• Your accumulated hours and PGCs are tracked on a
  personal electronic transcript on eCompass

8
Professional Growth Credits (PGCs)

• ATPPS participants may earn lane changes on the
  ATPPS salary schedule in the following
  categories
• I. Education, Degrees and Certificates
• II. Professional Development
• PDP, Surveys, ProPay Courses,
  TAP
• New teachers are put on ATPPS salary schedule
  when hired.

9
One Time Payments

• Categories III and IV items earn the participant
  one time payments that vary according to item and
  role.
• One time payments are paid in the fall of the
  following school year.

10
eCompass

• Electronic transcript that keeps track of your
  hours and PGCs.
• Many items will be entered for participants
• Some items have to be submitted to the ATPPS
  office.
• Relicensure and A of T tracking.

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One Time Additional Compensation (Cash)

• Certificates and Awards (e.g. - NBC, A oF T)
• Career Commitment Incentive Pay (every five years
  starting at year 10)
• Leadership -Professional Stipend for Mentors and
  Coaches
• Site Coordinators (e.g. - PDP,Testing, S.D.)

12
Participation

• Each year, a Memorandum of Agreement is drafted
  and voted on by union members.
• Each year it has passed (72, 74, 80).
• Participation in ATPPS is voluntary.
• All teachers are on the same salary new schedule
  but have a choice of staying on the traditional
  method of movement or
• moving to ATPPS.

13
Where does the money come from to do ATPPS?

• Special legislation has been built into the
  states budget for alternative compensation
  efforts.
• We have been receiving alt. comp. funding since
  2002 from the state and will continue to if ATPPS
  is voted in again
• 150 per student each year as we transition
  to ATPPS and 260 per student each year once we
  are doing ATPPS fully. So far, the money is
  still there for all who are currently in the
  plan.

14
Impact

• Practice is improving - Teachers are learning and
  changing their practice.
• 2800 AR projects/papers completed/peer
  reviewed
• Students learning is improving in the classroom
  where action research is taking place -data
  collected showing this.
• Teachers are leading the way and taking ownership
  of their growth.
• Practice Made Public - Conference/Website/ Journal

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• Q A