Career Ladder: Example Five

Career Ladder: Example Five

The career ladder includes two positions with various duties and compensations:

LEAD TEACHER

Job Description:

· Serve as a member of the Site Accountability Team for managing the site’s Q Comp program

· Evaluation teacher performance and professional development

· Facilitates teacher professional development directly tied to student learning goals

Qualifications:

· Minimum of three years teaching experience

· Advanced degree preferred

· Previous successful experience in leadership roles preferred

· Knowledge and understanding of the district’s components of professional practice for teachers, professional development system and Q Comp model

o Training will be provided

Responsibilities:

· Recommends approval of SMART (Strategic, Measurable, Attainable, Results-based, Time-bound) Team goals

· Participates in approval of SMART Team goal(s)

· Participates in the review of student learning data to determine performance pay for meeting SMART Team goal(s)

· Participates in the review of student learning data to determine performance pay for meeting the site achievement goal(s)

· Recommends Professional Development Plans (PDPs) for approval

· Participates in approval of PDPs

· Recommends successfully completed PDPs of approval

· Participates in the decision to grant performance pay for completed PDPs

· Reviews the decisions to place a teacher(s) in the assistance phase of the district’s professional development system to determine whether the teacher assistance process was implemented according to the defined system

· Uses rubric to evaluate SMART Team goal(s) and forwards recommendations to the accountability team

· Uses rubric to evaluate proposed PDPs and approves each plan

· Assists teachers to collect objective performance data related to the PDP (i.e., observation, artifacts)

· Assists teachers to assess performance data using district standards

· Reviews student learning results for team SMART goals and brings recommendation to the accountability team for performance pay

· Uses rubric to evaluate completed PDPs and brings recommendations to the accountability team for performance pay

· Meets regularly with each SMART Team (minimum of once per month)

o Schedules meetings

o Sets agenda

o Facilitates meetings

o Maintains meeting records

· Facilitates development of SMART Team goal(s) to align with site goal

· Facilitates the development of PDPs

The focus of the PDP is the instructional strategy to be implemented for achievement of SMART goal(s). Each team member is responsible for a professional development plan.

o Assists the team to identify best practices/strategies related to the team’s SMART goal and to select the instructional strategy to be used for goal attainment

o Assists the team in identifying training/resources needed to implement the instructional strategy listed in the PDPs

o Facilitates the collection of objective performance data related to area of performance identified on each teacher’s PDP

o Lead teacher facilitates at least three team meetings where teachers share performance data and the results of PDPs

o Assists teachers to maintain/grow in performance as measured by the district performance standards

Hiring Process:

· Vacancy posted with preference given to teachers currently assigned to the site.

o Site selection team recommendation to principal

o Recommendation by principal to the district human resources director

o Recommendation by district human resources director to the school board for approval

· Options

o The lead teacher position may be combined with a teaching assignment (i.e., .5 classroom teacher/ .5 lead teacher)

o Part-time assignment (i.e., current classroom teacher chooses reduced assignment or retired teacher is hired)

§ District may provide professional leave status for a teacher choosing to reduce assignment to assume Lead Teacher responsibilities

Evaluation:

· Performance will be assessed by the supervising administrator using the Instructional Specialist Components of Professional Practice

· Evaluation in this leadership role will be done using the rubric for an instructional specialist and a level of Proficient must be achieved

· Staff members assigned teaching responsibilities are eligible for performance pay

o Evaluations will be done according to the conditions described by the teacher evaluation component

Compensation:

· $1,612 annual salary augmentation

· Extended year pay for up to 40 hours at base salary

· Eligible for performance pay of up to $2,000

· .5 Full Time Equivalent (FTE) release from teaching responsibility

Teacher Ratio:

· One Lead Teacher for 8-10 SMART Teams or 25-35 teachers (one for the school)

Q COMP OVERSIGHT TEACHER

Qualifications:

· Minimum of three years teaching experience

· Advanced degree preferred

· Previous successful experience in leadership roles preferred

· Knowledge and understanding of the district Q Comp Program (Training will be provided)

· Knowledge and understanding of the components of professional practice for teachers in ISD 623 (Training will be provided)

· Knowledge and understanding of district professional development system (Training will be provided)

Responsibilities:

· Facilitates Site Accountability Team meetings (schedules, chairs, maintains record of work done by the team (minutes), communicates the work of the team, etc.)

· Completes the annual Variable Pay Report (performance pay report)

· Collects necessary data for reporting site and team goal progress/attainment

· Facilitates mid-year progress report on performance pay components and end-of-year reporting

· Participates in the approval of SMART Team goal(s)

· Participates in the review of student learning data to determine performance pay for meeting SMART Team goal(s)

· Participates in the review of student learning data to determine performance pay for meeting the site achievement goal(s)

· Participates in the approval of PDPs

· Participates in the decisions to grant performance pay for completed PDPs

· Reviews the decision to place a teacher(s) in the assistance phase of the district professional development system to determine whether the teacher assistance process was implemented according to the defined system

Hiring Process:

· Application to the executive board of the exclusive representative of the teachers (teachers union)

· Screening and selection completed by the executive board of the exclusive representative of the teachers (teachers union)

Evaluation:

· Performance evaluated by the supervisory administrator using Domain 4 of the components of professional practice for a teacher

o The standard of performance for these responsibilities is Proficient

· Evaluation of performance for teaching responsibilities is defined in the teacher evaluation component

Compensation:

· $994 annual salary augmentation

· Extended time for 40 hours paid at the regular hourly rate for training and planning

· Eligible to receive performance pay of up to $2,000

Teacher Ratio:

· One per site (25-35 teachers)