Q-Comp

Memorandum of Understanding
between
Independent School District No. 281
Robbinsdale Area Schools
and
Robbinsdale Federation of Teachers
Local #872, Education Minnesota
AFT, NEA, AFL-CIO

This Memorandum of Understanding (MOU) is entered into between Independent School district No. 281Robbinsdale
Area Schools (District) and the Robbinsdale Federation of Teachers (Federation) to establish and implement an alternative
teacher professional pay system (Q-Comp).

Q-Comp will commence at the beginning of 2014-15 school year, contingent upon approval from the Federation general
membership and the District School Board. The District and the Federation agree that the terms of the Memorandum of
Understanding will continue into successive years. Changes to the application approved by the Minnesota Department of
Education on date the application was approved by MDE (“the Application”) must be made by mutual agreement of the
Union and District. The District and Federation may mutually agree to minor revisions to Q-Comp without renewing this
entire document. The district will make copies of the Application available to all staff on request.

Should there be any change to the alternative teacher professional pay systems statutes (MN Stat. 122A.414 or 122A.415),
both parties agree to discontinue all provisions of Q-Comp unless an alternative agreement is reached. The
discontinuation will occur on June 30, with all funds accounted for as of that day.

1.____Funding
1.1 All alternative compensation funding from the State of Minnesota and from the local alternative
Compensation levy will be used exclusively for Q-Comp.
1.2 The district may, at its discretion, supplement the funding of Q-Comp from the general fund or
other funding sources.
1.3 If the State of Minnesota increases the per capita dollar amount of alternative compensation funding, the
extra funds will be allocated by the Q-Comp Governing Board with a preference given to increasing
performance pay.
1.4 Any Q-Comp funds not used in one school year will automatically carry over to the following year’s Q-
Comp budget.
1.5 The Q-Comp Governing Board will make recommendations for the annual Q-Comp budget to the School
Board for approval.

2.____Eligibility for Q-Comp

2.1 All teachers, as defined by MN Stat. 122A.40 and the Master Contract, are eligible for all portions of
compensation.
2.2 Teachers who work a partial year due to late hire, severed employment, leave of absence, or retirement
will be eligible for all incentive payments, with the pay incentives prorated by the number of observations
and PLC participation completed during the school year.
2.3 For the school year, part-time teachers will be eligible for pay incentives on a tiered basis, determined by
the teacher FTE.

FTE PERFORMANCE PAY

.1 to .4 Prorated up to .4 of the full incentive amount
.5 to .7 Prorated up to .7 of the full incentive amount
.8 to 1.0 100% of the full incentive amount

Part-time teachers are eligible to receive full incentive pay provided they notify the Q-Comp Coordinator
no later than September 30 annually and meet all of the other Q-Comp requirements for full-time
teachers.
2.4 No teacher will receive more than one hundred percent (100%) of Q-Comp incentive amounts.
3.____Career Ladder Positions
3.1 Q-Comp Coordinator
3.1.1 Assignment: One (1) full-time Teacher on Special Assignment (TOSA)
3.1.2 Responsibilities: The Q-Comp Coordinator shall:
a. Lead the team of Peer Coach Observers to support the development and implementation of Q-
Comp.
b. Conduct peer observations of district wide TOSA’s and assist Peer Coaches with observations
as needed.
c. Work with others to develop assessment tools to measure impact of Q-Comp on teacher
practice and student achievement.
d. Organize and facilitate teacher training for all teachers that supports the Q-Comp plan while
supporting ongoing district staff development agenda.
e. Provide leadership in developing job embedded teacher professional development as outlined
in the Q-Comp plan.
f. Work closely with the Q-Comp team, union leadership, Teaching and Learning staff, and PLC
site leaders.
g. Keep all teachers and administrators regularly informed of Q-Comp progress and changes.
h. Prepare District and State reports.
i. Serve as a liaison between the District and the MDE.
3.1.3 Qualifications
a. A valid Minnesota teacher’s license.
b. At least eight years of experience working as a teacher in the classroom
c. Experience in a leadership role, experience in Robbinsdale Public Schools preferred.
d. Experience working with district administration and union leadership preferred.
e. Demonstrated experience in developing programs as well as orchestrating the necessary
services and resources for staff
3.4.4 Term: The Q-Comp Coordinator shall serve a five-year term which may be extended as
determined by the Q-Comp Governing Board.
3.1.5 Compensation: Per Master Contract

3.2 Peer Coaches

3.2.1 Assignment: Ten (10) Teachers on Special Assignment (TOSA)
3.2.2 Responsibilities: Peer coaches shall:
a. Conduct peer observations (45 minutes) and pre- and post-conferences (30 minutes) for
continuing contract teachers and provide feedback on the Q-Comp system. Train continuing
contract staff in the observation/evaluation process as outlined in the Q-Comp plan.
b. Collect and maintain valid and reliable data regarding licensed staff performance.
c. Act as resource for professional development opportunities for all staff that would improve the
observation and evaluation process.
d. Guide continuing contract teachers through the professional growth plan.
e. Maintain ongoing contact with Q-Comp Coordinator.
f. Participate in local, state, and national training as needed.
g. Maintain records of observations and other information necessary for the successful
implementation of the Q-Comp program.
3.2.3 Qualifications
a. Continuing Contract Teacher currently in the classroom or specialty practice with a minimum
of five years teaching experience in the Robbinsdale School District.
b. Displays knowledge of effective, evidence-based teaching practices and employs those
practices in his or her role (teacher, counselor, psychologist, etc.).
c. Excellent communication skills, both written and oral
d. Strong interpersonal skills
e. Demonstrated ability to use data for instructional planning.
f. Effective participant in a PLC
g. Demonstrated leadership skills and recognized by peers as a teacher-leader
h. Ability to demonstrate excellent attendance
i. Ability to manage workload and meet deadlines independently
j. Basic knowledge and understanding of the Robbinsdale Q-Comp system
 3.2.4 Term: Two to Four years during implementation. Replacement terms will be three years. TOSAs
will return to the same position and building assignment at the end of their term. Implementation
begins in the fall of the 2014-15 school year and will be complete by the spring of the 2017-18
school year.
3.2.5 Compensation: Per Master Contract

3.3 PLC Team Lead

3.3.1 Assignment: Additional assignment for classroom teachers (stipend awarded $300.00)
3.3.2 Responsibilities: A PLC Team Lead shall:
a. Works with continuing contract and probationary teachers
b. Facilitates PLC/Data Team meetings
c. Schedules all PLC/Data Team meetings during the year.
d. Creates PLC/Data Team agendas.
e. Assigns a note-taker.
f. Takes attendance at PLC/Data Team meetings.
g. Distributes meeting notes and other communication between PLC/Data Team members.
h. Helps PLCs/Data Teams access district support and staff resources to aid in goal setting and in
identifying evidence based strategies.
i. Enters the PLC/Data Team SMART goal and evaluation results into the District electronic
database.
j. Reports to building administration regarding the team’s SMART goals.
k. Participates in building level meetings for PLC/Data Team facilitators.
l. Attends district-wide PLC/Data Team meetings and training.
3.3.3 Qualifications
a. Continuing contract teacher with an interest in staff development and leadership.
3.3.5 Term: Two years with a maximum of five years, as determined by the Q-Comp Governing Board.
3.3.6 Compensation: $300.00 per year

3.4 Evaluation
3.4.1 Each position will be evaluated on the same frequency level as the classroom.
3.4.2 Standards of Effective Practice and a corresponding rubric specific to the leadership position will
be used.
3.4.3 PLC Team Leaders will be evaluated by their PLC members and the building principal. A
checklist will be filled out by PLC members to provide feedback on the facilitator.
3.4.4 Peer Coaches will be observed by the Q-Comp Coordinator and a Peer Coach. In the high cycle
year a Peer Coach will be observed by the Q-Comp Coordinator and a district Administrator.
3.4.5 The Q-Comp Coordinator will be observed by Peer Coaches (2) to maintain inter-rater reliability.
In the high cycle year, the Q-Comp Coordinator will be observed by a Peer Coach and a district
Administrator.
3.4.6 If a TOSA is found to be non-proficient in his or her career ladder position during the school
year, he or she will be provided with support and coaching. If by the end of the year he or she is
determined to have been ineffective in the year-end evaluation, the teacher will be reassigned the
following year.
3.4.7 All TOSA’s may request to earn performance pay for a site achievement goal. If they wish to
earn pay for achieving a building goal, they will use the site goal from the site where they are
assigned. If they are assigned to more than one building, they will choose which building they
will use to earn performance pay. If they wish to earn performance pay for an individual
achievement goal, it will be written as a growth goal for an audience that is a target of their
specific professional service. They will be observed three times per year and will earn
performance pay for observations if they are Proficient. They are expected to participate in a
PLC and may earn performance pay for completing the PLC expectation that all PLC are subject
to achieve.
4.____Observation/Evaluation Process
4.1 Continuing Contract Teachers: The observation/evaluation process is outlined in full in the
Application.

Event Time Period

Fall Planning Conference (will occur with first pre-conference) September-November
Observation #1 (with a pre-and post-conference) September-November
Observation #2 (with a pre-and post-conference) December-February
Observation #3 (with a pre-and post-conference) March-May
Spring Summative (will occur with the last post-conference) March-May

4.1.1 Peer Observation Cycle

Observation cycles occur three times a year September-November, December-February, and
March-May. Teachers are responsible for setting up the pre- and post-conferences and
observations with their coaches. Conferences must occur five days before and five days after the
observation. Coaches will work in pairs to maintain consistent teacher ratios of approximately
75:1. The primary coach will observe in the first and third trimester. The partner coach will
observe in the second trimester. Peer Coaches will report any teachers who have not scheduled
or completed an observation at the end of each observation cycle. The teacher will be reminded
by the Q-Comp Coordinator that failure to complete three observations could result in no
movement on the salary grid for the year and possible referral to administration for observation
the coming school year. Those teachers will be allowed to schedule into the next cycle one time.
If an observation is cancelled due to illness or other unknown complications and the observation
cycle ends, a teacher or coach may reschedule the conference/observation into the next two weeks
of the observation cycle.
4.1.2 All teachers will be observed/evaluated three times a year based on their place in the three year
rotation cycle. Rubrics cover the following domains: planning, environment, delivery and
practice, and professionalism. Rubrics define levels of quality associated with the teaching
standards. There will be three proficiency levels: development needed, developing proficiency,
and proficient.
4.1.3 Peer Coaches and the Q-Comp Coordinator will observe using the “delivery and practice” domain
of the rubric every observation. The other three domains: planning, environment, and
professionalism will be rotated (teacher choice) throughout the three year cycle. All four domains
must have been observed prior to the summative evaluation. The District Administrator will use
all four domains in their evaluation for all probationary teachers and summative evaluations
which occur for continuing contract teachers every three years.
4.1.4 Pre-conferences will be held for 30 minutes five days prior to the observation. Teachers may
schedule the meetings before or after school or during their prep. The pre- and post-conferences
and the observation will be scheduled at the same time. At the pre-conference, the Peer Coach
will review the rubric with the teacher and they will discuss how the professional growth plan fits
with the observation cycle. If it is the first pre-conference/observation of the year, the Primary
Peer Coach will approve the Professional Growth Plan.
4.1.5 Post-conferences will be held for 30 minutes within five days of the observation. Peer Coaches
give a general overview of what they scripted during their observation and will review the scores
from the rubric from “practice and delivery domain” and the domain of choice with the teacher.
Teachers will reflect on feedback and professional improvement on the Pre-Post Conference
form.
4.1.6 Teachers will complete a Professional Growth Plan (PGP) annually. The plan will outline a
personal area of growth and action plan for the year. The action plan will set a goal, and describe
the professional learning the teacher will complete for professional growth. The PGP will include
in addition to the goal, a rational, action plan and reflection. The PGP must be written by the first
pre-conference and be approved by the Peer Coach. The PGP will be used by the coach to guide
the observations. An overall rating of proficiency (as defined in section 4.8) on observations and
completion of the PGP will be required to receive the Q-Comp stipend for goal two.

4.1.7 After each observation and post-conference, teachers will write a brief reflection on Pre-Post
 Conference form. This form remains with the teacher. At the end of the year, after their last
observation, teachers will complete the Reflective Statement of Professional Accomplishment
and Self-Assessment of Professional Growth. This reflection will be kept in the teacher’s file.
This document also fulfills the relicensure requirement of the Minnesota Department of
Education.
4.1.8 For Continuing Contract Teachers to earn a rating of Proficiency, 75% of the elements in the
Delivery and Practice domain and 75% of the elements in the domain of their choice must be
present in the observation and scored as proficient. If a proficiency rating is not attained, a fourth
observation may be scheduled to demonstrate proficiency in that element in the rubric.
4.1.9 A rating of Proficiency must be attained for teachers to earn performance pay. Teachers will be
informed at the summative spring conference whether they have met the conditions for
performance pay.
4.1.10 Prior to the summative spring conference, during the high cycle year, peer coaches will consult
with the supervising administrator to agree on feedback relating to teacher performance to share
at the summative conference
4.1.11 If teachers do not reach the Proficiency levels targeted, they will be paired with a mentor the
following year. If they are not Proficient a second year in a row, teachers will be formally placed
on a formal improvement plan and the supervising administrator will conduct all three
observations the following year.
4.2 Probationary Teachers
4.2.1 Probationary Staff will be formally observed/evaluated three times a year. Each
observation/evaluation will contain a pre- post- conference.
4.2.2 The following ratings of Proficiency must be earned for a probationary teacher to earn performance
pay.
● First year probationary licensed staff must achieve a minimum of developing proficient in all
components as measured by the rubrics in the Summative Observation/ #3
● In the second year, probationary licensed staff must achieve a rating of Proficiency in 50% of the
elements as measured by the rubrics in the Summative Observation #3.
● For probationary teachers to earn a rating of Proficiency in year three, 75% of the elements as
measured by rubric must be scored as proficient in the Summative Observation #3.

5.____Performance Pay
5.1 Teachers will be paid based on the salary matrix in the Master Contract.
5.2 Performance pay consists of three parts. The district shall pay all three stipends by June 30th of each year.
Special consideration may be needed for the School-Wide Student Achievement Goals that are tied to the
reporting of state assessments.

School-Wide (Site) Individual Student Teacher Observations/

Student Achievement Goals Achievement (PLCs) Professional Growth Plans
$200.00 $200.00 $1,600.00

5.2.1 School-Wide (Site) Student Achievement: Teachers who work at or are assigned to a site that
successfully meets its annual site goal earn $200.00.
5.2.2 Individual Student Achievement (PLCs): Teachers who achieve their SMART goal as
described in their PLC Action Plan will earn $200.00.
5.2.3 Teacher Observation/PGP: Teachers who earn a rating of Proficient as defined in 4.1.8 and
4.2.2 on their observations/evaluations and successfully complete their Professional Growth Plan
will earn $1,600.00.

6.____Salary Schedule
 6.1 The Salary Schedule in the Contract will continue in full force and effect.
6.2 The structure of the salary schedule will remain intact. Teachers will continue to make horizontal
movements as outlined in Appendix A of the contract.
6.3 Vertical movement on the schedule will be as follows:
6.3.1 Teachers earn a rating of Proficient as defined in 4.1.8 or 4.2.2 will be granted a performance
increment (formerly called a step) at the beginning of the subsequent school year.
6.3.2 Teacher placement on the salary schedule in 2013-15 will serve as the starting point for
determining performance increment movement.
6.3.3 Once a performance increment is achieved it becomes a permanent part of a teacher’s salary.
6.3.4 The values of the salary schedule will continue to be negotiated as part of the Contract.
6.3.5 As is current practice, the District and a newly hired teacher must mutually agree upon initial
placement on the performance increment chart.
6.3.6 Teachers ineligible for additional vertical movement on Appendix A because they have already
achieved the highest performance increment will remain eligible for all other incentives.

7.____PLC Meeting Time

7.1 In order to meet the time required by Q-Comp for teachers to meet in PLCs, teachers may adjust their
work schedules by thirty (30) minutes no more than one day per week. Teachers must submit their PLC
meeting schedules to their administrators in advance.
7.2 PLCs will meet an average of 60 minutes per week over the school year.

8.____Appeals
If teachers believe that they have been unfairly denied Q-Comp compensation, they may appeal to the Q-Comp
Coordinator to mediate according to the process outlined in this section.
8.1 Contact the Q-Comp Coordinator in writing using the appeals form found on the Q-Comp website. This
must occur within ten days of the observation post-conference that the teacher is appealing.
8.2 The Q-Comp Coordinator will convene the Steering Committee to hear the appeal. This meeting must
take place within 14 contract days of the written request.
8.3 The teacher and other involved parties will have an opportunity to speak to the committee or to present
their information in writing. Each side will be limited to 20 minutes of testimony. Steering Committee
members will be allowed to ask questions to the individuals who testify.
8.4 The teacher has the right to union representation. The union representative may speak as part of the
teacher’s allotted time.
8.5 The Steering Committee shall meet and decide whether to uphold the appeal, deny the appeal, or to
decide another course of action.
8.6 The teacher will be notified of the decision no more than 5(five) contract days following the decision.
-
9.____Governing Board
9.1 At the end of the 2013-14 school year, the Q-Comp Steering Committee will become the Q-Comp
Governing Board. The board will meet monthly to monitor the implementation and fidelity of the Q-
Comp plan. The Governing Board will also be the body that hears teacher appeals.
9.2 Governing Board appointments will be made by the Exclusive Representative of the Teachers Union in
concurrence with the District Superintendent or his/her representative.
9.3 The Q-Comp Governing Board will be responsible for the oversight of the program.
9.4 The Q-Comp Coordinator will be the chair of the Governing Board.
10.____Contingency
Should either party give notice of intent to withdraw from Q-Comp per this MOU, the provisions of this MOU
will cease on June 30 of that year. All performance pay and steps earned through that school year will be paid per
this MOU.
10.1 The salary schedule will remain in full force and effect.
10.2 The value of the salary schedule will not be diminished. All teachers will move to the next step earned
during that school year.
10.3 Teachers will continue to make horizontal movements according to Appendix A of the Master Contract.
10.4 Teachers will revert back to annual step movement as per the Master Contract.

This Memorandum of Understanding shall be in effect for the 2014-15 and 2015-16 school year. This MOU will expire
on June 30, 2016 unless the District and RFT have reauthorized it. Such reauthorization must occur no later than April 1,
2016.

Signed:

For: Robbinsdale Federation of Teachers For: Independent School District No. 281
Local #872 Robbinsdale Area Schools

____________________________________ ______________________________________
RFT President HR Director

_Dated:_____________________________ _Dated:_______________________________

Ratified by the RFT membership on Ratified by the School Board on

February 28, 2014 March 3, 2014