1. Pro-Pay
Burnsville-Eagan-Savage Public Schools
2012-2013

2. Why Pro-Pay? Why Now?
Licensed staff will have an Barriers have been removed
opportunity to formally, that will make this plan
professionally grow and more possible.
receive compensation to
support that growth
Pro-Pay supports the
current work of the district
Pro-Pay provides
opportunities for career
ladder positions

3. Pro-Pay Study & Redesign Committee
David Bernard, Director of Instruction
Michele Carroll, Teacher – Eagle Ridge
Libby Duethman, Teacher – Hidden Valley, BEA President (Current)
Dave Helke, Principal – BHS
Beth Lippert, Teacher – Rahn
Chris Lindholm, Assistant Superintendent
Jennifer McCarthy, Teacher – Rahn
Chris Milinovich, Teacher – BHS
Bob Nystrom, Teacher – Nicollet, BEA President (2012-2013)
Brad Robb, Coordinator of Professional Development
Stacey Sovine, Director of Labor Relations
Jeremy Willey, Principal – Marion W. Savage

4. Pro-Pay: At-A-Glance
Pro-Pay Component Expectations
Building Goal Implement strategies that support a building goal
focused on student achievement and aligned with core
instruction.
Collaborative Team Goal Engage in the development and implementation of a
collaborative team goal that addresses one of your
school improvement goals.
Personalized Professional Develop and implement a professional learning plan
Learning Plan that is personalized, aligned with your school
improvement goals and building PD plan, and aligned
with the teaching license renewal expectations.
Observations and Demonstrate your professional practice through 3
Instructional Coaching formative observations and coaching sessions
conducted by 2 different observers (instructional coach
and another trained observer).

5. About the Building Goal*…
•Uses one of the goals from the
school improvement plan and
building PD plan
•Focuses on improving student
achievement & based on the Core
Instruction Action Plan from the SIP.
•Facilitated by Building Leadership
Team (BLT)
•$200 – Processed in Fall of
subsequent year
*Required by MDE

6. About the Collaborative Team Goal*…
About the Collaborative Team Goal…
•All licensed staff will be part of a
Collaborative Team.
•Teams select an area of focus and
develop a goal based on one of the
goals from the SIP (or CIMP Plan)
•Teams collaborate during
collaborative team time to learn
from and with each other
•Teams share results of their learning
with their Building Leadership Team
•$200 – Processed in the Fall of the
Subsequent year
*Required by MDE

7. About the Professional Learning Plan…
• Each teacher develops a personalized learning
plan aligned with one of the school improvement
goals (or CIMP Plan).
– The plan can also be aligned with the collaborative
team goal.
• The plan is connected to components from
Danielson’s Frameworks that will impact a
teacher’s practice.
• The learning is connected to the observation
process.
• The process aligns with requirements for license
renewal (effective July 2012 per MDE).
• Simply, teachers connect what they learn to what
they do each day—learning by doing.
• $400* – Processed in mid Summer
*Adjusted to meet the requirements from MDE

9. Aligning Personalized PD Plans & Observations
Complete self assessment and identify professional development goal
Engage in professional learning to support goal. Participate in pre-observation conference about learning.
Use feedback and reflection from observation and post-observation to inform continued PD
Participate in pre-observation conference about teaching and
Continue job-embedded PD to support goal, teaching.
learning.
Use feedback and reflection from observation and post-observation to inform continued PD
Participate in pre-observation conference about teaching and
Continue job-embedded PD to support goal, teaching.
learning
Repeat learning and coaching cycle for a third time. Complete required reflective narrative about
impact of PD on teaching and student learning.

10. About Coaching & Observations…
• Licensed Staff participate in three*
coaching observations based on
their professional learning plan and
connected to Danielson’s
Frameworks.
• Instructional coaches will conduct
two formative observations.
• The third formative observation will
be conducted from another* trained
observer, of your choice.
• The Professional Learning Plan will
be integral to the Pre- and Post-
Observation discussions.
• $1200 – Processed in mid Summer
*Required by MDE

11. Alignment of Effort
District Focus Q-Comp
School Improvement Plan (SIP) Building Goal
Continuous Improvement Monitoring
Process (CIMP) Plan
Collaborative Teams Collaborative Team Goal
Building Professional Development Plan Personalized Professional Development
Plan/Observations
Leadership Opportunities Career Ladder Positions

12. Career Ladder Positions
Instructional
DLT BLT
Coach
Conduct Formative Represent Building Work with Principal
Observations at District Level in SIP Development
Work with Principal
Provide coaching in creating a
Member of BLT
support to staff Building Professional
Development Plan
Stipend: $500
TOSA Stipend $2000
(plus BLT stipend)

13. Learn More About Pro-Pay
Date(s) Focus
May 14-18 Informational Meetings about Pro-Pay
May 17 School Board Review of Revisions to Pro-Pay
May 21 BEA Executive Board Decision on Pro-Pay
May 23 & 24 Possible Vote for BEA Membership
June 7 Possible School Board Decision on Pro-Pay

14. Learn More About Pro-Pay
https://sites.google.com/a/isd191.org/burnsville-pro-pay
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