Career Ladder Positions. The following career ladder positions, as outlined in the application approved on May 8, 2013 by the Minnesota Department of Education (MDE), are included in the Q Comp program.
a. Instructional Coach The qualifications, responsibilities, evaluation, and hiring processes for Instructional Coaches are laid out in the application.
Career Ladder Positions. The Employer (usually the immediate supervisor of the employee) and employees in career ladder positions are jointly responsible for developing a plan for the employee to attain the full performance level of the position. If the employee is not progressing satisfactorily, it is the responsibility of the Employer to counsel the employee, and the employee should take steps to correct any deficiencies. An employee shall be eligible for promotion to the next higher grade in the career ladder beginning with the first pay period after 52 weeks or whatever lesser time period may be applicable, provided:
1. Applicable time in grade, qualification, quality of experience requirements, and other appropriate statutory and administrative requirements have been met; and
2. A rating or progress review of the employee’s overall performance for the time in grade is satisfactory; and
3. The Employer determines that the employee is capable of performing the higher graded duties. Pursuant to applicable regulations, an employee may not advance on the career ladder for his or her position for failing to satisfy the previously-mentioned eligibility requirements or because the work available at the next higher grade in the position is insufficient.
Career Ladder Positions. A career ladder role is a position eligible for a licensed staff member to assume while maintaining a primary role in instructing students, which outlines any additional compensation provided for these responsibilities. If the compensation for the position includes full-time release from the classroom, the position must have a term limit, not to exceed five consecutive years. Teacher leader roles are focused on facilitating site-based professional development to help other staff improve instructional skills as outlined in Minnesota Statutes, section 122A.414, subdivision 2, paragraph (b), clauses (1), and (2), (4). Career Ladder positions include the Team Leads, Q-Comp Observers, and the Q-Comp Coordinator. Subd. 1: Q-Comp Observer: Description: The Teacher Observer will provide peer observation and feedback relative to the selected proficiencies identified in Section 3, Subd, 1 (Instructional Framework) of this MOU for staff in all licensed areas. The observer will schedule pre-and post-observation conferences with each teacher observed. Observers will provide each teacher with a written report that includes observation forms, portfolio information, student data and other evidence from the observation. The observer will also work with coaches on professional development needs and may assist site Q- Comp teams and Professional Learning Communities (PLCs) to translate proficiency "look fors" into best instructional or work-place practices. Compensation for this position will come in the form of release time.
Career Ladder Positions a) Career Ladder Teacher (Elementary and Secondary)
b) Career Ladder Therapist, Psychologist, or Nurse (ESAs)
c) Content Demonstration Teacher (hired at district-level)
d) Master Teacher – no new Master CLT position will be hired after the 2018- 2019 school year. All current Master Teachers may complete their two-year term.
Career Ladder Positions a. Teachers who apply for the following positions must have a summative evaluation rating of Distinguished and a most recent state student growth impact rating that is “average” or higher; or have a summative evaluation rating of Proficient and state student growth impact rating of “high.”
1) Demonstration Teacher
2) Mentor Teacher
3) Master Teacher
4) Content Demonstration Teacher
5) STAR Mentor Teacher
6) Evaluation Support Consulting Teacher
7) Academic Coach
8) Consulting Teacher
9) Curriculum Specialist
Career Ladder Positions. Employees in career ladder positions shall be promoted annually to the next higher grade level within the career ladders when they meet the performance requirements of 5 CFR 335.104, qualifications and time-in-grade standards. Qualifications include OPM qualification standards, any required examinations, and demonstrated necessary knowledges, skills, and abilities as determined by the Field Office Supervisor through observation of on-the-job performance.
Career Ladder Positions. A Joint Committee comprised of three representatives each for the Committee and the Association have established eligibility requirements for teachers who apply for the positions of Lead Teacher and Curriculum Teacher and who seek an increased teaching load. The eligibility requirements are effective during the term of this Agreement and are set forth following each position description below. A joint committee of three representatives each of the Committee and the Association is hereby established for the purpose of studying the eligibility requirements and job description of the positions set forth in this section. The joint committee shall submit its recommendation in those areas set forth above to the Association and the Committee. Until the recommendations are accepted by the Committee and the Association, the existing provisions shall continue.
Career Ladder Positions. Career Ladder Positions are governed by federal laws, rules, regulations, and policies, including, but not limited to DR 0000-000-000, “Merit Promotion and Internal Placement,” and this Agreement.
Section 1 Career Ladder Positions are designed to establish a path for career advancement. Once an employee competes for and is hired to perform within a Career Ladder position, subsequent promotions, up to the full performance level (FPL) of the position, are determined at the point where the position is established and documented on the AD-332, SF-52/50, and the vacancy announcement. When an employee’s performance meets the necessary requirements listed below, the supervisor will discuss the process for promotion to the next higher level and take the proper steps to recommend the employee for a promotion. Clear, comprehensible, and attainable duties and goals needed for such promotions should be presented to the employees by supervisors in their chain of command when employees enter Career Ladder positions and at each quarterly review. Minimum requirements for promotion consideration include: • Time-in-Grade and other regulatory requirements; • Grade building experience in order to meet all basic eligibility requirements; • Demonstration of ability to perform at the next higher level; and • Having a current rating of record of “Fully Successful” or higher. Employees are not guaranteed promotions once selected for positions within an established career ladder, however, managers are encouraged to xxxxxx a work environment that affords individuals hired to career ladders an opportunity to demonstrate their ability to perform at the FPL and receive promotions as timely as possible. Employees eligible for a career ladder promotion, who are certified by their immediate supervisor as having the ability to perform at the next higher level, will be promoted on the first pay period after certification (signed SF-52) takes place and the action has been approved by the servicing Human Resources Office. Promotions above the established full performance level for career ladder positions must be made under competitive promotion procedures. A career promotion may not be made to a supervisory position.
Section 2 Prior to an employee’s eligibility date, supervisors shall review the work of each employee in a career ladder position to determine if they have met the minimum eligibility requirements. Employees who do not meet the minimum requirements for promotion may request from ...
Career Ladder Positions a. Each positions should be listed with the required qualifications and responsibilities
b. Pay for each positions should be listed
c. The evaluation process for each position should be listed
d. Length of position (how long an individual can serve)
e. Number of hours/days/release time
