• Welcome to the New London-Spicer Staff Development Webpage. This website has been developed to streamline our staff development process into a consistent and transparent process. All questions regarding our staff development program can be answered by our QCOC Coordinator, Tracy Detloff. 

Staff Development Program

  • I. Mission Statement
    New London-Spicer instructional staff will become more effective in their daily instruction of students through workshops, in-service days, and personal and professional growth activities. The ultimate goal of staff development is to foster student growth and enhancement of staff practice.

    II. Commitment
    The New London-Spicer Educators, administration, and staff are committed to providing opportunities for each staff member to develop their skills to improve instruction in the school district.

    III. Staff Development Plan
    A specific staff development plan will be developed and approved by the Board of Education. This plan includes:

    1. The programs to be provided.
    2. The budget.
    3. Evaluation and follow-up activities.

    IV. Committee Members
    The school board entrusts the Quality Compensation Oversight Committee (QCOC) with decision making authority in the development and adoption of this staff development plan. The QCOC is made up of teachers, coordinator, and superintendent.

  • Staff Development Programs

    The New London-Spicer staff development program will provide the following opportunities for teachers:

    1. Staff development workshops,
    2. Curriculum writing and creation,
    3. District-wide staff development opportunities, and
    4. Best practice grants. 
      For the purpose of this plan, “Teacher” is defined in accordance with MN Statute 122A. 41.

    Effective staff development activities must:

    1. focus on the school classroom and research-based strategies that improve student learning;
    2. provide opportunities for teachers to practice and improve their instructional skills over time;
    3. provide opportunities for teachers to use student data as part of their daily work to increase student achievement;
    4. enhance teacher content knowledge and instructional skills, including to accommodate the delivery of digital and blended learning and curriculum and engage students with technology;
    5. align with state and local academic standards;
    6. provide opportunities to build professional relationships, foster collaboration among principals and staff who provide instruction, and provide opportunities for teacher-to-teacher mentoring;
    7. align with the plan of the district or site for our QComp pay system;
    8. provide teachers of English learners, including English as a second language and content teachers, with differentiated instructional strategies critical for ensuring students' long-term academic success; the means to effectively use assessment data on the academic literacy, oral academic language, and English language development of English learners; and skills to support native and English language development across the curriculum; and
    9. provide opportunities for staff to learn about current workforce trends, the connections between workforce trends and postsecondary education, and training options, including career and technical education options.

    Staff development activities may include curriculum development and curriculum training programs, and activities that provide teachers and other members of site-based teams training to enhance team performance. The school district also may implement other staff development activities required by law and activities associated with professional teacher compensation models.

    Release time provided for teachers to supervise students on field trips and school activities, or independent tasks not associated with enhancing the teacher's knowledge and instructional skills, such as preparing report cards, calculating grades, or organizing classroom materials, may not be counted as staff development time that is financed with staff development reserved revenue under section 122A.61.

    Ongoing staff development activities must contribute toward continuous improvement in the achievement of the following goals:

    1. improve student achievement of state and local education standards in all areas of the curriculum, including areas of regular academic and applied and experiential learning, by using research-based best practices methods;
    2. effectively meet the needs of a diverse student population, including at-risk children, children with disabilities, English learners, and gifted children, within the regular classroom, applied and experiential learning settings, and other settings;
    3. provide an inclusive curriculum for a racially, ethnically, linguistically, and culturally diverse student population that is consistent with the state education diversity rule and the district's education diversity plan;
    4. improve staff collaboration and develop mentoring and peer-coaching programs for teachers new to the school or district;
    5. effectively teach and model violence prevention policy and curriculum that address early intervention alternatives, issues of harassment, and teach nonviolent alternatives for conflict resolution;
    6. effectively deliver digital and blended learning and curriculum and engage students with technology; and
    7. provide teachers and other members of site-based management teams with appropriate management and financial management skills.

     Per MN Statute 122A.61, The District will set aside funds for the following:

    To the extent extra funds remain, staff development revenue may be used for staff development plans, including plans for challenging instructional activities and experiences under section 122A.60, and for curriculum development and programs, other in-service education, teachers' mentoring under section 122A.70 and evaluation, teachers' workshops, teacher conferences, the cost of substitute teachers for staff development purposes, preservice and in-service education for special education professionals and paraprofessionals, and other related costs for staff development efforts. A district may annually waive the requirement to reserve their basic revenue under this section if a majority vote of the licensed teachers in the district and a majority vote of the school board agree to a resolution to waive the requirement. A district in statutory operating debt is exempt from reserving basic revenue according to this section. Districts may expend an additional amount of unreserved revenue for staff development based on their needs.

    In the event that the District is in Statutory Operating Debt, these funds may be reduced or eliminated during that period, at the recommendation of the Superintendent and approval by the Board of Education.

    Staff Development Request Process

    Meal Reimbursement 
    Employees must submit original itemized receipts with their reimbursement request. The receipt must show the amount of the expense, the date of the expense, the time of the expense, the location of the expense, and business reason for the expense. These receipts must be the original receipt identifying what was purchased and from whom.  Debit or charge card receipts are not acceptable.

    The New London-Spicer Public School District will not reimburse employees for the purchase of alcoholic beverages or for snacks. Tips may be added within the reimbursement amounts as listed here: Breakfast $15.00, Lunch $18.00, Dinner $25.00. 

    Other Assumptions
    The QCOC, as indicated above, is obligated to provide staff development funding and opportunities to teachers and paraprofessionals (upon supervisor approval) to meet the aforementioned goals. Unless directed by the Superintendent, all other requests must be directed to the employee’s supervisor. For example, coaches would send requests to the Activities Director

    Evaluations and Follow-up Activities
    All staff development requests are subject to the following:
    1. Year-end evaluation of staff development
    2. Staff development needs assessment
    3. Sharing and/or demonstration of acquired information through Staff meetings, Trainings (including staff development day “sessions”, EdCamps, etc), Staff Emails, and Principal observation.