ANNUAL PROFESSIONAL PERFORMANCE REVIEW. 6.1 The purpose of the Annual Professional Performance Review is to determine the competency of all certified and/or licensed professional personnel and to improve the quality of instruction. The APPR Plan annexed hereto as Appendix B, and Article 6, Sections 6.1 through 6.3, shall apply to all unit members who are non-classroom teachers, with the exception of Section 6.2(D), which is only applicable to probationary non-classroom teachers.
ANNUAL PROFESSIONAL PERFORMANCE REVIEW a. The parties will continue to meet to discuss observations, evaluations and teacher improvement plan procedures as required by Education Law Section 3012(c). The resolution of the issues discussed by the parties shall be in writing, be placed within the appropriate paragraphs of this collective bargaining agreement, and this writing shall constitute compliance with the requirements of Education Law Section 3012(c).
ANNUAL PROFESSIONAL PERFORMANCE REVIEW. The District and the Association agree to continue the current practice of Annual Professional Performance Review as described in the jointly developed document dated April 8, 2008. The above-referenced document shall remain in effect until such time as the Association and the District mutually agree on a successor document that complies with Commissioner’s Regulations related to Annual Professional Performance Review.
ANNUAL PROFESSIONAL PERFORMANCE REVIEW. 1. A faculty member is permitted to submit documentation throughout the year to support evidence that criteria have been met.
ANNUAL PROFESSIONAL PERFORMANCE REVIEW. 16.1 The purpose of the Annual Professional Performance Review (APPR) shall be for the improvement of the Teacher and to improve instruction. Teacher Improvement is the goal of both the Association and the Board.
ANNUAL PROFESSIONAL PERFORMANCE REVIEW. All professional staff will be evaluated annually. Teachers will be evaluated in the following eight areas:
ANNUAL PROFESSIONAL PERFORMANCE REVIEW. On April 13, 2015, Chapter 56 of the Laws of 2015 was signed into law, adding a new 3012-d to the Education Law. Education 3012-d requires all school districts and boards of cooperative Educational services to submit new APPR plans and gain the Department’s approval for such plan. The new regulations eliminated the local assessments. The point spreads were changed to 50% observation and 50% Growth Score. The points are calculated based upon an SED matrix and a HEDI rating is provided. In addition, the growth scores will be provided by SED for teachers of grades 3-8 but they will not be used to calculate a teacher’s total score through 2019. Those teachers must be provided with a back-up SLO Philosophy of Annual Professional Performance Review: It is the belief of the Valley Central professional community that all professionals have a desire to continuously improve their performance. The ultimate goal of the process, the promotion of student and professional growth, can be achieved in a climate characterized by professional trust.
ANNUAL PROFESSIONAL PERFORMANCE REVIEW. The CEA will negotiate the components of the APPR that are required by regulations to be negotiated annually.
ANNUAL PROFESSIONAL PERFORMANCE REVIEW. The District and the Association agree to continue the current practice of Annual Professional Performance Review as described in the jointly developed document dated April 8,2008. The above-referenced document shall remain in effect until such time as the Association and the District mutually agree on a successor document that complies with Commissioner’s Regulations related to Annual Professional Performance Review. TEACHER-MENTOR PROGRAM The District and the Association mutually agree to continue the practice of the Teacher Mentor Program. Should either party desire to discontinue this program, they may do so by providing notice no later than 30 days prior to the beginning of the school year. The current practice of providing a minimum of one supervisory period free from assignment to the individual(s) who are appointed by the Association President to act in the role as the Mentor coordinator will be continued. RELEASE TIME Upon arrangement between the Superintendent and the Association President, two periods per day (one class and one supervisory) or its equivalent will be provided to an officer for Association business. When practicable this time shall be scheduled in a block of time at the end of the day. It is the responsibility of the teaching unit involved (school and/or department) to arrange schedules and assignments to make time available if possible. When the Association President is on an Elementary schedule, they shall receive the equivalent amount of release time as the Association President on a secondary schedule. GUIDANCE COUNSELORS Guidance Counselors will be paid 1/200 of their salaries for each additional work day beyond the voluntary in- service days specified in the current negotiated language. In place of up to two (2) voluntary in-service days, a building administrator may request Guidance Counselors to perform guidance duties. In such cases, the guidance counselors will be paid at 1/200 of their salaries for each of these days. The current rate of pay shall be based on their salary as of July 1 of the summer in which the days are worked. The minimum number of additional days offered to each Guidance Counselor shall be: Primary: 5 days Elementary: 5 days Middle School: 15 days High School: 15 days The dates of service shall be decided upon jointly between the Guidance Counselors and their building principal. Any additional days, beyond those mentioned above, must be approved by the Superintendent of Schools.
ANNUAL PROFESSIONAL PERFORMANCE REVIEW. The District's Annual Professional Performance Review Plan and procedures as related to District Teachers has been agreed upon by the parties and is in compliance with Section 3012(c) of the Education Law, and is memorialized in a separate document.
