Assessment of Performance and Interventions. (g) The acts of the PAR Panel and the Consulting Teacher shall be final, subject only to appeal by a teacher through the grievance process or through the teacher’s statutory rights for review under the Public School Code.
(h) PFT members participating in the PAR Program, as Consulting Teachers or as members of the PAR Panel, shall be indemnified and held harmless by the District against any and all claims arising as a result of their actions within the scope of their duties.
5. Consulting Teacher
(a) Consulting Teachers are Fully Released Teacher Leaders selected by the PAR Panel, utilizing the criteria and selection process developed by the Design and the Implementation Teams.
(b) Consulting Teachers shall have terms of no more than six (6) years. A Consulting Teacher who has completed a term must return to the classroom for a minimum of two (2) years before reapplying to the Program.
(c) A Consulting Teacher returning to the classroom will be treated as a forced transfer and shall be eligible to select a position for which s/he is certified.
(d) Consulting Teachers shall work a ten (10) month year and day and shall receive a ten (10) month teacher salary. Consulting Teachers shall also be required to participate in professional development programs and other professional activities related to their position for up to twenty (20) days to be scheduled between August 1 and August 31 of each year, for which they will receive their daily rate of pay.
(e) Consulting Teachers will observe and review teachers who are assigned as part of their caseloads; plan and implement professional development for teachers assigned to their caseloads; make recommendations for retention to the PAR Pair for New Teachers assigned to the Consulting Teacher; and draft status reports for tenured teachers assigned to the Consulting Teacher. Consulting Teachers shall submit ongoing reports to the PAR Pair. A final status report will be submitted to the PAR Panel. Final status reports shall not be confidential.
(f) All communications between the Consulting Teacher and the participating teacher shall be completely confidential.The Consulting Teacher and the principal for each teacher in the Consulting Teacher’s caseload will communicate regarding the intensive assistance plan and the progress of the participating teacher.
Assessment of Performance and Interventions. (b) Principals will conduct one (1) formal observation for any teacher partici pating in PAR.
Assessment of Performance and Interventions. A. Individual Assessments for Professional Employees
1. Performance Review As set forth in Article XII, Section A.3, a system of performance reviews shall be developed based upon the recommendations of the Teacher Compensation Committee.
Assessment of Performance and Interventions. (e) Ratings of teaching performance shall be based upon the observations of a Principal, Assistant Principal, other rating official or recommendation of a Consulting Teacher. For teachers in a professional development year, ratings will also be based upon the teacher’s Professional Development Plan (PDP) and the implementation of the PDP.
(f) The rating officer for the school nurse shall be the Principal who shall consult with the Nurse Supervisor.
(g) With the employee’s consent, electronic devices may be used in the obser- vation and supervision of an employee and as part of work-related projects. This does not preclude, to facilitate written documentation of an observation, the use of a portable computing device, which shall not be used for video, photographic, or audio recording of a teacher.
(h) An observation may not be relied on to support an unfavorable rating of an employee unless a written statement of the observation is given to the employee within five (5) school days following the observation.
Assessment of Performance and Interventions. (e) Any teacher who has a reasonable basis for needing such assistance and/ or receives an unsatisfactory rating may request assistance from the Peer Inter- vention Program, in writing, on a form promulgated by the Panel. The Panel will review requests and promptly notify the teacher of the determination as to whether assistance will be provided in that case. Such communications will be kept completely confidential.
(f) For three (3) months following the start of the intervention period, the Principal will not evaluate or observe the participating teacher for his/her instruc- tional performance. However, no intervention process can be initiated after January 15 of any school year. Teachers participating in this process who were rated unsatisfactory in the previous school year will have their rating period extended until June 30.
(g) All communications between the intervenor and the participating teacher shall be completely confidential. As a condition of involvement in the program, all participants in the program, including the intervenor and the participating teacher, must consent to the confidentiality provisions set forth in this paragraph. The School District and the Federation agree that the intervenor, or any other person involved in the Peer Intervention Program, shall not be subpoenaed by the School District or the Federation or called to testify, produce documents or participate in any other way concerning the intervention in any proceeding involving the participating teacher, including potential subsequent proceedings under the School Code. No arbitrator, in any proceeding under the parties’ control, shall accept evidence regarding such communications.
(h) Except as otherwise herein provided, the Federation, the School District or any participating teacher may exercise any constitutional, statutory, regulatory or contractual right otherwise provided by law, regulation or contract.
(i) The School District agrees to make available on a best efforts basis, alter- native career opportunities for teachers who decide to leave the teaching profes- sion in the course of or following intervention.
(j) Administrative procedures for effectuation of these provisions will be formulated by the Panel in consultation with the School District and the Federa- tion and thereafter distributed by the Panel.
(k) These procedures relate solely to issues of competency and no other grounds of discipline.
(l) The acts of the Panel, intervenor, coordinator, Federation and ...
Assessment of Performance and Interventions. 2. PAR is a mandatory program for all New Teachers. New Teachers are teachers in their first year of employment with the School District, who are not tenured in Pennsylvania. PAR is also available to non-tenured teachers follow- ing their first year of employment on an as needed basis.
3. PAR is a mandatory program for tenured teachers who have been rated unsatisfactory in the previous school year. Participation in PAR may also be requested by a tenured teacher who believes that his/her teaching competence will benefit from PAR.
Assessment of Performance and Interventions. (b) During the phase-in, teachers who are assigned as New Teacher Coaches shall be eligible for consideration for selection as Consulting Teachers.
(c) Consulting Teachers shall have terms of no more than four (4) years. A Consulting Teacher who has completed a term must return to the classroom for a minimum of two (2) years before reapplying to the Program.
(d) A Consulting Teacher returning to the classroom will be treated as a forced transfer and shall be eligible to select a position for which s/he is certified.
(e) Consulting Teachers shall work a twelve (12) month administrative year and day and shall receive a twelve (12) month teacher salary.
(f) Consulting Teachers will observe and review teachers who are assigned as part of their caseloads; plan and implement professional development for teachers assigned to their caseloads; make recommendations for retention to the PAR Pair for New Teachers assigned to the Consulting Teacher; and draft status reports for tenured teachers assigned to the Consulting Teacher. Consulting Teachers shall submit ongoing reports to the PAR Pair. A final status report will be submitted to the PAR Panel. Final status reports shall not be confidential.
(g) All communications between the Consulting Teacher and the participating teacher shall be completely confidential.The Consulting Teacher and the principal for each teacher in the Consulting Teacher’s caseload will communicate regarding the progress of the participating teacher.
Assessment of Performance and Interventions. PAR, in writing, on a form promulgated by the Panel. The Panel will review requests for help from individual teachers. The Panel will promptly notify the teacher of the determination of whether assistance will be provided. Such com- munications will be kept completely confidential.
(c) No voluntary participation can be initiated after January 15 of any school year.
(d) The Consulting Teacher shall develop a plan to assist a participating ten- ured teacher tailored to the specific needs of that teacher and will work with the teacher directly for not more than one (1) year. The Consulting Teacher will also observe participating teachers and prepare a status report documenting their observations.
(e) Upon receipt of a Consulting Teacher’s status report, the PAR Pair shall make a retention recommendation for a tenured teacher that has completed the PAR Program to the PAR Panel. If the PAR Panel recommends dismissal the District will dismiss the teacher. This retention decision will be subject to the grievance and arbitration procedures contained in this Agreement and/or the statute and appeal provisions contained in the Public School Code.
Assessment of Performance and Interventions. (b) Principals will conduct one (1) formal observation for any teacher partici- pating in PAR.
12. Either party may opt out of the PAR Program with sixty (60) days notice.
D. Non-Professional employees
1. Newly appointed employees (exclusive of professional employees, tempo- rary professional employees, and per diem substitutes) shall serve a probation- ary period of forty-five (45) workdays from their dates of appointment. During this probationary period, an employee who has been absent for any reason (with the exception of work related injuries) on three (3) or more occasions, or has had two (2) or more occasions of unsatisfactory work performance, or has had any documented unsatisfactory incident, may be transferred or terminated at the discretion of the Superintendent and/or CEO without recourse to the grievance procedure.
2. Employees who have completed the probationary period shall have their performance evaluated as satisfactory or unsatisfactory at least every two (2) years.
3. The Administration jointly with the Federation shall develop appropriate performance assessments for such non-professional employees.
Assessment of Performance and Interventions
