Directed Improvement Plan Clause Samples
A Directed Improvement Plan clause establishes a formal process for addressing performance deficiencies or areas needing enhancement within a contractual relationship. Typically, this clause allows one party—often the client or employer—to require the other party to develop and implement a corrective action plan within a specified timeframe, detailing steps, milestones, and monitoring mechanisms. Its core practical function is to provide a structured method for resolving issues proactively, ensuring accountability and continuous improvement while minimizing the risk of contract termination or escalation.
Directed Improvement Plan. 1. The Directed Improvement Plan (“DIP”) may be implemented at any time, including at mid-year, but no later than the end of the school year in which the teacher may be deemed ineffective. A mid-year DIP represents an optional, intermediary step to provide further support prior to an end of the year DIP, if one becomes necessary.
2. The evaluator will direct the DIP. The evaluator will place the teacher on reasonable notice of the areas to address, steps for improvement, and timelines for additional observations and conferences. The evaluator will do so either via e-mail and/or in hard copy form. To the extent that a teacher has questions or concerns regarding the DIP, the teacher will timely submit the same via e-mail and/or in hard copy form.
3. At minimum, the DIP will include the following:
a. An in-person meeting to discuss the DIP; and
b. Sufficient time for the teacher to improve in relation to the performance concerns; and
c. Three additional formal observations and feedback regarding the same submitted to the teacher within six (6) working days after each observation; and
d. To the extent that the teacher disagrees with any portion of the feedback given, the teacher may submit a written response within six (6) working days. The teacher may also submit artifacts throughout the DIP, including as part of any response.
Directed Improvement Plan. 1. The Directed Improvement Plan (“DIP”) may be implemented at any time, including at mid- year, but no later than the end of the school year in which the SSP Employee may be deemed ineffective. A mid- year DIP represents an optional, intermediary step to provide further support prior to an end ofthe year DIP, if one becomes necessary.
2. The evaluator will direct the DIP. The evaluator will place the SSP Employee on reasonable notice of the areas to address, steps for improvement, and timelines for additional observations and conferences. The evaluator will do so either via e-mail and/or in hard copy form. To the extent that an SSP Employee has questions or concerns regarding the DIP, the SSP Employee will timely submit the same via e-mail and/or in hard copy form.
3. At minimum, the DIP will include the following:
a. An in-person meeting to discuss the DIP; and
b. Sufficient time for the SSP Employee to improve in relation to the performance concerns; and
c. Three additional formal observations and feedback regarding the same submitted to the SSP Employee within six (6) working days after each observation; and
d. To the extent that the SSP Employee disagrees with any portion of the feedback given, the SSP Employee may submit a written response within six (6) working days. The SSP Employee may also submit artifacts throughout the DIP, including as part of any response.
Directed Improvement Plan. 1. The Directed Improvement Plan (“DIP”) may be implemented at any time, including at mid- year, but no later than the end of the school year in which the teacher may be deemed ineffective. A mid-year DIP represents an optional, intermediary step to provide further support prior to an end of the year DIP, if one becomes necessary.
2. The evaluator will direct the DIP. The evaluator will place the teacher on reasonable notice of the areas to address, steps for improvement, and timelines for additional observations and conferences. The evaluator will do so either via e-mail and/or in hard copy form. To the extent that a teacher has questions or concerns regarding the DIP, the teacher will timely submit the same via e-mail and/or in hard copy form.
3. At minimum, the DIP will include the following: a. An in-person meeting to discuss the DIP; and
Directed Improvement Plan. If the evaluator determines that performance concerns exist, he/she will contact the Office of Human Resources to ascertain what steps will be taken to address the issue. Following collaboration with the Office of Human Resources, the evaluator may develop a Directed Improvement Plan for the principal/assistant principal. This plan will specifically address those areas of concern, and include correlating support resources and a timeline for implementation.
Directed Improvement Plan. A. The Directed Improvement Plan (“DIP”) may be implemented at any time, including at mid-year, but no later than the end of the school year in which the principal/assistant principal is deemed ineffective. A mid-year DIP represents an optional, intermediary step to provide further support prior to an end of the year rating.
B. The evaluator will direct the DIP. The evaluator will place the principal/assistant principal on reasonable notice of the areas to address, steps for improvement, resources available and timelines. To the extent that a principal/assistant principal has questions or concerns regarding the DIP, the principal/assistant principal will timely submit these via e-mail and/or in hard copy form.
C. At minimum, the DIP will include the following: Performance Evaluation Report Data Sources: Dates of Direct Observations: ADMINISTRATOR'S COMMENTS: (If more space is needed, please write on another sheet of paper and attach.)