Evaluation Plan II: Permanent Staff Sample Clauses

Evaluation Plan II: Permanent Staff. 15.2.2.1 Permanent teachers who show consistent growth toward Teaching Standards and satisfactory performance in Ed Code areas may select either Plan A or Plan B. The teacher must obtain approval of the administrator to participate in Plan B. 15.2.2.1.1 All permanent teachers will have a formal evaluation (written summary evaluation) every other year except when: • The teacher has been teaching 10 or more years for the Mill Valley School District and has shown consistent growth in the Teaching Standards and satisfactory performance in the Ed Code areas. They will be evaluated every five years; • the administrator determines that a teacher will have a formal evaluation for a second consecutive year; • the teacher does not show consistent growth toward the Teaching Standards and satisfactory performance in the Ed Code areas and a Support Plan (Pan III) is implemented; • the teacher does not show consistent growth toward the Teaching Standards and satisfactory performance in the Ed Code areas or has been given an Unsatisfactory Rating and Plan IV (Permanent Staff Unsatisfactory) is implemented. • Option for additional evaluation: • If unit member is granted a leave of absence for one semester or longer, • If unit member moves to another grade level or assignment; • If principal is new to the school; • By teacher or administrator request; A Unit member may request an additional administrator to be present at a formal observation and administrator will provide written feedback to both originating administrator and unit member. Selection of administrator will be determined by the Superintendent.
Sample 1Sample 2
Evaluation Plan II: Permanent Staff. 15.2.3.1 Permanent teachers who show consistent growth toward Teaching Standards and satisfactory performance in Education Code areas may select either Plan A or Plan B. The teacher must obtain approval of the administrator to participate in Plan B. 15.2.3.1.1 All permanent teachers will have a formal evaluation (written summary evaluation) every other year except when:  the administrator determines that a teacher will have a formal evaluation for a second consecutive year;  the teacher is participating in a multi- year professional development plan (Plan II B);  the teacher does not show consistent growth toward the Teaching Standards and a Support Plan (Pan III) is implemented;  the teacher does not show consistent growth toward the Teaching Standards or has been given an Unsatisfactory Rating and Plan IV (Permanent Staff Unsatisfactory) is implemented.  Option for annual evaluation:  If unit member is granted a leave of absence for one semester or longer, the evaluation shall take place during the first year of return to duty;  If principal is new to the school;  By teacher or administrator request;  Unit member may request an evaluation by an additional administrator.
Sample 1

Related to Evaluation Plan II: Permanent Staff

  • Permanent Status ‌ An employee will attain permanent status in a job classification upon their successful completion of a probationary, trial service or transition review period.

  • Staffing Plan The Board and the Association agree that optimum class size is an important aspect of the effective educational program. The Polk County School Staffing Plan shall be constructed each year according to the procedures set forth in Board Policy and, upon adoption, shall become Board Policy.

  • Permanent Layoff The calculation in determining the six (6) month duration of eligibility for an Employer contribution begins on the date the employee is permanently laid off or accepts an appointment in lieu of layoff without a break in service with a lesser employer- paid insurance contribution than the employee was receiving in the appointment from which the layoff occurred and is no longer actively employed in the appointment from which the layoff occurred.

  • Permanent Employees The allocations outlined in paragraphs b) and c) above will be provided on the first day of each fiscal year, or the first day of employment, subject to the exceptions below: Where a permanent Employee is accessing sick leave and/or the short-term disability plan in a fiscal year and the absence continues into the following fiscal year for the same medical condition, the permanent Employee will continue to access any unused sick leave days or short-term disability days from the previous fiscal year’s allocation. A new allocation will not be provided to the permanent Employee until s/he has returned to work and completed eleven (11) consecutive working days at their regular working hours. The permanent Employee’s new sick leave allocation will be eleven (11) days at 100% wages. The permanent Employee will also be allocated one hundred and twenty (120) short term disability days payable at ninety percent (90%) of regular salary reduced by any paid sick days already taken in the current fiscal year. If a permanent Employee is absent on his/her last regularly scheduled work day and the first regularly scheduled work day of the following year for unrelated reasons, the allocation outlined above will be provided on the first day of the fiscal year, provided the employee submits medical documentation to support the absence, in accordance with paragraph (h).

  • Performance Improvement Plan timely and accurate completion of key actions due within the reporting period 100 percent The Supplier will design and develop an improvement plan and agree milestones and deliverables with the Authority 3.2 The Authority may from time to time make changes to the KPIs measured as set out in paragraph 3.1 above and shall issue a replacement version to the Supplier. The Authority shall give notice In Writing of any such change to the KPIs measured and shall specify the date from which the replacement KPIs must be used for future reports. Such date shall be at least thirty (30) calendar days following the date of the notice to the Supplier.

  • Alignment with Modernization Foundational Programs and Foundational Capabilities The activities and services that the LPHA has agreed to deliver under this Program Element align with Foundational Programs and Foundational Capabilities and the public health accountability metrics (if applicable), as follows (see Oregon’s Public Health Modernization Manual, (xxxx://xxx.xxxxxx.xxx/oha/PH/ABOUT/TASKFORCE/Documents/public_health_modernization_man ual.pdf): a. Foundational Programs and Capabilities (As specified in Public Health Modernization Manual) b. The work in this Program Element helps Oregon’s governmental public health system achieve the following Public Health Accountability Metric, Health Outcome Measure: c. The work in this Program Element helps Oregon’s governmental public health system achieve the following Public Health Accountability Metric, Local Public Health Process Measure:

  • Special Parental Allowance for Totally Disabled Employees (a) An employee who: (i) fails to satisfy the eligibility requirement specified in subparagraph 17.05(a)(ii) solely because a concurrent entitlement to benefits under the Disability Insurance (DI) Plan, the Long-term Disability (LTD) Insurance portion of the Public Service Management Insurance Plan (PSMIP) or via the Government Employees Compensation Act prevents the employee from receiving Employment Insurance or Québec Parental Insurance Plan benefits, and (ii) has satisfied all of the other eligibility criteria specified in paragraph 17.05(a), other than those specified in sections (A) and (B) of subparagraph 17.05(a)(iii), shall be paid, in respect of each week of benefits under the parental allowance not received for the reason described in subparagraph (i), the difference between ninety-three per cent (93%) of the employee's rate of pay and the gross amount of his or her weekly disability benefit under the DI Plan, the LTD Plan or via the Government Employees Compensation Act. (b) An employee shall be paid an allowance under this clause and under clause 17.05 for a combined period of no more than the number of weeks during which the employee would have been eligible for parental, paternity or adoption benefits under the Employment Insurance or Québec Parental Insurance Plan, had the employee not been disqualified from Employment Insurance or Québec Parental Insurance Plan benefits for the reasons described in subparagraph (a)(i).

  • EMPLOYEE PERFORMANCE REVIEW AND EMPLOYEE FILES 19.01 (a) When a formal assessment of an employee’s performance is made, the employee concerned must be given an opportunity to discuss and then sign the assessment form in question upon its completion to indicate that its contents have been read. A copy of the assessment form will be provided to the employee at that time. An employee’s signature on his or her assessment form will be considered to be an indication only that its contents have been read and shall not indicate the employee’s concurrence with the statements contained on the form.

  • Transition Plan In the event of termination by the LHIN pursuant to this section, the LHIN and the HSP will develop a Transition Plan. The HSP agrees that it will take all actions, and provide all information, required by the LHIN to facilitate the transition of the HSP’s clients.

  • Replacement of Key Personnel The Engineer must notify the State in writing as soon as possible, but no later than three business days after a project manager or other key personnel is removed from association with this contract, giving the reason for removal.

Most Referenced Clauses

Most Referenced Definitions