Individual Professional Development Plan. Pre-approval form for activities
Individual Professional Development Plan. Every staff member must complete an Individual Professional Development Plan at the start of a new license cycle. This is a non-evaluation personal growth assessment. Said plan shall be presented to the LPDC.
Individual Professional Development Plan a. All Beachwood City School District employees who do not hold a permanent certificate are required to create an Individual Professional Development Plan (IPDP) using the district-approved online program. This plan should be based on the needs and identified initiatives of the individual educator, the students, the school, and the school district. The IPDP must be submitted for review by the BLT by December 1st immediately following the issuance of the current certificate/license. New employees must submit an IPDP by December 1st immediately following their first day of work. The IPDP must include the following documents an employee profile form and the specific IPDP. IPDP information is available using the district-approved online program.
b. The BLT will review all IPDPs for approval. The BLT can request that an employee rewrite and resubmit an IPDP to meet with their building representative and/or the committee if an IPDP is not approved.
Individual Professional Development Plan. 1) The Individual Professional Development Plan (IPDP) is designed for all career teachers in the district. Ideally, the IPDP and the district goals will be closely aligned. IPDPs shall be based, at minimum, on the needs of the teacher, the Iowa Teaching Standards, and the student achievement goals of the attendance center and the school district (CSIP). Staff members are responsible to develop and implement their IPDP in collaboration with their supervisor and to work collaboratively with their faculty in the implementation of the District Professional Development Plan. The IPDP design may include learning activities for one, two or three year periods.
2) Initially, staff members will develop a draft of their plan. Staff members who will be working individually or in teams will meet and collaborate with their administrator to review, refine and finalize a plan by October 1. The role of the administrator is to be satisfied that the plan addresses the building student achievement or the comprehensive school improvement plan goals.
3) Individuals will submit the Mid-Year Reflection and Update and they will meet with their administrator to review, by February 1.
4) There will be a final review of progress submitted by the individual to the administrator by April 15th each year the plan is in effect. An annual conversation with the teacher’s supervisor will be held to reflect progress on the career development plan. This should be held after the teacher has completed review of the progress. Individual Professional Development Plan Forms are available in Appendix 3.
Individual Professional Development Plan. A schedule of observations, conferences and final evaluation date. In the event of a disagreement over the Professional Development Plan and/or evaluation schedule, the unit member and the evaluator shall:
Individual Professional Development Plan. 1. Each bargaining unit member will complete an Individual Professional Development Plan (IPDP) by September 30. The plan may be modified at any time by the bargaining unit member. The plan will be approved by a building administrator and the Superintendent. A plan denied by a building administrator may be appealed to the Superintendent.
2. The Individual Professional Development Plan may include professional growth, course work, and in-services.
Individual Professional Development Plan. (PDP)
1. The Individual Professional Development Plan (PDP) shall be developed by the teaching staff member and the teaching staff member’s certified district supervisor.
2. The PDP shall be considered a living document. The employee shall have the right to modify the plans, goals, and activities listed throughout the calendar year to meet his/her emerging goals, amending the plan in collaboration with his/her immediate certified supervisor.
Individual Professional Development Plan. 1. At least once every three years, employees will make agreements with their manager on their professional development. These agreements will be set down in an individual professional development plan. In the interview cycle, attention will be devoted to progress with these agreements.
2. The individual professional development plan will in any event include agreements on:
a. the professional development activities to be undertaken in the course of the plan;
b. how these activities will contribute to fulfilling the employee’s wishes in relation to their professional development and employability and to meeting the organisation’s development goals;
c. how these professional development activities will be facilitated.
3. Employees trained up to and including secondary vocational (MBO) level will be given the opportunity to participate in a Prior Learning Recognition and Assessment (EVC) procedure. This may be repeated five years later, if necessary.
4. Employees trained up to and including secondary vocational (MBO) level 2 (basic vocational programme) are entitled to participate in a Prior Learning Recognition and Assessment (EVC) procedure. Any costs exceeding the basic, individual entitlement will be payable by the employer.
5. Employees trained to a level lower than secondary vocational (MBO) level 2 will have the opportunity to gain a starting qualification at the employer’s expense.
Individual Professional Development Plan. This will be used for teachers rated at least “Proficient” on all standards to assist the teacher in improving performance on specifically identified standards and elements.
Individual Professional Development Plan. Purpose – The Board of Education believes that the quality of education for the students of Unified School District No. 452 is enhanced when teachers receive additional schooling and training. As a result of this belief the Board has established incentives to encourage teachers. These incentives include both the opportunity to advance on the salary schedule as well as to receive reimbursement for the expenses involved in obtaining additional college hours.
