Permanent Teacher Intervention Sample Clauses

Permanent Teacher Intervention. 39.4.1 The Permanent Teacher Intervention Component is a cooperative effort between the Union and the District. The intervention process is an outgrowth of the Union’s and District’s desire to maintain quality performance standards for the teaching staff and to comply with state funding incentives. 39.4.1.1 Program participation is defined in Section 39.1.1 39.4.1.2 It shall be the obligation of the Panel to report the results of this intervention to the District Superintendent and to the Board of Education. 39.4.1.3 The written documentation in the final review shall become a part of the permanent teacher’s personnel file. 39.4.2 The primary focus of the Program is to provide assistance and renew quality teaching. 39.4.3 Assistance and remedial efforts and activities shall be intense and multifaceted. 39.4.3.1 To initiate the intervention process following a referral, a conference shall be held. The conference shall involve the Intervention Teacher, the teacher’s evaluator, and the assigned Peer Coach. 39.4.3.2 The permanent teacher has the right to request Union representation, as per Section 16.3. 39.4.4 Peer Coaches and the PAR Panel shall have primary responsibility in the assistance and review of Intervention Teachers to whom they are assigned. 39.4.5 The Permanent Teacher Intervention Component shall be responsible for the review of teachers so assigned. Said review shall be based upon the permanent teacher’s adherence to the teaching standards adopted by the Union and District. 39.4.6 The principal shall have responsibility for reporting to the Intervention Teacher and to the PAR Panel the teacher’s performance as it relates to the school as a whole (e.g. compliance with duty schedules, punctuality, Standard 6 of the San Francisco Teaching Standards, etc.). 39.4.7 The responsibilities of the site administrator are specified in the Attachment to the Letter of Transmittal (See Archive #4).
Sample 1Sample 2Sample 3See All (6)
AutoNDA by SimpleDocs
Permanent Teacher Intervention. 13.4.1 The purpose of this PAR Program is to assist and offer remediation to permanent teachers whose performance has been evaluated as "unsatisfactory" in one or more of the California Standards for the Teaching Profession by the principal, or who are otherwise assigned or volunteer to participate in the PAR Program to achieve a ''proficient" level of performance consistent with the Standards. In addition, it shall be the obligation of the Panel to report the results of this intervention to the Board of Education of the school district. The written documentation in the evaluation report shall become a part of the permanent teacher's personnel file. 13.4.2 The prime focus of this PAR Program is to provide assistance and renew quality teaching.
Sample 1Sample 2Sample 3See All (5)
Permanent Teacher Intervention. A. The purpose of this Program is to assist and offer remediation to permanent teachers whose performance has been evaluated as "Does Not Meet Standards" in one or more of the California Standards for the Teaching Profession by the prime evaluator. In addition, it shall be the obligation of the Panel to report the results of this intervention to the Board of Education of the school district. The written documentation in the evaluation report shall become a part of the permanent teacher’s personnel file. Voluntary referrals do not get reported to the Board of Education, nor does the written documentation become a part of the personnel file.
Sample 1
Permanent Teacher Intervention. 1.4.1 The purpose of this Program is to assist and offer remediation to permanent teachers whose performance has been evaluated as “unsatisfactory” in subject matter knowledge and/or teaching strategies of two (2) or more of the California Standards 1-5 for the Teaching Profession by the principal. In addition, it shall be the obligation of the Panel to report the results of this intervention to the Board of Education of the school district. The written documentation shall become a part of the permanent teacher’s personnel file at the request of the teacher. 1.4.1.1 The District shall select one (1) standard in which all teachers will be evaluated. The principal shall select one (1) standard and the teacher shall select one (1) standard. 1.4.2 This Program shall be limited to addressing those areas of performance set forth in the evaluation document listed as “unsatisfactory” encompassed in the areas of subject matter knowledge, teaching strategies, or both. 1.4.3 Assistance provided by the consulting teachers shall focus on the specific areas recommended for improvement by the participating teachers’ evaluator based upon the unsatisfactory rating or ratings in the performance evaluation that resulted in the referral to the PAR Program. 1.4.4 Assistance and remedial efforts and activities shall be intense and multifaceted, and shall be preceded by a conference in the spring of the year when the teacher received the “unsatisfactory” evaluation. The conference shall involve the teacher being referred, the evaluator who evaluated the teacher and the consulting teacher to begin the development of an Individual Assistance Plan. If the permanent teacher so desires, the Association shall provide representation during this meeting. 1.4.5 The assistance shall be provided by peer coaches under this Article and shall be closely monitored by the PAR Panel. 1.4.6 The course of assistance shall include one or more of the following: 1.4.6.1 Multiple classroom observations by the consulting teacher; 1.4.6.2 Assistance specific to the area of subject matter knowledge and/or teaching strategies which has been evaluated to be “unsatisfactory”, or other areas identified by the consulting teacher and referred teacher that may impact subject matter knowledge and/or teaching strategies. 1.4.6.3 Opportunities for the teacher receiving assistance to observe exemplary practice, either by the consulting teacher or other exemplary teachers; 1.4.6.4 District-provided professional deve...
Sample 1
Permanent Teacher Intervention. A. The purpose of this Program is to assist and offer remediation to permanent teachers whose performance has been evaluated as ?Does Not Meet Standards” in one or more of the California Standards for the Teaching Profession by the prime evaluator. In addition, it shall be the obligation of the Panel to report the results of this intervention to the Board of Education of the school district. The written documentation in the evaluation report shall become a part of the permanent teacher’s personnel file. Voluntary referrals do not get reported to the Board of Education, nor does the written documentation become a part of the personnel file. B. The prime focus of this Program is to provide assistance and renew quality teaching. C. Assistance and remedial efforts and activities shall be intense and multifaceted and shall be preceded by a conference in the year when the teacher receives the ?Does Not Meet Standards” rating. The conference shall involve the teacher being referred, the evaluator who evaluated the teacher, and the assigned consulting teacher to begin the development of a Teacher Development Plan. If the permanent teacher so desires, FTA shall provide representation in this meeting. D. During the period of assistance, the permanent teacher’s evaluation shall be the joint responsibility of the consulting teacher and the Panel. It is the intent of the parties that this process serve as the sole evaluation process for the permanent teacher and that it be based on the permanent teacher’s adherence to the identified California Standard(s) for the Teaching Profession in which the unit member has been rated as “Does Not Meet Standards” and the evaluation procedures set forth in this article. E. The assistance shall be provided by the peer consulting teachers under this article and shall be closely monitored by this Program’s governing Panel. F. Communication and consultation with the principal shall be ongoing. G. Nothing in this article precludes the principal or District from doing informal observations nor from notifying the teacher verbally and/or in writing regarding incidents or events related to the teacher’s fulfillment of his/her professional obligations. 1) Should the principal deem it necessary to communicate with a teacher in this intervention program in a manner that relates to progressive discipline, i.e., letter of warning, reprimand, etc., he/she may copy the consulting teacher who shall report the same to the Panel. H. The consulting tea...
Sample 1

Related to Permanent Teacher Intervention

  • Program Management 1.1.01 Implement and operate an Immunization Program as a Responsible Entity 1.1.02 Identify at least one individual to act as the program contact in the following areas: 1. Immunization Program Manager;

  • Project Management Plan 3.2.1 Developer is responsible for all quality assurance and quality control activities necessary to manage the Work, including the Utility Adjustment Work. Developer shall undertake all aspects of quality assurance and quality control for the Project and Work in accordance with the approved Project Management Plan, Good Industry Practice and applicable Law. 3.2.2 Developer shall develop the Project Management Plan and its component parts, plans and other documentation in accordance with the requirements set forth in Section 1.5.2.5

  • Program Manager Owner may designate a Program Manager to administer the Project and this Contract. In lieu of a Program Manager, Design Professional may be designated to perform the role of Program Manager. The Program Manager may also be designated as the Owner’s Representative, and if no Owner’s Representative is designated, the Program Manager shall be the Owner’s Representative.

  • Disease Management If you have a chronic condition such as asthma, coronary heart disease, diabetes, congestive heart failure, and/or chronic obstructive pulmonary disease, we’re here to help. Our tools and information can help you manage your condition and improve your health. You may also be eligible to receive help through our care coordination program. This voluntary program is available at no additional cost you. To learn more about disease management, please call (000) 000-0000 or 0-000-000-0000. Our entire contract with you consists of this agreement and our contract with your employer. Your ID card will identify you as a member when you receive the healthcare services covered under this agreement. By presenting your ID card to receive covered healthcare services, you are agreeing to abide by the rules and obligations of this agreement. Your eligibility for benefits is determined under the provisions of this agreement. Your right to appeal and take action is described in Appeals in Section 5. This agreement describes the benefits, exclusions, conditions and limitations provided under your plan. It shall be construed under and shall be governed by the applicable laws and regulations of the State of Rhode Island and federal law as amended from time to time. It replaces any agreement previously issued to you. If this agreement changes, an amendment or new agreement will be provided.

  • Clinical Management for Behavioral Health Services (CMBHS) System 1. request access to CMBHS via the CMBHS Helpline at (000) 000-0000. 2. use the CMBHS time frames specified by System Agency. 3. use System Agency-specified functionality of the CMBHS in its entirety. 4. submit all bills and reports to System Agency through the CMBHS, unless otherwise instructed.

  • Student Teachers A. The term "student teacher" as used hereinafter shall refer to student teachers, intern teachers and all other such programs. Agreement to become a supervising teacher of a student teacher shall be strictly voluntary and is recognized not to result in such bargaining unit members becoming supervisors within the meaning of the Public Employment Relations Act (PERA). Probationary teachers are prohibited from accepting student teachers. B. It is expressly agreed that the Association may refuse to permit a bargaining unit member from supervising or directing the activities of a student teacher in the event: 1. The student teacher would displace instructional aides, para- professionals, or other current employees then employed. 2. The use of such student teacher would be used by the Employer as a basis for not hiring additional bargaining unit personnel. C. The Board shall disclose all terms of any agreement between it and any student placing institution. The terms and conditions of placement of student teachers shall be consistent with this agreement, unless otherwise agreed to by the Association. D. The supervising teacher shall have the right to accept an honorarium or other such token of appreciation as may be offered by the student/intern placing institution. E. Prior to acceptance of a student teacher, there shall be a meeting between the teacher, prospective student teacher, principal, president of the Association or an executive committee member of the Association. Following this interview, the teacher shall then have the right to accept or reject the student teacher. F. Any terms or conditions of this section not previously specified in this agreement shall be negotiated between the Board and the Association prior to implementation of future programs.

  • Labour Management Committee (a) Where the parties mutually agree that there are matters of mutual concern and interest that would be beneficial if discussed at a Labour Management Committee Meeting during the term of this Agreement, the following shall apply. (b) An equal number of representatives of each party as mutually agreed shall meet at a time and place mutually satisfactory. A request for a meeting hereunder will be made in writing prior to the date proposed and accompanied by an agenda of matters proposed to be discussed, which shall not include matters that are properly the subject of grievance or negotiations for the amendment or renewal of this agreement. Any representative(s) attending such meetings during their regularly scheduled hours of work shall not lose regular earnings as a result of such attendance. (c) It is agreed that the topic of a rehabilitation program for drug and alcohol abuse is an appropriate topic for the Labour-Management Committee. It is also agreed that the topic of the utilization of full-time and part-time staff is an appropriate topic for the Labour-Management Committee. The committee shall have access to work schedules and job postings upon request. (d) It is understood that joint meetings with other Labour-Management Committees in the Hospital may be scheduled concerning issues of mutual interest if satisfactory to all concerned. (e) Where two or more agreements exist between a Hospital and CUPE the Committee may be a joint one representing employees under both agreements, unless otherwise agreed.

  • Redeployment Committee At each Hospital a Redeployment Committee will be established not later than two (2) weeks after the notice referred to in 9.08 and will meet thereafter as frequently as is necessary.

  • Program Monitoring The Contractor will make all records and documents required under this Agreement as outlined here, in OEC Policies and NHECC Policies available to the SRO or its designee, the SR Fiscal Officer or their designee and the OEC. Scheduled monitoring visits will take place twice a year. The SRO and OEC reserve the right to make unannounced visits.

  • Mentor Teachers A. A Mentor Teacher shall be defined as a Master Teacher as identified in Section 1526 of the School Code and shall perform the duties of a Master Teacher as specified in the School Code and State Administrative Rules and Regulations. B. Each bargaining unit member in his/her first three (3) years in the classroom shall be assigned one or more Mentor Teacher(s) by the Administration. The Mentor Teacher shall be available to provide professional support, instruction and guidance. The purpose of the mentor assignment is to provide a peer who can offer assistance, resources and information in a collegial fashion. C. A Mentor Teacher shall be assigned in accordance with the following: 1. Participation as a Mentor Teacher shall be voluntary. 2. The Mentor Teacher assignment shall be for one (1) academic year subject to review. The appointment may be renewed in succeeding academic years. 3. Should either the Mentor Teacher or the Mentee present cause to dissolve the relationship, the administration will meet with the Mentor Teacher and the Mentee to determine an appropriate course of action. D. Upon request, the Administration may provide release time so the Mentor may work with the Mentee in his/her assignment during the regular work day. E. Mentees who are new to the profession shall be provided with a minimum of fifteen (15) days of professional development instruction during their first three (3) years of classroom teaching. F. Performance responsibilities of a Mentor Teacher may include but not be limited to: Work to establish a relationship with Mentee based on mutual trust, respect and collegiality; provide encouragement, support, guidance and feedback when needed; help Mentee feel welcome; take part in training to enhance teaching and mentoring skills; complete periodic evaluations of Mentor-Mentee program, as requested; contact mentees, minimally once a week, for formal or informal meetings; help Mentee learn about resources, procedures, curriculum, students' needs, building and district policies, regulations and schedules; promote a smooth transition between teacher training and the actual classroom setting; facilitate three-way conferences involving the Mentor, Mentee and Principal; provide opportunities for Mentee to observe the Mentor and other teachers; share new and alternative materials, methods and resources with Mentee; observe Mentee's teaching in a classroom setting; conduct pre and post observation conferences; and assist Mentee with goal setting.

Draft better contracts in just 5 minutes Get the weekly Law Insider newsletter packed with expert videos, webinars, ebooks, and more!