Plans of Assistance. A. In order to promote fairness and continuous self-improvement, employees will be notified as soon as possible of areas of concern in performance and will be afforded the opportunity for improvement.
B. In the event of documentation other than formal evaluation of less than effective performance by an employee, the site administrator may meet with the employee to develop a plan of assistance.
C. If an employee receives an evaluation that indicates areas of ineffective performance, the site administrator shall meet with the employee to develop a plan of assistance for improvement and to ensure subsequent counseling and assistance. In developing the plan of assistance and timelines, the employee shall have the right to EASMC representation.
D. The plan of assistance shall include the following:
1. Statement of problem(s) or concern(s) related to areas ineffective performance
2. Desired improvement including specific, measurable criteria
3. Suggestions for improvement
4. Provisions for assisting the employee including responsible parties and associated timelines (such as peer coaching, additional training, assignment of a mentor, opportunities for visitation, and modeling/demonstration)
5. Timeline and criteria for monitoring employee’s future performance including an end or reevaluation date for the plan of assistance 6. Signatures of site administrator and the employee
Plans of Assistance the commencement of further observations shall take into consideration any plan of assistance and time frames under this agreement.
Plans of Assistance. A plan of assistance prepared in accordance with section 9 above or as a result of a performance/behavioral issue(s) occurring outside of the annual evaluation will contain a statement of the issues, expected improvements and timelines for the expected improvements and consequences for failure to make such improvements. The plan of assistance will be submitted and remain as part of the employee’s personnel file.
Plans of Assistance. A Plan of Assistance shall be developed, in writing, after the first less than satisfactory report. It shall include specific timelines.
Plans of Assistance. If performance deficiencies are evident, the teacher will develop, with their evaluator, a Plan of Assistance during the evaluation cycle. If there is no agreement, the evaluator has discretion to place a teacher on the Plan of Assistance based upon deficiencies in any individual component of the evaluation system.
Plans of Assistance. CLASSROOM TEACHER NONPROBATIONARY CERTIFIED PERSONNEL PLAN OF ASSISTANCE
Plans of Assistance. 1. A Professional Employee for whom a concern or problem has been identified will have the benefit of timely assistance by the administration, peers, and other experts, as well as time within employee contract dates to make progress toward improvement if Section G of this Article is not employed. The burden of improvement is always on the employee.
2. An assistance team will be appointed upon mutual consent of the Professional Employee and the administrator responsible for the Professional Employee's performance.
3. The assistance team will work with the Professional Employee involved to establish goals, objectives, and strategies for making progress, time lines, and progress indicators.
Plans of Assistance. 18.1 Any time the performance of a regular employee is deemed by their immediate supervisor to not regularly meet job standards, the employee and the supervisor shall meet to discuss the performance deficiencies. If deemed necessary by the supervisor, the employee may be placed on a written plan of assistance to address the specific performance deficiencies.
18.2 Employees who have been placed on a plan of assistance will have no less than thirty (30) calendar days in which to improve their performance, at which time an evaluation will be conducted by the supervisor to determine if they have achieved the expectations.
18.3 If the employee has successfully achieved the level of performance expected in the plan of assistance, then they will be removed from the plan of assistance after the evaluation is completed. The College shall be under no obligation to return an employee in such a situation to a plan of assistance should the employee subsequently demonstrate deficiencies that were addressed by the original plan.
18.4 A plan of assistance is mandatory if a regular employee receives an evaluation under Article 17 which shows the employee fails to meet satisfactory performance and results in the denial of a step increase.
18.5 The College shall notify the Association in a timely manner when an employee is to be placed on a plan of assistance. Such an employee is entitled to Association representation at the employee’s request.
18.6 The College may only discipline an employee as a result of a plan of assistance if there is just cause to do so as provided in Article 22.
Plans of Assistance. A. In order to promote fairness and continuous self-improvement, employees will be notified as soon as possible of areas of concern in performance and will be afforded the opportunity for improvement.
B. In the event of documentation other than formal evaluation of a less than satisfactory performance by an employee, the evaluator may meet with the employee to develop a plan of assistance.
C. If an employee receives an evaluation that indicates areas of unsatisfactory performance, the evaluator shall meet with the employee to develop a plan of assistance for improvement and to ensure subsequent counseling and assistance. In developing the plan of assistance and timelines, the employee shall have the right to SMASA representation.
D. The plan of assistance shall include the following:
a. Statement of problem(s) or concern(s) related to areas of unsatisfactory performance
b. Desired improvement including specific, measurable criteria
c. Suggestions for improvement
d. Provisions for assisting the employee including responsible parties and associated timelines (such as peer coaching, additional training, assignment of a mentor, opportunities for visitation, and modeling/demonstration)
e. Timeline and criteria for monitoring employee’s future performance including an end or reevaluation date for the plan of assistance f. Signatures of supervisor and the employee
Plans of Assistance. The District shall establish guidelines for plans of assistance to be included in the evaluation handbook and also set forth in the contract. The unit member may request Association representation at scheduled meetings in the plan of assistance. The Association will also be notified of any unit member being placed on a POA.
1. No program of assistance will be implemented until the following has occurred:
a. Employee has been notified of the concern(s), based on conversations in meetings, observation follow-up conversations, meeting summaries and/or written feedback within the evaluation process.
b. The Association has been informed in advance of the POA.
2. No program of assistance will be implemented based solely upon state standardized student test scores or other measurements of student learning.
3. No employee will be put on a Program of Assistance for Improvement for deficiencies that are exhibited solely in an area for which the unit member is not licensed.
4. At the time a teacher is placed on a Program of Assistance for Improvement, the teacher will identify any inability to meet the requirements of the plan because of inadequate supplies or books.
5. All plans will minimally include a statement of the performance concern to be remedied, specific examples of the concerns, clear expectations for performance, measurable steps to reach a successful outcome and supports such as coaching, release days for peer observation and other identified needs.
