PROFESSIONAL DEVELOPMENT AND GROWTH. 1. The Board and the Local recognize the importance of encouraging the professional growth of the teaching staff by facilitating professional development, retraining, individual programs of study, and training for new programs.
PROFESSIONAL DEVELOPMENT AND GROWTH. Recognizes professional responsibilities toward growth and interpersonal relationships as an individual and as a member of the College community.
PROFESSIONAL DEVELOPMENT AND GROWTH. In the spirit of our ongoing efforts to maximize student learning, and in the interest of strengthening the College’s performance-based culture and the faculty’s ability to engage in continuous improvement, faculty are encouraged to participate in collaborative, ongoing, non-regularly scheduled reviews of their professional performance. Each academic year, excluding the year in which the faculty member is up for contract renewal, faculty shall participate in an annual performance review with their designated administrator. Each faculty member shall prepare an annual faculty narrative and meet with their designated administrator to discuss their performance and receive feedback on the narrative. In addition, faculty shall participate in collaborative, regularly scheduled comprehensive evaluations of their professional performance. The sum and substance of the comprehensive evaluation are outlined below.
PROFESSIONAL DEVELOPMENT AND GROWTH. All Administrators shall enroll annually in a minimum of six (6) hours of approved professional growth opportunities such as in-service or graduate courses, workshops or conferences. Such growth opportunities must be approved in advance by the Superintendent of Schools. Failure to furnish satisfactory proof of completion of the required (6) hours of approved professional growth opportunities shall result in a letter of warning and caution being placed in the administrator’s personnel file. In addition to the above indicated requirement for professional development, all Administrators shall be provided the opportunity to engage in professional growth goals designed to further the goals of the District. Toward that end, for each year of this agreement, and terminating thereafter for all purposes unless extended by mutual agreement of the parties through inclusion in a new or extended Agreement or extended at the sole discretion of the Superintendent of Schools following the end of this Agreement and the inception of a successor agreement, each Administrator shall submit to the Superintendent or his designee(s) an annual goal or goals. Said goal(s) shall represent rigorous initiatives in excess of the Administrator’s position responsibilities as existing or as may be reasonably presumed to be inherent to the Administrator’s position. Agreement on goal(s) shall be reached mutually between the Superintendent or his designee(s) and the Administrator prior to July 1st of each year of this Agreement for the upcoming fiscal year, or, for the first year of this Agreement, within thirty (30) days of the date of execution of this Agreement by the parties. If a goal(s) is not approved the Administrator shall be provided a written explanation as to why. If any goal(s) is not approved by the Superintendent or his designee the Administrator shall be afforded up to an additional fifteen (15) days beyond the timeframe set forth above to submit his/her goal(s); if the goal(s) re-submitted is not accepted by the Superintendent or his designee, that administrator upon his/her request may be assigned a goal to be measured under this provision. The proposed evidence to be used in order to assess attainment of the goal(s) shall be included as part of the submitted goal(s). The presentation of evidence of full and faithful completion of the agreed to goals shall be the responsibility of the administrator and shall be submitted to the Superintendent or his designee(s) by no later t...
