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.
2. A Joint Professional Growth Committee comprised of two Local members (one of whom shall be the Professional Development Chairperson), two Board Members and the Superintendent or designate as Chairperson will oversee, plan and administer a jointly developed policy to encourage Professional Growth of the teaching staff. The Committee will meet on a regular basis in October, January, April, and otherwise as required.
3. A joint School Board and Local fund shall be established for the purpose of funding Professional Development and Professional Growth. The fund shall be based on a Board contribution equivalent to 110 per cent of Category 5 Step 7 of the Teachers’ Salary Scale from the previous school year and the Local shall pay in two installments (October 1 and March 1) a total amount equal to 11.5 per cent of the Board’s contribution. The fund shall be divided into two accounts: 50 per cent to be used for Professional Development with the total Local contribution assigned to this account; and 50 per cent to be used for educational leave, retraining, or other Professional Growth purposes. Any surpluses remaining in the fund accounts shall be maintained in the accounts for future use.
a. The first $8,000 of Teacher Teaching on Call costs for those teachers granted Professional Development Leave of Absence shall be borne by the Board. The Board and Local shall contribute an additional $3,000 each into this fund.
b. The Board shall contribute $2,000 to assist in defraying costs incurred by the Professional Development Committee in administering the Professional Development Fund.
4. The Professional Development Account as established by the Board and the Local shall be controlled and administered by the Professional Development Committee according to the policies of the Local. The Committee is an autonomous committee composed of the Professional Development Chairperson as Chairperson, the Superintendent or designate, a School Trustee, and three additional representatives of the Local. This committee will meet on a regular basis in October, January, April, and as required.
a. The Professional Development Account will not be required to finance curriculum implementation in the District.
5. All long-term Professional Growth activities, us...
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.
1. The comprehensive evaluation shall be conducted during the academic year in which the faculty member is up for contract renewal.
2. Comprehensive evaluations of faculty members shall include, but not be limited to, a class administrative evaluation, a review of teaching materials, an Evaluation Conference, comprehensive faculty narrative, student evaluations, and a Final Evaluation Report.
3. Each faculty member shall participate in a comprehensive evaluation of performance conducted by the designated administrator utilizing:
a. Comprehensive Faculty narrative (form available on the portal).
b. Class administrative evaluation c. Student evaluations
PROFESSIONAL DEVELOPMENT AND GROWTH. Recognizes professional responsibilities toward growth and interpersonal relationships as an individual and as a member of the College community.
a. Engages in professional development activities to maintain and improve subject matter and instructional skills.
b. Establishes and maintains positive professional working relationships.
c. Communicates effectively with colleagues and administration.
d. Advises supervisor on needs and problems and recommends solutions.
e. Develops goals and objectives that support personal development and direction of the Department and College.
PROFESSIONAL DEVELOPMENT AND GROWTH. Recognizes professional responsibilities toward growth and interpersonal relationships as an individual and as a member of the college community.
a. Engages in professional development activities to maintain and improve subject matter and instructional skills.
b. Establishes and maintains positive professional working relationships.
c. Communicates effectively with colleagues and administration.
d. Advises supervisor on needs and problems and recommends solutions.
e. Develops goals and objectives that support personal development and direction of the department and College. 1304 1305 1306 1307 1308 1309 1310 1311 1312 1313 1314 1315 1316 1317 1318 1319 1320 1321 1322 1323 1324 1325 1326 1327 1328 1329 1330 1331 1332 1333 1334 1335 1336 1337 1338 1339 1340 1341 1342 1343 1344 1345 1346 1347 1348 1349 1350 1351
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...
