Common use of Professional Growth Cycle Clause in Contracts

Professional Growth Cycle. The Professional Growth Rubric is designed for certified employees who are in good standing with the district. It has been developed to help district employees and administrators understand the components of effective professional practice and our district’s high expectations. Certified employees in years one through three will be evaluated on their performance not less than annually, as in accordance with SDCL 13:42:33. The Professional Growth Cycle for continuing contract certified employees, those in year 4 of employment and beyond, in good standing follows a four year cycle. A. Year One, Full Rubric - The employee will receive seven to nine walk-through visits from their administrator. Reflection questions will be asked by the evaluator, along with documented responses from the employee. Observations and conversations will center around all strands of the Professional Growth Rubric. B. Year Two, Goal Setting - Working collaboratively with the principal, the employee will set an individual goal to grow in one or more of the strands of the Professional Growth Rubric using the Goal Setting Planning Sheet. Walk-through visits (one or more) will continue. C. Year Three, Partial Rubric - The certified employee will choose two of the rubric strands to have the administrator review during the three to five walk-through visits. Reflection questions will be asked by the administrator, with documented responses from the employee. Observations and conversations will center around those specific strands of the Professional Growth Rubric. D. Year Four, Goal Setting - Working collaboratively with the principal, the employee will set an individual goal to grow in one or more of the strands of the Professional Growth Rubric using the Goal Setting Planning Sheet. Walk-through visits (one or more) will continue. A summative conference will be held at the end of each year to complete the Professional Growth Summary Page or the Goal Setting Summary Page. These pages are completed and store within Frontline. A paper copy of these pages will be placed in the employee’s personnel file. Staff will rotate through the phases of the Professional Growth Cycle in order. To balance staff among the phases, placement may be adjusted by the principal. Every employee must complete the Full Rubric at least once within every four years. Certified employees at any stage of the Professional Growth Rubric may be formally evaluated by the principal/director, including a pre-conference, scripted observation, and post-conference focused on the Lesson Design Model as requested. Certified employees who have previous educational experience will be observed at least once in the first semester with a full period/lesson observation. They will complete the Full Rubric and full period/lesson observation in year one. In year two and beyond, these employees will collaborate with their principal/director to determine placement on the Professional Growth Cycle. Certified employees new to the profession will be evaluated at least once in the first semester of both years one and two with a full period/lesson observation. Certified employees who are new to the profession will use the entire rubric for year one, strands I-IV in year two, and strands IV-VII in year three. Each of these years will be considered a Full Rubric year, with seven to nine walk-through visits. Once they have completed their third year in the district and are in good standing, these employees may move to Goal Setting. If a continuing contract certified employee demonstrates lack of skill or performance in one or more areas identified within the Professional Growth Rubric, he or she will be placed on a Professional Improvement Plan by his/her principal or director. The employee will remain on Professional Improvement Plan until the problem is remediated or non-renewal is recommended. Once remediation occurs, the employee will return to the Full Rubric of the Professional Growth Cycle. All documents, forms, and procedures within the Professional Growth Cycle will be reviewed annually upon request. Any recommended changes are subject to approval from WEA membership and the School Board. The Professional Growth Committee will consist of the following: two members of the School Board, the Superintendent or designee, two administrators selected by the District, and four employees selected by the Watertown Education Association. Variations to this structure may be mutually agreed upon by the Superintendent and the WEA President.

Professional Growth Cycle. The Professional Growth Rubric is designed for certified employees who are in good standing with the district. It has been developed to help district employees and administrators understand the components of effective professional practice and our district’s high expectations. Certified employees in years one through three will be evaluated on their performance not less than annually, as in accordance with SDCL 13:42:33. The Professional Growth Cycle for continuing contract certified employees, those in year 4 of employment and beyond, employees in good standing follows a four year cycle. A. Year One, Full Rubric - The employee will receive seven nine to nine walk-eleven walk- through visits from their administrator. Reflection questions will be asked by the evaluator, along with documented responses from the employee. Observations and conversations will center around all strands of the Professional Growth Rubric. A summative conference will be held at the end of this year to complete the Professional Growth Summary Page. This page will be placed in the employee’s personnel file. B. Year Two, Goal Setting - Working collaboratively with the principal, the employee will set an individual goal to grow in one or more of the strands component areas of the Professional Growth Rubric using the Goal Setting Planning Sheet. Walk-through visits (one or more) A summative conference will continuebe held at the end of this year to complete the Goal Setting Summary Sheet. This page will be placed in the employee’s personnel file. C. Year Three, Partial Rubric - The certified employee will choose two of the rubric strands categories to have the administrator review during the three four to five walk-six walk- through visits. Reflection questions will be asked by the administrator, with documented responses from the employee. Observations and conversations will center around those specific strands of the Professional Growth Rubric. D. Year Four, Goal Setting - Working collaboratively with the principal, the employee will set an individual goal to grow in one or more of the strands of the Professional Growth Rubric using the Goal Setting Planning Sheet. Walk-through visits (one or more) will continue. A summative conference will be held at the end of each this year to complete the Professional Growth Summary Page or the Goal Setting Summary Page. These pages are completed and store within Frontline. A paper copy of these pages This page will be placed in the employee’s personnel file. Staff will rotate through . D. Year Four, Goal Setting - Year Four is the phases of the Professional Growth Cycle in order. To balance staff among the phases, placement may be adjusted by the principal. Every employee must complete the Full Rubric at least once within every four years. Certified employees at any stage of the Professional Growth Rubric may be formally evaluated by the principal/director, including a pre-conference, scripted observation, and post-conference focused on the Lesson Design Model same as requested. Certified employees who have previous educational experience will be observed at least once in the first semester with a full period/lesson observation. They will complete the Full Rubric and full period/lesson observation in year one. In year two and beyond, these employees will collaborate with their principal/director to determine placement on the Professional Growth Cycle. Certified employees new to the profession will be evaluated at least once in the first semester of both years one and two with a full period/lesson observation. Certified employees who are new to the profession will use the entire rubric for year one, strands I-IV in year two, and strands IV-VII in year three. Each of these years will be considered a Full Rubric year, with seven to nine walk-through visits. Once they have completed their third year in the district and are in good standing, these employees may move to Goal Setting. If a continuing contract certified employee demonstrates lack of skill or performance in one or more areas identified within the Professional Growth Rubric, he or she will be placed on a Professional Improvement Plan by his/her principal or director. The employee will remain on Professional Improvement Plan until the problem is remediated or non-renewal is recommended. Once remediation occurs, the employee will return to the Full Rubric of the Professional Growth Cycle. All documents, forms, and procedures within the Professional Growth Cycle will be reviewed annually upon request. Any recommended changes are subject to approval from WEA membership and the School Board. The Professional Growth Committee will consist of the following: two members of the School Board, the Superintendent or designee, two administrators selected by the District, and four employees selected by the Watertown Education Association. Variations to this structure may be mutually agreed upon by the Superintendent and the WEA PresidentYear Two.

Professional Growth Cycle. The Professional Growth Rubric is designed for certified employees who are in good standing with the district. It has been developed to help district employees and administrators understand the components of effective professional practice and our district’s high expectations. Certified employees in years one through three will be evaluated on their performance not less than annually, as in accordance with SDCL 13:42:33. The Professional Growth Cycle for continuing contract certified employees, those in year 4 of employment and beyond, employees in good standing follows a four year cycle. A. Year One, Full Rubric - The employee will receive seven ten to nine twelve walk-through visits from their administrator. Reflection questions will be asked by the evaluator, along with documented responses from the employee. Observations and conversations will center around all strands of the Professional Growth Rubric. A summative conference will be held at the end of this year to complete the Professional Growth Summary Page. This page will be placed in the employee’s personnel file. B. Year Two, Goal Setting - Working collaboratively with the principal, the employee will set an individual goal to grow in one or more of the strands component areas of the Professional Growth Rubric using the Goal Setting Planning Sheet. Walk-through visits (one or more) A summative conference will continuebe held at the end of this year to complete the Goal Setting Summary Sheet. This page will be placed in the employee’s personnel file. C. Year Three, Partial Rubric - The certified employee will choose two of the rubric strands categories to have the administrator review during the three five to five seven walk-through visits. Reflection questions will be asked by the administrator, with documented responses from the employee. Observations and conversations will center around those specific strands of the Professional Growth Rubric. D. Year Four, Goal Setting - Working collaboratively with the principal, the employee will set an individual goal to grow in one or more of the strands of the Professional Growth Rubric using the Goal Setting Planning Sheet. Walk-through visits (one or more) will continue. A summative conference will be held at the end of each this year to complete the Professional Growth Summary Page or the Goal Setting Summary Page. These pages are completed and store within Frontline. A paper copy of these pages This page will be placed in the employee’s personnel file. D. Year Four, Goal Setting - Year Four is the same as Year Two. Staff Employees will rotate through the phases of enter the Professional Growth Cycle in order. To balance staff among the phases, placement may be adjusted by the principal. Every employee must complete the Full Rubric at least once within every four years. Certified employees at any stage different points of the Professional Growth Rubric year in order to distribute the staff as equally as possible within the four year cycle. Each year of the cycle will encompass thirteen months. Employees may agree to be formally evaluated by moved to a different year as necessary in order to balance employees across the principal/director, including a pre-conference, scripted observation, and post-conference focused on the Lesson Design Model as requestedcycle. Certified employees who have previous educational experience will complete Year One of the full Professional Growth Rubric. Through collaboration with their building principal, employees’ placement will be observed at least once determined for the second and third years in the first semester with a full period/lesson observation. They will complete the Full Rubric and full period/lesson observation in year one. In year two and beyond, these employees will collaborate with their principal/director to determine placement on the Professional Growth Cycle. Certified employees new to the profession will be evaluated at least once in the first semester of both years one and two with a full period/lesson observationdistrict. Certified employees who are new to the profession will use the entire rubric for year onethe first year, strands Icomponents A-IV in year twoD of the rubric for their second year, and strands IVcomponents D-VII in year three. Each G of these years will be considered a Full Rubric the rubric for their third year, with seven to nine walk-through visits. Once they have completed their third year in the district and are in good standing, these employees may they will move to Goal Settinggoal setting. If a continuing contract any certified employee demonstrates lack of skill or performance is no longer in one or more areas identified within good standing with the Professional Growth Rubricdistrict, he or she will be placed on a Professional Improvement Plan by his/her principal or director(PIP) will be put in place. The employee will remain stay on Professional Improvement Plan the PIP until the problem is remediated or non-renewal is recommendedremediated. Once remediation occurs, the employee will return to the Full Rubric of the Professional Growth Cycle. If the problem is not remediated, termination will occur. All documents, forms, and procedures within the Professional Growth Cycle will be reviewed annually upon request. Any recommended changes are subject to approval from WEA membership and the School Board. The Professional Growth Committee will consist of the following: two members of the School Board, the Superintendent or designee, two administrators selected by the District, and four employees selected by the Watertown Education Association. Variations to this structure may be mutually agreed upon by the Superintendent and the WEA President.