Professional Growth Plans i. Teachers whose performance rating indicates above expected levels of student growth will develop a professional growth plan and may choose their credentialed evaluator.
ii. Teachers whose performance rating indicates expected levels of student growth will develop a professional growth plan collaboratively with their credentialed evaluator and will have input on their evaluator for the next evaluation cycle.
Professional Growth Plans. 1. Counselors with a summative evaluation rating of Accomplished will develop a self-directed professional growth plan for the next school year.
2. Counselors with a summative evaluation rating of Skilled or Developing shall develop a professional growth plan collaboratively with their credentialed evaluator for the next school year. Counselors with a Developing rating will have their professional growth plan approved by their evaluator.
3. Professional growth plans for a school year shall be developed not later than September 1 of each school year and shall be one academic year in duration.
4. Professional growth plans shall describe the performance expectations, resources, and assistance to be provided.
Professional Growth Plans. 1. Counselors with a summative evaluation rating of Accomplished will develop a professional growth plan.
2. Counselors with a summative evaluation rating of Skilled or Developing shall develop a professional growth plan collaboratively with their credentialed evaluator. Counselors with a Developing rating will have their professional growth plan approved by their evaluator.
3. Professional growth plans for a school year shall be developed not later than September 15 of each school year and shall be one academic year in duration.
Professional Growth Plans a. Counselors with a summative evaluation rating of “Accomplished” will independently develop a professional growth plan, for the next evaluation cycle as set forth in this agreement.
b. The final summative evaluation shall be completed no later than the first (1st) day of May in the final year of the evaluation cycle, and the counselor being evaluated shall receive the final summative evaluation document not later than the tenth (10th) day of May.
c. If the Board has entered into a limited contract or extended limited contract with a counselor pursuant to section 3319.11 of the Ohio Revised Code, the evaluator shall perform a minimum of three (3) formal observations during the evaluation cycle in any school year in which the Board may wish to declare its intention not to re-employ a counselor pursuant to division (B), (C)(3), (D), or (E) of that section.
d. The Board of Education shall evaluate a counselor receiving a rating of “Accomplished” every three (3) years so long as the metric of student outcomes is, for the most recent school year for which data is available, “Skilled” or higher on the evaluation rubric.
e. The Board of Education shall evaluate a counselor receiving a rating of “Skilled” every two (2) years as long as the metric of student outcomes is, for the most recent school year for which data is available, “Skilled” or higher on the evaluation rubric.
f. In any year in which a counselor will not be formally evaluated, as a result of having previously received a rating of “Accomplished” or “Skilled”, the assigned evaluator shall conduct one (1) formal observation of the counselor, hold one (1) post-observation conference with the counselor, and at the request of the counselor hold one (1) formal observation pre- conference. The formal observation process shall be held in compliance with the provisions of this Contract.
Professional Growth Plans. Teachers who have a final rating of Accomplished shall develop a self-directed professional growth plan that focuses on the most recent evaluation (or observation if the teacher is on a less frequent evaluation cycle). Teachers who have a final rating of Skilled shall jointly-develop a professional growth plan with their credentialed evaluator that focuses on the most recent evaluation (or observation if the teacher is on a less frequent evaluation cycle). Teachers who have a final rating of Developing shall develop a professional growth plan that is guided by the assigned credentialed evaluator. Growth progress is defined as completing a/n action step(s), attaining a goal statement, and/or providing evidence on qualitative or quantitative indicators for the bargaining unit member. The credentialed evaluator, in dialogue with the teacher, shall determine whether the teacher is making progress on the professional growth plan. Failure to make adequate growth progress may result in a teacher being subjected to an off-year evaluation or being placed on an improvement plan. In a year when a teacher is being evaluated, the professional growth plan shall be developed within ten (10) workdays of the teacher’s first formal (i.e., holistic) observation; in an off- year for an Accomplished or Skilled teacher, the professional growth plan shall be developed by January 15. The professional growth plan must contain at least two (2) S.M.A.R.T. goals that identify the focus and direction for improving practice, make an impact on student learning/success, and align to the District strategic plan and/or building improvement plan.
Professional Growth Plans. After the evaluation has been completed, counselors with a rating of “Accomplished” shall develop a professional growth plan and may choose their evaluator for the evaluation cycle from a list of available evaluators supplied by the administration in compliance with this agreement. Counselors with a rating of “skilled” shall develop a professional growth plan jointly with their evaluator and shall have input into who will evaluate them from a list of available evaluators supplied by the administration in compliance with this agreement. Counselors with a rating of “Developing” shall develop a professional growth plan that is guided by their evaluator. Counselors with a rating of “ineffective” shall be placed on an improvement plan by their evaluator. If an evaluator has a concern about a counselor who is not rated ‘ineffective”, s/he may meet with the teacher to discuss the concern and add a goal to the teacher’s professional growth plan at any time during the counselor’s evaluation cycle. If there is no progress towards the added goal within a sixty (60) day period, the counselor will then be placed on an Improvement Plan.
1. The Board shall provide for the allocation of financial resources to support professional development for all counselors within the guidelines of the annual budget appropriations. The Board will ensure that poorly performing counselors are provided professional development to improve counselor performance. The improvement plan, as outlined in this document, details:
A. Specific performance expectations, resources and assistance to be provided.
B. Timelines for its completion.
C. Professional indicators documented as “Ineffective” through the formal evaluation process.
D. Reasonably sufficient time, as to allow the counselor to improve performance to a “Developing”, “Skilled” or “Accomplished” level.
2. Not later than May 10th of the school year, the evaluator of record will complete a final evaluation report, and meet with and provide a copy of it to the counselor. If the final report indicates the counselor meets the criteria for the professional indicators for satisfactory performance as outlined in the improvement plan, the evaluator of record will recommend that the counselor be returned to a non-improvement plan status.
3. The evaluator may use a smart pen during an observation if the individual counselor signs off his/her permission in writing. Any recording shall be reduced to writing and destroyed not later than fifteen (15) w...
Professional Growth Plans. 1. By September 30, teachers/counselors with a rating of accomplished or skilled will independently develop a professional growth plan.
2. By September 30, teachers/counselors with a rating of developing will collaboratively develop a professional growth plan with the assigned evaluator.
Professional Growth Plans. Prior to November 1, the teacher will be informed of the assigned evaluator and will meet with the evaluator at a goal setting conference to develop/ review the professional growth plan (PGP) for that year. This conference may occur during prior year’s summative evaluation conference. Each professional growth plan shall have 1 teacher professional SMART goal.
1. Teachers with an earned rating of Accomplished will complete a self-directed PGP. Teachers with an earned rating of Skilled will work with their evaluator to jointly complete the PGP. Teachers with an earned rating of Developing will complete a PGP that is guided by their evaluator.
2. Teachers who have received a performance rating of “Ineffective,” will be placed on an improvement plan directed by the assigned evaluator.
3. Improvement plans will contain all of the elements noted on the OTES 2.0 form. Improvement plans will contain reasonable time lines for completion, and achievable goals.
4. The Association may provide supports to teachers who receive “developing” or “ineffective” performance ratings. Supports must be pre-approved by the building principal and shall be aligned to District goals and initiatives.
5. The evaluation process shall be conducted and completed no later than May 1 and the teacher being evaluated shall receive a written report of the results of this evaluation not later than May 10.
Professional Growth Plans. Counselors with a summative evaluation rating of accomplished will independently develop a professional growth plan, for the next evaluation cycle as set forth in this agreement.
Professional Growth Plans. After the evaluation has been completed, teachers with a rating of “Accomplished”, shall develop a professional growth plan and may choose his/her evaluator for the evaluation cycle.
