Common use of Professional Growth Plans Clause in Contracts

Professional Growth Plans. After the evaluation has been completed, teachers rated “Accomplished” shall develop a self-directed professional growth plan. Teachers who are rated “Skilled” shall jointly develop a professional growth plan with their evaluator. Teachers who are rated “Developing” shall develop a professional growth plan that is guided by their evaluator. Teachers with an overall rating of “ineffective” shall be placed on an improvement plan developed by their evaluator. If an evaluator has a concern about a teacher 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 teacher’s evaluation cycle. If there is no progress towards the added goal within a sixty (60) day period, the teacher 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 teachers within the guidelines of the annual budget appropriations. The Board will ensure that poorly performing teachers are provided professional development to improve teacher 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 teacher to improve performance to ”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 teacher. If the final report indicates the teacher meets the criteria for the professional indicators for satisfactory performance as outlined in the improvement plan, the evaluator of record will recommend that the teacher be returned to a non-improvement plan status. Failure by the Board to adhere to any timeline or condition established in this evaluation procedure, except as outlined in Section 4.01(H), shall render the evaluation, including the summative rating, void. Such errors shall automatically require re-employment of the teacher under the appropriate contract which they are otherwise eligible to receive under the Agreement and/or Ohio law unless teacher is terminated for cause under 3319.16.

Professional Growth Plans. After the evaluation has been completed, teachers rated counselors with a rating of “Accomplished” shall develop a self-directed professional growth planplan and may choose their evaluator for the evaluation cycle from a list of available evaluators supplied by the administration in compliance with this agreement. Teachers who are rated Counselors with a rating of “Skilledskilled” shall jointly develop a professional growth plan jointly with their evaluatorevaluator and shall have input into who will evaluate them from a list of available evaluators supplied by the administration in compliance with this agreement. Teachers who are rated Counselors with a rating of “Developing” shall develop a professional growth plan that is guided by their evaluator. Teachers Counselors with an overall a rating of “ineffective” shall be placed on an improvement plan developed by their evaluator. If an evaluator has a concern about a teacher 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 teachercounselor’s evaluation cycle. If there is no progress towards the added goal within a sixty (60) day period, the teacher 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 teachers counselors within the guidelines of the annual budget appropriations. The Board will ensure that poorly performing teachers counselors are provided professional development to improve teacher counselor performance. The improvement plan, as outlined in this document, details: A. Specific performance expectations, resources, 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 teacher 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 report, and meet with and provide a copy of it to the teachercounselor. If the final report indicates the teacher 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 teacher counselor be returned to a non-improvement plan status. 3. Failure by The evaluator may use a smart pen during an observation if the Board individual counselor signs off his/her permission in writing. Any recording shall be reduced to adhere to any timeline or condition established in this evaluation procedure, except as outlined in Section 4.01(H), shall render writing and destroyed not later than fifteen (15) workdays after the evaluation, including the summative rating, void. Such errors shall automatically require re-employment of the teacher under the appropriate contract which they are otherwise eligible to receive under the Agreement and/or Ohio law unless teacher is terminated for cause under 3319.16observation.