Common use of Professional Improvement Plan Clause in Contracts

Professional Improvement Plan. 1. If the District anticipates nonrenewing or terminating a teacher/school counselor based on performance, the teacher/school counselor will normally first be placed on an Improvement Plan so s/he has an opportunity to remedy the performance deficiencies. Nothing herein, however, shall prevent the Board from terminating a teacher / school counselor who is not on an improvement plan. 2. Teachers//School Counselors receiving a final rating of Ineffective and/or receiving an Ineffective performance rating in any standard, will be placed on an Improvement Plan developed by the assigned credentialed evaluator. Likewise, a staff member may be placed on an Improvement Plan after a second observation if the employee is not making adequate growth progress on the employee’s professional growth plan; if this occurs, the employee may be subject to a third observation to allow the evaluator to monitor the employee’s progress on the Improvement Plan. A staff member will have input on the development of an Improvement Plan. 3. The Improvement Plan will identify: • The specific area(s) for improvement, aligned to the Ohio Standards for the Teaching Profession; • The level of performance the teacher is expected to reach; • Reasonable timeframe to correct deficiencies; and • Available resources and assistance that is available to the teacher to help the teacher improve in the identified area(s). 4. The teacher will be given at least six (6) weeks to implement a performance improvement plan. During the six (6) week period, the evaluator will meet with the teacher at least once to review progress under the plan. 5. A copy of the improvement plan will be sent to the Association President within ten (10) workdays of the employee signing the plan. 6. Nothing herein shall prevent the administration from placing an employee on an assistance plan or corrective action plan at any time for conduct that has been the subject to discipline. (See Article 4.C.14 - Disciplinary Actions)

Professional Improvement Plan. 1A Professional Improvement Plan is an assistance plan that must be developed in collaboration with the evaluator for a teacher who has a Final Holistic Rating of “Ineffective” in the Ohio Teacher Evaluation System 2.0. The Professional Improvement Plan is intended to identify specific areas for improvement of performance and for identifying guidance and support needed to help the teacher improve. Additionally, a plan of improvement may be initiated at any time during the evaluation cycle by the evaluator based on deficiencies in performance as documented by evidence collected by the evaluator. The Professional Improvement Plan may include, but not be limited to the following: specific performance expectations, resources, assistance to be provided, time lines for its completion, time, material, and human resources. A teacher will move off a Professional Improvement Plan to a Professional Growth Plan when achieving a Final Holistic Rating of “Developing” or higher, or successfully achieving the improvement targets identified in the Professional Improvement Plan. If the District anticipates nonrenewing teacher’s performance remains “Ineffective”, the administrator may reinstate the Professional Improvement Plan with additional recommendations for improvement or terminating a take necessary steps to recommend dismissal. Our students’ learning is of primary importance. Therefore, the purpose of our professional development and annual review plan for teachers is not only to provide documentation of the teacher/school counselor based on ’s performance, but also to improve teaching, to recognize each individual’s expertise, to promote personal and professional growth, to raise staff morale and to recognize and promote the teacher/school counselor will normally first be placed on an development of individual leadership and teaching styles. In the interest of continuous professional development, teachers shall annually develop either a Professional Growth Plan or a Professional Improvement Plan so s/he has an opportunity (when indicated by their evaluation) in conjunction with and the approval of their evaluator. For those teachers who are on cycle, such plans shall be discussed at the post conference following the first Holistic Observation of the school year and will be submitted to remedy the performance deficienciesevaluator for final approval within 10 school days of said post observation conference. Nothing hereinFor those teachers who are off cycle, howeverthe Professional Growth Plan conference shall occur on or before the last work day in October and submitted to the evaluator for final approval within 10 school days after said conference. Each teacher shall be evaluated yearly and according to the following: 1. Teachers with less than three (3) years of experience will be evaluated each year for the first three (3) years in Findlay City Schools, shall prevent the Board from terminating a teacher / school counselor who is not on an improvement planregardless of final summative rating. 2. Teachers//School Counselors receiving a final rating Any new teachers to Findlay City Schools with at least three (3) years of Ineffective and/or receiving an Ineffective performance rating in any standard, experience will be placed on an Improvement Plan developed by evaluated their first year in the assigned credentialed evaluator. Likewisedistrict, a staff member may be placed on an Improvement Plan after a second observation if regardless of their final summative rating from the employee is not making adequate growth progress on the employee’s professional growth plan; if this occurs, the employee may be subject to a third observation to allow the evaluator to monitor the employee’s progress on the Improvement Plan. A staff member will have input on the development of an Improvement Planprevious year. 3. The Improvement Plan Teachers moving to a different building will identify: • The specific area(s) for improvement, aligned to be evaluated the Ohio Standards for the Teaching Profession; • The level first year in their new position regardless of performance the teacher is expected to reach; • Reasonable timeframe to correct deficiencies; and • Available resources and assistance that is available to the teacher to help the teacher improve in the identified area(s)prior year final summative rating. 4. The teacher will be given at least six (6) weeks to implement a performance improvement plan. During the six (6) week period, the evaluator will meet with any school year the teacher at least once to review progress under the planis being considered for a continuing contract. 5. A copy At any other time, the teacher or his/her supervisor feels it is necessary. (May include balancing number of evaluations to be completed by a building administrator in a school year.) Each teacher will be evaluated according to the OTES 2.0 model, including the use of the improvement plan Performance Rubric. Some procedures may be slightly different than the model as determined through this agreement. For teachers who are on a full evaluation cycle, a minimum of two (2) formal observations, which includes a pre and post conference, shall be conducted to support each performance assessment unless three (3) observations are required as described below. A formal observation shall last a minimum of thirty (30) minutes. There shall be at least three (3) weeks between formal observations and a one-time waiver (for each employee per year) of this requirement shall be granted if strict compliance is impractical due to unforeseen circumstances (e.g. an unanticipated absence of an employee or evaluator). If after the second formal observation, a teacher’s performance is found deficient to the extent that adverse personnel action may result, a minimum of one additional observation shall be conducted. A mid-year check-in with the evaluator may be conducted. In addition to the two formal observations, no less than three (3) walkthroughs, with no less than one (1) walkthrough first semester, shall be conducted (by May 1st) for teachers who are being fully evaluated during the school year. A majority of walkthroughs used for evaluations shall be classroom walkthroughs. In any year in which a teacher who has not been formally evaluated (off cycle), as a result of having previously received a rating of “Accomplished” or “Skilled”, a credentialed evaluator shall conduct at least one observation followed by a post conference of the teacher. A pre-conference will be sent to held if requested by either the Association President within ten teacher or evaluator. In addition, a minimum of one (101) workdays walkthrough each semester must be completed on or before May 1st. Teachers shall receive feedback from the walkthrough observation no later than the end of the employee signing second school day following the planwalkthrough, unless a mutually agreed upon extension is warranted. The evaluation will be completed on or before May 1st and each teacher will receive a written report of the results of his/her evaluation on or before May 10th. 6. Nothing herein shall prevent the administration from placing an employee on an assistance plan or corrective action plan at any time for conduct that has been the subject to discipline. (See Article 4.C.14 - Disciplinary Actions)