Common use of Teacher Assistance Program Clause in Contracts

Teacher Assistance Program. (continued) 1) If a principal has concerns about a tenured teacher’s instructional job performance, she/he will conduct a classroom observation and evaluation using the Standards of Effective Teaching. 2) The principal will meet with the teacher to discuss the evaluation and point out areas in which the teacher is not meeting standard. If the teacher’s overall job performance is below standard, the principal and teacher will develop a written plan, entitled “Level One Improvement Plan.” This plan will specify what the teacher is expected to do by what dates. This plan will also identify resources (mentors, classes, feedback, modeling, Employee Assistance, etc.) to help the teacher improve job performance. The teacher has the right to union representation at this meeting. 3) On or about the time specified in the above plan, the principal will conduct a second evaluation using the Standards of Effective Teaching. If the teacher’s overall job performance continues to be below standard, a Level Two Improvement Plan will be developed. 4) The principal will draft a Level Two Improvement Plan and set a meeting with the teacher. The teacher has the right to union representation at this meeting. The purpose of the meeting is to finalize the Level Two Improvement Plan. If the teacher is participating in the Peer Assistance and Review program, the teacher may choose not to attend this post observation conference. 5) The Level Two Improvement Plan may utilize many of the same resources, but will be notification to the teacher that job performance must improve if the teacher is to retain employment with the District. A copy of the Level Two Improvement Plan will be sent to the principal’s supervisor and the teacher’s personnel file. 6) On or about the date specified in the Level Two Improvement Plan, the principal will conduct a third evaluation, based on the Standards of Effective Teaching. The principal will make a recommendation to the principal’s supervisor based on this evaluation. 7) The principal’s supervisor will review the data pertaining to the recommendation, and will then make a recommendation to the Superintendent to support or reject the principal’s recommendation. “Below Standard” A teacher’s overall performance must Meet or Exceed Standards as of June 1 or risk losing a step advancement or longevity stipend. The principal must also be “on track” in providing support and monitoring the improvement plan. “On track” means following the actions and adhering to the timelines outlined in the improvement plan. A teacher whose overall performance is designated as Below Standards by June 1 will not receive a step advancement or longevity stipend. If the principal is not on track, a step increment or longevity stipend cannot be withheld. If the teacher’s employment continues and her/his overall performance evaluation designates that she/he has improved overall performance and Meets or Exceeds Standards within the following school year, she/he will receive the step or longevity stipend retroactive to the beginning of the school year. Placement on an improvement plan is not grievable; however, a teacher may appeal the components or timelines of an improvement plan to his/her principal’s supervisor. If a step advancement or longevity stipend is withheld beyond twelve months, the employee may utilize the grievance procedure to seek reinstatement of the step.

Teacher Assistance Program. (continued)A. All beginning teachers shall be assigned a mentor who will provide a source of continuing and sustained support in and outside the classroom. The program shall provide: 1) If a principal has concerns about a tenured . Release time for the mentor and the beginning teacher’s instructional job performance, she/he will conduct a classroom observation and evaluation using the Standards of Effective Teaching. 2) The principal will meet with the teacher to discuss the evaluation . Workshops for training mentors and point out areas in which the teacher is not meeting standard. If the teacher’s overall job performance is below standard, the principal and teacher will develop a written plan, entitled “Level One Improvement Plan.” This plan will specify what the teacher is expected to do by what dates. This plan will also identify resources (mentors, classes, feedback, modeling, Employee Assistance, etc.) to help the teacher improve job performance. The teacher has the right to union representation at this meetingbeginning teachers. 3) On or about . Opportunities for the time specified mentor and beginning teacher to jointly observe and evaluate teaching situations, and to give mentor teachers opportunities to observe and assist the beginning teachers in the above plan, the principal will conduct a second evaluation using the Standards of Effective Teaching. If the teacher’s overall job performance continues to be below standard, a Level Two Improvement Plan will be developedclassroom. 4) The principal will draft B. Mentor teachers shall not be involved in evaluations of their beginning teacher conducted pursuant to RCW 28A.405.100. C. Mentor teachers cannot be called by either party to testify in a Level Two Improvement Plan dismissal or disciplinary process for a beginning teacher. D. Mentor teachers shall periodically inform their principals respecting the contents of training sessions and set a meeting other program activities but shall not reveal contents of discussions with the beginning teacher or comment on the beginning teacher's performances. X. Xxxxxx teacher selection shall be as follows 1. The teacher has the right to union representation at this meeting. The purpose of the meeting is to finalize the Level Two Improvement Plan. If the teacher is participating in the Peer Assistance and Review programTo be nominated for mentor, the teacher may choose not to attend this post observation conferencemust meet these criteria: a. The teacher shall be a superior teacher based upon his or her evaluations; and b. The teacher shall hold a valid continuing or standard Washington teaching certificate. 5c. The teacher must be willing to serve as a mentor. 2. The BIT shall work with the beginning teachers in their respective buildings to identify mentor nominees who can work comfortably with those teachers and who possess appropriate skills and knowledge. 3. The beginning teacher and the BIT shall submit the nominee(s) The Level Two Improvement Plan may utilize many to the principal for approval. F. Upon approval, the mentor and beginning teacher shall meet to set goals and timelines. Principals shall approve the plans, observations, and workshops of the same resources, but will be notification mentor and beginning teacher. G. Funding for the Teacher Assistance Program is subject to the provisions of state law with these additions: Mentor and beginning teacher that job performance must improve if individual staff development funds may be part of this program. H. Employees are required to report child abuse to CPS and building administrator. The District will hold employees harmless when reporting alleged child abuse I. In the teacher is to retain employment with absence of an administer, an employee will not be held accountable or made responsible for the District. A copy administration of the Level Two Improvement Plan will be sent to building unless an agreement between the principal’s supervisor staff and the teacher’s personnel filebuilding principal was made. 6) On or about the date specified in the Level Two Improvement Plan, the principal will conduct a third evaluation, based on the Standards of Effective Teaching. The principal will make a recommendation to the principal’s supervisor based on this evaluation. 7) The principal’s supervisor will review the data pertaining to the recommendation, and will then make a recommendation to the Superintendent to support or reject the principal’s recommendation. “Below Standard” A teacher’s overall performance must Meet or Exceed Standards as of June 1 or risk losing a step advancement or longevity stipend. The principal must also be “on track” in providing support and monitoring the improvement plan. “On track” means following the actions and adhering to the timelines outlined in the improvement plan. A teacher whose overall performance is designated as Below Standards by June 1 will not receive a step advancement or longevity stipend. If the principal is not on track, a step increment or longevity stipend cannot be withheld. If the teacher’s employment continues and her/his overall performance evaluation designates that she/he has improved overall performance and Meets or Exceeds Standards within the following school year, she/he will receive the step or longevity stipend retroactive to the beginning of the school year. Placement on an improvement plan is not grievable; however, a teacher may appeal the components or timelines of an improvement plan to his/her principal’s supervisor. If a step advancement or longevity stipend is withheld beyond twelve months, the employee may utilize the grievance procedure to seek reinstatement of the step.

Teacher Assistance Program. (continued) 1) If a principal has concerns about a tenured teacher’s instructional job performance, she/he will conduct a classroom observation and evaluation using the Standards of Effective Teaching. 2) The principal will meet with the teacher to discuss the evaluation and point out areas in which the teacher is not meeting standard. If the teacher’s overall job performance is below standard, the principal and teacher will develop a written plan, entitled “Level One Improvement Plan.” This plan will specify what the teacher is expected to do by what dates. This plan will also identify resources (mentors, classes, feedback, modeling, Employee Assistance, etc.) to help the teacher improve job performance. The teacher has the right to union representation at this meeting. 3) On or about the time specified in the above plan, the principal will conduct a second evaluation using the Standards of Effective Teaching. If the teacher’s overall job performance continues to be below standard, a Level Two Improvement Plan will be developed. 4) The principal will draft a Level Two Improvement Plan and set a meeting with the teacher. The teacher has the right to union representation at this meeting. The purpose of the meeting is to finalize the Level Two Improvement Plan. If the teacher is participating in the Peer Assistance and Review program, the teacher may choose not to attend this post observation conference. 5) The Level Two Improvement Plan may utilize many of the same resources, but will be notification to the teacher that job performance must improve if the teacher is to retain employment with the District. A copy of the Level Two Improvement Plan will be sent to the principal’s supervisor and the teacher’s personnel file. 6) On or about the date specified in the Level Two Improvement Plan, the principal will conduct a third evaluation, based on the Standards of Effective Teaching. The principal will make a recommendation to the principal’s supervisor based on this evaluation. 7) The principal’s supervisor will review the data pertaining to the recommendation, and will then make a recommendation to the Superintendent to support or reject the principal’s recommendation. “Below Standard” A teacher’s overall performance must Meet or Exceed Standards as of June 1 or risk losing a step advancement or longevity stipend. The principal must also be “on track” in providing support and monitoring the improvement plan. “On track” means following the actions and adhering to the timelines outlined in the improvement plan. A teacher whose overall performance is designated as Below Standards by June 1 will not receive a step advancement or longevity stipend. If the principal is not on track, a step increment or longevity stipend cannot be withheld. If the teacher’s employment continues and her/his overall performance evaluation designates that she/he has improved overall performance and Meets or Exceeds Standards or within the following school year, she/he will receive the step or longevity stipend retroactive retroactively to the beginning of the school year. Placement on an improvement plan is not grievable; however, a teacher may appeal the components or timelines of an improvement plan to his/her principal’s supervisor. If a step advancement or longevity stipend is withheld beyond twelve months, the employee may utilize the grievance procedure to seek reinstatement of the step.