Second Instance. The Mentor Program Office or program designee will contact the mentor regarding lack of documentation. A copy of this notification may also be sent to the site principal of the Mentor. Adjustments to differentials may be applied.
Second Instance. Contact will be made with the Mentor by the Mentor program. A copy of this notification will also be sent to the site principal of the Mentor.
Second Instance. If resolution is not achieved, or the issue arises again, the Program Manager or designee will:
Second Instance. Contact will be made with the mentor by the mentor’s Joint Governance Panel Liaison. A copy of this notification will also be sent to the site principal of the mentor.
Second Instance. Where an Employee's performance continues to not meet agreed standards he/she shall be interviewed by the Construction Manager and a Senior Supervisor. The Employee shall be asked to explain any reasonable cause including personal difficulties for the below standard performance. If no reasonable explanation is provided the Employee should be issued with a written warning detailing the facts discussed in the interview and the consequences of the unacceptable performance continuing. This warning will expire after 6 months, provided that the Employees performance within that time has been acceptable.
Second Instance. The Mentor Program Office or program designee will contact the mMentor regarding lack of documentation. A copy of this notification may also be sent to the site principal supervisor of the Mentor. Adjustments to differentials may be applied. 3.) Third Instance – A meeting may be scheduled with the Mentor. Attendees at the meeting will include the Mentor, the Mentor Program Coordinator, and the Mentor’s site principal supervisor. Mentor expectations and commitment will be reviewed. Termination or return of the Mentor’s differential may also be discussed at this meeting. Or if no response from the mentor is received. f. Principals Supervisors shall retain full responsibility and authority to evaluate Beginning Teachers being mentored in the program. g. Lead Mentor Roles, Responsibilities, Compensation 1.) A Lead Mentor is a professional colleague who is an experienced Mentor with the Mentor Program. 2.) A Lead Mentor must hold a Level 2 or Level 3 License. NBCT and Level 3 preferred. 3.) A Lead Mentors must apply, interview and be selected for the role. 4.) A Lead Mentors shall communicate and collaborate with other Lead Mentors and the Mentor Program Coordinator to plan for and ensure the smooth delivery of professional development for Mentors and/or Beginning Teachers. 5.) Job Description a.) Lead Mentors continue in their current positions as site-based teachers. b.) A Lead Mentor teacher will attend professional development planning meetings with other Lead Mentors and the Mentor Program Coordinator. c.) A Lead Mentor will deliver monthly professional development classes to a group of Mentors for utilization with their Beginning Teachers. d.) A Lead Mentor will communicate with the Mentor Coordinator prior to the day of the class to ensure smooth delivery of the professional development, and to provide a syllabus and monthly agendas. e.) Lead Mentors will help develop the Mentor Program by contributing their expertise and experience. They will assist in developing and implementing the professional development for the monthly Mentor tTeacher classes f.) A Lead Mentor will prepare and organize materials needed for delivering professional development, conduct attendance, and submit class evaluations. g.) A Lead Mentor will collect and review professional development class evaluations following each Mentor class and then utilize the feedback to guide future professional development planning and delivery. 6.) Compensation a.) Lead Mentors who successfully com...
