Continued Professional Development Sample Clauses
The Continued Professional Development clause requires individuals or parties to engage in ongoing learning and skill enhancement relevant to their professional roles. Typically, this clause mandates participation in training sessions, workshops, or courses to maintain or improve qualifications and stay current with industry standards. Its core function is to ensure that professionals remain competent and up-to-date, thereby safeguarding the quality of work and compliance with evolving best practices.
Continued Professional Development. Provide mandatory training for Induction Tutors via an induction conference every academic year. • Provide termly newsletters that keep Induction Tutors abreast of key information and disseminates messages from the Teaching Regulation Agency.
Continued Professional Development. Provide annual mandatory training for Induction Tutors. • Provide termly newsletters that keep Induction Tutors abreast of key information and disseminates messages from the Teaching Regulation Agency (TRA).
Continued Professional Development. Administrative staff shall consider but not be limited to consideration of the following indicators: coursework/training taken by the teacher beyond the bachelor’s degree relevant to the position; the teacher’s success in the coursework/training; the quality of the coursework/training; the recency of the coursework/training.
Continued Professional Development a. Effective September 1, 2001, tuition reimbursement is offered to professional employees for course begun after September 1, 2001, and completed during the life of the contract. The rate of reimbursement is one hundred percent (100%) of the actual tuition up to a maximum of $280 per credit for credits earned subsequent to permanent certification. An employee may receive reimbursement for up to a maximum of twelve
Continued Professional Development. Requirement and eligibility for a particular course of training will be identified at staff member appraisals. Appraisals are a two-way process, and either the appraiser or appraisee may identify a course of training that it is felt appropriate for the appraisee to attend. The fundamental criterion for the requirement of any particular course of training will be that it is of benefit to The IGPF as a whole. If a staff member, or their line manager becomes aware of appropriate courses in between appraisal interviews, then a request can be made without waiting for the next appraisal to take place.
Continued Professional Development. Continued Human Resources (HR) Team Professional Development opportunities to continue awareness, growth, and development while leveraging strengths and building long-term sustainable strategy. This will also incorporate virtual HR support sessions every two weeks with the Chief and Director. A full-day on-site visit with the entire Human Resources team. A workshop for the entire Human Resources team to create a common language of leadership while building processes for robust recruitment and retention. Supporting the implementation of this work will be virtual and tied to the one-on-one sessions with the Chief and, as necessary, the Director. Begin development of a Human Resources Department Strategic Plan that fits with the Warren County Schools strategic plan. Create effective goals with key performance indicators (KPI) for easy dashboard analysis and timely reporting. This will move beyond the scope of the six-month timeframe. Strategy development and implementation are embarked upon once the department leaders are ready to execute the plan directly and with the support of their team and other functional leaders.