Leader Coaching Plan Development Clause Samples

Leader Coaching Plan Development. The Coach is responsible for developing and delivering a Leader Coaching Plan in accordance with the following: A. The Coach will conduct an in-person intake interview with the Leader and, if directed by Citizens, will also conduct an DocuSign Envelope ID: DB0A283D-58DD-4632-89FA-8DA4E2CEF4AE intake interview with the Leader’s direct manager. The interview will include, but is not limited to, a review of the Leader’s personal history, career history, current team and organization, competencies, organizational capability, and business outcomes. The purpose of the intake interview is to obtain a thorough understanding of the Leader’s view of Coaching Assignment objectives as well as to identify the Leader’s areas of opportunity and strengths. B. As part of the intake interview process, the Coach and Leader will also define the Coaching Assignment objectives and desired outcomes, determine what Behavioral Assessments may be needed, and, if directed by Citizens, the Coach will discuss the results of the intake interview separately with Leader and his or her direct manager to secure the Leader’s direct manager’s commitment to the Leader's development. C. The Coach will perform an analysis of a 360-degree Feedback or other Behavioral Assessment. Citizens will either: (a) provide a previously completed 360-degree Feedback or other Behavioral Assessment for analysis by Coach; or, (b) may request that Vendor perform one or more of the agreed-upon Behavioral Assessment(s) per Section 3.2.1.4. D. The Coach and Leader will discuss the Behavioral Assessment(s) and the Coach will interpret the results for purposes of the Leader’s understanding and for purposes of drafting the Leader Coaching Plan. ▇. The Coach will collaborate with the Leader to prepare an initial draft of the Leader Coaching Plan and, if needed, will prepare the Leader for the Leader’s discussion with his or her direct manager. The Coach may be requested to participate in the Leader’s discussion with his or her direct manager. F. The Coach will develop the Leader Coaching Plan, to include: (a) integration of the Behavioral Assessment(s) and any interviews with the Leader’s direct reports, the Leader’s peers, or others as identified by Citizens; (b) addressing strengths, opportunities, impact on the Leader’s team and others; and, (c) identify specific actions for development. The Coach will deliver the Leader Coaching Plan to Citizens’ Contract Manager, the Leader, and the Leader’s direct manager. G. Th...
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Related to Leader Coaching Plan Development

  • Career Development The City and the Union agree that employee career growth can be beneficial to both the City and the affected employee. As such, consistent with training needs identified by the City and the financial resources appropriated therefore by the City, the City shall provide educational and training opportunities for employee career growth. Each employee shall be responsible for utilizing those training and educational opportunities made available by the City or other institutions for the self- development effort needed to achieve personal career goals.

  • Curriculum Development This includes the analysis and coordination of textual materials; constant review of current literature in the field, some of which are selected for the college library collection, the preparation of selective, descriptive materials such as outlines and syllabi; conferring with other faculty and administration on curricular problems; and, the attendance and participation in inter and intra-college conferences and advisory committees.

  • PROFESSIONAL DEVELOPMENT AND EDUCATIONAL IMPROVEMENT A. Both the Board and the Association encourage teachers to seek professional improvement. In order to assist teachers in extending and improving their skills the following plan will be implemented. B. All Teachers will be encouraged to earn a Masters degree or coursework toward additional certification that is in the field of education and within a teacher's discipline, or in an area that is beneficial to the school. C. The Board will pay teacher's expenses for undergraduate and/or graduate credits, specialty and additional endorsements under the following conditions. 1. In allocating budgeted funds priority will be given to the teachers in a “masters” program and those teachers who need to complete coursework for certification. 2. All courses must be approved, in advance, by the Superintendent. Courses for recertification purposes must be approved in advance by the certification committee and the superintendent. The teacher shall receive a written reply from the Superintendent within ten (10) days of application for course approval (See Appendix D). 3. Each teacher will be eligible for up to six (6) semester hours of credit or, if enrolled in a matriculated, organized program, 12 semester hours of credit for undergraduate will be paid if part of a graduate program or graduate courses per contract year. The Superintendent reserves the right to request intent to take courses prior to final budget preparation. Failure to communicate such intent at the time of the Superintendent’s request may jeopardize course reimbursement due to a lack of funding. 4. The administration will pay in advance the cost of the course. Presentation of evidence of satisfactory completion of the course (A grade of B or better) is the responsibility of the teacher. In the event the course is not completed or not completed satisfactorily, the teacher will refund the payment received in advance and in accordance with Appendix D – attached. 5. Teachers who resign shall not be eligible for reimbursement after the date of resignation Teachers who have been reimbursed for any course work toward securing a masters within the last two (2) years of employment shall be required to continue their service to RSU # 78 for an additional two (2) years (twenty-four months) or will be required to reimburse the district the cost associated with Masters courses taken prior to departing, Such reimbursement to the district shall be remitted via payroll deductions as arranged between the District and employee, unless the failure to continue employment is due to illness, disability, death, or reduction of position. 6. Reimbursement will only be for tuition and fees. It will not include reimbursement for mileage, books and other expenses unless the teacher is required to take the course by the administration.

  • Professional Development Plan Professional Development Plan (PDP) refers to plans developed by faculty members addressing the criteria contained in Article 22 and Appendix G.

  • Professional Development Fund Article 20