PEER COACH Sample Clauses

The PEER COACH clause establishes the role and responsibilities of a peer coach within an agreement or organization. Typically, this clause outlines how a peer coach is selected, their duties—such as providing guidance, feedback, or support to colleagues—and the scope of their involvement, which may include regular meetings or performance reviews. Its core practical function is to formalize the peer coaching process, ensuring that support and mentorship are consistently provided, thereby fostering professional development and collaboration.
PEER COACH. A Peer Coach is a Unit Member mutually selected to help the Evaluatee who is participating in the teacher assistance plan. A Peer Coach shall be a permanent unit member in a like or similar position. An Evaluatee must approve the Peer Coach selected to provide assistance and input from the Peer Coach shall not be used in the evaluation process.
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PEER COACH. The teacher selected and directed by the PAR Panel to assist and review teachers will be assigned to the Program to work exclusively with beginning teachers and/or teachers subject to intervention.
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PEER COACH. ‌ A Peer Coach will be assigned to assist any tenured bargaining unit member who receives a Summative Rating of “Needs Improvement.” To qualify as a Peer Coach, the bargaining unit member must have received at minimum of 4 consecutive “Excellent” Summative Ratings on their own evaluations and must have completed the Evaluator Training and Certification process. The role of the Peer Coach is to assist with the implementation of the Professional Development Plan developed by the evaluator and the bargaining unit member under evaluation. Assuming the Peer Coach will work an average of one (1) additional hour per week, they will be paid a stipend equal to 36 hours at Pay Rate 4 (9.8.4). The position of Peer Coach will be posted per this Agreement.
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PEER COACH. A “Peer Coach” is an experienced, exemplary Teacher/Service Provider selected by Program Administration that meets the criteria as specified in Article
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PEER COACH. 21.5.1 Peer Coaches will be selected by Program Administration and approved by the PAC panel. The application process shall include signatures by the Immediate Supervisor and an Association Member (peer teacher/service provider). Once approved, Peer Coaches will remain eligible to provide service annually unless: a. If the effectiveness of the Peer Coach is found to be unsatisfactory at the annual review by either the Program Administration or by the PAC panel, then he/she may be removed from this role; b. The Peer Coach submits a written request to Program Administration and the PAC panel to withdraw from the program.
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PEER COACH. 21.5.1 Coaches will be nominated by Program Administration and approved by the PAC panel. Once approved, Coaches will remain eligible to provide service annually unless: a. The effectiveness of the Coach is found to be unsatisfactory at the annual review by either the Program Administration or the PAC panel, then he/she may be removed from this role. b. The Coach submits a 30-day written request to Program Administration and the PAC panel to withdraw from the program. Upon approval he/she may withdraw as a Coach providing an acceptable replacement Coach has been found.
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PEER COACH. A Peer Coach will be assigned to assist any tenured bargaining unit member who receives a Summative Ratings of “Needs Improvement.” To qualify as a Peer Coach, the bargaining unit member must have received a minimum of four (4) consecutive “Excellent” Summative Ratings on their own evaluations and must have completed the Evaluator Training and Certification process. The Peer Coach will be selected by the evaluator, teacher in need of assistance, a representative from the REA, and the Superintendent. The role of the Peer Coach is to assist with the implementation of the Professional Development Plan developed by the evaluator and the bargaining unit member under evaluation. Peer Coaches will be paid a stipend equal to $37.50 per hour, with the assumption that peer coaches will work an average of one (1) additional hour per week.
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PEER COACH. Creekside Evaluation Model includes the idea of a peer coach to aid the reflective process. A peer coach can serve as a critical friend, co-reflector or may become a guide and mentor for effective teaching. The idea of a continuous improvement model is that it serves as a benefit for the peer coach as well. The coach recognizes that learning is a two way street and that the use of Creekside Evaluation Model will encourage “professional synergy” with his/her colleagues. The peer coach plays an important role by helping the participant to review the California Standards for the Teaching Profession (CSTP), selecting a standard on which to focus, review the professional rubric, and select and develop an essential question for further study. The peer coach may also help the Participant triangulate and display data. A peer-coach ▇▇▇▇ also play key roles in the examination of student work by focusing attention on the important elements of the question, and how that question can serve as a tool for revealing insights about student work and classroom instructional practice.
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Related to PEER COACH

  • Level Five i. If the grievant is not satisfied with the disposition of the grievance at Level Four, the Association may submit the grievance to advisory arbitration not later than fifteen (15) school days after receipt of the decision by the Board. ii. Within ten (10) school days after such submission for arbitration, the Board and the Association shall attempt to agree upon a mutually acceptable arbitrator. If the parties are unable to agree upon an arbitrator, either shall request the Public Employment Relations Commission to appoint an arbitrator. iii. The arbitrator shall confer with the representative of the Board and of the Association and shall proceed with a hearing and submit a written report in the shortest possible time setting forth his findings of fact, reasoning and conclusions on the issues submitted. The arbitrator shall be without power or authority to make any decision, which requires the commission of an act prohibited by law or which is violative of the terms of the Agreement. The decision of the arbitrator shall be advisory only to the Board and the Association. iv. The costs for the services of the arbitrator, including per diem expenses and actual necessary travel, subsistence expenses and the cost of the hearing room shall be borne equally by the Board and the Association. Any other expenses incurred shall be paid by the party incurring same. v. If time is lost by any teacher due to arbitration proceedings necessitating the retention of a substitute, the Board of Education will pay only the cost of the substitute; the time lost by the teacher must either be without pay or charged to personal time; however, if the arbitrator subpoenas a teacher to attend the arbitration proceedings as a witness, this teacher shall not suffer loss of pay. vi. Notwithstanding the above, the parties agree that in not more than one (1) arbitration per contract year (non-cumulative) may be submitted to an arbitrator, whose decision shall be final and binding upon both parties. The Association shall have the right to designate which arbitration shall be so binding, provided such designation is made and communicated in writing prior to the commencement of the arbitration in question. The Association's choice shall be limited to a grievance which must have reached Level Two of the grievance procedure in any contract year governed by the agreement. vii. Notwithstanding the above, the parties agree that any dispute which involves a disagreement as to whether the health insurance benefits provided employees herein are equal to or better than the health insurance benefits heretofore provided employees through the New Jersey Public and School Employees Health Benefits Plan may be submitted to an arbitrator whose decision shall be final and binding on both parties.

  • Staffing Levels To the extent legislative appropriations and PIN authorizations allow, safe staffing levels will be maintained in all institutions where employees have patient, client, inmate or student care responsibilities. In July of each year, the Secretary or Deputy Secretary of each agency will, upon request, meet with the Union, to hear the employees’ views regarding staffing levels. In August of each year, the Secretary or Deputy Secretary of Budget and Management will, upon request, meet with the Union to hear the employees’ views regarding the Governor’s budget request.