Professional Growth Model Sample Clauses
The Professional Growth Model clause establishes a framework for supporting and evaluating the ongoing development of employees' skills and competencies within an organization. Typically, this clause outlines processes such as regular performance reviews, goal setting, and opportunities for professional development like training or mentorship programs. Its core practical function is to ensure that employees receive structured feedback and resources to enhance their performance, thereby fostering continuous improvement and aligning individual growth with organizational objectives.
Professional Growth Model. A. The process involved in the professional growth model is intended to enable supervisors and teachers, who meet the qualifying criteria, to focus their collaborative energies on improving teaching skill in an articulated, mutually developed, and cooperative process.
B. Entry Level Criteria
1. Teachers must have three years experience in the Woodland School District.
2. The teacher must have had two consecutive years of satisfactory evaluations, and have the principal’s recommendation.
C. Application Procedure
1. Teachers who have satisfactorily met the entry level criteria can apply in writing for the PGM to their building principal by April 15.
2. The principal, if he/she does not agree that the teacher should be placed on the PGM, will provide the teacher with a written response stating the deficiencies and expected outcomes that would be necessary for approval.
3. The teacher has the right to appeal the decision first to the principal, then to the superintendent. However, this decision is not grievable.
D. Evaluation Requirements
1. According to law, the principal will observe each teacher a minimum of 30 continuous minutes and a minimum of 60 total minutes. The primary purpose of these observations shall be to collect meaningful data for feedback on the teacher’s goals.
2. The principal may drop in informally or schedule observations in advance.
3. The principal will complete a short form evaluation report to be signed by the teacher. A copy will be sent for the superintendent’s review and placed in the teacher’s personnel file.
Professional Growth Model. A. The process involved in the professional growth model is intended to enable supervisors and teachers, who meet the qualifying criteria, to focus their collaborative energies on improving teaching skill in an articulated, mutually developed, and cooperative process.
B. Entry Level Criteria
1. Teachers must have three years experience in the Woodland School District.
2. The teacher must have had two consecutive years of satisfactory evaluations, and have the principal’s recommendation.
C. Application Procedure
1. Teachers who have satisfactorily met the entry level criteria can apply in writing for the PGM to their building principal by April 15.
2. The principal, if he/she does not agree that the teacher should be placed on the PGM, will provide the teacher with a written response stating the deficiencies and expected outcomes that would be necessary for approval.
3. The teacher has the right to appeal the decision first to the principal, then to the superintendent. However, this decision is not grievable.
D. Evaluation Requirements
1. According to law, the principal will observe each teacher a minimum of 30 continuous minutes and a minimum of 60 total minutes. The primary purpose of these observations shall be to collect meaningful data for feedback on the teacher’s goals.
2. The principal may drop in informally or schedule observations in advance.
3. The principal will complete a short form evaluation report to be signed by the teacher. A copy will be sent for the superintendent’s review and placed in the teacher’s personnel file.
E. Removal From Program
1. Normally, a teacher would be in the PGM process for two years. However, if a teacher’s performance is of such concern that he/she is placed on probation, the teacher will be removed from the PGM and follow the probationary evaluation system as of February 1st of each year.
2. After two years on PGM, a teacher must return to the standard evaluation process as per Section 9.2 of this contract for a minimum of one year. 0 34,048 34,968 35,920 36,875 39,939 41,913 40,820 43,885 45,860 1 34,506 35,439 36,403 37,400 40,496 42,459 41,274 44,370 46,332 2 34,943 35,884 36,859 37,933 41,020 43,004 41,731 44,818 46,802 3 35,393 36,343 37,329 38,437 41,518 43,549 42,164 45,243 47,276 4 35,834 36,826 37,818 38,964 42,064 44,110 42,618 45,718 47,765 5 36,290 37,287 38,288 39,498 42,586 44,673 43,080 46,169 48,256 6 36,759 37,734 38,769 40,039 43,113 45,211 43,552 46,626 48,723 7 37,582 38,572 39,621 40,960 44,079...
Professional Growth Model. A. THE PROCESS INVOLVED IN THE PROFESSIONAL GROWTH MODEL IS INTENDED TO ENABLE SUPERVISORS AND TEACHERS, WHO MEET THE QUALIFYING CRITERIA, TO FOCUS THEIR COLLABORATIVE ENERGIES ON IMPROVING TEACHING SKILL IN AN ARTICULATED, MUTUALLY DEVELOPED, AND COOPERATIVE PROCESS.
B. ENTRY LEVEL CRITERIA
1. TEACHERS MUST HAVE THREE YEARS EXPERIENCE IN THE WOODLAND SCHOOL DISTRICT.
2. THE TEACHER MUST HAVE HAD TWO CONSECUTIVE YEARS OF SATISFACTORY EVALUATIONS, AND HAVE THE PRINCIPAL’S RECOMMENDATION.
C. APPLICATION PROCEDURE
1. TEACHERS WHO HAVE SATISFACTORILY MET THE ENTRY LEVEL CRITERIA CAN APPLY IN WRITING FOR THE PGM TO THEIR BUILDING PRINCIPAL BY APRIL 15.
2. THE PRINCIPAL, IF HE/SHE DOES NOT AGREE THAT THE TEACHER SHOULD BE PLACED ON THE PGM, WILL PROVIDE THE TEACHER WITH A WRITTEN RESPONSE STATING THE DEFICIENCIES AND EXPECTED OUTCOMES THAT WOULD BE NECESSARY FOR APPROVAL.
3. THE TEACHER HAS THE RIGHT TO APPEAL THE DECISION FIRST TO THE PRINCIPAL, THEN TO THE SUPERINTENDENT. HOWEVER, THIS DECISION IS NOT GRIEVABLE.
D. EVALUATION REQUIREMENTS
1. ACCORDING TO ▇▇▇, THE PRINCIPAL WILL OBSERVE EACH TEACHER A MINIMUM OF 30 CONTINUOUS MINUTES AND A MINIMUM OF 60 TOTAL
2. THE PRINCIPAL MAY DROP IN INFORMALLY OR SCHEDULE OBSERVATIONS IN ADVANCE.
3. THE PRINCIPAL WILL COMPLETE A SHORT FORM EVALUATION REPORT TO BE SIGNED BY THE TEACHER. A COPY WILL BE SENT FOR THE SUPERINTENDENT’S REVIEW AND PLACED IN THE TEACHER’S PERSONNEL FILE.
E. REMOVAL FROM PROGRAM