Professional Improvement Plan. A recommendation for granting a fourth year of probationary status shall include an additional document in the Tenure Notebook: a Professional Improvement Plan. The Plan shall be assembled by the Probationer with the assistance of the Probationary Review Committee. The Plan shall identify specific areas of deficiency and delineate effective strategies for addressing them. All Committee members, including the Probationer, shall sign to indicate their concurrence about areas of deficiency as well as effective strategies for improvement. Year Four Recommendation: The document submitted in the fourth year to support the Committee’s recommendation for the award or denial of Tenure, unlike the third-year document, shall not be a fresh attempt to summarize the case; rather, for the sake of clarity, the fourth-year document shall review the information in the third-year document as a base and additional information and materials should focus on the candidate’s success in addressing the areas designated for improvement. Timeline: At the completion of the Probationer’s fourth year, the recommendation from the Probationary Review Committee for the award or denial of Tenure shall be submitted by January 15th of the eleventh quarter of service, unless the extension of the probationary period has been specifically designated as one (1) term or two (2); in those instances, the deadline for submission of the year four (4) recommendation shall be declared by the Board of Trustees with their decision to grant the extension. Recommendation for a Fourth Year of Tenure should occur rarely. Hiring and Tenure processes, if effective, should ensure strong preparation for Faculty and evidence for decisions.
Professional Improvement Plan. The Professional Improvement Plan (PIP) is designed to provide support through communication, discussion and collaboration in the areas of significant concern. The administrator and employee will jointly determine the strategies to be taken to overcome the deficiencies, but it is agreed that the primary responsibility for correction of the deficiencies remains with the employee. The administrator and employee will agree on a mutual timeline to improve any noted deficiencies. The purpose of a PIP is to: • improve employee performance • provide targeted, intensive assistance process • provide additional support • provide due process for possible disciplinary action • provide information to determine continuing contract recommendations Referral to PIP
Professional Improvement Plan. 1. If the District anticipates nonrenewing or terminating a teacher/school counselor based on performance, the teacher/school counselor will normally first be placed on an Improvement Plan so s/he has an opportunity to remedy the performance deficiencies. Nothing herein, however, shall prevent the Board from terminating a teacher / school counselor who is not on an improvement plan.
Professional Improvement Plan. Any performance concerns should be addressed at the earliest possible time. When the PRC is made aware of areas needing improvement in the performance of a probationer, the PRC should meet without the probationer to determine whether there is a need for a professional improvement plan (PIP). If a majority of the PRC determines a PIP is needed, the PRC and the probationer will develop the PIP to improve the area(s) of concern. The PRC will review the PIP with the appropriate vice president to ensure it contains specific goals, indices, and timelines. The PDP should be adjusted to ensure that it aligns with the PIP. After consideration of input from the probationer and the appropriate vice president, the PRC will complete and submit the PIP and the PDP, if it was adjusted, to the TROC for final review to ensure alignment with the PDP before the next quarter of the probationer’s assignment. The PIP will be implemented after final authorization by the TROC.
Professional Improvement Plan. A detailed, written plan collaboratively developed(Rated Developing) or evaluator directed (Rated Ineffective) between the licensed staff member and evaluator.
Professional Improvement Plan. 1. The professional improvement plan is a clearly articulated assistance program, which includes completion timelines.
Professional Improvement Plan. 1. If a teacher receives a rating of “Ineffective” on the Teacher Performance component of the Summative or Formative Recommendation Forms (Forms #5a and #5b), the evaluator may initiate a Professional Improvement Plan for the teacher. The teacher will then be assigned a PAR Consulting Teacher. The teacher, evaluator, and PAR Consulting Teacher will work together to develop a Professional Improvement Plan (Form 6) and all provisions in the PAR Article will apply. Said improvement plan should contain, but is not limited to, the following information:
Professional Improvement Plan. A Professional Improvement Plan is an assistance plan that must be developed in collaboration with the evaluator for a teacher who has a Final Holistic Rating of “Ineffective” in the Ohio Teacher Evaluation System 2.0. The Professional Improvement Plan is intended to identify specific areas for improvement of performance and for identifying guidance and support needed to help the teacher improve. Additionally, a plan of improvement may be initiated at any time during the evaluation cycle by the evaluator based on deficiencies in performance as documented by evidence collected by the evaluator. The Professional Improvement Plan may include, but not be limited to the following: specific performance expectations, resources, assistance to be provided, time lines for its completion, time, material, and human resources. A teacher will move off a Professional Improvement Plan to a Professional Growth Plan when achieving a Final Holistic Rating of “Developing” or higher, or successfully achieving the improvement targets identified in the Professional Improvement Plan. If the teacher’s performance remains “Ineffective”, the administrator may reinstate the Professional Improvement Plan with additional recommendations for improvement or take necessary steps to recommend dismissal. Evaluation Procedure Our students’ learning is of primary importance. Therefore, the purpose of our professional development and annual review plan for teachers is not only to provide documentation of the teacher’s performance, but also to improve teaching, to recognize each individual’s expertise, to promote personal and professional growth, to raise staff morale and to recognize and promote the development of individual leadership and teaching styles. In the interest of continuous professional development, teachers shall annually develop either a Professional Growth Plan or a Professional Improvement Plan (when indicated by their evaluation) in conjunction with and the approval of their evaluator. For those teachers who are on cycle, such plans shall be discussed at the post conference following the first Holistic Observation of the school year and will be submitted to the evaluator for final approval within 10 school days of said post observation conference. For those teachers who are off cycle, the Professional Growth Plan conference shall occur on or before the last work day in October and submitted to the evaluator for final approval within 10 school days after said conference. Each t...
Professional Improvement Plan. When a deficiency (related to established performance criteria/standards) is noted and the problem persists, a professional improvement plan may be initiated. This plan may build on the evaluation document, and/or further the professional growth of the employee. The plan will focus on the area(s) most in need of improvement. EVALUATION SCHEDULE Section 11 (C) (7-27-15) Professional employees in the first two consecutive school years of employment shall be evaluated at least one time per semester, not later than the 60th school day of the semester, except that any employee who is not employed for the entire semester shall not be required to be evaluated; and that every employee during the third and fourth years of employment shall be evaluated at least one time each school year, not later than February 15; and that after the fourth year of employment every employee shall be evaluated at least once in every three years, not later than February 15 of the school year in which the employee is evaluated. (K.S.A.72-2409 Evaluation of Certified Personnel) Employment Year Evaluation Employment Year Evaluation 6 26 7 X 27 8 28 X 9 29 12 32 13 X 33 14 34 X 15 35 18 38 19 X 39 20 40 X Section 12
Professional Improvement Plan. Pursuant to an unsatisfactory evaluation, a tenured teacher will be placed on a Professional Improvement Plan, including the reasons for the Plan and specific ways in which the teacher is to improve, as well as assistance to be provided by the District. The Plan shall be communicated orally and in writing by the evaluating administrator within five (5) school days of either: (1) the evaluation conference, if the teacher waives the right to review by the Labor Management Committee, or (2) the Labor Management review, in the event that a finding of unsatisfactory performance is upheld. The Professional Improvement Plan shall be in effect for a period of no less than forty-five (45) but not more than sixty-five (65) teaching days. During this time conferences between the evaluating administrator and teacher will take place. The teacher shall have the right of representation by the Association in any conference. The evaluating administrator shall be responsible for monitoring the teacher’s performance during the period of the Professional Improvement Plan. Within ten (10) school days of the conclusion of the Plan, the evaluating administrator shall hold an evaluation conference with the teacher. In the conference the administrator shall provide the teacher with a written Teacher Performance Evaluation, and review the results of the Improvement Plan. The teacher has the right to have an Association representative present during this evaluation conference.
