Professionalism what workshopsclasses have you

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Professionalism What workshops/classes have you attended in the last certification period that you have found to be worthwhile? What books or articles have you read that have influenced your instruction? How has the TPA self-evaluation and goal-setting process influenced your instruction? How do you contribute to your school community? June 2006 19
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Procedures for Addressing Performance Problems for Tenured Teachers The primary purpose of the Teacher Performance Appraisal system is to enhance the growth of the teacher as a professional. The minimum expectation is that a teacher performs consistently at the Applies level or higher as articulated in the Teacher Performance Appraisal rubrics. Persistent performance problems demand a principal-directed plan of intervention and support and may impact future employment. Tenured teachers are responsible for demonstrating at least Applies level performance on all of the standards. If a tenured teacher does not meet the Applies level of performance in the opinion of the principal or designee and supported by data, a procedure for improvement must be initiated. When a performance problem is identified by the principal/designee and supported by data, the principal/designee makes a decision regarding how to proceed: Performance Improvement Notification, Performance Improvement Plan, or immediate dismissal. Improvement Plan Procedures: Performance Improvement Notification : The principal/designee reviews performance standards and indicators as well as all pertinent data with the teacher. A short-term plan for improvement is developed and communicated in a conference and in writing. If improvement is not noted with respect to the short-term plan, a Performance Improvement Plan is developed. The Performance Improvement Plan notes that performance is below the Applies level for a given standard and necessary documentation is provided. Performance Improvement Plan : The principal/designee writes a Performance Improvement Plan and communicates it to the teacher in a conference and in writing. Review of progress occurs throughout the duration of the plan as specified in the plan. Copies of all observation reports and other written documentation become part of the official personnel file in the Human Resources Department. The completion of an improvement plan is evaluated based on the criteria established in the plan. Following this evaluation, the principal makes a decision: To cycle back into the Teacher Performance Appraisal process; or, To continue the Performance Improvement Plan and seek further improvement; or, To recommend dismissal, (a Performance Improvement Plan and other supporting documentation must be in place). The recommendation to dismiss must be made by March 1.
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