IV. PROFESSIONAL IMPROVEMENT PATHWAY FOR TEACHERS

This pathway is designed to address significant concerns the supervisor has with the performance of a professional related to one or more standards.

A professional who does not meet an acceptable level of performance on one or more of the standards may be placed on the Professional Improvement Pathway by their supervisor in collaboration with the Head of School.

Professionals may begin the school year on the Professional Improvement Pathway or they may be placed on this pathway at any time during the academic year.

❑ The supervisor arranges a conference with the employee. The supervisor provides written notice, also signed by the Head of School, with an explanation and reasons why the professional is being placed on the Professional Improvement Pathway (PIP).

❑ An employee may request a peer advocate at any time during the process.

❑ An employee placed on the PIP will be given at least 90 calendar days to address concerns before a non-renewal decision can be made.

❑ The professional also receives a letter in which they acknowledge written notification being received as to placement on the Professional Improvement Pathway. This letter must be returned to the supervisor within five working days.

❑ Within two weeks of being notified, the supervisor will meet with the Principal and create a Professional Improvement Plan to address performance concerns

❑ The plan must address the specific concerns, based on the standards that arise from collected data and must contain actions that are measurable by the supervisor and rationales for desired results

❑ The employee implements the plan and begins to collect data into a Professional Improvement Plan Portfolio

❑ At least every two weeks, the employee will meet with the supervisor to review progress associated directly to the actions prescribed in the plan. Written suggestions for improvement aligned with standards will be provided at each meeting. This written feedback will be signed by the employee and supervisor.

❑ At the end of the prescribed intensive assistance timeline, a formal review will take place. At this time a decision concerning renewal of contract or placement on a specific performance growth pathway will be made. The supervisor makes a written recommendation to the Head of School.

❑ A contract for the next work year will not be offered until performance concerns are resolved. Refusal to be placed on Professional Improvement or refusal to acknowledge the standards-based concerns raised by the supervisor as significant professional improvement issues will result in non-renewal of contract.

❑ An employee whose performance does not meet teaching standards with a prior placement on the Professional Improvement Pathway may face contract non-renewal.