Procedures

TEACHER PROFESSIONAL GROWTH

The Professional Growth Plan or Mentorship Plan, which will be addressed in this administrative procedure, is only a small portion of one’s total professional growth. 

Roles and Responsibilities

1. The Teacher
   1. A teacher employed by Palliser Regional Division No. 26 either (a) under a probationary contract, (b) under a continuing contract, or (c) under an interim or temporary contract of one hundred ten (110) or more teaching days is responsible for developing, implementing, completing and reviewing during each school year an annual Professional Growth Plan that meets the requirements of this administrative procedure.
2. The Representative Body of Teachers
   1. The members of the representative body of teachers accept the responsibility for providing collaborative, collegial consultation for purposes of reviewing a Professional Growth Plan in order to ensure that it complies with the expectations defined in procedures 1 and 2 which follow.
   2. The members of the representative body of teachers will also be responsible for providing a teacher with collegial feedback in determining the extent to which the Professional Growth Plan was achieved.
3. The Principal
   1. The principal, in consultation with his/her staff, shall establish procedures for developing and reviewing the Professional Growth Plans of teachers.
   2. The principal shall submit to the Superintendent written verification that each teacher has developed, implemented, completed and reviewed an annual Professional Growth Plan for the current school year.

1. A teacher’s annual Professional Growth Plan shall:
   1. Reflect goals and objectives based on an assessment of learning needs by the individual teacher;
   2. Show a demonstrable relationship to the Teaching Quality Standard; and
   3. Take into consideration the education plans of the school, Board and Alberta Education.
2. A teacher’s annual Professional Growth Plan may be:
   1. An annual growth plan;
   2. A component of a long-term, multi-year plan; or
   3. A Mentorship Plan subject to the prior approval of the principal.
3. On or before October 30, a teacher shall submit a copy of his/her annual Professional Growth Plan to the principal and/or representative group of teachers. Where a teacher commences employment after September 15, the above procedure shall be completed within sixty (60) calendar days of commencement of employment.
4. On or before November 15 of each year, the principal shall submit to the Superintendent’s office written verification that a Professional Growth Plan has been received, discussed and is in place for each eligible teacher for the current year.
5. The principal shall retain a copy of each teacher’s Professional Growth Plan for the period of the school year and return it to the teacher at the end of the school year. No copy shall be retained by the Board without the consent of the teacher.
6. All teachers shall be provided the opportunity to share their progress toward completion of identified goals/objectives and to revise their Professional Growth Plans in response to emergent needs.
7. On or before June 1, each teacher will meet with the principal and/or the representative body of teachers, where established by the school staff, for the purpose of reviewing, discussing and summarizing (either verbally or in writing) the overall progress made in terms of attainment of the teacher’s Professional Growth Plan.
8. On or before June 15, the principal shall provide the Superintendent’s office with written verification that each eligible teacher has completed their Professional Growth Plan as described in this administrative procedure.
9. Unless a teacher agrees, the content of an annual Professional Growth Plan shall not be part of the evaluation process of the teacher.

Annual Professional Growth Plan Development 

1. Professional staff develops a Professional Growth Plan and submits it to the principal/ representative group of teachers by October 30.
2. Prior to November 15 each year, professional staff and the principal and/or representative body of teachers meet to review the Professional Growth Plan.
3. Prior to November 15, the Superintendent’s office receives verification from the principal that an acceptable Professional Growth Plan is in place for each eligible teacher.
4. Professional staff implement the Professional Growth Plan.
5. Opportunity is provided for sharing progress of the Professional Growth Plans throughout the year.
6. Professional staff self-evaluate the implementation of the Professional Growth Plan.
7. Prior to June 1, professional staff prepares and presents a culminating report of the Professional Growth Plan for review to the principal and/or representative body of teachers.
8. Return of the Professional Growth Plan and summary report to the professional staff member.
9. Prior to June 15, verification of completion of the culminating report is communicated by the principal to the Superintendent’s office.

Professional Mentorship Plan 

1. Prior to commencement, approval for the Mentorship Plan alternative is obtained from the principal.
2. Prior to October 30, the Mentor develops a Mentorship Plan in consultation with the teacher.
3. Prior to November 15 each year, the Mentor reviews the Mentorship Plan with the principal and/or representative body of teachers.
4. Mentor implements the Mentorship Plan.
5. Opportunity is provided for sharing progress with Mentorship Plans throughout the year.
6. Prior to June 1, mentor prepares and presents a culminating report of the Mentorship Plan for review to the principal or the representative body of teachers.
7. The Mentorship Plan and summary report are returned to the professional staff member.
8. Prior to June 15, verification of completion of the culminating report is communicated by the principal to the Superintendent’s office.