Policy Descriptor Code: GAD Professional Learning Opportunities
The Quality Basic Education Act (QBE) requires that school systems develop an annual comprehensive staff development plan which addresses deficiencies of school and system personnel along with other needs deemed necessary by the Henry County Board of Education. The QBE Act further requires that the process of identification of needs include data collected through the annual evaluation of personnel and program effectiveness.
The Henry County Board of Education and Henry County Public Schools recognize the importance of continuous professional learning experiences as an essential factor in the successful operation and progress of every school and the HCS District. The purpose of professional learning activities is to enhance the professional capabilities of staff members in order to provide the highest quality educational experience to every student in Henry County Schools.
In line with this recognition, the district shall comply with the requirements of Georgia Board of Education Rule 160-3-3-.04 regarding the following:
COORDINATOR:
The Superintendent or designee shall designate a person to:
1. Coordinate the professional learning program for the District; and
2. Develop the annual comprehensive school improvement/professional learning unit plan for this program.
ANNUAL COMPREHENSIVE SCHOOL IMPROVEMENT/PROFESSIONAL LEARNING UNIT PLAN (PLAN):
1. ContentS: The Coordinator shall prepare and implement the Plan for professional learning to address individual and instructional program needs.
2. Approval: The Plan shall be annually submitted for adoption by the Henry County Board of Education as part of the District’s consolidated application.
3. Implementation: The Superintendent, Coordinator and designated staff shall be responsible for implementation of the system-level plan.
ADVISORY COMMITTEE:
An advisory committee shall be selected by the person in charge of coordinating the professional learning program to ensure the activities provided meet the assessed individual and program needs of the District.
A. Definitions of Terms Used
Staff development means in-service rather than pre-service education; the formal education
opportunities that are offered to persons through the approved comprehensive plan and which may or may not carry staff development unit or clock-hour credit.
Comprehensive means all-inclusive, certificated and noncertificated personnel.
Needs refer to indicators of or conditions in which the actual status of personnel in their fields of employment falls short of the desired levels of knowledge and/or performance.
B. Responsibilities for the Development and Management of the Plan
Either the Superintendent, or a professional staff member recommended by the Superintendent as the staff development coordinator for the school system, shall be responsible for developing and managing a comprehensive staff development plan.
The comprehensive plan shall be approved by this Board prior to its transmittal to the Georgia Department of Education.
The Superintendent shall be responsible for:
• implementing administrative procedures which will assure that all staff development planning activities are brought together and reported in activities are brought together and reported in one comprehensive plan;
• recommending the appointment of a staff development coordinator if that person is to be someone other than the Superintendent;
• determining the number and appointing the members of staff development advisory committees; and
• administering the comprehensive plan as approved by this Board.
The Superintendent shall appoint staff development advisory committees which are representative of the probable participants and which shall serve in an advisory capacity to the staff development coordinator.
C. Components of the Plan
The plan shall address assessed needs based on professional development and instructional effectiveness as determined by the current policies of the Georgia Department of Education.
Needs based on professional development for certificated and noncertificated teaching, leadership, and service personnel must be considered in view of the three stages of professional development:
induction, remediation and enrichment.
• Induction refers to the process of preparing persons to enter a new field of employment; it can continue for three years. Induction includes not only staff development for beginning teachers but also staff development for any employee who has accepted an assignment in a new function.
• Remediation means the provision of staff development opportunities to assist personnel who have been employed to assist personnel who have been employed in a field for three or more
years and who must overcome deficiencies identified through their annual performance evaluations.
• Enrichment is the provision of learning opportunities which serve to renew one professionally by addressing needs that have been identified through the annual performance evaluation and through one’s own evaluation of self.
The needs of personnel based on evaluation of the effectiveness of instructional programs at the local and system level must be considered. The competencies needs by personnel to perform adequately in the roles required by the new or revised educational program are staff development needs.
Needs shall be addressed according to the priorities established by current policies of the Georgia Department of Education.
Staff development programs must be based on assessed needs and meet state requirements in terms of content and procedures.
D. Finance
A budget shall be prepared annually for the comprehensive staff development plan and funds shall be expended in accordance with state requirements.
A general summation of each program shall be made annually. The summation should provide a basis for the ensuing plan.
E. Staff Development Credits
Activities, including classes, workshops, seminars, conferences, independent study, etc. must have been approved in advance by the Executive Committee, Teacher Council, or Staff Development Division of the Georgia Department of Education. Such activities include an evaluation component certifying that the applicant has satisfied the goals and objectives set forth in the activity.
F. General In-Service Requirement
Professional personnel are required to meet the requirements of the Southern Association of Colleges and Schools and the Georgia Board of Education in securing a minimum of six semester hours or 10 quarter hours of credit during each five-year period of employment.
ANNUAL PROFESSIONAL DEVELOPMENT PLAN
Professional Development Plans (PDPs) are encouraged for all teachers. The PDP is part of continuing staff development for the benefit of the individual teacher.
Teachers whose overall summary evaluation results are in the “unsatisfactory” category or who demonstrate other needs according to criteria established during annual evaluation process and who are offered a subsequent contract must have a plan. The plan is optional for others.
For teachers in the “unsatisfactory” category, measurement of progress on the PDP is required as part of the next year’s annual evaluation. The plan includes (a) specific objectives for improvement, (b)
activities and a timeline for meeting these objectives, (c) criteria for measurement of progress of the objectives, (d) performance on specified criteria.
The Professional Development Plan shall be in writing and shall be developed as set forth in the following sections.
A. DEFINITIONS
Certified Personnel – all employees who hold valid Georgia certificates and who are employed in teaching, service, or leadership positions in the system.
Annual Professional Development Plan – the written plan that identifies employee deficiencies and other needs, that prescribes activities for correcting those needs, and that prescribes a time limitation for completing the plan.
Supervising Administrator – the Administrator who is responsible for supervising and evaluating the certificated employee developing the annual plan.
Initial Evaluation – the first assessment of the school year made for the purpose of identifying needs of the employee.
Follow-up Evaluation – the assessment of employee progress in completing the annual professional development plan.
B. RESPONSIBILITIES AND PROCEDURES
If a Professional Development Plan is appropriate:
• It shall be the responsibility of the supervising Administrator to develop the certificated employee’s plan in conference with the employee after completion of the initial evaluation of performance.
• It shall be the responsibility of the employee to implement the plan and any subsequent modifications that might be incorporated or approved by the Administrator.
• If there is a mutual agreement, the plan agreed upon shall be the plan used by the Administrator for the follow-up evaluation. If there is disagreement, the Administrator’s plan shall be
implemented for the follow-up evaluation.
• The Administrator shall inform the employee at the beginning of the conference that the plan developed during the conference will be used for the subsequent evaluations to determine whether or not the certificated personnel has complied with the plan.
• If an interim evaluation indicates that there is no progress or a new need, the Administrator may modify the annual plan in conference with the employee. The Administrator shall notify the employee at the time of modification that the modified plan shall be used for the follow-up evaluation.
• After completion of the follow-up evaluation, the Administrator shall hold a conference with the employee to discuss the results and to complete a written report of progress in regards to the plan for professional development. Additional comments and recommendations may be attached at that time by both the Administrator and employee.
C. PROFESSIONAL DEVELOPMENT PLAN
If a Professional Development Plan is issued, the plan shall include:
• Stage(s) of professional development (induction, remediation, enhancement);
• Specific performance objectives that address the problems or need;
• Activity or activities prescribed;
• The beginning and ending dates for implementation; and
• Signatures or initials where needed.
D. RECORD DISTRIBUTION AND RETENTION If a Professional Development Plan is issued:
The original and copies of the plan along with copies of the initial evaluation shall be distributed and retained as follows:
• The original shall be sent to the Superintendent or placed in the employee’s permanent file;
• One copy shall be given to the employee; and
• One copy shall be retained on file by the Administrator for three years, or longer if desired.
• The original and copies of the follow-up written report and evaluation shall be distributed and retained as specified in E1.
E. APPEAL PROCEDURES
If an employee is dissatisfied with the professional development plan recommended by the
Administrator, the employee may appeal the decision of the Administrator to the Superintendent or designee by complying with the following procedures:
• The employee, within 5 days from the date of the conference with the Administrator, shall deliver to the Superintendent or designee and the principal a written appeal on the Board prescribed form. The employee will specifically state the objections and the method in which the plan should be corrected.
• The Superintendent or designee will review the evaluation and professional development plan recommended by the Administrator together with the written comments of the employee. If the Superintendent or designee determines that more information is needed to render a decision in the matter, the Superintendent may require an additional independent evaluation or investigation.
• Once the Superintendent or designee determines there is sufficient information to issue a decision in the matter, the Superintendent shall give a written report to the Administrator and the employee. The report of the Superintendent will become the final plan. The Administrator and the employee shall abide by the report of the Superintendent or designee.
In the event that the Administrator or the employee is dissatisfied with the report of the Superintendent or designee, either of these persons may appeal the decision of the
Superintendent to the Board of Education of Henry County by complying with the following procedures:
• The Administrator or employee, within 5 days from the date of the Superintendent’s or designee’s report, shall file a written appeal to the Board on the prescribed form. The appeal shall specifically state the employee’s or Administrator’s objection to the Superintendent’s or designee’s report. The Board of Education will consider only the written record in the matter in reaching its decision.
• The Board will consider the employee’s or Administrator’s appeal at its next regular study session following the date of filing of the appeal, or at a special called meeting, and will render a written decision within 3 days after considering the matter. A copy of the Board’s decision will be given to the Administrator, the employee, and the Superintendent or designee. A copy will be placed in the employee’s permanent record.
F. TRAINING FOR ADMINISTRATORS
Updates and/or additional information concerning evaluation shall be provided for evaluating and developing plans for certificated personnel who are under their supervision. One copy shall be retained on file by the Administrator for three years, or longer if desired.
Henry County Schools Original Adopted Date: 4/1/1987
