Career Long Professional Learning (CLPL Sample Clauses

The Career Long Professional Learning (CLPL) clause establishes the requirement for individuals to engage in ongoing professional development throughout their careers. This clause typically mandates participation in training sessions, workshops, or educational programs relevant to one's field, ensuring that skills and knowledge remain current. By formalizing the expectation of continuous learning, the clause helps maintain high professional standards and adaptability in a changing work environment.
Career Long Professional Learning (CLPL. The Agreement states that “teachers have a right and responsibility to contribute to the development of a quality service. They have a professional commitment to develop their skills and expertise in classroom practice and other related matters through an agreed programme of continuing professional development.” All teachers are expected to meet a commitment to an additional contractual maximum of 35 hours per year. CLPL should be seen as both a contractual commitment and an entitlement in developing the personal and professional skills of teaching staff. The additional hours for CLPL shall consist of an appropriate balance of personal professional development, small-scale school-based activities, attendance at nationally accredited courses or other CLPL activities. This balance will be based on an assessment of individual need, identified through the Employee Review and Development process in school. It will also take account of departmental, school, local and national educational planning. All teachers, including headteachers, will agree an annual plan of CLPL activity with their immediate line manager and will maintain an individual CLPL record. Individual teachers, including those on part-time contracts, may wish to account for CLPL activity which exceeds the minimum requirements stated above. This should be negotiated and agreed with the teacher’s immediate line manager. CLPL activity should be carried out at times and venues which suit the needs of the individual teacher, schools and the nature of the activity. Link to Leadership and Development Strategy Leadership and Development Strategy
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Career Long Professional Learning (CLPL. In addition to the contractual commitment of the 35hour working week, staff have to account for a maximum of 35 hours of CLPL activities annually.
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Career Long Professional Learning (CLPL. 9.1 Teachers (other than short term supply teachers) are contracted to carry out an additional 35 hours of CLPL per annum. This is in addition to the 35 hour working week. Pro-rata arrangements apply to teachers who are contracted to work less than the full 35 hour working week. 9.2 This time will include an appropriate balance of small scale school-based activities, personal professional development and nationally accredited courses. 9.3 Particular attention is drawn to the section on contractual CLPL time within the Authority Policy on Professional Review and Development Procedure Manual 2/31.
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Career Long Professional Learning (CLPL. ‌ College staff are supported in their own CLPL through the work of our Organisational Development team and our small team of Learning and Teaching Mentors. Senior phase provision is encompassed within our Reflections on the Learning Experience (ROLE) learning and teaching observation activities. This on-going CLPL is supported and enhanced by a further range of specific projects and engagements that add to the skills base of staff, and enhance the quality of DYW related provision. In 2019, the college worked in partnership with Skills Development Scotland and Baldragon Academy in Dundee to pilot the new skills profiling tool within my World of Work. The pilot sought to address the challenges around awareness, understanding and consistency of enabling pupils to identify their skills development. The pilot also worked to overcome these challenges by implementing joint CPD between college and school teaching staff and employers ahead of learners using the profiling tool. The pilot featured as good practice in the January 2020 edition of College Development Network’s Reach magazine. The next stage of this work is to take the sessions to all secondary and primary school clusters in Dundee and Angus. Annual updating events continue to take place with teachers, guidance staff and Skills Development Scotland and have become embedded into the planning and communication cycle. The college is a key partner in local authority-led practice sharing, learning and planning events such as Angus Council’s ‘#everything is learning’ locality based sessions and Dundee City Council’s promoted staff annual conferences.
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Related to Career Long Professional Learning (CLPL

  • Continuing Professional Development If, during the life of the Agreement, Continuing Professional Development (CPD) is introduced for plumbers, all time spent in complying with the CPD obligations will be the responsibility of each plumber.

  • Professional Growth ‌ The policy of the District shall be to encourage continued and active participation on the part of classified employees in a program of professional growth activities designed to improve service to students and the District, and to assist in the personal and professional development of the employee. Professional growth is designed as a continuous purposeful program of study/training to retain and extend the high standards of the classified employees. The purpose of this program will be: 1. To improve the standard of service of the classified staff; 2. To extend and constantly improve the standards of on-the-job performance; 3. To provide opportunities for personal growth and advancement and thereby exert a concerted effort to retain qualified classified personnel. The policy shall be interpreted and implemented as follows: 1. Professional growth credit shall be given for unit credit collegiate-level coursework. Non- collegiate courses shall be evaluated on a case-by-case basis by the employee’s immediate supervisor and the Chief Human Resources Officer or designee. 2. Professional growth credit will be provided for coursework completed on the employee’s own time. Released time for on-the-job training to participate in study/coursework, etc., shall not result in professional growth credit. 3. Professional growth credit shall be given only for that coursework begun and completed subsequent to the effective date of the Agreement into which this proposal is incorporated. 4. All coursework for professional growth credit shall be job-related or related to advancement to another District job and subject to prior approval of the employee’s immediate supervisor and the Chief Human Resources Officer. The burden of proof of job-relatedness falls to the employee making request for professional growth credit. 5. If the District determines that the coursework is not job related, the employee may appeal this decision using an appeal process similar to the one now operating with working out- of-class provisions of the Agreement. 6. Upon promotion of the employee to a new classification, the units completed for professional growth credit shall be reviewed by the new supervisor and the supervisor’s vice president to determine whether the growth credits shall carry over. a. If units were gained completing courses which provided employee with prerequisite skills for the new position, the professional growth credit will not be carried over. b. If the credit is not job-related to the new position, the credit will not be carried over. c. In both “a” and “b” above, the appeal process of Paragraph 5 shall apply. 7. The District shall have the right to require appropriate coursework as part of any professional growth program for an employee. 8. An employee shall have three (3) years in which to complete any cycle of professional growth. Units will not be carried over if the cycle is not completed within the three (3) years. 9. Upon completion of twelve (12) units (within the three-year timeline), the employee shall be eligible for the first step of professional growth increment. 10. Upon completion of an additional twelve (12) units (within the three-year timeline), the employee shall be eligible for a second step of the professional growth. 11. Professional growth increment shall be a flat rate of $50.00 per month per step.

  • Professional Development Funds 23.1.1 Two Professional Development Funds, a Professional Development Support Fund and an Education Leave Fund, shall be established to support professional development activities as defined in 23.2. On April 1st of each year, the College will allocate an amount equal to no less than 0.9% of total faculty salary (exclusive of severance payments) to the Professional Development Support Fund, and an amount equal to no less than 0.6% of total faculty salary to the Educational Leave Fund. Any unused balances in these funds shall carry over to the next budget year. 23.1.2 The College agrees to provide the Association with the authority to administer the program on behalf of the College for those activities approved by the College in accordance with 23.2, 23.4 and 23.5. 23.1.3 Nothing in this Agreement prevents the College from funding professional development activities in addition to those activities supported through the Professional Development Funds (23.1.1) in accordance with the procedures described in this Article.

  • Professional Development Fund Article 20

  • Professional Development Leave A. Policy. Professional development leave shall be made available to employees who meet the requirements set forth below. Such leaves are granted to increase an employee's value to the University through enhanced opportunities for professional renewal, educational travel, study, formal education, research, writing, or other experience of professional value, not as a reward for service.