Common use of Post-Tenure Review Professional Development Plan Procedure Clause in Contracts

Post-Tenure Review Professional Development Plan Procedure. A tenured unit member who has received an unsatisfactory summary evaluation pursuant to all relevant objectives, criteria, and procedures set forth in Article XIII – Evaluation, shall be deemed as “needs improvement” and required to undertake a plan of post-tenure review professional development for a period of at least one academic year. A tenured unit member who submits binding resignation effective no late than August 31 of the year in which the unsatisfactory evaluation is issued will not be required to undertake a professional development plan. The post-tenure review professional development plan will address itself to the tenured unit member’s performance since the end of the last review period. The post-tenure review professional development plan shall primarily address those areas of performance identified in the summary evaluation as unsatisfactory and therefore needing improvement. The post-tenure review professional development plan shall set forth, in writing, the activities that a tenured unit member should undertake to improve his/her professional work performance. The post-tenure review professional development plan shall contain measurable outcomes and shall specify the criteria that will be used to determine whether or nor the tenured unit member’s performance still needs improvement. The college acknowledges its responsibility in to insure that all necessary resources and institutional support needed by a tenured unit member to meet the stated goals and outcomes of the post- tenure review professional development plan shall be readily available. The college shall bear any cost associated with the completion of the post-tenure review professional development plan (e.g., tuition reimbursement, materials, travel, workload reductions). The college will provide the necessary institutional support to complete the plan. The post-tenure review professional development plan will be created no later than May 1 of the evaluation year by his/her immediate supervisor, after consultation with the tenured unit member and advisory input from a Post-Tenure Review Professional Development Plan Committee (PTR Committee), and subject to the approval of the Chief Academic Officer. The Post-Tenure Review Committee shall be made up of the immediate supervisor, a tenured unit member, when available, of the department/division elected by the full-time unit members of that department/division for a term of one year, and an individual appropriate to the circumstances appointed by the President of the College for one year from within or without the institution: The functions of the Post-Tenure Review Committee are: A. To offer advisory input in the development of the plan. B. To act as a resource to both parties throughout the post-tenure review professional development plan year. Before the post-tenure review development plan is approved by the Chief Academic Officer, the tenured unit member may submit a detailed statement of objections to any proposed provisions of the post-tenure review professional development plan to his/her Chief Academic Officer within ten (10) working days after receiving it. If the tenured unit member refuses to participate in a post-tenure review professional development plan, the Chief Academic Officer may recommend a personnel action, which may include suspension without pay for up to one year, dismissal or other disciplinary action.

Post-Tenure Review Professional Development Plan Procedure. ‌ A tenured unit member who has received an unsatisfactory summary evaluation pursuant to all relevant objectives, criteria, and procedures set forth in Article XIII – Evaluation, shall be deemed as “needs improvement” and required to undertake a plan of post-tenure review professional development for a period of at least one academic year. A tenured unit member who submits binding resignation effective no late than August 31 of the year in which the unsatisfactory evaluation is issued will not be required to undertake a professional development plan. The post-tenure review professional development plan will address itself to the tenured unit member’s performance since the end of the last review period. The post-tenure review professional development plan shall primarily address those areas of performance identified in the summary evaluation as unsatisfactory and therefore needing improvement. The post-tenure review professional development plan shall set forth, in writing, the activities that a tenured unit member should undertake to improve his/her the unit member’s professional work performance. The post-tenure review professional development plan shall contain measurable outcomes and shall specify the criteria that will be used to determine whether or nor the tenured unit member’s performance still needs improvement. The college acknowledges its responsibility in to insure that all necessary resources and institutional support needed by a tenured unit member to meet the stated goals and outcomes of the post- tenure review professional development plan shall be readily available. The college shall bear any cost associated with the completion of the post-tenure review professional development plan (e.g., tuition reimbursement, materials, travel, workload reductions). The college will provide the necessary institutional support to complete the plan. The post-tenure review professional development plan will be created no later than May 1 of the evaluation year by his/her the unit member’s immediate supervisor, after consultation with the tenured unit member and advisory input from a Post-Post- Tenure Review Professional Development Plan Committee (PTR Committee), and subject to the approval of the Chief Academic Officer. The Post-Tenure Review Committee shall be made up of the immediate supervisor, a tenured unit member, when available, of the department/division elected by the full-time unit members of that department/division for a term of one year, and an individual appropriate to the circumstances appointed by the President of the College for one year from within or without the institution: The functions of the Post-Tenure Review Committee are: A. To offer advisory input in the development of the plan. B. To act as a resource to both parties throughout the post-tenure review professional development plan year. Before the post-tenure review development plan is approved by the Chief Academic Officer, the tenured unit member may submit a detailed statement of objections to any proposed provisions of the post-tenure review professional development plan to his/her the unit member’s Chief Academic Officer within ten (10) working days after receiving it. If the tenured unit member refuses to participate in a post-tenure review professional development plan, the Chief Academic Officer may recommend a personnel action, which may include suspension without pay for up to one year, dismissal or other disciplinary action.

Post-Tenure Review Professional Development Plan Procedure. A tenured unit member who has received an unsatisfactory summary evaluation pursuant to all relevant objectives, criteria, and procedures set forth in Article XIII – Evaluation, shall be deemed as “needs improvement” and required to undertake a plan of post-tenure review professional development for a period of at least one academic year. A tenured unit member who submits binding resignation effective no late than August 31 of the year in which the unsatisfactory evaluation is issued will not be required to undertake a professional development plan. The post-tenure review professional development plan will address itself to the tenured unit member’s performance since the end of the last review period. The post-tenure review professional development plan shall primarily address those areas of performance identified in the summary evaluation as unsatisfactory and therefore needing improvement. The post-tenure review professional development plan shall set forth, in writing, the activities that a tenured unit member should undertake to improve his/her professional work performance. The post-tenure review professional development plan shall contain measurable outcomes and shall specify the criteria that will be used to determine whether or nor the tenured unit member’s performance still needs improvement. The college acknowledges its responsibility in to insure that all necessary resources and institutional support needed by a tenured unit member to meet the stated goals and outcomes of the post- tenure review professional development plan shall be readily available. The college shall bear any cost associated with the completion of the post-tenure review professional development plan (e.g., tuition reimbursement, materials, travel, workload reductions). The college will provide the necessary institutional support to complete the plan. The post-tenure review professional development plan will be created no later than May 1 of the evaluation year by his/her immediate supervisor, after consultation with the tenured unit member and advisory input from a Post-Tenure Review Professional Development Plan Committee (PTR Committee), and subject to the approval of the Chief Academic Officer. The Post-Tenure Review Committee shall be made up of the immediate supervisor, a tenured unit member, when available, of the department/division elected by the full-time unit members of that department/division for a term of one year, and an individual appropriate to the circumstances appointed by the President of the College for one year from within or without the institution: The functions of the Post-Tenure Review Committee are: A. To offer advisory input in the development of the plan.. 66 ARTICLE XIII - EVALUATION B. To act as a resource to both parties throughout the post-tenure review professional development plan year. Before the post-tenure review development plan is approved by the Chief Academic Officer, the tenured unit member may submit a detailed statement of objections to any proposed provisions of the post-tenure review professional development plan to his/her Chief Academic Officer within ten (10) working days after receiving it. If the tenured unit member refuses to participate in a post-tenure review professional development plan, the Chief Academic Officer may recommend a personnel action, which may include suspension without pay for up to one year, dismissal or other disciplinary action.

Post-Tenure Review Professional Development Plan Procedure. A tenured unit member who has received an unsatisfactory summary evaluation pursuant to all relevant objectivesobjec- tives, criteria, and procedures set forth in Article XIII – Evaluation, shall be deemed as “needs improvement” and required to undertake a plan of post-tenure review professional development for a period of at least one academic year. A tenured unit member who submits binding resignation effective no late than August 31 of the year in which the unsatisfactory evaluation is issued will not be required to undertake a professional development plan. The post-tenure review professional development plan will address itself to the tenured unit member’s performance perfor- ▇▇▇▇▇ since the end of the last review period. The post-tenure review professional development plan shall primarily pri- ▇▇▇▇▇▇ address those areas of performance identified in the summary evaluation as unsatisfactory and therefore needing improvement. The post-tenure review professional development plan shall set forth, in writing, the activities that a tenured unit member should undertake to improve his/her professional work performance. The post-tenure review professional development plan shall contain measurable outcomes and shall specify the criteria that will be used to determine whether or nor the tenured unit member’s performance still needs improvement. The college acknowledges its responsibility in to insure that all necessary resources and institutional support needed by a tenured unit member to meet the stated goals and outcomes of the post- post-tenure review professional development plan shall be readily available. The college shall bear any cost associated with the completion of the post-tenure review professional development plan (e.g., tuition reimbursement, materials, travel, workload reductionsreduc- tions). The college will provide the necessary institutional support to complete the plan. The post-tenure review professional development plan will be created no later than May 1 of the evaluation year by his/her immediate supervisor, after consultation with the tenured unit member and advisory input from a Post-Post- Tenure Review Professional Development Plan Committee (PTR Committee), and subject to the approval of the Chief Academic Officer. The Post-Tenure Review Committee shall be made up of the immediate supervisor, a tenured unit member, when available, of the department/division elected by the full-time unit members of that department/division for a term of one year, and an individual appropriate to the circumstances appointed by the President of the College for one year from within or without the institution: The functions of the Post-Tenure Review Committee are: A. To offer advisory input in the development of the plan. B. To act as a resource to both parties throughout the post-tenure review professional development plan year. Before the post-tenure review development plan is approved by the Chief Academic Officer, the tenured unit member may submit a detailed statement of objections to any proposed provisions of the post-tenure review professional development plan to his/her Chief Academic Officer within ten (10) working days after receiving it. If the tenured unit member refuses to participate in a post-tenure review professional development plan, the Chief Academic academic Officer may recommend a personnel action, which may include suspension without pay for up to one year, dismissal or other disciplinary action.

Post-Tenure Review Professional Development Plan Procedure. A tenured unit member who has received an unsatisfactory summary evaluation pursuant to all relevant objectives, criteria, and procedures set forth in Article XIII – Evaluation, shall be deemed as “needs improvement” and required to undertake a plan of post-tenure review professional development for a period of at least one academic year. A tenured unit member who submits binding resignation effective no late than August 31 of the year in which the unsatisfactory evaluation is issued will not be required to undertake a professional development plan. The post-tenure review professional development plan will address itself to the tenured unit member’s performance since the end of the last review period. The post-tenure review professional development plan shall primarily address those areas of performance identified in the summary evaluation as unsatisfactory and therefore needing improvement. The post-tenure review professional development plan shall set forth, in writing, the activities that a tenured unit member should undertake to improve his/her professional work performance. The post-tenure review professional development plan shall contain measurable outcomes and shall specify the criteria that will be used to determine whether or nor the tenured unit member’s performance still needs improvement. The college acknowledges its responsibility in to insure that all necessary resources and institutional support needed by a tenured unit member to meet the stated goals and outcomes of the post- post-tenure review professional development plan shall be readily available. The college shall bear any cost associated with the completion of the post-tenure review professional development plan (e.g., tuition reimbursement, materials, travel, workload reductions). The college will provide the necessary institutional support to complete the plan. The post-tenure review professional development plan will be created no later than May 1 of the evaluation year by his/her immediate supervisor, after consultation with the tenured unit member and advisory input from a Post-Post- Tenure Review Professional Development Plan Committee (PTR Committee), and subject to the approval of the Chief Academic Officer. The Post-Tenure Review Committee shall be made up of the immediate supervisor, a tenured unit member, when available, of the department/division elected by the full-time unit members of that department/division for a term of one year, and an individual appropriate to the circumstances appointed by the President of the College for one year from within or without the institution: The functions of the Post-Tenure Review Committee are:are:‌ A. To offer advisory input in the development of the plan. B. To act as a resource to both parties throughout the post-tenure review professional development plan year. Before the post-tenure review development plan is approved by the Chief Academic Officer, the tenured unit member may submit a detailed statement of objections to any proposed provisions of the post-tenure review professional development plan to his/her Chief Academic Officer within ten (10) working days after receiving it. If the tenured unit member refuses to participate in a post-tenure review professional development plan, the Chief Academic academic Officer may recommend a personnel action, which may include suspension without pay for up to one year, dismissal or other disciplinary action.

Post-Tenure Review Professional Development Plan Procedure. A tenured unit member who has received an unsatisfactory summary evaluation pursuant to all relevant objectives, criteria, and procedures set forth in Article XIII – Evaluation, shall be deemed as “needs improvement” and required to undertake a plan of post-tenure review professional development for a period of at least one academic year. A tenured unit member who submits binding resignation effective no late than August 31 of the year in which the unsatisfactory evaluation is issued will not be required to undertake a professional development plan. The post-tenure review professional development plan will address itself to the tenured unit member’s performance since the end of the last review period. The post-tenure review professional development plan shall primarily address those areas of performance identified in the summary evaluation as unsatisfactory and therefore needing improvement. The post-tenure review professional development plan shall set forth, in writing, the activities that a tenured unit member should undertake to improve his/her the unit member’s professional work performance. The post-tenure review professional development plan shall contain measurable outcomes and shall specify the criteria that will be used to determine whether or nor the tenured unit member’s performance still needs improvement. The college acknowledges its responsibility in to insure that all necessary resources and institutional support needed by a tenured unit member to meet the stated goals and outcomes of the post- tenure review professional development plan shall be readily available. The college shall bear any cost associated with the completion of the post-tenure review professional development plan (e.g., tuition reimbursement, materials, travel, workload reductions). The college will provide the necessary institutional support to complete the plan. The post-tenure review professional development plan will be created no later than May 1 of the evaluation year by his/her the unit member’s immediate supervisor, after consultation with the tenured unit member and advisory input from a Post-Post- Tenure Review Professional Development Plan Committee (PTR Committee), and subject to the approval of the Chief Academic Officer. The Post-Tenure Review Committee shall be made up of the immediate supervisor, a tenured unit member, when available, of the department/division elected by the full-time unit members of that department/division for a term of one year, and an individual appropriate to the circumstances appointed by the President of the College for one year from within or without the institution: The functions of the Post-Tenure Review Committee are: A. To offer advisory input in the development of the plan. B. To act as a resource to both parties throughout the post-tenure review professional development plan year. Before the post-tenure review development plan is approved by the Chief Academic Officer, the tenured unit member may submit a detailed statement of objections to any proposed provisions of the post-tenure review professional development plan to his/her the unit member’s Chief Academic Officer within ten (10) working days after receiving it. If the tenured unit member refuses to participate in a post-tenure review professional development plan, the Chief Academic Officer may recommend a personnel action, which may include suspension without pay for up to one year, dismissal or other disciplinary action.