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There are three levels of support
available for an employee who is not meeting the Professional Qualities and Responsibilities. For all levels of formal support, the supervisor will document the need for improvement with the PQR Evaluation Form. If the employee can address the need for improvement with little support, the PQR Evaluation form may suffice. If a more structured approach is needed, the PQR Evaluation form may be paired with a Structured Growth Plan. If the deficit in meeting the PQR is severe, the PQR Evaluation form may be paired with an Intensive Support Plan. If support begins at Level 1 and there is no improvement in performance, support may progress to Level 2 and 3.

On the chart below, click on the green boxes to download the corresponding form. Click on the links (in the red box) for additional information on the Structured Growth Plan, Intensive Support Plan, and Levels of Support.

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STRUCTURED GROWTH PLAN
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Target Staff:

Employees (probationary and continuing) who are not meeting or exceeding the Professional Qualities and Responsibilities (PQR) AND their need for improvement has been documented on the Professional Qualities and Responsibilities Evaluation Form.

Description:

The Structured Growth Plan is designed to provide more focus and additional support for an employee who has been unable to correct an identified deficit in their performance of a specific Professional Quality and Responsibility indicator. The development of the Structured Growth Plan is part of, or follow-up to, an evaluation conference with the employee. The Structured Growth Plan is designed to ensure that improvement is demonstrated over a period of time not to exceed a twelve-week period. During this time the supervisor meets with the employee to discuss evidence of improvement. It is suggested that these evidence meetings between the employee and supervisor should occur no less than once a month. The Structured Growth Plan will include the following components:

    1. The section of the Professional Qualities and Responsibilities (PQR) to be addressed by the plan followed by the specific indicator(s) under that section needing improvement.
    2. Specific objectives to be met based on the PQR indicators specified. These should be stated as measurable objectives.
    3. Activities in which the employee will engage in order to meet the stated objective for improved performance.
    4. A time frame when each activity should be completed.
    5. A plan for evidence to be collected and discussed with the supervisor that shows implementation of the plan and improved performance.
    6. Support provided by the supervisor.

Procedures:

The structured growth plan may be used after an employee has received (in conference) a PQR Evaluation Form indicating the need for improvement and that required improvement has not occurred. In these cases a second PQR Evaluation Form will be given to the employee in conference and the Structured Growth Plan developed.

However, a supervisor may determine that the need for improvement is such that it cannot be left to the discretion of the employee. In these cases, the Structured Growth Plan should be developed and included with the first PQR Evaluation Form noting the need for improvement in performance.

In either case, the following procedures will be followed:

The supervisor will:

    1. Complete a Professional Qualities and Responsibilities (PQR) Evaluation Form indicating that the employee does not meet the PQR and that a Structured Growth Plan will be developed.
    2. Meet with the employee for the required PQR Evaluation conference and provide him/her with the PQR Evaluation Form indicating that a Structured Growth Plan will be developed.
    3. Work with the employee in the development of the Structured Growth Plan.
    4. Have the employee sign the PQR Evaluation Form noting the date of the required conference.
    5. Have the employee sign and date the Structured Growth Plan.
    6. Attach the Structured Growth Plan to the PQR Evaluation Form and provide the employee with a copy.
    7. Send a copy of the PQR Evaluation Form to your Director. He/She will review the form and the plan and forward it to Human Resources for review and filing.
    8. Monitor implementation of the Structured Growth Plan and evidence of improvement. It is suggested that the supervisor observe and/or meet with the employee monthly to review evidence of improvement.
    9. Close the Structured Growth Plan if improvement is made and the employee now meets or exceeds the target PQR.
    10. Move the employee to an Intensive Support Plan if improvement is not noted with the Structured Growth Plan.

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INTENSIVE SUPPORT PLAN
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Target Staff:

    1. Employees (probationary and continuing) who continue to not meet or exceed the Professional Qualities and Responsibilities AND
    2. Their need for improvement has been documented on the Professional Qualities and Responsibilities (PQR) Evaluation Form.
    3. They have been working under a Structured Growth Plan and have not made adequate improvement.
    4. Their demonstrated need for improvement is so great that it demands intensive support.


Description:

The Intensive Support Plan represents the highest level of focus and support a supervisor is expected to provide for an employee who has been unable to correct an identified deficit in their performance of a specific Professional Quality and Responsibility indicator. An employee being placed on an Intensive Support Plan has either severe performance deficits based on the PQR, or has not shown adequate progress on the Structured Growth Plan. The Intensive Support Plan is designed to ensure that improvement is demonstrated over no more than a twelve-week period. It is suggested that the supervisor will observe and/or meet with the employee to discuss evidence of improvement weekly for the first four weeks of the plan and every-other week there after if improvement is noted. The Intensive Support Plan will include the following components:

The section of the Professional Qualities and Responsibilities (PQR) to be addressed by the plan followed by the specific indicator(s) under that section needing improvement.

    1. Specific short-term objectives to be met based on the PQR indicators specified. These should be stated as measurable objectives.
    2. Activities in which the employee will engage in order to meet the stated objective toward improved performance.
    3. A time frame when each activity should be completed with weekly benchmarks.
    4. A plan for evidence to be collected and discussed with the supervisor to show implementation of the plan and improved performance.
    5. Support to be provided by the supervisor.
    6. The difference between the Structured Growth and the Intensive Support Plans is the intensity of the activities, and the Intensive Support timeline requiring weekly implementation and improvement benchmarks. Additionally, the employee has an option of requesting a support team made up of one professional selected by the employee and one selected by the supervisor. The team will not evaluate the employee, but provide support for his/her improved performance through the Intensive Support Plan.

Procedures:

The supervisor will:

    1. Notify his/her Director and the Director of Human Resources before putting an employee on the Intensive Support Plan.
    2. Hold a PQR Evaluation Conference with the employee, providing a copy of the evaluation noting that an Intensive Support Plan will be developed.
    3. Provide the employee with an opportunity to respond in writing to the PQR Evaluation Form within two (2) administrative working days. Send the PQR Evaluation Form and any employee response to your Director and the Director of Human Resources.
    4. Meet with the administrator within ten (10) administrative working days to complete the development of the Intensive Support Plan.
    5. Support the employee in implementing the plan. It is suggested that employee and supervisor meet to review evidence of improvement weekly for the first four weeks of the plan and every-other week thereafter. The employee may also request help of a support team consisting of one professional selected by the employee and one selected by the supervisor. If improvement toward the objective is noted, the supervisor may choose to move the employee from Intensive Support back to a Structured Growth Plan. The Director and Director of Human Resources should be notified if this occurs.

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LEVELS OF SUPPORT
for
Structured Growth & Intensive Support Plan
(for Administrators, Supervisors, CARs, ITRTs, LIS, and School Counselors)
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LEVEL I

Level I support brings awareness and focus to the performance issue identified by the supervisor.  This level relies on providing information and material resources to the employee.  At this level, employees make the decision about the resources they will use for improvement. Some suggested resources are:

    * Initiate a discussion with the employee about the need for improvement as documented on the Professional Qualities and Responsibilities (PQR) Evaluation Form (required).

    * Provide books, articles and other written resources for the employee to refer to and consider.  The web is a good resource.  The Staff Development Department can also advise on resources that may provide support.

    * Provide employees with specific video clips and other “just in time” staff development resources such as: PD 360, staff development institutes, online courses and other resources found on the staff development website.

    * Direct employees to specific employees or other staff who are models for the particular area of improvement.

    * Remind employees of support staff available to help them develop skills in the specific areas.
  

LEVEL 2
STRUCTURED GROWTH

Level 2 support is beyond providing information for an employee to consider.  Level 2 includes applying the support resources through follow-up activity with the supervisor or designee. Following are suggested resources in Level 2:

    * Require the review of specific video clips, articles, websites, or other “just in time resources (self-paced online courses or PD 360). A deadline for this should be provided by the supervisor. Meet with the employee to discuss new learning and implementation for improved performance.  This support strategy may be paired with a review of documents to continue discussion of new learning toward improved performance.

    * When appropriate, require participation in staff development institutes, online courses, or other staff development offerings related to the identified area of deficit.  Follow-up the new learning with reflection sessions with the employee to determine how the new learning will be implemented for improved performance.

    * Schedule the employee to visit or observe another employee who is a model for the specific Professional Qualities and Responsibilities (PQR) identified for this employee’s improvement.  Work with the employee to create a specific protocol for the visit.  Debrief after the visit to reflect on learning and next steps for implementation for improvement.

    * Require the employee to work with staff who can support the employee in his/her development. The supervisor or designee should meet with the employee to schedule their meetings with the staff as well as for the collection of artifacts related to showing implementation of the work done with the staff.

 

LEVEL 3
INTENSIVE SUPPORT

Level 3 support is the most intensive and includes close supervision and opportunities for modeling. Following are suggested resources in Level 3:

    * Create opportunities for working with an exemplary employee.

    * Provide a coach for the employee to help develop and implement a plan for improvement.

    * Provide opportunity for the employee to jointly observe exemplary employees with the supervisor or coach and reflect on the learning.  The visit is followed-up with practice implementation with feedback from the administrator or coach.

    * The supervisor or assigned coach work directly with the employee on  “just in time” staff development materials such as self-paced online courses, video clips, and PD 360.  These sessions should result in a concrete implementation activity directly tied to the area of required improvement.

* The Department of Staff Development and the Central Office Content and Human Resources Specialists will be primary contacts for more specific resources in these three levels of support.