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Renton Education Association

This announcement covers the district's funding of longevity stipends, the evaluation timeline, behavior supports, and upcoming trainings for teachers. It also includes information on building-level behavior support plans.

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Renton Education Association

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  1. Renton Education Association November Building Rep 10-minute meeting

  2. Longevity Stipends: • The District shall fund a longevity stipend for employees at step 16 who are otherwise not eligible for increment movement. • This longevity stipend is paid in the November pay warrant. OLD LANGUAGE: 17-20 years experience will be 1% of base annual salary 21-25 years experience will be 1.5% of base annual salary 26-30 years experience will be 2% of base annual salary 31 and greater years experience will be 2.5% of base annual salary NEW LANGUAGE: 17-20 years experience will be 1.5% of base annual salary 21-25 years experience will be 2.0% of base annual salary 26+ years experience will be 2.5% of base annual salary

  3. Reminder: Evaluation timeline and Unscheduled Observations • All initial professional conversations regarding student growth goals should have already taken place (by Oct 31) • November 30: This is the last day for a classroom teacher to choose to be on Comprehensive, or for an admin to move you from Focused to Comprehensive or to Long Form. This is also the approximate date that evaluators must complete a 90-day observation cycle for new teachers. • December 15: Or the last day before Winter Break, whichever comes first-the first observation cycle should be completed for all employees. • Unscheduled observations that will be used as part of the evaluation process shall be documented in writing and provided to the teacher no later than five (5) days after the observation. Within three (3) days of receipt of the written observation notes, the teacher or evaluator may request a meeting to review or discuss the observation

  4. Behavior Supports and Student Discipline • A Toolbox of resources will be made available to employees and schools to minimally include: • Guiding documents that help define Tier I, II and III behaviors and recommended common expectations for responses to those behaviors. • Common templates and protocols that can be used at the building level. • Professional Development opportunities for behavior support. • District supported programs that teach students self-advocacy and self-regulation. • A listing of mental health resources available in each service area. • District support roles clearly defined with a process for how to access.

  5. Building-level Behavior Support Plans • Each building will use its decision-making model, including staff input, to establish a school-wide discipline and intervention plan; define, review and update Tier I, II and III behaviors and establish common expectations for responses to these behaviors. • This plan will include a clear protocol for timely communication and feedback to teachers about administrative response to behaviors. • This plan will delineate resources for intervention supports for students who consistently struggle to meet behavioral expectations. • This plan will also include processes for analyzing disproportionality concerns and equity issues. • This plan will be communicated at the beginning of the school year (Section 9.4.6) and revisited in the middle of the year. • Please check out November Contract Corner for more details!

  6. Upcoming REA/WEA Trainings: • De-escalation and Behavior Modification: • December 6, 5-8 pm pm at the REA office. • Space is limited! • Great way to earn clock hours! • Pre-Retirement Seminar • December 7-8 • More details and RSVP information is available on the REA website: www.rentonea.org

  7. That’s it! • Anything to add/share? • Please write your comments on the comment sheet and we will take to the next REA Rep Council. • Thank you!

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