General
There is no precise definition of a professional growth plan (PGP) or improvement plan. For the purposes of this section, we mean any document that includes specific directives for future conduct, such as a directive to read a book on classroom management or a future goal, like observed improvements in students’ behavior in the classroom. With such a broad definition, a PGP could be a part of a reprimand or be a more formal “stand-alone” document. A PGP can be issued to an employee any time the supervisor believes there is a need for improvement.
There is a specific type of growth plan, the Goal Setting and Professional Development Plan (GSPDP), required by T-TESS. Additional information about the GSPDP can be found above. However, the GSPDP does not prohibit the issuance of a general growth plan for other reasons at the supervisor’s discretion.
A supervisor generally has the option of placing an employee on a growth plan even in the absence of a poor evaluation score or any other prior warnings. Of course, it is “best practice” for a supervisor to discuss the need for improvement with an employee prior to issuing a growth plan. However, the law does not require this; it is just a matter of good management skills.
Keep in mind that a growth plan is not, in and of itself, evidence of wrongdoing or poor job performance. On the other hand, a documented failure to comply with a growth plan could be a problem and could be used as evidence of a performance deficiency that could constitute grounds for nonrenewal or termination. For that reason, it is important not to simply ignore directives included in a PGP.