Prescriptive Plan for Assistance
(PPA) For Central Office and Non-Teacher
Office of Accountability and Rewards
Human Resources Department
What Is a PPA ?
A Prescriptive Plan for Assistance (PPA) takes the place of
the intervention plan or growth plan as defined by the state
It is a plan that is developed to provide Central Office and
non-teacher employees with a stronger developmental
support system than the Professional Development Plan
Who Develops the PPA?
The PPA is developed by the appraiser.
Collaboration is encouraged, however, it is the appraiser who
drives the development of the PPA and who will hold the
employee accountable for changing behavior or performance
as indicated by the plan.
When Is a PPA Developed?
The PPA is developed when an appraiser has collected
sufficient evidence that supports the need for a stronger
developmental support system for an employee.
What Are the Components of a
The PPA includes elements, designed to provide targeted and timely support to
Focus Area Development
Action Steps for Supports to
Status of Action Next Steps, if
Implementing Achieve Action Check-in Date
the PD Activity Step
It also provides documentation of evidence and a rationale for why the
employee has met or not met professional development targets for the PPA.
Action Steps for Section describes all required actions of the employee and others indicated in
Implementing the PD the steps that will assist the employee in completing the professional
Activity development activity successfully, and as a result, demonstrate effective change.
Supports to Achieve Action Section describes any support necessary for employee to complete the action step
Check-in Date Section establishes a projected date for completion of action step and check-in
Status of Action Step Indicates whether action step was MET/ON TRACK/NOT MET
Next Steps Complete only if employee did not meet action step, and describe concrete
Evidence or Lack of Change Evidence indicating extent to which the employee’s implementation of the
in Employee Behavior and / professional development activity showed a change in employee behavior and
or Performance /or performance.
Outcomes for Professional Indicates whether expected outcomes were met or not met and what the next
Development Activity and steps will be.
What Is a Focus Area?
A focus area is drawn directly from the
Focus Area/Goal (list one goal in which the employee is
demonstrating a need for a support system.)
Expected Change in Behavior or
Describe the change that you want to see demonstrated in
behavior or performance.
If this change does not occur, the PPA has not been
successfully completed, and other professional development
activities need to be addressed. Documented
evidence/memoranda throughout the timeline will support
the decision to extend the PPA.
Expected Change in Behavior/Performance
Manages tasks, identify risks, and take proactive actions in a timely fashion.
Professional Development Activity
Identify ONE – TWO professional development
activities for the employee to complete per focus
Professional Development Activity (List one activity to be developed by the
Shadow a colleague, noticing how he/she manages tasks, identifies risks, and takes proactive
action in a timely manner.
Action Steps define the process in which the professional development
activity and the expected change occur.
During the Action Steps phase, you are working side by side with the
employee to promote his or her success with the activity and monitoring
and giving continuous feedback regarding progress toward the expected
Each step relates to the one professional development activity.
Each conference during the Action Steps is followed with a conference
Supports to Achieve the Action
For each action step, you, the appraiser, are required to give
the employee the assistance needed to ensure that he or she
can carry out the step smoothly.
You may schedule peer observations, shadowing, etc.
You may plan meeting dates on a calendar
You may observe to provide formative (non-appraisal) feedback
You may register and pay for off-site training
When fleshing out all of the steps it will take to complete this
one professional development activity, you, the appraiser,
will be planning dates on your calendar so that all parties
know when and where to meet and for what purpose.
Putting it on the Outlook Meeting Invitation books the
meetings in advance and helps all parties avoid meeting
Status and Next Steps
The PPA form allows for the appraiser to record the
employee’s status of completion at the prearranged time
interval. If the employee has met the step, then proceed to
the next step. If the employee has not met the requirement,
then the appraiser will have to adjust the time element under
Next Steps and explain how the plan is being adjusted.
All conferences during the action steps are documented with
a conference summary memorandum that memorializes the
conversation during the conference and any directives given.
The evidence is the documentation you, the appraiser, have
collected during the Action Steps time period on the
Did the employee successfully participate in the PD activity?
NOTE: Successful completion of a PD activity does not
guarantee successful completion of a PPA.
What have you observed regarding the employee’s performance? Did the
employee’s behavior/performance change as expected?
If the expected change occurred, and you are confident that
the employee will be consistent in this change and continue
to exhibit improvement, then the plan can be ended and the
employee can continue the PDP.
This is the section where the appraiser, based on the evidence
collected, explains why he/she has decided whether or not
the teacher has met the requirements of changed
At this phase, you will conference with the employee and
follow up with either a PPA extension memo or a PPA
Questions Regarding PPAs?
Contact the Performance Management Team