Academic Probation Sample Clauses
The Academic Probation clause establishes the conditions under which a student is formally notified that their academic performance does not meet the institution's minimum standards. Typically, this clause outlines the specific criteria—such as a minimum grade point average or completion rate—that trigger probation, and details the support or requirements imposed on the student during this period, such as mandatory advising or restricted course loads. Its core function is to provide a structured warning system that encourages students to improve their performance while clearly communicating the consequences of continued underachievement, thereby helping both students and institutions manage academic progress and retention.
Academic Probation. ▇▇▇▇▇▇▇ is seeking to clarify the provisions relating to Academic Probation to ensure the University can extend probationary periods where recommended by the Probation Review Committee, rather than terminate employment.
Academic Probation i. A student will be placed on academic probation if in any class(es); he/she scores less than a C- (GPA of 2.0) on a semester grade report.
ii. Students placed on academic probation must bring class grade(s) to at least a C- (GPA of 2.0) over the course of the next semester. At this point the student comes off Academic Probation. If the student does not bring the grade up as required in one (1) semester the student’s contract will not be resigned and will be terminated for further program participation.
iii. Students on academic probation are required to have all professors fill out a weekly progress chart. This chart will be provided to students who are placed on academic probation. This chart will ask professors to document the following: Class Preparedness, Class Participation, Assignment Completion, Student Attendance, and a signature from the professor. This chart must be turned in immediately after the last class of the week to the Student Live-In Coordinator.
iv. If the student does not complete/turn in the required chart the student will be immediately suspended from responding to calls with ▇▇▇▇▇▇ Fire-Rescue, until such time that the student turns in the required chart. If the student fails to turn in a progress chart for two weeks (14 days) their contract will be immediately terminated.
v. If the student returns a weekly progress chart that has negative remarks from professors, he/she will be immediately suspended from responding to any calls with ▇▇▇▇▇▇ Fire-Rescue, until such time that the student returns a good progress chart. If the student returns two (2) consecutive negative progress reports the student’s contract will be immediately terminated.
1. Once the student’s contract has been terminated, he/she will be given 48 hours to move out of their assigned station.
a. If the student will remain as a call company member with the department, they may retain all their gear and equipment.
b. If the student does not remain as a call company member, he/she shall return all provided ▇▇▇▇▇▇ Fire-Rescue equipment within 48-hours of his/her contract being terminated.
Academic Probation. The parties shall place P-TECH students who fail to maintain an unweighted C average on “Early Alert” or “Scholastic Probation” respectively defined by the College’s and AISD’s policies.
Academic Probation. If a house officer’s performance is deemed to be unsatisfactory from academic or professional aspects or as a consequence of a breach of the House Officer Agreement, the house officer may be placed on academic probation. The house officer and the Office of Graduate Medical Education shall be notified in writing. The notice shall include: • The specific problems in the house officer’s performance. • The expectations of what will constitute evidence that the problems have been remedied, and • The date at which the house officer’s performance will next be reviewed and the next course of action A review of the house officer’s performance must take place within three months following the initiation or extension of probation. At the designated time, the department may extend the house officer’s probation, end the probation, or dismiss the house officer. Unsatisfactory academic performance, or breach of the terms of the house officer agreement shall be sufficient grounds for suspension, non-renewal, non-promotion or dismissal. Gross failure to perform duties, or illegal or unethical conduct may result in immediate dismissal. The Office of Graduate Medical Education must be notified and provided with all supporting documentation prior to initiating dismissal action. House officers must receive written notice of the action and be offered, in writing, the right to due process.
Academic Probation a) All new Academic Employees (other than Casual Academic Employees) will be appointed on a period of probation.
(i) For new Academic Employees, the period of probation will be twelve (12) months. Prior to the expiry of probation, the University may elect to extend this period by up to a further twelve (12) months; or
(ii) For Fixed term Academic Employees whose contract length is twelve (12) months or less, the period of probation will be six (6) months.
b) At any time during the probationary period, the University may elect to terminate the Academic Employee’s employment with the required period of written notice as set out in Clause 30 – Termination of Employment.
c) If termination of employment is proposed during probation, evidence-based reasons will be provided to the Employee within a reasonable timeframe prior to the proposed termination and will be consistent with reasonable and properly communicated probationary goals and expected outcomes.
d) This does not include matters relating to conduct, which will be addressed in accordance with Clause 32, nor where a new matter arises within the four-week period preceding the end of the probation period.
e) For Fixed term Employees, any second or subsequent fixed term contract that commences within six (6) weeks of the end of the previous contract will not contain a period of probation.
Academic Probation. 9.2.1 Subject to Clause 9.2.6(ii) a probation period for a continuing employee shall be normally up to twenty-four months. However where it is necessary for the employee to demonstrate research and/or publication activity the probation period may be up to thirty-six months.
9.2.2 The employee shall be advised of the length of the probationary period and the name and position of the employee’s Supervisor prior to commencement of employment through the letter of offer or contract of employment.
9.2.3 At or as soon as possible after commencement of employment, the new employee shall be inducted, at which time probation requirements shall be explained.
9.2.4 During the probationary period, the employee shall be subject to formal assessment and provided with continuing constructive counselling and support to confirm progress and/or identify difficulties and develop strategies for their resolution.
9.2.5 The process for probation will consist of:
(i) a probation plan prepared at the start of employment;
(ii) interim review/s in accordance with University policy;
(iii) final probation review conducted before the end of the probationary period; and
(iv) where performance concerns are identified during the probationary period, a clear statement of issues and improvements required will be provided to and discussed with the employee. The employee will have an opportunity to respond to the performance issues raised. This discussion will include identifying any assistance that the Supervisor will provide in order to meet performance expectations.
9.2.6 Prior to the expiration of the probation period the University will, after following the processes in 9.2.5:
(i) confirm the appointment if no concerns have arisen, or concerns have been satisfactorily addressed; or
(ii) extend the probation period by a period no greater than six months if concerns have been identified and need more time to be addressed; or
(iii) give notice of three months to terminate employment, provided that no decision to terminate employment will be made before an employee has completed 12 months of service, unless a probationary period of less than 12 months is stipulated in the contract.
9.2.7 Where a probation period is extended the employee will be advised prior to the conclusion of the initial probationary period, of the reasons and justification for the decision and given an opportunity to respond.
9.2.8 If an assessment of performance cannot be made due to an employee taking a period of appr...
Academic Probation. If a student’s cumulative grade point average is less than 2.0, the student will be placed on academic probation. Students on academic probation will not be permitted to take more than 13 credit hours. Students on academic probation will be assigned mid‐term grades so they are aware of possible academic difficulties early in the semester. Students who are on academic probation are strongly encouraged to repeat courses in which “F” or “WF” grades were received during the next semester (or the next time the course is offered).
Academic Probation a. The student is permitted to practice or rehearse, and may compete or perform in a contest or performance during the period of academic probation (3 weeks).
Academic Probation. The parties shall place ECHS students who fail to maintain an Responsive Ed Texas
Academic Probation. The purpose of academic probation is to give the student in academic difficulty the opportunity to improve his/her grades and a strong warning that he or she is in danger of not passing. Any elementary student who has a C or below in two classes will be put on academic probation. Students who are placed on academic probation will lose eligibility to participate in TCPS extra-curricular activities, including athletics and clubs, during the next quarter.