Dismissal for Less Than Satisfactory Performance Clause Samples
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Dismissal for Less Than Satisfactory Performance. 1. The Board may dismiss a teacher under this article if:
a. A teacher is in the first year of appointment and the Board has received two (2) reports pursuant to Article E.26 (Evaluation of Teaching) indicating that the learning situation in the class or classes of the teacher is less than satisfactory.
b. After a teacher has completed one (1) year of term/continuing appointment and the Board has received at least three (3) consecutive reports pursuant to Article E.26 (Evaluation of Teaching) indicating that the learning situation in the class or classes of the employee is less than satisfactory.
2. The reports referred to in Article C.22.1 shall have been prepared in accordance with the process established in Article E.26 (Evaluation of Teaching) of this Agreement, and in accordance with the following conditions:
3. Except for a teacher in the first year of an appointment, the reports are written within a period of not less than twelve (12) months and not more than twenty-four (24) months, excluding time off due to illness, leave or retraining and such period not to include the time during which the employee is participating in an agreed upon plan of assistance pursuant to Article E.26.5 or the leave granted in Article C.22.8.
4. The reports leading to dismissal shall be written by at least three (3) different evaluators, one of whom shall be a Superintendent of Schools or Assistant Superintendent of Schools; the other reports shall be written by a Principal/Vice Principal, Director, Assistant Superintendent of Schools or Superintendent of Schools;
5. The reports shall be written independently of each other, and the report writers shall not collaborate with regard to the results;
6. Where the Board intends to dismiss a teacher on grounds of less than satisfactory teaching situation, it shall, no later than two (2) calendar months prior to the end of a school term, notify the teacher and the President of the Association of such intention and provide an opportunity for the teacher and their representative to meet with the superintendent and the Board within fourteen (14) days of such notice.
7. Where, subsequent to such meeting, the Board decides to dismiss a teacher pursuant to Section 122.1 of the School Act, R.S.B.C. 1996.
Dismissal for Less Than Satisfactory Performance a. The Board shall not dismiss an employee except where the Board has received three (3) consecutive reports written by not fewer than two (2) evaluators indicating less than satisfactory performance. The three (3) reports shall be issued in a period of not less than ten (10) teaching months and not more than twenty (20) teaching months exclusive of leaves.
Dismissal for Less Than Satisfactory Performance. The following applies with respect to teachers who are not placed on a probationary appointment.
Dismissal for Less Than Satisfactory Performance. (a) The test of just and reasonable cause for dismissal shall be a test of suitability of the teacher for continued employment to the position appointed.
(b) If the Society intends to dismiss a teacher pursuant to this Article, the teacher and the appropriate Union representative will be provided with written notification prior to such action.
(c) The decision to dismiss a teacher for less than satisfactory performance will be based on a minimum of three (3) less than satisfactory reports prepared in accordance with this Article. The reports shall be prepared by at least two (2) different evaluators.
(d) Where a teacher is dismissed pursuant to this Article, any salary that has accrued and is scheduled to be paid during the following summer vacation period will be paid to the teacher.
(e) Disputes resulting from dismissal under this Article shall be subject to Step 3 of the grievance procedure.
(f) If the matter is not resolved at Step 3, the dispute may be referred to arbitration under Article 11 of this Agreement. In the event that the arbitrator determines that the evaluation was not conducted honestly and in good faith, the arbitrator may grant as a remedy in substitution for reinstatement to the teacher a severance amount based on applicable judicial guidelines.
Dismissal for Less Than Satisfactory Performance. The test of just and reasonable cause for dismissal will be a test of suitability of the teacher for continued employment to the position appointed. If the Society intends to dismiss a teacher pursuant to this article, the teacher and the appropriate union representative will be provided with written notification prior to such action. The decision to dismiss a teacher for less than satisfactory performance will be based on a minimum of three less than satisfactory reports prepared in accordance with this article. The reports will be prepared by at least two different evaluators. Where a teacher is dismissed pursuant to this article, any salary that has accrued and is scheduled to be paid during the following summer vacation period will be paid to the teacher. Disputes resulting from dismissal under this article will be subject to Step 3 of the grievance procedure. If the matter is not resolved at Step 3, the dispute may be referred to arbitration under Article 11 of this agreement. In the event that the Arbitrator determines that the evaluation was not conducted honestly and in good faith, the Arbitrator may grant as a remedy in substitution for reinstatement to the teacher a severance amount based on applicable judicial guidelines.
Dismissal for Less Than Satisfactory Performance. An employee on a continuing contract shall not be dismissed for less than satisfactory performance unless:
1. three (3) successive reports issued pursuant to Article E.21 (Evaluation and Professional Growth), indicate that the learning situation under their charge is less than satisfactory;
2. the reports leading to dismissal are written by at least two (2) different evaluators, one of whom shall be a Superintendent of Schools or Assistant Superintendent of Schools. The other reports shall be written by a Principal, Vice Principal, Director of Instruction, Assistant Superintendent of Schools or Superintendent of Schools;
3. Where a teacher has received two (2) less than satisfactory reports, the evaluator who will conduct the third evaluation shall be selected by agreement between the Board and the teacher. If agreement cannot be reached, the Board shall determine the third evaluator.
4. the reports are written within a period of not less than twelve (12) months and not more than twenty-four (24) months, excluding time off due to illness, leave or retraining;
5. where the Board terminates a teacher for less than satisfactory performance, notice of at least thirty (30) days shall be given in writing to the teacher and a copy forwarded to the Association;
Dismissal for Less Than Satisfactory Performance. 1. The Board shall not dismiss a Teacher except where the Board has received three (3) consecutive reports written by not fewer than two (2) evaluators indicating less than satisfactory performance. The first two (2) reports shall be prepared according to the provisions of Article 8.B. and Article 8.C.
2. The three (3) reports shall be issued in a period of not less than one (1) year and not more than two (2) years exclusive of leaves.
3. If the Board intends to dismiss a Teacher pursuant to this Clause it shall notify the Teacher and the appropriate VTF (AE) President of such intention as soon as possible.
4. When the Board dismisses a Teacher pursuant to this Clause, the Teacher shall be given thirty (30) days' salary in lieu of notice.
5. Disputes resulting from dismissal shall be subject to the grievance procedure, and may be commenced at the option of the Union at Step Three of the grievance procedure (Article 12).