Common use of Performance Probation Clause in Contracts

Performance Probation. On occasion, evaluation of an individual teacher's performance will reveal problems of a nature which suggests deficiencies which are below average in the teaching performance of a teacher, but these problems may not be of such a degree to indicate a critical need for termination of employment. Rather, it may be decided that the interest of the teacher and the district can better be served through an intensive assistance program by the Administration and other professional employees. As a result of conclusions drawn from the evaluation of a teacher's performance, a teacher may be placed on probation. Placement on probationary status shall be an administrative decision. It is emphasized that probation, while a disciplinary action, may be only formal recognition of a situation which indicates a need for more intensive supervision and assistance in certain performance areas where the teacher is experiencing serious difficulty and remediation is appropriate. In such case, the teacher may be placed on probation until such time as the problems experienced by the teacher are reduced to an acceptable level or eliminated or until it is determined that the interests of teacher and the school system can be best served by asking the teacher to resign or by formally terminating and/or non-renewing the teacher's contract. No teacher shall be placed on probation prior to the end of the second supervisory appraisal or prior to the end of his/her first semester of teaching, whichever occurs first. Probation shall commence only after the building principal sets forth the reasons and conditions of the probation in writing and provides such document to the teacher.

Performance Probation. On occasion, evaluation of an individual teacher's ’s performance will reveal problems of a nature which suggests suggest deficiencies which are (below average average) in the teaching performance of a teacher, but these problems may not be of such a degree to indicate a critical need for termination of employment. Rather, it may be decided that the interest of the teacher and the district District can better be served through an intensive assistance program by the Administration and other professional employees. As a result of conclusions drawn from the evaluation of a teacher's ’s performance, a teacher may be placed on probation. Placement on probationary status shall be an administrative Administrative decision. It is emphasized that probation, while a disciplinary action, may be only formal recognition of a situation which indicates a need for more intensive supervision and assistance in certain performance areas where the teacher is experiencing serious difficulty and remediation is appropriate. In such case, the teacher may be placed on probation until such time as the problems experienced by the teacher are reduced to an acceptable level or eliminated eliminated, or until it is determined that the interests best interest of both the teacher and the school system can be best served by asking the teacher to resign or by formally terminating and/or non-renewing the teacher's ’s contract. No teacher shall be placed on probation prior to the end of the second supervisory appraisal or prior to the end of his/her their first semester of teaching, whichever occurs first. Probation shall commence only after the building principal sets forth the reasons and conditions of the probation in writing and provides such document to the teacher.