Plan of Improvement. The establishment of a probationary period does not adversely affect the contract status of an employee within the meaning of RCW 28A.405.400. The purpose of the probationary period is to give the employee opportunity to demonstrate improvement in his/her areas of deficiency. Therefore, a reasonable plan of improvement will be developed and will include the specific evaluative criteria which must be met and evidence which will be used to determine the teacher’s success or failure.
Plan of Improvement. If a teacher is marked in the lowest performance category within one or more area(s) on their evaluation; the administrator and teacher shall work to arrive at a Plan of Improvement to correct those areas. Changed 5-20-13
Plan of Improvement. Teachers shall work jointly with their evaluator to produce a plan of improvement to correct any deficiencies noted in their evaluations. Failure of the teacher to resolve the deficiency may result in disciplinary action or termination. The plan of improvement shall contain the following:
Plan of Improvement. Any certificated employee placed on probation shall have clear, written expectations for improvement.
Plan of Improvement. If a plan of improvement is necessary, the employee’s evaluator/supervisor will use the district-approved procedures, protocols, and/or related forms. The plan will include a statement indicating how the district will assist with the improvement efforts. If an employee is put on a plan of improvement, the employee will be on the plan a maximum of 60 days. Tahlequah Public Schools Support Evaluation Form EMPLOYEE DATE POSITION SITE Definition of Evaluative Terms: Exceeds Expectations: Job performance exceeds what is reasonably expected of an individual in this classification. Meets Expectations: Job performance meets what is reasonably expected of an individual in this classification. Needs Improvement: Job performance is generally below expectations Does not Meet Expectations: Job performance is so far below expectations as to be unacceptable. Performance Factors Exceeds Expectations Meets Expectations Needs Improvement Does Not Meet Expectations
Plan of Improvement. The immediate supervisor will hold a conference with the employee and Union representation. The immediate supervisor will outline the nature of the problem(s) and listen to any comments from the employee. The immediate supervisor will indicate compliance with specified procedures or cessation of certain conduct if required and future consequences if directives are ignored, typically termination. A Plan of Improvement will be mutually developed with the employee, Union representation and the District. A final assessment will be done when the plan has been completed to determine employment status.
Plan of Improvement. Recommended for general use; required whenever performance of an employee is unsatisfactory.
Plan of Improvement. Employees placed on a plan of improvement for performance reasons shall be afforded a minimum of six (6) weeks to remediate and improve their work performance. Employees failing to successfully complete a plan of improvement shall be subject to disciplinary action, up to and including dismissal from employment.
Plan of Improvement. 5.3.1 If a plan for improvement is recommended by the evaluator, such written plan shall be developed by the evaluator and the teacher within the ten (10) working days of such determination at a conference held for such purpose, if the plan is not developed at the evaluation conference. Such plan shall include specific directives and admonishments for increasing the quality of the teacher’s performance. (See Appendix F)
Plan of Improvement. A Plan of Improvement shall mean a written professional development plan that identifies specific deficiencies under the state evaluation criteria. It is intended to improve the overall skills to a proficient level within the criteria and overall summative score. The plan of improvement will include specific achievable goals that are measurable and time bound, which will be developed by the evaluator and Human Resources in collaboration with the employee and the Association.
