Probation process Sample Clauses
The Probation Process clause outlines the procedures and conditions governing an initial trial period for new employees. Typically, it specifies the duration of the probation, the performance criteria to be met, and the evaluation methods used during this period. For example, it may allow for regular performance reviews and set out the consequences of failing to meet expectations, such as extension or termination of employment. The core function of this clause is to provide both the employer and employee with a structured framework to assess suitability for the role before confirming permanent employment, thereby reducing the risk of unsuitable long-term hires.
Probation process.
A. Any employee other than a provisional or non-continuing contract employee whose services have been judged unsatisfactory based on the Comprehensive Evaluation criteria may be placed on probation by the Superintendent after October 15, but no later than a minimum of sixty (60) days prior to May 1 of any school year. For employees on a Comprehensive Evaluation, work is judged unsatisfactory if:
1. He/she receives a summative rating of Unsatisfactory (1) or,
2. He/she is a continuing contract employee with more than five (5) years of teaching experience who receives a summative rating of Basic (2) for two (2) consecutive years, or for two (2) years with a consecutive three (3) year time period. These employees shall be notified in writing of the specific areas of deficiencies. The district, in collaboration with the Association, will develop a Plan of Probation that will include specific, achievable goals that are measurable and time bound. Days may be added if deemed necessary to complete a Plan of Probation and evaluate the probationer’s performance, as long as the probationary period is concluded before May 15th of the same school year. The probationary period may be extended into the following school year if the probationer has five (5) or more years of teaching experience and has a comprehensive summative evaluation performance rating as of May 15th of Unsatisfactory (1).
B. Before such action is taken, the following steps shall be implemented:
1. The evaluator shall meet with the employee in an attempt to resolve matters relating to performance before probation is recommended. The conference shall be held no later than January 20. The employee shall have the opportunity to have an Association representative in attendance at the conference.
2. If an employee is being considered for probation, the recommendation to the Superintendent for probation must be made on or before January 20. The recommendation for probation must be in writing and a copy of that recommendation be sent to the employee. The recommendation for probation shall include the following:
a. A definition of the problem in terms of deficiencies based upon the evaluative criteria and/or the employee's Plan of Improvement;
b. Expectations delineating levels of performance that would constitute acceptable performance in the problem areas defined;
c. A prescription for remediation which spells out a course of action and time expectations for the employee involved to reach an acceptable lev...
Probation process. 46.3.1 The probationary process will consist of informal and formal review and development.
46.3.2 During the initial stages of probation the staff member and supervisor will participate in a planning discussion to agree and document performance expectations and support.
46.3.3 Progress reviews shall occur regularly throughout the probationary period and be documented. The supervisor must inform the staff member in writing of any impediments to the continuation of the staff member‟s employment when such impediments become apparent. The staff member will be given an opportunity to respond to any concerns and will be given sufficient opportunity and appropriate support to improve their performance.
Probation process. If an evaluator anticipates an unsatisfactory overall summative score at any time during the year and would consider termination based on performance, the following process must be followed:
a. The evaluator must first implement a plan of support, which shall include the provisions of Section C.1.2(b). The plan of support under Section C.1.2(b) shall include a schedule of conferences with the evaluator of not less than twice per month.
b. The evaluator must give written notice to the employee of the summative overall score they must achieve in order to retain their employment (Basic or Full) as part of the plan.
c. The employee and the evaluator shall sign documentation acknowledging each of these conferences.
d. The timeline under Section C.1.2(b) shall extend a maximum of sixty (60) working days.
e. At the end of this time-period, the employee will be re‐evaluated using the Professional-Technical Performance Evaluation form found in Appendix C. The result of this summative evaluation will be either a satisfactory evaluation, an extended timeline for improvement to be made with the steps of this subsection continued, or a termination notice.
f. Employees are not eligible for a transfer while on probation.
g. No employee may be terminated for poor job performance unless the employer has followed the probation process within a twelve (12) month period.
h. Probation plans of support shall be provided to the Association within ten (10) business days of the employee being notified.
a. The evaluation provisions described above are for the purpose of dealing with performance‐based concerns. They are not intended to be a requisite procedure for dealing with conduct that warrants discipline. In such cases, discipline will be administered in a manner that is reasonable and, if appropriate, progressive, based on the magnitude and the scope of the misconduct. The parties recognize that the line between unacceptable behavior and unacceptable performance can, at times, be imprecise. Therefore, the parties commit to work together to resolve disagreements regarding which procedures should apply. Terminations for performance are subject to the provisions of Article XII Discipline and Discharge of Employees.
b. Employees may file a grievance under Article XVI if they believe the evaluation process was not followed. Type of Evaluation: □ Formative (Mid-Year) □ Summative (End of Year For each competency, mark the rating that best describes the employee's performance where ev...