Common use of Probation Clause in Contracts

Probation. All new and rehired employees work on a probationary basis for the first six (6) months after their initial date of hire. The probationary period is intended to give new employees the opportunity to demonstrate their ability to achieve a satisfactory level of performance and to determine whether the new position meets the employee’s expectations. The Employer uses the probationary period to evaluate the employee’s capabilities, work habits and overall job performance. If, in the opinion of the Employer, the probationary period does not allow sufficient time to thoroughly evaluate the employee’s performance, the probationary period may be extended for thirty (30) days. An extension of the probationary period must be in writing and provide an explanation of the reason(s) for the extension. During the initial probationary period, the Employer retains the right the discharge an employee without cause. During the initial probationary period, employees will not be approved for any leave time, except in the case of emergency (i.e. the death or hospitalization of a family member as approved by the Employer). Employees will accrue leave time; however, employees cannot use the leave until the successful completion of the probationary period. Upon satisfactory completion of the initial probationary period, employees enter their assigned employment classification. Employees who are promoted or employees who are transferred from one department to another of the Employer shall complete a secondary-probationary period of six (6) months. In such cases of promotions or transfers, an employee who, in the sole judgment of management, is not successful in the new position can be removed from that position at any time during the secondary probationary period. If this occurs, the employee will be allowed to return to his or her former job or to a comparable job for which the employee is qualified. During the initial probationary period, new employees are eligible for those benefits that are required by law, such as Workers’ Compensation Insurance and Social Security. After the first six months of employment, employees are eligible for other employer-provided benefits, subject to the terms and conditions of each benefits program. Probationary employees are covered by the terms and conditions of this Agreement except as specifically noted and retain the same legal rights as other employees under the National Labor Relations Act and applicable local, state and Federal laws.

Probation. All new At any time after October 15th, the work of a continuing employee is judged to be unsatisfactory, the employee shall be notified in writing of the specific areas of deficiencies along with written program for improvement. A probationary period of sixty (60) school days shall be established for teachers deemed unsatisfactory. Days may be added if deemed necessary to complete a program for improvement and rehired employees work on a probationary basis for evaluate the first six (6) months after their initial date of hire. The probationer’s performance, as long as the probationary period is intended concluded before May 15th of the same school year. The establishment of a probationary period does not adversely affect the contract status of an employee within the meaning of RCW 28A.405.300. The purpose of the probationary period is to give new employees the employee opportunity to demonstrate their ability to achieve a satisfactory level improvements in his or her areas of performance and to determine whether the new position meets the employee’s expectationsdeficiency. The Employer uses establishment of the probationary period and the giving of the notice to the employee of deficiency shall be by the school District superintendent. During the probationary period the evaluator shall meet with the employee at least twice monthly to supervise and make a written evaluation of the progress, if any, made by the employee. The evaluator may authorize one (1) additional certificated person who may not be a member of this bargaining unit, to evaluate the employee’s capabilitiesprobation employee and to assist that employee in improving the identified areas of deficiency. Such additional certificated person who shall not be a member of this bargaining unit, work habits and overall job performanceshall be immune from any civil liability that might otherwise be incurred or imposed with regard to the good faith performance of such evaluation. If, in The probation employee may be removed from probation if he or she has demonstrated improvement to the opinion satisfaction of the Employerevaluator in those areas specifically detailed in his/her initial notice of deficiency and subsequently detailed in his/her improvement program. Lack of necessary improvement shall be specifically documented in writing with notification to the probation employee and shall constitute grounds for a finding of probable cause under RCW 28A.405.210 or 28A.405.300, as now or hereafter amended. If the probationary period does not allow sufficient time to thoroughly evaluate produce performance changes detailed in the employee’s performanceinitial notice of deficiencies and improvement program, the probationary period District may be extended place the employee in an alternative assignment or on paid administrative leave for thirty (30) days. An extension the remainder of the probationary period must be in writing and provide an explanation of the reason(s) for the extensionschool year. During the initial probationary period, the Employer retains the right the discharge an employee without causeNot applicable to Provisional Employees: The probation requirements do not apply to Provisional employees. During the initial probationary period, Provisional employees will do not be approved for any leave time, except in the case of emergency (i.e. the death or hospitalization of a family member as approved by the Employer). Employees will accrue leave time; however, employees cannot use the leave until the successful completion of the probationary period. Upon satisfactory completion of the initial probationary period, employees enter their assigned employment classification. Employees who are promoted or employees who are transferred from one department have access to another of the Employer shall complete a secondary-probationary period of six (6) months. In such cases of promotions or transfers, an employee who, in the sole judgment of management, is not successful in the new position can be removed from that position at any time during the secondary probationary period. If this occurs, the employee will be allowed to return to his or her former job or to a comparable job for which the employee is qualified. During the initial probationary period, new employees are eligible for those benefits that are required by law, such as Workers’ Compensation Insurance and Social Security. After the first six months of employment, employees are eligible for other employer-provided benefits, subject to the terms and conditions of each benefits program. Probationary employees are covered by the terms and conditions of this Agreement except as specifically noted and retain the same legal rights as other employees under the National Labor Relations Act and applicable local, state and Federal lawsprobation.

Probation. All new Every continuing contract employee whose work is judged unsatisfactory based on district evaluation criteria shall be notified in writing, stating specific areas of deficiencies along with a suggested specific and rehired employees work reasonable program for improvement on or before February 1st of each year. A probationary period shall be established beginning at any time after October 15 for a probationary basis for the first six (6) months after their initial date of hireperiod not less than 60 school days. The purpose of the probationary period is intended to give new employees the employee opportunity to demonstrate their ability to achieve a satisfactory level improvements in his or her areas of performance and to determine whether the new position meets the employee’s expectationsdeficiency. The Employer uses establishment of the probationary period and the giving of the notice to the employee of deficiency shall be by the school district superintendent and need not be submitted to the board of directors for approval. During the probationary period the evaluator shall meet with the employee at least twice monthly to supervise and make a written evaluation of the progress, if any, made by the employee. The evaluator may authorize one (1) additional Administrative employee to evaluate the employeeprobationer and to aid the employee in improving his or her areas of deficiency. The employee with their evaluator, may take advantage of no cost assistance from outside sources such as the ESD, UniServ Council, WEA or others as available. Use of outside resources will not infringe on the evaluator’s capabilities, work habits and overall job performance. If, in role or duties as the opinion sole evaluator of the Employer, the probationary period does not allow sufficient time to thoroughly evaluate the employee’s performance, the probationary period . The probationer may be extended for thirty (30) days. An extension of the probationary period must be in writing and provide an explanation of the reason(s) for the extension. During the initial probationary period, the Employer retains the right the discharge an employee without cause. During the initial probationary period, employees will not be approved for any leave time, except in the case of emergency (i.e. the death or hospitalization of a family member as approved by the Employer). Employees will accrue leave time; however, employees cannot use the leave until the successful completion of the probationary period. Upon satisfactory completion of the initial probationary period, employees enter their assigned employment classification. Employees who are promoted or employees who are transferred from one department to another of the Employer shall complete a secondary-probationary period of six (6) months. In such cases of promotions or transfers, an employee who, in the sole judgment of management, is not successful in the new position can be removed from that position at any time during probation if they have demonstrated improvement to the secondary probationary period. If this occurs, satisfaction of the employee will be allowed to return to principal in those areas specifically detailed in his or her former job initial notice of probation and subsequently detailed in his or to a comparable job for which the employee is qualifiedher improvement program. During the initial probationary period, new employees are eligible for those benefits that are required by law, such as Workers’ Compensation Insurance and Social Security. After the first six months Lack of employment, employees are eligible for other employer-provided benefits, subject necessary improvement shall be specifically documented in writing with notification to the terms probationer and conditions shall constitute grounds for a finding of each benefits programprobable cause under RCW 28A.405.210 or RCW 28A.405.100, as now or hereafter amended. Probationary Non-renewal of provisional employees are covered by does not require probation as provided in this section. The establishment of a probationary period shall not be deemed to adversely affect the terms and conditions contract status of this Agreement except as specifically noted and retain the same legal rights as other employees under the National Labor Relations Act and applicable local, state and Federal lawsan employee.

Probation. All new and rehired employees At any time after October 15th, a classroom teacher whose work is not judged satisfactory based on district evaluation criteria shall be notified in writing of the specific areas of deficiencies along with a probationary basis reasonable program for the first six (6) months after their initial date of hireimprovement. The following comprehensive summative evaluation performance ratings mean a classroom teacher's work is not judged satisfactory and must be placed on probation: (i) Level 1; or (ii) Level 2 if the classroom teacher is a continuing contract employee under RCW 28A.405.210 with more than five years of teaching experience and if the level 2 comprehensive summative evaluation performance rating has been received for two consecutive years or for two years within a consecutive three-year time period. During the period of probation, the employee may not be transferred from the supervision of the original evaluator. Improvement of performance or probable cause for nonrenewal must occur and be documented by the original evaluator before any consideration of a request for transfer or reassignment as contemplated by either the individual or the District. A probationary period of sixty school days shall be established. Days may be added if deemed necessary to complete a program for improvement and evaluate the probationer's performance, as long as the probationary period is intended to give new employees concluded before May 15th of the opportunity to demonstrate their ability to achieve a satisfactory level of performance and to determine whether the new position meets the employee’s expectationssame school year. The Employer uses the probationary period to evaluate the employee’s capabilities, work habits and overall job performance. If, in the opinion of the Employer, the probationary period does not allow sufficient time to thoroughly evaluate the employee’s performance, the probationary period may be extended for thirty into the following school year if the probationer has five or more years of teaching experience and has a comprehensive summative evaluation performance rating as of May 15th of less than level 2 (30) daysi.e. an unsatisfactory rating). An extension The purpose of the probationary period must is to give the employee opportunity to demonstrate improvements in his or her areas of deficiency. The decision of whether to place an employee on probation shall be in writing and provide an explanation of made by the reason(s) for the extensionSuperintendent as provided by state law. Teachers may only be placed on probation based upon a Comprehensive evaluation. During the initial probationary period the evaluator shall meet with the employee at least twice monthly to supervise and make a written evaluation of the progress, if any, made by the employee. A classroom teacher must be removed from probation if he or she has demonstrated improvement that results in a new comprehensive summative evaluation performance rating of level 2 or above for an employee with five or fewer years of experience, or of level 3 or above for a continuing contract employee with more than five years of experience. The evaluator may authorize one additional supervisory certificated employee to evaluate the probationer and to aid the employee in improving his or her areas of deficiency. Should the evaluator not authorize such additional evaluator, the probationer may request that an additional certificated employee evaluator become part of the probationary process and this request must be implemented by including an additional experienced evaluator assigned by the educational service district in which the school district is located and selected from a list of evaluation specialists compiled by the educational service district. Lack of necessary improvement during the established probationary period, as specifically documented in writing with notification to the Employer retains probationer constitutes grounds for a finding of probable cause under RCW 28A.405.300 or 28A.405.210. Following a review of the right any report submitted by the discharge an evaluator, the Superintendent shall determine whether to remove the employee without cause. During from probation, extend the initial probationary period, employees will not be approved or issue a notice of probable cause for any leave time, except in the case of emergency (i.e. the death non-renewal or hospitalization of a family member as approved by the Employer). Employees will accrue leave time; however, employees cannot use the leave until the successful completion of the probationary period. Upon satisfactory completion of the initial probationary period, employees enter their assigned employment classification. Employees who are promoted or employees who are transferred from one department to another of the Employer shall complete a secondary-probationary period of six (6) months. In such cases of promotions or transfers, an employee who, in the sole judgment of management, is not successful in the new position can be removed from that position at any time during the secondary probationary period. If this occurs, the employee will be allowed to return to his or her former job or to a comparable job for which the employee is qualified. During the initial probationary period, new employees are eligible for those benefits that are required by law, such as Workers’ Compensation Insurance and Social Security. After the first six months of employment, employees are eligible for other employer-provided benefits, subject to the terms and conditions of each benefits program. Probationary employees are covered by the terms and conditions of this Agreement except as specifically noted and retain the same legal rights as other employees under the National Labor Relations Act and applicable local, state and Federal lawsdischarge.

Probation. 1. At any time after October 15, a non-provisional employee whose work is not judged satisfactory based on district evaluation criteria shall be notified in writing of the specific areas of deficiencies along with a reasonable program for improvement. 2. At his/her request the probationary employee may have a representative of the Association present at all meetings that the employee attends related to the probationary process. All new written information shared with the employee shall also be given to the Association representative attending the meetings. 3. During the period of probation, the teacher may not be transferred from the supervision of the original evaluator. Improvement of performance or probable cause for non- renewal must occur and rehired employees work on be documented by the original evaluator before any consideration of a request for transfer or reassignment is contemplated by either the individual or the school district. (If a probationary basis teacher's evaluator is no longer with the District, the District and Association will meet to develop a plan of transition.) 4. A probation period of sixty (60) school days shall be established. Days may be added if deemed necessary to complete a program for improvement and evaluate the first six (6) months after their initial date of hire. The probationer's performance, as long as the probationary period is intended to give new employees concluded before May 15 of the opportunity to demonstrate their ability to achieve a satisfactory level of performance and to determine whether the new position meets the employee’s expectationssame school year. The Employer uses the probationary period to evaluate the employee’s capabilities, work habits and overall job performance. If, in the opinion of the Employer, the probationary period does not allow sufficient time to thoroughly evaluate the employee’s performance, the probationary period may be extended for thirty (30) daysinto the following school year if the probationer has five or more years of teaching experience and has a comprehensive summative evaluation performance rating as of May 15 of less than Basic. 5. An extension The establishment of probationary period does not adversely affect the contract status of an employee within the meaning of RCW 28A.405.300. The purpose of the probationary period must be is to give the employee opportunity to demonstrate improvements in writing and provide an explanation his or her areas of deficiency. 6. The establishment of the reason(s) probationary period and the giving of the notice to the employee of deficiency shall be by the school district superintendent and need not be submitted to the board of directors for the extensionapproval. 7. During the initial probationary period, the Employer retains evaluator shall meet with the right employee at least twice monthly to supervise and make a written evaluation of the discharge progress, if any, made by the employee. 8. The evaluator may authorize one additional certified administrative employee to evaluate the probationer and to aid the employee in improving his or her areas of deficiency. a. Should the evaluator not authorize such additional evaluator, the probationer may request that an additional certified employee without causeevaluator become part of the probationary process and this request must be implemented by including additional experienced evaluator assigned by the Educational Service District 113 selected from a list of evaluation specialists compiled by the Educational Service District. b. Such additional certified employee shall be immune from any civil liability that might otherwise be incurred or imposed with regard to the good faith performance of such evaluation. 9. During If a procedural error occurs the implementation of a program for improvement, the error does not invalidate the probationer’s plan of improvement or evaluation activities unless the error materially affects the effectiveness of the plan or the ability to evaluate the probationer's performance. 10. The probationer must be removed from probation if he or she has demonstrated improvement to the satisfaction of the evaluator in those areas specifically detailed in his or her initial notice of deficiency and subsequently detailed in his or her program for improvement. 11. Lack of necessary improvement during the established probationary period, employees will not be approved for any leave time, except as specifically documented in the case of emergency (i.e. the death or hospitalization of a family member as approved by the Employer). Employees will accrue leave time; however, employees cannot use the leave until the successful completion of the probationary period. Upon satisfactory completion of the initial probationary period, employees enter their assigned employment classification. Employees who are promoted or employees who are transferred from one department to another of the Employer shall complete a secondary-probationary period of six (6) months. In such cases of promotions or transfers, an employee who, in the sole judgment of management, is not successful in the new position can be removed from that position at any time during the secondary probationary period. If this occurs, the employee will be allowed to return to his or her former job or to a comparable job for which the employee is qualified. During the initial probationary period, new employees are eligible for those benefits that are required by law, such as Workers’ Compensation Insurance and Social Security. After the first six months of employment, employees are eligible for other employer-provided benefits, subject writing with notification to the terms and conditions probationer constitutes grounds for finding of each benefits program. Probationary employees are covered by the terms and conditions of this Agreement except as specifically noted and retain the same legal rights as other employees probable cause under the National Labor Relations Act and applicable local, state and Federal lawsRCW 28A.405.300 or 28A.405.210.

Probation. All new Employees shall be placed on probation subject to the following: 1. At any time after October 15, an employee whose work is not judged satisfactory based on district evaluation criteria shall be notified in writing by the Superintendent that the employee is being placed on probation commencing on the date identified in the notice. 2. For classroom teachers who have been transitioned to the revised evaluation system, the following comprehensive summative evaluation performance ratings mean a classroom teacher's work is “not judged satisfactory” as that term is used in subsection 1 above: Level 1 (Unsatisfactory); or Level 2 (Basic) if the classroom teacher is a continuing contract employee with more than five years of teaching experience and rehired employees work on if the level 2 (Basic) comprehensive summative evaluation performance rating has been received for two consecutive years or for two years within a probationary basis for the first six (6) months after their initial date of hireconsecutive three-year time period. 3. The written notice of probation shall enumerate the specific areas of deficiency along with a reasonable program for improvement. In addition to the support and assistance of a second evaluator under paragraph 7 below, a reasonable program for improvement shall identify the satisfactory levels of performance to be achieved in the areas of deficiency and the supports or assistance offered to help the employee improve in those areas. 4. All written communications to the employee shall be served upon the employee personally or sent by certified or registered mail or by leaving a copy of the notice at the house of his/her usual abode with some person of suitable age and discretion then residing therein. 5. A probationary period shall be established beginning any time after October 15, for a minimum of sixty (60) days, and ending no later than May 1. The purpose of the probationary period is intended to give new employees the employee the opportunity to demonstrate their ability to achieve a satisfactory level improvement in his/her areas of performance and to determine whether the new position meets the employee’s expectationsdeficiencies. 6. The Employer uses During the probationary period the evaluator shall meet with the employee at least twice monthly to evaluate the employee’s capabilities, work habits and overall job performance. If, in progress being made on the opinion of the Employer, the probationary period does not allow sufficient time to thoroughly evaluate the employee’s performance, the probationary period may be extended for thirty (30) days. An extension of the probationary period must be in writing and provide an explanation of the reason(s) for the extension. During the initial probationary period, the Employer retains the right the discharge an employee without cause. During the initial probationary period, employees will not be approved for any leave time, except in the case of emergency (i.e. the death or hospitalization of a family member as approved by the Employer). Employees will accrue leave time; however, employees cannot use the leave until the successful completion of the probationary period. Upon satisfactory completion of the initial probationary period, employees enter their assigned employment classification. Employees who are promoted or employees who are transferred from one department to another of the Employer shall complete a secondary-probationary period of six (6) months. In such cases of promotions or transfers, an employee who, in the sole judgment of management, is not successful in the new position can be removed from that position at any time remediation plan during the secondary probationary periodremediation process. If A written evaluation of this occurs, progress will be provided in a timely fashion to the employee will be allowed to return to his or her former job or to a comparable job for which the employee is qualified. During the initial probationary period, new employees are eligible for those benefits that are required by law, such as Workers’ Compensation Insurance and Social Security. After the first six months of employment, employees are eligible for other employer-provided benefits, subject to the terms and conditions of after each benefits program. Probationary employees are covered by the terms and conditions of this Agreement except as specifically noted and retain the same legal rights as other employees under the National Labor Relations Act and applicable local, state and Federal lawsmeeting.

Probation. All new and rehired employees work A. Supervisor’s Report In the event that a principal or other supervisor determines on a probationary the basis for the first six (6) months after their initial date of hire. The probationary period is intended to give new employees the opportunity to demonstrate their ability to achieve a satisfactory level of performance and to determine whether the new position meets the employee’s expectations. The Employer uses the probationary period to evaluate the employee’s capabilities, work habits and overall job performance. If, in the opinion of the Employerevaluation criteria that the performance of an employee under his or her supervision is Unsatisfactory, the probationary period does not allow sufficient time to thoroughly evaluate supervisor shall report the employee’s performance, the probationary period may be extended for thirty (30) days. An extension of the probationary period must be same in writing and provide an explanation of to the reason(s) for Superintendent at least 10 days prior to the extension. During the initial probationary period, the Employer retains the right the discharge an employee without cause. During the initial probationary period, employees will not be approved for any leave time, except in the case of emergency (i.e. the death or hospitalization of a family member as approved by the Employer). Employees will accrue leave time; however, employees cannot use the leave until the successful completion beginning of the probationary period. Upon satisfactory completion The report shall include the following: 1. The evaluation report prepared pursuant to the provisions of Section 4 above; 2. A recommended specific and reasonable program designed to assist and specific types of assistance for the employee in improving his or her performance. B. Establishment of Probationary Period If the Superintendent concurs with the supervisor’s judgment that the performance of the initial employee is Unsatisfactory, the Superintendent shall place the employee in a probationary status for a duration of 60 school days. On or before the first day of the probationary period, employees enter their assigned employment classification. Employees who are promoted or employees who are transferred from one department to another the employee shall be given written notice of the Employer action of the Superintendent which notice shall complete contain the following information: 1. Specific areas of performance deficiencies; 2. A suggested specific and reasonable program for improvement. This plan shall include a secondary-prescription for remediation which spells out courses of action which provide the employee the opportunity to demonstrate an acceptable level of performance; 3. A statement indicating: a) the duration of the probationary period and b.) that the purpose of six (6) monthsthe probationary period is to give the employee the opportunity to demonstrate improvement in his or her area or areas of deficiency; and 4. In such cases of promotions or transfersA prescription for assistance, an employee who, when deemed appropriate in the sole reasonable judgment of managementthe Superintendent, is not successful in the new position can be removed from that position at any time during the secondary probationary period. If this occurs, whereby the employee will be allowed assisted in improving the level of performance to return an acceptable level. C. Evaluation During the Probationary Period 1. At or about the time of the delivery of a probationary letter, the principal or other supervisor shall hold a personal conference with the probationary employee to discuss performance deficiencies and the remedial measures to be taken. When appropriate in the judgment of the principal or supervisor, he/she may authorize one additional supervisory or administrative employee to observe the probationer and to aid the employee in improving his or her former job or to a comparable job for which the employee is qualifiedareas of deficiency. 2. During the initial probationary period the principal or supervisor shall meet with the probationary employee at least twice during each 20 school day period to supervise and make a written evaluation of the progress, if any, made by the employee. After each meeting required by this section the principal or supervisor shall prepare a memorandum summarizing the matters discussed at the meeting, including an evaluation of the progress, if any, being made by the employee. 3. The probationary employee may be removed from probation at any time if he or she has demonstrated improvement to the satisfaction of the principal or other supervisor in those areas specifically detailed in his or her notice of probation. D. Following each observation, or series of observations, the observer shall promptly document the results of the observation on the appropriate Observation Report, Addendum B. The employee shall be provided with a copy thereof within three days following the preparation of the document. E. Documentation during any probationary period shall be accomplished as follows: (a) Observations shall be documented as provided above (b) After each meeting required by Section 7.C.2 of this article, the principal or supervisor shall prepare a memorandum summarizing the matters discussed at the meeting including an evaluation of the progress, if any, being made by the employee: and (c) At the end of the probationary period, new employees are eligible for those benefits that are required by law, such as Workers’ Compensation Insurance and Social Security. After the first six months of employment, employees are eligible for other employer-provided benefits, subject to the terms and conditions of each benefits program. Probationary employees are covered by the terms and conditions of this Agreement except as specifically noted and retain the same legal rights as other employees under the National Labor Relations Act and applicable local, state and Federal lawsprincipal or supervisor shall prepare an Evaluation Report.

Probation. All new At any time after October 15th, the work of a continuing employee is judged to be unsatisfactory, the employee shall be notified in writing of the specific areas of deficiencies along with written program for improvement. A probationary period of sixty (60) school days shall be established for teachers deemed unsatisfactory. Days may be added if deemed necessary to complete a program for improvement and rehired employees work on a probationary basis for evaluate the first six (6) months after their initial date of hire. The probationer’s performance, as long as the probationary period is intended concluded before May 15th of the same school year. The establishment of a probationary period does not adversely affect the contract status of an employee within the meaning of RCW 28A.405.300. The purpose of the probationary period is to give new employees the employee opportunity to demonstrate their ability to achieve a satisfactory level improvements in his or her areas of performance and to determine whether the new position meets the employee’s expectationsdeficiency. The Employer uses establishment of the probationary period and the giving of the notice to the employee of deficiency shall be by the school district superintendent. During the probationary period the evaluator shall meet with the employee at least twice monthly to supervise and make a written evaluation of the progress, if any, made by the employee. The evaluator may authorize one (1) additional certificated person who may not be a member of this bargaining unit, to evaluate the employee’s capabilitiesprobation employee and to assist that employee in improving the identified areas of deficiency. Such additional certificated person who shall not be a member of this bargaining unit, work habits and overall job performanceshall be immune from any civil liability that might otherwise be incurred or imposed with regard to the good faith performance of such evaluation. If, in The probation employee may be removed from probation if he or she has demonstrated improvement to the opinion satisfaction of the Employerevaluator in those areas specifically detailed in his/her initial notice of deficiency and subsequently detailed in his/her improvement program. Lack of necessary improvement shall be specifically documented in writing with notification to the probation employee and shall constitute grounds for a finding of probable cause under RCW 28A.405.210 or 28A.405.300, as now or hereafter amended. If the probationary period does not allow sufficient time to thoroughly evaluate produce performance changes detailed in the employee’s performanceinitial notice of deficiencies and improvement program, the probationary period district may be extended place the employee in an alternative assignment or on paid administrative leave for thirty (30) days. An extension the remainder of the probationary period must be in writing and provide an explanation of the reason(s) for the extensionschool year. During the initial probationary period, the Employer retains the right the discharge an employee without causeNot applicable to Provisional Employees: The probation requirements do not apply to Provisional employees. During the initial probationary period, Provisional employees will do not be approved for any leave time, except in the case of emergency (i.e. the death or hospitalization of a family member as approved by the Employer). Employees will accrue leave time; however, employees cannot use the leave until the successful completion of the probationary period. Upon satisfactory completion of the initial probationary period, employees enter their assigned employment classification. Employees who are promoted or employees who are transferred from one department have access to another of the Employer shall complete a secondary-probationary period of six (6) months. In such cases of promotions or transfers, an employee who, in the sole judgment of management, is not successful in the new position can be removed from that position at any time during the secondary probationary period. If this occurs, the employee will be allowed to return to his or her former job or to a comparable job for which the employee is qualified. During the initial probationary period, new employees are eligible for those benefits that are required by law, such as Workers’ Compensation Insurance and Social Security. After the first six months of employment, employees are eligible for other employer-provided benefits, subject to the terms and conditions of each benefits program. Probationary employees are covered by the terms and conditions of this Agreement except as specifically noted and retain the same legal rights as other employees under the National Labor Relations Act and applicable local, state and Federal lawsprobation.

Probation. All new Every continuing contract employee whose work is judged unsatisfactory based on district evaluation criteria shall be notified in writing, stating specific areas of deficiencies along with a suggested specific and rehired employees work reasonable program for improvement on or before February 1st of each year. A probationary period shall be established beginning at any time after October 15 for a probationary basis for the first six (6) months after their initial date of hireperiod not less than 60 school days. The purpose of the probationary period is intended to give new employees the employee opportunity to demonstrate their ability to achieve a satisfactory level improvements in his or her areas of performance and to determine whether the new position meets the employee’s expectationsdeficiency. The Employer uses establishment of the probationary period and the giving of the notice to the employee of deficiency shall be by the school district superintendent and need not be submitted to the board of directors for approval. During the probationary period the evaluator shall meet with the employee at least twice monthly to supervise and make a written evaluation of the progress, if any, made by the employee. The evaluator may authorize one (1) additional Administrative employee to evaluate the employeeprobationer and to aid the employee in improving his or her areas of deficiency. The employee with his/her evaluator, may take advantage of no cost assistance from outside sources such as the ESD, UniServ Council, WEA or others as available. Use of outside resources will not infringe on the evaluator’s capabilities, work habits and overall job performance. If, in role or duties as the opinion sole evaluator of the Employer, the probationary period does not allow sufficient time to thoroughly evaluate the employee’s performance, the probationary period . The probationer may be extended for thirty (30) days. An extension of the probationary period must be in writing and provide an explanation of the reason(s) for the extension. During the initial probationary period, the Employer retains the right the discharge an employee without cause. During the initial probationary period, employees will not be approved for any leave time, except in the case of emergency (i.e. the death or hospitalization of a family member as approved by the Employer). Employees will accrue leave time; however, employees cannot use the leave until the successful completion of the probationary period. Upon satisfactory completion of the initial probationary period, employees enter their assigned employment classification. Employees who are promoted or employees who are transferred from one department to another of the Employer shall complete a secondary-probationary period of six (6) months. In such cases of promotions or transfers, an employee who, in the sole judgment of management, is not successful in the new position can be removed from that position at any time during probation if he or she has demonstrated improvement to the secondary probationary period. If this occurs, satisfaction of the employee will be allowed to return to principal in those areas specifically detailed in his or her former job initial notice of probation and subsequently detailed in his or to a comparable job for which the employee is qualifiedher improvement program. During the initial probationary period, new employees are eligible for those benefits that are required by law, such as Workers’ Compensation Insurance and Social Security. After the first six months Lack of employment, employees are eligible for other employer-provided benefits, subject necessary improvement shall be specifically documented in writing with notification to the terms probationer and conditions shall constitute grounds for a finding of each benefits programprobable cause under RCW 28A.405.210 or RCW 28A.405.100, as now or hereafter amended. Probationary Non-renewal of provisional employees are covered by does not require probation as provided in this section. The establishment of a probationary period shall not be deemed to adversely affect the terms and conditions contract status of this Agreement except as specifically noted and retain the same legal rights as other employees under the National Labor Relations Act and applicable local, state and Federal lawsan employee.

Probation. All new and rehired employees work on a probationary basis for the first six (6) months after their initial date of hire. The probationary period is intended to give new employees the opportunity to demonstrate their ability to achieve a satisfactory level of performance and to determine whether the new position meets the employee’s expectations. The Employer uses the probationary period to evaluate the employee’s capabilities, work habits and overall job performance. If, in the opinion of the Employer, the probationary period does not allow sufficient time to thoroughly evaluate the employee’s performance, the probationary period may be extended for thirty ninety (3090) additional days. An extension of the probationary period must be in writing and provide an explanation of the reason(s) for the extensionextension as well as the new probationary period end-date. The Employer shall not arbitrarily or unreasonably extend the initial probationary period. During the initial probationary period, or any extension thereof, the Employer retains the right the discharge an employee without cause. During the initial probationary period, employees will not be approved for any leave time, except in the case of emergency (i.e. the death or hospitalization of a family member as approved by the Employer). Employees will accrue leave time; however, employees cannot use the usethe leave until the successful completion of the probationary period. Upon satisfactory completion of the initial probationary period, employees enter their assigned employment assignedemployment classification. Employees who are promoted or employees who are transferred from one department to another of the Employer shall complete a secondary-probationary period of six (6) months. In such cases of promotions or transfers, an employee who, in the sole judgment of management, is not successful in the new position can be removed from that position at any time during the secondary probationary period. If this occurs, the employee will be allowed to return to his or her former job or to a comparable job for which the employee is qualified. Non-probationary employees who transfer from one benefit eligible department or classification to another benefit eligible department or classification retain their benefits upon placement into their new benefit eligible department or classification. Non-probationary employees who change from a benefit eligible position to a non-benefit eligible position (i.e. Relief Staff) shall have their vacation and PTO cashed out in full. During the initial probationary period, new employees are eligible for those benefits that are required by law, such as Workers’ Compensation Insurance and Social Security. After the first six months of employment, employees are eligible for other employer-provided benefits, subject to the terms and conditions of each benefits program. Probationary employees are covered by the terms and conditions of this Agreement except as specifically noted and retain the same legal rights as other employees under the National Labor Relations Act and applicable local, state State and Federal laws.

Probation. All new 1. Employees shall be placed on probation subject to the following: at any time after October 15th, an employee whose work is not judged satisfactory based on district evaluation criteria shall be notified in writing by the Superintendent that the employee is being placed on probation commencing on the date identified in the notice. 2. During the period of probation, the employee may not be transferred from the supervision of the original evaluator. Improvement of performance or probable cause for nonrenewal must occur and rehired employees work on be documented by the original evaluator before any consideration of a request for transfer or reassignment is contemplated by either the individual or the school district. 3. A probationary basis period of sixty school days shall be established. Days may be added if deemed necessary to complete a program for improvement and evaluate the first six (6) months after their initial date of hire. The probationer's performance, as long as the probationary period is intended to give new employees concluded before May 15th of the opportunity to demonstrate their ability to achieve a satisfactory level of performance and to determine whether the new position meets the employee’s expectationssame school year. 4. The Employer uses the probationary period to evaluate the employee’s capabilities, work habits and overall job performance. If, in the opinion of the Employer, the probationary period does not allow sufficient time to thoroughly evaluate the employee’s performance, the probationary period may be extended for thirty (30) daysinto the following school year if the probationer has five or more years of teaching experience and has a comprehensive summative evaluation performance rating as of May 15th of less than level 2. 5. An extension The purpose of the probationary period must be is to give the employee opportunity to demonstrate improvements in writing and provide an explanation his or her areas of the reason(s) for the extensiondeficiency. 6. During the initial probationary period, the Employer retains the right the discharge an employee without cause. During the initial probationary period, employees will not be approved for any leave time, except in the case of emergency (i.e. the death or hospitalization of a family member as approved by the Employer). Employees will accrue leave time; however, employees cannot use the leave until the successful completion The establishment of the probationary period. Upon satisfactory completion period and the giving of the initial probationary periodnotice to the employee of deficiency shall be by the school district superintendent and need not be submitted to the board of directors for approval. 7. If a procedural error occurs in the implementation of a program for improvement, employees enter their assigned employment classification. Employees who are promoted the error does not invalidate the probationer's plan for improvement or employees who are transferred from one department to another evaluation activities unless the error materially affects the effectiveness of the Employer shall complete a secondary-probationary period of six (6) monthsplan or the ability to evaluate the probationer's performance. 8. In such cases of promotions or transfers, an employee who, in the sole judgment of management, is not successful in the new position can The probationer must be removed from that position at any time during probation if he or she has demonstrated improvement to the secondary probationary period. If this occurs, satisfaction of the employee will be allowed to return to evaluator in those areas specifically detailed in his or her former job initial notice of deficiency and subsequently detailed in his or to a comparable job her program for which the employee is qualifiedimprovement. 9. During the initial probationary period, new employees are eligible for those benefits that are required by law, such as Workers’ Compensation Insurance and Social Security. After the first six months of employment, employees are eligible for other employer-provided benefits, subject A classroom teacher who has been transitioned to the terms and conditions revised evaluation system must be removed from probation if he or she has demonstrated improvement that results in a new comprehensive summative evaluation performance rating of each benefits program. Probationary employees are covered by the terms and conditions level 2 or above for a provisional employee or a continuing contract employee with five or fewer years of this Agreement except as specifically noted and retain the same legal rights as other employees under the National Labor Relations Act and applicable localexperience, state and Federal lawsor of level 3 or above for a continuing contract employee with more than five years of experience.

Probation. All new and rehired employees work A. Supervisor’s Report In the event that a principal or other supervisor determines on a probationary the basis for the first six (6) months after their initial date of hire. The probationary period is intended to give new employees the opportunity to demonstrate their ability to achieve a satisfactory level of performance and to determine whether the new position meets the employee’s expectations. The Employer uses the probationary period to evaluate the employee’s capabilities, work habits and overall job performance. If, in the opinion of the Employerevaluation criteria that the performance of an employee under his or her supervision is Unsatisfactory, the probationary period does not allow sufficient time to thoroughly evaluate supervisor shall report the employee’s performance, the probationary period may be extended for thirty (30) days. An extension of the probationary period must be same in writing and provide an explanation of to the reason(s) for Superintendent at least 10 days prior to the extension. During the initial probationary period, the Employer retains the right the discharge an employee without cause. During the initial probationary period, employees will not be approved for any leave time, except in the case of emergency (i.e. the death or hospitalization of a family member as approved by the Employer). Employees will accrue leave time; however, employees cannot use the leave until the successful completion beginning of the probationary period. Upon satisfactory completion The report shall include the following: 1. The evaluation report prepared pursuant to the provisions of Section 4(A) (3) above; 2. A recommended specific and reasonable program designed to assist and specific types of assistance for the employee in improving his or her performance. B. Establishment of Probationary Period If the Superintendent concurs with the supervisor’s judgment that the performance of the initial employee is Unsatisfactory, the Superintendent shall place the employee in a probationary status for a duration of 60 school days. On or before the first day of the probationary period, employees enter their assigned employment classification. Employees who are promoted or employees who are transferred from one department to another the employee shall be given written notice of the Employer action of the Superintendent which notice shall complete contain the following information: 1. Specific areas of performance deficiencies; 2. A suggested specific and reasonable program for improvement. This plan shall include a secondary-prescription for remediation which spells out courses of action which provide the employee the opportunity to demonstrate an acceptable level of performance; 3. A statement indicating: a) the duration of the probationary period and b.) that the purpose of six (6) monthsthe probationary period is to give the employee the opportunity to demonstrate improvement in his or her area or areas of deficiency; 4. In such cases of promotions or transfersA prescription for assistance, an employee who, when deemed appropriate in the sole reasonable judgment of managementthe Superintendent, is not successful in the new position can be removed from that position at any time during the secondary probationary period. If this occurs, whereby the employee will be allowed assisted in improving the level of performance to return an acceptable level. C. Evaluation During the Probationary Period 1. At or about the time of the delivery of a probationary letter, the principal or other supervisor shall hold a personal conference with the probationary employee to discuss performance deficiencies and the remedial measures to be taken. When appropriate in the judgment of the principal or supervisor, he/she may authorize one additional supervisory or administrative employee or one additional other certificated employee to observe the probationer and to aid the employee in improving his or her former job areas of deficiency; except that an employee’s request that he/she be observed and aided only by administrative or to a comparable job for which the employee is qualifiedsupervisory staff shall be granted. 2. During the initial probationary period the principal or supervisor shall meet with the probationary employee at least twice during each 20 school day period to supervise and make a written evaluation of the progress, if any, made by the employee. The provisions of Section 8D shall apply to the documentation of evaluation reports during the probationary period. After each meeting required by this section the principal or supervisor shall prepare a memorandum summarizing the matters discussed at the meeting, including an evaluation of the progress, if any, being made by the employee. 3. The probationary employee may be removed from probation at any time if he or she has demonstrated improvement to the satisfaction of the principal or other supervisor in those areas specifically detailed in his or her notice of probation. D. Following each observation, or series of observations, the observer shall promptly document the results of the observation on the appropriate Observation Report (Classroom Teachers), Addendum A, or Observation Report (Certificated Support Personnel), Addendum B. The employee shall be provided with a copy thereof within three days following the preparation of the document and no less than five days following the observation. Documentation during any probationary period shall be accomplished as follows: a. Observations shall be documented as provided above b. After each meeting required by Section 8C2 of this article, the principal or supervisor shall prepare a memorandum summarizing the matters discussed at the meeting including an evaluation of the progress, if any, being made by the employee: and c. At the end of the probationary period, new employees are eligible for those benefits that are required by lawthe principal or supervisor shall prepare an Evaluation Report as provided in Article VIII, such as Workers’ Compensation Insurance and Social Security. After the first six months of employment, employees are eligible for other employer-provided benefits, subject to the terms and conditions of each benefits program. Probationary employees are covered by the terms and conditions of this Agreement except as specifically noted and retain the same legal rights as other employees under the National Labor Relations Act and applicable local, state and Federal lawsSection 6.

Probation. All 1. At any time after October 15th, a continuing employee work is judged not-satisfactory based on CEL 5D+ instructional framework evaluation criteria shall be notified in writing of the specific areas of deficiencies along with a reasonable program for improvement. For teachers who have been transitioned to the new evaluation system, “not satisfactory” is defined in Section K. paragraph 12 of this Article. 2. A probationary period of sixty school days shall be established for teachers deemed not satisfactory. Days may be added if deemed necessary to complete a program for improvement and rehired employees work on a probationary basis for evaluate the first six (6) months after their initial date of hire. The probationer’s performance, as long as the probationary period is intended to give new employees concluded before May 15th of the opportunity to demonstrate their ability to achieve a satisfactory level of performance and to determine whether the new position meets the employee’s expectationssame school year. The Employer uses the probationary period to evaluate the employee’s capabilities, work habits and overall job performance. If, in the opinion of the Employer, the probationary period does not allow sufficient time to thoroughly evaluate the employee’s performance, the probationary period may be extended for thirty (30) daysinto the following school year if the probationer has five or more years of teaching experience and has a comprehensive summative evaluation performance rating as of May 15th of less than Level 2. 3. An extension The establishment of a probationary period does not adversely affect the contract status of an employee within the meaning of RCW 28A.405.300. The purpose of the probationary period must be is to give the employee opportunity to demonstrate improvements in writing and provide an explanation his or her areas of deficiency. The establishment of the reason(s) probationary period and the giving of the notice to the employee of deficiency shall be by the school district superintendent and need not be submitted to the board of directors for the extensionapproval. 4. During the initial probationary periodperiod the evaluator shall meet with the employee at least twice monthly to supervise and make a written evaluation of the progress, if any, made by the employee. The evaluator may authorize one additional certificated employee to evaluate the probationer and to aid the employee in improving his or her areas of deficiency. Should the evaluator not authorize such additional evaluator, the Employer retains probationer may request than additional certificated employee evaluator become part of the right probationary process and this request must be implemented by including an additional experienced evaluator assigned by the discharge educational service district in which the school district is located. This person shall be selected from a list of evaluation specialists compiled by the educational service district. Such additional certificated employee shall be immune from any civil liability that might otherwise be incurred or imposed with regard to the good faith performance of such evaluation. The Association may elect to bring in an employee without causeoutside professional to observe, advise, and assist the teacher while on probation. 5. During the initial probationary period, employees will not be approved for any leave time, except in the case of emergency (i.e. the death or hospitalization of a family member as approved by the Employer). Employees will accrue leave time; however, employees cannot use the leave until the successful completion of the probationary period. Upon satisfactory completion of the initial probationary period, employees enter their assigned employment classification. Employees who are promoted or employees who are transferred from one department to another of the Employer shall complete a secondary-probationary period of six (6) months. In such cases of promotions or transfers, an employee who, in the sole judgment of management, is not successful in the new position can be removed from that position at any time during the secondary probationary period. If this occursprobation, the employee will may not be allowed to return to his transferred from the supervision of the original evaluator. Improvement of performance or her former job or to a comparable job probable cause for which the employee is qualified. During the initial probationary period, new employees are eligible for those benefits that are required by law, such as Workers’ Compensation Insurance nonrenewal must occur and Social Security. After the first six months of employment, employees are eligible for other employer-provided benefits, subject to the terms and conditions of each benefits program. Probationary employees are covered be documented by the terms and conditions original evaluator before any consideration of this Agreement except a request for transfer or reassignment as specifically noted and retain contemplated by either the same legal rights as other employees under individual or the National Labor Relations Act and applicable local, state and Federal laws.school district. 1005 1006 1007 1008 1009 1010 1011 1012 1013 1014 1015 1016 1017 1018 1019 1020 1021 1022 1023 1024 1025 1026 1027 1028 1029 1030 1031 1032 1033 1034 1035 1036 1037 1038 1039 1040 1041 1042 1043 1044 1045 1046 1047 1048 1049 1050 1051 1052 1053 1054 1055 1056 1057

Probation. All new and rehired employees work 1. This section shall not apply to Provisional Employees or those on non-continuing contracts: The probation requirements do not apply to Provisional teachers. 2. At any time after October 15th, a continuing employee, being evaluated on a Comprehensive Evaluation, whose work is judged not-satisfactory shall be notified in writing of the specific areas of deficiencies along with a reasonable program for improvement. “Not satisfactory” is defined in Section I. paragraph 11 of this Article. 3. A probationary basis period of a minimum of sixty school days shall be established for teachers deemed not satisfactory. Days may be added if deemed necessary to complete a program for improvement and evaluate the first six (6) months after their initial date of hire. The probationer’s performance, so long as the probationary period is intended to give new employees concluded before May 15th of the opportunity to demonstrate their ability to achieve a satisfactory level of performance and to determine whether the new position meets the employee’s expectationssame school year. The Employer uses the probationary period to evaluate the employee’s capabilities, work habits and overall job performance. If, in the opinion of the Employer, the probationary period does not allow sufficient time to thoroughly evaluate the employee’s performance, the probationary period may be extended for thirty (30) days. An into the following school year if the probationer has five or more years of teaching experience, has a comprehensive summative evaluation performance rating as of May 15th of less than ▇▇▇▇▇ ▇, and, in the Superintendent’s sole discretion, the teacher has shown signs of significant effort such that an extension of the probationary period must be is likely to result in writing and provide a proficient, level 3 rating. 4. The establishment of a probationary period does not adversely affect the contract status of an explanation employee within the meaning of RCW 28A.405.300. The purpose of the reason(s) probationary period is to give the employee opportunity to demonstrate improvements in his or her areas of deficiency. The establishment of the probationary period and the giving of the notice to the employee of deficiency shall be by the school district superintendent and need not be submitted to the board of directors for the extensionapproval. 5. During the initial probationary periodperiod the evaluator shall meet with the employee at least twice monthly to supervise and make a written evaluation of the progress, if any, made by the employee. The evaluator may authorize one additional certificated administrator to evaluate the probationer and to aid the employee in improving his or her areas of deficiency. Should the evaluator not authorize such additional evaluator, the Employer retains probationer may request that an additional certificated employee evaluator become part of the right probationary process and this request must be implemented by including an additional experienced evaluator not affiliated with CSD assigned by the discharge educational service district in which the school district is located. This person shall be selected from a list of evaluation specialists compiled by the educational service district. Such additional certificated employee shall be immune from any civil liability that might otherwise be incurred or imposed with regard to the good faith performance of such evaluation. The Association may elect to bring in an employee without causeoutside professional to advise the teacher while on probation, but this individual will not be an additional observer/evaluator. 6. During the initial probationary period, employees will not be approved for any leave time, except in the case of emergency (i.e. the death or hospitalization of a family member as approved by the Employer). Employees will accrue leave time; however, employees cannot use the leave until the successful completion of the probationary period. Upon satisfactory completion of the initial probationary period, employees enter their assigned employment classification. Employees who are promoted or employees who are transferred from one department to another of the Employer shall complete a secondary-probationary period of six (6) months. In such cases of promotions or transfers, an employee who, in the sole judgment of management, is not successful in the new position can be removed from that position at any time during the secondary probationary period. If this occursprobation, the employee will may not be allowed to return to his transferred from the supervision of the original evaluator. Improvement of performance or her former job or to a comparable job probable cause for which the employee is qualified. During the initial probationary period, new employees are eligible for those benefits that are required by law, such as Workers’ Compensation Insurance nonrenewal must occur and Social Security. After the first six months of employment, employees are eligible for other employer-provided benefits, subject to the terms and conditions of each benefits program. Probationary employees are covered be documented by the terms and conditions original evaluator before any consideration of this Agreement except as specifically noted and retain a request for transfer or reassignment is contemplated by either the same legal rights as other employees under individual or the National Labor Relations Act and applicable local, state and Federal lawsschool district.

Probation. All new 17.01 YSB shall conduct an orientation program for all first-time Employees prior to the mid-point of the probationary period. 17.02 In pursuing YSB's commitment to support the professional development of staff, YSB shall equitably fulfil the training needs of staff regardless of their program of origin. Training opportunities will be identified through consultation and rehired employees work on posted as they occur. 17.03 YSB shall provide program specific training and orientation for all Employees. 17.04 YSB shall provide a probationary basis for the first six (6) months after their initial date written appraisal of hire. The probationary period is intended to give new employees the opportunity to demonstrate their ability to achieve a satisfactory level of performance and to determine whether the new position meets the employee’s expectations. The Employer uses performance prior to the probationary period to evaluate the employee’s capabilities, work habits and overall job performance. If, in the opinion of the Employer, the probationary period does not allow sufficient time to thoroughly evaluate the employee’s performance, the probationary period may be extended for thirty (30) days. An extension of the probationary period must be in writing and provide an explanation of the reason(s) for the extension. During the initial probationary period, the Employer retains the right the discharge an employee without cause. During the initial probationary period, employees will not be approved for any leave time, except in the case of emergency (i.e. the death or hospitalization of a family member as approved by the Employer). Employees will accrue leave time; however, employees cannot use the leave until the successful completion of the probationary period. Upon satisfactory completion Such appraisal shall be used to assess the performance of the employee to make the employee aware of the effectiveness of their performance, to assist in the planning and training opportunities for employees, and to assist in the development of the professional potential of employees. The employee shall receive a minimum of two documented supervisions during this probationary period. 17.05 There shall be a probationary period of 720 hours or six months whichever is less at work from the date of commencement of employment for new Employees. The probation period will be extended by any periods of absences of ten (10) consecutive scheduled work days or longer. Where the employee has previously completed the probationary period as a part time employee, a second probationary period is not required. Where the Employee is appointed to a full time position during the part time probationary period, the employee shall be required to complete the unfinished portion of the initial probationary probation period, employees enter . 17.06 Employees shall receive written notice when they have completed their assigned employment classification. Employees who are promoted or employees who are transferred from one department to another of the Employer shall complete a secondary-probationary period of six (6) months. In such cases of promotions or transfers, an employee who, in the sole judgment of management, is not successful in the new position can be removed from that position at any time during the secondary probationary period. If this occurs, no notice is received at the employee will be allowed to return to his or her former job or to a comparable job for which end of the employee is qualified. During the initial probationary period, the probationary period shall be deemed to have been completed. 17.07 A current Employee who obtains a new employees are eligible for those benefits that are required by law, such as Workers’ Compensation Insurance and Social Securityposition in a Bargaining Unit shall be allowed a trial period of twelve (12) weeks. After If at the first six months of employment, employees are eligible for other employer-provided benefits, subject to the terms and conditions of each benefits program. Probationary employees are covered by the terms and conditions end of this Agreement except as specifically noted and retain the same legal rights as other employees under the National Labor Relations Act and applicable local, state and Federal laws.twelve

Probation. All new a. At any time after October 15th, a non-provisional employee whose work is not judged satisfactory based on District evaluation criteria shall be notified in writing of the specific areas of deficiency along with a reasonable program of improvement. b. During the period of probation, the employee may not be transferred from the supervision of the original evaluator. Improvement performance or probable cause for nonrenewal/discharge must occur and rehired employees work on be documented by the original evaluator before any consideration of a request for transfer or reassignment is contemplated by either the individual or District. c. A probationary basis period of sixty school days shall be established. Days may be added if deemed necessary to complete a program for improvement and evaluate the first six (6) months after their initial date of hire. The teacher’s performance as long as the probationary period is intended concluded before May 15th of the same school year. d. The establishment of a probationary period does not adversely affect the contract status of an employee within the meaning of RCW 28A.405.300. The purpose of the probationary period is to give new employees the employee an opportunity to demonstrate their ability improvements in his or her areas of deficiency. e. During the probationary period the evaluator shall meet with the employee at least twice monthly to achieve supervise and make a satisfactory level written evaluation of performance the progress, if any, made by the employee. f. The evaluator may authorize one additional certificated employee to evaluate the teacher and to determine whether aid the new position meets employee in improving his or her areas of deficiency. Should the evaluator not authorize such additional evaluator, the employee may request that an additional certificated employee evaluator become part of the probationary process and this request must be implemented by including an experienced additional evaluator assigned by Educational Service District 105 from a list of evaluation specialists compiled by ESD 105. Any such request for an additional evaluator shall be made by the employee in writing on or before the 5th day of the probationary period. g. If a procedural error occurs in the implementation of a program for improvement, the error does not invalidate the employee’s expectations. The Employer uses plan for improvement or evaluation activities unless the probationary period error materially affects the effectiveness of the plan or the ability to evaluate the employee’s capabilities, work habits and overall job performance. If, in . h. The employee must be removed from probation if he or she has demonstrated improvement to the opinion satisfaction of the Employer, evaluator in those areas specifically detailed in his or her initial notice of deficiency and subsequently detailed in his or her program for improvement. i. Lack of necessary improvement during the probationary period does not allow sufficient time to thoroughly evaluate the employee’s performance, the probationary period may be extended for thirty (30) days. An extension of the probationary period must be in writing and provide an explanation of the reason(s) for the extension. During the initial established probationary period, as specifically documented in writing with notification to the Employer retains employee, constitutes grounds for a finding of probable cause for discharge under RCW 28A.405.300 or nonrenewal under RCW 28A.405.210. j. Immediately following the right the discharge an employee without cause. During completion of a probationary period that does not produce performance changes detailed in the initial probationary periodnotice of deficiencies and program for improvement, employees will not be approved for any leave time, except in the case of emergency (i.e. the death or hospitalization of a family member as approved by the Employer). Employees will accrue leave time; however, employees cannot use the leave until the successful completion of the probationary period. Upon satisfactory completion of the initial probationary period, employees enter their assigned employment classification. Employees who are promoted or employees who are transferred from one department to another of the Employer shall complete a secondary-probationary period of six (6) months. In such cases of promotions or transfers, an employee who, in the sole judgment of management, is not successful in the new position can may be removed from that position at any time during the secondary probationary period. If this occurs, the employee will be allowed to return to his or her former job or to a comparable job assignment and placed into an alternative assignment for which the remainder of the school year. If such reassignment is not possible, the District may, at its option, place the employee is qualified. During on paid leave for the initial probationary period, new employees are eligible for those benefits that are required by law, such as Workers’ Compensation Insurance and Social Security. After balance of the first six months of employment, employees are eligible for other employer-provided benefits, subject to the terms and conditions of each benefits program. Probationary employees are covered by the terms and conditions of this Agreement except as specifically noted and retain the same legal rights as other employees under the National Labor Relations Act and applicable local, state and Federal lawscontract term.

Probation. All new and rehired employees work A. Supervisor’s Report In the event that an evaluator determines on the basis of the evaluation criteria that the performance of an employee is Basic or Unsatisfactory, the evaluator shall report the same in writing to the Superintendent at least 10 days prior to the beginning of any probationary period. A provisional employee with a final cumulative score of Unsatisfactory will be recommended for probation. A non-provisional employee with a final cumulative score of Unsatisfactory will be recommended for probation. A non-provisional employee will also be recommended for probation if he/she receives a final cumulative score of Basic in two consecutive years or two Basic scores within a three year period. Employees who receive a summative score of Basic on a probationary basis Focused Evaluation year will be moved from a Focused Evaluation to a Comprehensive Evaluation for the first six (6) months after their initial date of hirefollowing year. The Basic score during the Focused Evaluation period shall not count toward the Probationary triggers as listed above. Should an evaluator determine that concerns exist early enough in the year in order to adequately complete a Comprehensive Evaluation, the employee may be moved from Focused to Comprehensive at that time. Should this occur, the scores may be used to determine probationary period is intended status. The Superintendent or his/her designee shall notify OEA leadership of the proposed probationary status of the employee. The report shall include the following: 1. The evaluation report / rubric 2. A recommended specific and reasonable program designed to give new employees assist the employee in improving his or her performance. Such a program will include clear measurable expectations for the employee as well areas of support the District will provide. 3. Student Growth tools that will be utilized B. Establishment of Probationary Period If the Superintendent concurs with the evaluator’s judgment that the performance of the employee warrants probation as described above, the Superintendent shall place the employee in a probationary status for a duration of no less than 60 school days. On or before the first day of the probationary period, the employee shall be given written notice of the action of the Superintendent which notice shall contain the following information: 1. Specific areas of performance deficiencies: Once the areas of deficiency and criteria for improvement have been determined, they may not be changed. 2. A suggested specific and reasonable program for improvement. This plan shall include a prescription for remediation which spells out courses of action which provide the employee the opportunity to demonstrate their ability to achieve a satisfactory an acceptable measurable level of performance and to determine whether performance; 3. A statement indicating: a) the new position meets the employee’s expectations. The Employer uses the probationary period to evaluate the employee’s capabilities, work habits and overall job performance. If, in the opinion of the Employer, the probationary period does not allow sufficient time to thoroughly evaluate the employee’s performance, the probationary period may be extended for thirty (30) days. An extension duration of the probationary period must be in writing and provide an explanation b.) that the purpose of the reason(s) probationary period is to give the employee the opportunity to demonstrate improvement in his or her area or areas of deficiency; 4. A prescription for assistance to include available resources, when deemed appropriate, in the extensionreasonable judgment of the Superintendent, whereby the employee will be assisted in improving the level of performance to an acceptable level. C. Evaluation During the Probationary Period 1. At or about the time of the delivery of a probationary letter, the evaluator or other supervisor shall hold a conference with the probationary employee to discuss performance deficiencies and the remedial measures to be taken. When appropriate in the judgment of the evaluator or other supervisor, he/she may authorize additional supervisory or administrative personnel to observe or aid the employee. He/She may also authorize additional certificated or WEA representatives to aid the employee in improving his or her areas of deficiency or providing additional feedback. Any additional support shall be provided as a result of a discussion between the employee and the Superintendent or Designee. 2. During the initial probationary period the evaluator or other supervisor shall meet with the probationary employee at least twice during each 20 school day period to supervise and make a written evaluation of the progress, if any, made by the employee. After each meeting required by this section the evaluator or other supervisor shall prepare a memorandum summarizing the matters discussed at the meeting, including an evaluation of the progress, if any, being made by the employee. 3. The probationary employee may be removed from probation at any time if he or she has demonstrated improvement to the satisfaction of the principal or other supervisor in those areas specifically detailed in his or her notice of probation. However, the employee will continue to be evaluated under the Comprehensive Evaluation model for the entire school year of the probationary period. D. Following each observation, or series of observations, the observer shall promptly document the results of the observation on the evaluation form. The employee shall be provided with a copy thereof within five days following the observation. Documentation during any probationary period shall be accomplished as follows: a. Observations shall be documented as provided above b. After each meeting the principal or supervisor shall prepare an observation summary. The summary shall include a report of the matters discussed at the meeting including an evaluation of the progress, if any being made by the employee: and c. At the end of the probationary period, the Employer retains the right the discharge an employee without cause. During the initial probationary period, employees will not be approved for any leave time, except in the case of emergency (i.e. the death principal or hospitalization of supervisor shall prepare a family member as approved by the Employer). Employees will accrue leave time; however, employees cannot use the leave until the successful completion of the probationary period. Upon satisfactory completion of the initial probationary period, employees enter their assigned employment classification. Employees who are promoted or employees who are transferred from one department to another of the Employer shall complete a secondary-probationary period of six (6) months. In such cases of promotions or transfers, an employee who, in the sole judgment of management, is not successful in the new position can be removed from that position at any time during the secondary probationary period. If this occurs, the employee will be allowed to return to his or her former job or to a comparable job for which the employee is qualified. During the initial probationary period, new employees are eligible for those benefits that are required by law, such as Workers’ Compensation Insurance and Social Security. After the first six months of employment, employees are eligible for other employer-provided benefits, subject to the terms and conditions of each benefits program. Probationary employees are covered by the terms and conditions of this Agreement except as specifically noted and retain the same legal rights as other employees under the National Labor Relations Act and applicable local, state and Federal lawsFinal Evaluation Report.

Probation. All new a. At any time after October 15th, a non-provisional teacher whose work is not judged satisfactory based on District evaluation criteria shall be notified in writing of the specific areas of deficiency along with a reasonable program of improvement. b. During the period of probation, the teacher may not be transferred from the supervision of the original evaluator. Improvement performance or probable cause for nonrenewal/discharge must occur and rehired employees work on be documented by the original evaluator before any consideration of a request for transfer or reassignment is contemplated by either the individual or District. c. A probationary basis period of sixty school days shall be established. Days may be added if deemed necessary to complete a program for improvement and evaluate the first six (6) months after their initial date of hire. The teacher's performance as long as the probationary period is intended to give new employees the opportunity to demonstrate their ability to achieve a satisfactory level of performance and to determine whether the new position meets the employee’s expectations. The Employer uses the probationary period to evaluate the employee’s capabilities, work habits and overall job performance. If, in the opinion concluded before May 15th of the Employer, the same school year. d. The establishment of a probationary period does not allow sufficient time to thoroughly evaluate adversely affect the employee’s performance, contract status of an employee within the probationary period may be extended for thirty (30) daysmeaning of RCW 28A.405.300. An extension The purpose of the probationary period is to give the teacher an opportunity to demonstrate improvements in his or her areas of deficiency. e. During the probationary period the evaluator shall meet with the teacher at least twice monthly to supervise and make a written evaluation of the progress, if any, made by the teacher. f. The evaluator may authorize one additional certificated employee to evaluate the teacher and to aid the teacher in improving his or her areas of deficiency. Should the evaluator not authorize such additional evaluator, the teacher may request that an additional certificated employee evaluator become part of the probationary process and this request must be implemented by including an experienced additional evaluator assigned by Educational Service District 105 from a list of evaluation specialists compiled by ESD 105. Any such request for an additional evaluator shall be made by the teacher in writing and provide an explanation of on or before the reason(s) for the extension. During the initial probationary period, the Employer retains the right the discharge an employee without cause. During the initial probationary period, employees will not be approved for any leave time, except in the case of emergency (i.e. the death or hospitalization of a family member as approved by the Employer). Employees will accrue leave time; however, employees cannot use the leave until the successful completion 5th day of the probationary period. Upon satisfactory completion . g. If a procedural error occurs in the implementation of a program for improvement, the error does not invalidate the teacher's plan for improvement or evaluation activities unless the error materially affects the effectiveness of the plan or the ability to evaluate the teacher's performance. h. The teacher must be removed from probation if he or she has demonstrated improvement to the satisfaction of the evaluator in those areas specifically detailed in his or her initial notice of deficiency and subsequently detailed in his or her program for improvement. 1. Lack of necessary improvement during the established probationary period, employees enter their assigned employment classification. Employees who are promoted or employees who are transferred from one department to another of the Employer shall complete a secondary-probationary period of six (6) months. In such cases of promotions or transfers, an employee who, as specifically documented in the sole judgment of management, is not successful in the new position can be removed from that position at any time during the secondary probationary period. If this occurs, the employee will be allowed to return to his or her former job or to a comparable job for which the employee is qualified. During the initial probationary period, new employees are eligible for those benefits that are required by law, such as Workers’ Compensation Insurance and Social Security. After the first six months of employment, employees are eligible for other employer-provided benefits, subject writing with notification to the terms and conditions teacher, constitutes grounds for a finding of each benefits program. Probationary employees are covered by the terms and conditions of this Agreement except as specifically noted and retain the same legal rights as other employees probable cause for discharge under the National Labor Relations Act and applicable local, state and Federal lawsRCW 28A.405.300 or nonrenewal under RCW 28A.405.210.

Probation. All new In the event that the Supervisor determines on the basis of the evaluation criteria that the performance of an employee under his/her supervision is unsatisfactory, the Supervisor shall report the same in writing to the Superintendent on or before January 20 of the current contracted year. The report shall include a recommended specific and rehired employees work on reasonable program designed to assist the employee in improving his/her performance. If the Superintendent concurs with the Supervisors judgement, the Superintendent shall place the employee in a probationary basis status beginning on or before February 1 of the current contracted year and ending May 1 of the current contracted year. On or before February 1 of the current contracted year, the employee shall be given written notice of the action of the Supervisor, which notice shall contain the specific areas of performance deficiencies and a suggested specific and reasonable program for improvement, and a statement indicating the first six (6) months after their initial date duration of hire. The the probationary period is intended to give new employees the employee the opportunity to demonstrate their ability improvement in his/her area of deficiency. At or about the time of the delivery of the probationary letter, the Supervisor shall hold a personal conference with the probationary employee to achieve a satisfactory level discuss performance deficiencies and the remedial measures to be taken. When appropriate in the judgement of performance the Supervisor, the Supervisor may authorize one additional certificated employee to evaluate the probationer and to determine whether aid the new position meets the employee’s expectationsemployee in improving his or her areas of deficiency. The Employer uses During the probationary period the Supervisor shall meet with the probationary employee at least twice monthly to evaluate supervise and make a written evaluation of the progress if any, made by the employee’s capabilities, work habits and overall job performance. If, in The probationary employee may be removed from probation at any time if he or she has demonstrated improvement to the opinion satisfaction of the EmployerSupervisor in those areas specifically detailed in his or her notice of probation. Unless the employee has previously been removed from probation, the probationary period does not allow sufficient time Supervisor shall submit a written report to thoroughly evaluate the employee’s performance, Superintendent at the probationary period may be extended for thirty (30) days. An extension end of the probationary period must be in writing and provide an explanation noting whether or not the performance of the reason(s) for the extension. During the initial probationary periodemployee has improved, the Employer retains the right the discharge an employee without cause. During the initial probationary period, employees will not be approved for any leave time, except in the case of emergency (i.e. the death or hospitalization of a family member as approved by the Employer). Employees will accrue leave time; however, employees cannot use the leave until the successful completion and recommending removal of the probationary period. Upon satisfactory completion status, removal of the initial probationary periodstatus accompanied by a letter identifying areas where further improvement is required, employees enter their assigned employment classification. Employees who are promoted or employees who are transferred from one department action should be taken to another non-renew the contract of the Employer shall complete employee. Following a secondary-probationary period review of six (6) months. In such cases of promotions or transfers, an employee who, in the sole judgment of management, is not successful in the new position can be removed from that position at any time during the secondary probationary period. If this occursreport submitted, the Superintendent shall determine which of the alternative courses of action is proper and shall take appropriate action to implement such determination. The employee will shall be allowed notified in writing no later than May 15. Removal from probation shall not be unreasonably withheld. Probation shall not be deemed “adverse affect” of contract within the meaning of RCW 28A.405.300 Note* Any grounds for non-renewal of contract status as a result of probationary status due to return performance deficiencies is pursuant to his or her former job or to a comparable job for which the employee is qualified. During the initial probationary period, new employees are eligible for those benefits that are required by law, such as Workers’ Compensation Insurance and Social Security. After the first six months of employment, employees are eligible for other employer-provided benefits, subject to the terms and conditions of each benefits program. Probationary employees are covered by the terms and conditions of this Agreement except as specifically noted and retain the same legal rights as other employees under the National Labor Relations Act and applicable local, state and Federal lawsRCW 28A.405.300.

Probation. All new and rehired employees work Supervisor’s Report In the event that a principal or other supervisor determines on a probationary the basis for the first six (6) months after their initial date of hire. The probationary period is intended to give new employees the opportunity to demonstrate their ability to achieve a satisfactory level of performance and to determine whether the new position meets the employee’s expectations. The Employer uses the probationary period to evaluate the employee’s capabilities, work habits and overall job performance. If, in the opinion of the Employerevaluation criteria that the performance of an employee under their supervision is Unsatisfactory, the probationary period does not allow sufficient time to thoroughly evaluate supervisor shall report the employee’s performance, the probationary period may be extended for thirty (30) days. An extension of the probationary period must be same in writing and provide an explanation of to the reason(s) for Superintendent at least 10 days prior to the extension. During the initial probationary period, the Employer retains the right the discharge an employee without cause. During the initial probationary period, employees will not be approved for any leave time, except in the case of emergency (i.e. the death or hospitalization of a family member as approved by the Employer). Employees will accrue leave time; however, employees cannot use the leave until the successful completion beginning of the probationary period. Upon satisfactory completion The report shall include the following: The evaluation report prepared pursuant to the provisions of Section 4 above; A recommended specific and reasonable program designed to assist and specific types of assistance for the employee in improving their performance. Establishment of Probationary Period If the Superintendent concurs with the supervisor’s judgment that the performance of the initial employee is Unsatisfactory, the Superintendent shall place the employee in a probationary status for a duration of 60 school days. On or before the first day of the probationary period, employees enter their assigned employment classification. Employees who are promoted or employees who are transferred from one department to another the employee shall be given written notice of the Employer action of the Superintendent which notice shall complete contain the following information: Specific areas of performance deficiencies; A suggested specific and reasonable program for improvement. This plan shall include a secondary-prescription for remediation which spells out courses of action which provide the employee the opportunity to demonstrate an acceptable level of performance; A statement indicating: a) the duration of the probationary period and b.) that the purpose of six (6) months. In such cases the probationary period is to give the employee the opportunity to demonstrate improvement in their area or areas of promotions or transfersdeficiency; and A prescription for assistance, an employee who, when deemed appropriate in the sole reasonable judgment of managementthe Superintendent, is not successful in the new position can be removed from that position at any time during the secondary probationary period. If this occurs, whereby the employee will be allowed assisted in improving the level of performance to return an acceptable level. Evaluation During the Probationary Period At or about the time of the delivery of a probationary letter, the principal or other supervisor shall hold a personal conference with the probationary employee to his discuss performance deficiencies and the remedial measures to be taken. When appropriate in the judgment of the principal or her former job supervisor, they may authorize one additional supervisory or administrative employee to a comparable job for which observe the probationer and to aid the employee is qualifiedin improving their areas of deficiency. During the initial probationary period the principal or supervisor shall meet with the probationary employee at least twice during each 20 school day period to supervise and make a written evaluation of the progress, if any, made by the employee. After each meeting required by this section the principal or supervisor shall prepare a memorandum summarizing the matters discussed at the meeting, including an evaluation of the progress, if any, being made by the employee. The probationary employee may be removed from probation at any time if they have demonstrated improvement to the satisfaction of the principal or other supervisor in those areas specifically detailed in their notice of probation. Following each observation, or series of observations, the observer shall promptly document the results of the observation on the appropriate Observation Report, Addendum B. The employee shall be provided with a copy thereof within three days following the preparation of the document. Documentation during any probationary period shall be accomplished as follows: Observations shall be documented as provided above After each meeting required by Section 7.C.2 of this article, the principal or supervisor shall prepare a memorandum summarizing the matters discussed at the meeting including an evaluation of the progress, if any, being made by the employee: and At the end of the probationary period, new employees are eligible for those benefits that are required by lawthe principal or supervisor shall prepare an Evaluation Report. Supervisor’s Post-Probation Report Unless the probationary employee has previously been removed from probation, such as Workers’ Compensation Insurance and Social Security. After the first six months of employment, employees are eligible for principal or other employer-provided benefits, subject supervisor shall submit a written report to the terms Superintendent or his designee at the end of the probationary period. The report shall identify whether the performance of the probationary employee has improved and conditions which shall set forth one of each benefits programthe following recommendations for further action: That the employee has demonstrated sufficient improvement in the stated areas of deficiency to justify the removal of the probationary status; or That the employee has demonstrated sufficient improvement in the stated areas of deficiency to justify the removal of the probationary status if accompanied by a letter identifying areas where further improvement is required; or That the employee has not demonstrated sufficient improvement in the stated areas of deficiency and action should be taken to non-renew the employment contract of the employee. Probationary employees are covered by Action of the terms Superintendent Following a review of any report submitted pursuant to section 7.E, the Superintendent shall determine which of the alternative courses of action is proper and conditions shall take appropriate action to implement such determination. Open Observation All monitoring or observation of this Agreement except as specifically noted the performance of an employee shall be conducted openly. If the observation is to be used for discharge, demotion, suspension or probation purposes, it shall be in writing, shown to and retain discussed with the same legal rights as other employees under employee and included in the National Labor Relations Act and applicable local, state and Federal lawsemployee’s personnel file.

Probation. All new and rehired employees Any employee whose work on is judged unsatisfactory, based upon the evaluation criteria, shall be placed in a probationary status any time after October 15, and shall be given sixty (60) school days to demonstrate improvement in his/her areas of deficiency. A. Step 1 – Supervisor’s Report In the event that a principal or other supervisor determines on the basis for of the first six (6) months after their initial date evaluation criteria that the performance of hirean employee under his/her supervision is unsatisfactory, the supervisor shall report the same in writing to the Superintendent. The employee may request a conference with the Superintendent within five (5) work days of the evaluation conference. The employee has the right to representation at this meeting. The purpose of this meeting will be to review the probationary evaluation. The report shall include the following: 1. The evaluation report prepared pursuant to the provisions of Article VIII, Section 5, Paragraph C above; 2. A recommended specific and reasonable program designed to assist the employee in improving his/her performance. B. Step 2 – Establishment of Probationary Period If the Superintendent concurs with the supervisor’s judgment that the performance of the employee is unsatisfactory, the Superintendent shall place the employee in probationary status beginning any time after October 15 and ending after sixty (60) school days. Upon being placed on probation, the employee shall be given written notice of the action of the Superintendent, and such notice shall contain the following information: 1. Specific areas of performance deficiencies; 2. A suggested specific and reasonable program for improvement; 3. A statement indicating the duration of the probationary period and that the purpose of the probationary period is intended to give new employees the employee the opportunity to demonstrate their ability to achieve improvement in his/her area or areas of deficiency. C. Step 3 – Evaluation During the Probationary Period 1. At or about the time of the delivery of a satisfactory level of performance and to determine whether probationary letter, the new position meets the employee’s expectations. The Employer uses principal or other administrator shall hold a personal conference with the probationary period employee to discuss performance deficiencies and the remedial measures to be taken. When appropriate, the principal or other administrator shall authorize additional administrators to evaluate the employee’s capabilities, work habits probationer and overall job performance. If, to aid the employee in the opinion improving his/her areas of the Employer, the probationary period does not allow sufficient time to thoroughly evaluate the employee’s performance, the probationary period may be extended for thirty (30) days. An extension of the probationary period must be in writing and provide an explanation of the reason(s) for the extensiondeficiency. 2. During the initial probationary period, the Employer retains principal or other evaluator shall meet with the right probationary employee at least twice monthly to supervise and make a written evaluation of the discharge an employee without causeprogress, if any, made by the employee. During The provisions of Article VIII, Section 5, Paragraph F (3) and (5) above shall apply to the initial documentation of evaluation reports during the probationary period. 3. The probationary employee may be removed from probation at any time if he/she has demonstrated improvement to the satisfaction of the principal or other supervisor in those areas specifically detailed in his/her notice of probation. D. Step 4 – Supervisor’s Post-Probation Report Unless the probationary employee has previously been removed from probation, employees will not be approved for any leave time, except in the case of emergency (i.e. principal or other supervisor shall submit a written report to the death or hospitalization of a family member as approved by Superintendent at the Employer). Employees will accrue leave time; however, employees cannot use the leave until the successful completion end of the probationary period. Upon satisfactory completion Such report shall identify whether the performance of the initial probationary period, employees enter their assigned employment classification. Employees who are promoted or employees who are transferred from employee has improved and shall set forth one department to another (1) of the Employer following recommendations for further action: 1. That the employee has demonstrated sufficient improvement in the stated areas of deficiency to justify the removal of the probationary status; or 2. That the employee has demonstrated sufficient improvement in the stated areas of deficiency to justify the removal of the probationary status if accompanied by a letter identifying areas where further improvement is required; or 3. That the employee has not demonstrated sufficient improvement in the stated areas of deficiency and action should be taken to non-renew the employment contract of the employee. E. Step 5 – Action by the Superintendent Following a review of any report submitted pursuant to Paragraph D above, the Superintendent shall complete a secondary-probationary period determine which of six (6) monthsthe alternative courses of action is proper and shall take appropriate action to implement such determination. In such cases of promotions or transfers, an the event that the Superintendent determines that the employee who, has not demonstrated sufficient improvement in the sole judgment state areas of management, is not successful in the new position can be removed from that position at any time during the secondary probationary period. If this occursdeficiency, the employee will be allowed Superintendent shall make a determination of probable cause for the nonrenewal of the employee’s contract and shall provide written notice thereof to return to his or her former job or to a comparable job for which the employee is qualified. During the initial probationary period, new employees are eligible for those benefits that are required by law, such as Workers’ Compensation Insurance and Social Security. After the first six months of employment, employees are eligible for other employer-provided benefits, subject on or before May 15 pursuant to the terms and conditions requirements of each benefits programRCW 28A.405.300, provided that such probable cause determination shall not apply to any provisional employees. Probationary employees are Violation, misinterpretation, or misapplication of these evaluation procedures shall be covered by the terms and conditions of Grievance Procedure in this Agreement except as specifically noted and retain Agreement. In the same legal rights as other employees event that the evaluation results in nonrenewal, procedures established under the National Labor Relations Act and applicable local, state and Federal lawsstated laws shall take precedence.

Probation. All new and rehired employees work You will be on probation for a probationary basis for period of 6 months from the first six (6) months after their initial start date of hireyour employment. The probationary period is intended During this period, either party may terminate your employment by providing 30 days prior notice in writing to give new employees the opportunity to demonstrate their ability to achieve a satisfactory level of performance and to determine whether other party After the new position meets the employee’s expectations. The Employer uses the probationary period to evaluate the employee’s capabilities, work habits and overall job performance. If, in the opinion of the Employersix months’ probation, the probationary prior notice period does not allow sufficient time required by either party for future termination is 60 days subject to thoroughly evaluate terms and conditions set forth herein below.  The employment offered under this agreement shall be valid until either party terminates it by giving to the employee’s performance, other party the probationary period number of days of prior notice specified above. Such notice may be extended for thirty (30) days. An extension of the probationary period must be in writing and provide an explanation of the reason(s) for the extension. During the initial probationary period, the Employer retains the right the discharge an employee without cause. During the initial probationary period, employees will not be approved for any leave time, except in the case of emergency (i.e. the death or hospitalization of a family member as approved by the Employer). Employees will accrue leave time; however, employees cannot use the leave until the successful completion of the probationary period. Upon satisfactory completion of the initial probationary period, employees enter their assigned employment classification. Employees who are promoted or employees who are transferred from one department to another of the Employer shall complete a secondary-probationary period of six (6) months. In such cases of promotions or transfers, an employee who, in the sole judgment of management, is not successful in the new position can be removed from that position given at any time during the secondary probationary periodcourse of employment. If this occursYou are employed by Publicis Sapient “at will” and not for any specific term.  In the event an employee requests for adjustment of his/her un-availed privilege leave against the stipulated notice period then the company may in its discretion agree to do so.  Publicis Sapient reserves the right, at its sole discretion, to terminate your employment without providing the employee required period of notice, by paying salary in lieu of notice.  Where you notified Publicis Sapient of your voluntary termination, Publicis Sapient reserves the right to accept your resignation anytime during the notice period stipulated above. You will be required to mandatorily provide minimum notice period of thirty (30)calendar days which will not be allowed to be adjusted against the un-availed privilege leave  You shall not be entitled to any salary or any benefits after the effective date of termination of your employment with Publicis Sapient.  In the event you do not provide the required period of notice, before voluntarily terminating your employment, Publicis Sapient reserves its right to forfeit your salary as per the requisite notice period duration. In addition, Publicis Sapient will also be entitled to adjust any amounts outstanding against you from your salary, accrued vacation or expense reimbursements, as may be legally permissible.  You acknowledge that if you fail to provide the minimum notice period of thirty days as stated above, Publicis Sapient is bound to suffer substantial damages caused due to improper transition of work, delay in completion of project, hiring and training of your replacement as per our client’s requirements. Therefore considering the gravity of damages that could be suffered by the company, the company reserves its right to assess and recover such damages from you as it deems fit.  In case of breach of these Terms of Employment or misconduct (which includes amongst other things failure to return to his work after vacation, absconding from work, taking actions injurious to Publicis Sapient’s business or her former job reputation, undertaking fraudulent acts, obtaining a criminal conviction), Publicis Sapient may terminate your employment without prior notice and without any payment in lieu of notice, and all benefits shall be withdrawn with immediate effect.  There will be no waiver of the aforesaid notice period requirements unless otherwise specified in this letter or subsequently communicated to a comparable job for which the employee is qualified. During the initial probationary period, new employees are eligible for those benefits that are required by law, such as Workers’ Compensation Insurance and Social Security. After the first six months of employment, employees are eligible for other employer-provided benefits, subject to the terms and conditions of each benefits program. Probationary employees are covered by the terms and conditions of this Agreement except as specifically noted and retain the same legal rights as other employees under the National Labor Relations Act and applicable local, state and Federal lawsyou.

Probation. All 1. At any time after October 15th, a continuing employee work is judged not-satisfactory based on CEL 5D+ instructional framework evaluation criteria shall be notified in writing of the specific areas of deficiencies along with a reasonable program for improvement. For teachers who have been transitioned to the new evaluation system, “not satisfactory” is defined in Section K. paragraph 12 of this Article. 2. A probationary period of sixty school days shall be established for teachers deemed not satisfactory. Days may be added if deemed necessary to complete a program for improvement and rehired employees work on a probationary basis for evaluate the first six (6) months after their initial date of hire. The probationer’s performance, as long as the probationary period is intended to give new employees concluded before May 15th of the opportunity to demonstrate their ability to achieve a satisfactory level of performance and to determine whether the new position meets the employee’s expectationssame school year. The Employer uses the probationary period to evaluate the employee’s capabilities, work habits and overall job performance. If, in the opinion of the Employer, the probationary period does not allow sufficient time to thoroughly evaluate the employee’s performance, the probationary period may be extended for thirty (30) daysinto the following school year if the probationer has five or more years of teaching experience and has a comprehensive summative evaluation performance rating as of May 15th of less than Level 2. 3. An extension The establishment of a probationary period does not adversely affect the contract status of an employee within the meaning of RCW 28A.405.300. The purpose of the probationary period must be is to give the employee opportunity to demonstrate improvements in writing and provide an explanation his or her areas of deficiency. The establishment of the reason(s) probationary period and the giving of the notice to the employee of deficiency shall be by the school district superintendent and need not be submitted to the board of directors for the extensionapproval. 4. During the probationary period the evaluator shall meet with the employee at least twice monthly to supervise and make a written evaluation of the progress, if any, made by the employee. The evaluator may authorize one additional certificated employee to evaluate the probationer and to aid the employee in improving his or her areas of deficiency. Should the evaluator not authorize such additional evaluator, the probationer may request than additional certificated employee evaluator become part of the probationary process and this request must be implemented by including an additional experienced evaluator assigned by the educational service district in which the school district is located. This person shall be selected from a list of evaluation specialists compiled by the educational service district. Such additional certificated employee shall be immune from any civil liability that might otherwise be incurred or imposed with regard to the good faith performance of such evaluation. The Association may elect to bring in an outside professional to observe, advise, and assist the teacher while on probation. 1002 1003 1004 1005 1006 1007 1008 1009 1010 1011 1012 1013 1014 1015 1016 1017 1018 1019 1020 1021 1022 1023 1024 1025 1026 1027 1028 1029 1030 1031 1032 1033 1034 1035 1036 1037 1038 1039 1040 1041 1042 1043 1044 1045 1046 1047 1048 1049 1050 1051 1052 1053 1054 1055 5. During the period of probation, the employee may not be transferred from the supervision of the original evaluator. Improvement of performance or probable cause for nonrenewal must occur and be documented by the original evaluator before any consideration of a request for transfer or reassignment as contemplated by either the individual or the school district. 6. If a minor procedural error occurs in the implementation of a program for improvement, the error does not invalidate the probationer’s plan for improvement or evaluation activities unless the error materially affects the effectiveness of the plan or the ability to evaluate the probationer’s performance. 7. The probationer must be removed from probation if he or she has demonstrated improvement to the satisfaction of the evaluator in those areas specifically detailed in this or her initial notice of deficiency and subsequently detailed in his or her program for improvement. A classroom teacher who has been transitioned to the revised evaluation system pursuant to the district implementation schedule adopted by the board must be removed from probation if he or she has demonstrated improvement that results in a new comprehensive summative evaluation performance rating of Level 2 or above for a continuing contract employee with five (5) or fewer years of experience, or of Level 3 or above for a continuing contract employee with more than five (5) years of experience. 8. Lack of necessary improvement during the established probationary period, as specifically documented in writing with notification to the Employer retains probationer constitutes grounds for a finding of probable cause for termination under RCW 28A.405.300 or 28A.405.210. 9. When a continuing contract employee with five (5) or more years of experience receives a comprehensive summative evaluation performance rating of Level 1 for two (2) consecutive years, the right school district shall, within ten days of the discharge an employee without cause. During the initial probationary period, employees will not be approved for any leave time, except in the case of emergency (i.e. the death or hospitalization of a family member as approved by the Employer). Employees will accrue leave time; however, employees cannot use the leave until the successful completion of the probationary periodsecond summative comprehensive evaluation or May 15th, whichever occurs first, implement the employee notification of discharge as provided in RCW 28A.405.300. 10. Upon satisfactory Immediately following the completion of a probationary period that does not produce performance changes detailed in the initial probationary periodnotice of deficiencies and program for improvement, employees enter their assigned employment classification. Employees who are promoted or employees who are transferred from one department to another of the Employer shall complete a secondary-probationary period of six (6) months. In such cases of promotions or transfers, an employee who, in the sole judgment of management, is not successful in the new position can may be removed from that position at any time during the secondary probationary period. If this occurs, the employee will be allowed to return to his or her former job assignment and placed into an alternative assignment for the remainder of the school year. This reassignment may not displace another employee nor may it adversely affect the probationary employee’s compensation or to a comparable job benefits for which the remainder of the employee’s contract year. If such reassignment is not possible, the district may, at its option, place the employee is qualifiedon paid leave for the balance of the contract term. 11. During the initial probationary period, new Not applicable to Provisional Employees: The probation requirements do not apply to Provisional employees. Provisional employees are eligible for those benefits that are required by law, such as Workers’ Compensation Insurance and Social Security. After the first six months of employment, employees are eligible for other employer-provided benefits, subject do not have access to the terms and conditions of each benefits program. Probationary employees are covered by the terms and conditions of this Agreement except as specifically noted and retain the same legal rights as other employees under the National Labor Relations Act and applicable local, state and Federal lawsprobation.

Probation. All No continuing employee may be terminated for evaluation purposes without being placed on probation. At any time after October 15th, a continuing employee, whose work is judged not-satisfactory based on the ▇▇▇▇▇▇▇ instructional framework evaluation criteria shall be notified in writing of the specific areas of concern along with a reasonable program for improvement. For teachers who have been transitioned to the new evaluation system, “not satisfactory” is defined in Section K. paragraph 12 of this Article. A probationary period of sixty school days shall be established for teachers deemed not satisfactory. Days may be added if deemed necessary to complete a program for improvement and rehired employees work on a probationary basis for evaluate the first six (6) months after their initial date of hire. The probationer’s performance, as long as the probationary period is intended to give new employees concluded before May 15th of the opportunity to demonstrate their ability to achieve a satisfactory level of performance and to determine whether the new position meets the employee’s expectationssame school year. The Employer uses the probationary period to evaluate the employee’s capabilities, work habits and overall job performance. If, in the opinion of the Employer, the probationary period does not allow sufficient time to thoroughly evaluate the employee’s performance, the probationary period may be extended for thirty (30) daysinto the following school year if the probationer has five or more years of teaching experience and has a comprehensive summative evaluation performance rating as of May 15th of less than Basic. An The probation period may be extended if a teacher has made progress towards being Basic or Proficient and may be able to achieve a satisfactory rating during the extension period. The establishment of a probationary period does not adversely affect the contract status of an employee within the meaning of RCW 28A.405.300. The purpose of the probationary period must be is to give the employee opportunity to demonstrate improvements in writing and provide an explanation his or her areas of deficiency. The establishment of the reason(s) probationary period and the giving of the notice to the employee of deficiency shall be by the school district superintendent and need not be submitted to the board of directors for the extensionapproval. During the probationary period the evaluator shall meet with the employee at least twice monthly to supervise and make a written evaluation of the progress, if any, made by the employee. The evaluator may authorize one additional certificated employee to evaluate the probationer and to aid the employee in improving his or her areas of deficiency. Should the evaluator not authorize such additional evaluator, the probationer within the first 30 days of probation may request than additional certificated employee evaluator become part of the probationary process and this request must be implemented by including an additional experienced evaluator assigned by the educational service district in which the school district is located. This person shall be selected from a list of evaluation specialists compiled by the educational service district. Such additional certificated employee shall be immune from any civil liability that might otherwise be incurred or imposed with regard to the good faith performance of such evaluation. The Association may elect to bring in an outside professional within the first 30 days, to observe, advise, and assist the teacher while on probation. During the period of probation, the employee may not be transferred from the supervision of the original evaluator. Improvement of performance or probable cause for nonrenewal must occur and be documented by the original evaluator before any consideration of a request for transfer or reassignment as contemplated by either the individual or the school district. If a minor procedural error occurs in the implementation of a program for improvement, the error does not invalidate the probationer’s plan for improvement or evaluation activities unless the error materially affects the effectiveness of the plan or the ability to evaluate the probationer’s performance. The probationer must be removed from probation if he or she has demonstrated improvement to the satisfaction of the evaluator in those areas specifically detailed in this or her initial notice of deficiency and subsequently detailed in his or her program for improvement. A classroom teacher will be removed from probation if he or she has demonstrated improvement that results in a new comprehensive summative evaluation performance rating of Basic or above for a continuing contract employee with five (5) or fewer years of experience, or of Proficient or above for a continuing contract employee with more than five (5) years of experience. Lack of necessary improvement during the established probationary period, as specifically documented in writing with notification to the Employer retains probationer constitutes grounds for a finding of probable cause for termination under RCW 28A.405.300 or 28A.405.210 Immediately following the right the discharge an employee without cause. During completion of a probationary period that does not produce performance changes detailed in the initial probationary periodnotice of deficiencies and program for improvement, employees will not be approved for any leave time, except in the case of emergency (i.e. the death or hospitalization of a family member as approved by the Employer). Employees will accrue leave time; however, employees cannot use the leave until the successful completion of the probationary period. Upon satisfactory completion of the initial probationary period, employees enter their assigned employment classification. Employees who are promoted or employees who are transferred from one department to another of the Employer shall complete a secondary-probationary period of six (6) months. In such cases of promotions or transfers, an employee who, in the sole judgment of management, is not successful in the new position can may be removed from that position at any time during the secondary probationary period. If this occurs, the employee will be allowed to return to his or her former job assignment and placed into an alternative assignment for the remainder of the school year. This reassignment may not displace another employee nor may it adversely affect the probationary employee’s compensation or to a comparable job benefits for which the remainder of the employee’s contract year. If such reassignment is not possible, the district may, at its option, place the employee on paid leave for the balance of the contract term. Not applicable to Provisional Employees: The probation requirements do not apply to Provisional employees. Provisional employees do not have access to probation. The Association will be notifed when a member is qualified. During the initial probationary period, new employees are eligible for those benefits that are required by law, such as Workers’ Compensation Insurance and Social Security. After the first six months of employment, employees are eligible for other employer-provided benefits, subject to the terms and conditions of each benefits program. Probationary employees are covered by the terms and conditions of this Agreement except as specifically noted and retain the same legal rights as other employees under the National Labor Relations Act and applicable local, state and Federal lawsput on probation.

Probation. 1. At any time after October 15, a non-provisional employee whose work is not judged satisfactory based on district evaluation criteria shall be notified in writing of the specific areas of deficiencies along with a reasonable program for improvement. 2. At their request the probationary employee may have a representative of the Association present at all meetings that the employee attends related to the probationary process. All new written information shared with the employee shall also be given to the Association representative attending the meetings. 3. During the period of probation, the teacher may not be transferred from the supervision of the original evaluator. Improvement of performance or probable cause for non- renewal must occur and rehired employees work on be documented by the original evaluator before any consideration of a request for transfer or reassignment is contemplated by either the individual or the school district. (If a probationary basis teacher's evaluator is no longer with the District, the District and Association will meet to develop a plan of transition.) 4. A probation period of sixty (60) school days shall be established. Days may be added if deemed necessary to complete a program for improvement and evaluate the first six (6) months after their initial date of hire. The probationer's performance, as long as the probationary period is intended to give new employees concluded before May 15 of the opportunity to demonstrate their ability to achieve a satisfactory level of performance and to determine whether the new position meets the employee’s expectationssame school year. The Employer uses the probationary period to evaluate the employee’s capabilities, work habits and overall job performance. If, in the opinion of the Employer, the probationary period does not allow sufficient time to thoroughly evaluate the employee’s performance, the probationary period may be extended for thirty (30) daysinto the following school year if the probationer has five or more years of teaching experience and has a comprehensive summative evaluation performance rating as of May 15 of less than Basic. 5. An extension The establishment of a probationary period does not adversely affect the contract status of an employee within the meaning of RCW 28A.405.300. The purpose of the probationary period must be is to give the employee opportunity to demonstrate improvements in writing and provide an explanation their areas of deficiency. 6. The establishment of the reason(s) probationary period and the giving of the notice to the employee of deficiency shall be by the school district superintendent and need not be submitted to the board of directors for the extensionapproval. 7. During the initial probationary period, the Employer retains evaluator shall meet with the right employee weekly to supervise and make a written evaluation of the discharge progress, if any, made by the employee. 8. The evaluator may authorize one additional certified administrative employee to evaluate the probationer and to aid the employee in improving their areas of deficiency. a. Should the evaluator not authorize such additional evaluator, the probationer may request that an additional certified employee without causeevaluator become part of the probationary process and this request must be implemented by including additional experienced evaluator assigned by the Educational Service District 113 selected from a list of evaluation specialists compiled by the Educational Service District. b. Such additional certified employee shall be immune from any civil liability that might otherwise be incurred or imposed with regard to the good faith performance of such evaluation. 9. During If a procedural error occurs during the implementation of a program for improvement, the error does not invalidate the probationer’s plan of improvement or evaluation activities unless the error materially affects the effectiveness of the plan or the ability to evaluate the probationer's performance. 10. The probationer must be removed from probation if they have demonstrated improvement to the satisfaction of the evaluator in those areas specifically detailed in their initial notice of deficiency and subsequently detailed in their program for improvement. 11. Lack of necessary improvement during the established probationary period, employees will not be approved for any leave time, except in addressed with specificity during the case of emergency (i.e. the death or hospitalization of a family member as approved by the Employer). Employees will accrue leave time; however, employees cannot use the leave until the successful completion course of the probationary period. Upon satisfactory completion of the initial probationary periodweekly meetings, employees enter their assigned employment classification. Employees who are promoted and documented in writing, shall serve as probable cause under RCW 28A.405.300 or employees who are transferred from one department to another of the Employer shall complete a secondary-probationary period of six (6) months. In such cases of promotions or transfers, an employee who, in the sole judgment of management, is not successful in the new position can be removed from that position at any time during the secondary probationary period. If this occurs, the employee will be allowed to return to his or her former job or to a comparable job for which the employee is qualified. During the initial probationary period, new employees are eligible for those benefits that are required by law, such as Workers’ Compensation Insurance and Social Security. After the first six months of employment, employees are eligible for other employer-provided benefits, subject to the terms and conditions of each benefits program. Probationary employees are covered by the terms and conditions of this Agreement except as specifically noted and retain the same legal rights as other employees under the National Labor Relations Act and applicable local, state and Federal laws28A.405.210.

Probation. All new and rehired employees At any time after October 15th, a classroom teacher whose work is not judged satisfactory based on district evaluation criteria shall be notified in writing of the specific areas of deficiencies along with a probationary basis reasonable program for the first six (6) months after their initial date of hireimprovement. The following comprehensive summative evaluation performance ratings mean a classroom teacher's work is not judged satisfactory and must be placed on probation: (i) Level 1; or (ii) Level 2 if the classroom teacher is a continuing contract employee under RCW 28A.405.210 with more than five years of teaching experience and if the level 2 comprehensive summative evaluation performance rating has been received for two consecutive years or for two years within a consecutive three-year time period. During the period of probation, the employee may not be transferred from the supervision of the original evaluator. Improvement of performance or probable cause for nonrenewal must occur and be documented by the original evaluator before any consideration of a request for transfer or reassignment as contemplated by either the individual or the District. A probationary period of sixty school days shall be established. Days may be added if deemed necessary to complete a program for improvement and evaluate the probationer's performance, as long as the probationary period is intended to give new employees concluded before May 15th of the opportunity to demonstrate their ability to achieve a satisfactory level of performance and to determine whether the new position meets the employee’s expectationssame school year. The Employer uses the probationary period to evaluate the employee’s capabilities, work habits and overall job performance. If, in the opinion of the Employer, the probationary period does not allow sufficient time to thoroughly evaluate the employee’s performance, the probationary period may be extended for thirty into the following school year if the probationer has five or more years of teaching experience and has a comprehensive summative evaluation performance rating as of May 15th of less than level 2 (30) daysi.e. an unsatisfactory rating). An extension The purpose of the probationary period must is to give the employee opportunity to demonstrate improvements in his or her areas of deficiency. The decision of whether to place an employee on probation shall be in writing and provide an explanation of made by the reason(s) for the extensionSuperintendent as provided by state law. Teachers may only be placed on probation based upon a Comprehensive evaluation. During the initial probationary period the evaluator shall meet with the employee at least twice monthly to supervise and make a written evaluation of the progress, if any, made by the employee. A classroom teacher must be removed from probation if he or she has demonstrated improvement that results in a new comprehensive summative evaluation performance rating of level 2 or above for an employee with five or fewer years of experience, or of level 3 or above for a continuing contract employee with more than five years of experience. The evaluator may authorize one additional supervisory certificated employee to evaluate the probationer and to aid the employee in improving his or her areas of deficiency. Should the evaluator not authorize such additional evaluator, the probationer may request that an additional certificated employee evaluator become part of the probationary process and this request must be implemented by including an additional experienced evaluator assigned by the educational service district in which the school district is located and selected from a list of evaluation specialists compiled by the educational service district. Lack of necessary improvement during the established probationary period, as specifically documented in writing with notification to the Employer retains probationer constitutes grounds for a finding of probable cause under RCW 28.A.405.300 or 28A.405.210. Following a review of the right any report submitted by the discharge an evaluator, the Superintendent shall determine whether to remove the employee without cause. During from probation, extend the initial probationary period, employees will not be approved or issue a notice of probable cause for any leave time, except in the case of emergency (i.e. the death non-renewal or hospitalization of a family member as approved by the Employer). Employees will accrue leave time; however, employees cannot use the leave until the successful completion of the probationary period. Upon satisfactory completion of the initial probationary period, employees enter their assigned employment classification. Employees who are promoted or employees who are transferred from one department to another of the Employer shall complete a secondary-probationary period of six (6) months. In such cases of promotions or transfers, an employee who, in the sole judgment of management, is not successful in the new position can be removed from that position at any time during the secondary probationary period. If this occurs, the employee will be allowed to return to his or her former job or to a comparable job for which the employee is qualified. During the initial probationary period, new employees are eligible for those benefits that are required by law, such as Workers’ Compensation Insurance and Social Security. After the first six months of employment, employees are eligible for other employer-provided benefits, subject to the terms and conditions of each benefits program. Probationary employees are covered by the terms and conditions of this Agreement except as specifically noted and retain the same legal rights as other employees under the National Labor Relations Act and applicable local, state and Federal lawsdischarge.

Probation. All new A. If an evaluator contemplates recommending an employee be placed on probation, an evaluation shall be made and rehired employees work forwarded to the employee and the Superintendent on or before January 15th. B. If the Superintendent concurs with the evaluator’s judgment that the performance of the employee is unsatisfactory, the Superintendent shall: 1. Place the employee in a probationary basis for the first six (6) months after their initial date of hirestatus beginning on or before January 15th and ending on or before May 1. 2. The Superintendent shall give the employee written notice of probation: a. Delivered in person, or b. Delivered by certified mail. 3. The notice shall contain the following information: a. A statement indicating the duration of the probationary period, which must be completed by May 1, b. The purpose of the probationary period which is intended to give new employees the employee the opportunity to demonstrate their ability to achieve a satisfactory level improvement in his/her area(s) of deficiency, c. Specific areas of performance deficiencies, d. A specific and reasonable program for improvement including specific objectives to determine whether be attained, e. The personnel and resources that will be provided to help the new position meets the employee’s expectationsemployee to improve his/her deficiencies. f. Other pertinent information. 4. The Employer uses the probationary period to evaluate the employee’s capabilities, work habits and overall job performance. If, in the opinion of the Employer, the probationary period does not allow sufficient time to thoroughly evaluate the employee’s performance, the probationary period may be extended for thirty (30) days. An extension of the probationary period must be Superintendent shall notify each employee in writing and provide an explanation of the reason(s) for the extension. no later than May 15 if his/her contract is to be non-renewed. C. During the initial probationary period, the Employer retains evaluator shall: 1. Hold a personal conference with the right probationary employee within five (5) days after the discharge an delivery of the Superintendent’s probationary letter to discuss performance deficiencies and the remedial measures to be taken. 2. Observe and meet with the probationary employee without causeat last twice monthly to supervise and make a written report of the progress made by the employee in the specific areas of deficiencies. 3. During Recommend to the initial probationary period, employees will not Superintendent that the employee be approved for removed from probation at any leave time, except if there has been demonstrated improvement to the satisfaction of the evaluator in those areas specifically set forth in the case notice of emergency (i.e. probation. 4. The evaluator shall submit a written report including an evaluation using the death or hospitalization of a family member as approved by Evaluation Report Form to the Employer). Employees will accrue leave time; however, employees cannot use Superintendent prior to the leave until the successful completion end of the probationary period, but not later than May 1. Upon satisfactory completion of The written report shall indicate the initial probationary period, employees enter their assigned employment classification. Employees who are promoted or employees who are transferred from one department to another of employee’s performance during the Employer shall complete a secondary-probationary period and contained a recommended course of six (6) months. In such cases of promotions or transfers, an employee who, in action to be taken by the sole judgment of management, is not successful in the new position can be removed from that position at any time during the secondary probationary periodSuperintendent. If this occursthe employee has demonstrated an acceptable level of performance, the employee will be allowed to return to his or her former job or to report shall include a comparable job recommendation for which removal from probation and for continuation of employment. If the employee is qualified. During has demonstrated an unacceptable level of performance, the initial probationary period, new employees are eligible report shall include a recommendation for those benefits that are required by law, such as Workers’ Compensation Insurance and Social Security. After the first six months of dismissal from employment, employees are eligible for other employer-provided benefits, subject to the terms and conditions of each benefits program. Probationary employees are covered by the terms and conditions of this Agreement except as specifically noted and retain the same legal rights as other employees under the National Labor Relations Act and applicable local, state and Federal laws.

Probation. All new and rehired employees work A. This section shall not apply to Provisional Employees or those on non-continuing contracts: The probation requirements do not apply to Provisional teachers. B. At any time after October 15th, a continuing employee, being evaluated on a Comprehensive Evaluation, whose work is judged not-satisfactory shall be notified in writing of the specific areas of deficiencies along with a reasonable program for improvement. “Not satisfactory” is defined in Section I. paragraph 11 of this Article. C. A probationary basis period of a minimum of sixty school days shall be established for teachers deemed not satisfactory. Days may be added if deemed necessary to complete a program for improvement and evaluate the first six (6) months after their initial date of hire. The probationer’s performance, so long as the probationary period is intended to give new employees concluded before May 15th of the opportunity to demonstrate their ability to achieve a satisfactory level of performance and to determine whether the new position meets the employee’s expectationssame school year. The Employer uses the probationary period to evaluate the employee’s capabilities, work habits and overall job performance. If, in the opinion of the Employer, the probationary period does not allow sufficient time to thoroughly evaluate the employee’s performance, the probationary period may be extended for thirty (30) days. An into the following school year if the probationer has five or more years of teaching experience, has a comprehensive summative evaluation performance rating as of May 15th of less than ▇▇▇▇▇ ▇, and, in the Superintendent’s sole discretion, the teacher has shown signs of significant effort such that an extension of the probationary period is likely to result in a proficient, level 3 rating. D. The establishment of a probationary period does not adversely affect the contract status of an employee within the meaning of RCW 28A.405.300. The purpose of the probationary period is to give the employee opportunity to demonstrate improvements in his or her areas of deficiency. The establishment of the probationary period and the giving of the notice to the employee of deficiency shall be by the school district superintendent and need not be submitted to the board of directors for approval. E. During the probationary period the evaluator shall meet with the employee at least twice monthly to supervise and make a written evaluation of the progress, if any, made by the employee. The evaluator may authorize one additional certificated administrator to evaluate the probationer and to aid the employee in improving his or her areas of deficiency. Should the evaluator not authorize such additional evaluator, the probationer may request that an additional certificated employee evaluator become part of the probationary process and this request must be implemented by including an additional experienced evaluator not affiliated with CSD assigned by the educational service district in writing and provide which the school district is located. This person shall be selected from a list of evaluation specialists compiled by the educational service district. Such additional certificated employee shall be immune from any civil liability that might otherwise be incurred or imposed with regard to the good faith performance of such evaluation. The Association may elect to bring in an explanation outside professional to advise the teacher while on probation, but this individual will not be an additional observer/evaluator. F. During the period of probation, the employee may not be transferred from the supervision of the reason(soriginal evaluator. Improvement of performance or probable cause for nonrenewal must occur and be documented by the original evaluator before any consideration of a request for transfer or reassignment is contemplated by either the individual or the school district. G. If a procedural error occurs in the implementation of a program for improvement, the error does not invalidate the probationer’s plan for improvement or evaluation activities unless the error materially affects the effectiveness of the plan or the ability to evaluate the probationer’s performance. H. The probationer must be removed from probation if he or she has demonstrated sustained improvement to the satisfaction of the evaluator in those areas specifically detailed in his or her initial notice of deficiency and subsequently detailed in his or her program for improvement. A teacher must be removed from probation if he or she has demonstrated improvement that results in a new comprehensive summative evaluation performance rating of Level 2 or above for a continuing contract employee with five (5) or fewer years of experience, or of Level 3 or above for a continuing contract employee with more than five (5) years of experience. I. Lack of necessary improvement during the extension. During the initial established probationary period, where the Employer retains employee is still not at a satisfactory level as defined below, as specifically documented in writing with notification to the right probationer constitutes grounds for a finding of probable cause for termination under RCW 28A.405.300 or 28A.405.210. J. Immediately following the discharge an employee without cause. During completion of a probationary period that does not produce performance changes detailed in the initial probationary periodnotice of deficiencies and program for improvement, employees will not be approved for any leave time, except in the case of emergency (i.e. the death or hospitalization of a family member as approved by the Employer). Employees will accrue leave time; however, employees cannot use the leave until the successful completion of the probationary period. Upon satisfactory completion of the initial probationary period, employees enter their assigned employment classification. Employees who are promoted or employees who are transferred from one department to another of the Employer shall complete a secondary-probationary period of six (6) months. In such cases of promotions or transfers, an employee who, in the sole judgment of management, is not successful in the new position can may be removed from that position at any time during the secondary probationary period. If this occurs, the employee will be allowed to return to his or her former job assignment and placed into an alternative assignment for the remainder of the school year. This reassignment may not displace another employee nor may it adversely affect the probationary employee’s compensation or to a comparable job benefits for which the remainder of the employee’s contract year. If such reassignment is not possible, the district may, at its option, place the employee is qualified. During on paid leave for the initial probationary period, new employees are eligible for those benefits that are required by law, such as Workers’ Compensation Insurance and Social Security. After balance of the first six months of employment, employees are eligible for other employer-provided benefits, subject to the terms and conditions of each benefits program. Probationary employees are covered by the terms and conditions of this Agreement except as specifically noted and retain the same legal rights as other employees under the National Labor Relations Act and applicable local, state and Federal lawscontract term.

Probation. All new and rehired employees At any time after October 15th but on or before February 1, a teacher whose work is judged unsatisfactory based on the evaluative criteria contained in this Agreement may be placed on probation. If a teacher is placed on probation he / she shall be notified in writing of the specific areas of deficiencies along with a reasonable program for improvement. D.1 A probationary basis for the first six period of sixty (660) months after their initial date of hireschool days shall be established. The probationary period is intended to give new employees the opportunity to demonstrate their ability to achieve a satisfactory level of performance and to determine whether the new position meets the employee’s expectations. The Employer uses the probationary period to evaluate the employee’s capabilities, work habits and overall job performance. If, in the opinion of the Employer, the probationary period does not allow sufficient time to thoroughly evaluate the employee’s performance, the probationary period may be extended for thirty (30) days. An extension purpose of the probationary period must is to give the employee an opportunity to demonstrate improvement in his/her areas of deficiency. D.2 During the period of probation, the employee may not be in writing and provide an explanation transferred from the supervision of the reason(s) original evaluator. Improvement of performance or probable cause for nonrenewal must occur and be documented by the extension. original evaluator before any consideration of a request for transfer or reassignment as contemplated by either the individual or the district. D.3 During the initial probationary period, the Employer retains evaluator shall meet with the right employee at least twice monthly to supervise and make a written evaluation of the discharge an progress, if any, made by the employee. D.4 The employee without causeon probation may be removed from probation if he/she has demonstrated improvement to the satisfaction of the principal in those areas specifically detailed in his/her improvement program. During Lack of necessary improvement during the initial established probationary period, employees will as specifically documented in writing with notification to the employee on probation shall constitute grounds for a finding of probable cause and non- renewal of employment. Employees to be non-renewed shall be notified in writing on or before May 15. D.5 Immediately following the completion of a probationary period that does not be approved for any leave time, except produce performance changes detailed in the case initial notice of emergency (i.e. deficiencies and improvement program the death or hospitalization of a family member as approved by the Employer). Employees will accrue leave time; however, employees cannot use the leave until the successful completion of the probationary period. Upon satisfactory completion of the initial probationary period, employees enter their assigned employment classification. Employees who are promoted or employees who are transferred from one department to another of the Employer shall complete a secondary-probationary period of six (6) months. In such cases of promotions or transfers, an employee who, in the sole judgment of management, is not successful in the new position can may be removed from that position at any time during his/her assignment and placed into an alternative assignment for the secondary remainder of the school year. This reassignment may not displace another employee nor may it adversely affect the probationary periodemployee's compensation or benefits for the remainder of the teacher's contract year. If this occurssuch reassignment is not possible, the employee will be allowed to return to his or her former job or to a comparable job for which district, at its option, may place the employee is qualified. During on paid leave for the initial probationary period, new employees are eligible for those benefits that are required by law, such as Workers’ Compensation Insurance and Social Security. After balance of the first six months of employment, employees are eligible for other employer-provided benefits, subject to the terms and conditions of each benefits program. Probationary employees are covered by the terms and conditions of this Agreement except as specifically noted and retain the same legal rights as other employees under the National Labor Relations Act and applicable local, state and Federal lawscontract term.

Probation. All new and rehired employees work A. This section shall not apply to Provisional Employees or those on non-continuing contracts: The probation requirements do not apply to Provisional teachers. B. At any time after October 15th, a continuing employee, being evaluated on a Comprehensive Evaluation, whose work is judged not-satisfactory shall be notified in writing of the specific areas of deficiencies along with a reasonable program for improvement. “Not satisfactory” is defined in Section I. paragraph 11 of this Article. C. A probationary basis period of a minimum of sixty school days shall be established for teachers deemed not satisfactory. Days may be added if deemed necessary to complete a program for improvement and evaluate the first six (6) months after their initial date of hire. The probationer’s performance, so long as the probationary period is intended to give new employees concluded before May 15th of the opportunity to demonstrate their ability to achieve a satisfactory level of performance and to determine whether the new position meets the employee’s expectationssame school year. The Employer uses the probationary period to evaluate the employee’s capabilities, work habits and overall job performance. If, in the opinion of the Employer, the probationary period does not allow sufficient time to thoroughly evaluate the employee’s performance, the probationary period may be extended for thirty (30) days. An into the following school year if the probationer has five or more years of teaching experience, has a comprehensive summative evaluation performance rating as of May 15th of less than Level 2, and, in the Superintendent’s sole discretion, the teacher has shown signs of significant effort such that an extension of the probationary period must be is likely to result in writing and provide a proficient, level 3 rating. D. The establishment of a probationary period does not adversely affect the contract status of an explanation employee within the meaning of RCW 28A.405.300. The purpose of the reason(s) probationary period is to give the employee opportunity to demonstrate improvements in his or her areas of deficiency. The establishment of the probationary period and the giving of the notice to the employee of deficiency shall be by the school district superintendent and need not be submitted to the board of directors for the extension. approval. E. During the initial probationary period, the Employer retains evaluator shall meet with the right employee at least twice monthly to supervise and make a written evaluation of the discharge progress, if any, made by the employee. The evaluator may authorize one additional certificated administrator to evaluate the probationer and to aid the employee in improving his or her areas of deficiency. Should the evaluator not authorize such additional evaluator, the probationer may request that an additional certificated employee without causeevaluator become part of the probationary process and this request must be implemented by including an additional experienced evaluator not affiliated with CSD assigned by the educational service district in which the school district is located. This person shall be selected from a list of evaluation specialists compiled by the educational service district. Such additional certificated employee shall be immune from any civil liability that might otherwise be incurred or imposed with regard to the good faith performance of such evaluation. The Association may elect to bring in an outside professional to advise the teacher while on probation, but this individual will not be an additional observer/evaluator. ▇. During the period of probation, the employee may not be transferred from the supervision of the original evaluator. Improvement of performance or probable cause for nonrenewal must occur and be documented by the original evaluator before any consideration of a request for transfer or reassignment is contemplated by either the individual or the school district. G. If a procedural error occurs in the implementation of a program for improvement, the error does not invalidate the probationer’s plan for improvement or evaluation activities unless the error materially affects the effectiveness of the plan or the ability to evaluate the probationer’s performance. ▇. The probationer must be removed from probation if he or she has demonstrated sustained improvement to the satisfaction of the evaluator in those areas specifically detailed in his or her initial notice of deficiency and subsequently detailed in his or her program for improvement. A teacher must be removed from probation if he or she has demonstrated improvement that results in a new comprehensive summative evaluation performance rating of Level 2 or above for a continuing contract employee with five (5) or fewer years of experience, or of Level 3 or above for a continuing contract employee with more than five (5) years of experience. ▇. ▇▇▇▇ of necessary improvement during the established probationary period, employees will where the employee is still not be approved at a satisfactory level as defined below, as specifically documented in writing with notification to the probationer constitutes grounds for any leave time, except a finding of probable cause for termination under RCW 28A.405.300 or 28A.405.210. ▇. ▇▇▇▇▇▇▇▇▇▇▇ following the completion of a probationary period that does not produce performance changes detailed in the case initial notice of emergency (i.e. deficiencies and program for improvement, the death or hospitalization of a family member as approved by the Employer). Employees will accrue leave time; however, employees cannot use the leave until the successful completion of the probationary period. Upon satisfactory completion of the initial probationary period, employees enter their assigned employment classification. Employees who are promoted or employees who are transferred from one department to another of the Employer shall complete a secondary-probationary period of six (6) months. In such cases of promotions or transfers, an employee who, in the sole judgment of management, is not successful in the new position can may be removed from that position at any time during the secondary probationary period. If this occurs, the employee will be allowed to return to his or her former job assignment and placed into an alternative assignment for the remainder of the school year. This reassignment may not displace another employee, nor may it adversely affect the probationary employee’s compensation or to a comparable job benefits for which the remainder of the employee’s contract year. If such reassignment is not possible, the district may, at its option, place the employee is qualified. During on paid leave for the initial probationary period, new employees are eligible for those benefits that are required by law, such as Workers’ Compensation Insurance and Social Security. After balance of the first six months of employment, employees are eligible for other employer-provided benefits, subject to the terms and conditions of each benefits program. Probationary employees are covered by the terms and conditions of this Agreement except as specifically noted and retain the same legal rights as other employees under the National Labor Relations Act and applicable local, state and Federal lawscontract term.