PROBATIONARY PROCEDURE Clause Samples
PROBATIONARY PROCEDURE. (This process applies to non-classroom teachers)
A. Every non-provisional employee whose work is judged unsatisfactory based on District evaluations shall be notified in writing on or before February 1 of each year stating specific areas of deficiencies along with a suggested specific and reasonable program for improvement.
B. A probationary period of sixty (60) school days shall be established beginning after October 15th and not later than February 1 and ending no later than May 1. The establishment of a probationary period shall not be deemed to adversely affect the contract status of an employee within the meaning of RCW 28A.405.300, as now or hereafter amended. 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 concluded before May 15th of the same school year.
C. The purpose of the probationary period is to give the employee opportunity to demonstrate improvements in his/her areas of deficiency.
D. In carrying out the probation procedure, the following steps shall be followed:
STEP 1. The principal shall meet with the employee in an attempt to resolve matters relating to performance before probation is recommended. The employee shall have an opportunity to have an Association representative in attendance at the conference.
STEP 2. If an employee is being considered for probation, the recommendation to the Superintendent for probationary status must be made on or before January 20.
STEP 3. The Superintendent, or designee, shall review the principal's or immediate supervisor's recommendation for probation.
STEP 4. The decision to place an employee on probation is to be determined by the Superintendent. If an employee is placed on probation, the actual letter of probation from the Superintendent to the employee must include a specific and reasonable program for improvement as follows:
1. A definition of the problem in terms of the adopted criteria;
2. A set of expectations delineating what levels of performance would constitute acceptable performance in the problem areas defined;
3. A specific and reasonable program for remediation which spells out courses of action and expectations so the employee involved can reach an acceptable level of performance; and
4. A plan for assistance by the principal or immediate supervisor which spells out courses of action whereby the employee will be assisted, counseled, and tutored in improving the level of perform...
PROBATIONARY PROCEDURE. A. The probationary procedure as set forth herein shall provide an employee with assistance through consulting, counseling and providing other resources as may be utilized in the improvement of performance relating to the instructional program. If it becomes necessary to place an employee on probation, such action shall be in accordance with the Evaluation Procedure as contained in this Agreement.
B. Such probationary period shall begin any time after October 15 and shall continue for up to sixty (60) days. The probationary process is to be implemented and completed within this time frame. In carrying out the probation procedure, the following steps shall be followed:
STEP 1 The principal shall meet with the employee in an attempt to resolve matters relating to performance before probation is recommended. This conference shall be held before the date of the formal evaluation and in no case later than January 20. The employee shall have an opportunity to have an Association representative in attendance at the conference.
STEP 2 If an employee is being considered for probation, the recommendation to the Superintendent for probationary status must be made on or before January 20. The recommendation for probation must be made in writing and a copy of that recommendation be sent to the employee. The recommendation for probation will include a specific and reasonable program for improvement as follows:
1. a precise definition of the problem in terms of adopted criteria;
PROBATIONARY PROCEDURE. (applicable to both classroom teachers and non-classroom teachers)
a. The purpose of the probationary period is to give the employee the opportunity to demonstrate improvement in his or her area(s) of deficiency. Provisional employees in their first, second or third year of provisional employment with the District will not be subject to the probationary process and will be subject to nonrenewal in accordance with law.
i. Employees in their second year of provisional employment whose observation report(s) indicate one or more areas of significant concern, the evaluator and the employee will meet by January 15th to jointly develop a written growth/support plan.
ii. Second year provisional employees who are under a written growth/support plan will be subject to the following three (3) options by May 1st:
a. Employee meets expectations and continues on to their third year of provisional employment without a written growth/support plan.
b. Employee is non-renewed due to one or more areas of significant concern.
c. Employee meets with the evaluator and union representative by May 1st to jointly develop a written growth/support plan for the third year of provisional employment.
iii. Employees in their third year of provisional employment who are not already on a written growth/support plan and whose observation reports indicate one or more areas of significant concern, the evaluator and employee will meet by January 15th to jointly develop a written growth/support plan.
iv. Third year provisional employees who are under a written growth/support plan may be subject to non-renewal due to one or more areas of significant concern.
b. Provisional employee appeal rights for non-renewal after probation shall be those defined by law, except for procedural errors under this Contract.
c. At any time after October 15th, any 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.
d. The following final evaluation performance ratings mean an employee’s work is not judged satisfactory:
i. For classroom teachers, Level 1; or
ii. Level 2 if the classroom teacher is a continuing contract employee under RCW 28A.405.210 with more than five (5) years of teaching experience and if the level 2 rating has been received for two (2) consecutive years or for two (2) years within a consecutive three (3) year time period;
iii. For non-classroom teache...
PROBATIONARY PROCEDURE. The probationary procedure as set forth herein shall provide a member with assistance through consulting, counseling, and providing other resources as may be utilized in the improvement of performance relating to the instructional program. If it becomes necessary to place a member on probation, such action shall be in accordance with the Evaluation Procedure as contained in this Contract. Such probationary period shall be on or before February 1. The probation period shall be a minimum of sixty
PROBATIONARY PROCEDURE. A. The probationary procedure as set forth herein shall provide an employee (excluding provisional employees) with assistance through consulting, counseling and providing other resources as may be utilized in the improvement of performance relating to the instructional program. If it becomes necessary to place an employee on probation, such action shall be in accordance with the Evaluation Procedure as contained in this Agreement.
B. Such probationary period shall begin any time after October 15 and shall continue for up to sixty (60) days. The probationary process is to be implemented and completed within this time frame. In carrying out the probation procedure, the following steps shall be followed:
STEP 1 The principal shall meet with the employee in an attempt to resolve matters relating to performance before probation is recommended. This conference shall be held before the date of the formal evaluation and in no case later than January 20. The employee shall have an opportunity to have an Association representative in attendance at the conference.
STEP 2 If an employee is being considered for probation, the recommendation to the Superintendent for probationary status must be made on or before January 20. The recommendation for probation must be made in writing and a copy of that recommendation be sent to the employee. The recommendation for probation will include a specific and reasonable program for improvement as follows:
1. a precise definition of the problem in terms of adopted criteria;
PROBATIONARY PROCEDURE. For those teachers (excluding provisional, or first and second year employees) whose instructional deficiencies are judged to be too serious to be sufficiently corrected in the post-evaluation conference, a probationary period from February 1, to May 1, shall be established for the purpose of improvement in the deficient areas. The Superintendent may make the decision to place the teacher be placed on probation. The plan of improvement shall be written fully in compliance with state law. The Superintendent will make the decision to place the employee on probation only after full consultation with an administrator from outside of the district or a retired administrator (an outside designee). The Association and the District have agreed upon three individuals who can be selected to perform this service. The Superintendent will notify the teacher of the decision. This notification to the teacher shall include a specific identification of deficiencies to be corrected, and a precise and reasonable definition of competence in those areas. Within five (5) days of the receipt of the written notification, the principal and the teacher shall meet to establish in writing a jointly-planned course of action for improvement and an outline of the District's plan for the purpose of discussing the teacher's improvement. All observations of the teacher shall be conducted openly and with the knowledge of the teacher. Within five (5) days of the receipt of the reports, the teacher may request and will be given a hearing with the Superintendent. If the evaluation indicated that the teacher has successfully met the definitions of competence outlined in the initial notice of probation, the probation shall be revoked and record of it removed from the teacher's personnel file after two (2) consecutive successful years. If necessary, the recommendation and evaluation procedure shall be repeated after May 1 but not later than May 5. Evaluation results and/or probation are not grievable matters; however, the failure to follow legally required procedures may be grievable.
PROBATIONARY PROCEDURE. 2 Probation shall not be required or applicable to those provisional employees who are subject to 3 nonrenewal pursuant to RCW 28A.405.220. 5 The requirements of this procedure shall be to ensure that the professional rights and due 6 process are maintained for the certificated employee involved; ensure accurate assessment of 7 the charges of deficient performance; outline the available District resources, including the Peer 8 Assistance Program; and clearly define and clarify the roles of the District and the certificated
PROBATIONARY PROCEDURE. The requirements of this procedure shall be to insure assessment of the charges of deficient performance and define the responsibility of the District and the certificated employee. All provisions of the evaluation procedures shall be followed before institution of the probation process. Such probationary process is to be implemented and completed within this time frame. In implementing and carrying out the probationary procedure, the following steps shall be followed:
PROBATIONARY PROCEDURE