Common use of Probationary Procedures Clause in Contracts

Probationary Procedures. 1. During the probationary period, the employee’s supervisor shall provide the employee with written reports of his or her status and progress. A minimum of two written reports will be provided to the probationary employee during the probationary period. These written reports shall be provided to the employee within one week of the completion of: a. new administrative staff – twelve (12) weeks and twenty-two (22) weeks; b. promoted or transferred administrative staff – four (4) weeks and eight (8) weeks; c. new professional staff – twenty-four (24) weeks and forty-eight (48) weeks; d. promoted or transferred professional staff – twelve (12) weeks and twenty-two (22) weeks. The supervisor shall meet with the probationary employee at the time that these reports are provided to the employee to discuss the employee’s strengths and weaknesses and provide guidance through a corrective plan to the probationary employee on how he or she can improve his or her performance where necessary. PEF may exercise its option of awarding permanent status, continuing probation, or terminating the probationary employee at any point following completion of the minimum probationary period. However, following the receipt of a corrective plan the employee will be provided with a minimum of four (4) weeks to demonstrate improved performance prior to any decision to terminate the employee during the remaining probationary period. 2. A probationary employee whose services are to be terminated because of unsatisfactory performance shall receive written notice of such termination at least four weeks prior to such termination or, alternatively, paid four weeks severance pay, and upon request, shall be granted an interview with his or her supervisor and the President of PEF or his/her designee. 3. No employee shall fail probation due to PEF's failure to provide probation reports, meetings with supervisors and corrective plans in accordance with this Section. If there is such a potential of an employee’s failure of probation, as a result of PEF’s failure to provide probation reports, meetings with supervisors and corrective plans in accordance with this Section, the supervisor shall complete a report and meet with the employee to discuss the report, the employee’s strengths and weaknesses and provide guidance through a corrective plan to the probationary employee on how he or she can improve his or her performance. The employee’s probation shall be extended for the applicable time periods defined in 3.a. through 3.d. below from the day the employee received the corrective plan. At the end of this extension, PEF shall exercise its option to retain or terminate the employee. a. The extension shall be a period of three (3) weeks for employees whose maximum probationary period could be twelve (12) weeks. b. The extension shall be a period of six (6) weeks for employees whose maximum probationary period could be twenty-six (26) weeks. c. The extension shall be a period of twelve (12) weeks for employees whose maximum probationary period could be fifty-two (52) weeks. d. The extension shall be a period of twenty-four (24) weeks for employees whose maximum probationary period is twenty-four (24) months. 4. A probationary employee may be terminated for acts of violence, fraud, or criminal acts without the procedures in this Section and without severance pay as provided for elsewhere in this Article. a. If PEF believes that a probationary employee has committed an act of violence, fraud, or a criminal act, and determines to terminate him or her without severance pay, it shall notify the employee and USW Local 9265’s President at least one week (7 calendar days) prior to the proposed termination. The employee shall be placed on leave without pay throughout this period. During the one week period the employee, and/or his or her USW representative, may request that PEF reconsider its determination. PEF’s notice to USW shall be by first class mail and email. PEF’s notice to Grievant shall be by personal delivery or by certified mail, return receipt requested. During this one week period, the employee and/or USW shall be given a full and fair opportunity to present arguments and/or evidence in opposition to the termination and the withholding of severance pay. PEF shall consider any such arguments and/or evidence and inform the employee and USW in writing of its decision. PEF’s decision with regard to the termination and the withholding of severance pay shall be final and binding on all parties, and not reviewable under Article 3 or any other article of the PEF/USW Contract.

Probationary Procedures. 1. During the probationary period, the employee’s supervisor shall provide the employee with written reports of his or her status and progress. A minimum of two written reports will be provided to the probationary employee during the probationary period. These written reports shall be provided to the employee within one week of the completion of: a. new administrative staff – twelve (12) weeks and twenty-two (22) weeks; b. promoted or transferred administrative staff – four (4) weeks and eight (8) weeks; c. new professional staff – twenty-four (24) weeks and forty-eight (48) weeks; d. promoted or transferred professional staff – twelve (12) weeks and twenty-two (22) weeks. The supervisor shall meet with the probationary employee at the time that these reports are provided to the employee to discuss the employee’s strengths and weaknesses and provide guidance through a corrective plan to the probationary employee on how he or she can improve his or her performance where necessary. PEF may exercise its option of awarding permanent status, continuing probation, or terminating the probationary employee at any point following completion of the minimum probationary period. However, following the receipt of a corrective plan the employee will be provided with a minimum of four (4) weeks to demonstrate improved performance prior to any decision to terminate the employee during the remaining probationary period. 2. A probationary employee whose services are to be terminated because of unsatisfactory performance shall receive written notice of such termination at least four weeks prior to such termination or, alternatively, paid four weeks severance pay, and upon request, shall be granted an interview with his or her supervisor and the President of PEF or his/her designee. 3. No employee shall fail probation due to PEF's ' s failure to provide probation reports, meetings with supervisors and corrective plans in accordance with this Section. If there is such a potential of an employee’s failure of probation, as a result of PEF’s failure to provide probation reports, meetings with supervisors and corrective plans in accordance with this Section, the supervisor shall complete a report and meet with the employee to discuss the report, the employee’s strengths and weaknesses and provide guidance through a corrective plan to the probationary employee on how he or she can improve his or her performance. The employee’s probation shall be extended for the applicable time periods defined in 3.a. through 3.d. below from the day the employee received the corrective plan. At the end of this extension, PEF shall exercise its option to retain or terminate the employee. a. The extension shall be a period of three (3) weeks for employees whose maximum probationary period could be twelve (12) weeks. b. The extension shall be a period of six (6) weeks for employees whose maximum probationary period could be twenty-six (26) weeks. c. The extension shall be a period of twelve (12) weeks for employees whose maximum probationary period could be fifty-two (52) weeks. d. The extension shall be a period of twenty-four (24) weeks for employees whose maximum probationary period is twenty-four (24) months. 4. A probationary employee may be terminated for acts of violence, fraud, or criminal acts without the procedures in this Section and without severance pay as provided for elsewhere in this Article. a. If PEF believes that a probationary employee has committed an act of violence, fraud, or a criminal act, and determines to terminate him or her without severance pay, it shall notify the employee and USW Local 9265’s President at least one week (7 calendar days) prior to the proposed termination. The employee shall be placed on leave without pay throughout this period. During the one week period the employee, and/or his or her USW representative, may request that PEF reconsider its determination. PEF’s notice to USW shall be by first class mail and email. PEF’s notice to Grievant shall be by personal delivery or by certified mail, return receipt requested. During this one week period, the employee and/or USW shall be given a full and fair opportunity to present arguments and/or evidence in opposition to the termination and the withholding of severance pay. PEF shall consider any such arguments and/or evidence and inform the employee and USW in writing of its decision. PEF’s decision with regard to the termination and the withholding of severance pay shall be final and binding on all parties, and not reviewable under Article 3 or any other article of the PEF/USW Contract.

Probationary Procedures. 1. During the probationary period, the employee’s supervisor shall provide the employee with written reports of his or her status and progress. A minimum of two written reports will be provided to the probationary employee during the probationary period. These written reports shall be provided to the employee within one week of the completion of: a. new administrative staff – twelve (12) weeks and twenty-two (22) weeks; b. promoted or transferred administrative staff – four (4) weeks and eight (8) weeks; c. new professional staff – twenty-four (24) weeks and forty-eight (48) weeks; d. promoted or transferred professional staff – twelve (12) weeks and twenty-two (22) weeks. The supervisor shall meet with the probationary employee at the time that these reports are provided to the employee to discuss the employee’s strengths and weaknesses and provide guidance through a corrective plan to the probationary employee on how he or she can improve his or her performance where necessary. PEF may exercise its option of awarding permanent status, continuing probation, or terminating the probationary employee at any point following completion of the minimum probationary period. However, following the receipt of a corrective plan the employee will be provided with a minimum of four (4) weeks to demonstrate improved performance prior to any decision to terminate the employee during the remaining probationary period. 2. A probationary employee whose services are to be terminated because of unsatisfactory performance shall receive written notice of such termination at least four weeks prior to such termination or, alternatively, paid four weeks severance pay, and upon request, shall be granted an interview with his or her supervisor and the President of PEF or his/her designee. 3. No employee shall fail probation due to PEF's failure to provide probation reports, meetings with supervisors and corrective plans in accordance with this Section. If there is such a potential of an employee’s failure of probation, as a result of PEF’s failure to provide probation reports, meetings with supervisors and corrective plans in accordance with this Section, the supervisor shall complete a report and meet with the employee to discuss the report, the employee’s strengths and weaknesses and provide guidance through a corrective plan to the probationary employee on how he or she can improve his or her performance. The employee’s probation shall be extended for the applicable time periods defined in 3.a. through 3.d. below from the day the employee received the corrective plan. At the end of this extension, PEF shall exercise its option to retain or terminate the employee. a. The extension shall be a period of three (3) weeks for employees whose maximum probationary period could be twelve (12) weeks. b. The extension shall be a period of six (6) weeks for employees whose maximum probationary period could be twenty-six (26) weeks. c. The extension shall be a period of twelve (12) weeks for employees whose maximum probationary period could be fifty-two (52) weeks. d. The extension shall be a period of twenty-four (24) weeks for employees whose maximum probationary period is twenty-four (24) months. 4. A probationary employee may be terminated for acts of violence, fraud, or criminal acts without the procedures in this Section and without severance pay as provided for elsewhere in this ArticleSection. a. If PEF believes that a probationary employee has committed an act of violence, fraud, or a criminal act, and determines to terminate him or her without severance pay, it shall notify the employee and USW Local 9265’s President at least one week (7 calendar days) prior to the proposed termination. The employee shall be placed on leave without pay throughout this period. During the one week period the employee, and/or his or her USW representative, may request that PEF reconsider its determination. PEF’s notice to USW shall be by first class mail and email. PEF’s notice to Grievant shall be by personal delivery or by certified mail, return receipt requested. During this one week period, the employee and/or USW shall be given a full and fair opportunity to present arguments and/or evidence in opposition to the termination and the withholding of severance pay. PEF shall consider any such arguments and/or evidence and inform the employee and USW in writing of its decision. PEF’s decision with regard to the termination and the withholding of severance pay shall be final and binding on all parties, and not reviewable under Article 3 or any other article of the PEF/USW Contract.

Probationary Procedures. The requirements of this procedure will be to insure professional rights and due process are maintained for the employee involved, insure accurate assessment of the charges of deficient performance, outline the available district resources, and clearly define and clarify the role of the district and the employee. If it becomes necessary to place an employee on probation, the action will be in accordance with the evaluation procedure contained in this agreement. A probationary process is to be implemented and completed within this timeframe. In carrying out the probation procedure, the following steps will be followed. Step 1 Before probation is recommended, the principal will meet with the employee in an attempt to resolve matters relating to performance. This meeting will be held within 10 days of the date of the fall evaluation and in no case later than Jan. 20. The employee will have an opportunity to have an association representative in attendance at the conference. Step 2 If an employee is to be placed on probation, the superintendent will notify the employee after Oct. 15 but no later than Jan. 26 of the current school year. The association president will be given notification at least three days before an employee is to be placed on probation. The notification for probation must be in writing, and a copy of that notification must be sent to the employee. The notification for probation will include the following: 1. During ) A clear definition of the problem in terms of instruction deficiency, as related to the evaluation criteria. 2) A clear and reasonable set of expectations delineating what levels of performance would constitute acceptable performance in the problem areas defined. 3) A prescription for remediation that spells out courses of action and time expectations, so the employee involved can reach an acceptable level of performance. 4) A prescription for assistance by the principal that spells out courses of action whereby the employee will be assisted, counseled, and tutored in improving the level of performance to an acceptable level. Step 3 If, after completion of a 60 school day probationary period and after all the steps and processes of the probationary periodperiod have been followed, the employee’s supervisor shall provide employee does not demonstrate the acceptable level of performance as originally stated in the probationary notification (the letter of probation and subsequent supportive evaluation documentation), that employee may be subject to non-renewal of contract. In addition, as per RCW 28A.405.100, immediately following the completion of a probationary program that does not produce performance changes detailed in the initial notice of deficiencies and improvement program, the employee with written reports may be removed from his or her assignment and be placed into an alternative assignment for the remainder of the school year. If reassignment is not possible, the district may place the employee on paid leave for the balance of the contract term. Conversely, no later than May 1 and after all the steps and processes of the probationary period have been followed, if the employee demonstrates the acceptable level of performance, as originally stated in the probationary notification (the letter of probation and subsequent supportive evaluation documentation), the employee will be given a satisfactory evaluation for inclusion in the employee's district personnel file. This evaluation will include a recommendation for renewal of contract. In either case, the superintendent will notify the employee of the status of his or her status and progresscontract renewal in writing no later than May 15. A minimum If probable cause for non-renewal of two written reports the employee's contract is determined, notification will be provided to the probationary employee during the probationary period. These written reports shall be provided to the employee within one week made by action of the completion of: a. new administrative staff – twelve (12) weeks and twenty-two (22) weeks; b. promoted or transferred administrative staff – four (4) weeks and eight (8) weeks; c. new professional staff – twenty-four (24) weeks and forty-eight (48) weeks; d. promoted or transferred professional staff – twelve (12) weeks and twenty-two (22) weeks. The supervisor shall meet with the probationary employee at the time that these reports are provided to the employee to discuss the employee’s strengths and weaknesses and provide guidance through a corrective plan to the probationary employee on how he or she can improve his or her performance where necessary. PEF may exercise its option of awarding permanent status, continuing probation, or terminating the probationary employee at any point following completion of the minimum probationary period. However, following the receipt of a corrective plan the employee will be provided with a minimum of four (4) weeks to demonstrate improved performance prior to any decision to terminate the employee during the remaining probationary periodboard. 2. A probationary employee whose services are to be terminated because of unsatisfactory performance shall receive written notice of such termination at least four weeks prior to such termination or, alternatively, paid four weeks severance pay, and upon request, shall be granted an interview with his or her supervisor and the President of PEF or his/her designee. 3. No employee shall fail probation due to PEF's failure to provide probation reports, meetings with supervisors and corrective plans in accordance with this Section. If there is such a potential of an employee’s failure of probation, as a result of PEF’s failure to provide probation reports, meetings with supervisors and corrective plans in accordance with this Section, the supervisor shall complete a report and meet with the employee to discuss the report, the employee’s strengths and weaknesses and provide guidance through a corrective plan to the probationary employee on how he or she can improve his or her performance. The employee’s probation shall be extended for the applicable time periods defined in 3.a. through 3.d. below from the day the employee received the corrective plan. At the end of this extension, PEF shall exercise its option to retain or terminate the employee. a. The extension shall be a period of three (3) weeks for employees whose maximum probationary period could be twelve (12) weeks. b. The extension shall be a period of six (6) weeks for employees whose maximum probationary period could be twenty-six (26) weeks. c. The extension shall be a period of twelve (12) weeks for employees whose maximum probationary period could be fifty-two (52) weeks. d. The extension shall be a period of twenty-four (24) weeks for employees whose maximum probationary period is twenty-four (24) months. 4. A probationary employee may be terminated for acts of violence, fraud, or criminal acts without the procedures in this Section and without severance pay as provided for elsewhere in this Article. a. If PEF believes that a probationary employee has committed an act of violence, fraud, or a criminal act, and determines to terminate him or her without severance pay, it shall notify the employee and USW Local 9265’s President at least one week (7 calendar days) prior to the proposed termination. The employee shall be placed on leave without pay throughout this period. During the one week period the employee, and/or his or her USW representative, may request that PEF reconsider its determination. PEF’s notice to USW shall be by first class mail and email. PEF’s notice to Grievant shall be by personal delivery or by certified mail, return receipt requested. During this one week period, the employee and/or USW shall be given a full and fair opportunity to present arguments and/or evidence in opposition to the termination and the withholding of severance pay. PEF shall consider any such arguments and/or evidence and inform the employee and USW in writing of its decision. PEF’s decision with regard to the termination and the withholding of severance pay shall be final and binding on all parties, and not reviewable under Article 3 or any other article of the PEF/USW Contract.

Probationary Procedures. 1. During the probationary period, the employee’s supervisor shall provide the employee with written reports of his or her status and progress. A minimum of two written reports will be provided to the probationary employee during the probationary period. These written reports shall be provided to the employee within one week of the completion of: a. new administrative staff – twelve (12) weeks and twenty-two (22) weeks; b. promoted or transferred administrative staff – four (4) weeks and eight (8) weeks; c. new professional staff – twenty-four (24) weeks and forty-eight (48) weeks; d. promoted or transferred professional staff – twelve (12) weeks and twenty-two (22) weeks. The supervisor shall meet with the probationary employee at the time that these reports are provided to the employee to discuss the employee’s strengths and weaknesses and provide guidance through a corrective plan to the probationary employee on how he or she can improve his or her performance where necessary. PEF may exercise its option of awarding permanent status, continuing probation, or terminating the probationary employee at any point following completion of the minimum probationary period. However, following the receipt of a corrective plan the employee will be provided with a minimum of four (4) weeks to demonstrate improved performance prior to any decision to terminate the employee during the remaining probationary period. 2. A probationary employee whose services are to be terminated because of unsatisfactory performance shall receive written notice of such termination at least four weeks prior to such termination or, alternatively, paid four weeks severance pay, and upon request, shall be granted an interview with his or her supervisor and the President of PEF or his/her designee. 3. No employee shall fail probation due to PEF's failure to provide probation reports, meetings with supervisors and corrective plans in accordance with this Section. If there is such a potential of an employee’s failure of probation, as a result of PEF’s failure to provide probation reports, meetings with supervisors and corrective plans in accordance with this Section, the supervisor shall complete a report and meet with the employee to discuss the report, the employee’s strengths and weaknesses and provide guidance through a corrective plan to the probationary employee on how he or she can improve his or her performance. The employee’s probation shall be extended for the applicable time periods defined in 3.a. through 3.d. below from the day the employee received the corrective plan. At the end of this extension, PEF shall exercise its option to retain or terminate the employee. a. The extension shall be a period of three (3) weeks for employees whose maximum probationary period could be twelve (12) weeks. b. The extension shall be a period of six (6) weeks for employees whose maximum probationary period could be twenty-six (26) weeks. c. The extension shall be a period of twelve (12) weeks for employees whose maximum probationary period could be fifty-two (52) weeks. d. The extension shall be a period of twenty-four (24) weeks for employees whose maximum probationary period is twenty-four (24) months. 4. A probationary employee may be terminated for acts of violence, fraud, or criminal acts without the procedures in this Section and without severance pay as provided for elsewhere in this Article. a. If PEF believes that a probationary employee has committed an act of violence, fraud, or a criminal act, and determines to terminate him or her without severance pay, it shall notify the employee and USW Local 9265’s President at least one week (7 calendar days) prior to the proposed termination. The employee shall be placed on leave without pay throughout this period. During the one week period the employee, and/or his or her USW representative, may request that PEF reconsider its determination. PEF’s notice to USW shall be by first class mail and email. PEF’s notice to Grievant shall be by personal delivery or by certified mail, return receipt requested. During this one week period, the employee and/or USW shall be given a full and fair opportunity to present arguments and/or evidence in opposition to the termination and the withholding of severance pay. PEF shall consider any such arguments and/or evidence and inform the employee and USW in writing of its decision. PEF’s decision with regard to the termination and the withholding of severance pay shall be final and binding on all parties, and not reviewable under Article 3 or any other article of the PEF/USW Contract.