Regular Meetings and Assistance. During the probationary period the evaluator shall meet with the teacher twice monthly to supervise and make written evaluations of the progress made by the teacher. The principal or supervisor may authorize one additional certificated administrator to evaluate and assist the teacher in improving his or her areas of deficiency. Should the evaluator or supervisor not authorize an additional evaluator, the probationer may request that an additional certificated evaluator become part of the probationary process. This request must be implemented by including an additional experienced evaluator assigned by the ESD in which the school district is located and selected from a list of evaluation specialists compiled by the ESD, if available. A teacher on probation may authorize an Association representative to accompany him/her at all conferences required in this section.
Regular Meetings and Assistance. During the probationary period the evaluator shall meet with the employee twice monthly to supervise and make written evaluations of the progress made by the employee.
Regular Meetings and Assistance. During the probationary period the evaluator shall meet 40 with the employee twice monthly to supervise and make written evaluations of the progress 41 made by the employee. 42 43 An employee on probation may authorize an Association representative to accompany him/her at 44 all conferences required in this section.
Regular Meetings and Assistance. During the probationary period the evaluator shall meet with 13 the employee at least twice monthly to supervise and make written evaluations of the progress, if 14 any, made by the employee. The evaluator may authorize one (1) additional non-bargaining unit 16 bargaining unit employee or a non-bargaining unit administrator to aid the employee in improving 17 in his/her area(s) of deficiency. 18 An employee on probation may authorize an employee to accompany him/her at all conferences 19 required in this paragraph. The purpose of such additional employee would be to serve as a 20 witness, to assist in communications and to offer support and counsel to the employee.
Regular Meetings and Assistance. During the probationary period, the evaluator shall meet with the employee at least twice (2) monthly to supervise and make written evaluations of the progress made by the employee. In addition, the evaluator may authorize one additional non-bargaining unit employee to evaluate the probationer and to aid the employee in improving his or her areas of deficiency. The employee may have an Association Representative (AR) attend all conferences required in this process. Evaluation conferences will be scheduled at the first meeting and only rescheduled by mutual agreement of both the employee and evaluator. At the employee’s request, the Association will provide an Association Representative or substitute Association Representative at each evaluation conference.
Regular Meetings and Assistance. During the probationary period, the evaluator shall meet with the employee periodically to supervise and make written evaluations of the progress made by the employee. In addition, the evaluator may authorize one (1) additional non-bargaining unit District administrator to evaluate the probationer and to aid the employee in improving his/her areas(s) of deficiency. An employee on probation may authorize an Association Representative to accompany him/her at all conferences required in this paragraph. The purpose of such additional employee would be to serve as a witness, to assist in communications and to offer support and counsel to the employee.
Regular Meetings and Assistance. During the probationary period the evaluator shall meet with the employee twice monthly to supervise and make written evaluations of the progress made by the employee. An employee on probation may authorize an Association representative to accompany him/her at all conferences required in this section. Removal: The employee may be removed from probation at any time he/she has demonstrated improvement to the satisfaction of the evaluator. If the evaluator is satisfied that the employee should be removed from probation, the employee shall be notified in writing no later than May 1.
Regular Meetings and Assistance. During the probationary period the evaluator shall meet with the employee twice monthly to supervise and make written evaluations of the progress 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 an additional evaluator, the probationer may request that an additional certificated employee evaluator become part ofthe probationary process. This request must be implemented by including an additional experienced evaluator assigned by the ESD in which the school district is located and selected from a list of evaluation specialists compiled by the ESD, if available. 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 ofsuch evaluation. The Association may elect to bring in an outside professional to observe, advise, and assist the teacher while on probation. The cost for the ESD Evaluator Specialist shall be equally shared between the association and the district. An employee on probation may authorize an Association representative to accompany him/her at all conferences required in this section. Removal: The employee must be removed from probation if he/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 or fewer years of experience or of Level 3 or above for a continuing contract employee with more than five years ofexperience. If the evaluator is satisfied that the employee should be removed from probation, the employee shall be notified in writing no later than May 15.
Regular Meetings and Assistance. During the probationary period, the evaluator shall meet with 719 the employee at least twice (2) monthly to supervise and make written evaluations of the progress 720 made by the employee. In addition, the evaluator may authorize one additional non-bargaining 721 unit employee to evaluate the probationer and to aid the employee in improving his or her areas 722 of deficiency. The employee may have an Association Representative (AR) attend all 723 conferences required in this process. Evaluation conferences will be scheduled at the first 724 725 726 727 728 729 730 731 732 733 734 735 736 737 738 739 740 741 742 743 744 745 746 747 748 749 750 751 752 753 754 755 756 757 758 759 760 761 762 763 764 765 766 767 768 769 770 771 772 773 774 775 776 777 meeting and only rescheduled by mutual agreement of both the employee and evaluator. At the employee’s request, the Association will provide an Association Representative or substitute Association Representative at each evaluation conference.
Regular Meetings and Assistance. During the probationary period, the evaluator shall 530 meet with the employee periodically to supervise and make written evaluations of the progress 531 made by the employee. In addition, the evaluator may authorize one (1) additional non- 532 bargaining unit District administrator to evaluate the probationer and to aid the employee in 533 improving his/her areas(s) of deficiency. 534 535 An employee on probation may authorize an employee to accompany him/her at all 536 conferences required in this paragraph. The purpose of such additional employee would be to 537 serve as a witness, to assist in communications and to offer support and counsel to the 538 employee. 539 540 4. Removal: The employee may be removed from probation at any time he/she has 541 demonstrated improvement to the satisfaction of the evaluator. If the evaluator is satisfied that 542 the employee should be removed from probation, the employee shall be notified in writing no 543 later than May 15. Removal from probation shall not be unreasonably withheld. 544 545 5. Failure to Improve: If the probationary employee has not demonstrated satisfactory 546 improvement in the area(s) of deficiency, the employee shall be notified in writing on or before 547 May 15 of the lack of improvement along with specific documentation. Lack of necessary 548 improvement may constitute grounds for non-renewal pursuant to RCW 28A.405.210, RCW 549 28A.405.300 or RCW 28A.405.220. 550 551 6. Adverse Affects: Probation shall not be deemed to adversely affect the contracted 552 status of an employee within the meaning of RCW 28A.405.210, RCW 28A.405.300 or RCW 553 28A.405.220. 554 555 7. Provisional Employees: The provisions of this (Probation) section do not apply to 556 provisional employees. 558 ARTICLE V. STAFF REDUCTION AND RECALL 559 560 Section A. Board Determination of Program 561 562 Prior to May 15 of each year, the Board of Directors shall determine whether the financial 563 resources of the District will be adequate to permit the District to maintain its educational 564 programs and services substantially at the same level for the next school year. If the Board 565 determines that financial resources are not reasonably sufficient for the following school year, 566 the Board shall adopt a modified educational program and identify those certificated staff 567 members who will be retained to implement such a modified program, and those certificated 568 staff members, if any, whose contract will not be re...
