REMEDIATION PROCESS Sample Clauses

REMEDIATION PROCESS. 10.9.1 The Remediation Team members will review written documented evidence of the employee’s less than effective performance, and will confer with the employee. 10.9.2 The Remediation Team members will observe the employee’s performance. 10.9.3 The Remediation Team members will confer with the employee in order to develop strategies for assisting the employee. The Remediation Team will give specific written recommendations for improvement of the employee’s performance to the employee. 10.9.4 The Remediation Team members will work with the employee during the remediation period of sixty (60) days and will provide the employee with a written record of observations made and suggestions offered. Observation reports, conference summaries, the Final Report and other pertinent documents will be placed in the employee’s personnel file after a copy is given to the employee. 10.9.5 A mid-point conference will take place between the employee and the Remediation Team members. Release time may be provided for this conference and for other conferences or occasions when determined to be necessary by the Remediation Team. 10.9.6 The remediation process must be completed within sixty (60) teaching days from the date the team is selected, excluding the last two (2) weeks and first two (2) weeks of any school year.

REMEDIATION PROCESS. Nothing contained in this process shall be interpreted to preclude a voluntary attempt by the parties to informally resolve potential remediation, either prior to the notice of pending action or at any other time.

REMEDIATION PROCESS. If at any time an Employee’s performance evaluation is deemed unsatisfactory by the evaluator, a written remediation plan shall be put in place no later than the start of the next school year. The District shall notify the Association President of the decision to initiate a remediation plan. The Employee shall be notified of the right to have the Association President or Vice-President present to support them in the development of the plan and throughout the remediation process. This will typically involve the following: 1. Identification of specific areas of concern. 2. A description of the expectations to improve job performance or areas of concern. A reasonable timeline not to exceed eight (8) weeks will be established and discussed with the Employee. 3. Periodic feedback will be given during the remediation period from the evaluator in the form of evaluations, memoranda, conferences, etc., as the evaluator determines appropriate under the particular circumstances. 4. A post-remediation meeting will be held with the Employee to discuss the remediation results. The Employee shall show sustained proficiency in the identified areas to have successfully completed the remediation plan. 5. Failure to successfully complete the remediation plan shall result in subsequent employment action that may include, but not be limited to extending the remediation time, adjusting the remediation plan, and/or termination. 6. If a recommendation for termination of employment due to performance concerns is made, an employee may file a written appeal within five (5) work days to the Executive Director of Human Resources, who shall issue a final decision which is not subject to the grievance procedure. The affected employee shall have the right to have the Association representation available throughout the appeal process.

REMEDIATION PROCESS. The following process will replace the remediation process in the pre-PERA Teacher Evaluation Plan. The remediation process will be consistent with Section 105 ILSC 5/24A-5 of the Illinois School Code and other applicable statutory and regulatory provisions including SB315 Performance Evaluation Reform Act of 2010 and SB7 School Reform Act of 2011.

REMEDIATION PROCESS. If a Teaching Bargaining Unit Member is deemed unsatisfactory during a formal evaluation, the administration will activate an Improvement Action Plan (IAP) for a period of forty-five (45) calendar days, unless extended by Namaste. The goal of the remediation plan is intended to be corrective and supportive, rather than punitive. During the remediation period, the evaluator will work with the teacher to develop this plan which will specifically identify in writing the areas for improvement with targeted outcomes and or activities that must be completed in order to address each area. Coaching and support will be provided by ▇▇▇▇▇▇▇ to the teacher in remediation. A Teaching Bargaining Unit Member under remediation will receive no less than two (2) formal observations during the remediation period. If at the end of the IAP period, the Teaching Bargaining Unit Member does not meet the objectives set forth in the IAP, the Teaching Bargaining Unit Member shall be deemed to have not remediated. At that point, ▇▇▇▇▇▇▇ may choose to: (1) terminate the Bargaining Unit Member or (2) extend the IAP period for the purpose of providing the Teaching Bargaining Unit Member further opportunity to remediate prior to recommendation for termination. Non- provisional Bargaining Unit Members may grieve, as appropriate, concerns relating to the process or procedure for remediation, pursue to Article VI herein. Substantive decisions relating to remediation are not subject to the grievance procedure.

REMEDIATION PROCESS. In the event the formal written evaluation indicates that a bargaining unit employee is not meeting the standards at an acceptable level in any area of the evaluation, the evaluator shall describe the specific area or areas either in the evaluation itself or in a separate document.

REMEDIATION PROCESS. Any areas of concern in the summary evaluation report will be reviewed with the faculty member and the tenure committee. When remediation is required, as evidenced in the evaluation report, a remediation plan will be developed by the evaluate and the tenure committee outlining specific performance improvement objectives, timelines, and subsequent classroom observations. Remediation Plan activities may include attending workshops or conferences on academic discipline material or on teaching and learning, observing other faculty member’s classes, additional student observations, working with faculty or administrative mentors, and inviting further observations of his/her classes. Individual remediation activities will not be paid for using District funds or any paid time with the exception of flex time. Administrators may conduct additional, not-routine, evaluation as necessary, particularly to support a faculty member who is implementing a remediation plan.

REMEDIATION PROCESS. 1. IDENTIFICATION a. A Teacher shall be placed upon remediation status under the following conditions: (1) The evaluator determines, as a result of performance observations, that a teacher is rated “Unsatisfactory” on the Evaluation Report. (2) The Board of Education deems the deficiency to be remedial.

REMEDIATION PROCESS. The parties shall attempt in good faith to promptly resolve any disputes regarding implementation of this performance contract, controversy or claims arising out of or relating to this performance contract, or CSB noncompliance with the terms of this performance contract identified by the Department during its contract compliance review and performance management efforts. 1. If the Department determines that the informal dispute resolution process is unsuccessful at addressing Docusign Envelope ID: 23CE714A-6818-4B7B-96A7-7B0EB7F8DA06 any CSB noncompliance with this performance contract or any Exhibit, the Department may use the following process to ensure CSB compliance: a. Describe the situation or condition, such as a pattern of failing to achieve a satisfactory level of performance on a significant number of major outcomes or performance measures in the contract, that if unresolved could result in substantial noncompliance. b. Require the CSB to implement a performance improvement plan or corrective action plan with specific actions and timeframes approved by the Department to address the situation or condition; and c. Include the performance measures that will document a satisfactory resolution of the situation or condition. If the CSB does not implement the performance improvement plan (PIP) or corrective action plan (CAP) successfully within the approved timeframes, the Department, as a condition of continuing to fund the CSB, may request changes in the management and operation of the CSB’s services linked to those actions and measures to obtain acceptable performance. These changes may include realignment or re-distribution of state-controlled resources or restructuring the staffing or operations of those services. The Department shall review and approve any changes before their implementation. Any changes shall include mechanisms to monitor and evaluate their execution and effectiveness. 2. If the CSB determines the informal dispute resolution process is unsuccessful at addressing any CSB performance contract or any Exhibit, the CSB may use the following process: a. The dispute must be sent to the Office of Enterprise Management Services (OEMS) email address at ▇▇▇▇▇▇▇▇▇▇▇▇▇▇▇▇▇▇▇▇▇▇▇▇▇▇@▇▇▇▇▇.▇▇▇▇▇▇▇▇.▇▇▇ with a detail description of the dispute. b. The OEMS shall review and respond to the dispute within 15 calendar days of receipt of dispute. c. If the CSB does not agree with the decision by the OEMS, they may request a review by the Department’...