Removal of Poorly Performing Teachers. After completing an Improvement Plan, a poorly performing teacher may be removed, upon recommendation of the Superintendent, either through non- renewal or termination.
Removal of Poorly Performing Teachers. 1. Poorly performing teachers may be removed, upon recommendation of the Superintendent, and through the requirements of the collective bargaining agreement and/or Ohio law, either through nonrenewal or termination.
Removal of Poorly Performing Teachers a. The Board adopts the following procedures to be used by district administrators in using the evaluation results to remove poorly-performing teachers: See Article 8
Removal of Poorly Performing Teachers. A. A teacher who receives a final summative evaluation rating of “Ineffective” for a period of two (2) years, whom has not met the criteria of the improvement plan based on the determination of his/her evaluator, and in consultation with the Superintendent, may be dismissed from employment. In addition, the Board may consider termination of a teacher for good and just cause under R.C. 3319.16 for persistently poor job performance.
Removal of Poorly Performing Teachers. Removal of poorly performing teachers will be in accordance with non-renewal and termination statutes of the ORC and/or the relevant provisions of this Agreement.
Removal of Poorly Performing Teachers a. Teachers of core subject areas as defined by state law, who have received a rating of “ineffective” for two or three of the most recent school years must register for and take all written examinations of content knowledge selected by the ODE.
Removal of Poorly Performing Teachers. The Board will comply with ORC 3319.58 in removing poorly-performing teachers. A “poorly-performing teacher” is a teacher who continues to receive an overall summative rating of ineffective after receiving an ineffective rating for a period of no less than two out of the last three years, and who takes the written examinations required pursuant to section 3319.58 of the Ohio Revised Code, and who completes a remediation and/or improvement plan during the subsequent school year.
Removal of Poorly Performing Teachers. Removal of poorly performing teachers will be in accordance with the nonrenewal and termination statutes of the Ohio Revised Code and/or the relevant provisions of the collective bargaining agreement in effect between the Board and the Sandusky Education Association. Noting in this article will be deemed to prevent the Board from exercising its rights to non-renew, terminate, or suspend a teaching contract as provided by law and the terms of the collective bargaining agreement in effect between the Board and Sandusky Education Association. The evaluation system and procedures set forth in this article shall not create an expectation of continued employment for teachers on a limited contract that are evaluated under this article. The Board reserves the right to non-renew a teacher evaluated under this article in accordance with ORC 3319.11 notwithstanding the teacher’s holistic rating.
Removal of Poorly Performing Teachers. The Board uses evaluation results for removing poorly-performing teachers. The Board adopts procedures for removing poorly-performing teachers based on evaluation results. Such procedures shall be those contained in the Ohio Revised Code.
Removal of Poorly Performing Teachers. It is the purpose of this Standards-Based Teacher Evaluation to improve the quality of instruction, enhance student learning and strengthen professional competence through meaningful feedback and targeted professional development. In addition, the evaluations produced will serve to inform the Board on employment decisions, i.e., retention, promotion of teachers, renewal of teaching contracts, and the removal/nonrenewal of poorly performing teachers. Reduction in Force Under additional requirements, the Ohio Teacher Evaluation System OTES 2.0 explicitly states that, “Seniority will not be the basis for teacher retention decisions, except when deciding between teachers who have comparable evaluations.” In general, teacher retention will be based upon performance. Non-renewal
