Action by Superintendent. The superintendent, upon receipt of the board's preliminary determination of the necessity for a reduction in force, or upon the superintendent’s own volition, shall submit to the board the superintendent’s written recommendations for terminating particular teaching positions. In making recommendations, the superintendent (i) shall not be limited to considering only positions in the areas or programs designated by the board and (ii) shall consult with each principal or other administrator in whose school or unit a position elimination/termination is proposed and (iii) shall take into consideration the criteria set out herein.
Action by Superintendent. The superintendent shall review the evaluation report and in the event a recommendation for non-renewal is made, shall deliver such notice to the affected employee as required by law.
Action by Superintendent. Following a review of any report submitted pursuant to the supervisor's post-probation report, the Superintendent shall determine which of the alternative courses of action is proper and shall take appropriate action to implement such determination.
Action by Superintendent. The provisions of paragraphs 1 through 7 above shall be implemented on or before May 15 of the school year prior to the school year in which any staff reductions may be necessary. The Superintendent shall take such action as may be required by statute to nonrenew or adversely affect the employment contracts of affected employees. All employees so notified will have the option of seeking reinstatement through appeal procedures provided by law.
Action by Superintendent. At the end of the probationary period the evaluator will provide a written report to the Superintendent summarizing the performance and improvement, if any, of the employee during the probationary period and recommending whether the employee should continue in District employment. The Superintendent will act on the report as he/she determines appropriate. A written notice of the Superintendent’s determination shall be provided to the employee and to the Association.
Action by Superintendent. The superintendent or his/her designee shall post the seniority list based on an employee’s current assignment on enet no later than February 15 of each year. All employees with certification or an endorsement that would qualify them as eligible to be listed in another area need to notify Personnel in writing by March 1.The provisions of paragraphs A1 through A5 above shall be implemented on or before May 15 of the school year prior to the school year in which any staff reductions may be necessary. The Superintendent shall take such action as may be required by statute to non-renew or adversely affect the employment contracts of affected employees.
Action by Superintendent. 41 Probationary employees shall be notified as soon as possible of the Superintendent's decision regarding the 42 disposition of their probationary status. Following the probationary period and at the Superintendent’s 43 discretion, the Superintendent may remove the employee from his or her assignment and place the employee 44 in an alternative assignment at the same rate of pay and benefits or place the employee on paid leave for the 45 balance of the contract term, provided that the employee’s reassignment shall not displace another 46 employee.
Action by Superintendent. Following a review of reports submitted pursuant to the supervisor’s post-probation report, the Superintendent shall determine which of the alternative courses of action is proper and shall take appropriate action to implement such determination. In the event that the Superintendent determines that the employee has not demonstrated sufficient improvement in the stated areas of deficiency, the Superintendent shall make a determination of probable cause for discharge or non-renewal of the employee’s contract and shall provide written notice thereof to the employee on or before May 15, pursuant to the requirements of RCW 28A.405.300 or 28A.405.210. At the end of the probationary period, the employee may be removed from his/her assignment and placed into an alternative assignment for the remainder of the school year. This reassignment may not displace another employee nor adversely affect the probationary employee’s compensation or benefits for the remainder of the employee’s contract year. If such reassignment is not possible, the District may, at its option, place the employee on paid leave for the balance of the contract term.
Action by Superintendent. The superintendent, upon receipt of the Board's preliminary determination of the necessity for a reduction in force, or upon his/her own volition, shall submit to the board the superintendent's written recommendations for eliminating particular teaching positions. Recommendations will be determined based on criteria listed in the Criteria for Non-reemployment of Teacher in Affected Positions. In making recommendations, the superintendent (a) shall not be limited to considering only positions in the areas or programs designated by the Board and (b) shall consult with relevant district administration where a position elimination is proposed and (c) shall take into consideration the criteria set out herein. If there is more than one career teacher qualified to teach in the position being reduced, the Criteria for Non-reemployment of Teachers in Affected Positions will be used to determine which of the teachers will be retained. If all of the above are equal, retention will be decided by a majority vote of the Board of Education.
Action by Superintendent. The provisions above shall be implemented on or before May 15 in the school year when any probable cause proceedings may be taken, or as otherwise provided for in RCW 28A.405.210. The Superintendent shall take such action as may be required by statute to non-renew, or adversely affect, the employment contracts of affected employees.
