Common use of Administrative Transfer Process Clause in Contracts

Administrative Transfer Process. 1. If there is an ongoing conflict or other condition that exists between a teacher and his or her administrator(s) and/or colleague(s), it is the administrator’s responsibility to determine if the concerns about a teacher are related to teaching performance that should be addressed through the evaluation procedure or specific conduct that should be subject to the district’s progressive discipline policy. 2. If the administrator determines that the actions of the teacher or other conditions result in the teacher being incompatible with the administrator or colleagues at the school, the administrator will notify the teacher of the specific reason(s) in writing why the administrator believes that the teacher should be considered for Administrative Transfer. a. Employees will have a minimum of one month to demonstrate that the concerns have been addressed. b. It is recommended that the parties meet periodically, even after the issue is resolved. 3. If, after being notified of the concerns, the behavior or condition stops or ceases to exist, the administrator will notify the teacher in writing that he or she is no longer being considered for Administrative Transfer. 4. If the behavior or condition continues to occur or exist, it is the responsibility of the administrator to initiate a formal process to determine if the teacher will be administratively transferred. a. The administrator will notify the Executive Director for Human Resources and the President of the Albuquerque Teachers Federation (ATF) that he or she wants to convene a meeting of the panel to determine whether or not the teacher will be considered for Administrative Transfer b. The panel shall convene and review the evidence presented by the administration and the teacher. Both the teacher and administrator can be assisted in the presentation of information by a representative or advisor of their choosing at this and any meeting of the panel throughout the entire process. c. The panel will determine if the behavior or condition could warrant an Administrative Transfer. d. If the case does not meet the panel’s criteria the panel shall notify the administrator and the teacher why and recommend action the administrator could consider to better address the concerns. These could include, but not be limited to, using the evaluation process to correct behavior or the district’s progressive discipline process to address conduct issues. The panel could also recommend that the teacher and administrator seek mediation services from the district’s Employee Assistance Program. e. If the behavior or condition meets the criteria for an administrative transfer, the panel will recommend a plan delineating specific behaviors and conditions that must change and establish a timeline for improvement that shall be no longer than six (6) weeks in duration. f. The plan shall be provided to the teacher, the site administrator, HR and ATF. g. At the end of the established timeline, the panel shall reconvene to hear of the progress or lack of progress made. If the teacher has successfully completed the steps, s/he shall be notified of expectation that the behaviors or conditions within the teacher’s control become permanent. At this point the teacher shall be notified he or she is no longer being considered for an Administrative Transfer. h. If the conditions of the plan have not been met, the panel will notify the teacher and set a final meeting date no later than four (4) weeks later to make a final recommendations about the process and timeless for the Administrative Transfer