CONDITIONAL EMPLOYMENT. When the evaluating administrator determines that a teacher of the Bargaining Unit is performing unsatisfactorily in any area, the teacher shall be notified in writing. The areas of unsatisfactory performance shall be identified and written suggestions for improvement shall be listed and the evaluating administrator should make a reasonable effort to assist the teacher to correct whatever appears to be the cause for potential dismissal or non-reemployment. A reasonable time for improvement, not exceeding two (2) months shall be given. When the plan of improvement has been completed, the teacher shall be notified in writing that the plan has expired or been extended. If the teacher does not correct the cause for potential dismissal or non-reemployment within a reasonable length of time, the principal may make a recommendation to the Superintendent of the school district for the dismissal or non-reemployment of the teacher. Upon the recommendation of the principal, the teacher may be placed on conditional employment status.
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Samples: Negotiated Contract and Procedural Agreement, Negotiated Contract and Procedural Agreement, Negotiated Contract and Procedural Agreement
CONDITIONAL EMPLOYMENT. When the evaluating administrator determines that a teacher of the Bargaining Unit is performing unsatisfactorily in any area, the teacher shall be notified in writing. The areas of unsatisfactory performance shall be identified and written suggestions for improvement shall be listed and the evaluating administrator should make a reasonable effort to assist the teacher to correct whatever appears to be the cause for potential dismissal or non-non- reemployment. A reasonable time for improvement, not exceeding two (2) months shall be given. When the plan of improvement has been completed, the teacher shall be notified in writing that the plan has expired or been extended. If the teacher does not correct the cause for potential dismissal or non-reemployment within a reasonable length of time, the principal may make a recommendation to the Superintendent of the school district for the dismissal or non-reemployment of the teacher. Upon the recommendation of the principal, the teacher may be placed on conditional employment status.
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