Common use of Continuing Contract Employees Clause in Contracts

Continuing Contract Employees. If there is reason to believe that a continuing contract employee is experiencing difficulties related to the Evaluative Criteria, the evaluator shall inform the employee in writing of the nature of the concern and establish a meeting to discuss the matter. Such notice shall only be precipitated by issues which are serious in nature. An evaluator shall conduct at least two (2) observations with written feedback consistent with Section 2, before referring the employee for assistance. At said meeting, the evaluator shall disclose the Evaluative Criteria and Components giving rise to the concern. The employee shall be provided the opportunity to respond to the concern(s). The employee shall have representation from the Association at the meeting. Following the meeting, the evaluator shall inform the employee in writing, with copies provided to the Executive Director of Human Resources and the Association President, either that the concern has been satisfactorily resolved, or that the concern has not been resolved and that the provisions of this section, shall be implemented. If the evaluator’s concerns have not been satisfactorily resolved, an assistance plan will be drafted with the input of the employee and an Association representative. Timelines, specific supports, and dates for formal check-ins with all parties shall be included. Timelines must provide adequate time for growth. A dedicated coach with evaluative expertise will be assigned to the employee to support them through the Intervention Assistance Plan process. Employees may also work with TPEP Coaches, ITCLs, Curriculum Developers, or Instructional Mentors when appropriate. Intervention Assistance shall be implemented prior to any employee being recommended for probation.

Continuing Contract Employees. If there is reason to believe that a continuing contract employee is experiencing difficulties related to the Evaluative Criteria, the evaluator shall inform the employee in writing of the nature of the concern and establish a meeting to discuss the matter. Such notice shall only be precipitated by issues which are serious in nature. An evaluator shall conduct at least two (2) observations with written feedback consistent with Section 2, before referring the employee for assistance. At said meeting, the evaluator shall disclose the Evaluative Criteria and Components giving rise to the concern. The employee shall be provided the opportunity to respond to the concern(s). The employee shall have representation from the Association at the meeting. Following the meeting, the evaluator shall inform the employee in writing, with copies provided to the Executive Director Assistant Superintendent of Human Resources and the Association President, either that the concern has been satisfactorily resolved, or that the concern has not been resolved and that the provisions of this section, shall be implemented. If the evaluator’s concerns have not been satisfactorily resolved, an assistance plan will be drafted with the input of the employee and an Association representative. Timelines, specific supports, and dates for formal check-ins with all parties shall be included. Timelines must provide adequate time for growth. A dedicated coach with evaluative expertise will be assigned to the employee to support them through the Intervention Assistance Plan process. Employees may also work with TPEP Coaches, ITCLs, Curriculum Developers, or Instructional Mentors when appropriate. Intervention Assistance shall be implemented prior to any employee being recommended for probation.