Common use of Contract Status Clause in Contracts

Contract Status. ‌ Upon successful completion of the one year probationary contract, the District may award a regular employment contract to the employee if: 1. the employee has been recommended by the Superintendent for reemployment and it is approved by the School Board 2. the employee has not received two consecutive annual performance evaluation ratings of unsatisfactory, two unsatisfactory annual performance evaluations within a three-year period, or three annual performance ratings of needs improvement or a combination of needs improvement and unsatisfactory. 3. Any regular Educational Support employee may be suspended or dismissed at any time during the term of the contract for just cause. 4. The regular contract shall be effective at the beginning of the school fiscal year following the completion of all of requirements. 5. A regular contract shall be renewed each year unless the Superintendent after receiving recommendations from the supervising administrator charges the employee with unsatisfactory performance and notifies the employee of unsatisfactory performance. If the employee’s final annual assessment is unsatisfactory, the employee will be placed on a Performance Improvement Plan (PIP), if the employee fails to meet the required performance objective(s), the employee will be placed on performance probation for a period of ninety (90) days. 6. The following procedures shall be followed for regular contract employees placed on performance probation for unsatisfactory performance: a. The Superintendent will be notified of the employees’ failure to meet the required performance objective(s) and the supervising administrator’s intention to place the employee on Performance Probation for Unsatisfactory Performance. b. The employee will be placed on another Performance Improvement Plan (PIP), which will include training, spaced reviews with performance update conferences and strategies for improved performance. c. The employee is to be observed and apprised regularly of plan progress (review sessions shall be no more than 30 days apart). d. Within 14 days after the close of the 90 day period, the evaluator must assess the employee formally, determine if deficiencies have been corrected, and notify the Superintendent. e. Within 14 days of notification, the Superintendent must notify the employee in writing whether or not performance deficiencies have been corrected and include the recommendation for continuation or termination of his/her employment contract. f. If the employee wished to contest the Superintendent’s recommendation, he/she must, within 15 days, notify in writing their request for a hearing. g. Within 60 days of the receipt of the appeal, the School Board must conduct a hearing. A majority of the School Board is required to sustain the Superintendent’s recommendation. ARTICLE XII: EVALUATIONS‌ Section A. Purpose‌ Both parties agree that the Superintendent is responsible for the evaluation of performance of all bargaining unit employees. The overall purpose of the process is to improve the quality of services rendered to the public by providing employees with feedback and record of their service to the District.

Contract Status. ‌ Upon successful completion A. All teachers shall be issued a Notice of the one year probationary contractEmployment commitment within thirty (30) days of hiring. If negotiations are incomplete, the District may award notice will provide the existing salary schedule and a regular employment contract to the employee if: 1. the employee has been recommended by the Superintendent for reemployment and it is approved by the School Board 2. the employee has not received two consecutive annual performance evaluation ratings of unsatisfactory, two unsatisfactory annual performance evaluations within a three-year period, or three annual performance ratings of needs improvement or a combination of needs improvement and unsatisfactory. 3. Any regular Educational Support employee may be suspended or dismissed at any time during the term of the contract for just cause. 4. The regular contract shall be effective at the beginning of the school fiscal year following the completion of all of requirements. 5. A regular contract shall be renewed each year unless the Superintendent after receiving recommendations from the supervising administrator charges the employee with unsatisfactory performance and notifies the employee of unsatisfactory performance. If statement that the employee’s final annual assessment is unsatisfactory, the employee salary will be placed on a Performance Improvement Plan (PIP), if consistent with the employee fails to meet appropriate salary schedule upon its ratification by the required performance objective(s), the employee will be placed on performance probation for a period of ninety (90) daysparties. 6B. All Probationary and Annual Contract teachers who receive a rating on the E3 observation instrument of Highly Effective or three (3) consecutive years of Effective, have received no ratings in any component of Xxxxxxxxx on their final E3 evaluation for the previous year of Needs Improvement/Developing or Unsatisfactory and have met all statutory requirements for rehire shall have their contract renewed for the following school year provided there is a position within the school for which they are certified and provided they have not received discipline in the form of a written reprimand, suspension with or without pay, or termination within the past two years. The following procedures shall be followed District will also work to provide opportunities for regular displaced teachers who were rated Effective or Highly Effective on the previous year's observation instrument. C. Probationary and annual contract employees placed on performance probation for unsatisfactory performance: a. The Superintendent teachers will be notified of the employees’ failure expiration of their contract no later than April 30. Probationary and annual contract teachers shall be notified of their reappointment for the subsequent year as soon as possible (before the end of the post-school period if at all possible). The parties urge worksite administrators to meet give sincere consideration for employment of probationary and annual contract teachers who worked in an Escambia District School during the required performance objective(s) previous year with properly documented satisfactory or better work records. The names of all probationary and the supervising administrator’s intention to place the employee on Performance Probation for Unsatisfactory Performance. b. The employee will annual contract teachers with overall satisfactory or better evaluation ratings who have not been re-employed by June 1 of each year, shall be placed on another Performance Improvement Plan (PIP), which will include training, spaced reviews with performance update conferences and strategies for improved performance. c. The employee is a list to be observed circulated on or before June 15 each year to all building administrators for their consideration in employing teachers. The list shall include name, area of certification and apprised regularly of plan progress Escambia County experience. (review sessions shall be no more than 30 days apart). d. Within 14 days after the close of the 90 day period, the evaluator must assess the employee formally, determine if deficiencies have been corrected, and notify the Superintendent. e. Within 14 days of notification, the Superintendent must notify the employee Nothing in writing whether or not performance deficiencies have been corrected and include the recommendation for continuation or termination of his/her employment contract. f. If the employee wished to contest the Superintendent’s recommendation, he/she must, within 15 days, notify in writing their request for a hearing. g. Within 60 days of the receipt of the appeal, the School Board must conduct a hearing. A majority of the School Board this section is required to sustain the Superintendent’s recommendation. ARTICLE XII: EVALUATIONS‌ Section A. Purpose‌ Both parties agree that the Superintendent is responsible intended for the evaluation District to show just cause for non-renewal of performance of probationary and annual contract employees.) D. Any teacher who successfully completes the START (Successful Teachers Assisting Rising Teachers) Program and meets all bargaining unit employees. The overall purpose of statutory requirements for rehire shall have their contract renewed for the process year following their participation in the program provided there is to improve a position within the quality of services rendered to the public by providing employees with feedback and record of their service to the Districtschool district for which they are certified.

Contract Status. ‌ Upon successful completion of the one year probationary contract, the District may award a regular employment contract to the employee if: 1. the employee has been recommended by the Superintendent for reemployment and it is approved by the School Board 2. the employee has not received two consecutive annual performance evaluation ratings of unsatisfactory, two unsatisfactory annual performance evaluations within a three-year period, or three annual performance ratings of needs improvement or a combination of needs improvement and unsatisfactory. 3. Any regular Educational Support employee may be suspended or dismissed at any time during the term of the contract for just cause. 4. The regular contract shall be effective at the beginning of the school fiscal year following the completion of all of requirements. 5. A regular contract shall be renewed each year unless the Superintendent after receiving recommendations from the supervising administrator charges the employee with unsatisfactory performance and notifies the employee of unsatisfactory performance. If the employee’s final annual assessment is unsatisfactory, the employee will be placed on a Performance Improvement Plan (PIP), if the employee fails to meet the required performance objective(s), the employee will be placed on performance probation for a period of ninety (90) days. 6. The following procedures shall be followed for regular contract employees placed on performance probation for unsatisfactory performance: a. The Superintendent will be notified of the employees’ failure to meet the required performance objective(s) and the supervising administrator’s intention to place the employee on Performance Probation for Unsatisfactory Performance. b. The employee will be placed on another Performance Improvement Plan (PIP), which will include training, spaced reviews with performance update conferences and strategies for improved performance. c. The employee is to be observed and apprised regularly of plan progress (review sessions shall be no more than 30 thirty (30) days apart). d. Within 14 fourteen (14) days after the close of the 90 ninety (90) day period, the evaluator must assess the employee formally, determine if deficiencies have been corrected, and notify the Superintendent. e. Within 14 fourteen (14) days of notification, the Superintendent must notify the employee in writing whether or not performance deficiencies have been corrected and include the recommendation for continuation or termination of his/her employment contract. f. If the employee wished to contest the Superintendent’s recommendation, he/she must, within 15 fifteen (15) days, notify in writing their request for a hearing. g. Within 60 sixty (60) days of the receipt of the appeal, the School Board must conduct a hearing. A majority of the School Board is required to sustain the Superintendent’s recommendation. ARTICLE XII: EVALUATIONS‌ Section A. Purpose‌ Both parties agree that the Superintendent is responsible for the evaluation of performance of all bargaining unit employees. The overall purpose of the process is to improve the quality of services rendered to the public by providing employees with feedback and record of their service to the District.