DISMISSAL BASED ON PERFORMANCE. 1. The Board shall not dismiss a teacher for unsatisfactory performance except where the Board has received three consecutive reports pursuant to Article C.28 Evaluation of this agreement indicating that the work of the teacher and/or the learning situation in the class or classes of the teacher is less than satisfactory.
2. The reports referred to in Article C.26.1 shall be prepared pursuant to the School Act and Regulation and in accordance with the process established in Article C.28 Evaluation of this agreement, and in accordance with the following conditions:
a. The reports shall have been issued in a period of not less than twelve (12) or more than twenty-four (24) months exclusive of leave of absence in excess of one (1) month. The evaluation process shall not resume within twenty (20) working days of the return from such leave of absence, all of which is excluded from the twenty-four (24) months. In the event that a teacher receives a less than satisfactory report, the teacher may;
i. request a transfer in which case the Board shall make all reasonable efforts to arrange the transfer of the teacher to a suitable assignment or school; or
ii. request and be granted leave of absence without pay of up to one year for the purpose of taking a program of professional or academic instruction, in which case subsequent evaluation shall be undertaken not less than three (3) months or more than six (6) months after the teacher has returned to teaching duties. The period of leave and the three (3) month delay shall not count for purposes of the twenty-four (24) months.
b. At least one of the reports shall be a report of a superintendent of schools, an assistant superintendent of schools, or a director of instruction.
c. The other two reports shall include only reports of:
i. a superintendent of schools, or an assistant superintendent of schools, or director of instruction, or
ii. the supervising principal of the teacher.
d. The reports shall be written by three different evaluators.
e. The reports shall be written independently.
f. The teacher shall have the right to request a different evaluator.
3. Where the Board intends to dismiss a teacher on grounds of a less than satisfactory teaching situation, it shall, no later than two (2) calendar months prior to the intended termination date, notify the teacher and the president of the Union of such intention and provide an opportunity for the teacher and the teacher’s representative to meet with the superintendent...
DISMISSAL BASED ON PERFORMANCE. 1. The Board shall not dismiss a teacher unless the Board has received at least three (3) consecutive reports indicating the learning situation in a class or classes of a teacher is less than satisfactory.
2. The reports shall be written by at least two different evaluators; one of whom shall be the Superintendent or the Associate Superintendent.
3. The reports shall be written independently of each other. The teacher shall be informed that an unsatisfactory report may lead to dismissal.
4. Reports referred to in Clause 1 shall cover a period of time of not less that twelve (12) months nor more than twenty four (24) months. Any period of time spent on medical leave or approved leave of absence shall be added to the period of not less than twelve
DISMISSAL BASED ON PERFORMANCE. 1. The Board agrees that prior to the dismissal of a teacher on the basis of a less than satisfactory performance it shall adhere to the following requirements:
a. a teacher shall be dismissed for a less than satisfactory performance only after receipt by the Board of at least three (3) reports indicating that the learning situation in the class or classes of the teacher is less than satisfactory, or, in the case of a teacher with special responsibilities, those duties assigned to the teacher are not being performed in a satisfactory manner.
b. the Superintendent shall be an evaluator on at least one (1) of the reports.
c. the three (3) reports must be written within a period of not less then twelve (12) months and not more than twenty-four (24) months. If a teacher is granted leave after the writing of the first or second less than satisfactory report, the period of leave shall not count as part of the twenty-four (24) months.
d. the Board shall, at least thirty (30) days prior to the issue of a notice of termination of a contract, give the teacher written notice of such and shall set a time for a hearing within twenty (20) days of the issue of the notice of intention, at which the teacher shall have the opportunity to meet with the District Superintendent of Schools and the Board, or with the District Superintendent of Schools and a committee of the Board.
e. the teacher may be accompanied by another teacher or by a member of the staff of the British Columbia Teachers' Federation, who may represent her or advise her during the interview referred to in subsection (d).
DISMISSAL BASED ON PERFORMANCE a. The Board shall not dismiss a teacher on the basis of less than satisfactory performance of teaching duties except where the Board has received at least three
DISMISSAL BASED ON PERFORMANCE. (L)
1. The Board shall not dismiss a teacher on the basis of less-than-satisfactory performance except where the Board has received at least three (3) consecutive reports pursuant to Section E, Article 10, of this agreement, indicating that the learning situation in the class or classes taught by the teacher is less than satisfactory.
2. The reports referred to in Paragraph C.28.1 shall be prepared in accordance with Section E, Article E.27, of this agreement and in accordance with the following provisions.
a. The reports shall have been issued in a period of not less than twelve (12) months or more than twenty-four (24) months.
b. At least one (1) of the reports shall be a report of the Superintendent, Assistant Superintendent or Director of Instruction.
c. The other two (2) reports shall include only reports by the Superintendent, Assistant Superintendent, Director of Instruction or the principal of the school to which the teacher is assigned.
d. There shall be six (6) months between reports written by the same person.
3. In the event that a teacher receives a less-than-satisfactory report:
a. the evaluator and the teacher shall prepare a plan for improvement in the teacher's performance. This plan shall include specific objectives based on the report and a jointly developed program of encouragement and assistance for the next three (3) months. It may also include in-service, which will be jointly decided by the teacher and the evaluator. It may also include consideration of a transfer to a mutually acceptable assignment or school, or a leave of absence of up to one (1) year for the purpose of taking a program of professional or academic instruction, in which case subsequent evaluation shall be undertaken not less than three (3) months nor more than six (6) months after the teacher has returned to teaching duties.
b. the Association President will be advised unless the teacher requests otherwise.
4. The teacher may request an evaluation panel of three (3) educators selected by the Association to conduct an assessment of the teacher in his/her learning situation. The written report of the evaluation panel shall be filed in the same manner as the report and shall be considered by the Board prior to any decision to terminate a teacher. The report of the panel must be filed prior to, or at the same time as, any final less-than-satisfactory report.
5. Where the Board intends to dismiss a teacher on the grounds of a less-than-satisfactory learning/teaching sit...
DISMISSAL BASED ON PERFORMANCE. 1. The Board shall not dismiss an employee on the basis of less than satisfactory performance of teaching duties except where the Board has received at least three (3) consecutive reports pursuant to Article E.25 (Evaluation of Employees) indicating that the learning situation in the class or classes of the employee is less than satisfactory.
2. The reports referred to in Article C.23.1 shall have been prepared in accordance with the process established in Article E.25 (Evaluation of Employees) of this Agreement, and in accordance with the following conditions:
a. the reports shall have been issued in a period of not less than twelve (12), nor more than twenty-four (24) months, such period not to include the time during which the employee is participating in an agreed upon plan of assistance pursuant to Article E.25 (Evaluation of Employees), or the leave granted in Article C.23.3.b;
b. at least one (1) of the reports shall be a report of the Superintendent of Schools or an Assistant Superintendent of Schools;
c. the other two (2) reports shall include only reports of:
i. a Superintendent of Schools or an Assistant Superintendent of Schools;
ii. a Director of Instruction; or
iii. the Principal of a school to which the employee is assigned;
d. the reports shall be written by three (3) different evaluators; and
e. the reports shall be written independently of each other, shall be based solely on the evaluator's own observations, and the report writers shall not collaborate with regard to the results.
3. Where an employee receives a first or second less than satisfactory report, as per Article
DISMISSAL BASED ON PERFORMANCE. 1. Teachers with less than ten (10) months continuous service with the Board:
a. The Board shall not dismiss a teacher who has been employed by the Board for less than ten (10) consecutive months, except where the Board has received two
DISMISSAL BASED ON PERFORMANCE. Teachers with less than ten (10) months continuous service with the Board:
DISMISSAL BASED ON PERFORMANCE. 1. a. If, during the first six (6) months, exclusive of:
i. any leave of absence during or extending beyond those months, and
ii. the months of July and August, of a teacher's:
i. continuing appointment, or
ii. temporary appointment of one (1) school year in one (1) assignment, whichever occurs first, an administrative officer has reasonable grounds to believe that the performance of teaching duties of the teacher in their school is less than satisfactory, the Superintendent of Schools may place the teacher on probationary appointment and shall notify them to that effect forthwith.
b. When a teacher is placed on probationary appointment, they shall be provided with notice in writing setting out the reasons for placement on probation. The administrative officer shall provide the teacher with a written review of weaknesses in the teacher's performance and written recommendations for improvement.
c. A probationary appointment shall end the earlier of:
i. upon expiry of six (6) months exclusive of:
(1) any leave of absence during or extending beyond those months; and
(2) the months of July and August; or
ii. receipt of a report on the teacher's performance prepared in accordance with the criteria set out in Article E.23 indicating that the teacher's performance is satisfactory,
d. A report referred to in Article E.24.1.c.ii shall be completed within ten (10) months of commencement of the teacher's:
i. continuing appointment; or
ii. temporary appointment of one school year in one assignment as the case may be, exclusive of:
iii. any leave of absence during or extending beyond those months; and
iv. the months of July and August.
e. When the Superintendent of Schools places a teacher on probationary appointment, the Board shall provide the teacher with a plan of assistance which has been developed by district staff and an administrative officer in consultation with the teacher. Another teacher requested by the teacher also shall be involved in the development of the plan of assistance at the teacher's election.
f. The Board shall not terminate the employment of a teacher during the probationary appointment unless it has:
i. considered a report prepared in accordance with the criteria set out in Article E.23 by the Superintendent of Schools or designate (not to be the administrative officer referred to in Article E.24.1.a on the work of the teacher stating that their teaching performance is less than satisfactory;
ii. given the teacher thirty (30) days' notice of ...
DISMISSAL BASED ON PERFORMANCE. 1. a. If, during the first six (6) months, exclusive of:
i. any leave of absence during or extending beyond those months, and
ii. the months of July and August, of a teacher's:
i. continuing appointment, or
ii. temporary appointment of one (1) school year in one (1) assignment, whichever occurs first, an administrative officer has reasonable grounds to believe that the performance of teaching duties of the teacher in their school is less than satisfactory, the Superintendent of Schools may place the teacher on probationary appointment and shall notify them to that effect forthwith.
b. When a teacher is placed on probationary appointment, they shall be provided with notice in writing setting out the reasons for placement on probation. The administrative officer shall provide the teacher with a written review of weaknesses in the teacher's performance and written recommendations for improvement.
c. A probationary appointment shall end the earlier of:
(1) any leave of absence during or extending beyond those months; and
(2) the months of July and August; or
