Common use of Employee Improvement Plan Clause in Contracts

Employee Improvement Plan. 7.7.1 An employee receiving one or more “needs improvement” rating(s) in a District Evaluation Competency will be directed to participate in an Employee Improvement Plan. The employee’s participation will be coordinated by the evaluator and shall include an outline containing specific goals for improvement. 7.7.1. 1The Employee Improvement Plan for employees who receive one or more “needs improvement” rating(s) may include: 7.7.1.1.1 Assistance from other certificated staff 7.7.1.1.2 Release time to visit another classroom(s) 7.7.1.1.3 Workshop and/or course participation if requested by the employee. 7.7.2 An Employee receiving one or more “unsatisfactory” rating(s) in a District Evaluation Competency will be directed to participate in an Employee Improvement Plan. The Employee Improvement Plan for employees who receive one or more “unsatisfactory” rating(s) may include the items listed in Article 7.7.1.1 above as well as additional assistance and directives. The Employee Improvement Plan shall be reasonable, related to the cause of the “unsatisfactory” rating(s), provided in written format, and reviewed with the employee. If the employee does not believe that the Employee Improvement Plan is appropriate, he/she may request that a conference, including the Superintendent Chief Learning Officer and TTEA President, or his/her designee, be held to review the recommended Employee Improvement Plan. This group shall also include the employee and evaluating administrator. The final decision shall be made by the Superintendent Chief Learning Officer. 7.7.2.1 The Employee Improvement Plan shall not create a financial hardship for the employee. The district will provide for release time, when included in the Employment Improvement Plan and shall reimburse the employee, or pay for, when more convenient, for in-service and professional development activities. College and university course fees will be paid by the district only if the employee does not use the earned credits for application to the district salary schedule. 7.7.2.2 The recommended Employee Improvement Plan shall not extend beyond the remainder of the school year during which the “unsatisfactory” rating(s) was received and the following school year. The evaluator shall meet with the employee up to two

Employee Improvement Plan. 7.7.1 An employee receiving one or more “needs improvement” rating(s) in a District Evaluation Competency will be directed to participate in an Employee Improvement Plan. The employee’s participation will be coordinated by the evaluator and shall include an outline containing specific goals for improvement. 7.7.1. 1The 7.7.1.1 The Employee Improvement Plan for employees who receive one or more “needs improvement” rating(s) may include: 7.7.1.1.1 Assistance from other certificated staff 7.7.1.1.2 Release time to visit another classroom(s) 7.7.1.1.3 Workshop and/or course participation if requested by the employee. 7.7.2 An Employee receiving one or more “unsatisfactory” rating(s) in a District Evaluation Competency will be directed to participate in an Employee Improvement Plan. The Employee Improvement Plan for employees who receive one or more “unsatisfactory” rating(s) may include the items listed in Article 7.7.1.1 above as well as additional assistance and directives. The Employee Improvement Plan shall be reasonable, related to the cause of the “unsatisfactory” rating(s),, provided in written format, and reviewed with the employee. If the employee does not believe that the Employee Improvement Plan is appropriate, he/she may request that a conference, including the Superintendent Chief Learning Officer and TTEA President, or his/her designee, be held to review the recommended Employee Improvement Plan. This group shall also include the employee and evaluating administrator. The final decision shall be made by the Superintendent Chief Learning Officer. 7.7.2.1 The Employee Improvement Plan shall not create a financial hardship for the employee. The district will provide for release time, when included in the Employment Improvement Plan and shall reimburse the employee, or pay for, when more convenient, for in-service and professional development activities. College and university course fees will be paid by the district only if the employee does not use the earned credits for application to the district salary schedule. 7.7.2.2 The recommended Employee Improvement Plan shall not extend beyond the remainder of the school year during which the “unsatisfactory” rating(s) was received and the following school year. The evaluator shall meet with the employee up to twotwo (2) times a month to review and assess progress and accomplishment towards a satisfactory evaluation. 7.7.2.3 If the recommendation includes peer participation, the relationship between the participating teacher and his/her peer shall be confidential.

Employee Improvement Plan. 7.7.1 An employee receiving one or more “needs improvement” rating(s) in a District Evaluation Competency will be directed to participate in an Employee Improvement Plan. The employee’s participation will be coordinated by the evaluator and shall include an outline containing specific goals for improvement. 7.7.1. 1The Employee Improvement Plan for employees who receive one or more “needs improvement” rating(s) may include: 7.7.1.1.1 Assistance from other certificated staff 7.7.1.1.2 Release time to visit another classroom(s) 7.7.1.1.3 Workshop and/or course participation if requested by the employee. 7.7.2 An Employee receiving one or more “unsatisfactory” rating(s) in a District Evaluation Competency will be directed to participate in an Employee Improvement Plan. The Employee Improvement Plan for employees who receive one or more “unsatisfactory” rating(s) may include the items listed in Article 7.7.1.1 above as well as additional assistance and directives. The Employee Improvement Plan shall be reasonable, related to the cause of the “unsatisfactory” rating(s),, provided in written format, and reviewed with the employee. If the employee does not believe that the Employee Improvement Plan is appropriate, he/she may request that a conference, including the Superintendent Chief Learning Officer and TTEA President, or his/her designee, be held to review the recommended Employee Improvement Plan. This group shall also include the employee and evaluating administrator. The final decision shall be made by the Superintendent Chief Learning Officer. 7.7.2.1 The Employee Improvement Plan shall not create a financial hardship for the employee. The district will provide for release time, when included in the Employment Improvement Plan and shall reimburse the employee, or pay for, when more convenient, for in-service and professional development activities. College and university course fees will be paid by the district only if the employee does not use the earned credits for application to the district salary schedule. 7.7.2.2 The recommended Employee Improvement Plan shall not extend beyond the remainder of the school year during which the “unsatisfactory” rating(s) was received and the following school year. The evaluator shall meet with the employee up to two