Establishment of Probationary Period. If the Superintendent concurs with the evaluator’s judgment that the performance of the employee is unsatisfactory, the Superintendent shall place the employee in a probationary status after October 15 but before February 1 of the current school year and ending no later than May 1. The employee shall be given written notice of the action of the Superintendent which shall contain the following information:
Establishment of Probationary Period. If the Superintendent concurs with a supervisor's judgment that the performance of a certificated employee is unsatisfactory, the Superintendent shall place said employee in a probationary status. On or before February 1, said employee shall be given written notice of the action of the Superintendent. Said notice shall contain the following information:
Establishment of Probationary Period. If the Superintendent concurs with the evaluator’s judgment that the performance of the teacher is unsatisfactory, the Superintendent shall place the teacher in a probationary status. Such placement may begin at any time after October 15. The teacher shall be notified in writing of the specific areas of deficiency and be provided with a written program for improvement. The probationary period shall continue for a minimum of sixty (60) school days. During the probationary period, the employee may not be transferred from supervision of the original evaluator. The purpose of the probationary period is to give the teacher an opportunity to demonstrate improvements in the identified areas of deficiency. The establishment of the probationary period and the giving of the notice to the teacher of deficiency shall, in accordance with Washington State law, be done by the Superintendent. During the probationary period the evaluator shall meet with the teacher at least twice monthly to supervise and make a written evaluation of the progress, if any, made by the teacher. The evaluator may authorize one (1) additional qualified administrator, with Association notification, who shall not be a member of this bargaining unit, to evaluate the probation teacher and to assist that teacher in improving the identified areas of deficiency; such additional person shall be immune from any civil liability that might otherwise be incurred or imposed with regard to the good faith performance of such evaluation. The probation teacher may be removed from probation if he or she has demonstrated improvement to the satisfaction of the evaluator in those areas specifically detailed in his/her initial notice of deficiency and subsequently detailed in his/her improvement program. Lack of necessary improvement shall be specifically documented in writing with notification to the probation teacher and shall constitute grounds for a finding of probable cause under RCW 28A.405.210 or 28A.405.300, as now or hereafter amended. If the probationary period does not produce performance changes detailed in the initial notice of deficiencies and improvement program, the district may place the employee in an alternative assignment or on paid administrative leave for the remainder of the school year.
Establishment of Probationary Period. If the Superintendent concurs with the evaluator’s recommendation for probation, the Superintendent shall establish a probationary period of sixty (60) school days in accordance with RCW 28A.405.100, and shall provide written notice to the employee. The written notice shall include the specific areas of deficiencies along with a reasonable program for improvement. Days may be added as deemed necessary to complete a program for improvement and evaluation the probationer’s performance, as long as the probationary period is concluded before May 15th of the same school year. The probationary period may be extended into the following school year if the probationer has five or more years of teaching experience and has a comprehensive summative evaluation performance rating as of May 15th of less than level 2. At or near the time of the delivery of the written notice of probation, the evaluator will hold a meeting with the employee to review the notice. The employee will be afforded the opportunity to participate in the establishment of the probation improvement program, and shall have the right to representation from the Association at this meeting. The discussion shall include:
Establishment of Probationary Period. If the Superintendent concurs with the supervisor’s judgment that the performance of the employee is unsatisfactory, a probationary period of sixty school days shall be established by the Superintendent. The Superintendent shall give written notice to the employee that includes the following information: • Specific areas of performance deficiencies • The duration of the probationary period • A reasonable program for improvement • The fact that the purpose of the probation is to provide the employee an opportunity to demonstrate improvement in the area(s) of deficiency
Establishment of Probationary Period. If the Superintendent concurs with the evaluator’s report, the Superintendent will place the employee on a probationary status beginning on or before February 1, and ending on or before May 1. On or before February 1, the employee will be given written notice of the action of the Superintendent which notice will contain the following information.
Establishment of Probationary Period. A. The purpose of the probationary period is to give the teacher an opportunity to demonstrate improvements in discrete areas according to the criteria included in the evaluation instrument (WAC 392-191-045(3). A probationary period of sixty (60) school days shall be established. Additional days may be added if deemed necessary to complete a program of improvement and to evaluate the probationer’s performance, as long as the probationary period is concluded before May 15th of the same school year.
Establishment of Probationary Period. At any time after October 15th, a supervisor who deems an employee's work to be unsatisfactory based on district evaluation criteria shall notify the employee in writing of the specific areas of deficiency. The supervisor shall submit a letter to the Superintendent noting specific performance deficiencies and requesting the employee be placed on probation. The supervisor shall submit to the superintendent a proposed plan of improvement for the employee. If the Superintendent concurs with the supervisor's judgment that the performance of the employee is unsatisfactory, the Superintendent shall place the employee in a probationary status for a period of sixty
Establishment of Probationary Period. If the Superintendent concurs with the supervisor's judgment that the performance of the employee is unsatisfactory, the Superintendent may place the employee in a probationary status beginning on or before February 1 and ending no later than May 1. On or before February 1, the employee shall be given written notice of the action of the Superintendent, which notice shall contain the following information:
Establishment of Probationary Period. Non-Provisional Employees 27 If the Superintendent concurs with the administrator’s judgment that the performance 28 of the employee is not satisfactory, the Superintendent shall place the staff member in 29 a probationary status for a period of not less than sixty (60) school days, any time after 30 October 15. Before being placed on probation, the Association and the staff member 31 shall be given notice of action from the Superintendent which shall contain the 32 following information:
