Common use of Establishment of Probationary Period Clause in Contracts

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 evaluatorprincipal/supervisor’s judgment that the performance of the teacher employee is unsatisfactory, the Superintendent shall place the teacher employee in a probationary status. Such placement may begin at any time after status beginning no earlier than October 15. The teacher shall be notified in writing of the specific areas of deficiency 15 and be provided with a written program continuing for improvement. The probationary period shall continue for a minimum of sixty (60) school days. Days may be added if deemed necessary to complete a program for improvement and evaluate the employee’s performance, as long as the probationary period is concluded before May 15th of the same school year. When the employee is placed on probation, he/she shall be given written notice of the action of the Superintendent, which notice shall contain the following information: 1. A statement of the problem in terms of instructional deficiency as related to the evaluation criteria. 2. A statement of expectations delineating what levels of performance would constitute acceptable performance in the problem areas defined. 3. A reasonable program for improvement and assistance by the principal/supervisor, which spells out courses of action whereby the certificated employee will be assisted, counseled, and tutored in improving his/her performance to an acceptable level (see #2 above). 4. The length of the probationary period must be sixty (60) school days. Days may be added if deemed necessary to complete a program for improvement and evaluate the employee’s performance, as long as the probationary period is concluded before May 15th of the same school year. The principal/supervisor will be responsible for supervising the probation. The principal/supervisor may ask for help from the Superintendent or his/her designee to supervise the probation. 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 principal/supervisor shall meet with the teacher probationary employee at least twice monthly to supervise and make a written evaluation of the progress, if any, progress made by the teacheremployee. 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 probationary employee may be removed from probation at any time if he or he/she has demonstrated improvement to the satisfaction of the evaluator Superintendent in those areas specifically detailed in his/her initial the 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 yearprobation.

Establishment of Probationary Period. If the Superintendent concurs with the evaluatorprincipal/supervisor’s judgment that the performance of the teacher employee is unsatisfactory, the Superintendent shall place the teacher employee in a probationary status. Such placement may begin at any time after status beginning no earlier than October 15. The teacher shall be notified in writing of the specific areas of deficiency 15 and be provided with a written program continuing for improvement. The probationary period shall continue for a minimum of sixty (60) school days. Days may be added at the discretion of the employee, in consultation with the Association, to complete a program for improvement and evaluate the employee’s performance, as long as the probationary period is concluded before May 15th of the same school year. When the employee is placed on probation, he/she shall be given written notice of the action of the Superintendent, which notice shall contain the following information: 1. A statement of the problem in terms of instructional deficiency as related to the evaluation criteria. 2. A statement of expectations delineating what levels of performance would constitute acceptable performance in the problem areas defined. 3. A reasonable program for improvement and assistance by the principal/supervisor, which spells out courses of action whereby the certificated employee will be assisted, counseled, and tutored in improving his/her performance to an acceptable level (see #2 above). 4. The length of the probationary period must be sixty (60) school days. Days may be added at the discretion of the employee, in consultation with the Association, to complete a program for improvement and evaluate the employee’s performance, as long as the probationary period is concluded before May 15th of the same school year. The principal/supervisor will be responsible for supervising the probation. The principal/supervisor may ask for help from the Superintendent or his/her designee to supervise the probation. 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 principal/supervisor shall meet with the teacher probationary employee at least twice monthly to supervise and make a written evaluation of the progress, if any, progress made by the teacheremployee. 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 probationary employee may be removed from probation at any time if he or he/she has demonstrated improvement to the satisfaction of the evaluator Superintendent in those areas specifically detailed in his/her initial the 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 yearprobation.

Establishment of Probationary Period. If the Superintendent concurs with the evaluator’s judgment that the performance of the teacher employee is unsatisfactory, the Superintendent shall place the teacher employee in a probationary status. Such placement may begin at any time after October 15. The teacher employee 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 employee 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 employee of deficiency shall, shall in accordance with Washington State law, be done by the Superintendent. During the probationary period period, the evaluator shall meet with the teacher employee at least twice monthly to supervise and make a written evaluation of the progress, if any, made by the teacheremployee. The evaluator may authorize one (1) additional qualified administrator, with Association notification, certificated person who shall may not be a member of this bargaining unit, to evaluate the probation teacher employee and to assist that teacher employee in improving the identified areas of deficiency; such . 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 employee 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 employee 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 judgment that the performance of the teacher is unsatisfactory, the Superintendent shall place the teacher in a probationary status1. 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 A probationary period shall continue for a minimum of sixty (60) school daysdays will be established for those non-provisional certificated classroom teachers/certificated support personnel whose work is not judged satisfactory. This period may be extended if deemed necessary to complete a program for improvement and evaluate the probationer’s performance, as long as the probation period is concluded before May 15 of the same school year. 2. For nonprovisional classroom teachers, the probation period may be extended to the following school year if the probationer has five (5) or more years of teaching experience and a comprehensive summative evaluation performance rating as of May 15 of Level 1. 3. The superintendent will establish the probationary period and provide the notice of deficiency to the probationer. The purpose of the probation period is to give the probationer the opportunity to demonstrate improvements in his or her area of deficiency. The establishment of a probationary period does not adversely affect the probationer’s contract status within the meaning of RCW 28A. 405.300. 4. During the probationary periodperiod of probation, the employee probationer may not be transferred from the supervision of the original evaluator. The purpose original evaluator must document any improvement of performance or probable cause for non-renewal before any consideration of a request for transfer or reassignment contemplated by either the probationary period is to give probationer or 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 teacherdistrict can occur. 5. The evaluator may authorize one (1) additional qualified administrator, with Association notification, who shall not be a certificated staff member of this bargaining unit, to evaluate the probation teacher probationer and to assist that teacher aid them in improving the identified areas their area of deficiency; such . Should the evaluator not authorize an additional person shall evaluator, the probationer may request that an additional certificated employee evaluator become part of the probationary process. This request must be implemented by including an additional experienced evaluator assigned by the educational service district in which the school district is located and selected from a list of evaluation specialists compiled by the educational services district. Such additional certificated staff members will be immune from any civil liability that might otherwise be incurred or imposed with regard to the during an otherwise good faith performance of such an evaluation. The probation teacher may be removed from probation if he or she has demonstrated Procedural errors occurring during a program for improvement to do not invalidate the satisfaction effectiveness 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 plan or the ability to evaluate 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 yearprobationer’s performance.