Common use of Formal Process and IDP Clause in Contracts

Formal Process and IDP. In addition to other reasons outlined above, an ancillary staff employee shall be placed on the “Track III – Formal” evaluation process because of, but not limited to:  The ancillary staff employee received an overall performance rating of “Ineffective” or “Minimally Effective” on his/her most recent year-end performance evaluation.  The ancillary staff employee failed to demonstrate satisfactory progress while on the “Track III – Informal” process.  The ancillary staff employee has demonstrated substantial competency issue(s).  The ancillary staff employee chooses this process to resolve one or more issues of concern. Ancillary staff members on the “Track III – Formal” evaluation process (Plan of Assistance) do not have transfer rights to move from their buildings during the period of time that they are on an IDP (Plan of Assistance) except by mutual agreement of the Association and the District. An ancillary staff employee rated as “Ineffective” on his/her Annual Performance Evaluation may request an evaluation review by the Superintendent within twenty (20) days of receipt of the rating. An ancillary staff employee rated as Ineffective must have no less than ninety (90) student days to make adequate progress towards their IDP goals. Any ancillary staff employee on Track I may be removed from the “Track III – Formal” process earlier if he/she demonstrates satisfactory progress in meeting the goals of his/her IDP. If an ancillary staff employee is placed on the “Track III – Formal” process, the IDP (Plan of Assistance) is to be developed by the Administrator, in consultation with the ancillary staff employee, within ten (10) work days after the identification of the areas needing improvement. Copies of all IDPs shall be filed with the ancillary staff employee, the ancillary staff employee’s immediate supervisor, and Human Resources no more than five (5) work days following the conference. Subsequent observations and evaluations must address the ancillary staff employee’s progress toward the goals of the Plan of Assistance. The IDP (Plan of Assistance) shall include the following details:  A full description of each deficiency;  Specific steps for remedying each deficiency;  Adequate assistance for achieving improvement;  Clear timelines for assistance and improvement;  Upon expiration of timelines, an evaluation to determine success of the Plan of Assistance. See the “Framework for Professional Practice” for further details regarding the IDP process and procedures. The ancillary staff employee on “Track I – Formal” may request the presence of an Association Representative during IDP review meetings or at a post-classroom observation conference. However, it is the ancillary staff employee’s responsibility to arrange for an Association Representative. The Human Resources Department will also be represented at such meetings. The unavailability of a particular Association Representative or Human Resources shall not delay post observation conferences. An ancillary staff employee assigned to “Track III – Formal” will receive both a mid-year progress report and a final end-of-year evaluation. At least three (3) formal classroom observations shall be conducted. These observations shall be scheduled at least twenty (20) student days apart, unless mutually agreed upon in writing by the ancillary staff employee and the supervisor. A post-observation conference shall be held within five (5) work days of the observation, unless the ancillary staff employee agrees in writing to extend the time to conduct the conference, not to exceed thirty (30) days. In the event the meeting does not occur as a result of administrator unavailability within thirty-five (35) days of the observation, negative comments or concerns shall be excluded from the observation. The ancillary staff employee shall bring a completed Post-Observation Reflection Form to this conference, and the administrator shall bring the completed Classroom Observation Form. The ancillary staff employee and the administrator shall each retain copies of both forms. The ancillary staff employee and supervisor shall meet monthly, or more frequently, at a mutually agreed-upon time, to discuss the ancillary staff employee’s progress and to mutually revise the IDP, as needed. Written summaries of these IDP review meetings will be provided to the ancillary staff employee within five (5) work days of each meeting. Both parties shall sign the summary to acknowledge its receipt. The ancillary staff employee may attach a written statement or rebuttal within five (5) work days of receipt of the summary. The final year-end (summative) evaluation report shall be submitted to Human Resources no later than May 1. The original IDP, any revisions of the IDP, and the monthly reports shall be attached to the final summative evaluation report. Prior to a recommendation being made to the Board that an ancillary staff employee’s services be terminated for unacceptable performance, the IDP procedures outlined above must have been implemented.

Formal Process and IDP. In addition to other reasons outlined above, an ancillary staff employee shall be placed on the “Track III – Formal” evaluation process because of, but not limited to:  • The ancillary staff employee received an overall performance rating of “Ineffective” or “Minimally Effective” on his/her most recent year-end performance evaluation.  • The ancillary staff employee failed to demonstrate satisfactory progress while on the “Track III – Informal” process.  process.‌ • The ancillary staff employee has demonstrated substantial competency issue(s).  • The ancillary staff employee chooses this process to resolve one or more issues of concern. Ancillary staff members on the “Track III – Formal” evaluation process (Plan of Assistance) do not have transfer rights to move from their buildings during the period of time that they are on an IDP (Plan of Assistance) except by mutual agreement of the Association and the District. An ancillary staff employee rated as “Ineffective” on his/her Annual Performance Evaluation may request an evaluation review by the Superintendent within twenty (20) days of receipt of the rating. An ancillary staff employee rated as Ineffective must have no less than ninety (90) student days to make adequate progress towards their IDP goals. Any ancillary staff employee on Track I may be removed from the “Track III – Formal” process earlier if he/she demonstrates satisfactory progress in meeting the goals of his/her IDP. If an ancillary staff employee is placed on the “Track III – Formal” process, the IDP (Plan of Assistance) is to be developed by the Administrator, in consultation with the ancillary staff employee, within ten (10) work days after the identification of the areas needing improvement. Copies of all IDPs shall be filed with the ancillary staff employee, the ancillary staff employee’s immediate supervisor, and Human Resources no more than five (5) work days following the conference. Subsequent observations and evaluations must address the ancillary staff employee’s progress toward the goals of the Plan of Assistance. The IDP (Plan of Assistance) shall include the following details:  • A full description of each deficiency;  • Specific steps for remedying each deficiency;  • Adequate assistance for achieving improvement;  • Clear timelines for assistance and improvement;  • Upon expiration of timelines, an evaluation to determine success of the Plan of Assistance. See the “Framework for Professional Practice” for further details regarding the IDP process and procedures. The ancillary staff employee on “Track I – Formal” may request the presence of an Association Representative during IDP review meetings or at a post-classroom observation conference. However, it is the ancillary staff employee’s responsibility to arrange for an Association Representative. The Human Resources Department will also be represented at such meetings. The unavailability of a particular Association Representative or Human Resources shall not delay post observation conferences. An ancillary staff employee assigned to “Track III – Formal” will receive both a mid-year progress report and a final end-of-year evaluation. At least three (3) formal classroom observations shall be conducted. These observations shall be scheduled at least twenty (20) student days apart, unless mutually agreed upon in writing by the ancillary staff employee and the supervisor. A post-post- observation conference shall be held within five (5) work days of the observation, unless the ancillary staff employee agrees in writing to extend the time to conduct the conference, not to exceed thirty (30) days. In the event the meeting does not occur as a result of administrator unavailability within thirty-five (35) days of the observation, negative comments or concerns shall be excluded from the observation. The ancillary staff employee shall bring a completed Post-Post- Observation Reflection Form to this conference, and the administrator shall bring the completed Classroom Observation Form. The ancillary staff employee and the administrator shall each retain copies of both forms. The ancillary staff employee and supervisor shall meet monthly, or more frequently, at a mutually agreed-upon time, to discuss the ancillary staff employee’s progress and to mutually revise the IDP, as needed. Written summaries of these IDP review meetings will be provided to the ancillary staff employee within five (5) work days of each meeting. Both parties shall sign the summary to acknowledge its receipt. The ancillary staff employee may attach a written statement or rebuttal within five (5) work days of receipt of the summary. The final year-end (summative) evaluation report shall be submitted to Human Resources no later than May 1. The original IDP, any revisions of the IDP, and the monthly reports shall be attached to the final summative evaluation report. Prior to a recommendation being made to the Board that an ancillary staff employee’s services be terminated for unacceptable performance, the IDP procedures outlined above must have been implemented.

Formal Process and IDP. In addition to other reasons outlined above, an ancillary staff employee member shall be placed on the “Track III – Formal” evaluation process because of, but not limited to:  The ancillary staff employee member received an overall performance rating of “Ineffective” or “Minimally Effective” on his/her most recent year-end performance evaluation.  The ancillary staff employee member failed to demonstrate satisfactory progress while on the “Track III – Informal” process.  The ancillary staff employee member has demonstrated substantial competency issue(s).  The ancillary staff employee member chooses this process to resolve one or more issues of concern. Ancillary staff members on the “Track III – Formal” evaluation process (Plan of Assistance) do not have transfer rights to move from their buildings during the period of time that they are on an IDP (Plan of Assistance) except by mutual agreement of the Association and the District. An ancillary staff employee member rated as “Ineffective” on his/her Annual Performance Evaluation may request an evaluation review by the Superintendent within twenty (20) days of receipt of the rating. An ancillary staff employee member rated as Ineffective must have no less than ninety (90) student days to make adequate progress towards their IDP goals. Any ancillary staff employee member on Track I III may be removed from the “Track III – Formal” process earlier if he/she demonstrates satisfactory progress in meeting the goals of his/her IDP. If an ancillary staff employee member is placed on the “Track III – Formal” process, the IDP (Plan of Assistance) is to be developed by the Administrator, in consultation with the ancillary staff employeemember, within ten (10) work days after the identification of the areas needing improvement. Copies of all IDPs shall be filed with the ancillary staff employeemember, the ancillary staff employeemember’s immediate supervisor, and Human Resources no more than five (5) work days following the conference. Subsequent observations and evaluations must address the ancillary staff employeemember’s progress toward the goals of the Plan of Assistance. The IDP (Plan of Assistance) shall include the following details:  A full description of each deficiency;  Specific steps for remedying each deficiency;  Adequate assistance for achieving improvement;  Clear timelines for assistance and improvement;  Upon expiration of timelines, an evaluation to determine success of the Plan of Assistance. See the “Framework for Professional Practice” for further details regarding the IDP process and procedures. The ancillary staff employee member on “Track I III – Formal” may request the presence of an Association Representative during IDP review meetings or at a post-classroom observation conference. However, it is the ancillary staff employeemember’s responsibility to arrange for an Association Representative. The Human Resources Department will also be represented at such meetings. The unavailability of a particular Association Representative or Human Resources shall not delay post observation conferences. An ancillary staff employee member assigned to “Track III – Formal” will receive both a mid-year progress report and a final end-of-year evaluation. At least three (3) formal classroom observations shall be conducted. These observations shall be scheduled at least twenty (20) student days apart, unless mutually agreed upon in writing by the ancillary staff employee member and the supervisor. A post-post- observation conference shall be held within five (5) work days of the observation, unless the ancillary staff employee agrees in writing to extend the time to conduct the conference, not to exceed thirty (30) days. In the event the meeting does not occur as a result of administrator unavailability within thirty-five (35) days of the observation, negative comments or concerns shall be excluded from the observation. The ancillary staff employee member shall bring a completed Post-Observation Reflection Form to this conference, and the administrator shall bring the completed Classroom Observation Form. The ancillary staff employee member and the administrator shall each retain copies of both forms. The ancillary staff employee member and supervisor shall meet monthly, or more frequently, at a mutually agreed-upon time, to discuss the ancillary staff employeemember’s progress and to mutually revise the IDP, as needed. Written summaries of these IDP review meetings will be provided to the ancillary staff employee member within five (5) work days of each meeting. Both parties shall sign the summary to acknowledge its receipt. The ancillary staff employee member may attach a written statement or rebuttal within five (5) work days of receipt of the summary. The final year-end (summative) evaluation report shall be submitted to Human Resources no later than May 1. The original IDP, any revisions of the IDP, and the monthly reports shall be attached to the final summative evaluation report. Prior to a recommendation being made to the Board that an ancillary staff employeemember’s services be terminated for unacceptable performance, the IDP procedures outlined above must have been implemented.

Formal Process and IDP. In addition to other reasons outlined above, an ancillary staff employee shall be placed on the “Track III – Formal” evaluation process because of, but not limited to:  • The ancillary staff employee received an overall performance rating of “Ineffective” or “Minimally Effective” on his/her most recent year-end performance evaluation.  • The ancillary staff employee failed to demonstrate satisfactory progress while on the “Track III – Informal” process.  • The ancillary staff employee has demonstrated substantial competency issue(s).  • The ancillary staff employee chooses this process to resolve one or more issues of concern. Ancillary staff members on the “Track III – Formal” evaluation process (Plan of Assistance) do not have transfer rights to move from their buildings during the period of time that they are on an IDP (Plan of Assistance) except by mutual agreement of the Association and the District. An ancillary staff employee rated as “Ineffective” on his/her Annual Performance Evaluation may request an evaluation review by the Superintendent within twenty (20) days of receipt of the rating. An ancillary staff employee rated as Ineffective must have no less than ninety (90) student days to make adequate progress towards their IDP goals. Any ancillary staff employee on Track I may be removed from the “Track III – Formal” process earlier if he/she demonstrates satisfactory progress in meeting the goals of his/her IDP. If an ancillary staff employee is placed on the “Track III – Formal” process, the IDP (Plan of Assistance) is to be developed by the Administrator, in consultation with the ancillary staff employee, within ten (10) work days after the identification of the areas needing improvement. Copies of all IDPs shall be filed with the ancillary staff employee, the ancillary staff employee’s immediate supervisor, and Human Resources no more than five (5) work days following the conference. Subsequent observations and evaluations must address the ancillary staff employee’s progress toward the goals of the Plan of Assistance. The IDP (Plan of Assistance) shall include the following details:  • A full description of each deficiency;  • Specific steps for remedying each deficiency;  • Adequate assistance for achieving improvement;  • Clear timelines for assistance and improvement;  • Upon expiration of timelines, an evaluation to determine success of the Plan of Assistance. See the “Framework for Professional Practice” for further details regarding the IDP process and procedures. The ancillary staff employee on “Track I – Formal” may request the presence of an Association Representative during IDP review meetings or at a post-classroom observation conference. However, it is the ancillary staff employee’s responsibility to arrange for an Association Representative. The Human Resources Department will also be represented at such meetings. The unavailability of a particular Association Representative or Human Resources shall not delay post observation conferences. An ancillary staff employee assigned to “Track III – Formal” will receive both a mid-year progress report and a final end-of-year evaluation. At least three (3) formal classroom observations shall be conducted. These observations shall be scheduled at least twenty (20) student days apart, unless mutually agreed upon in writing by the ancillary staff employee and the supervisor. A post-post- observation conference shall be held within five (5) work days of the observation, unless the ancillary staff employee agrees in writing to extend the time to conduct the conference, not to exceed thirty (30) days. In the event the meeting does not occur as a result of administrator unavailability within thirty-five (35) days of the observation, negative comments or concerns shall be excluded from the observation. The ancillary staff employee shall bring a completed Post-Post- Observation Reflection Form to this conference, and the administrator shall bring the completed Classroom Observation Form. The ancillary staff employee and the administrator shall each retain copies of both forms. The ancillary staff employee and supervisor shall meet monthly, or more frequently, at a mutually agreed-upon time, to discuss the ancillary staff employee’s progress and to mutually revise the IDP, as needed. Written summaries of these IDP review meetings will be provided to the ancillary staff employee within five (5) work days of each meeting. Both parties shall sign the summary to acknowledge its receipt. The ancillary staff employee may attach a written statement or rebuttal within five (5) work days of receipt of the summary. The final year-end (summative) evaluation report shall be submitted to Human Resources no later than May 1. The original IDP, any revisions of the IDP, and the monthly reports shall be attached to the final summative evaluation report. Prior to a recommendation being made to the Board that an ancillary staff employee’s services be terminated for unacceptable performance, the IDP procedures outlined above must have been implemented.

Formal Process and IDP. In addition to other reasons outlined above, an ancillary staff employee shall be placed on the “Track III – Formal” evaluation process because of, but not limited to:  The ancillary staff employee received an overall performance rating of “Ineffective” or “Minimally Effective” on his/her most recent year-end performance evaluation.  The ancillary staff employee failed to demonstrate satisfactory progress while on the “Track III – Informal” process.  The ancillary staff employee has demonstrated substantial competency issue(s).  The ancillary staff employee chooses this process to resolve one or more issues of concern. Ancillary staff members on the “Track III – Formal” evaluation process (Plan of Assistance) do not have transfer rights to move from their buildings during the period of time that they are on an IDP (Plan of Assistance) except by mutual agreement of the Association and the District. An ancillary staff employee rated as “Ineffective” on his/her Annual Performance Evaluation may request an evaluation review by the Superintendent within twenty (20) days of receipt of the rating. An ancillary staff employee rated as Ineffective must have no less than ninety (90) student days to make adequate progress towards their IDP goals. Any ancillary staff employee on Track I may be removed from the “Track III – Formal” process earlier if he/she demonstrates satisfactory progress in meeting the goals of his/her IDP. If an ancillary staff employee is placed on the “Track III – Formal” process, the IDP (Plan of Assistance) is to be developed by the Administrator, in consultation with the ancillary staff employee, within ten (10) work days after the identification of the areas needing improvement. Copies of all IDPs shall be filed with the ancillary staff employee, the ancillary staff employee’s immediate supervisor, and Human Resources no more than five (5) work days following the conference. Subsequent observations and evaluations must address the ancillary staff employee’s progress toward the goals of the Plan of Assistance. The IDP (Plan of Assistance) shall include the following details:  A full description of each deficiency;  Specific steps for remedying each deficiency;  Adequate assistance for achieving improvement;  Clear timelines for assistance and improvement;  Upon expiration of timelines, an evaluation to determine success of the Plan of Assistance. See the “Framework for Professional Practice” for further details regarding the IDP process and procedures. The ancillary staff employee on “Track I – Formal” may request the presence of an Association Representative during IDP review meetings or at a post-classroom observation conference. However, it is the ancillary staff employee’s responsibility to arrange for an Association Representative. The Human Resources Department will also be represented at such meetings. The unavailability of a particular Association Representative or Human Resources shall not delay post observation conferences. An ancillary staff employee assigned to “Track III – Formal” will receive both a mid-year progress report and a final end-of-year evaluation. At least three (3) formal classroom observations shall be conducted. These observations shall be scheduled at least twenty (20) student days apart, unless mutually agreed upon in writing by the ancillary staff employee and the supervisor. A post-post- observation conference shall be held within five (5) work days of the observation, unless the ancillary staff employee agrees in writing to extend the time to conduct the conference, not to exceed thirty (30) days. In the event the meeting does not occur as a result of administrator unavailability within thirty-five (35) days of the observation, negative comments or concerns shall be excluded from the observation. The ancillary staff employee shall bring a completed Post-Post- Observation Reflection Form to this conference, and the administrator shall bring the completed Classroom Observation Form. The ancillary staff employee and the administrator shall each retain copies of both forms. The ancillary staff employee and supervisor shall meet monthly, or more frequently, at a mutually agreed-upon time, to discuss the ancillary staff employee’s progress and to mutually revise the IDP, as needed. Written summaries of these IDP review meetings will be provided to the ancillary staff employee within five (5) work days of each meeting. Both parties shall sign the summary to acknowledge its receipt. The ancillary staff employee may attach a written statement or rebuttal within five (5) work days of receipt of the summary. The final year-end (summative) evaluation report shall be submitted to Human Resources no later than May 1. The original IDP, any revisions of the IDP, and the monthly reports shall be attached to the final summative evaluation report. Prior to a recommendation being made to the Board that an ancillary staff employee’s services be terminated for unacceptable performance, the IDP procedures outlined above must have been implemented.

Formal Process and IDP. In addition to other reasons outlined above, an ancillary staff employee a teacher shall be placed on the “Track III – Formal” evaluation process because of, but not limited to:  : a. The ancillary staff employee teacher received an overall performance rating of “Ineffective” or “Minimally Effective” on his/her most recent year-end performance evaluation.  . b. The ancillary staff employee teacher failed to demonstrate satisfactory progress while on the “Track III – Informal” process.  . c. The ancillary staff employee teacher has demonstrated substantial competency issue(s).  . d. The ancillary staff employee teacher chooses this process to resolve one or more issues of concern. Ancillary staff members Tenured teachers on the “Track III – Formal” evaluation process (Plan of Assistance) do not have transfer rights to move from their buildings during the period of time that they are on an IDP (Plan of Assistance) except by mutual agreement of the Association and the District. An ancillary staff employee A teacher rated as “Ineffective” on his/her Annual Performance Evaluation may request an evaluation review by the Superintendent within twenty (20) days of receipt of the rating. An ancillary staff employee A teacher rated as Ineffective must have no less than ninety (90) student days to make adequate progress towards their IDP goals. Any ancillary staff employee teacher on Track I III may be removed from the “Track III – Formal” process earlier if he/she demonstrates satisfactory progress in meeting the goals of his/her IDP. If an ancillary staff employee a teacher is placed on the “Track III – Formal” process, the IDP (Plan of Assistance) is to be developed by the Administrator, in consultation with the ancillary staff employeeteacher, within ten (10) work days after the identification of the areas needing improvement. Copies of all IDPs shall be filed with the ancillary staff employeeteacher, the ancillary staff employeeteacher’s immediate supervisor, and Human Resources no more than five (5) work days following the conference. Subsequent observations and evaluations must address the ancillary staff employee’s teachers’ progress toward the goals of the Plan of Assistance. The IDP (Plan of Assistance) shall include the following details:  : a. A full description of each deficiency;  ; b. Specific steps for remedying each deficiency;  ; c. Adequate assistance for achieving improvement;  ; d. Clear timelines for assistance and improvement;  ; e. Upon expiration of timelines, an evaluation to determine success of the Plan of Assistance. See the “Framework for Professional Practice” for further details regarding the IDP process and procedures. The ancillary staff employee teacher on “Track I III – Formal” may request the presence of an Association Representative during IDP review meetings or at a post-classroom observation conference. However, it is the ancillary staff employeeteacher’s responsibility to arrange for an Association Representative. The Human Resources Department will also be represented at such meetings. The unavailability of a particular Association Representative or Human Resources shall not delay post observation conferences. An ancillary staff employee A teacher assigned to “Track III – Formal” will receive both a mid-year progress report and a final end-of-year evaluation. At least three (3) formal classroom observations shall be conducted. These observations shall be scheduled at least twenty (20) student days apart, unless mutually agreed upon in writing by the ancillary staff employee teacher and the supervisor. A post-observation conference shall be held within five (5) work days of the observation, unless the ancillary staff employee agrees in writing to extend the time to conduct the conference, not to exceed thirty (30) days. In the event the meeting does not occur as a result of administrator unavailability within thirty-five (35) days of the observation, negative comments or concerns shall be excluded from the observation. The ancillary staff employee shall bring a completed Post-Observation Reflection Form to this conference, and the administrator shall bring the completed Classroom Observation Form. The ancillary staff employee and the administrator shall each retain copies of both forms. The ancillary staff employee and supervisor shall meet monthly, or more frequently, at a mutually agreed-upon time, to discuss the ancillary staff employee’s progress and to mutually revise the IDP, as needed. Written summaries of these IDP review meetings will be provided to the ancillary staff employee within five (5) work days of each meeting. Both parties shall sign the summary to acknowledge its receipt. The ancillary staff employee may attach a written statement or rebuttal within five (5) work days of receipt of the summary. The final year-end (summative) evaluation report shall be submitted to Human Resources no later than May 1. The original IDP, any revisions of the IDP, and the monthly reports shall be attached to the final summative evaluation report. Prior to a recommendation being made to the Board that an ancillary staff employee’s services be terminated for unacceptable performance, the IDP procedures outlined above must have been implemented.five