Common use of Non-Provisional Employee Probation Clause in Contracts

Non-Provisional Employee Probation. 6.7.1 A non-provisional employee whose work is judged to be unsatisfactory based upon established performance criteria shall be so notified and placed on probation in accordance with RCW 28A.405.100, subject to the following procedures: 6.7.1.1 Any time after October 15th an employee whose work is determined to be unsatisfactory based on District evaluation criteria and consistent with this agreement, she/he shall be notified in writing of the specific areas of the deficiencies along with a reasonable program for improvement. The principal will notify the Superintendent of the recommended probation. 6.7.1.2 If the Superintendent supports the recommendation for probation, the employee will be notified in writing of the probationary period and plan of improvement. 6.7.1.3 A probationary period of at least sixty (60) school days will be established to give the employee the opportunity to demonstrate improvements in areas of deficiency. During the probationary period, the administrator will meet with the employee at least twice monthly to observe the employee and may authorize another certificated evaluator, who is not a member of the Association, to observe and make written reports to the employee and the evaluator. The administrator shall prepare a summative evaluation at least once a month, which shall be provided to the employee. Specific areas of continued deficiencies and/or improvement will be noted. During the period of probation, the employee may not be transferred from the supervision of the original evaluator. 6.7.1.4 After a minimum of sixty (60) school days, the principal will prepare a formal, summative evaluation, hold a final probationary conference with the employee to discuss the evaluation, notify the employee of the recommended action, and forward the evaluation and recommendation to the Superintendent. 6.7.1.5 If sufficient improvement has been noted, the employee will be removed from probationary status. If nonrenewal of the contract is recommended, the employee may be removed from assignment and placed into an alternative assignment for the remainder of the school year. The reassignment may not displace another employee nor may it adversely affect the probationary employee’s compensation or benefits for the remainder of the employee’s contract year. If such reassignment is not possible, the District may place the employee on paid leave for the balance of the contract term.

Non-Provisional Employee Probation. 6.7.1 7.7.1 A non-provisional employee whose work is judged to be unsatisfactory based upon established performance criteria shall be so notified and placed on probation in accordance with RCW 28A.405.100, subject to the following procedures: 6.7.1.1 Any 7.7.1.1 At any time after October 15th an employee whose work is determined to be unsatisfactory based on District evaluation criteria and consistent with this agreementAgreement, she/he shall be notified in writing of the specific areas of the deficiencies along with a reasonable program for improvement. The principal will notify the Superintendent of the recommended probation. 6.7.1.2 7.7.1.2 If the Superintendent supports the recommendation for probation, the employee will be notified in writing of the probationary period and along with a written plan of improvement. 6.7.1.3 7.7.1.3 A probationary period of at least sixty (60) school days will be established to give the employee the opportunity to demonstrate improvements in employee’s areas of deficiency. During the probationary period, the administrator principal will meet with the employee at least twice monthly to observe observe, the employee and may authorize another certificated evaluator, who is not a member of the Association, to observe and make written reports to the employee and the evaluator. The administrator principal shall prepare a summative written evaluation at least once a month, which shall be provided to the employee. Specific areas of continued deficiencies and/or improvement will be noted. During the period of probation, the employee may not be transferred from the supervision of the original evaluator. 6.7.1.4 7.7.1.4 After a minimum of sixty (60) school days, the principal will prepare a formal, summative written evaluation, hold a final probationary conference with the employee to discuss the evaluation, notify the employee of the recommended action, and forward the evaluation and recommendation to the Superintendent. 6.7.1.5 7.7.1.5 If sufficient improvement has been noted, the employee will be removed from probationary status. If nonrenewal of the contract is recommended, the employee may be removed from assignment and placed into an alternative assignment for the remainder of the school year. The reassignment may not displace another employee nor may it adversely affect the probationary employee’s compensation or benefits for the remainder of the employee’s contract year. If such reassignment is not possible, the District may place the employee on paid leave for the balance of the contract term.

Non-Provisional Employee Probation. 6.7.1 A non-provisional non‐provisional employee whose work is judged to be unsatisfactory based upon established performance criteria shall be so notified and placed on probation in accordance with RCW 28A.405.100, subject to the following procedures: 6.7.1.1 Any time after October 15th 15 an employee whose work is determined to be unsatisfactory based on District evaluation criteria and consistent with this agreement, she/he shall be notified in writing of the specific areas of the deficiencies along with a reasonable program for improvement. The principal will notify the Superintendent of the recommended probation. 6.7.1.2 If the Superintendent supports the recommendation for probation, the employee will be notified in writing of the probationary period and plan of improvement. 6.7.1.3 A probationary period of at least sixty (60) school days will be established to give the employee the opportunity to demonstrate improvements in her/his areas of deficiency. During the probationary period, the administrator principal will meet with the employee at least twice monthly to observe the employee and may authorize another certificated evaluator, who is not a member of the Association, to observe and make written reports to the employee and the evaluator. The administrator principal shall prepare a summative evaluation at least once a month, which shall be provided to the employee. Specific areas of continued deficiencies and/or improvement will be noted. During the period of probation, the employee may not be transferred from the supervision of the original evaluator. 6.7.1.4 After a minimum of sixty (60) school days, the principal will prepare a formal, summative evaluation, hold a final probationary conference with the employee to discuss the evaluation, notify the employee of the recommended action, and forward the evaluation and recommendation to the Superintendent. 6.7.1.5 If sufficient improvement has been noted, the employee will be removed from probationary status. If nonrenewal of the contract is recommended, the employee may be removed from her/his assignment and placed into an alternative assignment for the remainder of the school year. The reassignment may not displace another employee nor may it adversely affect the probationary employee’s compensation or benefits for the remainder of the employee’s contract year. If such reassignment is not possible, the District may place the employee on paid leave for the balance of the contract term.

Non-Provisional Employee Probation. 6.7.1 A non-provisional employee whose work is judged to be unsatisfactory based upon established performance criteria shall be so notified and placed on probation in accordance with RCW 28A.405.100, subject to the following procedures: 6.7.1.1 Any time after October 15th an employee whose work is determined to be unsatisfactory based on District evaluation criteria and consistent with this agreement, she/he shall be notified in writing of the specific areas of the deficiencies along with a reasonable program for improvement. The principal will notify the Superintendent of the recommended probation. 6.7.1.2 If the Superintendent supports the recommendation for probation, the employee will be notified in writing of the probationary period and plan of improvement. 6.7.1.3 A probationary period of at least sixty (60) school days will be established to give the employee the opportunity to demonstrate improvements in her/his areas of deficiency. During the probationary period, the administrator will meet with the employee at least twice monthly to observe the employee and may authorize another certificated evaluator, who is not a member of the Association, to observe and make written reports to the employee and the evaluator. The administrator shall prepare a summative evaluation at least once a month, which shall be provided to the employee. Specific areas of continued deficiencies and/or improvement will be noted. During the period of probation, the employee may not be transferred from the supervision of the original evaluator. 6.7.1.4 After a minimum of sixty (60) school days, the principal will prepare a formal, summative evaluation, hold a final probationary conference with the employee to discuss the evaluation, notify the employee of the recommended action, and forward the evaluation and recommendation to the Superintendent. 6.7.1.5 If sufficient improvement has been noted, the employee will be removed from probationary status. If nonrenewal of the contract is recommended, the employee may be removed from her/his assignment and placed into an alternative assignment for the remainder of the school year. The reassignment may not displace another employee nor may it adversely affect the probationary employee’s compensation or benefits for the remainder of the employee’s contract year. If such reassignment is not possible, the District may place the employee on paid leave for the balance of the contract term.

Non-Provisional Employee Probation. 6.7.1 7.7.1 A non-provisional non‐provisional employee whose work is judged to be unsatisfactory based upon established performance criteria shall be so notified and placed on probation in accordance with RCW 28A.405.100, subject to the following procedures: 6.7.1.1 Any 7.7.1.1 At any time after October 15th 15 an employee whose work is determined to be unsatisfactory based on District evaluation criteria and consistent with this agreementAgreement, she/he shall be notified in writing of the specific areas of the deficiencies along with a reasonable program for improvement. The principal will notify the Superintendent of the recommended probation. 6.7.1.2 7.7.1.2 If the Superintendent supports the recommendation for probation, the employee will be notified in writing of the probationary period and along with a written plan of improvement. 6.7.1.3 7.7.1.3 A probationary period of at least sixty (60) school days will be established to give the employee the opportunity to demonstrate improvements in her/his areas of deficiency. During the probationary period, the administrator principal will meet with the employee at least twice monthly to observe observe, the employee and may authorize another certificated evaluator, who is not a member of the Association, to observe and make written reports to the employee and the evaluator. The administrator principal shall prepare a summative written evaluation at least once a month, which shall be provided to the employee. Specific areas of continued deficiencies and/or improvement will be noted. During the period of probation, the employee may not be transferred from the supervision of the original evaluator. 6.7.1.4 7.7.1.4 After a minimum of sixty (60) school days, the principal will prepare a formal, summative written evaluation, hold a final probationary conference with the employee to discuss the evaluation, notify the employee of the recommended action, and forward the evaluation and recommendation to the Superintendent. 6.7.1.5 7.7.1.5 If sufficient improvement has been noted, the employee will be removed from probationary status. If nonrenewal of the contract is recommended, the employee may be removed from her/his assignment and placed into an alternative assignment for the remainder of the school year. The reassignment may not displace another employee nor may it adversely affect the probationary employee’s compensation or benefits for the remainder of the employee’s contract year. If such reassignment is not possible, the District may place the employee on paid leave for the balance of the contract term.

Non-Provisional Employee Probation. 6.7.1 7.7.1 A non-provisional employee whose work is judged to be unsatisfactory based upon established performance criteria shall be so notified and placed on probation in accordance with RCW 28A.405.100, subject to the following procedures: 6.7.1.1 Any 7.7.1.1 At any time after October 15th an employee whose work is determined to be unsatisfactory based on District evaluation criteria and consistent with this agreementAgreement, she/he shall be notified in writing of the specific areas of the deficiencies along with a reasonable program for improvement. The principal will notify the Superintendent of the recommended probation. 6.7.1.2 7.7.1.2 If the Superintendent supports the recommendation for probation, the employee will be notified in writing of the probationary period and along with a written plan of improvement. 6.7.1.3 7.7.1.3 A probationary period of at least sixty (60) school days will be established to give the employee the opportunity to demonstrate improvements in her/his areas of deficiency. During the probationary period, the administrator principal will meet with the employee at least twice monthly to observe observe, the employee and may authorize another certificated evaluator, who is not a member of the Association, to observe and make written reports to the employee and the evaluator. The administrator principal shall prepare a summative written evaluation at least once a month, which shall be provided to the employee. Specific areas of continued deficiencies and/or improvement will be noted. During the period of probation, the employee may not be transferred from the supervision of the original evaluator. 6.7.1.4 7.7.1.4 After a minimum of sixty (60) school days, the principal will prepare a formal, summative written evaluation, hold a final probationary conference with the employee to discuss the evaluation, notify the employee of the recommended action, and forward the evaluation and recommendation to the Superintendent. 6.7.1.5 7.7.1.5 If sufficient improvement has been noted, the employee will be removed from probationary status. If nonrenewal of the contract is recommended, the employee may be removed from her/his assignment and placed into an alternative assignment for the remainder of the school year. The reassignment may not displace another employee nor may it adversely affect the probationary employee’s compensation or benefits for the remainder of the employee’s contract year. If such reassignment is not possible, the District may place the employee on paid leave for the balance of the contract term.