Non-Provisional Employees. If a non-provisional employee receives a summative score of either Proficient or Distinguished on the most recent Comprehensive evaluation then that score will be carried forward through the employee’s Focused evaluation period. If the employee earns a higher score during the Focused evaluation period, then the higher score will stand for the year in which it was earned.
Non-Provisional Employees. For educators with five (5)+ years of experience who receive Unsatisfactory or Basic on a comprehensive evaluation, the educator continues on comprehensive evaluation the next school year.
Non-Provisional Employees. During each school year each employee subject to a long form evaluation shall be observed for the purpose of evaluation at least twice in the performance of the employee's assigned duties. Total observation time for each employee for each school year shall be not less than sixty (60) minutes.
Non-Provisional Employees. For teachers with 4+ years of experience who receive unsatisfactory or basic on a focused evaluation, the teacher returns to a comprehensive evaluation the next school year.
Non-Provisional Employees. As per RCW 28A.405.300, at any time after October 15th, any non-provisional employee whose work is judged unsatisfactory based on district evaluation criteria shall be notified in writing that they are being placed on probation. This notice shall include the specific areas of deficiency along with a reasonable program for improvement (i.e., Plan of Improvement). During the period of probation, the employee may not be transferred from the supervision of the original evaluator. Improvement of performance or probable cause for non-renewal must occur and be documented by the original evaluator before any consideration of a request for transfer or reassignment as contemplated by either the individual or the school district. A probationary period of sixty school days shall be established. The establishment of a probationary period does not adversely affect the contract status of an employee within the meaning of RCW 28A.405.300. The purpose of the probationary period is to give the employee opportunity to demonstrate improvements in his or her area of deficiency. The establishment of the probationary period and the giving of the notice to the employee of deficiency shall be by the school district Superintendent and need not be submitted to the board of directors for approval. During the probationary period the evaluator shall meet with the employee at least twice monthly to supervise and make a written evaluation of the progress, if any, made by the employee. The evaluator may designate one additional certificated evaluator to evaluate the probationer and to aid the employee in improving his or her areas of deficiency; such additional evaluator 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 probationer may be removed from probation if he or she has demonstrated improvement to the satisfaction of his or her evaluator in those areas specifically detailed in his or her improvement program (i.e., Plan of Improvement). Lack of necessary improvement during the established probationary period, as specifically documented in writing with notification to the probationer shall constitute grounds for a finding of probable cause under RCW 28A.405.300 or 28A.405.210.
Non-Provisional Employees. All non-provisional employees may be given the option of the 22 Standard Evaluation (Appendix C) or a Professional Growth Plan and Short Form Evaluation 23 (Appendix F). As per RCW 28A.405.100, non-provisional employees shall be evaluated with the 24 Standard Evaluation Form at least once every four years. 25 26 Section D - Responsibility for Evaluations/Professional Growth Plans
