PERFORMANCE PROBATION. On occasion, evaluation of an individual teacher's performance will reveal problems of a nature which suggests deficiencies which are below average in the teaching performance of a teacher, but these problems may not be of such a degree to indicate a critical need for termination of employment. Rather, it may be decided that the interest of the teacher and the district can better be served through an intensive assistance program by the Administration and other professional employees. As a result of conclusions drawn from the evaluation of a teacher's performance, a teacher may be placed on probation. Placement on probationary status shall be an administrative decision. It is emphasized that probation, while a disciplinary action, may be only formal recognition of a situation which indicates a need for more intensive supervision and assistance in certain performance areas where the teacher is experiencing serious difficulty and remediation is appropriate. In such case, the teacher may be placed on probation until such time as the problems experienced by the teacher are reduced to an acceptable level or eliminated or until it is determined that the interests of teacher and the school system can be best served by asking the teacher to resign or by formally terminating and/or non-renewing the teacher's contract. No teacher shall be placed on probation prior to the end of the second supervisory appraisal or prior to the end of his/her first semester of teaching, whichever occurs first. Probation shall commence only after the building principal sets forth the reasons and conditions of the probation in writing and provides such document to the teacher.
PERFORMANCE PROBATION. Performance Probation is a period during which an employee must show improvement in job performance or dismissal from employment at Transition Projects will result. (Please note that "performance probation" differs from and is entirely separate from the "trial period" which every new employee undergoes.) This probationary period may not exceed three months. When a Supervisor places an employee "on performance probation", there must be a written notice describing the cause for the probationary status, an objective means of determining the necessary improvement in the employee’s behavior, and a deadline for making such improvements. The written notice will be formal notification to the employee of pending dismissal from employment at Transition Projects. The written notice must be signed by the employee and supervisor to acknowledge receipt of the written notice. A copy will be given to the Union. If the conditions of performance probation are satisfactorily met, this will be documented in writing and given to the employee and the Union, as well as placed in the employee’s personnel file.
PERFORMANCE PROBATION. Performance probation is a period of time during which a bargaining unit member must show improvement in job performance. Inability to show improvement in job performance could result in discipline or separation of employment. This is a more extreme measure of discipline than a written warning and is not the same as an initial new employee trial period or promotional trial period. Performance probation may not exceed ninety (90) calendar days. When an agency leadership member places a bargaining unit member on performance probation, there must be a written notice describing the cause for the probationary status, an objective and measurable means of determining the necessary improvement in the bargaining unit member’s behavior or performance, and a deadline for making such improvements. The written notice of performance probation will be a formal notification to the bargaining unit member of pending separation from employment at Transition Projects should behavior not change or performance improve. The written notice of the performance probation shall be signed by the bargaining unit member and agency leadership member to acknowledge that all parties have received and reviewed the written notice of the performance probation. A copy of the written notice for performance probation will be emailed to the Authorized AFSCME Council Representative and will be provided to the Union Xxxxxxx that attends the disciplinary meeting. If the conditions of performance probation are satisfactorily met within the performance probationary period, the improvement will be documented in writing and given to the bargaining unit member and the Authorized AFSCME Council Representative, as well as placed in the bargaining unit member’s personnel file.
PERFORMANCE PROBATION. Performance probation is a period during which an employee must show improvement in job performance or it could result in discipline or separation of employment This is a more extreme measure of discipline than a written warning, and not the same as an initial new employee trial period or promotional trial period. Performance probation may not exceed ninety (90) calendar days. When a manager places an employee on performance probation, there must be a written notice describing the cause for the probationary status, an objective and measurable means of determining the necessary improvement in the employee’s behavior, and a deadline for making such improvements. The written notice of a performance probation will be formal notification to the employee of pending separation from employment at Transition Projects should behavior not change or performance improve. The written notice of the performance probation shall be signed by the employee and the manager and supervisor to acknowledge that all parties have received and reviewed the written notice of the performance probation. A copy of the written notice for performance probation will be emailed to the Council Representative and will be handed to the union xxxxxxx that attends the disciplinary meeting. If the conditions of performance probation are satisfactorily met within the performance probationary period, the improvement will be documented in writing and given to the employee and the Union, as well as placed in the employee’s personnel file.
