Personnel Action a. The evaluation procedure contained in this agreement shall not be used in any decision concerning the retention, promotion, removal, reduction, or recall of any teacher until two evaluation cycles have been completed and include two consecutive years of SGM data, beginning in the school year 2014-2015. Any provisions set forth by law, ORC, or ODE mandates will be implemented. Regarding promotion and retention of teachers, the highest three ratings a teacher can receive shall be deemed comparable evaluations.
Personnel Action. 1. In the event that significant performance deficiencies are identified and warrant intervention, the teacher and evaluator will develop a strategic plan for addressing such deficiencies. The plan could include but is not limited to the following:
a. Reciprocal observations and collaboration with a teacher identified as high performing in the deficient area.
b. On-site focused professional development with the Curriculum Director.
c. Off-site focused professional development when deemed relevant by the Curriculum Director.
Personnel Action a) Each new employee shall serve a probationary period of nineteen (19) complete pay periods unless otherwise indicated in this agreement. An incomplete pay period served on initial appointment shall not be counted. Upon successful completion of such probationary period, the employee shall be deemed a permanent employee. A leave of absence without pay shall not be credited toward completion of the employee's probationary period. The parties agree that probationary employees shall have all rights in this Agreement, unless otherwise specified, including full and complete access to the grievance procedure. Consistent with County Charter Section 704(e), probationary employees may not grieve suspensions, demotions, or dismissals.
b) Although probationary employees may not appeal or grieve suspensions, demotions or dismissals, they shall have the right to request and receive Department administrative review of disciplinary action taken during probation. Such review must be requested in writing within ten (10) days of the disciplinary action or it is waived. The Department head, or his/her designated representative, shall hear and make a decision in writing.
c) An employee serving a new probation in the classified service, who transferred from the same classification in the unclassified service and had grievance rights pursuant to Article14, shall retain those rights while serving in the new probation period in the classified service.
d) An employee with permanent status, who is serving a subsequent probationary period (13 complete pay periods), and who is released during the probationary period, shall retain the right to appeal such release to the Personnel Board and the right to return to his/her former class in accordance with Section 4.13. An incomplete pay period served on subsequent appointment shall not be counted
Personnel Action. 41.1 The Purpose of this article is to provide a corrective and remedial sequence of steps as a means of disciplining certificated employees if the need arises. Under the provisions of this article, the unit member shall not be disciplined without just cause.
41.2 The District may discipline a unit member only for just cause. Discipline shall include warnings, reprimands and unpaid suspensions for up to nine (9) days.
41.3 The following progressive discipline procedures will be applied, except where the serious nature of the offense allows the District to bypass a prior disciplinary step or steps. Serious offenses include, but are not limited to, cases involving gross misconduct, or conduct that constitutes a hazard to other persons. Whether or not the serious nature of the offense allows bypassing progressive discipline steps may be submitted to arbitration under Article 9 of the collective bargaining agreement.
41.1.1 Subject to the exceptions noted above in the first paragraph of this section, the employer shall first issue a verbal warning.
41.1.2 If the verbal warning is not effective, the employer will issue a written warning.
41.1.3 Written reprimands will be imposed if the unit member has received a verbal warning and a written warning about similar actions within the last 24 months. (However, reprimands may not be based on warnings related to conduct occurring more than 12 months prior to ratification of the 2004-2007 collective bargaining agreement by the Board of Trustees.) The unit member will sign the reprimand to acknowledge receipt and a copy will be placed in the unit member’s personnel file.
41.1.4 Except in cases involving serious offenses as defined above in the first paragraph of this section, suspension without pay will not be imposed unless the unit member has received a written reprimand about similar actions within the last 24 months. (However, suspensions may not be based on warnings or reprimands relating to conduct occurring more than 12 months prior to ratification of the 2004-2007 collective bargaining agreement by the Board of Trustees.) A bargaining unit member may be given an unpaid disciplinary suspension of up to nine (9) days. The length of a suspension will relate to the severity of the action.
41.1.5 The following process shall be followed in imposing unpaid disciplinary suspensions:
41.1.1.1 Prior to the imposition of a suspension under this Article, the bargaining unit member shall be given written notice of the propo...
Personnel Action. A. The evaluation procedure contained in this agreement shall not be used in any decision concerning the retention, promotion, removal, reduction, or recall of any teacher until three evaluation cycles have been completed and include three consecutive years of SGM data for teachers who have been employed for at least three (3) years in the district.
B. The first year (2014-2015) of collected data for the evaluation procedure shall be solely derived from the teacher performance evaluation. Beginning the second year (2015-2016) and every year thereafter, the evaluation shall be a combination of the SGM from the previous year and the teacher performance evaluation from the current year. Under these provisions, every teacher shall go through a teacher performance evaluation cycle during the 2014-2015 and 2015-2016 school years. An evaluation cycle is complete when all teachers have been provided with a written report of the results of the evaluation.
C. No individual shall be disciplined, reprimanded, or suspended, without just cause. Terminations shall follow the provisions of 3319.16 of the Ohio Revised Code. Non-renewals shall follow the provision in paragraph D below and in the case of a teacher with more than three years in the district, 3319.11 of the Ohio Revised Code shall apply and an appeal under 3319.11 ORC does not include the evaluation provisions in 3319.111ORC.
D. Supplemental contracts, substitute teachers, other casual employees and teachers who have not been renewed for the third year shall not be afforded the provisions of Article 28 or 3319.11
Personnel Action. Student Growth Measures shall not be used solely in any decision concerning the retention, non-renewal, removal, reduction, or recall of any teacher until two (2) evaluation cycles have been completed and include at least two (2) consecutive years of student growth data.
Personnel Action. Any action taken with reference to appointment, compensation, promotion, transfer, layoff, dismissal, or other action affecting the status of employment.
Personnel Action. 1. The evaluation procedure contained in this agreement shall not be used in any decision concerning the retention, promotion, removal, reduction, or recall of any teacher until six (6) evaluation cycles have been completed and include three (3) consecutive years of comparable data.
2. Until three (3) years of comparable data have been collected and five final summative evaluations have been completed, all decisions concerning the retention, promotion, removal, reduction or recall of any teacher shall continue to be governed by the terms set forth in this agreement.
3. For the year prior (2013-14 school year) to the completion of the first final summative evaluation, the district shall assign a level of Skilled for all teachers for the purposes of reporting.
4. The Evaluation procedure shall not be used for any decision concerning the assignment, re-assignment, or transfer of any teacher.
5. Until three (3) years of comparable data have been collected, student growth data will not be considered in non-renewal decisions.
Personnel Action. The first evaluation cycle shall be completed by the first (1st) day of May. An evaluation cycle shall not be considered completed until all bargaining unit members have been provided with a written report of the results of the evaluation.
Personnel Action a. The evaluation procedure contained in this agreement shall not be used in any decision concerning the retention, promotion, removal, reduction, or recall of any teacher until two evaluation cycles have been completed and include two consecutive years of SGM data, beginning in the school year 2015-2016. Any provisions set forth by law, ORC, or ODE mandates will be implemented. Regarding promotion and retention of teachers, the highest three ratings a teacher can receive shall be deemed comparable evaluations
1. Evaluation Summary and Timeline When does Evaluation of Teachers Occur? Each Year Every Other Year for Teachers with an Accomplished Rating How is Evidence Collected? 2 Formal Announced Observations 1st Observation: By January 15 2nd Observation: By April 1 Formal Observations require notification at least 5 days prior Formal Observations require Post Conferences at least 5 days after For teachers on a limited contract there may be 3 observations Informal Unannounced Observations and Walkthroughs (3-5 minutes) Student Growth Measure Rating (Value Added Scores or SLOs) Student Learning Objective (if applicable) First Draft Due Date September 30 Student Learning Objective Resubmission Due Date November 15 Student Learning Objective Scores Due Date April 25 Evaluation Completed May 1 Written Copy of Evaluation to Teacher May 10
2. Self-Assessment Summary Tool Name Date Directions: Teachers should record evidence to indicate strengths and areas for growth for each standard. Then, look across all of the standards holistically and identify two priorities for the upcoming year. Note these two priorities with check marks in the far-right column. Standard 1: Students • Knowledge of how students learn and of student development • Understanding of what students know and are able to do • High expectations for all students • Respect for all students • Identification, instruction and intervention for special populations Standard 2: Content • Knowledge of content • Use of content- specific instructional strategies to teach concepts and skills • Knowledge of school and district curriculum priorities and Ohio academic content standards • Relationship of knowledge within the discipline to other content areas • Connection of content to life experiences and career opportunities Standard 3: Assessment • Knowledge of assessment types • Use of varied diagnostic, formative and summative assessments • Analysis of data to monitor student progress and to plan, differentiate...
