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Pre-probation Sample Clauses

Pre-probation. In the event that a principal or other supervisor determines on the basis of the evaluation criteria that the performance of an employee under his/her supervision is unsatisfactory, the supervisor shall report the same in writing to the Superintendent on or before January 20. The report shall include the following: A. The evaluation report prepared pursuant to the provisions of "required evaluations". B. A recommended specific and reasonable program designed to assist the employee in improving his/her performance. The employee shall have the opportunity for an informal discussion with the Superintendent before a final determination of the problem is made.
Sample 1Sample 2Sample 3See All (5)
Pre-probation. As soon as it becomes apparent in the opinion of the principal or supervisor, and no later than January 10, that probationary status for a continuing contract employee is imminent, the principal or supervisor must hold a conference with the employee in a joint effort to resolve matters relating to the performance of the employee before a formal probationary period is instituted. The principal shall inform the employee that he/she should notify an Association representative that he/she may be placed on probationary status and may need assistance.
Sample 1Sample 2
Pre-probation. A. In the event that a principal or other evaluator determines on the basis of the evaluation criteria that the performance of an employee under his/her supervision is unsatisfactory, the supervisor shall have first provided a plan of improvement under Article IV Section 3.
Sample 1Sample 2
Pre-probation. A. In the event that an evaluator determines on the basis of the evaluation criteria that the performance of an employee under his/her supervision is unsatisfactory, the supervisor shall report the same in writing to the Superintendent on or before January 20. No employee, however, shall be recommended for probation unless and until one complete evaluation has taken place. The report shall include the following: a) The evaluation report prepared pursuant to the provisions of 4.A. above. b) A recommended specific program designed to assist the employee in improving his/her performance. c) Any written comments by the employee. B. If the Superintendent concurs with the evaluator's judgment that the performance of the employee is unsatisfactory, the Superintendent shall place the employee in a probationary status beginning on or before February 1 and ending on May 1. On or before February 1, the employee shall be given written notice of the action of the Superintendent, which notice shall contain the following information: a) Specific areas of performance deficiencies. b) A suggested specific and reasonable program for improvement. c) A statement indicating the duration of the probationary period and that the purpose of the probationary period is to give the employee the opportunity to demonstrate improvement in his/her area or areas of deficiency. d) A statement indicating areas of assistance to be provided by the District.
Sample 1
Pre-probation. A. Every employee whose work is judged unsatisfactory based on District evaluations shall be notified in writing on or before February 1 of each year stating specific areas of deficiencies along with a suggested specific and reasonable program for improvement. B. A probationary period shall be established beginning on February 1 and ending no later than May 1. The establishment of a probationary period shall not be deemed to adversely affect the contract status of an employee within the meaning of RCW 28A.405.300, as now or hereafter amended.
Sample 1
Pre-probation. A. In the event that a principal or other evaluator determines on the basis of the evaluation criteria that the performance of an employee under his/her supervision is unsatisfactory, the supervisor shall report the same in writing to the Superintendent on or before January 20. The report shall include the following: 1) The evaluation report prepared pursuant to the provisions of Section 5 A above. 2) A recommended specific program designed to assist the employee in improving his/her performance as outlined in Section 4B4. 3) Any written comments of the employee. B. If the Superintendent concurs with the evaluator's judgment that the performance of the employee is unsatisfactory, the Superintendent shall place the employee in a probationary status beginning on or before February 1 and ending on May 1. On or before February 1, the employee shall be given written notice of the action of the Superintendent, which notice shall contain the following information: 1) Specific areas of performance deficiencies. 2) A specific and reasonable program for his/her improvement that is measurable. 3) A statement indicating the duration of the probationary period and that the purpose of the probationary period is to give the employee the opportunity to demonstrate improvement in his/her area(s) of deficiency. C. In the event a formal training or class is mandated, the District will bear the burden of the cost of the training and mileage compensation to the employee.
Sample 1

Related to Pre-probation

  • Probation Employees shall be placed on probation subject to the following: 1. At any time after October 15, an employee whose work is not judged satisfactory based on district evaluation criteria shall be notified in writing by the Superintendent that the employee is being placed on probation commencing on the date identified in the notice. 2. For classroom teachers who have been transitioned to the revised evaluation system, the following comprehensive summative evaluation performance ratings mean a classroom teacher's work is “not judged satisfactory” as that term is used in subsection 1 above: Level 1 (Unsatisfactory); or Level 2 (Basic) if the classroom teacher is a continuing contract employee with more than five years of teaching experience and if the level 2 (Basic) comprehensive summative evaluation performance rating has been received for two consecutive years or for two years within a consecutive three-year time period. 3. The written notice of probation shall enumerate the specific areas of deficiency along with a reasonable program for improvement. In addition to the support and assistance of a second evaluator under paragraph 7 below, a reasonable program for improvement shall identify the satisfactory levels of performance to be achieved in the areas of deficiency and the supports or assistance offered to help the employee improve in those areas. 4. All written communications to the employee shall be served upon the employee personally or sent by certified or registered mail or by leaving a copy of the notice at the house of his/her usual abode with some person of suitable age and discretion then residing therein. 5. A probationary period shall be established beginning any time after October 15, for a minimum of sixty (60) days, and ending no later than May 1. The purpose of the probationary period is to give the employee the opportunity to demonstrate improvement in his/her areas of deficiencies. 6. During the probationary period the evaluator shall meet with the employee at least twice monthly to evaluate the progress being made on the remediation plan during the remediation process. A written evaluation of this progress will be provided in a timely fashion to the employee after each meeting.

  • Probation Period It is understood and agreed that the first ninety days of employment shall constitute a probationary period during which period the Employer may, in its absolute discretion, terminate the Employee's employment, for any reason without notice or cause.

  • Probationary Period A newly hired employee or a former employee who is rehired, except as otherwise provided herein, shall be on a probationary period for the first ninety (90) working days of his/her employment or re-employment. An employee who has been voluntarily or involuntarily transferred to another position covered by this Agreement shall be a probationary employee for the first ninety (90) working days of his/her employment in that position. An employee that has been transferred from a District position that is not covered by this Agreement shall be a probationary employee for the first ninety (90) working days of his/her employment in a position covered by this contract. The probationary employee shall accrue no seniority during the probationary period. The District shall have the right to discharge a 90 day probationary employee during the probationary period, and such employee shall not have recourse to the grievance procedure. If an employee is promoted, or is transferred to a new position within the District, that employee shall serve a period of probation of ninety (90) working days in that new position. If the employee does not successfully complete that period of probation, the employee will return to the identical job classification, at the same salary level, with the same level of seniority and the same job skills classification, which the employee had before the promotion or transfer. The employee will not necessarily be returned to the same job which the employee had before the promotion or transfer, however. A probationary employee, who voluntarily requests to be returned to the employee’s previous position will be permitted to do so only at the discretion of the Aberdeen School District. Upon the completion of the probationary period, the employee shall be added to the seniority list as of the last date of hire. The successful completion of the probationary period should not be construed as creating a contract or as guaranteeing employment for any specific duration or as establishing a just cause termination standard.

  • Cultural Competence 1. Grantee will make reasonable efforts to provide services that meet each client’s individual needs and takes into consideration the intellectual functioning, literacy, level of education and comprehension ability of each client in order to ensure that all information is presented in a way that meets each client’s individual needs. 2. Grantee will provide services in the client's primary language either directly by Grantee or by a DFPS approved translator. 3. Grantee will have a cultural competence mission statement, core values or other similar guidance that provides how the Grantee will effectively provide these services to clients of various cultures, races, ethnic backgrounds and religions in a manner that recognizes and affirms the client’s worth, protects and preserves the client’s dignity and ensures equity of service delivery.

Most Referenced Clauses

Most Referenced Definitions