Common use of Probation of Continuing Employees Clause in Contracts

Probation of Continuing Employees. Employees must be evaluated prior to January 15 before being placed on probation. The principal or designee shall inform the superintendent of unsatisfactory performance on or before January 15 with the report including the written evaluation and the proposed remediation plan. If the superintendent agrees that the performance is unsatisfactory, the employee shall be notified in writing on or before February 1 that such employee has been placed on probation. The probationary period shall be for a period of sixty (60) school days and shall end on or before May 1. Days may be added if deemed necessary to complete a program for improvement and evaluate the probationer’s performance, as long as the probationary period is concluded before May 15th of the same school year. For classroom teachers on the new evaluation system, “unsatisfactory” shall mean a summative evaluation score of One (Unsatisfactory) for all teachers, and a summative evaluation score of Two (Basic) for classroom teachers on a continuing contract with more than five years of teaching experience, if the score has been received two years in a row or two years within a consecutive three year period. A. regarding their probationary status. The written notice shall report: (1) specific performance deficiencies; (2) suggested specific reasonable program for improvement; (3) notice of the duration of the probationary period; (4) statement that the purpose of the probationary period is to provide the employee opportunity to improve the listed deficiencies. When the probation letter is issued to the employee, the principal or designee shall meet with the employee to review deficiencies and required remedial measures. The principal or designee may designate a second District administrator to evaluate the employee and to assist with remediation. Should the evaluator not authorize such additional evaluator, the probationer may request that an additional certificated employee evaluator become part of the probationary process, and this request must be implemented by including an additional experienced evaluator assigned by the ESD and selected from a list of evaluation specialists compiled by the ESD. The principal or other administrator 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, in the areas of performance deficiency identified in the notice of probation.

Probation of Continuing Employees. Employees must be evaluated prior to January 15 before being placed on probation. The principal or designee shall inform the superintendent Superintendent of unsatisfactory performance on or before January 15 with the report including the written evaluation and the proposed remediation plan. If the superintendent Superintendent agrees that the performance is unsatisfactory, the employee shall be notified in writing on or before February 1 that such employee has been placed on probation. The probationary period shall be for a period of sixty (60) school days and shall end on or before May 1. Days may be added if deemed necessary to complete a program for improvement and evaluate the probationer’s performance, as long as the probationary period is concluded before May 15th of the same school year. For classroom teachers on the new evaluation system, “unsatisfactory” shall mean a summative evaluation score of One (Unsatisfactory) for all teachers, and a summative evaluation score of Two (Basic) for classroom teachers on a continuing contract with more than five years of teaching experience, if the score has been received two years in a row or two years within a consecutive three year period. A. regarding their probationary status. The written notice shall report: (1) specific performance deficiencies; (2) suggested specific reasonable program for improvement; (3) notice of the duration of the probationary period; (4) statement that the purpose of the probationary period is to provide the employee opportunity to improve the listed deficiencies. When the probation letter is issued to the employee, the principal or designee shall meet with the employee to review deficiencies and required remedial measures. The principal or designee may designate a second District administrator to evaluate the employee and to assist with remediation. Should the evaluator not authorize such additional evaluator, the probationer may request that an additional certificated employee evaluator become part of the probationary process, and this request must be implemented by including an additional experienced evaluator assigned by the ESD and selected from a list of evaluation specialists compiled by the ESD. The principal or other administrator 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, in the areas of performance deficiency identified in the notice of probation.