Common use of PROBATION PROCEDURES Clause in Contracts

PROBATION PROCEDURES. 34.1 In the event the District places a continuing employee on probation because said employee’s work is not judged satisfactory, the probation shall be implemented in accordance with RCW 28A.405.100. 34.1.1 The letter of probation required by statute shall state specific areas of deficiency based on the evaluative criteria along with a suggested specific and reasonable program for improvement, which program shall include the following elements: A. A set of expectations delineating what levels of performance would constitute acceptable performance. B. Outline for improvement which spells out courses of action and time-expectations so the employee involved can reach an acceptable level of performance. C. Plans for assistance by the observing administrator which spell out additional assistance from mentors, where applicable, to improve the employee's level of performance. D. A discussion between the evaluator and probationer about the student composition of the class and future classes, number of class preparations, and number of assigned schools (if more than one) to ensure that each probationer has the reasonable opportunity to be successful. 34.1.2 The evaluator may authorize one additional certificated employee to evaluate the probationer and to aid the employee in improving his or her areas of deficiency. The probationer and evaluator shall mutually agree on the selection of said additional certificated employee. If the probationer and evaluator cannot agree, the employee may request that one be appointed by the ESD in accordance with law. 34.1.3 During observations under these procedures and during post-observation conferences with the evaluator, the probationer may be accompanied by an Association representative, at the employee's option. 34.1.4 If a teacher with five or more years of experience is evaluated as Unsatisfactory (level 1) and placed on probation, without previously having received a support plan after a Basic rating, the District will consult with the Association regarding the appropriate length of a probationary period necessary to complete a plan for improvement. 34.1.5 At the end of the probationary period, the evaluator shall prepare and submit to the Superintendent a final probation report. In such report, the evaluator shall either recommend removal from probation, (if the employee has demonstrated improvement to the satisfaction of the evaluator in those areas specifically detailed in the initial notice of deficiency and subsequently detailed in the improvement program), recommend that the employee be continued on probation under the existing probationary program for improvement as established in 34.1.1 above, or specifically document in writing the lack of necessary improvement for recommending nonrenewal. The evaluator shall furnish the employee with a copy of this report. If continued probation is recommended, such report shall include only those criteria in which the employee's performance remains deficient. A classroom teacher who has been transitioned to the revised evaluation system must be removed from probation if he or she has demonstrated improvement that results in a new comprehensive summative evaluation performance rating of Basic (level 2) or above if he or she is a continuing contract teacher with five or fewer years of experience, or Proficient (level 3) or above if he or she is a continuing contract employee with more than five years of experience. 34.2 In the event an employee grieves the alleged misapplication, violation, misinterpretation, unfair application, or non-application of any portion of this Article, the District shall not be precluded from issuing a notice of probable cause or causes for nonrenewal, discharge, or other adverse change in contract status during the pending of such grievance. 34.3 Formal probationary provisions do not apply for provisional employees. If non-renewal is being considered for a provisional employee, the employee will be notified in writing by February 15. A plan of assistance will be developed by the supervising administrator and the employee. The Association will be consulted at the request of the employee. If non- renewal is recommended, the employee will be notified by the Superintendent by May 15.

PROBATION PROCEDURES. 34.1 29.1 In the event the District places a continuing employee on probation because said employee’s work is not judged satisfactory, the probation shall be implemented in accordance with RCW 28A.405.100. 34.1.1 29.1.1 The letter of probation required by statute shall state specific areas of deficiency based on the evaluative criteria along with a suggested specific and reasonable program for improvement, which program shall include the following elements: A. A set of expectations delineating what levels of performance would constitute acceptable performance. B. Outline for improvement which spells out courses of action and time-time- expectations so the employee involved can reach an acceptable level of performance. C. Plans for assistance by the observing administrator which spell out additional assistance from mentors, where applicable, to improve the employee's level of performance. D. A discussion between the evaluator and probationer about the student composition of the class and future classes, number of class preparations, and number of assigned schools (if more than one) to ensure that each probationer has the reasonable opportunity to be successful. 34.1.2 29.1.2 The evaluator may authorize one additional certificated employee to evaluate the probationer and to aid the employee in improving his or her their areas of deficiency. The probationer and evaluator shall mutually agree on the selection of said additional certificated employee. If the probationer and evaluator cannot agree, the employee may request that one be appointed by the ESD in accordance with law. 34.1.3 29.1.3 During observations under these procedures and during post-observation conferences with the evaluator, the probationer may be accompanied by an Association representative, at the employee's option. 34.1.4 29.1.4 If a teacher with five or more years of experience is evaluated as Unsatisfactory (level 1) and placed on probation, without previously having received a support plan after a Basic rating, the District will consult with the Association regarding the appropriate length of a probationary period necessary to complete a plan for improvement. 34.1.5 29.1.5 At the end of the probationary period, the evaluator shall prepare and submit to the Superintendent a final probation report. In such report, the evaluator shall either recommend removal from probation, (if the employee has demonstrated improvement to the satisfaction of the evaluator in those areas specifically detailed in the initial notice of deficiency and subsequently detailed in the improvement program), recommend that the employee be continued on probation under the existing probationary program for improvement as established in 34.1.1 above, or specifically document in writing the lack of necessary improvement for recommending nonrenewal. The evaluator shall furnish the employee with a copy of this report. If continued probation is recommended, such report shall include only those criteria in which the employee's performance remains deficient. A classroom teacher who has been transitioned to the revised evaluation system must be removed from probation if he or she has they have demonstrated improvement that results in a new comprehensive summative evaluation performance rating of Basic (level 2) or above if he or she is t h e y a r e a continuing contract teacher with five or fewer years of experience, or Proficient (level 3) or above if he or she is they are a continuing contract employee with more than five years of experience. 34.2 29.2 In the event an employee grieves the alleged misapplication, violation, misinterpretation, unfair application, or non-application of any portion of this Article, the District shall not be precluded from issuing a notice of probable cause or causes for nonrenewal, discharge, or other adverse change in contract status during the pending of such grievance. 34.3 29.3 Formal probationary provisions do not apply for provisional employees. If non-renewal is being considered for a provisional employee, the employee will be notified in writing by February 15. A plan of assistance will be developed by the supervising administrator and the employee. The Association will be consulted at the request of the employee. If non- renewal is recommended, the employee will be notified by the Superintendent by May 15.

PROBATION PROCEDURES. 34.1 In the event the District places a continuing employee on probation because said employee’s work is not judged satisfactory, the probation shall be implemented in accordance with RCW 28A.405.100. 34.1.1 The letter of probation required by statute shall state specific areas of deficiency based on the evaluative criteria along with a suggested specific and reasonable program for improvement, which program shall include the following elements: A. A set of expectations delineating what levels of performance would constitute acceptable performance. B. Outline for improvement which spells out courses of action and time-expectations so the employee involved can reach an acceptable level of performance. C. Plans for assistance by the observing administrator which spell out additional assistance from mentors, where applicable, to improve the employee's level of performance. D. A discussion between the evaluator and probationer about the student composition of the class and future classes, number of class preparations, and number of assigned schools (if more than one) to ensure that each probationer has the reasonable opportunity to be successful. 34.1.2 The evaluator may authorize one additional certificated employee to evaluate the probationer and to aid the employee in improving his or her areas of deficiency. The probationer and evaluator shall mutually agree on the selection of said additional certificated employee. If the probationer and evaluator cannot agree, the employee may request that one be appointed by the ESD in accordance with law. 34.1.3 During observations under these procedures and during post-observation conferences with the evaluator, the probationer may be accompanied by an Association representative, at the employee's option. 34.1.4 If a teacher with five or more years of experience is evaluated as Unsatisfactory (level 1) and placed on probation, without previously having received a support plan after a Basic rating, the District will consult with the Association regarding the appropriate length of a probationary period necessary to complete a plan for improvement. 34.1.5 At the end of the probationary period, the evaluator shall prepare and submit to the Superintendent a final probation report. In such report, the evaluator shall either recommend removal from probation, (if the employee has demonstrated improvement to the satisfaction of the evaluator in those areas specifically detailed in the initial notice of deficiency and subsequently detailed in the improvement program), recommend that the employee be continued on probation under the existing probationary program for improvement as established in 34.1.1 above, or specifically document in writing the lack of necessary improvement for recommending nonrenewal. The evaluator shall furnish the employee with a copy of this report. If continued probation is recommended, such report shall include only those criteria in which the employee's performance remains deficient. A classroom teacher who has been transitioned to the revised evaluation system must be removed from probation if he or she has demonstrated improvement that results in a new comprehensive summative evaluation performance rating of Basic (level 2) or above if he or she is a continuing contract teacher with five or fewer years of experience, or Proficient (level 3) or above if he or she is a continuing contract employee with more than five years of experience. 34.2 In the event an employee grieves the alleged misapplication, violation, misinterpretation, unfair application, or non-application of any portion of this Article, the District shall not be precluded from issuing a notice of probable cause or causes for nonrenewal, discharge, or other adverse change in contract status during the pending of such grievance. 34.3 Formal probationary provisions do not apply for provisional employees. If non-renewal is being considered for a provisional employee, the employee will be notified in writing by February 15. A plan of assistance will be developed by the supervising administrator and the employee. The Association will be consulted at the request of the employee. If non- non-renewal is recommended, the employee will be notified by the Superintendent by May 15.