Common use of Probation Clause in Contracts

Probation. At any time after October 15, a classroom teacher whose work is judged not satisfactory based on the scoring criteria shall be placed on probation and notified in writing of the specific areas of deficiencies and provided a written reasonable plan of improvement. A. A classroom teacher’s work is not judged satisfactory, and therefore shall be placed on probation, when the overall comprehensive score is 1 – Unsatisfactory. A continuing contract teacher under RCW 28A.405.210 with more than five (5) years of teaching experience whose comprehensive summative evaluation score is 2 – Basic for two (2) consecutive years or for two (2) years within a consecutive three (3) year time period shall also be placed on probation. B. Teachers may only be placed on probation from the Comprehensive evaluation system described above. C. Teachers on continuing contracts who have been assigned to teach outside of their endorsements shall not be subject to nonrenewal or probation based on evaluations of their teaching effectiveness in the out-of-endorsement assignments. D. In the event that an evaluator determines that the performance of a teacher under his/her supervision merits probation, the evaluator shall report the same in writing to the Superintendent. The report shall include the following: 1. The evaluation report prepared pursuant to the provisions of Section 6 above, and, 2. A recommended specific and reasonable program designed to assist the teacher in improving his or her performance. E. If the Superintendent concurs with the administrator’s judgment that the performance of the employee is unsatisfactory, the Superintendent shall place the teacher in a probationary status for a period of not less than sixty (60) school days, any time after October 15. The probationary period may be extended into the following school year if the teacher has more than five (5) years of teaching experience and the final summative rating as of May 15th is 1 – Unsatisfactory. Before being placed on probation, the Association and the teacher shall be given notice of action of the Superintendent which notice shall contain the following information: 1. Specific areas of performance deficiencies identified from the instructional framework; 2. A suggested specific and reasonable program for improvement; 3. A statement indicating the duration of the probationary period and that the purpose of the probationary period is to give the teacher the opportunity to demonstrate improvement in his/her area or areas of deficiency. F. A plan of improvement will be developed and will include the specific evaluative criteria, which must be met, and the measures and benchmarks, which will be used to determine the teacher’s success or failure. The plan will include a system for periodic feedback during the term of probation will include supports provided and funded by the district, and the dates those supports will be put in place.

Probation. At any time after October 15, a classroom teacher whose work is judged not satisfactory based on the scoring criteria shall be placed on probation and notified in writing of the specific areas of deficiencies and provided a written reasonable plan of improvement. A. 1. A classroom teacher’s work is not judged satisfactory, and therefore shall be placed on probation, when the overall comprehensive score is 1 – UnsatisfactoryUnsatisfactory - 1. A continuing contract teacher under RCW 28A.405.210 with more than five (5) years of teaching experience whose comprehensive summative evaluation score is 2 – Basic below Proficient - 3 for two (2) consecutive years or for two (2) years within a consecutive three (3) year time period shall also be placed on probation. B. 2. Teachers may only be placed on probation from the Comprehensive evaluation system Evaluation Process described in Section 3.3 B 1.12 above. C. 3. Teachers on continuing contracts who have been assigned to teach outside of their endorsements shall not be subject to nonrenewal or probation based on evaluations of their teaching effectiveness in the out-of-endorsement assignmentsassignments in accordance with WAC- 000-00-000. D. 4. In the event that an evaluator determines that the performance of a teacher under his/her supervision merits probation, the evaluator shall report the same in writing to the Superintendent. The report shall include the following: 1. A. The evaluation report prepared pursuant to the provisions of Article IV Section 6 above3, and, 2. B. A recommended specific and reasonable program designed to assist the teacher in improving his or her performance. E. 5. If the Superintendent concurs with the administrator’s judgment that the performance of the employee is unsatisfactory, the Superintendent shall place the teacher in a probationary status for a period of not less than sixty (60) school days, any time after October 15. The probationary period may be extended into the following school year if the teacher has more than five (5) years of teaching experience and the final summative rating as of May 15th is 1 – UnsatisfactoryUnsatisfactory -1. Before being placed on probation, the Association and the teacher shall be given notice of action of the Superintendent which notice shall contain the following information: 1. A. Specific areas of performance deficiencies identified from the instructional framework; 2. B. A suggested specific and reasonable program plan for improvement; 3. C. A statement indicating the duration of the probationary period and that the purpose of the probationary period is to give the teacher the opportunity to demonstrate improvement in his/her area or areas of deficiency. F. 6. A reasonable plan of improvement will be developed and will include the specific evaluative criteria, criteria which must be met, met and the measures and benchmarks, benchmarks which will be used to determine the teacher’s success or failure. The plan will include a system for periodic feedback during the term of probation will include supports provided and funded by the district, and the dates those supports will be put in place. Any of these support activities shall be compensated at the employee’s per diem rate of pay for any time that occurs outside the normal work day /year.

Probation. 8.15.1 At any time after October 1515th, a classroom teacher whose work is judged not satisfactory based on the district scoring criteria for the comprehensive evaluation, shall be placed on probation and notified in writing of the specific areas of deficiencies and provided along with a written reasonable plan of program for improvement. A. A 8.15.2 During the period of probation, the employee may not be transferred from the supervision of the original evaluator. 8.15.3 The establishment of a probationary period does not adversely affect the contract status of an employee within the meaning of RCW 28A.405.300 8.15.4 Improvement of performance or probable cause for nonrenewal must occur and be documented by the original evaluator before any consideration of a request for transfer or reassignment as contemplated by either the individual or the school district. • The following comprehensive summative evaluation performance ratings based on the evaluation criteria in Section 4—State Criteria, subsection D, a classroom teacher’s 's work is not judged satisfactory, and therefore shall be placed on probation, when : 1. 1. Level 1; or 2. 2. Level 2 if the overall comprehensive score classroom teacher is 1 – Unsatisfactory. A a continuing contract teacher employee under RCW 28A.405.210 with more than five (5) years of teaching experience whose and if the level 2 comprehensive summative evaluation score is 2 – Basic performance rating has been received for two (2) consecutive years or for two (2) years within a consecutive three (3) three-year time period shall also be placed on probation. B. Teachers may only be placed on probation from the Comprehensive evaluation system described above. C. Teachers on continuing contracts who have been assigned to teach outside of their endorsements shall not be subject to nonrenewal or probation based on evaluations of their teaching effectiveness in the out-of-endorsement assignments. D. period. • In the event that an evaluator determines on the basis of the evaluation criteria, that the performance of a teacher under his/her supervision merits probation, the evaluator shall report the same in writing to the Superintendent. The report shall include the following: 1. The evaluation report prepared pursuant to the provisions of Section 6 above, 8.6—Comprehensive Evaluation above and,; 2. A recommended specific and reasonable program designed to assist the teacher in improving his or her performance. E. 8.15.5 If the Superintendent concurs with the administrator’s judgment that the performance of the employee is unsatisfactory, the Superintendent shall place the teacher in a probationary status for a period of not less than sixty (60) school days, any time after October 15. The probationary period may be extended into the following school year if the teacher has more than five (5) years of teaching experience and the final summative rating as of May 15th is 1 – Unsatisfactorystatus. Before being placed on probation, the Association and the teacher shall be given notice of action by the Superintendent. During the period of probation, the employee may not be transferred from the supervision of the Superintendent which original evaluator. Improvement of performance or probable cause for nonrenewal must occur and be documented by the original evaluator before any consideration of a request for transfer or reassignment as contemplated by either the individual or the school district. A probationary period of sixty school days shall be established. 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. The probationary period may be extended into the following school year if the probationer has five or more years of teaching experience and has a comprehensive summative evaluation performance rating as of May 15th of less than level 2. The establishment of a probationary period does not adversely affect the contract status of an employee within the meaning of RCW 28A.405.300. The purpose of the probationary period is to give the employee opportunity to demonstrate improvements in his or her areas of deficiency. The establishment of the probationary period and the giving of the notice to the employee of deficiency shall be by the school district superintendent and need not be submitted to the board of directors for approval. The notice of action shall contain the following information: 1. Specific areas of performance deficiencies identified from the instructional framework; 2. A suggested specific and reasonable program for improvement; 3. A statement indicating the duration of the probationary period and that the purpose of the probationary period is to give the teacher the opportunity to demonstrate improvement in his/her area or areas of deficiency.period F. 8.15.6 A plan of improvement will be developed and will include the specific evaluative criteria, criteria which must be met, and the measures and benchmarks, benchmarks which will be used to determine the teacher’s success or failure. The plan will include a system for periodic feedback during the term of probation and will include supports support, listed in Section 8.8— Support for Basic and Unsatisfactory, provided and funded by the district, and the dates that those supports will be put in place. 8.15.7 Evaluation During the Probationary Period 8.15.8 At or about the time of delivery of a probationary letter, the evaluator shall hold a personal conference with the probationary teacher to discuss performance deficiencies and the remedial measures to be taken 8.15.9 Once the areas of deficiency and criteria for improvement have been determined, they may not be changed without evidence and notification to Association 8.15.10 During the probationary period, the evaluator shall meet with the probationary teacher at least twice a month to supervise and make a written evaluation of the progress, if any, made by the teacher. The provisions of Section 8.6—Comprehensive Evaluation, above shall apply to the documentation of Observation reports during the probationary period 8.15.11 The probationary teacher may be removed from probation at any time if he/she has demonstrated improvement to the satisfaction of the evaluator in those areas specifically detailed in his/her notice of probation 8.15.12 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. 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 educational service district in which the school district is located and selected from a list of evaluation specialists compiled by the educational service district. Such additional certificated employee shall be immune from any civil liability that might otherwise be incurred or imposed with regard to the good faith performance of such evaluation. 8.15.13 If a procedural error occurs in the implementation of a program for improvement, the error does not invalidate the probationer’s plan for improvement or evaluation activities unless the error materially affects the effectiveness of the plan or the ability to evaluate the probationer’s performance. • A classroom teacher must be removed from probation if he or she has demonstrated improvement that results in a new comprehensive summative evaluation performance rating of: 1. Level 2 or above for a provisional employee or a continuing contract employee with five or fewer years of experience; or 2. Level 3 or above for a continuing contract employee with more than five years of experience. 8.15.14 Lack of necessary improvement during the established probationary period, as specifically documented in writing with notification to the probationer constitutes grounds for a finding of probable cause under RCW 28A.405.300 or 28A.405.210

Probation. At any time after October 15, a non-provisional classroom teacher whose work is judged not satisfactory based on the scoring criteria shall be placed on probation and notified in writing of the specific areas of deficiencies and provided a written reasonable plan of improvement. A. A The following comprehensive summative evaluation performance ratings mean a classroom teacher’s work is judged not judged satisfactory, and therefore shall be placed on probation, when the overall comprehensive score is : 1. Level 1 – Unsatisfactory; or 2. A Level 2 – Basic if the teacher is a continuing contract teacher employee under RCW 28A.405.210 with more than five (5) years of teaching experience whose and if the Level 2 comprehensive summative evaluation score is 2 – Basic performance rating has been received for two (2) consecutive years or for two (2) years within a consecutive three (3) year time period shall also be placed on probationperiod. B. Teachers may only be placed on probation from the Comprehensive evaluation system described above. C. Teachers on continuing contracts who have been assigned to teach outside of their endorsements shall not be subject to nonrenewal or probation based on evaluations of their teaching effectiveness in the out-of-endorsement assignmentsassignments in accordance with WAC 000-00-000. D. C. In the event that an evaluator determines that the performance of a teacher under his/her supervision merits probation, the evaluator shall report the same in writing to the Superintendent. The report shall include the following: 1. The evaluation report prepared pursuant to the provisions of Article IV Section 6 4.4.G above, and, 2. A recommended specific and reasonable program designed to assist the teacher in improving his or her performance. E. If the Superintendent concurs with the administrator’s judgment that the performance of the employee is unsatisfactory, the D. The Superintendent shall place the teacher in a probationary status for a period of not less than sixty (60) school days, any time after October 15. The probationary period may be extended into the following school year if the teacher has more than five (5) years of teaching experience and the final summative rating as of May 15th is 1 – UnsatisfactoryUnsatisfactory -1. Before being placed on probationAt this time, the Association and the teacher shall be given notice of action of the Superintendent which notice shall contain the following information: 1. Specific areas of performance deficiencies identified from the instructional framework; 2. A suggested specific and reasonable program plan for improvement;, including a statement indicating areas of assistance and resources to be provided to the employee by the District. 3. A statement indicating the duration of the probationary period and that the purpose of the probationary period is to give the teacher the opportunity to demonstrate improvement in his/her area or areas of deficiency. F. A E. The plan of for improvement will be developed and will include the specific evaluative criteria, criteria which must be met, met and the measures and benchmarks, which will be used to determine the teacher’s success or failure. The plan will include a system for periodic feedback during the term of probation will include supports provided probation. F. Evaluation During the Probationary Period 1. At or about the time of the delivery of a probationary letter, the evaluator shall hold a personal conference with the probationary teacher to discuss performance deficiencies and funded the remedial measures to be taken. 2. Once the areas of deficiency and criteria for improvement have been determined, they may not be changed. 3. During the probationary period the evaluator shall meet with the probationary teacher at least twice a month to supervise and make a written evaluation of the progress, if any, made by the districtteacher. The Observation Form (Appendix A-2) shall be used to document these meetings/observation. 4. The evaluator may authorize one additional certificated administrator to evaluate the teacher and to aid the teacher in improving his or her areas of deficiency. Should the evaluator not authorize such additional evaluator, the teacher may request that an additional certificated evaluator become part of the probationary process, and this request must be implemented by including an experienced additional evaluator assigned by ESD105 and jointly selected by the dates District and the Association from a list of evaluation specialists compiled by ESD105. Any such request for an additional evaluator shall be made by the teacher in writing on or before the 5th day of the probationary period. G. A teacher who is on a plan of improvement must be removed from probation if he/she has demonstrated improvement to the satisfaction of the evaluator in those supports areas specifically detailed in his or her initial notice of deficiency. A teacher must be removed from probation if a teacher with five (5) or fewer years of experience scores at Basic (2) or above or a teacher of more than five (5) years of experience scores at Proficient (3) or above. A written notice will be put in placeprovided to the teacher at the time this decision is made.

Probation. At any time after October 15, a classroom teacher whose work is judged not satisfactory based on the scoring criteria shall be placed on probation and notified in writing of the specific areas of deficiencies and provided a written reasonable plan of improvement. A. a. A classroom teacher’s work is not judged satisfactory, and therefore shall be placed on probation, when the overall comprehensive score is 1 – Unsatisfactory. A continuing contract teacher under RCW 28A.405.210 with more than five (5) years of teaching experience whose comprehensive summative comprehensive. b. Summative evaluation score is 2 – Basic for two (2) consecutive years or for two (2) years within a consecutive three (3) year time period shall also be placed on probation. B. c. Teachers may only be placed on probation from the Comprehensive Comprehension evaluation system described above.system C. d. Teachers on continuing contracts who have been assigned to teach outside of their endorsements shall not be subject to nonrenewal or probation based on evaluations of their teaching effectiveness in the out-of-endorsement assignments. D. e. In the event that an evaluator determines that the performance of a teacher under his/her supervision merits probation, the evaluator shall report the same in writing to the Superintendent. The report shall include the following: 1. i. The evaluation report prepared pursuant to the provisions of Section 6 above, and, 2ii. A recommended specific and reasonable program designed to assist the teacher in improving his or her performance. E. f. If the Superintendent concurs with the administrator’s judgment that the performance of the employee is unsatisfactorynot satisfactory, the Superintendent shall place the teacher in a probationary status for a period of not less than sixty (60) school days, any time after October 15. The probationary period may be extended into the following school year if the teacher has more than five (5) years of teaching experience and the final summative rating as of May 15th is 1 – Unsatisfactory. Before being placed on probation, the Association and the teacher shall be given notice of action of the Superintendent which notice shall contain the following information: 1. i. Specific areas of performance deficiencies identified from the instructional framework; 2ii. A suggested specific and reasonable program for improvement; 3iii. A statement indicating the duration of the probationary period and that the purpose of the probationary period is to give the teacher the opportunity to demonstrate improvement in his/her area or areas of deficiency. F. g. A plan of improvement will be developed and will include the specific evaluative criteria, criteria which must be met, and the measures and benchmarks, benchmarks which will be used to determine the teacher’s success or failure. The plan will include a system for periodic feedback during the term of probation will include supports provided and funded by the district, and the dates those supports will be put in place.

Probation. At any time after October 15, a classroom teacher whose work is judged not satisfactory based on the scoring criteria shall be placed on probation and notified in writing of the specific areas of deficiencies and provided a written reasonable plan of improvement. A. 1. A classroom teacher’s work is not judged satisfactory, and therefore shall be placed on probation, probation when the overall comprehensive score is 1 – UnsatisfactoryUnsatisfactory - 1. A continuing contract teacher under RCW 28A.405.210 with more than five (5) years of teaching experience whose comprehensive summative evaluation score is 2 – Basic below Proficient - 3 for two (2) consecutive years or for two (2) years within a consecutive three (3) year time period shall also be placed on probation. B. 2. Teachers may only be placed on probation from the Comprehensive evaluation system Evaluation Process described in Section 3.3 B 1.12 above. C. 3. Teachers on continuing contracts who have been assigned to teach outside of their endorsements shall not be subject to nonrenewal or probation based on evaluations of their teaching effectiveness in the out-of-endorsement assignmentsassignments in accordance with WAC-181-82-110. D. 4. In the event that an evaluator determines that the performance of a teacher under his/her supervision merits probation, the evaluator shall report the same in writing to the Superintendent. The report shall include the following: 1. A. The evaluation report prepared pursuant to the provisions of Article IV Section 6 above3, and, 2. B. A recommended specific and reasonable program designed to assist the teacher in improving his or her performance. E. 5. If the Superintendent concurs with the administrator’s judgment that the performance of the employee is unsatisfactory, the Superintendent shall place the teacher in a probationary status for a period of not less than sixty (60) school days, any time after October 15. The probationary period may be extended into the following school year if the teacher has more than five (5) years of teaching experience and the final summative rating as of May 15th is 1 – UnsatisfactoryUnsatisfactory -1. Before being placed on probation, the Association and the teacher shall be given notice of action of the Superintendent which notice shall contain the following information: 1. A. Specific areas of performance deficiencies identified from the instructional framework; 2. B. A suggested specific and reasonable program plan for improvement; 3. C. A statement indicating the duration of the probationary period and that the purpose of the probationary period is to give the teacher the opportunity to demonstrate improvement in his/her area or areas of deficiency. F. 6. A reasonable plan of improvement will be developed and will include the specific evaluative criteria, criteria which must be met, met and the measures and benchmarks, benchmarks which will be used to determine the teacher’s success or failure. The plan will include a system for periodic feedback during the term of probation will include as well as supports provided and funded by the district, and the dates those supports will be put in place. Any of these support activities shall be compensated at the employee’s per diem rate of pay for any time that occurs outsidethe normal workday/year.

Probation. Employees shall be placed on probation subject to the following: A. At any time after October 15th, 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. B. For classroom teachers who have been transitioned to the revised evaluation system in Section 3 above, the following comprehensive summative evaluation performance ratings mean a classroom teacher's work is “not judged satisfactory” as that term is used in A above: (i) Level 1 (Unsatisfactory); or (ii) 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. C. 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 G 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. D. 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 their usual abode with some person of suitable age and discretion then residing therein. E. A probationary period shall be established beginning any time after October 15, a classroom teacher whose work is judged not satisfactory based on the scoring criteria shall be placed on probation and notified in writing of the specific areas of deficiencies and provided a written reasonable plan of improvement. A. A classroom teacher’s work is not judged satisfactory, and therefore shall be placed on probation, when the overall comprehensive score is 1 – Unsatisfactory. A continuing contract teacher under RCW 28A.405.210 with more than five (5) years of teaching experience whose comprehensive summative evaluation score is 2 – Basic for two (2) consecutive years or for two (2) years within a consecutive three (3) year time period shall also be placed on probation. B. Teachers may only be placed on probation from the Comprehensive evaluation system described above. C. Teachers on continuing contracts who have been assigned to teach outside of their endorsements shall not be subject to nonrenewal or probation based on evaluations of their teaching effectiveness in the out-of-endorsement assignments. D. In the event that an evaluator determines that the performance of a teacher under his/her supervision merits probation, the evaluator shall report the same in writing to the Superintendent. The report shall include the following: 1. The evaluation report prepared pursuant to the provisions of Section 6 above, and, 2. A recommended specific and reasonable program designed to assist the teacher in improving his or her performance. E. If the Superintendent concurs with the administrator’s judgment that the performance of the employee is unsatisfactory, the Superintendent shall place the teacher in a probationary status for a period minimum of not less than sixty (60) school days, any time after October 15and ending no later than May 1. The probationary period may be extended into the following school year if the teacher has more than five (5) years of teaching experience and the final summative rating as of May 15th is 1 – Unsatisfactory. Before being placed on probation, the Association and the teacher shall be given notice of action of the Superintendent which notice shall contain the following information: 1. Specific areas of performance deficiencies identified from the instructional framework; 2. A suggested specific and reasonable program for improvement; 3. A statement indicating the duration of the probationary period and that the purpose of the probationary period is to give the teacher employee the opportunity to demonstrate improvement in his/her area or their areas of deficiencydeficiencies. F. 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 plan written evaluation of improvement this progress will be developed and will include provided in a timely fashion to the specific evaluative criteria, which must be met, and the measures and benchmarks, which will be used to determine the teacher’s success or failure. The plan will include a system for periodic feedback during the term of probation will include supports provided and funded by the district, and the dates those supports will be put in placeemployee after each meeting.

Probation. At any time after October 15, a classroom teacher whose work is judged not satisfactory based on the scoring criteria shall be placed on probation and notified in writing of the specific areas of deficiencies and provided a written reasonable plan of improvement. A. 1. A classroom teacher’s work is not judged satisfactory, and therefore shall be placed on probation, when the overall comprehensive score is 1 – UnsatisfactoryUnsatisfactory (1). A continuing contract teacher under RCW 28A.405.210 with more than five (5) years of teaching experience whose comprehensive summative evaluation score is 2 – Basic below Proficient (3) for two (2) consecutive years or for two (2) years within a consecutive three (3) year time period shall also be placed on probation. B. 2. Teachers may only be placed on probation from the Comprehensive evaluation system Evaluation Process described in Section 3. 3. B 1-12, above. C. 3. Teachers on continuing contracts who have been assigned to teach outside of their endorsements shall not be subject to nonrenewal or probation based on evaluations of their teaching effectiveness in the out-of-endorsement assignments. D. 4. In the event that an evaluator determines that the performance of a teacher under his/her supervision merits probation, the evaluator shall report the same in writing to the Superintendent. The report shall include the following: 1. a. The evaluation report prepared pursuant to the provisions of Article IV Section 6 above3, and, 2. b. A recommended specific and reasonable program designed to assist the teacher in improving his or her performance. E. 5. If the Superintendent concurs with the administrator’s judgment that the performance of the employee is unsatisfactory, the Superintendent shall place the teacher in a probationary status for a period of not less than sixty (60) school days, any time after October 15. The probationary period may be extended into the following school year if the teacher has more than five (5) years of teaching experience and the final summative rating as of May 15th is 1 – UnsatisfactoryUnsatisfactory -1. Before being placed on probation, the Association and the teacher shall be given notice of action of the Superintendent which notice shall contain the following information: 1. a. Specific areas of performance deficiencies identified from the instructional framework; 2. b. A suggested specific and reasonable program plan for improvement; 3. c. A statement indicating the duration of the probationary period and that the purpose of the probationary period is to give the teacher the opportunity to demonstrate improvement in his/her area or areas of deficiency. F. 6. A reasonable plan of improvement will be developed and will include the specific evaluative criteria, criteria which must be met, met and the measures and benchmarks, benchmarks which will be used to determine the teacher’s success or failure. The plan will include a system for periodic feedback during the term of probation will include supports provided and funded by the district, district and the dates those supports will be put in place.

Probation. At any time after October 1515th, a classroom teacher whose work is judged not satisfactory based on the district scoring criteria for the comprehensive evaluation, shall be placed on probation and notified in writing of the specific areas of deficiencies and provided along with a written reasonable plan program for improvement. During the period of improvementprobation, the employee may not be transferred from the supervision of the original evaluator. The establishment of a probationary period does not adversely affect the contract status of an employee within the meaning of RCW 28A.405.300 Improvement of performance or probable cause for nonrenewal must occur and be documented by the original evaluator before any consideration of a request for transfer or reassignment as contemplated by either the individual or the school district. A. A The following comprehensive summative evaluation performance ratings based on the evaluation criteria in Section 4—State Criteria, subsection D, a classroom teacher’s 's work is not judged satisfactory, and therefore shall be placed on probation, when : 1. Level 1; or 2. Level 2 if the overall comprehensive score classroom teacher is 1 – Unsatisfactory. A a continuing contract teacher employee under RCW 28A.405.210 with more than five (5) years of teaching experience whose and if the level 2 comprehensive summative evaluation score is 2 – Basic performance rating has been received for two (2) consecutive years or for two (2) years within a consecutive three (3) three-year time period shall also be placed on probationperiod. B. Teachers may only be placed on probation from the Comprehensive evaluation system described above. C. Teachers on continuing contracts who have been assigned to teach outside of their endorsements shall not be subject to nonrenewal or probation based on evaluations of their teaching effectiveness in the out-of-endorsement assignments. D. In the event that an evaluator determines on the basis of the evaluation criteria, that the performance of a teacher under his/her supervision merits probation, the evaluator shall report the same in writing to the Superintendent. The report shall include the following: 1. The evaluation report prepared pursuant to the provisions of Section 6 above, 6—Comprehensive evaluation above and,; 2. A recommended specific and reasonable program designed to assist the teacher in improving his or her performance. E. C. If the Superintendent concurs with the administrator’s judgment that the performance of the employee is unsatisfactory, the Superintendent shall place the teacher in a probationary status for a period of not less than sixty (60) school days, any time after October 15. The probationary period may be extended into the following school year if the teacher has more than five (5) years of teaching experience and the final summative rating as of May 15th is 1 – Unsatisfactorystatus. Before being placed on probation, the Association and the teacher shall be given notice of action by the Superintendent. During the period of probation, the employee may not be transferred from the supervision of the Superintendent which original evaluator. Improvement of performance or probable cause for nonrenewal must occur and be documented by the original evaluator before any consideration of a request for transfer or reassignment as contemplated by either the individual or the school district. A probationary period of sixty school days shall be established. 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. The probationary period may be extended into the following school year if the probationer has five or more years of teaching experience and has a comprehensive summative evaluation performance rating as of May 15th of less than level 2. The establishment of a probationary period does not adversely affect the contract status of an employee within the meaning of RCW 28A.405.300. The purpose of the probationary period is to give the employee opportunity to demonstrate improvements in his or her areas of deficiency. The establishment of the probationary period and the giving of the notice to the employee of deficiency shall be by the school district superintendent and need not be submitted to the board of directors for approval. The notice of action shall contain the following information: 1. Specific areas of performance deficiencies identified from the instructional framework; 2. A suggested specific and reasonable program for improvement; 3. A statement indicating the duration of the probationary period and that the purpose of the probationary period is to give the teacher the opportunity to demonstrate improvement in his/her area or areas of deficiency.period F. D. A plan of improvement will be developed and will include the specific evaluative criteria, criteria which must be met, and the measures and benchmarks, benchmarks which will be used to determine the teacher’s success or failure. The plan will include a system for periodic feedback during the term of probation and will include supports supports, listed in Section 8— Support for Basic and Unsatisfactory, provided and funded by the district, and the dates that those supports will be put in place. E. Evaluation During the Probationary Period 1. At or about the time of delivery of a probationary letter, the evaluator shall hold a personal conference with the probationary teacher to discuss performance deficiencies and the remedial measures to be taken 2. Once the areas of deficiency and criteria for improvement have been determined, they may not be changed without evidence and notification to Association 3. During the probationary period, the evaluator shall meet with the probationary teacher at least twice a month to supervise and make a written evaluation of the progress, if any, made by the teacher. The provisions of Section 6—Comprehensive Evaluation, above shall apply to the documentation of Observation reports during the probationary period 4. The probationary teacher may be removed from probation at any time if he/she has demonstrated improvement to the satisfaction of the evaluator in those areas specifically detailed in his/her notice of probation 5. 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. 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 educational service district in which the school district is located and selected from a list of evaluation specialists compiled by the educational service district. Such additional certificated employee shall be immune from any civil liability that might otherwise be incurred or imposed with regard to the good faith performance of such evaluation. 6. If a procedural error occurs in the implementation of a program for improvement, the error does not invalidate the probationer’s plan for improvement or evaluation activities unless the error materially affects the effectiveness of the plan or the ability to evaluate the probationer’s performance. F. A classroom teacher must be removed from probation if he or she has demonstrated improvement that results in a new comprehensive summative evaluation performance rating of: 1. Level 2 or above for a provisional employee or a continuing contract employee with five or fewer years of experience; or 2. Level 3 or above for a continuing contract employee with more than five years of experience. X. Xxxx of necessary improvement during the established probationary period, as specifically documented in writing with notification to the probationer constitutes grounds for a finding of probable cause under RCW 28A.405.300 or 28A.405.210 H. Evaluator’s Post-Probation Report Unless the probationary employee has previously been removed from probation, the evaluator shall submit a written report to the Superintendent at the end of the probationary period which shall identify whether the performance of the probationary teacher has improved and which shall set forth one(1) of the following recommendations for further action 1. That the employee has demonstrated sufficient improvement in the stated areas of deficiency to justify the removal of the probationary status; or 2. That the teacher has demonstrated sufficient improvement in the stated areas of deficiency to justify an extension of the probationary status. This should be accompanied by a letter identifying areas where further improvement is required; or 3. That the teacher has not demonstrated sufficient improvement in the stated areas of deficiency and action should be taken to non-renew the employment of the teacher

Probation. Provisional employees shall be specifically excluded from this probationary procedure, provided, before non-renewing a provisional employee for alleged performance deficiencies, the evaluator shall have made a good faith effort beyond the minimum requirements of the evaluation process. At any time after October 15, a classroom teacher whose work is judged not satisfactory based on the scoring criteria shall be placed on probation and notified in writing of the specific areas of deficiencies and provided a suggested written specific and reasonable plan of improvement. A. A classroom teacher’s work is not judged satisfactory, and therefore shall be placed on probation, when the overall comprehensive score is 1 – Unsatisfactory. A continuing contract teacher under RCW 28A.405.210 with more than five (5) years of teaching experience whose comprehensive summative evaluation score is 2 – Basic for two (2) consecutive years or for two (2) years within a consecutive three (3) year time period shall also be placed on probation. B. Teachers may only be placed on probation from the Comprehensive evaluation system described above. C. Teachers on continuing contracts who have been assigned to teach outside of their endorsements shall not be subject to nonrenewal or probation based on evaluations of their teaching effectiveness in the out-of-endorsement assignments. D. In the event that an evaluator determines that the performance of a teacher under his/her supervision merits probation, the evaluator shall report the same in writing to the Superintendent. The report shall include the following: 1. The evaluation report prepared pursuant to the provisions of Section 6 above9 above (Procedural Components of Evaluation), and, 2. A recommended specific and reasonable program designed to assist the teacher in improving his or her performance. E. D. If the Superintendent concurs with the administratorevaluator’s judgment that the performance of the employee is unsatisfactory, the Superintendent shall place the teacher in a probationary status for a period of not less than sixty (60) school days, any time after October 15. The probationary period may be extended extend into the following school year if the teacher has more than five (5) years of teaching experience and the final has a comprehensive summative rating as of May 15th is of 1 – Unsatisfactory. Before being placed on probation, the Association and the teacher shall be given notice of action of the Superintendent which notice shall contain the following information: 1. Specific areas of performance deficiencies identified from the instructional framework; 2. A suggested specific and reasonable program for improvement; 3. A statement indicating the duration of the probationary period and that the purpose of the probationary period is to give the teacher the opportunity to demonstrate improvement in his/his or her area or areas of deficiency. E. The establishment of the probationary period and the giving of the notice to the employee shall be by the School District Superintendent and need not be submitted to the Board of Directors for approval. F. A plan of improvement will be developed and will include the specific evaluative areas of deficiency linked to the instructional framework and associated components and criteria, which must be met, along with a specific and the measures and benchmarksreasonable program for improvement, which shall include specific measurable objectives and examples or strategies as appropriate designed to assist the particular employee to overcome the specific deficiency(ies). The plan will also include assistance to be used provided. The teacher and/or his or her Association representative may request modification of the program for improvement prior to determine the teacher’s success or failureprogram implementation. The plan will include a system for periodic feedback during the term of probation will include supports provided and funded by the districtprobation, supports, and the dates those supports will be put in place. G. Evaluation During the Probationary Period 1. At or about the time of the delivery of a probationary letter, the evaluator shall hold a personal conference with the probationary teacher to discuss performance deficiencies and the remedial measures to be taken. 2. Once the areas of deficiency and criteria for improvement for the probation plan have been determined, they may not be changed. 3. During the probationary period the evaluator shall meet with the probationary teacher at least twice monthly to supervise and make a written evaluation of the progress, if any, made by the teacher. The provisions of Section 6E (Record keeping) shall apply to the documentation of observation reports during the probationary period. 4. The probationary teacher may be removed from probation at any time if he or she has demonstrated improvement to the satisfaction of the evaluator in those areas specifically detailed in his/her notice of probation. 5. Should the evaluator not authorize an additional evaluator, the probationary teacher may request that an additional certificated evaluator become part of the probationary process and the request must be granted. This evaluator will be assigned by the ESD and will be jointly selected by the District and the Association from a list of evaluation specialists compiled by the ESD. 6. The Association reserves the right to use a third party evaluator to inform the Association of any progress made by the probationer. The Association will notify the district- appointed evaluator in advance of any observations that will occur by the third party evaluator. H. A teacher who is on a plan of improvement must be removed from probation if he or she has demonstrated improvement in the areas prescribed as deficient. The teacher must be removed from probation if a teacher with five (5) or fewer years of experience scores at 2 – Basic or above and a teacher of more than five (5) years scores at 3 – Proficient or above. I. Lack of necessary improvement during the established probationary period, as specifically documented in writing with notification to the probationer constitutes grounds for a finding of probable cause under RCW 28.A.405.210. J. Evaluator’s Post-Probation Report – Unless the probationary teacher has previously been removed from probation, the evaluator shall submit a written report to the Superintendent at the end of the probationary period which report shall set forth one (1) of the following recommendations for further action: 1. That the teacher has demonstrated sufficient improvement in the stated areas of deficiency to justify the removal of the probationary status; or 2. That the teacher has demonstrated sufficient improvement in the stated areas of deficiency to justify the removal of the probationary status if accompanied by a letter identifying areas where further improvement is required; or 3. A probation period may be extended into the following school year if a teacher has five or more years of experience and has a comprehensive summative evaluation performance rating of less than level two (2) as of May 15th. 4. That the teacher has not demonstrated sufficient improvement in the stated areas of deficiency and action should be taken to non-renew the employment contract of the teacher.

Probation. At any time after October 15, a classroom teacher whose work is judged not satisfactory based on the scoring criteria shall be placed on probation and notified in writing of the specific areas of deficiencies and provided deficiency along with a written reasonable plan of improvement. A. A The following comprehensive summative evaluation performance ratings mean a classroom teacher’s work performance is judged not judged satisfactory, and therefore shall be placed on probation, when the overall comprehensive score is : 1. Level 1 – UnsatisfactoryUnsatisfactory or 2. A Level 2 – Basic – if the teacher is a continuing contract teacher employee under RCW 28A.405.210 with more than five (5) years of teaching experience whose and if the Level 2 comprehensive summative evaluation score is 2 – Basic performance rating has been received for two (2) consecutive years or for two (2) years within a consecutive three (3) year time period shall also be placed on probationperiod. B. Teachers may only be placed on probation from the Comprehensive evaluation system described above. C. Teachers on continuing contracts who have been assigned to teach outside of their endorsements shall not be subject to nonrenewal or probation based on evaluations of their teaching effectiveness in the out-of-endorsement assignmentsassignments in accordance with WAC 000-00-000. D. C. In the event that an evaluator determines that the performance of a teacher under his/her supervision merits probation, the evaluator shall report the same in writing to the Superintendent. The report shall include the following: 1. The evaluation report prepared pursuant to the provisions of Article III Section 6 above6, and, 2. A recommended specific and reasonable program designed to assist the teacher in improving his or her performance. E. D. If the Superintendent concurs with the administrator’s judgment that the performance of the employee is unsatisfactory, the Superintendent shall place the teacher in a probationary status for a period of not less than sixty (60) school days, any time after October 15. The probationary period may be extended into the following school year if the teacher has more than five (5) years of teaching experience and the final summative rating as of May 15th is 1 – Unsatisfactory. Before being placed on probation, with notice to the Association and the teacher shall be given notice of action of the Superintendent which teacher. The notice shall contain the following information: 1. Specific areas of performance deficiencies identified from the instructional framework; 2. A suggested specific and reasonable program plan for improvement;improvement which will include the specific evaluative criteria which must be met and the measures and benchmarks which will be used to determine the teacher’s success or failure. The plan will include a system for periodic feedback during the term of probation, and will spell out courses of action whereby the teacher will be assisted, counseled and tutored in improving his/her performance to an acceptable level. 3. A statement indicating the duration of the probationary period and that the purpose of the probationary period is to give the teacher the opportunity to demonstrate improvement in his/her area or areas of deficiency. F. A plan . Days may be added to the probationary period if deemed necessary to complete a program for improvement and evaluate the teacher’s performance as long as the probationary period is concluded before May 15th of improvement will the same school year. The probationary period may be developed and will include extended into the specific evaluative criteria, which must be met, following school year if the teacher has five (5) or more years of teaching experience and the measures final summative rating as of May 15th of less than Level 2 (Basic). In such case, artifacts and benchmarks, which will evidence collected during the preceding school year and during the probationary process may be used to determine the teacher’s success or failure. The plan will include a system for periodic feedback during the term of probation will include supports provided and funded by the district, and the dates those supports will be put in placefinal evaluation score.

Probation. 16 A. At any time after October 15, a classroom teacher an employee whose work is not judged not satisfactory based on the scoring 17 District evaluation criteria shall be placed on probation and notified in writing of the specific areas of deficiencies and provided along 18 with a written reasonable plan of improvement.program for improvement (probation). 19 A. 20 B. A classroom teacher’s work teacher is not judged satisfactory, and therefore shall be placed on probation, satisfactory when the their overall comprehensive evaluation score is 1 – Unsatisfactoryjudged 21 Unsatisfactory (1). A continuing contract teacher under RCW 28A.405.210 with more than five (5) 5 years of teaching experience 22 whose overall comprehensive summative evaluation score is 2 – Basic below Proficient (3) for two (2) consecutive 23 years or for two (2) years within a consecutive three (3) year time period shall also be placed on probation.judged not 24 satisfactory. 25 B. Teachers may only be placed on probation from the Comprehensive evaluation system described above. 26 C. Teachers on continuing contracts who have been assigned to teach outside of their 27 endorsements shall not be subject to nonrenewal or probation based on evaluations of their 28 teaching effectiveness in the out-of-endorsement assignments.. 29 30 D. In the event that When an evaluator determines that the performance of a teacher under his/her their supervision merits 31 probation, the evaluator shall report the same in writing to the Superintendent. The report shall 32 include the following: 34 1. The evaluation report prepared pursuant to the provisions of Section 6 above; and, and,35 36 2. A recommended specific and reasonable program designed to assist improve the teacher in improving his or her teacher’s 37 performance.. 38 39 E. If the Superintendent concurs agrees with the administrator’s judgment that the performance of the employee is unsatisfactoryrecommendation, the Superintendent shall place places the teacher in a 40 on probationary status for a period of not no less than sixty (60) school days, any time 60 days after October 1515 and notifies the teacher and 41 Association in writing. The notification to the teacher and Association shall include: 42 43 1. Specific areas for growth identified from the Xxxxxxx framework 44 45 2. A suggested specific and reasonable program for improvement. 46 1 3. A statement indicating the duration of the probationary period that provides the teacher 2 opportunities to demonstrate growth and improvement in the area(s) of deficiency. 3 4 F. Evaluation during probationary period 5 6 1. At or about the time of notification of the probationary period, the evaluator will hold a 7 personal conference with the probationary teacher to discuss areas for growth and measures 8 that will be taken for improvement. An employee shall have the right to have an observer of 9 the employee’s choice present during an evaluation conference. 10 11 2. Once area(s) of growth and criteria for improvement are identified, they may not be changed. 12 13 3. Principal will meet with probationary teacher at least twice a month to supervise and make a 14 written evaluation of progress by the teacher. Observation notes will be provided to the 15 teacher upon request. An employee shall have the right to have an observer of the 16 employee’s choice present during these meetings. 17 18 4. The evaluator may authorize one additional certificated evaluator. The probationary teacher 19 may request an additional certificated evaluator become a part of the probationary process. 20 This request must be implemented by including an additional experienced evaluator assigned 21 by the local educational service district. 22 23 5. Days may be added if deemed necessary to complete a program for improvement and 24 evaluate performance, as long as the probationary period is concluded before May 15 of the 25 same year. The probationary period may be extended into the following school year if the 26 teacher has more than five (5) years teaching experience and the final summative rating as 27 of May 15 is less than Basic (2). 28 29 G. A teacher who is on a plan of improvement must be removed from probation after demonstrating 30 improvement to the satisfaction of the evaluator in those areas specifically detailed in their initial 31 notice of deficiency and subsequently detailed in their program for improvement. Teachers with 32 five (5) or fewer years of teaching experience are removed when summative scores are Basic (2) 33 or above. Teachers with more than five (5) years of teaching experience and are removed when 34 summative scores are Proficient (3) or above. 35 36 H. Post Probation Findings 37 38 At the final summative rating as of May 15th is 1 – Unsatisfactory. Before being placed on probation, the Association and the teacher shall be given notice of action of the Superintendent which notice shall contain the following information: 1. Specific areas of performance deficiencies identified from the instructional framework; 2. A suggested specific and reasonable program for improvement; 3. A statement indicating the duration end of the probationary period period, the evaluator shall prepare a comprehensive summative 39 score and submit a written report to the Superintendent that identifies whether the purpose teacher has 40 improved and set forth one of the probationary period is to give following recommendations for further action: 41 42 1. That the teacher the opportunity to demonstrate has demonstrated sufficient improvement in his/her area the stated area(s) of deficiency 43 to justify the removal of probationary status. 44 45 2. Lack of necessary improvement during the established probationary period, as specifically 46 documented in writing with notification to the probationer constitutes grounds for a finding 47 of probable cause under RCW 28A.405.300 or areas 28A.405.210. 48 1 Section 12. Non-Renewal for Employees with Unsatisfactory Performance 2 When a continuing contract teacher with more than five years of deficiency. F. A plan experience receives a comprehensive 3 summative evaluation rating of improvement will be developed and will include Unsatisfactory (1) for two consecutive years, the specific evaluative criteriaDistrict shall, which must be metwithin ten 4 days of the completion of the Final Evaluation Conference or May 15, and whichever occurs first, implement 5 the measures and benchmarks, which will be used to determine the teacher’s success or failureteacher notification of non-renewal as provided in RCW 28A.405.300. The plan will include teacher who is, at any 6 time, issued a system written notice of probable cause for periodic feedback during the term of probation will include supports provided and funded non-renewal by the district, and the dates those supports will be put in place.Superintendent pursuant to this 7 Article shall have ten (10) days following receipt of said notice to file a notice of appeal as provided by 8 statute or by this Agreement. 9

Probation. At any time after October 15, and prior to February 1, a classroom teacher whose work performance is judged not satisfactory based on the scoring criteria shall be placed on probation and notified in writing of the specific areas of deficiencies and provided a written reasonable plan of improvement. A. . • A classroom teacher’s work continuing contract teacher under RCW 28A.405.210 with four (4) to five (5) years of teaching experience whose comprehensive summative evaluation score is not judged satisfactory, and therefore 1 - Unsatisfactory for two (2) consecutive years or for any of the two (2) years within a consecutive three (3) year time period shall also be placed on probation, when the overall comprehensive score is 1 – Unsatisfactory. • A continuing contract teacher under RCW 28A.405.210 with more than five (5) years of teaching experience whose comprehensive summative evaluation score is 2 - Basic or 1 – Basic Unsatisfactory for two (2) consecutive years or for any two (2) years within a consecutive three (3) year time period shall also be placed on probation. B. A. Teachers may only be placed on probation from the Comprehensive evaluation system described above. C. B. Teachers on continuing contracts who have been assigned to teach outside of their endorsements shall not be subject to nonrenewal or probation based on evaluations of their teaching effectiveness in the out-of-endorsement assignments. D. C. In the event that an evaluator determines that the performance of a teacher under his/her supervision merits warrants probation, the evaluator shall report the same in writing to the Superintendent. The report shall include the following: 1. The evaluation report prepared pursuant to the provisions of Section 6 above, and, 2. A recommended specific and reasonable program designed to assist the teacher in improving his or her performance. E. D. If the Superintendent concurs with the administratorevaluator’s judgment that the performance of the employee is unsatisfactory, the Superintendent shall place the teacher in a probationary status for a period of not less than sixty (60) school days, any time after October 15. The probationary period may be extended into the following school year if the teacher has more than five (5) years of teaching experience and the final summative rating as of May 15th 15 is less than 2 – Basic. If a teacher with more than five (5) years teaching experience was not placed on probation during the school year, and receives a 2 – Basic summative evaluation score, the teacher will be placed on a structured support plan at the start of the following school year until October 15, at which time a decision will be made relative to placing the teacher on probation. If a teacher with four (4) to five (5) years teaching experience was not placed on probation during the school year, and receives a 1 – Unsatisfactory-Unsatisfactory summative evaluation score, the teacher will be placed on a structured support plan at the start of the following school year until October 15, at which time a decision will be made relative to placing the teacher on probation. Before being placed on probation, the Association and the teacher shall be given notice of action of the Superintendent which notice shall contain the following information: 1. Specific areas of performance performances deficiencies identified from the instructional framework; 2. A suggested specific and reasonable program for improvement; 3. A statement indicating the duration of the probationary period and period; and 4. A statement that the purpose of the probationary period is to give the teacher the opportunity to demonstrate improvement in his/her area or areas of deficiency. E. Evaluation During the Probationary Period 1. At or about the time of the delivery of a probationary letter, the evaluator shall hold a personal conference with the probationary teacher to discuss performance deficiencies and the remedial measures to be taken. 2. Once the areas of deficiency and criteria for improvement have been determined, they may not be changed. 3. During the probationary period the evaluator shall meet with the probationary teacher at least twice a month to supervise and make a written evaluation of the progress, if any, made by the teacher. The provisions of Section 6 above shall apply to the documentation of observation reports during the probationary period. 4. The probationary teacher may be removed from probation at any time if he/she has demonstrated improvement to the satisfaction of the evaluator in those areas specifically detailed in his/her notice of probation. 5. The probationary teacher may request that an additional certificated evaluator becomes part of the probationary process and the request must be granted. This evaluator may include an administrator within the Ferndale School District or assigned by the ESD and will be jointly selected by the District and the Association from a list of evaluation specialists compiled by the ESD. F. A teacher who is on a plan of improvement will must be developed removed from probation if he/she has demonstrated improvement in the areas prescribed as deficient. The teacher must be removed if a teacher with five (5) or fewer years of experience scores at 2 – Basic or above and will include a teacher of more than five (5) years scores at 3 – Proficient or above. G. Lack of necessary improvement during the specific evaluative criteriaestablished probationary period, as specifically documented in writing with notification to the probationer constitutes grounds for a finding of probable cause under RCW28A.405.300 or 28A.405.210. H. Evaluator’s Post-Probation Report Unless the probationary teacher has previously been removed from probation, the evaluator shall submit a written report to the Superintendent at the end of the probationary period, which must shall identify whether the performance of the probationary teacher has improved and which shall set forth one (1) of the following recommendations for further action: 1. That the teacher has demonstrated sufficient improvement in the stated areas of deficiency to justify the removal of the probationary status; or 2. That the teacher has demonstrated sufficient improvement in the stated areas of deficiency to justify the removal of the probationary status if accompanied by a letter identifying areas where further improvement is required; or 3. That the teacher has not demonstrated sufficient improvement in the stated areas of deficiency and action should be met, and taken to non-renew the measures and benchmarks, which will be used to determine employment contract of the teacher’s success or failure. The plan will include a system for periodic feedback during the term of probation will include supports provided and funded by the district, and the dates those supports will be put in place.

Probation. At any time after October 15, a non-provisional classroom teacher whose work is judged not satisfactory based on the scoring criteria shall be placed on probation and notified in writing of the specific areas of deficiencies and provided a written reasonable plan of improvement. A. A 1. The following comprehensive summative evaluation performance ratings mean a classroom teacher’s work is judged not judged satisfactory, and therefore shall be placed on probation, when the overall comprehensive score is : a. Level 1 – Unsatisfactory. A ; or b. Level 2 – Basic if the teacher is a continuing contract teacher employee under RCW 28A.405.210 with more than five (5) years of teaching experience whose and if the Level 2 comprehensive summative evaluation score is 2 – Basic performance rating has been received for two (2) consecutive years or for two (2) years within a consecutive three (3) year time period shall also be placed on probationperiod. B. Teachers may only be placed on probation from the Comprehensive evaluation system described above. C. 2. Teachers on continuing contracts who have been assigned to teach outside of their endorsements shall not be subject to nonrenewal or probation based on evaluations of their teaching effectiveness in the out-of-endorsement assignmentsassignments in accordance with WAC 000-00-000. D. 3. In the event that an evaluator determines that the performance of a teacher under his/her supervision merits probation, the evaluator shall report the same in writing to the Superintendent. The report shall include the following: 1. a. The evaluation report prepared pursuant to the provisions of Article IV Section 6 4.4.G above, and, 2. b. A recommended specific and reasonable program designed to assist the teacher in improving his or her performance. E. If the Superintendent concurs with the administrator’s judgment that the performance of the employee is unsatisfactory, the 4. The Superintendent shall place the teacher in a probationary status for a period of not less than sixty (60) school days, any time after October 15. The probationary period may be extended into the following school year if the teacher has more than five (5) years of teaching experience and the final summative rating as of May 15th is 1 – UnsatisfactoryUnsatisfactory -1. Before being placed on probationAt this time, the Association and the teacher shall be given notice of action of the Superintendent which notice shall contain the following information: 1. a. Specific areas of performance deficiencies identified from the instructional framework; 2. b. A suggested specific and reasonable program plan for improvement;, including a statement indicating areas of assistance and resources to be provided to the employee by the District. 3. c. A statement indicating the duration of the probationary period and that the purpose of the probationary period is to give the teacher the opportunity to demonstrate improvement in his/her area or areas of deficiency. F. A 5. The plan of for improvement will be developed and will include the specific evaluative criteria, criteria which must be met, met and the measures and benchmarks, which will be used to determine the teacher’s success or failure. The plan will include a system for periodic feedback during the term of probation will include supports provided and funded by the district, and the dates those supports will be put in placeprobation.

Probation. Provisional employees shall be specifically excluded from this probationary procedure, provided, before non-renewing a provisional employee for alleged performance deficiencies, the evaluator shall have made a good faith effort beyond the minimum requirements of the evaluation process. At any time after October 15, a classroom teacher whose work is judged not satisfactory based on the scoring criteria shall be placed on probation and notified in writing of the specific areas of deficiencies and provided a suggested written specific and reasonable plan of improvement.. 86 A. A classroom teacher’s work is not judged satisfactory, and therefore shall be placed on probation, when the overall comprehensive score is 1 – Unsatisfactory. A continuing contract teacher under RCW 28A.405.210 with more than five (5) years of teaching experience whose comprehensive summative evaluation score is 2 – Basic for two (2) consecutive years or for two (2) years within a consecutive three (3) year time period shall also be placed on probation. B. Teachers may only be placed on probation from the Comprehensive evaluation system described above. C. Teachers on continuing contracts who have been assigned to teach outside of their endorsements shall not be subject to nonrenewal or probation based on evaluations of their teaching effectiveness in the out-of-endorsement assignments. D. In the event that an evaluator determines that the performance of a teacher under his/her supervision merits probation, the evaluator shall report the same in writing to the Superintendent. The report shall include the following: 1. The evaluation report prepared pursuant to the provisions of Section 6 above9 above (Procedural Components of Evaluation), and, 2. A recommended specific and reasonable program designed to assist the teacher in improving his or her performance. E. D. If the Superintendent concurs with the administratorevaluator’s judgment that the performance of the employee is unsatisfactory, the Superintendent shall place the teacher in a probationary status for a period of not less than sixty (60) school days, any time after October 15. The probationary period may be extended extend into the following school year if the teacher has more than five (5) years of teaching experience and the final has a comprehensive summative rating as of May 15th is of 1 – Unsatisfactory. Before being placed on probation, the Association and the teacher shall be given notice of action of the Superintendent which notice shall contain the following information: 1. Specific areas of performance deficiencies identified from the instructional framework; 2. A suggested specific and reasonable program for improvement; 3. A statement indicating the duration of the probationary period and that the purpose of the probationary period is to give the teacher the opportunity to demonstrate improvement in his/his or her area or areas of deficiency. E. The establishment of the probationary period and the giving of the notice to the employee shall be by the School District Superintendent and need not be submitted to the Board of Directors for approval. F. A plan of improvement will be developed and will include the specific evaluative areas of deficiency linked to the instructional framework and associated components and criteria, which must be met, along with a specific and the measures and benchmarksreasonable program for improvement, which shall include specific measurable objectives and examples or strategies as appropriate designed to assist the particular employee to overcome the specific deficiency(ies). The plan will also include assistance to be used provided. The teacher and/or his or her Association representative may request modification of the program for improvement prior to determine the teacher’s success or failureprogram implementation. The plan will include a system for periodic feedback during the term of probation will include supports provided and funded by the districtprobation, supports, and the dates those supports will be put in place.

Probation. At any time after October 1515th, a classroom teacher whose work is judged not satisfactory based on the district scoring criteria for the comprehensive evaluation, shall be placed on probation and notified in writing of the specific areas of deficiencies and provided along with a written reasonable plan program for improvement. During the period of improvementprobation, the employee may not be transferred from the supervision of the original evaluator. The establishment of a probationary period does not adversely affect the contract status of an employee within the meaning of RCW 28A.405.300 Improvement of performance or probable cause for nonrenewal must occur and be documented by the original evaluator before any consideration of a request for transfer or reassignment as contemplated by either the individual or the school district. A. A The following comprehensive summative evaluation performance ratings based on the evaluation criteria in Section 4—State Criteria, subsection D, a classroom teacher’s 's work is not judged satisfactory, and therefore shall be placed on probation, when : 1. Level 1; or 2. Level 2 if the overall comprehensive score classroom teacher is 1 – Unsatisfactory. A a continuing contract teacher employee under RCW 28A.405.210 with more than five (5) years of teaching experience whose and if the level 2 comprehensive summative evaluation score is 2 – Basic performance rating has been received for two (2) consecutive years or for two (2) years within a consecutive three (3) three-year time period shall also be placed on probationperiod. B. Teachers may only be placed on probation from the Comprehensive evaluation system described above. C. Teachers on continuing contracts who have been assigned to teach outside of their endorsements shall not be subject to nonrenewal or probation based on evaluations of their teaching effectiveness in the out-of-endorsement assignments. D. In the event that an evaluator determines on the basis of the evaluation criteria, that the performance of a teacher under his/her supervision merits probation, the evaluator shall report the same in writing to the Superintendent. The report shall include the following: 1. The evaluation report prepared pursuant to the provisions of Section 6 above, 6—Comprehensive evaluation above and,; 2. A recommended specific and reasonable program designed to assist the teacher in improving his or her performance. E. C. If the Superintendent concurs with the administrator’s judgment that the performance of the employee is unsatisfactory, the Superintendent shall place the teacher in a probationary status for a period of not less than sixty (60) school days, any time after October 15. The probationary period may be extended into the following school year if the teacher has more than five (5) years of teaching experience and the final summative rating as of May 15th is 1 – Unsatisfactorystatus. Before being placed on probation, the Association and the teacher shall be given notice of action by the Superintendent. During the period of probation, the employee may not be transferred from the supervision of the Superintendent which original evaluator. Improvement of performance or probable cause for nonrenewal must occur and be documented by the original evaluator before any consideration of a request for transfer or reassignment as contemplated by either the individual or the school district. A probationary period of sixty school days shall be established. 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. The probationary period may be extended into the following school year if the probationer has five or more years of teaching experience and has a comprehensive summative evaluation performance rating as of May 15th of less than level 2. The establishment of a probationary period does not adversely affect the contract status of an employee within the meaning of RCW 28A.405.300. The purpose of the probationary period is to give the employee opportunity to demonstrate improvements in his or her areas of deficiency. The establishment of the probationary period and the giving of the notice to the employee of deficiency shall be by the school district superintendent and need not be submitted to the board of directors for approval. The notice of action shall contain the following information: 1. Specific areas of performance deficiencies identified from the instructional framework; 2. A suggested specific and reasonable program for improvement; 3. A statement indicating the duration of the probationary period and that the purpose of the probationary period is to give the teacher the opportunity to demonstrate improvement in his/her area or areas of deficiency.period F. D. A plan of improvement will be developed and will include the specific evaluative criteria, criteria which must be met, and the measures and benchmarks, benchmarks which will be used to determine the teacher’s success or failure. The plan will include a system for periodic feedback during the term of probation and will include supports supports, listed in Section 8— Support for Basic and Unsatisfactory, provided and funded by the district, and the dates that those supports will be put in place. E. Evaluation During the Probationary Period 1. At or about the time of delivery of a probationary letter, the evaluator shall hold a personal conference with the probationary teacher to discuss performance deficiencies and the remedial measures to be taken 2. Once the areas of deficiency and criteria for improvement have been determined, they may not be changed without evidence and notification to Association 3. During the probationary period, the evaluator shall meet with the probationary teacher at least twice a month to supervise and make a written evaluation of the progress, if any, made by the teacher. The provisions of Section 6—Comprehensive Evaluation, above shall apply to the documentation of Observation reports during the probationary period 4. The probationary teacher may be removed from probation at any time if he/she has demonstrated improvement to the satisfaction of the evaluator in those areas specifically detailed in his/her notice of probation 5. 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. 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 educational service district in which the school district is located and selected from a list of evaluation specialists compiled by the educational service district. Such additional certificated employee shall be immune from any civil liability that might otherwise be incurred or imposed with regard to the good faith performance of such evaluation. 6. If a procedural error occurs in the implementation of a program for improvement, the error does not invalidate the probationer’s plan for improvement or evaluation activities unless the error materially affects the effectiveness of the plan or the ability to evaluate the probationer’s performance. F. A classroom teacher must be removed from probation if he or she has demonstrated improvement that results in a new comprehensive summative evaluation performance rating of: 1. Level 2 or above for a provisional employee or a continuing contract employee with five or fewer years of experience; or 2. Level 3 or above for a continuing contract employee with more than five years of experience. X. Xxxx of necessary improvement during the established probationary period, as specifically documented in writing with notification to the probationer constitutes grounds for a finding of probable cause under RCW 28A.405.300 or 28A.405.210 H. Evaluator’s Post-Probation Report Unless the probationary employee has previously been removed from probation, the evaluator shall submit a written report to the Superintendent at the end of the probationary period which shall indentify whether the performance of the probationary teacher has improved and which shall set forth one(1) of the following recommendations for further action 1. That the employee has demonstrated sufficient improvement in the stated areas of deficiency to justify the removal of the probationary status; or 2. That the teacher has demonstrated sufficient improvement in the stated areas of deficiency to justify an extension of the probationary status. This should be accompanied by a letter indentifying areas where further improvement is required; or 3. That the teacher has not demonstrated sufficient improvement in the stated areas of deficiency and action should be taken to non-renew the employment of the teacher

Probation. At any time after October 15, a non-provisional classroom teacher teacher, whose work is judged not satisfactory unsatisfactory based on the scoring criteria criteria, shall be placed on probation and notified in writing of the specific areas of deficiencies and provided a written reasonable plan of improvement. A. A classroom teacher’s work is not judged satisfactory, and therefore shall be placed on probation, when the overall comprehensive score is 1 – Unsatisfactory. A continuing contract teacher under RCW 28A.405.210 with more than five (5) years of teaching experience whose comprehensive summative evaluation score is 2 below 3 – Basic Proficient for two (2) consecutive years or for two (2) years within a consecutive three (3) year time period shall also be placed on probation. B. Teachers may only be placed on probation from the Comprehensive evaluation system described above. C. Teachers on continuing contracts who have been assigned to teach outside of their endorsements shall not be subject to nonrenewal or probation based on evaluations of their teaching effectiveness in the out-ofof- endorsement assignments consistent with WAC 000-endorsement assignments00-000. D. C. In the event that an evaluator determines that the performance of a teacher under his/her supervision merits probation, the evaluator shall report the same in writing to the Superintendent. The report shall include the following: 1. The evaluation report prepared pursuant to the provisions of Section 6 Sections 9 above, and, 2. A recommended specific and reasonable program designed to assist the teacher in improving his or her performance. E. D. If the Superintendent concurs with the administrator’s judgment that the performance of the employee is unsatisfactory, the Superintendent shall place the teacher in a probationary status for a period of not less than sixty (60) school days, any time after October 15. Days may be added to if deemed necessary to complete a program for improvement and to evaluate the teacher’s performance, as long as the probationary period is concluded before May 15th of the same school year. The probationary period may be extended into the following school year if the teacher has more than five (5) or more years of teaching experience and the final has a comprehensive summative evaluation performance rating as of May 15th of less than level 2. At the time the teacher is 1 – Unsatisfactory. Before being placed on probation, the Association and the teacher shall be given notice of action of the Superintendent which notice shall contain the following information: 1. Specific areas of performance deficiencies identified from the instructional framework;. 2. A suggested specific and reasonable program for improvement;improvement that includes the specific evaluative criteria which must be met, and the measures and benchmarks which will be used to determine the teacher’s success or failure; and 3. A statement indicating the duration of the probationary period and that the purpose of the probationary period is to give the teacher the opportunity to demonstrate improvement in his/her area or areas of deficiency. F. A plan E. Evaluation During the Probationary Period 1. At or about the time of the delivery of a probationary letter, the evaluator shall hold a personal conference with the probationary teacher to discuss performance deficiencies and the remedial measures to be taken. 2. Once the areas of deficiency and criteria for improvement will have been determined, they may not be developed changed. 3. During the probationary period the evaluator shall meet with the probationary teacher at least twice a month to supervise and will include make a written evaluation of the specific evaluative criteriaprogress, which if any, made by the teacher, and shall provide copies of any other documentation gathered between meetings. 4. The probationary teacher must be met, and removed from probation if he/she has demonstrated improvement to the measures and benchmarks, which will be used to determine satisfaction of the evaluator in those areas specifically detailed in his/her notice of probation. 5. The evaluator may authorize one additional certificated employee (not within the teacher’s success bargaining unit) to evaluate the probationer and to aid the teacher in improving his or failureher areas of deficiency. The Should the evaluator not authorize such additional evaluator, the probationary teacher may request that an additional certificated employee evaluator become part of the probationary process and the 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. Any such request for an additional evaluator shall be made in writing by the 5th day of the probationary period. 6. If a procedural error occurs in the implementation of a program for improvement, the error does not invalidate the probationer’s plan will include for improvement or evaluation activities unless the error materially affects the effectiveness of the plan or the ability to evaluate the probationer’s performance. F. A teacher must be removed from probation if he/she has demonstrated improvement that results in a system new comprehensive summative evaluation performance rating of level 2 or above for periodic feedback a teacher with five (5) or fewer years of experience or of level 3 or above for a teacher of more than five (5) years of experience. G. Lack of necessary improvement during the term established probationary period, as specifically documented in writing with notification to the probationer constitutes grounds for a finding of probation will include supports provided and funded by probable cause under RCW 28.A.405.300 or 28A.405.210. H. Evaluator’s Post-Probation Report Unless the districtprobationary teacher has previously been removed from probation, the evaluator shall submit a written report to the Superintendent at the end of the probationary period which shall identify whether the performance of the probationary teacher has improved, and which shall set forth one (1) of the dates those supports will following recommendations for further action: 1. That the teacher has demonstrated sufficient improvement in the stated areas of deficiency to justify the removal of the probationary status; or 2. There is a need for days to be put added as deemed necessary to complete a program for improvement and evaluate the teacher’s performance, if the probationary period is concluded before May 15th of the same year; or 3. That the teacher has not demonstrated sufficient improvement in placethe stated areas of deficiency and action should be taken to discharge or non-renew the employment contract of the teacher.

Probation. A. At any time after October 15, a classroom teacher whose work performance is judged not satisfactory based on the scoring criteria shall unsatisfactory in any criterion may be placed on recommended for probation and notified in writing of the specific areas of deficiencies and provided a written reasonable plan of improvementdeficiencies. A. C. A classroom teacher’s work is not judged satisfactory, and therefore shall be placed on probation, when the overall comprehensive score is 1 – UnsatisfactoryUnsatisfactory (1). A continuing contract teacher under RCW 28A.405.210 with more than five (5) years of teaching experience whose comprehensive summative evaluation score is 2 – Basic below Proficient (3) for two (2) consecutive years or for two (2) years within a consecutive three (3) year time period shall also be placed on probation. B. D. Teachers may only be placed on probation from the Comprehensive evaluation system Evaluation Process described abovein Section 4.4 above . C. E. Teachers on continuing contracts who have been assigned to teach outside of their endorsements shall not be subject to nonrenewal or probation based on evaluations of their teaching effectiveness in the out-of-endorsement assignmentsassignments in accordance with WAC 000-00-000. D. F. In the event that an evaluator determines that the performance of a teacher under his/her supervision merits probation, the evaluator shall report the same in writing to the Superintendent. The report shall include the following: 1. The evaluation report prepared pursuant to the provisions of Article IV Section 6 above4, and, 2. A recommended specific and reasonable program designed to assist the teacher in improving his or her performance. E. G. If the Superintendent concurs with the administrator’s judgment that the performance of the employee is unsatisfactory, the Superintendent shall place the teacher in a probationary status for a period of not less than sixty (60) school days, any time after October 15. The probationary period may be extended into the following school year if the teacher has more than five (5) years of teaching experience and the final summative rating as of May 15th is 1 – UnsatisfactoryUnsatisfactory -1. Before being placed on probation, the Association and the teacher shall be given notice of the action of the Superintendent Superintendent, which notice shall contain the following information: 1. Specific areas of performance deficiencies identified from the instructional framework; 2. A suggested specific and reasonable program plan for improvement; 3. A statement indicating the duration of the probationary period and that the purpose of the probationary period is to give the teacher the opportunity to demonstrate improvement in his/her area or areas of deficiency. F. H. A reasonable plan of improvement will be developed and will include the specific evaluative criteria, criteria which must be met, met and the measures and benchmarks, benchmarks which will be used to determine the teacher’s success or failure. The plan will include a system for periodic feedback during the term of probation and will include supports provided and funded by the district, and the dates those supports will be put in place. I. Evaluation During the Probationary Period 1. At or about the time of the delivery of a probationary letter, the evaluator shall hold a personal conference with the probationary teacher to discuss performance deficiencies and the remedial measures to be taken. 2. Once the areas of deficiency and criteria for improvement have been determined, they may not be changed. 3. During the probationary period the evaluator shall meet with the probationary teacher at least twice a month to supervise and make a written evaluation of the progress, if any, made by the teacher relative to the plan. The provisions of Section 3 above shall apply to the documentation of observation reports and evaluation reports during the probationary period. 4. The probationary teacher may be removed from probation at any time if he/she has demonstrated improvement to the satisfaction of the evaluator in those areas specifically detailed in his/her notice of probation. 5. The probationary teacher may request that an additional certificated evaluator become part of the probationary process and the request must be granted. This evaluator will be assigned by the ESD and will be jointly selected by the district and the Association from a list of evaluation specialists compiled by the ESD. J. A teacher who is on a plan of improvement must be removed from probation if he/she has demonstrated improvement in the areas prescribed as deficient. A teacher must be removed from probation if a teacher with five (5) or fewer years of experience scores at Basic (2) or above or a teacher of more than five (5) years of experience scores at Proficient (3) or above. A written notice will be provided to the teacher at the time this decision is made. K. Lack of necessary improvement during the established probationary period, as specifically documented in writing with notification to the probationer constitutes grounds for a finding of probable cause under RCW 28.A.405.300 or 28A.405.210. L. Evaluator’s Post-Probation Report Unless the probationary teacher has previously been removed from probation, the evaluator shall submit a written report to the Superintendent at the end of the probationary period. This report shall identify whether the performance of the probationary teacher has improved and shall set forth one (1) of the following recommendations for further action: 1. That the teacher has demonstrated sufficient improvement in the stated areas of deficiency to justify the removal of the probationary status; or 2. That the teacher has demonstrated sufficient improvement in the stated areas of deficiency to justify the removal of the probationary status if accompanied by a letter identifying areas where further improvement is required; or 3. That the teacher has not demonstrated sufficient improvement in the stated areas of deficiency and action should be taken to non-renew the employment contract of the teacher.

Probation. At any time after October 1515th, a classroom teacher whose work is judged not satisfactory based on the district scoring criteria for the comprehensive evaluation, shall be placed on probation and notified in writing of the specific areas of deficiencies and provided along with a written reasonable plan program for improvement. During the period of improvementprobation, the employee may not be transferred from the supervision of the original evaluator. The establishment of a probationary period does not adversely affect the contract status of an employee within the meaning of RCW 28A.405.300 Improvement of performance or probable cause for nonrenewal must occur and be documented by the original evaluator before any consideration of a request for transfer or reassignment as contemplated by either the individual or the school district. A. A The following comprehensive summative evaluation performance ratings based on the evaluation criteria in Section 4—State Criteria, subsection D, a classroom teacher’s 's work is not judged satisfactory, and therefore shall be placed on probation, when : 1. Level 1; or 2. Level 2 if the overall comprehensive score classroom teacher is 1 – Unsatisfactory. A a continuing contract teacher employee under RCW 28A.405.210 with more than five (5) years of teaching experience whose and if the level 2 comprehensive summative evaluation score is 2 – Basic performance rating has been received for two (2) consecutive years or for two (2) years within a consecutive three (3) three-year time period shall also be placed on probationperiod. B. Teachers may only be placed on probation from the Comprehensive evaluation system described above. C. Teachers on continuing contracts who have been assigned to teach outside of their endorsements shall not be subject to nonrenewal or probation based on evaluations of their teaching effectiveness in the out-of-endorsement assignments. D. In the event that an evaluator determines on the basis of the evaluation criteria, that the performance of a teacher under his/her supervision merits probation, the evaluator shall report the same in writing to the Superintendent. The report shall include the following: 1. The evaluation report prepared pursuant to the provisions of Section 6 above, 6—Comprehensive evaluation above and,; 2. A recommended specific and reasonable program designed to assist the teacher in improving his or her performance. E. C. If the Superintendent concurs with the administrator’s judgment that the performance of the employee is unsatisfactory, the Superintendent shall place the teacher in a probationary status for a period of not less than sixty (60) school days, any time after October 15. The probationary period may be extended into the following school year if the teacher has more than five (5) years of teaching experience and the final summative rating as of May 15th is 1 – Unsatisfactorystatus. Before being placed on probation, the Association and the teacher shall be given notice of action by the Superintendent. During the period of probation, the employee may not be transferred from the supervision of the Superintendent which original evaluator. Improvement of performance or probable cause for nonrenewal must occur and be documented by the original evaluator before any consideration of a request for transfer or reassignment as contemplated by either the individual or the school district. A probationary period of sixty school days shall be established. 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. The probationary period may be extended into the following school year if the probationer has five or more years of teaching experience and has a comprehensive summative evaluation performance rating as of May 15th of less than level 2. The establishment of a probationary period does not adversely affect the contract status of an employee within the meaning of RCW 28A.405.300. The purpose of the probationary period is to give the employee opportunity to demonstrate improvements in his or her areas of deficiency. The establishment of the probationary period and the giving of the notice to the employee of deficiency shall be by the school district superintendent and need not be submitted to the board of directors for approval. The notice of action shall contain the following information: 1. Specific areas of performance deficiencies identified from the instructional framework; 2. A suggested specific and reasonable program for improvement; 3. A statement indicating the duration of the probationary period and that the purpose of the probationary period is to give the teacher the opportunity to demonstrate improvement in his/her area or areas of deficiency.period F. D. A plan of improvement will be developed and will include the specific evaluative criteria, criteria which must be met, and the measures and benchmarks, benchmarks which will be used to determine the teacher’s success or failure. The plan will include a system for periodic feedback during the term of probation and will include supports supports, listed in Section 8— Support for Basic and Unsatisfactory, provided and funded by the district, and the dates that those supports will be put in place. E. Evaluation During the Probationary Period 1. At or about the time of delivery of a probationary letter, the evaluator shall hold a personal conference with the probationary teacher to discuss performance deficiencies and the remedial measures to be taken 2. Once the areas of deficiency and criteria for improvement have been determined, they may not be changed without evidence and notification to Association 3. During the probationary period, the evaluator shall meet with the probationary teacher at least twice a month to supervise and make a written evaluation of the progress, if any, made by the teacher. The provisions of Section 6—Comprehensive Evaluation, above shall apply to the documentation of Observation reports during the probationary period 4. The probationary teacher may be removed from probation at any time if he/she has demonstrated improvement to the satisfaction of the evaluator in those areas specifically detailed in his/her notice of probation 5. 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. 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 educational service district in which the school district is located and selected from a list of evaluation specialists compiled by the educational service district. Such additional certificated employee shall be immune from any civil liability that might otherwise be incurred or imposed with regard to the good faith performance of such evaluation. 6. If a procedural error occurs in the implementation of a program for improvement, the error does not invalidate the probationer’s plan for improvement or evaluation activities unless the error materially affects the effectiveness of the plan or the ability to evaluate the probationer’s performance. F. A classroom teacher must be removed from probation if he or she has demonstrated improvement that results in a new comprehensive summative evaluation performance rating of: 1. Level 2 or above for a provisional employee or a continuing contract employee with five or fewer years of experience; or 2. Level 3 or above for a continuing contract employee with more than five years of experience. G. Lack of necessary improvement during the established probationary period, as specifically documented in writing with notification to the probationer constitutes grounds for a finding of probable cause under RCW 28A.405.300 or 28A.405.210 H. Evaluator’s Post-Probation Report Unless the probationary employee has previously been removed from probation, the evaluator shall submit a written report to the Superintendent at the end of the probationary period which shall identify whether the performance of the probationary teacher has improved and which shall set forth one(1) of the following recommendations for further action 1. That the employee has demonstrated sufficient improvement in the stated areas of deficiency to justify the removal of the probationary status; or 2. That the teacher has demonstrated sufficient improvement in the stated areas of deficiency to justify an extension of the probationary status. This should be accompanied by a letter identifying areas where further improvement is required; or 3. That the teacher has not demonstrated sufficient improvement in the stated areas of deficiency and action should be taken to non-renew the employment of the teacher

Probation. At any time after October 15, a classroom teacher whose work is judged not satisfactory based on the scoring criteria shall be placed on probation and notified in writing of the specific areas of deficiencies and provided a written reasonable plan of improvement. A. A classroom teacher’s work is not judged satisfactory, and therefore shall be placed on probation, when the overall comprehensive score is 1 – UnsatisfactoryUnsatisfactory (1). A continuing contract teacher under RCW 28A.405.210 with more than five (5) years of teaching experience whose comprehensive summative evaluation score is 2 – Basic below Proficient (3) for two (2) consecutive years or for two (2) years within a consecutive three (3) year time period shall also be placed on probation.three B. Teachers may only be placed on probation from the Comprehensive evaluation system Evaluation Process described in Section 4. 4. above. C. Teachers on continuing contracts who have been assigned to teach outside of their endorsements shall not be subject to nonrenewal or probation based on evaluations of their teaching effectiveness in the out-of-endorsement assignmentsassignments in accordance with WAC 000-00-000. D. In the event that an evaluator determines that the performance of a teacher under his/her supervision merits probation, the evaluator shall report the same in writing to the Superintendent. The report shall include the following: 1. The evaluation report prepared pursuant to the provisions of Article IV Section 6 above4, and, 2. A recommended specific and reasonable program designed to assist the teacher in improving his or her performance. E. If the Superintendent concurs with the administrator’s judgment that the performance of the employee is unsatisfactory, the Superintendent shall place the teacher in a probationary status for a period of not less than sixty (60) school days, any time after October 15. The probationary period may be extended into the following school year if the teacher has more than five (5) years of teaching experience and the final summative rating as of May 15th is 1 – UnsatisfactoryUnsatisfactory -1. Before being placed on probation, the Association and the teacher shall be given notice of action of the Superintendent which notice shall contain the following information: 1. Specific areas of performance deficiencies identified from the instructional framework; 2. A suggested specific and reasonable program plan for improvement; 3. A statement indicating the duration of the probationary period and that the purpose of the probationary period is to give the teacher the opportunity to demonstrate improvement in his/her area or areas of deficiency. F. A reasonable plan of improvement will be developed and will include the specific evaluative criteria, criteria which must be met, met and the measures and benchmarks, benchmarks which will be used to determine the teacher’s success or failure. The plan will include a system for periodic feedback during the term of probation will include supports provided and funded by the district, and the dates those supports will be put in place. Any of these support activities shall be compensated at the employee’s per diem rate of pay for any time that occurs outside the normal work day /year. G. Evaluation During the Probationary Period 1. At or about the time of the delivery of a probationary letter, the evaluator shall hold a personal conference with the probationary teacher to discuss performance deficiencies and the remedial measures to be taken. 2. Once the areas of deficiency and criteria for improvement have been determined, they may not be changed. 3. During the probationary period the evaluator shall meet with the probationary teacher at least twice a month to supervise and make a written evaluation of the progress, if any, made by the teacher. The provisions of Section 3 above shall apply to the documentation of observation reports and evaluation reports during the probationary period. 4. The probationary teacher may be removed from probation at any time if he/she has demonstrated improvement to the satisfaction of the evaluator in those areas specifically detailed in his/her notice of probation. 5. The probationary teacher may request that an additional certificated evaluator become part of the probationary process and the request must be granted. This evaluator will be assigned by the ESD and will be jointly selected by the district and the Association from a list of evaluation specialists compiled by the ESD. H. A teacher who is on a plan of improvement must be removed from probation if he/she has demonstrated improvement in the areas prescribed as deficient. A teacher must be removed from probation if a teacher with five (5) or fewer years of experience scores at Basic (2) or above or a teacher of more than five (5) years of experience scores at Proficient (3) or above. A written notice will be provided to the teacher at the time this decision is made. X. Xxxx of necessary improvement during the established probationary period, as specifically documented in writing with notification to the probationer constitutes grounds for a finding of probable cause under RCW 28.A.405.300 or 28A.405.210. J. Evaluator’s Post-Probation Report Unless the probationary teacher has previously been removed from probation, the evaluator shall submit a written report to the Superintendent at the end of the probationary period which report shall identify whether the performance of the probationary teacher has improved and which shall set forth one (1) of the following recommendations for further action: 1. That the teacher has demonstrated sufficient improvement in the stated areas of deficiency to justify the removal of the probationary status; or 2. That the teacher has demonstrated sufficient improvement in the stated areas of deficiency to justify the removal of the probationary status if accompanied by a letter identifying areas where further improvement is required; or 3. That the teacher has not demonstrated sufficient improvement in the stated areas of deficiency and action should be taken to non-renew the employment contract of the teacher.

Probation. At any time after October 15, a classroom teacher whose work is judged not satisfactory based on the scoring criteria shall be placed on probation and notified in writing of the specific areas of deficiencies and provided a written reasonable plan of improvement. A. A classroom teacher’s work is not judged satisfactory, and therefore shall be placed on probation, when the overall comprehensive score is 1 – UnsatisfactoryUnsatisfactory (1). A continuing contract teacher under RCW 28A.405.210 with more than five (5) years of teaching experience whose comprehensive summative evaluation score is 2 – Basic below Proficient (3) for two (2) consecutive years or for two (2) years within a consecutive three (3) year time period shall also be placed on probation. B. Teachers may only be placed on probation from the Comprehensive evaluation system Evaluation Process described in Section 4.4 above. C. Teachers on continuing contracts who have been assigned to teach outside of their endorsements shall not be subject to nonrenewal or probation based on evaluations of their teaching effectiveness in the out-of-endorsement assignmentsassignments in accordance with WAC 000- 00-000. D. In the event that an evaluator determines that the performance of a teacher under his/her supervision merits probation, the evaluator shall report the same in writing to the Superintendent. The report shall include the following: 1. The evaluation report prepared pursuant to the provisions of Article IV Section 6 above3, and, 2. A recommended specific and reasonable program designed to assist the teacher in improving his or her performance. E. If the Superintendent concurs with the administrator’s judgment that the performance of the employee is unsatisfactory, the Superintendent shall place the teacher in a probationary status for a period of not less than sixty (60) school days, any time after October 15. The probationary period may be extended into the following school year if the teacher has more than five (5) years of teaching experience and the final summative rating as of May 15th is 1 – UnsatisfactoryUnsatisfactory -1. Before being placed on probation, the Association President and the teacher shall be given notice of action of the Superintendent which notice shall contain the following information: 1. Specific areas of performance deficiencies identified from the instructional framework; 2. A suggested specific and reasonable program plan for improvement;. 3. A statement indicating the duration of the probationary period and that the purpose of the probationary period is to give the teacher the opportunity to demonstrate improvement in his/her area or areas of deficiency. F. A reasonable plan of improvement will be developed and will include the specific evaluative criteria, criteria which must be met, met and the measures and benchmarks, benchmarks which will be used to determine the teacher’s success or failure. The plan will include a system for periodic feedback during the term of probation will include supports provided and funded by the district, and the dates those supports will be put in place. G. Evaluation During the Probationary Period 1. At or about the time of the delivery of a probationary letter, the evaluator shall hold a personal conference with the probationary teacher to discuss performance deficiencies and the remedial measures to be taken. 2. Once the areas of deficiency and criteria for improvement have been determined, they may not be changed. 3. During the probationary period the evaluator shall meet with the probationary teacher at least twice a month to supervise and make a written evaluation of the progress, if any, made by the teacher. The provisions of Section 3 above shall apply to the documentation of observation reports and evaluation reports during the probationary period. 4. The probationary teacher may request that an additional certificated evaluator become part of the probationary process and the request must be granted. This evaluator will be assigned by the ESD and will be jointly selected by the district and the Association from a list of evaluation specialists compiled by the ESD. H. A teacher who is on a plan of improvement must be removed from probation if he/she has demonstrated improvement to the satisfaction of the evaluator in those areas specifically detailed in his/her notice of probation. A teacher must be removed from probation if a teacher with five (5) or fewer years of experience scores at Basic (2) or above or a teacher of more than five (5) years of experience scores at Proficient (3) or above. A written notice will be provided to the teacher at the time this decision is made. X. Xxxx of necessary improvement during the established probationary period, as specifically documented in writing with notification to the probationer constitutes grounds for a finding of probable cause under RCW 28.A.405.300 or 28A.405.210. J. Evaluator’s Post-Probation Report Unless the probationary teacher has previously been removed from probation, the evaluator shall submit a written report to the Superintendent at the end of the probationary period which report shall identify whether the performance of the probationary teacher has improved and which shall set forth one (1) of the following recommendations for further action: 1. That the teacher has demonstrated sufficient improvement in the stated areas of deficiency to justify the removal of the probationary status; or 2. That the teacher has demonstrated sufficient improvement in the stated areas of deficiency to justify the removal of the probationary status if accompanied by a letter identifying areas where further improvement is required; or 3. That the teacher has not demonstrated sufficient improvement in the stated areas of deficiency and action should be taken to non-renew the employment contract of the teacher.

Probation. At any time after October 15, a non-provisional classroom teacher teacher, whose work is judged not satisfactory unsatisfactory based on the scoring criteria criteria, shall be placed on probation and notified in writing of the specific areas of deficiencies and provided a written reasonable plan of improvement. A. A classroom teacher’s work is not judged satisfactory, and therefore shall be placed on probation, when the overall comprehensive score is 1 – Unsatisfactory. A continuing contract teacher under RCW 28A.405.210 with more than five (5) years of teaching experience whose comprehensive summative evaluation score is 2 below 3 – Basic Proficient for two (2) consecutive years or for two (2) years within a consecutive three (3) year time period shall also be placed on probation. B. Teachers may only be placed on probation from the Comprehensive evaluation system described above. C. Teachers on continuing contracts who have been assigned to teach outside of their endorsements shall not be subject to nonrenewal or probation based on evaluations of their teaching effectiveness in the out-ofof- endorsement assignments consistent with WAC 000-endorsement assignments00-000. D. C. In the event that an evaluator determines that the performance of a teacher under his/her supervision merits probation, the evaluator shall report the same in writing to the Superintendent. The report shall include the following: 1. The evaluation report prepared pursuant to the provisions of Section 6 Sections 9 above, and, 2. A recommended specific and reasonable program designed to assist the teacher in improving his or her performance. E. D. If the Superintendent concurs with the administrator’s judgment that the performance of the employee is unsatisfactory, the Superintendent shall place the teacher in a probationary status for a period of not less than sixty (60) school days, any time after October 15. Days may be added to if deemed necessary to complete a program for improvement and to evaluate the teacher’s performance, as long as the probationary period is concluded before May 15th of the same school year. The probationary period may be extended into the following school year if the teacher has more than five (5) or more years of teaching experience and the final has a comprehensive summative evaluation performance rating as of May 15th of less than level 2. At the time the teacher is 1 – Unsatisfactory. Before being placed on probation, the Association and the teacher shall be given notice of action of the Superintendent which notice shall contain the following information: 1. Specific areas of performance deficiencies identified from the instructional framework;. 2. A suggested specific and reasonable program for improvement;improvement that includes the specific evaluative criteria which must be met, and the measures and benchmarks which will be used to determine the teacher’s success or failure; and 3. A statement indicating the duration of the probationary period and that the purpose of the probationary period is to give the teacher the opportunity to demonstrate improvement in his/her area or areas of deficiency. F. A plan E. Evaluation During the Probationary Period 1. At or about the time of the delivery of a probationary letter, the evaluator shall hold a personal conference with the probationary teacher to discuss performance deficiencies and the remedial measures to be taken. 2. Once the areas of deficiency and criteria for improvement will have been determined, they may not be developed changed. 3. During the probationary period the evaluator shall meet with the probationary teacher at least twice a month to supervise and will include make a written evaluation of the specific evaluative criteriaprogress, which if any, made by the teacher, and shall provide copies of any other documentation gathered between meetings. 4. The probationary teacher must be met, and removed from probation if he/she has demonstrated improvement to the measures and benchmarks, which will be used to determine satisfaction of the evaluator in those areas specifically detailed in his/her notice of probation. 5. The evaluator may authorize one additional certificated employee (not within the teacher’s success bargaining unit) to evaluate the probationer and to aid the teacher in improving his or failureher areas of deficiency. The Should the evaluator not authorize such additional evaluator, the probationary teacher may request that an additional certificated employee evaluator become part of the probationary process and the 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. Any such request for an additional evaluator shall be made in writing by the 5th day of the probationary period. 6. If a procedural error occurs in the implementation of a program for improvement, the error does not invalidate the probationer’s plan will include for improvement or evaluation activities unless the error materially affects the effectiveness of the plan or the ability to evaluate the probationer’s performance. F. A teacher must be removed from probation if he/she has demonstrated improvement that results in a system new comprehensive summative evaluation performance rating of level 2 or above for periodic feedback a teacher with five (5) or fewer years of experience or of level 3 or above for a teacher of more than five (5) years of experience. X. Xxxx of necessary improvement during the term established probationary period, as specifically documented in writing with notification to the probationer constitutes grounds for a finding of probation will include supports provided and funded by probable cause under RCW 28.A.405.300 or 28A.405.210. H. Evaluator’s Post-Probation Report Unless the districtprobationary teacher has previously been removed from probation, the evaluator shall submit a written report to the Superintendent at the end of the probationary period which shall identify whether the performance of the probationary teacher has improved, and which shall set forth one (1) of the dates those supports will following recommendations for further action: 1. That the teacher has demonstrated sufficient improvement in the stated areas of deficiency to justify the removal of the probationary status; or 2. There is a need for days to be put added as deemed necessary to complete a program for improvement and evaluate the teacher’s performance, if the probationary period is concluded before May 15th of the same year; or 3. That the teacher has not demonstrated sufficient improvement in placethe stated areas of deficiency and action should be taken to discharge or non-renew the employment contract of the teacher.

Probation. At any time after October 1515th, a classroom non-provisional teacher whose work is judged not satisfactory based on the scoring criteria shall be placed on probation and notified in writing of the specific areas of deficiencies deficiency and provided a written reasonable plan of improvement. A. improvement that is observable, measurable and has a timeline. A classroom teacher’s work is judged not judged satisfactory, and therefore shall be placed on probation, when the overall comprehensive score is 1 – UnsatisfactoryUnsatisfactory (1). A continuing contract teacher under RCW 28A.405.210 with more than five (5) years of teaching experience whose comprehensive summative evaluation score is 2 – Basic below Proficient (3) for two (2) consecutive years or for two (2) years within a consecutive three (3) year time period shall also be placed on probationconsidered not satisfactory. B. Teachers may only be placed on probation from the Comprehensive evaluation system described above. C. Teachers on continuing contracts who have been assigned to teach outside of their endorsements shall not be subject to nonrenewal or probation based on evaluations of their teaching effectiveness in the out-of-endorsement assignmentsassignments in accordance with WAC 000-00-000. D. C. In the event that an evaluator determines that the performance of a non-provisional teacher under his/her supervision merits probation, the evaluator shall report the same in writing to the Association and the Superintendent. The report shall include the following: 1. The evaluation report prepared pursuant to the provisions of Section 6 4.4, above, and, 2. A recommended specific and reasonable program designed to assist the teacher in improving his or her performanceperformance that is observable, measurable and has a timeline. E. D. If the Superintendent concurs with the administrator’s judgment that the performance of the employee is unsatisfactory, the Superintendent shall place the teacher in a probationary status for a period of not less than sixty (60) school days, any time after October 15. The probationary period may be extended into the following school year if the teacher has more than five (5) years of teaching experience and the final summative rating as of May 15th is 1 – UnsatisfactoryUnsatisfactory -1. Before being placed on probation, the Association and the teacher shall be given notice of action of the Superintendent which notice shall contain the following information: 1. : Specific areas of performance deficiencies identified from the instructional framework; 2. A suggested specific and reasonable program for improvement; 3. A statement indicating the duration of the probationary period and that the purpose of the probationary period is to give the teacher the opportunity to demonstrate improvement in his/her area or areas of deficiency. F. A plan of improvement will be developed and will include the specific evaluative criteria, which must be met, and the measures and benchmarks, which will be used to determine the teacher’s success or failure. The plan will include a system for periodic feedback during the term of probation will include supports provided and funded by the district, and the dates those supports will be put in place.

Probation. At any time after October 15, a classroom one non-provisional teacher whose work is judged not satisfactory based on the scoring criteria their final summative evaluation report shall be placed on probation and notified in writing of the specific areas of deficiencies and provided a written reasonable plan of improvement. A. A The following comprehensive summative evaluation performance ratings mean a classroom teacher’s work is judged not judged satisfactory, and therefore shall be placed on probation, when the overall comprehensive score is : 1. Level 1 – Unsatisfactory; or 2. A Level 2 – Basic if the teacher is a continuing contract teacher employee under RCW 28A.405.210 with more than five (5) years of teaching experience whose and if the Basic – 2 comprehensive summative evaluation score is 2 – Basic performance rating has been received for two (2) consecutive years or for two (2) years within a consecutive three (3) year time period shall also be placed on probationperiod. B. Teachers may only be placed on probation from the Comprehensive evaluation system described above. C. Teachers on continuing contracts who have been assigned to teach outside of their endorsements shall not be subject to nonrenewal non-renewal or probation based on evaluations of their teaching effectiveness in the out-of-endorsement assignmentsassignments in accordance with WAC 000-00-000. D. C. In the event that an evaluator determines that the performance of a teacher under his/her supervision merits probation, the evaluator shall report the same in writing to the Superintendent. The report shall include the following: 1. The evaluation report prepared pursuant to the provisions of Article IV Section 6 above, 3; and, 2. A recommended specific and reasonable program designed to assist the teacher in improving his or his/her performance. E. If the Superintendent concurs with the administrator’s judgment that the performance of the employee is unsatisfactory, the D. The Superintendent shall place the teacher in a probationary status for a period of not less than sixty (60) school days, any time after October 15. Days may be added if deemed necessary to complete a program for improvement and evaluate the teacher’s performance as long as the probationary period is concluded before May 15 of the same school year. The probationary period may be extended into the following school year if the teacher has more than five (5) years of teaching experience and the final summative rating as of May 15th 15 is 1 Unsatisfactory – Unsatisfactory1. Before being placed on probationAt this time, the Association and the teacher shall be given notice of action of the Superintendent which notice shall contain the following information: 1. Specific areas of performance deficiencies identified from the instructional framework;. 2. A suggested specific and reasonable program plan for improvement;, including a statement indicating areas of assistance and resources to be provided to the employees by the District. 3. A statement indicating the duration of the probationary period and that the purpose of the probationary period is to give the teacher the opportunity to demonstrate improvement in his/her area or o areas of deficiency. F. A plan of improvement will be developed and will include the specific evaluative criteria, which must be met, and the measures and benchmarks, which will be used to determine the teacher’s success or failure. The plan will include a system for periodic feedback during the term of probation will include supports provided and funded by the district, and the dates those supports will be put in place.

Probation. At any time after October 1515th, a classroom teacher whose work is judged not satisfactory based on the scoring criteria evaluation criteria, shall be placed on probation probation, pursuant to RCW 28A405.100, and notified in writing of the specific areas of deficiencies and provided a written reasonable plan of improvement. A plan of improvement may include such supports as; professional development, peer support, mentoring, coaching, peer observations, and additional resources designed to correct areas of deficiencies. A. A classroom teacher1. An employee’s work is not judged satisfactory, and therefore shall be placed on probation, when the overall comprehensive score is 1 – - Unsatisfactory. A continuing contract teacher employee under RCW 28A.405.210 with more than five (5) years of teaching experience whose comprehensive summative evaluation score is 2 – - Basic for two (2) consecutive years or for two (2) years within a consecutive three (3) year time period shall also be placed on probation. B. Teachers 2. An employee may only be placed on probation from the Comprehensive evaluation system described above. C. Teachers 3. An employee on a continuing contracts contract who have has been assigned to teach outside of their endorsements shall not be subject to nonrenewal or probation based on evaluations of their teaching effectiveness in the out-of-endorsement assignmentsassignment. D. 4. In the event that an evaluator administrator determines that the performance of a teacher an employee under his/her their supervision merits probation, the evaluator administrator shall report the same in writing to the Superintendent. The report shall include the following: 1. The evaluation report prepared pursuant to a. Specific areas of performance deficiencies identified from the provisions of Section 6 above, and,instructional framework; 2. b. A recommended specific and reasonable program designed to assist the teacher employee in improving his or her their performance. E. 5. If the Superintendent concurs with the administrator’s judgment that the performance of the employee is unsatisfactory, the Superintendent shall place the teacher employee in a probationary status for a period of not less than sixty (60) school days, any time after October 1515th. The probationary period must conclude before May 15th of the same school year. The probationary period may be extended into the following school year if the teacher employee has more than five (5) years of teaching experience and the final summative rating as of May 15th is 1 – - Unsatisfactory. Before being placed on probation, the Association and the teacher employee shall be given notice of action of the Superintendent which notice shall contain the following information: 1. a. Specific areas of performance deficiencies identified from the instructional framework; 2. b. A suggested specific and reasonable program for improvement; 3. c. A statement indicating the duration of the probationary period and that the purpose of the probationary period is to give the teacher employee the opportunity to demonstrate improvement in his/her their area or areas of deficiency. F. 6. A plan of improvement will be developed and will include the specific evaluative criteria, criteria which must be met, and the measures and benchmarks, benchmarks which will be used to determine the teacher’s success or failure. The plan will include a system for periodic feedback employee may request to have an Association Representative be present during the term creation of probation will include supports provided the plan of improvement. 7. Evaluation during the Probationary Period: a. At or about the time of the delivery of a probationary letter, the administrator shall hold a personal conference with the probationary employee to discuss performance deficiencies and funded the remedial measures to be taken. b. Once the areas of deficiency and criteria for improvement have been determined, they may not be changed. c. During the probationary period the administrator shall meet with the probationary employee at least twice a month to supervise and make a written evaluation of the progress, if any, made by the districtemployee. d. The probationary employee may be removed from probation at any time if they have demonstrated improvement to the satisfaction of the evaluator in those areas specifically detailed in their notice of probation. e. 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. Should the evaluator not authorize such additional evaluator, the probationary employee may request that an additional certificated administrator become part of the probationary process and the dates those supports request must be granted. This administrator will be put assigned by the ESD and will be jointly selected by the District and the Association from a list of evaluation specialists compiled by the ESD per RCW 28A.405.100. 4(b) 8. An employee who is on a plan of improvement must be removed from probation if they have demonstrated improvement in placethe areas prescribed as deficient. The employee must be removed if an employee with five (5) or fewer years of experience scores at 2 - Basic or above and an employee of more than five (5) years scores at 3 - Proficient or above. 9. Lack of necessary improvement during the established probationary period, as specifically documented in writing with notification to the probationer constitutes grounds for a finding of probable cause under RCW 28.A.405.300 or 28A.405.210. 10. Evaluator’s Post-Probation Report: Unless the probationary employee has previously been removed from probation, the administrator shall submit a written report to the Superintendent at the end of the probationary period or by May 15th, which report shall identify whether the performance of the probationary employee has improved and which shall set forth one (1) of the following recommendations for further action: a. That the employee has demonstrated sufficient improvement in the stated areas of deficiency to justify the removal of the probationary status; or b. That the employee has demonstrated sufficient improvement in the stated areas of deficiency to justify the removal of the probationary status accompanied by a letter identifying areas where further improvement is required; or c. That the employee has not demonstrated sufficient improvement in the stated areas of deficiency and action should be taken to non-renew the employment contract of the employee.

Probation. At any time after October 1515th, a non-provisional classroom teacher whose work is judged not satisfactory based on the district scoring criteria for the completed comprehensive summative evaluation, shall be placed on probation and notified in writing of the specific areas of deficiencies and provided along with a written reasonable plan of program for improvement. A. 1. A classroom teacher’s 's work is not judged satisfactory, and therefore shall be placed on probation, when satisfactory if the overall comprehensive score summative evaluation performance level is: a. Summative Performance Level Rating 1 (unsatisfactory); or b. Summative Performance Level Rating 2 (basic) if the classroom teacher is 1 – Unsatisfactory. A a continuing contract teacher employee under RCW 28A.405.210 with more than five (5) years of teaching experience whose and if the Comprehensive Summative performance rating is 2 (basic) comprehensive summative evaluation score is 2 – Basic performance rating has been received for two (2) consecutive years or for two (2) years within a consecutive three (3) three-year time period shall also be placed on probationperiod. B. Teachers may only be placed on probation from the Comprehensive evaluation system described above. C. Teachers on continuing contracts who have been assigned to teach outside of their endorsements shall not be subject to nonrenewal or probation based on evaluations of their teaching effectiveness in the out-of-endorsement assignments. D. 2. In the event that an evaluator determines on the basis of the evaluation criteria, that the performance of a teacher under his/her supervision merits probation, the evaluator shall report the same in writing to the Superintendent. The report shall include the following: 1. a. The evaluation report prepared pursuant to the provisions of Section 6 above, Eight (8) and, 2. ; b. A recommended specific and reasonable program designed to assist the teacher in improving his or her performance.. · E. 3. If the Superintendent concurs with the administrator’s evaluator's judgment that the performance of the employee is unsatisfactory, the Superintendent shall place the teacher in a probationary status for a period of not less than sixty (60) school days, any time after October 15. The probationary period may be extended into the following school year if the teacher has more than five (5) years of teaching experience and the final summative rating as of May 15th is 1 – Unsatisfactory. status. a. Before being placed on probation, the Association and the teacher shall be given notice of action by the Superintendent. b. During the period of probation, the employee will not be transferred from the supervision of the Superintendent which original evaluator. c. The Cashmere Education Association may elect to bring in an outside professional to observe, advise, and assist the teacher while on probation. d. Sufficient improvement of identified deficiencies or a new summative rating of proficient of performance must occur and be documented by the original evaluator before any consideration of a request for transfer or reassignment as contemplated by either the individual or the school district. e. A probationary period of sixty school days shall be established. Days may be added if deemed necessary to complete a probationary (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. The probationary period may be extended into the following school year if the probationer has five or more years of teaching experience and has a comprehensive summative evaluation performance rating as of May 15th of less than Level 2 (basic). f. The establishment of a probationary period does not adversely affect the contract status of an employee within the meaning of RCW 28A.405.300. The purpose of the probationary period is to give the employee opportunity to demonstrate sufficient improvement (rating of proficient) in his or her areas of deficiency. g. The establishment of the probationary period and the giving of the notice to the employee of deficiency shall be by the school district superintendent and need not be submitted to the board of directors for approval. The notice of action shall contain the following information: 1. Specific areas of performance deficiencies identified from the instructional framework; 2. A suggested specific and reasonable probationary (program for improvement); 3. A statement indicating the duration of the probationary period and that the purpose of the probationary period is to give the teacher the opportunity to demonstrate improvement in his/her area or areas of deficiencyperiod. F. 4. A plan of improvement probationary (program for improvement) will be developed and will include the specific evaluative criteria, criteria which must be met, and the measures and benchmarks, benchmarks which will be used to determine the teacher’s 's success or failure. The plan will include a system for periodic feedback during the term of probation and will include supports supports, listed in Section 9- Professional Support Plan for Basic and Unsatisfactory, provided and funded by the district, and the dates that those supports will be put in place.

Probation. At any time after October 15, a classroom teacher whose work is judged as not satisfactory based on the scoring criteria shall be placed on probation probation, and notified in writing of the specific areas of deficiencies and provided a written reasonable plan of improvement. A. A classroom teacher’s work is not judged satisfactory, and therefore shall be placed on probation, when the overall comprehensive score is 1 – Unsatisfactory. A continuing contract teacher under RCW 28A.405.210 with more than five (5) years of teaching experience whose comprehensive summative evaluation score is 2 below 3 – Basic Proficient for two (2) consecutive years or for two (2) years within a consecutive three (3) year time period shall also be placed on probation. B. Teachers may only be placed on probation from the Comprehensive evaluation system Evaluation System described above. C. Teachers on continuing contracts who have been assigned to teach outside of their endorsements shall not be subject to nonrenewal or probation based on evaluations of their teaching effectiveness in the out-of-of- endorsement assignments. D. In the event that an evaluator determines that the performance of a teacher under his/her supervision merits probation, the evaluator shall report the same in writing to the Superintendentsuperintendent. The report shall include the following: 1. The evaluation report prepared pursuant to the provisions of Section 6 above, ; and, 2. A recommended specific and reasonable program designed to assist the teacher in improving his or her performance. E. If the Superintendent concurs with the administrator’s judgment judgement that the performance of the employee educator is unsatisfactory, the Superintendent shall place the teacher in a probationary status for a period of not less than sixty (60) school days, any time after October 15. The probationary period may be extended into the following school year if the teacher has more than five (5) years of teaching experience and the final summative rating as of May 15th 15 is 1 less than 2 – UnsatisfactoryBasic. Before being placed on probation, the Association and the teacher shall be given notice of action of the Superintendent which notice shall contain the following information: 1. Specific areas of performance deficiencies identified from the instructional framework; 2. A suggested specific and reasonable program for improvement; 3. A statement indicating the duration of the probationary period and that the purpose of the probationary period is to give the teacher the opportunity to demonstrate improvement in his/her area or of areas of deficiency. 4. When a teacher is put on probation he/she will be informed of his/her right to have Association representation at the first meeting. F. A plan of improvement will be developed and will include the specific evaluative criteria, criteria which must be met, and the measures and benchmarks, benchmarks which will be used to determine the teacher’s success or failure. The plan will include a system for periodic feedback during the term of probation probation, will include supports provided and funded by the districtDistrict, and the dates those supports will be put in into place. G. Evaluation During the Probationary Period: 1. At or about the time of the delivery of a probationary letter, the evaluator shall hold a personal conference with the probationary teacher to discuss performance deficiencies and the remedial measures to be taken. 2. Once the areas of deficiency and criteria for improvement have been determined, they may not be changed. 3. During the probationary period, the evaluator shall meet with the probationary teacher at least twice a month to supervise and make a written evaluation of the progress, if any, made by the teacher. The provisions of Section 6 above shall apply to the documentation of observation reports during the probationary period. 4. The probationary teacher may be removed from probation at any time if he/she has demonstrated improvement to the satisfaction of the evaluator in those areas specifically detailed in his/her notice of probation. 5. A classroom teacher may request an Association representative to be present in any pre or post observation meetings. The Association will be able to bring in an outside expert to observe the teacher on probation. H. A teacher who is on a plan of improvement must be removed from probation if he/she has demonstrated improvement in the areas prescribed as deficient. The teacher must be removed if a teacher with five (5) or fewer years of experience scores at 2 – Basic or above and a teacher of more than five (5) years scores at 3 – Proficient or above. X. Xxxx of necessary improvement during the established probationary period, as specifically documented in writing with notification to the probationer constitutes grounds for a finding of probable cause under RCW 28A.405.300 or 28A.405.210. J. Evaluator’s Post-Probation Report: Unless the probationary teacher has previously been removed from probation, the evaluator shall submit a written report to the superintendent at the end of the probationary period which shall identify whether the performance of the probationary teacher has improved, and which shall set forth one (1) of the following recommendations for further action: 1. That the teacher has demonstrated sufficient improvement in the stated areas of deficiency to justify the removal of the probationary status; or 2. That the teacher has demonstrated sufficient improvement in the stated areas of deficiency to justify the removal of the probationary status if accompanied by a letter identifying areas where further improvement is required; or 3. That the teacher has not demonstrated sufficient improvement in the stated areas of deficiency and action should be taken to non-renew the employment contract of the teacher.

Probation. At any time after October 1515th, a non-provisional classroom teacher whose work is judged not satisfactory based on the district scoring criteria for the completed comprehensive summative evaluation, shall be placed on probation and notified in writing of the specific areas of deficiencies and provided along with a written reasonable plan of program for improvement. A. 1. A classroom teacher’s work is not judged satisfactory, and therefore shall be placed on probation, when satisfactory if the overall comprehensive score summative evaluation performance level is: a. Summative Performance Level Rating 1 (unsatisfactory); or b. Summative Performance Level Rating 2 (basic) if the classroom teacher is 1 – Unsatisfactory. A a continuing contract teacher employee under RCW 28A.405.210 with more than five (5) years of teaching experience whose and if the Comprehensive Summative performance rating is 2 (basic) comprehensive summative evaluation score is 2 – Basic performance rating has been received for two (2) consecutive years or for two (2) years within a consecutive three (3) three-year time period shall also be placed on probationperiod. B. Teachers may only be placed on probation from the Comprehensive evaluation system described above. C. Teachers on continuing contracts who have been assigned to teach outside of their endorsements shall not be subject to nonrenewal or probation based on evaluations of their teaching effectiveness in the out-of-endorsement assignments. D. 2. In the event that an evaluator determines on the basis of the evaluation criteria, that the performance of a teacher under his/her supervision merits probation, the evaluator shall report the same in writing to the Superintendent. The report shall include the following: 1. a. The evaluation report prepared pursuant to the provisions of Section 6 above, Eight (8) and,; 2. b. A recommended specific and reasonable program designed to assist the teacher in improving his or her performance. E. 3. If the Superintendent concurs with the administratorevaluator’s judgment that the performance of the employee is unsatisfactory, the Superintendent shall place the teacher in a probationary status for a period of not less than sixty (60) school days, any time after October 15. The probationary period may be extended into the following school year if the teacher has more than five (5) years of teaching experience and the final summative rating as of May 15th is 1 – Unsatisfactory. status. a. Before being placed on probation, the Association and the teacher shall be given notice of action by the Superintendent. b. During the period of probation, the employee will not be transferred from the supervision of the Superintendent which original evaluator. c. The Cashmere Education Association may elect to bring in an outside professional to observe, advise, and assist the teacher while on probation. d. Sufficient improvement of identified deficiencies or a new summative rating of proficient of performance must occur and be documented by the original evaluator before any consideration of a request for transfer or reassignment as contemplated by either the individual or the school district. e. A probationary period of sixty school days shall be established. Days may be added if deemed necessary to complete a probationary (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. The probationary period may be extended into the following school year if the probationer has five or more years of teaching experience and has a comprehensive summative evaluation performance rating as of May 15th of less than Level 2 (basic). f. The establishment of a probationary period does not adversely affect the contract status of an employee within the meaning of RCW 28A.405.300. The purpose of the probationary period is to give the employee opportunity to demonstrate sufficient improvement (rating of proficient) in his or her areas of deficiency. g. The establishment of the probationary period and the giving of the notice to the employee of deficiency shall be by the school district superintendent and need not be submitted to the board of directors for approval. The notice of action shall contain the following information: 1. Specific areas of performance deficiencies identified from the instructional framework; 2. A suggested specific and reasonable probationary (program for improvement); 3. A statement indicating the duration of the probationary period and that the purpose of the probationary period is to give the teacher the opportunity to demonstrate improvement in his/her area or areas of deficiencyperiod. F. 4. A plan of improvement probationary (program for improvement) will be developed and will include the specific evaluative criteria, criteria which must be met, and the measures and benchmarks, benchmarks which will be used to determine the teacher’s success or failure. The plan will include a system for periodic feedback during the term of probation and will include supports supports, listed in Section 9 — Professional Support Plan for Basic and Unsatisfactory, provided and funded by the district, and the dates that those supports will be put in place. 5. EVALUATION WITHIN THE PROBATIONARY PERIOD (Within 60 days) a. At or about the time of delivery of a probationary letter, the evaluator shall hold a personal conference with the probationary teacher to discuss performance deficiencies and the remedial measures to be taken. b. Once the areas of deficiency and criteria for improvement have been determined, they will not be changed without evidence and notification to the Association. c. During the probationary period, the evaluator shall meet with the probationary teacher at least twice a month to supervise and make a written evaluation of the progress. The provisions of Section 5— Comprehensive Evaluation, above shall apply to the documentation of Observation reports during the probationary period. d. The probationary teacher may be removed from probation at any time if he/she has demonstrated sufficient improvement in those areas specifically detailed in his/her notice of probation. e. The evaluator may authorize one additional certificated employee to evaluate the probationer and to aid the employee in improving their area of deficiency(ies). Should the evaluator not authorize an additional evaluator, the probationer may request that an additional certificated evaluator become part of the probationary process. This request must be implemented by including an additional experienced evaluator assigned by the educational service district in which the school district is located and selected from a list of evaluation specialists compiled by the educational services district. Such additional certificated employee shall be immune from any civil liability that might otherwise be incurred or imposed during an otherwise good faith performance of an evaluation. Procedural errors occurring during a program for improvement do not invalidate the effectiveness of the plan or the ability to evaluate the probationer’s performance. f. If a procedural error occurs in the implementation of a professional support plan, the error does not invalidate the probationer’s professional support plan or evaluation activities unless the error materially affects the effectiveness of the plan or the ability to evaluate the probationer’s performance. 6. A classroom teacher must be removed from probation if he or she has demonstrated improvement that results in a new comprehensive summative evaluation performance level rating of: a. Summative Performance 2 (Basic) or above for a provisional employee or a continuing contract employee with five or fewer years of experience; or b. Summative Performance 3 (Proficient) or above for a continuing contract employee with more than five years of experience. 7. Lack of necessary improvement during the established probationary period, as specifically documented in writing with notification to the probationer constitutes grounds for a finding of probable cause under RCW 28A.405.300 or 28A.405.210 8. EVALUATOR’S POST-PROBATION REPORT Unless the probationary employee has previously been removed from probation, the evaluator shall submit a written report to the Superintendent at the end of the probationary period which shall identify whether the performance of the probationary teacher has sufficiently improved and which shall set forth one (1) of the following recommendations for further action: a. That the employee has demonstrated sufficient improvement in the stated areas of deficiency to justify the removal of the probationary status; or b. That the teacher has demonstrated sufficient improvement in the stated areas of deficiency to justify an extension of the probationary status. This should be accompanied by a letter identifying areas where further improvement is required; or c. That the teacher has not demonstrated sufficient improvement in the stated areas of deficiency and action should be taken to non-renew the employment of the teacher.

Probation. At any time after October 15, a classroom teacher whose work is judged not satisfactory based on the scoring criteria shall be placed on probation and notified in writing of the specific areas of deficiencies and provided a written reasonable plan of improvement. A. a. A classroom teacher’s work is not judged satisfactory, and therefore shall be placed on probation, when the overall comprehensive score is 1 – Unsatisfactory. A continuing contract teacher under RCW 28A.405.210 with more than five (5) years of teaching experience whose comprehensive summative who is comprehensive. b. Summative evaluation score is 2 – Basic for two (2) consecutive years or for two (2) years within a consecutive three (3) year time period shall also be placed on probation. B. c. Teachers may only be placed on probation from the Comprehensive Comprehension evaluation system described abovesystem. C. d. Teachers on continuing contracts who have been assigned to teach outside of their endorsements shall not be subject to nonrenewal or probation based on evaluations of their teaching effectiveness in the out-of-endorsement assignments. D. e. In the event that an evaluator determines that the performance of a teacher under his/her supervision merits probation, the evaluator shall report the same in writing to the Superintendent. The report shall include the following: 1. i. The evaluation report prepared pursuant to the provisions of Section 6 above, and, 2ii. A recommended specific and reasonable program designed to assist the teacher in improving his or her performance. E. f. If the Superintendent concurs with the administrator’s judgment that the performance of the employee is unsatisfactorynot satisfactory, the Superintendent shall place the teacher in a probationary status for a period of not less than sixty (60) school days, any time after October 15. The probationary period may be extended into the following school year if the teacher has more than five (5) years of teaching experience and the final summative rating as of May 15th is 1 – Unsatisfactory. Before being placed on probation, the Association and the teacher shall be given notice of action of the Superintendent which notice shall contain the following information: 1. i. Specific areas of performance deficiencies identified from the instructional framework; 2ii. A suggested specific and reasonable program for improvement; 3iii. A statement indicating the duration of the probationary period and that the purpose of the probationary period is to give the teacher the opportunity to demonstrate improvement in his/her area or areas of deficiency. F. g. A plan of improvement will be developed and will include the specific evaluative criteria, criteria which must be met, and the measures and benchmarks, benchmarks which will be used to determine the teacher’s success or failure. The plan will include a system for periodic feedback during the term of probation will include supports support provided and funded by the district, and the dates those supports will be put in place.

Probation. 1. Employees shall be placed on probation subject to the following: th 1. At any time after October 15 and before January 10, 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 above, the following comprehensive summative evaluation performance ratings mean a classroom teacher's work is “not judged satisfactory” as that term is used in 6.3.7., 5, above: (i) Level 1 (Unsatisfactory); or (ii) 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 6.4.2, 2. (Second Evaluator During Probation), 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, a classroom teacher whose work is judged not satisfactory based on the scoring criteria shall be placed on probation and notified in writing of the specific areas of deficiencies and provided a written reasonable plan of improvement. A. A classroom teacher’s work is not judged satisfactory, and therefore shall be placed on probation, when the overall comprehensive score is 1 – Unsatisfactory. A continuing contract teacher under RCW 28A.405.210 with more than five (5) years of teaching experience whose comprehensive summative evaluation score is 2 – Basic for two (2) consecutive years or for two (2) years within a consecutive three (3) year time period shall also be placed on probation. B. Teachers may only be placed on probation from the Comprehensive evaluation system described above. C. Teachers on continuing contracts who have been assigned to teach outside of their endorsements shall not be subject to nonrenewal or probation based on evaluations of their teaching effectiveness in the out-of-endorsement assignments. D. In the event that an evaluator determines that the performance of a teacher under his/her supervision merits probation, the evaluator shall report the same in writing to the Superintendent. The report shall include the following: 1. The evaluation report prepared pursuant to the provisions of Section 6 above, and, 2. A recommended specific and reasonable program designed to assist the teacher in improving his or her performance. E. If the Superintendent concurs with the administrator’s judgment that the performance of the employee is unsatisfactory, the Superintendent shall place the teacher in a probationary status for a period minimum of not less than sixty (60) school days, any time after October 15and ending no later than May 1. The probationary period may be extended into the following school year if the teacher has more than five (5) years of teaching experience and the final summative rating as of May 15th is 1 – Unsatisfactory. Before being placed on probation, the Association and the teacher shall be given notice of action of the Superintendent which notice shall contain the following information: 1. Specific areas of performance deficiencies identified from the instructional framework; 2. A suggested specific and reasonable program for improvement; 3. A statement indicating the duration of the probationary period and that the purpose of the probationary period is to give the teacher employee the opportunity to demonstrate improvement in his/her area or areas of deficiencydeficiencies. F. 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 plan written evaluation of improvement this progress will be developed and will include provided in a timely fashion to the specific evaluative criteria, which must be met, and the measures and benchmarks, which will be used to determine the teacher’s success or failure. The plan will include a system for periodic feedback during the term of probation will include supports provided and funded by the district, and the dates those supports will be put in placeemployee after each meeting.

Probation. At any time after October 15, a classroom teacher whose work is judged not satisfactory based on the scoring criteria shall be placed on probation and notified in writing of the specific areas of deficiencies and provided deficiency along with a written reasonable plan of improvement. A. A The following comprehensive summative evaluation performance ratings mean a classroom teacher’s work performance is judged not judged satisfactory, and therefore shall be placed on probation, when the overall comprehensive score is : 1. Level 1 – UnsatisfactoryUnsatisfactory or 2. A Level 2 – Basic – if the teacher is a continuing contract teacher employee under RCW 28A.405.210 with more than five (5) years of teaching experience whose and if the Level 2 comprehensive summative evaluation score is 2 – Basic performance rating has been received for two (2) consecutive years or for two (2) years within a consecutive three (3) year time period shall also be placed on probationperiod. B. Teachers may only be placed on probation from the Comprehensive evaluation system described above. C. Teachers on continuing contracts who have been assigned to teach outside of their endorsements shall not be subject to nonrenewal or probation based on evaluations of their teaching effectiveness in the out-of-endorsement assignmentsassignments in accordance with WAC 000-00-000. D. C. In the event that an evaluator determines that the performance of a teacher under his/her supervision merits probation, the evaluator shall report the same in writing to the Superintendent. The report shall include the following: 1. The evaluation report prepared pursuant to the provisions of Article III Section 6 above6, and, 2. A recommended specific and reasonable program designed to assist the teacher in improving his or her performance. E. D. If the Superintendent concurs with the administrator’s judgment that the performance of the employee is unsatisfactory, the Superintendent shall place the teacher in a probationary status for a period of not less than sixty (60) school days, any time after October 15. The probationary period may be extended into the following school year if the teacher has more than five (5) years of teaching experience and the final summative rating as of May 15th is 1 – Unsatisfactory. Before being placed on probation, with notice to the Association and the teacher shall be given notice of action of the Superintendent which teacher. The notice shall contain the following information: 1. Specific areas of performance deficiencies identified from the instructional framework; 2. A suggested specific and reasonable program plan for improvement;improvement which will include the specific evaluative criteria which must be met and the measures and benchmarks which will be used to determine the teacher’s success or failure. The plan will include a system for periodic feedback during the term of probation, and will spell out courses of action whereby the teacher will be assisted, counseled and tutored in improving his/her performance to an acceptable level. 3. A statement indicating the duration of the probationary period and that the purpose of the probationary period is to give the teacher the opportunity to demonstrate improvement in his/her area or areas of deficiency. F. A plan . Days may be added to the probationary period if deemed necessary to complete a program for improvement and evaluate the teacher’s performance as long as the probationary period is concluded before May 15th of improvement will the same school year. The probationary period may be developed and will include extended into the specific evaluative criteria, which must be met, following school year if the teacher has five (5) or more years of teaching experience and the measures final summative rating as of May 15th of less than Level 2 (Basic). In such case, artifacts and benchmarks, which will evidence collected during the preceding school year and during the probationary process may be used to determine the teacher’s success final evaluation score. E. Evaluation During the Probationary Period 1. At or failureabout the time of the delivery of a probationary letter, the evaluator shall hold a personal conference with the probationary teacher to discuss performance deficiencies and the remedial measures to be taken. 2. Once the areas of deficiency and criteria for improvement have been determined, they may not be changed. 3. The plan will include a system for periodic feedback evaluator shall meet with and/or observe the employee at least weekly during the term of probation will include supports provided and funded probationary period, unless delayed by the districtabsence of either. The Observation Report Form (Appendix B-8) shall be used to document these meetings/observations. During the probationary period the evaluator shall meet with the probationary teacher at least twice a month to supervise and make a written evaluation (Appendix B-9) of the progress, if any, made by the teacher. 4. The evaluator may authorize one additional certificated administrator to evaluate the teacher and to aid the teacher in improving his or her areas of deficiency. Should the evaluator not authorize such additional evaluator, the teacher may request that an additional certificated evaluator become part of that probationary process and this request must be implemented by including an experienced additional evaluator assigned by Educational Service District 105 and jointly selected by the District and Association (if not inconsistent with ESD practices) from a list of evaluation specialists compiled by the ESD. Any such request for an additional evaluator shall be made by the teacher in writing on or before the fifth (5th) day of the probationary period. F. A teacher must be removed from probation if he/she has demonstrated improvement that results in a new comprehensive summative evaluation performance rating of Level 2 (Basic) or above for a continuing contract teacher with five (5) or fewer years of experience or of Level 3 (Proficient) or above for a continuing contract employee with more than five (5) years of experience. A written notice will be provided to the teacher. G. Lack of necessary improvement during the established probationary period, as specifically documented in writing with notification to the probationer constitutes grounds for a finding of probable cause under RCW 28.A.405.300 or 28A.405.210. H. Evaluator’s Post-Probation Report Unless the probationary teacher has previously been removed from probation, the evaluator shall submit a written report to the Superintendent at the end of the probationary period which report shall identify whether the performance of the probationary teacher has improved, and which shall set forth one (1) of the dates those supports will following recommendations for further action: 1. That the teacher has demonstrated sufficient improvement in the stated areas of deficiency to justify the removal of the probationary status; or 2. That the teacher has demonstrated sufficient improvement in the stated areas of deficiency to justify the removal of the probationary status if accompanied by a letter identifying areas where further improvement is required; or 3. That the teacher has not demonstrated sufficient improvement in the stated areas of deficiency and action should be put in placetaken to non-renew the employment contract of the teacher.

Probation. A. At any time after October 1515th, a classroom teacher whose work is judged not satisfactory based on the District scoring criteria for the comprehensive evaluation, shall be placed on probation and notified in writing of the specific areas of deficiencies and provided along with a written reasonable plan of program for improvement. A. A B. The establishment of a probationary period does not adversely affect the contract status of an employee within the meaning of RCW 28A.405.300 C. Improvement of performance or probable cause for nonrenewal must occur and be documented by the original evaluator before any consideration of a request for transfer or reassignment as contemplated by either the individual or the District. 1. The following comprehensive summative evaluation performance ratings based on the evaluation criteria in Section 4—State Criteria, subsection D, a classroom teacher’s 's work is not judged satisfactory, and therefore shall be placed on probation, when : a. Level 1; or b. Level 2 if the overall comprehensive score classroom teacher is 1 – Unsatisfactory. A a continuing contract teacher employee under RCW 28A.405.210 with more than five (5) years of teaching experience whose and if the level 2 comprehensive summative evaluation score is 2 – Basic performance rating has been received for two (2) consecutive years or for two (2) years within a consecutive three (3) three-year time period shall also be placed on probationperiod. B. Teachers may only be placed on probation from the Comprehensive evaluation system described above. C. Teachers on continuing contracts who have been assigned to teach outside of their endorsements shall not be subject to nonrenewal or probation based on evaluations of their teaching effectiveness in the out-of-endorsement assignments. D. 2. In the event that an evaluator determines on the basis of the evaluation criteria, that the performance of a teacher under his/her supervision merits probation, the evaluator shall report the same in writing to the Superintendent. The report shall include the following: 1. a. The evaluation report prepared pursuant to the provisions of Section 6 above, 6— Comprehensive Evaluation above and,; 2. b. A recommended specific and reasonable program designed to assist the teacher in improving his or her performance. E. D. If the Superintendent concurs with the administrator’s judgment that the performance of the employee is unsatisfactory, the Superintendent shall place the teacher in a probationary status for a period of not less than sixty (60) school days, any time after October 15. The probationary period may be extended into the following school year if the teacher has more than five (5) years of teaching experience and the final summative rating as of May 15th is 1 – Unsatisfactorystatus. Before being placed on probation, the Association and the teacher shall be given notice of action by the Superintendent. During the period of probation, the employee may not be transferred from the supervision of the original evaluator. Improvement of performance or probable cause for nonrenewal must occur and be documented by the original evaluator before any consideration of a request for transfer or reassignment as contemplated by either the individual or the District. A probationary period of sixty school days shall be established. 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. The probationary period may be extended into the following school year if the probationer has five or more years of teaching experience and has a comprehensive summative evaluation performance rating as of May 15th of less than level 2. The establishment of a probationary period does not adversely affect the contract status of an employee within the meaning of RCW 28A.405.300. The purpose of the probationary period is to give the employee opportunity to demonstrate improvements in his or her areas of deficiency. The establishment of the probationary period and the giving of the notice to the employee of deficiency shall be by the Superintendent which and need not be submitted to the Board of Directors for approval. The notice of action shall contain the following information: 1. Specific areas of performance deficiencies identified from the instructional framework; 2. A suggested specific and reasonable program for improvement;. 3. A statement indicating the duration of the probationary period and that the purpose of the probationary period is to give the teacher the opportunity to demonstrate improvement in his/her area or areas of deficiencyperiod. F. A plan of improvement will be developed and will include the specific evaluative criteria, which must be met, and the measures and benchmarks, which will be used to determine the teacher’s success or failure. The plan will include a system for periodic feedback during the term of probation will include supports provided and funded by the district, and the dates those supports will be put in place.

Probation. At any time after October 15, a classroom teacher whose work is judged not satisfactory based on the scoring criteria shall be placed on probation and notified in writing of the specific areas of deficiencies and provided a written reasonable plan of improvement. A. A classroom teacher’s work is not judged satisfactory, and therefore shall be placed on probation, when the overall comprehensive score is 1 – UnsatisfactoryUnsatisfactory (1). A continuing contract teacher under RCW 28A.405.210 with more than five (5) years of teaching experience whose comprehensive summative evaluation score is 2 – Basic below Proficient (3) for two (2) consecutive years or for two (2) years within a consecutive three (3) year time period shall also be placed on probation. B. Teachers may only be placed on probation from the Comprehensive evaluation system Evaluation Process described abovein Section 4. C. Teachers on continuing contracts who have been assigned to teach outside of their endorsements shall not be subject to nonrenewal or probation based on evaluations of their teaching effectiveness in the out-ofof- endorsement assignments in accordance with WAC 000-endorsement assignments00-000. D. In the event that an evaluator determines that the performance of a teacher under his/her supervision merits probation, the evaluator shall report the same in writing to the Superintendent. The report shall include the following: 1. The evaluation report prepared pursuant to the provisions of Article III Section 6 above6, and, 2. A recommended specific and reasonable program designed to assist the teacher in improving his or her performance. E. If the Superintendent concurs with the administrator’s judgment that the performance of the employee is unsatisfactory, the Superintendent shall place the teacher in a probationary status for a period of not less than sixty (60) school days, any time after October 15. The probationary period may be extended into the following school year if the teacher has more than five (5) years of teaching experience and the final summative rating as of May 15th is 1 – Unsatisfactory. In such case, artifacts and evidence collected during the preceding school year and during the probationary process may be used to determine the final evaluation score. F. Before being placed on probation, the Association and the teacher shall be given notice of action of the Superintendent which notice shall contain the following information: 1. Specific areas of performance deficiencies identified from the instructional framework; 2. A suggested specific and reasonable program plan for improvement; 3. A statement indicating the duration of the probationary period and that the purpose of the probationary period is to give the teacher the opportunity to demonstrate improvement in his/her area or areas of deficiency. F. G. A reasonable plan of improvement will be developed and will include the specific evaluative criteria, criteria which must be met, met and the measures and benchmarks, benchmarks which will be used to determine the teacher’s success or failure. The plan will include a system for periodic feedback during the term of probation will include supports provided and funded by the district, and the dates those supports will be put in place. Any of these support activities shall be compensated at the employee’s per diem rate of pay for any time that occurs outside the normal work day /year.

Probation. A. At any time after October 15, 15th a classroom teacher whose work performance is judged not satisfactory based on the scoring criteria shall determined to be placed on probation and notified in writing of the specific areas of deficiencies and provided a written reasonable plan of improvement. A. A classroom teacher’s work is not judged satisfactory, and therefore shall overall unsatisfactory may be placed on probation, when . The evaluator must meet with the overall comprehensive score is 1 – Unsatisfactoryteacher to identify the areas needing improvement. A continuing contract recommendation must be made to the superintendent who will review the recommendation for probation. The decision to place a teacher under RCW 28A.405.210 with more than five (5) years of teaching experience whose comprehensive summative evaluation score is 2 – Basic for two (2) consecutive years or for two (2) years within a consecutive three (3) year time period shall also be placed on probation. B. Teachers may only be placed on probation from is made by the Comprehensive evaluation system described above. C. Teachers on continuing contracts who have been assigned to teach outside superintendent, and the teacher will be notified in writing. Once the determination of their endorsements shall not probation is made, a probationary plan will be subject to nonrenewal or probation based on evaluations of their teaching effectiveness in the out-of-endorsement assignments. D. In the event that an evaluator determines that the performance of a teacher under his/her supervision merits probationcreated, the evaluator shall report the same in writing to the Superintendentidentifying areas needing improvement. The report shall evaluator’s recommendation for probation will include the following: 1. The evaluation report prepared pursuant to A precise definition of the provisions of Section 6 above, and,problem(s). 2. A recommended specific precise set of expectations delineating what levels of performance would constitute acceptable performance in the problem areas defined. 3. A prescription for remediation which spells out courses of action and reasonable program designed to assist time expectations so the teacher in improving his or her staff involved can reach an acceptable level of performance. E. If 4. A prescription for assistance by the Superintendent concurs principal or immediate supervisor which spells out courses of action whereby the staff will be assisted, counseled, and tutored in improving the level of performance to an acceptable level. The purpose of the probationary period is to give the certificated staff an opportunity to demonstrate improvements in his/her areas of deficiency. 1. During the probationary period, the supervisor will meet with the administrator’s judgment that the performance staff member at least twice monthly to supervise and provide a written evaluation of the employee is unsatisfactory, staff member’s performance. 2. The supervisor may authorize one (1) additional certificated staff member to evaluate the Superintendent shall place probationer and to aid the teacher staff member in a probationary status improving his/her areas of deficiency. 3. The probationer may be removed from probation if he/she has demonstrated improvement to the satisfaction of the supervisor in those areas specifically detailed in his/her initial notice of deficiency and subsequently detailed in his/her improvement program. Lack of necessary improvement will be specifically documented in writing with notification to the probationer and will constitute grounds for a period finding of not less than sixty (60) school days, any time after October 15probable cause for nonrenewal of contract or discharge. B. Conditions for being placed on probation: 1. The probationary period may be extended into the following school year if the teacher has An overall Unsatisfactory Summative Score 2. Teachers with more than five (5) 5 years of teaching experience and receiving an overall Summative Score of Basic for two consecutive years or two out of three years. C. The evaluator will determine the final summative rating as of May 15th is 1 – Unsatisfactory. Before being placed on probation, the Association and the teacher shall be given notice of action of the Superintendent which notice shall contain the following information: 1. Specific areas of performance deficiencies identified from the instructional framework; 2. A suggested specific and reasonable program for improvement; 3. A statement indicating the duration length of the probationary period, which will be at least sixty school days. During the probationary period and that the teacher may not be transferred from the supervision of the original evaluator or to a different teaching assignment. The evaluator or teacher may authorize an additional certificated administrator to evaluate the probationer. D. The purpose of the probationary period is to give the teacher the opportunity to demonstrate improvement improvements in his/his or her area or areas of deficiency. F. A plan . During the probationary period the evaluator will meet with the teacher at least twice monthly to supervise and make a written evaluation of improvement will be developed and will include any progress made by the specific evaluative criteria, which teacher. The teacher must be met, and the measures and benchmarks, which will be used to determine the teacher’s success removed from probation if he or failureshe has demonstrated improvement that results in a new overall Summative score of Basic for those teachers with 5 years or less of experience or Proficient for those teachers with more than 5 years of experience. The plan will include a system for periodic feedback Lack of necessary improvement during the term probationary period, as specifically documented in writing, with notification to the teacher during the established probationary period constitutes grounds for probable cause for termination of probation will include supports provided and funded by the district, and the dates those supports will be put in placeemployment.

Probation. At any time after October 15, a classroom teacher whose work is judged not satisfactory based on the scoring criteria shall be placed on probation and notified in writing of the specific areas of deficiencies and provided a written reasonable plan of improvement. A. A classroom teacher’s work is not judged satisfactory, and therefore shall be placed on probation, when the overall comprehensive score is 1 – Unsatisfactory. A continuing contract teacher under RCW 28A.405.210 with more than five (5) years of teaching experience whose comprehensive summative evaluation score is 2 – Basic for two (2) consecutive years or for two (2) years within a consecutive three (3) year time period shall also be placed on probation. B. Teachers may only be placed on probation from the Comprehensive evaluation system described above. C. Teachers on continuing contracts who have been assigned to teach outside of their endorsements shall not be subject to nonrenewal or probation based on evaluations of their teaching effectiveness in the out-of-endorsement assignments. D. In the event that an evaluator determines that the performance of a teacher under his/her supervision merits probation, the evaluator shall report the same in writing to the Superintendent. The report shall include the following: 1. The evaluation report prepared pursuant to the provisions of Section 6 above5, paragraph 6, and, 2. A recommended specific and reasonable program designed to assist the teacher in improving his or her performance. E. If the Superintendent concurs with the administrator’s judgment that the performance of the employee is unsatisfactory, the Superintendent shall place the teacher in a probationary status for a period of not less than sixty (60) school days, any time after October 15 and before February 15. The probationary period may be extended into the following school year if the teacher has more than five (5) years of teaching experience and the final summative rating as of May 15th is 1 – Unsatisfactory. Before being placed on probation, the Association and the teacher shall be given notice of action of the Superintendent which notice shall contain the following information: 1. Specific areas of performance deficiencies identified from the instructional framework; 2. A suggested specific and reasonable program for improvement; 3. A statement indicating the duration of the probationary period and that the purpose of the probationary period is to give the teacher the opportunity to demonstrate improvement in his/her area or areas of deficiency. F. A plan of improvement will be developed and will include the specific evaluative criteria, criteria which must be met, and the measures and benchmarks, benchmarks which will be used to determine the teacher’s success or failure. The plan will include a system for periodic feedback during the term of probation will include supports provided and funded by the district, and the dates those supports will be put in place. G. Evaluation During the Probationary Period 1. At or about the time of the delivery of a probationary letter, the evaluator shall hold a personal conference with the probationary teacher to discuss performance deficiencies and the remedial measures to be taken. 2. Once the areas of deficiency and criteria for improvement have been determined, they may not be changed. 3. During the probationary period the evaluator shall meet with the probationary teacher at least twice a month to supervise and make a written evaluation of the progress, if any, made by the teacher. The provisions of Section 5, paragraph 6, shall apply to the documentation of observation reports during the probationary period. 4. The probationary teacher may be removed from probation at any time if he/she has demonstrated improvement to the satisfaction of the evaluator in those areas specifically detailed in his/her notice of probation. 5. The probationary teacher may request that an additional certificated evaluator become part of the probationary process and the request must be granted. This evaluator will be assigned by the ESD and will be jointly selected by the district and the Association from a list of evaluation specialists compiled by the ESD. The cost will be shared by the District and the Association. H. A teacher who is on a plan of improvement must be removed from probation if he/she has demonstrated improvement in the areas prescribed as deficient. The teacher must be removed if a teacher with five (5) or fewer years of experience scores at 2-Basic or above and a teacher of more than five (5) years scores at 3-Proficient or above. I. Lack of necessary improvement during the established probationary period, as specifically documented in writing with notification to the probationer constitutes grounds for a finding of probable cause under RCW 28.A.405.300 or 28A.405.210. J. Evaluator’s Post-Probation Report Unless the probationary teacher has previously been removed from probation, the evaluator shall submit a written report to the Superintendent at the end of the probationary period which report shall identify whether the performance of the probationary teacher has improved and which shall set forth one (1) of the following recommendations for further action: 1. That the teacher has demonstrated sufficient improvement in the stated areas of deficiency to justify the removal of the probationary status; or 2. That the teacher has demonstrated sufficient improvement in the stated areas of deficiency to justify the removal of the probationary status if accompanied by a letter identifying areas where further improvement is required; or 3. That the teacher has not demonstrated sufficient improvement in the stated areas of deficiency and action should be taken to non-renew the employment contract of the teacher.

Probation. At 1. If, at any time after October 1515th, a classroom teacher whose work is judged not satisfactory based on the scoring criteria shall be placed on probation and notified in writing of the specific areas of deficiencies and provided a written reasonable plan of improvement. A. A classroom teacher’s work is not judged satisfactory, and therefore shall be placed on probation, when the overall comprehensive score is 1 – Unsatisfactory. A continuing contract teacher under RCW 28A.405.210 with more than five (5) years of teaching experience whose comprehensive summative evaluation score is 2 – Basic for two (2) consecutive years or for two (2) years within a consecutive three (3) year time period shall also be placed on probation. B. Teachers may only be placed on probation from the Comprehensive evaluation system described above. C. Teachers on continuing contracts who have been assigned to teach outside of their endorsements shall not be subject to nonrenewal or probation based on evaluations of their teaching effectiveness in the out-of-endorsement assignments. D. In the event that an evaluator administrator determines that the performance of a teacher an employee under his/her supervision merits probation, is not judged satisfactory based on district evaluation criteria the evaluator administrator shall report the same in writing to the Superintendent. The report shall include the following: 1. The evaluation report prepared pursuant to : • Specific areas of performance deficiencies identified from the provisions of Section 6 above, and, 2. instructional framework; • A recommended specific and reasonable program designed to assist the teacher employee in improving his or his/her performance. E. 2. The following comprehensive summative evaluation performance ratings based on the evaluation criteria mean a classroom teacher’s work is not judged satisfactory: • Unsatisfactory (Level 1); or • Basic (Level 2) if the classroom teacher is a continuing contract employee under RCW 28A.405.210 with more than five years of teaching experience and if the Level 2 comprehensive summative evaluation performance rating has been received for two consecutive years or for two years within a consecutive three-year time period. 3. An employee on a continuing contract who has been assigned to teach outside of his/her endorsements shall not be subject to nonrenewal or probation based on evaluations of his/her teaching effectiveness in the out of endorsement assignment. 4. Copies of the materials to be submitted to the Superintendent shall be provided to the employee at the same time. 5. The employee shall have the right, upon request, to a confidential conference with the Superintendent prior to any decision by the superintendent to place the employee on probation. 6. If the Superintendent concurs with the administrator’s judgment recommendation that the performance of the employee is unsatisfactory, the Superintendent shall place the teacher employee in a probationary status for a period of not less than sixty (60) school days, any time after October 15. 7. The probationary Procedure during Probation Period: a. Limit on Transfer or Reassignment During Probation Period: During the period may be extended into the following school year if the teacher has more than five (5) years of teaching experience and the final summative rating as of May 15th is 1 – Unsatisfactory. Before being placed on probation, the Association and employee may not be transferred from the teacher shall be given notice of action supervision of the Superintendent which notice shall contain the following information: 1original evaluator. Specific areas Improvement of performance deficiencies identified from the instructional framework; 2. A suggested specific or probable cause for nonrenewal must occur and reasonable program for improvement; 3. A statement indicating the duration of the probationary period and that the purpose of the probationary period is to give the teacher the opportunity to demonstrate improvement in his/her area or areas of deficiency. F. A plan of improvement will be developed and will include the specific evaluative criteria, which must be met, and the measures and benchmarks, which will be used to determine the teacher’s success or failure. The plan will include a system for periodic feedback during the term of probation will include supports provided and funded documented by the original evaluator before any consideration of a request for transfer or reassignment as contemplated by either the individual or district, and the dates those supports will be put in place.

Probation. At any time after October 15, a classroom teacher whose work is judged not satisfactory based on the scoring criteria shall be placed on probation Educators and notified in writing of the specific areas of deficiencies and provided a written reasonable plan of improvement. A. A classroom teacher’s work is not judged satisfactory, and therefore shall be placed on probation, when the overall comprehensive score is 1 – Unsatisfactory. A continuing contract teacher under RCW 28A.405.210 with more than five (5) years of teaching experience whose comprehensive summative evaluation score is 2 – Basic for two (2) consecutive years or for two (2) years within a consecutive three (3) year time period shall also be placed on probation. B. Teachers may only be placed on probation from the Comprehensive evaluation system described above. C. Teachers on continuing contracts CISS who have been assigned to teach outside of their endorsements shall not be subject to nonrenewal or probation based on evaluations of their teaching effectiveness in the out-ofof- endorsement assignments (WAC 181-endorsement assignments82-110). The purpose of the probationary period is to give the educator or CISS opportunity to demonstrate improvements in his or her areas of deficiency. The following provisions and procedures for probation shall be followed: 1. At any time after October 15, and provided that the educator or CISS was previously placed on a formal Plan of Support and Assistance as described herein, an educator or CISS whose work is not judged satisfactory based on district evaluation criteria identified herein shall be notified in writing of the specific areas of deficiencies along with a reasonable program for improvement. D. In 2. For educators, the event following comprehensive summative evaluation performance ratings mean an educator’s work is judged not satisfactory: a. Unsatisfactory (Level 1); or b. Basic (Level 2) if the educator is a continuing contract employee with more than five (5) years of teaching experience and if the Basic (Level 2) comprehensive summative evaluation performance rating has been received for two (2) consecutive years or for two (2) years within a three (3) year time period. 3. An educator or CISS whose work is judged not satisfactory will be given advance written notification that an evaluator determines that a written recommendation for probation is being forwarded to the performance Superintendent. 4. Prior to delivery of a teacher under his/her supervision merits probationthe evaluation report to the Superintendent, the evaluator shall report hold a conference with the same educator or CISS (the “probationer”) to discuss performance deficiencies and proposed forms of support to be included in writing to the Superintendenta reasonable program of assistance. The report probationer shall include be given the following: 1. The evaluation report prepared pursuant opportunity to the provisions of Section 6 above, and, 2. A recommended specific identify assistance and reasonable program designed resources to assist the teacher in improving help address his or her performanceperformance deficiencies, and shall have the right to Association representation at the conference. E. 5. If the Superintendent concurs with the administratorevaluator’s judgment evaluation that the employee’s performance of the employee is unsatisfactorynot satisfactory, the Superintendent shall place the teacher in a employee on probation. 6. A probationary status for a period of not less than sixty (60) school daysdays shall be established. a. Days may be added if deemed necessary to complete a program for improvement and evaluate the probationer’s performance, any time after October 15. as long as the probationary period is concluded before May 15 of the same school year. b. The probationary period may be extended into the following school year if the teacher probationer has more than five (5) years of teaching experience and the final has a comprehensive summative evaluation performance rating as of May 15th is 1 – Unsatisfactory15 of Unsatisfactory (Level 1). 7. Before being placed on probationThe Superintendent shall provide written notice, as specified below, to the Association and the teacher shall be given notice of action employee of the Superintendent which probation decision. The Superintendent’s notice shall contain include and clearly delineate the following informationfollowing: 1. Specific areas a. Details and dates of performance deficiencies identified from evaluations. b. Statements by the instructional framework;evaluator, including the evaluation report prepared for the Comprehensive Evaluation Cycle, showing reasons for the recommendation for placement on probationary status. 2. c. A suggested specific and reasonable program for improvement; 3. A improvement that includes educator or CISS and evaluator actions, supports and resources designed and intended to assist the employee demonstrate improvement in the areas of deficiency and removal from probationary status; details of performance, including measures and benchmarks from the instructional Framework rubric; details and dates of conferences; a statement indicating the duration of the probationary period period; and a statement that the purpose of the probationary period is to give the teacher educator the opportunity to demonstrate improvement in his/his or her area or areas of deficiency. F. d. The signature of the Superintendent indicating concurrence with the evaluator’s recommendation of probation. 8. Upon the signature of the Superintendent concurring with the recommendation for probation, a signed copy of the Superintendent’s notice shall be given to the educator or CISS, and a signed copy forwarded to the Personnel Office for inclusion in the educator’s or CISS’s file. A plan copy shall be retained by the Superintendent for action. 9. At or shortly after the delivery of improvement the probationary notice, the evaluator shall hold a conference with the probationary educator or CISS to discuss performance deficiencies and the remedial measures to be taken. The probationer shall be given the opportunity to identify assistance and resources to help address his or her performance deficiencies, and shall have the right to Association representation at the conference. The signature of the educator or CISS on the notice will be developed requested, indicating his or her receipt of the notice. 10. The evaluator shall assist in developing and carrying out a process for educator or CISS improvement during the probationary period. If the educator or CISS so desires and the evaluator agrees, a committee mutually agreed upon by the educator or CISS and the evaluator may be formed consisting of persons who may be of assistance in this process. The purpose of this committee shall be solely to assist the educator in the improvement process. 11. The evaluator may authorize one additional certificated evaluator to evaluate the probationer and to aid the probationer in improving his or her areas of deficiency. Should the evaluator not authorize such additional evaluator, the probationer may request that an additional certificated evaluator become part of the probationary process and the request must be granted. This evaluator will include be assigned from a list of evaluation specialists compiled by the specific evaluative criteriaESD. 12. During the probationary period, the educator or CISS may not be transferred from his or her original evaluator. Improvement of performance or probable cause for nonrenewal must occur and be documented by the original evaluator before any consideration of a request for transfer or reassignment as contemplated by either the probationary employee or the District. 13. During the probationary period the evaluator shall meet with the educator or CISS at least twice monthly to supervise and make a written evaluation of the progress, if any, made by the educator or CISS. The probationer shall have the right to Association representation at these meetings. 14. At the end of the probationary period the evaluator shall prepare a written Evaluation Report for the Superintendent. The Report shall summarize the performance and improvement, if any, of the educator or CISS during the probationary period. Prior to the delivery of the Evaluation Report to the Superintendent, the evaluator shall provide a signed copy of the Report, and hold a conference with the probationary educator or CISS to discuss the Report and its recommendations. The educator or CISS shall have the right to Association representation at the conference. 15. A signed copy of the Evaluation Report shall be forwarded to the District’s Human Resources Department, which must shall transmit it to the Superintendent. A written notice of the Superintendent’s determination or appropriate action in the matter will be metprovided to the educator or CISS, and the measures and benchmarks, which will be used to determine the teacher’s success or failureAssociation. 16. The plan will include educator or CISS must be removed from probation if he or she has demonstrated improvement to the satisfaction of the evaluator in those areas specifically detailed in his or her initial notice of deficiency and subsequently detailed in his or her program for improvement. An educator must be removed from probation if he or she has demonstrated improvement that results in a system new comprehensive summative evaluation performance rating of Basic (Level 2) or above for periodic feedback during a continuing contract educator with five (5) or fewer years of experience, or of Proficient (Level 3) or above for a continuing contract educator with more than five (5) years of experience. 17. If the term of probation will include supports provided and funded by educator or CISS is removed from probation, no further evaluations are required for that year. The following year, the districteducator shall be placed on the Comprehensive Evaluation Cycle, and the CISS shall be placed on Comprehensive Binary. 18. An evaluation report shall be filed before the end of ninety (90) calendar days at the beginning of a new school year for any educator or CISS who was removed from probation the prior year. 19. Immediately following the completion of a probationary period that does not produce the performance changes detailed in the initial notice of deficiencies and program for improvement, the educator or CISS may be removed from his or her assignment and placed into an alternative assignment for the remainder of the school year. In the case of an educator, he or she may be removed from his or her assignment and placed into an alternative assignment for the remainder of the school year immediately following the completion of the probationary period that does not result in the required performance ratings specified in the initial notice of deficiency and subsequently detailed in his or her probationary program for improvement. This reassignment may not displace another employee nor may it adversely affect the probationary employee’s compensation or benefits for the remainder of the employee’s contract year. If such reassignment is not possible, the District may, at its option, place the employee on paid leave for the balance of the contract term. 20. All Evaluation Reports containing a recommendation for non-renewal of contract shall clearly delineate the following: a) Reference to the initial notice of deficiency and subsequent Superintendent action; b) Details of the areas of deficiency detailed in the initial notice of deficiency and subsequently detailed in the program for improvement; c) Details and dates those supports will of conferences with the educator relative to corrective measures taken during the probationary period; d) Statements by the evaluator explaining the lack of sufficient improvement in the areas of deficiency detailed in the initial notice of deficiency and subsequently detailed in the program for improvement; and e) Additional documentation may be put appended to the Evaluation Report if necessary and its inclusion shall be specified on the face of the Evaluation Report. 21. If a procedural error occurs in placethe implementation of a program for improvement, the error does not invalidate the educator’s or CISS’s plan for improvement or evaluation activities, unless the error materially affects the effectiveness of the plan or the ability to evaluate the educator’s performance.

Probation. At any time after October 15, a classroom teacher A. Every employee whose work is judged not satisfactory unsatisfactory based on the scoring District evaluation criteria shall be placed on probation and notified in writing of the stated specific areas of deficiencies and provided deficiency(ies) along with a written reasonable plan of improvement. A. A classroom teacher’s work is not judged satisfactory, and therefore shall be placed on probation, when the overall comprehensive score is 1 – Unsatisfactory. A continuing contract teacher under RCW 28A.405.210 with more than five (5) years of teaching experience whose comprehensive summative evaluation score is 2 – Basic for two (2) consecutive years or for two (2) years within a consecutive three (3) year time period shall also be placed on probation. B. Teachers may only be placed on probation from the Comprehensive evaluation system described above. C. Teachers on continuing contracts who have been assigned to teach outside of their endorsements shall not be subject to nonrenewal or probation based on evaluations of their teaching effectiveness in the out-of-endorsement assignments. D. In the event that an evaluator determines that the performance of a teacher under his/her supervision merits probation, the evaluator shall report the same in writing to the Superintendent. The report shall include the following: 1. The evaluation report prepared pursuant to the provisions of Section 6 above, and, 2. A recommended specific and reasonable program designed to assist the teacher in improving his or her performance. E. If the Superintendent concurs with the administrator’s judgment that the performance of the employee is unsatisfactory, the Superintendent shall place the teacher in a probationary status for a period of not less than sixty (60) school days, any time after October 15. The probationary period may be extended into the following school year if the teacher has more than five (5) years of teaching experience and the final summative rating as of May 15th is 1 – Unsatisfactory. Before being placed on probation, the Association and the teacher shall be given notice of action of the Superintendent which notice shall contain the following information: 1. Specific areas of performance deficiencies identified from the instructional framework; 2. A suggested specific and reasonable program for improvement;improvement at anytime after October 15 and before February 1st of each year. 3. B. A statement indicating the duration of the probationary period shall be established beginning anytime after October 15 and that the no later than February 1. Probationary status shall last for a period of sixty (60) days ending no later than May 1. The purpose of the probationary period is to give the teacher the employee opportunity to demonstrate improvement improvements in his/her area or areas of deficiency. The establishment of the probationary period and the giving of the notice to the employee of deficiency shall be by the Superintendent. C. During the probationary period the evaluator shall meet with the employee at least twice monthly to supervise and make written evaluation of the progress, if any, made by the employee. The evaluator may authorize one additional certificated employee to evaluate the probationer and to aid the employee in improving his/her areas of deficiency. A record shall be made of each such evaluation and copies of those records shall be given to the evaluatee within five (5) days. D. During the probationary period, the employee may not be transferred from the supervision of the original evaluator. Improvement of performance must occur and be documented by the evaluator before any consideration of a request for transfer or reassignment is contemplated by either the individual or the District. E. The probationer may be removed from probation if he or she has demonstrated improvement to the satisfaction of the principal in those areas specifically detailed in his/her initial notice of deficiency and subsequently detailed in his or her improvement program. F. A plan In the event of lack of necessary improvement, the lack of improvement shall be specifically documented in writing with notification to the probationer and shall constitute grounds for finding of probable cause for non-renewal of the employee's contract under applicable law. G. This section shall not be applicable to "Provisional" employees. 0 34,048 34,968 35,920 36,875 39,939 41,913 40,820 43,885 45,860 1 34,506 35,439 36,403 37,400 40,496 42,459 41,274 44,370 46,332 2 34,943 35,884 36,859 37,933 41,020 43,004 41,731 44,818 46,802 3 35,393 36,343 37,329 38,437 41,518 43,549 42,164 45,243 47,276 4 35,834 36,826 37,818 38,964 42,064 44,110 42,618 45,718 47,765 5 36,290 37,287 38,288 39,498 42,586 44,673 43,080 46,169 48,256 6 36,759 37,734 38,769 40,039 43,113 45,211 43,552 46,626 48,723 7 37,582 38,572 39,621 40,960 44,079 46,235 44,438 47,556 49,713 8 38,787 39,831 40,905 42,355 45,516 47,751 45,832 48,994 51,228 9 41,135 42,262 43,765 46,999 49,310 47,241 50,477 52,788 10 43,635 45,247 48,524 50,913 48,724 52,003 54,390 11 46,772 50,121 52,557 50,249 53,599 56,034 12 48,249 51,761 54,269 51,835 55,238 57,748 13 53,440 56,024 53,476 56,918 59,501 14 55,128 57,844 55,165 58,716 61,322 15 56,563 59,349 56,599 60,242 62,917 16 or more 57,693 60,535 57,731 61,447 64,174 *2 per diem workdays are included Step BA BA+15 BA+30 BA+45 BA+90 MA MA+45 MA+90/DOC 0 4,426 4,546 4,670 4,794 5,192 5,307 5,705 5,962 1 4,486 4,607 4,732 4,862 5,265 5,366 5,768 6,023 2 4,543 4,665 4,792 4,931 5,333 5,425 5,826 6,084 3 4,601 4,725 4,853 4,997 5,397 5,481 5,882 6,146 4 4,658 4,787 4,916 5,065 5,468 5,540 5,943 6,209 5 4,718 4,847 4,977 5,135 5,536 5,600 6,002 6,273 6 4,779 4,905 5,040 5,205 5,605 5,662 6,061 6,334 7 4,886 5,014 5,151 5,325 5,730 5,777 6,182 6,463 8 5,042 5,178 5,318 5,506 5,917 5,958 6,369 6,660 9 5,042 5,348 5,494 5,689 6,110 6,141 6,562 6,862 10 5,042 5,348 5,673 5,882 6,308 6,334 6,760 7,071 11 5,042 5,348 5,673 6,080 6,516 6,532 6,968 7,284 12 5,042 5,348 5,673 6,272 6,729 6,739 7,181 7,507 13 5,042 5,348 5,673 6,272 6,947 6,952 7,399 7,735 14 5,042 5,348 5,673 6,272 7,167 7,171 7,633 7,972 15 5,042 5,348 5,673 6,272 7,353 7,358 7,832 8,179 16 5,042 5,348 5,673 6,272 7,500 7,505 7,988 8,343 *2 per diem workdays are included Step BA BA+15 BA+30 BA+45 BA+90 MA MA+45 MA+90/DOC 0 5,107 5,245 5,388 5,531 5,991 6,123 6,583 6,879 1 5,176 5,316 5,461 5,610 6,074 6,191 6,656 6,950 2 5,241 5,383 5,529 5,690 6,153 6,260 6,723 7,020 3 5,309 5,451 5,599 5,766 6,228 6,325 6,786 7,091 4 5,375 5,524 5,673 5,845 6,310 6,393 6,858 7,165 5 5,444 5,593 5,743 5,925 6,388 6,462 6,925 7,238 6 5,514 5,660 5,815 6,006 6,467 6,533 6,994 7,308 7 5,637 5,786 5,943 6,144 6,612 6,666 7,133 7,457 8 5,818 5,975 6,136 6,353 6,827 6,875 7,349 7,684 9 5,818 6,170 6,339 6,565 7,050 7,086 7,572 7,918 10 5,818 6,170 6,545 6,787 7,279 7,309 7,800 8,158 11 5,818 6,170 6,545 7,016 7,518 7,537 8,040 8,405 12 5,818 6,170 6,545 7,237 7,764 7,775 8,286 8,662 13 5,818 6,170 6,545 7,237 8,016 8,021 8,538 8,925 14 5,818 6,170 6,545 7,237 8,269 8,275 8,807 9,198 15 5,818 6,170 6,545 7,237 8,484 8,490 9,036 9,437 16 5,818 6,170 6,545 7,237 8,654 8,660 9,217 9,626 The District and Association agree to the following provisions in order to make a good faith effort to comply with 2012 Washington Laws Ch. 3 (ESSB 5940). 1. The provisions of this Memorandum of Agreement (MOU) shall supplement the provisions of the current Collective Bargaining Agreement (CBA), all of which shall remain in full force and effect. If any provision of this MOU conflicts with the current CBA, the provisions of this MOU shall prevail. Any dispute regarding the interpretation or proper implementation of this Memorandum shall be subject to the grievance procedures of the current CBA. 2. The District shall procure premium quotes for health benefit plans that meet the responsible contracting standards of ESSB 5940, i.e., a fair, prudent, and accountable competitive procedure for procuring services that includes an open competitive process, except where an open process would compromise cost-effective purchasing, with documentation justifying the approach. The District acknowledges its responsibility to document the procurement process in order to comply with the requirements of ESSB 5940. 3. Employees selecting richer benefit plans inherently pay higher premiums and, correspondingly, higher out of pocket costs. Therefore, until such time as the law is clarified regarding the intent of this provision in ESSB 5940, the parties believe the District is in compliance. 4. It is the intent of the parties to make progress toward reducing the ratio of full-family to employee- only coverage premium costs in accordance with the 3:1 goal set forth in ESSB 5940. To this end: a. Each MEA bargaining unit employee included in the pooling arrangement, who elects medical benefit coverage, must pay a minimum out of pocket expense, through payroll deduction, of 1% of the cost of their monthly medical premium. The amount of premiums deducted from said employees will be developed returned to the pool for distribution. 5. The State health benefits allocation and negotiated District insurance contributions are applied to the bargaining unit as a whole, not to individuals. Therefore, the parties agree these funds, inclusive of the “pooling dollars” they generate, will include not be available to fund HSAs. Contributions to HSA accounts will be borne solely by individuals electing the specific evaluative criteria, which must QHDHP. Compliance with applicable tax regulations will be metthe sole responsibility of individuals utilizing HSAs. 6. The parties shall abide by state laws relating to school district employee benefits, and this MOU shall be construed consistent with such laws. 7. This MOU shall be effective for the measures 2013-14 school year. The parties shall meet prior to May 1, 2014, to discuss whether to renew or amend this MOU for another year. Tentative Agreement Xxx Xxxxxxxxx Xxxxx Xxxxxxxx For the Meridian School District MEA President Date Date The purpose of this Memorandum of Understanding (MOU) is to articulate the rights and benchmarksresponsibilities for certificated staff represented by the Meridian Education Association (MEA) assigned to the Meridian Parent Partnership Program (MP3). Unless otherwise noted, which the current collective bargaining agreement with the MEA and Meridian School District (District) is applicable to certificated staff at MP3. General Duties for All Teachers 0.1 FTE The District's intent is to assign 7.5 students to supervise; the maximum assigned will be used 7.5 students to determine the teacher’s success or failure. The plan will include a system for periodic feedback during the term of probation will include supports provided and funded by the district, and the dates those supports will be put in placesupervise.

Probation. At any time after October 15, a classroom teacher whose work is judged not satisfactory based on the scoring criteria shall be placed on probation and notified in writing of as per the specific areas of deficiencies and provided a written reasonable plan of improvement.following procedures: A. 1. A classroom teacher’s work is judged not judged satisfactory, and therefore shall be placed on probation, when the overall comprehensive score performance rating is 1 – UnsatisfactoryUnsatisfactory - 1. A continuing contract classroom teacher under RCW 28A.405.210 with more than five (5) years of teaching experience whose comprehensive summative evaluation score performance rating is 2 – Basic below Proficient - 3 for two (2) consecutive years or for two (2) years within a consecutive three (3) year time period shall also be placed on probation. B. 2. Teachers may only be placed on probation from the Comprehensive evaluation system described aboveEvaluation Process. C. 3. Teachers on continuing contracts who have been assigned to teach outside of their endorsements shall not be subject to nonrenewal or probation based on evaluations of their teaching effectiveness in the out-of-endorsement assignmentsassignments in accordance with WAC 000- 00-000. D. 4. In the event that an evaluator determines that the performance of a teacher under his/her supervision merits probation, the evaluator shall report the same in writing to the Superintendent. The report shall include the following: 1. a. The evaluation report prepared pursuant to the provisions of Article IV Section 6 above4, and, 2. b. A recommended specific and reasonable program plan of improvement designed to assist the teacher in improving his or her performance. The plan shall include the specific evaluative criteria which must be met and the measures and benchmarks which will be used to determine the teacher’s success or failure. The plan will include a system for periodic feedback during the term of probation, supports provided and funded by the district, and the dates those supports will be put in place. E. 5. If the Superintendent concurs with the administrator’s judgment that the performance of the employee is unsatisfactory, the Superintendent shall place the teacher in a probationary status for a period of not less than sixty (60) school days. Days may be added if deemed necessary to complete a program for improvement and evaluate the probationer's performance, any time after October 15as long as the probationary period is concluded before May 15th of the same school year. The probationary period may be extended into the following school year if the teacher probationer has more than five (5) or more years of teaching experience and the final summative has a comprehensive performance rating as of May 15th is 1 – Unsatisfactoryof less than Basic - 2. 6. Before being placed on probation, The Superintendent will provide the teacher and the Association and the teacher shall be given with a written notice of action of the Superintendent probation which notice shall contain the following information: 1. A. Specific areas of performance deficiencies identified from the instructional framework; 2. B. A suggested specific and reasonable program plan for improvement; 3. C. A statement indicating the duration of the probationary period and that the purpose of the probationary period is to give the teacher the opportunity to demonstrate improvement in his/her area or areas of deficiency. F. A plan D. The establishment of a probationary period does not adversely affect the contract status of an employee within the meaning of RCW 28A.405.300. 7. Evaluation During the Probationary Period A. At or about the time of the delivery of a probationary letter, the evaluator shall hold a personal conference with the probationary teacher to discuss performance deficiencies and the remedial measures to be taken. An Association Representative shall be present at this meeting unless the employee refuses representation in writing. B. Once the areas of deficiency and criteria for improvement have been determined, they may not be changed. C. During the probationary period the evaluator shall meet with the probationary teacher at least twice a month to supervise and make a written evaluation of the progress made. , if any, made by the teacher. The provisions of Section 4 above shall apply to the documentation of observation reports and evaluation reports during the probationary period. An Association Representative shall be present at these twice monthly meetings if the employee requests representation. D. The probationary teacher may request that an additional certificated evaluator become part of the probationary process and the request must be granted. This evaluator will be developed jointly selected by the District and the Association from a list of evaluation specialists compiled by the ESD. If the parties are unable to agree they will include accept an ESD appointed evaluator. E. If a procedural error occurs in the specific evaluative criteriaimplementation of a program for improvement, which the error does not invalidate the probationer's plan for improvement or evaluation activities unless the error materially affects the effectiveness of the plan or the ability to evaluate the probationer's performance. 8. A classroom teacher must be metremoved from probation, and provided written notice of that decision, when one of the measures and benchmarks, which will be used following occurs: A. The teacher has demonstrated improvement to determine the teacher’s success satisfaction of the evaluator in the deficient areas prescribed in the notice of probation, B. A certificated teacher provisional or failure. The plan will include a system for periodic feedback during the term continuing contract teacher with five (5) or fewer years of probation will include supports provided and funded by the district, and the dates those supports will be put in placeexperience scores at Basic - 2 or above. C. A teacher of more than five (5) years of experience scores at Proficient - 3 or above.

Probation. At any time after October 15, a classroom teacher whose work is judged not satisfactory based on the scoring criteria shall be placed on probation and notified in writing of the specific areas of deficiencies and provided a written reasonable plan of improvement. A. A classroom teacher’s work is not judged satisfactory, and therefore shall be placed on probation, when the overall comprehensive score is 1 – UnsatisfactoryUnsatisfactory (1). A continuing contract teacher under RCW 28A.405.210 with more than five (5) years of teaching experience whose comprehensive summative evaluation score is 2 – Basic below Proficient (3) for two (2) consecutive years or for two (2) years within a consecutive three (3) year time period shall also be placed on probation. B. Teachers may only be placed on probation from the Comprehensive evaluation system Evaluation Process described in Section 4 above. C. Teachers on continuing contracts who have been assigned to teach outside of their endorsements shall not be subject to nonrenewal or probation based on evaluations of their teaching effectiveness in the out-of-endorsement assignmentsassignments in accordance with WAC 000-00-000. D. In the event that an evaluator determines that the performance of a teacher under his/her supervision merits probation, the evaluator shall report the same in writing to the Superintendent. The report shall include the following: 1. The evaluation report prepared pursuant to the provisions of Section 6 above, and,Article IV Section 2. A recommended specific and reasonable program designed to assist the teacher in improving his or her performance. E. If the Superintendent concurs with the administrator’s judgment that the performance of the employee is unsatisfactory, the Superintendent shall place the teacher in a probationary status for a period of not less than sixty (60) school days, any time after October 15. The probationary period may be extended into the following school year if the teacher has more than five (5) years of teaching experience and the final summative rating as of May 15th 10th is 1 – UnsatisfactoryUnsatisfactory -1. Before being placed on probation, the Association and the teacher shall be given notice of action of the Superintendent which notice shall contain the following information: 1. Specific areas of performance deficiencies identified from the instructional framework; 2. A suggested specific and reasonable program plan for improvement; 3. A statement indicating the duration of the probationary period and that the purpose of the probationary period is to give the teacher the opportunity to demonstrate improvement in his/her area or areas of deficiency. F. A reasonable plan of improvement will be developed and will include the specific evaluative criteria, criteria which must be met, met and the measures and benchmarks, benchmarks which will be used to determine the teacher’s success or failure. The plan will include a system for periodic feedback during the term of probation will include supports provided and funded by the district, and the dates those supports will be put in place. Any support activities required by the district shall be compensated at the employee’s per diem rate of pay for any time that any of the required activities occurs outside the normal work day /year. G. Evaluation During the Probationary Period 1. At or about the time of the delivery of a probationary letter, the evaluator shall hold a personal conference with the probationary teacher to discuss performance deficiencies and the remedial measures to be taken. 2. Once the areas of deficiency and criteria for improvement have been determined, they may not be changed. 3. During the probationary period the evaluator shall meet with the probationary teacher at least twice a month to supervise and make a written evaluation of the progress, if any, made by the teacher. The provisions of Section 3 above shall apply to the documentation of observation reports and evaluation reports during the probationary period. 4. The probationary teacher may be removed from probation at any time if he/she has demonstrated improvement to the satisfaction of the evaluator in those areas specifically detailed in his/her notice of probation. 5. The probationary teacher may request that an additional certificated evaluator become part of the probationary process and the request must be granted. This evaluator will be assigned by the ESD and will be jointly selected by the district and the Association from a list of evaluation specialists compiled by the ESD. H. A teacher who is on a plan of improvement must be removed from probation if he/she has demonstrated improvement in the areas prescribed as deficient. A teacher must be removed from probation if a teacher with five (5) or fewer years of experience scores at Basic (2) or above or a teacher of more than five (5) years of experience scores at Proficient (3) or above. A written notice will be provided to the teacher at the time this decision is made. I. Lack of necessary improvement during the established probationary period, as specifically documented in writing with notification to the probationer constitutes grounds for a finding of probable cause under RCW 28.A.405.300 or 28A.405.210. J. Evaluator’s Post-Probation Report Unless the probationary teacher has previously been removed from probation, the evaluator shall submit a written report to the Superintendent at the end of the probationary period which report shall identify whether the performance of the probationary teacher has improved and which shall set forth one (1) of the following recommendations for further action: 1. That the teacher has demonstrated sufficient improvement in the stated areas of deficiency to justify the removal of the probationary status; or 2. That the teacher has demonstrated sufficient improvement in the stated areas of deficiency to justify the removal of the probationary status if accompanied by a letter identifying areas where further improvement is required; or 3. That the teacher has not demonstrated sufficient improvement in the stated areas of deficiency and action should be taken to non-renew the employment contract of the teacher.

Probation. Provisional employees shall be specifically excluded from this probationary procedure, provided, before non-renewing a provisional employee for alleged performance deficiencies, the evaluator shall have made a good faith effort beyond the minimum requirements of the evaluation process. At any time after October 15, a classroom teacher whose work is judged not satisfactory based on the scoring criteria shall be placed on probation and notified in writing of the specific areas of deficiencies and provided a suggested written specific and reasonable plan of improvement. A. A classroom teacher’s work is not judged satisfactory, and therefore shall be placed on probation, when the overall comprehensive score is 1 – Unsatisfactory. A continuing contract teacher under RCW 28A.405.210 with more than five (5) years of teaching experience whose comprehensive summative evaluation score is 2 – Basic for two (2) consecutive years or for two (2) years within a consecutive three (3) year time period shall also be placed on probation. B. Teachers may only be placed on probation from the Comprehensive evaluation system described above. C. Teachers on continuing contracts who have been assigned to teach outside of their endorsements shall not be subject to nonrenewal or probation based on evaluations of their teaching effectiveness in the out-of-endorsement assignments. D. In the event that an evaluator determines that the performance of a teacher under his/her supervision merits probation, the evaluator shall report the same in writing to the Superintendent. The report shall include the following: 1. The evaluation report prepared pursuant to the provisions of Section 6 above9 above (Procedural Components of Evaluation), and, 2. A recommended specific and reasonable program designed to assist the teacher in improving his or her performance. E. D. If the Superintendent concurs with the administratorevaluator’s judgment that the performance of the employee is unsatisfactory, the Superintendent shall place the teacher in a probationary status for a period of not less than sixty (60) school days, any time after October 15. The probationary period may be extended extend into the following school year if the teacher has more than five (5) years of teaching experience and the final has a comprehensive summative rating as of May 15th is of 1 – Unsatisfactory. Before being placed on probation, the Association and the teacher shall be given notice of action of the Superintendent which notice shall contain the following information: 1. Specific areas of performance deficiencies identified from the instructional framework; 2. A suggested specific and reasonable program for improvement; 3. A statement indicating the duration of the probationary period and that the purpose of the probationary period is to give the teacher the opportunity to demonstrate improvement in his/his or her area or areas of deficiency. F. A plan of improvement will be developed and will include the specific evaluative criteria, which must be met, and the measures and benchmarks, which will be used to determine the teacher’s success or failure. The plan will include a system for periodic feedback during the term of probation will include supports provided and funded by the district, and the dates those supports will be put in place.84

Probation. At any time after October 15, a classroom teacher whose work is judged not satisfactory based on the scoring criteria shall be placed on probation and notified in writing of as per the specific areas of deficiencies and provided a written reasonable plan of improvement.following procedures: A. 1. A classroom teacher’s work is judged not judged satisfactory, and therefore shall be placed on probation, when the overall comprehensive score performance rating is 1 – UnsatisfactoryUnsatisfactory - 1. A continuing contract classroom teacher under RCW 28A.405.210 with more than five (5) years of teaching experience whose comprehensive summative evaluation score performance rating is 2 – Basic below Proficient - 3 for two (2) consecutive years or for two (2) years within a consecutive three (3) year time period shall also be placed on probation. B. 2. Teachers may only be placed on probation from the Comprehensive evaluation system described aboveEvaluation Process. C. 3. Teachers on continuing contracts who have been assigned to teach outside of their endorsements shall not be subject to nonrenewal or probation based on evaluations of their teaching effectiveness in the out-of-endorsement assignmentsassignments in accordance with WAC 000- 00-000. D. 4. In the event that an evaluator determines that the performance of a teacher under his/her supervision merits probation, the evaluator shall report the same in writing to the Superintendent. The report shall include the following: 1. a. The evaluation report prepared pursuant to the provisions of Article IV Section 6 above4, and, 2. b. A recommended specific and reasonable program plan of improvement designed to assist the teacher in improving his or her performance. The plan shall include the specific evaluative criteria which must be met and the measures and benchmarks which will be used to determine the teacher’s success or failure. The plan will include a system for periodic feedback during the term of probation, supports provided and funded by the district, and the dates those supports will be put in place. E. 5. If the Superintendent concurs with the administrator’s judgment that the performance of the employee is unsatisfactory, the Superintendent shall place the teacher in a probationary status for a period of not less than sixty (60) school days. Days may be added if deemed necessary to complete a program for improvement and evaluate the probationer's performance, any time after October 15as long as the probationary period is concluded before May 15th of the same school year. The probationary period may be extended into the following school year if the teacher probationer has more than five (5) or more years of teaching experience and the final summative has a comprehensive performance rating as of May 15th is 1 – Unsatisfactoryof less than Basic - 2. 6. Before being placed on probation, The Superintendent will provide the teacher and the Association and the teacher shall be given with a written notice of action of the Superintendent probation which notice shall contain the following information: 1. A. Specific areas of performance deficiencies identified from the instructional framework; 2. B. A suggested specific and reasonable program plan for improvement; 3. C. A statement indicating the duration of the probationary period and that the purpose of the probationary period is to give the teacher the opportunity to demonstrate improvement in his/her area or areas of deficiency. F. A plan D. The establishment of a probationary period does not adversely affect the contract status of an employee within the meaning of RCW 28A.405.300. 7. Evaluation During the Probationary Period A. At or about the time of the delivery of a probationary letter, the evaluator shall hold a personal conference with the probationary teacher to discuss performance deficiencies and the remedial measures to be taken. An Association Representative shall be present at this meeting unless the employee refuses representation in writing. B. Once the areas of deficiency and criteria for improvement have been determined, they may not be changed. C. During the probationary period the evaluator shall meet with the probationary teacher at least twice a month to supervise and make a written evaluation of the progress made. The provisions of Section 4 above shall apply to the documentation of observation reports and evaluation reports during the probationary period. An Association Representative shall be present at these twice monthly meetings if the employee requests representation. D. The probationary teacher may request that an additional certificated evaluator become part of the probationary process and the request must be granted. This evaluator will be developed jointly selected by the District and the Association from a list of evaluation specialists compiled by the ESD. If the parties are unable to agree they will include accept an ESD appointed evaluator. E. If a procedural error occurs in the specific evaluative criteriaimplementation of a program for improvement, which the error does not invalidate the probationer's plan for improvement or evaluation activities unless the error materially affects the effectiveness of the plan or the ability to evaluate the probationer's performance. 8. Pursuant to RCW 28A.405.100, a classroom teacher who is required to be on the four-level rating system must be met, and the measures and benchmarks, which will be used to determine the teacher’s success removed from probation if: A. The teacher has demonstrated improvement that results in a new comprehensive performance rating level 2 or failure. above for a continuing contract employee with five or fewer years of experience., B. The plan will include teacher has demonstrated improvement that results in a system new comprehensive performance rating level 3 or above for periodic feedback during the term of probation will include supports provided and funded by the district, and the dates those supports will be put in placea continuing contract employee with more than five years experience.

Probation. At any time after October 15, a non-provisional classroom teacher whose work is judged not satisfactory based on the scoring criteria shall be placed on probation and notified in writing of the specific areas of deficiencies and provided a written reasonable plan of improvement. A. A The following comprehensive summative evaluation performance ratings mean a classroom teacher’s work is judged not judged satisfactory, and therefore shall be placed on probation, when the overall comprehensive score is : 1. Level 1 – Unsatisfactory; or 2. A Level 2 – Basic if the teacher is a continuing contract teacher employee under RCW 28A.405.210 with more than five (5) years of teaching experience whose and if the Level 2 comprehensive summative evaluation score is 2 – Basic performance rating has been received for two (2) consecutive years or for two (2) years within a consecutive three (3) year time period shall also be placed on probationperiod. B. Teachers may only be placed on probation from the Comprehensive evaluation system described above. C. Teachers on continuing contracts who have been assigned to teach outside of their endorsements shall not be subject to nonrenewal or probation based on evaluations of their teaching effectiveness in the out-ofof- endorsement assignments in accordance with WAC 000-endorsement assignments00-000. D. C. In the event that an evaluator determines that the performance of a teacher under his/her supervision merits probation, the evaluator shall report the same in writing to the Superintendent. The report shall include the following: 1. The evaluation report prepared pursuant to the provisions of Article IV Section 6 4.G above, and, 2. A recommended specific and reasonable program designed to assist the teacher in improving his or her performance. E. If the Superintendent concurs with the administrator’s judgment that the performance of the employee is unsatisfactory, the D. The Superintendent shall place the teacher in a probationary status for a period of not less than sixty (60) school days, any time after October 15. The probationary period may be extended into the following school year if the teacher has more than five (5) years of teaching experience and the final summative rating as of May 15th is 1 – UnsatisfactoryUnsatisfactory -1. Before being placed on probationAt this time, the Association and the teacher shall be given notice of action of the Superintendent which notice shall contain the following information: 1. Specific areas of performance deficiencies identified from the instructional framework; 2. A suggested specific and reasonable program plan for improvement;, including a statement indicating areas of assistance and resources to be provided to the employee by the District. 3. A statement indicating the duration of the probationary period and that the purpose of the probationary period is to give the teacher the opportunity to demonstrate improvement in his/her area or areas of deficiency. F. A E. The plan of for improvement will be developed and will include the specific evaluative criteria, criteria which must be met, met and the measures and benchmarks, which will be used to determine the teacher’s success or failure. The plan will include a system for periodic feedback during the term of probation will include supports provided probation. F. Evaluation During the Probationary Period 1. At or about the time of the delivery of a probationary letter, the evaluator shall hold a personal conference with the probationary teacher to discuss performance deficiencies and funded the remedial measures to be taken. 2. Once the areas of deficiency and criteria for improvement have been determined, they may not be changed. 3. During the probationary period the evaluator shall meet with the probationary teacher at least twice a month to supervise and make a written evaluation of the progress, if any, made by the districtteacher. The Observation Form (Appendix A-2) shall be used to document these meetings/observation. 4. The evaluator may authorize one additional certificated administrator to evaluate the teacher and to aid the teacher in improving his or her areas of deficiency. Should the evaluator not authorize such additional evaluator, the teacher may request that an additional certificated evaluator become part of the probationary process, and this request must be implemented by including an experienced additional evaluator assigned by ESD171 and jointly selected by the dates District and the Association from a list of evaluation specialists compiled by ESD171. Any such request for an additional evaluator shall be made by the teacher in writing on or before the 5th day of the probationary period. G. A teacher who is on a plan of improvement must be removed from probation if he/she has demonstrated improvement to the satisfaction of the evaluator in those supports areas specifically detailed in his or her initial notice of deficiency. A teacher must be removed from probation if a teacher with five(5) or fewer years of experience scores at Basic (2) or above or a teacher of more than five (5) years of experience scores at Proficient (3) or above. A written notice will be put in placeprovided to the teacher at the time this decision is made.

Probation. At any time after October 1515th, a non-provisional classroom teacher whose work is judged not satisfactory based on the district scoring criteria for the completed comprehensive summative evaluation, shall be placed on probation and notified in writing of the specific areas of deficiencies and provided along with a written reasonable plan of program for improvement. A. 1. A classroom teacher’s work is not judged satisfactory, and therefore shall be placed on probation, when satisfactory if the overall comprehensive score summative evaluation performance level is: a. Summative Performance Level Rating 1 (unsatisfactory); or b. Summative Performance Level Rating 2 (basic) if the classroom teacher is 1 – Unsatisfactory. A a continuing contract teacher employee under RCW 28A.405.210 with more than five (5) years of teaching experience whose and if the Comprehensive Summative performance rating is 2 (basic) comprehensive summative evaluation score is 2 – Basic performance rating has been received for two (2) consecutive years or for two (2) years within a consecutive three (3) three-year time period shall also be placed on probationperiod. B. Teachers may only be placed on probation from the Comprehensive evaluation system described above. C. Teachers on continuing contracts who have been assigned to teach outside of their endorsements shall not be subject to nonrenewal or probation based on evaluations of their teaching effectiveness in the out-of-endorsement assignments. D. 2. In the event that an evaluator determines on the basis of the evaluation criteria, that the performance of a teacher under his/her supervision merits probation, the evaluator shall report the same in writing to the Superintendent. The report shall include the following: 1. a. The evaluation report prepared pursuant to the provisions of Section 6 above, Eight (8) and,; 2. b. A recommended specific and reasonable program designed to assist the teacher in improving his or her performance. E. 3. If the Superintendent concurs with the administratorevaluator’s judgment that the performance of the employee is unsatisfactory, the Superintendent shall place the teacher in a probationary status for a period of not less than sixty (60) school days, any time after October 15. The probationary period may be extended into the following school year if the teacher has more than five (5) years of teaching experience and the final summative rating as of May 15th is 1 – Unsatisfactory. status. a. Before being placed on probation, the Association and the teacher shall be given notice of action by the Superintendent. b. During the period of probation, the employee will not be transferred from the supervision of the Superintendent which original evaluator. c. The Cashmere Education Association may elect to bring in an outside professional to observe, advise, and assist the teacher while on probation. d. Sufficient improvement of identified deficiencies or a new summative rating of proficient of performance must occur and be documented by the original evaluator before any consideration of a request for transfer or reassignment as contemplated by either the individual or the school district. e. A probationary period of sixty school days shall be established. Days may be added if deemed necessary to complete a probationary (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. The probationary period may be extended into the following school year if the probationer has five or more years of teaching experience and has a comprehensive summative evaluation performance rating as of May 15th of less than Level 2 (basic). f. The establishment of a probationary period does not adversely affect the contract status of an employee within the meaning of RCW 28A.405.300. The purpose of the probationary period is to give the employee opportunity to demonstrate sufficient improvement (rating of proficient) in his or her areas of deficiency. g. The establishment of the probationary period and the giving of the notice to the employee of deficiency shall be by the school district superintendent and need not be submitted to the board of directors for approval. The notice of action shall contain the following information: 1. Specific areas of performance deficiencies identified from the instructional framework; 2. A suggested specific and reasonable probationary (program for improvement); 3. A statement indicating the duration of the probationary period and that the purpose of the probationary period is to give the teacher the opportunity to demonstrate improvement in his/her area or areas of deficiencyperiod. F. 4. A plan of improvement probationary (program for improvement) will be developed and will include the specific evaluative criteria, criteria which must be met, and the measures and benchmarks, benchmarks which will be used to determine the teacher’s success or failure. The plan will include a system for periodic feedback during the term of probation and will include supports supports, listed in Section 9 — Professional Support Plan for Basic and Unsatisfactory, provided and funded by the district, and the dates that those supports will be put in place.

Probation. At any time after October 15, a classroom teacher whose work is judged not satisfactory based on the scoring criteria shall be placed on probation and notified in writing of the specific areas of deficiencies and provided a written reasonable plan of improvement. A. A classroom teacher’s work is not judged satisfactory, and therefore shall be placed on probation, when the overall comprehensive score is 1 – Unsatisfactory1–unsatisfactory. A continuing contract teacher under RCW 28A.405.210 with more than five (5) years of teaching experience whose comprehensive summative evaluation score is 2 – Basic 2–basic for two (2) consecutive years or for two (2) years within a consecutive three (3) year time period shall also be placed on probation. B. Teachers may only be placed on probation from the Comprehensive comprehensive evaluation system described above. C. Teachers on continuing contracts who have been assigned to teach outside of their endorsements shall not be subject to nonrenewal or probation based on evaluations of their teaching effectiveness in the out-of-endorsement assignments. D. In the event that an evaluator determines that the performance of a teacher under his/her supervision merits probation, the evaluator shall report the same in writing to the Superintendentsuperintendent. The report shall include the following: 1. The evaluation report prepared pursuant to the provisions of Section 6 above, ; and, 2. A recommended specific and reasonable program designed to assist the teacher in improving his or her performance. E. If the Superintendent superintendent concurs with the administrator’s judgment that the performance of the employee is unsatisfactory, the Superintendent shall place the teacher in a probationary status for a period of not less than sixty (60) school days, any time after October 15. The probationary period may be extended into the following school year if the teacher has more than five (5) years of teaching experience and the final summative rating as of May 15th is 1 – Unsatisfactory1–unsatisfactory. Before being placed on probation, the Association and the teacher shall be given notice of action of the Superintendent superintendent which notice shall contain the following information: 1. Specific areas of performance deficiencies identified from the instructional framework; 2. A suggested specific and reasonable program for improvement; 3. A statement indicating the duration of the probationary period and that the purpose of the probationary period is to give the teacher the opportunity to demonstrate improvement in his/her area or areas of deficiency. F. A plan of improvement will be developed and will include the specific evaluative criteria, which must be met, and the measures and benchmarks, which will be used to determine the teacher’s success or failure. The plan will include a system for periodic feedback during the term of probation will include supports provided and funded by the district, and the dates those supports will be put in place.; and

Probation. Provisional employees shall be specifically excluded from this probationary procedure, provided, before non-­‐renewing a provisional employee for alleged performance deficiencies, the evaluator shall have made a good faith effort beyond the minimum requirements of the evaluation process as noted in Section 8.3.5 (Support for Provisional Employees). At any time after October 15, a classroom teacher whose work is judged not satisfactory based on the scoring criteria shall be placed on probation and notified in writing of the specific areas of deficiencies and provided a suggested written specific and reasonable plan of improvement. A. A classroom teacher’s work is not judged satisfactory, and therefore shall be placed on probation, when the overall comprehensive score is 1 – Unsatisfactory. A continuing contract teacher under RCW 28A.405.210 with more than five (5) years of teaching experience whose comprehensive summative evaluation score is 2 – Basic for two (2) consecutive years or for two (2) years within a consecutive three (3) year time period shall also be placed on probation. B. Teachers may only be placed on probation from the Comprehensive evaluation system described above. C. Teachers on continuing contracts who have been assigned to teach outside of their endorsements shall not be subject to nonrenewal or probation based on evaluations of their teaching effectiveness in the out-of-endorsement assignments. D. In the event that an evaluator determines that the performance of a teacher under his/her supervision merits probation, the evaluator shall report the same in writing to the Superintendent. The report shall include the following: 1. The evaluation report prepared pursuant to the provisions of Section 6 above8.3.1 above (Procedural Components of Evaluation), and, 2. A recommended specific and reasonable program designed to assist the teacher in improving his or her performance. E. D. If the Superintendent concurs with the administratorevaluator’s judgment that the performance of the employee is unsatisfactory, the Superintendent shall place the teacher in a probationary status for a period of not less than sixty (60) school days, any time after October 15. The probationary period may be extended extend into the following school year if the teacher has more than five (5) years of teaching experience and the final has a comprehensive summative rating as of May 15th is of 1 – Unsatisfactory. Before being placed on probation, the Association and the teacher shall be given notice of action of the Superintendent which notice shall contain the following information: 1. Specific areas of performance deficiencies identified from the instructional framework; 2. A suggested specific and reasonable program for improvement; 3. A statement indicating the duration of the probationary period and that the purpose of the probationary period is to give the teacher the opportunity to demonstrate improvement in his/his or her area or areas of deficiency. E. The establishment of the probationary period and the giving of the notice to the employee shall be by the School District Superintendent and need not be submitted to the Board of Directors for approval. F. A plan of improvement will be developed and will include the specific evaluative criteriaareas of deficiency along with a specific and reasonable program for improvement, which must shall include specific measurable objectives and examples or strategies as appropriate designed to assist the particular employee to overcome the specific deficiency(ies). The plan will also include assistance to be met, and provided. The teacher and/or his or her Association representative may request modification of the measures and benchmarks, which will be used program for improvement prior to determine the teacher’s success or failureprogram implementation. The plan will include a system for periodic feedback during the term of probation will include probation, supports provided and funded by the districtDistrict, and the dates those supports will be put in place. G. Evaluation During the Probationary Period 1. At or about the time of the delivery of a probationary letter, the evaluator shall hold a personal conference with the probationary teacher to discuss performance deficiencies and the remedial measures to be taken. 2. Once the areas of deficiency and criteria for improvement for the probation plan have been determined, they may not be changed. 3. During the probationary period the evaluator shall meet with the probationary teacher at least once weekly to supervise and make a written evaluation of the progress, if any, made by the teacher. The provisions of Section 8.3.1 F above (Recordkeeping) shall apply to the documentation of observation reports during the probationary period. 4. The probationary teacher may be removed from probation at any time if he or she has demonstrated improvement to the satisfaction of the evaluator in those areas specifically detailed in his/her notice of probation. 5. Should the evaluator not authorize an additional evaluator, the probationary teacher may request that an additional certificated evaluator become part of the probationary process and the request must be granted. This evaluator will be assigned by the ESD and will be jointly selected by the District and the Association from a list of evaluation specialists compiled by the ESD. 6. The Association reserves the right to use a third party evaluator to inform the Association of any progress made by the probationer. The Association will arrange with the district-­‐appointed evaluator in advance of any observations that will occur by the third party evaluator. H. A teacher who is on a plan of improvement must be removed from probation if he or she has demonstrated improvement in the areas prescribed as deficient. The teacher must be removed if a teacher with five (5) or fewer years of experience scores at 2 – Basic or above and a teacher of more than five (5) years scores at 3 – Proficient or above. X. Xxxx of necessary improvement during the established probationary period, as specifically documented in writing with notification to the probationer constitutes grounds for a finding of probable cause under RCW 28.A.405.210. J. Evaluator’s Post-­‐Probation Report – Unless the probationary teacher has previously been removed from probation, the evaluator shall submit a written report to the Superintendent at the end of the probationary period which report shall set forth one (1) of the following recommendations for further action: 1. That the teacher has demonstrated sufficient improvement in the stated areas of deficiency to justify the removal of the probationary status; or 2. That the teacher has demonstrated sufficient improvement in the stated areas of deficiency to justify the removal of the probationary status if accompanied by a letter identifying areas where further improvement is required; or 3. A probation period may be extended into the following school year if a teacher has five or more years experience and has a comprehensive summative evaluation performance rating of less than level two (2) as of May 15th. 4. That the teacher has not demonstrated sufficient improvement in the stated areas of deficiency and action should be taken to non-­‐renew the employment contract of the teacher.

Probation. At any time after October 15, a classroom teacher whose work is judged not satisfactory based on the scoring criteria shall be placed on probation and notified in writing of the specific areas of deficiencies and provided a written reasonable plan of improvement. A. 1. A classroom teacher’s work is not judged satisfactory, and therefore shall be placed on probation, when the overall comprehensive score is 1 1– Unsatisfactoryunsatisfactory. A continuing contract teacher under RCW 28A.405.210 with more than five (5) years of teaching experience whose comprehensive summative evaluation score is 2 – Basic 2–basic for two (2) consecutive years or for two (2) years within a consecutive three (3) year time period shall also be placed on probation. B. 2. Teachers may only be placed on probation from the Comprehensive comprehensive evaluation system described above. C. 3. Teachers on continuing contracts who have been assigned to teach outside of their endorsements shall not be subject to nonrenewal or probation based on evaluations of their teaching effectiveness in the out-of-endorsement assignments. D. 4. In the event that an evaluator determines that the performance of a teacher under his/her supervision merits probation, the evaluator shall report the same in writing to the Superintendentsuperintendent. The report shall include the following: 1. a. The evaluation report prepared pursuant to the provisions of Section 6 above, ; and, 2. b. A recommended specific and reasonable program designed to assist the teacher in improving his or her performance. E. 5. If the Superintendent superintendent concurs with the administrator’s judgment that the performance of the employee is unsatisfactory, the Superintendent shall place the teacher in a probationary status for a period of not less than sixty (60) school days, any time after October 15. The probationary period may be extended into the following school year if the teacher has more than five (5) years of teaching experience and the final summative rating as of May 15th is 1 – Unsatisfactory1–unsatisfactory. Before being placed on probation, the Association and the teacher shall be given notice of action of the Superintendent superintendent which notice shall contain the following information: 1. a. Specific areas of performance deficiencies identified from the instructional framework; 2. b. A suggested specific and reasonable program for improvement;; and 3. c. A statement indicating the expected duration of the probationary period and that the purpose of the probationary period is to give the teacher the opportunity to demonstrate improvement in his/her area or areas of deficiency. F. 6. A plan of improvement will be developed and will include the specific evaluative criteria, criteria which must be met, and the measures and benchmarks, benchmarks which will be used to determine the teacher’s success or failure. The plan will include a include: a. A system for periodic feedback during the term of probation will include supports probation; and b. Supports provided and funded by the district, and the ; and c. The dates those supports will be put in place.

Probation. a. If the supervisor contemplates recommending that an employee be placed on probation, an evaluation shall be made at least fifteen (15) days prior to the probation recommendation and no later than January 15. b. At any time after October 1515th, a classroom non-provisional teacher whose work is not judged not satisfactory based on the scoring District evaluation criteria shall be placed on probation and notified in writing of the specific areas of deficiencies and provided deficiency along with a written reasonable plan program of improvement. A. A c. The following summative evaluation performance ratings mean a classroom teacher’s 's work is not judged satisfactory, and therefore shall be placed on probation, when : i. Unsatisfactory – 1 or ii. Basic – 2 if the overall comprehensive score teacher is 1 – Unsatisfactory. A a continuing contract teacher employee under RCW 28A.405.210 with more than five (5) years of teaching experience whose comprehensive and if the Basic - 2 summative evaluation score is 2 – Basic performance rating has been received for two (2) consecutive years or for two (2) years within a consecutive three (3) year -year time period shall also be placed on probationperiod. B. Teachers may only be placed on iii. Pre-probation from the Comprehensive evaluation system described abovesupport for teachers with unsatisfactory ratings is provided in Section 4.2 (7). C. Teachers on continuing contracts who have been assigned to teach outside of their endorsements shall not be subject to nonrenewal or probation based on evaluations of their teaching effectiveness in the out-of-endorsement assignments. D. d. Supervisor's Report - In the event that an evaluator determines on the basis of the evaluation criteria that the performance of a teacher an employee under his/her the evaluator’s supervision merits probationis unsatisfactory, the evaluator supervisor shall report the same in writing to the SuperintendentSuperintendent on or before January 20. The report shall include the following: 1. i. The evaluation report prepared pursuant to the provisions of Section 6 above, and,report; 2ii. A recommended specific and reasonable program designed to assist the teacher employee in improving his or her the employee’s performance. E. e. Establishment of Probationary Period - If the Superintendent concurs with the administrator’s supervisor's judgment that the performance of the employee is unsatisfactory, the Superintendent shall place the teacher employee in a probationary status for a period of not less than sixty (60) school days, any time after October 15. Days may be added if deemed necessary to complete a program for improvement and evaluate the employee’s performance as long as the probationary period is concluded before May 15th of the same school year. The probationary period may be extended into the following school year if the probationary employee is a classroom teacher has more than with five (5) or more years of teaching experience and the final has a summative evaluation performance rating as of May 15th is of less than Basic - 2. On or before February 1 – Unsatisfactory. Before being placed on probation, the Association and the teacher employee shall be given written notice of the action of the Superintendent which notice shall contain the following information: 1. i. Specific areas of performance deficiencies identified from the instructional frameworkdeficiencies; 2ii. A suggested specific and reasonable program for improvement; 3iii. A statement indicating the duration of the probationary period and that the purpose of the probationary period is to give the teacher employee the opportunity to demonstrate improvement in his/his or her area or areas of deficiency. F. A plan iv. Intensive assistance to the probationary employee, as follows: a) The cost of improvement the mentor will be developed shared equally by the District and the Association. b) The role of the person will include be defined as a facilitator or mentor but not an evaluator. c) The person hired will determine the specific evaluative criteriaassistance they will provide, which and such assistance will concentrate on the deficiencies noted in the probationary letter or such other deficiencies that become evident during the probationary process d) The person hired shall meet with the evaluator before and after the evaluator's observations and evaluations to give input in this process. The establishment of a probationary period does not adversely affect the contract status of an employee within the meaning of RCW 28A.405.300. The purpose of the probationary period is to give the teacher an opportunity to demonstrate improvements in the areas of deficiency. f. Evaluation during the Probationary Period i. At or about the time of the delivery of a probationary letter the evaluator shall hold a personal conference with the probationary employee to discuss performance deficiencies and the remedial measures to be taken. When appropriate in the judgment of the supervisor, the supervisor may authorize one additional certificated employee (mutually agreed upon by the supervisor and the probationary employee Employee) to evaluate the probationer and to aid the employee in improving his or her areas of deficiency. For classroom teachers, should the evaluator not authorize such additional evaluator, the teacher may request that an additional certificated employee evaluator become part of the probationary process and this request must be metimplemented by including an experienced additional evaluator assigned by Puget Sound Educational Service District from a list of evaluation specialists compiled by the ESD. Any such request for an additional evaluator shall be made by the teacher in writing on or before the 5th day of the probationary period. ii. In accordance with RCW 28A.405.100(4)(b), such additional certificated employee shall be immune from any civil liability that might otherwise be incurred or imposed with regard to the good faith performance of such evaluation. iii. During the probationary period the evaluator shall meet with the probationary employee at least twice monthly to supervise and make a written evaluation of the measures and benchmarksprogress, which will be used to determine if any, made by the teacher’s success or failureemployee. The plan will include a system for periodic feedback Evaluation reports during the term probationary period shall be documented pursuant to the provisions above for evaluation reports. iv. Probationary employees may be removed from probation at any time if they have demonstrated improvement to the satisfaction of the evaluator in those areas specifically detailed in the notice of probation. A classroom teacher must be removed from probation will include supports provided if the employee has demonstrated improvement that results in a new summative evaluation performance rating of Basic - 2 or above for a continuing contract teacher with five (5) or fewer years of experience or of Proficient - 3 or above for a continuing contract employee with more than five (5) years of experience. g. Supervisor's Post-Probation Report - Unless the probationary employee has previously been removed for probation, the evaluator shall submit a written report to the Superintendent at the end of the probationary period which report shall identify whether the performance of the probationary employee has improved and funded which shall set forth one of the following recommendations for further action: i. That the employee has demonstrated sufficient improvement in the stated areas of deficiency to justify the removal of the probationary status; or ii. That the employee has demonstrated sufficient improvement in the stated areas of deficiency to justify the removal of the probationary status if accompanied by a letter identifying areas where further improvement is required; or iii. That the district, employee has not demonstrated sufficient improvement in the stated areas of deficiency and action should be taken to non-renew the dates those supports will be put in placeemployment contract of the employee.

Probation. Provisional employees shall be specifically excluded from this probationary procedure, provided, before non-renewing a provisional employee for alleged performance deficiencies, the evaluator shall have made a good faith effort beyond the minimum requirements of the evaluation process. At any time after October 15, a classroom teacher whose work is judged not satisfactory based on the scoring criteria shall be placed on probation and notified in writing of the specific areas of deficiencies and provided a suggested written specific and reasonable plan of improvement. A. A classroom teacher’s work is not judged satisfactory, and therefore shall be placed on probation, when the overall comprehensive score is 1 – Unsatisfactory. A continuing contract teacher under RCW 28A.405.210 with more than five (5) years of teaching experience whose comprehensive summative evaluation score is 2 – Basic for two (2) consecutive years or for two (2) years within a consecutive three (3) year time period shall also be placed on probation. B. Teachers may only be placed on probation from the Comprehensive evaluation system described above. C. Teachers on continuing contracts who have been assigned to teach outside of their endorsements shall not be subject to nonrenewal or probation based on evaluations of their teaching effectiveness in the out-of-endorsement assignments. D. In the event that an evaluator determines that the performance of a teacher under his/her supervision merits probation, the evaluator shall report the same in writing to the Superintendent. The report shall include the following: 1. The evaluation report prepared pursuant to the provisions of Section 6 above9 above (Procedural Components of Evaluation), and, 2. A recommended specific and reasonable program designed to assist the teacher in improving his or her performance. E. D. If the Superintendent concurs with the administratorevaluator’s judgment that the performance of the employee is unsatisfactory, the Superintendent shall place the teacher in a probationary status for a period of not less than sixty (60) school days, any time after October 15. The probationary period may be extended extend into the following school year if the teacher has more than five (5) years of teaching experience and the final has a comprehensive summative rating as of May 15th is of 1 – Unsatisfactory. Before being placed on probation, the Association and the teacher shall be given notice of action of the Superintendent which notice shall contain the following information: 1. Specific areas of performance deficiencies identified from the instructional framework; 2. A suggested specific and reasonable program for improvement; 3. A statement indicating the duration of the probationary period and that the purpose of the probationary period is to give the teacher the opportunity to demonstrate improvement in his/his or her area or areas of deficiency. E. The establishment of the probationary period and the giving of the notice to the employee shall be by the School District Superintendent and need not be submitted to the Board of Directors for approval. F. A plan of improvement will be developed and will include the specific evaluative areas of deficiency linked to the instructional framework and associated components and criteria, which must be met, along with a specific and the measures and benchmarksreasonable program for improvement, which shall include specific measurable objectives and examples or strategies as appropriate designed to assist the particular employee to overcome the specific deficiency(ies). The plan will also include assistance to be used provided. The teacher and/or his or her Association representative may request modification of the program for improvement prior to determine the teacher’s success or failureprogram implementation. The plan will include a system for periodic feedback during the term of probation will include supports provided and funded by the districtprobation, supports, and the dates those supports will be put in place.

Probation. 1. Employees shall be placed on probation subject to the following: a. At any time after October 15th and before January 10, 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. b. For classroom teachers who have been transitioned to the revised evaluation system above, the following comprehensive summative evaluation performance ratings mean a classroom teacher's work is “not judged satisfactory” as that term is used in 6.3.7, 5, above: (i) Level 1 (Unsatisfactory); or (ii) 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. c. 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 6.4.2, 2. (Second Evaluator During Probation), 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. d. 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. e. A probationary period shall be established beginning any time after October 15, a classroom teacher whose work is judged not satisfactory based on the scoring criteria shall be placed on probation and notified in writing of the specific areas of deficiencies and provided a written reasonable plan of improvement. A. A classroom teacher’s work is not judged satisfactory, and therefore shall be placed on probation, when the overall comprehensive score is 1 – Unsatisfactory. A continuing contract teacher under RCW 28A.405.210 with more than five (5) years of teaching experience whose comprehensive summative evaluation score is 2 – Basic for two (2) consecutive years or for two (2) years within a consecutive three (3) year time period shall also be placed on probation. B. Teachers may only be placed on probation from the Comprehensive evaluation system described above. C. Teachers on continuing contracts who have been assigned to teach outside of their endorsements shall not be subject to nonrenewal or probation based on evaluations of their teaching effectiveness in the out-of-endorsement assignments. D. In the event that an evaluator determines that the performance of a teacher under his/her supervision merits probation, the evaluator shall report the same in writing to the Superintendent. The report shall include the following: 1. The evaluation report prepared pursuant to the provisions of Section 6 above, and, 2. A recommended specific and reasonable program designed to assist the teacher in improving his or her performance. E. If the Superintendent concurs with the administrator’s judgment that the performance of the employee is unsatisfactory, the Superintendent shall place the teacher in a probationary status for a period minimum of not less than sixty (60) school days, any time after October 15and ending no later than May 1. The probationary period may be extended into the following school year if the teacher has more than five (5) years of teaching experience and the final summative rating as of May 15th is 1 – Unsatisfactory. Before being placed on probation, the Association and the teacher shall be given notice of action of the Superintendent which notice shall contain the following information: 1. Specific areas of performance deficiencies identified from the instructional framework; 2. A suggested specific and reasonable program for improvement; 3. A statement indicating the duration of the probationary period and that the purpose of the probationary period is to give the teacher employee the opportunity to demonstrate improvement in his/her area or areas of deficiencydeficiencies. F. f. 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 plan written evaluation of improvement this progress will be developed and will include provided in a timely fashion to the specific evaluative criteria, which must be met, and the measures and benchmarks, which will be used to determine the teacher’s success or failure. The plan will include a system for periodic feedback during the term of probation will include supports provided and funded by the district, and the dates those supports will be put in placeemployee after each meeting.

Probation. At any time after October 15, and prior to February 1, a classroom teacher whose work is judged not satisfactory based on the scoring criteria shall be placed on probation and notified in writing of the specific areas of deficiencies and provided a written reasonable plan of improvement. A. A classroom teacher’s work teacher with three or less years of experience, whose performance is not judged satisfactory, and therefore shall be placed on probation, when the overall comprehensive score is 1 – Unsatisfactory. A continuing contract teacher under RCW 28A.405.210 with more than five (5) years of teacher experience whose comprehensive summative evaluation score is below 3 – Proficient for two (2) consecutive years or for two (2) years within a consecutive three (3) year time period shall also be placed on probation. A continuing contract teacher under RCW 28A.405.210 with four (4) to five (5) years of teaching experience whose comprehensive summative evaluation score is below 2 – Basic for two (2) consecutive years or for two (2) years within a consecutive three (3) year time period shall also be placed on probation. B. Teachers may only be placed on probation from the Comprehensive evaluation system described above. C. Teachers on continuing contracts who have been assigned to teach outside of their endorsements shall not be subject to nonrenewal or probation based on evaluations of their teaching effectiveness in the out-of-endorsement assignments. D. In the event that an evaluator determines that the performance of a teacher under his/her supervision merits probation, the evaluator shall report the same in writing to the Superintendent. The report shall include the following: 1. The evaluation report prepared pursuant to the provisions of Section 6 above, and, 2. A recommended specific and reasonable program designed to assist the teacher in improving his or her performance. E. If the Superintendent concurs with the administrator’s judgment that the performance of the employee is unsatisfactory, the Superintendent shall place the teacher in a probationary status for a period of not less than sixty (60) school days, any time after October 15. The probationary period may be extended into the following school year if the teacher has more than five (5) years of teaching experience and the final summative rating as of May 15th 15 is less than 2 – Basic. If a teacher with more than five (5) years teaching experience was not placed on probation during the school year, and receives a 2 – Basic summative evaluation score, the teacher will be placed on a structured support plan at the start of the following school year until October 15, at which time a decision will be made relative to placing the teacher on probation. If a teacher with four (4) to five (5) years teaching experience was not placed on probation during the school year, and receives a 1 – Unsatisfactory-Unsatisfactory summative evaluation score, the teacher will be placed on a structured support plan at the start of the following school year until October 15, at which time a decision will be made relative to placing the teacher on probation. Before being placed on probation, the Association and the teacher shall be given notice of action of the Superintendent which notice shall contain the following information: 1. Specific areas of performance performances deficiencies identified from the instructional framework; 2. A suggested specific and reasonable program for improvement; 3. A statement indicating the duration of the probationary period and that the purpose of the probationary period is to give the teacher the t he opportunity to demonstrate improvement in his/her area or areas of deficiencydeficiency and mutually agreed upon by the Teacher, the evaluator, and a FEA representative if requested. F. A plan of improvement will be developed and will include the specific evaluative criteria, which must be met, and the measures and benchmarks, which will be used to determine the teacher’s success or failure. The plan will include a system for periodic feedback during the term of probation will include probation, supports provided and funded by the districtDistrict, and the dates those supports will be put in place.