Common use of Probation Clause in Contracts

Probation. At any time after October 15th, the work of a continuing employee is judged to be unsatisfactory, the employee shall be notified in writing of the specific areas of deficiencies along with written program for improvement. A probationary period of sixty (60) school days shall be established for teachers deemed unsatisfactory. 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 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. During the probationary period the evaluator shall meet with the employee at least twice monthly to supervise and make a written evaluation of the progress, if any, made by the employee. The evaluator may authorize one (1) additional certificated person who may not be a member of this bargaining unit, to evaluate the probation employee and to assist that employee in improving the identified areas of deficiency. Such additional certificated person who shall not be a member of this bargaining unit, shall be immune from any civil liability that might otherwise be incurred or imposed with regard to the good faith performance of such evaluation. The probation employee may be removed from probation if he or she has demonstrated improvement to the satisfaction of the evaluator in those areas specifically detailed in his/her initial notice of deficiency and subsequently detailed in his/her improvement program. Lack of necessary improvement shall be specifically documented in writing with notification to the probation employee and shall constitute grounds for a finding of probable cause under RCW 28A.405.210 or 28A.405.300, as now or hereafter amended. If the probationary period does not produce performance changes detailed in the initial notice of deficiencies and improvement program, the District may place the employee in an alternative assignment or on paid administrative leave for the remainder of the school year. Not applicable to Provisional Employees: The probation requirements do not apply to Provisional employees. Provisional employees do not have access to probation.

Probation. At any time after October 15th, the Every continuing contract employee whose work of a continuing employee is judged to be unsatisfactory, the employee unsatisfactory based on district evaluation criteria shall be notified in writing of the writing, stating specific areas of deficiencies along with written a suggested specific and reasonable program for improvementimprovement on or before February 1st of each year. A probationary period of sixty (60) school days shall be established beginning at any time after October 15 for teachers deemed unsatisfactory. 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 not less than 60 school year. The establishment of a probationary period does not adversely affect the contract status of an employee within the meaning of RCW 28A.405.300days. 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 superintendentdistrict superintendent and need not be submitted to the board of directors for approval. During the probationary period the evaluator shall meet with the employee at least twice monthly to supervise and make a written evaluation of the progress, if any, made by the employee. The evaluator may authorize one (1) additional certificated person who may not be a member of this bargaining unit, Administrative employee to evaluate the probation employee probationer and to assist that aid the employee in improving the identified his or her areas of deficiency. Such additional certificated person who shall The employee with their evaluator, may take advantage of no cost assistance from outside sources such as the ESD, UniServ Council, WEA or others as available. Use of outside resources will not be a member infringe on the evaluator’s role or duties as the sole evaluator of this bargaining unit, shall be immune from any civil liability that might otherwise be incurred or imposed with regard to the good faith performance of such evaluationemployee’s performance. The probation employee probationer may be removed from probation if he or she has they have demonstrated improvement to the satisfaction of the evaluator principal in those areas specifically detailed in his/his or her initial notice of deficiency probation and subsequently detailed in his/his or her improvement program. Lack of necessary improvement shall be specifically documented in writing with notification to the probation employee probationer and shall constitute grounds for a finding of probable cause under RCW 28A.405.210 or 28A.405.300RCW 28A.405.100, as now or hereafter amended. If the Non-renewal of provisional employees does not require probation as provided in this section. The establishment of a probationary period does shall not produce performance changes detailed in be deemed to adversely affect the initial notice contract status of deficiencies and improvement program, the District may place the employee in an alternative assignment or on paid administrative leave for the remainder of the school year. Not applicable to Provisional Employees: The probation requirements do not apply to Provisional employees. Provisional employees do not have access to probationemployee.

Probation. At any time All new and rehired employees work on a probationary basis for the first six (6) months after October 15th, the work their initial date of a continuing employee is judged to be unsatisfactory, the employee shall be notified in writing of the specific areas of deficiencies along with written program for improvementhire. A The probationary period is intended to give new employees the opportunity to demonstrate their ability to achieve a satisfactory level of sixty (60) school days shall be established for teachers deemed unsatisfactoryperformance and to determine whether the new position meets the employee’s expectations. Days may be added if deemed necessary to complete a program for improvement and evaluate the probationer’s performance, as long as The Employer uses the probationary period is concluded before May 15th of the same school year. 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. During the probationary period the evaluator shall meet with the employee at least twice monthly to supervise and make a written evaluation of the progress, if any, made by the employee. The evaluator may authorize one (1) additional certificated person who may not be a member of this bargaining unit, to evaluate the probation employee employee’s capabilities, work habits and to assist that employee overall job performance. If, in improving the identified areas of deficiency. Such additional certificated person who shall not be a member of this bargaining unit, shall be immune from any civil liability that might otherwise be incurred or imposed with regard to the good faith performance of such evaluation. The probation employee may be removed from probation if he or she has demonstrated improvement to the satisfaction opinion of the evaluator in those areas specifically detailed in his/her initial notice of deficiency and subsequently detailed in his/her improvement program. Lack of necessary improvement shall be specifically documented in writing with notification to the probation employee and shall constitute grounds for a finding of probable cause under RCW 28A.405.210 or 28A.405.300Employer, as now or hereafter amended. If the probationary period does not produce performance changes detailed allow sufficient time to thoroughly evaluate the employee’s performance, the probationary period may be extended for thirty (30) days. An extension of the probationary period must be in writing and provide an explanation of the reason(s) for the extension. During the initial probationary period, the Employer retains the right the discharge an employee without cause. During the initial probationary period, employees will not be approved for any leave time, except in the case of emergency (i.e. the death or hospitalization of a family member as approved by the Employer). Employees will accrue leave time; however, employees cannot use the leave until the successful completion of the probationary period. Upon satisfactory completion of the initial notice probationary period, employees enter their assigned employment classification. Employees who are promoted or employees who are transferred from one department to another of deficiencies and improvement programthe Employer shall complete a secondary-probationary period of six (6) months. In such cases of promotions or transfers, an employee who, in the sole judgment of management, is not successful in the new position can be removed from that position at any time during the secondary probationary period. If this occurs, the District may place employee will be allowed to return to his or her former job or to a comparable job for which the employee in an alternative assignment or on paid administrative leave is qualified. During the initial probationary period, new employees are eligible for those benefits that are required by law, such as Workers’ Compensation Insurance and Social Security. After the remainder first six months of employment, employees are eligible for other employer-provided benefits, subject to the school yearterms and conditions of each benefits program. Not Probationary employees are covered by the terms and conditions of this Agreement except as specifically noted and retain the same legal rights as other employees under the National Labor Relations Act and applicable to Provisional Employees: The probation requirements do not apply to Provisional employees. Provisional employees do not have access to probationlocal, state and Federal laws.

Probation. 1. At any time after October 15th15, the a non-provisional employee whose work of a continuing employee is not judged to be unsatisfactory, the employee satisfactory based on district evaluation criteria shall be notified in writing of the specific areas of deficiencies along with written a reasonable program for improvement. 2. At his/her request the probationary employee may have a representative of the Association present at all meetings that the employee attends related to the probationary process. All written information shared with the employee shall also be given to the Association representative attending the meetings. 3. During the period of probation, the teacher may not be transferred from the supervision of the original evaluator. Improvement of performance or probable cause for non- renewal must occur and be documented by the original evaluator before any consideration of a request for transfer or reassignment is contemplated by either the individual or the school district. (If a probationary teacher's evaluator is no longer with the District, the District and Association will meet to develop a plan of transition.) 4. A probationary probation period of sixty (60) school days shall be established for teachers deemed unsatisfactoryestablished. Days may be added if deemed necessary to complete a program for improvement and evaluate the probationer’s 's performance, as long as the probationary period is concluded before May 15th 15 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 15 of less than Basic. 5. 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. 6. The establishment of the probationary period and the giving of the notice to the employee of deficiency shall be by the school District superintendentdistrict superintendent and need not be submitted to the board of directors for approval. 7. During the probationary period period, the evaluator shall meet with the employee at least twice monthly to supervise and make a written evaluation of the progress, if any, made by the employee. 8. The evaluator may authorize one (1) additional certificated person who may not be a member of this bargaining unit, certified administrative employee to evaluate the probation employee probationer and to assist that aid the employee in improving the identified his or her areas of deficiency. . a. Should the evaluator not authorize such additional evaluator, the probationer may request that an additional certified employee evaluator become part of the probationary process and this request must be implemented by including additional experienced evaluator assigned by the Educational Service District 113 selected from a list of evaluation specialists compiled by the Educational Service District. b. Such additional certificated person who shall not be a member of this bargaining unit, certified 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. 9. If a procedural error occurs the implementation of a program for improvement, the error does not invalidate the probationer’s plan of improvement or evaluation activities unless the error materially affects the effectiveness of the plan or the ability to evaluate the probationer's performance. 10. The probation employee may probationer 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/his or her initial notice of deficiency and subsequently detailed in his/his or her improvement programprogram for improvement. 11. Lack of necessary improvement shall be during the established probationary period, as specifically documented in writing with notification to the probation employee and shall constitute probationer constitutes grounds for a finding of probable cause under RCW 28A.405.210 28A.405.300 or 28A.405.300, as now or hereafter amended. If the probationary period does not produce performance changes detailed in the initial notice of deficiencies and improvement program, the District may place the employee in an alternative assignment or on paid administrative leave for the remainder of the school year. Not applicable to Provisional Employees: The probation requirements do not apply to Provisional employees. Provisional employees do not have access to probation28A.405.210.

Probation. At any time after October 15th, the a classroom teacher whose work of a continuing employee is not judged to be unsatisfactory, the employee satisfactory based on district evaluation criteria shall be notified in writing of the specific areas of deficiencies along with written a reasonable program for improvement. The following comprehensive summative evaluation performance ratings mean a classroom teacher's work is not judged satisfactory and must be placed on probation: (i) Level 1; or (ii) 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. 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 (60) school days shall be established for teachers deemed unsatisfactoryestablished. Days may be added if deemed necessary to complete a program for improvement and evaluate the probationer’s 's performance, as long as the probationary period is concluded before May 15th of the same school year. The establishment of a probationary period does not adversely affect may be extended into the contract status 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 (i.e. an employee within the meaning of RCW 28A.405.300unsatisfactory rating). The purpose of the probationary period is to give the employee opportunity to demonstrate improvements in his or her areas of deficiency. The establishment decision of the probationary period and the giving of the notice whether to the place an employee of deficiency on probation shall be made by the school District superintendentSuperintendent as provided by state law. Teachers may only be placed on probation based upon a Comprehensive evaluation. During the probationary period the evaluator shall meet with the employee at least twice monthly to supervise and make a written evaluation of the progress, if any, made by the employee. The evaluator may authorize one (1) additional certificated person who may not be a member of this bargaining unit, to evaluate the probation employee and to assist that employee in improving the identified areas of deficiency. Such additional certificated person who shall not be a member of this bargaining unit, shall be immune from any civil liability that might otherwise be incurred or imposed with regard to the good faith performance of such evaluation. The probation employee may 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 level 2 or above for an employee with five or fewer years of experience, or of level 3 or above for a continuing contract employee with more than five years of experience. The evaluator may authorize one additional supervisory certificated employee to evaluate the satisfaction 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 those areas specifically detailed in his/her initial notice which the school district is located and selected from a list of deficiency and subsequently detailed in his/her improvement programevaluation specialists compiled by the educational service district. Lack of necessary improvement shall be during the established probationary period, as specifically documented in writing with notification to the probation employee and shall constitute probationer constitutes grounds for a finding of probable cause under RCW 28A.405.210 28A.405.300 or 28A.405.30028A.405.210. Following a review of the any report submitted by the evaluator, as now or hereafter amended. If the Superintendent shall determine whether to remove the employee from probation, extend the probationary period does not produce performance changes detailed in the initial period, or issue a notice of deficiencies and improvement program, the District may place the employee in an alternative assignment probable cause for non-renewal or on paid administrative leave for the remainder of the school year. Not applicable to Provisional Employees: The probation requirements do not apply to Provisional employees. Provisional employees do not have access to probationdischarge.

Probation. At any time after October 15thA. Supervisor’s Report In the event that a principal or other supervisor determines on the basis of the evaluation criteria that the performance of an employee under his or her supervision is Unsatisfactory, the work supervisor shall report the same in writing to the Superintendent at least 10 days prior to the beginning of a continuing the probationary period. The report shall include the following: 1. The evaluation report prepared pursuant to the provisions of Section 4 above; 2. A recommended specific and reasonable program designed to assist and specific types of assistance for the employee in improving his or her performance. B. Establishment of Probationary Period If the Superintendent concurs with the supervisor’s judgment that the performance of the employee is judged to be unsatisfactoryUnsatisfactory, the Superintendent shall place the employee in a probationary status for a duration of 60 school days. On or before the first day of the probationary period, the employee shall be notified in writing given written notice of the specific action of the Superintendent which notice shall contain the following information: 1. Specific areas of deficiencies along with written performance deficiencies; 2. A suggested specific and reasonable program for improvement. This plan shall include a prescription for remediation which spells out courses of action which provide the employee the opportunity to demonstrate an acceptable level of performance; 3. A probationary period statement indicating: a) the duration of sixty (60) school days shall be established for teachers deemed unsatisfactory. 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 and b.) that the same school year. 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 the opportunity to demonstrate improvements improvement in his or her area or areas of deficiency; and 4. A prescription for assistance, when deemed appropriate in the reasonable judgment of the Superintendent, whereby the employee will be assisted in improving the level of performance to an acceptable level. C. Evaluation During the Probationary Period 1. At or about the time of the delivery of a probationary letter, the principal or other supervisor 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 principal or supervisor, he/she may authorize one additional supervisory or administrative employee to observe the probationer and to aid the employee in improving 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. 2. During the probationary period the evaluator principal or supervisor shall meet with the probationary employee at least twice monthly during each 20 school day period to supervise and make a written evaluation of the progress, if any, made by the employee. The evaluator may authorize one (1) additional certificated person who may not be After each meeting required by this section the principal or supervisor shall prepare a member memorandum summarizing the matters discussed at the meeting, including an evaluation of this bargaining unitthe progress, to evaluate if any, being made by the probation employee and to assist that employee in improving the identified areas of deficiency. Such additional certificated person who shall not be a member of this bargaining unit, shall be immune from any civil liability that might otherwise be incurred or imposed with regard to the good faith performance of such evaluationemployee. 3. The probation probationary employee may be removed from probation at any time if he or she has demonstrated improvement to the satisfaction of the evaluator principal or other supervisor in those areas specifically detailed in his/his or her initial notice of deficiency and subsequently detailed in his/her improvement program. Lack probation. D. Following each observation, or series of necessary improvement observations, the observer shall promptly document the results of the observation on the appropriate Observation Report, Addendum B. The employee shall be specifically provided with a copy thereof within three days following the preparation of the document. E. Documentation during any probationary period shall be accomplished as follows: (a) Observations shall be documented in writing with notification to as provided above (b) After each meeting required by Section 7.C.2 of this article, the probation employee and principal or supervisor shall constitute grounds for prepare a finding memorandum summarizing the matters discussed at the meeting including an evaluation of probable cause under RCW 28A.405.210 or 28A.405.300the progress, as now or hereafter amended. If if any, being made by the employee: and (c) At the end of the probationary period does not produce performance changes detailed in the initial notice of deficiencies and improvement programperiod, the District may place the employee in principal or supervisor shall prepare an alternative assignment or on paid administrative leave for the remainder of the school year. Not applicable to Provisional Employees: The probation requirements do not apply to Provisional employees. Provisional employees do not have access to probationEvaluation Report.

Probation. At any time All new and rehired employees work on a probationary basis for the first six (6) months after October 15th, the work their initial date of a continuing employee is judged to be unsatisfactory, the employee shall be notified in writing of the specific areas of deficiencies along with written program for improvementhire. A The probationary period is intended to give new employees the opportunity to demonstrate their ability to achieve a satisfactory level of sixty (60) school days shall be established for teachers deemed unsatisfactoryperformance and to determine whether the new position meets the employee’s expectations. Days may be added if deemed necessary to complete a program for improvement and evaluate the probationer’s performance, as long as The Employer uses the probationary period is concluded before May 15th of the same school year. 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. During the probationary period the evaluator shall meet with the employee at least twice monthly to supervise and make a written evaluation of the progress, if any, made by the employee. The evaluator may authorize one (1) additional certificated person who may not be a member of this bargaining unit, to evaluate the probation employee employee’s capabilities, work habits and to assist that employee overall job performance. If, in improving the identified areas of deficiency. Such additional certificated person who shall not be a member of this bargaining unit, shall be immune from any civil liability that might otherwise be incurred or imposed with regard to the good faith performance of such evaluation. The probation employee may be removed from probation if he or she has demonstrated improvement to the satisfaction opinion of the evaluator in those areas specifically detailed in his/her initial notice of deficiency and subsequently detailed in his/her improvement program. Lack of necessary improvement shall be specifically documented in writing with notification to the probation employee and shall constitute grounds for a finding of probable cause under RCW 28A.405.210 or 28A.405.300Employer, as now or hereafter amended. If the probationary period does not produce performance changes detailed allow sufficient time to thoroughly evaluate the employee’s performance, the probationary period may be extended for ninety (90) additional days. An extension of the probationary period must be in writing and provide an explanation of the reason(s) for the extension as well as the new probationary period end-date. The Employer shall not arbitrarily or unreasonably extend the initial probationary period. During the initial probationary period, or any extension thereof, the Employer retains the right the discharge an employee without cause. During the initial probationary period, employees will not be approved for any leave time, except in the case of emergency (i.e. the death or hospitalization of a family member as approved by the Employer). Employees will accrue leave time; however, employees cannot usethe leave until the successful completion of the probationary period. Upon satisfactory completion of the initial notice probationary period, employees enter their assignedemployment classification. Employees who are promoted or employees who are transferred from one department to another of deficiencies and improvement programthe Employer shall complete a secondary-probationary period of six (6) months. In such cases of promotions or transfers, an employee who, in the sole judgment of management, is not successful in the new position can be removed from that position at any time during the secondary probationary period. If this occurs, the District may place employee will be allowed to return to his or her former job or to a comparable job for which the employee is qualified. Non-probationary employees who transfer from one benefit eligible department or classification to another benefit eligible department or classification retain their benefits upon placement into their new benefit eligible department or classification. Non-probationary employees who change from a benefit eligible position to a non-benefit eligible position (i.e. Relief Staff) shall have their vacation and PTO cashed out in an alternative assignment or on paid administrative leave full. During the initial probationary period, new employees are eligible for those benefits that are required by law, such as Workers’ Compensation Insurance and Social Security. After the remainder first six months of employment, employees are eligible for other employer-provided benefits, subject to the school yearterms and conditions of each benefits program. Not Probationary employees are covered by the terms and conditions of this Agreement except as specifically noted and retain the same legal rights as other employees under the National Labor Relations Act and applicable to Provisional Employees: The probation requirements do not apply to Provisional employees. Provisional employees do not have access to probationlocal, State and Federal laws.

Probation. At any time after October 15th, the work of a continuing employee is judged to be unsatisfactory, the employee shall be notified in writing of the specific areas of deficiencies along with written program for improvement. A probationary period of sixty (60) school days shall be established for teachers deemed unsatisfactory. 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 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 district superintendent. During the probationary period the evaluator shall meet with the employee at least twice monthly to supervise and make a written evaluation of the progress, if any, made by the employee. The evaluator may authorize one (1) additional certificated person who may not be a member of this bargaining unit, to evaluate the probation employee and to assist that employee in improving the identified areas of deficiency. Such additional certificated person who shall not be a member of this bargaining unit, shall be immune from any civil liability that might otherwise be incurred or imposed with regard to the good faith performance of such evaluation. The probation employee may be removed from probation if he or she has demonstrated improvement to the satisfaction of the evaluator in those areas specifically detailed in his/her initial notice of deficiency and subsequently detailed in his/her improvement program. Lack of necessary improvement shall be specifically documented in writing with notification to the probation employee and shall constitute grounds for a finding of probable cause under RCW 28A.405.210 or 28A.405.300, as now or hereafter amended. If the probationary period does not produce performance changes detailed in the initial notice of deficiencies and improvement program, the District district may place the employee in an alternative assignment or on paid administrative leave for the remainder of the school year. Not applicable to Provisional Employees: The probation requirements do not apply to Provisional employees. Provisional employees do not have access to probation.

Probation. 1. At any time after October 15th, the work of a continuing employee employee, whose work is judged to be unsatisfactory, not satisfactory based on RCW 28A.405.100 and the employee Xxxxxxx/Xxxxxxxxx instructional framework evaluation criteria shall be notified in writing of the specific areas of deficiencies concern along with written a reasonable program for improvement. For teachers who have been transitioned to the new evaluation system, “not satisfactory” is defined in Section K of this Article. 2. A probationary period of sixty (60) school days shall be established for teachers deemed unsatisfactorynot satisfactory. 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 (5) or more years of teaching experience and has a comprehensive summative evaluation performance rating as of May 15th of less than Basic. The probation period may be extended if a teacher has made progress towards being Basic or Proficient for experienced teachers and may be able to achieve a satisfactory rating during the extension period. 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. 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 probationer shall be by the school District superintendentdistrict superintendent and need not be submitted to the board of directors for approval. 4. During the probationary period the evaluator shall meet with the employee at least twice monthly to supervise and make a written evaluation of the progress, if any, made by the employee. The evaluator may authorize one (1) additional certificated person who may not be a member of this bargaining unit, employee to evaluate the probation employee probationer and to assist that aid the employee in improving the identified his or her areas of deficiency. Should the evaluator not authorize such additional evaluator, the probationer may request that 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. This person shall be selected from a list of evaluation specialists compiled by the educational service district. Such additional certificated person who shall not be a member of this bargaining unit, 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. The probation Association may elect to bring in an outside professional to observe, advise and assist the teacher on probation. 5. 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 school district. 6. If a minor 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. 7. The probationer 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/his or her initial notice of deficiency and subsequently detailed in his/his or her program for improvement. An employee who has been transitioned to the revised evaluation system pursuant to the district implementation schedule adopted by the board must be removed from probation if he or she has demonstrated improvement programthat results in a new comprehensive summative evaluation performance rating of Basic or above for a continuing contract employee with five (5) or fewer years of experience, or of Proficient or above for a continuing contract employee with more than five (5) years of experience. 8. Lack of necessary improvement shall be during the established probationary period, as specifically documented in writing with notification to the probation employee and shall constitute probationer, constitutes grounds for a finding of probable cause for termination under RCW 28A.405.210 28A.405.300 or 28A.405.210. 9. When a continuing contract employee with five (5) or more years of experience receives a comprehensive summative evaluation performance rating of Basic or below for two (2) consecutive years, the school district shall, within ten (10) days of the completion of the second summative comprehensive evaluation or May 15th, whichever occurs first, implement the employee notification of discharge as provided in RCW 28A.405.300, as now or hereafter amended. 10. If Immediately following the completion of a probationary period that does not produce performance changes detailed in the initial notice of deficiencies and improvement programprogram for improvement, the District employee may place the employee in be removed from his or her assignment and placed into an alternative assignment or on paid administrative leave for the remainder of the school year. Not applicable to Provisional Employees: The 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. 11. No teacher will be non-renewed for evaluation reasons unless they have gone through probation requirements do not apply to Provisional employeesincluding a plan of improvement. Provisional employees do not have access to probation.

Probation. At 1. Employees shall be placed on probation subject to the following: at any time after October 15th, the an employee whose work of a continuing employee is not judged to be unsatisfactory, the employee 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. During the period of probation, the employee may not be transferred from the supervision of the specific areas original evaluator. Improvement of deficiencies along with written program performance or probable cause for improvementnonrenewal must occur and be documented by the original evaluator before any consideration of a request for transfer or reassignment is contemplated by either the individual or the school district. 3. A probationary period of sixty (60) school days shall be established for teachers deemed unsatisfactoryestablished. Days may be added if deemed necessary to complete a program for improvement and evaluate the probationer’s 's performance, as long as the probationary period is concluded before May 15th of the same school year. 4. The establishment of a probationary period does not adversely affect may be extended into the contract status following school year if the probationer has five or more years of an employee within the meaning teaching experience and has a comprehensive summative evaluation performance rating as of RCW 28A.405.300May 15th of less than level 2. 5. The purpose of the probationary period is to give the employee opportunity to demonstrate improvements in his or her areas of deficiency. 6. The establishment of the probationary period and the giving of the notice to the employee of deficiency shall be by the school District superintendentdistrict superintendent and need not be submitted to the board of directors for approval. 7. During If a procedural error occurs in the probationary period implementation of a program for improvement, the evaluator shall meet with error does not invalidate the employee at least twice monthly to supervise and make a written probationer's plan for improvement or evaluation activities unless the error materially affects the effectiveness of the progress, if any, made by plan or the employee. The evaluator may authorize one (1) additional certificated person who may not be a member of this bargaining unit, ability to evaluate the probation employee and to assist that employee in improving the identified areas of deficiency. Such additional certificated person who shall not be a member of this bargaining unit, shall be immune from any civil liability that might otherwise be incurred or imposed with regard to the good faith performance of such evaluationprobationer's performance. 8. The probation employee may probationer 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/his or her initial notice of deficiency and subsequently detailed in his/his or her improvement programprogram for improvement. 9. Lack of necessary improvement shall be specifically documented in writing with notification A classroom teacher who has been transitioned to the revised evaluation system must be removed from probation employee and shall constitute grounds if he or she has demonstrated improvement that results in a new comprehensive summative evaluation performance rating of level 2 or above for a finding provisional employee or a continuing contract employee with five or fewer years of probable cause under RCW 28A.405.210 experience, or 28A.405.300, as now of level 3 or hereafter amended. If the probationary period does not produce performance changes detailed in the initial notice above for a continuing contract employee with more than five years of deficiencies and improvement program, the District may place the employee in an alternative assignment or on paid administrative leave for the remainder of the school year. Not applicable to Provisional Employees: The probation requirements do not apply to Provisional employees. Provisional employees do not have access to probationexperience.

Probation. At any time after October 15th, the Every continuing contract employee whose work of a continuing employee is judged to be unsatisfactory, the employee unsatisfactory based on district evaluation criteria shall be notified in writing of the writing, stating specific areas of deficiencies along with written a suggested specific and reasonable program for improvementimprovement on or before February 1st of each year. A probationary period of sixty (60) school days shall be established beginning at any time after October 15 for teachers deemed unsatisfactory. 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 not less than 60 school year. The establishment of a probationary period does not adversely affect the contract status of an employee within the meaning of RCW 28A.405.300days. 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 superintendentdistrict superintendent and need not be submitted to the board of directors for approval. During the probationary period the evaluator shall meet with the employee at least twice monthly to supervise and make a written evaluation of the progress, if any, made by the employee. The evaluator may authorize one (1) additional certificated person who may not be a member of this bargaining unit, Administrative employee to evaluate the probation employee probationer and to assist that aid the employee in improving the identified his or her areas of deficiency. Such additional certificated person who shall The employee with his/her evaluator, may take advantage of no cost assistance from outside sources such as the ESD, UniServ Council, WEA or others as available. Use of outside resources will not be a member infringe on the evaluator’s role or duties as the sole evaluator of this bargaining unit, shall be immune from any civil liability that might otherwise be incurred or imposed with regard to the good faith performance of such evaluationemployee’s performance. The probation employee probationer may be removed from probation if he or she has demonstrated improvement to the satisfaction of the evaluator principal in those areas specifically detailed in his/his or her initial notice of deficiency probation and subsequently detailed in his/his or her improvement program. Lack of necessary improvement shall be specifically documented in writing with notification to the probation employee probationer and shall constitute grounds for a finding of probable cause under RCW 28A.405.210 or 28A.405.300RCW 28A.405.100, as now or hereafter amended. If the Non-renewal of provisional employees does not require probation as provided in this section. The establishment of a probationary period does shall not produce performance changes detailed in be deemed to adversely affect the initial notice contract status of deficiencies and improvement program, the District may place the employee in an alternative assignment or on paid administrative leave for the remainder of the school year. Not applicable to Provisional Employees: The probation requirements do not apply to Provisional employees. Provisional employees do not have access to probationemployee.

Probation. At any time after October 15thSupervisor’s Report In the event that a principal or other supervisor determines on the basis of the evaluation criteria that the performance of an employee under their supervision is Unsatisfactory, the work supervisor shall report the same in writing to the Superintendent at least 10 days prior to the beginning of a continuing the probationary period. The report shall include the following: The evaluation report prepared pursuant to the provisions of Section 4 above; A recommended specific and reasonable program designed to assist and specific types of assistance for the employee in improving their performance. Establishment of Probationary Period If the Superintendent concurs with the supervisor’s judgment that the performance of the employee is judged to be unsatisfactoryUnsatisfactory, the Superintendent shall place the employee in a probationary status for a duration of 60 school days. On or before the first day of the probationary period, the employee shall be notified in writing given written notice of the specific action of the Superintendent which notice shall contain the following information: Specific areas of deficiencies along with written performance deficiencies; A suggested specific and reasonable program for improvement. This plan shall include a prescription for remediation which spells out courses of action which provide the employee the opportunity to demonstrate an acceptable level of performance; A probationary period statement indicating: a) the duration of sixty (60) school days shall be established for teachers deemed unsatisfactory. 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 and b.) that the same school year. 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 the opportunity to demonstrate improvements improvement in his their area or her areas of deficiency. The establishment ; and A prescription for assistance, when deemed appropriate in the reasonable judgment of the Superintendent, whereby the employee will be assisted in improving the level of performance to an acceptable level. Evaluation During the Probationary Period At or about the time of the delivery of a probationary period letter, the principal or other supervisor shall hold a personal conference with the probationary employee to discuss performance deficiencies and the giving remedial measures to be taken. When appropriate in the judgment of the notice principal or supervisor, they may authorize one additional supervisory or administrative employee to observe the probationer and to aid the employee in improving their areas of deficiency shall be by the school District superintendentdeficiency. During the probationary period the evaluator principal or supervisor shall meet with the probationary employee at least twice monthly during each 20 school day period to supervise and make a written evaluation of the progress, if any, made by the employee. The evaluator may authorize one (1) additional certificated person who may not be After each meeting required by this section the principal or supervisor shall prepare a member memorandum summarizing the matters discussed at the meeting, including an evaluation of this bargaining unitthe progress, to evaluate if any, being made by the probation employee and to assist that employee in improving the identified areas of deficiency. Such additional certificated person who shall not be a member of this bargaining unit, shall be immune from any civil liability that might otherwise be incurred or imposed with regard to the good faith performance of such evaluationemployee. The probation probationary employee may be removed from probation at any time if he or she has they have demonstrated improvement to the satisfaction of the evaluator principal or other supervisor in those areas specifically detailed in his/her initial their notice of probation. Following each observation, or series of observations, the observer shall promptly document the results of the observation on the appropriate Observation Report, Addendum B. The employee shall be provided with a copy thereof within three days following the preparation of the document. Documentation during any probationary period shall be accomplished as follows: Observations shall be documented as provided above After each meeting required by Section 7.C.2 of this article, the principal or supervisor shall prepare a memorandum summarizing the matters discussed at the meeting including an evaluation of the progress, if any, being made by the employee: and At the end of the probationary period, the principal or supervisor shall prepare an Evaluation Report. Supervisor’s Post-Probation Report Unless the probationary employee has previously been removed from probation, the principal or other supervisor shall submit a written report to the Superintendent or his designee at the end of the probationary period. The report shall identify whether the performance of the probationary employee has improved and which shall set forth one of the following recommendations for further action: That the employee has demonstrated sufficient improvement in the stated areas of deficiency to justify the removal of the probationary status; or 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 That the employee has not demonstrated sufficient improvement in the stated areas of deficiency and subsequently detailed in his/her improvement programaction should be taken to non-renew the employment contract of the employee. Lack Action of necessary improvement the Superintendent Following a review of any report submitted pursuant to section 7.E, the Superintendent shall determine which of the alternative courses of action is proper and shall take appropriate action to implement such determination. Open Observation All monitoring or observation of the performance of an employee shall be specifically documented in writing with notification to the probation employee and shall constitute grounds for a finding of probable cause under RCW 28A.405.210 or 28A.405.300, as now or hereafter amendedconducted openly. If the probationary period does not produce performance changes detailed observation is to be used for discharge, demotion, suspension or probation purposes, it shall be in writing, shown to and discussed with the employee and included in the initial notice of deficiencies and improvement program, the District may place the employee in an alternative assignment or on paid administrative leave for the remainder of the school year. Not applicable to Provisional Employees: The probation requirements do not apply to Provisional employees. Provisional employees do not have access to probationemployee’s personnel file.

Probation. 1. This section shall not apply to Provisional Employees or those on non-continuing contracts: The probation requirements do not apply to Provisional teachers. 2. At any time after October 15th, the work of a continuing employee employee, being evaluated on a Comprehensive Evaluation, whose work is judged to be unsatisfactory, the employee not-satisfactory shall be notified in writing of the specific areas of deficiencies along with written a reasonable program for improvement. “Not satisfactory” is defined in Section I. paragraph 11 of this Article. 3. A probationary period of a minimum of sixty (60) school days shall be established for teachers deemed unsatisfactorynot satisfactory. Days may be added if deemed necessary to complete a program for improvement and evaluate the probationer’s performance, as so 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, has a comprehensive summative evaluation performance rating as of May 15th of less than Xxxxx 0, and, in the Superintendent’s sole discretion, the teacher has shown signs of significant effort such that an extension of the probationary period is likely to result in a proficient, level 3 rating. 4. 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 superintendentdistrict superintendent and need not be submitted to the board of directors for approval. 5. During the probationary period the evaluator shall meet with the employee at least twice monthly to supervise and make a written evaluation of the progress, if any, made by the employee. The evaluator may authorize one (1) additional certificated person who may not be a member of this bargaining unit, administrator to evaluate the probation employee probationer and to assist that aid the employee in improving the identified 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 not affiliated with CSD assigned by the educational service district in which the school district is located. This person shall be selected from a list of evaluation specialists compiled by the educational service district. Such additional certificated person who shall not be a member of this bargaining unit, 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. The probation Association may elect to bring in an outside professional to advise the teacher while on probation, but this individual will not be an additional observer/evaluator. 6. During the period of probation, the employee may not be removed transferred from probation if he or she has demonstrated improvement to the satisfaction supervision of the evaluator in those areas specifically detailed in his/her initial notice original evaluator. Improvement of deficiency and subsequently detailed in his/her improvement program. Lack of necessary improvement shall be specifically documented in writing with notification to the probation employee and shall constitute grounds for a finding of performance or probable cause under RCW 28A.405.210 for nonrenewal must occur and be documented by the original evaluator before any consideration of a request for transfer or 28A.405.300, as now reassignment is contemplated by either the individual or hereafter amended. If the probationary period does not produce performance changes detailed in the initial notice of deficiencies and improvement program, the District may place the employee in an alternative assignment or on paid administrative leave for the remainder of the school year. Not applicable to Provisional Employees: The probation requirements do not apply to Provisional employees. Provisional employees do not have access to probationdistrict.

Probation. 1. This section shall not apply to Provisional Employees or those on non-continuing contracts: The probation requirements do not apply to Provisional teachers. Provisional teachers do not have access to probation. 2. At any time after October 15th, the a non-provisional continuing employee, being evaluated on a Comprehensive Evaluation, whose work of a continuing employee is judged to be unsatisfactory, the employee not-satisfactory shall be notified in writing of the specific areas of deficiencies along with written a reasonable program for improvement. “Not satisfactory” is defined in Section H. paragraph 11 of this Article. 3. A probationary period of a minimum of sixty (60) school days shall be established for teachers deemed unsatisfactorynot satisfactory. 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, at the Superintendent’s sole discretion. 4. 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 superintendentdistrict superintendent and need not be submitted to the board of directors for approval. 5. During the probationary period the evaluator shall meet with the employee at least twice monthly to supervise and make a written evaluation of the progress, if any, made by the employee. The evaluator may authorize one (1) additional certificated person who may not be a member of this bargaining unit, employee to evaluate the probation employee probationer and to assist that aid the employee in improving the identified 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. This person shall be selected from a list of evaluation specialists compiled by the educational service district. Such additional certificated person who shall not be a member of this bargaining unit, 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. The probation Association may elect to bring in an outside professional to observe, advise, and assist the teacher while on probation. When the Association elects to bring in an outside professional, the Association will notify the district of the outside professional’s observations no later than the day prior to the observation. The district evaluator and/or a district designee may choose to be present during observations conducted by the outside professional. 6. 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 is contemplated by either the individual or the school district. 7. 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. 8. The probationer 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/his or her initial notice of deficiency and subsequently detailed in his/his or her program for improvement. A teacher must be removed from probation if he or she has demonstrated improvement programthat results in a new comprehensive summative evaluation performance rating of Level 2 or above for a continuing contract employee with five (5) or fewer years of experience, or of Level 3 or above for a continuing contract employee with more than five (5) years of experience. 9. Lack of necessary improvement shall be during the established probationary period, as specifically documented in writing with notification to the probation employee and shall constitute probationer constitutes grounds for a finding of probable cause for termination under RCW 28A.405.210 28A.405.300 or 28A.405.300, as now or hereafter amended28A.405.210. 10. If Immediately following the completion of a probationary period that does not produce performance changes detailed in the initial notice of deficiencies and improvement programprogram for improvement, the District employee may place the employee in be removed from his or her assignment and placed into an alternative assignment or on paid administrative leave for the remainder of the school year. Not applicable to Provisional Employees: The probation requirements do This reassignment may not apply to Provisional employeesdisplace another employee nor may it adversely affect the probationary employee’s compensation or benefits for the remainder of the employee’s contract year. Provisional employees do If such reassignment is not have access to probationpossible, the district may, at its option, place the employee on paid leave for the balance of the contract term.

Probation. A. This section shall not apply to Provisional Employees or those on non-continuing contracts: The probation requirements do not apply to Provisional teachers. B. At any time after October 15th, the work of a continuing employee employee, being evaluated on a Comprehensive Evaluation, whose work is judged to be unsatisfactory, the employee not-satisfactory shall be notified in writing of the specific areas of deficiencies along with written a reasonable program for improvement. “Not satisfactory” is defined in Section I. paragraph 11 of this Article. C. A probationary period of a minimum of sixty (60) school days shall be established for teachers deemed unsatisfactorynot satisfactory. Days may be added if deemed necessary to complete a program for improvement and evaluate the probationer’s performance, as so 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, has a comprehensive summative evaluation performance rating as of May 15th of less than Level 2, and, in the Superintendent’s sole discretion, the teacher has shown signs of significant effort such that an extension of the probationary period is likely to result in a proficient, level 3 rating. 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. 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. district superintendent and need not be submitted to the board of directors for approval. E. During the probationary period the evaluator shall meet with the employee at least twice monthly to supervise and make a written evaluation of the progress, if any, made by the employee. The evaluator may authorize one (1) additional certificated person who may not be a member of this bargaining unit, administrator to evaluate the probation employee probationer and to assist that aid the employee in improving the identified 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 not affiliated with CSD assigned by the educational service district in which the school district is located. This person shall be selected from a list of evaluation specialists compiled by the educational service district. Such additional certificated person who shall not be a member of this bargaining unit, 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. The probation Association may elect to bring in an outside professional to advise the teacher while on probation, but this individual will not be an additional observer/evaluator. F. 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 is contemplated by either the individual or the school district. G. 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. H. The probationer must be removed from probation if he or she has demonstrated sustained improvement to the satisfaction of the evaluator in those areas specifically detailed in his/his or her initial notice of deficiency and subsequently detailed in his/his or her program for improvement. A teacher must be removed from probation if he or she has demonstrated improvement program. that results in a new comprehensive summative evaluation performance rating of Level 2 or above for a continuing contract employee with five (5) or fewer years of experience, or of Level 3 or above for a continuing contract employee with more than five (5) years of experience. I. Lack of necessary improvement shall be during the established probationary period, where the employee is still not at a satisfactory level as defined below, as specifically documented in writing with notification to the probation employee and shall constitute probationer constitutes grounds for a finding of probable cause for termination under RCW 28A.405.210 28A.405.300 or 28A.405.300, as now or hereafter amended. If 28A.405.210. J. Immediately following the completion of a probationary period that does not produce performance changes detailed in the initial notice of deficiencies and improvement programprogram for improvement, the District employee may place the employee in be removed from his or her assignment and placed into an alternative assignment or on paid administrative leave for the remainder of the school year. Not applicable to Provisional Employees: The probation requirements do This reassignment may not apply to Provisional employeesdisplace another employee nor may it adversely affect the probationary employee’s compensation or benefits for the remainder of the employee’s contract year. Provisional employees do If such reassignment is not have access to probationpossible, the district may, at its option, place the employee on paid leave for the balance of the contract term.

Probation. At 17.01 YSB shall conduct an orientation program for all first-time Employees prior to the mid-point of the probationary period. 17.02 In pursuing YSB's commitment to support the professional development of staff, YSB shall equitably fulfil the training needs of staff regardless of their program of origin. Training opportunities will be identified through consultation and posted as they occur. 17.03 YSB shall provide program specific training and orientation for all Employees. 17.04 YSB shall provide a written appraisal of the employee’s performance prior to the completion of the probationary period. Such appraisal shall be used to assess the performance of the employee to make the employee aware of the effectiveness of their performance, to assist in the planning and training opportunities for employees, and to assist in the development of the professional potential of employees. The employee shall receive a minimum of two documented supervisions during this probationary period. 17.05 There shall be a probationary period of 720 hours or six months whichever is less at work from the date of commencement of employment for new Employees. The probation period will be extended by any periods of absences of ten (10) consecutive scheduled work days or longer. Where the employee has previously completed the probationary period as a part time after October 15themployee, a second probationary period is not required. Where the work of Employee is appointed to a continuing employee is judged to be unsatisfactoryfull time position during the part time probationary period, the employee shall be notified in writing required to complete the unfinished portion of the specific areas initial probation period. 17.06 Employees shall receive written notice when they have completed their probationary period. If no notice is received at the end of deficiencies along with written program for improvement. A the probationary period of sixty (60) school days shall be established for teachers deemed unsatisfactory. Days may be added if deemed necessary to complete a program for improvement and evaluate the probationer’s performanceperiod, as long as the probationary period is concluded before May 15th of the same school year. 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 deemed to have been completed. 17.07 A current Employee who obtains a new position in a Bargaining Unit shall be allowed a trial period of twelve (12) weeks. If at the school District superintendent. During the probationary period the evaluator shall meet with the employee at least twice monthly to supervise and make a written evaluation of the progress, if any, made by the employee. The evaluator may authorize one (1) additional certificated person who may not be a member end of this bargaining unit, to evaluate the probation employee and to assist that employee in improving the identified areas of deficiency. Such additional certificated person who shall not be a member of this bargaining unit, shall be immune from any civil liability that might otherwise be incurred or imposed with regard to the good faith performance of such evaluation. The probation employee may be removed from probation if he or she has demonstrated improvement to the satisfaction of the evaluator in those areas specifically detailed in his/her initial notice of deficiency and subsequently detailed in his/her improvement program. Lack of necessary improvement shall be specifically documented in writing with notification to the probation employee and shall constitute grounds for a finding of probable cause under RCW 28A.405.210 or 28A.405.300, as now or hereafter amended. If the probationary period does not produce performance changes detailed in the initial notice of deficiencies and improvement program, the District may place the employee in an alternative assignment or on paid administrative leave for the remainder of the school year. Not applicable to Provisional Employees: The probation requirements do not apply to Provisional employees. Provisional employees do not have access to probation.twelve

Probation. 1. At any time after October 15th, the work of a continuing employee work is judged to be unsatisfactory, the employee not-satisfactory based on CEL 5D+ instructional framework evaluation criteria shall be notified in writing of the specific areas of deficiencies along with written a reasonable program for improvement. For teachers who have been transitioned to the new evaluation system, “not satisfactory” is defined in Section K. paragraph 12 of this Article. 2. A probationary period of sixty (60) school days shall be established for teachers deemed unsatisfactorynot satisfactory. 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. 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. 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 superintendentdistrict superintendent and need not be submitted to the board of directors for approval. 4. During the probationary period the evaluator shall meet with the employee at least twice monthly to supervise and make a written evaluation of the progress, if any, made by the employee. The evaluator may authorize one (1) additional certificated person who may not be a member of this bargaining unit, employee to evaluate the probation employee probationer and to assist that aid the employee in improving the identified his or her areas of deficiency. Should the evaluator not authorize such additional evaluator, the probationer may request than 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. This person shall be selected from a list of evaluation specialists compiled by the educational service district. Such additional certificated person who shall not be a member of this bargaining unit, 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. The probation Association may elect to bring in an outside professional to observe, advise, and assist the teacher while on probation. 5. During the period of probation, the employee may not be removed transferred from probation if he or she has demonstrated improvement to the satisfaction supervision of the evaluator in those areas specifically detailed in his/her initial notice original evaluator. Improvement of deficiency and subsequently detailed in his/her improvement program. Lack of necessary improvement shall be specifically documented in writing with notification to the probation employee and shall constitute grounds for a finding of performance or probable cause under RCW 28A.405.210 for nonrenewal must occur and be documented by the original evaluator before any consideration of a request for transfer or 28A.405.300, reassignment as now contemplated by either the individual or hereafter amended. If the probationary period does not produce performance changes detailed in the initial notice of deficiencies and improvement program, the District may place the employee in an alternative assignment or on paid administrative leave for the remainder of the school yeardistrict. Not applicable to Provisional Employees: The probation requirements do not apply to Provisional employees. Provisional employees do not have access to probation.1005 1006 1007 1008 1009 1010 1011 1012 1013 1014 1015 1016 1017 1018 1019 1020 1021 1022 1023 1024 1025 1026 1027 1028 1029 1030 1031 1032 1033 1034 1035 1036 1037 1038 1039 1040 1041 1042 1043 1044 1045 1046 1047 1048 1049 1050 1051 1052 1053 1054 1055 1056 1057

Probation. At any time after October 15th, the a classroom teacher whose work of a continuing employee is not judged to be unsatisfactory, the employee satisfactory based on district evaluation criteria shall be notified in writing of the specific areas of deficiencies along with written a reasonable program for improvement. The following comprehensive summative evaluation performance ratings mean a classroom teacher's work is not judged satisfactory and must be placed on probation: (i) Level 1; or (ii) 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. 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 (60) school days shall be established for teachers deemed unsatisfactoryestablished. Days may be added if deemed necessary to complete a program for improvement and evaluate the probationer’s 's performance, as long as the probationary period is concluded before May 15th of the same school year. The establishment of a probationary period does not adversely affect may be extended into the contract status 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 (i.e. an employee within the meaning of RCW 28A.405.300unsatisfactory rating). The purpose of the probationary period is to give the employee opportunity to demonstrate improvements in his or her areas of deficiency. The establishment decision of the probationary period and the giving of the notice whether to the place an employee of deficiency on probation shall be made by the school District superintendentSuperintendent as provided by state law. Teachers may only be placed on probation based upon a Comprehensive evaluation. During the probationary period the evaluator shall meet with the employee at least twice monthly to supervise and make a written evaluation of the progress, if any, made by the employee. The evaluator may authorize one (1) additional certificated person who may not be a member of this bargaining unit, to evaluate the probation employee and to assist that employee in improving the identified areas of deficiency. Such additional certificated person who shall not be a member of this bargaining unit, shall be immune from any civil liability that might otherwise be incurred or imposed with regard to the good faith performance of such evaluation. The probation employee may 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 level 2 or above for an employee with five or fewer years of experience, or of level 3 or above for a continuing contract employee with more than five years of experience. The evaluator may authorize one additional supervisory certificated employee to evaluate the satisfaction 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 those areas specifically detailed in his/her initial notice which the school district is located and selected from a list of deficiency and subsequently detailed in his/her improvement programevaluation specialists compiled by the educational service district. Lack of necessary improvement shall be during the established probationary period, as specifically documented in writing with notification to the probation employee and shall constitute probationer constitutes grounds for a finding of probable cause under RCW 28A.405.210 28.A.405.300 or 28A.405.30028A.405.210. Following a review of the any report submitted by the evaluator, as now or hereafter amended. If the Superintendent shall determine whether to remove the employee from probation, extend the probationary period does not produce performance changes detailed in the initial period, or issue a notice of deficiencies and improvement program, the District may place the employee in an alternative assignment probable cause for non-renewal or on paid administrative leave for the remainder of the school year. Not applicable to Provisional Employees: The probation requirements do not apply to Provisional employees. Provisional employees do not have access to probationdischarge.

Probation. At 17.01 All newly hired employees shall be considered on probation for a period of six (6) months. Employment during probation will be credited to the employee for the calculation of continuous employment. Subject to mutual agreement between the Company and the Union the probationary period for any time after October 15thgiven employee may be extended for just cause up to 3 months. In the event that an employee’s probationary period is extended, the work Employer shall notify the employee, in writing, of a continuing employee is judged such an extension. Said written notification shall include the Employer’s reasons(s) for extending the employee’s probationary period as well as reasonable objectives to be unsatisfactory, met by the employee shall be notified in writing of the specific areas of deficiencies along with written program for improvement. during such extension. 17.02 A probationary period of sixty (60) school days shall be established for teachers deemed unsatisfactory. 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 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 will only apply upon initial appointment to the employee of deficiency shall be by the school District superintendent. ATCO Structures & Logistics Ltd. at NFTC 15 Wing Moose Jaw. 17.03 During the probationary period an employee will be provided with orientation, training and guidance. This is to ensure that he/she understands his/her job duties and the evaluator shall meet Employer’s performance requirements. Not later than the mid-point of his/her probationary period, the employee will have his/her job performance evaluated in accordance with the performance review process outlined for the position. 17.04 The employee at least twice monthly to supervise and make a will be given written evaluation notification of the progresssuccessful completion of his/her probationary period. 17.05 The newly hired employee may be released on probation for just cause if he/she is found to be unsuitable for continuing employment. In determining the suitability of employment of a probationary employee, if anyonly factors that can reasonably be expected to affect work performance will be evaluated. Release on probation shall not be subject to the grievance process where the probation has been extended as outlined in Article 17.01 17.06 In the case of a subsequent appointment to another position, made a three (3) month trial period will be in effect during which time the employee who has moved to the new position who does not wish to remain in that position, or does not satisfy the job requirements of that position will be returned to the former position. Any other employees whose positions were changed as a result of the selection process shall also be returned to their former positions. 17.07 Every employee terminated by reason of rejection on probation who has worked for the employee. The evaluator may authorize Employer for less than three (3) months, shall be given a one (1) additional certificated person who may not be a member of this bargaining unit, to evaluate the probation employee and to assist that employee in improving the identified areas of deficiency. Such additional certificated person who shall not be a member of this bargaining unit, shall be immune from any civil liability that might otherwise be incurred or imposed with regard to the good faith performance of such evaluation. The probation employee may be removed from probation if he or she has demonstrated improvement to the satisfaction of the evaluator in those areas specifically detailed in his/her initial week paid notice of deficiency and subsequently detailed in his/her improvement program. Lack of necessary improvement shall be specifically documented in writing with notification to the probation employee and shall constitute grounds for a finding of probable cause under RCW 28A.405.210 or 28A.405.300, as now or hereafter amended. If the probationary period does not produce performance changes detailed in the initial notice of deficiencies and improvement program, the District may place the employee in an alternative assignment or on paid administrative leave for the remainder of the school year. Not applicable to Provisional Employees: The probation requirements do not apply to Provisional employees. Provisional employees do not have access to probationperiod.

Probation. At any time after October 15th25.1 Employees appointed from eligibility lists, reinstated employees and employees reassigned according to the Vocational Rehabilitation Administrative Regulation shall be subject to a period of probation. The regular period of probation shall be six (6) months unless otherwise specified for certain designated job classes. 25.1.1 Employees promoted from an apprentice job class to the journey level class in accordance with the appropriate Apprenticeship Agreement shall not be subject to a period of probation in the journey level class. 25.1.2 In the event an employee is assigned to light duty status or is absent from work due to a lengthy illness or injury during his/her probationary period, said employee's probationary status may be extended beyond the regular period of probation in the amount of one complete biweekly pay period for each complete biweekly pay period assigned to light duty status or lost due to such illness or injury. 25.1.3 Upon successful completion of a continuing employee is judged to be unsatisfactoryprobationary period, the an employee shall be notified granted regular status in writing of the specific areas of deficiencies along with written program for improvement. A probationary period of sixty (60) school days shall be established for teachers deemed unsatisfactory. Days may be added if deemed necessary to complete a program for improvement and evaluate the probationer’s performance, as long as classification in which the probationary period is concluded before May 15th served. Except that employees in the Customer Service Representative I classification shall not be granted regular status but will be promoted in accordance with ARTICLE 23 ― APPOINTMENTS & PROMOTIONS, or rejected in accordance with this ARTICLE. 25.2 The work and conduct of probationary employees shall be subject to close scrutiny and evaluation, and, if found to be below standards satisfactory to the same school yearappointing authority, the appropriate department head may reject the probationer at any time during the probationary period. The establishment Such rejections shall not be subject to review or appeal unless such rejection is alleged to be contrary to the provisions of a this Memorandum. 25.2.1 An employee rejected during the probationary period does not adversely affect from a position to which he/she has been promoted or transferred shall be returned to the contract classification in which he/she has regular status of an unless the reasons for his/her failure to complete the probationary period would be cause for dismissal. 25.3 An employee within shall be retained beyond the meaning of RCW 28A.405.300. The purpose end of the probationary period is to give only if the appropriate department head affirms that the services of the employee opportunity have been found 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. During the probationary period the evaluator shall meet with the employee at least twice monthly to supervise and make a written evaluation of the progress, if any, made by the employee. The evaluator may authorize one (1) additional certificated person who may not be a member of this bargaining unit, to evaluate the probation employee and to assist that employee in improving the identified areas of deficiency. Such additional certificated person who shall not be a member of this bargaining unit, shall be immune from any civil liability that might otherwise be incurred or imposed with regard to the good faith performance of such evaluation. The probation employee may be removed from probation if he or she has demonstrated improvement to the satisfaction of the evaluator in those areas specifically detailed in his/her initial notice of deficiency and subsequently detailed in his/her improvement program. Lack of necessary improvement shall be specifically documented in writing with notification to the probation employee and shall constitute grounds for a finding of probable cause under RCW 28A.405.210 or 28A.405.300, as now or hereafter amended. If the probationary period does not produce performance changes detailed in the initial notice of deficiencies and improvement program, the District may place the employee in an alternative assignment or on paid administrative leave for the remainder of the school year. Not applicable to Provisional Employees: The probation requirements do not apply to Provisional employees. Provisional employees do not have access to probationsatisfactory.

Probation. a. At any time after October 15th, the a non-provisional employee whose work of a continuing employee is not judged to be unsatisfactory, the employee satisfactory based on District evaluation criteria shall be notified in writing of the specific areas of deficiencies deficiency along with written a reasonable program of improvement. b. During the period of probation, the employee may not be transferred from the supervision of the original evaluator. Improvement performance or probable cause for improvement. nonrenewal/discharge must occur and be documented by the original evaluator before any consideration of a request for transfer or reassignment is contemplated by either the individual or District. c. A probationary period of sixty (60) school days shall be established for teachers deemed unsatisfactoryestablished. Days may be added if deemed necessary to complete a program for improvement and evaluate the probationerteacher’s performance, performance as long as the probationary period is concluded before May 15th of the same school year. . 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. The purpose of the probationary period is to give the employee an 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. . e. During the probationary period the evaluator shall meet with the employee at least twice monthly to supervise and make a written evaluation of the progress, if any, made by the employee. . f. The evaluator may authorize one (1) additional certificated person who may not be a member of this bargaining unit, employee to evaluate the probation employee teacher and to assist that aid the employee in improving the identified his or her areas of deficiency. Such Should the evaluator not authorize such additional evaluator, the employee may request that an additional certificated person who shall not employee evaluator become part of the probationary process and this request must be implemented by including an experienced additional evaluator assigned by Educational Service District 105 from a member list of this bargaining unit, evaluation specialists compiled by ESD 105. Any such request for an additional evaluator shall be immune from any civil liability that might otherwise be incurred made by the employee in writing on or imposed with regard before the 5th day of the probationary period. g. If a procedural error occurs in the implementation of a program for improvement, the error does not invalidate the employee’s plan for improvement or evaluation activities unless the error materially affects the effectiveness of the plan or the ability to evaluate the good faith performance of such evaluation. employee’s performance. h. The probation employee may 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/his or her initial notice of deficiency and subsequently detailed in his/his or her improvement program. program for improvement. i. Lack of necessary improvement shall be during the established probationary period, as specifically documented in writing with notification to the probation employee and shall constitute employee, constitutes grounds for a finding of probable cause for discharge under RCW 28A.405.210 28A.405.300 or 28A.405.300, as now or hereafter amended. If nonrenewal under RCW 28A.405.210. j. Immediately following the completion of a probationary period that does not produce performance changes detailed in the initial notice of deficiencies and improvement programprogram for improvement, the District employee may place the employee in be removed from his or her assignment and placed into an alternative assignment or on paid administrative leave for the remainder of the school year. Not applicable to Provisional Employees: The probation requirements do If such reassignment is not apply to Provisional employees. Provisional employees do not have access to probationpossible, the District may, at its option, place the employee on paid leave for the balance of the contract term.

Probation. At any time after October 15th15th but on or before February 1, the a teacher whose work of a continuing employee is judged to unsatisfactory based on the evaluative criteria contained in this Agreement may be unsatisfactory, the employee placed on probation. If a teacher is placed on probation he / she shall be notified in writing of the specific areas of deficiencies along with written a reasonable program for improvement. . D.1 A probationary period of sixty (60) school days shall be established for teachers deemed unsatisfactory. 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 establishment of a probationary period does not adversely affect the contract status of an employee within the meaning of RCW 28A.405.300established. The purpose of the probationary period is to give the employee an opportunity to demonstrate improvements improvement in his or his/her areas of deficiency. The establishment . D.2 During the period of probation, the employee may not be transferred from the supervision of the probationary period original evaluator. Improvement of performance or probable cause for nonrenewal must occur and the giving of the notice to the employee of deficiency shall be documented by the school District superintendent. original evaluator before any consideration of a request for transfer or reassignment as contemplated by either the individual or the district. D.3 During the probationary period period, the evaluator shall meet with the employee at least twice monthly to supervise and make a written evaluation of the progress, if any, made by the employee. . D.4 The evaluator may authorize one (1) additional certificated person who may not be a member of this bargaining unit, to evaluate the employee on probation employee and to assist that employee in improving the identified areas of deficiency. Such additional certificated person who shall not be a member of this bargaining unit, shall be immune from any civil liability that might otherwise be incurred or imposed with regard to the good faith performance of such evaluation. The probation employee may be removed from probation if he or he/she has demonstrated improvement to the satisfaction of the evaluator principal in those areas specifically detailed in his/her initial notice of deficiency and subsequently detailed in his/her improvement program. Lack of necessary improvement shall be during the established probationary period, as specifically documented in writing with notification to the employee on probation employee and shall constitute grounds for a finding of probable cause under RCW 28A.405.210 and non- renewal of employment. Employees to be non-renewed shall be notified in writing on or 28A.405.300, as now or hereafter amended. If before May 15. D.5 Immediately following the completion of a probationary period that does not produce performance changes detailed in the initial notice of deficiencies and improvement program, the District may place program the employee in may be removed from his/her assignment and placed into an alternative assignment or on paid administrative leave for the remainder of the school year. Not applicable to Provisional Employees: The probation requirements do This reassignment may not apply to Provisional employeesdisplace another employee nor may it adversely affect the probationary employee's compensation or benefits for the remainder of the teacher's contract year. Provisional employees do If such reassignment is not have access to probationpossible, the district, at its option, may place the employee on paid leave for the balance of the contract term.

Probation. At any time after October 15thA. Supervisor’s Report In the event that an evaluator determines on the basis of the evaluation criteria that the performance of an employee is Basic or Unsatisfactory, the work evaluator shall report the same in writing to the Superintendent at least 10 days prior to the beginning of any probationary period. A provisional employee with a continuing final cumulative score of Unsatisfactory will be recommended for probation. A non-provisional employee is judged with a final cumulative score of Unsatisfactory will be recommended for probation. A non-provisional employee will also be recommended for probation if he/she receives a final cumulative score of Basic in two consecutive years or two Basic scores within a three year period. Employees who receive a summative score of Basic on a Focused Evaluation year will be moved from a Focused Evaluation to a Comprehensive Evaluation for the following year. The Basic score during the Focused Evaluation period shall not count toward the Probationary triggers as listed above. Should an evaluator determine that concerns exist early enough in the year in order to adequately complete a Comprehensive Evaluation, the employee may be unsatisfactorymoved from Focused to Comprehensive at that time. Should this occur, the scores may be used to determine probationary status. The Superintendent or his/her designee shall notify OEA leadership of the proposed probationary status of the employee. The report shall include the following: 1. The evaluation report / rubric 2. A recommended specific and reasonable program designed to assist the employee in improving his or her performance. Such a program will include clear measurable expectations for the employee as well areas of support the District will provide. 3. Student Growth tools that will be utilized B. Establishment of Probationary Period If the Superintendent concurs with the evaluator’s judgment that the performance of the employee warrants probation as described above, the Superintendent shall place the employee in a probationary status for a duration of no less than 60 school days. On or before the first day of the probationary period, the employee shall be notified in writing given written notice of the specific action of the Superintendent which notice shall contain the following information: 1. Specific areas of deficiencies along with written performance deficiencies: Once the areas of deficiency and criteria for improvement have been determined, they may not be changed. 2. A suggested specific and reasonable program for improvement. This plan shall include a prescription for remediation which spells out courses of action which provide the employee the opportunity to demonstrate an acceptable measurable level of performance; 3. A probationary period statement indicating: a) the duration of sixty (60) school days shall be established for teachers deemed unsatisfactory. 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 and b.) that the same school year. 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 the opportunity to demonstrate improvements improvement in his or her area or areas of deficiency; 4. A prescription for assistance to include available resources, when deemed appropriate, in the reasonable judgment of the Superintendent, whereby the employee will be assisted in improving the level of performance to an acceptable level. C. Evaluation During the Probationary Period 1. At or about the time of the delivery of a probationary letter, the evaluator or other supervisor shall hold a conference with the probationary employee to discuss performance deficiencies and the remedial measures to be taken. When appropriate in the judgment of the evaluator or other supervisor, he/she may authorize additional supervisory or administrative personnel to observe or aid the employee. He/She may also authorize additional certificated or WEA representatives to aid the employee in improving his or her areas of deficiencydeficiency or providing additional feedback. The establishment Any additional support shall be provided as a result of a discussion between the probationary period employee and the giving of the notice to the employee of deficiency shall be by the school District superintendentSuperintendent or Designee. 2. During the probationary period the evaluator or other supervisor shall meet with the probationary employee at least twice monthly during each 20 school day period to supervise and make a written evaluation of the progress, if any, made by the employee. The After each meeting required by this section the evaluator may authorize one (1) additional certificated person who may not be or other supervisor shall prepare a member memorandum summarizing the matters discussed at the meeting, including an evaluation of this bargaining unitthe progress, to evaluate if any, being made by the probation employee and to assist that employee in improving the identified areas of deficiency. Such additional certificated person who shall not be a member of this bargaining unit, shall be immune from any civil liability that might otherwise be incurred or imposed with regard to the good faith performance of such evaluationemployee. 3. The probation probationary employee may be removed from probation at any time if he or she has demonstrated improvement to the satisfaction of the evaluator principal or other supervisor in those areas specifically detailed in his/his or her initial notice of deficiency and subsequently detailed in his/her improvement programprobation. Lack However, the employee will continue to be evaluated under the Comprehensive Evaluation model for the entire school year of necessary improvement the probationary period. D. Following each observation, or series of observations, the observer shall promptly document the results of the observation on the evaluation form. The employee shall be specifically provided with a copy thereof within five days following the observation. Documentation during any probationary period shall be accomplished as follows: a. Observations shall be documented in writing with notification to as provided above b. After each meeting the probation employee and principal or supervisor shall constitute grounds for prepare an observation summary. The summary shall include a finding report of probable cause under RCW 28A.405.210 or 28A.405.300the matters discussed at the meeting including an evaluation of the progress, as now or hereafter amended. If if any being made by the employee: and c. At the end of the probationary period does not produce performance changes detailed in the initial notice of deficiencies and improvement programperiod, the District may place the employee in an alternative assignment principal or on paid administrative leave for the remainder of the school year. Not applicable to Provisional Employees: The probation requirements do not apply to Provisional employees. Provisional employees do not have access to probationsupervisor shall prepare a Final Evaluation Report.

Probation. No continuing employee may be terminated for evaluation purposes without being placed on probation. At any time after October 15th, the work of a continuing employee employee, whose work is judged to be unsatisfactory, not-satisfactory based on the employee Xxxxxxx instructional framework evaluation criteria shall be notified in writing of the specific areas of deficiencies concern along with written a reasonable program for improvement. For teachers who have been transitioned to the new evaluation system, “not satisfactory” is defined in Section K. paragraph 12 of this Article. A probationary period of sixty (60) school days shall be established for teachers deemed unsatisfactorynot satisfactory. 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 Basic. The probation period may be extended if a teacher has made progress towards being Basic or Proficient and may be able to achieve a satisfactory rating during the extension period. 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 superintendentdistrict superintendent and need not be submitted to the board of directors for approval. During the probationary period the evaluator shall meet with the employee at least twice monthly to supervise and make a written evaluation of the progress, if any, made by the employee. The evaluator may authorize one (1) additional certificated person who may not be a member of this bargaining unit, employee to evaluate the probation employee probationer and to assist that aid the employee in improving the identified his or her areas of deficiency. Should the evaluator not authorize such additional evaluator, the probationer within the first 30 days of probation may request than 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. This person shall be selected from a list of evaluation specialists compiled by the educational service district. Such additional certificated person who shall not be a member of this bargaining unit, 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. The probation Association may elect to bring in an outside professional within the first 30 days, to observe, advise, and assist the teacher while on probation. 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 school district. If a minor 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. The probationer 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/this or her initial notice of deficiency and subsequently detailed in his/his or her program for improvement. A classroom teacher will be removed from probation if he or she has demonstrated improvement programthat results in a new comprehensive summative evaluation performance rating of Basic or above for a continuing contract employee with five (5) or fewer years of experience, or of Proficient or above for a continuing contract employee with more than five (5) years of experience. Lack of necessary improvement shall be during the established probationary period, as specifically documented in writing with notification to the probation employee and shall constitute probationer constitutes grounds for a finding of probable cause for termination under RCW 28A.405.300 or 28A.405.210 or 28A.405.300, as now or hereafter amended. If Immediately following the completion of a probationary period that does not produce performance changes detailed in the initial notice of deficiencies and improvement programprogram for improvement, the District employee may place the employee in be removed from his or her assignment and placed into an alternative assignment or on paid administrative leave for the remainder of the school year. 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. Not applicable to Provisional Employees: The probation requirements do not apply to Provisional employees. Provisional employees do not have access to probation. The Association will be notifed when a member is put on probation.

Probation. A. This section shall not apply to Provisional Employees or those on non-continuing contracts: The probation requirements do not apply to Provisional teachers. B. At any time after October 15th, the work of a continuing employee employee, being evaluated on a Comprehensive Evaluation, whose work is judged to be unsatisfactory, the employee not-satisfactory shall be notified in writing of the specific areas of deficiencies along with written a reasonable program for improvement. “Not satisfactory” is defined in Section I. paragraph 11 of this Article. C. A probationary period of a minimum of sixty (60) school days shall be established for teachers deemed unsatisfactorynot satisfactory. Days may be added if deemed necessary to complete a program for improvement and evaluate the probationer’s performance, as so 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, has a comprehensive summative evaluation performance rating as of May 15th of less than Xxxxx 0, and, in the Superintendent’s sole discretion, the teacher has shown signs of significant effort such that an extension of the probationary period is likely to result in a proficient, level 3 rating. 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. 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. district superintendent and need not be submitted to the board of directors for approval. E. During the probationary period the evaluator shall meet with the employee at least twice monthly to supervise and make a written evaluation of the progress, if any, made by the employee. The evaluator may authorize one (1) additional certificated person who may not be a member of this bargaining unit, administrator to evaluate the probation employee probationer and to assist that aid the employee in improving the identified 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 not affiliated with CSD assigned by the educational service district in which the school district is located. This person shall be selected from a list of evaluation specialists compiled by the educational service district. Such additional certificated person who shall not be a member of this bargaining unit, 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. The probation Association may elect to bring in an outside professional to advise the teacher while on probation, but this individual will not be an additional observer/evaluator. F. 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 is contemplated by either the individual or the school district. G. 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. H. The probationer must be removed from probation if he or she has demonstrated sustained improvement to the satisfaction of the evaluator in those areas specifically detailed in his/his or her initial notice of deficiency and subsequently detailed in his/his or her program for improvement. A teacher must be removed from probation if he or she has demonstrated improvement program. that results in a new comprehensive summative evaluation performance rating of Level 2 or above for a continuing contract employee with five (5) or fewer years of experience, or of Level 3 or above for a continuing contract employee with more than five (5) years of experience. I. Lack of necessary improvement shall be during the established probationary period, where the employee is still not at a satisfactory level as defined below, as specifically documented in writing with notification to the probation employee and shall constitute probationer constitutes grounds for a finding of probable cause for termination under RCW 28A.405.210 28A.405.300 or 28A.405.300, as now or hereafter amended. If 28A.405.210. J. Immediately following the completion of a probationary period that does not produce performance changes detailed in the initial notice of deficiencies and improvement programprogram for improvement, the District employee may place the employee in be removed from his or her assignment and placed into an alternative assignment or on paid administrative leave for the remainder of the school year. Not applicable to Provisional Employees: The probation requirements do This reassignment may not apply to Provisional employeesdisplace another employee nor may it adversely affect the probationary employee’s compensation or benefits for the remainder of the employee’s contract year. Provisional employees do If such reassignment is not have access to probationpossible, the district may, at its option, place the employee on paid leave for the balance of the contract term.

Probation. 1. This section shall not apply to Provisional Employees or those on non-continuing contracts: The probation requirements do not apply to Provisional teachers. Provisional teachers do not have access to probation. 2. At any time after October 15th, the a non-provisional continuing employee, being evaluated on a Comprehensive Evaluation, whose work of a continuing employee is judged to be unsatisfactory, the employee not-satisfactory shall be notified in writing of the specific areas of deficiencies along with written a reasonable program for improvement. “Not satisfactory” is defined in Section H. paragraph 11 of this Article. 3. A probationary period of a minimum of sixty (60) school days shall be established for teachers deemed unsatisfactorynot satisfactory. 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, at the Superintendent’s sole discretion. 4. 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 superintendentdistrict superintendent and need not be submitted to the board of directors for approval. 5. During the probationary period the evaluator shall meet with the employee at least twice monthly to supervise and make a written evaluation of the progress, if any, made by the employee. The evaluator may authorize one (1) additional certificated person who may not be a member of this bargaining unit, employee to evaluate the probation employee probationer and to assist that aid the employee in improving the identified 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. This person shall be selected from a list of evaluation specialists compiled by the educational service district. Such additional certificated person who shall not be a member of this bargaining unit, 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. The probation Association may elect to bring in an outside professional to observe, advise, and assist the teacher while on probation. When the Association elects to bring in an outside professional, the Association will notify the district of the outside professional’s observations no later than the day prior to the observation. The district evaluator and/or a district designee may choose to be present during observations conducted by the outside professional. 6. During the period of probation, the employee may not be removed transferred from probation if he or she has demonstrated improvement to the satisfaction supervision of the evaluator in those areas specifically detailed in his/her initial notice original evaluator. Improvement of deficiency and subsequently detailed in his/her improvement program. Lack of necessary improvement shall be specifically documented in writing with notification to the probation employee and shall constitute grounds for a finding of performance or probable cause under RCW 28A.405.210 for nonrenewal must occur and be documented by the original evaluator before any consideration of a request for transfer or 28A.405.300, as now reassignment is contemplated by either the individual or hereafter amended. If the probationary period does not produce performance changes detailed in the initial notice of deficiencies and improvement program, the District may place the employee in an alternative assignment or on paid administrative leave for the remainder of the school year. Not applicable to Provisional Employees: The probation requirements do not apply to Provisional employees. Provisional employees do not have access to probationdistrict.

Probation. At any time after October 15thIn the event that the Supervisor determines on the basis of the evaluation criteria that the performance of an employee under his/her supervision is unsatisfactory, the work Supervisor shall report the same in writing to the Superintendent on or before January 20 of the current contracted year. The report shall include a continuing recommended specific and reasonable program designed to assist the employee is judged to be unsatisfactoryin improving his/her performance. If the Superintendent concurs with the Supervisors judgement, the Superintendent shall place the employee in a probationary status beginning on or before February 1 of the current contracted year and ending May 1 of the current contracted year. On or before February 1 of the current contracted year, the employee shall be notified in writing given written notice of the action of the Supervisor, which notice shall contain the specific areas of performance deficiencies along with written and a suggested specific and reasonable program for improvement. A probationary period of sixty (60) school days shall be established for teachers deemed unsatisfactory. Days may be added if deemed necessary to complete , and a program for improvement and evaluate statement indicating the probationer’s performance, as long as the probationary period is concluded before May 15th of the same school year. 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 duration of the probationary period is to give the employee the opportunity to demonstrate improvements improvement in his/her area of deficiency. At or about the time of the delivery of the probationary letter, the Supervisor shall hold a personal conference with the probationary employee to discuss performance deficiencies and the remedial measures to be taken. When appropriate in the judgement of the Supervisor, the Supervisor may authorize one additional certificated employee to evaluate the probationer and to aid the employee in improving 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. During the probationary period the evaluator Supervisor shall meet with the probationary employee at least twice monthly to supervise and make a written evaluation of the progress, progress if any, made by the employee. The evaluator may authorize one (1) additional certificated person who may not be a member of this bargaining unit, to evaluate the probation employee and to assist that employee in improving the identified areas of deficiency. Such additional certificated person who shall not be a member of this bargaining unit, shall be immune from any civil liability that might otherwise be incurred or imposed with regard to the good faith performance of such evaluation. The probation probationary employee may be removed from probation at any time if he or she has demonstrated improvement to the satisfaction of the evaluator Supervisor in those areas specifically detailed in his/his or her initial notice of deficiency and subsequently detailed in his/her improvement programprobation. Lack of necessary improvement Unless the employee has previously been removed from probation, the Supervisor shall be specifically documented in writing with notification submit a written report to the probation employee and shall constitute grounds for a finding Superintendent at the end of probable cause under RCW 28A.405.210 or 28A.405.300, as now or hereafter amended. If the probationary period does noting whether or not produce the performance changes detailed in of the initial notice employee has improved, and recommending removal of deficiencies and the probationary status, removal of the probationary status accompanied by a letter identifying areas where further improvement programis required, or action should be taken to non-renew the contract of the employee. Following a review of any report submitted, the District may place the employee in an alternative assignment or on paid administrative leave for the remainder Superintendent shall determine which of the school yearalternative courses of action is proper and shall take appropriate action to implement such determination. Not applicable The employee shall be notified in writing no later than May 15. Removal from probation shall not be unreasonably withheld. Probation shall not be deemed “adverse affect” of contract within the meaning of RCW 28A.405.300 Note* Any grounds for non-renewal of contract status as a result of probationary status due to Provisional Employees: The probation requirements do not apply performance deficiencies is pursuant to Provisional employees. Provisional employees do not have access to probationRCW 28A.405.300.

Probation. At any time after October A. If an evaluator contemplates recommending an employee be placed on probation, an evaluation shall be made and forwarded to the employee and the Superintendent on or before January 15th, . B. If the work Superintendent concurs with the evaluator’s judgment that the performance of a continuing the employee is judged to be unsatisfactory, the Superintendent shall: 1. Place the employee in a probationary status beginning on or before January 15th and ending on or before May 1. 2. The Superintendent shall be notified give the employee written notice of probation: a. Delivered in writing person, or b. Delivered by certified mail. 3. The notice shall contain the following information: a. A statement indicating the duration of the specific areas of deficiencies along with written program for improvement. A probationary period of sixty (60) school days shall period, which must be established for teachers deemed unsatisfactory. 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 completed by May 15th of the same school year. The establishment of a probationary period does not adversely affect the contract status of an employee within the meaning of RCW 28A.405.300. 1, b. The purpose of the probationary period which is to give the employee the opportunity to demonstrate improvements improvement in his or his/her area(s) of deficiency, c. Specific areas of deficiencyperformance deficiencies, d. A specific and reasonable program for improvement including specific objectives to be attained, e. The personnel and resources that will be provided to help the employee to improve his/her deficiencies. f. Other pertinent information. 4. The establishment of the probationary period and the giving of the notice Superintendent shall notify each employee in writing no later than May 15 if his/her contract is to the employee of deficiency shall be by the school District superintendent. non-renewed. C. During the probationary period period, the evaluator shall shall: 1. Hold a personal conference with the probationary employee within five (5) days after the delivery of the Superintendent’s probationary letter to discuss performance deficiencies and the remedial measures to be taken. 2. Observe and meet with the probationary employee at least last twice monthly to supervise and make a written evaluation report of the progress, if any, progress made by the employee. The evaluator may authorize one (1) additional certificated person who may not be a member of this bargaining unit, to evaluate the probation employee and to assist that employee in improving the identified specific areas of deficiencydeficiencies. 3. Such additional certificated person who shall not be a member of this bargaining unit, shall be immune from any civil liability that might otherwise be incurred or imposed with regard Recommend to the good faith performance of such evaluation. The probation Superintendent that the employee may be removed from probation at any time, if he or she there has been demonstrated improvement to the satisfaction of the evaluator in those areas specifically detailed set forth in his/her initial the notice of deficiency and subsequently detailed in his/her improvement programprobation. 4. Lack of necessary improvement The evaluator shall be specifically documented in writing with notification submit a written report including an evaluation using the Evaluation Report Form to the probation employee Superintendent prior to the end of the probationary period, but not later than May 1. The written report shall indicate the employee’s performance during the probationary period and shall constitute grounds for contained a finding recommended course of probable cause under RCW 28A.405.210 or 28A.405.300, as now or hereafter amendedaction to be taken by the Superintendent. If the probationary period does not produce performance changes detailed in the initial notice employee has demonstrated an acceptable level of deficiencies and improvement programperformance, the District may place report shall include a recommendation for removal from probation and for continuation of employment. If the employee in has demonstrated an alternative assignment or on paid administrative leave unacceptable level of performance, the report shall include a recommendation for the remainder of the school year. Not applicable to Provisional Employees: The probation requirements do not apply to Provisional employees. Provisional employees do not have access to probationdismissal from employment.

Probation. a. At any time after October 15th, the a non-provisional teacher whose work of a continuing employee is not judged to be unsatisfactory, the employee satisfactory based on District evaluation criteria shall be notified in writing of the specific areas of deficiencies deficiency along with written a reasonable program of improvement. b. During the period of probation, the teacher may not be transferred from the supervision of the original evaluator. Improvement performance or probable cause for improvement. nonrenewal/discharge must occur and be documented by the original evaluator before any consideration of a request for transfer or reassignment is contemplated by either the individual or District. c. A probationary period of sixty (60) school days shall be established for teachers deemed unsatisfactoryestablished. Days may be added if deemed necessary to complete a program for improvement and evaluate the probationer’s performance, teacher's performance as long as the probationary period is concluded before May 15th of the same school year. . 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. The purpose of the probationary period is to give the employee teacher an 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. . e. During the probationary period the evaluator shall meet with the employee teacher at least twice monthly to supervise and make a written evaluation of the progress, if any, made by the employee. teacher. f. The evaluator may authorize one (1) additional certificated person who may not be a member of this bargaining unit, employee to evaluate the probation employee teacher and to assist that employee aid the teacher in improving the identified his or her areas of deficiency. Such Should the evaluator not authorize such additional evaluator, the teacher may request that an additional certificated person who shall not employee evaluator become part of the probationary process and this request must be implemented by including an experienced additional evaluator assigned by Educational Service District 105 from a member list of this bargaining unit, evaluation specialists compiled by ESD 105. Any such request for an additional evaluator shall be immune from any civil liability that might otherwise be incurred made by the teacher in writing on or imposed with regard before the 5th day of the probationary period. g. If a procedural error occurs in the implementation of a program for improvement, the error does not invalidate the teacher's plan for improvement or evaluation activities unless the error materially affects the effectiveness of the plan or the ability to evaluate the good faith performance of such evaluation. teacher's performance. h. The probation employee may teacher 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/his or her initial notice of deficiency and subsequently detailed in his/his or her improvement programprogram for improvement. 1. Lack of necessary improvement shall be during the established probationary period, as specifically documented in writing with notification to the probation employee and shall constitute teacher, constitutes grounds for a finding of probable cause for discharge under RCW 28A.405.210 28A.405.300 or 28A.405.300, as now or hereafter amended. If the probationary period does not produce performance changes detailed in the initial notice of deficiencies and improvement program, the District may place the employee in an alternative assignment or on paid administrative leave for the remainder of the school year. Not applicable to Provisional Employees: The probation requirements do not apply to Provisional employees. Provisional employees do not have access to probationnonrenewal under RCW 28A.405.210.

Probation. At any SECTION 1: The probationary period shall be regarded as an integral part of the employment process. It shall be utilized for closely observing the employee’s work and for securing the most effective adjustment of the new employee to his or her position, and for “separating” employees whose performance does not meet the required standards. SECTION 2: The standard probationary period for all new employees will be nine (9) months of continuous employment from the date that the employee begins working as a paid full-time after October 15themployee of the City. Upon the expiration of this time period, the work Human Resources Director shall either: (1) approve in writing, retention of the employee, at which time the employee shall be granted permanent status or (2) extend the employee’s probationary period for an additional three (3) months. The Human Resources Director may extend the probation of a continuing newly hired employee is judged for a period in excess of three (3) months with the concurrence of the Union. In the event the Human Resources Director shall fail to be unsatisfactoryapprove retention or extend probation in writing or shall fail to approve retention in writing at the completion of an extended probationary period, the employee shall automatically be notified separated from employment with the City, said separation being absolutely final, with no rights of appeal to any authority including the grievance/arbitration procedure contained herein. For employees working in writing departments where the department director is a Charter Officer these discretionary determinations will be made by the applicable Charter Officer. SECTION 3: During an employee’s probationary period he or she serves at the will and pleasure of the specific areas of deficiencies along with written program City. Accordingly, no probationary employee may grieve or otherwise challenge any decision involving discipline, layoff or discharge (for improvementwhatever reason). A Probationary employees may otherwise utilize the grievance/arbitration procedure contained in this Agreement. SECTION 4: In the event a permanent employee receives a promotion from a lower to a higher bargaining unit position, that employee shall serve a probationary period of sixty six (606) school days months (of continuous employment) from the date of promotion. Upon the expiration of said time period, the Human Resources Director shall be established for teachers deemed unsatisfactory. Days may be added if deemed necessary to complete a program for improvement and evaluate the probationer’s performanceapprove, as long as the probationary period is concluded before May 15th in writing, retention of the same school yearemployee in the position to which he or she was promoted. The establishment of a probationary period does not adversely affect In the contract status of an employee within event the meaning of RCW 28A.405.300. The purpose of the probationary period is Human Resources Director fails to give approve retention in writing, the employee opportunity shall automatically revert to demonstrate improvements in his or her areas former classification without loss 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. During the probationary period the evaluator shall meet with the employee at least twice monthly to supervise and make a written evaluation of the progressrights or benefits, if any, made by the employee. The evaluator may authorize one (1) additional certificated person who may not be a member of this bargaining unit, to evaluate the probation employee and to assist that employee in improving the identified areas of deficiency. Such additional certificated person who shall not be a member of this bargaining unit, shall be immune from any civil liability that might otherwise be incurred or imposed with regard to the good faith performance of such evaluation. The probation employee may be removed from probation if which he or she has demonstrated improvement to been promoted. For employees working in departments where the satisfaction department director is a Charter Officer, these discretionary determinations will be made by the applicable Charter Officer. Such reversion may be appealed through the grievance/arbitration procedure contained in this Agreement. However, the Arbitrator cannot reverse or modify the City’s action unless he or she determines that the City acted arbitrarily and capriciously. SECTION 5: In the event a probationary employee receives a promotion, his or her probationary period in the new position will be nine (9) months. SECTION 6: Substitute, temporary, seasonal and part-time employees all serve at the will and pleasure of the evaluator City. Thus, the City may separate them from employment whenever it is deemed appropriate, said employees having no right of appeal to any authority, including the grievance/arbitration procedures contained in those areas specifically detailed in his/her initial notice of deficiency and subsequently detailed in his/her improvement program. Lack of necessary improvement this Agreement. SECTION 7: An employee’s probationary period shall be specifically documented in writing with notification suspended during any period of worker’s compensation leave. Upon the employee’s return to the probation employee and shall constitute grounds for a finding of probable cause under RCW 28A.405.210 or 28A.405.300work, as now or hereafter amended. If the probationary period does not produce performance changes detailed in shall be resumed so that the initial notice of deficiencies and improvement program, the District may place the employee in an alternative assignment or on paid administrative leave for the remainder of the school year. Not applicable to Provisional Employees: The probation requirements do not apply to Provisional employees. Provisional employees do not have access to probationentire appropriate probationary period will be actually worked.

Probation. A. This section shall not apply to Provisional Employees or those on non-continuing contracts: The probation requirements do not apply to Provisional teachers. B. At any time after October 15th, the work of a continuing employee employee, being evaluated on a Comprehensive Evaluation, whose work is judged to be unsatisfactory, the employee not-satisfactory shall be notified in writing of the specific areas of deficiencies along with written a reasonable program for improvement. “Not satisfactory” is defined in Section I. paragraph 11 of this Article. C. A probationary period of a minimum of sixty (60) school days shall be established for teachers deemed unsatisfactorynot satisfactory. Days may be added if deemed necessary to complete a program for improvement and evaluate the probationer’s performance, as so 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, has a comprehensive summative evaluation performance rating as of May 15th of less than Level 2, and, in the Superintendent’s sole discretion, the teacher has shown signs of significant effort such that an extension of the probationary period is likely to result in a proficient, level 3 rating. 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. 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. district superintendent and need not be submitted to the board of directors for approval. E. During the probationary period period, the evaluator shall meet with the employee at least twice monthly to supervise and make a written evaluation of the progress, if any, made by the employee. The evaluator may authorize one (1) additional certificated person who may not be a member of this bargaining unit, administrator to evaluate the probation employee probationer and to assist that aid the employee in improving the identified 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 not affiliated with CSD assigned by the educational service district in which the school district is located. This person shall be selected from a list of evaluation specialists compiled by the educational service district. Such additional certificated person who shall not be a member of this bargaining unit, 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. The probation Association may elect to bring in an outside professional to advise the teacher while on probation, but this individual will not be an additional observer/evaluator. X. 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 is contemplated by either the individual or the school district. G. 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. X. The probationer must be removed from probation if he or she has demonstrated sustained improvement to the satisfaction of the evaluator in those areas specifically detailed in his/his or her initial notice of deficiency and subsequently detailed in his/his or her program for improvement. A teacher must be removed from probation if he or she has demonstrated improvement program. Lack that results in a new comprehensive summative evaluation performance rating of Level 2 or above for a continuing contract employee with five (5) or fewer years of experience, or of Level 3 or above for a continuing contract employee with more than five (5) years of experience. X. Xxxx of necessary improvement shall be during the established probationary period, where the employee is still not at a satisfactory level as defined below, as specifically documented in writing with notification to the probation employee and shall constitute probationer constitutes grounds for a finding of probable cause for termination under RCW 28A.405.210 28A.405.300 or 28A.405.300, as now or hereafter amended. If 28A.405.210. X. Xxxxxxxxxxx following the completion of a probationary period that does not produce performance changes detailed in the initial notice of deficiencies and improvement programprogram for improvement, the District employee may place the employee in be removed from his or her assignment and placed into an alternative assignment or on paid administrative leave for the remainder of the school year. Not applicable to Provisional Employees: The probation requirements do This reassignment may not apply to Provisional employeesdisplace another employee, nor may it adversely affect the probationary employee’s compensation or benefits for the remainder of the employee’s contract year. Provisional employees do If such reassignment is not have access to probationpossible, the district may, at its option, place the employee on paid leave for the balance of the contract term.

Probation. 1. At any time after October 15th, the work of a continuing employee work is judged to be unsatisfactory, the employee not-satisfactory based on CEL 5D+ instructional framework evaluation criteria shall be notified in writing of the specific areas of deficiencies along with written a reasonable program for improvement. For teachers who have been transitioned to the new evaluation system, “not satisfactory” is defined in Section K. paragraph 12 of this Article. 2. A probationary period of sixty (60) school days shall be established for teachers deemed unsatisfactorynot satisfactory. 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. 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. 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 superintendentdistrict superintendent and need not be submitted to the board of directors for approval. 4. During the probationary period the evaluator shall meet with the employee at least twice monthly to supervise and make a written evaluation of the progress, if any, made by the employee. The evaluator may authorize one (1) additional certificated person who may not be a member of this bargaining unit, employee to evaluate the probation employee probationer and to assist that aid the employee in improving the identified his or her areas of deficiency. Should the evaluator not authorize such additional evaluator, the probationer may request than 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. This person shall be selected from a list of evaluation specialists compiled by the educational service district. Such additional certificated person who shall not be a member of this bargaining unit, 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. The probation Association may elect to bring in an outside professional to observe, advise, and assist the teacher while on probation. 1002 1003 1004 1005 1006 1007 1008 1009 1010 1011 1012 1013 1014 1015 1016 1017 1018 1019 1020 1021 1022 1023 1024 1025 1026 1027 1028 1029 1030 1031 1032 1033 1034 1035 1036 1037 1038 1039 1040 1041 1042 1043 1044 1045 1046 1047 1048 1049 1050 1051 1052 1053 1054 1055 5. 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 school district. 6. If a minor 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. 7. The probationer 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/this or her initial notice of deficiency and subsequently detailed in his/his or her program for improvement. A classroom teacher who has been transitioned to the revised evaluation system pursuant to the district implementation schedule adopted by the board must be removed from probation if he or she has demonstrated improvement programthat results in a new comprehensive summative evaluation performance rating of Level 2 or above for a continuing contract employee with five (5) or fewer years of experience, or of Level 3 or above for a continuing contract employee with more than five (5) years of experience. 8. Lack of necessary improvement shall be during the established probationary period, as specifically documented in writing with notification to the probation employee and shall constitute probationer constitutes grounds for a finding of probable cause for termination under RCW 28A.405.210 28A.405.300 or 28A.405.210. 9. When a continuing contract employee with five (5) or more years of experience receives a comprehensive summative evaluation performance rating of Level 1 for two (2) consecutive years, the school district shall, within ten days of the completion of the second summative comprehensive evaluation or May 15th, whichever occurs first, implement the employee notification of discharge as provided in RCW 28A.405.300, as now or hereafter amended. 10. If Immediately following the completion of a probationary period that does not produce performance changes detailed in the initial notice of deficiencies and improvement programprogram for improvement, the District employee may place the employee in be removed from his or her assignment and placed into an alternative assignment or on paid administrative leave for the remainder of the school year. 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. 11. Not applicable to Provisional Employees: The probation requirements do not apply to Provisional employees. Provisional employees do not have access to probation.

Probation. At any time after October 15thA. Supervisor’s Report In the event that a principal or other supervisor determines on the basis of the evaluation criteria that the performance of an employee under his or her supervision is Unsatisfactory, the work supervisor shall report the same in writing to the Superintendent at least 10 days prior to the beginning of a continuing the probationary period. The report shall include the following: 1. The evaluation report prepared pursuant to the provisions of Section 4(A) (3) above; 2. A recommended specific and reasonable program designed to assist and specific types of assistance for the employee in improving his or her performance. B. Establishment of Probationary Period If the Superintendent concurs with the supervisor’s judgment that the performance of the employee is judged to be unsatisfactoryUnsatisfactory, the Superintendent shall place the employee in a probationary status for a duration of 60 school days. On or before the first day of the probationary period, the employee shall be notified in writing given written notice of the specific action of the Superintendent which notice shall contain the following information: 1. Specific areas of deficiencies along with written performance deficiencies; 2. A suggested specific and reasonable program for improvement. This plan shall include a prescription for remediation which spells out courses of action which provide the employee the opportunity to demonstrate an acceptable level of performance; 3. A probationary period statement indicating: a) the duration of sixty (60) school days shall be established for teachers deemed unsatisfactory. 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 and b.) that the same school year. 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 the opportunity to demonstrate improvements improvement in his or her area or areas of deficiency; 4. A prescription for assistance, when deemed appropriate in the reasonable judgment of the Superintendent, whereby the employee will be assisted in improving the level of performance to an acceptable level. C. Evaluation During the Probationary Period 1. At or about the time of the delivery of a probationary letter, the principal or other supervisor 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 principal or supervisor, he/she may authorize one additional supervisory or administrative employee or one additional other certificated employee to observe the probationer and to aid the employee in improving his or her areas of deficiency. The establishment of the probationary period ; except that an employee’s request that he/she be observed and the giving of the notice to the employee of deficiency aided only by administrative or supervisory staff shall be by the school District superintendentgranted. 2. During the probationary period the evaluator principal or supervisor shall meet with the probationary employee at least twice monthly during each 20 school day period to supervise and make a written evaluation of the progress, if any, made by the employee. The evaluator may authorize one (1) additional certificated person who may not be a member provisions of this bargaining unit, to evaluate the probation employee and to assist that employee in improving the identified areas of deficiency. Such additional certificated person who Section 8D shall not be a member of this bargaining unit, shall be immune from any civil liability that might otherwise be incurred or imposed with regard apply to the good faith performance documentation of such evaluationevaluation reports during the probationary period. After each meeting required by this section the principal or supervisor shall prepare a memorandum summarizing the matters discussed at the meeting, including an evaluation of the progress, if any, being made by the employee. 3. The probation probationary employee may be removed from probation at any time if he or she has demonstrated improvement to the satisfaction of the evaluator principal or other supervisor in those areas specifically detailed in his/his or her initial notice of deficiency and subsequently detailed in his/her improvement program. Lack probation. D. Following each observation, or series of necessary improvement observations, the observer shall promptly document the results of the observation on the appropriate Observation Report (Classroom Teachers), Addendum A, or Observation Report (Certificated Support Personnel), Addendum B. The employee shall be specifically provided with a copy thereof within three days following the preparation of the document and no less than five days following the observation. Documentation during any probationary period shall be accomplished as follows: a. Observations shall be documented in writing with notification to as provided above b. After each meeting required by Section 8C2 of this article, the probation employee and principal or supervisor shall constitute grounds for prepare a finding memorandum summarizing the matters discussed at the meeting including an evaluation of probable cause under RCW 28A.405.210 or 28A.405.300the progress, as now or hereafter amended. If if any, being made by the employee: and c. At the end of the probationary period does not produce performance changes detailed in the initial notice of deficiencies and improvement programperiod, the District may place the employee principal or supervisor shall prepare an Evaluation Report as provided in an alternative assignment or on paid administrative leave for the remainder of the school year. Not applicable to Provisional Employees: The probation requirements do not apply to Provisional employees. Provisional employees do not have access to probationArticle VIII, Section 6.

Probation. 1. At any time after October 15th15, the a non-provisional employee whose work of a continuing employee is not judged to be unsatisfactory, the employee satisfactory based on district evaluation criteria shall be notified in writing of the specific areas of deficiencies along with written a reasonable program for improvement. 2. At their request the probationary employee may have a representative of the Association present at all meetings that the employee attends related to the probationary process. All written information shared with the employee shall also be given to the Association representative attending the meetings. 3. During the period of probation, the teacher may not be transferred from the supervision of the original evaluator. Improvement of performance or probable cause for non- renewal must occur and be documented by the original evaluator before any consideration of a request for transfer or reassignment is contemplated by either the individual or the school district. (If a probationary teacher's evaluator is no longer with the District, the District and Association will meet to develop a plan of transition.) 4. A probationary probation period of sixty (60) school days shall be established for teachers deemed unsatisfactoryestablished. Days may be added if deemed necessary to complete a program for improvement and evaluate the probationer’s 's performance, as long as the probationary period is concluded before May 15th 15 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 15 of less than Basic. 5. 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 their areas of deficiency. 6. The establishment of the probationary period and the giving of the notice to the employee of deficiency shall be by the school District superintendentdistrict superintendent and need not be submitted to the board of directors for approval. 7. During the probationary period period, the evaluator shall meet with the employee at least twice monthly weekly to supervise and make a written evaluation of the progress, if any, made by the employee. 8. The evaluator may authorize one (1) additional certificated person who may not be a member of this bargaining unit, certified administrative employee to evaluate the probation employee probationer and to assist that aid the employee in improving the identified their areas of deficiency. . a. Should the evaluator not authorize such additional evaluator, the probationer may request that an additional certified employee evaluator become part of the probationary process and this request must be implemented by including additional experienced evaluator assigned by the Educational Service District 113 selected from a list of evaluation specialists compiled by the Educational Service District. b. Such additional certificated person who shall not be a member of this bargaining unit, certified 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. 9. If a procedural error occurs during the implementation of a program for improvement, the error does not invalidate the probationer’s plan of improvement or evaluation activities unless the error materially affects the effectiveness of the plan or the ability to evaluate the probationer's performance. 10. The probation employee may probationer must be removed from probation if he or she has they have demonstrated improvement to the satisfaction of the evaluator in those areas specifically detailed in his/her their initial notice of deficiency and subsequently detailed in his/her improvement programtheir program for improvement. 11. Lack of necessary improvement shall be specifically during the established probationary period, addressed with specificity during the course of the weekly meetings, and documented in writing with notification to the probation employee and writing, shall constitute grounds for a finding of serve as probable cause under RCW 28A.405.210 28A.405.300 or 28A.405.300, as now or hereafter amended. If the probationary period does not produce performance changes detailed in the initial notice of deficiencies and improvement program, the District may place the employee in an alternative assignment or on paid administrative leave for the remainder of the school year. Not applicable to Provisional Employees: The probation requirements do not apply to Provisional employees. Provisional employees do not have access to probation28A.405.210.